Talent as Consciousness Engineering
Reflections from 4 Years in Talent Acquisition
A Journey Through Consciousness, Identity, and Talent Mastery
The most fascinating game I've ever played is assembling complex systems of people who create something beautiful in the world—a mosaic of minds that collectively shape our reality.
After 4 years at Caseware, building teams across 11 global markets and bringing in over 200 people to an organization that grew from 300 to nearly 950, I'm capturing this moment of transition not merely as career reflection, but as a philosophical exploration of talent, consciousness, and identity.
This article isn't just for recruiters. It's for candidates seeking to understand how they're being truly evaluated. For hiring managers, for navigating the most critical decisions they make. And ultimately, for my future self, a time capsule of lessons that transformed not just my career, but my understanding of human potential.
1. ORIGIN & TRANSFORMATION
I immigrated in 2019. Honestly, when I came to the new country, I thought that I didn't have any special skills. At that time, I thought that the things that I've called personal development were so obvious to me that I never realized that they could become something actually valuable, something the world needs, and people are willing to pay for.
After a year working on contract, I gained a certain level of awareness that I do have something of value. I knew there was something that I could offer to the businesses out there. But still - that first career transition was a massive lesson in humility. For 1 year, I was helping other people find jobs. I thought I cracked the game - I understood resumes, interviews, and networking and all that stuff, but it still took me more than 111 days to land the next job. Lots I have learned through that time.
First - being unemployed is a status. Being jobless is a mindset. This mindset does not serve you. Even though I didn't have a day job, I was never jobless. I was constantly occupied. Moving. Hustling. I was still making some money as a coach, still making some money as a teacher, and working on my side projects that helped other things like branding. Not having a job is a fact. Scarcity is a mindset. It doesn't matter what your status is if you know who you are.
My work was noticed. I got an opportunity at Caseware. When I joined Caseware, I didn't join just another company—I entered an ecosystem in which my evolution could be accelerated. I remember asking all my senior colleagues how many years it would take me to become a senior recruiter. They said it would take me 5 to 7 years. I told them right away - I don't have this kind of time.
That mindset positions a question, "How can I squeeze 5-7 years of learning into a short time frame?"
The formula of learning is time multiplied by intensity. The higher your intensity of learning, the shorter the time required. This is why management consultants develop their minds so quickly—they have many reps, a lot of very intense work, squeezed into a short timeframe. That's what I had to create for myself.
I was very intentional, putting in 2-3 extra hours daily, waking up at 6 a.m., really grinding hard. I wanted to build my reputation and skillset as quickly as possible.
This is the 2nd piece to the puzzle.
What most people don't understand—and I agree it's very counterintuitive—is that if you put in 10% extra every day, it's not going to yield you just 10% output at the end of the year. You benefit from compounding effects, from the growth of your skill, and reputation, and actually your output can be 60%, 80%, or even 100% higher than someone who is there clocking in, clocking out, doing their normal 9-to-5.
This mode of execution manifested results. I progressed rapidly. I started working with execs within 6 months. Got my first raise. Senior Talent Partner within the 1st year. Principal within 2 years. MVP 2023 - executive choice, voted unanimously. This is a pattern that was engineered through intention and intensity.
I was building trust equity within the organization, and that trust had a compounding effect as well. When you deliver for one person, they champion your brand and tell everyone within the organization about the great experience they had with you. When you deliver for multiple stakeholders, that reputation grows exponentially. Within the first 2 years, I was the go-to person on all things Talent within the org.
If you're a junior recruiter reading this, this is your ambition. If your hiring manager calls you and says, "Hey, I actually worked with this person before. But I will not make this decision without your opinion." This is how you know you are a made man (or a woman). If you're thinking about the job in terms of protection, then when all executives know that you're the best asset the company has, that's when you know you will be protected beyond just your direct line manager.
How do you gain trust equity fast? Here is one mental model. The love language of hiring managers is speed, quality, and diversity. When they see that you truly understand their needs and deliver top talent with precision, within days, this is when you gain trust equity that extends across the whole organization. And this is how you gain that ability to influence. Because you can literally say, "We closed that role for this hiring manager within 7 days. Is it something that you want to reproduce?" Your results become your leverage.
