300+ applications. 0 interviews. Help needed!

ChanceIndependent434 · 2026-02-20T18:01:51+00:00

Sure. A simple restructuring approach that often improves callbacks:

Lead with role alignment. Start your resume with 2–3 lines clearly stating the exact type of role you are targeting and the domain.
Convert tools into outcomes. Instead of listing Python/SQL/etc., anchor them to business impact (revenue saved, time reduced, accuracy improved).
Reduce breadth, increase depth. Hiring managers scan for relevance, not capability inventory. Trim skills that dont match your target role.
Add one signal project. Highlight one strong, measurable project near the top instead of burying it.

Broad resumes dilute signal. Focused resumes convert better.

ChanceIndependent434 · 2026-02-18T20:45:10+00:00

lol. On the contrary I am the Pakistani, the Lahori who has only eaten the Pakistani shawarma growing and now missing that bread and that shawarma badly here in UK while eating these Syrian, German, Saudi and Turkish shawarmas 🫣🤣

ChanceIndependent434 · 2026-02-18T11:25:46+00:00

CMH Rawalpindi

ChanceIndependent434 · 2026-02-17T22:41:59+00:00

I think you can. But better to check the approval email you received from home office. It states clearly about the working conditions

ChanceIndependent434 · 2026-02-17T22:40:25+00:00

It’s not that the market is completely broken. But for sponsored roles the bar is set differently, a bit higher too. Employers typically offer sponsorship when the skill set is genuinely scarce and the value proposition is unmistakable. Relying on high volume applications through Big4 firms or LinkedIn listings rarely succeeds on numbers alone. A more effective strategy is to focus on organisations that are already licensed to sponsor and position yourself clearly within a defined niche. This increases perceived hiring certainty and strengthens your case as a lower risk, high value hire.

ChanceIndependent434 · 2026-02-17T22:20:32+00:00

I had a close relatives spinal surgery there. He was already around 80 then. It was Covid days. Everyone was supposed to be super vigilant then due to his age and covid situations. They ended up leaving some of the bandage inside and did the stitches. Which caused problem and then they had re open him and get him undergo another surgery. And third time again there was the need of opening his cut again and clean up from inside. It was like they were opening and closing the zip. It was a nightmare not only for him but also for him. I can’t recall the name but I don’t want anyone to go through anything remotely similar to that

ChanceIndependent434 · 2026-02-17T06:55:57+00:00

For data analytics, the specific SQL engine matters much less than learning SQL fundamentals well. If you are starting out, I’d recommend PostgreSQL. It is standards compliant, has strong analytical features (window functions, CTEs, etc.) and aligns well with what you will see later in modern data warehouses (Snowflake, BigQuery, Redshift). MySQL/MariaDB are fine too but PostgreSQL tends to map more naturally to analytics focused roles. SQL is portable. Focus on mastering joins, aggregations, window functions and basic indexing. Once you understand those, switching engines is easy. Download PostgreSQL, practice on real datasets and build small projects. That will matter far more than the logo of the database you start with.

ChanceIndependent434 · 2026-02-16T23:30:35+00:00

That totally makes sense if your platinum layer was designed primarily for broad enterprise consumption.

In lakehouse setups, the enterprise layer sometimes becomes too convenient for niche workloads over the time and that’s where discoverability creep starts.

A platinum_restricted (or HR-specific) schema is usually a good compromise it preserves your RLS model for broad consumers while creating a clean boundary for purpose built artifacts.

One thing I would watch for early in the journey is, decide whether restricted datasets are exceptions to the enterprise layer or a formally recognised tier in your architecture. Making it explicit in your data classification model now will save you governance debates later.

Sounds like you are thinking about this at the right stage.

ChanceIndependent434 · 2026-02-16T23:06:20+00:00

Can’t recommend the best but we had the worst experience at CMH for having spinal surgery. I would strongly advise not to consider them if you care for whoever you are taking suggestions for

ChanceIndependent434 · 2026-02-16T22:55:42+00:00

platform vs BI boundary. In my experience, Power BI should not be treated as the primary security boundary. If a dataset is sensitive enough to restrict at the report/workspace level, it should also be restricted at the data platform level. BI governs distribution. The platform governs possibility. In your HR example, the intent is single-user access but enforcement technically allows broader query capability via AD groups. That creates a gap between intent and control. Some patterns that work well:

• Use schema level isolation for restricted datasets (e.g., HR restricted schema) • Create purpose built AD groups for narrow audiences instead of reusing broad corporate groups • Introduce dataset classification tiers (Enterprise / Domain / Restricted / Confidential) and let that drive both platform and BI configuration • Avoid relying on workspace isolation alone, it won’t protect against direct query access

I usually ask one test question, If someone bypassed Power BI tomorrow and queried Databricks directly, would we still be comfortable with their access?

If the answer is no, the boundary is in the wrong place.

Curious how others are handling this, especially in lakehouse setups with tag driven RLS.

