Career development

 1d

Four things you should lie about in a job interview


A recruitment specialist - who has "been conducting interviews for years" - has outlined the four questions you should lie about in a job interview.

Taking to Reddit, the expert revealed that there are certain questions she feels are permissible to answer with a fib because being honest may have a negative effect on the interview process.

She went on to dub a job interview as less of an... "exhaustive exam" and more of a "negotiation", where the product the company is hoping to buy is your skills.

With that in mind, she encourages applicants to "have a few tricks" up their sleeves and lie about the following questions.

She advises hopefuls to lie about their previous salary, as human resources professionals are trying to find the most qualified person for the lowest cost to the company.

"During negotiations, if they pressure you to reveal your salary (which we will pressure you to do), don't give the real amount if you want a bigger raise," she shared.

She also encouraged applicants to lie about why they're looking for a new job.

"Don't tell us you didn't like your previous work environment," she instructed. "That makes you seem like a difficult person to recruiters and makes us think you might cause problems in this job.

"Instead, say you're looking for new professional challenges."

The recruitment expert added that one should lie about how their previous boss made them feel, otherwise you will be viewed as a "difficult person incapable of leadership".

"Look, I've worked with some real jerks in the office, and everyone knew it. But even though we all know tyrants exist in companies, don't tell anyone at another company that your old boss was one, because we're not from there."

Lastly, she advised applicants to lie about their goals five to ten years in order to seem like a better investment to the company.

"Although I also see myself running a farm with cows, I'm not going to tell people at the company," she hilariously shared.

"The company wants you there for a long time and they're thinking about the future with you.

She then compared the scenario to navigating relationships.

"It's like going on a date and saying you're afraid of commitment," she noted.

Social media users piled into the comments section to give their two cents on the controversial advice.

"Interviews aren't lie detectors, they're sales meetings so stop confessing and start marketing," one person wrote.

Another chimed in: "Literally treat all interviews as acting auditions and do/say whatever you think they'll like best until it gets down to the real details (pay, hours, etc)."

"God interviews are so exhausting. Like you need someone to do the job, I need a job to do, cool let's shake hands and see how it goes," one person penned.

Another added: "I learnt all this the hard way. Nobody told me anything. My honesty screwed me over so much. Companies want the best liars. Not the hard workers. At least in all my cases." more
5   

  • susan mazala

    20m

    thank you for the good advise

  • abudu razak

    31m

    if i was aware this tips i would be in the higher level in life.
    Thank You very.
    we need more of this TIPS

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Alan Pfister


Career development 13h
Hi! I’m interviewing at different companies right now and my friends scared me. They said some HR “accidentally” drop a pen during the interview to see if the candidate will pick it up. They say it’s a test to check if you’re too eager to please.
I don’t get it, should I pick it up or not?
If I pick it up, will they think I’m trying too hard to please the boss? And if I don’t, will they think... I’m stubborn?
Am I thinking about this the right way?
What do you think? Thanks

 more

  • Kenneth Zormelo

    1h

    The word here is accidentally not intentionally ... if it close you pick it up if it not kindly dont walk up to it, sit put

  • Kenneth Zormelo

    1h

    The word here is accidentally not intentionally ... if it close you pick it up if it not kindly dont walk up to it, sit put

Load more...

Anonymous member


Career development 2d

What really is "overqualified"? Should one have to dumb down to secure a job?
1   

  • Jobban Annett

    4h

    Have almost no chance to get a jobb: Or is that the age, isn't ?

  • Sheila Milburn

    1d

    Having a skill set far beyond what is needed for the position. Not including internships. For ex: an employer may think the code writer that accepts... a data entry job, is a risk. Because they don't expect them to stay in the position long. Which translates to another vacancy and $$s needed for another hiring event.
    No, you shouldn't "dumb down".
    Is how you end up in an overqualified status.      more

    1
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Career development

 5h

Job Interview Red Flags -- Learn How To Spot Exaggeration


Interviewers should scrutinize candidate claims to flawless career narratives or inconsistent details by asking for concrete examples and timelines.

Most of us have left a job interview replaying the conversation in our minds. Did I talk myself up too much? Did they make the job sound better than it is?

Interviews are all about telling your story. Candidates want to make a strong impression, and... hiring managers want to attract good people. But sometimes, both sides end up stretching the truth.

A 2025 FlexJobs Job Search Trends Report found that one in three people have lied on their resume. And a 2024 Glassdoor Worklife Trends report showed that almost 54% of employees said their jobs were different from what they were told during the hiring process. This trust gap often starts in the interview.

In most cases, it is better to be honest about reality than to try to seem polished. That honesty matters on both sides of the table.

For Candidates -- 3 Signs An Interviewer Might Be Exaggerating

1. The Role Sounds Amazing, But Vague

If the job sounds "amazing" but lacks specifics, that is a red flag. If you only hear the positives, you are likely hearing optimism rather than operational reality.

Watch for:

* Big promises without metrics, such as "unlimited growth opportunities."

* Buzzwords without clarity, like "fast-paced" or "entrepreneurial culture."

* Avoidance of questions about budget, headcount or KPIs.

If the job sounds perfect but isn't clear, ask for specifics that need specific answers:

* "What would success look like in the first 90 days?" This reveals whether expectations are defined or still abstract. Look for clear deliverables, not general statements about "getting up to speed."

* "What are the biggest challenges someone in this role will face right away?" Every job has its difficulties. An honest answer should mention real problems or limits.

* "How is performance measured?" Growth and opportunity only matter if there are clear goals and promotion criteria.

2. High Turnover Gets Minimized Or Deflected

When you ask why the last person left, you're not just learning about the job. You're also learning about the company's leadership.

Here is what strong, transparent responses actually sound like:

* "The expectations for the role were not clearly defined at the start, and that created friction. We have since clarified KPIs." This shows accountability and operational learning.

* "It was not the right long-term fit. The individual was looking for a more strategic role, and this position remains execution-focused." This is specific, neutral and does not attack the former employee.

* "We experienced higher turnover last year during a restructuring. Here is what we changed."This gives you background and shows what has changed.

A good answer usually has three parts:

* Ownership -- Leaders admit what they could have done differently.

* Specificity -- The answer gives context.

* Evidence of change -- They describe real steps taken to avoid the same problem.

Being open is a good sign of a healthy company culture. If leaders get defensive, it can mean things are unstable.

3. Compensation And Growth Sound Too Good To Be True

If compensation sounds impressive but undefined, press for data. Good companies can give you real figures. Interviewers who want to make things sound better might call bonuses "huge" but not explain what that means.

Watch for:

* Promotions that are described as "almost guaranteed."

* Raises discussed without performance criteria.

* Vague references to "fast-track growth" without examples.

If the pay sounds impressive, ask for clarification on real numbers:

* "How many people were promoted in the past year?" This reveals whether advancement is common or exceptional.

* "What percentage of the team got bonuses last year, and what was the average payout?" This helps you see if bonuses are real or just talk.

* "What is the usual annual raise range, and how is it decided?" This shows if raises are based on performance or just at the company's discretion.

For Interviewers -- 3 Signs A Candidate Might Be Exaggerating

1. Achievements Without Measurable Outcomes

When achievements lack metrics, probe deeper. Top performers usually know their results and what they accomplished.

Watch for:

* Leadership language that feels inflated

* Ownership that sounds larger than the role likely allowed

* Repeated use of "I" for clearly team-based initiatives

Credible answers tend to sound like:

* "I increased revenue by 18% in 12 months by restructuring the sales process."

