Sloan Bochkorr


Career development 1d
About a week and a half ago the head of our department really started feeling sick, went home and said she was put on sick leave. But the very next day she still came to work with a fever and a cough and barely managed to get through the day. Because she was worried that we wouldn’t cope with the project. After that, three more employees got sick and now I’m the only healthy person left working in... the department.
Could you please tell me if there is any legislation that forbids sick employees from coming to work and infecting their colleagues? Thank you

 more
2   

  • Edward Adikwuru

    8h

    I doubt if there is such a law or legislation but as soon as an employee reports sick he should be exempted from work upon application for sick leave... pending the time he will be okay and resume work. Being in the office while confirmed sick is hazardous to the well-being of the rest of the staff. He should equally know that, no one is indispensable  more

  • muhumuza julius

    11h

    The workers Act, Employment Act, All labor laws plus human rights can't allow any employee to work when he/she is sick.
    It even contradicts with the... mother law.
     more

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Loren Davies


Career development 1w
I’m interviewing for a kindergarten teacher position. Yesterday I had an interview with the director and he asked only one question “How would you explain the color yellow to a blind person?”
I’m still in shock! Is this how he treats children? Does he think they’re blind or stupid? Or was he just messing with me?

6   

  • Vasant Barve

    12h

    I will explain like this -- You are not seeing colors now but if some one donates eye to you then you will see and enjoy colors. Yellow is what ripe... banana or ripe lemon looks like.  more

  • Alokan Ayodeji

    1d

    I believe the question should focus on feelings, since the kid is blind. I will say
    "Yellow feels like the warmth of the sun on your face when you... step outside". We can also use yellow to signify a smile or joy based on brightness. The kid should be able to relate to the color in that light more

    2
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Anonymous member


Career development 2w
I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more
25   

  • Evans Ogalli

    10h

    Me too ...did this last year October.
    Similar dealings with my bosses.....

  • Mbaraka Ewangu

    4d

    There is something I like telling everyone, before you write a resignation letter, do it when u have appointment letter of a new job. It's so hard to... get a job when your jobless  more

    1
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Career development

 15h

The new reality for laid-off tech workers: fewer jobs, higher bars, longer waits


Even those with brand-name backgrounds say the résumés that once opened doors aren't doing the trick anymore.

New year, new layoffs -- and Big Tech workers who spent their careers being courted by recruiters are in for a nasty reality.

On Wednesday, Amazon said it would cut around 16,000 corporate jobs globally. It's the second round of layoffs since October, when the company eliminated 14,000... roles. Earlier this month, Meta cut about 1,500 employees in its Reality Labs division.

January is historically a common month for companies to shed workers as they reassess budgets and plan for the year ahead. January 2024 saw more than 34,000 tech layoffs across 123 companies, according to the online tracker Layoffs.fyi -- a monthly total that hasn't been exceeded since.

However, tech workers don't typically face a job market this challenging. US businesses are hiring at one of the lowest rates since 2013, and tech job postings have plunged amid economic uncertainty and the early effects of AI adoption.

Over the past year, I've spoken with dozens of laid-off workers -- including people from Big Tech companies like Amazon, Meta, and Microsoft. Many told me they'd built their careers in a tech landscape where job security could be elusive, but opportunities were plentiful. Some said finding a new role used to be as simple as opening LinkedIn and replying to the recruiters who regularly flooded their inboxes.

Now, despite impressive résumés and big-name credentials, many laid-off tech workers are struggling to land their next roles.

Hiring less and expecting 'Superman'

Last year, US tech companies announced roughly 154,000 layoffs, per Challenger, 15% more than in 2024 and the most of any private-sector industry. Amazon, Microsoft, Meta, Google, and Tesla each announced plans in recent years to cut at least 10,000 employees.

This adds up to too many workers flooding the market and not enough jobs. It's affected people like James Hwang, who has struggled to find work since being laid off from his IT support engineering role at Amazon in October. Although his résumé sports years of experience at Amazon, he said it's not as helpful as one might think.

"It felt like there was this huge brick wall from the get-go," said Hwang, who's 28 and lives in Michigan. "I applied to 100 jobs but didn't get any interviews."

Workers in Hwang's line of work have had abundant job opportunities in years past, but now tech companies are getting leaner and expecting more. They're rightsizing after overhiring during the pandemic, taking longer to fill roles, and citing a need to be more efficient in the AI age. At the same time, the US has seen a decline in tech openings, down 33% on Indeed from early 2020 levels as of December.

"It feels like recruiters are looking for Superman," said Mody Khan, who has been looking for work since losing his Microsoft job in December 2024. He said he's depleted much of his savings and fears he could lose his home.

Despite a five-year run at Microsoft, he said, even landing interviews has been difficult. Among the many challenges he's faced during his job search, Khan said, is that some companies he's interviewed with have seemed to favor candidates with startup backgrounds -- making his time at a large tech firm feel like a disadvantage in those cases.

Tech workers who've experienced layoffs throughout their careers consistently pointed to one challenge that stands out in today's market: the sheer level of competition.

Sriram Ramkrishna was laid off from Intel for a second time last July and has been looking for work ever since. He said he has a clearer sense of his career identity than after his first layoff in 2016, but that the job market is more competitive than anything he's ever experienced.

"If an employer I'm interested in posts a job, there's bound to be at least 400 applicants," said Ramkrishna, who's in his 50s and lives in Portland, Oregon.

How laid-off workers are eventually breaking through

While most laid-off workers I've spoken with have faced more challenging job searches than they expected, others have eventually found work.

When Deborah Henderson was laid off from Microsoft after 14 years, she shared the news on LinkedIn and helped start a Discord group for other affected colleagues. She said connecting with others provided emotional support and helped surface new job opportunities -- including a referral for a role at Meta that she landed just two months after being laid off.

"It's so helpful to have the support of other people who are going through it -- both the highs and the lows," said Hendersen, who's in her 40s and lives in Seattle.

Mike Kostersitz, on the other hand, struggled to find a new role after 31 years at Microsoft. He felt like a fish out of water in the job market, so he decided to hire a career coach to help him build a résumé, update his LinkedIn profile, draft cover letters, and tailor his materials for applicant tracking systems.

In particular, he added, it was difficult to know which parts of his Microsoft experience to highlight in interviews.

"It's like, I have 30 years of stories for you. Which one do you want to hear?" said Kostersitz, who's in his 60s and lives in Washington state.

Kostersitz said he eventually expanded his search to tech roles at large corporations outside Big Tech. After six months, he landed a role at Nike.

His top piece of advice for job seekers is something he first heard from a career advisor provided through Microsoft's layoff package: develop a solid job search strategy -- and stick with it.

"They said it's a game of chicken right now. The person who has the longer breath and can stick it out longer will get the job." more

Career development

 15h

Bad news, tech workers: A brand-name résumé isn't enough anymore


* January is typically ripe for layoffs, and this year is no different.

* Workers laid off from Amazon and Meta are entering a job market that's grown challenging in recent years.

* Even those with brand-name backgrounds say the résumés that once opened doors aren't doing the trick anymore.

New year, new layoffs -- and Big Tech workers who spent their careers being courted by recruiters are in... for a nasty reality.

On Wednesday, Amazon said it would cut around 16,000 corporate jobs globally. It's the second round of layoffs since October, when the company eliminated 14,000 roles. Earlier this month, Meta cut about 1,500 employees in its Reality Labs division.

January is historically a common month for companies to shed workers as they reassess budgets and plan for the year ahead. January 2024 saw more than 34,000 tech layoffs across 123 companies, according to the online tracker Layoffs.fyi -- a monthly total that hasn't been exceeded since.

However, tech workers don't typically face a job market this challenging. US businesses are hiring at one of the lowest rates since 2013, and tech job postings have plunged amid economic uncertainty and the early effects of AI adoption.

