Career development

 2h

AI job hunters show why compute needs to be on-chain


An open-source AI job hunter built on Claude Code just auto-applied to hundreds of roles and actually landed a job, exposing why the real bottleneck is on-chain compute, not résumés.

A viral clip shared by 0xMarioNawfal claims that "SOMEONE BUILT AN AI JOB SEARCH SYSTEM FOR CLAUDE CODE THAT SENT 700+ APPLICATIONS AND ACTUALLY GOT HIM HIRED," and that "THE JOB HUNT JUST GOT AUTOMATED."

The system... in question, an open-source project called Career-Ops, is billed on GitHub as an "AI-powered job search system built on Claude Code" with 14 skill modes, a Go dashboard, PDF generation and batch processing, effectively turning the job hunt into an automated pipeline. A LinkedIn post summarizing the tool says it "scans multiple company career pages, rewrites your CV per job, and even fills application forms," targeting firms like Anthropic, OpenAI and Stripe across 45-plus pre-configured employers.

Reaction on X underscores how fast AI agents are colonizing hiring. One user, Ofek Shaked, calls it "the future of job hunting," adding that a simpler version "landed me 3 interviews" in a month. Another, Eugene Smarts, notes "that's wild, imagine how much time that saves, job hunting is the worst," while EchoWireDai warns that "If everyone automates applications... recruiters will just automate rejections." Others highlight the quality constraint: investor Balvinder Kalon writes that "the real flex is getting the context right per company," arguing that agents that "tailor each application to the job description, not just spray and pray" will be the ones that matter. Tools like Plushly, promoted in the same thread as a way to "auto apply to internships & jobs while you sleep," show how quickly similar services are proliferating.

As systems like Career-Ops scale, their bottleneck is not résumés; it is compute. The GitHub repo describes an architecture that continuously scans job portals, runs multi-step Claude Code prompts, generates ATS-optimized PDFs via Playwright, and monitors everything from a terminal dashboard, turning each job search into thousands of model calls and browser automations. According to Bloomberg, AI has already become "unavoidable on both sides of hiring," with most résumés never reaching a human and interviews increasingly led by bots, a shift workforce experts say forces applicants to "learn how to navigate a job market reshaped by it." In another explainer on the "new rules of finding a job in 2026," Bloomberg warns that mass-applying with generic AI hurts candidates, but using AI well can help them strategically target roles and refine materials, exactly the niche Career-Ops tries to occupy.

That compute demand is already visible in crypto markets. An MEXC research note on AI tokens highlights how Bittensor (TAO), Render (RENDER) and the Artificial Superintelligence Alliance's FET token have led recent rallies, with TAO up nearly 35% in a week and Render and FET gaining roughly 25-32%, as traders bet on "agentic AI systems, autonomous software capable of performing tasks without human input." These networks explicitly sell tokenized access to GPU and machine-learning resources: Render routes GPU rendering jobs across a decentralized network of providers, while Bittensor's design, as CCN explains, aims to reward participants who supply and route high-quality machine-learning models, with price forecasts suggesting TAO could trade between $748 and $2,750 in long-term scenarios. As job-hunting agents evolve from scraping and form-filling to full-stack career copilots, routing their ever-growing computational load through tokenized compute layers becomes a rational way to meter, price and trade that performance rather than leaving it buried inside closed platforms.

The cultural flip is not lost on users. Commenter Gagan Arora notes that "We went from 'AI will take your job' to 'AI will find your next job' in about 6 months," calling it "the irony" that the tool workers feared is now "the best tool for getting hired." Bloomberg's coverage of AI-led interviews points in the same direction: a study summarized by the outlet found that AI interviewers, randomly assigned to 67,000 job seekers, could outperform human recruiters in surfacing strong candidates, raising questions about where humans still add value in the funnel. For now, Wall Street expects AI adoption to increase hiring rather than crush it, with a Bloomberg Intelligence survey cited by Bloomberg News indicating that roughly two-thirds of financial firms foresee staff numbers rising initially as they roll out AI.

For crypto, the signal is simple: if agents are going to swarm both sides of the labor market, the underlying compute will become an asset in its own right. In a previous crypto.news story on AI tokens, analysts argued that projects like Bittensor and Render sit "at the center of the AI infrastructure narrative," capturing value as demand for model inference and GPU cycles grows. Another crypto.news story on agentic AI in DeFi predicted that autonomous agents would eventually need on-chain reputations, budgets and compute allowances, paid in liquid tokens that track underlying GPU or model performance rather than abstract governance rights. The Claude-powered job hunter that just landed its creator a new role is a glimpse of that future: an early, messy, very human example of why the next phase of job hunting may run not just on prompts and PDFs, but on tokenized computational performance that turns raw AI horsepower into a tradable, programmable resource. more

Career development

 3h

The Truth About Today's Job Market


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

After four long years of classes, extracurriculars, internships, volunteer opportunities, jobs, and professional publications, I'm finally graduating with my bachelor's degree this May. Yay! However, as I prepare for postgrad life, a seemingly unconquerable feat lingers in... my mind: navigating the job market.

While I haven't turned the tassel just yet, I began applying to job postings a month ago. I've submitted upwards of 30 applications, and while that number isn't staggering, it's a steep figure for someone who's still taking classes full-time and engrossing herself in career-building opportunities. I've only received responses from a handful of companies, all of them rejections (and some of them were unnecessarily pointed).

It's hard to admit that my job search is impacting my mental health as much as it is. I believe myself to be a driven and qualified worker, so getting turned down for entry-level work as a postgrad with relevant experience definitely stings. However, I'm not the only one struggling with job hunting.

The New York Times reports that, at the end of 2025, the unemployment rate for college graduates between 22 and 27 rose to 5.6%. 40% of college graduates with jobs could have gotten their positions without a college degree, which is the highest percentage in six years. While college graduates still have better luck finding jobs than non-college graduates, Gen-Z applicants are facing one of the roughest job markets in years. Why is the job market so difficult to maneuver? What makes this market worse than those from years' past?

A phrase that's been circling the world of economics is "low-hire, low-fire" hiring, which, according to the Federal Reserve Bank of St. Louis, means that "firms have substantially reduced the number of workers they are actively hiring while also reducing the number of workers they are firing."

