Balemarthy Vamsi Enterprises

Balemarthy Vamsi Enterprises is professional training and coaching initiative aimed at enabling early career professionals from every background unleash their capabilities and excel in their career.

 - Helping early career professionals create their clarity roadmap
 - Equip them to stand out and rise above competition 
 - Support them in the creating of resume that gets selected
 - Enable them to self-reflect and communicate it to external world
 - Making them a job attracting magnets and attract interviews
 - Hand hold them through the process of interview

We have an initiative called Embedded System Coach where people from Embedded Systems background are guided using a unique project led mentoring.
This is unlike those found in the market where sessions are done and hard work is left to students to figure.
This is purely a Done-With-You service.

For details regarding services, both general and Embedded specific please visit the services section in the profile

Founder

Career Dwar - द्वार

We at Career Dwar have one motto - Make your career an experience and expression of your potential. 
 1. I specialize in LinkedIn branding and usage of GenAI to help you with your career clarity,
 2. I coach on the application of GenAI for content creation, resume and interview preparation
 3. I wil equip you with the making your words worth reading through copy writing sessions

Career Coach

Dell Technologies

Involved in modification and enhancement of "Embedded Controller" features which are differentiating aspects of vendor specific product specialization.
Also involved in mentoring junior developer towards creation of Test framework to test the Embedded Controller code

 - Resolved issues related to a feature that enables the system to perform auto checking of booting related issues.
 - Implemented code to reduce the load on the BIOS and Embedded Controller communication by using ACPI-EC communication (mentioned in UEFI specification) instead of Mailbox communication.

Principal Software Engineer

Wipro

As Technical Architect I performed overlapping roles that deal with technical activities and mentoring junior developers and making them project ready.

Thoroughly enjoyed both the activities. I should say, mentoring a bit more than the challenging technical job.

Conducting interviews to build the team and this a great learning experience. All through the interview I had to manage multiple factors like project details, aspirations of the candidate and right fit for the job now and in future.

Technical Architect

🎯 Who Am I? 
👋 I'm Vamsi. Remember the times you've sat at your desk, gazing at the clock, wondering if your job will ever match your aspirations? Or maybe you're new to the job market and the endless search has you drained. 🤔 I've walked in those shoes, combing through job portals, frustrated with mismatched roles and lowball offers. But hey, I navigated those choppy waters and found my lighthouse. Now, I’m here to guide you through the fog.

🚀 My Journey: Shortcut to the Dream Job
Imagine someone who got stuck only to understand that "visibility" is the problem. Resume is mediocre, no job search strategy. I was me. Years of trial and error led me to a crucial revelation: A fulfilling career isn't just about hard skills; it's a game of strategy using the ropes of personal branding that became a recruiter magnet, and negotiated my worth like a pro.

🤷 Why You Should Listen Up
If your career feels like a never-ending episode of "Lost," I’ve got the roadmap out. 🗺️ I've fast-tracked job seekers into jobs within 1.3 months—no endless applications, no pointless interviews. And for those feeling trapped in underpaying roles. I’ve guided them to positions with not just better pay but roles that they genuinely love. 

🛠️ Your Career Toolkit,
🎨 Strategic Branding: Want to know how I got multiple job offers straight from LinkedIn. It's all in the branding. Turn your profile into a recruiter's dream.
📄 Resume Magic: With my ATS-friendly resume tips, you’ll be on the interview shortlist before you know it. 
🖋️ Content Crafting: I've helped tech and non-tech professionals transition into roles they love, all by changing the narrative. Let’s create content that positions you as an authority in your field. 📚

Along with career dwar I am on a mission to transform 10,000 careers of job seekers at any level by peeling off the layers of doubt and confusion showcasing career as realistic as possible. Getting the dream job, hike, recognition shouldn't be a painful process. I believe in the phrase "Change, Conquer and Create". "Change yourself, conquer fear and create magic".

