The Global Career Bootcamp · with Simran Khokha
Land a role in Europe or Singapore.
A 5-week live cohort for professionals in tech and non-tech roles alike. You get 15 hours with Simran, your CV rebuilt in the room with her, and an AI agent that searches for relevant roles from across job portals and websites every day, finds the right people to ask for a referral at each company, and drafts those emails for you. It keeps working for six months after the cohort ends. 10 participants maximum.
1000+ mentored · 4.9/5 on Topmate · Product Manager in tech, Germany · 10 years working outside India · Incoming MBA, Harvard Business School
live hours with Simran
weeks, 3 hours each Sunday
participants maximum
She has done exactly what you're trying to do.
Most people teaching this studied in Europe first. Simran had never even been to Germany before she got the job there.
“You have to already be there.”
Hired into Germany from another continent.
No local network, no time on the ground. She applied from outside, the same way you will.
“I would need fluent German first.”
She doesn't speak German. Not even A1.
She's a Product Manager in tech in Germany today.
“I can move countries or change my domain, not both.”
She did both at once.
She was an engineer with no product title. She changed her country, her company and her domain at the same time.
“I can't afford to move.”
Her employer paid for the move.
Visa, flights, accommodation, the move itself — the company covered all of it. She didn't pay for her own relocation, and you shouldn't plan to either.
If you're waiting until you're already in Europe, until you speak the language, or until you have the right title — none of that was true for her either.
The program at a glance
Built for professionals in tech and non-tech roles making a serious international move.
This is for you if any of these sound familiar.
- You're a professional in a tech or non-tech role — or looking to switch — targeting a move to Europe or Singapore.
- You've applied for months with tailored CVs, referral requests and cold emails, and have almost no interviews to show for it.
- You don't know whether your realistic route is the EU Blue Card, the Opportunity Card, or a Singapore Employment Pass — and that uncertainty has already cost you a year.
- You want to move from one domain to another as part of the jump, and you're not sure how to position it.
- You've never seriously evaluated Singapore — no language barrier, a clear Employment Pass route, and quite possibly your fastest way out.
- You're already in Europe on a Masters, Opportunity Card or dependent visa, with the clock running.
- You're making a family decision and need certainty, not another video.
Not a fit
Roles that don't qualify for skilled-worker sponsorship. If you're targeting hospitality, driving, warehouse or general labour routes, this bootcamp won't help you — and Simran will tell you so on the intro call rather than take your money.
Week by week
Live sessions every Sunday from 20 September 2026, 7:30–10:30 PM IST. Three hours each. All recorded.
Intro Call with Simran
- A 30-minute one-on-one call with Simran before you enrol — your current role, domain, target geography, visa status, and whether the program is genuinely the right move for you.
- Booked as a standard paid 1:1, separate from the program. If you go ahead, the full call fee is absorbed into the program price. If you decide not to, it simply remains a normal 1:1 session.
- Where sponsorship is not realistically achievable for your profile this year, she tells you so on this call — before you've paid for the program.
Outcome: You start Week 1 having already talked your situation through with Simran — and your 1:1 with her after Week 5 is spent on real data rather than introductions.
Europe & Singapore: The Insider's Map
- How hiring actually works for candidates applying from outside the country — in European and Singaporean hiring markets, from someone hired in both.
- Europe compared honestly: Germany, Netherlands, Switzerland, Sweden, Ireland, Austria — roles, language reality, sponsorship openness, salary bands, and how long each one actually takes.
- Singapore in depth: which sectors sponsor, what the Employment Pass requires, what the pay looks like after tax and rent, and why it's often the faster route out.
- Europe and Singapore — the honest comparison: speed, cost, language, family, salary, and what each one leaves you holding in five years. And why working both in parallel, rather than betting everything on one, is what maximises your chances.
- Japan and the UAE, briefly and straight: who they work for, who they don't, and the language and residency realities that decide it.
- Visa routes decoded: EU Blue Card, Opportunity Card, Job Seeker Visa, dependent-visa work rights, and the Singapore Employment Pass end to end.
- The case study is Simran's own: hired into Germany without ever having set foot there, with no German, changing country, company and domain at the same time — broken down decision by decision.