* "I reduced client turnover from 14% to 9% by implementing a new onboarding sequence."

* "I led a five-person team and owned the quarterly reporting process."

Exaggeration often sounds like:

* "I transformed the company culture."

* "I led all strategy."

* "I was responsible for everything."

2. Perfect Career Narratives

Most people have had tough managers, slow projects or jobs that didn't go as planned. If a candidate's story sounds flawless, it's worth asking more questions.

Watch for:

* Every departure is framed as purely strategic

* All challenges are attributed to other people or circumstances

* Career moves described as seamless upgrades

Credible answers tend to include:

* Specific lessons learned from a failed initiative

* Honest discussion of a role that was not the right fit

* Ownership of mistakes without defensiveness

Good candidates don't pretend their careers were perfect. They show how they've learned and grown.

3. Inconsistent Details Under Follow-Up

Exaggeration usually falls apart under closer questioning. When you ask for details, you might notice things don't add up.

Watch for:

* Timelines that change when revisited

* Vague answers about who was involved

* Credit taken for outcomes without clarity on contribution

To check for clarity, try asking:

* "Can you walk me through the timeline of that project?" Specific dates and phases should come easily.

* "What exactly was your responsibility, and what did the team handle?" Good performers can explain the difference between leading, contributing and working together.

The incentives behind this behavior are not accidental.

Why Exaggeration Happens

Interviews are like performances. Candidates compete for jobs, and employers compete for talent. But the data shows that making your story sound too good can backfire.

CUNY School of Health reported in 2025 that on average, a disengaged employee costs a company $4,257 for a salaried non-manager, $10,824 for a manager, and $20,683 for an executive. Those costs create pressure on both sides of the hiring table. Employers may oversell stability or growth to secure talent quickly, while candidates may inflate their impact to avoid being filtered out.

The best interviews feel more like honest conversations about what the job really involves, not just auditions. Being clear might not feel exciting right away, but it pays off over time.

How To Protect Yourself Whether You're Hiring Or Job Hunting

Whether you are hiring or job hunting:

* Ask for examples, not adjectives

* Request metrics, not generalities

* Clarify expectations in writing

* Follow up with former employees or references when possible

The best career choices are based on honesty, not exaggeration. more

Career development

 14h

Part-Time Healthcare Job Search


My goal is to secure a part-time position in the healthcare sector and I want expert guidance through every step of the search. The immediate priorities are to refine my résumé and LinkedIn profile so they speak directly to hiring managers in hospitals, clinics, and other healthcare settings, then to identify live vacancies that fit my schedule constraints. Clear market insights -- including... typical hourly ranges, key skills employers highlight, and emerging roles -- will help me decide whether to focus on nursing-adjacent support, administrative coordination, or technical assistance. With that intel in hand, I will need targeted cover letters prepared for each shortlisted opening and coaching on interview talking points. Deliverables * Revised résumé tailored to healthcare recruiters * Optimised LinkedIn profile with keyword-rich headline and summary * Curated list (10-15) of genuine part-time healthcare vacancies, refreshed until at least three applications are submitted * Three adaptable cover-letter templates plus role-specific tweaks for each application * One mock-interview session (video or voice) followed by written feedback Completion is accepted when the documents are handed over in editable formats, the job list links are verified as active, and I feel confident submitting at least three applications. more

Career development

 16h

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The death of the résumé isn't just a metaphor -- it's a reality unfolding faster than most recruiters expected. As we step into 2026, agentic AI is transforming talent acquisition from a document-driven process into a dynamic, skills-based ecosystem. Instead of hiring managers sorting through pages of credentials, autonomous systems now discover, verify, and recommend top talent based on real-time... evidence of ability. Welcome to an era where résumés fade into irrelevance, and skills intelligence drives every hiring decision.

From Résumé Reliance to Real-Time Skills Discovery

For decades, résumés acted as the golden ticket to employment. Candidates polished bullet points while recruiters skimmed for keywords. But the modern workplace demands more than formatted words -- it demands proof of capability. The resume's limitations are painfully clear: bias, dated experiences, and limited insight into how skills evolve.

Real-time skills discovery flips this paradigm. AI systems now scan code repositories, community forums, learning platforms, and work samples to measure actual proficiency. They verify performance data, rather than just accepting claims. Recruiters gain access to a living profile of a candidate's evolving capabilities, rather than a static list written months -- or even years -- ago.

This technology doesn't merely automate screening -- it amplifies insight. Hiring decisions become grounded in empirical data and observable behavior. The guesswork fades, replaced by transparent, verifiable evidence of skill. Résumé reliance fades, and a truer measure of talent emerges.

2026: The Breakout Year for Agentic Hiring AI

The leap from generative to agentic AI marks a fundamental evolution. In early iterations, AI could draft a job posting or auto-reply to candidates. By 2026, however, agentic systems do far more: they autonomously plan hiring workflows, adjust outreach strategies, and even monitor niche talent communities for signals of high-fit professionals.

These AI agents act with a degree of independence once reserved for human sourcers. They are capable of setting and adjusting goals based on outcomes. For example, if a campaign fails to attract qualified engineers, the AI identifies alternative channels, rewrites the pitch, and tests new approaches -- all without human nudging.

2026 is not just another tech milestone; it's the breakout year where automation becomes initiative. Recruiters who equip themselves with agentic AI aren't delegating busywork -- they're building recruiting teams that literally run themselves, powered by continuous AI-driven optimization.

Beyond Chatbots: Meet the Era of Autonomous Recruiters

Most recruiters have used chatbots to manage basic candidate interactions. But agentic AI goes several steps beyond scripted conversation. It orchestrates entire talent pipelines -- matching skills, initiating correspondence, scheduling interviews, and even negotiating based on pre-set parameters.

These systems function like tireless virtual recruiters, capable of working 24/7 across multiple time zones. They scour the web for portfolio evidence, assess candidate-community contributions, and cross-verify skill claims against public data. The level of context-awareness and personalization far exceeds anything traditional automation achieved.

The emergence of autonomous recruiters doesn't replace human recruiters -- it redefines their value. With agents handling the logistics, humans can focus on empathy, advisory conversations, and closing deals, returning the recruiter's job to its relational core.

How Agentic AI Rewrites the Talent Acquisition Playbook

Agentic AI injects agility and adaptation into the hiring process. Recruiters are no longer bottlenecks, but strategists managing advanced systems that learn from every interaction. Hiring shifts from being reactive to predictive, guided by data about future skill gaps rather than today's open requisitions.

These new playbooks emphasize iteration, not intuition. Instead of relying on "gut feel," recruiters test hypotheses -- about candidate fit, sourcing channels, and employer branding -- then let AI validate or reject those assumptions. Every campaign feeds performance data back into the system, building a self-improving engine of continuous recruitment intelligence.

This dynamic approach is rewriting the recruiting rulebook entirely. The winning agencies are no longer those with the biggest databases, but those with the smartest, fastest-learning AI stacks.

The Quiet Collapse of Degrees and Paper Credentials

Once, degrees were shorthand for quality. A diploma on paper suggested readiness for the workforce. But in the AI-augmented hiring reality of 2026, skills speak louder than certificates. Employers have learned that credentials often lag behind technological change.

