Video marketing to activate more users, increase user engagement and drive more product growth. My videos helped to fundraise $10M Tech Start-up | Worked with +15 World Class Companies ⤵

Creating content fast isn’t optional anymore.

Brands that win are those that test more ideas, publish more variations, and get to content-market fit before the competition does.

But most founders and lean teams face the same problem:

❌ Creative is slow
❌ Workflows are broken
❌ Testing takes weeks

I help you solve this with AI.

I build custom AI-powered creative systems that:

- Turn 1 hour into 30+ assets per month
- Systemize your content & ad production
- Let you test faster and find winners sooner

Whether you're a solo founder, lean in-house team, or a fast-moving agency.

I help you go from chaos to clarity, without needing a full creative department.

These systems are designed for:

✅ Content flywheels
✅ Advertising pipelines
✅ Brand consistency at scale

Past content has generated 8M+ views and supported $10M+ in client revenue.

🔗 Want to scale content like a media team without hiring one?
DM me “SYSTEM” and I’ll show you how it works.

Alex Tanoa

I shouldn't give this away for free but ... fuck it.

I built the complete Pletor AI setup guide.

For building marketing agents that ship 30 creatives in 3 days.

(Perfect for any Established Ecom Brands making $50k to +$100k/mo)

Here's what's inside:

→ Universal Implementation Guide  
→ 8-Phase Workflow Architecture  
→ Quick Setup Checklist  
→ Master Reference JSON

This is the exact system I use to: 

- Replace 6-week production cycles with 72 hours
- Cut creative costs by 70%
- Maintain 99% brand consistency
- Generate unlimited ad variations

Most agencies charge $5K+ for this framework.

Now you can build creative agents at scale without any headaches.

Thanks for Ferdinand Terme & his team for building this killer tool.

After creating +100 creatives using this exact guide, I'm giving it away.

Because I'd rather see 1000 brands scale with AI than keep this locked up.

The brands using this are shipping faster than their competitors can book a photoshoot.

While others wait weeks for creators.

You'll have 30 scroll-stopping ADS ready to test.

---

Comment "SETUP" and I'll send you the full guide.

(Must be connected Alex Tanoa so I can DM it to you)

♻️ Repost to get INSTANT access, ZERO BS.

Alex  Tanoa 

I Ship 30 AD Creatives in 3 Days With AI Creative Intelligence

This cheatsheet cuts AI prep time by 90%. 

While keeping your outputs looking premium. 

Most ecom brands waste hours fixing bad AI generations. 

Because they skip the one step that matters most: 

>Clean input assets before loading it inside Pletor

I've generated 100+ AI visuals for online & DTC brands. 

And 90% of "fake-looking" outputs trace back to messy product dastasets.

You can't feed AI a blurry iPhone shot with limited angles, shadows and noises

And expecting studio-quality ads.

The tool doesn't matter if the foundation is BROKEN.

I use a simple pre-AI checklist for every product:

✓ Ghost mannequin (invisible form)  
✓ Clean white background  
✓ Even lighting (no harsh shadows)  
✓ Full garment in frame  
✓ Texture/pattern clearly visible

This gives AI clean reference data. 

So it can generate 30+ on-brand variations with more chances to convert.

Same consistency. Zero reshoots. 70% lower costs.

Your result?

Brands go from 3 creatives/month to 30.

Without hiring creators or booking studios.

I documented my entire system in this free Cheatsheet.

You can have it for FREE today!

It's the exact product lifestyle setup I use before any AI workflow.

Comment "CHEATSHEET" and I'll send it over.

(Must connect with me Alex Tanoa so I can DM it to you)

♻️ Repost this post for instant access. NO BS.

I spent 2 hours fighting with AI to get this pattern right.
And kept losing. Here's what happened...

Client brief: Premium golf imagery with micro-print pattern on polo.

Should be easy with AI, right?

Wrong.

Attempt 1 → Pattern too large
Attempt 2 → Right scale, blurry
Attempt 3 → Two-stage workflow, still soft
Attempt 4 → Perfect mask, pattern degraded

I tried Flux, Runway, Nano Banana Pro 

Every prompt trick.

Perfect composition. Right scale.

But micro-detail sharpness? AI couldn't hold it.

Then I realized: I was fighting the wrong battle.

The question wasn't "How do I force AI?"

It was "What is AI actually good at?"

AI excels at → Composition, lighting, poses
AI struggles with → Hyper-detailed micro-patterns

The solution? Hybrid workflow:

AI generates perfect scene inside Pletor (15 min)
Manual composite adds pattern (15 min)
Result: Image on-Brand perfect

The lesson:

The best AI strategy isn't "AI for everything."

