I help companies ressucitate dead leads and sell using AI ✍️🇲🇫🇺🇲🇬🇧 #copywriting #emailmarketing #coldemail #content #databasereactivation

Are you tired of watching leads slip through your fingers and feeling the pain of missed opportunities?

Like 319 leads that can turn into $49,000 in sales...

You’re not alone!

Businesses lose potential sales every day.

But what if I told you that 319 lost leads turned into $49,000 of sales?

Yes you read that right.

In today’s digital landscape it’s easy to get overwhelmed.

Your ideal customers are quietly slipping away.

Every lost lead represents a unique story of potential pain unfulfilled needs and hidden desires.

Imagine investing time and resources into attracting leads only to watch them vanish.

The rejection is suffocating.

You question your strategy your messaging and your product.

Did you have the right message? The right offer? 

Did you follow up enough? 

But it doesn’t have to end there.

By revisiting those lost connections with empathy and strategic outreach our client warmed up...

qualified...

and closed leads that were done for!

Dead leads? 

Not quite...

The results speak for themselves.

A staggering $49,000 in sales from lost leads.

You want to do the same? 

Hit my DMs or book a call here: https://calendly.com/etabakhoff/dbr-coffee-date

What I use to grow my account on LinkedIn (affiliate links): 
PowerIn to autocomment using MY TONE: https://app.powerin.io/register?via=emeric
Kleo.so to find, analyze and refine posts.

Emeric Marc

I moved to the United States over a decade ago for a masters program and discovered that job searching as an international student was challenging. 

With each of the 273 job application rejections I learned and applied feedback to the next application. 

That effort paid off to cracking the code to landing a job and conducting a successful international job search.   

8 years in Corporate America, the tables have turned and now I can fast forward YOU.  

The experience working as a Senior Project Manager and a Hiring Manager for Fortune 500 Companies puts me in a unique position to support:

➤ International students wanting  to stand out in competitive job market in USA and Canada
➤Immigrants wanting to kick-start their career in North America [ 1st or 2nd generation citizens, Permanent Residents, H1B, L2 or H4 visa holders]


My goal is to inspire immigrants I cross paths with to be authentic and advocate for themselves.

Working with international job seekers to:

➤ Craft job search strategies on CPT, OPT, H1B and any other immigrant visa
➤ Expand your network organically
➤ Score referrals
➤ Build a killer resume that aligns with the role
➤ Build an all star LinkedIn profile that speaks for you
➤ Prepare to stand out during the hiring process
➤ Navigate the visa and salary  conversation with potential employer

Are you an international student or immigrant looking for a job?
Let's get you HIRED!

Message and connect with me to schedule a call.
----------

Personal Fun facts about me:  
🍀 Worked in 3 countries ( India, UK and USA) leading global teams 🌎 
🍀 English is not my first language, but that doesn’t stop me from using my voice.

Aneri Desai

“Your husband will get it for you.”
That was the answer my mother gave almost every time I asked for something growing up.

I grew up in my grandparents’ house (which is common in South Asian culture)
We lived a very frugal life because money was always tight. 
We were a four-member family, and all of us often rode on one two-wheeler. 

When I said I wish we could have a car, my mom replied that my husband would get me one. 
When I wanted a ring for my birthday, she said my husband would gift me. 
I wanted to go on a trip with my friends, she said my husband would take me. 

She said these things because she wanted me to have a life she couldn't have. 
That was the life she understood, and in her mind, she was promising me a safety net. 

And when rain leaked through the roof at night, I told myself this was temporary. 
One day, I thought a man would give me a better life.
Because gradually I too started to believe that: A secured life means marrying a financially stable man. 

Later in life, when a student exchange program took me to the U.K and then to the U.S, my perspective on building a stable, secure, and thriving life changed. 
I saw women building their lives on their own terms. 

I finally had an aha moment! “ why wait for husband? Why not get it myself?” 

Now, when I think of it, what hurts is not that my mother dreamed of marriage for me. 
It is that, I learned to dream of almost nothing else.

It took leaving home, studying abroad, and seeing women build lives on their own terms for me to realize that my life did not have to begin with marriage. 
It could begin with me.

Since then, I have built a career, earned two master’s degrees, traveled the world, and bought a home in my own name.

