US Navy

Command Master Chief

The Optimizer Group

CEO of The Optimizer Group. We are a premier boutique focused on optimizing organizational performance. A Veteran own business.

President

Simple philosophy alert!



1. Managers are the most impactful force in modern organizations.
2. Senior leaders who can direct this force lead successful organizations.

I can help create both.

Who is this guy?

For the past 22 years, I've helped build the World's most powerful Navy. I have led impactful teams in contested environments and I'm responsible for producing over 7K leaders. 

I'm on a mission to help 10 million leaders chart a new path forward, optimize their management, and lead the charge for high performance and well-being at work.

Two more things:

1. I post daily about leadership. Share One Pro Tip. You can hit follow, and you'll see my post.

2. I am known as The Management Optimizer because it sounds better than Management Yoda.

I would like to know about you. 👋Feel free to DM me.

Cesar Rojas

Ehsan Ali 🚀

Careerly360

Who do I help?

Senior IT professionals, Managers and Leaders who are feeling UNDERVALUED, UNFULFILLED or INSECURE.

You want to overcome one or more of these challenges:
① You've hit your income ceiling
② You get ignored for promotions
③ You do not feel respected at work
④ You're in the same job for many years
⑤ You’re not growing despite changing jobs
⑥ You're performing roles below your capability
⑦ You get good, but not outstanding performance review
⑧ You’ve lost job and facing challenges in landing the right role  
⑨ You don't feel inspired by your work, you do it just to pay bills

Book a 10-minute discovery call with me to find out IF and HOW I can help you -  https://calendly.com/coachehsan/discovery

Certified Master Career Coach

Empowering Indian Expats Podcast

Australia's 1st Business & Career podcast featuring inspiring stories of Indian Expats who either successfully transitioned into entrepreneurship or excelled in their careers beyond the perceived limitations and ceiling

Podcast Host & Producer

TCS Australia

	Led multiple high-profile client engagements (Commonwealth Bank, Colonial First State, CommInsure, Westpac, St George) and generated over $50 million.

	Became an expert in building zero-to-10-million-dollar revenue in 24 months flat.

	Built and led large global delivery teams from zero to up to 150.

	Led delivery teams across multiple service lines – Software Development, Service Delivery, Proprietary and Third-party software implementation & integration, Process Optimisation, Legacy Systems Modernisation, Regulatory Compliance, CRM, Marketing…

Enterprise Account Manager

HCL Australia

	Led transition of a large application portfolio – 108 Enterprise Systems - across all divisions of Commonwealth Bank.

	Contributed to defining the organisation wide ITIL based Service Delivery Framework

	Led a portfolio of small to medium size projects with a peak team size of 100

Program Manager

	Led a technology upgrade of Standard Chartered Bank’s payment internet channel with peak team size of 35 and a budget of $1.4 million 

	Recruited and trained 100+ professionals to deliver Standard Chartered Bank’s ambitious hi-tech projects

Senior Project Manager

iNautix Technologies

	Led multiple projects in stock trading back office for its parent companies (Credit Suisse First Boston, Pershing, Bank of New York)
	Led the setup of first global delivery team for Bank of New York at iNautix India

Project Lead and Consultant

Top-Ranked Australian Career Coach | Helped 100+ Senior IT Pros Land $200K–$400K+ Roles | 2–4 Level Jumps. 30%–120% Raises. | Take the 3-Min Quiz & Uncover Your Hidden Growth Blockers

You crushed the first half of your career (15–20 years).
You learned, progressed, got recognised.

Then the game changed.
You entered the second half, expecting momentum to continue.
Instead, you hit a wall:

➞ The next level feels out of reach
➞ Offers are lower than last year
➞ Even a like-for-like move is harder

What’s going on?

No one told you the second-half rules are different.
The 2010 playbook is outdated for 2025 and beyond.

So despite real credibility, you feel stuck.
Underpaid. Undervalued. Invisible.
Wondering, “Is this as far as I can go?”

I have been there.
22 years in IT. Leadership roles. $100M delivered.
Still hit a wall.

So I built the playbook I wish I’d had.

Fast forward 4 years:

120+ senior IT professionals have used my Value Amplifier Method™ to reach goals they thought were out of reach:

🚀 Tym, Senior Director: 18 months jobless → 2 offers over $300K in 8 weeks
🚀 Alka, Cyber Analyst: Burnt out → Big4 Director in 7 months; global thought leader in 12
🚀 Seema, IT PM: 11-year plateau → $100K raise and a career comeback
🚀 Urvish, S/W Engineer: Laid off → Senior Principal in 10 weeks. Director in 12 months

What changes with the Value Amplifier Method™?

➞ Raise your market value by 30%+ without new skills or certificates
➞ Repackage first-half wins to land bigger roles at the right companies

The 3 pillars:

1. Clarity - Focus where you’re premium, not replaceable
2. Communication - Tell a proof-first story leaders can’t ignore
3. Connection -  Build trusted access to decision-makers before jobs go public

You don’t need to be loud or extroverted. 
This works for introverts, migrants, late bloomers, and quiet high performers.

