Katherine Martin


Career development 1d
I started a job at a small logistics company and on my first day I saw I’m the only woman there. The team is all men and it feels a bit strange. Everyone is polite, helpful and friendly. But I still feel nervous. I keep waiting for something bad to happen. Do you think I’m just overthinking or is something wrong with this company?

2   

  • Eliot Destiny

    30m

    What if it was the opposite, everyone is rough and bad would you like it?? Appreciate that people have learnt the ethics of work and they can do... their best  more

  • Precious ayodeji

    14h

    You’re not wrong for noticing it, and you’re not overthinking either. Walking into a new job where you’re the only woman can naturally feel... uncomfortable at first, especially on day one when everything is still unfamiliar.



    What matters most is not the number of men there, but the culture they create. If they’re respectful, supportive, and professional, that’s a strong early sign. Still, trust should be built through consistent actions over time, not first impressions alone.



    My advice would be:
    ✅ Give yourself time to settle in
    ✅ Observe how people communicate and treat each other daily
    ✅ Set clear boundaries and stay confident in your role
    ✅ Focus on why they hired you, your value and skills matter there


    Sometimes our minds prepare for problems before any problem exists. Stay aware, but don’t let fear write the story too early.



    You may end up becoming one of the strongest voices in that company. Wishing you success in the new role.     more

    2
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Career development

 2h

Angela Igoru sets new standard for transparency in real estate


For years, property buyers -- especially in emerging and luxury markets -- have faced a recurring set of challenges: lack of transparency, fraudulent listings, delayed project delivery, and complicated ownership processes. These issues don't just cost money; they erode trust and discourage otherwise eager investors. Angela Igoru has made it her purpose to confront these problems head-on.

As the... Founder and CEO of Alegna Homes, Angela brings years of hands-on experience in real estate development, investment advisory, and luxury property curation. But what sets her apart isn't just her résumé -- it's her vision. She understands that modern buyers want more than just property; they want security, simplicity, and a seamless lifestyle experience.

Her approach is centered around a concept she's actively shaping: a "buy and stay" model designed for today's fast-paced, global client. Instead of the traditional drawn-out, paperwork-heavy process, Angela is building a system where clients can confidently purchase verified properties and transition effortlessly into living or generating income from them.

At the heart of this transformation is the integration of state-of-the-art technology. From digital property verification systems to streamlined client onboarding and virtual property tours, her platform is designed to eliminate guesswork. Buyers can access real-time data, authenticate ownership details, and make informed decisions without the fear of scams or misrepresentation.

Angela's model also prioritizes transparency and trust. Every property under her brand undergoes rigorous due diligence, ensuring that clients are not just buying a home -- but buying peace of mind. This level of accountability is rare in many real estate markets, and it's quickly becoming her competitive edge.

Beyond transactions, she is curating an experience. Luxury is no longer just about aesthetics -- it's about ease, efficiency, and confidence in every step of the journey. Whether it's a first-time buyer or a seasoned investor, Angela's ecosystem is designed to remove friction and replace it with clarity.

In a world where real estate has too often been associated with stress and risk, Angela Igoru is rewriting the narrative. By combining expertise, innovation, and a deep understanding of client needs, she's not just selling properties -- she's reshaping the entire customer experience.

And if her momentum continues, the future of real estate may very well look a lot more secure, intelligent, and effortless than ever before. more

Jamie Bowen


Career development 5d
I hired a new team member, he’s about 40. At the interview he seemed polite and easy to talk to, and for the first two weeks he worked well with clients. But lately he’s been getting more and more irritable, and even started snapping at customers. I understand he might be tired from a new job, but I’m not sure, will he settle down soon? Or will it get worse, and should I start looking for someone... who handles people better?
What do you think?

 more
3   

  • aminu danjumabk

    3h

    Don't fire him now just give him some time but try and make sure you sight the necessary obligation for and ask him to be strictly abide by it.

  • Tawanda Porter

    22h

    Even though you are leadership, sometimes boundaries can be crossed. When it comes to the older generation they expect the work ethics of the younger... generation to be what was instilled back then and the younger generation does not have that. They called themselves open minded but that is not always the case. People are not always aware of what they have done to offend other people and even if it is explained they still lack the ability to accept they might need a little advise every once in a while. You have to follow to be able to be a good lead sometimes. more

Load more...

Anonymous member


Career development 6d
Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.
2   

  • Sean Conklin

    3h

    Remove the assumptions. Are they "making excuses" or are they prioritizing their tasks? Are they "making excuses" or are your expectations not aligned... with reality? Are they making excuses or are they telling you why they do not believe the task is appropriate or that they cannot prioritize it? How are they "very good at what they do" if they are constantly making excuses to not do things? Whenever you identify an "issue" (whether interpersonally, professionally, physically, etc), you cant really fix it without understanding it. People can tell you what to do to motivate them, but if the problem is that they literally do not have time to do it, motivation isnt going to change that.
    A lot of "managers" do not respect the actual time and effort people put into work and underestimate the amount of time a task takes to complete. Sometimes employees make "excuses" because they are more likely to be respected than just saying "i dont have time for that."     more

  • idowu vicky

    2d

    A nonchalant customer isn’t necessarily rude—they’re just indifferent, distracted, or not fully convinced yet. The worst thing you can do is match... their energy or push too hard. The goal is to stay calm, guide the conversation, and gently pull them in. more

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Career development

 4h

How Job Search Has Changed Over the Last Decade - The Resume Whisperer


Disclosure: This page may contain affiliate links. We may earn a small commission at no extra cost to you. Learn more.

Ten years ago, job searching looked very different.

People printed multiple copies of their resumes. They attended walk-in interviews. They scanned newspapers every morning for job listings. Some relied on referrals from friends or family. Others visited offices directly to drop... off resumes.

It was slower. It was more physical. And in many ways, it felt simpler.

Today, job search looks completely different.

Applications happen online. Interviews take place on video calls. Resumes are scanned by software before recruiters even read them. Artificial intelligence tools now help candidates prepare resumes, write cover letters, and practice interviews.

Over the past decade, job search has not just evolved -- it has transformed.

But here is the important part.

The transformation is not something to fear. It is something to understand and adapt to.

Around 2014 to 2016, job searching still relied heavily on manual processes.

Newspaper classifieds were popular. Many companies announced job openings in print. Job seekers would circle opportunities and apply by email or in person.

Walk-in interviews were common.

Candidates often traveled long distances to attend interviews. They carried printed resumes in folders. Meeting recruiters face-to-face was part of the process.

Recruiters also reviewed resumes manually.

They spent time reading each application. There were fewer tools to filter candidates automatically. While this created personal connections, it also slowed down hiring.

Competition existed, but it was mostly local.

Candidates were usually competing with people from the same city or region. Global competition was limited.

The next major shift came with the rapid growth of job portals.

Platforms such as LinkedIn and online job boards changed how candidates applied for roles. Instead of submitting physical resumes, candidates uploaded digital profiles.

Applications could be sent with a few clicks. Job alerts notified candidates about new opportunities. Employers could reach thousands of applicants instantly.

Networking also moved online.

LinkedIn became a professional identity platform. Recruiters began reviewing profiles before contacting candidates. Personal branding started becoming important.

During this phase, I noticed a shift in expectations.

As someone working in digital marketing, I saw how resumes began changing. Keywords became important. Recruiters started looking for specific tools and skills rather than general descriptions.

When offices closed during the pandemic, companies had to adapt quickly. Hiring processes moved online. Interviews were conducted virtually. Assessments became digital.

