Fernando Academia Jr., CDMP, PCM

Full Stack Marketer | Digital Marketing Instructor | Speaker/Trainer

I solve marketing technology challenges for mid-market companies ($5M-$50M revenue) across FinTech, HealthTech, and E-commerce.

Build and optimize marketing technology ecosystems driving measurable outcomes:

→22x-31x ROI improvements through platform optimization
→100% client retention across $50K-$66K MRR portfolios
→12-40% performance gains in customer acquisition and retention
→Email engagement improvements from 12% to 40% through AI-powered automation

📌 My MarTech Expertise

Platform Strategy & Implementation
Marketing automation (Netcore Cloud, MoEngage, Salesforce, CleverTap), CRM systems (HubSpot, Odoo, Pipedrive), analytics platforms (Tableau, Looker Studio, Power BI)

AI-Powered Optimization
Customer segmentation, predictive analytics, campaign automation, personalization at scale

Integration Architecture
Connect marketing platforms with CRM, data lakes, e-commerce systems, and enterprise applications

Team Development
Build marketing technology capabilities through training, process design, and change management

📌 Experience Highlights

Previous Leadership:

• Strategic advisor managing portfolios for top 3 digital banks, largest telemedicine platform, international e-commerce brands, and 90M+ user digital wallet
• Marketing strategist for US-based growth consultancy serving 5-10 clients
• Instructor at CIIT Philippines, teaching digital marketing to 80%+ student satisfaction

📌 Education & Executive Training
Executive MBA, Asian Institute of Management (2025)

Executive Education:

‣ Digital Transformation (Global Network for Advanced Management, Dublin)
‣ Customer-Centric Innovation & Metrics (FGV EAESP, São Paulo)
‣ CMO Leadership Program (Asian Institute of Management)

🤝Fractional CMO Services
Available for select engagements helping companies:

→Audit and optimize marketing technology stacks
→Implement AI-powered customer engagement platforms
→Build customer data and segmentation strategies
→Develop marketing performance measurement frameworks
→Train teams on marketing automation and analytics

🚀 Current Venture
Building SukiNomics, a networked, gamification-powered loyalty platform transforming customer engagement for Philippine MSMEs.

Open to: Fractional CMO roles, advisory positions, and strategic partnerships with growth-stage companies needing marketing technology leadership.

Not available for: Direct competitors to telecommunications industry.

Member

Fernando Academia Jr., CDMP, PCM, CSSWB

Time to doubt if you’re really customer-centric…
Hear me out…

Just got this a few days back… My completion certificate for the Customer-Centric Innovation, Disruption and Metrics program with FGV EAESP  in São Paulo.

Three insights I am applying immediately that I see applicable to most enterprises in the Philippines:

1️⃣Customer value chains (not the Porter’s Value Chain) reveal where disruption happens.

Professor Thales Teixeira #decoupling framework shows that startups win by breaking apart activities incumbents bundle together.

The threat comes from unhappy customers, not new technology.

2️⃣Firm-side synergies are different from customer-side synergies.

Most companies optimize for their own efficiency. The winners optimize for customer convenience. 

Magazine Luiza’s transformation proved this works even in traditional retail.

3️⃣ Growth metrics must follow customer behavior.

Measuring what matters to the company is easy. Measuring what matters to customers requires discipline.

The gap between these two measurements signals opportunity or vulnerability.

Knowing this now, would you still say you have a customer-centric orientation?

OR are you inherently firm-centric trying to appear customer-focused?

Thank you to Professor Leandro Guissoni, Ph.D.  and the FGV team for an awesome learning experience.

Fernando Academia Jr, EMBA, CDMP, PCM

Marketing Technology and Digital Transformation Leader | Building SukiNomics | 15+ Years helping eCommerce/SaaS/FinTech scale with MarTech & Strategy

Fear sat at my table for years.
I burned through it. This is what remained.

I managed 5 concurrent jobs at one point.

I delivered well enough to win awards.

3 career resets. Each one compounded.

I learned...
...in classrooms,
...in masterminds
...in conversations
...through certifications,
...through YouTube,
...and through execution.

Solo. With teams. In chaos. In structure.
Follower. Connector. Leader

In abundance. In famine.

I performed when resources were plentiful.
I performed when there was nothing left but willpower.

