What does it take to go from sending 1,000 unanswered resumes to building a platform used by millions of job seekers worldwide?

In this episode of Career Sessions, Career Lessons, J.R. Lowry sits down with Andrei Kurtuy, co-founder of Novorésumé, to unpack the hard lessons he learned navigating rejection, building a global resume platform from scratch, and studying what actually gets candidates hired.

After moving to Denmark for school, Andrei struggled to land a job until one key insight changed everything: it wasn’t about luck. It was about positioning. That realization ultimately led to the founding of Novorésumé, now one of the world’s most widely used resume builders.

In this conversation, J.R. and Andrei discuss:
● Why Andrei sent 1,000 resumes with no traction
● The “aha moment” that changed his job search strategy
● What recruiters look at first when scanning resumes
● Why tailoring matters more than ever
● The biggest resume mistakes even executives make
● How to handle career pivots and resume gaps
● What applicant tracking systems (ATS) really parse
● One-page vs. two-page resumes
● How AI is transforming both resume writing and candidate screening
● The skills that will matter most in an AI-driven job market

If you’re actively job searching, considering a career pivot, or simply want to future-proof your professional story, this episode delivers practical research-backed advice.

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Check out the full series of “Career Sessions, Career Lessons” podcasts here or visit pathwise.io/podcast/. A full written transcript of this episode is also available at https://pathwise.io/podcasts/andrei-kurtuy

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Watch the episode here

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From 1,000 Rejections To Millions Hired: How Andrei Kurtuy Built Novorésumé & What Actually Makes A Resume Work

In our episode, we are going to be talking about resumes. My guest is Andrei Kurtuy, who, after sending out thousands of resumes with no traction, decided to form Novoresume, a resume builder that has now helped millions of job seekers around the world. We are going to be discussing Novoresume itself, the art of the resume, what helping millions of job seekers has taught Andrei and his coworkers about the job market, and how AI is changing the landscape for all of us. Let’s get going.

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Andrei, welcome. Thank you so much for being on the show with me.

Thank you very much. Thank you for having me.

The Turning Point: Shifting From Invisible To Employable

Let’s dive in. You moved from Romania to Denmark to go to school. Why Denmark? What did you learn in those early years starting over in a new country?

During high school in Romania, I knew that I wanted to study abroad. At some point, when I was 17 or 18, I went on holiday in Cyprus, where my father worked. It was my first time over to the country. I was like, “This is so cool. I would like to study abroad.” I did some research. I researched my options, and Denmark stood out. Initially, I wanted the UK, but it would have been too expensive. At that point, when I was researching in 2010 or 2011, Romanians did not have the right to work. I would not have been able to take a part-time job. That was unfortunate. Denmark stood out because it had quality education, and it also had international programs in English.

I know you came over to Denmark, and at some point, you started looking for a job. You sent out what I have heard a thousand resumes, trying to find something with no real luck. What was going on? What kept you going during that process?

Honestly, there were lots of moments where I almost gave up. I remember that I was seriously considering leaving Denmark to go to Cyprus, where my father was working at that moment, and just go there for one or two years to make some money. Rejection was brutal. I was printing. I printed so many resumes and went into every bar, cafe, and place that would accept a student, and I applied online to every job I could find.

There were more than 1000. I put 1000 as a round number, but I think they might be even more in total. What kept me going was this stubborn belief that I had not come this far to quit. I already left something behind in Romania, as my family, my friends, my comfort zone, and going back would be like admitting defeat. I did not want to do that.

What sparked that a-ha moment for you was that the problem was not luck, but positioning, and that there was some sort of opportunity here in terms of how you thought about resumes and the founding of Novoresume?

During one of those down periods, I heard a Spotify ad, which was about European bartender school. You could do a one-month certification course that you could pay for in installments. That was great. I decided to invest in myself to get a proper skill that could differentiate me. Bartender certification was my first real proof because it was in the same market.

It was the same me, but I was suddenly getting callbacks because I had something tangible that set me apart. I went from invisible to employable because after I got the certifications, I applied just one evening. I went to 10 or 15 bars. The next day I got a call that said, “You can start in March.” By April, it was my twentieth birthday. It was also when I got my first paycheck. That was the a-ha moment when I realized that I would say.

See, you were working as a bartender, but this idea of Novoresume was percolating in the background.

