Career development

 3h

AI Error Highlights Lowered ICE Recruitment Standards, And That's Not The Half Of It


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Maybe there's a reason immigration and Customs Enforcement (ICE) agents are in the streets behaving like packs of rabid attack dogs in every major city they're deployed to. Perhaps there's a reason the Trump administration -- and specifically the Department of Homeland Security -- is forced to spend so much time getting creative with media... spin, as its officials scramble to craft narratives, depicting violent and volatile agents as innocent men trying to do their jobs, and protesters who are tired of watching their communities be terrorized as the violent attackers.

Perhaps the agents simply aren't well-trained, and this ghettoized federal government -- which has made it a point to demonize DEI as an effort to lower education and hiring standards -- keeps lowering the bar for ICE recruitment, to the point where there isn't much of a standard at all.

According to NBC News, ICE officials have been clamoring to add 10,000 new officers to the force, and in their haste to hit that hiring quota, they overlooked an error made by an artificial intelligence tool used to process applications, resulting in many new recruits being sent into field offices without proper training.

From NBC:

The AI tool used by ICE was tasked with looking for potential applicants with law enforcement experience to be placed into the agency's "LEO program" -- short for law enforcement officer -- for new recruits who are already law enforcement officers. It requires four weeks of online training.

Applicants without law enforcement backgrounds are required to take an eight-week in-person course at ICE's academy at the Federal Law Enforcement Training Center in Georgia, which includes courses in immigration law and handling a gun, as well as physical fitness tests.

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

The officials said the AI tool sent people with the word "officer" on their résumés to the shorter four-week online training -- for example, a "compliance officer" or people who said they aspired to be ICE officers.

The majority of the new applicants were flagged as law enforcement officers, the officials said, but many had no experience in any local police or federal law enforcement force.

Mind you, the Trump administration has confirmed that it significantly reduced the number of days new recruits must train before hitting the streets. How much that standard was lowered varies from report to report, but most reports indicate that, before President Donald Trump's second term, ICE recruits spent between 16 weeks and five months before they were sent to the field, so, at best, the length of time new agents with no prior law enforcement experience spend training -- even without the reported AI error -- has been cut in half.

Not to mention the fact that, last August, DHS Secretary Kristi Noem announced her department was waiving age limits for new applicants, and she even tried to sell it by absurdly claiming, "We're taking father/son bonding to a whole new level."

It's also worth mentioning that, on Tuesday, journalist Laura Jedeed, a reporter for Slate, published a report recounting her visit to an ICE Career Expo event at the ESports Stadium Arlington near Dallas, Texas, last August, how recruiters were offering on-the-spot hiring for deportation officers, and how she was offered a job after a six-minute interview and "sloppy" vetting.

Jedeed -- a U.S. Army veteran who joined the military fresh out of high school and was deployed to Afghanistan twice with the 82nd Airborne Division -- claimed the recruitment process was a cakewalk, during which she was asked only her name, date of birth and age, whether she had any law enforcement or military experience, and about the circumstances in which she left the service.

Jedeed noted in her report that a quick Google search would have revealed her as the anti-ICE and anti-Trump journalist and advocate that she is.

"In short, I figured -- at least back then -- that my military background would be enough to get me in the door for a good look around ICE's application process, and then even the most cursory background check would get me shown that same door with great haste," Jedeed wrote.

Notably, she even told the recruiter at the event, which she described as sparsely attended, that she would be fine with a desk job, but was told, "Just to be upfront, the goal is to put as many guns and badges out in the field as possible" -- which would certainly be telling.

To make a long story short, Jedeed wrote that she left the expo expecting not to hear back from anyone, but to her surprise, she received an email on Sept. 3, which suggested she was being made a "tentative offer" and instructed her to sign into a jobs website and return a number of attached forms. She said she didn't fill out any of the forms or follow the steps outlined in the email, yet she still received a follow-up email three weeks later thanking her for proceeding and asking her to submit a drug test.

"Somehow, despite never submitting any of the paperwork they sent me - not the background check or identification info, not the domestic violence affidavit, none of it - ICE had apparently offered me a job," she claimed.

So, again, maybe there's a reason Trump's mass deportation agenda has been the chaotic, human rights-violating mess that it has been for the last year.

And maybe the federal government's recruitment process is only continuing to show these people don't really care about merit.

