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Engineers who leverage ApplyPass say:

Jonathan

Senior Engineer (T5)@Google
Ex- Senior/Staff Firmware Engineer @Defense contractor

Previous salary

$140k

Current salary

$386k

Percentage increase of salary

175.71%

Senior/Staff Firmware engineer (working for a defense contractor in Boston area for almost 20y where his total comp was $140k ($120k base + $20k benefits). CMU graduate, and well-established in his current role. He had no exposure to technical interviewing, and had never attempted to job search. We worked together for 4 months. In the first four months, we materialized an Amazon T5 offer, with first year TC $386k ($180k base, $175k sign on, 125 shares vested at 5/15/40/40. He was unwilling to relocate, so we continued and he was able to get a Google offer (via my contact's referral) based in Cambridge. His initial Google offer was low and we were able to negotiate to match the Amazon offer even though the Amazon offer required relocation to the Bay Area. Additionally, he was past the onsite at Meta but did not want to follow through. Also, he expressly did not want greater responsibility than Senior Engineer (T5) because of family duties and high involvement in college football referree'ing.

Laura

Engineering Manager @Bayer
Ex- VP of Quality & Data Engineering, Series B Startup

Previous salary

N/A

Current salary

$508k

Percentage increase of salary

N/A

VP of Quality & Data engineering at a Series B seattle-based startup where she had been promoted from Data Analyst up to VP overseeing 5 teams over 7 years. She felt underpaid (and no longer believed in the leadership. We worked at first for a brief mock interview for a Meta onsite that did not advance. Six months later, we engaged for a full job search. I was able to connect her with a contact at Amazon where she joined as L7 ($220k base, Y1 Signing $261k, Y2 Signing $195k, Equity $540k (5/15/40/40) - Y1TC $508k). We did a lot of work on take-home editing and refining stories over about 5 months. She was laid-off at the 6mo mark and felt very discouraged. She didn't believe she would have another chance to land as an eng manager because she lacked a formal background in engineering. We were able to land another Eng Management role at Bayer - mostly a lot of work on stories to represent the significant scope of work within 6m at Amazon. She just got promoted this past summer after surviving a layoff in Jan this year.

Garima

Peer to Hiring Manager @Natera
Ex- Bioinformatics Engineer

Previous salary

$212k

Current salary

$253k

Percentage increase of salary

19.34%

Bioinformatics engineer laid off during maternity leave. We engaged for Negotiation coaching for about 3 weeks when she was  at late interviewing stages with Tempus and Natera. I helped her to navigate a level-up by leveraging existing internal connections to advocate on her behalf. She became a peer to the Hiring Manager based on very strategic conversations with the skip level. Her offer was expected to be $212k TC and we got to $253k TC. Obviously, not as competitive as Software Engineering but percentage-wise a great outcome. She also had a delicate situation with regards to visa transfer and we were able to make sure Natera was ready to help her.

Andrei

Staff ML Engineer @Google
Ex- Staff ML Engineer @Microsoft

Previous salary

N/A

Current salary

$750k

Percentage increase of salary

N/A

Staff ML Engineer who was a negotiation client (via Rora) who was L7 at Microsoft and had an  L6 offer incoming from Google. He had an OpenAI onsite on the horizon, and his goal was to be able to delay Google's offer deadline until he had completed the rounds with OpenAI. We didn't actually materialize a huge increase on the Google offer (~+$20k) but he had a great experience working with me and we succeeded in getting him time to complete the onsite and hear back (a "no") while appealing to the Hiring Committee at Google. This was also right around the entire Sam Altman upheaval and uncertainty around OpenAI which kept things exciting! I dont' have the exact numbers anymore but I believe his Google offer was roughly $750k TC, and we were pitching OpenAI's $900k comp as the target.

Rick

Technical Leadership
Ex- Staff + Fullstack Engineer

Previous salary

N/A

Current salary

N/A

Percentage increase of salary

N/A

Seasoned Staff+ fullstack JS/Node software engineer who had worked at several FAANG companies (Apple, Mozilla) over a decade ago, and went in the direction of pursuing startups founded by people who had been early at Google/Apple in his two most recent roles. Both companies didn't pan out. He landed as a founding engineer at another startup after 4 mo of searching. Unfortunately that startup also failed and we had to continue for another 3 months and finally landed on another technical leadership role at a London-based startup establishing a US presence. Compensation was not particularly competitive. This client had a lot of work to do in reshaping his personal narrative and eliminating a lot of negativity. I was proud of being able to materialize a number of referrals for him and get him interviews, even if they often ended for behavioral reasons (as far as I can assess).