But none of that mattered until I dealt with fear.
↳Fear of office politics and its unspoken rules.
↳Fear of being overlooked.
↳Fear of being misunderstood.
↳Fear of being seen as arrogant.
↳Fear of being stuck in environments that do not match my pace.

Fear had a seat at my table for years.

I processed all of it.
Extracted the signal from the noise.
Kept what served me.

I no longer carry those fears.

What remains:
↳ Clear intentions about what I am building
↳ The resets. The repetitions. Enough to trust myself to lead.
↳ Freedom to choose the mission. Not just the job.
↳ Directness without tiptoeing around egos
↳ Genuine care for people and outcomes
↳ Comfort with mistakes. I course-correct fast.
↳ Relentless drive. A sense of urgency that moves before the room is ready.

BUT fear does not disappear on its own.

You burn through it until it stops controlling you.
What remains is who you actually are.

That clarity is the signal. Fear was the noise.

That shiny new platform you just launched? Give it six months. The spreadsheets will return.

More than 70% of digital transformation initiatives fail.

According to McKinsey research, organizations spend roughly six months per year managing change.

Most of that effort produces no lasting result.

The reason is counterintuitive.

Transformations do not fail because the technology is wrong.

They fail because organizations cannot absorb the change.

Me watching transformation launches since 2010:

- Millions invested in new platform
- Leadership declares victory at launch
- Dashboards everywhere
- Optimism at all-time high

Me watching the same company six months later:

- Old spreadsheets return
- Dashboards go unused
- CRM sits untouched
- Marketing, IT, and Sales back in their silos

The technology worked.

The organization did not.

Here is what actually went wrong.

No one asked who owns the data.
No one aligned the teams before the rollout.
No one mapped how Marketing, IT, and Finance would work together after launch.

New tools without cross-functional alignment do not break silos.

They create new ones.

Successful transformation leaders do something different.

They diagnose absorption capacity before selecting tools.

Absorption capacity is simple: can your organization actually use what you are buying?

They ask 5 questions before spending a single peso:

1. Can our teams actually use this?
2. Do we have the skills?
3. Will the culture support it?
4. What processes need to change first?
5. Who owns what after go-live?

Most leaders skip this work because it is uncomfortable.

It exposes gaps.
It slows down the timeline.
It forces difficult conversations across departments.

But leaders who embrace that discomfort build something durable.

The challenge is not finding better tools.

The challenge is building an organization that will not abandon them.

A person in business attire trying to drink from an industrial fire hose at full blast. Water sprays everywhere. A small cup sits unused nearby. Hyper-realistic style. The message is immediate: the problem is not the supply. The problem is capacity to absorb.

You bought the tools. You hired the people. You scheduled the meetings.

Why does nothing move?

Here is the uncomfortable truth:

Organizations invest in tools. They invest in campaigns. They invest in talent.

But nobody invests in the person who connects it all.

Look around your company right now.

Everyone attends meetings. Everyone brainstorms. Everyone operates within their own system.

But nobody owns active governance.

Nobody targets the silos. Nobody bridges the gaps between teams. Nobody connects the dots across sporadic efforts.

This is “the thing that no one owns.”

And it is killing your results.

Systems thinking calls this policy resistance. Multiple actors pull in different directions. Each resists changes made by others. Massive effort maintains a state nobody wants.

The data confirms it.

McKinsey found that martech is often used in isolation with little support, ownership, or visibility from senior leadership or the broader enterprise. 

Gartner reports that only 33% of martech capabilities are being used today. That number dropped from 58% in 2020 to 42% in 2022 to its current level. 

Read that again.

Two-thirds of what you paid for sits unused.

The problem is not that the tools lack power. Organizations lack the infrastructure, proficiencies, governance and integration to make use of them. 

47% of martech decision-makers cite stack complexity and integration challenges as key blockers that prevent them from getting value from their tools. 

So what is actually missing?

Someone needs to connect Marketing campaign data to IT infrastructure. Someone needs to align Brand messaging with Customer Experience touchpoints. Someone needs to feed Customer Support insights back into Product roadmaps. Someone needs to translate what Analytics discovered into what Operations can execute. Someone needs to ensure Customer Success metrics inform Marketing’s next move.

In systems thinking, this is the highest leverage point: information flows. Who knows what. Where data goes. What gets measured and reported. Missing feedback is one of the most common causes of system malfunction.