SEE ALSO:

DHS Announces Its Waving Age Requirements For ICE Agents, And 'Taking Father/Son Bonding To A Whole New Level '

Southern California Cop Intervenes As Plainclothes ICE Agent Pulls Gun On Civilian Driver

AI Error Highlights Lowered ICE Recruitment Standards, And That's Not The Half Of It was originally published on newsone.com more

Career development

 4h

Shark Tank's Kevin O'Leary warns job seekers he'll throw your resume 'straight in the garbage' if you have bad WiFi


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We've all been there: midway through a video call, the audio freezes. Faces stop moving. A moment later, the dreaded message appears: Your connection is unstable.

For years, those glitches have been shrugged off as an unavoidable reality of remote work. But according to Shark Tank star Kevin O'Leary, that grace period is... officially over.

More than five years after the pandemic pushed millions of workers onto Zoom calls, "Mr. Wonderful" now said spotty internet is no longer an inconvenience -- it's a red flag, especially for someone looking for a job.

"In a hybrid world, your internet connection tells me everything," O'Leary said on Instagram.

"If your audio cuts out, your video freezes, or you don't care enough to fix it...you're telling me you're not serious about business," the 71-year-old added. "That résumé goes straight in the garbage."

The message may sound harsh -- especially from a business leader who shows up to meetings in pink pajama pants and flip-flops. But for O'Leary, the issue is more than just professionalism for its own sake -- it's about efficiency.

After all, what he values the most is time. And time, in his view, is money.

Workers need to ditch job-hopping -- or face not landing another role again

A strong internet connection isn't the only bar O'Leary sets for prospective hires. Before a candidate ever reaches the interview stage, he wants proof of something else: execution -- and loyalty.

"What I can't stand is seeing a résumé where every six months they job hop. To me that means they couldn't execute anything, and I take that résumé into the garbage," O'Leary said in a video posted to his social media last year. "If I see anything that's less than two [years], that's a red flag for me.

Rather than constantly chasing the next opportunity, O'Leary encouraged young workers to embed themselves in a role, deliver results, and prove their value over time.

"Show me you had a mandate and delivered on it over two years or more, that's gold," he added. "Discipline, focus, and results matter; that's how I decide who gets hired."

It's not just the résumé -- what you say in the interview can be a make-or-break

O'Leary isn't alone in setting firm -- and sometimes unforgiving -- expectations for job candidates. For many top executives, the interview itself offers a clearer signal than anything written on a résumé.

For Twilio's CEO Khozema Shipchandler, it often comes down to what happens at the very end of the conversation.

"The number one red flag for me is when someone doesn't ask questions toward the end of an interview," Shipchandler previously told Fortune. "That's a pretty significant mark against them being curious about what they're interviewing, the company, the way we might work together, chemistry, culture, all of those things."

Denny's CEO Kelli Valade has echoed a similar view, saying that the specific question matters less than the act of asking one at all. To her, it signals preparation, genuine interest, and that a candidate has done their homework.

General Motors CEO Mary Barra, who previously headed the automaker's human resources department, looks for something more subtle: language.

The 64-year-old said she pays attention to how often people talk about GM using the pronoun "we" instead of "you" or "they" -- an indication as to whether someone already sees themselves as part of the organization.

"Jump in the boat, own the problem, and be part of it," she said at the Wharton People Analytics Conference in 2018. "You can almost tell in an interview when they interview like they're already at the company -- but in a respectful way where they're not over assuming anything."

This story was originally featured on Fortune.com more

Career development

 6h

AI ICE


Garbage in, garbage out is the principle that still rules:

Report: Flawed AI system fast-tracked inexperienced ICE recruits into field work

Surprised? Here are some details:

The Trump administration reportedly used an artificial intelligence (AI) tool to speed up the process as Immigration and Customs Enforcement (ICE) raced to hire thousands of new officers last year. Instead, the AI... inadvertently sent new hires with no law enforcement experience straight into advanced programs intended for more seasoned recruits.

According to an NBC News report published Jan. 14, ICE used an AI system to scan résumés and flag applicants with prior law enforcement experience, routing them into the agency's abbreviated law enforcement officer program.

The problem, two anonymous law enforcement officials told NBC, was that the system relied on keyword matching. Applicants were flagged as experienced officers simply because their résumés included the word "officer" -- a term used by people describing themselves as "compliance officers," or even by applicants who simply wrote that they were interested in becoming ICE officers.

