How To Get Hired Despite the Most Brutal Job Market Ever (Ex-Microsoft, Amazon & TikTok Recruiter POV) - w/ Shreya

Have you ever wondered exactly what recruiters look for on your LinkedIn profile? I was very surprised to learn just how much weight often underlooked sections such as your bio, your skills, even your endorsements can carry. My source, glad you asked. Shria Ma, professional growth coach and a former recruiter at Microsoft, Amazon and Tik Tok, evaluated n roasted my podcast producer deep LinkedIn profile and shared areas of improvement that honestly all of us myself included could benefit from the most important thing about me have expertise and I'm naman pande this is the ready set do podcast and in this episode Shria takes us through a recruiter's POV on every single step along the way of getting hired that includes extremely information dense sections on application strategy, ATS, how to

application strategy, ATS, how to network effectively, answering the dreaded do you require sponsorship question, LinkedIn profile building, resume tailoring, and even interview prep. I promise that at the end of this episode, you will have all the tools and information that you need to land your next offer despite this unforgiving job market. market. If and when a recruiter replies, it is a bonus. Why? They have a separate tool that they use to find candidates and reach out to candidates. It's called LinkedIn recruiting.

LinkedIn recruiting. The much debated open to world banner on your profile. What's your take on that? Why are you making a Canva resume? It's not a free wedding suit. Like it's literally a resume. Subscribe on YouTube and any of your favorite podcast apps for weekly episodes featuring high agency individuals and daily clips from those episodes on YouTube and Instagram. And now without any further ado, here's Shrea. Welcome to the only podcast in the world featuring stories of high agency individuals who are just a few steps ahead of us. Drea, welcome. Hey, thank you so much. I'm excited for our conversation today.

our conversation today. Honestly, ever since we calendared this, I've actually just been buzzing to, you know, pick your brain. not just because of the amazing experience that you bring to the table, but also just how actively you post and just how many lives you, you know, you're continuing to change, I should say, as as of recording this in August 2025. Um, actually, it's September now, so time flies when you're having fun. Um so I did want to you know hit the ground running here with um you know asking you that in all of your time that you you spend mentoring people and you know talking to so many uh aspirants online um what is or what are some of the biggest um pitfalls that you see

the biggest um pitfalls that you see people make but that are also fairly easily avoidable or fixable. Yeah. Um just to clarify I work with a lot of job seekers where they are trying to either find their first job in US or they're trying to like transition from what they have currently to like you know a newer industry or to a newer role. role. What I see them doing or not doing for that matter one is like not networking actively. That means people only think about um applying for jobs and then they only think about like reaching out to somebody when they start looking for jobs, right? So I would one definitely say like reach out to more people even without an intention of getting a referral or to get a role with their

referral or to get a role with their company right so one is have like a very like very active network where people are ready to clear you second biggest thing is people don't keep their LinkedIn which we right now literally is like our digital profile right people don't keep their LinkedIn very active in sense of like one it's not updated and second it's not active as well that means they would only go and apply for jobs and then would not do anything else right So I would definitely suggest if you need like more visibility in your job search process have your LinkedIn active comment on more more people's profile definitely engage with what they are posting but then if nothing else obviously if you cannot let your current employers know that you're active on LinkedIn and you're doing something on

LinkedIn and you're doing something on the side um then have a onetoone connections on the DMs as well because that's that's so much posted these days right I when I was searching for job none of these things were happening right now everybody's posting so actively that means Even if you are searching for a job and if you are commenting actively, your employer probably wouldn't know because then you're just engaging with good content out there. So these two I think it's like very easy to follow but then a lot of people don't do which is one obviously having a very active network and second having a very good digital profile active working LinkedIn profile. I love that call out for two reasons.

I love that call out for two reasons. The first being that this is something that I myself never did when I was in the market. Granted, that was a completely different time, right? As you will probably know, I graduated in 2022. I feel like that was the last good time to to graduate. And I feel like things have pretty much just been downhill since. since. So I am not ashamed to admit that I got really lucky and I definitely know and talked to a bunch of people whose resumes are much better than mine but that are struggling you know just because of the times and so for for that reason I really like what you said around that it's no longer an option right do you want to do this

an option right do you want to do this or no you have to right cuz how else do you stand out in such a saturated market and and yeah um and then also while preparing for this one of the questions that a lot of my listeners wanted me to ask you was for some of and I know this is a little bit more you know kind of just a difficult one to tackle but I'm still you know curious to pick your brain but for somebody that's mostly doing all of the basics right right so as you said they are somewhat active on LinkedIn they've been commenting they've been networking they've been applying also you know this spray and pray classic approach and still aren't quite getting

approach and still aren't quite getting anywhere have you seen any maybe anecdotally not across the board but maybe something that has worked for somebody that you mentored or just really any insights that you can share that might be worth doing. Yeah. For for these people simply 100%. So if you believe that you're doing everything else on the you know buy the book on your resume on your LinkedIn in networking um one thing that I would definitely suggest is um change your positioning. That means if you're positioning yourself as a job seeker, start positioning yourself as a fellow professional. As soon as you reach out to somebody and say that that hey hi, I'm interested in this role. Would you be able to refer me versus that, hey, I

be able to refer me versus that, hey, I see that your journey is amazing. Would you be open to have a 15inute conversation with me? Right? So now you are positioning yourself as a professional and not coming across as more of a liability but as somebody who can also add more value to the other person's time. Right? So got it. I would probably go with that. That's the first thing. Um second thing that is like when people believe that they're doing everything but then there's something is still missing is one when they reach out to people they forget to add value in the conversation itself.

add value in the conversation itself. That means they forget to talk more about themselves of what they do they bring to the table right usually what we talking about is hey we're looking for a job these are the kind of roles that we're looking for can you give me a referral or can you reach out to the hiring manager for very basic asks right what I want them to do is probably read the JD and figure out why they are a good candidate and then find that relatability that's one of my favorite words in the job search find that relatability and put that in the most concise where you can right in the shortest sentences that you can form.

shortest sentences that you can form. Nobody has a time to read like a whole damn paragraph on there. um recruiters especially don't hiring managers don't then do that right but again if you're feeling that you're doing everything and still not getting the job sit down reflect in the sense how many jobs did I apply to how many or if I've got rejections from almost all what could have been the reason right so one rather than taking feedback from everybody around you sit and give that feedback to yourself because then you're ready for the reality that I might not be doing 100% and I'm just giving myself that fake idea that I'm doing 100% when I'm actually not doing it. Right? So change of positioning would be one from job seeker to fellow professional.

job seeker to fellow professional. Second would definitely be adding more value in the message itself when you're sharing that and obviously cut it down to half if you're sharing like long ass messages. And third I would definitely say that figure out sit with yourself have those reflection for yourself what's working and what's not working. Yeah, I think it's so important to not, you know, just beat oneself down, right, that there's something wrong with me.

