Morie Mustapha
Career development 10h

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

  • timoth wafula

    1
    1h

    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

  • Antonio Contreras

    2
    1h

    Frankly, this post feels scripted as if written by AI...

    1
Load more...

Career development

 10h

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
    1h

    I think I missed Salary negotiation classes.. the article is eye opening

Career development

 7h

Recruiter Avoids Hiring Job Candidates Who Think They Can Outsmart This Common Interview Question


Most candidates assume that job interview questions will focus on their past experience and skills. But sometimes recruiters are listening for something else entirely.

That seems to be the case for a global assurance talent leader named Sandra Oliver, who spoke to CNBC Make It about the qualities that she looks for when hiring a potential employee. Oliver admitted that it sometimes boils down to... a single, important question she asks during the interview process.

A recruiter avoids hiring job candidates who try to outsmart questions discussing past failures.

Miljan Zivkovic | Shutterstock

Oliver explained that she'll ask job candidates to give an example of a goal they set for themselves and how they achieved it, as well as one goal they didn't achieve. It can be difficult to talk about failures in a job interview because you want to appear infallible, but that's pretty much why Oliver asks them this question.

"That's the way I like to start the interviews, to see how people think about themselves," she said. "People don't like to ever talk about those things."

Candidates should be willing to talk about their past mistakes.

Rather than candidates trying to skirt around the question, Oliver is instead looking for complete honesty. She wants candidates to take accountability for the things they might've messed up on during past job experiences and share what they've learned from those things. Oliver, who often interviews recent grads, said many were high-performing students who struggle talking about challenges rather than successes.

"They're used to being the best and being successful, and I think it's really important to learn that when you get into the workforce, success is measured differently," she told CNBC Make It. "It's not the exam question, it's not tests, it's working as a team, and sometimes you're not going to know things, and that's okay. Sometimes you may try something or set a goal, and you fail at it, or it doesn't come out how you think."

Oliver continued, "They're so programmed to do everything great that it's hard to really pause and say, okay, how can I learn from the failure?" Accountability in and of itself is already a quality many people look for in someone. Research has shown that initial team accountability is often linked to trust, commitment, efficacy, and emotional identification with the group.

Confronting mistakes helps you grow.

Miljan Zivkovic | Shutterstock

"We can't erase our fear of mistakes -- it's too deeply ingrained in our biology. However, we can choose how we interpret and respond to them. When we begin treating errors as data points rather than disasters, we open the door to personal and collective growth," explained psychologist Sam Goldstein.

The key to overcoming mistakes is not running from them. It shows where your real skills and talents lie, which is what recruiters look for when interviewing candidates. Oliver stressed that "failure kind of is learning."

"It's really important to have that mindset when you're working that you're going to work as a team," she said. "You're going to maybe not have the best idea, or the way to think about it. Somebody's going to have a different idea, and that's going to be good, and you're going to learn from that and take that forward."

It might seem scary at first, but especially when you're in a setting that's purely to judge you based on what you're good at, but it shouldn't be a question that makes you panic. Instead, lean into it.

Nia Tipton is a staff writer with a bachelor's degree in creative writing and journalism who covers news and lifestyle topics that focus on psychology, relationships, and the human experience. more

Career development

 12h

‎IUO Matriculates Over 1,300 New Students For The 2025-2026 Academic Session - ITV


Career development through diversity and inclusion took centre stage at the twenty-seventh matriculation ceremony of Nigeria's premier private institution, Igbinedion University, Okada.

The ceremony, held at the university's main auditorium for the 2025/2026 academic session, formally admitted over one thousand three hundred new students into the institution.

Donald Ehimiyein completes the... report. more

Career development

 12h

Professional Resume Proofreading & Polish


I have an existing résumé that needs a meticulous language and clarity check. My priority is to make sure every section meets current professional standards -- tone, grammar, consistency, and overall flow -- rather than rewriting it from scratch or redesigning the layout. Here is what I need from you: * Line-by-line proofreading for grammar, spelling, and punctuation * Tightening of wording so... each achievement reads clearly and concisely * Consistency checks on tenses, dates, and formatting cues (bullets, headings, fonts) * Brief margin comments or tracked-change notes explaining any major edits or suggested re-ordering I will supply the résumé in Word; please return the final file with Track Changes enabled plus a clean copy ready to send out. Familiarity with ATS-friendly phrasing and keywords is a bonus, but the main goal is polished, professional language that presents me confidently across any industry.

Project ID: 40175995

About the project

2 proposals

Open for bidding

Remote project

Active 2 mins ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 14h

Should you fake your résumé and lie in an interview? This laid off employee's experience has the Internet talking


Hiring bias against resume gaps is driving a surge in "strategic deception." Job seekers now use "ghost companies" and stretched dates to bypass picky recruiters. While some bypass shallow background checks, the risk of "at-will" termination remains high. As AI-driven verification evolves, these shortcuts face a narrowing window. For many, lying is a desperate response to a broken, unforgiving job... market.

For millions of white-collar workers, the post-layoff job market has become less forgiving and far more selective. Since 2023, U.S. employers have cut hundreds of thousands of corporate roles across technology, media, consulting, finance, and professional services. According to data from Layoffs.fyi and the Bureau of Labor Statistics, professional and business services alone have seen repeated waves of reductions, while hiring standards quietly tightened.

At the same time, recruiters increasingly treat résumé gaps as red flags. Even short periods of unemployment can trigger automatic rejections. That reality has pushed some job seekers into uncomfortable territory. One recently laid-off employee says they falsified parts of their résumé, passed a background check without issue, landed a solid job, and now has no regrets.

The story, shared widely online, has ignited a fierce debate. Is résumé embellishment a survival tactic in a broken hiring system, or a dangerous gamble that could backfire later? The experience offers a rare look at how modern background checks actually work, what employers prioritize, and why job gaps have become such a career liability in 2026.

The employee described nearly two years of unstable work after multiple layoffs. Contract roles. Underemployment. Long stretches without steady income. Each gap made job searching harder, not easier. Recruiters asked fewer questions. Interview callbacks slowed. Rejections came faster.

Faced with dwindling options, the worker altered employment dates at a real company and listed a second company that sounded legitimate but did not formally exist. The listed projects and skills were real, drawn from previous roles. A basic website backed up the listing. The goal was simple. Close résumé gaps. Get past automated filters. Reach a human interviewer.

It worked.

A job offer followed. Then came the background check. The employee expected problems. None came.

Hiring data shows that résumé gaps now matter more than ever. Applicant tracking systems often flag unexplained gaps longer than six months. Recruiters, overwhelmed by high application volume, rely on shortcuts. Continuous employment has become a proxy for reliability, even in industries rocked by layoffs.

In practice, this creates a contradiction. Companies conduct mass layoffs. Then penalize workers for being laid off.

Economists note that unemployment stigma rises during uneven recoveries. While overall job numbers may stabilize, white-collar hiring remains cautious. Employers prefer candidates who appear "currently employed," assuming they are lower risk and already vetted by another company.

This bias has consequences. Qualified candidates get screened out before interviews. Long job searches become self-perpetuating. And some workers begin to believe that honesty costs them opportunities they cannot afford to lose.

The most surprising part of the story was the background check result. Despite the altered résumé, the check came back clean. No calls were made to verify employment dates or job titles. No one contacted the listed references. Even the fake company phone number never rang.

This aligns with how many background checks actually work.

For non-executive, white-collar roles, checks typically focus on criminal history and identity verification. Employers want to reduce legal and safety risk. They want to know if a candidate poses a threat to coworkers or the workplace. Employment verification, when done, is often limited to confirming that a company recognizes the individual as a former employee. Dates and titles may not be deeply scrutinized.

Credit checks are also less common than many believe. They are usually reserved for roles with direct access to company funds, sensitive financial systems, or fiduciary responsibility. Most office jobs do not meet that threshold.

Industry insiders say many background check firms rely heavily on automated databases and employer self-reporting. Manual verification costs time and money. In a high-volume hiring environment, depth is often sacrificed for speed.

That does not mean all checks are superficial. Some companies do conduct thorough verifications. Smaller firms and regulated industries may dig deeper. But the process is far less uniform than job seekers assume.

The story has divided opinion online. Supporters argue that companies misrepresent job stability, growth opportunities, and even role responsibilities. They see résumé manipulation as a defensive response to an unfair system.

Critics warn that falsification carries long-term risk. If discovered later, it can lead to termination for cause. It can damage professional reputation. It may create stress for employees trying to maintain a fabricated work history.

Employment lawyers note that consequences depend heavily on company policy and intent. Minor date adjustments are often treated differently than fabricating credentials or licenses. Still, the risk is real.

What the story ultimately highlights is not just individual behavior, but structural pressure. A hiring market that punishes unemployment, relies on automated screening, and values optics over context encourages distortion.

For many workers, the takeaway is uncomfortable. In today's white-collar job market, being honest is not always rewarded. Being continuously employed often matters more than being truthful about how hard the last few years have been.

(You can now subscribe to our Economic Times WhatsApp channel) more

Career development

 18h

Exploring the Benefits of Attending Tier 2 Schools for Your Career Development


When considering where to pursue higher education, many students and their families often focus on prestigious institutions, commonly known as tier 1 schools. However, tier 2 schools offer numerous benefits that are worth exploring. Choosing the right college or university is a personal decision, and understanding what tier 2 schools offer can guide you in your career development journey.