I am grateful for the partner I have, but I still wish someone had told me earlier that a husband can be a beautiful part of your life. 
But he should never be the only future you are taught to imagine.

Sometimes the most powerful thing a woman can do is stop waiting to be given a life and start building her own.

Aneri Desai 🍋

Job Search Advisor for International Students & Immigrants living in the U.S. 🇺🇸 | 600+ Mentees | $65 Million in Job Offers | Featured in Forbes, Business Insider & more | Let’s Get You Hired ⤵️

I checked every single box of the American Dream and ended up in a near-death situation.

Growing up in a paycheck-to-paycheck household, I made a promise to myself:
This will not be our story forever.

I came to the U.S., did my MBA. 
Landed my first job, then a better one, and then promotions every year.
Paid for my brother’s education.
Bought my parents their dream home.
Bought our first home in the U.S., then bought more investment properties.
Led multi-million dollar initiatives.
Left corporate to build my own company.
Built our dream house.
Crossed seven figures in revenue.

I checked every milestone I once dreamt about. 
But it also felt like I could never slow down.

Because when you grow up without security, you fear slowing down. 
You feel like there is always another milestone to achieve.
So I kept going.

Until one day, my body shut down.
I was rushed to the hospital with multiple organ failure, which required emergency surgery. 

I remember being prepped for a surgery when a nurse leaned in and asked gently, 
“If you don't wake up after the surgery, what’s your message for your family?”

At that moment, I thought about my daughter.
I thought about how many dinners I had half-attended because my mind was elsewhere.
How many vacations I brought my laptop to. 
How many times I told myself, We’ll celebrate after this next milestone.

Lying there, I realized what started as a mission to break the poverty cycle had turned into an endless pursuit of validation and safety. 

Because the fear of going backwards was louder than my permission to slow down.

Last year, I took a three-month sabbatical.

And during that pause, I met a version of myself I hadn’t seen in a long time. 
Those three months gave me clarity about what success actually looks like. 

It looks like choosing work that energizes me instead of drains me.
Moving my body because I want to be here for a long time.
Showing up at my daughter’s school on a random weekday.
Volunteering for causes that matter to me.
Eating well, sleeping well & being present.

I’m still ambitious. 
That hasn’t changed.

What’s changed is that I refuse to outsource my happiness to the next achievement.

If you’re in the thick of the chase right now, I’m not judging you. I was you.

Just pause long enough to ask yourself:
Are you building a life or are you building proof?

The American Dream is powerful.
Just make sure it’s actually your dream, not a trauma response dressed up as ambition.

Intuit is hiring PMs. Here are 6 open roles with comp up to $325K.

If you're a senior PM looking at companies that pay well and actually ship products people use, Intuit's worth looking at.

They're hiring across levels. Staff to Principal to Group PM. And they're transparent about comp, which is rare.

Here are the roles:

Role 1: Group Product Manager/ Principal Product Manager
Location: Mountain View, California
Salary range: $237,500.00 - $321,500.00

Link: https://lnkd.in/eZ29vS95

Role 2: Staff Product Manager
Location: Mountain View, California
Salary range: $180,500- $244,000

Link: https://lnkd.in/ewv94jbg

Role 3: Principal Product Manager - Core Invoicing
Location: Mountain View, California
Salary range: $236,000 - $319,000

Link: https://lnkd.in/e_VSpvG4

Role 4: Principal Product Manager, AI (Mailchimp)
Location: Atlanta, Georgia; Mountain View, California; New York

Salary range:
Bay Area, California: $236,000 - 319,000
New York City, New York: $232,500 - 314,500

Link: https://lnkd.in/ebh-7hzc

Role 5: Principal Product Manager - Stablecoin
Location: Mountain View, California
Salary range: $236,000 to $319,000

Link: https://lnkd.in/ePaW9CYh

Role 6: Staff Product Manager - UI Platform
Location: Mountain View, California
Salary range: $ 180,500- 244,000

Link: https://lnkd.in/eExyR8KZ

Save this post so you can visit this list later.
Share this with someone targeting PM roles.

You’re not getting that job because you're listening to all the vague advice. 

When I was job searching, I blamed everything except the real issue.

The algorithm.
The “hidden job market.”
The fact that I didn’t have the right referral.

So I did what most ambitious professionals do when they feel out of control: I consumed more information.

