Assessing Career Options

I turned down a CXO offer. Here’s why. A few weeks ago, I was offered a CXO role at a notable public company. The compensation was significantly higher than what I earned at Google DeepMind. It might sound insane, but I still said no. (𝘙𝘦𝘨𝘳𝘦𝘵𝘴? 𝘈𝘣𝘴𝘰𝘭𝘶𝘵𝘦𝘭𝘺, 𝘣𝘶𝘵 𝘰𝘯𝘭𝘺 𝘪𝘯 𝘣𝘳𝘪𝘦𝘧, 𝘴𝘸𝘦𝘢𝘵𝘺 𝘦𝘱𝘪𝘴𝘰𝘥𝘦𝘴 𝘢𝘵 3𝘢𝘮 😅 ) It was a particularly difficult decision for me because I was really excited about the company’s mission. But the role came with what I considered to be an unsolvable problem: given the way that the org was setup, I would have had to build AI from an ivory tower, completely disconnected from engineering, product and execution. If there is one think that my experience as an AI leader has taught me, over and over again, that this model just doesn’t work. Unless you're an AI lab, you can't build impactful AI in isolation. You actually need: 1. Direct collaboration with engineering 2. The opex to build the right org, not just a research pod 3. Product influence and the ability to influence the roadmap 4. Accountability to real outcomes (not just citations) 5. KPIs tied to business value, not vanity metrics (like paper count) 6. Credibility and access at the board level Even in 2025, most companies still don’t understand that without all of these things, they might build cool demos, but not scalable systems or real impact. Have you ever turned down a job you were excited about because you knew you were set for failure from the get-go? #CareerDecisions #Leadership #HardChoices #AI

7 Salary Range Signals Hidden in Every Job Posting (Leverage Them To Double Your Raise!): 1. Title & Level Codes = Band Clues Recruiters don’t always post the number. But they do reveal the level. For example: Associate, Junior & Entry: lower bands Senior, Staff, Principal & Lead: upper bands If the level sits above your last role? Anchor towards the upper half of market for your location. 2. Scope Words Hint At The Top Of The Band Comp follows responsibility. Scope words tell you how high to aim. For example: “Own the roadmap”, “Define strategy”, “Manage budget” can be indicators of high-level scope. Reporting and leadership scope also count. Does the role report to upper management? How many people are under this roles leadership? Each scope signal pushes you closer to the top of the band. 3. Comp Structure Words Tell You Base Vs. Variable The split changes your take-home (and your ask). Look for terms like: OTE: base is often 50–70% Annual bonus target: often 10–20% Equity: RSUs/ options This information can help you leverage salary negotiation if the company won't budge on your ask. 4. Geographic Pay Band The same role in a different location can have a different pay band, too. For example: Remote roles: pay varies by location Hybrid roles: higher bands are usually in NYC and SF areas Anchor using the highest-cost location in their footprint if you’re in a similar band. 5. Scarcity & Burden = Premium Hard-to-find skills or tough schedules usually pay more. Here's the signals you should look for: Security clearance: usually a regulated industry On-call: might ask for nights/weekends or 30–50 % travel Niche stacks: e.g., SAP, Snowflake, CUDA, Rus Move your ask up or request a stipend. 6. Company Stage Stage hints at how much from your compensation package is cash vs. equity. Early-stage: lower cash, bigger equity Growth-stage: balanced Public: stronger base + RSUs + structured bonus If cash is light, price the equity to bump up your compensation package. 7. Wording That Can Hint Budget Struggling to get a number from the recruiter or the hiring manager? Go back to the job description. “DOE,” “competitive pay,” “lean team” are often used for lower cash. “Transparent bands,” “15 % bonus,” “annual RSUs” are often higher cash. 📊 Want to turn job descriptions into negotiation strategies that generate a $44k raise? 👉 Book a free 30-min Clarity Call and we’ll build your negotiation game plan: https://lnkd.in/gdysHr-r

