You have been applying for weeks. Maybe months. The applications go out, the automatic acknowledgements come back, and then nothing happens. Somewhere around application sixty you started to believe the problem is the break itself, and that no amount of effort will fix something that already happened.

I sit on the other side of this. I work with candidates through applications, submissions, offers and their first weeks in a new role, and I read a lot of stalled searches. Here is what I can tell you honestly: in almost every stalled restart I look at, the break is not what is stopping it. Something else is, and it is usually one identifiable thing, not everything at once.

That is good news, because one thing can be fixed in a week.

This article is a diagnostic, not a plan. If you want the sequence to follow from the beginning, the phase by phase restart plan covers that. This one is for when you have already started and it is not working, and you need to work out why.

It is written with the Australian market in mind, so the conventions here are local ones: SEEK and LinkedIn as the main channels, agencies handling a large share of white collar hiring, salaries quoted as base plus superannuation, and CVs that run to two or three pages. The mistakes themselves travel. The details around them do not always.

Start here: match your symptom to the cause

Before you read all nineteen, find yours. This table is the fastest route to the two or three that are actually costing you.

What is happening	Most likely cause	Go to
Applications go out, nothing comes back at all	Poor matching, or a silent hole in the timeline	Mistakes 2, 5, 10
Recruiters open your profile but never call	Headline and summary describe your situation, not your capability	Mistakes 7, 8
You get screening calls that end quickly	Working rights, notice or salary answers are unclear	Mistake 13
You reach interviews but do not progress	Over-explaining the break, or under-preparing the actual work questions	Mistakes 15, 17
Interviews go well, then go quiet	No follow up, or references and referees not organised	Mistakes 14, 18
You are getting offers well below your old salary	You anchored low, or dropped too many levels	Mistakes 4, 16
Six months in and nothing has changed at all	You are still preparing instead of applying	Mistakes 3, 4

What the person screening you is actually thinking

It helps to know what happens to your CV in the ninety seconds it gets.

A recruiter opening your file is not asking “why did this person stop working?” That question comes later, and it takes twenty seconds to answer. In the first pass they are running a much shorter checklist:

Does this person do the job in the ad, now, or something very close to it? Do they have working rights, and are they in the right city or clearly able to be? Is there anything recent, or is this profile frozen? Is anything confusing or missing that would embarrass me in front of the client?

That last one matters more than candidates realise. An agency recruiter is putting their own name on your submission. They are not afraid of your career break. They are afraid of sending a candidate to a client and being asked a question they cannot answer. An unexplained two year hole is not a moral problem for them. It is an operational risk, and the cheapest way to avoid it is to move to the next CV.

Almost everything below is really about removing reasons to move to the next CV.

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Stage one: the decisions you make before you apply

Mistake 1: Treating the break as the problem to solve

This is the big one, and it drives several of the others.

Candidates coming back after time out spend an enormous amount of energy on the explanation. They rewrite the gap sentence eleven times. They read every article about how to phrase it. They rehearse it in the car.

Then they send that carefully worded CV to a role they are a sixty percent match for, and hear nothing, and conclude that the explanation was not good enough.

The explanation was fine. The match was the problem.

Here is the honest ratio from where I sit. The gap costs you maybe five percent of your chances. Poor role matching costs you fifty. If you have limited hours in a week, and most returners do, they belong in choosing better roles and tailoring properly, not in polishing sixty seconds of interview script.

The fix: give the gap one line on the CV and one twenty second answer for interviews. Write both once. Then stop touching them and spend the reclaimed time on matching.

Mistake 2: Staying open to everything

You have been out for a while, so you widen the net. Business analyst, project coordinator, operations, maybe something in data. More options must mean more chances.

It does the opposite, for a mechanical reason. A CV that argues for three roles argues convincingly for none. Recruiters search their databases by role title and skill keyword. If your profile does not commit to a title, you do not appear in the search that would have found you. And you cannot prepare properly for three different interview formats at once, so you arrive at each one slightly underdone.

The fix: commit to one primary target and at most one adjacent fallback. Write it as a single specific line before you send another application.

Primary target: Payroll Officer, mid sized employer, Melbourne, hybrid. Systems: Chris21 or Aurion or equivalent. Adjacent: HR Administrator roles where payroll is part of the remit.

If you cannot write that sentence, open fifteen live ads you would genuinely accept, and find the title that repeats most often among the ones you could do today. Not in a year. Today.

