The Acceleration Guy - GTM Leader

** I do not accept cold invites without personalized message or context. **

Having helped more than 21000 students land jobs and internships, Yogi currently heads the GTM in Europe and India for Amaze.

Previous at Canva, enabled exponential growth at Canva by setting up their Campus Ambassador Program , Set up Innovative Engaging events and Institutional Partnerships with Colleges, Schools, Coworking Spaces, Incubators, and Accelerators.

Before as the founder of StartupSurge he has organised events to help startups to capture and polish their ventures

Some of our Coveted Events Have been

1. Mega Internship Fair 2017- Bangalore (1300+ Students, 83 Startups and 490+Openings).
2. NthPreneur, Unlocking Layers of Entrepreneurship a Summit to help discern the layers involved in setting up your venture.
3. Design-A-Thon, The hack-a-thon for design community.
4. City wide Job and Internship fairs at Bangalore, Namakkal, Karur. (Over 50000 students impacted)

You can email him at yogix@hey.com

𝗖𝗵𝗮𝗿𝗹𝗶𝗲 𝗠𝘂𝗻𝗴𝗲𝗿 𝗵𝗮𝗱 𝟯 𝗰𝗮𝗿𝗲𝗲𝗿 𝗿𝘂𝗹𝗲𝘀.
𝗜 𝗶𝗴𝗻𝗼𝗿𝗲𝗱 𝗮𝗹𝗹 𝘁𝗵𝗿𝗲𝗲 𝗳𝗼𝗿 𝘆𝗲𝗮𝗿𝘀.

✅ 𝗥𝘂𝗹𝗲 𝟭: 𝗗𝗼𝗻'𝘁 𝘀𝗲𝗹𝗹 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴 𝘆𝗼𝘂 𝘄𝗼𝘂𝗹𝗱𝗻'𝘁 𝗯𝘂𝘆 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳

Early in my GTM career, I pushed products I didn't believe in.
I knew weren't ready.
Watched clients struggle with what I sold them.
Hit my KPIs. Made decent money. Felt empty every day.

A client once asked me point blank: "Would you use this yourself?"
I didn't have an answer.
That's when I knew something had to change.

Now I apply the same filter to everything.

The tools I recommend. The content I create. The partnerships I pursue.
If I haven't used it, I don't push it.


✅ 𝗥𝘂𝗹𝗲 𝟮: 𝗗𝗼𝗻'𝘁 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗽𝗲𝗼𝗽𝗹𝗲 𝘆𝗼𝘂 𝗱𝗼𝗻'𝘁 𝗿𝗲𝘀𝗽𝗲𝗰𝘁
I stayed in roles under leaders I didn't respect.

Told myself the experience was worth it. That I'd learn what NOT to do.

Instead, I picked up habits that took years to unlearn.

I learned to avoid hard conversations. 
To optimize for optics over outcomes.
To play politics instead of solving problems.

Bad habits I had to unlearn later.

I ask harder questions. I talk to people who've worked for them. I trust my gut when something feels off.


✅ 𝗥𝘂𝗹𝗲 𝟯: 𝗢𝗻𝗹𝘆 𝘄𝗼𝗿𝗸 𝘄𝗶𝘁𝗵 𝗽𝗲𝗼𝗽𝗹𝗲 𝘆𝗼𝘂 𝗲𝗻𝗷𝗼𝘆
This one clicked when I was onboarded 115 creators for Canva's Evangelist program now Canvassador Program.

Skills mattered. But the ones who lasted weren't always the most talented.

If someone drained me in a 30-minute call, I knew they'd drain the whole team over 6 months.

I started asking myself: Would I want to be stuck in an airport with this person for 6 hours?

If the answer was no, I didn't hire them. No matter how talented.


Looking back, these rules sound obvious.

But when you're chasing titles or validation, you convince yourself the tradeoff is worth it.

It rarely is.

