Hassan W. Bhatti

Superhuman

Co-founder & board member

Next Wave NYC

A unique partnership of outstanding operators and tech founders, fostering collaboration, growth, and shared success in investing in the next generation of companies.

Before I was part of The Community Fund from 2020-2024.

Investment Partner 

Snow Angels

Deploying 7 figures every year in exciting start-ups

Founding Partner

Creative Destruction Lab

Mentoring startups in the Data, AI, and Compute space.

Associate Fellow

Various

- Incubated and co-founded Semantic Health (raised 6mm+ and secure multiple enterprise deals) and then successfully sold to AAPC
- Part of one major crypto project as a DAO member - Had a lot of fun and learned a lot
- Invested in few early stage companies across the globe 
- Restructured my family law firm and added a new tech corporate practice

Incubations & Investments

Snowflake

Joined Snowflake when they acquired my start-up CryptoNumerics. 

Worked across Product, Partnerships, and 0-1 BD focused on Data Marketplace, Data Monetization, and Native Apps.

Product & Partnerships - Data Marketplace 

CryptoNumerics

I got a chance to work with awesome people, build and sell an industry-defining product, and reshape data privacy & sensitive data usage at F1000 companies.

Co-Founder (Acq June 2020 by Snowflake)

Developed Canada's first deep-tech incubation and talent investment program. Notable examples from my portfolio: www.proteinqure.com and otilumionics.com

Venture Manager | Investments in Quantum Space 

Iris Automation Inc

Worked on everything from fund-raising to building the product beta.

Head of Growth (First biz hire)

Snowflake Data Marketplace| Co-founder@CN (acq Snowflake)| Investor@Communityfund| I share insights on building start-ups and personal growth

I love building companies. Over the years, I’ve started, scaled, and exited multiple ventures—some bootstrapped to multi-million ARR, others acquired by industry leaders like Snowflake (Cryptonumerics) and AAPC (Semantic Health). 

I was also fortunate to be part of Snowflake Pre-IPO to post-IPO growth phase - seeing what scaling looks like in the product and sales orgs. 

Right now, I’m deep in AI, co-running the world’s largest AI newsletter and launching new ventures at the intersection of AI and enterprise applications. 

I also invest actively—both through a fund and my own syndicate—backing founders who are building category-defining companies.

Always open to great conversations, whether it’s about building, investing, or the future of AI.

Key focus areas:
- Native Apps (2023-Present)
- Global Lead for HCLS Vertical (2021 - 2023)
- Data Monetization Product and 0-1 growth strategy  (2021 - 2022)
- Working across all industries (2020 - 2022)
- Launched EMEA and APAC (2020-2021)
- Cryptonumerics integration (2020)

Mike Krieger on how he went from "I can't believe we're still chatting with AI" to "more innovation will happen within chat..."


Watch the full episode here: youtu.be/8cxRM4m_3V8

Building | 2x exited founder (acq Snowflake) | x-Snowflake | Investor@Nextwave

Every business's data is unique and so are the problems that come with it.

On this episode of Superhuman AI Podcast we had Tim Delisle and Chris Crane of fiveonefour talk about how they're helping companies scale data-intensive applications by making data engineering more like software engineering 

Watch the full episode here: https://lnkd.in/gXHsqYAN

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —> 300+ placed at top companies.

Ranked #1 Career Coach Worldwide | Helping Senior ICs & People Leaders Land $200K-$500K Dream Jobs

Ready to grow your salary and land a role you actually love?

I've helped over 300 professionals break through salary ceilings and land life-changing positions at Google, OpenAI, Microsoft, LinkedIn, Apple, Nvidia, Amazon, and other top companies.

Here's what makes my approach different:

Most job seekers waste months applying to hundreds of jobs with no results. My clients land multiple offers in 6-12 weeks using "The Simple Success Method" - my distilled 5-step system that focuses only on what gets you hired. After 300+ successful placements, I've learned that executive-level results come from doing the RIGHT 5 things perfectly, not overwhelming yourself with complicated processes.

My track record speaks for itself:
✓ 300+ clients placed at dream companies  
✓ Average salary increase: 40-80%  
✓ 220M+ content views helping job seekers  
✓ Featured in Forbes, Fast Company, Business Insider  
✓ Built my own 7-figure business using these exact strategies  

What you get in Career Leap:
→ The Simple Success Method™ (my battle-tested 5-step system)  
→ 1:1 coaching sessions with me personally  
→ Exclusive access to proprietary AI job search tool  
→ Group coaching with other high-performers  
→ Private community of ambitious professionals  
→ Complete confidentiality throughout your search  

This isn't for everyone. I only work with senior-level individual contributors and people leaders who are serious about making a major career move and ready to invest in themselves.

