I’ve been living in Toronto for almost 3 years now, and like many of you, I came here as a newcomer trying to figure out the Canadian job Market. One thing I’ve noticed is that every newcomer goes through the same confusion, the same mistakes, and the same surprises — but no one tells you the truth early enough. When I graduated in Cybersecurity, 90% of my classmates said the next step was to get a CISSP.But after attending events, talking to seniors, and researching the market, I realized something surprising: 👉 Most experienced professionals didn’t even have CISSP. So certifications help — but they are not the “golden ticket.” Before joining Breakthrough Elite, I had already studied ATS deeply, so I understood how resume filtering worked.But BTE opened my eyes to the human side of hiring — things nobody teaches newcomers: - Saying “job requisition” instead of “job posting” - Understanding WIW (Who Interviews Who) - Realizing the interview is 70% the recruiter evaluating you, and 30% you evaluating them - Challenging the recruiter by asking smart, confident questions - Learning that communication matters as much as technical skills These are things I wish someone had told me on day one in Canada. And that’s why I’m writing this post — not just for myself, but for future newcomers who will join this community next year… or five years from now. 👉 What’s one lesson you learned as a newcomer in Canada that you wish you knew earlier? It could be about: - Networking - Confidence - Interviews - Recruiter conversations - Certifications - Job expectations - Soft skills - Market realities - Mistakes you made early on Let’s build something valuable for the next generation of newcomers — so they don’t repeat the same struggles we all faced.Even one sentence from you could change someone’s journey. 🙏 @Alex B

If you’ve ever felt overwhelmed in your job search — rewriting resumes, sending dozens of applications, and still not getting calls — here’s a truth few people talk about: you’re busy, not productive. In business, startups measure progress with KPIs — Key Performance Indicators. They’re the numbers that tell you whether you’re moving toward success or just moving in circles. Job hunting works the same way. 🔍 What Is a KPI (in plain language)? A KPI is simply a measurable result that shows you’re making real progress. It’s not how many hours you spent applying — it’s what outcomes those hours created. 📊 Examples of Job Search KPIs Depending on where you are in the process, your KPI might be: - Interviews per week — the clearest sign your applications are working. - Response rate to outreach messages — shows how effective your networking is. - Referrals or introductions received — proof that your relationships are paying off. - Job offers or final-round interviews — your ultimate north star. If you track these, you can instantly see what’s working and what’s not. No more guessing. 🧭 Why It Matters Most people waste energy on tasks that feel productive — like endlessly tweaking resumes or scrolling job boards — but don’t move their KPI. When you define your KPI, you focus on results, not activity. ⚡ How to Start 1. Choose one or two KPIs that make sense for your stage. 2. Track them weekly. 3. Ask yourself every morning: “Will this task improve my KPI?”If not, drop it or delay it. 🚀 Coming Next In the next post, I’ll break down how to sort your daily job-hunting tasks based on how much they actually impact your KPI — so you can stop doing busywork and start getting interviews. Don’t forget to like if you liked this post❤️

Last time, we talked about finding your KPI — the one number that shows whether your job hunt is actually working. If you haven’t yet seen that post or if you forgot to like it to motivate me here is a link to do so: https://www.skool.com/bte/the-secret-metric-that-turns-job-hunting-into-progress?p=6087ef94 Now comes the next step: focus only on what moves that number. This is a method I learned from YC (they call it Harvard of startups). Most people stay stuck because they treat all tasks the same. But not every action deserves your time. Here’s the rule to categorize/sort your tasks: - High Impact + Low Effort → Do First - High Impact + High Effort → Plan - Low Impact + Low Effort → Automate - Low Impact + High Effort → Drop Spend 80% of your time on the ones that actually push your KPI forward (High Impacts). Everything else? Just noise dressed as productivity. learn to FIRE Low Impact + High Effort tasks without feeling guilty. Just like demanding ppl around you who don’t contribute to your success so much. Not everything/everyone deserve your time… tap on that damn like button if you liked this 😉

LinkedIn’s algorithm gives more weight to comments than to posts. In fact, over 90% of your notifications come from comments — because they represent real conversations and engagement. Imagine this: A company director leaves a comment under an investor’s post. Everyone who engaged with that post sees a notification — and they see the director’s name. When this happens repeatedly, that name starts showing up in front of new people again and again. That’s what I call ✨ free personal branding — through a single smart comment! And here’s a little trick 👇 If you’re among the first few people to comment, your words are much more likely to be read by others. Another trick: You could test this fact here under this post!!✨✨

This week I learned something surprising — “ghost jobs” are a real trend in the world… These are roles advertised without any real intention to hire. Some articles suggest that up to 30% of job posts might actually be ghost jobs. That number might be debatable — but still, it’s worth asking why this happens… and how we can deal with it. So why would companies do this? 👇 💡 Pipeline building — collecting CVs “just in case” they hire later. 💡 Employer branding — looking like a company that’s growing. 💡 Market testing — checking salaries or available skills. 💡 Internal politics — managers proving there’s “demand” for more staff. 💡 Simple admin errors — old posts that never got removed. From the employer’s view, it’s about planning ahead or keeping appearances. From the candidate’s view — it’s time lost, energy wasted, and hope drained. So how can you protect your time and energy? 1️⃣ Do your homework: Check if the same post keeps reappearing or lacks clear details (salary, start date, etc.) 2️⃣ Ask directly: Kindly confirm if the role is actively hiring or pipeline only. Good recruiters will tell you. 3️⃣ Know when to move on: If things go quiet after a couple of follow-ups, it’s not you — it’s them. 4️⃣ Don’t take it personally: Ghost jobs reflect processes, not your value. 5️⃣ Focus on real leads: Smaller companies and personal referrals are often far more genuine. ✨ Bonus tip: Follow recruiters who are transparent — they’ll tell you when a role is truly live. 🔁 If you’ve come across a ghost job lately, what did you notice? Let’s make this conversation useful for everyone who’s job searching right now.