Mastering Job Applications

🌎 Designing Cross-Cultural And Multi-Lingual UX. Guidelines on how to stress test our designs, how to define a localization strategy and how to deal with currencies, dates, word order, pluralization, colors and gender pronouns. ⦿ Translation: “We adapt our message to resonate in other markets”. ⦿ Localization: “We adapt user experience to local expectations”. ⦿ Internationalization: “We adapt our codebase to work in other markets”. ✅ English-language users make up about 26% of users. ✅ Top written languages: Chinese, Spanish, Arabic, Portuguese. ✅ Most users prefer content in their native language(s). ✅ French texts are on average 20% longer than English ones. ✅ Japanese texts are on average 30–60% shorter. 🚫 Flags aren’t languages: avoid them for language selection. 🚫 Language direction ≠ design direction (“F” vs. Zig-Zag pattern). 🚫 Not everybody has first/middle names: “Full name” is better. ✅ Always reserve at least 30% room for longer translations. ✅ Stress test your UI for translation with pseudolocalization. ✅ Plan for line wrap, truncation, very short and very long labels. ✅ Adjust numbers, dates, times, formats, units, addresses. ✅ Adjust currency, spelling, input masks, placeholders. ✅ Always conduct UX research with local users. When localizing an interface, we need to work beyond translation. We need to be respectful of cultural differences. E.g. in Arabic we would often need to increase the spacing between lines. For Chinese market, we need to increase the density of information. German sites require a vast amount of detail to communicate that a topic is well-thought-out. Stress test your design. Avoid assumptions. Work with local content designers. Spend time in the country to better understand the market. Have local help on the ground. And test repeatedly with local users as an ongoing part of the design process. You’ll be surprised by some findings, but you’ll also learn to adapt and scale to be effective — whatever market is going to come up next. Useful resources: UX Design Across Different Cultures, by Jenny Shen https://lnkd.in/eNiyVqiH UX Localization Handbook, by Phrase https://lnkd.in/eKN7usSA A Complete Guide To UX Localization, by Michal Kessel Shitrit 🎗️ https://lnkd.in/eaQJt-bU Designing Multi-Lingual UX, by yours truly https://lnkd.in/eR3GnwXQ Flags Are Not Languages, by James Offer https://lnkd.in/eaySNFGa IBM Globalization Checklists https://lnkd.in/ewNzysqv Books: ⦿ Cross-Cultural Design (https://lnkd.in/e8KswErf) by Senongo Akpem ⦿ The Culture Map (https://lnkd.in/edfyMqhN) by Erin Meyer ⦿ UX Writing & Microcopy (https://lnkd.in/e_ZFu374) by Kinneret Yifrah

As a full-time recruiter, I’ve gotten hundreds of cold emails from job-seekers. If you want a job from a cold email, 𝘆𝗼𝘂 𝗻𝗲𝗲𝗱 𝘁𝗼 𝗳𝗼𝗹𝗹𝗼𝘄 𝘁𝗵𝗶𝘀 𝘁𝗲𝗺𝗽𝗹𝗮𝘁𝗲: I firmly believe the right cold email can land you an interview with any company. But, there's a big difference between one that gets put in the 🗑️ and one that lands you the job. Here's how to write a great one: 👇 "Hi [Recruiter's Name], I noticed an open [Role] on [Company]’s website. I’m a [Job Title / School] with [Years of Experience], specializing in [Key Skills]. Recently, I worked on [Relevant Experience], which aligns directly with [Company’s Needs]. I've attached my resume and [Portfolio / LinkedIn], and I've applied to the job posting through the company website: [Hyperlinked Job Link]. Please let me know if there's anything I can do to expedite a conversation with yourself or someone on the hiring team. Thanks, [Your Name]" Here's why this template works: ↳ It's simple. ↳ It has a strong CTA. ↳ It immediately shows why you're the right fit. Cold emails can be a super easy way to stand out in the job market – if you're not sending them on top of filling out job applications, make sure to start! - 💡Want to learn more of the recruiting hacks I learned over 4+ years as a recruiter? Follow me Timothy for weekly recruiting tips.