Downloaded every template.
Bought every framework.
Rewrote my resume five times.
Crafted cold messages to hiring managers.
Collected networking scripts like they were insurance policies.

And I kept spinning.

But the truth is, most job search advice is designed to keep you hooked, not hired. 
It makes you feel like the next checklist or download will finally get you interviews.

But when I look at my clients landing roles at Microsoft, Amazon, Salesforce, Airbnb, Kaiser and more, the pattern is boring.

There is no secret hack.
It's only clarity that gets you a job. 

One target role. Not three. 
Not “I’m open to anything.”
One resume that positions you specifically for that role.
One LinkedIn brand that makes it obvious what you do.

Then they apply quickly, within hours of the job posting going live, directly on the company website.

Yes, referrals help.
And networking matters.
You should continue doing that. 

But none of it works when your positioning is diluted.
So you need a sharper focus.

Most job seekers lack focus more than they lack qualifications. 

And unfocused candidates are easy to ignore.

If you’re in the middle of the search right now, simplify before you strategize.

Clarity creates momentum.
Complexity creates anxiety.

What part of your job search feels the most confusing right now? Share in the comments, I'll address it in my next post. 

Follow Aneri Desai 🍋 for more practical and actionable advice on navigating the U.S. job market.

Five years ago today, I left my high-paying job in the U.S. to become a full-time career coach for immigrants.

I was scared, skeptical, and wondering if I was being irresponsible.

I didn’t resign with a roadmap or a step-by-step plan to scale. 
I resigned because something in me couldn’t unsee what I kept witnessing:
immigrants who were deeply qualified but tired. 

People are doing everything “right,” yet being overlooked. 
People who carried entire lives in suitcases, only to feel like they had to earn the right to be taken seriously.

So I went ahead and registered my company. 
Opened a business bank account. 
Stared at the screen while the fears ran in circles:
What if this collapses?
What if I can’t help the way I think I can?
What if I’m not built for visibility?

I’m an introvert. I had no idea how I was going to promote my services. 

But I moved forward anyway with commitment.

People found me through most organic ways! 
Referrals, neighbors, friends of friends, strangers following my journey on social media.

And the first few clients reminded me why this mattered.

1. A woman who had just moved to the U.S. on a dependent visa, with no U.S. degree or U.S. experience, landed her first job at Amazon.

2. Another had applied to 1000+ roles over three years with zero interviews. 
She earned a full scholarship for her MS, secured an internship at ADP, and converted it into a full-time offer.

3. A client found me on Instagram while she was stuck in an underpaying job. 
She took a leap and paid in full on instinct. 
She landed multiple job offers from companies like Microsoft and Amazon with Visa sponsorship. 

4. An international student, days from graduation, overwhelmed by the market, walked away with six offers including Amazon, Amex, and Bloomberg.

Those wins weren’t just offers. 
They were permission to stop shrinking. 
To stop overexplaining accents, gaps, visas, or “lack of U.S. experience.”

Over these five years, I’ve worked with 600+ immigrants. 
I’ve watched people go from overlooked to sought after. 
I’ve watched confidence return.

Some seasons were heavy with doubt. 
But every time someone says, “I finally feel like myself again,” I remember what this work is.

It's not about resumes and interviews, but about dignity, being seen, and building a steady life again.

Last week, while helping my 7-year-old prepare for her Presidents Day presentation, I told her that I’ve met three former U.S. presidents.

She got so excited hearing that and asked when, where, and how I got the chance to meet them. 

That conversation made me reflect on how far life can take you because someone like me ending up in a room like that is not an everyday kind of thing. 

I told her that I met President Jimmy Carter, President Barack Obama, and President George W. Bush. 

The next question she asked was:  “Mumma… which meeting was your favorite?”

Then I told her about the moment Jimmy Carter asked me what my name meant.

When I said, “Aneri means unique,” First Lady Rosalynn Carter smiled and replied,
“Oh, that you are.”

I met President Carter and the First Lady through a student exchange program.

Years later, I met Barack Obama while working in corporate America.
And I met George W. Bush through a leadership conference that my husband and I were invited to. 

Saying this out loud to my daughter stopped me.

Because the version of me at her age, growing up in a different country, with no understanding of how the world actually works, could not have imagined this life.

