I advice on Product Management | Growing your customer base | Career Growth

2X-Founder | Author | Growth | Ultra Runner | Writer

From failed startups to scaling Truepush to 100B+ notifications monthly and 4,500+ customers worldwide, I've learned what it takes to build products people need and grow them relentlessly.

I built Truepush from paper wireframes to becoming a top 10 global player in our category. At Alohaa.ai, I doubled sales within just 3 months and drove consistent month-over-month revenue growth.
Beyond business, I push limits personally. 

I recently completed an 82.4km ultra run during a 12-hour stadium event. Mountains, travel, and nature are where I find liberation through both excitement and boredom.

Learning obsessively fuels everything I do. I've devoured 336+ books, and continuously invest in courses (Mindvalley, MasterClass, Matt Gray, Justin Welsh, Reforge and more).

When knowledge compounds with consistent execution, results follow:

- Built a 25,000-person startup community across 3 cities
- Published 250+ LinkedIn posts in 2024 alone
- Recognized among the top 1% of mentors on Topmate.io
- Created Solopreneur OS to help others identify market gaps and build growth systems

All while maintaining 7 hours of sleep nightly, seeing friends regularly, and maintaining my unusual preference for vegetables over chocolate (though I love both).

Want to build something great? Let's connect.

Manoj Surya

A lot of things happened over the weekend 

1) Spoke at TG10x in morning walks session, sold 19 books instantly (+1 gifted)  

2) Crossed 100 books sales on the same day (currently 125 sold)

3) printed 2nd batch of books and dispatched to Amazon (last 5 left from the first batch)

4) Did not have Zero books sales day so far(got book purchases every day from the launch)

5) Two nice people from my network suggested podcasts/Insta live and I applied to talk in one online (so 3 opportunities all with in next 7 days)

6) Got 10 5-star reviews on Amazon (and more of them to be approved by Amazon to be made live)

This is a great start of the launch week and trying make the best out of this.

If you still haven’t bought your copy, you can find it here - https://amzn.in/d/42ldCCz 

PS: I’m looking for a workshop or speaking slot at Hyderabad Literary Festival , if someone can refer to the right person, will be grateful. 

Also if you know any podcasts / events / people who like to do podcasts / linkedin / Insta lives, please do refer.

2X Founder | Author - The Serotonin Addict | Head of Growth | Ultra Runner | I write on Growth for B2B and Personal Learnings

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There are 4 types of people (the 4th type is the dangerous)

1) Unconditional love and support
These are people who will support you because, well, you are putting in the work.
These people may or may not know you, but  their nature is for you(and everyone) to succeed

2) Support from proof
These are people who will support you after seeing your journey and have built trust from you (most people)

3) Not your audiance
These are people who aren't the audience for your work. They are good people, just that, your work isn't a fit for them

4) <irrational> Humans
These are people who may have met you years ago and still refuse to believe you are doing great work now. Because they have an image of your immature self when you were young and stupid

I kind of didn't like crossing paths with this 4th kind of people until recently. Now started feeling pity for them that they have never grown as humans because they can't see growth in others and live in a decade(s) old delusion.

Publishing The Serotonin Addict exposed me with this truth again of different kinds of people.

PS: I sent Amazon 80 books in the first batch, thinking it would take a few months to sell. It's only a month, and it has sold close to 200 books (online and offline together).

You can get your copy here: https://amzn.in/d/izkzfP9

At Hyderabad Literary Festival , 

- Found one of the youngest reader picking The Serotonin Addict book 
- Found an elder person reading a book (randomly)
- Rajat sir started La Ultra series (111km to 555km runs), read how first book. So glad to exchange our books today (with his second book)

More to come.

PS: If you are in Hyderabad Literary Festival, do buy your The Serotonin Addict book from Orient Black Swan book stall :)

171 sales in total 

Crossed 101 physical books sales on Amazon  today 
7 kindle sales
Remaining offline sales

(All paid. Not including giveaways in this)

Publishing a book is something 
But seeing more people reading your book and benefiting is something else 

#grateful

graphical user interface, text, application

Out of stock on 8th day of release

So far 132 books sold (physical books and kindle together) 

1) If you use kindle or want to explore, 
you can check the kindle edition here - https://amzn.in/d/3BdSfZd

2) If are in Hyderabad and want a physical book, you can DM me

Will update once it’s back for Amazon physical copies across India

Had good sales for The Serotonin Addict book at Hyderabad Literary Festival.

Today woke up to seeing this happening 

My profile is verified as author profile on Medium

Small shift in identity change as an author - being reinforced in real world

More milestones to come

My own book surprised me(in good ways)

Last month, I published my book, The Serotonin Addict.

I sent 80 copies to Amazon, hoping it would last for a few months.
They were sold out in 5 days.

Amazon replenished my stock after 12 days of shipping my books to them(the wait felt like forever).

Here is what happened in one month

My sales are close to 200 books now :) (both online and offline together)
- I have done 2 podcasts.
- 2 offline speaking engagements
- Books displayed/sold in Hyderabad Book Fair and Hyderabad Literary Fest
- Got 1 blog review
- 25 reviews on Physical copy, 1 on Kindle, 3 on Goodreads.
- About 35 people shared the book on their stories (check my Instagram highlights)
- I approached a few publishers (this may take a few months of work)

This is a surprise I did not expect for so much to happen in a month.

Next month I have

- 1 podcast with a wellness company
- Planning one offline launch (okay, I will start planning this week)
- I am planning 1-2 Insta-lives with friends who suggested they would interview me(one of them is an author)
- I have a few opportunities I can see, but I won’t share them until I discuss and finalise them.
- I want to give this book 6 months for all the promotions I can do. The first month went well.

If you still haven’t checked out the book, do check it here

Amazon India (Physical Copy): https://amzn.in/d/0P3xlKH
Amazon Worldwide(Kindle): https://amzn.in/d/8tr5oyC

If you read the book, do let me know your thoughts in the comments :)

- Manoj

Happy Sankranthi folks!

Wish you a great holiday, have fun.