My client turned down a $500,000 job offer— and it was the best decision they ever made. Yes, you read that right. A few months ago, a client of mine declined a half-a-million-dollar salary from a leading tech giant. Crazy? Maybe. But here's why they did it. The offer was tempting: - Prestigious title - Massive team to lead - An impressive paycheck But as they dug deeper during the interviews, red flags started to appear. They spoke with current employees about the work culture. The responses were... alarming. - "Long hours are the norm." - "Work-life balance? What's that?" - "High turnover rate lately." They realized that no amount of money could compensate for a toxic environment. Meanwhile, another company caught their eye. A smaller firm with a mission that resonated deeply. They valued: - Innovation over bureaucracy - Employee well-being - Collaborative culture The offer was $150K less, but the potential for impact was immeasurable. They took the leap. Since then, they've: - Built a team that feels like family - Launched projects they're genuinely proud of - Found joy in their work again Money is important, but it's not everything. Your well-being, passion, and the impact you make—those are priceless. Don't chase the highest offer; chase the right one. Have you ever made a tough career choice that others thought was crazy?

How to move from “doing your job” to feeling inspired by it? Here’s my framework for building a career that creates impact + fulfillment. 𝟲 𝗦𝘁𝗲𝗽𝘀 𝘁𝗼 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗮 𝗛𝗶𝗴𝗵-𝗜𝗺𝗽𝗮𝗰𝘁 𝗖𝗮𝗿𝗲𝗲𝗿.👇 1️⃣ 𝗗𝗲𝗳𝗶𝗻𝗲 𝗣𝘂𝗿𝗽𝗼𝘀𝗲 ↳What drives you beyond the paycheck? Define your "why." ↳Create a strong purpose statement to inspire you. 2️⃣ 𝗖𝗿𝗮𝗳𝘁 𝗮 𝗩𝗶𝘀𝗶𝗼𝗻 ↳Think long-term! This gives you direction and helps you prioritize what's important. ↳Set short and long-term goals. 3️⃣ 𝗕𝘂𝗶𝗹𝗱 𝗬𝗼𝘂𝗿 𝗥𝗼𝗮𝗱𝗺𝗮𝗽 ↳Work out the  milestones and map out steps / actions. ↳Keep yourself accountable but stay flexible—you may adjust as you learn and grow. 4️⃣ 𝗘𝗹𝗶𝗺𝗶𝗻𝗮𝘁𝗲 𝗟𝗶𝗺𝗶𝘁𝗶𝗻𝗴 𝗕𝗲𝗹𝗶𝗲𝗳𝘀 ↳Challenge any beliefs that make you feel unqualified or unworthy of your ambitions. ↳Self-coach or work with a mentor to overcome these. 5️⃣ 𝗗𝗲𝘃𝗲𝗹𝗼𝗽 𝗜𝗻𝗳𝗹𝘂𝗲𝗻𝗰𝗲 & 𝗟𝗲𝗮𝗱𝗲𝗿𝘀𝗵𝗶𝗽 ↳To make an impact, grow as a leader. ↳Build credibility in the market as the "go-to" value-creator. 6️⃣ 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗕𝗿𝗮𝗻𝗱 & 𝗡𝗲𝘁𝘄𝗼𝗿𝗸 ↳Create a differentiated value proposition. ↳Invest in your warm network and build new networks that support your purpose and vision. When we have full clarity on the impact we want to make and how to make it, we are motivated and inspired daily. ✅ If you're at a career cross-roads, send me a message and let's discuss. ✅ I've coached 300+ professionals, helping them navigate their careers with purpose + impact. --- ♻ Repost to help your network.

I didn’t know that I could negotiate more than my salary. Don’t limit negotiations to salary alone. Other components of a job offer that can provide additional value: Bonuses A structured bonus can significantly boost your earnings, rewarding you for achieving specific performance targets. Equity Equity can offer substantial financial rewards in the long-term, though it carries a higher risk compared to fixed income. Paid Time Off More paid time off can improve your quality of life and provide you with well-deserved breaks. Job Title An enhanced job title can increase your professional standing and open up future career opportunities. Professional Development Seek opportunities for the company to fund your professional development through courses or certifications, enhancing your skills and career prospects. Flexible Working Conditions Negotiating the flexibility to work remotely or adjust your working hours can lead to a better balance between work and personal life. Consider these negotiation options to maximize your total compensation and job satisfaction. What have you negotiated or wish you had negotiated before accepting a new role?

