Mukund Tumkur

321 posts

Mukund Tumkur

@mukundt

Founder, youe. I write about salary, offers, CTC, RSUs, jobs, coaching and AI skills. Building Athena. 25+ years inside companies.

Sydney, New South Wales Katılım Ağustos 2009

60 Takip Edilen43 Takipçiler

Sabitlenmiş Tweet

Mukund Tumkur@mukundt·10 May

"You are already at the top of the band." That sounds final. Sometimes it is. But often it means the company has reached the edge of the model it used to place the role. The mistake is arguing with the ceiling. The better question: Has the scope moved beyond the band? A pay band is an internal model. The market does not have to respect it.

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Mukund Tumkur@mukundt·8h

@HabuSadeik The graduate risk is not that capability disappears. It is that the first layer of work may disappear before the first layer of judgment has been built. AI can make output faster, but someone still has to learn what good, wrong, risky, and useful look like.

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Habu Sadeik@HabuSadeik·10h

Anytime I used Claude AI, I weep for the upcoming graduates. I do hope different kind of jobs would emerge that we never forsee.

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Mukund Tumkur@mukundt·8h

@RecruitmentPq The same job title can hide different price engines. Industry, funding, replacement cost, geography, and timing all change what the company thinks it is buying. That is why salary research has to compare risk and context, not just job names.

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RecruitmentPQ@RecruitmentPq·10h

Why the same job pays 3x more in one Nigerian company than another. The 11 factors that actually decide your salary:

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Mukund Tumkur@mukundt·8h

@nilishamantri_ The shift is not that CA work stops being accounting. It is that evidence, controls, and decisions increasingly live in data systems. SQL or automation matters because it lets the professional inspect the workflow, not just receive the output.

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Nilisha Mantri@nilishamantri_·1d

A genuine advice to all CA students: Don't limit yourself to just accounting and auditing anymore. Learn SQL, basic Python, Excel automation, and data skills. The market is changing rapidly and standing out now requires more than just a degree. We ourselves are learning SQL and training our industrial trainees too, because this is where the industry is heading.

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Mukund Tumkur@mukundt·8h

@coolcoder56 Experience used to reduce uncertainty by itself. In this market, it only helps if the company can see which risk the person has already carried: scale, ambiguity, ownership, stakeholder trust, or recovery from failure. Years matter less when the proof is not legible.

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Asmit@coolcoder56·1d

The market does not look good even for people with 7+ years of experience are finding it difficult to get a job. The competition is at an all time high.

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Mukund Tumkur@mukundt·1d

@sonalibasak That is the real AI-writing bar. The scarce skill is not producing polished text. It is knowing what is true, what matters, and where the argument breaks under scrutiny. AI can draft. It cannot own the judgment behind the sentence.

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Sonali Basak@sonalibasak·1d

Agree. Especially in the age of AI, great writers come at a premium. Our team has been through dozens of interviews from NY to London in the past five months, hiring 4, and I can’t tell you how refreshing it’s been every time we found someone who can put pen to paper and articulate strong arguments. The most annoying is when people have used AI without fact checks. It shows.

Ed Elson@edels0n

I don’t care if you used AI. Your writing’s either good, or it isn’t.

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Mukund Tumkur@mukundt·1d

@CBSNews The quiet damage is the missing training loop. Layoffs are visible. Weaker junior hiring is slower to count, but it removes first feedback, references, and low-risk production work. That is how a productivity story becomes a pipeline problem.

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CBS News@CBSNews·1d

AI job cuts are rising, but the technology's broader impact on workers may be quieter: weaker hiring, especially for junior and entry-level roles. cbsn.ws/4wPKBpK

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Mukund Tumkur@mukundt·1d

The real gap is purchasing power, not the nominal number. A fresher package that barely moved for 16 years is not stable compensation. It is a training wage being repriced by rent, food, healthcare, and the loss of early-career buffer. That cost shows up as delayed independence, not just lower savings.

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gxjo@gxjo_dev·1d

A 2010 fresher with 3.5 LPA: - could rent a place - buy a bike - save money - survive independently A 2026 fresher with 3.6 LPA: - shares 1BHK flat with 4 people - tracks Swiggy coupons - delays medical checkups - calls it “career growth”

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Mukund Tumkur@mukundt·1d

@akkiex007 Calibration is where the real decision often becomes visible. The interview produces evidence, but the room decides which risk matters more: level, consistency, scope, trust, or timing. That is why two good candidates can leave with very different outcomes.

