Ranked #1 LinkedIn HR Creator (Global), #2 Female Creator (US) | Positioning Companies & Founders to Attract Talent, Capital & Credibility | 100M+ Organic Reach | Ex-Amazon, Cognizant, Labcorp

Proven Patterns

For: AI Startups, Lean Teams, Seed to Series B Founders

“You’re not struggling with ideas, you’re struggling with visibility.”

What We Do:
↳ Design high-impact brand collaborations that amplify credibility & reach
↳ Partner with AI-first startups to position them in front of investors, talent & clients
↳ Build cross-platform visibility systems (LinkedIn-first, with PR, thought leadership & content)
↳ Convert collaborations into measurable outcomes: leads, deal flow, & capital opportunities

Proven Impact:
✔ Created visibility pipelines that drive 10× exposure for founders & their startups
✔ Helped startups attract capital readiness & early customers through perception-shift strategies
✔ Positioned AI startups alongside enterprise-level credibility markers for faster trust-building

Executed collaborations with Lovable AI, Emergent AI, Gusto, Replit Agent 3, Gamma, GoPerfect

Clients Span: AI-first startups, high-growth SaaS, and lean teams scaling visibility in the U.S., Europe & India.

Brand Collaborations & Visibility for Startups

For: Venture-Backed Startups, Scaling Tech Companies, People Leaders
“You’re not struggling to hire. You’re invisible to the right talent.”

What We Do:
↳ Design powerful Employer Value Propositions (EVP)
↳ Build hiring narratives that attract A-players
↳ Optimize LinkedIn company presence to reflect culture, credibility, and vision
↳ Launch hiring-focused content systems for talent magnetism

Proven Impact:
Hired across 20+ countries
Helped companies cut time-to-hire by 50%
Boosted LinkedIn hiring visibility by 6X in 60 days

Clients span: Tech startups, high-growth scaleups, and companies expanding across the U.S., EMEA, and APAC.

Hiring/ Employer Branding for Companies

For: CEOs, Founders, CXOs, Coaches, Consultants, Visionaries building founder-led companies

“If no one knows you, no one trusts your company.”
Build a brand that opens doors.

What We Do:
↳ Turn expertise into influence
↳ Create trust-driven LinkedIn presence
↳ Position you as a category of one

We translate your bold vision → content, messaging, and media visibility

 Personal Branding for Founders & Experts

Optimize how you're seen on paper, online, and in interviews.
For: Professionals, Transitioning Talent, High-Achievers

“Your career isn’t broken. Your visibility is.”

What I Do:
↳ Rebuild LinkedIn presence to match the level you’re playing at
↳ Unlock inbound recruiter interest through strategic positioning
↳ Shift perception from “just another resume” → magnetic thought leader

Proven Impact:
➟ Reviewed 250,000+ resumes
➟ Placed candidates in Amazon, Meta, McKinsey, and Fortune 500s
➟ 90% clients see recruiter reachouts within 7 days post-profile optimization

✳️ What Sets Us Apart
We don’t just fix profiles or fill roles.
We build market credibility so you're not chasing 
you’re being chosen.

📩 DM or reach out: drudraraju@proven-patterns.com

Career Coaching for Professionals

Atlan

At Atlan, I support a modern, fast-scaling data workspace that enables global teams to build with clarity, speed, and precision.

In my role as a GTM and Technology Talent Advisor, I work closely with leadership to strengthen Atlan’s hiring systems across:

➟ Go-to-market strategy and hiring
➟ Product and data engineering teams
➟ Technical sales and customer success functions

My focus is on aligning talent with mission-critical priorities — helping Atlan scale with people who move the business forward.

From defining role architecture to advising on global tech talent trends, I contribute to building high-performing, distributed teams across markets.

