I help international schools fix teacher training, recruitment, and leadership.

With 25+ years in education across Asia, I know what schools, teachers, and unis really need. I connect the dots between policy, strategy, and people — and get things moving.

Let's talk if you want to grow your teacher pipeline, build smarter CPD, or expand in Asia
.
My passion is to drive educational innovation, harnessing technology to enhance online and offline learning experiences. I hold an NPQH, a PGCE, and an M.Ed in Educational Leadership and Administration.

We also provide academic support to students planning to attend boarding schools in the UK, US, and Australia and help UK schools enter and succeed in the Chinese market.

John Woodberry

Trump is loudly “standing up” to partners.
Tariffs. Threats. Public spats.
Meanwhile, Xi just removed visa fees for Brits visiting China.

No press conference.
No chest-beating.
Just a simple signal: We are open for business.

That’s what modern power looks like.

Not shouting strength — just making yourself easier to engage with.

Soft power beats noise more often than we admit.

And while American politics obsesses over looking tough,
China is busy looking reasonable.

China 1 – 0.

Founder @ Red Dragon Education | International Teacher Training

No alternative text description for this image

If you think leadership is about titles or authority...
You’re already missing the point.

Real leaders don’t pull rank.
They earn trust.

They protect people when no one’s watching.
They give credit, not commands.
They create safety, not fear.

The fastest way to lose followers?

Remind people you’re “the boss.”

The fastest way to gain them?

Act like a human first.

Leadership isn’t a position.
It’s a behaviour.

Be Human!

Agree or disagree? 👇

undefined undefined

Need to make a move?
Get in touch: https://linktr.ee/pgce

Not sure about your next move in 2026? 
Get in touch: https://linktr.ee/pgce

Want to lead others and get a great job? 
Get in touch: https://linktr.ee/pgce

Unsure where 2026 is heading for your teaching career? Internationally recognised teacher training might be the leverage you’re missing. https://linktr.ee/pgce

If 2026 feels vague, that's a signal, not a problem. 
Upskilling through international teacher training creates that. https://linktr.ee/pgce

Still seeking clarity on your next teaching move in 2026? 
QTS gives you control, not hope. https://linktr.ee/pgce

2026 won’t magically sort itself out. 
International teacher training is how smart teachers open doors globally. https://linktr.ee/pgce

Many teachers drift into 2026. The smart ones prepare. The International PGCE and QTS pathways matter. https://linktr.ee/pgce

Uncertain about your next step? 
Teacher training isn’t a detour; it’s a multiplier. https://linktr.ee/pgce

2026 rewards qualified, mobile teachers, not wishful thinking. 

International training changes the game. https://linktr.ee/pgce

If career momentum matters to you in 2026, invest in training that schools actually respect. https://linktr.ee/pgce

The question isn’t where you’ll be teaching in 2026. It’s whether you’ll be qualified to choose. https://linktr.ee/pgce

2026 rewards qualified, mobile teachers, not wishful thinking. International training changes the game. https://linktr.ee/pgce

PHASE Conference Presenter

TAE40116 Certificate IV in Training and Assessment

We offer a range of online courses designed to enhance the qualifications of aspiring teachers and leaders. In partnership with leading universities, we provide pathways for careers in international education.
IPGCE / IQTS / QTS / PGCE / MA Leadership / MA Education / NPQs

Helping teachers get qualified through the partner universities: IPGCE, IQTS, MA, QTS Assessment Only and IQTS. We've worked with over 1000 teachers to realise their dreams of finding a great job.

Co-Founder

Set up the company and worked with a range of local and international schools in providing education solutions including:

- Tutoring
- Academic support 
- Revision courses
- A-level lessons and examinations 
- Professional teacher placement 
- School tours
- Boarding school advice
- Entrance exam preparation

Founder

Director

My main focus was to help with the students' academic achievements across the secondary school. I was helping grow the school from 200 to 1200 students in 5 years of service. After joining the school I quickly assumed more responsibility and helped lead a tutor group team of 15 staff. 

