Deepali Vyas has helped thousands of individuals find jobs in a tough job market.
Courtesy of Deepali Vyas
Long-term unemployment reached 1.9 million workers as of February 2026, up from 1.5 million a year earlier. Ironically, even though 70-80% of companies use job boards or online postings, only about 20% of roles are actually filled as a direct result of those postings. Roles are filled through investor conversations, recruiters, leadership transitions, and strategic pivots long before candidates ever see a posting. As companies become more selective about who they hire and when they hire them, career mobility increasingly depends on access to information most professionals never receive.
That’s where recruiter and career strategist Deepali Vyas, known professionally as The Elite Recruiter, has built her influence. After reviewing more than one million resumes and conducting over 50,000 interviews across finance, data, AI and private markets, she has developed a reputation not just for placing talent, but also explaining to candidates how hiring decisions are actually made. Her direct and honest insights have gone viral time and time again as she helps professionals navigate a tough job market.
Vyas attributes growing to over a million followers across platforms to her take on corporate truths. “These are dynamics that are shockingly apparent once you see them, but rarely spoken openly: power plays, promotion politics, performance being table stakes, and visibility driving advancement. In reality, I was decoding the corporate game in public. Many of my peers in the industry would never say these things publicly, let alone post them on LinkedIn, Instagram, or TikTok. There is an unspoken rule in executive search that you stay neutral, polished, and careful. I chose clarity instead. Professionals recognized themselves in those truths. They were not looking for motivation. They were looking for validation and strategies,” she shared. “There is also something interesting about the medium. I live in people’s pockets. During their “BlueJean moments,” when they are scrolling between meetings or decompressing after work, I am there on their phone. Over time, consistency builds trust. They watch, learn, and connect the dots. What surprised me most was realizing who else was watching. Many of my own clients were seeing the content too. CEOs and senior executives would call me and say, “I saw you on TikTok.” The irony was that I thought I was building an audience quietly, almost in hiding.”
Known as the Elite Recruiter, Deepali Vyas, has garnered millions of followers for her valuable recruiting advice.
Courtesy of Deepali Vyas
Vyas’ approach to identifying talent began long before her time as a recruiter. She grew up in her parents’ 18-room motel in Lakewood, Colorado, interacting with people from across socioeconomic backgrounds, an experience she credits with sharpening the emotional intelligence that later shaped her recruiting career. “I learned how to read tone, posture, insecurity, ambition, and confidence before I ever stepped into corporate America,” she said. “That emotional intelligence became my unfair advantage. I’ve reviewed more than 1 million résumés and conducted over 50,000 interviews. When you operate at that scale, you start to see what actually predicts success versus what simply looks impressive.”
One of the most common misconceptions candidates hold, according to Vyas, is believing opportunity lives inside application portals. “At the executive level, roles are rarely ‘posted.’ They’re constructed,” she said. “Many mandates come from private conversations: board transitions, growth capital events, leadership gaps, AI strategy pivots or underperformance that hasn’t been announced publicly. Top talent is also rarely actively looking. The best candidates are usually performing well and fielding inbound interest.”
Successful placements depend on more than capability alone. The match happens at three levels: capability, context, and chemistry. Most recruiters focus only on capability, while Vyas focuses on strategic timing and alignment.
In a slower hiring environment, strong execution alone is no longer differentiating. That positioning begins with how candidates communicate impact. “Executives think in outcomes,” Vyas explained. “Your resume should speak in results, not responsibilities.” She also encourages professionals to rethink how they use LinkedIn. “I always say the ‘About’ section is your open love letter to recruiters and hiring managers,” she said. “It’s not a bio. It’s a narrative. Signal where you’re going, not just where you’ve been. Direct outreach, warm referrals and targeted conversations dramatically outperform volume applications. Mass applying feels productive, but it rarely produces leverage."
Some of the best roles are often not posted on job boards but rather shared through relationships.
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“Another tip is using voice notes on LinkedIn,” Vyas added. “Almost no one is doing this. A concise 30–45 second voice note to a hiring manager or recruiter can also be effective. Very few candidates do this level of preparation. That is precisely why it works. Offers go to candidates who feel inevitable, not merely impressive.”
Another shift Vyas encourages candidates to make is reframing the interview process itself. “Treat interviews as a business development cycle, not an audition,” she says. “You are not there to perform. You are there to diagnose, position and close.” Candidates who succeed across multiple interview rounds position transformation rather than responsibilities. “What was broken? What did you change? What improved because of you?” she explained. “Decision-makers invest in outcomes, not activity. My biggest differentiator is having candidates present a structured 30-60-90 day business plan,” she said. “When you reference the company’s real priorities and align your execution plan to that vision, you stop sounding like a candidate and start sounding like a future executive.”
Interviews should be treated like a business plan rather than a Q&A.
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Vyas provided a 4-step framework to use during a multi-interview process:
Step 1: Diagnose before you impress.
Strong candidates resist the urge to immediately showcase credentials. Instead, they ask precise and strategic questions to uncover the real business pain. Most candidates talk too much and listen too little. The offer usually goes to the person who understands the problem most clearly.
Step 2: Sell transformation, not tasks.
Do not recite responsibilities. Frame your experience as a before-and-after story. What was broken? What did you change? What improved because of you? Decision-makers invest in outcomes, not activity.
Step 3: Control the narrative across rounds.
Multi-step processes test consistency. Your story should compound with each conversation, not shift. Every round should deepen confidence, reinforce alignment, and build inevitability.
Step 4: De-risk yourself proactively.
Address concerns before they surface. If you lack direct industry experience, explain how adjacent experience transfers. If you are stepping into a larger scope, articulate how you have already been operating at that level informally. Remove doubt before it forms.
“My biggest differentiator is having candidates present a structured 30-60-90 day business plan. Illustrate a clear short-term roadmap and extend it into a thoughtful one-year vision. Think at the enterprise level. Anchor your plan in what the business and organization actually care about. Listen to earnings calls. Read investor reports. Study press releases and strategic announcements. Connect the dots,” she shared.
Even in uncertain hiring environments and job markets, employers remain clear about what weakens candidate positioning. Vyas suggests avoiding generic language, blaming prior employers, misunderstanding the company’s strategy, and resisting new tools. In today’s market, employers are looking for accountability, adaptability, and AI fluency.
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