The quality of your attention shapes the quality of your decisions.

I learned this in my twenties, advising leaders in the European Parliament. I'd watch the smartest people in the room receive exactly the right advice, then struggle to act on it. Same pattern, again and again.

Until I understood: it wasn't a knowledge problem. It was a capacity problem.

So I spent the next decade studying what most leadership programs ignore: 15+ silent retreats, intensive work with secular Buddhist scholars, direct mentorship from the pioneers of boardroom coaching.

What I found: self-awareness isn't soft. It's the edge.

This is the paradox of my work. I help ambitious CEOs by slowing them down. Stillness isn't the opposite of performance. It's the source of it.

I work at the intersection of three things most advisors keep separate: inner work (seeing your own patterns), organizational systems (governance, strategy, culture), and peer wisdom (learning from others in the same seat).

Today, I create protected spaces where CEOs can surface what they haven't been able to see: through 1:1 advisory, organizational development mandates, or the Wise Leaders Fellowship, a CEO community that begins with silence.

If you're sensing there's something you're not yet seeing, let's talk.

Leadership means doing hard things in a human way.

Yours,

Nikolas

Nikolas Konstantin 🌱

The 4 Dimensions of Inner Development: Why who you are shapes how you lead

Most leadership development focuses on skills: 
- Strategy
- communication
- decision-making

These matter. But they're not the whole picture.

The deeper truth: who you are shapes everything you do.

Your awareness. Your emotional maturity. Your unresolved patterns. Your capacity to embody what you know.

You can learn every framework in the world and still lose your composure in a board meeting.

This is why real world change needs you to work across four Dimensions of Inner Development: 

In my work i often use a model adapted from Ken Wilber. 

Waking up: 
States of consciousness. The ability to perceive more and act outside your reactive patterns. Meditation cultivates this. So does deep listening, pausing before you react. Leaders who can shift their state have access that reactive leaders do not.

Growing up: 
Developmental stages. A founder at one stage sees competitors as threats. At another, an ecosystem of collaborators. The challenges don't change. The lens does.

Cleaning up: 
Shadow work. Every leader carries unfinished business. Old wounds, protective patterns that once served but now constrain. Your team feels the weight of your shadow even when you don't see it.

Showing up: 
Embodiment. Insight without action remains abstract. You can understand emotional intelligence conceptually and still snap at your team under pressure.

Think of this as a heuristic (map) of real world change. 

A map that explains the deep-ass tectonic changes that happen under the hood as you grow. 

This is fucking hard. 

Because, as your responsibility increases, both strengths and shadows get amplified. 

You will develop. Life will see to that.

But real change needs you to work under the hood. 

Train authenticity each day anew.

Find support where it hurts you most. 

Or 
go the easy route: 

Throw around fancy models without the hard, sand-eating, stomach-turning work. 

Choice is yours.

(Big kudos to Jana Schmitz, whose guest contribution to my CEO Community inspired this post)

Which dimension needs most work atm in yur life?

The person with the fewest blind spots wins. | CEO coaching, org advisory, silent retreats.

How to install Psychological Safety: The Leadership Lever Most CEOs Misunderstand

In my work with founders and CEOs, I see the same pattern again and again: leaders demand high performance without creating the conditions for it to emerge.

They push their teams into what Amy Edmondson calls the Anxiety Zone. An environment of fear, judgment, and silent suffering.

I often see the symptoms showing up in my diagnostics: 
- Mistakes get hidden instead of discussed
- Innovation stagnates because nobody wants to be wrong
- Your best people leave cause they don't feel encouraged

And some CEOS even go the other way. 

They are too occupied being nice and land in the opposite trap: the Comfort Zone. 

When I enter those cultures, I notice the scent of artificial harmony: Everything feels collegial, everyone gets along, but nothing truly challenging ever gets said. No one dares to talk about the elephants in the room. 

The result? Comfortable stagnation. Wasted potential. Opportunities are lost to those willing to have courageous conversations.

Harvard Prof Amy Edmondson's framework maps how org cultures can get the best or worst out of people by mapping your culture across four zones:

Comfort Zone 
(High Safety, Low Performance): Safe and collegial, but unchallenged. Breakthroughs are rare.

Learning Zone 
(High Safety, High Performance): Open collaboration, embraced challenges, continuous improvement. This is where real results live.