Not at that point, because it was not my idea per se. We were three students who were studying together, and we were volunteering and being friends, going and playing tennis. At some point, there was a competition at the school, a project that was trying to get students who study multiple things and have complementary skills to sign up together. It was I who was studying tourism and hospitality, Christian who was studying multimedia design, and Stefan who was studying computer science. We had all these great skills.

We signed up. During one of those evenings, we met up and brainstormed what issue we could solve. At that point, Christian, who was a multimedia designer, got a job at Saxo Bank, which was an investment bank here. He was just nineteen, and he heard from the HR manager that they knew they wanted to hire him because of his CV, but he was a multimedia designer. He knew how to make a great CV.

Stefan and I were saying that, “We have our CVs in Word, so we do not have the skills. Would it not be great if there were an app or a website where someone like Christian, who is a designer, can create nice templates and we can just input information without worrying about the layout?” In the beginning, it was not called Novoresume. It was only later in 2015 that we decided on the name. We did not win or anything, but we heard great feedback from our presentation.

Even after that, for a period of half a year, one year, it was on pause because we were studying part-time jobs and all that. At some point, one of our friends, who knew about our project and that we had this on the side, asked us, and he said that he needed help and he would pay us to help him with his CV. That was the a-ha business moment that we realized, “People actually want to pay for this.” It is not something that sounds cool. At that point, we decided to apply to the business incubator at the school, and we were accepted, and that is where we started taking it seriously.

I know you managed to build up the company without outside investment. How did you take it from there and get it to the point where you started to have a viable business that was generating more regular revenue?

We started it with nothing. We had no funding, no salaries. We were three students with our laptops working after hours. We were staying in class because we could use the whiteboards. At that time, I was a library assistant at the university where we were working. We could use the printer, and we could use those resources. In 2015, when we were accepted at the incubator, once a week, there was a meeting which was an accountability meeting.

There were two teachers who helped, but at the same time, they also asked us what we are planning to achieve in the next week. You had to work on something because otherwise it would come next weekend. “We actually did not do anything in our project.” That motivated us and kept us accountable and kept us working. We also heard great feedback from the students and from our friends.

We left the incubator around 2016, and after we launched the beta version in February 2016, we tried something in April with doing the Elon Musk resume. We created a simple demonstration. At that point, our beta version was limited to one page. We said, “Let’s try to summarize all of Elon Musk’s experience at that point into a one-page resume to demonstrate to everyone that no matter what your experience is, you can do it in one page if you are smart enough about your layout and everything.”

We sent it to a journalist, and it blew past our expectations because it went viral. Business Insider posted it and then other major outlets, and suddenly we had users from everywhere, from the US, Brazil, and India. That is when we realized that job searching is a universal problem and that everyone needs a resume. By September 2016, that year, we had over a hundred thousand users worldwide, and the product was still free. It was still in beta version.

When did you start charging people for it? How far into your business were you at that point?

In autumn 2016, that is when we launched the premium features, and they were based on real users’ demand, because we were doing everything ourselves, especially customer support. On customer support, we were flagging the messages. People would tell us, “I understand the one page is what I want, two or three pages, and I would pay for that.” They were like, “I would also want the cover letter, and I would pay for that.”

We put everything that people said they would pay for. We made a special list, and then we built those features during the summer and early autumn. By October or November, we had the premium versions based on features that people actually said they would pay for. We still kept the free version. The free version stayed the same. That is the version that even now, 90% of our users use. We built those premium versions that allow us now to generate revenue.

The Modern Resume: Navigating ATS And Machine-Readable Standards

As you were starting to create resumes for more and more people and get feedback from them, what was working and what was not working, what did you guys learn about what makes a good resume, and build that into your product?

From the beginning, we were working with career counselors at our universities, and also with recruiters and HR managers that we found in our network and that we had access to. We asked them, “What is the most important part of your resume when you are hiring? What are you looking for?” We made some templates and showed them different variations of an A and B testing. We went from there because we did not want to make templates that we liked how they looked.

We wanted to make sure that they actually work with real hiring managers and real career counselors. That was the first step there at that point. In the first 100,000 people that we had and were sending us feedback, we got lots of positive feedback saying how it helped them, how they were job searching for a couple of months, did not hear anything, but then they switched to our template, and suddenly they were getting interviews. Since then, we talk with recruiters and HR managers and keep doing these tests and seeing how we can still improve our templates.

