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Career development 1w
Hello Everyone!
im an independent contractor for the theatre, tv, movie, fashion and cruise ships as a tailor. I'm looking for a remote job with flexibility when i get called in for work where i can stop and go back to it when i finish my job. Does anyone know of any job like this ? any other ideas ? im already doing food delivery and uber which i dont want to do it anymore been doing it past 7... years more
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  • richard pugh

    1w

    Look up a guy on instagram…his name is JR Greatness…with stock level university…

    This is who I. Learned everything from…
    This was like 10 minutes…


  • Demon Enterprise

    1w

    Email me

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Career development

 2h

City Life & Digital Romance: Finding Gay Connection in the Age of Modern Technologies


City dating runs on fast thumbs and shorter attention spans. In gay city life, options look endless, but most chats die from vagueness, bad timing, or lazy planning. A better outcome comes from picking a clear lane, writing a profile that signals it, and moving from messages to a simple meet before the feeling expires. The rest is boundaries and basic manners.

City dating on apps moves at subway... speed, and local gay hookup energy can flood the grid, which makes it easy to confuse quick access with good judgment. Pick one clear lane before swiping: quick sex, casual hang, dating, or "open to see where it goes" with actual boundaries attached. Keep the profile tight and readable, current photos, one or two specifics that filter correctly, and no résumé energy.

Messaging works better with pace. Aim for short replies that answer a question and add one new detail. Drop the endless back-and-forth and move to a plan once interest is obvious. Distance matters in cities, so treat "time to meet" like compatibility. A 60‑minute commute isn't a cute "worth it" story. It's a logistics problem: higher flake odds, more rescheduling, less spontaneity, and a date that starts with irritation instead of anticipation.

Apps sort people, rank faces, and reward the kind of behavior that keeps thumbs busy. That's why attention can spike one day and vanish the next. Treat the feed like a machine with moods, not a verdict on attractiveness. Maintain standards, skip the spiraling, and stop "hate-swiping" out of boredom.

Type culture shows up fast in gay spaces. Preferences are normal. Rudeness dressed as honesty is not. A cleaner approach is simple: state what's wanted, avoid body-shaming language, and don't demand a stranger audition for basic respect.

City dating also overlaps with travel and neighborhood hopping. Apps can cue people into local norms and queer spots in a new city, as long as the tone stays polite and people explore new cities without treating locals like concierge staff. Keep ego steady by limiting scrolling sessions and prioritizing replies to people who actually match the stated lane.

Chemistry in chat means nothing if plans never happen. Once interest is mutual, lock a time and place with details. Day, hour, neighborhood, and a short meeting length. That cuts flakes and stops the "talking stage" from turning into a slow ghost.

Keep the first date simple and public. Pick a spot that allows an easy exit and doesn't force a two-hour performance. A quick voice note can save time by confirming tone and basic social skills. People who refuse any real-world step often want attention, not a date.

A clean handoff helps: confirm on the day, show up on time, and keep phone-checking to a minimum. The online-to-first-date shift goes smoother when expectations are stated early, including what happens after the meet if things click.

Privacy is sexy. Full name, workplace, home address, and daily routine do not belong in early chats. Avoid sending identifying photos that can be traced back to social media. If meeting a stranger, share the plan with a friend and keep the first location public.

Consent rules apply on screens too. Ask before sending explicit pics. Accept "no" without pushing. Avoid screenshot wars by keeping chats respectful and not oversharing. If someone pressures, insults, or love-bombs, end it cleanly and move on.

Rejection and ghosting are common in big cities because people treat dating like a hobby. Don't chase silence. A short close-out message is enough, and then the thread gets muted. After a date, do a quick self-check: did behavior match words, was there basic kindness, and did the meet feel calm, not chaotic.

Apps can speed things up or waste weeks. Keep profiles honest, replies short, and first meets simple. Treat time, distance, and boundaries with the same care as bedroom manners. Ghosting is common, so don't chase silence or beg for closure. When someone backs up words with actual plans, the city shrinks fast. Real chemistry happens offline, and that part is always worth showing up for. more

Career development

 2h

Albany Job Fair Returns Wednesday, April 22, 2026 -- Featuring Veterans' Hour 9am-10am and over 50 Recruiters | Weekly Voice


The 2026 Albany Job Fair season kicks off in April and runs monthly through November (no event in August) featuring NYS Agencies, Local & Regional Recruiters

LATHAM, NY, UNITED STATES, February 24, 2026 /EINPresswire.com/ -- The Albany Job Fair, now in its 15th year, is proud to announce its first 2026 in-person career event on Wednesday, April 22, 2026, from 9:00 AM to 4:00 PM at the Holiday Inn... Express & Conference Center at 400 Old Loudon Road in Latham, New York. The Albany Job Fair will open with a dedicated Veterans' Hour from 9:00 AM to 10:00 AM, giving military veterans, first responders and transitioning service personell a quiet hour with priority access to employers and career resources before the general public arrives.

"I would like to commend the Albany Job Fair for once again dedicating the first hour of the event exclusively for Veterans. It's a powerful way to show respect for those who have served and to make sure they have access to everything the fair has to offer. It's also a great time of year to look for a job as employers get ready to enter the last quarter of the year and prepare for the holiday season," said Albany County Executive Daniel P. McCoy.

This April 22, 2026 Albany Job Fair brings together more than 50 recruiting companies representing local, regional, and national organizations, spanning sectors including healthcare, public safety, education, finance, government, technology, and more. Job seekers of all backgrounds -- from those entering the workforce to seasoned professionals -- are encouraged to attend. Admission is free, and job seeker registration is not required to participate.

Dedicated Support for Veterans & Early Access: The Albany Job Fair has long championed workforce opportunities for military veterans and their families. By opening the doors an hour early early for Veterans, organizers provide service members and first repsonders with time to engage with recruiters, learn about career pathways tailored to their skill sets, and discuss veteran-friendly employment benefits with less distraction. Veteran resource partners will be on site to support transitioning military personnel interested in career options, small business ownership paths and post-service career development.

Congressman Paul D. Tonko and other local leaders have publicly recognized the fair's commitment to honoring veterans through early access and specialized support -- highlighting the value of their discipline, leadership, and experience within the civilian workforce. "I'm honored to support the Albany Job Fair and its powerful commitment to helping our veterans secure good-paying jobs that allow them to apply their valuable skills and dedication to roles that serve our communities. The men and women who've worn our nation's uniform have served with honor and courage, and we owe it to them to ensure they have access to meaningful career opportunities as they reenter civilian life. By giving veterans early access to this event, the Albany Job Fair is making a clear and powerful statement: your service is appreciated, and your future is important. Connecting veterans with employers who understand their value is one of the smartest investments we can make in both our workforce and our community."

Meet Recruiters & Network With Employers: From 10:00 AM to 4:00 PM, the Albany Job Fair opens to the public. Job seekers can network directly with hiring representatives, submit résumés for on-site review, and explore immediate interview opportunities. Bringing multiple copies of a résumé is highly recommended, as many employers schedule interviews during the event. A copy station hosted by eBiz Docs is on site for job seekers to make additional copies at no cost.

Confirmed and expected participating organizations include: Absolute Fire Pro, Albany Broadcasting, Albany Police Dept., Appolo Heating Inc, Arrow Bank, Ballston Spa National Bank, Capital Region BOCES, Commute Air, Conifer Park, Empire Education Corporation - Mildred Elley, Express Employment Professionals, Fusco Personnel, Home Instead, Hudson Valley Community College, Janitronics, Janitronics Clean Techs, KIPP Capital Region Public Schools, MVP, New York Life, Niskayuna CSD, NPA Financial, NYS Comptroller, NYS Dept of Corrections, NYS Dept. of Civil Service, NYS DMV, NYS Information & Technology Services, NYS Office of General Services, NYS Troopers, RedShift Recruiting, RPI, Spectrum (Albany), St Coleman's Home, Sunmark Credit Union, The Mailworks, Tri City Rentals, Trustco Bank, Vanderheyden Hall, and many more employers are expected across government, nonprofit, and private sectors.

In addition to hiring opportunities, organizers offer a résumé distribution service that allows applicants to submit their résumés via email ahead of the event. Early submisson resumes are scanned and shared with all participating recruiters, maximizing visibility for those who cannot attend in person.

The venue offers free parking and is easily accessible via the CTDA bus route #182. Professional attire is encouraged but not required.

The 2026 Job Fair season includes events on May 13, June 17, July 15, September 9, and October 7, at the Latham Holiday Inn Express. The November 14th event will be held at the Empre State Plaza from 9am-1pm.