Here is the problem.

That role requires focus. That role requires authority. That role rarely exists on org charts.

Without cross-functional buy-in or visibility, every team tries to solve their problems their own way, leading to redundancy. 

So companies accumulate 75 tools on average. They tolerate overlapping functions. They accept data sitting in silos.

They resource everything except the integration layer.

The outcome gap is not a capability problem. It is a governance problem.

If you want enterprise outcomes, prioritize enterprise coordination.

No alternative text description for this image

Channel handoffs are where revenue goes to die. This breakdown from NRF 2026 shows how to fix it with two real examples. Read full post below 👇 

This matches what I see in enterprise environments.

Fragmented architectures where customer context resets at every channel switch.

The cost shows up in abandoned journeys and manual workarounds.

The critical shift: manage omnichannel as a business capability, not as separate channel initiatives.

Read more below 👇

SVP Latam | Global Executive & Board Member | P&L & Business Transformation | Bridging AI, Strategy & Behavioral Science for Sustainable Growth

Omnicanalidade e Agentic Commerce 

Operar uma única jornada, com continuidade de contexto, dados e execução, foi um dos pontos que destaquei na NRF 2026 ao discutir a evolução para Agentic Commerce.

Omnicanalidade sem fricção acontece quando essa jornada deixa de reiniciar a cada troca de canal e passa a ser operada de forma contínua entre digital e loja. Do contrário, o impacto aparece em abandono, queda de produtividade, exceções operacionais e aumento de custos.

Essa capacidade exige integração de canais, estoque e dados, garantindo reconhecimento do cliente em todos os pontos de contato. 

Isso viabiliza decisões mais rápidas, com governança, e sustenta a evolução para Agentic Commerce, quando decisões antes manuais passam a ser orquestradas por sistemas e agentes, sob regras claras de risco, serviço e custo.

Para mostrar a execução, compartilhei dois exemplos reais da Thoughtworks: 

↳ transformação do fluxo de venda em loja com um app que leva contexto e conclusão para a ponta; 
↳ e Click and Collect tratado como decisão dinâmica para melhorar previsibilidade, produtividade e cumprimento da promessa e uso de IA e Agentes no processo.

Para a agenda executiva, isso precisa ser tratado como capacidade de negócio, não como projeto de canal. 

Na sua operação, omnicanalidade é iniciativa por canal ou capacidade ponta a ponta com governança e evolução clara rumo a Agentic Commerce?
___

English Version:

Operating a single journey with continuous context, data, and execution was one of the points I highlighted at NRF 2026 when discussing the evolution toward Agentic Commerce.

Frictionless omnichannel happens when the journey no longer resets at every channel change and is instead operated continuously across digital and physical touchpoints. 

When it does reset, the impact shows up in abandonment, lower productivity, operational exceptions, and higher costs.

This capability depends on integrating channels, inventory, and data, ensuring consistent customer recognition across touchpoints.

That enables faster, governed decisions and supports the shift toward Agentic Commerce, where previously manual decisions are orchestrated by systems and agents under clear constraints around risk, service, and cost.

To illustrate execution, I shared two real Thoughtworks examples: 

↳ transforming in-store sales with an app that brings context and completion to the frontline; 
​​↳ and Click and Collect treated as a dynamic decision to improve predictability, productivity, and promise-keeping ( AI and Agents embedded in the operation).

From an executive perspective, this must be managed as a business capability, not a channel project. 

In your organization, is omnichannel managed by channel initiatives or as an end-to-end capability with a clear path toward Agentic Commerce?

Ranked #1 LinkedIn HR Creator (Global), #2 Female Creator (US) | Positioning Companies & Founders to Attract Talent, Capital & Credibility | 100M+ Organic Reach | Ex-Amazon, Cognizant, Labcorp

200K+ LinkedIn & Newsletter Community 🐝 LinkedIn Growth Support, Talent Acquisition/Hiring & Brand Partnerships🐝 Neurodiversity Advocate 🐝

Hiring. Visibility. Credibility.

The three levers every founder, CEO, coach, or consultant needs to scale.
The problem? Most get them wrong.

That’s where I come in.

I built 𝐏𝐫𝐨𝐯𝐞𝐧 𝐏𝐚𝐭𝐭𝐞𝐫𝐧𝐬 to help seed to Series B startups, lean teams, and high-stake leaders attract the right talent, amplify their brand visibility, and build credibility that wins capital and clients.

