Growth Hub

Founder & CEO

Quantanite

Sold out of Quantanite having scaled from $1m AAR to $20m ARR within 5 years. Closing multiple deals from 10-350 seats.

Chief Commercial Officer & Shareholder

Founder (Growthonics)

CAKE Technologies

•	Planned and executed the overall sales and business development strategy from the ground up.
•	Built a team to take signed partners from just 14 to over 280 including Corbin and King, Ricker Restaurants, Soho House Group, Toms Kitchen, Salt Yard Group, M Resturants, Obica, Noble Inns and the Zetter Group.

Sales Director

Rocket Internet SE

Managing Director, Sales

Pheonix Global Management

Director Business Development

Walton Asset Management 

Sage

Formally Alchemex (Bought by Sage in 2011).

Business Development

Waltech PLC

Business Development & Shareholder

In deal origination, speed wins—but most firms are still slowed down by messy data, manual processes, and missed signals.

I help deal teams cut through the noise with automation, AI, and real-time insights—so they can focus on what really matters: closing better deals, faster.

As CEO and Founder of Growth Hub, I work with private equity, venture capital, and M&A teams to transform their data from a liability into an advantage. We make sure your CRM is an asset, your pipeline is enriched, and your team is always ahead of the curve.

If your deal flow feels like guesswork instead of a well-oiled machine, let’s talk.

🚀 Data-driven. AI-powered. Deal-focused.

Dan Vanrenen

We got a kitten.

His name is Gus.

He was a birthday present for our youngest, who just turned 8.

And my immediate reaction was:
WTAF are we doing?!

We already have two kids.
Two dogs.
And my wife and I work full-time, together, from home.
Same business. Same office.
Same general chaos.

So yeah…adding a kitten maybe wasn’t the most logical move.

But here we are.

This week Gus has discovered the keyboard.
Rollo (our 8-month-old lab) still face bombs team calls.
Bingo (our 7 year old cockapoo) insists on barking when I'm trying to have a serious call. 
And our house is now essentially a co-working space with fur.

Sometimes I wonder if it’s a bit much to share online.
That we work from our home office.
That we work as a couple.
That I don’t have a slick office in the city and can’t remember the last time I wore a tie for work. 

I worry it might look… small.
Like we’re not “serious” enough for financial services.

But this is our reality.
And the more I think about it the more I think that people actually LIKE working with us because we aren’t particularly ‘corporate’. 

We don’t have lots of middle management (none, in fact). 
If there’s a problem our clients get to speak to Katherine or me. 
We know our clients' workflows inside out. 
There’s no ‘let me push this up the ladder and see if we can accommodate’.  

Just two people at the coal face, supported by the best team in the business, and surrounded by pets. 

It’s busy.
It’s slightly feral.
But it works.

Maximise the impact of fee earning staff with our global capability data, research and operational support teams | Founder & CEO of Growth Hub

AI isn’t coming for your job.

It’s coming for your outdated process. 👀

Too many deal origination teams won’t adopt AI. 
I know this because I’ve spoken to quite a few of them. 

And it’s not because the tools aren’t there (we use them daily). 
And it’s not because they don’t know how to implement it (we do it for them). 

It’s because their culture resists it. 🧱

And I get it, because change = putting your neck on the line. And financial services are notoriously cut-throat. 

But here’s the thing:
AI doesn’t threaten good operators.
It threatens the fragile workflows that have been duct-taped together for years.

And let’s be honest…a lot of firms still rely on expensive talent doing labour intensive workarounds instead of fixing the engine. 🧯

Meanwhile, we’re watching leaner firms eat their lunch. 🍽️

They’re embedding AI into research.
Letting global support teams automate prep.
Removing 60–70% of the admin grind. ⚙️

They’re scaling output without scaling headcount, and moving faster because of it. 🚀

The truth is:
AI and smart ops don’t replace good people (unless you’re Amazon). 
They replace the parts of the job that no one should still be doing. 🧠

And the longer teams cling to "how we’ve always done it,"
the more painful 2026 is going to be. ⏳

Amazon is cutting 30,000 corporate roles and AI is driving the change.

But this isn’t a playbook for everyone else.

Leadership has been direct: AI and automation are enabling "layer removal" and structural redesign at scale.

In short,  when you're Amazon, AI isn't just a productivity tool. It's an org design tool.

