Showing posts with label Career. Show all posts
Showing posts with label Career. Show all posts

May 10, 2026

Glossary & FAQ - Artificial Intelligence

Those who want to read the main AI Glossary can go here:  Glossary - Artificial Intelligence.


1) Three Drivers of AI Innovation

Data Proliferation: Vast growth in available digital data (text, images, audio, logs, etc.) that AI systems can learn from.

Algorithm Advancement: Improved learning algorithms and architectures that can extract better patterns from data and train stronger AI models.

Computing Hardware DevelopmentHigh-powered computing systems (especially GPU-based and advanced semiconductor hardware) that can process massive datasets quickly and efficiently.

2) NLP Foundations & Tasks (Practical Building Blocks)

Tokenization: Breaks raw text into smaller units called tokens (words, subwords, or characters). This is typically the first step in NLP pipelines such as language modeling and machine translation. Example: “Natural Language Processing” → ["Natural", "Language", "Processing"]. Note: Subword methods like Byte-Pair Encoding (BPE) balance vocabulary size and efficiency for large language models.

Embeddings: Dense numeric vectors representing words/sentences so that similar meanings lie closer together in vector space; used for search, clustering, and LLM understanding.

Semantic Similarity: Measuring meaning-based closeness between texts using embeddings (often via cosine similarity).

Vector Database: A database optimized to store embeddings and retrieve the most similar vectors quickly (used in semantic search and retrieval pipelines).

Part-of-Speech (POS) Tagging: Assigns grammatical labels to words—such as noun, verb, adjective—helping downstream tasks like parsing and entity extraction. Methods include rule-based approaches, probabilistic approaches (e.g., Hidden Markov Models), and modern neural (context-aware) approaches.

Named Entity Recognition (NER): Identifies and classifies entities such as people, organizations, and locations within text. Example: “Steve Jobs” (Person), “Apple” (Organization). Typically involves tokenization, context analysis, entity classification, and ambiguity resolution.

Sentiment Analysis: Detects emotional tone in text—commonly positive, negative, or neutral—using NLP techniques such as tokenization and transformer-based classifiers (e.g., BERT-style models fine-tuned for sentiment).

Chatbots (NLP Chatbots): Conversational systems that combine tokenization, intent recognition, context handling, and response generation to support natural interactions. Modern chatbots can manage multi-turn conversation and improve over time using feedback and real usage data.

3) NLP Preprocessing & Features

Text Normalization: Cleaning text into a consistent format (lowercasing, removing extra spaces, handling punctuation) to reduce noise for downstream NLP tasks.

Stopwords: Common words (e.g., “is”, “the”, “and”) that may be removed in traditional NLP pipelines to reduce dimensionality (depending on use case).

Stemming: Reducing words to crude base forms (e.g., “running” → “run”) using heuristic rules; fast but may produce non-words.

Lemmatization: Reducing words to dictionary base forms (e.g., “better” → “good”) using vocabulary + grammar; usually more accurate than stemming.

N‑grams: Contiguous sequences of N tokens (e.g., bigrams/trigrams) used as features for traditional NLP modeling.

TF‑IDF: A vectorization method that scores words by importance using term frequency and inverse document frequency.


4) India-Focused Multilingual AI (Indic Languages & Speech)

Morni (Multimodal Representation for India) – Google DeepMind: A project targeting around 125 Indic languages and dialects to build AI models that can understand and process India’s linguistic diversity, including many under-resourced languages with limited digital content.

Project Vaani: An open-source speech data initiative supporting the creation of large-scale speech datasets for Indian languages, enabling translation, voice AI, and broader accessibility.

5) Major Model Families 

PaLM 2 (Pathways Language Model 2): Google’s large language model family built on the Pathways architecture for efficient scaling across multilingual tasks, reasoning, and code generation.

Med‑PaLM 2: A medical-domain model built on PaLM 2, fine-tuned on medical datasets for clinical question answering, summarization, and medical text insights.

Llama 2: Meta’s family of pretrained and chat-optimized models (7B to 70B parameters), trained for dialogue and widely used in open model experimentation.

Claude 2: Anthropic’s assistant model designed to be helpful and safe, known for improved reasoning, coding capability, and longer-context interactions.

BERT: A transformer-based language understanding model known for strong performance in tasks like classification, NER, and question answering.

GPT (Generative Pre-trained Transformer family): A family of large generative models designed for text creation, coding, and reasoning, known for broad general-purpose capability.

6) Open AI Ecosystem & Tooling

Hugging Face: An open-source AI platform and community hub providing access to a large collection of pretrained models, datasets, and demos across NLP, vision, audio, and multimodal AI.

Model Hub: A central repository for discovering, sharing, and collaborating on AI models; commonly used to publish model checkpoints and run inference.

Transformers Library (Hugging Face): A popular library that simplifies tokenization, model loading, fine-tuning, evaluation, and inference for many state-of-the-art transformer models.

Datasets & Tools (Hugging Face): Utilities that streamline dataset loading and experimentation, plus “Spaces” for interactive demos; also includes enterprise options like private hubs and security features.

7) Deployment & Efficiency

Quantization: Reducing numeric precision (e.g., from FP16/FP32 to INT8/INT4) to speed up inference and reduce memory usage.

Distillation: Training a smaller “student” model to mimic a larger “teacher” model, improving efficiency while retaining performance.

Latency: Time taken to produce a response (often measured per request or per token).
Throughput: How many requests/tokens per second a system can process.

8) Speech + Language Stack (Audio → Text → Voice)

Speech Data (Audio): Raw voice recordings used to train speech AI systems. Speech captures acoustic features like pitch, tone, and phonemes; supervised datasets include transcripts.

Speech‑to‑Text (ASR – Automatic Speech Recognition): Converts spoken audio into written text using acoustic modeling and language modeling (increasingly neural approaches) for transcription and voice search.

Text‑to‑Speech (TTS): Converts text into natural-sounding speech using neural speech synthesis, supporting prosody and accents for voice assistants and accessibility use cases.

Spectrogram: A time–frequency visual representation of audio energy; commonly used as input features for speech models.

Mel‑Spectrogram: A spectrogram mapped to the mel scale (closer to human hearing); widely used in TTS and ASR feature extraction.

