Navada Taylor. Sophia Presence

How an automated screen reads me

63%

of your career a keyword screen keeps

A screen keeps my Dell enterprise title, $3M quota, 200% attainment, and government contracting keywords. It drops the record store, the nonprofit I founded, and the room-reading skill that actually closes deals.

Seniority of role

Scope & P&L depth

Leadership told as story

Quantified vs. narrative

My Sophia Visibility Index, an illustrative figure, not a measurement, computed from my record across four signals: the seniority of my roles, the depth of my scope & P&L, how much of my leadership lives in narrative, and how many quantified results survive a keyword scan. The more senior and judgment-driven the career, the less a parser can read.^1,2 Harvard Business School finds 88% of employers say qualified senior candidates get screened out for not matching a job description’s exact criteria.

Where I land in the market

Tier 1

Manager

Reads here today

Tier 2

Director

Should hold

Tier 3

VP / Head

Tier 4

SVP / Head

Tier 5

C-Suite

My $3M+ quota across four years, 200% peak attainment, team of eight reps mentored without title, and federal contract lifecycle ownership read at the Director band. I've been leading before the org chart caught up.

02b

By the numbers

$20,417/mo

Every month unplaced — or sitting a level below where your record reads — is roughly one month of target-seat base salary left on the table.

What my target seat pays, shared directly, not posted.

¹⁰Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer.

Healthy — steady senior demand

A directional band, not a live job count. The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year (2024–2034); senior seats turn over less often and are filled more deliberately than junior ones.^9,10

The proof a filter throws away

200%

peak quota attainment, enterprise sales

$3M+

annual quota, four consecutive years

20%

avg YoY overachievement, team of 8 reps

14%

revenue growth, AVmedia

100%

customer satisfaction, active accounts

My scope vs. the band

Quota / deal size$3M+ annual quota, enterprise SLED

Indexes at: Director

Team leadership8 reps mentored, 20% YoY overachievement

Indexes at: Director

Tenure & consistency5 years Dell, 4 consecutive quota years

Indexes at: Director

Organizational impactFounded & led nonprofit, 81 events, 8-person board

Indexes at: VP / Head

Beyond the keyword screen

What a keyword screen keeps of me

Enterprise salesDell Technologies$3M quota200% attainmentGov contractingAV solutionsSLEDBerklee

What my record actually shows

The leader my record proves I am

I close deals by reading the room before I read the script. $3M quota, 200% attainment, zero SDR support.

I've sold to teenagers and state agencies. The fundamentals are identical, and almost nobody uses them. I teach teams to hear the no, not flinch from it.

The seat I should hold

→VP of Sales

→Head of Revenue

→Director of Enterprise Sales

My enterprise quota performance, government sales fluency, team leadership without formal authority, and consultative methodology fit revenue leadership seats where trust and coaching drive the number.

06b

My 3 power moves

1

Lead with my 200% and the eight reps I coached to overachievement, not my…

2

I position myself as the rare seller who's fluent in federal procurement and enterprise…

3

Frame my nonprofit CVO role as leadership proof: I protected a vision and fed…

“The Nay's built the Foundation, the Yea's furnished the Building, and my Values never left.

Sources

Every market figure in this report traces to a real, published source. The visibility figure itself is an illustrative index, not a measurement.

1Harvard Business School / Accenture — “Hidden Workers: Untapped Talent” · Harvard Business School, Project on Managing the Future of Work · 2021
88% of employers say qualified high-skill candidates are screened out for not matching a job description's exact criteria (94% for middle-skill).
https://www.hbs.edu/managing-the-future-of-work/research/Pages/hidden-workers-untapped-talent.aspx
2Jobscan — Fortune 500 ATS Usage Report · Jobscan · 2025
97.8% of Fortune 500 companies use an applicant tracking system — automated screening is the front door.
https://www.jobscan.co/blog/fortune-500-use-applicant-tracking-systems/
3SHRM / SilkRoad — “Employee Referrals Remain Top Source for Hires”

▦

Executive Scorecard

Seat-readiness grade

60/ 100VP / Head-seat profile

The verified record reads at the VP / Head seat — one verified target-scope outcome from the next band.

The graded read formalizes the seat the owner's record reads at on the report's five-seat market ladder (Manager → Director → VP / Head → SVP / Head → C-Suite) — a placement read of the on-file record, not a statistical percentile. Dollar bands are the platform's cited comp model: illustrative US base-salary bands for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (Occupational Outlook Handbook, May 2024); base only, excluding bonus and equity. Every row cites its source below.

Sources re-verified monthly — every number carries its as-of date.

What this band is worth at the next level

VP / Head seat — professional services

$200K–$290K

Typical base for a VP / Head role in professional services. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

SVP / Head seat — professional services

$270K–$400K

Typical base for a SVP / Head role in professional services. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

Seat readiness

Seat the record reads at (5-seat ladder)

Reported

In range · vs JOOLT Presence — the report's five-seat market ladder (scale mapping, not a population statistic) ↗

VP / Head per the record's market placement read. · Navada Taylor — Presence record (market placement read) ↗as of 2026-07-03

Target seat (5-seat ladder)

Reported

No public benchmark, shown for the record

VP / Head — the record's stated target seat. · Navada Taylor — Presence record (market placement read) ↗as of 2026-07-03

Scope

Scope dimensions read on the record

Reported

No public benchmark, shown for the record

Quota / deal size · Operating scope · Revenue impact · Tenure & complexity — 4 of 4 read at or above the target seat. · Navada Taylor — Presence record (market placement read) ↗as of 2026-07-03

Proof

Quantified proof points on record

Self-declared

No public benchmark, shown for the record

200% of quota, enterprise sales · 60% revenue growth as sales manager · 100% customer satisfaction, all active accounts (+2 more) — counted from the record; the underlying figures are owner-stated. · Navada Taylor — Presence record (market placement read) ↗as of 2026-07-03

The roadmap, next to verify

Years leading at scale. Not on public record yet.
Portfolio / P&L scope on record. Put the portfolio or P&L number on the record — scope is the seat's first measurable.
Externally verified proof points. Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.
Verified public reach (LinkedIn). Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.
Press & media receipts on record. Land a third-party write-up or interview and put the URL on the record.
Keynotes & speaking receipts on record. Get a keynote on film with a public link — a third-party stage receipt.

Executive visibility market read

The market read for an executive seat indexes on the seniority the record reads at, quantified proof at scale, and verified public reach. This read shows which of those inputs are on file and cited — it never invents a per-person figure.

Inputs not on file yet: Verified public reach (LinkedIn) · Press & media receipts on record · Keynotes & speaking receipts on record · Externally verified proof points

Top-executive openings (US)

The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year, 2024–2034 — the seats this read prices against. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

Chief executives — median pay (US)

$206K

BLS median annual pay for chief executives, May 2024 — the public anchor the comp bands above are calibrated to. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03

How to move the number

Put the portfolio or P&L number on the record — scope is the seat's first measurable.moves: grade band · dollar band
Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.moves: grade band · dollar band
Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.moves: market read
Land a third-party write-up or interview and put the URL on the record.moves: market read
Get a keynote on film with a public link — a third-party stage receipt.moves: market read

Independent analysis of cited public records and the owner's on-file record — not a hiring assessment, a compensation promise, or career advice. Comp bands describe the market for the seat, never a per-person offer.

Navada Taylor

Watch my keynote

How an automated screen reads me

Where I land in the market

By the numbers

The proof a filter throws away

My scope vs. the band

Beyond the keyword screen

The seat I should hold

My 3 power moves

Sources

Executive Scorecard

Sources & References

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