Applications: the funnel

Treat the job search as an experiment: track every application, measure conversion at each stage, and fix the stage that leaks. This file has the funnel diagnostics, the tracker, a recruiter-call script, the interview debrief template, and timing notes for India.

Contents: Funnel diagnostics · Waves · Tracker · Recruiter-call script · Debrief · Timing

Run it like an experiment

Debug the funnel by its stage:

symptom	likely cause	fix
many applications, no callbacks	résumé or targeting	sharper résumé (guide), referrals (outreach), better role fit
callbacks, but technical screens fail	coding speed or fundamentals	timed drills, mocks (coding interviews)
screens pass, onsites fail	depth, system design, project deep dive	question bank, ML system design, mocks, write-ups
onsites pass, no offers	leveling, values fit, competition	ask recruiters for feedback; values prep; target better-fit teams

Compute the conversion rate for each stage every two weeks. Change one thing at a time where the rate is worst, as you would in an ablation.

Apply in waves

1. Practice wave: roles you would accept but that are not your top targets. Real interviews are the best mock.
2. Core wave: strong-fit teams, once your mocks pass consistently.
3. Target wave: frontier labs and dream teams, using the company guides to tailor.

Parallel pipelines let offers overlap, which gives you negotiation leverage (offers). Space each wave so that final rounds cluster within a few weeks.

Tracker (copy into a spreadsheet)

date	company	role / team	level	source (referral / cold / inbound)	résumé version	stage	next step and date	contact	notes

Weekly summary row: applications sent · replies · screens · onsites · offers · rejections with a stated reason.

Recruiter-call script

A first recruiter call is a two-way screen that usually lasts 20–30 minutes. Your goals: confirm fit, learn the process, and avoid giving away anything that weakens a later negotiation.

Before the call
  - Re-read the job post, the team's recent work, and the résumé version you sent.
  - Have ready: a 60-second summary, one sentence on why this team, your
    notice period, visa status, and questions below.

1. Opening (1 min)
   "Thanks for making time. I'd love to hear about the role, and I can share
    a quick summary of my background."

2. Your 60-second summary
   Current role and scope → the strongest core-AI evidence with a link →
   why this team specifically.

3. Questions about the role (5–10 min)
   - "Which team is this for, and what is it working on this year?"
   - "What level is the role scoped at, and how is level decided?"
   - "What does the interview process look like, stage by stage, and how
      long does it usually take?"
   - "Is there anything I should prepare for specifically?"
   - "Where is the role based? Is remote or relocation possible? Does it
      sponsor visas?"

4. Logistics they will ask about
   - Notice period: state it plainly, and whether a buyout is possible.
   - Visa / relocation: state your status and constraints plainly.
   - Other processes: "I'm in conversations with a few teams, at early and
      later stages." (Only if true. Name them only if it helps you.)

5. If asked for compensation expectations
   First answer: "I'd like to understand the role and level first. I'm
     confident we can find a number that works if it's the right fit."
   If pressed: "Could you share the band for this level? I'll tell you
     honestly whether it's in the right range."
   If pressed again and a number is required: give a researched range whose
     bottom you would be happy with, based on current data for that level
     and city (see market-intel.md), and say it is for total compensation.

6. Close
   "What are the next steps, and when should I expect to hear back?"
   Send a short thank-you the same day with any promised links.

Warning

Never state your current salary as your expected salary, and never invent a competing offer. If a form requires current compensation and you must answer, give it accurately and add that your expectation is based on the role and level.

Interview debrief (within 24 h of every round)

Company · round type · interviewer role · date
Questions asked (verbatim as far as you can remember)
Where I was strong
Where I stalled, and the right answer (looked up afterwards)
What I'll drill this week
Did I ask good questions? Thank-you sent?

Aggregate debriefs every month: repeated stalls are your curriculum for the next month.

Timing

Many companies hire year-round; budgets often open at the start of a quarter or fiscal year. Apply within days of a posting. For roles in India, plan for 30–90 day notice periods and mention yours early; ask whether the employer can buy out part of it.