I started my sales career at 11 years old, selling door-to-door snow removal services.

Since then, I’ve been obsessed with studying and applying the high performing strategies of world-class sellers. This eventually landed me an Account Executive role at Salesforce…where I hit a wall. A breaking point. My anxiety and stress had escalated to unsustainable levels and I considered quitting sales altogether.

That’s when I discovered Ian Koniak and Untap Your Sales Potential.

After working with Untap I became the #1 AE at Salesforce across the entire North American HLS business 2 years in a row, qualifying for President’s Club 2x. I was selected to join the Salesforce Excellence academy awarded to only the top 10% of AEs worldwide. Due to my performance I was chosen over 10,000 AEs to host the first globally distributed sales enablement podcast called “How I Won This”. 

I’ve closed over $10M in sales since working with UYSP. It’s allowed me to afford my dream wedding, honeymoon, and wonderful experiences for my family.  Most importantly, I got my life back. My stress and anxiety went down, my health got better, my relationships improved, and for the first time in a long time I felt confident in my sales career again.

Now as the CRO at UYSP, my goal is to impact hundreds of B2B tech sellers the same way I was. 

For the last three years I’ve talked to thousands of B2B sellers who feel unsupported, burnt out from the quota grind, or who are just not proud of how they’re showing up. That’s where we come in.

We help B2B Account Executives perform to their full potential by mastering their mindset, habits, and selling skills. 

To learn more, visit https://untapyoursalespotential.com

In 2026 my goal is to openly share the lessons, principles and strategies that have helped me become a high-performing seller over the past decade without sacrificing my health or happiness. 

Here is how you can engage with me: 

- Hit the “Follow” button on my profile for regular content on high performance, sales, and happiness (tap the bell icon for reminders)
- Send me a connection request with a note on how you found me or what caught your attention
- Subscribe to my podcast (featured) 

You can also contact me directly at:
	Personal: tanveer.mostafa35@gmail.com
	Business: tanveer@iankoniak.com

 Happy Selling 🙂

Tanveer Mostafa

Starting today, I'll be fasting the next 30 days from sunrise to sunset for the month of Ramadan. Last year was the first time I truly took it seriously and to say it was the most life-changing month of my life wouldn't be an exaggeration. 

I felt the most at peace I ever have, had the best career month I ever have, and felt the most connected I'd ever been to god and the people around me. That's why I'm excited as ever for this one. 

Now a lot of people might think that fasting is just no food and drink all day - but it's really a lot more than that. What many people don’t realize is that the true essence of Ramadan isn’t about deprivation, it’s about detachment. It’s a time to step away from material pursuits and worldly success, and instead reconnect with what truly matters: spirituality, generosity to those in need, and deepening your relationship with God.

It's a time for slowness, silence and stillness. For reflection and remembrance. 

The whole point of fasting is so that you quiet the mind. When you're not thinking about your next meal all the time, you have more space to truly go within. To truly let go and let god. 

This year my focus is on spending less time on my phone and more time reading. Less time filling the white space in those little pockets throughout the day and instead stepping back and giving myself the opportunity to embrace the silence of the moment. 

This is going to be a good one. Ramadan Mubarak to all my brothers and sisters.

CRO @ Untap Your Sales Potential | I write about sales, high-performance and happiness | Schedule your free sales strategy call with my team👇🏽

I'm at that stage of my life where I'm appreciating the small things much more than the big ones.

A warm cup of espresso
Slow mornings
Long walks
Sunny weather
The ability to run, jump and lift

I'm starting to believe that a rich life is just the sum of all these little things. Is it just me that feels that way?

Research suggests that 75%-90% of all doctor visits are prompted by issues caused or exacerbated by stress. The majority of that stress is work-related. 

I'm not surprised. I've faced a myriad of health issues in my endless pursuit of achievement. To be honest there were days where I've felt like I was one bad day away from a heart attack.

If you're a chronic high-achiever like me than you probably know what I'm talking about.

So what do you do, quit your job? Become a monk? Live in the woods?

While that can be tempting it's not realistic nor desired for most people. Instead, you want to focus on redefining your relationship with stress and increase your capacity to deal with it when it comes up. 

Here are 3 specific things I did to improve my relationship with stress.