Which of these did you learn the hard way? 👇 

♻️ Repost or share this with someone who needs to hear this today.
🤝 Follow Yogi Gnanavel for more career insights that actually matter.

Yogi Gnanavel

Everyone quotes the 10,000 hours to mastery rule.
Nobody talks about this part: 👇🏻

Elite athletes spend 60% of their time recovering.
Not grinding. Recovering.

Let that sit for a second.



The best performers in the world rest more than they work.

But we’ve been sold a different story:
- More hours = more success
- Breaks = lazy
- Rest = losing

It’s complete bullshit.


What happens when you skip recovery:

❌Your decisions get sloppy.
❌Your creativity dies.
❌Your “productivity” becomes scrolling with extra steps.
❌You’re not executing. You’re just tired.



I have watched this play out constantly:

🛑The founder who hasn’t taken a real weekend in 8 months. Wonders why the ideas stopped coming.

🛑The operator clocking 70-hour weeks. Can’t figure out why nothing actually moves.

🛑The creator posting every single day. Burns out because “consistency” became a cage.

Same mistake every time.
Mistaking motion for progress.


Nobody wants to admit:

Your next breakthrough won’t come from another all-nighter.

It’ll show up after you finally stop and let your brain breathe.



Peak performance isn’t constant grinding.
It’s knowing when to sprint and when to step back.

Stop treating exhaustion like a badge.
Start building recovery into your operating system.



Those athletes spending 60% of their time recovering?

They’re not slacking off.
They’re setting up to win.
Your brain’s no different.



What would you actually change if you treated rest as strategy instead of something you “earn”?

No alternative text description for this image

In a few hours, I turn 35.
I don't know how to feel about it.

Part of me still feels like that 25-year-old who was just figuring things out.

Wide-eyed. Convinced there was endless time.

The other part looks back at the last decade and realizes how much has changed.

I got married. Built a career. Made mistakes. Learned from them. 
Started over more times than I can count.

Watched friends have kids, move across the country, build lives that look nothing like what we imagined at 25.

And somewhere in all of that, I tried to keep showing up.

Some days I did. Some days I just survived.
Some days I felt stuck and questioned everything.

Closing out 34, one thing keeps running through my head:

The uncertainty never goes away. You just get better at living with it.
The messy middle doesn't end. It just becomes your life.

And one day, I'll look back at 35 and miss it too.
The growth. The confusion. All of it.


I'll miss having these problems. Being in the thick of building. 
Still having so much runway ahead.

So instead of worrying about getting older, I'm choosing to actually live this year.

Not rushing to the next milestone.
Not waiting for things to feel settled. Just here.
In the uncomfortable, uncertain, still-becoming version of my life.

What would your future self tell you to appreciate about where you are right now? 👇 

Repost or share this with someone who needs to hear this today.

5 years later.
Same place. Different title. Same bullshit. 🔻 

You keep telling yourself it's different this time.
It's not. 🔻 

You're still in the same meetings.
Still dealing with the same politics.
Still hearing "we'll circle back on that."

And somehow you convinced yourself this is growth.

It's not growth.
It's a slow death you got comfortable with.

🔴 The truth you don't want to hear:

You're not stuck because they won't promote you.
You're stuck because you're too scared to stop running.

So you keep going.

More work.
More responsibilities.
3% raise.
Another meaningless title.
The wheel keeps spinning.

And you keep saying "just one more year."

What nobody absolutely nobody tells you:
The hamster wheel doesn't slow down.
You have to jump off.

And yeah, it's terrifying.
🟥  But you know what's more terrifying?

Waking up 5 years from now in the exact same spot.
Older. More tired. Still running.

So ask yourself:
If nothing changes, where will you be in 5 years?

Still here?
Still waiting?
Still telling yourself next year will be different?
Or will you finally stop running and start moving?

The choice is yours.
But the clock is ticking.

♻️ Repost this if you know someone who needs to see it. (Including yourself.)

