Engineering Career

Two engineers can both spend 5 years in the oil & gas industry… and end up with completely different careers. Not because one is smarter. In fact, both could be equally capable, and still diverge completely. But because they entered different “systems” from day one. This image looks like the map of oil and gas industry’s value chain in Indonesia 👇 But if you read it carefully, it’s actually a career map. Because every part of this value chain has its own “DNA”: 1. How decisions are made 2. How work gets done 3. How people are shaped over time And this is what no one tells you at university: 𝗬𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗮 𝗰𝗼𝗺𝗽𝗮𝗻𝘆. 𝗬𝗼𝘂’𝗿𝗲 𝗰𝗵𝗼𝗼𝘀𝗶𝗻𝗴 𝗵𝗼𝘄 𝘆𝗼𝘂 𝘄𝗶𝗹𝗹 𝗯𝗲 𝘁𝗿𝗮𝗶𝗻𝗲𝗱 𝘁𝗼 𝘁𝗵𝗶𝗻𝗸. A simple way to read it: • IOC → builds system thinking, global standards, the ability to navigate complex institutions, and drive national impact • OFS, Drilling and Geoscience Services → build specialized technical mastery & operational instinct • EPC → builds execution discipline & project integration • Logistics → builds distribution pipeline for all of the products • Suppliers → builds robust support for procurement needs of the whole value chain None is “better”. But one thing most people underestimate: 𝗧𝗵𝗲 𝘀𝗸𝗶𝗹𝗹𝘀 𝘆𝗼𝘂 𝗯𝘂𝗶𝗹𝗱 𝗲𝗮𝗿𝗹𝘆 𝘄𝗶𝗹𝗹 𝗱𝗲𝗳𝗶𝗻𝗲 𝘁𝗵𝗲 𝗼𝗽𝘁𝗶𝗼𝗻𝘀 𝘆𝗼𝘂 𝗵𝗮𝘃𝗲 𝗹𝗮𝘁𝗲𝗿. I only fully understood this after moving across: OFS → IOC → NOC → Global NOC operating at a different scale. Each transition wasn’t just a job change. It was a process of unlearning and rebuilding how I think and operate. And that process isn’t free. It takes time. If I could go back to 2014, I wouldn’t ask: “Which company should I join?” I would ask: 𝗪𝗵𝗶𝗰𝗵 𝘀𝘆𝘀𝘁𝗲𝗺 𝗱𝗼 𝗜 𝘄𝗮𝗻𝘁 𝘁𝗼 𝗯𝗲 𝘀𝗵𝗮𝗽𝗲𝗱 𝗯𝘆? I wrote a full breakdown of each path, what they actually train you for, and what most people only realize 5–10 years too late: 🔗 https://lnkd.in/dtkWn2Sc If you’re entering the industry today: Where would you choose to start, and why? #Rishare #FuelingYourCareer #EnergizingYourCareer #GlobalEnergyTalent

I constantly get recruiter reachouts from big tech companies and top AI startups- even when I’m not actively job hunting or listed as “Open to Work.” That’s because over the years, I’ve consciously put in the effort to build a clear and consistent presence on LinkedIn- one that reflects what I do, what I care about, and the kind of work I want to be known for. And the best part? It’s something anyone can do- with the right strategy and a bit of consistency. If you’re tired of applying to dozens of jobs with no reply, here are 5 powerful LinkedIn upgrades that will make recruiters come to you: 1. Quietly activate “Open to Work” Even if you’re not searching, turning this on boosts your visibility in recruiter filters. → Turn it on under your profile → “Open to” → “Finding a new job” → Choose “Recruiters only” visibility → Specify target titles and locations clearly (e.g., “Machine Learning Engineer – Computer Vision, Remote”) Why it works: Recruiters rely on this filter to find passive yet qualified candidates. 2. Treat your headline like SEO + your elevator pitch Your headline is key real estate- use it to clearly communicate role, expertise, and value. Weak example: “Software Developer at XYZ Company” → Generic and not searchable. Strong example: “ML Engineer | Computer Vision for Autonomous Systems | PyTorch, TensorRT Specialist” → Role: ML Engineer → Niche: computer vision in autonomous systems → Tools: PyTorch, TensorRT This structure reflects best practices from experts who recommend combining role, specialization, technical skills, and context to stand out. 3. Upgrade your visuals to build trust → Use a crisp headshot: natural light, simple background, friendly expression → Add a banner that reinforces your brand: you working, speaking, or a tagline with tools/logos Why it works: Clean visuals increase profile views and instantly project credibility. 4. Rewrite your “About” section as a human story Skip the bullet list, tell a narrative in three parts: → Intro: “I’m an ML engineer specializing in computer vision models for autonomous systems.” → Expertise: “I build end‑to‑end pipelines using PyTorch and TensorRT, optimizing real‑time inference for edge deployment.” → Motivation: “I’m passionate about enabling safer autonomy through efficient vision AI, let’s connect if you’re building in that space.” Why it works: Authentic storytelling creates memorability and emotional resonance . 5. Be the advocate for your work Make your profile act like a portfolio, not just a resume. → Under each role, add 2–4 bullet points with measurable outcomes and tools (e.g., “Reduced inference latency by 35% using INT8 quantization in TensorRT”) → In the Featured section, highlight demos, whitepapers, GitHub repos, or tech talks Give yourself five intentional profile upgrades this week. Then sit back and watch recruiters start reaching you, even in today’s competitive market.