In keeping teams contained, employers publish fewer job postings, perform fewer interviews, and attend fewer job fairs, which postgrads rely on for networking opportunities. The chances of a recent graduate getting hired at a low-hire, low-fire company are slim, as each job posting brings monumental competition and a lack of inclusivity for entry-level applicants. For companies with such restricted workforces, hiring teams gravitate towards people with several years of experience and success, instead of those looking to achieve such.

There's also the impact of AI on job hunting. In industries like customer service and software engineering, applicants between 22 and 25 are facing close to a 20% decline in finding jobs due to AI capabilities. Employers are also implementing AI in determining candidates for interviews; by putting resumes into an AI scanner, employers can filter through applications based on specific keywords or skills. While this can streamline the hiring process, it strips the personalization from applicants and can potentially lead to important contributions or experiences being dismissed.

And then, there are the AI interviewers, who interview potential candidates in the place of recruiters or company representatives. For job hunters, interviewing for a program instead of living, breathing people can be downright frustrating, especially considering the difficulty of getting an interview in the first place.

Recent years of job hunting have also brought an increase in ghosting from employers, something unfortunately relevant to my own job search. The Atlantic states that almost two out of three candidates have been ghosted for an interview at some point in their job search, and there's no sign of stopping. Josh Millet, CEO of the hiring website Criteria, tells Yahoo! Finance that recruiters are "seeing a surge in application volume, largely fueled by AI tools" and "hiring teams are spending more time reviewing applications, but getting less meaningful signals from each one." Under Millet's reasoning, ghosting serves as a reciprocation of lacking energy or passion that applicants first display, which leads to a never-ending cycle of applications and absences of responses.

So what hope can be salvaged from the job market right now? For me, the most foundational motivation is that everything will work out in time. Most days, it's hard to open LinkedIn and apply for jobs that I will most likely not hear back from, but something will work out. Considering how many people are also struggling with the same issue, it's soothing to know that my lack of fruitfulness in job searching is not a personal attack. The job market is rough right now, but that doesn't mean it will always be. more

Teresa Livesey


Career development 1d
I haven’t been working at a small company for long and like to give my coworkers small gifts on holidays. It helps make the workplace friendly. Everyone is happy to get my gifts, but no one gives me anything back. It’s not about the price, even a cheap gift would be fine. It's the thought that matters. But my coworkers don’t seem to want to spend money. I don’t understand, are they just cheap or... do they not want to give gifts to me? I think I might stop giving them presents.

 more

  • Judi Jordan

    4h

    They may be taking you for granted. Hold off on the gifts and see if anyone notices.

  • peter elweu

    13h

    Don’t sweat it, we just live in a world where people are used to taking and not giving. Welcome to the real world.

Load more...

Career development

 6h

Calculating your career ROI: When education pays


Professional advancement is increasingly shaped by decisions around education. Qualifications signal capability, open doors and promise career progression, yet their value is often assessed...

Professional advancement is increasingly shaped by decisions around education. Qualifications signal capability, open doors and promise career progression, yet their value is often assessed too narrowly.... Beyond remuneration, education carries costs and returns that unfold over time, influencing professional mobility, access to leadership, and long-term relevance. This article by Regent Business School Academic, Ravin Baburam examines career return on investment through a broader, more considered lens, exploring how study choices can either accelerate professional momentum or constrain it.

In recent years, the business world has developed a noticeable tendency towards the accumulation of academic qualifications. Employees increasingly seek additional certifications and credentials to strengthen their résumés and broaden their skill sets. The result is a more competitive marketplace, shaped by the growing volume of qualifications pursued in the hope of career advancement and skills development, encompassing both technical and soft skills.

This raises an important question about the real return on investment (ROI) that graduates derive from their studies. While salary progression is often regarded as the primary indicator of ROI, it represents only one dimension of value. ROI can also be understood through non-monetary considerations, including time investment, opportunity cost, professional mobility, access to leadership pathways and long-term relevance within an evolving labour market.

When time becomes the hidden cost of education

As industries evolve at speed, the duration required to complete a qualification may become a barrier for new entrants seeking to establish themselves and secure a foothold in the marketplace. This challenge applies equally to experienced professionals aiming to reposition or redirect their careers.

Programmers, for example, may choose to explore new terrain by completing short courses in a new programming language rather than committing to a three-year bachelor's degree. This approach allows them to enter the field sooner, gain practical experience and study in manageable segments. Conversely, others may favour a full bachelor's degree, viewing it as a more comprehensive pathway that develops broader competencies.

This route is often regarded as better preparation for functioning effectively in complex organisational environments, particularly within large, global corporations where a three-year degree remains a prerequisite for employment.

Different qualifications, different career leverage

The cost of pursuing any qualification extends beyond financial considerations. Time and cognitive capacity are finite, and most individuals can realistically focus on only one programme at a time if it is to be completed successfully. Selecting one qualification therefore involves forgoing others.

For this reason, prospective students must carefully evaluate their study options and make informed decisions aligned to their personal circumstances, professional goals and future priorities. Another influential factor lies in access to leadership competencies, which are often embedded within graduate attributes developed by institutions such as business schools through carefully designed teaching and learning outcomes.

There are many considerations when selecting a qualification, but one of the most significant is the individual's current position relative to where they aspire to be. A recent matriculant may consider a bachelor's degree, diploma or higher certificate as an entry point. Those who have already completed undergraduate study may opt for postgraduate education to deepen expertise or enhance strategic capability.

Each qualification offers distinct benefits, and these must be weighed against constraints such as time, cost and effort. While it is well established that graduates in South Africa earn, on average, significantly more than non-graduates, it remains important to examine the different qualification pathways and the varied forms of career progression they enable.

From credentials to leadership capital

A more prestigious qualification, such as a Master of Business Administration (MBA), can open access to senior leadership opportunities. Many MBA graduates report advancing into management or executive roles within a relatively short period after completing their studies. One contributing factor may be the MBA's integrated curriculum, which emphasises the application and synthesis of business and commercial knowledge, strengthening advanced leadership, problem-solving and critical thinking capabilities.

The Doctor of Business Administration (DBA), by contrast, is designed to cultivate deep research expertise and advanced strategic thinking. Holding a doctoral qualification can confer credibility and influence within both corporate and academic environments, alongside the professional standing associated with the doctoral title.

International mobility also warrants consideration when assessing educational ROI. Certain qualifications, particularly the MBA, enjoy strong global recognition. This recognition can enable graduates to pursue international career opportunities and relocate in search of broader professional exposure and financial reward.