The Acceleration Guy - GTM Leader - The hiring process is broken. I teach the systems to get hired faster |

𝙈𝙤𝙨𝙩 𝙘𝙖𝙣𝙙𝙞𝙙𝙖𝙩𝙚𝙨 𝙤𝙗𝙨𝙚𝙨𝙨 𝙤𝙫𝙚𝙧 𝙩𝙝𝙚𝙞𝙧 𝙖𝙣𝙨𝙬𝙚𝙧𝙨.
𝙃𝙞𝙧𝙞𝙣𝙜 𝙢𝙖𝙣𝙖𝙜𝙚𝙧𝙨 𝙗𝙖𝙧𝙚𝙡𝙮 𝙧𝙚𝙢𝙚𝙢𝙗𝙚𝙧 𝙩𝙝𝙚𝙢.

The moment you leave, someone says: "So... what do we think?"
Then silence.

Not because we're analyzing your answers.

Because we're trying to remember how we felt about you.

Sitting in these rooms I've watched this play out dozens of times.

We forget 80% of what you said within 10 minutes.


🟢 What sticks?

→ The energy you walked in with
→ Whether you asked questions that showed you cared
→ That moment you got genuinely excited about something
→ How you handled the question you didn't know


🤝 What we actually discuss after you leave:

→"Could I work with this person on a hard day?"
→"Did they seem curious or just prepared?"
→"Would they figure things out or wait to be told?"


❌ What we almost never discuss:

→Your perfect STAR answer.
→That accomplishment you rehearsed 50 times.
→The company mission statement you memorized.

The candidates who win aren't the most polished.
They're the ones who felt like a real conversation.
Not a performance.

♻️ Repost this if you know someone preparing for interviews right now.
➕ Follow Yogi Gnanavel to get hired in the next 30 days.

𝗧𝗵𝗲 𝗱𝗮𝘆 𝗜 𝗾𝘂𝗶𝘁 𝘁𝗿𝗮𝗱𝗶𝘁𝗶𝗼𝗻𝗮𝗹 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴, 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿 𝘁𝗼𝗼𝗸 𝗼𝗳𝗳.
👇

Used to show up at events, collect business cards, send those awkward "let's grab coffee" messages.

My LinkedIn connections went up.
My actual opportunities? Stayed flat.


So I tried something different.
Instead of chasing people, I made myself easy to find.

What changed:

✅→ 𝗜 𝗽𝗶𝗰𝗸𝗲𝗱 𝗼𝗻𝗲 𝘁𝗵𝗶𝗻𝗴 𝘁𝗼 𝗯𝗲 𝗸𝗻𝗼𝘄𝗻 𝗳𝗼𝗿

Not "marketing expert" or "growth strategist."
I became the person who helped 21,000+ candidates get hired through job fairs and systems.
When someone needs that, they search. They find me.

✅→ 𝗜 𝗽𝗼𝘀𝘁𝗲𝗱 𝘄𝗵𝗮𝘁 𝗜 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝗸𝗻𝗲𝘄

Every post became a signal to the right people.
The ones who needed my help found me. The rest scrolled past.
That's the whole point.

✅→ 𝗜 𝘀𝗵𝗼𝘄𝗲𝗱 𝘂𝗽 𝗯𝗲𝗳𝗼𝗿𝗲 𝗜 𝗻𝗲𝗲𝗱𝗲𝗱 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴

Joined communities. Left real comments. Had actual conversations.
Not to pitch. Just to be present.
When opportunities came up, I wasn't a stranger asking for favors.

✅→ 𝗜 𝗹𝗲𝘁 𝗺𝘆 𝗽𝗿𝗼𝗳𝗶𝗹𝗲 𝘄𝗼𝗿𝗸 𝗳𝗼𝗿 𝗺𝗲

Your headline and About section are working 24/7.
Most people treat them like a resume.
I treat mine like a storefront.

✅→ 𝗜 𝗴𝗮𝘃𝗲 𝗮𝘄𝗮𝘆 𝘄𝗵𝗮𝘁 𝗜 𝗸𝗻𝗲𝘄

Shared frameworks. Answered questions publicly.
Helped people I'd never meet.
Turns out generosity is the best visibility strategy.


