To build sustainable business value, you start with the goal, then earn the reputation that makes it possible.

At Reputation Sherpa, we guide CEOs and leadership teams to work backwards from their growth targets to define the reputation they need to achieve them. Then we help make it real.

Clients have attributed nearly half a billion dollars in added business value to this process.
Because when your reputation is clear, every path to growth gets easier:

--> Clients choose you faster
--> Employees stay longer
--> Investors see greater value

Using our CARAT framework (Credibility, Attention, Relatability, Authority, and Trust) we help turn your invisible wins into visible credibility.

Our frameworks are built on more than 15 years of research, psychology, and results across sectors from professional services to tech and infrastructure.

The outcome is a stronger reputation, inside and out, that amplifies your brand, builds stakeholder confidence, and increases the future value of your business.

If you’re ready to start with the goal and build the reputation that gets you there, let’s talk.

For insights on proactive reputation building, or to start a conversation, let's connect.

Jo Kinner

Any organisation that's thrived for 30 years creates significant value.
But it's so often buried under layers of words no one is reading.

For HCB Group, their reputation was already strong in one market. It just wasn’t transferring into a new geography with a different industry culture. 

After a session with their UK and Australian teams, we surfaced the gems in their offer. Then we created clear, value-based positioning and messaging for their internal team to roll out.

Of course, there’s more to be done. Reputation is a journey. 
Knowing where to start and what to do next makes for an easier climb.

Thank you Jim Harris, Derek Perkins 🇦🇺 and the HCB team. Working with people this kind and committed is always a pleasure.

Take your business further with a higher reputation | We guide you | Founding Partner at Reputation Sherpa

It takes around two months to climb Mt. Everest. 

I must admit that's longer than I thought. (I mean, how hard can it be? 😜 !!)

Some guides offer "fast track" expeditions, but they're riskier. It takes time to acclimatise to a higher elevation.

After weeks of trekking to base camp, climbers ascend gradually, build a higher camp, come back, rest and recover. When they set off again, they're better prepared. And each time they start from a higher place.

It's the same with organisations that succeed long-term. They don't overextend by pushing too hard too soon.

The clients I've helped reach their particular summits 
--> better quality clients
--> new revenue targets
--> first customers in a new market
--> investor confidence
--> a sale or acquisition 
didn't get there in one go either. 

They pushed ahead toward their reputation goal, then paused. When they called me back in (sometimes two years later), they were ready to go again.  

The pause is vital. CEOs and teams need time to acclimatise to internal changes and consolidate their resources. Then they set off from a higher place than before. 

If you're aiming for your next peak and are promised a rapid ascent to the top, think about the risks of overextending. 

Why is it that we always chase the promise of fast results, when we know a controlled climb is the best way to get where we're going?

----
I'm Jo from Reputation Sherpa. I help business leaders use reputation as a strategic tool to build long term value in their company and brand.

Why are some women reporting a massive boost in reach by switching their profile gender to "male?" It seems the use of AI is compounding the issue.

I dug into this and here's what I found:
--> LinkedIn doesn't filter content by demographics like gender or race
--> Its algorithm ranks and recommends content based on “quality”
--> Higher quality content is then amplified to test for engagement

So the first question is: What counts as "quality" to an algorithm? 
It appears to use leadership signals as filters. It ranks for topic authority, network size, job seniority, engagement levels, and language style.

On a business platform, that makes sense. But there's a problem. 

Algorithms aren't neutral. They absorb social and cultural patterns from the world. Those patterns have bias baked in. 

Research shows the algo rewards a direct, decisive language style. Writing that's more tentative or reflective gets filtered out. Not because readers reject it. Just because they don't get to see it.

AI content is reinforcing this dominant style. 
-->More people use AI to write posts 
--> those posts sound like 'leadership' and get amplified
--> AI tools learn what 'works' on LinkedIn and generate more of it. 