This is the first podcast I am on, in context of The Serotonin Addict book.

Spoke about my habits, how I came about doing them, and more.

Thanks Rishikesh for such nice questions and having me on this.

Podcast link:  https://lnkd.in/gBAkEZ3f

Over the last few years, we have been building Dawdle.live with one strong belief: The right conversations can change people’s direction in life.

In our latest episode, I had the pleasure of hosting Manoj Surya (Author, Marketer, Ex-Entrepreneur, Marathon Runner) to talk about his first book “The Serotonin Addict” and the deeper idea behind it.

In a world full of instant gratification (reels, constant scrolling, quick dopamine hits), Manoj beautifully explains why the most meaningful growth comes from something very different:
✅ Long-term habits
✅ Serious hobbies
✅ Discipline + consistency
✅ Challenges that build self-respect
✅ Progress that compounds over time

This conversation is not just about a book.
It’s about how we can rewire our lifestyle, build focus again, and choose deeper happiness over temporary stimulation.

📌 A few strong takeaways:
Dopamine is easy, quick, and addictive
Serotonin is slow, intentional, and fulfilling
The goal is not perfection, the goal is returning back even after failure
One habit, for 30 minutes daily, can genuinely change your entire year

If you’re someone who wants to build better habits, improve focus, or reduce burnout, you’ll love this episode- Link in comments

📘 Book Links: The Serotonin Addict
Physical copy (India): https://amzn.in/d/6Eq5SLF

Kindle (Worldwide): https://amzn.in/d/3BdSfZd
 (also available on Kindle Unlimited)

🔗 Manoj Surya on LinkedIn: https://lnkd.in/gEqHDSUY

#Podcast #Habits #Discipline #PersonalGrowth #Serotonin #Dopamine #MentalHealth #Wellbeing #Entrepreneurship #Books

One more detailed review about The Serotonin Addict book :) 

Jia Sarah Jai

TEDx Speaker | Passionate About People, Strategy & Consulting | Mental Health Enthusiast

I recently read "The Serotonin Addict" by Manoj Surya, and as a psychology student in my early 20s, it genuinely changed how I think about happiness, motivation, and emotional regulation.

What stood out to me the most was the idea that having even one thing in your control can make you feel powerful. At this stage of life, where career paths, identities, and future plans often feel uncertain, that perspective felt especially grounding. The book reinforces something psychology emphasizes but we often forget to apply personally: everyone needs something to look forward to.
I appreciate how hobbies were framed not as “time off,” but as meaningful activities that either build skills, expand knowledge, or deepen self-awareness. Even from a psychological lens, the idea that the process of pursuing a hobby can foster discipline and consistency aligns strongly with behavioral principles. The focus is not on motivation, but on showing up.

Another concept that resonated was viewing happiness like an investment. Placing all emotional dependence on one activity or one person can lead to unhealthy attachment. Diversifying sources of happiness creates emotional balance and resilience, something we study theoretically, but this book explains in a very accessible way.

The book also presents self-love in practical terms: setting priorities, letting go of what doesn’t serve you, and making space for activities that support both mental and physical well-being. Overall, The Serotonin Addict felt like a simple, realistic playbook for choosing hobbies, setting goals, and working toward them without feeling overwhelmed or burnt out. I would highly recommend this book to anyone who wishes to set on a new endeavour or is in the process of deciding to :)

Here is the link to purchase the Book-
https://lnkd.in/gqk2FtVU

Marc Lou is doing this as a 1 person company.

I wonder how many companies with teams and funds can beat this revenue or profitability.

Reviews are growing for The Serotonin Addict book

Get your copy here: https://amzn.in/d/9yrVQBA

Just crossed 8000 connections on LinkedIn.

8000 real people connected is insane. And grateful.
PS: Just realized, Everything I have written here is hard to do, and feeling good  to have multiple such things (author, ultra runner, founder, etc.)

Just The Serotonin Addict things.

All Fintechs, NBFCs, Banks now need to adapt 1600 series for service and transactional calls

By Feb 1st you need to be migrating to avoid penalties (and this time it’s not a gray area)

We at Alohaa, helped multiple institutions migrate seamlessly already

For anyone facing issues, having doubts, need clarity on 1600 series migration for your calling, so attend our webinar

Details and registration @ telecom.alohaa.ai 
Webinar at 4pm on Jan 23rd(This Friday)z

Limited seats to attend (and even limited bandwidth on number of companies we can onboard to migrate, if needed)

Sign up now to attend!

Manikanta Racharla Vivek Katyayan Rahul Reddy Anireddy

Marketing is leverage

At base level th leverage is either time or money 

Use them -

- To build familiarity
- To build trust
- To get people onboard with you 

To be effective 

- You need to know what problem you are solving, very clearly
- Who you are solving it for, very clearly 
- Where they hangout (channels)
- Emotions you want to invoke in your prospective customers 
- How easy it is for them to start using your product 
- Then trade offs/ins - emotional/ monetary/social etc

That’s all!

Easy.

It’s surprising how many days it takes for Amazon to make the stock online when sent to their warehouse.

The Serotonin Addict is picked by AI

I need to work on AEO to be suggested for Habits and Goals keywords 

Probably going to take a long time or need a ton of references from articles, mentioned, and websites to make this happen

But it’s good to have wishful thinking, because why not :)

Achyut Menon "AK"

**Please add a brief note if sending me a connection request. ** Thank you. **
► WHAT I DO: I help senior professionals of Indian origin with international experience pursue leadership roles in MNCs, setting up operations in India. My focus is on removing the guesswork involved in transitioning back to India.

► HOW I DO IT: Utilising my extensive network of 5000 companies and over 550 recruitment partners across 51 countries, I find suitable opportunities in middle and senior management, aligning aspirations and competencies with the right roles in growing companies.

► WHY IT WORKS: My approach is empowered by over 30 years of global recruitment experience, coupled with a deep understanding of the unique challenges faced by Indian professionals abroad as well as the cultural nuances required for MNCs to succeed in India. This enables me to bridge the gap between talent and opportunity efficiently.

