Career development

7h

Resume Help vs Reality: What Hiring Managers Actually Look For

It's no secret that résumés have become their own mini-industry. From glossy templates and keyword optimizers to LinkedIn résumé builders and AI-generated summaries, job seekers today are overwhelmed with tools promising to perfect their application. But there's a stark contrast between what most résumé advice delivers, and what hiring managers actually scan for in those critical 7-10 seconds of... review time.

Let's separate the noise from the signal.

The Résumé Industrial Complex: Why the Advice Doesn't Always Land

Most résumé help is rooted in well-intentioned templates, style guides, and keyword hacks. These tools can make your document visually appealing and ATS (Applicant Tracking System) compliant, but often fall short of communicating actual value. Formatting matters, sure. But formatting alone won't land you an interview.

What hiring managers truly care about isn't whether your bullets use perfect verbs or whether your headings are bolded. They're looking for proof: Can this person solve the problem I'm hiring for? That's a question few résumé templates can answer, and one that career coaches and even an academic advisor can help job seekers explore more deeply.

And that answer rarely comes from generic action phrases like "results-oriented team player."

What Hiring Managers Actually Look For

1) Clarity of Role and Context

Before assessing what you did, a hiring manager needs to understand where you did it and in what capacity. Too many résumés jump into lists of accomplishments without setting the scene.

Were you managing projects solo, or supporting a senior team? Did you oversee a region, a product line, or a team of three? What kind of company were you working for: a startup, a nonprofit, a multinational?

Résumés that skip this context make it hard for reviewers to place your achievements in the right frame. Clarity beats cleverness every time. An interview coach will often emphasize the importance of this kind of framing, not just for interviews, but right from the résumé, so hiring managers don't have to play guessing games.

2) Impact Over Activity

Résumés filled with action words like "coordinated," "facilitated," or "implemented" often blur together unless they're paired with results. Hiring managers want to see measurable impact such as cost savings, revenue growth, efficiency improvements, or team outcomes. Even qualitative impact ("improved team morale," "revamped onboarding for better engagement") is better than just stating a task.

Ask yourself: What changed because I did this work? That's your résumé's most valuable real estate.

3) Progression and Pattern Recognition

Reviewers are scanning for patterns especially upward ones. Have you taken on bigger roles, larger projects, or new challenges over time? Even if your job title stayed the same, did your responsibilities evolve? Did you train others, get looped into cross-functional initiatives, or become the go-to for something?

Hiring managers often look beyond titles. They track growth.

On the flip side, résumés with lateral moves or unexplained job-hopping might raise red flags, unless those shifts are clearly explained in a cover letter or career summary. Context matters.

4) Alignment with the Role

The number one résumé mistake? Assuming one version fits all.

Hiring managers can immediately tell when your application is generic. A résumé that mirrors the job description, not word for word, but in spirit and focus, stands out. If the role emphasizes stakeholder management, your résumé should show how you've handled relationships, not just deliverables.

You don't need to rewrite everything for each application. But you do need to reframe. Tailoring isn't optional. It's strategic.

5) Signals of Judgment and Self-Awareness

Believe it or not, résumés convey soft skills too.

A bloated résumé filled with fluff may signal a lack of judgment. So does including irrelevant experiences from a decade ago or listing every certificate under the sun.

Strong résumés show discernment. They highlight what matters and leave out what doesn't. They focus on fit and not just length.

The Canadian Context: What's Shifting in Hiring

In Canada's evolving job market, especially in hybrid and remote roles, employers are shifting their focus. They're no longer just looking for task execution; they're seeking autonomy, adaptability, and communication skills.

Résumés that highlight those traits such as cross-functional collaboration, self-directed projects, or leadership during uncertainty tend to resonate more. This is particularly true in smaller organizations or startups where wearing multiple hats is the norm.

For internationally trained professionals or recent immigrants, résumés that clarify Canadian equivalencies (like project scale or certifications) can bridge unspoken gaps. Services like career counselling in Edmonton often help job seekers reframe international experience in a way that aligns with local expectations and hiring practices.

Where Most Résumé Help Falls Short

Unfortunately, many résumé services focus on how it looks, not what it says. They prioritize fancy layouts, long lists of tools, or endless skills sections.

But hiring managers aren't counting the number of software tools you've used. They're asking:

* What did you actually do with them?

* Did you improve a system, solve a problem, streamline a process?

* Would I want this person on my team when things get chaotic?

That's the gap between résumé help and hiring reality. One that better career path advice can help close by connecting your skills to what actually matters in the roles you're aiming for.

The Value of Strategic Support

None of this means résumé help is useless. But it needs to go beyond beautification. The best support does three things:

1) Clarifies your narrative: What's your throughline across roles? What themes emerge?

2) Translates your impact: How can you speak the language of the industry or function you're targeting?

3) Positions your value: How do you differentiate yourself without overselling?

That's why working with a career coach, or at least someone who understands hiring psychology, can make a difference. They won't just fix your résumé. They'll help you reframe your story. This is also where outplacement services play a vital role, especially during career transitions, by providing structured guidance that helps professionals reposition themselves confidently in a changing job market.

Final Thoughts: Don't Just Look Good. Be Understood.

In a world of AI résumé scanners, ghost jobs, and rising job competition, standing out isn't about font size or file format. It's about resonance.

The best résumés don't just summarize your past. They predict your potential.