🚀 The gap between a 3.5 LPA and a 20 LPA salary is often bridged by 12-18 months of dedicated preparation. If I were preparing for campus placements again in 2025, here's the strategy I’d follow — the same approach that helped me transition from Accenture to ServiceNow. I see many students still unsure about their placement journey. Here’s a roadmap to help you all kickstart your career in tech. Phase 1: Strengthen Your Foundations Master Data Structures & Algorithms (DSA) ✦ Dedicate 4–5 months to daily practice. Start with the basics and gradually move to advanced topics. ✦ Focus areas: Arrays, Strings, Trees, Graphs, Dynamic Programming. ✦ Platforms: LeetCode, CodeForces, CodeChef. Key Milestone: Solve 250+ problems across various difficulty levels. Participate in mock contests to improve your problem-solving speed and time management. Phase 2: Sharpen Your Development Skills Full-Stack Development ✦ Learn Frontend: HTML, CSS, JavaScript, React. ✦ Learn Backend: Node.js, Express.js, Django, or Flask. ✦ Master Databases: SQL and NoSQL (MongoDB). Create Projects ✦ Develop 2–3 full-stack applications with integrated frontend, backend, and database. ✦ Choose real-world projects like e-commerce platforms, social apps, or booking systems. Key Milestone: Deploy your projects on platforms like Vercel or Heroku. Make sure to showcase these projects on your GitHub and resume. Phase 3: Master Core Computer Science Concepts Study Key CS Subjects ✦ Get comfortable with OOPS, DBMS, Operating Systems, and Networking. ✦ Dive deep into concepts like memory management, threading, and database normalization. Relate Theory to Practice ✦ Apply theoretical knowledge in real-world projects and DSA problems (e.g., working with databases in backend systems). Key Milestone: Be able to confidently explain fundamental CS concepts during interviews. Phase 4: Build an Impressive Resume Craft an ATS-Optimized Resume ✦ Use a clean, simple format—avoid unnecessary graphics or fancy fonts. ✦ Highlight your technical skills, projects, and achievements clearly. Avoid Common Pitfalls ✦ Focus on technical accomplishments, not irrelevant extracurriculars. ✦ Proofread meticulously to ensure there are no errors. Key Milestone: Ensure your resume stands out within the first 6 seconds and effectively communicates your skills. Phase 5: Master Communication Skills ✦ Speak in English daily to improve your confidence. ✦ Practice explaining your thoughts, projects, and technical solutions out loud. Key Milestone: Be ready to express yourself clearly and confidently during technical and HR interviews. Remember, getting a high-paying offer requires more than just coding skills—it’s about holistic preparation, building real-world experience, and presenting yourself effectively. If you follow this path, success will follow! Follow Aarchi Gandhi for more such insights :) #Interview #tech #job #preparation #dsa #aarchigandhi

The CV habits that make Aussie job seekers look outdated and how to fix them. I’ve reviewed thousands of tech CVs across Sydney, Melbourne, and Auckland. Here are the signs that instantly age a candidate, plus the fixes that get interviews moving: ❌ “References available on request.” Recruiters already know this. Use that space for impact. ✅ Replace with: a one-line achievement. Example: “Scaled fintech app from 2k → 50k users in 12 months.” ❌ Career objectives. “Seeking a challenging role…” = filler. ✅ Replace with: a sharp summary naming your industry, stack, and value add. Example: “5+ years in cloud engineering, specialising in AWS cost optimisation.” ❌ Duties copied from a job description. Looks generic. Doesn’t show what you achieved. ✅ Replace with: measurable outcomes. ❌ Copying duties from the job description. Looks generic. Doesn’t show what you achieved. ✅ Replace with: consequences + results. Here’s an example from a recent 1:1 coaching session: Before “Set strategy and led execution for stateless hosting golden