You’re a great Product Manager.

You know you’ll be an even better Product Leader. But...

Why is it so hard to make the leap from PM → Product Leader?

Hard Truth #1:
Opportunities for advancement in product management are scarce. Product teams are typically smaller, and when leadership roles open, the competition is fierce. You need to be primed and ready for when your chance comes.

Hard Truth #2:
The skills that make you a stellar PM won't necessarily make you a stellar Product Leader. Leading 100 people isn't the same as leading 10; it requires a significant evolution of your skill set.

So, what skills do you need? How do you acquire them?

That's where I come in!

I’ve been building products for over 25 years, and have grown from leading a small team of 5 to leading a 300+ org at a top-tier company. I became a Product Leader by navigating the very same obstacles facing you today.  

My mission is to help great PMs like yourself transform into outstanding Product Leaders.

You can do it! There are immediate steps you can take starting today to set yourself on this path.

Follow me here on LinkedIn to discover how.


- - - - -
🔥 If you *really* want to fast-track your career, visit: amplifypm.com/transform

Roshan Gupta

I have been a PM at Meta and a Group PM at Google, and if you think I had it all figured out. I would disagree.

What experience really gives you is not certainty.
It gives you scar tissue.

You learn some things late.
Often after you’ve shipped the wrong thing, said yes too many times, or lost trust you had to earn back.

Looking back over my career, these are the product-building principles I wish I had internalized earlier.

Not because I didn’t know them. But because I didn’t practice them consistently.

1. Outcomes over output.
I spent years celebrating launches before I learned to celebrate impact.

2. Fall in love with the problem, not the solution.
Most early mistakes came from defending ideas instead of understanding pain.

3. The art of “no” defines your strategy.
Every yes I regretted was a painful, future no I could have avoided.

4. Data informs. Intuition guides.
Data matters, but don’t ignore intuition. Intuition is rooted in data acquired over years.

5. Manage stakeholders, don’t appease them.
You don’t need their approval. You need their respect. Deliver value, not “yes”.

6. Empower with “why,” not “how.”
Micromanagement feels productive. It quietly kills velocity.

7. Perfect is the enemy of shipped.
Speed of learning beats elegance in almost every real system.

8. Your team is your best product.
You can fix a roadmap. You can’t outrun a broken team dynamic.

None of this is taught cleanly.

You absorb it slowly
- Through tension
- Through missed promotions
- Through meetings that don’t land

This is what senior PM growth actually looks like.

Making mistakes. Learning. Honing your judgement.

If you are earlier in your PM journey, save this.
If you are a senior, you probably recognized yourself in at least two of these.

Share this if you found it relatable.

P.S. If you are a PM who’s struggling to be heard and noticed, I have designed the live “Persuading People: The PM's Edge in the Age of AI” cohort to help you learn how to communicate decisions so clearly that leadership trusts your judgment, and your team follows you.

More than 100 PMs have used it to accelerate their growth. 

Register now if you're ready to be seen as the leader you are: https://lnkd.in/d7STtuG8

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PST (Maven)

Master the persuasion system I used to secure 9-digit budgets & Fortune 50 partnerships: amplifypm.com/maven

One-Off - 2026-01-29

amplifypm

Follow me to go from PM → Product Leader 🪜 | Founder of AmplifyPM (ex-Google, Meta, Yahoo, startups) | I grew from leading a team of 5 to leading a 300+ org. I'll show you how to do the same.

A Product Manager (IC4) at Meta can make around $242K.
A Senior PM (IC5) can make $449K+.
A Staff PM (IC6) can make $622K+.

If you want to close that gap, stop thinking the next level is “more scope.”
It’s a different skill.

At IC4, you get rewarded for being dependable. You keep the train moving.
At IC5 and IC6, you get rewarded for making other people confident in your judgment.

That is what changes comp and promotions.

Here is the practical difference.

When a roadmap review gets tense, IC4 PMs try to be thorough. They add context, show charts, and explain the process.

IC5 PMs do something else. They frame the decision first, then the details.

They walk into the room already knowing:
→ What decision needs to be made.
→ What the tradeoffs are.
→ What they recommend.
→ What they are willing to give up to get it.

IC6 PMs go one step further. They don’t just answer the question. They simplify the entire debate so it does not keep coming back.
They turn a one-time decision into a reusable principle.

If you want to excel and move up faster, practice these three habits.
Start meetings with the decision, not the backstory.

Replace “here is the data” with “here is what the data means and what I recommend.”

After every big call, write down the tradeoff you made so leadership can retell your reasoning when you are not in the room.

That’s how you become the PM people trust with bigger bets.

And that’s what you are paid for.

P.S. I have designed the live Persuasive Storytelling for PMs course to help you learn how to communicate decisions so clearly that leadership trusts your judgment.

More than 100 PMs have used it to accelerate their growth. Early-bird enrollment is open for a short window. Register here and save 33%: https://lnkd.in/d7STtuG8

At Google, Meta, and Yahoo, I have worked with enough PMs to notice something interesting.

High-performing PMs don’t stand out because they do radically different work.
Most of them are doing roughly the same things as everyone else.

What separates them shows up in quieter moments.

→ In how they frame a decision when the data is incomplete.
→ In how they say no without creating friction.
→ In how they help a room move forward instead of getting stuck debating details.

You rarely notice it at first. It just feels easier to work with them.

Meetings end with clarity.
Teams leave knowing what matters.
Leadership trusts that if something changes, this PM will adapt without drama.

And the opposite is also true.

When a PM struggles, it’s almost never because they lack effort, intelligence, or frameworks. It’s because their thinking does not travel well.

People hear the work, but not the judgment behind it. 
They see activity, but not direction.

Over time, that gap compounds.

→ The PM who can make tradeoffs legible earns trust faster.
→ The PM who can connect data to meaning gets more room to operate.
→ The PM who owns outcomes without over-explaining becomes the one leaders lean on.

Those are not flashy skills. But they are the ones that quietly shape careers.

P.S. If you are a PM who wants to build those skills deliberately, Persuasive Storytelling for PMs is designed around exactly this shift.

Over 100 PMs have already used it to grow their influence, trust, and trajectory. 

Early-bird enrollment is open for a short window. 
Register here and save 33%: https://lnkd.in/d7STtuG8

Google

Yahoo

When you present to senior stakeholders, the first 20 seconds matter more than the next 20 slides.

The biggest mistake I see PMs make: they assume their audience will pay attention.

That their audience cares as much as they do.
They’re wrong.

That's not how it works. 

You must learn to make people WANT to hear you.

Next time – instead of starting with slides, background, or the solution – I’d start like this:

“Right now, 18% of users who start this flow drop off before step three. If we do nothing, that’s a $12M annual loss.”

Then I’d stop talking.

Because now I have something far more valuable than airtime.
I have attention.

Only after that would I explain:

→ Why this problem exists
→ What we’ve tried so far
→ What decision I’m asking for

Most PMs do the opposite.