Hiring managers aren't looking for perfection. They're looking for fit, focus, and follow-through. If your résumé communicates those things (clearly, concisely, and confidently), you're already ahead of the curve.

Related Items:Hiring Managers, Resume, resume help more

Career development

8h

15 Actors Who Lied Their Way Into Iconic Roles

Everyone has stretched the truth on a résumé at least once before. Maybe it was a harmless fib, like claiming you're "conversational in Spanish" when all you can really do is order a coffee relying on half-forgotten remnants of a Spanish course you took a decade ago. Or maybe, you used strategic wording, and called yourself a "freelance creative" instead of "unemployed but hopeful." Most of the... time, no one from your new job's HR department follows up, and the lie lives on, untouched, in a PDF.

As it turns out, when it comes to lying to HR, actors are no different. Instead of lying about Excel proficiency, though, they lie about accents, languages, life skills, and entire national identities. They also don't technically lie to HR, but to the production team, a.k.a. the people making million-dollar decisions.

Hollywood, it seems, is built on confidence, commitment, and saying "yes, I can do that" before immediately Googling how and booking a 1-week cram course. And if you're wondering who the hell does that exactly, well, here are your culprits. more

Career development

8h

Deel vs. Gusto: Features, Pricing & Key Differences | Workology

Summary:Learn the key differences between Deel and Gusto with this comparison guide.

The HR technology marketplace has exploded over the last decade. What was once a relatively simple decision about payroll processing has become a strategic choice that touches compliance, employee experience, global expansion, and risk management. Today's HR leaders are evaluating platforms that blend payroll,... benefits administration, compliance support, and increasingly, global workforce enablement.

At Workology, we see this complexity play out daily through our HR Technology Marketplace, where thousands of HR professionals research, compare, and select vendors based on their unique business needs. Platforms like Deel and Gusto often come up in comparison, but they were built to solve very different problems. Understanding those differences is critical before signing a contract.

This comparison guide breaks down Deel vs. Gusto across company history, regulatory considerations, features, pricing, and ideal use cases. The goal is not to crown a universal winner, but to help HR leaders, founders, and executives choose the right solution based on how and where they employ people.

Company Backgrounds and Market Positioning

Deel: Built for Global Hiring at Speed

Deel is a relatively new entrant to the HR technology landscape, but its rise has been anything but slow. Founded in 2019, Deel focused early on a problem many legacy payroll providers struggled to solve: how to legally hire and pay workers across borders without establishing foreign entities.

Deel's core offering is Employer of Record (EOR) services, which allow companies to hire full-time employees in other countries while Deel acts as the legal employer. This model removes the need for local incorporation, dramatically reducing the time and cost required for international expansion.

The company's rapid growth has been fueled by significant venture capital funding and increasing demand for global talent, especially post-2020 as remote work normalized. Deel expanded aggressively into contractor management, global payroll, immigration support, and compliance tooling, positioning itself as a global workforce infrastructure platform rather than a traditional HRIS.

Online discussions, including Reddit threads among startup founders and HR leaders, often highlight Deel's speed to market, breadth of country coverage which is incredibly broad and less specialized than its other EOR competitions Lano which is strong in the EU and Multiplier which is strong in EMEA. Deel is d responsive at helping companies hire globally distributed teams. Critiques tend to focus on cost at scale and the complexity that comes with international employment models.

Recently Deel got in a little hot water when they hosted the world's largest virtual job interview for over 6,000 job seekers. Candidates were caught off guard when Guinness World Record certifiers were introduced on the group interview call, leading several HR influencers like Mike Wood to write about his own experience on the Guiness World Record certified largest virtual job interview.

Gusto: From Startup Payroll to SMB HR Platform

Gusto, formerly known as ZenPayroll, launched in 2012 with a clear mission: make payroll simple and friendly for small businesses. At a time when payroll was widely viewed as painful, expensive, and error-prone, Gusto differentiated itself through user experience, automation, and transparent pricing and it competes in the same market as BambooHR and Paylocity.

Over time, Gusto expanded beyond payroll into a broader HR platform. Today, it includes benefits administration, hiring and onboarding tools, time tracking, basic performance management features, and compliance support tailored primarily to U.S.-based small and midsize businesses.

Gusto's growth followed a more traditional SaaS trajectory, building depth in domestic payroll and HR workflows rather than expanding internationally. The platform is often praised for ease of use, customer support, and its appeal to founders and HR teams without dedicated payroll specialists.

However, like many fintech-enabled payroll providers, Gusto has also navigated regulatory scrutiny as it scaled.

Regulatory and Licensing Considerations

Why Payroll and Fintech Face Heavy Oversight

Payroll providers sit at the intersection of employment law, tax regulation, and financial services. In many states, handling payroll funds can trigger money transmission laws, which require specific licenses and ongoing compliance obligations. These rules are enforced at the state level and vary widely, making nationwide compliance complex.

It's important to note that regulatory scrutiny in this space is not unusual. Many payroll and fintech companies have faced similar challenges as products evolved faster than regulatory frameworks.

Gusto's Licensing Enforcement Example

One of the most concrete regulatory actions involving Gusto occurred in Connecticut. In 2021, the state issued a Consent Order alleging that Gusto (then operating as ZenPayroll) engaged in money transmission activities without the required state license. The allegations dated back to at least 2013.