Worried the next year will look like the last?

Start by getting clear on what’s really holding you back.

Take the Growth Readiness Quiz — 1,200+ IT leaders already have.

- It's 100% free
- Takes just 2 minutes
- Get instant recommendations

👉 careerly360.scoreapp.com
.

Ehsan Ali

The Iron Bar Analogy That Transformed My Career

I once believed I was just another IT Manager.

Some skills.
Decent salary.
Doing fine.

But deep down?
I knew I wasn’t operating at my fullest potential.

I felt like raw material, waiting to be shaped by external circumstances.

Then I came across this analogy:

A bar of iron is worth $100.

- Turn it into horseshoes? $250
- Sewing needles? $70,000
- Watch springs? $6 million
- Laser components? $15 million

Same iron.
Same weight.
Same starting point.

The difference is what it becomes.
And the process it undergoes.

Our careers mirror this transformation.

Our value is determined by what we make of ourselves.

We all start with potential.​

But it’s: 
The shaping,
The refining,​
The evolving,​
The becoming,​

That changes everything.

This realization changed my life.
It helped me break free from career stagnation.

Now, I help others do the same.

Not by chasing titles.
but by unlocking their true potential.

So if you feel like raw material right now...

The version of you worth millions? It’s already in there.

You just haven’t shaped it yet.

It’s time to shape it. To become it.

What’s stopping you?

♻️ Repost to share with someone who needs this reminder.
🔔 Follow me (Ehsan Ali) for more insights on transforming your IT career.

Go-To Career Strategist for Ambitious Indian-Origin Senior IT Professionals | Break the Ceiling | Step Into $250K–$400K+ Director-Level Roles | 120+ senior career breakthroughs powered by Value Amplifier Method™

They didn’t quit the job.
They quit the leader who stopped helping them grow.

Leaders who don’t grow their top performers eventually lose them to better leaders.

Not because those employees were “entitled.”
Not because they were “impatient.”

But because they were ignored.

✅They solved problems that saved millions.
✅Stepped up in chaos.
✅Took on extra work.
✅Earned the certs.
✅Stayed late.

Their reward?
More work. Not more opportunity.

Every “Maybe next time” is another star quietly checking out.

Recognition without growth isn’t retention.
It’s resignation in slow motion.

And the numbers tell the truth:
→ 93% of professionals would stay if their company invested in their growth.
→ 82% would quit if stuck under poor management.

That’s not a coincidence.
That’s cause and effect.

I’ve coached dozens of IT pros who didn’t want to leave. They “had” to.
Not for money.
For meaning.

You can’t claim to “value your people” if your brightest minds feel unseen.
You can’t build loyalty on broken promises.
You can’t preach “employee engagement” then reward politics over performance.

Your top talent doesn’t crave applause.
They crave progression, purpose, and partnership.

I stayed too long.
Told myself “next time” for months.
Until I realized the only thing changing was my belief in what I deserved.

Leaders, this isn’t about retention strategies. It’s about awareness.
Because the truth is simple:
If you don’t build your people, you’ll lose them to someone who will.


♻ Repost this if you’ve watched great talent walk away because leadership didn’t get it.
🔔 Follow Ehsan for bold takes on leadership, growth, and what real career progression looks like.

Top-ranked Australian Career Coach | Helping Senior IT pros land $200K–$400K+ roles in ~90 days | 120+ client wins | Take the growth readiness quiz: uncover your real blockers

Leadership doesn’t fail in one big moment.
It fails in quiet ones.

The skipped recognition.
The misplaced promotion.
The loyalty that went unnoticed.

Promote the wrong people, and the cost isn’t poor performance.
It’s losing the ones who made performance possible.

Because loyalty doesn’t fade from laziness.
It fades when leaders reward noise over value.

I learned that the hard way.

Years ago, I worked with a team built on quiet excellence.
No politics. No drama. 
Just consistency anchored by one calm problem solver.

He never chased credit.
Never played games.
Just delivered. Every. Single. Time.

Then leadership made the classic mistake:
They rewarded the talker, not the doer.

The one who impressed in meetings got the promotion.
The one who performed under pressure got a thank-you note.

And just like that, the team’s pulse changed.
Energy dipped.
Deadlines dragged.
And that quiet star, the one who held everything together, began to fade.

One night, fixing another crisis someone else caused, he said:
“Ehsan, it’s hard to stay loyal when leadership stops rewarding loyalty.”

He left weeks later.
Not for money. For meaning.

That’s when it hit me:
You don’t lose your best people overnight.
You lose them one bad decision at a time.

Every promotion tells a story:
👉 Politics or performance?
👉 Visibility or substance?
👉 Noise or integrity?

Loyalty isn’t built through policies.
It’s built through perception.
Through the choices leaders make when no one’s watching.

Visibility isn’t the villain.
It’s the mirror showing what leaders choose to see.

When they reward the loudest instead of the loyal,
they don’t just lose trust.
They lose the foundation.

