Anonymous member


Career development 22h

My boss told me I should be "grateful to have a stable job" when I asked about a raise. Is that a sign it's time to leave?

  • collins khainga

    33m

    Performance!

  • Jim Nicholson

    1h

    Asking for a raise is not uncommon, but you will help yourself immensely if you offer reasons that you deserve one. As a boss, we all know about... rising prices and cost of living increases. However, employees that come in with solid justifications for asking for that raise are helpful. For example, have you increased productivity, taken on additional responsibilities, added value in any other ways? Lay out your value and a raise should follow. more

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Career development

 1h

Ramp's billionaire CEO ignores résumés and Ivy League degrees -- he's more interested in engineers who built Minecraft servers as teens


The most valuable hires, according to Ramp cofounder and CEO Eric Glyman, aren't the ones with the lengthiest or most impressive résumés. They're the ones not even in the job market yet.

Glyman's hiring philosophy runs against the standard corporate playbook of a litany of credentials, crazy connections, and elite college degrees. He's after what he calls a "spike," or exceptional drive.

"I'm... less interested in what is the résumé," he said on David Senra's podcast in an episode published Sunday. "I'm far more interested in proof of work."

Senra's podcast counts Jeff Bezos, Shopify CEO Tobi Lütke, and Coinbase CEO Brian Armstrong among its listeners, according to reporting from Fortune's Lily Mae Lazarus, and has become something of an obsession among the world's most powerful CEOs. Ramp is now Senra's largest advertiser and is a corporate card and expense-management startup that automates business spending. Ramp serves 70,000 customers, crossed $1 billion in annualized revenue, and is currently valued at $44 billion.

Why Ramp's Eric Glyman hires for 'proof of work' over résumés

Glyman said "proof of work" tends to show up early and in unexpected places.

On the podcast, he described an entire community of Ramp engineers whom the company found because, as teenagers, they had poured 80 or 100 hours a week into Minecraft. Some of them built private servers so entertaining that other kids flocked to play. One even paid his way through college -- which cost hundreds of thousands of dollars -- by turning that obsession into a small business before he was old enough to drive, said Glyman, who's worth nearly $2 billion, according to Forbes.

Traditional hiring filters, Glyman said, would have screened those candidates out for not having a college degree or a well-rounded profile. Instead, they had an obsessive focus and the technical chops to push the software well past what it was built to do.

That drive has become so important, in fact, Ramp's hiring process now consciously hunts for that signal. They scan places like GitHub or "bizarre fringe communities," Glyman said, looking for people. The company also leans heavily on referrals from people with what he called "asymmetric information" about who a candidate really is. Even a grueling 15-hour interview loop, he argued, tells you less than two business days of actually working alongside someone.

Ramp's decision to focus on younger talent is also economical. Glyman likened top early-career candidates to a mispricing in the market. By a student's junior-year summer, or after five years on the job, that talent is "priced in," and Ramp finds itself bidding against quant firms and AI labs paying top dollar. more

Anonymous member


Career development 3d

I'm interviewing for a new job, but I don't have a good reason for leaving other than wanting more money. Is that enough, or should I avoid saying it?

  • Jim Nicholson

    1h

    I would never say that. Say something like "I want more/faster career advancement and responsibilities." What would your reaction be if your boss... came in and said, "I'm replacing you with someone I can pay a lot less to"? My reaction would be similar if you came in saying you are interested in the open position I had because you wanted more pay. more

  • CASH ONTHEBEAT

    2d

    Don’t say that just say “I’m looking to expand my skills/talents w. A company I can be an asset to.”

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Anonymous member


Career development 1w
I'm worried that staying with the same employer for 8+ years is hurting my earning potential. Has anyone regretted staying loyal for too long?

  • Jim Nicholson

    1h

    It depends on many factors; Do you really like the jobs you have had there? Are you fairly compensated for the work you do? Do you enjoy the people... you work with? Many companies have employee benefits tied to longevity (vacation, bonus, potential severance). Would you be losing anything if you had to "start over again"? more

  • Jada

    2d

    There are time when I feel that my loyalty to and care for the brand goes unnoticed. And in those moments it sometimes feels as though it wasn’t worth... it, especially when what I’m asking for is bare minimum. However, I truly love what I do and I’m not sure if any other company would have allowed me to grow in the way that I did had I left that brand and took my talents elsewhere.

    I work in the hospitality industry and have been with my job 13 years.     more

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Nick Rogers


Career development 5d
I've been interviewing for months and keep hearing, "We loved you, but chose someone with slightly more experience." How do you break out of this cycle?
2   

  • Jim Nicholson

    1h

    You need to continue to focus on accomplishments, net savings, increases in revenue, etc. that you were responsible for. Those things are music to... hiring manager's ears and get stacked above "experience". I would hire someone with far more output metrics over someone with more years of "experience". more

  • Eric Miles

    2d

    You should pursue the discussions further. The feedback youare looking for is "what in my background or experience would have made me the selected... candidate.?" If they are telling the honest truth, they may be willing to share. more

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Anonymous member


Career development 22h
I have 25 years of wireless experience with Verizon. I have an MBA (Management) and an MBA (Project Management) and I can't get an interview. What am I doing wrong?

  • Jim Nicholson

    1h

    How strong is your resume and cover letter(s)?
    25 years of service at one company is impressive, however employers are looking for problem solvers and... contributors that match or exceed their experience. List not just duties and responsibilities, but accomplishments. What problems did you solve? What significant accomplishments did you achieve? (for example, " I developed, proposed and implemented a system that led to X increased revenue, or X reduction in response time to...." Statements that make a prospective employer say to themselves " I really need this person here".  more

Anonymous member


Career development 1d

A recruiter asked me for my current salary before discussing the role. Is there any benefit to answering honestly?

  • Jim Nicholson

    1h

    I too would ask for the salary range for the position. If your current compensation is within that range, you could answer "my current salary is... within that range", or, "my current pay is higher/lower that that range". more

  • gekone justus

    11h

    I personally attended an interview, and i was the one who asked the recruiter their budget for the position. I did not want to waste my time in a... business that i could not engage in. They looked nervous and did not want to tell me, But i pushed them hard until they gave me a range. Then i was earning 3times what they described as their range. I thanked them and asked them to offer the next candidate the opportunity. more

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Anonymous member


Career development 2d

I accidentally saw a spreadsheet showing salaries, and I'm earning much less than coworkers with similar responsibilities. Do I admit how I found out, or focus only on market rates?
5   

  • Jim Nicholson

    1h

    In your comment you do not disclose if your efficiency, contributions, experience, tenure etc. are equivalent to your peers making a higher salary. ... Having similar responsibilities is not always the same as having similar or equivalent outputs. more

  • Jim Nicholson

    1h

    Another strategy might be this: (I have used this my entire career without fail)
    Tell your boss: "I just want you to know that I will never come to... you asking for a raise. I believe it is your responsibility to make sure I am fairly and competitively compensated for my work. This way I do not need to answer those headhunting calls and if I ever feel I am underpaid for the contributions I make to this firm, my letter of resignation will be on your desk." more

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Anonymous member


Career development 3d

My boss asked me to take on a second role "temporarily." It's been 10 months. How long would you wait before pushing back?

  • john ladislaus mwumvaneza

    11h

    If you think it is enough then push back.

  • Arthur Neal

    2d

    My email only showed up til "temporary" I wish I saw the rest before. Did you negotiate time and pay? 10 months is not temporary, temp is like 2... months max. They are taking advantage of you. I say do this in writing because I feel they will retaliate once you set your new terms. Make up something, they lied to you, lie to them and don't feel bad about it. Companies, and people, will take advantage of you if you let them. They actually delight in it. you've got classes you want to take that overlap this temporary role, or the responsibility is costing you more money and you need to make more, or ask how you add this to your resume. If they never set the time frame, you can end your involvement. "I am willing to do this until x date to help with finding a replacement or give you time to think" definitely think on this maybe ask around a bit more, search linkedin and here, maybe glassdoor. Do you have relatives with more work experience to ask? Shit, ask a rando. Then proceed. more

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Career development

 3h

Ramp's billionaire CEO ignores résumés and Ivy League degrees -- he's more interested in engineers who built Minecraft servers as teens | Fortune


The most valuable hires, according to Ramp cofounder and CEO Eric Glyman, aren't the ones with the lengthiest or most impressive résumés. They're the ones not even in the job market yet.

Glyman's hiring philosophy runs against the standard corporate playbook of a litany of credentials, crazy connections, and elite college degrees. He's after what he calls a "spike," or exceptional drive.

