Career development

4h

Henchmen.

"Do you ever wonder what it's all for?" Ivan asks his half-listening compatriot, Eli.

"Here we go, again." Eli opens his daily pack of Lucky Strikes.

"I implore you to cease shaming me for simply making conversation. What else are we supposed to do to pass the time?"

Eli lights a cigarette, exhaling smoke and sighing simultaneously. His slicked back hair shines in the New York summer heat. Ivan... furrows his thick brows as he looks down at him.

"Do ya not get enough air up there? We're 'posed to be protectin' the boss. It ain't rocket science." Eli rolls up his black button-up shirt sleeves and crosses his tattooed arms. Two meaty résumés featuring a tattoo for each kill, with half caused by someone calling him some form of short, the most common last words in the city.

"Ergo, I must inquire within..." Ivan nervously fidgets with his long beard. "...and I simply wonder if this is a man worth protecting." He stares out of the alleyway watching the 9-5 jockeys rush to work, wondering if that life path would have been a better choice. He makes peace with the fact that he'll never know.

"Who gives a fuck." It's a job. And a good-paying one at that." Eli opens the latch on the metal door they're guarding to make sure no one is eavesdropping.

"Lucrative."

"Huh?"

"Lucrative is a nice word for that."

"Thanks, Lurch."

"Do you think we'll see him today?"

"The boss? I dunno, he's busy."

"No, him..." Ivan looks over both shoulders despite having his back to a wall.

"...the Owl."

"I hope so." Eli pulls out and inspects both of his nickel-plated SIG-9s, then returns them to his shoulder holsters. Engraved on each handle is Say Cheese in cursive.

Ivan doubles down. "I ask you again, is the boss a man worth protecting? Aren't we simply fodder for The Owl? I certainly have no quarrels with him or his cause."

"You heard my answer. He's a man worth defending because he pays well. That's what I get outta it. We get paid to be fodder."

"I disagree. And I'm growing more uncomfortable with this by the hour."

"Shocker." The sidewalk empties as the workday begins. The two henchman settle in for a long day of vigilance.

"Did you know the boss killed The Owl's aunt?" Even Eli is taken-aback by this.

"Did he really? Jesus Christ."

"He did indeed."

"Who the fuck kills somebodies aunt?"

"The man we're protecting."

Eli, hiding his nerves, checks the surrounding rooflines. "Look, we need the money and the boss knows where our families are. He met my aunt once and she's an acquired taste lemme tell ya. Whaddya you know about this Owl?"

Ivan ignores the question. "So you disagree morally with our employer?"

"I wouldn't say that."

"Would you ever kill someone's aunt?"

"Of course not. I don't kill women. It's too easy."

"Evil Eli doesn't kill women?"

"Yeah, don't tell anybody."

"It's safe with me."

"Thanks, big guy."

In Eli's mired subconscious lied a love of learning under layers of abject horror.

"What else you know about this Owl, anyway? Doesn't he have super-vision?"

"Supervision or super-vision?"

"You know which one."

"Yes, it is believed he does. There have been stories of seemingly impossible feats of marksmanship."

"He's a man that bleeds like the rest of us." Eli lights another cigarette out of reflex.

This confuses Ivan. "And?"

"And what?"

"Why did you feel the need to state that outright?"

"Just sayin' that he can die."

"We all knew that already."

"Can it, Ivan and keep an eye out for him."

The dynamic duo stands guard silently for hours. Every single bit of movement or sound could be a sign of imminent danger. Ivan breaks it.

"I think the greater question is -- "

" -- not now, Ivan."

"Then, when?"

"Fine, go ahead." Ivan never felt more alive than when given the floor to speak.

"I think the greater question is, do we have an inherent purpose within us or is our purpose thrust upon us by an indifferent universe?"

"I think your purpose is to ask stupid questions."

"I've grown increasingly confident that we are placed into a role by a higher power, and there's nothing we can do to change it. Our lives are predetermined by indifferent forces imperceivable to us. We're lower than fodder, yet not unimportant. We play a role, yet not the one in the spotlight. Do our lives alone satisfy some divine requirement for death? I believe so. As we've stood here today, I've attempted to recall my upbringing. I find my memory lacking. This is troubling and likely by design. Why can't I remember my childhood or teen years but I can recite sonnets? Because I wasn't meant to. Even now, this monologue I shout to deaf ears and stained stone, doesn't serve any purpose but to delay the inevitable. We are but a rung on the ladder of a grand design. Are the rungs of a ladder more or less important than each other? I am uncertain. The Owl has no more control over his actions than the boss, or us, for that matter. The only difference is that he was chosen. Our purpose is to have the least purpose, because someone has to."