They start with: “Let me walk you through some background…”

By the time they reach the actual problem, the room is already gone.
And once attention is gone, you don’t get it back with more slides.

You get interrupted.
You get pulled into edge cases.
You end up defending details that don’t matter.
The meeting turns into a debate instead of a decision.

That’s why the first 20 seconds matter more than the next 20 slides.

Senior stakeholders don’t need the full download.

They need a sharp frame:
What’s at stake?
Why now?
What do you need from them?

Do that well, and the rest of your story becomes easier to land.

Repost this if it resonated.

P.S. I have designed the live “Persuading People: The PM's Edge in the Age of AI” cohort to help you learn how to communicate decisions so clearly that leadership trusts your judgment so you get seen and rewarded.

More than 100 PMs have already used it to accelerate their growth. Register now: https://lnkd.in/d7STtuG8

Bumped into this thread today, and it took me straight back to my time at Google when I turned a $20M budget into $120M.

A Staff PM admits they spend 20% of their time on strategy and 80% on storytelling.
Because strategy without narrative doesn’t move people.

For a long time, I believed the same thing many PMs do: “If the thinking is solid, the data will speak for itself.”

So I showed up with decks, perfect charts, clean assumptions, and a clear logic.

My proposals got approved. But they rarely got momentum.
This is exactly what this thread talks about, and it’s a painful kind of approval.
You get the “sure, sounds fine” approval.
Not the “this is the priority” approval.

The thread nails why. The Staff PM:

→ Walked into exec reviews with 20 slides of immaculate charts.
→ The VP looked at their phone.
→ The initiative technically passed, but it wasn’t championed.

Then they watched a peer pitch a weaker idea with fewer charts.
But the peer told a story.

→ A specific user in distress.
→ A villain, the current broken process.
→ A hero, the proposed change.
→ A cost of doing nothing.

Execs leaned in. They got double the funding.

That’s the difference between being correct and being compelling.

Being correct gets you approval.

Being compelling gets you attention.

Data proves, but story persuades.

And at senior levels, persuasion IS the job.

If you want your work to move faster, get prioritized, and get real backing, the lever is rarely another chart. It’s narrative structure.

P.S. When stakeholders understand your narrative, they trust your judgment even if they disagree. This is the kind of storytelling PMs build inside “Persuading People: The PM’s Edge in the Age of AI”.

If you want a repeatable system to turn feedback into alignment to get seen and rewarded as the leader you are register here: https://lnkd.in/dB7xfrvr

If I wanted to grow my career as a Product Manager in 2026, I would stop blindly following most of the advice that gets recycled on LinkedIn.

Because a lot of the loudest PM advice comes from people who have barely done the job.

→ They have never been the ones trying to get engineering time when every team is understaffed.

→ They have never had to kill a feature users loved because the data quietly said it was the wrong bet.

→ They have never stood in front of skeptical stakeholders defending a roadmap that was already starting to crack.

→ They have never owned a launch that didn’t go the way the deck promised.

Yet they sell frameworks. Playbooks. “Proven systems”.
And the irony is they're teaching a job they just started learning themselves.

I see it constantly.
People who have never been PMs, but aspire to be one.
People who are one year into their first PM role.

They package theory as experience.

And PMs eat it up because we are desperate for guidance in a role that's different at every company.

I'm not calling anyone out, but I cannot watch as PMs fall for everything they see online and then blame themselves when it doesn't work.

You can never learn Product management from templates.

You can learn it from:
→ Shipping features that flop
→ Making trade-offs that upset everyone
→ Building trust with engineers who don't report to you
→ Saying no to your CEO's pet projects

Before you follow PM advice on LinkedIn, ask one question:
Have they done the job?
And have they done it long enough?

If not, keep scrolling.

Today, I’m going to give away a big part of what actually helped me grow as a PM at Meta, and then GPM at Google, so read this carefully.

Like every PM earlier in my career, I thought growth was about getting better at the craft.

→ Better PRDs
→ Cleaner metrics
→ More structured thinking

And to be fair, that’s what gets you promoted the first few times.

But at some point, that stopped being the bottleneck.

When I moved into more senior PM roles, including at Meta and later at Google, I noticed something uncomfortable.

→ My work was solid.
→ The thinking was sound.
→ The analysis held up.

Yet some initiatives moved fast and got real backing, while others stalled despite being “approved”.

No one said anything explicitly. There was no negative feedback.
Just a quiet difference in energy.

Over time, I realized what was missing.

I wasn’t failing at product.
I was failing to carry the thinking through the room.

I was explaining instead of leading.
Answering instead of framing.
Providing context instead of anchoring decisions.

In senior rooms, that distinction matters more than people admit.

People aren’t just listening to what you’re saying.
They’re paying attention to what happens after you speak.

→ Do you drift into the background when challenged, or do you come back to the core trade-off?
→ Do your answers tighten the narrative, or scatter it?
→ Does the room feel clearer after you speak, or more complicated?

That’s when I learned something that sounds obvious but took years to internalize.

👉🏽 There’s a difference between getting your message out and getting your message across.

Getting it out means the words were spoken.
Getting it across means the room moved.

That shift didn’t happen overnight for me.
It came from sitting in enough rooms, missing enough signals, and slowly realizing why some conversations moved the room, and others didn’t.

If you’re a PM who feels like your work is good but your impact isn’t compounding the way it should, this might be the gap you’re feeling, too.

Not a lack of ability. A lack of narrative.
And once you see that, you can’t unsee it.

This is the work I focus on now – helping PMs turn solid thinking into clear, persuasive narratives that actually move people.

If you want to build that skill intentionally, register for my live class “Persuading People: The PM’s Edge in the Age of AI”.

An exclusive system that helps PMs get seen and rewarded. 

Register here: https://lnkd.in/dB7xfrvr

The PM job is really 2 jobs. And I bet you’re only doing 1 of them.


1. Operator - keep things moving.
2. Strategist - choose what matters.

Most PMs only schedule time for the first.
So the second gets squeezed into “when things slow down.”

And that’s why so many PMs feel like they’re shipping a lot, but influencing less.

Because when strategy is constantly interrupted, you don’t just lose time.
You lose the thread.

The narrative that answers:

→ What are we solving?
→ Why now?
→ What are we NOT doing?
→ What does success look like?
→ What tradeoff are we willing to own?

Without that story, the org defaults to:

→ Opinions over priorities
→ Loudest stakeholder over clearest direction
→ “Quick wins” over meaningful bets

This is why I don’t think the next PM superpower is another framework. It’s storytelling.

Not presentation skills or being charismatic.
The real skill is turning messy inputs into a clear, repeatable narrative that:

→ Gets buy-in when you’re not in the room
→ Protects the roadmap from constant re-litigation
→ Gives your team confidence in the why, not just the what

And yes, storytelling is also how you protect mindspace.

Because when the story is clear, you stop re-explaining decisions 20 times a week and focus on what matters the most.

PMs who leverage storytelling get noticed, rewarded, and promoted fast, and I've seen that happening at Google and Meta.