Agentic systems evaluate demonstrable skills: code quality, sales performance metrics, design innovations, or problem-solving results. These insights are richer and timelier than a degree earned years ago. The quiet collapse of paper credentialing reflects an increasingly performance-oriented mindset across industries.

Degrees aren't disappearing entirely -- they're just losing their monopoly. Where once they were gatekeepers, today they are one data point among many. The market now rewards proven ability, not pedigree.

Why Skills Intelligence Platforms Are the New Résumé

Skills Intelligence Platforms serve as living ecosystems of verified capability data. They collect inputs from multiple sources -- learning history, professional achievements, peer endorsements, certification updates -- and convert them into dynamic talent profiles.

For recruiters, these profiles are gold. They reveal not just what candidates have done, but what they can do next. When paired with AI-driven analytics, they highlight trends such as emerging skill clusters and learning velocity -- insights no résumé ever offered.

As organizations integrate these platforms into their ATS and CRM systems, the résumé becomes redundant. Skills data replaces documents, enabling instant matching based on objective evidence rather than subjective summaries.

Mapping Competencies: Uncovering Hidden Talent Pools

Agentic AI thrives on discovery -- particularly of candidates who've been overlooked by traditional filters. By mapping competencies rather than credentials, it identifies individuals whose transferable or adjacent skills make them prime candidates for rapid upskilling.

For instance, an AI model might discover that a customer support representative possesses problem-solving traits similar to those of a quality assurance engineer. By reframing the data, recruiters uncover fresh pipelines without expanding sourcing costs.

These hidden talent pools thrive in the skills-first economy. Companies embracing this model build inclusive, high-performing teams faster, while competitors still chasing degree lists fall behind in the talent race.

Predictive Workforce Analytics and the 2026 Stack

The 2026 recruiting tech stack hinges on one concept: prediction. Predictive Workforce Analytics blends internal skill inventories with market data to forecast talent shortages months before they emerge. This enables proactive hiring strategies and targeted training investments.

Skills Intelligence Platforms feed directly into these analytics systems. When connected to internal performance data and external hiring trends, they create a panoramic view of workforce capabilities. The organization no longer reacts to vacancies; it plans for them.

Recruitment agencies leveraging this predictive power gain first-mover advantage. They can guide clients toward emerging skill demands, positioning themselves not merely as providers of talent -- but as partners in strategic workforce foresight.

What Recruiters Must Upgrade Before AI Leaves Them Behind

As much as this revolution is technological, it's also personal. Recruiters must evolve their own capabilities: understanding how to interpret AI analytics, train intelligent models, and guide agentic workflows. Simply using software isn't enough -- knowing why the software makes its choices becomes the differentiator.

Upskilling now means AI fluency. The best recruiters of 2026 won't just read resumes -- they'll read algorithmic outputs, bias flags, and data lineage reports. Their expertise shifts from sourcing to strategic orchestration.

Those who fail to upgrade risk obsolescence. Agentic AI accelerates too quickly for static skill sets to survive. The future belongs to recruiters who learn faster than the machines they manage.

Balancing Automation with Authentic Human Connection

Even as AI excels at precision and scale, it cannot replicate human intuition, empathy, or the nuances of conversation. Candidates still crave genuine contact -- someone who listens, interprets, and advocates. The human recruiter's craft lies in these deeply relational moments.

Balancing automation and authenticity means using AI as a force multiplier, not a replacement. Let machines crunch data, while people build trust. The most successful recruiting organizations design roles around that synergy -- AI for detection, humans for connection.

In this blended model, technology empowers empathy. Recruiters are not displaced; they are amplified, armed with deeper insights and liberated from repetitive tasks to focus on meaningful dialogue.

Trust, Negotiation, and the Human Premium of 2026

In the end, hiring remains a human transaction. Trust can't be automated -- it must be earned. The final stages of hiring, from negotiation to onboarding, hinge on emotional intelligence and authentic human engagement.

While agentic AI powers sourcing, assessment, and matching, it is the recruiter's human understanding that closes deals. Candidates often decide based on how they feel about a company, not on the scoring output of an algorithm.

That feeling -- the human premium of 2026 -- is irreplaceable. Recruiters who lead with transparency, empathy, and fairness will remain indispensable, no matter how autonomous their AI becomes.

Goodbye Résumé, Hello the Future of Truly Smart Hiring

The phrase "Goodbye Résumé" isn't hyperbole -- it's the headline for a new era. As agentic AIs dominate the back end of talent acquisition, recruiters move from data wranglers to deal-makers. Skills, not paper, shape career trajectories.

AI-driven hiring democratizes opportunity by focusing on ability over appearance, on current skill over past education. It levels the playing field for learners, career changers, and global remote talent. The promise of truly smart hiring finally feels within reach.

The organizations that thrive will be those that merge the logic of machines with the warmth of human connection. Goodbye résumé. Hello the future of work -- measured not by what you've claimed, but by what you can actually do.

The résumé's quiet exit marks more than the end of an outdated format -- it signals the birth of a skills-first economy, guided by intelligent, autonomous technology. Agentic AI doesn't erase human recruiters; it elevates them to their most essential role -- as interpreters of data, mediators of trust, and champions of human potential. In 2026 and beyond, success will belong to those who stop reading résumés and start reading reality. more

Career development

 1d

Japanese Firms Start Job Seminars for 2027 Graduates


Tokyo, March 1 (Jiji Press)--Japanese companies started job seminars Sunday mainly for university students graduating in spring 2027, with a seller's market continuing due to unabated labor shortages in many industries. The rapid spread of artificial intelligence technology has also led to intense competition for science and engineering talent. Many companies started public relations... activities targeting job-hunting students, such as job seminars, on Sunday following a request from the government. But a survey shows that about 30 pct of students have already obtained informal job offers. Critics say that job hunting is starting earlier and that recruitment rules are becoming a mere formality. Job information company Mynavi Corp. held a job fair in Tokyo for science and engineering students that brought together more than 60 companies, including Honda Motor Co. and air conditioner maker Daikin Industries Ltd. A third-year national university student participating in the event has already received an informal job offer, according to the student. "I feel I have a wide range of options. I'm paying close attention to benefit packages and work locations," the student said. "Demand for science and engineering students is very high," said Makoto Takahashi, editor-in-chief of Mynavi. According to a survey of about 950 people conducted by human resources company Indeed Recruit Partners Co., 32.8 pct of students graduating in spring 2027 had received unofficial or informal job offers by Feb. 1. To secure talent early, an increasing number of companies are deciding who to hire without waiting for March. END [Copyright The Jiji Press, Ltd.] more

Career development

 1d

Employers to job seekers: Your AI resumé isn't fooling anyone


AI is helping job seekers rapidly apply to jobs. But recruiters and employers say that's not always a good thing.

As part of a job search, outsourcing and offshoring company Oceans asked candidates to make a video answering one question: What is your most controversial personal conviction about the workplace? The company received more than 300 responses and most of them were eerily similar.

"It... was abundantly clear it was [artificial intelligence]," Matt Wallaert, Oceans' chief experience officer, said of the repeated answers, which also followed the same structure. It was like "you did the laziest possible ... you failed the basic task of sharing your personal beliefs."

The situation left Wallaert and the hiring team bewildered on how to evaluate the candidates, as even some of the most qualified blended together.

Job seekers are turning to AI to help them land jobs more quickly in a tough labor market. With a plethora of AI tools, some employers may be screening applicants' resumés, deprioritizing them as candidates. Employers say that's having an unintended consequence: Many applications are looking and sounding the same. AI has complicated the process for both employers and job seekers leaving both sides at odds over how to get what they want.

