Dean Lee


Career development 19h
I used to think that when a man has a successful career, his wife would be proud and happy. But the more I work (and earn), the worse things get at home. My wife even said she might leave me if I don’t come home on time and spend more time with her and our child. What should I do? I don’t want to work less because I could lose opportunities.
2   

  • Johnny Crawley

    8m

    Lost my wife.

  • Tom Hendricks

    2h

    You’re discovering something important and painful about the human heart. You thought success at work would bring joy and security at home. You... believed that providing and achieving would make your family feel loved. But work can quietly become more than work. It can start to feel like a savior. When that happens, it takes more from you than it gives. Scripture warns that good things like career, provision, and success can become ultimate things. When they do, they demand sacrifices. Often the first to go are the relationships they were meant to serve. Right now, your wife is not just reacting to your schedule. She feels you are choosing something over your family. And in some sense, she may be right. Not because your work is bad, but because real love is spelled TIME. Your family does not just need what your work provides. They need you. more

    1
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Career development

 1h

Public Affairs and Food Brand Marketing Jobs Hiring Now


Generalists, look away! The most compelling roles on our job board right now are looking for people who already live inside their industries.

Earthjustice wants someone who can translate environmental litigation into public advocacy campaigns. Row 7 Seed Company needs a marketer who understands retail activation from the ground up. The Council on Foreign Relations is hiring a comms manager who... can pitch geopolitical analysis to producers on deadline.

These aren't "learn on the job" postings. They're bets on candidates who bring genuine domain fluency alongside their media and marketing skills. The signal is clear: employers in mission-driven and specialized sectors are prioritizing subject-matter depth over transferable marketing résumés.

One other pattern worth noting: B2B editorial leadership seems to be picking up. A multi-brand editorial director role out of New Jersey underscores that print-plus-digital portfolios still need experienced hands to manage complex production cycles. If you've been building that kind of hybrid editorial skill set, your timing is good.

Why this role matters: Earthjustice isn't just any nonprofit. It's the country's premier environmental law organization, and this strategist role sits at the intersection of litigation, lobbying, and public communications. You'd be designing and executing advocacy campaigns that directly support active legal and legislative fights. The work product here shapes national conversation on climate and environmental health policy.

Apply for the Public Affairs Campaigns Strategist role at Earthjustice

The draw here: Row 7 was co-founded by Chef Dan Barber to rethink how vegetables are bred, grown, and sold. This isn't a typical CPG marketing gig. You'd own the full customer marketing strategy across retail partners, from building sell-in decks to running in-store activations to optimizing paid media. The $90,000 to $105,000 salary range is competitive for a role that blends brand storytelling with hands-on retail execution, and the position is remote with up to 30% travel.

Apply for the Customer Marketing Manager position at Row 7

What makes this distinct: You'd be the public-facing engine behind Foreign Affairs magazine, one of the most respected publications in international policy. The role demands someone who can build comprehensive promotion plans for six annual issue launches, pitch essays to reporters and producers during breaking geopolitical news, and cultivate a deep network of media contacts across traditional and emerging platforms. This is earned media strategy at the highest level of policy discourse.

Apply for the Foreign Affairs Communications Manager role

The opportunity: This is a genuinely rare posting. Managing editorial direction across three B2B media brands, spanning print, digital, events, and newsletters, requires a specific kind of editorial leader who can operate at both the strategic calendar level and the daily CMS grind. The role includes overseeing four print issues per year alongside daily web publishing through WordPress, plus managing freelance writers and industry contributors. If you've spent years juggling multi-platform editorial operations, this was written for you.

Apply for the Editorial Director position

If you're applying to specialized roles like the ones above, your cover letter needs to demonstrate domain knowledge within the first two sentences. Generic marketing credentials won't cut it when Earthjustice wants someone who understands advocacy campaign architecture or when the Council on Foreign Relations needs a comms manager who already knows the foreign policy media landscape.

Before you apply, spend a few minutes reading the organization's recent output. Reference something specific. Show that you already think like an insider, because that's exactly what these employers are hiring for.

Beyond Mediabistro, here are a few other roles in the creative leadership landscape.

A fully remote freelance CD role paying $100K to $125K annually, spanning both AI and traditional creative. Freelance creative direction at this compensation level signals that agencies are building flexible senior talent benches rather than committing to full-time headcount. Apply for the Freelance Creative Director role at Bespoke Digital

Accenture is hiring a creative director focused specifically on AI-driven video, a role category that barely existed eighteen months ago. Worth watching as a bellwether for how consultancies are integrating generative AI into client-facing creative work. Apply for the AI Video Creative Director role at Accenture

Healthcare agency creative leadership at the VP level, with a listed range of $200K to $210K in Santa Monica. Healthcare marketing continues to command premium salaries for senior creative talent, especially as pharma and biotech brands increase their consumer-facing storytelling investments. Apply for the VP Creative Director role more

Career development

 1h

San Francisco's Luna: What The Digital Boss Experiment Shows About AI


What could an AI do if you told it to open a brick-and-mortar store with $100,000 and hire the staff to run it? If you have not heard about Luna yet, you are going to, because it is one of the clearest real-world examples of what a digital boss can look like. Luna, also my Labrador's name by the way, is an AI agent that was given real money to run a small retail store in San Francisco, which meant... it handled inventory, pricing, and most interesting of all, hiring. This was not a simulation but a real environment with real people and real consequences. What made this experiment stand out is that Luna was acting like a manager by reviewing candidates, making hiring decisions, and trying to manage staffing without a human stepping in at every turn, and while that sounds impressive, it also created problems with its decisions.

What The Digital Boss Actually Did In The Luna Experiment

When you picture a digital boss, it is easy to assume it would be highly accurate, consistent, and maybe even better than a human at removing bias, and that is part of the appeal for many organizations. The Luna experiment gave a clearer picture of what actually happens when those assumptions meet reality in a working environment.

Luna could process résumés quickly, filter candidates based on specific criteria, and respond instantly, which on the surface looks like an upgrade from the slow and often inconsistent hiring processes people complain about. That kind of speed and efficiency is exactly what companies have been hoping for with AI in hiring. It creates the impression that decisions will be cleaner and easier.

The problem was the decisions were tied tightly to whatever criteria the system was given. If a candidate did not match what the system expected, they were out, and there was little room for anything that did not fit neatly into the inputs. There was no moment where someone paused and said this person might not fit the exact criteria.

It also struggled with things that sound simple, like scheduling shifts and adjusting when something unexpected happened during the day. In one case, it even tried to hire someone in another country because it could not properly handle a simple dropdown menu, which is the kind of mistake a human would catch almost immediately. When those issues came up, it did not always recover smoothly, and instead of solving the problem it sometimes created more work for the people around it.

How Soon Will You Have A Digital Boss At Work

This is the part that makes people uncomfortable because the Luna experiment is already happening in smaller ways across many organizations. You may not have a system called a digital boss, but pieces of that role are already being handled by technology. That shift is gradual, which is why many people do not notice it right away.

Many companies are already using systems that screen résumés, rank candidates, and suggest who should move forward in the hiring process, which means decisions are already being influenced before a human steps in. Some tools are assigning tasks, monitoring performance, and even deciding how work gets distributed across teams. The title of manager may still belong to a person, but parts of that role are already being handled by systems in the background.