paths via the Internal Developer Portal (IDP).” My feedback: This tells the reader what you did, but not what it delivered. So I asked: - How long did this take? - How many teams were involved? - Was this a multi-year strategy? AFTER “Delivered a 3-year stateless hosting strategy via the Internal Developer Portal (IDP), adopted by 14 engineering squads across APAC. Reduced deployment time by 60% and unlocked $2.5M in annual infrastructure savings.” That’s the difference between describing activity and proving impact. ✅ Replace with: clean, single-column, 4 pages max. White space matters. ❌ Listing every job since uni. No one needs your 2009 retail gig. ✅ Replace with: last 5 years of relevant roles. Highlight stack + results. The rest can go to "extended career history". There are two things matter more than design trends: 1. Write facts in plain English so anyone can grasp your value in 10 seconds. 2. Apply to jobs where those facts matter most. Tailoring is what wins interviews. A CV isn’t about telling your whole story. It’s about telling the right story, to the right audience, in the clearest way possible. If you want to see how these CV fixes have worked for real tech professionals in AU/NZ, check out the testimonials on my site: https://lnkd.in/gW7Equtj #LinkedInNewsAustralia

Most professionals believe the safest career path looks like this: One company, one industry, a straight line upward. But after years of working in executive search, I’ve seen something very different. Corporate job security is largely a myth. Restructuring, automation, and market shifts often happen long before employees see them coming, and the professionals who navigate those shifts best usually have one thing in common: Their careers don’t look predictable. I like to think of careers the same way investors think about assets; there are two types. 1️⃣ Liquid career paths These are straight-line resumes, same company, function, and industry. They’re easy for companies to benchmark, compare, and replace. And because they follow predictable patterns… they’re also easier for AI and automation to replicate. 2️⃣ Illiquid career paths These are the zigzag career, different industries, unexpected pivots, and nonlinear growth. At first, they often look messy. But they create something powerful: Uniqueness. Markets struggle to price them, organizations struggle to replace them, and AI struggles to automate them. Because AI excels at repeating patterns. It struggles with synthesis. Here’s the irony: The career path that feels “safe” is often the most replaceable one. The unconventional path, the one that looks risky early on, often becomes the most valuable over time. Because illiquid assets tend to outperform precisely because they were mispriced in the beginning. In the next five years, most ambitious professionals will experience nonlinear careers, and that’s not a problem. It’s leverage. Comment ELITE to get my newsletter where I break down market shifts before they become obvious 📩 #careeradvice #futureofwork #careers #careerstrategy #aiandwork

I had a hunch about a mistake young people make early in their careers so I decided to look at the data. It's common to take a job and then about two years in, the lure of more money or title, or even just the sense of opportunity, folks jump to a new job. So I went through a lot of Linked In profiles and followed a bunch of young people who did that. And what I found (and it's hard to do this statistically so this is a mix of anecdotal and analysis) was that in general, jumping at opportunities every two year proved to be LESS effective to career growth. For the most part, it's an illusion. There are exceptions of course and also good reasons - but exceptions aside, why is this? It has less to do with loyalty and more to do as follows - it takes about two years for someone to get really good at their job. That's the time it really takes to absorb an organizational culture, build internal and external relationships and figure out what works. At that critical moment, the people who stay now have a super power. And they start to accelerate and get promoted at a faster rate. And then people who jump ship for a company in a similar field or similar job go all the way back to the beginning of the line at a new company. Now they have to spend two more years to get that super power. So at the end of four years in one place, the right person with the right