The Acceleration Guy - GTM Leader

** I do not accept cold invites without personalized message or context. **

Having helped more than 21000 students land jobs and internships, Yogi currently heads the GTM in Europe and India for Amaze.

Previous at Canva, enabled exponential growth at Canva by setting up their Campus Ambassador Program , Set up Innovative Engaging events and Institutional Partnerships with Colleges, Schools, Coworking Spaces, Incubators, and Accelerators.

Before as the founder of StartupSurge he has organised events to help startups to capture and polish their ventures

Some of our Coveted Events Have been

1. Mega Internship Fair 2017- Bangalore (1300+ Students, 83 Startups and 490+Openings).
2. NthPreneur, Unlocking Layers of Entrepreneurship a Summit to help discern the layers involved in setting up your venture.
3. Design-A-Thon, The hack-a-thon for design community.
4. City wide Job and Internship fairs at Bangalore, Namakkal, Karur. (Over 50000 students impacted)

You can email him at yogix@hey.com

Yogi Gnanavel

𝗖𝗵𝗮𝗿𝗹𝗶𝗲 𝗠𝘂𝗻𝗴𝗲𝗿 𝗵𝗮𝗱 𝟯 𝗰𝗮𝗿𝗲𝗲𝗿 𝗿𝘂𝗹𝗲𝘀.
𝗜 𝗶𝗴𝗻𝗼𝗿𝗲𝗱 𝗮𝗹𝗹 𝘁𝗵𝗿𝗲𝗲 𝗳𝗼𝗿 𝘆𝗲𝗮𝗿𝘀.

✅ 𝗥𝘂𝗹𝗲 𝟭: 𝗗𝗼𝗻'𝘁 𝘀𝗲𝗹𝗹 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝘄𝗼𝘂𝗹𝗱𝗻'𝘁 𝗯𝘂𝘆 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳

Early in my GTM career, I pushed products I didn't believe in.
I knew weren't ready.
Watched clients struggle with what I sold them.
Hit my KPIs. Made decent money. Felt empty every day.

A client once asked me point blank: "Would you use this yourself?"
I didn't have an answer.
That's when I knew something had to change.

Now I apply the same filter to everything.

The tools I recommend. The content I create. The partnerships I pursue.
If I haven't used it, I don't push it.


✅ 𝗥𝘂𝗹𝗲 𝟮: 𝗗𝗼𝗻'𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗿𝗲𝘀𝗽𝗲𝗰𝘁
I stayed in roles under leaders I didn't respect.

Told myself the experience was worth it. That I'd learn what NOT to do.

Instead, I picked up habits that took years to unlearn.

I learned to avoid hard conversations. 
To optimize for optics over outcomes.
To play politics instead of solving problems.

Bad habits I had to unlearn later.

I ask harder questions. I talk to people who've worked for them. I trust my gut when something feels off.


✅ 𝗥𝘂𝗹𝗲 𝟯: 𝗢𝗻𝗹𝘆 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗽𝗲𝗼𝗽𝗹𝗲 𝘆𝗼𝘂 𝗲𝗻𝗷𝗼𝘆
This one clicked when I was onboarded 115 creators for Canva's Evangelist program now Canvassador Program.

Skills mattered. But the ones who lasted weren't always the most talented.

If someone drained me in a 30-minute call, I knew they'd drain the whole team over 6 months.

I started asking myself: Would I want to be stuck in an airport with this person for 6 hours?

If the answer was no, I didn't hire them. No matter how talented.


Looking back, these rules sound obvious.

But when you're chasing titles or validation, you convince yourself the tradeoff is worth it.

It rarely is.

Which of these did you learn the hard way? 👇 

♻️ Repost or share this with someone who needs to hear this today.
🤝 Follow Yogi Gnanavel for more career insights that actually matter.

Everyone quotes the 10,000 hours to mastery rule.
Nobody talks about this part: 👇🏻

Elite athletes spend 60% of their time recovering.
Not grinding. Recovering.

Let that sit for a second.



The best performers in the world rest more than they work.

But we’ve been sold a different story:
- More hours = more success
- Breaks = lazy
- Rest = losing

It’s complete bullshit.


What happens when you skip recovery:

❌Your decisions get sloppy.
❌Your creativity dies.
❌Your “productivity” becomes scrolling with extra steps.
❌You’re not executing. You’re just tired.



I have watched this play out constantly:

🛑The founder who hasn’t taken a real weekend in 8 months. Wonders why the ideas stopped coming.

🛑The operator clocking 70-hour weeks. Can’t figure out why nothing actually moves.

🛑The creator posting every single day. Burns out because “consistency” became a cage.

Same mistake every time.
Mistaking motion for progress.


