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Stop Taking Career Advice From Random People

What You Must Know About the People Giving It

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Almost every IT community forum have become extremely noisy places.

Many people are asking questions about choosing a career path, selecting a degree, or figuring out what’s “safe” for the future. Some replies are very positive, others are extremely negative, and most people are simply unsure about which direction to take.

This is understandable. The tech world is changing fast, and uncertainty makes people talk more. But one thing we often ignore is that career advice is never neutral. Whether people realize it or not, their opinions come from their own motivations, fears, insecurities, or past experiences. That’s why it’s important to look not just at what someone says, but why they might be saying it.

Government-Academic Professionals

People who work in public universities, research institutes, or schools usually come from a very structured academic background. Their world revolves around theory, specialization, and traditional study paths. They’re usually not very connected to the business side of IT or the realities of the private sector.

So the advice they give often reflects what they know best: long academic routes, deep specialization, and stable, predictable career paths. This can be useful, but it doesn’t always match the speed and unpredictability of the tech industry.

Private Academic Institutions (people associated to them)

Then there are the private universities and training centers. Their environment is different. Education is also a business for them. So even when they genuinely want to guide you, there is always a commercial angle behind their recommendations. If you tell them you’re interested in something, chances are they have a matching course to offer. Some will even shape your thinking in a way that leads you toward their programs. It’s important to keep this in mind and evaluate their advice with a bit of caution.

Students Who Are Already Studying the Field

This group is often overlooked, but they are very influential. Especially in online discussions.

These are people who have already chosen their path and invested time, money, and effort into it. Naturally, they don’t want to see their field threatened or questioned. When someone asks whether their chosen field will have demand in the future, they often respond with a lot of emotion. They defend their path because accepting uncertainty means accepting they might have made a wrong choice. This doesn’t mean their opinion is invalid, but it is definitely shaped by wishful thinking.

People Working in the Industry

Industry professionals usually give very practical advice because they are living in the real world of tech jobs. They know which skills matter, what companies look for, and what the day-to-day work actually feels like.

However, this group also has its own dynamics. IT is competitive, and sometimes people don’t want more competition in their area. So depending on how they perceive you, the tone of their advice can change. Some will encourage you, while others may discourage you. Without even realizing they’re doing it.

Business Owners in IT

Finally, there are the founders, entrepreneurs, and managers. These people understand the market better than most. They know what skills are in demand, what types of talent companies are searching for, and how the industry is moving.

Their advice can be very accurate, but even they have a certain viewpoint. They often see everything through the lens of business needs. If they think you would fit well into the structures and roles they value, they will guide you one way. If not, their advice may lean in another direction.

Make Sense of All the Advice You Hear

Seems every group comes with a bias, naturally. Everyone speaks from their own world. That’s why the key is not to blindly trust any single source. Instead, try to understand where the advice is coming from.

You don’t need to avoid advice. You just need to evaluate it.

Career choices become clearer when you stop absorbing noise and start observing intentions. The more aware you are of the motivations behind the advice, the easier it becomes to make decisions that truly fit you.

ITPro AI Surpasses 20,000 Job Application Ratings – Is AI Recruitment Just a Fad?

Originally posted on Medium, can read it here: Go to Medium article

The social media post posted in January

In January this year, we introduced ITPro Ratings, a feature that automatically scores each job application submitted through our platform. Since then, the number of rated applications has grown steadily alongside the rising popularity of ITPro.lk. We’ve now crossed an exciting milestone of over 20,000 applications rated by our AI.

How Does ITPro Ratings Work?

Recruiters can view a list of applicants and their CVs directly from their dashboard. Each application is given a rating out of 10, automatically generated by our AI. This score is calculated by comparing the content of the candidate’s CV with the job advertisement. In addition to this number, it gives recruiters an AI-powered insight into how well an application matches the advertised role.

Real Benefits?

ITPro is a high-visibility marketplace for tech job ads in Sri Lanka. A single job post can attract hundreds of applications. If you’re a busy recruiter receiving, say, 500 CVs for a single role, manually reviewing each one may not be realistic. ITPro Ratings allows you to sort applications by relevance, helping you focus first on the ones that are most aligned with your requirements.

That said, ITPro Ratings does not attempt to evaluate candidate competency or technical skills. Skill evaluation is a nuanced and context-specific challenge that cannot be fully solved with a one-size-fits-all solution.

