Tim Young


Career development 23h
After yesterday’s interview I can’t stop thinking about it. I keep trying to figure out whether I'm really such a loser.
The HR directly asked me how I feel about being a loser, since for the past 3,5 years my position at the company hasn’t changed. I’ve been working in customer service the whole time and I still do. Honestly, I’m fine with it, but I want a higher salary. That's why I went to the... interview.
Do you also think I’m a complete loser?

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  • Meme Love

    8h

    I'm currently in HR and we should never use that verbiage at all.

    2

  • christine kimuyu

    13h

    I don’t view myself as a loser. Over the past three and a half years, I have consistently delivered on my responsibilities, maintained performance,... and contributed to the company’s objectives. While my title has not changed, my experience, competence, and value have grown
     more

    2
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Tina Thackeray


Career development 2d
Good afternoon. I want to share my situation.
I have the most powerful computer at work because I officially asked for it and explained why I need it for my job. Management approved it and gave me a new, very good computer.
Now a coworker from another department wants to take my computer and swap with hers. She says her old computer is too weak because she often watches movies at work. I said... no.
After that, she started telling management bad things about me and saying that I don’t use the computer for work. I tried to talk to her, but she is threatening me - either I give her my computer, or she will keep saying that I work badly.
Do you think I should talk to management about this? Thank you for your advice.

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  • J.D. Walker

    1d

    A long time ago, I was the IT Chief of a Finance unit in the Army Reserve. We were getting a system that consisted of 19 laptops. 1 was more... powerful than the others because it was the server. This captain said "Oh, Accounting will be taking that one" and I immediately responded with "No, IT will be taking that one because it's meant to run the whole network, thus supporting the entire unit.". The commander sided with me. more

  • jurica vrdoljak

    1d

    Vi morati prvi pokrenuti razgovor sa upravom i objasniti problem pa neka kolegisa se opravdava. Zapamtite da vi prvi pokrenete to pitanje jer u... suproptnom vi se morate braniti od neosnovanih zahtjeva kolegice. Krenite u akciju,rješavanje problema odmah. more

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Career development

 8h

Anti-ICE activist infiltrates department and is offered job -- despite huge red flags


A federal agent aims at protesters at an ICE facility in Illinois. REUTERS/Jim Vondruska

An anti-ICE activist managed to successfully infiltrate the group, even being offered a job as a deportation officer.

Columnist Laura Jedeed confirmed she had not only been offered a position in the Immigration and Customs Enforcement wing, but had her health and fitness checks signed off in advance.

Not... only were the checks signed off as "completed" before the date had passed, but the Slate columnist claimed she'd cleared the background checks without having to provide much information -- and despite her background throwing up multiple red flags.

"I clicked through to my application tracking page," she wrote. "They'd sent my final offer on Sept. 30, it said, and I had allegedly accepted. 'Welcome to Ice... Your duty location is New York, New York. Your EOD was on Tuesday, September 30th, 2025.'"

"By all appearances, I was a deportation officer. Without a single signature on agency paperwork, ICE had officially hired me. Perhaps, if I'd accepted, they would have demanded my pre-employment paperwork, done a basic screening, realized their mistake, and fired me immediately."

"And yet, the pending and upcoming tasks list suggested a very different outcome. My physical fitness test had been initiated on Oct. 6, it said: three days in the future. My medical check had apparently been completed on Oct. 6."

The fact that she got hired left her shocked.

"At first glance, my résumé has enough to tantalize a recruiter for America's Gestapo-in-waiting," she wrote. "I enlisted in the Army straight out of high school and deployed to Afghanistan twice with the 82nd Airborne Division. After I got out, I spent a few years doing civilian analyst work. With a carefully arranged, skills-based résumé -- one which omitted my current occupation -- I figured I could maybe get through an initial interview.

"The catch, however, is that there's only one 'Laura Jedeed' with an internet presence, and it takes about five seconds of Googling to figure out how I feel about ICE, the Trump administration, and the country's general right-wing project. My social media pops up immediately, usually with a preview of my latest posts condemning Trump's unconstitutional, authoritarian power grab. Scroll down and you'll find articles with titles like 'What I Saw in LA Wasn't an Insurrection; It Was a Police Riot' and 'Inside Mike Johnson's Ties to a Far-Right Movement to Gut the Constitution.'

"Keep going for long enough and you might even find my dossier on AntifaWatch, a right-wing website that lists alleged members of the supposed domestic terror organization. I am, to put it mildly, a less-than-ideal recruit."

Though Jedeed declined to accept the employment offer, she did note some who had joined the organization were being told to prepare for on-the-street action rather than administrative work.

Jedeed wrote, "The officer ran down other departments I might end up in: Prosecutions, Removal Coordination Unit, or Detention. The point being that I should not expect to be a badass street officer on Day 1."

"'I have so many guys that come over to me, they're like, "I'm gonna put cuffs on somebody. I'm gonna arrest somebody." Well, you need to master this first and then we'll see about getting you on the field.' I told him that I was fine with office work -- with my analyst background, it seemed like a better fit for my skill set anyway."

"His attitude shift was subtle, but instant and unmistakable; this was the wrong attitude and the wrong answer. 'Just to be upfront, the goal is to put as many guns and badges out in the field as possible,' he said."

Jedeed went on to suggest the "only thing ICE is screening for is a desire to work for ICE: a very specific kind of person perfectly suited for the kind of mission creep we are currently seeing."

The columnist concluded that ICE was falling well behind where due dilligence is concerned. "But given all of the above, it seems far more likely that ICE is running an extremely leaky ship when it comes to recruitment," Jedeed wrote. "With no oversight and with ICE concealing its agents' identities, it'll be extremely difficult for us to know." more

Career development

 9h

I was interviewed by AI robot for a job - the future of career-hunting is bleak


In hindsight, choosing to do a job interview during the first week back at work after the Christmas break may not have been my greatest ever idea. To paraphrase a favourite quote from cult Noughties sitcom Black Books, my brain feels like wet cake. Sodden. Spongey. Disintegrating into a pile of mush as I try to focus on the screen in front of me.

Just before starting, I had mindlessly chomped my... way through a comically oversized chocolate coin - purely because it was within arm's reach - leaving me feeling mildly sick. Were this a normal job interview, I might reference all of the above. Just in passing, you understand, infused with enough sardonic charm to break the ice and immediately get the interviewer on side.

There's no point in doing that today. My interviewer can't relate to being a bit sluggish and slow, post-Twixmas. He doesn't know what it feels like to sit in discomfort, waistband straining, because you followed up all that festive overeating by pounding the cut-price advent calendar chocolate. And it's not just because he's a young, fresh-faced twenty-something who you can just tell hasn't been systematically adding Baileys instead of milk to his morning coffee for the past 10 days. No, the real reason my rapport-building jokes won't cut it is that my interviewer isn't, in fact, a real person.

