Nikolas Rumeliotti


Career development 13h
Hello! It’s an open position in my department and we’re choosing between two candidates: an experienced 48-year-old man and a recent college graduate with no experience but very motivated. I prefer the second candidate, as she will learn fast and work well. But our company director wants to hire the experienced man. To me, he seemed a bit dry and a little tired.
Who would you choose? Thanks for... your advice

 more

  • Mona Blaber

    2h

    There are a lot of factors in choosing a candidate, and there’s a lot we don’t know in this scenario. But “dry and a little tired” sound kind of like... unintentional ageism, and not very solid reasons to hire or not hire someone. The inexperienced person might be great, or she might not be. But try to look past liking one candidate better personally or identifying with one more.  more

  • TSC K

    2h

    Experienced candidates aren't necessarily more valuable. Technology changes almost every five to ten years. You need someone who will learn your... current procedures and update whenever needed. His experienced skills may not help you today!  more

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Career development

 6h

Rethinking the Legal Talent Pipeline: Why convenience is costing firms opportunity


I spend my days thinking about talent. Not in the abstract and not as a talking point but in the very real sense of who gets hired, who advances, who quietly exits and why. Over the years, I have watched law firms wrestle with the same questions again and again: how to identify excellence, how to remain competitive, and how to adapt to a workforce that looks and thinks differently from what it was... even a decade ago.

What I have also observed is that many of our talent decisions are still driven by convenience, rather than clarity. That reliance on familiar shortcuts may feel efficient, but it often narrows the pipeline in ways firms do not fully intend or even realize.

Grade-point average and law school rank are easy filters. They are neat, familiar and defensible. But in practice, they function more as proxies for convenience than as predictors of excellence.

Earlier in my career at a large Am Law 100 firm, I reviewed a resumé from a candidate who had attended a Tier 3 law school and graduated first in his class. The firm declined to consider him solely on the basis of the school's ranking. There was no discussion of his academic dominance, work ethic or trajectory. The decision was efficient but not discerning. That firm lost the opportunity to assess exceptional talent because a shortcut substituted for judgment.

This is not about vilifying prestige or suggesting standards should disappear. It is about acknowledging that overreliance on narrow markers can unintentionally exclude high-potential lawyers who made pragmatic educational choices, often driven by scholarship opportunities or personal circumstances. As law school costs continue to rise, more students are choosing institutions based on affordability, rather than brand. Firms that fail to adjust for that reality risk shrinking their own future bench.

In intellectual property law, the pipeline challenge is even more pronounced. Patent attorneys are not created at the moment of law school enrollment. They are shaped years earlier through exposure to science, engineering and problem-solving.

I have asked many partners at my firm -- an intellectual property boutique -- how they first became exposed to and interested in patent law. Their answers are strikingly consistent. Someone spoke at their school. A neighbor was a patent attorney who took the time to explain their work. A mentor noticed an aptitude for science or math and suggested a career path that combined technical skill with law. Early exposure sparked curiosity, and curiosity became a career.

Firms often underestimate the influence they can have before students even consider law school. Strategic partnerships with STEM-focused schools, community engagement, mentorship programs and attorneys simply showing up to talk about their work can create awareness that changes trajectories. Exposure creates interest. Interest creates pathways. Waiting until law school recruitment is simply too late for many future IP lawyers.

One of the most common concerns I hear from law firm leaders across the country when discussing flexible or alternative career paths is that flexibility signals lower standards. There is also, candidly, resentment from some partners who came up in an era where those options did not exist.

That concern deserves acknowledgment, but it should not be conflated with reality. Flexibility does not eliminate rigor. It redefines contribution. When alternative paths are paired with transparent expectations and corresponding differences in compensation, the integrity of the partnership model remains intact.

Many firms are already experimenting with this successfully. Part-time partnership tracks, flexible schedules and service partner roles allow lawyers to focus on client service and hours, rather than originations. In IP practices, the use of technical specialists and patent agents offers a particularly modern on-ramp. STEM professionals can explore the legal field without committing to law school, gaining meaningful experience while determining whether the investment is right for them.

These pathways expand access without lowering the bar. They recognize that careers are not one size fits all, and that retention often improves when lawyers can align their professional and personal realities.

Another area where firms often default to outdated assumptions is in their view of Gen Z professionals. Side hustles, personal branding and social media engagement are frequently interpreted as distractions, signs of divided loyalty or reputational risks.

In reality, many Gen Z lawyers are operating with a portfolio mindset. They are developing skills in real-time communication, audience engagement and thought leadership. They are not rejecting commitment; they are diversifying it.

This does not mean firms should abandon guardrails. Branding concerns, confidentiality and professionalism still matter, but a blanket prohibition misses an opportunity. Firms that thoughtfully channel this energy can benefit from authentic marketing, stronger community engagement and lawyers who feel trusted, rather than constrained.

The question is not whether these behaviors exist. They already do. The question is whether firms choose to manage them intentionally or reactively.

Diversity, equity and inclusion are often discussed as programs or compliance obligations. In practice, when DEI is actually working, it looks much simpler and much more human.

It looks like people being given an equitable platform to perform at their best. It looks like lawyers being judged by the quality of their work, not by assumptions tied to background or circumstance. Everyone carries bias. We stereotype as a way to move quickly through the world. The work does not pretend that those undercurrents do not exist; it openly acknowledges them so unintended outcomes can be mitigated.

In my role overseeing talent, I often serve as an emotional guardrail for employees. I help regulate anxiety, stress and uncertainty about expectations and belonging. What people are ultimately seeking is not preferential treatment. It is an affirmation that they matter, that they are seen and that their presence adds value.

When an organization communicates, sincerely, "We are glad you are here. Our firm is better because you are here," people respond: They invest. They contribute. They stay. Belonging is not a slogan. It is a performance driver.

The legal profession is at an inflection point. Firms are navigating generational change, evolving client expectations and increasing competition for talent. In moments like this, it is worth asking whether long-standing hiring and career assumptions still serve the outcomes firms say they want.

Are we optimizing for convenience or for excellence? Are we widening the lens or narrowing it out of habit? Are we building environments where people feel known and valued or simply managed?

Like the theme song from Cheers, sometimes you want to go where "everybody knows your name" and they are genuinely glad you came. Law firms that take the time to reflect on how their talent systems make people feel may find that excellence follows naturally.

Christine E. Hollis is the chief talent and diversity officer at Marshall, Gerstein & Borun in Chicago. She may be reached at [email protected].

Editor's Note: The information contained in this article is for informational purposes only and is not legal advice or a substitute for obtaining legal advice from an attorney. Views expressed are those of the author and are not to be attributed to Marshall, Gerstein & Borun or any of its former, present or future clients. more

Barbara Rivera
Career development 2d

I've been applying for work amd its going to be a year in July. IVE HAD ZERO LUCK. Even applied at fast food places and I still get denied.

Anyone else having this kind of luck ad can lend some guidance?

