Career development

Anonymous member

1d

I’ve been working at a bank for four months. During this time, they’ve sent me to corporate training three times. The problem is that the training lasts two days and takes place on weekends. So I work all week, then spend Saturday and Sunday at training until 4-5 p.m. and on Monday I go back to work again. I’m really tired and don’t get any proper rest. Is it even legal to make employees work on... weekends like this? more

1

Kazeem Tijani
12h
You just need to endure the moment because sending you to training is a plus to your career, you are lucky that the company chose you
2
Jonas Nzima
12h
Those weekends are they paid for or you're doing for your own good?
1

Jennifer Kissi

Career development

2d

my recent job is offering me a lower salary though i have an experience in the role. calculating my day-today- expenditure means that i can't save. any advise on how to persuade the HR to do something about it?

1

Robert Heazlit
2
12h
Don't get too addicted to comfort. Discomfort is an asset. It can help you innovate, build mental strength and greater awareness. It can show you... that where you are isn't where you need to be. If we are honest with ourselves about expenses we all can find 1 or 2 places where we spend too much on comfort. If we choose little sacrifices now you reduce the risk of making sacrifices later in life. The only thing you can control is your own behavior. Trying to control anything beyond that is energy wasted that can be better used to focus inward. To whoever said being employed is slavery knows nothing of slavery. Its disrespectful to the truly enslaved people in the world. A job is a contract. You accept an offer. You show up and give the employer what they expect for what they offered you. If the terms of that agreement become untenable, then you are free to leave and enter into another contract with someone else. That isn't slavery, that is a choice you make. more
2
Robert Heazlit
2
12h
Is this a new job and you accepted the salary upon hire, or did they reduce your salary recently? How much experience do you have in the role? How... have you succeeded in that role. Success in a role usually means you get some leverage when negotiating salary. If this is a new job, you may have experience in the role but not experience in the company. In short, they don't know you yet. So you can, get to work, prove your value and approach HR once you have accomplished something you can present to justify the bump. In the meantime, keep your resume out there and maybe something better will turn up. Not being able to save is another discussion. Most people that have decent jobs are able to save something if they live within the means of their income. So that means you need to take a hard look at your expenses. Is your car payment over 400? sell it, trade it...get that down. Make your own coffee. Don't eat out, or eat out less. Cancel some subscriptions. Control what you can more

Career development

14h

Is Gen Z really bringing mom and dad to interviews?

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Parents are joining Generation Zers at every part of the job interview process, a February report from Zety suggests. About 1 in 5 Gen Z respondents told Zety that a parent has reached out to a potential employer or recruiter on their behalf, and 44% said their parents helped them craft a resume or curriculum vitae.

Further,... a handful of Gen Zers even had their parents join interviews, with 5% having parents sit in virtually and 15% arriving at in-person interviews.

Some parents even negotiated compensation and benefits on their Gen Z kids' behalf.

Potentially, even more Gen Zers are bringing parents to job interviews, with 77% of respondents saying so in a report from Resume Templates last year.

But what do these Gen Z quirks mean for HR leaders, who are intent on creating an inclusive, multi-generational workplace?

Parental collaboration may be important to these early-in-career professionals because they're more comforting during the daunting job-search process.

"But it also raises questions about how and when young professionals begin developing independent career skills," Zety researchers said, sharing the responses of 1,001 Gen Z workers gathered this past January.

In particular, a "critical confidence gap" exists for Gen Zers when it comes to negotiation. Overall, Zety researchers said, these findings indicate "a broader need for education around compensation, benefits, and self-advocacy before Gen Z enters the workforce."

The February report mirrors previous findings from Big Brothers Big Sisters of America and The Harris Poll, where only 41% of young people said they were "highly confident" navigating the job market.

The percentage was even smaller for those without career mentors.

"Today's young people are facing a job market unlike any other generation," Big Brothers Big Sisters of America CEO and President Artis Stevens said in a statement sharing the organization's findings. "These findings confirm what we already know: mentorship isn't optional -- it's essential."

Zety's researchers remind readers that the practice of parents joining the workforce is still largely uncommon; 80% of respondents said their parents had no involvement during interviews. Likewise, over half of Gen Z respondents also said they would feel "embarrassed or upset" if their parents reached out to their employer without their knowledge.

Additionally, reports also show that Gen Zers are self-starters and trailblazers in other aspects of their careers, such as work-life balance.

Until a Gen Z candidate actually gets through the door, all an employer can do is try to maintain proper boundaries between parent and child in the recruiting process.

Ultimately, employers should set clearer expectations about professionalism, researchers said -- reinforcing the importance of direct communication with job candidates. more

Career development

15h

Management Training Programs That Can Boost Your Career, Plus 8 Companies That Offer Them

Career development

16h

School board starts search for interim superintendent

The North Platte Board of Education held a brief meeting on Feb. 23 devoted to planning to find the district's interim superintendent for the 2026-27 school year.