Remote hiring became common.

Many organizations realized that employees did not always need to be physically present. Teams could collaborate from different locations using digital tools.

Platforms like video conferencing tools became part of everyday work life.

This period also changed candidate behavior.

People started applying for jobs outside their city or even outside their country. Remote work created global opportunities.

For many professionals, this shift opened doors that were previously unavailable.

One of the biggest changes in recent years has been the rise of artificial intelligence.

AI tools are now widely used in hiring.

Recruiters use software to scan resumes. These systems identify keywords, skills, and experience. Only selected resumes move forward.

Recently, I experienced an AI-powered customer service call regarding a delivery issue. The conversation felt structured and efficient. It responded quickly and solved the problem smoothly.

That moment made me think.

If AI can handle customer conversations, it can certainly support hiring processes.

This realization highlights how deeply AI is becoming part of professional life.

Another major change over the past decade is global competition.

Previously, candidates applied mostly to local companies.

Today, candidates apply worldwide.

Remote work allows companies to hire talent from different regions. This creates more opportunities for skilled professionals.

But it also increases competition.

A single job posting can receive hundreds of applications from different countries. Recruiters must filter applications quickly.

This is why resume quality matters more than ever.

Over the years, I have noticed how resume expectations have changed. Earlier, resumes focused on job responsibilities. Today, they focus on measurable achievements.

This shift requires candidates to present their experience clearly and strategically.

Modern job search feels more competitive for several reasons.

Application volumes are higher. Automated screening systems are widely used. Recruiters expect structured and keyword-optimized resumes.

Candidates must stand out.

Sending the same resume for every job no longer works.

Despite the competition, many aspects of job searching have become easier.

Technology has simplified access to opportunities.

Candidates can now:

Learning opportunities have expanded significantly.

Online courses allow professionals to gain new skills without attending physical classes.

Networking has also become simpler.

Candidates can connect with recruiters directly through professional platforms.

These improvements have made career growth more accessible.

As job searching evolves, certain skills have become essential.

Digital literacy is one of them.

Candidates must understand how to use online platforms, collaboration tools, and digital systems.

Communication skills are equally important.

Clear communication helps during interviews, teamwork, and client interactions.

Adaptability is another valuable skill.

Technology continues to change. Professionals who adapt quickly remain competitive.

Time management and self-discipline have also become important, especially in remote work environments.

These skills define modern employability.

Looking back, the contrast between past and present job search methods is striking.

The future of job searching will likely become even more technology-driven.

Job matching platforms may recommend roles based on skills and interests.

Hiring processes may become faster and more personalized.

Candidates who continue learning will remain competitive.

Over the past decade, job search has changed in ways few people expected.

From newspaper ads to AI-powered tools, the journey has been remarkable.

As someone working in digital marketing, I have seen how resumes evolved, how job portals became essential, and how technology reshaped hiring expectations.

I have also seen how job seekers adapted.

Some learned new skills. Some explored new industries. Others embraced digital tools.

Whether you are a fresher, an experienced professional, or someone planning a career transition, the key remains the same.

Stay curious.

Stay adaptable.

Keep learning.

Because the future of job search belongs to those who are ready to evolve with it. more

Career development

 9h

I did over 10 internships. It led me to Nvidia and a leadership role.


Business Insider tells the global tech, finance, stock market, media, economy, lifestyle, real estate, AI and innovative stories you want to know.

This as-told-to essay is based on a conversation with Fiona Li, a director of marketing at an AI startup. Li graduated from the University of California, Davis, in 2023.

This interview has been edited for length and clarity. My mom... raised me as a single parent, and I didn't want her to pay for school. I did have financial aid, but it only covers so much of the rent. I wanted to save money and also attend school, so I looked to scale my career.

I consistently compared myself to students from other top schools. I knew that if I wanted to stand out as a candidate, I needed internship experience -- especially because I was a communications major, which isn't seen as a very strong credential. In university, I completed eight paid and two unpaid internships. The other two unpaid internships were during the transition to college.

I did so many internships to learn and increase my chances of getting a great job after college. I wanted to get more experience at big companies. A lot of students know Google, Meta, all these big companies, but UC Davis is a non-target school. I didn't have much experience in my freshman year, but I applied to different unpaid internships on Indeed.

I put my high school experience -- boba shop, piano teacher, dance teacher -- and the skills it developed into the application. An internship at an e-commerce store helped me learn Facebook ads and digital marketing. That allowed me to apply to other unpaid roles. Eventually, my résumé was full of unpaid internships, but companies didn't know that because I didn't state whether they were paid or unpaid.

That helped me land my first paid internship at DocuSign in 2021. After that, one led to another -- Intel, Nvidia, and more. As a result, my grades weren't the best. I had a 3.1 GPA.

It was a tough trade-off. I had to decide whether to do worse in internships or get lower grades. I thought about whether I wanted to pursue an MBA or a master's degree. If I did, I would have focused more on grades.

But at that time, building my career felt more important, so I don't regret it. I wanted to pivot from an unpaid internship because there's a point where you stop learning and you're just doing free work. I wanted to keep learning. That's when I'd move to the next internship.

When you do a lot of unpaid work, you don't feel incentivized. At some point, you realize you need to get paid for the knowledge you have. If the internship offers a lot of opportunities -- for example, if I didn't have any experience -- I would still take an unpaid internship over a paid one. It's more of a stepping stone.

When you're very early in your career, the most important thing is learning, not money. I don't think the number of internships matters most. What matters is showing what you did during them. I did feel a bit self-conscious at the beginning.

Some of my peers joked that I was moving internships every three months. But internships are usually short -- around three to six months -- so even if I wanted to stay longer, I couldn't. I also wanted to experience as much as I could. My goal wasn't to get a return offer as I was still early in my college years.

My goal was to learn, make an impact, and build strong relationships with my managers so that I could return if I wanted to. It took a lot of rejection to get an internship at Nvidia. I applied 13 times. The first time I interviewed, I was a freshman with only unpaid internships, so my project wasn't very impactful.

I got rejected for the initial role, but that manager passed my résumé to another team, and that's how I got the internship offer. A lot of students wait until their junior or senior year and then start panicking. Opportunities don't come to you -- you have to hunt them down. Reach out, cold email, network, and do everything you can to stand out.

Try both startups and big companies. During college, aim for four to five meaningful experiences so you have options. Complete at least one internship each summer to produce something impactful for your portfolio. Do you have a story to share about a tech career? Contact this reporter at cmlee@insider.com.

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morris ogwal
Career development 17h
Am supposed to share my monthly reports with two seniors (technical advisor and general manager), basically writing one report and sharing. The two have their ego issues, and each of them wants different reporting formats and all of them wants me to write to them and just copy the other. am now forced to wtrite two reports and sending to each separately which is so tiring and consumes time. kindly... help more

  • Omara Polycarp

    9h

    Hello,
    I understand what you are doing through. Some managers carry their personal interest to the organisation and this affects the organisational... effectiveness.
    As a management specialist, I advise you to follow the organisational repotting format and channel. Ideally, you are supposed to report to the immediate supervisor.     more

Career development

 10h

DevOps Resume Optimization


I'm a seasoned DevOps engineer, yet my current résumé isn't converting views into interview invitations. I need a fresh, ATS-friendly version that sells my story clearly to tech-hiring managers and recruiters. Here's what matters to me: * Presenting my day-to-day achievements in infrastructure automation, CI/CD pipeline builds, and cloud migrations in language that resonates with both technical... leads and HR screens. * Tightening the professional summary so my value proposition -- speed, reliability, cost reduction -- jumps off the page in the first five seconds. * Organising the skills section so the right keywords (Docker, Kubernetes, Terraform, AWS, Azure DevOps, GitLab CI, Python/Bash scripting, monitoring/observability tools) are naturally embedded without looking like a buzzword dump. * Re-structuring experience bullets into concise, metrics-oriented statements that survive automated scans and still read well to humans. * Providing the final file in an editable Word or Google Doc and a clean PDF. If you have a track record of crafting technical résumés that consistently translate into interview calls, let's work together. more

Career development

 12h

Stop Applying to Jobs Wrong -- 5 Fixes That Actually Work


Job hunting in 2026 is a weird experience. You're competing with hundreds of applicants for every listing, most companies ghost you after the first round, and nobody reads cover letters anymore (but they still ask for them).