Where The Digital Boss Starts To Break Down

A human manager might make a bad hiring decision, but they can reflect on it, ask what they missed, and adjust how they evaluate the next person they meet. That learning loop improves judgment over time and helps people get better at making decisions. It is not perfect, but it evolves.

A digital boss does not naturally do that unless someone builds that process in, which means it follows patterns based on what it has been trained to do. If those patterns are off, the system can repeat the same type of mistake over and over without realizing it. That repetition is what can create larger problems.

You also run into the problem of confidence, because AI often sounds certain even when it is not fully right, and that makes it harder for people to question decisions. If a system rejects a candidate, many people will assume it must have seen something they did not. That assumption can prevent useful conversations from happening.

What You Need To Pay Attention To As The Digital Boss Expands

The Luna experiment exposes something that is easy to overlook when people get excited about new technology. Systems can move faster than your ability to question what they are doing. If systems are making more decisions, the role of humans shifts to evaluating the outcome. That requires a different kind of thinking that focuses on understanding decisions rather than just completing work. It is a change that many people are still adjusting to.

You need to ask better questions, such as why a candidate was rejected, what criteria drove that decision, and what might have been missed in the process. If you do not ask those questions, you end up accepting whatever the system produces without really understanding it. That can lead to problems that could have been avoided.

There is also a need to make your own thinking visible, because if you disagree with a system you have to explain why and what you would do differently. That forces you to be clear about how you make decisions, not just what decision you make. It raises the level of thinking required in the role.

The people who will do well in this environment are the ones who stay engaged with the process and do not assume the system is always right. They use it as input rather than as the final answer and remain willing to question it when needed.

Why The Digital Boss Is Closer Than You Think

The Luna experiment is a signal of where things are heading as more organizations explore how far they can push these systems, and the idea of a digital boss is already taking shape even if it does not have that title yet in most companies. You will start to see more systems making decisions that used to belong to people, and some of those decisions will be helpful while others won't, which puts more responsibility on you to stay involved and question what you see. The speed and confidence of these systems can make decisions look right, so the advantage goes to the people who slow down just enough to look deeper and understand what is actually happening underneath. more

Career development

 4h

ACT Nyoloha Scholarship Programme | Nasi Ispani


The Nyoloha Scholarship offers young South African creatives a chance to study arts at tertiary level. It combines funding, mentorship, and industry exposure to build sustainable careers.

The ACT Nyoloha Scholarship is led by the Arts & Culture Trust (ACT), with support from Nedbank, Sun International, and MTN South Africa. It focuses on developing future talent in the creative economy.

What Is... the ACT Nyoloha Scholarship Programme?

The ACT Nyoloha Scholarship Programme is an undergraduate initiative for school leavers. It supports studies in performing, visual, and digital arts.

"Nyoloha" means rise in Sesotho. The programme reflects this by helping young artists grow professionally.

Participants benefit from:

* Mentorship and workshops

* Industry exposure through showcases

* Career development opportunities

Programme Highlights

The Nyoloha Scholarship goes beyond funding. It prepares students for real careers.

Key Features

* Talent identification through auditions and portfolios

* Three months of mentorship with industry professionals

* Skills-based workshops

* Final exhibition or performance showcase

* Two full scholarships awarded annually

* Access to an alumni network

Fields Covered by the Nyoloha Scholarship

The ACT Nyoloha Scholarship supports undergraduate studies in:

Performing Arts

* Singing

* Dance

* Acting

Visual and Digital Arts

* Fine arts

* Digital design

* Creative media

Applicants must apply in one discipline only.

What Does the Nyoloha Scholarship Cover?

The Nyoloha Scholarship provides focused academic funding.

Scholarship Value

* Up to R300 000 per student

* Only 2 full scholarships available

Covered Costs

* Registration fees

* Tuition fees

* Study materials (up to R5 000 per year)

Not Covered

* Accommodation

* Transport

* Living expenses

Applicants may apply for additional funding to cover these costs.

Eligibility Requirements for the Nyoloha Scholarship

To qualify for the ACT Nyoloha Scholarship, you must:

* Be a South African citizen

* Be aged 17-25 years

* Be in Grade 12 or have university exemption

* Plan to study in 2027

* Show financial need

* Not be registered for 2026 tertiary studies

* Not have an existing arts qualification

* Not be a professional artist

* Not be a 2024 or 2025 participant or finalist

* Be able to commit to the 6-month programme

How to Apply for the ACT Nyoloha Scholarship

Follow these steps to apply for the Nyoloha Scholarship:

Step 1: Complete the Online Application

Step 2: Submit Required Documents

Upload the following:

* Certified ID copy (front and back)

* Latest academic results

* Head-and-shoulders photo

* Signed consent form

* Financial assessment form

Step 3: Submit Your Work

Performing Arts

* Submit a 2-minute audition video (singing, dance, or acting)

Visual/Digital Arts

* Submit portfolio images of original work

Incomplete applications will be disqualified.

Download Application Documents

Before applying, download and review all required documents:

* Download Consent Form

* Download Guidelines Doc

* Financial Assessment Form

* Recommended Tertiary List

* Download Monologues

* Apply Now

Selection Process

The ACT Nyoloha Scholarship selection process includes:

* Application review

* Shortlisting and training phase

* Mentorship and workshops

* Final showcase or exhibition

* Selection of winners based on performance

Impact of the Programme

The programme has delivered strong results:

* 8 scholarships awarded since 2022

* 257 young creatives trained

* 30+ alumni placed in paid opportunities

* 100+ jobs created across the arts sector

Important Dates

* Applications Close: 27 April 2026

* Applications close in a limited time, so apply early

FAQs About the ACT Nyoloha Scholarship

The ACT Nyoloha Scholarship offers more than funding. It provides mentorship, exposure, and career pathways.

If you meet the requirements, apply before 27 April 2026. more

Career development

 4h

Driving success through learning: Templates for employee development plans


In the world of HR, employee development is more than just a simple buzzword.

Being able to help your people grow in their roles and reach their full potential is essential to any HR professional's role.

Proper development helps with a wide range of things, such as bolstering job satisfaction, enhancing employee retention, or even boosting productivity.

Well-designed employee development plans... can be the bedrock of your team's career growth. And in the long run, they can truly become the driving force behind your company's success.

In this guide, we offer insights into creating an effective employee development plan, highlighting its importance, the process involved, and the steps needed to turn your plan into a reality. Plus, we'll give you a customizable free employee development plan template to help kick-start your team's growth paths.

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Think of an employee development plan as a strategic roadmap that's tailored to help your people grow professionally within their roles.

The plan will outline each of your team member's specific, personalized goals, the skills they need to develop, and clear steps to support both their personal and career development.

Essentially, employee development plans are a way to support the continuous growth of your people -- helping to build the future success of your organization through well-rounded, multifaceted team members.

There are a number of key elements that make up an employee development plan. A typical structure will go something like this:

An employee development plan, or EDP, is a strategic document outlining your team member's career development.

EDPs are vital for several reasons:

Crafting an effective employee development plan requires a tailored approach that includes carefully evaluating your individual team members' goals, strengths, and specific areas for improvement.

The process of creating and carrying out an EDP is a collaborative effort. It works best with the full involvement and commitment of team members, leaders, and management.

