Career development

James Savitsky

8h

Hi everyone! I was recently promoted to head of a department and I think I’m a pretty easygoing boss. I always listen to my team and try to help them. The only thing I really expect is that the work is done perfectly by the deadline. Is that so hard? Am I asking too much? Why do my employees work so slowly and poorly?

Ashiq Hussain
53m
Try to automate the procedures, and please try that you are not exceeding the human capacity

Career development

8h

How high schoolers can stand out with employers at job fairs

From attitude and communication to paperwork and technology, employers highlighted skills and habits that help students turn job fairs into real opportunities.

Garland ISD students speak with employers at the school district's Gilbreath-Reed Career and Technical Center.Gilbreath-Reed Career and Technical Center . The Naaman Forest High School senior's teacher helped her complete a résumé, while... friends walked her through interview questions and made sure her outfit looked appropriate for employers.

to study aerospace engineering, where she expects to cover most of the costs herself. She said she feels confident about working with new people and believes students like her can succeed if adults give them a chance to learn.At Garland ISD's recent career fair, employers, colleges and nonprofits laid out skills they hope North Texas teens will bring to those opportunities.Garland ISD students speak with employers at the school district's Gilbreath-Reed Career and Technical Center. Employers at the job fair emphasized that they notice a student's attitude before résumés, certifications or grades.Employers emphasized that they notice a student's attitude before résumés, certifications or grades. Garland ISD roofing supervisor Bryan Petty said the teens who stand out show energy and are ready to work. They approach employers engaged, ask questions and express a willingness to put in "sweat equity" instead of looking for instant results. He also warned students against only dwelling on a paycheck."Money cannot replace experience," he said, urging teens to be willing to take starter jobs they may not love so they can build a work history.not often taught in classrooms. The nonprofit helps Hispanic families understand college and career pathways and offers a student marketing internship. Núñez said she wants students who can communicate clearly, tell their own stories and motivate others. She described the difference between a teen who gives up at the first barrier and one who learns to push back respectfully. The goal is to help students hear a rejection and think about how to turn "this no into a yes" by asking for resources, support or another chance. She spends just as much time with parents. As an immigrant mother of a young adult, she said it is hard to move from directing every detail to becoming "a supporter and a provider of resources." Families, she said, have to learn how to guide without sitting in the driver's seat.Educators at the Gilbreath-Reed Career and Technical Center opened computer labs so students could polish résumés, get feedback and print copies before the job fair. They also hosted an etiquette luncheon where hospitality students walked classmates through place settings, handshakes and professional dress.CeAira Flores, a license and permit specialist II at the Texas Department of Public Safety, said one of the biggest problems they see is students arriving without the documents needed to apply for the IDs or driver's licenses required for work. She advised teens to read every email and confirmation carefully, bring all requested paperwork and schedule DPS appointments months in advance., a private investigation and security services firm, said many teenagers come to fairs curious but not ready, often forgetting about paperwork until it is too late. Students should bring real résumés, not just a file on their phone, because some employers may want to hire them at the fair, and missing something as basic as a printed résumé can cost them a job on the spot. Brandy Schneider, the principal of Garland ISD's Gilbreath-Reed Career and Technical Center, said her educators opened computer labs so students could polish résumés, get feedback and print copies before the fair. They also hosted an etiquette luncheon where hospitality students walked classmates through place settings, handshakes and professional dress, while a photographer took free headshots for students who wanted a more professional photo.Air Force Staff Sgt. Michael Holtzclaw shares information with students during a career fair at Garland ISD's Gilbreath-Reed Career and Technical Center on Tuesday, March 25, 2026.Most employers said they do not expect high school students to arrive as experts. What matters is if they are teachable. Military recruiters stressed a similar point. Air Force Staff Sgt. Michael Holtzclaw said he did not know how to repair HVAC systems before he enlisted. The military sent him to a six month HVAC school, paid for it and helped him earn industry certifications. He tells students if they can name a civilian job they are considering, "we probably have the equivalent of it in the Air Force," plus education, medical care, food and housing while they serve., said his company works on everything from light duty trucks to heavy equipment and lawnmower engines. They can teach technical skills if students are willing to train and keep up with changing technology. But what he cannot teach as easily is effort.Some employers, trade schools and training centers talked about life skills, such as financial literacy, attention to detail and hands-on abilities students can use in any job.Some of the most specific advice was about practical skills that rarely make it into glossy brochures., said students aspiring for business jobs need a strong grasp of spreadsheets. Teens should start learning spreadsheet software now, using free tutorials if needed. "Excel is the name of the game," she said. "It is not something they can skirt by, AI cannot mitigate it for them." Other employers, trade schools and training centers talked about life skills, such as financial literacy, attention to detail and hands-on abilities students can use in any job.Employers also shared feedback on the long-term importance of money. One recuiter said passion matters, but students also need to understand their cost of living and how their chosen field will support them.Employers don't expect every teenager to have life mapped out. What they do want to see is intention. Army Staff Sgt. Xavier Laboy said the students who concern him most are the ones who have no plan and never thought about what kind of work or training they might want after graduation. Teens should at least set a short-term goal and ask employers how to get there, he said. Employers also shared feedback on the long-term importance of money. Wilson said passion matters, but students also need to understand their cost of living and how their chosen field will support them. Quintana said students should find work they can love on hard days, and to let the money follow their skills. That kind of intentional thinking has already forced Harmeet Gill, a Lakeview Centennial High School senior, to change course. He started high school in computer science, then shifted into engineering after watching howThis reporting is part of the Future of North Texas, a community-funded journalism initiative supported by the Commit Partnership, Communities Foundation of Texas, The Dallas Foundation, the Dallas Mavericks, the Dallas Regional Chamber, Deedie Rose, Lisa and Charles Siegel, the McCune-Losinger Family Fund, The Meadows Foundation, the Perot Foundation, the United Way of Metropolitan Dallas and the University of Texas at Dallas. The News retains full editorial control of this coverage.Wilborn P. Nobles III is the workforce readiness and economic mobility reporter for The Dallas Morning News. He previously covered Atlanta City Hall for Axios and The Atlanta Journal-Constitution. He also worked for The Baltimore Sun and The Times-Picayune. The New Orleans native is a graduate of Louisiana State University.

