I help experienced tech professionals in ANZ get unstuck, choose their next move, and position their experience so the market responds 🟡 Coached 300+ SWEs, PMs & tech leaders 🟡 Principal Tech Recruiter @ Atlassian
Greater Sydney Area
15K followers
500+ connections
15K followers
500+ connections
About
Most experienced tech professionals aren’t underqualified.
They’re operating in a hiring market that rarely explains itself.
You do the work.
You apply.
You interview.
Then things go quiet.
No feedback. Just silence that forces you to guess what to do next.
After 10+ years recruiting tech talent across Australia, NZ, and Europe including inside Atlassian for the past 4 years. I’ve seen this pattern repeat again & again.
The market doesn’t reward effort.
It rewards positioning, timing, and judgment.
That’s where capable people get stuck.
Not because they lack skill, but because they’re making career decisions without the right context.
When that context is missing, people default to guessing:
- applying more instead of repositioning
- waiting longer instead of recalibrating
- accepting “safe” roles that quietly limit future options
Over time, the risk isn’t just a slow job search.
It’s making a move that looks sensible now but narrows what’s possible later.
And after enough mixed signals, another problem creeps in:
people stop trusting their own judgment.
Not because they’ve lost ability, but because every decision starts to feel higher-risk when the feedback loop is broken.
I help experienced software engineers, PMs, data professionals, and tech leaders:
• understand what hiring signals actually mean
• position their experience clearly for the roles they want
• decide what to pursue, what to ignore, and when not to move at all
This isn’t generic advice or imported playbooks from the US.
It’s grounded in how the ANZ hiring market actually works.
Since starting Careersy, I’ve worked more than 300+ tech professionals navigating:
• stalled job searches
• ambiguous interview feedback
• senior role transitions
• offer decisions that look good on paper but feel risky in context
Many Careersy clients start seeing interview traction within the first 30 days, not because of hacks, but because their positioning becomes clearer and easier for the market to read.
Some land new roles.
Some negotiate better outcomes.
Some realise that not moving is the right call.
The common thread isn’t speed.
It’s having enough context to stop second-guessing the next move and enough perspective to trust your judgment again.
That’s why I built Careersy Coaching and the Careersy Community as a place to:
• test decisions before making them
• get principal recruiter perspective
• stop interpreting silence in isolation
If you’re experienced and facing a real career decision lets talk
PS: Careersy is my own venture and not affiliated with Atlassian. All views are my own
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Articles by Eli
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15K followers
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Eli Gündüz reposted thisThe standard advice when a recruiter goes silent is: wait 5 to 7 business days, send a polite follow-up, don't take it personally. I want to push back on that. Ghosting a candidate after a good first call isn't okay. It's not "just how hiring works." It's a profession-wide failure, and as recruiters we should be calling it out instead of explaining it away. If someone's given you 30 minutes of their time and you've told them they're a strong match, the minimum you owe them is a two-line email when the answer changes. A real sentence that lets them close the loop. The growing distrust candidates have in recruiters is earned. We did that. And look, I fall in this too sometimes. I'm typically running 15 to 25 active candidates at any time. Things slip. But here's the difference. When the email comes in, "Eli, do you have any feedback?" I'm calling them the same day. Not next week. That day. Because the delay is my fault, not theirs. Now, the candidate side. Silence after a good call is almost always one of three things: 1) Process silence. The recruiter is waiting on hiring manager feedback or an internal approval. Unfortunately, this can take time. Interviewers and the hiring managers are also extremely busy. But you're still in. They just have nothing new to tell you. 2) Conviction silence. You've been parked as the backup while they test a safer option. You're not out. You're secondary. Your job is to reduce the perceived risk of hiring you, not to ask for updates. 3) Rejection silence. They've decided no and don't want to send the email. This is the one that shouldn't happen and does. You can't tell which one you're in from the outside. So the move is the same: send a small, low-effort signal that makes replying easy. Here's the sequence I give clients. ↳24 hours after the call. One short note. Name one thing from the conversation that reinforced your interest. No questions. No ask. ↳5 to 7 business days later, if no reply. One short email. Not "just checking in." Try: "Happy to clarify anything on the reliability question we discussed. Is a next step decided yet?" Easy to answer in one sentence. ↳10 to 14 days after that, if still nothing. Call their mobile if you have it. Then send the closer. "I'm now in late stages with another process and need to firm up timelines by Friday. Still very interested if this one's live. Either way, appreciate the context." Two emails, then the phone. Then you let it go. That second email is usually the one that works. Speaking from the receiving side, that's the one that makes me pick up the phone. You've made replying cost them nothing. You've protected your own timeline. You haven't chased. Silence is a signal about the process, not about you. Don't rebuild your whole CV because one recruiter went quiet. Run the sequence and move on. And if you're a recruiter reading this, send the email. It takes thirty seconds. The candidate will remember.