This work sits at the intersection of:
↳ Talent advisory
↳ Org design in hypergrowth
↳ Tech hiring strategy
↳ Employer brand clarity

𝐀𝐭𝐥𝐚𝐧’𝐬 𝐞𝐜𝐨𝐬𝐲𝐬𝐭𝐞𝐦 𝐢𝐧𝐜𝐥𝐮𝐝𝐞𝐬 𝐭𝐞𝐚𝐦𝐬 𝐟𝐫𝐨𝐦 𝐏𝐥𝐚𝐢𝐝, 𝐔𝐧𝐢𝐥𝐞𝐯𝐞𝐫, 𝐖𝐞𝐖𝐨𝐫𝐤, 𝐚𝐧𝐝 𝐢𝐬 𝐛𝐚𝐜𝐤𝐞𝐝 𝐛𝐲 𝐒𝐞𝐪𝐮𝐨𝐢𝐚, 𝐈𝐧𝐬𝐢𝐠𝐡𝐭, 𝐚𝐧𝐝 𝐖𝐚𝐭𝐞𝐫𝐛𝐫𝐢𝐝𝐠𝐞.

I bring the lens of hiring systems thinking — focused not just on who’s hired, but how they perform and grow once they’re here.

GTM and Technology Talent Advisor

Cognizant

I led sourcing strategy for Cognizant’s AIA unit, supporting global talent needs across AI, analytics, and advanced tech domains.

This included high-volume, high-impact hiring across full-time and contract roles — often managing 𝟐𝟓–𝟒𝟎 𝐜𝐨𝐧𝐜𝐮𝐫𝐫𝐞𝐧𝐭 𝐫𝐞𝐪𝐮𝐢𝐬𝐢𝐭𝐢𝐨𝐧𝐬 𝐢𝐧 𝐟𝐚𝐬𝐭-𝐩𝐚𝐜𝐞𝐝 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐬.

Key Focus Areas:
➟ Developed targeted hiring strategies across AI, ML, Data Science, Cloud, and Engineering
➟ Advised stakeholders within the Communications, Media & Technology (CMT) unit
➟ Delivered strategic market insights through ongoing research and talent mapping
➟ Partnered with global vendors, operations, and business leaders to refine sourcing frameworks
➟ Executed seamless full-cycle recruitment using TALEO and internal ATS
➟ Prioritized speed and quality — consistently reducing turnaround times without compromising fit

This role demanded more than filling positions —
it required solving complex hiring puzzles across evolving 𝐭𝐞𝐜𝐡 𝐬𝐭𝐚𝐜𝐤𝐬, 𝐠𝐥𝐨𝐛𝐚𝐥 𝐭𝐞𝐚𝐦𝐬, 𝐚𝐧𝐝 𝐧𝐢𝐜𝐡𝐞 𝐬𝐤𝐢𝐥𝐥 𝐠𝐚𝐩𝐬.

Sr. Sourcing Recruiter - Artificial Intelligence and Analytics Practice (AIA)

Endpoint Clinical

Led global technical hiring for Endpoint Clinical — with a focus on high-impact roles in engineering, data, and IT across the U.S. and APAC regions.

Worked directly with hiring managers and HR partners to define skill requirements and drive role clarity for tech-first, research-driven teams.

Scope of Work:
➟ Owned end-to-end recruitment for roles in clinical trial software, data systems, IT infrastructure, and tech ops

➟ Applied non-traditional sourcing strategies, including talent communities, niche platforms, and live industry engagement

➟ Continuously aligned hiring with business objectives and emerging trends in clinical tech

➟ Advised on role architecture, candidate benchmarking, and future-proof hiring decisions

This role required both 𝐬𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐜 𝐯𝐢𝐬𝐢𝐨𝐧 𝐚𝐧𝐝 𝐞𝐱𝐞𝐜𝐮𝐭𝐢𝐨𝐧 𝐚𝐠𝐢𝐥𝐢𝐭𝐲 — helping a rapidly evolving company compete for talent in an increasingly tech-driven clinical space.

Global Talent Partner (Sole Recruiter)

Amazon

Hired full-cycle across Consumer Payments for Amazon — focusing on high-demand software development roles across North America and Canada.

Though the assignment ended due to a team-wide contractor exit, this role demanded precise alignment with tech hiring standards, urgency, and cultural fit for a global engineering org.

Core Areas:
↳ Software Engineering (Backend & Platform)
↳ Development Manager Roles (Consumer Payments)
↳ Full-Cycle Tech Recruitment

Technical Recruiter - Consumer Payments

Domino Data Lab

Recruited across U.S. and EMEA for a leading Enterprise MLOps platform trusted by 20% of the Fortune 100.