  • The Bridal Party

    1
    8h

    Do not put all your eggs in one basket. Apply for 10 jobs at a time, you'll probably get 4-5 interviews invitations. When attending interviews, do not... sound desperate. Just say you are very keen as you like the copany (and if you don't, do not accept the offer as you'll be jumping out of the frying pan into another fire). BUT make sure you tell them you have other interviews lined up and make it sound like you are in demand. I always had 5 interviews in hand and I was never desperate. Usually when I walk into an office, they won't let me out. Instead, they tell me to sit down and start work - immediately. BTW, NEVER mention you had or have any personal problems. Employers will select the one who is happy, smiley and has no problems. GOOD LUCK. more

    1

  • Michelle Bolton

    6
    1d

    What are you interested in doing? Consider who you are applying to and why. Some times we are denied because it was not meant for us. You never know... what kind of mess is going on behind the scenes. Do some research before applying and see if you could grow in any way with the company you apply to. Everything has a lesson to learn from. What would you learn from that company? How might they help you grow? I learned at Mc Donalds that I might be the first person someone sees to start their day and service with a smile 😊 was Mc Donalds thing. I also learned that people are very aggressive when they are really hungry (HANGRY)! I learned as a secretary (1st time) that I didn’t like the sound of the telephone ringing. I also learned in the Navy that orders are orders and no matter how old you are, you still need to ask permission to do some things.


    >A lot has changed and yet some things never change. Figure out what you like and want to know about. Where would your time be respected?     more

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Mia Ember


Career development 3w
At a job interview the very first question they asked me after introductions was whether I have children. I said “yes, two” and the interview ended right away. The HR person immediately told me that I wasn’t suitable for them.
I’m shocked, because my kids go to kindergarten and my mom helps take care of them when they’re sick. But I didn’t even get the chance to explain that.
Is it normal to... treat parents this way? Or are they promoting a child-free policy?

 more
3   

  • Kalyn A

    2w

    Oh wow I’m a nurse that’s discrimination I would report immediately

    1

  • Kahutia Hernandez

    3w

    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

 9h

Rocket Resume Files Antitrust Suit Against Bold, Alleging Deception and Anticompetitive Conduct by the Owner of CareerBuilder, Monster.com and dozens of other resume-builder websites


SAN FRANCISCO, April 2, 2026 /PRNewswire/ -- The company that controls dozens of nearly identical online resume-building services is part of a "widespread monopolistic scheme of deception and anticompetitive conduct" that causes job-seekers to be "systematically ripped off" and "artificially crowds out competitors" from search results, according to a lawsuit filed today by Rocket Resume, Inc.

The... suit was filed in U.S. District Court in San Jose against Bold Limited, Bold LLC, Bold Holdings LLC, and their principals, who own resume-now.com, resumegenius.com, careerbuilder.com, monster.com, and dozens of related websites.

According to the complaint, defendants have engaged in a widespread scheme of deception and anticompetitive conduct affecting over $750 million worth of commerce annually in the Online Resume-Building industry and millions of job seekers in the United States. At the center of this scheme is Defendants' complex web of sham corporate entities around the globe, with fictitious headquarters in places as diverse as Switzerland, Bermuda, and Puerto Rico. These entities operate under shared ownership and oversight, and with a shared purpose of enriching BOLD's owners at the expense of customers.

The complaint explains that when job seekers search for resume-building tools online, they are presented with many options. However, because of Bold's manipulation of Google ads and other deceptive practices, nearly all options that job seekers see are Bold's offerings.

Bold's actions create an "illusion of choice and competition," the complaint continues. The result is that "customers, Google, and regulators are led to believe the Market is competitive and fair, but it is in fact rigged."

Bold's websites entice customers with "free" resume-builders. However, after spending significant time and energy building their resumes, customers must pay a subscription fee to download the final formatted resume. Then, these entities charge 10-20 times the initial fee every four weeks and make cancellation extraordinarily difficult, according to the lawsuit.

"The result is that customers and job seekers are systematically ripped off by what appears to be a large range of online resume-building services, when in fact the choice is often Bold, Bold or Bold. This is unfair to job seekers and unfair to honest rivals like Rocket Resume," says Stephen Zimmerman, a software engineer who founded Rocket Resume in 2019.

The complaint further says that Bold has a pattern of using litigation to thwart competition. While other competitors have been squashed by such tactics and have joined Bold's web of sham companies, Rocket Resume successfully defended itself against a 2023 copyright infringement suit filed by Bold.

Bold's brands include:

* www.myperfectresume.com ("My Perfect Resume")

* www.monster.com ("Monster"),

* www.careerbuilder.com ("CareerBuilder"),

* www.zety.com ("Zety"),

* www.livecareer.com ("LiveCareer"),

* www.resumegenius.com ("Resume Genius"),

* www.resumecompanion.com ("Resume Companion"),

* www.resume-now.com ("Resume Now"),

* www.resumehelp.com ("Resume Help"),

* www.resumebuilder.com ("Resume Builder"),

* www.resumelab.com ("Resume Lab"),

* www.greatsampleresume.com ("Great Sample Resume"),

* www.buildurcv.com ("BuildUrCV"),

* www.hloom.com ("Hloom"),

* www.jobhero.com ("Job Hero"),

* www.zenresume.com ("Zen Resume", which now directs to Resume Lab).

Despite the common ownership, functionally identical services, and reliance on the same technology and content databases, these websites maintain just enough cosmetic differences to fool customers, such as color schemes, logos, and domain names.

Rocket Resume is one of Bold's last remaining rivals. It differentiates itself through its innovative online platform, which gives job applicants access to proprietary technology and tailored recommendations that help them create polished resumes optimized for widely used AI-powered screening tools.

The complaint is available at: Rocket Resume, Inc. v. BOLD Limited et al., No. 5:26-cv-02852 (N.D. Cal. 2026). more

Thomas Zejda


Career development 2d
I had a job interview for an economist role at a small company. They asked if I’d be willing to do more than what’s in the job description.
I asked how much more, and if it would help my career growth. The director and HR both said they don’t want someone so stubborn, they want loyal employees.
I didn’t get the job, and I don’t understand what I said wrong.
Thanks for your thoughts

1   

  • Djadji Sylla-Samassa

    20h

    They are looking for a slave for hire

    2

  • alfred mangula

    1d

    Some employers tend to imagine they that candidates for the interview need the employer than the employer need the employee. Both parties need each... other in equal measure. You asked a valid question because from onset you need to appreciate the scope of what your job will entail. more

    2
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Career development

 10h

Rocket Resume Files Antitrust Suit Against Bold, Alleging Deception and Anticompetitive Conduct by the Owner of CareerBuilder, Monster.com and dozens of other resume-builder websites


SAN FRANCISCO, April 2, 2026 /PRNewswire/ -- The company that controls dozens of nearly identical online resume-building services is part of a "widespread monopolistic scheme of deception and anticompetitive conduct" that causes job-seekers to be "systematically ripped off" and "artificially crowds out competitors" from search results, according to a lawsuit filed today by Rocket Resume, Inc.

The... suit was filed in U.S. District Court in San Jose against Bold Limited, Bold LLC, Bold Holdings LLC, and their principals, who own resume-now.com, resumegenius.com, careerbuilder.com, monster.com, and dozens of related websites.

According to the complaint, defendants have engaged in a widespread scheme of deception and anticompetitive conduct affecting over $750 million worth of commerce annually in the Online Resume-Building industry and millions of job seekers in the United States. At the center of this scheme is Defendants' complex web of sham corporate entities around the globe, with fictitious headquarters in places as diverse as Switzerland, Bermuda, and Puerto Rico. These entities operate under shared ownership and oversight, and with a shared purpose of enriching BOLD's owners at the expense of customers.

The complaint explains that when job seekers search for resume-building tools online, they are presented with many options. However, because of Bold's manipulation of Google ads and other deceptive practices, nearly all options that job seekers see are Bold's offerings.