Worked in both the secondary and primary section of the school in the following disciplines as a classroom teacher:
- Geography
- PE
- Science 
- Economics

Deputy Head of School

Working across the high school in Geography and PE

Head of Geography

You don't hire teachers based on CVs.
You hire them based on how they show up on a Friday afternoon.

After hiring and working with international teachers across different countries, one thing is clear:

The best ones share the same rare traits.

Here are eight things I see in every great international teacher we hire 👇

1️⃣ Grit
They push through language barriers, cultural shifts, and tough classrooms — without quitting.

2️⃣ Relentless Resourcefulness
Different curriculum? Limited resources?
They always find a way to make learning work.

3️⃣ Optimism
They bring calm, positive energy into the classroom — even on hard days.

4️⃣ Constant Learning
The best teachers are students first.
They ask for feedback. They adapt. They grow.

5️⃣ Respect & Empathy
Great teachers don’t just teach content — they care about people.

6️⃣ Fun to Be Around
Students feel it. Colleagues feel it.
Energy matters more than credentials.

7️⃣ Growth Mindset
They see international teaching as an opportunity, not a sacrifice.

8️⃣ Ownership
They treat the classroom like it’s their own mission — not “just a job.”

🚩 Red flags we avoid
• Blaming past schools
• No apparent reason for job moves
• More focused on benefits than impact
• Complains more than they contribute

Skills can be trained.
Character can’t.

If you’re an international teacher who sees yourself in this — or a school leader who agrees —

What trait matters most to you when hiring or teaching abroad?

The teachers who deserve the most attention usually ask for the least. By the time someone resigns, you lost them months earlier; the resignation letter is just the paperwork.

The teachers who deserve the most attention usually ask for the least.

They stay late.
They absorb more than they complain.
They stop raising their hand.

And by the time someone resigns, you didn’t lose them that day.

You lost them months earlier.

The resignation letter is just the paperwork.

If you’re a leader, here’s the uncomfortable truth:

Silence is rarely loyalty.
It’s often exhaustion.

The people who care the most don’t always make noise.
They quietly decide when it’s no longer worth it.

Pay attention earlier.

Could you imagine this being written by a UK education secretary today?
I read a piece in The Straits Times this week and had to pause.

Not because it was flashy.
Not because it was controversial.

But because it was calm, evidence-based, and long-term in its thinking about teachers.

The author argues a simple idea:
👉 Teaching cannot work as a revolving door.

If you want better outcomes for students, you invest in teachers’ growth — over decades, not election cycles.

More trust.
More professional development.
More respect for experience.

Reading it, I couldn’t help asking myself:

Would we ever see a UK equivalent of this kind of writing from someone like Bridget Phillipson?

Less slogan.
Less short-term reform.
More system memory.

Singapore understands something many systems forget:
You don’t scale education by burning out the people who deliver it.

You scale it by helping them get better every year.

Credit to Wei Li — and to The Straits Times — for publishing a piece that thinks beyond the next headline and toward the next generation.

If we’re serious about education reform, this is the level of thinking we should demand.

What would change if we treated teaching as a long-term profession again — not a policy experiment?

Everyone sees it.
Almost no one names it.

Meetings keep moving.
Slides keep changing.
“Next steps” keep getting refined.

And the real issue stays in the room.

Unaddressed behaviour.
Broken incentives.
Fear of conflict dressed up as professionalism.

In education, we’re especially good at this.

We talk about strategy
while avoiding culture.

We talk about leadership
while protecting titles.

We talk about improvement
while refusing to confront what’s actually failing.

The elephant isn’t ignorance.
It’s avoidance.

Because once you name the real problem,
someone has to act.

And leadership isn’t the title in the room.
It’s who’s willing to say the thing everyone else is thinking.

So what’s the elephant in your classroom—or boardroom—right now?

In much of Asia, international schools don’t have a strategy problem.
How can these be solved via the 80/20 strategy? 

