CEO & Founder @CoderFarm | Insurance to Your Project's Success by Providing Specialized Developers & Dedicated Support | React JS & Node JS Resource Augmentation

👋 Hi, I’m Dheeraj — Founder | Builder | Hiring Optimist

The Mission: I am building Coderfarm – A reputation-based hiring platform where startups hire Developers based on Trust & Skills, not just Resumes.

The Backstory (Why I built this): My journey wasn't straight. 🎓 2013: At 19, I lost my father. That grief made me fearless. I promised to build something that mattered. 💼 The Struggle: over the next few years, I worked at 17 different companies. I was searching for a team I aligned with, but I never found it. The hiring system was broken—obsessed with keywords, devoid of human connection.

The Experiment: In 2019, I started my own agency (from a mud-walled, nature-filled office!). We worked with clients like Canva and IIT Roorkee. But I saw the same problem again: Resume Obsession & Misaligned Teams. Hiring is Broken. We are Fixing it. 

The Solution: I stopped complaining and started building. Coderfarm is no longer an idea. It is LIVE. 🟢

We have engineered a Reputation Score system where: ✅ Startups find developers who align with their mission (Culture-fit > Keywords). ✅ Developers prove their skills through real work, not just claims.

What We Offer:

- Verified Trust Scores.

- Purpose-driven matches.

- A bridge between Talent and Opportunity.

The platform is ready. If you are a Founder tired of bad hires, or a Developer tired of being ignored—join us.

Check your Reputation Score here: https://www.coderfarm.in/

Dheeraj Khandare

Most people think job searching is just about sending resumes and hoping for the best. I disagree.

That's exactly why I left my corporate job to become a career coach.

My journey started 22 years ago in corporate learning and development. I spent 17 years helping people grow their skills and advance in their careers. I loved watching professionals develop and succeed.

But, when layoffs hit my company, I became the person who had to train managers on how to fire people.

I'll never forget sitting in those rooms, teaching team leads the "right way" to let talented professionals go. Watching good people walk out with no real support system? That broke something in me.

That's when I realized the gap: Companies have entire systems for letting people go, but who's actually helping them get hired strategically?

So I started weekend workshops for struggling job seekers. What began as helping a few people became my passion when I saw how quickly they could transform their careers.

Since April 2024, I've been doing this full-time. 

Today, I'm working with 70+ professionals who are landing job offers in an average of 34 days.

I believe, career coaching isn't about giving generic advice. It's about walking with someone until they hear 'You're hired.'

That's why I created my 5-Step System: 

-  I handhold you until you get the actual job offer (not just interviews)
-  We write your resume and build your complete job search strategy together
-  We A/B test different approaches to see what works for you specifically
-  You get live group coaching plus personal 30-minute 1:1 sessions with me
-  We track everything with dashboards so you see your progress clearly

With 70+ active clients and expansion plans for my coaching programs, this journey is just beginning.

Let's connect if you care about:

- Landing jobs that pay what you deserve
- Turning career frustration into success
- Getting personalized coaching that actually works

Ready to change your career story?
DM "INTERESTED" 
🔗 Fill out our job search form (https://forms.gle/qwzk4LGDvG2qZdqVA)

Let's get you hired. :)

Rajesh Sanyal

A few weeks ago, I posted remote job sites.

It got good response but I noticed something.

Those were all general boards. 
Great if you're exploring, not helpful if you're a Ruby developer who doesn't want to scroll past 200 marketing roles.

Or a UX designer tired of filtering out engineering jobs.

Or a content writer drowning in irrelevant listings.

So I went looking for niche-specific remote job boards.

Turns out, the best ones aren't the most popular.

Here are 30 I found:

🧑‍💻 TECH / DEVELOPERS 
Arc.dev – Pre-vetted remote developers (global hiring including India).
Gun.io – Global remote developer roles.
X-Team – Long-term remote dev placements.
Braintrust – Tech & product remote jobs.
Andela – Engineering & tech roles.
Turing – US companies hiring developers globally.
Wellfound – Startup roles including remote tech positions.
JS Remotely – JavaScript developer focused boards
GolangProjects – Go developer roles.
RubyNow – Ruby developer listings.