Mistake 3: Doing a course, then another course

This one is expensive and it feels productive, which is what makes it dangerous.

One current, relevant certification is genuinely useful. It puts a date from this year on your profile and it answers the “are they current?” question. The second one does not. The third one is a delay tactic wearing the costume of preparation.

I have seen candidates spend nine months and real money stacking certificates while never applying, and end up exactly where they started but with less savings and more anxiety. Nobody is going to hire you because you have four certificates instead of one. They hire you because your CV matched an ad and you interviewed well.

The fix: allow yourself four weeks and one piece of current evidence. Ranked by how much weight it actually carries:

Evidence	Weight	Time to get it
Short paid work, even a few weeks of contract or casual	Highest	Varies, start looking now
A real project with an output someone can open and look at	High	2 to 4 weeks
One current vendor or platform certification	Medium	2 to 6 weeks
Volunteering inside your own function, with a named organisation	Medium	Ongoing
A short general online course with no assessment	Very low	Not worth delaying for

Get one. Start applying. Do the rest while you are applying, not instead of applying.

Mistake 4: Waiting until you feel ready

Nobody feels ready. The feeling does not arrive before the work, it arrives about three weeks into the work.

What actually happens when you wait is that the gap grows while you prepare to explain the gap. Every month of waiting makes the exact problem you are worried about slightly worse, and makes you slightly less confident, which makes you wait longer.

The fix: set a start date this week and treat it as fixed. Send the first ten applications before you feel ready. They will be your worst ten and that is fine, because the tenth one teaches you more than another month of reading will.

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Stage two: the CV and the profile

Mistake 5: Hiding the break, or leaving it silent

Two versions of the same mistake. Some candidates stretch the dates on the previous role to cover the gap. Most simply leave the space empty and hope nobody notices.

Somebody always notices. Dates are the first thing a screener’s eye lands on, and a silent hole gets filled in with an assumption. The assumption is almost always worse than your actual reason, because the reasons people invent are dismissal, a dispute, or something being concealed. Your real reason, in the overwhelming majority of cases, is boring: caring for a child or a parent, redundancy, a health issue that resolved, a partner’s relocation, study, a visa transition.

Stretching dates is worse still. Employment dates get verified at reference and background check stage, and a discrepancy discovered there costs you the offer, not just the role.

The fix: label it. One line, in the same format as your jobs, in the right chronological place.

Career break | Feb 2023 to Jun 2026 Full time caring responsibilities. Returned to the workforce actively from June 2026. Completed Xero payroll certification in May 2026.

That is it. No apology, no paragraph, no personal detail you do not owe anyone. The line does one job: it removes the question mark.

Mistake 6: Dates that disagree between your CV and LinkedIn

This costs people roles and they never find out it happened.

A recruiter reads your CV, then opens your LinkedIn, because everybody does. Your CV says the last role ended in March 2023. LinkedIn says June 2023, because you updated it late and never fixed it. Neither date is a lie, but the mismatch reads as carelessness at best, and at worst it makes the recruiter wonder what else does not line up.

The fix: open both documents side by side, right now, and make every start and end month identical. Same for job titles. If your internal title was “Officer, Payroll Services” but everyone calls it Payroll Officer, use the searchable version in both places. Consistency beats precision here.

Mistake 7: A personal summary about your situation instead of your capability

The single most common opening line I read on a returner’s CV is some version of this:

A dedicated professional returning to the workforce after a career break, seeking an opportunity to restart my career and grow with a supportive organisation.

Read that as a hiring manager with forty CVs to get through. What did you learn? Nothing about the work. Every word is about the candidate’s need, and none about the employer’s problem. It also front loads the break in the first six words, which is the one place you did not want it.

The fix: the summary is prime real estate. It should state what you do, at what depth, on what systems, and what you are targeting. Four lines, maximum.

Payroll Officer with 8 years’ experience running end to end fortnightly payroll for up to 400 staff across multiple awards. Strong on award interpretation, terminations, superannuation reconciliation and end of financial year processing. Recently certified on Xero payroll. Returning from a planned career break and available immediately for a Melbourne based role.

The break is mentioned. It is mentioned last, in nine words, after you have already established that you can do the job.