ambition has had the opportunity to really grow their career and their portfolio of responsibility. Trust and relationships is a huge part of it. And the job hopper maybe they got a quick raise but often times they've hopped again. This has been documented in Boris Groysberg’s “portability of stars” research, which finds that when high-performing people move, performance often drops because a big chunk of “talent” is actually embedded in the old firm’s systems, colleagues, client access, and platform. The study was (Groysberg, Lee, & Nanda (2008), Management Science — “Can They Take It With Them? The Portability of Star Knowledge Workers’ Performance.”) What it found in plain English was that stars who switch employers see an immediate performance drop, and it persists for ~5 years. The decline is worst when they move to firms with “lesser capabilities.” There are a lot of good reasons to switch jobs (look at my own career). If you are in a dead end job, have a bad boss, or want to change careers for example, that makes a lot of sense. But when a recruiter calls at the two year mark, for more money, and you're probably less than ten years into your career, I am seeing that that very often does not pay off. Just at that moment when you're able to make a difference internally after investing time and building trust, you chase short term money. I hope this helps people make decisions, because the career trajectory aspect is way more nuanced and way more impactful oftentimes.

If you're a software engineer looking for a job right now: 1. DM 5 people per day on LinkedIn.    Not 50. Just 5. Focus on people in roles or companies you're aiming for. Be respectful, short, and relevant. 2. Don’t say “Can you refer me?” — earn the referral.    Send the job link + explain in 2 lines why you're a good fit. Make it easy for them to say yes. 3. Cold email hiring managers.    Use LinkedIn + RocketReach. Subject: “Application for Backend Role – 3 YOE | Java + AWS” → That’s it. No essays. 4. Your resume headline should speak like a recruiter.    e.g., “Software Engineer | 3 YOE | React + Node.js | ex-Zomato” — not “passionate coder and lifelong learner.” 5. Remove generic summaries.    They don’t help. Instead, add a “Key Skills” or “Tech Stack” section with actual tools. 6. Apply even if you match 60–70% of the JD.    Most job descriptions are wishlists. Stop disqualifying yourself. 7. Reapply to ghosted companies after 45–60 days.    Yes, it works. Many ATS don’t block reapplicants unless you’re rejected post interviews. 8. One mock every week. Non-negotiable.    System design or DSA, with a friend, mentor, or platform. Interview pressure is different from solo Leetcode. 9. Build one clean side project.    Hosted. GitHub link. Loom/YouTube walkthrough. Make it easy for someone to see your skills in action. 10. Use reverse job search.     Find employees at companies you love → see what skills they have → build a similar profile. 11. Track every job you apply to.     Company, role, date, status, contact — use Notion, Excel, anything. This helps with follow-ups and reapps. 12. Write 2-3 lines about each company before interviews.     Their product, tech stack, funding. It shows you care and lets you ask smarter questions. 13. Customize resumes for different roles.     Same core, but tweak for frontend/backend/full-stack focus. Keywords matter in ATS. 14. Be active in 1 tech community.     Don’t just lurk. Ask questions, help someone debug, post wins, visibility builds trust. 15. Follow 5 hiring managers or tech leads in your domain.     Sometimes they post roles before HR does. 16. Post weekly on LinkedIn.     Share your project progress, what you learned in a mock, or insights from a rejection. Be visible. 17. Use Job Boards smartly.     AngelList (startup roles), Wellfound, Triplebyte, Otta, Hired — but always follow up directly. 18. Prep behavioral questions too.     “Tell me about a challenge…” isn’t just filler. Most people fail here because they wing it. 19. If you’ve been laid off, say it clearly.     There's no shame. Add “Open to Work” + a pinned post. People help when you're honest and specific. Last thing: Getting a job isn’t always fair. It’s skill × effort × timing × luck. So if you’re trying everything and still not getting in, don’t blame yourself. Keep iterating. Keep showing up. Someone will open the door. You just need to stay in the hallway a little longer. Rooting for you.