What sets us apart?
We operate at the intersection of AI, recruitment, and brand strategy turning overlooked processes into growth systems.

Here’s what that looks like in numbers:
✔ 3,000+ hires placed globally across industries
✔ 250,000+ resumes reviewed with precision at scale
✔ 100M+ organic impressions without ad spend
✔ 150K+ community grown organically on LinkedIn
✔ 50K+ subscribers of our Li Newsletter: Incredible Edge
✔ Worked with enterprises like Amazon, Cognizant, Labcorp
✔ Partnered with unicorns like Atlan & Domino Data Lab
✔ Executed brand collabs with Lovable AI, Emergent AI, Gusto, Replit Agent 3, Gamma & GoPerfect
✔ Been named Favikon’s #1 HR Voice (Worldwide) and #2 Female Creator (US) - April'2025

But metrics are just the proof. The real outcome is this:

💡 Founders who save time and scale smarter.
💡 Executives who become visible authorities.
💡 Startups that attract capital and top talent on autopilot.

If you’re still struggling to hire right, stand out, or get noticed, it’s not because you lack potential.
It’s because you’re playing the wrong game.

My work is helping you change that.

📩 DM me or reach out: bookings@proven-patterns.com

Let’s build what they can’t ignore.

💜

Kumud Deepali R.

Working with people smarter than you
isn’t a threat.
It’s a shortcut.

The fastest growth in my career didn’t come from:
• Being the smartest in the room
• Having all the answers
• Protecting my ego

It came from:
• Asking better questions
• Listening more than talking
• Being okay with not knowing
If you’re always the smartest person around,
you might be in the wrong room.

Growth lives where your assumptions get challenged.
Who’s someone that made you level up just by being around them?

"90% of jobs can be taught."

(A truth I've witnessed repeatedly as a recruiter in the tech industry.)

What isn't necessary:
➤Perfect resume ✅
➤Fancy degree ✅
➤Decade of experience ✅

What truly matters:

1/ Learning Mindset
↳Eagerness to grow
↳Openness to feedback
↳Continuous improvement

2/ Attitude
↳Shows up ready
↳Takes ownership
↳Brings positive energy

3/ Problem-solving
↳Breaks down challenges
↳Finds creative solutions
↳Persists through obstacles

4/ Basic Communication
↳Listens actively
↳Asks good questions
↳Collaborates effectively

I've watched complete career pivots succeed.
Junior devs become tech leads.
Sales reps transform into product managers.
Customer service pros evolve into data analysts.

Why did they make it?
Because they were coachable.
Because they showed up consistently.
Because someone saw their potential.

🎯 For Hiring Managers:
Look beyond the perfect match.
Bet on growth potential.
Give meaningful chances.

🎯 For Job Seekers:
Don't self-reject.
You don't need every checkbox.
Your capacity to learn > Your current skills.

↪️What's one skill you mastered on the job that initially seemed impossible? Share in the comments below.

👉 Follow me for more insights on hiring practices that actually work.
♻️ Share if you're tired of outdated hiring norms.

Photo credit: Chad Gono

I Speak It Before I See It. A Job Search Prayer. 

Every day of my job search, I didn’t just send applications, I spoke my vision out loud.

I didn’t ask for any job.

I asked for alignment.

A place that honors my time, my energy, my boundaries so I can show up as my best self.

Leaders who lead with inspiration, not ego.

A team that values people before performance.

I asked for stability not survival.

For the freedom to care for my child without counting every dollar or losing sleep over bills.

I asked for growth. For recognition. For space to be seen, not just managed.

I prayed for real support, healthcare, security, and peace of mind not as perks, but as proof that people matter.

And I prayed for a role where I could bring all of me, my ideas, my voice, my authenticity without having to shrink to fit.

Most of all, I prayed for peace.

For joy.

For purpose.

For a place where I could thrive as a professional, a parent, and a person. If you’re still in that waiting season keep going.

Keep preparing.

Keep believing.

Because when the right door opens, it won’t just offer a paycheck. It’ll offer alignment.

If it costs you your mental health, it’s too expensive.
Read that again.

No job, title, or paycheck is worth losing yourself.