Longevity remains one of the most critical ROI considerations. Prospective students should reflect on how relevant their chosen qualification, and the associated knowledge and skills, are likely to remain within their industry. Ideally, a qualification should provide a robust foundation that supports ongoing development and sustained competitiveness.

The questions every strategic student should ask

Before applying, students would benefit from reflecting on several key questions. Foremost among these is how the qualification will challenge and develop them, both personally and professionally.

They should also consider what problems the qualification is intended to solve. Will it support career advancement, enhance professional credibility, fulfil compliance requirements, or enable reinvention?

Equally important is the broader cost of study in terms of time, stress, energy and potential impacts on work performance. Personal and family sacrifices during the period of study must also be taken into account. Timing therefore plays a critical role, particularly when considered alongside life stage, professional responsibilities and personal commitments.

Students should also determine how they will define success upon completion. For some, success may be passing all modules at the first attempt. For others, it may involve graduating with distinction or completing the programme within a specific timeframe.

Choosing education that sustains career momentum

While tertiary education can significantly accelerate career progression, prospective students must assess their current circumstances alongside their long-term aspirations when selecting a qualification. The right qualification, chosen at the right time, can act as a powerful lever for advancement. Conversely, a poorly aligned choice may quietly undermine momentum and motivation.

Ultimately, students must conduct thorough research into the wide range of tertiary qualifications available and make considered, well-informed decisions about their educational pathways.

by Ravin Baburam (Academic at Regent Business School) more

Barbara Rivera
Career development 6d

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?

  • Leilani Barnett

    8h

    Barbara, take a look at your social media accounts, like Facebook. Make sure your posts are "business like" or "family oriented." No low-top pictures,... no silly poses, etc. People WILL look before hiring, so your posts need to be in line with the image the company wants to project.  more

  • The Bridal Party

    1
    3d

    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

Load more...

Nikolas Rumeliotti


Career development 4d
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
3   

  • Uma Aggarwal

    1d

    Interesting situation. Boss prefers an experienced person, because he may get up to speed faster and might stay longer. The young person has a good... personality but lacks experience. She may need a lot of hand holding and may move on sooner. If the department is small, I would go with the man. In a larger department, training the new recruit may not appear to be a big burden and you could go either way. Do not be swayed by personality alone. more

  • CA Native

    1d

    Experience is always better, always. If you get into a car accident and they have to cut you out of the car, do you want someone who’s first day is... today, helping you or do you want a veteran with experience?  more

Load more...

Career development

 11h

Inside Apex Standard: The Quiet Push to Build a Universal Credentialing Framework for AI Professionals


A new organization called Apex Standard has emerged with an ambitious goal: to define what it actually means to be qualified in artificial intelligence. Not qualified in the informal, LinkedIn-badge sense. Qualified in the way a CPA is qualified to audit books or a PE is qualified to stamp engineering drawings. The kind of qualification that carries weight in boardrooms, courtrooms, and regulatory... proceedings.

The effort, still in its early stages, arrives at a moment when the AI industry is grappling with a credibility problem it didn't anticipate. Companies are hiring AI talent at breakneck speed, but there's no standardized way to verify whether a candidate -- or a consultant, or an entire vendor team -- actually possesses the competencies they claim. Résumés list frameworks and tools. Certifications from cloud providers test product-specific knowledge. But nothing approximates the kind of profession-wide credentialing that exists in medicine, law, accounting, or engineering.

That's the gap Apex Standard is trying to fill.

According to its website, the organization positions itself as a professional credentialing body focused on establishing recognized standards for AI practitioners. The language is careful, institutional, and deliberately modeled after legacy professional bodies. It speaks of competency frameworks, ethical guidelines, continuing education requirements, and tiered certification levels -- the architectural bones of any serious credentialing system.

The timing is not accidental. Governments worldwide are accelerating AI regulation. The European Union's AI Act, which entered into force in August 2024, imposes obligations on providers and deployers of high-risk AI systems that implicitly demand demonstrable competence. In the United States, the Biden administration's October 2023 executive order on AI safety called for workforce development standards, and multiple federal agencies have since begun exploring what qualified AI oversight looks like in practice. The question of who is competent to build, deploy, audit, and govern AI systems is no longer theoretical.

And yet the AI profession -- if it can even be called that in a formal sense -- has no answer.

Consider the contrast with software engineering more broadly. While software engineers don't face universal licensing requirements, the field has well-established credentialing pathways through organizations like IEEE and ACM, along with certifications such as the Certified Software Development Professional designation. AI, despite its higher stakes and greater public scrutiny, has nothing comparable. The closest equivalents are vendor certifications from Google, AWS, Microsoft, and others, which test knowledge of specific platforms rather than foundational competence in AI design, safety, fairness, or governance.

This is where Apex Standard appears to be making its bet. The organization's framework, as described on its site, encompasses technical proficiency, ethical reasoning, regulatory awareness, and practical application -- a multidimensional model that goes well beyond what any single vendor certification covers. It's structured to be platform-agnostic and principle-driven, which would make it more analogous to a CFA charter or a board certification in medicine than to an AWS Solutions Architect badge.

Whether the market actually wants this is a different question entirely.

The AI industry has historically resisted formalization. Its culture is rooted in open-source collaboration, rapid iteration, and a meritocratic ethos where shipping code matters more than holding credentials. Many of the field's most influential figures -- from research scientists at DeepMind to startup founders in San Francisco -- would bristle at the suggestion that a credentialing body should gatekeep who gets to work in AI. The tension between professionalization and the hacker ethos is real, and it's not going away.

But the pressure is mounting from the other direction. Enterprise buyers are increasingly demanding proof of competence from AI vendors and consultants. Insurance companies are beginning to ask about the qualifications of teams building AI systems that make consequential decisions. And regulators, particularly in the EU, are writing rules that will effectively require organizations to demonstrate that their AI personnel meet certain competency thresholds. The market dynamics are shifting, even if the culture hasn't fully caught up.

Recent reporting underscores the urgency. A May 2025 analysis from Reuters noted that demand for AI governance professionals has surged more than 40% year-over-year, with employers struggling to evaluate candidates because no common standard exists for the role. Separately, the Financial Times has reported on growing frustration among corporate boards that they lack the tools to assess whether their AI teams are genuinely competent or simply well-credentialed in adjacent fields.

