Networking for Software Developers

I've spoken to 300+ SMB leaders who've spent millions on IT partners and end up with broken promises. Ask 3 questions to find one that creates real impact: 1) Do they manage outcomes in addition to supplying talent? Most tech partners follow a basic 'talent outsourcing' model: - Ask a few questions about your needs - Source talent that matches - Hand them over to you to manage There are a couple problems with this approach: → Worst Case: You're left with a developer-only team → Best Case: You get a diverse team but lack the technical background to manage them (This applies unless you're a management savvy CTO.) Talented developers and designers need strategic leadership to build successful software projects. Make sure your tech partner provides said leadership and holds themselves accountable for the final solution. 2) Do they have UX expertise or a design studio? Design is often the most overlooked aspect of software development. An intuitive, user-friendly design - Simplifies complex features - Guides users to solutions quickly It's just as important as making sure the software gets the job done. So, look for an IT partner with proven UX capabilities or a dedicated design team. They should follow a structured process, like: - Conducting user research & interviews - Detailed discovery workshops - Defining user personas - Creating user flows - Wireframing, prototyping, and testing (This is our method at @Incepteo.) Writing code should NOT start before finalizing design to avoid re-coding or re-designing. Last but not least: 3) Do they provide CTO advisory? The Project Manager is usually responsible for the software's timeline, budget and scope – but having a CTO prevents you from facing many potential roadblocks. They: - Spearhead strategy and implementation - Review the software's design and structure - Share on the dos and don'ts based on past experience The best part is: they don't need to be present full-time. 1 hour of CTO advisory per month is enough to help most businesses move in the right direction. — If your company's investing time and money into a solution, make sure your partner provides the talent, design, and advisory for you to succeed. Ask these questions on the vendor selection call to see if they could be a fit. And, if you're tired of failed projects and ineffective solutions, send me a message on LinkedIn so we can chat about your requirements and needs. (We answer YES to all 3 questions 😄)

Don’t Skip This Step in Your Partnership Program: Signing partners is the easy part. Integrating with their systems and training their teams? That’s where the magic happens. Too many companies sign partnership deals and then neglect the integrations. One leader I spoke with had to explain to his CEO that without integration, the partners couldn’t sell the product. The CEO didn’t buy it—and it cost the partnership program. Your partners won’t sell something that doesn’t work with their systems. Here are 4 actionable steps to help you start building integrations that work: 1. Engage with Partners Early to Understand Their Needs Before jumping into development, sit down with your partners and understand the specific systems and tools they use. This avoids unnecessary delays caused by building integrations that don’t align with their processes. 2. Collaborate with Product Teams on a Clear Integration Roadmap Work closely with your product and engineering teams to develop a roadmap that details when and how integrations will be built. Ensure it’s aligned with the overall partnership goals and prioritized based on impact. 3. Test, Iterate, and Improve with Pilot Integrations Start small by launching pilot integrations with select partners to work out any kinks. This will allow you to troubleshoot issues and refine the integration process before scaling across all partners. 4. Invest in Partner Training and Documentation Integration is only part of the equation. Make sure your partners know how to use your product effectively once the integration is live. Provide easy-to-understand documentation, training sessions, and ongoing support. Successful partnerships require integrated systems to deliver mutual value. By engaging partners early, collaborating with your product team, running pilots, and investing in training, you’ll set your program up for long-term success.