She could not have imagined leaving home, starting over, and learning new systems.

Earning a seat at tables that once felt distant and inaccessible.

And yet, here I was explaining it as if it were normal.

That’s what struck me.

Our journeys often feel ordinary to us because we’re living them one step at a time. 

But to someone watching, especially a child, they tell a very different story.

So if you’re questioning whether your effort matters, or whether the uncertainty is worth it, remember this:

Your growth may already be shaping someone else’s understanding of what’s possible.

Not through grand speeches or perfect outcomes.
But simply by choosing to keep going.

And sometimes, years later, you realize you’ve become the role model you once needed.

You may not know this, but the best time to keep job searching is right after you land an offer.

That sounds counterintuitive because an offer brings relief. 
It feels like the finish line, and most people stop applying, stop networking, and stop staying visible after that. 

And that’s exactly where the risk is.

One of my mentees went through five interview rounds. 
→ She earned the offer. 
→ Cleared the background check. 
→ Resigned from her current role. 
→ Her laptop and welcome package arrived. She was ready to start.

One day before her official joining date, she received an email with a rescinded offer.

The company was going through a merger and needed to “re-evaluate workforce needs.”

The recruiter was apologetic. But that doesn't help with the panic of watching stability disappear in a single message.

She was a single mom and the primary caregiver to her father battling cancer. 
She didn’t have the luxury of “waiting to see what happens.”

Her previous manager had already filled her position internally. That door was closed too. 

We managed to secure a short-term contractor role while they “figured things out.”

But months passed, and the full-time role never returned. 

Each time she asked for clarity, they said something like:
“You should be grateful we still gave you a contract.”

Eventually, they let her go. Reason: Re-org. And she still regrets leaving her old, stable role.

I want this post to remind you that: 
A job offer or a company laptop isn’t security. 
Even a signed contract isn’t guaranteed safety.

Real security is portable:
Skills you can demonstrate anywhere
A network you’ve nurtured before you need it
Positioning that makes recruiters find you
A warm pipeline so you’re never starting from zero

So this is what I tell my clients:

Celebrate the offer, take the win.
Then keep your momentum for a little longer.

Stay market-aware and continue light applying until you’ve started and settled.

Most international students lose their leverage in the first 90 days of OPT because they don’t plan this period strategically. 

I see the same mistakes repeat every hiring cycle. 

1. Spray-and-pray resumes.

They apply to 5 different job families with one resume.
Product, data, business, program.
That doesn’t make you versatile.
It makes you forgettable.

Recruiters don’t hire “flexible students.”
They hire for one clearly defined problem.

2. They make emotionally driven decisions instead of data-driven ones. 

“I know I can do this job if they give me a chance.”
Hiring doesn’t work on belief.
It works on social proof. 

3. Progress comparison without analysis.

Watching peers land roles and asking, “Why not me?”
Instead of asking, “What did they do differently that worked?”
Comparison without curiosity creates anxiety.
Analysis creates leverage.

4. Over-consumption, under-execution.

Too much job search content.  
Too many strategies. 
Too many opinions.

Conflicting input leads to constant doubt, and doubt kills momentum.
Reduce your information diet and focus on execution instead. 

5. Applications without social proof.

No projects. 
No experiments. 
No public work.

Just applications.
Intent doesn’t convert.
Evidence does.

6. Stopping the OPT clock at any cost.

Random consultancy letters. 
Questionable experience creates long-term credibility issues. 

Legitimate experience comes from:
 – NGOs
 – startups
 – research teams
 – early-stage companies

Pausing the clock should not come at the cost of future opportunities.

7. Networking as a transaction.

Fast asks. 
Zero context. 
Need based conversations.
People can feel that immediately.

So use the first 90 days to:
→ Commit to one target role
→ Make decisions based on data ( What industry needs vs what you have)
→ Build relevant experience aggressively
→ Reduce advice intake
→ Create visible proof of work
→ Build relationships without immediate asks

You may not land your ideal role on day one.
But if you start right, you build leverage and leverage compounds.

OPT is a positioning window.
And how you use it determines everything that follows. 

Follow Aneri Desai 🍋 for more practical and actionable advice on navigating the U.S. job market.

She was a single mom who spent the last 9 years putting her family first. And after her divorce, she felt lost, invisible in her own career. She thought she had to settle.