It's easy to spot when candidates over-rely on AI, some employers said. Oftentimes, executive summaries will look eerily similar to each other, odd phrases that people wouldn't normally use in conversation creep into descriptions, fancy vocabulary appears, and someone with entry-level experience uses language that indicates they are much more senior, they added.

It's worse when they use auto-apply AI tools, which will find jobs, fill out applications, and submit resumés on the candidate's behalf, some employers said. Those tend to misinterpret some of the application questions and fill in the wrong information in inappropriate spots. If these applications were evaluated alone, employers say they'd have a harder time identifying AI usage. But when hundreds of applications all have the same issue, they said, AI's role in it becomes obvious.

Joseph Eitner, chief human resources officer for New York-based investment firm Eaton Capital Management, said he has no issue with candidates turning to AI to add some keywords, clean up their grammar, or even help them think through a question on the application. But ultimately, he said, candidates should do the writing themselves, express their own ideas and personalities, and take the time to manually submit their applications.

"If that's how you apply and how you work, I don't want to hire you," he said. AI auto-apply services are "snake oil. It's a disservice to yourself and to the people you're applying to."

Not all employers rely heavily on AI to screen applicants, according to Ron Sharon, chief information security officer in Denver at financial advisory firm PTMA Financial Solutions, and some only use it to help them prioritize people with the necessary experience. Sharon said he uses an AI tool that assigns percentages to candidates based on their qualifications. Anyone who hits a 75% or above will be considered for the job, he said, but AI never automatically rejects a candidate.

"I use AI as a tool to help me augment what I do," he said. "Job seekers should use it to help them augment what they do. They shouldn't use AI for the complete process."

But some job seekers say the ways that employers started using the technology to rank candidates prompted them to adopt it.

Stephen Harris, a 37-year-old in San Antonio who's seeking a job as a tech support specialist, said he'll stop using AI to write his resumé once recruiters stop using AI to evaluate it.

"You're saying, 'You shouldn't be doing this' when I know a good chunk of them do this," Harris said.

Employers are often focusing too hard on finding the perfect candidate and losing some of the most adaptable ones in the process, he said. And while he still tries to stand out by sending his resumé via mail, he says using AI to quickly tailor his resumé makes it easier to be among some of the earlier applicants.

Job seekers say one of the benefits of AI is it can help people make ideas flow better, punch up their words, and fill in blanks they may struggle with. But some employers say they'd much rather see the person as they are.

Prateek Singh, founder and CEO of the start-up LearnApp in New Delhi, said that when candidates use AI for their applications, it doesn't allow him to evaluate what excites them about the job and what they're less interested in. In their cover letters, candidates are asking him to "chat over coffee," a phrase he said isn't common in India.

"This is the best time for you to stand out based on all of your flaws and eccentricity," he said. "If 100 applicants come to us with AI, and you are authentic, you stand out."

The advice rings true to applicants such as Sneha Sharma, who said that when she stopped using AI for her resumé, she started to gain more traction in her job search.

In the course of about six months she had applied to up to 300 jobs, using AI tools such as ChatGPT and some that helped her find leads. She briefly tried an AI application that auto-applied to jobs for her but gave up on that in a couple weeks. But she couldn't land any interviews.

After taking a break, she adopted a new approach: She stopped using AI, built a couple of resumés from scratch, adding a little personality such as including details about her move to the United States, and cold calling and emailing recruiters. Within two weeks she landed seven interviews, and in less than two months, she had a job.

"Don't be blinded by the internet and that ChatGPT will do everything," she said. "Use your brain, keep changing and experimenting."

Wallaert, the Oceans executive, said the company planned to reach back out to qualified candidates who used AI to tell them to try again. The company also plans on updating the application's instructions to ask that candidates not use AI for their video response. Wallaert has faith that eventually the problem will solve itself, but in the meantime, he feels badly for candidates who may lose out because of relying too much on AI.

"This gap will close over time but at what cost?" he said. "That's the bummer." more

Career development

 1d

I landed a job by cold emailing the CEO. Nothing else worked for me.


Job seekers should focus on personalized outreach instead of traditional résumés and cover letters.

This as-told-to essay is based on a conversation with Cathy Xie, a 25-year-old marketing professional based in Toronto. It's been edited for length and clarity.

I remember opening my laptop about a month into my job hunt, seeing yet another automated rejection, and feeling this kind of collapsing... desperation. I knew I needed to do something different in my approach if I wanted to stand out in the job market.

I tried three new job-finding strategies, but I didn't get hired until I sent an email directly to a CEO with the subject line "My landlord inspired this email."

Job seekers should be thinking less about their résumé and cover letters, and more about how they can get a potential employer's attention.

In 2024, I founded a startup aimed at helping students and new grads with unconventional backgrounds pivot into tech and navigate the job market. Unfortunately, we had to shut down about a year and a half later due to changes in the market. It's a little ironic that the tech job market is what put me back on the job hunt.

After mass applying to roles across marketing, product, and growth, largely targeting tech and AI companies, I felt drained. I was also spending so much time doom-scrolling on TikTok, watching video after video of young Gen Z job seekers talking about their frustrations with the job market.

Job searching was always in the back of my mind, and I knew it was time to try a different approach.

The first route I tried was referrals, but those were not a huge success.

My next approach was scouring niche startup boards, subscribing to free newsletters that posted about startups hiring, and even following LinkedIn creators who report on startups that had just raised. Then I'd apply directly through the company's website and try to email someone on the team who would likely be my manager for that position. Though I didn't end up with a job from that approach, it was still a great way to network.

My last approach, cold emailing a founder, ultimately landed me my new role. I'd been following this founder's journey on LinkedIn for a while because I was passionate about his startup's mission to address the housing crisis in major cities. He posted that he was hiring a marketing manager and included a link to apply. I thought to myself, "I am not applying the traditional way again."

I had just come across a social media post from someone about how cold emailing helped them achieve so many of their life goals, and how rejection was redirection. It made me think maybe I should just email the founder directly. I had nothing to lose.

I know, as a founder, you get thousands of emails, so I needed to make sure my email was one he had to open.

It was also important to me to make my email as personal as possible because I think it's a lost art. Especially with AI, we've become overly formal with writing. My subject line was "My landlord inspired this email" because I thought it was funny and might grab his attention.

In the body, I introduced myself, described my past roles and how they prepared me for this job, and wrote about my passion for and interest in the startup itself. I tried to keep it personable and a little funny. I kept it around 150 words, so it was short and sweet.

He responded just over a week later by emailing me back and messaging me on LinkedIn to set up an intro call with him and the CMO. After two more interviews, including an intro to a case study and a case study presentation, I was offered the role of marketing manager.

The job has been great so far, and my team is amazing.

The first two questions a lot of people ask themselves when applying to a job are "How should I write my résumé?" and "How should I write my cover letter?"

However, I think the question you should ask yourself instead is, "How can I get the attention of this person?" Once you ask yourself how you can get in front of a person, you open up so many ways to approach this job hunt, rather than just doing the traditional cold application.

With this wave of AI, it's so easy not to put in effort with job applications and just mass apply. But I think what comes with getting people's attention is putting in the effort.

