Networking

Being surrounded by the right people is the best hack for ultimate growth. Your circle determines your ceiling. Everything shifted when I found mentors who were 10x my level. Their "normal" became my new baseline. Their problems became my new targets. Their thinking became my new standard. Environment is stronger than willpower. Here are 6 ways to upgrade your circle today: 1. Join Communities of High-Performers Seek environments where excellence is the minimum standard, not the exception. I've found that when you're the least accomplished person in the room, your growth accelerates exponentially. High-performance communities create natural accountability that no app or system can replicate. 2. Attend Events Where Your Heroes Gather The magic rarely happens during the presentations, it's in the lobby conversations, the dinners after, the unexpected connections. I met one of my most influential mentors not during his keynote, but while waiting for coffee at an event I almost didn't attend. Proximity creates possibility. 3. Create Value Before Asking The moment you shift from "what can I get?" to "what can I give?" everything changes. I spent six months helping others in my industry before ever asking for anything in return. This approach built a reservoir of goodwill that continues to overflow years later. 4. Share Your Work Publicly Building in public isn't just about transparency, it's about signaling. When you openly share your journey, values, and systems, you naturally attract aligned people while filtering out those who don't resonate. My most valuable relationships began when someone reached out after seeing something I'd shared. 5. Be Genuinely Curious Curiosity is the hidden superpower in relationship-building. I've found that asking thoughtful questions and truly listening creates deeper connections than any amount of impressive talking. People remember the person who made them feel understood, not the one who tried to sound intelligent. 6. Invest in Relationships The relationships that transformed my business weren't built over a single coffee meeting, they developed through consistent investment over time. I block time every week specifically for relationship nurturing, treating it with the same importance as any business-critical activity. I've seen this play out over and over with founders in our community. When they upgrade their circle, their business transforms almost automatically. Your network isn't just your net worth. It's your thinking, your standards, your opportunities, your energy, and ultimately, your future. Who are you surrounding yourself with? __ Enjoy this? ♻️ Repost it to your network and follow Matt Gray for more. Want to become better at networking? Join our community of 172,000+ subscribers today: https://lnkd.in/e7xR_ZTu

"I keep being offered UNPAID speaking gigs." Okay. Here's what to do!!! ↓ Btw, I hear these almost daily... 🗣 "[Organiser] wants me to speak for free." 🗣 "[Company] say they have no speaker budget" 🗣 "[Host] claims it's a good opportunity." (I've been there myself). Let me be CRYSTAL CLEAR. Speaking for free without a strategy? = A big fat epic waste of time Speaking for free with purpose? = It could make you MORE money Here’s the 3-step plan I give my clients... STEP 1: Ask yourself 2 questions - Is this the right audience for me? - Will I get something valuable in return? If it’s a hard NO → decline. If you’re not sure → keep digging. STEP 2: Categorise the gig There are 4 types of speaking opportunities: 📢 PROMOTION→ You get to pitch your service/product. 💡 PROOF → You get testimonials / marketing content. 📰 PR → You get brand awareness / media coverage. 💰 PAID → You get money for your expertise. Most people obsess over the latter. (They want instant ROI). But the other 3? Done right... They fuel the paid gigs later. (And could make you even more $$$$) STEP 3: Negotiate for VALUE "Exposure" isn’t enough. Even if you don't get paid in money (you can get paid in other ways)... Ask the organiser: - Will you intro me to decision-makers in your network? - Will you cover my travel / video / photography costs? - Can I pitch or promote my services to the audience? - Will you feature me on all your marketing materials? - Will you record my talk (and give me the footage)? - Will you provide written + video testimonials? - Will you share the attendee list (+ emails)? If they say yes to even 2-3 of these? That gig might pay for itself later. You can use this to: Get high quality speaker video footage. Deepen relationships with your ICP. Look more 'bookable' as a speaker. Hone your signature talks/delivery. Stack credibility and experience. So next time you’re asked to speak for free? Don’t panic. Don’t people-please. Don’t say yes instantly. Assess the opportunity. Negotiate for value. Play the long game. Every stage has a price. But if YOU don’t set it (+ on your terms)... Someone else is. Don't get screwed over.