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Eli Gündüz shared thisThe standard advice when a recruiter goes silent is: wait 5 to 7 business days, send a polite follow-up, don't take it personally. I want to push back on that. Ghosting a candidate after a good first call isn't okay. It's not "just how hiring works." It's a profession-wide failure, and as recruiters we should be calling it out instead of explaining it away. If someone's given you 30 minutes of their time and you've told them they're a strong match, the minimum you owe them is a two-line email when the answer changes. A real sentence that lets them close the loop. The growing distrust candidates have in recruiters is earned. We did that. And look, I fall in this too sometimes. I'm typically running 15 to 25 active candidates at any time. Things slip. But here's the difference. When the email comes in, "Eli, do you have any feedback?" I'm calling them the same day. Not next week. That day. Because the delay is my fault, not theirs. Now, the candidate side. Silence after a good call is almost always one of three things: 1) Process silence. The recruiter is waiting on hiring manager feedback or an internal approval. Unfortunately, this can take time. Interviewers and the hiring managers are also extremely busy. But you're still in. They just have nothing new to tell you. 2) Conviction silence. You've been parked as the backup while they test a safer option. You're not out. You're secondary. Your job is to reduce the perceived risk of hiring you, not to ask for updates. 3) Rejection silence. They've decided no and don't want to send the email. This is the one that shouldn't happen and does. You can't tell which one you're in from the outside. So the move is the same: send a small, low-effort signal that makes replying easy. Here's the sequence I give clients. ↳24 hours after the call. One short note. Name one thing from the conversation that reinforced your interest. No questions. No ask. ↳5 to 7 business days later, if no reply. One short email. Not "just checking in." Try: "Happy to clarify anything on the reliability question we discussed. Is a next step decided yet?" Easy to answer in one sentence. ↳10 to 14 days after that, if still nothing. Call their mobile if you have it. Then send the closer. "I'm now in late stages with another process and need to firm up timelines by Friday. Still very interested if this one's live. Either way, appreciate the context." Two emails, then the phone. Then you let it go. That second email is usually the one that works. Speaking from the receiving side, that's the one that makes me pick up the phone. You've made replying cost them nothing. You've protected your own timeline. You haven't chased. Silence is a signal about the process, not about you. Don't rebuild your whole CV because one recruiter went quiet. Run the sequence and move on. And if you're a recruiter reading this, send the email. It takes thirty seconds. The candidate will remember.
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Eli Gündüz posted thisHis wife booked the discovery call. He didn't know she had. 23 years in tech. Never been out of work. Until February 2026. Back in Melbourne after a decade overseas. 30+ applications. Zero interviews. Then he said this. "I don't know what the hell is going on anymore." That's the real problem. Not the market. The not knowing. When you haven't looked for a job in ten years, the playbook in your head is old. The market doesn't work that way anymore. Here's what I found when we looked at his setup. - His LinkedIn was invisible. Headline was his last job title and last role company name. About section written a decade ago. A recruiter searching "IT Operations Manager Melbourne" wouldn't find him on page five. -His resume was a Gemini output. Not adapted. Not guided. Reads fine to a human. But the real problem was that there wasn;'t any real strategy or positioning done. AI was just agreeing: "yeah mate, looking good. send it!" -His process: see jobs on Seek and Linkedin, create alerts, tailor with AI, apply, refresh, repeat and wait.... That maybe worked 4 years ago. Every open tech role in ANZ gets hundreds of applicants now. AI made applying free and "easy". So the filter moved. It's not just the application anymore. It's what's behind it. Your LinkedIn. Your network. Whether anyone's heard of you before your CV lands in the pile. The problem was this was the only thing he knew how to do. Apply more. And it was making things worse. Sometimes he got a rejection. Most of the time he got nothing. He was invisible... Try these 4 fixes before another application goes out. 1) LinkedIn that matches what recruiters actually search. Title, skills, location, keywords in the right spots. 2) A resume with strategy. Not AI output. A document that tells a hiring manager, why you have the relevant skills for the role with the correct evidence to back it up. Yes this takes time. An intentional CV beats a copy-paste one every time. 3) Show up inside your target companies before you apply. Comment on the hiring manager's post. Be a name the team has seen before. 4) Connect with people inside your target companies. Not a mass blast. Ten names. Read their work (if they post). Comment first. Then connect. Again be intentional and authentic. That's what changes the response rate. Not just more volume. His wife watched him apply for months. Watched him get quieter every week. Googled around and found Careersy Coaching. She booked the 15 minutes herself. That's usually how it starts. The person in it can't always see it. Someone who loves them sees it first. If that's you right now, reading this for someone else, forward it please.
