Janes Kemunto
Career development 11h

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

  • Ismail Na Allah

    4
    1h

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

Tim Young


Career development 11h
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?

 more
1   

  • christine kimuyu

    1h

    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

  • christine kimuyu

    1h

    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

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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

    1h

    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

    3h

    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

 5h

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

Career development

 12h

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

 13h

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

 13h

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

    14h

    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

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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.

 more
3   

  • J.D. Walker

    15h

    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

    18h

    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

 17h

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.
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Career development

 18h

Parra - Another DC Twink Scandal: Racist, Explicit Posts Rock GOP | Instinct Magazine


A young Republican operative once welcomed inside the GOP's inner circles is now at the center of a political firestorm that reads more like an internet fever dream than a résumé. At just 24, Preston Parra has gone from intern to embarrassment, dragging a trail of racist rhetoric, extremist praise, and explicit online antics behind him.

Parra briefly worked for Georgia Congressman Mike Collins... after landing an internship in 2024. He later moved into a paid role with Collins' affiliated political action committee, Overhaul PAC, where he remained until late spring of 2025. At the same time he was boosting Collins' political ambitions online, Parra was also unleashing a barrage of shocking social media posts that have since resurfaced with explosive consequences.

Among the posts: crude selfies, explicit sexual commentary, and declarations embracing racism that stunned even seasoned political observers. In one online rant, Parra openly labeled himself a racist while boasting about his appearance and threatening to expose alleged secrets involving Washington insiders. The posts were not hidden in obscure corners of the internet -- they were public, deliberate, and unapologetic.

The scandal arrives as Rep. Collins and his former chief of staff, Brandon Phillips, face their own scrutiny. Phillips is reportedly under investigation after hiring a significantly younger romantic partner to work in the congressional office. That individual was paid more than $10,000 for duties colleagues later said they could not clearly identify. Phillips' troubles deepened after he was caught on video striking another man during an altercation at a Washington, D.C., bar.

Parra has also claimed proximity to major conservative organizations and figures, asserting that he served as a surrogate for Donald Trump's 2024 campaign and spent years as a personality linked to Turning Point USA. Neither group has publicly confirmed those claims, and both declined to respond to media inquiries seeking clarification.

What has drawn the most attention, however, is Parra's self-styled political persona. On his consulting website, he describes himself in surreal, provocative terms, blending far-right ideology, religious extremism, and internet shock culture into a single brand. The language is inflammatory by design, pairing "America First" isolationism with fantasies of authoritarian rule and rhetoric steeped in racial obsession.

Screenshots circulating online show Parra praising notorious extremist figures, using racial slurs, and promoting exclusionary and demeaning language about who he deemed acceptable in his personal life. The posts have ignited outrage across social media, prompting renewed questions about how such behavior went unnoticed -- or unchallenged -- while he operated within Republican political spaces.

Despite the uproar, Rep. Collins previously appeared unfazed by Parra's controversial approach. According to reports, Collins even complimented the consultant's website for its ability to attract attention, a remark now being reexamined under a harsher light.

The controversy has also revived criticism of Collins' own online conduct. In recent years, the congressman has posted incendiary content ranging from manipulated videos targeting political opponents to inflammatory remarks following national tragedies. After a deadly school shooting in his Georgia district, Collins dismissed calls for gun reform, instead urging a return of religion to public classrooms. He has also repeatedly mocked the January 6 Capitol attack, framing the event in sarcastic and dismissive terms.

As the fallout continues, Parra has faded from official GOP roles but remains a symbol of a deeper problem critics say plagues modern politics: the blurring of internet extremism, personal branding, and public power. What was once dismissed as trolling or shock performance is now raising serious questions about vetting, accountability, and the culture that allows such figures to rise -- if only briefly -- within the halls of influence.

For Republicans already battling internal divisions and public distrust, the Parra saga is less a one-off embarrassment and more a cautionary tale -- one that refuses to stay confined to the fringes.