The board welcomed Shari Becker of the Nebraska Association of School Boards (NASB) to outline the interim superintendent search process and to help set a timeline.

Assistant Superintendent Damon McDonald will be the interim for the... rest of the school year, but the search will seek a interim superintendent for the 2026-27 school year. Becker said NASB has already received résumés and interest, and the board needs to set two dates -- one to review résumés and determine which candidates to interview, and another date for interviews.

Becker also said the other key components of the interim process include:

During the discussion, Board President Emily Garrick said she would like an interim superintendent with integrity and a willingness to work collaboratively with an engaged board. She emphasized the district needs someone who understands the board-superintendent relationship is not "us versus them."

Board member Mitch Wagner said he would like to see a leader who can "hold steady" in the direction the district is headed and who also understands the local culture and "North Platte's way of taking care of our own children."

Board members Skip Altig and JoAnn Lundgreen pointed to the district's strategic plan, currently in its first year, and said continued implementation should be a key expectation.

Lundgreen said it is important to sustain a collaborative atmosphere across buildings and administration, as well as managing upcoming transitions. She noted that at least two new board members will be seated in January after the elections, creating a significant transition period. She also noted other staff changes, including administrative shifts at the high school, plus the resignation of a director of teaching and learning at the end of the school year, increasing the need for stability and strong leadership.

Garrick also stressed the board is not looking for a "placeholder" interim, but rather a motivated leader willing to continue progress, make difficult decisions when necessary, particularly in budgeting, and communicate those decisions to the public.

Lundgreen said it is also important that the person they hire can make difficult decisions when its needed.

Becker added that board member Angela Blaesi, who was absent, had shared similar priorities in advance: valuing and building culture, handling hard conversations, and a collaborative approach while understanding the board's governance role.

To keep the process moving, Becker and the board discussed aligning work with already-scheduled meetings. The board agreed that NASB would return during the regular March 9 board meeting to review résumés, likely during an executive session.

The board tentatively set March 24 as the interview date, after scheduling conflicts ruled out earlier options. Becker said she would confirm the candidate's availability and, if needed, return to the board with any adjustments. Interviews with the board are held in open session.

Becker raised the question of whether the board wants a small administrative team, such as principals or district office staff, involved in interviews. She described a typical model where stakeholder interview groups provide the board with written strengths-and-weaknesses feedback but do not rank candidates or recommend a hire.

Garrick supports collaboration but is concerned about district culture and existing divisions following multiple resignations. She urged careful consideration of how involvement could help or harm the process.

Becker suggested the board could decide on interview team members at the March 9 meeting.

Becker distributed a set of sample interim superintendent interview questions and asked board members to circle the ones they feel strongly about, then text her so she can refine and tailor the final list, especially adding questions tied to the strategic planning and other priorities.

She provided a Nebraska superintendent salary survey document as a reference, noting that interim salaries are often aligned with the district's budget for the superintendent position, depending on experience and benefits.

Finally, Becker recommended that the district obtain an interim superintendent contract template, typically a one-year contract, from the school attorney before the March 9 meeting, so board members have time to review it before interviews and any offer. more

Career development

18h

Legal Expert Arrested for Bomb Hoax to Halt Girlfriend's Job Interview | Law-Order

A legal expert based in Gurugram was arrested after allegedly sending a fake bomb threat to the DLF Horizon Centre to disrupt his girlfriend's job interview. The act was reportedly driven by personal conflict, aiming to stall the interview by inducing fear.

The accused, a 29-year-old with an LLM from London, confessed to fabricating the email in hopes of regaining favor with his girlfriend.... Police investigations revealed that this was his first offense, with no prior criminal record.

Gurugram police responded swiftly to the threat, deploying bomb disposal units that found no suspicious items. Security officials at Corporate Edge reported the threat, leading to the prompt arrest of the suspect, who is currently under further investigation. more

Career development

19h

Cousin Thinks She Can Use Woman's Credit Card Anytime, She's Mortified After Seeing $15K Charge

Some people just don't seem to realize their own mistakes, even if it's completely obvious or they've caused someone harm. Unfortunately, their victim is often the one who has to clean up after them each and every time.

This is what happened to a person who lent their cousin their credit card in her time of need, only to have her misuse it a couple of months later to book a $15k vacation home.... The woman didn't even apologize for her sneaky behavior, and instead acted like the poster was overreacting to the situation.