that there's something wrong with me. I'm just not skilled enough. This is never going to work out. And we've at least I don't mean to speak for everybody, but I've definitely been there. And similarly, I just got a DM this past week where somebody was like, um, hey, I applied for such and such position at your company. I would love to learn more from you about the position. And it was so interesting for me because I realized that that is exactly the type of message that I also used to send out and I want to help this person but what could I possibly offer them that isn't already there on the job description. Right. So I like what you said about be concise and find that relatability angle because yeah I'm sorry but I ended up not replying to this person even though I genuinely

this person even though I genuinely wanted to help them. And I I can only imagine as a recruiter your inbox is probably just always you know bursting open right so do you have any uh insights on how to specifically for recruiters how one can think about you know reaching out to them or sending them a DM and such on LinkedIn yes absolutely so now because we're talking about it I I would definitely say because we're talking about how the times are different right earlier when you and I not even you earlier when I was applying probably I had like 400 500 applications ations for one role, right? Probably 2022 people would end up seeing like 800 900 applications for the same.

applications for the same. Right now we have when I speak with my recruiter friends, they have like over 17,600 applications for the same role because they actually end up closing it even within five or seven days they get that right. Wow. So imagine one the cures in the back end and obviously the cures for me as an applicant also because now I'm not worrying about my application. But if I'm trying to reach out to a recruiter um one again get the attention right in the minimum span I have like maybe 5 seconds to read that message if I decide to read my DMs right as a recruiter I only have 5 seconds to read that message if you give me the resume if you give me the job ID and if you give me

give me the job ID and if you give me why you I probably would end up reading it right if you already applied for it just tell me that I have applied with this resume this email and for this job ID if you are not the right recruiter can you just forward word my resume to the right recruiter. Right? Got it. But the biggest tip to the candidates, please do not follow up 100 times that, hey, why are you not replying? Why are you ghosting me? Because that was one of my dreaded area that once I reply to this person, they would end up sending me 100 messages and I would end up not replying to anybody, right? Because like like you, I would want to help them as well. But then I was like reply forward. Hey, we're somehow working for the applicants. It sounds rude but then you start feeling that ways after a while

start feeling that ways after a while and they like okay I don't have to reply to them. Right. So one be very polite with the recruiters like they are also humans and they are doing their jobs. Right. Right. Yeah. You're not entitled to a reply. Right. In any nobody is replied on exactly in this world nobody is either on LinkedIn on Instagram nobody is entitled to receive a reply from anybody right that's one obviously but especially with a recruiter if they are not if they're not the recruiter for the role that you are looking for the best they would do probably is and they would not let you know that but the best they would do probably is like share that resume with the right recruiter but then now it's between the right recruiter and the applicant it's

right recruiter and the applicant it's not between the person that you have TM right not with the recruiter so that's one so like stop making them feel bad about replying that'll be my first thing second definitely give them the ID the email that you applied with already and the right resume so they have an understanding of what path they need to take from it third if and when a recruiter replies it is a bonus why because they have a complete separate inbox it's called LinkedIn recruiting their separate tool that they use to source candidate, find candidates and reach out to candidates. It's called LinkedIn recruiting. Interesting. Interesting. Now, they might not see your DM in their LinkedIn LinkedIn because they're using a second inbox, right? Um so, and that's

a second inbox, right? Um so, and that's the idea of why you should always have your LinkedIn profile most updated because that's how recruiters are looking for you as well. So, So, and is there no way to reach the what you said the like second LinkedIn that recruiters have? No, that is only the recruiters would initiate the conversation and then only you can reach out to them. I had no idea that this even existed. That's crazy. Wow. Okay. Yeah, that's an insight, right?

Yeah, that's an insight, right? I mean, the only reason I got into recruiting was because of this. I wanted to know what's happening on the other side of the world and where is it all going? Because I got a lot of my jobs through LinkedIn. Actually, I got reached out for Uber through LinkedIn. Somebody just reached out to me. I was happily working at Tik Tok and I was like, do I want it?

Tok and I was like, do I want it? I interviewed within five, seven days. I had the offer and I was like okay now this is the most difficult decision to make. Do I I am I have a happy work life like do I switch? But obviously I did. Um but yeah I mean personal branding on LinkedIn can do like wonders to your job search search and you were just posting pretty much throughout right you you you didn't have like a period where you started randomly. You've just always been active on LinkedIn is my understanding. Is that right? I've been very active on LinkedIn but then the posting probably started a lot later because I was always active in the sense that I would connect I would network with people I would go to all the random networking events even when I

the random networking events even when I was in college because the minute I got into the college I understood that nobody kind of knows me right and the only way for them to know me is probably through LinkedIn or my work now my work can only reach the people that I'm actually surrounded with but through LinkedIn my work can actually reach reach to everybody that who's a part of LinkedIn right so I think for me that was an aha moment that oh okay all right right I I want to be famous but then from the work site from the LinkedIn side and that's probably when I started creating it um and obviously when you're a recruiter when you're working with different companies there's some conflict of interest

there's some conflict of interest there's some code of conduct that you have to take care of when you're posting so I think I was within those limits when I was posting but once I dropped my full-time job I think then obviously there were no conflicts of confusion and I could do it because I have my own Christmas. Um, but yes, having that personal brand on LinkedIn, being very active, being continuously networking definitely gave me like an upper hand.

definitely gave me like an upper hand. I think that's such an interesting call out that the problem that or the hurdle that you had to face because you were a recruiter, right? And there's an obvious conflict of interest if you're trying to post about recruiting stuff, right? Then anybody can be like, hm, that's a little dodgy. I feel like that problem doesn't exist for most people, right? Because if you're just like an analytics professional and if you're posting more generally about you know how you solve problems, what tools you use, that I feel like is you you're not even running into the hurdle that you had to run into and you still did such a good job of it.

and you still did such a good job of it. So most people can I guess is my takeaway here that because most people don't run into that hurdle that you did specifically. So I like that. Uhhuh. Sorry. Go I was just saying that a lot of people I'm pretty sure can have that conflict of interest um especially if they're talking about something specifically from the company that they're they're working with right as recruiters we do have some insight information like insider information if you will um in terms of like what kind of roles would open what kind of competencies hiring manager would be looking at why somebody gets rejected why somebody gets accepted we obviously have those information right to openly post about it would be very unfair for

post about it would be very unfair for those some of those candidates or to specific companies, right? So that's where the conflict of interest. But again, I don't think ever I felt like my growth was restricted because of that. I think just the opposite, my growth was probably multiplied because I was associated with these companies, right? Yeah. And and that's usually a good thing. thing. Yeah. Um and then so yeah um go speak segueing to what you were sharing about um you know having a strong personal brand as we were discussing offline originally. This was supposed to be me but uh Deep from my team very bravely has volunteered himself for you know for you to kind of do a live review of his

you to kind of do a live review of his LinkedIn and just for our listeners I guess the goal here isn't specifically Deep's LinkedIn review right um what I'm hoping to achieve from this exercise here is to really show you all how recruiters you know ingest your profile like what are some of the things that you're looking at what are some of the things that move the needle the most So, I'm going to share my screen here and if you can maybe even just, you know, talk through your thoughts and like just stuff that you're seeing, stuff that you would fix, stuff that makes a difference. I think that would be a super super helpful exercise for anybody watching. So, give me a second here and I'll share my screen. Let me know once you can see. Yes. Yes. And I can zoom in a little. Yeah, zoom