The consent order did not accuse Gusto of fraud, but rather of operating without proper licensing under state law. Gusto agreed to the order, which included compliance commitments and penalties, without admitting wrongdoing.

This type of enforcement action highlights a broader issue in payroll and HR fintech: as companies innovate around payments, tax filing, and benefits administration, they often move into regulatory gray areas that are clarified only after enforcement.

For HR leaders, the takeaway is not to avoid platforms that have faced regulatory action, but to understand how vendors manage compliance, licensing, and regulatory change over time.

Deel's Compliance Model

Deel's compliance risk profile looks different because of its Employer of Record structure. In each country where Deel offers EOR services, it relies on local entities or partners that are already licensed to employ workers. This shifts much of the employment compliance burden from the customer to Deel.

However, EOR arrangements come with their own regulatory complexity, especially as governments increasingly scrutinize worker classification, permanent establishment risk, and cross-border employment structures.

What Is an Employer of Record (EOR)?

An Employer of Record is a third-party organization that legally employs workers on behalf of another company. The client company manages day-to-day work, while the EOR handles employment contracts, payroll, taxes, benefits, and compliance with local labor laws.

EOR services are most commonly used by:

* Companies expanding internationally for the first time

* Startups hiring globally without legal entities

* Organizations testing new markets before committing to incorporation

* Distributed teams employing talent in multiple countries

Deel is one of the most well-known EOR providers, with coverage across dozens of countries and integrated tools for contracts, payments, and compliance.

Key Features of Deel

Deel's platform is designed around global employment complexity. Core features include:

* Employer of Record services in multiple countries

* Global contractor management and payments

* Country-specific employment contracts

* Localized benefits administration

* Immigration and visa support

* Compliance monitoring and documentation

* Global payroll reporting

Deel Pros

* Extensive global coverage

* Fast onboarding for international hires

* Strong compliance support for cross-border employment

* Scales well for remote-first organizations

Deel Cons

* Higher cost compared to domestic payroll tools

* Can be complex for U.S.-only companies

* Less robust traditional HRIS functionality

Key Features of Gusto

Gusto focuses on simplifying HR and payroll for U.S.-based small and midsize businesses. Key features include:

* Full-service U.S. payroll processing

* Federal, state, and local tax filing

* Benefits administration (health, dental, vision, retirement)

* Hiring and onboarding tools

* Time tracking and PTO management

* Employee self-service portal

* Basic HR compliance support

Gusto Pros

* User-friendly interface

* Strong benefits administration

* Transparent pricing for SMBs

* Ideal for first-time payroll buyers

Gusto Cons

* Limited international capabilities

* Not designed for global employment

* Advanced HR features may require integrations

Deel vs. Gusto: Feature Comparison

Deel vs. Gusto: Pricing Comparison

Pricing varies based on services, headcount, and geography. Based on publicly available marketplace information:

Deel's pricing reflects the legal and administrative burden of acting as an employer, while Gusto's pricing aligns with domestic payroll and HR services.

Who Should Choose Deel vs. Gusto?

Choose Deel if your organization:

* Employs workers in multiple countries

* Needs Employer of Record services

* Is remote-first or globally distributed

* Prioritizes international compliance over HRIS depth

Choose Gusto if your organization:

* Is primarily U.S.-based

* Needs payroll and benefits administration

* Has a small to midsize workforce

* Wants an easy-to-use HR and payroll system

Deel vs. Gusto: Final Thoughts

Deel and Gusto are often compared, but they solve fundamentally different HR and payroll challenges. The right choice depends less on features and more on where your workforce is located and how you plan to grow. By understanding the strengths, limitations, and regulatory realities of each platform, HR leaders can make more confident, strategic decisions.

Explore more HR technology comparisons and reviews at the Workology Marketplace. more

Career development

13h

I changed my résumé to downplay my age and started getting more interviews

* Software exec Amy Lovett updated her résumé to downplay older work experience.

* She said ageism was a factor in her search, but that résumé adjustments helped her overcome it.

* Lovett also used AI to help tailor her apps to job descriptions -- and eventually secured a new job.

This as-told-to essay is based on a conversation with Amy Lovett, 54. After being laid off in July, Lovett began... her job search with a résumé that included her photo and full work experience. Once she removed her photo, some dates, and shortened her work history, Lovett, who lives in the St. Louis area, said she started getting more attention from employers. The following has been edited for brevity and clarity.

At my last job as an account executive at a software company, we had downsized significantly. I was one of the last senior reps. From what I understand, it was a payroll decision. In July, I was laid off after 20 years.

At first, of course, you're a little panicked, but I wouldn't say I was too crazy. It was also a bit of relief, because there had been so much business change going on that everybody was kind of on edge.

I was in a position to take a step back and really figure out what I wanted to do. I didn't want to take too much time off, but I was able to take enough to be like, "OK, what do I like about this? What don't I?"

I took probably a couple of weeks. After that, it was full focus on my résumé and talking with former colleagues. September is when I really started hitting the job search hard.

With my résumé, I changed keywords as needed. You've got to make them more specific to the role these days. Otherwise you you won't even get a call. You've definitely got to do more customization than you used to.

I got some responses, but I didn't get any interviews. Originally, I had my photo on my résumé. That résumé also included a lot of dates. I would say I'm a younger-looking 50. I wouldn't say I look like I'm 80 or anything.