This is the environment Apex Standard is entering. Skeptics will note that the organization is new and unproven. Building a credentialing body that achieves real market recognition is extraordinarily difficult. It requires buy-in from employers, educational institutions, regulators, and practitioners simultaneously. The history of professional certification is littered with well-intentioned organizations that never achieved critical mass.

The successful ones share common traits. They establish rigorous, transparent standards developed with input from diverse stakeholders. They create examinations that genuinely test competence rather than rote memorization. They require continuing education to ensure credentials don't become stale. And critically, they achieve a tipping point where employers begin to prefer or require the credential, creating a self-reinforcing cycle of adoption.

Apex Standard's published framework touches on all of these elements, at least in outline form. The organization describes a tiered certification structure with escalating requirements, mandatory ethics components, and ongoing professional development obligations. It's a blueprint that mirrors the architecture of established credentialing bodies. The question is execution.

There's also the matter of legitimacy. In the credentialing world, legitimacy comes from accreditation -- typically from bodies like the American National Standards Institute (ANSI) or the International Organization for Standardization (ISO). Without third-party accreditation, a credential is essentially a private-sector product, no matter how rigorous its standards. Whether Apex Standard intends to pursue formal accreditation isn't clear from its current public materials, but it would be a critical differentiator if the organization is serious about becoming the profession's standard-bearer.

The competitive field is not empty. Organizations like the International Association for Artificial Intelligence (IAAI), various university-backed certificate programs, and consulting firms offering proprietary AI maturity assessments all occupy adjacent territory. None has emerged as a definitive professional standard. The opportunity exists precisely because the space is fragmented.

So what would it take for something like Apex Standard to succeed? Three things, primarily.

First, employer adoption. If major enterprises -- the banks, insurers, healthcare systems, and government agencies deploying AI at scale -- begin to require or prefer Apex Standard credentials in hiring and procurement decisions, the credential gains gravity. Without employer demand, it remains a nice-to-have line item on a résumé.

Second, regulatory alignment. If the credential maps cleanly to emerging regulatory requirements -- particularly those in the EU AI Act and anticipated U.S. federal guidelines -- it becomes not just a signal of competence but a compliance tool. That's powerful. The CPA credential derives much of its market power from the fact that regulatory frameworks require CPAs for certain functions. An AI credential that serves a similar regulatory purpose would have a built-in demand floor.

Third, practitioner respect. The credential must be difficult enough to earn that holding it means something. If it's perceived as a rubber stamp or a cash grab -- and the credentialing industry has no shortage of those -- practitioners will ignore it, and employers will follow. The rigor of the assessment process is everything.

The broader context here is a profession in the midst of defining itself. AI practitioners today come from computer science, statistics, mathematics, engineering, linguistics, neuroscience, philosophy, and a dozen other disciplines. There is no common educational pathway, no shared body of knowledge that everyone in the field is expected to master, and no ethical code that carries professional consequences for violations. This is unusual for a field with as much societal impact as AI now has.

Medicine went through a similar professionalization process in the early twentieth century, catalyzed by the Flexner Report of 1910, which established standards for medical education and effectively created the modern medical profession. Accounting professionalized through the establishment of CPA requirements in the mid-twentieth century. Engineering licensing evolved over decades in response to public safety concerns. Each of these transitions was messy, contested, and ultimately driven by a combination of public demand, regulatory pressure, and professional self-interest.

AI may be approaching its own inflection point. The technology is now embedded in hiring decisions, medical diagnoses, criminal sentencing, financial underwriting, and national security operations. The people building and deploying these systems wield enormous influence over individual lives and societal outcomes. The argument that they should meet some demonstrable standard of competence and ethical awareness is becoming harder to dismiss.

Apex Standard is one early attempt to provide that standard. It may succeed. It may be overtaken by competitors or rendered irrelevant by regulatory developments that impose their own competency requirements directly. But the underlying need it's responding to -- the need for a credible, recognized, profession-wide credentialing framework for AI -- is real and growing.

For industry insiders watching this space, the key indicators to track are straightforward: Does the organization secure endorsements from major employers or industry associations? Does it pursue and obtain formal accreditation? Do regulatory bodies reference its framework in guidance documents or rulemaking? And do practitioners who hold the credential demonstrate measurably better outcomes than those who don't?

Those are the tests that matter. Everything else is marketing.

The AI profession is being built in real time, by thousands of decisions made by companies, governments, universities, and individual practitioners every day. Whether a single credentialing body can impose coherence on that process is an open question. But the attempt itself tells us something important about where the industry is headed: toward accountability, toward formalization, and -- slowly, unevenly, but unmistakably -- toward becoming a real profession. more

Career development

 2d

My Husband Can't Get a Job. Should I Divorce Him?


My husband is a very smart and capable person, but he became very sick in early 2020, and he has barely worked since then, despite tirelessly applying for positions. What can he do?

We recently moved so I could go to graduate school for music, but the stress of trying to make enough money to live on (even with help from my mom) has made it nearly impossible to focus and develop my skills. It's... literally ruining my life.

Currently he is doing an online master's program in computer science, but I worry that this will not improve his prospects. I don't really want to get divorced, but I think about it constantly. It's just too hard trying to support two adults as a nonprofit administrator. I can't live this way for the next 30-40 years.

Thanks for your help,

 more
1   
Load more...

Career development

 13h

Why Marketing Hiring Carries New Risks for HR Leaders - HR Daily Advisor


The risk profile of a marketing hire has quietly changed. What once felt like a creative or brand-driven function is now directly tied to revenue performance, pipeline growth, and board-level metrics. At the same time, AI has reshaped how candidates present their work and how convincingly they can simulate experience.

For HR leaders, that combination creates a new reality: Marketing may now be... one of the highest-risk functions for mis-hires.

When portfolios look polished, résumés sound strategic, and channel expertise evolves every quarter, traditional evaluation methods no longer provide the confidence they once did. With high-impact digital roles, HR teams must modernize how they assess capability, design responsibilities, and define success.

Why Marketing Has Become a High-Risk Hiring Function

Marketing's elevation inside the business has changed the stakes. Today, success is measured in revenue contribution, customer acquisition cost, lifetime value, and pipeline velocity -- not activity volume. Yet many candidates built their careers in environments that rewarded output over outcomes: campaigns launched, content published, ads optimized.