What has changed in the last ten years?

In the beginning, ATS systems were not that common, or at least you did not hear so much, but now they are standard, and resumes need to be machine-readable first and human-readable second. Also, LinkedIn and online presence have changed a lot, so that now your resume is part of a bigger professional brand.

All the time when you apply for a job, you expect that they will check your LinkedIn and check your portfolio, and everything that you have online. I would say as well that now the skill sections carry more weight, especially with the rapid technological changes. This would lead to the other change with AI, that AI is now entering both sides. It helps you create resumes. We have it implemented in our products, but companies use it to screen applicants.

Sometimes AI writes resumes, and AI screens them. We sometimes get in that situation where people are not even involved. Some things have not changed. I still think that the core purpose of a resume or application is to tell your professional story in a compelling but limited space, and that tailoring still wins. Even nowadays, generic resumes fail, and still, what has not changed is quantifying achievements that matter. Numbers and results, even now, still stand out, and they matter most.

Resume: The core purpose of a resume or application is to tell your professional story in a compelling but limited space, and tailoring it still wins.

Skill-Based Hiring: Moving Beyond Traditional Job Titles

Your point about skills being more prevalent, do you feel like building a resume that is built around skills that you have, experiences that you have, rather than “This was the job I had and this is what I did,” organizing around skills is the way to go now?

I see it more and more. Also, from searches, people get to our website, and I see more people searching for skill-based resumes or functional resumes. We ourselves are creating more and more content to help with that. This is due to the fact that you can do so many projects, and also during the pandemic or in the last few years, there were so many layoffs and people having half a year off, and then they were re-skilling, up-skilling, learning new skills.

That is very important. In that way, you should not start with work experience if you have not had a job in the last few years, but you were still doing something. If you earned certificates, if you up-skilled and learned new skills, you should start with that, but use those skills as the work experience in itself. You would write problem-solving.

Under that, you would add bullet points to demonstrate actually how you have that skill and what the results and achievements were that you have for that. They are becoming more and more used. Before 2020, I think 90-something percent of resumes were reverse chronological. Now I see way more skill-based resumes.

We can see that on what people search and how they get to our website and as well on our organic content that we make, we see people asking more and more questions in the comments on how to address gaps in the resume, if they do not have the real work experience, what they can do, how they can use projects or their education. There is a change from the top as well, from them saying that, “We do not care where you worked before, we care if you have the skills to actually deliver on the job.”

I know there is something like three out of four of your Novoresume users say that the platform helped them to land a job. What are some of the tips that they share back that could be useful to others who are out job seeking?

Strategic Job Seeking: Leading With Results Over Responsibilities

From what we have observed, especially from these successful users, is that there are some key habits that they share. The first one that I touched a bit before was that they tailor each application. They are not just changing a company name, but they actually align their experience with that specific job requirement. Another one is that they lead with results and not responsibilities.

They do not copy and paste the responsibilities from the job, but actually have bullet points with the results and how they can help the company. Instead of saying, “I managed social media,” they write “Grew Instagram following by 40% in six months,” which is very actionable. The biggest thing we see from successful users is that they treat the resume as a living document. They constantly update it, refine it, and test what works.

Sometimes, if you do not touch your resume for four years, and then suddenly you need to search for a job, it is so hard to call and try to find everything that you did in the past four years. If you set some time, you can set just one hour every 2 or 3 months, where you go through your journal or through your work data analytics platforms, or wherever you can get some numbers, and you just update it every 2 or 3 months. It is going to be so much easier when you need a new job.

The common thread I usually here that I see is that they approach the job search overall strategically, so not just passively. They are not just passive, “Now suddenly I need to do networking. I need to update my resume. I need to create a cover letter.” They are prepared beforehand. I even have, for example, some friends who have good jobs and from time to time, they apply to other jobs just to test the market, to work on their interview skills. They can use that for internal negotiation.

The most important thing that people should remember, and I thought it was obvious, but lots of people miss it, is that you need to think of your resume in a way as a marketing document where you are the product and the employer is the customer. You need to position yourself in such a way that they understand what problem they are trying to solve and present yourself as the solution. At the end of the day, every job is a problem that they need to solve. If they did not have a problem that they needed to solve, they would not hire anyone.

What else matters more than format in terms of having an effective resume?

