LinkedIn Voices: April Little

Climbing the corporate ladder isn’t just about working hard, it’s about being seen, heard, and recognized for your value.

April Little, executive communications coach and founder of Little Talent Group, turned her own HR career successes into a mission to help women leaders secure promotions, increase their influence, and earn executive-level salaries without burning out.

From guiding mid-level professionals to advising future vice presidents, April shows how strategic communication and personal branding can accelerate careers.

April Little

Overview of The Voice

April Little – Executive Communications Coach & Promotion Strategist | Founder of Little Talent Group | Advocate for women in leadership.

Niche & Specialization

• Executive communications and personal branding

• Promotion strategy and career advancement

• Leadership presence and influence

• Coaching for women in mid-level management aiming for senior roles

Target Audience

• Mid-level women professionals in tech, healthcare, and consulting

• Directors and senior managers preparing for C-suite roles

• Individuals seeking to enhance their executive presence and communication skills

Screenshot from April Little's LinkedIn Profile

Career Journey & Achievements

April began her career in human resources, rising to the position of Vice President of HR at a security startup. After achieving four promotions, she transitioned into executive coaching, founding Little Talent Group.

Her coaching programs, such as the 16-week "Executive Material Program," have helped clients secure promotions to senior management and vice president roles, with some earning salaries up to $400K OTE. She has been featured in publications like the Harvard Business Review and LinkedIn News.

Content Strategy & Teaching Approach

April shares her insights through LinkedIn, where she has built a community of over 275K followers. Her content includes frameworks like "advocacy mapping" and "executive readiness sprints," offering practical advice on career advancement. She emphasizes the importance of articulating one's value, mastering power dynamics, and building strategic relationships for career growth.

Metrics & Impact

• Over 275K followers on LinkedIn

• Founder of Little Talent Group, offering coaching services to women leaders

• Featured in the Harvard Business Review and LinkedIn News

• Clients have secured promotions to senior management and vice president positions, with salaries up to $400K OTE

Change Is Possible Podcast | April Little

Personality & Background Notes

April is known for her empathetic and strategic approach to coaching. She combines her extensive experience in human resources with a deep understanding of the challenges women face in advancing their careers. Her coaching philosophy centers on authenticity, confidence, and strategic communication.

Why She Matters

April Little is reshaping how women approach career advancement. Through her coaching, she empowers women to step into their leadership potential, articulate their value, and navigate the complexities of organizational dynamics to achieve their career goals.

Examples of her featured posts on LinkedIn

www.linkedin.com

I was promoted three times, from Sr. | April Little posted on the topic | LinkedIn

I was promoted three times, from Sr. Manager to Vice President, while working remotely, leading a decentralized GLOBAL, metrics-driven recruitment team. I've shared this story before, but in light of remote work being demonized, I wanted to share from another angle. Our team delivered consistent results in high-pressure environments while working across time zones and platforms. We never shared an office, but we shared clear goals and high expectations. Recruiting often mirrors sales, especially in commission-based roles. I spent years cold-calling passive candidates, pitching difficult roles, and managing performance metrics across multiple systems. It worked, but it was far from simple. (I worked so much harder from home, so I know that going into the office does not change that) And what made it harder were the systems we had to navigate: → Tools that didn’t sync → Handoffs that got lost in translation → Data scattered across too many platforms → Admin work that slowed down meaningful progress We found a way to succeed, but we faced constant issues that limited our focus and energy. (That's innovation that they claim we don't get from home) That is why I believe so strongly in tools like Tango's BrowserAgent. If this technology had been available then, my team would have saved hours every week and focused more on what truly moved the needle. Now, sales and recruiting leaders are using the BrowserAgent to: → Create leads from emails, calls, and intake forms → Progress pipeline stages in Salesforce and HubSpot → Sync data across billing, project, and CRM systems → Draft follow-ups, log activities, and reduce busywork by ninety percent → Align tools and teams without relying on manual effort Tango’s Browser Agent gives teams the clarity I never had when I worked in corporate, and the capability they need today. Try it out for yourself by heading over tango.ai 🙌🏼 When your systems are aligned, your team stops chasing tasks and starts driving results. Excellence isn’t tied to a location. It’s tied to the systems that power your work. #tangopartner | 129 comments on LinkedIn

www.linkedin.com

As a former recruitment leader, I can admit there have been times I have GHOSTED candidates. | April Little posted on the topic | LinkedIn