After spending a month deep in the process -- not for me, but for building tools to help others -- here's what I think most job seekers are getting wrong, and what actually... moves the needle.

Everyone knows about ATS (Applicant Tracking Systems). What they don't know is how simple the fix usually is.

I built a free ATS score checker that runs entirely in the browser. No uploads, no server, no tracking. And the #1 issue I see when people test their resumes?

Keyword mismatch. The job posting says "project management" and the resume says "managed projects." An ATS might catch the overlap, or it might not. The fix takes 5 minutes -- mirror the exact phrasing from the job description.

That alone bumps most people from 40% match to 70%+. No fancy formatting, no "power verbs," no $200 resume service. Just read the job post and use their words.

Recruiters see your headline before anything else. It shows up in search results, in messages, in "People Also Viewed." And most people have something like "Seeking New Opportunities" or their last job title from 2023.

I built a headline generator because I noticed the same pattern. The best headlines combine:

"Senior Frontend Engineer | Rebuilt checkout flow that increased conversions 23% | React + TypeScript" beats "Software Developer at XYZ Corp" every time.

Nobody enjoys writing cover letters. Here's the thing though: for roles that request them, 60% of applicants skip them entirely. So writing one -- even a mediocre one -- already puts you ahead.

I made a cover letter generator with 4 tone options because tone matters more than length. A three-paragraph concise letter beats a full-page generic one. The formula:

After an interview, most candidates either:

Neither works. The follow-up email is your last impression before they make a decision. I just built a follow-up email generator with 5 types (thank-you, follow-up, final round, post-rejection, withdrawal) and 4 tones each.

The trick: reference something specific from the interview. "I've been thinking about the microservices migration you mentioned" is 10x more memorable than "I enjoyed learning about the role."

72% of employers expect you to negotiate. 58% of candidates don't. That gap is free money.

The salary negotiation scripts I built cover 4 scenarios with different tones. But the core principle is simple: anchor high, justify with data, and always negotiate in writing first (email or message) where you can be precise.

If someone offers you $95K and Glassdoor says the range is $90-110K, your counter should be $108K, not $100K. You'll meet in the middle at $101-103K instead of $97K. That's $4-6K per year from one email.

All these tools are free, client-side, and open source. Nobody sees your data.

If you want the full prompt pack (50+ prompts for resumes, interviews, networking, salary negotiation), I sell a Job Search AI Toolkit for $12. But honestly, the free tools cover 80% of what most people need. more

Career development

 18h

Student Interviews For A Job, But Before She Leaves, She Makes Sure The Person Who Interviewed Her Knows How Rude She Thinks He Was


Imagine interviewing for a job you don't necessarily care if you get or not. If the person interviewing you showed up late and seemed pretty rude, would you still be on your best behavior and try to make a good impression, or would you be completely honest about how you feel about their behavior?

In this story, one woman is in this exact situation, and she couldn't seem to stop herself from being... overly dramatic. Now, she's wondering if she really did go too far.

Let's read all about it.

Today, I (F25) assisted to a job interview that I wasn't actually looking for, but I was referred to the position because they needed someone with my abilities.

It's nothing fancy, just imparting classes in an institution that helps students to prepare for the evaluation that will allow them to enter the university.

I am still studying, but of course money and work experience always are welcomed, so I went and I was there at the agreed time.

The man supervising the test really bothered OP.

The man who was supposed to supervise the test for my admission arrived fifteen minutes late and made me wait for him ten minutes more without explanation, just rudely telling me (yelling at me since he was more than six feet apart from me) to wait for him downstairs.

He didn't even say good morning.

I was completely flabbergasted at his lack of manners, because while I understand he doesn't owe me anything, I value kindness and professionalism, and their absence makes me angry, I have to recognize it.

Also it felt like he was purposely humiliating me since he refused to walk up to me, and talked expecting me to come close to him, when he was the one arriving late and not even saying a proper greeting.

The interview actually seemed to go okay.

Well, resuming the story, while waiting for him I tried to calm down. I was literally about to leave the building and just not make the interview, but I didn't want to let my anger get the best of me.

So I patiently waited for him and didn't say anything bad, on the contrary, I tried to be agreeable enough that, despite his distant demeanor, he ended up smiling a couple times during our interactions.

At the end of the interview I had to complete a test about my knowledge so he left me alone in the room, and once I filled the form, I contacted him, but he was busy.

I was told to just leave the form in the room and leave, but I found that frankly awful and dehumanizing, so I decided to wait for him.

OP went a little over the top when it was time to leave.

Once he arrived, he tried to scold me for waiting for him, telling me that he had instructed for me to leave the form and leave.

So I said, slowly and smiling, that I believed that there were correct ways to do things, and one of them was if I was applying for a job, I had to at least give him the filled form in his hands and say goodbye.

He insisted in scolding me, but I said "no, this is totally voluntary, I was the one deciding to wait because I find it the right thing to do, since rituals, such as a goodbye, are the things that give meaning to our existence". And ceremoniously handed him the form.

I thanked him and walked to the door, and then I dramatically turned to him and said, still in a gentle voice, "by the way, greeting someone properly is also a way to give meaning to our existence", and I left...

OP knows that was cringe.

I swear to God sometimes I am just so cringe and extra, but for real, it poured out from my heart.

He said something I couldn't hear well, because I walked "confidently" away, but inside I was feeling mortified for doing something like that.

He could perfectly not submit my application, he could tear it apart if he wanted, but I am just so tired of playing dumb and as if respect didn't matter, basically selling myself and disrespecting what I think to be true just for a job.

OP is pretty sure this was the wrong way of handling the situation.

I am aware I am no one, I have no importance nor power, and yet something inside of me yells every day louder "I won't submit".

Again, I am aware of how dramatic I sound, and honestly I fear a little the pragmatic feedback, but I am totally surrendered to a better judgment than mine.

Sorry if this seems stupid, I am really troubled because of it right now. Should I control myself better? I shouldn't go around trying to teach lessons, right? 🙁

When you're interviewing, you do not correct the person interviewing you or try to put them in their place somehow. OP is definitely not getting that job.

Let's see how Reddit responded to this story.

Interviews work both ways.

Here's a warning for the future.

Here's another warning.

Another person thinks OP really messed up.

Her comments made the whole interview a waste of time.

If you liked that story, check out this post about an oblivious CEO who tells a web developer to "act his wage"... and it results in 30% of the workforce being laid off. more

Career development

 23h

How to stay motivated when job search takes longer than expected


Staying connected with people and protecting your mental health through rest, support, and balance can make the job search easier and more productive.

Looking for a job can take longer than planned. Many people expect quick results. But the process can stretch for months. This can feel stressful and tiring.