The content and the relevance. A beautiful design resume with generic content will all the time lose to a simple one with more compelling and tailored content. Templates are not irrelevant because they ensure your information is organized and clearly passes the ATS. They are the foundation, they are not the house. What matters is what you put on top of that foundation. What you put on your resume, are you speaking their language, are your achievements quantified with real impact for what they search for?

Is there a clear narrative connecting your experience to this role? Many times, people list experience that is not relevant to this job. That can happen a lot, especially in project management, marketing, and so many jobs. At the same time, we have seen people spend hours choosing a font or color while their bullet points say nothing meaningful. They need to get the substance right first.

You mentioned earlier, focusing on results rather than responsibilities. Job fillers, the people who are out recruiting for roles, want to see what your skills are. They also want to see that you have had an impact. If your resume is not communicating those things, it is definitely going to leave you in a weaker position. Certainly, you have mentioned applicant tracking systems a few times, Andrei, during the course of the conversation. In more and more jobs, the first review of your resume is going to be done by a computer. What have you learned about applicant tracking systems that you have built into your product?

Almost since the beginning, we have been working with this company. It is called Texkernel, and they are a parser company and they provide the parsers that ATS companies then use. Since the beginning, we have been working with them as a partner, and we have a license where we can test all the time our templates or PDFs.

All the time when we create new templates, or we make some changes, we upload them in their system, and then we can see what the parser can actually extract from the template. We want to make sure that all the sections are extracted correctly. You want to make sure that everything that is under work experience will be assigned to the work experience. Everything that is under education will be under education.

All the skills will be under skills. We have been doing that since the beginning, and also testing now and then, going to popular job boards and popular companies, and just uploading a resume as a PDF. You want to see that all the information is parsed correctly. In the ATS checker tool, we also allow users to upload job descriptions and also specify what their goal is. After that, we give them a score. If you want to get a full detailed report, you just need to put your email, and then we will send it to you by email, and this is free.

Common Pitfalls: Why Smart People Fail The Resume Screen

People at all levels make mistakes with their resumes. What are some of the common mistakes that even smart, experienced people still make when they are going through this process?

The one touched before would be the one resume fits all approach. I have seen even executives fall for this because they send the same resume everywhere, and they assume that their impressive title would speak for itself. In these cases, they do not. Even at that level, they care even more that you tailored your resume for that specific job. I would say in some cases, too much focus on recent roles, especially in cases where older experience is more relevant. You bury it down, and it does not appear.

Another big mistake that can happen is underselling and overselling. There are so many times that some people are too humble, others inflate too much, but I think both would damage your credibility. A big underlying mistake that I have seen so many times is that people assume that recruiters will connect the dots, but they will not, because they are scanning hundreds of applications a day. They can’t connect all the dots. You need to make sure that all your most important information, achievements, and everything, are in the place where it will be scanned first.

Especially if you think about it, a typical recruiter might have 30 or 40 or 50 jobs that they are trying to fill at any one point in time. They will not necessarily all be at the beginning part of the process, where they are looking at resumes. If you take that, say it is 3, 4, or 500 resumes times 30, 40, 50 jobs, you are talking about thousands and thousands of resumes that they are looking at over the course of a few months. You have got to get yours to stand out.

When you look at it in that context, you realize that it, whether you like it or not, it is a numbers game and you have got to make sure that something you are doing pulls you to the top of the pile. You talked a little bit earlier about people who have gaps in their resume and thinking about things that they did, like getting a certification or something like that. What are some of the other things that you do to advise people when they want to make an industry change, when they have a gap in terms of telling their story?

My own career has been nonlinear because I went from a bartender to a librarian assistant, then a business development representative, and then a co-founder. What I have learned and what I have seen work for other users, and also based on research, is that first, you need to own the narrative. You do not need to apologize for pivots because instead frame them as intentional growth, because each role taught you something that makes you more valuable. Second, there should be a big focus on transferable skills like communication, problem-solving, and leadership, which transcend industry.

It does not matter if you have a gap or if you are changing industries. If you had these three skills, they should be highlighted in any application. Third, should be that people should address gaps proactively, but briefly. If you took some time off to take care of family travel or pursue education, just say so, because sometimes there is bias, and the recruiters would imagine the worst when they see gaps. If you have a short explanation, you do not need to go into details, but have a short mention of what happened in that period.