An arrow pins Ivan's head to the building behind him. Another travels through Eli's temple and sticks into the wall. A hooded figure with a golden bow lands gracefully between their bodies and knocks on the door. more

Career development

23h

HR expert urges people to always lie about 1 thing in job interviews

Anna Papalia has shared the one question you should always lie about when interviewing for a job

An author who specialises in successful job interview techniques has revealed precisely what to say when posed with a very particular question - but people remain unconvinced.

It's crucial to bear in mind when attending a job interview that, while the employer is attempting to determine if you're... suitable for the position, you are also assessing them.

One aspect that frequently catches people off guard is when the conversation shifts to whether you've applied to any other firms. It may appear that the correct strategy is to tell them they're your only choice - even if this isn't accurate - but an interviewing expert has revealed that this isn't the wisest approach.

Anna Papalia, an author and public speaker, routinely shares guidance on TikTok about how best to present yourself when applying for jobs. She told her one million followers: "When you're asked in an interview, 'Are you actively interviewing?' or, 'Are you interviewing anywhere else?', there is only one thing to say."

She continued: "There is only one good answer to this question. This is the most important concept when it comes to job interviews so if you forget everything else I've ever taught you I want you to remember this one thing. The less you want it the more they want you.

"If in a job interview, you act as though you're desperate and you need this job and you want this position, it's going to pull them back a little bit. I can't explain it, it's humans, right? We want what we can't have. So the next time someone asks you 'are you actively interviewing, are you interviewing anywhere else?' You say 'yes, I am actively interviewing'. And when they ask where, you say 'I would prefer to keep that confidential'"

She added in the comments: "If you're in final rounds with another company or multiple companies, you should let that be known in the interview process. Because the principle of scarcity applies. The less your skill set is available the higher the salary you can demand. Pro tip, have a skill set that is unique and desirable if you want to get the best offer and whatever you do keep all your options open until you sign that offer letter."

Commenters were swift to share their own views, with many stating they disagreed with Anna's guidance.

One person posted: "My fav is: 'No, I'm happy with my current position. I love what I do and my team. When I saw this opening, I thought my skills matched and it was worth exploring if it's a good fit both.'"

Another user commented: "Have hired dozens of people over the years. If a candidate appears lukewarm about a position, that's a red flag."

While a further respondent added: "As a recruiter, the more a person seems to want the job, the more we give them the attention if they have the skillset and attitude." more

1

Shem Ngatia
5h
HR value enthusiasm to role, less risk of flight risk so lying will only backfire

Charles French

Career development

1w

Crazy, I worked in tech/UI/UX design and development for over 20 year with fortune 250/500 pretty large size companies and as a federal contractor. I loved the space when I first staarted. I seperated last year, not necessarily loving it anymore, but still working at a very high level because we know the pay is great. It took time away and jumping back into Desgin/Development for myself and the... peole in the industry I am currently in to realize why I loved designing and building things. The love was because in my own way I was solving a problem for the better good. Am I a unicorn? more

1

Tony Briscoe
6
9h
A unicorn is a unique term set aside for the most unique or impossible outlier. Would need to know more. You sound clear on your ability, solid in... your foundations, and passionate about what you do. Unicorn or not , you are killing it!!! more

Eliot Feldman

Career development

1w

How do you proactively manage your career development to ensure you are consistently moving toward your goals?

Tony Briscoe
6
9h
1. Get a coach.
2. Find a mentor.
3. Build your personal board of directors.
4. 30-60-90 day plan for documenting your wins & updating your resume.
5.... Network. more
Tony Briscoe
6
9h
1. Get a coach.
2. Find a mentor.
3. Build your personal board of directors.
4. 30-60-90 day plan for documenting your wins & updating your resume.
5.... Network. more

Jozef Alexi

Career development

4d

I'm a student looking for a part-time job as a waiter in a cafe. On my first day they told me to work for free so they could see if I was good enough for the job. I worked 10 hours.
The next day the same thing happened. I worked another shift and still didn't get paid.
Now it's the third day in a row. They want me to work another free shift and say that if everything goes well, they'll... officially hire me on Monday.
But I don't really trust them. Maybe this is their trick - they keep bringing in new people, make them work for free for a few days, and then replace them with someone else without paying. What do you think?

more

3

Tony Briscoe
9h
That’s called slavery! Expose them!
Vivian Vivian
16h
As l think to be paid and look forward to another job

Career development

10h

Remote Licensed Property & Casualty Insurance Agent | TTEC - Archyde

A remote Licensed Property & Casualty Insurance Agent position is now available in Bridgeport, Connecticut, according to a job posting by TTEC, a customer experience solutions provider. The opportunity, listed on CareerBuilder, requires candidates to hold a valid insurance license and offers the flexibility of remote work across the United States. The posting was published seven days ago, though... no specific application deadline has been disclosed.