References matter more than interviews. Let’s be honest, most interviews are theatre. Rehearsed, practiced, polished. “Tell me a time when…” “What will you achieve in your first 90 days…” “Where will you be in five years' time….” We all know the script, and too often hiring panels mistake interview performance for capability. That’s why references matter. And why they matter more than interviews. It’s also why at Luminary we go “off base” with our reference checking. We don’t just rely upon the hand-picked names candidates put on the CV. We tap into our network. We ask the people who’ve been in the trenches with them. We seek out colleagues, former bosses, customers, even. It’s time-consuming. It takes skill and experience to uncover the truth. Think of LinkedIn for a moment. What does your profile say about you? Deep down you know, it’s not the polished profile that matters; it’s the provenance. It's what you've achieved. Provenance means the origin, the source of truth, the verifiable history of something. In art, it’s what tells you if that painting is the real deal or a fake. In leadership, provenance is the story of your career. Did you have real impact? Did you actually deliver what you claim? And will you be a genuine cultural fit for the next move? I’ll never forget the day a CV landed on my desk for a General Manager role. Flicking through, I stopped cold. The “signature achievements” were projects and client wins I had personally delivered years earlier at a different company. That wasn’t a one-off. I’ve seen it time and again, from Non-Executive Director applications through to C-Suite roles. Inflated, borrowed, or outright fabricated. This is why references matter. Because without provenance, you’re not hiring a leader, you’re hiring a story. And in an AI future where words, profiles, and even video can be faked, manipulated and embedded, provenance is everything. So, here’s the stark reality: if you’re a CEO or HR leader and you’re outsourcing references to a tick-box service, offshoring them, or skipping them altogether, then you’re failing. You are failing your culture. Failing your leaders. And failing your people. Because you’re not getting a verifiable story of a leader’s achievements. You’re buying the painting without checking if it’s authentic. I hear it all the time: “References are worthless…” “No one reads them…” If that’s true, then why does every senior leader stress about who their referees are? Why do they make sure those names are rock-solid? Because deep down, we all know: references matter more than interviews. Don’t get lazy at the end of the hiring process. References aren’t a tick-box, they’re the truth test. Take the time. Dig deeper. Ask harder questions. If you can’t go the extra mile, discreetly, through trusted network, then it’s time to rethink your hiring strategy. And if I’m hiring a leader, you can bet your bottom dollar I’m chasing provenance, over performance.

I spent 500+ hours on job applications... Then discovered this 7-minute hack that could get you 3x more interviews Here's what actually works: Send a short, tailored visual presentation alongside your resume. 𝐖𝐡𝐲 𝐭𝐡𝐢𝐬 𝐰𝐨𝐫𝐤𝐬: - Recruiters scan resumes for ~7 seconds; a visual deck often gets a couple of minutes. - It shows you’ve researched their specific challenges. - It demonstrates how you think, not just what you’ve done. It makes you memorable when they’re reviewing 200+ applicants. 𝐈𝐟 𝐈 𝐰𝐞𝐫𝐞 𝐣𝐨𝐛 𝐡𝐮𝐧𝐭𝐢𝐧𝐠 𝐭𝐨𝐝𝐚𝐲, 𝐡𝐞𝐫𝐞’𝐬 𝐞𝐱𝐚𝐜𝐭𝐥𝐲 𝐰𝐡𝐚𝐭 𝐈’𝐝 𝐝𝐨: 1. Research the company’s biggest data or business challenge. 2. Create a 4-6 slide presentation using gamma(.)app showing: - Their current problem (with data/metrics) - My proposed approach - Similar problems I’ve solved - Expected impact/results - A 30-day action plan 3. Send it alongside my resume with a subject like: “𝐇𝐨𝐰 𝐈’𝐝 𝐡𝐞𝐥𝐩 [𝐂𝐨𝐦𝐩𝐚𝐧𝐲] 𝐭𝐚𝐜𝐤𝐥𝐞 [𝐬𝐩𝐞𝐜𝐢𝐟𝐢𝐜 𝐩𝐫𝐨𝐛𝐥𝐞𝐦]” What I’ve observed (not a guarantee, but a real pattern): Typical cold applications get a low single-digit callback rate. Adding a tailored deck can lift your chances several-fold because you’re no longer just another PDF. You don’t need design skills. Tools like Gamma let you import your resume, add your insights, and generate a clean deck in minutes. When everyone else is sending the same PDF, being different isn’t risky; it’s smart. 𝐏𝐫𝐨 𝐭𝐢𝐩: Keep it under 7 slides. Quality beats quantity. Want a sample prompt? Comment "𝐆𝐚𝐦𝐦𝐚" and I'll send it to you. ♻️ Save this if you’re ready to stand out in your next application! P.S. I share job search tips and insights on data analytics & data science in my free newsletter. Join 16,000+ readers here → https://lnkd.in/dUfe4Ac6

