Nikolas Rumeliotti


Career development 1d
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

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2   

  • justus baleke

    23m

    It seems you already have your preferred choice inexperience one just follow your heart and choose what you want

  • Joseph Gitau

    6h

    Whilst each candidate has merits and own strengths, it is important to consider the specific needs of the position with both short term and long term... perspectives in mind. If you are looking for imme do iate optimum productivity, you might assess these abilities in the older candidate and determine suitability. Hands on experience for the role might be more apparent and quantifiable. The question might also be why the older candidate needs a new job as opposed to keeping his/ her old one or starting his own business.. I imagine that the younger candidate has great potential that can be groomed, nurtured and developed within a reasonable period of time. It is upon the company to weigh one against the other with these views in mind to determine the more suitable choice with both short term and long term considerations to boot.  more

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Career development

 5h

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


Send questions about the office, money, careers and work-life balance to workfriend@nytimes.com. Include your name and location, or a request to remain anonymous. Letters may be edited.

Marriage vs. Unemployment

Dear Work Friend,

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,

Anonymous

I nodded and winced with sympathy through the first two paragraphs of your letter as I thought about the pressures of chronic illness, unemployment and financial strain.

And then I got to the phrase "online master's program in computer science."

At this point I stopped nodding, cocked my head to the side, and squinted my eyes in an expression of polite bafflement -- the "Tucker Carlson." I think you are right to worry that this will not improve his prospects. "Learn to code" is no longer a panacea for the unemployed, if it ever was. The number of job openings for entry-level workers in the tech industry has been stagnant for a while, and a master's alone is not going to help when every new job listing has thousands of applicants, especially given the long gaps in your husband's résumé. A strong professional network might give him an edge, but it's hard to form one at a grad program you attend from your living room.

But my real concern reading your letter is not simply that the online master's program is probably a waste of time and money, but that your husband is using it to hide from responsibility for your finances and your relationship.

There are many very good and rigorous online degree programs, but there are also some whose practical function is to help students avoid the burdens of real life under the cover of productivity. I think it's telling that you, the stably employed partner, are emailing me to solicit employment ideas, rather than your husband, who actually needs them.

So before you even get to doling out advice, you need to sit down with your husband and tell him that the stress you feel about money is making you miserable, and that you guys need to come up with a plan to mitigate your dread about the future. You will know the most diplomatic way to communicate your distress. But you need to be honest with him that the current situation is unsustainable for you, and he needs to be part of the solution.

I'm not saying your husband must quit his master's program. But he should have a plan beyond graduating and heading to LinkedIn. At a minimum he should be seeking internships, soliciting informational interviews, attending meet-ups and other networking events, and doing whatever he can to build a portfolio, gain experience, and augment his chances at actually finding a job.

And he should probably be doing more than that, given your misery and exhaustion. Could he get a part-time job serving coffee, waiting tables, or stocking shelves to help ease the pressure you feel to provide for both of you? If he needs to stay at home, could he find remote work in fields like tutoring, editing, transcription or customer service? Or maybe something more oriented toward a future career in software, like QA testing, data entry, or freelance web design? Finally, if his illness is preventing him from finding work entirely, can he augment your income with disability payments?

The point of this conversation is not to fix your difficult problems overnight (it won't), nor to permanently solve the eternal troubles of money, jobs and relationships (it can't). It's to ensure that the tasks of thinking, worrying, and doing something about these issues is shared between both of you.

To that end, if you can scrape together the resources, I would suggest that part of your plan involve couples' counseling. If that's out of reach, you should at the very least be setting deadlines and clarifying expectations, so that neither partner is operating under false assumptions about the other's feelings or needs.

Unless you fix the dynamic that has you emailing advice columnists on behalf of your husband after working all day to support him, I worry that no amount of employment-seeking guidance will help.

An Anti-A.I. Moral Stance?

Hello Work Friend,

I am a data analyst at a start-up. I have been doing my job for a while, and I'm good at it. Lately, all of my peers are diving head first into using A.I. and agents to complement their work.

I am torn on what to do myself. I can see all of the places in my work where A.I. could automate some time-consuming parts of the job, or make it easier to pick out trends when looking at performance across many axes. But I am morally against A.I.s. They have stolen the real work of countless humans, and they (and the data centers behind them) are climate nightmares.

Should I swallow my pride and try to be the best employee I can be for my company? Or should I risk being left behind?

Mike in Massachusetts

Whatever you do, you shouldn't use artificial intelligence simply "to be the best employee you can be." Compromising a deeply felt ethical stance simply to impress your bosses and get an data-analyst-of-the-month certificate -- or whatever your start-up offers to its best boys -- simply isn't worth it.

But compromising a deeply felt ethical stance to make your life a little easier? To eliminate some tedious busy work and buy yourself a few hours to zone out on a workday afternoon? Now that's a bargain worth considering.

I'm joking, but only sort of. It seems to me that practical questions of effect are important here: Will using A.I. make your life better? Or leave you the same amount of miserable -- and feeling guilty for crossing your own line, to boot?

Of course, the same practical questions apply from the other direction. What's your goal in refusing to use A.I.? Saving your immortal soul? Throwing a small wrench in the enormous cogs of capital? Will refusing its use do anything to stop its relentless advancement, or just make you feel righteous?

A.I. boosters and critics alike often talk about the technology in revolutionary -- if not apocalyptic -- terms, which can make the risks of using A.I. (or not) feel overwhelming. To use A.I. feels like participating in morally bankrupt process of technological exploitation, on the one hand; to refuse it feels like consigning yourself to obsolescence and unemployment.

But the stakes are just not that high. If you decline to use A.I., you may end up working a bit harder than your peers, but the process of adopting A.I. will occur over a long timeline, in stops and starts, and the risk of being left fatally and irreversibly behind is low. At the same time, your individual decision to use it won't make a huge difference to the tech companies you're wary of on their march to economic domination.

Which is why my recommendation is to refuse the choice you're offering yourself. Why not use A.I. in circumscribed and deliberate ways to make your work life better? You won't be refused entry to heaven because you prompted Claude to organize a data set and saved yourself some time and eye strain.

Meanwhile, you could channel your outrage into organized political action rather than an individual ethical choice by joining and supporting climate or labor advocacy groups that are thoughtfully working on the issue. If you're morally against A.I., you owe yourself and the people in your community more than just a private protest. more

Career development

 7h

Job Application Assistant Needed


I'm preparing to move into a new full-time role within IT and Software and want someone who can run the entire online application process for me. Starting from the target résumé and cover-letter I will supply, you will search for matching openings, complete the applications on my behalf and keep everything organised. You'll work mainly through the big boards -- LinkedIn to start with -- while... adding Indeed, Glassdoor or any other platform you believe will increase my exposure. Your initiative in finding fresh channels is welcome as long as you document each step. Each evening I need a concise update so I always know where things stand. A shared Google Sheet (or similar) listing company, position title, portal used, date applied and next-step status is perfect. Deliverables * An agreed-upon minimum number of quality applications submitted per business day * Daily progress report with all required fields fully populated * Quick notice of any assessments, interview requests or additional information the employer needs Experience helping tech professionals land interviews -- and familiarity with applicant-tracking systems -- is a plus. Confidentiality is critical. Let me know how you would structure the workflow and how soon you can start. more

Anonymous member


Career development 17h
I’ve been working at a big bank for six months, and I still can’t get used to how people treat each other. Many employees look down on drivers, cleaners, maintenance staff, and kitchen assistants. They treat them like they are “lower”.
I can’t act like that and try to be kind and respectful to everyone. But my colleagues criticize me for it and even push me to be rude to support staff.
How can I... stand my ground and help others treat them with respect?

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1   

  • ismail Mohammed

    9h

    I understand what you’re going through, and honestly, it’s not easy to be in that kind of environment.vWorking in a place where people look down on... others because of their roles can be very uncomfortable. But one thing I want you to remember is this: your character is more important than fitting into a toxic culture.
    Keep treating everyone with respect—drivers, cleaners, maintenance staff, everyone. That says a lot about who you are. Don’t let others pressure you into becoming someone you’re not. You don’t need to argue or fight with your colleagues. Just stay consistent in your behavior. With time, people will notice, and even if they don’t say it, they will respect you for it. If they try to push you to act differently, you can calmly let them know, “That’s not my way,” and leave it at that.
    At the end of the day, positions don’t define people—character does. And the way you treat those who can do nothing for you speaks volumes.
    Stay true to yourself. You’re doing the right thing.     more

    1

  • Nyles Stuart

    14h

    Wow

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Career development

 14h

Best Personal Assistant Agencies LA: Top 9 Recruiters Compared


The 9 Best Personal-Assistant Recruitment Agencies in Los Angeles

Los Angeles is one of the toughest markets for personal-assistant talent. Hollywood A-listers, crypto founders in Venice, and multigenerational family offices from Beverly Hills to Malibu now compete for roughly 300 career PAs citywide. A 2025 luxury-staffing report calls the hiring scene "hotter than ever," noting that principals... pay 10-15 percent more than 2023 rates to secure the right person. When an assistant can reclaim hours of your day, protect your privacy, and keep every moving part in sync, settling for average isn't an option.

We audited more than 20 recruiting firms, scored each against seven objective criteria, and surfaced the nine agencies most likely to deliver a PA who fits your world.

Our Research & Methodology

Before ranking a single agency, we handled the project like a mini-market study. We opened more than 20 search results for "personal assistant agency Los Angeles" and related terms, then mapped every company that showed a real footprint in the city.

Next, we moved past homepage headlines. We combed LinkedIn for placement histories, scanned Reddit and Quora threads for unfiltered client stories, and read every testimonial we could verify. That gave us a pulse on what busy Angelenos value: speed, discretion, and crystal-clear fees.

From there we built a seven-factor scorecard. Two criteria carry the most weight: depth of PA specialization and the rigor behind each firm's candidate checks. Reputation signals, niche expertise, fill speed, fee transparency, and post-placement support round out the model.

Finally, we assigned provisional scores, cross-checked them against third-party press mentions, and debated edge cases until the top nine separated from the pack. The result is a ranked list you can trust, with a clear paper trail if you ever want to review our logic.

How We Judge a "Top" PA Agency

Choosing a personal-assistant recruiter is not about glossy websites or celebrity name drops. It comes down to proven systems that deliver the right human into your life without drama. We scored every firm against seven concrete factors, weighted to mirror what LA employers say matters most.

First comes specialization. Agencies that focus on PA and EA searches sit at the top because they nurture deeper talent pools and instinctively speak the shorthand of the role.

Second is vetting rigor. We looked for multi-layer background checks, reference calls that go beyond "Was she on time?" and interview processes designed to spot discretion as well as skill. A résumé means little if your assistant cannot keep a secret.

Third, we reward niche expertise. An agency fluent in studio politics or family-office etiquette will land better cultural matches than a generalist temp shop.

Reputation follows. Decades in business, repeat clients, and third-party press nods all signal consistency no one can fake overnight.