1) Breathwork

It's magical what's possible with the simple power of your breath. You can go from feeling like the world is about to end to feeling like nothing can stop you within a matter of minutes. This really helped me slow down and tune into what was actually going on inside my mind, body and soul. 

Shoutout to my breathwork coach Kindra Fox 🦋 for starting me on this journey. Now it's a regular practice.

2) Surrender

This one's a hard one to wrap your head around but works wonders when you embrace it. This is a concept wherby you relinquish the idea that you can control the world around you. This was particularly difficult for me to accept given that as an achiever, I grew up feeling like I had to bend the universe to my will in order to "make things happen". 

In reality I experienced the best results in my life and career once I embraced surrender ie. letting go of expectations and attachments to outcomes. My focus on a day to day basis shifted from "what I was doing" to "who I was being".

For more on this checkout Michael Singer's and Dr. David Hawkins books (The Untethered Soul and Letting Go, The Pathway to Surrender). 

3) Turn down the volume

The world is too damn loud, now more than ever. Everywhere you look it's doom and gloom. On top of that, it's so easy to get distracted during a time where cheap dopamine is readily available to everyone at anytime with social media/porn/news etc. 

I started saying no more. Got tired of not being able to hear my own voice. Not giving myself space to sit with my feelings. I missed the days where I used to get lost in my thoughts.

By  routinely disconnecting (ie. deleting apps, social media, etc), taking more regular vacations (check out Douro valley below) and unplugging (music, self-help videos, and the like) I gave myself more time to sit with myself.

That time invited silence, stillness and slowness into my life which has helped me better navigate my stress when it comes up instead of suppressing it with digital escapism.

If you struggle with stress, don't try to do all of these 3 things at once. Commit to one. 

I promise you, your life will transform.

The people you look up to are not necessarily smarter than you, better than you or even more talented. They just have an almost delusional level of self-belief and an uncomfortable capacity to fail over and over and get back up again every single time. 

As Bruce Lee once said "do not pray for an easy life. pray for the strength to endure a difficult one". 

Embrace risk. Embrace failure. Embrace yourself and everything you know you're capable of. 

That's where all the gold is ladies and gentleman. 

Society rewards those who take big swings.

Those who win the battle for talent, win. The explosive growth of federal and defense tech has triggered an intense war for top-tier talent, fundamentally reshaping hiring strategies and industry dynamics. Companies are no longer just competing on product innovation—they're competing on their ability to attract, develop, and retain the right people.

But the solution isn’t as simple as just hiring the “best” talent. The reality is, the best talent has options. They’re not just looking for a job—they're looking for mission alignment, leadership they believe in, and a culture that enables them to thrive. This means companies need to shift their thinking. Instead of simply searching for great talent, they need to ask themselves:

- Are we positioned in a way that makes top talent want to choose us?

- Does our employer brand reflect the mission, challenge, and impact that high-caliber professionals are looking for?

- Are we structuring opportunities in a way that retains top performers once they’re inside the building?

In the fight for defense tech dominance, winning on talent isn’t just about who you hire—it’s about who wants to work for you in the first place. Those who figure this out will outpace the competition. Those who don’t will be left wondering why they can’t attract the people they need to scale.

Andrew Garcia

Below are companies currently hiring remote AE / BDR / SDR roles.

Most people will do the same thing:
• Click apply
 • Upload resume
 • Wait
 • Repeat 47 times
 • Wonder why nothing happens

That strategy fails because it treats job hunting like a lottery.

Remote roles are more competitive, not less. You’re no longer competing with people in your city. You’re competing with the entire country.

If you want to approach these roles like a professional, do this instead:

Step 1:
Don’t apply first. Research first.

Before you submit anything, understand:
1. What problem the company solves
2. Who they sell to
3. How/why they win deals
4. Who they lose to and why
5. What their reps are saying on RepVue
6. What customers are saying on G2

If you can’t talk about the business for 10 minutes, you’re not ready to apply.

Step 2:
Identify future peers.

Find 2–3 current SDRs or AEs on the team. Reach out intelligently. Not “Hi can you refer me?”

Ask specific questions that show you’ve done your homework.
Build insight before you build interest.
Your goal in networking is not to ask for a job.
It’s to gather intelligence.

Questions like:
1. What are the managers priorities for the team this quarter?
2. Who are the tops reps and why?
3. If you were going after this job, what would you do to be successful in the territory it covers? 
4. Why is the job open?
5. If you were interviewing for this job, what would be 1 think you would be sure to bring up that you know the hiring manager would appreciate?