But that only works when you have:
✅ Fully digitised processes
✅ High internal data quality
✅ Budget for trial and error
✅ Time to absorb disruption

And that’s simply not the reality for most firms.

In mid-sized and specialist businesses, process is messier, domain knowledge is distributed, and there’s less room to get it wrong.
Which is why AI adoption looks very different at that scale.

The goal isn’t to replace headcount.
It’s to build operational leverage.
To free up bandwidth, not eliminate it.

For most firms, sustainable efficiency will come from:
🔹 Smarter workflows
🔹 Cleaner data foundations
🔹 Human-in-the-loop automation
🔹 Purposeful use of tools like Clay, ChatGPT, and Perplexity

The short version?
AI doesn’t need to be disruptive to be powerful.
And transformation doesn’t require an axe.

The real opportunity isn’t cost-cutting.
It’s capability-building💡.

They’re not support teams. They’re not back office.

They’re capability teams...

If you're still lumping global talent into the “support” bucket, you're missing the point (and the leverage).

The best firms don’t outsource for cost.
They embed teams to unlock capacity, precision, and pace.

And these capability teams? They’re doing real, high-value work:
- Fixing broken pitchbook exports before they go client-side
- Tracking succession signals before your MD even asks
- Unblocking reporting bottlenecks without being told
- Building AI workflows that cut 10+ hours of admin a week
- Cleaning CRM data that’s been quietly rotting for months

Not reactive.
Not low-skill.
Not disposable.

These are embedded specialists solving problems the core team doesn’t have the time (or headspace) to fix.

If you're still calling that "support," you're already behind.

The smartest firms now treat capability like infrastructure:
Essential. Flexible. Strategic.

Because leverage doesn’t come from bloated org charts.
It comes from embedding execution capacity where the work actually happens.

Deal Operations.

Here’s how to run it like a pro:

Last week I shared that in the run-up to Christmas, I’ll be posting a few things we’ve seen work inside high-growth firms.

Here’s what we’re seeing most often (and what actually works):

🧩 Week 1: Deal Operations
CRM, pipeline tracking, reporting, and the invisible workflow debt that kills velocity.

1. The CRM isn’t broken. But it’s not helping.
Everyone uses it. No one fully trusts it.
Tagging is messy. Pipeline stages unclear.
Last touchpoint? Two months ago.

✅ What works:
One owner per list.
Daily updates.
Fields that mirror how teams actually talk about deals.

2. Reporting is still too manual
It takes four exports, a formatting marathon, and two “just checking” emails.
By the time the update lands, the numbers have changed.

✅ What works:
Build export-ready formats once.
Use live data and light automation.
Push updates on a regular cadence, not just when asked.

3. Small blockers add up
No clear owner.
No version control.
No one knows if the CRM is up to date.
That low-grade drag stalls everything.

✅ What works:
Tidy workflows.
Fast feedback loops.
Embedded support that keeps things moving.

(Sidenote: I know December isn’t the easiest time to reflect…It’s busy. Everyone’s trying to close strong. Sometimes ‘surviving, not thriving’ is as good as it’s going to get.

But if it’s feeling a bit chaotic, it might be worth clocking the drag now so you can think on how to go into 2026 with a slightly more chill approach…).

________

👇 What’s one deal ops habit you’d love to clean up in 2026?

When was the last time you tested your carbon monoxide detector?

You know you should. Once a year.

Get the stool, climb up, press the button, maybe swap a battery.
Doesn’t take long.
But most people forget. (Sometimes even if it’s doing that little beep every now and again). 

That’s what background ops work looks like.

We see it all the time:
- Slides that look good because someone reworked them at 11pm.
- Clean data because someone flagged the mess no one else noticed.
- Clients impressed because the ops team quietly fixed the chaos before the meeting.

It’s not flashy.
It’s not “strategic.”
But it’s work that fights fires. 

This year alone, our teams have:
👉 Rebuilt CRMs full of bad data no one had time to clean
👉 Rescued reporting pipelines that should’ve broken weeks earlier
👉 Flagged risks in decks that could’ve tanked client trust

None of these made the quarterly review.
No one gave out bonuses for “saved the partner from embarrassment.”
But it is the work that stops the house from burning down.🔥

If you’re leading ops, here are 5 things worth checking this week:
✅ Is your reporting backlog quietly building up? That’s a pressure valve waiting to blow.
✅ When was your CRM last properly cleaned? Dirty data slows everything down.
✅ Are late-night fire drills becoming routine? That’s operational debt, not hustle.
✅ Are tasks piling up with no clear owner? That’s where accountability erodes.
✅ And yes, check your carbon monoxide alarm. 🔋

Because like the carbon monoxide alarm, when background systems fail, it’s already too late.