🎨 Design, UI/UX & Creative Remote Work
Working Not Working – Designers/creative professionals.
Krop – Design & creative industry gigs.
Design Jobs Board – UX/UI focused listings.
Coroflot – Product & industrial design jobs.
UX Jobs Board – User experience roles.

✍️ Writing, Content & Media Sites
ProBlogger – Blogging & content writing gigs.
Freedom With Writing – Paid writing jobs.
Peak Freelance – Freelance content roles.
Contena – Curated writing gigs.
Mediabistro – Editorial & publishing remote work.

📈 Marketing / Growth / Sales / Niche Remote Boards
(These focus on marketing, performance, B2B roles well proven via niche job board lists)

GrowthRoles – Curated growth and marketing jobs (remote & otherwise).
Dynamite Jobs – Roles across remote marketing & operations.
Jobspresso – Remote roles with strong marketing & customer support categories.
Remotive – Filterable by marketing, sales, product, etc., for remote work including India-friendly listings.
NoDesk – Remote job board with marketing/design/ops.
JustRemote – Remote jobs across categories (marketing, tech, design).

🎮 Niche Industry / Specialty Remote Platforms
Hitmarker | Gaming Jobs – Esports & gaming industry remote roles.
Work With Indies – Indie game studios & dev ops.
Climatebase – Climate & sustaintech roles.
DevRel Careers – DevRel & community roles.

The difference? You're competing with 200 people who do what you do, not 5,000 people who don't.

Smaller pools. Higher relevance. Better matches.

Which niche are you in?

I Help Career Professionals Land Job Offers | 22+ Years Experience | Proven 5-Step Framework | 34-Day Average Success Rate |

Employee: "I've been here 3 years and deserve a raise."
Manager: "Budget constraints. Maybe next quarter."

Your loyalty is costing you 30% in salary.

Appraisal season is here, and after 17 years of hiring, I can predict exactly how 90% of these conversations will go:

Every March and April, professionals who have given their all to their work: weekends, overtime, and sick days, come to me heartbroken, with no recognition or rewards for the results.

If you want to avoid the same disappointment here’s the roadmap you should follow: 

1. Document your wins throughout the year, not the night before. Keep a running "impact file" with metrics, feedback, problems solved.

2. Reframe the ask. Instead of "I need a raise," try "Based on my contributions and market benchmarks, here's what fair compensation looks like."

3. Research your worth before the meeting. Know what your role pays externally. Confidence comes from data, not hope.

4. Negotiate the full package. If base salary is capped, explore bonuses, equity, learning budgets, flexibility, or title changes that set you up for the next jump.

5. Practice the pause. After stating your number, stop talking. Silence is your ally, not your enemy.

The truth is: 

Your manager isn't the enemy. Budget constraints are real. But so is your market value.

The best negotiations I've witnessed weren't confrontational, they were collaborative.

 Two professionals solving a compensation puzzle together.

Appraisal season doesn't have to feel like a verdict. It can be a partnership conversation about what's next.

What's one thing holding you back from having this conversation?

P.S. I help professionals land roles with better salaries or navigate layoffs through my Unlock Success program. DM me to learn more.

From feeling unsure to holding an offer letter  — sometimes, a leap of faith is the first step to clear direction.

Please join me to congratulate Aqeeb Wadkar on landing the offer.

A few months ago, Aqeeb Wadkar found my LinkedIn page and decided to connect. In an online world of "unknown connections," his decision to trust me and the process was overwhelming.

I had an incredible time working with him, his trust in me was the one thing that made this journey easy.  From a participant he is now a life long connection.

Aqeeb recently shared his journey, and his words are a powerful reminder of what is possible. 

His testimonial perfectly describes the transformation we work on in our coaching program:

From Uncertainty to Clarity: "Your job search and preparation strategies gave me clear direction when I was feeling unsure".

From Doubt to Confidence: "you helped me build confidence and believe in myself," believing in his potential even when he doubted himself.

Mindset Shift: Sharing real-life experiences to help him "see things more clearly and approach opportunities with a better mindset".