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Career development

9h

Here's how high school students can stand out with local employers at job fairs

Maxine Escanlar went all out to prepare for her first job fair at Garland ISD's Gilbreath-Reed Career and Technical Center. The Naaman Forest High School senior's teacher helped her complete a résumé, while friends walked her through interview questions and made sure her outfit looked appropriate for employers.

She's also practicing for a bigger transition. This fall, Escanlar plans to attend the... University of Texas at Arlington to study aerospace engineering, where she expects to cover most of the costs herself. She said she feels confident about working with new people and believes students like her can succeed if adults give them a chance to learn.

"Give us a chance and we'll run with it," she said.

Although Texas' high school graduation rate surpasses the national average, 63% of jobs statewide will require education beyond high school by 2031, according to a Georgetown University report. Workforce advocates say that's why career and technical training, apprenticeships and military service are becoming more important paths to living-wage jobs without the heavy student debt often tied to a four-year degree.

At Garland ISD's recent career fair, employers, colleges and nonprofits laid out skills they hope North Texas teens will bring to those opportunities.

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Attitude matters

Employers emphasized that they notice a student's attitude before résumés, certifications or grades.

Garland ISD roofing supervisor Bryan Petty said the teens who stand out show energy and are ready to work. They approach employers engaged, ask questions and express a willingness to put in "sweat equity" instead of looking for instant results. He also warned students against only dwelling on a paycheck.

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"Money cannot replace experience," he said, urging teens to be willing to take starter jobs they may not love so they can build a work history.

Soft skills

Sofía Núñez, Empower the Voice founder, focused on soft skills not often taught in classrooms. The nonprofit helps Hispanic families understand college and career pathways and offers a student marketing internship.

Núñez said she wants students who can communicate clearly, tell their own stories and motivate others. She described the difference between a teen who gives up at the first barrier and one who learns to push back respectfully. The goal is to help students hear a rejection and think about how to turn "this no into a yes" by asking for resources, support or another chance.

She spends just as much time with parents. As an immigrant mother of a young adult, she said it is hard to move from directing every detail to becoming "a supporter and a provider of resources." Families, she said, have to learn how to guide without sitting in the driver's seat.

AdvertisementCome prepared

CeAira Flores, a license and permit specialist II at the Texas Department of Public Safety, said one of the biggest problems they see is students arriving without the documents needed to apply for the IDs or driver's licenses required for work.

She advised teens to read every email and confirmation carefully, bring all requested paperwork and schedule DPS appointments months in advance.

Sharonda Green, CEO of Linson Eye Investigation, a private investigation and security services firm, said many teenagers come to fairs curious but not ready, often forgetting about paperwork until it is too late. Students should bring real résumés, not just a file on their phone, because some employers may want to hire them at the fair, and missing something as basic as a printed résumé can cost them a job on the spot.

Brandy Schneider, the principal of Garland ISD's Gilbreath-Reed Career and Technical Center, said her educators opened computer labs so students could polish résumés, get feedback and print copies before the fair. They also hosted an etiquette luncheon where hospitality students walked classmates through place settings, handshakes and professional dress, while a photographer took free headshots for students who wanted a more professional photo.

AdvertisementBe willing to learn

Most employers said they do not expect high school students to arrive as experts. What matters is if they are teachable.

Military recruiters stressed a similar point. Air Force Staff Sgt. Michael Holtzclaw said he did not know how to repair HVAC systems before he enlisted. The military sent him to a six month HVAC school, paid for it and helped him earn industry certifications. He tells students if they can name a civilian job they are considering, "we probably have the equivalent of it in the Air Force," plus education, medical care, food and housing while they serve.

Carlos Quintana, a shop manager for Backyard Dieselz, said his company works on everything from light duty trucks to heavy equipment and lawnmower engines. They can teach technical skills if students are willing to train and keep up with changing technology. But what he cannot teach as easily is effort.

"If you wake up to do something, do it to the best of your ability," he said.

AdvertisementLearn practical skills

Some of the most specific advice was about practical skills that rarely make it into glossy brochures.

Lynette Wilson, community affairs director for the Dallas-Fort Worth Alliance of Black Accountants, said students aspiring for business jobs need a strong grasp of spreadsheets. Teens should start learning spreadsheet software now, using free tutorials if needed.

"Excel is the name of the game," she said. "It is not something they can skirt by, AI cannot mitigate it for them."

Other employers, trade schools and training centers talked about life skills, such as financial literacy, attention to detail and hands-on abilities students can use in any job.

AdvertisementHave a plan but be flexible

Employers don't expect every teenager to have life mapped out. What they do want to see is intention.

Army Staff Sgt. Xavier Laboy said the students who concern him most are the ones who have no plan and never thought about what kind of work or training they might want after graduation. Teens should at least set a short-term goal and ask employers how to get there, he said.

Employers also shared feedback on the long-term importance of money. Wilson said passion matters, but students also need to understand their cost of living and how their chosen field will support them. Quintana said students should find work they can love on hard days, and to let the money follow their skills.

That kind of intentional thinking has already forced Harmeet Gill, a Lakeview Centennial High School senior, to change course. He started high school in computer science, then shifted into engineering after watching how AI is reshaping the job market. After taking engineering and robotics classes, he is now looking at civil engineering.

Advertisement

"I do not think AI can take over that job as well," he said.

This reporting is part of the Future of North Texas, a community-funded journalism initiative supported by the Commit Partnership, Communities Foundation of Texas, The Dallas Foundation, the Dallas Mavericks, the Dallas Regional Chamber, Deedie Rose, Lisa and Charles Siegel, the McCune-Losinger Family Fund, The Meadows Foundation, the Perot Foundation, the United Way of Metropolitan Dallas and the University of Texas at Dallas. The News retains full editorial control of this coverage.

Related StoriesView MoreFive ways North Texans can benefit from local workforce programsRepublicans are remaking Texas' public universities. Some professors are leaving more

Career development

3d

Student Employee Was Given An Ultimatum By A Bad Boss To Choose Between School And The Job, So They Walked Away And Left The Store Short Staffed

When employers talk about "give and take," they usually mean the employee does all the giving and the boss does all the taking.

So when one model employee requested reasonable accommodations for their class schedule, an egotistical store manager insisted they work with the schedule they're given or find another job.

That's when the employee decided their education was worth more than a... measly paycheck.

I just started college, and my store manager was made aware when I started that I would have to work around school, which is now Tuesday and Thursday with weekend tutoring.

Their education has recently taken a bit of a hit.

Due to life (and the résumé that got me the job), I missed a lot of school and need additional tutoring to catch up -- and fast.