Nobody wants to admit:

Your next breakthrough won’t come from another all-nighter.

It’ll show up after you finally stop and let your brain breathe.



Peak performance isn’t constant grinding.
It’s knowing when to sprint and when to step back.

Stop treating exhaustion like a badge.
Start building recovery into your operating system.



Those athletes spending 60% of their time recovering?

They’re not slacking off.
They’re setting up to win.
Your brain’s no different.



What would you actually change if you treated rest as strategy instead of something you “earn”?

No alternative text description for this image

In a few hours, I turn 35.
I don't know how to feel about it.

Part of me still feels like that 25-year-old who was just figuring things out.

Wide-eyed. Convinced there was endless time.

The other part looks back at the last decade and realizes how much has changed.

I got married. Built a career. Made mistakes. Learned from them. 
Started over more times than I can count.

Watched friends have kids, move across the country, build lives that look nothing like what we imagined at 25.

And somewhere in all of that, I tried to keep showing up.

Some days I did. Some days I just survived.
Some days I felt stuck and questioned everything.

Closing out 34, one thing keeps running through my head:

The uncertainty never goes away. You just get better at living with it.
The messy middle doesn't end. It just becomes your life.

And one day, I'll look back at 35 and miss it too.
The growth. The confusion. All of it.


I'll miss having these problems. Being in the thick of building. 
Still having so much runway ahead.

So instead of worrying about getting older, I'm choosing to actually live this year.

Not rushing to the next milestone.
Not waiting for things to feel settled. Just here.
In the uncomfortable, uncertain, still-becoming version of my life.

What would your future self tell you to appreciate about where you are right now? 👇 

Repost or share this with someone who needs to hear this today.

5 years later.
Same place. Different title. Same bullshit. 🔻 

You keep telling yourself it's different this time.
It's not. 🔻 

You're still in the same meetings.
Still dealing with the same politics.
Still hearing "we'll circle back on that."

And somehow you convinced yourself this is growth.

It's not growth.
It's a slow death you got comfortable with.

🔴 The truth you don't want to hear:

You're not stuck because they won't promote you.
You're stuck because you're too scared to stop running.

So you keep going.

More work.
More responsibilities.
3% raise.
Another meaningless title.
The wheel keeps spinning.

And you keep saying "just one more year."

What nobody absolutely nobody tells you:
The hamster wheel doesn't slow down.
You have to jump off.

And yeah, it's terrifying.
🟥  But you know what's more terrifying?

Waking up 5 years from now in the exact same spot.
Older. More tired. Still running.

So ask yourself:
If nothing changes, where will you be in 5 years?

Still here?
Still waiting?
Still telling yourself next year will be different?
Or will you finally stop running and start moving?

The choice is yours.
But the clock is ticking.

♻️ Repost this if you know someone who needs to see it. (Including yourself.)

The Acceleration Guy - GTM Leader - The hiring process is broken. I teach the systems to get hired faster |

𝙈𝙤𝙨𝙩 𝙘𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨 𝙤𝙗𝙨𝙚𝙨𝙨 𝙤𝙫𝙚𝙧 𝙩𝙝𝙚𝙞𝙧 𝙖𝙣𝙨𝙬𝙚𝙧𝙨.
𝙃𝙞𝙧𝙞𝙣𝙜 𝙢𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙗𝙖𝙧𝙚𝙡𝙮 𝙧𝙚𝙢𝙚𝙢𝙗𝙚𝙧 𝙩𝙝𝙚𝙢.

The moment you leave, someone says: "So... what do we think?"
Then silence.

Not because we're analyzing your answers.

Because we're trying to remember how we felt about you.

Sitting in these rooms I've watched this play out dozens of times.

We forget 80% of what you said within 10 minutes.


🟢 What sticks?

→ The energy you walked in with
→ Whether you asked questions that showed you cared
→ That moment you got genuinely excited about something
→ How you handled the question you didn't know


🤝 What we actually discuss after you leave:

→"Could I work with this person on a hard day?"
→"Did they seem curious or just prepared?"
→"Would they figure things out or wait to be told?"


❌ What we almost never discuss:

→Your perfect STAR answer.
→That accomplishment you rehearsed 50 times.
→The company mission statement you memorized.

The candidates who win aren't the most polished.
They're the ones who felt like a real conversation.
Not a performance.

♻️ Repost this if you know someone preparing for interviews right now.
➕ Follow Yogi Gnanavel to get hired in the next 30 days.

𝗧𝗵𝗲 𝗱𝗮𝘆 𝗜 𝗾𝘂𝗶𝘁 𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴, 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝘁𝗼𝗼𝗸 𝗼𝗳𝗳.
👇

Used to show up at events, collect business cards, send those awkward "let's grab coffee" messages.