What is both more deplorable and sheds some light onto Parra and his racist thoughts as a jewish twink is his response to the DailyMail piece just released. more

Career development

 19h

Performance-Based Capital: The New Era of Professional Trading


The concept of performance-based capital has completely revolutionized the trading industry, democratizing access to institutional capital for independent traders who demonstrate consistent skills. Unlike traditional models where personal capital was the only path to significant profits, this approach allows talent and discipline to be the true determinants of success.

In an increasingly... competitive market, prop trading firms have adopted performance-based models that benefit both traders and institutions. This system creates a perfect symbiosis: traders gain access to significant capital without risking their personal savings, while firms identify and capitalize on genuine talent in financial markets.

If you're looking for reliable information about these opportunities, the r/PropfirmsForum community offers detailed discussions and real experiences from traders who have navigated this ecosystem.

What is Performance-Based Capital?

Performance-based capital is a funding model where traders access funded accounts based exclusively on their demonstrated ability to generate consistent returns. It's not about connections, academic résumés, or massive initial investments, but rather about measurable and replicable results.

4 Fundamental Characteristics

This model is distinguished by several key elements that make it attractive for serious traders:

Absolute Meritocracy: Access to capital depends solely on your ability to meet specific profitability and risk management objectives. Your age, location, or formal previous experience doesn't matter, only your results in realistic simulations or demo accounts. Progressive Scalability: Successful traders aren't limited to an initial account. The model allows gradual increases in allocated capital as they demonstrate consistency. A trader can start with $25,000 and scale to accounts of several hundred thousand dollars. Profit Sharing: Unlike traditional jobs with fixed salaries, traders retain a significant percentage of generated profits, typically between 70% and 90%. This perfectly aligns incentives between the trader and the firm. Limited Personal Risk: The trader doesn't risk their own capital beyond the initial evaluation fee, which is significantly less than the trading capital they will eventually manage. The Evaluation Process in Performance-Based Models

Evaluation is the heart of the performance-based capital model. Prop firms implement structured challenges that simulate real market conditions to identify traders with genuine potential.

Typical Evaluation Phases

Phase 1 - Initial Challenge: Traders must reach a specific profit objective, generally between 8% and 10% of initial capital, while respecting strict daily loss limits (typical 5%) and maximum loss (typically 10%). This challenge may have time limits or be unlimited depending on the firm.

Phase 2 - Verification: A second phase with reduced objectives (generally 5%) confirms that initial performance wasn't luck. Here consistency is validated and how the trader handles the pressure of repeating success is observed.

Phase 3 - Funded Account: After passing evaluations, the trader accesses an account with real capital, subject to the same risk management rules but with the ability to make regular profit withdrawals.

Crucial Performance Metrics

Prop firms don't just evaluate gross profit, but multiple dimensions of performance:

Win rate: Percentage of profitable operations Risk-reward ratio: Relationship between potential profit and assumed risk Drawdown management: Ability to limit consecutive losses Temporal consistency: Distribution of profits throughout the evaluation period Rule adherence: Strict compliance with risk limits and permitted hours Advantages of the Performance-Based Capital Model For Individual Traders Elimination of Entry Barriers: Traditionally, a trader needed to accumulate significant capital to generate relevant income. With $5,000 of their own, even a 10% monthly return generates only $500. With $100,000 in funded capital, the same performance produces $10,000, of which the trader could retain $8,000. Focus on Skills: The trader can dedicate themselves completely to perfecting their strategy, technical analysis, and trading psychology without the pressure of rebuilding a personal account after normal learning process losses. Protection Against Ruin: The risk of "blowing up" a personal account and being left without capital to continue trading is eliminated. If you lose an evaluation, you can simply retry after analyzing your mistakes. For Prop Firms Genuine Talent Identification: Challenges eliminate inconsistent traders and select only those with real edge in markets. This protects the firm's capital from unproven strategies or emotional trading. Scalability: A firm can evaluate thousands of traders simultaneously with relatively low operating costs, identifying the hidden gems that will generate consistent returns. Strategy Diversification: By funding multiple traders with different approaches (scalping, swing trading, day trading in various markets), the firm diversifies its exposure and reduces systemic risk.

Additionally, platforms like Goat funded have emerged as popular options in this space.

