International Career Advice

Cold emailing got my candidate a ₹9 LPA job offer. Yes, the same “cold emailing” that people love to call dead. The thing is, it only feels dead because most people do it the wrong way. Let me explain what actually works. 👇 One of my students didn’t come from a top college. No fancy referrals. No previous experience. But she had skills. And more importantly, she was willing to show up. So instead of applying to portals and praying for a callback, she did this: ✅ Identified 10 companies she genuinely wanted to work at ✅ Found the right people (hiring managers, founders, and team leads) ✅ Wrote personalized emails (no copy-paste templates, please). ✅ Attached a 2-slide pitch of what she could help with (not a long resume dump) ✅ Followed up 3-4 times One of those cold emails turned into a conversation. That conversation turned into a test task. And 7 days later… she got the job. So, if you're wondering what that email looked like, here's the structure: “Subject: Quick help with your IG growth strategy Hi [Name], I recently came across your [brand/project] and was impressed with the content, especially your campaign on [XYZ]. I’m a marketing student, and I’ve helped 2 other small brands improve their IG reach with reels and creator collabs. I noticed your current strategy misses a few high-engagement formats. Would love to share a few ideas. Here’s a 2-minute video I made with suggestions: [Link] If you find it useful, I'd love to intern with you and support your team. Best, xyz” Cold emailing still works. But not if you're sending the same “Hi, I’m looking for opportunities” to 100 people. Make it warm and specific. #Coldemail #jobsearch #interviewcoach

“She’s great, but…” Still the most dangerous phrase in too many boardrooms. This morning, we had a sharp and stirring session at The Marketing Society part of our Think Equal** initiative, and it reminded me (again) why these conversations need to move off the breakfast panel circuit and into everyday decision-making. We talked bias. The conscious. The unconscious. And the conveniently overlooked. A few observations: - Many of the challenges women face in career progression are real. - Some are deeply systemic. - And yes, some - brace yourselves - are now deeply internalized. The ‘victim mindset’ showed up more than once today, and it made me pause. Are we spending too much time asking the system to change, and not enough time learning how to navigate it? Because here’s the hard truth: most managers aren’t going to wake up tomorrow and suddenly rewire their thinking. But we can outsmart the wiring. So, in the spirit of ToughLove, here are 5 ways we can push past unconscious bias in the workplace: 1. Own the Room. Don’t wait to be invited. Stop asking for permission to lead. Start acting like it’s already yours, and let them catch up. 2. Ditch the “I’m Not Ready” Script. No one feels fully ready. Not men. Not women. Not even CEOs with three assistants and a mindfulness coach. The difference? Men often say ‘YES’ when they tick some of the boxes. Women wait until they tick all of them - twice. 3. Speak Money. Speak Strategy. Stop underselling. Start framing your value in commercial terms. Results beat likability on any spreadsheet. 4. Build a Power Network, Not a Support Group. Empathy is great. But ambition needs allies, not just shoulders to cry on. 5. Flip the Bias Back. Turn “too emotional” into “emotionally intelligent.” Turn “aggressive” into “decisive.” Turn “bossy” into “boss.” Bias won’t vanish overnight. But that doesn’t mean we wait politely in the hallway. We build our own rooms, our own rules, and our own results. To all the women navigating this system daily: I see you, and WE ALL have some work to do. To the men reading this: if you’re not part of the solution, you might be the bias. Let’s talk less about awareness, and more about action. #ThinkEqual #Leadership #ToughLove #BiasInTheWorkplace #WomenInBusiness #MarketingSociety TOUGHLOVE Advisors ** P.S. Think Equal is The Marketing Society’s initiative aimed at driving real inclusion across the Marcomms industry in the GCC.

This 1-Page Strategy Got Our Client Job Offers In The U.S. & Europe. (Steal It For Yourself In 5 Simple Steps): Context: From Zero To Multiple Interviews When this client joined, they were trying to relocate to the U.S. from Germany. Despite customized resumes, InMails, and pitch decks, nothing was working. Then they were laid off, triggering visa issues and financial urgency. That’s when we got tactical: 1. Tailored By Region They realized every job market has its own rules. In the US, personal outreach with video intros worked best. In Europe, online applications through company portals got more responses. We tracked the inputs and outputs for each region and created playbooks to match. 2. Built Strategic Value Pitches They picked their top 10 dream companies. Then, they researched each company’s challenges using news, earnings reports, and team posts. From there, they crafted a 1-page “Value Validation Project” tailored to each company. 3. Included Actionable, Job-Aligned Ideas Each Value Validation 1 Sheet shared: – 3 problems the company/team might be facing – 3 strategic solutions they could implement – 1-2 outcomes the client had driven in past roles They kept it short, value-driven, and visually clean. 4. Paired It With Personalized Emails Instead of sending a generic resume, they emailed hiring managers directly. Each email included: – A short personal note – A link to the Value Validation – An offer to walk them through it One recruiter even responded: “No one’s ever sent me something like this before.” 5. It Reignited Ghosted Conversations When a promising lead went dark, the client followed up with a Value Validation Project.  The message? "I know things get busy. I pulled this together based on what I know about your team. Thought it might be useful." That reengaged a top employer and led to a new round of conversations. The Result? International Interviews & An Awesome Offer This system led to interviews across the US and Europe, as well as a US-Based offer. Our client told us: "The program gave me perspective, speed, and support when I needed it most." 🌍 Our client Shruti used this exact system to move from Germany to the US, landing a Talent Acquisition Manager role. 👉 Book a free 30-min Clarity Call to see how we’d map this to your international job search: https://lnkd.in/gdysHr-r