We’re incredibly strong at structure.
Less strong at the challenge.

Here’s the 80/20 most leaders won’t say out loud:

Student outcomes
80% psychological safety and belonging 
20% programmes and pathways

School improvement
80% what leaders model under pressure
20% what leaders announce in meetings

Teacher effectiveness
80% permission to question and disagree
20% appraisal frameworks

Parent confidence
80% calm, honest communication
20% prestige signals and branding

Innovation
80% leaders make it safe to be wrong
20% “future-ready” initiatives

Leadership wellbeing
80% boundaries and moral courage
20% mindfulness sessions

The uncomfortable reality?

In many Asian contexts,
people wait for permission — not because they lack ideas,
but because leaders unintentionally train compliance.

We say we want initiative.
We reward alignment.

We say we want innovation.
We punish visible failure.

The highest-performing international schools in Asia don’t have more systems.
They have leaders who:

 Invite dissent without taking it personally
 Create safety without lowering standards
 Choose trust over control, even when reputation is on the line

If your staff are quiet, compliant, and “aligned”...
don’t assume buy-in.

Assume caution.

Nice list. Wrong focus.
This is not how hiring works in 2026.

Everyone memorises answers.
Very few demonstrate a signal.

“Tell me about a time...”
has become performance theatre.

Polished stories.
Tell-me-what-you-think-I-should-say answers.
STAR frameworks with no real stakes.

What actually matters now isn’t what you say.
It’s whether you can:

– Learn fast
– Think clearly
– Navigate ambiguity
– Work across cultures, tools, and time zones
– Adapt when the script breaks

In global, fast-moving workplaces,
there is no “perfect answer.”

There is only evidence.

Evidence you can solve unfamiliar problems.
Evidence you can communicate under pressure.
Evidence you can grow after feedback, not just talk about it.

If interviews still reward memorised stories,
they’re selecting for confidence — not capability.

And candidates know it.

The future of hiring isn’t better answers.
It’s better questions.

What do you think interviews should actually measure now?
👇 Curious to hear your take.

We're hiring experienced and passionate IB tutors. 
Know anyone who might be interested?
These opportunities span IB DP, MYP, and PYP, with roles matched by programme experience and phase.

Pressure doesn’t create failure.
It exposes preparation.
AFCON proved it.

Morocco.
Penalty in the 95th minute at 0-0.
A Panenka attempt.
Missed.
Not a talent issue.
A preparation issue.

We see the same thing in international school leadership.
When pressure hits, some leaders improvise.
They go for flair instead of systems.
That’s when things fall apart.

Great leaders don’t get creative under pressure.

They get predictable.
Because the work was done earlier.

Under pressure, leaders try a “T-cup” move:
• Improvising instead of planning
• Trusting instinct instead of systems
• Hoping experience will carry the moment

What in your leadership would break if real pressure arrived tomorrow?

International schools don’t need another strategy refresh in 2026.
They need focus.

• Keep good teachers instead of constantly replacing them
• Build leadership depth, not just titles
• Prioritise teaching quality over curriculum branding
• Take student well-being seriously. With structure, not slogans

Most schools already know this.
Very few will act on it.

That gap is where 2026 will be won or lost.

I didn’t plan to become an entrepreneur.
I accidentally fell into it back in 2009.

I followed the “right” path:
International schools.
Leadership roles.
Systems. Strategy. Structure.

From the outside, it looked successful.

Inside, I felt constrained.

I loved developing people and shaping culture.
I struggled with how slowly change could happen.

So I stepped off the ladder.

Not because I stopped believing in education.
But because I wanted to serve it differently.

Entrepreneurship gave me:
– Freedom to design solutions
– Speed to test ideas
– Impact across multiple schools, not just one

Here’s the truth we don’t say enough in education:

Leadership doesn’t end when the org chart does.
If you’re a school leader wondering, “Is there another way to lead?”

There is.
And it might look nothing like a straight career path.