Apathy Zone 
(Low Safety, Low Performance): Disengaged, emotionally checked out. Self-protection over contribution.

Anxiety Zone 
(Low Safety, High Performance): Fear-driven execution. Ideas withheld, mistakes hidden, burnout inevitable.

Most of the time, getting your team into the Learning Zone is the goal. 

Here are some interventions I use to get you there:

Normalize vulnerability
Share your own struggles and mistakes. Authenticity at the top creates permission throughout the organization.

Set ambitious, clear expectations 
Goals should inspire, not intimidate. Challenging but achievable. An invitation to rise, not retreat.

Invite real dialogue 
Don't avoid conflict; create space for it. Rigorous debate without fear of repercussion is a skill you can build.

Reward courage over outcomes 
Celebrate the willingness to speak up, confront problems, and propose bold ideas, even when immediate success isn't guaranteed.

This is difficult work. You need to be able to go into vulnerability and authentic dialogue with yourself. You can't fool the nervous system of your team. To effectively land in the learning zone yourself, you need to find a mirror and a working partner to land there yourself (and to look at your own anxiety or kindness traps). That needs you too look inwards and look at uncomfortable truths. But it pays off, in better cultures, smoother systems and better self-talk with yourself, too. 

A reflection for you: 
Which zone is your leadership inviting?

5 Books That Shaped How I Think About Strategy:
 
Most strategy conversations I have with CEOs start the same way: smart people, strong intuition, but no shared vocabulary for the choices they're actually making.
 
Strategy isn't about having all the answers. It's about asking better questions, recognizing patterns, and reducing them into an integrated set of choices.
 
These five books have shaped how I think alongside executives when we're working through the hard stuff:
 
𝟭. 𝗣𝗹𝗮𝘆𝗶𝗻𝗴 𝘁𝗼 𝗪𝗶𝗻 by A.G. Lafley & Roger L. Martin The clearest framework I know for making strategic choices. Not theory for theory's sake; practical scaffolding for real decisions.
 
𝟮. 𝗚𝗼𝗼𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆, 𝗕𝗮𝗱 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 by Richard Rumelt Rumelt cuts through the noise. Most "strategies" are just goals dressed up in fancy language. This book teaches you to spot the difference.
 
𝟯. 𝗧𝗵𝗲 𝗔𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 by Patrick Lencioni Culture isn't soft. Organizational health is your most durable competitive edge. Lencioni makes the case simply and well.
 
𝟰. 𝗖𝗼𝗺𝗽𝗲𝘁𝗶𝘁𝗶𝘃𝗲 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 by Michael Porter The foundation. Dense, but worth the effort. Porter's frameworks still hold up after forty years for a reason.
 
𝟱. 𝗕𝗹𝘂𝗲 𝗢𝗰𝗲𝗮𝗻 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 by W. Chan Kim & Renée Mauborgne When the game you're playing feels unwinnable, this book asks: what if you changed the game entirely?
 
I keep these on my shelf not as trophies, but as thinking partners.
 
What would you add?

How to understand your organization's DNA:

Where are you on the "4 Cultures Map"?

When I begin my work with CEOs, I use the "4 Cultures Map" to map where their organization is.

When you scale your company, you need to understand two metrics above everything else: 

a) People Orientation: 
→ How much are people valued in my organization?

b) Performance Orientation: 
→ How much is performance valued in my organization?

Your preferences for people and performance as a leader are the building blocks of your company culture. 

Without an understanding of your preferences, you will:
a) hire the wrong people
b) create the wrong incentive structures
c) mindlessly design a culture that doesn't fit you. 

You need to understand where you place yourself on the 4 types of organizational cultures. 

Here they are:

𝗖𝗮𝗿𝗶𝗻𝗴 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

People and their well-being matter above everything else.
Example: Family Organizations

𝗔𝗽𝗮𝘁𝗵𝗲𝘁𝗶𝗰 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

Neither the well-being nor the performance of the workforce is considered important.
Example: Bureaucratic Institutions

𝗗𝗿𝗶𝘃𝗲𝗿 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

Performance is the most important metric. Well-being and people's quality of life are secondary.
Example: McKinsey

𝗜𝗻𝗰𝗹𝘂𝘀𝗶𝘃𝗲 𝗖𝘂𝗹𝘁𝘂𝗿𝗲

People's well-being and their performance are equally valued.
Example: AirBnB, Deep Mind


When I begin my work with CEOs, I use the "4 Culture Model" to ask these three questions:

• Where do you place your organization?
• Where do your employees place your organization?
• Where do you want your organization to be in 2 years?
 

