Career development

Edward Tim

10h

I got employed last month after about 5 years of freelancing. We work in an open office, and I am surprised that employees have shouting battles with the management as we watch. When I asked around, I was told that this is normal. I don’t know how to evolve to this environment, as in my previous formal employment, challenging the management would lead to dismissal.

1

fasanmi bolarinwa
2
2h
It’s normal oooo, sometimes they still push their own blame indirectly on you as an employee, but if you can deliver on time this will be minimal

Jozef Alexi

Career development

1d

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

2

Collette J
2h
i can offer u your request reach out to me
Randall Giancaterino
10h
Tell them you are not a volunteer. Your mentality should be: I am my own "business" in reality, and are a for-profit entity. ....And how will they... treat you when, and if, you are officially hired? more

Career development

11h

How do I know if a job candidate is overstating abilities? Ask Johnny

Add Yahoo as a preferred source to see more of our stories on Google.

Johnny C. Taylor Jr. tackles your workplace questions each week for USA TODAY. Taylor is president and CEO of SHRM, the world's largest trade association of human resources professionals, and author of "Reset: A Leader's Guide to Work in an Age of Upheaval."

Have a question? Submit it here.

Question: I'm a hiring manager, and... I keep encountering candidates whose résumés look excellent, but their actual skills don't match what they claim in interviews. How can employers effectively verify real-world abilities without creating an overly rigid or discouraging hiring process? - Nia

Answer: At SHRM, we have a term for what you're describing: "skillfishing," or presenting credentials, skills, or experience that don't fully translate into real-world execution. The truth is, this isn't new. Candidates have been overstating their abilities for as long as employers have been hiring. What has changed is how easy it has become to use artificial intelligence to build a polished professional narrative that may or may not reflect genuine depth.

So how do you separate real capability from strong self-promotion? Start before the interview even begins. When reviewing applications, look for indicators that a candidate has invested in developing and validating their expertise. Relevant certifications, licenses, portfolios, or demonstrated project work can provide a useful baseline. They're not foolproof, but they can help employers distinguish between someone who has studied a subject and someone who has actually practiced it.

Better teamwork: How do I build trust and unify dysfunctional work teams? Ask Johnny

From there, the interview itself becomes your most valuable tool. Don't let candidates get away with generalities. Ask them to walk you through specific examples of how they applied the skills they claim to have. What was the situation? What decisions did they make? What obstacles did they encounter? What was the outcome? People with genuine experience tend to speak with specificity and clarity because they've lived it.

And here's the key: Don't stop at the first answer. Ask follow-up questions. What would they do differently today? What trade-offs did they consider? What went wrong along the way? Real experience has texture. It includes setbacks, adjustments, and lessons learned. Someone relying on surface-level familiarity often struggles once the conversation moves beyond rehearsed talking points.

You can also incorporate practical assessments where appropriate. That doesn't mean turning your hiring process into an obstacle course. But asking a candidate to review a case study, solve a realistic problem, or demonstrate part of the work can tell you far more than another round of conversational interviewing. The best assessments mirror the actual demands of the role rather than trying to "catch" someone making a mistake.

And let me be clear: A rigorous hiring process doesn't have to feel adversarial. Strong candidates generally appreciate thoughtful questions and clear expectations. High performers want to know the organization values substance, not just presentation.

At the same time, employers should remember that hiring is about potential as much as it is about polish. Not every great candidate interviews perfectly. The goal isn't to eliminate every risk. It's to create a process that gives people a fair opportunity to demonstrate whether they can truly do the work.

The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.

A break from work: Is it a bad career move to take a sabbatical? Ask Johnny

This article originally appeared on USA TODAY: How to tell if a job candidate is overstating abilities more

Career development

14h

Building a Portfolio for Instructional Coaching Job Interviews

Career development

14h

Central Alabama schools host hiring fairs to fill teaching, support staff positions

Video above: A look at the forecastTwo school systems in the Birmingham metro area are hosting hiring events as they work to fill teaching, transportation, maintenance and support staff positions.Birmingham City Schools Operations Department is seeking skilled laborers, HVAC technicians, electricians and plumbers to support school operations.The district is offering a $1,000 sign-on bonus for... child nutrition workers, bus drivers and custodians who commit to three years of employment.Applicants should bring copies of their résumé, references and any relevant certifications or credentials. "Behind every successful school is a dedicated team working hard every day to support students," Superintendent Mark Sullivan said in announcing the event.The Birmingham hiring fair is scheduled from 5 p.m. to 7 p.m. June 11 at the Lincoln Professional Development Center, 901 Ninth Ave. North.Birmingham applicants can find additional openings on the district's hiring webpage.>> YOUR NEIGHBORHOOD: Community coverage from WVTM 13Midfield City Schools is hiring for elementary teachers, secondary history and science teachers, special education teachers and physical education teachers.Applicants are encouraged to bring a résumé. School officials said interviews may be conducted during the event.The Midfield Schools job fair will be held from 9 a.m. to noon June 22 at Midfield High School, 1600 High School Road.Those unable to attend the Midfield event may apply through the ALSDE HireTrue Portal.

Video above: A look at the forecast

Two school systems in the Birmingham metro area are hosting hiring events as they work to fill teaching, transportation, maintenance and support staff positions.

Birmingham City Schools Operations Department is seeking skilled laborers, HVAC technicians, electricians and plumbers to support school operations.

The district is offering a $1,000 sign-on bonus for child nutrition workers, bus drivers and custodians who commit to three years of employment.

Applicants should bring copies of their résumé, references and any relevant certifications or credentials.

"Behind every successful school is a dedicated team working hard every day to support students," Superintendent Mark Sullivan said in announcing the event.

The Birmingham hiring fair is scheduled from 5 p.m. to 7 p.m. June 11 at the Lincoln Professional Development Center, 901 Ninth Ave. North.

Birmingham applicants can find additional openings on the district's hiring webpage.

>> YOUR NEIGHBORHOOD: Community coverage from WVTM 13

Midfield City Schools is hiring for elementary teachers, secondary history and science teachers, special education teachers and physical education teachers.

Applicants are encouraged to bring a résumé. School officials said interviews may be conducted during the event.

The Midfield Schools job fair will be held from 9 a.m. to noon June 22 at Midfield High School, 1600 High School Road.