It's knowing when to stop using AI.

Most optimize for full automation.
Winners optimize for the right division of labor.
___

The full framework I use has 5 decision points. 

⚡ Comment 'HYBRID' and I'll send you the one-pager.

(Must be connected with me Alex Tanoa so I can DM you)

AD fatigue is killing your ROAS right now

3 weeks for one video is insane

Your competitors are now testing 30 new ads everyday.

To fix this here’s what I'm giving away today:

My complete AI workflow system for eCommerce brands.

100% Powered by Pletor 

Your AI Creative Agent Companion.

It helps you:

→ Build a 10x faster content pipeline
→ Scale ad testing without burning budget
→ Increase ROAS by 4x with creative velocity

The math is brutal:

CPM for retail & CPG brands sits at $2-$10.

Most brands run out of fresh creatives in 2 weeks.

AD fatigue kills ROAS.

You're stuck choosing between:

- Paying $500+ per UGC video
- Waiting weeks for production
- Recycling dead creatives

Or you build an AI content engine.

That ships 30 social platform-native ads in 3 days.

For 70% less than traditional production.

Your main benefit isn’t “new CPM”

It’s lower cost per creative + more testing volume = better ROAS 

This system includes:

→ 8-Phase AI Workflow Architecture
→ Universal Implementation Guide
→ Quick Setup Checklist
→ Master Reference Files (JSON)

This is the exact framework I use everyday for DTC brands doing $300K-$5M in average sales per year.

---

Want it to understand how this works?
 
1. Connect with me Alex Tanoa 
2. Comment: “SETUP”
I’ll send it to you. 

Ps: Repost for priority in the queue ⚡️

No alternative text description for this image

New chapter. Same mission: Scale AI content 10x Faster.

I'm joining forces with SCALE AI - Canada's AI Cluster & Draft & Goal  

My role: Multimodal Workflow Architect.

Translation: I design image and video AI workflows that turn hours of manual work into minutes of automated execution.

Here's what caught my attention about DNG.AI:

TotalEnergies  cut costs by 92% while boosting productivity 1,200%.

Turo  automated thousands of pages at $1 per page.

No-code. 
Drag-and-drop. 
Agentic workflows.

This is content automation at enterprise scale.

But here's the real play:

I'm not just building workflows behind closed doors.

I'll document publicly here and there.

Every workflow. 
Every breakthrough. 
Every lesson.

Why? Because the gap between AI capability and practical implementation is still massive.

>Brands & Businesses need these systems. 

>Agencies need these systems. 

>Creative teams need proof it works at scale.

So I'm building in public showing exactly how multimodal AI workflows transform content operations.

Now growing with one of the fastest-growing automation platforms.

Same obsession. 
Bigger canvas. 

🔺Make sure to follow the page Draft & Goal  to not miss anything.

Let’s create without limits

Most brands are preparing for the wrong AI future.
Here's my take on what creative gen AI will actually look like in 2026:

Everyone's obsessing over image quality.

"Which model generates the most photorealistic product shots?"

But that's not where the game is won.

The brands dominating in 2026 will master 3 things:

→ Velocity over perfection
→ System over tools
→ Consistency over creativity

Because here's the shift nobody's talking about:

In 2026, AI won't be your creative team.

It'll be your creative operating system.

- Not "generate 1 perfect ad"
- But "generate 50 variations in an hour"

- Not "beautiful product renders"
- But "brand-consistent content at infinite scale"

- Not "replace your team"
- But "turn 1 person into a 10-person studio"

The winners won't be using better prompts.

They'll be running tighter workflows.

→ Faster feedback loops
→ Automated iteration cycles
→ Brand DNA baked into every output

While everyone's chasing the "perfect AI render"...

Smart operators are building content engines.

That's the 2026 playbook:

Stop thinking in campaigns.

Start thinking in systems.

What's your take are you building tools or systems?

Most brands are preparing for the wrong AI future.

Here's what creative gen AI will actually look like in 2026:

Everyone's obsessing over image quality.

"Which model generates the most photorealistic product shots?"

But that's not where the game is won.

The brands dominating in 2026 will master 3 things:

→ Velocity over perfection
→ System over tools
→ Consistency over creativity

Because here's the shift nobody's talking about:

In 2026, AI won't be your creative team.

It'll be your creative operating system.

- Not "generate 1 perfect ad"
- But "generate 50 variations in an hour"

- Not "beautiful product renders"
- But "brand-consistent content at infinite scale"

- Not "replace your team"
- But "turn 1 person into a 10-person studio"

The winners won't be using better prompts.

They'll be running tighter workflows.