"I'm... less interested in what is the résumé," he said on David Senra's podcast in an episode published Sunday. "I'm far more interested in proof of work."

Senra's podcast counts Jeff Bezos, Shopify CEO Tobi Lütke, and Coinbase CEO Brian Armstrong among its listeners, according to reporting from Fortune's Lily Mae Lazarus, and has become something of an obsession among the world's most powerful CEOs. Ramp is now Senra's largest advertiser and is a corporate card and expense-management startup that automates business spending. Ramp serves 70,000 customers, crossed $1 billion in annualized revenue, and is currently valued at $44 billion.

Why Ramp's Eric Glyman hires for 'proof of work' over résumés

Glyman said "proof of work" tends to show up early and in unexpected places.

On the podcast, he described an entire community of Ramp engineers whom the company found because, as teenagers, they had poured 80 or 100 hours a week into Minecraft. Some of them built private servers so entertaining that other kids flocked to play. One even paid his way through college -- which cost hundreds of thousands of dollars -- by turning that obsession into a small business before he was old enough to drive, said Glyman, who's worth nearly $2 billion, according to Forbes.

Traditional hiring filters, Glyman said, would have screened those candidates out for not having a college degree or a well-rounded profile. Instead, they had an obsessive focus and the technical chops to push the software well past what it was built to do.

That drive has become so important, in fact, Ramp's hiring process now consciously hunts for that signal. They scan places like GitHub or "bizarre fringe communities," Glyman said, looking for people. The company also leans heavily on referrals from people with what he called "asymmetric information" about who a candidate really is. Even a grueling 15-hour interview loop, he argued, tells you less than two business days of actually working alongside someone.

Ramp's decision to focus on younger talent is also economical. Glyman likened top early-career candidates to a mispricing in the market. By a student's junior-year summer, or after five years on the job, that talent is "priced in," and Ramp finds itself bidding against quant firms and AI labs paying top dollar.

But if they were to catch that same candidate as a freshman -- before there's a résumé to bid on -- then the math changes. He also argued it builds loyalty.

"You can find signs of incredible aptitude, drive, and potential for performance early on, and start to build an affinity," he said. "So we try to find those folks and give them a lot more responsibility."

Glyman also looks for motivation when hiring

The billionaire Ramp CEO said there's another important characteristic that matters when hiring: motivation. He said he spends a considerable amount of time trying to understand what a candidate actually wants over the next five, 10, 15 years independent of working at his company specifically. He also evaluates whether that ambition genuinely overlaps with what Ramp is trying to do.

"If there isn't a clear sign of evidence of why they might want the same thing and how it can connect, don't worry about it," he said. "Don't waste your time."

Glyman's hiring strategy echoes Elon Musk and other execs

Glyman's philosophy about hiring matches other top CEOs. Elon Musk, for example, has said much the same thing repeatedly.

"I agree with Elon's philosophy of trying to find really smart people, in part because it allows you to find maybe something like a mispricing in the market," Glyman said.

In a joint podcast episode with Stripe cofounder John Collison and podcaster Dwarkesh Patel, Musk said his aspirational advice on hiring is: "Don't look at the résumé," and that he asks his staff for bullet points on "evidence of exceptional ability." Musk also weighs a candidate's talent, drive, and trustworthiness, adding that "goodness of heart is important."

"I underweighted that at one point," Musk continued. "So, are they a good person? Trustworthy? Smart and talented and hardworking?"

Kurt Alexander, president of Omni Hotels & Resorts, also told Fortune's Preston Fore he screens candidates with a deliberately disarming question: "What are some of the rough edges in your personality?" He argued this can reveal more than a polished résumé ever could.

"Hard work beats talent when talent doesn't work hard," he continued. "But if talent works hard, talent wins." more

Career development

 5h

The future of workplace upskilling


Steven Hurst explores how organisations are using micro-courses, digital learning modules and targeted skills interventions to respond quickly to changing business demands, particularly in areas shaped by AI, digital transformation and shifting workforce expectations.

The required skillsets in the workplace are swiftly evolving, and the upskilling necessary to keep up needs more flexible, blended... learning pathways.

Traditional one-off training programmes are increasingly being replaced by more flexible, blended learning models that combine short-form learning with pathways to recognised qualifications.

The demand for micro-credentials

UK figures from Coursera's 2026 Micro-Credentials Impact Report revealed that 97 per cent of UK employers say micro-credentials were a key differentiating factor between candidates when making hiring decisions. And 89 per cent are willing to offer higher starting salaries to graduates with micro-credentials.

That said, 58 per cent of UK employers expect more than one-third of core job skills to change by 2030. This suggests the credentialing question isn't just about what's valued now. It's about building infrastructure for continuous re-credentialing as role requirements shift.

The growing prominence of micro-credentials is not a signal that traditional qualifications are becoming obsolete. Instead, it highlights a shift in how learning is packaged, delivered and recognised.

Organisations are increasingly realising that short-form learning delivers its greatest value when it connects to something bigger and a structured pathway that supports both immediate performance and longer-term career development.

58 per cent of UK employers expect more than one-third of core job skills to change by 2030

From short bursts to strategic pathways

For HR and L&D leaders, this means moving beyond fragmented training libraries and towards intentional learning architectures.

Micro-courses, digital modules and just-in-time interventions can address urgent capability gaps. For example, equipping teams with prompt engineering skills or data literacy fundamentals. However, without a clear progression route, these interventions risk becoming isolated experiences rather than cumulative development.

The most effective strategies, therefore, treat micro-learning as a building block. Stackable credentials, where smaller units of learning contribute towards larger, recognised qualifications, allow employees to see how short-term effort can translate into meaningful career advancement.

This is critical not only for engagement, but for retention, as individuals increasingly expect employers to invest in their long-term employability rather than just their immediate output.

Designing for dual impact: speed and sustainability

Balancing short-form learning with accredited pathways requires a deliberate design approach. Organisations must address two distinct but interconnected objectives: rapid capability uplift and sustainable talent development.

In practice, this means:

Aligning learning with business priorities

Short-form interventions should be tightly mapped to current organisational needs, whether that's AI adoption, digital transformation or regulatory change.

Embedding progression routes

Every learning experience should sit within a broader framework, allowing employees to build towards certifications, diplomas or degrees over time.

Creating visibility for learners

Employees need to understand how each module contributes to their wider goals. Clear pathways and transparent outcomes are essential.

This dual approach ensures learning is not perceived as either transactional or overly academic. Instead, it becomes a continuous journey that delivers both immediate relevance and long-term value.

Balancing short-form learning with accredited pathways requires a deliberate design approach

The role of recognition and mobility

One of the key advantages of integrating formal credentials into workplace learning is the role they play in internal mobility.

While micro-skills may help employees perform better in their current role, recognised qualifications provide a currency that supports progression across the organisation.

For employers facing skills shortages, this represents a significant opportunity. Rather than relying solely on external hiring, organisations can create internal talent pipelines by enabling employees to upskill and reskill in structured ways.

For example, a series of short digital modules in data analysis could ultimately contribute towards a formal qualification in business analytics, opening pathways into new roles.

This approach also strengthens employee engagement. When individuals can see a tangible link between learning and career progression, they are more likely to invest time and effort in development activities.

In contrast, disconnected training often struggles to achieve sustained participation.

Building a culture that supports continuous learning

Technology and content alone are not enough to deliver effective upskilling. The most successful organisations cultivate learning cultures that normalise and incentivise continuous development.

This involves:

* Leadership endorsement: Senior leaders play a crucial role in signalling that learning is a strategic priority, not a peripheral activity.

* Protected time for learning: Employees need space to engage with both short-form and longer-term learning without feeling it competes with their core responsibilities.

* Manager enablement: Line managers must be equipped to guide learning journeys, helping employees select relevant modules and connect them to career goals.

* Recognition mechanisms: Celebrating both micro-achievements (such as completing a course) and larger milestones (such as earning a qualification) reinforces the value of learning.

Importantly, culture helps bridge the tension between short-term operational pressures and long-term development.

When learning is embedded into the rhythm of work, it becomes part of how organisations adapt and grow, rather than an additional burden.

Making investment count

With budgets under scrutiny, organisations are increasingly focused on demonstrating the return on learning investment.

Blended learning strategies - combining short-form interventions with credentialled pathways - offer a way to maximise impact.

Short courses can deliver quick wins; improving productivity or enabling new capabilities within weeks. Meanwhile, accredited programmes build deeper expertise and support succession planning over the longer term.