The shift: Stop chasing 100 people hoping 5 respond.
Start attracting the 5 who already want what you offer.


What's made you more accessible in your career?

♻️ Repost or share this with someone who's tired of traditional networking.
🤝 Follow Yogi Gnanavel to build a network that actually works for you.

I turn 35 today.

I've owned the domain KarmicXchange for 8 years.

Renewed it every year. Built nothing on it.

The idea was a karma economy for communities. 
Track good deeds.
Turn kindness into something visible and redeemable.

I loved talking about it. Never shipped it.

For 6 months, I kept opening my laptop to build it. 
Staring at the screen. Closing it. 
Telling myself next weekend.

Last weekend, I joined 10 Day Hackathon by Half Baked Newsletter and bolt.new 

Deadlines fixed overthinking.
So I shipped version 1.

Not the karma economy. That's still too big for my current skills.

A gratitude journal instead. 
You log what you're grateful for. Earn points. 
Top 5 people redeem Amazon vouchers.

Smaller than my vision. But it exists.

8 years of renewing a domain. 6 months of staring at screens. 
One weekend of actually finishing something.

Today felt right to share it.

I needed a line in the sand. A marker between the version of me who collects ideas and the version who puts things into the world.

The app is live. Rough. Works.
If you try it, tell me what's broken.

35 years to get here. Not waiting another 8 for the next one.

♻️ Repost this if you've got a project collecting dust.
🤝 Follow me Yogi Gnanavel and 😺 Mana for more honest builder/career stories.

Thanks Eric Simons, John O'Keeffe and Darragh Lucey

Annual review season just wrapped up.
🔺 Cost of living up 15%.
🔻 Average raise? 3%.

HR called it "above average."
Because most people got 2%.

So the reward for staying loyal is losing purchasing power slightly slower than your coworkers.

That's not a raise.
That's a retention calculation.

Companies know exactly what inflation looks like.
They have entire finance teams tracking it in real time.

The 3% isn't ignorance.
It's a bet.
A bet that you won't leave.

That the job market feels too scary.
That you'll convince yourself "at least I have stability."

And honestly?

Most years they're right.
Because leaving feels risky.

Staying feels safe.
Even when staying means watching your paycheck shrink against rent, groceries, and gas.

The real delusion isn't the number.
It's the framing.

Calling a pay cut "above average" because everyone else got cut deeper.
That's not compensation.
That's corporate math designed to make you feel grateful for less.

The question isn't whether you deserve more.
It's whether you're willing to act like you do.

♻️ Repost or share this with someone who needs to hear this today.
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𝗜'𝘃𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄𝗲𝗱 𝟱𝟬𝟬+ 𝗽𝗲𝗼𝗽𝗹𝗲 𝗶𝗻 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿.

𝗧𝗵𝗲 𝗼𝗻𝗲𝘀 𝘄𝗵𝗼 𝗴𝗼𝘁 𝗽𝗿𝗼𝗺𝗼𝘁𝗲𝗱 𝘄𝗲𝗿𝗲𝗻'𝘁 𝘁𝗵𝗲 𝘀𝗺𝗮𝗿𝘁𝗲𝘀𝘁.

They just understood something most people miss.

𝗧𝗵𝗲𝘆 𝗸𝗻𝗲𝘄 𝗲𝗳𝗳𝗶𝗰𝗶𝗲𝗻𝗰𝘆 𝗯𝗲𝗮𝘁𝘀 𝗯𝘂𝘀𝘆𝗻𝗲𝘀𝘀 𝗲𝘃𝗲𝗿𝘆 𝘁𝗶𝗺𝗲.
❌ I watched brilliant people work 12-hour days and go nowhere. 
✅ The ones who moved up obsessed over output, not input. They asked "what moves the needle?" instead of "what keeps me occupied?"