This raises a valid question: Is it justifiable to shortlist candidates based purely on the language used in their CVs? Let us know your thoughts in the comments!

Human Judgment Comes First

Recruitment is fundamentally a human process built on relationships and context. Automation can help, but only to a point. That’s why we’ve designed ITPro Ratings to support, not replace, human decisions.

We understand that job seekers worry their applications might be rejected without ever being seen by a human. On ITPro.lk, applications are always presented to recruiters in chronological order, and the system never discards or auto-filters any applications. The rating is simply an additional insight, not a decision-making tool.

What the Data Says

Here is the chart showing the percentage distribution of AI rating scores. You can clearly see that most applications received a rating between 6 and 8, with 8 being the most common score. The internet already has plenty of CV guides, templates, and services, which has helped to raise this standard.

Here’s the chart showing the monthly trend of average AI ratings from January to July 2025. You can observe a general upward trend, with July 2025 having the highest average rating so far.

User Feedback So Far

We measure feature adoption using standard analytics, page hits, dashboard usage, and feature interactions. Based on current data, usage is moderate. Recruiters are exploring the AI feature, but the core value of ITPro remains in giving your job ads wide visibility, not necessarily in AI-driven automation.

Are There Downsides?

We’ve noticed a subtle trend: some candidates are now focusing more on polishing their CVs to align with AI evaluations, sometimes at the expense of actually improving their skills. (Related post: Polishing Your CV, is Really a Solution?)

We’re not making conclusions yet. We just observing. The full impact of AI in recruitment is still unfolding.

Final Thoughts

AI can support recruitment, but it shouldn’t define it. Even with all the algorithms, automation, and analytics, gut feeling and human intuition though imperfect, still play a powerful role in hiring decisions. It’s that blend of data and human judgment that creates meaningful outcomes.

What does “learning fundamentals” actually mean in practice?

“Learn the fundamentals so you’ll succeed in your endeavor” This is a common piece of advice people often give. You’ll frequently hear it when asking how to secure your career or how to learn a new technology, etc.

In today’s world, overflowing with knowledge and information. This advice is vague and it leaves us with unanswered questions. What exactly should I learn as fundamentals? How can I be sure I’m learning the right things?

So when someone says “learn the fundamentals”, the right response is:

“Which fundamentals, and how deep, based on what I’m building?”

Physics & Electronics (Atoms, Electrons, Gates, etc.)

Necessary if you’re doing hardware design, building compilers, or working with embedded systems. Not necessary for typical software developers.

Computer Architecture & Operating Systems

This area consists of concepts CPU cycles, memory hierarchy (RAM vs cache), processes, threads, virtual memory, file systems.

This is necessary if you’re into systems programming, performance tuning, or OS development.

Programming Language Theory & Compilers

This is about syntax, parsing, type systems, interpreters vs compilers.

This is necessary if you’re building tools (like linters, and transpilers), designing new languages, or deep into back-end design.

Data Structures & Algorithms

Concepts and implementation of arrays, linked lists, trees, hashmaps, sorting, recursion, time/space complexity.

This is essential for all developers. They underlie everything, from efficient code to debugging performance issues.

Networking Basics

This is about the theory of HTTP, TCP/IP, DNS, client-server model.

This is necessary if you build web apps, mobile apps, APIs, etc. But you don’t need to know TCP flags or OSI model layers deeply unless you’re in DevOps or network engineering.

Databases & Querying

This is about the design of databases, SQL, indexing, normalization, and transactions.

Learning databases is essential for most types of app developers. You can’t avoid data persistence.

Version Control, Build Tools, Deployment

This is about learning Git, CI/CD, testing, and packaging tools.

It is required for modern software development in teams and production settings.

Software Architecture

Software architecture becomes fundamental once you move from building apps that “just work” to systems that are “designed to last.” Architecture is essential at certain points in a developer’s or engineer’s journey. especially when working on large-scale, long-lived, or team-based systems.

Linear Algebra, Statistics, Programming (Python) and ML Theory

The fundamentals required for AI vary depending on the role you’re aiming for.

whether you’re a machine learning engineer, data scientist, AI researcher, ML ops engineer, or even a developer using AI APIs these are the core knowledge areas required for that.

Final thoughts:

My list is limited to few common IT and Computer related fields. There are many more.

When learning fundamentals, you don’t need to “boil the ocean” of computer science. As a practical use, go just deep enough to understand what your tools abstract away. And just go deeper when things break, or performance matters.