Worked closely with department heads to execute full-cycle recruitment across technical and business verticals, including:
↳ Customer Success
↳ Field Engineering (DevOps)
↳ Core Technology & GTM
↳ G&A, including Finance

Combined systems thinking with a candidate-first approach — to source, screen, and close talent for a mission-driven AI & data science company scaling globally.

Technical Recruiter

Percolate by Seismic

Supported Avanade’s Talent Acquisition team by owning full-cycle recruitment for top-tier technology roles across the U.S. West region.

Partnered closely with hiring managers to define skill needs, structure interview loops, and deliver high-quality candidate experiences at scale.

Key Contributions:
↳ Recruited across domains like Software Engineering, Cloud, Data, and Infrastructure
↳ Managed sourcing, screening, scheduling, and offer processes end-to-end
↳ Helped drive diversity pipelines and improved time-to-hire metrics
↳ Used ATS and reporting systems to track pipeline health and optimize recruiter performance

This role deepened my understanding of 𝐬𝐭𝐫𝐮𝐜𝐭𝐮𝐫𝐞𝐝 𝐫𝐞𝐜𝐫𝐮𝐢𝐭𝐢𝐧𝐠 𝐢𝐧 𝐥𝐚𝐫𝐠𝐞-𝐬𝐜𝐚𝐥𝐞, 𝐡𝐢𝐠𝐡-𝐠𝐫𝐨𝐰𝐭𝐡 𝐞𝐧𝐭𝐞𝐫𝐩𝐫𝐢𝐬𝐞 𝐞𝐧𝐯𝐢𝐫𝐨𝐧𝐦𝐞𝐧𝐭𝐬.

Avanade

Recruited across Avanade’s infrastructure consulting division — focusing on high-caliber technical talent for enterprise clients across the U.S.

Collaborated with hiring managers to drive full-cycle recruitment for IT roles that demanded both deep technical expertise and strong alignment with organizational culture.

Key Responsibilities:

• Built large-scale pipelines of Microsoft Tech specialists for roles in .NET, Azure, SCCM, Exchange, and SharePoint, Office365, Azure Cloud, SCCM, SCOM, Data Center, Desktop, Unified Communications, Skype for Business/Lync etc.

• Assessed candidate fit across academic background, technical depth, and communication skills

• Supported nationwide hiring efforts with a mix of active sourcing and inbound applicant screening

• Aligned candidate profiles to infrastructure consulting needs in data center, desktop, and unified comms environments

This role sharpened my ability to map enterprise skill sets with precision — across both current demand and future workforce planning.

Technical Recruiter - West 

Shimento, Inc.

Owned the full-cycle recruitment process across multiple contract and permanent roles for IT consulting clients.

Specialized in sourcing and assessing talent through a mix of job boards, cold outreach, networking, and strategic referrals.

𝐁𝐮𝐢𝐥𝐭 𝐜𝐨𝐧𝐬𝐮𝐥𝐭𝐚𝐧𝐭 𝐩𝐢𝐩𝐞𝐥𝐢𝐧𝐞𝐬 𝐚𝐜𝐫𝐨𝐬𝐬 𝐂𝐨𝐫𝐩-𝐭𝐨-𝐂𝐨𝐫𝐩 (𝐂𝟐𝐂), 𝐖𝟐, 𝐚𝐧𝐝 𝟏𝟎𝟗𝟗 𝐦𝐨𝐝𝐞𝐥𝐬 — supporting multiple hiring partners across business lines.

Lead - Recruitment Operations

Recuiter for bay area staffing agencies

Led recruitment for a wide range of roles across industries — using direct sourcing, cold calling, job boards, and user group networking.

Conducted in-depth phone and in-person interviews, reference checks, and offer facilitation.

Worked closely with hiring managers to define candidate fit and improve interview-to-hire ratios.

Sr, Recruiter

Hiring. Visibility. Credibility.

The three levers every founder, CEO, coach, or consultant needs to scale.
The problem? Most get them wrong.

That’s where I come in.

I built 𝐏𝐫𝐨𝐯𝐞𝐧 𝐏𝐚𝐭𝐭𝐞𝐫𝐧𝐬 to help seed to Series B startups, lean teams, and high-stake leaders attract the right talent, amplify their brand visibility, and build credibility that wins capital and clients.