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Akash Singh | Hiring top tier SDEs@akkiex007·1d

Just to clarify, this POV comes from someone who has spent years watching hiring and firing patterns across multiple big tech companies, sitting in calibration discussions, working with leadership teams and understanding how talent decisions actually get made behind the scenes. People may completely disagree and that’s fair, especially if their own experience has been different while being in decision-making positions themselves. Also, not everyone operates in the same environments, talent density, performance culture or scale of organizations. Experiences naturally vary depending on the kind of companies and teams someone has worked in.

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Akash Singh | Hiring top tier SDEs@akkiex007·2d

Controversial take ⚠️: Was chatting with a very experienced big tech recruiter from the Valley and one thing he said stuck with me. Big tech companies rarely let go of their true top performers voluntarily. Most movement at that level usually happens through massive compensation jumps or very strategic opportunities beyond normal bands. A lot of the circulation in the market is often average to below-average performers moving around repeatedly. And over time, companies also start realizing that many of their strongest performers internally aren’t necessarily the ones coming from big tech backgrounds. Wouldn’t be surprised if this “big tech tag” fever reduces significantly over the next few years.

Zach Wilson@EcZachly

Meta reached to interview me for a principal role the same week they decided to layoff 8,000 people! I’m sure there was at least 1 out of those 8,000 people who got let go who would’ve been a good fit for the role they wanted to hire me for. A few of my staff engineer friends got let go so I know this is true. Instead they: - axe everybody - treat them like a cost - rehire where there’s pain What ever happened to employee retention? Why do companies expect us to be loyal to them if they don’t even try to retain us when they have hundreds of billions of dollars? It would be cheaper financially for them to retain one of those 8,000 people. It would be cheaper emotionally for the people who got let go too How do these big tech companies expect people to put their blood, sweat and tears into work while also saying, “yeah we’ll cut you at any moment.” I don’t know. The culture around AI and layoffs has gotten unbelievably toxic

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Mukund Tumkur@mukundt·1d

@randomrecruiter The joke works because the benefit is symbolic, not structural. A few minutes of permission does not change the work system. Real flexibility changes who controls time, not just how politely the company announces a small exception.

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The Random Recruiter@randomrecruiter·1d

"In honor of Memorial Day, corporate has graciously approved you all to log off early at 4:45pm today! Please remember to be thankful for this opportunity."

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Mukund Tumkur@mukundt·1d

@TheJobfather__ The useful distinction is not paid versus unpaid. It is whether the work created inspectable judgment. A class project, campus role, or side project can still carry weight if the resume shows the constraint: user, deadline, stakeholder, failure mode, or measurable handoff.

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The Jobfather ® 🇯🇲🇨🇦🇬🇧@TheJobfather__·1d

If you are early career, your bullets still need outcomes. Use class projects, internships, volunteer work, side projects, campus leadership, or community work. Unpaid does not mean useless.

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Mukund Tumkur@mukundt·1d

The 85 LPA number is not just a pay signal. It is a market-access signal: which students see the opening, which preparation paths match the filter, and which colleges get converted into credible proof. The headline is compensation. The hidden mechanism is access to the selection system.

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Mukund Tumkur@mukundt·2d

@itsjessyin AI makes the mechanical version of modelling cheaper. But finance work does not stop at producing the sheet. The scarce skill becomes knowing which assumptions matter, what breaks the model, and when the output is safe enough to guide a decision.

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jess yin@itsjessyin·2d

using google sheets AI affirms that i made the right choice to leave my junior level finance job (assuming AI in excel is just as good/better). modelling by hand is going to feel as archaic as coding by hand in a few months and same for making decks

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Mukund Tumkur@mukundt·2d

@randomrecruiter That joke works because everyone understands the hidden signal. A job search is not just leaving. It is leverage becoming visible. Once the market can see the employee, the internal pricing conversation changes.

