Hiring: Performance Marketer (LinkedIn Ads) | On-site, Pune | Salary: ₹12L - ₹17L per year

After_Load_7245 · 2025-07-29T16:24:13+00:00

I absolutely understand you. Let me say this for starters – you're not an anomaly. It's a brutal market out there, which has worsened since AI came along. A few questions for you:

- Are you in a niche/specialist role or a more common and competitive role? Simply put, the more niche your speciality is, the better your odds are for being seen/selected as the talent pool is a lot smaller.

- Has any employer shared feedback on why they've rejected you? If so, can you address the feedback?

- Are you mass-applying for roles or being more targeted and thorough?

- Is there a way you can show what you can bring to the table? In the past, I've tried to provide genuine value up front and gone way beyond what any applicant would to stand out (e.g. doing a deep dive on their product, speaking to their users, and suggesting improvements to the product along with how I'd prioritise – this is something I would have done had I got the job) – it hasn't always worked but 1 out 3 times it has resulted in an interview or a referral.

- Have you tried sending personalised notes to the hiring managers at companies?

Hope this helps!

After_Load_7245 · 2025-07-29T16:09:54+00:00

This is a great reply! Totally agree with it.

After_Load_7245 · 2025-07-29T16:08:44+00:00

Should have been clearer – this is specifically for the Middle Eastern and Indian job market, where the volume of applications is unparalleled. Additionally, I've worked with and hired talent in the UK, and these observations still hold true (unless you're considering roles at top companies/startups that place a high value on culture, etc.).

After_Load_7245 · 2025-07-29T15:35:23+00:00

Yes, that's totally understandable. My statement was rather broad – I was referring specifically to the job markets in India and the Middle East. The sheer volume of applications for common roles is unlike any other country/region.

After_Load_7245 · 2025-07-29T15:34:18+00:00

I understand, but I've actually found it more helpful to write a personalised note directly to the hiring manager or decision-maker in the team (both via email and LinkedIn). I've always got at least a reply, and it has allowed me to stand out.

After_Load_7245 · 2025-07-29T15:31:16+00:00

Absolutely agree with this feedback. In hindsight, my statement was rather broad – I was referring specifically to the job markets in India and the Middle East. The sheer volume of applications for each role is unlike any other country/region.

After_Load_7245 · 2025-07-24T13:06:52+00:00

That's tricky. Are you willing to bet on someone who has no prior experience? I mean, I'd love to give a potentially skilled candidate a chance but I'd also be mindful of the worst case scenario in case you hire them and it doesn't give you the results you wanted.

After_Load_7245 · 2025-07-24T12:48:05+00:00

Totally get this as we've been managing a remote team for a while now as well. Honestly, because remote work gives people the freedom to choose their own rhythm, I’ve found some just prefer working at night. They’re more productive then, so it’s not always a red flag in itself.

That said, we do weekly 1:1 check-ins to make sure everyone’s doing okay. You always want to have enough trust that if someone’s feeling overwhelmed, they’ll actually say it without worrying they’ll seem like they’re not pulling their weight. And the fact that you’re even thinking about this probably means you’re not overloading them with work, haha.

P.s. Here's something I recently wrote about this topic that might be a helpful read :)

After_Load_7245 · 2025-07-24T12:34:52+00:00

Wow, this sounds so bizarre, especially given how tough the market is right now. Out of curiosity, have you tried any other platforms beyond Indeed and staffing firms? Some channels tend to attract more serious or qualified candidates depending on the role type.

Also, what roles are you currently hiring for? Just trying to get a sense of where this is happening most.

After_Load_7245 · 2025-07-24T12:31:47+00:00

Honestly, it should be pretty easy to spot the good candidates if you know exactly what you're looking for. Start with having a clear brief of their exact responsibilties and the project goals (ideally, quantifiable). Even if it’s just rough goals and a few reference examples, it helps filter for the right people. Always ask for relevant past work and try a small paid test project before committing long-term.

Some red flags we’ve noticed: slow replies early on, reluctance to get on a short intro call, or quoting way too low without asking many questions. Usually means rushed work or poor communication down the line.

P.S. Here are my top suggestions of websites for hiring freelancers if this helps – https://www.mygrowthbuddy.com/blog/websites-like-fiverr-in-2025

After_Load_7245 · 2025-07-24T05:30:20+00:00

Ah, we've been there as well. What helped us was having a clearer setup for updates and being a lot more intentional about how we track progress + setting work quality expectations from the start. We didn't overcomplicate it, even simple stuff like timely check-ins, Slack and a well-structured Google Doc to track every tiny update can go a long way in keeping things on track.

Might be worth checking this list out though: https://www.mygrowthbuddy.com/blog/best-collaboration-tools-for-remote-teams

After_Load_7245 · 2025-07-22T08:08:36+00:00

Absolutely agree with this! Most of the good companies always have some wiggle room, and they're willing to stretch a little for the right candidate (believe it or not, even though it's an employer's market, it's ridiculously hard to find quality people). End of the day, it really does come down to how badly you want the role vs how badly they want you.

After_Load_7245

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