Connecting with Recruiters on LinkedIn. Raise hand who has never done this? Most of us have. I know I have. Many times. And almost as many I never heard back. They are terrible people these recruiters! No manners, no empathy. Well. Let me shed some light here 💡. Most recruiters receive tens if not even hundreds of messages per day. I received yesterday 26 inMails - Mondays are notoriously quiet. Most of them go something like this: "Hi Dana, Hope you are well. I am looking for a role in X and have experience in X Y Z. Could you please let me know if there are any opportunities please? Thanks!" Some of them contain CV, others not. Some have a well prepared Linkedin profile, most not at all. If these candidates had read my profile, they would know that I focus on Cell and Gene therapy talent and am unlikely to support with Finance, IT, Supply chain and other roles. Most of my colleagues admit they can not reply to everyone, so these messages stay hanging (and losing inMail credit). So should I not write to recruiters, you ask? 💡 Please do! But before that: • Read very very carefully what is the scope of this recruiter • Read who do they hire for - one company or several • Check their website, see open roles (Trust me, the chances they have invisible roles JUST RIGHT for you are low) • IMPORTANT - Apply for the relevant open roles • And then reach out to the recruiter - to introduce yourself, create connection, highlight your application for Z role (with details) • Many reach out to ask who the lead recruiter/hiring manager is. It is ok, but know that often times this info is not accessible • Understand that many recruiters have very high volumes and can not dedicate time to InMails Happy networking, happy job hunting! 📷 Two happy recruiters reuniting in Holland 😎 Thanks for the sunshine, Wouter Polman! ------------------------------------------------- Oh, hey there! I am Dana - Recruiter with a 💡 ☝🏼 Like this and want more interesting content? 🦈 Share if others could benefit from this too! 🔔 Follow me and 'hit' the bell on my profile.

If you’re applying to jobs and still waiting for recruiters to find you on LinkedIn, you’re wasting time. You need to be intentional about who you reach out to, how you reach out, and what they see when they click your profile. Here’s how I’d do it step by step: → Step 1: Find the right recruiters. Go to the search bar and type “Recruiter” + your target industry or company. Example: “Recruiter Data Science Boston” or “Recruiter Technology JPMorgan.” Then filter by: • People • Current company (if you’re targeting specific firms) • Location (if you’re on OPT/STEM OPT, stay close to your visa’s authorized area) → Step 2: Filter for those who are active. Once you see results, go to their profile and check: • When was their last post or comment? • Do they actively recruit in your domain? • Are they connected to others in your field? → Step 3: Personalize the connection request. Never send the default “I’d like to connect.” Instead, write: “Hi [Name], I’ve been following [Company]’s work in [Area] and really admire your role in building data teams. I’d love to stay connected and learn more about what you look for in candidates.” Short, professional, relevant. → Step 4: Optimize your profile before they reply. Recruiters will always click your profile. Make sure: • Your headline is specific (not just “Data Science Student”). • Your “About” section clearly states what roles you’re targeting. • You have tangible proof of work like projects, certifications, achievements. → Step 5: Stay visible. Comment on industry posts, share insights, and post your own projects or learnings. Visibility builds familiarity and familiarity builds trust. You don’t need to spam recruiters. You just need to be discoverable, credible, and intentional. #CareerDevelopment #Networking #LinkedIn #JobSearch #DataScience #InternationalStudents

Most founders barely think about partnerships. Yet they can become one of the biggest growth channels in software. Atlassian’s Marketplace partner ecosystem surpassed $4B in lifetime sales in early 2024. The problem is most founders still approach partnerships with no system. So I built a Claude Code project that turns partnership sourcing into a repeatable pipeline. Inside the playbook: 1. Strategy: How to think about the 3 partnership types, and which one makes sense at your stage 2. Discovery: How the agent searches categories, deduplicates companies, filters bad fits, and scores candidates on real evidence 3. Research: How it browses company sites, identifies the right contact based on the partnership motion, and finds the email with confidence scoring 4. Outreach: How it chooses the right partnership angle and writes a personalized email grounded in actual research, not generic templates 5. Stack: How to connect Brave Search, Hunter, and Gmail so the workflow runs end to end 6. Execution: The full Stacklane example: batch mode, evidence-based scoring, anti-hallucination email drafting, and automatic Excel CRM logging Comment “Partnership” and I’ll send you the link 🔥