What sets us apart?
We operate at the intersection of AI, recruitment, and brand strategy turning overlooked processes into growth systems.

Here’s what that looks like in numbers:
✔ 3,000+ hires placed globally across industries
✔ 250,000+ resumes reviewed with precision at scale
✔ 100M+ organic impressions without ad spend
✔ 150K+ community grown organically on LinkedIn
✔ 50K+ subscribers of our Li Newsletter: Incredible Edge
✔ Worked with enterprises like Amazon, Cognizant, Labcorp
✔ Partnered with unicorns like Atlan & Domino Data Lab
✔ Executed brand collabs with Lovable AI, Emergent AI, Gusto, Replit Agent 3, Gamma & GoPerfect
✔ Been named Favikon’s #1 HR Voice (Worldwide) and #2 Female Creator (US) - April'2025

But metrics are just the proof. The real outcome is this:

💡 Founders who save time and scale smarter.
💡 Executives who become visible authorities.
💡 Startups that attract capital and top talent on autopilot.

If you’re still struggling to hire right, stand out, or get noticed, it’s not because you lack potential.
It’s because you’re playing the wrong game.

My work is helping you change that.

📩 DM me or reach out: bookings@proven-patterns.com

Let’s build what they can’t ignore.

💜

The difference between a boss and a leader is subtle, but powerful.

A boss looks at what you’ve already achieved and piles on more work.
A leader looks at what you’re capable of and opens doors to new opportunities.

I’ll never forget a moment early in my career.
I was delivering results and thought my “reward” would be more tasks. Instead, my manager surprised me: they asked me to lead a client presentation.

At first, I was terrified; I didn’t feel ready. But that single opportunity pushed me out of my comfort zone, built my confidence, and shaped the way I approach challenges to this day.

That experience taught me the kind of leader I want to be: one who recognizes potential and creates space for others to rise.

If you’re in a leadership role, ask yourself:
➡️ Am I only rewarding performance with more work?
➡️ Or am I recognizing potential and creating paths for others to thrive?

True leadership isn’t about control, it’s about empowerment.

Have you had a leader who saw your potential before you saw it yourself? Share in the comments below. 

♻️ Let’s spread this message, comment, share, or repost if you believe we need more leaders who empower, not just manage.

Kumud Deepali R.

200K+ LinkedIn & Newsletter Community | Leading Founders, CEOs, Owners, Coaches, Leaders Scale with Branding, Hiring & Visibility | AI-Savvy & Human-First Approach

A gentle reminder: Your words matter.

Please be kind.

Don’t be the reason someone skips a meal, dreads waking up, or feels like they don’t belong. The ripple effect of what we say and do lasts longer than we think.💔

Empathy isn’t optional, it’s essential. Let’s normalize compassion in our conversations, leadership, and daily interactions.

Repost this as someone might need this reminder.

Experience means nothing without empathy.

You can have 20 years in the industry…
You can have titles, awards, and achievements...
But if you don’t know how to treat people with respect, your experience loses its value.

In every workplace, people remember how you made them feel far longer than what you delivered.
👉 Great leaders don’t just manage tasks.
👉 They elevate people.
👉 They create environments where others can grow, contribute, and feel valued.

At the end of the day, culture is built one interaction at a time.

What’s one quality you believe every professional should have?

♻️ Repost if you like the post. Thanks!

We all chase goals, milestones, and big wins.

But when I think about the moments that really mattered, it’s not the achievements I remember first.

It’s the people who showed up.
The ones who lent a hand when things were tough.
The ones who believed in me when excuses would’ve been easier.

Those people are easy to forget in the busyness of life, but they’re the reason many of us are where we are today.

If someone comes to mind for you take a minute and thank them.

Better yet, try to be that person for someone else.

Because success feels a whole lot better when you’re not climbing alone.

Who’s the one person who helped you when you needed it most? Share in the comments below. 

♻️ Repost if you like this post!

200K+ LinkedIn & Newsletter Community | Leading Founders, CEOs, Owners, Coaches, Leaders Scale with Branding, Hiring & Visibility | AI-Savvy & Human-First Approach | Ex-Amazon, Cognizant, Labcorp | 20+ yrs w/ unicorns

Everything feels urgent until your health gives out.