So no, LinkedIn isn’t suppressing content based on a gender switch. It doesn’t need to. The data is encoding what business leadership looks and sounds like and dishing up more of that, whether we like it or not!

Who else has experimented with this? Keen to know what you found.
---
I'm Jo. I usually post about reputation but sometimes deviate.

--> "Reputation is dead!" 
--> "You don't need brand trust."

I've seen some spicy takes on LinkedIn lately.

After my initial 𝘱𝘧𝘧𝘵𝘴, I decided to actually read the posts. The points were valid. They just looked at the issue from a different frame of reference. 

It's true that not all brands need to build trust equally. 
They only need to meet the baseline level of trust for their category. And that baseline varies widely.

You don't need to trust a hammer brand the same way you trust a car brand. And a barber doesn't rely on reputation the same way a financial adviser does.  

For low-involvement categories, the baseline is simpler: safe, effective, available, fairly priced. 

As price and complexity increase, so do risk and expectations. Expertise, honesty, compliance, and leadership all matter more. So does trust.

The more brand trust and reputation are 𝘸𝘰𝘳𝘵𝘩 to your business, the more you need to invest in them. 

So when someone says, "reputation is dead," maybe they mean "reputation is less important to some companies than others." But that's not exactly a scroll-stopping hook! 😜

What's been called “dead” in your industry that might just need viewing from a different angle?

----
I'm Jo from Reputation Sherpa. I help business leaders use reputation as a strategic tool to build long term value in their company and brand.

I had a different post planned for today. But after reading the news, I couldn't write about business reputation. 

All day I've been thinking about the reputation of people. 

In particular, individuals willing to stake their personal reputation on the belief that power and privilege will protect them, no matter what.

So they deny, distract, and deflect, waiting for the expected protections to kick in. 

But as my mum always used to say, "truth will out." (Shakespeare might have said it first, but it holds up whatever). 

And when that happens, the repeated lies -- and the arrogance and entitlement that accompanies them -- make everything worse.

I watched the interview the late Virginia Giuffre gave to journalist Tara Brown. 
She talked about that infamous photo of her with the former Prince. She described the room, the girls, the power dynamics, the dehumanisation. It was a hard listen. 

Of course we've all heard the denials: I've never met her, I don't remember, the photo might be doctored, those aren't my fingers. 👀 🫱 Deny, distract, deflect.

Now we see evidence of the pleading for protection, asking others to deny everything, complaining their lives are being ruined. The pattern of believing a title will make everything uncomfortable disappear.

The point is, whether you run a country or a company, your reputation isn't protected by privilege. Reputations are built on trust and protected by truth.

The first rule of crisis communication is: Don’t make it worse.
But those who believe they’re untouchable do exactly that. And their personal reputations, rightly, pay the ultimate price.

Back to normal business programming shortly. 🤨

Open article: 'I can't take any more': Former prince Andrew emailed Epstein for help by abc.net.au

'I can't take any more': Former prince Andrew emailed Epstein for help

A financial services CEO told me their clients didn't care about brand. 

We were about to interview their stakeholders and brand is one of the dimensions we explore. 

Sure enough, the first two clients said "brand doesn't matter." They were happy this firm flew under the radar. To them, a known brand just meant higher prices. 

Interesting, I thought. These were loyal clients in their traditional niche.
-->they already trusted them
-->they knew the quality of their work
-->they'd experienced promises kept 
--> it was a close-knit industry where word of mouth travelled.

They didn't care about brand. They already had the evidence they needed.

Then I spoke with newer clients and referrers in the larger growth market they saw as their future. They loved my client's service, but said:
--> their website didn't look professional
--> they wanted materials to share that explained the firm's value
--> their own clients preferred to deal with a recognised name

This firm was highly regarded and didn't need a major overhaul.
We clarified their positioning, refreshed their visual identity and produced a strong company profile informed by their clients' perspectives. Not long afterwards, they were acquired by a leading player in the new market.

If your current clients “don’t care about brand,” it’s likely because they already trust you. But future clients don't come with trust built in. How does your services firm make its value clear?