This is my dream, and I talk about it more than anything else with everyone at work.

This employee doesn't have the greatest history with the boss.

As some background on the store manager, she chewed me a new one once before because she asked if I would work a Friday shift.

I said I might but let me check my schedule.

After seeing how busy it would make them, they declined, which didn't make the boss happy at all.

It turned out that would have made it an eight-day week for me with one day off and another long week, so I said no.

She went off on me about how I was a terrible person and a lazy worker and the job is give and take and I'm not being flexible and it's only a 38-hour week and she only looked at the current week's total.

So the employee tried once again to reason with her.

I explained my schedule to my department manager, and she was fine with me working Monday, Wednesday, and Friday during school, as I've been working weekends and any random day (changes every week) since I started almost eight months ago now.

But soon after, the boss goes back on her word.

So I was surprised to see my schedule changed to work Sunday.

I spoke to the store manager, and she said she had changed it and "I won't lose good workers because it isn't fair to the other employees that you don't work weekends," as if me not working weekends in my department would matter to anyone, as my co-workers don't mind the weekend shifts at all (they enjoy weekdays off), and it was entirely fine.

This was a complete departure from what she promised.

I reminded her that when I started, I told her that my schedule would have to work around school, and she said "that's perfectly fine."

She replied that she had said "I would have to work some weekends."

I've worked every weekend for eight months.

So then the boss gives them an ultimatum.

She went on to say I -had- to work weekends or find a different job.

So I cleaned up, closed, and left two hours early after turning in my name tags and hat with a flat "I quit" to the manager on duty, surprising the heck out of her.

While parading around the store with my green hair (against policy).

Their departure ended up having serious consequences for the store.

So now they are down one of their three fully trained workers.

The other is in school taking five courses this semester, and the third is already full time.

We've had several new hires since I started, and they all quit, transferred, or just can't do the job.

This employee mentions they were quite good at their job and others knew it too.

The manager in my department recently changed as well to someone new at managing, and I was one of the few workers to catch praise from the store inspector that comes in every few weeks.

Not to mention I was the only one cross-trained in another department that was understaffed and frequently needed my help on short notice.

I'll be looking into working at the school tomorrow.

Sounds like this boss let her ego cloud her judgement.

Why not go over the manager's head entirely?

It's quite clear to this reader what the end goal is.

Campus jobs seem to be a bit more accommodating with class schedules.

At the end of the day, her degree meant a lot more to her than tolerating the boss' nonsense.

When you push good help out the door, that's on you. more

Steward Tony Pacheco
64
9h
Ok! Resume Did Not Get Anyone The Job! The Interview Did which leads me to the next point. Were the plans to continue education discussed in the... interview? If not then the interview and acceptance of position were under false pretenses. Manager(s) now have to jump hoops for an intern employee who clearly has no idea what corporate etiquette is? Am I missing something as I did not read the novel of justification left for us to ponder. Stay in school, find another job. more

Gina Sloan

Career development

2d

Hello! I love baking and often bring cakes or cookies to share with my coworkers. At my last job everyone liked it. But at my new job some women in my department are upset. They say I’m trying to impress the boss and make them gain weight.
I just enjoy taking a break and having tea with something sweet. And I don’t want to eat it alone, so I share with everyone.
Now I’m wondering is it really a... bad thing to share baking with coworkers?

more

4

Steward Tony Pacheco
9h
Just do what you do and leave haters to their own misery. Go to HR and file a hostile environment complaint as whet you do is a positive team... inspiring act of chivalry. Make sure now it’s on record because unfortunate as it may be, haters gonna hate! Bravo to you! You get more smiles by your generous spirit which is what leaders do! more
Benjamin Wambuyu
19h
Oh easy, whoever want give it to them, whoever doesn't, don't give it a damn walk away ....or just eat it yourself and send me some :)

Career development

1d

Woman refused job at Midland estate agents because car 'too old'

An 18 year old woman was left furious after being denied a job interview at an estate agency - because her CAR was too old.

Alanah Thompson French applied for the position of trainee lettings negotiator but was rejected because she drove a 2014 Citroen C1.

The industrious teenager spent over a year juggling two cafe positions to fund the £2,800 vehicle which she believed would boost her... employment prospects.

However, when she put herself forward for a £20,000 position at haart Estate and Lettings Agents in Nottingham, her aspirations quickly stalled.

She was astonished upon receiving an email from the firm stating she would not be invited for interview.

Alanah was informed: "We regret to inform you that you have not been shortlisted for interview on this occasion as it is a requirement to have access to a vehicle under 10 years old."

The peculiar requirement meant Alanah's cherished Citroen exceeded the age limit by two years despite having clocked merely 33,000 miles, alongside a complete service history and MoT.

Alanah, from Burton Joyce, Notts., said: "I was really shocked when I received the rejection letter saying it was down to my car.

"I worked really hard whilst doing my A-Levels to pay for the car myself and pay the £700 insurance.

"My reason for getting a car was because I wanted to be able to drive for work but now it seems it was the reason I didn't get the job."

Alanah, who resides at home with her mum and dad, submitted her application for the trainee role last December. Despite nailing the application form, it seems she hit a snag when asked "is your car under 10 years old" and she marked "no".

Alanah commented: "If I hadn't got onto the shortlist because I didn't have the skills then fine but to be told it's because of the car I drive is a kick in the teeth.

"It's hardly an old banger and I keep it really clean inside and out.

"I'm only young so an older car was all I could afford. Obviously if I got the job I could save for a newer model but I need the job first.

"I finished my A-Levels and just didn't want to go to university and saddle myself with tens of thousands of pounds of debt.

"I wanted to get out into the world and really want to have a career in property but I've literally crashed at the first turning.

"It's really frustrating."

Danielle Parsons, employment partner at law firm Irwin Mitchell, stated that the car policy highlighted the obstacles young people encounter in the job market.

She expressed: "I'm concerned that this policy may disproportionately exclude younger less affluent applicants from applying for this job, particularly as this is an entry level position and job vacancies are currently few and far between.

"The response from haart doesn't point to any alternatives to this sort of blanket ban."

A spokesperson for haart responded: "It's extremely important that people who work for us use reliable vehicles for their own personal safety particularly where they travel many miles each day and often work alone.

"Evidence from motoring organisations shows that the likelihood of mechanical problems increases as vehicles get older.