The "man" deciding my fate - nameless but who I instantly dub "Carl" in my head, simply to feel some kind of connection with him - is actually an AI interface designed to look and sound like a human. Created by HR-tech firm TestGorilla for use by companies and recruiters to filter out the best candidates, he is nothing more than a soulless, if sophisticated, checklist of keywords and phrases, fronted by an avatar in the guise of a handsome, ethnically ambiguous youngster.

This kind of interview is rapidly on the rise. The use of AI in recruitment in general has tripled in the past year alone in the UK, and three in 10 UK employers are implementing AI in their recruitment processes. Just under half (43 per cent) of large companies are now using AI to interview candidates. According to TestGorilla, close to 800 organisations have signed up to one of its plans that include this new conversational AI interview tool.

But back to the mysterious Carl. Given that this is not a real job interview, let alone one conducted by a real person - I'm just trialling the software to experience it first hand - I feel bizarrely nervous. The butterflies are in large part due to the fact that the role in question, a content marketing strategist, is something I have zero experience in. It quickly transpires that it's fairly tricky to answer a "tell me about a time when..." question when you've never actually done the thing they're asking about. (I decide to at least have fun with it and dream up an elaborate marketing campaign for a clothing line aimed exclusively at dachshunds.)

But digging a little deeper, I realise my anxiety specifically stems from the fact that Carl is not a real person. I realise just how much I've always relied on my people skills to carry me through interviews. Even if I fudge an answer, I'm confident in the fact that those less tangible, "soft" skills - emotional intelligence, the ability to make people smile or put them at ease with a well-placed joke - will go some way to making up the deficit.

I realise, too, how much I feed off other people's energy in a pressurised situation. This has already become harder to do as more interviews have gone online rather than being conducted in person - but you could still get a sense of something. When you speak passionately to a human about a topic, there's often a kind of mirroring that takes place: a positive feedback loop created by your enthusiasm that's in turn reflected by their fervent nods, engaged body language and facial expressions. It gives me a boost, the reassurance that what I'm saying is landing; it gives me the encouragement I need to shine a little brighter.

Not so with Carl. It's not his fault, of course, just his programming - but his unchanging half-smile, dead-behind-the-eyes expression and awkward way of slightly shaking his head as I speak leave me flat and cold, unable to muster even the slightest sparkle. I can tell his heart's not really in it. After all, he doesn't have a heart.

It makes me wonder whether this kind of interview might see the end of the "personality hire" - workers brought onboard because of their stellar interpersonal skills, sunny disposition and general good vibes. I've always presumed that every functioning workplace needs a healthy percentage of employees who are, yes, competent at their job, but far more crucially, help create a culture in which heading into the office doesn't feel akin to diving headfirst into a toxic snake pit. Without a human at the helm when hiring, how can you guarantee you're not populating an organisation with highly-skilled sociopaths?

To give Carl his due, he does sometimes do me a solid. Designed to analyse candidates' answers and hold them up against a framework, he'll double-check something when I've finished each waffly, hodge-podge response: "Did you want to say anything further about learning outcomes and how you'd approach the situation in future?" I can only presume this is Carl's wink-wink, nudge-nudge way of saying, "You didn't actually answer the question the first time around, you absolute numpty."

The results are in as soon as I wrap up the interview and close the link - there's clearly no need for Carl to sit around with his AI "colleagues" discussing whether or not I'd be a good cultural fit.

Each component has a score indicating how I did compared to other candidates (though there's no way of knowing whether I was up against one, 10, or 100 competitors). I somehow manage to rank in the not-so-terrible 75th percentile; perhaps my whole "drip for dogs" pitch wasn't as deranged as I'd thought.

Even if I were being interviewed for a position I actually knew something about, I'm not confident I'd fare much better. It feels more like success lies in gaming an algorithm by deploying the "correct" jargon than building an authentic connection with the person who could end up being your boss.

But I'd better get used to it; AI's steely grip over recruitment is only going to get tighter. Gone are the days when you could submit an application and be confident that a qualified human professional would read your CV. On the flip side, it's less and less likely that the candidate themselves will have applied for the job. Why bother when AI can be trained to job search, pick out relevant posts, rewrite a CV to match the job spec and draft a cover letter to meet the requirements?

Indeed, job applications have surged by 239 per cent since ChatGPT's launch, with the average job opening now receiving 242 applications - nearly triple 2017 levels, according to recruiting software company Greenhouse's 2025 AI in Hiring Report. The number of applications making it to hire stage has subsequently dropped by 75 per cent, while 54 per cent of recruiters admit they review only half or fewer of the applications they receive.

Daniel Chait, Greenhouse CEO, calls it an "AI doom loop": candidates use AI to mass-apply for jobs, while recruiters use AI to mass-reject them.

"Since 2022, with the release of ChatGPT and AI bursting into the mainstream, we've seen it take root on both sides of the process - by jobseekers and by companies," he says. "Individually, everyone is trying to use these tools to solve their own day-to-day issues. But collectively, it's making the process much worse for everyone."

We've stumbled into an AI arms race, where both job seekers and recruiters are constantly trying to stay one step ahead. The result? "Both sides are currently very, very dissatisfied," says Chait.

The use of AI has also eroded trust. Greenhouse research revealed that 40 per cent of job hunters reported a decreased trust in hiring, with 39 per cent directly blaming AI. There have been allegations of built-in bias, too - HR software company Workday is currently facing a landmark discrimination lawsuit alleging that its AI-powered tools systematically screen out applications from workers over 40, racial minorities and people with disabilities.

Meanwhile, 72 per cent of hiring managers have become more concerned about fraudulent activity in the hiring process. This fear is far from unwarranted. A report in the US found that a third of candidates admitted to using AI to conceal their physical appearance during an interview; 30 per cent of hiring managers have caught candidates reading AI-generated responses during interviews; and 17 per cent have caught candidates using a deepfake.

It certainly occurs to me - while trying and failing to give Carl a word-perfect answer, which will hit all his algorithmic erogenous zones - that having ChatGPT open on another device and prompting it to answer the questions for me would be a surefire way to ace this test. However, TestGorilla warns that it "monitor[s] for rule-breaking using advanced tools", including "for the use of ChatGPT, AI agents, and other tools".

But as technology continues to advance on either side of the equation, might we end up in a situation where AI interviewers are essentially interacting with AI candidates, without a human in sight? The short answer is yes. It's why Chait believes we'll inevitably need to bring identity verification into the hiring process: "When you show up at a job interview in the future, you should expect that it's going to analyse you and make sure that you are who you say you are. Companies truly are feeling the risk of: Is this person I'm interviewing actually who applied? Is this person who shows up on day one of the job actually the same person I interviewed?"