► SERVICES I PROVIDE: Strategic Repatriation Recruitment | Global Network
Leveraging for MNCs | Leadership Position Placement | Networking and Mentorship Opportunities | Indian Diaspora Career Counselling
► WHERE YOU'VE SEEN ME: Top 20 HR Influencers in India | Featured in SHRM, People Matters, Economic Times HR World | NHRD and NIPM Recognitions

► TYPES OF BUSINESSES I'VE HELPED:  IT, Manufacturing, Pharmaceuticals,
Banking & Financial Services, Automobiles & Infrastructure | Funded Startups & Family Business Groups

► WHAT OTHERS SAY: "When I first engaged AK about needing some help learning about the India market, we were all in the middle of the pandemic. At that time, I couldn't travel to India, but I still needed to move forward with my hiring plans." 
"AK showed tremendous patience helping me to navigate the complex hiring process in India. He helped me with many things. Including: understanding the Indian market, creating the appropriate JD, identifying candidates, and even educating me on the complex Indian pay structure."

Client Testimonial.

We have been successful in India in large part due to AK’s guidance and coaching.. He has provided pragmatic advice and solutions about a wide variety of challenges over the 3+ years I have known him."

"Whether you are just getting started in India or have a mature team and need to know how to continue to grow, I strongly recommend AK as a valuable resource for all things India."

► READY TO TALK? Connect with me here on LinkedIn! ☎ Book a Call with me on topmate.io/achyutmenon Or you can reach me on menon@optionsindia.com

#GlobalRecruitment #LeadershipRoles #MNCs #TalentAcquisition #IndianDiaspora #NRI

Career Architect

AskMenon.com is a one-to-one telephonic career coaching service where you can ask questions regarding YOUR career -you always wanted to ask but didn’t know whom to ask.

As a global hiring expert, I help candidates check their blind spots restricting their career transition and take a full charge to get ahead.

I also provide pointers to align your LinkedIn profile to your goals and target companies so you can unlock their true potential.

AskMenon Talent Advisory Services consults Startups regarding their hiring solutions by providing hourly consulting/recruiting services. This is a great way for business owners to get the recruitment services they actually need.

Feel free to schedule a call. Please visit http://askmenon.com/scheduletime.php.

Achyut "AK"

Technology changes fast. Thinking rarely keeps up.

That is the tension I am bringing to the ETHRWorld 𝐍𝐞𝐱𝐓𝐞𝐜𝐡 𝐇𝐮𝐦𝐚𝐧 𝐂𝐚𝐩𝐢𝐭𝐚𝐥 𝐒𝐮𝐦𝐦𝐢𝐭 at The Leela Ambience, Gurugram, next month.

We have spent enough time clapping for AI efficiency. It is time to talk about human consequences.

In HR and talent, the real story is no longer tools, but what they quietly do to judgment, trust, careers and culture.​

Here is the lens I am going with:

𝐓𝐚𝐥𝐞𝐧𝐭 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐲: The shift is from counting heads to trusting judgment. Who makes the call, on what data, with what skin in the game?​

𝐀𝐈 𝐞𝐭𝐡𝐢𝐜𝐬: HR is now the most consequential arena for technology. Every model we deploy touches bias, dignity and long-term organisational health.​

𝐓𝐡𝐞 𝐡𝐮𝐦𝐚𝐧 𝐞𝐝𝐠𝐞: In a world of predictive analytics and agents, the real edge is knowing what must stay stubbornly human: discernment, context, courage in uncomfortable decisions.​

I am not going to NexTech to applaud the new. I am going to question the “given” - the practices we have normalised simply because a system can now do them faster.​

To my network:

If you are attending, what is the one uncomfortable question you are bringing with you?

And, more importantly, 𝐰𝐡𝐚𝐭 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐣𝐨𝐛 𝐭𝐨𝐝𝐚𝐲 𝐢𝐬 𝐭𝐫𝐮𝐥𝐲 𝐮𝐧-𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐚𝐛𝐥𝐞 and how are you protecting it?

See you at #𝐄𝐓𝐍𝐞𝐱𝐓𝐞𝐜𝐡𝟐𝟎𝟐𝟔.

Pleased to be part of the ETHRWorld NexTech 2026 Influencers Club.

From a business lens, the future of work is already here. The next phase of growth is unlikely to be linear. Scale will come less from adding people and more from how effectively humans work alongside Agentic AI.

What I value about NexTech is the balance it creates between innovation and reflection. The real question ahead is not human versus machine, but what must remain deeply human as technology accelerates.

Looking forward to learning, sharing, and challenging assumptions together. 

The quality of the questions we ask now will define the organisations we build next.

Big ideas need bold voices.

Introducing the NexTech 2026 Influencers Club, a powerhouse circle of HR and people leaders shaping the future of work.

Welcoming Achyut Menon "AK", Ankit Jhamb, Atma Godara, SHRM SCP, Babu Thomas, Gautam Ghosh, Jonas Prasanna, Ruchi Bhatia, Dr.Sanjay Muthal, Sarang Brahme  and Sunaina Kaul — leaders who don’t just follow trends, they tailor them.

Across conversations, content and collaboration, this club will amplify what truly matters as work evolves in the AI age.

Because the future of work deserves influential minds at the table.

Know more: https://lnkd.in/dMQcg5j

#ETNexTech #InfluencersClub #FutureOfWork #HRLeaders #ElevateWork #HR #Influencers

Last night, I joined an 𝐨𝐧𝐥𝐢𝐧𝐞 𝐯𝐢𝐫𝐭𝐮𝐚𝐥 𝐝𝐢𝐬𝐜𝐮𝐬𝐬𝐢𝐨𝐧 that sounded harmless.

“𝐇𝐨𝐰 𝐝𝐨 𝐲𝐨𝐮 𝐥𝐞𝐚𝐫𝐧 𝐚𝐛𝐨𝐮𝐭 𝐨𝐫𝐠𝐚𝐧𝐢𝐬𝐚𝐭𝐢𝐨𝐧𝐚𝐥 𝐜𝐮𝐥𝐭𝐮𝐫𝐞 𝐰𝐡𝐞𝐧 𝐲𝐨𝐮 𝐭𝐚𝐤𝐞 𝐲𝐨𝐮𝐫 𝐧𝐞𝐱𝐭 𝐯𝐚𝐜𝐚𝐭𝐢𝐨𝐧?”