About the Albany Job Fair: The Albany Job Fair is a trusted employment event that connects job seekers with employers throughout the Capital Region. In addition to in-person fairs, the organization maintains an online job fair where candidates can browse open positions and connect digitally with recruiters. Recruiters can post to the online job fair and sponsors are welcome to participate to support the Albany Job Fair.

"Our veterans will never get back the time they spent missing birthdays and anniversaries, first steps and first ball games. They gave that time to all of us. It's only right that we devote time to making sure they can access the jobs and opportunities that will help them enjoy the same American Dream they defended. I'm grateful for the Albany Job Fair's ongoing commitment to our veterans," said Senator Jacob Ashby.

Through collaboration with local businesses, workforce agencies, and community advocates, the Albany Job Fair continues to expand access to meaningful employment and help strengthen the regional economy while supporting veteran hiring iniatives. For details on participating employers, résumé submission, and future event dates, visit: AlbanyJobFair.com

EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability

for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this

article. If you have any complaints or copyright issues related to this article, kindly contact the author above. more

Jennifer Kissi
Career development 20h
my recent job is offering me a lower salary though i have an experience in the role. calculating my day-today- expenditure means that i can't save. any advise on how to persuade the HR to do something about it?
1   

  • kibet wesley

    15
    2h

    Think outside the box. There's no motivation in that organisation. Apply for employment elsewhere. However, never give a negative remark about your... current job.  more

  • Jennifer Kissi

    4h

    Alright, thank you

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Career development

 3h

Careerz Group Acquires DreamJob Discovery Assets, Including Proprietary DreamJob Type Indicator (DJTI) Career Assessment and Acclaimed Book from Author Ken Steven


Strategic acquisition strengthens Careerz Group's mission to eliminate career mis-hires and help millions of professionals find work they love

Detroit, MI, Feb. 24, 2026 (GLOBE NEWSWIRE) -- Careerz Group, a leader in assessment-driven hiring, retention, and career development solutions, today announced it has acquired all assets of DreamJob Discovery from author and creator of the DreamJob Type... Indicator, Ken Steven. The acquisition includes Steven's acclaimed book, DreamJob Discovery: How to Find a Job That Fuels Your Passion and Inspires Your Purpose, and the proprietary DreamJob Type Indicator (DJTI), the only career assessment specifically designed to identify the type of work that brings enjoyment and fulfillment to professionals in their careers.

Careerz Group expands its workforce solutions, helping employers reduce costly mis-hires and improve retention by translating validated assessments into practical hiring, onboarding, leadership, and team-development actions, with AI-assisted guidance.

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A Breakthrough Career Assessment Joins a Proven Talent Optimization Platform

Advertisement

The DJTI assessment, developed over 16 years of research, testing, and refinement by Ken Steven, addresses what he identified as the critical missing piece in conventional career search and talent management: understanding an individual's job passion types; the specific workflow processes that naturally energize, engage, and enthuse them.

"Most career assessments measure what people are good at. The DJTI measures what people love doing. Just because someone excels at something doesn't mean they enjoy it. That's a critical distinction when it comes to job fulfillment," said Ken Steven. "Careerz Group's acquisition means this self-assessment tool can now reach the scale I always envisioned: helping at least one million people escape paycheck purgatory and discover work that fuels their passion and inspires their purpose."

The DJTI identifies 21 distinct DreamJob Types™ organized within a proprietary 4Ts framework, giving individuals, employers, and coaches an unprecedented lens into job role and passion alignment that traditional personality, behavioral, and strengths assessments cannot provide on their own.

Advertisement

Why This Acquisition Matters for Employers, Employees, and Coaches

Research consistently underscores the cost of career misalignment. Gallup's latest State of the Global Workforce report found that only 21 percent of employees worldwide are engaged in their jobs, while 62 percent are psychologically unattached and 17 percent are actively disengaged, costing the global economy approximately $438 billion in lost productivity in 2024. [source: Gallup.com]

Careerz Group's acquisition of DreamJob Discovery directly targets this crisis by integrating passion-alignment data into its existing suite of validated assessment tools and AI-assisted guidance capabilities.

Advertisement

"Careerz Group was built on a simple belief: when people do work that fits, they thrive and so do the teams around them," said Melissa Fisher, Careerz Group CEO. "Ken Steven's DreamJob Type Indicator assessment tool fills a gap that has existed in talent management for decades. Combining DJTI with our existing assessment infrastructure gives us the most complete picture of candidate and employee fit available anywhere-covering aptitudes, personality, behavioral style, natural strengths, personal values, and job passion type."

Key benefits of the integrated platform include:

* Employees: Discover the specific workflow processes that fuel passion and purpose, eliminating years of costly trial-and-error career changes.

* Employers: Reduce mis-hires and improve retention by matching candidates to roles where they will be both high-performing and passionately engaged.

* Coaches and Career Counselors: Deliver faster client breakthroughs using a proven, repeatable four-step 4Ts framework (Truths, Type, Traits, Transition).

About the Dream Job Discovery Book and the 4Ts Framework

Advertisement

Ken Steven's Dream Job Discovery book introduces a revolutionary four-step process that helps professionals identify and safely transition into careers they love:

* Truths - Identify core, sanctioning, and character values to ensure alignment with one's authentic self.

* Type - Discover the workflow processes an individual is naturally energized by, even when passions are unclear.

* Traits - Clarify aptitudes, personality, behavioral style, and natural talents that support performance excellence.

* Transition - Follow a structured (Discover, Prepare, Seek, Land) roadmap to move safely into aligned roles without unnecessary financial risk. Steven developed the framework after spending most of his own career working in jobs he disliked; climbing the corporate ladder as a marketing and advertising executive for Fortune 500 companies, only to discover that the skills driving his promotions had nothing to do with work he was passionate about performing.

"I figured out that my passion wasn't a single thing; it was a workflow process," Steven explained. Once I understood that concept, I couldn't rest until I'd built an assessment tool that could help others discover the same thing about themselves."

Advertisement

About Ken Steven

Ken Steven is the author of Dream Job Discovery and the creator of the DreamJob Type Indicator. His work focuses on helping individuals and organizations align people to roles where engagement, performance, and fulfillment naturally coexist. His mission is to help at least one million people move out of unfulfilling work and into roles that feel inherently meaningful and energizing.

About Careerz Group

Advertisement

Careerz Group helps employers reduce costly Gen Z mis-hires and improve retention by translating validated assessments into practical hiring, onboarding, leadership, and team-development actions-supported by an AI-assisted guidance layer that strengthens human conversations rather than replacing them.

Careerz Group makes "fit" measurable and actionable:

* Employees: Gain direction and confidence

* Employers: Hire and develop for retention and results

* Coaches: Deliver faster breakthroughs with a proven framework

Transaction Details

Terms of the acquisition were not disclosed. All DreamJob Discovery intellectual property, including the DJTI assessment technology, book rights, DreamJob DNA Profile system, and associated brand assets, will be fully integrated into the Careerz Group platform. Existing users will experience a seamless transition with uninterrupted access to current tools and resources.

Media Contacts:

Careerz Group

Melissa Fisher, CEO

[email protected]

Office: +1-248-952-9955

www.careerzgroup.com

www.careerzgroup.com/go/media-kit

Ken Steven

Author and creator of the DreamJob Type Indicator (DJTI)

[email protected]

www.kensteven.com

Big milestone. Ken Steven has sold DreamJob Discovery to Careerz Group. We're integrating it to help organizations and coaches turn insight into action. Better hires. Stronger teams. Lower turnover.

Press Inquiries

Melissa Fisher

melissa [at] careerzgroup.com

2489529955

https://careerzgroup.com/

2222 W. Grand River Ave more

Career development

 3h

Careerz Group Acquires DreamJob Discovery Assets, Including Proprietary DreamJob Type Indicator (DJTI) Career Assessment and Acclaimed Book from Author Ken Steven


Detroit, MI, Feb. 24, 2026 (GLOBE NEWSWIRE) -- Careerz Group, a leader in assessment-driven hiring, retention, and career development solutions, today announced it has acquired all assets of DreamJob Discovery from author and creator of the DreamJob Type Indicator, Ken Steven. The acquisition includes Steven's acclaimed book, DreamJob Discovery: How to Find a Job That Fuels Your Passion and... Inspires Your Purpose, and the proprietary DreamJob Type Indicator (DJTI), the only career assessment specifically designed to identify the type of work that brings enjoyment and fulfillment to professionals in their careers.

Careerz Group expands its workforce solutions, helping employers reduce costly mis-hires and improve retention by translating validated assessments into practical hiring, onboarding, leadership, and team-development actions, with AI-assisted guidance.

A Breakthrough Career Assessment Joins a Proven Talent Optimization Platform

The DJTI assessment, developed over 16 years of research, testing, and refinement by Ken Steven, addresses what he identified as the critical missing piece in conventional career search and talent management: understanding an individual's job passion types; the specific workflow processes that naturally energize, engage, and enthuse them.