The role involves managing insurance policies for clients, assessing risk, and providing guidance on property and casualty coverage. TTEC's job description emphasizes the need for strong communication skills, attention to detail, and the ability to work independently. Candidates must also meet state-specific licensing requirements, which vary by location. The company did not provide additional details about compensation or benefits in the initial posting.

Context of the Job Market for Insurance Professionals

The demand for property and casualty insurance agents has remained steady, driven by factors such as natural disasters and regulatory changes. According to the U.S. Bureau of Labor Statistics, employment of insurance agents is projected to grow 5% from 2022 to 2032, about as fast as the average for all occupations. Remote work opportunities in the sector have expanded in recent years, particularly following the shift toward digital customer interactions during the pandemic.

TTEC, which operates in industries including healthcare, finance, and retail, has previously advertised similar roles for insurance professionals. A 2023 report by the company highlighted its focus on hiring for remote positions to support clients' customer service needs. The Bridgeport opening aligns with this trend, offering candidates the ability to work from home while serving a national client base.

Verification of Key Details

The job posting, accessible via CareerBuilder, states that the position is "remote USA," though it does not specify whether the candidate must reside in Connecticut. The requirement for a valid insurance license is standard for property and casualty agents, as mandated by state insurance departments. For example, Connecticut's Department of Insurance requires agents to pass a state-administered exam and complete continuing education credits annually.

Verification of TTEC's involvement in the posting was confirmed through the company's official career page, which lists similar roles for insurance professionals. However, no direct link to the Bridgeport-specific job was found on TTEC's website, suggesting the posting may be managed through third-party platforms like CareerBuilder.

Implications for Job Seekers

The availability of remote insurance agent roles presents opportunities for individuals seeking flexible employment, particularly in regions with high unemployment or limited in-person job options. However, candidates must navigate state-specific licensing requirements, which can be a barrier for those relocating or working across multiple jurisdictions.

For employers, remote hiring allows access to a broader talent pool while reducing overhead costs. A 2022 study by the Society for Human Resource Management found that 74% of organizations reported cost savings from remote work, including reduced office space and benefits expenses. TTEC's emphasis on remote roles may reflect this industry-wide shift.

Job seekers interested in the position are encouraged to review the full posting on CareerBuilder and contact TTEC directly for clarification on licensing, compensation, and other details. The company's website provides resources for understanding insurance industry requirements, though specific guidance for this role was not included in the initial listing.

As the insurance sector continues to evolve, remote positions like this one could shape the future of professional opportunities in the field. Candidates should monitor updates from TTEC and state insurance regulators for further information. more

Career development

19h

How I Hire and Build Teams That Don't Fall Apart Under Pressure

Entrepreneur Media LLC and Yahoo Finance LLC may earn commission or revenue on some products and services through the links below.

Early-stage founders spend a lot of time thinking about product and fundraising. They spend less time thinking about team design. That is a mistake.

In my experience, companies rarely fail because of one bad feature. They fail because the wrong people were in the... wrong seats for too long. Early hires shape culture, speed and decision-making patterns. Once those patterns set in, they are hard to undo. If you want a team that lasts, you have to be intentional about who you bring in, how you evaluate them and when you make hard calls.

Hire for trust first, credentials second

I've met candidates with degrees from elite schools, impressive titles and big-name brands on their résumés. That can open the door to a conversation. It does not guarantee they can execute in your environment. When I hire early, I ask one primary question: Do I trust this person? Trust doesn't imply perfection. Everyone makes mistakes. Trust means I believe they will take ownership, communicate honestly and improve when given feedback.

In a startup, there is no room for passengers. You need people who will follow up without being chased. People who send the email when they say they will. People who take criticism without defensiveness and come back better the next week. Large organizations can absorb mediocre performers for longer periods. Early-stage companies cannot. They don't have the luxury of extra layers. Every person directly affects momentum.

When evaluating beyond the résumé, test for three things:

* Responsiveness. Do they follow through during the interview process? Do they prepare?

* Coachability. When you challenge an idea, do they get curious or combative?

* Ownership. When discussing past failures, do they blame others or explain what they learned?

Assess fit, not just experience

Experience only helps if it translates. I have seen companies hire executives from massive corporations, expecting instant transformation. What they forget is context. Managing a $450 million marketing budget is not the same as stretching a startup's limited resources. Leading at scale is different from building from zero.

The question is not whether someone is impressive. The question is whether their experience matches the problem you are solving right now. Early-stage teams need builders. People that are willing to do unglamorous work. People who are comfortable without clear job descriptions and can operate with ambiguity. As you grow, your needs change. The operator who thrives in chaos might struggle in a structured Series B environment. That doesn't make them bad leaders. It means fit evolves. more

Career development

19h

Giving graduates an edge in today's job market -- Nuruladilah Mohamed

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JUNE 14 -- "Lights, camera, action!"