Why... Tier 2 Schools Deserve Your Consideration

The notion that only top-tier institutions provide quality education is increasingly outdated. Tier 2 schools can provide a robust academic experience, often with comparable faculty, resources, and opportunities to their higher-ranked counterparts. They frequently have strong connections to local industries and communities, which can be a tremendous advantage for job placement and internships.

Quality Education Without the Stress

One significant advantage of attending tier 2 schools is the opportunity to receive a quality education in a less stressful environment. Class sizes are often smaller, which allows for more personalized attention and interaction with professors. This can foster a deeper understanding of the subject matter and build important relationships that benefit academic and career development.

Affordability and Scholarships

Tier 2 schools are often more affordable than their tier 1 counterparts, which is an essential factor for many students. They frequently offer competitive financial aid packages and scholarships. Students interested in fields like art can discover available options by exploring scholarships for art students and similar resources.

Career-Focused Programs and Opportunities

Many tier 2 institutions emphasize career-oriented education and provide practical training that directly feeds into industry needs. This could range from specialized career services to co-op programs where students combine study with practical work experience. Such experiences are invaluable for building a resume and gaining insights into industry demands.

Networking and Community Connections

Due to strong ties with local sectors, tier 2 schools often have excellent career services that include networking opportunities with local businesses and alumni. These connections can lead to internships, job placements, and career mentoring, providing tangible benefits that may not be as accessible at larger institutions.

Accessibility and Flexibility

Tier 2 schools are often more flexible in their admission policies and provide diverse pathways for students of varying backgrounds. This inclusivity fosters a diverse learning environment rich in perspectives, enhances the educational experience, and prepares students for working in global and multicultural settings.

Personal Development Opportunities

Beyond academics, tier 2 schools frequently offer a range of extracurricular activities such as clubs, sports, and volunteer opportunities that enrich the student experience. These activities not only build skills and personal interests but also foster soft skills like leadership, teamwork, and communication, which are highly valued by employers.

Success Beyond Rankings

While the prestige of a college can open doors, what you do with your education matters significantly more for long-term career success. Many graduates from tier 2 schools go on to successful careers, proving that ambition, hard work, and strategic use of resources can surpass the limitations of school rankings.

For more information on the topic of education and how different institutions compare, you may find valuable insights on Wikipedia's education page.

In conclusion, tier 2 schools provide a wide array of benefits that support personal and career development. They offer quality education, affordability, career-focused programs, and rich environments for personal growth. By exploring these institutions, you might find an opportunity perfectly aligned with your goals and aspirations.

* Tier 2 schools often offer a comparable education to higher-ranked institutions.

* They provide affordable education with competitive scholarship options.

* Career-focused programs and industry connections enhance practical experience.

* Smaller class sizes often mean more personalized attention from faculty.

* Extracurricular activities at tier 2 schools support personal skill development.

What are tier 2 schools?

Tier 2 schools are institutions ranked below tier 1 schools but still offer quality education and resources. They often provide a beneficial alternative for students interested in less competitive environments with strong local industry connections.

Are tier 2 schools less reputable?

Reputation varies depending on programs and local industry perception. Many tier 2 schools are highly respected in specific fields or regions, offering quality education and career opportunities.

Do tier 2 schools offer scholarships?

Yes, tier 2 schools often provide scholarships and financial aid similar to higher-ranked institutions. Exploring each school's offerings is crucial to understanding the financial support available.

How can attending a tier 2 school benefit my career?

Tier 2 schools can offer unique career benefits, including strong local industry connections, personalized career services, and practical co-op programs that build relevant skills and experience.

Is attending a tier 2 school a good choice for international students?

For international students, tier 2 schools can provide an inclusive and diverse educational environment with opportunities to study and work in various fields, along with a potentially more affordable education. more

Loren Davies


Career development 6d
I’m interviewing for a kindergarten teacher position. Yesterday I had an interview with the director and he asked only one question “How would you explain the color yellow to a blind person?”
I’m still in shock! Is this how he treats children? Does he think they’re blind or stupid? Or was he just messing with me?

6   

  • Tye Ouellette-Tolles

    16h

    What if the yellow I see is the pink you see? Perception is everything, everyone sees the world differently, but we all have to thrive within the... parameters we are given. Whether blind, d/Deaf, or colorblind relevence to individualized education is also important. My opinion is that is an interesting disability question, but a question out of left field for sure. more

    1

  • ANDREW KINENE

    18h

    You ought to use examples.
    1.Yellow is what a banana looks like
    2. For a blind child you endeavor to explain that yellow is how warm sunshine feels

Load more...

Career development

 18h

Hiring in an era of fake candidates, real scams and AI slop - The Markup


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My name is Andrew Losowsky, and I'm Product Director & Editor at The Markup and CalMatters. A few months ago, we wanted to hire a new engineer. Hiring is always a lengthy process, but this time I had to wade through what felt like an ocean of generative AI slop. Fake and exaggerated resumes... have always existed, but now, thanks to the rise of AI tools, it's incredibly hard to know who is even real.

I get why people use AI tools to find work. Job hunting is exhausting. Every employer wants to feel special, but applying takes so long that, according to a recent report, 65% of jobseekers use AI automation tools to find work, including some that promise to "tailor your resume for each role." And why not, if employers are using AI to screen resumes anyway? (We don't do this.) However, there's also been a lot of reporting over the past year about fake candidates for technical roles.

Within 12 hours of posting the role, we received more than 400 applications. At first, most of these candidates seemed to be genuine. However, as the person who had to read them all, I quickly saw some red flags, which were all clear indicators of inauthenticity:

* Contact information, such as email addresses and phone numbers, was repeated across multiple applicants, although their names didn't always match the names in the email addresses. In at least one case, two totally different resumes were submitted under the same name, mailing address, and phone number.

* Some email addresses were formatted in a particular way, with a full name and a seemingly random number, often followed by .

* Mailing addresses were located in commercial-only areas but weren't post office boxes.

* Resumes had identical design patterns, including bolding certain phrases connected to skills and experiences.

* LinkedIn addresses were either broken, led to near-empty profiles, or contained profiles listing different employers from the resume.

These suspicions were reinforced by the answers that these inauthentic candidates gave to questions on our application form. As part of our hiring process, we asked applicants why they wanted to work with us and which projects they were most proud of. We didn't prohibit using AI to help write applications, but what we received went a lot further than using it for guidance around phrasing or language.

* Responses to "Why do you want to work with us?" followed a near-identical four-sentence pattern with minor variations:"I want to work with you because..." with a summary of the first section of our About page "As an engineer, I enjoy..." with a summary of the top of the job posting"I'm particularly interested in..." with a summary of the second section of our About page "While I haven't worked in journalism before..." with a summary of the rest of the job posting

* A few applications even included "ChatGPT says" in their answers, without acknowledging why or how they'd used ChatGPT.

* Most obviously suspect: In several resumes, the work didn't correspond with that of the stated employer but almost perfectly matched our job description. One applicant reported working for a trucking company, and, as part of their job, they "often worked closely with journalists to create data dashboards and visualizations." In the most extreme case, one person claimed they had built our website and Blacklight tool (they hadn't).

After less than a day, we removed our ad from ZipRecruiter, Glassdoor and Indeed.com, and relied on our own outreach to get applicants. Following this, the flood of probable inauthenticity slowed to a trickle.

I was curious about our probably fake applicants, so I followed up with some of them.

Several candidates said they had worked for PixelFyre Code Labs, "an information business helping all businesses succeed," whose web address goes nowhere and seems only to exist on LinkedIn. One of them said he couldn't discuss his past journalism work because "most of the work was under NDAs or white-label partnerships." I tried to set up a phone call anyway, but he never responded to multiple emails. "Due to NDA" was a common refrain from suspect candidates when questioned about their experience.

One person's resume showed relevant experience but contained several of the red flags I mentioned earlier. By chance, I happened to have a professional contact at a company listed on his application - and, to my surprise, my contact not only confirmed the candidate's past employment but also highly recommended him, so I set up a video interview.

During the interview, the candidate's answers were evasive and generic. When asked why he wanted to work for us, he said, "I want to work for you because you're doing cutting-edge technologies... You're a fast company growing 'fastly', and I'm looking for new experiences." He said he lived in Morrisville, N.C., and when I asked what he liked about the town, he said "The temperature -- the weather is amazing." Any specific places or things to see there? "No, just the weather." What's the weather like today? "It's cold all the time, it feels freezing today, yes." The temperature in Morrisville that day was 82 degrees.

I later shared a screenshot I had taken of the candidate with my contact at the publication. "That is definitely not the same [person] we'd hired," he said.

Our job ad also got picked up and shared by scammers. Someone made a fake email address similar to ours, then sent generic technical "tests" containing our logo to jobseekers, while linking to our job ad. Completing these tests led to a fake contract signed by someone claiming to be our CEO - it was at this point that the scammers requested financial information, saying they needed it to issue payments. I shudder to think what would have happened to anyone who handed over their banking details. Based on what I know about AI, creating these scams at scale is probably pretty easy.