As a result, individuals with no prior law enforcement background were placed into a four-week online training track intended for experienced officers, rather than the eight-week in-person course at the Federal Law Enforcement Training Center in Georgia. That longer program includes physical fitness testing and instruction in immigration law and firearms handling. The AI error meant some recruits advanced more quickly to field offices without completing such training, according to NBC's report.

The misclassification was discovered in mid-fall 2025, more than a month into a hiring surge driven by congressional pressure to bring on 10,000 new ICE officers by the end of the year. The effort was backed by $50,000 signing bonuses funded through the "One Big Beautiful Bill." While the hiring target was technically met, remedial steps meant that not all recruits were fully operational during 2025, NBC reported.

ICE responded to the discovery of the error by manually reviewing résumés and requiring affected recruits to return to the training center for proper instruction. Anonymous officials emphasized to NBC that field offices provide additional on-site training and that those misclassified most likely received further instruction before working independently. Still, the episode delayed full operational readiness for some hires at a time when ICE was carrying out a major enforcement push, including the deployment of more than 2,000 officers to Minneapolis since late November 2025.

NBC's report on the bureaucratic mishap within ICE comes amid a broader push to accelerate the use of AI across the federal government, including at the highest levels of military decision-making.

Hegseth is touting similar measures to turbocharge our $1.5 trillion military to be:

"Very soon we will have the world's leading AI models on every unclassified and classified network throughout our department," Hegseth said.

Emphasizing speed and "experimentation," he described an "AI acceleration strategy" designed to reduce bureaucratic barriers and ensure military dominance. Military AI, he said, would operate "without ideological constraints that limit lawful military applications." The Pentagon's AI "will not be woke," he added.

Hegseth also stressed that "AI is only as good as the data that it receives," framing the Pentagon's push as a way to make "all appropriate data" available for AI use across defense systems. What he did not specify were the guardrails: No details were offered about access levels, safeguards for classified material, or how ethical risks would be mitigated.

Now, here's what jumped out at me:

individuals with no prior law enforcement background were placed into a four-week online training track intended for experienced officers, rather than the eight-week in-person course at the Federal Law Enforcement Training Center in Georgia.

Two months training before raw recruits are turned loose on the general public? That strikes me as rather brief. Four weeks of "experienced officers"? Experienced according to what standards? The experience of these recruits will certainly come from quite diverse employment backgrounds, based on a widely varying quality of training. It strikes me that what's called for to integrate both experienced and inexperienced recruits into a cohesive force capable of acting in concert according to uniform standards is identical training over a longer period of time.

Also, did you notice that the fast track training was "online". I'm sorry, when it comes to law enforcement in high pressure situations according to standards that may be new to the recruits -- even if they are "experienced" in one way or another -- longer hands on training is needed. Not four weeks of online whatever. more

Career development

 7h

A LinkedIn Detox: What Three Weeks Offline Taught Me | Robin Schooling


In late December, coinciding with the Christmas holiday week and after having fulfilled some final scheduled LinkedIn Live events, I decided to take a break from LinkedIn. Not dramatically. There was neither a farewell tour nor a "taking a break to focus on myself" announcement (which would have been peak LinkedIn irony). I just... stopped opening the app. And what I discovered was that the... absence of constant performance anxiety felt a lot like freedom.

And those three weeks without LinkedIn felt like three months in a sensory deprivation tank - initially disorienting, then unexpectedly clarifying, and ultimately revelatory in ways I didn't anticipate.

LinkedIn has morphed from professional networking platform into something more complex - a hybrid of résumé repository, thought leadership theater, and validation machine in a 24/7/365 environment. The lights are always on and it's where we go to watch people celebrate promotions we didn't get, read advice from 24-year-old "HR Experts" telling us how to do our work, and scroll past an endless parade of humble brags dressed up as vulnerable storytelling. Being vulnerable and "human" in some way or another is, as always, HUGE; posts about overcoming adversity, battling an illness or medical scare, or reflecting upon the death of a loved one are de riguer.

The platform operates on a peculiar currency: perceived influence. Every post is a small gamble for the person sending it out into the ether: will this resonate? Will anyone engage? Am I doing "personal brand" correctly? The stakes feel simultaneously enormous and utterly meaningless ... which is precisely the cognitive dissonance that keeps us refreshing our feeds.

We've created a professional ecosystem where presence equals relevance, and absence suggests... what, exactly? That you're not serious? Not concerned with your career? Not a team-player/contributor/person-worth-taking-seriously? Not there?

