Career development

5h

The college degree was a signal. Now it's just noise

For many parents, these statistics land like a betrayal. They followed the script they were handed, and they urged their children to do the same: work hard, pad the résumé, secure admission, earn the degree. They were assured the payoff would be waiting on the other side. Instead, the very credential that students were promised would open doors for them is now failing even to keep those doors from... closing in their faces.

The promise of the bachelor's degree is faltering, and the public knows it. A new Overton Insights poll shows only 14% of voters believe a four-year degree is always worth its nearly $150,000 average price tag. Degrees once signaled potential. Now, to many employers, they signal little to nothing at all.

For generations, college served as society's default credential, a shorthand for competence, diligence, and upward mobility. But when everyone is told to get a degree, when the government underwrites trillions in loans to guarantee they can, and when universities respond by inflating tuition far faster than wages or value -- all while inflating grades and decreasing educational attainment -- the signal loses clarity. A credential propped up by limitless lending isn't a marker of merit; it's a product with a distorted price. More inputs do not create more value. They dilute it.

Employers have noticed. A survey of 1,000 hiring managers released this spring found that 25% of employers will eliminate bachelor's degree requirements for some roles this year. Seven in 10 now rank relevant experience above degrees in hiring decisions. And among the companies that have already dropped degree requirements, 84% say the change made hiring more effective.

Young adults see it too. A recent study from Tallo found 62% aren't working in the career they intended to pursue. One in four now openly regret going to college at all.

And even when the pipeline "works," it works poorly. One study showed that the majority of recent graduates are underemployed a year after finishing school, working jobs that don't require the degree they spent four years (and often tens of thousands of borrowed dollars) to obtain.

Perhaps parents still cling to the college degree as an ideal societal benchmark because it once served as a map. But the terrain has shifted beyond recognition. The knowledge economy now rewards capability, not ceremony. Practical skill, not parchment. A portfolio, not a transcript.

Increasingly, young adults who bypass the degree are finding more traction than those who collect one. Efforts such as the mikeroweWORKS Foundation promote the trades, a response to high demand. Ford's CEO, for example, indicated that his company has 5,000 open mechanic jobs with six-figure salaries that it is trying to fill. For those not interested in manual labor, programs such as Praxis offer knowledge workers a bootcamp experience to develop practical skills useful to employers while guaranteeing participants a job upon graduation.

Simply put, parents who still assume that "college equals security" are operating on a lagging indicator from another era. The labor market has moved on. The uncomfortable truth is this: Insisting that your children follow the old script does not protect them. It exposes them. It directs them into the very bottleneck where millions of other hopeful graduates now wait, degrees in hand, wondering why no one is acknowledging them.

The degree is no longer the differentiator. It is the default, and defaults do not confer advantage. Parents must stop treating higher education as a moral duty or a rite of passage. It is a purchase, and like any purchase, it deserves scrutiny. Its value must be proven, not presumed. If the numbers tell us anything, it's that the era of automatic returns is over.

The world has changed. The question is whether parents will allow their children to change with it -- or whether they'll push them, lovingly and mistakenly, into a system that promises opportunity while delivering diminishing odds.

The degree once opened doors. Today, it risks locking the next generation out. more

1

Jason Sage
2h
It's because corporations (HR) diluted the degree b/c they stopped training. When the silent and the boomers got out of college, all they cared about... was a degree; they trained you from there. A LOT of Silicon Valley was built by people with liberal arts degrees. In fact, Silicon Valley would never have happened without those liberal arts degrees. One of the foremost recognized satellite dish makers from the silent generation had a BA in English. Start training and watch this issue go away. more

Career development

10h

I couldn't find a job for 2 years -- a silly Facebook post changed everything

Her advice to job seekers is to be authentic in order to get others to empathize and connect.

This as-told-to essay is based on a conversation with Allie Latic, a 29-year-old with a master's degree in library and information science who now works as a photography studio manager in Chicago. The following has been edited for length and clarity.

From the day I graduated with a master's degree in... May 2023 to the day I got my official job offer in July 2025, nearly 800 days had passed.

In total, I applied for over 500 jobs. I was doing everything people say you're supposed to do -- networking, optimizing my résumés for ATS software, using exact language from the job description in my cover letter and résumé.

I kept detailed spreadsheets of the jobs I applied to, although sometimes I was too tired to input some of them. After the 100th job, you're just like, It doesn't matter.

I haven't spent a long time in any one field, because I was following what I found interesting. One of my college advisors told me to prepare myself for the skills I wanted to use every day at work, rather than a job title, and I really took that to heart.

It's a wonderful thing to do, but this job market isn't kind to people who follow their curiosities and build skills by switching positions.

In college, I studied communications and minored in creative writing, worked for several different nonprofits for a few years, and then got my master's degree in library and information science at the University of Illinois, Urbana-Champaign, one of the top-rated library schools in the country.

I graduated in May 2023 and took a trip, using that travel time to work on my job application materials. When I got back, I got down to business and started applying.

