Latest / The Career Mentor Podcast with Fexingo: Finding Mentors, Sponsors, and Career Advisors / How to Find a Mentor When You Are a Career Pivot
Transcript
- Lucas: So you've decided to pivot careers. Maybe you've been in nonprofit fundraising for eight years and you want to move into product management at a tech company. Or you're a journalist who wants to move into corporate communications. The question is: who do you ask for guidance when you don't know anyone in the new field? Luna: And when the people you do know are all still in your old industry. That's the classic catch-22 — you need a mentor to break in, but you need to be in to find a mentor. Lucas: Exactly. And if you've been listening to this show, you know that we've covered a lot of specific mentorship scenarios — finding a mentor in a new geography, or when you're a solo founder, or in a toxic workplace. But career pivot is its own animal because the gap isn't just a lack of connections — it's a credibility gap. You don't have proof of work in the new domain. Luna: So how do you bridge that? I've seen people try the cold LinkedIn approach — 'I'd love to pick your brain' — and it almost never works. What's a better way? Lucas: Let me offer a framework I call 'functional adjacency.' The idea is that you don't look for a mentor who's exactly where you want to be — that's the obvious move and it's the hardest. Instead, you look for someone whose function overlaps with your old role in a way that's adjacent to your target industry. Say you're a teacher moving into instructional design. A mentor could be an instructional designer who used to be a teacher — that person understands both worlds. Or it could be someone in edtech who needs a teacher's perspective. Luna: That's smart — you're not starting from zero. You're leading with a shared skill set or experience. Lucas: Right. And that's actually a form of reverse mentoring, which is a concept we touched on in earlier episodes. But here it's about positioning yourself as a potential asset, not just a learner. When you approach a mentor, you can say, 'I bring this specific skill from my previous career — here's how it could apply to your team's current challenge.' That's a far more compelling ask than 'teach me everything.' Luna: Yeah, that flips the dynamic. You're offering something rather than just taking. And that makes people more willing to invest time in you. Lucas: Exactly. And this is something our listeners have really connected with — the idea that mentorship can be a two-way street. If we've helped you think through a career move or a mentorship strategy, and you'd like to support the show, you can buy me a coffee dot com slash fexingo. It's listener-supported, no ads, and every bit helps keep these conversations going. Luna: Absolutely. And speaking of two-way streets, let's talk about the practical steps. Where do you even start looking for a mentor when you're pivoting? Lucas: First, get specific about your target role. Don't say 'I want to get into tech.' Say 'I want to be a product manager at a B2B SaaS company that serves the healthcare industry.' That clarity helps you identify the right people. Then, look for what I call 'bridge events' — conferences, webinars, online communities where people in your target field gather. Attend them not as a lurker, but as a contributor. Ask a smart question in the Q&A. Share a relevant article in the Slack channel. That gets you on people's radar. Luna: So you're building a reputation before you ask for anything. I like that. And what about the ask itself? How do you actually propose a mentorship? Lucas: Keep it low-stakes. Don't say 'Will you be my mentor?' That's a big commitment. Instead, ask for a fifteen-minute informational interview with a very specific question. For example, 'I'm a former teacher exploring instructional design. I noticed you transitioned from teaching into ID three years ago. Could I ask you fifteen minutes about how you framed your resume to get that first interview?' That's specific, respectful of their time, and directly relevant to your pivot. Luna: And after that call, if it goes well, you can ask if they'd be open to a monthly check-in. That's how a mentor relationship often starts — not with a formal title, but with a series of small interactions that build trust. Lucas: Exactly. And here's a counterintuitive tip: don't only target senior people. Look for someone who's maybe two or three years ahead of you in the new field. They remember the transition more vividly, they have less ego, and they're often more available. I call them 'proximal mentors.' Luna: That's a great point. A senior VP might not have time to think about the nitty-gritty of landing a first job, but a senior associate just went through that process last year. They can give you the tactical playbook. Lucas: Right. And when you do connect with a proximal mentor, be sure to pay it forward. Once you've made the pivot, you become the proximal mentor for the next person. That's how you build a reputation as someone who's generous and collaborative — and that reputation itself becomes a career asset. Luna: Speaking of reputation, let's talk about a common fear: imposter syndrome. When you're pivoting, you feel like you don't belong. How do you overcome that to even approach a potential mentor? Lucas: The key is to reframe your identity. You're not a fraud — you're a translator. You bring a perspective from your old industry that most people in the new field don't have. For example, a journalist moving into marketing knows how to tell a story, how to research, how to meet tight deadlines. Those are rare skills. So when you approach a mentor, lead with that value. Say 'I know I'm new to this field, but here's what I bring from my previous work.' It changes the conversation from 'I need help' to 'I can contribute.' Luna: That's a powerful reframe. And it's honest. Because the truth is, many skills are transferable — you just have to translate them into the language of the new industry. Let's talk about how to do that translation on your LinkedIn profile or resume. Lucas: Great idea. When I coach career pivoters, I tell them to create a 'skills bridge' document. List your top five skills from your old career. Then next to each one, write how it applies in the new industry. For a teacher: 'curriculum design' becomes 'learning experience design.' 'Classroom management' becomes 'stakeholder engagement.' 'Lesson planning' becomes 'project management.' Once you have that bridge, you can use it in your outreach and in conversations with mentors. Luna: And that document becomes a conversation starter. You can share it with a potential mentor and say, 'Here's how I see my skills transferring. Does this match what you see in the field?' That invites them to correct you, which is actually a form of engagement. Lucas: Exactly. And people love to correct — it's a low-risk way for them to contribute. So you're essentially designing a mentoring interaction that's easy for them to say yes to. Now, let's talk about another angle: what if you're pivoting into a field that's very credential-heavy, like data science or finance? How does the mentor search change? Luna: That's a good question. In credential-heavy fields, the mentor might need to help you navigate the certification or education path. They can tell you which boot camps are respected, which certifications actually matter, and how to position a non-traditional background. Lucas: Right. And in those fields, it's especially important to find a mentor who values potential over pedigree. Look for people who themselves came from a non-traditional background — they're more likely to take a chance on you. You can find them by searching LinkedIn for people with your old job title and your target job title — 'former teacher now data analyst' — and reaching out. Luna: That's a concrete search strategy. Let's talk about timeframe. How long should someone expect to search for a mentor when pivoting? Lucas: It varies, but I'd say budget three to six months of active effort. Not constant effort — maybe one or two targeted outreaches per week. And don't expect a formal 'mentor' relationship right away. Most people I've worked with have a series of informational interviews that gradually deepen into something more regular. It's a courtship, not a transaction. Luna: And during that courtship, you should also be building your network in other ways — joining professional associations, taking courses, attending meetups. That way, you're not putting all your eggs in one mentor basket. Lucas: Exactly. And here's a final thought: the best mentors for a career pivot often aren't the most obvious ones. Consider mentors from adjacent functions, like a recruiter who specializes in your target field, or a hiring manager who's hired someone with your background before. They can give you insider perspective on how your story lands with employers. Luna: That's a great point. A recruiter can tell you exactly what keywords to use on your resume, what skills to emphasize, and what common mistakes to avoid. That's gold. Lucas: Absolutely. So to wrap up: if you're pivoting careers, start by identifying your functional adjacency. Build a skills bridge document. Target proximal mentors and non-traditional backgrounds. And lead with what you can contribute, not just what you need. That's how you find a mentor who will actually help you make the leap. Luna: And remember, the mentor you find today might be the person who hires you tomorrow — or the person you end up mentoring five years from now. It's a small world. Be generous. Lucas: That's the long game. Thanks for listening, and we'll see you next time.