𝐌𝐨𝐬𝐭 𝐬𝐭𝐮𝐝𝐞𝐧𝐭𝐬 𝐝𝐨𝐧’𝐭 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐢𝐧 𝐢𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞𝐲 𝐥𝐚𝐜𝐤 𝐤𝐧𝐨𝐰𝐥𝐞𝐝𝐠𝐞… 𝐓𝐡𝐞𝐲 𝐬𝐭𝐫𝐮𝐠𝐠𝐥𝐞 𝐛𝐞𝐜𝐚𝐮𝐬𝐞 𝐭𝐡𝐞𝐲 𝐥𝐚𝐜𝐤 𝐜𝐥𝐚𝐫𝐢𝐭𝐲. In almost every academic or study-visa prep session, I ask one question: “𝑾𝒉𝒚 𝒅𝒊𝒅 𝒚𝒐𝒖 𝒄𝒉𝒐𝒐𝒔𝒆 𝒕𝒉𝒊𝒔 𝒑𝒓𝒐𝒈𝒓𝒂𝒎?” And the most common answer is: “𝘉𝘦𝘤𝘢𝘶𝘴𝘦 𝘵𝘩𝘦𝘳𝘦 𝘢𝘳𝘦 𝘴𝘰 𝘮𝘢𝘯𝘺 𝘰𝘱𝘱𝘰𝘳𝘵𝘶𝘯𝘪𝘵𝘪𝘦𝘴 𝘪𝘯 𝘵𝘩𝘪𝘴 𝘧𝘪𝘦𝘭𝘥 𝘳𝘪𝘨𝘩𝘵 𝘯𝘰𝘸.” But when I ask the real question “𝑾𝒉𝒂𝒕 𝒐𝒖𝒕𝒄𝒐𝒎𝒆 𝒅𝒐 𝒚𝒐𝒖 𝒘𝒂𝒏𝒕 𝒇𝒓𝒐𝒎 𝒕𝒉𝒊𝒔 𝒑𝒓𝒐𝒈𝒓𝒂𝒎?” everything becomes blurry. And that lack of clarity shows up everywhere: • in how they speak, • in the confidence they project, • and in their ability to convince an interviewer they’re truly ready. Here’s the truth: 𝐓𝐫𝐞𝐧𝐝𝐬 𝐝𝐨𝐧’𝐭 𝐛𝐮𝐢𝐥𝐝 𝐜𝐚𝐫𝐞𝐞𝐫𝐬. 𝐂𝐥𝐚𝐫𝐢𝐭𝐲 𝐝𝐨𝐞𝐬. When you don’t know where this program is taking you, even the best opportunities can feel confusing. ⭐ 𝐀 𝐬𝐢𝐦𝐩𝐥𝐞 𝐚𝐜𝐭𝐢𝐯𝐢𝐭𝐲 𝐭𝐨 𝐠𝐚𝐢𝐧 𝐜𝐥𝐚𝐫𝐢𝐭𝐲 (𝐝𝐨 𝐭𝐡𝐢𝐬 𝐭𝐨𝐝𝐚𝐲) 1. 𝐖𝐫𝐢𝐭𝐞 𝐝𝐨𝐰𝐧 𝐭𝐡𝐞 𝐩𝐫𝐨𝐠𝐫𝐚𝐦 𝐲𝐨𝐮’𝐫𝐞 𝐜𝐡𝐨𝐨𝐬𝐢𝐧𝐠 (𝐨𝐫 𝐡𝐚𝐯𝐞 𝐜𝐡𝐨𝐬𝐞𝐧). Just one line. 2. 𝐀𝐧𝐬𝐰𝐞𝐫 𝐭𝐡𝐢𝐬: “𝐖𝐡𝐚𝐭 𝐩𝐫𝐨𝐛𝐥𝐞𝐦 𝐢𝐧 𝐭𝐡𝐞 𝐢𝐧𝐝𝐮𝐬𝐭𝐫𝐲 𝐞𝐱𝐜𝐢𝐭𝐞𝐬 𝐦𝐞 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭?” This reveals your interest & not the trend. 3. 𝐀𝐬𝐤: “𝐖𝐡𝐨 𝐝𝐨 𝐈 𝐰𝐚𝐧𝐭 𝐭𝐨 𝐛𝐞𝐜𝐨𝐦𝐞 𝐚𝐟𝐭𝐞𝐫 𝐭𝐡𝐢𝐬?” A role, a skill set, a professional identity. 4. 𝐃𝐞𝐟𝐢𝐧𝐞 𝐨𝐧𝐞 𝐨𝐮𝐭𝐜𝐨𝐦𝐞 𝐲𝐨𝐮 𝐰𝐚𝐧𝐭 𝐰𝐢𝐭𝐡𝐢𝐧 2–3 𝐲𝐞𝐚𝐫𝐬 𝐚𝐟𝐭𝐞𝐫 𝐠𝐫𝐚𝐝𝐮𝐚𝐭𝐢𝐧𝐠. Make it specific and personal. 5. 𝐀𝐥𝐢𝐠𝐧 𝐲𝐨𝐮𝐫 𝐜𝐨𝐮𝐫𝐬𝐞𝐰𝐨𝐫𝐤, 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬, 𝐢𝐧𝐭𝐞𝐫𝐧𝐬𝐡𝐢𝐩𝐬, 𝐚𝐧𝐝 𝐧𝐞𝐭𝐰𝐨𝐫𝐤𝐢𝐧𝐠 𝐭𝐨 𝐭𝐡𝐢𝐬 𝐨𝐮𝐭𝐜𝐨𝐦𝐞. That’s how clarity turns into action. Clarity builds confidence. Confidence shapes your voice. Your voice shapes your opportunities. #careerclarity #studyabroad #mindset #careercoaching #studentsuccess