I had a career advisor review my résumé. She said, "Try taking your photo off of there. Remove a lot of the dates." So I took my past experience, except for the last 20 years, off. For older jobs, I would give a bullet, but it was mainly the last 20 years-plus of my experience.

It felt like night and day

Once I made those changes, that's when I started getting pinged fairly often. It absolutely felt like night and day. I was having calls with companies two to three times a week.

I felt there was a bigger demand out there than I initially thought, which gave me more confidence -- feeling like, "OK, these companies are pinging me and showing interest."

I think ageism was a factor, especially with a lot of SaaS companies that have a lot of younger people right out of college.

During my search, I didn't let up. I took it seriously. I was working on résumés and applications every weekday. It's hard to stay positive for that long, doing that day after day. For some reason, I was energized to try something new.

I had a spreadsheet. I had to keep track of everything because there was a lot of information. I didn't want to be out of work for long.

I leaned into AI

I would tweak my résumé. I would run it through AI. I don't like the AI-generated résumés. You can tell they're AI. The verbiage, a lot of times, doesn't sound like a person. I would never write like that. You've got to think: Does it sound like how you would communicate?

I did lean into AI because it helped me speed up the process, because there's so much involved, and I was really just trying to find something as quickly as possible.

I used AI when I would work on my cover letters. I would take my résumé and compare it to their job requirements, and then shorten it. I think those personalizations were super important.

Going forward, especially in the field that I'm in, you've got to embrace technology.

When I got the job offer, they called me. I missed the call because I wasn't by my phone. I was supposed to have another interview in two days, so I was like, "This is either good or bad."

I called back, and they said, "Oh, we don't need you for that last interview. We'd like to offer you the job."

Do you have a story to share about your career? Contact this reporter at [email protected].

Read the original article on Business Insider

The post I changed my résumé to downplay my age and started getting more interviews appeared first on Business Insider. more

Career development

14h

I changed my résumé to downplay my age and started getting more interviews

Lovett also used AI to help tailor her apps to job descriptions -- and eventually secured a new job.

This as-told-to essay is based on a conversation with Amy Lovett, 54. After being laid off in July, Lovett began her job search with a résumé that included her photo and full work experience. Once she removed her photo, some dates, and shortened her work history, Lovett, who lives in the St. Louis... area, said she started getting more attention from employers. The following has been edited for brevity and clarity.

At my last job as an account executive at a software company, we had downsized significantly. I was one of the last senior reps. From what I understand, it was a payroll decision. In July, I was laid off after 20 years.

At first, of course, you're a little panicked, but I wouldn't say I was too crazy. It was also a bit of relief, because there had been so much business change going on that everybody was kind of on edge.

I was in a position to take a step back and really figure out what I wanted to do. I didn't want to take too much time off, but I was able to take enough to be like, "OK, what do I like about this? What don't I?"

I took probably a couple of weeks. After that, it was full focus on my résumé and talking with former colleagues. September is when I really started hitting the job search hard.

With my résumé, I changed keywords as needed. You've got to make them more specific to the role these days. Otherwise you you won't even get a call. You've definitely got to do more customization than you used to.

I got some responses, but I didn't get any interviews. Originally, I had my photo on my résumé. That résumé also included a lot of dates. I would say I'm a younger-looking 50. I wouldn't say I look like I'm 80 or anything.

I had a career advisor review my résumé. She said, "Try taking your photo off of there. Remove a lot of the dates." So I took my past experience, except for the last 20 years, off. For older jobs, I would give a bullet, but it was mainly the last 20 years-plus of my experience.

It felt like night and day

Once I made those changes, that's when I started getting pinged fairly often. It absolutely felt like night and day. I was having calls with companies two to three times a week.

I felt there was a bigger demand out there than I initially thought, which gave me more confidence -- feeling like, "OK, these companies are pinging me and showing interest."

I think ageism was a factor, especially with a lot of SaaS companies that have a lot of younger people right out of college.

During my search, I didn't let up. I took it seriously. I was working on résumés and applications every weekday. It's hard to stay positive for that long, doing that day after day. For some reason, I was energized to try something new.

I had a spreadsheet. I had to keep track of everything because there was a lot of information. I didn't want to be out of work for long.

I leaned into AI

I would tweak my résumé. I would run it through AI. I don't like the AI-generated résumés. You can tell they're AI. The verbiage, a lot of times, doesn't sound like a person. I would never write like that. You've got to think: Does it sound like how you would communicate?

I did lean into AI because it helped me speed up the process, because there's so much involved, and I was really just trying to find something as quickly as possible.

I used AI when I would work on my cover letters. I would take my résumé and compare it to their job requirements, and then shorten it. I think those personalizations were super important.

Going forward, especially in the field that I'm in, you've got to embrace technology.

When I got the job offer, they called me. I missed the call because I wasn't by my phone. I was supposed to have another interview in two days, so I was like, "This is either good or bad."

I called back, and they said, "Oh, we don't need you for that last interview. We'd like to offer you the job."

Do you have a story to share about your career? Contact this reporter at tparadis@businessinsider.com. more

Career development

18h

'10 years ago, people laughed': Jobseeker calls landing job at McDonald's today 'miracle'

UNDATED (WKRC) - Jobseekers claim landing a job with fast food chains is getting harder, despite having experience on their résumés.

According to Benzinga, a jobseeker sparked a trending conversation on Reddit after writing about the difficulties of obtaining an entry-level job despite their experience.

