Hey! Welcome to the community. Thrilled to have you here. This place is going to be amazing. Leave a comment introducing yourself to the group and reply to 3 other people's intro.

Hello all! I'd love to hear the difference perspectives and experiences on obtaining "buy in" on your teams over your careers. For example, I joined a team over a year ago in a lead capacity only to find an absence of documentation, unit tests, integration tests, or even coding standards for PR. I'm working to obtain buy-in from the existing team and management by leading from the front and showcasing examples. I'll admit, it has been slow going. How have y'all worked past this yourselves? I very much have a "leave it better than you found it" view point, and I'd love to make a positive impact.

For years I've thought that cold applying to jobs is demoralizing. It used to work though so I felt that it balanced things out. At the end of 2024 I all but stopped cold applying anywhere because it is a huge waste of time. Since November I've had 2 posts go viral (pictured). Most of this group joined as a result of the 2nd one. The attention from the viral posts isn't the point nor necessary. I bring it up to illustrate that I know what I'm talking about when it comes to getting results from LinkedIn's algorithm. My strategy for job hunting is to get recruiters to reach out to me. I have 3 not so secret, secret tactics to make that happen: 1. Respond quickly to all recruiter outreach (and all DMs in general) 2. Comment daily on 10-20 posts of people with big followings (>10k) 3. Post 3-7 times a week (daily is good, 2x daily is better, I don't count reposting things) These three activities will mark your account as active when recruiters search LinkedIn. They are more likely to reach out to active accounts. You need to do these things for 2-3 weeks to see results but the results are dramatic. If you would like help implementing these things let me know. I have a few tricks to make it easier.