Step 3:
Develop a point of view.

Once you understand the company and the role, create something tangible:
1. A territory approach
2. A sample prospecting sequence
3. A 30/60/90 plan
4. A breakdown of how you’d approach a named account

This immediately separates you from 95% of applicants.

Step 4:
Then contact the hiring manager.
Not with “I applied.”

With: “Based on my research and conversations with your team, here’s how I would approach this role.”

That changes the conversation from: “Why should we interview you?”
To: “When can you start?”

Remote jobs require more initiative, not less.

If you treat this like a structured sales campaign instead of a job application process, your odds change dramatically.

Approach it like a seller.

Because that’s what they’re hiring for.

If you need help doing this well. Check out the Pursuit app. This is exactly why we built it. 

To help people hunt for jobs in tech sales the same way you are expected to do the job. 

Reach out if you have any questions. 

Here are the roles - get after it.

SDR / BDR (Remote)
Huntress - SDR 
Orkes - SDR
Attentive - SDR
Smartling - BDR 
Saviynt - SDR

Entry-Level AE / Inside Sales (Remote)
Vonage - Inside Sales Account Executive 
Swiftly, Inc. - SMB Account Executive
Tekmetric - Account Executive
Acquia - Associate Account Executive
LINQ - Inside Sales Representative
Grafana Labs - Commercial AE

Getting people jobs in customer-facing tech roles | Defense Tech Talent | Teaching people how to pursue mastery in tech sales

When you apply to hundreds of jobs online and hear nothing back, it’s easy to assume the problem is your resume or your experience.

Most of the time, the real problem is the strategy.

The modern job market has quietly trained people to behave in a way that gives up agency over their own careers. Instead of intentionally pursuing opportunities, candidates fall into the habit of what I call **career roulette** — spinning the wheel hundreds of times and hoping one company happens to pick their number.

Click. Apply. Repeat.

What most people don’t realize is that every time you do this, you are essentially gambling with one of the most important decisions in your life: 

𝗬𝗼𝘂𝗿 𝗰𝗮𝗿𝗲𝗲𝗿.

And the odds are terrible.

Online job portals are flooded with thousands of applicants. Algorithms filter resumes. Hiring managers are overwhelmed. The result is predictable — sometimes it takes 50, 100, even 200 applications just to get one interview.

That’s not a strategy. That’s a lottery ticket.

The deeper issue is that this approach removes intentionality from your career. Instead of choosing where you want to go and building a path toward it, you’re letting chance determine where you end up.

A better approach is to treat the job hunt like a sales process.

Sales professionals don’t blast generic messages to thousands of companies and hope for the best. 

𝗧𝗵𝗲𝘆 𝗿𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝘁𝗵𝗲𝗶𝗿 𝗮𝗰𝗰𝗼𝘂𝗻𝘁𝘀, identify where real problems exist, and then reach out directly to the people responsible for solving those problems. 

They network with intentionality, learn the role, the business and the industry.

The same principles apply to getting interviews.

1. Research companies deeply.
2. Network with people on the team.
3. Understand the problems the role is meant to solve.
4. Then reach out directly to the hiring manager and show them — not just tell them — why you might be a good fit.

That approach requires more thought and more effort. But it restores something most candidates accidentally give away when they spray resumes everywhere:

𝗰𝗼𝗻𝘁𝗿𝗼𝗹 𝗼𝘃𝗲𝗿 𝘁𝗵𝗲𝗶𝗿 𝗼𝘄𝗻 𝗰𝗮𝗿𝗲𝗲𝗿.

The truth is simple.

If you gamble with your career, you’ll get random outcomes.

If you pursue it intentionally — through research, networking, and learning how to sell yourself — your odds change dramatically.

No alternative text description for this image

I drove Navy warships for over 7 years.

Warships.

Don’t tell me you can’t figure out how to translate your skills in the military to relevant jobs in the private sector.

I went on to be a successful account executive for 7 years.

--- | --- | ---

The problem veterans face in transition isn’t that they can’t explain what they did.

It’s that they don’t know what language to translate it into.
“I led sailors.”
“I drove tanks.”
“I planned missions.”

That’s accurate.
It’s just not relevant — yet.

