Unveiling the Hidden Advantage: What Diverse Candidates Need to Know About Corporate Hiring Targets

Introduction

In today’s job market, diversity isn’t just a buzzword—it’s a game-changer. If you’re a professional woman or minority candidate, you might be sitting on a goldmine of opportunity without even realizing it. But here’s the million-dollar question: Are companies looking for diverse talent?

Let me tell you, yes they are!

Picture this: You’re scrolling through job listings, tweaking your resume for the umpteenth time, and wondering if you’ll ever land that dream job. Meanwhile, companies are scrambling behind the scenes, desperately trying to find candidates just like you. Sounds too good to be true, right?

Well, buckle up, because I’m about to pull back the curtain on a little-known secret in the corporate world: Companies are actively seeking diverse talent like you, and they’re facing real challenges in finding it.

I have spent the last 35 years of my career as a senior HR and Talent Acquisition executive in global companies across industries responsible for hiring thousands of employees. My goal in this Comprehensive article is to share with you the inner dynamics of corporate diversity hiring. We’ll explore:

According to a recent study by McKinsey & Company, companies in the top quartile for ethnic and cultural diversity on executive teams were 36% more likely to have above-average profitability. This isn’t just good news for companies—it’s a golden opportunity for you.

So, if you’ve ever felt like your background might be holding you back, it’s time to flip that script. Your diversity isn’t just an interesting footnote on your resume—it could be your ticket to career success.

Ready to uncover your hidden advantage? Let’s dive in.

Table of contents

The Current Landscape of Diversity Hiring

not sure if you have noticed: companies are talking about diversity a lot. But is it all just talk? Let’s dive into the numbers and see what’s really going on in the world of diversity hiring.

The Rise of Diversity Initiatives

Companies aren’t just paying lip service to diversity anymore—they’re putting their money where their mouth is. Check out these eye-opening stats:

• 96% of CEOs now consider diversity, equity, and inclusion (DEI) a strategic priority.
• 76% of job seekers consider workplace diversity an important factor when evaluating companies and job offers.

Do Companies Really Prefer Diverse Candidates?

You might be wondering, “Do companies actually prefer diverse candidates, or is this just a PR move?” Well, the numbers don’t lie:

• Companies with above-average diversity had 19% higher innovation revenues.
• Diverse companies are 70% more likely to capture new markets.
• 43% of companies with diverse boards noticed higher profits.

With stats like these, it’s no wonder companies are scrambling to diversify their workforce. They’re not just doing it to look good—diversity is seriously good for business.

Sometime ago, while working as the Head of Talent Acquisition for a large global company in the conservative midwest region of the US, I had the first hand experience of being asked to step up the hiring for diverse candidates significantly by the CEO as it became a business imperative for the company to hire such talent.

The Growing Importance of Diversity in Corporate Culture

Actually it is not just about hiring anymore. Companies are realizing that creating an inclusive culture is just as crucial. Here’s what’s happening:

1. Mentorship Programs: Many companies are setting up mentorship programs specifically for diverse employees.
2. Employee Resource Groups (ERGs): These are becoming more common, providing support and networking opportunities for minority groups within companies.
3. Diversity Training: It’s not just a one-off seminar anymore. Ongoing diversity and inclusion training is becoming the norm.

But here’s the problem: despite all these efforts, companies are still struggling to find  and retain diverse candidates. This is a common and regular agenda item in board meetings and Executives are having to report the progress on this every quarter.

The bottom line? The corporate world is hungry for diversity, and that puts you in a powerful position. But to make the most of this opportunity, you need to understand what’s happening behind the scenes. In the next section, we’ll pull back the curtain on company diversity targets and why they matter to you.

Behind Closed Doors: Understanding Company Diversity Targets

You might be thinking, “Is this a focus only for those companies required to report on affirmative action steps?” No—it’s not. It is for all companies who want to grow. What’s happening in companies today goes way beyond legal requirements. Let’s peek behind the corporate curtain and see what’s really driving diversity targets.

What Are Diversity Hiring Targets?

Simply put, diversity hiring targets are goals that companies set to increase the representation of diverse candidates in their workforce. But here’s the kicker:

• These aren’t quotas: Companies aren’t just trying to hit a number. They’re aiming to create a workforce that reflects the diverse world we live in.
• It’s not just about hiring: These targets often include retention and promotion goals too.