More info: Reddit

It can be hard to get into a conflict with a family member over money, especially if they aren't willing to admit to their mistakes

Image credits: Frolopiaton Palm / Freepik (not the actual photo)

The poster had lent their credit card to their cousin a while back so that she could book a flight for a job interview, as her bank account was giving trouble then

Image credits: katemangostar / Freepik (not the actual photo)

The woman had repaid the borrowed money almost immediately, but a couple of months later, she secretly charged $15k to her cousin's credit card without asking

Image credits: Liza Summer / Pexels (not the actual photo)

The poster confronted their cousin, and she casually explained that she remembered the credit card details and had used them to book a place for her anniversary trip

Image credits: Aggravating_Pin_4304

The poster called their cousin out for fraud and immediately got the charges reversed, which angered the woman, as she still felt she had done nothing wrong

As the OP shared, their cousin had come to them for help when she needed to book a flight to get a job interview. Since her bank account was giving trouble, she simply used the poster's credit card to get the booking done, and then she immediately paid the money back the next day.

Although it might seem safe to lend one's credit card to family members during their time of need, financial experts explain that it's important to be careful. Some relatives and loved ones might not have proper boundaries when it comes to money and may feel entitled to use the credit card later on, even if they haven't been given permission to do so.

This is exactly what happened with the OP because their cousin had sneakily memorized their card details. Unfortunately, the poster didn't know about that and was therefore quite shocked to see $15,000 charged to them for a random vacation rental site. That's why they quickly checked the transaction details and found out that it was their cousin's fault.

In situations like this, where someone uses your credit card without permission, professionals state that it's important to get evidence of the transaction immediately. Before reporting it to the bank or the agency, it might help to confront the person first and give them a chance to correct their mistake.

Image credits: senivpetro / Freepik (not the actual photo)

The poster decided to talk to the cousin about her sneaky behavior to understand why she had used the card without asking. The problem is that the woman was very flippant about her fraudulent actions, and she tried to justify them by saying that she was definitely going to pay the $15k back in a few weeks.

Since the cousin refused to admit her mistakes or return the money immediately, the OP decided to take matters into their own hands. They quickly contacted the bank and disputed the charges so that they would get their money back without much hassle.

According to experts, when you're suddenly faced with a huge credit card bill that you haven't racked up, it's important to first contact the card issuer and let them know. Just like the poster did, one can request a refund or dispute the random charges. The bank might issue the amount immediately, or even request that a police report be filled out in certain circumstances.

Many netizens urged the poster to do exactly that and to report the cousin for fraud, since she wasn't even willing to take accountability. Even though the OP wasn't planning on doing that, it's good that they got their money back, and hopefully they learned a lesson about not trusting their cousin ever again.

Have you ever dealt with a sly family member like this, and how did you handle the situation? We'd love to hear your stories and opinions on this situation.

People urged the poster to get a new credit card immediately and to report the cousin for being a thief more

Career development

22h

'I'm in college and I have no experience,' shares a student: How to prepare for your first job interview as a fresher - The Times of India

"I'm a college freshman and I'm so scared right now."The line comes from a student who turned to Reddit hours before their first job interview. It was an entry level, part time role. There was no prior work experience. Volunteering in high school felt "pretty mediocre." Even the thought of the interview made their "heart jump to my throat."The anxiety is familiar. For many students, the first job... interview feels less like an opportunity and more like an exposure of everything they lack."I have no leadership," the student wrote. "How do I calm down?" The better question may be different. What actually matters in a first interview when experience is limited?Students often assume that employers are looking for a long resume. In entry level roles, that is rarely the case. Employers are often assessing reliability, communication and willingness to learn.That assessment begins before the first answer.Clothing does not need to be expensive. It needs to be appropriate, grooming needs to signal care, non verbal cues matter. Sitting upright, maintaining eye contact and speaking at a steady pace communicate composure even when nerves are present.The student wrote, "I want to show that I have the people skills and communication skills that are necessary to work there, but I don't know how to do that when I feel like a mess inside."External signals can stabilise internal anxiety. Preparation of appearance and posture reduces uncertainty. It creates structure in a moment that feels unstructured.The student had been advised to research the company but did not know how.Start with the basics. What does the company do, what does the specific role involve, what skills are listed in the job description, or what values are highlighted on the company website.Reading about the company's history, services and recent updates does not require hours. Even thirty focused minutes can clarify expectations.Research serves two purposes. It improves answers. It also shifts attention outwards. Anxiety narrows focus to the self, but preparation expands it to the task.When students understand what the organisation needs, they can frame their responses around contribution rather than deficiency.One of the most common interview prompts is "Tell me about yourself." For a student with no work experience, this can feel impossible.The key is to review the resume carefully. Every line can become a talking point. A group project can demonstrate teamwork, a course assignment can show problem solving, or a volunteer activity can reflect responsibility.The student wrote, "I have no no experience." The repetition mirrors panic, but it also overlooks lived experience. Academic tasks, campus activities and even part time responsibilities at home can illustrate skills.Prepare short responses to common questions. Why should we hire you, what are your strengths and weaknesses, what do you expect from this role.Preparation does not mean memorising scripts. It simply means reducing surprise.When employers interview freshers, they often look for traits rather than tenure.Curiosity. Reliability. Ability to learn. Time management. Collaboration.Students can list two or three qualities that genuinely describe them and attach examples. For instance, completing a demanding semester while managing deadlines demonstrates discipline. Resolving conflict in a group assignment shows communication skills.The Reddit user worried about lacking leadership. Leadership is not the only valued trait. Employers also seek consistency and willingness to follow instructions.A short, clear example is more effective than a broad claim.The assumption that only paid work counts as experience limits students unnecessarily.Course projects, internships, research assignments and campus initiatives all involve planning, execution and accountability. Even preparing for examinations involves organisation and sustained effort.Talking about these experiences requires reframing. Instead of saying "I just did a class project," a student might explain how they coordinated tasks, met deadlines and presented findings.The interview is not an audit of past employment. It is an evaluation of potential."How do I calm down?" the student asked. Some anxiety is expected. It signals that the opportunity matters, and practical steps can help contain it.Arrive early. Review notes. Practice slow breathing. Prepare two questions to ask the interviewer. These actions create control in a setting that feels evaluative.Most interviewers understand that freshers are nervous. The absence of experience does not disqualify a candidate. Lack of preparation does.The student feared feeling like "a mess inside." Interviews are not tests of emotional perfection. They are conversations about fit and readiness to learn.For students entering the workforce for the first time, the shift is not from inexperience to expertise. It is from uncertainty to preparation.That shift is within reach, even a few hours before the interview. more

