Tips for job seekers after SBG/Flutter redundancies

In “Let Go to Let’s Go: Hello I Offers Laid-Off Workers Free AI Tool to Find New Jobs,” Hello I's Alessandro Cozzi redefines how AI can empower people in transition without fear of replacement. Rather than automating away the human element, Hello I uses AI to emphasize it by translating experience into opportunity, and data into direction. From AI-driven resume drafting and auto-generated cover letters to career pathfinding and networking intelligence, the platform helps displaced professionals pivot faster and with confidence. And now it's even upping the ante by offering six months of free premium access to the first 1,000 laid-off workers. Read the full article here: https://lnkd.in/eYqgAm8F #ArtificialIntelligence #FutureOfWork #AIForGood #CareerTech #JobSearch #HelloI

⚠️ Heads-up for all Job Seekers ⚠️ I've been noticing a worrying rise in scam postings on LinkedIn and other platforms, especially targeting new job seekers and freelancers. Be wary of ads for common positions (e.g., Data Entry, Part-time, Virtual Assistant) offering unrealistically high salaries. 📌 The main purpose of these scams is often to: i) Generate traffic for fake websites and steal your data. ii) Redirect you to illegal gambling/betting sites. iii) "User Farm" by posting fake jobs just to boost their platform's subscriber or account count. Always verify the company's official profile and website before applying. If an offer seems "too good to be true," it probably is. Stay vigilant. #JobSeekerAlert #ScamAwareness #LinkedInScam #FakeJobs #BeCautious

How To Get Job Offers Without Sending Applications Nobody would hire a nurse without a CS degree. Working as a nurse, I had made it my life's mission to land a job in tech. I kept getting rejection after rejection, until I discovered a completely new approach. Today, it's been 4 years since I've sent a job application, and I get job offers every week delivered to my inbox. How do I do it? Let me explain using the L.I.N.K. framework: L - LinkedIn LinkedIn is where it's at. 95% of recruiters use it, yet most people treat their profile like an afterthought. If you have less than 500 connections, recruiters see you as a nobody. Why? People with 500+ connections have powerful networks. Having no connections screams poor social skills like nothing else. You'll appear in more recruiter searches within days, not months. I - In Person Most jobs come from unexpected places. Attend meetups, conferences, or even take consulting gigs. Building your network is more important than building your home lab. The person sitting next to you at a conference might become your hiring manager next year. N - Nurture Stay top-of-mind with your connections. My current freelance gig came from a LinkedIn post about learning AI on Kubernetes. The company owner saw it, we connected, and he hired me. A friend I'd been nurturing even gave me a reference without me asking. K - Karma Give first. Value skills over salary initially. I took my first DevOps role at $35K when I could've made more as a nurse. That "loss" generated $300K+ in career value within 2 years. Experience on your CV is worth more than immediate salary. Bottom line: Stop competing with 200 other applicants. Position yourself as the obvious choice instead. Which one of these is your weak spot? --- Enjoy this? ♻️ Repost it to your network and follow Mischa van den Burg for more.

“90% of jobs can be taught… give people a freaking chance!!” I don’t know how true this is, but I once heard a CEO say: “Before the interview, we already know if you can do the job — the rest is about ethics.” That stuck with me. It means if integrity and good character aren’t part of what you bring, then there’s no space for you. And that’s huge, especially for jobs with requirements that sometimes feel impossible to meet. A friend once told me that HR teams even use ChatGPT to draft job descriptions. At first, I thought that was cool, since I also use ChatGPT to tailor my cover letters and resumes. But then I asked myself: If my experience doesn’t change, why do I have to tailor my resume every single time? Maybe that’s just one of those little steps you have to take if you really want the job. I’ve had my fair share of heartbreaks too. I once attended an interview where they told me I’d only get “compensation” for six months before receiving a real salary. That was crushing. But I’m not giving up — not now, not ever. Some of us have pivoted into freelancing, virtual assistance, or even left tech altogether. At the end of the day, the end justifies the means. As for me, I’ll keep building in public until I don’t have to search for jobs anymore. See you at the top.

If you are still waiting for that “perfect” CV to land in your inbox, it might be time for a rethink. Every time you pass on someone who isn’t “perfect”, you might be missing: • The next BEST Registered Manager who is waiting to join a provider like you. • A fantastic Care Coordinator who has undersold themselves on their CV. • An inspiring Operations Manager who truly embodies your culture. Sometimes great people are out there, but they are not inspired to apply for your role. If that sounds familiar, ask yourself: • Is your advert written with personality or is it robotically written by ChatGPT? • Is your salary genuinely competitive compared to other local providers? • Are your expectations around on-call or travel realistic? • Are you offering anything that sets you apart, such as career development? The companies attracting the strongest talent are not always paying the most, but they are connecting the best through clarity, authenticity and an understanding of what candidates really value. Recruitment is not just about finding the right person. It is about making sure they see you as the right fit too from the first impression. While you are waiting for perfect, someone else is building it.