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Eli Gündüz reposted thisMy client got an offer yesterday. He’s not taking it. At least not yet. There’s a point in every job search where your brain stops asking questions. You’ve prepared, ground through rounds, kept your energy up. Then the offer lands and something switches off. It’s like your guard is slightly down. You’re in the honeymoon. You found the finish line. But the offer isn’t the finish line. It’s a fork. I was on a call yesterday with a client in exactly that moment. Offer in hand. Excited, rightfully. The company had even cut a round short because they liked him. He knew 4 things. - Eight direct reports. - Better title. - Better money. - Rough scope of the position. That was it. He didn’t know if those eight people were high performers or a team someone had already given up on. He didn’t know where that team sat in the organisation or what they were actually there to do. The impact was fuzzy. And he’d almost said yes anyway. So I asked him these questions. What’s your overarching career goal? Where do you actually want to get to? Head of Engineering, he said. Okay. So in the next 12 to 18 months in this role, are you getting closer to that, further away, or staying exactly where you are? He went quiet. Here’s something everyone can do. Pull up three or four Head of Engineering job descriptions (or roles you desire to land in one day). Look at the scope, the requirements, the kind of experience they’re asking for. Then look at what this role will actually give you over the next year. Does it close the gap or not? We realised he didn’t know enough about the role to make a decision. He’s going back to the company this week. Story to be continued… Worth remembering: The offer tells you the number. It doesn’t tell you where you’re going. That’s your job to find out. And the time to do it is during the process, not after you’ve signed.
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Eli Gündüz posted thisMy client got an offer yesterday. He’s not taking it. At least not yet. There’s a point in every job search where your brain stops asking questions. You’ve prepared, ground through rounds, kept your energy up. Then the offer lands and something switches off. It’s like your guard is slightly down. You’re in the honeymoon. You found the finish line. But the offer isn’t the finish line. It’s a fork. I was on a call yesterday with a client in exactly that moment. Offer in hand. Excited, rightfully. The company had even cut a round short because they liked him. He knew 4 things. - Eight direct reports. - Better title. - Better money. - Rough scope of the position. That was it. He didn’t know if those eight people were high performers or a team someone had already given up on. He didn’t know where that team sat in the organisation or what they were actually there to do. The impact was fuzzy. And he’d almost said yes anyway. So I asked him these questions. What’s your overarching career goal? Where do you actually want to get to? Head of Engineering, he said. Okay. So in the next 12 to 18 months in this role, are you getting closer to that, further away, or staying exactly where you are? He went quiet. Here’s something everyone can do. Pull up three or four Head of Engineering job descriptions (or roles you desire to land in one day). Look at the scope, the requirements, the kind of experience they’re asking for. Then look at what this role will actually give you over the next year. Does it close the gap or not? We realised he didn’t know enough about the role to make a decision. He’s going back to the company this week. Story to be continued… Worth remembering: The offer tells you the number. It doesn’t tell you where you’re going. That’s your job to find out. And the time to do it is during the process, not after you’ve signed.