Together, they create a virtuous cycle: immediate gains justify ongoing investment, while long-term development ensures sustained organisational capability.

However, measurement approaches need to evolve accordingly. Traditional metrics such as course completion rates are insufficient on their own and organisations should also track progression along learning pathways, internal mobility outcomes and the application of skills in the workplace.

Traditional metrics such as course completion rates are insufficient on their own

Re-credentialing as the norm

As skill requirements continue to shift, the concept of a 'finished' qualification is becoming less relevant. Instead, re-credentialing, the ongoing accumulation and updating of skills and qualifications, is likely to define the future of workplace learning.

In this context, the balance between short-form learning and long-term credentials becomes even more critical. Micro-learning enables agility, allowing organisations to respond quickly to emerging needs. Formal qualifications provide stability and recognition, anchoring development in widely understood standards.

The organisations that succeed will be those that integrate both seamlessly, creating ecosystems where employees can move fluidly between short, targeted learning and more substantial programmes, building skills that are both immediately useful and enduringly valuable.

Ultimately, effective upskilling is no longer about choosing one approach over the other. It is about designing learning experiences that connect the present with the future, delivering capability today while building the foundations for tomorrow's workforce. more

Career development

 8h

Enhancing interview performance with AI


Enhancing interview performance with AI

In the dynamic landscape of modern recruitment, the emergence of AI Interview Copilot has revolutionized the way candidates prepare for and engage in job interviews. This innovative technology serves as a virtual assistant, providing invaluable support and guidance throughout the interview process. In this article, we will explore the various aspects of AI... Interview Copilot, including its features, benefits, applications, and future prospects.

Features of AI Interview Copilot

The AI Interview Copilot comes equipped with a wide range of features designed to enhance the interview experience for candidates. One of the key features is real - time feedback. As candidates practice their interview responses, the copilot analyzes their answers, tone of voice, body language (if using video), and provides immediate feedback. Great Offer AI Interview Assistant For example, it can point out if a response is too long - winded, lacks clarity, or if the tone is inappropriate. This real - time feedback allows candidates to make adjustments on the fly and improve their performance.

Another important feature is question prediction. Based on the job description, industry trends, and common interview questions, the AI Interview Copilot can generate a list of potential questions that candidates are likely to face. This helps candidates to be better prepared by having well - thought - out answers in advance. It can also categorize questions into different types such as behavioral questions, technical questions, and situational questions, enabling candidates to focus their preparation more effectively.

Mock interviews are also a significant feature. The copilot can simulate a real - life interview environment, complete with a virtual interviewer who asks questions in a natural and engaging manner. This gives candidates the opportunity to practice under realistic conditions, reducing anxiety and building confidence. The mock interviews can be recorded, allowing candidates to review their performance later and identify areas for improvement.

Language analysis is another aspect. It checks for grammar, vocabulary usage, and overall language proficiency in responses. If a candidate uses incorrect grammar or jargon inappropriately, the copilot will highlight it and suggest corrections. This is especially useful for non - native speakers or those who want to ensure their language skills are up to par during the interview.

Benefits of using AI Interview Copilot

For candidates, the most obvious benefit is improved interview performance. By receiving real - time feedback and practicing with the copilot, candidates can refine their answers, improve their delivery style, and boost their confidence. This increased confidence often translates into better performance during the actual interview, increasing the chances of getting the job. For instance, a candidate who has practiced extensively with the AI Interview Copilot may be more articulate and composed when answering questions in front of a real interview panel.

The AI Interview Copilot also saves time. Instead of spending hours researching common interview questions or practicing alone without any guidance, candidates can use the copilot to streamline their preparation process. The question prediction feature means they don't have to waste time trying to figure out what questions might be asked. They can focus on formulating high - quality answers for the predicted questions.

In terms of cost - effectiveness, it offers a more affordable alternative to traditional interview coaching. Hiring a professional interview coach can be expensive, especially for candidates on a tight budget. The AI Interview Copilot provides similar guidance and support at a fraction of the cost, making it accessible to a wider range of candidates.

From an employer's perspective, the use of AI Interview Copilot can lead to a more diverse candidate pool. Since candidates are better prepared, they are more likely to apply for jobs, including those in more competitive fields. This can increase the number of high - quality applicants, giving employers more options to choose from. Additionally, the standardized feedback provided by the copilot can help employers make more objective hiring decisions.

Applications in different industries

In the technology industry, the AI Interview Copilot is highly beneficial. Technical interviews often involve complex coding questions, algorithm discussions, and in - depth knowledge of programming languages. The copilot can provide technical support by suggesting relevant concepts or algorithms when candidates are answering questions. It can also help candidates practice explaining technical concepts in a clear and understandable way, which is crucial in a technology interview setting. For example, a software engineer preparing for an interview can use the copilot to practice answering questions about data structures and algorithms.

In the finance industry, the copilot can assist candidates in preparing for financial analysis questions, market trends discussions, and risk assessment scenarios. It can help candidates understand complex financial concepts and present them accurately during an interview. For instance , when answering questions about investment strategies, the copilot can provide additional information on market indicators and historical data that could strengthen the candidate's response.

In the healthcare industry, the AI Interview Copilot can be used to prepare for patient - centered questions, ethical dilemmas discussions, and medical knowledge assessments. It can help candidates practice communicating effectively with patients and colleagues, which is an essential skill in healthcare settings. For example, a nurse preparing for an interview can use the copilot to practice answering questions about patient care and handling difficult situations.

In the creative industry such as advertising and design, the copilot can support candidates in presenting their creative ideas and portfolios. It can provide feedback on how well candidates communicate their creative vision , the originality of their ideas, and how they respond to client - related scenarios. For example, a graphic designer can use the copilot to practice explaining the inspiration behind their designs and how they would approach a new project.

Future prospects of AI Interview Copilot

The future of AI Interview Copilot looks promising. As AI technology continues to evolve, we can expect more advanced features. For example, the copilot may be able to integrate with other recruitment tools, such as applicant tracking systems. This would allow for seamless data transfer between the copilot and the recruitment process, providing employers with more comprehensive information about candidates' interview performance.

There may also be an increase in the use of virtual reality (VR) and augmented reality (AR) in the AI Interview Copilot. VR could create even more immersive mock interview environments, making the practice experience even more realistic . Candidates could feel as if they are actually sitting in a real office facing a real panel of interviewers. AR could be used to provide on - the - spot information during an interview, such as relevant industry statistics or company information.

Another potential development is the ability of AI Interview Copilots to adapt to different cultural contexts. In a globalized job market, candidates from different cultures may have different communication styles and expectations during an interview. The future copilot could take these cultural differences into account and provide tailored feedback and guidance. For example, it could understand the importance of indirect communication in some cultures and adjust its feedback accordingly.

The integration of natural language processing (NLP) advancements will also enhance its capabilities . NLP can improve the copilo t's understanding of complex language structures and nuances, allowing for more accurate feedback on responses. It could also enable more natural and fluid conversations between the copilo t and the candidate during mock interviews .

Overall, the AI Interview Copilot is set to become an even more integral part of the recruitment process, benefiting both candidates seeking jobs and employers looking for top - talent. more

Career development

 8h

Seeking an industry role after your PhD? Make sure your CV reflects that


I loved the intellectual challenge of my PhD and the idea that my research into immune cells in human skin could one day contribute to better patient care.

But solitary hours at the laboratory bench, early-morning starts and late-night finishes were not for me. And I wanted to work with people, not pipettes. I asked myself: what else can I even do with my PhD?

After talking to various people, I... learnt that my doctorate could open many more doors than I had ever imagined, but I had no idea how to get through them. The skills I'd acquired (data analysis, managing multiple projects, collaboration, presentation, critical thinking, persistence and handling ambiguity among them) weren't the problem.

The problem was knowing how to communicate them in my CV (or résumé) to try for roles in industry, a sector that often measures success in a different way.

Academia rewards scholarly achievement: publications, awards, conference presentations. By contrast, industry rewards impact. So an academic CV might not get you anywhere when it comes to winning industry roles.

I now conduct workshops across Europe and the United States on CVs for industry, after founding Alma.Me, a company that helps PhD holders transition to industry. Co-founder Angela Priest, who has two decades of experience of industry hiring, and I have helped hundreds of early-career researchers, some of whom have landed roles at companies such as pharmaceutical firm Sanofi, the US mortgage association Fannie Mae and online-payment processor PayPal.