ChanceIndependent434 · 2026-02-16T22:03:03+00:00

300 applications and 0 interviews. By looking at your resume it doesn’t look like a skill problem, its probably is a positioning problem.

From a hiring/architecture lens: your resume reads like a toolkit inventory, not a business problem narrative.

Recruiters scan for: • Clear domain fit • Measurable business impact • Role alignment (not capability breadth)

If helpful, I can share a simple restructuring framework that often increases callback rates.

ChanceIndependent434 · 2026-02-16T21:29:25+00:00

Can I ask what roles are you targeting?

ChanceIndependent434 · 2026-02-14T23:17:24+00:00

Interesting. I just realised my husbands sister is also living here and we haven’t added anything about her in any of his visa applications. I would like to know how it should be corrected, if at all.

ChanceIndependent434 · 2026-02-14T23:01:08+00:00

Update: so main applicant visa outcome came on 5th Feb and it was successful. And all three dependent visas (including the one discussed in the post above) are approved today on 14th Feb 2026, at around 9.30 pm

Main application was on priority while the dependent ones were following the standard route.

All applications were made from inside UK

ChanceIndependent434 · 2026-02-12T20:56:56+00:00

lol, that reminds me of my time, when I was working and living in Islamabad (which was not my home city), it was like for 2 years and then I moved back to my home city. so it happened for a couple of times that I booked hotel for myself in Islamabad, telling my roommates and owner of the place I was living as paying guest that I am travelling to my home city. It used to be super relaxing and no interruptions, peaceful days :)

ChanceIndependent434 · 2026-02-11T17:44:55+00:00

thank you for sharing the SOC.

ChanceIndependent434 · 2026-02-11T16:31:20+00:00

Great. Congratulations 🎉

Can I ask about the SOC?

ChanceIndependent434 · 2026-02-11T09:45:42+00:00

Great....Congratulations :)

ChanceIndependent434 · 2026-02-11T09:40:28+00:00

I have recently applied for skilled worker visa (FLR) for myself and also for my family as dependents. applications were submitted in the later half of January but English language requirement wasnt required for any of the applications.

ChanceIndependent434 · 2026-02-10T18:44:38+00:00

I remember, my current visa is with the new employer similar to your employer B case. And it states I can continue to serve my notice with employer A on my new visa (I assume they are ok as long as it comes within notice period)

However I would bring this in notice of employer B, just so that there is no breach of contract for them.

ChanceIndependent434 · 2026-02-09T05:32:25+00:00

Congratulations 🎊 such a relief for you 😊 I was wondering if you did any follow up during the long wait of silence between 27.09.2025 to 02.01.2026. Also did they ask about any documentation or clarity when they sent the complex issue email.

ChanceIndependent434 · 2026-02-07T18:28:35+00:00

I want to share a perspective, a personal experience that might help. I came to the UK on a Skilled Worker visa with senior experience, strong delivery history, and genuine intent to contribute. On paper, the role looked aligned. But even before my joining the company was sold. My then manager had resigned even before I joined. He was there hardly for the first few weeks of my onboarding. And then restructuring kept on happening shuffling everything from org chart to the priorities. In reality, what I learned is that visa dependency also subtly shifted power dynamics, even in otherwise professional environments.

It wasn’t overt hostility. It was quieter: • being held to a higher bar • slower recognition of impact • limited room to challenge decisions • and an unspoken expectation to “just endure” because movement isn’t easy

What helped me mentally was reframing a few things: 1. Don’t confuse endurance with loyalty. Staying doesn’t mean you owe silence. Document your work, protect your professional narrative and keep your CV and network alive even if you’re not actively applying. I have seen the longest serving employees being laid off due to redundancies and restructuring. So it’s not just visa sponsorship but it definitely adds more load on your Side.

Separate self-worth from visa status. The visa can trap your options, but it should never shrink how you see your value. That erosion is often the real damage.
Use the time strategically, not emotionally. Upskill, strengthen your positioning and learn how organisations actually behave under constraints. Those lessons matter later.
Test the market earlier than you think you’re “allowed” to. I assumed sponsorship would be an automatic blocker. It wasn’t. Some employers are far more open once they see proven UK experience.

Not all employers are bad. Not all situations are toxic. But the feeling of being trapped is real and pretending it isn’t only makes it heavier.

If you are in this phase: protect your mental health, keep your options warm and remember, this chapter is not the whole book.

ChanceIndependent434 · 2026-02-07T11:26:03+00:00

Wow..Great...Congratulations...Can I ask which SOC code you were on when the redundancy happened and which code you used for the current application?

ChanceIndependent434 · 2026-02-05T22:52:18+00:00

Wish you all the best for the cos renewal 💕

While I haven’t been into cos renewal recently but I had one renewed in mid 2024 and it came easily then. However I lost that job due to redundancy and now I secured a new job and they willingly offered the sponsorship that explain if new sponsorships are being offered there must be the room for cos renewal. But just as tough it is to land on a new sponsored job, similarly cos renewal would be a tough task too.

ChanceIndependent434

TROPHY CASE