It is easy to lose hope when you send many applications and get no reply. But this phase... is common. Staying motivated is possible if you take the right steps and keep a clear mind.

Job hunting is not always fast. Many companies take weeks to respond. Some roles attract hundreds of applicants. This means delays are normal.

When you understand this, you reduce pressure on yourself. You stop blaming yourself for things you cannot control. This helps you stay calm and focused.

For example, a graduate in Kampala may apply to ten companies and hear back from only one after a month. This does not mean they are not qualified. It only shows the process is slow.

Big goals can feel heavy. Break them into smaller tasks. Focus on what you can do each day.

You can decide to apply for three jobs daily. Or spend one hour improving your CV. Small wins build confidence over time.

For instance, if you update your CV today and apply to two jobs tomorrow, you are making progress. This keeps your energy up and avoids burnout.

Use the waiting period to grow. Learn something new. This can make you more attractive to employers.

You can take free online courses. You can also learn practical skills like writing, communication, or basic tech skills. These are useful in many jobs.

For example, someone looking for a marketing role can learn social media management. This adds value and increases their chances of getting hired.

Remember to check out Careerhub.pulse.ug to find job and internship opportunities, and also be able get actionable information on career growth

Remember to check out Careerhub.pulse.ug to find job and internship opportunities, and also be able get actionable information on career growth

Do not isolate yourself. Talk to friends, mentors, and former colleagues. They can support you and share opportunities.

Networking is very powerful. Many jobs are filled through referrals. A simple conversation can lead to a job lead.

For example, attending a small event or joining a professional group in Kampala can help you meet people who know about job openings.

Job searching can affect your mood. It is important to rest and take breaks. Do things that make you happy.

You can exercise, watch a film, or spend time with family. This helps you relax and think clearly.

If you feel overwhelmed, talk to someone you trust. Keeping your mind healthy helps you stay motivated for longer. more

Career development

 1d

I tried every trick to stand out in my job search. A tip I found on Reddit was the only strategy that got me an offer. - NewsBreak


* Courtney Clapper started applying for jobs in 2025 after graduating from Cornell Tech.

* She tried video cover letters, portfolios, and more to stand out, but had no luck.

* A hack on Reddit helped her get in contact with hiring managers and land her strategy lead job.

This as-told-to essay is based on a conversation with Courtney Clapper, a 32-year-old strategy lead for a major retailer in... New York. It's been edited for length and clarity.

I started my job hunt in the fall of 2025, a few months after graduating with my MBA from Cornell Tech. I was applying for a mix of roles, such as product manager or digital strategist, and I knew the competition would be fierce in this tough job market.

From portfolios to video cover letters, I tried all sorts of creative methods to stand out and show off my personality, but they didn't work. A simple, free AI tool that locates hiring managers' emails landed me multiple interviews -- and a job.

Video cover letters were a great start for me

My first thought process when entering the job market was to imagine myself as a recruiter, getting slammed with thousands of résumés filled with data and numbers.

I figured it would be in my best interest to give them a sense of what makes me stand out: my personality. So, I recorded myself reading my AI-written cover letters, throwing in a joke or two, and attached the video via a private YouTube link.

The video tells the recruiters I can speak and present well, and it gives them a sense of who I am. This approach helped me land an interview at Microsoft. They specifically called out the video, saying it made them feel like they already knew me, which I thought was pretty good feedback.

I still wanted to try several different creative ideas.

Next, I decided to make something more visual -- a portfolio

My portfolio was in the form of a timeline. It included pictures of all professional endeavors I thought could help me land a job, from products I've built and my time at Cornell to pictures of me pitching. My goal was to showcase my skill set and personality while also creating something more visually interesting.

I'd also heard of people getting jobs by putting together a slideshow on how they'd improve the company, so I gave it a shot, and it didn't really get me anywhere. Neither of these strategies was worth the time commitment they required.

Referrals also got me nowhere. I have a solid network, and that wasn't making a difference. Interestingly, I applied for a bunch of roles at Microsoft, and the only one I got an interview for was the one I didn't have a referral for.

I came across a job-finding hack on Reddit

I was reading comments on Reddit from people complaining about their job-hunting struggles, and I saw a few people saying they found success by reaching out to hiring managers directly.

Some people said they cold-called, which made me think, "Okay, that's a little bit too far," but the emphasis was just to reach out. The idea of emailing them seemed low-risk, so I decided to give it a shot.

I started by researching on LinkedIn, trying to guess who the hiring manager or recruiter might be. Sometimes it was listed, but it wasn't the best method. Then I came across a Reddit comment about Apollo AI, a free tool that can locate hiring manager emails. I found it to be pretty accurate, so I started reaching out with my résumé and cover letter. It was a game changer.

The CEO of Sweetgreen responded to my email

My messages showed initiative and, honestly, probably just made things easier for the hiring manager. I reached out to three people directly and got interviewed for two jobs.

I even emailed the CEO of Sweetgreen directly, and he responded by putting me in touch with the hiring manager to schedule an interview.

One of my email reachouts turned into my current job, a strategy lead role for a major retailer. This strategy made things more efficient because I already had a direct line of contact, so it was easy to follow up if there was a delay.

I didn't get any negative feedback about it and would do it again

I was wondering if anyone might be weirded out about me finding their emails, but no one said anything. They could find it creepy, but they could also find it resourceful.

If I were back in the job market, I'd start with the email strategy. The exercise of thinking through creative approaches like portfolios and video cover letters was fun and got me thinking about how to present my personality most effectively, but ultimately, getting in direct contact was the best way to be competitive.

Do you have a story to share about a unique job-finding hack? If so, please reach out to the reporter at tmartinelli@businessinsider.com.Read the original article on more

Career development

 1d

How To Get A Job In 10 Ways


This article is written by a student writer from the Her Campus at UCSB chapter and does not reflect the views of Her Campus.

Kate Hudson teaches us as Andie Anderson, that dating is all about playing your cards right. The same might be true for job hunting, except I know more about the interview process than I do about men.

With summer coming up, the daunting task of getting a job might be... fresh on your mind. But, don't stress, we've all been there! In fact, my house of six college girls have been scouring the job market these past few months, and I am happy to announce that we all have found the "one!" So don't play hard to get... Start putting yourself out there! Here's how to get a job in 10 ways:

before the interview...

The cold, hard truth of job hunting is that it's 100% easier to become employed if you know someone who knows someone. Networking is the #1 way to at least guarantee an interview. Don't be shy to inquire with your friends or mutual friends about if their work is hiring. People want to help you more than you think! I landed my dream internship by reaching out to a mom I babysat for!

The age-old method that your parents always tell you about actually does work! Employers are more likely to give an interview to someone who makes the time to show up. It also eliminates the competition between online applicants. Note that if this is not possible, try to find your desired employer's email and express your personalized interest there!

Although it's common to have your heart set on a dream job or company, always keep an open mind. Don't put all your eggs in one basket, and branch out! This will make certain rejections easier (try not to take it personally).

Once you land your interview...

Although it may seem obvious, it's always a good idea to come prepared. Do your research. Make sure you know a little about the company and what your strong suits are. Think ahead about the questions your interviewer might ask.

Common ones include, "Tell me about yourself," "What are you looking for in a workplace?" "What is your biggest weakness?" and "How do you work in a team?" And don't forget that it goes both ways! Always come prepared with a few thoughtful questions to ask them at the end.