Speed and scale matter too. When your calendar spills over, you need qualified options in days, not months. Agencies with large candidate benches and tight internal workflows scored higher.

We also credit fee transparency and solid replacement guarantees. Surprise invoices erode trust; straightforward terms build it.

Last is post-placement care. The best recruiters stay involved after day one, smoothing onboarding and catching small issues before they grow.

Weighting these factors keeps our rankings objective and focused on what delivers real value to you.

Top Personal Assistant Agencies in Los Angeles

1. C-suite Assistants: Nationwide Reach With Local Firepower

C-suite Assistants blends corporate polish with Hollywood agility. Backed by a nationwide database that has recently placed a personal assistant to a pop star and an executive assistant to a global-media CEO, the firm now serves as a Los Angeles personal assistant recruitment agency able to deliver fully vetted finalists in days -- not weeks. Because its recruiters source nationally, they can present qualified candidates within one to two weeks -- far faster than the typical month. Every contender passes multi-round interviews, reference checks, and confidentiality screens before a résumé reaches your inbox. A 90-day replacement guarantee protects the hire if something misaligns. When you need a partner who understands board meetings at noon and a red-carpet call time at six, C-suite is the number to dial.

2. The Grapevine Agency: Hollywood's trusted matchmaker

Ask on any studio lot for an assistant recommendation, and Grapevine surfaces first. Founded by two former entertainment assistants, the boutique firm has spent 20 years pairing Oscar winners, showrunners, and high-net-worth families with PAs who thrive under studio spotlights. Recruiters speak the unwritten rules of set life, from thick NDAs to last-second jet reroutes, leading to near-zero gossip leaks. Expect three or four handpicked finalists, each vetted for 24-hour availability and absolute discretion. If your world revolves around premieres and production schedules, Grapevine already knows the script.

3. The Help Company: Four Decades of Discreet Excellence

Since 1982, The Help Company has staffed the homes and offices of film legends, fashion icons, and philanthropists. Recruiters often visit a client's home to absorb the environment, then interview candidates in person to gauge everything from posture to table manners. Only a handful advance, and each signs a confidentiality pledge. The agency favors career PAs who understand nonstop schedules and international travel. Many clients return for every household hire, a sign of trust built over 40 years.

4. Pocketbook Agency: Modern Matchmaking at Startup Speed

Launched in 2014 by two former executive assistants, Pocketbook uses data and a 400-thousand-person network to surface talent quickly. Speed never sacrifices fit: detailed interviews probe mindset as much as skills because emotional intelligence often outweighs typing speed. Blending tech and entertainment, Pocketbook excels at hybrid roles -- EA in the morning stand-up, PA by the evening red-carpet rehearsal. Contingency fees sit at roughly 20 percent, with clear salary guidance before you sign.

5. Rose's Agency: Beverly Hills Roots, Bespoke Results

For more than 20 years, Rose's Agency has specialized in high-profile domestic staffing. The founder still interviews every candidate, filtering out the merely competent in favor of the exceptional. Many placements combine duties -- house manager, event planner, family quarterback -- so candidates field etiquette questions, vendor scenarios, and crisis drills before meeting a client. Straightforward fees and candid advice make the boutique process transparent.

6. The Celebrity Personal Assistant Network: When Only a Unicorn Will Do

Consultant Brian Daniel conducts retained searches for principals who demand the world's best assistants. Clients pay up front for exclusivity, and Daniel taps a global contact list built during his own years as a celebrity PA. Roles often require 24-hour reachability, multiple languages, and seamless transitions from a G650 cabin to a five-star hotel lobby. Fees exceed contingency models, but clients pay for certainty that a six-figure assistant will endure.

7. Staffing at Tiffanie's: Family Focused, Hollywood Savvy

Founded in 1998, Staffing at Tiffanie's wins over families who need a PA that shifts from budget forecasts to ballet pickups without missing a beat. Discovery calls cover lifestyle details -- diet, pet care, holiday traditions -- so the assistant feels like part of the household on day one. Scenario questions test judgment in real family chaos, such as juggling three school calendars. Warmth pairs with professional rigor throughout the process.

8. The Middle: Part-time Assistants, Full-time Relief

Not everyone needs 40 hours of help. The Middle matches professionals with assistants who work five to 20 hours weekly and can scale with your life. Clients outline the tasks and hours, pay an all-inclusive hourly rate, and tap a roster of experienced pros. Many assistants are career EAs seeking flexibility, actors between shoots, or retired chiefs of staff who miss the action but not the grind. For founders in early funding rounds or parents needing seasonal support, The Middle delivers horsepower without full-time overhead.

9. Colonial Domestic Agency: Six Decades, Thousands of Placements

Opened in 1963, Colonial Domestic Agency maintains a database that spans generations of household staff. Recent postings list $50 per hour plus benefits for PAs willing to manage construction during the day and red-carpet wardrobes at night. Screening stays old school -- phone interviews, reference letters, and in-person meetings at the Wilshire office -- but the hands-on touch produces hires that last years. Advisers also walk new employers through California labor rules to prevent missteps.

Los Angeles Personal-assistant Salary and Hiring Trends

1. Salary Snapshot

Let's start with the question everyone asks: what should you pay? ZipRecruiter's March 2026 data puts the average total compensation for a full-time personal assistant in Los Angeles at about $52,000 a year, or roughly $25 an hour. That figure sits above the national average, reflecting the city's cost of living and the premium on confidentiality and round-the-clock flexibility.

The range widens quickly. Entry-level household PAs land between $37,000 and $45,000, while experienced executive-personal hybrids often clear six figures. ZipRecruiter lists an average of about $75,000 for executive personal assistants in LA, showing how scope, industry, and after-hours demands drive pay more than titles.

Part-time help costs $35-$50 an hour through services such as The Middle. At 10-20 hours a week, expect an annual spend of $18,000-$50,000, ideal for founders or families who need support without a constant shadow.

Keep these benchmarks handy as we explore demand drivers and legal costs.

2. Why Demand Keeps Rising

Money talks, but scarcity shouts. Ultra-wealthy families and high-growth startups are expanding faster than the assistant talent pool, creating a seller's market for top PAs. A 2025 luxury-staffing report notes that private households in LA, New York, and London are "hotter than ever," with principals offering higher salaries, annual bonuses, and even housing stipends to win candidates.

Because demand outpaces supply, skilled assistants field multiple offers within days. For you, that means two imperatives: move quickly once you find a fit and sweeten the offer with perks that show respect, such as overtime pay, upgraded travel, or a development budget.

Agencies on our list confirm the trend. Many now brief clients to expect a 10-15 percent premium over 2023 rates for an EA/PA hybrid who can handle board decks at breakfast and wardrobe pulls by dinner. Secure the right person and you reclaim hours, lower stress, and project professionalism across every touchpoint.

3. California Labor Rules Employers Overlook

Budgeting ends when the law begins. California treats most personal assistants as standard domestic employees, so overtime starts after eight hours in a day or 40 hours in a week. Unlike "personal attendants" such as caregivers, PAs qualify for time-and-a-half beyond that limit.

Classifying a PA as a 1099 contractor rarely passes muster. Under AB5, directing their work, setting their hours, and relying on them regularly makes the role a W-2 employee in almost every scenario. Penalties for misclassification dwarf any short-term savings, and reputable agencies will not bend that rule.

Practical takeaway: account for overtime and payroll taxes from day one. Some employers choose a higher flat salary to absorb expected overages; others keep the role hourly and pay the premium when weeks run long. Clear terms prevent awkward money talks and protect you from compliance headaches.

4. The Rise of EA/PA Hybrids

In LA, personal and professional spheres collide hourly, so many principals now prefer one trusted gatekeeper for both worlds. Enter the executive-personal assistant hybrid. These professionals can prepare a board deck at 9 am, renegotiate a Bel-Air catering contract at noon, and confirm a vet visit before sunset.

Because the role spans corporate and domestic duties, agencies report that hybrid jobs command a 10-15 percent premium over traditional executive-assistant posts. The payoff for employers is seamless coordination: one calendar, one inbox, and one person who sees every moving part and prevents collisions.

For assistants, the role offers range and reward. Hybrids gain C-suite insight plus household management skills that can lead to chief-of-staff or estate-manager careers. That cycle drives salaries higher and shortens hiring timelines, so decide early whether you need pure corporate support or an all-terrain fixer.

Quick-compare Cheat Sheet

Nine detailed blurbs help, yet sometimes you want the essentials in one glance. The table below lists each agency's founding year, core niche, fee model, guarantee, and our overall score for quick comparison.

*Scores follow the seven-factor rubric described earlier.

Use this grid to map options to your priorities. If speed and national reach top the list, C-suite leads. For pure Hollywood expertise, Grapevine or Help Company excel. Need part-time flexibility? The Middle stands out. Match the data to your needs and you are halfway to clearing your inbox.

Frequently Asked Questions

1. How long does it take to hire a PA through an agency?

Give clear feedback fast, and most agencies can present finalists within two weeks. C-suite and Pocketbook often meet that mark because they keep a ready bench of vetted talent. Add one to two weeks for interviews, background checks, and paperwork. Delay your feedback and the same candidate may accept another offer the next day.

2. Who pays the agency fee?

The employer does. Budget around 20 percent of the first-year salary for contingency searches and closer to 30 percent for retained, ultra-niche hunts. The fee is a single payment that covers sourcing, screening, and a replacement guarantee if the match falters early.

3. Can I ask my PA to sign a nondisclosure agreement?

Yes, and every agency here recommends it. An NDA protects personal data, business details, and even household routines from outside chatter. Most firms provide template language, but have your attorney review final wording.

4. What perks keep top assistants loyal?

Pay matters, yet culture retains them. Predictable overtime, a clear path for raises, and respect for off-hours when emergencies are not in play all help. Many high performers also value development perks such as conference passes or software courses.

5. Is a virtual assistant a cheaper substitute?

For pure digital tasks, yes. Services like Belay or Boldly can manage calendars, inboxes, and travel booking remotely for about 40 dollars an hour. They cannot pick up couture on Melrose or stand in for you at a site visit. If your needs cross the digital-physical divide, an in-person PA -- or a hybrid approach -- delivers better coverage.

Key takeaways

Los Angeles runs on behind-the-scenes talent, and personal assistants are the gearbox that keeps influential lives turning smoothly. Demand is hotter than finance charts, salaries reflect that heat, and the legal landscape rewards those who plan ahead.

Choose an agency aligned with your world -- Hollywood buzz, tech growth, family harmony, or fractional flexibility -- and let its network shorten the search. Pay market rates, follow overtime rules, and sweeten the package with growth perks to secure loyalty that pays for itself in saved time and reduced stress.

Use this guide as your roadmap. Skim the table, revisit the agency blurbs that fit, and schedule discovery calls this week. The sooner you secure a trusted right hand, the sooner you return to the work only you can do. more

Career development

 19h

'Company Retreat' Star Anthony Norman Tells All: What the Show Left Out, Who Almost Called Police and Which Actor 'Slipped Up' on the Prank


SPOILER ALERT: This article contains spoilers for the finale of "Jury Duty Presents: Company Retreat," now streaming on Prime Video.