One set of people disproportionately affected by the layoffs are international students who just graduated. If you’re one, here are 3 things to keep in mind! Context: International students have a 90-day clock once they graduate, before which they need to find a job to stay in America. If not, they have to leave. I had an $80,000 loan to pay back when I graduated in 2019 from Columbia University. I suspect you too have a hefty loan hanging over your neck now. This makes it not-so-simple to just leave and return to your home country. If you’re from India, this is especially true given the USD to INR conversion now. Here are 3 things to keep in mind as you navigate the next few months: 1. Volunteer to avoid accruing unemployment days The great thing about the OPT is how flexible it is. You can work full-time, part-time, as a contractor, through an agency, or VOLUNTEER. That’s right. The OPT allows you to participate in volunteering or unpaid work as long as you work at least 20 hours a week and the work is related to your degree. This gives you a legal way to avoid accruing unemployment days. BUT, here’s a caveat: not all work qualifies. You cannot be doing unpaid work for something that is otherwise paid for. Ideally, it’s best to volunteer at a non-profit where it’s part of an educational program. Talk to your university’s DSO for more info. 2. Be self-employed on your OPT Yes! You can be self-employed on your OPT. USCIS has mentioned this clearly on their website. If you’re the entrepreneurial kind with an idea, then you don’t need a job offer. What you need is to, - Set up your business with proper licenses - Ensure it’s directly related to your degree - Start working for it! Unlike H-1B, there’s no “minimum” wage requirement for OPT. Please read about this! Note: The above applies only to OPT, and not STEM OPT, which has some restrictions. 3. Beware of scams Having 90 days to find a job can be a vulnerable time. Sadly, some companies prey on this vulnerability to offer scam roles. Typically, someone will reach out and promise to hire you (without pay) on OPT and train you to find a job. But, if you don’t find a job in a few months, they’ll turn around and ask you to pay them to market your resume. Stay away from such players; better yet, call them out by making a public post. You might be helping a ton of other students too! …. Hope that helped! Please reshare this post so it helps more people! Finally, if you're an immigrant in America, join 11000+ who get my free weekly newsletter with breaking news & free resources like this: https://lnkd.in/gAHngsbu P.S. This isn't legal advice, just insights based on my research. #unshackled #immigration #visa #USA #students #layoffs #jobs

The highest-paid roles in energy are shifting fast. Most people are still guessing where the real money sits. They assume it's just "Oil vs. Renewables" but the data tells a different story. We are seeing a clear pattern in the 2025 salary benchmarks: Technical depth + Site experience + New energy skills = Top-tier pay. Here is where the market is actually moving, based on 2025 data from BLS, ZipRecruiter, and industry salary guides: 🚨 𝗧𝗵𝗲 𝗛𝗲𝗮𝘃𝘆 𝗛𝗶𝘁𝘁𝗲𝗿𝘀 (Above $130k) ▪️ Petroleum Engineer: $145k – $190k ▪️ Offshore Wind Project Manager: $135k – $185k ▪️ Energy Project Manager: $120k – $170k 💡 𝗧𝗵𝗲 𝗧𝗲𝗰𝗵𝗻𝗶𝗰𝗮𝗹 𝗖𝗼𝗿𝗲 ($100k – $160k) ▪️ HSE Manager: $115k – $160k ▪️ Nuclear Reactor Operator: $110k – $155k ▪️ Electrical Engineer (Grid): $105k – $150k 📈 𝗧𝗵𝗲 𝗘𝗺𝗲𝗿𝗴𝗶𝗻𝗴 𝗚𝗿𝗼𝘄𝘁𝗵 ($65k – $140k) ▪️ Energy Storage Engineer: $100k – $140k ▪️ Wind Turbine Technician: $65k – $95k (inc. overtime/travel) Three critical takeaways for your career map: 1️⃣ 𝗖𝗹𝗲𝗮𝗻 𝗲𝗻𝗲𝗿𝗴𝘆 𝗿𝗼𝗹𝗲𝘀 𝗮𝗿𝗲 𝘀𝗰𝗮𝗹𝗶𝗻𝗴 𝗶𝗻 𝗽𝗮𝘆 (Offshore Wind is now rivalling Petroleum). 2️⃣ 𝗦𝘁𝗼𝗿𝗮𝗴𝗲 𝗮𝗻𝗱 𝗚𝗿𝗶𝗱 𝗿𝗼𝗹𝗲𝘀 are moving from "niche" to "core" infrastructure. 3️⃣ 𝗛𝘆𝗯𝗿𝗶𝗱 𝘁𝗮𝗹𝗲𝗻𝘁 (Digital + Engineering) moves up the fastest. If you're building a career in energy, pick a path with rising demand, not just current stability. 👇 Which of these salary jumps surprises you most? I’d love to hear your take in the comments. 📚 Data Sources: US Bureau of Labor Statistics (BLS), ZipRecruiter, Rigzone, US News & World Report (2025 Projections). #EnergyCareers #FutureOfWork #Engineering #RenewableEnergy #SalaryTransparency