But 20 weeks later, Anny (name changed) went from making $90K to $210K in a fully remote, non-tech role.

“Aneri, I feel like I’ve lost my identity. I don’t even know my worth anymore.” These were her exact words.

She had stayed in the same role for over a decade, never advocated for herself, and never had the space to think about her career growth.

And when she joined me, she came to figure out who she was now and what her career was really worth in today’s market.

We started with the basics.

Week 1 and 2 were all about clarity.

We mapped out her strengths, aligned them with the right roles, and studied what was happening in her industry.

By week 3, we worked on mindset.

She was used to asking, “Why would anyone hire me now?”
We shifted that to: “Here’s what I bring to the table. Let’s talk.”

In weeks 4 and 5, we focused on the resume.

We made a clear, compelling story backed by measurable impact.

She finally saw on paper what she had accomplished in the last decade and it changed the way she saw herself.

In week 6, we revived her LinkedIn, which she hadn't touched in six years.

Now, it positioned her as a leader in her space as someone with value to offer.

By week 7, we had a strategy.

A focused plan across three areas: internal promotion, high-quality online applications, and organic networking.

Weeks 8 through 10 were all about execution.

By week 13, recruiters were in her inbox.

She handled interviews with six companies.
We practiced how to communicate her value with calm authority.
She stopped explaining her past and started owning it.

In week 19, she negotiated her offer.
Salary, bonus, title, location, all of it.

She accepted an Associate Director role in a non-tech field.
Fully remote.
From $90K to $210K.
In 20 weeks.

She didn’t submit hundreds of applications.
She didn’t beg for referrals.
She just needed a clear plan and the confidence to own her story.

Anny's story was about taking back control of her career… and her identity.

P.S. Follow me if you are an immigrant or international student in the U.S. I share practical advice, resources, and insights to help you land your next role.

Fifteen years ago, I landed in the U.S. with a suitcase and pressure I didn’t know how to carry.

I had no network, safety net, or clear roadmap.

What people see now: 600+ immigrants coached, leadership roles, financial stability, didn’t start with confidence.

It started with:
Academic probation.
Job rejections.
Debt.
Silence.
Feeling invisible in rooms I worked so hard to enter.

But the turning of my story happened when I asked myself:
“What do I need to do next?”

Instead of staying stuck at: 
why me.
Not this isn’t fair.

And when I started focusing on what’s my next move, my journey changed for the positive. 

I took informed decisions, not reactive decisions.
I worked on long-term strategy, not short-term survival.

I am sharing the full journey and what made the difference in this week’s newsletter.

Do read it and subscribe for practical guidance to build your career with clarity and resilience, and navigating the U.S job market as an immigrant.

View newsletter: The Self-made Immigrant 

Fifteen years ago, I stepped off a plane with a one-way ticket and a suitcase full of hope. I had no roadmap or backup plan; it was just me and the we

Open article: I Completed 15 Years in America and Helped 600+ Immigrants… But I Started With Nothing by Aneri Desai 🍋 • 3 min read

I Completed 15 Years in America and Helped 600+ Immigrants… But I Started With Nothing

Most international students don’t lose opportunities because they lack skills.
They lose them because of how they communicate.

And no one teaches this before graduation.

This topic is so close to my heart because I learned it the hard way through trial, silence, awkward follow-ups, and missed opportunities I didn’t realize I had lost.

When you’re job searching, how you communicate matters as much as what you say.

Here are messages I see far too often:

→ “Give me a referral.”
→ “Do you have anything in your company for me?”
→ “Can we jump on a quick call?”
→ “Are you hiring?”
→ “There?”
→ “What is the income potential for this role?”
→ Sending a resume with no context
→ Commenting “interested” on a hiring manager’s post

None of these mistakes seems offensive or rude.
But they signal a lack of preparation, awareness, and respect for someone else’s time.

So I want to share some quick tips on effective communication:

1) Don’t ask what you can Google
Salary ranges, job requirements, open roles, company details. 
If it's public, asking makes you look unprepared and lazy.

2) Don’t make others do the work for you
Instead of: “Are you hiring?”

Try:
“I came across this role at your company (Job Title | Job ID). 
Based on my experience in X and Y, I believe I could be a strong fit. 
Would you be open to referring me or suggesting the right next step?”