For many university graduates, a job interview can feel like stepping onto a stage. The spotlight is on; the panel is watching and every answer... matters.

Unlike a performance, however, there is no script to memorise. What graduates need is not a perfect act, but the ability to present their real experiences with confidence, clarity and purpose.

This is where job interview preparation in university plays an important role. In today's competitive job market, academic qualifications alone are no longer enough. Employers are increasingly looking for graduates who can communicate effectively, think critically, solve problems and show that they are ready for the demands of the workplace.

For many students, the journey from lecture halls to interview rooms can be challenging. They may have the knowledge, skills and potential, but struggle to express them clearly when facing interview panels.

Some give answers that are too short, while others speak at length without highlighting the point that matters most. This is why structured interview techniques should be treated as an essential part of graduate employability.

In job interview skills classes, students are often introduced to a simple but useful technique known as the STAR method. STAR stands for Situation, Task, Action and Result. Although the name may sound technical, the idea is simple. It teaches students how to tell their experiences like a short story, but in an organised way.

From my experience teaching job interview skills, I notice that many students already have stories worth sharing. The challenge is that they often do not know how to present these stories during an interview.

When I ask them to respond to a common interview question such as, "Tell me about a time when you worked in a team," many would begin with a simple answer like, "I am good at teamwork." While the answer is not wrong, it does not tell the interviewer much about who they are or what they can do.

This is why I encourage my students to go beyond general statements. I remind them to think of a real experience, perhaps from a group assignment, a class project, an internship task or a university programme they helped to organise. Then, I guide them to explain what happened, what role they played, what action they took and what the outcome was.

I often see students become surprised when they realise that they do have useful experiences to talk about. Many fresh graduates feel that they lack working experience, but they sometimes forget that university life itself has exposed them to many workplace-related skills. Group discussions, presentations, club activities, volunteer work, community programmes and part-time jobs can all become meaningful examples in an interview.

For instance, a student who helped organise a campus event may not see it as something impressive at first. However, when we break down the experience, the student may realise that he or she had practised leadership, teamwork, communication and problem-solving. Another student who completed a difficult group project may be able to explain how the team handled different opinions, managed deadlines and completed the task together.

These simple stories matter. They help employers see the person behind the certificate. They show not only what a graduate knows, but also how the graduate thinks, responds and contributes to real situations.

In my classroom, I have seen how the STAR method helps students recognise the value of their own experiences. It gives them a clear way to arrange their ideas and speak with more confidence. When they know what to say and how to say it, they are less likely to panic or rely on memorised answers.

Most importantly, I want my students to understand that an interview is not about giving the perfect answer. It is about giving an honest, clear and meaningful answer. It is about showing who they are, what they have learned and how they can contribute to the workplace. Sometimes, all fresh graduates need is the right way to tell their own story.

In the end, getting hired is not only about having skills. It is also about knowing how to communicate those skills effectively. For graduates preparing to enter the working world, mastering this structured approach may be one classroom lesson that makes a lasting difference in their future careers.

* Nuruladilah Mohamed is a Senior Lecturer at Akademi Pengajian Bahasa (APB), Universiti Teknologi MARA (UiTM), Cawangan Terengganu. more

Andrea Pollak

Career development

1d

Why does everyone tell me about their family? I spend the whole shift listening and I’m tired of it. Every person who sits in my chair starts talking. Do women think a hairdresser is a therapist or a place to cry? I can’t work properly. Maybe I should put a sign that says “Be quiet” not to go crazy?

Tony Briscoe
9h
You definitely missed the memo.
Victoria Sijamba
14h
Sometimes people disclose family information because they want solutions from you. So the best thing is to let them pour their hearts to you and if... you are in position to give advice, do so accordingly. But don't take advantage of their weaknesses. more

Career development

1d

After Months Of Job Hunting, I Finally Understand Why So Many People Have Just Given Up Entirely

Man. It's amazing to think that I worked my first on-the-books shift at a job I enjoy in almost six years. Though I have put in thousands of applications in my field, I still do not have a W-2 job in writing, editing, or marketing.

Rather, I got myself a perfect part-time job as a secretary at a doctor's office. It's actually a really nice fit for me. It's quiet, fun, and a great way to just... spend time organizing and filing.

Words cannot describe how much relief I felt when I got the offer. I actually had to speed off the phone because I had to scream, jump, and cry for joy. It's wild, really. Six years, man. Six years of madness.

Though I'm now employed, I'm still traumatized by the absolute nightmare that is the American job search

Surface / Unsplash

You know, I consider myself a strong person. I survived stuff most people die from, repeatedly. I struggle with CPTSD every day, but I don't let it own me.

Things like hearing gunshots? Seeing violent crime happen in front of me? That stuff doesn't faze me. (Make of that what you will.) So knowing my tolerance for horror, I find it very telling that I remain deeply traumatized by the stuff I endured during my job search. Job hunting remained one of the most deeply destabilizing things I've ever had to go through.