Because tech sales hiring managers aren’t evaluating military cool-factor.

They’re evaluating:
Can you run a structured sales process?
Can you influence stakeholders?
Can you prepare and present at an executive level?
Can you operate under quota pressure?

The translation only works when you understand what matters in the job you’re pursuing.

Driving a ship isn’t compelling.

But planning complex operations in austere environments with cross-functional teams and briefing 2-star admirals?

That translates directly to:
:-: Building a deal strategy with internal partners.
:-: Preparing a proposal for a high profile client.
:-: Presenting to executive decision-makers (and handling objections).
:-: Operating with preparation and accountability.

Most veterans struggle because they haven’t studied the tech sales role deeply enough to know what to highlight.

They describe their past accurately.

They just don’t map it to commercial value.

Translation requires two things:
1. Clear understanding of what you did.
2. Clear understanding of what the employer values.

Most people only do the first.

If you want to break into tech sales, you must study the job.
- Learn the language.
- - Understand the sales process.
- - - Understand how deals actually move.
- - - -Then go back to your experience and extract the pieces that align.

Your background isn’t the issue.

The issue is whether you know how to connect it to revenue, performance, and business outcomes.

That’s the difference between “impressive story” and “hireable candidate.”

#InPursuit

“I’m a relationship person. I’d probably be good at sales.”
I hear this all the time.

And yes — being likable helps.

Being a strong communicator matters.

But relationships are not what separate elite sellers from average ones.

In fact, they’re probably not even in the top five.

The best sellers I know are obsessed with process.

They treat sales like a craft.

There’s a way to approach almost everything:
How you open a call
How you structure discovery
How you dissect pain
How you qualify
How you position
How you follow up

Take discovery, for example.
Most people think it’s just “asking good questions.”

It’s not.

It’s having a system for:
Peeling back the onion
Identifying root problems
Quantifying impact
Isolating the problem worth solving
Aligning stakeholders around it

Then coming back and saying:
“Based on what you shared, here’s the real issue we should focus on — and here’s why.”

That’s not personality.

That’s disciplined thinking.

Yes, you need communication skills.
Yes, you need to be relatable.

But sales is not about being the funny, charismatic person with good one-liners.

It’s about running a repeatable process under pressure.

The best sellers aren’t just good with people.

They’re good with structure.

And that’s a different skill entirely.

#InPursuit

undefined undefined

“I threw in one or two applications for big tech companies… and realized this is not the game and I don’t even know what the game is.”

That line came from one of our cohort members last week.

And it connects directly to something we talked about on day one: 

the integrity gap.

The integrity gap is the distance between who you want to become and who you are today.

It’s the space between:
– The career you say you want
– And the effort, clarity, and strategy you’re actually bringing

For many people in a job search, the integrity gap shows up like this:
<> They want a high-performance role.
<> They want to be taken seriously.
<> They want to compete at a high level.

But they’re playing a game they don’t understand.

Submitting applications without knowing how hiring decisions are made.

Talking about themselves in interviews without understanding what the company actually needs.

Listing skills and hoping something lands.

That’s not a talent issue. It’s a clarity issue.

If you don’t understand the game, you can’t close the gap.

When you walk into an interview and start describing your accomplishments without first getting context, you’re throwing darts in the dark. You’re assuming what matters.

A better approach is slower and more disciplined:
-- Ask what success looks like in the role.
---- Ask what problems the team is trying to solve.
------ Ask what separates top performers from average ones.

Now you’re not guessing. You’re aligning.
And alignment is how the integrity gap closes.

The same principle applies beyond interviews.

You can’t say you want to be excellent and then avoid uncomfortable conversations.

You can’t say you want a different life and then default to the easiest path.

The long way — the deliberate way — is often the real shortcut. It builds capability instead of just outcomes.

None of this is about hype or intensity. It’s about coherence.

Does your behavior match your ambition?

If you’re in a transition right now, that’s the real question.

Where is your integrity gap — and what would it look like to close it intentionally?

Highlight reel of the Week-1 Pursuit Cohort Lesson

Work's been crazy lately... and it has me thinking a lot about the tension of being a dad.

I feel like I have less time with them these days so the time I do have I have to make it count. 

But...

How do you be tough…
without being cold?

How do you build grit…
without crushing confidence?