He concludes by saying this journey has "changed how I look at my career".

We don't just provide generic advice. We provide a complete end-to-end framework to transform your uncertainty into clarity and your self-doubt into unstoppable confidence.

Are you tired of feeling unsure and stuck in your job search? Ready to land a career-changing offer and transform how you look at your career?

DM me to know more about the Unlock Success Job Search Coaching program.  

Let's write your success story next.

When I started my Career Coaching journey in Jan 2025, I had belief.

But I also had doubt.

In Feb 2025, I took LinkedIn Premium.
LinkedIn showed me the Services Page.

It said:
You have 20 credits for 20 reviews.

And my mind immediately went to fear:

What if I get more than 20? How will I manage them?
What if I don’t even get 20?
What if this doesn’t work?

Today, before completing 1 year of Premium…

All 20 review credits are filled.

20 Reviews
5-Star Rating

Not because of marketing.

But because of trust.

Trust from professionals who:
• Fixed their resumes
• Optimized their LinkedIn profiles
• Learned structured job search strategies
• Cleared interviews
• Landed offers

This isn’t just a number.

It’s proof.

Proof that when you genuinely focus on helping people land jobs — results follow.

And honestly?

This is the fuel I needed going into this year.

There are many more success stories coming.
Many more reviews yet to be written.
Many more careers waiting to change.

If:
• Your resume isn’t getting shortlisted
• Recruiters aren’t calling you
• You’re struggling to clear interviews

You don’t have a capability problem.
You have a positioning & strategy problem.

DM me.

Let’s fix it.

Imagine having HR tell you the final interview is just a "formality."

And then, when you mention another opportunity, they promise to beat any offer you receive just to get you on board.

This isn't a dream. This is the new reality for one of my coaching participants. (See the chat below)

Before we started working together, he was facing the same frustrations as many of you: ghosting, endless applications, and lowball offers.

Now? He's in the driver's seat.

He’s built a robust pipeline of opportunities and knows exactly how to communicate his value to create FOMO (Fear Of Missing Out) among employers.

He's no longer hoping someone picks him. He gets to choose his future.

If your job search feels stuck, it’s not you. It’s your strategy.

I help professionals take back control and land the offers they deserve.

Want to know the strategy we used to get these results? Send me a DM for a quick chat.

Final interview.
They ask: "Why are you leaving your current job?"
Your mind races.

You say: "My manager is toxic and there's no growth."
They nod and write it down. You just labelled yourself a "complainer" in 5 seconds.

Here’s the answer that actually gets you hired:

The "Red Flag" Trap.

This question isn't about your past job. It's about your future behavior.
If you trash your current employer, they assume you'll trash them next.
If you say "more money," they assume you'll leave them for 2 Lakhs more.

Your goal: Frame the departure as "Pull," not "Push."

Step 1: The "Gratitude" Pivot.

Never start with a negative. Even if your boss was a nightmare.
Start with what you learned.

"I’ve been grateful for the opportunities at [Company]. I’ve learned a lot about [Skill X] and [Skill Y] over the last 2 years."

This shows maturity.

Step 2: The "Ceiling" Definition.

Explain that you've outgrown the current container, not that the container is bad.

"However, I’ve reached a point where the scope of my role is static. I’ve optimized the processes I manage, and I'm ready for new challenges that don't exist in the current structure."

You're not bored. You're efficient.

Step 3: The "Misalignment" (Optional).

Use this if you need to explain a short stint.

"The company direction shifted towards [X], while my core strengths and passion lie in [Y]. It’s a great company, but we are no longer aligned on the best way for me to contribute value."

Diplomatic. Professional. Clean.

Step 4: The "Target" Connection.

This is the most critical step. Pivot immediately to them.

"That’s why I’m so excited about this role. You are tackling [Problem Z], which is exactly where I want to apply my skills in [Skill A]."

You aren't running away. You are running towards.

What NOT to say (The "Death Sentences")

1. "I need more money." 
2. "My boss is a micromanager." 
3. "The work is boring." 
4. "I don't know, just looking." 

