Abdurrahman Muni's Recent LinkedIn Posts

I'm a Muslim. And the past 24 hours have been heavy. Shooters took fire on the Islamic Center of San Diego yesterday. It was a Community Centre. It was a Mosque. It was a school. Despite there being 40+ young children inside, 0 of them were injured/killed. This is thanks to God and the bravery of the teachers and staff, 3 of which were martyred that day: - A security guard, Amin Abdullah - 2 school staff who's names have not been released yet Not more than 24 hours before this, there was one of the UK's largest Islam Hate Marches in history. This act of terrorism didn't happen out of nowhere. You can follow the bread crumbs back to words being paraded by those in power. Here are just a few (and I mean a FEW) examples: - "Muslims don't belong in American society." - Rep. Andy Ogles - "Islam is not a religion. It is a cult." - Sen. Tommy Tuberville - "The least we can do is kick them [Muslims] the hell out of America." - Rep. Randy Fine. - "Now is the time to round up all the Muslims before it's too late." - Laura Loomer Islamophobia is not new to us Muslims. We genuinely see it every day. But this shooting doesn't impact just Muslims. It should be an alarm for all communities: "Injustice anywhere is a threat to justice everywhere." - Dr. Martin Luther King Jr. But know this, and know this well: Such injustice, while absolutely devastating to our community, will not deter us from our beliefs and will only strengthen our faith. Full stop. Such darkness only brings us closer to shed more light. Such heartbreak only unites our hearts more when we put them back together. Such discrimination only pushes us to want to spread more love onto others. Today we mourn. Tomorrow we build for justice.

CEOs spent 2024 + 2025 announcing massive "AI-driven" layoffs. Wall Street loved it. But now those same CEOs are regretting it. It's becoming an open secret that many of these "AI-driven" layoffs were purely to help spike stock prices. Block cut 40% of staff. Stock jumped 24% the same day. Now the bill is coming due. Harvard Business Review: 60% of companies cut jobs in anticipation of AI. Only 2% did it because the AI could actually do the work. What a wild disconnect. The regret rate is now 55-66%. A third of those companies are already rehiring for the SAME roles. Most within 3 to 6 months. Customer service is the loudest failure. Chatbots handle "where's my order." They fall apart on anything complex. Gartner expects half of companies to rehire service humans by 2027. Watch for the rebrands: "Solution Consultants." "Trusted Advisors." Same job. Fancier title. Saves face. Here's what this means if you're experienced and job hunting. The 'rehire market' is quietly good for you. Companies aren't rebuilding the junior seat. They need the person who can handle what the AI choked on. That changes what matters on your resume. Skills that live inside a process map got commodified first. Standard tickets. Template reports. Routine analysis. The premium is on what's hard to prompt. - Stakeholder management when two teams are at war. - Reading the real problem behind the one the customer told you. - Making a call with incomplete information and owning it. Most seasoned pros have this. Their resume doesn't say so. One thing to do this week: Pick one moment from the last 18 months where your judgment saved something AI couldn't. A renegotiation. A defused customer. A project you killed before it wasted $2M. Write it in four or five sentences. Real numbers. Real call. Put it at the top of your LinkedIn About. Make it the first line of your next cover letter. Use it when they ask "tell me about yourself." You're not selling your title anymore. You're selling the judgment these companies just learned they can't automate. Lead with that.