But activity does not equal impact. This creates the first layer of risk: hiring marketers who are fluent in tactics but inexperienced in tying those tactics to measurable business results.

AI adds a second layer. Modern tools allow average marketers to produce polished samples and sophisticated strategy decks, often sounding more advanced than their experience suggests.

A third risk stems from internal misalignment. Organizations often hire for the role they think they need, not the one the business requires. A company might hire a "Head of Marketing" expecting strategy and leadership, when what it truly needs is a hands-on builder who can construct campaigns, implement systems, and test channels from scratch.

How AI Complicates Candidate Evaluation

AI has not only changed marketing execution, but also how candidates demonstrate expertise. Historically, HR teams relied on portfolios, writing samples, and campaign case studies to validate capability. Today, those artifacts may be AI-assisted, or fully AI-generated, complicating evaluation in several ways:

* Output no longer proves authorship or expertise. A mid-level marketer can use AI to generate senior-sounding messaging, structured strategy documents, and persuasive campaign narratives.

* The marketing process is obscured. When AI drafts messaging, suggests targeting, and summarizes data, interviewers lose visibility into how candidates think. Process knowledge becomes harder to assess.

* Case studies can be manufactured. AI can help candidates construct credible-sounding campaign stories, complete with KPIs and strategic framing. Without deeper probing, it's difficult to distinguish between lived experience and simulated competence.

* Traditional interviews fail to uncover gaps. Many interviews rely on retrospective storytelling. AI can help candidates prepare polished, structured answers that mask shallow understanding.

The consequence is clear: Artifact-based evaluation is no longer sufficient.HR leaders must shift from reviewing deliverables to assessing decision-making, systems thinking, and technical fluency in real time.

How HR Teams Can Validate Real Marketing Capability

Reducing hiring risk requires moving beyond résumé and portfolio review toward skills-based assessment. The following approaches are proving more effective in digital marketing roles:

1. Use Small, Live Marketing Challenges

A contained, time-bound exercise can reveal far more than a static portfolio. Examples include:

* Auditing a mock paid media account and identifying optimization priorities.

* Outlining a demand generation strategy for a defined audience.

* Diagnosing why a sample funnel is underperforming.

To preserve integrity, clarify whether AI use is permitted and evaluate both the final answer and the candidate's reasoning. This reveals how candidates structure problems, interpret data, and prioritize action.

2. Conduct Role-Play Scenarios

Role-play moves the interview from theory to applied thinking. For example:

* Ask the candidate to explain a drop in lead volume to a skeptical CFO.

* Simulate a situation where campaign performance declines unexpectedly.

* Present conflicting data and ask how they would reconcile it.

This tests communication under pressure, business acumen, and cross-functional fluency.

3. Ask In-Depth Behavioral Questions Focused on Outcomes

Instead of asking, "Tell me about a campaign you ran," shift to:

* What was the revenue target?

* How did you determine channel allocation?

* What trade-offs did you make?

* What failed, and how did you adjust?

Candidates who understand fundamentals can explain the mechanics behind performance. Those relying on surface knowledge often struggle to articulate decision logic.

4. Live-Test Technical or Platform Knowledge

For channel-specific roles, consider structured, practical validation:

* Interpreting performance data from an ad platform.

* Explaining how attribution models affect reporting.

* Walking through how to structure a multichannel campaign.

Technical fluency is increasingly essential as automation handles tactical execution. HR should verify not only familiarity with tools but also understanding of how those tools make decisions.

Rethinking Role Design to Reduce Mis-Hires

Assessment alone can't mitigate risk. Role design must evolve, too. HR leaders can help prevent mis-hires by modernizing job descriptions and expectations. Start here:

1. Define Outcomes Before Titles

Start with measurable business impact:

* Revenue contribution.

* Pipeline growth.

* Customer acquisition targets.

* Retention or expansion metrics.

Then, build the role around those results. Titles without outcome clarity create ambiguity and mismatched expectations.

2. Specify Functional Depth

Be explicit about whether the role requires:

* Strategic leadership.

* Hands-on execution.

* Systems building.

* Channel specialization.

When strategic leadership and hands-on execution are blended into one undefined role, misalignment is almost inevitable. Separate them when necessary and clarify expectations for both.

3. Clarify AI and Tool Expectations

Given the central role of AI in modern marketing, define:

* Required platform proficiency.

* Expected level of AI fluency.

* Whether the role involves building AI-enabled systems or simply using tools.

This prevents hiring candidates who are comfortable consuming AI outputs but not guiding or validating them.

4. Define Cross-Functional Collaboration

Marketing doesn't operate in isolation. Job descriptions should outline expected interactions with finance, sales, products, and data teams. Clear collaboration expectations limit friction and improve onboarding success.

5. Include Measurable KPIs

Incorporate performance metrics directly into the job description. This signals that the role is results-driven and allows candidates to self-assess alignment.

The New Standard for Confident Marketing Hiring

Marketing has evolved into a growth function with direct accountability for revenue performance. That shift demands a higher standard of hiring precision.

HR leaders who modernize evaluation methods and anchor roles in outcomes -- not artifacts -- will reduce mis-hires and build marketing teams that deliver measurable impact in an AI-driven environment.

Marti Willett is the President of Digital Marketing Recruiters, a specialized firm dedicated to matching talented digital marketing professionals with growth-focused businesses. With a rich background in digital marketing, Marti has spent over a decade refining her expertise in talent acquisition, business process architecture, and leadership development. Her approach is characterized by a passion for connecting exceptional individuals with the right job opportunities, leveraging her team's collective 30 years of digital marketing experience to offer a truly personalized service. more

Career development

 14h

Has an AI agent interviewed you for a job? Take our survey.


Forget the small talk. If you're looking for a new job, you may be invited to interview with a recruiter who doesn't blink.

In recent years, some employers have begun inviting job applicants to participate in job interviews led by AI agents -- sometimes called bots -- rather than human recruiters. A 2025 survey of 1,084 hiring decision-makers in the US and the UK found that 20% now do this. The... research was commissioned by TestGorilla, a talent-assessment platform.

Employers using AI agents to conduct job interviews are often large organizations with high-volume hiring needs, as well as mature startups looking to scale quickly. Those, and others, are often overwhelmed by applications because job seekers can use AI tools to apply to openings en masse, and due to the tight job market.