"For that reason, and in line with many organisations that require staff to use their own cars for work purposes, our policy is that vehicles should normally be under 10 years old." more

Steward Tony Pacheco
64
9h
The reputation of firm is number one, the vehicle insurance terms is number two, the ability to negotiate an alternative if hired is number three....

Ask for the position, offer to upgrade vehicle if the position is in line with a positive interview.

Do this with confidence and commitment. The Boo Hoo story does not resonate well with movers & shakers!

It never does and it never will!

The other mistake was to post this drama online, already posing negative views towards a prospective employer (which you named) for all eyes to see.

THINK! This is business, not a personal attack on you!

Leave the emotion at home! more

Anonymous member

Career development

1d

I’m in a difficult situation at work. We broke up with a guy from another department, we dated and even lived together for a year. Now it feels uncomfortable to see him at the office and in the kitchen. It’s also hard to deal with coworkers asking questions and showing sympathy about our breakup. I don’t want to change jobs, and I don’t have anywhere else to go.
How can I get coworkers to ask... fewer questions and make work feel more comfortable? Thank you

more

2

Steward Tony Pacheco
10h
“My Personal Life Is Private, Please Do Not Bring It Up Again”
Let everyone that asks you get this response and it should quell the curiosity. Stick... to business as usual. Do not let it affect your work & soon it will be Passat! This is why you don’t waste where you eat! The world is not all puppies and unicorns, there are wolves in the forest as well. Personal life & work life do not mix! Thats was both of yours first mistake! Making it obvious at work was both of yours second mistake. Then think of everyone at the office now stressed and caught up in that drama of choosing sides when they should be focused on their respective jobs. more
Djadji Sylla-Samassa
16h
You can set a simple, respectful boundary. Whenever someone brings it up, just say: ‘I’d prefer not to discuss this, and I’d appreciate it if you... don’t bring it up.’ Most people will understand and stop asking. If you stay consistent, the questions should fade, and things will feel more normal over time. more

Career development

11h

BYP Community Mentor (Volunteer) Job at BYP Network

The BYP Mentorship Programme is designed to connect experienced professionals within the BYP community with members seeking guidance, support and career development.

Through structured mentorship, the programme aims to create meaningful relationships that help emerging professionals gain valuable insights, navigate career challenges and build confidence in their chosen fields.

We are currently... inviting experienced professionals across a wide range of industries to volunteer as mentors and share their expertise with the next generation of talent within the BYP community.

This initiative is an opportunity to give back while contributing to the growth and development of professionals across the network.

Key Responsibilities

* Provide guidance and professional insights to mentees based on your career experience

* Support mentees in setting career goals and identifying development opportunities

* Share industry knowledge, lessons learned and practical advice

* Offer encouragement and constructive feedback to support mentee growth

* Participate in scheduled mentoring sessions and programme activities

* Contribute to building a supportive and collaborative BYP community

Who We Are Looking For

We are looking for professionals who are passionate about sharing knowledge and supporting the development of others.

Ideal mentors should have:

* Professional experience in their field or industry

* A genuine interest in supporting emerging professionals

* Strong communication and interpersonal skills

* A willingness to share insights, lessons and career experiences

* The ability to commit time to mentoring conversations and guidance

We welcome mentors from a wide range of industries and sectors, including but not limited to:

Technology, Finance, Consulting, Law, Creative Industries, Entrepreneurship, Marketing, Media, Engineering, Healthcare and other professional fields.

What You'll Gain

While this is a voluntary opportunity, mentors benefit in several meaningful ways:

* The opportunity to give back and support the next generation of professionals

* Increased professional visibility and leadership positioning within the community

* The chance to expand your network within the BYP community

* Personal fulfilment from contributing to the growth and development of others

* The opportunity to strengthen your coaching, leadership and mentoring skills

If you are passionate about supporting the development of emerging professionals and would like to contribute your expertise, we would love to hear from you. more

Career development

14h

Phishers Pose as Palo Alto Networks' Recruiters in Job Scam

Attackers have been impersonating recruiters from Palo Alto Networks since last August in a series of phishing campaigns targeting senior-level professionals for financial gain.

Palo Alto Networks' Unit 42 researchers have been tracking the sophisticated social engineering campaigns, which use scraped LinkedIn data to create "highly personalized" lures, for the past seven months, according to a... threat report published this week.

"The specific attack vector uses social engineering to manufacture a bureaucratic barrier regarding the candidate's curriculum vitae (CV) and push the candidate toward taking actions such as reformatting their resumes for a fee," Unit 42 senior manager Justin Moore wrote in the post.

Unit 42 has fielded "multiple reports" of the attacks, which use flattering language, highly specific details from the victims' LinkedIn profiles, and legitimate company image logos in the email signature block.

The end result of a successful attack is that victims are asked to pay a fee in the range of $400 to $800 to freeing their résumé from a bureaucratic hold-up and continue with what they think is a legitimate recruitment process. In this way, they are not only duped into thinking they are in line for a position at Palo Alto Networks, they also are defrauded.

Recruiting Scheme Attack Chain

Attackers initiate the scam by posing as Palo Alto Networks' representatives in emails sent to senior job candidates that appear legitimate. This establishes a rapport and builds trust with potential victims.

During this phase, the threat actors use the psychological tactic of flattery in the form of telling the candidates that they were "truly impressed" with their employment history and experience. They also point out milestones in the person's career using data scraped from LinkedIn to appear as if they have been specifically following the victim's trajectory as they consider them for a particular position.

Once attackers achieve engagement, they then manufacture a crisis in the form of a stumbling block to the recruitment process. They do this by falsely claiming that a candidate's résumé failed to meet the applicant tracking system (ATS) requirements. An ATS, according to Moore, is an online tool that analyzes résumés for proper formatting, structure, and keyword optimization to make sure the résumés will pass automated checks before being approved for human recruiters.

"This psychological tactic increases the urgency and willingness of the victim to comply with the attacker's offer of 'executive ATS alignment,'" Moore noted.

At this point, the "recruiter" hands off the "candidate" to an expert who offers various price points to provide this alignment and get the recruitment process back on track. The fake offers have three pricing schemes: executive ATS alignment for $400; leadership positioning package for $600; and end-to-end executive rewrite for $800.

"In reported incidents, the 'recruiter' then implies that the 'review panel' has already begun, and that the candidate needs to update their CV within a set timeframe," Moore wrote. "The 'expert' then communicates that they can deliver the CV within only a matter of hours, which is within the ostensible review window."