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The Random Recruiter@randomrecruiter·2d

Your coworker coming back from his "doctor's appointment" in a full suit

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Mukund Tumkur@mukundt·2d

@TheJobfather__ Context works because it tells the reader what risk the person actually carried. A number without scope is decoration. A number with users, budget, volume, or time pressure lets a hiring team price the judgment behind the work.

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The Jobfather ® 🇯🇲🇨🇦🇬🇧@TheJobfather__·2d

Your resume needs more than numbers. It needs context. Revenue, users, customers, team size, budget, market, time saved, risk reduced, or volume handled. Give the win a body.

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Mukund Tumkur@mukundt·2d

@karrisaarinen @linear A longer hiring process is easier to defend when it is tied to the cost of a miss. If the company is hiring for long tenure and high trust, the process is not just evaluation. It is culture risk control.

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Karri Saarinen@karrisaarinen·2d

And we’re hiring across roles. linear.app/careers The process is more involved by design. We want to make sure there’s genuine fit both way. Nothing about the culture is performative. No 996. No sleeping at the office (we’re remote, gather couple of times a year.) People are here because they care deeply about making something the best it can be.

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Karri Saarinen@karrisaarinen·2d

We never hired for layoffs. We hired with the hope that people would stay, grow alongside us, and build @linear in the long term. The deliberate pace of growth made the culture we have today. Trust, high bar for quality, and low attrition.

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Mukund Tumkur@mukundt·2d

@emollick The access divide may be less about chatbot access and more about workflow depth. Cheap AI gives everyone a drafting layer. Expensive agentic AI gives some firms a coordination layer: tools, memory, retries, audit trails, and domain context.

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Ethan Mollick@emollick·2d

We are quite short of compute, and that is going to result in compute becoming very expensive for complex agentic workflows even as single-turn chatbots get cheaper. So the richest companies & most pressing use cases will use AI agents & everyone else will be stuck with chatbots?

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Mukund Tumkur@mukundt·2d

@business The first job is not just income. It is where proof, references, workplace judgment, and market confidence get created. In a low-hire market, graduates are not only waiting for openings. They are waiting for the first signal that lets the next employer believe them.

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Bloomberg@business·2d

First jobs? In this economy? On today’s Big Take podcast: How 2026 college graduates are adapting to a low-hire, low-fire environment. bloomberg.com/news/articles/…

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Mukund Tumkur@mukundt·2d

Campus placement is not just a job channel. It is a risk-transfer system for students who do not yet have market proof. When service companies step back, tier-3 students lose the bridge that turns potential into a first credible signal. The problem is not only fewer offers. It is fewer supervised first chances.

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Asmit@coolcoder56·2d

This year campus placement in clg is at an all time low. I come from tier 3 clg where only service based companies visit But this year > TCS did not visit for campus placement > Cognizant blacklisted my clg > Accenture only hired 6 students > Capgemini only hired 15 students Most of the students in CSE and ECE branch are unplaced. 2026 batch is the most unluckiest batch in our clg.

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Mukund Tumkur@mukundt·2d

@cynthiapickles @sabifilms Experience changes the risk conversation. A master's can raise the ceiling, but live work gives recruiters evidence of judgment, reliability, and context transfer. The degree prices better once there is proof attached to it.

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kentrell@cynthiapickles·3d

@sabifilms As someone who has worked in admissions and HR, get that job first. A masters with no experience doesnt win over a lot of recruiters. A lot of times, youll end up with an entry level job and be mad at the pay And a lot of jobs will pay for the masters. Try a grad certificate 1st

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sabi ▶︎@sabifilms·3d

should i pursue masters to delay unemployment or take up a job(not related to my field of interest) and pursue masters later?

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Mukund Tumkur@mukundt·2d

@IndiaNewGen After layoffs, the remaining job is not only the work. It is the uncertainty tax around every priority, demo, and visibility request. Burnout rises when people cannot tell whether extra effort creates safety or simply resets the expected baseline.

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The Exploited TaxPayer@IndiaNewGen·3d

You might be safe from the ongoing layoffs but you cannot remove the anxiety and feeling of burnout. Constant pressure of outstanding delivery, innovation, demo, visibility etc. Most employees are not that passionate. They just want to do their work & go home.

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Keşfet

@HabuSadeik @RecruitmentPq @nilishamantri_ @coolcoder56 @sonalibasak @CBSNews @akkiex007 @randomrecruiter