And I can zoom in a little. Yeah, zoom in a little so that Perfect. So, okay, let's start from the top, right? And so, maybe the banner, what what do you make of this banner? Um, uh, honestly, nothing. I think I don't as a recruiter, I would not have a lot of thoughts about it. Again, nobody would get accepted or rejected because of a banner. Can a banner attract and then keep me there for one second longer? Yes. if they would want to talk about like they're a data scientist. They can just plainly like data scientist or something related to data scientist and ML AI engineer so that I don't have to wait to read the headline to know who they are. Right. Right. Interesting. Okay. So again this would not get them accepted or rejected just would hook me

accepted or rejected just would hook me a little longer on their profile. I would definitely say like a better and this is nothing against you I promise. Of course. No he volunteered. He was like this is the whole point so please. Okay. All right. Yeah. Yeah. I would definitely get like a better picture because this could take a selfie where either he wasn't ready or he's not happy. He looks like he doesn't look happy, right? So, I would probably say like a very warm photo. photo. Doesn't have to be very professional.

Doesn't have to be very professional. Just needs to be where I can see your face very clearly and it sounds like very welcoming. That means, you know, when I look at the picture, it sounds like it's a good profile that I would want to scroll through, right? Um, absolutely. I would definitely suggest not directly like open full-time data scientist. I would probably just write data scientist and AI ML engineer um their go to market and then obviously supply company founding something and then absolutely at the end I can write looking for full-time positions right interesting so have it at the end instead of the beginning right yes n it goes back to the idea of positioning yourself as a professional

positioning yourself as a professional versus positioning yourself as a job seeker as soon as the first thing I would see that he's looking for a full-time role not as a recruiter but anybody who would come across the profile they would know that this person can be a liability data with like the amount of referrals they would ask or the the help that they would want or the coffee chat they would want. So probably that right and that's the probably the only reason. Um yeah didn't scroll down for me and then then yeah one sorry one real quick thing help put this to bed for me the much debated open to work banner on your profile.

open to work banner on your profile. Yeah. What's your take on that? He doesn't have it. And actually I'll I'll confess part of that was because of me cuz I'm not the biggest fan. But obviously your opinion is what really matters here. So I'll tell you what happened. So there are two ways you can show that you're open to work. One is the banner obviously that shows to everybody and the other is only to the recruiters. Right. Correct. Now when only the recruiters sees and the recruiters are seeing it in their tool. So you don't have to worry about that you are not like that's not a missed opportunity. Recruiters would still end up seeing it. Now the fun part is hiring managers or anybody else in the team cannot see that panel right because you you have chosen it to only

because you you have chosen it to only be seen by nobody else can see it. So is that a missed opportunity? Probably yes because the hiring people won't be able to see it. Anybody else in the team won't be able to see it. But second also the same thing if you go ahead and connect with somebody then they would know that probably it is going to be more about the job search and nothing else right because you're just a job seeker. So people can have that biases as well. But with steep, I think there's an irony because he doesn't have the batch, but the first thing he says is looking for a full-time job. job. So I mean, you still somehow somehow you're still talking about it, right? So um short answer, yes, you can have the

um short answer, yes, you can have the banner. If you're still on a timeline, I would definitely suggest have the banner. banner. There can be more opportunities that will come through your way. But if you're not on a timeline, it's okay to not have the banner for everybody. Just have it for recruiters. Yeah. Yeah. Love it. question. That's so cool. Yeah. No, I had no idea about the like levels to this game, right? I just thought it was something super. Obviously, you either have it or you don't, but no, this is all blowing my mind. Very, very cool. So, we'll keep going here. His location is I guess that probably doesn't matter as much.

doesn't matter as much. No, that doesn't matter because wherever he is, that is okay. And then obviously San Francisco is a hub right now for all these roles and all these startups. So, it's good to have that for sure. Great. So, then we reach to the about. So, how should one approach this about and maybe as you think through that maybe you could share if this is a good about that people could be looking at. So a couple hopefully you can read right I can zoom it more if you no this is beautiful I can read it absolutely clearly so a couple of things in this first is approaching AI from a systems you know from a systems first perspective which is great he's just introducing who he is right but then my brain goes to why is the I

but then my brain goes to why is the I not capital right and this can be just me as somebody who's crazy on the coastal branding hi there I'm a data scientist and somehow the I is not capital um he's again positioning himself as more of a graduate student rather and more of a professional, right? Because he starts his conversation. conversation. Yes. Right. I would probably start I would probably say, "Hi, hi, I'm a data science. I'm a data scientist with two plus years of hands-on experience." Then Then go ahead and say that I also have a master's degree in whatever he needs to mention. Yeah. Right. Um, and what is a quick about me?

Right. Um, and what is a quick about me? So I would probably say things you need to know about me, things you should definitely read, like have a very good hook about it, right? So whenever I say that we don't have to get like extremely serious on LinkedIn, we don't have to do that. One, yes, obviously the professionalism that line should never be crossed. That means stay very professional. But if you had like a little bit of personality to your conversation, that's great, right?

conversation, that's great, right? So if you need to add the personality to your about me section, definitely go ahead and do it. But great great the most important thing about about me have credibility, expertise and experience. Okay, I'll say that again. Credibility comes with how many years of experience you have, where have you worked, what kind of work have you done, right? Okay, expertise comes with what kind of tools you're like pretty hands on and where you are like a 10 on a 10 or a eight on a 10 and something that the that your roles might be looking for, right?

roles might be looking for, right? And then the third thing your experience comes from what kind of projects have you done? What kind of stakeholders you have worked with? what kind of industries you might have worked with and then that all comes together as your very good about me section right um one thing that he hasn't written is the about me section has an option of adding five top skills okay interesting I also didn't know that right so if you would go to like your own profile that you got an option of editing it has an option of adding five skills at the end of about me that gives a very clear idea that as a data scientist or as an AI IML engineer what are these five top things or skills that you can do for us.