My LinkedIn connections went up.
My actual opportunities? Stayed flat.


So I tried something different.
Instead of chasing people, I made myself easy to find.

What changed:

✅→ 𝗜 𝗽𝗶𝗰𝗸𝗲𝗱 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗯𝗲 𝗸𝗻𝗼𝘄𝗻 𝗳𝗼𝗿

Not "marketing expert" or "growth strategist."
I became the person who helped 21,000+ candidates get hired through job fairs and systems.
When someone needs that, they search. They find me.

✅→ 𝗜 𝗽𝗼𝘀𝘁𝗲𝗱 𝘄𝗵𝗮𝘁 𝗜 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗸𝗻𝗲𝘄

Every post became a signal to the right people.
The ones who needed my help found me. The rest scrolled past.
That's the whole point.

✅→ 𝗜 𝘀𝗵𝗼𝘄𝗲𝗱 𝘂𝗽 𝗯𝗲𝗳𝗼𝗿𝗲 𝗜 𝗻𝗲𝗲𝗱𝗲𝗱 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴

Joined communities. Left real comments. Had actual conversations.
Not to pitch. Just to be present.
When opportunities came up, I wasn't a stranger asking for favors.

✅→ 𝗜 𝗹𝗲𝘁 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗺𝗲

Your headline and About section are working 24/7.
Most people treat them like a resume.
I treat mine like a storefront.

✅→ 𝗜 𝗴𝗮𝘃𝗲 𝗮𝘄𝗮𝘆 𝘄𝗵𝗮𝘁 𝗜 𝗸𝗻𝗲𝘄

Shared frameworks. Answered questions publicly.
Helped people I'd never meet.
Turns out generosity is the best visibility strategy.


The shift: Stop chasing 100 people hoping 5 respond.
Start attracting the 5 who already want what you offer.


What's made you more accessible in your career?

♻️ Repost or share this with someone who's tired of traditional networking.
🤝 Follow Yogi Gnanavel to build a network that actually works for you.

I turn 35 today.

I've owned the domain KarmicXchange for 8 years.

Renewed it every year. Built nothing on it.

The idea was a karma economy for communities. 
Track good deeds.
Turn kindness into something visible and redeemable.

I loved talking about it. Never shipped it.

For 6 months, I kept opening my laptop to build it. 
Staring at the screen. Closing it. 
Telling myself next weekend.

Last weekend, I joined 10 Day Hackathon by Half Baked Newsletter and bolt.new 

Deadlines fixed overthinking.
So I shipped version 1.

Not the karma economy. That's still too big for my current skills.

A gratitude journal instead. 
You log what you're grateful for. Earn points. 
Top 5 people redeem Amazon vouchers.

Smaller than my vision. But it exists.

8 years of renewing a domain. 6 months of staring at screens. 
One weekend of actually finishing something.

Today felt right to share it.

I needed a line in the sand. A marker between the version of me who collects ideas and the version who puts things into the world.

The app is live. Rough. Works.
If you try it, tell me what's broken.

35 years to get here. Not waiting another 8 for the next one.

♻️ Repost this if you've got a project collecting dust.
🤝 Follow me Yogi Gnanavel and 😺 Mana for more honest builder/career stories.

Thanks Eric Simons, John O'Keeffe and Darragh Lucey

Annual review season just wrapped up.
🔺 Cost of living up 15%.
🔻 Average raise? 3%.

HR called it "above average."
Because most people got 2%.

So the reward for staying loyal is losing purchasing power slightly slower than your coworkers.

That's not a raise.
That's a retention calculation.

Companies know exactly what inflation looks like.
They have entire finance teams tracking it in real time.

The 3% isn't ignorance.
It's a bet.
A bet that you won't leave.

That the job market feels too scary.
That you'll convince yourself "at least I have stability."

And honestly?

Most years they're right.
Because leaving feels risky.

Staying feels safe.
Even when staying means watching your paycheck shrink against rent, groceries, and gas.

The real delusion isn't the number.
It's the framing.

Calling a pay cut "above average" because everyone else got cut deeper.
That's not compensation.
That's corporate math designed to make you feel grateful for less.

The question isn't whether you deserve more.
It's whether you're willing to act like you do.

♻️ Repost or share this with someone who needs to hear this today.
⚜️ Follow Yogi Gnanavel to get hired in the next 30 days.

𝗜'𝘃𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗱 𝟱𝟬𝟬+ 𝗽𝗲𝗼𝗽𝗹𝗲 𝗶𝗻 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿.

𝗧𝗵𝗲 𝗼𝗻𝗲𝘀 𝘄𝗵𝗼 𝗴𝗼𝘁 𝗽𝗿𝗼𝗺𝗼𝘁𝗲𝗱 𝘄𝗲𝗿𝗲𝗻'𝘁 𝘁𝗵𝗲 𝘀𝗺𝗮𝗿𝘁𝗲𝘀𝘁.