How do you push them…
while making sure they always know you’re in their corner?

I’m working on it. I don’t get it right all the time.

But one place this shows up is at the chess board.

When we play, I never let them win.
Not because I need to prove something.
Not because I enjoy beating my kids.
I don’t let them win because, to me, that feels dishonest.

If I hand them a victory they didn’t earn, they may smile for a moment — but somewhere deep down, they’ll know. And when they face real competition one day, the world won’t soften the move for them.

So instead, I try to teach.
I point out why controlling the center matters.
I explain why that aggressive move leaves their king exposed.
I let them sit in the discomfort of losing a piece because they rushed.

And when they make a smart move, I stop and acknowledge it.
“That was disciplined.”
“That was patient.”
“You saw something there.”

I want them to feel the small wins.
The earned ones.

Because life is going to demand discipline. It’s going to demand emotional control. It’s going to require thinking two or three moves ahead.

At the same time, I never want them to confuse toughness with distance.

When the game ends and they lose — and they often do — I’m still right there. Encouraging. Replaying the board. Reminding them they’re getting better.

That’s the balance I’m trying to strike.
Firm, but loving.
Demanding, but present.
Honest, but encouraging.

I’m not perfect at it.
But I’d rather teach them how to think, how to lose, how to adjust — than give them a hollow win.

One day they’ll win for real.

And when they do, they’ll know they earned it.

But, today is not that day. 

I'm still crushing them in chess. I'll enjoy it while I can.

Most people trying to break into tech sales are learning a new language.

They read job descriptions filled with words like:
Discovery.
MEDDPICC.
Pipeline coverage.
Multi-threading.
Quota attainment.
Champion building.

And they nod… without actually knowing what those terms mean in practice.

That’s a problem.

Because in tech sales, vocabulary isn’t cosmetic.
It signals competence.

If you don’t understand the language of:
• Discovery & Qualification
• Objection Handling & Reframing
• Strategic Prospecting
• Territory & Account Planning
• Business Problems (not product features)
—you will struggle in interviews and even more on the job.

So we built something simple:
A Tech Sales Dictionary.

Clear definitions.
Plain language.
Real examples.
No fluff.

If you’re transitioning into tech sales, this should be bookmarked.

Because the fastest way to sound credible…

is to actually understand what you’re talking about.

It's free in the Pursuit app 

sign up at pursuit[.]vet

The question isn't: “Tell me about yourself.”
It’s : “Why should I pay attention to you?”

Interviewers aren’t asking for your life story.

They’re trying to make a fast decision:
 - Is this person worth investing the next 30–45 minutes in?

If your answer sounds generic, the interviewer makes a quiet decision almost immediately:
 - “Probably not.”

And once that mental downgrade happens, everything you say afterward gets filtered through it.

This is why the best candidates don’t treat this question like a biography.
They treat it like a headline.

A strong answer quickly establishes three things:
• Who you are professionally
• What you’re known for
• Why you’re relevant to this role

It should feel clear, structured, and intentional.

Not a rambling walk through your resume.

The first few minutes of an interview matter more than most candidates realize. 

Hiring managers often form a working judgment almost immediately, and the rest of the interview tends to confirm or challenge that first impression.

So the goal isn’t to say everything.

The goal is to make the interviewer think:
 - “Okay… this person is interesting. I want to hear more.”

If you can do that in the first 60–90 seconds, you’ve already done something most candidates never figure out.

“Dad, can we build a fort in the basement?”

“No, let’s go build one in the woods.”

It’s incredible how much pur joy this brought my son. 

Letting him cut down a tree with a hand saw and then using that tree to build a ladder to reach the top of the fort we were building this weekend.

- - - 

I love my work.

I truly love what I do building Pursuit and The Arena. 

Best job ever.

But in truth. 

I’m really doing it so I can have more times like these. 

Cutting down trees in the woods with my kids.



I spend all day talking to people looking for jobs.

Many of them looking for the dream job and trying to make the most money in the shortest period of time or with the least amount of work.

I get it. That’s my life philosophy also.

Work as little as possible to get the life you want.

It just so happens that at this stage in my life that means I have to work quite a bit in order to get the life I want.

But, the skills, services and products  I’m developing are the leverage that will flip the scales.

Spend more time doing the things that matter most.

- - - 

I tell people all the time. When you are looking for a job… ask less about what the pay is.