One creates a burden. 
The other shows effort.

3) Don't send resumes without context 

Never send a resume without explaining:
Why you’re reaching out
Which role you’re targeting
Why you chose them
What you’re asking them to do

A resume without context is just another attachment.

4) Access is an invitation, not a demand
“Can we jump on a quick call?” assumes obligation.
Better: “If you’re open to it, I’d love an opportunity to connect with you over a short call. And if not, a LinkedIn message would work too.”

5) Maintain a professional tone
One-word follow-ups like “There?” or “??” signal impatience.

Reality is, networking isn’t asking for favors.
It’s building trust through clarity, effort, and respect.

Most people want to help.
They just don’t want to feel used.

If you’re an international student, learning this before graduation can change your entire job search trajectory.

Follow Aneri Desai 🍋 for more practical and actionable advice on navigating the U.S. job market.

I’ve been a career coach for four years, and I don’t take this lightly when I say this: 

Almost every client I work with comes through referrals.

In 2025 alone, nearly 80% of my clients found me through people who trusted me enough to pass my name along.

One moment, in particular, stays with me.

I worked with an international student mentee during her job search. 
She landed a new role, negotiated her offer, and eventually resigned from her current job.

During her notice period, her manager asked her:
“How did you land such a great role so quickly?”

My mentee shared how my mentorship helped her stand out.

The next day, I received a message.

It was from her manager.
She was an immigrant too.
She had not interviewed for over 8 years. She didn't know where to start. 
She signed up to work with me right away!

What followed was exactly what I see when clarity replaces overwhelm. 

We focused on her positioning, her narrative, and the gaps holding her back. 
She started landing interviews ( 7 interviews in 2 months)
Soon after, she received a job offer. 

Today, both of them are thriving in their new roles. 

Weeks later, that same manager shared my details with someone else in her network.
This story stays with me for two reasons.

1/ It reminds me what asking for help instead of struggling in silence can do to your job search. 

2/ There is enough room for all of us to grow, especially when we choose transparency over gatekeeping.

If you’ve been looking for your next Product Manager role, here are 15 openings to check out this week: 

1. PayPal: Lead Product Manager
https://lnkd.in/gEavF4Yh

2. Meltwater: Senior Product Manager
https://lnkd.in/gVJNvK-H

3. Citi: Product Manager
https://lnkd.in/gWgNx2rU

4. Hopper: Sr. Product Manager, Disruption - Core & Commerce (100% Remote, USA)
https://lnkd.in/gFKXND93

5. Capital One: Manager, Product Management - Partnerships Conversions
https://lnkd.in/gUuzuAuP

6. United Airlines: Product Manager, Information Technology
https://lnkd.in/gGgmtsje

7. SpotOn: Product Manager (Dashboard)
https://lnkd.in/gikPs8yR

8. Intuit: Global Product Manager, International
https://lnkd.in/g9zDTCgG

9. CB Insights: Senior Product Manager, Data
https://lnkd.in/g4s-Me9J

10. JetBlue: Product Manager, Customer Communications
https://lnkd.in/gnM3Z8Pz

11. Amazon: Sr. Product Manager - Selection, Amazon Now
https://lnkd.in/gMk-yG-W

12. Superhuman: Product Manager
https://lnkd.in/gmuTQPBX

13. Google: Product Manager II, Google Maps
https://lnkd.in/gAXywfx5

14. Körber Supply Chain: Product Manager
https://lnkd.in/gfwBUPnC

15. ACL Digital: Product Manager
https://lnkd.in/gcrjNN25

Whether you’re targeting mid-level PM roles or senior product leadership, there’s a strong mix here across tech, fintech, travel, airlines, retail, and SaaS.

Send this to someone job searching in Product, and save it for your own applications this week.

Follow Aneri Desai 🍋 for updates like this!

Five years ago today, I left my high-paying job in the U.S. to become a full-time career coach for immigrants.

I did not leave with a roadmap, a step-by-step business plan, or certainty.

I left because I could no longer ignore what I kept witnessing: deeply qualified immigrants being overlooked, underestimated, and made to feel like they had to prove their worth all over again.

Since then, I’ve worked with 600+ immigrants and watched people go from invisible to in-demand, from self-doubt to self-trust, from exhaustion to offer letters.

But this work has never been just about resumes, interviews, or job offers.