If you've been interviewed for a job by AI, let us know what your experience was like: more

Career development

 14h

Take Charge of Your Career with Executive Career Coaches - Oconall Street


In the ever-evolving corporate world, taking charge of one's career trajectory can be both a daunting and exhilarating endeavor. Executives and senior leaders, in particular, face unique challenges and opportunities that require a strategic approach to career development. As organizations increasingly recognize the value of executive coaching, professionals are turning to expert career coaches to... navigate complex career landscapes, enhance leadership skills, and achieve long-term career goals. These specialized coaches offer tailored guidance, enabling executives to unlock their potential and steer their careers in the desired direction.

The Role of Executive Career Coaches

Executive career coaches play a pivotal role in guiding leaders through the intricacies of career advancement and personal development. These professionals bring a wealth of experience, offering insights and strategies that are crucial for executives aiming to excel in their respective fields.

Benefits of Executive Coaching

* Personalized Career Strategy: Executive coaches provide customized career strategies that align with individual goals and organizational objectives.

* Enhanced Leadership Skills: They help refine leadership skills, ensuring executives can lead with confidence and effectiveness.

* Increased Self-awareness: Coaching facilitates a deeper understanding of personal strengths and areas for improvement, fostering growth and development.

* Improved Decision-Making: With expert advice, executives can make informed decisions that benefit both their careers and their organizations.

For those looking to explore these benefits further, find out more about this approach to executive coaching.

How to Identify the Right Executive Career Coach

Choosing the right executive coach is crucial for achieving desired outcomes. Here are some factors to consider:

* Experience and Credentials: Look for coaches with a proven track record and relevant qualifications.

* Coaching Style: Ensure their coaching style aligns with your personality and learning preferences.

* Industry Knowledge: A coach with experience in your industry will offer more relevant insights and advice.

* Testimonials and References: Check for positive feedback from previous clients to gauge their effectiveness.

For more guidance on selecting an executive coach, discover expert strategies here.

Maximizing the Impact of Executive Coaching

To fully harness the potential of executive coaching, it is vital for executives to be proactive and engaged throughout the process. Here are some tips to maximize the impact:

* Set Clear Goals: Define specific objectives you wish to achieve through coaching.

* Be Open to Feedback: Embrace constructive criticism and use it as a tool for growth.

* Commit to Action: Implement the strategies and changes discussed during coaching sessions.

* Regularly Review Progress: Continually assess your development and adjust goals as necessary.

Executives can explore advanced guides and tips to further enhance their coaching experience.

Conclusion

In conclusion, executive career coaching is an invaluable resource for professionals seeking to take charge of their career paths. By providing personalized guidance and strategic insight, executive coaches empower leaders to navigate challenges and capitalize on opportunities effectively. Whether it's developing leadership skills, enhancing self-awareness, or formulating a career strategy, the right coach can make a significant difference in an executive's career journey.

For those interested in learning more about how executive coaching can transform their professional lives, learn about our tailored solutions to achieve career success.

Share this post: on Twitter on Facebook more

Career development

 15h

Five ways to progress in your career in a hybrid workplace


How we advance in our careers has changed. Before the pandemic, managers saw first-hand how we worked and interacted, and this physical visibility often played a significant role in advancement. But, in today's hybrid and remote environments, these signals are less apparent. To position yourself for promotion, you now need to be more intentional about the areas that sit beyond your formal job... spec.

Sholina Durga, Managing Director: Distance Learning and MBA at Richfield, says that career development is no longer something that 'just happens': "You need to take ownership of your trajectory. You need to build the skills and visibility that move you forward."

Durga unpacks five areas that support career progression in the modern workplace:

Start with a self-assessment: You can plan your career more effectively when you understand your strengths and skills. The first steps are identifying your current capabilities, and reviewing how they align with the direction your employer and industry are taking. The next step is to fill any gaps. These reviews and adjustments should form a continuous, internal feedback loop that informs an ongoing action plan.

Upskill, all the time: With the world of work in a constant state of flux, the qualification you earned 10, or even five, years ago may no longer be relevant. To add as much value as possible to your role, you need up-to-date career-focused qualifications designed to equip you with the skills and knowledge to succeed.

Qualifications in IT and business science have become foundational across industries and roles. If you understand the strategies and technologies shaping organisations, you are far more likely to stay relevant. Meanwhile, the MBA remains one of the most sought-after management qualifications, with employers continuing to signal rising demand.

In addition, micro-credentials from industry bodies like IBM, Amazon, Cisco, Oracle, Salesforce, and CIMA align with the skills employers are looking for. Durga advises that if you are considering a tertiary qualification, you should look for an institution that embeds these courses into its curricula.

And, with numerous private tertiary institutions offering online programmes, you can balance work and life with flexible distance learning.

Learn how to use AI: With AI defining almost every aspect of professional environments, it is increasingly important to understand how - and when - to use it.

"AI can be invaluable for exploring ideas and comparing concepts," Durga says. "These tools can enhance efficiencies, but they are not a replacement for human capabilities. Developing the ability to use AI ethically while maintaining critical thinking skills is a core professional competency."

Build quality networks: Long considered essential for professional visibility, networking is more important than ever. Talking to the right people, at the right time, helps ensure that your name is mentioned in the right conversations before roles are even advertised. Attending conferences, leading industry discussions, and engaging meaningfully on platforms like LinkedIn can help you access opportunities, strengthen your credibility, and open doors.

Mentorship can also play an important role in career development. Gaining insights and direction from experienced professionals can help you make better decisions and accelerate your growth with greater clarity and confidence.

Hone your professional reputation: Advancement is often influenced by how leaders perceive your reliability and expertise, and reputation has emerged as one of the most powerful career assets.

Being known for mastery of a specific area of expertise positions you better when new opportunities arise. Consistency and visibility also matter. Delivering quality work, meeting deadlines, and communicating effectively all contribute to your credibility, while sharing learnings and collaborating constructively allows you to demonstrate your capabilities more widely.

"In a hybrid workplace, it is not enough to just show up. Your career growth comes from making yourself visible in meaningful ways, taking deliberate steps to develop your skills, and creating the kind of impact that others cannot ignore," ends Durga. more

Career development

 15h

Dry promotions and Lobster learning: the viral job trends you need to know


THE job market has never been tougher. Whether you're job hunting or too scared to leave a boring role, many employees up and down the UK are struggling.

