Career Resource Utilization

If you’re a candidate looking for Tech roles in India right now - you might have a number of concerns such as job availability, company stability & most recent compensation numbers.. While finding a job continues to be hard this quarter - there is some clarity on compensation figures in Tech - courtesy some great work done by the HireSure.ai (YC S22) team: If you open the attached image - you’ll find ballpark compensation bands across various Tech roles from SDE-I to Principal Developer and from APM to Director-Product: (1) Source of data? 📚 - Hiresure compiled this data from ~250+ participating venture backed companies starting ~2 quarters ago - They add ~25 more companies data each month (2) Accuracy? 🎯 - Based on offline discussions with other recruiters, the figures seem directionally right; they are at max ~10% off at certain roles. - They’re refreshing these numbers once per quarter (which is nice!) (3) Latest updates ⌛ - When I spoke to Hiresure’s founder Anurag, he highlighted that Sales, Marketing & Product roles have seen ~ 10% declines from the above figures. I had accessed the Hiresure data last quarter (personally) after discovering them via the YC network - was quite helpful in understand benchmarks for compensation. You can access the latest data for free via: https://lnkd.in/dTJ9rpix - feel free to use it as a candidate or as a recruiter; and, don’t forget to let others know. #technology #india #hiring

“Applying for jobs without results?” Here’s what recruiters are really looking for—and how to align your application. As a recruiter, I can tell you that the first pass of your resume is under 30 seconds. In that time, here’s what we’re scanning for: 1️⃣ Job Titles & Functional Alignment Have you held the same or a closely related job title? If you’re applying for a Project Manager role, we’ll look for titles like “Project Manager” or related roles like “Program Coordinator” to ensure functional overlap. 2️⃣ Company & Industry Alignment Companies often prefer candidates from organizations of similar scale or industry. For example, a tech startup may prioritize candidates with experience at other startups, rather than those coming solely from tech giants like Google or Apple. 3️⃣ Minimum Requirements This could include certifications, education, location, or specific skills. For instance, if a role requires “PMP certification” or “proficiency in Tableau,” and it’s missing from your resume, that could be an early disqualifier—especially in a competitive applicant pool. 💡 Pro Tip: If there’s a large applicant pool, any misalignment here could result in being passed over. But if the pool is narrower, there may be more flexibility. Once your resume passes this initial scan, recruiters dive deeper into: ✅ Your Achievements: Quantifiable results like “Exceeded sales quotas by 15%” or “Increased social media engagement by 30%.” ✅ Your Experience: Evidence that you’ve worked on projects, challenges, or tasks that align with the expectations of the role. What This Means for You You DON’T need to customize your resume for every single application. You SHOULD ensure your resume highlights: Relevant job titles or functions. Skills and achievements that align with the job description. Minimum requirements that recruiters are actively searching for. For example: 📌 Applying for a marketing role? Highlight your experience targeting similar audiences or using tools mentioned in the job description (e.g., HubSpot, Google Analytics). 📌 Applying for sales? Emphasize deal sizes, quotas carried, and wins achieved. 💡 Key Takeaway: Recruiters don’t have time to connect the dots—make it easy for them. A few quick tweaks to highlight alignment can make the difference between landing the interview or being overlooked. What’s your go-to strategy for tailoring your resume? Share below! #JobSearch #ResumeTips #CareerGrowth #RecruiterInsights

Job hunting isn’t a numbers game. It’s a strategy game. Most UX designers think sending 100 applications increases their chances of landing a role. But that’s like throwing spaghetti at the wall and hoping something sticks. The truth? It’s not about how many applications you send. It’s about how targeted they are. Here’s my 5S Framework that landed $120K offers for my clients: Skip the line: Stop waiting for recruiters to notice you. Reach out directly to hiring managers with a tailored pitch. Send a personalized pitch: Address a specific pain point the company is facing — and how you can solve it. Share a curated portfolio: No one needs to see every project. Showcase 2–3 relevant case studies that directly align with the role. Show genuine interest: Drop a line about a recent company project that caught your attention. It’s not just flattery — it’s strategy. Say thank you: Follow up, reinforce your value, and keep the door open for future opportunities. Applying to 100 jobs is easy. Strategizing for 5 roles that matter? That’s how you stand out. Cut content or add meaning — what’s harder?