Career development

22h

UNICEF-Targeted ATS CV Revamp

I have a solid draft of my résumé and now need a CV specialist to polish it so it passes modern ATS filters and speaks directly to recruiters at UNICEF or any UN Agency. The content is there, but the language, keyword density, and overall structure need tightening to reflect development-sector priorities and the UN competency framework. My main priorities are: * Showcasing Professional Experience... so each achievement is quantified and mapped to UNICEF's core values. * Highlighting key Skills -- especially programme management, stakeholder engagement, and results-based reporting -- in the precise wording that UNICEF job ads use. * Presenting Education clearly, with any UN-relevant coursework or certifications called out. I expect you to: 1. Re-structure the document for maximum ATS readability (Word DOCX) and create a clean PDF version. 2. Inject UNICEF-specific keywords while preserving my voice. 3. Supply an ATS scan report so I can see the improvement. 4. Provide a concise one-page summary version for quick applications. Turnaround within one day would be ideal; a brief note outlining how you'll execute each step is all I need to pick the right freelancer. more

Career development

23h

The resumé of the heart: Why volunteering builds skills employers crave

Volunteering combines practical experience with human skills development, creating a "resume of the heart" that complements formal education.

When we think about getting a job, most of us focus on marks, degrees, certificates and technical skills. We believe that if we learn the right software, get the right qualification, or land the right internship, we'll be set.

But the world of work is... changing fast.

With Artificial Intelligence doing more technical tasks, employers are looking for something different. They're looking for human skills; the kind machines can't copy.

This is what I call the "Resumé of the Heart."

It's the part of your CV that shows who you are, not just what you know.

More Than Just 'Helping Out'

For a long time, volunteering was seen as something "extra." Something nice to do if you had free time. Maybe something to fill a gap year.

Today, it's much more than that.

Structured volunteering, meaning volunteering through an organised programme or NGO is one of the best ways to build the soft skills employers really want. It is also an IEB requirement for Life Orientation in Matric.

Soft skills include:

* Communication

* Leadership

* Teamwork

* Problem-solving

* Time management

* Emotional intelligence

You can't truly learn these from a textbook. You learn them by doing.

The Real-World Classroom

In school, you might learn about leadership in theory. But volunteering puts you in real-life situations.

When you volunteer through an organised programme, you:

* Work with different types of people

* Follow rules and codes of conduct

* Meet deadlines

* Solve real problems

* Take responsibility

For example, if you help organise a food drive, you might need to:

* Coordinate donations

* Communicate with community members

* Manage supplies

* Work under pressure

That's real experience. That's real responsibility and please don't cheat by getting your Mum to do it.

This is what employers love to see.

Why Employers Care About Volunteering

Recruiters are paying more attention to community involvement because it shows important qualities.

If you volunteer regularly, it shows:

- Commitment

You can stick to something long-term.

- Responsibility

People trusted you with real tasks.

- Empathy

You care about others and understand different backgrounds.

- Initiative

You don't just wait to be told what to do, you step up.

In today's workplace, empathy is not just "nice to have." It's essential. Companies and universities want employees who can work in diverse teams and understand different perspectives.