I'm far from alone in that sentiment. Studies show a direct link between long-term job searching and depression. In fact, there's even a name for it: Job Search Depression.

Job hunting in America is designed to break you

Think about it: The modern job hunting experience doesn't really seem to be about finding the best fit for a company's culture anymore. It often seems to be more about dotting the i's, crossing the t's, and covering HR's behind.

With every month that rolled by, I noticed that jobs wanted people to jump through more and more hoops:

* You need to have a keyword-optimized resume these days. ATS, or Applicant Tracking Systems, use AI to filter out people who are not deemed to be suitable. They do it via tracking keywords in a resume. If you don't have the right keywords or don't phrase your resume well, you're boned, even if you have all the right skills and then some.

* You have to have a degree for almost any corporate job. The number of times I was told that I needed a degree to prove my value after working in publishing for decades was shocking.

* Companies also don't want to hire people who are unemployed or overqualified. I was desperate for a job, but kept being told I was "not a good fit" because I was unemployed and focused on writing. Despite my being one of many to have this issue, corporations keep saying that "people don't want to work anymore."

* It's also an open secret that companies are trying to lowball workers. They often make a point of asking questions that make you doubt yourself, or trying to show how little your experience means. There are even reports of people asking for five years of experience in a two-year-old program!

Whatever happened to just being able to do a job?! It seems like most companies operate by trying to get the most submissive, desperate, and hungry people possible.

Then, there's the issue of the complete and utter lack of feedback, piled with rejections

The way employers reject applicants is also cruel, in that weirdly inhuman "mean girls" way that only businesses can be. Most businesses don't even give a reply saying they've moved on.

Even when they do offer a reply, it's always the same automated, canned response: "We had so many great applicants, but we have decided to move forward with other candidates. Please try again later."

After a while, it's hard not to take those rejections personally, even when you get the feeling that the job that you applied for could be fake. Sometimes, you just want to know why you weren't hired beyond the trite "other people were more qualified."

I don't know if other people have done this, but I started asking hiring managers and recruiters what was wrong with me. I wanted genuine feedback. After all, how are people supposed to improve if they don't know what's wrong? You really can't improve without knowing what you're doing wrong in the first place!

All I ever got from anyone was an awkward, "I'm sorry..." or "It's hard..." Maddening, much?

HR notoriously can't give feedback because they are worried that they are going to get sued if they say the wrong thing. In many cases, the people reading the resumes don't even see yours because ATS just decided your resume was not enough.

Rather than offer help and feedback, companies and recruiters do nothing. And in that weird, messed-up way, that silence makes you feel less than human.

If you're not hired after a year of searching, that silence starts to feel like a subtle way of the world saying, "You're not even worth helping."

Trying to get help via government programs or nonprofits is an unmitigated disaster, too

It's a mess trying to get nonprofit/public assistance in my job hunt. Long story short, I got no help. I didn't qualify for any job search help, despite being a human trafficking survivor and being unable to afford to pay rent.

If I divorced my husband, I would have qualified for a program that helps women who are moms/divorced re-entering the workforce with training. That was the only program that was even remotely interested in helping me find a job.

So, if I were to leave my husband, I could have gotten free training to become a Certified Nursing Assistant. However, I am not interested in divorce, so I was not "qualified" to have that job training.

Not for nothing, but I really searched high and low for non-profits and government programs that would have been able to help me find a job. Most of those programs were either full, never called me back, or didn't want me in.

Trying to get government assistance in job seeking or even getting job search help often meant I'd have to navigate an infuriatingly poorly-built spiderweb of programs, referrals upon referrals, and time wasters.

Weirdly, it adds salt to the wound. It's almost as if society wants you to know, "Hey, you're not worth helping."

The excuse of 'trying to find the right fit for our culture' is also dead as a dodo

Getty Images / Unsplash+

There was a point in time when there was an excuse that HR was "busy at work, trying to find the right culture fit." It's true. In an ideal world, HR would be working on a human fit because hiring is a somewhat human practice.

That got shot to hell with AI.

People are posting videos of botched job interviews where AI interviewers and screenings make zero sense. Some even glitch out so badly that it's embarrassing to even consider.

A lot of great candidates are failing job interviews because of AI. Somehow, CEOs think this is a good move for their companies and claim that it's great for them to find the "best fit."

Yeah. No. Let's cut the nonsense. I don't think even CEOs know what they want anymore. The fact that HR seems to back this just shows how ridiculous some of these companies really are.

There's a very easy solution to the 'nobody wants to work' whine

People do want to work. Companies regularly ignore those in need of work.