The exhaustion isn't from the platform itself. It's from the perpetual performance it demands.

Here's what three weeks away taught me:

Of course, here's the rub: if you're building a business, looking for opportunities, or trying to stay visible in your field, complete withdrawal isn't sustainable. LinkedIn isn't really optional anymore - it's infrastructure. Opting out entirely is like refusing to have a phone number. Sure, you can, but the friction compounds quickly.

So the question becomes less "should I be on LinkedIn?" and more "how do I be on LinkedIn without letting it colonize my mental real estate?"

This requires a shift from passive consumption to active curation - treating LinkedIn like a tool you use rather than a feed you serve.

If you have to be there but can't stomach the full immersion, here's a way to reframe it:

The real issue isn't LinkedIn - it's what we've allowed professional platforms to become. We've turned networking into "content creation", relationships into metrics, and presence into performance art.

The platform itself is neutral - but it's the CULTURE we've built around it that's exhausting.

So I'm back on LinkedIn now. Kind of. I check in deliberately rather than compulsively. I post when I have something to say. When I can't stand the self- promotion and screams for engagement, I leave. LinkedIn doesn't care if I'm there. And, quite frankly, neither does anyone else. more

Career development

 7h

Shark Tank's Kevin O'Leary warns job seekers he'll throw your resume 'straight in the garbage' if you have bad WiFi | Fortune


We've all been there: midway through a video call, the audio freezes. Faces stop moving. A moment later, the dreaded message appears: Your connection is unstable.

For years, those glitches have been shrugged off as an unavoidable reality of remote work. But according to Shark Tank star Kevin O'Leary, that grace period is officially over.

More than five years after the pandemic pushed millions of... workers onto Zoom calls, "Mr. Wonderful" now said spotty internet is no longer an inconvenience -- it's a red flag, especially for someone looking for a job.

"In a hybrid world, your internet connection tells me everything," O'Leary said on Instagram.

"If your audio cuts out, your video freezes, or you don't care enough to fix it...you're telling me you're not serious about business," the 71-year-old added. "That résumé goes straight in the garbage."

The message may sound harsh -- especially from a business leader who shows up to meetings in pink pajama pants and flip-flops. But for O'Leary, the issue is more than just professionalism for its own sake -- it's about efficiency.

After all, what he values the most is time. And time, in his view, is money.

A strong internet connection isn't the only bar O'Leary sets for prospective hires. Before a candidate ever reaches the interview stage, he wants proof of something else: execution -- and loyalty.

"What I can't stand is seeing a résumé where every six months they job hop. To me that means they couldn't execute anything, and I take that résumé into the garbage," O'Leary said in a video posted to his social media last year. "If I see anything that's less than two [years], that's a red flag for me.

Rather than constantly chasing the next opportunity, O'Leary encouraged young workers to embed themselves in a role, deliver results, and prove their value over time.

"Show me you had a mandate and delivered on it over two years or more, that's gold," he added. "Discipline, focus, and results matter; that's how I decide who gets hired."

O'Leary isn't alone in setting firm -- and sometimes unforgiving -- expectations for job candidates. For many top executives, the interview itself offers a clearer signal than anything written on a résumé.

For Twilio's CEO Khozema Shipchandler, it often comes down to what happens at the very end of the conversation.

"The number one red flag for me is when someone doesn't ask questions toward the end of an interview," Shipchandler previously told Fortune. "That's a pretty significant mark against them being curious about what they're interviewing, the company, the way we might work together, chemistry, culture, all of those things."

Denny's CEO Kelli Valade has echoed a similar view, saying that the specific question matters less than the act of asking one at all. To her, it signals preparation, genuine interest, and that a candidate has done their homework.

General Motors CEO Mary Barra, who previously headed the automaker's human resources department, looks for something more subtle: language.

The 64-year-old said she pays attention to how often people talk about GM using the pronoun "we" instead of "you" or "they" -- an indication as to whether someone already sees themselves as part of the organization.

"Jump in the boat, own the problem, and be part of it," she said at the Wharton People Analytics Conference in 2018. "You can almost tell in an interview when they interview like they're already at the company -- but in a respectful way where they're not over assuming anything." more

Career development

 7h

You've Heard About Who ICE Is Recruiting. The Truth Is Far Worse.


What happens when you do minimal screening before hiring agents, arming them, and sending them into the streets? We're all finding out.

https://slate.com/news-and-politics/2026...oting.html

The plan was never to become an ICE agent.