- Myths dismantled: “no jobs without fluent German”, “you must already be in Europe”, “nobody sponsors candidates applying from India”, “Singapore is only for finance”.
Outcome: In-depth, insider-level knowledge of both regions — every visa route decoded, every myth tested — and a clear plan for working Europe and Singapore in parallel to maximise your chances.
The Global CV & LinkedIn Rebuild
- What European and Singaporean recruiters actually screen for, and where the two diverge.
- The CV habits that trigger automatic rejection, with real before-and-after examples.
- ATS mechanics for Europe and Singapore: keywords, the two-page rule, photo conventions by country, project framing versus impact framing.
- The domain-switch CV — how to position yourself for a domain you've never formally held a title in. Simran teaches this from her own experience of moving from one domain to another.
- The importance of Cover Letters in European and Asian job markets.
- LinkedIn rebuilt in the room.
- The three hours matter here: the CV is rebuilt live and several participants' versions are reviewed in front of the group — which is where the rest of the room learns fastest.
Outcome: A job-ready global CV and cover letter, a rebuilt LinkedIn profile — and the file the Agent will read in Week 3.
The Job & Referral Agent
What the Agent does
- Always-on scouting engine — continuously scans LinkedIn Jobs, Indeed, Glassdoor, Wellfound, Otta, Built In, company career pages and ATS platforms (Greenhouse, Lever, Ashby, Workday), rather than delivering a one-time static list.
- Freshness-first filtering — enforces a hard 3-day posting window (adjustable) and verifies each date, so participants only see roles that are actually live and recent.
- Fit-scored ranking — matches your resume against every job description with a 0–100 score plus a one-line “why it ranks here”, surfacing both the alignment and the gaps honestly.
- Verified contact discovery — identifies hiring managers, team leads or plausible referrers per role, and confirms email deliverability with a confidence indicator, falling back transparently to LinkedIn when no verified email exists.
- Personalised outreach drafts — writes short, specific coffee-chat messages per contact referencing something real about the person, team or company, matched to your own voice.
- JD-specific resume tweaks — proposes targeted, honest edits (reordered bullets, surfaced skills, reframed accomplishments) per role, without ever fabricating experience.
- Human-approved sending, dashboard-first delivery — nothing goes out without your explicit go-ahead, and results ship as a single visual, filterable dashboard built from a persistent tracker, not walls of text.
Interviews in Europe & Singapore
- The real structure: recruiter screen, technical or domain round, panel, cultural fit — and where Germany and Singapore differ, which is more than people expect.
- Answering “why should we sponsor you?” and “why leave India now?” without sounding desperate or apologetic.
- Handling “do you speak German?” without disqualifying yourself — answered by someone who has never had to claim otherwise.
- The domain-switch interview: defending a move into a domain you haven't held a title in — a question Simran answered herself, and one she now hears from the hiring side.
- German interview etiquette — directness, punctuality, depth over polish — against Singaporean norms, which are not the same at all.
- Domain-round preparation: structured frameworks and question banks so you can drill the technical deep-dive for your own field.
Outcome: You know how each round runs in both regions, you have answers ready for the questions international candidates actually get filtered on, and you leave with the preparation framework and question bank for your own domain.
Offer, Salary, Relocation & Visa Mechanics
- Salary benchmarks by role and level across Europe and Singapore — including the Germany-versus-Singapore comparison people consistently get wrong, because they compare gross figures across two very different tax, housing and pension regimes.
- The relocation package in full: visa costs, flights, temporary accommodation, shipping, the relocation allowance itself — what is standard, what is negotiable, and exactly when to raise it. Simran's own employer covered her visa, flights, accommodation and move — most people never know that's available to ask for.
- Notice period and start-date negotiation, with scripts.
- Blue Card and Employment Pass salary thresholds, and how each interacts with an offer already on the table.
- Embassy slot strategy and the full document checklist, by route.
- Family: spouse work rights, schools, and a realistic partner timeline for each region.
Outcome: If you're at offer stage, Simran drafts your negotiation message before you reply. Everyone else leaves with the scripts and the thresholds for when it happens.
1:1 Strategy Call with Simran
- Held at the end rather than the beginning, so it's spent on your actual position — your response rates, your live conversations, your offers.
