Nutan Singapuri

Even though I loved the experience… I hated myself for doing this. That day in Thailand, I took a photo with Madini 🐅. At first, I thought it was magical. 🐅 I came to know that tiger was my Chinese zodiac that day But then later it hit me— I was one of the reasons for encouraging the captivity of these animals. Unknowingly, I was part of a system that looked exciting on the surface, but felt wrong underneath. And that’s when I realized: This happens in your careers too. _______________________________ We often follow the system that looks safe or popular: 📄 Sending the same CV to 100 jobs 🤖 Relying on AI to “do the work” for us 😩 Believing speed/Quantity = success But just like my photo here, it creates a false sense of achievement. On the outside, it looks like progress. On the inside, it feels empty. _______________________________ 💡 Here’s what I want you to do: Just because something looks impressive doesn’t mean it’s right for you. In job searching, “easy wins” often create long-term setbacks. ✅ Action step for you: Next time you use AI for your application— add ONE personal story, project, or result that shows your real value. That’s what makes you memorable to recruiters. 📌 Pro tip in the 1st comment box _______________________________ Here’s the truth: AI is powerful. But if you use it without adding your authentic voice, you risk becoming a copy of everyone else. The professionals who win today - You do this differently: ✅ You use AI to save time on the basics ✅ Add your personal stories and real strengths ✅ Show up with authenticity—because that’s what makes YOU unforgettable So, while AI makes job searching simpler, don’t forget to share the real you in your applications! _______________________________ So let me ask you: 💭 Are you chasing what looks right on the outside, or building something that feels true on the inside? 👉 Has AI impacted your job search? Has it helped… Yes or has it made things trickier - No? Comment YES or NO below 👇 💜 Your Career Freedom is my mission (Save and repost this one for others ♻️) Here's a reminder 𝗬𝗢𝗨 𝗔𝗥𝗘 𝗡𝗢𝗧 𝗔𝗟𝗢𝗡𝗘. If you enjoyed this or learned something, 🔔follow me for more: #CareerCoach #AIInJobHunting #IntentionalCareers #Authenticity #CareerFreedom

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A question I get asked often is 'what do you do?' Sometimes I ask that question as well? What do you do Channa? 😏😏😏 Amongst the many things I do or (attempt to do) in my journey of self-discovery & solo~preneurship - is finding & placing talent mostly in hospitality environments. Some call it recruitment & some call it head hunting. But which is which? So here is a little clarification on the 2 important roles who work closely with organizations for talent placement. 'Headhunters' & 'Recruiters' both connect people with jobs. But their approaches, scope, & goals are quite different. Headhunter vs. Recruiter: Key Differences 1. Scope of Work Headhunter: • Works like a talent “scout.” • Usually hired to fill specialized, executive, or hard-to-find roles. • Proactively seeks out candidates who are not actively job hunting (often already employed). Recruiter: • Works more broadly across many roles (entry, mid, & senior level). • Typically manages the end-to-end hiring process: posting ads, screening, scheduling, and coordinating with HR/hiring managers. • Deals with both active job seekers and passive candidates. 2. Method of Sourcing Headhunter: • Uses direct outreach (LinkedIn, networks, referrals). • Focuses on building deep personal networks. • Less about volume, more about finding the one perfect fit. Recruiter: • Uses job boards, company databases, social media. • Attracts candidates via applications. • Works with larger applicant pools. 3. Relationship With Employers Headhunter: • Often an external consultant or agency. • Paid on retainer or contingency fees when the right candidate is hired. • Works closely with top management to find high-level talent. Recruiter: • Can be in-house (HR) or external (staffing agency). • Paid salary (in-house) or placement fees (agency). • Works with HR teams & hiring managers on ongoing staffing needs. 4. Speed vs. Precision Headhunter: • Prioritizes precision and fit over speed. • Searches can take longer but deliver rare or top-tier candidates. Recruiter: • Balances speed with quality. • Often under pressure to fill roles quickly and efficiently. In summary: 👉 Headhunters = Specialized talent hunters for hard-to-fill or executive roles. 👉 Recruiters = General hiring professionals managing the wider recruitment process. I am primarily a recruiter & occasionally a head-hunter. But being a recruiter for me does not mean just to collect resumes & send them along to clients. I screen, get to know & advise candidates. Resumes only give an overview of a person - but some you can at a glance - after nearly 20 years of hiring, work days included - see who has the potential for a role & who needs hand holding or direct them to a more suited role. Getting to know your candidates is key. Their high highs & their low lows. Gaining their trust so that you can guide them. Help them to secure a position. A better future. I hope this answers your question. Happy Days ✨🌞😎 #LinkedIn

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The math is simple: If 30% of your workforce is made up of independent contractors and you don’t have a strategy to manage them… You don’t have a strategy for 30% of your talent. I joined Papaya Global's Academy for a session on why enterprises need an FMS and what happens when they don’t have one. Let’s break that down: - Most enterprise systems were built for permanent employees or vendors. Not for independents. - Compliance gets tricky fast when you're hiring across borders without clear processes. - Top talent expects smooth onboarding, fast approvals, and on-time payments. An FMS lets you source, contract, manage and pay freelancers globally, all from one single platform. If you’re serious about making external talent a real part of your workforce strategy, this isn’t a “nice-to-have.” It’s foundational. Big thanks to Eynat Guez and the Papaya team for having me on.

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