Anonymous member


Career development 6h
I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more
11   

  • Donna Barnes

    1h

    I don't have any positions or words of advice, but want to say I am sorry that you experienced this. Unfortunately, this happens far too often. I am... sorry it has happened to you. I wish you the very best.  more

  • Author

    5d

    ICT Support staff

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Career development

 5h

Trump admin's AI blunder floods streets with unprepared ICE agents: report


An AI blunder reportedly sent unprepared federal immigration agents into the streets.

In a stunning tech failure, U.S. Immigration and Customs Enforcement's rush to beef up its force with 10,000 new officers blew up in its face when a faulty artificial intelligence system sent undertrained recruits into the field, two law enforcement officials familiar with the error told NBC News.

The bungled... AI tool was supposed to surface applicants with law enforcement credentials for ICE's "LEO program," a four-week online training shortcut for experienced law enforcement officers. Instead, the system went haywire, flagging anyone with "officer" in their résumé -- including compliance officers and aspiring agents -- for the abbreviated course. Applicants with no law enforcement background have to take an eight-week training course in Georgia, where they learn how to handle a gun and undergo fitness tests.

"They were using AI to scan résumés and found out a bunch of the people who were LEOs weren't LEOs," one official said.

Most new hires were wrongly classified as law enforcement veterans, even though many had zero experience with police or a federal agency.

The blunder wasn't caught until mid-fall, over a month into the recruitment blitz. ICE scrambled to implement manual reviews and order the mislabeled agents back to proper training.

The $50,000 signing bonus hiring spree, funded by Congress's One Big Beautiful Bill, officially hit its 10,000-officer target on paper. But behind the numbers, the agency's actual street-ready force fell far short, the officials admitted, as improperly trained agents required remedial courses before deployment. more

Career development

 5h

Ice Error Meant Some Recruits Were Sent Into Field Offices Without Proper Training, Sources Say


As Immigration and Customs Enforcement was racing to adhd 10,000 caller officers to its force, an artificial intelligence correction successful really their applications were processed sent galore caller recruits into section offices without due training, according to 2 rule enforcement officials acquainted pinch the error.

The AI instrumentality utilized by ICE was tasked pinch looking for... imaginable applicants pinch rule enforcement acquisition to beryllium placed into the agency's "LEO program" -- short for rule enforcement serviceman -- for caller recruits who are already rule enforcement officers. It requires 4 weeks of online training.

Applicants without rule enforcement backgrounds are required to return an eight-week in-person people astatine ICE's academy astatine the Federal Law Enforcement Training Center successful Georgia, which includes courses successful migration rule and handling a gun, arsenic good arsenic beingness fittingness tests.

"They were utilizing AI to scan résumés and recovered retired a bunch of the group who were LEOs weren't LEOs," 1 of the officials said.

The officials said the AI instrumentality sent group pinch the connection "officer" connected their résumés to the shorter four-week online training -- for example, a "compliance officer" aliases group who said they aspired to beryllium ICE officers.

The mostly of the caller applicants were flagged arsenic rule enforcement officers, the officials said, but galore had nary acquisition successful immoderate section constabulary aliases national rule enforcement force.

Both rule enforcement officials noted that ICE's section offices supply much training beyond what is provided astatine the academy aliases successful the online people earlier officers are sent retired onto the thoroughfare and that the officers singled retired by the AI instrumentality about apt received that training. The officials weren't authorized to speak publically and said to Beritaja connected information of anonymity.

The Department of Homeland Security didn't respond to a petition for comment. The AI correction was identified successful mid-fall -- complete a period into the recruitment surge -- and ICE instantly began taking steps to remedy the situation, including manual reviews of résumés of caller hires, the officials said.

"They now person to bring them backmost to FLETC," said 1 of the officials, referring to the Federal Law Enforcement Training Center.

The AI instrumentality was initially the system utilized to categorize résumés, the officials said. The officials weren't judge really galore officers were improperly trained. It's besides not clear really galore whitethorn person been sent retired to statesman migration arrests.

As the migration agency surges agents into American cities, their enforcement strategies are progressively questioned by section rule enforcement, organization groups and lawmakers pursuing the shooting decease of Renee Nicole Good successful Minneapolis by ICE serviceman Jonathan Ross.

Ross had much than 10 years of acquisition with ICE and wouldn't person been taxable to the AI screening for caller recruits.

The correction highlights the situation of training specified a ample number of caller recruits arsenic ICE continues to ramp up operations to boost deportation numbers amid unit from the White House. ICE has besides placed immoderate caller recruits into a training programme earlier they completed the agency's vetting process, Beritaja has reported.

In Minneapolis alone, much than 2,000 ICE officers person been sent to the area to boost arrests, and they person apprehended complete 2,400 group since Nov. 29, DHS spokesperson Tricia McLaughlin said. Minnesota has sued to effort to region DHS.

ICE had a instruction to prosecute 10,000 caller officers by the extremity of 2025 and offered caller recruits $50,000 signing bonuses utilizing the money Congress allocated nether the One Big Beautiful Bill. One of the officials said that though ICE met the extremity connected paper, bringing backmost group who were misidentified for much training intends it didn't successfully adhd 10,000 ICE officers connected the thoroughfare successful 2025. more

Anonymous member


Career development 1d
in 2023 i started working for a company that promised me to hire me after 3 month's probation, and i later get to sign a 3 month's contract with a note in brackets ( with no expectation of permanent employment) , and this continued for 2 years, i need an advice on what can i do as i feel this is an unfair labour practice or if i have a case against these company
1   

  • Rob Neal

    7h

    Work Harder do the assignments no one else wants to do. After another year if they haven't recognized your work ethic, then start moving on. Because... clearly, they have No loyalty to you.
    Most of the time no matter how good your work ethic is or your commitment and loyalty to a company. They will still clip you with out a second thought. So go to there competitor.     more

  • Bernard Brathwaite

    23h

    Wait till they lay you off, then apply for unemployment. Then at the fifth month of unemployment, join a free training program for 2 months and... learn another marketable skill. Unemployment will extend you another 6 months of funds because you are investing in your education. more

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Career development

 6h

I Watched My Boyfriend Get Scammed While Job Hunting. Then I Built a Way to Fight Back.


I Watched My Boyfriend Get Scammed While Job Hunting. Then I Built a Way to Fight Back.

A fake recruiter sold his information. Two days later, scammers spoofing a bank's number stole his money. This is how the 2025 job market became a hunting ground.

The call came on a Tuesday afternoon. My boyfriend's phone showed our local bank's number, the exact number printed on the back of his debit card.... The person on the line knew his name, his recent job loss, even that he'd been applying to roles. They were from the bank's identity theft management team, they said. There had been suspicious activity on his account. They needed to secure his funds immediately.

Within fifteen minutes, he had transferred money to "protect" it. By the time we realized what had happened, the scammers were gone.

Two days earlier, he'd been contacted by a recruiter on LinkedIn. Professional profile. Legitimate-looking company. They'd exchanged messages about an opportunity that seemed perfect for his background. He'd shared his résumé, phone number, and email. Standard information for any job application.

That recruiter was fake. They'd sold his information to a network of scammers who weaponized it: his recent layoff, his job search activity, his contact details. Everything they needed to make the bank impersonation devastatingly convincing.

This wasn't an isolated incident

When I started asking around, I discovered my boyfriend wasn't alone. Three other friends had been targeted by similar schemes in the previous month. One had nearly provided her Social Security number to a fake "background check" service. Another had his résumé information used to apply for credit cards in his name.

All of them had been laid off in 2025. All of them had been actively job searching. And all of them had engaged with what looked like legitimate opportunities.

The pattern was clear: mass layoffs had created perfect conditions for sophisticated, multi-stage fraud operations.

The scale of the problem

The data confirms what I was seeing in my own circle. Job scams surged 1,000% between May and July 2025, according to McAfee. The FTC reported $12.5 billion in total fraud losses in early 2025, with job scams ranking as a top category. Research suggests that 30% of job postings are either fake or have no intent to hire.