Loyalty to one employer? Or Strategic job hopping? In today's job-hopping world, staying loyal to one employer for many years - or even a lifetime - might seem like the key to career success. Loyal employees are valued for their dedication and willingness to put the organisation’s interests first and - often - staying with their employer for extended periods. But workplace loyalty is more complicated and less reciprocal than in situations involving family and friends. An employee might feel attached to an organisation yet the organisation feels nothing in return. On top of that, excessive loyalty can come with significant costs, which helps to explain why the long-held belief in life-long employment with a single employer is losing relevance in today's fast-paced job market. Employees who switch employers are increasingly receiving higher pay increases than those who stay with the same one, making disloyalty a more effective strategy for salary growth. If that is not enough to make loyal workers question their dedication, the risk of exploitation might. Research from Duke University involving almost 1400 managers revealed that workers labelled as loyal are often assigned more work, including unpaid tasks.   This creates a vicious cycle where loyal employees are exploited and then rewarded with a reputation for loyalty, making them more likely to be chosen for extra work and personal sacrifices for their company. Too much loyalty can also limit career growth and skill development, with some experts believing that staying too long with one employer can lead to stagnation. The lack of new challenges and diverse experiences can make it harder for employees to adapt to changes in the industry. In today’s world, workers have more opportunities to explore different roles, industries and locations than ever before, leading to richer and more diverse career experiences. Yet any decline in employee loyalty goes beyond a lack of salary growth, risk of exploitation and missed opportunities. Organisations once promised job security, benefits and career progression in exchange for employees' dedication and hard work. But as organisations face increasing pressures to remain agile and competitive, this traditional contract has eroded. Recognising that many workers will no longer commit to long-term stays, employers should focus on making employees’ time with the organisation engaging and respectful to maximise productivity, job satisfaction and overall workplace morale. Employees should remain loyal to employers who invest in their development, treat them fairly and provide opportunities for growth. While loyalty is often revered, the modern workplace rewards those who adapt and evolve. Sometimes, it is wiser to be a strategic job-hopper than a loyal follower. #management #hr #leadership #aimwa #humanresources #workplace Cartoon used licence: CartoonStock

⚡ On-Site Engineer Diaries: Earning Comes From Learning ⚡ One thing the field teaches you fast: Every earning—knowledge, experience, money, or recognition—starts with learning. As a commissioning engineer, the biggest advantage of on-site work is exposure. Every visit to cement, steel, oil & gas, or energy plants gives real-time clarity that no manual can provide. Because on site, technology becomes tangible — you see every parameter, load, and application come alive in front of you. A few things I’ve learned along the way: 🔸 Understand the application — Know what your motor is driving and why the VFD is chosen for that duty. 