Despite our travails, we got lucky. We had a stellar shortlist of actual people whose experiences matched their applications. We landed a fantastic new team member (welcome, Matt!), and learned a lesson: if you're hiring a remote engineer, be prepared to wade through a lot of slop.

Sincerely,

Andrew Losowsky

Product Director & Editor

The Markup and CalMatters more

Career development

 20h

I was laid off from CrowdStrike and used AI to send 800 applications in a month to land my ideal role


* Dray Jankowski, a laid-off CrowdStrike employee, turned to AI in the face of a brutal job market.

* Jankowski used an AI platform to send over 800 job applications in a month.

* He landed five interviews and eventually found his ideal role.

This as-told-to essay is based on a conversation with Dray Jankowski, former employee at CrowdStrike and current senior director of product operations and... program management at Wunderkind. Business Insider verified his identity. This essay has been edited for length and clarity.

I still remember the morning I found out I was getting laid off from CrowdStrike.

I went to bed thinking everything was fine, and when I woke up, there was a mysterious meeting on my calendar for later that afternoon.

That's when I saw the email that said the company was doing a reduction in force as it adjusted to changes driven by AI. It wasn't about financial trouble. It was sudden, impersonal, and final. At 30, it was my first layoff.

I was shaken. I worked hard to get where I was. At CrowdStrike, I was a program manager working closely with the team that makes motion sensors. I also worked at Amazon and Raytheon and consulted with companies such as Microsoft and Johnson & Johnson. I had what people would consider a "great résumé."

Little did I know how brutal the job market would become and how hard it would be to find the right fit.

The job hunt begins

In the first three months after my layoff, I applied to 52 jobs on my own, and I hated every second of it.

At first, I wasn't even looking. I had savings, and it was summer. I traveled to Yellowstone, spent time with my mom and my two dogs, and casually applied to roles I actually liked.

Instead of being quiet about my layoff, I also decided to be vocal. I started making YouTube videos and launched a podcast called "The Reboot Era," where I talked openly about layoffs and invited others to share their experiences.

Even with my background, the job-search process was frustrating. I'd turn to ChatGPT with basic questions like, "Should I update my résumé for this role?" and I started noticing how many people were stuck for months because they didn't know how to optimize it for applicant tracking systems. When I looked for help online, most of it was locked behind paywalls.

LinkedIn "Easy Apply" felt like a black hole. Company websites made me create a new Workday account every time. The process was tedious, slow, and draining. So when an AI-powered application platform reached out to me after seeing my posts about layoffs, I invited them onto my podcast with a catch: I wouldn't promote anything unless I tested it myself and believed it worked.

How AI helped me land my role

At first, the results didn't seem promising. The very first call I got was from a car wash near my house.

A week later, something changed. I started getting legitimate interview requests for corporate roles that matched my experience and salary range. One message on LinkedIn asked if I wanted to interview with a company I'd never even heard of. That's when I knew the AI had applied for me.

Over the course of about a month, the platform sent out 812 applications on my behalf. It also shows you which keywords to hit in your cover letters, and you can set your own parameters.

With AI handling the repetitive work, I could focus on preparing for interviews, refining my résumé, networking, and continuing my podcast.

In total, I received five serious interview requests that were aligned with what I wanted. I moved forward with two. One didn't pan out, but the other moved fast. Within two weeks, I had an offer.

That's how I landed my current role as senior director of product operations and program management at Wunderkind, a marketing technology company that helps brands re-engage customers who leave their websites without making a purchase.

AI didn't get me the job. It got me the interview. From there, it was on me to show up, connect, and prove I was the right person.

The takeaway

I think the job market is going in the wrong direction.

First, companies decide they can automate many standard workflows and lay off workers. Those employees are then pushed back into the open job market, forced to apply for new roles. Now, they face AI screening systems that evaluate them against opaque criteria they can't see or understand.

If the applicant is using AI as well, they get rejected by the screener AI if they sound too robotic. Then, even when you do get the interview, many offers ask you to meet with a digital recruiter who's not a real person and will ask automated questions.

None of that seems fair, and it often feels like AI is working against job seekers in this brutal market. It took me more than 800 applications to get one great offer, so it is reasonable if you need help. When used correctly, AI can be the tool that gives you your time and momentum back.

Read the original article on Business Insider more

Career development

 21h

I was laid off from CrowdStrike and used AI to send 800 applications in a month to land my ideal role


He landed five interviews and eventually found his ideal role.

This as-told-to essay is based on a conversation with Dray Jankowski, former employee at CrowdStrike and current senior director of product operations and program management at Wunderkind. Business Insider verified his identity. This essay has been edited for length and clarity.

I still remember the morning I found out I was getting... laid off from CrowdStrike.

I went to bed thinking everything was fine, and when I woke up, there was a mysterious meeting on my calendar for later that afternoon.

That's when I saw the email that said the company was doing a reduction in force as it adjusted to changes driven by AI. It wasn't about financial trouble. It was sudden, impersonal, and final. At 30, it was my first layoff.

I was shaken. I worked hard to get where I was. At CrowdStrike, I was a program manager working closely with the team that makes motion sensors. I also worked at Amazon and Raytheon and consulted with companies such as Microsoft and Johnson & Johnson. I had what people would consider a "great résumé."

Little did I know how brutal the job market would become and how hard it would be to find the right fit.

The job hunt begins

In the first three months after my layoff, I applied to 52 jobs on my own, and I hated every second of it.

At first, I wasn't even looking. I had savings, and it was summer. I traveled to Yellowstone, spent time with my mom and my two dogs, and casually applied to roles I actually liked.

Instead of being quiet about my layoff, I also decided to be vocal. I started making YouTube videos and launched a podcast called "The Reboot Era," where I talked openly about layoffs and invited others to share their experiences.

Even with my background, the job-search process was frustrating. I'd turn to ChatGPT with basic questions like, "Should I update my résumé for this role?" and I started noticing how many people were stuck for months because they didn't know how to optimize it for applicant tracking systems. When I looked for help online, most of it was locked behind paywalls.

LinkedIn "Easy Apply" felt like a black hole. Company websites made me create a new Workday account every time. The process was tedious, slow, and draining. So when an AI-powered application platform reached out to me after seeing my posts about layoffs, I invited them onto my podcast with a catch: I wouldn't promote anything unless I tested it myself and believed it worked.

How AI helped me land my role

At first, the results didn't seem promising. The very first call I got was from a car wash near my house.

A week later, something changed. I started getting legitimate interview requests for corporate roles that matched my experience and salary range. One message on LinkedIn asked if I wanted to interview with a company I'd never even heard of. That's when I knew the AI had applied for me.

Over the course of about a month, the platform sent out 812 applications on my behalf. It also shows you which keywords to hit in your cover letters, and you can set your own parameters.

With AI handling the repetitive work, I could focus on preparing for interviews, refining my résumé, networking, and continuing my podcast.

In total, I received five serious interview requests that were aligned with what I wanted. I moved forward with two. One didn't pan out, but the other moved fast. Within two weeks, I had an offer.

That's how I landed my current role as senior director of product operations and program management at Wunderkind, a marketing technology company that helps brands re-engage customers who leave their websites without making a purchase.

AI didn't get me the job. It got me the interview. From there, it was on me to show up, connect, and prove I was the right person.

The takeaway

I think the job market is going in the wrong direction.

First, companies decide they can automate many standard workflows and lay off workers. Those employees are then pushed back into the open job market, forced to apply for new roles. Now, they face AI screening systems that evaluate them against opaque criteria they can't see or understand.

If the applicant is using AI as well, they get rejected by the screener AI if they sound too robotic. Then, even when you do get the interview, many offers ask you to meet with a digital recruiter who's not a real person and will ask automated questions.

None of that seems fair, and it often feels like AI is working against job seekers in this brutal market. It took me more than 800 applications to get one great offer, so it is reasonable if you need help. When used correctly, AI can be the tool that gives you your time and momentum back. more

Career development

 1d

Dubai-based founder flags concern after Gen Z candidate questions basic company details: 'Being young isn't an excuse'


Candidates are often asked tricky questions in job interviews, but one recent Gen Z candidate left a founder completely stunned with a simple query.

Mahima Jalan, Dubai-based founder of Sorted Brand, shared the incident on X (formerly Twitter), highlighting what she sees as a worrying trend among younger professionals.

"Gen Z has a different way of working," the caption of the post reads.

The... question left her surprised, as not knowing basic company details during a job interview is considered poor work etiquette, regardless of age.

"The job description, hiring message, and emails were already shared. Not knowing basic details is poor work etiquette. Being young isn't an excuse." Jalan adds.

Jalan emphasised that serious businesses cannot run on vibes alone. They rely on preparation and ownership. Knowing key information about a company is part of showing professionalism and respect for the interviewer.

"Even for a 15-minute call, I research the client. Serious businesses don't run on vibes. They run on ownership and preparation," she adds.

HT.com has reached out to the user for more details. This report will be updated when she responds. more

Career development

 1d

Global Technical Recruiters: How AI-Powered Headhunters Help Startups Hire Faster in 2026


Global Technical Recruiters: How AI-Powered Headhunters Help Startups Hire Faster in 2026

How startups & hiring teams can use AI to hire faster, better, and cheaper

The top 2 AI recruiting software cased on my test results --

AI Recruiting Software Comparison Table

Table of Contents

· Introduction: AI is transforming recruiting in 2026

· What is AI Recruiting Software?