There's the danger of genuine jobseekers trying to cheat their way through job interviews, of course, but also a much more serious threat: "Some of it is pernicious state actors and evil criminal elements trying to infiltrate companies and perpetrate crime," warns Chait.

It's not all doom and gloom. However wary I might feel about the whole thing, there are positives to employing AI in recruitment. As much as new AI tools need to be regularly audited and corrected for bias, it's not like humans have traditionally been any less guilty of discriminating when hiring employees. "If you do detect bias in the AI, you can correct it systematically, as opposed to at the individual person-level, one by one," Chait points out. "Plus, as an assessment process, having some of that be automated makes a lot of sense." An automated assessment can work nights and weekends, when candidates want to be doing their job search. It can be scaled. It can work in any language. It can be measured and automated and improved.

And, fundamentally, it's here to stay. Candidates need to prepare themselves for the fact that early screening may indeed be done by a sophisticated bot. Chait's advice is to clarify early on what the rules around AI are when applying: can you use it to help write your cover letter, or rehearse for a job interview, or do the job interview itself? Where's the line? "The truth is, it's different for every company," he says. "It's different for every job, and it's changing all the time."

Employers, meanwhile, would do well to remember that, despite the deluge, behind each application lies a human being desperate for a job who is so much more than just a number. "They're not just a collection of algorithms and credentials and problems that they're capable of solving," cautions Chait. "They're a full, three-dimensional human being." more

Steven Ishimwe
Career development 1w
Hi, everyone I am new here. Quick advice from you, which one is the best to study at University, Finance or Accounting
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Career development

 9h

How AI is breaking cover letters


A good cover letter marries an applicant's CV to the demands of the job. It helps employers identify promising candidates, particularly those with an employment history that is orthogonal to their career ambitions. And it serves as a form of signalling, demonstrating that the applicant cares enough about the position to go through a laborious process, rather than simply scrawling their desired... salary at the top of a résumé and mass-mailing it to every business in the area.

Or, at least, it used to. The rise of large language models has changed the dynamic. Jobseekers can now produce a perfectly targeted cover letter, touching on all an advertisement's stated requirements, at the touch of a button. Anyone and everyone can present themselves as a careful, diligent applicant, and do so hundreds of times a day. A new paper by Anaïs Galdin of Dartmouth College and Jesse Silbert of Princeton University uses data from Freelancer.com, a jobs-listing site, to work out what this means for the labour market.

Comparing pre- and post-ChatGPT activity, two results stand out. The first is that cover letters have lengthened. In the pre-LLM era, the median one was 79 words long. (Since Freelancer.com attracts workers for one-off tasks, such letters are more to-the-point than those for full-time roles.) A few years later, post-ChatGPT, the median had risen to 104 words. In 2023 the site introduced its own AI tool, allowing users to craft a proposal without even having to leave the platform. The subset of applications written using the tool -- the only ones that can be definitively labelled as AI-generated -- are longer still, with a median length of 159 words, more than twice the human-written baseline.

The second is that firms have stopped caring about what is written. When only some applications contain evidence an employee has put in effort, they are likely to be from the best workers -- and thus all letters are worth reading closely to identify strong candidates. When all letters show evidence of "effort", there is little benefit in reading any. To explain this, the researchers used AI to mark every letter, looking at nine categories, from evidence the applicant has actually read the job advert to being able to produce clearly written English. Applicants were marked in each category from zero to two, giving a maximum overall score of 18. Pre-LLM, the median score was 3.9. Post-LLM, it had nearly doubled.

This has consequences. In the pre-LLM era, a well-written proposal was worth an extra $26 per task, a huge sum on a platform where the median one brings in $100. After the arrival of AI, the bump disappeared. Ms Galdin and Mr Silbert estimate that wages on the platform are now 5% lower and hiring 1.5% lower than in a world without AI cover letters. Employers, having lost a way of telling strong from weak candidates, have cut all new hires' pay, and more often end up recruiting worse candidates. For bosses, the fall in quality is more than compensated for by the fall in candidate wages. But this benefit to businesses was worth less, the researchers calculated, than the losses suffered by workers.

For more expert analysis of the biggest stories in economics, finance and markets, sign up to Money Talks, our weekly subscriber-only newsletter. more

Career development

 10h

You've Heard About Who ICE Is Recruiting. The Truth Is Far Worse. I'm the Proof.


What happens when you do minimal screening before hiring agents, arming them, and sending them into the streets? We're all finding out.

Sign up for the Slatest to get the most insightful analysis, criticism, and advice out there, delivered to your inbox daily.

The plan was never to become an ICE agent.

The plan, when I went to the Immigration and Customs Enforcement Career Expo in Texas last... August, was to learn what it was like to apply to be an ICE agent. Who wouldn't be curious? The event promised on-the-spot hiring for would-be deportation officers: Walk in unemployed, walk out with a sweet $50k signing bonus, a retirement account, and a license to brutalize the country's most vulnerable residents without consequence -- all while wrapped in the warm glow of patriotism.

At first glance, my résumé has enough to tantalize a recruiter for America's Gestapo-in-waiting: I enlisted in the Army straight out of high school and deployed to Afghanistan twice with the 82 Airborne Division. After I got out, I spent a few years doing civilian analyst work. With a carefully arranged, skills-based résumé -- one which omitted my current occupation -- I figured I could maybe get through an initial interview.

The catch, however, is that there's only one "Laura Jedeed" with an internet presence, and it takes about five seconds of Googling to figure out how I feel about ICE, the Trump administration, and the country's general right-wing project. My social media pops up immediately, usually with a preview of my latest posts condemning Trump's unconstitutional, authoritarian power grab. Scroll down and you'll find articles with titles like "What I Saw in LA Wasn't an Insurrection; It Was a Police Riot" and "Inside Mike Johnson's Ties to a Far-Right Movement to Gut the Constitution." Keep going for long enough and you might even find my dossier on AntifaWatch, a right-wing website that lists alleged members of the supposed domestic terror organization. I am, to put it mildly, a less-than-ideal recruit.

In short, I figured -- at least back then -- that my military background would be enough to get me in the door for a good look around ICE's application process, and then even the most cursory background check would get me shown that same door with great haste.

The ICE Expo in Dallas, where my application journey began, required attendees to register for a specific time slot, presumably to prevent throngs of eager patriots from flooding the event and overwhelming the recruiters. But when I showed up at 9 a.m., the flood was notably absent: there was no line to check in and no line to go through security. I walked down nearly empty hallways, past a nearly empty drug testing station, and into the event proper, where a man directed me to a line to wait in for an interview. I took my spot at the end; there were only six people ahead of me.