- A personalised 180-day execution plan written against real data from your Agent dashboard.
- The specific decision you're stuck on, resolved.
Outcome: A 180-day plan built on evidence, not intentions. Plus the Agent still running, lifetime alumni access, and all session recordings.
The Job & Referral Agent
Most searches don't fail for lack of effort. They fail because finding the right roles and opening the right conversations is a full-time job — and you already have one.
Every participant gets an agent keyed to their own CV. It reads your rebuilt profile, monitors visa-sponsoring openings across Europe and Singapore every day, finds the right people to contact for a referral at each company, and drafts the referral email for you — written against that specific role and your specific background.
What it does
- Derives the role titles, seniority bands and geographies you should actually be targeting.
- Monitors visa-sponsoring openings across Europe and Singapore daily and matches them against your profile.
- Identifies the right referral contacts at each matched company.
- Drafts a personalised referral message and hiring-manager email for each matched role.
- Tracks what was sent, what was answered and what converted.
What it doesn't do
- It doesn't apply on your behalf.
- It never sends anything you haven't read.
- Every message is reviewed and sent by you.
Applications fired off by a bot are the fastest way to get blacklisted at the companies you actually want, and unattended sending destroys your email deliverability within days.
The agent finds the roles and writes the drafts. You review and send.
Then it tracks what came back — so when something isn't working, you can see whether it's your CV, your targeting or your channel, instead of guessing for another six months.
What you walk away with in 5 weeks
Every output below is personally produced or reviewed by Simran.
Both regions, mapped from the inside
Europe and Singapore in depth — Blue Card, Opportunity Card, Job Seeker Visa and Employment Pass, decoded.
5 cover letters reviewed line by line
By Simran, before they are sent.
An ATS-passing global CV
Rebuilt live in the room, plus cover letter and LinkedIn.
An AI agent running against your CV
Finding matched roles, identifying the right people to ask for referrals, and drafting those emails — daily, for six months.
Interview playbooks for both regions
Round-by-round structure for Europe and Singapore, the sponsorship questions, and a question bank for your own domain.
A relocation-package playbook
What to ask an employer to cover, and exactly when to ask.
A negotiation message drafted by Simran
Written for you when your offer lands.
A personal 1:1 after Week 5
And a 180-day plan built on your real response data.
Also included: domain interview question banks across tech and non-tech functions, cohort WhatsApp group with direct access to Simran, all session recordings, the visa pack, the family module, a cost-of-living guide for your destination city, and lifetime alumni community access.
The Charter Batch
10 seats, filled in order of approved application and payment.
₹3,00,000
per seat
What the seat includes
- 15 live hours with Simran across 5 Sundays
- Intro call fee fully absorbed into your seat, plus a 1:1 after Week 5
- Interview preparation for Europe and Singapore, with domain question banks
- 6 months of Job & Referral Agent access
Charter Batch pricing is in INR for applicants in India; the USD equivalent applies internationally. Seats are confirmed in order of approved application and payment.
About Simran
Product Manager in tech, Germany · 10 years working outside India · Incoming MBA, Harvard Business School
Simran Khokha is a Product Manager in tech in Germany. Before that she spent seven years building her career in Singapore as a design engineer, working on advanced chip technology at companies including AMD, STMicroelectronics and Realtek. In all, she has spent the last 10 years of her career working outside India — and that decade of first-hand experience is what she teaches from.
She holds dual MSc degrees in Electrical Engineering from NTU Singapore and TUM Germany, and has been admitted to the MBA program at Harvard Business School.
She has made the international move twice — India to Singapore, then Singapore to Germany — both times as an outsider. She was hired into Germany without ever having been there, without a local network, and without speaking a word of German. She moved from one domain to another at the same time, stepping into product management with no prior title. And her employer paid for the visa, the flights, the accommodation and the move.
She has mentored more than 1000 people over the last seven years, and she now sits on the other side of the table from the hiring teams her mentees are applying to.
Her approach is structured and direct, built on what actually happens inside European and Singaporean tech hiring rather than what the internet says happens.
What people say
“A patient listener who understands concerns carefully before offering thoughtful and practical suggestions.”