Over the past year, I've spoken with dozens of laid-off workers -- including people from Big Tech companies like Amazon, Meta, and Microsoft. Many told me they'd built their careers in a tech landscape where job security could be elusive, but opportunities were plentiful. Some said finding a new role used to be as simple as opening LinkedIn and replying to the recruiters who regularly flooded their inboxes.

Now, despite impressive résumés and big-name credentials, many laid-off tech workers are struggling to land their next roles.

Business Insider is speaking with workers who've found themselves at a corporate crossroads -- whether due to a layoff, resignation, job search, or shifting workplace expectations.

Share your story by filling out this form, contacting this reporter via email at [email protected], or via Signal at jzinkula.29.

Hiring less and expecting 'Superman'

Last year, US tech companies announced roughly 154,000 layoffs, per Challenger, 15% more than in 2024 and the most of any private-sector industry. Amazon, Microsoft, Meta, Google, and Tesla each announced plans in recent years to cut at least 10,000 employees.

This adds up to too many workers flooding the market and not enough jobs. It's affected people like James Hwang, who has struggled to find work since being laid off from his IT support engineering role at Amazon in October. Although his résumé sports years of experience at Amazon, he said it's not as helpful as one might think.

"It felt like there was this huge brick wall from the get-go," said Hwang, who's 28 and lives in Michigan. "I applied to 100 jobs but didn't get any interviews."

Workers in Hwang's line of work have had abundant job opportunities in years past, but now tech companies are getting leaner and expecting more. They're rightsizing after overhiring during the pandemic, taking longer to fill roles, and citing a need to be more efficient in the AI age. At the same time, the US has seen a decline in tech openings, down 33% on Indeed from early 2020 levels as of December.

"It feels like recruiters are looking for Superman," said Mody Khan, who has been looking for work since losing his Microsoft job in December 2024. He said he's depleted much of his savings and fears he could lose his home.

Despite a five-year run at Microsoft, he said, even landing interviews has been difficult. Among the many challenges he's faced during his job search, Khan said, is that some companies he's interviewed with have seemed to favor candidates with startup backgrounds -- making his time at a large tech firm feel like a disadvantage in those cases.

Tech workers who've experienced layoffs throughout their careers consistently pointed to one challenge that stands out in today's market: the sheer level of competition.

Sriram Ramkrishna was laid off from Intel for a second time last July and has been looking for work ever since. He said he has a clearer sense of his career identity than after his first layoff in 2016, but that the job market is more competitive than anything he's ever experienced.

"If an employer I'm interested in posts a job, there's bound to be at least 400 applicants," said Ramkrishna, who's in his 50s and lives in Portland, Oregon.

How laid-off workers are eventually breaking through

While most laid-off workers I've spoken with have faced more challenging job searches than they expected, others have eventually found work.

When Deborah Henderson was laid off from Microsoft after 14 years, she shared the news on LinkedIn and helped start a Discord group for other affected colleagues. She said connecting with others provided emotional support and helped surface new job opportunities -- including a referral for a role at Meta that she landed just two months after being laid off.

"It's so helpful to have the support of other people who are going through it -- both the highs and the lows," said Hendersen, who's in her 40s and lives in Seattle.

Mike Kostersitz, on the other hand, struggled to find a new role after 31 years at Microsoft. He felt like a fish out of water in the job market, so he decided to hire a career coach to help him build a résumé, update his LinkedIn profile, draft cover letters, and tailor his materials for applicant tracking systems.

In particular, he added, it was difficult to know which parts of his Microsoft experience to highlight in interviews.

"It's like, I have 30 years of stories for you. Which one do you want to hear?" said Kostersitz, who's in his 60s and lives in Washington state.

Kostersitz said he eventually expanded his search to tech roles at large corporations outside Big Tech. After six months, he landed a role at Nike.

His top piece of advice for job seekers is something he first heard from a career advisor provided through Microsoft's layoff package: develop a solid job search strategy -- and stick with it.

"They said it's a game of chicken right now. The person who has the longer breath and can stick it out longer will get the job."

Read the original article on Business Insider

The post Bad news, tech workers: A brand-name résumé isn't enough anymore appeared first on Business Insider. more

Career development

 17h

'Job Hugging' harms progression prospects, warns career development specialist


Owen Morgan, managing director at Chesterfield-based outplacement and HR specialist INTOO UK & Ireland says there is a growing number of workers staying put in their current roles gripped by uncertainty in an increasingly fragile job market that could be put under further strain in 2026. He cautions that could do more harm than good.

INTOO's Future World of Work research found that over the last... two years, 50% of businesses have undergone significant internal change over the last two years. Such turnover points to a working environment which is leaving many workers in uncertain positions.

"What we're seeing is a clear reluctance to move," says Owen. "January is usually buzzing with people wanting a fresh start, but this year there's a real hesitancy. People are holding on to what they have because the alternative feels uncertain and risky.

"But that doesn't necessarily mean they're safe. It's a grim reality, but there are redundancies happening at scale in so many industries. If that happens to those who are job hugging, those people may look back with regret that they didn't seek extra training or undertake a career pivot because they've just been focused on holding onto their current role."

INTOO's data reveals that just 18% of people are looking to change employer in the next 12 months, it's lowest mark since it began tracking the data in 2017.

Meanwhile, the latest set of figures from the Office for National Statistics show that vacancies in the UK shrunk once again to around 729,000 between September and November 2025, a small fall on the previous quarter. At the same time, unemployment has risen, with around 2.5 people now competing for every vacancy, signalling a tighter, more competitive jobs market.

"If people are waiting for the job market to soar again, they could be waiting for a long time - this won't change overnight. It's natural to want to wait until things feel more stable to take a big risk. But waiting for that to happen in the current climate might have some serious negative effects if people are 'job hugging'. The unhappiness may continue to fester; and they may stop engaging with training and upskilling.

"We've found that over a quarter of people have a long-term plan for their career prospects. My advice to those who are job hugging until something better comes along would be to go for it. Start looking at practical measures you can take so you can be in as much control of your own destiny as possible."

Last year, INTOO reported that 41% of people have undertaken a career pivot in the last five years. In addition to this, the data found that 74% of Gen Z believe work has become more important to them in the last five years - signalling there is an appetite for fulfilling work.

Owen said. "Work is important to so many of the younger generation that it's important they take a look at what they can be doing now to ensure that when conditions change, they feel ready to make the move. It's important to be getting ahead of the curve."

"But even if you don't fit into that Gen Z age bracket, you can still make it work. We found that 51% of millennials also think work has become a focus over the last half decade, perhaps for different reasons. But again, I urge those who are job hugging to seek the steps to pivot into something they enjoy, or a role or sector that feels more secure.

"If something is important, it's worth fighting for the best possible environment to thrive in.

Part of Gi Group Holding, one the world's largest and fastest growing HR and recruitment providers, INTOO helps people move forward confidently after redundancy or dismissal, with tailored support and expert guidance. more

Career development

 17h

Blending AI with Empathy: How a Kolkata-Based Recruitment Firm Is Contributing to India's Viksit Bharat 2047 Vision


This hybrid recruitment approach mirrors a wider shift in India's employment ecosystem, where organisations are seeking partners that can balance scale with sensitivity.

Kolkata (West Bengal) [India], January 28: As India's workforce undergoes rapid transformation driven by automation, digitalisation, and post-pandemic realignments, the role of recruitment is being redefined -- not merely as a... hiring function, but as a strategic enabler of national growth. Against this backdrop, Recruitment Mantra,a Kolkata-headquartered recruitment outsourcing firm, is carving a distinctive space by combining artificial intelligence with human insight to support India's long-term development goals under Viksit Bharat 2047.

Founded in 2021, Recruitment Mantra has focused on delivering cost-effective, transparent, and flexible hiring solutions for startups and small to mid-sized enterprises -- sectors widely recognised as the backbone of India's economic expansion. By helping these organisations scale efficiently, the firm positions recruitment as a critical link between talent creation and sustainable business growth.

