Aussie writer with 1B+ content views in 10 years | I teach people to use writing online to create career opportunities | Let's connect: tim@timdenning.com

I quit my eCommerce startup with 100+ employees. Then got depressed, developed an eating disorder, and got a minimum-wage job in a bank. I now work for myself and make 7-figures writing.

I'm not that smart and have no college education. The way I used the internet made the difference.

And going to a Tony Robbins event changed my mindset. He taught me to go from being a victim to be in control.

This led to:

• 1B+ content views
• Financial freedom
• Book deal with a major publisher
• Meeting my heroes (like Tony Robbins)
• Quitting my banking career forever in 2021
• Multiple successful businesses fuelled by obsession

My mission: Help 100,000 people start online businesses. 

My beliefs that drive everything I do:

- Anything is possible
- Positivity above all
- Ego is the enemy
- Challenge the status quo
- Chase obsession, not passion
- Always be kind, grateful, and a good person

How can I help you?

• Social media audience building
• Starting or growing an online business

Join my email list with 200,000+ other high performers for more helpful insights:
https://timdenning.com/start-social-hustle-linkedin-bio/

Tim Denning

If you need 36 interviews to make a hiring decision, you don't know what you're looking for.

The best candidates won't wait for your corporate theater.

━━━━━

Friend just withdrew from a Google process after round 12.

4 months. 12 interviews. 6 take-home projects. 3 presentations.

They offered him 10% less than his current role.

He took a startup offer instead. 2 interviews. 1 week. 40% raise.

━━━━━

The hiring circus exposed:

Round 1-3: "Getting to know you" (Could be one conversation)
Round 4-6: "Technical assessment" (Should take 2 hours max)
Round 7-9: "Culture fit" (You mean politics?)
Round 10-12: "Final stakeholders" (People who won't work with you)

It's not thoroughness. It's incompetence hiding behind process.

━━━━━

What long interview processes mean:

• Nobody wants to make a decision
• Everyone's covering their ass
• The role isn't clearly defined
• Too many cooks, no chef
• They're hoping you'll drop out so they don't have to reject you

Companies that can't hire efficiently can't operate efficiently.

━━━━━

I hire in 2 weeks. Always.

Day 1: Phone screen (30 minutes)
Day 3: Real conversation with me (1 hour)
Day 5: Meet the team (90 minutes)
Day 10: Final decision

That's it. No committees. No consensus building. No theatrical performances.

Success rate? 85%.

━━━━━

The top talent timeline:

Week 1: They're interested
Week 2: They're engaged
Week 3: They're questioning your competence
Week 4: They're interviewing elsewhere
Week 6: They're gone

Every week you waste, your competition gets stronger.

━━━━━

Real story from last month:

Candidate had 8 offers. EIGHT.

The companies with 2-week processes got her attention.
The companies with 6-week processes got ghosted.

She chose the company that respected her time. Made $300K first year.

━━━━━

The interview marathon red flags:

• "We need buy-in from everyone" = Nobody owns anything
• "Just a few more stakeholders" = Endless politics
• "One final round" (for the third time) = Disorganized chaos
• "Take your time with this project" = Free consulting
• "We're being thorough" = We're terrified of decisions

Run. These companies are where careers go to die.

━━━━━

Here's what actually matters in hiring:

Can they do the job? (One technical interview)
Will they fit the team? (One culture conversation)
Do they give a sh*t? (You'll know in hour one)

Everything else is corporate masturbation.

━━━━━

To every hiring manager:

Your 36-interview process isn't finding better people. It's filtering out anyone with options.

You're not being selective. You're being stupid.

The best people have choices. Respect their time or lose them.

━━━━━

To everyone in interview hell:

A company that takes 6 months to hire takes 6 years to promote.

Find companies that move fast. They're the ones actually going somewhere.

What's the longest interview process you've endured? 👇

Join my unconventional Substack newsletter with 165K others: https://lnkd.in/gMkRFmj9

Just f*cking do it.


If you want to level up your career faster, then join my unconventional Substack newsletter with 171K others: https://lnkd.in/gMkRFmj9

Aussie writer with 1B+ content views in 12 years | Teaching high performers to build million-dollar digital businesses | Let’s connect: tim@timdenning.com

Most bosses manage your output. The rare ones manage your potential.

One builds careers. The other builds empires.

━━━━━

Had 2 bosses in the same year. Same company. Different universes.

First boss: Tracked my hours. Reviewed my work. Gave me raises when HR approved them.

Second boss: Introduced me to CEOs. Pushed me into speaking gigs. Fought for my promotion when I wasn't even asking.

Guess which one I still text on holidays?

━━━━━

A boss who actually gives a sh*t does things differently:

They don't ask "What did you accomplish today?"
They ask "What do you want to accomplish in life?"

They don't manage your calendar.
They manage your trajectory.

They don't protect you from failure.
They ensure you fail at things worth failing at.

━━━━━

The VP who changed my life did 3 things no other boss did:

1. Told other companies about me (while I worked for her)
2. Connected me to her competition
3. Said "You're going to outgrow this role. Let's plan for it."