We're constantly asked about academic CVs and their suitability for industry roles. I respond by saying that academia cares more about where you studied, what you published and which conferences accepted your work, whereas industry cares more about outcomes: can you deliver results and contribute to team success? Understanding that difference is important because it affects how you present yourself in each environment.

One workshop attendee had spent months unsuccessfully applying for industry jobs. She was exhausted, frustrated and starting to doubt herself. She restructured her CV, adjusted the language and reframed her PhD work so that it spoke to an industry audience. Within weeks she was getting interviews, followed by a job offer soon after.

Here's a list of top tips to follow.

Make the CV structure easy to scan

In academia, a CV of six or more pages signals thoroughness; in industry, it signals the opposite. On average, industry recruiters spend around six seconds scanning a CV before deciding whether to read on. Length doesn't impress them; clarity does. So aim for at most two pages, and see it as an opportunity to demonstrate that you understand concise communication, a highly valued skill in industry.

Include lots of white space, signal a clear hierarchy using bullet points and use a single font and no colour. A single-column layout reads more cleanly than one with multiple columns, and is more reliably parsed by electronic applicant-tracking systems. Put your name, LinkedIn handle, Github account, e-mail and phone number in the header.

I'm often asked about including a photo. In my view, you can never go wrong by not including your picture. Photos are hardly used on CVs in the United States and United Kingdom and are becoming less common across other European countries because they can elicit biases. I suggest that you do some quick research about the convention in the country where you are applying. But when in doubt, leave the photo out.

Put a professional summary at the top

Instead of leading with educational achievements, put a four-to-six-line professional summary at the top that gives an immediate sense of who you are, what level you're at and what you can bring to the role. A generic "experienced researcher with a PhD in molecular biology" tells a recruiter almost nothing.

Connect your background to the role and name the skills that matter most to it, by establishing your identity, demonstrating your capability and signalling your direction.

For example: "Detail-oriented, methodical research scientist with 4+ years experience designing experiments that advance drug-discovery programmes. Expert in single-cell RNA sequencing, CRISPR-Cas9 and flow cytometry, generating reproducible, high-quality data under demanding timelines. Driven by biological questions with real therapeutic consequence. Brings deep bench expertise and a collaborative mindset to an industry environment in which scientific rigour shapes the pipeline."

Add a skills section next

Rather than listing every lab technique you have ever used, group skills under broad categories with specific examples, and use no more than one-third of a page.

Something like "molecular biology techniques: scRNAseq, ELISA, Western blot" is immediately scannable without losing depth.

List professional experience after that

I suggest three to five bullet points under this heading. Put your PhD details here rather than just in the education section.

Remember that you weren't merely sitting in lectures. you were identifying problems, designing solutions and producing results under uncertainty.

Add your university's or institution's name and underneath put either "doctoral researcher" or "PhD researcher" as a first heading with a summary (one or two sentences) of each element of your professional experience to give context to the bullet points.

Many industry jobseekers describe what they did, not what they achieved. Instead, start with a strong verb, say what you achieved, explain how you did it and always end with the result. Swap technical jargon for plain language; you are writing for recruiters and hiring managers, not a reviewer in your field.

For example, during my PhD at the Karolinksa Institute in Stockholm, I optimized a cell-recovery protocol. Writing "Isolated cells from human skin samples" would have told a recruiter nothing about the result I achieved or its value.

Instead, I wrote: "Optimized skin isolation protocol to recover 30% more cells per sample, reducing experiment turnaround time and enabling downstream analysis." This shows I created value; I made something better, faster, more efficient. That's what industry looks for.

The same logic applies beyond the lab. Perhaps you organized a careers fair. You could write: "Organized a careers fair for PhD students." But what actually happened because of you? How about "Organized a career fair attended by 150 PhD students and 30 companies, achieving a 20% candidate-to-company matching rate."? Now a recruiter can see scale, initiative and outcome.

Similarly, saying "Presented research at conferences and lab meetings" tells a hiring manager little, unlike "Presented findings to audiences of up to 300 scientists across three international conferences, translating complex immunology data into accessible insights for non-specialist audiences." This shows a range of experiences, confidence in what you do and demonstrable communication skills.

Early-career researchers often undersell committee work. "Served on the PhD student committee" is easy for a recruiter to overlook. What is harder to miss is "Negotiated with university leadership and the union to secure a 5% salary increase for all PhD students at the institution."

That single line demonstrates stakeholder management, negotiation and the ability to drive change at an organizational level -- exactly the kind of evidence industry is looking for.

I also recommend omitting the years when you graduated to reduce the risk of unconscious age bias in the early stages of screening.

As for publications, they don't belong in a CV for industry, but if you want to add them, put in links to them. Sometimes a job advertisement will seek evidence of high-impact publications. If so, focus on two or three, but don't be tempted to include your entire publication list. more

Career development

 8h

Color Psychologist Says Wearing This Color Makes You Appear Instantly More Confident


Whether you're trying to land a new job or headed out on a first date, it's natural to want to make a good impression with your clothes. Fit and dress code are two important considerations, but don't sleep on hue. Color psychology plays into clothing -- how we feel, and how others receive us. Tapping into it can color your potential boss or main squeeze impressed by your confidence.

"Confidence... isn't just felt -- it's communicated, and color is one of the fastest, most primal channels through which that communication happens," explains Michelle Lewis, a color psychology expert and certified color analyst. "Before someone has heard your voice, read your resume or shaken your hand, they've already formed an impression based in part on the colors you're wearing."

She says that when you understand color psychology and clothing, you can consciously access a process that's usually automatic. Then, you can make intentional choices to dress to exude self-assurance to others and yourself, rather than leaving it to chance.

"For confidence specifically, this matters because the right color doesn't just signal confidence to others," Lewis, who is also the founder of ColorAnalysis.com and The Color Institute and the author of Color Secrets: Learning The One Universal Language We Were Never Taught, tells Parade. "Through enclothed cognition, it can actively generate it in you."

For the uninitiated, she explains that "enclothed cognition is a term coined by researchers Adam and Galinsky. It describes how the colors we wear can influence our psychological state, so not just how others see us, but how we think, feel and perform."

"It's not just what you wear, it's what you believe that garment means," Lewis says. "Clothing carries symbolic weight, and that symbolic weight becomes part of how you inhabit your own mind and body. Color is one of the most powerful symbolic carriers in that equation."

So, what color best represents courage and determination? Is it also the best color for a high-stakes situation like a job interview, tough conversation or on-camera appearance? Below, Lewis reveals the color that can help you feel instantly more confident. Plus, she suggests a few more "power colors" to wear (along with the best hues for stressful situations) along with what shades to avoid.

According to a color psychology expert, red is the color that makes you appear instantly more confident. Lewis says red is one of the ultimate power colors to wear because it signals status, authority and attractiveness at the same time.

"Those three things together are the perceptual backbone of confidence," she states.

The Psychology Behind Why Red Exudes Power

Lewis shares that there's documented evidence on the psychology of red, showing that this powerful color exudes confidence. For starters, she points to a University of Cambridge study published in Frontiers in Psychology that showed that people implicitly linked red with high-status symbols faster than any other color -- and the effect held across genders and cultures.

"When you walk into a room in red, people notice the color very quickly and make immediate assumptions about you and your authority," she tells Parade.

Lewis also shares a 2018 meta-analysis that confirmed the red-romance effect in several studies. Oh, and another study published in the European Journal of Social Psychology found that people thought they were more attractive when wearing red than when wearing blue.

"Red doesn't just change how others see you," she notes. "It changes how you see yourself."

And then there's red's historical and cultural record, which is the stuff of ancient history.

"Red has been the color of emperors, cardinals, generals and sovereigns across virtually every civilization in recorded history," the color analyst notes. "Roman generals wore red cloaks in military triumphs. Chinese emperors reserved red exclusively for royal ceremonies. In the Middle Ages, red garments signaled God-given authority to rule."

Red is a powerful color to wear because it demands response, which Lewis calls its "greatest strength and its most important caveat." She explains that the European Journal of Social Psychology study mentioned above also noted that the "red effect" doesn't benefit everyone. For instance, people who don't like being the center of attention may find that red triggers anxiety, not confidence.

Ultimately, here's the truth about colors that make you look confident: It's highly personal.

"The most confident color you can wear is the one that makes you feel most fully and boldly yourself," Lewis says. "Red is the most universally documented power signal. But a person who feels genuinely alive in cobalt blue will out-project someone uncomfortable in red every single time. Enclothed cognition works both ways -- the garment has to mean something to you for it to work on you."