While I waited, I looked around the ESports Stadium Arlington -- an enormous blacked-out event space optimized for video game tournaments that has a capacity of 2,500. During my visit, there couldn't have been more than 150 people there.

Hopeful hires stood in tiny groups or found seats in the endless rows of cheap folding chairs that faced a stage ripped straight from Tron. Everything was bright-blue and lit-up and sci-fi-future angular. Above the monolithic platform hung three large monitors. The side monitors displayed static propaganda posters that urged the viewer to DEFEND THE HOMELAND and JOIN ICE TODAY, while the large central monitor played two short videos on loop: about 10 minutes of propaganda footage, again and again and again.

After about 15 minutes of waiting, an extraordinarily normal-looking middle-aged woman waved me forward. I sat across the black folding table from her on one of the uncomfortable black chairs. She asked for my name and date of birth, then whether I am over 40 (I am 38). Did I have law enforcement experience? No. Military experience? Yes. Did I retire from the military at 20+ years, or leave once my enlistment was up? The latter, I told her, then repeated my carefully rehearsed, completely true explanation for why the résumé I'd submitted had a large gap. "I had a little bit of a quarter-life crisis. Ended up going to college for part of that time, and since then I've been kind of -- gig economy stuff."

She was spectacularly uninterested: "OK. And what location is your preference?"

After some dithering, I settled on my home state of New York. That was the last question; the entire process took less than six minutes. The woman took my résumé and placed the form she'd been filling out on top. "They are prioritizing current law enforcement first. They're going to adjudicate your résumé," she told me. If my application passed muster, I'd receive an email about next steps, which could arrive in the next few hours but would likely take a few days. I left, thanked her for her time, and prepared to hear back never.

The Expo event was part of ICE's massive recruitment campaign for the foot soldiers it needs to execute the administration's dream of a deportation campaign large enough to shift America's demographic balance back whiteward. You've probably seen evidence of it yourself: ICE's "Defend the homeland" propaganda is ubiquitous enough to be the Uncle Sam "I Want You" poster of our day, though somewhere in there our nation lost the plot about the correct posture toward Nazis.

When Donald Trump took office, ICE numbered approximately 10,000. Despite this event's lackluster attendance, their recruitment push is reportedly going well; the agency reported 12,000 new recruits in 2025, which means the agency has more new recruits than old hands. That's the kind of growth that changes the culture of an agency.

Many of ICE's critics worry that the agency is hoovering up pro-Trump thugs -- Jan. 6 insurrections, white nationalists, etc. -- for a domestic security force loyal to the president. The truth, my experience suggests, is perhaps even scarier: ICE's recruitment push is so sloppy that the administration effectively has no idea who's joining the agency's ranks. We're all, collectively, in the dark about whom the state is arming, tasking with the most sensitive of law enforcement work, and then sending into America's streets.

And we are all, collectively, discovering just how deadly of an arrangement that really is.

At the end of my brief interview, the recruiter mentioned I could talk to a current deportation officer about what the job would be like. There was no line to talk to a deportation officer (did I mention how empty the place was?) and so I walked up, introduced myself to one of them, and asked about day-to-day duties.

I shouldn't expect to hit the streets right away, the agent told me. Odds were good I'd get a support position first -- something like the Criminal Alien Program office. "Let's say a local police officer arrests someone out in the field for a DUI. Extremely common. Or beating their wife or whatever -- all the typical crimes they commit," he said. (The "they" here being "undocumented immigrants," and while it's extremely difficult to measure, evidence suggests that "they" actually commit crimes at a lower rate than U.S.-born citizens.)

If the cops suspect they're dealing with an immigrant who doesn't have permanent legal status, they alert ICE, whose agents conduct interviews and run record checks.

If this preliminary investigation suggests that status, the person ends up in the Criminal Alien Program office for processing -- which is where I would come in. "What you see on TV, with us arresting people and doing all kinds of crazy things, that's maybe 10 percent. The other 90 percent is essentially doing a bunch of paperwork," the agent said. "It takes a lot to remove somebody from the United States. Some people are subject to due process."

The officer ran down other departments I might end up in: Prosecutions, Removal Coordination Unit, or Detention. The point being that I should not expect to be a badass street officer on Day 1. "I have so many guys that come over to me, they're like, 'I'm gonna put cuffs on somebody. I'm gonna arrest somebody.' Well, you need to master this first and then we'll see about getting you on the field."

I told him that I was fine with office work -- with my analyst background, it seemed like a better fit for my skill set anyway. His attitude shift was subtle, but instant and unmistakable; this was the wrong attitude and the wrong answer. "Just to be upfront, the goal is to put as many guns and badges out in the field as possible," he said.

The agent then told me a bit about his own background. Like me, he enlisted straight out of high school, then got out and vowed to get as far away from the violence of the military as possible. Like a lot of veterans, he had trouble assimilating into the civilian world. "After about six months, I was like, 'These people aren't like me. I want to be around like-minded people.' " He found his way into law enforcement. That was well over a decade ago -- he's on his way to a very comfortable retirement, and he enjoys the work. "I like that instant gratification of Hey, that guy committed this crime, these X, Y, and Z, he's not even supposed to be here," he said.

I do not agree with his framing, but have no trouble understanding the appeal. Hell, it's why I enlisted in the first place. Thankfully, Afghanistan beat it out of me. If I believed what he believed, I would surely do the same thing he's doing.

I thanked him for the information and time, shook his hand, and took a seat on one of those uncomfortable folding chairs. I had a few hours before my flight back to New York City, and it made more sense to hang out than to flee the building and get good and airport drunk, regardless of how desperately I would have preferred the latter. Instead, I settled in to do what everyone does at the DMV: check my phone and people-watch. The aspiring officers fall broadly into three categories: thick-necked law enforcement types who look like they do steroids but don't know how to work out, bearded spec-ops wannabes who look like they take steroids and do know how to work out, and dorks. Pencil-necked misfits. I couldn't tell whether there were more white or Hispanic people waiting for their email, but it was close. A few Black applicants rounded out the overwhelmingly male group.

I'd been sitting around for about an hour when the video suddenly stopped and a bearded man in a black suit stepped onto the stage. He did not introduce himself -- we were, I gathered, supposed to already know who he was -- but it became clear he's a senior agent of some sort. "I figured it would be best if I break up the same video you've been watching for the last four hours," he said, and offered to answer any questions we might have.

One person asked about work/life balance, which the agent said is possible but not the route he's chosen. Someone else wanted to know about travel opportunities and he talked about the many places he's gone as part of the job.