They just understood something most people miss.

𝗧𝗵𝗲𝘆 𝗸𝗻𝗲𝘄 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗯𝗲𝗮𝘁𝘀 𝗯𝘂𝘀𝘆𝗻𝗲𝘀𝘀 𝗲𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲.
❌ I watched brilliant people work 12-hour days and go nowhere. 
✅ The ones who moved up obsessed over output, not input. They asked "what moves the needle?" instead of "what keeps me occupied?"

𝗧𝗵𝗲𝘆 𝘁𝗿𝗲𝗮𝘁𝗲𝗱 𝗰𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 𝗹𝗶𝗸𝗲 𝗰𝘂𝗿𝗿𝗲𝗻𝗰𝘆.
✅ The fastest way to build trust is boring: do what you said you'd do, when you said you'd do it. 
Miss a deadline once and people forgive you. 
❌ Miss three and you're labeled unreliable forever.

𝗧𝗵𝗲𝘆 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲𝗱 𝘄𝗶𝘁𝗵 𝗱𝗮𝘁𝗮, 𝗻𝗼𝘁 𝗳𝗲𝗲𝗹𝗶𝗻𝗴𝘀.
❌ "I feel like I deserve a raise" gets you nowhere. 
✅ "I generated 40% more pipeline than target" gets you promoted. 

Stop negotiating with emotions. Start negotiating with receipts.


𝗧𝗵𝗲𝘆 𝗮𝘀𝗸𝗲𝗱 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗹𝗶𝗸𝗲 𝗶𝘁 𝘄𝗮𝘀 𝗼𝘅𝘆𝗴𝗲𝗻.
❌ Most people hear feedback as criticism. 
✅ Top performers hear it as a shortcut. 

The people who ask "what could I have done better?" after every project are running those projects 2 years later.

𝗧𝗵𝗲 𝗴𝗮𝗽 𝗶𝘀𝗻'𝘁 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲. 𝗜𝘁'𝘀 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻.

You already know most of this. But knowing and doing are different games.

I put together 12 lessons that separate people who advance from people who plateau. These 4 hit hardest for me, but the full breakdown is in the image below.

Which one resonates with where you are right now?

♻️ Repost or share this with someone who needs to hear it.
🤝 Follow Yogi Gnanavel to land jobs and internships in the next 30 days.

𝗔𝗜 𝗶𝘀 𝗰𝗼𝗺𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯.
𝗕𝘂𝘁 𝗳𝗶𝗿𝘀𝘁, 𝗶𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝘀𝘂𝗿𝘃𝗶𝘃𝗲 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.


1️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟭: 𝗛𝗥 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴
"Tell me about yourself in 30 seconds."
AI: generates 47-page autobiography


2️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟮: 𝗛𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿
"Where do you see yourself in 5 years?"
AI: calculates probability matrices for 10,000 scenarios


3️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟯: 𝗧𝗲𝗮𝗺 𝗹𝗲𝗮𝗱
"Describe a time you failed."
AI: 404 error - failure.exe not found


4️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟰: 𝗦𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
"Why do you want to work here?"
AI: pulls up company's last 10 years of financial data


5️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟱: 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗳𝗶𝘁
"What's your biggest weakness?"
AI: "I don't have emotions and I'm powered by electricity."


6️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟲: 𝗧𝗵𝗲 𝗽𝗮𝗻𝗲𝗹
5 people asking the same questions from rounds 1-5.
AI: shuts down from redundancy overload


Your job is safe.
Not because AI can't do it.

But because AI can't pretend to be excited about "synergy" for 6 hours straight.

The robots will wait.

♻️ Repost this if you've survived more interview rounds than ChatGPT has tokens.
🤝 Follow Yogi Gnanavel for career insights that don't require 6 rounds of approval.

AI is coming for your job but wait it needs to survive the interview process.

The hiring game changed.
And most people are still playing by 2019 rules.

Google gets 3 million applications a year.

Most have degrees.
Most get rejected.

The credential economy broke.

Everyone has the same qualifications.
Everyone looks identical on paper.

Companies stopped hiring resumes.
They started hiring proof.


🎖️What hiring managers ask now:

→ Can you solve problems?
→ Can you finish what you start?
→ Can you show me evidence?

Without proof, you're fighting an uphill battle.


𝟯 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝘁𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸:

1️⃣ 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝗦𝗼𝗹𝘃𝗲𝗿 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀

Template: [Broken metric] → [What you built] → [New metric]

Example:
"Email opens stuck at 18% → Rewrote subject framework, tested 47 variations → Hit 34% in 6 weeks"

2️⃣ 𝗦𝗲𝗹𝗳-𝗦𝘁𝗮𝗿𝘁𝗲𝗱 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀

Prove initiative without needing permission.