Challenges and Critical Considerations Psychological Pressure

The performance-based model introduces unique psychological dynamics. Traders face the pressure of meeting specific objectives within strict parameters, which can lead to:

Overtrading: Forcing operations to reach objectives when there aren't ideal setups Revenge trading: Attempting to quickly recover losses after negative sessions Plan abandonment: Modifying proven strategies under pressure to meet deadlines

Mental preparation is as important as technical skills. The most successful traders develop emotional robustness that allows them to execute their plan regardless of short-term results.

Evaluation Costs

Although significantly less than trading capital, evaluation fees represent an investment. A typical $100,000 challenge can cost between $400 and $600. For developing traders, multiple attempts can accumulate considerable costs.

It's crucial to evaluate whether your strategy is truly ready for evaluation or requires more refinement in personal demo accounts without pressure.

Restrictive Rules

Firms impose strict rules that can feel limiting:

Position limits: Restrictions on the number of simultaneous contracts or lots Trading hours: Prohibition of operating during high-impact events or certain hours Permitted instruments: Not all markets or assets are available Prohibited strategies: Some firms restrict martingale, hedging, or high-frequency strategies

These rules protect capital but require traders to adapt their approaches.

Strategies for Maximizing Success in Performance-Based Capital Pre-Evaluation Preparation

Exhaustive Backtesting: Test your strategy on historical data from at least 2-3 years to understand its behavior in different market conditions. Identify mathematical expectancy, win rate, and historical maximum drawdown.

Forward Testing: After positive backtest, execute the strategy in real-time on demo for at least 3 months. This reveals execution problems, slippage, and psychological factors not evident in backtest.

Rule Simulation: Practice on demo applying exactly the same rules as the real evaluation. Familiarize yourself with loss limits and how your strategy behaves under those restrictions.

During Evaluation

Risk Management First: Prioritize preserving the account over reaching the objective quickly. A trader who reaches the objective in 5 days risking 4% per operation has less probability of long-term success than one who reaches it in 30 days risking 1%.

Quality Trading Over Quantity: Wait for setups that meet all criteria of your plan. Patience is especially valuable in evaluations without time limits.

Meticulous Recording: Document each operation with screenshots, reasoning, and emotions. This allows objective analysis and continuous improvement.

In Funded Account

Maintain Discipline: The transition to real capital can generate complacency or, paradoxically, more nervousness. Execute exactly the same strategy that led to success.

Regular Withdrawals: Don't allow significant accumulated profits to increase psychological pressure. Regular withdrawals reduce the "mental account" at risk.

Gradual Scaling: If the firm offers scaling programs, take advantage of them. Managing $200,000 requires psychological adaptation compared to $50,000.

The Future of Performance-Based Capital

The industry is rapidly evolving with emerging trends:

Technology and Automation

Firms implement artificial intelligence algorithms to analyze trading patterns beyond superficial metrics. They can identify "lucky traders" who passed evaluations through variance versus traders with genuine edge based on subtle execution characteristics.

Hybrid Models

Some firms experiment with combinations of performance-based capital and the trader's personal capital, creating "skin in the game" that potentially reduces excessive risk behaviors.

Globalization

The digital nature of performance-based capital allows global participation. Traders in emerging markets with limited access to local capital can compete on equal footing with traders in established financial centers.

Increased Regulation

As the model grows, it attracts regulatory attention. We're likely to see greater standardization of practices, transparency requirements, and protections for traders.

Conclusion

Performance-based capital represents a fundamental transformation in how trading talent accesses opportunities. By eliminating personal capital barriers and focusing exclusively on demonstrable skills, this model creates a more level playing field.

However, success requires more than technical skills. It demands psychological preparation, unwavering discipline, and deep understanding that prop firms aren't "free money" but business partners expecting consistent performance.

For serious traders willing to invest in their development, master the rules of the game, and execute with professional discipline, performance-based capital offers a viable path to significant income without the catastrophic risks of trading with limited personal capital.

The key is approaching this model with realism: understand that evaluations are designed to be challenging, that most participants don't pass initially, and that true success comes from treating it as a professional business, not a get-rich-quick scheme. With the right mindset and adequate preparation, performance-based capital can be the catalyst that transforms a talented trader into a professional with substantial income.