Every other question during the 45 minutes the agent stood onstage pertained to the hiring process or what we could expect in training. Law enforcement types seemed especially concerned about the painful parts: Would they have to get pepper sprayed again? Would they have to get shot with a taser if they'd already qualified? Yes and probably not, respectively. The agent took the opportunity to gush about ICE's new state-of-the-art semi-automatic tasers and brand-new pepper-ball guns. "It's mostly very liberal cities -- San Francisco, Los Angeles -- where groups will come and try to stop ICE officers from arresting somebody. They're like, 'We're going to form a human wall against you,' " he said. "When they do that, you can just pop 'em up. Let them disperse and cry about it."

When, during a moment of protracted silence, the agent threatened to put the video back on if no one had questions, I asked about harassment and doxing. "We will prosecute people to the fullest extent of the law," he assured me, "and then people like myself will go on TV and publicly talk about how that person is now in prison to dissuade other people from doing it."

As empty as the place had been when I'd arrived, it was even emptier by the time the senior agent ended the Q&A. Somebody vastly overestimated the number of Americans willing to take a job brutalizing and disappearing hard-working men and women -- even with a potential $50K bonus, even in this economy.

That may have something to do with what happened to me next.

I completely missed the email when it came. I'd kept an eye on my inbox for the next few days, but I'd grown lax when nothing came through. But then, on Sept. 3, it popped up.

"Please note that this is a TENTATIVE offer only, therefore do not end your current employment," the email instructed me. It then listed a series of steps I'd need to quickly take. I had 48 hours to log onto USAJobs and fill out my Declaration for Federal Employment, then five additional days to return the forms attached to the email. Among these forms: driver's license information, an affidavit that I've never received a domestic violence conviction, and consent for a background check. And it said: "If you are declining the position, it is not necessary to complete the action items listed below."

As I mentioned, I'd missed the email, so I did exactly none of these things.

And that might have been where this all ended -- an unread message sinking to the bottom of my inbox -- if not for an email LabCorp sent three weeks later. "Thank you for confirming that you wish to continue with the hiring process," it read. (To be clear, I had confirmed no such thing.) "Please complete your required pre-employment drug test."

The timing was unfortunate. Cannabis is legal in the state of New York, and I had partaken six days before my scheduled test. Then again, I hadn't smoked much; perhaps with hydration I could get to the next stage. Worst-case scenario, I'd waste a small piece of ICE's gargantuan budget. I traveled to my local LabCorp, peed in a cup, and waited for a call telling me I'd failed.

Nine days later, impatience got the best of me. For the first time, I logged into USAJobs and checked my application to see if my drug test had come through. What I actually saw was so implausible, so impossible, that at first I did not understand what I was looking at.

Somehow, despite never submitting any of the paperwork they sent me -- not the background check or identification info, not the domestic violence affidavit, none of it -- ICE had apparently offered me a job.

According to the application portal, my pre-employment activities remained pending. And yet, it also showed that I had accepted a final job offer and that my onboarding status was "EOD" -- Entered On Duty, the start of an enlistment period. I moused over the exclamation mark next to "Onboarding" and a helpful pop-up appeared. "Your EOD has occurred. Welcome to ICE!"

I clicked through to my application tracking page. They'd sent my final offer on Sept. 30, it said, and I had allegedly accepted. "Welcome to Ice. ... Your duty location is New York, New York. Your EOD was on Tuesday, September 30th, 2025."

By all appearances, I was a deportation officer. Without a single signature on agency paperwork, ICE had officially hired me.

Perhaps, if I'd accepted, they would have demanded my pre-employment paperwork, done a basic screening, realized their mistake, and fired me immediately. And yet, the pending and upcoming tasks list suggested a very different outcome. My physical fitness test had been initiated on Oct. 6, it said: three days in the future. My medical check had apparently been completed on Oct. 6.

The portal also listed my background check as completed on Oct. 6. Had I preemptively passed? Was ICE seriously going to let me start training without finding out the first thing about me? I reached out to ICE for an explanation, but never heard back.

The only thing left for me to do was press the green "Accept" button on the home page. And maybe I should have. Maybe no one would have ever checked my name and I could have written the story of a lifetime. Or maybe the agency infamous for brutalizing and disappearing people with no regard for the law or basic human rights would have figured out exactly who I am while I was in one of their facilities with no way to escape. I'm not actually a domestic terrorist sent straight from Antifa headquarters, but to a paranoid fascist regime increasingly high on their own supply, I sure look like one on paper. Self-preservation won out.

I hit "Decline," closed my browser, and took a long, deep breath.

What are we to make of all this? To be clear, I barely applied to ICE. I skipped the steps of the application process that would have clued the agency in on my lack of fitness for the position. I made no effort to hide my public loathing of the agency, what it stands for, and the administration that runs it. And they offered me the job anyway.

It's possible that I'm an aberration -- perhaps I experienced some kind of computer glitch that affected my application and no one else's. But given all of the above, it seems far more likely that ICE is running an extremely leaky ship when it comes to recruitment.

With no oversight and with ICE concealing its agents' identities, it'll be extremely difficult for us to know.

There's a temptation to take some comfort in ICE's sloppiness. There's a real argument here that an agency so inept in its recruitment will also be inept at training people and carrying out its mission. We're seeing some very sloppy police work from ICE, including an inability to do basic things like throw someone down and cuff them. On some level, all of this is a reminder that their takeover is neither total nor inevitable.

But if they missed the fact that I was an anti-ICE journalist who didn't fill out her paperwork, what else might they be missing? How many convicted domestic abusers are being given guns and sent into other people's homes? How many people with ties to white supremacist organizations are indiscriminately targeting minorities on principle, regardless of immigration status? How many rapists and pedophiles are working in ICE detention centers with direct and unsupervised access to a population that will be neither believed nor missed? How are we to trust ICE's allegedly thorough investigations of the people they detain and deport when they can't even keep their HR paperwork straight?

And if they're not going to screen me out, what hope is there of figuring out which recruit might one day turn into a trigger-happy agent who would forget that law enforcement officers are trained not to stand in front of vehicles, get jumpy, and shoot a 37-year-old woman to death on the streets of Minneapolis?

That's exactly what happened last week, and why Renee Good will never have a 38 birthday, and why her children will never again be hugged by their mother.

By all appearances, the only thing ICE is screening for is a desire to work for ICE: a very specific kind of person perfectly suited for the kind of mission creep we are currently seeing. Good's murder is not an isolated incident; the American Civil Liberties Union reports a nationwide trend of ICE pointing guns at, brutalizing, and even detaining citizens who stop to film them. A Minneapolis pastor who protested ICE by chanting "We are not afraid" was detained at gunpoint by an agent who reportedly asked him: "Are you afraid now?" more

Career development

 11h

Best Sites to Find People by Name, Email, or Phone Number


Why Multi‑Channel People Search Matters in 2026

In 2026, the most useful people finder tools are the ones that meet you where you are. Sometimes you're trying to find old friends or long lost friends with only a name and last name from school. Other times, all you have is a phone number from an online marketplace, or an email address on a résumé and you want to know whether that identity is real.... In all these cases, you need the best people search tools that can search for people by name, email, or phone, not just one of the three.