Q4 doesn’t kill you with chaos.

It kills you with 2-hour delays, missed updates, and “just one more” review cycles.

By the time December hits, most teams are too busy doing to realise they’re leaking momentum.

And it’s not the big stuff.
It’s the quiet killers…

➡️ Work that’s almost finished.
➡️ Tasks with no clear owner.
➡️ Deadlines that silently shift.

We pulled together a detailed Q4 survival guide based on what we’ve seen inside dozens firms:

The workflow tweaks that stop slippage before it compounds.

✅ Where final mile work gets stuck
✅ How to triage your pipeline
✅ Why “invisible” work costs output
✅ What to fix before Dec 16 hits

No fluff. Just sharp, practical fixes.

If Q4 feels heavier than it should, this will help.
👉 Swipe through the carousel and steal what’s useful.
👇 Got your own Q4 ops trick? Drop it below. We’re collecting the best ones.

Q4's Quiet Killers

Physically, most people will be checking out of work for 2025 in 4 weeks.

Mentally, maybe before that 😜 ...

But the firms who’ll move fastest in Q1 are already thinking about 2026.

Over the next month, I’m going to share a few things that might help you get ahead, especially if you’re reviewing capability gaps, internal workflows, or where to invest in support.

Short, honest posts.
No strategy theatre.
Just practical observations and things we’ve seen work inside fast-moving firms this year.

Here’s the plan:
🧩 Week 1 - Deal Operations
CRM, pipeline tracking, reporting, and the invisible drag that kills velocity

📚 Week 2 - Research & Market Intelligence
How top firms build better lists, faster insight, and real leverage beyond databases

⚙️ Week 3 - Business Support Ops
From AI tooling to client comms and admin execution ie. the glue work that keeps ops running clean

🎁 Week 4 - Wrap-up
A short round-up and a note before we all (rightly) disappear for the holidays

If there’s anything specific you’d like me to cover drop a comment or message me directly.

Let’s make December a launch pad, not a write-off 🚀 .

Ranked #1 LinkedIn HR Creator (Global), #2 Female Creator (US) | Positioning Companies & Founders to Attract Talent, Capital & Credibility | 100M+ Organic Reach | Ex-Amazon, Cognizant, Labcorp

Hiring. Visibility. Credibility.

The three levers every founder, CEO, coach, or consultant needs to scale.
The problem? Most get them wrong.

That’s where I come in.

I built 𝐏𝐫𝐨𝐯𝐞𝐧 𝐏𝐚𝐭𝐭𝐞𝐫𝐧𝐬 to help seed to Series B startups, lean teams, and high-stake leaders attract the right talent, amplify their brand visibility, and build credibility that wins capital and clients.

What sets us apart?
We operate at the intersection of AI, recruitment, and brand strategy turning overlooked processes into growth systems.

Here’s what that looks like in numbers:
✔ 3,000+ hires placed globally across industries
✔ 250,000+ resumes reviewed with precision at scale
✔ 100M+ organic impressions without ad spend
✔ 150K+ community grown organically on LinkedIn
✔ 50K+ subscribers of our Li Newsletter: Incredible Edge
✔ Worked with enterprises like Amazon, Cognizant, Labcorp
✔ Partnered with unicorns like Atlan & Domino Data Lab
✔ Executed brand collabs with Lovable AI, Emergent AI, Gusto, Replit Agent 3, Gamma & GoPerfect
✔ Been named Favikon’s #1 HR Voice (Worldwide) and #2 Female Creator (US) - April'2025

But metrics are just the proof. The real outcome is this:

💡 Founders who save time and scale smarter.
💡 Executives who become visible authorities.
💡 Startups that attract capital and top talent on autopilot.

If you’re still struggling to hire right, stand out, or get noticed, it’s not because you lack potential.
It’s because you’re playing the wrong game.

My work is helping you change that.

📩 DM me or reach out: bookings@proven-patterns.com

Let’s build what they can’t ignore.

💜

Kumud Deepali R.

Every company talks about retention.
 Few talk about why people actually stay.

In an AI-driven world, it’s easy to think algorithms, automation, and analytics hold the answers.