Those unable to attend the Midfield event may apply through the ALSDE HireTrue Portal. more

Charlotte Baker

Career development

3d

I work at a small company where everyone goes to the pub on Friday evenings with their husbands or wives. I don't go very often, and I never bring my boyfriend because I don't really want to be part of that whole family-style group. Lately, though, my coworkers have been asking if I even have a boyfriend and seem annoyed that I don't join them. How can I get them to stop asking and leave me alone... about these Friday pub outings?

more

2

Jim Nicholson
16h
Simply tell them you have other plans. (Work-out, shopping, meeting OTHER friends, family obligations, etc.)
Thuso LUTHAGA
1d
You can literally tell them that you are not much of an after-hours socializer but you appreciate being included and let them know you do have a... boyfriend but you just keeping your social life separate from work more

Career development

16h

'I visited UK's Neet capital where traumatised youngsters are begging for jobs'

As an alarming new report sheds light on a 'lost generation' of jobseekers, young people in Huyton, Knowsley, rage against poor work prospects in an area which have kept them locked in a cycle of hopelessness

The early summer drizzle provides a miserable backdrop to scenes of unemployed young people collecting their universal credit from a Job Centre surrounded by pound shops.

Where once school... leavers could look forward to moving into a job that would, with time, enable them to buy a house and start a family, young people in the UK are facing their bleakest ever future with almost one million people aged 16 to 24 not in education, employment or training (NEET)

An alarming new report commissioned by the Secretary of State for Work and Pensions has revealed that one in 8 people fall into the NEET category, with 60 percent of those not actively looking for work. Six out of 10 NEETs have never had a job, up from four in 10 in 2005.

It's not that young people are not qualified - according to the report, almost 30 percent of NEETs leave school with good GCSEs or equivalent, more than 21 percent have a Level 3 qualification and 15 percent have a degree. But still they are not finding jobs.

This is a generation that has borne the brunt of years of austerity and lost crucial years of social development to the Covid pandemic. Now they're taking their first steps into adulthood against a backdrop of economic turmoil and a dwindling high street where the traditional Saturday job is hard to come by.

The review warns that Britain is facing a 'lost generation', branding the declining situation a 'moral crisis'. Nowhere is this crisis more apparent than in Huyton, Knowsley, where young people are 40 per cent more likely to be NEET, earning the borough the dubious title of the 'NEET capital of the UK'.

Local Government figures from the Department for Education (DfE) showed that in 2025, 5.7 percent of school leavers in Knowsley were NEET, compared with just one percent in the leafy London suburb of Ealing.

The people of Knowsley, which covers Huyton, Kirkby and Prescot, have long faced employment difficulties, with a 2023 University of Liverpool report citing the legacy of deindustrialisation, low economic activity and deprivation as longstanding contributing factors. A ten-year plan is in place to revitalise the lacklustre centre, with a focus on restaurants and leisure. It's hoped this revamp will create decent, full-time jobs that might restore a glimmer of Huyton's boomtown glory days as a once-thriving market town.

But for the NEETs of today, options are limited. Arriving in the town, The Mirror hears stories of young people who have spent up to four years trying - and failing - to find work. Knocked back for entry-level McDonald's jobs and facing fierce competition for work on supermarket tills, they say the only options lie further afield but without the money or means to travel, many are stuck.

Terry, who did not wish his surname to be published, told how despite having earned an NVQ in retail and customer service, has held just two paid positions in his life - both temporary Christmas roles. Now 28, he said he's tried everywhere from B&M to the Card Factory, but to no avail, adding that he would work "nearly anywhere as long as it was a paid job". "My hope for the future is actually successfully getting a paying job. That's the main thing I'm clawing at to get," he said.

A polite and articulate young man, Terry has rewritten his CV countless times. Nine times out of 10, he'll get a rejection email and has managed to land an interview "once or twice". He says he feels unsupported by the Job Centre, which he claims failed to help him understand the importance of a cover letter.

He has even completed two work experience courses, which guaranteed a job interview at the end. But this was unfortunately no guarantee of a job placement, and Terry was left empty-handed on both occasions.

Instead, for the past four years, Terry has volunteered at the Alder Hey Charity Shop in the town centre. He says that, if he weren't here, all he'd be doing is sitting in front of the computer, firing off endless applications into what feels like an abyss.

Terry pondered: "I have done the application. I know the application is fine, I can do that. I've even got to job interviews, and I can do a job interview. What is this missing mystical ingredient that will get me hired? I don't know. The companies won't tell you because most of them don't give actual feedback."

Sadly, Terry's story doesn't raise eyebrows in his hometown. Huyton's main shopping district, affectionately known as "the villie", has, like so many town centres in the UK, changed drastically in recent years. When the quaint village buildings were first bulldozed to make way for '60s-era shops, it seemed as though the town had entered a prosperous new era.

But the footfall is not what it was in the ageing high street's '70s and '80s heyday, when the now vacant Indoor Market would ring with chatter. Nowadays, those looking for their weekly groceries head to the colossal two-storey ASDA in the retail park just across the way.

Volunteering alongside Terry is his sister Amy, who says she's recently had to stop job hunting as the thankless process now makes her want to "vomit". The 31-year-old, who is currently studying for a course in mental health, says her own anxiety and depression, on top of her needs as a person with ADHD, mean she faces additional challenges.

Amy, who attended college before entering the job market more than 10 years ago, shared: "I did have a job back in 2016, but it was constant panic attacks. Then they look at you like, 'Well, if we're going to have that, we don't want you'. And then it becomes a problem, then because no one wants to have me if I'm going to have a panic attack."

According to the recent NEET report, the proportion of disabled young people classified as NEET, who cite mental health as their primary condition, has soared from 24.3 per cent in 2011 to 42.6 per cent in 2025. In line with this, there has also been "a significant increase in the number of young people with neurodevelopmental conditions who are NEET".

Volunteering has helped Amy's confidence, but it's still not enough. While Amy says she's "tried and tried" to find a paid role, she's found herself competing against applicants with decades of experience. Interviews can be as far away as Manchester, a costly commute, while jobs in the local area are fiercely competitive.

Amy's own boyfriend has been knocked back from entry-level McDonald's positions multiple times. She believes that work readiness should be taught at schools alongside history and algebra, quipping, "Henry VIII can't help you find a job".