While AI is central to the company's operations -- powering faster résumé screening, data-driven shortlisting, and process optimisation -- the firm maintains that technology must remain an enabler, not a decision-maker. "AI can bring speed and efficiency, but nation-building requires human judgment," said Arghya Sarkar, Founder and CEO of Recruitment Mantra. "A résumé can be scanned by technology, but potential, adaptability, and aspiration still need human understanding."

Related Articles

National Conference on Unity for Growth - A Collective March Towards Viksit Bharat

Marshall Ridge Consulting & Viksit Bharat 2047

This hybrid recruitment approach mirrors a wider shift in India's employment ecosystem, where organisations are seeking partners that can balance scale with sensitivity. As skill-first hiring gains prominence, agile firms like Recruitment Mantra are emerging as trusted collaborators by aligning technology adoption with ethical, inclusive recruitment practices.

Adding a strong social dimension to its business model, Recruitment Mantra also operates a free job placement initiative aimed at widening access to employment across geographies, experience levels, and socio-economic backgrounds. The initiative reflects a growing recognition that equitable access to work and continuous skill development are essential to building a future-ready workforce.

Sarkar, a vocal proponent of inclusive and skill-driven hiring, extends this philosophy through his book Recruitopia and regular thought leadership across digital platforms. His advocacy centres on preparing both employers and professionals for an AI-augmented job market -- an imperative as India seeks to unlock its demographic dividend.

As India advances towards Viksit Bharat 2047, Recruitment Mantra's people-first use of technology underscores a broader belief gaining ground within the recruitment industry: that sustainable national progress will depend not on replacing human effort with machines, but on empowering human potential through smarter, more responsible use of technology. more

Ben Weatherford


Career development 2d
I think I blew the interview yesterday because of how I answered one question “What would you do if you were the only survivor of a plane crash?”
I said that if I was fine and no one else needed help, I’d look through the passengers’ stuff to find a phone and call the police or rescue services. That seems pretty logical to me. But the HR immediately asked if that counts as stealing.
That really... made me stop and think, mainly about whether I even want to work there. If they already annoy me during the interview, it’ll probably be way worse once I’m actually working there. What do you think?

 more
8   

  • daisy kchisanga

    20h

    Why do i feel, logically, the HR as interviewer was not attentive? You clearly said, "you would look for a phone around and call for help", so, the... phone was going to be used to contact for help at that moment only. Unless she wanted to test your tolerance level. 😊 more

  • Renita Jackson

    1d

    Interestingly, I viewed the question differently from everyone else. I was thinking more in terms of long range and not necessarily immediately. I... would have answered in the manner of trying to figure out the purpose of why I was the only survivor of the crash, and giving support to that purpose.  more

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Career development

 20h

Candidate applies twice to the same job -- one resume rejected, the other landed callback from hiring manager


The post, shared by Reddit user u/Proof-General-8667, quickly sparked debate after they claimed to have applied twice to the same job using two different résumés, only to see one rejected instantly while the other landed a callback from a hiring manager the very next day.

In a hiring market many candidates describe as automated, opaque, and unforgiving, one Reddit user says they decided to stop... playing by the usual rules. Instead, they ran an experiment on the system itself, and the results surprised even them.

The post, shared by Reddit user u/Proof-General-8667, quickly sparked debate after they claimed to have applied twice to the same job using two different résumés, only to see one rejected instantly while the other landed a callback from a hiring manager the very next day.

According to Proof-General-8667, the strategy was born out of frustration with what they describe as a "broken" hiring process dominated by automated screening tools. For roles they really wanted, the user said they applied twice using two email addresses and slightly different name variations. The twist was in the résumés themselves.

One version leaned heavily into technical certifications and hard skills. The other highlighted leadership experience, people management, and soft skills. When they tested the approach for a project manager role, the results were stark.

The technically focused résumé was rejected almost immediately. The leadership-focused version, however, received a call from the hiring manager the next day.

For the user, the takeaway was clear, the system wasn't judging them as a person, but as a bundle of keywords.

"This taught me exactly what keywords their internal system was actually prioritizing," the user wrote, arguing that if companies rely on automated filters, candidates should feel justified in learning how those systems behave.

"Unethical" -- or just adapting?

Not everyone in the comments was convinced this was clever or necessary.

One commenter questioned the logic of the experiment altogether, saying it was "an absolute no brainer" that a leadership-heavy résumé would perform better for a project manager role. Another user pointed out the time cost, wondering why someone would reapply to the same role after already being rejected.

Others focused on the practical details. Several commenters asked what the poster meant by using a "slightly different name." One reply suggested something simple like "Tom Anderson" versus "Thomas Anderson," while another joked about exaggerated variations such as "Jooohn" and "Roberteo."

There were also concerns about LinkedIn profiles. One commenter asked whether both applications would need to link to the same LinkedIn account, potentially exposing the tactic.

Still, some readers sympathized with the motivation behind the experiment. The original post argues that when companies use automated bots to screen and ghost thousands of applicants, candidates shouldn't feel guilty about testing the system in return.

"If the gatekeepers are going to be robots, you might as well learn how to hack the algorithm," the user wrote, framing the tactic as adaptation rather than deception.

The discussion taps into a broader frustration many job seekers share: not knowing why they were rejected, or whether a human ever saw their application at all. Automated applicant tracking systems have made keyword optimization a survival skill, and Proof-General-8667's post highlights how differently the same person can be evaluated based solely on résumé framing.

Whether readers saw the approach as smart, risky, or ethically gray, the post struck a nerve. It raised an uncomfortable question about modern hiring, if outcomes change dramatically based on wording rather than capability, who is the system really designed to serve?

Is applying twice to the same job unethical?

Opinions are divided. Some see it as misleading, while others view it as a response to automated screening systems that already treat candidates impersonally.

Did the strategy actually work?

According to the Reddit post, yes. One résumé was rejected immediately, while the other received a callback from the hiring manager. more

Career development

 22h

It's Time to Start Tooting Your Own Horn at Work


The high-school bullies in "Mean Girls" kept a "burn book" full of gossip they could use to torch others' reputations. It's time to recast the concept and start keeping a "brag book" chronicling professional achievements that can elevate your standing at work.

Think of it as ammo to advance in your career, which -- let's face it -- is not so different from winning a popularity contest. Perception... matters.

This is especially true when businesses striving for efficiency are looking for evidence of employees' impact. Now is not the time for quiet contributions. It is important to be seen as a key team member, preferably by pumping yourself up instead of dishing dirt on co-workers.

Amazon.com, which announced 16,000 job cuts Wednesday, reportedly asked employees to submit three to five examples of their best work this month. The move follows CBS News Editor-in-Chief Bari Weiss's request for her charges to explain how they spend their workdays, and the Department of Government Efficiency's demand for government employees to list their accomplishments.

Whether you've been given a directive like this or not, there is more pressure to justify your employment as artificial intelligence looms. After a period in which companies hired rapidly and granted work-from-home freedom, we are living through a correction characterized by layoffs and close monitoring.

So, while tooting your own horn can be uncomfortable, logging and publicizing on-the-job wins is about controlling your professional narrative. People who make this a habit refer to the collection of accolades as a "brag binder," "yay folder" or "smile file."

Whatever the name, it's a good idea to be ready when the time comes to show your worth in a performance review, promotion cycle or job search.

A brag book is a résumé writer's best friend. I reconnected this week with Megan Struthers, one of the job seekers I included in a December column about holiday-season layoffs. She is already almost a month into a new role.

"I'm very fortunate to have found a job so quickly and to already be on week four," she says.

Indeed, this isn't the norm in today's white-collar job market where it often takes months, and scores of applications, to land something. But Struthers is being modest. She was savvy enough to maintain what she called her "yay folder" in her former position. That made it easier to craft a strong candidate profile.

There is no guarantee of success, but a running tally of your gold-star moments can be particularly useful as résumé rules evolve. More employers are using software to scan for keywords, and applicants are responding with longer entries detailing their impact.

