Understanding Job Descriptions

"We're looking for someone who can really hit the ground running." Translation: We need you to fix what Brad broke without documentation, training, or context. I started keeping a Corporate Translation Dictionary™ after my third VP role. Every phrase decoded. Every euphemism exposed. Every extraction tactic documented. 𝐖𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐬𝐚𝐲 → 𝐖𝐡𝐚𝐭 𝐭𝐡𝐞𝐲 𝐦𝐞𝐚𝐧: "We're like family here" → We'll guilt you into unpaid overtime "Competitive compensation" → Below market rate with a ping pong table "Other duties as assigned" → You'll do three jobs for one salary "Fast-paced environment" → Chaotic with no processes "We value collaboration" → Your ideas will become Brad's promotions "Growth opportunity" → The salary is insulting but we'll dangle a future that never comes "Entrepreneurial spirit" → Build us a company while we pay you like an intern "Wear many hats" → We haven't hired enough people and won't My personal favorite from last month: "We need someone who brings fresh perspectives" → We want your Black excellence to fix our diversity metrics but won't listen when you speak The CEO actually said this. Out loud. In the interview. Then offered me 73% of what they paid the white man who failed at the role. 𝐇𝐞𝐫𝐞'𝐬 𝐭𝐡𝐞 𝐭𝐫𝐚𝐧𝐬𝐥𝐚𝐭𝐢𝐨𝐧 𝐭𝐡𝐚𝐭 𝐜𝐨𝐬𝐭 𝐦𝐞 $𝟑𝟎𝟎𝐊: When they said "equity participation possible," I heard ownership. They meant 0.01% that vests over 47 years. When they said "leadership track," I heard C-suite trajectory. They meant managing the interns while Brad gets promoted. When they said "budget flexibility after proven results," I heard performance-based raises. They meant prove you're worth triple, we'll pay you 5% more. Now I translate in real time: Them: "We need a team player" Me: "My collaboration rate is $5,000 per day" Them: "Can you be flexible on salary?" Me: "Can you be flexible on excellence?" Them: "We're hoping for someone passionate about the mission" Me: "Passion doesn't pay my mortgage. Contracts do." The beauty of translation services? Once you decode their language, you can't unhear the truth. Every Black woman needs her own Corporate Translation Dictionary™. Because when you understand what they're really saying, you stop subsidizing their lies with your brilliance. Document their patterns. Decode their extraction. Invoice accordingly. Thank You; It's True™ P.S. Brad just asked if I could "jump on a quick call to align on synergies." Translation: He needs me to explain his job to him. Again. My consulting rate card is in his inbox. #BlackWomensWealthLab #CorporateTranslation #InvoiceYourWorth

You applied to 100+ jobs but no interviews? Here's what's actually happening. Your experience is valuable. You're just invisible. Let me explain why, and how to fix it. When you apply online, your resume goes into a database called an ATS (Applicant Tracking System). Think of it like a massive filing cabinet. Now here's the key: Some recruiters don't read every resume. They search. Just like you search Google, they search their database: "Python AND data analysis" "SAFe AND agile transformation" "Tableau AND dashboard" If your resume doesn't have their exact search terms, you’re making it harder to get discovered. You're not rejected. You're just not found. But here's the secret: The job description often tells you EXACTLY what keywords they'll search for. It's like having the answer key. Example from a real job posting: If they say "Experience with Snowflake required"... → They'll search "Snowflake" → Make sure you write "Built data warehouse in Snowflake…" Not "cloud database" or "modern data platform." Use their exact words: Snowflake. I've mapped out 80 keywords that get candidates noticed in 2025: Top searches happening right now: • Python, TensorFlow, LangChain (AI roles) • Kubernetes, Terraform, Docker (tech leadership) • Power BI, Tableau, SQL (data leadership) • SAFe, Agile, DevOps (transformation roles) Your action plan: 1. Read the job description carefully 2. Circle every tool, platform, or methodology mentioned 3. Add those EXACT terms to your resume (if you have that experience) 4. Use them naturally in your accomplishments Example: Instead of: "Led team through digital modernization" You say: "Led SAFe agile transformation using ServiceNow and Jira, reducing delivery time by 40%" You have the experience. Now make it searchable. Your next role isn't rejecting you. It just hasn't found you yet. You’ve got this! 💡 Save this cheat sheet of 80 searchable keywords ♻️ Share to help someone in your network Follow me for more insider recruiting insights