My guarantee: If you don't land a $200K-$500K role within 90 days, we'll keep working with you until you do. That's how confident I am in this system.

More about me: Currently living in Chicago. I worked at LinkedIn for 4 years helping Fortune 500 companies hire top talent, then founded my own 7-figure recruiting start-up. Now I use that complete 360° perspective - platform insider knowledge + hiring expertise + entrepreneurial success - to help people land jobs they actually love.

Ready to transform your career?
  
Send me a DM with "CAREER LEAP" or book a free job search strategy call: https://lwspuk8wil4.typeform.com/to/LeHkspKC

P.S. - Spots are limited. I only take on a select group of professionals each month to ensure everyone gets the attention they deserve.

Reno Perry

The best career advice President Obama ever gave?

“Just learn how to get things done.”

Not “be the smartest in the room.”
Not “get another certification.”
Not “grind 80-hour weeks.”

Just get things done.

It sounds obvious.
But it’s rare.

Most people:
→ Overthink
→ Over-plan
→ Wait for permission
→ Get stuck in “polish mode”
→ Confuse motion with progress

And while they’re spinning, someone else executes.

That’s who moves up.
That’s who earns trust.
That’s who gets remembered.

Getting things done isn’t about being a robot.

It’s about being reliable.
It’s about following through.
It’s about making things happen.

Because perfection doesn’t build careers.
Progress does.

If you want to lead at any level…

Start with action.
Stay consistent.
Ship the work.

Be known as the person who gets it done.

The rest will follow.

Agree? disagree? 
Drop it in the comments below. 

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

(Video from LinkedIn News)

#1 for Career Coaching on LinkedIn. I help senior-level ICs & people leaders grow their salaries and land fulfilling $200K-$500K jobs —​> 300+ placed at top companies.

Confidence isn't built in your comfort zone.

It's earned one scary step at a time.

Shout out to Dr. Thomas Funke for this brilliant visual reminder.

After coaching 100s of professionals, I see the same pattern:

The people who land those $200k+ roles aren't always the most qualified.

They're the ones living in the learning zone.

Here's what each zone actually teaches you:

1. Comfort Zone
→ You feel safe, but nothing grows here
→ Your skills stay the same
→ Your opportunities stay limited

2. Fear Zone
→ This is where most people quit
→ Doubt creeps in. Others question you
→ But here's the secret: This zone is temporary

3. Learning Zone
→ You face real challenges
→ You build new skills that matter
→ You step forward instead of staying stuck

4. Growth Zone
→ You set goals that actually move the needle
→ You turn skills into measurable impact
→ Confidence starts flowing from action, not theory

5. Transformation Zone
→ You align work with purpose
→ You lead change instead of following it
→ You stop playing small

The breakthrough happens when you realize:

Confidence doesn't come from knowing everything.
It comes from trusting yourself to figure it out.

That promotion you want?
That leadership role calling your name?
That career pivot you keep postponing?

It's waiting for you in the learning zone.

Not when you feel ready.
Not when you have all the answers.

Right now.

The question isn't whether you're qualified.
It's whether you're willing to become qualified.

Every successful leader started exactly where you are.

Scared. 
Uncertain. 
But moving forward anyway.

Your next level is closer than you think.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

Just got rejected from that perfect role?

Good.

That "no" could have saved you from the wrong "yes."

I know it stings right now.

You prepared for weeks. 
Nailed the interviews. 
Connected with the team.

Then...nothing.

Here's what coaching hundreds of job seekers has taught me:

The best careers are built on rejection.

Not despite it. Because of it.

How to turn that "no" into better offers:

1. Ask what would've made the difference 
↳ Ask: "What would've made me the obvious choice?" 
↳ Get specific. Then go work on exactly that.

(you’ll get the generic response most of the time, but worth asking)

2. Stay in touch if you really like the company
↳ Send the hiring manager an update every few months. 
↳ I've had multiple clients get hired by companies that rejected them the first time.

3. Keep expanding your network 
↳ Add 3-5 senior people in your industry every week. 
↳ Many $200K-$500K roles get filled through conversations, not job boards.

4. Turn it into your story 
↳ That rejection becomes your strength later. 
↳ "I didn't get that role, learned X from the process, and used it to achieve Y."

5. Don't put all your energy into one opportunity 
↳ One opportunity = desperation. 
↳ Multiple opportunities = leverage.

The truth:

My client Sarah? 47 rejections. 
Then landed a perfect VP role at $400K.