This report by Craig Badings and SenateSHJ on the Future of Reputation is timely reading for anyone leading through uncertainty. 

We're moving further into an era where disinformation, polarisation, and AI make it harder to know where to place our trust. And where, as Scott Sayres puts it, "it's never been easier to torpedo a company with half-truths and lies." 

Building an aligned reputation "from within," as Alan Chumley says, gives organisations a structural integrity that can resist many pressures.

The report dispels common misconceptions about what reputation is and isn't, and positions it firmly at the centre of business strategy (where it belongs!)

Thank you, Craig for undertaking this important work and for inviting me to take part. Thanks also to the many leaders featured who've advanced our collective understanding in an area I am passionate about.
Look forward to learning with and from you.

Partner at SenateSHJ, PRovoke Innovator Asia Pacific 2024. Passionate about building and protecting your reputation

What a privilege it has been to interview the 44 global experts on reputation, corporate affairs, communication and risk for SenateSHJ's Future of Reputation 2030 report.  

For anyone in an executive role that touches on communication, culture, risk or reputation, this is essential reading. Here is the link - go to the bottom of the web page and you can download the full report:  https://lnkd.in/gJGHwFji 

Unfortunately, I am limited by how many people I can tag below, but a massive thank you to the experts who took part:
Oliver Freedman, Anthony Larmon, Patricia Santa Marina, Tony Jaques, Stephen Waddington, Gary Davies, Paola Vallejo, Chris Savage, Trevor Young, Peter M. Sandman, Jo Kinner, Mike Abel, Dirk Aarts, Rod Cartwright, Dustin Chick, Kasper Ulf Nielsen, Emmanuel Goedseels, Michael Felber, Basil Towers, Tony Langham, Sandra Macleod, Peter Heneghan, Mark Hutcheon, Amy Binder, Scott Sayres, Lori Turner, Ron Culp, Ralph Jackson, Mignon van Halderen, Elliot S. Schreiber, David McCarthy, Karine Lohitnavy, Lida Citroen, Paul Stamsnjider, Rupert Hugh-Jones, Richard Tsang, Victoria Cross, Alan Chumley, Jason Laird, Helio Fred Garcia, Gerry McCusker, Stephen Thomas, Thomas Fife-Schaw and Will Hetherton

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

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.

Every company talks about retention.
 Few talk about why people actually stay.

In an AI-driven world, it’s easy to think algorithms, automation, and analytics hold the answers.

But after seeing how teams grow (and fall apart), here’s what I’ve learned:
People don’t leave jobs. They leave environments that stop respecting them.

Here’s what actually makes people stay:
↳ A manager who listens before reacting
↳ A team that celebrates wins and supports through losses
↳ A workplace that invests in learning, not just output
↳ Leaders who give feedback with empathy, not ego
↳ A culture that values growth over grind

Because no one walks away from a place where they’re:
 ✅ Respected
 ✅ Well-paid
 ✅ Growing

AI can predict turnover.
AI can track engagement.
AI can automate reviews.

But AI can’t create belonging.
 That still takes humans.

Reality is:
 • Respect costs nothing.
 • Fair pay is strategy, not charity.
 • Growth is the best retention policy.

So while the future of work is powered by AI,
 the best workplaces will still be built on R.E.S.P.E.C.T.

What’s one thing your company does that actually makes people want to stay? I’d love to hear the real examples, not the brochure ones.

👉 Follow for more thoughts on people, culture, and the real future of work.
🔁 Repost to remind leaders: AI can enhance work, but only humans can make it meaningful.

200K+ LinkedIn & Newsletter Community | Helping Founders and Leaders Scale with LinkedIn Growth, Talent Acquisition/Hiring & Brand Partnerships | AI-Savvy - Human-First Approach | Neurodiversity Advocate

Hiring for attitude > Hiring for experience.
And more leaders need to say this out loud.