6 Job Description Red Flags To Watch Out For (Before You Apply): 1. It’s A Unicorn Wishlist If a job description asks for every type of experience under the sun, to the point where it’s not realistic? That’s a red flag. It means the hiring team likely doesn’t have a clear idea of their needs or who can fill them. That can make it hard for you to sell yourself into the role. But even if you land it, you might be walking into a situation where the criteria for success is unclear. 2. Vague (Or No) Salary Range In this day and age, salary transparency is a good indicator of a company’s view of their employees. Great companies have fair budgets and tend to include them in their descriptions. Other companies either don’t include them or play the game of the range being $50,000 - $450,000. If this job has the latter, make sure you bring up salary in the first conversation if you apply. 3. Buzzwords Instead Of Simplicity An over-use of buzzwords is indicative that the hiring team isn’t really clear on what they want. It’s also a sign of the culture you’d enter if you hired. Companies that use this type of lingo (rockstar, ninja, guru, etc) tend to have “less mature” cultures. These are places that tend to make it up as they go and look down on any sort of effort to regulate, oversee, or rein in that behavior. 4. Vague Responsibilities & Goals Great companies will be able to clearly communicate the specific skills, responsibilities, and goals for a role. Not-so-great companies tend to share vague job descriptions that feel like they could apply to a variety of skillsets and people. If reading the job description leaves you wondering what you’d actually be doing in this role? It’s probably best to pass on applying. 5. Short Job Descriptions Similar to vague job descriptions, short JDs are equally bad. Hiring is a HUGE decision. If a company can’t be bothered to write a detailed and comprehensive description of why this role is open? It means they either aren’t sure why they’re making this hire or they don’t care much about who applies. Either way, you’re better off focusing your efforts on companies who care about their employees and have rationales behind their openings. 6. Equating Employment To Family Companies that use phrasing like this are typically not in touch with their employees. Great companies realize that employees work to make a living as well as to grow both personally and professionally. Their language, mission, and values reflect that. If your company is using language like “we’re a family,” it’s usually a sign that they don’t really understand what their employees actually want and need.

Last Month, one candidate came to me with a big smile. “Madam, I finally got the offer letter. Salary is amazing.” But after joining the company, reality was very different. The “great package” was full of hidden conditions. The bonus was not guaranteed. The probation period was 1 year. Saturday was also working. And the take-home salary was much lower than expected. That excitement turned into frustration within 2 months. An over-promised offer letter often hides important details in small lines. Before accepting any offer, slow down and check everything carefully. Here are 10 important things to verify in every offer letter: 1. Probation period How long is it? What are the conditions during probation? 2. Compensation breakup Check: • Take-home salary • Bonus • Super bonus • Project bonus • Variable pay • CTC vs actual monthly salary 3. Working days Is it 5 days or 6 days working? 4. Notice period 30 days or 90 days? Long notice periods can create future problems. 5. Work location Office, hybrid, or remote? 6. Job role clarity Are responsibilities clearly mentioned? 7. Appraisal cycle When will salary revision happen? 8. Leave policy How many paid leaves are available? 9. Bond or agreement Any service agreement or penalty clause? 10.Hidden clauses Always read the fine print carefully. Many professionals only look at the salary number. Smart professionals read the complete offer letter. Your career decision should be based on clarity, not excitement.

If you’re coming out of a supermajor like Exxon, Shell, or Chevron, chances are your job title doesn’t reflect the weight of what you actually did. I’ve worked with folks who were basically running million-dollar projects, overseeing contractors, managing teams, and owning timelines — but their title was something like Operations Advisor 3 or Technical Professional. When it comes time to switch companies (especially outside of oil & gas), this can trip you up. Here’s how to level the playing field: 1) Break your role down into what you ran, not what you were called. A client came to me with the title “Subsurface Engineer II.” But he’d led asset development planning across multiple basins, coordinated with drilling and completions, and presented at exec reviews. On paper, that’s a Development Manager or Senior Reservoir Engineer anywhere else. 2) Study how titles map across industries. Different companies name things differently. What Shell calls a Wells Engineer, other firms call a Drilling Engineer or Project Engineer. If you’re applying to mid-sized operators, contractors, or new energy companies, use job postings to figure out which titles line up with what you’ve actually done — not what your old badge said. 3) Be upfront in interviews — and use data to back up your expected salary and/or title. Say it like it is: “At Exxon I was a Facilities Engineer, but I managed $90MM in brownfield upgrades and led a 7-person project team. From what I’ve seen, that aligns with a Senior Project Manager or Capital Projects Lead here.” That helps them calibrate your role, and your compensation. Your title might have been vague, but the work wasn’t. Don’t let a strange job title keep you from the job — and pay — you’ve already earned! #oilgas #oilandgas #oilandgasindustry #engineering #petroleum #energystrong

Dear Hiring Managers, Let's clarify what "entry-level" truly means. If your job listing requires 1-3 years of experience, it's not entry-level. Here's how it should be categorized: - 0 years: This is the real entry-level, perfect for fresh graduates or those just starting out. - 1-3 years: You're looking for Associates. - 3-5 years: This is where Managers fit in. - 5-7 years: These are your Senior Managers. - 8-10 years: Now we're talking about Directors. - 10+ years: These are your VPs. Entry-level means no experience. It's designed for those eager to begin their careers, learn, and grow. Let's label job positions accurately and give newcomers the opportunities they deserve.

