You're good at the job. The part that gets you hired, you're guessing at.
Capable people get stuck for reasons nobody explains to them.
You're not short on skill or effort. You're making high-stakes calls in a market that gives you almost nothing back. Silence after the final round. A CV that isn't landing and no one will tell you why. An offer you can't tell is a step up or a trap.
Here's the part that stayed with me from years of building shortlists. The people who got filtered usually weren't the weakest. They were the least legible. Good at the work, invisible to the system. From the outside those two look identical, and the system can't tell the difference. This room is where you get the difference explained, before it costs you a move.
Everything I do on hiring, I share inside.
Not recycled advice. The actual research, breakdowns, and market signal, as I make them.
Original ANZ research
The Careersy AI-Native Report, and the work behind it. What's really happening with AI adoption in Australian tech hiring. The read: adoption is rising, but most companies are still early. If you feel behind, you're probably in the majority.
The recruiter-side breakdowns
Why you don't surface for roles one level up: the search doesn't catch you, not your ability. Why the 'ATS score' isn't real, with 60 to 100+ systems each scoring differently. And how to move a recruiter who's gone quiet, because time kills deals.
Live market signal
What I'm seeing in shortlists right now. Where hiring is moving, what's slowing, which roles are real and which are auto-posted ghosts. The kind of read you only get from someone still in the seat.
Tools you keep
The Wins and Work Log and the prompt that runs it: ten minutes every Friday so you never rebuild your CV from a blank page. The resume handbook and templates. The LinkedIn revamp guide. The AI discoverability deck.
Monthly live coaching
A market update and a working session, every month, with me. Recorded every time, so a meeting never costs you the session.
Spotlight sessions
Working engineers and operators, live. The first was Claude Code with a senior AI and ML engineer. Recordings kept, so you build the muscle instead of just watching.
How I actually think about this
Five lines from the breakdowns and market reads I post inside the Careersy Community. The reasoning behind each one is what you join for.
“The market can't reward value it can't detect.”
“Movement isn't the same as momentum.”
“Your company now has two budgets: people, and tokens. You're being measured against both.”
“The people who get the most out of LinkedIn aren't the ones who post the most. They're the ones who never fully stopped.”
“AI fluency is now a proxy for curiosity. Resistance to it reads as incuriosity, not caution.”
It's already working for people in the room.
★★★★★
“I'm starting a new senior software engineering job on Monday. We did the CV revamp which opened my eyes to how I'd been underselling my capabilities. Got a job in about two months.”
Oluwasegun
Senior Software Engineer · hired in ~2 months
★★★★★
“From nothing for several months before the revamp to two recruiter DMs the next business day. Simply miraculous.”
Sri
PhD pivoting to industry · two recruiter DMs the next day
★★★★★
“I've accepted a new role as a Senior AI Engineer. Both companies reached out on LinkedIn. I used Eli's CV template, and one recruiter commented on how well put together it was.”
Ninad
Senior AI Engineer · found via LinkedIn
★★★★★
“My role was made redundant. After almost two months I've secured a new contract role aligned with my experience. Eli helped me prepare for the interviews, which gave me more confidence.”
Albert
New contract role · ~2 months after redundancy
Over the past month, every Careersy client who landed did it through a person. Not Seek. Not LinkedIn Jobs. A referral. Four clients, four roles, all referrals.
Individual results. Outcomes vary. Not a guarantee.
How it actually runs
Real channels, not a feed to keep up with. Job Search Hub, Interviewing, LinkedIn, How to AI and Careers, Seeking Referrals, Ask Eli Anything.
Monthly live coaching with me, recorded.
Priority feedback when a decision can't wait. An offer, a pivot, a message you're about to send.
Peers who do the work. People share drafts, intros, and what's working, and back each other on referrals.
True ANZ context. Sydney, Melbourne, the local market. Not US advice with a flag swapped.
Fits around a full-time job. No expectation to keep up. Drop in when it matters.
Who this is for
A fit if you're:
A senior engineer, PM, data or AI professional, or a lead
Capable, but progress has slowed or stalled
Between roles, or weighing a move you can't afford to get wrong
Pivoting, relocating to ANZ, or rebuilding after a redundancy
Willing to share a draft and use the feedback
Not a fit if you want:
Quick hacks or a guaranteed outcome
A passive content feed instead of feedback
US advice to translate cleanly to this market
One membership, two ways to pay
One wrong move, a misjudged offer or a mistimed jump, costs you tens of thousands and a year you don't get back. A recruiter-side second opinion before you make it runs $19 a month.
$19/mo + GST
Monthly: $19/mo + GST. Cancel anytime. Or annual: $190/yr + GST, two months free.
Join monthly → Join annually →a working ANZ tech recruiter
Hi, I'm Eli.
I'm a working tech recruiter in Australia. Thirteen years building shortlists for ANZ companies. I kept watching capable people make big career calls with no real information, guessing at a system I get paid to run. So I built a room where I hand that information over, plainly, and you don't have to make the next move alone. See you inside.
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