Yesterday I reviewed around 600 applications. 600. Here’s the truth: when the volume is that high, small details make a big difference. If you want to stand out, here’s what actually catches a recruiter’s eye in the middle of a sea of resumes: 🔹 Tell me what the company does. You worked at "X Corp"? Cool — but I don’t know every company on Earth. A single line like “SaaS company focused on AI-powered logistics” helps me immediately understand the context of your role. 🔹 Stick to the classic format. There’s a reason the traditional resume layout still dominates. Don’t get “creative” with colors, shapes, or 3-column designs. I’m not hiring a graphic designer (unless I am). Keep it simple, clean, and scannable. 🔹 Give me numbers. “Improved efficiency” sounds fine, but “Reduced processing time by 28%” gives me a reason to believe you’re effective. Quantifiables always beat adjectives. 🔹 Tailor your resume to the job. Generic resumes get generic results. A brief, targeted summary at the top — aligned to the role — sets the tone. 🔹 Make your LinkedIn match. If your resume catches my eye, your profile is the next stop. Make sure it’s updated, aligned, and includes a headline that reflects what you actually do. Most of all? 🔸 Help me help you. The clearer your story, the easier it is to advocate for you. And that’s all most recruiters really want — a reason to move you forward.

Software engineers have had it too good for too long. They have endless salary benchmarks. The hardware ecosystem? It’s been a black box. We got tired of seeing world-class companies and engineers flying blind during negotiations. So, we analyzed over 300,000 job postings to fix it. Introducing the Space Talent Salary Database. It’s granular, it’s quarterly, and it’s 100% free! Here are 3 realities from the data that might upset you (or get you a raise): 🚀 Selling pays more than building The median Sales Engineer out-earns Propulsion, Electrical, and Manufacturing Engineers. We are shifting from R&D to commercialization, and the market pays for revenue. 🛠 The Blue Collar flip Top-tier Senior Technicians ($73/hr+) are now out-earning Associate Engineers. Hands-on expertise is becoming the ecosystem's scarcest resource. 📉 The LA Discount Think Los Angeles is the place to be for pay? Think again. Data shows LA base salaries are lagging ~20% behind San Francisco equivalents. Disclaimer: This is job posting data, not W2s. Use it as a compass, not a map. https://lnkd.in/esPg2Nww

Most executive search firms benchmark comp with one source. Maybe two if you're lucky. They'll pull a Radford median, add 10%, and call it a "market-competitive offer." Then you lose your top candidate to a company that actually understood the full picture. Here's what a proper comp benchmark looks like at VP/C-suite level in radiopharma: → Industry compensation surveys and total rewards data → SEC proxy filings and EDGAR → H-1B / LCA wage disclosures → Market aggregators (LinkedIn Salary, Levels.fyi) → Proprietary intel from active search mandates Cross-referenced. Normalized by geography. Triangulated across 800+ data points. That's the difference between "we think the range is $250-300k base" and knowing exactly where P25, P50, and P75 fall across base, bonus, total cash, and LTI. The video shows how we approach this at ProGen Search. The full report generated gives decision-grade data. Comp benchmarking isn't a nice-to-have on a retained search. It's the thing that stops you losing a 6-month process at the offer stage. If you're hiring VP+ in radiopharma, CDMO, or cell and gene therapy and want to see how this works for a specific role, let's talk. #Radiopharma #ExecutiveSearch #Compensation #Biotech #PharmaJobs