𝗧𝗵𝗲𝘆 𝘁𝗿𝗲𝗮𝘁𝗲𝗱 𝗰𝗼𝗺𝗺𝗶𝘁𝗺𝗲𝗻𝘁𝘀 𝗹𝗶𝗸𝗲 𝗰𝘂𝗿𝗿𝗲𝗻𝗰𝘆.
✅ The fastest way to build trust is boring: do what you said you'd do, when you said you'd do it. 
Miss a deadline once and people forgive you. 
❌ Miss three and you're labeled unreliable forever.

𝗧𝗵𝗲𝘆 𝗻𝗲𝗴𝗼𝘁𝗶𝗮𝘁𝗲𝗱 𝘄𝗶𝘁𝗵 𝗱𝗮𝘁𝗮, 𝗻𝗼𝘁 𝗳𝗲𝗲𝗹𝗶𝗻𝗴𝘀.
❌ "I feel like I deserve a raise" gets you nowhere. 
✅ "I generated 40% more pipeline than target" gets you promoted. 

Stop negotiating with emotions. Start negotiating with receipts.


𝗧𝗵𝗲𝘆 𝗮𝘀𝗸𝗲𝗱 𝗳𝗼𝗿 𝗳𝗲𝗲𝗱𝗯𝗮𝗰𝗸 𝗹𝗶𝗸𝗲 𝗶𝘁 𝘄𝗮𝘀 𝗼𝘅𝘆𝗴𝗲𝗻.
❌ Most people hear feedback as criticism. 
✅ Top performers hear it as a shortcut. 

The people who ask "what could I have done better?" after every project are running those projects 2 years later.

𝗧𝗵𝗲 𝗴𝗮𝗽 𝗶𝘀𝗻'𝘁 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲. 𝗜𝘁'𝘀 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝗼𝗻.

You already know most of this. But knowing and doing are different games.

I put together 12 lessons that separate people who advance from people who plateau. These 4 hit hardest for me, but the full breakdown is in the image below.

Which one resonates with where you are right now?

♻️ Repost or share this with someone who needs to hear it.
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𝗧𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝗻 𝘆𝗼𝘂 𝗶𝗴𝗻𝗼𝗿𝗲, 𝗜𝘀 𝘁𝗵𝗲 𝗼𝗻𝗲 𝘀𝗮𝘃𝗶𝗻𝗴 𝘆𝗼𝘂.
👇 

🟩 They're on ChatGPT learning everything at 2x speed because they know they need to catch up fast.

Every meeting? Screenshot. 
Every detail? Noted. 

They care about getting it right.

And you know what's wild?

They catch the typo in the final deck that five people missed. 
The one that would've gone to the CEO.

🟩 They remember who likes which coffee. 

Not because they have to. 
Because they actually pay attention.

When they ask "why do we do it this way?" we get uncomfortable. 

But maybe we should listen. 
Maybe our processes are outdated and we're just too comfortable to admit it.
Fresh eyes see patterns we've trained ourselves to ignore.

They're first to arrive, last to leave. 

🟩 Trying to prove themselves in a system that's already decided they're just "the intern."

They mess up. 
Fix it. 
Learn. 
Repeat. 
No complaints. No drama.

🟩 You know what else?

They make their managers look smart. 
All that invisible work? 
The formatting at midnight? 
The messy notes turned into clear docs? 
That's them holding things together while learning everything from scratch.

🟩 By week 2, they know everyone's name. 

Meanwhile, the senior folks still can't remember the new hire from last month.
They bring solutions we haven't thought of. 

Not because they're smarter. 
Because they haven't learned to say "that's how we've always done it."

They step up when no one's watching. 
Because that's who they are.

𝗦𝘁𝗼𝗽 𝘁𝗿𝗲𝗮𝘁𝗶𝗻𝗴 𝗶𝗻𝘁𝗲𝗿𝗻𝘀 𝗹𝗶𝗸𝗲 𝗰𝗼𝗳𝗳𝗲𝗲 𝗿𝘂𝗻𝗻𝗲𝗿𝘀.