In the U.S., you can grab coffee with a CEO in two weeks. In Europe, it might take two years to get that meeting. I ’ve spent years building relationships across both U.S. and European markets, and if there’s one thing I’ve learned, it’s this: networking looks completely different depending on where you are. The way people connect, build trust, and create opportunities is shaped by culture-and if you don’t adapt your approach, you’ll hit walls fast. So, if you're an executive expanding globally, a leader hiring across regions, or a professional trying to break into a new market-this post is for you. The U.S.: Fast, Open, and High-Volume Americans love to network. Connections are made quickly, introductions flow freely, and saying "let's grab coffee" isn’t just polite—it’s expected. - Cold outreach is normal—you can message a top executive on LinkedIn, and they just might say yes. - Speed matters. Business moves fast, so meetings, interviews, and hiring decisions happen quickly. But here’s the catch: Just because you had a great chat doesn’t mean you’ve built a deep relationship. Trust takes follow-ups, consistency, and results. I’ve seen European executives struggle with this—mistaking initial enthusiasm for long-term commitment. In the U.S., networking is about momentum—you have to keep showing up, adding value, and staying top of mind. In Europe, networking is a long game. If you don’t have an introduction, it’s much harder to get in the door. - Warm introductions matter. Cold outreach? Much tougher. Senior leaders prefer to meet through trusted referrals—someone who can vouch for you. - Fewer, deeper relationships. Once trust is built, it’s strong and lasting—but it takes time to get there. - Decisions take longer. Whether it’s hiring, partnerships, or leadership moves, things don’t happen overnight—expect a longer courtship period. I’ve seen U.S. executives enter the European market and get frustrated fast—wondering why it’s taking months (or years!) to break into leadership circles. But that’s how the market works. The key to winning in Europe? Patience, credibility, and long-term thinking. So, What Does This Mean for Global Leaders? If you’re an American executive expanding into Europe… 📌 Be patient. One meeting won’t seal the deal—you have to earn trust over time. 📌 Get introductions. A warm referral is worth more than 100 cold emails. 📌 Don’t push too hard. European business culture favors depth over speed—respect the process. If you’re a European leader entering the U.S. market… 📌 Don’t wait for permission—reach out. People expect direct outreach and initiative. 📌 Follow up fast. If you’re slow to respond, the opportunity moves on without you. 📌 Be ready to show value quickly. Americans won’t wait months to see if you’re a fit. Networking isn’t just about who you know—it’s about how you build relationships. #Networking #Leadership #ExecutiveSearch #CareerGrowth #GlobalBusiness #US #Europe

Most people freeze when they want to reach out to someone influential. Here’s the 5-step formula I’ve used to connect with the CEO of Scribe, the co-founder of Leland, the content team at Notion, and even creators I admire 👇 1. Follow first. Connect later. Don’t just hit “connect.” Follow them, spend a few weeks learning from their content and activity. Be a quiet observer. 2. Find your entry point. Look for a personal connection - a post you loved, a campaign you admired, a shared background, a comment thread you can join. 3. Create context. Once you find something specific, DM them with a message that shows: → You’ve done your homework → Why this moment made you want to connect → What you admire or learned from them 4. Make the ask polite + specific. Don’t write paragraphs. Respect their time. Example: “Would love to ask you 1 question about your work at [company] – totally okay if now’s not a good time!” 5. Nurture the connection. Even if they don’t reply, keep engaging with their content. Most of my opportunities came weeks after my first message. This method helped me land internships, collaborations, interviews, and lifelong mentors. Try this 5-step system and tell me what worked. #linkedin #network #tips

I constantly get recruiter reachouts from big tech companies and top AI startups- even when I’m not actively job hunting or listed as “Open to Work.” That’s because over the years, I’ve consciously put in the effort to build a clear and consistent presence on LinkedIn- one that reflects what I do, what I care about, and the kind of work I want to be known for. And the best part? It’s something anyone can do- with the right strategy and a bit of consistency. If you’re tired of applying to dozens of jobs with no reply, here are 5 powerful LinkedIn upgrades that will make recruiters come to you: 1. Quietly activate “Open to Work” Even if you’re not searching, turning this on boosts your visibility in recruiter filters. → Turn it on under your profile → “Open to” → “Finding a new job” → Choose “Recruiters only” visibility → Specify target titles and locations clearly (e.g., “Machine Learning Engineer – Computer Vision, Remote”) Why it works: Recruiters rely on this filter to find passive yet qualified candidates. 2. Treat your headline like SEO + your elevator pitch Your headline is key real estate- use it to clearly communicate role, expertise, and value. Weak example: “Software Developer at XYZ Company” → Generic and not searchable. Strong example: “ML Engineer | Computer Vision for Autonomous Systems | PyTorch, TensorRT Specialist” → Role: ML Engineer → Niche: computer vision in autonomous systems → Tools: PyTorch, TensorRT This structure reflects best practices from experts who recommend combining role, specialization, technical skills, and context to stand out. 3. Upgrade your visuals to build trust → Use a crisp headshot: natural light, simple background, friendly expression → Add a banner that reinforces your brand: you working, speaking, or a tagline with tools/logos Why it works: Clean visuals increase profile views and instantly project credibility. 4. Rewrite your “About” section as a human story Skip the bullet list, tell a narrative in three parts: → Intro: “I’m an ML engineer specializing in computer vision models for autonomous systems.” → Expertise: “I build end‑to‑end pipelines using PyTorch and TensorRT, optimizing real‑time inference for edge deployment.” → Motivation: “I’m passionate about enabling safer autonomy through efficient vision AI, let’s connect if you’re building in that space.” Why it works: Authentic storytelling creates memorability and emotional resonance . 5. Be the advocate for your work Make your profile act like a portfolio, not just a resume. → Under each role, add 2–4 bullet points with measurable outcomes and tools (e.g., “Reduced inference latency by 35% using INT8 quantization in TensorRT”) → In the Featured section, highlight demos, whitepapers, GitHub repos, or tech talks Give yourself five intentional profile upgrades this week. Then sit back and watch recruiters start reaching you, even in today’s competitive market.