"10 years ago, people laughed at McDonald's workers. Now, even landing a job there is a... miracle," the title of the post reads. "I'm making this post for people who are struggling just trying to find a 'regular' job that pays bills, not even a full career. Just a job."

The Redditor said they were able to get five interview or position offers after putting in 20 applications at the age of 16, but said today they receive "absolutely nothing," adding, "Even applying to entry-level 'wage slave' jobs feels like a waste of time."

"My applications for grocery stores, Walmart, Target, and even McDonald's came back with automatic rejection letters," the jobseeker wrote. "Those jobs are what a high school teenager used to be able to land with ease."

The post, which received thousands of upvotes, was replied to by hundreds of others who chimed in with their own experiences obtaining a job.

"The best part is no one believes you," one commenter responded. "I can't tell you how many times I've said that I have no standards anymore and just need money. I literally mean I can't hear back from fast food or retail, despite having a bachelor's degree and previous experience -- and in some cases a freaking referral from someone working there."

One commenter wrote that they had two master's degrees but were only contacted four times after putting in over 600 job applications.

"It's a horrible market, and I'm going to have to consider a job like McDonald's just to keep up on loan payments," the commenter wrote.

"Good luck getting a job at McDonald's. (Expletive) feels like applying to Harvard now," another individual wrote.

Several commenters said they believed automated systems were responsible for the difficulty in obtaining an entry-level job, writing that the systems are designed to instantaneously reject "overqualified" applicants. To work around the systems, some wrote that they removed their degrees from their résumés, past managerial roles, and added only jobs they worked while in high school and college. Some even wrote that they had asked friends to pretend to be references for non-existent fast food jobs.

Many commenters wrote that entry-level fast food jobs are more competitive today due to both adults applying for jobs that were once historically held by teenagers and young adults still working to launch their own businesses or careers. Others complained of the growing trend of companies "ghosting" applicants during the hiring process instead of sending a traditional "Dear John" notice.

"Doesn't matter what the résumé says -- it joins the rest of the slop stuck in the AI filters. I just want to scream. This is the worst job market by far in the last 50 years," the original poster wrote. "Rant over." more

Career development

21h

Mid-Level Tech Resume Overhaul

I'm ready to move forward in my technology career and need a fresh, compelling résumé that positions me squarely at the mid-level tier. You'll take my existing work history, projects, and skills and shape them into a concise, achievement-focused document that speaks the language of modern tech recruiters and Applicant Tracking Systems. What I expect from you * A single-page (or tight two-page if... absolutely necessary) résumé in both editable Word and PDF formats. * Content tailored to typical mid-level job descriptions in pharmaceutical manufacturing roles -- using industry-specific keywords without sounding forced. * Clean, professional layout that looks great on screen and in print. * Brief guidance on how I might tweak the résumé for niche positions as they arise. If you're experienced in tech recruiting or résumé writing -- and you know how to quantify impact, highlight skills, and pass ATS filters -- let's get started.

Project ID: 40178785

About the project

2 proposals

Open for bidding

Remote project

Active 35 secs ago

Place your bid

Benefits of bidding on Freelancer more

Career development

1d

Where Nebraska Must Stand for a Top Seed in the NCAA Tournament

The Huskers are in a prime position to be seeded highly and have a favorable NCAA Tournament first-round location. But how do the metrics look for top-four seeds over the past several tournaments?

Nebraska men's basketball is off to the best start in program history.

The Huskers are 20-0 and ranked in the top 10. Currently at No. 7 in the AP Poll, the Big Red are likely to move up even higher in... Monday's release.

But where does Nebraska need to be when Selection Sunday rolls around in exactly seven weeks?

Current Metrics

While Nebraska is ranked highly in the AP and Coaches polls, those don't factor into the Selection Committee's decision. What goes into the process are a pair of metrics that we'll look at today: the NET and KenPom.

As of Sunday morning, Nebraska is No. 5 in the NET, behind Arizona, Michigan, Duke, and Gonzaga. In the KenPom, the Huskers are at 12, behind Arizona, Michigan, Duke, Illinois, Iowa State, Michigan State, Houston, Purdue, Gonzaga, UConn, and Florida.

5 and 12. Remember those numbers as we look at the top four seeds over the last four tournaments to see what territory Nebraska is in and where the Huskers need to be when discussing potential seeding between now and then.

Let's also preface this with the fact that these numbers are determined comparatively to the opponents of the same season, meaning that one season could have had a stronger résumé needed for a one or a two seed compared to another.

4 Seeds

The average record for a 4-seed has been 23.5-8.9, with an average NET of 15.5 and KenPom of 17.3. Nebraska is ahead of pace for all of those numbers.

The strongest résumé to earn a 4-seed was Auburn in 2024. The Tigers went 27-7 and won the SEC, earning the only automatic bid for the seed line over the last four tournaments. They were also fifth in the NET and fourth in the KenPom. The Tigers lost in the first round to Yale.

There are a trio of weaker résumés to have earned a four.

Providence in 2022 went 25-5 but was 32nd in the NET and 49th in the KenPom. They made the Sweet 16 and fell to the 3-seed Kansas.

In 2023, Indiana went 22-11 and was 30th in the NET and the KenPom. Virginia went 25-7 and was 27th in the NET and 34th in the KenPom. Neither team made it to the second weekend.