Over the years, one truth has become unmistakably clear:
👉 Skills can be taught.
👉 Mindset is much harder to change.

You can train someone on tools, processes, and systems…
But you can’t teach someone to be kind, collaborative, or solution-oriented if they’re rooted in negativity.

When you hire people with:
✨ A positive mindset
✨ A willingness to learn
✨ A team-first attitude

You’re not just filling a role, you’re strengthening your culture.

What do you value most when hiring, skills or mindset?

Behind every resume you reject is a story you'll never hear. I have heard them. 

A mother who practiced her interview answers at 2 AM while feeding her baby.

A father who took coding classes during lunch breaks to provide a better future.

A graduate who worked three jobs to pay for the degree on that page.

That "gap year/years"?
↳ Cancer treatment
↳ Caring for aging parents
↳ Rebuilding after loss
↳ Taking care of a child with disability. 

That "job hopping"?
↳ Escaping toxic workplaces
↳ Chasing growth opportunities as family size and expenses increased
↳ Following life's unexpected turns

So hiring team....before you say:
"Not enough experience"
"Over-qualified"
"Not the right fit"

Remember:
This isn't just a document.
It's someone's hopes, dreams, and future.

The most important qualifications don't fit on a resume:
• Resilience
• Determination
• Heart

📄 Next time you or AI reviews a resume,
Look beyond the bullet points.
There's a human story waiting to be heard.

💭 What's the story behind your resume?
Share below 👇
♻️ Hit repost and add me to your network. I’ll keep you updated on what’s changing in careers and hiring.

Some of the world’s greatest innovations were born from rejection.

Visionaries who were underestimated went on to reshape entire industries.
🚗 Toyota rejected a mechanic’s new design idea- he built Honda instead.
🐂 Ferrari dismissed advice from a tractor maker- he built Lamborghini.
🏎️ Lamborghini refused to fund an engineer’s carbon-fiber project- he built Pagani.
💻 HP turned down a computer idea from their own engineer- he co-founded Apple.
🎮 Nintendo walked away from a Sony engineer’s disc-console concept- he built PlayStation.
📼 Blockbuster laughed at a founder looking to partner- he built Netflix.
Rejection isn’t a dead end. It’s a redirection.

Sometimes the “no” you hear today becomes the reason you build something the world can’t ignore tomorrow.

If you’re working on something bold and people don’t get it yet…
Keep going.

What’s one rejection that pushed you toward something better? Share your story below. 
Repost as someone might need this reminder to keep going. Thanks!

Visual Credit: Chandrakumar K. Pillai

Rejection Leads to Big Things

Kindness is not a weakness, it’s a leadership advantage.

In a world that often rewards speed, competition, and “winning at all costs,” kindness can feel underrated.

✔️ Kindness builds trust.
✔️ Kindness strengthens teams.
✔️ Kindness fuels collaboration.
✔️ Kindness creates leaders people want to follow.

Some of the strongest professionals I know are the ones who choose empathy even when it’s not the easiest option.

Let’s stop treating kindness like a liability.
It’s a skill.
A strategy.
A strength.

Imagine what our workplaces would look like if kindness was the standard, not the exception.

💬 How has kindness positively impacted your career, life or workplace?

Kumud Deepali Rudraraju, SHRM CP

Applaud yourself, even for the smallest wins. Because progress doesn’t always look like big milestones.

Sometimes it’s:
 ✨ showing up when you didn’t feel like it
 ✨ learning a new skill one tiny step at a time
 ✨ choosing growth over comfort
 ✨ getting back up no matter how many times things didn’t work out

Small wins build momentum.

Momentum builds confidence.

And confidence builds the kind of results everyone else eventually notices.

But you don’t need the applause of others to validate your journey. Start by giving it to yourself.

Celebrate the small stuff, it's the fuel that gets you to the big stuff. What small win are you celebrating today?