This Cold Email Strategy Got Me a Research Role at Oxford! I often get asked how I managed to secure research positions at prestigious foreign universities, especially through cold emailing. So, I thought I’d share my approach – step by step. If you’re looking to break into foreign research institutions, here’s a guide to help you craft the perfect cold email: 👉�� Target the Right Institutions: Start by identifying universities or research groups abroad that align with your field of interest. Look for professors and projects that resonate with what you want to pursue. 👉🏻 Craft a Strong Introduction: The subject line and opening paragraph should grab attention. Personalize it by mentioning a project or paper by the professor that caught your eye. Address them by name – it shows you’ve done your homework! 👉🏻 Showcase Your Experience: Highlight your relevant experience, research, and skills. Keep it concise with short paragraphs or bullet points to make it easy to read. 👉🏻 Align Your Interests: Share why you’re passionate about the field and how their work connects with your own academic and career goals. Mention any relevant coursework or projects to show you’re a good fit. 👉🏻 Request a Conversation: Politely ask for a meeting or call to discuss potential opportunities. Be clear about your availability and respectful of their time. 👉🏻 Follow Up: If you don’t hear back right away, don’t give up! Send a polite follow-up email after a week or two. Even if you face rejection, staying professional is key – you never know what might open up later! This approach worked wonders for me, and with a little persistence, it could work for you too! #researchassistant #coldemailing #research

For nearly three decades, the path for IIT graduates was predictable. - Top US universities. - Silicon Valley jobs. - H-1B visas. - Long-term careers abroad. But this pattern is now breaking. During IIT Bombay’s 2023–24 placement season, only 78 of 1,475 accepted offers were from international employers. One major catalyst has been growing uncertainty around US work visas, especially H-1B. But this isn’t just talent being pushed away from the US, it’s also being pulled toward India. According to LinkedIn data, tech professionals relocating to India rose by 40% in Q3 2025. Global companies that once hired Indian engineers overseas are now building in-house tech centers in India instead. One firm, ANSR, set up 38 such centers in just 12 months. On paper, India is better positioned than ever: • Stronger infrastructure • More capital • A bolder startup ecosystem But challenges remain, especially bureaucratic friction and regulatory complexity for startups. This feels like a rare inflection point, the real question isn’t whether talent is returning. It’s whether India can retain it and compound it. Curious to hear your thoughts.

If you’re a senior international student starting your final year, here’s the reality: graduating is not the finish line. The real test begins now. With the new H-1B fee changes announced this week, the path to sponsorship is getting narrower and more competitive. That makes what you do in the next 6–12 months absolutely critical. Here’s where I’d focus if I were in your shoes: → Build proof of work early: Projects on GitHub, research, or even self-driven case studies show more credibility than a GPA line on your resume. Employers want to de-risk their sponsorship decision. → Target the right employers: Not every company will sponsor. Learn to identify who has historically filed H-1Bs (there are databases for this) and prioritize them. → Maximize OPT and STEM OPT: Treat these as your bridge years. Secure a role aligned with your long-term career so that when your employer considers H-1B sponsorship, you’re already indispensable. → Leverage your network: Referrals still outperform online applications. Start engaging with alumni, professors, and industry professionals who understand the sponsorship landscape. → Stay informed: Regulations are shifting fast. Being proactive means adjusting your timeline, not waiting until deadlines close in on you. I was once in your seat, unsure of how the visa system would play out. What changed everything was building visibility and proving value before sponsorship was on the table. Your degree gets you to the door. The strategy you apply this year will decide if the door stays open.