3 Seeds

The average record for a 3-seed has been 24.5-8.5, with an average NET of 13.9 and KenPom of 14.1. Nebraska is ahead of pace for all of those numbers.

The strongest résumé to earn a 3-seed was Gonzaga in 2023. The Bulldogs went 28-5 and won the West Coast Conference. They were sixth in the NET and eighth in the KenPom. Gonzaga fell to UConn in the Elite Eight.

The weakest résumé to earn a 3-seed came in that same year. Kansas State went 23-9 but was 24th in both the NET and the KenPom. Nobody over the last four tournaments has been worse in either metric and earned a top-three seed. The Wildcats lost to the 9-seed Florida Atlantic in the Elite Eight.

2 Seeds

The average record for a 2-seed has been 26.8-6.6, with an average NET of 8.4 and KenPom of 8. Now we're in the territory of Nebraska's résumé from a metrics standpoint, though with a current NET of five, only three of the last 16 teams to be a 2-seed were fifth or better.

The strongest résumé to earn a 2-seed was UCLA in 2023, the second-to-last year of the old Pac-12 Conference. The Bruins went 29-5 and were sitting third in the NET and second in the KenPom. They would lose in the Sweet 16 to the 3-seed Gonzaga.

The weakest résumé to garner a 2-seed was Marquette in 2024. The Golden Eagles were 25-9 and 14th in the NET with 12th in the KenPom. Marquette was upset in the Sweet 16 by 11-seed NC State.

1 Seeds

The average record for a 1-seed has been 28.7-4.7, with an average NET of 3.4 and KenPom of 3.5. This is where Nebraska is still striving to get to. No top seed in the last four tournaments has been outside of the top-9 for KenPom.

Multiple 1-seeds over the last four years have been the top team in both metrics, with Duke having a 31-3 record last year, Houston at 31-3 in 2023, and Gonzaga sitting at 26-3 in 2022. Each of those teams made at least the Sweet 16, with Duke getting to the Final Four.

The weakest 1-seed résumés come from a pair of the sport's Blue Bloods. North Carolina went 27-7 in 2024 and was eighth in the NET and ninth in the KenPom. The year before, Kansas was 27-7 and ninth in both. The Tar Heels fell in the Sweet 16 while the Jayhawks failed to make the second weekend.

Big Ten Top Four Seeds

As for how the Selection Committee has treated Big Ten Conference teams over the last four tournaments, only Purdue has earned a 1-seed. In both 2024 and 2023, the Boilermakers had 29 wins and were top-five in both the NET and the KenPom.

Michigan State's 2025 team is the only 2-seed for the league in our exercise. The Spartans went 27-6 last year, rankings 11th in the NET and eighth in the KenPom.

On the 3-seed line, four Big Ten teams have been in this spot. Their résumés were better than the average for this seed, at 25.8-7.8. They were all in double-digits for both metrics, with Wisconsin's 2022 group as low as 24th in the NET and 34th in the KenPom.

The opposite is true for the Big Ten with 4-seeds. The average record is worse than that of the rest of the line, at 22.8-9.8. Maryland and Purdue in 2025, as well as Illinois in 2022, were top-20 in both metrics. Indiana's 2023 squad is the outlier, being back at 30th in both the NET and the KenPom.

Reminder: Nebraska is currently 20-0 with 11 games left in the regular season and at least one game to be played in the Big Ten Tournament. The Big Red are fifth in the NET and 12th in the KenPom. From a win-loss standpoint, that has Nebraska as a 1-seed, but the current metrics lean towards a 2-seed.

Why a Top Four Seed Matters

As Cole Stukenholtz pointed out earlier this month, earning a top-four seed means a better (closer) location for your team in the first weekend of the NCAA Tournament.

The top four seeds are gifted the nearest venue or natural location in descending order, from the No. 1 overall seed to the No. 16 overall seed. That means the lowest 4-seed still has *some* preference when it comes to location.

From the NCAA Division 1 Men's Basketball Championship Principles and Procedures for Establishing the Bracket document: "Teams will remain in or as close to their areas of natural interest as possible. A team that is moved out of its natural area will be placed in the next closest region to the extent possible. If two teams from the same natural region are in contention for the same bracket position, the team ranked higher in the seed list shall remain in its natural region."

First and second round locations are listed below.

* Buffalo, NY

* Greenville, SC

* Oklahoma City, OK

* Portland, OR

* Philadelphia, PA

* San Diego, CA

* St. Louis, MO

* Tampa, FL

The two closest sites are Oklahoma City and St. Louis. A top-four seed would put Nebraska in contention for a pair of extremely drivable locations. With seven weeks to go until Selection Sunday, and a minimum of 12 games to be played, the Huskers are in prime territory to be taking the Sea of Red on a short drive to a pair of extremely winnable games.

Upcoming Schedule

While there are at least 12 games left to be played before the Huskers have locked in their résumé for the committee, the next four games will play a big part in what the ceiling could be for this team.

Nebraska is on the road on Tuesday to take on Michigan, currently second in both the NET and KenPom. On Sunday, NU hosts Illinois, which is sixth in the NET and fourth in the KenPom.

After a road trip to Rutgers (167th & 158th), Nebraska returns home to take on Purdue, currently at ninth in the NET and eighth in the KenPom.

There is plenty of résumé to be built, but this four-game stretch could be what ultimately bolsters Nebraska into a 1-seed or sees the team settle into one of the lines after that.