👉 Have you ever considered leading beyond your school?

Be careful who you take advice from in 2026. 
They are probably an echo chamber.

Most school leaders don’t intentionally burn out their teams.
They do it by accident.

Especially in international schools.

Different cultures.
Different time zones.
Different expectations.

And suddenly... your best people are exhausted.

Here are 8 leadership mistakes I see burning out international school teams 👇

1️⃣ Expecting your team to be “always on”
Just because someone can reply at 10 pm doesn’t mean they should.

2️⃣ Being unclear about what you actually want
Vague priorities = constant stress. Clarity is kindness.

3️⃣ Ignoring your team’s strengths
When people are misaligned with their strengths, disengagement follows.

4️⃣ Avoiding tough conversations
Unspoken tension drains energy faster than well-handled conflict.

5️⃣ Punishing people for mistakes
Fear kills innovation — especially in diverse, international environments.

6️⃣ Keeping all decisions to yourself
Ownership disappears when trust does.

7️⃣ Ignoring stress and burnout signals
Silence doesn’t mean everything is fine.

8️⃣ Forgetting to show appreciation
Recognition travels further than you think — across borders and cultures.

The hardest truth?

👉 Most burnout isn’t caused by workload.
👉 It’s caused by leadership habits we never stop to question.

If you lead in an international school, this matters.

Because healthy staff = stable schools = better student outcomes.

Which one do you see most often in schools today?

I’m usually a fan of Simon Sinek.
But this one is a double fault.

Anyone who’s competed in sport at a serious level knows this:

You remember the wins fondly.
But the losses?
They burn themselves into your brain.

That’s not a weakness.
That’s how standards are built.

If Andy Murray were watching, he’d probably laugh.
He spent an entire career berating himself and poor mother — out loud — and still became world No.1.

High performers aren’t fueled by feel-good memories.
They’re sharpened by the moments they never want to repeat.

Pressure + self-criticism isn’t the enemy.
For some people, it’s the engine.

Curious — in your experience, what actually drives excellence in high-performing schools?

International education is heading into one of its most disruptive periods in years.

AI is changing how we teach, assess, and support learning.
Parents are behaving more like informed consumers than ever before.
Visa and regulatory environments remain unpredictable.
And affordability is becoming a deciding factor, not a secondary one.

What’s striking is that none of these forces exist in isolation.

AI accelerates expectations around value.
Cost pressures amplify parental scrutiny.
Regulatory shifts reshape demand almost overnight.

For schools, universities, and education providers, the challenge isn’t choosing which disruption matters most.

It’s building systems flexible enough to respond to all of them at once.

The institutions that will thrive in 2026 won’t be the ones chasing every trend.
They’ll be the ones that:

– Communicate clearly with families
– Design learning with integrity and adaptability
– Invest in people, not just tools
– Plan for volatility as the norm, not the exception

I’m curious to see where this community lands.

Which force do you think will have the biggest impact on international education in 2026? 👇

What will be the biggest disruptive force in international education in 2026? 

Looks balanced.
But are you actually a leader in deficit or surplus?

Most leadership models only show assets.
Vision.
Empathy.
Resilience.
Innovation.

Rarely do they show the liabilities.

Delayed decisions.
Micromanagement.
Avoidance dressed up as “being busy.”
Poor communication is hidden behind good intentions.

And that’s the problem.

Because leadership failure isn’t dramatic.
It’s cumulative.

Small withdrawals.
Unaddressed issues.
Energy taken from teams without reinvestment.

You can have strong values
and still be running a deficit.

You can inspire
and still exhaust the system around you.

The real question isn’t
“How good are my leadership assets?”

It’s this:

If your team audited you today, would you be in surplus—or quietly underwater?

👇 Worth an honest look.

This below on “setting boundaries” looks reasonable. But in international school leadership, boundaries aren’t about protecting comfort.

They’re about protecting standards.

You don’t set boundaries, so leadership feels lighter.
You set them so the school gets better.