But after seeing how teams grow (and fall apart), here’s what I’ve learned:
People don’t leave jobs. They leave environments that stop respecting them.

Here’s what actually makes people stay:
↳ A manager who listens before reacting
↳ A team that celebrates wins and supports through losses
↳ A workplace that invests in learning, not just output
↳ Leaders who give feedback with empathy, not ego
↳ A culture that values growth over grind

Because no one walks away from a place where they’re:
 ✅ Respected
 ✅ Well-paid
 ✅ Growing

AI can predict turnover.
AI can track engagement.
AI can automate reviews.

But AI can’t create belonging.
 That still takes humans.

Reality is:
 • Respect costs nothing.
 • Fair pay is strategy, not charity.
 • Growth is the best retention policy.

So while the future of work is powered by AI,
 the best workplaces will still be built on R.E.S.P.E.C.T.

What’s one thing your company does that actually makes people want to stay? I’d love to hear the real examples, not the brochure ones.

👉 Follow for more thoughts on people, culture, and the real future of work.
🔁 Repost to remind leaders: AI can enhance work, but only humans can make it meaningful.

200K+ LinkedIn & Newsletter Community | Helping Founders and Leaders Scale with LinkedIn Growth, Talent Acquisition/Hiring & Brand Partnerships | AI-Savvy - Human-First Approach | Neurodiversity Advocate

Hiring for attitude > Hiring for experience.
And more leaders need to say this out loud.

Over the years, one truth has become unmistakably clear:
👉 Skills can be taught.
👉 Mindset is much harder to change.

You can train someone on tools, processes, and systems…
But you can’t teach someone to be kind, collaborative, or solution-oriented if they’re rooted in negativity.

When you hire people with:
✨ A positive mindset
✨ A willingness to learn
✨ A team-first attitude

You’re not just filling a role, you’re strengthening your culture.

What do you value most when hiring, skills or mindset?

Behind every resume you reject is a story you'll never hear. I have heard them. 

A mother who practiced her interview answers at 2 AM while feeding her baby.

A father who took coding classes during lunch breaks to provide a better future.

A graduate who worked three jobs to pay for the degree on that page.

That "gap year/years"?
↳ Cancer treatment
↳ Caring for aging parents
↳ Rebuilding after loss
↳ Taking care of a child with disability. 

That "job hopping"?
↳ Escaping toxic workplaces
↳ Chasing growth opportunities as family size and expenses increased
↳ Following life's unexpected turns

So hiring team....before you say:
"Not enough experience"
"Over-qualified"
"Not the right fit"

Remember:
This isn't just a document.
It's someone's hopes, dreams, and future.

The most important qualifications don't fit on a resume:
• Resilience
• Determination
• Heart

📄 Next time you or AI reviews a resume,
Look beyond the bullet points.
There's a human story waiting to be heard.

💭 What's the story behind your resume?
Share below 👇
♻️ Hit repost and add me to your network. I’ll keep you updated on what’s changing in careers and hiring.

Some of the world’s greatest innovations were born from rejection.

Visionaries who were underestimated went on to reshape entire industries.
🚗 Toyota rejected a mechanic’s new design idea- he built Honda instead.
🐂 Ferrari dismissed advice from a tractor maker- he built Lamborghini.
🏎️ Lamborghini refused to fund an engineer’s carbon-fiber project- he built Pagani.
💻 HP turned down a computer idea from their own engineer- he co-founded Apple.
🎮 Nintendo walked away from a Sony engineer’s disc-console concept- he built PlayStation.
📼 Blockbuster laughed at a founder looking to partner- he built Netflix.
Rejection isn’t a dead end. It’s a redirection.

Sometimes the “no” you hear today becomes the reason you build something the world can’t ignore tomorrow.

If you’re working on something bold and people don’t get it yet…
Keep going.

What’s one rejection that pushed you toward something better? Share your story below. 
Repost as someone might need this reminder to keep going. Thanks!

Visual Credit: Chandrakumar K. Pillai

Rejection Leads to Big Things

Kindness is not a weakness, it’s a leadership advantage.

In a world that often rewards speed, competition, and “winning at all costs,” kindness can feel underrated.

✔️ Kindness builds trust.
✔️ Kindness strengthens teams.
✔️ Kindness fuels collaboration.
✔️ Kindness creates leaders people want to follow.