P.S. I have designed the live Persuasive Storytelling for PMs course to help you learn how to communicate decisions so clearly that leadership trusts your judgment.

More than 100 PMs have used it to accelerate their growth. Early-bird discount ends today, register now and save 33%: https://lnkd.in/d7STtuG8

Today I want to admit something I avoided for a long time. For many years, I was a “good PM”...

..But not an influential one.

Like most PMs, I lived in Line 1 and Line 2, because they feel safe.

Line 1: To report
Weekly updates. Status decks. “Quick sync?” calls.
I was responsive, available, and always “on top of things.”

Line 2: To collect frameworks
I could name every prioritization model.
I had templates for discovery, strategy, roadmaps, OKRs, you name it.

And yet, something kept happening.

→ My roadmap would get questioned every time.
→ Decisions would get reopened again.
→ Stakeholders would “align” in meetings, then push back in Slack.

I thought I needed more data, slides, and frameworks.
What I actually needed was something simpler.

A story people could believe.

Because here’s what no one tells you:

In most companies, you don’t win with the best idea.
You win with the idea that can be understood, repeated, and defended when you’re not in the room.

That’s when it clicked for me.

There are four lines PMs stand in:

1. To report - easy to be busy, hard to create movement
2. To collect frameworks - feels like growth, often becomes hiding
3. To prioritize - where tradeoffs begin
4. To persuade - where careers accelerate

The shift for me happened the day I stopped sending “updates", and started sending a narrative.

A narrative that told:

→ Here’s what changed
→ Here’s the tension we can’t ignore
→ Here are the options (and the tradeoffs)
→ Here’s the decision I recommend
→ Here’s what I need from you

Suddenly, I wasn’t fighting for attention.

People were pulling clarity out of my message.

If you feel stuck right now - busy but not advancing - ask yourself:

Are you standing in the lines that keep you safe, or the line that makes you effective?

P.S. I have designed the live Persuasive Storytelling for PMs course to help you learn how to communicate decisions so clearly that leadership trusts your judgment.

More than 100 PMs have used it to accelerate their growth. Register now if you're ready to be seen as the leader you are: https://lnkd.in/d7STtuG8

I can usually tell in 30 seconds whether a PM will lose the room.


By how much they tried to fit on the first slide.

The slide is packed.
↳ Context paragraph at the top
↳ Two charts side by side
↳ A roadmap snapshot squeezed in
↳ Three footnotes “just in case.”
↳ And somewhere in the corner, a tiny line that says “Decision needed.”

The PM thinks they’re being thorough, even I thought the same when I started as a PM.

But senior stakeholders read something very different.
They read hesitation.

Because when a slide is doing everything, it usually means the PM hasn’t yet decided what matters most.

At senior levels, slides are not about conveying information. They are about conveying judgment.

Judgment shows up in:
→ What you choose to leave out.
→ What you choose to highlight.
→ What you repeat.
→ And what you are asking the room to decide right now.

Most PMs overload slides because they are trying to protect themselves.
→ From questions
→ From pushback
→ From being wrong

Ironically, that does the opposite.

→ Crowded slides invite interruptions.
→ They pull the conversation into details.
→ They turn a decision meeting into a debate.

Clear slides signal confidence.
They say, “I’ve thought this through, and this is the part that matters.”

I have a simple mantra that fixes a lot of this.
"When in doubt, leave it out."

Not because details are unimportant. But because timing is.
And clarity is not a design skill. It’s a leadership skill.

P.S. If you want your ideas to land and your decisions to stick, persuasive storytelling is the lever to build. More than 100 PMs have joined my live cohort - Persuading People: The PM's Edge in the Age of AI- to master storytelling to get seen and rewarded. 

Register here if you are ready: https://lnkd.in/dB7xfrvr

The fastest way PMs lose credibility is trying to act on every piece of feedback.

Here’s what it looks like in real life.
- Monday: you present a crisp PRD.
- By Friday: it becomes a “kitchen sink” doc.

Because everyone left feedback.

1. Design: “Can we make it more delightful?”
2. Eng: “We can’t support this edge case this quarter.”
3. Sales: “A customer asked for this last week, can we add it?”
4. And the worst one: “I don’t know… it just doesn’t feel right.”

So you do what many PMs do to be seen as “easy to work with”.

You accept all of it.

→ You add two screens.
→ You expand scope “just a bit”.
→ You rewrite the narrative to please each person.

And then in the next review, something painful happens:
People don’t argue about the product. They question your judgment.

“What are we actually shipping?”
“Why are we solving this now?”
“Didn’t we decide last week?”

That’s the credibility leak.
Not because you listened. Because you stopped being the decision owner.

When I was a PM, what changed for me was treating feedback like a decision input.

Every time I got feedback, I asked myself:

👉🏽 Is it clear and specific?
If someone says “this is confusing”,
I ask: “Which part exactly? What did you expect to happen instead?”
If they can’t answer, I don’t change anything yet.

👉🏽 Is it backed by evidence?
If Sales says “customers want X”,
I ask: “How many accounts? Is it churn risk or nice-to-have?”
If it’s one loud request, it goes to discovery, not the sprint.

👉🏽 Does it further our objectives?
If someone says, “This would be nice to have”,
I ask: “Which OKR does this move, and how will we know?”
If it doesn’t map to a goal we agreed on, I politely disregard.

👉🏽 Is it feasible?
If someone says, “We should do this now”,
I ask: “What would we drop to make that true?”
If the trade-off isn’t worth it, I park it to protect focus.

Then I communicate one of three calls, explicitly:

1. Do it: it aligns with evidence and objectives.
2. Park it: good idea, but the timing is wrong.
3. Kill it: it’s preference, not evidence.

The leadership move is not saying YES louder.
It’s being able to say, calmly: “I heard you. Here’s what we’re doing, and here’s why”.
That’s what senior PM credibility looks like.

Share this if you agree.

P.S. When stakeholders understand your narrative, they trust your judgment even if they disagree. This is the kind of storytelling PMs learn inside Persuading People: The PM's Edge in the Age of AI.

If you want to communicate like a senior PM in high-stakes rooms, register here: https://lnkd.in/dB7xfrvr

Give me 15 seconds, and I will tell you what storytelling for PMs actually is, and why it is quietly deciding who gets promoted, and who stays stuck.

Most PMs I speak to still think storytelling means slides, polish, or sounding confident in a room.

Yes, how you deliver your message matters.
But that’s not what holds people back.

Delivering your message ≠ getting your message across.

What actually breaks PM careers is this moment: you have the data, the work is solid, but different people walk away with different interpretations of what you just said.

→ Engineering hears effort.
→ Leadership hears risk.
→ Design hears ambiguity.
→ And somehow none of them hear a clear decision.

That’s where storytelling shows up, even if you never call it that.

Real storytelling for PMs is the ability to take one messy situation and explain it in a way that resonates differently for each audience, without changing the core truth.

→ To engineering, it makes tradeoffs feel intentional instead of reactive.
→ To leadership, it clarifies what matters now and what does not.
→ To design, it gives direction instead of noise.
→ To the team, it creates momentum instead of churn.