The plan, when I went to the Immigration and Customs Enforcement Career Expo in Texas last August, was to learn what it was like to apply to be an ICE agent. Who... wouldn't be curious? The event promised on-the-spot hiring for would-be deportation officers: Walk in unemployed, walk out with a sweet $50k signing bonus, a retirement account, and a license to brutalize the country's most vulnerable residents without consequence -- all while wrapped in the warm glow of patriotism.

At first glance, my résumé has enough to tantalize a recruiter for America's Gestapo-in-waiting: I enlisted in the Army straight out of high school and deployed to Afghanistan twice with the 82nd Airborne Division. After I got out, I spent a few years doing civilian analyst work. With a carefully arranged, skills-based résumé -- one which omitted my current occupation -- I figured I could maybe get through an initial interview.

The catch, however, is that there's only one "Laura Jedeed" with an internet presence, and it takes about five seconds of Googling to figure out how I feel about ICE, the Trump administration, and the country's general right-wing project. My social media pops up immediately, usually with a preview of my latest posts condemning Trump's unconstitutional, authoritarian power grab. Scroll down and you'll find articles with titles like "What I Saw in LA Wasn't an Insurrection; It Was a Police Riot" and "Inside Mike Johnson's Ties to a Far-Right Movement to Gut the Constitution." Keep going for long enough and you might even find my dossier on AntifaWatch, a right-wing website that lists alleged members of the supposed domestic terror organization. I am, to put it mildly, a less-than-ideal recruit.

In short, I figured -- at least back then -- that my military background would be enough to get me in the door for a good look around ICE's application process, and then even the most cursory background check would get me shown that same door with great haste.

The ICE expo in the Dallas area, where my application journey began, required attendees to register for a specific time slot, presumably to prevent throngs of eager patriots from flooding the event and overwhelming the recruiters. But when I showed up at 9 a.m., the flood was notably absent: there was no line to check in and no line to go through security. I walked down nearly empty hallways, past a nearly empty drug testing station, and into the event proper, where a man directed me to a line to wait in for an interview. I took my spot at the end; there were only six people ahead of me.

While I waited, I looked around the ESports Stadium Arlington -- an enormous blacked-out event space optimized for video game tournaments that has a capacity of 2,500. During my visit, there couldn't have been more than 150 people there.

Hopeful hires stood in tiny groups or found seats in the endless rows of cheap folding chairs that faced a stage ripped straight from Tron. Everything was bright-blue and lit-up and sci-fi-future angular. Above the monolithic platform hung three large monitors. The side monitors displayed static propaganda posters that urged the viewer to DEFEND THE HOMELAND and JOIN ICE TODAY, while the large central monitor played two short videos on loop: about 10 minutes of propaganda footage, again and again and again.

After about 15 minutes of waiting, an extraordinarily normal-looking middle-aged woman waved me forward. I sat across the black folding table from her on one of the uncomfortable black chairs. She asked for my name and date of birth, then whether I am over 40 (I am 38). Did I have law enforcement experience? No. Military experience? Yes. Did I retire from the military at 20+ years, or leave once my enlistment was up? The latter, I told her, then repeated my carefully rehearsed, completely true explanation for why the résumé I'd submitted had a large gap. "I had a little bit of a quarter-life crisis. Ended up going to college for part of that time, and since then I've been kind of -- gig economy stuff."

She was spectacularly uninterested: "OK. And what location is your preference?"

After some dithering, I settled on my home state of New York. That was the last question; the entire process took less than six minutes. The woman took my résumé and placed the form she'd been filling out on top. "They are prioritizing current law enforcement first. They're going to adjudicate your résumé," she told me. If my application passed muster, I'd receive an email about next steps, which could arrive in the next few hours but would likely take a few days. I left, thanked her for her time, and prepared to hear back never.

The expo event was part of ICE's massive recruitment campaign for the foot soldiers it needs to execute the administration's dream of a deportation campaign large enough to shift America's demographic balance back whiteward. You've probably seen evidence of it yourself: ICE's "Defend the homeland" propaganda is ubiquitous enough to be the Uncle Sam "I Want You" poster of our day, though somewhere in there our nation lost the plot about the correct posture toward Nazis.

When Donald Trump took office, ICE numbered approximately 10,000. Despite this event's lackluster attendance, their recruitment push is reportedly going well; the agency reported 12,000 new recruits in 2025, which means the agency has more new recruits than old hands. That's the kind of growth that changes the culture of an agency.