You can spend a few hours cold applying and maybe get one or two automated emails, or you can spend those hours doing a couple of very personalized outreaches. It will take effort, but I think it's important to put that effort in if you want to stand out in today's job market. more

Career development

 1d

What to know about the spread of 'fair' AI job interviews in Japan


An increasing number of companies in Japan are using artificial intelligence (AI) for job interviews, considering it "fairer" than human vetting. The Mainichi Shimbun answers questions readers may have about the pros and cons of the new trend.

Question: I've heard that companies are increasingly using AI for job interviews. Is that true?

Answer: Yes, it is. More companies are adopting systems... where an "AI interviewer" converses with applicants via computer or smartphone screens, automatically evaluating their basic professional abilities, strengths and weaknesses and compatibility with the company.

Q: Why is this trend growing?

A: When humans evaluate candidates, biases tend to arise due to the interviewer's personal preferences, compatibility with the applicant, or differences in skill level. In contrast, AI interviews are said to evaluate applicants fairly based on preset uniform criteria, which is why businesses that have implemented them welcome the technology. Many university students also apparently view AI interviews as a fair and advanced method.

Q: So, do AI interviews offer benefits for both parties?

A: Yes, they are expected to reduce the risk of overlooking talented candidates. Since AI can work without breaks, interviews can be conducted without time constraints, allowing for more applicants to be accommodated. It's also less time-consuming and labor-intensive than human interactions, making it possible to interview candidates who might otherwise have been rejected at the application form screening stage.

Q: But relying solely on AI for judgment is concerning, isn't it?

A: Of course, AI isn't perfect. There's a risk that it might learn biased information based on gender, race or disability. In fact, there have been cases overseas where AI implementation led to employment discrimination, and some states and cities in the U.S. have enacted laws regulating AI use in hiring. In Japan, too, many firms are taking a cautious approach to avoid mistakenly rejecting candidates they should have hired. This includes having humans review recordings of AI interviews before making final decisions.

(Japanese original by Yuki Machino, Business News Department) more

Career development

 1d

Combination Format CV From Scratch


I'm starting without an existing résumé and need a brand-new CV built in MS Word that blends a chronological overview of my experience with a skill-focused section. The document has to read smoothly, look clean, and be easy for me to update later. Here's what I'll supply right away: my career history, key achievements, education, and any target roles or industries I'm pursuing. From that, I expect... you to shape a compelling professional summary, organise accomplishments under both skill areas and time-based roles, and apply thoughtful formatting -- consistent fonts, spacing, heading styles, and subtle design touches that remain ATS-friendly. Final hand-off should include: * An editable .docx file using standard Word styles * A PDF export that preserves layout perfectly If you'd like to suggest strategic wording or layout tweaks along the way, I'm open to revisions until the CV balances clarity, impact, and polish. more

Career development

 3d

How to Ace a Job Interview With an AI


AI video interviews are increasingly common in hiring, requiring candidates to answer questions on camera for AI assessment before human review.

If you're applying for jobs, you better get used to being interviewed by AI.

As the use of artificial-intelligence tools in hiring continues to expand, it isn't unusual for job candidates to be interviewed by an AI platform rather than a human -- at... least initially.

In these AI video interviews, candidates typically see a screen with a written question and their face in a camera frame with a prompt to respond via video. Sometimes the question will require a typed-in or multiple-choice response rather than a video answer. Just like with any job interview, the questions can be both basic ("What does good customer service mean to you?" ) or technical ("What approach would you take to identify the root cause of a $100,000 variance during the consolidation of three international subsidiaries?").

You may have just one opportunity to rerecord an answer; if you flub that, there's no taking it back. The platform usually provides no response beyond a matter-of-fact acknowledgment that your answer was submitted. But behind the scenes it is noting and scoring your answers for an assessment it will give to the hiring company. A human eventually reviews the submissions.

The experience can be awkward or unnerving for many candidates. So we consulted recruiters, career consultants and people who run AI hiring platforms for tips on how to ace an AI job interview. First off, they say, don't act like a robot yourself. Here are some of their other tips:

Practice in the same manner in which you will be evaluated: on video with no one to look at and under time pressure. "AI is evaluating delivery, pacing, confidence and clarity, not just content," says J.T. O'Donnell, chief executive of career-coaching site Work It Daily.

Candidates can easily fall into the trap of sounding too scripted or robotic because without facial cues from a human interviewer, they have no idea how their answers are being received. "Even though candidates aren't speaking to a person live, they should still prepare and communicate as if they are," says Ben Sesser, chief executive officer of AI-interview platform BrightHire.

Record yourself answering six to eight common questions on topics such as leadership, conflict and customer handling, says Conor Grennan, CEO of AI consulting company AI Mindset. Then review the recording on mute, just watching your presence and body language. Next, play the recording audio-only, to listen for pacing, filler words and clarity. Finally, watch the video with sound on. Repeat until you feel you could respond this way in your sleep.

Some of the AI interview platforms offer practice sessions or coaches who work with job candidates in mock AI interviews.

Many applicants try to load their responses with keywords they think the algorithm wants to see. That's a mistake, experts say.

"You want to use relevant industry terminology naturally, but don't game it by just keyword stuffing," says Keith Wolf, managing partner at recruiting firm Murray Resources, adding that "most AI systems are smart enough to detect when someone is being overly robotic." Indeed, Willo, a job-candidate assessment platform, says it uses AI detection technology to note when applicants are relying on AI or keywords in their responses to win over an algorithm.

Try to speak naturally -- not too fast or for too long -- and focus more on the structure and clarity of your answers than how many keywords are in them. It's all right to show personality or use appropriate humor. "Expressing personality, tone or emotion doesn't confuse the system, nor is it considered a mistake," says Prem Kumar, CEO of AI interviewing platform Humanly.

As with any interview, provide specific examples of skills you have, how you have used those skills to solve a problem, metrics to back up what your resolution achieved and how you would use those same skill sets at the company, advises Tessa White, founder of career-consulting company the Job Doctor.

Executives from AI interview platforms say the systems generally don't score job candidates based on eye contact or facial expressions. But since a human eventually will review your interview, career consultants and recruiters advise looking directly at the camera when recording responses -- in much the same way you would look at a human interviewer during an in-person interview.

It may feel awkward at first, but it "makes a huge difference in how engaged you appear" overall, says Wolf.

What's more, some systems are trained to note if it appears a candidate is reading from notes or looking up answers. Looking away from the camera for extended periods could generate such concerns, says Teri Parker de Leon, executive director of the career management center at Duke University's Fuqua School of Business. You don't want to give the impression that you have a script or are cheating in some way.

AI platforms also don't score candidates on attire, but career consultants and experts say dressing professionally for AI interviews can have its benefits.

"Your attire can be important for your general attitude and demeanor," says Duke's de Leon. "Putting on a suit or business-casual outfit may put you in the right 'head space' for the interview."

In general, treat the video as if having a meeting with a human -- after all, a human reviewer will see the video later. You wouldn't show up to an in-person interview shirtless, would you?

This may be obvious but it bears repeating: Make sure you have a strong Wi-Fi connection, close tabs, turn notifications off and silence phones and other distractions before joining an AI interview.

"Muffled audio is fatal," says Grennan of AI Mindset. "If the system can't transcribe you accurately, you get a zero on that question." He recommends using a headset or external microphone for best results.

Make sure you're in a quiet environment. The number of candidates who don't do such digital due-diligence "is quite alarming to me," says Euan Cameron, CEO of Willo. "I've even seen people doing them in the car or doing them on a moving train," he says. "These aren't good ideas."