"Most career assessments measure what people are good at. The DJTI measures what people love doing. Just because someone excels at something doesn't mean they enjoy it. That's a critical distinction when it comes to job fulfillment," said Ken Steven. "Careerz Group's acquisition means this self-assessment tool can now reach the scale I always envisioned: helping at least one million people escape paycheck purgatory and discover work that fuels their passion and inspires their purpose."

The DJTI identifies 21 distinct DreamJob Types™ organized within a proprietary 4Ts framework, giving individuals, employers, and coaches an unprecedented lens into job role and passion alignment that traditional personality, behavioral, and strengths assessments cannot provide on their own.

Why This Acquisition Matters for Employers, Employees, and Coaches

Careerz Group's acquisition of DreamJob Discovery directly targets this crisis by integrating passion-alignment data into its existing suite of validated assessment tools and AI-assisted guidance capabilities.

Key benefits of the integrated platform include:

About the Dream Job Discovery Book and the 4Ts Framework

Ken Steven's Dream Job Discovery book introduces a revolutionary four-step process that helps professionals identify and safely transition into careers they love:

Steven developed the framework after spending most of his own career working in jobs he disliked; climbing the corporate ladder as a marketing and advertising executive for Fortune 500 companies, only to discover that the skills driving his promotions had nothing to do with work he was passionate about performing.

"I figured out that my passion wasn't a single thing; it was a workflow process," Steven explained. Once I understood that concept, I couldn't rest until I'd built an assessment tool that could help others discover the same thing about themselves."

About Ken Steven

Ken Steven is the author of Dream Job Discovery and the creator of the DreamJob Type Indicator. His work focuses on helping individuals and organizations align people to roles where engagement, performance, and fulfillment naturally coexist. His mission is to help at least one million people move out of unfulfilling work and into roles that feel inherently meaningful and energizing.

About Careerz Group

Careerz Group helps employers reduce costly Gen Z mis-hires and improve retention by translating validated assessments into practical hiring, onboarding, leadership, and team-development actions -- supported by an AI-assisted guidance layer that strengthens human conversations rather than replacing them.

Careerz Group makes "fit" measurable and actionable:

Transaction Details

Terms of the acquisition were not disclosed. All DreamJob Discovery intellectual property, including the DJTI assessment technology, book rights, DreamJob DNA Profile system, and associated brand assets, will be fully integrated into the Careerz Group platform. Existing users will experience a seamless transition with uninterrupted access to current tools and resources.

Media Contacts:

Careerz Group

Melissa Fisher, CEO

[email protected]

Office: +1-248-952-9955

www.careerzgroup.com

www.careerzgroup.com/go/media-kit

Ken Steven

Author and creator of the DreamJob Type Indicator (DJTI)

[email protected]

www.kensteven.com

Big milestone. Ken Steven has sold DreamJob Discovery to Careerz Group. We're integrating it to help organizations and coaches turn insight into action. Better hires. Stronger teams. Lower turnover.

Press Inquiries

Melissa Fisher

melissa [at] careerzgroup.com

2489529955

https://careerzgroup.com/

2222 W. Grand River Ave

Suite A

Okemos, MI 48864

Market News and Data brought to you by Benzinga APIs

To add Benzinga News as your preferred source on Google, click here. more

Career development

 4h

A New AI Job Hunt Tool Gets Your Application Through The Filters


Automate your resume, cover letter, and email outreach with a lifetime subscription to FirstResume for $40.

TL;DR: FirstResume is an AI job hunt automation tool with a lifetime subscription on sale for $40.

Job hunting can start to feel like a full-time job once you factor in resume edits, tailored cover letters, and application tracking. FirstResume aims to cut that busy work by giving you an... AI-driven platform that builds, adapts, and organizes your applications for you, with lifetime access instead of another monthly subscription. Right now, it's only $39.99 (reg. $899).

Get through ATS filters

One of the hardest hurdles to get over are filters hiring managers put in place to sift through the many applications that come in. FirstResume helps by generating tailored, ATS-friendly resumes in a few clicks. You upload an existing resume or build a profile, paste a job description, and let the system highlight the skills and experience that match that role. It actually creates a version of your resume tuned to that posting, along with matching cover letters and outreach emails, so you aren't rewriting the same information over and over.

This platform also helps you understand the roles you're applying to. Job info extraction pulls out key requirements and responsibilities so you can see them at a glance. Profile job match analysis points out strengths, gaps, and areas you may want to grow toward for specific titles. AI company research and interview prep tools give you practice questions, answer feedback, and basic insight into employers before you speak with them.

A built-in tracker organizes every application. It logs where you applied, what version of your resume you used, and what stage you are in, which helps prevent missed follow-ups.

You shouldn't have to put in a full shift just to apply to a few jobs.

Get a FirstResume Job Hunt Automator lifetime subscription on sale for $39.99. more

Career development

 4h

How to use AI for your next job interview


Insights from 30+ tech professionals, and a free AI coach to put them into practice

👋 Hey there, I'm Lenny. Each week, I answer reader questions about building product, driving growth, and accelerating your career. For more: Lenny's Podcast | Lennybot | How I AI

P.S. Get a full free year of Lovable, Manus, Replit, Gamma, n8n, Canva, ElevenLabs, Amp, Factory, Devin, Bolt, Wispr Flow, Linear,... PostHog, Framer, Railway, Granola, Warp, Perplexity, Magic Patterns, Mobbin, ChatPRD, and Stripe Atlas by becoming an Insider subscriber.

One of the most frequent questions I've seen bubbling up in this community is how AI is impacting the interview process, both for interviewees and for hiring managers.

To find out, my Community Research Lead, Noam Segal, interviewed dozens of current and recent job seekers as well as hiring managers to learn how AI is transforming both sides of the hiring process.

Part 1 of the results from this research (below) focuses on job seekers -- and the approach Noam took here is quite extraordinary. When he started analyzing what he'd learned, he realized the findings didn't condense into tidy advice or tips. The best candidates had built interconnected systems to arm themselves for every step of the interview process. So Noam did something unique with this post: he encoded the results of his research -- the successful techniques from over 30 participants -- into a Claude Code-based coach you can plug-and-play into your interview process today.

Once you give it a go, if you have any feedback or suggestions to make this even more useful to you, feel free to email Noam at [email protected] (or ping him in our community Slack, @Noam Segal).

Logan hadn't interviewed for a new job in eight years. He'd been at one of the hottest companies in San Francisco, been promoted several times, and never felt the need to look elsewhere. When he decided to pursue a senior architect role at Anthropic, he hit a wall experienced engineers know well: interviewing is its own skill. Day-to-day, Logan solved architecture problems with full context and ample time. Interviews required him to grind LeetCode, whiteboard system designs on the spot, and compress years of expertise into rehearsed stories that fit a rubric.

Normally, preparing for senior engineering loops takes months. Logan had two weeks.

But Logan got the job. When I asked what mattered most, he pointed to his AI workflows as the primary reason he pulled it off.

He's not alone. I interviewed over 30 tech professionals about how they use AI throughout the interview process. What I found went far beyond polishing resumes. People had built entire systems tailor-made for their own situations: ways to get feedback on what they actually said in interviews, methods to predict questions before walking in, workflows to surface stories they didn't know they had. Each person I spoke with had figured out how to use AI for one or two pieces of the interviewing puzzle.

I started pulling together a research report from these conversations, but I quickly realized that most people on the job market are stressed and anxious enough. The best value I could offer wasn't a list of tips but, instead, a way to plug-and-play the hard work these participants have already done. So I changed direction and took every interview AI technique that worked for these participants. Then I added a layer of professional coaching techniques and built a Claude Code-based coach that guides you through how to prepare for job interviews and reach your peak performance.

The Interview Coach I'm offering in this post will give you the critical feedback and real-world reps you need to confidently walk into your next interview room -- and succeed.

But first, let's talk about what's broken about interview prep today, and how AI solves it.

Interview prep hasn't changed much in the past decade. You rehearse your stories, maybe run through a mock interview with a friend, and walk into the real thing, hoping everything clicks. But afterward, we're left with nothing more than a vague sense of how it went, guessing at what to fix. Companies don't tell you why they passed. Your friends and mentors don't know what your interviewers were looking for. You're prepping blind, and the post-interview experience is mostly confusing. There's simply no usable feedback loop in the interview process.

Of the issues that participants raised in my conversations, three stood out (and all stem from a lack of feedback):

Participants who landed roles at top companies all closed the feedback loop themselves by building AI tools.