This analysis gives me a deep understanding of 

a) the CEO's cultural preferences 
b) how working in that organization feels
c) the direction we need to design for.

The short:

The 4 cultures are a helpful guide to understanding your status quo and direction as you are growing your organization: 
• Caring Culture
• Apathetic Culture
• Driver Culture
• Inclusive Culture

Where do you place yourself?

I had a call last week with a founder who runs a 200-person company.

Brilliant. Strategic. The kind of person who holds five competing priorities in their head while making you feel like you have their full attention.

Halfway through, he admitted he'd been averaging four hours of sleep for three weeks.

"I'll catch up when we close this round," he said.

I've heard this hundreds of times.

But I also saw if the non-negotiables are being ignored. You don't run faster, but you are only over-clocking the machine. 

The best CEOs I coach are disciplined to their core to get the essentials right every day (Like Daniel Seidel, who never skips the workout, and swears by his daily celery lemon juice)

The fundamentals aren't boring. They're the whole game.

The people who sustain excellence over decades have built their lives around five essentials that most of us know about but few actually honor.

1. Sleep (The Master Regulator)
Fixed wake time. Bright mornings, dim evenings. Seven hours every night beats five weekdays + ten on Saturday.

2. Nutrients (Macro + Micro + Hydration)
80%+ unprocessed foods. Protein at each meal. Front-load hydration.

3. Movement (Resistance + Cardio)
Daily micro-bouts beat sedentary marathons. Ten minutes throughout the day beats one intense session followed by eight hours in a chair.

4. Light (The Circadian Lever)
Morning outdoor light. Dim nights. Consistency beats gadgets.

5. Relationships (Others + Self)
One meaningful bid for connection daily. One self-regulation practice (2-10 min).

These five aren't separate categories. They're a system.

The fundamentals aren't what you do after you've handled the important stuff.

They're what make everything else possible.

Which one do you most need to revisit?

To friendship, to being humbled by waves, enamoured by the ocean's majesty, and to the new ways to see and experience this life. 

And to words, in their lushious rich textures that give texture to the unexplainable. 

Thank you life. 

(with Fritz Rabeler)

Some of my favorite moments last year came from working with Live EO CEO Daniel Seidel.

Watching a founder navigate the tension between “what we are today” and “what we could become” is always fascinating. Daniel did this with rare patience, groundedness, and visionary leadership.

LiveEO already helps infrastructure operators monitor railways, power lines, and pipelines from space. 

Today, they officially announced that they’re launching their own satellite constellation to do it better. 

While others were announcing, Daniel built the foundations and partnerships to set the stage to their own satellites. Three years in stealth. No empty marketing. Just obsessive focus on the foundation.

Daniel, it’s an honor to be in your corner. Here’s to the new era 🇪🇺.

"Most of us are living four or five years behind our own transformation."
 
We talk a lot about the fear of change. But there's another fear we talk about less: the grief of staying the same.
 
The slow erosion of pretending that what used to fit still does.
 
The fatigue of maintaining a version of yourself you've already outgrown.
 
This is the hidden tax of avoidance.
 
Not dramatic failure, but quiet deadening.
 
The sense that you're performing your own life rather than living it.
 
You know the right things to say, you hit the milestones, you keep the machine running. And somewhere along the way, you stopped being surprised by your own days.
 
𝘊𝘰𝘯𝘵𝘪𝘯𝘶𝘦 𝘳𝘦𝘢𝘥𝘪𝘯𝘨: "𝘛𝘩𝘦 𝘛𝘳𝘢𝘯𝘴𝘧𝘰𝘳𝘮𝘢𝘵𝘪𝘰𝘯 𝘠𝘰𝘶'𝘳𝘦 𝘈𝘷𝘰𝘪𝘥𝘪𝘯𝘨"
 
->

Open article: The Transformation You're Avoiding by newsletter.nikolaskonstantin.com

Why you might be living years behind yourself

What stops many CEOs from working with a coach is finding the right one. Here are the 3 most important dimensions to consider (coming from a coach who does 70+ CEO workshops/year):

1. What type of coach do you need?

There are essentially 2 types:

Expert coaches bring deep sectoral knowledge. They've scaled organisations, led transformations, implemented frameworks. They tell you: "This is how I did it at Mercedes" or "Here's what worked at Google."