Many of ICE's critics worry that the agency is hoovering up pro-Trump thugs -- Jan. 6 insurrectionists, white nationalists, etc. -- for a domestic security force loyal to the president. The truth, my experience suggests, is perhaps even scarier: ICE's recruitment push is so sloppy that the administration effectively has no idea who's joining the agency's ranks. We're all, collectively, in the dark about whom the state is arming, tasking with the most sensitive of law enforcement work, and then sending into America's streets.

And we are all, collectively, discovering just how deadly of an arrangement that really is. more

Career development

 8h

Why American workers are entering 2026 prepared to survive, not to surge ahead - The Times of India


The new year is usually sold as a clean slate. Fresh goals. New opportunities. A sense that the hard parts belong to the past. But as 2026 begins, American workers are not stepping forward with optimism; they are stepping carefully, eyes fixed on the ground, wary of what might give way beneath their feet.After a year marked by stalled wages, cautious hiring, and shifting workplace norms,... confidence in the job market has thinned. According to Zety's 2026 Job Predictions Report, employees are not expecting a rebound. They are preparing for restraint. Nearly two-thirds of workers, 65%, believe the US job market will either stagnate or weaken this year compared to 2025. For many, the question is no longer how to get ahead but how to stay afloat. The fear is not abstract. It is immediate and personal. Zety's survey found that 49% of workers expect layoffs to become more common in 2026, while 33% cite job security as their single biggest career concern. In a labour market once defined by leverage and choice, workers are now calculating risk, quietly updating résumés, delaying big decisions, and avoiding moves that feel unnecessary.This anxiety reflects a deeper shift in mindset. Career ambition has not disappeared, but it has been subdued by uncertainty. Workers are no longer chasing titles at any cost. Stability, predictability, and survival have taken precedence over rapid upward mobility.If layoffs represent fear of loss, stagnant wages represent something slower and more corrosive. More than 51% of employees say their biggest concern for 2026 is that their salary will not keep up with inflation, according to the Zety report.This is not about luxury. It is about erosion. Rent rises, healthcare costs climb. Groceries inch upward. When wages fail to move in step, workers feel themselves falling behind even while staying employed. The result is frustration, exhaustion, and a sense that effort is no longer rewarded in proportion to its cost.For many employees, flexibility once served as a counterweight to these pressures. Remote and hybrid work offered time, autonomy, and relief from rising living expenses. That cushion now appears to be shrinking.Nearly 30% of workers believe remote work opportunities will decline in 2026 as more employers pull staff back into offices, Zety found. For employees who reorganised their lives around flexibility, moving cities, managing caregiving, or avoiding burnout -- the rollback feels less like a policy shift and more like a loss of control.Even for those willing to move on, the path forward looks narrow. Half of all employees (50%) believe a lack of available jobs will be the biggest hiring challenge in 2026, while 48% point to competition from AI and automation, according to Zety's findings.Hiring slowdowns, combined with algorithm-driven screening and automation, have reshaped how opportunity is distributed. For job seekers, this means fewer openings, longer waits, and an opaque process where rejection often arrives without explanation. Compounding the anxiety, 19% of workers believe starting salaries for new hires will be lower than in 2025, suggesting that even successful candidates may need to reset expectations.Faced with these realities, workers are not surrendering, but they are adapting. The Zety survey shows a clear pivot toward what employees see as "future-proof" skills. Nearly 69% believe AI and tech-related skills will be the most valuable in 2026, followed by industry certifications (42%), communication skills (28%), and leadership capabilities (23%).This is not enthusiasm for disruption. It is pragmatism. Workers understand that employability now depends on relevance. Even basic AI literacy or targeted certification is increasingly viewed as insurance against obsolescence rather than a pathway to promotion. The divide, many fear, will widen between those who upskill and those who cannot.Beyond economics and technology lies a quieter concern. Twenty-seven percent of workers cite burnout or mental health as a major issue heading into 2026, while 25% worry about companies cutting flexible work options, according to Zety.These concerns suggest a workforce running on depleted reserves. After years of disruption, adaptation, and acceleration, employees are recalibrating their tolerance for stress. Fewer are willing to sacrifice well-being for uncertain rewards.Taken together, the data paint a workforce that is cautious, not complacent. Workers are not disengaged, they are discerning. They are watching how companies respond to inflation, flexibility, mental health, and transparency.Zety's findings suggest that organisations offering stability, clear communication, and realistic growth, not grand promises, are most likely to earn loyalty in 2026. In a year defined by restraint, trust may prove more valuable than perks.The dominant mood entering 2026 is not despair, but vigilance. Employees are bracing for impact, managing expectations, and redefining success. In place of bold leaps, they are choosing careful steps. In place of ambition for ambition's sake, they are prioritising endurance.The clean slate of the new year remains, but it is being written on cautiously, line by line, by a workforce that has learned the cost of believing too easily in better days. more