Greg fed his interview transcripts to Claude, trained it on best practices, and got line-by-line feedback on answers he thought went well but didn't. Ella built a workflow where she'd paste a job description alongside her resume and have ChatGPT surface the exact gaps a hiring manager would flag and then help her close them before the review. Sean stopped guessing which experiences to highlight. He'd simulate the interview beforehand, test which stories landed, and refine them before the real thing.

Some participants' systems overlapped; some didn't. All took real work to build. The problem: assembling those puzzle pieces for yourself would take weeks, and turning them into a successful system is a challenge most people can't or won't take on.

The tool you'll find below pulls all that research together into an AI job interview coach that also leverages best-practice coaching techniques -- self-reflection before feedback, powerful questions over prescriptions, co-creation over telling.

Until now, this level of coaching was reserved for those of us who could afford $300-an-hour career coaches. But even a great coach has limits: they can't analyze a full interview transcript in minutes, track your weak spots across every session, or be there at 11 p.m. when you're anxious about tomorrow. AI has no such limits, and it's essentially free.

An AI job interview coach:

So let's get you set up with an AI interview coach and help you land your next role.

The Interview Coach is a Claude Code project: a set of instruction files that turn Claude into a rigorous interview coach. You run it by opening the project folder, and it takes over from there.

The coach handles everything that the participants I interviewed were doing (and much more):

We'll use the Claude desktop app to run our AI interviewing coach.

Claude walks you through the rest, one question at a time.

The whole setup takes about five minutes, and Claude writes a coaching_state.md file that tracks everything across sessions: your stories, scores, patterns, and progress.

Need help using the coach? Type help and you'll get this:

Once you've run kickoff, everything else works through simple commands. Here's how to use the coach for an upcoming interview.

At this point, you're done with the configuration, and Claude Code will ask to learn about your candidate context. Specifically:

Once you provide these details, Claude Code will write an update to its memory and share a summary:

Interested in a company but don't have an interview yet? Type research [company name]. Claude pulls together a quick brief on the company's culture, interview reputation, and how your background maps to what they typically look for. It's a lighter version of prep, useful when you're still deciding where to apply or when you want a read on fit before investing in full prep.

Claude generates a one-page prep brief with what this company optimizes for (based on the JD and their values), your unique positioning for this specific role, 7 to 10 predicted questions tagged by competency with story mapping (which of your stories to use for each, and where the gaps are), likely concerns about your background with one-sentence counters, a culture read on what this company rewards in interviews, and questions for you to ask them.

During prep, you can optionally share LinkedIn profile URLs for your interviewers. The coach needs actual LinkedIn URLs; names alone aren't reliable enough due to false-match risk. You can include the URLs up front or provide them when the coach asks.

For each interviewer, the coach produces an "Interviewer Intelligence" card covering: their functional lens, career path signals, recent public interests, what you have in common, predicted focus areas, rapport hooks, and watch-for signals (likely interviewing style based on seniority and function). Each card includes a confidence rating so you know how much to rely on it.

If you have a story bank, the coach also maps specific stories to each interviewer -- which story to deploy for which person and why. This interviewer intel then flows into other commands: mock calibrates its persona to match the interviewer, hype references their likely focus area, thankyou personalizes your notes, and questions tailors rapport-building questions.

Record your interviews using a tool like Granola (available as part of Lenny's Product Pass) or built-in transcription within Zoom or Google Meet. Then:

Claude starts by asking how you think it went. Which answers felt strong? Which felt off? Then it scores each answer on five dimensions: substance, structure, relevance, credibility, and differentiation, on a 1-5 scale.

After scoring, it triages: identifies your primary bottleneck, diagnoses the root cause (narrative hoarding? conflict avoidance? status anxiety?), and branches the coaching accordingly. You get a delta sheet with what's working, what to fix, and which stories to sharpen or retire. If you want, it'll also give you a side-by-side rewrite of your weakest answer, bringing it up to a quality rating of 4-5.

Then it asks which growth area feels most within your control to change by the next interview. You pick what to work on. This builds the kind of self-awareness that actually shows up in the room.

Over time, it tracks the gap between your self-ratings and the coach's scores. If you consistently rate your structure higher than it actually is, the coach names that pattern. This calibration -- knowing where your blind spots are -- is often more valuable than any individual score.

The commands above handle one interview at a time. The commands below, which also come with the coach, build a system across your entire job search. more

Career development

 6h

Why are parents negotiating salaries and interviews for Gen Z hires?


Parents in job interviews: Is Gen Z losing career independence?

Job interviews are no longer always a one-on-one exchange between a recruiter and a candidate. Across sectors and geographies, parental involvement is quietly becoming part of how many Gen Z professionals prepare for and sometimes participate in the hiring process, reflecting deeper anxieties around early career stability.

A recent... survey by Zety highlights the scale of this shift. According to its Career Co-Piloting Report, 44 per cent of Gen Z workers said their parents helped write or edit their resumes, while 21 per cent admitted a parent contacted a recruiter on their behalf.

In a smaller but notable number of cases, parents have also attended job interviews or stepped into salary discussions.

Career experts link the trend to a volatile job market marked by layoffs, automation-driven uncertainty, and rising living costs. For many young professionals, the first job is no longer seen as a trial phase but as a decision with long-term consequences.

"Parents increasingly view early career choices as high-stakes," said a career coach.

"With fewer entry-level opportunities and intense competition, families feel compelled to step in to minimise risk," he further added.

This has transformed job hunting into a shared exercise for many households, particularly where parents have prior experience navigating corporate systems and recruitment norms.

While parental involvement is often framed as overreach, hiring professionals argue it reflects heightened anxiety rather than a lack of capability.

Gen Z entered adulthood during years of economic disruption and shifting employment norms, making career pathways feel less predictable.

"Many young candidates are capable and well-prepared," said an HR leader.

But the fear of rejection or making a wrong first move pushes them to seek reassurance and parents become the most accessible support system.

That support most commonly takes the form of behind-the-scenes guidance: resume reviews, interview preparation, and advice on evaluating offers.

Recruiters remain cautious when parental involvement becomes visible. While resume feedback or mock interviews are generally seen as acceptable, akin to professional career coaching, direct contact from parents is often viewed as a red flag.

"Hiring is also an assessment of independence and judgment," an HR professional noted.

When a parent speaks on behalf of a candidate, employers may question their ability to work independently.

Experts warn that excessive intervention can delay the development of essential workplace skills such as self-advocacy, decision-making and resilience.

In India, parental influence on early careers has long been a cultural norm, but it usually plays out differently.

There is no official India-specific data tracking parents' direct involvement in interviews or recruiter communication. However, recruiters and career coaches say family influence is widespread, though largely indirect.

Parents in India often shape career decisions behind the scenes, influencing preferred sectors, job locations, salary expectations and perceptions of stability, especially for first-time jobseekers from middle-class households.

Direct parental contact with recruiters or participation in interviews is considered rare in formal corporate hiring and is often discouraged.

"Parents here guide decisions at home, not in the interview room," said a senior HR leader. When families intervene directly, it can work against the candidate.

Experts attribute this to India's strong campus placement systems, formal corporate hierarchies, and emphasis on professional self-presentation. Still, with rising competition and fewer entry-level opportunities, career coaches note that Indian families are becoming more involved in preparation, even if they stop short of direct participation.

The long-term impact depends on boundaries, experts say. Constructive involvement can boost confidence and preparedness, while over-intervention risks limiting growth.

"Support that equips young professionals to handle conversations themselves is empowering," said a workplace specialist.

But stepping in for them removes critical learning moments.

As hiring norms evolve, so does the definition of professionalism. Employers are increasingly prioritising adaptability, communication and ownership, qualities that cannot be outsourced, even with the best intentions.

The growing presence of parents in Gen Z's job searches is less about entitlement and more about uncertainty.

It reflects a generation entering the workforce under pressure, navigating careers in an economy that feels less forgiving, and doing so with family closer than ever to the hiring table. more

Career development

 7h

How HR Can Support Non-Traditional Family Structures - Research Snipers


Job interview for a business woman at a hiring company talking to the HR manager about the role or .

We have all seen how the concept of 'family' has shifted over the years. The old image of two parents and two kids is still around, of course, but it is sharing the stage with a vibrant mix of other setups. From friends raising children together to multi-generational homes where grandparents take... the lead, our personal lives are incredibly diverse. For HR teams, the real task is making sure company support systems actually fit the people working there, rather than relying on a rulebook from thirty years ago. When staff see their actual lives reflected in policy, they tend to feel much more settled at work.

The first thing to do is admit that the default settings on many HR policies just don't work for everyone. If a handbook is written purely for spouses and biological offspring, it inadvertently shuts out single parents, LGBTQ+ households, or people caring for older relatives.

Because of this, language matters. Swapping out specific terms like "maternity" for broader ones like "parental leave" or "primary caregiver" does a lot of heavy lifting. It sends a clear message that if you are bringing a child into your life, whether through adoption, surrogacy, or birth, the company has your back.