Thanks to Husker Hoops Central for help with past metrics that were used in this story.

Have a question or comment for Kaleb? Send an email to kalebhenry.huskermax@gmail.com.

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Career development

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Jeff Bezos Says Your Answer To This One Question Determines Just How Successful You'll Be, & Psychology Agrees

According to a former Amazon executive, Jeff Bezos believed the way someone answers his "favorite" interview question reveals just how successful they'll be. And, it turns out, psychology backs him up.

Imagine just how overwhelming it would be to be in a job interview with Jeff Bezos, one of the richest and most powerful men in the world. To make matters even worse, it turns out that Bezos... doesn't always stick to the traditional interview questions. I'm sure he asks about candidates' work experience and skills, but there's also one unexpected question that he throws in. It's a little unconventional, but he insists that it can determine how successful someone will be.

A former Amazon executive shared Jeff Bezos' "favorite" job interview question.

Dan Rose, who worked as an executive at Amazon for almost a decade and is now an investor, revealed the interesting question Bezos would always bring up in interviews in a post on X. "When I worked at Amazon [from] 1999-2006, Jeff Bezos' favorite interview question was 'are you a lucky person?'" he said.

At first, it may seem strange to ask someone if they consider themselves lucky in a job interview. After all, job performance is usually measured by concrete deliverables and metrics, not your luck. But Rose argued it was brilliant. "What a great way to filter for optimists and people who manifest success," he added.

There's actually evidence that suggests asking someone about their luck really does tell you a lot.

Business journalist Jessica Stillman reported on Bezos' propensity for luck and shared that it is meaningful. When we hear the word "luck," we tend to think of superstitions, but that's not what Bezos was after.

Venture investor Patrick Mayr addressed the interview question in a blog post, in which he called it a "great question." He continued, "For someone to acknowledge that they have benefitted from luck is a sign of modesty and confidence." Basically, if you're willing to admit that you're lucky, it means that you aren't taking credit for all of your accomplishments yourself.

sturti | Getty Images Signature

Furthermore, Stillman noted that lucky people tend to have a more open mindset that leads to "initiative." This was illustrated by an experiment conducted by researcher Richard Wiseman. He said he gave newspapers to people and asked them to count how many pictures were in them.

Unlucky participants completed the task in about two minutes, while lucky ones only took a few seconds. It was all because they were the ones who noticed a message on the second page that read, "Stop counting. There are 43 photographs in this newspaper." As Wiseman concluded, "Unlucky people miss chance opportunities because they are too focused on looking for something else."

Despite the evidence that seems to support the use of the question, people are still skeptical.

One Reddit user took to the site's r/AskHR forum to describe their own experience. "They asked me how lucky I am on a scale from 0 to 10 as the last question in the interview," they recounted. "What just happened? What were they asking?"

Tima Miroshnichenko | Pexels

One commenter noted it was "very hard to tell what they wanted." Another suggested it was "a sign that the interviewer has no idea what they're doing." Still, others tried to make sense of the question. "I think this is actually a question about optimism," someone said. "If you perceive yourself as lucky, you will tend to view events favorably. It may also reflect wise life decisions leading to a pattern of successes."

The question is admittedly a bit strange, and it makes sense that it would throw someone off during a job interview. But Bezos understands that people who think they are lucky have quiet confidence and a sense of competence. That sounds like something every leader would want in a team member.

Mary-Faith Martinez is a writer with a bachelor's degree in English and Journalism who covers news, psychology, lifestyle, and human interest topics. more

Livert Mudzingenyama

Career development

3d

The questions that you need to constantly ask yourself

Last First
19
1d
Simple, have convictions and always have solidarity for the working class

Career development

1d

The "Standard Life Path" Every Japanese Student Is Expected to Follow

The "Standard Life Path" Every Japanese Student Is Expected to Follow

In Japan, most students are expected to follow a very specific life path.

It is not written anywhere, but everyone knows it.

It starts from childhood.

Children are told to study hard so they can enter a good high school.

From there, they aim for a "good" university.

Not always because of interest or passion, but because... the ranking of the school matters.

By the time we enter university, the next goal is already decided: job hunting.

During university life, we are expected to prepare ourselves for that moment.

We collect things that look good on paper:

* A leadership position

* A club activity

* Volunteer experience

* A part-time job story

What matters is not who we really are.

What matters is how well we can explain ourselves in a short interview.

Our identity becomes something to be "presented."

Job hunting usually starts in the third year of university.

Suddenly, everything is about:

* Academic background

* "What you worked hard on"

* Communication skills

* Basic English ability

Right now, because of Japan's population decline, most students will find some job.

There are positions available.

But getting into a "good company" is still very competitive.

So students prepare:

* English tests

* Internships

* Certifications

* Interview practice

Not because they love it.

But because they are afraid of being left behind.

Once a student gets a job, the expected path becomes simple:

Enter the company.

Work hard.

Stay.

Build stability.

Retire there.

For many people, this path is not bad.

It brings security.

It brings peace of mind.

It allows people to plan their lives.

I don't think this life is wrong.

But I do think it is very narrow.

There is little space for uncertainty.

Little space for curiosity.

Little space for choosing something that does not look "safe."

In Japan, choosing a different path is not always seen as brave.

It is often seen as irresponsible or risky.

This "standard life path" is powerful.

It protects people.