But these numbers don't capture the full picture. They don't show the multi-layered schemes where fake recruiters are just the first step -- the entry point that gets your information into a pipeline of increasingly aggressive scams.

My boyfriend didn't just lose money to one scammer. He was targeted by an ecosystem: the fake recruiter who harvested his data, the network that bought and packaged that data, and the sophisticated phone scammers who used everything they knew about him to build an airtight story.

Why the platforms failed us

LinkedIn doesn't verify recruiter identities before they can message desperate job seekers. Indeed and ZipRecruiter allow anyone to post jobs with minimal vetting. These platforms were built to move fast and connect people at scale -- not to protect vulnerable users during the most stressful period of their professional lives.

When my boyfriend reported the fake recruiter's profile, it was removed within 24 hours. But there was no warning to the dozens of other people who had already engaged with that same account. No alert that their information might be compromised. No follow-up to help them protect themselves.

The platforms treat scams as isolated incidents to be removed, not as patterns to be prevented. And job seekers -- already dealing with the stress of unemployment -- are left to figure out on their own which opportunities are real and which are traps.

The emotional aftermath

The money was devastating, but it wasn't the worst part. The worst part was watching someone I love stop trusting his own judgment.

He'd been laid off through no fault of his own. He'd done everything right: updated his résumé, reached out to his network, responded professionally to recruiter messages. And he'd been punished for it.

For weeks, he hesitated before applying to any job. He'd spend an hour researching a company before submitting an application. He'd ignore LinkedIn messages from recruiters, even ones who might have been legitimate, because he couldn't tell anymore.

The job market was already brutal. Now it felt actively hostile.

I spoke with others who'd been scammed and heard the same story over and over: the loss of trust, the constant second-guessing, the fear that every opportunity might be another trap. Some people had stopped applying altogether.

Why I built SlayApply

Three weeks after my boyfriend was scammed, I launched SlayApply.

I'd spent enough time in information security to recognize the patterns immediately: fake domains, stolen logos, recruiter profiles duplicated across multiple accounts, job postings copied word-for-word from legitimate listings. My linguistics background helped me spot the tells in how scammers communicate, the subtle differences between a real recruiter and someone reading a script.

I built a database of scam indicators. Then I created a tool that would let people check a listing or recruiter message before sharing any personal information.

SlayApply isn't a complete solution. It's a stopgap, a way for individuals to protect themselves while waiting for the platforms to take responsibility.

Because here's what I learned: one tool can't fix a systemic failure.

What actually needs to change

We've learned you can't trust verification badges. Verified accounts on every platform, from Twitter to LinkedIn, have been compromised or exploited. Even when platforms claim to vet users, scammers get through.

But job platforms are different. They're where people share Social Security numbers, financial information, and detailed personal histories. And there's nothing in the market that helps people make defensive decisions before they engage.

The platforms have the capability to build this. They could flag suspicious patterns automatically. They could warn users when a recruiter profile shows red flags. They could alert people who've engaged with accounts that are later confirmed as scams. They could require employer verification before allowing job postings to go live.

They don't do these things because they're not required to. Because the liability falls on individuals, not platforms. Because moving fast and scaling quickly has always mattered more than protecting the most vulnerable users.

But 30% of job postings being fake isn't a bug. It's a structural failure. And every day these platforms operate without meaningful safeguards, more people like my boyfriend are targeted.

The real cost

My boyfriend eventually found a legitimate job. But the experience changed how he approached every application after that. He verified everything. He checked domains. He researched recruiters. He never clicked a link without running it through multiple checks first.

It shouldn't have to be this way. Job seekers shouldn't need a background in information security to apply for work safely.

That's the hidden cost of job scams: not just the money stolen or the identities compromised, but the constant vigilance now required to do something that should be straightforward. The mental load of treating every opportunity as a potential threat.

Thirty percent of job postings being fake isn't a temporary problem. It's become the baseline. And until better safeguards exist, job seekers need tools that help them make defensive decisions before they engage.

They need a way to verify opportunities without needing a degree in cybersecurity. They need to be able to trust what they're pursuing during the most vulnerable moments of their careers.

Every week more people lose not just opportunities, but their savings, their identities, and their trust in a system that should be helping them.

The job market shouldn't feel like a minefield. But until it doesn't, people deserve tools that help them navigate it safely.

Want to check if a job posting or recruiter message is legitimate before sharing your information? Try SlayApply at slayapply.com.

Have a job scam story? I'm documenting these patterns. Email me at hello@slayapply.com.

#JobSearch #Scams #IdentityTheft #Cybersecurity #CareerAdvice #SlayApply more

Career development

 8h

How This Founder Turned Hustle and Live Events Into a Celebrity Matchmaking Engine


This article is part of the Spend Smart series. Read more stories

The term "entrepreneur" generally refers to anyone who starts a company. But it best applies to those who build businesses that are difficult to neatly define. Bettie Levy fits squarely into the latter category.

A music industry veteran and the founder of BCL Entertainment, Levy wears many hats, from event producer to brand... strategist to CEO. Her work spans corporate events featuring A-list talent to high-level brand partnerships between major companies and cultural icons.

In short, she's a celebrity matchmaker -- just not for dating. If a brand wants Ludacris in a JIF campaign, Busta Rhymes at a launch party or New Kids On The Block at a private party, Levy is your woman. Now, she's ready to share her story in hopes of inspiring others to carve their own unconventional paths.

A proud Boston University alum, Levy always believed she would one day start her own company. But like most college students, she didn't have every detail figured out. What she did know was that she loved music and live events.

That passion led her to pursue an internship at Sony Music during college, which helped crystallize her path.

"It brought all my interests together," Levy says. "And it was very important to have that corporate experience."

Levy continued to build her résumé across the music industry, starting her career at Columbia Records after graduating from college, followed by Epic Records. When Sony Music CEO Don lenner left the company to launch IMO Entertainment, Levy was asked to join.

"I went from the big building at 550 Madison to a loft in the Village," she recalls. "I was now learning about the startup world."

At IMO, Levy was tasked with generating new business for the company.

"It gave me the freedom to try new things," she says. That freedom translated into relentless cold calls and emails in search of the next partnership. "I was reaching out to companies I thought would be great to work with in this new production and label space," Levy explains. The process reinforced a lesson that would shape her career: anything is possible with persistence -- and strong communication.

The timing mattered. Levy was coming up as the voicemail faded, and email and text became the dominant modes of business communication. Clearly and convincingly conveying her point in writing became one of the most critical skills behind her success.

After working at both an established corporation and a fast-growing startup, Levy had the tools to pursue her longtime goal of starting her own business. But she was deliberate about the process.

"I didn't want to start a company and immediately send out email blasts promoting myself and my business," she says. "I wanted to build relationships and grow the client base from the ground up. I knew in my gut that eventually I'd expand to the point where I'd be ready to talk about it, but I had a lot of work to do first."

From the beginning, Levy knew authenticity and a personal touch would be the foundation of her company.

"I remember someone asking me, 'Where's your 50-person staff and your office on Madison?'" she recalls. "Sixteen years later, that's still not the vibe."

Today, BCLE operates across nearly every corner of the entertainment industry, working with actors, artists, athletes, and everyone in between.

"We take a very hands-on approach to finding the right talent for what the client is looking for," Levy explains. "Whether it's an event or a partnership, the process is the same."

Thanks to her time at Sony, and IMO, Levy entered entrepreneurship with preexisting celebrity relationships -- but BCLE was far from an overnight success.

"We started with smaller projects, built on existing relationships, and grew from there," she says. "It's not like we were booking massive acts for astronomical fees on day one."

Today, BCLE operates on two primary fronts: partnerships and events. On the partnership side, Levy has helped to architect deals such as musician Darius Rucker's multi-league apparel line with Fanatics.

