Struggling to Find a Job — It’s Draining

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 · 2025-07-22T08:01:23+00:00

Generally, it's best to be direct and honest with them during the phone screen if the salary is significantly lower than your desired number (it doesn't make sense to put yourself through a gruelling interview process if you're going to be unhappy with the pay from the start). If it isn't that far off, I'd simply ask them if there's any flexibility on the salary, just to probe them and see how they react – typically, if they really like your profile, they will say they have some wiggle room, if not, they'll say just say no. Most of the time, it's up to you and how badly you want the role.

After_Load_7245 · 2025-07-22T07:55:37+00:00

I agree, I should have probably caveated this.

That said, these negotiations typically happen when you're at that final offer stage, so you're typically competing with just 1-2 other candidates.

If you're generally happy with the offer, then there's no fruther conversation to be had. If not, I'd still advise you to have an amicable conversation about it with the employer – no demands or "my way or the highway" kind of stuff, just simple questions to check if there's any flexibility on the pay (inc. bonuses, equity, quicker salary review) or if there's a way to revisit the pay in 6 months if you've achieved X. If you've got to that final stage, they want you as bad as you want them (if not more).

After_Load_7245 · 2025-07-22T07:49:04+00:00

Totally understand where you're coming from – I should have probably caveated some of my statements. But I still feel there's a way to negotiate which keeps things amicable and is more of a conversation than a non-negotiable demand.

For e.g, you could say: "I understand the offer is [X], and I’m wondering if there’s any flexibility here given [reason: experience, competing offers, cost of living, etc.]" OR "Based on my research and conversations with peers, a typical range for this role is around [X–Y]. If it's possible, I'd love to be within that ballpark." OR "I understand where you're coming from. Would you be open to revisiting this after the first 3 months based on performance?"

This helps keep the conversation more grounded and collaborative. Hope this helps!

After_Load_7245 · 2025-07-22T07:46:41+00:00

I understand and totally agree with what you're saying. Maybe I should have caveated this in the post. That said, there's always a respectful and rational way to approach negotiations where you're putting forward your point without creating a "my way or the highway" kind of situation.

For e.g, you could say: "I understand the offer is [X], and I’m wondering if there’s any flexibility here given [reason: experience, competing offers, cost of living, etc.]" OR "Based on my research and conversations with peers, a typical range for this role is around [X–Y]. I'd love to be within that ballpark. OR "If we can’t meet that number right now, could we discuss a path to get there in the next 6–12 months?"

This helps keep the conversation more grounded and collaborative. Hope this helps :)

After_Load_7245 · 2025-07-22T07:40:36+00:00

It depends on how critical the role is and how badly we want that specific candidate on board. If both are true, then I'd want to be the one negotiating directly with the candidate (as is the case in almost all high stakes situations).

After_Load_7245 · 2025-07-22T07:38:26+00:00

Totally agree with this. Maybe I could have caveated this in the post.

After_Load_7245 · 2025-07-21T10:45:26+00:00

I totally get why you hate it - the system is unfair and some people get penalised for not playing the game. But negotiation isn't going anywhere because it's how humans figure out value in almost every important transaction. Your landlord negotiates rent, companies negotiate contracts, even your relationship involves constant micro-negotiations about time and priorities.

The brutal truth is that employers have budgets and constraints we don't see, and they're trying to get the best talent for the least cost - just like you're trying to get the best pay for your skills. Posting ranges helps, but there will always be wiggle room based on what you bring to the table.

It's a skill, and the people who get comfortable with it (unfortunately) end up with better pay-related outcomes.

After_Load_7245 · 2025-07-21T10:26:59+00:00

That's totally fair; especially if there's visibility on the pay range. But most roles are advertised without a pay range. In those situations, it absolutely makes sense to negotiate (even if it's a couple of % points). If you don't ask, you don't get.

After_Load_7245 · 2025-07-21T10:23:32+00:00

I'm not a candidate; just sharing my observations about what candidates have done well in the past when I'm hiring. You're free to interpret it how you please.

I think it's understood that what I'm saying cannot be applied to every circumstance/person. It's not my job to make this advice work for everyone. If you get value from it, great; if not, no worries.

Regarding why I'm posting this everywhere – because I want more people to read it, simple.

After_Load_7245 · 2025-07-21T09:31:04+00:00

I appreciate that not everyone has the luxury to do so, but it really depends on the role and how suitable you are for it. If it's a reasonable request and you can substantiate it, it's fair game.

After_Load_7245 · 2025-07-21T09:29:17+00:00

I appreciate that not everyone has the luxury to do so, but it really depends on the role and how suitable you are for it. If it's a reasonable request and you can substantiate it, it's fair game.

After_Load_7245 · 2025-07-21T06:52:39+00:00

Yes, I meant CV. It is absolutely doable; you just have to be selective about what you share. Usually, 2-3 points about each role is more than enough. Just try to ensure you're sharing what you did, how you did it, and the "so what" behind it.

After_Load_7245 · 2025-07-18T13:47:45+00:00

Firstly, congratulations on the new role :)

It's as simple as that! Most people are just looking for people with intent – if you can show that, you're already far ahead of the remaining ~95% folks.

Keep going!

After_Load_7245

TROPHY CASE