Career Decision Making

I started my career in a "safe" big company, the kind that's so boring it forces you to evaluate your life's priorities. When I wanted a pivot, nobody gave me a chance except a seed-stage startup with a tiny office in a service lane in Bangalore. From there, the path became linear for a bit, and gradually steepened into exponential growth. I found myself rising to bigger everything -- bigger companies, roles, salaries. Until I reached a point where climbing further was deeply unsatisfying. That's when I realised I needed another pivot. Once again, I landed in startup land. Here's what I've learned about the two worlds: Big tech careers incentivise you to stay on the same slope and play the game to climb it upwards, averaging 15 to 30 degrees at any time. In the short term, it can feel deceptively "stable", because the direction feels always forward. Startups, on the other hand, represent the very things that big tech careers don't offer -- hope and a chance to steer your life in a slightly different direction, somewhat of your own choosing. The tradeoff is that you must make the high-stake decision of picking the direction. The biggest mistake people make in startup land? Thinking they need to bet on someone else's vision. So the questions become "which startup will grow", "how do I spot the next best thing", "which founder should I work with". Wrong questions, all of them. The point is not to try and trend-spot or predict success for others, but to bet on yourself. Whether you're joining someone's vision or pursuing your own, the only question you need to ask is: "What am I willing to bet the next many years of my life on?" Will you have regrets? Absolutely. I'll regret not joining the Day 0 startup that went on to IPO, even though that was also when I joined a career-defining job. I might also regret the time I'm in now, where I'm not capitalising on my experience to get a cool job title, even though I'm building more everyday than I built in the last few years combined. Regret is inevitable. The question is which regrets you can live with. I see a lot of advice about whether young talent should work in big tech or startups. Based on my journey -- and for someone like me who wasn't conditioned to take big risks easily -- the answer is both. But sequencing matters. These days, I'm fundamentally bullish on startup careers and bearish on big tech careers. You shouldn't take this as gospel, because it is as much a function of my personal stage of career and life as it is of the inflection point in the current world. The only thing worth remembering is that the safe path isn't safe anymore. It never was, but there's no hiding from that fact now. So the best thing you can do is bet on yourself.

If I'm honest, half the time, I don't know what Gen Z are saying. But if there's one thing I do understand, it's that waiting until 65 to enjoy my life ain't it. The traditional career path — work relentlessly for decades, then finally retire and enjoy life — is losing its grip on the next generation of workers. Instead, they’re choosing micro-retirements: intentional career breaks to rest, recharge, and experience life throughout their careers, not just at the end. Why is this happening? They’ve seen their parents: • Burnt out from decades of non-stop work. • Saving their best years for retirement, only to hit health or life constraints. • Realising too late that financial success isn’t the same as freedom. Gen Z is opting out of that model. They’re redefining success — not as climbing the ladder for 40 years straight, but as balancing ambition with quality of life. What does this mean for companies? By 2030, Gen Z will make up 25% of the workforce. And if companies don’t rethink their approach, they’ll face a cycle where: Employees leave to take a well-earned break. They return, just not to the same employer. Instead of losing talent, forward-thinking organisations will adapt: Formalising micro-retirements: Offering structured career breaks, similar to sabbaticals, to allow employees to reset without quitting. Normalising flexible career paths: Creating return programs that make it easier to step away and step back in. Building trust over control: Recognising that employees who feel trusted to take time off come back more engaged, not less. The companies that embrace this shift will win. Because Gen Z isn’t choosing between work and life. They’re choosing both. Would you take a micro-retirement if your company offered it?