Filling your folder sometimes means fishing for compliments, which can feel awkward. An employee of a large software company told me she was nervous to ask her manager for a public shout-out recently. She saw a colleague get kudos on Slack for completing a certificate program and, having earned the same certificate, wanted similar recognition on the messaging app used by her company.

She made a point of explaining to her manager why the show of praise mattered. It wasn't about glory for its own sake but rather about creating a record of accomplishment, in writing, that senior leaders could reference when making promotion decisions in the future.

This is a good place to note that bosses don't have it easy. Middle managers are among the first to go when organizations run leaner, and those who remain have full plates. Handling reviews and promotions can be a drag in the best of times; right now it's even more of a headache than usual.

Presenting a rundown of your achievements might feel like boasting, but it may be a welcome assist to your overloaded manager.

"If you're cringing about writing one performance review, imagine your manager who has to write 15 of them," says executive coach Sabina Nawaz. "Your job at review time is to make your manager's life easier when writing yours."

A big reason to keep a brag book is to guard against recency bias. Your boss likely remembers what you did a few weeks ago but probably needs a reminder of that assignment you nailed last March.

Maybe you do, too. Recording accomplishments as they happen helps ensure you won't forget to mention them later.

Nawaz, who maintains her own "smile file," says qualitative information is particularly important to track. Many companies use performance metrics, so there is a good chance your manager already knows you're killing those KPIs. The glowing thank-you note from a client, on the other hand, is something you can cite as proof of your soft skills.

A list of things you're proud of isn't all about impressing others, either.

Ally Andrus left a company where she was unhappy last fall. She had no offers or interviews lined up -- just her "brag binder." She started a new sales job 20 days later.

Even when she isn't job hunting, Andrus sometimes looks at her binder for a confidence boost on bad days.

"I was just saying to a friend, 'Maybe I should start a brag binder for my personal life, too,'" she says.

Having good stuff to look back on is one reason so many people keep diaries and journals. We'd all be smart to bring the same habit to the office. more

Career development

 1d

Life of the Mind to Life on Wall Street


It's 8 p.m. on a Wednesday evening, and suited silhouettes scurry out of Ida Noyes Hall after a seemingly long "Night on Wall Street." The annual event, hosted by Career Advancement, allows select students the chance to exchange conversation and résumés with recruiters, giving them a glimpse into a career that looms large in UChicago's professional imagination.

Recruiting -- the months-long... ritual of networking, interviewing, and studying for technical assessments to secure a coveted third-year internship -- is a rite of passage for finance prospectives. It's framed less as a process imposed on students and more as one they must actively undertake. Suit jackets hang from the backs of lecture hall seats. Seated in the corner of Bartlett Dining Commons, a student, in hushed whispers, walks me through a discounted cash-flow model like it is a secret passageway. Another student rushes out of Saieh Hall with wired earphones in, not listening to music, but taking a networking call as he crosses the quad.

However, it is not the firms who recruit students so much as the students who self-recruit, competing for a small number of openings. According to Extern, Goldman Sachs, Morgan Stanley and J. P. Morgan had acceptance rates below 1 percent in the 2026 application cycle.

35 percent of the UChicago Class of 2025 entering the workforce chose the financial services industry, making it the most popular post-graduation industry, according to data from Career Advancement. This is an increase from the Class of 2024, of which 32 percent entered finance. It is also comparable to peer institutions considered more "preprofessional," like the University of Pennsylvania, where 34 percent of graduating fourth-years in 2024 began work in financial services.

So what's the appeal to finance that makes UChicago students willing to endure such a competitive process?

The Allure of Finance

For Hetav Mehta, a second-year currently going through recruitment for investment banking, the appeal of the field is its fast-paced environment and real-world relevance: "I came to UChicago because I wanted to do econ[omics] and math academia or something, especially when I applied. But when I looked into math academia, I realized that I couldn't make a tangible impact with my research -- it would take too much time. With investment banking, you get that outcome outright, and you get promoted for it." As an investment banking analyst, Mehta could be staffed on projects or "deals," which can materialize into real-life company mergers or public offerings in as little as three months.

Second-year Zander Lee took a liking to "quant" finance -- a specialized branch which applies sophisticated mathematical models to the field of finance. "I thought I was pretty good at math. So, I came here assuming that I was a math major," he said. "And a lot of my friends that I made early on were also math majors, and they were all interested in quant finance."

S. (A.B. '24) -- who requested anonymity, citing a strict workplace policy -- works as an investment banking analyst at a bulge bracket bank. She remembers the recruiting process very well. S. knew she was leaning toward business starting in her first year, so she followed the advice of her seniors in finance clubs and set out on a path that led her to investment banking. In her circles, it was considered a prestigious entry-level job that could advance her career trajectory.

S. specified how the rigorous and technical nature of the training shapes its prestige, "so whatever career you choose after, it opens up a lot of different paths." Many choose to remain in the financial services industry in higher paying roles (private equity and asset management are considered common "exit paths") or choose to pivot into entirely new fields such as product management or entrepreneurship.

But she points to another important ingredient in its prestige: exclusivity. "Just because of the sheer number of people that are interested in investment banking versus how many slots there are, I feel like that is probably a reason why people think it is prestigious."

Compensation, unsurprisingly, plays a central role in finance's allure. New graduates in entry-level positions can earn six-figure incomes, typically from $100,000 to $200,000. "Of course [pay] was a factor," Lee said when asked about his interest in finance as a post-graduation career. "Anybody who says it's not a factor at all is lying to you."

"I'm at UChicago. Clearly, I Have Some Grind Tolerance."

The high pay, however, comes at a cost. Investment banking is notorious for its demanding hours, with estimates ranging from 60-80 hours per week, even climbing to 100 during busy deal cycles. While the reality is hardly unknown to UChicago students, S. highlighted that the strain is not merely the length of the workday, but its unpredictability. On some days, she is done with work at 4:30 p.m., "and then I don't get my next round of work until 8 p.m. or 9 p.m. and I don't necessarily expect when I'm going to get work, so that can be pretty challenging," she said. "Clients can ask for things with a one-day turnaround." This time pressure creates stress throughout the chain of command. "If your client has a crazy deadline, it puts a bunch of crazy deadlines internally as well."

Still, for many students, the tradeoff seems fair. "I never really considered it to be a major, major issue. The work-life balance [in quantitative finance] isn't as bad as working in other areas of finance. The work seems pretty interesting," Lee said. "I'm at UChicago. Clearly, I have some grind tolerance."

Assessing the Business Economics Major's Return on Investment

The nexus between the rise in preprofessional culture at the University, the creation of the business economics track of the economics major, and the track's increasing popularity among undergraduates is not new campus discourse. Career preparation is a central part of the underlying philosophy of the business economics track; the Department of Economics website highlights how the curriculum is something students "will find useful in carrying out their day-to-day tasks."

However, for S., the purported credential signaling of the business economics track does not translate into preparedness for work. "It's good to take classes like accounting and corporate finance. It gives you a glimpse into some of the things you might do, but I don't think any class really has translated to what I do day-to-day. Everything I've learned is on the job," she said.

As an analyst, some of the tasks S. must perform include reading through hundreds of pages of filings or equity research reports to find specific estimate numbers; making presentations, reports, or "pitch books" summarizing industry trends; or even presenting new investment opportunities to clients on "marketing meetings." More than specialized finance knowledge or market intuition, she stressed the value of learning how to produce polished written work like essays, papers, and memos, since this translates directly into making client-ready deliverables at work.

That is not to say that a preprofessional major does not have benefits. Business economics is touted as more forgiving on students' GPAs, which are one of the most consequential recruiting metrics, according to alumni. S., who completed the standard track of the economics major paired with Booth School of Business classes, contrasted her experience to that of peers who graduated from schools with dedicated finance tracks. "They have an upper hand initially."

She added that students from those programs may know specific accounting rules or specific financial modeling techniques that S., as a UChicago economics student, said she was not prepared for. But these initial advantages dissipate quickly. "There's a bigger learning curve in the first six to eight months. But after that, I do think what UChicago really prepares you for is looking at the bigger picture, which is also important as an analyst."