Anthony Norman, a 26-year-old father from Nashville, can finally update his résumé with a particularly odd job from more than a year ago. After previously working as a valet, he was a temporary assistant at a family-owned hot sauce company called Rockin' Grandmas --... but he was the only real employee.

Just as in Prime Video's 2023 comedy hit "Jury Duty," Norman found himself as the oblivious main character of "Company Retreat." In Season 1, a solar contractor named Ronald Gladden became a near-household name as the unknowing star of a fictional court case and absurd panel of jurors. Now, Norman follows in his footsteps as the breakout star of the fake Rockin' Grandmas company retreat in Season 2.

Hired as a temporary assistant, Norman flies from Tennessee to California to help Rockin' Grandmas CEO Doug Womack (Jerry Hauck) throw one last retreat before he retires and gives the business to his son Dougie Womack Jr. (Alex Bonifer). However, just about everything goes wrong. Norman's HR boss Kevin (Ryan Perez) surprises a co-worker with a proposal, gets rejected, abandons the retreat and leaves Norman as the de facto leader. Womack Jr.'s ascension to CEO is also derailed after his new hot sauce recipe uses Taco Bell ingredients and embarrasses everyone at a client luncheon.

Triukas Group, a shady corporate conglomerate, then swoops in to acquire Rockin' Grandmas, but Norman and Womack Jr. uncover the company's plan for layoffs in the penultimate episode. In the stirring conclusion, Norman bursts into the meeting room to stop Womack from signing the Triukas deal. With Rockin' Grandmas saved, Norman is hailed as a hero -- and then the truth about the show is finally revealed. The actors drop their roles, the hidden cameras come out and Norman's mind is blown. The final episode unpacks the months of preparation that went into making "Company Retreat," and Norman is given a $150,000 check.

Now, Norman can finally discuss his unbelievable time at Rockin' Grandmas as the "Company Retreat" finale streams on Prime Video. With Variety, he talks about what didn't make it onto the show, how one actor nearly slipped up and how his mom almost ruined the entire retreat.

My mom was so excited. She actually came with me to the premiere, and within the first 10 minutes of the first episode, she was already crying. She's happy about it. And then my dad, I can tell he's happy about it, but he's more of a hardass, if you will please excuse my language. He was just like, "OK, cool." No "I'm proud of you," but I can tell he's happy. It's a good mix of both tears of joy and from laughing. My mom and dad, more than anybody, can read my facial expressions. So they get a little bit of an inside scoop of what I might have been thinking in those moments.

I wanted to play it safe. As much as I love and trust my family, I just kept it to myself. I had to live life normal. If I did tell my parents, they might have expressed something to somebody else. My mom was like, "No way! Get out!" We hadn't really seen the first season of "Jury Duty," so that was the first thing that we jumped on. It also helped me explain what I was going through. So we sat down and watched it. I was pointing out characters like, "We have a character like this" and breaking down all the details and giving her some of the inside scoops.

With my schedule with my son, I have a week-off, week-on schedule, so I've always been on the lookout for little jobs or gigs that I could make work in my schedule. I applied to a temp company. I wasn't applying to Rockin' Grandma's. I was expecting to go and work for a short amount of time, come back and just go back to looking for new jobs. I have a few jobs that I do consistently now, but I didn't really expect too much to come out of it.

The first interview I had was with the temp company that I was hired through. I believe I actually had two interviews with them. A month later, I almost forgot about it, and they reached back out through email and were like, "We liked you. We would love to move forward in the interview process." Then that's when I had the first interview with Kevin -- sorry, Ryan [Perez].

When it first ended, I told them, "Y'all are staying with your characters' names." But now I've had plenty of time to talk to them and keep up with them through social media. I got their names down now.

Honestly, I don't know, because looking back at some of the interviews that they put on there, I'm like, "Why did they even pick me?" I kind of question it. I would like to say that I think I lead with being authentic and just being real. And I think they could see that. So I think that's one of the things that they leaned on when they picked me. They definitely asked about some of the things that I'm interested in and things I do in my day-to-day life, but they never pried into what kind of TV I watch. They never said anything that might have tipped their hand at what they were looking for.

To be honest, when they offered it, I kind of considered it just because the offer was on the table. But no, not really. Regardless of what happened, I knew I was showing up to do a job and I wanted to do the best that I could. So I really never had the thought to leave.

They actually used that as a seminar; basically they were doing a digital detox. But with that being said, I always did have access to my phone if I needed it. And then there was also a landline and an iPad in the computer lab, which I could always go in if I wanted to call home or FaceTime anybody. I always had that. But just carrying my phone around in my pocket everyday, I couldn't do that.

Yes, several times I called home to my mom. It seemed just about every day I was just telling her, "You can't even imagine what happened today." My mom actually called it. She was like, "Something's off. Something is weird about what's going on out there." One day she called the landline and I wasn't available to pick up. She said she was so scared, she almost called the cops because I had sent her the address. Looking back, I'm like, "Mom, you could have blew the whole thing." But it was her just being a worrying mom.

No, not while I was there, because I didn't really have the time. I guess I could have went in the computer lab and looked up their social media, but not really. I gave Dougie my phone number if they ever needed me to come back, because I was more than happy to because I genuinely was enjoying myself. I didn't google Rockin' Grandma's, but when they sent me all the information about my hotel, I definitely called up there and asked if the room was under my name. If anything else, I needed to at least have a place to lay my head.

I'm a big baseball guy, they knew that, and they had wiffle ball stuff. I was actually able to get everybody to come and play wiffle ball with me, which meant a lot to me because if I hit up all my friends here in Nashville I could probably get two of them to come and play. It was so fun. There was a moment we were playing Uno, they caught a little bit of that. Alex [Bonifer] and Warren [Burke], after we did all our seminars at the end of the day, we had a big chess board and we would go sit out there talk and play chess. So just some of those moments where we're really sitting down and getting to know each other is what I wish they would have put more in there.

There was only one moment like that, and I didn't really take it in. I don't think they show it. One day was Warren's birthday. I don't know if it was actually his birthday or not, so one of my jobs was to go to the store and get anything they might need. With me knowing that it was his birthday, I got him a big chocolate cupcake with a candle. Later that same day, I was talking to Doug and telling him about the cupcake and he said, "Oh yeah, I got one of those cupcakes." And I was like, "There was only one cupcake." He said it as if I got a bunch of them, but in the moment, I was like, "I don't know, maybe it was a misunderstanding." But looking back, I'm like, "He slipped up!"

Definitely. It's hard for me to not talk about my son. He's my world. They knew all about my son. He's 3.

He was at the premiere as well, but he's not old enough to really understand what's going on. But he thought it was cool. When he first saw me, he was like, "Dad, that's you."

Yeah, all of them. They've extended an open mind for any questions or anything that I might need. And on social media -- with me being from Nashville and pretty much all of them being in L.A., it's hard for us to really get together, but we've definitely been keeping up with each other. We had a dinner party almost immediately on the very last day of filming.

They showed me a picture of Ronald almost immediately after all the cameras came out. He looked familiar, so I probably had just seen him around, but didn't realize what he was from. It was real crazy. Have you seen the Spider-Man meme of them pointing at each other? At the premiere, we didn't really have too much time to sit down and talk. There was so much going on. But after, we had a couple good phone conversations. Before I left town, we grabbed a drink and talked about what the future may hold for me and how he got to where he was at and some of the steps that he took.

I'm not against it. I never grew up dreaming to be an actor or being on TV. But now that I have the opportunity, and it's here, I'm open to everything. Whatever comes, I'm not necessarily saying that I'll take everything, but if good opportunities come that I really like and I really resonate with, I'll definitely jump in.

Looking back, I'm grateful to be a part of the experience. I'm very proud and happy that I get to be a part of something so positive. A lot of the entertainment that we take in nowadays is not the healthiest, so to be a part of that is amazing. It's funny, because I'm the youngest of three, so I was the kid always pulling pranks and joking and scaring people. So to be on the other side of it, especially in this manner, it's a dream come true. more

Career development

 22h

Dress for Success Southern Nevada to Host 2026 Success Showcase Luncheon | Weekly Voice


Annual event highlights client transformation stories while raising critical funds to serve more women across Southern Nevada

Press Assets: LINK

LAS VEGAS, April 3, 2026 /PRNewswire/ -- Dress for Success Southern Nevada will host its annual Success Showcase Luncheon on April 17, 2026, at The Resort at Summerlin, bringing together community leaders, advocates, and supporters for an afternoon... celebrating resilience, transformation, and the power of economic independence.

More than a celebration, this year's luncheon serves as a critical fundraising moment for the organization, which is setting an ambitious goal: to support 15% more women in 2026 than in the previous year. As economic pressures continue to impact working women across Southern Nevada, demand for services, from professional attire to career development and long-term support, continues to rise.

Part of a global network spanning more than 130 locations across 15 countries, Dress for Success has supported over 1.3 million women worldwide in achieving economic independence. This broader impact underscores the organization's role not only as a local resource but as part of a worldwide movement advancing women in the workforce.

"This event is about more than honoring success; it's about fueling it," said Roxann McCoy, CEO of Dress for Success Southern Nevada. "Every dollar raised helps us meet a growing need and ensures more women have access to the tools, confidence, and community required to achieve financial independence."

A Story of Transformation at the Center

At the heart of the luncheon is this year's honoree, Markela McFadden, whose journey reflects what's possible when women are supported not just at a moment, but throughout their entire career path.

Markela first connected with Dress for Success Southern Nevada in 2024 for employment suiting as she continued building her career as an accounting generalist. From the beginning, she demonstrated professionalism, determination, and a clear commitment to her growth. But what makes her story especially meaningful is that her journey did not end with that initial appointment; it evolved.

She has remained actively engaged in career coaching and professional development workshops, continuously investing in herself and her future. For Markela, success is not a one-time milestone, but an ongoing process of learning, discipline, and self-belief.

In 2026, she reached a major personal and professional milestone with the publication of her first book, Nourished: A Journey of Faith and Food Freedom, and is already working on a second. While advancing her career in accounting, she is also building a powerful personal legacy through authorship, demonstrating both ambition and purpose.

Markela's story embodies resilience, humility, and the power of staying connected to community, making her a powerful representation of Dress for Success Southern Nevada's mission in action.

Her journey will be celebrated during the event's signature Palm Royale-themed fashion showcase, where clients step into the spotlight, symbolizing not just personal style but also renewed confidence and opportunity.

About Dress for Success Southern Nevada

Since 2013, Dress for Success Southern Nevada has helped women across the region secure employment, build careers, and achieve lasting economic independence. While widely recognized for providing professional attire, the organization delivers far more than a first impression. Through career coaching, resume development, financial education, and upskilling, clients gain access to the tools needed to secure employment and build long-term stability. Clients also benefit from a sustained support system, including peer mentorship and leadership development opportunities, ensuring they not only enter the workforce but also continue to rise within it.