An AI interviewer generally won't take note of your background or lighting. Still, it's probably best to avoid anything weird or embarrassing since a human reviewer eventually will see it. more
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Career development

 1d

Who You Become While the World Changes


Member-only story

There's a question that used to define job interviews:

"Where do you see yourself in five years?"

For a while, it was the standard by which companies measured ambition, clarity, and direction.

I've also given answers I no longer believe.

Because something has changed -- not just in the job market, but in the very logic of how careers work.

The five-year plan wasn't a bad... idea. It represented a product of its time.

A time when careers were linear. When the junior became senior, the senior became manager, and the manager became director. When loyalty to one company was a virtue. When specialization was a moat.

That world rewarded depth and permanence.

"What do you know?" was the right question.

Today, it's not enough.

Ryan Roslansky, LinkedIn's CEO, called the classic five-year plan "a bit foolish" because the market and technology "move underneath your feet."

That's not pessimism. It's honesty.

The World Economic Forum's Future of Jobs Report estimates that 44% of workers' core skills will be disrupted in... more

Career development

 1d

Recruiters laugh at prospective employee while interviewing them: 'So what do you think this position actually does all day? Do you understand it?'


Nobody wants to be dismissed. We all owe each other respect, no matter who we are and what we're looking for. There is a baseline level of respect that we all need to treat each other with, no matter the circumstances. But we don't always get that, and we have to find a way to thrive regardless. You can have all the self-confidence in the world and still have your nerves shaken by someone looking... at you the wrong way. We all have our vulnerabilities. We all have people who can upset us with a glance. You just hope you don't run into these types of people in a job interview.

Gearing up for a job interview can be nerve-wracking. You want to do your best to present yourself in a positive light and be ready to answer all of their questions. You have to think about what to say when they ask, "Tell us about yourself," and be able to pitch your life story in a way that gels with their company vision. You pick out what you're going to wear, practice your firm handshake, and imagine your life at a new company. It's putting yourself out there to the highest degree. You hope that, even if you don't get the job, you are treated like a human. You hope that they give you decency and dignity during the interview, but that doesn't always happen. more

Career development

 1d

Digital Reputation Is the New High School Popularity


By John Sprezzatura

High school popularity used to live in hallways.

Now it lives on screens.

Your reputation no longer depends on who sits at your lunch table.

It depends on what shows up when someone searches your name.

Colleges check.

Coaches check.

Employers check.

Kaplan surveyed college admissions officers in 2023. Forty six percent said they review applicants' social media profiles.... Source, Kaplan Test Prep, 2023 College Admissions Officers Survey.

CareerBuilder surveyed employers. Seventy percent said they use social media to screen candidates during hiring. Source, CareerBuilder Survey, 2018. I cannot confirm a more recent large scale employer survey with the same methodology, so I cite this widely reported result.

This is not theory. This is process.

Your digital reputation affects:

- College admissions

- * Team opportunities

- * Jobs and internships

- * Brand deals

- * Leadership roles

- * Peer perception

In school, popularity came from proximity.

Online, reputation comes from proof.

People judge you based on:

- What you post

- * What you repost

- * What you like

- * What you comment

- * Who you follow

- * What others tag you in

You control some of this. You ignore some of this. All of it shapes your image.

Pew Research Center reported in 2022 that 95 percent of U.S. teens have access to a smartphone, and 67 percent use TikTok. Source, Pew Research Center, Teens, Social Media and Technology 2022.

That means most of your peers build a public record every day.

Unlike hallway rumors, posts do not disappear.

Screenshots exist. Archives exist. Search exists.

Here is the shift.

Old system:

- Be known in your grade

- * Win popularity contests

- * Control your in person circle

New system:

- Build searchable credibility

- * Show consistent interests

- * Create evidence of skill

- * Manage public perception

You do not need millions of followers.

You need alignment.

If you say you love sports, your page should show analysis, clips, takes, or stats.

If you say you care about business, show projects, ideas, experiments.

If you want to play college baseball, your account should not undercut your discipline.

Ask yourself:

If a coach checks your profile tonight, what do they see first.

If an admissions officer scrolls for sixty seconds, what stands out.

If a local business wants to sponsor you, what evidence do they find.

Digital reputation rewards consistency.

Here is a simple audit you can run today:

Step one. Search your full name on Google.

Step two. Review your public Instagram, TikTok, and X profiles.

Step three. Delete posts that conflict with your goals.

Step four. Update your bio with clear interests and achievements.

Step five. Pin content that represents your best work.

Then build forward.

Post with intent.

- Share projects, not complaints

- * Show work ethic

- * Highlight team wins

- * Credit others

- * Stay out of drama threads

- * Think before you comment

This is not about being fake.

This is about being aware.

High school popularity fades after graduation.

Search results do not.

You build your digital reputation daily.

Ignore it and others define it for you.

Manage it and you shape how doors open. more

Career development

 1d

The Power of Online Diplomas for Career Growth - DAILY WAFFLE


Embracing the Shift: Why Online Learning is Thriving

The landscape of career development is constantly evolving, and with it, the ways individuals pursue their professional ambitions. For many, traditional education models no longer fit the demands of modern life. This is where online learning steps in, offering a flexible and accessible pathway to new skills and career opportunities. It's a... chance to truly take control of your professional journey.

Adult learners, career changers, and professionals looking to upskill are increasingly turning to digital platforms. The ability to study at one's own pace, from any location, makes it an attractive option for those balancing work, family, and educational goals. It's about making education work for you, rather than the other way around. For those seeking comprehensive learning solutions, exploring options like those found at Association of Learning can be a great starting point.

Discovering New Horizons: Programmes for Empowerment and Transformation

Online programmes open doors to a vast array of fields, providing the knowledge and skills needed for personal and professional growth. Whether aiming for a complete career overhaul or simply enhancing existing expertise, there's likely a course to suit every ambition. These programmes are designed to empower students, equipping them with the tools for real-world impact.

Consider the impactful field of life coaching, a profession dedicated to guiding individuals towards achieving their full potential. A programme like the Life Coaching Diploma Level 3 can provide the foundational knowledge and practical techniques required to support clients in various aspects of their lives, from career progression to personal well-being. This type of programme is perfect for those who are passionate about empowering others and facilitating positive change.

Another area of growing importance is relationship support. For those with a compassionate nature and an interest in human connection, a course focusing on helping couples can be incredibly rewarding. The Marriage and Relationship Counselling Diploma Level 3 offers a structured approach to understanding relationship dynamics and effective counselling strategies. Such courses allow students to delve into a specialised area, providing valuable support to individuals and families.

The Benefits of Flexible Online Study

One of the most significant advantages of pursuing an online diploma is the unparalleled flexibility it offers. Students can tailor their study schedule around existing commitments, eliminating the need to choose between education and other responsibilities. This adaptability is crucial for adults who often juggle multiple roles.

Study at Your Own Pace

Online platforms typically allow students to progress through modules at a speed that suits them best. This self-paced learning environment reduces stress and enhances comprehension, leading to a more effective educational experience. It's about quality learning on your terms.

Trusted Programmes and Expert Support

Many online providers offer programmes that are highly regarded, ensuring that the knowledge gained is respected within relevant industries. Furthermore, access to expert tutor support means students are never alone in their learning journey, receiving guidance and feedback whenever needed. This blend of strong content and dedicated support creates a robust learning ecosystem.