Adding this manufactured sense of urgency could push a "candidate" into paying for one of the fake offers and thus being defrauded. Unit 42 did not share if anyone who reported the scam made payments to the attackers.

Phishing Vigilance Required

Recruitment scams like these are not uncommon, yet still they can cause not only financial damage to victims but also reputational damage to the organizations impersonated, Moore noted.

Indeed, cybercriminals have dangled what look like legitimate employment offers in phishing scams to increase the likelihood that someone will take the bait. North Korean threat actors such as Lazarus in particular are notorious for various malicious job recruitment campaigns such as "Dream Jobs" and others to gather intelligence and commit other malicious activity.

Unfortunately, these scams harm the legitimate recruitment process of organizations by weaponizing "the complexity of modern hiring by manufacturing artificial bureaucratic barriers and high-pressure review windows to solicit fees," Moore wrote. He assured prospective candidates that Palo Alto Networks would never ask them to pay for résumé optimization services, and remains "committed to a transparent and ethical hiring process."

Any professional who receives employment outreach that creates a sense of financial urgency or directs them to a third-party "expert" for a paid service should view it as "a fraudulent attempt to exploit your professional ambitions," Moore advised.

If anyone finds themselves targeted by this scam, they should immediately cease communicating with the individual and report the incident to Palo Alto Networks by emailing infosec(at)paloaltonetworks(dot)com. They also should flag the incident on LinkedIn and secure all professional, social media, and email accounts with new passwords and multifactor authentication (MFA) to ensure they have not been compromised, he said. more

Career development

16h

Job hopping builds hidden 'mobility benefit' | Cornell Chronicle

A history of job changes could be a red flag on a résumé, or it could signal a job candidate with an important "mobility benefit" that will help them begin a new job, says new research from Rebecca Kehoe '05, M.S. '08, Ph.D. '10, professor of human resource studies in Cornell's ILR School.

"People experience a decline in performance when they change organizations, but eventually they are bouncing... back," said Kehoe. "We were interested in better understanding the implications of these experiences over time."

Kehoe found that the more often a person starts a new job, the better they get at it: Their initial performance drops less, and they come up to speed more quickly.

Kehoe is first author of "Movin' and Groovin'! Increased Prior Mobility Facilitates Newcomers' Transitions Into Organizations," published by the Academy of Management Journal in March. Her co-author was F. Scott Bentley, assistant professor at Rutgers School of Management and Labor Relations.

"Employees are moving more often than ever before. Organizations are losing people more quickly and having to hire more often. This is costly. We think it's interesting that there is a silver lining to employees who have moved around a lot." Kehoe said.

The research also revealed that the mobility benefit is amplified after a job move to a significantly different workplace culture or to a workplace where colleagues have been established for a long time. "The bigger the shock you'd expect somebody to experience coming into a new organization, the more benefit they're going to have from moving around more frequently previously. They're better equipped to figure out what's new and to adapt their behaviors to adjust," Kehoe said.

Another situation in which the mobility benefit leads to a less significant performance drop is a new job that requires a lot of collaboration. "You can't hide by yourself in your office and pretend that you're in a bubble," Kehoe said. However, in these more collaborative roles, job hoppers did not recover to their prior performance levels more quickly than others.

The researchers analyzed monthly data on job moves and the performance of over 8,500 hedge fund managers across more than 2,000 firms in the U.S. over a 15-year period, using mobility information dating back approximately another decade. They chose hedge funds because these firms generally adhere to clearly defined job titles and responsibilities and share a goal of maximizing returns on invested capital. This enabled the comparison of roles, responsibilities and performance metrics across individuals and firms. In addition, fund managers often have significant discretion in their roles, so there is a strong correspondence between a manager's contribution and their investment returns.

To assess performance, the researchers used a fund's Sortino ratio, which is a measure of performance that reflects investment returns.

A new fund manager from a different firm will bring transferable job skills that they can use in their new role, which is a benefit; however, they will also have learned firm-specific social conventions from their prior organization that they may need to unlearn or adjust. The researchers found that the skill of learning and adapting to the social landscape of a new organization is a form of general, transferable "human capital" that people accumulate and carry with them as they change jobs.

An important takeaway from the research is that job hoppers have a strong mobility benefit that may serve organizations particularly well in certain hiring contexts. According to Kehoe, hiring managers should "favor them in roles where coming up to speed quickly and being effective from the outset is a win." This is especially important for highly collaborative roles or for jobs where the newcomer will join a longstanding group of colleagues.

This mobility benefit may also be relevant for large organizations transferring employees to different locations. If adjusting quickly is not important, a transfer may help employees gain skills in adjusting to new work contexts, but if adjusting quickly is important, the organization should favor employees with more job-changing experience.

For individuals, the research "sheds new light on the importance of different types of learning that we experience and carry with us over the course of our careers," Kehoe said.

Tonya Engst is a writer for the ILR School. more

Career development

16h

Job Hopping Builds Hidden 'mobility Benefit'

A history of job changes could be a red flag on a résumé, or it could signal a job candidate with an important "mobility benefit" that will help them begin a new job, says new research from Rebecca Kehoe, professor of Human Resources Studies in Cornell's ILR School.

"People experience a decline in performance when they change organizations, but eventually they are bouncing back," said Kehoe. "We... were interested in better understanding the implications of these experiences over time."

How to talk about job moves Be strategic about how you frame prior experience Articulate any hidden skills you've learnedShow that you can adapt and navigate different social contextsQuantify past success coming up to speed quickly in previous jobs

Kehoe found that the more often a person starts a new job, the better they get at it: Their initial performance drops less, and they come up to speed more quickly.

Kehoe is first author of "Movin' and Groovin'! Increased Prior Mobility Facilitates Newcomers' Transitions Into Organizations," published by the Academy of Management Journal in March. Her co-author was F. Scott Bentley, assistant professor at Rutgers School of Management and Labor Relations.

"Employees are moving more often than ever before. Organizations are losing people more quickly and having to hire more often. This is costly. We think it's interesting that there is a silver lining to employees who have moved around a lot." Kehoe said.

The research also revealed that the mobility benefit is amplified after a job move to a significantly different workplace culture or to a workplace where colleagues have been established for a long time. "The bigger the shock you'd expect somebody to experience coming into a new organization, the more benefit they're going to have from moving around more frequently previously. They're better equipped to figure out what's new and to adapt their behaviors to adjust," Kehoe said.