Volunteering proves you can do that.

Why Structured Volunteering Matters

There's a big difference between donating clothes once and being part of an organised volunteering programme.

When you join a registered programme:

* You are trained

* You are supervised

* Your hours are tracked

* You are accountable

This shows future employers that you can operate in a structured environment, just like a workplace.

It also proves that you can commit to something bigger than yourself.

Future-Proofing Your Career

Technology is changing quickly. Some technical skills become outdated in just a few years.

But human skills like communication, leadership, adaptability and empathy will always matter.

If you want to stand out from other candidates, don't just focus on another online course.

Ask yourself:

* Where can I serve? There are several volunteer platforms you can sign up for, check out The President's Award, Volunteer Now, For Good etc.

* What cause matters to me?

* How can I make a difference?

The experience you gain while volunteering may be unpaid, a 20-hour requirement for school and what feels like a massive inconvenience, but it could become the most valuable part of your CV.

Because sometimes, the work you do from the heart is exactly what opens the door to your future. more

Terry Swift

Career development

3d

Hi! Is every job interview this weird now or was I just unlucky? Yesterday I went to an interview at an insurance company and they asked me “What can you do with a regular pencil?” So I started coming up with random ideas.
Then they asked “What’s the difference between a yeti’s ears and a human’s ears?”.
I was shocked. Is this really how they choose candidates now?

1

Nontobeko Sabela
1d
I think they were trying to see your level of thinking and that if you’re capable of resolving problems testing your skills
1
Juliet Mitchell
2d
Durable drinkware or "legendary monster/creature?"
1

Career development

1d

Streamline Your Job Search With AI Matching and Tracking for a One-Time Price of $39.99

Job hunting is a full-time job -- and most of it is repetitive, manual work. Editing your resume for every role, rewriting cover letters, tracking applications in spreadsheets, and prepping for interviews can easily eat up hours each week. FirstResume AI Job Hunting Automator is designed to handle all of it for you. For a one-time payment of $39.99 (MSRP $899), new...

We strive to uphold the... highest ethical standards in all of our reporting and coverage. We StartupNews.fyi want to be transparent with our readers about any potential conflicts of interest that may arise in our work. It's possible that some of the investors we feature may have connections to other businesses, including competitors or companies we write about. However, we want to assure our readers that this will not have any impact on the integrity or impartiality of our reporting. We are committed to delivering accurate, unbiased news and information to our audience, and we will continue to uphold our ethics and principles in all of our work. Thank you for your trust and support.

Website Upgradation is going on for any glitch kindly connect at office@startupnews.fyi more

Career development

1d

DATING FORUM - 5 Towns Jewish Times

I am currently in shidduchim and I came across one of the many WhatsApp groups. I joined and paid a certain amount each month, which I was okay with, but I recently decided to move on after being on it for eight months.

Before a single person joins the group, they fill out a sign-up with their name, info, and preferred payment plan, either monthly or yearly. At the bottom there's a checkbox that... in order to join, you have to agree to pay a minimum shadchanus fee for any shidduch made through the chat.

I know WhatsApp groups can be tough and loaded with problems, but I felt that when I was using it, it was helping me to get out there since I don't have much in the way of social media and events are hard to get into since it's my second time around.

My question is, when I left the group, I was interested in someone whose profile I saw on the app back in September 2025. I still have her résumé from when I first tried to go out with her, but she was busy then and I have no idea if she's busy now.

I know it's hypothetical, but morally and halachically, if something were to come about from a WhatsApp group months later, after you've left and are no longer paying the monthly fee, if you do get married, would you still have to pay a shadchanus fee since you found the résumé on the app?

I plan on asking my rav because I ask him a lot of questions regarding dating, but I also wanted to hear your perspective as a shadchan.

There is an even deeper problem that needs to be confronted. The fact that a single person even fears this question is telling that something is broken. Instead of focusing on emotional readiness, compatibility, growth, and building a bayis ne'eman, they are worrying about future invoices, retroactive ownership, admin enforcement, and most importantly, digital entanglements. That is not healthy. Shidduchim should not feel like navigating subscription contracts. They should feel like navigating destiny.

How did we even get to this point? There was a time, and it wasn't even so long ago, when I would gently (and sometimes not so gently) caution singles not to get swept up in the growing trend of résumé-based dating. I said it publicly. I said it privately. I said it in living rooms and at Shabbos tables. A résumé is a sterile document. It reduces a neshamah to bullet points: address, shul, height, schools, siblings, hashkafic labels and sublabels, etc. As if a human being can be captured in a font size. But people didn't listen, because they felt it was efficient. It was modern, organized. And what happened next, what we have now was inevitable.

