Rage-applying is what it sounds like: spraying applications when someone is fed up, the rebound version of a job search. Some people land real raises that way. Most of your caseload will not, and the habit still teaches three coaching lessons.
1. Clients under-apply because they over-qualify themselves. They wait until they meet 100% of the posting. Rage-apply energy skips that freeze. You do not need anger to get the same behavior: name the stretch role, and send a tailored application this week.
2. One posting at a time is how searches last a year. One client obsessed over a single job, ignored everything else, and took a step down out of desperation. Aim for quality and volume. Even a "perfect" posting can be a bad culture fit after the first interview.
3. Short roles are frameable. Multi-year tenure is no longer the default. If someone leaves a weak job in under a year, you can still tell the truth: add company context, use years instead of months when the role crossed a calendar year, and label contract or interim in the title. Then expand the most recent work in the top third of the resume. Do not hide the value they brought just because the dates are short.
Rage-applying is a mood. The useful part is the refusal to wait for perfect confidence. Borrow that, and keep the targeting.