Some of the strongest professionals I know are the ones who choose empathy even when it’s not the easiest option.

Let’s stop treating kindness like a liability.
It’s a skill.
A strategy.
A strength.

Imagine what our workplaces would look like if kindness was the standard, not the exception.

💬 How has kindness positively impacted your career, life or workplace?

Kumud Deepali Rudraraju, SHRM CP

Applaud yourself, even for the smallest wins. Because progress doesn’t always look like big milestones.

Sometimes it’s:
 ✨ showing up when you didn’t feel like it
 ✨ learning a new skill one tiny step at a time
 ✨ choosing growth over comfort
 ✨ getting back up no matter how many times things didn’t work out

Small wins build momentum.

Momentum builds confidence.

And confidence builds the kind of results everyone else eventually notices.

But you don’t need the applause of others to validate your journey. Start by giving it to yourself.

Celebrate the small stuff, it's the fuel that gets you to the big stuff. What small win are you celebrating today?

The next level in your career doesn’t always come with a new title.
Sometimes, it just brings peace. 🌿

Lately, I’ve realized something surprising, about 7 out of 10 people I speak to have forgotten why they started working in the first place.

They’re caught in routines.

Meetings, reports, promotions, repeat.

Year after year, chasing a version of success someone else defined for them.

It reminds me of how we were once sent to school; same time, same classes, same expectations. Only now, we call it a career.

But somewhere in the process, many of us stopped asking:
 👉 What’s the purpose behind all this effort?
 👉 What does “next level” really mean to me?

For me, the answer changed over time. It used to be about growth, then recognition… but today, it’s about peace; doing meaningful work without losing myself in it.

The truth is, the most important part of your career can’t be measured on a payslip or written in a job title.

It’s the fulfillment, freedom, and calm you feel when your work finally aligns with your values.

So as you plan your next move, remember:
You don’t always have to climb higher.
Sometimes, you just have to come home to yourself. 

♻️ Repost, 👍 like and connect with me as I share with you daily uplifting life and career oriented posts! 

#CareerGrowth #PurposeDriven #MindfulLeadership #WorkLifeBalance #PeaceOverPressure #LinkedInCommunity

✨ Say yes, and let growth catch up later.

How many times have we held ourselves back because we didn't feel “ready enough”?

Reality is, nobody ever feels 100% ready. Confidence is built after taking the leap, not before.

Some of the biggest milestones in my journey came from saying yes first:
Yes to roles I’d never done
Yes to projects that felt intimidating
Yes to challenges that forced me to level up
Every “yes” stretched me. Every stretch expanded my capability.

🔥 Growth is uncomfortable. But that discomfort is where transformation begins.

So here’s a gentle reminder for anyone hesitating today:
Don’t wait for perfection. Say yes. Show up. Learn on the way.

What’s one opportunity you said “yes” to before you felt ready?

People don't quit jobs. They quit broken promises.

Here's what really drives talent away:

1. Managers Who Don't Lead
↳ Taking credit, not responsibility
↳ "Do as I say" instead of "Let me show you"
↳ Focused on control, not growth

2. Toxic Cultures
↳ Politics over performance
↳ Blame games instead of solutions
↳ "That's how we've always done it"

3. Micromanagement
↳ Trust is just a word on the wall
↳ Every decision needs approval
↳ No room to breathe or innovate

4. Zero Recognition
↳ Achievements go unnoticed
↳ Extra effort = Extra expectations
↳ Praise in private, criticism in public

5. Poor Communication
↳ Decisions made in black boxes
↳ Feedback is a yearly event
↳ Transparency only when convenient

6. Growth Dead Ends
↳ Learning = Your problem
↳ Promotions based on tenure
↳ Skills rot while promises don't

7. Rigid Work Rules
↳ One-size-fits-none policies
↳ Flexibility = Physical presence
↳ Life adapts to work, never reverse

8. Human → Number
↳ Metrics over meaning
↳ Burnout is a badge
↳ Personal crisis? Use PTO

Reality:
Great talent doesn't leave great environments.
They leave leaders who don't create them.

For Leaders:
Which of these are you guilty of?
(Be honest, we all have blind spots)

🎯 For Companies:
Your "retention strategy" is broken if you're:
• Exit interviewing instead of stay interviewing
• Fixing symptoms instead of systems
• Hoping free lunch beats toxic culture

Which one of these hit hardest for you?

Drop your thoughts below, or add your own to the list.