Legal education is not just about memorizing specific cases or statutes. It's about processing a mountain of information and exercising judgment. It teaches how to infer rules from patterns, use analogies, anticipate future developments, accept ambiguity, and question everything. Lawyers are trained to maintain focus, precision, and clear strategic planning in the midst of crises. They may not know every law, but they are calm in the face of the unknown and know how and where to find the information they need. Similarly, business leaders will never have all the answers. What they need is equanimity and a method for quickly arriving at likely correct conclusions. Perhaps the most valuable lesson from lawyers is also the most obvious and often scorned: 𝐭𝐡𝐞 𝐚𝐧𝐭𝐢𝐝𝐨𝐭𝐞 𝐭𝐨 𝐰𝐨𝐫𝐤 𝐚𝐧𝐱𝐢𝐞𝐭𝐲 𝐢𝐬𝐧'𝐭 𝐣𝐮𝐬𝐭 𝐫𝐞𝐥𝐚𝐱𝐚𝐭𝐢𝐨𝐧 𝐭𝐞𝐜𝐡𝐧𝐢𝐪𝐮𝐞𝐬 𝐥𝐢𝐤𝐞 𝐦𝐞𝐝𝐢𝐭𝐚𝐭𝐢𝐨𝐧 𝐨𝐫 𝐍𝐞𝐭𝐟𝐥𝐢𝐱. 𝐈𝐭'𝐬 𝐝𝐢𝐬𝐜𝐢𝐩𝐥𝐢𝐧𝐞𝐝 𝐩𝐫𝐞𝐩𝐚𝐫𝐚𝐭𝐢𝐨𝐧. By leaving no stone unturned and putting in the necessary hours, even if they aren't billable, managers can be as ready as possible for the uncertainties ahead. #LegalEducation #BusinessLeadership