∘ Global technical... recruiters: what they do (and where AI fits)

∘ Global technical recruiters vs recruiting agencies vs AI recruiting software

∘ Why AI is replacing traditional hiring agencies

∘ How AI changed the hiring workflow

· The 5 Best Recruiting Sourcing Tools (AI platforms) for Global Technical Hiring

· 1. Job Compass

· 2. Jack & Jill

· 3. AI HeadHunter

· 4. Juicebox

· 5. OpenJobs AI

· Benefits of using AI for recruiting

· Who Needs Global Technical Recruiters (and/or Sourcing Tools)?

· FAQs

· Final thoughts: Should you trust AI to hire for you?

Introduction: AI is transforming recruiting in 2026

I didn't believe global technical recruiters could scale hiring without burning out. This was until I watched AI sourcing tools do the heavy lifting in real time.

Not "AI assisting recruiters." I mean tools that automate sourcing, screening, and scheduling so recruiters (or lean startup teams) can focus on judgment and closing.

Three months ago, I was refreshing my inbox waiting for agency profiles for a technical hire. I spent three weeks waiting for a recruiting agency to send me candidate profiles for a technical content writer I desperately needed to fill. The agency promised me "carefully vetted candidates within 10 business days." Day 14 arrived with two resumes; one candidate had customer service experience but had never written technical documentation. The other looked promising, but ghosted me after I sent the interview invitation. By this time, I knew I had wasted $407 total on agency fees and LinkedIn job postings.

I only tried AI recruiting because I was desperate and tired of the endless manual work. Within 48 hours, I had 12 pre-screened candidates who actually matched my job requirements. Not close matches where I'd have to compromise on something important; actual fits. My most recent hire took nine days with maybe four hours of total effort on my part.

This changed how I think about hiring completely. The old way isn't just slower or more expensive. It's fundamentally broken, and most of us keep using it because we don't realize how much better the alternative actually is.

I'm going to walk you through five AI recruiting platforms I tested myself over the past two months. Real results with screenshots, actual workflows, the mistakes I made so you won't have to, and exactly how much time and money each platform saved me. This isn't speculation about what AI might do eventually. This is what's already working right now for startups, hiring managers, and founders. If you're looking for the best AI recruiting software or want an AI headhunter for startup hiring, this guide is for you.

🙌 Affiliate Disclosure

This post contains affiliate links. If you purchase through them, I may earn a small commission at no extra cost to you. I only recommend products I trust or use myself. Your support keeps my content journey going -- thank you!

What is AI Recruiting Software?

AI recruiting software automates the hiring tasks that used to steal entire days from your calendar. The hours you spent reading resumes at midnight, the endless email threads trying to schedule interviews, the spreadsheet you swore you'd organize tomorrow. All of it gets handled automatically.

What happens behind the scenes looks like this:

- You describe the person you need to hire.

- The AI immediately starts searching job boards, LinkedIn, professional networks, and candidate databases you didn't even know existed.

- It reads every resume it finds, evaluates how well each person matches your requirements, and ranks them for you.

- By the time you check back an hour later, you've got a list of top candidates waiting for review.

What used to take three weeks of your nights and weekends now happens in 48 hours while you're doing literally anything else.

Global technical recruiters: what they do (and where AI fits)

Global technical recruiters help companies hire engineers across regions, time zones, and markets without slowing down. Their job goes far beyond posting roles and collecting resumes.

They handle global sourcing across different geographies, balancing time zones, local talent availability, and compensation expectations that vary widely by region. They --

- Screen for real technical ability, not just buzzwords, which is one of the most time-consuming and error-prone parts of hiring.

- Spend a significant amount of time reaching out to passive candidates: engineers who aren't actively job hunting but are open to the right opportunity.

- Navigate immigration limits, contractor models, or Employer-of-Record (EOR) setups, which adds another layer of complexity.

This is where AI fits in. Recruiting tools help recruiters search larger talent pools, evaluate candidates consistently, and surface the best matches faster, without manually reviewing hundreds of profiles.

Global technical recruiters vs recruiting agencies vs AI recruiting software

Global technical recruiting systems take over the hiring work that used to steal your nights and weekends:

- Find candidates you'd never discover on your own -- The AI searches everywhere simultaneously, including passive candidates who aren't actively job hunting but would be perfect for your role. You're not limited to whoever happened to see your job posting.

- Screen resumes faster than humanly possible -- It reads and evaluates hundreds of applications in seconds, pulling out relevant experience and skills automatically. No more wondering if you missed something important in resume number 83.

- Rank every candidate by actual fit -- You get match percentages based on your specific requirements, not just keyword counting. The AI understands context, so it won't skip someone great just because they used different terminology than your job description.

- Run initial interviews while you sleep -- AI video screening asks pre-qualifying questions, evaluates responses, and flags strong performers before you ever join a call. You only talk to people who've already cleared the first hurdle.

- Predict who'll actually succeed long-term -- The software analyzes patterns from thousands of past hires to show you which candidates are most likely to thrive in the role and stick around. Companies using this report much better retention rates.

- Handle all the follow-up emails you dread writing -- Automated updates keep candidates informed without you drafting the same "thanks for applying" message 50 times. Everyone hears back quickly, and your inbox stays manageable.

- Catch the fakes before they waste your time -- Advanced detection identifies AI-generated applications, verifies identities through video analysis, and flags suspicious patterns. This has become critical as remote hiring grows and fraudulent candidates get more sophisticated.

Why AI is replacing traditional hiring agencies

Traditional recruiting agencies charge $10,000-$15,000 per mid-level hire and take weeks to deliver a handful of candidates. AI recruiting software costs $100-$400 monthly and finds hundreds of matches in hours.

The operational differences tell the rest of the story. While agencies operate during standard business hours, AI runs around the clock. Their recruiters search through existing networks and contact lists. AI searches everywhere simultaneously, from job boards to LinkedIn to professional databases.

Human recruiters make subjective calls about which candidates to send your way. AI evaluates every person against the exact criteria you defined upfront, with no bias or gut feelings influencing the results.

How AI changed the hiring workflow

The old way: Post a job, wait for applications, manually read through hundreds of resumes, schedule interviews one by one, and hope you didn't miss someone great.

The AI way: Describe what you need, the software searches and screens automatically, you review top matches with clear fit explanations. The system handles scheduling, and you only join for interviews and final decisions.

Traditional hiring forced you to choose between speed and thoroughness; AI gives you both. You're actively hunting for talent across multiple platforms instead of hoping candidates find you. You're reviewing objective match scores instead of trying to remember which resume mentioned what skills.

This switch from gut feeling to consistent criteria is what makes this actually sustainable long-term.

The 5 Best Recruiting Sourcing Tools (AI platforms) for Global Technical Hiring

I tested five different platforms over the past two months, but only two were fully available for hands-on testing. The other three are still in early access, so I explored their websites, requested demos, and documented what they promise to deliver.

For the two I could actually use, I treated them like real hiring scenarios with my work email, complete onboarding, and actual job requirements. What I learned was worth the effort. For the three early-access platforms, I'm documenting what they promise, how their systems function, and whether they're worth joining the waitlist for. Full testing updates will come once they're publicly available.

1. Job Compass

Job Compass calls itself "the world's first AI-human hybrid headhunter," and that's the most accurate description I've seen for what they're actually doing. Most platforms are either fully automated or fully human. This one deliberately combines both, and the difference shows up immediately in how they work.

The best of both worlds

Pure AI recruiting buries you under hundreds of profiles where half barely match your requirements. Traditional recruiters solve the quality problem, but take three weeks to send five candidates, and even then, two didn't read your job description. Job Compass fixes both issues at once. Their AI searches everywhere simultaneously while real humans review every profile and filter out the noise before it reaches you. You get automation speed without the overwhelm, and human judgment without the wait.

Their homepage makes the promise clear: "Speed from AI. Precision from humans. Zero noise". They claim 48-hour turnaround for first matches and say 50% of delivered candidates actually get hired. If those numbers hold up, you're spending way less time interviewing people who won't work out.

What happened when I tested it

At the bottom of their site, I found the form and decided to run through it myself. I wanted to see firsthand what early access looks like.

It asked the basics: what role was I filling, part-time or full-time, salary range, candidate location, and what success actually looks like in this position? I filled it out for my technical content writer search. Part-time role, $60,000-$80,000 salary, remote location, success meaning clear content that helps people understand and trust the product. The whole thing took maybe three minutes. No uploading 10-page job descriptions or answering 20 questions about company culture.

After submitting, I got a confirmation with a green checkmark. Simple, clear, and I knew exactly what to expect next.

How their process works

During those three to four days, the system runs a two-part workflow that combines the best of both worlds. Job Compass breaks its workflow into three clear steps:

Step 1- Define your brief

You share the role, key requirements, and must-have skills. That's all they need to start the search. The form I filled out covered exactly this: role title, type, salary range, location, and what success looks like.

Step 2 -- AI plus human screening

This is where the hybrid model kicks in; AI finds the talent by searching across platforms and databases, and Humans choose the top 1% based on fit, quality, and intent. No spam, no random outreach, only serious matches. According to their site, this combination means you're getting candidates who actually align with what you described, not just keyword matches.