There's an easy way to handle this: offer "instant hire" lines for people based on their skills, complete with basic living wages and healthcare. The way it would work is simple:

* Line people up based on the skills they have. If they want to get customer service skills, have them write that down. Clerical? Write that down too. Farm labor? Write that down. Construction? Cool. Willing to learn? Write the specific trades you would be willing to learn there.

* Have companies post openings for all their jobs. The companies will not be allowed to turn people away unless they don't pass a background check. They must say yes and fire them only if their work is inadequate or if they are chronic no-shows. People are not allowed to quit their jobs until one year has passed.

* Give people the job openings that fit their skills, closest to their home address. Boom done. Everyone gets labor. Everyone gets a paycheck. The economy is saved.

* If a job requires certifications or education, tell the companies that they must pay for the education to get any workers from the program. And tell workers that they must work a minimum of one year at the job if they accept it or have their checks garnished for the remainder of their tuition.

* If the workers no-show, quit, don't work adequately, or act inappropriately, they get a strike on their resume. Three strikes and they're out of the program for good. They can appeal this process.

Done. Simple. Easy. Oh, and it's what I've gathered was the basic way that jobs were doled out in communist Romania. And sadly, this process I just outlined is a lot more empathetic, calm, and orderly than what we're doing right now.

America's work culture stopped asking if people can do the job in favor of servitude

When I hire someone, I want to know if they can do the job adequately. If they can? Cool. Hired. I don't care how old they are, how weird they are, or what they do on their weekends. I just want them to work.

When did that stop being the case? I don't know. But that sure explains why so many larger companies are failing.

Ossiana Tepfenhart is a writer whose work has been featured in Yahoo, BRIDES, Your Daily Dish, Newtheory Magazine, and others. more

Career development

1d

Résumé Paper - Southworth - 100% Cotton Fiber - 50 sheets

Résumé Paper - Southworth - 100% Cotton Fiber - 50 sheets

Southworth - 100% Cotton Fiber Résumé Paper, 32 lbs., 8-1/2 x 11, Ivory, 100/Box (50 sheets left)...$8 firm

100% cotton fiber -- perfect for any documents where prestige is the look and feel desired. Strong and durable to withstand years of average wear and tear. Watermarked and date-coded. Laser, inkjet and copier guaranteed. For a first... rate résumé. Includes a résumé writing guide. Paper Color(s): Ivory; Sheet Size: 8 1/2 x 11; Paper Weight: 32 lbs.; Paper Finish: N/A. more

Tom Seliga

Career development

5d

At our company we go away for a weekend once a month. The boss buys everyone barbecue and beer as a thank-you for our work. But we have to pay for our own hotel rooms. I know I'm bringing my wife, so we'd need a double room anyway, but if it's a company event, shouldn't the company pay for the hotel too? I'm thinking about stopping these trips because they end up costing quite a lot.

arthur kateeba
1d
You do not need to go unless its mandatory.
The purpose of the event is to bond with fellow employees not with family. If you would like you wife to... tag along then you should chip in. more
Sheila Milburn
4d
They should pay IF its mandatory. If not required, stay home. If you still feel obligated go less frequently, like once a qtr. Or rent a Airbnb... with another couple. Ask your tax preparer, you may be able to claim on your taxes. more
1

Career development

1d

MBA Applications: Resume Clarity Beats Fancy English

Among all components of the MBA application, the resumé is often the most underestimated. Applicants devote enormous effort to essays while treating the resumé as a routine document.

In reality, it is frequently the first item that admissions officers read, which shapes their entire impression of the candidate.

Unlike essays, which unfold gradually, the resumé must communicate trajectory,... capability, and impact simultaneously. It functions as a screening document, and represents the first filter that candidates must pass through.

One of the most common mistakes applicants make is confusing sophistication with effectiveness. They attempt to impress through elaborate vocabulary, abstract phrasing, or dense corporate language. However, admissions officers are not evaluating literary style. A resumé that requires interpretation slows down the reader and weakens signal strength. In a context where hundreds of resumés are reviewed in compressed timeframes, ambiguity is costly. Clear and direct language should be part of your strategy.

How to achieve clarity

Clarity outperforms ornamentation. Admissions officers are not persuaded by decorative English. They are persuaded by simple verbs, precise metrics, and clear structure that communicates confidence and maturity. A resumé that is easy to understand signals a candidate who thinks clearly and communicates efficiently, both essential traits in a business school environment.

Quantification plays a critical role in achieving this clarity. Numbers anchor credibility and provide context: revenue growth, cost reductions, percentage improvements, team size, budget size, geographic scope, and client market cap. Even in roles where financial metrics are less direct, measurable outcomes exist: efficiency improvements, timelines shortened, or systems implemented. Without quantification, achievements appear anecdotal. With numbers, they become concrete.

