Sachin Vyas

“ Switch jobs every year? Red flag Stay underpaid for 5 years? Ideal employee “ Someone I know was recently rejected in the final HR round at an organisation. He had cleared all the technical interviews. Even the hiring manager gave a green signal. But the HR said something that stayed with him: “Your resume shows too many short stints… How do we know you won’t quit early again?” But here’s what didn’t show up on the resume This person wasn’t unstable. He was holding an entire family together. He lost his father in his mid-twenties. Became the only earning member overnight. Paid for two siblings’ education. Cleared a housing loan before 30. And silently let go of his own dreams , just to keep things running. He didn’t switch jobs out of restlessness. He switched because he had to. Because each switch brought: A little more salary to survive. A little more peace from toxic environments. A little more time to breathe. But none of that gets noticed All HR saw was: “Four companies in six years.” They didn’t see the 2 AM anxiety attacks. The skipped meals. The birthdays spent debugging code while praying the EMI wouldn’t bounce. The promotions declined because the cost was mental health. They didn’t see the human. Only the timeline. And here’s the bitter truth When he asked for a raise internally, he was offered a 5–10% retention hike. Six months later, the same organisation hired someone from the market at a 40% higher salary for the same role. So where did your “economics” go then? Where was your “loyalty matters” logic? You reward outsiders. Ignore the ones who stay. Then question the ones who leave. That’s not a red flag. That’s a mirror. Job switches aren’t instability. They are acts of survival. They are exits from places that drained dignity. They are the only way some people could protect their peace. They are the quiet decisions no one claps for , but everyone should. So here’s to the ones who left Who walked out of burnout. Who chose sanity over security. Who said no to being underpaid and overused. You are not a problem. You are the proof that staying silent isn’t the only option. Let’s stop calling them job hoppers. Let’s start asking what made them move. Let’s normalize career movement without judgment. Let’s start seeing the stories behind the timelines. Let’s stop filtering out the ones who left. And start fixing the reasons why they did. If this resonated with you, Follow account: Sachin Vyas , Please also feel free to connect me via connection requests !! You are the only motivation I have to keep sharing stories that rarely get spoken out loud. And if by any chance you’ve read this far , drop a like, so I know these conversations matter. And tell me in the comments: What are your thoughts on this? Do we judge job switching too quickly? Have we stopped seeing the human behind the resume? Let’s talk. Honestly. Openly. Without filters.

“CTC? ₹45 LPA. But respect? Still goes to the ₹50K government clerk.” A few months ago, I was at a family function. One relative ,with the usual polite smile ,asked what I do. I said I work in tech. Software engineering. He nodded, paused, and then said: “Accha… but are you preparing for any sarkari exam on the side?” I didn’t know whether to laugh… or explain Kafka stream processing to him. That wasn’t the first time. And definitely won’t be the last. You could be building high-scale systems for 10M+ users. Fixing critical bugs that stop payment failures. Running services used by real departments, public infra, or national platforms. But in Indian society? If your job doesn’t come with a pension, badge, or fixed chair , you’re still seen as “not settled.” The perception gap isn’t just about salary. It’s about lifestyle. Government job? Fixed timings. Zero escalation. Weekends off. Respect from relatives. Time for evening tea. Software engineer? Long hours. Late-night incidents. Slack never sleeps. Even Sundays feel like a buffer window for Monday bugs. And yet : You’re solving real-world problems. Shipping features that directly impact lakhs of users. Contributing to platforms like UPI, GST, or public services digitization. Still, you’re the one who gets told: “Private job hai. Kabhi bhi chali jaayegi.” “CTC is okay, but what about peace of mind?” “Sarkari naukri mein toh respect milta hai.” Because here, comfort > competence. Stability > skill. Perception > actual contribution. A ₹45 LPA engineer owning complex backend infra is seen as “unstable.” A ₹50K/month clerk forwarding files is “secure.” People don’t see what you build , so they don’t understand its value. They don’t see the midnight deployments. They don’t see the pager alerts. They don’t see what breaks when your system breaks. This post isn’t a rant. It’s just a reminder. You don’t need validation from society to know your worth. But that doesn’t mean the disrespect doesn’t sting. If you’ve ever been made to feel “less” because your work isn’t government certified , you’re not alone. We may not wear a badge. But we’re still building the backbone of modern India. If this post made you feel seen , give it a like. Drop a “read that again” in the comments. Repost it for someone in your circle who’s quietly living this life. Some truths deserve to be said and shared. And despite it all… the misunderstandings, the comparisons, the silence, I’m proud to be a software engineer. Not because it’s easy. But because what we build… actually matters

Recruiters: Please stop ghosting candidates. A 30-sec reply can change someone’s entire experience with your company. “Hired” “Not hired” “Moving forward with another candidate” That’s it. Silence is not professionalism. Candidates spend hours: Preparing for interviews, researching your company, completing assignments, following up respectfully. The least they deserve is clarity. And no, sending a rejection won’t “hurt your employer brand”. Ghosting does. People remember how you made them feel during the hiring process. Especially when they’re anxious, unemployed, or trying to change their life. The best recruiters understand this: Recruitment is relationship-building at scale, not just filling roles (what most of them do). A fast response shows: Respect, leadership, emotional intelligence and strong company culture. Even rejected candidates can become: • Future hires • Clients • Referrals • Brand advocates But only if you treat them well. The companies winning long-term are hiring faster and communicating better. PS: In 2026, there’s really no excuse anymore. AI agents and AI tools can automatically update candidates, send status emails, and keep communication flowing at scale.