Real boundaries in international schools look like this:

• Clear expectations that don’t shift with pressure
• Follow-through when it would be easier to let things slide
• Accountability that challenges people without humiliating them

Yes, leaders need rest.
Yes, burnout is real.

But schools drift not because leaders work too hard —
they drift because boundaries around quality, behaviour, and consistency become negotiable.

Strong leaders don’t avoid hard conversations.
They time them well.
They hold them respectfully.
And they don’t outsource them to policy documents.

The healthiest schools I’ve seen weren’t “low stress.”

They were clear.

Clear roles.
Clear standards.
Clear lines between support and excuse-making.

Boundaries aren’t about saying “no” more often.
They’re about saying “this matters” — and meaning it.

What boundary, when held consistently, has made the biggest difference in your school?

Nice story. Wrong lesson.
This is not how international education works.

For bamboo, patience is enough.

For international students, educators, and institutions?
Patience without power is just waiting.

Waiting for visas.
Waiting for recognition.
Waiting for policies to catch up.
Waiting while timelines, money, and futures are on the line.

We love telling people:
“Growth takes time.”

But in international education, growth takes systems.

Clear pathways.
Stable policy.
Institutional accountability.
Support that shows up before things break.

When success looks “sudden,” it isn’t magic.
It’s the moment the system finally worked.

If we keep praising patience,
we avoid fixing the structures that make patience necessary.

And that’s the real lesson we keep missing.

So what matters more in global education—patience, or better systems?

👇 I’d love to hear your take.

International schools don't have a teacher development problem. They have a problem with teacher alignment. PD days are packed. Budgets are spent. Certifications are collected.

And classrooms look... basically the same. 

If you're leading PD in an international school, try this instead of another "whole-staff training day":

𝗧𝗵𝗲 𝟯𝟬–𝟲𝟬–𝟵𝟬 𝗧𝗲𝗮𝗰𝗵𝗲𝗿 𝗚𝗿𝗼𝘄𝘁𝗵 𝗖𝘆𝗰𝗹𝗲
Week 1: pick 1 micro-skill (e.g., checking for understanding)
Weeks 2–4: teacher rehearses it + gets one targeted observation
Weeks 5–8: peer walkthroughs + student work review (quick protocol)
Weeks 9–12: evidence of impact + share the "how" with the team

Same time.

More transfer.

Less fatigue.

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

Is 900 views a failure or a warm-up? 📉

It is Day 6 of building Coderfarm in public. In the last week, we posted 5 videos. The total reach across all platforms? Around 900 views.

For a new creator, that is a lot. For a business, it looks small. But today, Abhilasha asked me the real question: "Views are fine, but do we have traffic on the portal?"

I showed her our Google Analytics. The graph is completely uneven.

And honestly? I am happy about it. Why? Because this is our Baseline. We have done ZERO marketing. No cold calls. No emails. No ads.

We are recording this silence today so that when we switch on the Sales Engine next week, we can measure the real impact.

We are not building for vanity metrics. We are building to prove that Skill > Network.

Take a screenshot of this flat graph. We are just getting started. 🚀
Follow Dheeraj Khandare for the daily climb.

#BuildingInPublic #StartupIndia #FounderLife #GrowthMindset #Coderfarm #Day6 #Entrepreneurship

Founder @ Coderfarm | I help Companies hire Developers who don’t fake their resumes | Building India’s Most Trusted Talent Pool - 100% Pre-Vetted & Verified Talent

The hardest part of building a startup isn't the code—it's the trade-offs.

On Day 7 of building Coderfarm, I hit a wall. I fed my financial data into an AI agent to get clarity, but instead, I got anxiety. Seeing the numbers in black and white made me feel like I was moving incredibly slow.

Here is what derailed my day:
The "Perfect" Job Description: I saw a video explaining that candidates look for future growth, not just a task list. I couldn't stop myself from rewriting our JDs to reflect that, even though I had other priorities.

The Quality Trap: We upgraded our camera gear to improve production value. 