The AI Arms Race: Personalization In The Age Of Automation

Given that AI is becoming more prominent in general, not just in recruitment, what are you seeing so far in terms of how that affects the process of job seeking? How do you think it affects your business?

Resume: You need to own the narrative. Don’t apologize for pivots — frame them as intentional growth. Each role taught you something that makes you more valuable today.

It affected us already, but I think in a way it is affecting both sides of the equation. It is an arms race in which both sides want to use AI. People want to use AI to write their resumes, but sometimes they do it without actually personalizing it and putting their own words. Now recruiters as well can notice this. You can see very fast when someone has just used AI for the whole resume. This is something that might not end up the best.

We are trying to implement it in our products as well, where we actually got feedback from users that they would find it helpful. The most helpful thing that can be found is in the cover letters, because cover letters need to be personalized for each job. When you already have a resume that you wrote yourself that is very personalized, and you have some information, and then you have a job ad, you could use AI very well to create a cover letter that matches your resume, but does not just repeat it, and then applies your numbers and your skills to that specific job.

Another very good point where AI can be used and can help you is to fill some information gaps. This usually happens with students or young graduates. They start their resume, and it is empty, and they do not know what to write. It happened even to me sometimes, where I am just thinking, “What are my skills?” Then your mind goes blank. It is easy to use AI and say, “What are the main skills that all people have in marketing?” It would give you a long list. From that list, you only check and include the one that you actually have.

Even in the absence of AI, particularly for younger people, having something to prompt you to think about what you are good at? Maybe what are you less good at? You emphasize the things that are more your strengths and that get incorporated into your resume. AI certainly can make that process a lot quicker and probably more effective than doing it in a more manual way. Are you seeing anything in terms of what skills are going to matter most in our AI-driven world?

The same that were even before, adaptability and continuous learning. These will matter a lot. It mattered a lot even in the past, in the last fifteen years, because even before AI tools and customers and everything changed and moved so fast now, because of the technology that you should be adaptable and you should all the time be learning on your own. You should not expect your company to all the time send you to programs or tell you what to do.

You should take on your own time sometimes and learn a new tool, a new thing, and see how you can apply it to your job. Another skill I think that is becoming extremely important and should be taught more in school, even from a young level, would be critical thinking and judgment, because now, because of AI, it is so easy to spread misinformation. Critical thinking will be one of the most important skills because, basically, you cannot trust anything that happens on the Internet.

It was one thing when people were writing things that were just factually untrue. Right now, we have audio recordings that sound completely legitimate, videos that sound and look completely legitimate. It gets harder and harder to discern the truth. The percent of people who will actually apply their critical thinking to go check facts, to check sources, to try to corroborate across multiple potential media outlets, does not happen very often, which is why misinformation spreads so quickly.

Even with the sources, because sometimes it makes up sources, and those sources use AI information, which is not true. It is becoming so hard, and it is also tiring sometimes.

Future Outlook: Eye-Tracking Research And The Two-Page Debate

Something like half the content on the web right now has been created by AI, and that is an amazing statement. What has surprised you, Andrei, and some of the recent research findings that have come out of the work you have done?

The research, especially with the HR people and employers, surprised me in that they look first. This, in a way, confirmed the eye tracking study that the Ladders did a couple of years ago, where recruiters read in an F pattern. They would check first the left corner and then go down the left part. That surprised me that it is still the same. They still look first for your work experience section. They want to see it at the top or at least under your name. They would want the job title to be there. I see these as bias in my own hiring when I review resumes.

Let us say we are looking for marketing managers. I want to see fast if that person worked as a marketing manager, because if you have 200 resumes and 100 something do not have that, then a big set that surprised me was that 60% of the HR managers said that they prefer a two-page resume. We were advocating for a long time for a one-page resume. We even started with that. We only had the possibility to have a one-page resume. That was true for a while, but now, according to that last research that we did, that surprised me a lot.

Certainly, for people who are trying to get a bit deeper sense of experience out of a resume and with more of them being fed into a machine anyway, you can understand why a longer resume would be preferable because it just brings that much more information to bear at the beginning as opposed to having to come out in an interview. What is ahead for you and the business at this point, Andrei?

At the moment, we are trying to do more and more research and see how we can leverage the new technologies and the new ways people interact with online products and services, especially resume builders, because now people use AI for everything. Of course, lots of people would go to ChatGPT and just say, “Write my resume,” which in a way could make our business obsolete.