📞 Ready to Level Up? 
Whether you are job hunting or stuck in a role that doesn't satisfy you, it's time to turn the tables. 
🔄 DM me and we meet to understand your dream career, today. 🗓️

I’ve lost count of how many “career hacks” I’ve seen that fix nothing.
 
 New boards.
 New certificates.
 New roadmaps.
 New frameworks.
 New datasheets to read.

But none of these move you closer to the job you actually want.

A recruiter isn’t going to choose you because you bought 
an ESP32… again.

Looking “busy learning” isn’t the same as becoming valuable.

And in embedded, THAT should be our aim.

So when I’m mentoring or auditing someone’s profile, I’m not looking at how many courses they finished.

I’m looking at something very different:

 • Do they have a clear target role?
 • Can I see 2–3 flagship projects that show depth?
 • Is there any debugging proof?
 • Do they explain why they built something… not just how?
 • Are they showing real metrics (latency, RAM, power)?
 • Can a recruiter understand their skills in 30 seconds?
 • Does their GitHub look like a working engineer’s GitHub?
 • Are they consistent… or noisy?
 • Can they talk trade-offs instead of buzzwords?
 • Do they show honesty about skills and gaps?

If your embedded career isn’t helping someone decide, 
it’s just another profile with a scroll bar.

All style. No substance.

If you want me to review your profile and resume the way a recruiter 
actually sees it.

Check the weblinks below.

P.S.
Your embedded career is not a sprint of certificates.
It’s a 1-person business you’re building. Start acting like that.

Balemarthy Vamsi Krishna

I Help Early Career Professionals With Interviews Using GenAI & Technical Branding | Embedded | Ex-Dell, Ex-Cisco | Toastmaster

Please don't start your resume with 
"Passionate embedded developer"
If you do, provide real proof all through.

How many of you are now going to change your resume now?

Or 

How many of you agree with what I said?

Most early-career embedded engineers try to do everything at once.
 → learn ten boards → rewrite resumes → apply everywhere 
 → post randomly → follow every job hack on YouTube

The biggest problem?

You’re spreading your energy too thin.
And you’re trying to impress everyone at the same time.

You’ll grow faster if you clearly decide who you’re aiming your effort at.

There are only three groups that matter in your job journey:
 1) End Users (people who see your work online)
 2) Engineering Leads (people who judge your skills)
 3) HR / Recruiters (people who give interview calls)

Here’s how to decide whom to focus on.

Focus on End Users if:
 • you want quick visibility
 • you’re sharing what you’re learning
 • you want senior engineers to notice you
(Best for getting referrals, building credibility, and creating opportunities.)

Focus on Engineering Leads if:
 • you have 1–2 good projects
 • you can explain your debugging and thought process
 • you want strong technical interviews
(Best for full-time embedded roles and showing depth.)

Focus on HR / Recruiters if:
 • you need interview calls fast
 • you’re fixing your resume story
 • you want clarity in how you present your skills
(Best for shortlisting, faster responses, and matching JDs.)

The mistake to avoid:

Trying to impress all three at once.

You end up looking average to everyone.

Pick your primary target.

Focus your effort.
Your results will jump.

If this helped you see your job hunt differently
share this with a friend who’s feeling stuck. 

P.S.:
You have an “aiming problem.” 
This Sunday, 8 PM I am conducting aiming session for "startups"
We practice. No theory.
You run prompts, make notes and walk out with a plan
Join my clicking the link : https://lnkd.in/gvaiPzXk
Apply code 'STARTUP' to get 10% discount

You have to start your career asap.

Sugar coat it. But a career gap is a GAP.


I have seen people who 
- attended good colleges
- spends lot of time on job portals
- sent more applications than the times they brushed teeth

But here is the catch

All those applications are target high end, 
really high bar jobs.

What they get is rejection for most of the times.

Here is what I told most people who said -

"I will upskill, do certifications, coaching"

Measure your career gap not by months but by weeks.