You write your resume with AI. Then, you apply to jobs with AI. Then, AI reviews your application. After that, you might have an AI interview to start. Only THEN might you interview with a human. The Atlantic thinks "The Job Market Is Hell" because everyone's using AI. I think they're missing the real problem. I completely agree with Justin's comment below. You're telling me you're surprised that your AI-written application got rejected by their AI scanner? You want the "human touch" in hiring but won't even write your own application? Now don't get it twisted: AI is crazy helpful and I use it every day. BUT, I review 50+ applications every week from leaders and execs targeting $200K-$500K roles and I see patterns I can't ignore. Our clients are landing offers with < 30 applications: - A Solutions Consultant: Career transition + $40k over asking (11 weeks with 18 applications) - A Director of RevOps: First-ever for Director role for the member (9 weeks with 5 applications) - A Big Pharma Role: $260k+ OTE dream offer (12 weeks with 2 applications) Know what they did differently? 1. They got clear on what problems they solve (and for who) 2. They tailored their own applications. 3. They leveraged personalized outreach. 4. They built actual relationships. 5. They reviewed their data and optimized. While everyone else was prompting AI Our clients are having real conversations with real humans. The job market is tough, no doubt. But it's also exposing a brutal truth: We've forgotten how to be human in our job search. We want shortcuts. We want automation. We want someone (or something) else to do the work. Then we complain when it doesn't work. You know what still works? Being a human. Writing your own story. Making genuine connections. Solving real problems. Our clients land roles in 8-16 weeks because they do the human work. They don't need AI to tell their story. They already have one. Are you a senior passive professional looking to get results like this? Book a 1:1 15-minute chat with me (Link in my feature section). We'll explore if our program is a good fit for you. We’ve helped 400+ clients across the US + Canada acquire $200K-$500K+ job offers. Why not you next? P.S. Do you agree with The Atlantic or Justin?

18 applications. 5 interviews. 1 offer. $40K above her asking salary. 100% remote. That’s Isla’s story, in just 11 weeks. And it started with one decision: getting ruthlessly specific. Isla came to me as a Process Engineer in Automotive. Smart, capable, ready for something new. She wanted to move into a customer-facing role: Solutions Consulting in Tech But she wasn’t sure how to make that leap without starting from scratch. Here’s exactly what we did: 1. We picked a lane and stayed in it. Solutions Consultant. Tech companies. Selling into automotive and manufacturing. That’s it. No casting a wide net. No “open to multiple things.” One target, full commitment. 2. We built her entire profile around that one target. Her resume, LinkedIn, everything spoke directly to that role. Not to five possible roles. One. That’s how 5/18 opportunities turned into interviews within the first 6 weeks. 3. We made her story airtight. Isla was making a double transition: - New industry - New function That’s a harder sell. So we made sure hiring teams understood exactly why the move made sense and why her engineering background was an asset, not a liability. She made it to 2 final rounds. 1 converted into an offer. The final result: - 100% remote (she came from hybrid) - $40k+ OVER asking salary - In exactly 11 weeks In her exact target role/industry with ideal target customers. This is what targeted job acquisition actually looks like in 2026. Not 200 applications. Not spray and pray. A clear target, a profile built for it, and stories that close. If you’re ready to stop guessing and start landing, let’s talk, I can help. 400+ professionals helped. $150K–$500K offers. One proven system. 🔗 Free call link in my profile.

94% of candidates want feedback after a rejection, but most never get it. Here’s how to get feedback even when it’s not offered (there's always signs): If you’ve been searching for 3+ months, you actually have enough data to start reading patterns. Start with a simple question + a fix: Where are you falling off? 1. At the application stage? A tonof resumes now filtered out by AI screening systems that can reject a profile in 0.3 seconds (and send an auto-rejection email later, deliberately timed). The fix: Get very specific about what role you want + focus on leveraging relationships to get visible regardless of the ATS. 2. At the recruiter screen? You’re not landing the overall fit story, even if your resume got you in the door. The fix: Invest in researching parallels between your experience and what the company is looking for. 3. At the hiring manager stage? You’re not making the case that you can actually do the job. The fix: Brush up on how you convey the way you solve the very problems the company’s wants you to solve. Specificity sells. Generality repels. 3. Making it to the final round but no offer? Could be another candidate. Could be a cultural vibe mismatch. Could be an internal hiring freeze. This one is a bit harder to tell. That being said… The fix: Similar #1, revisit where you’re applying and be honest about the fit with these types of roles. Not many will admit this, but, with job search, even if everything checks out, there’s always an element of timing and”luck” at play. It’s not 100% controllable. But the breadcrumbs are always there. Most people just don’t go looking for them. P.S. What breadcrumbs have you followed?