When PMs struggle, it’s rarely because they lack insight.
It’s because their thinking comes out tangled, fragmented, or one-size-fits-all.

You can feel it in meetings.
Long explanations.
Too much context.
People tuning out.

The PMs who grow fastest help people understand why a path makes sense, to THEM.

That is the quiet skill behind executive presence, trust, and promotions.
It is not about telling stories. It is about making your thinking legible to other humans.

And once people can follow your thinking, once you convince them to care, they start backing your decisions.

That’s when your career starts to move.

P.S. If you want to get better at making your thinking land so you get seen as the leader you are, Persuasive Storytelling for PMs is built for exactly that. More than 100 PMs have already used it to grow their career, and comp.

Early-bird enrollment is open for a short window. Register here and save 33%: https://lnkd.in/d7STtuG8

The skills that made me a great PM held me back as a leader. (And until I fixed it, my career was on hold.)

Here’s what changes when you scale:

→ As a PM, you solve problems.
↳ As a leader, you build problem-solvers.

→ As a PM, you own the roadmap.
↳ As a leader, you own the narrative.

→ As a PM, you manage details.
↳ As a leader, you manage risk.

The transition isn’t about doing more of what made you successful.
It’s about letting go of what got you here.

When I led 10 people, I could be in every meeting, review every spec, and influence every decision. That felt like leadership.
When I started leading a 100+ people org, that same approach nearly broke me.

Because you become the bottleneck, without realizing it.
Decisions slow down. Escalations go up. Your calendar fills, but progress gets weirdly sluggish.

The shift that changed everything for me was simple:

I stopped being the answer. I became the frame.

Instead of “here’s what we should do,”
I moved to:
→ “What are we optimizing for?”
→ “What tradeoff are we accepting?”
→ “Who owns this decision?”

Those three questions did more than any framework.

They built judgment in the org.
They made decisions travel without me.
They kept me out of the weeds without losing control of direction.

The hardest part was trusting others to make decisions I used to make myself.
But that’s exactly what separates Good PMs from Great Leaders.

P.S. If you’re stepping into a bigger scope and feeling this shift, register for my live cohort "Persuading People: The PM’s Edge in the Age of AI". 

I help PMs turn solid thinking into clear, persuasive narratives that actually move people, so they get seen as the leader they already are.

Register here: https://lnkd.in/dB7xfrvr

Stop thinking AI is going to 10x your PM career.

If you think using ChatGPT to write better PRDs or analyze data faster is your competitive advantage, you’re missing the point.

AI is making execution cheap.
It’s making “good content” a commodity.

In a world where every PM has the same tools to generate output, the value of output drops to zero.

So what actually matters?
The one thing AI cannot do.

Persuasion.

AI can generate a strategy document in seconds.
But it cannot look a skeptical VP in the eye and make them BELIEVE in it.

It can summarize a meeting.
But it cannot read the room, sense the hesitation, and pivot the narrative to save a deal.

We are entering an era where “doing the work” is the baseline.
”Selling the work” is the differentiator.

If you want to survive the AI shift, you don't need to get better at prompting.
You need to get better at influencing.

It’s not about being charismatic.
It’s not about being louder.
It’s about making your message irresistible to your audience.

This is the exact skill set I teach in my upcoming Maven cohort.

You’ll walk away with the persuasion system I used at Google to secure 9-digit budgets and land Fortune 50 partnerships.

🚨 Early enrollment is open right now (33% off).
🚨 This is the ONLY time the course is discounted.

If you’re tired of doing great work that never quite lands –
this is how you change that.

👉 Enroll here: https://lnkd.in/d7STtuG8

Hurry – early enrollment closes soon.

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When I went from leading small teams to helping lead a 300+ org at Google, one pattern kept showing up in promotion conversations.

The PMs who got promoted weren’t always the smartest in the room.
They weren’t even always the highest-output.

They were the ones who stopped being known as “reliable” and started being known as the person who could move the organization.

Because “You’re a reliable PM” is just a compliment.
It means you ship, you unblock, you keep things stable, you handle stakeholders, and you make chaos look manageable.

The problem is what that label signals upstairs.

Reliable often gets interpreted as: “I trust them to execute what we already decided.”

Promotion tends to go to: “I trust them to shape what we decide next.”

That’s the shift no one explains clearly, and it’s why PMs feel confused when they’re doing great work and still hearing vague feedback about “leadership” and “strategy.”

At higher levels, your work is judged less by how well you run your lane and more by how much you reduce everyone else’s confusion.

That shows up in very specific behaviors:

→ You don’t just share updates; you bring a decision with options, tradeoffs, and a recommendation
→ You don’t just manage stakeholders; you align incentives before they turn into escalations
→ You don’t just deliver roadmaps; you create a narrative people repeat when you’re not in the room

If you become the org’s safety net, you will get more responsibility.
But it’s often responsibility that keeps you anchored in execution.

To go to the next level, you need reliability plus leverage.

P.S. If you’ve been labeled “reliable” and feel stuck, I’m hosting a free Maven Lightning Lesson on how PM promotion expectations change as you move into leadership.

More than 1,000 PMs are already attending. Register here for free: https://lnkd.in/eVckANk9

I’ve been seeing a lot of PMs add “AI PM” to their LinkedIn headline lately. I get it. No one wants to feel left behind.

But the moment someone asks, “So how are you actually an AI PM?” – most answers fall apart.

Not because the PM is incompetent. Because they don’t have a story.

They give tool lists.
They mention ChatGPT.
They say “I’m exploring AI.”

And the listener is still thinking: ok, but what did AI change in your product work?

That’s the gap.

“AI PM” isn’t a label. It’s meant to be a narrative.

If you can’t clearly explain:
→ what AI made possible
→ what tradeoff you accepted
→ what you measured differently
→ what new risks you introduced

Then the headline looks like trend-chasing.

The PMs who stand out do one thing well.

They can tell a tight story like this:

→ Here was the user problem.
→ Here’s why traditional approaches broke.
→ Here’s why AI was the right bet.
→ Here’s what new risks showed up (quality, latency, hallucinations, privacy).
→ Here’s how we shipped safely.
→ Here’s how we measured success using AI.

Same PM. Same work. But now it lands.

Recruiters don’t reward labels. They reward substance.
And a clear narrative is what gets you ahead in your career.

P.S. If you want to be the PM who can explain your work with confidence and win trust fast, persuasive storytelling is the skill that gets you there. That’s exactly what we practice inside Persuading People: The PM’s Edge in the Age of AI.

More than 120 PMs have already learned the art of telling stories to lead in their career. Enrollment for the next cohort closes soon! If you are ready, register here: https://lnkd.in/dB7xfrvr

Why is it so hard to land a PM job these days, when everywhere I look I see: “Product managers needed. Hiring urgently!!”

Yes, PMs are in demand. Just not the kind most people think.

A few years ago, I would have read those job posts and thought:
Great. I know the product. I ship. I’ll be fine.