I am still processing what followed.

Curated by Abhijit Bhaduri through a WhatsApp community called 𝐓𝐚𝐥𝐞𝐧𝐭𝐄𝐝, Prakash Sharma and Reshma Tonse, shared their research that quietly turned into a mirror on how 𝐰𝐨𝐫𝐤, 𝐚𝐦𝐛𝐢𝐭𝐢𝐨𝐧, 𝐚𝐧𝐝 𝐥𝐞𝐚𝐫𝐧𝐢𝐧𝐠 are being redefined across generations.

One line stopped me cold. 

𝐓𝐨𝐝𝐚𝐲’𝐬 𝐲𝐨𝐮𝐧𝐠 𝐩𝐫𝐨𝐟𝐞𝐬𝐬𝐢𝐨𝐧𝐚𝐥𝐬 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐥𝐢𝐟𝐞 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐟𝐮𝐥𝐥𝐲 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐢𝐧𝐠 𝐥𝐢𝐟𝐞.

Or as Atif Tufail added sharply later: 
Netflix level emotions with mute button risks.
Life, lived on 𝐬𝐩𝐞𝐜𝐭𝐚𝐭𝐨𝐫 𝐦𝐨𝐝𝐞.

Harsh? Maybe.
Uncomfortable? Definitely.

Here is what seems to be happening.

Careers are being approached like a buffet.
Byte-sized internships.
Short online courses as proxies for education.
Brand association as a stand-in for belonging.
Perceptions of reality borrowed from peers, not discovered firsthand.

Layoffs are everywhere.
Certainty is rare.
𝐃𝐞𝐩𝐭𝐡 𝐟𝐞𝐞𝐥𝐬 𝐫𝐢𝐬𝐤𝐲.

For many of us, older, education once felt like a vehicle to destiny.
Workplaces were anchors.
𝐒𝐭𝐚𝐛𝐢𝐥𝐢𝐭𝐲 𝐦𝐚𝐭𝐭𝐞𝐫𝐞𝐝.

That contract no longer holds.
COVID exposed something important.
Disruption, like the virus, hits hardest where there are pre-existing vulnerabilities.

And now AI adds another layer.
𝐈𝐟 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐛𝐞 𝐛𝐞𝐧𝐜𝐡𝐦𝐚𝐫𝐤𝐞𝐝, 𝐲𝐨𝐮 𝐜𝐚𝐧 𝐛𝐞 𝐚𝐮𝐭𝐨𝐦𝐚𝐭𝐞𝐝.
Standard is no longer safe.

Which led to the most important insight of the session.
HR and leadership are no longer primarily about policy framing.
They are increasingly about 𝐢𝐝𝐞𝐧𝐭𝐢𝐭𝐲 𝐚𝐫𝐜𝐡𝐢𝐭𝐞𝐜𝐭𝐮𝐫𝐞

Identity architecture is not about fixing people.
It is about helping individuals understand who they are, what they uniquely contribute, and why their work matters when roles are fluid and tools do much of the execution.

The Lego experiment captures this beautifully.

When people feel their work has meaning, they build more.
Ignoring effort is as demotivating as destroying it.
𝐒𝐢𝐦𝐩𝐥𝐞 𝐚𝐜𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞𝐦𝐞𝐧𝐭 𝐜𝐫𝐞𝐚𝐭𝐞𝐬 𝐨𝐰𝐧𝐞𝐫𝐬𝐡𝐢𝐩.

Perhaps this generation is not wrong.
Just responding to a different reality.

Instead of forcing people back into old moulds, the real work may be designing environments where 𝐢𝐧𝐝𝐢𝐯𝐢𝐝𝐮𝐚𝐥𝐢𝐭𝐲, 𝐞𝐟𝐟𝐨𝐫𝐭, 𝐚𝐧𝐝 𝐦𝐞𝐚𝐧𝐢𝐧𝐠 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐨𝐩𝐭𝐢𝐨𝐧𝐚𝐥.

I am curious.
What are you noticing about how meaning, ambition, and work are changing around you?

#FutureOfWork  #HRTransformation #MeaningAtWork #GenerationalShift
#WorkplaceCulture

𝟗𝟎 𝐝𝐚𝐲 𝐧𝐨𝐭𝐢𝐜𝐞 𝐩𝐞𝐫𝐢𝐨𝐝𝐬 𝐚𝐫𝐞 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐩𝐚𝐢𝐧𝐟𝐮𝐥. 𝐓𝐡𝐞𝐲 𝐪𝐮𝐢𝐞𝐭𝐥𝐲 𝐝𝐚𝐦𝐚𝐠𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐨𝐮𝐭𝐜𝐨𝐦𝐞𝐬.

Every few days, the same contradiction shows up.

Companies insist on immediate joiners.
But when their own people resign, they are locked in for 90 days.

That is not agility. It is a trust gap.

A recent article in The Economic Times called long notice periods painful and toxic. Most people nodded and moved on. But the real issue runs deeper than inconvenience.

𝐓𝐡𝐞 𝐛𝐫𝐨𝐤𝐞𝐧 𝐥𝐨𝐠𝐢𝐜 𝐛𝐞𝐡𝐢𝐧𝐝 𝟗𝟎 𝐝𝐚𝐲𝐬

In markets where priorities shift every few weeks, freezing talent movement for a full quarter rarely protects the business.

By the time someone completes a 90 day notice:

the role often evolves
budgets get reworked
reporting managers change
momentum is lost on both sides


From a search perspective, this creates a strange limbo where nobody is fully committed and everyone is hedging.

𝐇𝐨𝐰 𝐢𝐭 𝐡𝐮𝐫𝐭𝐬 𝐞𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐢𝐧𝐯𝐨𝐥𝐯𝐞𝐝

Candidates accept an offer, then continue interviewing for two to three months. Not because they are unethical, but because uncertainty invites optionality.