View original content:https://www.prnewswire.com/news-releases/dress-for-success-southern-nevada-to-host-2026-success-showcase-luncheon-302733603.html more

Career development

 22h

Dress for Success Southern Nevada to Host 2026 Success Showcase Luncheon


Annual event highlights client transformation stories while raising critical funds to serve more women across Southern Nevada

Press Assets: LINK

LAS VEGAS, April 3, 2026 /PRNewswire/ -- Dress for Success Southern Nevada will host its annual Success Showcase Luncheon on April 17, 2026, at The Resort at Summerlin, bringing together community leaders, advocates, and supporters for an afternoon... celebrating resilience, transformation, and the power of economic independence.

More than a celebration, this year's luncheon serves as a critical fundraising moment for the organization, which is setting an ambitious goal: to support 15% more women in 2026 than in the previous year. As economic pressures continue to impact working women across Southern Nevada, demand for services, from professional attire to career development and long-term support, continues to rise.

Part of a global network spanning more than 130 locations across 15 countries, Dress for Success has supported over 1.3 million women worldwide in achieving economic independence. This broader impact underscores the organization's role not only as a local resource but as part of a worldwide movement advancing women in the workforce.

"This event is about more than honoring success; it's about fueling it," said Roxann McCoy, CEO of Dress for Success Southern Nevada. "Every dollar raised helps us meet a growing need and ensures more women have access to the tools, confidence, and community required to achieve financial independence."

A Story of Transformation at the Center

At the heart of the luncheon is this year's honoree, Markela McFadden, whose journey reflects what's possible when women are supported not just at a moment, but throughout their entire career path.

Markela first connected with Dress for Success Southern Nevada in 2024 for employment suiting as she continued building her career as an accounting generalist. From the beginning, she demonstrated professionalism, determination, and a clear commitment to her growth. But what makes her story especially meaningful is that her journey did not end with that initial appointment; it evolved.

She has remained actively engaged in career coaching and professional development workshops, continuously investing in herself and her future. For Markela, success is not a one-time milestone, but an ongoing process of learning, discipline, and self-belief.

In 2026, she reached a major personal and professional milestone with the publication of her first book, Nourished: A Journey of Faith and Food Freedom, and is already working on a second. While advancing her career in accounting, she is also building a powerful personal legacy through authorship, demonstrating both ambition and purpose.

Markela's story embodies resilience, humility, and the power of staying connected to community, making her a powerful representation of Dress for Success Southern Nevada's mission in action.

Her journey will be celebrated during the event's signature Palm Royale-themed fashion showcase, where clients step into the spotlight, symbolizing not just personal style but also renewed confidence and opportunity.

About Dress for Success Southern Nevada

Since 2013, Dress for Success Southern Nevada has helped women across the region secure employment, build careers, and achieve lasting economic independence. While widely recognized for providing professional attire, the organization delivers far more than a first impression. Through career coaching, resume development, financial education, and upskilling, clients gain access to the tools needed to secure employment and build long-term stability. Clients also benefit from a sustained support system, including peer mentorship and leadership development opportunities, ensuring they not only enter the workforce but also continue to rise within it.

Event Details

WHAT: Success Showcase Luncheon

WHEN: April 17, 2026

WHERE: The Resort at Summerlin

TICKETS: $250 per person | $2,500 min per table | Other Sponsorship Opportunities Available

TICKET LINK: HERE

Media Contact

Kassidy Krystek

Third House North

kassidy@thirdhousenorth.com

View original content:https://www.prnewswire.com/news-releases/dress-for-success-southern-nevada-to-host-2026-success-showcase-luncheon-302733603.html

SOURCE Dress for Success Southern Nevada more

Career development

 23h

A Nation of Moms Strategies For Acing Job Interviews Business & Work


Securing a job interview marks a crucial step in achieving your career ambitions. Turning this opportunity into a successful job offer requires more than simply showing up and answering questions. You need a plan that covers each stage of the interview process. Tools like Cook'd can play a vital role in helping you prepare strategically for what lies ahead.

From researching the company to... mastering your communication skills, every detail matters in the modern job market. Learning to present yourself as the best candidate requires intentional preparation and authenticity. When you approach your next interview, the right approach will dramatically increase your confidence and your likelihood of landing the role you want.

Research the Company and Role

Every successful interview starts with strong research. Dig into the company's mission statement, values, and recent projects or accolades. Understanding the organization's goals enables you to tailor your interview responses to the company's needs. Take the time to read the job description thoroughly. Highlight which of your skills are most relevant to the position and bring them forward in your responses to show intentional alignment.

Going a step further, check recent press releases or annual reports to gain insights about the company's future direction. This not only shows your genuine interest but also lets you ask meaningful questions that reinforce your preparation. For comprehensive information about different industries, resources like Forbes offer excellent advice for candidates preparing for interviews.

Practice Common Interview Questions

Anticipating interview questions gives you the advantage of well-structured and effective answers. Focus on common questions like "Tell me about yourself" or "What is your greatest weakness?" Practice responding to these questions using the STAR method: Situation, Task, Action, and Result. This approach provides clarity and ensures your answers include context, your role, what you did, and the outcome.

Practicing your answers aloud or with a friend can highlight areas that need improvement and will help you avoid rambling or appearing unprepared. If you find yourself struggling, mock interviews can simulate the real experience and build your comfort level under pressure.

Dress Appropriately

What you wear to an interview sets the tone before you say a single word. Research the company's culture to understand the appropriate attire. Some companies lean toward formal business attire, while others embrace a smart-casual aesthetic. When unsure, err on the side of professionalism. Clean, neatly pressed, and appropriate clothing demonstrates respect for the opportunity and shows you take the role seriously.

Master Non-Verbal Communication

Non-verbal communication can be as important as your spoken answers. Start with good posture during the interview. Firm handshakes, open body language, and regular eye contact help you present yourself as confident and engaged. Be conscious of nervous behaviors, like fidgeting or crossing your arms, as these can send unintended messages about anxiety or defensiveness.

Adapt your facial expressions to show interest and warmth, especially when the interviewer is sharing information. Subtle cues like nodding when appropriate can signal active listening and understanding.

Prepare Thoughtful Questions

At the end of most interviews, you'll be invited to ask your own questions. Take this opportunity to show your curiosity and discern whether the company aligns with your goals. Ask about the role's growth prospects, current team dynamics, or initiatives that relate to company values. These questions not only make your interest clear but can also help you determine whether the organization is the right fit for you in the long run.

Conduct Mock Interviews

Simulating the interview environment is extremely valuable, especially if you are nervous or have not interviewed in a while. Ask a friend, family member, or mentor to play the interviewer. Record the session if possible, and watch it back to identify areas for improvement, such as pace, clarity, and body language. Consistent practice under conditions that imitate the real experience prepares you for the actual meeting and can significantly reduce anxiety.

Follow-Up Post-Interview

Sending a thank-you email within 24 hours of your interview reinforces your professionalism, attention to detail, and genuine enthusiasm for the opportunity. In your message, restate your interest in the role, highlight key strengths discussed during the interview, and briefly connect your skills to the company's goals. Personalizing your note based on the conversation helps you stand out. This simple yet strategic follow-up keeps you top of mind and reflects strong communication skills and business etiquette.

Stay Authentic

Genuine enthusiasm and honesty help build rapport with interviewers. Be candid about your experiences, including challenges and growth opportunities, to show self-awareness. Employers are drawn to candidates who show real passion rather than giving scripted or overly polished answers. This approach helps you connect on a more authentic level, leaving a positive impression long after the interview is complete.

Implementing these strategies enables you to tackle every job interview with confidence and poise. Staying prepared, professional, and authentic can set you apart from other candidates and bring you closer to your desired career goals. To deepen your interview skills, consider exploring further guidance from sources like The Balance Careers for up-to-date best practices and additional resources. more

Career development

 23h

2026 Best & Brightest Business Major: Julia Birchfield, University of Delaware (Lerner)


"A hard‑working, unconventional thinker driven to solve problems creatively and differently."

Fun fact about yourself: I owned a bakery for a few years, where I focused mostly on decorating cakes for weddings, birthdays, and other celebrations. It was a really creative chapter of my life, and I loved getting to be part of people's special moments through the designs!

Hometown: Norrisville,... MD

High School: North Harford High School

Major: Marketing & Global Enterprise Management

Minor: Business Analytics

Favorite Business Course: Introduction to Hospitality Business Management (with Dr. Sheryl Kline)

Extracurricular Activities, Community Work and Leadership Roles During College:

Honors College Student: As a member of the Honors College at the University of Delaware, I've kept a strong GPA while taking advanced Honors courses that dive deeper into the material and encourage expanded exploration of key topics. These classes offer a more challenging academic experience and give me the chance to engage more meaningfully with concepts beyond the standard curriculum.

Lerner Ambassador: As a Lerner Ambassador, I've had the privilege of representing the business school over the past four years by showing prospective students what makes Lerner so special. I've given tours, spoken on panels, and helped families get a feel for the community and opportunities within the college. It has allowed me to share my own experiences while helping future blue hens find their place at UD.

Peer Mentor: As a Peer Mentor, I've spent the past four years supporting first‑year business students, mentoring more than 200 of them as they navigate their transition into college. I've helped them find their place within Lerner, adjust to new academic and social dynamics, and feel connected and supported during their first year. I also helped launch this course at our Wilmington campus, serving as both a TA and peer mentor to guide students there through the same experience.

Teaching Assistant (Organizational Behavior, Human Resource Management, Basics of Business, Negotiations): As a Teaching Assistant, I've spent the past three years supporting more than ten courses across Organizational Behavior, Human Resource Management, Basics of Business, and Negotiations. Over this time, I've worked alongside multiple instructors and supported over 300 students, helping guide them through key concepts, coursework, and their overall academic progress from semester to semester.

Blue Hen Ambassador: As a Blue Hen Ambassador, I served for two years giving families guided tours of the University of Delaware campus and helping them get a true sense of the Blue Hen experience. I answered questions, shared insights from my own time at UD, and helped prospective students feel confident and informed as they made their decision about joining the UD community.

Lerner Career Services Intern: As a Lerner Career Services Intern, I've spent the past three years supporting students through every stage of their professional development. I've helped first‑year business students create, edit, and finalize their résumés for approval, and I've worked with students across all class years on job and internship preparation. This includes providing guidance on LinkedIn profiles, cover letters, interview skills, and overall career readiness. Through this role, I've supported hundreds of students as they build confidence and prepare for their next steps.

Lerner Student Advisory Board Member: As a member of the Lerner Student Advisory Board over the past two years, I've worked alongside fellow board members as well as Dean Yao and Deputy Dean Kline to help enhance the overall Lerner student experience. I've analyzed student survey data and translated it into clear insights and presentations for the deans, helping inform improvements across key aspects of the student journey. I've also helped develop and support events - such as career panels and workplace‑focused discussions - that give Lerner students real visibility into job paths, internships, and life after graduation.