→ Faster feedback loops
→ Automated iteration cycles
→ Brand DNA baked into every output


I empower millennial & gen X job seekers in tech to land and pass interviews with confidence

Do you feel frustrated with the current job market?
Do you struggle to communicate in interviews?
Do you get rejected often? 
Do you get ghosted?

It usually takes a handful of interviews to warm up. 
But those handful of interviews are jobs. 
Jobs you might really want. 

For the last 20 years, I’ve been studying interviews. 
First as a candidate, then as a hiring manager. 
I’ve been in hundreds of interviews. 

I interviewed countless candidates and interviewers. 
I worked with interviewers to make hiring decisions. 
I learned what worked and didn’t work. 

And I learned that interviews aren’t about trivia. 
They’re about human connection. 
They’re about story telling. 

Interviewers want to experience working with you. 
Interviewers want to see if you’re like them. 
People want to work with people they like. 

I know what rejection feels like. I’ve been there. 
And I know what it’s like to crave feedback.
I know what it feels like to be ghosted. 

And I know what it feels like to get the offer. 
What it feels like to crush an interview. 

Today, I help people make a lasting impression. 
I help them show, not tell, how they work. 
I coach them on how to tell their story. 

I give them the feedback they crave. 
So they don’t have to warm on when it counts. 

Dozens have worked with me so far. 
And they’ve seen results in as little as 7-8 weeks. 

So what are you waiting for? I’m here to help you.

Jonathan Corrales

"How can someone with 40 years of experience in a field get no interviews or responses?"

My oldest client was 72. He struggled to get interviews. When he got them, he struggled to turn them into offers. He felt like his age was working against him.  

I'll never forget what he told me the first time we met: "I can hide my age on paper, but I can't hide my age on camera."

We only worked together for a handful of sessions. But he left an impact on me. 

Is that what's in store for everyone in the tech industry?

It's undeniable that the industry has a problem with ageism. It's not new. It's been a pain point for the last 20 years. I remember hearing about it as an undergrad. 

But job seekers are feeling it now more than ever, especially older tech workers that have been laid off and looking for a new role for months.

After working with my eldest client I kept an eye out for any sort of tactic that could be used to help older workers land more opportunities. 

Here's some of what I collected:
- reduce the amount of experience on the resume to the last 10-20
- include a statement that you have more the number of years of experience required
- remove any dates that can work against you, for example from your graduation date 
- remove labels such as seasoned from your CPR (cover, profile, resume)
- make sure recruiters know you're okay with the salary range being offered
- talk about your plans for the next 5 to 10 years, which should saying put

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#jobseekers #interviewpreparation #techjobs #seasoned

"It's really not that difficult," one recruiter said when talking about performing in an interview.

I was in a recruiter thread recently where recruiters were saying interviews are easy. "Just say what you did, who you did it for," one said.  

How hard could it be, right? It's easy. 

Everyone has the same abilities. Everyone can speak in front of a small group. Communication is everyone's strength. Everyone is assertive, confident, etc. 

Nah. Not even close. 

A couple years ago, one of my clients had a communication disability that made interviews particularly challenging for him. 

The way he described it was words arrived in his mind out of order. He had to put them in the right order before he could form a response. 

"It's like dyslexia for conversations," he said. 

Coincidentally, I saw a visual demonstration of what dyslexia looks like before our conversation. 

I can understand both disabilities, but I never experienced either. So I can only imagine how it might feel to experience them.

"Timed interviews make things worse," he said. "I have to unscramble messages and it takes time. It seems like I don't know the answer to questions because they expect a response right away."

When I helped him prepare for interviews, I showed him how to manage the time pressure. And we practiced for hours. 

He landed an offer but it was anything but easy. Especially for him. 

That's when I realized interviewing can be difficult for some and painful for others. 

I've worked with enough job seekers to say with certainty that interviewing is anything but easy. Even for the most confident, senior, job seekers out there. 

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#jobseekers #techindustry #interviewprep

"Make content. If you post to your LinkedIn you will reinforce that you are a subject matter expert." If you're a job seeker in tech, check it. 

If you want to create content, I'm all for it. But you don't have to as a job seeker. There are better ways to invest your time and energy. 

ChatGPT hit the main stage November 2022. Since then I've seen everything from prompts to run a business to prompts for building a personal brand. 

Does every job seeker need to become a content creator now? Nope. Hard no. 

Fun fact: there's no place to submit a personal brand on a job application. 

For the last two years and some change, I spoke to job seekers that tried to create content to gain visibility without success. They give up after realizing it takes work. 

Building content, an audience, authority is a long game. You can't post and ghost. It takes hours and hours of trial and error. Is that the best use of a job seeker's time? 