As parents, we often find ourselves helping our children navigate through the maze of career choices and educational paths. Recently, I had a conversation with my daughter that led to an insight some of you might find useful in a similar situation. Instead of immediately diving into comparisons of schools and degrees, I suggested a reverse-engineering approach. Here's the essence of our discussion: 𝟭. 𝗜𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗥𝗼𝗹𝗲 𝗠𝗼𝗱𝗲𝗹𝘀: Encourage your child to find professionals currently excelling in their desired field. 𝟮. 𝗥𝗲𝗮𝗰𝗵 𝗢𝘂𝘁: Guide them in crafting respectful messages to these professionals. Suggest that they express genuine interest and ask for advice. 𝟯. 𝗔𝘀𝗸 𝗧𝗮𝗿𝗴𝗲𝘁𝗲𝗱 𝗤𝘂𝗲𝘀𝘁𝗶𝗼𝗻𝘀:   - What skills, technology and tools are essential in their daily work?   - What education or training proved most and least valuable in their career?   - What advice would they give to someone aspiring to enter the field? 𝟰. 𝗙𝗼𝗰𝘂𝘀 𝗼𝗻 𝗣𝗿𝗮𝗰𝘁𝗶𝗰𝗮𝗹 𝗦𝗸𝗶𝗹𝗹𝘀: This approach helps identify the most relevant skills and knowledge, potentially saving time and resources on those degrees and programmes that sound impressive but add little career value. 𝟱. 𝗕𝘂𝗶𝗹𝗱 𝗮 𝗡𝗲𝘁𝘄𝗼𝗿𝗸: This process not only provides valuable insights but also helps your child start building professional connections early. By encouraging this proactive, research-based approach, we empower our children to make informed decisions about their future. It teaches them to seek practical advice, think critically about their choices, and take ownership of their career path. Have you tried similar strategies with your children? What has been your experience in guiding them towards their professional goals?

You can't negotiate what you don't understand. Whether you're hiring or getting hired, these 12 compensation terms matter: 1. Total Compensation Everything an employee receives...salary, bonuses, equity, benefits, perks. This is what actually matters when comparing offers, not just the base number. 2. Base Salary Fixed pay for regular work hours. Excludes overtime, bonuses, and variable pay. The foundation everything else builds on. 3. Variable Pay Compensation that changes based on performance, sales targets, or company results. Commissions, bonuses, profit-sharing all fall here. 4. Benefits Package Non-wage compensation...health insurance, retirement plans, PTO. Often worth 20-30% of base salary but rarely calculated properly. 5. Salary Range The minimum and maximum pay for a specific role. Essential for internal equity and external competitiveness. 6. Cost of Living Adjustment (COLA) Wage increases to offset inflation and maintain purchasing power. Different from merit-based raises. 7. Deferred Compensation Pay earned now but received later. Retirement contributions, stock vesting schedules, sabbatical programs. 8. Equity Compensation Ownership stake through stock or stock options. Can be worth nothing or everything depending on company performance. 9. Performance-Based Pay Direct tie between individual or company results and compensation. Bonuses, profit-sharing, commission structures. 10. Paid Time Off (PTO) Bank of hours for vacation, personal days, sick leave. Can be accrued, front-loaded, or unlimited. 11. Fringe Benefits Perks beyond standard benefits...company cars, gym memberships, childcare assistance. Nice-to-haves that can influence decisions. 12. Compensation Benchmarking Comparing your pay rates to market standards. Critical for staying competitive and maintaining internal fairness. TAKEAWAY: Compensation is more complex than most people realize. Understanding these terms helps you design better packages, negotiate more effectively, and avoid costly mistakes. Whether you're hiring, being hired, or managing a team...this vocabulary matters.

The best senior and principal-level candidates I’ve met this month had one thing in common: They’d all taken on projects that were bigger than their comfort zone…the kind that made them sweat in week one. These were high-impact, high-uncertainty initiatives: • Launching a product in a new market with no playbook • Leading teams across time zones for the first time • Taking on architecture changes that could make or break revenue Because of those experiences, they now have standout stories, the kind that get callbacks from companies like Atlassian, Canva, and Xero. I know not everyone gets handed these opportunities. But you can put yourself in the right place for when they appear. Do what you can to get visible: • Share your wins within and beyond your team • Offer help on high-profile work, even in small ways • Make your name known in circles outside your direct manager Moral of the story: Say yes before you feel ready and make sure people know you’re ready. That’s how you get your chance.