Where have you interned during your college career?

Seaside Vacations & Sales - Marketing Intern, Marketing Associate (Chincoteague Island, Virginia), May 2024 - December 2025

During my two years at Seaside Vacations in Chincoteague Island, I began as a Marketing Intern and was later promoted to Marketing Associate in recognition of my impact on the company's brand and marketing performance. I led an integrated marketing campaign that earned the 2025 VRMA International Marketing Campaign of the Year Award, driving measurable growth through analytics‑driven strategy and creative execution. I launched and managed a six‑month digital campaign that generated millions of views, by continuously optimizing content based on platform insights and consumer behavior trends. I also wrote, directed, and edited a full‑length documentary for national award submission, using audience insights to shape its distribution strategy; the film was later selected for festivals and screened in local theaters.

Circana - CPS Insights Associate, Nestle (Remote) June 2025 - August 2025

As a CPS Insights Associate supporting Nestlé at Circana, I entered the role through meaningful networking and connections - an experience that ultimately helped me discover how much I love the CPG industry. In this position, I conducted ongoing research and analysis of CPG trends, competitive activity, and market dynamics to help Nestlé stay ahead of shifting shopper behavior and retail patterns. I translated complex datasets from platforms like Unify+ into clear, strategic recommendations, pairing data fluency with compelling visuals to drive real business outcomes. I also collaborated closely with cross‑functional members of the Nestlé client team across multiple product categories, delivering tailored, data‑driven solutions that aligned to their priorities. Additionally, I supported the development of client‑ready presentations by integrating Circana data with external research, ensuring that our insights directly answered key business questions and helped guide decision‑making.

Where will you be working after graduation? Currently Working for Circana as a CPG Insights Analyst, Neutrogena (Summit, New Jersey)

In my current role at Circana, I was selected - based on my performance during my internship - to support the launch of Kenvue, one of Circana's largest Skin Health & Beauty accounts. I now work full‑time on the Neutrogena Face business as a Client Insights Analyst while finishing my degree, contributing directly to a high‑visibility client during a critical onboarding period. As part of the Kenvue launch, I help support the acquisition and training of more than 500 employees, ensuring they feel confident navigating Circana data, tools, and reporting platforms. In my day‑to‑day work, I deliver insights and analysis tied to key Neutrogena business priorities, execute pricing analyses using Unify+ and advanced Excel functions, and present clear, data-backed recommendations to client leadership. I also build and distribute weekly executive topline reports, quickly pulling syndicated data to answer urgent business questions and support fast-moving decisions across the brand. I am excited to continue this role post-graduation.

Who is your favorite business professor? My favorite business professor is Beth Schinoff because she pairs excellent teaching with a truly compassionate, student‑centered approach. She remembers the details students share - internship worries, family updates, career goals - and she follows up unprompted weeks later to check in, offer encouragement, or connect you with someone who can help. In her Organizational Behavior class, she created a community where every student felt known and welcomed; she invited quieter voices into the conversation, and she tailored guidance to each person's path. It's not just that she teaches well - it's that she makes you feel like your growth genuinely matters to her.

Working with her as a teaching assistant has only deepened that impression. She is the professor who stays after class to talk through a tough decision, who sends a quick note before an interview to boost your confidence, and who celebrates your wins with real joy. She's currently sponsoring an experiential course for me so I can complete my degree while working full time - an act of generosity that has changed what's possible for me this semester. Professor Schinoff leads with kindness, remembers what matters to her students, and shows up, consistently and thoughtfully. I'm profoundly grateful for the example she sets, the kindness she leads with, and the mentorship she has given me.

What advice would you give to a student looking to major in a business-related field? My biggest advice is to approach your business education with openness and curiosity. Don't feel pressure to commit to one path right away - business is one of the few fields where exploring widely is not only allowed, it's beneficial. Take classes in areas you've never considered, ask questions, try out different concentrations, and give yourself permission to change your mind as you learn more about what interests you. Some of the classes I ended up loving most weren't required for my major; they were classes I tried simply because they sounded interesting or were once a part of what I thought was "for me". Those experiences helped me understand not just what I enjoyed, but why.

Just as importantly, remember that discovering what you don't like is just as valuable as finding what you do like. Each new course or direction you pursue - even the ones that don't become long‑term passions - give you clarity. The flexibility of a business degree is one of its greatest strengths, so use those early semesters to explore as much as you can. You truly have nothing to lose - and everything to gain - by letting curiosity guide your journey.

Looking back over your experience, what is the one thing you'd do differently in business school and why? If I could change one thing about my business school experience, I would have pushed myself to get past the intimidation of networking much earlier. In the beginning, it felt awkward and easy to avoid; I overthought what to say, worried about being a burden, and told myself I'd try "later." What I eventually realized is that nearly everyone feels that same hesitation, and it fades quickly once you start having real conversations. And for anyone who needs the nudge: try letting go of the idea that networking is "uncool." Networking isn't about perfect small talk; it's about curiosity, listening, and building relationships one genuine interaction at a time.

Once I leaned in, everything shifted. Those conversations led to my first internship, which opened the door to the next one, and ultimately to the full‑time role that launched my career. I met mentors who advocated for me, peers who shared opportunities, and professionals who offered advice I still rely on. If I could go back, I'd start building more connections earlier - not just for the access it creates, but for the confidence, clarity, and momentum that come from engaging with people who want to see you succeed. Getting comfortable being uncomfortable changed my path; I only wish I'd learned that sooner.

What is one way that your business school has integrated AI into your programming? What is one insight you gained from using AI? One of the most impactful ways UD has integrated AI into the business curriculum is through hands‑on simulations that mirror real decision‑making environments. In my Marketing capstone, we used an AI‑powered simulation that let us run a full marketing strategy for a virtual firm - adjusting pricing, product development, positioning, and promotional tactics while the AI dynamically responded to our choices in real time. It was the first time I truly felt like I was "running" a company, because every move we made affected demand, competition, and profitability. We did something similar in my International Business course, where AI reacted to our decisions across global markets, allowing us to apply frameworks and processes we'd learned in class with far less pressure than in real‑world scenarios.

The biggest insight I gained from using AI in these simulations is how valuable it is for practicing complex decisions before you ever have to make them in a real business environment. AI allowed us to test different strategies, see outcomes immediately, and understand the consequences of our choices without any real‑world risk. It taught me that AI isn't just a tool for speed - it's a tool for learning, because it creates a safe space to experiment, adjust, and develop confidence in your decision‑making. It made the coursework more engaging, but more importantly, it made me more prepared for the kinds of analytical and strategic choices I now make in my career.

Which academic, extracurricular or personal achievement are you most proud of? In 2025, my marketing partner and I at Seaside Vacations and Sales were awarded the VRMA International Marketing Campaign of the Year for our six‑month anniversary campaign - a milestone that meant even more because I accomplished it while being a full‑time student and working nearly full‑time at Seaside. It was a demanding project with a small team and limited budget, but we were able to bring home the win for the company through thoughtful strategy, creativity, and a lot of determination.

I also applied much of what I learned at Lerner throughout the process: my business analytics coursework helped me interpret performance data and understand audience behavior, while my marketing classes shaped the creative storytelling and emotional connection behind the campaign. Those analytical and creative skills guided many of the decisions we made, helping the campaign outperform every metric in company history. It was one of the first times I felt both sides of my major working together in a real‑world setting, which made the achievement even more meaningful.

Which classmate do you most admire? The classmate I admire most is Anna Nichols. Anna is one of those rare people who combines academic excellence with an extraordinary ability to make others feel supported, seen, and capable. She works with me in Career Services, and I've watched firsthand how intentionally she interacts with students - she remembers their stories, follows up, and makes each person feel like their goals matter. Students genuinely light up when she helps them, because she brings warmth, patience, and genuine care into every conversation. Beyond that, Anna is deeply involved in empowering women in business through her leadership in Women in Business at UD, where she helps uplift others and create spaces where women feel confident and represented. She also brings her creativity and strategic thinking into her role as VP of Social Media, elevating the organization's presence and growing its impact across campus.

What makes Anna even more impressive is how she balances all of this while excelling academically and taking on standout professional experiences. She is an active member of Alpha Kappa Psi, demonstrating dedication, professionalism, and leadership within her business fraternity. And one of the experiences that speaks volumes about her ambition and adaptability is her internship with a French château, where she handled marketing and communications across countries, cultures, and time zones. Working internationally at such a young age requires flexibility, confidence, and exceptional communication - and she thrived. Anna manages a full schedule with grace, compassion, and purpose, never losing sight of what matters most: uplifting the people around her. She is someone with limitless potential, and I cannot wait to see all she will accomplish.

Who would you most want to thank for your success? The people I am most grateful to thank for my success are my parents. They have believed in me from the very beginning, long before I ever believed in myself. They've celebrated every win with genuine pride and stood by me through setbacks, stress, and moments of doubt with unwavering steadiness. No matter what challenges I've faced, they have been the constant source of encouragement reminding me that I could handle more than I thought I could. Their confidence in me has always felt like a safety net - not one that catches me when I fall, but one that gives me the courage to take bigger leaps.

Beyond their support, my parents have shaped who I am at my core. They've modeled hard work, empathy, humility, and resilience in ways that have influenced how I show up in school, work, and life. Every opportunity I've had, every milestone I've reached, and every challenge I've overcome has been grounded in the foundation they gave me. I wouldn't be the person I am, or have achieved the things I have, without their constant love, guidance, and belief in my potential.

What are the top two items on your professional bucket list?

* To give back to the next generation of young professionals through meaningful mentorship.

* To return to entrepreneurship in the later stages of my career and build something of my own again.

What made Julia such an invaluable addition to the Class of 2026?

"Julia was a student in my Basics of Business Honors First-Year Seminar - and from the first day of freshman year until now, she is the one of the most positive, energetic, hardworking students I have ever met. Julia cares deeply for those around her and for being a mentor - she has been a peer mentor not only in the Lerner College for the first-year seminar, but going to our alternate campus (Wilmington, DE) to serve as a peer mentor and Teaching Assistant for students in the Associate Program, helping them understand business and opportunities available to them via a four-year business degree. Julia represents Lerner at many of our recruitment events, talking to prospective and admitted students about her experiences and running tours and is a student intern with Lerner Career Services. She manages all these responsibilities alongside her demanding coursework, her marketing positions, and her VRMA Marketing Campaign international award-winning project "with a quiet tenacity that is both consistent and inspiring" (Minda Watson, Assistant Director of Lerner Career Services)."

