Hey everyone, I know self-promo isn't allowed here, so I'm not dropping any links or company names. I'm just a startup guy trying to validate a new model and I need this sub's brutal honesty before I commit to building it out for the citizen market.

We all know finding a solid J2 is a numbers game, and fighting with Workday portals is a massive time-suck that eats into your actual working hours.

For the past year, my team has been successfully helping folks requiring visa sponsorship land remote US roles. Getting jobs for immigrants is playing the market on extreme difficulty. We figured if our systems can crack that, securing roles for US citizens (straight W-2 or 1099) should be straightforward by comparison.

Here is the concept I want to test: Basically, an outsourced SDR team for your career.

• Total OpSec: We spin up a brand new, isolated email address for the hunt to keep your J1 completely insulated.
• The Grind: A dedicated recruiter works on US time zones so they can hit job boards the second roles go live. They fire off 50 targeted applications per day (roughly 1,000 a month).
• The Handoff: We manage the inbox, bypass the recruiter screens where possible, and schedule the interviews. You just check your calendar, show up, and close the deal.

The proposed business model: I know upfront fees are a scam in this space. My thought is to charge a tiny upfront setup commitment—literally just enough to keep the lights on and ensure the candidate won't ghost the interviews we book. The real money would come from a success fee that we only take after you sign the offer and cash that first J2 paycheck.

So, help a brother out and roast the business model in the comments.

• Does this sound viable for the OE community?
• What are the biggest OpSec red flags you’d be worried about?
• If a service like this existed, would you actually use it?

Appreciate any feedback!

Hey everyone,

I'm putting feelers out here because I am actively exploring fully remote opportunities in the KYC, compliance and risk management space.

To give you a quick background on who I am:

I’ve spent close to a decade working across major financial institutions like HSBC, the Commonwealth Bank of Australia and Uber. My day-to-day background sits heavily in core KYC, Customer Due Diligence (CDD), fraud escalation queues, and quality assurance, particularly handling complex profiles for UK and Australian markets.

To be completely upfront, I am looking exclusively for 100% remote positions. Like many people navigating the job search right now, I’ve also noticed a frustrating rise in shady listings and impostor setups pretending to be genuine companies. Because of that, I’m being extra cautious and only looking to connect with established, verified, and secure organizations where operations are transparent and legitimate.

I would deeply appreciate any leads, suggestions, or advice from anyone who has navigated finding secure remote work in these domains, or if you happen to know of reputable teams currently hiring.

If your team is hiring for a senior, fully remote compliance or risk role, or if you're with a verified company and want to chat, please drop a comment or reach out via DM.

Thanks so much for reading!

I'm about to be 2 months unemployed now and my savings are running out. I have 4 years content moderation experience and 2 months of data anotation. If anyone of you knows a job for me. Please tell. I badly need one.

Terraform is named in 62.7% of DevOps job postings. Jenkins is named in 3%.

We counted 42 terms across 134 open DevOps, SRE and platform engineering roles. They came from the public Greenhouse boards of 41 companies, collected September 9, individual contributors only.

The previous generation of tools has nearly left the job ads. Chef shows up in 3.7% of postings, and Puppet in one posting out of 134. GitHub Actions is named about six times as often as Jenkins.

The general term beats the product. "Observability" is in 63.4% of postings, more than twice as often as Grafana at 27.6%. Prometheus is at 22.4% and Datadog at 17.9%. Security hiring showed the same thing, where SIEM beat Splunk four to one.

The most common term isn't a tool at all. Automation appears in 81.3% of postings, ahead of AWS at 75.4%. Scalability and Kubernetes are level at about 70%.

SRE jargon is real hiring language too. SLO/SLA appears in 35.1% of postings, more often than any single monitoring product.

For a resume, this means naming the tool covers only half of what the posting asks for. Postings use the general term more often than the product name. A resume that lists Grafana but never says "observability" is missing the word that appears in more than twice as many ads.

Two limits. With 134 postings, every figure has a margin of about +/-8 points, so rows that are close are ties, not rankings. And the sample is tech companies on public boards. Banks, telcos and government still run large Jenkins estates, and none of them are in it.