Making a Career Change or Upskilling

Online diplomas are a fantastic avenue for individuals considering a career change or those simply wishing to upskill in their current role. They provide a structured yet flexible way to acquire new competencies or validate existing experience with a formal programme. This dedication to continuous learning is highly valued by employers.

Boosting Employability

Completing an online diploma demonstrates initiative, discipline, and a commitment to personal development - qualities highly sought after by employers. It can significantly enhance a CV and open doors to new professional opportunities. It's an investment in your future earning potential.

Personal Growth and Confidence

Beyond career prospects, the journey of completing an online programme fosters significant personal growth. Students develop stronger time management skills, critical thinking, and a greater sense of self-efficacy. This newfound confidence can permeate all areas of life, not just professional.

Frequently Asked Questions

What are the benefits of online learning for career development?

Online learning offers flexibility, allowing students to study at their own pace and balance education with existing commitments. It provides access to a wide range of specialized programmes that can lead to career changes or significant upskilling, ultimately boosting employability and confidence.

How can I choose the right online programme for a career change?

When choosing an online programme for a career change, consider your interests, long-term career goals, and the relevance of the programme to industry demands. Look for providers that offer trusted programmes, expert tutor support, and clear learning outcomes.

Are online diplomas trusted by employers?

Many online diplomas are highly regarded by employers, especially when offered by reputable educational providers. They demonstrate a commitment to continuous learning and the acquisition of new skills, which are valued in the professional world.

What support is available for online students?

Reputable online learning platforms typically offer robust support systems, including expert tutor guidance and online resources. This ensures that learners have access to assistance whenever they need it throughout their studies.

How long does it take to complete an online diploma?

The duration of an online diploma can vary significantly depending on the programme's specific requirements, the credit load, and the student's study pace. Many flexible programmes allow students to complete their studies within a timeframe that suits their individual circumstances.

Embark on Your Educational Journey Today

Online diplomas present a powerful opportunity for anyone looking to invest in their future, whether through a significant career change or by enhancing their current professional skills. The flexibility, quality of programmes, and dedicated support available make online learning an accessible and effective choice for many.

Take the leap and explore the wealth of online learning opportunities that await. Empower yourself with new knowledge, broaden your career horizons, and join the growing number of individuals transforming their lives through flexible and engaging educational pathways. Your next chapter could be just a click away. more

Career development

 1d

10 Insider Tips on Landing Your Dream Job at Claude AI


Landing your dream job at Claude AI takes more than just technical brilliance -- it requires alignment with the company's deeper mission, creativity in presenting your skills, and the ability to stand out in a competitive AI-driven world. With the right preparation and mindset, you can turn this ambition into reality. In this article, we'll uncover ten insider secrets that will help you make a... lasting impression and leave recruiters confident that you're the perfect fit for Claude AI.

1. Understand Claude AI's Mission and Core Values

Before sending in your application, immerse yourself in Claude AI's mission and philosophy. Claude AI's foundation rests on developing AI systems that are safe, ethical, and beneficial to humanity. Demonstrating that you understand and care about these values during your application process shows that your interests go beyond a paycheck -- you're committed to making responsible AI a reality.

Research how Claude AI approaches topics such as model alignment, transparency, and long-term AI safety. Read whitepapers, blog posts, and official statements to name-drop authentically in interviews. Employers at Claude AI appreciate candidates who don't just memorize mission statements but genuinely engage with their implications.

Finally, consider how your past experience and future goals align with their broader purpose. If your past work demonstrates ethical design, fairness in machine learning, or user-focused development, highlight those connections. It shows that you're already part of the same vision that drives Claude AI.

2. Craft a Resume That Reflects Innovation and Skill

Claude AI looks for thinkers who stand apart from the crowd. A generic résumé won't cut it -- focus on showcasing unique projects, measurable results, and a strong narrative that blends creativity with technical expertise.

Use concise bullet points to emphasize achievements that demonstrate problem-solving, leadership, and innovation. Rather than listing duties, show impact -- for instance, how your model improved efficiency, reduced bias, or enhanced interpretability. Use data to quantify success where possible.

Also, add a brief "Personal Projects" section if your side work reflects AI exploration or ethical technology. Recruiters love to see initiative. Don't shy away from a bit of personality -- Claude AI values individuality as much as technical precision.

3. Showcase Your AI Passion Through Real Projects

Nothing speaks louder than tangible work. Open-source contributions, hackathon participation, or independent research into AI topics can strongly reinforce your passion for the field. Claude AI appreciates candidates who apply creativity to build solutions that matter.

If you have a GitHub or portfolio site, organize it clearly and provide short descriptions that summarize each project's goal, process, and outcome. Focus on clarity and context rather than overwhelming detail. Recruiters love a concise demonstration of skill and purpose.

Bring your personal AI journey to life -- whether it's experimenting with generative models or investigating fairness in AI systems. Demonstrating curiosity and continuous exploration assures Claude AI that you'll bring fresh energy to their research and development teams.

4. Leverage Networking to Build Genuine Connections

At Claude AI, talent meets collaboration -- and building relationships can open doors that résumés alone cannot. Attend AI conferences, webinars, and events where Claude team members may participate. Genuine curiosity and thoughtful questions go a long way in forming authentic connections.

Engage professionally with Claude employees on platforms like LinkedIn. Don't ask directly for referrals; instead, contribute meaningful comments on AI ethics or innovation that align with their interests. Build rapport naturally rather than forcing it.

Networking is more about mutual respect and shared curiosity than transactional goals. When it comes time to apply, having someone within the company who recognizes your name or remembers your thoughtful contributions can make all the difference.

5. Prepare for Claude AI's Unique Interview Process

Claude AI's interview process aims to identify not only your technical expertise but also your ability to think responsibly and collaboratively. Expect questions that test your problem-solving, creativity, and understanding of safe AI principles.

Start by brushing up on neural networks, interpretability, and prompt engineering, but don't forget the "why" behind each answer. Interviewers appreciate candidates who consider ethical implications alongside technical performance.

Preparation also includes soft skills -- practice articulating complex ideas clearly, especially to non-technical audiences. Claude AI values individuals who can bridge deep technology with human understanding.

6. Highlight Problem-Solving in Technical Challenges

When you face technical assessments, think out loud. Walk interviewers through your logic and assumptions instead of rushing to code. Claude AI's teams are deeply analytical; they want to see your approach, not just the final result.

Structure your problem-solving to include hypothesis-driven reasoning. Explain trade-offs, alternatives, and potential risks in your solutions. This shows intellectual maturity and awareness of real-world constraints.

Even when you get stuck, communicate calmly and adapt. Demonstrating persistence and composure under pressure tells evaluators you're ready for the real challenges that come with building cutting-edge AI systems.

7. Demonstrate Your Collaboration and Communication Skills

Claude AI thrives on teamwork. Show that you can collaborate across disciplines -- data scientists, ethicists, and product managers all play key roles. During interviews or networking, emphasize examples where you successfully worked with diverse teams toward a shared goal.

Active listening, empathy, and open-mindedness are often underestimated but deeply valued. Claude AI's best innovations stem from cross-pollination of ideas, so highlight experiences where communication helped drive breakthroughs.

Also, let your humility shine. A team player who balances confidence with receptiveness stands out more than a lone genius who dominates conversations.

8. Use Data and Creativity to Strengthen Your Portfolio

Data may be the heart of AI, but creativity is its soul. Combine both in your portfolio. Use visualizations and polished presentations to make your AI projects appealing and understandable to any audience.