AI is great at helping people blend in. Whether it's resumes, social posts, or articles. The  colloquial term for obviously AI-generated content is slop. AI slop, to be more specific.

And here's the kicker, a lot of that content doesn't accurately represent the person that creates said content. 

Recruiters and hiring managers complain that candidates look great on paper because of AI but can't answer fundamental questions in interviews. 

Recruiters and hiring managers feel duped when there's a mismatch between a candidate's content (like their AI optimized resume) and their interview performance. 

Candidates can easily misrepresent themselves with AI-generated content.

There are better ways to invest your time: polish your resume, polish your profile, work on your interview skills. Build a portfolio with samples of work you'll actually do. 

Show, don't tell, employers what you can do and why they should hire you. 

I have clients with less than 200 connections, zero content published, and gainfully employed six six-figure salaries after investing their time wisely. 


-- 
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

No AI was harmed in the making of this post. 
100% human-generated content. 🍃

#jobseekers #interviewpreparation #contentcreators #techjobs

Gearing up for a job search? Be ready to interview with people in all moods, especially bad ones.

I've been on both sides of the interviewing table for well over 20 years. 

The biggest lesson I've learned: interviewers might have had a terrible day leading up to the interview.

Bad traffic. Arguments with family members. Issues with coworkers. A bad performance eval beforehand. Some have great poker faces, and many do not. 

Still, they show up and do the interview because they have to.

If you're unfortunately in the hot seat with someone that's in a funk, you're an easy target for their ire. Here's a good way to handle it. 

If you find yourself in that sort of situation, don't recuse yourself from the interview. That'll cost you the opportunity. 

Instead say, "It seems like this isn't a good time. Should we reschedule for later?"

It'll either snap them out of it or give them an easy out so they can get back to baseline.

Neither side wants to make a bad first impression. They're incredibly difficult to overcome.

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

 #techjobs #interviewtips #gethired #jobseekers

Your resume isn't when you want to be creative or clever. It's where you need to be clear.

When it comes to resumes, boring is better. When you hit that interview, then be as creative as you want to be. 

I remember when creative resumes were everywhere.

Someone, likely a graphic designer or marketing person, decided to turn their resume into something that showed off their personal flair.

They included grids showing skill levels, like you'd find on the back of a baseball card.

There would be all sorts of colors and icons. I even remember some resumes were printed on heavy stock and colored papers to make them standout. 

Some resumes were turned into things like candy wrappers. 

The trend caught on. A lot of apps like Canva and Docs still have those creative resume templates. 

All that worked until it didn't.

Today it's more important to have a clear, boring, resume over a creative one. 

You can still show off your unique style by choosing combinations of font families, headers, and other sorts of formatting tweaks. 

But the person reading your resume has to see that you're qualified in 7 seconds or less. If they can't, you're not making it past them. 

The time to really show off your personality, your personal flair, is the interview. Or a cover letter, but I know a lot of people hate the idea of having to create one. 

In the interview you can show off your personal flair. How you dress, what you say, your mannerisms, etc. It's when you want to be creative. 

And it's when you're going to build the most leverage for your job offer and negotiation.

So if you're going to invest time and energy into any part of your job search, it should be your interview skills. Not a fancy looking resume. 

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#protips #resumetips #techjobs #interviewprep

Employers: applications can be as simple as uploading a resume. I seent it with my own eyes.

Years ago, I was at a cross road in my career. I couldn't decide if I wanted to be a technical program manager or a product manager. 

I knew it was time for me to leave engineering behind. I saw a product management position at a big company: Netflix. 

Before I applied, I assumed it would be a complicated process like some of the other big companies, and many of the smaller ones. 

I wanted to apply but the thought of sitting down for ten minutes or more to upload my resume, then copy-paste all the information into tiny boxes, didn't motivate me. 

When I clicked on apply. The application appeared. It had four or five fields and an upload resume step. 

"This can't be the whole application," I said to myself. "This is probably the first page." 

I filled out the application. Uploaded my resume. Then clicked submit. 

"Thank you for applying," showed on the screen. That was the entire application...

That's when I realized job applications could still be as simple as submitting a resume. A lot of application processes are needlessly complicated. 

I was conditioned to sit for 10-15 minutes creating an account, a profile, uploading a resume, watching the system fail to parse my resume or not try at all, then copy-pasting everything, and having no clue when the next page was the end. 

Netflix nailed the application experience. 

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

My number one priority is making job searching less frustrating for job seekers. 

That way they can perform better in their interviews.

I speak to many job seekers regularly and one frustration comes up often: how overwhelming job searching is today. 

