Eli Gündüz

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