But it also quietly limits imagination.

In Japan, safety is success.

And that is both our greatest strength

and one of our biggest limitations. more

Anonymous member

Career development

1w

I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more

25

Mbaraka Ewangu
1d
There is something I like telling everyone, before you write a resignation letter, do it when u have appointment letter of a new job. It's so hard to... get a job when your jobless more
1
Nuwasasira Justus
6d
What if that was a test to a bigger opportunity? What if?
-11 reply

Morie Mustapha

Career development

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I recently went through the interview process for a MERL Manager position. It was a rigorous four-stage process, and I was incredibly encouraged to make it all the way to the final round. Reaching that point gave me a real sense of hope and confidence that the role was within my grasp.

The final interview was held online via Google Meet. I’ll admit, I felt quite tense, but I focused on... presenting my answers as clearly and accurately as I could, supporting each point with relevant examples from past experiences.

Unfortunately, I was not selected for the role. When I asked for feedback, I was told that my responses came across as scripted, as if I were reading directly from notes prepared by an AI tool.

The news was disappointing, and to be honest, it left me feeling quite disheartened. The experience has made me reconsider ever applying to that organization again. more

1

timoth wafula
1
1d
You don't know how to trick the AI. ? I had a similar experience UpTo the last minute and I was told consider doing research using AI tools. So never... avoid the AI but jumble the information in your own language. Use descriptive words rather than AI proposals. more
1 reply
Antonio Contreras
4
1d
Frankly, this post feels scripted as if written by AI...
31 reply

Career development

2d

This interview move could land you a higher salary -- or lose you a job offer

At a recent job interview, Ceraliza couldn't help but let out a gasp when she heard the impressive salary on offer.

However, while her reaction was one of pleasant surprise - understandable given the state of wages in many industries right now - the hiring manager read it differently.

And the misunderstanding ended up paying off, with an even higher amount being placed on the table as a... result.

Sharing her experience on X, Ceraliza revealed how she used the confusion to her advantage, responding with an immediate 'yes' when she was asked if the pay was below her expectations.

The Nigerian creator was praised for her quick thinking, with some commenters going so far as to call it a 'legendary' move and a 'masterclass in negotiation' (however accidental) people should mirror in their own careers.

But as others point out, it's a 'risky' tactic that won't always have such a positive outcome -- and could actually end up going a whole lot worse.

According to Will Steward, founder of recruitment firm The SaaS Jobs, it's 'definitely not a reliable strategy'.

'On one hand, a subtle display of surprise like that could signal to the hiring manager that the offer is below expectations and potentially prompt them to reconsider, but realistically, the chances of that are so low,'he tells Metro.

'Body language and facial expressions are subjective. What one person interprets as genuine excitement, another might read as shock, disdain, or incredulity. In the worst-case scenario, it could actually create tension or just make the candidate appear unprofessional.'

Ian Nicholas, global managing director at employment agency Reed, is equally split, nothing that while it may work in theory, in practice its success would be rare, 'and only under very specific conditions.'

Not only would the candidate have to already be a top choice, the interviewer would need to have pay discretion, and the market would need to be weighted in a jobseeker's favour -- even if the stars do align though, he tells Metro, 'it's more luck than strategy'.

If your attempt at feigning disappointment doesn't land, it can come across 'manipulative' and 'entitled', which makes it an especially big gamble given 'many companies won't significantly adjust offers due to rigid salary bands.'

How to negotiate a higher salary in job interviews

If a Ceraliza-style gasp sounds far too dicey for your liking, Ian advises taking a more measured approach: the 'calibrated surprise'.

Instead of reacting emotionally, tell them outright that their offer is lower than expected, 'based on the scope [you] discussed'. This 'signals a mismatch without disrespect, invites correction and keeps the conversation professional.'

Don't forget to take some time before answering either; according to Will, this is 'a bit simpler, and much safer than a gasp', despite potentially having the same effect of prompting the employer to reassess.

Alternatively, both experts highlight the 'future-value reframe' technique, where you shift the focus to your potential by asking, 'If I were exceeding expectations six months in, what would compensation progression look like?'.

Will recommends the importance of outlining the value you could bring to the company as part of this strategy, which Ian says can 'encourage the employer to envision your success and may prompt them to offer more upfront to avoid renegotiation later.'

And if you're feeling really ballsy, he adds: 'You can also use the 'competing realities' approach 'to signal market awareness, without bluffing, by saying, "I'm seeing materially different compensation ranges for similar roles at this level, how flexible is this band?".'

And if they won't budge...

Unfortunately, even with the best will in the world, you may not always be offered the salary you expect or feel you deserve.

Before you decide to walk away from negotiations however, Will says it's worth considering total compensation, not just base salary -- for example, bonuses, equity, pension scheme, flexible working arrangements, and future development opportunities.

'You should also assess this particular role's alignment with your long-term career goals,' he continues. 'A slightly lower salary than expected might still be worthwhile if the role is providing you with skills, experience, or a stepping stone to future opportunities.'

Ian adds that although an employer may be capped when it comes to, they 'often have more flexibility' with the likes of sign-on bonuses or pay reviews. All you can do is ask, right?

Do you have a story to share? more

1

timoth wafula
1
1d
I think I missed Salary negotiation classes.. the article is eye opening
Antonio Contreras
4
1d
Who on earth are Ceraliza, Ian, Will... Let me guess, IA content....