Phoneme: The smallest unit of sound in speech; useful in pronunciation modeling and TTS.

Speaker Diarization: Splitting audio by “who spoke when,” useful in meetings, call centers, and multi-speaker recordings.

9) Perplexity AI (Answer Engine)

Perplexity AI: An AI-powered search and answer engine designed to provide conversational answers with citations by combining large language models with web search.

10) LLM Generation & Decoding

Inference: Using a trained model to generate outputs (predictions) on new inputs; unlike training, weights do not change during inference.

Decoding: The method used to convert probability distributions over tokens into actual text output.

Top‑k Sampling: At each step, restrict token choices to the top k most probable tokens, then sample from them.

Top‑p (Nucleus) Sampling: Choose the smallest set of tokens whose cumulative probability exceeds p, then sample from that set (adaptive alternative to top‑k).

Beam Search: Keeps multiple best candidate sequences at once to find a higher‑probability output; common in translation and structured generation.

11) How Do LLMs Work? (High-Level Steps)

Step 1: Tokenization – Break the input text into tokens.
Step 2: Embeddings – Convert tokens into numeric vectors representing meaning.
Step 3: Self‑Attention – Identify which parts of the text matter most for context.
Step 4: Prediction – Predict the next token based on context.
Step 5: Response Generation – Repeat prediction to form a coherent response.

12) Evaluation Metrics (NLP + Speech)

Perplexity (Metric): Measures how well a language model predicts tokens; lower perplexity generally means better predictive fit on similar text.

Precision: Of the predicted positives, how many were correct.

Recall: Of the actual positives, how many were found.

F1 Score: Harmonic mean of precision and recall; common for imbalanced classification and NER.

BLEU: Metric often used to evaluate machine translation by comparing overlap with reference translations.

ROUGE: Metric family often used for summarization evaluation based on overlap with reference summaries.

WER (Word Error Rate): Standard ASR metric measuring speech-to-text errors as a ratio of substitutions, deletions, and insertions.


13) LLM Security & Operational Risks

Prompt Injection: A malicious prompt designed to override instructions or extract hidden/system information.

Data Leakage: Sensitive data appearing in outputs due to training exposure, retrieval exposure, or unsafe prompting.

Jailbreak: Prompt strategies intended to bypass safety rules or behavioral constraints.

Apr 1, 2026

Glossary - Artificial Intelligence


Activation Function
: A mathematical function used in neural networks to calculate the output of each neuron from its input data

Artificial General Intelligence (AGI), also called deep AI or strong AI, is the advanced phase of AI where it holds the cognitive abilities to carry out activities like humans. AGI can mimic human intelligence; learn, think, understand and solve problems like humans; and take decisions by combining human beings’ reasoning and flexible thinking with computational advantages. It deploys the theory of mind AI framework to understand human beings and distinguish between emotions, needs, beliefs and thought process

AI Agents: Advanced AI applications that automate and manage tasks or workflows, often through integration with other digital tools

AI Model: A computer model that mimics human intelligence by generating machine outputs from given inputs

ASI, also called as Super AI, is a highly advanced phase of AI system that exceeds human intelligence. Its human-like capabilities include beliefs, desires, cognition, emotional intelligence, subjective experiences, behavioural intelligence, and consciousness

Chain-of-Thought: A method where an AI model is prompted sequentially to perform complex tasks by building on previous responses

Computer Vision (CV): A field of AI that trains machines to understand and interpret the visual world, powering applications from barcode scanning and camera face focus to image search and autonomous driving.  
Classic CV uses manually engineered features from pre‑built libraries combined with a shallow classifier. 

Constitutional AI: An approach where AI behavior is guided by a set of underlying principles to ensure ethical decision-making and mitigate biases

Convolutional Neural Network (CNN): A type of neural network particularly effective for processing structured grid data like images, using layers that automatically and adaptively learn spatial hierarchies of features

Deep Neural Network (DNN): A neural network with multiple layers (input, one or more hidden layers, and an output layer); the specific layout is its architecture. 

Deep Learning: An advanced branch of machine learning that uses deep neural networks to handle complex tasks.  Neural Networks with more than two hidden layers are used are in Deep Learning.

Diffusion Models: Advanced neural network architectures used for generating high-quality and coherent images or videos by learning the distribution of training data and iteratively refining generated outputs

Edge AI: Combination of AI and edge computing. It brings data storage and computing, closer to the devices (such as a car or a camera) instead of remotely located data centers, leading to an increase in speed and reduction in response times. This also results in less data storage on external locations, eliminating the risks of data mishandling and misappropriation. EdgeAI is growing in popularity due to lower costs, high computing power, real-time inference and low latency. It is finding increased applications in autonomous vehicles, smart homes, smart devices, smart energy, smart factories and security cameras, etc.

Fine-tuning: A subsequent phase of model training using targeted data to refine capabilities on specific tasks or to improve performance on detailed aspects

Generative AI (GenAI): A branch of AI focused on generating new digital content from existing data

High-dimensional Data: Data represented by a large number of attributes or dimensions, often derived from unstructured sources like images

Input Variables: Factors considered by a model to influence its outputs, such as store size in sales predictions

Intelligent Automation (IA): Broader capability that aims to mimic human behavior (e.g., perceiving, reasoning) and is better for unstructured data from non‑standard sources; distinct from RPA’s rule‑based focus

Large Language Models (LLMs): A type of deep learning model specifically designed to process and generate human language

Layers:  Input Layer: Receives initial data.  Hidden Layers: Process data through weighted connections. Output Layer: Produces final results. 

Long Short-Term Memory (LSTM): An RNN variant that includes mechanisms to remember and forget information selectively using components like the “forget gate”, aiding in handling longer sequence. This faces challenges with parallel processing

Machine Learning (ML): AI models that learn from data to improve their accuracy without being explicitly programmed for every scenario. The "intelligence" of machine learning models depends on their ability to learn from training data; training involves optimizing parameters to best fit the training data. 

Mathematical Form: The mathematical equation or function defining how inputs are transformed into outputs

Meta Prompting: In this advanced technique, the AI is instructed on how to generate its own prompts for specific tasks. This approach allows for more expert-level reasoning and sophisticated responses.  Example: Instructing the AI to "behave as an expert in sustainable product marketing" to generate more nuanced and impactful content. 