In two of the companies I worked in the last decade, the enterprise looked at the makeup of their clients and realized that the demographics of their clients is not adequately represented in their workforce. They identified the gaps and set targets for hiring diverse talent based on that so they can grow their business with those client bases..

Why Companies Set Diversity Hiring Goals

Let’s bust a myth: companies aren’t just doing this because they have to. In fact, many businesses that aren’t legally required to have diversity initiatives are jumping on board anyway. Why? It’s all about the bottom line.

1. Innovation Boost: Diverse teams are 87% better at making decisions.
2. Market Expansion: A diverse workforce helps companies understand and reach new markets.
3. Improved Financial Performance: Companies in the top quartile for gender diversity are 25% more likely to have above-average profitability.

Examples of Internal Targets in Well-Known Organizations

Let’s look at some real-world examples:

These aren’t just feel-good initiatives. These companies are dead serious about diversity because they know it’s crucial for their success.

This isn’t affirmative action—it’s smart business strategy.

Actually it is not just the companies. Some of the talent and employer organizations that I have been on the board recently have been heavily invested in attracting and retaining diverse talent for the entire region.

The takeaway? Companies are actively seeking diverse candidates like you, not because they have to, but because they want to. They’ve seen the data, crunched the numbers, and realized that diversity isn’t just good PR—it’s good business.

But here’s where it gets interesting: despite all these targets and good intentions, companies are struggling to find diverse talent. In the next section, we’ll dive into why that is, and what it means for you.

The Challenges Companies Face in Diversity Recruitment

You might think that with all these diversity targets and good intentions, companies would be swimming in diverse talent. But here’s the surprising truth: they’re struggling. Let’s break down why finding and hiring diverse candidates is tougher than it looks.

How Do Companies Find Diverse Candidates?

First things first: companies can’t just put out a job ad saying “diverse candidates only.” That would be illegal and, frankly, pretty tone-deaf. So they get creative and do the following:

1. Partnerships with diversity-focused organizations
2. Targeted job boards and recruitment events
3. Employee referral programs with diversity bonuses
4. Internship programs focused on underrepresented groups

But even with all these strategies, it’s not smooth sailing.

The Hidden Hurdles in Diversity Hiring

Let’s dive into the main challenges companies face:

1. Limited Talent Pools

Many companies complain about a “pipeline problem.” But here’s the real deal:

• Only 11% of senior leaders in S&P 500 companies are ethnic minorities.
• Women hold just 26% of tech jobs.

I have been in situations where diverse talent that we were trying to attract refused to join a company because of the lack of a diversity friendly reputation of the company, making it more difficult for the recruiters.

2. Fierce Competition

With everyone gunning for diverse talent, it’s turned into a bit of a recruiting arms race:

• Per LinkedIn talent study, 79% of companies plan to focus on diversity recruiting in the coming years.
• Tech giants often offer huge signing bonuses to snag diverse candidates.

3. Unconscious Bias in Hiring Processes

Even when diverse candidates apply, they face an uphill battle:

• Resumes with “white-sounding” names receive 50% more callbacks than identical resumes with “African-American sounding” names.
• Job ads with male sounding language receive fewer applications from women.

The Diversity Recruitment Catch-22

Here’s where it gets really tricky:

• Companies want to hire diverse candidates.
• But they also want candidates with experience in similar corporate environments.
• The problem? Many diverse candidates haven’t had those opportunities yet.

It’s a classic chicken-and-egg situation.

What This Means for You

Now, you might be thinking, “If companies are struggling so much, why haven’t I been snatched up yet?” Well, here are the reasons:

1. You might be invisible: If you’re not in the right networks or using the right platforms, companies might not find you.
2. You might be underselling yourself: Many diverse candidates don’t realize how valuable their unique perspectives are.
3. You might be targeting the wrong companies: Not all businesses are equally committed to diversity.

The bottom line? Companies are out there looking for candidates just like you. But they’re facing real challenges in finding and hiring diverse talent. In the next section, we’ll explore why many diverse job seekers don’t realize their true value in this market—and how you can avoid falling into that trap.

The Disconnect: Why Diverse Job Seekers Often Don’t Know Their Value

Let’s now understand this disconnect and tackle a real fear many of you might have.