Finding Your True Worth – How to Figure Out the Right Salary

Figuring out the right salary for your role can be tricky. Everyone seems to have an opinion, but how do you know what’s real?

1. Opinions/Social Media or Forums (Least Reliable)

People love to talk about salaries on social media and in casual conversations. Remember that opinions are often Trojan horses for hidden agendas. People often have their own reasons for saying what they do. Sometimes, people are motivated to post false numbers to influence opinions and set certain expectations in the job market. Also, they might exaggerate to look good and impress others in public while downplaying their earnings when talking to coworkers. It’s hard to know what’s true.

2. Surveys (Better, But Not Perfect)

More structured than opinions. Helps to collect more information, including the demographics of the participants so you can analyse them better. But since the answers are self-reported, this information can contain biases and false information.

3. Research (The Best Method)

The most reliable understanding of salaries often comes through proper research. A mix of different sources including informal conversations, online surveys, and platforms like Glassdoor. In some cases, information gathered directly from companies adds valuable perspective. When data is collected from multiple angles and cross-checked, the result tends to be a more accurate and balanced view.

Not all sources hold equal weight. Information from trusted or direct sources usually carries more value than unverified hearsay. In practice, combining many sources while being mindful of their reliability often brings researchers closer to the actual market range.

Finally: Salary details are usually considered confidential in most workplaces, which makes finding accurate numbers challenging. No single source can provide the full picture. It seems that a layered, evidence-based approach is the closest thing to a scientific method when trying to understand compensation standards.

Salary Transparency – Reality, Trends, and Possible Candidate Pitfalls

Salary transparency is still a fresh concept in Sri Lanka. While it’s not yet widespread, we’re starting to see some early trends emerge locally as companies experiment with openness about pay.

Is There a Real Trend in the World?

Yes, salary transparency is a growing global trend, especially in places like the U.S. and Europe, where laws and worker expectations are pushing companies to share pay details. A real-world example is Buffer, a tech company that adopted full salary transparency in 2013. They publicly share every employee’s salary online, from the CEO to entry-level staff. Buffer says this openness builds trust and boosts job applications, proving it’s not just a passing fad but a shift toward fairness and accountability in workplaces worldwide. Sri Lanka might be behind, but the global movement could inspire change here too.

Benefits of Sharing Salary in Job Ads

Posting salaries in job ads can attract the right candidates. People who know what they want and won’t waste time if the pay doesn’t match. It also cuts recruitment effort by filtering out mismatches early, saving companies time and resources.

Challenges with Transparent Salary

However, transparency isn’t all smooth sailing. One challenge is employee morale. As an example, at Reddit, which removed salary negotiations to promote fairness, some workers still felt uneasy comparing their pay to new hires, showing how openness can spark tension. Another issue is competitors poaching talent. If a rival firm sees your salary range, they might offer more to lure staff away.

Possible Candidate Pitfalls

Candidates need to watch out for tricks too.

Bait and switch recruitment: Some companies post high salaries in ads but never hire. Their real goal is to look like a top paying company.

Selective transparency: Organizations might display salaries only for their highest-paying roles while keeping compensation for average positions undisclosed.

Range manipulation: Some employers post extremely wide salary ranges (e.g., “50,000-120,000 based on experience”) that provide little meaningful information

Salary transparency is creeping into Sri Lanka, following a real global trend. It promises better hiring and trust but brings challenges and pitfalls too. For now, both companies and candidates here need to tread carefully as this idea takes root.

Two Types of CVs – Which One Do You Have?

When applying for jobs, your CV is crucial in getting noticed and securing an interview. In a previous post, I discussed how simply enhancing a CV isn’t the only factor affecting your job search. However, this doesn’t mean we should neglect optimizing our CVs before applying.

Personally, when reviewing or helping someone enhance their CV, I notice two main types of optimization.

CVs Optimized for Shortlisting

First, there are CVs optimized for shortlisting. These CVs are designed to pass applicant tracking systems (ATS) and capture recruiters’ attention. They include relevant keywords from the job description, a clean, structured format, and highlights of your skills and achievements. The goal is to get past initial filters and increase your chances of an interview.

CVs Optimized for Truthfulness

Second, there are CVs optimized for truthfulness. These CVs focus on accuracy and honesty. Instead of manipulating content to match job descriptions, they reflect your real skills and experience, avoid exaggeration or buzzwords, and provide a clear, authentic view of your career. This builds realistic expectations and fosters trust with potential employers.