Employers, meanwhile, pay for three months of reduced engagement while teams absorb the emotional and workload spillover of someone who has already checked out.

I have seen mandates collapse simply because a critical hire was stuck serving time while the business moved on.

𝐓𝐡𝐞 𝐜𝐨𝐮𝐧𝐭𝐞𝐫𝐚𝐫𝐠𝐮𝐦𝐞𝐧𝐭, 𝐚𝐧𝐝 𝐰𝐡𝐲 𝐢𝐭 𝐟𝐚𝐢𝐥𝐬

Yes, companies worry about knowledge transfer, client continuity, and single points of failure.

But long notice periods do not solve weak documentation, poor succession planning, or over dependence on individuals. They only postpone facing those gaps.

𝐖𝐡𝐚𝐭 𝐦𝐚𝐭𝐮𝐫𝐞 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐫𝐬 𝐝𝐨 𝐝𝐢𝐟𝐟𝐞𝐫𝐞𝐧𝐭𝐥𝐲

Across most developed markets, two to four weeks is sufficient to hand over responsibly.

Closer home, some Indian companies are quietly shifting to 30 to 45 days. They invest in:

better process documentation
cross training
shared ownership
leadership depth rather than control


They trust systems, not leashes.

𝐀 𝐧𝐮𝐝𝐠𝐞 𝐰𝐨𝐫𝐭𝐡 𝐫𝐞𝐟𝐥𝐞𝐜𝐭𝐢𝐧𝐠 𝐨𝐧

If organisations genuinely want faster hiring, stronger employer brands, and leaders who join with conviction, rethinking the 90 day notice is a simple but high impact lever.

As a search consultant, the easiest mandates to close come from firms that optimise for trust and continuity, not fear of attrition.

𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐟𝐨𝐫 𝐥𝐞𝐚𝐝𝐞𝐫𝐬 𝐚𝐧𝐝 𝐇𝐑 𝐭𝐞𝐚𝐦𝐬:

What risk are we really managing with 90 days, business continuity or loss of control?

Would be curious to hear how others are thinking about this.

LinkedIn’s Jobs on the Rise list for 2026 looks very different from 2025.
Only a few roles survived.

AI roles didn’t just grow, they jumped.
Several “safe bets” from last year quietly disappeared.

The bigger signal is how companies are building teams. In the past, growth meant hiring more people. In 2026, growth increasingly means smaller teams of people who know how to leverage AI, supported by a narrower set of deep specialists.

It’s also striking that many execution-heavy middle roles remain in demand. DevOps, backend, platform reliability, security, and full-stack roles continue to matter, perhaps even more than before.

The emphasis appears to be shifting away from front-end-only specialisation toward systems, cloud, and scale.

There’s a leadership lesson here too. Experience in strategy roles abroad doesn’t automatically translate in India. The market is rewarding people who can adapt and execute in local contexts.

This week’s newsletter breaks down what changed between 2025 and 2026, and what jobseekers in India and NRIs planning a return should watch closely in 2026.

For Indian professionals planning their next move and NRIs evaluating a return to India. A note from Achyut Menon Every year, LinkedIn’s Jobs on the R

Open article: LinkedIn’s Top Jobs 2026 vs 2025: What changed, what stayed, and what jobseekers must rethink by Achyut Menon "AK" • 3 min read

LinkedIn’s Top Jobs 2026 vs 2025: What changed, what stayed, and what jobseekers must rethink

Same flag. Two lessons for careers.

On Independence Day, the flag is hoisted. It goes up.
That is early career: breaking in, getting the first role, the first title.
Energy, ambition, momentum. You are proving you belong.

Most professionals spend years chasing this phase.
Promotion. Pay hikes. Brand names. Visibility.

Then comes Republic Day. The flag is unfurled. It is already at the top.
That is mid to senior career reality.
The question is no longer how fast you rise.
It is how well you are governed.

Do you have judgement?
Decision making under pressure?
Credibility that compounds?
A personal constitution that guides choices when incentives pull you in different directions?

Many careers stall not because people cannot rise, but because they never institutionalise themselves.
No operating principles.
No long term skill strategy.
No clarity on what they will say yes or no to.

Independence gets you noticed.
Republic keeps you relevant.

Early career is about momentum.
Mid career is about governance.

Reading Gopal’s “The Republic of You” nudged me to reflect on the flag a little differently this morning, 

And to ask: are we treating our career like a colony, or like a republic I am responsible for?
​

How are you building the Republic of your career in 2026?

𝐓𝐡𝐞 𝐛𝐢𝐠𝐠𝐞𝐬𝐭 𝐜𝐚𝐫𝐞𝐞𝐫 𝐫𝐢𝐬𝐤 𝐢𝐧 𝟐𝟎𝟐𝟔 𝐢𝐬 𝐧𝐨𝐭 𝐀𝐈. 𝐈𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐫𝐞𝐚𝐝𝐢𝐧𝐞𝐬𝐬 𝐠𝐚𝐩.

LinkedIn’s 𝐉𝐨𝐛𝐬 𝐨𝐧 𝐭𝐡𝐞 𝐑𝐢𝐬𝐞 𝟐𝟎𝟐𝟔 𝐥𝐢𝐬𝐭 𝐟𝐨𝐫 𝐈𝐧𝐝𝐢𝐚 is less about new job titles and more about how fast the ground has shifted beneath our feet.

And faster than we are able to imagine!

What is interesting is how clearly the story changes when you look at the last three years together of the data.

𝟐𝟎𝟐𝟒: 𝐓𝐡𝐞 𝐞𝐫𝐚 𝐨𝐟 𝐞𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭

Growth was driven by brand, reach, and revenue. Roles like Closing Managers and Influencer Marketing Specialists dominated. Companies were expanding markets and customer attention.

𝟐𝟎𝟐𝟓: 𝐓𝐡𝐞 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐩𝐢𝐯𝐨𝐭

The focus moved to integration and resilience. AI specialists, cybersecurity, and sustainability roles rose as organisations began asking longer-term questions about efficiency and risk.