The Hidden Value of Your Diverse Background

First things first: your diverse background isn’t just interesting—it’s a major asset. But many candidates don’t see it that way. Here’s why:

1. Impostor Syndrome: You might feel like you don’t belong or aren’t qualified enough.
2. Cultural Modesty: Some cultures discourage self-promotion, making it hard to highlight your strengths.
3. Lack of Representation: If you don’t see people like you in leadership roles, you might underestimate your potential.

Should I Mention My Diverse Background during the hiring process?

This is a big question in the minds of diverse candidates. Many candidates, especially those from non-native backgrounds, worry that highlighting their diversity might work against them. Let’s break it down:

• The Fear: Per Hiration, 42% of job applicants have changed their name on a resume to sound “more American”.
• The Reality: Companies are actively seeking diverse candidates. Your background could be your golden ticket.

“Your name is the key to your cultural heritage and your identity. Don’t be afraid to own it.” – Deepa Purushothaman, Author of “The First, The Few, The Only”

The Name Game: Addressing Non-Native Candidates’ Fears

Let’s tackle this head-on: many non-native candidates fear discrimination based on their name or background. It’s a valid concern, but here’s what you need to know:

1. Bias exists, but it’s changing: While name-based discrimination has been documented, many companies now use blind recruitment processes to combat this.
2. Your name is your brand: In today’s global market, an “ethnic” name can be an asset, signaling valuable international perspective.
3. Legal protection: Discrimination based on national origin is illegal in many countries, including the US.

Why You Might Be Undervaluing Yourself

Here are some reasons you might not realize your true worth:

1. Lack of Information: You might not know about companies’ diversity initiatives.
2. Focus on Traditional Qualifications: You might be fixating on degrees or years of experience, overlooking your unique perspective.
3. Stereotype Threat: The fear of confirming negative stereotypes can hold you back from showcasing your skills.

The Skills You Didn’t Know You Had

Your diverse background likely gives you valuable skills that companies crave:

• Adaptability: Navigating different cultures makes you flexible and resilient.
• Language Skills: Even if you’re not fluent, any additional language exposure is valuable.
• Fresh Perspective: Your unique experiences can lead to innovative solutions.

Bridging the Gap: Recognizing Your Worth

So, how do you start seeing your true value? Try this:

1. Reframe Your Experiences: That cultural festival you organized? That’s event planning and leadership.
2. Seek Mentorship: Find someone who can help you recognize your unique strengths.
3. Research Company Initiatives: Knowing about diversity programs can boost your confidence.

The bottom line? Companies are looking for candidates like you, with your unique experiences and perspectives. In the next section, we’ll dive deeper into why diversity is so valuable to companies, and how you can leverage this to your advantage.

The Benefits of Diversity for Companies: Your Secret Weapon

You already read earlier about how diversity is good for business. But let’s get specific. Why are companies so keen on diverse talent like you? What do they believe you as a diverse candidate have? And how can you use this knowledge to your advantage?

How Diverse Talent Drives Success

Let’s break down why diverse candidates like you are so valuable:

1. Innovation Powerhouse: Diverse teams are 87% better at making decisions.
2. Market Insight: Your unique perspective helps companies understand and reach new markets.
3. Problem-Solving Prowess: Diverse groups outperform homogeneous ones in solving complex problems.

“Diversity is the engine of invention. It generates creativity that enriches the world.” – Justin Trudeau, Prime Minister of Canada

Real-World Success Stories: Diverse Leaders Driving Change

Let’s look at some concrete examples of diverse leaders who’ve made a big impact:

1. Satya Nadella – Microsoft

• Background: Indian-American
• Position: CEO
• Impact: Under Nadella’s leadership, Microsoft’s market value has increased by $500 billion.

2. Lisa Su – Advanced Micro Devices (AMD)

• Background: Taiwanese-American
• Position: CEO
• Impact: AMD’s stock price has increased by over 3000% since Su took over in 2014.

3. Jensen Huang – Nvidia

• Background: Taiwanese- American
• Position: CEO
• Impact: He co-founded Nvidia in 1993 at age 30 and in June 2024, it became the largest company in the world by market capitalization.

The Ripple Effect of Diverse Leadership

When companies hire diverse candidates in senior positions, the benefits multiply:

1. Role Model Effect: Diverse leaders inspire other diverse employees to aim higher.
2. Inclusive Culture: They often champion inclusive policies, benefiting the entire workforce.
3. Enhanced Reputation: Companies known for diverse leadership attract more diverse talent.