That worked early in my career. Things have changed.

I’ve been in enough hiring rooms to know what that sentence actually means.
Teams aren’t desperate for PMs who can write specs, manage Jira, or walk through dashboards.

They already have data.
They already have charts.
They already know what shipped last quarter.

And now with AI, those skills are even less valuable.

What they’re desperate for is someone who can walk into a room and say:
This is what matters.
This is what doesn’t.
This is the decision we need to make.

I’ve watched PMs with perfect analysis lose the room because they couldn’t explain why the data mattered.

And I’ve watched other PMs, with less polish but more judgment, get immediate trust.

Same data. Very different outcome.

The difference wasn’t intelligence.
It was interpretation.

Being able to turn messy signals into a clear point of view.
Being able to say, “Here’s the tradeoff we’re making, and here’s what we’re willing to live with.”

That’s the PM companies are actually hiring for right now.

Not someone who reports numbers, or executes.

Someone who can make, explain, and stand behind a decision.

If you’re a PM who feels like your execution is solid but your impact isn’t compounding, this is usually the gap.

And it’s a learnable one.

If you want to get better at turning data, ambiguity, and pushback into clear narratives senior leaders trust, that’s the work I help PMs do now. 

Register for Persuading People: The PM’s Edge in the Age of AI, and join 100+ PMs who got seen and rewarded as leaders.

Register here: https://lnkd.in/dB7xfrvr

If you’re a PM who feels stuck, this is for you.

You’re doing good work.
Your projects ship.
Your stakeholders trust you.

And yet...nothing changes.

No bigger scope.
No stronger signal.
No clear path into leadership.

That’s the most frustrating part:
You’re working hard – but you don’t actually know what to change.

Most PMs assume the answer is:
→ More execution
→ More ownership
→ More hours

But that’s why so many talented PMs plateau.

The leap from Senior PM to Product Leader isn’t about doing more.

It’s about operating differently.

I just wrapped a free Maven Lightning Lesson where I broke down:

→ What actually changes as you move up the PM ladder

→ Why the skills that got you here stop working

→ The 5 concrete shifts leaders expect – but rarely explain

Good news – the full recording is now available 🔥

If you’ve ever wondered:
“Why am I not being seen as a leader yet?”
or
“What am I missing that others seem to get?”

You can get clarity in under 30 minutes.

Watch the free recording here:
👉 https://lnkd.in/eVckANk9

Stop guessing and start operating at the next level.

graphical user interface, application, website

One week only → 33% off 🔥
This is the ONLY time I ever discount tuition.

Early enrollment for my next live “Persuading People: The PM's Edge in the Age of AI” Maven cohort (Feb 2) is now open.

Take this course if you want to become known as the PM who:

→ Rallies a room around a clear narrative
→ Persuades senior leaders when the stakes are high
→ Shapes strategy through influence – not just good ideas

This week is the only time I ever discount tuition – to reward those who commit early.

And to make this a no-brainer:

→ If your plans change, you can move to a later cohort at the same locked-in rate.
→ If you don’t see results, I offer a 100% tuition-back guarantee. After running multiple cohorts, I *know* the transformation this class delivers.

In other words: high upside, zero risk.

👉🏽 Enroll now to save 33% off tuition: https://lnkd.in/d7STtuG8

. . .
P.S. Once early enrollment closes, I won’t be offering this discount again.

Over 2300+ PMs have signed up for my free Maven Lightning Lesson. 

If you feel like you’re doing great work but keep getting passed up for leadership positions…

I’m here to tell you that you’re not imagining things, and you’re not alone.

The rules change, and no one ever tells you how. I will.

Don’t miss out – RSVP for free! Even if you can’t attend live, you’ll get the recording afterwards.

I’ve heard EVERY excuse in the book for why a PM isn’t getting promoted.

See if any of these sound familiar:

→ “Promotions feel random.”

→ “I don’t have the right relationships.”

→ “One person’s feedback held me back.”

→ “My results are strong, but my scope is too small.”

→ “I’ve done everything right, but the system is rigged.”

→ “I’m in the wrong company – there’s no growth here.”

→ “I’m not the self-promoting type. I just focus on my work.”

→ “My peer got promoted, and I’m clearly better than them.”

→ “I’m overworked – I don’t even have time to think about this.”

→ “I’ve been in this role for X years. It should’ve happened by now.”

If you’ve used one of these excuses –
you’re not broken.
I’ve said many of them myself.

These excuses aren’t the reason you’re stuck.
They’re the symptom.

The real issue is this:
As you move up, the rules change – and no one explains the new game.

The skills that made you a strong PM will NOT get you promoted into leadership.

The leap from Senior PM to Product Leader requires a completely different operating system.

That’s exactly what I’m teaching in 3 days.

- - - - - -
💬 Move Up the PM Career Ladder, FAST!
📅 Tuesday, January 27
⏱ 30 minutes
💸 Free (recording included)

I’ll break down:
• What actually changes as you move up
• Why great PMs plateau
• 5 concrete techniques you can apply immediately to start operating like a Product Leader
- - - - - -

This is the last call.

Even if you can't attend live, register to get access to the recording.

If you’ve been stuck, frustrated, or quietly wondering “what am I missing?” – this session is for you.

👉 Register free: https://lnkd.in/eVckANk9

Most professionals don’t fail their job search because they lack talent.

They fail because they don’t understand how decisions are actually made.

Resumes are screened emotionally.
Interviews are judged on clarity, not brilliance.
And “hard work” without strategy quietly kills your leverage.

I know this because I’ve been on both sides of the table.

I’ve coached hundreds of professionals to land roles they once thought were out of reach.
I’ve hired and interviewed thousands.
And I’ve run hiring decisions across roles, teams, cultures, and geographies — including at Amazon.

Here’s the uncomfortable truth most people won’t tell you:
Job search is not about impressing.
It’s about making decision-makers feel safe choosing you.

Once you understand that, everything changes:
How you write your resume
How you speak in interviews
How you network without feeling awkward
How you negotiate without fear

I don’t help people “get jobs.”
I help professionals think clearly, communicate sharply, and show up as low-risk, high-upside decisions.

If you want motivation, there are plenty of creators.
If you want clarity, standards, and a professional way to win this game, you’re in the right place.

Follow to make your job search simpler, sharper, and super professional.

Chintan Shah

I’m 36. I got laid off recently, I think I’ve failed in life.


Someone said this to me recently. And it stayed with me.

Because so many people quietly believe it when life takes an unexpected turn.

A layoff can mess with your sense of identity.
It can make you question years of effort, smart decisions, late nights, sacrifices.
It can make one moment feel like a verdict on your entire life.

But losing a job is not losing direction. It’s not proof that you’re behind.
And it’s definitely not proof that you’re done.

Most careers don’t move in straight lines. They detour.
And often, the chapters that feel like endings are actually the ones that force clarity.