The next level in your career doesn’t always come with a new title.
Sometimes, it just brings peace. 🌿

Lately, I’ve realized something surprising, about 7 out of 10 people I speak to have forgotten why they started working in the first place.

They’re caught in routines.

Meetings, reports, promotions, repeat.

Year after year, chasing a version of success someone else defined for them.

It reminds me of how we were once sent to school; same time, same classes, same expectations. Only now, we call it a career.

But somewhere in the process, many of us stopped asking:
 👉 What’s the purpose behind all this effort?
 👉 What does “next level” really mean to me?

For me, the answer changed over time. It used to be about growth, then recognition… but today, it’s about peace; doing meaningful work without losing myself in it.

The truth is, the most important part of your career can’t be measured on a payslip or written in a job title.

It’s the fulfillment, freedom, and calm you feel when your work finally aligns with your values.

So as you plan your next move, remember:
You don’t always have to climb higher.
Sometimes, you just have to come home to yourself. 

♻️ Repost, 👍 like and connect with me as I share with you daily uplifting life and career oriented posts! 

#CareerGrowth #PurposeDriven #MindfulLeadership #WorkLifeBalance #PeaceOverPressure #LinkedInCommunity

✨ Say yes, and let growth catch up later.

How many times have we held ourselves back because we didn't feel “ready enough”?

Reality is, nobody ever feels 100% ready. Confidence is built after taking the leap, not before.

Some of the biggest milestones in my journey came from saying yes first:
Yes to roles I’d never done
Yes to projects that felt intimidating
Yes to challenges that forced me to level up
Every “yes” stretched me. Every stretch expanded my capability.

🔥 Growth is uncomfortable. But that discomfort is where transformation begins.

So here’s a gentle reminder for anyone hesitating today:
Don’t wait for perfection. Say yes. Show up. Learn on the way.

What’s one opportunity you said “yes” to before you felt ready?

People don't quit jobs. They quit broken promises.

Here's what really drives talent away:

1. Managers Who Don't Lead
↳ Taking credit, not responsibility
↳ "Do as I say" instead of "Let me show you"
↳ Focused on control, not growth

2. Toxic Cultures
↳ Politics over performance
↳ Blame games instead of solutions
↳ "That's how we've always done it"

3. Micromanagement
↳ Trust is just a word on the wall
↳ Every decision needs approval
↳ No room to breathe or innovate

4. Zero Recognition
↳ Achievements go unnoticed
↳ Extra effort = Extra expectations
↳ Praise in private, criticism in public

5. Poor Communication
↳ Decisions made in black boxes
↳ Feedback is a yearly event
↳ Transparency only when convenient

6. Growth Dead Ends
↳ Learning = Your problem
↳ Promotions based on tenure
↳ Skills rot while promises don't

7. Rigid Work Rules
↳ One-size-fits-none policies
↳ Flexibility = Physical presence
↳ Life adapts to work, never reverse

8. Human → Number
↳ Metrics over meaning
↳ Burnout is a badge
↳ Personal crisis? Use PTO

Reality:
Great talent doesn't leave great environments.
They leave leaders who don't create them.

For Leaders:
Which of these are you guilty of?
(Be honest, we all have blind spots)

🎯 For Companies:
Your "retention strategy" is broken if you're:
• Exit interviewing instead of stay interviewing
• Fixing symptoms instead of systems
• Hoping free lunch beats toxic culture

Which one of these hit hardest for you?

Drop your thoughts below, or add your own to the list.

If you believe culture > perks:
🔁 Repost to spark reflection.
🔔 Follow for more no-fluff insights on leadership, culture, and talent that actually sticks.

FACT: Having a good manager is a blessing.

Not the kind you appreciate only during appraisal season…

But the kind that shapes your career in ways you don’t fully realize until much later.

A good manager doesn’t just assign tasks.
They mentor, guide, empower, and protect their team.
They create an environment where you feel safe enough to try, fail, grow, and shine.