Avoid these at all costs.

The "Layoff" Variation.

If you were let go, own it without shame.

"My role was impacted by a restructuring. It was a difficult day, but it gave me the chance to reassess exactly what I want next which is a culture focused on [Value X], like you have here."

Confidence kills the stigma.

The "Toxic Environment" Variation.

If it really was toxic, code it.

Don't say: "They were abusive."
Say: "I’m looking for a culture that values transparency and collaborative feedback, which is why I’m drawn to your team's values."

Smart recruiters read between the lines. 

Why "Pull" always beats "Push".

"Push" reasons (bad boss, low pay, boredom) are about you.
"Pull" reasons (new challenge, better tech, mission alignment) are about the work.

Companies hire people who care about the work.

Psychological Safety.

When you speak positively about a past employer (even a bad one), you make the interviewer feel safe.
They think: "If this person leaves us one day, they will respect our reputation too."

That safety = Job Offer.

I asked 33 hiring managers:

“When do candidates lose you at the very end of an interview?”

Almost all of them said the same thing.

It’s not during the hard questions.

It’s not when you talk about weaknesses.

It’s here:

“Do you have any questions for me?”

This is where most candidates fumble the offer.

You just spent 25 minutes proving you're qualified.

The energy is good.

You built rapport.

You’re in flow.

And then you say:

“Nope, I think you covered everything!”

Or worse:

“What’s the work-life balance like?”

Both quietly kill momentum.

- One says: *I’m not that invested.*
- The other says: *I Googled ‘questions to ask in an interview’ five minutes ago.*

Here’s what hiring managers are actually thinking in that moment:

Are you curious?

Do you think like an owner?

Can you talk about the business — not just yourself?

The questions you ask reveal how you think.

And “I’m good, no questions” tells them you’re either checked out…

…or not sharp enough to be curious.

Here’s how to close strong:

1. Ask about the impact

“What would success look like in the first 90 days?”

“What’s the first real problem I could help solve?”

Now you’re thinking about contribution — not compensation.

1. Ask for the unfiltered version

“What’s the hardest part of this role that isn’t in the job description?”

That signals maturity.

You want the truth, not the pitch.

1. Ask about them

“What’s kept you here?”

“What surprised you most when you joined?”

People open up when they talk about themselves.

And their answer tells you more than any careers page ever will.

1. Ask whats next

“What are the next steps in the process?”

Simple.

Confident.

Forward-moving.

1. Don’t ask what you can google

“How many employees do you have?”

“When were you founded?”

If it’s on the website, and you ask it anyway…

You just told them you didn’t prepare.

The close is your last impression.

And most candidates treat it like a formality.

It’s not.

It’s the final signal of how you think.

Finish like someone who already sees themselves in the role.

The Interview She Already Lost

She had cleared three rounds. Final discussion was with the VP.
She was strong. Structured. Confident.

The VP asked, “Why are you leaving your current role?”
She said, “There’s no growth.”

He asked, “What kind of growth?”

She paused.
Then said, “More responsibility.”

He leaned back. “Like what?”

Silence.

She knew she wanted “more.”
She didn’t know what “more” meant.

After the call she told me, “I think it went fine.”
It didn’t.

They chose someone else.
Feedback was simple: “Lacks direction.”

She had skills. She had experience.
She didn’t have clarity.

A hiring manager is not just evaluating what you’ve done.
They’re evaluating whether you know where you’re going.

Ambition without definition feels risky.

Two weeks later she called again.
“I realized I’ve been trying to escape, not aiming toward.”

That sentence was more honest than any interview answer she gave.

Careers don’t stall because people are incompetent.
They stall because people are vague.

And vague is hard to bet on.

17 years of sitting across from people in interviews, I can tell within the first answer whether someone knows how to structure their thinking.

It's not about intelligence or credentials, it's about clarity.

I've watched brilliant engineers fumble simple questions, seen seasoned marketers ramble for three minutes without making a point, watched executives bury their biggest wins in the middle of long-winded stories.

The problem isn't what they're saying, it's how they're organizing it.

When you can't structure your thoughts, even strong experience sounds weak.