Multi-Modal Models: AI models capable of processing and understanding multiple types of data inputs, such as text and images

Natural Language Processing (NLP): AI domain dealing with the computer–human (natural language) interactions, focused on processing and analyzing large amounts of language data.

Natural Language Understanding (NLU): Interpreting meaning from text (or speech after recognition), mapping it to a formal representation, and choosing an appropriate action. 

Natural Language Generation (NLG): Producing meaningful text (and optionally speech) from an internal representation, following rules of syntax and semantics.

Neural Network: A network of nodes (or artificial neurons) that process data in layers, emulating the human brain’s structure

Overfitting: Sometimes, a model becomes too good at memorizing the training data, including its noise and inconsistencies. When faced with new, slightly different prompts, it might rely on these memorized patterns rather than generating truly novel and accurate information. It is like a student who memorizes answers for a specific test but doesn't understand the underlying concepts.

Parameters: Values within a model that are optimized during training to best fit the data

Pre-training: The initial phase in training a model where it learns from a broad data set without specific targets to develop a general understanding

Prompt Chaining: This technique involves linking multiple prompts together in a sequence, with each new prompt building on the output from the previous one. This method is useful for solving multi-step tasks or generating refined outputs over time. ○ Example: In a multi-step task like writing a marketing headline, the AI would first determine the target audience, then identify the most resonant message, and finally generate a headline based on these insights. 

Prompt Engineering: The way a user phrases a question or provides instructions can inadvertently lead an AI to hallucinate. Ambiguous prompts or those that imply a certain answer might steer the model toward generating a plausible sounding but incorrect response.

Quantum computing uses quantum mechanics to process information, deploying hardware and algorithms to solve complex problems surpassing the speed of supercomputers. It uses qubits instead of binary (0 or 1) to execute multidimensional quantum algorithms. Quantum computing has vast potential independently, however, its conjunction with AI yields transformative outcomes. Ongoing efforts are directed towards seamless integration of AI with quantum computing, resulting in more potent AI models along with noteworthy advancements in speed, efficiency, and accuracy of AI. 

Recurrent Neural Network (RNN): A type of neural network that processes sequences by maintaining a state or memory of previous inputs. The challenge include “memory” of the context fading with long sequences and limited ability to work via parallel processing

Regression: A statistical method used to fit models to data, commonly used to find optimal parameter values

Reinforcement Learning (RL): A training strategy where models learn through trial and error, receiving rewards or penalties based on their performance. This can be used in situations where traditional training data is insufficient or ongoing adaptation is required. Example: AlphaGo's training involved rewarding winning strategies and penalizing losses. Self-driving cars use RL by receiving rewards or penalties based on maneuver success. 

Reinforcement Learning from Human Feedback (RLHF): A variant of RL where human feedback directly influences the training process, guiding the model's learning

Responsible AI is an emerging area of AI governance covering ethics, morals and legal values in the development and deployment of beneficial AI. As a governance framework, responsible AI documents how a specific organisation addresses the challenges around AI in the service of good for individuals and society.

Retrieval-Augmented Generation (RAG): A technique where AI models enhance their responses by cross-referencing with up-to-date external data sources to improve accuracy

Robotic Process Automation (RPA): Use of easily programmable software (“bots”) to handle high‑volume, repeatable, rule‑based tasks previously done by humans. 

Rule Based AI: AI models that operate on predefined rules set by developers

Small Language Models (SLMs): Smaller, more efficient models designed for specific tasks, requiring less computational power than larger models

Supervised Learning: A machine learning approach where the model is trained on a dataset containing inputs paired with correct outputs

Temperature: A factor in LLMs that introduces randomness into the decision-making process, affecting the selection of output tokens.

Token: The smallest unit of processing in many LLMs, varying from parts of a word to entire words.

Training Set: The dataset used to train a model, allowing it to learn from known input-output pairs.

Transformer: A neural network architecture that uses attention mechanisms to dynamically focus on different parts of the input data, suitable for large-scale and complex tasks like those needed in LLMs. Introduced in 2017, addressing both memory retention and scalability (can be parallelized). This utilizes “attention” mechanism to focus on relevant parts of input data, enhancing processing efficiency. It is dominant architecture in modern LLMs due to its suitability for handling lengthy text sequences.

Tree of Thought (ToT) Prompting: In ToT, the AI explores multiple possible reasoning paths simultaneously, evaluating different strategies before choosing the best solution.  This method allows for greater flexibility and optimization in complex problem-solving.  Example: The AI may explore different approaches to crafting a marketing message for an eco-friendly product, focusing on various aspects like affordability, sustainability, or innovation. 

Underfitting: This happens when a model cannot learn the underlying patterns in the training data, resulting in poor performance on both training and test datasets. It is typically caused by high bias, where the model makes overly simplistic assumptions about the data. Examples include using a linear model for a non-linear relationship or a shallow decision tree for complex data. Symptoms of underfitting include consistently high errors across training and validation sets. Common causes are insufficient model complexity, inadequate features, or poor data quality. 

Unsupervised Learning: Training method using datasets without predefined labels, allowing the model to identify patterns or structures independently. Useful when labeling data is impractical, or the nature of the problem does not permit predefined outputs. Example: customer segmentation models group profiles based on detected patterns without prior output labels

Zero-Shot Learning: Ability of a model to perform tasks it has not been explicitly trained to do.

Dec 22, 2025

Good interview questions for Social Impact / Development Sector

Preparing for interviews isn’t about memorizing answers—it’s about clarity of thought and structured reflection. I’ve curated 45 high-impact interview questions, clearly split into must-prepare and situational, along with crisp frameworks to respond with confidence.