If you’ve been laid off recently, or you think your company may be planning a restructure here are 5 tools that can help right now:

1. Resume Worded
Instant resume + LinkedIn feedback based on recruiter data. Great for mid-senior professionals.
URL: www.resumeworded.com

2. Welcome to the Jungle 
Best platform for curated, high-quality remote tech roles. Filters by visa support, company size, and more.
URL: https://lnkd.in/gBtfhm_7

3. Layoffs.fyi 
Live tracker of layoffs + open roles at affected companies. Updated daily.
URL: www.layoffs.fyi

4. HUNTR 
Job search tracker that keeps you organized across applications, referrals, follow-ups.
URL: www.huntr.co


5. Teal 
Build tailored resumes for each role + manage your job search in one dashboard. Free & easy to use.
URL: www.tealhq.com

Don’t wait for the email.
Start preparing before you need to.
And if you’re already in it just know, this is not the end of your story.

Save this post to access the resources.
Share this with someone who git impacted in the recent layoffs.

P.S. Follow Chintan Shah for free insights on how to build a mindset to land your dream role.

I decide who gets shortlisted. I know why you didn’t.

The world hadn’t even recovered from Amazon’s mass layoffs in October.
And now, they’ve announced another wave. This time, up to 30,000 people will lose their jobs.

Talented, skilled professionals, some with 5, 10, or even 15 years of experience, will lose their jobs overnight. 

If you needed a signal that 2026 is going to test everyone’s career strategy, this is it.

We’re in a market where you need a backup plan before you need one.

And that means building your career safety net now:

1. Stay market-aware
Know what’s happening before it reaches your team.

- Layoffs.fyi – Real-time layoff tracking
- WARNTracker – Official U.S. filings by state
- TrueUp – Layoff + hiring updates
- Blind – Anonymous insider updates
- Levels.fyi – Compensation & company signals

2. Fix your positioning

Update your resume before you need it.

Use tools like:

- Teal HQ – Track and tailor your job search
- Resume Worded – Feedback on resume + LinkedIn

3. Rebuild your visibility

Start conversations now. Don’t wait for a layoff.

- Hunter.io – Find verified decision-maker emails
- RocketReach – Find + reach hiring managers

4. Be ready to pivot

Keep your interview skills sharp and stay open to what’s next.

- interviewing.io – Anonymous mock interviews
- Exponent – Practice product & strategy questions
- Big Interview – Role-specific prep and frameworks

The layoffs may not hit you. But the ripple effect might.
More applicants. Slower responses. Fewer openings.
That’s why starting early is your only advantage.

Don’t wait for your name to be on a list. Build your safety net now.

Save this post to access these tools later.
Repost to help someone you know.

Follow Chintan Shah for more free insights on how to build a solid mindset to land your dream role.

Yesterday, I spoke to a Sr manager who was recently laid off. And his interview experience with 25+ companies was shocking. 

One company just crossed every line.

- Round 1: A generic phone screen to "calibrate" the fit. 
- Round 2: A Zoom call where all 3 interviewers turned off their cameras. Awkward and unprofessional. 
- Round 3: Another Zoom call with 2 new managers, same camera-off interview. He decided to turn his off too. 
- Round 4: An in-person interview that dragged on for 3 hours with pointless "short tests." 
- Round 5: They asked for another round with the hiring manager. 

That’s when he declined the next step.

He told them, “Thank you, but I’m looking for a company that respects people’s time.”

As a job seeker, you’re not just being evaluated; you’re evaluating, too.
And if a company can’t get its process right, it’s often a signal of how it operates behind the scenes.

Disrespectful interviews = Disorganized culture
Poor communication = Poor leadership
Endless hoops = Lack of clarity

If it feels wrong early on, it probably is.

Today, when every role is hard-earned, and every opportunity is precious, you have the right to protect your time, energy, and peace.

Don’t ignore the red flags.
Don’t confuse effort with progress.
Don’t let the fear of missing out make you settle.

Repost this if you agree that job seekers also deserve respect.

P.S. Follow Chintan Shah if you’re a job seeker in the U.S. I share real strategies and stories to help you crack interviews, land better roles, and protect your peace.

Dear job seeker, I have a strong feeling. 2026 is going to be your year.


Soon, you’ll hear:
→ “Your resume is shortlisted.”
→ “Your interview is scheduled.”
→ “You’ve landed the offer.”
→ “Welcome to Amazon / Meta / your dream company.”
→ “You made it.”
→ “Your hard work paid off.”

And when that day comes, it won’t be luck.
It’ll be the result of all the quiet effort you’re putting in now - the rejections you’re navigating, the resumes you’re rewriting, the hope you’re holding on to.

So keep going.
Even when it’s slow.
Even when it’s hard.
Even when it feels like nothing’s moving.

Because your moment is coming. And when it does, it’ll be worth every ounce of effort.

Repost this if you needed the reminder.
📌 Save it to come back when the journey feels tough.

Follow Chintan Shah for resources, frameworks to build a strong mindset and land your dream role in the U.S.

If I were job hunting today, I wouldn’t waste time on tools all job seekers use. I’d use these 9 tools to land more interviews and offers faster.

Thousands of smart, qualified people are applying to the same roles you are.

What makes the difference?

🟡 Speed
🟡 Personalization
🟡 Strategy
🟡 Positioning

This is a playbook for standing out:

1. Hunter.io → Bypass the black hole and reach the hiring manager directly.
2. Teal→ Make sure your resume actually speaks the job’s language.
3. Perplexity & Claude → Sound smarter, more senior, and more strategic.
4. Levels.fyi→ Know your worth before you enter the negotiation.
5. Loom → Replace a boring cover letter with something they’ll actually watch.
6. Blind & Crystal → Uncover red flags before you say yes.

If you're serious about landing interviews, don’t just apply.

Out-research, out-position, and out-execute.

🔁 Repost to help someone else get unstuck
Save this list for later. 

Follow Chintan Shah for smarter job search strategies that actually work in this market, and land your dream role.

I’ll get a job.
I’ll crack FAANG.
I’ll figure it out.

Say it till it starts sounding normal.
Believe it till it starts feeling real.
Act on it till it becomes true.

Because every win begins with a whisper.
And that whisper is: “I will.”

You don’t need to have all the answers right now.
You don’t need 10 referrals or a perfect resume.

You just need a starting point and the belief that it’s possible.

Self-belief doesn’t solve everything.
But it gets you to show up.
And showing up every day changes everything.

Repost this if you believe in yourself, even just a little today.

Because that little belief is more powerful than you think.

P.S. Follow Chintan Shah for more actionable insights on building a mindset and strategy to land your dream role.

13 U.S. startups that are hiring right now. Most of them also sponsor Visas. (Links to career pages also attached.)


1. Replit – AI-powered coding platform
2. Decagon – AI customer support agents
3. fal – Generative media tools for devs
4. Electra – EV charging infra in Europe
5. Armada – Edge computing for enterprises
6. Moonvalley – AI video generation
7. Delve – SOC2 compliance agents
8. Clay – Lead enrichment tools
9. WorkWhile – Hourly shifts with built-in benefits
10. Dropzone AI – Real-time cyber alert resolution
11. MaintainX – Workflows for frontline teams
12. Groq – High-speed chips for AI
13. Superpower – Health tracking with personal data

Share this with someone looking for a job that can sponsor their Visa.
Save this post so you can visit it lates.