This can be valuable - especially if you're scaling for the first time. You're getting their playbook, their version of the best path forward.
_

Systems-thinking coaches don't hand you solutions. They help you understand your organisation's unique DNA - your systems, patterns, blind spots. They're sector-agnostic. The solution comes from within your context.

Neither is wrong. But be clear about which one you're getting.

When a coach says, "Everything we did at Spotify, you should do too," what’s the likelihood that’s going to fit an organisation of your size? Stay realistic.
___

2. Where should each type sit?

My take: At the highest level, you want a systems thinker. Someone who helps you understand what's actually happening before prescribing solutions.

Then bring in experts for targeted interventions - OKRs, structures, specific implementations.
___

3. How deep do you want to go?

Some want operational guidance - someone who's done it and can tell them what to do. Valid. Just know you're adopting someone else's strategy.

Others want lighter coaching - 60 minutes monthly, some questioning, nuggets of insight.

Then there's deep intervention work. Where we question everything. Deep work sessions where you move to slow thinking to uncover the deeper strategic and personal levers holding you back. This is where you set long-term goals and uncover blind spots you couldn't see running. 
___

My best advice: Don't hire a coach for their resume. Hire them because their approach aligns with what you need to grow.

When you decide someone's capacity for growth is limited, you have slipped into a fixed mindset yourself.

When I first start working with executives, many believe they operate from a growth mindset while their teams are stuck in a "fixed" one.

This is what I call the "fixed mindset fallacy".
 
When you decide someone else's capacity for growth is limited, you have quietly slipped into a fixed mindset yourself. You just cannot see it yet.
 
The truth is simpler and more hopeful:
 
No one is permanently stuck.
 
We all move between growth and fixed mindsets throughout the day. The environment determines where we tend to land.
 
Which means your real job as a leader is not to fix people. It is to create conditions where growth becomes the natural default.
 
Three starting points I return to with the CEOs I coach:
 
𝗡𝗼𝘁𝗶𝗰𝗲 𝘆𝗼𝘂𝗿 𝗼𝘄𝗻 𝗽𝗮𝘁𝘁𝗲𝗿𝗻𝘀 𝗳𝗶𝗿𝘀𝘁. 
Where do you contract? What triggers your fixed mindset? Self-awareness here is non-negotiable.
 
𝗖𝗲𝗹𝗲𝗯𝗿𝗮𝘁𝗲 𝗲𝗳𝗳𝗼𝗿𝘁, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗼𝘂𝘁𝗰𝗼𝗺𝗲𝘀. 
When you only reward results, people stop taking the risks that lead to learning.
 
𝗠𝗮𝗸𝗲 𝗽𝗿𝗼𝗰𝗲𝘀𝘀 𝘃𝗶𝘀𝗶𝗯𝗹𝗲. 
Dedicate real time to reviewing how your team arrived at results, not just what they achieved.
 
These three shifts sound simple. They are not easy. But they change cultures.
 
What has helped you build an environment where growth mindsets come more naturally?

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

I almost broke my streak today.

It’s Day 3 of documenting my journey building Coderfarm, and honestly, I was close to not recording. But I made a promise to show up every day.

Since I couldn't focus on traditional marketing today, I decided to do Engineering as Marketing.

The Problem: Candidates upload resumes, but they have no idea what the ATS (Applicant Tracking System) actually "sees." The Solution: I built a free ATS Parser tool.

Candidates can upload their PDF, see exactly how an ATS reads their data, and get a keyword gap analysis. It helps them, and it acts as a powerful lead magnet for us. Win-win.

We are deploying this soon. Would you try a tool like this to check your resume score?

#BuildingInPublic #Startup #EngineeringAsMarketing #Coderfarm #Hiring #ATS #TechFounder

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

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Nikolas Konstantin 🌱

Dheeraj Khandare

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taplio

The Battle

Nikolas Konstantin 🌱

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);}Nikolas Konstantin 🌱's LinkedIn Performance

Performance ScoreDheeraj Khandare's LinkedIn Performance

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Performance ScoreNikolas Konstantin 🌱's LinkedIn Performance