Another client got rejected by Google. 
Now makes more and is more fulfilled at a startup he'd never heard of.

I regularly watch clients turn "no" into "yes, with a signing bonus."

Every rejection can teach you something. 

Every closed door points you to another path.

And most importantly:

Your value didn't decrease. 
Not even once.
Someone just couldn't see it yet.

The market is tough. 
But you're tougher.

Keep going.

If you're ready to turn rejections into $200K-$500K offers, DM me "PURPOSE" and let's talk about your next move.

A bad boss makes a great job feel like a dead end.
A great one will change your life.

Most of us have had both.

Coaching 100s of people into roles they loved 
has taught me that your manager matters more than: 

The company’s name.
The prestige.
The perks.

Because a great manager will:

✅ Open doors and networks you didn’t know existed
✅ Teach you how to advocate for yourself
✅ Protect your peace and your potential
✅ Turn “not ready” into “next in line”
✅ Help you earn more. Faster

The bad ones?

❌ Block your growth
❌ Undermine your ideas
❌ Erode your confidence
❌ Take credit for your work
❌ Convince you to play small

So, don’t just interview for roles.
Start interviewing for managers.

Ask them:

✅ How do you approach feedback and development?
✅ What's one win from someone you’ve mentored?
✅ How do you support your team’s growth?

Then, watch for red flags:

❌ Blame former employees
❌ Don’t ask about your goals
❌ They dominate the conversation

One great manager can reshape your confidence, 
career, and earning power.

So yes... benefits matter.

But the right person will take you further 
than any job title ever will.

Know someone who’s made that difference?

Tag them below. 👇

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

Bad_Manager_vs._Great_Manager

I see people spend 20 hours perfecting their resume.

Then blow the interview in 20 seconds.

After coaching 300+ professionals into $200K+ roles, I've seen the same pattern:

They know WHAT to say.
They don't know HOW to say it.

Here's the truth:
AI is a huge advantage for jobseekers.
It's replacing outdated interview prep.
Making it way better.

The people landing dream roles aren't smarter.
They're using AI to practice scenarios you'll actually face.

Take this prompt that helped a client land a VP role at Microsoft:

"My potential weakness is [X]. Create an authentic response that shows self-awareness, growth mindset, and proactive improvement. Include specific actions I've taken."

Or this one that generated a $40K higher offer:

"I'm interviewing for [role] at [company]. Market rate is $[X]. Generate 3 counter-offer data points and negotiation phrases that maintain the relationship while maximizing value."

These aren't generic templates.
They're precision tools for high-stakes conversations.

While others memorize canned answers, you're building dynamic responses.

While they hope for easy questions, you're ready for curveballs.

While they accept first offers, you're negotiating with data.

The gap between good and great isn't talent.
It's preparation.

And preparation is now 10x easier with AI.

Your competition is still using 2010 strategies for 2025 opportunities.

That's your advantage.

Every interview has predictable moments:
• The weakness question
• The salary discussion  
• The "why should we hire you"
• The cultural fit probe

Master these moments and you'll dramatically increase your chances of landing the offer.

That's exactly what we do in my Career Leap program.

I'm taking on 5 people this month who are serious about landing $200K-$500K roles using AI-driven prep that actually works.

If that's you: https://lnkd.in/gCKpEsYg

I can tell when someone's networking out of desperation.

So can everyone else.

Here's the pattern I see after coaching 300+ people:

Most people only reach out when they need something.

They lead with what they want, not what they offer.

They disappear the second they land a role.

Then 24 months later? They're back. And it's obvious.

Look - if you need a job right now, you still need to network. I get it.

But HOW you do it makes all the difference.

The people landing $200K+ roles (even when they're actively searching)?

They network differently.

They still give value even while asking for help.

They're genuinely curious about the other person.

They build real relationships, not transactional connections.

Things like:
→ Targeting weak ties (research shows 70% of jobs come through loose connections)
→ Asking for advice instead of "are you hiring?" (opens way more doors)
→ Mastering the 30-minute coffee chat framework that feels like a conversation, not an interview

I put together 10 specific strategies in the graphic below 👇

Whether you're happily employed or actively searching, these work.

The difference is: one group builds relationships as insurance. The other builds them as lifelines.

Both work. One's just a lot less stressful.

Start today: Pick 3 people you haven't talked to in 6+ months and send them something useful.

An article. A congrats on a win. A simple "thinking of you.”

No ask. Just value. 

That's how you build a network that's there when you actually need it.

Good people don’t quit jobs.

They quit environments that drain them.