A lot of job seekers don't know where to start, or how to start. 

The best place to start will always be deciding what you want to do next. 

But it's not always easy. Especially for folks that want to make a career change. 

If you don't have a destination in mind, creating a road map is impossible.  

So start by defining what I call your north star: 
- where do you want to work 
- when do you want to start
- what do you want to do 

Once you've got that, you can build a road map to get to your ideal destination.

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#techjobs #jobseekers #wheretostart #roadmap

Here's the difference between subject matter expertise and fit: fit turns interviews into offers.

Years ago, I worked with a talented engineer. He worked hard to be a talented engineer.  He was so good, he built and maintained a critical part of our system all alone. 

This engineer was talented, no doubt. He knew all sorts of frameworks, languages, algorithms, you name it. He went to a school that consistently ranked number one for his engineering discipline. 

But there was one problem. The reason why he ran a critical application alone. 

No one got along with him. He was abrasive. He was prickly. He had little patience for anyone that knew less than he did about a particular topic. He voiced his frustration often.  

He landed the role because of his subject matter expertise. No one interviewed him for fit. 

By the time I took over the hiring process four of my five team-leads urged me to include a fit interview in our process. A vibe check, if you will, to avoid making the same hiring mistake again. 

And that's why today when I work with job seekers, I make sure they can show they're competent and pass vibe checks. Both are important, especially in a competitive market like this one. 

Here's the lesson: 
No one wants to work with a smart jerk. 

Here's the application: 
Be excellent to your interviewers, they're your future teammates.

You don't have to be best friends or 100% agreeable. But be respectful and willing to work with them. Focus on doing the right thing, not being right.

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#interviewpreparation #techjobs #jobseekers #fitinterviews

In December I showed job 37 seekers how to position themselves to land interviews. Here's some Q&A.

1⃣ How do you define a brand when you are job hunting, and isn't it easier to do when employed?
Think of a personal brand simply as your reputation. It reflects how reliable and dependable you were to those who worked with you in the past. Positioning, however, is specifically about showing how you deliver value and solve an employer's problems. What sets you apart.

2⃣ How do you see AI chatbots and automated interviews shaking out in the hiring process?
Some large companies, like FedEx, are already experimenting with AI-driven interviews and chatbots for the initial screening process. While companies use these to supposedly remove bias, most job seekers say it's a terrible experience because there is no human connection. I suspect companies will continue to experiment with it. 

3⃣ Is there a danger in being too specific in a positioning statement?
No, being specific is actually better than being generic. The more specific you are about the types of companies you help and the results you deliver, the easier it is for a recruiter or interviewer to see you as a perfect fit for a role. The more specific you are, the more you'll standout from the crowd. 

4⃣ How should you position your impact if you don’t have specific quantified data?
If you lack hard numbers, you can qualify your impact by using descriptive labels. But you can ballpark your impact based on publicly available data. For example, you can research a previous company's revenue and estimate your personal contribution based on those numbers.

5⃣ How can you make a "How" or "Why" statement sound unique rather than like a cliche?
To avoid sounding cliche, go a layer deeper than your first answer. Instead of just saying you "I like building products," identify a deeper motivation, such as helping people with specific needs or a specific obsession with the customer experience. For example, "I like to build accessible products for ..." It's hard to copy someone's motivation exactly because of differences in background. 

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#interviewpreparation #techjobs #jobseekers #positioning

Here's how I tackle: "Are you interviewing anywhere else?" 

Spoiler: I don't always say yes. 

Recruiters and hiring managers ask this question because they want to know if they have enough time to run you through their process. 

For example, if you expect an offer in a week but their process takes a month, there's no use in starting the process. 

But if their process can be compressed into a week? Then it's game on. 

Here's how I handle it: 
If I'm interviewing somewhere else, I say yes and tell them exactly how many other companies I'm interviewing with. I don't name names.  

If I'm in the early stage (phone screen/first interview), I tell them. If I know how many rounds are left, I let them know. 

That gives them the time frame they need to make the appropriate arrangements.

If I'm in the final stages anywhere or expecting an offer, I say exactly that. Including how much time I have until I get a final decision. 

If anything changes while we're working together, I'll send them updates. Including when I accepted an offer elsewhere. I want to build a long-term, professional, relationship. 

My goal is to make their jobs easy by eliminating surprises. They don't like that. 

Because of that, I've had the recruiters share multiple opportunities on different occasions, and I've had companies rush their process to get me decisions quickly.

--
 👋 Hi, I'm Jonathan. 
 I help job seekers in the tech industry land interviews and offers.

#techjobs #jobseekers #interviewpreparation #protips #recruiters

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