Résumés turned into spreadsheets. Spreadsheets turned into databases. Databases turned into WhatsApp groups. WhatsApp groups turned into marketplaces. And with that came something far more troubling than technology: toxicity, because when shidduchim move from living rooms or dining rooms to group chats, something subtle but dangerous happens. The warmth leaves. The achrayus blurs. Accountability becomes murky. Admins become gatekeepers. Singles become "content." And what began as a tool quietly becomes a market that we now have with the hundreds upon hundreds of shidduch WhatsApp groups.

You described something very real: a sign-in form, payment plans, automatic agreements, and at the bottom, a checkbox that says "Shadchanus fee for any shidduch made through this chat," including a minimum fee. That checkbox represents the entire confusion of our era. Who exactly is the admin of the group you reference? Is this a shadchan? Is this a platform? Is this a service? Is this a subscription? Or is it a business model wrapped in communal language? Let's speak honestly and call it what it is.

Another uncomfortable truth is the power imbalance of these groups. They are often controlled by one or two administrators with complete authority. They decide who gets posted, who gets removed, who gets visibility, whose résumé is reshared, and who is quietly sidelined. There is no communal oversight or guidelines, and certainly no standards board. And when authority exists without accountability, toxicity can grow. The fact of the matter is that some admins bully other admins. Some compete over members. Some publicly shame those who "violate their rules." And tragically, some weaponize private information. The real victims of all this hierarchy are the singles. They feel the pressure and the politics. Instead of feeling supported, they often feel like products in a digital marketplace.

You joined that group because you wanted exposure. You don't live on social media. Events are harder the second time around (though I'm not sure why event organizers would exclude you if you fit the age target). Nevertheless, you were looking for a way to widen your dating circle. That is completely understandable. Many sincere singles have turned to these groups not because they love the format, but because they feel they have limited options.

Now to your question. You saw a résumé in September 2025 while you were a paying member. You tried once, but she was unavailable. Months later, after you left the group and stopped paying, you are considering trying again. Hypothetically, if it leads to marriage, do you owe shadchanus? Let's separate this into three layers: halachic, moral, and practical.

From a halachic perspective, shadchanus is not just a "nice tip." It is rooted in minhag Yisrael and in the concept of paying someone for facilitating a match. However, classic shadchanus applies when a shadchanactively introduces, suggests, follows up, mediates, or plays a meaningful role in bringing the couple together whether one-on-one via an event or other mode of introduction. Here, according to what you share, the admin did not redt the shidduch personally. They did not facilitate conversation or advocate for you, nor did they follow up. They provided access to résumés. That is not the same as being a shadchan.

If months later, independently, you pursue someone you once saw listed, and there is no ongoing involvement from the group, many poskim would question whether that constitutes a binding shadchanusobligation, especially if you are no longer a member and no active facilitation occurred. But you are wise to ask your rav, because local custom and the exact wording of what you agreed to can matter.

From a moral perspective, this is where your question becomes more nuanced. If the only reason you knew she existed was that platform, there is a concept of hakaras hatov. However, hakaras hatov does not automatically equal contractual shadchanus. There is a difference between: "I owe you because you made this happen," and "I appreciate that this platform once exposed me to information." Look at it this way: If a couple meets at a wedding and later marries, we don't pay the caterer. If someone sees an ad in a newspaper and later pursues it independently, we don't pay the publisher. Exposure is not the same as matchmaking. However, if you felt genuinely that the group's infrastructure directly caused the relationship to unfold, a voluntary gesture of appreciation could be appropriate. But that is very different from being halachically obligated to a minimum fee months after leaving a group.

Here's a deeper issue from a practical perspective. Many of these WhatsApp structures blur lines intentionally. They operate like businesses but cloak themselves in communal language. A checkbox at the bottom of a form does not automatically override halachic definitions of what constitutes shadchanus. If the agreement was simply, "Any shidduch made through this chat," the phrase "through this chat" is not just vague; it's very unclear. What does that mean, exactly? Through active involvement? Through introduction? Through direct facilitation? Or simply through exposure? This is precisely what has made the WhatsApp shidduch culture so complicated. It removes the relational element and replaces it with terms and conditions. Let me also say this openly. Your integrity in even asking this question speaks volumes about you. Many would simply move forward and say nothing. You are thinking about yashrus and derech eretz. That matters.

Now, from a shadchan's perspective: A real shadchan invests time, intuition, emotional energy, follow-up calls, encouragement, and sometimes hours of quiet mediation between two nervous people. When that results in marriage, the shadchan earned their fee, not as a gift, but as compensation for genuine work. A database does not do that. A group chat does not do that. A résumé warehouse does not do that. A digital bulletin board does not do that.