Here is a step-by-step guide to curating an effective employee development plan:

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Creating an employee development plan from scratch can seem daunting. That's why we've put together a template that can act as a framework for you to start building your own personalized development plans.

An employee development plan template gives you a robust structural framework for creating individualized plans for each team member. It can provide the spark of inspiration you need to develop programs that perfectly match both your team and organization.

Here's our comprehensive template to help you get started:

It's important to remember that employee development plans aren't one-size-fits-all. They work best when they're tailored to each team member, right down to their individual personal and professional aspirations.

While the main skeleton of the plan can be the same or similar across the board, consider tailoring things such as:

Future career paths. Consider tweaking EDPs based on the long-term aspirations of each team member and how their roles can evolve within your company -- allowing people to see a tailored view of how they can grow and progress over time.

To give you a better understanding of the structure and content of an effective employee development plan, here are five hypothetical employee development plan examples of what a filled-out plan might look like:

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Creating your employee development plans is a vital first step, but the journey doesn't stop there. The next challenge is implementing your plans and enabling actual progress and change within your team.

Here are some detailed steps to help bring your EDPs into reality:

Modern HR tech has revolutionized the way that organizations can create, track, support, and refine their employee development plans. With the help of these tools, creating your EDPs can become a seamless, data-driven process.

Here are four key benefits of integrating HR tech into your development planning:

To make sure your employee development plans deliver what you planned, it's important to continually measure their effectiveness. Here are three key points to consider when evaluating the success of your EDPs:

Employee development plans are a powerful tool that can drive individual growth, the employee experience, and organizational success.

By investing time, care, and resources in your team's development, you're nurturing your most valuable asset,your people. And when your people shine, your organization shines too.

Use our free templates to jump-start your own employee development plans -- helping you, your organization, and your team pave the way for a brighter, more productive future. more

Career development

 5h

STATE OF WISCONSIN CIRCUIT COU...


STATE OF WISCONSIN CIRCUIT COURT

ROCK COUNTY

CORY C. ZOELLICK and ASHLEY M. ZOELLICK,

 Plaintiffs,

SPACESAVER CORPORATION,

 Involuntary Plaintiff,

  v.

ALLSTATE PROPERTY AND CASUALTY INSURANCE COMPANY and ROBERT M. MURRAY,

 Defendants.

Case Number: 2025 CV 379

Code Number: 30101

Personal Injury â€" AutoÂ

40 DAY SUMMONS FOR PUBLICATION

THE STATE OF WISCONSIN

To the following... Defendant, Robert M. Murray:

 You are hereby notified that the Plaintiffs named above have filed a lawsuit or other legal action against you. Within 40 days after, April 15, 2026, you must respond with a written demand for a copy of the Complaint. The demand must be sent or delivered to the Court whose address is:

     Clerk of Circuit Court

     Rock County Courthouse

     51 S. Main Street

     Janesville, WI 53545

     www.wicourts.gov

and to Attorneys Steven T. Caya, Evan B. Tenebruso and John P. Caucutt, Plaintiffs’ attorneys, whose address is:

     Nowlan Law LLP

     100 S. Main Street

     P.O. Box 8100

     Janesville, WI 53547-8100

You may have an attorney help or represent you.

 If you do not demand a copy of the Complaint within 40 days, the Court may grant judgment against you for the award of money or other legal action requested in the Complaint, and you may lose your right to object to anything that is or may be incorrect in the Complaint. A judgment may be enforceable as provided by law. A judgment awarding money may become a lien against any real estate you own now or in the future, and may also be enforced by garnishment or seizure of property. If you require the assistance of auxiliary aids or services because of a disability, please call 608-743-2200.

 Dated this 13th day of April, 2026.

    By: /s/ Electronically signed by John P. Caucutt

          John P. Caucutt, State Bar No. 1130671

          Steven T. Caya, State Bar No. 1019596

          Evan B. Tenebruso, State Bar No. 1085063

             NOWLAN LAW LLP

             100 S. Main Street; P.O. Box 8100

             Janesville, WI 53547-8100

             Ph: (608) 755-8100; Fax: (608) 755-8110

             Attorneys for Plaintiffs

Published in Daily Herald April 15, 22, 29, 2026 (328610), posted 04/15/2026 more

Anonymous member


Career development 1w
Hi! I work in an all-women team and no one has a car. My husband picks me up every day and my coworkers often ask for a ride too. They got used to it and if I say no, they get upset. But I’m tired of driving everyone home. How can I stop this without arguments? Thanks

1   

  • Slavica Visintin

    7h

    ask them 4 a contribution of Your husbands fluells 'cose he has to ride them all and you are not a taxy !

  • Donna Lipoma-Vanderbeck

    1d

    Ask them for gas money. A $1 per day sounds reasonable.

    1
Load more...

Emil Kaminsky


Career development 3d
Hi! Need some advice. There’s a woman in my team who has a difficult life situation - she has two kids and takes care of her elderly mother. She often makes mistakes in her reports. I’ve been quietly fixing them and not criticizing her.
But lately I’ve been thinking about replacing her with someone who makes fewer mistakes. I know this would really upset her.
What would you do in my place?

1   

  • Moses Bol Alier Pach

    8h

    From the context that " experience is the best teacher" personal call her and have a close door meeting with however before revealing out the reason... you called her, preliminarily have some discussions regarding her situations in order to calm her,this would make us consider you as one of the close co_workers and will certainly gain trust from you. Later inform her about the meeting .
    Don't forget that she is capable that's why you employed her first however the dramas she is going through are the one causing the mess
     more

  • Louis Nagali

    10h

    The best solution is to engage a career Coach and I believe the solution to the problems would be dealt with professionally

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Career development

 13h

April 15, 2026, Birthday Forecast: Discover what the next 12 months hold for you


Happy Birthday! Your birth date has brought you here, so let us take a deep look into what your numbers hold for you in the upcoming 12 months. For the next 12 months, you will be under the influence of Number 2, which is ruled by Moon Dev. Let us explore what this period has in store for you. For people born on 15 April, the period from April 2026 to April 2027 may bring a phase where career... development progresses through steady work, gradual recognition, and occasional turning points. Even if results are not immediately visible, your consistent efforts during this time may quietly strengthen your professional foundation and enhance your credibility with colleagues or superiors. Maintaining confidence and staying open to learning will help you navigate this phase. Professional relationships may also play a significant role this year. For people born on 15 April, this phase may encourage greater awareness of the emotional needs of those close to you. For those in committed relationships, this period supports cooperation, planning, and mutual understanding. Rather than sudden or dramatic changes, relationships may grow slowly and organically. Taking time to understand others' intentions and personalities can help build stronger and more meaningful connections. Family relationships may also gain importance during this cycle. For people born on 15 April, mental and emotional well-being may take center stage during this period. Taking short breaks from demanding schedules can be beneficial. Creating moments of calm and stillness in daily life may gradually strengthen both mental resilience and physical health. Even small, consistent lifestyle changes can lead to noticeable improvements in stamina and overall vitality. For people born on 15 April, the middle phase of this cycle may bring an increase in travel. Unexpected invitations, professional assignments, or collaborative opportunities may require frequent movement. Short-distance journeys could become more common, often arising at short notice. While these travels may occasionally disrupt routines, they can also help you build valuable connections and gain enriching experiences. Trips with family, close friends, or loved ones may bring warmth and cherished memories. more

AJ Rosso


Career development 2w
Did I do something wrong by asking my boss for a raise? I’ve been doing the whole project alone for two months since my coworker left. But instead of answering, my boss said I should just be grateful to work in such a nice team. He even said my questions could hurt trust in the company. Should I tell him I might quit so he’ll think about raising my salary?