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Eli Gündüz reposted thisMost candidates treat interview questions like trivia. The interviewer asks, they answer, hopefully they sound good. That is not what is happening on the other side of the table. Every common question is a probe for a specific signal. The question is the wrapper. The signal is what gets scored. Signal is the evidence the interviewer is actually looking for underneath the question. Not your words. The thing your words prove about you. When you answer the wrapper instead of the signal, you lose points you did not know were on the board. Three examples. 1) "Tell me about yourself." This sounds like a warm-up. It is not. It is a positioning test. The interviewer is checking whether you can pick the parts of your story that matter for this role and company. Most people list their CV chronologically and sound like every other candidate. The strong answers pick one thread and point it straight at this role. Answer the signal: what you do now, the relevant thread running through your past roles, and why this one is the next step. Three parts. 90 seconds. Done. 2) "Why do you want to work here?" This is not about flattery. It is an effort check. The interviewer is trying to work out if you actually know what this company does and why you would be good here, or if you are spraying applications at anything that moves. Generic answers about culture and mission score zero. They sound like every other candidate. Specific answers about the team, the stage the company is in, or a recent product decision score high. It shows you did the work before you walked in. Answer the signal: one thing you like about this company that is not true of their main competitor. 3) "What is your greatest weakness?" This is the most misunderstood question in tech interviews. It is not a trap. It is a self-awareness test. The interviewer is not trying to catch you out. They are looking for whether you can name one honestly, show you know where it surfaces, and explain what you do about it. Candidates who deflect with fake weaknesses like "I care too much" fail it instantly. Candidates who name a real one and describe their system for managing it pass it instantly. Answer the signal: a real limitation, the context where it shows up, and what you do about it. Every common interview question is an iceberg. The tip is the question itself. The real scoring happens underneath. Most candidates answer the tip. The ones who pass the interview answer what is below the waterline. Once you learn to see what is underneath, the same question stops being cliché and starts being useful. Which one trips you up the most?
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Eli Gündüz posted thisMost candidates treat interview questions like trivia. The interviewer asks, they answer, hopefully they sound good. That is not what is happening on the other side of the table. Every common question is a probe for a specific signal. The question is the wrapper. The signal is what gets scored. Signal is the evidence the interviewer is actually looking for underneath the question. Not your words. The thing your words prove about you. When you answer the wrapper instead of the signal, you lose points you did not know were on the board. Three examples. 1) "Tell me about yourself." This sounds like a warm-up. It is not. It is a positioning test. The interviewer is checking whether you can pick the parts of your story that matter for this role and company. Most people list their CV chronologically and sound like every other candidate. The strong answers pick one thread and point it straight at this role. Answer the signal: what you do now, the relevant thread running through your past roles, and why this one is the next step. Three parts. 90 seconds. Done. 2) "Why do you want to work here?" This is not about flattery. It is an effort check. The interviewer is trying to work out if you actually know what this company does and why you would be good here, or if you are spraying applications at anything that moves. Generic answers about culture and mission score zero. They sound like every other candidate. Specific answers about the team, the stage the company is in, or a recent product decision score high. It shows you did the work before you walked in. Answer the signal: one thing you like about this company that is not true of their main competitor. 3) "What is your greatest weakness?" This is the most misunderstood question in tech interviews. It is not a trap. It is a self-awareness test. The interviewer is not trying to catch you out. They are looking for whether you can name one honestly, show you know where it surfaces, and explain what you do about it. Candidates who deflect with fake weaknesses like "I care too much" fail it instantly. Candidates who name a real one and describe their system for managing it pass it instantly. Answer the signal: a real limitation, the context where it shows up, and what you do about it. Every common interview question is an iceberg. The tip is the question itself. The real scoring happens underneath. Most candidates answer the tip. The ones who pass the interview answer what is below the waterline. Once you learn to see what is underneath, the same question stops being cliché and starts being useful. Which one trips you up the most?