My job search method changed many times. There were periods when I'd spend hours on an application for a job I really cared about, even having other people review it for me. I'd send it off -- and never hear back.

When I realized that wasn't working, I decided to apply for any job with the word "library" in it, aiming for 20 a week. In my first batch of around 135 applications, I received only a few interview requests and had negative experiences with many of them.

For example, I applied to an organization I respected a lot, with which I'd volunteered for many years. I went through three rounds of interviews and had to complete two exercises, which took eight hours. They sent me an auto-rejection email that was four sentences long. The energy I got during these job hunts was offensive.

There were times I'd feel so defeated that I'd apply to any job that I thought I had the skills for and that I could do, morally and ethically, without crying myself to sleep.

My then-fiancé -- now-husband -- had a job that could cover our bills, a privilege that I know isn't always the case for other job hunters. We decided that I would focus on full-time job hunting and all the household management tasks. We just didn't expect that time to last as long as it did.

After a full year of job hunting and constant rejection, I took a break for a couple of months in the lead-up to our wedding. At some point, a girl gets depressed -- and I don't think there's any shame in that.

People who haven't experienced the recent job market assume you must not be doing X, Y, and Z, because, if you were, you'd have a job already. But I was doing those things. It starts to get at your ego.

People also try to help and say, "Don't let it bother you that you're getting rejected 10 times a day." But it does. And when you keep being told that you're not worth this or that salary or even the salary below that, you start asking yourself, What am I worth?

When I returned to job hunting after our wedding -- which was lovely -- I really needed to refresh; it can get so stale.

Something I like to do is make quick little Canva graphics as jokes and send them to my friends. One day, I was really upset about how job hunting was going. I made a satirical art piece featuring "Plz Hire Me," a photo of myself next to a giant tomato sculpture, a paragraph about how I was ready to find a job, my big three astrology signs, and a dog photo for "tax."

I originally meant it as a commentary on how the current job market is operating under an attention economy, but I sent it to my friends and asked them, "Could you imagine if I posted this?"

They all told me to do it.

I had seen people asking for job advice or leads in a local Facebook group I'm a part of with has over 60,000 members. The tone of the group, which is geared toward women in Chicago, is very much that people want to be a village and help their friends.

I felt that would be the perfect place to post my "application meme," so I did.

A few hours later, there were over 200 reactions on it and multiple comments. A number of hiring managers reached out to me directly, and I got 25 job leads across a wide range of fields.

It was a very fast reversal of the situation.

My now-boss -- the owner and photographer of a boudoir photography studio -- reached out and said she really liked the authenticity and upbeatness of my graphic. I hadn't realized it, but I'd showcased a lot of my skills: being personable and good at communication, and making things more approachable.

Boudoir photography is artfully taken photography of a woman in lingerie, sometimes with partial or full nudity. It's more like a Renaissance painting than anything risqué.

I joined my company as a studio manager in July 2025 -- a part-time, hybrid role that's very flexible. I go in about once a month. My job is to manage the clients' experience and make sure they have enough information before the shoot, especially since it's such a sensitive and vulnerable experience. I also help fill administrative gaps by doing sales, marketing, and admin work.

People often assume the boudoir industry is only about lingerie and sensuality, but I've been developing my Excel skills, writing blog posts, and doing sales pitches that don't make people feel self-conscious about their bodies.

I'm still holding on to what my undergraduate advisor said about following skills rather than job titles. I'm doing a lot of the same things that I loved about library science: gathering information and disseminating it with empathy and insight.

Almost five months in, this is the healthiest work environment I've had so far. I'm so grateful. I'm being treated well and learning. I'm earning enough money to meet my financial goals. I feel satisfied at the end of the day.

I don't want to think about job hunting ever again. Well, maybe I will in the future. But the anxiety of it sticks with you.

I made a second post in the group announcing I'd landed a job, in the style of a newspaper story, which blew up with over 1,000 reactions. I also posted it on LinkedIn, and even people I haven't seen since high school were celebrating it.

In this job climate, I think people just want to see a win.

A few people told me they were inspired by my graphic to make their own "résumé memes." People helped me during my job hunt, and I'm trying to pay that forward.

I think we need to update job-hunting advice specifically for Gen Z. Gen Z really resonates with authenticity -- things that aren't super polished and are off the cuff. And we live in an attention economy. What works for us is being very direct and earnest about our situation, because people want to help.

For those stuck in a really long job hunt, do something silly! Do something artistic, something that's going to make people stop scrolling and empathize with you. more

Lora L.