What if the best networking strategy had nothing to do with “networking” at all? Back in 2014, I started a group called “Delhi Internet Mafia”. To learn from and share insights with founders based out of Delhi. I would cold email founders to show up for the catchup. Vijay Shekhar Sharma of Paytm showed up for one of them. I remember being blown away by his energy, his ambition and his clarity. We stayed in touch. A few years later, Paytm invested in my startup nearbuy. If it weren’t for that group, we may have never raised money from Paytm. 3 ways to build genuine relationships: 1/ Do not try to impress. Be impressed. People can see through your attempts to impress them. But what people can truly be attracted to is your interest in them. Genuine interest. 2/ Engage meaningfully. If engaging offline, ask questions out of pure curiosity. To truly understand. If engaging online, don’t just comment “Great post!” - add insight or ask smart questions. 3/ Give before you ask. That could be sharing feedback on their work, amplifying their content, or connecting them to someone useful. You can never fail with authenticity and trust.

Behind every opportunity is a relationship, and behind every relationship is a conversation. Networking is about building real connections that last and have the potential to help you find your next opportunity. Data shared by the University of Maryland’s Department of Economics indicates you won’t find 70% of available jobs on any site that posts open positions. Those positions are usually found on a company’s internal network, often by referral. In other words, relationships can make the difference between finding a job or not. That’s no surprise to me. Throughout my journey, from engineer to investor, relationships have been a constant driver of growth. Mentors, colleagues and peers have not only opened doors, but also challenged my thinking, sharpened my skills and inspired my vision. Here’s what I have learned: - Be curious: Ask questions that show you care about people’s stories. - Be intentional: Connect with purpose, not just for your own gain. - Be consistent: Follow up, follow through and add value where you can. Networking isn’t a one-time event. It requires maintaining ongoing relationships rooted in trust and genuine interest in other people’s lives. Whether you’re just starting out on your professional journey or deep into your field, relationships are what power careers.

Stop (only) applying for jobs. I'm serious. While everyone will help, here is what actually works: ✅ Spend that time building relationships with people at companies you want to work for. Here's the math no one talks about: 100 applications = 2-3 callbacks (if you're lucky) 10 genuine connections = 5-7 opportunities How do I know? Hiring and getting hired are very similar. So far, all my hires were referrals and introductions. All my clients came through the same. I've placed hundreds of designers. The ones who got hired fastest? They weren't the ones with the most applications. They were the ones who: → DMed designers at target companies about their work (I've hired people who did this at Miro) → Commented thoughtfully on posts from hiring managers → Asked for 15-minute coffee chats, not job talk at first → Built relationships BEFORE they needed them (that's the actual gold here) Real example from last week: The designer spent 3 months engaging with the design lead's content. When a role opened up? She got a DM: "We have something perfect for you." Never even posted publicly. Meanwhile, 847 other designers are fighting over the LinkedIn posting 👹 But here's the part no one teaches you — WHO to reach out to: ✓ Someone I aspire to get to know ✓ Someone's career I aspire to have ✓ Someone who works where I'd like to work ✓ Someone who may be going through similar challenges ✓ Someone I will have lots to talk about And here's how I prioritize companies and roles: First, I map out my network: → Find all my previous colleagues — where do they work now? → Find all open roles — what's relevant and what sounds like the best fit? → What can I see about those environments from JDs and career websites? This gives me a targeted list of: ✨ Companies where I already have warm connections ✨ Roles that actually match my skills ✨ Environments I'd thrive in (not just survive) Smart networking > no applications > successful hires. Every. Single. Time. The best jobs aren't advertised. They go to people already in the conversation. So stop being application #248. Start being the person they think of first. Your time is better spent building one real connection than sending 20 applications into the black hole. Trust me on this one. 💬 How did you get your last role: application or connection? Tell me and let's do some market research together ⬇️