Which type is better? That’s the question I keep pondering. I’ve noticed most people try to make their CVs pass computer filters and catch a recruiter’s eye. Personally, I believe prioritizing truthfulness is most important, something often lacking in today’s job market. When everyone’s worried about keywords and how their CV looks to computers. I’m wondering if we’ve lost sight of the value of genuine representation in our professional narratives. It’s a thought I wanted to share and explore.

This is my personal opinion. I’d love to hear your thoughts in the comments!

Polishing Your CV, is Really a Solution?

I run ITPro.lk, a platform that processes IT job applications daily. A frequently asked question is: “I am applying for jobs, but I am not getting a good response. Can you review my CV and tell me how I can improve it?”. From what I’ve seen, most CVs are well-written and don’t need major improvements. The internet is already flooded with CV guides, YouTube Gurus, templates, and services, which has helped to raise this standard.

The real challenge today is discovering the truth about candidates and the companies/roles they apply for. Both sides often present polished, unrealistic versions of themselves online, creating a trust gap in the employer-candidate relationship.

This reminds me of how relationships worked before the internet and social media. Back then, connections were deeper and more genuine. Today, the initial contact is easy and cheap. Despite better communication tools, the quality of relationships has declined today. The same is happening between employers and candidates.

Focusing too much on perfecting CVs to solve employment issues is like blaming your horoscope for relationship problems. It misses the real issues of authenticity and trust.

Knowing the Status of Your Job Application: Is It a Right or a Privilege?

Have you ever applied for a job and waited weeks or even months without hearing back? You’re not alone. Many job seekers face this frustrating situation, and it often leaves them wondering: Do I have the right to know the status of my job application? Let’s break this down in simple terms.

Job Applications: A Free Commodity, Not a Paid Service

When you order food through Uber Eats or track a package from an e-commerce site, you expect updates. Why? Because you’ve paid for a service. But job applications are different. Applying for a job is free. Companies don’t charge you to submit your resume or attend an interview. Since it’s a free process, some argue that candidates can’t demand updates or transparency. After all, you’re not paying for the service.

But here’s the thing. Just because something is free doesn’t mean it shouldn’t come with basic courtesy. While companies aren’t legally obligated to share application statuses, doing so can create a positive impression and build trust with candidates.

Exposing Application Status: A Company Decision

Whether or not to share the status of a job application is entirely up to the company. Some organizations have automated systems that send updates at every stage, like “application received,” “under review,” or “position filled.” Others prefer a more personal touch, where recruiters or hiring managers communicate directly with candidates.

The approach a company takes often depends on its values and resources. Automated systems are efficient, but they can feel impersonal. On the other hand, human interaction takes more time and effort but can leave a lasting positive impression on candidates.

The Culture of Ghosting: A Sri Lankan Perspective

In Sri Lanka, ghosting, a suddenly cutting off communication without explanation is a common practice, not just in dating but also in professional settings. If someone doesn’t want to deliver bad news or feels uncomfortable saying “no,” they might simply disappear. This cultural tendency often spills over into recruitment, leaving job seekers in the dark about their application status.

While ghosting might seem like the easier option, it can harm a company’s reputation. Candidates who are ignored may share their negative experiences, which can deter others from applying in the future.

A Solution for Transparency

At ITPro.lk, we believe in the power of human connection. Our platform allows recruiters to manage candidate application statuses and notes internally, but we also encourage them to communicate these updates to applicants. Whether it’s through automated emails or personal calls, keeping candidates informed is a small step that can make a big difference.

What’s Your Opinion?

So, is knowing the status of your job application a right or a privilege? While it may not be a formal right, it’s certainly a matter of respect and professionalism. Companies that prioritize transparency and communication not only stand out but also build stronger relationships with potential employees.

What do you think? Should companies be more transparent about job application statuses? Or is it okay to leave candidates waiting without updates? Share your thoughts in the comments below!

Discovering Your Ideal Career Path: A Breakdown of the Self-Assessment Survey

Living in a world full of choices and opportunities, we are often influenced by others when making decisions. But are we truly making the right choices when it comes to important matters? I wanted to create a self-assessment survey to help people figure out the ideal career path tailored to them. This is specifically designed for individuals looking to make a choice in the IT field.