Sadly, it's a situation that older locals can struggle to comprehend. Amy's own dad, who was easily able to get a job straight out of school, finds his children's predicament "confusing". She said: "He was like, ' Come on, it's not hard, just apply', but they don't want you."

At a local pub, the Mirror caught up with friends Nathan and Joe, both 22, who faced the gruelling task of finding work as 18-year-olds. Joe told us that, during his time on Universal Credit, most job offers were too far away. Nathan, who now works on the doors in Liverpool, told us: "I had to branch out elsewhere, there's not really anything in this area involved in this sort of work. You've got like ASDA and stuff like that, or shops, but you don't really hear much of them."

One of the jobs offered to Joe was a 16-hour contract at Liverpool Airport. The wage wasn't enough to cover the commute which would have involved taking a taxi back. Nowadays, Joe drives, which makes things much easier, and he was fortunately able to secure a position at the warehouse where his dad works. Not everybody is so lucky.

Locals say jobs in the area tend to be part-time, with little advancement potential. As a jobseeker, Joe was put forward for 16-hour Easter contracts but found skilled, full-time work rare. He noted: "It's not really any progression, not like something you could do for the rest of your life or you could build on".

The Mirror also spoke with Liam Hanlon, managing director of Knowsley-based building restoration services firm, the Forshaw Group. Around seven years ago, the company jointly formed the Knowsley Employer Apprenticeship Partnership through the Knowsley Chamber of Commerce. The aim was to bring businesses together to "do something proactive to bridge the skills gap, provide employment for youngsters", with a focus on boosting social mobility.

Although he's noticed improvements, Liam says "it's still not great". He'd like to see the Government reconsider the way funding is distributed. According to Liam, it costs a business £70,000 to bring an apprentice through their training programme, and much of that cost is borne by the company itself.

This year, Liam says, marks the first time in his memory that companies aren't taking on any apprentices. This, he says, "speaks volumes of the challenge that we've got."

Liam argued: "We don't need all these funding agencies, we don't need all of these colleges and training facilities. What we need is a link to meaningful jobs and support to provide those places. Employers don't get any money or nowhere near enough money for what it costs to provide that training."

Meanwhile, dreary queues continue inside the large Job Centre overlooking the retail park where so many applications have been rejected. It's here where enthusiastic young people like Terry and Amy determinedly hold out hope that their efforts will pay off, allowing them to achieve the same ordinary dreams their parents once held.

The Department for Work & Pensions (DWP) told the Mirror: "We are bringing forward the biggest employment reforms in a generation, including to the Jobs and Careers Service, to create opportunity for people across the country.

"Central to this is tackling youth unemployment, which is why we are creating one million opportunities through our £2.5 billion youth employment support, ensuring every young person can earn or learn.

"Alongside this, Alan Milburn is investigating the barriers keeping young people out of work, and our skills reforms will reverse the decline in apprenticeships, giving businesses the trained workforce they need now and in the future." more

Career development

18h

Chicago's Leading Career Consultant: Accelerate Your Success - Oconall Street

Navigating the competitive career landscape of Chicago requires expertise, strategic planning, and a deep understanding of evolving industry trends. With the right guidance, individuals can not only find their footing but also accelerate their professional growth and success. Chicago stands as a hub for numerous industries, offering a myriad of opportunities for career advancement. However,... leveraging these opportunities requires insight and skills that a leading career consultant can provide. This article explores how expert career consultation can be the key to unlocking one's professional potential.

Understanding the Role of a Career Consultant

A career consultant offers more than just advice; they provide a structured and personalized approach to career development. Their role spans several critical areas:

* Assessing individual strengths and weaknesses.

* Mapping out career trajectories based on personal and market trends.

* Providing tools and resources for skill enhancement.

By understanding these core functions, individuals can make informed decisions about their professional paths. To gain insights into crafting a personalized career strategy, discover expert strategies here.

Benefits of Professional Guidance

Tailored Career Paths

One of the most significant advantages of working with a career consultant is the development of a tailored career path. This personalized approach considers the unique aspects of an individual's background, aspirations, and circumstances. Learn about our tailored solutions.

Enhanced Job Search Techniques

In today's digital age, job searching requires more than just sending out resumes. It involves networking, leveraging social media, and understanding the digital landscape of job postings. A career consultant helps in:

* Creating impactful resumes and cover letters.

* Developing effective networking strategies.

* Utilizing online platforms for job search and professional growth.

For advanced guides and tips on enhancing your job search, explore advanced guides and tips.

The Importance of Skill Development

Continuous skill development is crucial in maintaining a competitive edge in the workforce. A career consultant can identify skill gaps and recommend appropriate learning resources and opportunities. This proactive approach ensures that professionals remain relevant and competitive in their fields.

Career consultants often provide insights into:

* Emerging industry trends and required skills.

* Networking with industry professionals and mentors.

* Accessing workshops, seminars, and certifications.

Find out more about this approach to skill development and how it can transform your career.

Conclusion

The path to career success in a competitive city like Chicago is fraught with challenges and opportunities. Leveraging the expertise of a leading career consultant can provide the strategic advantage needed to excel. Whether it is through personalized career planning, enhanced job search techniques, or ongoing skill development, professional guidance is invaluable. Embrace the opportunity to accelerate your career success by exploring tailored consultation services that align with your professional goals.

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Career development

19h

The 6 Best Job Search Apps To Use

Add Yahoo as a preferred source to see more of our stories on Google.

Job hunting has always been a bit like finding your way through a maze, especially with newspaper ads or those websites that throw hundreds of jobs at you without really knowing what you want. Fortunately, the landscape of job searching has recently undergone a transformative shift and job search apps are changing the... game.

These apps empower you to create a personalized profile where you can showcase your skills and experience. You can connect with colleagues and hiring managers, filter job listings based on region, salary, and experience levels, as well as apply to jobs you like within a few minutes. Some apps even offer resume builders, allowing you to craft compelling resumes that set you apart in the competitive job market.