Here’s what’s really driving them away:

➔ Toxic cultures
➔ Micromanagers
➔ Burnout schedules
➔ Lack of growth
➔ Feeling undervalued

7 ways companies can build a workplace 
people don’t want to leave:

1. Build Trust
↳ Trust is the foundation of any great team.
↳ Without it, people feel insecure and undervalued.

2. Foster Growth
↳ Offer opportunities for learning and development.
↳ Encourage employees to take on new challenges.

3. Show Appreciation
↳ Regularly acknowledge and reward contributions.
↳ A simple thank-you can go a long way.

4. Create a Positive Culture
↳ Promote a healthy work-life balance.
↳ Encourage collaboration and open communication.

5. Avoid Micromanagement
↳ Give employees the autonomy to do their jobs.
↳ Trust their expertise and judgment.

6. Prevent Burnout
↳ Monitor workloads and encourage breaks.
↳ Provide resources for mental health support.

7. Value Contributions
↳ Make sure everyone knows their work matters.
↳ Celebrate successes, big and small.

Great teams don’t just hire talent,
They create spaces where people thrive.

Bad environments push people out, no matter how good 
the job looks on paper.

Let’s build workplaces people don’t want to leave!

Reshare ♻️ to help someone in your network.
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You don’t get what you deserve.
You get what you negotiate.
And most people negotiate poorly.

Staying silent can cost you up to $1.5 million over your career.

After coaching hundreds of professionals into $200k+ roles, here’s what I’ve learned:

Most people don’t get underpaid because they lack experience.
They get underpaid because they use language that weakens their leverage.

One weak phrase can cost you $50k+ instantly…and that compounds over time.

❌ Lower raises
❌ Smaller bonuses
❌ Less equity

Your negotiation language sets the baseline for everything that follows.

If you catch yourself saying things like “I’m flexible on compensation,” stop right there.

Here are 3 powerful phrase swaps that changed the game for my clients:

❌ Never: “I just really need this job.”
✅ Instead: “I’m excited about the opportunity and want to ensure compensation aligns with the value I bring.”

❌ Never: “I’m currently making X at my job.”
✅ Instead: “Based on market data for similar roles, I’m seeing a range of X–Y. How does that align with your budget?”

❌ Never: “I’d be willing to take less to get started.”
✅ Instead: “I’m very interested in this position and would like to work together to finalize the compensation.”

See the difference?

You’re not being difficult.
You’re being clear.

You’re not demanding more.
You’re defining your worth.

Weak phrases cost you for decades.
Strong language changes everything.

Reshare ♻️ to help someone avoid leaving money on the table.
Follow me for proven scripts, templates, and negotiation strategies.

($1.5M stat source: Forbes & Business Insider)

The worst 6 words you can say at the end of a job interview:

"No, I think you covered everything."

When it's your turn to ask questions, the interview's just getting good.

But 90% of candidates get this part wrong. 

They waste this golden opportunity on generic questions.

Or worse... they have nothing prepared at all.

The questions you ask reveal more about you than any answer you give.

Smart questions show:
→ Strategic thinking
→ Genuine interest  
→ Professional maturity
→ Cultural awareness
→ Long-term vision

But here's the real secret:

The RIGHT questions help you avoid the WRONG jobs.

Think about it.

- 90,000 hours at work over your career
- 1/3 of your waking life
- Your mental health, growth, and happiness on the line

Yet most people spend more time researching their next phone than their next employer.

The best candidates flip the script.

They interview the company as much as the company interviews them.

Questions like:

"What do new hires usually find surprising after they start?"

"How is employee feedback gathered, and when has it led to real change?"

"What's something you wish more people asked about before joining?"

These aren't just questions.
They're strategic intel gathering.

Because the answers tell you:
- What they're hiding in the job description
- Whether leaders actually listen
- If the culture matches the marketing
- How much autonomy you'll really have
- Whether you'll thrive or just survive

Great companies love these questions.
Bad companies get uncomfortable.

That tells you everything you need to know.

Your interview questions are your preview of the next 5 years.
Make them count.

What question do you always ask in interviews?

Reshare ♻️ to help someone in your network.
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Top 12 Questions to Ask Your Job Interviewer

I stopped asking “What’s the culture like?” in job interviews.

Not because culture doesn’t matter.
It determines everything — your growth, confidence, stress, performance, and well-being.

I stopped asking it because it never reveals the truth.

Ask any hiring manager and you’ll hear the same three lines:

“Collaborative.”
“Innovative.”
“Like family.”

Vague. Rehearsed. Meaningless.

If you want real insight, you need questions that force specifics — not slogans.
Questions that uncover actual behavior, not branding.

Here are 12 that expose what it’s really like to work somewhere:

“What surprised new hires in their first 3 months?”
 ↳ Hesitation or generic answers = hidden chaos.