MUST-PREPARE (You should have polished, confident answers)
  1. Tell me about yourself
  2. What are your strengths?
  3. What is your weakness?
  4. Why should we hire you?
  5. Why do you want this role?
  6. Where do you see yourself in five years?
  7. Why are you leaving your current or previous job?
  8. Why have you changed jobs multiple times?
  9. What do you know about our organization?
  10. How do you measure success or impact in your work?
  11. Describe a major challenge or toughest decision you’ve faced
  12. Tell me about a time you failed or missed a deadline
  13. Can you handle high-pressure situations?
  14. How do you prioritize tasks?
  15. Describe your work style
  16. What does leadership mean to you?
  17. How do you balance speed vs quality in execution?
  18. What would you do in your first 90 days in this role?
  19. What are your salary expectations?
SITUATIONAL (Prepare frameworks + 2–3 strong examples)
  1. How do you manage multiple deadlines or multitasking?
  2. How do you deal with conflict or disagreement in a team?
  3. Describe your management style
  4. Tell me about a time you took initiative
  5. Tell me about an idea or innovation you introduced
  6. What steps did you take to implement your idea?
  7. Describe a process problem you identified and improved
  8. Describe a project implemented largely because of your efforts
  9. Tell me about a time you went beyond expectations
  10. Describe a situation where you positively impacted someone
  11. How do you motivate an unmotivated team?
  12. How do you ensure accountability in large or distributed teams?
  13. Tell me about a time you influenced stakeholders without authority
  14. Describe a decision taken with incomplete information
  15. Tell me about a time you had to say “no” to a senior stakeholder
  16. How do you react to setbacks or failure?
  17. How do you stay motivated after setbacks?
  18. Which role satisfied you the most and the least, and why?
  19. What are your career and life goals?
  20. How easy is it for you to change your mind when you’re wrong?
  21. How much do you learn from failure?
  22. How quickly do you learn new things?
  23. How comfortable are you letting others take the lead?
  24. How long will you push a project before pivoting or stopping?
  25. What processes or techniques help you be effective?
  26. What is your ideal work environment or culture?

Oct 10, 2025

AI Prompt Templates for Students

Are you looking for ways to get more out of AI tools like ChatGPT or Gemini, or Perplexity? Let us learn about prompt. A prompt is a written instruction or command that directs the AI to perform a task. Mega-prompts are great when you already have all the information on hand and need a direct output without much back-and-forth. Prompt chaining is useful for more complex tasks that may require clarifications, multiple revisions, or when you need to probe deeper into specific details.

Today, I will share a set of expertly crafted prompt templates designed for making your interactions more productive and your output sharper.  Try these prompts in your next AI query and watch your work improve with better clarity, deeper insights, and faster progress. 

Teaching and Breaking Down Concepts

  1. Imagine you’ve spent 20 years mastering [industry/topic]. Explain its fundamentals to a complete beginner, using simple analogies, clear logic, and step‑by‑step breakdowns.
  2. Teach me [skill/topic]—use metaphors, stories, and examples. Pause to quiz me so I can test my understanding.
  3. Deconstruct [topic] into its essential principles. What must someone know first, and how do these ideas build upon each other?

Collaborative Thinking Partner

  1. Act as my strategic thought partner. I’ll share [idea/problem], and I want you to challenge assumptions, uncover blind spots, and help me sharpen it into something far stronger.
  2. Help me stress‑test this idea by asking tough questions, highlighting weaknesses, and pushing toward a 10x better version.

Context-Driven Tasks

  1. Using [context], generate [output] about [topic] that achieves [goal].
  2. From this [context], create a structured summary that highlights key points and their implications for [goal].
  3. Break down [context] in plain, accessible language so that even a layperson can follow.
Deeper Analysis and Evaluation
  1. Analyze [context] by dissecting its main parts and showing how they connect.
  2. Evaluate how well [context] meets [criteria]. Weigh its strengths and weaknesses in this regard.
  3. Compare [context A] with [context B]. Highlight core similarities, differences, and any surprising overlaps.
  4. Blend features of [context A] into [context B] to achieve [goal].

Improvement and Composition

  1. Suggest ways to strengthen [context] so that it better supports [goal].
  2. Write a [type of content] that communicates [context] to [audience] in a clear and engaging [style].

Feb 10, 2020

Job Portals for Development Sector

Mr Nishant Chavan has originally shared the list of websites for employment in the Development Sector. I had added few in the list. This list gives access to job portals that would lead to a better employment scenario and less search time for exploring job opportunities.

1. Database for NGOs / Development / Social Impact Sector

2. http://www.ngobox.org/joblisting.php

3. http://www.nextbillion.net/jobsfeed.aspx

4. http://www.globalcharityjobs.com/Jobs_board

5. http://www.idealist.org/search/v2/?search_type=job 

6. http://jobs.thegiin.org/jobs

7. http://www.iimjobs.com/k/ngo-jobs-133.html

8. http://www.jobisjob.co.in/mumbai/ngo/jobs

9. http://www.jobsforgood.com/jobs.html

10. https://www.indeed.co.in/jobs?q=NGO&l=India

11. http://www.careesma.in/jobs?q=ngo&lc=India

12. http://www.devnetjobsindia.org

13. http://www.indevjobs.org/

14. http://www.karmany.org/jobs

15. https://www.devex.com/en/jobs

16. http://www.thebetterindia.com/jobs/

17. http://opportunitydesk.org/

18. http://www.sams.co.in/

19. http://www.skillfiles.com/

20. http://reliefweb.int/jobs

22. http://www.heysuccess.com/scholarships.html

24. https://netimpact.org/jobs

25. http://jobs.yourstory.com/jobs/listing

26. https://philanthropy.com/jobs

27. http://www.comminit.com/job_vacancies

28. https://www.internationaljobs.org/

29. http://www.aidboard.com/

30. http://oneworld.org/jobs

31. https://ngojobboard.org/

32. https://careers.internationalmedicalcorps.org/careers.aspx

33. http://globalhealthgateway.org.au/jobs

 34. https://www.developmentaid.org/jobs/search

 35. http://jobs.one.org/

 36. http://restlessdevelopment.org/Vacancies

 37. http://development-jobs.org/

 38. http://unjoblist.org/

 39. http://unjobs.org/

 40. https://globalnomadic.com/

 41.  https://www.glassdoor.co.in/Job/india-ngo-jobs-SRCH_IL.0,5_IN115_KE6,9.htm

 42.http://www.jobspublichealth.com/topjobs.html

 43. http://www.bsr.org/en/careers/job-openings

 45. http://jobs.justmeans.com/

 46. http://acre.com/jobs

 47. http://socialgoodjobs.org/

 48. http://commongoodcareers.force.com/careers

 49. http://ande.site-ym.com/networking/opening_search.asp

 50. http://www.headhonchos.com

51. http://www.bridgespan.org/careers-at-bridgespan.aspx

52. http://www.bridgespan.org/Nonprofit_Jobs/Search_Jobs.aspx

53. http://www.awid.org/get-involved

55. https://app.trialect.com/

56. http://www.escapethecity.org/opportunities

57. http://placementmaee.weebly.com/

58. http://us9.campaign-archive1.com/

59. https://govtify.weebly.com/home/resources-for-indian-social-enterprises-and-ngos?

