Spark Careers

I told a client to reject an $85K job offer while she was making just $62K. A $23K raise sounds like a no-brainer, right? More money, better life. Not always. After 10+ years in the U.S., working at Kraft Heinz, The Coca-Cola Company, and helping 150+ clients at Spark Careers, I’ve seen too many people chase bigger paychecks, only to regret it later. This client, based in New York, was earning $62K. She landed an $85K offer in Los Angeles. But on closer look? That extra money wasn’t worth the trade-offs. Here’s why I told her to say NO: ? Higher salary ≠ better financial outcomes. - Post-tax, she’d take home just $12K–$15K more, but… - A car (loan, gas, insurance) would eat into that raise fast. ? Lifestyle downgrade. - She didn’t own a car in NYC. In LA, it’s a necessity. - She hates driving and LA traffic is soul-crushing. ? No career boost. - Same title, same industry. - No added credibility or long-term upside. ? Red flags at the new job. - The demanding role, unrealistic expectations, and bad manager vibes. - Her current job was well-balanced and left time for her immigration process. ? Personal impact. - Her partner is in the northeast. Moving meant extra flights, extra mental toll, and extra stress. A bigger paycheck isn’t always a better move. It’s about net gain, financially, emotionally, and professionally. The right job = the right balance of money, career growth, and quality of life. Have you ever turned down a high-paying offer because it didn’t fit your life? DM or email me at [email protected] for any guidance on career or immigration. #career #money #jobs #worklifebalance #happiness #newyork

The U.S. just hit its lowest-ever rank in the World Happiness Report. If we looked only at people under 30, the U.S. wouldn’t even make the top 60 happiest countries. A decade ago, the U.S. ranked 11th. Today? 24th. It slipped out of the top 20 last year and continues to fall. ? Here are some of the most shocking insights from the report: 1. 1 in 4 Americans now eat their meals alone, a number that has grown 53% in the last two decades. Loneliness isn’t just emotional; it’s shaping an entire society. 2. Rising political polarization and distrust in institutions have fueled the U.S.’s decline. The country feels more divided than ever. 3. Meanwhile, Mexico (6th) and Costa Rica (10th) have climbed the rankings, why? Household size. Larger families and strong social bonds lead to greater well-being. 4. Happiness isn’t just about money. Trust, connection, and social support are among the biggest factors driving happiness worldwide. 5. Kindness matters more than we thought. Believing in the goodwill of others has a direct link to overall happiness. According to the Wellbeing Research Centre at University of Oxford, Finland, Denmark, Iceland, and Sweden once again claim the top four spots. Happiness rankings aren’t based on GDP or economic growth. They’re based on how people feel about their own lives. The reality? ?Nearly 1 in 5 young adults in the U.S. say they have no one to count on for support. ?The U.S. also suffers from higher inequality than European nations and it’s only getting worse. Americans are becoming more isolated. The more we disconnect, the less we test our thinking, ideas, and beliefs against real human connection. At the end of the day, happiness isn’t just about wealth or success. It’s about trust, connection, and knowing someone has your back. If we want stronger communities and stronger economies, we need to invest in each other. P.S.- India's ranking was 94th in 2022, 144th in 2012, now 118th. Did this surprise you? #Happiness #Community #Wellbeing #USA #culture #youth #india

Women spend an average of 55 minutes daily on appearance that's nearly 335 hours annually. That could be devoted to career advancement, education, family, or simply rest. This time tax represents lost opportunities and productivity. While women earn approximately 82 cents for every dollar earned by men, they're simultaneously expected to spend more on their appearance to secure those very positions that underpay them. This creates a double financial burden, earn less, spend more. ?? PAYING THE BEAUTY TOLL Women pay an appearance tax every single day. It's not a formal charge collected by the government, but rather an invisible toll exacted by society that impacts wallets, time, and mental health. ?? What exactly is this "appearance tax"? It's the premium women pay both financially and emotionally to meet society's beauty and professional standards. This appearance tax deepens existing gender inequalities. ?? The "pink tax" refers to the higher prices charged for products marketed to women, while the broader "appearance tax" encompasses all the ways women are expected to invest in their looks. ?? PRETTY PENNIES ADD UP TO PAINFUL DOLLARS The numbers tell a disturbing story. ?? Women's personal care products cost approximately 13% more than identical men's versions. ?? A simple razor, deodorant, or shampoo with "for her" branding comes with an automatic markup. ?? Women's haircuts routinely cost double what men pay. Professional clothing for women is not only more expensive but requires more frequent replacement to avoid appearing "dated." ?? BEAUTY BEFORE BOARDROOMS The professional world amplifies these inequities. ?? Research demonstrates that women with makeup gain higher competency evaluations along with better chances of career promotion. ?? Workers who fail to meet appearance standards suffer disadvantages in recruitment processes as well as salary negotiations and promotion prospects. ?? When men show up ungroomed, they're "busy"; when women do the same, they're "unprofessional." ?? TRAINING GIRLS TO BECOME TAXPAYERS The social pressure begins early. ?? Girls as young as six express concerns about their appearance, and by adolescence, many are already investing in beauty products. ?? This early conditioning ensures the appearance tax becomes normalized, an expected part of womanhood rather than the discriminatory burden it truly is. ?? We must create a society that values women beyond their looks because their talents should matter more than their adherence to beauty norms. The appearance tax involves more than monetary costs and time expenditures. Every woman should possess unrestricted access to public domains and workspace independent of gender-related financial costs. Society should stop treating the appearance tax as unavoidable so we can achieve comprehensive equality in the future. Do you agree? #womenempowerment #taxes #gender #equality #corporate

