1-1 career coaching for Thai professionals heading to Europe
It is rarely that your experience is not enough.
It is that nobody in Europe can see what that experience is worth.
A hiring manager in Amsterdam opens your CV. They do not know your last company, they cannot tell how big the job you were responsible for actually was, and the visa question has no answer yet. They are not deciding that you are not good. They simply have not been given enough reason to keep reading.
The problem is getting your experience across to another market, not your ability, and sending more applications does not solve it.
The three ways of working together, and what each one does for you.
Does any of this sound like you?
You have sent applications to Europe several times and heard nothing back from anyone.
You know you are good at your job in Thailand, but you have no idea what the same experience is worth in Berlin or Rotterdam.
Most advice on the internet is written for people who already have the right to work in the EU.
You have revised your CV several times and still cannot say which version is genuinely better.
You are not sure whether the visa is a real obstacle or an excuse you are using to hold yourself back.
If you could move tomorrow you would go, but you still cannot say which country, or which role.
Before I give you advice, I show you what the assessment is based on.
Advice whose source you cannot check is no different from one person's opinion delivered confidently. So I am opening up the whole framework behind it, including its limits and the things it cannot assess.
01
Thirty-four assessed items
Hiring decisions in Europe come from a number of factors that can be named and assessed. The framework behind the EU Fit Check divides them into thirty-four items, covering professional capability, readiness to apply, readiness to move country, and fit with the European market you are aiming at.
02
Five a form can really assess
Of those thirty-four, only five can be assessed reliably from answers on a form. So we score those five, and show the rest as a hollow circle meaning “not assessed yet”, not a score of zero.
Most tools fill in all thirty-four and then let you plan around numbers nobody can stand behind.
03
A person really reads your answers
Before anyone contacts you, a person actually reads your answers. The things a form cannot answer are what the first conversation is for: the CV you are using, the roles you are applying to, and the reason your last application went unanswered.
04
Measurable again, so you can see it change
We keep your answers as evidence, not just a score, so you can take the assessment again later and compare the charts.
Work you cannot measure means taking it on faith that it is getting better, and in this market you have been asked to take enough on faith without evidence already.
Who this is for
- Working Thai professionals with real experience, in any field, who have never had to explain that experience to a European reader.
- People who have applied many times and got silence back instead of a rejection they could learn something from.
- People weighing up whether to move at all, who want to decide on real information rather than on the mood of a good week or a bad one.
- People planning to move with a partner or children, because this decision has never been only about a job.
And who it is not for
- People looking for a recruitment agency. PunProfile is paid by you, not by an employer, so there is no vacancy anyone has to push you towards.
- People who want a guarantee of a job or a visa. Nobody can guarantee that honestly, and anyone who makes you feel they can is selling you something else.
- People who want it all done for them. The CV goes out under your name, and when the interview comes, the person sitting there is you.
Hi, I'm Paul
I run PunProfile and the “Jobs at companies in Europe” group. Most people meet me through that group first. My day job is in Marketing Operations, here in Europe.
The longer I work here, the clearer one thing becomes: good people are not always seen, especially when their experience comes from another country.
A company name every Thai person knows may be a name a European hiring manager has never heard. Work we know was large and difficult can become one unremarkable line on a CV. And years of accumulated experience can be passed over, not because it has no value, but because the person reading it does not have enough context to see that value.
I have watched this happen again and again to Thai people in the group. When applications go unanswered, many of them try harder: send more, revise the CV again, read more advice. But in a cross-border job market, effort does not automatically turn into opportunity. If the market still cannot read you, applying more is just sending the same unclear story out over and over.
That is why I started PunProfile.
For us, career coaching is not writing you a new story that makes you look better than you are. It is helping you see who your existing experience is valuable to, which direction you should be heading, and how to tell your own story so another market understands it.
We chose career coaching over being recruiters because the first question should be “what suits you”, not “which vacancy can I put you into”.
PunProfile is paid by you, not by an employer. So the advice starts from your goals and your situation, not from a role somebody is rushing to fill.
In the end, you are still the one walking this road. Our job is to make sure you are not guessing the whole way: to let you know what you already have in hand, what is still missing, and what the next step should be.
If any of that landed, the next step is not a form. It is a conversation.