Finance Careers and Intellectualism Are Not Inherent Antagonists

According to S., UChicago's academic culture, particularly the Core Curriculum, worked synergistically with the demands of her job. "UChicago prepares you well for the broader picture -- things that other people struggle with. It's harder to get these soft skills unless you [have taken] all of these Core classes that we got to take, or [to] be thinking very critically." Her advice to students is straightforward: take classes out of genuine interest, "because those skills are more useful in the job than taking preprofessional-type classes." S. believes that the Core, which enables students to think both abstractly and practically, synthesize dense material into theses, read closely, and work under time constraints, develops skills that are more transferable to finance than one might imagine.

At UChicago, the history of finance as a discipline is intertwined with academic tradition, thriving because of the University's emphasis on intellectualism rather than in spite of it. In an essay titled "A Brief History of Finance and My Life at UChicago," Eugene Fama, hailed the "father of modern finance," writes: "Finance has its birth in 1952 with the PhD thesis of Harry Markowitz on portfolio theory, that he did in the [UChicago] Department of Economics." In his time, he says, UChicago, the Massachussetts Institute of Technology, and Carnegie Mellon University "were [the] only three serious finance groups [of faculty] in the world."

With this legacy, it is not surprising that UChicago is considered a "target school" for many top banks. A study using public LinkedIn data ranks UChicago at sixth place for top feeder schools for investment banking when adjusting for undergraduate class size. According to popular finance forums like Wall Street Oasis, intelligence and work ethic are treated as "givens" for UChicago students. As one contributor on the forum put it, all a UChicago student must prove is that they're "socially competent and someone that other people will want to be around 16 hours a day."

Mehta, too, believes the caricatures of the "finance bro" and the corresponding label of "anti-intellectual" are misrepresentative. He described the cerebral energy of one of the finance RSOs he is a part of: "We really emphasize intellectualism, where you're constantly researching, you're finding contrarian views, [and] you're pitching stocks and different ideas."

Lee had a similar experience with RSO culture. "I found that the interview questions that clubs would ask turned out to be pretty interesting, like brain teaser-wise," Lee said, adding that "it seemed intellectually pretty engaging and kind of up my alley."

Technical interviews for quantitative trading are known for being rigorous, often including probability puzzles, betting games like poker, and quick-fire mental math questions to test mathematical logical thinking under time pressure. Since some trading roles require developing models to execute trades at high speeds, technical interviews also test candidates through timed "trading simulations," requiring them to estimate the expected value of a game or design a coin toss with bid and ask prices. According to Lee, it was this challenge that drew him to quantitative finance in the first place.

If anything, both Mehta and S. suggested that the tension between intellectualism and the pursuit of these careers does not arise from finance itself, but the architecture of the recruiting process. The parallel curriculum of finance recruiting rewards formulaic rehearsal and fluency over creativity, and preparing for it demands developing a strong grasp on accounting principles, memorizing "good" answers, and practicing one's delivery in a way that comes off as confident and self-assured. "Everyone's really nerdy about the finance stuff," Mehta said. "I guess conventional recruiting takes away from it."

So What Is Crowding Out "the Life of the Mind"?

The preprofessional culture that comes with finance, for many students, is more of a response to the hefty demands of recruiting than a true reflection of their approach to education. The compressed and unforgiving process rewards early and sustained preparation, which eats away at time that could be spent on classes. "The competition is so intense -- sometimes you have to recognize the opportunity cost and focus purely on recruiting, and I'm not very happy [about] that," Mehta said.

Early timelines are fundamentally difficult to reconcile with intellectual exploration when career certainty is demanded so early. The shift reportedly began in 2015, when the staring timeline for financial services moved from fourth-year toward third-year fall. In 2017, it fell toward the summer before junior year, and in 2018 it was pushed to the spring of sophomore year. According to one Yale University investment banking recruiter, the rationale for doing so is to beat other banks in the race to recruit the best talent.

With less time to wander academically, the space for experimentation begins to narrow.

S., recalling her second-year fall, echoed the sentiment. "My classes were kind of my second priority. I wasn't doing much socially or in clubs that weren't finance-focused." Students don't necessarily pride themselves on being preprofessional but acquiesce to the system's logic to optimize for the tight recruitment window. To complement technical interview preparation, "people end up taking classes like corporate finance and accounting," S. said. "And then your GPA also matters, so people will take classes that they consider to be easier to get a certain grade."

In finance lexicon, a "Superday" denotes the grueling final round of interviews in the banking recruitment process (often six to eight hours of back-to-back case, technical, and behavioral interviews, along with problem-solving assessments, designed to test performance under pressure). For each bank, students must also demonstrate deep knowledge about its recent deals, favored industries, and broader investing philosophy. Preparation becomes totalizing; it is no surprise that, in the days leading up to a "Superday," students withdraw from public and academic life to concentrate on preparation for the high-stakes event.

It is true that early recruitment has undeniable perks: "I remember signing my summer offer and feeling such a sigh of relief because you almost kind of have a job lined up after college as a sophomore, which is insane to think about," S. said.

But, as timelines inch increasingly closer to the start of the undergraduate education, S. worries that the recruiting logic no longer remains a transient, situational adaptation. "When I first joined UChicago, I met a bunch of seniors that were really doing classes out of passion. There was definitely a larger group of students going into academia, exploring classes out of interest rather than to meet a certain job requirement." Students now have fundamentally different priorities, she says.

When S. returned to campus to host informational sessions, she also noted that some students had started career planning as early as high school. They had completed serious internships even before they began college, which was not the case when she had joined UChicago. "There's definitely a rise in the number of students that want to do [investment banking], but also [in the] preparation [of those students]," she said.

For Mehta, commitment should not precede self-discovery. He believes preprofessional culture is an unhealthy mindset "for the people who are doing finance just for the lucrative, monetary benefit" while remaining uncertain about their interests. "I genuinely like investing. At the end of the day, what are you doing? You're disagreeing with the market. I like to do that -- that's something I enjoy."

But he's also seen peers get pulled into the career by momentum rather than curiosity, constantly worrying that they are not doing enough to secure a job."What does a 19-year-old even know? You've barely taken Core classes; you've barely gotten enough time to prepare your stock pitches or understand finance," he said. S. agreed: "It's absurd how early recruiting is."

The summer before his first year, Lee attended the New York Career Exploration Week in Finance -- a four-day visit to industry offices for incoming first-years organized by Career Advancement -- to test whether the career was for him. "I get there. Everybody is already [business economics]. They know. They already know they want to work in investment banking.... They really have it all seemingly figured out. And I come here and club applications start immediately." The pace was not what he expected at UChicago. "It just seems opposite to the core values," Lee said.

Can Intellectualism Be Postponed?

Many students worry about the all-consuming role that the recruiting process has come to play in the undergraduate experience.

But S. hopes prospective finance professionals can recover some of the curiosity displaced during recruiting later in their undergraduate degrees. "I took [classes like] South Asian Sensorium, Black Panther Party, South Asian Music, and, looking back, those are the classes I talk about the most with my seniors when we're sitting at lunch... [and that] I can actually apply in my conversations with a client. I'm not thinking about my accounting class as much." It is not purely the soft skills, but the contents of these classes that have contributed unexpectedly to her job.

Yet, postponing intellectualism to students' third or fourth year is easier said than done. Recruiting often behaves like a sunk cost, continuing to demand time from upperclassmen due to competitive return offers and RSO obligations. Preprofessional RSOs function as both a symptom and catalyst of the pervasive, prolonged culture. "The asks for a lot of the clubs keeps increasing," Mehta said. "And there's so much hype around club recruitment in the fall of your freshman year."

Preprofessional RSOs are central to the recruitment process, and their role extends beyond community-building; they take it upon themselves to teach the vocabulary and grammar of professional life early on through coffee chats, multistage interviews, and alumni networks. The process is rather ambiguous to outsiders, so advice usually circulates through informal channels, with finance-oriented upperclassmen mentoring second- and third-years.