Luci Sheil


Career development 1d
I have a hybrid work schedule - I work from the office on Mondays and Fridays, and from home on the other days. This arrangement is because I have a child.
We have a new department manager, and he is clearly forcing me to work only from the office because he believes that working from home is not real work and that I am getting paid for nothing. However, I am always available and I complete all... my tasks on time.
How can I protect myself and stand up for my right to continue working from home? Thank you.

 more

  • John Hamilton

    13h

    I don’t know what your job is but it is exactly that … a job. You must change your objectivity to become your own boss. That is unsless your job can... become a career and you can move through the ranks to management and retire with a lucrative 401k! If not read RICH DAD POOR DAD by Robert Kiosaki! You can listen to it free on YouTube! You don’t Ned a college education to become wealthy! But you do need an education to become your own driver of your future! more

  • jurica vrdoljak

    1d

    Ako je takav ugovor nastavite raditi. Ako kaze da to nije rad recite da m9zete 2 puta ne radit od doma kad treba a onda neka usporedi rezultate

Career development

 9h

The Benefits Of Upskilling: Advancing Your Career And Expanding Opportunities


Are you feeling stuck in your current job and unsure of how to advance your career? One solution may be to upskill. Upskilling involves learning new skills or improving existing ones, and it has become increasingly important in today's rapidly changing job market.

By upskilling, you can expand your knowledge base and become more valuable to employers. This can lead to better job opportunities,... higher pay, and a more fulfilling career.

In this article, we will explore the benefits of upskilling and offer tips on how to get started on advancing your career.

Upskilling is the process of learning new skills or enhancing existing ones to stay relevant in the ever-changing job market. It is an essential tool for career advancement and expanding opportunities.

With technology evolving rapidly, upskilling has become a necessity to keep up with the demands of the job market. Companies are always on the lookout for employees who have diversified skill sets and can adapt to new challenges. Upskilling not only benefits the individual but also adds value to the organization they work for.

It makes an employee more valuable, which can lead to better job security, higher salaries, and more significant responsibilities. In today's economy, it's essential to be proactive about one's career development.

Upskilling allows professionals to stay competitive and prepare for future opportunities. Investing time and effort in upskilling can lead to long-term growth and success in one's career journey.

Before you can start upskilling, you need to identify what skills you currently have and what skills are needed for the job or career path you want to pursue. This is known as your skills gap. Identifying your skills gap allows you to focus on the areas where you need to improve and develop new skills.

One way to identify your skills gap is by conducting a self-assessment. Take a look at your job description or the requirements for the position you want to achieve. Then, evaluate yourself honestly in terms of the required knowledge, abilities, and experience. This will help you determine where you need to acquire additional training or education.

Another way is through feedback from supervisors or colleagues. They may have insights into areas where you could improve or develop new skills that would benefit both yourself and the organization. You can also seek out mentors who can provide guidance and support as you work on closing your skills gap.

Sub-list 1:

- Use online tools and resources such as LinkedIn Learning, Coursera or Udemy

Sub-list 2:

- Attend workshops, conferences or webinars related to your industry

Sub-list 3:

- Join professional associations that offer training programs and certifications

By identifying your skills gap and taking steps to close it, you not only advance your career but also expand opportunities for personal growth and development. Don't wait until it's too late; start assessing now!

Now that you understand the benefits of upskilling, it's time to find the right training and education programs. With so many options available, it can be overwhelming to choose the best fit for your goals and schedule.

Here are some tips to help you navigate the selection process.

First, consider your learning style and preferences. Do you prefer a traditional classroom setting or online courses? Would you like hands-on experience or theoretical knowledge? Answering these questions will help narrow down your choices and ensure that you select a program that aligns with your learning needs.

Next, research potential programs thoroughly. Look into their accreditation, reputation, and success rates. Read reviews from former students and speak with industry professionals to get their opinions. Additionally, take note of the program's cost and any financial aid options available to you.