"The line started as a collaboration between Darius, Fanatics, and the NFL across all 32 teams," Levy says. "Over the years, it has expanded from the NFL to all 30 MLB teams and into the NCAA. We just launched NHL in Fall 2025, and we will keep growing. Wait for more exciting news in 2026."

That side of the business is rooted in relationship-building and a deep understanding of the brief. Events, though focused on a similar goal, come with an entirely different set of demands.

"It's everything from venue procurement to logistics, set production, and décor," Levy explains. "You have to think about the message you're trying to convey. If it's a fundraising event, for example, how do you motivate people to donate?"

For Levy, success in events comes down to teamwork and an obsession with detail.

"You can't leave anything out," she says. "One missed element can create a catastrophic domino effect." Behind every meticulously designed gala, branded shoot, or charity initiative is a grind most people never see. "There's this perception that it's one big party," she adds. "That perception is because I absolutely love what I do and have built. The reality is I'm answering my phone at three or four in the morning and maybe sleeping an hour or two."

Levy's impact stretches far beyond the events she produces. She's deeply involved in causes that matter to her, partnering with organizations such as Room to Read, the Dolphins Cancer Challenge, and the Pace Women's Justice Center.

"At my core, I love making people happy," she says. Whether she's turning around a project with barely any lead time or shepherding a months-long production from first brainstorm to curtain call, the work is driven by one constant: the joy it delivers. "I love being on site and watching it all come together -- seeing the happiness it brings," she says.

Corporate, private, or charitable, every event matters. And for Levy, doing the work well -- and doing good in the process -- remains the goal. more

Career development

 8h

Judge rules in Macomb Daily's favor in document dispute with City of Warren


A Macomb County Circuit Court judge has ordered Warren Mayor Lori Stone to comply with a public records request from The Macomb Daily seeking information about candidates who applied for five department head positions in the city.

In a ruling handed down earlier this month, Judge Diane Druzinski granted the newspaper what's known as a summary disposition for the applications and résumés of... individuals who have applied for the positions.

However, the judge's order allows Stone's office to redact the names, addresses, and contact information, saying releasing it would constitute a violation of privacy.

"Defendant must produce the requested applications and résumés with appropriate redactions consistent with this opinion and order," the judge said in her order.

Mayor Stone said the dispute centered on the privacy issue for applicants. She said some may have felt retribution from their existing employers if their names were revealed as job hunters.

"The City was concerned that the FOIA request would discourage people from applying simply because they feared public exposure, even if they were not chosen," Stone said Wednesday in a statement. "No one should face public scrutiny or professional harm just for applying."

At issue was a Freedom of Information Act (FOIA) request submitted by the newspaper, requesting applicants and résumés of individuals who have applied for the positions of police commissioner, building director, parks and recreation director, city attorney and human resources director from November 2023 through May 2024.

Former Macomb Daily staff writer Susan Smiley sought the information in an effort to gain a better understanding of why the administration's sought to hire an outside customized human resources firm to recruit candidates to fill the vacancies.

At the time, administration was asking the City Council to authorize Amy Cell, LLC to be retained for one year, with an option to extend for four additional one-year periods, at an annual amount not to exceed $75,000.

The City Council denied the mayor's request and asked if the human resources department was actively recruiting for these positions and if applications had been received. City officials maintained "the talent isn't there" with regard to applications received through Warren's traditional channels.

Warren denied the FOIA from The Macomb Daily, stating the "recruitment process is not complete. To protect this process, and out of respect to the applicants and their privacy, your request is denied."

As a result, the Clinton Township-based newspaper filed its legal action in Macomb County Circuit Court because it felt the city improperly denied the request in violation of FOIA

In her nine-page order, Druzinski said under FOIA, a public body must disclose any public record that is not specifically exempted from disclosure.

Macomb Daily attorneys held the names and addresses of job applicants are not exempt because disclosure of that information would allow them to contact the applicants to conduct "journalistic inquiries" about whether Mayor Stone was truthful in her claims. The paper maintained the applicants' affiliations, associations, references, and other information is not private information within the scope of the privacy exemption.

But the city rebutted, saying the information contained in the applications and résumés are of a personal nature and private under the privacy exemption.

Judge Druzinski said in her order FOIA's privacy exemption applies only to names, address, and other contact information, and amounts to information of "personal nature" under the exemption.

"This information is likely to be confidential to the applicants as disclosure of this information would indicate to their current employers and colleagues that they are seeking other employment, which could, in turn, negatively affect their current employment conditions," the judge wrote.

Stone said she appreciated the court agreeing with Warren that people should be able to apply for appointments without fear that their identities will be made public unless they are selected and hired.

"The City of Warren benefits by having the strongest possible pool of qualified candidates for leadership positions. Many applicants already hold public jobs, and those who are not selected could face career consequences if their identities are released to the media," the mayor said. "The issue before the Court was ensuring that qualified applicants continue to feel comfortable applying so the City can appoint the best fit leaders to serve our community."

Jeff Payne, regional news editor for The Macomb Daily, expressed satisfaction with the outcome of the dispute.

"Warren residents deserve to know the qualifications of the individuals considered to run city departments," he said Wednesday. "After being denied by city administration the opportunity to report this information to city residents, The Macomb Daily made the decision to seek it through legal channels. We applaud the court's decision to grant the release of information. It is worth pointing out similar information is provided to residents in nearby communities and other municipalities around the state.

"We take our watchdog role providing oversight of local government seriously." more

Career development

 8h

Compensation -- not benefits -- lures employees to new roles


* Key Insight: Discover how compensation pressures are overtaking career advancement as primary job-change driver.

* What's at Stake: Wage stagnation risks eroding productivity and talent competitiveness across sectors.

* Supporting Data: 47% of U.S. workers plan to search for new jobs in 2026.

* Source: Bullets generated by AI with editorial review

Nearly half of U.S. workers plan to look for... a new job in 2026, even as a slight majority say they expect to stay where they are, highlighting a workforce divided between the need for stability and mounting financial pressure, according to a new report from career site Zety.

The 2026 Job Search Split Report found that 47% of workers surveyed plan to search for new employment next year. That group includes 27% who are already actively job hunting and another 20% who say they intend to begin looking soon. The remaining 53% said they plan to stay in their current roles.

The findings point to compensation -- rather than career advancement -- as the primary force behind job mobility. Forty percent of respondents who plan to change jobs cited higher pay as their top motivation, the report found.

"What our data is showing is that money is one of the biggest things people are looking for when they think about changing jobs," says Jasmine Escalera, a career and job search expert at Zety and author of the report. "Many employees are struggling with compensation, and for a lot of people, one job is no longer enough."

Escalera pointed to earlier research conducted by Zety's sister brand, MyPerfectResume, which found that more than 70% of workers reported having a secondary source of income. Rising costs of living, coupled with economic uncertainty, have shifted employee priorities away from long-term career growth and toward immediate financial stability, she said.

"People are thinking less about upward mobility and more about how to drive income," Escalera says. "Depending on where you live, even basic necessities can feel out of reach on a single salary."

While flexible work arrangements and remote options remain important to many workers, the report suggests attitudes are changing. A majority of respondents said they would be willing to return to the office full time if it meant greater job security and higher pay.

"Flexibility and remote work still matter, especially for work-life balance and mental health," Escalera says. "But we're seeing the pendulum shift. If employees feel stable and well-paid, many are willing to make trade-offs, including going back into the office."

For workers who plan to stay put, benefits play a key role in that decision -- though not always out of satisfaction. Many respondents said they are remaining in their current jobs because of uncertainty about the labor market, not because they feel fulfilled.

"If employees feel they have to stay because the job market is unpredictable, they start asking, 'What can make it worth it for me to stay right now?'" Escalera says. "That's where benefits become critical."