60. http://usascholarships.com/category/scholarships/

61. https://hiring.accolo.com/start.htm#JSHome

62. http://www.cghr.org/opportunities/new-opportunities/

64. https://www.thoughtworks.com/careers/browse-jobs

67http://chp.tbe.taleo.net/chp02/ats/careers/searchResults.jsp?org=SOCIIMPA2&cws=1

68. http://www.aspph.org/jobs/

69. http://publichealthjobs.org/

70. http://www.globalhealthhub.org/jobs-grants-listings/

71. http://www.bdkeller.com/resources/

72. http://thepalladiumgroup.com/jobs

73. https://www.f6s.com/jobs

74. http://socialenablersjobs.org/index.php

75. https://www.impactpool.org/search

76. https://jobs.statnews.com

77. https://www.grb.uk.com/experienced-graduate-jobs

78. http://www.globalrecruitment.net/positionsavailable.html

79. https://info.lse.ac.uk/current-students/careers/resources/type-of-organisation/think-tanks

80. https://chm.tbe.taleo.net/chm04/ats/careers/jobSearch.jsp?org=DAINC&cws=1

81. http://careers.coffey.com/cw/en/listing/

82. http://www.humandynamics.org/en/work-with-us-list

83. https://www.devj.org/jobseeker/search-jobs/?_sft_country=india

84. https://www.rovingbandit.com/p/international-development-jobs.html

85. http://www.cosmopolitalians.eu/international-development-jobs

86. https://www.eadi.org/jobs-internships/

87. https://www.internationalink.net/index.php/open-positions

88. https://www.eldis.org/jobs

89. https://www.intjobs.com/jobs/development_aid

90. https://www.internationalink.net/index.php/resources

91. https://www.globalhealthjobs.com/

92. https://80000hours.org/job-board/

93. https://www.facebook.com/groups/790305567745195/

94. https://www.bamboocrowd.com/jobs/

95. https://designgigsforgood.squarespace.com/job-board

96. http://www.tembogroup.org/careers

97. https://jobboard.globalhealth.org/jobs?keywords=India&sort=score&

98. https://ssphplus.ch/en/news/jobs/

99. https://www.mcgill.ca/epi-biostat-occh/employment

Jan 21, 2020

Job Portals for International Development

There’s a new group of youths who are restless and constantly looking for challenging work in Non profit sector. So how can a candidate look for organizations that can utilize their skills for its benefit? I am sharing an updated list of top job sites by field and region. This post will be useful for aspiring candidates looking for a job in Non Profit, development, or humanitarian work.
  1. Charityjob (UK)
  2. Idealist (General + Global)
  3. Impact Pool (General + Global)
  4. ICT4DJobs (tech + Development)
  5. SID-W (Development)
  6. Humentum (Development)
  7. Devex (Development)
  8. GlobalJobs (Development)
  9. UNJobs (Development + Humanitarian)
  10. ReliefWeb (Humanitarian Assistance)
  11. ALNAP (Humanitarian)
  12. PCDN (Social Impact )
  13. NGOJobBoard (US Nonprofit)
  14. NationalNonprofits (US nonprofit)
  15. NTEN (Nonprofit + Tech)
  16. RezScore (Nonprofit)
  17. Commongood (US Nonprofit)
  18. Chronicle of Philanthropy (Nonprofit)
  19. BOND (Europe)
  20. Eurojobs (Europe) 
  21. Third Sector Jobs (UK)
  22. CharityVillage (Canada)
  23. Ethical Jobs (Australia)
  24. Scout Jobs (Australia)
  25. Matteria (Latin America)
  26. NGOJobsInAfrica (Africa) 
  27. UNDP Jobs (Asia)
  28. Next Billion (Global)
  29. Devnetjobs (Global)

Tip: When looking for jobs and career growth opportunities in the sector, including the latest hiring trends, Warren’s top piece of advice is to “follow the money.” A donor agnecy is always more worth than a grassroot agency in professional exposure, salary and even office culture.

Also, Database for NGOs / Development / Social Impact Sector is available for those who are interested in India.

Jan 14, 2020

Database for NGOs / Development / Social Impact Sector.

Update 2026: The Database is updated and free to access.  Revised: Firms for Development Sector Professional 

Information itself is big business, after all this is the age of big data. I had written before on the topic in Job Search in Rural Management Domain. Due to the limited access to information and networks, youths from Tier 2 and 3 areas struggle to get good jobs in the development sector. Youths didn't know even the names of the organizations working in the ecosystem. It is best to choose target employers where one would like to work and focus your efforts on those jobs and employers while searching for jobs. This database is delivered as solutions to bridge recruitment gaps and tap non-profits, social enterprises, and other mission-driven organizations. With over INR 50,000 Crore was spent in 4 years alone in the CSR sector and huge public welfare implementation done by Government, there is an immense chance for jobs in diverse roles.

I have a small experience in recruitment and that has got me thinking that access to information is having a detrimental effect on talent distribution in the development sector. The social sector needs democratic inclusion rather than oligarchic dominance by a few top national-level colleges and a selected network of fellows. Hence, I am sharing the database of names of organizations engaged in the social impact sector.

This is a detailed landscape database of the organizations working in the NGOs/ Development/ Social Impact Sector. Organization Name Database is an essential tool if you are a:

- Development Management Professionals looking to network
- NGO Practitioners hoping for a better salary
- College Students exploring companies
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You can access this database here: Firms for Development Sector Professional (Google Spreadsheet). The viewing access to the database comes with nominal fees of INR 100 per year. This database will help users to know the names of more than 600 companies spread across 40 domains plus additional information on Fellowships, Online Courses, and Job portals in our ecosystem. A sample screenshot is attached for preview:


* This database is in a Google spreadsheet, and an immediate request will be sent to the administrator when Request Access is clicked. The next steps will be emailed to the user in 24 hours.