I've been honing my craft for the past 4 years, and my understanding of what recruitment and talent acquisition truly is has been evolving. Now that I understand this evolution that my mind went through, I also realize that it will continue. I will continue to evolve in my understanding of how I see talent, potential, selection, mental architecture, and organizational architecture through building high-performing teams.
2. MENTAL MODELS THAT MADE ME DANGEROUS
When I joined as an entry-level recruiter, I thought I needed to be rational and intellectual, remove psychological bias, and not lean on gut feel. Wrong. Your intuition is a skill, and it is one of the most powerful skills you have and can develop. It's a skill you can nurture and hone along with other metacognitive abilities like for example, pattern recognition.
That perspective has changed entirely. The thing that I call "my instincts" is precisely the thing that I am being paid for.
Here are the mental models that transformed my effectiveness:
Reputation is the Ultimate Currency
Reputation is the ultimate currency. It has a compounding effect—I call it building trust equity within the organization. When you deliver for one stakeholder, they tell others. Your reputation cascades and eventually, everyone wants to work with you. This process of building your reputation both internally and externally - can be a very intentional process. You can create it by design.
If It's Not a Hell Yes, It's a Hell No
The decision-making principle. When evaluating candidates, if your gut isn't screaming "hell yes!"—walk away. Of course, it becomes more nuanced with senior and executive roles where multiple stakeholders are involved, each with their own biases and projections. But as a guiding principle, you want "hell yes" within yourself and from all business stakeholders when making hiring decisions.
The Way You Do Anything Is the Way You Do Everything
The way you organize your digital space is the way you organize your mind space. The way you exercise is the way you execute your work. The way you treat yourself is the way you treat others. Everything is interconnected. Everything is One. The devil is in the details. Everyone I know who's fairly successful in life sweats the details. They all sweat the small stuff—they obsess about the smallest details of the larger big picture because they understand that the big-picture strategy is the ultimate combination of all the small things executed with precision.
Identity Supersedes Experience
People with superficial thinking look at recruiters and think we hire based on years of experience, qualifications, and motivation. This sounds like an oversimplification.
My purpose in the conversation is to understand a person's identity. What is that sense of "I" they've constructed, what is that Concept of Self that they have created as a system of thoughts, notions, ideas, conceptions, and beliefs.
Think about it. If someone thinks of themselves that they're a hardworking person, what will they do? They'll work hard. If they believe their mission is to deliver exceptional software, that's what they'll do. If they think they're a people person, they'll exhibit collaborative behavior. I'm looking for identity, not just skills.
I don't see myself as a recruiter.
What I do can be called Reality Architecture.
I construct new realities through assembling like-minded people who vibrate at the same consciousness frequency, so that they could align in their values, purpose, and skills to create something that hasn't existed before. I'm building teams of people who build something that is changing the shape of the world.
This is the most fascinating game for me, that it's almost like playing Lego on steroids, but instead of bricks, you're using human minds.
When all pieces come together and you assemble them in a particular pattern—a mosaic, a jigsaw puzzle—in which every human mind is a piece, you create a consciousness system. And as with any complex system, each piece has bonds and interconnections and emerging properties. With each new element entering the system, it infinitely increases the complexity of what's possible.
When I joined Caseware, we were an organization of 300 people. I personally brought more than 200 folks. Today, the organization is roughly around 800 people.
Contributing to a quarter of the headcount of a global software organization, a Canadian tech unicorn, is indeed a fascinating game. The teams that have been built, the group of people united under the Caseware mission, they're going to create something that will shape our collective reality on this planet.
I couldn't initially understand the idea behind audit. But my research helped me to connect to the mission eventually.
All companies get audited, and no one likes audits because it involves going into financial books and in its nature it is very disruptive to normal business operations. It's a scary process too, for a founder/executive because you need to ensure financial health that demonstrates ethics and financial hygiene. It's an invasive procedure that disrupts the normal homeostasis of business.