How I got Recruiters Sliding Into My DMs. Check the screenshots. 📢 Your LinkedIn profile is your online business card, your personal brand, and your gateway to opportunities. As a tech professional and tech content creator under the brand DeDataDude, I can tell you firsthand the importance of maintaining a fully optimized LinkedIn profile. You’ve seen some of the recruiter messages I’ve received, but this didn’t happen overnight, it took strategic optimization, networking, and continuous engagement. Here’s a step-by-step guide to get recruiters and job opportunities flowing into your inbox internationally: 1. Profile Optimization is Key 🔑 Here’s how: • Professional Photo: Your profile picture should be professional but approachable. This creates trust. • Headline: Your headline should not just say your job title but also showcase your value. It should contain keywords recruiters search for. • About Section: Tell your story. This is where you introduce yourself, share your expertise, achievements, and passion. Use this section to set yourself apart. Keep it clear, impactful, and include relevant keywords. • Skills & Endorsements: Add skills that are industry-relevant and get endorsements from colleagues. Recruiters often search for profiles based on these skills. • Experience Section: This is your chance to showcase more than just job titles. Use bullet points and metrics to show your impact. E.g., “Optimized data warehousing processes, resulting in a 25% increase in efficiency.” 2. Connect with Purpose 🌐 • Don’t just connect with people for the sake of numbers, make it intentional. Connect with Industry Leaders and Engage Meaningfully. 3. Engage in Conversations & Content Creation 🗣 4. Leverage Recommendations 📜 5. Be Active in LinkedIn Groups & Events 💬 6. Always Update and Improve 🔄 7. Stay Engaged with Your Network 👥 • Building a good LinkedIn network doesn’t end at a connection. Message people, congratulate them on new roles, or send them relevant articles. This helps build relationships and keeps you top of mind for referrals. 8. Reach Out to Recruiters 🎯 • If there’s a company you’re interested in, find the recruiters/hiring managers on LinkedIn and connect. Send a brief but personalized note explaining why you’d like to connect and how you can add value to their team. 9. Consistency is Everything ⏳ By following these steps, I’ve been able to build a network that brings job opportunities directly to me, both from recruiters and from referrals. With a well-optimized LinkedIn profile, strategic networking, and regular activity, you’ll soon find your inbox filling with offers too. Take control of your LinkedIn presence and let the offers come to you! Join DeDataDude Hub: https://lnkd.in/exQs53MB Connect with me on other platforms for more tech contents: https://lnkd.in/ekR_kxe4 #DeDataDude #DataCareers #LinkedInTips #PersonalBranding #CareerGrowth #TechRecruiters

Aspiring junior engineers often fall into the trap of using social media primarily to be heard rather than to showcase their potential. Remember, the primary goal of presence should be to demonstrate your skills and your journey in the tech world. Here are some strategies to help you use social media more effectively: 1. Focus on Building: Your projects and contributions should take center stage. Regularly update your network about what you are working on, the challenges you are tackling, and the solutions you are discovering. 2. Showcase Your Work: Use your social media platforms to share your projects. This doesn’t just mean the finished product; share the process, the mistakes, and the learnings. This approach not only displays your technical skills but also your ability to persevere and adapt, qualities that are crucial in the tech world. 3. Seek and Utilize Feedback: When you post about your projects, ask for Feedback and engage with those who comment. For instance, if someone points out a potential improvement in your project, ask them to elaborate on their suggestion. Understanding different perspectives and critiques can vastly improve your skills. 4. Network Through Engagement: Use the feedback as a networking opportunity. Connect with those who engage with your work. They can provide valuable insights and might even open doors to new opportunities. This fosters a sense of engagement and connection in the tech community, making you feel valued and part of a supportive network. Social media is a powerful tool when used correctly. Let it reflect your professional journey, showcasing your growth and commitment to learning and improving. This constant evolution and contribution of something valuable is what truly matters, making you feel confident and reassured about your professional journey.

