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| تاریخ | رشد مشترکین | اشارات | کانالها | |
| 17 سپتامبر | +5 | |||
| 16 سپتامبر | +2 | |||
| 15 سپتامبر | +2 | |||
| 14 سپتامبر | +6 | |||
| 13 سپتامبر | +2 | |||
| 12 سپتامبر | +1 | |||
| 11 سپتامبر | +4 | |||
| 10 سپتامبر | +2 | |||
| 09 سپتامبر | +2 | |||
| 08 سپتامبر | +1 | |||
| 07 سپتامبر | +4 | |||
| 06 سپتامبر | +3 | |||
| 05 سپتامبر | +1 | |||
| 04 سپتامبر | +7 | |||
| 03 سپتامبر | +4 | |||
| 02 سپتامبر | +4 | |||
| 01 سپتامبر | +7 |
پستهای کانال
Explanation: WHY C: three reasons. First, "the offer" is rarely just salary. Sign-on, equipment budget, leave, review timing, title and equity are all real money, and you cannot negotiate a package you have not seen written down. Second, asking for time is completely normal and universally granted. "Thank you — I am excited. Could you send the full package in writing? I would like to review it properly and come back to you by Thursday." Nobody has ever lost an offer to that sentence. Third, it moves you out of the emotional moment. Offers arrive with adrenaline. Adrenaline says yes. D is the fastest way to destroy trust. Do not invent leverage. If you have a real competing process, you can mention it factually. If you do not, negotiate on scope and market data instead — it works, and it survives scrutiny. About 55% of people never negotiate at all. Roughly two thirds of those who do get what they ask for.
| 2 | You have an offer. It is 15 percent below your target. You want the job. What do you do FIRST? | 68 |
| 3 | 55 percent do not negotiate
Pew found that roughly 55 percent of workers did not negotiate their last offer. Of those who did, about 66 percent got what they asked for.
Read those two numbers together. Most people do not ask. Two thirds of the people who ask, receive.
The reasons people give for not asking are always the same three, so let me answer them.
"They will rescind the offer." Offers are almost never rescinded for a polite, researched counter. They have spent weeks and real money getting to you. Withdrawing means starting again. It happens, but it is rare enough that it should not drive your decision.
"I do not have leverage." You have the only leverage that matters: they chose you. The moment between offer and acceptance is the strongest position you will hold at that company for years. After you sign, you are negotiating against a salary review cycle.
"They will think I am difficult." Hiring managers negotiate constantly. What actually reads as difficult is being unable to state what you want clearly.
The script:
"Thank you — I am glad we got here and I want to accept. Based on the scope we discussed and what I am seeing for comparable remote roles, I was targeting [number]. Is there flexibility to get closer to that?"
One number, not a range, once you are at offer stage. Then stop talking. The silence is not yours to fill.
If cash is genuinely fixed, negotiate the other axes: sign-on, equipment budget, review at 6 months instead of 12, extra leave, title. | 88 |
| 4 | Wins Wednesday — the second follow-up
This week's win is a type, not just a person, because I have now seen it three times.
[NAME], [CITY] → [ROLE] at [COMPANY]. Interviewed, heard nothing for nine days. Sent the follow-up from Monday's post. Nothing. Sent the second one a week later — three lines, one new piece of information, no apology for writing. Offer within 48 hours. They had been the second choice. The first choice fell through.
[If you have a real story: swap in the details, with written consent. If not, run it as a pattern post exactly as above, no name, and say so.]
The second follow-up is where almost everyone stops. It feels like begging. It is not. It is staying visible for the moment the plan changes, and plans change constantly.
Comment if you have a "heard nothing" from the last two weeks. I will write the second follow-up with you in the group tonight. | 98 |
| 5 | The follow-up email that works
Most follow-up emails say "thank you for your time, I remain very interested." That email does nothing. It asks the reader for attention and gives them nothing back.
A follow-up email should do one job: make it easier for them to argue for you in the debrief.
Because that is what actually happens. After you leave, three people sit in a room and one of them has to advocate for you. Your email is ammunition for that person.
STRUCTURE, four lines:
Line 1 — one specific thing from the conversation. Not "great chat." A detail. "You mentioned the onboarding backlog is the reason the role exists."
Line 2 — connect it to something you have actually done. Two sentences maximum. "I ran into that at [company] — we had 40 accounts waiting on implementation. I segmented onboarding by department and cut it from 7 weeks to 4."
Line 3 — one useful thing, unasked. A relevant article, a short note on how you would approach the 90-day criteria they gave you, a link to something you built. This is the line that separates you.
Line 4 — a clean close. "Happy to go deeper on any of it. Either way, I enjoyed the conversation."