Step 3 -- Curated in 48 hours

You get a tight shortlist built to convert, with each candidate coming with a quick rationale explaining why they're worth your time. The promise is one to three strong options instead of 50 maybes.

Core features

AI-powered sourcing engine -- It finds people you'd never discover on your own. It searches beyond your network and surfaces candidates recruiters typically miss. The talent pool is significantly larger, which makes a real difference for niche technical roles.

Human vetting -- It's where the value shows up; every profile gets manually reviewed before reaching you. Only high-quality, relevant candidates make it through. You're not wasting hours on people who didn't read your requirements or sent generic applications to 50 companies.

Personal outreach -- This feature changes response rates completely. Candidates get contacted individually, not through mass emails. When outreach feels human and personalized, candidates respond faster, engage genuinely, and enter your pipeline with actual intent. This also protects your brand from being associated with spammy AI-recruiter tactics.

Pricing

Job Compass charges 12% of the hired candidate's annual salary, plus a one-time $299 activation fee. That fee covers initial setup, role alignment, and first-round sourcing. Once you hire someone, the $299 gets deducted from your final placement cost.

This pricing sits between software platforms ($100-$400 monthly) and traditional agencies (15-20% of salary). You only pay when you actually hire someone, reducing risk versus monthly subscriptions.

Use cases

If you're hiring for the first time and feeling overwhelmed, the curated model removes the anxiety.

- Startups without dedicated HR -- You need someone fast, but don't have time to learn recruiting tools. Job Compass handles sourcing and screening while you focus on your product.

- Remote-first companies -- Finding passive candidates across locations requires broader reach than your network. Their AI scans databases you wouldn't access manually.

- Technical roles with niche skills -- When hiring AI engineers or cloud architects, generic job boards don't cut it. Human screening catches the difference between buzzwords and actual expertise.

- High-volume hiring -- Filling multiple roles in tight timelines gets messy. Job Compass runs parallel searches and delivers curated shortlists per role.

Getting access

Job Compass is in early access, so the full platform isn't open to everyone yet. You can book a demo through their site to see how it works and discuss your needs. The booking runs through Cal.com and lets you schedule a 30-minute meeting directly.

JobCompass sits at the intersection of global technical recruiting and AI sourcing, combining automated talent discovery with human judgment to deliver curated shortlists instead of noisy pipelines.

I'll update this guide with complete hands-on results once they open more widely. For now, if AI speed plus human curation appeals to you, their demo is your next step.

2. Jack & Jill

The first time someone mentioned Jack & Jill to me, I genuinely thought they were joking. A recruiting platform named after the nursery rhyme, were we hiring toddlers now? But after exploring how the dual-agent system actually functions, the name stopped sounding silly and started sounding smart.

Jack is an AI recruiter dedicated entirely to candidates and Jill is an AI recruiter dedicated entirely to companies. You're not operating software or running searches yourself; you're hiring two agents who handle sourcing, screening, and coordination while you focus on running your business. They communicate behind the scenes, and when they both agree there's a strong match, they broker the introduction automatically.

Two sides of the same platform

Jack & Jill operate as two distinct experiences depending on whether you're a candidate or a company.

Jack: For candidates finding their next role

Jack helps job seekers discover opportunities they'd never find on their own. He runs a 20-minute profile interview, searches 10,000 new jobs every hour, and only shows you roles actually worth seeing.

The best part is that he's completely free; sign up with your regular email, and he starts working immediately. Over 49,000 candidates have already talked to Jack.

Jill: For companies hiring top talent

Jill works exclusively with employers, building detailed role profiles and matching candidates from Jack's network. She spends time understanding your company and who'll actually thrive in the role, then scans thousands of conversations to find ideal matches.

Unlike Jack, Jill requires a corporate email; I tried signing in with my personal Gmail and got blocked immediately. The platform strictly enforces this to keep the hiring side legitimate.

Testing Jill: My hands-on experience

Once I signed up with my corporate email, Jill took me through five onboarding stages.

One of these stages asked me for the job title, location, and a detailed job description, including a smart option to hide my company name from public postings.

The process felt intentional and not rushed. Each stage collected specific information needed to start the search properly.

After completing the initial setup, she scheduled a kickoff call. The call lasted about 10 minutes and felt like talking to a certified talent recruiter who has a database of every professional in the world.

Jill's sole purpose during this conversation was to find multiple candidates exactly how I wanted them for my role. She asked questions I wasn't expecting: how long of a tenure was I looking for, did the candidate need any specific prior experience, what was I looking for beyond the job description. The interface was conversational and conducted via voice, asking niche, deep questions and validated my responses in real-time. The entire experience felt less like filling out forms and more like strategizing with a human recruiter who genuinely understood what I needed. After the call ended, Jill gave me a notification

and took me straight to the dashboard.

I went to the AI chat feature immediately and typed "What skills should I prioritize for this role?" Jill responded with a well-written answer tailored to my exact needs. She broke down must-have dealbreakers versus nice-to-haves, explaining which requirements were hardest to teach and where I could stay flexible.

This strategic layer separated Jill from every other recruiting tool I'd tested. She wasn't just finding candidates; she was helping me think through the hiring decision itself.

Around five minutes after being on the platform, Jill surfaced the first profile; in just 5 minutes.

She told me everything about the person's background, experience, specific skills, and whether they were suitable according to the role's needs. There was an option to "Request Intro" right there.

One click, and Jill coordinates with Jack to reach out and gauge the candidate's interest.

Within an hour, Jill had found multiple candidates. I wasn't sorting through hundreds of resumes wondering which ones mattered. I was reviewing curated matches with clear explanations of why each person fit.

On the right side of the dashboard, I could see complete candidate details: educational background, work experience, certifications, and the tools they excelled in. Everything was organized cleanly, making evaluation fast.

Each profile also had a "Pass" option to remove candidates from my results immediately without awkward follow-up emails.

Above all of these features, there's an "Edit Brief" option that lets you change any detail you initially provided. Jill adjusts her search based on the updated brief.

The Pipeline section shows total connections where you've requested intros and who's actually responded. You can see at a glance where each candidate stands: Introduction Requested, Introduction Made, or Archived.

I could also add multiple roles simultaneously, and Jill handles them all in parallel without me juggling separate processes.

Core features

- Activity tracking -- Green means active, yellow means passive, gray means inactive. You know exactly who's ready to engage versus who'll ghost you. Jill prioritizes candidates based on these signals.

- Coordinated introductions -- Jill messages Jack before making any intro. Jack evaluates if the role fits what the candidate wants. If it makes sense, the introduction happens with full context on both sides. No awkward cold emails with the turnaround of 24-48 hours.

- Strategic recruiting advice -- Ask Jill recruiting strategy questions anytime. Should you prioritize one skill over another? Where can you stay flexible? You're getting a recruiting consultant who understands what you're trying to accomplish.

- Team collaboration -- Invite peers so everyone's connected to the hiring process. No more forwarding resumes through Slack or losing track of who reviewed which candidate.

Pricing

- Pay 10% of the first-year salary only when you actually hire someone. No upfront fees, and you get everything back if they leave within three months.

- If you're VC-backed, your first hire is completely free, worth up to £25,000 or $32,000.

Use cases

- Startups scaling quickly -- Fast-growing companies filling multiple roles simultaneously with access to passive candidates from top companies.

- Technical hiring managers -- Niche technical positions requiring specific expertise, where conversational AI catches nuances that keyword searches miss.

- Competitive talent markets -- Roles where top talent isn't actively on job boards and you're tired of candidate ghosting.

Final verdict

Jack & Jill stands out for one simple reason: it lets hiring teams skip upfront risk while still getting high-intent, pre-vetted candidates. The pay-only-when-you-hire approach aligns incentives in a way traditional agencies rarely do. This makes every introduction feel more intentional and less like a numbers game. For lean teams that care about outcomes more than activity, it turns recruiting from a gamble into a measured, trackable process.

3. AI HeadHunter

Every time you manually scan another resume, that's a tiny tax on your future income. You pay it in energy, focus, and missed opportunities for higher-value work.

AI HeadHunter removes that tax. It handles the repetitive, pattern-based evaluation work at scale, leaving you with the part humans are still best at: reading between the lines and deciding who actually gets introduced to your client.

What it does

AI HeadHunter automates outbound recruiting from the moment you define a role to the moment you're ready to make an offer. You're not posting jobs and hoping someone applies. You're actively hunting candidates across LinkedIn, GitHub, databases, and professional networks most recruiters never touch. The platform learned from 55,000+ analyzed resumes, so it knows the difference between genuine expertise and someone who just memorized the right buzzwords.

The workflow moves faster than you're probably used to. Automated interviews screen each candidate based on what the role actually needs. Scoring happens using consistent criteria so your personal biases don't filter out strong people, and outreach runs on autopilot.

You're not spending three days coordinating calendars through 12-email threads just to book one intro call. When you find someone worth moving forward with, everything exports directly into whatever ATS you're already using. Your team doesn't learn new software or rebuild workflows that already work fine.

What makes this platform different starts with who built it. The same team created Interview Screener, an AI platform already handling automated candidate evaluation for other companies. They've shipped working products before, which means you're not betting on someone's first experiment with recruiting AI. The beta invite was still open when I checked, so you can get access now instead of waiting six months on a waitlist.