It’s better to choose peace of mind than:
• Bad bosses
• Long hours
• Bad clients
• A big salary
• Crazy deadlines
• Too many meetings
• Toxic workplace cultures
• A fancy job title with no freedom

I learned this the hard way. I once stayed in a job that slowly destroyed my mental health. By the time I left, the damage was already done. Years of anxiety.
Burnout I couldn’t “push through.”

Looking back?

Not worth it. Ever.

Because if you don’t have peace of mind, you don’t really have anything.
Your health is the foundation.
Your work should support your life, not consume it.

Agree or disagree?
I’d love to hear your thoughts 👇

Image Credit: Alex Wisch

This is science not found in textbooks.
High school students in Virginia repair old cars and donate them free of charge to single mothers who need reliable transportation.

No money involved. Just skills, kindness, and purpose.

It’s a reminder that anyone can make a difference if they want to, using what they know to help others.

This is the kind of story I share daily, where human values meet careers, AI, science, and technology.

👉 Follow for more!
🔁 Repost to spread kindness.

Kumud Deepali Rudraraju, SHRM CP

What if the real measure of success isn’t what we achieve, but how human we choose to be?

Every day, we get countless opportunities to show who we really are;
in how we help, how we listen, how we show up, and how we choose compassion even when no one is watching.

Kindness doesn’t need an audience.
Empathy doesn’t need a reason.
And humanity doesn’t need a perfect moment, it just needs intention.

What inspires me most is seeing ordinary people choose to act with extraordinary heart. Not for praise. Not for credit. Simply because it’s the right thing to do.

Imagine what our workplaces, communities, and world would feel like if more of us made humanity a daily habit.
A little more care.
A little more patience.
A little more giving.

It adds up.

Humanity matters. Practice it every single day.

If you believe the world needs more humanity, drop a ❤️ or repost this message to help it reach someone who needs the reminder today.

I’ll never forget the manager who gave me a chance when all I had to offer were two things:
a positive attitude and a desire to learn.

No fancy resume. No big titles.
Just curiosity, consistency, and drive.

That opportunity changed everything.

I practice the same now, while recruiting I remind myself that my job isn’t just filling roles, it’s about recognizing potential.

The best hires often don’t check every box on paper.

But they bring something far more valuable:
 - the humility to learn
 - the resilience to grow
 and the attitude to figure it out

To every recruiter, leader, and hiring manager out there someone’s future begins with the chance you choose to give them.

Who took a chance on you early in your career? Share in the comments below. 

♻️ Repost this if you’ve ever been given a chance that changed your career or you want others to do the same.

💙 Worth Is Not Defined by the Job You Do

A father once told his daughter:
“Don’t tell anyone your father is a janitor. They will laugh.”
Her response was simple and powerful:
“My dad is a janitor. He is my pride. I love you, dad.”

👉 He is a father.
👉 He is a provider.
👉 He is someone who works with dignity.

This reminds us that:
• Respect doesn’t come from job titles
• Pride isn’t measured by income
• Worth is built on hard work, sacrifice, and love

No honest work is small.
No person should feel ashamed of earning a living.

Let’s raise a generation that respects people, not positions.

🔁 Repost if you believe every job has dignity.
➕ Follow for more stories that matter.

Friday reminder. Don't be afraid to start again.

What if you’re one “apply” away from a yes?

It’s wild how one person can change everything.

You can love your role, the work, even the mission, but one toxic colleague or unsupportive manager can make it unbearable.

And on the flip side?
 
One great leader or teammate can make even the toughest days feel worth it.
Work culture isn’t just policies and perks, it’s people.
 
The right ones elevate you.
The wrong ones drain you.

So if you’re a leader:
💬 Check in with your team.
👂 Listen more than you talk.
🙏 Be the reason someone wants to stay, not the reason they start job hunting.

What’s one thing a manager or teammate has done that made you love coming to work?

🔁 Repost if you’ve ever felt this way, someone needs this reminder today.
👥 Follow me, (Kumud Deepali R.) for more real takes on leadership, work culture, and career growth.

When you pray for a job, look deeper.
Because a paycheck alone won't fulfill you.

I recently spoke to a candidate who seemed perfect on paper, great salary, benefits, the works.

But halfway through our chat, her voice cracked.
"Every morning, I sit in my car for 10 minutes before walking in.
Not because I'm lazy.
But because I have to mentally brace myself for the day ahead."