that you can do for us. Got it. Got it. Absolutely. Yeah, that sounds like a musto for everyone. And just a real quick followup, the three things that you mentioned, credibility, expertise, and sorry, there was one other thing. Experience. Experience. Experience. There you go. So, would you say it makes sense to just explicitly call them out within the about like how what do you think of that? No, no, no. That's why I didn't say categorize them. might just it should have these three things so that when somebody reads it again it should sound like that you are actually speaking with somebody. It shouldn't sound like that you picked it up from Chad GP and you're like you're throwing it on somebody's face. It should absolutely feel like that you're actually just talking with

that you're actually just talking with them. And that's why I said add a little bit of your personality to it, right? So amazing. amazing. It doesn't have to be very very structured but it should definitely talk about all these three things. Makes sense. And then final question on the about. Is there such a thing as um an about being too long or too big? Like what's the right size of an about?

what's the right size of an about? This is a beautiful size. Honestly, this is great. Um I would probably just like add like a couple of lines at the end that if you are interested or if you want to have conversations about something ABC, let's connect. Right. So more welcoming. Okay. But this is very Yeah, like a CD as well. This is a very good size. And going back to your question, yes, there is something like too long of an about me. You don't have to do that until unless you are like unable to respond to all the DMs, you're unable to, you know, be very active on LinkedIn and you think your profile should say everything. Um, I don't think your about me needs to be

I don't think your about me needs to be extremely lengthy. Great. Makes total sense. And then probably the featured. Yeah, I guess um he has his post that one. So he was shortlisted for a Y cominator thingy and then he has his GitHub. Um, what are your favorite ways to use the featured? Is putting your resume in there a good idea, would you say? Uh, yes. If you're a job seeker and if you're okay your your email and your phone number being out there, yes, talk is a good idea. I'm so glad that you said GitHub. Um, can you scroll where his photo is, please? Uh, to the top. You mean here? Sure.

Uh, to the top. You mean here? Sure. Sure. Yes. Um, everybody has an option of putting a website link here. N. All right. So, people should be able to put their portfolio and then should be able to put their website like both. Right. Now for him, I don't know why does it not show here. here. He should be able to show that on the profile without clicking on contact info. It should be there right where the San Francisco is right above that.

San Francisco is right above that. Yeah. Yeah. Yeah. I know what you're talking about. Yep. It does show up. Maybe he just hasn't has the which is okay. I mean this is again for everybody that if you have a GitHub, if you have a portfolio, definitely show it on your profile because then it's just easier for anybody who actually, you know, comes on your profile and be like, "Oh, this is interesting. They have worked on this. I worked on this." good conversation starter.

conversation starter. And just on that topic, since we're on the portfolio subject, it's you you're saying it's a good idea, everybody should do it if they can. And recruiters actually look at that stuff. Um, hiring managers look at it. Yes. Okay. Okay. Yeah, hiring managers do look at it. If you have a portfolio and if I would like if I'm a recruiter, I shortlist your profile and hiring manager wants to interview, they would love to see that portfolio and just get an understanding of like what kind of work you have done.

of like what kind of work you have done. So one that helps them prepare for that conversation but then also get them an understanding of what kind of work you have done versus what kind of work the team is looking for and what might be the learning curve as in when you join. So yes um would be if you have a portfolio even if the simplest not the very designer one you should definitely sit here got it on your profile. Yeah. Yeah. Yeah. No, I love that and I I again definitely did not know that distinction between how hiring managers are interested in that but usually not recruiters. That's so fascinating. I'm like just learning so much. I'm actually lowkey blown away. Um but and then yeah coming back to the featured you were like yep resume is usually a good idea

like yep resume is usually a good idea and again as you said if you're okay with your number etc email being online yes absolutely but then also remember that if you're changing your resume for every role that you're applying for. Oh yeah. yeah. Know that that's only one resume that you can actually have here. So if you have a very solid resume which has a very good base for like the different roles that you're looking for then yes.

roles that you're looking for then yes. If you're looking for like multiple roles and it you don't have like a very solid based resume then probably not because then you'll end up losing opportunities at the end. And I think some I'm sure somebody out there listening has this question. So say they're like 50% trying to get say role X and then 25 25 B and C, right? So then would it make sense to put that 50% resume here just because it's the wid this this basket that they're trying to cover if yes and all both. So sorry I jumped on the answer to quick but there both um yes if you're okay losing the rest 50%. completely right and no um because if you're only

right and no um because if you're only 50% into it and then you're giving like your 100% profile to that 50% it's not there because this is your 100% digital profile and you're giving this 100% space to something which is only 50% important for you so probably no right so so uh yeah because you cannot have multiple LinkedIn profiles and if you have like one resume then I'm only going to take you as a data scientist I'm not going to think that you're an aim engineer as well well right And then I'm going to think like why has he did an AI ML engineer when the whole resume and the whole profile talks about data scientist?

talks about data scientist? That is such an interesting problem to solve. Like I wish I had a better solution to that but I think you're right. Yeah, there is you can't have two resumes obviously like that would not work. work. Interesting. Okay. Um and then yeah moving on. I don't think you've spend a lot time a lot of time in activity right I'm assuming that. that. No not at all. I mean I don't need that as a recruiter. I don't need that as an hire manager as well.

hire manager as well. I would probably Yeah, this definitely needs like help because he has not written anything in the experience section. section. Okay. Okay. I see. Right. Yeah. And then again the same thing the experience section doesn't have the skills that he should be talking about. Right. So said to he has one skill which is analytics gray which is there in the title also doesn't define anything for me. Now the fun part is when I'm as a recruiter when I'm looking for somebody I'm using boolean search right that means I'm searching for different keywords and then trying to find them he doesn't have a lot of keywords so he would not appear in the search first second when the job applications matching is happening that means LinkedIn is trying to find the job

means LinkedIn is trying to find the job applications which are matching to his skills he doesn't have a lot of skills so LinkedIn doesn't know what he's exactly looking for so LinkedIn would just give very random um jobs to him which is which has analytics as well, engineering as well, AI as well, data scientists as well and then then like the whole LinkedIn you know algorithm would be broken for him there. Yeah. Yeah. And so real quick when you said you're searching for people does it does it only look at the skills that they enter or does it actually look at all of these words that somebody writes?

all of these words that somebody writes? Do you happen to know? Yeah. Yeah, I do. So booion search definitely looks at all the words not just the skills but skills is primary that comes um that makes you like at the top of the search or at the end of the search. So that's why I think right now on LinkedIn you can add as many as 80 90 skills. So if you don't have that then imagine one you don't have the skills second nobody has endorsed your skills.