Mistake 8: A CV frozen in the year you left

Your bullets still describe the tools, the terminology and the priorities of the year you stepped away. Nobody outside your old team writes it that way now, so keyword matching quietly fails and a human reader gets a faint impression that you are behind, without being able to say why.

The fix: open five current ads for your target role and harvest the vocabulary they actually use. Then rewrite. Here is the same achievement in both versions.

Before: Responsible for processing payroll and handling employee queries in a timely manner.

After: Ran end to end fortnightly payroll for 380 employees across 3 modern awards, including STP reporting, superannuation reconciliation and termination calculations. Reduced payroll query resolution time from 5 days to 2 by rebuilding the intake process.

The second one is not a better job. It is the same job, described in the language the person searching is searching for, with a number attached.

While you are at it, this is the point where a second pair of eyes is genuinely worth more than another draft. If you want ours, you can send us your CV for review and we will tell you what a screener would see in the first ninety seconds.

Mistake 9: Filling the break with things that read as filler

There is a version of the career break line that tries too hard:

During my career break I maintained my professional development through continuous learning, self study, industry reading, and staying abreast of developments in my field.

A recruiter reads that as “nothing happened, described at length.” Vague activity is worse than an honest blank, because the blank at least does not sound defensive.

The fix: one specific, dated, verifiable item beats four vague ones. “Completed Xero payroll certification, May 2026” is worth more than a paragraph about continuous learning. If you genuinely did nothing career related during the break, that is completely acceptable. Say the break was for caring, say it has ended, and let your eight years of experience do the arguing.

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Stage three: how you apply

Mistake 10: Volume without matching

This is the mistake that produces the “I applied to 200 jobs and got nothing” post, and it is the most fixable of all of them.

Two hundred loosely matched applications will underperform thirty tightly matched ones, every single time. It is not close. Loose applications fail at the first screen, so the effort produces no interviews, no feedback and no learning, just exhaustion and the false conclusion that the market has rejected you.

The fix: a match test before you press apply. If you cannot answer yes to at least four of these five, do not send it.

1. Do I do the thing in the first three responsibilities of this ad, now or recently?
2. Do I have the systems or tools named in the ad?
3. Am I within one level of the seniority stated?
4. Am I in the right location, or clearly relocatable, and does my CV say so?
5. Do I have working rights for this role, stated plainly on my CV?

Then tailor. Tailoring does not mean rewriting the CV. It means the summary line and the top three bullets of your most recent relevant role echo the ad’s language. Fifteen minutes per application, ten to fifteen applications a week. That is the working cadence.

Mistake 11: Applying only through job boards

Job boards are the most visible channel, so they absorb the most effort. They are also the most crowded, and after a break you are competing there against candidates with unbroken timelines and no explaining to do.

The fix: split your week deliberately.

Channel	Share of effort	What it looks like
Direct applications on SEEK and LinkedIn	50%	10 to 15 well matched applications
Agency and recruiter relationships	30%	3 to 5 specialist recruiters in your function, contacted properly
Direct approach to employers	15%	Companies you want, whether or not they have a live ad
Old colleagues and managers	5%	The people who already know your work

That last five percent has the highest conversion rate of anything on the list, and it is the one returners avoid hardest, because telling former colleagues you are looking feels like admitting something. It is not. It is the single warmest lead you own.

Mistake 12: Treating agencies as an obstacle instead of a channel

In Australia a large share of white collar roles are filled through recruitment agencies, and a lot of candidates deal with them badly, usually out of frustration. They apply to fourteen roles from the same agency in one day, or they go silent, or they treat the consultant as an irritating gatekeeper standing between them and the real employer.

The consultant is not a gatekeeper. They are the person deciding whose CV gets walked into the client with a personal recommendation attached, and they can only do that for candidates they can describe confidently.

The fix: pick three to five recruiters who genuinely specialise in your function and location, and make each of them able to describe you in one sentence.

Hi Priya, I saw you place a lot of payroll roles across Melbourne. I am a payroll officer with 8 years on end to end fortnightly payroll, up to 400 staff, multiple awards. I took a planned two year break for caring responsibilities and I am back and available now, certified on Xero as of May. Happy to be considered for anything from Payroll Officer up to Senior Payroll Officer, base around $95k plus super. My CV is attached. What are you seeing in the market at the moment?

Notice what that message does. It gives the title, the depth, the systems, the break with its reason and its end date, the availability, the range and the salary. The consultant can now submit you without asking you anything, which is the whole point.