I thought the ATS was rejecting me. Then I worked at an ATS company... Here's what surprised me the most and what I learned... When I worked at two of the largest ATS providers (LinkedIn & Rippling) I saw first hand how they're built and how recruiters use them. Here's what I found out... 1️⃣ ATS = GOOGLE FOR RECRUITERS An ATS system is like an internal Google search for recruiters. 💡 Here's how they use it: ↳ A recruiter searches for keywords (i.e. Project Manager + Agile) ↳ As long as your resume has those words, it will show up ↳ The easiest place to add your keywords is your skills section. ↳ Aim for 15-30 skills ⛔ Don't add soft skills ⛔ Don't add keywords to your bullet points 2️⃣ KNOCKOUT QUESTIONS If you get an immediate rejection after you apply, it was likely you hit a knockout question. 💡 How they work: ↳ Recruiter adds "filter out people with less than 10 years experience" ↳ You apply with 7 years experience ↳ The ATS automatically rejects you ⛔ Sometimes the ATS rejects you by mistake... The most common causes are: ↳ Your dates weren't formatted correctly ↳ You were missing keywords ↳ You applied too late after the job was closed internally 3️⃣TITLE MATCH According to a recent study, "title match" increased interview rates by 10.2x (and was the most influential factor of all) 💡 How it works: ↳ Recruiter searches for "Technical Project Manager" ↳ But your resume title is "Project Coordinator" ↳ You'll show up lower in their search results ✅ Add a "target title" to the top of your resume and make it EXACTLY the same verbiage as the job you're applying for Most people spend way too much time worrying about the ATS. In reality most rejections happen because of very simple things. Most ATS don't use AI (not yet) Most ATS don't "grade" your resume Most ATS don't "throw out" your resume It's the RECRUITER who decides which resumes to look at. 👉 Your job is to help them find you. ________ 👉 P.S. If you'd like some more guidance on ATS, give my profile a follow and next week I'll post a full guide I'm working on. P.P.S. Have more questions about the ATS? Share it below and I'll try to clarify as many as I can. _ #resume #hiring

📝 Checklist for Contract Drafting | Follow Ilamparithi BoologaSundaraVijayan 1️⃣ Parties   Are the parties clearly identified, and are the signatories authorized to commit to the agreement? 2️⃣ Scope of Work   Is the scope of work clearly defined and comprehensively described? 3️⃣ Acceptance   Has the offer been formally accepted by the relevant party? 4️⃣ Consideration and Responsibility   Does the contract state the consideration (what each party will get in return) and outline the responsibilities of each party? 5️⃣ Delivery   Does the contract specify delivery timelines, including dates and milestones? 6️⃣ Payment Terms   Are the payment terms and conditions clear and defined? 7️⃣ Variation/Change Orders   Does the contract outline the process for requesting and approving changes or variations to the scope of work? 8️⃣ Dispute Resolution   Are there clear steps for resolving disputes, including negotiation, mediation, or legal recourse? 9️⃣ Force Majeure   Does the contract address what happens in the event of unforeseeable circumstances that prevent contract performance? 🔟 Expiry Dates   Does the contract mention the contract duration or expiry dates? 1️⃣1️⃣ Renewal Terms   Are there provisions for contract renewal? 1️⃣2️⃣ Penalties/Fees   Does the contract define penalties or fees for non-compliance or failure to meet obligations? 1️⃣3️⃣ Insurance and Warranty   Are the necessary insurance and warranty provisions included and clearly defined? 1️⃣4️⃣ Default Clause   Does the contract outline specific breaches or default circumstances? 1️⃣5️⃣ Termination Clause   Are the conditions for contract termination specified, along with available remedies for the non-breaching party? 1️⃣6️⃣ Confidentiality Clause   Is there a confidentiality agreement included, and are the penalties for breaches specified? 1️⃣7️⃣ Arbitration Clause   Does the contract include clear arbitration procedures, including the selection of arbitrators? 1️⃣8️⃣ Choice of Law Clause   Does the contract address governing law, particularly if cross-jurisdictional issues arise? 1️⃣9️⃣ Limitation of Damages   Are the types and amounts of recoverable damages clearly defined?