My work is done here… 🙄 What are the best ways to engage with recruiters and industry leaders on LinkedIn to build strong career connections? Engaging effectively with recruiters and industry leaders on LinkedIn can open doors to job opportunities, mentorships, and long-term professional relationships. Here are some of the best strategies: 1. Optimize Your Profile First Before reaching out: • Professional photo and compelling headline (beyond just your job title) • Well-written summary showcasing your strengths and goals • Highlight key skills, achievements, and experience • Get endorsements and recommendations ⸻ 2. Engage with Their Content • Like, comment, or share their posts meaningfully • Ask insightful questions or add value to discussions • This gets you noticed before you even reach out directly ⸻ 3. Send a Personalized Connection Request Keep it brief and specific: “Hi [Name], I admire your work in [industry/topic] and would love to connect to learn more about your insights in [shared interest or goal].” ⸻ 4. Follow Up with a Message Once connected, send a message like: “Thanks for connecting! I’ve been following your work on [topic]—really impressed. I’m exploring opportunities in [area], and would love any advice you might have.” Make it clear you value their expertise—not just trying to get a job. ⸻ 5. Add Value Before Asking • Share articles, insights, or reports they might find useful • Tag them (respectfully) in relevant posts if it fits organically ⸻ 6. Join and Participate in Industry Groups Engage in LinkedIn Groups where recruiters and leaders hang out. This shows your interest and gives more opportunities to connect meaningfully. ⸻ 7. Post Thoughtfully • Share your own content—insights, learnings, project highlights • It helps position you as someone active and engaged in your field ⸻ 8. Be Consistent, Not Pushy • Don’t bombard them with messages • Follow up after a week or two if appropriate • Be patient and persistent, not aggressive ⸻ Would you like help drafting a custom message for a recruiter or leader in your field?

A software engineer I coach told me recently: “I’ve shipped code that runs in a global tech company. But on LinkedIn, I feel invisible.” When I asked, “Do recruiters reach out to you?” The answer was no. He had 300 connections, a bare profile, and no posts. Meanwhile, equally skilled peers were landing interviews because their presence spoke for them. 👉 In 2025, your LinkedIn is often your first interview. In ANZ, hiring managers check it before your CV. If it’s blank, you’ve already lost valuable ground. Here’s how to start (without feeling like an influencer): 1. Define your audience. Don’t post for “everyone.” If you’re in engineering, product, or data, your audience is hiring managers, tech leads, and peers in your craft. 2. Build daily (weekly or even monthly) micro-visibility (15 minutes). - Connect with 1–2 relevant people (e.g. heads of engineering, PMs). - Leave 2–3 thoughtful comments. (Tip: instead of “Great post,” try: “We tried this at X but hit Y challenge — curious if others saw that too?”) 3. Post one breadcrumb of expertise each week (or month). You don’t need polish. Try prompts like: “One thing I learned debugging [tool] this week…” “A mistake I made with [framework] and what I’ll do differently…” “The best question I got from a teammate and how I answered it…” This isn’t bragging. It’s documenting. And recruiters aren’t scanning for influencers, they’re looking for proof of how you think, solve problems, and work with others. Here’s the recruiter truth: when I scan profiles, skills alone aren’t always enough. Some signals rarely show up on a CV. They show up in breadcrumbs, recent posts, thoughtful comments, or evidence you’re engaging with your craft. ↳ Are you sharing what you’re working on? ↳ Are you contributing to conversations in your field? ↳ Are you leaving proof that you’re still learning and growing? Those tiny signals give me confidence. They tell me you’re not just qualified, you’re active, relevant, and someone worth talking to. Takeaway: Your LinkedIn isn’t just a CV. It’s an active portfolio that works for you while you sleep. Start small. Show up weekly. Build trust before the interview even starts. If you’ve felt invisible online, test one of the prompts above this week. And if you want more recruiter-side insights from inside the ANZ tech hiring market, hit Follow. I share them here every week.

In my junior year of college, a big-tech job recruiter called me out for what I thought was “networking” on LinkedIn. She showed me how to actually use LinkedIn for networking. And since then, I’ve used this exact strategy to land interviews at top tech companies — and I had zero connections when I started. Here’s the play: 1. Search “Software Engineer @ [Company]” Filter by “Schools” → choose your university. Boom — now you have a list of alumni at your dream company. 2. Send 15–20 connection requests Include a note: “Hey [Name], I’m a CS student at [School] and I’d love to learn more about your experience at [Company]. Would you be open to a quick 15-minute chat sometime this week?” 3. Expect most people to ghost you. That’s normal. But you only need one yes. One referral > 100 applications. 4. Don’t be scared to ask for a referral. Employees are actually incentivized to give you referrals because if you end up getting hired, they get a referral bonus. 5. After the call, follow up. Stay in touch. This is how relationships are built — and how doors open. You don’t need a big personal brand. You don’t need to go viral. You just need to be strategic, intentional, and consistent. Need help crafting a DM that gets responses? Drop a comment — I’ll share my exact template. ♻️ Repost to share the real networking game.