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𝗠𝗶𝗹𝗹𝗲𝗻𝗻𝗶𝗮𝗹𝘀 𝗶𝗺𝗺𝗶𝗴𝗿𝗮𝗻𝘁𝘀 𝗳𝗿𝗼𝗺 𝗜𝗻𝗱𝗶𝗮 — 𝗬𝗼𝘂 𝗵𝗮𝘃𝗲 𝗮𝗻 𝗮𝗱𝘃𝗮𝗻𝘁𝗮𝗴𝗲 𝗶𝗻 𝘁𝗵𝗲 𝗴𝗿𝗲𝗲𝗻 𝗰𝗮𝗿𝗱 𝗽𝗿𝗼𝗰𝗲𝘀𝘀. 𝗔𝗿𝗲 𝘆𝗼𝘂 𝗺𝗮𝗸𝗶𝗻𝗴 𝘁𝗵𝗲 𝗺𝗼𝘀𝘁 𝗼𝗳 𝗶𝘁? Meet Pooja, a Product Lead who moved to the U.S. in 2008 for her master’s. After graduation, she landed her first job in Boston, but her initial employer didn’t file for her green card. She later switched to a Fortune 500 company, which filed her EB2 in 2012. Now, over a decade later, Pooja is still navigating the H1-B renewal cycle. Meanwhile, junior colleagues who arrived years after her are securing green cards through EB-1. Feeling stuck, she’s considering EB-1 herself but isn’t sure if the process is worth it. What Pooja doesn’t realize: ➡️ Her profile may already be EB1-worthy. ➡️ She likely meets the Critical Role and Salary criteria. ➡️ Her contributions, speaking engagements, and professional growth over the years all count. With a few targeted efforts, she could have an EB1-ready profile within a year, port her 2012 priority date, and get her green card in 12-18 months. Now, Pooja has two choices: Option 1: Take control with EB-1. Option 2: Hope the EB2 backlog advances and gamble on the wait. If you were Pooja, what would you choose? PS: If Option 1 feels like your path, consider joining our EB1 Slack Community(link in comments)! Every month, we help at-least five people accelerate their EB1 journey with the right strategies and tools.

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I was deeply saddened to hear about Intuit 's decision to lay off 1,800 employees. This impacts not only 1,800 individuals but also their families, creating a ripple effect in their lives and communities. It's concerning to think that many of these talented professionals might face challenges in securing new opportunities shortly, especially if they are unfairly labeled as underperformers. These individuals have contributed to Intuit’s success, and it’s important to recognize their hard work and dedication. In times like these, it's crucial for the professional community to come together and support those affected. If you know of any opportunities or can offer assistance, please reach out. Let's ensure that these talented individuals find new roles that recognize and value their skills and contributions. My thoughts are with everyone affected by this difficult situation, and I hope they quickly find new roles that provide stability and appreciation. Let me know if I can help you to refer in my company. #layoff #layoffs #employee #success #professional

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If you have to do layoffs this is how you do it. While it's unfortunate that 1050 people will be losing their job at least they are being taken care of. #intuitlayoff #heretohelp #yougotthis To support everyone leaving, we are providing generous support, including: Financial: All US employees will receive a package that includes a minimum of 16 weeks of pay, plus two additional weeks for every year of service. All employees in the US will have 60 days before they leave the company with a last day of September 9, 2024. Employees outside the US will receive similar support, taking into account local requirements. This timing allows everyone leaving to reach their July vesting date for restricted stock units (RSUs) and the July 31 eligibility date for annual IPI bonuses. Those not on an IPI plan will be able to reach the eligibility date for July or Q4 incentives. Health care: We will provide at least six months of health insurance coverage. Everyone leaving will also have access to the Employee Assistance Program to help with mental health support during the transition period. Career: Each impacted employee will have access to career transition and job placement services. Services include resume development, interviewing techniques, and recruiting and job search help.  Immigration: For those that need immigration support, the extended transition period will allow individuals on visas extra time to look for other roles. Intuit will also provide access to external immigration experts for advice and support at no cost.

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Only two weeks way from Startup San Diego's San Diego Start Up week! I am especially looking forward to Daniel Huss' talk on leadership and making important decisions. Since gravityAI is a seed funded startup, I imagine some of the key decisions to be made would be: 🪐 Team building - Who do we hire? When do we hire them? 🪐 Nourish Investor Relationships 🪐 Scaling Plans - How are we building the foundation of our product to ensure we are able to scale when we need to? 🪐 Financial Planning - When do we raise the next round of funding? What are our priorities in terms of how we are using our funding? Curious to see what Daniel will come up with and excited to pick his brain! #SDstartups #techweek #tech #ai #gravityai #hiring #engineers