Career development

3w

We recently had a work party and I accidentally saw something I wasn’t supposed to. Today, they announced that this woman is getting a promotion, she will become the head of a new department. They’ve gathered subordinates for her from different departments, and I’m one of them.
But I can’t work with her. I don’t even know how to look at her now. And constantly interacting with her is going to be... awful. I also don’t know how to explain why I don’t want to be in her department.
Could you please give me advice on what to do? Thank you.

more

2

Kegh Ushahemba Gabriel
11h
A lot of things happen in work place. You have job to do in your work place of which things that are not your business as Job description should not... be your business. Your job is to work and if you can't work you have the option to resign and look for another job. The world is not what you think it is and people have things they want or like and as long as it doesn't affect your job, it should not be your business. There are things you also do that people will not want to see that you do and that doesn't meant if accident happen they will judge themselves. more
1
Gregg Masuak
2w
You're not explaining what it is that upset you so much, whether it was sex with someone else? (in which case it takes two to tango) Drugs? Wanking in... front of a mirror on her own? (strange at a party), spitting in someone's drink? A murder? So impossible to comment, some people's boundaries are less harsh than others'. Get hired first and say, in not a creepy way, "that was weird to stumble in and see you... X... at the party, but all's good, I just wanted you to know as I didn't know how to process it" - and then you have a wonderful way to assure your job security hahahaha - or, unless it was murder, put it in the "it takes all kinds" bracket. Unless she's shitty to you and you can pull it out of the back pocket, always good to have armory. Though that's not my style either. Up to you! more
2

Career development

12h

Editorial: 60% Youth Lose Job-Hunting Hope, Crisis Worse Than Japan's

South Korea's youth unemployment surpasses Japan's 1990s 'employment ice age,' risking long-term economic fallout

A survey has revealed that 6 out of 10 college seniors and graduates have effectively given up on job searching or are in a passive state of applying merely for experience. According to a Federation of Korean Industries survey, 60% of respondents reported either rarely engaging in job... searches (21%), applying only as a formality (32%), or not doing anything at all and taking a break (7%).

This is not because they dislike getting hired. The same survey found that active job seekers submitted an average of 13 or more applications this year, but their document screening pass rate was only 2.6 times. The severity of youth unemployment is that stark. Consequently, young people perceive their employment prospects as low, fall into lethargy, and abandon job searches altogether -- a clear social risk signal.

The causes of youth unemployment are complex and structural. Companies have long abandoned open recruitment amid uncertain business environments, shifting to irregular recruitment of experienced workers who can start immediately. To make matters worse, AI (artificial intelligence) has begun replacing jobs. Tasks once handled by new employees, such as data research, document drafting, and coding, are now performed by AI. From a corporate perspective, the necessity of hiring new graduates can only diminish further.

Japan offers a stark preview of the future that youth employment cliffs may bring. After the early 1990s bubble collapse, Japanese companies reduced new hires for over a decade, leading to an employment ice age. The youth who failed to secure jobs then were called the "lost generation," and as they entered their 50s, many remained economically dependent on their 80s parents' pensions -- a phenomenon known as the "8050 problem." Individual frustrations have spiraled into national fiscal and social safety net crises. South Korea's current situation is even more severe than Japan's was 30 years ago.

Forcing companies to hire is neither feasible nor effective. Companies hire when the benefits outweigh the costs. Ultimately, rigid labor markets must be reformed. Companies should be able to hire more freely when needed without the burden of layoff restrictions. This could create more jobs overall, benefiting workers more than simply blocking layoffs.

Regulations must be revolutionarily abolished to allow new businesses to emerge rapidly. Job transition education tailored to the AI era and practical internship programs should be expanded. University education must also be overhauled to align with industrial changes. The youth employment crisis will soon become the nation's top priority. more

Career development

14h

Boosting the career development of young researchers - Cross-Cutting Activity mid-term conference

On 3-4 December 2025, the COST Association held the Cross-Cutting Activities mid-term conference in Brussels, gathering CCA core members, the wider network, and external experts to review ongoing work and shape future CCA initiatives aimed at supporting the career development of young researchers.

On the first day, 3 December, all working groups presented their activities and the deliverables... achieved to date. The programme focused mainly on presentations and exchanges among the four CCA working groups.

* Working Group on young researchers. Led by Ivana Herglová & Patricia Clement.

* Working Group on career advisory and support services. Led by Mostafa Moonir Shawrav & Yvonne Morgan.

* Working Group on building a young researchers' community in COST Actions. Led by Ahmed Rassili & Stellamarina Donato.

* Working Group on gender equity and fostering diversity in research. Led by Adna Ašić & Verity Elston.

The programme on 4 December centred on strategic discussions, identifying the additional support young researchers need and exploring how the CCA can play a leading role in this debate while shaping its 2026 activities to strengthen these support measures. To enrich the discussion, three external speakers joined the conference to share their perspectives and engage with CCA members on how the CCA can help address ongoing challenges.

External perspectives were provided by Ms Emmanuelle Gardan, Director at the Coimbra Group of Universities and a recognised expert and advocate for sustainable research careers, alongside Dr Fiona McBride, Senior Researcher Developer at the University of Liverpool, who briefed the CCA on the Prosper project, which presents an innovative model for postdoctoral career development.

The CCA network also had the pleasure of welcoming Mr Edward Ricketts, Project Officer at the Research Executive Agency (REA), who shared insights into the various opportunities offered by the MSCA Doctoral Networks to young researchers.