🔶🔷 T-Shaped vs. V-Shaped Designers. When a designer doesn’t fit an established UX role, encourage them to shape their own role ↓ Many job openings assume very specific roles with very specific skills. Product designers should be skilled in Figma. Researchers should know how to conduct surveys. UX writers must be able to communicate brand values. All of them must neatly fit within established roles, and excel at tools and frameworks and ways of working that are perceived as the best practice in the industry. There is nothing wrong with that, of course. But in practice, as Brad Frost noted, people don’t always fit squarely into a specific discipline. Their value comes not from staying within the boundaries of their roles, but from intentionally crossing these boundaries — across disciplines, teams, processes. They seamlessly navigate between problems and solutions, dive into code and design, understand business and operations. They bridge the gaps and connect the dots. They establish design KPIs. Streamline handoff. Scale design systems. Drive accessibility efforts. They are connectors, and they are rarely T-shaped. Most job openings seek employees who would neatly fit into a very restrictive and meticulously predefined role. But some employees don’t fit in any box. They are V- or M-shaped — experts in one (V) or multiple (M) areas, with a growing knowledge, deep understanding and immense curiosity in adjacent areas. For example, if search is a critical feature for the business, then probably there is a strong need for a Search Designer — somebody who will actively manage and improve search, who understands Information Architecture and technical intricacies of CMS, who knows how to run usability testing and measure search UX, how to make sense of analytics, drive content strategy and optimize SEO. But there is no established UX role for that, so it’s rarely advertised. I wish more companies would encourage their employees to shape their own boxes instead of defining confined boxes for them. To shape unique, custom-fit boxes of any form and shade and color and size employees desire, along with deliverables that other teams would benefit from and could build upon. If you are hiring, perhaps replace a long list of requirements with an open invitation to apply and suggest critical skills that might be missing but needed. If you work in a company, don’t feel restricted by your role. Explore where your work has the highest impact, shape this role and suggest it to your manager. And as a job seeker, don’t get discouraged if you don’t tick all the boxes in a promising job opening. Apply. Show what you bring to the table. The truth is that many companies don’t know the expertise that they need until they found a person who actually has it. You've got this — and good luck! ✊🏽 (Illustration by Jeroen Kraaijenbrink) #ux #design

The Data Engineering Reality Check Nobody Warns You About 𝗝𝗼𝗯 𝗗𝗲𝘀𝗰𝗿𝗶𝗽𝘁𝗶𝗼𝗻: "Build cutting-edge data pipelines with Kafka, Spark, Airflow, Snowflake..." 𝗥𝗲𝗮𝗹𝗶𝘁𝘆: You're debugging a JOIN at 2 AM while your coffee gets colder than your production data. 😉 Expectations vs. Reality  • What the JD Says: "Design scalable architectures with modern tools"  • What You Actually Do: Fix the same SQL join that breaks every Monday because marketing changed a column name. Without telling you.  • The Interview: "Design a real-time streaming system for millions of events"  • The Job: Spend 3 hours explaining why the report is delayed because Karen from Sales uploaded a CSV with emojis in it.  • The Dream: Building elegant pipelines, sipping coffee, watching data flow beautifully 😅 The Truth: → 10% Building new stuff → 20% Automating workflows → 70% Debugging why Tuesday's data looks different than Monday's The LinkedIn Posts: "Thrilled to architect our new data lakehouse!" Your Slack: "URGENT: Dashboard down, CEO meeting in 20 mins, HELP" The Glory: "You're a data engineer? So you do machine learning?" The Reality: "No, I make sure your machine learning model actually has data to learn from." Here's what Actually Drains Your Day ❌ Schema Drift: Columns disappear overnight
 ❌ Null Hell: Analytics break at the worst times
 ❌ Late Data: "Real-time" means "whenever it decides to show up"
 ❌ Version Conflicts: Git merge nightmares
 ❌ Stakeholder Olympics: "Can you just pull this quickly?" Some Tips for Aspiring DEs ✅ Master SQL cold – You'll write more queries than code
 ✅ Learn debugging over tools – Spark is cool until it's not
 ✅ Build monitoring first – Know it broke before your boss does
 ✅ Document everything – Future you will thank present you
 ✅ Practice saying "NO" – Not every request needs a pipeline Data engineering isn't elegant architecture diagrams. It's handling chaos, preventing disasters, and keeping dashboards green while everyone sleeps. Image Credits: Internet Fellow DEs, what's your "Why is the data late?" story? Share below! 👇