Developer: "Built Chrome extension for job applications → 200+ downloads"

Writer: "Weekly SaaS newsletter → 1,200 subscribers in 4 months"
Analyst: "Tracked 500 LinkedIn posts → Published findings, 18K views"

Pick something you'll finish in 2-4 weeks.

3️⃣ 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻

Show your thinking, not just outcomes.

Post weekly updates on LinkedIn:
• Problems you're solving
• What you're testing
• Results you're getting

Save everything in a Notion page.
Link it in applications.


✅ 𝗪𝗵𝗲𝗿𝗲 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼:

🎾 Quick start (15 minutes):
Notion page with 3 projects. Make it public. Done.

🎾 Better impression (2 hours):
Carrd.co for a simple one-page site.

🎾 Role-specific:
Developers → GitHub with clean READMEs
Designers → Behance with case studies
Writers → Medium or Substack

Add the link to your LinkedIn headline, resume header, and every application.

Hiring managers trust proof over promises.
Your next employer cares less about where you studied.

More about what you've actually built.
What's going in your portfolio first?

♻️ Repost this with someone who's struggling with their job search.
🤝 Follow Yogi Gnanavel to get hired in the next 30 days.

Naval Ravikant said something about careers that most people scroll past.

Stop competing. Start being weird.

1️⃣ I used to be the guy who planned everything. 

Projects, launches, ideas - all stuck in my head for months. Years, sometimes. 

Then I joined a hackathon on a random weekend. 

Built a gratitude app. Combined journaling with gamification and Amazon vouchers for top users. 

Weird? Absolutely. But I shipped it.

That app taught me what Naval already knew: 

✅ 𝗬𝗼𝘂𝗿 𝘀𝘁𝗿𝗮𝗻𝗴𝗲 𝗰𝗼𝗺𝗯𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝗽𝗼𝗶𝗻𝘁. 


2️⃣ Most job seekers hide their weird mix of skills. They sand down the edges to fit some imagined "ideal candidate" template.

But after sitting across from 500+ candidates as a hiring manager, I can tell you what actually stands out.

It's not the perfect resume. It's the person who built something nobody else thought to build.

The one who combined psychology with coding. Who mixed finance with design. Who took their oddball interests and made something real.

✅ 𝗡𝗮𝘃𝗮𝗹 𝗰𝗮𝗹𝗹𝘀 𝘁𝗵𝗶𝘀 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲. 𝗧𝗵𝗲 𝘀𝘁𝘂𝗳𝗳 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗮 𝗰𝗼𝘂𝗿𝘀𝗲. 𝗢𝗻𝗹𝘆 𝗳𝗿𝗼𝗺 𝗼𝗯𝘀𝗲𝘀𝘀𝗶𝗼𝗻.



3️⃣ The fastest hires aren't the most qualified. They're the ones who built relationships before they needed a job. 

Who showed up and contributed when there was nothing to gain. 

✅ 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗰𝗼𝗺𝗽𝗼𝘂𝗻𝗱. 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗱𝗼𝗻'𝘁.


I've owned my domain for 8 years. Built in public. 
Showed up consistently even when nobody was watching.

That history matters more than any bullet point on a resume.

Your resume won't make you unforgettable. 
Building something only you could build will.

♻️ Repost this if you're done playing it safe.
🤝 Follow me (Yogi Gnanavel) for more on building a career that's actually yours.

Lyzr AI

Lyzr is the simplest agent framework to help enterprises build and launch Generative AI apps faster. Through our SDKs, customers can deploy privately run, fully integrated & low-code AI agents across industries and functions within minutes. Lyzr SDKs are designed to support entire use cases, not just individual components.

Website : www.lyzr.ai 

Tools : 
www.magicprompts.lyzr.ai
www.promptstudio.lyzr.ai 

Now Building - 

Anybody Can AI community (Slack) - https://bit.ly/3Qb5rvX

Director of Community

Partnership IQ

Head of Community & Events

The Orbit

Founding Team | Director of Community & Events

Metasky

Community Partnerships & Growth

ChangemakerXchange

Member

she-for-change

She For Change is a community-led and community-powered intersectional feminist organization. We are working on democratising growth opportunities for women in the social impact sector.  Together we co-create solutions, enable social ventures and initiatives by women, demand for policies and interventions to build a gender-equitable world. Let us advance the gender equality movement through radical collaboration and co-creation.

We also work on building and nurturing an intersectional feminist ecosystem that can bridge the gender gap in social impact leadership with a vast network of individuals and organizations who share our vision and thus catalyze a more significant positive social change and tackle global developmental issues.