Bold's actions create an "illusion of choice and competition," the complaint continues. The result is that "customers, Google, and regulators are led to believe the Market is competitive and fair, but it is in fact rigged."

Bold's websites entice customers with "free" resume-builders. However, after spending significant time and energy building their resumes, customers must pay a subscription fee to download the final formatted resume. Then, these entities charge 10-20 times the initial fee every four weeks and make cancellation extraordinarily difficult, according to the lawsuit.

"The result is that customers and job seekers are systematically ripped off by what appears to be a large range of online resume-building services, when in fact the choice is often Bold, Bold or Bold. This is unfair to job seekers and unfair to honest rivals like Rocket Resume," says Stephen Zimmerman, a software engineer who founded Rocket Resume in 2019.

The complaint further says that Bold has a pattern of using litigation to thwart competition. While other competitors have been squashed by such tactics and have joined Bold's web of sham companies, Rocket Resume successfully defended itself against a 2023 copyright infringement suit filed by Bold.

Bold's brands include:

* www.myperfectresume.com ("My Perfect Resume")

* www.monster.com ("Monster"),

* www.careerbuilder.com ("CareerBuilder"),

* www.zety.com ("Zety"),

* www.livecareer.com ("LiveCareer"),

* www.resumegenius.com ("Resume Genius"),

* www.resumecompanion.com ("Resume Companion"),

* www.resume-now.com ("Resume Now"),

* www.resumehelp.com ("Resume Help"),

* www.resumebuilder.com ("Resume Builder"),

* www.resumelab.com ("Resume Lab"),

* www.greatsampleresume.com ("Great Sample Resume"),

* www.buildurcv.com ("BuildUrCV"),

* www.hloom.com ("Hloom"),

* www.jobhero.com ("Job Hero"),

* www.zenresume.com ("Zen Resume", which now directs to Resume Lab).

Despite the common ownership, functionally identical services, and reliance on the same technology and content databases, these websites maintain just enough cosmetic differences to fool customers, such as color schemes, logos, and domain names.

Rocket Resume is one of Bold's last remaining rivals. It differentiates itself through its innovative online platform, which gives job applicants access to proprietary technology and tailored recommendations that help them create polished resumes optimized for widely used AI-powered screening tools.

The complaint is available at: Rocket Resume, Inc. v. BOLD Limited et al., No. 5:26-cv-02852 (N.D. Cal. 2026). more

Career development

 12h

Retired French Horn Wikipedia Entry


I have a well-documented career to share with the world and need it shaped into a fully compliant Wikipedia article. The subject is a retired professional French-horn player whose résumé spans leading orchestras, landmark solo performances, and pioneering collaborations that opened doors for future players in the field. What I will hand over * A detailed bio in Word format * Scanned or PDF... clippings of New York Times and other newspaper reviews (all with proper citations) * Links or images from [login to view URL] and similar archives * A concise list of major concerts, guest appearances, and the collaborations that defined the artist's legacy What I need from you * A clean, neutral-yet-engaging Wikipedia draft written in wikitext, ready to be posted * Inline citations that satisfy WP:RS and WP:VERIFY, drawing on the sources I supply * Proper layout sections (Early life, Career highlights, Major performances, Collaborations, Legacy, References) while keeping promotional language out * Adherence to notability, conflict-of-interest, and style guidelines so the page survives community review Optional but appreciated * Guidance on the best time and strategy to publish, watchlist tips, and post-launch tweaks if editors tag the page If you are experienced with classical-music biographies on Wikipedia, know your way around Template:Cite news, and can balance an encyclopedic tone with narrative flow, I look forward to working with you. more

Career development

 15h

Tech Executive LinkedIn Profile Writer


I want to overhaul my LinkedIn presence so it actively attracts new job opportunities at the senior-management level within the technology sector. My current profile reads like a static résumé; what I need is a concise, engaging narrative that highlights strategic achievements, showcases leadership impact, and weaves in tech-specific keywords without sounding forced. You will ghostwrite every... public-facing section -- headline, "About," experience summaries, skills, and featured content -- while preserving my authentic voice. I'll supply detailed career notes, performance metrics, and any supporting documents you request. The finished copy should: * Grab recruiter attention in the first two lines * Reflect a modern tech-leadership tone * Be optimized for LinkedIn's search algorithm without keyword stuffing A brief outline of your approach and one or two examples of similar C-level or VP-level profiles you've shaped will help confirm fit. Once we agree on messaging, I expect a polished draft within a week, followed by one revision round to fine-tune nuances in style or emphasis. If crafting a standout LinkedIn story for a technology executive sounds like your specialty, let's collaborate and turn my profile into a gateway for the next big leadership role. more

Amanda Wells


Career development 1d
Hi! I worked for two years as a marketplace seller and now want to work for myself. I think I can do it.
But my husband doesn’t support me and doesn’t want me to use our savings for my business. I don’t know how I can start without any money. He should understand that I need to invest first to earn later

2   

  • Katherine the goddess SQUAD

    17h

    You can do it

  • Regina Patrick

    19h

    I would encourage you to strategize and think outside the box. Find ways of doing it. It might be more difficult, but it'll actually prove more... benfitial than using your savings.  more

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Career development

 18h

Planning Interview Fraud With AI? Agentic HR Is Ready To Catch You


The future of hiring is starting to look like a performance. Across TikTok and Instagram, you must have come across short clips showing candidates quietly running AI apps that generate real-time answers during live Zoom calls. Some present themselves as clever hacks. Others double as marketing for AI job-assistant tools. The interview, long treated as a proxy for capability, is becoming... increasingly easy to simulate. The performances are fluent, convincing, and to an untrained eye, it often pass as authentic.

A Gartner survey of 3,000 job candidates found that 6% admitted to some form of interview fraud, and by 2028, the firm predicts, one in four candidate profiles globally could be fake. But the threat is no longer one-directional. The same AI-powered interview setups are now being used to target candidates themselves. Fake recruiters, synthetic job listings, and AI-mediated interview processes are being used to collect personal information, financial data and credentials.

The U.S. Justice Department reported that facilitators in the United States and Ukraine helped North Korean actors secure remote IT roles at U.S. companies using false or stolen identities. The scheme impacted more than 136 U.S. companies, generated over $2.2 million for the DPRK regime and compromised the identities of at least 18 U.S. individuals.

"Candidate fraud is becoming more widespread," Kumar Ananthanarayana, vice president and general manager of product management at Phenom, told me. "A few years ago, fraud meant an embellished résumé. Today, it's far more sophisticated." In more extreme cases, Kumar says, organized networks are creating synthetic profiles at scale, complete with digital footprints that appear legitimate across platforms.

"That's why this feels invisible," he explained. "No single signal stands out. A resume looks fine, an interview goes well and answers are technically correct. But when you connect the dots across stages, inconsistencies emerge." What companies still underestimate, he argues, is intent. "This isn't about candidates trying to look better," he says. "It's about systematically bypassing hiring filters, gaining access to sensitive roles, and operating at scale."

Likewise, Andrew Sever, CEO of identity verification company Sumsub, says the market is not simply seeing a rise in fraud volume, but a shift toward more deliberate, multi-layered attacks. "The Sophistication Shift marks a turning point, as businesses now face challenges around velocity -- how quickly they can detect threats and adapt," he says.