Our list below showcases six of the finest job search apps to help you secure your next role. We've included apps catering to both on-site and remote jobs, ensuring there's something for everyone. more

Career development

22h

Two-thirds of UAE professionals are considering a new role, study finds

New research reveals UAE professionals are dissatisfied with performance reviews, seeking more than salary discussions. Over a quarter felt less positive post-review, highlighting a growing demand for career development and long-term opportunities amidst rising retention concerns.

Performance reviews are falling short of employee expectations in the UAE, with a growing number of professionals... looking beyond salary discussions for meaningful conversations about career development, progression and long-term opportunities, according to new research from recruitment firm Robert Walters.

The study found that more than a quarter (26%) of UAE professionals felt less positive about their role after their most recent performance review, while only 21% said the process left them feeling more optimistic about their future with their employer.

The findings come at a time when organisations across the UAE are facing mounting retention challenges. According to Robert Walters' Middle East Salary Survey 2026, 46% of professionals are concerned about their employer's ability to retain talent, while 66% are considering moving to a new role this year.

As businesses navigate economic uncertainty and ongoing cost pressures, performance reviews are increasingly becoming a critical touchpoint for employee engagement and retention.

Andrew Powell, Chief Commercial Officer at Robert Walters, said employees are looking for more than compensation discussions during appraisal conversations.

"Employees want to understand how their skills are valued, what future opportunities are available to them and whether their employer is investing in their long-term growth," he said.

The findings suggest that traditional performance review processes may no longer be meeting workforce expectations, particularly as professionals place greater emphasis on career development, skills growth and internal mobility.

Compensation continues to play a significant role in employee decision-making. Nearly three-quarters (74%) of professionals who are actively job searching or open to new opportunities said their current salary situation is influencing their decision to consider a move.

However, the research indicates that transparency around career progression and future earning potential is becoming just as important as immediate pay increases.

Powell noted that while many employees recognise the financial constraints organisations face, a lack of clarity around progression opportunities and compensation decisions can negatively affect motivation and engagement.

The survey highlights growing anxiety around workforce stability, with nearly half of professionals expressing concerns about talent retention within their organisations.

According to Jason Grundy, Managing Director of Robert Walters Middle East, performance reviews are evolving into a broader conversation about employee experience, career pathways and organisational commitment to talent development.

He said employers that approach performance management with greater transparency, consistency and a focus on long-term growth are likely to be better positioned to attract and retain talent in an increasingly competitive labour market.

The findings reflect a wider shift across workplaces in the UAE and globally, where employees are placing greater value on meaningful career conversations, learning opportunities and visibility into future growth prospects.

As organisations compete for skilled talent, performance reviews are increasingly being viewed as strategic retention tools rather than annual administrative exercises.

For employers, the message is clear: while competitive pay remains important, employees are equally looking for evidence that their organisation is invested in their future. Companies that can combine fair compensation with transparent career pathways and development opportunities may have a stronger chance of retaining talent in a highly mobile labour market. more

Career development

23h

Top 10 AI Interview Assistants for 2026: Land the Offer You Deserve

Most interview prep tools help you practice. A smaller category of tools is there during the actual interview. That distinction matters more than any feature comparison, because the day of the interview is when everything you practiced either holds or doesn't.

This list covers both types. The ranking weighs live-interview capability most heavily, because that's where the stakes are highest.

A... quick note on the technology underneath these tools: the two things that separate serious interview copilots from general meeting assistants are automatic question detection and dual-channel audio. Auto-detect means the tool listens continuously and surfaces suggestions without you triggering anything. Dual-channel audio means the tool separates your voice from the interviewer's, which is what makes clean transcription and reliable auto-detection possible. Tools without both tend to require manual activation and produce messier output. The table below makes clear which tools have each.

At a Glance

Pricing validated April 2026. Verify at each product's site before purchasing.

1. Verve AI (vervecopilot.com)

Verve AI is the most complete live interview copilot available. It listens to the conversation in real time, automatically detects when a question is asked, and surfaces suggestions before you'd have time to manually trigger anything. The desktop app (Mac and Windows) runs in Stealth Mode, invisible even during screen sharing. The browser extension works, but if screen sharing is likely, use the desktop app.

What separates Verve from the rest of the category is the customization depth. You can upload documents beyond your resume, pre-load specific question-and-answer pairs (so when the interviewer asks "tell me about a time you disagreed with your manager," your actual story surfaces rather than a generated template), and configure a custom prompt on Pro to control output format and structure. No other tool offers all three of these together.

The Online Assessment Copilot is a genuine exclusive: a browser plugin that captures coding questions directly from platforms like HackerRank and CodeSignal and solves them in real time, with single-click follow-up actions for explaining, debugging, or exploring alternatives.

One honest caveat: the quality gap versus competitors is most visible when you've invested in setup. With minimal configuration, the output is good but the advantage narrows. The tool rewards people who put in the work before the interview, not just during it.

Platform support: Zoom, Google Meet, Microsoft Teams, Amazon Chime.

Pros: Automatic question detection; dual-channel audio; deepest customization in the category (Q&A pairs, document upload, custom prompts); OA Copilot is exclusive; Knowledge Banks for specialized domains; 25+ language support; unlimited sessions on Pro annual.

Cons: Full stealth requires the desktop app, not just the browser extension; quality advantage is most visible with setup investment; 60-minute session cap on Standard plan.

Pricing: The free plan includes 3 Copilot sessions, 5 mock interviews, and unlimited prep tools with no credit card required. Standard is $44.99/month, or ~$16.99/month on annual, and covers 5 sessions of up to 60 minutes each. Pro is $69.99/month, or ~$34.99/month on annual, and removes the session cap entirely with unlimited 90-minute sessions, the coding copilot, and OA support. For anyone in an active interview season, Pro annual is the clear call. No usage anxiety, and no running out of sessions mid-cycle.

2. Sensei AI

Sensei AI is the fastest live copilot in the category. Response latency is consistently under one second, which is measurably faster than Verve's one-to-two-second range. In most interview contexts the difference is small, but it is real.

Story Studio is the feature worth knowing about: before your interview, you pre-write STAR stories tied to specific experiences. During the live session, Sensei draws from them rather than generating generic framework responses. It's the closest thing in the category to Verve's Q&A pairs, though the mechanic is different. Story Studio requires writing all your stories in advance; Q&A pairs in Verve load specific answers for specific detected questions.