second nobody has endorsed your skills. Um so think of it as likes on a comment or a post right. I see. So one you don't have a post second nobody has liked those post and third that is now you're competing with somebody who has 100 post and each post has like five likes on it so they would obviously appear in your top search right uh so yes got it have your experience sections fully built that means write the bullet points fill the skill section have the right duration and all of that should definitely match with the resume that you have and you basically what I'm hearing is more is more here right there's no such thing as writing too much. If you did something, write it to the best of your

something, write it to the best of your abilities. Obviously, don't write paragraphs. Like, these should still be really nice and tight bullets, but don't leave anything on the table. Like, just one bullet probably should not be there, right? Is that especially if you work there for a year, right? I was about to say if you worked for there for a year and if you're only doing one thing, I'm only thinking if I hire you for another year, you'll only end up doing one thing. And I was like, do I want that? Right. Um, so u Yeah.

do I want that? Right. Um, so u Yeah. Yeah. And then yes, there's nothing like too much on LinkedIn and that's the fun part, right? You can write as much as you want on LinkedIn. Resume we always have that restriction of one page. Um but then on LinkedIn you don't have that. So I would definitely suggest right like if you look at my profile it has everything. Got it. Like every damn thing even if I've done something simultaneously like as a volunteer and as a full-time job everything is there because I know that really matters. Like the profile should be completely built. Yeah. Makes sense. I think that is a really strong um coverage of the experience part and then finally education. Um is this something that's important? Do you guys look at this usually or not really?

usually or not really? Yes, of course. Because there are some basic qualifications that we want somebody to be a bachelor, somebody to be a masters. Um we have an understanding that they need to graduate like if they are like a fresh graduate in the last one year then the university recruiting team would look at it right. Um so definitely yes. So this is good. they have um I think they've added their course work here. There can be a separate section for post completely as well. Um they can add if they've done any other like they've been parts of you know part of clubs or they've done any other activities they should be able to add it here as well. Um grades are not needed needed like I think there is always a debate between that but as graduate in the last 6 months it's good to have your grades there.

there. Got it. Especially if you have a good grade, right? I'm assuming there there's no reason to do high. Put anything in the under 3.5. I mean, I'm sorry. No haters, please. But anything under 3.5, I would probably not suggest to put it out there. But anything above that could be better. Love it. Great. Um, and then probably like do you look at older educations before a masters or not? Really? I just need to make sure that they have a bachelor's and a and a master degree if the if the role requires for that.

the if the role requires for that. Bachelor's is something that most of the roles require for masters is something that not all but few of the roles require for. So yes, I I would not look at it but if I see a master's at it look at it but if I see a master's degree I'm just going to assume that is a bachelor's degree. Makes sense. Yeah, that makes total sense. Yeah. And then for license and certifications I feel like this is pretty straightforward, right? If you have one just put it roughly, right? I don't think that's up for debate and the more the better, I'm assuming. Yeah.

the better, I'm assuming. Yeah. And then for skills, I guess he does have some. And it says maybe he has 35, but as you said, there could be more cuz I think you said it's allowed up to 80 or 90. Yeah. Yeah. Yeah. And I'm not sure why he's not getting an option of endorsement for every skill. There is an option of endorsing the skill as well. So like you can go and endorse him for like intelligence analysis is like that means you are certifying that he's really good in all these things, right? Um so like and then and this is again for everybody who's listening that guys go ahead and like endorse everybody's skills um especially if people you have worked with and then let them have endorse yours as well that just going to give more um weight to your skills

more um weight to your skills credibility and then you're somewhere going to be on the top of the search or top of top applicant in your job as well because it's just your skills. Interesting. And I guess since you brought up the top applicant, can you help us maybe demystify that a little bit more? I don't think a lot of information is known about exactly how that works. Okay. So when LinkedIn is trying to match, so I'm only talking about LinkedIn right now, not the back applications. When LinkedIn is trying to match that you're a top applicant, it goes back to the idea of the skills that you have on your profile and the skills that the role is looking for. And that's how we become the top applicant. That

how we become the top applicant. That means out of 10 if six of it's matching then you're not a top applicant obviously but if eight of the skill set are matching then you're a top applicant and that's why the idea of having like extensive skill set that means adding everything if even if you've remotely worked on it or if you've worked on it even in the past just go ahead and add that because that's how LinkedIn is like trying to match that you're a top applicant and trying to show you these kind of tools as well. Mhm. Yeah. Got it. So yeah, so I again I guess that concludes the review part of that segment which I thoroughly enjoyed. I'm pretty sure Deep won't enjoy it as much.

pretty sure Deep won't enjoy it as much. I'm just kidding. I'm sure he will. He'll be very grateful to have you your expertise. expertise. No, no, no. If anything, I'm sure he already conveyed this, but he was like very grateful that you know we are doing this exercise. Um but yeah, moving on. I do want to and this is prompted by something you said earlier which is just that can you maybe take us through the other side of the table and maybe at we can pick any big tech company of your choice cuz it sounded like you were really doing the rounds. It sounds like you've been at most of them um at this point or in in your past at least. So what is it like um you know for a

what is it like um you know for a recruiter I guess in terms of the process itself? How much do you rely on the ATS? How much manual work is done? I guess there's just so many misconceptions around this that maybe if you can set something straight that that would be super helpful. Correct. Correct. So um I wouldn't obviously name a company because a lot of companies work differently but let us go ahead with an idea of like what usually happens right. So once somebody applies I have a database system in the back end let's just say like you know where every applicant is sitting in different buckets right if you're hold applying that means if you're directly applying through website or LinkedIn or any other third party app then it would sit in like applications bucket right if

sit in like applications bucket right if you're applying through a referral it would sit in the referral bucket if you're an internal employee if it sit in the intern employee bucket and if there are any other categories like that right I've usually seen these three categories and obviously the fourth one is rejected ones ones um or somebody who's moving forward then there'll be different applica different buckets for those different um interviews segments right now whenever somebody applies um obviously your application would be seen there now I can arrange it first in first out last and last out as in as in how I want my view to be the system doesn't necessarily have a standard view I can I can place it right okay now what happens like I said earlier it was 400 applications when you before

was 400 applications when you before graduating probably it was like 800 applications now it's like 1,600 applications right so obviously nobody's doing it manually it's it's crazy to even think that somebody's looking at 1600 applications manually like it's it's not human so what we do in the back is like do keyword search right that means I would do the keyword search and let's say 15 out of 1 1600 people 1500 people add that keyword obviously I'll keep on adding more keywords and keep on filtering the applications more depending on what I really want now where does the keywords come froms comes from are the discussions that the hiring managers the hiring team has with the recruiting team and the J that we have that's where the keywords come from and

that's where the keywords come from and then obviously the hiring team usually give a list of keywords but then the recruiters usually have an understanding with the discussion of what the keywords could right then let's search with that and then we narrow it down to some number and then depending on how many hours we doing this today we reach out to few people send out the screening calls to them right Now, got it. Um, one, does ADS automatically reject it? it? Um, yes and no. One is if the ads can't read it. That means if you have a word document that is all crazy in my system. Yes, Yes, I can't read it. As much as I would want to reach out to you, I would not take an

to reach out to you, I would not take an extra step of reaching out to you on LinkedIn and be like, "Hi, I don't think I can read your resume. Can you please submit another one?" I don't think I can do that because there 1600 people like that, right? Um, so I would end up not doing anything about that. Second is if you have like random tables, emojis or something like that that the system can't read, then they'll end up I I I've seen a lot of like lot of times I've seen that Raml where the whole resume only appears to be black boxes. Every letter is a black box, right? And they must have formatted it somehow. Um, people have like so people make a Canva resume. Why? It's not an invitation wedding card. Why are you calling a

wedding card. Why are you calling a Canva resume? Why? Like it's not a pre-wedding show. Like it's literally a resume. Why are we doing that right now? I get so confused when people say I have a camera resume and feel so proud and I was like why exactly? See I understand if you're like a design person, right? That means you have to show your portfolio. You have to show your creativity from that angle. I understand this software engineer data scientist.