Founder & CEO

Singapore International Foundation

Young Social Entrepreneur 

Ashoka

Ashoka Youth Venturer

Finderbridge.com

Co-Founder

🙋🏻‍♀️Hello there! I'm Olivia, a passionate gender equality advocate, community builder, and social entrepreneur on a mission to change the world one community at a time. My love for shaking things up and taking on big challenges has led me to dive headfirst into the world of tech startups, as I believe they offer a powerful tool for creating large-scale impact.

As the founder of She For Change, a non-profit organization focused on advancing gender equality and empowering young women as impact leaders worldwide, I've created a feminist utopia of sorts with a killer network of like-minded organizations. When I'm not busy running the world, I'm evangelizing startups, promoting women's leadership and entrepreneurship, and forging new relationships.

With expertise in building community networks, business strategy and development, strategic partnerships, brand building, marketing, and community building (yes, I mentioned that one twice!), I'm confident in my ability to help tech startups achieve their goals while also creating positive social impact.

I firmly believe that technology solutions have the potential to create large-scale impact, particularly in areas related to gender equality and social justice. By leveraging the power of tech startups and building strong communities around them, we can create positive change and make the world a better place for everyone. So if you're a tech startup looking to make a difference, let's connect and make some magic happen! 🪄🦄

Olivia Deka

Yesterday Google ’s AI First Demo Day turned out to be a genuinely solid day in the ecosystem.

Walked into a room full of founders building with clarity and solving real, tangible problems.

Infrastructure & Agentic Systems
	•	Tile - agentic developer platform for designing, building and deploying mobile apps fast.
	•	Knit- the integration layer for AI agents to connect with MCPs, APIs, and enterprise data.
	•	videosdk.live- realtime AI agents that can listen, speak, see and act.
	•	Vaani Research Labs - foundational voice infrastructure enabling natural, human-like conversations.

Security & Compliance - 
	•	Protecto- simplifying GenAI-era data protection by eliminating the patchwork of filters and DLP tools.

Business OS, Productivity & FinOps
	•	Mysa - AI-powered OS for how businesses pay: bills, reimbursements, approvals, accounting.
	•	Superjoin- AI assistant that finally gives spreadsheet users real leverage.
	•	Pulse- turning fragmented customer feedback into product and business intelligence.

Creative, Marketing & Consumer AI
	•	Phot.AI - automating creative workflows for e-commerce and D2C.
	•	Orbo.ai - vertical AI OS for beauty: virtual try-ons, skin analysis, personalised recos.
	•	Sortment - AI agents that automate and personalise marketing at scale.
	•	@Sparky AI - voice-first English fluency practice without judgment.
	•	MyWonder- conversational learning companion for kids, making play independent and safe.

Healthtech & Biotech & my personal favourites of the Day -

These two stood out the most because they solve high-stakes problems with clear, scalable tech - very solid impactful use cases. 
Aignosis - webcam-based Autism screening enabling early, affordable, and accessible detection of neurodevelopmental disorders. Early screening is a massive unmet need. The blend of clinical relevance + accessibility is rare and genuinely impactful.

@AiSteth- AI-powered smart stethoscope for early detection of cardio-respiratory disorders + work on a biotech foundational model. Cardio-respiratory diseases are among India’s largest burden areas. A diagnostic tool that improves early detection at scale is high-value and high-leverage.

Both combine AI with meaningful healthcare outcomes not just efficiency, but actual life-changing intervention potential.

Between the demos, the best part was running into my community members from The Capital Room and ecosystem friends - VC, operators, and founders- the people who make the ecosystem feel small, familiar, and collaborative. Quick catch-ups, great conversations, exchanging insights that actually matter. 

A good day. The kind that quietly reaffirms why we choose to build here.

Architecting Women-Driven Capital Networks | Curating Dealflow | Scaling Venture-Backable Startups

On 8th Nov, The Capital Room hosted 20 women from across VCs, Family Office, PEs, CVCs, IBs and fast-growing startups on the terrace of Madhusmita Das's home who's been with us at TCR since DAY 1 - no stage, no agenda, just an evening of mimosas, light drinks and snacks, and one simple premise: 

what happens when women who usually sit alone in heavily male-coded rooms finally get to sit together? The answer was effortless. 

Within minutes, conversations slid from investment theses to personal finance, from deal flow to dating, from marriage expectations to egg-freezing decisions, from ambition to loneliness, from the pressure to perform to the desire to pause. 

The walls dropped. The armour came off. Everyone felt seen. Everyone contributed. Everyone left a little lighter and a lot more connected. These are the rooms women in capital rarely get- but desperately deserve. 