The interface runs in a separate browser window with a movable overlay, which means managing two windows simultaneously during a live call. That adds friction. Worth practicing before using it in a real interview.

Pros: Fastest response latency in the category; Story Studio for behavioral round personalization; 30+ language support; auto-detect; dual-channel audio; strong annual value.

Cons: Browser-only creates interface friction during live use; no document upload beyond resume; no custom prompt configuration; no dedicated OA support.

Pricing: The free plan caps sessions at 15 minutes, enough to get a feel for the tool but not enough for a real interview. Pro is $89/month on a monthly basis, or ~$24/month billed annually. At that annual rate, the price is comparable to Verve Pro, which makes the choice straightforward: if speed matters more than customization depth, Sensei is the better pick at the same price point.

3. Final Round AI

Final Round AI was one of the earliest live interview copilots and still has genuine strengths. The interface design is the best in the category: the copilot sits alongside the interview window in a single view, which is more ergonomic than tools requiring separate window management. It supports document upload (resume plus additional documents), auto-detects questions, and uses dual-channel audio.

The honest problem is product velocity. Final Round AI has not improved significantly in a long time, and competitors are shipping faster. The monthly pricing model is punishing for active job seekers: $149/month for only five sessions. If you burn through those quickly, the value collapses. The free trial auto-charges after five minutes with a ten-second countdown, and there is no refund policy. The annual plan is defensible. The monthly plan is not.

Pros: Best live interface layout in the category; document upload; auto-detect; dual-channel audio; broad platform support.

Cons: Stagnant development; monthly plan is poor value ($149 for 5 sessions); hostile free trial auto-charge UX; no refund policy; no Q&A pairs; no custom prompt configuration.

Pricing: The free tier gives unlimited sessions capped at five minutes each, which is barely enough to test the interface. The monthly plan is $149 for only five sessions, the worst value-per-session ratio in the category. The quarterly plan works out to roughly $99.67/month billed as $299 upfront for 25 sessions. The annual plan, billed at $500, brings the effective rate to around $41.67-49.67/month with unlimited sessions. If you are going to use Final Round AI, annual is the only tier that makes the cost defensible.

4. LockedIn AI

LockedIn AI's main differentiator is language support: 42 languages, the widest in the category. If your interview is in a language that other tools don't cover well, this is worth checking. The Duo feature is unusual: a trusted contact can send you real-time notes during a live interview, which could be useful in specific scenarios.

The trade-offs are real. The interface is text-heavy and tends to get in the way at exactly the moments when you need clarity. Response personalization is generic. The web version creates visible browser tabs, which is a meaningful risk if screen sharing is requested. The desktop app is required for proper stealth.

Pros: Widest language support (42 languages); Duo mode for trusted contact assistance; auto-detect; dual-channel audio; solid post-session analytics.

Cons: UI friction is a genuine problem during live sessions; response quality is generic; credit/time-based pricing adds cognitive overhead; web version stealth risk.

Pricing: Free tier (limited); plans from ~$34.99/month annually; Pro at ~$46.74/month.

5. Cluely

Cluely is not an interview copilot. It's a general meeting assistant, and that distinction matters. It requires manual triggering every time you want a suggestion, uses mono audio architecture, and cannot reliably distinguish between voices. For professional meetings where you're a participant and occasionally want quiet support, it works for that purpose. For a high-stakes job interview where you cannot predict when you'll need help and cannot afford the distraction of managing a trigger, it's the wrong tool.

Stealth is available but it's a paid add-on, bringing the effective price to around $75/month.

Pros: Reasonable for general meeting support; lower base price.

Cons: Wrong category for job interviews; manual trigger only; mono audio; stealth costs extra.

Pricing: ~$40/month (base, annual); ~$75/month with stealth add-on.

6. Interview Coder

Interview Coder covers coding interviews only. No behavioral support, no system design, no general interview coverage. It uses a manual trigger and mono audio architecture, which means you activate it yourself each time and it processes a single undifferentiated audio stream. At $299/month, it costs more than four times Verve Pro for a narrower feature set covering one interview type out of the several most tech roles require.

The one scenario where it might make sense: a candidate who exclusively does coding-round interviews, has no behavioral or system design rounds in their current cycle, and finds a coding-specific interface meaningfully better than Verve's coding copilot. That's a narrow use case. For most engineers going through multi-round processes at tech companies, paying $299/month for coding-only coverage when Verve handles coding, behavioral, system design, and online assessments at $69.99/month is hard to justify. The lifetime option at $799 is more interesting for someone who interviews infrequently over a long period and only ever needs coding support.

Pros: Focused coding-interview support; lifetime purchase option available.

Cons: Coding only, with no behavioral, system design, or general interview coverage; $299/month for narrower coverage than full-suite alternatives at a fraction of the cost; manual trigger; mono audio.

Pricing: $299/month or $799 lifetime.

7. Parakeet AI

Parakeet offers real-time transcription and answer suggestions across Zoom, Microsoft Teams, and Google Meet with a credit-based pricing structure. The annual rate of around $31/month is the most competitive in the live copilot category. Privacy practices are a genuine differentiator: sessions are fully encrypted and transcripts are deleted after the interview ends, which is worth noting given the sensitive content that live interview transcripts contain.

The architecture has real consequences. Manual trigger means you activate Parakeet each time you want a suggestion rather than it detecting questions automatically. Mono audio means it processes a single undifferentiated stream and cannot reliably separate your voice from the interviewer's, which is precisely why automatic detection isn't viable. Behavioral suggestion quality is surface-level bullet points that don't draw from your background. Coding follow-ups require typing rather than single-click actions, which adds friction at exactly the moment when you're already managing a live technical conversation.

For low-frequency use or early-stage prep sessions where the stakes are lower, the price point is a genuine advantage. For candidates going through an intensive multi-round interview season who need consistent personalization across behavioral, technical, and system design rounds, the quality ceiling becomes the binding constraint.

Pros: Most affordable annual plan in the category at roughly $31/month; encrypted sessions with automatic transcript deletion; works across major platforms; coding support available.

Cons: Manual trigger only, requiring activation during the interview; mono audio cannot separate voices; response quality is generic with no personalization from candidate background; coding follow-ups require manual text input; credit model gets expensive during intensive interview seasons.