𝐏𝐚𝐠𝐞𝐆𝐫𝐨𝐮𝐩 𝐏𝐞𝐫𝐬𝐩𝐞𝐜𝐭𝐢𝐯𝐞𝐬: 𝐀𝐈 𝐚𝐧𝐝 𝐭𝐡𝐞 𝐅𝐮𝐭𝐮𝐫𝐞 𝐨𝐟 𝐓𝐞𝐜𝐡 𝐂𝐚𝐫𝐞𝐞𝐫𝐬  This post marks the beginning of PageGroup Perspectives, a series where I’ll explore key areas of PageGroup’s services, and share insights that are reshaping the workforce. In this first post, I focus on AI’s impact on the tech sector. AI is transforming the tech industry at a rapid pace, and with it comes an increased demand for AI skills. This growing need is pushing tech professionals to rethink their roles and career trajectories, while businesses are finding innovative ways to bridge the skills gap. Michael Page’s latest edition of Tech Career Decoded explores this evolving landscape, which you can read here: http://bit.ly/4fipEKz Here is my perspective on how AI is driving the future of jobs: 𝐀𝐈 𝐢𝐬 𝐒𝐡𝐚𝐩𝐢𝐧𝐠 𝐂𝐚𝐫𝐞𝐞𝐫 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬 - 𝐑𝐢𝐠𝐡𝐭 𝐍𝐨𝐰  AI’s impact on tech careers isn’t a future trend - it’s already happening. According to PageGroup’s 2024 Talent Trends report, 4 in 10 tech professionals say AI is already influencing their career decisions, while almost 60% believe it will shape their long-term choices. What we’re seeing is a growing recognition that understanding AI is essential to staying competitive. 𝐀 𝐂𝐚𝐭𝐚𝐥𝐲𝐬𝐭 𝐟𝐨𝐫 𝐍𝐞𝐰 𝐂𝐚𝐫𝐞𝐞𝐫 𝐏𝐚𝐭𝐡𝐬 The real power of AI is how it’s unlocking entirely new possibilities for tech professionals. For instance, product managers used to rely heavily on manual data analysis. Today, AI tools handle that process, allowing them to focus on strategic decisions and innovation. To thrive in these transformed roles, professionals now need to be skilled in AI-driven data analysis tools and machine learning frameworks. And it’s not just product managers - software engineers, data scientists, and countless other roles are evolving alongside AI. In fact, half of all tech professionals worldwide are already using AI in their daily work. 𝐔𝐩𝐬𝐤𝐢𝐥𝐥𝐢𝐧𝐠: 𝐓𝐡𝐞 𝐊𝐞𝐲 𝐭𝐨 𝐅𝐮𝐭𝐮𝐫𝐞-𝐏𝐫𝐨𝐨𝐟𝐢𝐧𝐠 𝐂𝐚𝐫𝐞𝐞𝐫𝐬  But with AI advancing quickly, how do tech professionals ensure they aren’t left behind? The answer is upskilling. We are seeing many of our clients invest in in-house AI training programmes and courses to equip their teams with the tools they need. Upskilling doesn’t just help fill the AI skills gap, it empowers professionals to evolve within their roles. Whether it’s a software engineer learning to integrate AI into applications or a cybersecurity specialist mastering AI-driven threat detection, gaining these skills opens the door to greater responsibilities and career advancement. AI is set to be a permanent part of the future of work and the tech professionals who embrace it today will be the ones who thrive tomorrow. The key isn’t just about learning AI for the sake of staying afloat - it’s about seeing AI as a partner in creating new opportunities. What steps are you taking to explore the opportunities AI offers?

There is so much noise about Gen Z employees. Entitled. Impatient. Disloyal. We’ve heard it all. Here’s what I think after coaching hundreds of them closely: Gen Z isn’t difficult. They’re just different. And maybe that’s exactly what the workplace needed. As an interview coach, I’ve seen a clear shift in how this generation approaches careers. >>> They want purpose. One Gen Z candidate asked in a mock interview: Will my work contribute to something meaningful?" That level of self-awareness? Rare a few years ago. >>> They want balance. They’re not afraid to say, “I don’t want a life that’s just work.” And I respect that. Because burnout isn’t a badge of honour anymore. >>> They want growth and feedback. They won’t stay in a role where learning has plateaued — no matter how fancy the brand is. >>> They want to be heard. If a company doesn’t respect their opinions in interviews, They assume (rightly so) it won’t respect them at work either. So no, they’re not “too much.” They’re just refusing to settle for the bare minimum. And if you’re a company still operating with a 2010 mindset, You might struggle to retain the best of them. Gen Z isn’t entitled. They’re just not willing to trade peace for a paycheck. And honestly, that’s a lesson for all of us. What do you admire most about this new generation of professionals? #Genzemployee #hiring #InterviewTips #jobtips #interviewpreparation #professionals