However, Kumar notes that while AI can generate answers, it still struggles with continuity, nuance and maintaining context over extended periods. HR-tech unicorn Phenom, valued at roughly $1.3 billion, is leveraging agentic AI that can continuously learn and adapt to emerging threats -- detecting weak points and helping companies identify interview and candidate fraud signals before things go wrong.

Balancing AI Detection With Fairness in Hiring Systems

Rather than treating fraud as a checkpoint, Phenom has built a continuous, multi-step validation system embedded across the hiring workflow. The process starts early. Cognitive and behavioral assessments establish a baseline for how candidates think -- not just what they say -- before AI augmentation can influence responses. From there, AI-led interviews adapt dynamically, with questions evolving based on candidate responses to probe for depth, context and real-world application tied to job requirements.

Agentic AI-powered integrity models run in parallel, analyzing anomalies in voice, facial signals, eye movement and response patterns. The platform looks for signs of off-screen prompting, synthetic speech or inconsistent delivery. At the final stage, a decision engine synthesizes these signals into a structured view for recruiters and hiring managers.

"Fraud is different by industry. The way it shows up in financial services is different from IT services, and different again from retail," Hari Bayireddy, co-founder and COO at Phenom, told me. "Because interviews are happening virtually, most of the process is remote. Only at the final stage do you sometimes bring people in. So the question becomes -- what signals do you use to detect risk before that?"

But the platform does not automate decisions. "The AI agents do not make a decision saying this person is a fraud. They only surface a signal that there is risk, which has to be evaluated by a human before making a final decision," says Bayireddy.

Agentic AI evaluates not just what candidates say, but how they say it. However, not every anomaly indicates fraud. Some candidates rely on assistive tools or communicate differently under pressure, making human judgment essential in interpreting these signals.

"An interview is an assessment point. The goal is to understand whether a person is qualified for the job, not to make a final judgment at that stage," says Mahe Bayireddi, CEO and co-founder of Phenom. "Can that assessment be automated? Yes, you can automate parts of it and run more assessments more frequently, but the decision still needs to remain with humans," he adds.

Mahe explained that while AI expands the scale and frequency of assessment, it does not replace accountability. That distinction, he argues, is critical. As workflows evolve, particularly in hiring, organizations must clearly define the boundary between automation and ownership.

"You have to rethink what part is handled by AI and what part is owned by humans. That balance becomes critical," he says. "In a people-centered function like HR, the stakes are high. So even if agentic AI is involved, you need to ensure that the system is used as an assistive layer, not as a final authority." In practice, that philosophy shows up in how the system surfaces risk.

Fraud signals appear directly inside recruiter workflows, categorized by severity: low, medium or high. Phenom's platform compiles these signals into a "decision brief" -- a structured summary that includes competency scores, behavioral consistency, integrity indicators and key interaction moments. Instead of raw data, hiring managers receive a narrative they can act on. In one deployment analyzing 1,300 interviews, the system identified 14 cross-identity cases -- but only two were confirmed as high-severity fraud.

"What's changed behaviorally is that fraud awareness has moved upstream. Recruiters are checking fraud signals before scheduling an interview with the hiring teams, or calling the candidate quickly to validate certain aspects of their profile before shortlisting them," says Kumar. "In terms of behavioral signals, latency patterns, eye tracking are stronger signals. We have seen some interviews with lip sync issues, which we're able to detect. Inability to go deeper when probed, or having a weaker reasoning despite strong surface answers can provide cognitive capability signals."

The Expanding Ecosystem of Hiring Fraud Detection

Phenom is not alone in building AI-driven hiring defenses. A growing ecosystem of vendors is assembling similar stacks combining interview intelligence, identity verification and behavioral analytics. But the approaches diverge. Platforms like Alex focus heavily on AI-guided interviews and real-time fraud detection, using eye-tracking and voice analysis to identify scripted or assisted responses. Sherlock AI operates as a specialized integrity layer, monitoring behavioral signals across video platforms like Zoom or Teams to detect proxy candidates or off-screen assistance.

Other vendors in the AI-proctored interview category emphasize identity verification -- using facial recognition, liveness detection and screen monitoring to confirm that the candidate is both real and present. Tools like TurboCheck shift even earlier in the funnel, flagging synthetic identities using email and phone-based verification before interviews begin. Each of these tools maps to a specific layer of the hiring process.

Phenom's core advantage lies in orchestration. The platform allows organizations to correlate identity, behavior and performance in a single system rather than across fragmented tools. Its AI-driven matching and scoring systems also surface inconsistencies earlier, reducing the likelihood that synthetic profiles advance unchecked. But when compared with specialized tools like Alex or Sherlock AI, Phenom's fraud-detection features may appear less granular or configurable. Cost and complexity also remain barriers. Phenom operates as an enterprise-grade platform, requiring significant implementation effort and ongoing configuration. For smaller organizations, point solutions may offer faster time-to-value.

The AI vs. AI Hiring Battleground

Candidates are becoming AI-augmented, employers are becoming AI-assisted and interviews are evolving into machine-observed interactions. The landscape is starting to look less like isolated fraud -- and more like a full-scale security threat.

"In some ways, it's becoming an AI versus AI battle," Kumar told me. "The industry is facing an authenticity problem. What CHROs are telling us is that confidence has broken down across the entire hiring journey -- ultimately in whether the person who gets hired can actually do the job. That breakdown has a measurable business cost, and in the most serious cases the risk extends into security and legal territory that keeps CISOs up at night."

Rajan Koo, CTO at security and behavioral intelligence platform DTEX, says while sophistication is a factor, the primary danger lies in the mass spray of AI-generated applications hitting thousands of targets simultaneously, where even a few successful fraudulent hires can compromise an entire organization.

"We're at the point where we're starting to implement and use AI to track AI. To maintain authenticity, HR and security teams must work closely together to increase the emphasis on taking approaches that center around human connection, such as meeting in person, which allows HR teams to validate a candidate and their experience," he told me.

Koo noted that nation-state threat groups, including rapidly expanding North Korean operations, ultimately funnel earnings back to Pyongyang to support DPRK weapons programs. "While these organizations are falling victim to these schemes, businesses that willfully support the avoidance of sanctions are liable -- posing a serious threat to board members and legal teams," he says. "A truly fraud-resilient hiring architecture requires a multi-layered validation process that prioritizes 'intelligence-driven' missions, even if it introduces necessary friction into the candidate experience."

In the future of hiring, as AI-powered threats continue to rise, authenticity may depend less on isolated performance and more on consistency across interactions. Identity will require continuous verification, and merit may shift from outputs to underlying capability -- how candidates arrive at answers, not just the answers themselves. more

Career development

 18h

Exploring Opportunities at the MEPS Hotel for Personal Growth and Career Development


The MEPS Hotel is more than just a place to stay; it serves as a unique venue for personal growth and career development. Situated conveniently at the intersection of leisure and opportunity, the MEPS Hotel attracts those interested not only in accommodation but in enhancing their skills and career prospects. Whether you are just starting out on your career path or seeking ways to pivot or... advance, the MEPS Hotel offers a multitude of programs and resources geared towards personal and professional development.

Understanding Opportunities at the MEPS Hotel

The MEPS Hotel is renowned for its comprehensive development programs that appeal to a wide range of individuals. It hosts workshops, seminars, and networking events that are designed to cater to both budding professionals and seasoned experts.

Participants can delve into the intricacies of career development, from refining résumés to mastering interviews. These programs often include guest speakers from various industries, offering insights into current market trends and requisite skills.