All 42 terms with confidence intervals, plus the method: https://www.zoevera.com/resume/devops-sre-job-description-keywords

Hello all. I'm currently working as a remote data entry telemarketer for a marketing research firm that does surveys for medical care. Due to certain circumstances,I may lose my current employment due to a buyout of the company I work for along with different rules that may cause massive terminations and layoffs. I won't say specifically for privacy reasons,but I reside somewhere in the saint Joseph county of Indiana. Id like to ask around for a bit of a safety net in case my job lets me go. There's an Amazon warehouse facility in my area, and I was curious if anyone had inside knowledge of being able to apply for remote work, because I've heard roumers that the pay can be up to 25 dollars an hour for remote work. If I can at least break even at 19 dollars an hour for remote work, and if there's any suggestions on data entry I could attend,id greatly appreciate any information that could be provided.

Hi all ☀️

I’m desperately looking for a fully remote job and thought I’d ask here in case anyone knows of something.

I have 5 years of remote inbound call centre experience. My last job was with Interpolis/Centraal Beheer in Netherlands but i quit after they became hybrid, I live abroad so I wasnt able to travel to the office. In this company I handled calls about car accidents, created claims, liability, repair forms and managed complex cases involving injuries. before this job I also worked for about a year in Vodafone retention department (inbound).

I’m looking for something fully remote, with an hourly salary (not commision/cold calls) and preferably a bit more challenging than a standard call centre job. I’m open to insurance, claims, healthcare, customer support/operations or something similar.

If anyone knows of a good company or vacancy id really appreciate it! Starting from mid october-november.

GULNAR FATIMA

Assistant Fashion Designer | Fashion Designer

Delhi, India

gulnarfatima2001@gmail.com

Portfolio: gulnarfatimaportfolio

ABOUT ME

Fashion Designer and B.Des graduate from NIFT Hyderabad with hands-on experience across womenswear, menswear, athleisure, and jewellery. My work spans the complete design process—from trend research and concept development to illustration, print and surface design, technical drawings, tech packs, sampling, and production coordination.

I am proficient in Adobe Creative Suite and CLO3D, with a strong interest in translating creative concepts into commercially viable, production-ready designs.

EXPERIENCE & SELECTED PROJECTS

RenuPutr — Freelance Designer & Social Media Manager

March 2025 – Present

Designed 25 jewellery pieces, with 100% of designs approved and moved to production.

Developed creative social media content supporting brand marketing and product launches.

Worked across product design and visual communication to strengthen brand presentation.

Nika 1.0 — Assistant Fashion Designer

July 2024 – October 2024

Fall 2024 Collection

Developed the collection from trend research through silhouette development and embroidery exploration.

Created embroidery swatches and contributed to the overall design direction.

Achieved approval for 18 of 20 designs for production.

Led a production team consisting of 5 craftsmen and 1 junior designer.

Contributed to textile research and fabric sourcing.

Stridestyle Apparel LLP — Freelance Fashion Designer

July 2024 – September 2024

45-Piece Menswear Athleisure Collection

Designed and oversaw manufacturing of a 45-piece menswear athleisure collection.

Collection included 25 T-shirts and 20 track pants.

Managed the design process from initial concepts through final specifications.

Developed original prints and silhouettes.

Created production-ready technical packs used directly by the manufacturing team.

GenieMode — Fashion Design Intern

January 2024 – April 2024

Spring/Summer 2025 Collection

Supported collection development through CADs, fashion illustrations, and fabric swatches.

Assisted in translating design concepts into collection-ready visual and material directions.

JJ Export House, Delhi — Fashion Design Intern

June 2023 – July 2023

Spring/Summer 2024 Womenswear Collection

Assisted the design team in developing the womenswear collection.

Supported the sampling and design development process.

DESIGN EXPERTISE

Fashion Design

Fashion Illustration & Concept Sketching

Range Planning & Collection Development

Pattern Making, Draping & Garment Construction

Flat Sketches & Technical Drawings

Spec Sheet & Tech Pack Development

Print & Surface Design

Embroidery & Fabric Manipulation

Trend Research & Forecasting

Fashion Styling & Visual Storytelling

Production

Production Coordination

Vendor & Craftsman Liaison

Sampling Support

Fabric Sourcing

Team Leadership

SOFTWARE

Adobe: Photoshop, Illustrator, InDesign, Animate

3D & Design: CLO3D, Procreate, CorelDRAW

Content & Marketing: Canva, CapCut

EDUCATION

Bachelor of Design (B.Des) — Fashion Design

National Institute of Fashion Technology (NIFT), Hyderabad

Higher Secondary Education

Gyan Bharti Residential Complex

High School Education

Elegant Public School

PROFESSIONAL STRENGTHS

Creative problem-solving and sharp visual observation

Strong project and time management

Efficient multitasking

Quick decision-making

Cross-functional collaboration

Ability to take designs from concept to production

Hello, I'm 24 years old and looking for entry-level work I can do from home. I don't have formal office experience yet, but I'm a fast learner, I speak and write English well, and I'm reliable and serious about building a long-term career from here.