After getting a better-paying job, one of our clients came back to us after just three months. He explained that he wasn't fitting into the new company's culture and wanted to find another job. He had received a 50% salary increase compared to his previous job. This situation isn't strange to me because I always advise my network not to solely focus on salary when looking for a new job. However, many people make this mistake by only comparing the offered salary on paper to their current salary. Don't do these mistakes when you got a very high salary job offer. 1. Total Compensation structure: Don't just look at the gross CTC. Many companies show Super bonus and incentive on paper with certain conditions that you never got that. Consider the entire compensation package, including benefits and perks. Sometimes, a lower base salary might be balanced out by great benefits like healthcare coverage or retirement contributions. 2. Cost of Living: Take into account the cost of living in the area where the job is located. Salaries can vary widely depending on geographical regions, so adjust your salary expectations accordingly. 3. Career Growth: Evaluate the potential for career advancement and growth opportunities within the company. Accepting a lower starting salary might be worth it if it offers the chance for quick advancement or skill development. 4. Company Culture: Think about the company's culture, values, and work environment when assessing the offer. A supportive and inclusive culture can lead to job satisfaction and overall well-being, which may justify accepting a slightly lower salary. 5. Flexibility/Location: Now a days no one would like to work for a strict company that just treat their employees as labour and do not provide them flexibility as they required to balance their work-life. Let salary not alone a reason to leave or join a job.

Early in my career, a colleague from P&G left to join a startup for the higher pay. But when I mentioned this to my boss, his response made me rethink everything I thought I knew about early career choices in marketing. 👇 "In the first third of your career, don't chase money - chase knowledge. You can leverage that better in the next third to make real money." This simple advice explains a pattern I've noticed among marketing leaders. They all share one thing: they optimized for learning in their first 5 years. Here's why this matters: [1] The Compound Effect of Skill Stacking - I've watched P&G marketers turn down lucrative social media roles to master brand fundamentals first. Today? They're leading global brands while their peers are still executing tactics. [2] The "Career Equity" Principle -  That startup role promising double salary? Look closer. Are you building equity in yourself (strategic thinking, leadership, innovation) or just executing someone else's strategy? [3] The Learning-to-Earning Ratio - Every marketing leader I know followed this pattern: Years 1-5: Learned intensively Years 6-10: Applied and grew Years 10+: Exponential career growth "But I need the money now!" I get it. I've been there. But consider this: a 10 lakh salary bump today vs. learning that could unlock 50 lakh+ annually in a few years. Get creative with your budget, not your career foundation. "But I might fall behind!" Look at any CMO interview in AdWeek or Marketing Week - nearly all highlight their early-career learning experiences as crucial to their success. It's not about falling behind, it's about positioning yourself to leap ahead. So, before taking that next role, ask yourself: "Will I learn something new every week, or just get better at what I already know?" The best investment in your 20s isn't in stocks or crypto. It's in your skills toolkit. #career #work #personalgrowth

I had lunch with an exec last week who told me, "These Gen Z employees are so disloyal. They're gone in 18 months no matter what we do." 🙄 I asked what career development they offer. "We do annual reviews," he said proudly. No wonder they're leaving. Gen Z is 2x more likely to quit over lack of development opportunities compared to Boomers. Nothing to do with "participation trophies" or "entitlement" either. It's simple economics. Boomers entered a job market where loyalty was rewarded with pensions and steady advancement. Gen Z entered a completely different reality: ‣ Company loyalty died in the 2008 recession ‣ Skills expire faster than ever before ‣ The career ladder has become a career web They're not disloyal. They're adapting to the world we created for them. When I dig into companies with high Gen Z retention, I find that they've reimagined career development for today's reality. They're offering ↳ Skills-based advancement, not just title promotions ↳ Continuous learning, not annual training ↳ Career flexibility, not rigid ladders The companies winning the talent war aren't complaining about Gen Z's expectations. They're meeting them. Because these expectations will soon be everyone's expectations. #FutureOfWork #GenZRetention #CareerDevelopment #SkillsEconomy