Related Items:Business, Professional Trading Recommended for you Why Your Business Can't Succeed Without Automotive SEO Services How Commercial Cleaning Helps Businesses Maintain Professional Standards How Digital Innovation Is Shaping the Future of Modern Business more

Career development

 21h

Globe editorial: The AI arms race in the job market


Technology evangelists promised that artificial intelligence would take the pain out of recruiting: Job seekers would apply for positions with minimal effort, while hiring managers would quickly surface the best talent. But so far, the profound changes unleashed by AI have been a disaster.

Job seekers are frustrated to have their résumés screened out by AI systems without knowing why. They often... apply for hundreds of jobs and consider themselves lucky to even receive a rejection notice. Applicants feel they need to use AI chatbots like ChatGPT or Microsoft Copilot to pepper their résumés and cover letters with keywords that match the job descriptions to get through. Many also turn to AI chatbots to create cover letters and résumés quickly so they can apply for large numbers of positions with the hopes of landing a job.

Meanwhile, hiring managers are flooded with a huge number of applications - sometimes thousands for one position in a day. Many applications are similar, as they've been written with AI, making it hard to distinguish between candidates. Feeling overwhelmed, many managers turn to AI software to sort the applications.

It's a dystopian arms race. Some employers are requiring candidates do first-round interviews with an AI avatar instead of a real person. Meanwhile, some job seekers are secretly using AI chatbots to give savvy answers during online interviews. In one extreme case, North Korean IT workers used AI-generated deepfakes to impersonate Americans to land tech jobs with U.S. companies.

Job recruiters struggle to hire qualified people amid flood of AI-written job applications

This dehumanizing process of bot vs. bot has left both sides feeling frustrated. Just like how Tinder and similar apps transformed dating, artificial intelligence promised an easy way to match the right hires and employers, but in reality, the result is often endless searching, ghosting and rejection. A recent Atlantic article described today's employment market as "Tinderized job-search hell."

It would be naive to try to turn back the clock and revert to older hiring practices, but a rethink is necessary. Job seekers should resist the urge to bombard employers with hundreds of automated applications. While it can make sense to use AI to update a cover letter to match a specific posting or practise for an interview, if you really care about the job, take the time to craft an authentic application.

When using AI, job seekers should refine the writing after so it doesn't have the hallmarks of AI-written copy, which tends to be general and hyperbolic, with hackneyed phrases. Use your creativity to stand out from the bots, and demonstrate your personality and skills through imaginative social media, videos and a web content.

Hiring managers are under tremendous pressure to use AI to boost productivity. They should be aware that screening applicants with AI works best when the job has clearly defined criteria, such as requiring a specific certification. When soft skills are essential, a manager or recruiter should look at applications by hand.

While AI can automate some tasks, such as scheduling and transcribing interviews, managers should stick with traditional interviews to screen candidates. Increasingly, managers are preferring to meet applicants in person to prevent candidates from using AI.

With increasing distrust in the job market, it's key that employers disclose how AI is being used. Since Jan. 1, Ontario employers have been required to disclose if they are using AI to screen, assess or select job applicants in publicly advertised job postings.

In a sea of bots, employees and employers have one advantage: their humanity. With so much fog in the job market, genuine human connections matter more than ever. Building trust, and showing potential employees that they aren't exchangeable commodities, takes time and effort.

Both job seekers and employers should boost networking, seeking out opportunities at industry events, trade schools or job fairs. Managers should make efforts to broaden their networks so they aren't just meeting candidates with backgrounds similar to their own. (AI brings its own risks of bias, with research showing it can discriminate against women, racial minorities and people with disabilities.)