Here are 5 frameworks that turn scattered answers into sharp ones:

→ Context-Challenge-Choice-Consequence
Opens with why the situation mattered, explains the constraint you faced, describes your decision, shows what changed because of it.

Use it for: behavioral interviews, explaining complex projects, proving strategic thinking.

→ Answer-First Method
State your conclusion immediately, then back it up with supporting points, no buildup, no suspense.

Use it for: executive communication, quick Slack updates, responding to "tell me about yourself."

→ Before-Bridge-After
Paint the problem state, explain what you did to move from A to B, show the result.

Use it for: case study presentations, explaining process improvements, demonstrating impact.

→ Challenge-Insight-Action
Describe the obstacle, share what you learned or realized, explain how that insight changed your approach.

Use it for: career transitions, explaining failures, showing how you think through problems.

→ Desire-Gap-Solution
Start with what the listener wants, highlight what's blocking them from getting it, position yourself as the bridge.

Use it for: networking conversations, positioning yourself for internal moves, sales pitches.

What all of these do:
Eliminate unnecessary setup
Put your strongest point where it belongs
Create momentum instead of confusion
Make it easy for people to remember what you said

The people who get promoted, hired, and remembered aren't always the most experienced, they're the ones who can make their experience make sense to whoever's listening.

You don't need better stories, you need better structure for the ones you already have.

Which structure have you found most effective when talking about your work?

PS: I’ve helped 120+ professionals getting their desired jobs in 2025, if you feel you should be in a better position. DM me to know about UNLOCK SUCCESS batch x only 3 seats left

Complete Lie: 

75% of resumes are rejected by ATS before a human sees them" 

It was a claim made by an article with no proof. It's been recycled as a claim for a decade.

ATS doesn't automatically reject resumes, it ranks them. Deprioritizes them and then a tired human makes the real call in 6 to 8 seconds.

You've been building your resume for a robot that isn't even the one rejecting you.

Many of the job seekers I coach are so anxious about ATS that they've started writing for software first.

That's exactly why so many qualified candidates sound identical on paper and wonder why nobody calls.

Another factor: A lot of applicants are now using AI to write their resumes. Recruiters can spot it immediately. And in 2026 a generic application is a signal that you didn't care enough to try.

I put together a checklist of 20 things your resume needs right now:

1. Single column format: cleaner parsing, fewer surprises on the recruiter's screen

2. No tables, text boxes or design templates: beautiful to you, invisible to the system

3. Standard section headings: ATS doesn't know what "My Chapter" means

4. Text-based PDF or .docx only: image exports are unreadable to parsers

5. Contact info in the body, not a header field: most parsers skip headers entirely

6. A 2-3 line summary that sounds like a pitch, not a biography: your summary isn't a biography, it's a hook

7. Every bullet opens with a hard action verb: "led," "cut," "built," not "responsible for"

8. Numbers in every achievement you can quantify: 75% of hiring managers specifically want to see quantifiable achievements 

9. Mirror the exact job title from the posting: "Growth Lead" and "Marketing Manager" aren't synonyms to a parser

10. Only list skills you can defend out loud: keyword stuffers get exposed in round one, every time

11. A freshly tailored version per application: 61% of hiring managers say tailoring is the single best thing you can do 

12. Cut "references available on request": it flags a 2008 template immediately

13. Your strongest wins in the top third of the page: 

14. One line on any gap over 6 months: silence lets the imagination do damage

15. A LinkedIn URL that matches 

16. Zero soft skill adjectives without evidence: "passionate team player" is filler 

17. Consistent formatting throughout 

18. No photo, no full home address: photos introduce bias,

19. Page length tied to experience: only freshers still submit one page resumes 

20. Read every bullet out loud before sending: if it sounds like a job description and not a human, it needs a rewrite

The best resume I ever saw land a role was slightly under the keyword match, had a 5-month gap, and was two pages.

It was specific, confident and it read like the person already knew they were the right hire.

That's what you're actually building toward.

Save this. Tag someone who's been applying to silence.

Which one of these have you been getting wrong?

taplio

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Rajesh Sanyal

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