The conference closing session put the spotlight on the first joint CCA deliverable, "20 Years of the European Charter for Researchers: Time to Turn Principles into Systemic Change," prepared by the network under the guidance of CCA co-Chair Dr Nicola Dengo.

Finally, the wider network members also played an active role in the event, with Dr Annelies van de Ven, Policy Officer at the MSCA unit, European Commission, leading a breakout session: Empowering Emerging Researchers: Designing research policies and programmes that strengthen researcher autonomy, and Mr Simon Marti, Head of the EUA Council for Doctoral Education (EUA-CDE), presenting the latest EUA survey results.

Views of the participants on the Cross-Cutting Activity

Dr Joanna Rutkowska - Postdoctoral researcher, University of Zurich, Switzerland - CCA co-Chair:

"The CCA brings together both Early Career Researchers (ECRs), experienced career development practitioners, and insight from the wider network members, giving us a unique perspective. That is why we can add real value by moving from having policies and tools to their successful implementation in ways that genuinely benefit ECRs. Many effective practices already exist, but they are scattered across institutions and countries. Through our international network, we can identify what works (and under which circumstances), consolidate good practices, and provide ready-to-implement recommendations for stakeholders across Europe."

Dr Patricia Clement, Postdoctoral researcher, Ghent University Hospital, Belgium - CCA WG co-Chair:

"The CCA can add real value by making career development resources truly accessible to researchers. Many initiatives exist, but they often do not reach those who need them most. In the CCA, we aim to understand why that gap persists and find solutions by developing guidelines and recommendations to improve visibility, relevance and engagement. Early-career researchers should not only know about these opportunities. They should actively benefit and shape their careers with confidence and support."

Dr Simon Marti - Head of the EUA Council for Doctoral Education - CCA wider network member:

"It is inspiring to watch the COST cross-cutting activity on career development for young researchers progressing. The resources currently being developed, especially the mapping of previous projects on career development of early-career researchers (ECRs), the overview of career instruments, and best practices, will create a solid reference base for ECRs and other stakeholders alike. The survey that is currently gathering feedback from ECRs, supervisors and career development practitioners on how career pathways evolve offers all stakeholders the opportunity to provide their views. A mentoring network connecting ECRs is already being set up with the first COST Actions, designed to strengthen peer support.

The project also analyses how gender and intersectionality influence career development - a part of the CCA that already delivered a webinar. I view it as a particular strength of the CCA that the different project parts together will form a comprehensive and coherent package of tangible resources for the community.

Dr Ahmed Rassili - Senior project leader at Centre for Research in Metallurgy Group, Belgium - CCA WG co-Chair

"The CCA can add real value by creating a unified framework that strengthens career development and community-building for young researchers across all COST Actions. It can harmonise best practices in mentoring, mobility, and skills training, ensuring equal access to opportunities regardless of discipline or geography. By connecting early-career researchers through shared platforms and cross-action activities, the CCA can reduce fragmentation and foster long-term networks. It can also promote inclusiveness, leadership opportunities, and visibility for young scientists. Ultimately, the CCA can empower a new generation of European researchers to collaborate, innovate, and thrive within a supportive and coherent ecosystem.

Watch the videos:

About the CCA The primary aims of the Cross-Cutting Activity on career development for young researchers are to create a community of practice, improve communication, and ensure consistent human resources strategies across Europe. Many tools have been developed to support career development, but they are not widely known, so how can we make these tools more accessible, visible, and interoperable between countries? The project will run until December 2026

Additional information

Launching the Cross-Cutting Activity on career development for young researchers

Learn more about Cross-Cutting Activities at COST more

Career development

15h

A model for global health education through the Ethiopian newborn quality improvement ECHO initiative - Journal of Perinatology

Demographics and background of NPM fellow participants

Eight NPM fellows participated in the EN-QI ECHO. Seven were identified as female, and one as male. They represented second- and third-year fellows from eight distinct US-based institutions.

All eight NPM fellows completed the pre- and post-program surveys. Six (75.0%) had prior global health training. This consisted of certificate programs... (n = 3, 37.5%), formal or informal "global health tracks" in residency (n = 2, 25.0%), and master's level training in global public health (n = 1, 12.5%). Two fellows (25.0%) felt that they had strong global health mentorship within their current NPM fellowship program, and five (62.5%) felt that they had such mentorship outside of their fellowship program. All five of these fellows commented that their global health mentors were from residency training.

Fellows were also asked to reflect on the time they had spent engaging in global health prior to the EN-QI ECHO and their associated depth of involvement in global health activities. Half of the fellows classified themselves as "advanced beginners" both for time and depth of past engagement. Only two (25.0%) fellows noted that they were "proficient" in regard to time spent in global health, and no fellows felt that they were "proficient" or "expert" in relation to global health involvement prior to the EN-QI ECHO. Definitions were created by faculty engaged in the EN-QI ECHO (Table 1).