A year ago, only 3 countries had officially passed menstrual leave policies. Today, more nations are taking steps but the U.S. is still behind. The Reality Women Face at Work: 1. 80% of women experience period pain, with 20% suffering symptoms so severe that working becomes a challenge. 2. 1 in 10 women has endometriosis, a condition that can cause crippling pain, nausea, and fatigue. 3. Women lose an estimated 9 productivity days per year due to menstrual symptoms, yet many are forced to push through. Despite these numbers, most workplaces worldwide still treat menstrual pain as invisible. 1. Spain became the first European country to pass menstrual leave in 2023, granting paid time off for severe period pain without forcing employees to dip into sick days. 2. Japan and South Korea have had policies for decades, but cultural stigma discourages women from using them. Many fear being perceived as weak or unprofessional. 3. Indonesia, Taiwan, and Zambia also offer menstrual leave, but implementation remains inconsistent, leaving employees uncertain about their rights. ?? What About the U.S.? ? Zero federal policies recognize menstrual leave. ? Women must rely on sick days (if they have them) or work through pain. ? Only a handful of progressive companies offer any form of menstrual leave—but without legal backing, it's not widespread. This isn’t just a health issue, it’s a workplace equity and productivity issue. What Needs to Change? ? Companies must take the lead. Without federal laws, businesses have power to set new workplace norms by adopting flexible menstrual leave policies. ? The conversation needs to change. Many decision-makers still dismiss menstrual leave as unnecessary. Education and open discussions can shift perceptions. ? Stigma must be eliminated. A policy is useless if employees fear using it. Workplaces must foster cultures where women feel safe taking leave—without judgment. Menstrual leave isn’t about special treatment, it’s about recognizing a biological reality and ensuring that women don’t have to choose between their health and their careers. Why do you think this is not part of the corporate policy in many countries and companies yet? #MenstrualLeave #Equity #gender #Health #Work #FutureOfWork

I'm honoured to share I got featured in Newsweek for my thoughts on the way Americans work in 2025! The way Americans work has changed dramatically over time. This insightful report dives into the key trends shaping our workplaces today: ?? Hybrid work isn’t disappearing, but it’s evolving: Companies are tightening return-to-office policies, yet employees still crave flexibility. ?? Productivity vs. burnout: The “always-on” culture, fueled by remote tools, is blurring work-life boundaries. It is a big question if you are maximizing efficiency or only overloading employees. ?? AI is redefining jobs, not just automating them: From chatbots to predictive analytics, AI is transforming workflows. It is important how you balance automation with human ingenuity. As leaders, we’re navigating uncharted territory for balancing performance, innovation, and well-being in a rapidly shifting landscape. The companies that thrive won’t just adopt new ways of working; they’ll redefine them. What’s your take on the future of work? Are we headed in the right direction? The link to the full article is in the comments. #Leadership #Future #Work #productivity #AI #jobs