I know it may be deemed common knowledge, but make sure you have a go-to professional outfit in your wardrobe. It's better to come overdressed to your interview. It's also helpful to match the vibe or wherever you're applying (i.e., ballet flats for an office, boots for a bar/restaurant). My favorite interview outfit consists of a black work dress and tan Frye boots (works like a charm).

First impressions are important! Employers want someone who shows up to work with a positive attitude. Between you and me, it's okay to fake it until you make it. Think of an interview as a time to talk about your success, an opportunity you don't often have! Always act like the most enthusiastic person in the room in order to ensure that you are a positive, trustworthy employee. Who doesn't want to hire someone who has their best interests?

You can talk about your resume for as long as you would like, but what really differentiates you is your ability to show what you have learned from your past experiences. Although it is obviously important to keep it professional, don't be afraid to be candid with your interviewer.

For example, I often discuss the work environment that I didn't particularly enjoy, comparing it to an environment I did, and add what I have noticed about what leadership or attitude made it run differently. It can also be as simple as saying you have learned the correct language for customer experience.

Whatever pertains to your experience, and how it has made you grow for the better! This will make your interviewer pinpoint you as an insightful problem-solver.

In every single job interview, I have always been asked the same question: How do you work in a team environment? It's very important to emphasize that you want to show up and be a good coworker for others. It's essential to reference certain situations where working in teams guarantees group success. Make sure you have a certain story on hand.

Availability is everything, especially for part-time jobs. Tell your employer you can start as soon as possible, and you want to work as much as possible given your schedule. No boss wants to hire someone who can work one day a week.

Honestly, it's okay to stretch the truth in this situation and say you're a bit more available than you really are, especially during the interview stage. Make sure to block out your class times, but you can always change your availability later!

Last but certainly not least, always follow up after your interview. Don't be afraid to shoot an email expressing your gratitude and enthusiasm. A quick thank-you email keeps you fresh in their mind and shows professionalism.

Now that you've read these tips and tricks, I hope you feel confident in putting yourself on the market! Andie Anderson would certainly approve. Best of luck finding the job of your dreams! more

Career development

 1d

Reddit News Reveals the Job Search Tactic That Turned Rejection Into Interviews


In a market where a résumé alone can disappear into the noise, reddit news is showing a different path: a direct message, a named contact, and a free tool helped one job seeker move from silence to interviews. Courtney Clapper, a 32-year-old strategy lead for a major retailer in New York, said the tactic that ultimately changed her search was not the most polished one she tried, but the most... targeted.

What happened when the usual job-search playbook failed?

Verified fact: Clapper began her job hunt in the fall of 2025, a few months after graduating with her MBA from Cornell Tech. She was applying for product manager and digital strategist roles in a tough job market and tried multiple ways to stand out. Those efforts included portfolios, video cover letters, a timeline-style portfolio, and a slideshow about how she would improve a company.

None of those approaches delivered the result she wanted. She also said referrals did not help, including at Microsoft, where she applied for several roles but got an interview only for the one without a referral attached. One of the few ideas that did produce feedback was a private video link attached to her application, where she recorded herself reading AI-written cover letters and added jokes. Microsoft told her the video made them feel like they already knew her.

Analysis: The pattern is clear: broad efforts to show personality and preparation were not enough on their own. The strategy that changed the search was not broader visibility, but narrower access.

Why did a Reddit tip outperform more elaborate tactics?

Clapper said she had been reading comments on reddit news from people describing their job-hunting frustrations when she noticed repeated advice: reach out to hiring managers directly. She considered cold-calling too aggressive, but emailing felt manageable and low-risk. That led her to research names on LinkedIn and, later, to a Reddit comment about Apollo AI, a free tool that can locate hiring manager emails.

Verified fact: She described the tool as accurate enough that she began sending her résumé and cover letter straight to individuals. In her account, the approach quickly proved effective: she reached out to three people directly and was interviewed for two jobs.

She also said she emailed the CEO of Sweetgreen directly, and he responded by connecting her with the hiring manager to schedule an interview. One of those outreach efforts became her current role as a strategy lead for a major retailer. In her telling, the method worked because it created a direct line of contact and made it easier for the hiring manager to see her initiative.

Who benefited from direct outreach, and what does that suggest?

Verified fact: Clapper framed the tactic as a practical response to a crowded hiring process. She imagined recruiters being overwhelmed with thousands of résumés filled with data and numbers, which shaped her decision to try more personal methods. The video cover letter, the timeline portfolio, and the slideshow were all attempts to compete for attention. The direct-email approach was different: it was efficient, targeted, and less dependent on chance.

Analysis: The story suggests that in a difficult hiring environment, access can matter as much as presentation. A polished application may still fail if it never reaches the right person. By contrast, a carefully aimed message can compress the process and make a candidate visible sooner. That does not guarantee success for everyone, but in this case it produced interviews after other methods stalled.

What is the central lesson from this reddit news job search?

Verified fact: Clapper did not present her search as a universal formula. She said the messages showed initiative and likely made things easier for the hiring manager. She also made clear that some of her other ideas were not worth the time they required, especially when they did not create interviews.

For readers watching the job market closely, the broader point is not that every candidate should copy the same steps. It is that the most effective move in this case came from combining persistence with precision. The search shifted when Clapper stopped relying only on indirect applications and used a direct channel to reach decision-makers. That is the hidden truth inside this reddit news moment: sometimes the shortest path is not the loudest one, but the one that gets to the right inbox.

Accountability conclusion: If employers want a fairer hiring process, they may need to confront how much of it still depends on whether a candidate can find a name, guess a contact, or break through the noise. Until that changes, stories like this will keep showing why reddit news continues to shape how job seekers adapt, improvise, and try to be seen. more

Jennifer Kissi
Career development 2mo
my recent job is offering me a lower salary though i have an experience in the role. calculating my day-today- expenditure means that i can't save. any advise on how to persuade the HR to do something about it?
1   

  • Uma Aggarwal

    68
    1d

    Hope it helps.

  • Kahutia Hernandez

    1mo

    Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

    Marketing
    Psychology
    Econometrics
    Social work
    Nursing/Health Sciences
    Engineering
    Business/Management
    English/Literature/Creative Writing

    You wanna hook me up with them so I can help ‘em soar with my assignment writing skills.

    Regards     more

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Career development

 1d

The Game That Punishes the Good Player


The Game That Punishes the Good Player

Some systems are not broken because bad people abuse them. They are broken because good behavior loses inside them.

What do you call a game where honesty is a handicap, restraint is a weakness, and the people most willing to harm others climb fastest? What do you call a world where the decent person is told to "play fair," while the ruthless person quietly... rewrites the rules?

We usually describe corruption as a moral failure. Someone lies. Someone steals. Someone betrays. Someone chooses greed over conscience.

But that explanation is too small.

The deeper problem is not that immoral people exist. Of course they exist. The deeper problem is that many of our most important systems are designed to reward moral emptiness.

They do not merely allow bad behavior. They select for it.

This is the game that punishes the good player.

A good player tells the truth, even when lying would be useful. A good player refuses exploitation, even when exploitation is profitable. A good player does not manipulate fear, even when fear is the fastest path to influence. A good player accepts limits.

And that is exactly the problem.

Because in a rigged system, limits become liabilities.

The person who says, "I won't cross that line," is competing against people who do not believe the line exists. The person who cares about consequences is competing against people who treat consequences as someone else's problem. The person who still has a conscience is competing against people who experience conscience as a bug in the software.

Then we act surprised when power concentrates in the hands of a minority that seems unusually comfortable with cruelty.

But maybe we should not be surprised.