If you believe culture > perks:
🔁 Repost to spark reflection.
🔔 Follow for more no-fluff insights on leadership, culture, and talent that actually sticks.

FACT: Having a good manager is a blessing.

Not the kind you appreciate only during appraisal season…

But the kind that shapes your career in ways you don’t fully realize until much later.

A good manager doesn’t just assign tasks.
They mentor, guide, empower, and protect their team.
They create an environment where you feel safe enough to try, fail, grow, and shine.

If you’ve ever worked under a truly great manager, you know the difference:
 ✔️ You learn faster
 ✔️ You feel valued
 ✔️ You’re trusted
 ✔️ You’re motivated
 ✔️ And most importantly; you become better, not just as an employee, but as a person

Great managers don’t just lead teams.
 They build people.
 And that’s rare.
 And worth celebrating.

🔁 Repost this to appreciate great managers
👥 …and tag a manager who made a real difference in your journey.

Image Credit: Daksh Sethi

At first, they laughed. Then, they watched. Then, they asked how I did it.

A few years ago, I remember pitching an idea to my team that I knew could make an impact. But it was met with polite smiles and hesitant nods, the kind that quietly say, “This won’t work.”

It stung.

I second-guessed myself.

But instead of taking it personally, I took it personally enough to prove it could be done. I stayed late refining the strategy, reached out to mentors, and tested every small piece until it clicked.

Six months later, the same idea that was once doubted became one of our most successful initiatives that year.

And funny enough, the first people to congratulate me were the same ones who didn’t believe in it at first.

👉 Here’s what I learned:
 Doubt is not the enemy. It’s the fuel.
 
When someone doesn’t believe in you, use that energy to build something they can’t ignore. So if you’re in a season where people are watching, let them.

Just make sure you give them a good show. 

♻️ Repost if you like the post. Thanks!

200K+ LinkedIn & Newsletter Community | Helping Founders and Leaders Scale with LinkedIn Growth, Talent Acquisition/Hiring & Brand Partnerships | AI-Savvy - Human-First Approach - Neurodiversity Advocate

What if the real measure of success isn’t what we achieve, but how human we choose to be?

Every day, we get countless opportunities to show who we really are;
in how we help, how we listen, how we show up, and how we choose compassion even when no one is watching.

Kindness doesn’t need an audience.
Empathy doesn’t need a reason.
And humanity doesn’t need a perfect moment, it just needs intention.

What inspires me most is seeing ordinary people choose to act with extraordinary heart. Not for praise. Not for credit. Simply because it’s the right thing to do.

Imagine what our workplaces, communities, and world would feel like if more of us made humanity a daily habit.
A little more care.
A little more patience.
A little more giving.

It adds up.

Humanity matters. Practice it every single day.

If you believe the world needs more humanity, drop a ❤️ or repost this message to help it reach someone who needs the reminder today.

AI isn’t just creating new tools, it’s creating entirely new careers.

And as I move deeper into my own AI journey, I want to take you with me.

If you're building a team, hiring talent, or planning your own career path, understanding this new landscape is no longer optional. It’s a competitive advantage.

Here's a breakdown of emerging AI roles that are essential for building the future of AI-driven systems:

AI Roles:

1. Model Manager
Oversees development, deployment, and performance of ML models.
Tech Stack: Python, TensorFlow, Kubernetes, Docker.

2. ML Engineer
Designs, develops, and deploys scalable machine learning solutions.
Tech Stack: Python, PyTorch, AWS/GCP, SQL.

3. Data Engineer
Creates and maintains data pipelines for model training.
Tech Stack: Python, Spark, Kafka, AWS/GCP.

4. AI Architect
Designs scalable AI systems integrated with existing infrastructure.
Tech Stack: Python, Kubernetes, Microservices, Docker.

5. Data Scientist
Analyzes data to build predictive models and generate insights.
Tech Stack: Python, R, TensorFlow, Hadoop.

6. AI Developer
Develops AI applications, integrating ML algorithms into production.
Tech Stack: Python, Java, TensorFlow, Kubernetes.

7. Decision Engineer
Builds systems to automate decision-making using AI models.
Tech Stack: Python, ML frameworks, Cloud platforms.

---

Emerging AI Roles:

8. Analytics Engineer
Transforms data into actionable insights using analytics tools.
Tech Stack: Python, SQL, Tableau, Apache Airflow.