Julia Bayuk

Associate Dean of Undergraduate Programs, Professor of Marketing

Lerner College of Business and Economics

University of Delaware more

Career development

 1d

Job Search Assistance Needed


I'm ready to move into a new role and would like practical, hands-on help throughout the entire job-search process. Because I haven't settled on a single industry or position yet, I need someone who can first work with me to clarify my marketable strengths, then translate them into a professional résumé, tailored cover letters, and a polished LinkedIn profile. From there, I'd like guidance on... finding and tracking suitable openings, as well as coaching to prepare confidently for interviews. Deliverables * Initial discovery call to map out my skills, goals, and preferred work environments * One ATS-friendly résumé plus a shorter resume variant for quick submissions * A versatile cover-letter template and two role-specific versions * Optimised LinkedIn headline, summary, and key sections * A curated list of at least 20 active job leads that match my profile, with submission deadlines noted * One mock interview session with actionable feedback Please outline your approach, relevant success stories, and estimated timeline when you respond. more

Career development

 1d

I mailed my résumé to employers with a 'cringey' note. It worked.


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

This interview is based on a conversation with Camille Manaois, 25, a senior social media executive at a communications agency in Las Vegas. It has been edited for length and clarity.I'd been working at my first job after college for about... three years when I began to think about moving on.

While I enjoyed my position as a marketing project manager at an architecture and interior design firm, I wanted to see what else was out there for me.In May 2025, I began actively seeking and applying for jobs through LinkedIn, other recruitment platforms, and directly on companies' websites.I devised a spreadsheet and applied for 10 positions in May, 12 in June, six in July, 13 in August, and 15 in September. Seven interviews came out of them, which always made me hopeful, but they didn't lead anywhere.I tried not to get too down about it, but there were times when I thought, "This really sucks, and it's taking way too long."If I had to blame it on anything, it would be on the whole AI integration automatically filtering me out. I was receiving denials so fast that there was no way a recruiter could have reviewed my application.By mid-September, I was getting desperate. There had to be an easier way for my applications to be seen by a live human being.My grandparents taught me at an early age to always write a thank-you note for gifts. Sending a letter was ingrained in me as a way of showing gratitude and respect.It was also a way to get someone's attention because if an envelope addressed to you arrives, you're compelled to open it. "Why don't I try the old school route?" I asked myself.I researched the best office addresses to send the letters to and marked them for HR's attention. It was easy because I had a printer at home and a bunch of stamps ready to use.In total, I mailed out six envelopes containing a cover letter, my résumé, a letter of recommendation from a colleague, and what I'd describe as a "cringey" note."Some applicants rely on algorithms," I wrote. "I'd rather rely on a more reliable route: your desk. Thank you for your time in reading my materials."I'm generally a confident person, but it put me outside my comfort zone. When you're speaking so highly of yourself, you don't want to come across as cocky.I didn't hear back from everyone, but something very promising came from a sports betting company I applied to. I got a personal reply from a woman in HR, who said it was "amazing" to receive a proper letter in her hand.She said they were no longer hiring for the role, but she'd admired my ingenuity so much that she'd handed my résumé to Carma Connected, a communications agency for the hospitality industry located on the floor above. "At last," I thought. "Something seems to be aligned."There was an open position, and they were impressed, too. I had an online interview followed by an in-person one, and I got the job offer -- for a social media account executive role -- shortly before Halloween. I was over the moon, especially as it coincided with my engagement to my boyfriend, Ethan, 27, a diesel mechanic.I've been here for four months now -- getting married while the company was on winter break on January 2, 2026 -- and am really enjoying this new challenge. It's nice to think that old-fashioned snail mail got me where I needed to be.

Marketing Linkedin

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Career development

 1d

How This Gen Zer Beat AI Job Filters With Snail Mail - Newsy Today


In a hiring landscape increasingly governed by invisible algorithms, Camille Manaois decided to bet on something tangible: a stamp. After months of digital silence, the 25-year-vintage marketing professional took her résumé out of the cloud and placed it in an envelope, betting that physical paper could bypass the automated gatekeepers blocking her career progress.

Her gamble paid off, but her... experience highlights a growing tension in the modern job market. As artificial intelligence tools become standard in recruitment workflows, job seekers are facing a paradox where efficiency for employers often means opacity for applicants. Manaois's journey from digital rejection to in-person offer underscores a critical question for the workforce: when the system is designed to filter people out, how do you force it to let you in?

Manaois had been working as a marketing project manager at an architecture and interior design firm for three years when she began looking for new opportunities in May 2025. Like most job seekers today, she started where the infrastructure directs everyone: LinkedIn, recruitment platforms, and company career portals. She tracked her efforts meticulously, applying for 56 positions over five months.

The response rate was disheartening. Despite securing seven interviews, none resulted in an offer. The rejections arrived almost instantly, often within minutes of submission. To Manaois, the speed signaled that no human had ever reviewed her credentials. She suspected her applications were being screened out by automated systems before they reached a recruiter's inbox.

Her suspicion aligns with broader industry trends. Applicant Tracking Systems (ATS) and AI-driven screening tools are now ubiquitous in corporate hiring. These systems parse résumés for keywords, formatting consistency, and tenure gaps, often rejecting qualified candidates based on rigid criteria that lack nuance. For a Gen Zer entering a tight labor market, the barrier isn't just competition; it's code.

By mid-September, Manaois felt she had exhausted the digital route. She decided to leverage a habit instilled by her grandparents: the handwritten thank-you note. She reasoned that while an email can be deleted with a click, a physical envelope demands attention. It requires someone to walk to the mailroom, sort it, and physically open it. That friction, she hoped, would work in her favor.

She researched office addresses for her target companies and prepared six packages. Each contained a printed cover letter, her résumé, a letter of recommendation from a colleague, and a brief personal note. She acknowledged the risk in her messaging, writing, "Some applicants rely on algorithms. I'd rather rely on a more reliable route: your desk."

It was a move that required confidence. Self-promotion is always delicate, but putting it in someone's hand feels more intimate than uploading it to a server. Manaois noted that she worried about coming across as cocky, but the desperation of the search outweighed the fear of seeming bold.

The response came from an unexpected direction. A human resources representative at a sports betting company received her letter. While that specific company was not hiring for the role Manaois wanted, the HR manager was struck by the effort. She replied personally, calling the receipt of a proper letter "amazing," and passed Manaois's materials to a neighboring tenant in their office building.

The referral led to Carma Connected, a communications agency for the hospitality industry located on the floor above. The agency had an open position and was impressed by the initiative. Manaois completed an online interview followed by an in-person meeting. Shortly before Halloween, she received an offer for a social media account executive role.

The timing carried personal significance beyond the career shift. The job offer coincided with her engagement to her boyfriend, Ethan. She married in January 2026, starting her new role while the company was on winter break. For Manaois, the success of the physical mail campaign validated a belief that human connection still holds value in a digitized economy.

While mailing résumés isn't a scalable solution for every job seeker, Manaois's story illustrates the value of differentiation. In a pool of thousands of digital files, a physical object creates scarcity. It signals effort and intentionality, traits that algorithms struggle to quantify. However, this approach works best when targeted; sending unsolicited mail to generic PO boxes or large conglomerates may not yield the same results as reaching specific office addresses where decision-makers operate.

What role did AI play in her initial rejections?

Manaois suspects AI integration was the primary barrier. The speed of her rejections suggests automated filtering rather than human review. Industry data supports this, showing that ATS software often filters candidates based on keyword matching and formatting before a recruiter sees the application.

Is mailing a résumé still a viable strategy?

It can be, particularly for smaller agencies or specific decision-makers where physical mail still reaches a desk. However, it requires research to ensure the address is current and the recipient is relevant. It is best used as a supplementary tactic alongside digital applications rather than a replacement.

What does this indicate for the future of hiring?

As automation increases, unique human touches may become more valuable differentiators. Candidates who find ways to demonstrate initiative and personal engagement outside of standard portals could gain an edge, though companies may eventually adapt their processes to handle physical influxes.

As hiring processes become more streamlined, where else might candidates find friction that actually works in their favor? more

Career development

 1d

'Hiring is so broken': Reason why one employer rejected a candidate sparks discussion | Daily Hive | National


Applying to jobs is a whole job in itself. You could spend hours on your resume and prepping for an interview, only to receive a rejection from a hiring manager, sometimes without a sufficient explanation.

A viral Reddit post may give insight into what's going on behind the scenes when a hiring manager looks at your resume.

An employee recently shared a story on r/antiwork that has over 7,000... upvotes and close to 500 comments.

"Overheard why my coworker rejected a candidate... and it explains a lot about why hiring is so broken," reads the title of the post.

The Redditor recalled overhearing a conversation among their coworkers that made them "understand why the job market feels so f**ked sometimes."

According to the post, the Redditor's job was hiring a secretary, and the person who was currently in that position was screening resumes and sharing the approved ones with the head of finance.

"They started off laughing about a resume someone sent that included a selfie. Okay... yeah, that's definitely unprofessional," the Redditor recounted.

The head of finance then began talking about a job interview she did earlier in the week and said the candidate was "too overqualified and wouldn't be getting a call back."

The Redditor recalled the reason being that when they asked why the candidate left her last job, she said it was because of a toxic work environment.

"According to [the head of finance], that's 'not a good reason' to leave a job, and it shows you're not loyal or responsible," reads the post. "So, apparently, being overqualified is bad, and leaving a toxic workplace is also bad."

The Redditor said hearing that explanation "made the whole hiring process feel a lot more arbitrary" and asked the internet whether this was a common mindset when hiring.

Overheard why my coworker rejected a candidate... and it explains a lot about why hiring is so broken.

by

u/Sorrowful_Genus in

antiwork

Others had similar experiences and frustrations with the hiring process as the original poster.

"I know someone who asks interviewees for their work history and why they left. If the reason is ever 'for a better salary,' they get binned because it means 'they'll leave you for anyone offering more money,'" reads one comment. "Combined with this post, it makes me wonder what they think an acceptable reason to switch jobs is."

Others argued that the companies don't care about their employees' well-being and only care about the bottom line.

"Both of those are indicators that the candidate will not put the company's profit before their own well-being, and the capitalists' flunkies in HR are programmed not to accept that," reads one comment.

"They need you to need the job desperately so they can underpay you. Otherwise, they can't take advantage," added another.

Many shared what they thought was the best answer to the question of why a job seeker left their last position.

One person put it plainly and said, "They're bullsh**ting you, bulls**t them back."

"The 'answer' is always some variation of 'I am at my best when I am challenged, and I feel your company offers the opportunity and challenge that I strive towards,'" they suggested.

Nora Jenkins Townson, founder and CEO of HR consultancy Bright + Early, has helped companies like Mozilla and Wealthsimple hire hundreds of employees.

She told Daily Hive that she has seen hiring managers have an "adverse reaction" to candidates sharing that they left their last job because it was toxic.

"What they're looking for out of a first interview is imagining that happy future together, right?" she explained.

Townson gave the example of a first date where you might not focus the conversation on a toxic ex. She said it's better to focus on what you've learned or what you're looking for in your next role.

"For example, if you were held back by a manager who wasn't supportive, you could say that you're looking to work for a company that really prioritizes learning and growing," she said.

Townson stressed that coming from a toxic work environment shouldn't inherently be a bad thing when it comes to hiring.

While she said she wouldn't judge someone for having a bad experience at one company, when it comes to job interviews, it's key to show that you have tact and a positive, forward-looking attitude.