Organizations like Caseware make the audit process and the work of auditors more seamless, intuitive, fast, and efficient. Efficiency creates increased speed, increased quality, and less disruption to normal business operations. By doing that, they are enabling all businesses - all businesses need to get audited. For me, this is the quote "rising tide lifts all ships" in action. An amazing piece of software that can be scaled infinitely for the whole planet can literally change how our collective reality is being created.
With that logic, I was able to stand behind that mission for a very long time as its champion and representative. Please note, this understanding didn't happen overnight. You create this kind of narrative by design, by talking to executives who see the things you don't see, but you're only enabling your mind to create such narratives when you're fully educated on the matter and understand things at a level way deeper than your regular recruiter is willing to go to.
This is a principle for life too: you repel what you don't understand.
Whenever you experience feeling of rejection, resistance, or negative reactions to things, it's because you probably don't understand them deeply enough.
That's definitely true for building relationships with people, because whatever triggers you in another person is probably something unprocessed within your own consciousness.
There is no such thing as conflict between people - there is only self-conflict. All you have is conflicting thoughts, and the more grounded you are in your own self-knowledge the more clarity in your judgment and thinking you will have.
Identity supersedes experience.
Your self-concept (identity) filters, interprets, and even creates the meaning of your experiences.
Do the inner work at the level of Identity, and everything else will fall into place.
The Ideal Team Player Framework
This ties directly to how I approach selecting talent: self-awareness. This is the only skill that matters—self-awareness translated to a set of metacognitive skills.
We say that an ideal team player is someone who is hungry, humble, smart.
What does that mean?
Hungry: It means the person is absolutely self-aware about their internal drivers. They know what they want, they know why they want it, and they have the intelligence not only to create what they want but also to understand why they want these things. This form of intelligence is extremely rare. Most people desire things they've been conditioned to want. True hunger is absolute crystal clarity on your internal drivers, which leads to absolute disinterest in external validation because all sources of validation are internal.
You know who you are, what drives you, what your purpose, your mission, your values, and what kind of life you want to create. That clarity becomes your decision-making framework because everything is optimized toward that. Everything not aligned gets discarded or minimized. This clarity transforms into immense drive because when you know what you want and why you want it, all that's left is to execute. The speed, intensity, and ruthlessness of execution is simply a function of that clarity.
Humble: Humility is two things. One is knowing what you are and not pretending to be what you are not—which is again, a function of self-awareness. The more you know yourself, the more you know who you are, and no one's opinions can sway you. You're grounded in your identity, external validation matters not.
The second part is intellectual humility—knowing that you've been on a journey, repeatedly rethinking and reinventing your identity. Your mind and mental models have evolved, showing you that you never fully arrive or have absolute knowledge.
Look at your life. Every time you've operated with absolute conviction, something else has shown you there's always more to learn about your mind, life, and other people. This consistently reminds you the foundational principles "we don't know what we don't know"—it is also an operating principle in NLP. Hence, there could be knowledge that would completely revolutionize your understanding of life and self.
What if there is something about Life and your Self that you completely missed?
What if everyone everywhere is wrong about everything?
Smart: When Patrick Lencioni (who coined the Ideal Team Player framework in his book) talks about smart, he's referring to the ability to deal with other people. Being smart means having collaboration skills and emotional intelligence, not technical skills.
You can learn technical skills and technology, but the ability to work collaboratively with others comes from self-awareness. The more you know your mind inside out, the less reactive you become. You don't get triggered by others, you understand them, and you can read them because you can read your own mind, your own thinking patterns and reactions.
Because you can read others, your influencing and communication skills improve, as does your equanimity. Emotional intelligence—knowing what emotions you feel and why, understanding others, and empathizing with them—can only come from self-awareness. The more time you spend studying your own mind, the less reactive and more understanding and tolerant you become. As a result, you work better with others. Meaning: you become capable of delivering better results.
You can tell at this point: all these skills function from one skill: self-awareness.
That's what I've been doing intensely for the past 5 years through coaching.