Suddenly, that “critical” deadline doesn’t matter.
The “urgent” meeting can wait.
The “essential” task isn’t so essential.

What truly matters becomes crystal clear:
✅ Your Health
↳ The foundation of everything else
↳ The energy behind your goals
↳ The one asset you can’t buy back
✅ Your Peace
↳ Clarity over chaos
↳ Rest over hustle
↳ Balance over burnout
✅ Your Relationships
↳ The people who show up when life gets hard
↳ The support you can’t replace

I learned this the hard way watching my sister.

A dedicated doctor, studying for her super-specialization.

14-hour shifts, no breakfast, constant pressure, no sleep.

She believed she could keep going until she couldn’t.

At 35, she suffered a brain stroke.

It wasn’t bad luck. It was burnout.

Her body remembered every skipped meal, every sleepless night.

When health forces you to stop:
💡 Priorities reset - Health becomes non-negotiable
💡 Perspective shifts - Rest becomes part of progress
💡 Values clarify - What matters rises to the surface

Start now before you’re forced to:
📌 Check in with your body
📌 Set boundaries early
📌 Realign your priorities

Because your health is your real wealth.

Everything else can wait.

The most successful people aren’t the ones who push through pain.

They’re the ones who protect their energy to keep going.

—
👇 What health lesson did you learn the hard way?
♻️ Share this with someone who needs the reminder.
👍 Follow, like, repost and I will truly appreciate it.

You don’t build culture with free snacks.
Most companies think their employees need:
Casual Fridays.
They don’t.
Company swag.
They don’t.
A fancy office.
They don’t.
They just need leaders who listen, care, and act.
Here are 5 ways to actually build culture that lasts:
1/ Listen actively
 • Not just to reply, but to understand.
2/ Celebrate progress
 • Recognition fuels motivation.
3/ Give people a voice
 • Let them shape the workplace, not just live in it.
4/ Show empathy
 • Care about the person, not just the performance.
5/ Invest in growth
 • People stay where they can thrive.

To be clear – I’m not saying perks don’t matter.

They’re nice to have.

But real culture comes from this:
 • Talking to your people.
 • Listening deeply.
 • Caring about their success.

What’s the one thing you’ve seen that makes the biggest impact on culture?

♻️ Repost if you like the post. Thanks!

Kumud Deepali Rudraraju, SHRM CP

I’ll never forget the manager who gave me a chance when all I had to offer were two things:
a positive attitude and a desire to learn.

No fancy resume. No big titles.
Just curiosity, consistency, and drive.

That opportunity changed everything.

I practice the same now, while recruiting I remind myself that my job isn’t just filling roles, it’s about recognizing potential.

The best hires often don’t check every box on paper.

But they bring something far more valuable:
 - the humility to learn
 - the resilience to grow
 and the attitude to figure it out

To every recruiter, leader, and hiring manager out there someone’s future begins with the chance you choose to give them.

Who took a chance on you early in your career? Share in the comments below. 

♻️ Repost this if you’ve ever been given a chance that changed your career or you want others to do the same.

I Speak It Before I See It. A Job Search Prayer. 

Every day of my job search, I didn’t just send applications, I spoke my vision out loud.

I didn’t ask for any job.

I asked for alignment.

A place that honors my time, my energy, my boundaries so I can show up as my best self.

Leaders who lead with inspiration, not ego.

A team that values people before performance.

I asked for stability not survival.

For the freedom to care for my child without counting every dollar or losing sleep over bills.

I asked for growth. For recognition. For space to be seen, not just managed.

I prayed for real support, healthcare, security, and peace of mind not as perks, but as proof that people matter.

And I prayed for a role where I could bring all of me, my ideas, my voice, my authenticity without having to shrink to fit.

Most of all, I prayed for peace.

For joy.

For purpose.

For a place where I could thrive as a professional, a parent, and a person. If you’re still in that waiting season keep going.

Keep preparing.

Keep believing.

Because when the right door opens, it won’t just offer a paycheck. It’ll offer alignment.

A friend called me in tears. She quit her job. She worked there for 5 years.
 
The reason?

Not money. Not benefits.
 