Educational Programs for Personal Growth

Beyond professional development, the MEPS Hotel places a strong emphasis on personal development. Education is a cornerstone of this strategy, with numerous learning opportunities available to guests and locals alike.

Courses on leadership, communication skills, and emotional intelligence are frequently organized to enrich the participants' personal toolboxes. By fostering a culture of continuous learning, the MEPS Hotel ensures that personal growth goes hand in hand with career progression.

The MEPS Hotel's Role in Networking

Networking can be a strategic tool in personal growth and career advancement. The MEPS Hotel often hosts networking events that facilitate connections among guests and local professionals. These events are integral in helping attendees expand their professional circles and uncover new opportunities.

Moreover, the MEPS Hotel provides mentoring opportunities, pairing guests with seasoned professionals who can offer guidance and support. These mentorship connections are invaluable as they offer personalized advice tailored to individual career trajectories.

Innovative Workshops and Training Sessions

The MEPS Hotel offers a suite of workshops and training sessions designed to equip participants with practical skills and innovative techniques. From technology-focused sessions to creative arts workshops, there is a diverse range of programs to choose from.

For those interested in advancing their technical skills, sessions on the latest software developments and technology trends are available. Creative individuals might find workshops on arts, writing, and design particularly enriching.

Benefits of Engaging with the MEPS Hotel

Engagement with the MEPS Hotel is not limited to learning and development; it also opens doors to a community that fosters growth. Participants benefit from an environment that encourages creative thinking and innovation.

The atmosphere at the MEPS Hotel is supportive and collaborative, making it an ideal place to explore new career paths and personal interests. As part of a commitment to community involvement, the hotel often collaborates with local organizations to support education and career advancement initiatives.

Plan Your Visit to the MEPS Hotel

Whether you are planning a short stay or a more extended visit, the MEPS Hotel can become a focal point for your personal and career development. The hotel's array of programs and its focus on fostering skills make it a pivotal location for those aiming to chart a new course professionally or personally.

For individuals later in their careers, the MEPS Hotel offers a plethora of resources similar to those for anyone starting fresh new career paths for women at 50. This flexibility ensures a tailored experience that meets diverse developmental needs. Interested parties can learn more by visiting our detailed guide.

Conclusion: MEPS Hotel as a Catalyst for Growth

The MEPS Hotel is committed to fostering an environment of growth and opportunity. As a hub for learning, networking, and skill enhancement, it provides invaluable resources for both personal growth and career development. Whether attending for a workshop, participating in a networking event, or seeking personal insights, the MEPS Hotel supports your journey to success.

For further understanding of educational systems and initiatives worldwide, readers may find more information on education on Wikipedia. The MEPS Hotel remains an essential destination for those eager to pursue lifelong learning and career advancement.

* The MEPS Hotel offers programs for personal and career growth.

* Educational courses focus on leadership, communication, and more.

* Networking opportunities facilitate professional connections.

* Workshops cover a range of practical and creative skills.

* A supportive environment encourages innovation and community involvement.

What types of workshops are offered at the MEPS Hotel?

The MEPS Hotel offers a range of workshops including those focused on technology skills, creative arts, leadership, and emotional intelligence.

Can I benefit from the MEPS Hotel if I am not staying there?

Yes, many of the programs and events at the MEPS Hotel are open to both guests and local participants, making them accessible to a broader audience.

How does the hotel support networking?

The hotel hosts various networking events and mentoring opportunities that connect individuals with industry professionals, offering insights and expanding professional networks.

Are the programs at the MEPS Hotel suitable for all career stages?

Yes, the MEPS Hotel provides programs suitable for different career stages, whether you're starting out, looking to pivot, or advancing further in your career.

Where can I find more information about educational systems?

You can explore more about educational systems and initiatives on this Wikipedia page. more

Career development

 18h

Ghanaian TikToker Abroad Tips shares top websites for jobs in the US


YEN Entertainment Awards 2025 is live - vote now for your favourite stars!

Abroad Tips, a Ghanaian man residing in the US, has courted attention after taking to social media to share some top websites for people looking for employment opportunities in the country.

In a TikTok video he recently shared, Abroad Tips shared a list of websites that provided several types of jobs, including remote... ones, for prospective workers in the US and other foreign countries like Ghana.

The first website mentioned by TikToker Abroad Tips was FlexJobs, a platform that offers employment opportunities for entry-level applicants without experience or a top degree.

The website also provides job opportunities for people interested in working for fully remote companies, part-time remote roles, and jobs that pay over $25.

He also mentioned CareerBuilder, a US, Europe, and Asia-based website founded in 1995 that offers employment opportunities in various sectors, including construction, data engineering, warehousing, welding, IT, nursing, and many others.

The platform also offers opportunities for people looking for remote, full-time, and entry-level jobs in several cities in the US.

Another website listed was Snagajob, an online platform for people seeking hourly jobs in the US.

The platform also provides prospective workers the opportunity to communicate with employers from various workforces.

The Ghanaian TikToker also mentioned Glassdoor, a platform that offers remote jobs and a career community for applicants.

Another top employment recruitment website listed was Indeed, a platform that acts as a search engine and aggregates millions of job opportunities from company websites, agencies, and job boards in the US and worldwide.

Monster was the sixth job search website that offers fully remote jobs and tools to help applicants prepare standard CVs.

Abroad Tips also mentioned USAJobs, the federal government's employment website that offers remote and other jobs for students, federal employees, and veterans in the US.

The TikTok video of Abroad Tips listing the top job application websites in the US is below:

"Brother giving us information everyone already knows 🥲🥲. You're a hero."

"This is a sign for me to start and to earn something to support myself. 🥰 God bless you."

In a video, Sam Charles explained the work opportunities from various sectors available for people to apply. more

Career development

 20h

How Mock Interviews Boost Job Readiness


Preparing for a job interview can feel overwhelming, especially in a highly competitive market. Practicing with mock interviews can transform apprehension into confidence by helping you refine your skills and approach. Engaging in a mock interview equips you with essential practice in realistic settings, which can make all the difference during the actual interview.

These interview simulations... are designed to mirror real scenarios, allowing you to practice responses, build confidence, and identify areas for improvement. By embracing regular mock interviews, you can not only polish your talking points but also dramatically reduce anxiety and improve overall performance, increasing your chances of interview success.

In addition to boosting preparedness, mock interviews provide a structured opportunity to get feedback, enhance communication, and test your ability to navigate difficult questions. Whether you are preparing for your first interview or making a career jump, utilizing these practice sessions is a proven way to unlock your potential.

With advances in technology, AI-powered platforms now offer even more convenient, tailored mock interview experiences, giving candidates the edge they need in today's job market. For a thorough overview of the benefits and emerging features of AI-driven interview preparation, readers can explore Forbes's advice.

Understanding Mock Interviews

A mock interview is a replicated job interview designed to give candidates experience before the actual event. These sessions closely follow the format and structure of real interviews, from the kinds of questions asked to the expectations of professionalism and how you present yourself. Mock interviews are often guided by career coaches, mentors, or increasingly, by AI-driven platforms. This form of preparation enables job seekers to become familiar with common questions and learn how to tailor their responses to highlight their strengths.

It's important to treat mock interviews as closely as possible to the real thing. This means dressing professionally, maintaining positive body language, and using clear, direct communication. Feedback from these sessions is invaluable and often identifies strengths and weaknesses that might otherwise go unnoticed. The feedback is also beneficial for tracking progress and implementing suggested improvements in subsequent interviews.