Most people get underpaid. Not because they’re unqualified. But they walk into salary negotiations with zero data. You've already lost leverage if you’re guessing what to ask for. Here’s the truth most candidates miss: 🛑 Salary isn’t just about how you negotiate. ✅ It’s about what you know before you negotiate. How to Use Salary Tools Like a Pro: 1️⃣ . Start with Levels. fyi, Glassdoor & Comparably → Research salary ranges by role, level, company & location. 2️⃣ Use at least 3 platforms → This cross-check helps reveal your real market value. 3️⃣ Include perks, bonuses & equity → They’re often worth thousands, and often ignored. 4️⃣ . Prepare your counter confidently → Use phrases like: “Based on market benchmarks, I’m targeting [X-Y range].” 5️⃣ Use data as a shield, not a sword → It’s not about confrontation. It’s about clarity. 💡 Bonus: I’ve compiled a carousel of 11+ salary tools that professionals use to get paid what they truly deserve. From tech engineers to sales reps to women in startupsthere’s something for everyone. 📌 Swipe the carousel, save it, and use it before your next offer. It could be the most profitable 5 minutes of your job search. Want more honest job search tips that make hiring managers chase YOU? P.S.: What’s the worst salary advice you’ve ever received? 👇 Drop it in the comments. Let’s help others avoid the same mistake. 💬 All the salary tool links mentioned in the carousel are added in the comment for easy access and research. Don’t miss them. 🔁 Repost to help someone get paid right 👀 Follow me (Abinaya Thennarasu) for career strategies that work 🔁 Share it with a job-seeking friend who wants to stand out

The key to landing more interviews is applying to fewer jobs. In theory, more applications = more opportunities. In reality, more applications = less focus for each = unclear messaging = fewer interview opportunities. Now that we got that out of the way, let’s talk about the roadmap to making every application count toward improving your odds. 1) Get clear on your career goals The more targeted your approach, the faster the progress. Often, those who struggle most with this are those with TOO many possible directions. In theory, you are versatile and could excel in many different jobs. In practice, it’s hard to customize for more than a select few job types/directions. If this sounds like you, here are some prompts to help you get more targeted: >Do you want to continue following your current path or explore others? You can do both, but you’ll need to define a few directions to focus on and tailor your approach for each. >What work values are most important to you right now? Think about whether you want to target based on title, compensation, company type (big, small, industry), location, or schedule (including remote/hybrid) >What are some companies/organizations that interest you? Create a list of target companies to follow. >What type of work is most meaningful for you? Target by the type of tasks that will make you feel engaged (for example, managing people or building complex financial models). Ideally, you’ll come up with a max of 3-4 different job types to target. Could be similar titles in different industries or completely different roles. You can always adjust your approach — and your target list — as you go. 2) Map out your skills Next, for each of your role types, map out your relevant skills and strengths and develop your value proposition. To make the mapping easier, make a list of all of your skills and strengths. Identify which are the most relevant for each of your target role types. You may see a lot of overlap across roles. In other cases, you will want to create different versions of your resume for different target roles. For example, Version 1 may be your go-to resume while Version 2 emphasizes certain industry keywords and niche software programs that are only relevant for one of your target career paths. 3) Start applying Once you have your select list of target roles, it will be easier to cut through the chaos of the job boards to find the most relevant opportunities. You can make your search parameters much more specific and focus on only applying to jobs that are a 80% fit (or better) with what you want. Since you’re targeting fewer roles, you’ll have more time to tailor your resume and cover letter and work your network for information or even a referral. Don’t spam the Easy Apply button again — take your time and prioritize a targeted approach instead. And if you need help with 1) and 2), message me. I’d love to help you get clear on your next steps. : )

Your resume isn't the problem. Your application strategy is. Here's the 5-step playbook that got me offers at JP Morgan, IBM, and L'Oréal: 1. Optimize Your Resume (But Not How You Think) Everyone talks about ATS systems and keyword stuffing. That's not enough. I made sure every single word was precise and matched the job description. Don't just add keywords, but prove you've actually done what companies are looking for. 2. Apply Strategically: Mix Cold + Warm I'm all for cold applying, but you have to mix it with networking. For companies where I'd genuinely thrive, I found people currently in the role on LinkedIn and spoke with them. This gave me insider insights AND referrals. Cold applications alone = ghosted. Cold + warm introductions = interviews. 3. Build Proof While You Apply Don't just wait for responses. Start a project related to your target industry. Share your progress on LinkedIn. Reference it in your applications: "Currently building X to solve Y problem." Recruiters want to see you're serious, not just sending out 500 apps. 4. When You Get the Interview, Lock In The days between the interview invite and the actual interview can change your entire career trajectory. Nail your behaviorals. Know your technicals inside out. This is where preparation separates you from everyone else who "winged it." 5. Follow Up Like You Mean It Recruiters spend hours filtering applications, reading resumes, conducting interviews. Be genuine with the people taking time to talk to you. Send thoughtful thank-you notes and follow up. It sounds simple, but most people don't do it, and it gets you far. Recruiting season is brutal right now, but being strategic > sending 500 applications and hoping. If this was helpful, share it with someone in their job search and if you want me to break down any of these steps in more detail? Drop a comment, connect with me, and I'll reach out :)