She disagreed with the hiring manager's reason for rejecting the candidate in the viral Reddit post, which assumed the candidate wouldn't be loyal or responsible.

"I think there was an impression in the Reddit post that companies are looking for people who are loyal no matter what, and never have any problems at the workplace," explained Townson. "I think that's unrealistic. I don't think that's what people are looking for."

She said it's more about focusing your answers on the future and why you might be a good fit for the company's culture. Another example Townson gave is that instead of saying you came from a "crappy culture," you focus on why you like the hiring company's culture.

"It might feel a little like corporate speak or disingenuous, but again, that's kind of the expectation or the game on the first interview," she said, echoing some of the comments on the Reddit post.

The employer in the Reddit post also said they didn't hire the candidate because they thought she was "too overqualified." Townson confirmed that that's one trend she's seeing because of the saturated job market.

According to the HR expert, some reasons employers might find overqualified candidates risky include a fear that they might jump ship as soon as they find something better, a fear that the person could get bored with the work or might be less willing to take direction, and doubts about why the candidate couldn't find a position at their level.

"If there's a particular reason you're looking for a job that's below what you've done before, I would suggest bringing it up proactively and explaining why," advised Townson.

An example is saying that you're looking to take a step down from a management role to be hands-on with your craft again. Townson said a great place to give this context is on a cover letter.

She noted that employers do have some responsibility in being fairer with their hiring practices.

"Instead of automatically rejecting a candidate who has a lot of experience, ask them why this particular role, or why this company, instead of just automatically making that judgment," explained Townson.

When it comes to the toxic workplace scenario, she said, ideally, the hiring manager could ask, "What is a great work environment to you?" as a follow-up question.

Ultimately, Townson said that employers tend to dehumanize the hiring process, especially when they're getting hundreds of resumes.

She said it's important for employers to respect a candidate's time and skills and to be transparent about the process.

"So even if you have a large stack of candidates, not forgetting that there's a human on the other side of it, and providing tangible feedback to people too, so that they can improve and adjust in their search for next time," said Townson.

Do you have any job interview horror stories? Share them in the comments below or at trending@dailyhive.com. more

Career development

 1d

[FREE] Employee Application Form Template: How To Improve Your Hiring Process


Employee application form design becomes far more strategic when you consider the relevant hiring data. Executive hires cost an average of $35,879 and take up to 57 days to fill (90 days in some cases). At the same time, once hiring cycles exceed 40 days, candidate drop-off rates increase by 12%.

The root issue is often misalignment stemming from inconsistent or incomplete candidate data. An... employee application form fixes this by standardizing screening and reducing costly misalignment. This article looks at what this form includes, and why you should use one, and comes with a free template you can customize for your company's needs.

Contents

What is an employee application form?

Why use an employee application form?

Employee application form vs. résumé: What's the difference?

Employee application form: Formats and variations

What to include in an employee application form

What not to ask on an employee application form

Free employee application form template

Developing an employee application form: 6 best practices

Employee application form: Sample structure

An employee application form is a standardized document employers use to collect essential information from job candidates. Also referred to as an employment application, application for employment, or employee job application form, it typically includes sections covering personal details, work history, education, skills, and references.

The form's primary purpose is to ensure all applicants provide consistent information in a structured format. By asking the same core questions, employers can compare candidates more fairly and efficiently, rather than relying on varied résumé formats. This consistency is crucial when reviewing large volumes of applications or when multiple hiring managers are involved in the process.

Additionally, an employee application form creates an official record of each candidate's submitted information. This can be useful for compliance, documentation, and future reference throughout the hiring process.

Organizations use employee job application forms in different ways. Some require candidates to complete an application for employment at the very start, while others use it alongside résumés or later in the hiring process to verify and standardize information. Below are the key reasons for using such a form:

While employers use both documents in hiring, an employee application form and a résumé serve different purposes. Here are the main differences between the two:

Hiring processes vary, so the format of an employee application form often varies too. While the goal stays the same, different versions help employers collect the right level of information for different roles, volumes, and hiring environments.

The standard employee application form is the core version used to collect consistent candidate information across all applicants. It's suitable for most roles and typically includes personal details, work history, availability, and references. Applicants can complete these forms digitally or on paper.

Do this: Keep fields consistent across roles, but review the form regularly to remove anything outdated or unnecessary.

A basic employee application form is a shorter version designed for speed. It focuses on essential screening fields rather than detailed background information, making it useful in high-volume environments such as retail, hospitality, or seasonal hiring. This helps reduce application drop-off and speeds up initial screening.

Do this: Limit the form to must-have questions only, and reserve detailed screening for later stages.

A role-specific form is tailored to the requirements of a particular job. It builds on the standard format by adding fields for licenses, certifications, technical skills, or compliance-related information. Employers may also include targeted questions to assess job-specific competencies, making this format ideal for specialized or regulated roles.

Do this: Work with hiring managers to define exactly which role-specific fields are essential to avoid overloading the form.

A printable employment application form is a format variation, not a different type of form. Companies typically use it for walk-in candidates, in-person hiring events, or as a backup when digital systems are unavailable. A well-designed printable form should be clear, structured, and easy to complete by hand.

Do this: Test the form yourself on paper to ensure it's quick to complete and easy to read once filled in.

An employee application form template gives employers a solid starting point for collecting candidate information in a structured way. Here are some key reasons you should use one:

An employee application form template helps collect the same core information from every applicant. This reduces the risk of missing important details, which often happens when employers rely only on résumés. Whether it's a basic employee application form or a more detailed one, templates help standardize what you ask and how you capture responses.

A good template is flexible and customizable. Employers can update an employment application form by adding new fields, including role-specific questions, or refining requirements without having to redo the entire form. This is especially useful for organizations that hire for a wide range of roles, teams, or locations.

Applicants answering the same core questions in the same format allows hiring teams to compare candidates more fairly and efficiently. This makes it easier to review applications and supports quicker decision-making. It's especially valuable in high-volume hiring settings, such as retail, hospitality, and entry-level recruitment, where speed is important.

A tailored template can improve the hiring process for candidates. Clear, well-structured forms are easier to complete, reducing confusion and lowering the chance that applicants drop off before submitting. At the same time, templates help standardize the employee job application form across teams, keeping hiring managers and departments aligned.

Here's what to include in any employee application form you use in your hiring process:

It's just as important to know what to leave out of an employee application form as it is to know what to include in one. Keeping questions relevant and compliant helps protect both the employer and the candidate experience. Here's what not to ask candidates:

Avoid asking questions about any disabilities or medical conditions a candidate may have. Similarly, exclude questions about pregnancy, children, marital status, or family plans from your employment application form, as they are irrelevant to job performance and can make you look insensitive. More seriously, they might go against anti-discrimination labor laws.

As with disability-related or medical questions, such questions are irrelevant to whether someone can do the job. According to the EEOC, employers shouldn't request such information unless there's a legitimate business need, as pre-employment questions can be evidence of discriminatory intent.

If the company does collect demographic data for equal employment reporting or compliance purposes, it's safer to do so through a separate, clearly voluntary self-identification process that hiring decision-makers don't use.

Don't ask if a candidate has any arrest or criminal record without tying the question to the job itself. Arrest records alone are not proof of criminal conduct, and blanket exclusions based on criminal history can raise discrimination risk under Title VII, especially if not linked to the nature of the job, the seriousness of the offense, or how long ago it happened.

Also, don't ask for criminal history information too early if state, local fair-chance, or "ban the box" laws require you to delay those questions until later in the hiring process (often after an interview or conditional offer). If you use a third party to conduct criminal background checks, make sure your organization follows Fair Credit Reporting Act notice and consent rules.

Unless they're directly job-related and legally justified, avoid asking questions about candidates' financial status. Be sure to also review salary history restrictions in your state before asking about their compensation history. Many states and localities restrict or ban such questions to prevent past pay gaps from carrying forward and affecting a candidate's salary prospects.

AIHR has developed its own employee application form that you can download for free to help you improve your hiring process. We've designed this printable employment application to be clear, practical, and easy to customize, so you can tailor it to your organization's needs while maintaining a consistent, professional form across roles and locations.

A well-structured employee application form supports better hiring decisions, improves consistency, and creates a smoother experience for both candidates and hiring teams. Here are six best practices to follow to help you design your form with purpose, clarity, and usability in mind:

A clear, well-organized structure helps make your employee application form easy to complete and review. Whether you're creating a digital form or a printable employment application, keeping sections logical and consistent improves both usability and data quality. Below is a simple employee application form example structure:

A well-designed employee application form is a practical tool that shapes how you attract, assess, and compare candidates. By standardizing information and aligning your questions with real hiring needs, you create a more consistent and effective process from the outset. Then, you can apply these principles in practice.

Build or refine your employee application form, test it across roles, and adjust it as your hiring needs evolve. Check out AIHR's to develop practical skills in crafting targeted job descriptions, optimizing recruitment processes, and creating a better candidate experience. more

Career development

 1d

Academic Teaching CV Writing


I am preparing a job application for a teaching post in an academic setting and need a polished educational CV. I will supply my existing résumé,. Your task is to transform that raw material into a concise, well-structured document that highlights my classroom experience, subject specializations, academic achievements, and any research or service contributions relevant to a teacher's role. The... document has to read smoothly for human committees yet remain fully ATS-friendly. Consistent fonts, clear section headings, and strategic keyword placement are essential. Limit the length to what is customary for a teaching application -- ideally no more than two to three pages -- while ensuring nothing critical is omitted. Deliverables * Editable file (Microsoft Word) and print-ready PDF * One round of revisions after I review the first draft * Simple layout guidance so I can keep it updated myself later If you have previous experience crafting academic CVs for teachers, especially those transitioning between institutions, that will be a strong advantage. Let me know your turnaround time and any questions you have once you see my source material, and we can get started right away. more

Career development

 1d

Your horoscope for April 3-9


Your spot-on horoscope for work, money and relationship from Guru by the Bangkok Post's famously accurate fortune teller. Let's see how you will fare this week and beyond.

March 21 - April 19

(⏰) You'll navigate office dramas and power plays like a seasoned diplomat. Your results will be so clear they practically shout. A team project will deliver and the champagne will flow. Any campaign or... event you launch will turn heads. Business owners, you could uncover an untapped market or next frontier. Big negotiation or job interview coming up? You'll have them ready to sign you up immediately.

(₿) An off-the-books side gig or under-the-radar work may show up and pay nicely but don't tell a soul about it. You'll succeed in financial negotiations and fundraising efforts. Money management will be easier for you and you'll adjust your budget on the fly for any situation.

(♥) A few bumps may arise, but you two will bounce back fast. You'll find the right balance of togetherness and alone time. Between the sheets, expect familiar heat with a spicy twist. A stranger, maybe foreign, might rizz you up.

(⚤) You'll like people easily and happily keep the conversations rolling. Flirting will feel easy, no translations needed. Every interaction is smooth and no awkward moments. A casual date or two may happen. You'll enjoy it with zero pressure.