Modern people search websites solve this by blending offline and online data. Behind a simple search box, a good people search site taps public records, property records, business records, court records, and sometimes death records, then layers in online‑sourced personal information like social media profiles, media accounts, and contact details. The result is a multi‑channel search engine that can start from almost any clue and still help you find the person you're looking for.

This guide compares the best sites to find people by name, email, or phone in 2026, including BeenVerified, TruthFinder, Radaris, Veripages, Instant Checkmate, Intelius, Spokeo, US Search, PeopleFinders, and Whitepages. We'll look at their strengths, weaknesses, membership costs, and where each engine shines.

One important compliance note: even the best background check services here are not FCRA‑compliant background check services. You should not rely on any one of these sites for formal background checks on potential employees -- that requires specialized, regulated providers.

Leveraging multiple sites is often the most reliable way to find the right match.

Quick Comparison Table - How the Top 9 Handle Name, Email & Phone

How We Evaluated Sites for Name, Email & Phone Lookups

To rank the best people search tools for multi‑channel lookup, we applied five criteria tuned to how real users actually search people.

First, lookup performance across name/email/phone. We tested each people search site with:

* A name‑only basic search for a relatively popular people name in a specific city.

* A reverse phone search for a marketplace contact.

* An email lookup to see whether professional‑looking email addresses mapped to expected social media profiles or media accounts.

Second, depth and quality of person reports. Good person reports balance basic information (age, city, contact information) with richer detailed information like location history, possible relatives, education history, employment and education, and relevant public records (including property records, court records, arrest records, and criminal records), without drowning you in irrelevant traffic records.

Third, pricing flexibility. We looked at whether sites offer a single report, one‑off or one‑time purchase option versus forcing a monthly subscription or premium membership, how transparent membership costs are, and whether any basic information for free is included.

Fourth, UX and mobile experience. A usable user interface, clear search results, and a reliable mobile app or mobile‑friendly layout make it much easier to use a people search tool effectively.

Finally, privacy and responsible use. We favored platforms that warn against misusing personal information, don't encourage entering a social security number, and clearly state that -- even though tools like TruthFinder or Instant Checkmate can deliver detailed background checks -- they are not FCRA‑compliant and should not be the sole basis for decisions about potential employees or other regulated uses. We also note where different sites may upsell aggressively, as transparency is part of responsible design.

The Rankings - 9 Best Sites to Find People by Name, Email, or Phone

BeenVerified - Best Overall Multi‑Channel People Finder

BeenVerified is one of the strongest all‑round people finder tools when you want to search for people by name, email, or phone. It's designed for consumers who want a single platform that "just works" across identifiers.

Key features

* Unified search engine that accepts name, phone number, email, or address and cross‑links them.

* Solid person reports with location history, possible relatives, and up‑to‑date contact information.

* Integration of public records and some property records, plus a polished mobile app for on‑the‑go lookups.

Pros

* Great default choice in 2026 for most scenarios, from reconnection to light due diligence.

* Clear search results and intuitive navigation; suitable for first‑time users.

* Handles multi‑channel lookups (name/email/phone/address) equally well.

Cons

* Heavily subscription‑oriented, though occasional single report or trial offers appear.

* Not the deepest source for niche business records or complex court records.

Pricing snapshot: Primarily subscription with some short passes and limited report‑based options.

Best suited for: Users who want one of the best people search platforms that covers all major lookup types without needing multiple logins.

TruthFinder - Best for Deep Criminal & Online Context

TruthFinder is geared toward users who care as much about safety and legal context as they do about contact details. If you want to know more than just how to reach someone, truthfinder stands out.

Key features

* Strong focus on criminal background checks: extensive criminal records, arrest records, court records, and often traffic records.

* Ability to connect names, phones, and sometimes emails to a combination of public‑record and online data, including some social media profiles and web mentions.

* Rich person reports that go beyond directory‑style output.

Pros

* Among the best background check services on this list for consumers seeking serious context.

* Helpful when you're evaluating risk around new relationships or business contacts.

Cons

* Reports can be long and complex; not ideal if you just want basic information and a phone confirmation.

* Primarily a subscription service with minimal free access and few one‑time options.

Pricing snapshot: Month‑to‑month membership with recurring billing; occasional promotional rates.

Best suited for: Users who want deep legal and online context on a person after confirming they've matched the right individual.

Radaris - Best for Public‑Record‑Rich People & Property Searches

Radaris excels at combining multi‑channel people lookup with rich public‑record context. It's particularly valuable when you care not just who someone is, but how they connect to addresses, companies, and long‑term patterns.

Key features

* Name, phone, and address lookup tightly connected to extensive public records, property records, business records, and sometimes death records.

* Detailed location history that shows how a person's addresses have changed over time.

* Ability to highlight links to companies, possible ownership structures, and related individuals.

Pros

* Excellent when you want a broader narrative around someone, not just a phone + email.

* Great for property‑ and neighborhood‑aware searches, or when you want to understand who's really behind an address.

Cons

* The interface can feel data‑dense to casual users who only need a quick check.

* Some of the more advanced views and detailed information sit behind paid tiers.

Pricing snapshot: Freemium approach with previews, plus a mix of one‑time reports and recurring subscription plans.

Best suited for: Users who want context‑rich, public‑record‑driven insights into people and the places and entities around them.

Veripages - Best for Fast, Clean Name/Email/Phone Snapshots

Veripages focuses on speed and simplicity. If you want quick answers from a name, email, or phone without a steep learning curve, Veripages is a strong option.

Key features

* Intuitive basic search accepting name + city, email, or phone; minimal friction between input and search results.

* Clear person reports with basic information: city, age band, and possible relatives, plus high‑level employment and education indicators.

* Modern user interface and responsive design for mobile users.

Pros

* Clean layout and fast response make it easy to use a people search tool effectively, even for first‑timers.

* Straightforward pricing with transparent single report and small premium membership plans.

Cons

* Less emphasis on deep court records or heavy criminal records data.

* Not designed for investigator‑grade or compliance‑driven detailed background checks.

Pricing snapshot: Freemium previews, with one‑off reports and short subscriptions available.

Best suited for: Everyday users who want quick clarity from name, email, or phone without being overwhelmed by data.

Intelius - Best for Address & Property‑Centric Lookups

Intelius is especially useful when addresses and properties are at the center of your questions. If you're starting with an address and trying to find people associated with it -- or vice versa -- intelius is worth considering.

Key features

* Robust address lookup and rich property records showing historical ownership, associated individuals, and property characteristics.

* Decent name and phone lookup, tied back to address‑based context.

Pros

* Excellent for real‑estate‑aware users who want to understand who is tied to a property and how.