Benefits of Mock Interviews

1. Enhancing Communication Skills

One of the most significant benefits of practice interviews is the improvement in clarity and confidence when discussing your experience. By articulating your achievements, you become comfortable sharing relevant stories that demonstrate your suitability for the role. Practicing the STAR method (Situation, Task, Action, Result) is an effective way to structure answers concisely, making sure all necessary points are communicated logically. According to a Coursera article, using structured approaches leads to more impressive and memorable responses. You can read more about the STAR Method in their mock interview guide.

2. Receiving Constructive Feedback

Constructive feedback is perhaps the most direct route to growth. During a mock interview, the facilitator observes your answers, body language, and mannerisms and offers actionable advice. For example, you might learn to avoid filler words, maintain better posture, or make responses more concise. According to Indeed.com, practicing with mock interviews lets you try different answers to the same questions, ensuring you find the most effective responses. This iterative process is essential for making real progress and feeling genuinely prepared for unique or challenging questions.

3. Reducing Interview Anxiety

Interview anxiety is a common hurdle for job seekers. Engaging in regular mock interviews helps demystify the anxiety-inducing parts of the experience by building familiarity and comfort. When you know what to expect, there are fewer unknowns. This confidence allows you to focus on sharing your qualifications instead of worrying about the next question, which is essential for making a strong impression. Psychological research published by the American Psychological Association shows that preparation and repeated exposure to interview settings play a crucial role in reducing performance anxiety.

Incorporating AI in Mock Interviews

With the rise of artificial intelligence, mock interview platforms are increasingly powered by machine learning and data analytics. These modern systems can assess not only your verbal responses, but also your tone, facial expressions, and timing. The result is highly personalized feedback, delivered instantly and consistently. AI-driven interview platforms are especially helpful for practicing anytime, helping job seekers maximize preparation even with tight schedules. These solutions offer a critical advantage in a hiring environment where first impressions matter more than ever.

Practical Tips for Effective Mock Interviews

Conclusion

Mock interviews are a proven way to sharpen your communication skills, overcome anxiety, and gain valuable feedback, all of which can greatly improve your job interview performance. By leveraging technology and prioritizing practice, you make yourself a stronger candidate for any opportunity. Dedicate time to structured interview preparation using mock interviews and AI tools to increase your career readiness and your chances of interview success. more

Career development

 21h

Help your students develop their own career compass


App developers, social media managers, drone pilots, sustainability consultants, AI ethicists, cloud architects, influencers and content creators - what do all these job titles have in common? Answer: most either did not exist, or were too niche to be considered mainstream jobs, just 20 years ago. Forecasting future careers is difficult. Technological, economic, social and political impacts can... make career journeys more non-linear than ever before.

From a career practitioner point of view, equipping students with the skills needed for jobs that don't exist yet is in essence teaching them how to take ownership of their career development. To do so, we must give them the ability to identify their own career compass, and how they can skillfully navigate their career journeys in the sea of endless possibilities (and uncertainties).

Jobs are now an amalgamation of interdisciplinary skill demands, fluid boundaries and hybrid roles, shaped by technological advancement and organisational changes. In this climate, the ability to understand yourself deeply and recognise your vocational self-concept is now a crucial and valuable skill. Vocational self-concept helps individuals understand that the way they view themselves, their abilities and their values influences their career decisions. It gives them an understanding of where they may fit in the job market, and helps them develop soft skills that align with their personality.

The RIASEC model, developed by the psychologist John Holland, offers a framework that can help individuals define their vocational self-concept. Although it was developed for 20th-century needs, it is still commonly used as a strong research base in many careers assessments. It suggests that people choose careers that express their inward personalities, and identifies six personality environment types: realistic, investigative, artistic, social, enterprising and conventional (RIASEC). When your vocational personality is matched with a work environment, you experience greater satisfaction and performance in your career. This alignment is known as the "people-environment fit".

For example, an undergraduate studying IT discovered that his top three RIASEC codes were investigative, realistic and social. Under the guidance of career coaches, they defined his vocational self-concept as someone who enjoys solving problems (investigative), building working solutions (realistic) and making technology meaningful for people (social). Together, they can discover ways to best express his personality in suitable work environments, present and future, and, at the same time, hone the transferable skills that allow him to cross sectors and industries.

A person's vocational self-concept can evolve over their lifetime. Implementing an individual's evolving self-concept through work roles is a lifelong process.

The model can also be useful in cases where someone finds themselves in a job where their work environment no longer aligns with their type. For example, an art teacher, whose dominant codes are artistic and social, could tap into their core skills such as creativity, empathy and communication, and pivot into roles such as an art therapist, architect or yet-to-be created roles that combines these skills.

Instead of pigeonholing themselves into specific job roles, understanding their artistic and social personality type could widen their perspectives in considering possible career alternatives, especially when traditional jobs disappear and future jobs emerge.

At the Singapore Institute of Technology, the Centre for Career Readiness encourages students to use the free Holland assessment on its SkillsFuture portal to discover their RIASEC codes.

We also encourage them to consult their career coaches to further explore their career interests, using Holland's RIASEC, and to develop skill sets relevant to their career interests during their time at university. To further aid students in identifying core transferable skills, we developed the Industry-Ready Skills Framework, where students can use to help develop transferable skills in a structured manner. This framework helps students deepen their understanding of self and acquire skills through curricular and non-curricular activities.

On graduation, students receive a record of the transferable skills they've achieved. By integrating their RIASEC personality insights with the Industry-Ready Skills Framework, they gain clarity about how their natural inclinations align with industry needs. We hope that this will help them to intentionally chart their skills development in ways that are authentic to their personality and relevant to their career aspirations, and to be mindful, agile career artisans on their career journey.

While jobs may evolve, people's underlying personality types and their relationship to work environments are likely to persist. The RIASEC framework can be seen as a lens for fostering career adaptability, resilience and lifelong learning in one's career development - essential traits that one hopes to see in students.

In our world of work, defined by emerging technologies and higher demands for interdisciplinary fields, it can be a powerful tool to guide career exploration, advancement and adaptation. Honing the skill of constant reflection on their vocational self-concept through the RIASEC model becomes their career compass to navigate the unknown jobs of the future.

Our advice to academics or career counsellors is to make career assessment tools, such as the RIASEC profiling tool, accessible to all students at the early stages of their tertiary education. This provides students with a shared career compass "language" to begin reflecting on their vocational self-concept and whether it matches their intended career path.

Introducing this tool early in their educational journey is essential because it allows students ample opportunity to explore and develop their vocational self-concept during their time in tertiary education. Career counsellors and coaches should receive proper training and education to interpret these results, enabling them to help students identify promising career opportunities during consultations.

Natalie Feng and Randford Joseph Tay are both career educators at the Centre for Career Readiness at the Singapore Institute of Technology. more

Career development

 22h

Diverse teams start with diverse VCs, with Leah Solivan, Taskrabbit


If one thing has become clear this season, it's that finding the right talent for your team isn't as easy as picking from a pile of résumés. This week's Build Mode guest is Leah Solivan, the founder of Taskrabbit and now an early-stage investor who has seen that the power to change a homogenous startup ecosystem comes from empowering diverse VCs to fund underrepresented founders who will hire the... hidden tech talent.