Whatever technologies are involved, companies should make sure their hiring process is properly managed by staff, ensuring there's always a "human-in-the-loop." Recruiters who lean too heavily on AI may find that they are also easily replaced by bots. more

Career development

 22h

Bilingual Nanny Recruiter Needed - you must be fluent in Spanish and English and live in South America


I have a pool of roughly 100 nanny résumés and need a hands-on RECRUITER who is based somewhere in South America, speaks flawless Spanish and English, and has his/her own U.S. phone number (Google Voice or similar is okay). Your task is straightforward: screen every applicant, make short introductory contacts -- primarily over WhatsApp but also by email and the occasional call -- and then separate... the clear fits from the obvious misses. I will share the résumés and contact details in a spreadsheet. After you've completed your outreach, I'd like a concise report that highlights: * A shortlist of top-tier candidates, ranked in order of suitability * A quick paragraph of notes for each person (experience, reference quality, availability) * A separate tab listing those you ruled out and the reason If this sounds like a fit, let's move quickly. We will start with a phone call in English so you understand what we're looking for. more

Career development

 1d

Building Business Skills Without Leaving Work


Career development doesn't always need to start with a clean break or a bold resignation letter.

For many people, progress happens alongside full calendars, steady pay cheques, and existing responsibilities. The challenge isn't always necessarily finding the motivation, though; it's finding a way to build new skills without putting everything on hold.

As roles evolve and expectations increase,... more professionals are looking for ways to strengthen their business knowledge while staying in the workforce. Not because they want to change direction entirely, but because they want to perform better, lead more confidently, and, ultimately, future-proof their careers.

There's a point in many careers where experience alone no longer feels like enough. You might be great at your job, but suddenly you're being asked to manage people, contribute to budgets, or think more strategically. Meetings start involving concepts that sit outside your original training, and decision-making carries a lot more weight than it used to.

It's easy to think this is a failure of experience, but it's actually a sign that your role has grown. Many workplaces are increasingly expecting professionals to understand how their work fits into the bigger picture, from commercial outcomes to organisational strategy. Without that broader understanding, even the most capable employees can feel like they're constantly playing catch-up.

Business skills aren't just for senior executives anymore. Financial literacy, leadership skills, and strategic thinking are now expected across a wide range of roles and industries. Whether you're in health, engineering, IT, education, or the public sector, understanding how organisations operate makes you more effective in your day-to-day work.

This is known as "business fluency", and it helps people communicate with confidence, justify decisions, and influence outcomes. It also turns gut feelings into structured thinking and allows you to contribute more meaningfully to discussions that shape direction, not just execution.

One of the biggest misconceptions about postgraduate study is that it requires stepping off the career ladder entirely. In reality, many qualifications are now designed specifically for people who are already working full-time, and they recognise that professionals don't want to pause their career momentum just to gain new skills.

This is where programs like ECU's Graduate Diploma of Business fit neatly into modern working life. They're designed to complement professional experience, not replace it, focusing on practical knowledge that can be applied immediately. Instead of abstract theory, the emphasis is on real-world decision-making, leadership, and commercial awareness.

Time is usually the deciding factor when anyone is considering further study. Work deadlines, family commitments, and personal responsibilities don't just disappear because you've enrolled in a course. That's why flexibility matters so much.

Being able to study part-time and online makes a really big difference. It allows learning to fit around existing routines instead of disrupting them entirely, and many people find that studying while working actually enhances both experiences. You can take new ideas straight from the course and try them out in real situations, which often makes the learning feel more practical and rewarding.

Business-focused postgraduate study usually attracts people at a turning point, not a starting line. Some are specialists stepping into leadership roles for the first time, while others are experienced professionals who want formal business knowledge to match their practical expertise. There are also those preparing for a career shift but wanting to move with intention, not uncertainty.

What these professionals often have in common is the desire for clarity. They want to understand how decisions are made at high levels, how to manage complexity, and how to lead with confidence instead of hesitation.

The impact of building business skills extends beyond a single job title. Graduates often report feeling more confident in discussions, more comfortable managing risk, and better equipped to navigate change. These benefits tend to compound over time, supporting long-term career growth, not just short-term advancement.

In an employment market that sees constant change, adaptability is important. Business knowledge provides a foundation that travels well across roles and industries, giving many people greater control over their career direction.

Choosing to study while working isn't a case of chasing credentials for the sake of it. You're making a deliberate investment in your capability and confidence, and the right qualification will strengthen how you think, lead, and make decisions, all without the need to step away from work.