“Can you give me an example of someone who grew here?”
 ↳ They should name names, not speak in theory.

“What employee feedback turned into real changes?”
 ↳ No examples means your voice won’t matter.

“How are achievements celebrated here?”
 ↳ Only sales wins = limited recognition.

“How does the team encourage different viewpoints?”
 ↳ Buzzwords without action = fake inclusivity.

“What does professional development look like in practice?”
 ↳ Ask for budgets and examples, not promises.

“How does information flow between leadership and teams?”
 ↳ One-way communication kills trust.

“When did your values guide a tough decision?”
 ↳ If they can’t recall one, the values don’t matter.

“What’s changed since you started working here?”
 ↳ No change = stagnation.

“How can I understand how people think here?”
 ↳ Being caught off guard = culture isn’t intentional.

“What happens when someone makes a mistake?”
 ↳ Fear-based answers reveal toxicity instantly.

“What would your team say about you?”
 ↳ Discomfort here is a major red flag.

The best companies don’t have perfect answers.
But they do have leaders who:

- Lean forward when you ask
- Share specifics, not slogans
- Name real people and real examples
- Admit where they’re improving
- Aren’t threatened by honest conversations

The worst companies?

They hide behind mission statements.
They dodge specifics.
They get defensive.
They try to sound “fine.”

Remember: You’re not just interviewing for a job.
You’re interviewing for the next 2,000 hours of your life.

Ask the questions most people are too afraid to ask.
You deserve real answers.

What question would you add?

–

📌 P.S. If you’re interviewing right now and want help landing a better role and a healthier team environment, my Job Search Accelerator walks you through the exact system my clients use to get more interviews, evaluate companies clearly, and secure stronger offers.

If you want support, fill this out before we talk → https://lnkd.in/gHdjzb4d

6-figure offers don't go to the best candidates.

They go to the ones who follow a system, not luck.

Applying to jobs feels like shouting into a void.
Recruiters get 250+ applications for every role.

Your resume has 6 seconds to make an impact.
But there's a better way to stand out.

After helping 300+ professionals land amazing roles, 
I've noticed a pattern:

The most successful job seekers aren't 
using the same LinkedIn as everyone else.

They're using these 5 proven hacks that most people miss:

1️⃣ Your profile is your sales page, not your resume

Headline: Role + industry Focus + your Impact
About: Tell us who you are, what you do, why it matters
Featured: Showcase wins with real evidence

2️⃣ One good comment can outperform ten average posts

Comment on executives' content (they notice)
Add genuine insight to show your credibility.
Ask a thoughtful question to build a relationship

3️⃣ Consistency beats viral content every time

LinkedIn rewards weekly posters with 5X more 
profile views and 7X more connections. 

Your formula:

Start with a valuable insight
Add a quick personal example
End with a simple call-to-action

4️⃣ The DM template that gets 50%+ response rates:

"Hey [Name], I saw your post on [topic]. 
Really resonated with your take. 
I've worked on something similar, 
curious how your team is approaching [X] right now?"

5️⃣ The hidden "Open to Work" hack

Set your status to "Recruiters Only" - 
you'll get the algorithm boost 
without broadcasting to your network.

The job market has SERIOUSLY changed.
97% of recruiters find talent on LinkedIn, not job boards.

Most still apply the old way and remain invisible.
While others wait for luck to strike, you need to be creating your own opportunities.

These 5 hacks are your system for standing out.
→ Your strategy beats talent every time.

Reshare ♻️ to help someone in your network.
And give me a follow for more posts like this.

This right here is why I tell my coaching clients to spend as much time interviewing the manager as they do interviewing for the role.

The quality of your manager directly impacts your growth trajectory.

In my career, I've seen all three types:

1. Bad bosses who held me back, refusing to acknowledge my potential.

2. Good bosses who helped me grow within their organization, creating paths for me to learn new skills.

3. And great bosses who supported me even when my growth meant moving on. One even helped me network for my next role because she knew it was the right step for me.

When interviewing, ask these revealing questions:

↳ "How many people on your team have been promoted in the last year?"
↳ "Can you share an example of someone who left your team for a better opportunity?"
↳ "What's your philosophy on developing people who might eventually outgrow their roles?"

Their answers will tell you everything.

Remember: You're not just choosing a job, you're choosing a boss who will either accelerate or stall your career.

Who's had a great boss who encouraged their growth, even when it meant leaving?

——

Reshare ♻️ if you've been fortunate enough to work for a leader like this.
And follow me for more career advice like this.

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The Battle

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Reno Perry

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