That’s when it hit me:

She didn’t need another job.

She needed respect, growth, and peace.

🙏 Pray for these three pillars:
1. Respect
↳ Where your voice matters
↳ Where your boundaries are honored
→ Where dignity isn't negotiable
2. Growth
↳ Beyond just promotions
↳ Beyond comfort zones
→ Where learning never stops
3. Peace of Mind
↳ No Sunday night anxiety
↳ No toxic leadership
→ Where your wellbeing comes first

Because the right job isn't just about what you do.
It's about who you become while doing it.

Money feeds your wallet. These three feed your soul.

💭 Remember: You're not just looking for work. You're building a life worth living. 

Burnout, Depression and Regret will have lasting impacts on your health and well being.

♻️ Share this if it resonates.
➕ Follow me for more insights on career fulfillment. 🙏

A Senior Engineer at a Fortune 50 company helped me put this together:

20 YouTube channels that teach AI better than most CS degrees. These are great resources for structured learning, and the latest in AI:

1. Andrej Karpathy
Deep, intuitive walkthroughs of neural networks and modern LLMs
Link: https://lnkd.in/gE6S6raT

2. 3Blue1Brown
Visual intuition for math, linear algebra, and neural networks
Link: https://lnkd.in/g4wC_iPQ

3. StatQuest with Josh Starmer
Clear, friendly explanations of statistics and ML fundamentals
Link: https://lnkd.in/gTaEyqYg

4. Stanford Online
University-grade ML and AI lecture series (Andrew Ng, CS229, etc.)
Link: https://lnkd.in/gavEEh5v

5. sentdex
Practical machine learning and Python projects
Link: https://lnkd.in/gPAY_ga8

6. Yannic Kilcher
Deep dives into ML and AI research papers
Link: https://lnkd.in/gFkDZWE7

7. MIT OpenCourseWare
Rigorous academic courses on ML, AI, and applied mathematics
Link: https://lnkd.in/gNaRSdSZ

8. Siraj Raval
High-level overviews and motivation around AI concepts
Link: https://lnkd.in/gSdzUetp

9. DeepLearningAI
Structured learning paths for deep learning and generative AI
Link: https://lnkd.in/gdGfUwpj

10. Two Minute Papers
Fast, accessible summaries of cutting-edge AI research
Link: https://lnkd.in/gr93SaYD

11. Umar Jamil
Clear, implementation-focused explanations of transformers and LLMs
Link: https://lnkd.in/gurTw-yi

12. Hugging Face
Open-source LLMs, transformers, and modern NLP tooling
Link: https://lnkd.in/g_sfHVnH

13. Steve Brunton
Dynamical systems, control theory, and scientific ML
Link: https://lnkd.in/gV4tYCFS

14. Michael Bronstein
Geometric deep learning and graph neural networks
Link: https://lnkd.in/gUURVY4B

15. Caltech
Advanced lecture series on ML, optimization, and theory
Link: https://lnkd.in/gsP9Kcz5

16. Lex Fridman
Long-form conversations with top AI researchers and practitioners
Link: https://lnkd.in/g4VduFAM

17. Arxiv Insights
Beginner-friendly explanations of recent AI papers
Link: https://lnkd.in/gt2Qvzze

18. Machine Learning Street Talk
Unfiltered, technical discussions on AI research and theory
Link: https://lnkd.in/gKHEsafg

19. Jeremy Howard
Practical deep learning with strong intuition
Link: https://lnkd.in/gjpiiJCK

20. Kaggle
Applied ML, competitions, notebooks, and real-world workflows
Link: https://lnkd.in/gd-m8w_j

These channels will keep you current with AI trends and help you sharpen your skills.
 Which one are you watching first, or is there a go-to AI channel you’d recommend? Drop it in the comments 👇

Repost, Save and like the post to share with your network. Adopt AI before it is too late. Thanks!

16 remote-focused job boards

A verified list, sorted by free and paid job boards:

🏷️ Save it for later.