A coach is an external source of awareness leading you to a deeper understanding of your own mind. The more you familiarize yourself with your inner reality, the more you understand it. What you understand, you can control. What you control you can master.
Master your inner reality - and you will master the external reality too.
The Evolution of Consciousness Framework
In talent acquisition, I look for people with developed metacognition.
When you find those rare humans with that level of metacognition and bring them together, you can give them an idea, a game to play, and they'll play it to fulfill their needs for self-actualization and intellectual curiosity while making a living and providing for those they love.
The talent acquisition game is basically creating an ecosystem where each node is carefully selected.
The coaching aspect comes later in developing people, helping them further their metacognitive skills—skills that enable them not just to think about stuff, but think about their own thinking, and improve the quality of their thinking through iterations. Over time, this inevitably translates to higher performance because mastering the mind leads to mastering the craft. All aspects of reality - their body, their reality, their relationships - all follow the mind architecture.
Awakening to the higher truth is always a question of nature and nurture, and the nature component is crucial. People need to want that development. There is no deeper understanding where there is no sincere desire to understand deeply.
And it's normal. We all go through different levels of evolutionary consciousness.
If I were to give a simple example of a map of consciousness evolution, we can talk about 4 basic stages:
Phase 1: Reactive State
Not action causality but reaction
Action stems from external stimuli or a crisis
Avoiding responsibility
Life inside mental constructs, not reality
Delegation of authority and responsibility to others
Victim mentality
Thinking in extremes (black/white, good/bad, correct/incorrect, right/wrong)
Dependence on external factors for motivation
Phase 2: Awakening State
Quick awareness of your patterns when they appear
Starting to take responsibility for your life and your thoughts
Paying attention to others' thinking and realizing your thinking is only your own
Testing your reality against mental constructs
Actively investigating your values and desires
Developing internal motivation and validation
Beginning self-reflection practices
Phase 3: Self-Aware State
Ability to choose a response, not automatically fall into reaction
Accepting responsibility as a source of freedom, not limitation
Life in accordance with consciously designed and selected values
Accepting others as they are
Balance between planning and spontaneity
Different aspects of identity are starting to integrate at this stage
Phase 4: Integrated State
Focus on long-term purpose
Integrated state ("integer" means one)—everything moves as one (body, mind, spirit are all fully aligned)
Absence of or minimal self-conflict
Complete alignment with values feels natural, not effortful
Integrated perception of self and life through deeper self-understanding
Completely transformed relationship with thinking
Ability to form healthy, symbiotic relationships
Absolute clarity of long-term goals and meaning
All aspects of identity are integrated as one whole
From a recruitment perspective, I'm looking for people who have progressed on this ladder of evolution and are as close as possible to the integrated state.
They have the capacity to set aside (or even completely transcend) the interference of their minds so they can perform with full intensity and ability.
In the coaching realm of my work - this is what I do. I take people through this evolution of consciousness, helping them deepen self-knowledge and reach the integrated state much faster and attain high levels of metacognition. In non-duality coaching specifically this happens as a by-product of disintegrating everything false, destroying mental constructs and the ego concept, and awakening from the dream of the thinking mind.
3. LESSONS FOR PLAYERS IN THE GAME
For Junior Recruiters
Junior recruiters waste time on exactly that - simply being junior. Being junior is not a function of age. It's a function of the maturity of your mental models.
And that is precisely why the recruitment game is beautiful - your years of experience don't matter.
Experience can be gained extremely quickly if you put your mind and energy into it and accumulate recruitment cycles fast.
What's most important are your metacognitive skills, pattern recognition skills, organizational skills, clarity translated into drive, ruthless execution, and self-knowledge.
Your ability to read people is a direct function of your ability to read yourself. If you don't spend time understanding your own mind, you'll remain at a reactive stage of consciousness where you don't understand others.
Three things you learn very quickly in coaching that will be helpful in recruitment:
People always do what they want to do
They never do what they don't want to do
You cannot move a person from one thing to another
Talent acquisition is coaching.