The ‘So What?’ Rule How to Make Senior Leaders Listen You have less than 3 minutes to make an impression. That’s how long senior executives take to decide whether to engage with you or move on. If your message isn’t clear, concise, and compelling, you’re forgettable. Here’s how to command attention in high-stakes conversations with senior leaders: 1. Start with the End in Mind ↳ Before you speak, define the exact outcome you want. ↳ This keeps you focused, prevents detours. 2. First 30 Seconds: Get to the Point ↳ Don’t bury your message - start with the ‘so what?’ ↳ Lead with the key insight or ask, then expand. 3. Structure Your Message Using the 3C Framework ↳ Clear, Concise, Compelling - cut unnecessary details. ↳ Use bullet points, data, short narratives. 4. Frame It from Their Perspective ↳ Senior leaders value impact, risk, and RO - focus there. ↳ Speak their language - align with their priorities. 5. Energy > Words ↳ Confidence isn’t just what you say - it’s how you say it. ↳ Pace yourself, lower your pitch slightly. 6. Anticipate and Address Pushback ↳ Think ahead - what objections might they raise? ↳ Have clear, direct responses ready for challenges. 7. Don’t Over-Explain ↳ After making a key point, pause. ↳ Choose that over nervous rambling. 8. Stories & Data > Opinions ↳ Senior leaders trust evidence - not personal opinions. ↳ Use metrics, industry insights, real-world examples. 9. Handle Pressure Tactically ↳ Need time to think? Avoid filler words. ↳ Instead, say: "That’s a great question - here’s how I’d approach it…" 10. Lead with Solutions ↳ Senior leaders value problem-solvers, not complainers. ↳ Pair every issue you raise with solutions or trade-offs. 11. Close with a CTA ↳ End with clear next steps or a call-to-action. ↳ Avoid vague endings - be specific on what's next. The clearer you are, the faster they trust you. You already have the expertise, now make it impossible to ignore. What’s one thing everyone should do before speaking to executives? Let me know in the comments. ♻ Repost to help your network master executive communication. ➕ Follow me (Meera Remani) for high-impact leadership strategies

The 5 pillars of male allyship Yesterday I hosted a session for a Global law firm on male allyship. It was hosted in London but people flew in from across Asia, America and Europe so it was great to include different perspectives on allyship from across the world. I set out what I see as the 5 key pillars of male allyship: 1️⃣ Gender equality is not a zero-sum game. Men have LOTS do gain from a more gender-equal world, so be an accomplice, not just an ally, and invest your time and energy into gender equality initiatives. 2️⃣ Understand The Authority Gap. I quoted research from Mary Ann Sieghart's book around how women are more likely to be interrupted, have their authority and competence questioned. So as men, we have to understand this is happening, check our bias, make sure we aren't perpetrators, spot when it is happening around us and address it. 3️⃣ Audit who you are sponsoring. According to the Harvard Business Review, men are 46% more likely to have a sponsor. But sponsorship is critical to getting promoted into senior levels. We must audit who we see as talent and who we are supporting by promoting their work and putting a good word in for stretch opportunities. 4️⃣ If you are a dad, practise Parenting Out Loud! Equal parenting is key to addressing the motherhood penalty which is the vast majority of the gender pay gap. Help to de-gender caring by taking the full parental leave available, working flexibly and being loud and proud about your caring responsibilities at work. 5️⃣ ‘Call in’ sexism and misogyny when you see it. It's tough. It can mean confrontation. But it's a must to stand up and call other men in when you see inappropriate behaviour. We had a great discussion around how to do this in practice. We ended with a panel of senior men and partners who spoke about their experience of male allyship and how they practise these 5 pillars. My overall message was to do something differently. Events are great and if done well they really can plant the seeds of behaviour change. But ultimately, it's on the individual, especially senior leaders, to take ownership of that behaviour change which, in turn, shapes organisational culture. Read more about my male allyship talks and workshops here: https://lnkd.in/esas8Qe8 #Allyship #ParentingOutLoud #Inclusion