𝗙𝗥𝗘𝗘
1~Remote100K
Remote jobs paying $100K+ at top companies
https://remote100k.com/

2~Arc
Vetted developer positions with quality companies
https://arc.dev/

3~Wellfound (formerly AngelList)
Perfect for startup lovers and early-stage roles
https://wellfound.com/

4~Contra
High-quality creative and marketing freelance work
https://contra.com/

5~Working Nomads
For location-independent professionals
https://lnkd.in/gFbMurSX

6~RemoteOK
Fast updates, focused tech and startup roles
https://remoteok.com/

7~NoDesk
Remote-first jobs for digital nomads
https://nodesk.co/

8~SkipTheDrive
US-focused remote and flexible positions
https://lnkd.in/g_vDzRtB

9~Jobspresso
Hand-picked remote jobs across multiple sectors
https://jobspresso.co/

𝗣𝗔𝗜𝗗
10~DailyRemote
Daily curated remote job postings
https://dailyremote.com/

11~We Work Remotely
One of the largest with global opportunities
https://lnkd.in/gFPuXy_w

12~JustRemote
Simple, clean remote-only job board
https://justremote.co/

13~Twine
Majorly freelance and remote jobs
https://www.twine.net/

14~VirtualVocations
Legitimate hand-screened openings
https://lnkd.in/gjEBg_uP

15~Himalayas
Offers AI tools such as free job application tracker
https://himalayas.app/

♻️ Repost to help another person in your network and follow for more. 

Any other job boards you know of share in the comments below. 

Image Credit: Mukhtar Khadri

Microsoft is still one of the most valuable companies of all time.
I genuinely believe it is a solid company, not because it never failed, but because it learned, adapted, and came back stronger.

This guide below was created by Nick Palomba (30 yrs at Microsoft/Microsoft GM & RCG CISO), and it’s one of the most practical, step-by-step roadmaps I’ve seen for anyone serious about joining Microsoft.

Here’s why Microsoft stands apart 👇
🔹 Built the foundation of modern work
From Windows to Word, Excel, PowerPoint, and Office, Microsoft reshaped how the world works; long before “knowledge work” was a buzzword.
🔹 Survived a brutal middle chapter
The 2000–2016 era was full of missteps: Zune, Windows Phone, Lumia, Internet Explorer, wearables. Most companies wouldn’t survive that many failed bets. Microsoft did, because Windows and enterprise dominance kept the engine running.
🔹 A historic comeback under new leadership
Everything changed with Satya Nadella. The focus shifted to:
- Cloud-first with Azure
- Professional ecosystems (LinkedIn, GitHub, Teams)
- Long-term platform bets (AI, developer tools, gaming)
🔹 Positioned for the AI era
The OpenAI partnership, Azure AI, GitHub Copilot, and enterprise AI integration have placed Microsoft at the center of the next computing wave, especially for businesses and developers.

Here’s your ultimate guide to get started: 👇
1️⃣ Search for a job you like:
➡︎ All jobs available: https://lnkd.in/gJBWH5h6
➡︎ Career categories: https://lnkd.in/gs646kcC
➡︎ Students and Graduates: https://lnkd.in/gQeSFjQv
➡︎ Military and Veterans: https://lnkd.in/gzvydjdK

2️⃣ Understand the company:
➡︎ Mission and values: https://lnkd.in/gXp5dBds
➡︎ Financial performance: https://lnkd.in/g3KCPsVA
➡︎ News: https://lnkd.in/gukBtc42
➡︎ Leaders: https://lnkd.in/gRpQiqsB

3️⃣ Understand the products:
➡︎ AI: https://lnkd.in/g2B7hQ_g
➡︎ Microsoft Cloud: https://lnkd.in/gvpHSUpk
➡︎ Microsoft 365: https://lnkd.in/g2GUia5g
➡︎ Azure: https://lnkd.in/gy4-iZNu
➡︎ All Products: https://lnkd.in/gZMiSJJQ
➡︎ All Learning: https://lnkd.in/g5rXd2Mu

4️⃣ Understand what it's like to work at Microsoft:
➡︎ Culture: https://lnkd.in/gCkKbSgq
➡︎ Stories from employees: https://lnkd.in/gTQw3bGb
➡︎ Corporate social responsibility: https://lnkd.in/gV36j5tK
➡︎ Diversity & Inclusion: https://lnkd.in/gzUZzydk
➡︎ Flexible work approach: https://lnkd.in/gm3y3g-Q
➡︎ Benefits: https://lnkd.in/gdqJDZz8

5️⃣ Prepare for the process: 
➡︎ Hiring tips: https://lnkd.in/gWKUsish
➡︎ Virtual interviews: https://lnkd.in/g398hd5H
➡︎ Technical interviews: https://lnkd.in/g59dHRUy
➡︎ Student and Graduate interviews: https://lnkd.in/g87tYWA4
➡︎ Inclusive hiring for disabilities: https://lnkd.in/g_Rm9zNk

Is Microsoft in your dream job list? 