And this is exactly what TCR is building: a space where women who deploy, enable or influence capital can show up as professionals and as people, without choosing between the two. If you’re a woman in the ecosystem and reading this from another city or another country, you already know how rare this is- and why these rooms matter. TCR is that room. And we’re just getting started.

Thank you to our partners for making this evening seamless: CycleBae, SOQO as our Gifting Partner, and #BloodBubbly (shashank jhunjhunwala) as our Official Beverage Partner.

Attendees : Madhusmita Das ( Leo Capital), Mili Srivastava (Diageo), Neha Agarwal (Peak XV Partners), Neelam Pandita (BlackSoil), Shelly K. (Caspian), Priya Harwani ( Groww), Krishti Das (Stride Ventures ), Vibha Chetan ( Cheravi Ventures ),  Shristi Khemka (Prequate Advisory), Animeha Singh (Scooby's Club), Janvi Tiwari (SOQO), Shagun V. and many more......

I’m opening up #Climate and #Sustainability for Q1 2026 at The Capital Room and actively looking to connect with 20 to 30 founders building high-conviction companies in this category, along with global women investors (early to growth stage investors) who want to back the next wave of climate innovation.

Our vertical spans:
• Clean energy and storage
• Carbon, MRV, and climate intelligence
• Agri, food systems, and circularity
• Water, sanitation, and waste innovation
• Mobility and EV infrastructure
• Green materials and industrial decarbonisation
• Climate fintech, insurance, and risk
• Adaptation, resilience, and disaster tech

If you’re building here - or investing here - I want to speak with you. Q1 is stacked with programming, ecosystem access, and global market pathways for this segment.

DM me or comment “Climate” and I’ll reach out.

| Maya Chandrasekaran | Shreya Bhattacharjee | Ashish Khetan | Swapna Gupta | Inika Kandwal | Green Frontier Capital | Neha Chauhan |

🚀 Calling founders & VCs building for India…

We’re partners with Sankalp Bharat - The 2nd Edition, India’s flagship platform for impact-driven innovation, happening in Lucknow this December.

This is where the capital market pays attention.
This is where serious founders get in the room.

What’s in play:
• Pitch directly to top funds & CVCs: Aavishkaar Capital , Blume Ventures, Bharat Innovation Fund, Circulate Capital, Capital A, Ankur Capital, Wavemaker Impact, Shell Ventures & more
• 600+ ecosystem leaders, investors & business operators- concentrated dealflow, zero noise
• Closed-door workshops led by the best in the business - Intellecap, NICEorg, etc.
• Visibility + momentum + a seat at the table shaping India’s impact economy
• Sectors that matter: AI, Climate, Agri, DeepTech, Mobility, Creative Economy, Circular Innovation

📍 Clarks Avadh, Lucknow
🗓️ 11–12 December 2025

We’re bringing the strongest founder pipeline through The Capital Room and happy to facilitate personal introductions in the rooms - if you want to be in rooms where capital moves and partnerships form, get ahead of the curve.

🎟️ I have exclusive discount codes & FREE PASSES for Startups via TCR →
DM me if you want in.

👉 Register here: https://lnkd.in/gVSK2K_B

Let’s make rooms move when you walk in. 🟠✨

#SankalpBharat2025 #TheCapitalRoom #Founders #ImpactInvesting #IndiaInnovation #WomenInCapital #Dealflow

If you’re a woman #Fintech co-founder/founder/CXO building in:
	•	Digital lending + underwriting
	•	Wealthtech + advisory automation
	•	Payments + transaction infra
	•	MSME finance + embedded credit
	•	RegTech / compliance automation
	•	Cross-border fintech
	•	AI x Finance infrastructure
	•	Insurance technology
	•	Open banking + account aggregation
	•	Risk, fraud, and KYC innovation

…then I want to hear from you.
The Capital Room > https://lnkd.in/g4uvfbyZ .

More details soon.
For now, consider this an early window for the few building the future of financial systems.

I’ve been building in public, and here’s the clarity I think I need to give out loud (given my inbox is full of chaos)

The Capital Room isn’t building a salaried team. It’s still Day 0. I’m building a capital system- a contributor-driven engine where incentives, not payroll, move the work. People don’t “work for” TCR; they plug into a design I architect.

Most of the confusion comes from this. The ecosystem only understands organisations through fixed teams, salaries, commissions, or familiar templates like funds, accelerators, or syndicates. #TCR is none of these.

TCR is a coordination layer- a system that aligns allocators, operators, capital pathways, and cross-border routes into one coherent architecture. This is the altitude I am operating at.

My work (as the founder) is always gonna be meta: designing the system, setting the logic, and orchestrating how capital flows and moves across all the nodes.