If you’ve ever worked under a truly great manager, you know the difference:
 ✔️ You learn faster
 ✔️ You feel valued
 ✔️ You’re trusted
 ✔️ You’re motivated
 ✔️ And most importantly; you become better, not just as an employee, but as a person

Great managers don’t just lead teams.
 They build people.
 And that’s rare.
 And worth celebrating.

🔁 Repost this to appreciate great managers
👥 …and tag a manager who made a real difference in your journey.

Image Credit: Daksh Sethi

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.

AI isn’t just creating new tools, it’s creating entirely new careers.

And as I move deeper into my own AI journey, I want to take you with me.

If you're building a team, hiring talent, or planning your own career path, understanding this new landscape is no longer optional. It’s a competitive advantage.

Here's a breakdown of emerging AI roles that are essential for building the future of AI-driven systems:

AI Roles:

1. Model Manager
Oversees development, deployment, and performance of ML models.
Tech Stack: Python, TensorFlow, Kubernetes, Docker.

2. ML Engineer
Designs, develops, and deploys scalable machine learning solutions.
Tech Stack: Python, PyTorch, AWS/GCP, SQL.

3. Data Engineer
Creates and maintains data pipelines for model training.
Tech Stack: Python, Spark, Kafka, AWS/GCP.

4. AI Architect
Designs scalable AI systems integrated with existing infrastructure.
Tech Stack: Python, Kubernetes, Microservices, Docker.

5. Data Scientist
Analyzes data to build predictive models and generate insights.
Tech Stack: Python, R, TensorFlow, Hadoop.

6. AI Developer
Develops AI applications, integrating ML algorithms into production.
Tech Stack: Python, Java, TensorFlow, Kubernetes.

7. Decision Engineer
Builds systems to automate decision-making using AI models.
Tech Stack: Python, ML frameworks, Cloud platforms.

---

Emerging AI Roles:

8. Analytics Engineer
Transforms data into actionable insights using analytics tools.
Tech Stack: Python, SQL, Tableau, Apache Airflow.

9. AI Product Manager
Manages the lifecycle of AI-driven products, bridging technical teams and stakeholders.
Tech Stack: Jira, Python (basic), Agile methodologies.

10. UX Designer (AI)
Designs user interfaces for AI applications, ensuring seamless AI-powered experiences.
Tech Stack: Figma, Adobe XD, HTML/CSS, JavaScript.

11. Head of AI
Leads AI strategy across the organization, ensuring alignment with business goals.
Tech Stack: Leadership tools, Cloud platforms, Project management software.

12. D&A and AI Translator
Translates business needs into technical AI solutions, bridging the gap between teams.
Tech Stack: Python, SQL, Jira, Agile.

---

Must-have AI Roles:

13. AI Risk and Governance Specialist
Ensures compliance with legal, ethical, and regulatory standards for AI systems.
Tech Stack: Compliance tools, Risk management software.

14. Model Validator
Validates the accuracy and reliability of ML models in real-world environments.
Tech Stack: Python, Scikit-learn, TensorFlow.

15. Prompt Engineer
Optimizes large language models by fine-tuning prompts for better performance.
Tech Stack: Python, NLP frameworks, Hugging Face.

16. AI Ethicist
Ensures AI systems are fair, transparent, and ethically sound.
Tech Stack: Ethical guidelines, Compliance tools.

If you want to stay ahead of the AI curve, follow along. Let’s navigate the AI era together.

Which of these roles fascinates you the most, or aligns with your next career move? Comment below.

#AI

📌 The Reality Behind "AI Engineer" Job Descriptions
Scrolling through job posts lately feels like reading the requirements for an entire Data & AI department squeezed into a single role.

Too often, companies are looking for one person who can:
🔹 Build backend systems
🔹 Develop full-stack applications
🔹 Architect data pipelines
🔹 Manage databases
🔹 Run MLOps and CI/CD
🔹 Ship deep learning models
🔹 Handle cloud infrastructure
🔹 Optimize GPU workloads
🔹 Maintain Kubernetes clusters
🔹 …and write documentation on top of it

🚫 This is not an “AI Engineer.”
✅ This is a full Data, ML, and Platform team.