𝟐𝟎𝟐𝟔: 𝐓𝐡𝐞 𝐀𝐈 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐧𝐭𝐞𝐫𝐬𝐞𝐜𝐭𝐢𝐨𝐧

This year, the spotlight is on roles that sit between technology and judgment. Prompt Engineers, AI Strategists, and Managers of AI are not execution roles. They demand context, decision-making, and accountability.

This is where the discomfort begins.

According to LinkedIn’s own data, 𝟕𝟐% 𝐰𝐚𝐧𝐭 𝐚 𝐧𝐞𝐰 𝐫𝐨𝐥𝐞, 𝐛𝐮𝐭 𝟖𝟒% 𝐝𝐨𝐧’𝐭 𝐟𝐞𝐞𝐥 𝐫𝐞𝐚𝐝𝐲

The gap between aspiration and preparedness is widening, not narrowing.

My takeaway for 2026 is simple.

The advantage will not belong to the fastest learners alone. It will belong to those who can translate AI capability into business decisions and human outcomes.

For professionals, this means pairing AI fundamentals with strategic thinking. 

Tools matter, but judgment still compounds.

For leaders, this is a signal. Talent exists, but readiness does not arrive by default. 

Internal upskilling and role clarity may become the most defensible advantage this year.

What are you seeing on the ground?

Which of these roles are hardest to hire for right now?

And more importantly, do you feel ready for what 2026 is demanding?

Thanks Dipal Desai for the HT reg the HOT trends likely in 2026.

Open article: LinkedIn Jobs on the Rise 2026: The 25 fastest-growing jobs in India by LinkedIn News India • 15 min read

LinkedIn Jobs on the Rise 2026: The 25 fastest-growing jobs in India

One of the most damaging myths around returning to India is that waiting improves outcomes.
In practice, it often does the opposite.
The longer someone waits for the perfect role, the narrower their options become.

Not because they are less capable.
But because the market continues to evolve without them.

I think of this as career compression after return.
Those who enter late have fewer degrees of freedom.
Less patience from stakeholders.
Less tolerance for experimentation.

Those who enter earlier have room to manoeuvre.
They can recalibrate, learn, reposition, and still recover if the first move is not ideal.

This is why timing matters more than precision.
The goal of a return is not to get everything right immediately.

It is to regain momentum in the right direction.

Most people recognise this only when waiting no longer feels safe, but risky.

That moment usually triggers deeper conversations.
Not about jobs.
About direction, leverage, and optionality.

Those conversations are worth having before the market forces them.

Most people think the hardest part of returning to India is logistical.

Compensation. Housing. Schools. Titles.

Very few are prepared for the quiet identity reset that follows.

Nothing dramatic happens.
No rejection. No confrontation.

Just a pause while the system recalibrates who you are now, not who you were abroad.

This week’s newsletter reflects on why that pause is often misread, where the real friction begins, and what the smoothest transitions do differently.

For returning professionals and global Indians navigating re-entry into India’s work culture. A note from Achyut Menon Most professionals assume the h

Open article: The quiet identity reset no one warns you about by Achyut Menon "AK" • 2 min read

The quiet identity reset no one warns you about

𝐀𝐈 𝐢𝐬 𝐡𝐢𝐫𝐢𝐧𝐠 𝐟𝐚𝐬𝐭𝐞𝐫 𝐭𝐡𝐚𝐧 𝐟𝐢𝐫𝐢𝐧𝐠.

Every few years, technology arrives that scares us first and educates us later.
AI is one of them.

Listening to the recorded conversation at the World Economic Forum in Davos, with Jensen Huang, CEO of NVIDIA, I came away not anxious but genuinely excited. Excited to learn. Excited to share. Excited to rethink how we talk about jobs.

One insight stood out.
AI is not a software upgrade.
It is a full-scale platform shift.

From energy to chips.
From data centres to the cloud.
From models to applications.

Jensen described this as the largest infrastructure buildout in human history. Hundreds of billions have already been invested. Trillions more to come.

Infrastructure does not eliminate jobs. It multiplies them.
Electricians.
Plumbers.
Construction workers.
Network technicians.
Factory operators.
Healthcare professionals.

He shared a powerful real-world example. Radiology was expected to disappear once AI mastered image recognition. Instead, the number of radiologists increased. 

Why? 

Because AI automated the task, not the purpose. Doctors spend less time reading scans and more time diagnosing patients. Hospitals saw more patients. Revenues grew. Hiring followed.

The same story is unfolding with nurses.

AI removes paperwork. Human care expands.
This is the lens we need.

Do not ask, “Will AI replace my job?”
Ask, “What is the purpose of my job, and which tasks can AI remove so I can do more of it?”

For those willing to learn, adapt, and work alongside AI, this is not a threat cycle. It is an opportunity cycle.

Thanks for the nudge, Raghunath. But for you, I would have missed the insights! 🙏 

PS Image created by GoogleGemini!

𝐈𝐟 𝐀𝐈 𝐫𝐞𝐦𝐨𝐯𝐞𝐝 𝟑𝟎 𝐩𝐞𝐫𝐜𝐞𝐧𝐭 𝐨𝐟 𝐲𝐨𝐮𝐫 𝐝𝐚𝐢𝐥𝐲 𝐭𝐚𝐬𝐤𝐬 𝐭𝐨𝐦𝐨𝐫𝐫𝐨𝐰, 𝐰𝐡𝐚𝐭 𝐡𝐢𝐠𝐡𝐞𝐫 𝐯𝐚𝐥𝐮𝐞 𝐰𝐨𝐫𝐤 𝐰𝐨𝐮𝐥𝐝 𝐲𝐨𝐮 𝐟𝐢𝐧𝐚𝐥𝐥𝐲 𝐡𝐚𝐯𝐞 𝐭𝐢𝐦𝐞 𝐭𝐨 𝐝𝐨?

When visa delays derail careers, not travel. 

H-1B interview slots pushed to 2027.