If this young woman becomes relevant now, and you pursue her independently, and no admin is involved, and no one is facilitating, it is difficult to classify that as classic shadchanus. Still, speak to your rav. Bring him the exact wording. And one more thought. If something beautiful were to come of it, and you felt in your heart that this platform was part of the journey, you could always choose to give tzedakah in that amount. Not because you were cornered. But because you wanted your story to begin with generosity rather than dispute. There is something powerful about starting a bayis with clarity. But do not allow fear-based clauses to control you months after you've left.

The larger lesson here is this: We moved too quickly into résumé culture, trading nuance for convenience. We replaced relationships with lists. And now singles are navigating legal fine print in what used to be a sacred and personal process. Shidduchim were never meant to feel like a subscription service. They were meant to feel like human beings caring about other human beings. I hope this gives you framework as you speak to your rav. And more importantly, I hope that whether through a group, a shadchan, or hashgachah pratis in the most unexpected way, you will soon find someone who sees far beyond a résumé.

Baila Sebrow is president of Neshoma Advocates, communications and recruitment liaison for Sovri-Beth Israel, executive director of Teach Our Children, and a shadchanis and shidduch consultant. Baila also produces and hosts The Definitive Rap podcast for 5townscentral.com, vinnews.com, Israel News Talk Radio, and WNEW FM 102.7 FM HD3, listenline & talklinenetwork.com. She can be reached at [email protected]. more

fred wandwasi

Career development

11h

Hello there
I have been working with a company for close to 15 years. It encourages you to go back to school to elevate your self Academically But when it comes to promotions every one knows you have to be connected politically. i wanna exist but there's that fear roaming around my Exist door. Any Advice related to this is welcome

Jena Yasava

Career development

5d

I’m new and have only worked at the company for 2 weeks, but the rule that everyone has to go to lunch together is really bothering me. I’d like to spend my lunch break alone - eat quietly, relax and think.
But in our team that doesn’t seem okay. One time I went to lunch by myself and five minutes later they called me saying they couldn’t find me.
How can I tell my coworkers that I prefer to... have lunch alone without hurting their feelings?
Thanks

more

5

Crystal Wizard
1d
i'm right with you, i don't like to each lunch with other people every day either. but I'm curious about your statement that it's a rule. is it a... company rule or just something the team you're on expects? more
Doris Higgs
2d
Don't say anything, go to the bathroom, go to your car. It's easy to kill time. Get on your phone with head phones, or listen to music to drown out... the noise. Lunch isn't a long time. There easy ways to use up time. It's not that bad. You still have a job. more
2

Career development

1d

Your job application flow can be automated for just $40

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Job searching has become a part-time administrative role. Copy a résumé, tweak keywords, adjust bullet points, rewrite a cover letter, track where you applied -- then repeat for the next listing. The actual "job search" often becomes document maintenance.

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Career development

1d

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Prices subject to change. PCMag editors select and review products independently. If you buy through StackSocial affiliate links, we may earn commissions, which help support our testing. more

Career development

1d

Employee lands job after a year-long search, then gets flooded with offers -- story sparks valuable lessons

After a year of job searching, a professional finally secured a stable position, only to be inundated with new opportunities. This surge of interest, including a potentially higher-paying role, sparked a Reddit discussion on burnout, timing, and the psychological impact of prolonged job hunting.

After a full year of job searching, one professional finally felt a sense of relief. An offer had come... through. The contract was signed. A start date was set. For the first time in months, there was stability.

And then, almost immediately, the emails started rolling in. The story, shared on Reddit by an anonymous user in a career-focused community, quickly struck a chord. What began as a post about cautious optimism turned into a wider conversation about timing, burnout, and the strange psychology of the job market.

ALSO READ: NYC Snow Day: Will schools reopen tomorrow in New York? Here's what you need to know

The poster explained that the job search had lasted 12 months. For the first half, they were still employed and casually exploring opportunities. But when their contract was not renewed, the search became a full-time effort.

They weren't sending out applications blindly. Only roles that matched at least 80 percent of their skills made the cut. Over the year, they applied to roughly 140-150 positions and interviewed with around 15 to 20 companies. Several processes advanced to final rounds, only to collapse due to budget freezes, last-minute rejections, or complete silence.

It was draining not just emotionally but also mentally. Finally, an offer arrived. The salary matched their previous job, the benefits were slightly better, and the workload appeared lighter. It wasn't the 10-15 percent pay increase they had hoped for, but after six months of unemployment, it felt like solid ground. They accepted.

ALSO READ:Employee almost quit for a startup, boss stepped in, decision turned into a blessing - many call manager 'class'

That's when things got ironic. Companies that had moved slowly suddenly resurfaced. A firm they genuinely liked invited them to a third-round interview, with compensation potentially 30-40 percent higher than the offer they had accepted. Another company requested a final panel interview. Recruiters began reaching out.