She knew I'd leave eventually. She accelerated it.

I've sent her millions in business since.

━━━━━

Bosses who don't care about your future:
• "That's not your job"
• "Stay in your lane"
• "You're not ready"
• "Be patient"
• "We'll revisit next year"

Bosses who do:
• "You should meet..."
• "Have you considered..."
• "I nominated you for..."
• "Take my spot at..."
• "You're ready for..."

One keeps you small. The other makes you unstoppable.

━━━━━

Real conversation with my best boss:

Her: "You're going to quit in 18 months."
Me: "What? No, I'm happy here."
Her: "You will be. But not in 18 months. Let's make sure you leave for something incredible."

She was right. Left after 20 months. For a role she helped me get.

━━━━━

The compound effect of a boss who cares:

Year 1: They teach you their job
Year 2: They introduce you to their network
Year 3: They push you toward bigger things
Year 5: You're running something they helped you build
Year 10: You're hiring their other protégés

Every great leader has this tree of success beneath them.

━━━━━

The test for whether your boss cares about your future:

Ask them: "Where do you see me in 5 years?"

If they say "Right here, killing it!" - they care about themselves.

If they say "Running your own division, maybe your own company" - they care about you.

The answer tells you everything.

━━━━━

To every manager reading this:

Your job isn't to keep your best people. It's to prepare them for what's next.

The ones you develop will build your legacy.
The ones you trap will destroy your reputation.

Be the boss people thank at their IPO.

━━━━━

To everyone with a boss who doesn't invest in you:

They're not going to change. You are.

Find someone who sees your potential and fights for it

Your career is too short for bosses who keep you small

♻️ Repost if great bosses build futures, not just teams

If you want to level up your career faster then join my unconventional Substack newsletter with 169K others: https://lnkd.in/gMkRFmj9

9 uncomfortable career truths people lie to themselves about:

━━━━━

1. A salary won't make you wealthy

Your $200K salary? It's keeping you comfortable enough not to quit.

Meanwhile, the guy making $60K with three rental properties is building actual wealth. The freelancer with equity in 5 startups. The consultant who owns her business.

Wealth = ownership. Your paycheck is designed to rent your time, not build your empire.

━━━━━

2. Your boss doesn't care about your career growth

They care about their quarterly bonus. Their next promotion. Their ass staying covered when sh*t hits the fan.

I had 7 bosses in 10 years. Know how many checked in after I left? Zero.

Your growth threatens them. Your success makes them nervous. Your potential reminds them of what they gave up.

━━━━━

3. Company loyalty is a dumb decision

25 years at the same company? Congrats, you left millions on the table.

Job hoppers make 50% more over their careers. While you're waiting for that 3% annual raise, they're getting 30% bumps every 2 years.

Companies are loyal to shareholders. Not you. Act accordingly.

━━━━━

4. People go to jobs cause they don't know what else to do

"I love my job!" No, you love the security of not having to figure out your actual purpose.

━━━━━

5. Most people have no idea what their passion is, so they lie

"I'm passionate about supply chain optimization."

Really? That's what you dream about? That's what you'd do if money didn't matter?

Passion isn't found in job descriptions. It's discovered by doing sh*t that scares you.

━━━━━

6. Hours worked has nothing to do with value created

I worked 80-hour weeks for 5 years. Know what I accomplished? The same as the guy who left at 5 PM sharp.

One good idea in the shower beats 20 hours of busy work. One strategic "no" beats 100 tactical "yeses."

Time in chair ≠ value delivered. Stop confusing motion with progress.

━━━━━

7. Job titles are meaningless. They're just ego

Vice President of Nothing Important. Senior Director of Bullsh*t Nobody Cares About.

I've met "executives" who can't execute anything. And "junior associates" running entire departments.

Titles are participation trophies for adults. Cheap ways to make you feel important without paying you more.

━━━━━

8. You're not entitled to a raise, promotion... or anything

The market doesn't owe you sh*t. Your company doesn't owe you sh*t. Your boss definitely doesn't owe you sh*t.

You get what you negotiate. What you have leverage for. What you make yourself irreplaceable for.

Expecting fairness in business is like expecting honesty in politics.

━━━━━


9. Most of the stuff you buy keeps you tied to a job

That BMW lease. The house that stretches your budget. The lifestyle you can barely maintain.

You're not working for freedom. You're working to pay for sh*t that imprisons you.

Simplify your life. Watch your options explode.