Career transition is a change. It is a transformation that's scary and associated with anxieties and fears.
Your job as a coach/recruiter is to untangle that by weaving in another narrative. People have fear and anxiety when there's unknown, when they don't understand something. It's your job to guide them to that new level of understanding, to show them other angles they might not have considered.
It is not your job to convince anybody.
When people think recruitment is sales, it's actually more educational, more consultative sales.
Your obligation to candidates and hiring managers is the same: to provide options.
For hiring managers, explain the talent available at different price points and advise on market conditions.
For candidates, show them the door to an alternative reality: "Here's your current reality, and here's a reality that you can manifest here. Is this what you want?"
This mindset eliminates pressure completely.
It is not your job to push people to make decisions. Your job is to give options and coach them through choice.
Your energy is one of your most precious resources.
If you don't know where to invest it, it can (and will) be wasted on emotional turmoil, being too attached to the fruits of your labor, obsessing about results. It's not your job to create results—your job is to align minds so that the reality can unfold naturally as it should.
The mindset shift that separates good recruiters from great ones: Good recruiters think their job is to fill jobs. Great ones are there to build teams that deliver business results.
External agency or internal talent acquisition - my philosophy does not change. My job is to be a talent partner to the business. My job is to build that business as if it was my own. To serve as advisor and strategist, helping the founders/executives assemble that puzzle. This is one of the most complex puzzles they have because humans are complex and unpredictable, and mistakes with humans can get very expensive.
One good 10X operator can revolutionize your business; one toxic 10X knave can bring the whole ship down.
If you want to excel in the recruitment game, you need absolute intellectual hunger. You must understand reality better than anyone else. That means becoming the Ultimate Generalist. Being that is your specialization.
You can't be an expert in one field—your job is to train your mind as a complex system, that will evolve with new emergent properties. Your versatility and ability to learn across diverse subjects like science, tech, spirituality, religion, history, or even music enables you to understand complex systems—the world, business, and mind—and by extension, see patterns that enable you to select the best talent.
Also, the best talent are specialists - they will be more developed than you in their areas of specialization, but what's very important for your talent acquisition skill is that they will be attracted to your depth and sophistication.
One of the strongest skills businesses seek is your ability to create a compelling value proposition. Are you capable of coaching the candidate through the process of revealing for themselves the value in the new opportunity?
If you're not intentionally generating depth and sophistication, you're doomed to remain shallow with limited influence. Shallow is not attractive.
If you want to work with top operators, becoming one is the only path.
For Hiring Managers
The number one pitfall hiring managers fall into is confusing a job description with a person description.
Let your recruiter care about the person description—this is their domain. They solve business problems with people through understanding what kind of person must be placed in the seat to solve a particular business problem.
Your prerogative is to scope the role properly—define the business problem and crystallize it with the smallest details.
What exactly is required? Where are you going in the business? Where do you want to take the business? What are your objectives and key results? What is your vision? What reality do you want to create?
Get crystal clear on the pains within the business you seek to solve and work with your recruiter, who will coach you through the right questions on the intake call, where you will be able to think out loud and crystallize the true Job Description for yourself.
Another common mistake is judging people through resumes.
There are two things to understand about resumes:
First, if you're intelligent, you should be intelligent about resume writing, but trust me, not everyone is. People who over-index on technical skill might under-index on understanding how the hiring game works—they're not recruiters who specialize in creating convincing marketing collateral.
Second, the best people may actually have jagged, spiky resumes with uncommon patterns. They'll still show a pattern of achievement, but their story might appear uncohesive, revealing their intellectual curiosity and the results they have created through their intelligence.
The ultimate test for human intelligence: Look at what they've been able to create with their life.
Look at their body, mind, relationships, peace of mind, then look at their career and money. Everything they've manifested is the product of their intelligence at work.
Want to see how smart someone is? Examine their life.
Want to see how smart you are? Examine yours.
Another bias is wanting to hire someone like yourself, or asking recruiters to clone your top performers.
This is a primitive mental model that intelligent hiring managers do not have.