You will understand the situation here are in.

I have done 2 months, sorry 8 weeks of research.
Identified some important ways to get calls from startups.

Below are 6 most effective ways.

Repost if you find this useful ♻️ 

P.S
I have given my order for these.
How will you order these?

Should you target startups?
Or MNCs?
Here’s a framework to help you decide 👇🏻

Most LinkedIn debates make you choose “THIS” or “THAT,” 
when in reality the truth is a lot messier and a lot more personal.

“Startups give the best exposure.”
 vs.
“MNCs give stability and brand name.”

Both can be true.
Both can be false.


It depends on you.
But what almost everyone forgets is this:

 You don’t have two options.
 You actually have three different lanes to aim for:

Startups (0–50 employees)
Mid-Size Companies (50–500)
Large MNCs / Tier-1s (500+)

And which one you should focus on depends on several factors (seven in our case).
 Your time to value.
 Your learning style.
 Your risk appetite.
 Your growth expectations.
 Your salary vs skill priorities.
 Your patience with process.
 Your hunger for ownership.

Check the chart to see where you fall.

And yes, I already know what you’re about to say:
“YOU SHOULD APPLY TO ALL THREE!!”

This is true.
 But most early-career engineers don’t have the skill-muscle, 
portfolio-muscle, or clarity-muscle to do that well.

You’ll get much more growth (and sanity) by picking one lane and putting at least 80% of your effort there.
Your lane is your leverage.

If you are aspiring for startups, I am doing a 90 mins session 
Here is the link to apply.
Lot of bonuses to grab.

P.S.
This will be a complete hands-on implementation workshop

Link : 
https://lnkd.in/gvaiPzXk

No rule that career has to start or grow with BIG COs. only.
3 cold email templates for fresh grads, with career gaps, 
employees escaping to startups.

There is high chance for these to get responses from startups
Tuned heavily for embedded specific roles

These are not "I hope this email finds you well" garbage. 
You don't have to beg. Not remix of your resume.

You can swipe through . 

Copy the template but you need to personalize it, a lot sometimes. 
Then find the right people and send them.

P.S 
"How to get call/hired/internship at startup?"
A WORKSHOP to understand the way to get this.
Only 30 slots for this session. First 10 can avail 10% discount code STARTUP
Apply ONLY if you are ready to implement the steps during session.

Link :
https://lnkd.in/gvaiPzXk

Startup Cold Email Templates

You know that the job market is not fair.
Do you know how that unfairness is present?


May be you are not and that is why YOU -

1. Apply everywhere.
2. Prepare hard.
3. And the wait for calls.

But the truth is something different....

You as early career job searcher is  wasting 80% of your 
effort in places where you are never going to get a job.
 
The 'public job market' where everyone competes… 
and almost nobody wins.

Here’s what finally matters:
Only 5–10% of all real product-company opportunities 
ever appear publicly.

The rest sit inside the hidden job market :
referrals, internal pools, private networks, 
unposted roles, “someone recommended you,” and 
managers hiring quietly.

What most engineers do wrong:

They target based on:
 → Job boards
 → “Actively hiring” posts
 → Mass-apply cycles
 → Random LinkedIn uploads
 → 200+ online applications

This finds companies who could hire.
Not the ones who are actually hiring.

The picture is the my complete framework, I am going to
talk this Sunday.

Understanding this mindset shift will change careers:

You will -
- Stop chasing “openings.”
- Start spotting hidden-market signals.

Why this works:

Your outreach becomes:
 “Here’s the exact situation your team is in, 
and here’s how I can contribute.”

Not:
 “Are you hiring for embedded roles?”

The difference:
Most engineers apply to 1000 visible openings.
Top candidates target 50 hidden-market signals.

Both get interviews.

The second group gets better roles, faster responses, 
and startups, product-company visibility.

Framework in the infographic 👇
P.S. The hidden job market is not mysterious.
The signals are public.
You aren’t trained to see them.

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