Maybe power is not randomly distributed. Maybe certain systems function like filters. They do not ask, "Who is wise?" They ask, "Who is willing?" Who is willing to flatter? Who is willing to deceive? Who is willing to sacrifice strangers for leverage? Who is willing to become less human in exchange for more control?

This is the brutal selection mechanism hiding behind respectable language.

We call it "competition."

We call it "pragmatism."

We call it "how the world works."

But often, "how the world works" is just the name we give to a moral crime after it becomes normal.

A market that rewards extraction will produce extractors. A political system that rewards manipulation will produce manipulators. A corporate culture that rewards obedience upward and pressure downward will produce cowards with polished résumés. A media environment that rewards outrage will produce professional arsonists selling fire insurance.

The system does not need every person inside it to be evil. That would be too obvious. It only needs enough people to adapt.

And adaptation is the quiet tragedy.

Most people are not monsters. Most people are adjustable.

They enter the game with some moral instinct still intact. They want to be fair. They want to be decent. They want to believe success and goodness can coexist without too much friction.

Then the game starts educating them.

They learn that telling the truth too early can cost them. They learn that loyalty is often punished unless it points upward. They learn that kindness without power is treated as decoration. They learn that refusing to play dirty does not make the game cleaner; it only makes them easier to beat.

So they make small compromises.

Not because they are evil. Because they are tired. Because rent is due. Because everyone else is doing it. Because their family depends on them. Because being morally pure while being crushed by reality starts to feel less like virtue and more like vanity.

This is how systems win.

They do not usually force you to betray yourself all at once. They tax your conscience in installments.

One silence here. One exaggeration there. One person ignored. One principle postponed. One cruelty renamed as "necessary."

Eventually, the person does not feel corrupt. They feel experienced.

That may be the most dangerous transformation of all.

Because once immorality becomes professionalized, it no longer looks like evil. It looks like competence.

The ruthless CEO is "decisive."

The manipulative politician is "strategic."

The billionaire hoarding influence is "visionary."

The institution protecting itself over victims is "managing risk."

The person who refuses all this is "naive."

Naive is one of the favorite words of the rigged world.

It is used to discipline anyone who still expects morality to matter.

But the accusation hides a confession. When someone says, "That's naive," what they often mean is: "You are describing a world better than the one I have agreed to survive in."

There is a difference.

The naive person misunderstands reality.

The moral person refuses to let reality become an excuse.

And yet refusal alone is not enough. This is the uncomfortable part.

A good person inside a bad system is not automatically noble. Sometimes they are simply outplayed. Sometimes their goodness becomes ornamental, a private identity with no public force. They remain clean by remaining ineffective.

That is another trap.

Because the rigged game offers two humiliations: become corrupted and win, or stay pure and lose.

Neither is acceptable.

The real question is not, "How do I stay good in an evil world?" That question is too passive. Too self-protective. Too obsessed with personal innocence.

The harder question is: How do good people build power without becoming what power currently rewards?

This is where most moral talk collapses.

We love the language of goodness when it costs nothing. We praise empathy, fairness, dignity, compassion. But the moment these values collide with incentives, we retreat into slogans. We tell individuals to be better while leaving the machinery untouched.

That is like asking players to behave ethically in a casino where the house owns the laws of mathematics.

The issue is not merely character. It is architecture.

A society is not defined by what it praises. It is defined by what it rewards.

If we praise honesty but reward deception, we are a dishonest society. If we praise courage but reward obedience, we are a cowardly society. If we praise compassion but reward domination, we are not confused. We are exposed.

The gap between our values and our incentives is where the truth lives.

And the truth is ugly: many of our systems are built in ways that make moral behavior expensive.

The honest worker loses to the political operator. The careful builder loses to the hype merchant. The ethical company loses to the one that cuts corners. The public servant loses to the demagogue. The person who thinks long-term loses to the person who can monetize the next ten minutes.

Then, after the damage is done, society performs its favorite ritual: it blames individuals for responding rationally to irrational incentives.

We ask why people are selfish in systems that punish sacrifice. We ask why leaders are corrupt in systems that reward corruption. We ask why public trust is collapsing while treating trust as a resource to be mined, not a structure to be maintained.

This is not mystery. It is math.

Not mathematical math. Moral math.

When the cost of goodness rises too high, goodness becomes a luxury good.

Only the unusually brave, unusually secure, or unusually stubborn can afford it. Everyone else starts negotiating with themselves.

That is how a civilization rots without announcing itself.

Not because everyone becomes evil overnight. Because the price of staying decent keeps increasing.

So yes, the world is rigged in many ways. Not always by conspiracy. Not always by a hidden room of villains pulling strings. Sometimes the rigging is more ordinary and more terrifying: incentives, institutions, habits, markets, algorithms, hierarchies, reputations, fears.

A thousand small designs that answer one question again and again:

Who benefits when good people are forced to choose between survival and integrity?

That question matters because power is not just held. It is reproduced.

The people who rise inside a system shape the system that selects the next generation. If ruthless people win, they do not merely enjoy victory. They build schools for ruthlessness. They mentor it. Promote it. Normalize it. Call it leadership.

And then we wonder why the world feels governed by people who seem spiritually underdeveloped but strategically excellent.

Maybe they are not anomalies.

Maybe they are the product.

This does not mean every powerful person is evil. That would be too easy, and therefore false. Some people carry power with discipline. Some resist the deformation. Some use influence to protect rather than consume.

But they are fighting gravity.

The system pulls downward.

It rewards those who can sleep after doing what others could not stomach. It rewards those who can speak about "efficiency" while meaning disposability. It rewards those who can stare at suffering and see only a spreadsheet, a polling opportunity, a market gap, a necessary sacrifice.

This is the cold genius of the rigged game: it does not need to defeat morality directly.

It only needs to make morality inefficient.

Once goodness becomes inefficient, the rest follows.

The decent hesitate. The ruthless move. The decent deliberate. The ruthless seize. The decent worry about consequences. The ruthless externalize them. The decent ask, "Is this right?" The ruthless ask, "Can I get away with it?"

And speed matters.

In a world obsessed with speed, the person without moral brakes reaches the destination first.

But perhaps the destination is the problem.

Maybe the good player should not be trying to win the bad game. Maybe the first act of intelligence is recognizing when victory itself has been defined by the enemy.

Because what is the point of winning if the price of entry is becoming smaller inside?

What is the point of influence if it requires killing the part of you that wanted influence for good reasons?

What is the point of surviving a system by becoming one of its instruments?

These are not abstract questions. They show up everywhere. In careers. In politics. In friendships. In ambition. In money. In status. In every moment where the world whispers: "Just this once. Be practical."

Practicality is often morality with its throat cut.

Not always. But often enough.

And this is where the confrontation becomes personal.

The rigged world is not only out there. It is not only billionaires, politicians, executives, institutions, algorithms, and faceless elites.

It is also inside us.

Every time we reward confidence over honesty. Every time we confuse wealth with wisdom. Every time we admire dominance because it looks like strength. Every time we excuse cruelty because it produced results. Every time we tell a good person to "be realistic" when what we mean is "lower your standards."

We become minor officials of the same empire.

That is the part no one wants to admit.

A rigged game survives because enough people who hate it still enforce it.

So the question is not whether the world is rigged. Of course it is, in many places and in many ways.

The question is whether we are willing to stop mistaking adaptation for wisdom.

Because there is a kind of intelligence that is actually surrender wearing glasses. It knows how to navigate the system, but never asks whether the system deserves obedience. It can optimize every move except the one that matters: refusal.