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I spoke to 20 FAANG+ recruiters in last 4 months to understand, what is the best way of getting a job in current market. Their response was one single word  - "Referral". Although it is a single word, but it has 3 different types. And, this is what most of the SDE/EMs miss. They either don't ask for referral, or they ask but don't get the interview calls. Then they: - stop preparing - stop asking for referral - think something is wrong in resume This leads to wasting time, and increased frustration. So, before going for referral, understand these 3 types. 𝗧𝘆𝗽𝗲 # 𝟭 : 𝗕𝗲𝘀𝘁 𝗰𝗮𝘀𝗲 In this case 2 things must happen: - referrer, must have worked with you in the past. - job opening should be in their own team/org. If you have great working relationship with referrer and delivered multiple projects together in the past, then interview is a formality, leave referral alone. You need to do really bad in interview to not get hired. In this case, referrer is literally vouching for you. 𝗧𝘆𝗽𝗲 # 𝟮 : 𝗕𝗲𝘁𝘁𝗲𝗿 𝗰𝗮𝘀𝗲 In this case: - referrer, must have worked with you in the past. - job opening is NOT in their own team/org. Here referrer can't do what they were able to do in Type 1, but they will still ask the HR, HM about the status of your application. This is not as good as Type # 1 but better than Type # 3. 𝗧𝘆𝗽𝗲 # 𝟯 : 𝗚𝗼𝗼𝗱 𝗰𝗮𝘀𝗲 In this: - referrer has not worked with you in the past. - referrer knows you form social media, friends etc So, they can't vouch for you or followup multiple times. And it is imp for you also to have same expectation. If someone has not worked with you, how can they vouch for you, or followup multiple times? That's why people say: - to build relationships - to form network Want to know how to do it? Write in comments. I will write a separate post But you know what, Type # 3 is still 100% better than applying directly. Because it still increases your chances of getting interview calls. Here is how can you utilize above 3 types (step by step). A) First, create an optimised resume       - no matter if you know type 1 or 3,       - everyone appreciates a good resume.       - and you don't want referrer to look bad. B) Try remembering people with whom:       - you have delivered projects in the past.       - you had a great working relationships.       - and now they work in a diff company. C) Call them (don't message), and ask for referral. D) Once you have exhausted above list:      - reach out to friends and family      - you have not worked directly with them      - but you know them from common thread E) If you have exhausted above list also:      - reach out to people on Linkedin      - build connection and request referral Need help with resume? DM me COACH.

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Proxy pattern for reactivity in vanilla JavaScript – announce changes when app state is changed Learn more vanilla JavaScript techniques from Max's "Vanilla JS: You Might Not Need a Framework" course! https://lnkd.in/gCNkVNT4

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5 reasons to migrate to Cypress from Selenium: 1️⃣ Reduction of Flakiness 2️⃣ Ease of Setup 3️⃣ Infinitely Expandable 4️⃣ Strong Community Support 5️⃣ Ease of Use In this guide, we share why folks are migrating to Cypress from Selenium – and how to make the switch if your use case demands it: https://lnkd.in/e4gMrcHm

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I have been getting a lot of requests lately to provide referrals for various openings at Visa. Unfortunately, I'm not able to respond to them individually or follow up on each context due to lack of headspace and other priorities. The job market has been tough and I can see many folks actively looking for new opportunities. While it's difficult for me to individually respond to all queries, here are some general tips to help people maximize their chances for referrals. 1. Please reach out to those who are actively hiring than someone like me. I'm not actively hiring or personally involved in hiring activities at the moment. I'm not actively looking to fill some position in my team or vertical either. So, if you ask me for a referral, even if I had the headspace, the best I can do is give it to some team and vertical where hiring is happening, and I may not even know that hiring manager or team, making my referral less effective. The same can be applied to any other company while reaching out to their employees. Always stay close to the hiring loop. To find someone who's "actively" hiring, please check their profile posts for updates that explicitly mention that they are hiring, or asked to give referrals. Also, you can check the team names or hiring managers from the JD and reverse search them on LinkedIn to find the employees working with those specific teams. 2. Directly connect with a recruiter, HR or talent partner without going via referral route. Look for HRs who are associated with a given JD for which you want to apply. HRs have the key to schedule the interview or send you the online test. If you can impress them that you are a good fit, you can get the ball rolling. And HRs will have more headspace and time to scan through applications and follow up as it's part of their everyday job and they also want to close the open positions under their name quickly. So, if they find a candidate who's in good fit, they will proactively schedule interviews and follow up. Remember, you shouldn't pitch about just yourself. You should pitch about what the HR wants and why you will make their job easy to do. Makes sense? To a hiring manager, the focus can be around how your skills are a great fit for the project and requirement. To a HR, the focus is around "closing the open position on time" and bringing talent to the company from all the noise and 100s of candidates.