1,814 𝐚𝐩𝐩𝐥𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬. 𝐎𝐧𝐞 𝐏𝐌 𝐣𝐨𝐛. A CEO I advise recently posted a product management role. Within days, nearly 950 people had applied for a single spot at a small startup. By the time they made a hire, the number had grown to more than 1,800 applicants. That’s what you’re up against. Hitting “submit” doesn’t guarantee your resume will ever be seen. Many are filtered out by tools or buried under an avalanche of other resumes before a human looks at them. As someone who has led product recruiting at Meta, been a hiring manager for nearly two decades, and screened countless resumes, here are the non-obvious strategies that help candidates break through: 🔹 𝐃𝐨𝐧’𝐭 𝐣𝐮𝐬𝐭 𝐚𝐩𝐩𝐥𝐲 𝐨𝐧𝐥𝐢𝐧𝐞. Referrals and warm connections make sure your resume gets seen. 🔹 𝐀𝐬𝐤 𝐟𝐨𝐫 𝐚𝐝𝐯𝐢𝐜𝐞, 𝐧𝐨𝐭 𝐚 𝐣𝐨𝐛. Conversations often unlock opportunities you wouldn’t find otherwise. 🔹 𝐆𝐢𝐯𝐞 𝐭𝐡𝐞𝐦 𝐚 𝐫𝐞𝐚𝐬𝐨𝐧 𝐭𝐨 𝐬𝐚𝐲 𝐲𝐞𝐬. Shared experiences and passions create connection. 🔹 𝐅𝐢𝐧𝐝 𝐭𝐡𝐞 “𝐲𝐨𝐮-𝐬𝐡𝐚𝐩𝐞𝐝 𝐡𝐨𝐥𝐞.” Highlight the fit only you can fill. Show, don’t just tell. 🔹 𝐒𝐞𝐞 𝐢𝐭 𝐟𝐫𝐨𝐦 𝐭𝐡𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐦𝐚𝐧𝐚𝐠𝐞𝐫’𝐬 𝐞𝐲𝐞𝐬. Your job is to de-risk their decision and make choosing you easy. 🔹 𝐃𝐨 𝐭𝐡𝐞 𝐣𝐨𝐛 𝐛𝐞𝐟𝐨𝐫𝐞 𝐲𝐨𝐮 𝐠𝐞𝐭 𝐭𝐡𝐞 𝐣𝐨𝐛. Show you are already invested in their product or success. 🔹 𝐓𝐚𝐢𝐥𝐨𝐫 𝐲𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐦𝐞 𝐚𝐧𝐝 𝐬𝐭𝐨𝐫𝐲. Speak the language of the role and show clearly how you will add value. In the end, it only takes one yes to land the job, so focus on giving them every reason to say it to you.

7 Ways To Stay Motivated During A Long Job Search: 1. Set The Right Expectations Do some research to understand what you should expect, then add a buffer. For example, the average job search takes ~6 months right now. The average online application success rate is 2%. The average networking message response rate is 5-10%. Plan around these numbers. 2. Build A Job Search Routine Without a routine, it’s easy to get sucked into endlessly scrolling job boards and refreshing email. Instead, use a framework like the 5:50:5 Method: - 5 tasks - 50 minutes / day - 5 days / week That will help you stay consistent while feeling like you’ve done “enough.” 3. Make A Habit Of Reflecting On Wins We often spend most of our energy focused on what’s not working. Most roles don’t look good, most apps haven’t landed an interview, etc. Whether it’s daily or weekly, make a habit of writing down and reflecting on the wins you’ve scored – large or small. That helps keep the momentum going! 4. Lean Into What Gives You Energy If in person networking gives you energy, focus most of your time there. If virtual networking gives you energy, invest in that. If online apps feel like your strong suite, lean into that. Challenges are easier to overcome when we approach them with ways that align with our innate strengths. 5. Find A Supportive Community There are communities of job seekers and professionals all over the internet. Finding one can be one of the best things for your energy and mental health during the job search. You can’t underestimate how valuable it is to have a group of peers who get what you’re going through and who can offer advice + support. 6. Shift From “Why Is This Taking So Long?” To “What Am I Learning?” The job search is packed full of opportunities to learn new skills like: - Storytelling - Copywriting - Networking - Self Advocacy - Resilience Reflecting on the skills your building can create a silver lining. 7. Take Guilt-Free Breaks You can’t sprint a marathon. You don’t need to be job searching every minute of every day to be successful. In fact, the more you do that, the less successful you’ll actually be. So take breaks when you need them – listen to your mind and your body. If you need someone’s permission, you have mine.