The result? Technical glitches forced us to re-shoot an entire day's video, doubling the workload.

I am constantly fighting the balance between Speed, Quantity, and Quality.
When you are bootstrapping, how do you decide when "good enough" is actually enough?

#BuildingInPublic #Startup #Founders #Hiring #Coderfarm #Productivity

I built a product for users, but forgot the buyers. 📉

Day 4/365 of building Coderfarm.
I looked at my landing page today and realized I made a classic Founder mistake.

I built the page for the people I relate to most: Developers
.
But developers don’t pay me. Companies do. And Universities partner with us.

My landing page was a "mess (a mix) of information. It tried to talk to everyone, and as a result, it spoke to no one.
So today, I tore it down and rebuilt the architecture.

We now have three separate doors:
1️⃣ For Talent: Showcasing skills, not resumes.
2️⃣ For Founders: The hiring solution.
3️⃣ For Institutes: The placement partner.

I also rewrote the HTML semantics from scratch. Because if Google’s bots can’t understand the structure (SEO), a human client definitely won’t find us
.
The lesson? Clarity converts. Confusion kills.

#BuildingInPublic #StartupIndia #UXDesign #SEO #WebDevelopment #FounderJourney #Coderfarm #Indore

The "Experience Paradox" in Tech Hiring: Why are we stuck?

We recently welcomed Rohit Nagar to the Coderfarm team to dive deep into Sales and Marketing. He brought up some critical observations about the current state of IT hiring that every founder and HR leader is grappling with.

Rohit breaks down the major friction points we are seeing today:
1. The Skill vs. Application Gap: Candidates list skills on paper but struggle with real-world execution.
2. The "AI Threat": With AI handling entry-level automation, the bar for "junior" talent has skyrocketed.
3. The Training Cost: Startups are finding it harder to compete with MNCs on salary while absorbing the high cost of training new joiners who might job-hop quickly.

It creates a vicious loop: Graduates can't get jobs without experience, and companies fear hiring without it.

At Coderfarm, we are building solutions to bridge this specific gap—verifying skills so talent meets opportunity faster.

Founders & HR: How are you handling the training vs. hiring dilemma in 2026?

#Hiring #TechIndustry #StartupIndia #HumanResources #Coderfarm #TalentAcquisition #FutureOfWork

Building a team is harder than building a product.

We are a small team of 3—Me, Abhilasha, and now, Rohit. When you are a bootstrapped startup with limited runway, you can't offer big corporate perks. You can only offer one thing:

I asked Rohit to share his honest experience working at Coderfarm. I didn't give him a script. I just asked him what he felt.

His answer hit me hard: "Work feels different when there is a purpose."

We aren't just writing code here. We are trying to fix a broken hiring industry. We are trying to prove that Skill beats Network.

When your team believes in the mission as much as you do, the anxiety of the "unknown" gets a little easier to handle.

Here is Rohit on what it means to solve real problems. 👇

#BuildingInPublic #StartupLife #Coderfarm #TeamCulture #Hiring

When you are a Soldier, you just march. But when you are a General, you have to give the direction. 🧭

It's Day 8 of building Coderfarm. Today, I woke up in panic. I opened LinkedIn and saw I’ve been working on this for 7 years. I opened Instagram and saw 19-year-olds making crores.

Comparison is the thief of joy, and today it stole mine. 📉

I quit my job to find freedom. I thought freedom meant "No Boss". But today I learned the hard truth: Freedom is harder than a job. In a job, someone else takes the blame when things break. In freedom, when the server crashes (like it did today when I moved from Vercel to AWS), or when a user complains about a bug... there is no one else to blame but ME.

I am fixing bugs on code that was working yesterday. I am confused about the direction. But I realized one thing: I asked for this freedom. Now I have to own the responsibility that comes with it.

To all the founders fighting their own mind today: You are the General. The confusion is part of the job description.