How Companies Have Benefited from Diverse Hires

Let’s look at some specific company wins:

• PepsiCo: Under Indra Nooyi’s leadership (2006-2018), revenue grew by 80%.
• Alibaba: With the highest proportion of women in senior roles among top tech companies (37%), Alibaba has seen consistent innovation and market expansion.
• Mastercard: CEO Ajay Banga’s focus on financial inclusion has opened new markets and driven significant growth.

What This Means for You

Here’s the key takeaway: Your diverse background isn’t just interesting—it’s a valuable asset that companies need. When you’re job hunting or interviewing, remember:

1. Your perspective is unique: Highlight how your background gives you a fresh viewpoint.
2. You bring market insights: Emphasize your understanding of diverse customer bases.
3. You’re an innovation catalyst: Explain how your diverse experiences fuel creative problem-solving.

The bottom line? Companies aren’t just hiring diverse candidates to tick a box. They’re doing it because diversity drives success. In the next section, we’ll dive into how you can leverage this knowledge to become an irresistible candidate.

Why Your Diversity is an Asset in Your Job Search

Now that we’ve seen how much companies value diversity, let’s talk about you. Your diverse background isn’t just interesting—it’s a powerful tool in your job search arsenal. Let’s talk about how you can benefit from being a diverse candidate and how to showcase your unique value.

How Can I Benefit From Being a Diverse Candidate?

Let’s break it down:

1. You’re in demand: Remember those diversity targets we talked about? Companies are actively seeking candidates like you.
2. You bring fresh perspectives: Your unique experiences can lead to innovative solutions.
3. You have cultural intelligence: Navigating different cultures makes you adaptable and empathetic.

Unique Perspectives: Your Secret Superpower

Your diverse background gives you insights that others might miss:

• Market understanding: You might have a better grasp of diverse customer needs.
• Problem-solving: Your varied experiences can lead to creative solutions.
• Communication skills: You might be better at explaining complex ideas to diverse audiences.

Aligning Your Background with Company Goals

Here’s where it gets exciting. Your diversity isn’t just good for general reasons—it can directly contribute to a company’s specific goals:

1. Global expansion: If a company is entering new markets, your international background is of utmost importance to them.
2. Product development: Your insights can help create products that appeal to diverse customers.
3. Team dynamics: Your experience with different cultures can improve team collaboration.

The Potential for Faster Career Advancement

Here’s something that might surprise you: being a diverse candidate could actually speed up your career progression. Why?

• Mentorship opportunities: Many companies have mentorship programs for diverse employees.
• Leadership development: There’s often a push to increase diversity in leadership roles.
• Visibility: Your unique perspective might get you noticed by higher-ups.

Practical Ways to Leverage Your Diversity

So, how do you actually use this to your advantage? Here are some concrete steps:

1. Highlight cross-cultural experiences: Even if they’re not directly work-related, they show adaptability.
2. Showcase language skills: Even basic knowledge of another language can be valuable.
3. Emphasize diverse teamwork: Talk about times you’ve worked with people from different backgrounds.
4. Connect your background to business goals: Show how your unique perspective aligns with the company’s objectives.

Overcoming Self-Doubt

It’s common for diverse candidates to downplay their backgrounds. But remember:

• Your experiences are valuable: What seems ordinary to you might be extraordinary to an employer.
• Authenticity is key: Don’t try to fit a mold. Your unique perspective is what makes you valuable.
• You’re not just filling a quota: Companies want diverse candidates because they drive success.

The Bottom Line: Your Diversity is Your Strength

Your diverse background is not something to overcome or hide; it’s something to celebrate and leverage. In today’s global business environment, your unique perspective isn’t just nice to have—it’s essential.

As you move forward in your job search, remember: You’re not just a candidate, you’re a diverse candidate. And that makes you incredibly valuable in today’s job market.

In the next section, we’ll address some ethical considerations around diversity hiring to give you an understanding of some resistance and concerns around Diversity hiring.

The Ethical Considerations in Diversity Hiring

As you get prepared to position yourself as a diverse candidate, it’s important to be aware of some of the ethical considerations and concerns that come up. These issues aren’t just academic—they can directly impact your job search experience.

Balancing Merit and Diversity: A Delicate Dance

One of the biggest concerns companies have in diversity hiring is maintaining a balance between diversity goals and merit-based selection:

• The Concern: Some worry that diversity initiatives might lead to hiring less qualified candidates.
• The Reality: Studies show that diverse teams outperform homogeneous ones, suggesting that diversity itself brings value.