In a college without a finance major, clubs do the heavy lifting in terms of career preparation and education, but they also create social bubbles that persist even after recruitment. "When you're in these preprofessional pipelines, you get siloed into these careers, and there's a lot of opportunity out there that is often unexplored," S. said. The result is a closed ecosystem where recruiting logic continues to surround students, leaving little room for independent curiosity to reemerge.

For this reason, S. urged students to "think other options through before you fully commit to investment banking." Two years as an analyst is a big commitment, she said; even if it feels counterproductive, students need to actively make time to explore other curiosities.

"When this [recruiting] gets over, I kind of want to focus again on my classes, take harder classes, explore economics more," Mehta said. Lee, on the other hand, has been enjoying Classics of Social and Political Thought, his social sciences Core sequence and hopes to take more "random" classes later.

"At some point, I want to take a linguistics class. If I was here just for learning, I'd probably major in linguistics. I've always found it interesting." more

Career development

 1d

Job Application Assistant Needed


I need help streamlining my search for a new full-time role in the technology sector. You will source and submit applications on my behalf through Seek and Indeed, custom-tailoring each submission to match the job description while preserving my personal voice. Once I send you my résumé, a base cover-letter template, and a list of target job titles, I expect you to: * Locate suitable technology... listings that fit my criteria. * Optimise and submit applications via Seek and Indeed, adjusting keywords for ATS when necessary. * Record every submission in a shared spreadsheet with the job link, date applied, exact résumé/cover-letter version used, and any next-step notes. Confidentiality is critical, and clear written English is a must. I would like a total of 500 job applications and a concise report so I can track progress and follow up on interviews.

Project ID: 40187124

About the project

8 proposals

Open for bidding

Remote project

Active 2 mins ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 1d

Apply To Finance Analyst Jobs -- 2


The task is straightforward: comb through current openings for Financial Operations Analyst roles in San Francisco, concentrate on finance-focused startups, and submit tailored applications that fit a mid-level profile. I will hand over my latest résumé plus a set of modular cover-letter snippets. Your job is to: * Locate suitable listings on LinkedIn, AngelList, Lever, Greenhouse, company careers... pages, and other reliable boards * Fine-tune the cover letter and minor résumé tweaks so every submission speaks directly to the startup's finance context * Complete the online application forms (including any pre-screen questions) on my behalf * Log every action in a Google Sheet: company, role title, link, date applied, login used, and next steps * Send me a quick summary at the end of each day highlighting applications sent and any follow-up required Acceptance criteria - Minimum 10 qualified applications per day, all within San Francisco or fully-remote roles that list the city as a hub - Roles must explicitly reference "Financial Operations Analyst" (or close variants) and require roughly 3-6 years of experience - Companies must be startups (Series A-C preferred) operating in or serving the finance industry - Spreadsheet is kept current and error-free, and every cover letter shows clear customization Everything you submit should be ATS-friendly and free of typos. I will respond quickly to questions and forward any proprietary information you need for online assessments or additional documents.

Project ID: 40187151

About the project

1 proposal

Open for bidding

Remote project

Active 3 mins ago

Place your bid

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Career development

 1d

Why a Quick Pause Before Answering Makes You Seem More Thoughtful (And What It Signals)


It was a job interview like any other. The candidate, sharply dressed and resumé gleaming, sat across from the hiring manager. Every question was met with a half-second pause -- not too long, but just enough to evoke a quiet sense of intention. After the interview, the manager remarked, "He seemed really thoughtful. I liked that he didn't rush to respond." That candidate later got the job. Not... because he had the most experience, but because he seemed like he really thought before speaking.

This seemingly small behavioral cue -- pausing before answering -- has outsized influence on how people perceive intelligence, empathy, and credibility. In fact, research and behavioral psychology suggest that short pauses convey far more than hesitation; they signal deliberate thinking, composure, and confidence. While we often associate speed with knowledge, it turns out that a well-timed pause can be even more powerful in communication.

The way we respond to questions -- whether in professional meetings, interviews, or casual conversations -- has a major impact on how we're perceived. A new look at social psychology reveals that silence can actually speak volumes. So what exactly happens when someone pauses before responding, and why does it make them seem more thoughtful?

Why we judge people based on their response timing

The psychology behind pauses in conversation

Human communication is filled with subtle signals beyond words. One of the most impactful, yet overlooked, is the **brief pause before a person answers a question**. According to cognitive psychologists, the brain goes through a process anytime we are asked something -- quickly scanning memory, calculating risk, and shaping our response. Those who take even a second or two to respond appear genuine, while instantly delivered replies often come across as rehearsed or flippant.

A behavioral study highlighted in recent findings shows that when a person pauses briefly before speaking, observers rate that individual as more reflective, credible, and trustworthy. These reactions happen subconsciously. This is especially true with **complex questions**, where a rushed or overly confident reply can seem dismissive or shallow.

"In communication, a short pause is often registered not as uncertainty, but as insight gathering."

-- Dr. Amanda Stein, Cognitive Behavioral Scientist

What makes a pause meaningful and not awkward

Not all silences are created equal. The distinction between a thoughtful pause and an uncomfortable silence often comes down to duration and context. Experts suggest the **1-2 second window** is the sweet spot for appearing thoughtful without creating tension. Shorter pauses may go unnoticed, while longer ones can signal indecision or discomfort -- unless matched with confident body language.

Another important factor is tone. A pause that's followed by an assured, well-structured response holds far more weight than one followed by a hesitant or mumbled reply. This is why skilled speakers -- from CEOs to TED Talk presenters -- consciously incorporate brief, purposeful pauses into their delivery.

"When you pause, you're not just delaying a response. You're making space to show that your words matter."

-- Jordan K., Executive Speaking Coach

How this plays out in interviews and negotiations

In high-stakes conversations like job interviews, negotiations, or media briefings, how and when you respond can change the outcome. Recruiters often interpret quick, too-smooth replies as well-rehearsed -- or worse, dishonest. In contrast, a brief moment of reflection signals someone who is authentic and careful with their words.

In negotiation settings, pausing before speaking achieves a dual effect: it shows you're considering all sides while subtly compelling the other party to fill the silence -- often offering more information or better terms. This gives pause-users an **upper hand**, because they appear in control, unpredictable, and confident.

Using pauses to influence audience perception

In public speaking, using well-placed silences is a known technique to hold attention and emphasize key points. Speakers who pause before delivering important insights draw the audience in, signaling that the next words matter. This builds suspense, boosting engagement and retention of information. It's a tactic used by everyone from politicians to educators.

Even in everyday discussions, a moment of stillness can prompt listeners to engage more fully. A person who doesn't rush to fill every gap with noise seems more confident -- and having something worth waiting for.

How to train yourself to pause naturally

If you're not used to it, pausing before answering may feel awkward at first. Fortunately, like any skill, it can be developed with intention. Start by giving yourself permission not to jump in immediately -- recognize that **silence isn't a vulnerability**, it's a communication strength.

Simple strategies to practice

* Take one deep breath after hearing a question.

* Mentally repeat the question to buy time and clarify understanding.

* Use brief filler phrases like "That's a good question" to create natural pause.

* Record your conversations and observe the pacing.

* Watch skilled speakers and note how they use pauses to great effect.

"The pause is not the absence of voice -- it's the power of conscious thinking made visible."

-- Priya Shah, Communication Expert

Knowing when not to pause

There are exceptions to every rule. In crisis response or emergency situations, hesitation may be interpreted as a lack of leadership or preparedness. Similarly, in rapid-fire interviews, overusing pauses can make you seem slow to process information. The key is to **navigate intensity and context**: use thoughtful pauses in reflective, strategic settings, and quick responses where agility and urgency are expected.

Final reflections on the power of pause

In a world driven by immediacy and instant replies, taking a beat before speaking sets you apart. That simple pause you build into your response -- the moment of intentional quiet -- tells others you are not just hearing, but truly listening and thinking. Whether you're aiming for a leadership role, negotiating a deal, or just building better conversations, letting your mind breathe before your mouth speaks can become your greatest asset.