Women working full-time are paid 83% of what their male counterparts earn. And the reality is worse for women of colour: ?? Black women earn 64 cents per dollar. ?? Native American women earn 60 cents. ?? Latina women earn 57 cents. At the current rate of change, it is estimated that the U.S. will not achieve pay equality before the next 64 years. Despite progress in sectors, the gender pay gap remains a significant issue in the U.S. ? Universal Issue: The pay gap exists across all levels of work and nearly every occupation. It is present in every state, affecting women regardless of age, education, or profession. ? Growing Disparities: The gap is more pronounced for women of colour, with Black and Latina women earning even less compared to white men. ? Lifetime Impact: This disparity starts early in women's careers and compounds over time, which leads to reduced retirement savings and financial insecurity in later life. To accelerate progress toward pay equity, concerted efforts are needed from individuals, employers, and policymakers. This includes: ?? Transparent pay practices: It is too crucial to encourage organizations to disclose salary ranges and conduct regular pay audits to identify and address disparities. ?? Support for policy changes: Back legislation aimed at strengthening equal pay laws and ensuring fair compensation practices. ?? Upskill in negotiation: Empower women with the tools and confidence to negotiate salaries and benefits better. Achieving pay equity is not only a women's issue; it is a societal need that benefits everyone. Organizations like Salesforce, Adobe, and Patagonia have made pay equity a priority, not an afterthought. For example,? - Salesforce CEO Marc Benioff led a pay audit and invested $22M to close gender pay gaps within the company. - Adobe conducts annual pay parity reviews and adjusted salaries. - Patagonia offers equal benefits and parental leave to support long-term career growth. - Organizations like BLACK LIVES MATTER , Color Of Change, DREAM DEFENDERS, Girls Who Code, TIME'S UP, and Spark Careers are driving conversations around gender and racial equity. 3 things women can do to own their career equity: 1. Ask for raises and high-impact projects. 2. Balance by putting themselves first when it matters. 3. Challenge the norm. ABC framework, one I created for myself and will share about it in upcoming posts. Pay equity isn’t just a moral issue; it’s a business advantage. Companies with equal pay have seen attraction and retention of quality talent, better productivity, great reputation, reduction in legal risks, and enhancement of innovation. Equal pay is not just the right thing to do; it is an excellent strategy for any company’s long-term success. If a few companies can make pay equity happen now, why should the rest of us wait until 2088? Do you agree? Comment below to share your perspective. P.S.- DM or directly email me now at [email protected] for guidance.

Women in STEM jobs earn $15,000 less per year on average than their male counterparts. In my instances, I have been the “first” or the “only” woman (or woman of colour) in production floors, engineering teams, and leadership meetings. Here are some lesser-known stats about women's participation in the STEM workforce in the USA: ? 1 in 3 women in STEM consider leaving after becoming a mother due to workplace challenges. ? Women earn 53% of STEM-related college degrees but hold only 28% of STEM jobs in the workforce. ? 50% of women in STEM careers leave their jobs by mid-career due to toxic workplace culture, bias, and lack of opportunities. ? Women hold only 16.5% of engineering jobs and 26% of computing jobs. ? Female STEM entrepreneurs receive less than 3% of VC funding despite outperforming male-led startups in revenue generation per dollar invested. The only exception is that participation of women in STEM roles grew by 31% from 2011 to 2021, outpacing men, whose growth rate was 15%. But it is too small for growth. Spark Careers is committed to empowering women and minorities to advance in their careers. The talent pipeline is broken, and we have to fix it. Forget the glass ceiling; I think we need to focus on the cracked “glass foundation.” Here are the challenges: ?? Leadership gaps: Executive roles remain overwhelmingly male-dominated. ?? Visibility in research: In fields like orthopaedic science, 86% of first-author credits still go to men. ?? Retention struggles: Women enter STEM but face systemic barriers that push them out. Unless we address gender bias, funding gaps, and workplace culture, we cannot bring millions of talented women back into STEM. Here's how this issue can be solved: ? Mentorship & sponsorship: Women need more than encouragement; they need exceptional mentors and sponsors who will support them all the way. ? Fair hiring & promotions: Getting women into STEM isn’t enough; we must create pathways for them to lead. ? Representation matters: Elevating female voices in research and leadership changes the game for future generations. Women in STEM aren’t only filling seats; they’re shaping the future. But real equity requires deliberate action. Who’s a woman in STEM who’s inspired you? Tag and celebrate them in the comments. P.S.- DM or email me at [email protected] now for any type of assistance. #Women #STEM #Leadership #Diversity #womenempowerment #USA