What if Gen Z’s most significant career advantage isn’t outsmarting AI but choosing the one place it can’t easily follow? That’s the powerful takeaway from Amanda Hoover's recent Business Insider article, “AI Is Destroying Jobs. Gen Z Has Found a Safe Haven.” While AI is rapidly automating entry-level roles in tech, consulting, and law, Gen Z is pivoting—questioning the ROI of college and targeting skilled trades and hands-on professions. Only 36% of Americans now have strong confidence in higher education, down from 57% in 2015, and just 22% believe college is worth it if loans are required. The average Gen Zer unemployment rate for recent grads jumped to 5.8% in early 2025. Instead, Gen Z seeks stability, work-life balance, and entrepreneurial paths—often outside the traditional office. Here’s how they’re future-proofing their careers: ✅ Choosing trades and essential services where AI can’t replace the human touch—think electricians, healthcare, and home services. ✅ Leveraging tech and AI for business efficiency, not as competition—using automation for admin tasks while building real-world skills. ✅ Prioritizing adaptability and practical experience over expensive degrees—focusing on roles that value hands-on expertise and personal connection. Gen Z is proving that the real “safe haven” isn’t about avoiding change but about doubling down on what makes us irreplaceable - blending human skills with smart tech. Coaching can help; let's chat. | Follow Joshua Miller Read the full article here: https://lnkd.in/gdSPYnCi #FutureOfWork #GenZ #AI #CareerAdvice #CoachingTips

Why retirement planning is sexy — especially for young professionals. Most people think “that’s for later.” In reality, now is the smartest time to start. Last night I had the pleasure of giving the opening keynote at the Long Night of Careers at the University of Zurich — and here’s the essence I shared with a full room of engaged students. 3 data points every young professional should know: ↳ Demographics are shifting fast: In 1970, Switzerland had 6 working people per retiree. By 2040, it will be just 2. 👉 The system wasn’t built for this. Your personal planning should be. ↳ We’re living longer than any generation before. A 20-year-old today has a strong likelihood of living into their 90s. 👉 Plan for a mutli-skill career that does not end at 65! ↳The workplace you enter won’t be the one you retire from. According to the WEF, 42% of core work tasks may be automated by 2027. 👉 Reskilling and flexibility will be key - this should be included in your plan. Here are the 5 essentials that apply at any age😉 🔹 Negotiate your salary (and your pension fund). It’s not only about pay — it’s about the package. Retirement planning starts here. 🔹 Start investing — even with small amounts. CHF 50–100 a month already makes a difference. The biggest lever is time — use it. 🔹 Smart up on the retirement system. Understand how state pension, employer pension and private pension work together. Avoid unnecessary gaps especially during your study or early-career years — they can be costly later. 🔹 Take care of your health — it’s your most valuable asset. Longer lives are only joyful is spent in good health. Sleep, movement, nutrition and preventive care are not “nice-to-haves” — they are the foundation of your earning power and long-term financial independence. 🔹 Build a plan that grows with you. Your career will evolve. Your financial strategy should, too — including reserves for reskilling. The students last night asked sharp questions — about negotiation strategies, about where to start, about using levers in long-term investing. It was an inspiring debate — thank you to UZH Career Services and especially Julia Michael for inviting me, and for championing the importance of early financial planning for young professionals. We need more events like this. Here’s to a generation redefining what retirement planning really means — with confidence, clarity and the courage to shape a life full of choices. 💜 #lnoc2025 #uzh #ReadySetThrive #finanzen #vorsorge #FinancialEducation #FutureOfWork #RetirementPlanning #WomenAndFinance #CareerDevelopment #WealthBuilding #SmartPurse #SheWealth #YoungProfessionals