A vital group that frequently gets overlooked in workplace planning is carers working with foster care agencies. These are people who open their doors to children who need safety, often with very little warning, yet they rarely get the same structural backing as biological parents.

Giving paid time off for mandatory training or initial placement meetings can change everything for them. Since the requirements of a foster child can be complicated and sudden, rigid schedules are often impossible to maintain. If you explicitly write foster carers into your leave allowance (e.g., offering a week of special leave for settling in), you aren't just being nice; you are practically enabling them to provide a stable home without risking their job security.

Strict 9-to-5 hours are becoming less relevant, especially for families that don't fit the mould. Non-traditional households often juggle logistics that standard policies don't account for. A grandparent acting as a legal guardian might have different school-run pressures, or someone in a co-parenting arrangement with a friend might need unusual holiday dates.

Implementing outcome-based working allows people to handle their specific life admin without feeling guilty. If the tasks are completed to a high standard, the specific hours worked shouldn't matter as much. This builds a culture where staff feel like adults who are trusted to manage their own lives.

It is also worth digging into the fine print of your perks. You need to check if health cover extends to domestic partners who aren't legally married, or if benefits are strictly for spouses.

Widening what counts as immediate family for compassionate leave is a huge step forward. It accepts that for plenty of us, our closest bond might be with a "chosen family" member, such as a lifelong best friend, rather than a blood relative.

By making these specific, thoughtful tweaks, HR can build a workplace where nobody feels like an outlier. It ensures that the safety net provided by the company is strong enough to hold every type of family. more

Terry Swift


Career development 1d
Hi! Is every job interview this weird now or was I just unlucky? Yesterday I went to an interview at an insurance company and they asked me “What can you do with a regular pencil?” So I started coming up with random ideas.
Then they asked “What’s the difference between a yeti’s ears and a human’s ears?”.
I was shocked. Is this really how they choose candidates now?

1   

  • Nontobeko Sabela

    7h

    I think they were trying to see your level of thinking and that if you’re capable of resolving problems testing your skills

  • Juliet Mitchell

    23h

    Durable drinkware or "legendary monster/creature?"

Load more...

Career development

 8h

Identifying ghost jobs: How to avoid wasting time on fake job postings


Ghost jobs are postings for positions that don't actually exist for various reasons, and they waste countless hours for job seekers who apply to roles that were never meant to be filled. Experts in recruiting and career strategy have identified specific warning signs that reveal when a posting is likely fake or abandoned. This guide breaks down how to recognize these red flags before investing... time in an application, so you can better focus your efforts on genuine opportunities.

One reliable way to identify a ghost job is to see whether applying to it leads to any human response at all. Today, silence has become the norm. I've watched thousands of job seekers reach out to employers saying it feels like they're reaching out into a void. The numbers tell a similar story; research shows that only about 20% to 25% of applications submitted on large job boards, like Indeed, receive any response, which means the majority of applicants never hear back.

That is why so many job seekers feel stuck. Many are not being rejected, but they're being ignored by jobs that were never truly open. Some listings exist to build applicant pipelines, satisfy internal posting requirements, or because job distribution is automated even when no recruiter is actively reviewing candidates.

We've learned to spot the difference between a real opening and a ghost job by watching for one thing: action. When a role is genuinely open, employers engage quickly by reviewing candidates, sending messages, or moving applicants into next steps. When there is no engagement at all, the listing may exist in name only.

Job seekers can better focus their efforts by looking for signals of immediacy and accountability. Listings that include clear location details, shift times, pay ranges, or start timing are far more likely to be tied to real hiring needs. Applying locally and prioritizing roles where employers are actively engaging candidates leads to better outcomes than applying broadly and hoping for a response.

-- Debbie Emery, Cofounder & CSO, Juvo Jobs

Another good way to spot a ghost job is to look at how disconnected the posting feels from what's actually happening in the sector. In energy, where I specialize, hiring is almost always tied to a real project, a capital investment, or some kind of regulatory timeline. So that's a key indicator: If a role keeps getting reposted for months, the description never really changes, and there's no clear business reason behind it, it might just be a ghost job.

I've seen this happen a lot with software and data roles at utilities. There was one utility that kept reposting a cloud engineering role for close to a year. On paper it looked urgent. In reality, their digital transformation project had been paused while they waited on regulatory approval, but HR kept the job live to collect résumés. Candidates were spending hours interviewing for a role that couldn't even be funded yet. Internally, everyone knew what was going on. Externally, it looked like a great opportunity.

For job seekers, I'd say the safest move is to follow the money and follow the projects. Pay attention to which companies just secured funding, announced expansions, or won major contracts.

In energy, hiring tends to follow infrastructure. If a company just broke ground on a new facility or announced a big grid modernization program, those roles are usually real.

Your sector likely has its own red and green flags; take a minute to establish them early on. Then, keep your eyes open.

-- Jon Hill, Managing Partner, Tall Trees Talent

An easy way to spot a ghost job listing is when the same role sits online for months with no real changes. In real hiring cycles, things usually move fast, or at least you see progress. When a job keeps showing up again and again, or never fully closes, it is often there to collect résumés or test the market, not to hire right now.

We constantly update our job postings on Indeed. I work closely with our team managers to shape each listing, tweak the wording, and pull roles down when hiring pauses. That is why ghost jobs stand out to me so clearly.

There was this one company in particular that always seemed to have the same opening listed on Indeed. It was a marketing manager's role that got reposted every 30 days for almost a year. We've posted and filled at least five positions over the past six months, but that specific position was still open.

Behind the scenes, I'm guessing candidates kept applying and following up for that role. But no interviews were happening at all. The post stayed live only to build a future talent pool, which felt unfair to job seekers putting in real effort.

To focus on real opportunities, I usually tell job seekers to look for roles posted within the last 14 to 30 days and scan for signs of real activity. This can be a named hiring manager, clear next steps in the process, or recent team growth on LinkedIn.

From what I have seen, applying to fewer roles with stronger signals of urgency works better than sending out dozens of applications and hoping one sticks.

-- Lauren Byrne, Co-Owner and Head of HR, My Biz Niche

Job searching requires time, emotional energy, and vulnerability. When a role turns out to be a ghost job, or worse, a risky one, it understandably erodes trust in the hiring process and in employers more broadly.

One reliable way to spot a ghost job is when a role has been posted or repeatedly reposted for months with no visible hiring activity or meaningful evolution. These listings are often vague, evergreen, and disconnected from a clear, time-bound business need.

I see this most often with fast-growing companies that are fundraising or planning for future scale. From an employer perspective, building a talent pipeline is strategic. From a candidate perspective, applying to a role that is not actively being filled can feel misleading. A strong candidate experience depends on transparency. If a role is exploratory or pipeline-based, say so clearly. Candidates deserve to know whether an opportunity is immediate or future-facing.

Other things to be mindful of: Legitimate employers do not ask for personal or financial information such as banking details, SIN/SSN, or government ID during the application or interview process. That information is only collected after a formal offer has been made and accepted, typically through secure onboarding systems. I have seen candidates targeted through fake or misleading job postings that quickly move conversations off platform and request personal details under the guise of "pre-onboarding" or "payroll setup." These are clear red flags.

For job seekers, taking your research further can make a meaningful difference. Look beyond the posting itself. Review the company's website, its LinkedIn employer profile, and the profiles of potential hiring managers or team members. Platforms like Glassdoor can also provide useful context when viewed thoughtfully. Pairing this research with a focus on recently posted roles and clear ownership, and combining applications with targeted outreach, helps reduce wasted effort and job search burnout.

For employers, the takeaway is simple. Hiring practices are part of your brand. If you are building a pipeline, be transparent about it. Trust is built through clarity, not ambiguity.

-- Heidi Hauver, Executive Advisor & Mentor | Fractional VP, People & Culture

Vague job descriptions paired with little or no movement in the hiring process are another red flag. If a posting lists generic responsibilities, lacks clear success metrics, and there's no defined next step or timeline; it's often a sign that the company isn't truly ready to hire.

I've seen this firsthand when companies post roles before aligning internally. They think they're hiring, but they haven't clarified what success in the role actually looks like. That lack of structure leads to stalled searches and leaves candidates hanging.

To avoid ghost jobs and focus on real opportunities, job seekers should look for postings that are outcome-based, with clear expectations and a transparent process. Companies that understand job fit, and define the role based on competencies, tend to move faster and hire more intentionally.

-- Linda Scorzo, CEO, Hiring Indicators

Another reliable way to spot a ghost job is to step back and look at the hiring context of the company, not just the job description itself.