Beyond pay, workers cited paid time off, wellness benefits and mental health resources as top priorities. Flexibility, whether through remote work or adaptable schedules, also ranked high, particularly for employees managing commuting costs or child care responsibilities.

Escalera says employers looking to reduce anxiety and build loyalty should start by understanding the specific needs of their workforce, rather than relying on one-size-fits-all solutions.

"Companies may not always be able to offer across-the-board raises, especially in a challenging economic environment," she says. "But performance-based bonuses, milestone incentives, additional PTO or flexibility can go a long way in helping employees feel more secure."

The report also found that many workers expect the job market to become more difficult in the coming year, a perception that could mask deeper issues for employers focused solely on retention.

"If the job market weakens, employees may stay not because they're happy, but because it feels safer," Escalera says. "That can look like a retention win, but it doesn't mean you don't have a disengagement or productivity problem."

When employees feel undervalued or burned out, she said, innovation and creativity suffer -- even if turnover remains low.

"Just because you don't have a retention issue doesn't mean you don't have a satisfaction issue," Escalera says. "HR leaders need to understand the overall temperature of their workforce, not just whether people are leaving." more

Career development

 11h

Minimal Monochrome Fashion CV Redesign


I have an existing CV in PDF format and a professional headshot that I will share as soon as the project starts. I'm aiming for a sleek, fashion-forward document -- minimal, refined, and laid out entirely in monochrome tones. Once complete, I need the file delivered as a fully editable Google Doc so I can tweak wording whenever roles open up. I NEED A FRENCH AND ENGLISH VERSIONS OF THE CV.... KNOWLEDGE OF FRENCH IS PREFERRED, BUT NOT COMPULSORY. Key points to cover: * Transfer all current content accurately, retaining my Work Experience, Education, and Skills sections in that order. * Introduce clean typography, generous white space, and subtle visual hierarchy so each section is easy to scan at a glance. * Place my photo tastefully; think understated rather than dominant, aligned with high-end fashion lookbooks. * Keep the palette strictly monochrome -- no pops of colour -- while using weight, line, or shading variations to create depth. * Ensure headings, sub-headings, and body text styles are set up as Google Docs styles so future edits remain consistent. I'll review layout, spacing, and section flow; once approved, please provide the Google Docs share link plus an exported PDF for my records. more

Career development

 12h

Psychology says people who are liked by everyone usually display these 8 behaviors without realizing it - Silicon Canals


Some people just have it. They walk into a room and everyone gravitates toward them. Conversations flow easily, connections form naturally, and somehow they leave everyone feeling a little better than before.

It's not about being the loudest or the funniest or the most charming in an obvious way. In fact, the people who are genuinely liked by everyone often have no idea what they're doing... right.

They're not following some social script or trying to win people over. They're simply being themselves, but in a way that makes others feel seen, valued, and comfortable.

Psychology reveals that universally liked people share specific behaviors that operate almost on autopilot. These aren't calculated moves or manipulation tactics. They're subtle patterns woven into how these individuals naturally interact with the world.

If you're one of these people, you probably don't even realize you're doing these things. And if you're not, understanding these behaviors can transform how others experience you.

Here are the 8 things psychology says universally liked people do without even thinking about it.

A while back, I ran into an old colleague from my corporate days at a coffee shop. We'd only worked together briefly, maybe five years ago. But when he asked, "How did that photography course work out? You were just starting it when I left," I was floored.

This tiny detail, something I'd mentioned in passing years ago, completely changed how I felt about our interaction. And that's exactly what naturally likeable people do all the time.

Research from UCLA's Social Cognitive Neuroscience Lab shows that when people feel truly heard and remembered, it activates the same reward centers in the brain as receiving money or eating chocolate.

Think about it. When someone remembers your partner's name, asks about your sick parent, or follows up on that job interview you mentioned weeks ago, how does it make you feel? These people aren't keeping spreadsheets of personal details. They're simply present enough in conversations that these things stick.

Growing up working-class outside Manchester, I learned early that resources were scarce and you had to fight for your share. It took me years to unlearn this scarcity mindset, but the people everyone loves seem to operate from a completely different playbook.

They share their contacts without being asked. They offer help before you even realize you need it. They celebrate others' wins as enthusiastically as their own.

What's interesting is they're not doing this strategically. They're not thinking, "If I help John now, he'll owe me later." It just seems to be their default setting.

This aligns with what organizational psychologist Adam Grant discovered in his research. People who give naturally, without keeping score, tend to build the strongest networks and most meaningful relationships.

The key word here is "naturally." The moment it becomes calculated, people can sense it.

Losing my dad a few years ago really made me reassess what matters in human connection. One thing that struck me during that time was how certain people made me feel genuinely seen, while others, despite their best intentions, left me feeling more alone.

The difference? The truly likeable ones had mastered the art of presence.

When you're talking to them, their phone stays in their pocket. They ask follow-up questions that show they're actually processing what you're saying, not just waiting for their turn to speak. They lean in slightly, maintain comfortable eye contact, and their body language says, "There's nowhere else I'd rather be right now."

According to psychology, this kind of focused attention triggers oxytocin release in both parties, creating a genuine bonding experience.

Here's something that took me way too long to figure out: perfection is off-putting.

The people everyone genuinely likes aren't trying to impress you with how together they are. They'll laugh about spilling coffee on themselves before an important meeting. They'll admit when they don't understand something. They own their mistakes without making a big dramatic production out of it.

Psychologists call this the "pratfall effect." We actually like people more when they show some vulnerability. Not the calculated, "humble-brag" kind of vulnerability, but the genuine, "Yeah, I totally messed that up" kind.

During my divorce, I noticed how the people I gravitated toward weren't the ones giving me perfect advice or pretending to have all the answers. They were the ones who said things like, "I don't know what to say, but I'm here." Their imperfection made their support feel more real.

You know when you're excited about something and someone matches that excitement? Or when you need to vent and they instinctively know to dial down their usual perkiness?

Naturally likeable people are masters at this energy calibration. They're not copying you or putting on an act. They're reading the room and adjusting their frequency to create harmony.

This goes beyond just mood. If you're speaking slowly and thoughtfully, they don't bulldoze you with rapid-fire responses. If you're animated and gesturing wildly, they don't make you feel excessive by staying statue-still.

The keyword here is "genuine." Anyone can throw around empty compliments, but people who are universally liked have a knack for noticing and articulating specific things they appreciate about others.

Not "Nice shirt," but "That color really brings out your eyes." Not "Good job," but "The way you handled that difficult client showed real emotional intelligence."

What makes this behavior so powerful is that they're not looking for things to compliment. They're simply observant enough and generous enough to voice the positive things they naturally notice.

Back in my thirties, fresh out of university and working in corporate, I thought being smart meant always having the right answer. But the most likeable people I've encountered since then operate differently.

They're curious rather than argumentative. When someone disagrees with them, their first instinct is to understand why, not to defend their position. They say things like, "I hadn't thought of it that way" or "Tell me more about that perspective."

Research found that people who demonstrate intellectual humility are rated as more likeable and trustworthy, even by those who disagree with them.

When someone shares good news with them, their joy seems genuine and complete. There's no subtle shift to their own achievements, no barely concealed envy, no "That's great, but..."

They can celebrate your promotion without mentioning their own career. They can be happy about your relationship without making it about their love life. They give your moment the space it deserves.

This is harder than it sounds. Most of us have been conditioned to see life as a competition. But people who are genuinely liked by everyone seem to understand that someone else's success doesn't diminish their own.

What strikes me most about these behaviors is that the people displaying them aren't trying to be liked. They're not running through a checklist or employing tactics. These behaviors flow naturally from a genuine interest in and care for others.

The irony is that the moment you try too hard to be liked, you become less likeable. Authenticity can't be faked, and people have surprisingly good radar for detecting performative kindness.

But here's the encouraging part: these behaviors can become natural to you too. Not through forced practice or manipulation, but by genuinely shifting your focus from "How am I coming across?" to "How can I make this person feel valued?"