Frequently Asked Questions

Why does pausing before answering make someone seem more intelligent?

Because it suggests they're carefully considering their reply, which signals deeper thinking to observers.

What is the ideal pause length to appear thoughtful?

Usually 1-2 seconds. Long enough to register as a pause, but not so long that it feels awkward or passive.

Is pausing before answering effective in job interviews?

Yes, especially when answering complex or behavioral questions. It shows intentional thinking and honesty.

Can too much pause make you seem uncertain?

Yes. If pauses exceed 3-4 seconds consistently, it can start to look like indecision. Balance is key.

Do pauses affect how trustworthy someone seems?

Yes. People who pause are often seen as more sincere and authentic than those who answer too quickly.

How can I practice pausing naturally?

Try repeating the question in your mind, breathe before replying, and observe how speakers you admire use silence.

Are pauses useful outside of speech, like in writing or emails?

While literal pauses don't apply, using clear, spaced-out messaging and short breaks between ideas can achieve a similar thoughtful tone.

Should I tell people I'm pausing to think?

It's not necessary. The pause itself already signals you're thinking. Let your considered reply speak for itself. more

Career development

 1d

CVLT: DA Davidson Lowers Price Target, Maintains Buy Rating | CV


* DA Davidson maintains "Buy" rating on CommVault Systems (CVLT, Financial).

* Price target lowered from $185 to $135, a decrease of 27.03%.

On January 28, 2026, DA Davidson analyst Rudy Kessinger maintained a "Buy" rating for CommVault Systems (CVLT) while significantly lowering the price target from $185.00 to $135.00 USD. This adjustment reflects a 27.03% decrease in the price target.

The... price target revision marks another adjustment in a series of recent analyst evaluations for CVLT. Below is a summary of historical ratings for CommVault Systems:

* January 22, 2026: DA Davidson maintained a "Buy" rating, lowering the price target from $220.00 to $185.00 USD, a decrease of 15.91%.

* January 21, 2026: Mizuho maintained an "Outperform" rating, lowering the price target from $190.00 to $180.00 USD, a decrease of 5.26%.

* January 21, 2026: Oppenheimer maintained an "Outperform" rating, lowering the price target from $200.00 to $180.00 USD, a decrease of 10.00%.

* January 16, 2026: Guggenheim maintained a "Buy" rating, lowering the price target from $220.00 to $200.00 USD, a decrease of 9.09%.

* January 12, 2026: Keybanc maintained an "Overweight" rating, lowering the price target from $185.00 to $152.00 USD, a decrease of 17.84%.

These adjustments reflect an ongoing trend of lowering price targets for CommVault Systems, although the overall ratings have been maintained by various analysts.

CommVault Systems Inc provides data and information management software applications and services. The firm sells software licenses and services to large global enterprises, small- and midsize businesses, and government agencies through both its salesforce and its network of reseller partners. Its software solutions include Cleanroom Recovery, HyperScale X, Air Gap Protect, Compliance, Cloud Rewind, and Clumio Backtrack. The company operates in the United States and exports to many other countries.

Wall Street Analysts Forecast

Based on the one-year price targets offered by 14 analysts, the average target price for CommVault Systems Inc (CVLT, Financial) is $152.88 with a high estimate of $190.50 and a low estimate of $100.00. The average target implies an upside of 65.61% from the current price of $92.32. More detailed estimate data can be found on the CommVault Systems Inc (CVLT) Forecast page.

Based on the consensus recommendation from 15 brokerage firms, CommVault Systems Inc's (CVLT, Financial) average brokerage recommendation is currently 1.8, indicating "Outperform" status. The rating scale ranges from 1 to 5, where 1 signifies Strong Buy, and 5 denotes Sell.

Based on GuruFocus estimates, the estimated GF Value for CommVault Systems Inc (CVLT, Financial) in one year is $164.07, suggesting a upside of 77.73% from the current price of $92.315. GF Value is GuruFocus' estimate of the fair value that the stock should be traded at. It is calculated based on the historical multiples the stock has traded at previously, as well as past business growth and the future estimates of the business' performance. More detailed data can be found on the CommVault Systems Inc (CVLT) Summary page. more

Career development

 1d

Spotlighting the 2025 Work Progress Program Grantees Empowering NYC Youth


Spotlighting the 2025 Work Progress Program Grantees Empowering NYC Youth

Part 2: Breaking the Cycle -- Justice-Involved Youth

This post is part of our "Paths to Progress" series spotlighting 12 standout organizations among the 2025 WPP grantees. If you missed the previous posts, check out Program Overview & Grantee List and Part 1: Tech & Skills Training.

In New York City, youth unemployment... remains a major challenge, especially for justice-involved and marginalized youth. In 2024, the youth unemployment rate was 13.2%, with a 23.8% rate for Black youth -- more than double pre-pandemic levels. Many young people work in low-wage industries, while systemic barriers like criminal records limit access to stable jobs. Up to 75% of formerly incarcerated individuals remain unemployed a year after release, underscoring the steep challenges they face.

WPP grantees help address these barriers by offering holistic support, skills training, and career development to improve employment outcomes for vulnerable youth. This second part of our series highlights three grantees that provide trauma-informed services and career development opportunities, supporting both young people returning from incarceration and those navigating systemic inequities.

🏗️ Center for Employment Opportunities

Center for Employment Opportunities (CEO) provides paid transitional jobs and personalized coaching for individuals returning from incarceration. Operating in 30 cities nationwide, CEO helps justice-impacted young adults gain work experience, build skills, and prepare for long-term employment. In New York City, WPP participants begin with a paid orientation, job coaching, and ongoing career support. CEO also offers advanced training in fields like commercial driving and office administration, tailored to youth seeking long-term career paths.

Every young person deserves the opportunity to build a strong foundation for their future, no matter their past. Through our career development programs, we provide justice-impacted youth with the support, training, and hands-on experience they need to secure meaningful employment and take the next step in their careers. Seeing our participants grow in confidence, gain valuable skills, and achieve their goals is what drives our work every day.

-- Mary Bedeau, Deputy Executive Director of CEO New York

🧭 Getting Out and Staying Out

Getting Out and Staying Out (GOSO) GOSOWorks program provides justice-involved and at-risk youth with paid internships through WPP, allowing them to gain professional experience, develop workplace skills, and build networks while earning income. Participants complete a Program Readiness Assessment and career readiness training covering attendance, communication, time management, and workplace etiquette before starting internships, which last 9 to 12 weeks and are matched to their career interests when possible. Throughout the internship, participants receive mentorship, coaching, and weekly Job Club sessions on retention, financial literacy, and career planning. Employers provide feedback, and staff support transitions to unsubsidized employment. By combining internships with holistic guidance and personal development, GOSO helps youth build the confidence, skills, and connections needed for long-term career success.

I joined GOSO in July 2024 ... [and] quickly completed the Career Readiness Workshop Series. Soon after, I started an internship with the Van Cortlandt Park Alliance and balanced working at Gristedes Supermarket while studying for my high school equivalency. In February 2025, I earned my GED, all while continuing to work and volunteering with GOSO's horticulture setup. My journey shows how GOSO's focus on Education, Employment, Emotional well-being and Exposure can truly open doors to success.

-- AP, Participant

🧰 STRIVE's Future Leaders Program

STRIVE's Future Leaders Program provides youth impacted by the criminal legal system with paid internships aligned to their career goals, allowing participants to gain professional experience while earning income. WPP participants complete career readiness and occupational skills training before placement, including workshops on workplace expectations, conflict resolution, and industry-specific skills. Internships last 6 to 8 weeks at 25 hours per week and include job shadowing, mentorship, and individualized coaching to build skills, explore career pathways, and develop professional networks. Ongoing support and trauma-informed mentorship ensure participants gain the confidence, skills, and connections needed for long-term employment.