If you want to keep moving forward while staying grounded in your current role, building business skills alongside work can be one of the most practical decisions you'll ever make. more

Career development

 1d

Hired by a robot: What it's like to have an AI interview


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 includes 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 to guarantee you're not populating an organisation with highly skilled sociopaths?

To give Carl his dues, 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 being interviewed for a position I actually know 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. 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, CEO of recruiting software company Greenhouse, 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 job seekers 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 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 that 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 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 not going anywhere anytime soon. 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

Career development

 1d

Hired by a robot: What it's like to have an AI interview


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 includes 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 to guarantee you're not populating an organisation with highly skilled sociopaths?

To give Carl his dues, 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 being interviewed for a position I actually know 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. 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, CEO of recruiting software company Greenhouse, 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 job seekers 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 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 that 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 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 not going anywhere anytime soon. 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

Career development

 1d

How Automated Job Matching Enhances Candidate Success?


VMPLNew Delhi [India], January 12: The contemporary job market is more competitive than it has ever been before. One job posting can receive hundreds of applications in a few hours, which makes it more and more difficult to find a qualified candidate who will stand out among them. The conventional job hunting methods in which applicants are required to scroll through job portals and apply to jobs... in a blind manner are no longer effective. This is where automated job matching changes the equation.Artificial intelligence based automated job matching involves matching the skills, experience and career objectives of candidates with jobs that are a genuine fit. Candidates can focus their efforts on the right opportunities as opposed to applying everywhere and waiting to be called back. Platforms like ORO AI are redefining how an automated job search works, helping candidates move seamlessly from application to interview.The Shift from Manual Job Search to Intelligent MatchingWhen using a conventional job hunt, job hunters will spend hours narrowing down the results, updating their resumes, and making assumptions about whether their profile matches the job description. Nevertheless, it takes a lot of effort and many applications do not get a response. The process tends to be frustrating, time wastage and lost opportunities.This uncertainty is eliminated by an AI-based job finder. AI determines which jobs candidates have the best opportunities of succeeding by examining resumes, job descriptions, and hiring trends. Job matching is automated thus related, fast and accurate and job search is more strategic than random.How Automated Job Matching Improves Candidate OutcomesAutomated job matching is concerned with quality and not quantity. Applicants are presented with vacancies that are in line with their experience and hence shortlisting rates are higher and call to interviews become quicker. Candidates are able to focus on fewer but high potential applications rather than applying to dozens of roles.This strategy is also effective in enhancing confidence. When applicants understand why a position suits his or her profile, he or she applies with a sense of direction. Over time, this increases response rates and creates a smoother path from AI job application to interview scheduling.The Role of AI in Modern Job ApplicationsAI is no longer limited to resume screening on the employer side. Nowadays, AI-based applications also assist job seekers in the selection process. From identifying skill gaps to optimizing resumes and preparing for interviews, AI job finder platforms support candidates at every step.ORO AI combines automated job search technology with practical tools that help candidates present themselves more effectively, communicate professionally, and prepare thoroughly.Why Automated Job Matching Leads to Faster InterviewsSpeed is one of the largest strengths of automated job matching. Recruiters would react better when applicants apply to positions that suit them well. AI-based matching reduces redundant applications, which is time-saving on the part of both job applicants and recruitment teams.When it is better aligned, the process of application is quicker in screening steps, and there is a high chance of invitations to interviews. This is where ORO AI is an all-encompassing automated job matching solution.Why Choose ORO AI Automated Job Matching ToolORO AI is created to make the whole process of job search easier and enhance efficiency and results. Its functionality is combined to enable the candidates to travel fast through the discovery and interview preparation stages.AI-Powered Job DiscoveryThe ORO AI will search thousands of job ads to find a position that fits a resume and likes of the candidate. This eliminates endless manual searching and ensures candidates only see relevant opportunities during their automated job search.Match Score AnalyzerEvery job has an apparent match score of 10 that aims at demonstrating the suitability of an individual to that job. It shows the strong points and reveals the lack of competencies, which allows candidates to concentrate on applications with more opportunities for success.Resume OptimizerResume Optimizer is an AI-based system that customizes resumes to each position. It adjusts keywords, highlights relevant achievements, and improves ATS compatibility, strengthening every AI job application without rewriting from scratch.Cover Letter CreatorORO AI creates job-specific cover letters using the resume of the candidate and the job description. These are personalized cover letters that are short and to the point and are also in line with the expectations of the recruiter and make the candidate stand out.Company Research & InsightsApplicants can get a feel of the company culture, products, values and expectations of the interview process before they apply. This makes better applications and better interview preparation possible.Recruiter ConnectThis option offers recruiter contact information including LinkedIn profiles and professional email. It enables the candidates to get in touch and make meaningful contacts outside the automated system.Email GeneratorORO AI assists the candidate in composing outreach emails to employers and recruiters in a professional manner. Such emails are well addressed and in a personalized manner, which enhances response and professionalism.AI-Powered Mock InterviewsThe candidates will be able to rehearse an interview with questions formed by an AI according to the specific job position. The immediate feedback will be helpful to enhance the feedback, decrease the nerves, and increase confidence before actual interviews.Salary Insights & NegotiatorORO AI sends the salary benchmark and negotiation information regarding market data, and the degree of experience. The candidates get clarity and confidence in discussing the compensation."Ask Me" Career ChatbotThe AI chatbot provides real-time resume, application, interview strategy and career question advice. It acts as a personal assistant throughout the automated job search journey.Practical Benefits for Job SeekersAutomated job matching is valuable in the real sense in which it makes the process of decision-making simpler. Candidates take less time guessing and more time acting strategically. Every step is assisted by data and intelligence with ORO AI.This helps the candidates to have a better direction, quicker response and better applications. The matching of jobs, optimization of resumes and preparation of the interviews make them always a step ahead.From Application to Interview with ConfidenceJob matching is automated and it does not eliminate effort rather improves it. The candidates continue to arrive with their skills, experience, and ambition, and it is the AI that makes sure such attributes are made available to the correct employersBy using an AI job finder like ORO AI, candidates transition smoothly from discovery to application, communication, and interview readiness. Such a systematic practice enhances uniformity and effectiveness in applications.Smarter Job Search Starts with AutomationThe future of job searching is not about applying more but applying smarter. Automated job matching enables the candidates to work in areas where they fit. The respondents will have clarity, speed, and confidence with the AI taking them through the process.ORO AI is an effective platform that gives a holistic solution to modern candidates who want results. It uses a powerful matching with practical career tools to make the job search process an enjoyable and focused one. In a competitive market, automated job search is no longer optional, it is essential for candidate success.(ADVERTORIAL DISCLAIMER: The above press release has been provided by VMPL. ANI will not be responsible in any way for the content of the same.) more