Another situation in which the mobility benefit leads to a less significant performance drop is a new job that requires a lot of collaboration. "You can't hide by yourself in your office and pretend that you're in a bubble," Kehoe said. However, in these more collaborative roles, job hoppers did not recover to their prior performance levels more quickly than others.

The researchers analyzed monthly data on job moves and the performance of over 8,500 hedge fund managers across more than 2,000 firms in the U.S. over a 15-year period, using mobility information dating back approximately another decade. They chose hedge funds because these firms generally adhere to clearly defined job titles and responsibilities and share a goal of maximizing returns on invested capital. This enabled the comparison of roles, responsibilities and performance metrics across individuals and firms. In addition, fund managers often have significant discretion in their roles, so there is a strong correspondence between a manager's contribution and their investment returns.

To assess performance, the researchers used a fund's Sortino ratio, which is a measure of performance that reflects investment returns.

A new fund manager from a different firm will bring transferable job skills that they can use in their new role, which is a benefit; however, they will also have learned firm-specific social conventions from their prior organization that they may need to unlearn or adjust. The researchers found that the skill of learning and adapting to the social landscape of a new organization is a form of general, transferable "human capital" that people accumulate and carry with them as they change jobs.

An important takeaway from the research is that job hoppers have a strong mobility benefit that may serve organizations particularly well in certain hiring contexts. According to Kehoe, hiring managers should "favor them in roles where coming up to speed quickly and being effective from the outset is a win." This is especially important for highly collaborative roles or for jobs where the newcomer will join a longstanding group of colleagues.

This mobility benefit may also be relevant for large organizations transferring employees to different locations. If adjusting quickly is not important, a transfer may help employees gain skills in adjusting to new work contexts, but if adjusting quickly is important, the organization should favor employees with more job-changing experience.

For individuals, the research "sheds new light on the importance of different types of learning that we experience and carry with us over the course of our careers," Kehoe said.

Tonya Engst is a writer for the ILR School.

/Public Release. This material from the originating organization/author(s) might be of the point-in-time nature, and edited for clarity, style and length. Mirage.News does not take institutional positions or sides, and all views, positions, and conclusions expressed herein are solely those of the author(s).View in full here. more

Career development

17h

The job market is so bad that 'reverse recruiters' are charging $1,500 a month just to help people look for jobs - NewsBreak

Today, job seekers often send hundreds of applications into the void of applicant tracking systems, where their materials may never be seen by human eyes. For many, the job search has become a full-time job in itself. Some, though, are outsourcing it. That's where the reverse recruiter comes in.

Reverse Recruiting Agency helps find, apply to, and secure jobs on behalf of the worker, not the... company. It charges $1,500 a month for their services (though clients get their first-month fee refunded), plus 10% of the job seeker's first-year salary upon job acceptance. That $1,500 gets you personalized résumé editing services, 50 to 100 applications per week, career coaching, interview prep, and several other job readiness services, according to the company's website.

Today, more than half of U.S. job seekers are spending six months or more shooting out résumés before landing a job, according to LinkedIn's 2025 Workplace Confidence survey. Some people have even reported applying to hundreds of jobs before landing a single interview. Long-term unemployment rate, or those lacking work for 27 weeks or longer, is also on the rise, at about 25.6% as of last month, according to Bureau of Labor Statistics data. That's putting pressure on folks to get a job.

Alex Shinkarovsky, founder of Reverse Recruiting Agency, said in an interview with Fortune that this company has helped 45 clients so far, with 25 more active clients. Most clients, he describes, are high-performers coming from a range of backgrounds, from data science, program management, and engineering. Even a top exec from Apple has consulted for his help, he said.

"Most of the people who are hiring us now are awesome candidates, as in, they're not struggling now," Shinkarovsky told Fortune.

Although the company helps to submit 50 to 100 applications per week, Shinkarovsky said still may not be enough to beat the odds. On average, he said his company submits 863 applications per client before they land a job offer. For difficult career searches -- those facing visa complications, ageism, or location constraints -- it takes up to 924 applications.

Still, Shinkarovsky said his company is slashing the time it takes to find a role in half. The average time it takes to score a job offer is about 12.7 weeks for the standard role switch with the company's help, compared to 24.3 weeks across the market, according to a Reverse Recruiting Agency analysis.

The perils of a job market rife with AI

The rules of the game are changing, shifting the knowledge required to score an interview. The logical conclusion of a job market that prizes volume over quality is a flood of AI-generated résumés and cover letters. And recruiting experts say that's become the norm. In fact, the whole job search ecosystem is rife with AI, as applicants submit AI-generated materials and recruiters use AI to sort through applications, many of whom are ghosting applicants because of the technology.

"It's fundamentally broken," Shinkarovsky said. The founder clarified the company's workers don't use AI to submit applications on behalf of their clients, save for some résumé optimization functions as well as outreach on LinkedIn.

He suggests that Congress could address the issue by implementing a verification system for job seekers, similar to a voter ID, to add friction to the application funnel. "That would cut out almost all the slop right away," he said.

This story was originally featured on Fortune.com more

Career development

18h

💥RAD Ponzi Scheme, Bro💥

ZipRecruiter, Inc. ($ZIP) circles the drain + RAD Diversified REIT, Inc. lands in chapter 11

Santa Monica, CA-based ZipRecruiter, Inc. ($ZIP) (the "company") is a "two-sided marketplace that enables employers and job seekers to connect with one another online to fill job opportunities." In other words, it's a job board not unlike Monster or CareerBuilder, both of which filed chapter 11 midway... through last year.

The company makes money from potential employers in two similar ways. "Subscription revenue" consists of employer time-based job postings, upsell services (e.g., more prominently displayed job postings), and access to a database of resumes, while "performance-based revenue" takes a more Google Ads approach to postings. Under it, employers pay per job-seeker click on a job posting, typically opting for that approach when they have "... consistent hiring needs and sophisticated recruitment campaigns where they manage incoming applications and job postings on their own applicant tracking systems."

Over the last several years, subscription revenue has composed ~77-81% of revenue, with performance-based making up the remainder:

Holy hell, though, just look at total revenue line ☝️. Talk about ...