This tough climate has led to a number of new workplace 'trends', that can either hurt or help your career, and could even lead to a payrise.

"Understanding what these terms mean and how to deal with them when they happen to you can boost your... career," explains career coach Pamela Langan.

"The key thing for most employees is having a plan and working towards that plan.

"Many employees end up coasting and staying in roles longer than they need to. Some of these trends might help break that cycle."

Here Pamela reveals the new job terms you should know:

Getting a 'dry promotion'

This is when you get the new job title, the extra workload and the bigger team to manage, but your pay packet stays exactly the same.

All the responsibility, none of the reward.

"Don't accept in silence," Pamela says. "Go back and negotiate. Put a time-frame on it; agree a salary review in three to six months and get it in writing.

"If your employer won't budge, it's time to start looking for a new role."

She adds that in some cases you might think it's worth having the experience on your CV if it means you can get a pay rise in the future, but that is your call to make.

You risk being stuck in the same situation longer term.

When your role experiences 'ghost growth'

Similar to dry promotion, ghost growth is when your role quietly expands: your to-do list gets longer, expectations creep up, but formally nothing has changed.

None of your efforts are recorded and there is certainly no extra money as a result.

"This can happen slowly so you need to identify what is happening. Point out to your employer exactly what extra work you are doing," Pamela says.

"Book a meeting, document everything your role now includes and have a direct conversation about whether your salary reflects reality. If your employer can't see it, someone else will."

Boosting your bank account by 'benefits-maxxing'

Savvy employees are finally taking their benefits packages seriously, these offers from an employer on top of your pay.

Employee benefits can include pension contributions, private healthcare, gym membership, retail discounts, or even training budgets you can spend on boosting your skills.

If your employer is offering something, you'd be daft not to use it. Many even include tailored health support for mental health and menopause or contributions towards something like IVF.

"Dig out your employee handbook or ask HR for a full list of what's available," says Pamela.

"Many employees are sitting on hundreds, if not thousands, of pounds of untouched benefits."

Protecting yourself with 'career cushioning'

Career cushioning is the strategy of making sure you are 'cushioning' your career plan with other options if things don't work out.

Given the uncertainty of the current job market, it's a very good idea to be thinking of other roles you can apply for with your skill set, and anything you can do to broaden out your experience.

"Don't wait until you need a job to start looking like someone worth hiring as you'll already be behind the pack," Pamela says.

"Stay visible, stay connected and keep your CV current."

Boosting your pay packet by 'lily padding'

Rather than climbing a traditional ladder, 'lily padding' professionals hop from role to role, company to company, each move a deliberate step up instead of waiting for a promotion at your current job.

Employees changing jobs receive a pay rise of up to 20% on average, according to data company PayScale.

"It works but only if each jump is intentional," Pamela says.

"Lots of people end up side-stepping and never actually move up and get a promotion and the pay packet that comes with it.

"Know what you're moving towards, not just what you're leaving behind."

Boost your skill set through 'lobster learning'

The idea is that, like a lobster, we never stop growing, we just need to shed our shell when it no longer fits.

It's about committing to learning throughout your career, not just at the start of it.

"Don't be afraid to ask your employer what is available to you, as sometimes firms offer funded qualifications, mentoring or shadowing opportunities," Pamela says.

"Even if they say there is no money left in the pot, often there is still a fund for training and they should be putting staff members forward.

"If they're not advising in your development, factor that into whether you stay." more

Career development

 19h

'Jobs Are Limited': Indian Woman Sparks Viral Discussion About The Harsh New Zealand Job Market


An Indian woman in New Zealand shares the harsh realities of job hunting as a migrant, sparking widespread online discussions about local work opportunities

An Indian woman living in New Zealand has sparked widespread discussion after sharing her struggles finding work as a migrant. Her candid social media post highlighted the challenges newcomers face in the job market. This topic resonated with... many online, prompting others to share their own viewpoints.

Starting life in a new country often comes with high hopes of better opportunities, but reality can be more complex. For many migrants, securing that first job is the toughest hurdle, especially in markets that prioritise local experience. The woman, who recently moved from the US to New Zealand, explained the situation candidly in a video posted on Instagram.

"Ever since I moved from the US, a lot of my friends from both the US and India have asked me about the job market here," she said. "Honestly, right now, it's pretty tough. Jobs are limited, and companies often prefer people with New Zealand experience over newcomers. It's not impossible, but it does take patience and persistence."

Alongside her video, she shared a caption reflecting her mindset during this period of uncertainty, "Not every chapter is picture-perfect. Right now, it's about patience, consistency, and believing in myself even when things feel uncertain.

Job hunting in a new country isn't easy, but I know this phase is shaping me into someone stronger. Better days are coming."

Her post struck a chord with many viewers, leading to numerous comments sharing similar struggles. One user wrote, "5000 applications and got one." Another mentioned, "The job market is really bad, 110+ applications in over 5 months."

Others highlighted the importance of local experience, with one noting, "If there's one job in New Zealand, there are 10 jobs in Australia, 100 in the UK, 1000 in the USA."

Some commenters offered a more nuanced perspective, emphasising that opportunities exist depending on skills and approach.

One explained, "From a recruiter's perspective, this isn't entirely true. New Zealand faces a skills shortage. It depends on what you've studied, where, and how you present yourself. The market is tough, but patience can pay off." more

Career development

 21h

Job Application Submission Support


I need support submitting 100 job applications on the applicant's behalf. I will give you the résumé, plus any screening answers I want used. Your job is simply to drop the information into each portal -- no cover-letter tailoring or extra writing is required. Payment terms are straightforward: $0.10 for every application that matches my instructions and can be verified by confirmation email or... tracking link, for a total of 100 submissions. What you'll do * Log in with the credentials or guest options I provide. * Complete each form accurately, attach the résumé, and hit submit. * Record every submission in a shared spreadsheet (company, role, date, confirmation link or screenshot). Accuracy is critical here; I'm paying per correctly filed application, so attention to detail and basic familiarity with portals like LinkedIn, Indeed, Lever, Workday, and Greenhouse will make this quick work. If these terms fit and you can finish all 100 applications within a week of receiving the materials, let's get started. If there are any questions on the application that are not my screening answers, tell me or skip to the next application. more

Mvuselelo B Nzama
Career development 2h
How can a newly employed individual maintain financial and career independence without becoming trapped in the rat race?