Start with just one behavior that resonates with you. Maybe it's putting your phone away during conversations. Maybe it's asking better follow-up questions. Whatever it is, approach it with genuine intention rather than as a strategy.

The people who are liked by everyone aren't perfect. They're simply present, generous with their attention, and secure enough to let others shine. And those are qualities we can all develop, one interaction at a time. more

Career development

 12h

Journalist Tests ICE Recruitment; Surprised to Find Herself Hired with No Background Check


AMY GOODMAN: What happens when ICE hires agents with minimal screening, then sends them into the streets masked and armed? We look now at the agency's hiring practices as it surges agents to Minneapolis and other cities.

We begin with an independent journalist who applied for an ICE job and was offered it without even a background check. Laura Jedeed wrote about her experience in a piece... published Tuesday by Slate magazine headlined "You've Heard About Who ICE Is Recruiting. The Truth Is Far Worse. I'm the Proof." -- was the headline.

She begins her piece, "The plan was never to become an ICE agent. The plan, when I went to the Immigration and Customs Enforcement Career Expo in Texas last August, was to learn what it was like to apply to be an ICE agent. Who wouldn't be curious?" she said.

Laura Jedeed joins us now from Portland, Oregon.

Laura, would you take it from there? Explain what exactly you did, what this fair was, and then how you applied to work for ICE, and what happened.

LAURA JEDEED: Absolutely. So, the hiring event, basically, you brought your résumé in, you handed it over. They were going to do an interview, and they were promising on-the-spot hiring, to where you could, in fact, walk out with your $50,000 bonus that day, possibly.

I went in. I handed in my résumé, which was a -- I did a skills-based résumé. I'm a veteran. I served two tours in Afghanistan. So, on the surface, the résumé looked pretty good. Had a very brief interview, took all of six minutes. They didn't ask very many questions. And then I left, assuming I would never hear back, because I'm a very googleable person. I have an unusual name. I'm the only Laura Jedeed on the internet. And I make no secret of how I feel about ICE and Trump and all of it.

So I was not expecting several days later to receive a tentative offer. I missed it in my inbox, and it sunk to the bottom, which means that I never filled out the paperwork they requested. I never accepted the tentative offer. I never filled out my background check paperwork. I never signed the affidavit saying I committed no domestic violence crimes. None of it.

A few weeks later, I got a message from Labcorp saying that ICE wanted me to do a drug test, and I went ahead and did that. I was pretty sure I wouldn't pass. I had partaken in legal cannabis six days before the test. But why not waste some of their money, right? And then, nine days after that, I decided I wanted to -- you know, I was curious. Had they processed the drug test yet?

So I logged on to the ICE hiring portal. And what I found was that not only did the drug test not seem to be relevant, I had been -- I was listed as having joined ICE as of three days earlier. I had listed that I had accepted the offer. They had offered me a final position as a deportation officer. My background check was listed as completed three days in the future from when I was looking at it. So, it seems like the answer to the question, "Who are they hiring?" is: They don't know.

AMY GOODMAN: Wow. You write in the piece, "At first glance, my résumé has enough to tantalize a recruiter for America's Gestapo-in-waiting." You're likening ICE to the Gestapo?

LAURA JEDEED: Absolutely, and I don't think that's in any way hyperbole. We have armed, masked thugs on our street right now who are brutalizing, detaining and murdering people with apparent impunity, a carte blanche, a license to kill from our government. And they can't even keep track of who's behind the masks. I don't believe for a second they're keeping track of who's a U.S. citizen, who needs to be deported, where these people even are. These disappearances, where people vanish into the system, is it on purpose, or are they really that sloppy with paperwork? Ultimately, it doesn't matter. This constitutes a national emergency. We have unknown, armed thugs in masks who are terrorizing citizens.

AMY GOODMAN: So, you have served in the military. You deployed twice. Can you talk about what that experience taught you? And also, you did do an interview with an agent, and I'm wondering if you could tell us what that agent said to you and where that went.

LAURA JEDEED: Absolutely. So, I joined the military right out of high school. I really believed in the whole "war on terror" thing. I really thought we were going over to spread freedom and democracy, and what have you. And when I got there, it became very evident very quickly that that was not the case, and that we were doing very -- it was a bad war, and we should not have been there --

AMY GOODMAN: Where were you?

LAURA JEDEED: -- telling people what to do. I was in eastern Afghanistan for the first deployment, western Afghanistan for the second. So, I did not see combat, but as a military intelligence collector, I saw plenty of the decisions that got people killed on both sides that didn't need to happen.

So I came back very disillusioned, like a lot of people, and actually like the ICE agent that I spoke to, which, by the way, this interview wasn't actually part of the hiring process. It was an optional step to see if I wanted to join up. But he told me that he was -- also joined right out of high school. He also deployed. And when he got back, he also got out as soon as he could. He didn't want anything to do with the military. But he had a lot of trouble assimilating, as a lot of veterans do. And so, about six months later, he decided to go for law enforcement, and the rest is history. He's been an ICE agent, he said, for about a decade. He likes the work. He feels like he's getting instant results.

And this is very sad to me and also emblematic of a problem we have, where we use this language of terrorism and weapons of mass destruction and freedom and democracy at the barrel of a gun. We did this overseas, and it's come home in every conceivable way.

AMY GOODMAN: Talk about your concerns about them not doing a background check. I mean, what does this mean for people who are documented to -- well, wife beaters, people who kill women?

LAURA JEDEED: Yeah, I mean, it's very funny that they hired a lefty journalist with a profile on AntifaWatch. That's hilarious. But what's not funny is they didn't make me sign a domestic violence waiver. So, how many people with domestic violence convictions are running around with guns in our cities terrorizing people? How many people who have been committed of sex crimes or crimes against children are in charge of detention centers where there's no oversight, where people won't be missed and won't be believed? The horror, it just -- it boggles the mind how bad this really is.

AMY GOODMAN: And you were hired to be a deportation officer. What exactly is that? Where would you serve?

LAURA JEDEED: Yeah, so, yes, deportation officer. Basically, the agent was very keen on letting me know that I wouldn't be given a badge and a gun right away. I wouldn't be out in the street messing people up. I would probably have to push paperwork for about six months before I got there. And when I expressed that that was fine with me, with my analyst background, he -- actually, the atmosphere changed. He was like, "No, listen, we want everyone on the street with guns eventually." And I had to reassure him that that was also fine. It seems like the focus is very much getting people out on the street with guns, and the focus of the people applying, apparently, is to get out on the street as quickly as possible to brutalize people.

AMY GOODMAN: I'll just end by asking you -- you said you signed up to fight the war on terror, and you served twice in Afghanistan. You call what's happening here in the United States "the war on terror come home."

LAURA JEDEED: Yes, this is -- it is very sad. It is not surprising, but it is very sad. This is a national emergency. This is a state emergency. And frankly, it's past time that governors called up the National Guard to protect the citizens, who elected them to keep them safe from the people actually terrorizing us in the streets.

AMY GOODMAN: Laura Jedeed, I want to thank you for being with us, freelance journalist who writes regularly on her Substack at FirewalledMedia.com. We'll link to your new piece for Slate, which is headlined "You've Heard About Who ICE Is Recruiting. The Truth Is Far Worse. I'm the Proof." We'll link to it at democracynow.org. more

Career development

 13h

Interview Co-Pilot: Your HR Interview Survival Guide for 2026 - The Resume Whisperer


Disclosure: This page may contain affiliate links. We may earn a small commission at no extra cost to you. Learn more.

Preparing for HR job interviews can feel overwhelming, especially for millennials and Gen Z job seekers trying to break into the people-centric side of business. This blog simplifies the process by breaking down the top 15 HR interview questions you must prepare for in 2026. It... also shows how the interview co-pilot helps you practice confidently and why an ai resume builder is essential for building an ATS-friendly resume. If you're anxious, confused, or unsure where to begin -- don't worry. This guide gives you structure, clarity, and the mindset you need to show up prepared and confident.