After a year of scarcity, opportunity seemed to arrive all at once. The poster admitted feeling conflicted. There was guilt about rejecting interviews after wanting them for so long. There was fear that the new job might not work out. There was also exhaustion -- the kind that only comes after months of uncertainty and repeated rejection.

ALSO READ: Nancy Guthrie's case update: Sheriff Nanos believes the victim was held near home-here's what he meant

The responses were thoughtful and varied. Some encouraged continuing interviews, especially with the higher-paying company, arguing that it's wise to keep options open until a better offer is firmly in hand. Others suggested leveraging the existing offer to speed up processes elsewhere.

Several commenters emphasized energy management. After a year-long search, burnout is real. Protecting mental bandwidth before starting a new role matters.

One theme appeared repeatedly: this surge of interest wasn't necessarily personal. Hiring cycles, budgets, and market shifts often move unpredictably. Timing can change everything.

Others shared congratulations, noting how rare success stories feel in job-search forums that often skew toward frustration and despair.

ALSO READ: Police appear at neighbor's house as Nancy Guthrie search takes a sudden new turn

What made the post resonate wasn't just the twist of timing. It was the vulnerability. The poster reflected on past regret -- once declining interviews because a new job seemed promising, only for that role to unravel months later. That memory fueled their hesitation now. No one wants to restart a year-long search.

The situation highlighted a common truth: when you've faced prolonged rejection, even good news can feel stressful. Opportunity, instead of bringing calm, can create pressure to make the perfect decision.

But as many commenters pointed out, perfection rarely exists in careers. There are only informed choices, adjusted over time.

Landing a job after a year of searching should feel like crossing a finish line. Yet this Reddit story shows that career paths rarely move in straight lines. Sometimes, doors open only after you've already chosen one.

The valuable lesson isn't just about negotiating better pay or keeping options open. It's about balancing ambition with well-being, and remembering that exhaustion can cloud judgment as much as desperation can.

In the end, preserving energy and making the best decision with the information available may be more powerful than chasing every possibility.

ALSO READ: How much snow did New York City get? Deadly travel conditions, power outages, and what to know about the winter storm

Should you keep interviewing after accepting a job offer?

It depends on your situation. If another opportunity offers significantly better pay or growth and you have the capacity to continue, it may be worth exploring. However, burnout and timing should factor into the decision.

Why do more job opportunities sometimes appear after accepting an offer?

Hiring timelines often overlap unpredictably. Companies may move slowly due to internal processes, budget approvals, or scheduling delays. What feels sudden is often the result of earlier efforts finally aligning at the same time. more

Anonymous member

Career development

2w

Hello Everyone!
im an independent contractor for the theatre, tv, movie, fashion and cruise ships as a tailor. I'm looking for a remote job with flexibility when i get called in for work where i can stop and go back to it when i finish my job. Does anyone know of any job like this ? any other ideas ? im already doing food delivery and uber which i dont want to do it anymore been doing it past 7... years more

7

richard pugh
1w
Look up a guy on instagram…his name is JR Greatness…with stock level university…

This is who I. Learned everything from…
This was like 10 minutes…
Demon Enterprise
2w
Email me

Career development

1d

Judge Pens MAGA-Friendly Dissent That Sure Reads Like A Supreme Court Audition - Above the Law

Career development

Anonymous member

Kazeem Tijani

Jonas Nzima

Jennifer Kissi

Robert Heazlit

Robert Heazlit

Career development

Is Gen Z really bringing mom and dad to interviews?

Career development

Management Training Programs That Can Boost Your Career, Plus 8 Companies That Offer Them

Career development

School board starts search for interim superintendent

Career development

Legal Expert Arrested for Bomb Hoax to Halt Girlfriend's Job Interview | Law-Order

Career development

Cousin Thinks She Can Use Woman's Credit Card Anytime, She's Mortified After Seeing $15K Charge

Career development

'I'm in college and I have no experience,' shares a student: How to prepare for your first job interview as a fresher - The Times of India

Career development

UNICEF-Targeted ATS CV Revamp

Career development

The resumé of the heart: Why volunteering builds skills employers crave

Terry Swift

Nontobeko Sabela

Juliet Mitchell

Career development

Streamline Your Job Search With AI Matching and Tracking for a One-Time Price of $39.99

Career development

DATING FORUM - 5 Towns Jewish Times

fred wandwasi

Jena Yasava

Crystal Wizard

Doris Higgs

Career development

Your job application flow can be automated for just $40

Career development

Streamline Your Job Search With AI Matching and Tracking for a One-Time Price of $39.99

Career development

Employee lands job after a year-long search, then gets flooded with offers -- story sparks valuable lessons

Anonymous member

richard pugh

Demon Enterprise

Career development

Judge Pens MAGA-Friendly Dissent That Sure Reads Like A Supreme Court Audition - Above the Law