Pricing: Credit-based. Basic at $29.50 for 3 interview credits; Plus at $59.00 for 6 credits plus 2 free; Advanced at $88.50 for 9 credits plus 6 free. Monthly equivalent runs around $79.90; annual billing brings it to roughly $31/month. Verify current pricing at parakeet.ai.

8. Yoodli

Yoodli is a communication coach, not a live copilot. It does not help you during a real interview. What it does instead, and does better than anything else in this list, is analyze the delivery habits you bring into the interview room: filler words ("um," "like," "you know"), pacing, word choice, sentence structure, and eye contact through your webcam. Each recorded session generates an annotated transcript showing exactly where you hedged, rushed, or lost structure. Trend data across sessions shows whether those habits are actually improving.

Toastmasters International uses it with their 300,000-plus member community. The G2 rating is 4.7/5, with reviewers consistently citing measurable filler word reduction within a few sessions. Non-native English speakers report particular value for pacing and pronunciation work. The free plan caps at 5 lifetime roleplays, enough to identify your two or three most consistent problems but not enough for sustained practice. The question bank is general rather than calibrated to specific companies or FAANG interview patterns, and there is no STAR framework scoring. For candidates whose core problem is knowing their material but losing the thread under pressure, those limitations don't undermine the value. For candidates who need to learn behavioral interview structure from scratch, Big Interview below is the better fit.

The strongest approach: use Yoodli in the weeks before your active interview cycle to surface and reduce delivery patterns you're not aware of, then rely on a live copilot when the real interview happens.

Pros: 4.7/5 on G2; webcam-based eye contact and body language analysis; per-session filler word and pacing data with trend tracking across multiple sessions; measurable improvement data; endorsed by Toastmasters; genuinely useful for non-native English speakers addressing delivery habits.

Cons: No live in-interview support; free plan capped at 5 lifetime roleplays; question bank is not calibrated to FAANG or senior engineering interview patterns; no STAR framework scoring or rubric-based feedback.

Pricing: Free (5 lifetime roleplays); paid plans and enterprise options available at yoodli.ai.

9. Interviews.chat

Interviews.chat runs entirely in the browser and lets you run GPT-4o, Claude, and Gemini side by side during a session, comparing how each model interprets and responds to the same interview question in real time. That's a genuinely uncommon capability. Most live copilots are locked to a single underlying model, and model performance varies meaningfully by domain. System design questions at a fintech company and behavioral rounds at a product-led startup can call for different output styles, and being able to evaluate both before committing to one answer has real value for candidates who want that kind of control.

The feature set beyond model comparison is thin. No desktop stealth mode means you're exposed if your interviewer requests screen sharing. There's no automatic question detection, no dedicated coding or online assessment support, no mock interview mode, no behavioral personalization features like prepared Q&A pairs or STAR story loading, and no performance reporting. For a first-time user who wants to see what live AI assistance feels like without installing anything or making a large commitment, the $19/month entry price and zero-install workflow lower the barrier meaningfully. For anyone going through multiple interview rounds over an active job search, the feature ceiling becomes the limiting factor quickly.

Pros: $19/month entry price; multi-model comparison across GPT-4o, Claude, and Gemini in a single session; zero install required; no account needed to start.

Cons: No stealth mode; manual trigger only; no automatic question detection; no coding or online assessment support; no mock interview or performance reporting; not suitable as a primary tool for intensive interview seasons.

Pricing: From $19/month. No free plan.

10. Google Interview Warmup

Google built Interview Warmup as part of the Grow with Google initiative. You record yourself answering a question, the tool transcribes your response, and basic AI analysis flags filler words, talking points you hit or missed, and the ratio of job-specific terms to general language in your answer. No account required. No setup. No cost.

The limitations are specific and worth naming clearly. The question bank is built around Google Career Certificate tracks covering IT support, data analytics, project management, and UX design. It is not calibrated to software engineering interviews, FAANG behavioral rounds, or senior technical roles. Feedback is surface-level: there is no scoring against a rubric, no STAR framework analysis, no tracking across sessions, and no coaching on delivery or structure. It has no live copilot capability. For a candidate who has never done recorded interview practice before, it removes every barrier to getting started and gives you a baseline before you invest anything. For someone preparing for a competitive technical hiring process, the depth runs out within a session or two.

Pros: Completely free; zero setup; no account required; immediate access with no commitment; maintained by Google.

Cons: Question bank limited to Google Career Certificate tracks, not software engineering or FAANG patterns; no rubric scoring or STAR framework coaching; no session history or improvement tracking across sessions; no technical interview coverage; not a live copilot.

Pricing: Free.

How to Use This List

The most common mistake is picking the wrong category of tool for the stage you're at. Live copilots and practice tools solve different problems, and the candidates who get the most out of both are the ones who know which to reach for when.

If you're actively interviewing and need help during the actual interview: Verve AI or Sensei AI. Both have automatic question detection, dual-channel audio, and reliable stealth. At the annual price point, the choice is close: roughly $24/month for Sensei versus roughly $35/month for Verve. Sensei is faster (under 1 second vs. 1 to 2 seconds) and the better pick if behavioral rounds are your primary concern and Story Studio's personalization approach matches how you prepare. Verve covers more ground, including coding rounds, online assessments, custom prompt configuration, and prepared Q&A pairs. If your interview process spans multiple round types, the broader coverage is worth the difference.

If the live interface layout matters: Final Round AI's single-view design is the most ergonomic in the category. Avoid the monthly plan. The annual rate is the only tier where the value holds.

If multilingual support is the priority: LockedIn AI leads at 42 languages. Build in time to practice the interface before a real interview since the overlay management takes adjustment.

If you interview occasionally rather than in an active season: Parakeet AI's credit model means no recurring charge between job searches. The manual trigger and mono audio are real constraints, but for low-frequency use the economics work.

If budget is the binding constraint: OphyAI at $9/month is the most affordable live copilot entry point with stealth included. Interview Sidekick at $10/month offers the lowest flat monthly rate with PPP pricing for emerging markets. Neither has the feature depth of Verve or Sensei, but both have free tiers worth testing first.

If delivery is the weakness, not content: Yoodli in the weeks before your active cycle. It addresses filler words, pacing, and eye contact in a way no live copilot does, and the improvement data is measurable.