From bootstrapping Taskrabbit on credit cards to scaling it into one of the defining companies of the gig economy, Leah learned firsthand that the hardest part of building a company isn't the product -- it's selecting the right people to build it.

In this episode, Isabelle Johannessen and Leah unpack what it really takes to build diverse teams from day one and why most companies get it wrong by waiting too long. They also explore how the lack of diversity in venture capital directly shapes who gets funded and, ultimately, who gets hired.

They discuss:

Apply to Startup Battlefield: We are looking for early-stage companies that have an MVP. So nominate a founder (or yourself). Be sure to say you heard about Startup Battlefield from the Build Mode podcast. Apply here.

TechCrunch Disrupt 2026: We're back for TechCrunch Disrupt on October 13 to 15 in San Francisco, where the Startup Battlefield 200 takes the stage. So if you want to cheer them on, or just network with thousands of founders, VCs, and tech enthusiasts, then grab your tickets.

Use code buildmode15 for 15% off any ticket type. more

Career development

 1d

Military Spouse Employment: Practical Strategies to Overcome Persistent Barriers


Military spouses face one of the most persistent employment gaps in the American workforce. According to data from the US Department of Labor, military spouse unemployment has hovered around 20% or higher in recent years. This far exceeds the national average, which typically falls below 5%.

An interview with Sarah Roeder, Director of Partnerships & Member Engagement at Armed Forces Mutual and a... military spouse herself, illustrates how those challenges play out in practice and how spouses can navigate them more effectively.

Frequent Moves and Structural Barriers

The most significant driver of military spouse unemployment is the Permanent Change of Station (PCS) cycle. Military families relocate every two to four years, disrupting career continuity and limiting long-term advancement. Roeder explained that frequent moves often force spouses to restart their careers repeatedly, reducing earning potential and preventing professional growth.

Research supports this dynamic. The Department of Defense found that military spouses earn significantly less than their civilian counterparts, in part due to interrupted career trajectories.

Childcare compounds the issue. Military families with young children, particularly those under age five, often struggle to secure consistent care due to waitlists and limited availability on base. The Department of Defense acknowledges that demand for child development centers (CDCs) exceeds supply, forcing many families to rely on private care.

Planning Before A PCS Move

One of Roeder's most practical recommendations is to begin the job search months before relocating. She notes that it can take roughly 19 weeks for a military spouse to secure employment after a move, meaning many families fall behind immediately if they wait until arrival.

Starting early allows spouses to research local employers, apply for roles, and conduct interviews remotely. Virtual hiring processes, which are now standard across many industries, make it possible to secure employment before physically relocating.

Another critical strategy is targeting employers already committed to hiring military spouses. The Department of Defense's Military Spouse Employment Partnership (MSEP) connects spouses with more than 500 partner employers who understand the realities of military life. These employers are more likely to accept résumé gaps and frequent moves without penalty.

Reframing Résumés and Career Gaps

Rather than viewing employment gaps as a liability, Roeder emphasizes reframing them as evidence of adaptability. Military spouses routinely integrate into new workplaces, navigate unfamiliar systems, and deliver results under constant change.

Career experts increasingly support this approach. Guidance from the Department of Labor encourages applicants to highlight transferable skills such as planning, leadership, and problem-solving rather than focusing solely on linear job history.

For military spouses, the ability to repeatedly rebuild a career in new environments can be positioned as a competitive advantage rather than a weakness.

PCS-Friendly Careers and Remote Work

Certain career paths offer greater resilience to relocation. Roeder points to project management as a particularly transferable skill set, noting that certifications such as the Project Management Professional (PMP) can open opportunities across industries.

Healthcare is another viable option, especially as states adopt interstate licensing compacts. The Department of Defense highlights that recent reforms, including the Military Spouse Licensing Relief Act, have improved license portability for professions like nursing.

Remote work has also expanded opportunities, allowing spouses to maintain continuity across moves. However, Roeder cautions that the rise of remote work has also led to increased scams targeting military spouses. The Federal Trade Commission has warned about fraudulent job postings that promise flexible, high-paying remote work but require upfront payments or personal information.

Education, Certifications, and Financial Tools

Military spouses have access to a range of underutilized resources. The My Career Advancement Account (MyCAA) program provides up to $4,000 in tuition assistance for eligible spouses pursuing certifications or associate degrees.

Free training platforms such as Google Career Certificates and Microsoft Learn also offer accessible ways to build in-demand skills without high cost.

On the financial side, Roeder highlights the importance of Spousal IRAs, which allow non-working spouses to contribute to retirement savings based on their partner's income.

Childcare and Community Solutions

Childcare remains one of the most significant barriers to employment. While CDCs and subsidized programs like Military Child Care in Your Neighborhood exist, availability remains limited.

As a result, many spouses rely on informal networks, including base community groups and word-of-mouth referrals.

Networking and Building Career Momentum

Networking often determines how quickly spouses re-enter the workforce. Roeder recommends volunteering as one of the most effective entry points into a new community. Volunteer roles can lead directly to job opportunities or help spouses identify unmet needs they can fill professionally.

Formal mentorship programs also play a critical role. Organizations like American Corporate Partners connect military spouses with experienced professionals for one-on-one career guidance.

Professional associations, particularly those tied to specific fields, can provide more targeted networking than general spouse support groups.

Correcting Employer Misconceptions

Employers often misunderstand military spouses, assuming frequent job changes reflect a lack of commitment. Roeder argues that the opposite is true: military spouses are often highly adaptable, resilient, and motivated employees.

Closing the Gap

Military spouses face structural barriers that cannot be solved by individual effort alone. Frequent relocation, childcare shortages, and licensing hurdles continue to limit employment opportunities.

At the same time, Roeder's experience highlights that strategic planning, skill development, and targeted networking can significantly improve outcomes. The broader solution will require continued policy reforms and greater employer awareness -- but spouses themselves are already demonstrating how adaptability can become a professional advantage rather than a limitation. more

Career development

 1d

Woman accidentally sends Blinkit invoice instead of CV, internet calls it 'too real'


A simple job application error turns into a viral moment, as social media users relate to the stress and self-sabotage of modern job hunting.

A job application gone wrong has struck a chord across social media after a woman accidentally attached a Blinkit invoice instead of her CV, turning a simple mistake into a widely relatable viral moment.

The woman, identified as Himanshi, shared a... screenshot of the email exchange on X (formerly Twitter). In the post, the recruiter politely pointed out that instead of her resume, she had submitted a grocery invoice. Acknowledging the error, Himanshi captioned the post, "I am my own worst enemy," capturing the self-aware humour that resonated with thousands online.

Internet finds it 'too real'

The post quickly gained traction, racking up significant views and engagement. Social media users flooded the comments section with jokes and reactions, with many calling the incident "too real" in the context of stressful job applications. Some quipped that recruiters might start assessing candidates based on their grocery choices, while others admitted they had made similar mistakes under pressure.

Humour as damage control

Leaning into the viral moment, Himanshi continued to joke about the situation, saying that while she might not land the job, she at least deserved "free condolence ice cream." Her response further amplified the post's reach, with users praising her for handling the situation with humour rather than embarrassment.

The incident highlights how small digital errors, especially in high-stakes situations like job applications, can quickly spiral into viral content. It also reflects a broader sentiment among young professionals navigating an increasingly competitive job market, where minor slip-ups often feel disproportionately significant.