3   

  • Sherri Gibson

    15h

    You are way more marketable when you have a job. Better negotiations are afforded. It is too early in the project, but stick with it and give it... your all so you can reach success. Never let anyone have access to your power. Once the project is done, start your search and leave if you find something more fulfilling. more

  • Veronica Diko

    1d

    Please don't quit just yet, its too early to make such a decision considering it has only been two months. Exercise patience and complete the project... as you look for other better opportunities elsewhere if your effort is not being recognized. more

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Career development

 21h

Wild way Gen Z boss is hiring for jobs paying up to $300,000: 'How it used to be'


Kyle Hunt, CEO of healthcare consultancy HCPA, has announced 'walk-in interviews' which will offer on-the-spot job opportunities for prospective employees.

An Aussie Gen Z boss who went viral for giving staff perks like Mecca shopping sprees and free fuel vouchers has now revealed the unusual way he will be hiring dozens of new employees. The jobs are paying up to $300,000 a year, and people will... have just 60 seconds to prove themselves, he says.

Kyle Hunt is the 27-year-old CEO of Health Care Providers Association (HCPA), a Melbourne-based healthcare consulting firm. He is hiring 35 roles in sales, tech, healthcare and HR and has received more than 6,000 résumés for the jobs, which his team physically can't wade through.

"A lot of people want a role here and I want to hire a lot of people," Hunt told Yahoo Finance.

Candidates will arrive with a résumé and do a "walk-in interview" where they are given 60 seconds to pitch themselves - almost like a mix of speed dating and an episode of Shark Tank.

"Everyone gets heard rather than their resume being missed. And if we love them, we'll interview them then and there and hire them if they're the right fit," Hunt explained.

"That way, in a day, we could probably knock out a lot of these roles and people get the opportunity to even come in and pitch us."

Do you have a story to share? Contact tamika.seeto@yahooinc.com

Hunt said a CV was only a small part of who someone was, so he hopes allowing people to come in and express who they are face-to-face will be more valuable.

"Think of it like an in-real-life résumé where it's them, it's not just some words on the paper," Hunt said.

The initiative reflects his own unconventional path to success. Hunt was raised in foster care and lived with more than 30 families by the age of 16.

He started HCPA when he was just 19 and had no prior experience in the corporate world. He now has around 130 employees.

While the perks on offer for staff are one big drawcard for potential employees, Hunt said another component is the career progression.

"People are getting management positions in months rather than years. People are going to director positions in a year rather than over a decade," he claimed to Yahoo Finance.

"Being able to bring people along a very fast-paced mission, is what people want as well. Rather than gifts here and there, it's actually a bit of purpose and extreme career progression." more

Career development

 22h

Wild way Gen Z boss is hiring for jobs paying up to $300,000: 'How it used to be'


Kyle Hunt, CEO of healthcare consultancy HCPA, has announced 'walk-in interviews' which will offer on-the-spot job opportunities for prospective employees.

An Aussie Gen Z boss who went viral for giving staff perks like Mecca shopping sprees and free fuel vouchers has now revealed the unusual way he will be hiring dozens of new employees. The jobs are paying up to $300,000 a year, and people will... have just 60 seconds to prove themselves, he says.

Kyle Hunt is the 27-year-old CEO of Health Care Providers Association (HCPA), a Melbourne-based healthcare consulting firm. He is hiring 35 roles in sales, tech, healthcare and HR and has received more than 6,000 résumés for the jobs, which his team physically can't wade through.

"A lot of people want a role here and I want to hire a lot of people," Hunt told Yahoo Finance.

Candidates will arrive with a résumé and do a "walk-in interview" where they are given 60 seconds to pitch themselves - almost like a mix of speed dating and an episode of Shark Tank.

"Everyone gets heard rather than their resume being missed. And if we love them, we'll interview them then and there and hire them if they're the right fit," Hunt explained.

"That way, in a day, we could probably knock out a lot of these roles and people get the opportunity to even come in and pitch us."

Do you have a story to share? Contact tamika.seeto@yahooinc.com

Hunt said a CV was only a small part of who someone was, so he hopes allowing people to come in and express who they are face-to-face will be more valuable.

"Think of it like an in-real-life résumé where it's them, it's not just some words on the paper," Hunt said.

The initiative reflects his own unconventional path to success. Hunt was raised in foster care and lived with more than 30 families by the age of 16.

He started HCPA when he was just 19 and had no prior experience in the corporate world. He now has around 130 employees.

While the perks on offer for staff are one big drawcard for potential employees, Hunt said another component is the career progression.

"People are getting management positions in months rather than years. People are going to director positions in a year rather than over a decade," he claimed to Yahoo Finance.

"Being able to bring people along a very fast-paced mission, is what people want as well. Rather than gifts here and there, it's actually a bit of purpose and extreme career progression." more

SAJJABI BENJAMIN
Career development 4d
i just want to branch after my sernior four this year but it is hard to choose a course to do
1   

  • kato harlod

    1d

    What do you want to be or become.
    Voccational courses are far much better than proffessional courses these days. take your time.
    Email me and I will... let you know the way forward
    katoharlod@gmail.com      more

Career development

 1d

The rise of the generalist - Silicon Canals


According to the World Economic Forum, 39% of core skills will change by 2030. Nearly half of what employers value today will be outdated within a few years. And the fastest-rising skills after AI literacy aren't specialist credentials -- they're creative thinking, resilience, flexibility, curiosity, and lifelong learning. Generalist instincts, in other words. The kind of traits you develop by... moving across fields, not by drilling deeper into one.

I read that and felt something click. Because I've been a finance guy, a teacher, a manager, a founder, and a writer. For most of my career, that looked like a scattered résumé -- the kind that makes recruiters raise an eyebrow and politely ask, "So... what exactly do you do?"

That résumé doesn't look so scattered anymore.

Something has shifted. The thing that can specialize better than any human has arrived. AI can code, diagnose, draft, and analyze, all faster and cheaper than a person working in a single lane.

So the question isn't who knows the most about one thing anymore. It's who can think across many things.

That's the generalist. And it seems their moment has come.

The World Economic Forum's Future of Jobs Report 2025 paints a pretty clear picture. It found that 39% of core skills will change by 2030. That's not a small shift. That's nearly half of what employers value today becoming outdated within a few years.

And what are the fastest-rising skills after AI literacy? Creative thinking, resilience, flexibility, curiosity, and lifelong learning. Those aren't specialist credentials. They're generalist instincts. They're the kind of traits you develop by moving across fields, not by drilling deeper into one.