The Hiring Manager’s Dilemma

Now, let’s address an elephant in the room: the pressure hiring managers face to meet diversity goals.

• The Concern: Some hiring managers worry they’re being pushed to prioritize diversity over other qualifications.
• The Impact: This pressure can sometimes lead to unconscious biases against diverse candidates.

A survey by the Society for Human Resource Management found that 42% of hiring managers worry about inadvertently discriminating against candidates when trying to increase diversity.

Navigating the Pressure: What It Means for You

As a diverse candidate, you might encounter hiring managers who:

1. Are genuinely excited about diverse talent
2. Feel pressured and might be unconsciously resistant
3. Are somewhere in between

Here’s how to handle this:

• Focus on your qualifications: Always lead with your skills and experience.
• Address the elephant: If you sense hesitation, don’t be afraid to openly discuss how your diverse background adds value.
• Be prepared for extra scrutiny: Some managers might (unfairly) set a higher bar for diverse candidates.

The Tokenism Trap

Another ethical concern is tokenism—hiring diverse candidates as a symbolic gesture rather than for their actual value.

• The Risk: Being hired as a ‘token’ diverse employee can be professionally and personally damaging and some candidates worry about this a lot.
• The Reality Check: Remember, companies that truly value diversity are looking for your skills and perspective, not just to tick a box.

Addressing Concerns About Reverse Discrimination

Some non-diverse candidates worry about being disadvantaged by diversity initiatives.

• The Concern: Fear that qualified candidates might be overlooked in favor of diverse ones.
• The Facts: Studies show that diversity initiatives, when done right, don’t significantly disadvantage any group.

What This Means for You

As a diverse candidate, you might face some unique challenges:

1. Imposter Syndrome: You might wonder if you were hired for your skills or your background.
2. Extra Pressure: You might feel you need to represent your entire demographic.
3. Unconscious Biases: You might encounter subtle biases from those resistant to diversity initiatives.

Navigating These Waters

Here are some strategies to help you tackle these ethical considerations:

1. Know Your Worth: Remember, you bring both skills and valuable perspective.
2. Be Open to Dialogue: Don’t shy away from honest conversations about diversity.
3. Seek Inclusive Environments: Look for companies with a track record of genuine commitment to diversity.
4. Be Prepared: Have examples ready of how your diverse background adds concrete value.

The Bigger Picture

While these ethical considerations are important to be aware of, remember:

• Most companies are genuinely committed to diversity for its business value.
• Your diverse background is an asset, not a handout.
• You have the power to shape the narrative around your candidacy.

As we wrap up this section, remember: the goal of diversity hiring isn’t to give anyone an unfair advantage. It’s to level the playing field and bring valuable perspectives to the table. In the next section, we’ll look at practical strategies for leveraging your diverse background in your job search.

Leveraging Your Diverse Background in Your Job Search

Now that we’ve explored the value of diversity and the challenges companies face, let’s talk about how you can use this knowledge to your advantage. Remember, we’re not diving into specific solutions here, but rather giving you a framework to think about your job search strategy.

The Importance of Highlighting Your Diverse Background

It is important to highlight your background during your job search. Here’s why it matters:

• Companies are actively seeking diverse perspectives.
• Your unique experiences can set you apart from other candidates.
• Diversity is increasingly seen as a business asset, not just a compliance issue.

Researching Company Diversity Initiatives

Before you apply or interview, it’s crucial to understand a company’s approach to diversity:

• Look for public statements about diversity and inclusion.
• Check if they have employee resource groups for diverse employees.
• See if they’ve won any awards for their diversity efforts.

Networking Within Diversity-Focused Groups

Networking can be a powerful tool in your job search. Consider:

• Professional associations for diverse professionals in your field.
• Alumni groups from your school that focus on diversity.
• Online communities and forums for diverse professionals.

How to Stand Out as a Diverse Candidate

Standing out isn’t about emphasizing your diversity at the expense of your skills. It’s about showing how your diverse background enhances your professional capabilities:

• Highlight cross-cultural communication skills.
• Showcase your ability to work in diverse teams.
• Demonstrate how your background gives you unique insights.

Addressing Potential Concerns

Be prepared to address any concerns related to your diverse background:

• Have examples ready of how you’ve overcome cultural barriers.
• Be ready to discuss how your diverse perspective has added value in past roles.
• If language is a concern, be upfront about your proficiency and any steps you’re taking to improve.