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Today, we’re going to talk about Spring, specifically Spring Boot. We’ll cover what it is, why it’s useful, and some of the key features I personally use. I’ll give you a brief overview of how to work with it, where to apply it, and why it’s valuable. #javaspringtutorial #springbootdevelopment #springframeworkmastery #springbootessentials #masteringspringboot #springbootinaction #backenddevelopment #springboottutorial #springinjava https://lnkd.in/ecK6KKvb

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Hiring Manager rounds are the most undervalued ones. Many people take them lightly and give interviews without preparing for them. What do they end up getting up as a feedback: "Your examples were not strong and complex enough for the role, so we cannot proceed with this role but if you want we can proceed with <some lower> role". Hiring managers have their own expectations and goals they are evaluating you on. If you don't want to end up with some feedback like above, then give enough time for its preparation. Preparing for this round requires you to think about stories from your past experience and map them to the situations you navigated in those stories. You need to think about the stories that are complex enough for the role you are applying. If you need help preparing for such rounds or need a mock interview for this, connect with me via enginEBogie here: https://lnkd.in/dTqdUjwd Enginebogie has many other top-quality experts too, you can connect with them here: https://lnkd.in/g2hYi4UY

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🌟 Angular Directives 🌟 🛠 Add Custom Behavior to Your DOM! 🔹 Structural Directives: Shape your layout (*ngIf, *ngFor) 🔹 Attribute Directives: Style and behavior (ngClass, ngStyle) 🔹 Custom Directives: Build your own magic! 🚀 Enhance your app with dynamic, reusable, and powerful components! 📖 Learn More! https://lnkd.in/gvHBrYKD #AngularDirectives #WebDevelopment #FrontendMagic #AngularTips #CodeSmart

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Navigating the H-1B Visa Process for Tech Professionals Key points: - Understanding H-1B eligibility and requirements - Timing your application with the annual lottery - Preparing a strong petition with your employer - Dealing with RFEs (Requests for Evidence) - Exploring alternatives: O-1, L-1, or EB green cards Tips: - Start preparation early, at least 6 months before the filing date - Ensure your job role aligns with your degree and experience - Keep detailed records of your achievements and responsibilities - Consider working with an experienced immigration attorney - Stay informed about changing immigration policies Remember: The H-1B process can be complex, but many have succeeded before you! What's your biggest concern about the H-1B process? Let's discuss strategies!

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Here are the 3️⃣ things If I had to reappear for the SDE interview at a Product-Based Company today! Many working professionals aspire to work at companies like Amazon, MoEngage, Microsoft, and others. If I had to reappear for interviews at companies, here's what I would focus on doing better: 👉 I would focus on arrays, trees, graphs, sorting, and dynamic programming and practice problems daily. It would help me improve my coding and problem-solving abilities. 👉 Would revisit design patterns, scalability, and distributed systems. I'd practice designing scalable, high-performance systems to ensure I can handle design questions confidently. 👉 Focus on building projects to demonstrate my practical skills. A portfolio of projects can serve as proof of my abilities and help me strengthen my resume. Preparing for SDE interviews at PBCs requires Dedication & Consistent Practice. If you're looking for structured guidance and mentorship to ace your interviews, I’d suggest checking Bosscoder Academy Check here: https://bit.ly/4duh8a7 They can help you with ✅ Structured programs for learning DSA, System Design, and Full Stack Development. ✅ Personal mentorship from industry veterans. ✅ Live classes and 24/7 doubt support. ✅ Real-life, relevant projects with Placement Assistance.

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🌟 TailorMed Interview Insight 🌟 In software development interviews, one of my favorite follow-up questions after a candidate explains some tech magic is, "How does X happen?". If your answer is, "The IDE/Tech-Stack/Whatever does it for me," that’s not what I'm looking for. I want to hear an in-depth solution, to see how you can break down the problem, and understand the process. Even if you don't know the answer, trying and giving it an in-depth thought will help me understand your thought process better. Hint: I don't always know the answer myself! Think critically, analyze, and explain step-by-step. This demonstrates your deep understanding and problem-solving skills, which are crucial for any developer. #TechInterview #SoftwareDevelopment #ProblemSolving #DeepThinking #CareerTips #SoftwareEngineering

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Sharing a few of my recent Amazon shopping experiences here to confirm a few observations from people who may know. This is the third time in last few months when I was unable to return/replace the items I purchased. The product in question was a high ticket item and eligible for return/replacement. I was also able to place return orders for them smoothly from the Amazon shopping app. However, on the day of return pick up, I got an IVR call from Amazon saying the return pick didn't succeed because I wasn't present at pick-up/delivery address. In reality, I did not receive any phone call from any delivery agent and nobody came home to pick up return or deliver the replacement item. The call says pick-up/delivery will be attempted again twice and the same incident repeats the day after and the day after that. Now the order is forever stuck in return started/return failed state. And there's no way to mitigate this as Amazon app or website doesn't have the option for talking to a human customer service agent anymore. I think the delivery agents are well aware of this and they are exploiting it by not even attempting to deliver/pick up the items they were supposed to. Would like to know if anyone has experienced this and found a way to raise this issue and/or directly talk to a customer service agent. Appreciate your time and response. Thank you.

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