Maryam

Engineering Manager @NVIDIA
Ex- Director of ML @Finance Company

Previous salary

N/A

Current salary

$711k

Percentage increase of salary

N/A

Staff+ ML Engineer who had previously had an offer from NVIDIA for an IC role but turned it down. She had since become a Director of ML at a finance company and was nearing final rounds with NVIDIA for an eng management role 4 years later. We engaged for negotiation coaching via Rora around Feb 2024. She had never had any success or confidence asking for more. Her initial offer from NVidia was Y1 TC $505k. We were able to bump Y1 TC to $711k, and Y2 from $455k to $585k.  
(I think I mis-quoted you in an early chat - I said TC $700k, and now looking more closely they had $300k base, $30k signon and $700k equity for TC $505. I remembered the equity amount as TC, so I was way off). We did a lot of role play for each of the conversations and the recruiter seemed convinced she had an offer from Meta (we didn't correct her).

Program Outline

Module: 1
Job Search Trajectory Planning
Establish where you want to go and how quickly you want to get there.
Getting super clear on the key criteria of the top companies you're interested in, such as Market Cap, Head Count, Industry, Funding, Upside potential, Cash potential, Personal growth potential, Work-life balance, etc.
Module: 2
Job Search Roadmap
Working with you to craft a roadmap of activities/actions needed (and those that will need to be set aside) to get to goal you've set out for yourself in your job search in the timeline you are looking to hit
Module: 3
Resume Reconstruction
Refine every single bullet point in your resume and optimize for conversion.
Build multiple high-performing resumes targeting multiple different job types.
Module: 4
Company Prospect List Building
Based on the types of companies that are considered your target roles, we'd build a prospect list of companies and tier them out (1, 2, 3) as a means of organizing who to start talking to first
Module: 5
Establishing Your Value
This would be assessing and establishing your value in the current market and internalizing what you're going to be targeting in terms of total compensation
Module: 6
Personal Narrative Construction
As it sounds, crafting your initial pitch in interviews centered around Manager level roles
Module: 7
Interview Story Crafting
Scripting 6-10 stories
Working with you to craft stories based on your experiences outlined in your resume that will function as the basis for answering experience-based, behavioral, and situational interview questions
Keyword tagging these stories so that you know which stories exemplify which work qualities for which the interviewer may be asking
Module: 8
Salary Negotiation
Working with you 1:1 to properly position yourself and your leverage to maximize your offer(s)

What's Included

8-Step Interview Prep Process

Reconstruct your resume for multiple job types, plan your job search trajectory, build a roadmap, establish your value, and more.

Weekly Check-in Calls

45 - 60 min weekly calls 2 - 3X per week after the initial sessions are completed where we will be covering:

Interview Recording Reviews

Reviewing your actual interview recordings and providing you direct written and verbal feedback on your recruiter, hiring manager, technical screen, and final interview loop sessions

Access to Group Technical Lecture Sessions

Access to group technical lectures and small group practice sessions Monday through Friday from 10am - 8:30pm PT focused on DS/A Fundamentals, System Design, and Mock Interviews.

Some of the coaches involved in the sessions are Ari (Google), Lei (Meta), Jimmy (Oracle), and Paul (ex-Amazon manager)

Prep Calls for Target Companies

For the companies you're most excited about (tier 1 from your prospect list), syncing ahead of time to go through questions to ask your point of contact, your prep process, and anything else to be aware of in advance of the interview

Slack/Text Access to Coach

Provide you with your coaches number to text with any questions/updates in between our weekly sessions

Does this sound familiar?

Know you deserve more: You know you deserve a higher salary but are stuck in a role that don't meet your financial goals
Application Burnout: Low success rate applying jobs, leaving you unmotivated or overwhelmed
Qualification Gap: You can't seem to get the experience needed to jump to the next level or break into a new field
Networking Fatigue: You've tried constantly posting on LinkedIn, attending networking events and everything... but not seeing results
WHO IS THIS FOR?

Our 1:1 job search coaching program is designed for Senior Managers, Managers, Staff, and Senior-level engineers to accelerate their journey to securing offers from competitive companies.

Data Scientists & Machine Learning Engineers

Explore 100+ integrations that make your day-to-day workflow more efficient and familiar. Plus, our extensive developer tools.

Software Engineers

Explore 100+ integrations that make your day-to-day workflow more efficient and familiar. Plus, our extensive developer tools.

Solutions Architects

Explore 100+ integrations that make your day-to-day workflow more efficient and familiar. Plus, our extensive developer tools.

Data Engineers

Explore 100+ integrations that make your day-to-day workflow more efficient and familiar. Plus, our extensive developer tools.

Technical Project and Program Managers

Explore 100+ integrations that make your day-to-day workflow more efficient and familiar. Plus, our extensive developer tools.

Outcomes to expect

Qualification Gap: You can't seem to get the experience needed to jump to the next level or break into a new field
Qualification Gap: You can't seem to get the experience needed to jump to the next level or break into a new field
Qualification Gap: You can't seem to get the experience needed to jump to the next level or break into a new field
Qualification Gap: You can't seem to get the experience needed to jump to the next level or break into a new field

You've wasted enough time applying to jobs.

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