this software engineer data scientist. If you're a recruiter, you don't need a camera resume. Like believe me, and I'm pretty sure all the recruiters would agree with it. We need a plain classic boring resume which has great information. information. That's all what I need right now. The keyword is that it can be parsed, right? I I want a link that work. I want an email that work. I want a phone number that works. And then I want all the text that's readable. That's all what I'm asking for, right? That's all what my system is asking for actually. Correct? Correct? Yeah. Yeah. So I think going back to the idea once you filter all of those things then I'll start calling people for the screening call right now a lot of people

screening call right now a lot of people are like hey we never heard back from them ever it has been 3 months only fair because they must have screened people and they have their final person but they're keeping those people because they might have one another role that might come across but second they haven't officially sent out a rejection email to anybody but they have closed the role already. Interesting Interesting right so it can be internally or something. something. Yeah, internally also on for an example, if I'm a recruiter, I gave you the offer and then now I want to close the role, I have an option of like rejecting all the applications without sending an email out to them. I see.

I see. I have an option of that as well, right? Interesting. Interesting. So, a lot of people end up doing that also because then it's a bulk email that they need to send out and then they're like, who needs to do that? Yeah, which again every company has a different policy and what and why and what the message is. And I'm pretty sure it matters like changes recruiter to recruiter as well, right? Maybe someone just isn't is in the mood that day. I don't know. It's understandable for me.

don't know. It's understandable for me. 100%. Yes. Like if I don't feel like sending 500. So see I don't have to go and manually do it. I just have to click like send out email. But then I have to make sure that the messaging is right. I have to make sure it's not going from my email. It's actually going from a system generated email. Because imagine me sending out my email and people will be like, "Hey, can you give me the feedback? Hey, is the role closed?" And they'll have 100 other emails and then I as a recruiter cannot tackle that at all. Right? So that's why a lot of times recruiters do not give like rejections

recruiters do not give like rejections from their emails. They only give rejections from the system emails. Right? So which you can't reply to. Yeah. No, that makes total sense. Um and then also related um tell me about the easy apply. There's a lot of random news about it. Some people are just like it never works. Can you help set the record straight when it comes to easy apply? Is it good, bad? Should people be doing it?

it good, bad? Should people be doing it? What I think it still goes to the bucket somebody has applied from LinkedIn. Only thing is that I see in there that this people this person has applied from website, this person has applied through LinkedIn. I only see that this person has applied from indeed if I have it on that that means a third platform.

that that means a third platform. But otherwise, yeah, they can apply to it. Usually um easy application does not give us a lot of information. It's just the resume that we get right and that a lot of time we have like probably no information about like sponsorship their work experience and if the resume is not readable then you've lost the opportunity and the chance you're thinking you've applied but I haven't got your application because I can't read your resume and then there is no other information anywhere else right that's why we try avoiding the easy application because then if the resume is not working I have no other information and then all the other information might be important for me to make the decision as well that buri sponsorship how many years of experience they might have

they might have or that any other information that is manually typed there right so so short answer yes can but I wouldn't make that as my primary way of applying for all the roles and um similarly I guess since we're since we're on the subject for the dreaded um sponsorship question my understanding is that you should never lie about that if it's something that you need you should always Mark. Yes. Because it's only going to become a problem later in the process. Would you agree with that sentiment?

agree with that sentiment? We get so much hate for this. Yes. And no, both. Okay. That's surprising actually that that Yeah, that's actually already I'm very intrigued by where this is going. Yeah. One, yes, you shouldn't lie that you would need a sponsorship later. But tell me this, for the 3 years that you can work, do you need a sponsorship or do you want a sponsorship?

do you want a sponsorship? Interesting. Most people I imagine would say that I would want it, right? I don't need it. Correct. So for the 3 years you don't need it. I understand you stay after that you would obviously need it. Need it not want then it becomes a need. But the first 3 years you don't need it as such. Right now the one way is you kind of lie about it that I don't need it because you actually don't need it for the first 3 years and when you sit with them you actually share that value that hey I bring so much more so that sponsorship kind of looks like smaller problem to them right that they feel like that oh I really want to hire n right now so let

really want to hire n right now so let me see what I can do so I go to my immigration team ask them and then they will come back with an idea of like how risky it is to hire you right If you're right out of college, then they would be like not so risky because he has three more attempts for H1B. If you're like the last attempt of H1B, they would probably end up not hiring you or like not all moving forward because you're just one more attempt. And obviously, it's not just about the money for them.

it's not just about the money for them. It's about losing a very skilled employee. Imagine they would put like so much resources to hire a candidate and the candidate would not be able to stay beyond 8 months. Why would they do that to themselves? Like it's a it's a crazy turnout for the company also. than just a just a crazy number of resources that's included in hiring somebody is right, right? Absolutely. Yeah. So, yeah. Yeah.

Absolutely. Yeah. So, yeah. Yeah. Can should you lie? No. But is it want and need? Yeah. You can balance that somehow somewhere. That is so interesting. Yeah. I I did not I definitely did not imagine that you would say that. But no, it makes total sense cuz it's not lying. I I love the distinction between the want and need, right? Like both things can be true. It's not like somebody is deliberately trying to be dishonest here. Yeah. Wow. Like I just this this I'm just enjoying this so much. Yeah.

enjoying this so much. Yeah. Why do I have that thought? Because um when I was getting into one of these companies who filed for my H1B, I said I don't need it, right? I I didn't need it at that time. I'm on a I was in a dependent visa, spouse visas. And I was like, I don't need it. It's okay. somebody has a it's fine then a lot of things happen in the world co happened d and I was like listen now I don't need it but now I practically want it because if one person loses the shop then the whole whole household loses the job true right true and then I went to my manager and be

and then I went to my manager and be like hey I really want it and then she was like you said that you would not and I was like yeah I did not need it but now I want it because of all the changes that's happening in the world and she was not in your hands right yeah exactly and I was very scared for my life honestly I was Right. I was like, listen, one person loses, the other person loses as well and then there's no way to go. Right. True. True.