𝗔𝗳𝘁𝗲𝗿 𝗿𝗲𝘃𝗶𝗲𝘄𝗶𝗻𝗴 𝟭,𝟬𝟬𝟬+ 𝗿𝗲𝘀𝘂𝗺𝗲𝘀 𝗮𝗻𝗱 𝗮𝗽𝗽𝗹𝘆𝗶𝗻𝗴 𝘁𝗼 𝟭𝟬𝟬+ 𝗷𝗼𝗯𝘀 𝗺𝘆𝘀𝗲𝗹𝗳, 𝗜'𝘃𝗲 𝗱𝗶𝘀𝗰𝗼𝘃𝗲𝗿𝗲𝗱 𝘁𝗵𝗮𝘁 𝗺𝗼𝘀𝘁 𝗰𝗮𝗻𝗱𝗶𝗱𝗮𝘁𝗲𝘀 𝗺𝗶𝘀𝘀 𝗰𝗿𝘂𝗰𝗶𝗮𝗹 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀 𝘁𝗵𝗮𝘁 𝗵𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿𝘀 𝗮𝗿𝗲 𝘀𝗰𝗮𝗻𝗻𝗶𝗻𝗴 𝗳𝗼𝗿. 𝗪𝗮𝗻𝘁 𝘁𝗼 𝗸𝗻𝗼𝘄 𝗵𝗼𝘄 𝘁𝗼 𝗳𝗶𝗻𝗱 𝘁𝗵𝗲𝘀𝗲 𝗸𝗲𝘆𝘄𝗼𝗿𝗱𝘀? 𝗛𝗲𝗿𝗲’𝘀 𝗺𝘆 𝟯 𝘀𝘁𝗲𝗽𝘀 𝗮𝗽𝗽𝗿𝗼𝗮𝗰𝗵: ̲ 𝘉𝘢𝘴𝘪𝘤 𝘓𝘦𝘷𝘦𝘭 Instead of randomly "sprinkling" keywords, target exactly what recruiters want:  1. Identify where keywords live in job descriptions: • Overview/About the Role • Responsibilities/Duties • Qualifications/Requirements • Preferred Skills/Nice-to-Haves  2. Use this AI prompt to extract keywords efficiently: "You are an expert resume writer with 10+ years experience helping job seekers land roles in [industry]. Highlight the top 10 keywords in this job description, sorted by frequency. For example: LLM(10), AI(5)" 𝘐𝘯𝘵𝘦𝘳𝘮𝘦𝘥𝘪𝘢𝘵𝘦 𝘓𝘦𝘷𝘦𝘭 Sort keywords into these critical buckets by reading through it:   1. Technical skills: Tools you've mastered (Zendesk, Jira, Tableau, Python, CIPP certification)  2. Industry jargon: Field-specific terms ("Trust & Safety," "risk mitigation," "content moderation")  3. Job functions: What you actually do ("analyze," "optimize," "escalate," "lead") 𝘈𝘥𝘷𝘢𝘯𝘤𝘦𝘥 𝘓𝘦𝘷𝘦𝘭 Pick up nuance from the job description. Frankly, I still believe this is where we humans are the best.   1. Track repeated terms—they reveal priorities. Example: "Define and execute vision and strategy for Onboarding to drive new user retention" signals they want someone with experience setting OKRs and long-term roadmaps.  2. Note geographic specifications: "Experience in EMEA markets" tells you to highlight any relevant regional work.  3. Decode stakeholder language: When they request "ability to align diverse stakeholders toward a common goal," prepare a bullet point showcasing how you led cross-functional projects to successful completion with measurable results. From my experience, deeply understanding the job description helps narrow your resume focus to 3-5 powerful bullet points that directly address what they're seeking. Looking to land more interviews? I offer personalized reviews. DM for help!