The Balance: Skills and Diversity

Remember, while your diverse background is valuable, it’s not the only thing that matters:

• Lead with your skills and qualifications.
• Use your diversity to enhance your professional narrative, not replace it.
• Show how your background makes you uniquely suited for the role.

Looking Ahead

As you move forward in your job search, keep in mind:

• The job market is evolving, with increasing value placed on diverse perspectives.
• Your unique background is an asset—don’t be afraid to leverage it.
• The right company will value both your skills and your diverse perspective.

Conclusion: Embracing Your Diversity in the Job Market

As we wrap up, let’s recap the key points we’ve covered:

• Companies are actively seeking diverse talent, not just for compliance, but for business success.
• Your diverse background brings unique perspectives and skills that are valuable in today’s global market.
• Understanding the challenges companies face in diversity hiring can help you position yourself effectively.
• While there are ethical considerations, diversity hiring is ultimately about bringing valuable perspectives to the table.

Remember, your diversity isn’t just a checkbox—it’s a powerful asset. In a world where innovation and global understanding are crucial, your unique background could be the differentiator that sets you apart.

As a Talent Acquisition leader and a career coach let me assure you that based on my experience, you are a much sought after resource that companies would really be interested in hiring if they could find you.

Please feel free to reach out to me at info@careerresumecoach.com if you have any questions or need guidance with your job search as a diverse candidate. Also if you are a new immigrant and struggling with your job search, read through the article “5 Obstacles Immigrants Face In Job Hunting And How to Overcome Them”

Frequently Asked Questions (FAQ)

To address some common questions that might have come up as you read this article:

Q1: Isn’t highlighting my diversity just a form of reverse discrimination?

A: Not at all. Highlighting your diversity is about showcasing the unique perspectives and skills you bring to the table. Companies value diversity because it leads to better business outcomes, not as a form of preferential treatment.

Q2: Won’t I be seen as a “diversity hire” if I emphasize my background?

A: While this concern is understandable, remember that companies are looking for diverse candidates because of the value they bring. By highlighting how your diverse background enhances your professional skills, you position yourself as a valuable asset, not a token hire.

Q3: What if I don’t feel “diverse enough”?

A: Diversity comes in many forms – cultural background, gender, age, life experiences, etc. Don’t underestimate the uniqueness of your perspective. If you have experiences or viewpoints that differ from the norm in your industry, that’s valuable diversity.

Q4: How do I know if a company truly values diversity or is just paying lip service?

A: Look beyond their diversity statement. Check for diverse representation in leadership, employee resource groups, partnerships with diversity organizations, and track record of promoting diverse talent. Don’t hesitate to ask about specific diversity initiatives during your interview.

Q5: I’m worried about facing discrimination if I highlight my diverse background. What should I do?

A: This is a valid concern. Research companies thoroughly and look for those with strong anti-discrimination policies and inclusive cultures. You can use platforms like Glassdoor, Indeed or LinkedIn to read reviews about company’s diversity practices. 

Q6: How do I talk about my diversity without making it the only focus?

A: Always lead with your skills and qualifications. Weave in your diverse perspective as an additional asset, showing how it enhances your ability to do the job and add value to the company.

Remember, your diverse background is part of what makes you unique and valuable in the job market. By understanding its worth and learning to showcase it effectively, you’re setting yourself up for success in your career journey.

Q7: Should I mention my diversity status in the job application?

A: Whether or not you disclose your Diversity status in the voluntary EEO section of your job application is a personal decision. Usually this is only used for tracking the hiring of diverse candidates.Hiring managers and recruiters do not see this as this is confidential information and has no impact on hiring decisions.

What is more important is highlighting your diverse credentials as a part of your accomplishment.

About Kaushik

Kaushik Nag is a career coach who has helped hundreds of candidates find jobs and grow in their careers by helping them overcome these obstacles and more.

During his career spanning over 35 years he has hired thousands of employees for global companies across skills, roles, levels and industries and has helped hundreds to land their dream jobs and careers. He has been a board member at multiple talent organizations across USA and is an accomplished speaker on career related topics. You can reach out to him directly at info@careerresumecoach.com for job search and career guidance. More information about him can be found at www.careerresumecoach.com or at www.linkedin.com/in/kaushiknag.