People ask me all the time how I got into career coaching. Here's the story. When the pandemic hit, I was leading a global talent acquisition team of 12 at a fast-growing tech company. In two years, we took headcount from 300 to 1,000. Seven hundred hires. It was intense. Then, in 2020, the world shifted. I was suddenly WFH, and with everything slowing down, I found myself with a bit of extra time. Around the same time, my LinkedIn inbox started lighting up. If you're a recruiter, you know what it's like. But this wasn't the usual flow. People were scared. Anxious about layoffs. Worried about how they'd move their careers forward in a world that had just flipped upside down. So I started helping. Pro bono. Resume feedback. Interview prep. Advice on how to navigate a strange market. Then the messages started coming back. "I aced the interview." "I got the offer." "Thank you." That's when I thought, maybe there's something here. Maybe this could be a side hustle. I started my career coaching business in 2020. Ran it solo on the side for two years. In 2022, I took the leap and went full-time. Haven't looked back. Since then, we've grown to a team of four, and we've helped over 400+ professionals land roles they're proud of. Lots of ups and downs along the way, but every step has been worth it. Here's why I love this work: My mission has always been the same: connect people to opportunities. I did it through sales early in my career. Through talent acquisition in the middle. Now through coaching. Same mission, different vehicle. But career coaching goes far beyond helping someone land a job. A job is the gateway: - It's how people provide for their families - How they buy a home - How they put food on the table - How they build the life they've always dreamed of At Dreampath, we're not just in the offer-letter business. We're in the dream-life business. Your career is the tool. What I love most is watching a client get their confidence back. Seeing them get sharper week after week. Getting that message when an offer finally comes through and hearing the relief and the joy on the other end. For all those who have trusted my team and me with your livelihood, thank you. Knowing that moment doesn't just change their life. It ripples out to their partner, their kids, their parents. Hard to beat that.

You don't need 100+ applications to land a $150k-$500k role. You actually just need 25-30 targeted opportunities. My client did it in 18 (and got paid $40k over asking). Huntr analyzed 600k+ applications and found that candidates with the most targeted searches materialized an offer within just 25-30 opportunities in less than 12 weeks. This was in both 2024 and 2025. Not 200 applications. Not spray and pray. 25-30 opportunities with focused relationship building. One of my clients built a relationship with a recruiter at a company he admired. No role was posted. 10 days later, he landed an offer for an unposted position. Another client had a recruiter she interviewed with refer her to a recruiting friend. She made a 180-degree career transition making more money than she ever has. Neither of them found these opportunities by endlessly applying. At the $150k-$500k level, most roles aren't filled through cold applications. They're filled through: - Relationships (to get you noticed) - Retained search firms (to extend your reach) - Conversations that started before any job was posted The math is simple: 25-30 targeted opportunities with real relationship building > 200 spray-and-pray applications. Volume feels productive. Strategy actually is. If you're applying to everything and hearing nothing, it's not a numbers problem. It's a targeting + targeting problem. And remember: You want to land ONE full-time role you can enjoy. You don't need volume for that. P.S. Are you building relationships or just submitting applications?

When you're deep in a job search and you see someone post that they just landed a role in 3 weeks... or they're getting interviews at Google, Meta, Apple... or they just got promoted and are making more than you've ever made... It stings. I know it does. Don’t pretend that you don’t feel it too. But here's what you're actually looking at: a highlight reel with zero context. That person who "landed a job in a month"? They probably spent 5-10 years quietly building relationships that made that month possible. That person getting interviews at top-tier companies? They've likely bled for their career for 15 years, built a skill set that's genuinely rare, and paid a price you never saw. You're comparing your behind-the-scenes to their final scene. And I know comparison is the thief of joy sounds cliché. But I've been doing this long enough to know it is absolutely true, especially in a job search. Here's something most people don't think about: the job search is 80% mental. The strategies matter. The resume matters. The networking matters. The interview prep, all of it matters. But none of it works if your head isn't in the right place. You already have enough weighing on you. Figuring out the right approach. Staying consistent. Managing rejection. That alone is a heavy mental load. When you layer comparison on top of that, you're not just adding stress, you're draining the mental energy you need to actually execute. You're setting yourself up for disappointment before the day even starts. And when that feeling of inadequacy creeps in, it changes how you show up. You start doing things that aren't authentic to you: applying to everything, reshaping your story to fit what you think someone wants to hear, chasing instead of attracting. That's a vicious cycle that takes you further and further from where you want to be. So here's what I'd encourage instead: Celebrate other people's wins genuinely. Then put your blinders on. You are not competing with them. You never were. - There will always be someone with more experience. - Someone who makes more salary. - Someone who finds things faster and makes it look easier. None of that is your race. Your only goal today is to make your job search 1% better than it was yesterday. That's it. That's the whole game. Protect your energy. Compete against who you were yesterday. That's the only competition that actually matters. P.S. repost this for someone who needs to hear this in your network ♻️