STRIVE gave me valuable experience working in a professional environment while being mindful of others. I am still part of STRIVE and about to start my classes for OSHA 30 certification.

-- Sekou Kaba, Participant

🎙️ Reconnect NYC

Reconnect NYC empowers young men from marginalized communities through mentorship and paid work experience using WPP funding. Participants gain hands-on experience in culinary arts, café operations, hospitality, podcasting, and social enterprises, while developing professional skills, leadership, and confidence. Weekly one-on-one coaching and group sessions reinforce workplace habits, financial literacy, and personal growth. By combining practical experience with a supportive community, Reconnect NYC helps participants explore career paths and build the skills and confidence needed for long-term success.

Reconnect NYC has been a wonderful experience. Not only did I learn new skills, but I also met great people that really care about helping me.

-- Christopher Lopez , Participant of the Spring 2025 Cohort

Next in the series: Part 3 -- Mentorship & Youth Leadership → more

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Career development 2h
How to develop my carreer of agricol technician

Anonymous member


Career development 2h
I am 72 years old and not able toretire. I hadca incidence recently where I started a position working from home in a company I had never heard of. I started training on January 12, very intense training, which was saw using five different systems. The training jumped all over the place. There was no consistency at all to it. We were off on MLK birthday so when we came back to work, we had an... additional day of training tacked on. That was a total of two weeks. I work for a total of five days and then was terminated saying I did not catch on quick enough. Little did I know they have training every 2 weeks to onboard new nurses. I could not believe in 5 days with a preceptor and me asking questions with her answering half the question, I was terminated. D you think this is fair? more

Career development

 1d

I'm a tech career coach. Do these 2 things immediately after getting laid off -- and avoid this common mistake when using AI.


* Amazon announced on Wednesday that it's cutting 16,000 jobs.

* The tech career coach Kyle Elliott helps clients navigate lay offs in a tough and rapidly changing job market.

* His advice to people who are laid off includes being selective about using AI when job hunting.

This as-told-to essay is based on a conversation with Kyle Elliott, 33, a career coach who lives in California. The... following has been edited for length and clarity.

Getting laid off is very traumatic -- and it's becoming more common.

I've been a full-time career coach to tech employees at startups and in Big Tech since 2017, and I've seen how layoffs have become more visible in recent years.

I help clients navigate life after a layoff, including what role they want next and how to apply for new jobs.

Amazon has announced new plans to cut staff, and I want affected employees to remember that they are coming from one of the world's top companies.

People will want them, and they will find something.

Do you have a story to share about being laid off by Amazon? Contact this reporter at [email protected] or on Signal at charissacheong.63

Do these 2 things first after you're laid off

When people reach out to me for coaching after a layoff, many have a scarcity mindset and feel like they have to apply for any job.

For some people who urgently need to pay rent or put food on the table, that's necessary. But in other cases, it makes sense to take a beat and evaluate what you're really looking for in your next role.

The very first thing I ask clients to do is create a list of "must-haves" and "dealbreakers" for their next job. What are their salary expectations? Will they only work remotely? Are they willing to relocate? If you write the list before you start interviewing, you can act from a place of logic rather than panic.

The second step is to update your résumé and LinkedIn profile, which are two of your most critical tools in today's market. You're going to submit a résumé with almost every application, and having an up-to-date LinkedIn account puts you in a good position if potential employers check it or recruiters go looking for talent on the platform.

You want to optimize for the roles you're looking for in 2026, which means that if you were an engineer when you joined Amazon but are now a director, you want to make sure that's reflected on your LinkedIn page.

Don't rely too much on AI for résumé help

I've seen clients turn to quick hacks for their job search, like asking AI to tailor their résumé or using it to find and apply to roles for them. But if everyone does that, you don't stand out.

I can usually tell quickly if someone's written their résumé with AI. For example, they'll be applying to a systems engineer role, and it won't even have the phrase "systems engineer" in it.

Everyone thinks only AI is reading their résumé, but I have clients who work in talent acquisition and HR -- the humans who are still involved in the recruitment process. Humans hire other humans, even at big companies.

In the age of AI, be more human. Take a step back and think, if you were a human looking at this résumé, what would you want to see? Then put those phrases near the top, rather than using AI to create generic slop.

I'd suggest creating a master résumé that you can spend 20 minutes tailoring for different roles. If you're using AI, use it more like an extra tool, rather than the thing that's driving your job search.

Re-read performance reviews to identify how you stand out

Layoffs are normal now, especially in the tech industry, and there's much less stigma around them.

But there's more competition in the job market, because it's easier to apply for jobs with AI, for example, so the challenges around layoffs are different nowadays.

In today's job market, it's important to figure out what's unique about you. Lots of people will meet the job requirements, so you need to communicate why the company should hire you over the thousands of other applicants.

One thing that can help you is to look back at performance reviews and identify things people repeatedly say about you. You can try asking three to five people to share what makes you fabulous and to give examples. I've found that clients are surprised by the feedback they receive.

Read the original article on Business Insider more

Career development

 1d

I'm a tech career coach. Do these 2 things immediately after getting laid off -- and avoid this common mistake when using AI.


His advice to people who are laid off includes being selective about using AI when job hunting.

This as-told-to essay is based on a conversation with Kyle Elliott, 33, a career coach who lives in California. The following has been edited for length and clarity.

Getting laid off is very traumatic -- and it's becoming more common.

I've been a full-time career coach to tech employees at startups... and in Big Tech since 2017, and I've seen how layoffs have become more visible in recent years.

I help clients navigate life after a layoff, including what role they want next and how to apply for new jobs.

Amazon has announced new plans to cut staff, and I want affected employees to remember that they are coming from one of the world's top companies.

People will want them, and they will find something.

Do these 2 things first after you're laid off

When people reach out to me for coaching after a layoff, many have a scarcity mindset and feel like they have to apply for any job.

For some people who urgently need to pay rent or put food on the table, that's necessary. But in other cases, it makes sense to take a beat and evaluate what you're really looking for in your next role.

The very first thing I ask clients to do is create a list of "must-haves" and "dealbreakers" for their next job. What are their salary expectations? Will they only work remotely? Are they willing to relocate? If you write the list before you start interviewing, you can act from a place of logic rather than panic.

The second step is to update your résumé and LinkedIn profile, which are two of your most critical tools in today's market. You're going to submit a résumé with almost every application, and having an up-to-date LinkedIn account puts you in a good position if potential employers check it or recruiters go looking for talent on the platform.

You want to optimize for the roles you're looking for in 2026, which means that if you were an engineer when you joined Amazon but are now a director, you want to make sure that's reflected on your LinkedIn page.

Don't rely too much on AI for résumé help

I've seen clients turn to quick hacks for their job search, like asking AI to tailor their résumé or using it to find and apply to roles for them. But if everyone does that, you don't stand out.

I can usually tell quickly if someone's written their résumé with AI. For example, they'll be applying to a systems engineer role, and it won't even have the phrase "systems engineer" in it.

Everyone thinks only AI is reading their résumé, but I have clients who work in talent acquisition and HR -- the humans who are still involved in the recruitment process. Humans hire other humans, even at big companies.

In the age of AI, be more human. Take a step back and think, if you were a human looking at this résumé, what would you want to see? Then put those phrases near the top, rather than using AI to create generic slop.

I'd suggest creating a master résumé that you can spend 20 minutes tailoring for different roles. If you're using AI, use it more like an extra tool, rather than the thing that's driving your job search.

Re-read performance reviews to identify how you stand out

Layoffs are normal now, especially in the tech industry, and there's much less stigma around them.

But there's more competition in the job market, because it's easier to apply for jobs with AI, for example, so the challenges around layoffs are different nowadays.

In today's job market, it's important to figure out what's unique about you. Lots of people will meet the job requirements, so you need to communicate why the company should hire you over the thousands of other applicants.

One thing that can help you is to look back at performance reviews and identify things people repeatedly say about you. You can try asking three to five people to share what makes you fabulous and to give examples. I've found that clients are surprised by the feedback they receive. more