They're the ones keeping your team organized while everyone else is too busy to notice.

𝗔𝗜 𝗶𝘀 𝗰𝗼𝗺𝗶𝗻𝗴 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝗷𝗼𝗯.
𝗕𝘂𝘁 𝗳𝗶𝗿𝘀𝘁, 𝗶𝘁 𝗻𝗲𝗲𝗱𝘀 𝘁𝗼 𝘀𝘂𝗿𝘃𝗶𝘃𝗲 𝘁𝗵𝗲 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄 𝗽𝗿𝗼𝗰𝗲𝘀𝘀.


1️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟭: 𝗛𝗥 𝘀𝗰𝗿𝗲𝗲𝗻𝗶𝗻𝗴
"Tell me about yourself in 30 seconds."
AI: generates 47-page autobiography


2️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟮: 𝗛𝗶𝗿𝗶𝗻𝗴 𝗺𝗮𝗻𝗮𝗴𝗲𝗿
"Where do you see yourself in 5 years?"
AI: calculates probability matrices for 10,000 scenarios


3️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟯: 𝗧𝗲𝗮𝗺 𝗹𝗲𝗮𝗱
"Describe a time you failed."
AI: 404 error - failure.exe not found


4️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟰: 𝗦𝗲𝗻𝗶𝗼𝗿 𝗹𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽
"Why do you want to work here?"
AI: pulls up company's last 10 years of financial data


5️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟱: 𝗖𝘂𝗹𝘁𝘂𝗿𝗲 𝗳𝗶𝘁
"What's your biggest weakness?"
AI: "I don't have emotions and I'm powered by electricity."


6️⃣ 𝗥𝗼𝘂𝗻𝗱 𝟲: 𝗧𝗵𝗲 𝗽𝗮𝗻𝗲𝗹
5 people asking the same questions from rounds 1-5.
AI: shuts down from redundancy overload


Your job is safe.
Not because AI can't do it.

But because AI can't pretend to be excited about "synergy" for 6 hours straight.

The robots will wait.

♻️ Repost this if you've survived more interview rounds than ChatGPT has tokens.
🤝 Follow Yogi Gnanavel for career insights that don't require 6 rounds of approval.

AI is coming for your job but wait it needs to survive the interview process.

The hiring game changed.
And most people are still playing by 2019 rules.

Google gets 3 million applications a year.

Most have degrees.
Most get rejected.

The credential economy broke.

Everyone has the same qualifications.
Everyone looks identical on paper.

Companies stopped hiring resumes.
They started hiring proof.


🎖️What hiring managers ask now:

→ Can you solve problems?
→ Can you finish what you start?
→ Can you show me evidence?

Without proof, you're fighting an uphill battle.


𝟯 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼 𝗽𝗿𝗼𝗷𝗲𝗰𝘁𝘀 𝘁𝗵𝗮𝘁 𝗮𝗰𝘁𝘂𝗮𝗹𝗹𝘆 𝘄𝗼𝗿𝗸:

1️⃣ 𝗣𝗿𝗼𝗯𝗹𝗲𝗺-𝗦𝗼𝗹𝘃𝗲𝗿 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀

Template: [Broken metric] → [What you built] → [New metric]

Example:
"Email opens stuck at 18% → Rewrote subject framework, tested 47 variations → Hit 34% in 6 weeks"

2️⃣ 𝗦𝗲𝗹𝗳-𝗦𝘁𝗮𝗿𝘁𝗲𝗱 𝗣𝗿𝗼𝗷𝗲𝗰𝘁𝘀

Prove initiative without needing permission.

Developer: "Built Chrome extension for job applications → 200+ downloads"

Writer: "Weekly SaaS newsletter → 1,200 subscribers in 4 months"
Analyst: "Tracked 500 LinkedIn posts → Published findings, 18K views"

Pick something you'll finish in 2-4 weeks.