She left because her new manager tracked her mouse movements and bathroom breaks.
 
Think about that - A star performer who delivered millions in value... gone because someone cared more about her cursor than her contributions.
 
Here's what that manager didn't understand:
 
• The best work happens in bursts, not hours
• Innovation doesn't follow a schedule
• Trust is cheaper than turnover
 
It made me think about an engineer who came in at 11am and left at 4pm at one of the startups I worked. 

Everyone complained.

Until we realized he was solving problems in 5 hours that took others 2 days.
 
The truth?
⚡️ Results > Hours
⚡️ Impact > Attendance
⚡️ Output > Input
 
Stop watching the clock.
Start watching the scoreboard.
 
Because while you're tracking minutes, your competition is tracking milestones.
 
👉 Follow me for more insights on modern leadership that actually works.
♻️ Share if you're tired of outdated management practices.

Photo credit: Neha K Puri

Your whole life can change with one opportunity, keep showing up for it.

**We'll Find Someone Cheaper**

"Just replace her. There are plenty of candidates out there."

That's what they told me when our top performer asked for a raise.

I knew better. But they didn't listen.

Two weeks later:
→ She joined our competitor
→ Four team members followed
→ Two major clients started asking questions
→ Our top project lost its momentum

Six months later:
→ Recruitment fees: $45,000
→ Lost productivity: $180,000
→ Training costs: $30,000
→ Client revenue impact: Priceless

The hire who came in as replacement?
✓ Good skills
✓ Right experience
✓ Perfect references

But missing:
🔹 5 years of client relationships
🔹 Deep product knowledge
🔹 Team trust

Here's what my years in recruitment taught me:

Salary isn't an expense
It's an investment in:
→ Stability
→ Innovation
→ Growth
→ Future

The real cost of "saving" $15,000 on salary?
Nearly $300,000 in losses.

🎯 For leaders:
Great talent doesn't cost you money. Losing great talent does. When a top performer asks for a raise, they're also asking: "Do you see my value?". Your answer matters more than you think.

What's the biggest hidden cost of losing great talent that nobody talks about? Share your thoughts in the comments below. 

➕ Follow me, Kumud Deepali R. for leadership & recruitment insights. 
♻️ Repost, a replacement request might be reconsidered.

Any hiring/recruitment support, I am just a DM away. 

Image Credit: Chad Guno

Life’s three best teachers:
 💔 Heartbreaks
 💸 Empty pockets
 ❌ Failures

These moments hurt the most, yet they shape us the deepest.

They teach resilience, humility, and the true value of growth.

❤️ Heartbreaks remind us to value people who stay.
💰 Empty pockets teach us gratitude and resourcefulness.
📉 Failures push us to learn, evolve, and try again, smarter this time.

No book or degree can teach what pain, loss, or struggle can.
They don’t break us; they build us.

👉 What’s one lesson you learned from your toughest phase in life? Share it in the comments, your story might inspire someone today.

🔁 Repost this to uplift someone who might need a reminder that tough times create strong people.

Image Credit: The Positive Trader

Never push a loyal person to their limit. At work and home.

Here's what happens:

They go quiet first.
↳They stop sharing
↳Stop suggesting
↳Stop caring

Then they gather evidence.
↳Every conversation
↳Every decision
↳Every moment

Then they emotionally unplug.
↳The passion dies
↳The extra mile ends
↳The magic fades

And then?
They leave.
↳Not with drama
↳Not with noise

With certainty.
With finality.

And the reality?
They won't come back.
↳Loyalty breaks once
↳It rebuilds elsewhere

Remember:
→Loyal people don't need supervision
→Loyal people don't need micromanagement
→Loyal people don't need constant validation

They just need respect and trust.
They just need appreciation and support.

Don't realize their value...
When they've already moved on.

Protect their loyalty...
Before they protect themselves.

=====

Have you ever lost a loyal person or left when your loyalty was questioned? Share your experience in the comments below. 

♻️ Repost to help others understand the value of loyalty.
🤝 Connect if this resonates.
✅ Follow me, Kumud Deepali Rudraraju, SHRM CP for daily mindshift posts.

Why Do People Stay at a Company? 

Employees don’t stay just for a paycheck; they stay for a purpose, a path, and a positive environment. 