Jul 23, 2019

Industry Connect Talk

On 30th June 2019, I had an esteemed opportunity to participate in Industry Connect Talk of Xavier School of Rural Management. The talk was conducted for the Rural Management batch of 2019-21. Truth be shared, this is the first time, I’ve given a talk in public place and that too a batch of aspiring rural managers. The speech revolved around exploring diverse opportunities in two years of college stay. I also gave a brief overview of the skills, students are expected to acquire before they venture into their careers in the respective domains of their choice


Career or academic goals may vary from time to time yet few qualities always help in gaining new heights. These three qualities were insights of a colleague (Subash Kumar). These are: Relationship Management, Deep commitment to Work and Always remembering 'Bad times will last longer than good times'. Interaction with students was really good but student debt was on the mind of each & every rural manager.

PS: I am sharing a paper by Dr. Michael Halse depicting an academic history of rural management domain. This will also bring historical context into perspective for millennial. “A new institute of rural management – and a new developmental discipline?

May 20, 2018

Development Consultants - Retention

A recent study of more than 600,000 researchers, entertainers, politicians, and athletes found that high performers are 400 percent more productive than average ones. Steve Jobs summed up talent’s importance with this advice: “Go after the cream of the cream. A small team of A+ players can run circles around a giant team of B and C players.” But only big 4 Consulting firms and donor agencies have power over the candidate with good monetary compensation and brand value. The other organizations have to design better HR retention strategy as they don't have deep pockets.

Being a leader at development organization is a tough task. There are essentially three basic ingredients that teams expect from a leader: Direction, Trust and Hope. Hence, building high impact team is tough as each individual require set of smart goals, timely feedback, progress monitoring, and supporting mechanism in the team. Yet, being a leader can lull one into a state of complacency. In that state one tend to assume that development consultants are subject to their will. One forget that a consultant can decide to leave them at any time. A leader can't retain development consultants alone on relationship basis. The company must support the leader with multiple levers (monetary, role, culture, growth, area of work) to manage and retain talent.

Monetary rewards are important. Development Consultants are mounted with education loans, rising inflation costs and increased peer pressure that further push talented lot to frequent hopping. Job security remains the number one reason that attracts development consultants in India, while salary is the number one driver to retain them. The organizational survey data indicates that the ability to match salary demands has been identified as the most critical challenge to hire individuals in the senior (65% of respondents) and middle management (59% of respondents) cadres, especially in urban areas. [Talent Infusion in social enterprise]

  1. 360 Degree Feedback: Development consulting firm must set a good example of managing candidate expectations by clearly defining and communicating the job role while also developing an exposure program for the new recruit. This must includes performance in probation period, annual salary increment, leave policy etc.
  2. Fairness in Appraisal: The most averted topic always come to haunt the enterprise during this phase. Fairness is the essence of justice. When the appraisal happen in a partisan manner and often whim of CEO, there will be disgruntled consultants.
  3. Intrapreneurship is the biggest opportunity for the managers, and can be instrumental in bringing big rewards. The monetary incentive to bring the business and client delight must be top priority for the development consultant. Such intrapreneurs must provide support the firm to start new ventures under the umbrella of the parent organization.
  4. Overburdening the development consultant with many consulting projects without offering a substantiate reward/ promise of the reward is a regular practice in development consultancy firms. This can't be brushed under the carpet as learning curve only. The burnout is a major reason to break away from the organization.
  5. Flexible hours: Development consultants want to have more flexibility in their working hours and remuneration packages than a pay increase. This can be introduced successfully in organizations by converting to the “total cost to company” concept and where the different generations and individual development consultants can choose to work less hours or condense their hours as well as how much of their remuneration packages is allocated to the various benefits and allowances made available by the organization.
  6. Work from home: While permitting flexible timings of work including permission to work from remote location must be encouraged. Encouraging development consultants to have a ‘work from home’ day at-least twice a week will be a great motivator. Many development consultants end up putting in additional effort on these days as well.
  7. Stock options: Equity in the organization is key factors in managing senior management talent. In other words, they create a sense of ownership in their development consultants who has shown loyalty and participated in the revenue of the firm.
  8. Volunteer Experience: Encouraging development consultants to work in other organizations for short term and get more hands-on experience for develop new skills/network can be used by the firm.
  9. Mentoring and career growth planning is important for middle and junior management. The insight into mentor's expertise by receiving critical feedback in key areas, such as communications, interpersonal relationships, client management, technical abilities, and leadership skills must be done in official manner. Gaining knowledge about your organization's culture and unspoken rules that can be critical for success and; therefore, adapting more quickly to your organization's culture.
  10. Access to Professional Network: Professional networking opportunities like conferences, mentoring, or even secondment to other parts of the organization, where they can get deeper insights into the work the organization does, and the difference it really makes. Networking with a more influential development consultants and donors always help in developing professional network of the consultant.
  11. Visibility: Everyone wants to work with a star performer. The drive of HR Manager must be for making a consultant into star performer. Fundamentally, opportunities and visibility creates a positive loop – visibility increase faster if one work on more opportunities; and one is picked for more opportunities if one has a higher visibility. The recognition of the peers is often greatest motivation factor in the ecosystem of organization.
There is a British saying I always loved, “penny wise, pound foolish.” Organization spent more money in hiring new recruits rather than retaining in house talent. Retaining your good development consultant is such a valuable activity to focus on; it means spending less on employee turnover, reducing the chances of knowledge loss, and that keeps the morale of the team high. What is often overlooked when considering the retention strategies, is the habit of encouraging and listening to feedback from the exiting development consultants. They focus on retaining star consultant while they actually need a cadre of good consultants rather than solo star.

Organizations always crib the fact that candidates lack the soft-skills to work in a development consultancy. But the not-for-profit sector isn't generally known for offering the structured training programs or even assigning a mentor that some big corporates provide. There will no perfectly finished development consultant to hire. There will be critical gaps in soft skills among candidates most of times, especially at the middle management and junior staff level. What must be non negotiable is good understanding of the sector with relevant technical skills.