“She was very friendly and very helpful. She made me very comfortable.”
Monika Sahu
“It was very nice interacting with Simran.”
Kalyani Bagade
“It was a nice session — wanted to talk more.”
Vedant Chaudhari
4.9/5 on Topmate · 1000+ mentored
FAQs
I don't speak German, or any European language. Is this realistic?
Neither does Simran — not even A1 — and she's a Product Manager in tech in Germany. For most tech roles at multinationals, English is the working language. Sales, healthcare and customer-facing roles are the real exception. Singapore requires none at all — it runs in English. Week 1 tells you honestly which roles this rules out for you and which it doesn't.
I'm applying from India. Do I need to be in Europe first?
No. Simran was hired into Germany without ever having been there — she applied from another continent. It changes which companies are worth your time and how the conversation is opened, which is exactly what Weeks 1 and 3 are for, but it's not a disqualification. Most people believe it is, and lose a year to that belief.
I want to move from one domain to another. Can I do that and move countries at the same time?
That's exactly what Simran did — country, company and domain, all at once, with no prior title in the new domain. Week 2 covers how to position yourself for a domain you haven't formally held, and Week 4 covers defending it in the interview. It's harder than doing one at a time. It's not impossible, and she's the proof.
Will I have to pay for my own relocation?
Often not, and most people never think to ask. Simran's employer covered her visa, her flights, her accommodation and her relocation. Week 5 covers what's standard, what's negotiable, and exactly when in the process to raise it — because ask at the wrong moment and you get nothing.
Do you cover Singapore, or only Europe?
Both, and both in depth. Simran spent seven years building her career in Singapore before moving to Germany, so it's taught first-hand rather than researched. For many Indian professionals Singapore is faster and cheaper, and there's no language barrier at all — yet most have never seriously evaluated it. Week 1 puts the two side by side in depth, and shows you how to work both in parallel to maximise your chances. Japan and the UAE are covered in comparison, honestly, including where they don't work.
Does the agent apply to jobs for me?
No, and deliberately so. It finds matched roles, identifies the right referral contacts and drafts your outreach; you read, edit and send. Applications fired off by a bot are the fastest way to get blacklisted at the companies you actually want, and unattended sending destroys your email deliverability within days. It removes the search and the drafting — the two things that make this unsustainable alongside a full-time job — and leaves the judgement with you.
How long do I keep the agent?
Six months from the cohort end. Extensions are available.
I've applied to 200+ jobs and got nothing. Why would this be different?
Because volume is almost never the problem. It's usually one of three things: a CV that fails the automated screen, targeting companies that don't sponsor your profile, or applying cold when the role gets filled through referral. Week 2 fixes the first. Week 3 fixes the second and third, and then keeps fixing them daily through the Agent — with tracking, so you can see which one it actually was.
I'm already in Europe on a Masters, Opportunity Card or dependent visa. Is this for me?
Yes, and often the most urgent fit — visa clock running, savings draining, no traction. The bootcamp is designed to break that loop.
I'm 35 or older. Am I too old?
No. The EU Blue Card has no upper age limit, and European employers value senior experience far more than Indian employers do. Your years are an asset if you position them correctly.
How much time per week?
Six to eight hours. The three-hour Sunday session, plus your own execution work. The Agent removes most of the searching and drafting, which is where that number would otherwise double.
What if I miss a week?
Every session is recorded. Only the live group session is synchronous.
I'm not from India. Can I join?
Yes. Past mentees have come from across South Asia, the Gulf, North Africa and Europe. Pricing is available in USD.
How does the application work?
You submit the application form, and Simran reviews it personally within 48 hours. If you're a fit, you're invited to book a 30-minute intro call with her — a standard paid 1:1 to discuss the program and your profile. If you go ahead, the full call fee is absorbed into the program price; if not, it simply remains a 1:1 session. There are 10 seats, confirmed in order of payment.
What is the refund policy?
A full refund within 7 days of the cohort start if you haven't attended any sessions.
Ready to make the move?
5 weeks and 15 live hours with Simran. Your CV rebuilt in the room with her. An AI agent finding matched roles and referral contacts for you every day, for six months. 10 participants maximum.
Applications reviewed personally within 48 hours.