(Links to their hiring pages attached in comments.)

P.S. Follow Chintan Shah if you are a job seeker in the U.S.
I share practical frameworks, real stories, and resources like this to help you get hired faster.

If you think 2025 was brutal for job seekers, 2026 is going to be something you never imagined.

We are not just looking at layoffs anymore. We’re entering what Geoffrey Hinton is calling the “jobless boom.”

And no, it’s happening in real time:

→ AI has already replaced entry-level workflows
→ Companies are restructuring entire teams around efficiency
→ Roles are disappearing before people even realize they’re outdated

But companies will still be hiring. Just not in the same way.

They’ll hire:
→ People who know how to work with AI, not fear it
→ Candidates who can solve for business outcomes, not just complete tasks
→ Professionals who position themselves clearly, not generically

So if you’re job searching in 2026, here’s what that means:

✅ Don’t apply with a 2022 resume
✅ Don’t interview like every role is safe
✅ Don’t wait until your job is gone to figure out your strategy

The job market isn’t closing. It’s shifting, and it is happening fast.

The people who will win in 2026 are the ones who:
→ Stay sharp on what’s changing
→ Position themselves around value
→ And start preparing before it’s urgent

📌 Save this post if you’re thinking about making a move in 2026.

Follow Chintan Shah for more on how to land your dream role, and build a solid career as a professional in the U.S.

After 6 months, you could be announcing:
→ I’ve landed a role at Meta.
→ I’m finally working in the domain I love.
→ I negotiated a $40K raise.
→ I’m not stuck anymore.

Or…
You could still be thinking:
→ I’ll start next week.
→ I’m not ready yet.
→ What if I fail?
→ I don’t know where to begin.

If you want the next six months to change your life. Start today.

→ Update your resume
→ Send that message
→ Practice the mock interview
→ Approach a mentor/coach for help
→ Apply even if you’re not 100% ready

Six months from now, your future self will thank you, or wish you started today.

The choice is always yours.

Save this post. Come back in July. Let it be your reminder.
Repost this if you have already started preparing.

P.S. Follow Chintan Shah for more on how to build a solid mindset to land your dream role.

Before I cracked Amazon here in the U.S., I once applied to so many jobs I lost count.

And that was the problem.
- I wasn’t tracking follow-ups.
- I didn’t know which resumes I’d sent where.
- And every rejection felt more confusing than the last.

If you're in the middle of a job search, don't let chaos slow you down.

These 8 tools will help you stay organized, so your job search feels strategic, not scattered:

1. Huntr
A job tracker built for applicants, save roles, track stages, set reminders.
URL: https://huntr.co/

2. Teal 
One dashboard to manage applications, resumes, and networking, with built-in resume tailoring.
URL: https://www.tealhq.com/

3. Jobalytics
Chrome extension that reads job descriptions and helps you tailor your resume in real-time.
URL: https://www.jobalytics.co/

4. Notion – Job Search Template
Use a customizable Notion board to manage every part of your search links, contacts, notes.
URL: https://www.notion.so

5. Airtable
A flexible spreadsheet-meets-database tool great for building your own tracker with filters and tags.
URL: https://www.airtable.com/

6. JobHero
Lets you organize saved jobs, add notes, and track follow-ups.
URL: https://gojobhero.com/

7. KanbanFlow
A clean kanban board to move tasks through stages: Applied → Interviewing → Offer
URL: https://kanbanflow.com/

8. Clockwise
Optimize your calendar to block focused time for job search tasks without burning out.
URL: https://lnkd.in/gGkphXYs

📌 Save this post if you're actively job searching in 2026.

✅ Follow Chintan Shah for more strategies, resources, and learn how to build a solid mindset to land your next high-paying role.

Cracking a six-figure job interview isn’t hard.
Landing a job at a MAANG+ company isn’t hard.
Getting noticed without referrals isn’t hard.


You know what’s hard?

Starting and sticking to your goal, no matter how many rejections you face.
I know because I’ve been there.

I still remember the rejection emails, and they made me question if I was good enough or if I should just settle for less.

There were days I wanted to give up.

But here’s what I learned - rejections don’t define you.
How you respond to them does.

I didn’t get into Amazon because I had the perfect resume or connections.
I got in because I refused to stop trying.

Your first application might fail.
Your second interview might flop.

But the day you stop showing up? That’s when you lose.
So if you’re feeling stuck, here’s my advice: keep going.

Fix your resume
Apply for that job again
Work with a career coach

Because the only thing harder than failing is wondering what could’ve happened if you hadn’t quit.

Convince me why you think you’re not good enough to land a job.

Repost this if you believe 2026 is the year you'll land your dream job. 

P.S. Follow Chintan Shah if you are an ambitious job seeker in the U.S. I talk about job search, interview prep, salary negotiation, and more.

If I had an interview at Uber next month, here’s the exact roadmap I’d follow to stand out and win the offer.

Step 1: Understand Uber’s hiring process
Uber’s interviews are fast-paced, execution-focused, and built to assess your ability to drive outcomes under ambiguity.

The typical flow:
 - Recruiter screen
 - Technical/functional rounds (role-specific)
 - Behavioral and cross-functional interviews
 - Bar Raiser-style final round (culture and scope fit)

→ For PM, TPM, and Ops roles, expect Execution and Strategic Thinking rounds.
→ Talk to former Uber employees on LinkedIn or Blind to understand what they look for in your exact role and level.

Step 2: Build Uber-style answers (think ownership + speed)
 Uber rewards people who move fast, adapt fast, and deliver.

 Every story you share should emphasize:
 - Decision-making under pressure
 - Cross-functional influence
 - Tangible business impact

Align with Uber’s values:
1. Build with heart
2. Stand for safety
3. See the forest and the trees
4. Make big, bold bets
5. Do the right thing

Take 4–5 projects and frame them using these values - don’t just say what you did, show how you worked like an “Uber insider.”

Step 3: Behavioral rounds are pressure tests, and prep accordingly
Uber wants to see how you think through tough calls, handle ambiguity, and drive results.

Your answers should cover:
- What problem you solved
- Why it mattered
- Who you influenced
- How you measured outcomes
- What trade-offs you made

→ Use the STAR method, but focus on scope, complexity, and ownership.

Step 4: Quantify everything
At Uber, metrics matter across every role.

Don’t say:
“Improved internal processes.”

Say:
“Streamlined courier onboarding, reducing avg setup time by 60%, cutting ops costs by $120K/month.”

Build a Win Sheet with 8–10 examples of real business impact, so you’re not scrambling mid-interview.

Step 5: Run mock interviews like real interviews
Uber interviews are intense, and they feel real.