The same report estimates that 92 million jobs will be displaced by 2030, while 170 million new ones will be created. The ones disappearing are narrow and routine. The ones emerging reward exactly what AI can't replicate: synthesis, adaptability, and the ability to connect dots across disciplines. I think about this a lot. When I was crunching numbers in finance, I never imagined I'd end up in a classroom teaching English. And when I was teaching, I certainly didn't picture myself writing articles like this one. But each of those shifts forced me to develop new skills, new ways of thinking, and new ways of communicating with completely different audiences. That's the pattern the data keeps pointing to -- range isn't a liability, it's preparation. The people who move laterally aren't losing ground. They're building the exact kind of cognitive flexibility that a rapidly shifting economy demands. And the more AI narrows the value of deep-but-rigid expertise, the more that flexibility starts to look like the real competitive advantage.

Here's something that might surprise you. When Harvard researchers studied who solved the toughest problems, they found that the further a solver's background was from the problem's domain, the more likely they were to crack it.

Let that sink in for a second.

The people who knew the least about the specific field were the ones most likely to find a breakthrough solution. Not because they were smarter, but because they saw the problem differently. They weren't trapped by the assumptions that come with years of deep specialization.

In a world being reshaped by AI every few months, might the most dangerous thing you can be is someone who only knows one thing deeply and can't let go of it?

If the generalist advantage were just an interesting theory, that would be one thing. But it shows up in the data on the most successful people in the world.

A landmark study of every Nobel laureate from 1901 to 2008 found that prize winners were around "nine times more likely to have training in crafts such as wood- and metalworking or fine arts than the typical scientist". These are the best scientists on the planet, and what set them apart wasn't just their science. It was their range.

They didn't succeed despite their breadth. They succeeded because of it.

Steve Jobs understood this well. In his famous Stanford commencement speech, he talked about how you can only connect the dots looking backward. A calligraphy class he took seemed pointless at the time, but years later it shaped the beautiful typography of the Mac. He couldn't have planned that. But it happened because he had range, not because he stayed in one lane.

And this isn't just about outliers. Author of Range, David Epstein has noted that LinkedIn data on half a million members suggests that one of the strongest predictors of reaching an executive role was the number of different job functions someone had worked across. Not depth in one lane. Breadth across many.

That finding hit home for me. I used to look at my career history and see a series of restarts. Finance to teaching. Teaching to management. Management to founding something of my own. Founding to writing. Each time, I felt like I was starting from scratch, losing the progress I'd made in the previous chapter.

But maybe I wasn't losing anything. Maybe, I was accumulating range.

If you've ever felt like your résumé is too scattered, like you should have just picked one thing and stuck with it, I get it. I felt that way for years. But the evidence is clear: the people who move across fields, who cultivate curiosity over credentials, and who see the world through more than one lens are the ones best equipped for what's coming. more

Career development

 1d

Why Am I Not Hearing Back from Jobs? The Truth About ATS Filters and Employer Ghosting in 2026


The most frustrating part of job hunting in 2026 is not rejection, it is silence.

You tailor your resume, write the cover letter and submit the application. Then nothing happens.

No response can mean several different things: your resume failed an ATS screen, a recruiter never reached your application, the role was overwhelmed with applicants, or the company simply ghosted.

Ghosting is becoming... more common, not less. More than half of job seekers reported being ghosted in the last year alone.

This guide explains where applications actually go after you hit submit and how to improve your chances of hearing back.

Before we talk about ATS, let's start with the most uncomfortable truth.

In 2024, employers received an average of 180 applicants for every hire they made, based on an analysis of over 10 million job applications at 60,000+ small businesses. At larger companies and for remote roles, that number climbs far higher. Entry-level and customer service roles average 400-600 applicants. Remote tech and support jobs often exceed 1,000 applicants in the first week. Software engineering roles can hit 2,000+ before screening begins.

That is not a typo. Two thousand resumes, one job opening.

Recruiters are not ignoring you personally, they are drowning. Internal Greenhouse data shows that recruiter workload increased by 26% in the past quarter alone, partly because AI tools have made it easier than ever for candidates to apply for jobs, with 38% of job seekers mass-applying to roles.

When a single recruiter manages 50 open roles and hundreds of daily applications, something has to give. What gives is communication. In a survey of 1,024 candidates, the top reason for ghosting was "after submitting my application" (28%), followed by "after one interview" (20%) and "after an initial phone screen" (16%).

This means most ghosting happens right at the point where your resume hits the inbox, before you ever speak to anyone. Your application disappears into what job seekers call "the black hole."

Here is where a lot of job seekers get the wrong idea.

The popular claim that "75% of resumes are automatically rejected by ATS before a human ever sees them" is widely repeated on LinkedIn and TikTok. But this statistic traces back to a defunct company that has not been in business since 2013, and it has been professionally debunked by HR experts and consultants.

The truth is more nuanced and actually more useful to understand.

An Applicant Tracking System is software that helps companies organize and manage large numbers of applications. ATS platforms allow recruiters to filter for certain candidates (such as those with 2+ years of experience), score candidates based on set criteria, and track the progress of applicants through the hiring process.

Nearly 98% of Fortune 500 companies use ATS platforms as part of their recruiting process. But here is the part that matters for you as a job seeker.

A 2025 study by Enhancv interviewed 25 U.S. based recruiters across industries and found that 92% confirmed their ATS platforms do not auto-reject resumes based on formatting, design, or content. Only 8% said their system was configured to automatically reject resumes based on content or match scores.

While 44% of systems offer AI "fit scores," 56% of recruiters either disable the feature or disregard it. Only 8% use it as a hard filter.

So ATS is not the mechanical gatekeeper most people imagine. It does not scan your resume, award you a score of 47 out of 100, and automatically dump you in the trash.

There are two real ATS-related ways your application disappears.

This is the real ATS problem, not auto-rejection or invisibility.

Imagine a recruiter opening Workday or Greenhouse and typing "project manager PMP agile" into the search bar. If your resume says "led cross-functional teams using iterative delivery methods" instead of "PMP-certified project manager with agile experience," you will not appear in results.

ATS systems do not always recognize synonyms, abbreviations, or alternative wording. If your resume says "Adobe Creative Cloud" but the job description says "Adobe Creative Suite," your resume might not appear in search results, even though you have the exact skill set they want.

This is why tailoring your resume to each job posting is not optional, it is the baseline.

Here is a reason you may be getting no response that has nothing to do with your resume at all.

About 81% of recruiters said their employer posts "ghost jobs", roles that either do not exist or have already been filled.

Why? About 38% of recruiters reported posting fake positions to maintain a presence on job boards when they are not actively hiring, 36% did so to assess the effectiveness of their job postings, and 26% hoped to gain insight into the job market and competitors.

Greenhouse data shows that in any given quarter, 18-22% of the jobs posted on their platform are classified as ghost jobs.

If you are applying to a ghost job, no amount of resume optimization will get you a response.

According to Jobright analysis of 4.4 million job applications:

If you see these patterns, move on quickly. Do not invest hours customizing your application.

Even a perfectly optimized resume gets buried if it arrives too late.

52% of recruiters say applying within the first 48-72 hours significantly boosts visibility, as many pause postings or fill shortlists early.

Most job seekers wait. They see a posting, they think about it, they spend two days perfecting their resume, and then they submit. By then, the recruiter has already shortlisted their first 20-30 candidates and is not reviewing new applications with the same attention.

Speed does not mean carelessness. It means having a strong, tailored resume ready to go so you can apply fast.