If a company gets these right, people don’t just work there; they thrive. 

Here’s what truly makes employees stay:
📌 Paid Well – Feeling financially valued is the foundation of long-term commitment. Competitive compensation matters.
📌 Mentored – Strong leaders who guide, coach, and invest in employees’ success create lasting loyalty.
📌 Challenged – Meaningful work that pushes skills and sparks creativity keeps employees engaged.
📌 Promoted – Clear career progression and growth opportunities keep employees motivated and engaged.
📌 Involved – When employees have a voice in decisions, they feel ownership and commitment to the mission.
📌 Appreciated – A simple “thank you” or recognition of hard work goes a long way.
📌 Valued – Beyond tasks, employees want to know their contributions truly matter.
📌 On a Mission – People stay when they believe in the company’s purpose and feel connected to something bigger than themselves.
📌 Empowered – The freedom to take initiative and make an impact drives engagement and fulfillment.
📌 Trusted – Autonomy and confidence in their decisions make employees feel respected and empowered.

When a workplace gets these right, employees don’t just stay; they thrive. 

Which of these factors matter most to you? Let’s discuss in the comments! ⬇️

➕ Follow me for daily Mindshift, Hiring, Workplace and Motivational posts!

♻️ Repost to spread this important message.

“Maternity leave”... what people see vs what people don’t.

I spoke to a candidate yesterday who is looking for jobs during her maternity leave. Yes, she received the dreaded layoff email when she was in midst of one month child checkup visit. She hadn't slept for 3 days straight. She could not tell me if it was because of the baby or the layoff. 

In the U.S., FMLA (Family and Medical Leave Act) offers eligible employees 12 weeks of unpaid job-protected leave. The Pregnancy Discrimination Act prohibits discrimination based on pregnancy or childbirth.

✅ Sounds reassuring, right?
But here’s the nuance no one tells you:
If your company is restructuring or downsizing, being on maternity leave doesn’t automatically shield you. You can be included in a layoff, if the employer can prove it would’ve happened regardless of your leave.

And lately, that line feels blurrier than ever.

In 2025 alone:
 📉 Google faced a lawsuit claiming employees on or returning from parental leave were disproportionately impacted in layoffs.
 📉 Barnard College was accused of firing a pregnant employee to avoid paying maternity benefits.
 📉 Law firm DLA Piper was ordered to face a lawsuit over alleged pregnancy bias.

Each case different, but the message similar: women still shoulder uncertainty when they should be focused on healing, bonding, and adjusting.

Maternity leave isn’t a break; it’s a balancing act between love, loss of identity, hormones, and career anxiety.

💔 What people don’t see?
- The emotional toll of wondering if your role will still exist when you return.
- The guilt of feeling “replaceable.”
- The courage it takes to start again.

Let’s change that narrative.
If you lead teams: review your policies, audit your layoff data, and ensure fairness.
If you’re on leave or planning for it: know your rights, document your communications, and ask the hard questions early.

Empathy and equity shouldn’t vanish when the out-of-office turns on.

I’d love to hear from you:
Have you (or someone you know) faced job uncertainty during maternity or parental leave?
What can companies do better beyond compliance to truly support parents?

Visual: By my friend, Si Conroy. 

♻️ Repost to spread the message. Thanks!

Integrity is getting harder to find in the world.

But reality is:
Success isn’t just about standing out.
It’s about showing up relentlessly.

And that takes integrity.

What integrity is NOT:
Doing what's popular instead of what's right
Saying one thing and doing another
Letting fear dictate your decisions
Taking credit for others' work
Valuing success over ethics
Hiding your mistakes
Making excuses
Blaming others

What integrity IS:
Transparency
Keeping your word
Acting with courage
Treating others fairly
Owning your mistakes
Showing respect for others
Admitting when you're wrong
Doing what's right, even when it's hard

In a world that values success at any cost, integrity is the ultimate success.

➟ It’s always doing the right thing.
➟ Not because someone is watching.
➟ But because it’s the right thing to do.

What would you add to this list?

♻️ Repost to share this message. Follow me, and hit the notification button. You are my inspiration for these daily posts!