Even as a hiring manager, you would benefit from understanding the deeper philosophy of talent and human potential.
Recruiters give you options, yet the final decision is still yours—you must be even better at pattern recognition and understanding human potential, mind, and consciousness, and how these manifest in career results and technical skill.
Similarly important is your ability to coach—if you hire a person for potential, it is your job to then help them actualize it. To build a path for human development and bring out the best in people, multiplying their strengths and mitigating weaknesses.
For Candidates
If you want to be unforgettable, develop self-awareness.
The more you understand yourself, the more attractive you become to sophisticated hiring teams. As I mentioned earlier:
Performance = Potential - Interference.
Your potential is given. The greatest Interference is the Interference of your own mind.
An integrated human being is one who has learned how to uncondition themselves—they learned how to remove all programming from parents, school, culture, tradition—and reengineer their Identity intentionally, by design.
The person who has tamed their demons and learned to utilize their mind not as identity but as a tool of reality creation—that's what I'm looking for as a recruiter.
Everyone's selection criteria depend on their phase of consciousness, too.
Whether the process is conscious or subconscious, we gravitate toward people who are extremely self-aware, extremely intelligent, extremely confident yet humble, and whose intelligence translates into their understanding of self, understanding of the world, and their ability to manipulate reality to create the life that they want.
Is that something that your mind can do?
Is your mind capable of showcasing what your mind is capable of?
For Executive Teams
The most successful executives understand one thing: Hiring top talent is the most important job you have.
You hire people who literally build your business—your teams and their DNA is your highest leverage play.
Executives by the nature of their role have to spend a lot of time on managing cost efficiency. Hiring right people is the highest cost efficiency play.
If you build your organization from "5Xers" or "10Xers"—humans whose minds are so strong and whose ability to control their minds is so proficient that they create outsized output—you transform your business.
One software architect is not the same as ten senior developers. One architect can create something that produces outsized change.
One culture champion can change the mood in the whole organization.
That's why your first priority must be to hire people who are experts in hiring. Your Talent Partner (internal or external) must have absolute proficiency in detection and attraction of those rare humans who can operate at 5X-10X capacity.
You need talent partners who themselves operate at that level of consciousness—integrated beings with extreme self-awareness who operate from inner silence, read people effectively, and understand deeply the principles of talent architecture and consciousness, not just filling jobs and creating activity from primitive mental models.
4. MY PERSONAL OPERATING SYSTEM
As James Clear writes in Atomic Habits:
You do not rise to the level of your goals; you fall to the level of your systems.
When you build your perception as a system, your mind is a system, your life is a system, your whole experience transforms.
What is a System?
Example:
Brushing teeth is a system—installed, semi-automatic, not consciously channelled behaviour.
It doesn't matter if you wake up late or early, feel sad or angry, you are too fat or too skinny, single or married, you still do it.
The system works because you work it.
You can create internal rituals like that—repeatable behaviors that operate regardless of how you think or feel about them—that compound to bring the life results you want long-term.
System creation requires self-awareness.
Self-awareness requires self-observation.
There are 3 forms of self-observation that build your recruitment ability, hiring ability, and operational effectiveness:
Meditation - Closing your eyes and familiarizing yourself with your inner reality, studying the thoughts, examining your mind
Journaling - Taking thoughts and transforming them into physical reality, studying them to understand the thinking patterns and the content of your mind that is locked inside your head
Coaching - Having someone as a metacognitive mirror reflecting back everything you say so that you can listen to yourself and pressure-test your own thinking
What makes me extremely effective and high-performing is the process of gradually eliminating the interference of the mind.
Being with an integrated mind has zero self-conflict, zero fear, zero craving for external validation.
I understand my mind, and because I understand it, I can control it. Because I control it, I control my reality. The mind is not me. The mind is the ultimate tool of reality creation, and I treat it as such.
That's how you maintain mental clarity under pressure and politics—because you see through all these mind games and don't engage.
My tools and workflows start with my body—one of the most important tools of reality creation.