Core features

Smart sourcing -- The AI searches everywhere simultaneously and surfaces passive candidates who aren't even looking yet. This means you're finding people your competitors don't know exist.

Profile enrichment -- Candidate data gets pulled from public sources automatically and built into comprehensive profiles without you visiting five different websites.

Resume parsing -- The system extracts and structures resume information in seconds, understanding context and intent beyond surface-level keywords.

Candidate scoring -- You get match percentages based on your specific requirements with clear explanations of why someone scored high or low.

Semantic scoring -- If a job requires "LLM summarization" and a resume mentions "building RAG pipelines," the system recognizes they're describing the same capability despite completely different wording.

ATS integration -- Everything exports directly to your existing applicant tracking system without rebuilding workflows or forcing tool switches.

Chrome extension (Coming Soon) -- Launch personalized, AI-powered messages from LinkedIn, GitHub, or any talent profile with a single click, with real-time scraping and auto-invite tracking.

5,000+ tool integrations -- Works seamlessly with Salesforce, LinkedIn, Gmail, Notion, Zapier, Google, Outlook, and Slack without writing a single line of code.

High-value placement focus -- Built specifically for executive, healthcare, finance, legal, and life sciences roles where salaries range from $250,000 to $2 million. This means every week saved directly increases your annual income.

Use cases

- Independent recruiters -- If you're competing with 10-person agency teams while working solo, AI HeadHunter gives you the same sourcing speed without hiring help.

- Startup and SME HR teams -- If you're juggling recruitment plus 12 other responsibilities, the platform screens candidates automatically so you only interview people who actually fit.

- Recruitment agencies -- If you're managing 20 roles across 10 clients, automation runs parallel searches and surfaces top matches without you sorting hundreds of profiles manually.

Getting early access

AI HeadHunter is in early access, so the full platform isn't publicly available yet. You can request a demo

or join the early access list through their website.

Once I get hands-on access and run real hiring scenarios, I'll update this guide with honest assessments of whether the platform delivers on its promises. For now, if you're placing high-value candidates and speed determines whether you win or lose searches, joining the waitlist makes sense.

4. Juicebox

I used to spend three hours scraping LinkedIn for maybe 50 usable profiles. With Juicebox, one search returned 2,800 qualified candidates in the time it took to sip a coffee, pulled from 800 million profiles across 30+ data sources.

Every profile came pre-filtered by skills, experience, and geography, so the work started at "shortlist," not "search". That single search gave me more qualified candidates than three months of LinkedIn job postings combined.

Testing Juicebox: My hands-on-experience

After signing up, Juicebox didn't throw me straight into the dashboard. It asked me a few setup questions first: organization name,

what role best described me

one final option to invite team members, then I was in.

This two-minute workflow felt short compared to platforms that make you fill out 15 fields before you're allowed to do anything useful.

Once inside the main search interface "PeopleGPT", Juicebox offers three ways to search.

Upload a job description,

type what you need in plain language, or use Boolean expressions if you're feeling technical.

I went with natural language because midnight Boolean logic isn't my idea of fun.

Juicebox had a different approach of asking the role requirements, it asked for experience level, location, required skills, and industry, all in one line. I filled it out exactly how I'd explain the role over coffee. Technical content writer, 2+ years experience, India-based, comfortable explaining cybersecurity and AI topics to non-technical audiences.

One click later, 2,800 candidates appeared, not in five minutes, but immediately. Each profile came with complete backgrounds, skill breakdowns, and clear explanations of why they matched.

Clicking any profile opened their full details without navigating away from the page.

No toggling between tabs, no wondering if impressive LinkedIn headlines actually meant real skills, no losing track of who I'd already reviewed. Everything stayed in one clean interface that made sense.

Core features

Autopilot screening -- Autopilot asks role-specific questions that filter candidates on what determines success. For my technical writer search, it asked about content creation experience, proofreading track records, and IT industry familiarity. Not generic questions anyone could answer.

The AI handles the detective work while you focus on decisions, filtering out candidates who look good on paper but don't pass the critical requirements.

Talent insights -- The Insights tab turns your candidate pool into 15+ interactive charts that decode exactly where your talent lives.

Instead of posting jobs and hoping someone from the right city applies, you know precisely which markets to target before you waste a single hour on outreach.

Email sequences -- AI-generated templates personalize every message with candidate names, relevant experience, and specific skills. This boosts response rates by up to 40% compared to the "Dear Candidate" emails we've all sent and regretted.

Multi-step sequences follow up automatically. They track who's opening versus who's ghosting you, and let you adjust messaging based on what's getting replies instead of what sounded clever when you wrote it at 11 PM.

ATS integration -- Every shortlisted candidate flows directly into 50+ systems, including Ashby, Lever, and BambooHR, without you copying and pasting a single field.

You can import job descriptions from your ATS to kick off searches automatically. Also, the platform syncs bidirectionally so you're never stuck wondering which system actually has the latest version of anything.

Juicebox agents -- Agents run recruiting while you're sleeping, or doing literally anything that isn't manually sourcing candidates. Define the role once, review three profiles so the AI learns what "good" looks like to you, then choose whether agents should auto-shortlist or auto-email candidates.

Agents search continuously through 800M+ profiles, score new candidates, and handle outreach without you lifting a finger. The system learns from every action, passes on candidates with certain backgrounds, and future searches adjust, or consistently shortlists specific profiles.

Pricing

- Free (9$/month)- Limited searches to test whether AI-powered sourcing actually finds better candidates than manually scrolling LinkedIn for hours.

- Starter ($119/month) -- Unlimited searches with 250 contact credits, which means running three active hiring projects without worrying about search limits.

- Growth($179/month) -- Built for small teams with 1,000 contact credits, including phone numbers, plus collaboration features so everyone stops emailing spreadsheets back and forth.

- Business (Custom pricing) -- Unlimited contact credits, ATS integration, dedicated onboarding, and priority support for companies hiring at scale across multiple departments.

- Juicebox agents ($300/month for 2 agents) -- AI agents run 24/7 sourcing and outreach with unlimited credits, which breaks down to about $5 per day for automation that never sleeps.

Use cases

- Startups without dedicated recruiters -- Juicebox lets early-stage teams hand off sourcing and screening, so founders keep shipping product while a steady pipeline of qualified candidates keeps coming in.

- Recruitment agencies managing multiple clients -- It helps agencies keep every client search moving by auto-sourcing candidates, enriching profiles, and organizing separate pipelines so recruiters spend more time closing roles than chasing leads.

Final verdict

Juicebox earns its place in the stack by doing the boring work of sourcing while surfacing candidates who actually know their craft. The real win is how its agents keep learning from each search. So, over time, the pipeline feels less like random profiles and more like a curated list of people worth talking to. If you prefer paying $119 monthly over $8,000 agency fees per hire, this platform deserves a trial.

5. OpenJobs AI

OpenJobs AI works like a calm, organized coordinator who steps in, cleans up your messy pipeline, and hands you candidates who genuinely fit the role. It gives back control of your time while still keeping the bar high for who gets into your pipeline.

What OpenJobs AI does

OpenJobs AI simplifies recruiting by automating everything except the human judgment that matters most. Upload requirements and it delivers a focused shortlist with process insights, so hiring feels deliberate instead of desperate.

Intelligent recruitment in three steps

OpenJobsAI's workflow follows a clean three‑step structure that matches how hiring actually works:

- Import job requirements -- Upload or paste role details, and the AI automatically extracts key skills, experience levels, and culture needs without manual tagging.

- AI intelligent search -- Matches candidates from large pools using multi‑dimensional scoring for background, experience, and fit, ranking them by actual relevance.

- Automated communication -- Handles outreach, interview scheduling, and status updates intelligently, managing the entire pipeline without constant manual intervention.

This combination means you're not managing ten different tools or chasing candidates through email threads. Everything lives in one place with clear visibility into what's working.

Core features

- Intelligent candidate search -- Instead of wrestling with filters for half an hour, you drop in a JD or even a messy role description and let the AI figure it out. It parses skills, experience, and context, then surfaces candidates who make sense for the role, not just whoever stuffed the right keywords into their resume.

- Smart filtering system -- Every profile gets scored across background, experience, and culture fit, so your first view is a ranked list rather than a chaotic inbox of applicants. The match percentage isn't a black box either. It nudges you toward "here's who to look at first" instead of "good luck, hope you find someone in there."

- Data analytics & insights -- The analytics view turns all that activity into something you can reason about: emails sent per day, response rates, funnel drop‑offs, and where candidates tend to stall. Instead of guessing why a role is stuck, you see it on the dashboard and can fix the right part of the process.

Pricing

Pricing details like monthly tiers or credit systems haven't been mentioned yet. With the tool currently on waitlist, expect those to surface later. I'll update this section as soon as concrete info becomes available.

Getting access

OpenJobs AI isn't one of those "sign up and start clicking" platforms yet; it's running invite‑only with a waitlist that lets you jump the line before LinkedIn starts buzzing about it. Fill out the form, get early access, and you'll be testing real workflows while everyone else waits for the public launch.

Once a full version drops and I can test real hiring workflows, this guide gets updated with screenshots, honest results, and what works in practice.

Benefits of using AI for recruiting

The recruiting world shifted faster than most people realized. Teams spending weeks on manual screening now fill roles in days. The gap between companies using AI recruiter tools and those still doing everything manually keeps widening, and it shows up in every hiring metric that matters.