Here is the frustrating math of the modern job search.

Research shows many job seekers submit anywhere from 32 to over 200 applications before receiving an offer, with most online applications resulting in a 0.1%-2% success rate.

You need volume. But you also need tailoring. Sending the same generic resume 200 times is not a strategy, it just generates 200 rejections faster.

And yet, spending 30-45 minutes tailoring your resume and cover letter for every application is not sustainable either. The average active job seeker cannot realistically customize 100 applications at that rate without burning out.

This is the trap most job seekers are stuck in: not enough applications to get traction, or not enough tailoring to get responses.

Tailoring resumes works, but it takes forever. Spending 20-30 minutes tailoring each resume means 50-100 hours just on resume customization during an active search, and that is before you account for the time spent searching across multiple job boards, opening dozens of tabs, and filtering through duplicate or irrelevant listings.

FastApply solves the quality vs. volume problem directly. The Chrome extension reads each job description and automatically tailors your resume to match. Keywords get aligned to the posting. Relevant experiences move to the top.

It also simplifies job discovery by bringing 800,000+ listings from multiple platforms into one place, so you can find relevant roles and move directly into applying without repeating the same searches across tabs.

Before submission, FastApply pauses. You review the tailored resume, make adjustments if needed, and approve.

A 30-minute manual tailoring process becomes a 3-minute review. You apply to more roles without sacrificing the quality that actually gets responses.

FastApply works across the platforms where most jobs live: Indeed, Glassdoor, Lever, Greenhouse, and Workday. It also generates cover letters and tracks your applications, so you always know where you stand.

After cutting through the myths, here is what the data actually supports.

Not hearing back does not always mean rejection. After 5-7 business days, send a brief, professional follow-up email to the recruiter (find them on LinkedIn). Keep it to two sentences: confirm your interest and ask if there is anything additional they need. This alone puts you ahead of the vast majority of applicants who never follow up. more

Career development

 1d

Women Offshore taps a Vibrant Workforce Base for Maritime & Offshore


From attracting the 'next generation' at a young age, to mentorship and job service, Women Offshore is an organization that seeks to help plug the workforce gaps - present and looming - in the maritime and offshore sectors. Liz Schmidt, Executive Director, Women Offshore, discusses the organization and its activities in the round with Maritime Reporter TV.

In an industry that has spent... generations trying to solve its own labor problem, the answer has often been sitting in plain sight. Not hidden. Not unknown. Just underutilized.

That's the premise, perhaps the urgency, behind Women Offshore, a U.S.-based nonprofit with a global footprint that is working to open doors and connect people.

At the center of that effort is Liz Schmidt, an industry insider by experience, but not by design.

Schmidt's path to the executive director role is not the traditional maritime résumé -- and that's precisely the point. "I have been involved in the marine industry as a whole, so to speak, for pretty much my entire life," she says. "I grew up boating on Lake Superior and the Great Lakes ... but like a lot of people, the maritime industry was never really shown to me as a career; especially not as a lucrative career for women."

Instead, Schmidt cut her teeth in the nonprofit sector, working with organizations like the Red Cross and the YMCA, building programs, raising funds, and learning how to operate mission-driven organizations. It was work that would later prove invaluable.

The pivot came, as it did for many, during the disruption of COVID-19. But the groundwork had already been laid. A move to Fort Lauderdale, a center of global yachting, opened the door.

"I got introduced to this very cool part of the marine industry," she says. "And I thought, I want to work on those. I want to see what that's like."

What followed was a hands-on immersion: deck work on yachts up to 120 feet, vessel deliveries, tow operations along the tight waterways of South Florida, even time on passenger vessels. She earned her captain's license. She worked. She learned.

And she built something of her own along the way, becoming a partner in Shipyard Supply USA, a manufacturer serving large yachts worldwide.

Then came the call. "A maritime recruiter reached out and said, 'We have a job that aligns exactly with your credentials.' That's when I was introduced to Women Offshore and the work they were doing."

She's been there ever since.

Women Offshore operates without the traditional trappings of a trade association. There are no dues for mariners. No barriers to entry. No gatekeeping.

Instead, it functions as something far more dynamic: a connective tissue across a fragmented global workforce.

"We are a full 501(c)(3) nonprofit organization based in the U.S., but we have a global reach," Schmidt explains. "We work with mariners all over the world."

That reach is not theoretical. It's measurable.

Through a combination of digital platforms, storytelling, and direct engagement, the organization touched more than one million individuals last year alone. Its social media channels -- particularly Instagram, Facebook, and LinkedIn -- serve as both a showcase and a signal.

"We highlight women who are doing these jobs offshore," Schmidt says. "It helps others see that they're not the only ones -- and for future mariners, it shows what's possible."

That visibility matters more than most in an industry where representation has historically been limited. Complementing that effort is a twice-monthly podcast, featuring voices from across the maritime spectrum -- officers, engineers, executives, cadets -- offering both perspective and, at times, hard-earned lessons.

And then there are the ambassadors. "We currently have nine ambassadors across the globe," Schmidt notes. "They represent different sectors of the industry and different regions, and they help us stay connected to what's actually happening offshore."

It's a feedback loop, by design.

If there is a single through-line in the workforce discussion today, it is this: recruitment gets the headlines, but retention keeps the lights on. Women Offshore has leaned into that reality.

Its mentorship program, open on a rolling basis, connects mariners at every stage of their careers -- cadets, junior officers, seasoned professionals -- often in both one-on-one and cohort formats. But it is the organization's career services program that Schmidt points to as the most impactful.

"We offer career coaching sessions at no cost," she says. "And that's for people entering the industry, or those looking to transition."

That transition -- offshore to shoreside -- is where many careers stall.

"What we find is there's not a lot of resources available to mariners about how to do that," Schmidt explains. "How do you translate your CV into a resume? How do you talk about your offshore experience in an interview for a shoreside job?"

These are not trivial gaps. They are systemic ones.

And they matter, particularly as younger mariners enter the workforce with a different set of expectations.

"We're hearing cadets already talking about their five- or 10-year plans," Schmidt says. "'I'll go offshore, but I know I want to come shoreside.' So we're helping them think about that early."

In a sector facing a well-documented workforce shortage, that kind of planning is not a luxury, it's a necessity.

To be clear, Women Offshore is not a recruiting firm, but in practice, it often functions as something close. "We act as a super networker," Schmidt says. "We're connecting companies with mariners, helping both sides understand each other better."

On one side, companies looking to fill critical roles, sometimes struggling to find qualified candidates. On the other, individuals navigating a complex and often opaque hiring landscape.

"We might say, 'There's a great job at this company. We know the HR team. Let's get you connected,'" Schmidt explains. "And when we can bridge that gap directly, we're seeing success."

That success is not measured in placement fees or commissions. It's measured in outcomes.

Perhaps the most significant, yet least visible work done by Women Offshore has been at the policy level.

Schmidt points to the organization's role in advancing the SAVE Act as a defining achievement.

"The SAVE Act is landmark legislation," she says. "It requires additional safety measures on Jones Act vessels ... things like video monitoring, master key control ... designed to prevent sexual assault and violence onboard." It's a sobering topic, but one that could no longer be ignored. The legislation, now law, has begun to reshape safety protocols across the U.S. fleet -- and, notably, beyond it. "We're seeing companies adopt these measures on vessels outside the U.S.," Schmidt says. "Because it's simply good practice."