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Eli Gündüz reposted thisImagine you're locked out of your laptop right now. Not at the end of the month. Right now. This afternoon. Email gone. Slack gone. Confluence, Jira, Notion, all of it. The Jiraboard you built that reduced onboarding time by 30%. The 1:1 note where your manager said you were "the most commercially minded engineer on the team." The decision log from the project you led across three time zones. Gone. Not deleted. Just no longer yours to access. With layoffs hitting ANZ tech teams harder than at any point in the last decade, this is not a hypothetical. It is happening to people since beginning of January 2026. Laptops wiped within hours of the announcement. That is just how offboarding works. But I want you to remember something important: the evidence that makes you hireable is stored on systems you do not own. The moment the role ends, so does your access to it. Three weeks into a job search, most people try to reconstruct it from memory. What comes out is "led a team" instead of "shipped a feature to 40k users, reduced churn by 12%, resolved a scope conflict with two PMs in the same sprint." Same person. One is hireable. The other is invisible. The fix takes ten minutes a week or fortnight or month (whatever works for you). Open a Google Doc or Notion page in your personal account. Not your work one. Every Friday, write down five things: what you shipped, any numbers attached, decisions you made, feedback you received, and links to artefacts saved to your personal drive. That is it. Six months in, you have a CV that writes itself. Two years in, you have a career record no offboarding process can touch. One important caveat. Write it the way you would say it in an interview with a competitor in the room. Describe what you built in your own words, at a level you would be comfortable saying out loud. No screenshots of internal dashboards. No confidential figures. No customer data. You are not logging proof of what happened inside the company. You are logging proof of what you are capable of. Those are different things, and the second one does not need any of the first to be powerful. Start this week. Ten minutes. I've written about this in more depth inside the The Careersy Community and to make your life easier, I've put together an AI prompt in the comments that turns your raw weekly notes into CV and interview-ready material.
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Eli Gündüz posted thisImagine you're locked out of your laptop right now. Not at the end of the month. Right now. This afternoon. Email gone. Slack gone. Confluence, Jira, Notion, all of it. The Jiraboard you built that reduced onboarding time by 30%. The 1:1 note where your manager said you were "the most commercially minded engineer on the team." The decision log from the project you led across three time zones. Gone. Not deleted. Just no longer yours to access. With layoffs hitting ANZ tech teams harder than at any point in the last decade, this is not a hypothetical. It is happening to people since beginning of January 2026. Laptops wiped within hours of the announcement. That is just how offboarding works. But I want you to remember something important: the evidence that makes you hireable is stored on systems you do not own. The moment the role ends, so does your access to it. Three weeks into a job search, most people try to reconstruct it from memory. What comes out is "led a team" instead of "shipped a feature to 40k users, reduced churn by 12%, resolved a scope conflict with two PMs in the same sprint." Same person. One is hireable. The other is invisible. The fix takes ten minutes a week or fortnight or month (whatever works for you). Open a Google Doc or Notion page in your personal account. Not your work one. Every Friday, write down five things: what you shipped, any numbers attached, decisions you made, feedback you received, and links to artefacts saved to your personal drive. That is it. Six months in, you have a CV that writes itself. Two years in, you have a career record no offboarding process can touch. One important caveat. Write it the way you would say it in an interview with a competitor in the room. Describe what you built in your own words, at a level you would be comfortable saying out loud. No screenshots of internal dashboards. No confidential figures. No customer data. You are not logging proof of what happened inside the company. You are logging proof of what you are capable of. Those are different things, and the second one does not need any of the first to be powerful. Start this week. Ten minutes. I've written about this in more depth inside the The Careersy Community and to make your life easier, I've put together an AI prompt in the comments that turns your raw weekly notes into CV and interview-ready material.