𝐇𝐢𝐫𝐢𝐧𝐠 𝐢𝐧 2025: 𝐀 𝐕𝐢𝐬𝐮𝐚𝐥 𝐆𝐮𝐢𝐝𝐞 There's software engineers |---| and SOFTWARE ENGINEERS |---------------------| Project Managers |---| and PROJECT MANAGERS |----------------------| Recruiters |---| and RECRUITERS |---------------------| You get it. The titles and tasks are the same...but the output is vastly different. Yet we over-rely on job marketing, so companies post |---------------------| jobs and get hundreds of |---| applicants. Unfortunately, this means |---| recruiters can spend all day, every day sifting through through hundreds of applicants, hoping a |---------------------| is hidden in there, but the probability of that is much much 𝐦𝐮𝐜𝐡 lower. Why? Because |---------------------| are busy being fabulous and conquering their domains above and beyond their job description. And, generally speaking, |---------------------| don't stay unemployed very long. Part of what makes |---------------------| as they are is an innate desire to change what's not working, to challenge the status quo. They're not likely to accept the black hole application process and are more likely to network their way into interviews. |---------------------| is not just function mastery...it's whole person mastery. And so, the difference between |---| and |---------------------| isn't years on the job, knowing all there is to know about the job itself, it's soft skills that deliver disproportionately greater results. So you need to know if you're looking for a |---| or a |---------------------| because RECRUITERS |---------------------| don't rely on job marketing and advertisements for these roles. 𝘋𝘰 𝘺𝘰𝘶 𝘦𝘷𝘦𝘯 𝘯𝘦𝘦𝘥 𝘢 |---------------------|? Oftentimes - you don't! I think there are far too many roles where |---| would accomplish what's required, but the interview process and criteria are wrongly geared toward |---------------------|. And there is nothing more frustrating for a |---------------------| than to be contained or micromanaged. Set them into a |---| job and they can even be a pain in the arse! Further, if you can partner a |---| who shows promise with a |---------------------|, you will notice an increase of -'s by proximity alone. But sadly, |---| + |---| + |---| does not equal |---------------------| And moreover, if |---| costs ~$75K and |---------------------| costs ~$150K+ One |---------------------| can be a much better value than |---| |---| |---|. Still, too many companies want a |---------------------| who will accept |---| money. So they look for |---| with all the right ingredients, but who haven't yet been battle tested. Growth mindset. Vision. Intuition. Creativity. Adaptive thinking. They might get them for cheap, but they pay for it by having to rehire for that role more frequently, using |---------------------| RECRUITERS. Still, this is good news for all the |---| out there, the difference between you and |---------------------| is a good therapist.

Over the past month, I built CV Score (https://getcvscore.com/) - a web app that helps you evaluate whether a job is worth your time pursuing. I'm not here to pitch it, there are probably a lots of other tools like it, what I'd like to talk about is what building it taught me about an emerging role: the Product Engineer. For years now, I repeatedly get the same question - "You're Head of Product and Engineering...but are you more product or more engineering" and truth be told it's always pissed me off because what they're trying to ask is whether you're either the person who thinks about products (strategy, research, user needs) or the person who builds them (architecture, code, shipping) and I've always seen myself as pretty exceptional at both (blame any arrogance on AI writing this for me 💅) The real question is how much of your time do you get to dedicate to product or engineering and the answer is always the same - not enough. What I've found these tools unlock is the ability to work on both simultaneously and effectively. The stack is nothing too exotic - Next.js, Supabase, AWS Amplify, AWS Textract, OpenAI API, Stripe. The real productivity unlock was weaving that in with AI tooling - specifically Claude Code for development, and ChatGPT for research and user outreach with n8n sprinkled in for automating workflows. What I Actually Did: - Identified a problem I had (People spend too much time applying for jobs they'll likely never even get an interview for) - Researched whether others had it (AI-assisted Reddit outreach, feedback synthesis) - Designed a solution that included outcome-based billing because users are tired of paying for tools they barely use - Built it end-to-end (Claude Code for development, debugging, architecture) Iterated based on real user feedback collected and synthesised using n8n AI tools don't just make developers faster. They enable a new kind of builder - the Product Engineer. Someone who can: - Develop an idea grounded in real user needs - Conduct research and validate assumptions - Build the solution themselves - including exploring new business models - Iterate quickly based on feedback All without needing to choose between thinking and doing. Why This Matters: - The barriers between disciplines are dissolving - Solo builders can now move at small-team velocity - The most dangerous competitors won't be well-funded - they'll be product engineers who can iterate faster than your planning cycles I'm not saying CV Score is revolutionary - the process still has a lot of downsides that I need to crack, chief of which is it looks visually like an AI-designed product, i.e shit - but I'm saying the process of building it revealed something fundamental about what's now possible. The Product Engineer isn't a nice-to-have anymore. It's the future. If you're in a leadership role and haven't experienced this workflow yourself - even on something small - I'd recommend getting stuck in now.

How to Make Employers Actually Notice You!! When applying for a job, don’t be afraid to email employers directly. Why? Because your email will eventually get seen and it’s a chance to stand out before your CV gets lost in a pile. Include a covering letter and, in the email, highlight your skills and interest in the role. Show them why you’re the person for the job. Most companies use AI and software to filter CVs. These systems look for keywords and skills that match exactly what the employer wants. Take the time to study the job post carefully. Match your CV and cover letter to every bullet point prove you can deliver and show you understand the role. Don’t be shy to brag about minor skills every project, training, or experience counts. Keep it relevant to the industry or role, or show how your skills transfer. Group experiences if it helps (e.g., Education, Health, Tech). Be confident. Be bold. Employers want to see what you’re capable of so give them the full picture. ✨ Remember: Confidence sells. Skills get you hired.