As a former recruitment leader, I can admit there have been times I have GHOSTED candidates. Not because I didn't care, but because my team and I were DROWNING. (Yes, I know some do not care.) We did our best to set the expectation that we would send an email update if we were not able to call, and that always helped. Candidate ghosting is not always the result of a recruiter who doesn’t care. Sometimes it’s the result of a team stretched thin, overwhelmed, and under-resourced. I’ve led recruitment teams during hiring surges and layoffs, and I know exactly what that looks like. When companies grow, the first team expected to ramp up without warning or support is recruiting. When companies restructure, it’s the first team to be cut before the last job is even filled. That pressure doesn’t just create burnout. It creates breakdowns in communication that candidates feel directly. Recruiting is not just posting a job and hoping people apply. Recruiting means building a sourcing strategy from scratch mostly for roles that are not open yet. It means spending hours researching passive candidates who are already happy where they are. It means crafting outreach that earns attention from people who never planned to leave. And it means doing all of that while managing competing requests, outdated tools, and hiring managers who want results overnight. This is why tools that truly understand the weight of recruiting matter. (I know what it’s like to work inside outdated ones.) This is why I’m excited to partner with GoPerfect Because recruiters need support that understands the real weight of this job. GoPerfect uses over 40 data sources to build a signal-rich profile that goes far beyond a resume. It tells you when a candidate is ready to move based on career milestones, tenure, and momentum. It gives you verified contact information so your outreach never disappears into a black hole. And it does all of that in under 60 seconds, without making you switch between five different tools. Try GoPerfect free today using my code APRIL15: https://lnkd.in/g7Ygjjie Recruiters are not always the problem. Restoring trust in 2025 starts with giving recruiters the time, tools, processes and insight they deserve. Not blaming them for the gaps they were never set up to close. #hiringbetter #goperfect #sponsored | 313 comments on LinkedIn

www.linkedin.com

After coaching over 200 women, I know one thing for sure and two things for certain: they are judged more than anyone else, and they are judged less by performance and more by perception. | April Little posted on the topic | LinkedIn

After coaching over 200 women, I know one thing for sure and two things for certain: they are judged more than anyone else, and they are judged less by performance and more by perception. (add in the intersections and stir the pot up even more) Their skillsets alone are no longer the golden ticket. They quickly learn that the higher you go, the thinner the air gets. The rules change, and it influences how others speak about them. Reputation shifts when people pause before saying your name or ask quiet questions about your decisions. (without coming to you) You won't always HEAR it, but you will FEEL it. You know, missed opportunities - events you were not invited to (or they forgot to invite you to). It's patterns of being OVERLOOKED. Not everyone is going to like you (even if you're as sweet as pie). Because not everyone likes peaches, and everyone likes peaches, right? But it is your job to make sure that people "not liking" you does not stop your bag. --- Hi, I’m April, and I help women leaders master power dynamics, influence, and communication so they can step into executive roles with confidence. Inside my Executive Material™ program, relaunching in September. | 76 comments on LinkedIn

www.linkedin.com

Last year, I watched a man walk away from a $32,500 offer for a car trade-in because he came in for $34,000. | April Little posted on the topic | LinkedIn

Last year, I watched a man walk away from a $32,500 offer for a car trade-in because he came in for $34,000. He didn't raise his voice; he didn't "improve" his argument. When he exhausted his words, he walked. Well, he walked away after shaking their hands to signal - THIS IS OVER. It wasn't about $ 1,500.00; it was a matter of principle for him. Most people don’t realize they’ve already said no to what they truly wanted. It happens every time we lower the bar for our expectations. Examples: Taking a senior manager role when you planned to move into executive leadership. Accepting the quick internal offer that came before the one you really wanted. Staying in a job that no longer challenges you just because it feels familiar. Delaying your business idea because you're afraid to outgrow what you already know. Watching instead of speaking because you don’t feel ready to be visible. I know what you're thinking. These examples do not "sound" like NO. But when something takes you away from what you want, it is. The man at the dealership reminded me of something I won’t forget. You don’t have to raise your voice to assert your value. You just have to stop settling for things that aren’t aligned with your original ask. (sure some alternative paths are worth it but it requires discernment) You won’t get the full vision by accepting the closest version of it. And you can’t reach your YES if you keep saying yes to things you should be saying NO to. Inspired by the original "Win" and "When" :) -- Hi, I’m April, and I help women leaders master power dynamics, influence, and communication so they can step into executive roles with confidence inside my Executive Material™ program. 𝗪𝗮𝗻𝘁 𝗿𝗲𝗲𝗹𝘀 𝗮𝗻𝗱 𝘃𝗶𝗱𝗲𝗼𝘀? 𝗙𝗼𝗹𝗹𝗼𝘄 𝗺𝗲 𝗼𝗻 𝗜𝗚: https://lnkd.in/g38Dj2Ax | 466 comments on LinkedIn

Quick Profile Summary

Detail	Info
Followers	273,853
Startup	Founder of Little Talent Group
Recognition	Featured in the Harvard Business Review and LinkedIn News
Background	Former Vice President of HR with over 15 years of experience
Website	aprillittle.co

April Little's LinkedIn Account:

www.linkedin.com

April Little - Little Talent Group, LLC | LinkedIn

For Brand Partnerships & Speaking, please email me at april@aprillittle.co🔹𝟭𝟱… · Experience: Little Talent Group, LLC · Education: St. John Fisher University · Location: Rochester · 500+ connections on LinkedIn. View April Little’s profile on LinkedIn, a professional community of 1 billion members.