9. AI Product Manager
Manages the lifecycle of AI-driven products, bridging technical teams and stakeholders.
Tech Stack: Jira, Python (basic), Agile methodologies.

10. UX Designer (AI)
Designs user interfaces for AI applications, ensuring seamless AI-powered experiences.
Tech Stack: Figma, Adobe XD, HTML/CSS, JavaScript.

11. Head of AI
Leads AI strategy across the organization, ensuring alignment with business goals.
Tech Stack: Leadership tools, Cloud platforms, Project management software.

12. D&A and AI Translator
Translates business needs into technical AI solutions, bridging the gap between teams.
Tech Stack: Python, SQL, Jira, Agile.

---

Must-have AI Roles:

13. AI Risk and Governance Specialist
Ensures compliance with legal, ethical, and regulatory standards for AI systems.
Tech Stack: Compliance tools, Risk management software.

14. Model Validator
Validates the accuracy and reliability of ML models in real-world environments.
Tech Stack: Python, Scikit-learn, TensorFlow.

15. Prompt Engineer
Optimizes large language models by fine-tuning prompts for better performance.
Tech Stack: Python, NLP frameworks, Hugging Face.

16. AI Ethicist
Ensures AI systems are fair, transparent, and ethically sound.
Tech Stack: Ethical guidelines, Compliance tools.

If you want to stay ahead of the AI curve, follow along. Let’s navigate the AI era together.

Which of these roles fascinates you the most, or aligns with your next career move? Comment below.

#AI

📌 The Reality Behind "AI Engineer" Job Descriptions
Scrolling through job posts lately feels like reading the requirements for an entire Data & AI department squeezed into a single role.

Too often, companies are looking for one person who can:
🔹 Build backend systems
🔹 Develop full-stack applications
🔹 Architect data pipelines
🔹 Manage databases
🔹 Run MLOps and CI/CD
🔹 Ship deep learning models
🔹 Handle cloud infrastructure
🔹 Optimize GPU workloads
🔹 Maintain Kubernetes clusters
🔹 …and write documentation on top of it

🚫 This is not an “AI Engineer.”
✅ This is a full Data, ML, and Platform team.

When organizations overload a single role, a few things happen:
1️⃣ Product delivery slows down
2️⃣ Burnout skyrockets
3️⃣ Security gaps emerge
4️⃣ Knowledge becomes siloed
5️⃣ Retention drops

In the era of AI transformation, building the right team matters more than ever.
A successful Data & AI function requires specialization, collaboration, and clear role boundaries.

If you're a recruiter or hiring manager, consider:
What skills are actually essential for the role?
Which responsibilities belong to other teams?
How can you design a role that sets someone up for success?

The future of AI isn’t built by unicorns.
It’s built by well-structured teams. What do you think? Do join the conversation in the comments below.

Respect isn’t a reward, it’s a habit.
Some of the most impactful people I’ve met weren’t the ones with the highest titles, the longest résumés, or the loudest voices.

They were the ones who showed kindness without conditions.
In a world that often measures worth by position, pay grade, or pedigree, choosing to respect someone simply because they’re human is a quieter, deeper form of leadership.

Reality is: 
 You never know the story behind a person.
 You never know the battles they’ve fought.
 And you never know how far a moment of respect can go.

Make it a habit to value people before you evaluate them.
Everything else comes after.

What’s one small act of respect you believe the workplace needs more of? 🙏
Repost if you share this sentiment.

Will AI make us forget about books?

I hope not. Because I already regret how little I read today. Some days, I catch myself relying on AI summaries, bite-sized content, and quick insights… and I wonder if we’re slowly losing the one habit that made us truly wise: reading real books.

There was a time when I could finish a book in 3 hours. And honestly, those were my smartest years.

Not because I had more information. But because books shape you differently. They make you think slower, deeper, and more honestly.

AI can give you answers. 
But books give you perspective.
AI can save you time.
But books give you wisdom.

Here’s a quiet reminder, for you and for me:
📚 Go back to books.
 Slow down.
 Read deeply.
 Let your mind stretch again.

Because the easiest way to grow…
is still sitting quietly on your shelf.

What book made you wiser than any life experience ever did?
Repost to remind someone, maybe you that reading is still one of the purest ways to grow. Don’t let it slip away.

Big thanks to Ankur Warikoo (5X Best Selling Author) for the wonderful visual and recommendations.