The U.S. has just made it significantly more expensive to hire top global tech talent. This policy shift is expected to add $14 billion in annual costs for U.S. employers, with over 60% of approved H-1B visas going to computer-related jobs since 2012. Arguably the 'added cost' could have, or should have been there all along. This is a critical moment for Canada. Our tech sector, which already employs over 1.46 million people and is growing 1.77 times faster than the overall Canadian economy, is perfectly positioned to attract this talent. This isn't just about statistics; it's about the people who drive innovation. Many of today's tech titans, including Microsoft CEO Satya Nadella and Alphabet Inc. CEO Sundar Pichai, got their start in the U.S. on an H-1B visa. Even Elon Musk, a vocal critic of certain aspects of the system, has publicly stated, "The reason I'm in America along with so many critical people who built SpaceX, Tesla... is because of H1B." Canada can offer a stable and welcoming alternative, and the demand is clear. In 2023, a temporary program to attract U.S. H-1B holders hit its 10,000-applicant cap in just 48 hours. With this new policy, we can expect that trend to accelerate. By attracting these skilled professionals, we're not just gaining talent; we're gaining the next generation of industry leaders who will build companies, create jobs, and fuel our innovation economy.

𝐃𝐞𝐬𝐩𝐢𝐭𝐞 𝐭𝐡𝐞 𝐩𝐨𝐥𝐢𝐭𝐢𝐜𝐚𝐥 𝐛𝐚𝐜𝐤𝐥𝐚𝐬𝐡 𝐚𝐠𝐚𝐢𝐧𝐬𝐭 𝐬𝐮𝐬𝐭𝐚𝐢𝐧𝐚𝐛𝐢𝐥𝐢𝐭𝐲, 𝐞𝐧𝐞𝐫𝐠𝐲 𝐭𝐫𝐚𝐧𝐬𝐢𝐭𝐢𝐨𝐧𝐬 𝐚𝐫𝐞 𝐚𝐜𝐜𝐞𝐥𝐞𝐫𝐚𝐭𝐢𝐧𝐠 𝐚𝐧𝐝 𝐜𝐫𝐞𝐚𝐭𝐢𝐧𝐠 𝐝𝐞𝐦𝐚𝐧𝐝 𝐟𝐨𝐫 𝐧𝐞𝐰 𝐭𝐚𝐥𝐞𝐧𝐭𝐬, 𝐞𝐬𝐩𝐞𝐜𝐢𝐚𝐥𝐥𝐲 𝐢𝐧 𝐀𝐬𝐢𝐚. 𝐘𝐨𝐮 𝐜𝐚𝐧 𝐛𝐞 𝐨𝐧𝐞 𝐨𝐟 𝐭𝐡𝐞𝐦. We wrote an South China Morning Post SCMP letter to emphasize important points for students and early-career professionals, along with Qihan Geng and Thibaud Voïta, Ph.D. 🛢️ Fossil fuels still hold power in many regions. Yet despite the noise, our energy system and the world are shifting. 👉 Last year, renewable energies created 8.4 million jobs while fossil fuels lost 2.7 million. 👉 Asia represents two-thirds of global clean energy jobs, with China accounting for 46%, totaling 7.4 million people! The sector demands a broad and growing workforce beyond engineering roles. 1️⃣ Energy transitions unfold through vast industrial ecosystems, contributing to job creation in areas like program management, marketing, and business development. 2️⃣ There are opportunities in roles not directly related to projects. In China, over 450 A-share listed companies, accounting for 51% of market capitalization, must follow new sustainability reporting guidelines set by the Shanghai, Shenzhen, and Beijing stock exchanges. Evolving regulations are fueling demand for ESG and compliance professionals, with growing opportunities for analysts, advisors, and sustainability officers. To take advantage of these opportunities: 👉 A technical background helps, but it’s no longer the barrier it once was. Industry-specific certifications and basic familiarity with emerging technologies can go a long way. 👉 People remain at the center of the transition, and soft skills like communication, adaptability, and collaboration are best developed through real-world experience (internships, volunteering, freelance projects). 👉 The sector, once male-dominated, is becoming more inclusive in terms of gender and professional background. 🔑 Energy transitions offer growth potential. To succeed, proactive career strategies are essential. Career opportunities are defined by unconventional moves such as reskilling and upskilling! 📍 For these reasons, we created the new MSc - Management of Energy Transitions. Link below for more info! Nikola Zivlak William-HUA Wang Marion Lempereur Emeline Santoulangue