GitLab

Senior Solutions Architect

Digital.ai

* North America specialist for Agility & Continuous Testing products (Agile planning & automated test execution)
* Lead pre-sales engineer for opportunities with F500 companies nationwide
* Partner with account executives from discovery through POC and opportunity closure
* Attend, present, and create thought leadership collateral for conferences and the Digital.ai blog

Senior Sales Engineer

Instabase

Hyperscience

* Lead cross department initiatives to foster collaboration and identify new ways to drive revenue
* Mentor and onboard new Solution Engineers and Account Executives
* Design and improve upon internal processes to help the SE grow
* Partner with Account Executives to get the technical win on opportunities at F100 Financial Services and Insurance companies
* Through the use of MEDDIC and Force Management techniques, ensure that all efforts on an opportunity, from discovery calls through POCs and closure, lead to wins
* Work with the channels team to drive opportunities with Hyperscience partners who may have existing footprints at prospective customers

Senior Solutions Engineer

FortressIQ

• Senior technical pre-sales contact supporting the East Coast and mid-west
• Assisted in discovering why customers needed a process discovery solution
• Partnering with the sales team, led POCs for prospects, ensuring their use case was best suited for FortressIQ strength
• Interviewed and mentored new Solutions Consultants.

Senior Solutions Consultant

Sauce Labs

•	Senior technical pre-sales contact on the New York/Northeast sales team, supporting customers across all verticals and sizes, including financial services, media & telecom, insurance, and consumer goods
•	Facilitate sizing & ROI exercises, helping customers make informed decisions about their needs for a testing infrastructure
•	Lead proof of value (POV) evaluations with prospective customers, from identifying needs through opportunity closure
•	Provide testing framework reviews, helping customers optimize their testing frameworks for use on the Sauce Labs platform
•	Assist customers in identifying flaky tests and test patterns through the use of advanced analytics
•	Act as a trusted advisor to current and new Sauce Labs customers, assisting with all aspects of sale and implementation

CA Technologies (Rally)

Joined CA via acquisition in Agile business unit

Solutions Architect / Principal Consultant

• Help top Financial Services and Insurance companies become more Agile to reduce concept to cash cycle time through the use of an Agile project management platform and associated services
• Work with existing Rally customers to help maximize the value they get from Rally, both the product and Rally's professional services team 
• Partner with a field sales team to drive revenue for Rally in the greater New York City area
• Act as a trusted advisor to Rally customers, assisting with all aspects of sale and implementation

Solutions Architect

• Assist Financial Services and Insurance companies in their efforts to deliver business value quicker and more reliably
• Responsible for working with current Rally customers to help maximize the value they get from the Rally Platform
• Partner with a field sales team to close business for Rally in the greater New York City area
• Present, demonstrate, and lead trials for prospective customers
• Act as a trusted advisor to Rally customers, assisting with all aspects of sale and implementation

Technical Account Manager

Pegasystems

•	Senior technical sales representative responsible for pre-sales support and client success in top tier insurance companies in the greater NY/NJ/CT area
•	Develop customer demonstrations and present Pega solutions for BPM, mobility, CRM, sales force management and analytics based decision management 
•	Ensure client success in existing projects by partnering with professional services to get ahead of problems and acting a liaison to Pega engineering to resolve implementation or product issues
•	Develop and grow relationships with key stakeholders, decision makers, and business leaders to better understand their business challenges and determine how Pega can help them develop solutions
•	Work with clients to integrate Pega solutions with existing client systems, including both legacy systems and newer technologies such as IBM WebSphere, IBM DB2, and Salesforce.com implementations.

•	Application infrastructure lead on WebSphere Technical Sales team, responsible for pre-sales support for WebSphere Application Infrastructure product set to small and medium business in the greater New York City area
•	Assist customers in developing value propositions for IBM software, highlighting integration points between existing software and IBM products
•	Contribute to local technical evaluations of Application Infrastructure products, including leading internal and external enablement workshops, architecture workshops, and teaching Proof of Technology sessions for customers
•	Create custom Application Infrastructure demos for customers, highlighting key integration points between WebSphere products and existing customer technology solutions.  
•	Present  IBM WebSphere Application Infrastucture, SOA, and BPM solutions to clients, educating them on new product enhancements and additional features that can increase the value of their investment with IBM.

WebSphere Technical Sales Specialist

Bridgewater Associates

•	Functioned as business analyst for trading technical support automation projects that eased the workload for support associates, oversaw implementation
•	Led bottom up process redesign of business critical change management process
•	Chosen to be on a select team of representatives to provide key input into trading technical support team redesign project
•	Assumed day to day management of Level 1 support associates, including hiring, onboarding, and training

Technology Lead

•	Acted as business analyst on critical software improvement projects, managing business requirements throughout the software development life cycle (SDLC) and ensuring the delivered product met business needs
•	Led and implemented improvements to business critical processes, reduced overnight failures by over 50% through the use of scripting, automation, and SQL stored procedure modifications
•	Operated and maintained mission critical financial instrument selection processes (24x7)
•	Owned root cause analysis processes, leading to improvements and efficiencies in both business processes and personal interactions

Business Analyst

Senior sales professional, having worked with some of the largest financial services, insurance, and media & telecom customers worldwide.  These include AIG, Citibank, Morgan Stanley, JP Morgan Chase, Travelers Insurance, Aetna, Cigna, Verizon, Barclays, Comcast, NBC Universal and many other Fortune 50 members.  Strong at selling the value of solutions to clients, not just the features and functions, with a focus on solving customer problems and delivering positive outcome that are impactful to the business.

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