Another structural weakness in many resumés is the overemphasis on responsibilities rather than accomplishments. Admissions committees are not interested in job descriptions; they are interested in performance within those roles. Simply stating that you were responsible for managing projects or overseeing operations does not distinguish you. Instead, your resumé should reflect outcomes achieved or challenges overcome. Measurable impact is the differentiator.

Clarity also extends beyond using plain English and includes formatting. Dense paragraphs or inconsistent bullet points create cognitive friction. Admissions officers should be able to scan your resumé and reconstruct your professional arc quickly. A logical sequence of roles, consistent formatting, and disciplined use of bullet points enhance comprehension.

Clarity is especially important for applicants coming from technical, specialized, or region-specific industries. Excessive use of acronyms or industry specific terminology assumes knowledge the applications committee may not possess. While it is unnecessary to oversimplify technical expertise, it is essential to translate it into universally understandable impact. A strong test of clarity is whether someone outside your industry can summarize your career trajectory after reading your resumé for two minutes.

Goals of an effective resumé

An effective MBA resumé accomplishes four objectives simultaneously by highlighting:

These elements allow admissions committees to quickly assess not just what you did, but how well you performed and how your responsibilities evolved over time. Titles alone are insufficient. Two candidates may share identical job titles, yet one may have managed x-billion dollar portfolios while the other executed narrow operational tasks. The difference must be visible without inference.

1. Progression

Progression is a signal that admissions committees evaluate closely. Business schools favor upward trajectories, whether through promotions, expanded scope, larger teams, or cross-functional exposure. Even if formal promotions are limited or absent, increasing responsibility should be evident. If your path includes lateral transitions, the rationale should appear intentional rather than accidental. Coherence matters.

2. Leadership

Leadership, too, must be presented with specificity. Leadership is not confined to formal management titles. It includes initiating projects, influencing senior stakeholders, mentoring colleagues, or driving cross-department collaboration. However, simply stating that you "led a team" or "managed stakeholders" lacks substance. Effective resumés illustrate leadership through tangible results achieved under your direction.

3. Impact and Scale

It is also important to recognize that an MBA resumé differs from a job-search resumé. The objective is not immediate employment but rather to demonstrate long-term potential. This shifts emphasis toward impact and scale rather than technical detail. The resumé should align with your stated career goals. If your essays describe an aspiration toward strategic leadership, your resumé should reflect analytical exposure, cross-functional engagement, and increasing decision-making responsibility. Misalignment between documents weakens credibility.

Final thoughts

Before finalizing your resumé, conduct a disciplined review. Remove jargon. Replace vague titles or activities with measurable outcomes. Ensure progression is visible, and confirm alignment with your career narrative.

When executed well, your resumé should not merely summarize your past, but rather provide the backbone of your application narrative.

In the next article, we will examine how to structure MBA essays with logic and thematic consistency, ensuring that every component of your application reinforces a coherent story.

Casey Ma is an MBA and MPH student at Yale University, specializing in Healthcare Management. With a background in strategy consulting, marketing, and project management, her passion lies at the intersection of healthcare transformation and strategic problem-solving. She is an advocate for collaborative innovation and enjoys engaging with professionals who share her enthusiasm for the healthcare and marketing sectors more

Career development

1d

Beyond AI buzzwords: What employers are really looking for in 2026

At DevSparks Bengaluru 2026, leaders from Toast and Zoho Corp share why judgment, adaptability, and real-world problem-solving matter more than tool proficiency.

With AI tools becoming commonplace and technical skills increasingly accessible, employers are now looking beyond résumés packed with buzzwords. The qualities that stand out today are harder to automate: sound judgment, adaptability,... curiosity, and the ability to solve real business problems.

That was the central message from a panel discussion at DevSparks Bengaluru 2026, where industry leaders argued that hiring decisions are no longer driven by familiarity with the latest tools alone. Instead, recruiters are paying closer attention to how candidates think, learn, and apply their skills in practical situations.

During the session, 'The modern interview: What are companies actually looking for?', speakers explored the realities of hiring in an AI-driven workplace and the skills they believe will remain valuable in the current market and years ahead.

Moderated by Shivani Muthanna, Senior Director - Strategic Partnerships & Content, YourStory Media, the discussion featured Murali Vasudevan, Head of People & Org Success, Toast, and Ramprakash Ramamoorthy, Director - AI Research, Zoho Corp.

Judgment, adaptability, and ownership: The real signals in hiring

Both speakers pushed back against the idea that AI-era hiring was about stacking tools and buzzwords. Ramamoorthy argued that while AI had made it easier to code and ship features, it had also raised the threshold for what counted as real competence.

"For me, judgment is the real differentiator. You can build apps all day, but what matters is deciding what to build and what to write. AI hasn't changed that," he said. "Your fundamentals are non-negotiable too. When I scan CVs, the ones that stand out show real work in production, a QR code or URL I can click and see what you've actually shipped."