It has always been about dignity, being seen, and helping immigrants build steady lives again.

This anniversary has me reflecting on fear, purpose, and what happens when you commit to work that feels bigger than you.

I wrote more about that journey in this week’s newsletter.

Read the full newsletter and subscribe to follow along.

Five years ago, I left my high-paying job in the U.S. to become a full-time career coach for immigrants. And when I took that decision, I had no clear

Open article: Why I Left My U.S. Corporate Job to Help Immigrants Stop Being Overlooked by Aneri Desai 🍋 • 4 min read

Why I Left My U.S. Corporate Job to Help Immigrants Stop Being Overlooked

In the last 30 days, my immigrant mentees landed interviews at:

1. AT&T – recruiter reached out (H4 EAD)
2. Amazon – applied online, no referral (International Student)
3. DoorDash – recruiter reached out (H1B Transfer)
4. Ally Bank – recruiter reached out (H1B Transfer)
5. Google – recruiter reached out (H1B Transfer)
6. Dell Technologies – applied online, no referral (International Student)
7. AAA – applied online with referral (International Student)
8. J.P. Morgan – applied online, no referral (H4 EAD)
9. Capital One – recruiter reached out (L2)
10. TIAA – internal application (US Citizen)
11. Virtusa – recruiter reached out (L2)
12. State of South Carolina – recruiter reached out (US Citizen)

And they didn’t just interview.

They landed offers:

→ TIAA – Manager, Data Analytics (Internal)

→ Microsoft – Data Analyst (Applied online, no referral – International Student)

→ Salesforce – Technical Program Manager (Internal, contract-to-hire – H1B Transfer)

→ RaceTrac – Senior Business Analyst (Online application, no referral – H4 EAD)

→ J.P. Morgan – AVP, Product Management (H4 EAD)

→ AT&T – Product Manager (H4 EAD)

Read that again.
No magical referrals for everyone.
No “perfect” market conditions.

Different visas, different paths, but the same outcome: interviews & job offers.

While the headlines scream layoffs.
While group chats spiral about hiring freezes.
While talented immigrants question if it’s even worth trying.

What I’m seeing behind the scenes is:
Recruiters are still reaching out.
Online applications are still converting.
Internal mobility is still real.
Offers are still being signed.

But the ones breaking through aren’t spraying resumes everywhere. 
They’re positioning themselves with authority, a clear role, a clear story, and clear value.

They adjust, refine, pivot, and they keep showing up even after rejections

I understand the stakes are higher when your visa, your family, and your future are attached to an offer letter.

But let this be your reminder:
There are still jobs.
Immigrants are still getting hired.
With or without sponsorship needs. 

Don’t disappear in this market.
Get clearer, get more strategic, and keep going.

Follow Aneri Desai 🍋 for more practical and actionable advice on navigating the U.S. job market.

Most immigrants are misled in their job search journeys.
And that is often why they face repeated rejections.

When I was looking for my first job in the U.S., I received a lot of advice.

Some of it came from good intentions.
But much of it was completely ineffective.

Over the years, after helping 600+ immigrants start their careers in the U.S., I noticed something:

Many people are following the wrong playbook.

Here are some pieces of job search advice I received, and that many immigrants still hear today.
And why they usually do not work.

1. “Job search is a numbers game.”

I was told to apply to as many roles as possible.

But sending 200 applications means nothing
if you have not carefully read the job description.

If your resume does not reflect what the company needs,
or if you do not meet the minimum qualifications, it will rarely lead anywhere.

Mass applying often feels productive.
But in reality, it usually creates more rejection than momentum.

2. “Apply to as many different roles as possible.”

Many immigrants do this.

One day they apply for Product Manager roles.
The next day they apply for Program Manager, Business Analyst, or Data Analyst roles.

To the candidate, this can feel like flexibility.

But to a recruiter, it often looks like a lack of direction.

Hiring managers are not looking for someone who wants everything.
They want someone who understands where they fit and what value they bring.

3. “Hide your sponsorship needs until you get the job.”

This is one of the worst pieces of advice I hear.

Hiding your sponsorship needs does not protect you.

If sponsorship becomes an issue at the offer stage, the company can still rescind the offer.

Which means you may go through the entire interview process
only to end up back at square one.