In reality, though, it's mostly a regression back to the mean: in FY'19, total revenue came in at ~$429.6mm and a year later, it was slightly lower at $418.1mm.*

The years that followed were the anomaly. The COVID vaccine rolled out, folks were getting out of the house and -- more importantly -- back to work, and the economy experienced "... a significant and broadly distributed increase in demand for labor." Short-lived too, but enough to take advantage of. As revenue was in the process of increasing 77% YoY in '21, company management knew it was an opportune time to ...

Hence the ticker. In May '21, the company's direct listing opened at $20/share, which climbed in November to ~$31.

A high it's not seen since.

Why? Simple. By the third and fourth quarter of '22, revenue growth already reflected "... more typical seasonal patterns" in line with the pre-COVID era. Fast forward three years, and the company's total revenue figures are out of orbit and solidly back to earth:

Unsurprisingly, the company's stock walked in the wrong direction too. In fact, excepting a very brief pop in February '23, it's been below the company's opening $20 price since May '22 -- a year after listing -- and today, you can snag a slice for the low, low price of [$1.98] as of March 24, 2026.

We'll venture a guess and say this ain't the bottom either.

The market seems to think that anyway. You see, when flying high, the company issued $550mm in 5% senior unsecured notes in January '22, and per FINRA, those bad boys are currently trading at ~62c as of March 24, 2026.

The company, however, has plenty of runway before a restructuring in earnest. The notes don't mature until January '30, and aside from them, the company only has $2.3mm in funded debt from letters of credit issued under a $290mm credit facility with JPMorgan Chase Bank, N.A. ($JPM), the balance of which is fully available to be drawn. Not that the company will need to borrow in the near-term; as of December 31, 2025, it is sitting on ~$188mm of cash and cash equivalents and $221.1mm in marketable securities.

That said, the forecast ain't great. Mostly because the job market is in the proverbial sh*tter:

How bad was that? Here's NBC:

"... [L]ast year will go down as the worst year for hiring since 2020, or since 2003 outside of a recession.

Seeing the problems on the horizon, on April 10, 2025, Fitch downgraded the company from B+ to B "... due to weak hiring amid a more competitive environment and deteriorating macroeconomic landscape, resulting in high leverage." A rating it reaffirmed on February 5, 2026.

For FY'26, the company is projecting flat YoY revenue while improving EBITDA margin from 9% to 14%. It must mean in the back-half of the year because Q1'26 projections don't marry up:

Perhaps the company thinks Jennifer Saenz will help? On February 5, 2026, she joined the company's board, although we're not quite certain what the play is. Ms. Saenz's background is in food and beverages, currently serving as CCO of Albertsons ($ACI), down 14.4% YoY and which she joined in July '21 after a nearly sixteen year stint at PepsiCo Inc.($PEP). Notably, the company chose her "... to serve on the Board because of her experience and expertise as an executive of multi-national corporations."

Will that be enough? We doubt it, but hope springs eternal.

"Our office has received complaints that a popular internet duo selling real estate investment services through their fund is pocketing cash instead of buying properties as advertised."

The front was apparently masquerading as a REIT. According to CRO and first day declarant Katie Goodman, the "business," born in May '17, was "formed to acquire, manage, renovate or reposition, and operate real property, consisting primarily of single family residential properties and vacant lots located in Florida, Pennsylvania, Texas, and New Jersey."

A real winner too. Founders Brandon "Dutch" Mendenhall and Amy Vaughn ...

... only give off good vibes. We mean, check out Mr. Mendendall's humbleness in self-proclaiming to be "... one of the great financial thought leaders in America."

Oh brother.

In fairness, "ripping off your investors" is a "financial thought." Allegedly. Ms. Goodman's declaration is scant on the details on those matters ...

"The Debtors have also been the subject of some private litigation by investors, including a civil RICO suit in which a well-known media personality asserts that certain affiliates of the Debtors allegedly misled investors."

... but we dug up the underlying complaint filed by conservative media "personality" Buck Sexton:

"This case stems from the elaborate scheme by the Defendants to steal millions of dollars from unsuspecting investors, including the Plaintiff, by offering too good to be true returns on investments, while leveraging the good will and popularity of celebrities, such as the Plaintiff, to add a false sense of legitimacy in order to hide their criminal endeavors."

How "too good to be true"? Enough that anybody with a pulse should have seen it coming. From a November '21 US Securities and Exchange Commission (the "SEC") letter to the debtors:

"We note the statements on your website at https://raddiversified.com that RAD Diversified made a 36.7% annualized return in 2020 and has cleared 35.48% in the past 12 months. We also note your statement that RAD Diversified offers monthly distributions, a 5% bottom-line guarantee... Explain the basis for your statement regarding a 5% bottom line guarantee."

"... [S]ome of the rents in the [] inventory of RAD's holdings appear to be overstated, in light of the buildings' conditions, as characterized by [Philadelphia's Department of Licenses and Inspections]. The boarded-up rowhouse at 4243 Leidy Ave., for example, is said to be earning the company $14,400 a year in rent -- even though it has no rental license and its most recent license was as a vacant property."

Okay, $14.4k per year doesn't sound like much -- no doubt some of you UESers reading this are paying more than that each and every month (🙄) -- but please don't tell us you skimmed over "boarded-up." It's an utter sh*thole:

One that, hopefully, no one calls "home."

Anyway, after having failed to qualify the OM within nine months, on February 2, 2024, the SEC declared the offering statement abandoned, which prompted a response from the debtors. They "temporarily", lol, froze redemptions.

A deep freeze that never thawed. Here's the reason, per Forbes:

"According to one investor who spent time on RAD's board with access to its books during the summer of 2025, there were numerous foreclosures in its real estate portfolio, and assets were missing amounting to an estimated $100 million."

Most likely, duped investors will get back little of that in chapter 11. Per Ms. Goodman, "... most of the real properties owned by the Debtors are subject to deeds of trust, mortgages, and other secured debt," only "certain" of which have value extending beyond the mortgage debt and "many" of which are vacant.*

Ms. Goodman and independent director Michael Roye appear to think so anyway. They are calling it quits on the debtors' future, opting to sell what they can and desire to establish "... a post-confirmation trust to manage and liquidate the remaining properties."

If they can actually confirm a plan. Seems real iffy because the debtors filed with $15k in cash and, to fund the cases, "... hope to negotiate consensual use of cash collateral." In the interim, non-consensual use of a projected ~$90k in monthly rents will work fine for them.