And refusal has a cost.

That is why it is real.

A morality that costs nothing is just aesthetic preference. The test begins when goodness becomes inconvenient, expensive, lonely, strategically stupid.

The good player is punished because the game understands something we avoid saying clearly: morality is dangerous when it refuses to stay private.

Private morality is harmless. Public morality threatens architecture.

It asks why the ladder is built this way. Why the worst people climb so well. Why the best people burn out. Why decency must constantly justify itself while greed gets to call itself natural.

That is the edge.

We can keep teaching good people how to survive bad systems, or we can start asking why survival requires so much self-betrayal.

But there is no clean ending here.

Because the rigged game is still running. The rewards are still real. The punishments are still immediate. The ruthless are still moving faster than the decent.

And the good player still has to decide, every day, whether to lose honestly, win corruptly, or attempt the most dangerous move of all:

change the game before the game changes them. more

Career development

 2d

I Had the Dream Job Everyone Wanted. Then My Peers and I Lost It All.


The golden era of the tech industry is dead -- leaving 1.2 million laid-off workers like me scrambling in a job market that no longer wants us.

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

On Feb. 10, 2025, at 7:32 a.m., the dreaded email hit my inbox. After nearly six years at Meta as a content strategist, one total... company rebrand, and three previous mass layoffs, I got the axe. My time was bound to come. I often joked darkly that I was a cat with only so many lives left.

In six weeks, I was scheduled for a 30-day sabbatical. To add insult to injury: The company announced the layoffs were due to "low performance." Despite years of glowing performance reviews in which I received high praise from my peers and managers and the numerous messages of support from colleagues, it still felt like being kicked to the curb and being called a loser.

I went on the offensive and drafted the obligatory LinkedIn post announcing my layoff and saying how very disappointed I was, how I planned to recharge, and yes, I was looking for work, so wouldn't everyone pretty please keep me in mind for open roles?

Outwardly, I kept it rosy. Inwardly, I was fuming.

It was humiliating. This was a first for me, and I thought I'd seen it all (harassing a former boss to pay months of back wages while recovering from brain surgery only to be laid off anyway is a formative experience). I had more than a decade of experience in my field and a Big Tech pedigree that had reliably opened doors for me. I was confident I'd find work again -- I always had.

The 2010s and early 2020s were the golden era of tech -- aggressive hiring, generous salaries, and flowing perks defined the industry: gourmet meals, LASIK stipend, free therapy. The years since have been a never-ending bloodbath. More than 1.2 million people have been laid off in tech since 2022, according to TrueUp.Io. Because these are only the publicly reported layoffs, the number could be higher.

Recruiters used to message me weekly, sometimes daily, a few years ago. The options were copious, the outlook optimistic. After enduring so much job insecurity early on in my career, I thought I had made it. In the past year, though, I've applied to at least 100 roles for which I was an excellent fit. I've secured referrals, used A.I. to customize my résumé and cover letter (which one survey shows is only overwhelming and slowing down hiring, so thanks for nothing, Gemini), openly shared on social media, and simply persisted.

I'm a journalist and writer by trade, so I've refocused on nurturing my craft. Last year, I wrote and published a children's book. I started pitching to publications again and picked up activities that proverbially filled my cup: I learned pottery, organized community events, fundraised for mutual aid, and started on neglected home projects -- I even finished some of them. Some days, I've entertained the idea of opening a business (laundromats are apparently low-risk, high-success ventures). But that requires more time and energy than I'm willing to sacrifice while raising a young child and entertaining my dreams of becoming a star potter.

But my job prospects have been bleak. I've interviewed for three full-time roles and one fixed-term contract role in more than a year. I've never felt so unemployable.

My story isn't unique. Tech workers across the industry are struggling to regain employment in their fields despite relentless searching, experiencing burnout on top of unemployment. People like me, once heavily recruited and flush with career choices, now can't catch a break. The applications go unanswered, the layoffs keep mounting, and we clamor over the few jobs left, wondering whether we've overstayed the party in Silicon Valley.

"I applied to hundreds of roles over several months. But the process was extremely slow and led nowhere," technical recruiter A. Kapadia, who asked that her full name not be disclosed, told me. Kapadia was laid off in March 2024 and has held two short-lived roles since, supporting herself through paid content creation and side jobs like dog-sitting. "As a recruiter, I know how competitive things are in this job market. Hundreds, if not thousands, of applicants for one job, and hiring has become slow. Knowing this made it so hard for me to stay optimistic."

Losing my cushy tech compensation package was obviously a huge hit. Gratefully, I live in a dual-income household where my spouse is gainfully employed and compensated well. But that's not the case for everyone, and some aren't yet ready to give up on the tech dream.

"I'm still applying mostly in tech," Liz Daley Khan told me. Daley Khan is a knowledge management professional and people manager who was laid off from Uber in March after nearly nine years. Daley Khan's wife was laid off from her own tech job in November 2025, and the two were dependent on Daley Khan's income and health insurance to pay for their home's mortgage, treat chronic health conditions, and care for a recently adopted cat.

"Totally shamelessly, it's where the money is," she said. "In order to not take a massive pay cut, I'm going to have to try to stay within tech. I don't have time to wallow any longer. With my wife and I both looking for jobs, every plan is Plan A. I'm applying to everything. Staying busy has helped keep the anxiety at bay, but the fear that our savings will run out is real."

Others, exhausted by the dead ends, have been forced to leave the industry altogether. Alyssa Galvan, a content strategist and editor who worked at Meta for more than seven years before being laid off, told me that between May 2023 and August 2024, she had just two job interviews.

"One was a phone interview with an agency contracted with Meta that offered me my previous job -- as a contractor for half the pay and no benefits. I declined it," she said. "The other was for a retail position at a local Kohl's, which ghosted me."

I, too, was recruited for my exact role at Meta by numerous staffing agencies for months. Like Galvan, it was for a fraction of the pay and without benefits. Galvan, whose husband was also unemployed after a tech layoff, eventually enrolled in graduate school and currently works part-time as a writing tutor and editor of various blogs and journals at San Jose State University.

"I wasn't having any success finding a job in the field I had spent 10 years in, and it was extremely demoralizing," she said. Pivoting was her "best chance at obtaining gainful employment," she added.

Historically, economic downturns are normal and are followed by periods of growth. And the U.S. job market overall is experiencing a slowdown, with hiring rates dropping to 3.1 percent, the lowest since April 2020, according to the February Job Openings and Labor Turnover report published by the U.S. Bureau of Labor Statistics.

But the tech industry's stability has been waning for the last four years, and significantly trailed the rest of the U.S. labor market.

"Tech in particular has gone from adding 200,000 to 300,000 jobs per year to losing 10,000 to 50,000 jobs per year in one of the worst swings of any sector," Joseph Politano, founder of the Apricitas Economics newsletter, told me. "Some of the headlines can be overexaggerated, but this is genuinely the worst tech job market in decades, and if the hiring slump persists for another year, this downturn will be the longest on record."

What's particularly frustrating is that many CEOs admit they over-hired during COVID and are now cutting costs to improve "efficiency" and to ramp up A.I. infrastructure. Not only is A.I. a costly investment that companies hope will pay off by automating more jobs, but the layoffs are also occurring at a breathless rate. While I was writing this piece, Oracle slashed another 30,000 jobs on March 31.

Politano explained that the hiring rate isn't even close to offsetting A.I.-related job losses across the whole industry -- with many of the losses concentrated in companies that specialize in software that's "easily replicable" by large language models. "I don't think it's a coincidence that despite many macro factors working in tech's favor this year, hiring has only gotten worse," he said.