Show your problem-solving process clearly -- from data collection and preprocessing to model deployment and evaluation. Recruiters appreciate an orderly presentation that reflects good documentation practices.

If you've explored novel AI applications -- like accessibility tools, sustainable tech, or creative AI -- include them. They show that you think beyond the technical layer to real-world impact, which perfectly aligns with Claude AI's mission.

9. Follow Up Professionally After Every Interaction

The small gestures count. Sending a brief thank-you note after interviews or networking meetings reinforces professionalism and gratitude. Customize each message -- mention specific points from your conversation to show attention to detail.

Avoid over-following up or sounding impatient. Claude AI appreciates candidates who demonstrate patience and respect for process timelines. A courteous tone always leaves a positive impression.

Follow-up is also an opportunity to reiterate your enthusiasm. A well-timed note can gently remind hiring managers why you'd make an outstanding addition to the team.

10. Keep Learning and Stay Ahead in AI Developments

AI evolves at lightning speed. Stay curious and continuously expand your expertise to remain competitive. Follow reputable AI publications, attend workshops, and regularly refresh your understanding of both technical and ethical trends.

Claude AI values life-long learners -- people who adapt and evolve rather than rely on past achievements. Dedicate time weekly to reading research papers or experimenting with emerging models.

By demonstrating commitment to growth, you show future colleagues that you'll continue to elevate Claude AI's mission for responsible, groundbreaking innovation.

Landing your dream job at Claude AI means more than showcasing technical expertise -- it's about aligning with a mission that prioritizes human-centered, ethical AI. When you bring curiosity, humility, and creativity to every step of the process, you position yourself as a candidate who not only understands technology but also its broader responsibility. With these insider secrets guiding your journey, your path to joining the Claude AI team becomes clearer, more strategic, and deeply fulfilling. more

Career development

 2d

What You've Built > Where You Studied


Résumés used to rely on where you studied. Your school, your GPA, your degree, that was the story. But now, that story is changing.

In 2021, Google dropped degree requirements for many roles. Why? Because they found that great problem-solvers don't always come from elite colleges. Some come from community forums. From YouTube. From figuring things out the hard way. People from non-traditional... paths often show more resilience and resourcefulness because no one hands them the answers; they learn to find them.

When a hiring manager sees a self-taught coder with open-source projects on GitHub and real users, that speaks louder than a CS degree without work to show. A writer with a viral Substack post has more credibility than one with a forgotten diploma. These are not exceptions; they're becoming the norm.

Why the shift? Because companies have been burned. They've hired based on education only to find candidates who freeze when problems don't match the textbook. In contrast, the ones who've built in the wild already know how to adapt when the rules change.

It's not that degrees are useless. They still show structure, discipline, and foundation. But without proof of what you can apply, they fall flat. In a world shaped by rapid tech, instant publishing, and AI-everything, showing your work isn't extra ; it's essential.

So build something. Make it public. Let your ideas live in the open. Because your résumé isn't your past anymore, it's your platform. more

Career development

 2d

Broken Single Daddies by Summer Haze (ePUB) - The eBook Hunter


One wrong interview. Three single-dad billionaires. One mortifying misunderstanding --

So... do I sign the nanny contract... or is this the part where I end up on stage

Club Devil is supposed to be a job interview. Sensible shoes. Neat résumé. Zero drama.

Then I take one wrong turn, land center stage under a spotlight, and hear the word auction like it is normal.

(It is not. I am a... kindergarten teacher. My wildest hobby is laminating.)

I panic and blurt the only sentence my innocent brain can weaponize:

I am here for the nanny position.

Great save... if the three masked men in the VIP booth were not the owners -- and if they did not decide to hire me anyway.

Dominic is ice-cold control in a tailored suit, rescuing me with one look... and a quiet good girl that makes my knees go weak.

Leon is reckless heat and wicked humor, like my blush is his favorite sport.

Theo is calm, watchful intensity -- the kind of man who says little... and somehow makes me feel safest.

Now I live under their roof, juggling juice boxes and bedtime stories for Charlie, Lee, and Ollie... while their dads circle closer -- protective, possessive, and far too tempting.

Then a photo from that stage hits my phone, followed by a demand.

Dominic does not negotiate. He makes a proposition that turns survival into a choice: keep running... or let three experienced, dominant men claim me -- proudly, publicly, and with no pretending I am just the nanny.

18+ readers only. A steamy, chaotic reverse harem rom-com with single dads, forced proximity, a mistaken auction moment, "good girl" tension, found-family coziness... and three heroes who decide their nanny belongs with them. more

Career development

 2d

Rejected 10 times: Graphic Designer breaks down, asks if AI has already replaced fresh graduates | - The Times of India


Job hunting for many fresh graduates these days feel like running a marathon, but blindfolded. With no prior experience and endless roadblocks -- getting a job is needs grit. Entry-level jobs, which once were havens for newbies, now demand 3+ years' experience, niche skills, and AI fluency, slamming the door on new talent it seems. How do you get "industry exposure" when no one's hiring to give... it? A Redditor's raw post about his graphic design nightmare went viral, echoing millions: They have a killer portfolio, crack interviews, but then get no job offer for "more experience." As AI layoffs rage, graduates wonder: Is breaking in and getting a job impossible? Let's unpack this vicious cycle and survival tips.Picture this: You graduate in graphic design last year, portfolio popping with four years of freelance wins -- real clients, Adobe mastery, day-one ready. Redditor u/DesignDreamer2025 poured his soul into a post where they shared how the market tanked right as they graduated and started hunting for a job. They further shared how each time they nailed 10+ in-person interviews, reaching the final rounds. But every time, the feedback would be something similar: The hiring managers found them to be consistent, with a strong work portfolio, and skilled. Yet they would get rejected. The catch: 'Need more experience.' Hiring managers loved his portfolio but craved in-house or agency vets for entry-level roles. He'd juggled freelancing through college, yet it "didn't count." Comments exploded: "Same boat -- portfolio fire, but no salaried stamp." Many fresh graduates found his post relatable, and shared that they feel trapped in a limbo: How do they prove themselves without a shot? The rejection loop crushed spirits, while his hustle showed his potential.Employers often ghost fresher, citing they are looking for someone with 1-3 years of experience for entry-level work." Freelance? "Not the same." Bootcamps? "Cute, but no." It's a rigged gatekeep -- companies want trained professionals without paying training costs. Commenting on this, the Redditor vented that they can't get experience without a job, can't get a job without experience. That's an infinite loop.AI isn't "replacing" designers -- yet -- but it's fueling bloodbaths. 2025 headlines scream it: Adobe integrates generative fills; agencies slash 30% headcounts for "efficiency." Survivors adapt -- prompt engineering, human-touch edits -- but entry doors seemed to be shut. Graduates face a double whammy: Prove irreplaceable amid bots and outshine experienced employees.Don't despair -- beat the system. Redditor's saga sparked gold: Target startups craving hustle over resumes; leverage Upwork for "agency cred"; cold-DM creatives on X/LinkedIn ("Loved your work -- here's mine"). Build public proof by posting on social media or contributing to open-source design. AI hack? Become the human-AI maestro -- tools amplify, not replace.And, have a mindset shift: Rejection's their filter, not yours. Remember, the job market is a marathon, not a sprint. Lace up, outlast the quitters. Your breakthrough's coming. more