He's not restrictred by academic qualification, with 15 years of experience no one really looks at academic from 15 years ago.

He's restricted by his very short and unfocused tenure at each company.

Starting from 2018-2024, he already have six jobs and keep taking on roles that offered a slightly higher salary but not accountability (understandably), but now is stuck being viewed as overpaid for an exec, but not experienced or exposure for a more senior role.

He was a QC Executive in 2012, and he took a QC Executive job in 2023.

He needs to focus a bit more on what he wants as a career and double down on that.

I do hiring for a workforce of over 30k headcount across ASEAN, but yes do tell me what is your experience based on that 5 people you see.

Secondly, individual contributor has their own leveling as well, so using education as the only reason one can't move up the value chain isn't acceptable.

Thirdly, if you see a candidate who keeps joining and leaving jobs in a year or less vs a candidate who has 15 years experience but no degree, you want to tell the hiring manager to pick the first candidate?

Individual contributor is not an issue here. There are many IC earning 15k-18k in my company, engineering dept. It is how we upgrade ourselves to get to that level. Not everyone is interested to go to management ladder.

I agree with the fact that TS is changing job too frequently. The impact is interviewer will not take risk hiring him for a proper/good job. So what is left are those shitty job where the turnover rate is high and company got no problems hiring ppl like ts as they expect him to leave after a year or so. Personally, I will not hire ts based on this too frequent job hunt.

As for you ts, one good advantage is you have green belt. My advise is stay at a company for at least 3 years and get a black belt in the process. Black belt will request you to be involved in a project. So this project + black belt + at least 3 years stay in a company is your passport to a bigger and more rewarding job.