Attendance at monthly virtual sessions

There were 12 monthly EN-QI ECHO sessions from February 2021 to January 2022. Attendance data were available from nine (75.0%) of these sessions. The average attendance rate amongst the NPM fellows was 40.3%, with a maximal attendance rate of 66.7%. Attendance at inpatient rounds at their home institution was the most common reason reported for lack of attendance at any given session.

Comfort with global health

Two questions appeared both on the pre- and post-program surveys. These questions assessed comfort working in a different cultural context and comfort working with research partners based in another country. Over the course of the EN-QI ECHO program, there was an increase from three (37.5%) to six (75.0%) fellows stating that they were very comfortable working in a cultural context other than their own. When asked about their comfort working with research partners in another country, one participant (12.5%) felt somewhat uncomfortable prior to the study; no participants felt very uncomfortable. Post-study, no participants felt uncomfortable. However, there was a slight shift towards being neutral (Pre: 0.0%, Post: 25.0%) rather than very or somewhat comfortable (Pre: 87.5%, Post: 75.0%). For all observations p > 0.05 and were not considered statistically significant.

Mentorship and program experience

In the post-program assessment, all respondents agreed or strongly agreed that they were able to form a meaningful connection with their US faculty mentor. The majority were either neutral or disagreed when asked if they were able to form a meaningful connection with their Ethiopian partner coach. Despite this, all participants agreed or strongly agreed that participation in this project was helpful to their career development and that the informal mentoring sessions with the US faculty were helpful (Table 2).

When asked to select from a predefined list and indicate what they gained by participating in the EN-QI ECHO project, "networking with other trainees and faculty in global health," "exposure to the QI process," and "experience working with international partners" were the most frequently selected. Networking was selected as the most important component by 50.0% of NPM fellow participants. Fellows also provided open-ended responses explaining why their selected choice was the most important (Table 3).

Focus group discussions on program experience

All fellows were invited to provide feedback on the program via post-program focus groups. Four fellows participated. Those who did not participate all cited an inability to make the scheduled focus group meeting time. Inductive codes were applied describing mentorship experience, networking, experience with the virtual ECHO platform, cross-country communication, project onboarding, and implementation. Following coding, three overarching or organizing themes emerged related to (1) career development, (2) cross-cultural partnership, and (3) areas for project improvement. Together, these organizing themes support a singular global theme: The EN-QI ECHO Program served as a successful model for fellow engagement in global health and can be further improved by enhanced focus on fellow onboarding and targeted mentorship throughout the program. Figure 2 illustrates the conceptual framework that emerged from the data.

Career development and the EN-QI ECHO initiative

All of the NPM fellows who participated in the post-program focus groups highlighted the value of the EN-QI program in their career development. Overwhelmingly, the benefit of the experience was reflected in the pairing of NPM fellows with SoNPM neonatologists with significant global health experience. Fellows noted how, when applying to be a fellow participant in the EN-QI ECHO, they looked forward to "being involved in an organization outside of my institution" (Participant 2) and "learning from leaders in our field" (Participant 4). By pairing each NPM fellow with a neonatologist, fellows had the opportunity to learn one-on-one from their mentor and witness how more experienced global health physicians navigated virtual partnerships. This was seen as especially important in the context of the COVID-19 pandemic. One fellow highlights this in her commentary:

"My biggest hope was really just to get to learn from the faculty leads ... to learn from the Ethiopian coaches and learn about how to work together collaboratively on an international platform, virtually because I think we all got hit by this - I was supposed to spend a month every year of my fellowship in [a global setting], working on my quality improvement projects, and it became impossible, because of COVID."(Participant 4)

Fellows commented on the value of seeing their mentor work with the AAP, EPS, and local team to navigate project-specific challenges, programmatic delays, and data management questions that arose throughout the study. They also noted the importance of witnessing a good mentoring relationship that valued the role and the experience of the Ethiopian coaches.

"I think it was nice to get to watch other people navigate those challenges and glean some little pearls about how to adjust projects that I'm going to work on in the future." (Participant 2)

"It was really helpful for me just to kind of see that model of how to be a good mentor, how to work on a project collaboratively to be able to support [the Ethiopian coaches] without being overbearing and having too much control." (Participant 4)

Because the project fellows and neonatologists came from a wide range of US academic institutions, engaging fellows in the EN-QI ECHO also allowed for valuable networking. Some mentor-mentee dyads were able to meet in person to further strengthen their mentoring relationship. As one fellow described, "The incredible thing was during this I was able to meet up with my mentor in person at PAS [Pediatric Academic Societies] and go to one of the talks they were doing about global health." (Participant 2) Outside of their one-on-one pairings, the fellows appreciated the opportunity to engage with all of the US-based neonatologists in a series of informal career-focused "coffee chats". These allowed time for fellows to hear about career journeys and ask specific questions about launching a career in neonatal global health.

"They had a group of the mentors come in and kind of just chat about career, about life balance, and different directions that they could go with their projects that they were doing outside of this work. It gave access to a lot more people [faculty] in the group and the additional advice that came through that." (Participant 3)

Another key element of their personal growth and career development was the community the fellows felt amongst their NPM fellow peers. Fellows described how valuable it was to simultaneously learn from their mentors and to meet fellows who were also learning to be global health researchers. This helped them build a community that would "go beyond this project" (Participant 1).