4. “Networking is the only way to land a job.”

Many immigrants feel intimidated by this advice.

They believe they cannot compete because they do not have the same network or connections as locals.

If you are starting out, take a deep breath.

Yes, networking can help you get noticed.
But it is not the only way to land a job.

A referral does not guarantee an interview if you are not qualified for the role.
Most of my own jobs came from applying directly online.
So do not panic if your network is still small.

Focus on applying to the right roles with well-positioned, high-quality applications.

After working with hundreds of immigrants, I can confidently say:
More applications are not always the answer.

Often the real problem is a lack of clarity, poor positioning, or a resume that does not reflect the target role.

The people who get hired faster are usually not applying more.
They are applying with clarity and intention.

A campus food court cashier… who landed a Financial Analyst role at a regional bank.

When Seema (name changed) first came to me, she was convinced there was nothing on her resume that could help her land a corporate Financial Analyst role.

She was an international student working at the university's food court.

Her experience looked exactly how most people would describe that job:
• scanned food items
• processed payments
• counted cash
• closed the store

Her conclusion was simple:
“I don’t have any relevant skills to show.”

But the real problem was not the job.
The real problem was how the job was being positioned.

So we built a strategy around what she already had.

We focused on two things.

First, we turned her cashier role into a more analysis-heavy role by identifying opportunities inside the work she was already doing.

When a new food court manager joined, I encouraged her to step up and offer support beyond the cashier counter.

She began helping with:
• sales reporting
• transaction tracking
• basic forecasting support

As the manager began trusting her more, he handed over additional reporting work.

Second, we repositioned how her experience was presented.

Her resume originally said:
Cashier — University of Illinois Chicago

But the food court was operated by the food service contractor Aramark.

With her manager’s permission, we updated the role to reflect both the employer and the analytical responsibilities she had taken on.

Before:
Cashier — University of Illinois Chicago

After:
Cashier / Interim Reporting Analyst — Aramark (Food Services at UIC)

That small change completely shifted the narrative.

What looked like “just a cashier job” now showed someone stepping into reporting and operational analysis responsibilities.

Her resume began showing real business impact:

• Analyzed 500+ transactions daily and identified revenue trends across $20K+ monthly sales

• Flagged $1,100 in cash reconciliation discrepancies

• Reconciled $50K+ in transactions with 100% accuracy

• Reduced inventory returns from 19% to 8% using historical sales data

• Built a Power BI dashboard that helped leadership adjust staffing plans and save $14K in labor costs

The job itself did not change.

But the strategy behind how she used the role did.

She went on to land three interviews with companies like Goldman Sachs, Trader Joe’s and eventually secured an entry level Financial Analyst role at a regional bank.

Of course, she was transparent in interviews that this was an on-campus job.

What impressed the hiring manager most was how she stepped beyond the scope of her role to implement a concept she learned in her coursework. 

You do not always need a new job to become a stronger candidate.

Sometimes you need a strategy to turn the experience you already have into the profile companies are looking for.

If you’re a new grad worried that AI has eliminated your career before it even began, this should get your attention.

While many companies are quietly freezing entry-level hiring, IBM is planning to triple its entry-level hiring in the U.S. in 2026.


At a recent AI leadership summit, IBM’s CHRO Nickle LaMoreaux acknowledged that artificial intelligence can now handle much of the routine work junior employees used to do. 
Instead of eliminating those roles, IBM redesigned them.

Entry-level developers are spending less time on repetitive coding and more time working directly with customers.
Junior HR professionals are stepping in where chatbots fall short applying judgment, context, and human nuance.

The work didn’t disappear. It shifted.

There’s also a long-term business reality at play. 
If companies stop hiring early-career talent now, in a few years, they’ll have no internal pipeline to promote. 
That forces them to poach mid-level talent at a premium, a far more expensive strategy.

Cutting entry-level roles may look efficient in the short term. It weakens the bench in the long term.

For job seekers, this signals something important.

AI is changing tasks, not eliminating the need for talent. 
The advantage will go to those who build skills that complement automation, communication, client-facing problem-solving, decision-making, and adaptability.

The entry-level job of 2026 won’t look like the entry-level job of 2022.

But it will exist.
So now the question isn’t whether AI is replacing you. 
It’s whether you’re preparing for the version of the role that’s emerging.

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