Career development

 1d

ATS-Optimized Java Backend CV


I need an airtight, ATS-ready résumé that positions me as a Java-focused Backend Software Developer for both Indian and U.S. employers. The document must pass the latest applicant-tracking systems with a high score, while still reading naturally to hiring managers. Scope * Rework my career information into a concise, achievement-driven format that highlights backend development expertise and deep... Java proficiency. * Weave in location-agnostic keywords and phrasing so a single version serves Indian job portals (Naukri, LinkedIn India, etc.) and U.S. boards (Indeed, Dice, LinkedIn U.S.). * Optimise all sections -- headline, professional summary, skills matrix, experience bullets, education, and certifications -- for automated parsing without losing human appeal. * Align keyword density with current backend hiring trends (e.g., RESTful APIs, microservices, Spring/Spring Boot, cloud deployment) while avoiding over-stuffing. * Deliver two polished formats: editable DOCX/Google Docs and print-ready PDF. Input I will provide 1. Existing résumé and/or raw career notes. 2. Key projects, metrics, and any extra achievements I want showcased. Acceptance criteria * ATS scan (I will run a proof scan) shows "Excellent" or equivalent rating for backend Java roles. * No formatting artifacts when opened in Word, Google Docs, or PDF viewers. * Clear, consistent styling and section hierarchy that works in both Indian and U.S. résumé conventions (one-page preferred, two if truly necessary). Once delivered, I'll review and request up to two rounds of minor edits to finalise wording or layout. more