Interviewing for HR roles in 2026 feels different from what it used to be. Companies expect HR professionals to be emotionally intelligent, tech-savvy, aware of AI tools, and capable of managing both people and processes. HR isn't just about hiring anymore. It's about strategy, culture, compliance, and operations -- all working together.

This is why preparing well is so important. And this is where the interview co-pilot becomes valuable. It helps you structure your responses, analyze job descriptions, and practice interview answers until you sound clear, confident, and professional.

If you're a millennial or Gen Z candidate feeling anxious about interviews, you're not alone. Many struggle with knowing what to say, how to present themselves, and how to highlight their strengths correctly.

This blog breaks down the top 15 HR interview questions you must prepare for -- along with guidance, sample answers, and insights on HR's evolving role in the AI era.

Recruiters aren't just checking qualifications. They want to see:

This is why using the interview co-pilot helps refine your answers. It teaches you how to position your strengths in a way recruiters understand.

Sample approach:

"I'm an HR professional with a strong interest in people management, employee experience, and building positive workplace culture. Over the past few years, I've developed skills in recruitment, onboarding, and HR operations, along with hands-on experience using HR tools and AI-driven systems. I enjoy connecting with people, solving workplace challenges, and supporting teams with empathy and clarity. I'm now looking for an opportunity where I can contribute to a meaningful, people-first HR environment."

Why: Checks motivation.

How: Talk about your interest in people, problem-solving, and culture building.

Sample approach:

"I'm an HR professional with a strong interest in people management, employee experience, and building positive workplace culture. Over the past few years, I've developed skills in recruitment, onboarding, and HR operations, along with hands-on experience using HR tools and AI-driven systems. I enjoy connecting with people, solving workplace challenges, and supporting teams with empathy and clarity. I'm now looking for an opportunity where I can contribute to a meaningful, people-first HR environment.""

Sample approach:

"I've worked with several HR tools, including Darwinbox, BambooHR, Workday, and TalentSoft for managing employee data, recruitment workflows, and performance tracking. I'm also familiar with ATS systems, AI resume builder platforms, and job-matching or candidate-screening tools that help streamline hiring. These tools have helped me work faster, stay organized, and improve hiring accuracy."

Why: AI literacy is now essential.

How: Mention automation, resume screening, chatbots, ai resume builder tools, and candidate-matching systems.

Sample approach:

"I use AI tools to automate repetitive HR tasks like resume screening, candidate shortlisting, and scheduling. AI chatbots help manage basic employee queries, while ai resume builder tools and matching systems improve hiring accuracy. These tools save time, reduce manual errors, and help me focus more on meaningful HR activities like employee engagement and communication."

Why: HR = conflict resolution.

How: Use an empathetic approach + neutrality + clear communication.

Sample approach:

"I handle employee conflicts by listening to both sides calmly and without judgment. I focus on understanding the root cause, ensuring each person feels heard. I stay neutral, facilitate open communication, and guide them toward a fair, practical solution. My goal is to restore trust, maintain professionalism, and prevent the issue from impacting team productivity."

Why: HR handles sensitive information.

How: Talk about ethics, compliance, and data privacy.

Sample approach:

"I ensure confidentiality by strictly following HR policies, data privacy guidelines, and access controls. I handle sensitive information on a need-to-know basis and store all records securely. Whether it's employee concerns, performance issues, or personal data, I maintain complete discretion. Protecting confidentiality is essential for trust, compliance, and maintaining a professional HR environment."

Why: Tests organizational skills.

How: Mention sourcing strategy, timelines, ATS usage, and team coordination.

Sample approach:

"I manage mass hiring by planning a clear sourcing strategy, setting timelines, and dividing roles within the team. I use ATS tools to screen large applicant volumes quickly and ensure smooth coordination between recruiters and hiring managers. I also track progress daily to keep the pipeline moving and deliver quality candidates on time."

Why: HR must be data-driven.

How: Mention KPIs like retention, engagement, time-to-fill, and offer-to-join ratio.

Sample approach:

"I measure HR initiative success using clear KPIs such as employee retention, engagement scores, time-to-fill, offer-to-join ratio, and feedback from managers and employees. I also review productivity improvements and participation levels in HR programs. These data points help me understand what's working, what needs adjustment, and how HR can add more value."

Why: They want real examples.

How: Use STAR method (Situation, Task, Action, Result).

Sample approach:

"A team member felt unfairly treated during performance reviews. My task was to understand the issue and prevent escalation. I spoke to both the employee and manager separately, reviewed evidence, and facilitated a transparent discussion. As a result, expectations were clarified, the rating was adjusted with justification, and trust between them was restored."

Why: Compliance is non-negotiable.

How: Mention HR forums, newsletters, courses, podcasts, and certifications.

Sample approach:

"I stay updated with HR laws and trends by following HR forums, government portals, and industry newsletters. I also take online courses, attend webinars, and listen to HR podcasts to keep up with new tools and regulations. Continuous learning ensures I stay compliant, informed, and able to support the organization effectively."

Why: Data-driven HR is the new standard.

How: Mention metrics, dashboards, surveys, and employee lifecycle insights.

Sample approach:

"I use data in HR decision-making by analyzing metrics such as attrition, attendance, performance trends, and hiring efficiency. Dashboards and employee surveys help me understand patterns and identify areas needing improvement. I also review lifecycle insights -- from onboarding to exit -- to make informed, objective decisions that enhance employee experience and HR outcomes."

Why: Talent acquisition skill check.

How: Mention LinkedIn, niche job boards, networking, referrals, and AI matching tools.

I source top-quality candidates by using LinkedIn, niche job boards, employee referrals, and professional networking groups. I also use AI matching tools to identify strong profile-role alignment. Combining targeted sourcing with strategic outreach helps me attract skilled candidates faster while maintaining a high-quality pipeline for different job requirements.

Why: Ethical alignment.

How: Mention structured interviews, unbiased questions, scoring rubrics.

Sample approach:

"I ensure fairness in interviews by using structured interview formats, standardized questions, and clear scoring rubrics for every candidate. I avoid assumptions or bias and focus only on skills, experience, and role fit. I also document evaluations consistently to maintain transparency and ensure every candidate receives an equal and objective assessment."

Why: HR = people management.

How: Mention empathy, listening, communication, patience, diplomacy.

Sample approach:

"HR professionals need strong soft skills such as empathy, active listening, clear communication, patience, and diplomacy. These skills help build trust, resolve conflicts, and support employees effectively. HR often deals with sensitive situations, so emotional intelligence and the ability to stay calm and objective are essential for maintaining a positive, people-first work environment."

Why: Career clarity.

How: Talk about advancing into HRBP, Talent Acquisition Lead, or HR Manager.

Sample approach:

"In the next five years, I see myself growing into a strategic HR role such as HR Business Partner or Talent Acquisition Lead. I want to contribute to organizational culture, support leadership decisions, and build stronger employee experiences. My goal is to take on more responsibility and play a meaningful role in shaping people-focused initiatives."

If you're nervous or unsure where to begin, the interview co-pilot is your biggest advantage in 2026. It acts like a personal interview trainer and helps you:

It also works beautifully with an ai resume builder, ensuring your resume and interview prep stay aligned.

Together, these tools help you show up prepared -- not panicked.

A few simple shifts can elevate your performance:

Practice these with the interview co-pilot until they feel natural.

HR interviews can feel intimidating, especially when you don't know what to expect. But with the right preparation, clear answers, and modern tools like the interview co-pilot and an ai resume builder, you can show up confident and well-prepared.