3️⃣ 𝗣𝗿𝗼𝗰𝗲𝘀𝘀 𝗗𝗼𝗰𝘂𝗺𝗲𝗻𝘁𝗮𝘁𝗶𝗼𝗻

Show your thinking, not just outcomes.

Post weekly updates on LinkedIn:
• Problems you're solving
• What you're testing
• Results you're getting

Save everything in a Notion page.
Link it in applications.


✅ 𝗪𝗵𝗲𝗿𝗲 𝘁𝗼 𝗯𝘂𝗶𝗹𝗱 𝘆𝗼𝘂𝗿 𝗽𝗼𝗿𝘁𝗳𝗼𝗹𝗶𝗼:

🎾 Quick start (15 minutes):
Notion page with 3 projects. Make it public. Done.

🎾 Better impression (2 hours):
Carrd.co for a simple one-page site.

🎾 Role-specific:
Developers → GitHub with clean READMEs
Designers → Behance with case studies
Writers → Medium or Substack

Add the link to your LinkedIn headline, resume header, and every application.

Hiring managers trust proof over promises.
Your next employer cares less about where you studied.

More about what you've actually built.
What's going in your portfolio first?

♻️ Repost this with someone who's struggling with their job search.
🤝 Follow Yogi Gnanavel to get hired in the next 30 days.

Naval Ravikant said something about careers that most people scroll past.

Stop competing. Start being weird.

1️⃣ I used to be the guy who planned everything. 

Projects, launches, ideas - all stuck in my head for months. Years, sometimes. 

Then I joined a hackathon on a random weekend. 

Built a gratitude app. Combined journaling with gamification and Amazon vouchers for top users. 

Weird? Absolutely. But I shipped it.

That app taught me what Naval already knew: 

✅ 𝗬𝗼𝘂𝗿 𝘀𝘁𝗿𝗮𝗻𝗴𝗲 𝗰𝗼𝗺𝗯𝗶𝗻𝗮𝘁𝗶𝗼𝗻 𝗶𝘀 𝘁𝗵𝗲 𝗽𝗼𝗶𝗻𝘁. 


2️⃣ Most job seekers hide their weird mix of skills. They sand down the edges to fit some imagined "ideal candidate" template.

But after sitting across from 500+ candidates as a hiring manager, I can tell you what actually stands out.

It's not the perfect resume. It's the person who built something nobody else thought to build.

The one who combined psychology with coding. Who mixed finance with design. Who took their oddball interests and made something real.

✅ 𝗡𝗮𝘃𝗮𝗹 𝗰𝗮𝗹𝗹𝘀 𝘁𝗵𝗶𝘀 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰 𝗸𝗻𝗼𝘄𝗹𝗲𝗱𝗴𝗲. 𝗧𝗵𝗲 𝘀𝘁𝘂𝗳𝗳 𝘆𝗼𝘂 𝗰𝗮𝗻'𝘁 𝗹𝗲𝗮𝗿𝗻 𝗳𝗿𝗼𝗺 𝗮 𝗰𝗼𝘂𝗿𝘀𝗲. 𝗢𝗻𝗹𝘆 𝗳𝗿𝗼𝗺 𝗼𝗯𝘀𝗲𝘀𝘀𝗶𝗼𝗻.



3️⃣ The fastest hires aren't the most qualified. They're the ones who built relationships before they needed a job. 

Who showed up and contributed when there was nothing to gain. 

✅ 𝗥𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗰𝗼𝗺𝗽𝗼𝘂𝗻𝗱. 𝗔𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻𝘀 𝗱𝗼𝗻'𝘁.


I've owned my domain for 8 years. Built in public. 
Showed up consistently even when nobody was watching.

That history matters more than any bullet point on a resume.

Your resume won't make you unforgettable. 
Building something only you could build will.

♻️ Repost this if you're done playing it safe.
🤝 Follow me (Yogi Gnanavel) for more on building a career that's actually yours.

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