“What is F-1? What does OPT even mean? What is h-1b?” My American friends more often ask me these queries when they deal with immigrants for filling up a role at their companies. Let’s look at 3 most common myths they face: 1. Sponsoring an immigrant is too expensive. The total cost of an H-1B or O1 visa is around $5K–$7K. 2. The visa process is too slow. Premium processing speeds up approvals to 15 days (available for H-1B, O-1, EB-2 NIW). 3. They’ll leave once they get their green card. Data shows immigrant hires stay longer in companies that invest in them. Today, 54% of U.S. companies struggle to fill STEM roles, whereas companies with a diverse workforce see 35% higher financial returns. Hiring an immigrant might sound complex, but in reality, it’s often easier, faster, and more beneficial. With record-high labour shortages in industries like healthcare, tech, and engineering, companies can’t afford to overlook global talent. Let’s look at key visa options: ?? H-1B: Employer-sponsored; requires a degree and goes through a lottery system. Cap-exempt for non-profit organizations, aka., does not go through the lottery. ?? H4 EAD: It is a work permit designed for spouses of H-1B visa holders in the U.S. It allows eligible H-4 visa holders to obtain employment authorization while their H-1B spouse maintains valid status. ?? O-1: No lottery; great for top-tier talent in STEM, business, and research. ?? L-1: For employees transferring from a foreign office. ?? TN: Fast-track hiring for Canadian and Mexican professionals. ?? OPT & STEM OPT: Allows U.S.-educated international students to work for up to 3 years without additional visa sponsorship. If you're hiring, don’t overlook immigrant talent. The benefits of hiring immigrant talent are massive. ? Immigrants come up with hard-to-find skills, high performance, best innovation and productivity. ? Immigrants are likely to be open to relocating for good opportunities and staying longer with companies. ? It is also great to experience different cultures and foods. ? Immigrant founders like Noubar Afeyan, Mohit Aron, Ashutosh Garg, Sebastian Thrun, Ion Stoica, Jyoti Bansal, Al Goldstein and others are unique sources of inspiration today. Leverage work-authorized candidates. Many immigrants don’t require financial sponsorship (STEM OPT, EAD holders, TN visa holders). According to the U.S. Bureau of Labor Statistics, STEM demand will grow 15% by 2029. Skilled immigrants represent 20%, with 38% of master’s and 45% of Ph.D. holders in science and engineering. Work with immigration experts. Legal guidance simplifies hiring and avoids delays. Companies embracing highly skilled immigrants build stronger teams, drive innovation, and stay ahead in competitive markets. DM or email me now to create a future-focused hiring strategy. P.S.- I recommend Murthy Law Firm : U.S. Immigration. We filed my petition through Murthy and had a seamless experience. #hiring #immigration #visa #USA

Most managers and leaders who hired me didn’t think I'd stay with them for more than 2-3 years. But they hired me anyway. I have switched careers from Nutritional Resources Inc., HealthWise, to Kraft Heinz to The Coca-Cola Company, but one thing has been the same in the last 8 years. Every few years, I hear the same thing from my managers and leaders. "You are a rising star. You won’t stay with us for long.” “I knew when I hired you that you wouldn’t stay with the team for more than a couple of years.” “I cannot wait to see you in your next role.” “I think you are ready for more, and I don’t think the current role offers enough opportunities for you to grow.” “I think we hired you for a level below what you are performing at. You should start thinking about a move.” The first time I heard this, I brushed it off. I was tempted to argue and show how loyal I wanted to be and that I would stay there for longer. The second time, I paid attention. By the third time and after, I realized something important: ?? The best leaders don’t hire for tenure. They hire for impact. They hire for growth. I’ve had managers who invested in my growth, knowing I’d outgrow the role sooner than later. And I’ve seen others who did everything to hold people back because it made their lives easier. ? Great managers focus on what’s best for you. They champion your growth, even if it means losing you. ? Bad managers focus on what’s easiest for them. They hoard talent, afraid to lose control. Companies hire people who won’t stay forever because they know high-impact talent moves fast. Here’s what high-impact talent does: ??They solve big problems. ??They elevate teams. ??They leave things better than they found them. And when they move on, they set a new standard, attracting better talent behind them. And stay at a company that doesn’t fear your growth. I have been very fortunate to have had great leaders and champions at all three companies I have worked for. Are you building people up or just trying to keep them? Have you ever had a manager who supported your career even knowing you’d eventually leave? DM or email me at [email protected] for any assistance. #Leadership #Career #Growth #Management #Hiring #Mentorship

I am thrilled to share that Newsweek featured me in the spotlight on a crucial issue: parental leave in the U.S., a reality that is hard to ignore. ?? 82% of Americans support paid parental leave, yet the U.S. remains one of the only developed nations without a federal policy. ?? Companies like Google, Netflix, and Meta set the bar high, but millions—especially in small businesses—still get zero paid time off after having a child. ?? Research is clear: Better parental leave boosts retention, productivity, and mental well-being. Yet, progress remains painfully slow. As the founder and career coach at Spark Careers, I told?Newsweek:?"The U.S. has lagged in this area due to a historical emphasis on market-driven solutions over government mandates. However, as the workforce evolves, there is growing recognition that comprehensive family policies are essential not just for employees but for building a future-ready workforce." In a world where talent and workplace culture define business success, can companies afford NOT to prioritize parental leave? What’s your take on parental leave in the U.S.? Check out the full article. The link is in the comments. #Leadership #ParentalLeave #Future #HR #USA #Culture