Mistake 13: Fumbling the screening questions

The screening call is short and it is mostly a compliance check. Candidates lose it by being vague on things that need to be crisp.

Question	What loses you the role	What to say
Do you have working rights?	“I think so, I would need to check the details”	“Yes, Australian permanent resident, full working rights, no restrictions.”
When can you start?	“As soon as something comes up”	“I am available immediately, so I can start as soon as checks clear.”
What are you looking for salary wise?	“I am flexible, whatever is fair”	“I am targeting $95,000 to $105,000 base plus super. Where does this role sit?”
Why did you leave your last role?	A four minute story	“I finished up in early 2023 to take on full time caring responsibilities. That has ended and I have been actively looking since June.”

Being vague about salary does not keep your options open. It reads as uncertainty, and it invites an offer built around the lowest number the employer thinks you might accept.

Mistake 14: No follow up, or follow up that irritates

After the effort of applying, most candidates do nothing. The application goes into the system and they wait, and when nothing comes back they take the silence as a verdict. It usually is not. Roles get put on hold, hiring managers go on leave, and applications genuinely get lost.

The opposite mistake is just as costly: chasing every second day, which converts a neutral recruiter into an avoidant one.

The fix: one follow up, five to seven working days after applying, sent to a named human if you can find one. Short, useful, no pressure.

Subject: Payroll Officer application, following up

Hi Sam, I applied for the Payroll Officer role on the 3rd and wanted to flag my interest directly. The award interpretation and EOFY side of that ad is exactly what I ran for 380 staff at my last employer. I am available immediately and happy to make time for a call this week or next. Either way, thanks for reading.

After an interview, send a short note the same day or the next morning. Then one polite check in if the date they gave you passes by more than a few days. That is the whole protocol.

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Stage four: the conversations

Mistake 15: Over-explaining the break

The interviewer asks the gap question. The candidate, who has rehearsed this, delivers ninety seconds of context, justification and detail about their personal circumstances. Then, because the silence feels heavy, they add another thirty seconds.

Here is the thing about that question. It is often the last piece of housekeeping before the real conversation starts. The interviewer wants a reason, an end, and reassurance that it will not recur. Twenty seconds delivers all three. Ninety seconds signals that you think it is a bigger problem than they do, and interviewers take their emotional cue from you.

The fix: three parts, in this order, then stop talking.

“I finished up in early 2023 to take on full time care for my father. That situation has resolved. Since June I have been focused on getting current again, I refreshed my Xero payroll certification in May, and I am ready to be back in a full time payroll role now.”

Reason. Ended. Current. Twenty seconds. Then, if there is a pause, bridge it yourself: “Happy to go into more detail if it is useful, but I would love to talk about how your payroll cycle is set up at the moment.”

You have just moved the conversation back to the work. That is a skill, and it is visible.

Mistake 16: Anchoring your own salary low out of gratitude

This one costs real money, and it compounds for years, because your next salary is usually negotiated from this one.

After a break there is a strong pull to accept whatever is offered. You feel behind. You are grateful someone said yes. So when asked for expectations you say “I am flexible” or you name your salary from 2023, and the offer arrives right there.

Two things worth knowing. First, your old salary is stale, and market rates have moved since you left. Second, an employer hiring in Australia expects to discuss base plus superannuation, and candidates who quote a confident, evidenced range are read as more senior, not more difficult.

The fix: research the current range using live ads for your target title in your city, and quote a band with a reason attached.

“Based on what I am seeing for payroll officer roles in Melbourne with award interpretation and EOFY responsibility, I am targeting $95,000 to $105,000 base plus super. I have some flexibility on the exact number depending on the scope and the flexibility arrangements. Where does this role sit?”

If the offer comes in low, the answer is not “yes” and it is not a fight:

“Thank you, I am genuinely pleased. The base is a little under where I had hoped, given the award complexity in this role. Is there room to get to $98,000? If the base is fixed I would want to talk about how the flexible start time works instead.”

And a word on dropping levels. Going one level below your last title to get back in is a reasonable trade. Going three levels below is not, and it usually backfires: it screens as a mismatch, because the employer assumes you will leave the moment something at your real level appears. That assumption is often correct, which is why they act on it.

Mistake 17: Under-preparing because you did this job for twelve years

Confidence in the craft is not the same as fluency in the interview. Twelve years of doing payroll does not mean you can, cold, describe a termination calculation clearly to a stranger who is assessing you while you speak. That is a different skill, and it is the one that has gone rusty, not your competence.