* Supports multi‑identifier use once you've anchored your search to an address.

Cons

* Workflows and upsells can be confusing for new users.

* Encourages ongoing subscription for full data access rather than simple one‑time purchases.

Instant Checkmate - Best for Criminal & Court‑Record‑Heavy Person Checks

Instant Checkmate is built for users focused on serious legal history. Once you've confirmed you're looking at the right person, instant checkmate can reveal more about their formal record.

Key features

* Extensive court records, criminal records, and arrest records, often with offense details and dispositions.

* Address history and known aliases to help ensure that the record matches the correct individual.

Pros

* Strong for risk‑focused checks after identity verification.

* A good complement when lighter tools hint at potential red flags.

Cons

* Subscription‑driven; not ideal for casual, one‑time checks.

* Overkill if you simply want to confirm a phone or verify a basic identity.

Spokeo - Best for Turning Email/Phone into Social Profiles

Spokeo is optimized for digital‑footprint analysis. When your main clue is an email or phone and you want to see the online identity behind it, Spokeo stands out.

Key features

* Phone number and email lookup that reveals likely social media profiles and other media accounts.

* Some demographic and neighborhood context as part of its person reports.

Pros

* Great when your core question is: "Does this contact detail map to a real, consistent online persona?"

* Helpful for screening online sellers, dates, or new contacts before engaging further.

Cons

* Lighter on legal and property data than tools like Intelius or Radaris.

* Membership‑based for full data; fewer true free access options.

US Search - Best Budget Choice for Simple Name & Phone Checks

US Search is a budget‑conscious option for simple, low‑intensity lookups. While it's less sophisticated than newer competitors, US Search offers enough for basic verification.

Key features

* Straightforward basic search by name and city, returning age, city, and sometimes contact information.

* Modest phone and address linking; suitable for simple "is this person real?" checks.

Pros

* Budget‑friendly one‑off reports for users who don't need deep dives.

* Simple interface that's easy to navigate.

Cons

* Limited depth; may lack some detailed information and newer records.

* Data freshness can vary compared with more actively updated platforms.

PeopleFinders - Best Teaser Data to Decide Where to Pay

PeopleFinders uses a freemium model that shows partial data to help you decide whether to invest in a full report. As part of a strategy that uses multiple sites, it can be a helpful "first ping."

Key features

* Previews of name, age range, city, and possible relatives when you search people by name or phone.

* Signals whether deeper person reports and potential criminal records exist before the paywall.

Pros

* Useful for gauging whether a record is substantial enough to merit payment.

* Helps you prioritize which people search websites to pay for when researching one person.

Cons

* Full access requires either per‑report fees or a subscription; membership costs can be confusing.

* Limited basic information for free.

Pricing snapshot: Mix of report‑based and subscription pricing.

Conclusion - Using Name/Email/Phone People Search Wisely

No single platform is perfect, and each people finder emphasizes different strengths. Combining multiple sites -- for example, starting with directory or light‑context tools like Whitepages or Veripages, adding an all‑rounder such as BeenVerified or Radaris for depth, and reserving heavy legal tools like TruthFinder or Instant Checkmate for situations where risk truly justifies it -- usually produces the best results. Whatever mix you choose, handle personal information and any criminal data with respect, and rely on professional, regulated services for employment‑related background decisions more

Career development

 12h

Land Me Part-Time On-Site Work


I'm actively trying to secure a reliable part-time position that requires me to be physically present on-site, but I'm short on time and know-how. I'd like a savvy job-search ally who can streamline the entire process -- polishing my résumé, matching me with suitable local roles, submitting tailored applications, and keeping track of responses. Here's what will make this collaboration a success: *... Résumé/CV overhaul aligned with the roles we target * Curated list of real, on-site part-time vacancies in my area, refreshed regularly * Custom cover letters or short form responses for each application * Application submission tracking plus weekly progress updates * Brief prep sessions before any interviews that come through If you have a proven track record in career placement or recruitment and can work efficiently with minimal hand-holding, let's get started. more

Janes Kemunto
Career development 23h

What is your advise to transition from B2B sales to market intelligence? Easiest role to start with?
1   

  • Ismail Na Allah

    4
    12h

    Assess your skill set in Google, Analytics, Tableau, SEMrush, Power BI, and SWOT analysis frameworks then you can start off as MI analyst.

Career development

 14h

Revamp Resume for Data Analyst


My current résumé sells me as a data engineer, yet my next move is a Data Analyst role. I need the Work Experience and Skills sections re-worked so recruiters immediately see me as a strong analytical hire. Here's what you'll be working with * Hands-on background in Hadoop administration, PySpark development, Databricks workflows and day-to-day data analysis. * A solid foundation in SQL and... reporting tools, though these strengths are not highlighted well in the document. What I'm after * Rewrite both sections to spotlight analytical impact, business-friendly storytelling and in-demand keywords (think SQL, dashboards, data visualization, statistical insight, KPI tracking, etc.). * Re-order bullet points around results, not tasks, and translate engineering jargon into analyst language. * Optimise for common ATS scans while keeping the narrative human and concise. * Keep the rest of the résumé structure intact -- only polish formatting where it improves clarity. Deliverables 1. Updated résumé in both editable Word/Google Doc and PDF formats. 2. A brief change log so I can see what you altered and why. The end product should let me apply confidently to Data Analyst positions without rewriting anything further. more

Career development

 15h

Entry-Level Data Analyst Applications


I need help turning my LinkedIn activity into real interviews for entry-level Data Analyst roles. Your first task is to refine my current résumé and LinkedIn profile so they shout about three things: solid SQL and database management, sound statistical analysis, and hands-on data-visualization skills with Tableau or Power BI. Once the profile is sharp, I want you to search LinkedIn for openings... that match those skills across tech companies, financial-services firms, and the healthcare industry, then tailor and submit each application. That means adjusting the résumé wording, writing concise cover notes, and making sure every keyword the posting asks for is mirrored in the submission. Deliverables * Optimised résumé (PDF + editable) and updated LinkedIn profile text * A short, reusable cover-letter template plus the customised version used for each role * Spreadsheet or Google Sheet that lists every job applied for, with company name, link, application date, and any follow-up required I'll count the project complete once at least 20 quality applications are submitted and the tracker shows all details clearly. more

