Tobi Oluwole on LinkedIn: One of our clients asked for a $25,000 raise. They were a top performer… | 199 comments (2024)

The questions you ask at the end of an interview can make all the difference.Here are 6 questions that will put you in the top 1% of candidates: 1. What is your management style and how has the team responded to it?You will learn whether the manager's style aligns with your work style and determine what to anticipate.2. How is success measured in this role and what are the KPIs?Knowing the key performance indicators (KPIs) gives you a sense of how their performance will be assessed and will help you set the right goals.3. What qualities do successful candidates typically possess in this role?This question shows that you're interested in understanding what it takes to be successful in the position, and it can also provide valuable insight into what the company values. It also allows you to adjust your strategy early.4. Can you share with me an experience where you hired someone for a similar role, but it didn't work out as expected?This question shows that you're interested in learning about the hiring manager's experience and the lessons they've learned from past mistakes. It also allows the hiring manager to reflect on their previous hiring experiences and share insights that could be valuable for the current hiring process.5. What are the biggest challenges your team is facing right now?This gives you an idea or problems to anticipate & demonstrates that you have a proactive problem-solving mindset. It also gives you chance to anticipate how you can provide value to the team on the most critical issues they are facing.6. What does the career path of someone in this position usually look like?This provides insight into potential growth opportunities within the organization, allowing you to assess the advancement potential of the role and signalling your interest in professional development.This is the year you get paid what you deserve. Share this to help someone interview better.

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My friend's company just raised some funding and they're hiring: - Sales Reps (BDR/AEs)- Customer Success Managers- Marketing Specialist- Full Stack EngineersAll remote roles! They're in the Fintech space and have a lot of demand so they've asked for some help finding talented people. ____Update: I got 566 incredible applicants and found some truly incredible talent that I will be sending to the startup.Thanks everyone!

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I came to Canada against my will in 2010. My dad wanted me to continue my education here but I wanted to study in the UK. For the first week, I was resentful then I slowly fell in love with the country.But things were not always smooth. There was a year when I crashed on friends' couches because I didn't have a place to stay. Most of my side hustles were started because I absolutely needed the money to live! But in 2020, I landed a role at Shopify on my 7th attempt and that was the start of my new life. 2 months later, my wife and I bought a pre-construction house. 1 year after that we moved into our new home. In 2022, I became a Canadian Citizen.Then in 2023, we sold our first home and bought this second one that will be our family home. Now my businesses make more monthly than I used to make annually in my first job. And I get to take care of my family and travel the world with my wife. There were so many moments when I felt like I wanted to move back to Nigeria.And many days when I thought entrepreneurship would never work for me.But I'm glad I didn't. Never give up on your dreams.

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My friend got a 60% raise and a new role. 6 months later, he quit. Because he started losing hair due to stress. His old boss gave him a lot of autonomy and they had built a great relationship over 2 years. But his new boss would:- Message him at all hours of the day. - Call him while on family vacations - Ignore every boundary they set up- Give him tight deadlines that required overnight work And it took a toll on his mental health, marriage and physical health too. We had a conversation right before he put in his 2-week notice and he said: "It wasn't worth the money I got"Fortunately, he's back at work in a better environment. But this is why I say that most people would choose a great manager over a 10% raise any day. Great managers are worth more than money.

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Google just announced that it’s laying off “core” roles and moving them offshore. Last quarter they made $25 billion in profit. This is your reminder that most companies will put profit before people. You are a number on a spreadsheet. So instead of being fully emotionally and financially dependent on a company that's focused on serving shareholders. Maybe it's time to start being selfish and do what's best for you. Companies take care of themselves. You take care of you.

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My wife changed jobs 6 times in 6 years. She went from working as a nurse to being a top-performing Account Executive and thrived in each role.On one hand, she was looking for a career that truly brought her fulfillment. On the other hand, her compensation increased by over 60% by simply refusing to settle. Stop buying into the myth that job hopping will hurt your career. Being stagnant is what will kill your potential. That doesn't mean you should change jobs every 6-12 months!It means you should relentlessly pursue what you want until you find it.Life is too short to hate what you do while getting paid less than you deserve. Job hopping isn’t going to hurt your career.It’s going to accelerate your income.

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Revenue of the top 5 founders I coached over the past 12 months (from LinkedIn alone): Founder 1: $342,000 Founder 2: $233,000Founder 3: $206,000 Founder 4: $190,000Founder 5: $178,0002/5 of them still work full-time and have scaled their businesses using LinkedIn outside their 9-5. Three are now full-time entrepreneurs!All of them operate at 70-90% margins because of the quality of leads they get on LinkedIn. There is a formula for generating leads on this platform: 1. Attention - Create content that educates, inspires and provides insight to your audience consistently. Comment on topics everyone is talking about. Format your content in a way that is easy to read and even easier to share. 2. Traffic - Once you gather some attention, drive that traffic to a landing page, free offer, event or anything that adds even more value & collect emails. This could even be a conversation via Calendly.3. Convert - Likes aren't cash. Give away free stuff to 90% of your audience. 10% of people will voluntarily opt-in to pay for acceleration, implementation, or knowledge. The better the results you create, the more customers you will get.That's it. That's the formula. It can take a bit of time to build momentum, but once you have it, the revenue follows. I've watched people with small followings drive incredible revenue from this platform. Because the algorithm doesn't care how many followers you have. It only cares about how much value you provide to people. Stop overthinking it. ___And if you're not sure where to start, check this out: https://lnkd.in/eT6k795R

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We got more than 400 applications for an open role and it was overwhelming. So I started clicking on each candidate's LinkedIn profile. First to confirm that they were being truthful about their experiences (people lie a lot). Second to make sure that they were actually in North America where we were hiring from. A lot of recruiters and hiring managers do this as a first step so make sure you keep your LinkedIn profile updated. It’s literally your most public resume. 1. Make sure your profile picture is clear2. Add a headline that highlights what you do and what you are interested in2. Include 2-4 bullet points under each of your work experiences to highlight your impact in those rolesThen create a baseline resume from your LinkedIn profile in 10 seconds by using Kickresume’s AI import toolYour profile has the potential to get you into rooms you don’t even know exist. Take care of it. Try out Kickresume here: https://lnkd.in/eYS2PjEf

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Employee: I would like a 20% raise. I've been a top performer for years.Company: We can give you a 2% raise.Employee: I got an offer from another company with a 50% raise so I'm leaving.Company: What can we do to keep you?___I'm not sure why this is so common but I've heard countless stories like this.Companies keep losing their best talent because they don't want to pay them.But then end up hiring external talent at a premium.This will never make sense to me. Replacing a great employee will cost you much more than keeping them. Just pay people what they deserve.

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One day I fell asleep at my desk before 11am.I used to commute 1 hour each way to work and it was exhausting. Initially, when remote work started in 2020, I was against it. As an extrovert, I loved being around people at the office and I found it easier to get work done with them around. But when I needed to leave the office for an appointment it was often an issue. My old bosses would question where I was going and one even issued a warning for the number of days I was sick.Nobody wants to work in those conditions. Working remotely gave me the flexibility I needed to be present for the people I love the most. It also took away my commute and allowed me to work at the most optimal times so I could be more productive. There's nothing wrong with working in an office or working from home. The companies that will get the best out of their people understand that the choice is what matters. Flexibility makes great employees more productive - not less. Remote work is the future.

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