If you need to learn behavioral interview structure from scratch: Big Interview for curriculum-based STAR coaching, especially if you have institutional access. Google Interview Warmup as a zero-friction first step before committing to anything paid.

Try the free tier before you pay anything. Every tool on this list has one. more

Career development

1d

Dubai founder schedules 4 job interviews, only 1 candidate shows up: 'It's a shame'

Despite the disappointing turnout, the fourth candidate made a strong impression during the interview process.

She added that one of the candidates who had failed to attend later reached out seeking another opportunity.

"The one who didn't show up asked for a second chance. Others just disappeared." Reflecting on the experience, she concluded: "It's a shame really."

"That why is email... confirmation, calendar invite accept, whatsapp follow-up and phone call follow up confirmation is very important. I learned it from my previous experience as HR assistant," wrote one user.

"As a candidate searching for jobs as well it's been a shame," another wrote. "Three different people hiring in Dubai, got in touch with me over the past week, said they will send a google invite and didn't show up. Some don't even reply with a rejected message."

"Same experience as a job seeker, 800 applications in a month and not even a single revert," a third person added. more

Career development

1d

I'm Max Levchin, CEO of Affirm and Co-Founder of PayPal, and This Is How I Work

Credit: Ian Moore / Lifehacker Composite; ismagilov / iStock / Getty

It would be a point of pride for any entrepreneur to start a single company and achieve profitability, but Max Levchin has done a bit more than that. He's had a hand in creating an entire string of notable and influential startups.

Levchin co-founded PayPal, the now-ubiquitous online payment service and served as its CTO until... they were acquired by eBay in 2002. (Which indeed earned his place in the facetiously nicknamed 'PayPal Mafia', a prodigious group of entrepreneurs that includes Elon Musk and others.)

But that's just one of the many companies Levchin has had a hand in creating, advising, or influencing in their nascent stages. He started a media-sharing service called Slide that was acquired by Google, provided some of the initial funding for Yelp, invested in Evernote where he also served on the board, and now is the CEO of Affirm, a financial company making consumer credit more accessible and transparent. And that's not even the full résumé. We caught up with Levchin to learn a little about how he works.

Location: San Francisco, CA

Current Gig: CEO & co-founder of Affirm; Founder & President of HVF; co-founder & Chairman of Glow

One word that best describes how you work: Relentlessly

Current mobile device: iPhone 7

Current computer: MacBook Pro

First of all, tell me a little about your background and how you got to where you are today.

I foremost see myself and approach problems as a computer scientist and mathematician. My view of life is built from first principles. I was born in Kiev, Ukraine. Pretty much every person in my family was a scientist. I've co-founded and invested in hundreds of companies (primarily through my innovation and investment lab, HVF), most notably PayPal, Yelp, Slide, Glow and Affirm.

What apps, software, or tools can't you live without?

My bikes. Even if I am traveling, if I go somewhere for more than a week, I usually take my bike with me. My backpack typically holds my laptop, really nice headphones, a nice, high-quality notebook (I still like writing things down on paper), and a good pair of sneakers. If I can't ride my bike, I can run.

What's your workspace setup like?

At work, I have a standing desk with a big monitor, and headphones are essential. If I don't have headphones, I'd rather have earplugs than nothing. At home, my kids have taken over my nook, so now I just work from my laptop.

What's your best time-saving shortcut or life hack?

I tend to come up with precise routines and repeat them obsessively every day. In perfect detail, every morning at home looks the same. By cutting out the contemplation of what to do next, I achieve extreme efficiencies. For example, I know it takes precisely 90 minutes between waking up and getting onto my bike. I know how to cut that to 75 minutes if needed. I have a very specific set of steps, and once I find a routine that works, I codify until it's perfected, minute-by-minute. This works with well with anything that doesn't require creativity.

What's your favorite to-do list manager?

I use Evernote a lot. It has a good checkbox mode to it. I don't use it for everything, however. I typically start my day by flushing out my inbox, then I create a to-do list for the day, typically in Evernote. I start by copying yesterday's list and then add and adjust. During the workday, I will sometimes make notes on paper or email myself, then at the end of the day, I go back to Evernote.

Besides your phone and computer, what gadget can't you live without and why?

Bluetooth headphones. I also wear a heart-rate monitor every day and often a bike power meter for my workouts. They help me to not only get the workout I want, but I also know if my body is under stress. If at the start of my ride, my heart rate is over 50, I know I didn't get enough sleep.

What everyday thing are you better at than everyone else? What's your secret?

I can execute almost any recipe with extreme precision. I have zero creativity when it comes to cooking, but a recipe -- even with 30 ingredients and 50 steps -- I can execute pretty well. I'm also pretty good at making coffee.

What do you listen to while you work?

It depends on what I'm trying to accomplish. If I need to think through something, I match the beat of the music to the rough pace that I expect my brain to work. I listen to a lot of classical music, and if I'm not working, something more somber like Chopin or Bach. If I am trying to rip through a hundred emails, and it's not as much about analyzing, rather just responding, I seek out high beats-per-minute, and I may listen to music that does not have languages that I understand or is fully instrumental. French techno/house, Spanish ska, Argentinian or Brazilian ska or rock, Japanese techno, etc.

What are you currently reading?

I just finished A Gambler's Anatomy and I read a lot of books like that. Double Your Profits: In Six Months or Less. Paper Menagerie, which I discovered because I thought Ken Liu did a great job translating The Three-Body Problem, then I found that he writes his own science fiction, too. I typically read a lot of non-fiction business books, and I also read one science-fiction or spy novel per month. I read four to six books a month.

How do you recharge? What do you do when you want to forget about work?

Cook. As I mentioned before, I try to make sure my days follow a pattern. I try to get home in time to cook or help prepare dinner for the kids. I'm hopelessly uncreative in the kitchen, but I take instruction well.

What's your sleep routine like?

I'm fortunate that about 10 seconds pass between my head hitting the pillow and falling asleep. I can fall asleep under any circumstances and have insomnia maybe once every two years. I often miss takeoff when on airplanes. I usually get to bed by 10:30 or 11pm. My goal is to get 7 hours of sleep, but I only need 5.

Fill in the blank: I'd love to see _________ answer these same questions.

Hmmm, I've actually asked a lot of people these types of questions already. Such as professional cyclists.