there's no way to go. Right. True. True. But she was the sweetest manager and she actually got me the H1. I mean, she got me in the process and I got the H1B. So amazing. amazing. The want. Shout out. Yeah. Shout out to your amazing man. She was amazing. She listens to this. Yeah. Yeah. Yeah. Um, amazing. So, thanks for walking us through the part of the entire process which is probably the most dreaded. Um, and then now obviously it's time to for it's time for the screen, right? So I think the best way to probably approach this because again just from your perspective, I think what would be the most valuable is if you could share maybe some like deal breakers when it comes to screens and then maybe also some like red flags or

then maybe also some like red flags or even if you if you could uh please for me even orange flags I don't know if that makes sense. Uh so screening calls one obviously come prepared with a very basic question why this role why this company tell me about yourself your compensation range the location that you're okay with um all of these very basic questions people think that oh I can answer that in my sleep no dude you cannot and that's the reason that you're getting rejected right because people are like so overconfident that I've given so many screening rounds or I know so much already about me that they don't practice they don't prepare right one is knowing what to say. Second is how to say and both of these things

is how to say and both of these things are extremely important any interview quite one is two more what to say that means one are we speaking about tell me about yourself is it related with the JD that you're talking about is it related with the industry that you're talking about did you read the JD really well did you find relatability and picked up some of these keywords from there to include it in your tell me about yourself no because I have something summarized memorized and I'm just going to go wit that in front of a recruiter doesn't work price. Okay. Yeah. Second, people are like compensation range. They would go and talk about like yeah this is my compensation range without even asking followup questions in the sense what when you say about

in the sense what when you say about compensation what all are you including? Is there a place equity bonus? Is there a relocation? Is there a sign on? They don't talk about any of those things. They would just go and give their numbers like hey my range is 120 to 140. And then they come back and like oh they're giving me the whole offer is 120. I was saying the base I wanted was 120. Yeah, you should have that conversation asking you that, right? So, yeah. Yeah. Don't think the screening is just screening. It can actually make and break that whole interview process for you sometimes, right?

you sometimes, right? And and I'm going to say it out loud and again going to get a lot of love for it. Do not think recruiters don't know anything. anything. People are like just a recruiter's call. Yeah, but there is a reason they are the first interview call for you, right? There is a reason it's called the screening call. Right? If they don't like you and if you don't have a strong referral, if you don't have any connections in the company, you might never see the hiring manager ever. Mhm. Mhm. Right. And I'm not saying like you in the sense that they need to like you as a person. They need to like you as a

a person. They need to like you as a candidate. The technical aspects that you bring, the way of conversations that you bring, the way you're explaining, the way you work with stakeholders, the kind of projects that you've done, they need to know that. So, I'm not saying make it extremely technical, but I'm also saying do not mellow it down. Just it's just a recruiter. I've heard I love that so many people say that it was just a recruiter call. I didn't have to give any a lot of information. Now, the resume that you submitted to just a recruiter versus the person the recruiter met are two different people.

recruiter met are two different people. Yeah. Yep. And guess who's not going forward in the process because of that. Yeah. And honestly it's two stories come to mind. The first is something that happened to like myself. So at my current job it's so I work in the commercial real estate industry and I was asked during my screening call about why this industry and I just remember just almost freezing for 2 seconds because because I just kicked myself so much. I was like this is so obvious. I knew I should have prepared for this and then thankfully like thankfully I was able to you know get away with whatever I said. I honestly don't even remember but but the go the lesson here is that don't do that right don't put yourself in that position it's not that hard to

in that position it's not that hard to google an industry figure out three points that make you want to work in that so that's the first one and the second story that came to mind was recently I was talking to a friend well not recently last year but he said that through his screening call with his recruiter he actually made such a great rapport with her that she was almost personally invested in making sure that he was hired So like she would help him with like you know what to expect like go out of her way truly to make sure that he did really well and I was like that is so good like that is honestly such a cheat code to getting to that. Yeah. Yeah. And I'm glad that you're sharing that because in my so I have a

sharing that because in my so I have a mentor mentorship program right where I work with job seekers. I preach that every other day that you should befriend your recruiter like they are the first one that you're speaking with and they're your PC until you get that offer. Honestly, they are they can be your biggest advocate in front of the hiring team. Um they can give you the most in insightful information that you probably would need. Obviously not the insider information but the most insightful information in the sense that how do you prep what kind of person you'll be interviewing with um what questions they can ask what competencies they might be looking for because when you're having that conversation with them recruiters see as much as you want to get hired recruiter also wants to find a good

recruiter also wants to find a good candidate right so that that seems like you guys are on the same side so there's no point not being on the same side from the first call that you had with them so recruiters definitely do advocate I have done that multiple times where if I would like a candidate I would go and like ask multiple questions like why are we not taking them forward like this is all what I saw what do you not see right and then and then the people were like oh yeah that makes sense like you know let us let us think through it again kind of or you know let's call them for the next round so yes that's true that's true like recruiters

true that's true like recruiters yeah they know a lot from both sides so yeah and I agree I I do think it needs to be um talked about more and around what you were sharing about um the mentorship work that you do. One of my guests on this part um he was also sharing about his experience through getting a job. This was earlier. He graduated at 23. So again, slightly different time, but something he said that really stood out to me in terms of being an anomaly really because not many people talk about this was that I was applying for the longest time, wasn't getting anywhere, and then I sought professional growth coaches or um hiring coach services and that completely changed the game for me. And I will be

changed the game for me. And I will be the first to admit that I'm not the most well-versed with what it entails. And because this is kind of what you do currently, could you share for our listeners what benefits get unlocked when they work with you know a hiring coach such as yourself? Yeah. Yeah. That's such a great question. So one is a lot of time we are not very critical of ourselves right in terms of the growth factor. That means we're not critical in terms of what might not be working well where we should improve what's the feedback and how what is the game plan from here.