The specific failure I see: a candidate who is genuinely excellent gives short, flat answers because they are out of practice at narrating their own work, and the interviewer scores them as vague.

The fix: the day before, out loud, say six stories in full. Not notes. Out loud, at spoken length, in this shape: the situation, what you specifically did, what happened, and the number if you have one. Record one on your phone and listen back once. It is uncomfortable and it is the highest value hour in the whole process.

Prepare six stories that cover: a mess you fixed, a deadline you protected, a mistake you made and caught, a conflict you handled, something you improved without being asked, and something technical you can explain simply.

If your target is a state or federal government role in Australia, this preparation is not optional. Those processes ask you to address selection criteria directly, and answers are assessed against them almost mechanically. Write each criterion out and answer it in the situation, action, result shape.

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Stage five: the offer and the first weeks

Mistake 18: Leaving referees to the last minute

Australian employers generally do call referees, and they call them late, when everything else has gone well. If at that point you are scrambling because your last manager has left the company and you have no current number, you introduce delay into the one moment where delay is most expensive.

The fix: line up two referees before you reach final stage, ideally direct managers. Contact each one, tell them what you are targeting and roughly when a call might come, and confirm the number they want to be reached on. If your managers have moved on, LinkedIn is usually enough to find them, and a senior colleague or a client contact is an acceptable substitute if you explain why.

Mistake 19: Hiding what you do not know in your first month

You got the role. Now the fear that drove the whole search comes back in a new form: they will discover I am rusty. So the new starter nods through the systems walkthrough, does not ask the basic question, and quietly spends three evenings working out something a colleague would have explained in four minutes.

Nobody expects a new starter to know their systems. They do expect questions in the first month, and they get suspicious when there are none.

The fix: in week one, say the sentence out loud to your manager.

“I want to be upfront that I have been out for two years, so I will ask more questions than usual in the first few weeks, particularly on your systems and your award setup. I would rather ask than guess on a payroll run.”

That sentence buys you goodwill rather than spending it. Then keep a running list of what you learn, and at the end of month one send your manager three lines on what you have picked up and what you want to focus on next. New starters who do this get scored as proactive, which shapes the whole first year.

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Three stalled searches, and the one thing wrong with each

These are patterns I see repeatedly, not individual people.

Pattern A: the high volume, low return search. Six years’ experience, two year break, 180 applications, four screening calls, no interviews. The diagnosis is almost never the break. It is that the applications were spread across four different role titles with no tailoring. The fix was to cut to one title, apply to twelve tightly matched roles a week, and tailor the summary each time. Fewer applications, more interviews.

Pattern B: the invisible profile. Strong CV, applies steadily, gets some responses, but no recruiter ever approaches them. The cause is almost always the LinkedIn headline reading “Seeking new opportunities” instead of the role title. Recruiters search by title. If the title is not there, you are not in the result set, and the CV cannot fix what the search never surfaced.

Pattern C: the last hurdle. Reaches final interviews repeatedly and does not convert. This one is usually not about the break at all. It is either salary uncertainty read as ambivalence, or answers that keep circling back to the gap when the interviewer has already moved on. Both are fixed by preparation, not by any change to the CV.

Recruiter tips you will not read in most articles

• The gap question is often a formality by the time it is asked. If you have reached an interview, someone already decided the break is acceptable. Answer it briefly and let it go.
• Availability is a genuine advantage and returners forget to use it. Most competing candidates are on four weeks’ notice. “I can start Monday” solves a real problem for a hiring manager whose team is short staffed right now. Say it.
• Apply the day the ad goes up if you can. Shortlists in a busy market form fast, and applications after the first week land in a pile the recruiter has already stopped reading closely.
• A short contract is not a compromise, it is a doorway. Three months of recent paid work ends the recency question permanently, and contract roles hire faster because the approval chain is shorter.
• Ask flexibility questions after the offer, not in the first interview. They are entirely reasonable questions and there are legal provisions covering flexible working requests in Australia, explained on the Fair Work Ombudsman site. But asking at screening stage, before they want you, changes the frame from what you bring to what you need.
• If you are experienced, you probably do not need a training course. You need matching, a rebuilt profile and interview practice. That is exactly what standalone job support is for, and it is available without enrolling in training.