Although, Ms. Goodman and the debtors' other professionals will be heaps motivated to get to consensual. See what they've allocated for themselves in the filed budgets:

Anyway, on March 5, 2026, Judge McEwen held the first day hearing, where the court granted all requested relief ... except the debtors' employment of financial advisor KapilaMukamal, LLP (Soneet Kapila). Why not? Well, for one, we're not sure why retention apps were up at all at the first day, but for a second, the Florida AG wasn't thrilled. It had previously been negotiating with Mr. Kapila to serve as a state court receiver for the debtors and filed an "initial" objection to KapilaMukamal, LLP to "... to have more time to understand the nature of the proposed engagement by Debtor of Mr. Kapila." Anyway, the court continued that app to March 19, 2026 but still hasn't ruled, although it did approve a second interim period of cash collateral usage. The next hearing, which'll presumably include those stay relief motions, is scheduled for April 16, 2026 at 3:30pm ET.

The debtors are represented by Pack Law (Joseph Pack, Jessey Krehl) as legal counsel, (maybe) KapilaMukamal, LLP (Soneet Kapila) as financial advisor, and GGG Partners, LLC (Katie Goodman) as CRO.** Michael Roye is the debtors' independent director. Mr. Mendenhall was represented by Bush Ross, P.A. (Kathleen DiSanto, Jeffrey Warren) as legal counsel.

We have compiled a list of a$$-kicking resources on the topics of restructuring, tech, finance, investing, and disruption. 💥You can find it here💥.

Berkeley Research Group, LLC for securing the financial advisor mandate on behalf of the official committee of unsecured creditors in the Inspired Healthcare Capital, LLC chapter 11 bankruptcy cases.

FTI Consulting, Inc. ($FCN) (Narendra Ganti) for securing the financial advisor mandate on behalf of the official committee of unsecured creditors in the North Star Health Alliance, Inc. chapter 11 bankruptcy cases.

Pachulski Stang Ziehl & Jones LLP (Bradford Sandler, Robert Feinstein, Edward Corma) for securing the legal mandate on behalf of the official committee of unsecured creditors in the Multi-Color Corporation chapter 11 bankruptcy cases. more

Career development

20h

Indeed Hires 72andSunny as Global Creative AOR Amid AI Job Market Disruption

Job hunting site Indeed has named Stagwell's 72andSunny its global creative agency of record as AI irrevocably reshapes the job market.

The appointment expands a years-long project-based relationship into a partnership spanning creative, strategy, brand marketing, and product marketing. 72andSunny's previous work with Indeed includes global campaign "The World Can Work Better," which launched... across the U.S., France, and the U.K. in 2023.

Indeed's media spend is estimated at $167 million annually, according to COMvergence.

"We've spent years building a foundation of creative excellence with 72andSunny and are thrilled to deepen that collaboration," said Jennifer Warren, vp of marketing at Indeed, in a statement. more

Career development

22h

The job market is so bad that 'reverse recruiters' are charging $1,500 a month just to help people look for jobs | Fortune

Today, job seekers often send hundreds of applications into the void of applicant tracking systems, where their materials may never be seen by human eyes. For many, the job search has become a full-time job in itself. Some, though, are outsourcing it. That's where the reverse recruiter comes in.

Reverse Recruiting Agency helps find, apply to, and secure jobs on behalf of the worker, not the... company. It charges $1,500 a month for their services (though clients get their first-month fee refunded), plus 10% of the job seeker's first-year salary upon job acceptance. That $1,500 gets you personalized résumé editing services, 50 to 100 applications per week, career coaching, interview prep, and several other job readiness services, according to the company's website.

Today, more than half of U.S. job seekers are spending six months or more shooting out résumés before landing a job, according to LinkedIn's 2025 Workplace Confidence survey. Some people have even reported applying to hundreds of jobs before landing a single interview. Long-term unemployment rate, or those lacking work for 27 weeks or longer, is also on the rise, at about 25.6% as of last month, according to Bureau of Labor Statistics data. That's putting pressure on folks to get a job.

Alex Shinkarovsky, founder of Reverse Recruiting Agency, said in an interview with Fortune that this company has helped 45 clients so far, with 25 more active clients. Most clients, he describes, are high-performers coming from a range of backgrounds, from data science, program management, and engineering. Even a top exec from Apple has consulted for his help, he said.

"Most of the people who are hiring us now are awesome candidates, as in, they're not struggling now," Shinkarovsky told Fortune.

Although the company helps to submit 50 to 100 applications per week, Shinkarovsky said still may not be enough to beat the odds. On average, he said his company submits 863 applications per client before they land a job offer. For difficult career searches -- those facing visa complications, ageism, or location constraints -- it takes up to 924 applications.

Still, Shinkarovsky said his company is slashing the time it takes to find a role in half. The average time it takes to score a job offer is about 12.7 weeks for the standard role switch with the company's help, compared to 24.3 weeks across the market, according to a Reverse Recruiting Agency analysis.

The rules of the game are changing, shifting the knowledge required to score an interview. The logical conclusion of a job market that prizes volume over quality is a flood of AI-generated résumés and cover letters. And recruiting experts say that's become the norm. In fact, the whole job search ecosystem is rife with AI, as applicants submit AI-generated materials and recruiters use AI to sort through applications, many of whom are ghosting applicants because of the technology.

"It's fundamentally broken," Shinkarovsky said. The founder clarified the company's workers don't use AI to submit applications on behalf of their clients, save for some résumé optimization functions as well as outreach on LinkedIn.

He suggests that Congress could address the issue by implementing a verification system for job seekers, similar to a voter ID, to add friction to the application funnel. "That would cut out almost all the slop right away," he said. more

Rita Morton

Career development

4d

Hello! We’re a small travel agency with a close team of women. Recently, a young guy was hired as a sales manager. But he has no basic knowledge, he doesn’t even know where China or South America are. I don’t understand how he’s going to sell tours to clients.
The owner thinks he’ll learn and do fine. But maybe he doesn't realize how little he knows? Should I tell the owner or stay out of it? I’m... worried we could lose customers because of him. Thanks

more

10

Prince Kambuluka
1d
He can always learn in this digital world.all he needs is you people to be by his side and help him out then in few months he will b okay
Kimani Trapp
1d
You women better help that young man; it could be a test. What if that young man is the son or nephew of the owner and wants to see who will help him... and teach him about the company because his Father or Mother is having him trained by the best woman in the company to help him and when he becomes your boss, the one that helped will be the only one there with a raise and higher position. That's why you always have to be kind to people because you never know who is. It's a lesson I learned at a young age. more