Here's what the numbers actually look like when you make the switch:

- Hiring speed increases by 75 percent -- AI-powered screening cuts resume review time by 75 percent, processing what used to take three days in hours. Recruiters who managed 50 applications daily now handle 500. Leaving you time to actually talk to candidates instead of managing inbox chaos.

- Cut gender bias by 54 percent -- AI expands sourcing through networks traditional methods never touch. Blind resume screening cuts gender bias by 54 percent, while AI-powered tests boost hiring of underrepresented minorities by 35 percent. You're discovering talent your manual process systematically missed.

- Reduce hiring costs by 30 percent versus agencies -- AI recruiting tools cut costs by up to 30 percent compared to traditional methods. Instead of paying $10,000 agency placement fees, you're investing in monthly subscriptions running $100 to $400. After just one hire, that difference pays for your entire recruitment tool for a year. It could also fund three additional team members when you're scaling and watching every penny.

- Make hiring decisions 40 percent more accurate -- AI-driven interview analytics make hiring decisions 40 percent more accurate by analyzing patterns from thousands of past hires. You're identifying candidates likely to succeed in your specific environment instead of relying on gut feeling alone.

These improvements aren't theoretical. They're happening right now for teams who made the switch.

Who Needs Global Technical Recruiters (and/or Sourcing Tools)?

AI recruiting isn't just for Fortune 500 companies with massive HR budgets. It's built for the teams struggling most with hiring, the ones juggling ten responsibilities at once and watching great candidates slip away because they couldn't move fast enough.

- Early-stage startups (0-50 employees) -- You're building product, talking to customers, raising funds, and somehow also hiring. Posting jobs gets 200 applications where 180 are irrelevant. That's where AI makes the difference, handling sourcing and screening while you focus on final interviews. Your first five hires set company culture, so moving fast without lowering standards matters most.

- Growth-stage companies (50-500 employees) -- If you're hiring across multiple departments simultaneously, your small HR team can't keep up with 10-15 open roles. This is when AI becomes essential. It runs parallel searches for engineering, sales, and operations without sacrificing quality or burning out your team.

- HR teams with no dedicated recruiter -- You're handling onboarding, payroll, and five open positions. Recruiting happens at 9 PM after everything else. AI changes this dynamic completely by automating sourcing and screening, so you're managing a real pipeline instead of rebuilding from zero every Monday.

- Solo founders hiring for the first time -- You've never written a job description, and recruiters want $10,000-$15,000 when your runway is eight months. AI recruiting tools costs $100-$400 monthly and guides you through the process without the financial risk.

- Global remote teams -- Your best talent lives across continents, but coordinating across time zones kills momentum. AI solves this by engaging candidates 24/7 in their local hours and handling async screening. So, you're building distributed teams without the logistical nightmares.

- Agencies handling 20-100 clients -- Manual sourcing eats 60-70 percent of your time instead of closing placements. AI flips this ratio by automating discovery and outreach across all client searches simultaneously, freeing you for relationship-building and deal-closing.

- Companies scaling engineering or sales roles -- You need 10 engineers or 15 sales reps by quarter-end, and traditional methods take 6-8 weeks per role. The math simply doesn't work. AI screens hundreds against consistent criteria and flags top performers. So, you're filling seats with qualified people instead of panic-hiring whoever's available when deadlines hit.

If you're in any of these situations, you're exactly who AI recruiting software was built for.

FAQs

Q1. What are the best recruiting sourcing tools in 2026?

The best tool depends on what's broken in your hiring process. JobCompass works well for first-time hirers needing human curation. Jack & Jill excels when scaling quickly with its dual-agent system. Juicebox dominates high-volume searches across 800 million profiles. AI HeadHunter handles agencies managing multiple client searches. Test free trials before committing, because what works for a 500-person company might overwhelm a five-person startup.

Q2. Is AI recruiting software replacing recruiters or helping them scale?

AI replaces repetitive tasks, not strategic thinking. It automates up to 70 percent of administrative recruiting work, handling resume screening, sourcing, and scheduling. The best teams use AI for efficiency and humans for relationship-building and cultural fit assessment. You're not choosing between AI and recruiters; you're choosing what your recruiters spend time on.

Q3. Is AI hiring software accurate?

Accuracy improves with usage because the system learns from your decisions. Platforms like Juicebox and Jack & Jill get smarter over time based on who you shortlist and pass on. Vague job descriptions produce scattered results. Specific criteria produce tight matches, with most platforms reaching 95 percent accuracy after 6-12 months.

Q4. How does AI screen resumes?

AI understands what skills actually mean in practice, not just keyword matches. When a candidate mentions "customer retention strategies" and your role requires "churn reduction," platforms like Juicebox recognize they're solving the same problem. You're finding qualified people your keyword-based ATS would have rejected.

Q5. Is AI recruiting legal?

Yes, but you need to use it the right way. Be honest with candidates that AI is part of your process. Check regularly to make sure it's not accidentally filtering out qualified people unfairly. Keep humans in charge of final decisions, not the software. Document everything and work with legal counsel because regulations change faster than most teams realize.

Q6. What do global technical recruiters do?

AI recruiting software addresses the exact constraints startups face. Platforms like Jack & Jill charge 10 percent of salary only when you hire, while Juicebox costs $119-$179 monthly instead of $10,000 agency fees. Job Compass handles sourcing and screening so founders focus on building product instead of sorting resumes.

Q7. What is an AI headhunter?

An AI headhunter finds people who aren't looking for jobs yet. Platforms like AI HeadHunter and Job Compass identify employed candidates, analyze fit, and initiate contact on your behalf. You're tapping into the 70 percent of professionals who aren't actively job hunting but would consider the right opportunity, instead of competing for the 30 percent already looking.

Final thoughts: Should you trust AI to hire for you?

Yes, trust AI to help you hire, but don't let it replace your judgment completely. The future of hiring isn't about choosing between technology and intuition. It's about letting AI handle the tedious work. While you focus on the human side of hiring: reading between the lines, sensing cultural fit, and making the final call on who gets the offer. AI won't replace recruiters, but recruiters who use AI will replace those who don't.

So here's what I'd suggest you do next. Pick one tool from this guide and test it this week.

- Go with Jack & Jill if you want curated matches with zero upfront cost.

- Try Juicebox if you need 2,000 candidates screened by tomorrow.

- For Job Compass, AI HeadHunter, and OpenJobs AI, join their early access lists now so you're first in line when they launch publicly.

Just pick something, take one small step, and see what happens when you stop doing it the hard way.

Did this guide help you rethink how you approach hiring? I'd love to hear which tool you're testing first. Drop a comment below and let's talk about what's actually working for your team. more

Career development

 1d

HR sends biting email to applicant who declined their interview request, claim they lack 'professionalism': 'I've already accepted a job and joined'


If you're declining a job interview, do you still have to try to impress them?

Looking for a job is not fun. It requires a lot from you, and you aren't always able to give. It requires a lot of pitching yourself at every turn, and that can take a lot out of you. If you want a new job, you probably have some level of dissatisfaction in your life. You probably don't take it lightly. But you also... have to ask for what you want when you want it. Or else people might take advantage of you. Because the job market is so tough, you really have to look out for yourself, because no one else will.

There are so many annoying double standards in the world of job hunting. Jobs are allowed to ghost you without warning, and they do it all the time. How many times have you sent in a job application just to hear absolutely nothing forever and ever? It's kind of the expected mode. But the minute you hear from them, you're supposed to be trigger-ready to send anything they need, and be anywhere they ask at the drop of a hat. But what about your needs and wants? What about your life, which is more often than not takes priority? Recruiters and HR managers don't always make it easy to be on their side. They want what they want when they want it, and nobody else gets a lot of wiggle room. That's what happened in this story. more

Career development

 1d

Nike's Most Advanced Daily Trainer Can Also Add "Perfect White Sneaker" to Its Résumé


There's no simple way to describe the Pegasus Premium. Maybe because it's not a simple shoe.

Combining three distinct eras of cushioning innovation, the model also debuted the first-ever full-length Air Zoom unit. Suffice to say, it arrived in 2025 as Nike's most advanced daily trainer ... ever.

Go ahead and add "perfect white sneaker" to its résumé.

Nike's new "Running Is Mental" collection... includes arguably the cleanest execution of the Pegasus Premium to date, grounded by four off-white hues including "Platinum Tint," "Grey Fog," "Iron Grey" and "Reflect Silver."

The result is a refreshingly streamlined take on the technical runner that feels more dynamic than sterile, inviting everyday wear high-mileage training, alike. more

Career development

 1d

Regional Representative, Whitehorse


Note: This position is eligible for a Yearly Isolated Post Allowance (IPA) for up to $10,604 for an incumbent with dependents and $7,936 for an incumbent without dependents. The allowance covers the following admissible categories: Environmental Allowance, Living Cost Differential, Fuel & Utilities Differential and Shelter Cost Differential.

NOTES:

Internal applicants should submit their résumé... online through HRMS.

Indeterminate PSAC employees who meet the qualifications of this position can request a transfer in accordance with the relevant collective agreement by submitting an application on or before the closing date. Please upload a cover letter indicating that you are requesting a transfer as well as a resume in your candidate profile (if not previously done) and indicate "Yes" under "Employment Information".