Send within 12 hours. Same day is better.
No "circling back." No "just following up." Those are apologies for existing. | 117 |
| 6 | Teardown Tuesday — the LinkedIn About section
This week's teardown: a real About section, first two lines only. Those are all most people ever see.
BEFORE:
"I am a passionate and results-driven professional with over 5 years of experience in various industries. I believe in continuous learning and thrive in fast-paced environments."
Problems: no role, no industry, no proof, no reader. It could describe a lawyer or a chef. "Various industries" actively removes information.
AFTER:
"I run customer success for B2B SaaS companies selling into non-technical industries. In my current role I cut churn from 9% to 3% across a 900-account book while running 12 to 15 tier upgrades a month.
Currently exploring senior CS roles with US or EU teams, remote, with overlap to 6pm WAT."
What changed:
- Line 1 says what you do and for whom. "Non-technical industries" is the specific that makes it real.
- Line 2 is your single strongest proof, with numbers.
- Line 3 tells a recruiter exactly what to do with you, including the time-zone answer they were about to worry about.
No adjectives. Adjectives are what you write when you do not have evidence.
Send me your first two lines. One gets rebuilt here next Tuesday. | 115 |
| 7 | "Do you have any questions for us?"
The question you ask at the end
This is not a formality. In a close call between two candidates, it is often the tiebreaker, because it is the only moment where the interviewer learns how you think rather than how you present.
Questions that waste the moment:
- "What is the culture like?" (nobody answers this honestly)
- "What are the growth opportunities?" (reads as: I want to leave this role already)
- Anything answerable from the careers page
Questions that change the room:
1. "What does someone need to have done in the first 90 days for you to think this hire went well?"
Gets you the actual success criteria — which you then use in your follow-up email.
2. "What is the hardest part of this role that is not in the job description?"
Signals you are preparing for the real job. People answer this one honestly and often at length.
3. "What made you decide to open this role now?" (backfill, growth, or something broke — all three change your strategy)
4. If it is a final round: "Is there anything about my background that gives you hesitation? I would rather address it now than have you wondering."
This one is uncomfortable and it is the single highest-return question in interviewing. You cannot fix an objection you never hear.
Pick two. Write them on a card. Have them on the desk. | 128 |
| 8 | Check out more jobs at: RemoteWorldwide.net | 157 |
| 9 | Director, Global Human Resources at Percona
🌍 #Remote Anywhere in the world
📍 #Anywhere in the world
#hiring #job #remoteworldwide #director, #global #anywhereintheworld | 148 |
| 10 | Practice Lead: AWS at Percona
🌍 #Remote Anywhere in the world
📍 #Anywhere in the world
#hiring #job #remoteworldwide #practice #lead: #anywhereintheworld | 122 |
| 11 | Technical Writer - PostgreSQL at Percona
🌍 #Remote Anywhere in the world
📍 #Anywhere in the world
#hiring #job #remoteworldwide #technical #writer #anywhereintheworld | 115 |
| 12 | Software Developer in Test at Percona
🌍 #Remote EMEA
📍 #EMEA
#hiring #job #remoteworldwide #software #developer #emea | 90 |
| 13 | Jr. Service Desk Agent at Percona
🌍 #Remote South America
📍 #South America
#hiring #job #remoteworldwide #jr. #service #southamerica | 79 |
| 14 | MongoDB Database Support Engineer (AMERICAS - Remote) at Percona
🌍 #Remote Americas
📍 #Americas
#hiring #job #remoteworldwide #mongodb #database #americas | 79 |
| 15 | MySQL Database Support Engineer at Percona
🌍 #Remote Americas
📍 #Americas
#hiring #job #remoteworldwide #mysql #database #americas | 66 |
| 16 | Sr. Software Engineer - Go/MongoDB at Percona
🌍 #Remote EMEA
📍 #EMEA
#hiring #job #remoteworldwide #sr. #software #emea | 67 |
| 17 | Product Manager - Percona Monitoring and Management at Percona
🌍 #Remote EMEA
📍 #EMEA
#hiring #job #remoteworldwide #product #manager #emea | 69 |
| 18 | PostgreSQL Database Support Engineer – EMEA at Percona
🌍 #Remote EMEA
📍 #EMEA
#hiring #job #remoteworldwide #postgresql #database #emea | 75 |
| 19 | PostgreSQL Database Support Engineer - AMERICAS at Percona
🌍 #Remote Americas
📍 #Americas
#hiring #job #remoteworldwide #postgresql #database #americas | 77 |
| 20 | Check out more jobs at: RemoteWorldwide.net | 103 |