Apr 26, 2018

Development Consultants - Hiring

A Development Consultant’s primary role is to own and give technical advisory to the client projects and to facilitate research, in-depth analysis, and insightful problem-solving. It is common for clients/consultancy firms to find social consultants through personal links and alumni networks, and while this may be effective, it is weak in terms of competition, transparency, and accountability. The best way is to reach a range of potential consultants is to use free digital networks like Face-book Groups or LinkedIn or pay to advertise on job portals like NGOBOX. This improves the impartiality, build the credibility of the recruitment process, and creates chances of diversity in the organization.

The sure way to build pipeline of talent is to build good relationships with one or two recruitment partners who can provide access to quality talent and help benchmark against the industry. The recruitment process must also include advertising the post through personal networks, asking colleagues for recommendations, or encouraging particular consultants to apply. Referral is the proof that the culture and profile of the organization has positively impacted life of employees. Getting referred candidates is an important part of the process and although this does not make it a more open procedure it provides an element of cross-checking. It is important to know if someone is recommending a consultant or just passing information to their contact details.

One must look for a generalist while hiring a development consultant for the middle and lower ladder of the management. The expertise is to build slowly in the young recruit over the years. Some skills are needed in all consultancy work and may be as important as specific areas of knowledge or experience. For example, the ability to understand a situation quickly, to get on well with people and, perhaps above all, to be able to write quickly and clearly. In most cases of consultancy, knack for networking, budgeting and writing skills are crucial for a junior consultant. A Development Consultant needs to demonstrate capability:

1. Technical skills which are specific to the sectors
2. Business Communication and Interpersonal skills, which apply to all situations
3. Consulting skills, which apply to the requirements of each consulting phase
4. Relevant Work Experience (Consulting) or even Project Implementation
5. Lead Generation for Business Development and Networking
6. Extra: Local Activism, Volunteer Activities, Data Analysis & Quantitative Skills

The screening of the candidates can be done on the parameters given above in the resume. Screening resumes usually involve filtering based on the role’s minimum and preferred qualifications. The biggest challenge of screening resumes by far is volume. The recruitment process must be designed in four stages.

1. Communication Skills through Telephonic Interview
2. Quantitative Skills through Small scale B-Plan/ Budgeting
3. Analytical and Technical Skills: Analysis through a case study
4. The Last round should be Interview: Career vision, leadership, and team building

Even an organization will always put credence in analyzing track records and relevant experience, reviewing written reports, and talking to referees. But it is in the interview where chemistry is established and essential intangibles like passion, adaptability, and fit are determined. The trick is to hire mix of star and undervalued people and then give them proper leadership, guidance, environment and tools. Star will give you stellar performance for a short period of time (1-2 Years) while an undervalued person will deliver tremendous loyalty and above average performance when given proper mentor-ship and supportive structures. Hiring an undervalued consultant is not about promoting incompetence but the same as buying good stocks at a low worth.


Whenever you question the investment in hiring, always remember a great vision without great people is irrelevant. Good development consultants are expensive. As they say, If you pay peanuts, you get monkeys.

Jul 4, 2017

Fellowship or MBA in Development Sector

Today, the development sector has emerged as an unconventional yet full-fledged career option amongst the youth worldwide. People seeking careers in Development Sector face a dilemma on the choice between MBA in Rural/Health/Forest management and fellowship opportunities pan India. There are pros and cons to each choice:

1. Academia: Most candidates become largely irrelevant in running social enterprises by putting effort to keep themselves either too much academic or searching for degrees from premier colleges. B School always provides a broad base knowledge base than that is gathered in classroom training of Fellowship.

2. Seeking Experience - The grassroots experience is a must before jumping into solving an issue as one has to acknowledge the gap between ideology and lived experience. Fellowship experience will be much more diverse and fruitful than 2 years in MBA school.

3. Network Effect - The number of students enrolling and attending the MBA is much more than the fellowship program. There is an inherent advantage due to networking in the majority. The majority and minority are about positions in the career ladder, not numbers alone. Yet old institutions have good alumni networks required to establish oneself in employment markets.

4. Future Study Abroad: A full-time MBA program gives a base through academic rigor. MBA schools in the development sector refine skills by having options like IRP/Mini Thesis on chosen topics. This forms a launch pad for students looking for opportunities to study abroad in courses like Public Policy and Public Administration.

5. Peer Quality - Applicants for both go through assessments like Reasoning, Aptitude Tests, Group Discussions or presentations about a subject related to the development sector, and a face-to-face interview. The focus is more on the quantity rather than fit in MBA. Hence, many dedicated and like-minded peers will be more likely to be found in the fellowship program.

6. Content of the Program - The content of both is nearly the same with different weights to the mix of NGO Visits, Classroom Experience, Village Studies, & Leadership Activities. The exposure to different ideas is much limited in fellowship but the depth of the program helps those people who had already made choices for the career goal.

7. Social Entrepreneurship - SE is a combination of both thorough knowledge and action-driven attitude. The fellowship is a much-preferred way to effectively diagnose risk aptitude and aspirations. The fellowship gives a lot of independent thinking and supports entrepreneurship through business skills training, etc.

8. Leadership Development - The leader-centric functioning of nonprofits has always doomed the development sector but this is a less talked phenomenon in the classrooms. But even various theory of Leadership (Analyst, Architect, & Strategist) doesn't come much good in real life. Fellowship provides a direct opportunity to interact with Non-Profit leaders who are taking tactical and strategic decisions in handling the resources.

Prestigious Fellowship in India

1. Transforming India Initiative
2. Teach for India Fellowship
3. Legislative Assistants to Members of Parliament (LAMP) Fellowship
4. William J Clinton Fellowship
5. Gandhi Fellowship
6. Azim Premji Foundation Fellowship Program
7. Ashoka Fellowship
8. India Fellow Social Leadership Program
9. Indian School of Development Management (ISDM)
10. Deshpande Fellowship Program
11. Pradan
12. Young India Fellowship

MBA Option: Private MBA-School has a pure market orientation since higher infrastructure and faculty cost can't be covered with lower admission fees and lower batch sizes of students. Subsidized education at public institutions like IIFM and IRMA gives a much better option to start fresh and new as a development professional. Let us cross-examine the private & public institutions in rural management.