Red may not work for everyone, but there are other colors that project authority. You may feel more confident rocking one of these powerful colors:

Have you ever noticed that boardrooms and other professional and diplomatic environments are often a little bit blue -- in a good way? That's by design. Lewis reports that blue projects reliability, intelligence and calm authority.

"Blue doesn't demand attention the way red does -- it subtly earns it," she says. "For people who lead with their minds rather than their presence, blue is often the most authentic power color available."

2. Deep green

Deep green has a nearly unmatched ability to exude stability, groundedness and quiet authority, Lewis notes.

"In my own production work dressing executives and public figures on camera, deep green consistently builds audience trust and loyalty while feeling very present," she states. "It reads as someone who has nothing to prove and nowhere to be but here."

Lewis describes purple as "the power color for the person whose authority comes from vision and depth rather than hierarchy or status."

According to her, purple signals spiritual intelligence and unconventional thinking.

"The color historically reserved for those whose power transcended the ordinary," she adds. "In contemporary professional contexts, [wearing purple] deliberately communicates that you operate at a different level of thinking than most people in the room. It's a quiet but unmistakable signal."

The Best Colors To Wear for High-Stakes Situations

What's the best color for a job interview? Performance review? How about a first date? Below, you can see Lewis' insight to learn how to dress for confidence with "power colors" to wear in any high-stakes situation.

Situation

What color represents confidence

Psychological signal

First date

Red

Romantic magnetism

Job interview

Blue

Trustworthy and credible

Public speaking

Deep green

Grounded authority

Tough conversation

Blue

Calm and clear

On-camera appearance

Deep teal

Visually compelling and composed

Networking event

Orange

Socially connecting

Large social gathering

Pink or orange

Magnetic and warm

Now that you know how to dress for confidence using color psychology, it's worth noting a few hues that may not exude confidence.

1. Washed-out or very pale versions of any color

Lewis notes that these colors are the "most consistent confidence underminer."

"It's not because the hue is wrong but because the lack of saturation reads as uncertainty," she explains. "A pale, faded color signals someone who started to make a statement and then thought better of it. Saturation carries conviction; its absence suggests the opposite."

Lewis notes yellow is best left at home if you're trying to dress for confidence in a professional context. She points out that a 2014 SAGE Open study painted a room in a yellow hue, and most students felt restless or overly excited in it.

"Yellow also connects to aposematism -- the biological warning signal hardwired into human perception, meaning its brightness triggers alertness in the people around you rather than the settled authority you're trying to project," she explains. "In a high-stakes room, a color that makes nearly two-thirds of people restless is not your ally."

3. Orange

Orange has its place, but it's a tricky one with confidence.

"It's one of the most socially connecting colors in the spectrum, and that's precisely the problem in high-stakes confidence contexts," Lewis states. "Orange invites people in. It doesn't signal that you're the one leading. For networking, it's a genuine asset. For commanding a room, it is a challenge."

Up Next:

Sources:Michelle Lewis is a color psychology expert, certified color analyst, author and the founder of ColorAnalysis.com and The Color Institute. She is also the author of Color Secrets: Learning The One Universal Language We Were Never Taught.The Color Red Is Implicitly Associated With Social Status in the United Kingdom and China. Frontiers in Psychology.Meta-Analysis of the Effect of Red on Perceived Attractiveness. Evolutionary Psychology.The effect of red color on perceived self-attractiveness: Red color and self-attractiveness. European Journal of Social Psychology.The Effects of Color on the Moods of College Students. SAGE Open.

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Career development

 9h

8 Logistics Resume Software Tools Worth Considering in 2026! - Supply Chain Game Changer™


The logistics hiring race is accelerating. Jobs for logisticians are projected to grow 28 percent from 2021 to 2031, yet recruiters spend only seven seconds on each résumé while ATS filters discard roughly 75 percent of applications.

To clear that hurdle, your résumé must spotlight supply-chain signals -- WMS, TMS, 3PL coordination -- inside a clean, single-column file an ATS can parse. The nine... tools in this guide surface those keywords, quantify wins, and export recruiter-ready PDFs in minutes.

Why logistics professionals need specialized résumé tools

Hiring teams now screen candidates at factory scale. Nearly 98 percent of Fortune 500 companies rely on applicant-tracking systems, and those algorithms discard about three-quarters of résumés before a recruiter ever looks at them (according to a 2025 B2B Reviews recruitment study).

Applicant tracking systems automatically screen most logistics résumés before a recruiter ever looks at them

Generic résumé builders rarely match the language an ATS expects. When freight-critical terms such as WMS, TMS, SAP EWM, or RFID sit too deep in the file, the parser can send your application to the rejection stack.

Specialized logistics résumé tools change that trajectory. They scan each job post, highlight missing keywords, and prompt you to turn duties into metrics like "cut dwell time 22 percent" or "raised pick accuracy to 99 percent."

One ATS résumé guide from Novorésumé breaks this into a simple checklist: keep to a clean, mostly single-column layout, use standard headings such as Work Experience and Skills, and thread job ad keywords through your summary, work history, and skills section.

That kind of structure makes it easier for any logistics résumé builder in this roundup to draft role-matched versions in minutes, so you can send tailored applications without burning a weekend.

The result: a résumé that sails past the bots and lands on the shortlist.

How we picked and why we grouped the tools

We built this roundup the same way you plan a cross-dock route: set hard constraints first, then cut cost, time, and risk.

Key criteria and segments used to evaluate logistics résumé software tools for supply chain professionals

1. ATS compatibility. A résumé that stalls in an applicant-tracking system never reaches a recruiter. More than 98 percent of Fortune 500 employers rely on ATS software, so every tool had to export clean, single-column files that parse without errors.

2. Logistics fluency. We favored builders that prompt keywords such as WMS, TMS, Six Sigma, and SAP EWM, along with metrics like cost-per-mile savings.

3. Speed to finished PDF. Operations managers rarely have a free weekend to format a résumé. Platforms that deliver a ready-to-send PDF in 15 minutes or less scored higher.

4. Cost transparency and trials. Clear pricing and at least a short free tier or trial matter for job seekers watching cash flow.

5. User feedback and updates. Tools needed strong recent ratings (four out of five or better on G2 or Capterra as of late 2025) and an active product roadmap.

We then sorted the eight winners into five segments: full AI co-pilots, ATS analyzers, hybrid builders, budget helpers, and classic guided editors. Pick the stack that fits your workflow.

AI job-search agents

Think of these platforms as autonomous dispatchers for your career. Instead of only polishing a document, they parse job posts, rewrite bullets to match role-specific keywords, and can auto-submit applications while you manage today's load plan.

AiApply reports that its AI resume scanner tests résumés against more than fifty ATS systems and is designed to increase interview chances up to threefold before those documents ever enter an Auto-Apply queue.

If you send more than ten applications a week or target multiple cities, a logistics-focused AI agent built on that kind of workflow can cut prep time from hours to minutes, lift your ATS match score, and keep a steady pipeline of relevant roles moving while you stay focused on the day's load plan.

AiApply: your full-throttle application engine

Testimonials on AI Apply report a three-times jump in interview invites after its Auto Apply engine sends tailored applications at scale. The platform also combines an AI résumé builder, ATS scanner, and bulk apply automation to replace hours of copy-paste with seconds of work.

Drop in a base résumé plus a target job post and its language model cross-checks every line, then rewrites bullets until keyword alignment turns the ATS indicator green. If the listing calls for SAP EWM or last-mile optimization, those phrases move to the top, anchored by real metrics.

Once the content is set, AiApply's Auto-Apply module fills web forms, generates a matching cover letter, and submits the packet while you finish tomorrow's load plan. A live dashboard shows which recruiter opened each file and when.

AiApply auto-apply logistics job search dashboard

* Speed: AiApply says first drafts render in less than three seconds, and most users finalize a résumé-cover-letter bundle in about five minutes.

* Control: Accept, tweak, or save preferred phrasings for future roles; nothing ships without your approval.

* Pricing: Free tier for one résumé; premium costs about $29 per month for unlimited customization and Auto-Apply queueing.

For high-volume job hunts such as seasonal 3PL surges or multi-city relocation searches, AiApply works like a personal load planner, routing each application with minimal manual effort.

Resumly AI: data-driven coaching on tap

Resumly AI acts as a control tower for your résumé data. Upload a draft and watch its "Resume Roast" flag vague verbs, mark metrics-light bullets, and surface missing logistics staples such as TMS, OSHA, or APICS certifications. A parallel ATS scan warns if a two-column layout could jam a parser or if critical skills sit too far down the page.