HR is one of the most impactful roles in any company. When you prepare intentionally, you don't just pass the interview -- you enter the role with clarity and purpose. more

Anonymous member


Career development 3d
At the end of the year our department head calculated our bonuses and based on that we received our annual bonus.
I accidentally found out that my bonus was exactly half of what my colleagues received, even though I don’t work any worse and in many ways, I work better.
Now I don’t feel like working at all. I’ve even felt like quitting. I understand this is emotional, but it’s really hurtful. How... am I supposed to keep working after this?

 more
1   

  • Eliot Feldman

    15h

    If your bonus is performance based, you should inquire as to how the bonuses are calculated. Are they subjective, objective or a combination.

  • Phindile Mahlangu

    1d

    It is hurtful I know but your salary payment was efficient as always that was bonus. My dear the job is scarce be vigilant with all the decisions... making for now. Check with your experience maybe it was your first year I don't know. more

Load more...

Career development

 15h

Sports Coach Resume Drafting


A client is preparing to move into their next coaching role and want a polished, professional résumé that immediately tells club owners what they bring to the field. The document must follow a strictly functional format so my skills and achievements stand out Please build the résumé around these core sections: Work Experience, Education, Certifications, Previous Roles, a concise Personal... Statement, and space for a Profile Picture. The overall tone has to stay fully professional -- no casual language -- while still feeling energetic and sport-oriented. Deliverables: * One ready-to-send résumé in the agreed functional layout * Fully Editbale in Canva and Acrobat * All source files so I can update details in the future * content will be provided If you have a track record crafting resumes for sports professionals, even better. Let me know how quickly you can turn the first draft around and what information you'll need from me to get started. more

Tim Young


Career development 2d
After yesterday’s interview I can’t stop thinking about it. I keep trying to figure out whether I'm really such a loser.
The HR directly asked me how I feel about being a loser, since for the past 3,5 years my position at the company hasn’t changed. I’ve been working in customer service the whole time and I still do. Honestly, I’m fine with it, but I want a higher salary. That's why I went to the... interview.
Do you also think I’m a complete loser?

 more
1   

  • GLADECAM ENTERPRISES

    18h

    To me you are not a loser but you are royal to your job.,Dont worry and keep goin

  • Randall Giancaterino

    1d

    The HR person certainly is not a winner. Losers do not care as deeply as you do. The HR person should strive to be better at the job, and language in... that important role is paramount. Soldier on! more

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Career development

 18h

Finance Portfolio PDF Creation


I want to turn the highlights of my résumé into a sleek, investor-ready PDF portfolio that brings my finance expertise to life. The focus is on investment analysis and financial planning, so charts, performance snapshots, and concise explanations of my methodologies should stand out. I already have a handful of completed projects and case studies I know must be included, but I'd also like your... guidance in choosing additional work that will round out the story and show range. You can expect to receive my current résumé, raw project files, and any data sets you need as soon as we start. A clean, modern layout is essential -- think subtle color accents, professional typography, and data visuals that instantly communicate value. If you work in Adobe InDesign, Illustrator, or an equivalent layout tool, that's perfect; just keep the final output strictly in PDF. Deliverables * 12-15 page PDF portfolio, press-ready and web-optimized versions * Fully editable source file (InDesign or equivalent) * All embedded graphics and raw images supplied separately For acceptance, the portfolio should read logically from high-level résumé overview to detailed case studies, with each project clearly labeled and cross-referenced to the relevant skills section. I'll provide feedback at two checkpoints: a draft outline before design begins and a full mock-up before final polish. more

Career development

 20h

Resume- vs. Application-Based MBA Admissions Interviews


Some schools believe strongly in the notion of résumé-based interviews, which means that your interviewer will know nothing about you in advance of the interview other than what appears on the résumé you give them. Others favor application-based interviews, meaning your interviewer will be very familiar with your candidacy from reviewing your application materials.

Schools that fall into the... résumé-only camp include Yale School of Management (SOM), Columbia Business School, Michigan Ross, UCLA Anderson and the University of Chicago Booth School of Business. We should note that at UVA's Darden School, the MBA admissions interview is truly context-free, meaning the interviewer will not have read or reviewed either your application or your résumé. "Your interviewer will not have read or reviewed your application or résumé. It is our policy to conduct anonymous interviews. Applicants do not need to send in their resume for the interview," reads the Darden website. In general, though, most business schools who conduct résumé-based interviews intend that to mean that the interviewer has access to a résumé and nothing more.

"Our interviews are 'blind,' meaning that the interviewer has reviewed your resume, but has not seen the rest of your application. The idea is for this input to be as independent of the other reviews as possible," says Yale SOM's Bruce Delmonico, who leads admission for the New Haven school. (It is worth noting that Yale SOM interviewers also pepper in behavioral questions, on top of the standard résumé-based questions.)

Résumé-based interviews offer applicants both advantages and disadvantages, admissions experts say. "I've always liked résumé-based interviews because the applicant gets a bit of clean slate," says Clear Admit Co-Founder Graham Richmond. "There's no bias that might come with the interviewer having seen grades, scores, recommendation letters or the like," he adds. "That said, this doesn't mean a résumé-based interview gives candidates open license to reinvent their candidacy," Richmond cautions. "The interview should be consistent with the written application that is ultimately submitted."

From the school's perspective, résumé-based interviews also make it feasible to draw from a larger group of interviewers -- including alumni and second-year students. A résumé-based interview doesn't require that these interviewers be fully versed in a candidate's full application or be trained to limit biases that could result from having this fuller view before the interview.

Alex Brown, who worked in admissions at the University of Pennsylvania's Wharton School for many years, views résumé-based interviews as "additive" in that they represent an additional data point like essays or recommendation letters. Application-based interviews, in contrast, Brown views as "iterative." "These give the adcom the opportunity to dive deeper into the applicant," he says.

Résumé-Based MBA Admissions Interviews: The Basics

Often for résumé-based interviews, an interviewer will ask you to walk him/her/them through your résumé, leaving it to you to highlight what you deem most important.

Richmond offers some cogent tips for approaching a résumé-based interview, beginning with knowing your résumé well enough that you don't need to look at it constantly. "Practice the résumé walk-through extensively," he advises.

"It's easy to think you know your story and then find yourself rambling through it in the interview -- wasting valuable minutes that could be devoted to more in-depth conversation," he says. Strong candidates can falter when walking through the résumé, taking too long, losing the interviewer in jargon and the like. Don't let this be you.

While a little late in the game for applicants who have already submitted their résumés as part of their application, Richmond also offers some guidance on how to prepare a résumé that best lends itself to a résumé-based interview. "In essence, your résumé should be a really compelling and concise summary of your experience to date, which for 99 percent of candidates will mean a single page," he says. (Consult Clear Admit's Resume Guide for more details and best practices.)

Of course, the résumé you submit as part of your application needs to be well crafted no matter what kind of interview you might have since it's a key component of your overall file, Richmond points out. "That said, for the interview, the résumé you send or bring to your interviewer doesn't have to be identical to the one you submitted with your application," he adds. "If there are new developments you wish to include or minor improvements you wish to make in advance of the interview, that's fine," Richmond counsels.

Brown adds, "When I was interviewing at Wharton, I always appreciated the candidate who had their professional summary and long-term goals articulated at the beginning of the résumé. It can help guide the interviewer through the rest of the résumé."

Application-Based MBA Admissions Interviews at Harvard Business School, MIT Sloan

Unlike Yale SOM, Chicago Booth and, in large part, Stanford GSB, some schools prefer that their MBA admissions interviews be conducted by someone who is already quite familiar with a candidate's complete file. Harvard Business School (HBS) and MIT Sloan School of Management come to mind immediately in this area.

The HBS website reads: "Interviews are 30 minutes and are conducted by an MBA Admissions Board member who has reviewed your application. Your interview will be tailored to you and is designed for us to learn more about you in the context of a conversation."

This supports both Brown's point that application-based interviews are "iterative" and Richmond's suggestion that they can sometimes lead to more in-depth conversations.