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4h
Congrats 🥳 Reshu
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Eli Gündüz liked thisEli Gündüz liked thisToday we are celebrating at humaneer 🎉 We just hit a milestone.... Mak has given HR professionals across ANZ... 5 years back. FIVE. YEARS. That is 9,000+ hours. 1,200 working days. Returned to HR professionals who were spending them on admin, documentation and compliance searching. And for businesses wondering what that means - that is over $1,000,000 AUD in HR time freed up to do other things. It is not just 5 years saved. ✅ It is 5 years to support change management. ✅ 5 years to enable leadership and the business. ✅ 5 years to build the strategy and the people programs that actually move organisations forward. We set out three years ago to make HR easier. This is what that looks like when that starts to happen. To the HR professionals trusting Mak with your most consequential work, Thank you . You are the reason we are doing this 🫶 Mak v2.0 is being built right now. We are just getting started Happy blinking Friday 😀 humaneer Kimberly Burns Andrea Kirby
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Eli Gündüz liked thisThe standard advice when a recruiter goes silent is: wait 5 to 7 business days, send a polite follow-up, don't take it personally. I want to push back on that. Ghosting a candidate after a good first call isn't okay. It's not "just how hiring works." It's a profession-wide failure, and as recruiters we should be calling it out instead of explaining it away. If someone's given you 30 minutes of their time and you've told them they're a strong match, the minimum you owe them is a two-line email when the answer changes. A real sentence that lets them close the loop. The growing distrust candidates have in recruiters is earned. We did that. And look, I fall in this too sometimes. I'm typically running 15 to 25 active candidates at any time. Things slip. But here's the difference. When the email comes in, "Eli, do you have any feedback?" I'm calling them the same day. Not next week. That day. Because the delay is my fault, not theirs. Now, the candidate side. Silence after a good call is almost always one of three things: 1) Process silence. The recruiter is waiting on hiring manager feedback or an internal approval. Unfortunately, this can take time. Interviewers and the hiring managers are also extremely busy. But you're still in. They just have nothing new to tell you. 2) Conviction silence. You've been parked as the backup while they test a safer option. You're not out. You're secondary. Your job is to reduce the perceived risk of hiring you, not to ask for updates. 3) Rejection silence. They've decided no and don't want to send the email. This is the one that shouldn't happen and does. You can't tell which one you're in from the outside. So the move is the same: send a small, low-effort signal that makes replying easy. Here's the sequence I give clients. ↳24 hours after the call. One short note. Name one thing from the conversation that reinforced your interest. No questions. No ask. ↳5 to 7 business days later, if no reply. One short email. Not "just checking in." Try: "Happy to clarify anything on the reliability question we discussed. Is a next step decided yet?" Easy to answer in one sentence. ↳10 to 14 days after that, if still nothing. Call their mobile if you have it. Then send the closer. "I'm now in late stages with another process and need to firm up timelines by Friday. Still very interested if this one's live. Either way, appreciate the context." Two emails, then the phone. Then you let it go. That second email is usually the one that works. Speaking from the receiving side, that's the one that makes me pick up the phone. You've made replying cost them nothing. You've protected your own timeline. You haven't chased. Silence is a signal about the process, not about you. Don't rebuild your whole CV because one recruiter went quiet. Run the sequence and move on. And if you're a recruiter reading this, send the email. It takes thirty seconds. The candidate will remember.
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Eli Gündüz reacted on thisEli Gündüz reacted on thisToday, I’m taking on the role as CEO of LinkedIn. I joined LinkedIn in May 2008 as employee #300ish, and it’s easy to say that my time at the company has been one of the most meaningful experiences of my life. It’s shaped me as a person for the better because of our people, our culture, our mission and vision, and the way we come together to take on meaningful challenges and create real impact. All of it. LinkedIn is about economic opportunity, and growing up I remember hearing stories of finding economic opportunity from my own family history, with my grandparents opening up local businesses in Maine and Pennsylvania to create a better life for their young families. The power of economic opportunity and the promise of LinkedIn has never been more important than it is today as the world is transformed by AI and professionals everywhere must transition along with it. I’d like to take a moment to thank Mike Gamson for hiring me and teaching me about building exceptional culture, Ryan Roslansky for his leadership and partnership over the many years of working together (and in advance for the years ahead), and all my fellow LinkedIn employees for the opportunity to learn with and from them. As I step into this role, similar to how I have approached new responsibilities in the past, I’ll start by learning and listening… connecting with our team, members, creators, and customers, each of whom make LinkedIn the platform that helps create economic opportunity.
Experience
Education
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Hogeschool INHOLLAND
Bachelor of Business Administration (BBA) International Business, Management & Human Resources Distinction
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Yeditepe University
Erasmus Exchange Human Resources Management/Personnel Administration, General High Distinction
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Activities and Societies: Entrepreneur Club
Skills
Honors & Awards
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Top Biller 2017
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- 16 placements within 12 months in newly created market as a lead consultant with an overall value of € 360 k
- Highest valued deal within the history of the organisation € 41k -
Top Biller 2015
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- 11 placements with a total value of € 250k within and attended to 2 lunch clubs (min. €35k to qualify)
- Highest valued deal within the history of the organisation € 45k
Languages
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English
Full professional proficiency
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German
Native or bilingual proficiency
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Dutch
Professional working proficiency
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Turkish
Professional working proficiency
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