At the same time, the story underscores the internet's appetite for everyday relatability, where moments of personal error, when shared candidly, often find widespread empathy and humour. more

Career development

 1d

Karla Van Winkle: From Small Town Roots to HR Leader - CEOWORLD magazine


Karla Van Winkle has built her career around one core idea -- people need to take ownership of their growth.

Today, as a Director of Talent Development in Chicago, she is not only leading HR strategy inside organizations, but also sharing her expertise publicly. From industry panels to professional development events, she is increasingly recognized as a subject matter expert in career management... and workforce development.

"I've learned that your work ethic and your ability to adapt will separate you," she says. "You can't wait for someone else to define your path."

From Small Town Start to Industry Voice

Karla's perspective comes from experience, not theory.

She grew up in Ferdinand, Indiana, where opportunities were limited. "I knew very early on that I didn't have access to the same resources as others," she says. "So I relied on my work ethic."

Her early years were shaped by responsibility -- helping on the family farm, staying active in school, and learning independence at a young age.

Those experiences built the foundation for how she approaches both leadership and career development today.

Career Transition That Shaped Her Expertise

Karla began her career in education, spending nearly two decades as a teacher and administrator.

But at age 43, she made a major shift into Human Resources.

That transition forced her to rebuild her career from the ground up. "I had to start over in many ways," she says. "I didn't have a network in HR. I had to prove myself."

She earned her SHRM-SCP and SPHR certifications and worked her way into leadership roles across multiple industries.

This career pivot is now a key part of the advice she shares publicly.

"Change is uncomfortable," she says. "But being able to navigate uncertainty is what allows you to grow."

Recognized as a Subject Matter Expert in Career Management

As her career progressed, Karla began contributing beyond her day-to-day role.

She was invited to serve as a Subject Matter Expert on Career Management at the WTS Greater Chicago panel:

"Negotiating Your Career: Salary and Beyond."

The panel brought together leaders from across industries to discuss career advancement, promotions, and workplace growth.

Karla's role focused on helping professionals understand how to manage their own development and navigate career decisions.

"People often think they need the perfect opportunity," she says. "But it's really about how you position yourself and the value you bring."

Her participation reflects a broader trend -- organizations are increasingly looking for leaders who can guide talent strategy and individual growth simultaneously.

Inside Her Approach to Talent Development

In her current role at R.M. Chin & Associates, Karla leads talent development across multiple locations.

Her work includes building career paths, improving performance management systems, and developing training programs for managers and leaders.

She focuses on practical outcomes.

One initiative improved performance review completion rates to 90%. Another enhanced onboarding experience, resulting in strong employee feedback scores.

"I measure success by the outcome and the value it brings to others," she says.

Her approach is structured but flexible. She emphasizes goal setting, continuous learning, and accountability.

What She Teaches About Career Growth

Through her speaking and leadership work, Karla consistently returns to a few key ideas.

First, effort matters.

"Rarely does anyone outwork me," she says. "That's what has separated me."

Second, setbacks are part of the process.

"I lost a position once and thought it was devastating," she says. "But I used it as fuel to get better."

Third, individuals must take ownership.

"You are the only one in control of your destiny," she says. "Don't let a lack of resources define what you can achieve."

Staying Relevant in a Changing Workforce

Karla continues to invest in her own development.

She stays current with HR trends, takes continuing education courses, and reads regularly. She often draws inspiration from outside her field.

"I read books by coaches and athletes," she says. "Their mindset helps me stay focused and disciplined."

She also applies structure to her daily work.

"I set intentions for the day and prioritize them," she says. "Then I take action."

A Growing Presence in the Industry

Karla's involvement in panels, professional organizations, and industry events signals a shift in her career.

She is not only leading within her organization -- she is contributing to broader conversations about workforce development and career strategy.

Her message is consistent.

"It's not about waiting for the right moment," she says. "It's about creating it."

Have you read?

How Fortune 500 CEOs Turn Purpose Into a Strategic Edge.

Why Your Team Is Working Weekends -- And It's Not About Performance.

AI, World Models, and Robotics: A Conversation with Megale.

The CFO Who Built Influence by Bringing Everyone to the Table.

Is Collective Grief Undermining Emotional Intelligence at Work?

Add CEOWORLD magazine as your preferred news source on Google News

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Note: The views expressed herein are those of the authors and should not be attributed to the CEOWORLD magazine, its Editorial Board, or its management. This content is for informational purposes only and does not constitute advice, and some links may be monetized. It is provided "as is," without warranties, and is based on vetted, credible third-party sources. No part may be reproduced without prior written permission.

For media queries, please contact: [email protected]. © CEOWORLD magazine LTD more

Career development

 1d

GooGoo Atkins Turns Faith Journey Into Animated Series Really, God


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* Atkins walked away from a major contract to follow a calling to create the series, facing unexpected challenges.

* The animated format allows Atkins to share personal experiences and inspire viewers to trust their faith.

* Each episode explores the idea that questioning God's plan doesn't mean He has abandoned you, but is part of the... journey.

Celebrity stylist and influencer GooGoo Atkins is known for her bold style and creative vision, but now she's adding a new role to her résumé: creator of her own animated series. During a recent appearance on Get Up Mornings with Erica Campbell, GooGoo opened up about the inspiration behind her new project, Really, God, and how her faith led her into unfamiliar territory.

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The series was born out of a major turning point in her life. GooGoo shared that she made the difficult decision to walk away from one of her biggest professional contracts after feeling led to take a leap of faith. At the time, it didn't make sense financially or professionally, but she trusted that there was a bigger purpose behind the decision.

"I walked away from my biggest contract," she explained. "And shortly after that, I felt led to write the vision and make it plain."

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What followed, however, wasn't easy. She described facing unexpected challenges and setbacks that left her questioning the process. Those moments of uncertainty became the inspiration for the series title itself.

"It was a series of moments that had me saying, 'Really, God?'" she said. "But I also knew He was preparing me for something greater."

Instead of choosing a traditional format like a podcast or live action show, GooGoo followed a different direction: animation. She admitted that creating an animated series was not something she had experience with, but she felt strongly that it was the path she was meant to take.

"I didn't know anything about producing a show," she shared. "But I kept hearing, 'You do it.' And as I moved forward, things started falling into place."

Each episode of Really, God captures relatable moments where faith is tested, especially during difficult or confusing seasons. GooGoo hopes the stories help viewers feel understood and encouraged, especially when life doesn't go according to plan.

Her message is simple but powerful: experiencing doubt doesn't mean God has abandoned you. Instead, she believes those moments are part of growth and preparation.

READ MORE STORIES ON GETUPERICA.COM:

"Just because you say 'Really, God?' doesn't mean He left you," she explained. "It just means the journey is uncomfortable, but you're not alone."

The animated series is available on YouTube, with short episodes designed to connect quickly with viewers. Each episode is paired with a podcast called The Really God Pod, where GooGoo and her co host dive deeper into the themes explored in the show.

Related Article: GooGoo's 3 Favorite Fashion Tips For The Summer [EXCLUSIVE INTERVIEW]

Related Article: GooGoo Atkins On When She Fell In Love With Herself [VIDEO]

For GooGoo, this project is about more than entertainment. It is about testimony. By sharing her personal experiences through animation, she hopes to inspire others to trust their faith, even when the path ahead feels uncertain.

As she continues expanding into new creative spaces, GooGoo Atkins is proving that stepping out on faith can lead to opportunities you never imagined.

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GooGoo Atkins Turns Faith Journey Into Animated Series Really, God was originally published on getuperica.com more