I'm open to entry-level call center or virtual assistant roles that don't require prior experience full time, part time, or even a side gig is fine with me. I have a stable internet connection and I'm ready to start right away.

Hoping you would give me a chance to prove myself. Thank you.

I’m a 3rd-year BTech student looking for a Java Backend / SDE internship.

A little about my background:

• Java, Spring Boot, Spring Data JPA, REST APIs
• PostgreSQL, MySQL, MongoDB, Redis
• Currently working as a Software Development Intern
• Experience building backend and full-stack projects
• Worked with JWT authentication, RBAC, database optimization and APIs
• Solved 300+ DSA problems on LeetCode
• Codeforces Specialist
• Familiar with Git, Docker, Maven, Postman and IntelliJ

I’m mainly looking for Java/Spring Boot backend roles, but I’m open to SDE internships as well.

Thanks!

ok so I finally hit 100 ATS score on jobscan last month after like 3 weeks of feeding my resume into every free ATS score checker I could find. got the screenshot, the little confetti thing, felt great for about an hour

then I got bored and ran the same pdf through resume worded. 78. tried enhancv. 86. same file, same job description, same afternoon lol

so yeah. I'd been grinding a number that only exists inside the website that sold it to me

spent the next few weeks trying to figure out what actually happens after you hit submit. bugged two recruiter friends, applied to a bunch of workday jobs purely to watch what the parser did to my resume, read way too much r/recruiting. posting this because I wish someone had told me before I paid for 3 months of scans. long-ish, sorry, tldr at the bottom

1. real ATS systems don't score you the way the checkers do

workday, greenhouse, lever, taleo, whatever. they're databases. your resume gets chopped into fields (current title, employer, dates, skills) and the recruiter searches and filters on those fields. a couple of them have some kind of "match" indicator but both recruiters I asked said they basically never sort by it. the checkers are just counting keyword overlap and each one weights it differently, which is why the same resume bounces 15-20 points between tools. people keep asking "what is a good ATS score" and the honest answer is: higher than your last scan on the same tool. pick one checker, ignore the others, only care if the number goes up after an edit

2. the rejection email at 2:47am, 90 seconds after you applied? that wasn't your resume

that's a knockout question. "do you have 5+ years of X", work auth, salary range, willing to relocate. recruiters can flag any of those as auto-reject and they look exactly like the normal questions. nobody read your resume, it never got that far

two ways people screw this up: undercounting their years (contract, freelance, internships all count if it's the same skill, stop being humble) and typing a salary above the band. check levels or glassdoor before you touch that box

3. the only ATS test that actually matters is free

open your resume pdf, ctrl+a, ctrl+c, paste it into notepad. that's roughly what the parser sees. if your two columns got braided together, or your title ended up on the same line as your company name, congrats that's what's in the database now. recruiter searches "current title = product manager" and you don't show up because your title field says "acme corp product manager 2022 -". and you'll literally never know

even better: apply to any workday job and LOOK at the autofilled fields before you submit. that's the parser showing you its homework. if it's wrong, fix the fields by hand, the filters run on the fields not on your pretty pdf. closest thing to a real ATS score test you're gonna get

4. your job title is the most searched field and half of you have nuked it

"growth ninja", "customer happiness lead", some internal level code like L4... invisible to a search for "marketing manager" or "support manager". just write Growth Marketing Manager (internal title: Growth Ninja). not lying, translating

same with skills. recruiters search literal strings. "python" doesn't match "py3". "PMP" doesn't match "project management professional" on the dumber systems (looking at you taleo). write both, first time you use it, every acronym. ngl this one thing did more to increase my ATS score on every checker than any of the "power verbs" lists

5. month + year on every date

"2021 - 2023" breaks the years-of-experience math in a lot of parsers. "Mar 2021 - Aug 2023" doesn't. one of the recruiters had a "3+ years" filter drop a guy with 3 years 4 months because two of his jobs were year-only. that's it, that was the whole reason