When organizations overload a single role, a few things happen:
1️⃣ Product delivery slows down
2️⃣ Burnout skyrockets
3️⃣ Security gaps emerge
4️⃣ Knowledge becomes siloed
5️⃣ Retention drops

In the era of AI transformation, building the right team matters more than ever.
A successful Data & AI function requires specialization, collaboration, and clear role boundaries.

If you're a recruiter or hiring manager, consider:
What skills are actually essential for the role?
Which responsibilities belong to other teams?
How can you design a role that sets someone up for success?

The future of AI isn’t built by unicorns.
It’s built by well-structured teams. What do you think? Do join the conversation in the comments below.

Respect isn’t a reward, it’s a habit.
Some of the most impactful people I’ve met weren’t the ones with the highest titles, the longest résumés, or the loudest voices.

They were the ones who showed kindness without conditions.
In a world that often measures worth by position, pay grade, or pedigree, choosing to respect someone simply because they’re human is a quieter, deeper form of leadership.

Reality is: 
 You never know the story behind a person.
 You never know the battles they’ve fought.
 And you never know how far a moment of respect can go.

Make it a habit to value people before you evaluate them.
Everything else comes after.

What’s one small act of respect you believe the workplace needs more of? 🙏
Repost if you share this sentiment.

Will AI make us forget about books?

I hope not. Because I already regret how little I read today. Some days, I catch myself relying on AI summaries, bite-sized content, and quick insights… and I wonder if we’re slowly losing the one habit that made us truly wise: reading real books.

There was a time when I could finish a book in 3 hours. And honestly, those were my smartest years.

Not because I had more information. But because books shape you differently. They make you think slower, deeper, and more honestly.

AI can give you answers. 
But books give you perspective.
AI can save you time.
But books give you wisdom.

Here’s a quiet reminder, for you and for me:
📚 Go back to books.
 Slow down.
 Read deeply.
 Let your mind stretch again.

Because the easiest way to grow…
is still sitting quietly on your shelf.

What book made you wiser than any life experience ever did?
Repost to remind someone, maybe you that reading is still one of the purest ways to grow. Don’t let it slip away.

Big thanks to Ankur Warikoo (5X Best Selling Author) for the wonderful visual and recommendations.

20 Books to Understand the World 

Everyone talks about mindset like it’s an accessory.

Something you put on in the morning and forget by lunch.

Reality is you live inside your mind 24/7. It’s your permanent address.

So ask yourself, 
If your thoughts were a home… would you want to live there?

Most people don’t.

Because they fill it with things that don’t belong:
 • “I’m not good enough.”
 • “What if I fail?”
 • “Everyone else is doing better.”

And yet, they wonder why they never feel at peace.

And the wrong questions we often ask ourselves:
 ❌ “Why can’t I be like them?”
 ❌ “What’s wrong with me?”
 ❌ “When will I finally be enough?”
Try swapping them for these:
 ✅ “What’s one thing I’m proud or grateful of today?”
 ✅ “What would I tell a friend who felt like this?”
 ✅ “What’s one small thing I can control right now?”

That’s how you start making your head a nice place to be. Not through toxic positivity. But through daily rewiring, one kinder thought at a time.

 So build something beautiful.

What’s one small way you make your mind a nicer place to be?

Repost as someone might need this reminder today! 
Follow me, (Kumud Deepali R.) for daily self reflection posts!

200K+ LinkedIn & Newsletter Community | Helping Founders and Leaders Scale with LinkedIn Growth, Talent Acquisition/Hiring & Brand Partnerships | AI-Savvy - Human-First Approach - Neurodiversity Advocate

Inspiration didn’t die with success.
It died the moment we started believing that only the people “on top” had stories worth telling.

Inspiration isn’t always about winning.