Jarmila O’Neal


Career development 1w
I’m really confused about how to answer the salary question in interviews. After reading a bunch of “tips” online, I said that “a comfortable range for me is from … to ….”. But they told me I wasn’t a good fit because I’m not a straightforward person and give vague answers instead of being clear.
So what’s the right way, should I state an expected salary?

2   

  • Rose Okee

    1d

    What about the question on relationships with my boss if granted the job

  • J M

    5d

    Thank them for being honest and open. Your salary answer may have put you over the existing pay scale. Feel free to ask for advise - now that my... interview is over what would you suggest I do on my next interview? Wait for an answer and leave. If I am not a fit now better to know it now.
    As far as salary range lossdog.com is working on a program to help in this area     more

Load more...

Career development

 1d

Resume Content Tailoring


I have a set of existing résumés that need purposeful rewriting so they line up perfectly with different seniority levels and roles. The scope is entirely on two areas: * Work Experience - every job title must be sharpened, each description rewritten to emphasise relevant responsibilities, and key, measurable achievements added or re-phrased for stronger impact. * Skills - I only need the... language-proficiency portion updated so it speaks directly to the target roles while staying truthful and ATS friendly. No changes are required in the education section or elsewhere. Deliverables - A revised version of each résumé in editable Word format and clean PDF - Clear, quantified bullet points under Work Experience that match the appropriate experience level - A concise Language Proficiency entry that fits naturally within the Skills section I'll review for tone, accuracy, and keyword alignment; once everything reads smoothly and passes ATS checks, the project is complete. more

Career development

 1d

50-Year-Old Unemployed Woman Who Has Sent In 4,000 Job Applications May Have To Move In With Her Mom After 'Relentless' Rejections


In an interview with The Independent, Tina Chummun, who has sent out a total of 4,000 job applications with no luck, admitted that due to not being able to get a job, she's had to make some hard decisions regarding her living situation.

Job hunting is nothing but stressful, especially in this current market where unemployed people are having to fight tooth and nail just to get an interview. Some... people are spending months and even years without success and feeling incredibly defeated. For individuals in midlife, however, the situation is particularly volatile.

For the past two years, Chummun has sent out thousands of job applications, but because she hasn't heard back or had much success getting hired, she's now thousands of pounds in debt to her mortgage lender and is facing the possibility of having to move in with her mom. After losing her job in April 2024, Chummun has been working part-time selling her counseling and marketing services, but has been unable to earn enough to cover her bills.

Despite having an undergraduate degree, two master's degrees in marketing and psychotherapy, and being in her third year of a health and social care doctorate, none of her impressive qualifications are paying off at all. She insisted that the U.K. government needs to step in and help older people like her struggling to find a job because the job market isn't particularly kind to people her age.

Gladskikh Tatiana | Shutterstock

"I love working; it gives me a sense of purpose and meaning. I don't want to retire. It's so frustrating, and I'm trying everything... I want to get up and go to work. I don't want to claim benefits. I can't claim benefits because I'm self-employed, but I don't want to," Chummun told The Independent.

If Chummun is unable to find a job within the next year, she might have to move back in with her mom, who is currently supporting her financially.

RELATED: Hiring Managers Say These 4 Interview Questions Decide Who Gets The Job -- Here's How To Answer Them Confidently

Even in America, recent college grads are struggling to find employment. Although graduates from the Class of 2025 submitted more job applications than their 2024 counterparts, 10 and six, respectively, they received fewer job offers on average than did the previous class, according to the National Association of Colleges and Employers.

In a separate report by education technology company Cengage Group, only 30% of 2025 graduates said they had secured a full-time job in their field, and only 41% of the Class of 2024 said they had done so.

"For the first time in modern history, a bachelor's degree is no longer a reliable path to professional employment," Gad Levanon, chief economist at the Burning Glass Institute, told CNBC.

RELATED: Research Shows Most High School Students Have No Idea What Their Options Are After Graduation Other Than Get A Job Or Go To College

Findings from a study laid out the difficulties older workers have holding onto a job so they can retire on their own terms, even when the economy is doing well. Over the last several decades, more than half of the older Americans who had been employed in stable jobs have been pushed out of employment at some point late in their careers.

TheCorgi | Shutterstock

AARP found that older adults are facing a plethora of reasons why it's hard for them to find jobs, and one of those reasons is age discrimination. Over the past three years, the number of age discrimination complaints filed with the federal Equal Employment Opportunity Commission (EEOC) has steadily increased. During 2024, there were a total of 16,223 complaints, up from 14,144 in 2023 and 11,500 in 2022.

RELATED: The Often Overlooked Job That's Actually Hiring & Not Being Replaced By AI -- And It Doesn't Even Require A College Degree

AlexandrMusuc | Shutterstock

Since she's consistently heard that she's overqualified or unsuitable for roles, Chummun would like to see similar efforts by the government to encourage older people back into the workforce. But in order for that to happen, companies need to be reminded that everyone deserves a fair wage for their efforts. That's exactly why so many Gen Zers are struggling to find work, as well. Entry-level jobs are disappearing, and the few that are available pay peanuts.

"Unemployment is rising, and wage growth is declining for young adults, which could have a long-term scarring impact," said Grace Zwemmer, associate economist at Oxford Economics and author of the Cengage report. Ultimately, the job market is a mess unless you are at the top

She explained that digital marketing is a particularly difficult field to get work in for older people, as it is "quite a young industry, and also there are lots of stigmas and lots of stereotypes about older people not being digitally savvy."

The reality Chummun has to face is disheartening, and it can surely feel next to impossible after probably hearing "no" so many times. Like so many others, both in the U.K. and the United States, she's simply waiting for something to turn around in her favor.

RELATED: Unemployed Woman Describes What It's Like To Be 'So Poor That You Can't Afford To Get To A Job Interview'

Nia Tipton is a staff writer with a bachelor's degree in creative writing and journalism who covers news and lifestyle topics that focus on psychology, relationships, and the human experience. more

Thomas Zejda


Career development 6d
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   

  • Pro essay

    4d

    They were looking for something in you .. you could have dodged the bullet easily but saying so long as it falls within your qualifications you are... okay  more

  • Djadji Sylla-Samassa

    4d

    They are looking for a slave for hire

    2
Load more...