Coupled with sweeping return-to-office policies, people who were hired remotely or moved out of tech city centers like New York, Seattle, and San Francisco (hi, it's me, your average SF COVID-era expat) are in heated competition with one another. Nearly half of Americans who're actively looking for work report it's been a negative experience, with many saying they can't get an interview, according to recent Gallup polls.

It's obvious to job seekers and recruiters alike that there are far more applications per job opening, and still hiring managers feign shock when they turn me down for a job due to the overwhelming response.

A.I. is largely to blame, yet again, for this, according to Tiberiu Trandaburu, CEO and founder of tech staffing agency Uptalen. "By adding the use of it, recruiting teams are increasing their productivity, but it's leading to more noise due to the greater number of people in the process and causing over-filtering and missing out on good candidates who don't meet rigid criteria," Trandaburu told me.

I eventually landed a fixed-term contract role at another big tech company. I'm paid 25 percent less than I was for my job at Meta, with five annual PTO days and zero paid holidays, and I'm overqualified for the work I do. Nonetheless, I'm grateful to be employed -- and in the field I've invested so much of my career in. But I'm also exhausted. I feel like I'm trapped in a maze that keeps changing its configuration, and I dread the state of the job market when my contract ends in a few months.

Best-case scenario: It'll be a jobseeker's market again (soon), A.I. will really pan out to be a tech revolution, and we'll all live happily ever after ... but at what cost? Historic unemployment, lower quality of life and sunken morale among workers -- and it won't be without consequence.

What tech leaders fail to grasp is that as they reprioritize toward a technology that's positioned to displace more workers, they're sending a message: Profits trump all and workers are fat to trim, so, fall in line -- the golden era of tech is dead.

Forty-nine percent of the American workforce says they're struggling, according to Gallup, the first time it's outnumbered the percentage of folks who say they're thriving. And discontent can be contagious, ultimately having a ripple effect on worsening morale and productivity.

The U.S. job market is projected to add 5.2 million jobs through 2034. The health care and social assistance industries are expected to experience the largest job growth and be the fastest-growing industries, according to the U.S. Bureau of Labor Statistics. Tech is playing a risky game of chicken with talent -- because they will find greener grass elsewhere. Workers may get the last word yet.

As for me, I'm not sure if I can wait around for tech to get its act together or the A.I. revolution that may or may not be. My pottery studio fee isn't going to pay for itself -- but maybe that laundromat will. more

  • prasad r

    8
    1d

    You are fortunate to work in big tech companies and earned money. There are many who did not get a single job for years, some not able to complete... even their degree. There are many who don't have access to drinking water , food and shelter. So you are very much blessed. You will have every options open to go for a better job than you had. This is life.  more

Anonymous member


Career development 3d
My CEO complains about upward delegation, yet she wants to be consulted on any matter, including being copied on any email I write. If you dont consult her and act within your profession, she feels that you have bypassed. If you escalate the matter to her, she feels upward delegation. This is draining me...how do i handle such,i have sat with her before and explained that close supervision... affects my work yet it hasnt stopped. Help please. more
3   

  • Brenda Nampijja

    1d

    The CEO is entitled to receiving all correspondences. His/her role doesnt involve mistakes hence their request to have them into all your... communication. If you enjoy your job, be open minded and forego minor requests that drain you. Learn their way of working to simplify the way you operate.  more

    2

  • Lucas Mwago

    2d

    There is a difference between upward delegating, seeking guidance and informing. Informing is critical in creation of a positive and health work... environment. A CEO must be informed of all communication emanating from the organization. All communication with policy or operational effect must be brought to the attention of the leadership prior to dispatch. This way, the leadership is kept informed and creates room for seiving the message to confirm to company policy and operational philosophy or culture. Delighting upward on the other hand, borders insurbordination. You are literary passing your work to be done by your seniors. This is a direct breach of protocol. It should not be confused with communication and the verification requirement, which is a standard screening procedure. more

    4
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Helen Konrad


Career development 2d
What would you choose - a more stable salaried job with lower pay or an hourly job with a higher rate? I’m really worried and can’t decide to switch to hourly, even though I really need the money. What if my hours get cut or they stop needing my services?
Please give me some advice. Thank you

2   

  • prasad r

    1d

    Which job is more satisfying for you ? follow that job. money can be made through various other ways also. A stable job is needed at first and think... about some online business which can be done at any time online.. more

  • J M

    2d

    If employer doesn't need your services your departure is written on the wall. No matter if your salary or hourly. If your hourly in a union... environment termination has a process that is under the guidance of a contract. Ask yourself, do I like working here and why if you do and why not if you don't. This question will answer the how I get paid and how important it is. Best of luck to you. more

Career development

 2d

Meta employees face a tough choice: hustle or hunt


Business Insider tells the global tech, finance, stock market, media, economy, lifestyle, real estate, AI and innovative stories you want to know.

When layoffs are looming, do you grind harder or dust off your résumé? Meta employees are now facing that thorny question after the tech giant said on Thursday it plans to eliminate about 10% of its workforce on May 20, acknowledging that... the announcement "puts everyone in an uneasy state" and leaves them "with nearly a month of ambiguity.

"The long notice period has created a peculiar kind of workplace limbo: Unlike the abrupt cuts that have become common in tech, Meta's warning gives employees time, but not clarity. "It freaks everybody out," former Netflix chief talent officer Patty McCord told Business Insider. Meta employees, including its top performers, likely feel unsettled because layoffs aren't necessarily about individuals' performance. Many are probably thinking to themselves, "this could be me," she said.

Meta said it outlined its layoff plans in an internal memo because the news had leaked. At that point, the company had little choice but to confirm it, said Libby Sartain, a former head of HR at Yahoo and Southwest Airlines.

"As we say here in Texas, the barn door is already open, and the horses are running," she said. When workers fear or anticipate layoffs, they often try to prove their value, yet doing so often doesn't make a difference, said Chikara Kennedy, a former senior HR manager at Meta and the CEO of a coaching and consulting firm.

"People come up with the most arbitrary projects and ideas," said Kennedy, who was impacted by Meta's 2023 layoffs round. Their goal is to "prove their worth because they're really trying to control the uncontrollable.

"That impulse is largely driven by fear, Kennedy said, as workers look for "some level of relief for the anxiety" and end up overextending in an effort to stand out. Yet in Meta's case, the individuals being let go have likely been identified due to the sweeping nature of the cuts, said Laszlo Bock, a former Google head of human resources who now advises startups.

"Working harder in the final weeks won't move the needle," he said. Instead, Bock said employees are often better off using the time to network and line up their next move.

"If you survive the cut, then you lose a few hours," he said. "If you don't, starting outreach before you're impacted gives you a leg up. "Workers shouldn't expect their boss to be much help, Bock said, as managers may also be at risk of getting a pink slip. "Most will be putting on their own oxygen masks before assisting others," he said.

While Meta is likely to be focused on preventing sabotage and retaining top performers during the limbo period, continuing to show up and do the job can still matter, said Ashley Herd, a cohost of the "HR Besties" podcast and a former head of human resources in North America at consulting firm McKinsey. It could help you get recommendations from higher-ups for your next stint.

"Others may notice your effort and advocate for you," said Herd. Disengaging is also a bad idea as it might give the company a reason to add to its layoff roster, said Sartain, the former Yahoo and Southwest Airlines HR exec.

"You for sure will be on the list if that occurs," she said.

Layoffs Tech

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