how what is the game plan from here. Right? So a career coach or a professional growth coach kind of gives you that idea that what should be the plan from here right second is when you're driving on your own you have like lot of blind spots right so think of career coach as sensors who kind of tell you or like the mirrors who kind of tell you of like what your blind spots are and what you might be missing while you're just looking at finding a job everything else will be taken care by the coach right third and the most important thing there are a lot of stories that one if you had work experience or if you've not had the work experience. There are a lot of stories that um would get you accepted or rejected in the interview process or

or rejected in the interview process or in your whole resume on your own LinkedIn process. I think the career coaches give you the right direction to say those stories powerfully in in a way that it's impactful for your resume, for your LinkedIn, for your tell me about yourself, for your networking events, for your for your interview, everything. That means they work on what needs to be said, how much needs to be said, and how it needs to be said. Right? Wow. But the fun part, it starts with how you're feeling about yourself, right? Do you do you have the value that they're looking for? A lot of my mentees don't even believe they have the value of like a six figure, right? And they're

of like a six figure, right? And they're like, "No, I'm okay with 80K." when they come to the mentoring program and they get that six figure and they're like I wouldn't have thought my first job would be like 6K or like six figures here in US right or some people come and be like I wouldn't have thought they would give me this much like a 220k or something I have somebody from my mentoring program um that was her first job in US or she was on you know oring she was a trailing spouse moved with her husband had good experience in India her first role was like 200k which she kind of knew but then she's like I have no direction

then she's like I have no direction whatsoever ever, right? So, I think the career coaches are that Google map that you know you want to go somewhere but you don't know where you want to go. So, that's direction. Yeah. I definitely did not realize just how multifaceted you know what it it was what what it is that you do which definitely makes me appreciate cuz in my mind it was just always like oh if I'm struggling to get hired maybe I can reach out and request you know for a coach's services they get me hired end of story right but what you're saying is so much more than than just that which is yeah really making me appreciate what it is that that you do yeah know it's definitely a little bit more holistic approach towards coaching. It's not just

approach towards coaching. It's not just like oh you need a job you take that and go. I think it's for me because like I said like personal branding, who I am as a person, um how do I speak, what do I speak, all of that matters in terms of performance, in terms of promotion, in terms of growth, in terms of visibility. I want to use all of that for my mentees as well. And I want them to know all of these things. These are like specific nuances which are important for their overall growth. Not just for what that one job, but their overall growth just in the market right now. So yeah, final question before I let you go here.

final question before I let you go here. For you personally, what is the most fulfilling aspect of um mentoring people and you know being their professional growth coaches? Oh my god. Um the idea that you are like literally a drop in the sea to make that impact, right? when I came here I couldn't find even one person I could speak with about the 360 that I had from India to US um I did not want anybody else to feel that ways right so I want people to know one there is hope second there are doors and third there's approachability that means when you approach somebody even if they have a business even if they have whatever kind

business even if they have whatever kind of followers or even if it looks intimidating you would always get a reply back right so for me I think it's that shame change. It's that impact that I make. Um, and I've said that multiple times like when I hear my mentees or when I hear any message that says that because of your content, because of your mentorship, I got a job. I cried like a baby. baby. That makes me the happiest. Like I know one of my mentees told me that um he messaged me saying that my mom says that you're God sent. I was like, "Okay, wait, let me wow first." That is just amazing. Wow. I still get goosebumps when I think of I have a screenshot of that and and that is fulfilling right see money and

that is fulfilling right see money and success visibility would always be a happy byproduct of what we do right and I would want them to be a happy byproduct byproduct but the satisfaction the purpose that you get while doing all of these things is incredible it's incredible so probably that wow no that is quite the mic drop and I just want to add for our listeners and I was not you know encouraged to say this in any way. But when we met just a few weeks ago at Open Apple Summit, I I remember you reiterating this exact thing that you're trying really hard to be more um approachable, right? You want more people to reach out to you and to so that you can actually help them. So

so that you can actually help them. So firstly, I can confirm for a listener that that's not something that you just made up and you've actually been acting on that because that's part of how this conversation even came to be. Um so yeah, that was the first thing. And then secondly, yeah, I guess just something that I've noticed that's really different about the way you approach content, having followed you for a while now on both LinkedIn and now on Instagram as well, is I just really appreciate just how raw your content is.

appreciate just how raw your content is. And I'll give you an example. You were talking about I think it was a post around screening interviews and you said something along the lines of and this was your last bullet, right? Once you had gotten everything major out of the way, you wrote something to the effect of um and then try to uh befriend me or or you know try say something about me and then in brackets you wrote everybody loves attention and I just love that cuz it's so true but nobody talks about it.

it's so true but nobody talks about it. Like who is a human that would say I don't like it? Like no one straight up. Yeah. Yeah. So I'm But you're bold enough to admit that. Yeah. Yeah. Absolutely. I'm so glad that you're saying it because I really want everybody to know that if you're trying to get somebody's attention, make it all about them. Full stop. If it's about them, they would hear, they would thank you, they would appreciate, and that's how the conversation would start. It's the easiest way. I mean, as humans, you should know it. Like ego posturely works well for me, for you, for everybody out there. there. Every Exactly. Yeah. And there's It doesn't help to hide from that, right?

doesn't help to hide from that, right? Some people are almost like, "Oh, that's sleazy." No, it's just human behavior. And And yeah, you know, it's it's up to you obviously to, you know, partake or not, but partaking does open doors that would not be open otherwise. Yes. So, and maybe not in the most um un like reasonable way. Maybe in the most reasonable way, right? Because I think as humans, we've forgotten that compliments can be real as well.

compliments can be real as well. Mhm. And if somebody's complimenting you, I mean you can you would always take that but then make sure that the words are not from JB obviously but then also the words sounds like something that they can relate with. If somebody would come and tell me that hey you're very approachable I would be very happy but if somebody would come and say that hey I love how glamorous you are like I'm sorry what no that's video that's not reasonable that's not me at all right so so find that relatability again like find something that is actually true for them as well amazing well sh I truly could keep going but I know we we are we are on time and I want to be respectful but thank you so so much this has been so helpful I've

so much this has been so helpful I've been doing this for a while um I have to say this is easily one of the most insights per unit time episodes that I've ever recorded. Like just straight up just the amount of things I have learned has blown my mind. And thank you so much for all the work that you do, for all the content that you put out.

for all the content that you put out. And of course, I'll be linking your um ways to reach you for any person that's interested in, you know, connecting with you, availing your services, re the mentorship program and such. So feel free everyone to go check out Shria's profile, follow her on LinkedIn, Instagram and yeah, thanks so much for taking the time. Thank you so much. No, of course I had the most wonderful time with you as well. And anybody who's reaching out, just tell them that they have they are coming through this so then I'll be quicker in responding. Just saying.

quicker in responding. Just saying. Amazing. Thank you. That's so kind. Of course. That's almost like an exclusive offer for for my listeners which I don't Yes. 100%. And they should get that, right? like if they've been here until the end of the journey with us, they should definitely get that exclusive offer. offer. Absolutely. Thank you. Perfect. Thank you. That brings us to the end of that episode with Shrea. Honestly, that was so information dense that I had to take a breather after I was done recording.

a breather after I was done recording. I'm sure you found value through that. There's no way you did not. I feel like it's fair for me to say that if you would like to support me, the easiest way to do that is by subscribing on YouTube and leaving me up to a fivestar rating on Spotify or any of your favorite podcast apps. Something that goes a really long way for me is if by word of mouth you share these episodes with those that are in the market and even sections or shorts that apply for your friends. Catch you all in the next one. New episodes every Wednesday.