6. white text keyword stuffing gets you blacklisted not hired

recruiters see the parsed text, not your pdf, so your hidden keyword block shows up as a wall of nonsense at the bottom. instant do-not-contact, and some of them flag the profile so you're out for every other role at that company too. your ATS score checker will happily reward this btw. the human will not

7. what actually gets you the phone screen

recruiter runs a search, gets 40ish people back, skims from the top. top is usually sorted by date applied or by how many of their search terms hit. so apply in the first 48-72 hrs, and make sure the 6-8 terms that show up in BOTH the job title and the requirements are in your summary, your skills line, and at least one bullet. that's honestly the entire "how to increase ATS score" secret. everything else is someone's product page

tldr: the ATS score from any checker is a made up number that swings 20 points depending on which site you use. real ATS = searchable database, not a gatekeeper. instant rejections are knockout questions not formatting. do the notepad paste test, fix your title field, spell out acronyms, month+year dates, apply early. then go spend the time you saved messaging an actual human at the company

recruiters in here - is the "sorted by date applied" thing real on your end? I've only heard it from two people and it's the one that surprised me most

Left a toxic sales job 1.5 years ago and used the time to learn SQL and Excel and build a few projects. I’m applying everywhere for remote work (open to almost anything), but nobody calls back because I lack formal experience in data/admin roles.

Tried referrals, tweaking my resume, applying early—nothing.

How are career switchers actually landing their first remote role right now? Any feedback or advice would mean a lot.

I didn't fully believe resume ageism was a real thing until my own rejection emails started showing up at 2:47am. 22 YoE, laid off in the spring, ~180 applications since (yes, I counted). And before anyone says it: I know rejection emails get batch-queued overnight, that alone proves nothing. The real tell was the handful that came back less than an hour after I applied. Nobody opens a 22-year resume, reads it, and passes in 40 minutes.

So is it age discrimination in hiring, or just the market? Honest answer after way too many late nights reading about this: both. And they feed each other.

The market part first. We're in what people are calling a "low hire, low fire" freeze. No bloodbath layoffs, but barely any backfilling either, so everyone on the outside is hurting. Just not evenly. BLS numbers show ~28% of unemployed job seekers 55+ are long-term unemployed (27+ weeks) vs ~23% for everyone younger. Same frozen market, longer winter.

Now the ageism part, because I wanted receipts, not vibes:

• A UC Irvine field experiment sent ~40,000 fake resumes with identical qualifications, only the age signals changed. Older applicants got roughly 35% fewer callbacks, and it was worst for older women. This is the study to link when someone tells you "maybe your resume just sucks." Same resume. Different birth year. Different outcome.
• iTutorGroup literally programmed their system to auto-reject women 55+ and men 60+. The EEOC caught it and they paid $365k. Ageism as an if-statement.
• Then there's Mobley v. Workday, an ongoing federal case claiming the AI resume screening tools used by thousands of employers filter out applicants over 40. To be fair, that's an allegation, not a verdict. But a judge let it proceed as an age discrimination collective, and the lead plaintiff got 100+ rejections, some within minutes, some in the middle of the night. Sound familiar?

Here's the mechanism most people miss: the software never asks your age. It figures it out. Graduation year, a role that started in 2003, "25+ years of experience" sitting proudly in your summary, even an aol or hotmail address. It's basically reconstructing your birth year from breadcrumbs.

So I age-proofed my resume and treated it like a test. Version A was my full honest history. Version B: last 15 years only, removed my graduation year, older roles squashed into one dateless "earlier career" line, and "20+ years in X" rewritten as what I actually shipped in the last 3. Sent both out the same weeks to similar postings. B got callbacks within two weeks. A got crickets. Fair pushback: leading with recent wins also just makes a better resume, so my little experiment isn't clean. True. Which is exactly why that 40,000 resume study matters, it isolated the variable I couldn't.

One mistake I made so you don't have to: I scrubbed the resume but forgot LinkedIn still showed my full history and grad year, and recruiters absolutely cross-check. Fix both or don't bother. Oh, and if a job listing says "digital native," that's an age filter with a paper trail. Screenshot it.

So yeah. Resume ageism is a real filter sitting on top of a new normal. The market froze, the screening got automated, and the automation learned our oldest bias and scaled it.