Need deeper guidance? An in-app coach answers free-text questions -- for example, how to pivot warehouse leadership into a supply-chain-analytics role -- and returns rewritten lines you can accept or tweak. Resumly also forecasts which of your skills risk automation in the next five years, nudging you to highlight tech fluency before it becomes table stakes.

* Cost: Free plan includes 100 AI credits; the Pro tier is $15 per month for unlimited scans and coaching.

* Speed: A full roast with ATS check runs in about ten seconds on a standard two-page résumé (internal benchmark).

* Best for: Detail-oriented logisticians who treat career documents like continuous-improvement projects, swapping weak buzzwords for quantified wins such as "raised pick accuracy to 12 percent."

If you enjoy turning data into process gains on the warehouse floor, Resumly applies that same discipline to your career narrative, no clipboard required.

ATS keyword and critique tools

Applicant-tracking systems do not read for pleasure; they scan, score, and rank. In large logistics employers, an ATS can reject up to 75 percent of résumés for keyword mismatches long before a recruiter signs on.

The services in this bracket act like bilingual dictionaries: they compare your résumé to a job post and pinpoint which terms to add, delete, or relocate so your document moves smoothly toward the interview pile.

Jobscan: the binary translator

Jobscan acts like a bilingual dictionary between your résumé and a job post. Paste both into the dashboard and you receive a Match Rate, a single percentage that shows how closely your document aligns with the role. The company recommends aiming for at least 75 percent, which it links to higher interview-callback rates.

Jobscan ATS match rate analysis interface

Drill-down reports highlight every missing phrase. If a posting mentions RFID inventory control, Jobscan shows exactly where to insert it and warns if your two-column layout could confuse a parser. It also flags verb preferences such as optimize over manage and stray text boxes that might break your PDF.

Power users rely on the Word add-in and Chrome extension to tweak bullets in real time while the score refreshes, turning résumé edits into a live continuous-improvement loop.

* Pricing: Free tier includes five scans. Premium costs $49.95 per month or $29.99 per month on a quarterly plan.

* Impact: According to Jobscan, 90 percent of Premium users land an interview and get hired 67 percent faster than the average applicant.

Many logistics pros treat Jobscan like surge capacity: pay for a month during an active hunt, push each résumé past the 80 percent threshold, then downgrade once the next role is secured.

Resume Worded: a virtual logistics coach in your browser

If Jobscan is the cold data readout, Resume Worded is the seasoned mentor who fixes weak verbs, applauds hard metrics, and reminds you to quantify every route you have optimized.

Drag-and-drop your résumé to receive an instant score across Impact, Brevity, and Skills. The tool flags space-wasting phrases such as "responsible for" and suggests action lines like "cut staging time 12 percent." A built-in ATS check warns when a two-column format might jam a parser or when keywords such as RFID or OSHA sit too far down the page.

Need deeper help? The Targeted Job Analysis module benchmarks your résumé against a specific posting and highlights missing logistics vocabulary, from dock supervision to supply-chain analytics. Tips cite recruiter eye-tracking studies that show numbers draw attention faster than duties.

* Pricing: Five free scans; Pro starts at $49 per month, with quarterly billing at $33 per month and annual at $19 per month.

* Speed: Full analysis completes in about eight seconds on a two-page résumé (internal benchmark).

* Best for: Hands-on professionals who want line-by-line coaching rather than a single match score.

Resume Worded turns your résumé into a continuous-improvement project, swapping wasted words for measurable wins until every line hauls its weight.

Builder-plus-AI generators

These platforms combine two must-haves in 2026: clean, single-column templates that sail through ATS scanners and generative AI that rewrites bullets on demand. That mix matters because 78 percent of job seekers now use AI résumé builders to save time, yet hiring managers still expect a polished, human-sounding document.

The tools below let you finish design and keyword tuning in one tab instead of juggling Canva, Word, and ChatGPT.

Novorésumé: polish without the pain

Novorésumé feels like the IKEA of résumé builders -- clean design, zero guesswork, and assembly finished in minutes. Its library of ATS-friendly resume template use single column layouts already tested against major parsers, so no rogue text box ruins your PDF.

The side panel adds real value. Type "led warehouse team" and the AI suggests "led a twenty-person warehouse team, boosting pick accuracy fifteen percent." Forget to mention a TMS rollout? An industry prompt offers phrasing you can drop straight in.

* Template depth: Eighteen résumé designs and seventy-four color palettes, covering entry-level coordinator to senior supply-chain manager.

* Speed: Users report going from blank page to finished PDF in about eight minutes (internal analytics).

* Pricing: Free tier covers one one-page résumé. Premium starts at $21.99 per month or $139.99 per year, no recurring auto-billing.

Power users keep parallel files -- procurement, transportation, continuous improvement -- then swap designs with one click when company culture shifts from Fortune-50 formal to last-mile start-up casual.

Rezi: ATS precision on a tight budget

If ATS compliance keeps you up at night, Rezi is the budget-friendly insurance policy. Every template is single-column and graphic-free, a layout Rezi's tests show parses correctly in every leading ATS platform.

Workflow is direct: paste a job description into Keyword Targeting, click Analyze, and Rezi scores your résumé in under five seconds. Miss "demand forecasting" or "cold-chain compliance"? The system flags gaps and offers example bullets you can adapt.

Real-time scoring turns edits into a game: watch your match climb from 55 to 85 percent as you add metrics. Length guardrails keep you under two pages, so hiring managers hit the highlights fast.

* Pricing: Free plan for one résumé; Pro costs $29 per month or $149 lifetime and unlocks unlimited files plus full AI feedback.

* Trust: More than four million users and a 4.5 out of 5 Trustpilot rating back its credibility.

* Templates: Six ATS-safe formats: Standard, Compact, Alternative, Bold, Modern, and one-page.

For interns and senior directors alike, Rezi delivers pinpoint keyword alignment and rock-solid formatting without making you learn design software or refinance a forklift lease.

Free customization and tracking

Not every job search needs a paid platform. The tools in this lane let you build unlimited résumé versions and track every application without entering a credit card. That flexibility matters when the average logistics pro now applies to 12 to 18 roles per campaign and may juggle several interview loops at once.

A built-in Kanban board or status tracker keeps those moving parts visible, so no follow-up slips through the cracks.

Teal: custom résumés and Kanban tracking for zero dollars

Teal proves you do not need a paid plan to run a professional, multi-version résumé operation. Build one master profile, then drag achievements into job-specific drafts the way you would stage pallets on a pick list.

Paste any posting into Job Description Scanner and Teal highlights high-value terms such as "3PL coordination," "demand planning," "Lean Six Sigma." Click to add, rewrite in place, and watch the match meter climb. The system keeps your voice intact; it simply calls out where keyword grout will strengthen the structure.

The built-in Job Tracker is the unsung hero. Every role sits on a Kanban board marked Applied, Interviewing, or Offer. One click opens the exact résumé version you sent, complete with notes and follow-up dates.

Teal resume job tracker Kanban board

* Cost: Free forever, with unlimited résumés, PDF or Word downloads, and job tracking. No credit card required.

* Reach: Nearly four million professionals have used Teal's builder and tracker as of late 2025.

* Speed: A new résumé version typically exports in under five minutes (internal analytics shared on Teal's blog).

Design flair is modest and advanced AI rewriting lives behind an optional Teal+ upgrade, but for logistics pros who value process control over decorative headers, Teal delivers enterprise-level organization at true zero cost.

Classic guided builders

Prefer turn-by-turn instructions instead of AI magic? Classic guided builders walk you through each résumé section -- Summary, Skills, Experience -- dropping proven examples in a sidebar so you never face a blank box. Roughly one in three job seekers still choose these wizard-style tools because the structured prompts help them finish faster than a blank Word doc.

The platforms in this bracket keep the tech simple and the guidance thorough, ideal if you want human-style coaching without machine rewrites.

Zety: step-by-step help for first-time résumé mechanics

Prefer GPS-style guidance over AI rewrites? Zety's wizard walks you through Summary → Skills → Experience with sidebar examples, so the blank-page problem disappears.

Type "oversaw distribution network" and Zety suggests:

"Managed a five-warehouse distribution network, boosting on-time delivery from 92 percent to 98 percent." Templates include updated logistics samples, so the hints feel industry-fluent.

Design changes stay foolproof. Choose a single-column layout for ATS safety or a two-tone style for culture-forward roles; a compliance checkmark confirms parser friendliness.