First, pay attention to the total number of open roles a company is posting and whether the employer is actually a recruiting or staffing agency. Agencies often publish large volumes of roles to build résumé pipelines, even when no active opening exists. If a company consistently posts dozens or hundreds of similar roles without clear hiring updates, that's a strong red flag.

Second, if the company has only a few openings, check who the company is and why they might be hiring now. Well-known brands or Fortune 500 companies often keep roles open continuously for "evergreen" hiring or future needs. In contrast, genuine hiring urgency is usually tied to recent business events, such as a funding round or rapid expansion. You can verify this by checking sources like TechCrunch or recent press releases.

From my experience, the most efficient strategy is to focus on startups that raised significant funding within the last one to three months. Fresh capital almost always translates into real hiring pressure, defined roles, and faster decision cycles. Platforms like Wellfound (AngelList Talent) make this especially easy, as many startups there are actively converting funding into immediate hires.

In short, job seekers should shift their effort from volume-based applying to signal-based targeting: companies with recent funding, clear growth drivers, and a concrete reason to hire right now. This dramatically reduces wasted applications and increases the odds of engaging with real, active opportunities.

-- Bogdan Serebrykaov, Founder & CEO, Careery

One reliable red flag is a process that never outlines clear steps toward a live interview. At the SHRM25 Executive Network Experience, HR leaders told me they are bringing candidates into the office earlier to confirm identity because of deep fakes, and processes that outline this process upfront are more credible than those that are vague. Job seekers should focus on employers that clearly describe those in-person steps in the job description and early communications.

-- Colleen Paulson, Executive Career Consultant, Ageless Careers

One thing I've learned is that a job posting can sound way bigger than the company actually is, and that's a strong sign it might be a ghost job. If the role promises "global leadership," "building a world-class team," or "executive-level strategy" for a startup that only has a handful of employees, it usually means the posting was created to attract clicks or collect résumés, not to fill a real position.

I once saw a listing for a "VP of Growth" at a tiny SaaS company with no marketing team and only a couple of customers. The job description read like it was written for a large enterprise. When I checked the company's LinkedIn and website, there was no evidence they were scaling at that level, so it didn't feel genuine.

To avoid wasting time, I recommend focusing on companies whose job descriptions match their real size and stage. A genuine opportunity will clearly describe the team structure, the current product roadmap, and what success looks like in the first 90 days. If those details are missing or exaggerated, treat it as a red flag.

So my advice is to avoid chasing roles that sound too big for the company. Instead, focus your energy on listings where the job scope matches the company's real-world reality. That's how you find real opportunities.

-- Monica Panait, CMO, Brizy

I would say that one reliable way to spot a ghost job is to check when the job was posted against the company's own careers page or their social media activity.

I tend to see roles on LinkedIn which say that the job was posted two days ago. But if you really dig into the company's website, the same role has been listed with the exact same description for several months now.

You should focus on the active signals instead of just open roles. I recommend looking for a hiring manager posting about the role personally on their LinkedIn profile or on Twitter in the past week.

If you're only able to find evidence of that job on an automated feed on a job board, then it's quite likely just a "pipeline builder" and not something the company is taking very seriously. But if there's a human behind it talking about the role, then there is a real budget attached to that role right now.

-- Jeremy Chatelaine, Founder & CEO, MonsterOps

Job seekers should know that an out-of-town -- or country -- phone number is often a red flag.

On its own, it seems like a small detail. People move and often keep their old numbers. But businesses are different. A legitimate company hiring for a real, funded role should have a local presence tied to the market they operate in. Even large national or global companies still maintain local recruiting numbers, local HR contacts, or at minimum a clear corporate line that routes internally. So, when a posting claims to be hiring in Dallas, Chicago, or Toronto, but every call comes from an overseas call center or a rotating set of untraceable numbers, that's worth paying attention to.

In my experience, real hiring teams want to be reachable. They want candidates to be able to call back, verify who they spoke with, and feel confident about who is on the other end of the process. When a company refuses to provide a local number, hides behind VOIP lines, or routes all recruiting through offshore screening centers with no accountability, it often means the role itself isn't real. It doesn't mean you walk away immediately. But it does mean you proceed carefully, protect your time, and keep your expectations realistic.

-- Ben Lamarche, General Manager, Lock Search Group

The most reliable signal of a ghost job is how the hiring manager responds to technical questions about the actual work. When I'm actively hiring, I can tell you exactly what technologies you'd be working with, which client projects need support, and what the team structure looks like. If you ask specific questions about the tech stack, the development process, or what the first month would look like and get vague answers or deflection, that's your warning sign. Real hiring managers are usually eager to talk about the work because they need to fill the role and want candidates who understand what they're signing up for.

Job seekers should treat initial conversations like due diligence, not auditions. Ask about timelines, who you'd report to, what problem this hire solves, and why the position is open. A legitimate manager will answer these directly because they're trying to assess fit just as much as you are.

I've seen candidates waste months chasing roles where the company was "just collecting résumés" or the position was frozen but still posted. The ones who filtered fast by asking pointed questions about the actual work moved on to real opportunities while others were still waiting for callbacks that would never come.

-- Sergiy Fitsak, Managing Director, Fintech Expert, Softjourn

If the hiring team or recruiter don't have activity regarding the open position, that can be a red flag. Let's assume a company advertises open roles. If the hiring team or internal recruiters haven't posted, shared, or commented on these open positions, it is likely a ghost job.

Companies tend to be loud and very active about their open positions and willingness to recruit people to join their mission. Check for activities from the company's hiring team or internal recruiters.

Even better, use LinkedIn to search for people who worked at the company and if they started new jobs elsewhere within the last month. If they did, then the company is trying to fill their vacuum and the opportunity is real.

-- Anush Gasparian, Human Resources Director, Phonexa

I have seen the job search process from all sides, and for me, the most striking indicator of ghost job postings is the use of LinkedIn's Easy Apply feature.

When an employer posts an Easy Apply job, they instantly receive hundreds or thousands of responses, most of which are irrelevant, while worthy candidates get lost in the white noise. In addition, candidates sometimes simply don't remember that they applied for your job and may not respond to your messages. In short, from the perspective of a recruiter or hiring manager, digging through hundreds of résumés is simply not practical.

In my opinion, if you see an "easy apply" button, then something is wrong with this vacancy. And I know at least a couple of reasons why these ghost vacancies are posted:

If I were looking for a job right now, I would perceive the easy apply button as one of the warning signs. Of course, there are genuine vacancies among them, but this is the first red flag. more

Career development

 10h

Modern Public Sector CV


I need a Two fresh, professionally written CV tailored specifically for two different public-sector role. The document has to follow a clean, modern layout that stands out while remaining formal enough for government recruiters and automated tracking systems. I will supply my current résumé notes and any additional background you require. From there, I expect you to: * Rewrite and structure my... information into three clear sections -- Work Experience, Education, and Skills -- highlighting measurable achievements and public-service relevance. * Apply a contemporary design with consistent typography, subtle colour accents, and logical spacing so the file prints neatly on standard A4 and reads well onscreen. * Deliver the final CV in both editable Word (.docx) and ready-to-send PDF formats, ensuring all headings and bullet points render correctly on common platforms. If you have prior success crafting public-sector applications and understand what hiring managers and ATS filters prioritise, I would love to see a sample. Once we agree on the outline, I'm aiming for a quick turnaround and one revision cycle to fine-tune wording or layout. more

Career development

 10h

Taiwan jobs upgrades platform with AI to support smarter, more confident career moves - HR ASIA


For individuals seeking new roles, switching careers, or planning their next professional step, the biggest challenge is often not the lack of information, but the overwhelming amount of it. To make job searching more intuitive and effective, the Ministry of Labour has upgraded the Taiwan Jobs platform with artificial intelligence and big data capabilities, helping job seekers reduce... trial‑and‑error from resume creation to job matching.

One of the most noticeable improvements is the streamlined resume‑building experience. When users enter their skills or areas of expertise, the system now provides smart keyword suggestions and connects directly to Jobooks, enabling users to quickly understand job descriptions, required competencies, and industry expectations. The platform also analyses users' search and browsing behaviour to proactively recommend relevant job opportunities, ensuring they don't overlook suitable roles. Additional features, such as skills compatibility analysis, will soon help users identify capability gaps and link them to appropriate training resources.

Beyond digital tools, Taiwan Jobs continues to offer comprehensive offline support. Job seekers can access one‑on‑one consultation and job matching services through the website, by phone, or at public employment service centres. This integrated online‑to‑offline approach ensures that individuals who are less familiar with digital platforms, or those seeking deeper career guidance, receive the support they need.