Do 3–5 mocks with people who’ve interviewed at Uber or similar companies
Use real Uber questions from Glassdoor, Blind, and TeamBlind’s threads

Practice under time pressure
Record and review for clarity, tone, and structure

Most candidates walk in hoping their resume will carry them.
But the ones who land offers at Uber show up with strategy, precision, and proof of value.

Save this post if you're preparing for a high-paying role.

P.S. Follow Chintan Shah if you’re an ambitious job seeker in the U.S.
I share interview preparation strategies, job search systems, and candid advice on breaking into top companies.

Experienced professionals, please drop one piece of advice for fresh professionals!

VERY strongly agree with this!
Most people chase offers.

Very few pause to evaluate the life that comes with them.
A great manager accelerates your thinking.
A healthy team raises your standards.
Meaningful work builds confidence that no salary alone can.

I’ve seen people land “dream roles” and slowly lose themselves.
And I’ve seen quieter roles turn into career inflection points simply because the environment was right.

An offer is just a door.

What matters is who you become after walking through it.
So yes! don’t just aim to get hired.
Aim to grow, learn, and breathe while doing the work.

That’s the difference between a job and a super career.

Recruiter | Professional Growth Coach | Ex-Amazon | Ex-Microsoft | Helping Job Seekers succeed with actionable Job Search Strategies, LinkedIn Strategies,Interview Preparation and more

A FAANG job is not worth it if you have a bad manager.
A $150K salary is not worth it if you're not growing.
A dream company is not worth it if you wake up dreading Mondays.

We’ve glorified job offers and forgotten to ask: What kind of life comes with it?

So if you’re job searching right now, don’t just pray for an offer.

Pray for:
- A manager who advocates for you
- A team that respects you
- Work that challenges you
- A role that teaches you
- An environment where you can breathe and build

Because the right job isn’t just one that hires you, it’s one that helps you become who you’re meant to be.

Hold out for that. It’s worth it.

Repost it if you believe you'll land a job soon.

P.S. Follow Shreya Mehta 🚀 if you are a job seeker in the U.S. I share real stories, resources, and strategies to help you land a meaningful career.

These 2,280 companies are actively sponsoring H1B visas. You can filter based on jobs on Total H1B Filings and locations.

The market has been tough lately. We see slower hiring, layoffs, and fewer postings.
Sometimes you apply everywhere and hear back from nowhere.

So I went looking for data, and what I found surprised me.

2,280 companies are actively sponsoring H‑1B visas right now.
This list is filterable by total H‑1B filings and by location, meaning you can actually target companies that are proven petitioners.

Link: https://lnkd.in/g3r-VKVc

If you’re targeting the U.S. market with OPT, STEM OPT, or H‑1B in mind, this data gives you a strategic advantage.

Here are practical steps you can take:

✅ Filter by total H‑1B filings
Aim for companies with consistent processes; they know the process, budgets, and timelines.

✅ Filter by location that matches your preference
If you want Seattle or Austin, find companies that have historically hired in those regions.

✅ Build a targeted outreach list
Apply directly on company careers AND reach out to recruiters who’ve posted similar roles.

✅ Prepare for interviews faster
Knowing a company sponsors visas gives you confidence and lets you tailor your messaging.

Save this post so you can access this list and use it as your job search roadmap.

Repost to help someone else who is stuck applying into the void.

P.S. Follow Chintan Shah for more resources like this. I help people build a strong mindset to land their dream offer.

You don’t want a job in "90 days"!

You want:

Clarity.
Certainty.
Leverage.

A rushed job search creates panic offers and regret.
A prepared one creates choice.

Slow down to speed up.

Build standards. Then apply.

Most job seekers keep failing... not because they can’t execute ...
but because they refuse to build standards and hate constraints.

Let me be blunt. (I can't let potential be wasted).

Standards feel boring.
Constraints feel restrictive.
So most people avoid both.

And then they wonder why nothing moves.
Here’s the uncomfortable truth:
• No standards → every resume looks “okay”
• No constraints → every role becomes “maybe”
• No rules → every day feels “busy” but useless

You don’t lose jobs because you’re unlucky.
You lose momentum because you just don't know how to act with it.

Professionals win because they decide things early.

They decide – What roles are worth applying to
– What a good resume actually looks like
– What a strong message sounds like
– How many applications is “enough”
– When to stop tweaking and start sending

Here's your mindset reframe:

Constraints don’t limit you.
They protect your energy.

Standards don’t slow you down.
They remove hesitation.

If your job search feels exhausting, chaotic, or endless — it’s not effort you’re missing.

It’s rules.

Build standards.
Respect constraints.
Then execute like a professional.

That’s how the game actually moves.

Follow Chintan Shah for more such direct, no-nonsense job search clarity.

P.S: How can you win a game, the rule(s) of 
which you don't know?

This is not a networking post.
I’m opening up a few coffee chats for Jan 2026.

No resumes. No agenda. No pretending.
Just focused conversations with people who take their profession seriously.

If you value clarity over small talk, DM me.

A professional always keeps his/her word. Especially the one committed to self.

You don't need motivation.
You need consequences.

Stop scrolling.
Open your CV.
One bullet point.
Right now!

__________


Follow Chintan Shah .

I’m not here to be liked. I’m here to tell the truth.

Here are the “secrets” most professionals never get told about how a hiring manager actually thinks:

Secret 1: 
Your resume is not being “read.” It’s being filtered.
In the first 10 seconds, I’m not looking for brilliance. I’m looking for reasons to say no. Not because I’m evil. Because I’m overloaded.

Secret 2:
“Qualified” is not a reason to shortlist. It’s the minimum.
Shortlists happen when you make it easy for me to believe: You can do the job - and you will be easy to work with.

Secret 3: 
Your job is to remove doubt fast. Most resumes create questions.
Hiring managers reward resumes that answer questions before they’re asked.

Secret 4:
I’m not comparing you to the job description. I’m comparing you to the last person who did this job well.
If your bullets don’t sound like that person’s output, you feel risky.

Secret 5:
Generic language reads like generic thinking.
“Results-driven.” “Team player.” “Hard-working.”
That’s not professional. That’s filler. Filler makes me nervous - VERY!

Secret 6:
Your first bullet decides your fate.
Lead with the strongest, most specific proof.
If your first line is weak, I assume the rest is weaker.

Secret 7:
I don’t want your life story. I want your signal.
Role. Scope. Outcomes. Tools. Impact.
That’s it! I really don't want to know your personal hobbies in your intro!

Secret 8:
If I can’t place you in 5 seconds, I won’t fight for you.
One role.
One direction.
One storyline.

Clarity gets shortlisted. Confusion gets ignored.

And here’s the truth that hurts:
If you’re not getting shortlisted, it’s rarely because you’re not good.
It’s because you’re not clear.

Follow Chintan Shah for more bold, practical job search advice.

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The Battle

Roshan Gupta

Chintan Shah

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The Battle

Roshan Gupta

Chintan Shah

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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);}Roshan Gupta's LinkedIn Performance

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Performance ScoreRoshan Gupta's LinkedIn Performance