Most people try to increase capacity with a limited battery instead of increasing the battery itself. They work hard with the energy they have. They rarely work hard to increase life energy. I spend a lot of time working on my energy. I don't smoke, don't drink, don't eat meat.
My personal framework comes down to essentials that I call 5Ws.
I:
Work
Work out
Walk
Write/read
and spend time with my Wife (family time)
These 5 Ws are 90-95% of my reality at this phase of my life. Everything else takes very little time.
I invest in relationships, building my inner circle of people who elevate me. I recharge through yoga, stretching, sauna, walking in the park, and writing—creating structure out of mental chaos, constantly eliminating the mental architecture that doesn't work, and organizing/upgrading further what does.
But it doesn't matter how I do it.
It's about how you'll do it.
There are things that you can try to replicate, but there's no guarantee they'd work - precisely because you are operating from the "replication" mindset.
You must become a master of your own mind, and to be that, you need to understand it.
For that, consider coaching.
I can help you become the master of your Inner Reality.
5. CLOSURE & LEGACY
It was an incredible journey. 4 years is a long time in a human's life.
What I feel is complex. It's less a sense of pride and more a sense of accomplishment—it is a feeling of completion of a massive intellectual exercise over 4 years to evolve myself into something else while building a best-in-class software business.
Simon Sinek writes: Your self-esteem is the reputation you have with yourself.
That's the reputation with myself I've been building—getting myself to a place of absolute confidence, getting to a place of knowing with complete clarity that I'm the best in the game.
I'm saying this without ego, not beating my own drum. This knowledge emerges within me in a form of quiet, confident awareness of my personal capacities. In my 4 years in this game, I am yet to meet a human who can operate at my capacity as both a talent architect and a metacognition coach.
I know this now with absolute confidence. The stuff I do in coaching works 100% for people who come here with a sincere desire to transform and change, to evolve their consciousness to become integrated beings.
My talent frameworks, mental models, pattern recognition mechanisms, and decision-making frameworks work together as one complex system for flawlessly selecting the best talent. My mind has been designed, and is now functioning as a calibrated talent selection machine, and it works.
4 years at Caseware has been an incredible boot camp in mind-discipline, and a school of thought for me to hone my craft, as I very intentionally drove this process of deeper understanding.
I feel closure now.
I'm finding myself at a different level, ready for the next expansion of consciousness, getting even closer alignment with my values and the life I want to create, continuing deepening my understanding of reality and the principles of reality creation that stand behind it.
6. A GENTLE LOOK FORWARD
These 4 years have been energy-demanding, especially the last few months. Physically, I'm tired.
Even with my mind's extreme ability to compartmentalize, this transition wasn't easy.
My mind was constantly pulled into reflections and emotional turmoil, but I understand myself better through this exercise. Though mentally taxing, I know it's temporary and the mind will heal quickly now that it has the opportunity to focus on one thing.
Spiritually, this is the closure of an era for Chengeer.
4 years is a significant chunk of a human life.
If you live them intentionally, you progress, but at some point, you realize that it is time. It is time to graduate into the next school of thought, the next level of thinking, the next Identity.
I'm ready for it.
I've mastered creating reality through sheer hustle, but the future version of Chengeer is a different thinker, one I'll create very intentionally.
These things take time and energy, and I'm entering an evolution cycle in which I'll spend time creating a different Concept of Self capable of operating at scale.
At some point in life, the awakening happened.
I woke up as Awareness, realizing that there is no "I," and never has been.
There is no Self—the Ego is an illusion.
There's nowhere to go, nothing to become, nowhere to be.
Once you reach that, you can go back to chopping wood, carrying water.
You can return to the matrix and play all the games you want to play, but now playing it differently, remembering that it's all just a game, never associating fully with the character.
If you finished reading this, thank you.
This is my wish for you.
Wake up.
Become Buddha.
And laugh just like he did.
"What you think, you become. What you feel, you attract. What you imagine, you create."
~ Buddha
We must have started following each other in 2019 , so I've had a front row seat to this spectacular and intentional journey, @chengeer! Thank you for the transparency and the sharing - one of your trademarks.