"It's a question of whether a school is seeking a broad and consistent view of the applicant via all the 'media' the school offers in the application process, or whether the school is seeking to delve more deeply into specific areas, once the other aspects of the application are submitted," Brown adds. "Quite frankly, it is easier for a school to use a resume-based interview, but that does not mean it is always the best method."

Go go the next page to learn more about behavioral interviews. more

Career development

 22h

Could a Trip Down Memory Lane Aid a Professional Career?


At first glance, revisiting your high school years can feel like a purely sentimental exercise, something reserved for reunions, anniversaries, or moments of quiet nostalgia. Yet, looking back, and more importantly, reconnecting with the people who shared those formative years with you can offer unexpected value for your professional life.

A trip down memory lane isn't about reliving the past or... measuring how far you've come against others. It's about revisiting early experiences with the benefit of perspective and using them as a tool for reflection, clarity, and growth.

Long before résumés, performance reviews, or career titles entered the picture, many professional traits were already forming in high school.

Leadership showed up in student councils, team sports, and group projects, while creativity emerged in art rooms, music rehearsals, and writing assignments. Your problem-solving and resilience skills were likely developed through exams, deadlines, and social challenges.

High school friends often remember these early traits clearly, sometimes more clearly than you do yourself. Reconnecting with them can reveal patterns in your behavior and strengths that still shape how you work today.

Modern careers often move quickly, leaving little time for reflection. People focus on the next promotion, the next pivot, or the next goal without pausing to assess how their path has unfolded. Conversations with high school friends can naturally slow that pace.

Old friends remember your early ambitions, the subjects you loved, and the directions you once imagined for yourself.

Revisiting those conversations can help you understand whether your current career aligns with long-standing interests or whether certain aspirations were quietly set aside along the way.

One of the most valuable aspects of reconnecting with high school friends is the absence of pressure.

Unlike formal networking, these relationships don't require polished introductions or strategic positioning. Shared history creates an immediate sense of familiarity and trust. A simple message to check in or reconnect often leads to open, honest conversations.

While professional insights and opportunities may naturally emerge, the real benefit often comes from the ease and authenticity of the exchange rather than any specific outcome.

As time passes, high school friends move into a wide range of industries, roles, and life paths. Some may become entrepreneurs, others specialists, managers, creatives, or educators.

While reconnecting shouldn't be treated as transactional networking, these conversations can organically expand your professional perspective.

Advice offered by someone who knew you before your career began often feels more grounded and sincere. These discussions can lead to new ideas, introductions, or simply a clearer understanding of how different professional worlds operate.

Professional confidence isn't always built through external validation. Sometimes it comes from being reminded of qualities you've consistently carried with you. High school friends may recall your ability to organize, motivate others, stay calm under pressure, or think creatively.

Hearing these reflections can help you reconnect with parts of yourself that may have been overshadowed by job titles or workplace expectations. That renewed self-awareness can strengthen how you communicate your value, whether you're pursuing a new role, leading a team, or navigating change.

If you are keen to get in touch with your old school friends for this purpose, but don't have their details, make sure to look at this high school yearbook. Yearbooks and alumni records here provide a natural entry point, offering names, faces, and shared memories that make reconnecting feel intentional rather than intrusive.

One of the most reassuring aspects of reconnecting with high school friends is discovering how few careers follow a straight line.

Conversations often reveal detours, setbacks, reinventions, and unexpected opportunities that never appear on professional profiles.

Realizing that others faced uncertainty, doubt, or change can be grounding, especially during moments when your own path feels unclear. These shared stories reinforce the idea that growth is rarely linear and that adaptation is often a sign of strength rather than failure.

Reconnecting works best when curiosity replaces comparison. Instead of focusing on who achieved what, meaningful conversations explore what people learned, how priorities changed, and what fulfillment looks like now.

These exchanges often feel richer and more relevant than surface-level updates. They can inspire new ways of thinking about success, balance, and purpose, all of which feed back into professional decision-making.

Ultimately, a trip down memory lane isn't about escaping into the past. It's about using it as a resource. Reaching out to high school friends can deepen self-awareness, broaden perspective, and quietly support professional growth.

By reconnecting with people who knew you at the beginning, you gain insight into patterns, values, and strengths that still matter today. Sometimes, the clarity needed to move forward comes not from chasing the next step, but from thoughtfully revisiting where it all began. more

Janes Kemunto
Career development 2d

What is your advise to transition from B2B sales to market intelligence? Easiest role to start with?
1   

  • Bernard Brathwaite

    22h

    B2B sales is where you should stay. While those companies are digging for gold, you continue to sell them picks and shovels. Learn some AI and start a... service for your B2B clients. You should have contacts of businesses that already know and trust you.  more

  • Ismail Na Allah

    4
    1d

    Assess your skill set in Google, Analytics, Tableau, SEMrush, Power BI, and SWOT analysis frameworks then you can start off as MI analyst.

Career development

 23h

How to avoid common pitfalls: Red flags for solopreneurs


I had to submit my résumé for a role. Then I went through three interviews, with nearly identical questions each time.

The problem? The role was for a freelance writing position. Not to become a company employee. I got all the way to the third interview only to learn that the role paid a fraction of my usual rate, even though I'd provided my rate up front.

I'm experienced enough as a solopreneur... to know that going through three interviews was a bad sign. The potential client wasn't communicating internally (as confirmed by the fact that my rate had been overlooked). Multiple interviews are incredibly uncommon in my line of work, and indicated to me that the company didn't know how to work with a freelancer.

When you're a solopreneur, bad clients cost you time and money. They also crowd out better opportunities and put a strain on your bandwidth. Client selection is a core business skill. And if you're not in a position to turn down work, you at least need to know how to handle sticky situations when they come up.

The best time to spot a problematic client is before you sign anything. That's when you can decide whether the client will be worth the hassle or not.

Here are some of the most common red flags I've experienced talking with potential clients.

Vague project scope. "We'll figure it out as we go" sounds flexible, but it usually means the client hasn't thought through what they actually need. That ambiguity becomes your problem once you've signed a contract, and it can be hard to rein in.

Requests for free work or unpaid "test projects." There are very, very few scenarios in which I believe a solopreneur should do any unpaid work. I've seen unscrupulous companies use submitted test work without providing any compensation -- essentially, free labor for them. If a client needs to evaluate your skills, point them to your portfolio or testimonials. Or negotiate a paid project.

Unrealistic expectations on timeline or rate. If a potential client lowballs you, the relationship will always be lopsided if you accept. Many solopreneurs juggle multiple clients, so saying yes to low-paying work or expedited timelines can impact your other clients.

Simple script to use: "My rates start at $XX. If that doesn't work for your budget, I'd be happy to recommend someone else who might be a better fit."

Sometimes you have no idea that a client will be a nightmare until after you start working with them. But before you know it, some red flags tell you that the client relationship isn't going well.

Scope creep. You identify the scope of the project and put it into the contract, but the client continues to come back to you with additional requests. If you accommodate the client, this erodes your effective rate when you "donate" extra time -- and requests can add up, fast.

Simple script to use: "This wasn't included in our agreement, but I'm happy to do that for $XX additional amount, and it will take YY additional time."

Framing it this way clarifies that additional work has additional costs.

Poor communication. Some clients expect instant replies, treating you like an employee who should be available whenever they need something. Or they take forever to reply, and you can't move forward. In both scenarios, you need to be proactive. Let clients know your expected response time (like you will respond within 24 hours). Make sure they are aware that a delayed response on their end will have a negative impact on the project.

Delayed payments or ghosting on invoices. These are the clearest signals that a client relationship isn't working. Drop that client, fast. You shouldn't have to chase a client for money that's owed to you.

Every solopreneur says yes to an imperfect opportunity or has engagements with difficult clients. It's part of the business. You don't have to say no based on red flags, but you do need standards -- and the language to enforce them.

The earlier you learn to spot red flags and respond to them, the more options you'll have.

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