Ask more about what am I becoming if I take this job?

Am I becoming more skilled?
More capable?
More valuable?
Better at doing more work in less time?

- - - 

Think of work as the process in which you are able to develop and refine skills.

Think of skills as the leverage you have available to you to make the most money in the least amount of time.

Some skills are more valuable in the marketplace than other skills.

Cleaning windows is a skill.
The problem is the marketplace we live and work in has a set value on that skill.
Doctors have another set of skills.
Consultants have another etc. etc.

So if skills help you make more money faster.
And work is the process that helps you develop skills.

What work is going to help you develop the most valuable skills the fastest?

I believe learning how to take a stranger and get them to buy something from you is one of the most valuable skills you can learn. And you don’t need a phd to learn it.

Go out and find skills that give you more time to do the things that matter most.

Knowing the exact risks hiring managers evaluate can change the way you prepare, and land the job you want.


They Google “top 50 interview questions.”
They write scattered answers.
They rehearse a few stories.
They hope something overlaps.
That approach feels productive.
It’s not strategic.

Interviews aren’t random. They’re patterned.

Hiring managers aren’t asking isolated questions — they’re assessing risk.

After coaching a lot of entry-level candidates (many with zero sales experience), I’ve found there are really only 7 core risks being evaluated.

Everything else is a variation.

Here they are:

1️⃣ Fit & Intent

Risk: “Will this person stay, or are they experimenting?”

Variations:
 - Why sales?
 - Why this company?
 - Tell me about yourself.

2️⃣ Proof Without Sales Metrics

Risk: “What level of certainty do I have this person can perform even though they’ve never done this before?”

Variations:
 - Why should we hire you?
 - What makes you confident you’ll succeed?
 - What makes you a good fit?

3️⃣ Leadership

Risk: “When things get unclear, will this person step up or shrink back?”

Variations:
 - Tell me about a time you led.
 - Describe a time you influenced others.

4️⃣ Handling Pressure

Risk: “What happens when quota, rejection, or stress hits?”

Variations:
 - How do you handle pressure?
 - Tell me about a stressful situation.

5️⃣ Structured Thinking

Risk: “Can this person think clearly and communicate in an organized way?”

Variations:
 - Walk me through your first 30 days.
 - How would you approach this role?

6️⃣ Coachability

Risk: “If we invest time coaching this person, will they improve?”

Variations:
 - Tell me about tough feedback.
 - Describe a mistake you made.

7️⃣ Teamwork & Conflict

Risk: “Will this person create friction on my team?”

Variations:
 - Tell me about a conflict.
 - Describe a difficult teammate.

If you prepare by memorizing questions, you’ll always feel slightly surprised.

If you prepare by category, you control the room.

Especially if you have zero direct experience.

Because when you understand the risk behind the question, you can answer what they’re actually asking — not just what they said.

That shift alone changes how you’re perceived.

Preparation isn’t about having the perfect story.

It’s about reducing risk in real time.

If you’re preparing for interviews right now, stop collecting questions.

Start building categories.

---

I'm Andrew Garcia, I help people break in and pursue mastery in tech sales, and we are with them every step of the way for their entire career.

Interview Debrief: How Elite Candidates Improve

Most candidates treat interviews as one-time events.
They finish the interview...
and immediately move on.

Elite candidates do something different.
They run a post-interview debrief.
They ask themselves:
What questions caught me off guard?
Where did I lose clarity?
Which answers could be stronger?

Because interviews aren’t just evaluation moments.
They’re training sessions.

Every interview gives you feedback on:
• your clarity
• your structure
• your storytelling
• your confidence under pressure

The candidates who improve the fastest are the ones who review their performance immediately after the interview.
What’s the most challenging question you’ve been asked in an interview?

#Pursuit
#InterviewMastery
#InterviewTips
#CareerDevelopment
#JobSearch
#SalesCareers

taplio

The Battle

Tanveer Mostafa

Andrew Garcia

Followers

Posts

Engagements

Likes

Performance ScoreTanveer Mostafa's LinkedIn Performance

Performance ScoreAndrew Garcia's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Tanveer Mostafa

Andrew Garcia

Followers

Posts

Engagements

Likes

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

Performance ScoreAndrew Garcia's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreTanveer Mostafa's LinkedIn Performance