Career development

 17h

Minimalist Personal Resume Website


I want to translate my résumé into a sleek, minimalist one-page website that feels as clean as a printed CV yet offers a few smart interactive touches. The overall aesthetic should stay light, spacious and typography-driven -- no heavy graphics or flashy animations -- so visitors can focus on the content. Core content The page needs dedicated, clearly separated areas for: * Work Experience *... Education * Skills Interactive extras Please weave in three small but polished features: * A compact contact form that sends messages to my email. * A grid-style portfolio gallery where I can add project thumbnails and open them in a lightbox. * A "Download résumé" button that serves a pre-supplied PDF. Technical notes Responsive layout is essential -- mobile first is fine. Clean HTML5, modern CSS (or a lightweight framework such as Tailwind), and vanilla JavaScript or a micro-library are all acceptable so long as the final codebase stays lean and easy for me to update later. If you prefer Webflow or a similar no-code/low-code builder, mention that in your proposal. Deliverables * Fully functional, responsive website files (or Webflow share link) * Source assets and clear instructions for future edits * Deployment support to my hosting or GitHub Pages Acceptance criteria * Design matches minimalist brief and sections above * Contact form, gallery, and PDF download all work without console errors * Page scores 90+ on Google Lighthouse for performance and accessibility If this sounds like your style, let's collaborate. more

Anonymous member


Career development 1d
At the end of the year our department head calculated our bonuses and based on that we received our annual bonus.
I accidentally found out that my bonus was exactly half of what my colleagues received, even though I don’t work any worse and in many ways, I work better.
Now I don’t feel like working at all. I’ve even felt like quitting. I understand this is emotional, but it’s really hurtful. How... am I supposed to keep working after this?

 more
1   

  • Phindile Mahlangu

    13h

    It is hurtful I know but your salary payment was efficient as always that was bonus. My dear the job is scarce be vigilant with all the decisions... making for now. Check with your experience maybe it was your first year I don't know. more

  • Uma Aggarwal

    15h

    It is hard to comment on your post because we are always biased in our favor. Assuming your comments are objective, you will not win any brownie... points by admitting you were looking at papers you were not supposed to.
    The best approach might be to go see your boss, thank him for the bonus and by the way express your curiosity as to how the bonuses were calculated.
    If your boss has a boss, his recommendations are probably reviewed. If his is the final word, your question may not be taken very kindly. Step gingerly. Good luck.     more

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Career development

 1d

I realized I was wasting hours applying to "dead" LinkedIn jobs -- so I built a tiny fix


For weeks I thought I was just bad at job searching.

I was applying to tons of roles on LinkedIn every day and getting... nothing.

Sometimes I'd get rejected within hours. Other times I'd hear nothing at all.

Eventually I started noticing patterns:

It started to feel less like job searching and more like fighting the interface.

The moment it clicked

A recruiter friend said something simple... that stuck with me:

A lot of LinkedIn jobs are reposted endlessly, promoted for visibility, or already flooded with applicants. You're not competing -- you're just burning energy.

That changed my approach.

Instead of trying to apply to more jobs, I started trying to remove the noise.

makes it easier to focus on newer, less crowded roles

It didn't magically fix the job market.

It didn't suddenly get me interviews.

If anyone's curious, this is the extension I built:

👉 https://chromewebstore.google.com/detail/linkedin-joblens-%E2%80%94-smart/ffkelfoaaejkhdldmlbnglhpgpobiigp more

Career development

 1d

Personal Portfolio Website Creation


I want a clean, modern personal portfolio that makes my work experience and key skills the star of the show. The site only needs one content-rich section beyond the usual navigation: a concise "About Me" that tells my story and sets the tone. No testimonials or résumé downloads for now -- just a tight, engaging presentation people can scan quickly and remember. I'm open to your preferred tools,... whether that's a lightweight static build (HTML, CSS, JavaScript), a custom WordPress theme, or another responsive front-end framework. What matters most is that the finished site: * Looks polished on desktop, tablet, and mobile * Loads fast and follows basic SEO best practices * Lets me update text and images without digging into code Deliverables 1. Fully functional, responsive portfolio site (single-page or small multi-page -- whichever suits the design you propose) 2. Source files and clear hand-off instructions so I can make future edits myself 3. A brief walkthrough or screen-share showing me how to update content If any content guidelines or assets are needed from me, list them at project start and I'll provide everything promptly. Let's build a portfolio that puts my experience front and center and feels uniquely mine. more

Career development

 1d

Mid-Level Management Job Application Assistant


I'm targeting mid-level management openings within the technology sector and want a proactive partner who can turn my background into interviews. You'll refine my résumé and LinkedIn profile, search for suitable postings, tailor each application, and submit on my behalf while keeping me updated on progress. Key deliverables * Optimised résumé and LinkedIn profile ready for tech-focused management... roles * Curated list of approved job openings that match my criteria * Custom cover letters and application materials for every submission * Detailed tracker showing where, when, and how each application was sent, plus next-step reminders * Weekly summary of results and any interview invitations received I'll provide my existing résumé, career goals, and any account access you need. Familiarity with Applicant Tracking Systems, LinkedIn Jobs, and major tech company portals will be helpful. Let me know your strategy and past success placing candidates in similar roles, and we'll get started right away. more

Julie Ellington


Career development 1w
I really love reading and I want to get a job in a library or a bookstore. But my family doesn’t understand this at all, they say it’s a waste of time. On top of that, they say libraries don’t pay much.
But spending my days without reading is boring for me. And all my relatives are pushing hard for “career growth.” How can I explain it to them in a way that makes them stop trying to convince me... otherwise?
Thanks

 more
1   

  • Newton Ochari Menyenya

    1d

    Career development and studying arent mutually exclusive. You can work as you still do it. After all, as a certain prof puts it, the aim of knowledge... isn't filling the bucket, but igniting a flame. Focus on the career as you continue studying. After all, knowledge is a tool, a means to an end, and not an end. You need to make a living, pay bills. Etc. It should work for you. more

  • ansu sahr

    1w

    Dear friend family are evry important in the Lord kingdom but think about your job first, when you good job your family we be evry happy for you... consider your mine thank you. more

    1
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Career development

 1d

Outsource My Tech Job Applications


I'm swamped and need someone to take the entire job-application workload off my hands. The focus is strictly on Tech and IT roles -- think developer-level openings and related positions -- sourced directly from company websites rather than mass-posting boards. What I expect: * A steady pipeline of relevant vacancies, pre-vetted for fit. * A tailored résumé / cover-letter tweak for each submission... so it sails through ATS filters. * All applications filed on my behalf, with a living tracker that shows date, link, version of documents used, and any recruiter follow-ups. I'll provide my core résumé, work history, and must-have criteria on day one. From there, you handle everything: role discovery, document optimization, submission, and basic correspondence until an interview is booked. Remote work is fine; solid results come with a performance bonus. Drop a short note on your previous success doing end-to-end job bidding in the tech space, plus your rate and available start date. more

Anonymous member


Career development 5d
It's been almost 10 years in my current post, but I feel like I won't achieve anything if I stay any longer. There is no hope of growth and development. I think this should be my final year to prepare a way out of this though the market is crazy competitive.
5   
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