For thousands of Indian professionals and their families, this is not a policy update.

It is stalled careers, postponed promotions, frozen mobility decisions, and employers left guessing.

As someone who speaks to global talent and hiring managers every day, I see three clear realities behind this news.

-First, the US is signalling that skilled migration will happen strictly on its terms and timelines. Talent demand may be global, but mobility is increasingly conditional.

-Second, Indian professionals can no longer afford a single-country career strategy. A career built around one visa system is now a fragile asset.

-Third, India is no longer the back office waiting for overflow work. GCCs, global product companies, and manufacturing leaders are hiring for ownership roles, leadership mandates, and global P&L responsibilities. The same talent that once saw H-1B as the only dream now has serious options closer home.

The comments on article ( please see link in the first comment)like this are revealing.

Some say we should use our brains at home. Others blame US policy. Many shrug and say their country, their rules.

Behind all these views sits one shared emotion: uncertainty.

So what can professionals actually do?

Treat H-1B and US travel as a bonus, not a backbone.

Build a career that is portable across geographies, not dependent on one consulate calendar.

Invest in skills and domains valued in India, the Middle East, Europe, and Asia Pacific, not only Silicon Valley.

If you are already in the US, have a Plan B that survives a 12 to 18 month delay.

If you are in India, take a serious look at the roles being created here for global impact.

Policy will keep swinging. Today it is visas. Tomorrow it may be tariffs or remote work rules.

The only sensible response is to de-risk your career, diversify your options, and build value that travels with you.

Refreshing a visa slot page is easy. Rethinking the career script takes courage.


One pattern I see repeatedly in conversations with mid-career professionals is this: the stress is not about relocation. It is about loss of control.

The strongest professionals today are designing careers that work across borders, not waiting for borders to cooperate.

Curious to hear how others are thinking about Plan B, C, andC strategies in this environment.

𝐒𝐭𝐨𝐩 𝐋𝐨𝐬𝐢𝐧𝐠 𝐓𝐚𝐥𝐞𝐧𝐭 𝐁𝐞𝐟𝐨𝐫𝐞 𝐓𝐡𝐞𝐲 𝐀𝐩𝐩𝐥𝐲.

Most organisations believe their hiring problem begins at interviews.

Harvard Business Review’s body of work on hiring and recruitment suggests something more uncomfortable.

We are losing talent much earlier.

Before candidates apply.
Before recruiters speak.
Before hiring managers even realised they had a choice.

HBR repeatedly points to a few structural blind spots.

Hiring processes are designed for internal convenience, not candidate clarity.
Job descriptions describe wish lists, not outcomes.
Interviews reward confidence over competence.

And now, AI has entered the picture.

Hiring was never meant to become a contest between who has the better bot.

AI has made it easier to push buttons, screen at scale, and move fast. But speed without judgment does not create better matches. It creates more noise, fatigue, and quiet disengagement on both sides.

The real issue is not AI itself, but how we have chosen to deploy it.

Technology has been used to industrialise the weakest parts of hiring
Keyword filters. Generic assessments. Automated rejection.
In doing so, AI has amplified existing flaws instead of correcting them.

What looks like a talent shortage is often a 𝐩𝐫𝐨𝐜𝐞𝐬𝐬 𝐝𝐞𝐟𝐢𝐜𝐢𝐭.
One insight that stands out in HBR articles is this:

𝐇𝐢𝐫𝐢𝐧𝐠 𝐢𝐬 𝐧𝐨𝐭 𝐚 𝐭𝐚𝐥𝐞𝐧𝐭 𝐚𝐜𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧 𝐩𝐫𝐨𝐛𝐥𝐞𝐦. 𝐈𝐭 𝐢𝐬 𝐚 𝐝𝐞𝐜𝐢𝐬𝐢𝐨𝐧-𝐦𝐚𝐤𝐢𝐧𝐠 𝐩𝐫𝐨𝐛𝐥𝐞𝐦.

Used well, AI can discipline hiring, reduce noise, and reveal patterns humans miss. But the final call still belongs with thoughtful hiring managers and search partners. Especially at senior levels, the best decisions come from human judgment informed by data, not from data alone.

As  Abhijit Bhaduri often reminds us, the future of work belongs to organisations that think deeply before they scale quickly.

Hiring is no different.

The real question is not
How do we attract more candidates?

It is
At what point are we quietly pushing the right ones away?

Rethinking HR: Insights from a Viral Debate *

As a Talent Scout and Career Coach, I've seen firsthand how HR shapes careers and cultures. 

A recent viral X thread slamming HR as "useless" and non-revenue-generating exploded with 25K+ likes and 1.5M views; it clearly hit a raw nerve!

I dove into the replies to capture the pulse, and here's what stands out from the anecdotal buzz:

𝐖𝐢𝐝𝐞𝐬𝐩𝐫𝐞𝐚𝐝 𝐅𝐫𝐮𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧: Echoes of HR being bloated and bureaucratic, with strong calls to slash 90% of roles or let AI handle the routine stuff for efficiency.

𝐂𝐨𝐫𝐞 𝐑𝐨𝐥𝐞 𝐃𝐞𝐛𝐚𝐭𝐞𝐝: Many view HR as a shield for companies against lawsuits and compliance headaches, but not as true employee advocates, making it feel like a "necessary evil" at times.

𝐈𝐦𝐩𝐚𝐜𝐭 𝐨𝐧 𝐌𝐨𝐫𝐚𝐥𝐞: Tales of endless policies stifling innovation, eroding trust during layoffs or disputes, and adding unnecessary red tape.

𝐏𝐞𝐫𝐬𝐨𝐧𝐚𝐥 𝐒𝐭𝐨𝐫𝐢𝐞𝐬 𝐆𝐚𝐥𝐨𝐫𝐞: Frustrating experiences with mishandled payroll, conflicts, or support, highlighting a disconnect between HR and the workforce.

𝐓𝐡𝐞 𝐄𝐱𝐜𝐞𝐩𝐭𝐢𝐨𝐧𝐬 𝐒𝐡𝐢𝐧𝐞: Defenders point out that great HR pros excel at hiring, onboarding, benefits, and fostering growth, but they're often the rare gems in a challenged field.