Vasudevan added that as software development becomes increasingly commoditized, companies now expect candidates to act as architects who could audit and validate AI outputs.

"It's not enough for me that you can just prompt a model. I expect you to challenge its answers, design safety nets, and constantly think in terms of business impact and customer outcomes. For me, AI skills sit on top of deep, durable capabilities but they don't replace them," he said.

The Toast leader stressed that each employee needed to have an 'adaptability quotient', the ability to move across domains and industries without feeling diluted, and to keep solving problems wherever the business needed them most.

How hiring managers separate signal from noise

Both speakers stated that an AI-polished resume was just the starting point. Vasudevan explained that his teams leaned heavily on situational awareness assessments that mimicked real business scenarios.

"We watch how candidates reason through ambiguous problems, how they balance trade-offs, and whether they genuinely factor in the customer's point of view. We test technical depth through extended assessments, but the real filter is how people think under realistic constraints," he said.

Ramamoorthy revealed his own litmus tests: in the final round, his decision rested on three questions.

"Those questions are: has the candidate actually done something meaningful before, are they truly ready to pivot into new work, and are they someone I'd be comfortable sitting down to lunch with," he said.

The Zoho director added that he urged developers to become 'T-shaped professionals' who knew a bit of everything, but went deep in one area, and continuously updated themselves as AI tools and practices shifted.

Staying relevant in the AI era

Both speakers framed the advent of AI not as a "job apocalypse" but as a reality check. Ramamoorthy urged engineers to stick to fundamentals yet stay curious, using side projects and small experiments as a way to learn quickly.

"Then developers can turn the best of those into real products people actually use. For me, coding has never been easier, but building reliable, privacy-aware, production-grade software is where careers are made," he said.

Vasudevan echoed that the differentiator wasn't how many AI tools one touched, but whether one could translate them into business value without burning out or chasing every trend.

The closing message to the DevSparks audience was crystal clear. AI will keep evolving, titles will keep changing, but those who combine strong basics, real shipped work, and a clear sense of impact won't just survive this wave but also help define it. more

Hussaini Abdulhaleem

Career development

2w

i am a computer science graduate for upto two years now i dont have a job, i have been applying and applying, but nothing has come out of it🤦🏾‍♂️

peter elweu
20
1d
This post may not have all the info for us to advise but, have you considered doing some volunteerism?
Aluonzi Emmanuel
2d
Perfectly said! My friend I trust that if you simply take the necessary steps above, your actions will yield fruits with faith in God who blesses work... of our hands.
more

Career development

1d

Beyond AI buzzwords: What employers are really looking for in 2026

With AI tools becoming commonplace and technical skills increasingly accessible, employers are now looking beyond résumés packed with buzzwords.

The qualities that stand out today are harder to automate: sound judgment, adaptability, curiosity, and the ability to solve real business problems.

That was the central message from a panel discussion at DevSparks Bengaluru 2026, where industry leaders... argued that hiring decisions are no longer driven by familiarity with the latest tools alone. Instead, recruiters are paying closer attention to how candidates think, learn, and apply their skills in practical situations.

During the session, 'The modern interview: What are companies actually looking for?', speakers explored the realities of hiring in an AI-driven workplace and the skills they believe will remain valuable in the current market and years ahead.

Moderated by Shivani Muthanna, Senior Director - Strategic Partnerships & Content, YourStory Media, the discussion featured Murali Vasudevan, Head of People & Org Success, Toast, and Ramprakash Ramamoorthy, Director - AI Research, Zoho Corp.

Judgment, adaptability, and ownership: The real signals in hiring

Both speakers pushed back against the idea that AI-era hiring was about stacking tools and buzzwords. Ramamoorthy argued that while AI had made it easier to code and ship features, it had also raised the threshold for what counted as real competence.

"For me, judgment is the real differentiator. You can build apps all day, but what matters is deciding what to build and what to write. AI hasn't changed that," he said. "Your fundamentals are non-negotiable too. When I scan CVs, the ones that stand out show real work in production, a QR code or URL I can click and see what you've actually shipped." more

Marcel Köver

Career development

2d

I had an interview for a junior developer position yesterday. I have experience as QA tester. They grilled me for almost an hour, giving me tasks and tests, but in the end they said they didn't need me because AI could do the job.
I'm still shocked. Were they trying to show me that AI knows more than I do or were they just being rude? Has anyone else experienced something like this?

1

Randall Giancaterino
2d
Maybe they had to go through the formality of a hiring process, even though they had planned to use AI. Someday karma will come around, and the... positions of these "unprofessionals," too, may bow to AI. Yes, their comments were uncalled for. more
Emmanuel Locham
2d
So unfortunate that most jobs nowadays can be done by robots but let's focus on handy skills that can't be done by AI
1 reply