Your fix list

Work through this in order. Do not skip ahead, because each item makes the next one cheaper.

• Write your target role as one specific line, with at most one adjacent fallback
• Give yourself four weeks maximum for one piece of current, dated evidence, then stop
• Add the career break to your CV as a labelled line with dates and one short reason
• Make every date and job title identical on your CV and LinkedIn
• Rewrite the CV summary so it leads with capability and mentions the break last
• Rewrite your top bullets using vocabulary harvested from five live ads
• Change your LinkedIn headline to the target role title, not “seeking opportunities”
• Add the Career Break entry on LinkedIn and turn on the recruiter visible open to work setting
• Apply the five point match test to every role before sending
• Set a weekly cadence of 10 to 15 tailored applications and hold it for six weeks
• Contact three to five specialist recruiters with the one paragraph introduction
• Tell five former colleagues you are looking, by name, individually
• Write your twenty second break answer, say it out loud five times, then leave it alone
• Research the current salary band from live ads and write down your range with a reason
• Prepare six spoken stories and record one of them
• Line up two referees and confirm their current contact details
• Send one follow up per application, five to seven working days later
• Plan the sentence you will say to your new manager in week one

Frequently asked questions

What is the biggest mistake people make after a career break?

Treating the break as the thing to solve. Most candidates spend their energy perfecting an explanation for the gap, when the employer’s real question is whether you can do the work now. Time spent on one piece of current, dated evidence and a tightly matched CV changes outcomes far more than any wording of the gap sentence.

Why am I not getting interviews after a career break?

Usually one of three things. Your applications are not closely matched to the roles, so a screener sees a partial fit. Your CV opens with a summary about your situation instead of your capability. Or there is nothing dated in the current year anywhere on your profile. Fix the matching first, because it is the fastest to change.

Should I hide my career break on my CV?

No. Hiding it creates an unexplained hole, and an unexplained hole invites a worse assumption than the truth. Label it as a single line with dates, give one short reason, and move on. Recruiters see breaks constantly for caring, redundancy, health, study and relocation. The silence is what makes them pause, not the break.

Do I need to do a course before I can return to work?

Usually not a long one. One current, relevant certification helps because it puts a date in this year on your profile. A second and third do not, and they delay you by months. If you already have years of experience, standalone job support without a training course is generally a better use of the same time and money.

Should I apply for lower level jobs after a career break?

Apply one level below your last title if you need speed, but do not drop three levels. A very large step down reads as a mismatch and gets screened out, because the employer assumes you will leave when something better appears. One level down is credible, and the second role after your break is far easier to get than the first.

How do I answer what have you been doing since you stopped working?

Answer in about twenty seconds, in three parts: what the break was for, that it is finished, and what you have done recently to get current. Give the reason once, plainly, without apology or detail about your personal circumstances, then move the conversation to the work. The interviewer is checking for stability, not judging the reason.

Can experienced candidates get job support without enrolling in training?

Yes. Campus4tech offers standalone job support with no training course attached, which is what most experienced candidates and career returners actually need. It covers choosing the target role, rebuilding the CV and profile, managing applications and submissions, and interview preparation, and it continues until you are placed and after you join.

Summary

Nineteen mistakes is a lot to read in one sitting, so here is the compression.

Almost every stalled restart is caused by one of three things, and you can usually tell which from the symptom. If nothing at all is coming back, it is matching. If recruiters look but never call, it is your headline and summary. If you reach interviews and stop there, it is preparation, not the break.

The break itself is a line on a page and twenty seconds of an interview. It is genuinely not the thing standing in your way. What stands in your way is spread: three target roles instead of one, four certificates instead of one piece of real evidence, two hundred loose applications instead of thirty sharp ones. Narrow everything. It will feel like giving up options. It is the opposite.

And remember the ratio nobody tells returners: the second role after a break is dramatically easier to get than the first. You are not trying to win your whole career back this month. You are trying to get one credible role that makes the next one straightforward.

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This is exactly the situation our job support without a training course exists for: choosing one target role, rebuilding the CV and profile so it survives the first ninety seconds, running the applications and submissions properly, and preparing you for the interview, with us staying on it until you are placed and after you join. For experienced candidates returning from a break, that support is available on its own, with no course attached. If you would rather talk it through before deciding anything, the career restart form takes about three minutes and someone will come back to you.