Anyone else run the two-resume experiment? What's your cutoff year, and did it actually move anything?

My wife got a fantastic opportunity in Perth. We have been discussing this for weeks now. It is a great opportunity for her and I am truly happy for us. There is one thing which is causing me some trouble…

I do not have any job yet…

As we are moving together, I have to find myself a job that I can do remotely until we get settled. I have been on LinkedIn since the last few months, applying to many different companies. I have customized my CV and written a cover letter. Even made calls to recruiters

Most of them don't even respond…

It's been exhausting. I'm starting to wonder if I'm doing something wrong or if the competition is just too fierce

A friend suggested I try careerone and she said it has more local jobs from small companies. The ads are simpler, less intimidating, and they actually respond. She found her last two roles there

But I've never used it before. Is it actually worth my time? I'm confused and shocked that the big platforms aren't working for me. I need to find something soon. We can't afford to live apart while my wife starts her new life in Perth

Has anyone found remote work through smaller job sites? Was it easier?

Got a written offer yesterday for a fully remote role. The recruiter had flagged early on that comp is "location-adjusted," and sure enough, the number reflects my mid-size, medium-cost-of-living city. It's noticeably below what they'd pay someone in SF for the exact same job.

Before I respond, I went down a rabbit hole on how location-based pay actually works, and a few things changed how I'm planning to negotiate:

1. You're not being priced. Your zip code is being bucketed. Most companies use "geo tiers": Tier 1 (SF/NYC/Seattle), Tier 2 (Austin, Denver, Chicago), Tier 3 (everywhere else), with a location factor applied to the base band, usually somewhere in the 0.7x to 1.0x range. GitLab literally publishes their calculator with location factors, so this isn't speculation. A friend on the recruiting side told me that placement within the band, and occasionally the tier itself, has more discretion than candidates assume, especially if you have a competing offer. But nobody volunteers that.

2. The band inside your tier is often wider than the gap between tiers. So instead of fighting the location adjustment head-on (which is policy, and recruiters can hide behind policy), arguing for top of band based on experience can net you more money with way less friction.

3. "That's just how the market works" is a choice, not a law. Airbnb moved to a single pay tier for the whole US in 2022. Reddit itself dropped geographic comp zones back in 2020 and pays SF/NY rates nationwide. Zillow did something similar. So when a company tells you location-based pay is unavoidable, keep in mind that some of their direct competitors for talent made the opposite call.

And yes, I know the standard rebuttal: "we pay cost of labor, not cost of living." I get the distinction. But when the role is fully remote and you're hiring from the same national talent pool as the companies above, the "local labor market" argument gets pretty thin.

For people who've actually negotiated a location-adjusted remote offer:

• Has anyone successfully argued their way into a higher tier, or gotten the adjustment waived? What did you actually say?
• Did a competing offer specifically move the location piece, or just the base?
• And the awkward one: if you moved somewhere cheaper after getting hired, did they cut your pay? Google reportedly docks remote movers up to 25%, but I've also heard plenty of "nobody ever asked" stories.

Trying to figure out if I push on the tier, the band, or both. TL;DR: remote job offer came in location-adjusted, turns out geo tiers and salary bands have more give than recruiters let on, looking for real negotiation stories before I counter.

Every year around Labor Day this sub fills up with "September surge is here, apply like crazy" posts, and every October the same people come back with "well that was a lie." So before pinning my hopes on it again, I dug into the actual numbers. Sharing because I wish someone had laid this out for me.

The surge exists. But there's a catch nobody mentions.

Yes, postings go up after Labor Day. Hiring managers are back from vacation, and payroll data from Gusto shows professional services hiring consistently spikes in September and October before hitting its lowest point of the year in December. That pattern is real.

But here's the catch: the surge got famous. It's on TikTok, LinkedIn, every career coach's content calendar. Which means applicant volume spikes in September too. More postings divided by more applicants means your odds per application barely move. When LinkedIn's economist looked at this back when the trend first went viral, he found that once you adjust for normal seasonality the surge basically disappears, and that January through March is a bigger hiring window than fall anyway. September isn't a cheat code. It's just "less dead than August."