It’s about helping.
🔹 The mentor who stays late to guide someone new.
🔹 The parent who rebuilds from zero again.
🔹 The friend who keeps showing up when it’s hard.

We don’t talk enough about those kinds of stories.
The quiet ones.
The real ones.

Not every chapter needs to scream achievement.

Some are just about healing, growing, or giving.

So if your story doesn’t move you anymore, rewrite it.
Not to impress others,
but to remind yourself that you still care.

Inspiration isn’t about being untouchable.

It’s about being human enough to lift others while you rise.

👉 What part of your story are you rewriting right now?
 Drop it below, your next chapter might inspire someone else to start theirs.
♻️ Repost to inspire others. 

Image Credit: Sarah Blakely

A friend called me after a job interview, upset and confused.
She’d made it to the final round.
She nailed every question.
But the feedback?

“You’re not a good cultural fit.”

She asked what that meant.
They couldn’t give a clear answer.

Here’s the thing; “not a good fit” often isn’t about culture at all.
It’s about comfort.

She had opinions.
She asked questions.
She set boundaries.

And that made them uncomfortable.

Here’s what that hiring manager didn’t understand:
 • Great hires bring new perspectives, not just agreement
 • Boundaries aren’t barriers, they’re signs of self-awareness
 • Culture fit shouldn’t mean “think like us”, it should mean “add to us”

The irony?

Companies keep saying they want innovation, but filter out anyone who might challenge the status quo.

If you’re hiring stop looking for clones.
Start looking for catalysts.

How do you define a good cultural fit in a workplace? Share in the comments below. 

👉 Follow me for more insights on leadership, hiring, and building teams that grow, not just agree.
♻️ Share if you’ve ever heard “not a good cultural fit” after staying true to your values.

Image Credit: Stefanie Costi

🚀 The Future Isn’t Coming… It’s Already Knocking.

Looking at this visual breakdown of what may happen in our lifetime, one thing becomes clear:

We’re living through the most disruptive era in human history.

Some predictions that stand out:
🔹 Money will be fully digital and cash will disappear.
🔹 AI will become our closest companion, not just a tool.
🔹 Phones may last for years on a single charge.
🔹 AI will automate most of the tasks humans do today.
🔹 Real-time translation will erase language barriers.
🔹 Humans will walk on Mars.
🔹 The world’s first trillionaire will emerge.
🔹 Self-driving cars will replace human drivers entirely.
🔹 Almost every home will have a personal robot.
🔹 Space tourism will become normal.
🔹 Global population will start shrinking.
🔹 Massive data centers will orbit Earth.
🔹 Living past 100 will become common.
Whether these excite you or terrify you…
they will redefine how we work, live, and connect.

The real question is:
👉 Are you preparing to adapt, or waiting to be disrupted?

Because one thing is certain:
The future won’t wait for any of us.

💬 Your turn: Which prediction do YOU think will happen first?

❤️ Drop a heart if you liked this post
🔁 Repost to inspire someone today

Image Credit: evolution ai (Instagram)

Things Happening In This Lifetime

Ready to Ace Your Next Interview? 🚀

I'm excited to share a list of the top 100 interview questions, drawn from over a decade of recruitment experience and setting up 8,000+ interviews! 🎯 

Candidates have been successfully placed at companies such as Amazon, Cognizant, Avanade, Endpoint Clinical, Domino Data Lab, Atlan, Wells Fargo, Google, BCBS, Kaiser Permanente, and Silicon Valley Bank, among others.

Whether you're prepping for your first interview or looking to sharpen your skills, this list is a valuable resource. Let's boost your confidence and get you one step closer to landing your dream job! 💼

Swipe the document to go through all the questions and don't forget to download and save for future use. 

Stay tuned and follow me for more tips and tricks on how to impress your interviewers. Let's ace those interviews together and share ♻ with your friends!

Follow me Kumud Deepali R. and Proven Patterns for more posts on job search, interviews, hiring, workplace truths and resume tips!

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