What's the best advice you've ever received?

I don't know, but I think all of it came from my wife.

The How I Work series asks heroes, experts, and flat-out productive people to share their shortcuts, workspaces, routines, and more. Have someone you want to see featured, or questions you think we should ask? Email Andy. more

Eliot Feldman

Career development

4d

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

Samuel Obina
1d
By being constructively conscious of the level you are in, regularly building on your knowledge base trough research and extensive reading
jimmy boutsikakis
2d
Evaluation. Take the time to understand where you are and where you want to be. Envision the path that gets you there - including all the steps you’ll... need to take. Try to be content with where you are now, don’t let the idea that “I’m not where I want to be” become an obstacle in itself - instead try to use that feeling, or thought, as inspiration to motivate you. Bless you. more

Career development

1d

The Death Of The Cover Letter: Why Recruiters No Longer Trust It, And What Works Now

As AI tools make it easier to generate polished cover letters, employers are increasingly focusing on skills, portfolios, referrals, case studies and proof of work instead

When a person applies for a job, they usually build a strong résumé, write a compelling cover letter and tailor it to the role. The idea was that the application could help a candidate stand out from hundreds of competitors.... But recruiters increasingly believe that playbook may no longer work.

The rise of generative artificial intelligence (Gen AI) has fundamentally changed how people apply for jobs and, increasingly, how companies hire. Candidates now use ChatGPT, Gemini and Claude to generate polished cover letters, customised résumés and even interview responses within seconds.

While this initially helped candidates submit stronger applications, employers are increasingly placing less value on cover letters and more emphasis on what candidates can actually demonstrate -- portfolios, skill assessments, referrals, GitHub profiles, work samples and live problem-solving exercises.

Why The Cover Letter Is Losing Relevance

The cover letter was once considered a useful hiring signal. It allowed employers to assess communication skills, motivation and cultural fit. Candidates who invested time in researching a company and writing a thoughtful application could distinguish themselves from hundreds of competitors. Generative AI has changed that.

According to research cited by Knowledge at Wharton, AI-generated cover letters initially improved application quality and increased candidates' chances of securing interviews. However, once AI tools became widely available, the value of cover letters as a hiring signal declined sharply.

The reason is when nearly every candidate can generate a polished, professional-looking cover letter within minutes, employers can no longer use it to distinguish exceptional candidates from average ones.

According to Business Insider, firms including Google, Amazon, Cisco and McKinsey have moved away from treating cover letters as a central part of the hiring process.

Tech giants rely heavily on a "Tell me vs. Show me" philosophy. Candidates are vetted through concrete metrics: targeted resume keywords, targeted technical online assessments, case studies, and structured behavioural interviews

How AI Changed The Recruitment Game

The AI revolution has made applying for jobs easier than ever. A candidate can now use AI tools to rewrite a résumé for a specific role, generate a customised cover letter, optimise keywords for applicant-tracking systems and even prepare interview answers. What previously took several hours can now be completed in minutes.

For recruiters, however, this has created an avalanche of applications.

Hiring managers increasingly report receiving hundreds, and sometimes thousands, of applications for a single opening. Many of these applications are polished, professionally written and highly customised. Yet recruiters often discover during interviews that the candidate's actual skills do not match the sophistication of the application.

LinkedIn CEO Ryan Roslansky recently gave cover letters a "D" grade, arguing that employers increasingly want candidates to "show their work" rather than describe themselves.

Recruiters are no longer asking, "Can this person write a convincing application?" They are increasingly asking, "Can this person actually do the job?"

What Employers Are Looking At Instead

As traditional application documents lose credibility, employers are searching for alternative ways to evaluate talent.

In technology, recruiters increasingly examine GitHub repositories, coding portfolios and real-world projects. A candidate who has built an application, contributed to open-source software or developed a working product often has a stronger advantage than someone with a perfectly written cover letter.

Consulting firms and corporate employers are placing greater emphasis on case studies, simulations and problem-solving exercises. Many companies now conduct behavioural assessments and practical tests early in the hiring process to evaluate skills directly.

Referrals are also becoming more valuable. Recommendations from trusted employees provide a signal that is far harder to generate artificially than a cover letter.

Video portfolios are emerging in some industries as well. Candidates increasingly use personal websites, LinkedIn content, project showcases and recorded presentations to demonstrate expertise and communication skills.

The hiring process is gradually shifting from self-description to proof of work.

What Should Indian Graduates Focus On?

According to government estimates, India has more than 1.5 million engineering graduates entering the workforce annually, in addition to thousands of MBA graduates, data analysts, software developers and finance professionals. Thus, adding a stiff competition for entry-level jobs each year.

Technology companies have slowed hiring compared with the post-pandemic boom years, while consulting firms, start-ups and financial institutions continue to receive overwhelming numbers of applications for graduate roles.

Many Indian students have embraced AI tools to improve résumés and cover letters. However, if recruiters increasingly ignore those documents, graduates may need to rethink how they present themselves.

Engineering students may need stronger project portfolios. MBA candidates may have to demonstrate practical business experience through internships and case competitions. Freshers entering IT and consulting may find that technical assessments and live interviews matter more than written applications.

The traditional strategy of submitting hundreds of applications may become less effective if recruiters rely increasingly on demonstrated skills rather than written documents.

The New Hiring Divide

The emerging divide in the labour market may not be between people who use AI and people who do not. Instead, it could be between those who can demonstrate skills and those who can only describe them.

AI can help a candidate write a convincing cover letter. It cannot easily fake a strong portfolio, a successful project, a coding repository or a candidate's ability to solve problems in a live interview.

This shift could create challenges for students from tier-2 and tier-3 colleges who may have fewer networking opportunities and industry connections. If referrals become more important, access to professional networks could become an even bigger factor in hiring outcomes.

At the same time, digital platforms may create new opportunities. Candidates can now showcase projects online, build public portfolios and demonstrate expertise to employers across the world without relying solely on formal credentials.

Thus, the age of "apply and wait" may be fading. The age of "show me what you've done" may already have begun. more

Tom Seliga

Career development

2d

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.

Sheila Milburn
1d
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
_Miss_ Barbosa
1d
The thing is the activity is optional, and you stay if you wants. You should let your boss that and express you like and you will like more if could... be more close. more