𝐁𝐥𝐚𝐦𝐞 𝐨𝐧 𝐑𝐞𝐠𝐮𝐥𝐚𝐭𝐢𝐨𝐧𝐬: HR's bloat is tied to overbearing laws, forcing focus on risk over agility, a symptom of broader systemic issues.

𝐒𝐭𝐚𝐫𝐭𝐮𝐩 𝐖𝐢𝐬𝐝𝐨𝐦: In lean teams or small biz, things run fine without dedicated HR, suggesting it's more essential in scale-ups but ripe for streamlining.

𝐀𝐈 𝐚𝐬 𝐆𝐚𝐦𝐞-𝐂𝐡𝐚𝐧𝐠𝐞𝐫: Optimism that tech could automate admin tasks, freeing HR to focus on strategic, human-centred work.

𝐒𝐡𝐢𝐟𝐭 𝐑𝐞𝐬𝐩𝐨𝐧𝐬𝐢𝐛𝐢𝐥𝐢𝐭𝐢𝐞𝐬?: Ideas to hand over duties to managers or finance for quicker decisions and less overhead.

𝐁𝐚𝐥𝐚𝐧𝐜𝐞𝐝 𝐏𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞𝐬: While anti-HR vibes dominate the likes, pros warn of skyrocketing legal risks, like harassment or wrongful terminations, without it.

𝐒𝐭𝐞𝐫𝐞𝐨𝐭𝐲𝐩𝐞𝐬 𝐢𝐧 𝐏𝐥𝐚𝐲: Some threads veer into unhelpful biases around gender or DEI, missing the real opportunities for evolution.

𝐆𝐞𝐧𝐞𝐫𝐚𝐥 𝐕𝐢𝐛𝐞: Anti-establishment frustration signals a call for reform, not abolition, reflecting deeper corporate discontent.

From my lens of talent scouting and coaching, this debate underscores a pivotal moment:

𝐇𝐑 𝐢𝐬𝐧'𝐭 𝐣𝐮𝐬𝐭 𝐚𝐛𝐨𝐮𝐭 𝐩𝐨𝐥𝐢𝐜𝐢𝐞𝐬; 𝐢𝐭'𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐧𝐚𝐛𝐥𝐢𝐧𝐠 𝐩𝐞𝐨𝐩𝐥𝐞 𝐭𝐨 𝐭𝐡𝐫𝐢𝐯𝐞 𝐚𝐦𝐢𝐝 𝐜𝐡𝐚𝐧𝐠𝐞. 

𝐖𝐢𝐭𝐡 𝐀𝐈 𝐚𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐢𝐧𝐠, 𝐭𝐡𝐞 𝐪𝐮𝐞𝐬𝐭𝐢𝐨𝐧 𝐢𝐬𝐧'𝐭 "𝐝𝐨 𝐰𝐞 𝐧𝐞𝐞𝐝 𝐇𝐑?" 𝐛𝐮𝐭 "𝐡𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐫𝐞𝐢𝐧𝐯𝐞𝐧𝐭 𝐢𝐭 𝐭𝐨 𝐬𝐭𝐚𝐲 𝐡𝐮𝐦𝐚𝐧-𝐟𝐢𝐫𝐬𝐭?"

I've navigated these tensions in sessions; sometimes HR saves the day, other times it needs a reboot.

What's your take?

Have you seen HR as a hero or a hurdle? Please share below; let's learn together! 

#HR #FutureOfWork

Over the years, I have noticed a recurring pattern in boardrooms.

Talent often enters the conversation late.
After strategy.
After capital allocation.
After risk reviews.

And yet, when execution stalls, leadership capability is usually the missing variable.

I recently wrote a piece for ETHRWorld reflecting on why talent can no longer be treated as an HR update, but as a board-level business risk. 

Not in theory, but in practice.

A few ideas I explored:

Why dashboards and succession slides often show activity, not exposure

Why succession planning is not the same as readiness under pressure

Why certain leadership capabilities cannot be bought quickly, at any price

Why strategy and talent plans must be approved together, not sequentially

In a world where AI, automation, and capital are increasingly replicable, judgement and leadership depth are becoming the real differentiators.

The Efficiency Paradox: Winning while Losing

#NovakDjokovic just beat #JannikSinner at the #AustralianOpen, despite winning 12 fewer points than his opponent.

At 38, facing a 24-year-old who'd beaten him 5 times straight, Djokovic didn't try to out-power youth. He out-managed the match.

The data tells the story:

The Numbers:

• Sinner: 152 total points, 72 winners, 26 aces
• Djokovic: 140 total points, 46 winners, 12 aces
• Result: Djokovic wins in 5 sets

How? 

Three principles every strategist should know:

1. Optimize for Impact, Not Activity
#AndyRoddick calls them "business decisions." When down 0-40 on Sinner's serve, Djokovic didn't sprint. He conserved energy for the points that mattered, his own service games.

Don't win every battle. Win the war.

2. Execute Basics Under Pressure
Djokovic saved 16 of 18 break points (89%). When the stakes rose, he didn't innovate, he simplified. He forced Sinner to beat him from the hardest positions on court.

When crisis hits, mastery looks like perfect execution of fundamentals.

3. Use Every Advantage Available

Djokovic weaponized the clock, the crowd, rest periods, and 14 years of experience. He didn't match Sinner's strengths; he changed the game to his own.

Experience isn't time served. It's knowing which levers to pull.

The same day, #CarlosAlcaraz survived a 5-hour, 27-minute marathon by believing when he was down 3-5 in the fifth set. He won four straight games.

The lesson? 

Stop measuring success by activity levels. Start measuring it by outcomes that matter.

What's one area where you're winning small battles but losing the bigger game?

#Leadership #Strategy #DataDriven

Source: #AndyRoddick's Served Media analysis of the 2026 Australian Open Semifinals * ( pl watch the video in first comment)

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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);}Manoj Surya's LinkedIn Performance

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