For the initial version, I’ve kept it ultra-simple. The survey consists of just four multiple-choice questions. If you’d like to try it out, here’s the link: https://itpro.lk/mypath

Logic Rules to Map to Career Pathways

The first question gathers input about the user’s preferred tasks, while the remaining three validate the initial choice. Based on their answers, the survey suggests career paths best aligned with their preferences.

Recommending Software Development:

  1. Task: A (Building software).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Opportunities for creativity.
  4. People/Tasks: Prefers technical tasks.

Recommending Data Science/Analysis:

  1. Task: B (Analyzing data).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending UI/UX Design:

  1. Task: C (Designing visuals).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Opportunities for creativity.
  4. People/Tasks: Prefers technical tasks.

Recommending Cybersecurity:

  1. Task: D (Solving security challenges).
  2. Skills: Intermediate/Advanced programming.
  3. Motivation: High earning potential, Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending Quality Assurance:

  1. Task: E (Testing and improving quality).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Job stability and security.
  4. People/Tasks: Prefers technical tasks.

Recommending IT Academic:

  1. Task: F (Teaching IT concepts).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Helping others, Leading and organizing teams.
  4. People/Tasks: Enjoys working with people.

Recommending IT Management (Project/Product):

  1. Task: G (Managing teams and projects).
  2. Skills: Beginner/Intermediate programming.
  3. Motivation: Leading and organizing teams.
  4. People/Tasks: Enjoys working with people.

Recommending to try different paths

If the answers provided by users don’t align with any of the options, the system suggests exploring different paths to discover the most suitable career for them.

That’s all for now, folks! 🙂 I know it’s a very basic tool, and its recommendations shouldn’t be taken too seriously. I just recommend giving it a try for fun. I’m working on a more advanced version to share with you in the future.

The Unspoken Truths About Recruitment, What They Never Tell You

Listen to what people say, but understand them by watching what they are doing.

This golden strategy unlocks many opportunities in identifying needs. When applied to recruiters, it provides valuable insights into their processes and priorities.

Who Are the Recruiters?

We refer to the individuals within an organization involved in shortlisting your CV, conducting interview panels, and making decisions about your salary and hiring confirmation. They play a crucial role in matching candidates with job vacancies.

Job Vacancy Advertisements is The Tip of the Iceberg

Job vacancy advertisements often focus on the hard skills required for a role. However, there are many unspoken requirements and preferences. Understanding these can give you a significant advantage.

The Interview Focus

About 80% of interviews focus on evaluating the candidate, leaving very little time for the candidate to learn about the company and the team they will be working with. This imbalance can leave candidates unaware of the full scope of the company’s needs and culture.

Unspoken Factors in Recruitment

Profile Picture in Your CV: Including a photo on your CV is a debated topic. The general recommendation is to include a picture if your appearance is relevant to the role. However, it’s fine to have or not have a photo. If someone shortlists your CV based on a positive impression of your photo, that’s great. If they decide not to choose you based on your photo, it’s also fine, you likely wouldn’t fit well in their environment anyway.

Sexual Attractiveness: While it may be uncomfortable to acknowledge, physical attractiveness can play a role in hiring decisions. Studies have shown that attractive individuals are often perceived more positively and may have an edge in job interviews. This isn’t fair, but it’s a reality in many workplaces.

Your Personality: Your personality creates an emotional response in others, which can influence their decision-making process. This response varies depending on the personalities of the interview panel. Positive feelings during interviews can increase your chances of being selected. Interviewers document their feedback using factual information, but these facts often stem from their emotions, even if unconsciously.

The Realities of a Competitive Job Market

In highly competitive job markets, your CV might sometimes go unnoticed among many applications. This is not necessarily a reflection of your abilities but can be due to recruiters’ oversight or the sheer volume of applications.

Emotional Decision-Making

No matter how skilled you are, hiring decisions are often influenced by personal preferences and emotions. Recruiters tend to select candidates they feel a connection with.

Solutions

It’s important to acknowledge that not all recruiters fall into the pitfalls mentioned above. Many recruiters and hiring managers are aware of these potential biases and actively work to mitigate them in their processes. Probably we could discuss them in a new article.

Moving Forward

Understanding these dynamics can help you navigate the recruitment process more effectively. Stay true to yourself, present your best qualities, and remember that finding the right job is also about finding the right cultural fit.

Do you have anything in your mind? Feel free to share in the comments section, and let’s discuss!