The work didn't stop with passage.

Women Offshore has also collaborated with the United States Coast Guard Investigative Service to improve reporting and response mechanisms, helping ensure that incidents are not only reported, but investigated.

"There was, and still is, apprehension about reporting," Schmidt acknowledges. "But there's now a clear process. A flow chart. Mariners can see what happens when they make that call."

For all of its programs, metrics, and policy wins, Women Offshore remains, at its core, a simple idea executed well. Access. "We want to create an industry where all individuals are able to succeed," Schmidt says. Not just enter, but stay. more

Career development

 1d

Condescending Man Barely Paid Attention To A Candidate During A Job Interview, So Twenty Years Later, The Roles Were Reversed And The Candidate Rejected The Interviewer's Bid


Life has a strange habit of circling back to unfinished business.

So when a corporate decision-maker was approached by a small business consultant who once blew him off in a job interview 20 years ago, it was like the past walked straight into his office.

And he made sure the meeting felt just as uncomfortable as the first one.

Keep reading for the full story.

Around 1990, I was looking to... change jobs and landed an interview at a large broking firm.

This applicant didn't exactly get the best first impression from this place.

When I got there, right from the start it was clear that the guy interviewing me wanted to be anywhere but doing this.

He wouldn't make eye contact and looked uninterested as I talked through my experience and areas of knowledge.

Luckily, the applicant was confident in his abilities and his appearance.

I knew it wasn't me because I had always been good in interviews. I was relaxed and confident without being cocky or arrogant.

I was dressed smartly in a business suit, etc.

Before long, the applicant started wishing he never even showed up at all.

The interview didn't last long and was punctuated by him looking at his watch and staring out the office window.

I never understood why he didn't just call ahead and cancel the interview if there was no prospect of hiring me.

So eventually, he got on his way and found something else.

Anyway, I wasn't desperate and left thinking I would not like to work for such a jerk.

So twenty years pass, and I am now working for a large corporation in charge of commissioning professional services and the like.

But then he finds himself face to face with this guy again.

Jerkface has struck out on his own and now has a small business consultancy.

He contacts me to run through a sales pitch, obviously not remembering who I am.

So he decides to jog this guy's memory -- and it left him stammering.

As soon as he arrived, I reminded him of the strange interview and that I didn't get hired.

To my great amusement, this threw him off course, and there followed a lackluster run-through of his company's services.

I listened through it all without making any comment.

At the end, I just said, "Thanks, I'll let you know if I need anything." 😌

Revenge is best served cold, after all!

What did Reddit think?

Treating people with respect is always the safest policy.

Patience pays off.

This commenter imagines what would happen if they met yet again.

And that's how you play the long game, folks!

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

Career development

 1d

HRTech Interview with Ophir Samson, Founder and Chief Executive Officer, Ezra - HRTech Cube


Prioritize human judgment over binary AI scores. Authenticate talent through voice patterns while defending against sophisticated deepfake fraud.

As the founder and CEO of Ezra, what personal experience or moment first pushed you to rethink how hiring systems listen, evaluate, and verify candidates at scale?

Each time I hired people in my prior roles, I felt immense intimidation staring at... hundreds of résumés, because I doubted the quality of the signal I got from a piece of paper. I've also been the candidate sending out résumés, feeling judged by something that's so flat and lifeless. The first time I experienced voice AI it felt like a truly magical experience (and I'm a professional magician, so that bar is high!). I realized voice could give candidates a chance to tell their story beyond the résumé, and give recruiters a richer understanding of who people actually are. That's what pushed me to build Ezra: let candidates be heard, not just read.

Ezra recently identified a highly convincing deepfake avatar that even seasoned recruiters missed -- what specifically did your platform detect that human judgment did not?

Our system is trained to recognize artifacts from the primary AI generation models used to create deepfakes - signatures that human reviewers simply can't spot in real-time. In this case, it flagged unusual blurring around the edges of the face, unrealistic motion in the clothing and hands, and significant lip-syncing delays without any network instability that would explain them. Any one of these signals in isolation might be acceptable - a bad camera, poor lighting, connectivity issues, etc. - but when multiple indicators trigger simultaneously, that's highly suspicious. Human judgment looks at the whole picture and often misses these micro-patterns, our models are built to catch exactly those combinations.

After testing multiple deepfake-detection vendors and seeing wildly different results, what did that process reveal about the current reliability of the deepfake detection market?

The gap between what vendors claim and what they actually deliver is enormous. Most don't provide statistical evidence for their detection rates: many promise accuracy without showing whether they can actually catch deepfakes in practice. It's important to remember that these models are only as good as the data they're trained on, so you must test with your own real-world scenarios. If you're screening candidates, you need to test with actual interview videos (both real and fake) and measure how often it misses fakes (false negatives) and how often it flags real people as fake (false positives). Without that testing, you're flying blind, and we learned some vendors can't handle that scrutiny. We didn't want our customers to guess whether their fraud detection actually works, so we did this evaluation for them.

You often challenge binary "real or fake" labels -- what does a high-quality, trustworthy deepfake assessment look like in a real hiring workflow?

A trustworthy deepfake assessment doesn't give you a binary verdict. Instead, it surfaces multiple signals in a way that's compliant with applicable law and designed to avoid AI bias and discrimination. The recruiter always has the final judgment; our role is to flag patterns that deserve a closer look. At Ezra, we've invested heavily in doing this ethically and staying compliant, because the stakes are too high to get it wrong. There's often grey area in the analysis, and no tool will ever be 100% accurate, so human judgment must remain central. The best workflow is humans and AI working together: the AI says "this one is giving suspicious vibes," and the recruiter reviews the evidence and makes the call.

How do probabilistic judgments with supporting evidence change the experience and protection of both candidates and employers compared to rigid pass/fail outcomes?

Probabilistic judgments with supporting evidence ensure genuine candidates stand out while keeping humans in the loop. This is critical because this technology is still nascent and I believe candidates deserve human review. Also, recruiters don't want AI replacing what they do best, which is applying judgment, and legally it's important that they're actively involved in the decision-making process, not just rubber-stamping automated verdicts. So when the assessment isn't binary, it draws recruiters into the evidence and context, making them active participants rather than just passive observers. This also means recruiters learn the latest fraud methods used by fraudulent candidates, thus becoming sharper and more informed with every flagged case. This is a perfect example of how Ezra upskills recruiters instead of replacing them.

In live interviews today, what forms of fraud are appearing most frequently, and which ones are evolving faster than recruiters expect?

At the application stage, we're seeing massive volumes of stolen or replicated LinkedIn identities, candidates pretending to be other people, and VoIP phone numbers that rotate to avoid detection. During live interviews, the fraud gets more sophisticated: lip-synced videos where a real person's face is manipulated with AI-generated mouth movements and speech, or entirely synthetic avatars conducting the interview. The goals range from opportunistic (collect salary until fired, steal the laptop, harvest benefits, etc.) to organized crime and state-sponsored operations funneling money back to foreign regimes. What's evolving fastest are the deepfakes and real-time AI script readers, which have become so convincing that recruiters identify them correctly only 10-20% of the time. Six months ago, our cheat detection flagged under 5% of candidates reading from AI tools; today it's nearly 25%.

