Know your target

Decide which roles, level and companies you are going after, and what they pay. Every later step depends on these choices.

What: The specific job title and specialism you are applying for, such as backend engineer or mobile engineer, written down before you apply anywhere.
Why: A clear target decides which keywords go on your resume, which projects you pin and which listings you skip. A resume aimed at every role convinces nobody.
Example: Instead of "software developer, any stack", a target of "junior backend engineer, Python or Go, product companies" tells you what to build and where to look.

Watch out

Applying to frontend, data and DevOps roles with one generic resume and reading silence as a skills problem.

Also called seniority, career ladder, L3, L4, SDE II

What: The rung a role sits on in a company's career ladder, such as junior, mid, senior or staff. Big companies use codes like L3, L4 or SDE II, and the same title can mean different levels at different companies.
Why: Level sets the pay band, the scope expected of you and how hard the hiring bar is. Applying at the right level avoids both rejections and down-levelled offers.

Watch out

Comparing titles across companies: a senior engineer at a small startup may map to mid level at a large company.

Also called JD, job description

What: Collecting 10 to 20 real listings for your target role and noting which skills, tools and phrases appear again and again, separating must-haves from nice-to-haves.
Why: Real listings show what the market asks for today, which is what your resume, projects and learning should match. It replaces guessing with evidence.
Example: If 14 of 20 backend listings mention PostgreSQL, Docker and REST APIs, those belong on your resume and in a pinned project.

What: A list of target companies grouped into tiers: reach (dream companies), match (a realistic fit) and safer options, each with a link to its careers page.
Why: It keeps the search focused and spreads risk. Applying to match companies first gives you practice and offers before your reach applications come back.

Watch out

Only applying to famous companies, where competition per opening is highest and processes are slowest.

Also called salary band, pay range, comp data, pay band

What: The range companies actually pay for your role, level and location, taken from pay data sites, salary ranges in listings and people you trust.
Why: Knowing the band before any conversation about money stops you anchoring low and lets you judge an offer in seconds.
Example: Check levels.fyi and Glassdoor for your level and city, then note the salary ranges printed in listings, which pay transparency laws now require in a growing number of places.

Watch out

Using figures from another country or level, or from big tech only, and anchoring every conversation on them.

Also called constraints

What: The non-negotiables you set before applying: location, remote or on-site, visa sponsorship, minimum pay, notice period and the hours you can give to the search.
Why: Constraints filter listings quickly and stop you spending weeks in a process for a role you would never accept.
Example: Needs visa sponsorship, fully remote within a time zone of UTC plus or minus 3, minimum pay agreed with your family, can start after a one month notice period.

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