The reason many struggle to interpret the build is simple- very few people understand the mechanics I’m architecting around:

• mandate-driven allocation
• cross-border permissions and structuring
• how CVCs price strategic vs financial relevance
• sovereign and quasi-sovereign deployment filters
• family-office exposure and liquidity cycles
• bank-level compliance rails
• global market-access pathways outside domestic venture cycles

This is the logic that sits under TCR- and this is where my mind naturally operates. But the important part is this: I’m not doing it alone.

In just the last 15 days, I’ve onboarded couple of contributors who already understand these mechanics- people who can think in mandates, constraints, capital routes, and incentive maps. They don’t need translation; they speak the same structural language.

I design the architecture.
They run their mandates.
And together, the system moves.

It’s Day 0- and the engine is on.

PS: By 2030, TCR targets: 5,000 women allocators, 10,000 supported startups, and $1B+ in capital routed through structured pathways.

On 20th December, something rare is happening in Bangalore.

A room where women who build, back, restructure, hire, fire, fundraise, deploy, and carry entire companies on their shoulders finally get to sit together without having to explain the weight of it.

No panels. No mics. No pitch decks.
Just 20–25 women founders & women investors in a closed door circle… and the room shifts within minutes.

At The Capital Room, we’ve learned something powerful over the last few weeks:
When women in capital and creation sit together without the performance, conversations go deeper than GTM, CAC, runway, and hiring challenges.

They open into ambition, money trauma, identity, loneliness, reinvention, pressure, and the very real cost of carrying a business while carrying yourself.

And that’s why this dinner exists.
Not to network but to build a room women rarely get, but fundamentally deserve.

If you’re a woman in VC, PE, CVC, a family office, or you’re a founder building India’s next decade… you’ll want to be in this room.


20th December | 7–10 PM | Bangalore
Request your invite here:

Open article: TCR Curated Capital Circles : Dinner · Luma by luma.com

TCR Curated Capital Circles : Dinner · Luma

When two operators compare notes, the truth becomes impossible to ignore.
Thank you SUKANYA DIKSHIT for the sharpest conversation on women, capital and the gaps no one else is solving.
 
Conversations like these validate the work we’re doing at The Capital Room - and the work that still needs to be done.

View newsletter: TCR: From the Founder’s Desk

“Women don’t need permission to enter the room. We need a room that was built for us.” My conversation today with Sukanya Dikshit was one of those mom

Open article: TCR Founder's Note - Why Conversations Like This Prove TCR Must Exist by Olivia Deka • 4 min read

TCR Founder's Note - Why Conversations Like This Prove TCR Must Exist

In venture, the real advantage has never been just capital. It has always been closed-loop networks.

Male-dominated systems have run on these loops for decades:
• informal access
• deal whisper networks
• “call this person” 
• co-investor rituals
• tribal trust

These loops are how it gets decided who gets the first meeting, who gets the second look, and who gets syndicated without pitching.

Women have never had this at scale.

That’s the gap The Capital Room is closing.

We’re not building another community group. We’re building a women-led allocator loop that behaves like an economic engine- where information flows cleanly, conviction compounds, and capital moves with coordination. 

When women across angels, VCs, CVCs, PEs, banks, family offices, legal, and operators share the same loop, the market shifts.

That is the infrastructure we are building.

I hear a fascinating range of complaints about the venture ecosystem.
Some insist “VCs are the problem.”
Others are convinced “founders are the problem.”

A year ago, I might’ve entertained these claims as empirical truths. Now, with a wider aperture, they read more like artefacts of partial information.

Because the paradox is this:
Most VCs have problems but majority don’t. The same applies to founders.
It’s not a binary; it’s a function of where you stand in the capital stack, what you’re optimising for, and which sliver of the pipeline you’re exposed to.

At the narrative level, the tropes are popular and convenient:
• VCs are slow.
• Founders are unprepared.
• Investors lack conviction.
• Startups lack traction.

But once you sit in the interstitial space- where incentives, expectations, and asymmetries collide- the picture changes.

You start to see that what looks like “incompetence” is often a structural artefacts. What gets labelled “attitude” is usually an information asymmetry. And what’s framed as “lack of conviction” is frequently a rational response to portfolio math.

It’s easier to critique individuals than it is to interrogate the architecture.
Which is why the same stories keep circulating.
They’re neat.
They’re digestible.
They ignore 90% of the actual system.

If anything, this one year has clarified this for me: People aren’t usually the constraint.
The design of the ecosystem is.

Until we re-engineer the interfaces- clarity, access, incentives, pathways- founders will continue to blame VCs, VCs will continue to blame founders, and both will continue to describe symptoms with great confidence.

I still listen to every complaint. (w a smirk - because every story is DATA 🙂)

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