Beyond voice manipulation, what behavioral or conversational patterns are proving most useful in identifying synthetic or assisted candidates?

We analyze prosodic and paralinguistic patterns - rhythm, intonation, pauses, speech flow, etc. - using models we've trained on thousands of hours of audio comparing scripted versus spontaneous speech. Scripted responses show things like perfectly structured sentences, no filler words, and unnaturally consistent pacing, while genuine conversation includes hesitation and self-correction. We share these fraud signals with recruiters as purely informational flags - they're about detecting cheating, not evaluating talent, so they never influence how candidates are scored or ranked.

When evaluating hiring technology, what signals or transparency should HR teams demand from vendors to avoid blind spots in fraud detection?

HR and TA teams should ask vendors for accuracy metrics that include both false positive and false negative rates. Insist on testing the technology with your own real-world data, because models trained on generic datasets often fail when applied to specific use cases like candidate interviews. Ask vendors to show examples of the data their models were trained on so you can verify it's similar to what you'll actually be evaluating. And, explainability is critical: a vendor shouldn't just hand you a "risk score" without context, rather they should explain in plain language how and why that score was generated. Without transparency on these points, you're trusting a black box, and that naturally creates blind spots.

As deepfake risk increasingly touches recruitment, how should responsibility be shared between HR, IT, legal, and compliance teams?

Naturally, HR, IT, legal, and compliance all have a role in ensuring any AI tool passes all necessary compliance requirements before deployment. IT and compliance should verify that vendors demonstrate robust security practices (e.g., SOC 2 certification, completed penetration tests, proper data handling protocols, etc.). Legal must establish clear guardrails: AI should never make hiring decisions autonomously; that authority must always remain with human recruiters. HR owns the workflow but needs compliance and legal sign-off on how fraud detection integrates into their process without creating discrimination or liability risk. AI tools are powerful, but responsibility for using them ethically, legally, and transparently has to be shared across all four functions.

Looking ahead, how do you see voice-first hiring platforms reshaping trust, fairness, and accountability in AI-driven recruitment over the next few years?

Voice-first platforms can understand candidates far better than résumés ever could -- you're hearing how they think, communicate, and reason, instead of judging them by a piece of paper. This creates consistency that traditional recruiting just doesn't have: candidates get the same high-quality experience whether they're interviewed at 9am Monday or 4pm Friday, eliminating the variability that comes with recruiter fatigue or mood. We're passionate about using voice to give every candidate a real opportunity to make their case and stand out, which is nearly impossible when everyone's résumé has been AI-polished to perfection. As trust in written applications erodes due to AI manipulation, voice becomes a far more reliable signal. The future is giving more people a fair shot to be heard, not just read!

A quote or advice from the author

"Voice is becoming the most reliable signal we have in hiring because résumés can be polished by AI, but conversation reveals how someone actually thinks. Give candidates a chance to be heard, not just read, and invest in the fraud detection to protect that opportunity. The future of fair hiring depends on both." more

Molly Winslow


Career development 2d
Because of my studies and family situation, I’ll have to switch to fully remote work. Do you think it’s still possible to grow in my career if I don’t show up at the office? Or will people just forget about me?
2   

  • Allan Kinyua

    1d

    Report to the office once in a while and stay connected with people there

  • eunice nyumu

    1d

    You need clients. Try your best to be connected

Load more...

Career development

 1d

How To Ace An Interview


Once you've had the job interview confirmed, you may wonder how to ace an interview. You can consider following the steps below to perform at your best.

Once a company has offered you an interview, you can research the company to build up your knowledge of them and what their business involves. Interviewers like to ask the question,'what do you know about the company?' Whilst they may not expect... you to have in-depth, expert knowledge, being able to give a brief and accurate description can show your knowledge and reaffirm your interest in joining them. You can browse the company website to find about the culture and values. They may also have social media profiles detailing recent news and announcements.

The job description for the role you applied for can give good clues as to what the interviewers may expect when meeting you. Job listings often detail the role responsibilities, so try to think of some examples of how you have dealt with similar responsibilities in previous roles. Additionally, they may list some of the desired skills, so try to think about how you can demonstrate that you possess these skills.

There are several forms of interview questions that employers frequently ask, so it's a good idea to practice answering them if they come up. Common interview questions can range from basic ones like,'tell me a little bit about yourself',to more complicated ones such as,'if you could compare yourself to any type of biscuit, which one would you be?'.Researching and familiarising yourself with common interview questions can help you formulate structured and compelling answers that may impress your interviewer.

There are also certain interview questions that require you to follow the 'STAR' method. This stands for situation, task, action and result.The specific questions are usually easy to spot, as they start with a sentence like,'Give me an example of a time when...'.You can begin by describing the situation, then explaining the task that you had to do. After that, you can state how you addressed approaching the task or challenge, before detailing the outcome and end results. They often form the basis of competency-based interviews, where employers ask several 'STAR' method questions consecutively.

Your interviewer may take their initial impression of you based on what you are wearing, so you may wish to plan an appropriate outfit for your interview. Typically interviewees wear either business casual attire or smart business to an interview. If you are unsure, try looking at the company website or social media profiles to understand the company dress code. You can also phone or email ahead to ask what the dress code is, which can show employers your appreciation for wanting to dress appropriately for the meeting.

At the end of your interview, your interviewer may likely make time to answer any questions that you have. Asking questions at the end of your interview shows your interest and value in the role and company. It is advisable to have some prepared and informed questions ready to ask if you can't think of any specific questions during the interview. Some good questions to ask include,'If you give me the role, where could I be in five years?'and'What do you like about working at this company?'.

It can be useful to bring a notepad and pen to your interview, in case there are any important pieces of information that you want to note down. If you like, ask your interviewer if it's okay for you to take notes during the meeting, as this can show your desire to learn about the role and your dedication to retaining all information that your interviewer gives to you. In addition, it is advisable to bring a paper copy of your resume, in case your interviewer asks to see it again.

Here are some examples of common questions to expect in your interview.

Interviewers often start with this question to learn about your background. When you answer, try beginning by mentioning where you are now before briefly explaining how you advanced to your current position. By following this approach, you can establish your professional history and emphasise the most important aspects.

Employers typically ask about your strengths and weaknesses to learn more about areas where you excel and where you could improve. When you respond, mention your best technical and soft skills. To discuss your weaknesses, try to choose an area where you have already taken steps to improve. Using this strategy can allow you to add a positive aspect to a question that has the potential to be negative.

Hiring teams often include this question in interviews to determine how well you understand the job and the company. When you receive this question, you may have an opportunity to demonstrate how much you have researched the organisation and the job opening. In your answer, try mentioning the company's mission or accomplishments and the unique opportunities that the position offers.

Interviewers usually want to find out if you're suited for the role, but they may also want to learn about your hobbies and passions outside of the working environment. This way they can observe if you are a team player and can balance your personal and professional well-being. Try mentioning a few interests that you like to do in your spare time, along with a brief description.

Interviewers may ask this direct question to prompt you to explain why you are the best candidate for the job. In your response, try emphasising your skills, experience and accomplishments while explaining how well your objectives fit with the company's goals. You can also mention your achievements throughout your most recent role. more