🔸 Observe the process — Speed profiles, torque demand, inertia, and load fluctuations vary across industries. 🔸 Connect the dots — See how drives improve efficiency, stability, and energy usage in actual operation. 🔸 Ask without hesitation — Operators, maintenance teams, and process engineers hold insights no datasheet can capture. 🔸 Use every visit to upgrade yourself — Site is where electrical, mechanical, and process engineering meet in reality. Opportunities don’t repeat. Learning doesn’t wait. And sharing knowledge multiplies it. Keeping the journey simple: Learn. Apply. Grow. Repeat.⚡ #OnSiteEngineerDiaries #CommissioningEngineer #MotorsAndDrives #LearningEveryday

𝗦𝘁𝗲𝗽-𝗯𝘆-𝗦𝘁𝗲𝗽 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆 𝘁𝗼 𝗚𝗲𝘁 𝗣𝗹𝗮𝗰𝗲𝗱 𝗶𝗻 𝗙𝗶𝗻𝗮𝗹 𝗬𝗲𝗮𝗿 (𝗖𝗦𝗘/𝗜𝗧 𝟯𝗿𝗱 𝗬𝗲𝗮𝗿) 1. Build a Strong Foundation Master the basics of data structures, algorithms, and core subjects like OS, DBMS, and OOPs. Companies focus a lot on these. Practice regularly on coding platforms like LeetCode, Codeforces, or GeeksforGeeks. 2. Create Projects that Stand Out Develop 2-3 solid projects that showcase your skills in coding and problem-solving. Pick projects that solve real-life problems or use trending technologies like AI, Cloud, or DevOps. Host them on GitHub, and make sure they reflect your skills. This boosts your profile. 3. Get Comfortable with One Programming Language: Choose one language (C++, Java, Python) and be excellent at it. Companies often check for coding fluency in interviews. 4. Participate in Competitions Join coding competitions and hackathons. These not only improve your problem-solving skills but also boost your resume. 5. Prepare for Aptitude and Reasoning Tests Many companies conduct online assessments (OA) with aptitude, reasoning, and coding questions. Use platforms like HackerRank, PrepInsta, or IndiaBix to practice. 6. Create a Good Resume Your resume should be clear, concise, and highlight key skills, projects, and achievements. Practice mock interviews with peers or platforms like Pramp. Also, build a strong resume that highlights skills, internships, and projects. Focus on what you can bring to the company, not just what you’ve done. 7. Networking and LinkedIn Connect with alumni, seniors, and professionals on LinkedIn. Don't just send connection requests; engage in conversations, ask for guidance, and learn about opportunities. 𝗙𝗼𝗿 𝗜𝗻𝘁𝗲𝗿𝗻𝘀𝗵𝗶𝗽𝘀 𝗶𝗻 𝟯𝗿𝗱 𝗬𝗲𝗮𝗿 1. Internship Platforms  Apply on platforms like Internshala, AngelList, LinkedIn, or company websites. Keep an eye out for summer internships and campus drives. 2. Tailored Resume   Make sure your resume highlights skills relevant to the internship you're applying for. Include projects, coding profiles, and certifications. 3. Prepare for Interviews   Practice common coding questions and technical problems. Review frequently asked questions related to data structures, OOPs, and system design. 4. Deal with Rejections If you’re not getting selected, analyze your performance in the online tests and interviews. Ask for feedback and improve. Maybe it’s the coding, maybe it’s the aptitude, or maybe the resume—find out and fix it. 5. Consistency and Patience  Keep applying, keep practicing. Everyone faces rejections, but what matters is learning from them. By following these steps, you’ll increase your chances of securing an internship in 3rd year and getting placed in the final year. 𝗖𝗼𝗻𝘀𝗶𝘀𝘁𝗲𝗻𝗰𝘆 𝗮𝗻𝗱 𝗰𝗼𝗻𝘁𝗶𝗻𝘂𝗼𝘂𝘀 𝗶𝗺𝗽𝗿𝗼𝘃𝗲𝗺𝗲𝗻𝘁 are the keys. Start today, keep pushing, and you will succeed! For more valuable content like this, follow Vikram Gaur #internships #placement #jobs