For both job seekers and employers, intelligent matching and video interview functions significantly enhance flexibility. Cross‑regional job searches and remote interviews reduce travel time and cost, aligning the job search process with modern work and lifestyle patterns. The Ministry of Labour emphasised that it will continue refining services based on user needs, positioning Taiwan Jobs as a practical, future‑ready tool for career planning. more

Career development

 20h

How To Navigate Long-Term Unemployment In Today's Job Market


Headline unemployment remains relatively low. And yet a growing share of job seekers have been out of work for six months or longer. For many, re-entry is proving slower and more disorienting than expected. As CNBC recently reported, long-term unemployment is becoming a status quo in parts of today's labor market.

If the economy is "fine," why are so many capable people stuck?

For those living... it, long-term unemployment is not a statistic. It feels like sending résumés into a void or being told you are "overqualified" one week and "not the right fit" the next. The system you knew how to navigate no longer operates the same way.

The easy explanation is cautious employers and longer hiring cycles. The harder explanation is structural: many professionals are looking for yesterday's job in tomorrow's job market.

How To Reposition Your Job Search During Long-Term Unemployment

If you have been unemployed for six months or longer and are wondering how to get hired again or survive long-term unemployment, the answer may not lie in sending more applications. It may lie in repositioning yourself for how today's job market actually works.

Treating the job search as a transaction -- find an opening, submit a tailored résumé and wait -- no longer works reliably because roles are evolving before they are formally defined. Organizations increasingly hire around emerging gaps that do not translate neatly into traditional job titles or prior experience.

That is why conversations matter more than applications.

Not the transactional "I'm looking for a job" call. Few people respond well to that. What you want instead are curiosity-driven conversations designed to understand where the work is moving, how problems are being framed and what capabilities are becoming more valuable.

Embark on a "coffee journey." Start with people you already know who are doing work that interests you. Talk to them about what is changing in their field. What new pressures are emerging? What tools are reshaping the way work gets done? What challenges feel unresolved? Then ask who else you should speak to.

This is more than networking. It is research.

As you expand your circle from people you know to people you do not yet know, two shifts occur. First, you begin to describe what you actually know how to do, independent of your previous title. In conversation, you naturally draw on past experiences to engage with current problems. You recognize where your experience is relevant, even if it once carried a different label. A former marketing manager may realize her deeper capability lies in translating customer insight into strategic decisions. An operations leader may recognize that what he brings is systems thinking across complex environments.

Second, you learn to tell the story of your skills in the language the market is using today. You discover adjacent spaces where that capability matters. The marketing manager who once saw herself narrowly as a brand lead may find opportunities in product strategy or customer experience. The operations leader may see openings in transformation initiatives or cross-functional redesign efforts. You begin to recognize needs before they are formalized into job postings. What once felt like a fixed career path starts to branch.

The coffee conversations lead you to a clearer understanding of where your capabilities intersect with emerging needs. They shift your focus from chasing openings to identifying opportunity.

How To Redefine Your Professional Identity During Long-Term Unemployment

Even with that clarity, long-term unemployment can destabilize identity. The longer someone is out of work, the more tightly they cling to their last title as proof of competence.

But employers are not hiring your past. They are hiring their future. That requires more than describing your experience. It calls for reframing how you understand and present your value.

Repositioning begins by asking different questions. What problems do you consistently solve well? What decisions improve when you are involved? What patterns do you see faster than others?

You are detaching your professional identity from job titles and anchoring it in transferable value. In a market where roles morph quickly, job titles are fluid. Capabilities are portable. The ability to synthesize information, manage ambiguity, design processes, build trust or interpret data travels across industries. Over time, that clarity becomes your personal brand, grounded in value and trust, and it opens doors to new possibilities.

How To Upgrade Your Skills For Today's Job Market

Professional stagnation used to be a hidden risk of long-term unemployment. Today it can become an opportunity. Work inside organizations continues to evolve. AI tools are being integrated into daily workflows. Teams collaborate across geographies and time zones. Data fluency is becoming expected rather than optional. If you are out of work, you have something many employed professionals lack: time to learn deliberately.

Employers are far more likely to hire someone who can elevate the team's capabilities, not just fill a slot. That means demonstrating familiarity with emerging tools, new operating models and the changing language of your field.

In a market that rewards learning velocity, forward motion signals adaptability. Experiment with AI tools in your domain. Take on short-term or project-based work that stretches your exposure. Volunteer in a nonprofit navigating digital transformation. Write publicly about how your field is evolving. Teach what you know in new contexts.

Even modest forward moves signal adaptability. And adaptability is increasingly the currency of employability.

How To Make Money And Stay Motivated During Long-Term Unemployment

Financial pressure is real. If you are asking how to make money while unemployed, the answer may not be waiting for the next full-time role.

Project-based consulting, fractional roles, teaching, advisory engagements and contract work can generate income while expanding your network, exposing you to new challenges and accelerating your learning. You do not need to decide that you are done with salaried employment. But you also should not confine yourself to one narrow version of what your next step is supposed to look like.

Careers are becoming more portfolio-based over time. Many professionals will combine employment and independent work across a lifetime. Long-term unemployment can become the moment that opens that broader model.

The key is to treat interim work as strategic, not temporary. Instead of asking, "How do I get back to where I was?" begin asking, "Where does my capability create leverage in the opportunity that is emerging?"

Those who treat this period as repositioning rather than waiting often discover it becomes an inflection point. In a world where careers will stretch across multiple identities, industries and models of work, learning to reposition may be the most important skill of all. more
2   

  • Immanuel Mathari

    Pro
    1
    12h

    Nicely put!
    Perspective shift is critical in navigating long-term unemployment.
    Thank you for such great insights.

    1

Mina Clove


Career development 1w
Hi everyone! I need some advice. The director of our company thinks you should only stay home if you have a very high fever. If I just have a cough and a runny nose but no fever, he makes me come to work.
I’ve already worked two days like this and feel like I’m about to collapse from exhaustion. Clients and coworkers are giving me weird looks because I’m coughing all the time. But my boss still... won’t let me go home.
Is there any way to deal with this? Thank you.

 more
4   

  • Doris Higgs

    12h

    Go to the doctor, or the hospital.

  • Ancilla Ashiley

    1w

    Your colleagues are at risk too...see a doctor and get an excuse ..A healthy mind and body lead to optimal performance.

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David Tyler


Career development 6d
We work at a big company, and there are a few women around 50 who love setting up single coworkers. They’ve already gotten two couples married. Now they’ve clearly decided to set me up too.
They act like it’s no big deal, but it’s getting annoying. People keep hinting at things. When I go into the kitchen, they leave so I’m alone with that girl. They’re always finding reasons for us to do things... together.
It’s really frustrating. How can I make them stop? If I want a relationship, I’ll handle it myself.
Thanks for any advice

 more
1   

  • Doris Higgs

    12h

    Sounds like you need to speak HR, concerning sexual harassment.
    Looking into labor board law on your rights
    Bullying, start looking for a better job... for backup. No one should be pressured into dating. You aren't ready to, you are still working on yourself, whatever your reason is , you can stop being placed in uncomfortable situations.  more

  • FRANCIS WANYINA

    5d

    Do not prove to them that you are also love blind as they did to the two. Disprove them by focusing on STRICTLY what matters at workplace. Their traps... will only get those blind ones.  more

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Career development

 12h

The 40-year career cliff


The résumé was impressive: 18 years in operations management, an MBA from a top-tier institution, a record of successful deliveries across complex mandates. Yet the 43-year-old professional had been searching for seven months, watching younger candidates with half the experience move briskly through interview processes while his applications stalled.

His liability, it seemed, was not incompetence... but chronology.

Across India's corporate landscape, professionals in their forties -- once assumed to be entering their peak earning and influence years -- are discovering an uncomfortable truth. Experience no longer compounds automatically. It is scrutinised, priced and compared against speed, adaptability and cost.

The 40-year career cliff is not about decline. It is about the market redefining value.

Capability versus perceived relevance

Rajani Tewari, chief people officer, GreenCell Mobility, frames it bluntly: "In today's VUCA India, job retention after 40 isn't about capability -- it's about perceived relevance."

The question organisations are asking is rarely whether 40+ professionals can perform. It is whether they represent optimal value at this stage of business evolution -- and at what cost.

"Those who stay curious, tech-savvy and outcome-driven don't age out -- they evolve into strategic assets the market cannot ignore."

Companies have grown leaner. Hierarchies flatter. Cost-to-value scrutiny sharper. Younger, digitally-fluent talent is perceived as faster to deploy and cheaper to employ, while experience must now demonstrate measurable business impact rather than rely on credentials alone. The half-life of skills is shrinking.

The market is no longer rewarding tenure. It is pricing relevance.

Subtle age bias compounds these structural shifts. Startup-influenced corporate cultures prize speed, visible energy and "cultural fit" -- phrases that can quietly skew toward youth. The forty-something professional, regardless of actual adaptability, may be presumed slower to pivot or less aligned with contemporary work styles.