#FounderLife #Entrepreneurship #MentalHealth #BuildingInPublic #Startup #Coderfarm #Day8 #Leadership

Hiring Full Stack Developer Intern | Learn AI Coding | Coderfarm

We are looking for a dedicated and passionate Full Stack Developer Intern to join the Coderfarm team immediately. This is a unique opportunity to work on real-world projects and get hands-on training in AI-assisted coding.

🚀 What You Will Learn & Do:
1. Work on Full Stack development projects.
2. Learn how to integrate AI tools into coding workflows (huge career benefit).
3. Collaborate with the core team to build scalable features.

✅ Requirements:
1. Basic knowledge of Full Stack technologies (MERN stack preferred).
2. Willingness to dedicate 8 hours/day.
3. Serious attitude towards learning and delivery.

💼 Internship Details:
1. Duration: 4 Months
2. Stipend: ₹5,000/month (Subject to performance and dedication).
3. Schedule: 6 Days a week | 8 Hours a day.
4. Location: https://lnkd.in/dGpVaADe
5. Perks: Experience Certificate + AI Coding Training.

Note: The stipend and certificate will be awarded strictly based on your dedication, skill application, and successful completion of tasks.

📩 How to Apply: Send your resume and GitHub portfolio to hr@coderfarm.in.

Open article: Coder Farm Pvt Ltd · Indore, Madhya Pradesh, India by share.google

Coder Farm Pvt Ltd · Indore, Madhya Pradesh, India

The hardest part of running a startup isn't writing the code. It's choosing what NOT to do. 📉
It’s Day 5 of my 'Building in Public' journey with Coderfarm.
While the product is stable and the team (Abhilasha, Rohit, and I) is executing fast—fixing bugs on the spot and managing 40K data points—my strategy mind is stuck.
I have 3 paths, but limited bandwidth. I need your help to pick one:
1️⃣ SEO: We need organic growth. But can a bootstrapped team wait 6 months for results?
2️⃣ Viral Tool (Gemini API): Build a free 'Resume Health Check' tool and market it via Reels. High traffic potential, but distracts from the main product.
3️⃣ Direct Outreach: Create a killer 'Demo Video' and send it to Institutes before cold calling. High conversion, lower volume.
If you were in my shoes today, what would you prioritize?
Please drop a 1, 2, or 3 in the comments. I’m reading every suggestion. 👇
#BuildingInPublic #StartupIndia #FounderLife #SaaS #MarketingStrategy #Coderfarm #IndoreStartups

Content Creator & Video Editor Intern | Internship + PPO Opportunity | Coderfarm

Are you a creative storyteller who loves editing? Coderfarm is hiring a Content Creator & Video Editor Intern who can edit high-quality videos and help us grow our brand.

🚀 Key Responsibilities:
1. Edit engaging videos for social media (Instagram/YouTube).
2. Brainstorm content ideas and execute shoots (if applicable).
3. Maintain high quality and storytelling standards.

✅ Requirements:
1. Proficiency in video editing software (Premiere Pro, DaVinci, or CapCut).
2. Creative mindset and attention to detail.
3. Ability to work 8 hours/day with dedication.

💼 Internship Details:
1. Stipend: ₹5,000/month (Performance-based).
2. Future Scope: High chance of a Full-Time Job Offer (PPO) after the internship based on performance.
3. Schedule: 6 Days a week | 8 Hours a day.
4. Location: https://lnkd.in/dagnPZCY

Note: We are looking for serious candidates only. Stipend and Certificate are contingent upon quality work and commitment.

📩 How to Apply: Send your portfolio/best edits to hr@coderfarm.in

taplio

The Battle

John Woodberry

Dheeraj Khandare

Followers

Posts

Engagements

Likes

Performance ScoreJohn Woodberry's LinkedIn Performance

Performance ScoreDheeraj Khandare's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

John Woodberry

Dheeraj Khandare

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);}John Woodberry's LinkedIn Performance

Performance ScoreDheeraj Khandare's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreJohn Woodberry's LinkedIn Performance