We are trying to solve that and diversify our marketing channels, and find new ways to prove how our product is valuable. The huge thing that we are working on now is that we are redoing our main product, our main editor, because in February we are going to have the ten-year anniversary. The product is quite old. Some issues could not be solved quickly or would not allow us to be scalable.

We are working on that, redoing everything from scratch and launching a new version, which also helps fix all the users’ feedback that we got in the last few years. We know from users that there are some limitations, or there are some general things that they do not like or they would like solved. We want to change that. In a way, go to our beginning. When we launched the company, we listened to our users, and we created something that they wanted. That is what helped with word of mouth. In a way, retracing and redoing that.

Last question for somebody who is tuning in or watching this discussion. What advice would you give them about managing their career or even just navigating a job search?

Career Resilience: Controlling Your Narrative In A Tough Market

Especially nowadays, because it is so hard to find a new job with all the layoffs and everything. I think it is one of the hardest years in recent decades. I would say that they should stay resilient. I know it sounds easier than it is in practice. Try to build a learning habit and have a passion project that they could work on and apply the new skills that they are learning in a way that should help you getting a new opportunity or get a new job way faster than being passive.

I would say it goes back again to controlling your narrative, controlling your story, and being in charge of it and not being too passive about your career, but actually being active. Going out there, talking with people. Trying to help others as well before asking for something. Go to networking events and actually try to showcase your value, how you can help them, before actually asking them, “Could you introduce me to your company or to your manager?”

Resume: Don’t be passive about your career. Be active — talk with people, build connections, and help others along the way.

Part of what you guys are asking people to do and using your tool if they are really using it on an ongoing basis, is to make it a process and not just this episodic thing. In a way, just bringing it back to your own story and what you talked about earlier in the conversation when you were in that incubator program, and you had the professors who were saying to you, “What did you get done this week? Did you do what you said you were going to do?”

People ought to be thinking about their careers in that same way, where there is a set of things that they are doing, even if they are small, to get themselves a little bit further along to be adaptable, to be a lifelong learner, all of those things that you have talked about in the course of the conversation. It just requires a process. I will not say discipline. I think it just requires a good process and habits. For people who do that well, it will be a big difference-maker in the coming years.

Totally agree.

Thank you for this. It was a conversation I was looking forward to. I have known about you guys for a long time and wanted to hear your origin story, how things are going, and how AI is changing what you are doing. Thank you for your time, Andrei, and I wish you guys the best.

Thank you very much, J.R. It was a pleasure talking with you. Great conversation.

Will you take care? Have a good evening.

Thank you. You too. Bye.

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Thanks to Andrei for joining me to discuss the foundations of Novoresume, the art and the skill of creating a resume that will work for the job for which you are applying. The job search process, more generally, and how AI is changing the landscape. There are a lot of learnings in there if you are in the job search process about how to go through it effectively, and the role that your resume plays and how you should be using it to tell your story, no matter what you are trying to do.

Whether you have had a break, whether you want to change careers, or whether you are just looking for something that is the next rung up the ladder of what you are doing, making sure that it is telling your story in the way that you want it to, and that it is aligned with the job that you are looking to get. As a reminder, this show was brought to you by Pathwise.io. If you are ready to take control of your career, join the Pathwise community by visiting Community.Pathwise.io. You can also sign up for our newsletter and follow us on LinkedIn, Facebook, YouTube, Instagram, and TikTok. Thanks.

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About Andrei Kurtuy

Andrei Kurtuy is a Co-Founder and Career Expert at Novorésumé, where he helps people navigate the challenges of job applications and career growth. With a Master’s degree in Operations and Innovation – Global Management from Aalborg University Copenhagen, he combines academic knowledge with practical experience to guide job seekers.

Andrei knows how tough it can be to stand out in today’s job market, whether it’s writing a resume, preparing for an interview, or highlighting your skills. On the Novorésumé Career Blog, he offers straightforward, useful advice to make the process less stressful. He’s also written two eBooks—the Job Search Masterclass & Job Interview Masterclass—to give job seekers in-depth tools to succeed. His work has been featured in publications like Forbes, Business Insider, and Bloomberg. Andrei’s goal is to help people feel more confident and ready to take their next career steps, no matter their background.