Employment Equity at PSAC is focused on five groups: women, Indigenous peoples, racialized persons, persons with disabilities, and the 2SLGBTQIA+ community. If you belong to one or more of these groups, please consider responding to the voluntary employment equity section of the online application.

All individual information collected from this questionnaire will be kept strictly confidential.

In many cases, you may identify in more than one designated group. For example, you may identify yourself as an Indigenous person and a person with a disability and a woman.

False declarations will be taken seriously and may prompt an investigation or further actions, as necessary.

Please contact HRactionRH@psac-afpc.com to obtain this questionnaire in an alternate format (e.g., large print), should you need more information, or require assistance in completing this questionnaire.

For accommodation needs or to obtain a copy of the documents in alternate format, please email hractionrh@psac-afpc.com. more

Mari Parson


Career development 1w
At our office everyone usually goes out to nearby cafes for lunch. I don’t really like restaurant food, and I don’t trust how it’s prepared, so I bring homemade food in containers.
We have a small kitchen where we can make tea or coffee, and there’s even a microwave.
The problem is that my coworkers don’t like the smell after I eat. They say the office smells like food for half the day.
I’ve... tried explaining that I prefer healthier food but it doesn’t really help. I keep noticing their annoyance, and I feel pressured. What should I do?

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2   

  • Kim Skorka

    1d

    You're in a shared space, so you need to be mindful of smells. I recommend bringing food that doesn't need to be heated up.

  • Makeba Kedem-DuBose

    4d

    If there is a kitchen provided, why should you be forced to change your eating habits to please them? However, I am quite curious about what you are... eating that has everyone complaining. I'd ignore them, and if their complaints persist I'd be inclined to refer to HR. more

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Career development

 1d

Jonathan Carver Moore Is Building the Art World He Wanted to Walk Into


When Jonathan Carver Moore talks about his gallery, he rarely starts with sales figures or artists' résumés. He starts with a feeling. The feeling of walking into a space and not wondering whether you belong there.

That instinct is on display this week at the FOG Design + Art Fair in San Francisco, where Moore is presenting a solo booth of new paintings by Sesse Elangwe, developed during the... artist's recent residency with the gallery. The work is lush and exacting, saturated with color and attention, but what Moore is really staging is an argument. Art should meet people where they are. A gallery should feel like a conversation rather than an exam.

It is an approach shaped less by art world convention than by Moore's own path into it. Before opening his eponymous gallery in 2023, Moore worked in nonprofit communications and institutional development, including roles focused on criminal justice reform and racial equity. He came to San Francisco nearly a decade ago for that work, without plans to open a gallery, but with a habit of collecting, installing, and quietly selling art wherever he landed. Offices became rotating exhibitions. Conversations with donors drifted toward artists and objects.

In retrospect, Moore sees those moments as training. Learning how to read a room. Learning when to talk and when to listen. Learning that people often want permission to ask questions before they want answers.

That sensibility now defines his gallery at 966 Market Street, at the edge of the Tenderloin and within the city's Transgender Cultural District. The address matters to Moore. The block sits near the site of the 1966 Gene Compton's Cafeteria riot, an early flashpoint in the fight for transgender rights, years before Stonewall. For Moore, history is something you live alongside, not something you borrow for atmosphere or cache.

The gallery's program reflects that mentality. Moore works with artists who are Black, queer, Indigenous, women, and others whose practices have often been sidelined. But he resists framing the program as corrective. He focuses on creating situations where artists, collectors, and first-time visitors meet on equal footing. Artists are given time, space, and an audience, often through a residency program housed next door to the gallery, where they live and work for weeks before debuting new bodies of work.

That residency model feeds directly into the FOG presentation. Elangwe, a Cameroonian-born painter now based in San Antonio, spent seven weeks in San Francisco photographing local residents and absorbing the city's rhythms. The resulting paintings place his subjects against recognizable Bay Area backdrops, weaving portraiture into place with a steady hand and an eye for bombastic color that still feels rooted in reality.

For Moore, the goal is not simply to introduce an artist to a fair audience, but to give collectors a reason to care about the art, a personal relationship instead of buying a work because they are following a trend or what the market says is "hot" at any given moment. "People are buying to live with this work," he said during a recent interview. "They're buying something that becomes part of their daily life."

That philosophy shapes how Moore thinks about collecting more broadly. He is open about the importance of welcoming new buyers early, before habits harden and anxieties set in. Pricing is discussed plainly. Conversations begin with what the viewer sees rather than what the artist intended. He aims to treat curiosity as a strength.

The long view matters to him. Moore often talks about collectors who started with modest purchases and grew alongside the gallery. A couple who once hesitated over a $4,500 painting later became among his most consistent supporters. Another first-time buyer went on to support an institutional exhibition. Moore recounts these stories with modesty and a measured tone. For him, it's clear that the only way relationships can develop is over time.

That perspective was sharpened when Moore brought his gallery to the Atlanta Art Fair last fall. Amid a crowd that skewed younger and more local than at many, more established, art fairs, he noticed a shift in the room. The audience felt familiar. Cultural reference points landed quickly. A painting depicting a Black woman doing her hair in a kitchen with a hot comb resonated without explanation. Moore was struck by how rare that ease had felt elsewhere.

Atlanta did not change his thinking so much as confirm it. The next generation of collectors is present. They respond when invited into the conversation with openness and patience.

That forward-looking approach also shapes how Moore thinks about fairs like FOG, which sits at the intersection of art and design. Rather than resisting that overlap, he leans into it. His booth is staged in collaboration with the San Fransico design studio Coup D'Etat, placing furniture and paintings in dialogue without turning the presentation into a lifestyle vignette. The aim is familiarity. Visitors are encouraged to imagine how the work might live with them.

"People should be able to see themselves with the work," Moore said. "That changes how they engage with it."

The clarity of that vision comes, in part, from Moore's position outside traditional gallery pipelines. He did not apprentice in blue-chip spaces or inherit a set of unspoken rules. He learned by asking questions and acting on instinct. When he opened the gallery, he moved quickly to establish a residency program. When he wanted to collaborate, he reached out directly. Momentum followed.

"I didn't know there was a chain of command," he said, laughing. "So I just kept moving."

That instinct places Moore in an interesting position within the Bay Area's art ecosystem. As galleries in Los Angeles contend with consolidation and closures, he speaks less about rivalry than connection. He talks openly about strengthening ties between Northern and Southern California, about sharing artists and audiences, about building networks that feel durable rather than extractive.

For now, Moore's focus remains close to home. FOG offers a chance to show what his gallery has been building over the past three years: a model grounded in access, patience, and sustained attention. It is not a reinvention of the art fair or the gallery system. It is something quieter. A belief that art works best when people feel comfortable enough to stay and look. more

Career development

 1d

Interactive Tableau Resume Creation


I already have every piece of my career history, education details, and technical skills organised in a single MS Word workbook. What I need now is an eye-catching Tableau dashboard that turns that raw sheet into a living, interactive résumé. The finished product must be delivered as a self-contained Tableau workbook (.twbx). When I open it, I want three clearly defined views -- Work Experience,... Education, and Skills -- tied together with dynamic filters so a viewer can quickly slice the story: * Date range selections to focus on specific periods * Job-title filtering to spotlight particular roles * Skill filters that instantly surface the capabilities most relevant to the audience Smooth navigation and clean visual hierarchy are essential; think timelines, bar or gantt-style visuals, elegant icons -- whatever best communicates the data while keeping the interface professional and intuitive. I should be able to swap in new rows in the source Excel file and see the dashboard refresh with minimal effort, so please build with maintainability in mind and document any calculated fields or parameters you create. Deliverables 1. Tableau workbook (.twbx) connected to the supplied Excel file to be created from word file. 2. Brief step-by-step note on how to update data and publish the dashboard If the interactivity works flawlessly and the design looks polished on Tableau Public and I get used excel file, I'll consider the project complete. So first organise the data into excel file.

Project ID: 40173513

About the project

1 proposal

Open for bidding

Remote project

Active 56 yrs ago

Place your bid

Benefits of bidding on Freelancer more

Linda Wentworth


Career development 3d
In our nail salon there’s a manicurist who keeps cutting clients and always blames the tools or the clients themselves. She’s friends with the manager, so she never gets punished.
A client complained again and all of us were fined even though it wasn’t our fault. The manager wouldn’t listen and even promoted the manicurist who caused it.
I don’t know how to keep working like this. Maybe it’s... time to change salons.

 more

  • April Raven Robbins-Bobyn

    1d

    My daughter is a nail tech, I know that it takes a lot of hard work to get your license. I would not allow anyone to jeopardize that. You can take... your license anywhere. You can even use it to get licensed in another state. Contact the CEO of the company and let them know what is going on. Don't allow the manager to ruin your reputation or your license. Make sure that your station is up to code and that you are doing everything by the book because if the state does come to your shop ( a customer can complain) they are going to look at everybody working there. Cover your azz. more

  • sarah music Nakawombe

    1d

    Have a talk with the CEO, move as a team with other staff who are sidelined. The other one is just a manager, otherwise if the CEO is not in the know... of all this, his/her business might collapse, customers will keep going and high staff turn over without her consent. more

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