20 Books to Understand the World 

Everyone talks about mindset like it’s an accessory.

Something you put on in the morning and forget by lunch.

Reality is you live inside your mind 24/7. It’s your permanent address.

So ask yourself, 
If your thoughts were a home… would you want to live there?

Most people don’t.

Because they fill it with things that don’t belong:
 • “I’m not good enough.”
 • “What if I fail?”
 • “Everyone else is doing better.”

And yet, they wonder why they never feel at peace.

And the wrong questions we often ask ourselves:
 ❌ “Why can’t I be like them?”
 ❌ “What’s wrong with me?”
 ❌ “When will I finally be enough?”
Try swapping them for these:
 ✅ “What’s one thing I’m proud or grateful of today?”
 ✅ “What would I tell a friend who felt like this?”
 ✅ “What’s one small thing I can control right now?”

That’s how you start making your head a nice place to be. Not through toxic positivity. But through daily rewiring, one kinder thought at a time.

 So build something beautiful.

What’s one small way you make your mind a nicer place to be?

Repost as someone might need this reminder today! 
Follow me, (Kumud Deepali R.) for daily self reflection posts!

Inspiration didn’t die with success.
It died the moment we started believing that only the people “on top” had stories worth telling.

Inspiration isn’t always about winning.

It’s about helping.
🔹 The mentor who stays late to guide someone new.
🔹 The parent who rebuilds from zero again.
🔹 The friend who keeps showing up when it’s hard.

We don’t talk enough about those kinds of stories.
The quiet ones.
The real ones.

Not every chapter needs to scream achievement.

Some are just about healing, growing, or giving.

So if your story doesn’t move you anymore, rewrite it.
Not to impress others,
but to remind yourself that you still care.

Inspiration isn’t about being untouchable.

It’s about being human enough to lift others while you rise.

👉 What part of your story are you rewriting right now?
 Drop it below, your next chapter might inspire someone else to start theirs.
♻️ Repost to inspire others. 

Image Credit: Sarah Blakely

A friend called me after a job interview, upset and confused.
She’d made it to the final round.
She nailed every question.
But the feedback?

“You’re not a good cultural fit.”

She asked what that meant.
They couldn’t give a clear answer.

Here’s the thing; “not a good fit” often isn’t about culture at all.
It’s about comfort.

She had opinions.
She asked questions.
She set boundaries.

And that made them uncomfortable.

Here’s what that hiring manager didn’t understand:
 • Great hires bring new perspectives, not just agreement
 • Boundaries aren’t barriers, they’re signs of self-awareness
 • Culture fit shouldn’t mean “think like us”, it should mean “add to us”

The irony?

Companies keep saying they want innovation, but filter out anyone who might challenge the status quo.

If you’re hiring stop looking for clones.
Start looking for catalysts.

How do you define a good cultural fit in a workplace? Share in the comments below. 

👉 Follow me for more insights on leadership, hiring, and building teams that grow, not just agree.
♻️ Share if you’ve ever heard “not a good cultural fit” after staying true to your values.

Image Credit: Stefanie Costi

🚀 The Future Isn’t Coming… It’s Already Knocking.

Looking at this visual breakdown of what may happen in our lifetime, one thing becomes clear:

We’re living through the most disruptive era in human history.

Some predictions that stand out:
🔹 Money will be fully digital and cash will disappear.
🔹 AI will become our closest companion, not just a tool.
🔹 Phones may last for years on a single charge.
🔹 AI will automate most of the tasks humans do today.
🔹 Real-time translation will erase language barriers.
🔹 Humans will walk on Mars.
🔹 The world’s first trillionaire will emerge.
🔹 Self-driving cars will replace human drivers entirely.
🔹 Almost every home will have a personal robot.
🔹 Space tourism will become normal.
🔹 Global population will start shrinking.
🔹 Massive data centers will orbit Earth.
🔹 Living past 100 will become common.
Whether these excite you or terrify you…
they will redefine how we work, live, and connect.

The real question is:
👉 Are you preparing to adapt, or waiting to be disrupted?

Because one thing is certain:
The future won’t wait for any of us.

💬 Your turn: Which prediction do YOU think will happen first?

❤️ Drop a heart if you liked this post
🔁 Repost to inspire someone today

Image Credit: evolution ai (Instagram)

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The Battle

Dan Vanrenen

Kumud Deepali R.

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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);}Dan Vanrenen's LinkedIn Performance

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