My client Anita was juggling 3-7 interviews at any given time. She landed 3 final offers. Here's her exact interview prep playbook ↓ I spent 10 years as a recruiting leader. The candidates who keep advancing aren't always the most qualified. They're the ones who show up more prepared than everyone else. Anita didn't get multiple offers because she was lucky. She got them because she prepared like no one else. Here's my exact playbook that gets you to final rounds: STEP 1: Study the Company Like You're About to Invest Most candidates skim the website and call it research. Anita treated every company like she was about to invest her life savings. (Hint: you ARE investing — not money, but your time and career.) Here's what she researched: → The product/service — what does it actually do? → The customers — who are they solving problems for? → The problems — what pain points does the company address? → Recent news — funding rounds, leadership changes, product launches? → Competitors — who else is in the space? She used: - Company website (beyond just the homepage) - Recent press releases - LinkedIn posts from leadership - Glassdoor reviews - Google News When she walked into interviews, she could speak their language. STEP 2: Map the Job Description to Your Resume This is the step most candidates skip entirely. Before every interview, Anita would: → Print the job description → Put it side by side with her resume → Draw literal lines connecting her experience to their requirements Every bullet point they needed? She had a story ready. She wasn't saying "I can do that." She was saying "Here's exactly when I did that." STEP 3: Prepare Stories, Not Hypotheticals Most candidates speak in "would do's." Anita spoke in "did do's." For every major requirement, she prepared a story using this formula: → What I did + How I did it + The outcome (Quantified) She wrote them down. Practiced out loud. Recorded herself. By the time she walked in, her answers were tight. No rambling. Just proof. STEP 4: Prepare Questions That Show You Mean Business At the end of every interview, Anita asked 'Success Factor Questions': → "What are the biggest challenges this role will tackle in the first 6 months?" → "What would make you say I was a great hire a year from now?" → "What does success look like for this team?" These showed she was already thinking like an employee. STEP 5: Follow Up With Intention (my thoughts + an email template in the comments) --- Anita wasn't more qualified than other candidates. She was more prepared. And that preparation compounded. She kept advancing. While others faded, she stood out. 3 final offers. Back-to-back. This isn't luck. This is what happens when you stop winging it. Your resume gets you the interview. Your preparation gets you the offer. Do both. Need help landing interviews? Let's chat. Need helping landing offers? Let' also chat. Book a FREE career chat in my featured section.

My take: AI is not going to get you a $300k job. I know that's not what the AI gurus are selling you. A client came to me after 6 months of doing everything "right." AI-optimized resume. Applied to 200+ jobs (with AI). AI-written outreach messages to recruiters. He tracked it all in a spreadsheet. Open rates, response rates, follow-ups. 0 interviews = 0 offers. He had a system. It was just the wrong system. Or to be more specific: the wrong systems for his level of seniority. At his level, VP of Operations, targeting $280k–$350k, rarely was anybody hiring from a cold application alone. The roles he wanted were out there. Some were posted, just not on the boards he was searching on. Most were being filled through referrals, retained search firms, and conversations that started long before any job description was written. No algorithm was going to find those for him. What we actually did: 1. We got crystal clear on a hyper-specific target role. 2. Identified fewer than 20 opportunities. 3. Leveraged his existing relationships strategically to get in front of the right decision-makers. 4. And coached his storytelling so he could actually convert those conversations into offers. He had an offer within 11 weeks. Here's what AI is genuinely good for at this level: reducing the admin grind. - Tweaking a bullet point. - Tightening your LinkedIn summary. - Cleaning up a message you drafted first. - Adjusting some parts of a resume to match an opportunity. The tedious stuff? Let AI handle it. The relationships, the targeting, the positioning, the career strategy? That still requires a human. Specifically: you. My opinion: You can't automate your way into a room you were never going to be invited into, so stop automating the parts that actually matter.