Rural Management of Xavier University Bhubaneswar will cost around INR 15 Lakh (Program fee - INR 11 Lakhs, Development Fund: INR 1 Lakhs, Boarding and Lodging Expenses: INR 1.76 Lakhs, Course Material, IT, Alumni & Placement Expenses: INR 1.4 Lakhs). The highest domestic salary stood at INR 11.00 Lakhs per annum. The average annual compensation stood at INR 7.32 Lakhs per annum. The Median annual compensation stood at INR 7.00 Lakhs per annum. The high-end jobs belong to Banking and Rural Marketing sectors. So even with 20% of the savings from the average income, it will take almost 10 years to repay the loan here. These high fees have been dissuading young students from studying in private institutions to make a career in the development sector. Even public institutions like IRMA will cost around INR 12 Lakh (Program fee - INR 9.5 Lakhs, Activity Charge- 0.6 Lakhs, Boarding and Lodging Expenses: INR 1.5 Lakhs). The average annual compensation stood at INR 10.22 Lakhs per annum. So, with the same logic, it will take a minimum of 5-6 years to repay the education loan.

I assume that appropriate candidates for fellowships are freshers with 1-2 years of experience and mid-career professionals who have a commitment to public service, leadership traits, and the potential for professional advancement. The unexperienced students must prefer public institutions like XISS, TISS or IIFM otherwise choose fellowship over private MBA institutions. The burden of a loan restricts a professional in long-term decision-making and financial freedom. Mostly, aspirants engaged in the job or college hadn't enough time to think without peer pressure, analyze the career and work out what is vital to get the best out of oneself. But, in the end, one has to think deeply, discover options, and take bold yet pragmatic decisions before making a career in the development sector.

Jun 9, 2017

First Time Manager

As a fresher, I always thought experience is just a word, but now I certainly believe in it. I have understood the ebbs and flows of the profession better.  What really do organizations want out of the professional? The simple answer is “get the job done”. Generally speaking, all managers are charged with three responsibilities: making money for the firm while saving time and reducing expenses. In below lines, find few tips for the first-time managers:

Skill development It is always expected to have basic skills to conduct meetings, reviews, analysis, and communication skill. There must be always focused on developing self-capacity to increase productivity. This includes a small task of planning for day work in hours to being updated with the latest know-how in the field. Work on your written and verbal communication skills to become more appreciative and acknowledging of your coworkers.

Ask for Trouble- Effort is important but where to put effort distinguishes achievers from hard workers. It is important to get your hands dirty by taking over troubled account or project. The problem can be varying from small communication gaps to a series of missteps. Learn about the root cause of the original problem. Why previous attempts to turn things around were unsuccessful?The solution approach helps in understanding the nature of business development and service quality of the organization.

Understand Business- It is always beneficial to spend some time with senior management. The process to design strategy, decision making and contribution are widely learned in this process only. Consumer behavior, public policy, and external environment are constantly changing and managers ability to anticipate and respond to these changes is vital to the top leadership.

Networking - The meaningful connections with teammates, clients, and supervisors is relationship building in the simple and effective form. It is always better to have network spread across age, sex, ranks, department, and alumni network. This involves regularly answer to emails and returning phone calls, engaging with employees in the hall and break room. Be Assertive, Admit when wrong and Make promises what you can keep.

Managing Team - Make sure that same rule is applied for everyone. If a manager seems to be close friends with just one or a few members of a team — to the exclusion of others — this could be a case of playing favorites that could easily escalate. Any manager that checks in with individuals on time utilization far more than necessary is likely a micro-manager.

Decision Making - It is always better to be consistent and a bit of flexible on decisions, responding emails, approach towards a problem, in monitoring team progress. The reputation of the person flip-flopping under pressure decays rapidly. Never fall into a meeting trap, in which meetings are routinely and unnecessarily convened, because constantly meetings for “input” or to consult about an issue could signal a problem with indecision.

It is important to never lose sight of the basics. Sportsmen are the best to emulate on the competition and positive attitude. Regardless of their ranking, they train regularly to strengthen and refine their basic techniques. It is important to understand what really matters to someone, whether an entry-level team member straight out of school or a veteran employee. A manager must seek to understand what each people in the network really care about. This may sound obvious, but in the midst of pressure for deliverables, it’s often forgotten.

The working culture, beliefs, and attitudes prevailing in the organization dilute individual beliefs in most of the cases. There will be a lot of unknowns when one is naive and young: Do I belong here? Am I good enough? There's a lot of proving to do along the way, to yourself and to those around you. Sometimes you need a bit of success to just say: I actually belong here!

Please read 10 Challenges That Every First-Time Manager Will Face by Jacob Shria for more such gyaan.

Mar 20, 2017

Job Search in Rural Management Domain

Rural management gives career option in both for profit as well as non for profit sectors. A rural management professional can very well be part of the mainstream down the line even though starting career from a rural base. Job search in the rural management domain is more about information asymmetry than plain vanilla hunt for opportunities. While seeking for job, professionals apply for anything and everything in response to the posted vacancies in the job portals. Consequently, the chances of resume being ignored by the recruiters becomes high. To avoid the rejection, it is suggested to have a customized resume and job applications by including the keywords used in the job description that fits with your skills and experience. An updated Linked-In profile and healthy networking helps in a great way.

I have faced difficulties as a job seeker looking for the right job and even knowing name of various companies/ organization of the rural management domain. It is best to choose a target employers where one would like to work, and focus your efforts on those jobs and employers. I have compiled list of organizations apt for a rural management professional that will assist one in reaching the right and targeted organizations easily.

This database will come in handy to the development professional, current students and alumni of XIMB, XISS, EDI, XIDAS, IRMA, VAMNICOM, Amity University, TISS, KSRM, IRM, IIFM, IIHMR, NIAM, GBPSSI, BIMT, NIMT, IISWBM, NIRDPR & TERI University.

Please provide feedback for any company and organizations not mentioned here.

Learning of the Day: It is important to negotiate on the salary and consider this as a marathon, not a sprint. Prof. Deepak Malhotra offers 15 pieces of negotiation advice in an informal session for students at the Harvard Business School.