April 20 - May 20

(⏰) You'll find a new way to pull you out of brownout or burnout and reignites your creative energy. Chaos and crisis will turn into your springboard to shine and diversify your network. You'll engineer clever fixes, streamline priorities and shuffle resources strategically. Negotiations are coming and your clear-headed judgement will seal your success.

(₿) Money flows where energy goes. Income will match the miles you put in. Sudden home or car expenses take a big bite out of your budget. Stay sceptical of group investments and flashy foreign tech ventures. Hype spreads quickly, but smart money moves slowly.

(♥) A heated but healthy debate could spark between you two, bringing clarity to your relationship. Communication stays smooth and you'll read between the lines easily. Life might throw a curveball, but you'll tackle it together, leaning on each other for wisdom and support.

(⚤) Romance could come through travel, online chats or work socials. You'll explore the chemistry, test compatibility with clear coding and maybe sexplore what truly turns you on. An ex on the outs with their current partner might slide back. Save yourself the drama and keep it moving.

May 21 - June 20

(⏰) Work will feel less like a grind and more like you're in the zone. Tasks will flow and stubborn projects will pick up momentum. You'll be proactive and high-octane. Office frenemies might want to collaborate rather than compete. Unexpected travel or on-the-fly pitches and meetings could keep things interesting. Higher-ups will listen, agree and give your ideas real consideration.

(₿) Pay or rate negotiations will swing your way. If you're selling assets or brokering deals for others, success is within reach. Financial conflicts will arrive at a middle ground. If you're stacked with debts, one could become a memory. Investing money with friends won't end well.

(♥) Jealousy and tension will flare up, leading to sulking and short-lived spats. Talks will find common ground and fun getaways with cosy moments will restore affection. A surprise will nudge you two to make a joint financial call. Expect a sweet toast to celebrate a shared win.

(⚤) Travel or a digital meet-cute might ignite fiery chemistry with a fresh face, but it'll likely stay in the hook-up zone. The flame might burn bright, then fade fast. Already seeing someone? Turns out you're one of their several romantic options.

June 21 - July 22

(⏰) Your intuition and creativity will align, letting you gauge the vibe and craft solutions that get traction. A group project will finish strong and a small celebration could follow. Your network will scale up and get you in the right rooms. A job interview or assessment coming up? Expect good news.

(₿) Financial negotiations will go your way. Expect handshakes, signatures and terms you can realistically live with. Essential bills will get paid without drama and you'll still have leftovers for small luxuries for you and your loved ones. A friend will ask to borrow money and your gut knows it's not coming back.

(♥) You two will conquer a shared challenge or knock out a goal together and the celebration will be sweet. Expect micromance and Insta-worthy moments that scream "relationship goals". Moving in, getting married or pooling your money might become real conversations.

(⚤) You may fall for someone from work or a work-related social event. And you two agree to secretly get to know each other to avoid gossip from colleagues. A wise move.

July 23 - Aug 22

(⏰) Your hard work will show up on the scoreboard. Expect recognition and a greenfield project that'll get your heart racing. You'll adapt fast to whatever comes and actually enjoy the challenge. Managing resources and your energy will be easier. Challenging colleagues and clients won't rattle you. Expect surprise travel, last-minute pitches and impromptu meetings.

(₿) Your hustle, combined with Lady Luck's blessing, will boost your earnings big-time. Financial negotiations will feel fair and end in a win-win situation. Your contacts and social capital could get you to the right rooms. Your inner CFO will lecture about budgets while your Yolo side waves a credit card and screams, "treat yourself".

(♥) You'll act a bit selfish and make decisions on your own, yet your partner will remain your number one fan, obsessed with every version of you. A real talk about a new joint financial goal or shared purchase is on the cards. Expect chill sessions and more couple selfies.

(⚤) You'll meet someone outside your familiar territory, and the chemistry will be magnetic. You two will click immediately, no awkward warmup needed. Who knew "not your type" could be exactly your type?

Aug 23 - Sept 22

(⏰) You'll land a plum assignment or coveted opportunity with a veteran mentor who shields you from haters. You'll hit impressive marks and uncover strengths you didn't know you had. Any campaign or event you launch will be a standout success. A job interview or skill assessment coming soon? Expect good news and praises.

(₿) You go out more but every dinner or round of drinks will pay back in new clients, side gigs or earning opportunities. Pay or rate negotiations will swing your way. If you're fighting over money or assets, a middle ground is possible. You'll be wiser financially.

(♥) Your connection gets lighter and brighter. Old tension melts away as you two clear the air and meet halfway. Expect playful adventures, micro-mance and choremance. Family time or a first meeting with your future in-laws is also on the cards.

(⚤) You'll vibe instantly with someone you meet in your usual haunt or through a friend's intro. Conversation will flow and you'll move to real dating fast. The connection will feel natural and easy as if you've known each other before.

Sept 23 - Oct 22

(⏰) A fresh face on the team, shiny new tools or a budget boost help get your key project where you need it to go. Expect opportunities to branch out, expand visibility and secure partnerships that count. Between jobs? A friend or connection may drop insider intel on a position that isn't advertised yet.

(₿) An opportunity to cash in on a skill or asset you already have might occur. Surprise costs regarding travel, your home or your car could hit your wallet. Stay sharp with your budget if you've got people or pets counting on you financially. Skip guaranteeing someone else's debt.

(♥) If you're committed and exclusive, expect smooth sailing and a few healthy debates that tighten the connection. Two-timing? Your two worlds are crashing into each other like a bad rom-com plot twist. Secrets leak, chaos erupts IRL and online and suddenly everyone's got receipts.

(⚤) A gigachad or a baddie will turn your head and everyone else's too. They're a player. It'll feel like you're in a competition and there's no clear winner. Already seeing someone? Ennui will set in and you'll both keep each other as safety options. How romantic.

Oct 23 - Nov 21

(⏰) You'll communicate and coordinate with colleagues and clients like a pro, nipping any drama in the bud before it blows up. Group work and solo tasks will both close out strong. Your negotiating and deal-making luck is through the roof. Expect to seal deals and sign contracts.

(₿) The money you've been waiting for will land in your account. Your network may connect you to extra income or bring you a chance to boost earnings. You can easily cover your essential bills. Just keep an eye out for phishing disguised as fun opportunities.

(♥) You'll keep harmony with your partner with zero effort. Expect QT together that feels real. Out of nowhere, an attraction toward someone in your circle or at work could stir up butterflies. The question is whether you'll explore it or suppress it.

(⚤) Sparks fly with someone from work or a work-related social event. You two find a way to get to know each other in secret to avoid gossip from nosy colleagues.

Nov 22 - Dec 21

(⏰) You'll be unflappable and diplomatic, navigating drama and politics with ease. Your energy and agility will be on point. You'll knock out tasks left and right before deadlines hit and have room for your side hustle, passion project or whatever helps you unwind. If you work in government, watch your back: kickbacks could trigger a shakedown later.

(₿) A refund, reimbursement or repayment will come through. You'll cover essentials and indulge in a little retail therapy or experiential treat without breaking a sweat. Just keep one eye open for celeb-bait or deepfake entertainment scams. If it sounds too good to be true, it probably wants your credit card details.

(♥) You two look like relationship goals to everyone else, but behind closed doors, you're wrestling with mismatched expectations and lifestyle gaps. Expect friction, beef, maybe even a cold war brewing. Entertaining someone on the side? They might drop a baby bombshell or push a situation that forces a reality check.

(⚤) The romantic option you have right now is frowned upon. A married friend or colleague might sweep you off your feet, making you believe they're the one fate sent your way. Wake up. This fantasy has a spouse-shaped problem.

Dec 22 - Jan 19

(⏰) Sudden shifts in plans and people will complicate what used to be simple. Watch for power plays and shady moves. Someone might twist the truth or throw you under the bus. Guard your words and think twice before sharing intel. Fate's using chaos to refine your ability to read the room and adapt accordingly.

(₿) A chance to cash in on your skills is coming your way. Keep a close eye on spending if you've got people or pets depending on your wallet. You'll start learning or dive deep into personal finance, (legal) tax tricks and investments.

(♥) An unexpected financial situation will push you both to make grown-up decisions. Chaos or family drama may swirl, but you'll tackle it together and come out stronger. One of you may get brutally honest about their emotional needs. A mini meltdown.

(⚤) Seeing someone? Distance and clashing views on touchy topics like politics or religion create an emotional gap. But you won't care too much because your heart's not fully in it. You'll opt for master-dating, savouring intentional alone time and the luxury of liking your own company. If you can't like yourself, how the hell...

Jan 20 - Feb 18

(⏰) Your bandwidth, combined with ingenuity and AI-augmented creativity, will drive excellent outcomes. A team project will wrap successfully and a small celebration could follow. Any campaign or event you launch will win hearts, wallets and screen time. Job interview coming up? They want you before you're out the door.

(₿) A long-awaited payment arrives just when you're short on cash. The more you make, the more you'll spend. Saving will take a backseat while lifestyle creep, dopamine buys and a friendcation take the wheel. Just skip moonshot schemes, get-rich-quick promises and investment scams dressed up as opportunities.

(♥) Someone may shoot their shot with you in front of your partner, igniting jealousy and side-eye. You'll talk it through and smooth things over, though. Expect low-key adventures, new experiences and peaceful time together. You'll chase different dreams, yet champion each other anyway.

(⚤) Travel, social scene and digital meet-cute will serve up romantic prospects left and right. The stars will smooth the runway so every interaction feels effortless and you enjoy getting to know new people. A playful date or two could soon be added to your calendar.

Feb 19 - March 20

(⏰) You may jump ship or take on tasks far outside your comfort zone. You'll feel energised and adapt quickly to new territory. You decision-making power will rise. Business owners, you could spot an untapped market, blue ocean or next frontier. Between jobs? A role in a different city or timezone might beep on your radar.

(₿) Your hustle and financial savvy, mixed nicely with Lady Luck's blessing, could boost your earnings big time. You'll cover the essentials, add more to your savings and have enough left to treat yourself to things that make you happy and recharge your batteries. Heading abroad? Guard your valuables like a hawk.

(♥) Lifestyle differences will pop up, but you'll find the common groove through mutual adaptation and creative compromise. You'll be each other's safe harbours and north stars through any rough patches. A trip or adventure together could spark a new shared goal. Moving in, tying the knot or pooling your money could become real topics.

(⚤) You'll go hyper-independent this week, embracing your solo era with zero apologies. Work and money are of higher priorities than romance. Think of it as your boy-sober/girl-sober moment: a deliberate break from dating to focus on you and invest in yourself. more

Career development

 1d

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


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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Barbara Rivera
Career development 3d

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

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

  • The Bridal Party

    1
    1d

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

    1

  • Michelle Bolton

    6
    2d

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


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

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Mia Ember


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

 more
3   

  • Kalyn A

    3w

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

    1

  • Kahutia Hernandez

    3w

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



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

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



    Regards     more

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