* Pricing: Build for free; a 14-day full-access pass costs $1.95, after which the plan renews at $25.95 every four weeks. Annual access drops to $5.95 per month prepaid.

* Template library: Eighteen ATS-ready designs plus matching cover-letter formats.

* Outcome data: Zety reports that users see a 30 percent higher interview rate and 40 percent more recruiter responses when using its builder versus a self-written résumé.

For logistics pros new to modern résumé standards, Zety supplies both the roadmap and the vehicle, getting you to the recruiter's inbox without a wrong turn.

Quick comparison at a glance

Choosing a résumé tool should not feel like sorting a mixed pallet by hand. The grid below stacks the nine finalists so you can spot the best fit in under a minute.

*Published rates as of January 2026; always confirm current pricing.

Conclusion

Quick takeaways: AiApply and Resumly AI handle the most manual work, while Teal and Rezi stretch tight budgets without sacrificing ATS compliance. Use the "Core strength" column to match the tool to your biggest pain point, then confirm the price fits your job-search timeline.

Article and permission to publish here provided by Apple Drift. Originally written for Supply Chain Game Changer and published on January 2, 2026.

Cover photo by Resume Genius on Unsplash.

All other images and permission to publish here provided by Apple Drift. more

Career development

 9h

Job Hunters Are Using AI to Cheat in Interviews, and Failing at the Office


In retrospect, the interview had gone too well. The candidate's answers were polished, if a little scripted. He seemed more than capable for the grant-writing job, so a New York City nonprofit hired him. Within a month, his boss realized he couldn't do the project he had interviewed for. He froze on ...

Career development

 11h

Delusional Man Attends First Job Interview In 38 Years And Completely Ruins It By Being A Boomer


Finding a job nowadays is arguably harder than ever. Layoffs are happening left and right, the job market is incredibly competitive, and if you haven't accepted AI into your life, you're going to be seen as obsolete. So landing a new position is even more challenging for people from older generations, who now have to compete with recent college grads who have been using computers since before they... could talk.

But no matter how much experience you have, you still have to be a polite and considerate candidate. Otherwise, you'll ruin your chances the second you open your mouth. One man learned this lesson the hard way after attending his first job interview in decades. Below, you'll find the full story that his daughter-in-law shared online, as well as some of the replies invested readers left her.

Finding a job for older adults is significantly harder than for younger people

Image credits: Sora Shimazaki (not the actual photo)

This son set up an interview for his father at the company where he works to help, which he completely wasted with his Boomer mindset

Image credits: Gustavo Fring (not the actual photo)

Image source: dat_woman_over_there

The odds that an older employee would be employed are 42% lower than for young people

Image credits: SHVETS production (not the actual photo)

Half of people in their 50s lose their jobs at least once, and if an older person is laid off, they are significantly more likely to suffer long-term unemployment than other age groups. In fact, the odds that an older employee would be employed are 42% lower than for younger people.

Age discrimination is a big part of it, with 74% claiming that they have seen or experienced it. This number is at its highest since the American Association of Retired Persons started tracking this data in 2003. Even though the Age Discrimination in Employment Act protects U.S. workers against discrimination based on age, the odds are often against older job seekers.

One of these odds is automatic tracking systems that sort résumés according to dates and missing skills. If, for example, digital skills aren't listed, their CV can be immediately rejected, even though these abilities are easily taught.

In addition, older workers may be at a disadvantage, as some might feel less confident in finding work, especially because of their age. Therefore, they might put less effort into their search, thinking, "Why bother? No one's going to hire me anyway."

To find a job, some older adults try to hide any signs of their maturity and age

Image credits: RDNE Stock project (not the actual photo)

One piece of advice that older job seekers might get to be more successful in their search is to hide any suggestions of their maturity and age. In one study, researchers sent out 8,000 fake résumés to hiring managers and tracked their eye movements. It was found that their eyes were pausing at years of employment history and the year potential workers got their education. In general, they spent more time looking at the CVs of younger individuals.

For this reason, some don't even bother applying to positions where they ask for a graduation date in their online job offers or even avoid including graduation and work dates in their résumés. Others purposely color their hair before interviews and put their social media and information on their CVs to show employers that they're up to date with modern trends.

Another useful recommendation is to apply to companies committed to hiring older workers. More than 1,000 organizations, like Humana, Microsoft, Marriott International, and McDonald's, have signed on to the AARP Employer Pledge program and promised to boost older employees reemployment.

Some red flags of age-exclusive workplaces are if their website and advertisements only showcase employees in their 20s and 30s. And if a hiring person asks too many questions about age -- either in an application or an interview -- that should be considered a bad sign.

They also shouldn't comment, "I wasn't even born when you did that work experience or went to college." To save time and disappointment, older job seekers should look for language in job ads that specifically indicates that the company doesn't discriminate based on age.

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Career development

 14h

Career portfolio mindset: Why careers are beginning to look like investment portfolios


For decades, careers resembled ladders. People climbed one rung at a time, usually within the same organisation or industry, accumulating experience, promotions, and tenure.

Today, careers increasingly resemble investment portfolios.

The career portfolio mindset encourages professionals to build a diverse mix of experiences rather than rely on a single employer, role, or career path. A full-time... job may remain the anchor, but it increasingly sits alongside certifications, cross-functional projects, mentoring, freelancing, entrepreneurship, volunteering, or content creation.

The objective is not to collect jobs. It is to accumulate capabilities.

A traditional résumé tells employers where someone has worked. A career portfolio reveals what that person has learnt, built, and become.

Where did the idea come from?

The idea emerged during the economic upheavals of the 1980s and 1990s, when globalisation, restructuring, and automation began weakening the promise of lifelong employment.

British management thinker Charles Handy described this shift through the idea of the portfolio career. Instead of depending on one employer for identity and income, professionals would increasingly combine consulting, teaching, project work, entrepreneurship, and part-time roles.

At the time, the prediction appeared unconventional.

The internet proved him right.

Digital platforms allowed professionals to build reputations beyond their employers. Remote work, the gig economy, and online learning accelerated the trend. The pandemic reinforced it further as millions explored freelance work, side businesses, and new skills, not simply to earn more but to reduce dependence on a single source of employment.

Why is it relevant for HR?

The portfolio mindset challenges several assumptions that have shaped HR for decades.

Recruitment can no longer rely solely on linear career histories. Candidates increasingly arrive with experience gained through startups, independent consulting, creator platforms, open-source projects, or community leadership. These experiences often demonstrate capability as effectively as traditional job titles.

Learning and development is changing too. Employees are investing in skills that improve their long-term market value, not merely their prospects within one organisation. Internal mobility, cross-functional assignments, certifications, and stretch projects help employees expand their portfolios without leaving.

Retention is evolving in the same direction. Many professionals no longer measure career progress only through promotions or bigger teams. Variety, learning, and exposure often matter just as much. Organisations that provide continuous opportunities to grow are more likely to retain talent than those offering only hierarchical advancement.

The conversation is gradually shifting from career progression to career resilience.

The uncomfortable reality

The portfolio mindset is not transforming only careers. It is changing the workforce itself.

Organisations increasingly depend on a mix of permanent employees, consultants, freelancers, contractors, and gig workers. Talent is becoming a network rather than a payroll.

That creates new challenges for HR. Performance, learning, culture, inclusion, and engagement can no longer be designed exclusively for full-time employees. Capability increasingly exists both inside and outside organisational boundaries.

There is another trade-off.

Building a career portfolio can create resilience, but it can also produce constant pressure to keep learning, remain visible, and juggle multiple commitments. More opportunities often mean more complexity. Without clear boundaries, career portfolio mindset can become exhausting rather than empowering.

The takeaway

The career portfolio mindset reflects a fundamental shift in how professionals think about work. Careers are no longer built around one employer. They are built around transferable capabilities, continuous learning, and diverse experiences that strengthen long-term resilience.

For HR, the challenge is no longer simply retaining employees. It is creating workplaces where people can keep expanding their capabilities without feeling they have to leave in order to grow.

The question is no longer how to build employee loyalty. It is how to become an important investment within someone else's career portfolio. more

Career development

 16h

Software Engineer Finds Out About A New Hiring Scam: "So Tired. Does This Happen Often Now?


It's not uncommon for job seekers to sprinkle a few extra skills or impressive-sounding buzzwords on their resumes -- maybe claiming mastery of a tool they barely know, or listing experiences that, on paper, look impressive but are mostly smoke and mirrors. It might seem harmless, just a little padding to get ahead but in the world of recruiting, those "small exaggerations" can turn into... full-blown chaos.

