Lisbon, Portugal–(Newsfile Corp. – October 21, 2025) – Candl Consulting today announced the U.S. launch of its Tech Career Accelerator, an intensive, hyper-tailored eight-week one-on-one career coaching program designed to help software engineers, tech leads and engineering managers secure high-paying roles at their target companies faster and with greater control. After supporting more than 200 candidates across Europe over the past three years, the firm is bringing its methodology and proprietary AI-assisted outreach system to the United States market.
The program is a response to what Candl Consulting calls a new reality in tech hiring: roles vanish quickly under a flood of applications, automated filters screen out qualified candidates, and many professionals feel stuck, anxious and overlooked. The Tech Career Accelerator reframes the job search as a strategic process, guiding participants through four focused phases — Clarity, Credibility, Connection and Conversion, so they can target the right roles, articulate business impact, build meaningful relationships and confidently close offers.
“The last decade’s tech boom gave many professionals the illusion of stability until the layoffs hit,” said Raphael Neves, Founder of Candl Consulting. “Today, candidates are competing against thousands of applications for a single role, filtered by algorithms before a human even reads their profile. And when they finally get an interview, they often fail not because they don’t have the skills, but because they struggle to strategically pitch the value they deliver beyond technology. We built this program to help them regain control, stand out authentically, and position themselves as partners, not just applicants”
(In Frame: Raphael Neves, Founder of Candl Consulting)
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Over eight weeks, participants move through four core phases — Clarity, Credibility, Connection and Conversion to replace scattershot applying with a targeted, confidence-driven approach. Early weeks focus on defining career priorities and mapping roles that align with a candidate’s motivations and deal-breakers. Mid-program work refines resumes and LinkedIn narratives so impact, not jargon, leads. Later weeks open targeted conversations with hiring managers, peers and recruiters including access to positions that may never reach public boards and prepare candidates to handle interviews and negotiate offers from a position of strength.
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