Cross-cultural partnership

The second organizing theme identified by our fellow focus group was how the cross-cultural partnership between the US and Ethiopia was a key strength of the study but was not without challenges. Several of the focus group participants highlighted how participating in EN-QI ECHO allowed them to engage with partners in LMICs despite not being able to travel: "I think it was a great creative way to say, 'how can we continue with ongoing education without physically being in the country?'" (Participant 4)

Others viewed the virtual platform as a novel way to connect partners in a more individual way that has distinct value from the large group settings. As one fellow noted, "Our one-on-one sessions (WhatsApp video calls) were really helpful, because it allowed us the opportunity to meet directly, see their setting, ... and really talk about 'what are the challenges in your unit? Where are your gaps? How do we address this?'" (Participant 1). Importantly, the EN-QI Project took place during the COVID-19 pandemic. Fellows praised how a virtual global health project allowed them to continue working in the neonatal global health space, supporting partners in the group, while not being able to travel. One fellow reflected, "I [the virtual platform for EN-QI ECHO] increased my interest in the project because I think we all felt stuck, I mean, as [fellows] who are trying to do global health work and are not able to be in the places where the research is happening." (Participant 4)

Remote partnership also had its limitations. Most notably, the fellows described feeling unaware of what was happening on the ground between meetings and thus were not sure how to assist, stating "I wasn't always sure what they needed from me for the project between the sessions." (Participant 2) Lastly, fellows felt that the virtual nature of the project limited engagement due to logistic and technical constraints. Fellows cited "getting everybody to get on the zoom on time, connection errors, people, and not muting themselves" (Participant 2). At the same time, witnessing how their neonatologist mentors navigated these challenges was helpful to the fellows, giving them the realization that "So this happens to all of us" (Participant 4).

Program gaps

While the fellows uniformly affirmed the strengths of the EN-QI ECHO Initiative, when reflecting on the program as an avenue for fellow global health engagement, the participating fellows identified gaps in communication and organization that limited the full potential of program participation for fellows. First, a few participants stated that the role of a fellow "wasn't well delineated" (Participant 3). Fellows felt like they were functioning both as teachers and mentees but were not clear on how much of a leadership role to take in the program: "How do I help other people across the world, with all of these barriers, accomplish a QI project when I myself am learning?" (Participant 1)

Similarly, fellows noted that their paired mentors focused on the fellow's career development goals rather than how the fellow should contribute to the EN-QI ECHO. One fellow stated, "I do think that the mentors tried to say, like, what are your career goals? ... I think this was lovely and one of the things I wanted from this, but I don't think that that was within the direct scope of the project in terms of being a QI project in hospital sites and Ethiopia." (Participant 2)

Lastly, fellows expressed a desire to be more integrated into project planning discussions. For example, one fellow shared that they were not sure how delayed cord clamping was selected as the focus of EN-QI ECHO, noting that "in meeting directly with our Ethiopian coach he you know, at the beginning of the project we had actually identified a slightly different gap that we wanted to focus on" (Participant 2). Interestingly, another fellow responded with clarifying understanding, paraphrasing the alignment of QI projects between sites as "let's get everybody on board with the same project, so that we can have a successful project ... and see some change and walk everybody through the QI process, and at least you'll learn from each other in the process." (Participant 3) more

Career development

17h

NBA: All-time regular season scoring leaders

The NBA's scoring ladder never stops moving, even decades after some of its biggest stars played their final game. With active legends still piling on points and iconic names holding firm near the top, the all-time list tells the story of eras, styles, and players who simply refused to slow down. Here's where the top 10 stand as of early December 2025.

Total Points: 28,290

Status:... Active

Harden's rise into the top 10 feels like the natural ending to a career built on creativity and timing. His step-back three changed the league, and even late in his career, he's finding ways to stay productive. Now officially in the top tier of scorers, he's still within reach of climbing at least one more spot.

Total Points: 28,596

Status: Retired

Shaq didn't just score; he overwhelmed. For years, he turned the paint into his personal runway, bulldozing defenders and bending defenses around his presence. Nearly 29,000 points later, he remains the standard for brute-force scoring in the modern era.

Total Points: 31,051

Status: Active

Durant continues to score with the same smooth, effortless stroke that's defined his career. Passing 31,000 points in 2025 just added another milestone to one of the cleanest offensive résumés the league has ever seen. When KD is rolling, there's still no honest answer for him.

Total Points: 31,419

Status: Retired

Wilt's numbers still read like tall tales, but they're very real. A 100-point game, a 50-point season, and scoring marks that feel out of reach for anyone. His place on this list is built on dominance that basketball might never witness again.

Total Points: 31,560

Status: Retired

Dirk changed the game in his own quiet way. A 7-footer shooting fadeaway threes wasn't normal before he arrived, and his signature one-legged jumper is still being copied today. His scoring legacy is as unique as the path he took to get there.