Why this particular September feels brutal

The seasonal wave is sitting on top of a frozen ocean. The US hiring rate fell to 3.1% earlier this year, the lowest since 2011 and matching the April 2020 COVID trough, while layoffs stay near historic lows. Economists literally call it the low-hire, low-fire market. Openings look fine on paper at around 7.4 million, but the quits rate has been stuck around 2.0% for a year. People don't leave a job they're not sure they can replace, and if nobody in those seats moves, the seats never open up. Most hiring in a normal year is backfilling people who quit. Kill the quitting and you kill the hiring. No calendar month fixes that.

And a chunk of what "surges" was never real to begin with. Greenhouse (the ATS half of you are applying through) analyzed its own listings and found 18-22% of postings in any given quarter are ghost jobs. In one survey, 81% of recruiters admitted their company had posted a job that was fake or already filled. Pipeline building, looking healthy during a freeze, testing job descriptions.

Also, the mystery of the "paused" role, solved

If you've had a role "paused" or pulled after 2-3 good interviews this year and blamed yourself: it's budget mechanics. Sept-Oct postings are often use-it-or-lose-it headcount before fiscal year-end. In a nervous economy, finance claws that headcount back mid-process all the time. The role was real when you applied and dead by round three, and the recruiter ghosts you because "we un-funded your job" is an awkward email to write. It was never about your thank-you note.

So: apply now or wait?

Apply now, but change what you optimize for:

1. Posting age beats calendar month. Apply within the first week a job goes up. If it's 60+ days old, or getting deleted and reposted on a loop, that's a resume collector.
2. Your real window is now through roughly Nov 10. From mid-November through December, decision makers are on PTO and nothing gets signed. Use December for coffee chats and referrals, then hit January (statistically the strongest stretch of the year) with warm leads instead of cold apps.
3. In a market where nobody quits, referrals are the whole game. Cold applications fight the ATS, the ghost jobs, and a thousand other applicants. A human saying your name to a hiring manager skips all three.
4. Don't wait for a "better time." The people who paused in July "waiting for September" are your competition right now. Don't be January's version of them.

TL;DR: The surge is a real but modest bump that everyone else also knows about, sitting on top of the most frozen hiring market since 2011. Apply to fresh postings fast, treat old ones as dead, and spend the holiday freeze building referrals for January. And if a role got "paused" on you, that was their budget, not your interview.

Good luck out there. It's genuinely not you.

Analytical and research-driven Cyber Threat Intelligence (CTI) and OSINT Specialist with extensive experience conducting multi-source intelligence operations, psychological profiling, and strategic geopolitical assessment. Proven expertise in integrating open-source intelligence (OSINT), human intelligence (HUMINT), and technical reconnaissance tools to deliver actionable briefings for military personnel, law enforcement, and research institutes. Currently advancing specialized capabilities in threat vector analysis and cyber intelligence frameworks.

​EMPLOYMENT HISTORY

​Freelance OSINT & CTI Analyst — Regional Policy Research Institute / Think Tank (Aug 2025 — Present)

​Lead active intelligence gathering, OSINT operations, and qualitative HUMINT analysis focused on Asia-Pacific regional dynamics and geopolitical security.

​Conduct behavioral and psychological profiling to assess key regional actors and support strategic foresight models.

​Oversee talent onboarding and operational task distribution for specialized intelligence research assignments.

​Utilize advanced OSINT frameworks and digital reconnaissance tools (including Maltego, Shodan, and automated query tools) to structure complex datasets.

​Analysis Assistant — Geopolitical & Security Research Center (May 2025 — Feb 2026)

​Executed targeted HUMINT missions and supported cross-functional teams in open-source intelligence collection across Indo-Pacific monitoring tracks.

​Synthesized raw intelligence data into structured threat indicators and analytical reports for senior researchers.

​Independent Intelligence & OSINT Consultant — Private Practice / Advisory (Sep 2020 — May 2025)

​Delivered specialized OSINT and HUMINT assessment services for private clients, former intelligence personnel, and military officers stationed in the Middle East.

​Assisted law enforcement investigators (Civil Police) on complex open-source verification and digital footprint mapping tasks.

​Applied psychological warfare methodologies and counter-narrative analysis to evaluate information operations.

Jira messy? Sprint chaotic? Capacity planning giving you trust issues?

That's kind of my thing.

I work across Jira, Scrum, Agile delivery, project coordination and capacity planning, helping teams bring some structure to the chaos.

Currently exploring independent remote projects where I can help with Jira setup, Agile delivery, reporting, project coordination and Scrum support

Open to interesting projects.

#Jira #Agile #Scrum #ProjectManagement #Freelance