200K+ LinkedIn & Newsletter Community | Helping Founders, Executives, Coaches & Leaders Scale with Branding, Hiring & Visibility | AI-Savvy & Human-First Approach | Ex-Amazon, Cognizant, Labcorp, Heidrick & Struggles

You deserve a job that doesn’t follow you into bed.

I talk to people every day, brilliant, hard-working professionals who’ve spent decades building something from scratch.
No family connections.
No shortcuts.
Just grit, late nights, and the constant fear of falling behind.

They’ve maintained multiple investments, supported families, and carried the weight of “hustle culture” on their backs for decades.

But here’s the truth I keep seeing as a recruiter:
It catches up.
The sleepless nights.
The skipped meals.
The “just one more project” mentality.

We forget why we started working in the first place not just to survive, but to live.

Work should challenge you, not consume you.

If your job follows you into bed, it’s time to ask: Is this really success?

Let’s normalize ambition with boundaries.

The most career-defining conversations often happen when you’re not in the room.

As a recruiter for 15 years, I’ve watched careers rise, or stall not because of skill gaps, but because someone either had (or lacked) advocates speaking on their behalf.

I’ve seen:
 ✅ Candidates land dream roles because a past colleague vouched for them.
 ✅ Talented professionals overlooked because no one put their name forward.
 ✅ Careers accelerate when allies celebrated growth instead of feeling threatened.

Those moments taught me a hard truth: skills matter, but allies move your career forward when you can’t speak for yourself.

My biggest lesson? Invest in authentic relationships where advocacy flows naturally. It’s one of the most powerful career accelerators I’ve witnessed, and experienced firsthand.

♻️ If this resonates, repost to remind someone in your network to be that advocate for others too.

Let’s talk about “Entry-Level” roles.

Too often, job postings labeled entry-level ask for:
 - 2–5 years of professional experience
 - Multiple internships
 - Advanced certifications

But let’s be clear: entry-level means zero years of experience.

🎓 Graduates today are under immense pressure. Many are leaving university already feeling “behind” because they don’t have years of work history. That’s not fair, and it’s not realistic.

Advice for grads:
💯 Focus on transferable skills (projects, leadership roles, part-time jobs all count).
💯 Highlight your ability to learn quickly and adapt, often more valuable than years of experience.
💯 Don’t be afraid to apply even if you don’t check every box.
💯 Network intentionally, connect with alumni, attend virtual events, and ask for informational chats.
💯 Tailor your resume for each role (showing why you want THIS job).
💯 Build an online presence (LinkedIn posts, GitHub, portfolio sites) that showcases your skills beyond a resume.

Advice for employers:
✅ Rethink what entry-level really means.
✅ Hire for potential, not just experience.
✅ Invest in training programs that support new talent.

Remember: someone once gave you your first chance, too.

🔄 Repost if you believe more grads deserve a fair first chance, your share might land on the feed of someone who can open a door.

What was YOUR first professional experience? And how did it shape your career? Please share in the comments. 

Thanks!

School taught me the Pythagorean Theorem. Work taught me everything else.

The transition from classroom to career?
 
Let’s just say… reality hit harder than any final exam.

Here are the real-world skills I wish school had prioritized:
✅ Emotional Intelligence → Relationships > Results
✅ Negotiation Skills → Closed mouths don’t get fed
✅ Feedback Mastery → Growth isn’t graded
✅ Personal Branding → Your digital reputation is your résumé
✅ Time & Priorities Management → Juggling > Just deadlines
✅ Networking → Your net worth starts with your network
✅ Conflict Resolution → Leadership = handling the hard stuff
✅ Public Speaking → Ideas only matter if you can sell them
✅ Adaptability → Change is the only constant
✅ Critical Thinking → No cheat sheets, just real-life messes
✅ Financial Literacy → Money isn’t taught, but it runs everything
✅ Project & People Management → Making things happen > having a title
✅ Self-Advocacy → Ask. Negotiate. Repeat.
✅ Managing Up → Influence isn’t granted, it’s earned

Which one do you wish school had taught you? Drop it in the comments.

➕ Save and share with the high schoolers and college graduates you know. 
♻️ Repost. Let’s help the next generation do better than us.
📍And, follow me, Kumud Deepali Rudraraju, SHRM CP for more real-world career wisdom

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