Yet some professionals thrive while others falter. The difference reveals uncomfortable truths -- about individuals and about systems.

The challenge is both pervasive and measurable. According to Randstad India's 2024 study, 31 per cent of employees report experiencing age-related discrimination, with 61 per cent observing explicit age biases in job advertisements -- such as age limits or maximum experience cut-offs. The problem affects mid-career professionals acutely: 42 per cent of employees under 55 reported experiencing or witnessing ageism, compared with 29 per cent of those over 55. In multinational companies headquartered in India, 41 per cent of employees reported facing age-related bias, whilst 45 per cent felt age was a factor in layoffs.

Hiring preferences reveal the underlying dynamic. According to the Wheebox India Hiring Intent Survey 2024, which surveyed 152 organisations across 15 sectors, 28 per cent of employers prefer candidates with 1-5 years of experience and 24 per cent prefer those with 6-10 years -- whilst appetite for professionals with 15-20 years of experience drops sharply, precisely when many workers reach their early forties.

The success model: ace as differentiator

Arunima Mohanty, chief human resources officer, Metalman Auto, describes what distinguishes those who sustain momentum. She calls it the ACE Model -- the integration of Analytical Mindset, Conceptual Knowledge and Emotional Intelligence.

"Analytical Mindset and Conceptual Knowledge enable leaders to grasp business levers quickly, decode competitive landscapes, shape strategic direction and design effective operating models," she explains. This is the classical advantage of experience: pattern recognition built across cycles and crises.

But analytical sharpness alone is insufficient.

"Strategy alone does not drive transformation -- people do. This is where Emotional Intelligence becomes the force multiplier."

Execution, alignment and trust determine whether strategy translates into results.

The implication is clear: experience retains value only when it manifests as business acumen combined with human leverage. Tenure without translation does not survive scrutiny.

Yet even professionals who embody ACE confront structural forces beyond their control.

"Strategy alone does not drive transformation -- people do. This is where Emotional Intelligence becomes the force multiplier."

The gender divide: different rules, different barriers

The 40-year cliff is not gender-neutral.

Tewari observes a stark divergence: "Men at this stage are typically evaluated for leadership scale and operational stewardship, whilst women are more likely to be navigating re-entry after caregiving breaks or balancing eldercare responsibilities."

At 40, men are assessed for expansion. Women are assessed for continuity.

Women returning after career interruptions are evaluated through what Tewari calls a "re-entry versus readiness lens." They must demonstrate sustained competence after perceived disruption. Men of identical age are assessed for capacity to take on larger mandates.

The presumption runs in opposite directions.

Operational design often reinforces this imbalance. Field mobility requirements, shift-based roles and relocation expectations can disadvantage women managing dual responsibilities -- even when capability remains intact.

Yet Tewari points to an under-recognised truth: "Mid-career women often bring high resilience, stakeholder maturity and governance strength."

Organisations that redesign career pathways around life stages rather than linear tenure -- through returnships, phased leadership roles and caregiving support -- retain this capability. Those that do not quietly lose it.

The gender dimension is not peripheral. It is structural.

The technical imperative and structural reality

Beneath conversations about emotional intelligence lies a harder economic question: do 40+ professionals possess the technical fluency contemporary roles demand?

The assumption that younger professionals are inherently more comfortable with AI, analytics and emerging tools has become widespread. Those who sustain relevance are, in Tewari's words, "curious, tech-savvy and outcome-driven."

They continuously update capabilities. They adopt AI tools. They frame experience not as knowledge of legacy systems but as judgment about which new technologies solve real business problems.

Digital fluency combined with domain depth creates an advantage neither alone can deliver.

Yet individual adaptability cannot always override structural economics.

Flattened hierarchies and automated coordination are hollowing out the middle -- precisely the layer disproportionately occupied by 40+ professionals. Even those who excel at ACE may find fewer roles aligned with their seniority.

The cost dimension intensifies the pressure. A 40+ professional commands significantly higher compensation than a 28-year-old. AI has compressed the gap between experience and output -- and shareholders notice.

Younger professionals augmented by technology may deliver sufficient output at materially lower cost. For organisations, the trade-off is compelling. For individuals, destabilising.

Divergent career trajectories

The professionals who sustain momentum share consistent traits.

They treat technical currency as non-negotiable. They leverage experience as judgment, not entitlement. They demonstrate measurable impact rather than cite tenure.

They position themselves across multigenerational teams, communicating with both junior digital natives and senior decision-makers. Experience becomes valuable when framed as pattern recognition and strategic calibration -- not resistance to change.

Chandel has observed this pattern repeatedly: "I have seen 40+ professionals struggle -- and I have seen them soar. The difference is not age, it is attitude toward reinvention. Experience becomes powerful when it is worn lightly... when pattern recognition is combined with humility to learn new technologies, at AI speed and new ways of working."

His insight captures the essential paradox: experience must be simultaneously leveraged and transcended. In today's world, as Chandel puts it, "curiosity is the real job security."

Gender complicates this equation. Women navigating re-entry succeed when organisational systems recognise resilience and governance capabilities as assets. Men plateau when they remain anchored in operational stewardship whilst leadership expectations shift toward transformation.

Sector matters. Technology, consulting and financial services -- characterised by velocity and youth-centric cultures -- pose sharper cliffs. Manufacturing, healthcare and infrastructure often retain stronger appreciation for regulatory insight, stakeholder networks and institutional memory.

But even in these sectors, relevance cannot be assumed.

Relevance as active practice

The uncomfortable truth is that professional relevance after 40 must now be actively maintained.

Experience is no longer insurance. It is evidence -- subject to ongoing evaluation.

Career strategies that once delivered stability -- climbing hierarchies, accumulating expertise, expecting reciprocal loyalty -- no longer guarantee leverage.

As Tewari puts it, "Those who stay curious, tech-savvy and outcome-driven don't age out -- they evolve into strategic assets the market cannot ignore."

For organisations, systematically undervaluing 40+ professionals risks discarding institutional judgment and stakeholder capital that cannot be replicated by algorithms alone. Companies that invest in reskilling, role redesign and life-stage flexibility retain capability competitors abandon.

The gender imbalance demands equal attention. Organisations cannot profess commitment to diversity while maintaining career architectures that penalise caregiving breaks. A forty-something woman with a non-linear trajectory represents accumulated resilience -- not diminished readiness -- if evaluation criteria are designed accordingly.

The 40-year career cliff is neither inevitable nor universal. But navigating it requires clear-eyed recognition that the rules have shifted.

Experience no longer compounds automatically. It must be continuously translated into contemporary value.

The professionals who thrive beyond 40 will not be those who rely on tenure -- but those who treat relevance as an active practice, earned repeatedly in markets that have stopped granting it by default. more

Jena Yasava


Career development 3d
I’m new and have only worked at the company for 2 weeks, but the rule that everyone has to go to lunch together is really bothering me. I’d like to spend my lunch break alone - eat quietly, relax and think.
But in our team that doesn’t seem okay. One time I went to lunch by myself and five minutes later they called me saying they couldn’t find me.
How can I tell my coworkers that I prefer to... have lunch alone without hurting their feelings?
Thanks

 more
3   

  • Doris Higgs

    12h

    Don't say anything, go to the bathroom, go to your car. It's easy to kill time. Get on your phone with head phones, or listen to music to drown out... the noise. Lunch isn't a long time. There easy ways to use up time. It's not that bad. You still have a job.  more

    1

  • Innocent Innocent

    1d

    Follow your heart, and utilize your time productive but do not exclude yourself from others thought it might be bothering ... Get them some time where... you share feelings, talks, meals ect.... but not every day.
    Without a company .... Life is nothing !     more

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Career development

 13h

Resume & Lifestyle Blog Writing


I'm looking for someone who can switch hats smoothly between two related yet different writing tasks. First, I need an up-to-date, achievement-oriented résumé (and, if you can, a short cover letter template) that markets my skills clearly to both hiring managers and modern ATS scanners. I will supply my current résumé along with a few recent job ads; your job is to reorganise the content, sharpen... the language, and return a clean, editable file in both Word and PDF. Second, I'm starting a lifestyle blog and want a steady stream of posts that sound like friendly conversations over coffee. Each article should land between 500 and 700 words, keep a casual, approachable tone, and weave in practical takeaways without ever feeling preachy. The topics will range from everyday wellness hacks to simple travel ideas -- I'll supply rough outlines or key points, and you'll bring them to life. Deliverables * One polished résumé (plus the optional cover-letter template) * Three sample lifestyle posts so I can confirm voice and structure * After approval, an agreed weekly cadence of new 500-700-word articles Please share links to comparable resumes or lifestyle pieces you've written so I can gauge fit. more