The quiet ones who kept it all together.

How long would you keep giving your best when leadership stops noticing?

♻️ Repost to remind leaders: Recognition isn’t noise, it’s nourishment.
🔔 Follow Ehsan Ali for real talk on leadership, loyalty, and building IT careers that outlast the noise.

Your LinkedIn Isn’t Broken.
It’s just built for the wrong era.

Your title? Doesn’t show your value.
Your About? Reads like a CV.
Your Experience? A job manual.
Featured? Weak or empty.
Recommendations? Missing or Empty praise.

❌ That’s why you’re invisible.
Not because you lack skill.
Not because you need more certifications.
But because your profile was built for 2010 job boards —
Not 2025 influence.

You’ve done everything they told you:
Worked hard. Delivered. Updated your resume.

But your LinkedIn?
Still a copy-paste of your past.

And LinkedIn isn’t a resume.
It’s your digital reputation.
Your first impression.
Your silent pitch.

Recruiters don’t read.
They scan.
10 seconds.
That’s all it takes to decide:
Next-level… or not worth the call.

❌ You don’t need a fancy banner.
❌ You don’t need to post daily.
❌ You don’t need to “build a brand.”

80% of results come from just two things:
Your Title and About.

Fix those — everything changes.

Take the 60-second LinkedIn Quiz → get the Makeover Kit → fix what’s keeping you invisible - in just 15 mins.

It’s the same system my clients used to:
✅ Get calls from Amazon, Atlassian, Accenture
✅ Go from invisible → headhunter magnet
✅ Get $250K+ offers — without adding a single skill

If your experience is real…
But your profile hides it?

📩 DM me FAST FIX
I’ll send you the quiz + full kit. Free (for now).

♻️ Repost if someone you know deserves more than being overlooked.
🔔 Follow Ehsan Ali for quiet strategies that unlock loud results.

7 LinkedIn Fixes That Make You Visible for 250K+ Roles

I thought my title made me safe.
It didn’t.

22 years in IT.
Massive projects. Huge teams. $100M delivered.

I thought that was my worth.
My role.
My project.
My title.

Then—
A new manager.
A cancelled program.
A restructure.

In weeks, everything I thought was “mine”… wasn’t.

That’s when it hit me:

Security was never in the title.
It was never in the company.
It was never in the team.

Real security lives in something no reorg can erase.
A mission that outlasts titles.
A purpose that pulls you forward when the org chart flips overnight.

I’ve watched 100+ IT pros go through this same free‑fall.
Some sank.
Some rose.

The ones who rose?

✅ Defined what drives them beyond titles
✅ Stayed curious about their deeper purpose
✅ Rebuilt around a mission, not just a paycheck

That’s the same shift I made.
And now, I guide others through it too.

So pause and ask yourself:
If your job vanished tomorrow, what would still pull you forward?

👍 If this landed, hit like
♻ Share with someone whose “safety” is too fragile
➕ Follow Ehsan Ali for career reinvention, IT leadership growth, and building $250K–$400K+ careers that last

You’re not asking for too much.
You’re just asking the wrong people.

They keep telling you:
“Be patient.”
“Be grateful.”
“Your time will come.”

It hasn’t.
It won’t.
And deep down, you know it won’t. Not there.

You stayed loyal.
They stayed blind.
You shrank.
They benefited.

But deep down?

You know you’ve outgrown them.
The title.
The team.
The culture.

But it’s not you that’s the problem.
It’s the room that stopped growing with you.

And it’s costing you more than a promotion.
It’s costing you belief.

Not in them.
In yourself.

If that’s where you are,
you don’t need more patience.
You need new people who see what you bring.

♻️ Repost this if you’ve ever questioned your standards.
🔔 Follow Ehsan Ali for career clarity that doesn’t shrink you.

The 4 Channels of Job Hunting — and How to Activate Each

If your whole job search depends on online applications, you’re playing the weakest game.

Less than 20% of senior roles are filled through job boards.
The other 80%? They move through networks, referrals, and visibility.

If you’re serious about your career, you need all four channels firing together:

1️⃣ Online Applications – play it smart, not wide. Tailored positioning, not 100 clicks.
2️⃣ Warm Intros – the hidden goldmine. One trusted recommendation beats 50 cold resumes.
3️⃣ Cold Outreach – thoughtful, relevant messages that start conversations (not beg for jobs).
4️⃣ Inbound – when your LinkedIn, story, and visibility do the heavy lifting for you.

Most professionals use one channel badly.
Top performers master all four.

I just wrote a short guide showing what 10/10 execution looks like for each —
and how to activate them strategically, step by step.

DM CHANNELS and I’ll send it to you.

♻️ Repost to help more professionals stop playing the weakest job search game.
🔔 Follow me, Ehsan Ali, for frameworks that make career moves strategic, not lucky.

taplio

The Battle

Cesar Rojas

Ehsan Ali

Followers

Posts

Engagements

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taplio

The Battle

Cesar Rojas

Ehsan Ali

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Ehsan Ali's LinkedIn Performance

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