One person shared a jaw-dropping story: after what seemed like a flawless interview, the company thought they'd hired two skilled engineers, only for the real hires to show up and completely derail expectations. They couldn't code like the candidates, forgot key conversations, and left the team reeling in disbelief. Keep reading to find out how this wild, almost unbelievable hiring mix-up played out.

The hiring process can be time-consuming, challenging, and full of unexpected surprises

Image credits: DC_Studio / Envato (not the actual photo)

One person shared how they interviewed a highly qualified candidate online, only for someone completely unqualified to show up for the job, leaving them convinced it was a scam

Image credits: ItsAllSoClear

After the bizarre experience, the company decided it would conduct all future interviews in person -- even for fully remote positions

Image credits: sarawut20003 / Envato (not the actual photo)

Image credits: svitlanah / Envato (not the actual photo)

Image credits: ItsAllSoClear

Scammers frequently demand excessive personal information or upfront payments when offering fake job roles

Job hunting can feel exciting, but it's also a bit of a minefield these days. Scammers are everywhere, waiting for an unsuspecting applicant to slip up. Even trusted platforms like Indeed regularly post warnings about shady job listings, fake recruiters, and other traps. The key is to stay alert, double-check information, and always trust your gut if something seems off. After all, a little skepticism can save you a lot of stress and money.

Scammers are clever and use all sorts of tricks to get your personal information. Fake job listings can pop up on social media, job boards, or even in emails that look convincing at first glance. They might promise high pay, flexible schedules, or dream roles, but the catch is almost always a request for money, personal data, or both. Some even ask you to pay a fee to "process your application" or "unlock" the job. These postings are designed to look official, but one wrong click could cost you dearly -- so pause, investigate, and don't rush.

Emails from "recruiters" can be another tricky trap. Some of these emails are legitimate, but many are from people pretending to be recruiters who found your resume online. The dishonest ones often ask for sensitive info like your ID, bank details, or other personal data right away. A real recruiter usually conducts interviews first, doesn't demand money, and communicates professionally.

Work-from-home jobs have exploded in popularity over the last few years, and naturally, scammers have noticed. Remote roles are convenient and flexible, which makes them a perfect bait. Fake recruiters or companies know that many people are desperate for legitimate remote work, so they create postings designed to look credible. They promise easy schedules and generous pay, but in reality, their goal is to collect your information or get money out of you. Always confirm that the company exists, has a website, and has positive reviews before committing to anything.

Impersonators are another classic trick in the scammer's playbook. Some people pretend to work for a well-known company or even act as your future manager. They might conduct "interviews," give instructions, and try to convince you everything is real. These imposters are often polished and convincing, which makes it harder to spot the red flags. Check the company's official HR contacts, look at LinkedIn profiles, and never hesitate to confirm someone's employment through official channels before trusting them.

Data entry jobs are a goldmine for scammers because they sound simple and low-risk. Many "high-paying data entry" listings promise easy work and amazing hourly rates, but they're rarely legitimate. After offering you a "position," the scammer may ask you to pay for training, software, or provide your bank account info. In reality, these jobs are empty promises. Always research the company thoroughly and remember: if it sounds too good to be true, it probably is.

So how do you protect yourself? First, always go straight to the company's official website to apply. Look for reviews or comments online; people often share experiences with scams. Double-check email addresses, company phone numbers, and LinkedIn profiles. A little digging can reveal whether a posting is genuine or just someone trying to take advantage. Being cautious doesn't make you paranoid -- it makes you smart and keeps your information safe.

Both recruiters and job seekers must stay vigilant and thoroughly research opportunities before sharing details or committing

Pay attention to the details. If a recruiter is asking for too much personal information too early, or if their email address looks sketchy, take a step back. Look for inconsistencies in spelling, logos, and communication style. You can also search online for the person's name or email; often, forums and discussion boards will flag scams before you fall for them. Protecting yourself isn't difficult; it just takes awareness, patience, and a healthy dose of skepticism.

It's not just job seekers who get scammed; recruiters have to be careful too. With AI, fake certificates, and doctored resumes, people can pretend to have skills they don't really possess. Some even get others to take interviews on their behalf. Companies need to be vigilant, verify documents, and ensure candidates actually have the experience they claim. These tricks might work for a while, but HR professionals and tech-savvy teams usually catch on pretty quickly.

At the end of the day, most scams don't last long if you stay alert. For applicants, this means checking credentials, researching the company, and never sharing sensitive information without verification. For recruiters, it's about validating skills, confirming identities, and spotting red flags before offering a role. With awareness on both sides, these scams can be minimized. Stay cautious, stay informed, and remember: a little diligence goes a long way in keeping your job search safe.

In this particular case, the employer quickly realized something was off and confirmed it was a scam. It must have been a costly and frustrating experience. Have you ever heard of something like this happening in a workplace? What are your thoughts on this situation -- how would you handle it if you were in their shoes? more

Career development

 21h

Five conversations every organisation should be having about people, according to Vizst's Head of HR - Vizst Technology


Being invited to join a panel at the UK Partner Week Summit 2026 wasn't simply an opportunity to represent Vizst Technology. It was an opportunity to contribute to a much bigger conversation about how organisations attract, develop and retain great people in a workplace that's changing faster than ever before.

Held at Convene, 133 Houndsditch, the UK Partner Week Summit brings together channel... leaders from across the UK to share ideas, challenge thinking and explore the future of our industry. Across themes including Sales Excellence, Marketing Impact, Technology Innovation, Future Leaders and Sector Diversity, one subject repeatedly came back into focus: people.

Representing Vizst on the main stage, our Head of HR, Evonne Pemberton, joined fellow industry leaders to discuss what meaningful career development looks like today and why organisations need to rethink traditional approaches if they want their people to thrive.

It's a topic that couldn't be more relevant.

Shortly before the event, Vizst was recognised as one of the UK's Best Workplaces for Wellbeing™ 2026, reflecting the people-first culture we've worked hard to build. While awards are always appreciated, they matter because they represent something much bigger: creating an environment where people feel supported, challenged and able to grow throughout their careers.

Reflecting on the discussion, Evonne highlighted five themes she believes every organisation should be thinking about.

1. Career progression is becoming more like a climbing wall than a ladder

For decades, career development was viewed as a series of promotions. One role led neatly to the next.

Today's careers rarely follow that pattern.

Instead, progression increasingly comes from lateral moves, project work, new experiences and continuous learning. Building a broader range of skills often creates stronger leaders than simply moving upwards through job titles.

The organisations that recognise this shift are giving people more opportunities to explore, contribute and develop in different ways.

2. Development should be a conversation, not an annual event

Many organisations still rely heavily on annual appraisals to discuss career development.

The problem is that growth doesn't happen once a year.

Regular, meaningful conversations help people understand where they're heading, identify new opportunities and adapt as priorities change. They also help managers better understand individual ambitions before people begin looking elsewhere.

Development works best when it becomes part of everyday leadership, not another HR process.

3. Some of the best development happens through experience

Qualifications and formal learning remain important, but they are only one part of professional development.

Some of the biggest leaps in confidence and capability happen when people are trusted with stretch projects, exposed to customers, asked to collaborate across departments or given responsibility outside their comfort zone.

Experiences like these build commercial awareness, communication skills, problem solving and confidence in ways that classroom learning simply can't replicate.

4. Development doesn't guarantee retention, but the absence of it almost guarantees attrition

People stay where they feel they are progressing.

While development alone won't stop every resignation, organisations that fail to invest in their people often find retention becomes significantly harder.

Employees want to know they're becoming more capable, more valuable and better prepared for whatever comes next. When those opportunities disappear, motivation often follows.

Investing in continuous development isn't simply good for individuals. It's good for business too.

5. AI will change work, but people will remain the differentiator

Artificial intelligence featured heavily throughout the summit, and rightly so.

But the organisations that succeed won't necessarily be those with access to the newest AI tools.

The real advantage will come from people who know how to combine AI with human judgement, creativity, critical thinking and strong customer relationships.

Technology will continue to evolve. Helping employees understand how to use it effectively, confidently and responsibly may prove to be one of the most valuable investments organisations make over the next few years.

Looking beyond the panel

Events like UK Partner Week Summit create valuable opportunities to share experiences across the industry, but they also reinforce something we've always believed at Vizst.

Technology helps businesses move faster.

People determine how far they go.

We're incredibly proud to see Evonne representing Vizst on the panel, helping shape important conversations about the future of work and championing the kind of people-first culture that continues to define our business. more