Total Points: 32,292

Status: Retired

Jordan didn't need the longest career to leave a massive scoring footprint. Ten scoring titles, the highest career scoring average ever, and countless nights where he simply took over. Even with two retirements in the middle, MJ's scoring résumé still towers over most.

Total Points: 33,643

Status: Retired

Kobe chased excellence with a relentlessness few could match. Every move, every angle, every counter was sharpened over years of obsession. The result: more than 33,000 points and a scoring legacy built on skill, toughness, and an unmatched competitive edge.

Total Points: 36,928

Status: Retired

Malone didn't always dominate the headlines, but night after night, he piled up points with power, consistency, and precision. Nearly 37,000 points later, he remains one of the most durable scoring forces the league has ever seen.

Total Points: 38,387

Status: Retired

For almost 40 years, Kareem stood alone at the top of the scoring world. His skyhook was a cheat code; unstoppable and ideally suited for two decades of greatness. Even after his passing, his scoring legacy remains as monumental as ever.

Total Points: 42,297

Status: Active

LeBron continues to stretch his own record with remarkable steadiness. Passing 42,000 points in the 2025-26 season, he's creating distance between himself and everyone else, past or present. His scoring isn't just a matter of longevity; it's an evolution in real time.

The names on this list represent different eras, styles, and methods of dominating a scoreboard. Some climbed through sheer power, others through finesse, and a few through a mix of everything. The only certainty is that the story isn't finished, especially with a couple of active greats still adding to their totals. more

Career development

4w

I'm in my 40s and on my third career change. I got rejected from 83 jobs last month but I'm not losing hope.

In September I applied to over 80 jobs and didn't get any job offers.

In September, I applied to 83 jobs -- and got ghosted or rejected by every single one.

While I've been working since 2000 in different industries, I'm starting a new career following my passion in design. I have an internship, but need a full time job to cover the bills.

Job hunting at 43 has become a full-time hustle -- and... a brutal reminder that starting over never gets easier, no matter how many times you do it.

I was a bartender for 15 years before becoming a doula around 2015, diving into birth, postpartum, and end-of-life work and education. That work was deeply fulfilling. I supported people through life's most vulnerable moments, but the financial instability and long overnight shifts took their toll after nearly a decade.

When the pandemic hit New York City in 2020, doulas were temporarily banned from hospitals. Suddenly, I had time to reimagine what I wanted next. I'd always loved technology and computer science but figured that without a bachelor's degree, that dream wasn't for me.

But something shifted during the pandemic. My mindset changed from "Maybe someday" to "it's now or never."

I started doing things that scared me: trying pole dancing, saying no without guilt, and pursuing a career that many would say I wasn't "qualified" for.

Fast forward to November 2022, I enrolled in Springboard's UX/UI Design Career Track. I felt it in my gut, this was the right move. But I also knew I needed to make a financial shift from being an independent contractor (as a doula) to earning steady hourly pay. I transitioned into studio management and slowly began planning my exit from birth work.

By 2024, I had fully retired from my doula career. Working hourly jobs brought new challenges, but I learned how to advocate for myself, negotiate raises, and apply both soft and technical skills to every new role. I've now changed paid positions three times not because I'm inconsistent, but because I've fought for growth, for better pay, and for opportunities to use my design and management skills.

In September 2025, I made it my mission to apply to at least three companies every night. My résumé looked strong, my portfolio was solid for my level of experience, and my determination was unshakable.

Still, the rejections piled up. Eighty-three applications later, I hadn't received a single interview. Not one.

What I find most disturbing about this product design job-hunting saga is that I've applied to nearly a hundred positions and have nothing to show for it.

Making a career change in 2025 shouldn't feel this impossible.

I have close friends in tech, engineers and product designers, who remind me that breaking in takes time, persistence, and resilience. I've experienced this wave of disappointment before: when I became a bartender, when I transitioned to being a doula, and now as a product designer. Each time, I started from scratch, built new skills, and found my footing.

Right now, I'm working as an executive assistant, a role that combines many of the skills I've developed over the years: empathy, organization, communication, and creative problem-solving. And I'm still designing part-time at 5wins, staying connected to the craft and community that remind me why I chose this path in the first place.

The truth is, rejection still stings. But I've learned that every "no" brings me closer to the right "yes." Reinvention isn't easy, it takes courage, grit, and the ability to rebuild your sense of worth again and again. I may be on my third career change, but I'm far from done. more

17

Sheila Milburn
18
3w
Have you asked those at your internship if they know of any paid internships. Also, from reading your post it seems you are all over the place. I... would be asking if you were in Manage-ment, health, administration or
design? Potential employers may be thinking you won't stay long or are indecisive. Try to find a common theme (word) or 3 from the job description that you can highlight throughout the
job write-ups in your resume. Like: creative, Manage. Customer service. Then update your application to highlight those attributes. Goodluck more
Rebecca Erinah
2
4w
Let me stop loosing hope it's now 4 years without working ever since my grad
1

Career development

5d

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.

Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more

7

Mabisi Francis
18h
Wow 👌
kasiku mwitumwa
1
1d
It is the opposite of me I have quite looking for a job/s. One for like 4 interviews never picked dispite the papers. So I have decided to shape my... path way and career wise. I do not know how but some how some where I will figure it out. Indeed life is short. more
1

Tom Lockridge

Career development

2w

Yesterday during an important meeting with some clients, I accidentally broke a glass and ended up spilling champagne on a couple of people.
First, the director practically burned a hole through me with his stare and now our accounting department wants to deduct the cost of the glass from my salary. And honestly, it seems like they’re planning to fire me.
But seriously, can someone really lose... his job over such a small thing? It could happen to anyone, right?

more

2

Sarah Toku
19h
This is unfair. It's a mistake not intentionally
Arikoj Jennifer
2w
There is more to this than just breaking a glass ,apologize let them decide and move on

Career development

20h

Navigating the Job Application Process in Modern Times.

Navigating the Job Application Process in Modern Times.

As creative technologies shape today's headlines and tomorrow's narratives in an increasingly digital landscape, artificial intelligence now plays a central role in determining who is considered suitable for a job.

Jobs and Skills Australia reported that around two-thirds of employers still prefer traditional recruitment methods, such as... word of mouth, when hiring.

· This means that only about one-third of employers use more modern or unconventional recruitment methods, such as artificial intelligence systems that screen candidates based on keywords in their résumés.

A popular platform for recruitment is below;

- Juice Box : https://juicebox.ai/

2. Clay: https://www.clay.com/

3. ChatGPT: https://chatgpt.com/

4. Candidately: https://www.candidately.com/

These systems can streamline hiring, but they also raise concerns about fairness, empathy, transparency, and accessibility for applicants who may be unfamiliar with digital optimisation or who lack guidance on how to tailor their résumés for algorithmic review.

· Furthermore, 44% of employers require references. This poses a significant challenge for some individuals who are either disadvantaged or particularly unlucky, as workplace disputes and strained professional relationships can make it difficult to secure reliable referees.

In addition, those returning to the workforce after extended absences, such as caregivers or individuals impacted by the COVID-19 pandemic, may struggle to provide current or relevant referees. This requirement can inadvertently create barriers for qualified candidates, limiting their opportunities and reinforcing cycles of disadvantage in the job market.

· Another 50% of employers look for prior work experience. However, this raises an ongoing dilemma: how can individuals gain experience if they are never given the opportunity in the first place?

For many job seekers, particularly young people, career changers, and those re-entering the workforce. This creates a cycle where lack of experience becomes a barrier to obtaining the very roles that would help them develop it.

· This also impacts overall job satisfaction, as individuals who are qualified in a particular field may never have the opportunity to apply or develop their skills. When people are unable to use the talents they have trained for, they can become disengaged, underutilised, and discouraged, ultimately affecting both their career progression and their sense of purpose at work.

Artificial intelligence can strip empathy from the hiring process, reducing candidates to data points and algorithmic scores rather than human potential.

This creates an uneven playing field, where individuals, particularly those from disadvantaged backgrounds or with non-traditional career paths are forced to compete against an impersonal AI 'jury' that may overlook qualities like creativity, resilience, and interpersonal skills.

As a result, the recruitment process risks prioritising efficiency over fairness, and measurable metrics over genuine human talent. more

Martin Waters

Career development

5d

I’m 25 years old and have been working as a junior manager in a trading company for 4 years. Recently, our internal email said that another department is looking for a new boss. I sent my resume. But HR and the deputy director laughed at me and said I’m too young, even though I’m sure I can do the job.
I feel upset, because we already have some department heads who are 26-27.
Now I don’t know... what to do. Should I stay and wait until I’m older or look for another company that respects young, active workers? Thanks more

8

Rigor Data Analyst
20h
Thank you for sharing your situation. I understand why you feel disappointed; it can be discouraging when your capability is dismissed based on age... rather than performance. The fact that there are already managers in your company who are 26–27 shows that age alone shouldn’t be a barrier, so your reaction is completely valid.
It may help to reflect on two things:
(1) whether the company has a consistent, fair process for internal progression, and
(2) whether your skills and achievements are being meaningfully recognised.
There is no harm in having ambition at 25. In fact, your initiative to apply shows maturity. If your current environment undervalues young talent or fails to give you a clear pathway for growth, it’s reasonable to explore other companies that appreciate drive, competence, and potential.

At the same time, you could use this moment to request constructive feedback:
“What skills or experience should I build to be seriously considered for such roles in the near future?” A professional company should welcome that question. If their response remains dismissive or disrespectful, then your instinct may be right, it might be time to consider an environment where your contributions are respected. Ultimately, focus on where you can grow, be valued, and advance based on merit, not age. more
Jennifer Knight
1d
How dare HR even bring up age, that is unprofessional, unacceptable and discriminatory. I agree with Brent (above); request a meeting to discuss your... qualifications, your career goals, and show them what you got! more