Feeling global, stuck local? Visibility travels better than you think. Thinking of working in another country? You’re not alone. Millions want in. Few know what actually gets results. Buzzwords don’t help. And neither do job boards. Expat job search needs a smarter playbook. Let’s bust the myths holding most people back 👇 𝑴𝒚𝒕𝒉 1: You must already live there to get hired Wrong. Use “Open to” with target cities—recruiters can still find you. 𝑴𝒚𝒕𝒉 2: Only locals get interviews False. International roles value English, soft skills, and mobility. 𝑴𝒚𝒕𝒉 3: Online applications are enough Nope. Most jobs come through referrals, not portals. 𝑴𝒚𝒕𝒉 4: You need a local address to be credible Not true. A virtual number + relocation line builds trust fast. 𝑴𝒚𝒕𝒉 5: Visa support is for unicorns Hardly. Shortage roles + clear value = realistic sponsorship. 𝑴𝒚𝒕𝒉 6: You must meet every requirement No. If you match most, apply. Growth mindset > perfect match. Visibility abroad isn’t luck. It’s layered, learnable, and completely within your control. So here’s how you build presence—before you even move 👇 📌 Switch your location in Open to Work Click “Open to” under your photo. Add up to 5 cities. Recruiters in those areas will see you in searches. 📌 Update headline with relocation intent Example: Product Manager | Relocating to Berlin This boosts local visibility and shows you’re serious. 📌 Add move plans to your About section Include timing + target city in one clear sentence. Example: Relocating to Amsterdam by September 2025. 📌 Use a local or virtual phone number Buy a number for your target country. Add to Contact. Signals commitment and increases reply rates. 📌 Join local LinkedIn groups Search groups by city or sector. Comment on posts to boost local presence. You don’t have to live there to show up there. Which country is on your bucket list?

Here are some tips for people who have already completed DSA but feel they're not prepared for the Online Coding Tests. - Start attempting contests on Codeforces, Atcoder and Leetcode. CP contests have the exact same format as online coding tests. - Don’t attempt contests with an aim to get to a certain rating, but rather to familiarise yourself with solving new problems in a time bound environment. - The biggest challenge in an online coding test is to identify the topic in the problem. Stop solving topic-wise problems, solve a lot of random problems instead. - If you like solving sheets, you can try out the CP-31 sheet which contains 31 hand-picked problems in each rating from 800 to 1600 from Codeforces. Bonus: every problem teaches you a nice concept: https://lnkd.in/g-xisvQd - Attempt mock coding tests on HackerEarth. It is a really good resource to try out previously asked problems in a contest like environment. - Learn to debug your code fast. At the end of the day, your solution must pass all the test cases on a problem and there will be multiple instances when you will get stuck so being good at debugging will go a long way.

Are you holding back from applying for a job because you don’t meet every single requirement? You’re not alone. Many job seekers self-reject, assuming they need to check every box on a job description. But the truth is most successful candidates don’t meet 100% of the criteria. - Hiring managers know this. Job descriptions are often a wish list, not a checklist. What they’re really looking for is someone who brings unique strengths to the table—qualities that can’t always be captured in a list of qualifications. Think about it: - If you’re new to the industry, you bring fresh perspectives. - If you’ve worked across different fields, you’re adaptable and resourceful. - If you’ve built a side project, you’ve shown initiative and drive. - If you’ve cultivated a strong personal brand, you offer added value to the company’s visibility. - If you thrive under pressure, you’re a natural problem-solver. Your unique experiences and skills are your unfair advantage. They’re what make you stand out. Instead of focusing on what you lack, think about what you bring. Ask yourself: - What skills do I excel at? - What would I do even if I wasn’t paid for it? - What do people often come to me for advice about? These answers will help you identify the qualities that set you apart. And those are the qualities that hiring managers care about most. Next time you see a job that excites you, don’t hesitate just because you don’t meet every requirement. If you’re 75% qualified, go for it. Focus on showcasing your unique strengths and how they align with the role. What’s your unfair advantage? Share it in the comments—I’d love to hear your story.

If you're an international student who just graduated, this post is for you. I came to the US on an academic and athletic scholarship at 18. I’ve been on an F-1 visa, done the whole STEM OPT thing, and built my career from scratch here. No family, no connections, no favors. And if there’s one thing I’ve learned, it’s this: You can’t afford to move like everyone else. Most students start figuring things out after graduation. For international students, that’s already too late... So here’s what I’d be doing right now if I were you: 1. Get clear on the companies that will even consider you. Use tools like MyVisaJobs or H1BGrader. Cross-reference with LinkedIn filters (E-Verify, visa sponsorship) and stop wasting time on dead ends. 2. Make your LinkedIn undeniable. Your profile should do three things: → Tell your story → Prove your skills → Make someone want to message you If it doesn’t, fix it. 3. Treat DMs like applications. I've never seen someone get hired because of a "Hi, can you refer me?" message. I have seen it happen after thoughtful, well-timed outreach rooted in value. 4. Document, don’t perform. Show the work. Post the project. Share the lesson you just learned. Visibility > perfection. 5. Track everything. Build reliable systems. If you’re serious, treat your job search like a job. Know your timelines. Know your next step. The most dangerous place to be on OPT is passive. It’s tough. I know. I’ve lived it. But the ones who win are the ones who move different. #InternationalStudents #JobSearchTips #OPT #STEMOPT #CareerAdvice #DataScienceCareers #LinkedInTips #EarlyCareer #VisaSponsorship #WorkInTheUS #H1B #Graduation2025 #LinkedInNews