👉 Follow for more nonsense filled knowledge insights on AI, careers, leadership, human sentiments and building long-term impact.
🔁 Repost to help someone else take their next step.

🔁 Repost if you agree | ➕ Follow for more leadership insights
Boss vs Leader: the difference matters more than ever.

A boss:
 • Gives orders
 • Focuses on authority
 • Takes credit
 • Points out mistakes
 • Says “because I said so”
A leader:
 • Gives direction
 • Builds trust
 • Shares credit
 • Teaches through mistakes
 • Says “let’s figure this out together”

People don’t leave companies.
They leave bosses.
The best leaders don’t control people,
 they empower them.

👉 Are people following you because of your title… or your actions?
💬 What quality do you value most in a leader?

Want to Learn AI in 2026? Don’t Guess. Follow a System.

Everyone asks:
👉 “Where should I start with AI?”
👉 “What’s actually worth reading/watching?”

This visual breaks it down perfectly.
The best AI resources, organized by category.
📚 Books
From AI Engineering to Hands-on LLMs, learn how systems are actually built, not just theory.
🧠 Tech Blogs
OpenAI, DeepMind, Hugging Face, Anthropic, Google AI
→ Stay close to the source of innovation.
🎥 Courses & YouTube
Stanford CS229 / CS230
MIT’s Efficient Deep Learning
Two Minute Papers
ByteByteGo / ByteByteAI
→ Learn faster with curated explanations.
📰 Newsletters
DeepLearning.AI (The Batch)
Rundown AI
Ahead of AI
→ Signal over noise.
📄 Influential Papers
Attention Is All You Need
InstructGPT
BERT
DDPM
→ The ideas that shaped modern AI.

Big takeaway:
You don’t need more resources.
You need the right ones, and consistency.

If you’re serious about AI in 2026:
✅ Learn fundamentals
✅ Follow real research
✅ Build while you learn

How are you picking up new AI skills? Share in the comments below. 
🔁 Repost to help someone who’s just starting.

While working with executives and super achievers on placements and LinkedIn growth, I’ve had many honest, behind-the-scenes conversations.
Different paths.
Different achievements.
Same truth.

A fit body.
A calm mind.
A house full of love.

These things can’t be bought, they’re earned.
The highest performers don’t rely on hacks or shortcuts.
They build:
 • Disciplined routines
 • Mental clarity
 • Strong relationships
 • Long-term credibility

That’s what creates real leverage; in life and in careers.
Whether you’re leading at the top or operating at an elite level, the fundamentals still matter most.

If this resonated:
🔁 Repost to share with your network.
➕ Follow me for insights on executive placement, LinkedIn growth, and high-performance careers.

“Stop making me justify my paycheck.”

As a recruiter, I hear versions of this more often than people admit, usually off the record.

Not because people don’t want accountability.

But because many performance reviews feel disconnected from how work actually happens.

Candidates tell me:
“I spend weeks preparing for a review instead of doing my job.”
“My impact is clear all year… until it’s time to explain it again.”
“Feedback comes too late to change anything.”

From a hiring and talent perspective, that matters.
Because when performance systems feel performative:
Engagement drops
Trust erodes
Great people quietly start looking elsewhere

I’m not against feedback.
In fact, strong feedback cultures attract better talent.

But it makes me wonder:
Are traditional performance reviews still the best way to evaluate and grow people?
Or do they mostly serve the system, not the humans inside it?

What I see working better:
Continuous check-ins
Clear expectations throughout the year
Real-time feedback, not year-end summaries

From your experience - candidate, employee, or leader:
Do performance reviews actually improve performance, or just document it?

taplio

The Battle

Fernando Academia Jr., CDMP, PCM, CSSWB

Kumud Deepali R.

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taplio

The Battle

Fernando Academia Jr., CDMP, PCM, CSSWB

Kumud Deepali R.

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Fernando Academia Jr., CDMP, PCM, CSSWB's LinkedIn Performance

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