By doing your due diligence, you can feel confident in selecting a program that will provide valuable skills and opportunities for advancement.

By following these tips and utilizing resources such as career centers or professional associations, you can find the right training and education programs to enhance your skill set and advance your career.

Remember, investing in yourself is always worth it.

Once you have upskilled and acquired new abilities, it is time to put them into practice. Here are some ways you can apply your newly acquired skills on the job.

Firstly, consider taking on new responsibilities that will allow you to use your skills. For instance, if you have improved your communication skills, ask for more client-facing opportunities to show off your newly developed abilities. If you have honed your project management skills, volunteer to manage a team or take charge of a project. This way, you can apply what you've learned and demonstrate how valuable your new skill set is to the success of the organization.

Secondly, look for opportunities where your new skills could be used in innovative ways. For example, if you have gained proficiency in data analysis, explore how this skill can be applied to improve existing company processes or identify new business opportunities. By thinking creatively about how to apply your upskilled abilities in different areas of your work, you can find innovative solutions that may not have been possible before.

Lastly, don't forget to share what you've learned with others. Teaching someone else something that you've just learned helps solidify it in your own mind while also benefiting someone else's career development. Moreover, it demonstrates leadership qualities and shows that you're committed to the growth of those around you.

- Tips for applying new skills:

- Focus on areas where these abilities can be most beneficial.

- Take on challenges that require these skills and push yourself outside of your comfort zone.

- Strategies for sharing knowledge:

- Offer to mentor or train colleagues who are interested in learning more about these topics.

- Use communication channels like team meetings or company-wide emails to share tips and insights with others who may benefit from them.

By applying these strategies and tips along with using any other resources available at hand, one can easily become an expert in their field by upskilling.

After applying your new skills on the job, it's time to focus on networking and building professional relationships. Upskilling is not just about improving your technical abilities; it's also about expanding your network and increasing your chances of career pathing advancement.

Networking can help you learn about new opportunities, gain insights into different industries, and connect with potential mentors or collaborators. One way to start building professional relationships is by attending industry events or conferences. These events provide an opportunity to meet people from different organizations and share ideas.

You can also join online communities or attend webinars related to your field of interest. By actively participating in these communities, you can build connections with like-minded professionals and stay up-to-date with the latest trends. Another important aspect of networking is maintaining relationships over time.

This involves following up with contacts after meeting them, staying in touch through social media or email, and offering assistance when possible. By nurturing these relationships, you can create a strong support system that can help you navigate challenges and pursue new opportunities throughout your career journey.

upskilling employees is not only beneficial for immediate career advancement, but it also plays a crucial role in achieving long-term career success. As technology continues to evolve and industries transform, individuals who upskill are more likely to adapt and remain relevant in their fields. They can leverage their newly acquired skills to take on new challenges, pursue different roles, and explore alternative career paths.

Moreover, upskilling allows professionals to expand their network and connect with like-minded individuals. Through online courses, workshops, and conferences, they can meet people from diverse backgrounds and gain insights into different industries. This exposure can lead to new opportunities or collaborations that may not have been possible without upskilling.

Lastly, upskilling promotes personal growth and development. By taking courses or attending workshops outside of one's comfort zone, individuals can push themselves beyond their limits and learn about new subjects. This process instills self-confidence and helps individuals become better problem-solvers in both their personal and professional lives.

In conclusion, upskilling provides numerous benefits that extend beyond just advancing one's career. It promotes personal growth, expands networks, and prepares individuals for long-term success by equipping them with the necessary skills to thrive in an ever-changing job market. Therefore, investing time and effort into learning new skills is a wise decision for anyone looking to achieve career success in the long run.

So, what have we learned about upskilling?

First and foremost, it's crucial to advancing your career and expanding your opportunities.

By identifying your skills gap and finding the right training programs, you can acquire the knowledge and expertise needed to excel in your field.

But upskilling isn't just about acquiring new skills - it's also about building relationships and investing in long-term career success.

By networking with other professionals in your industry, you can gain valuable insights and connections that will help you achieve your goals.

So don't wait - start exploring upskilling opportunities today! more

Career development

 10h

My Guide to the 9 Best Recruitment Marketing Platforms


Frequently asked questions about recruitment marketing platforms

Attracting qualified candidates today is harder than it looks.

Between managing job postings, tracking engagement across multiple channels, nurturing talent pools, and maintaining a consistent employer brand, the recruitment process can quickly become complex, even for seasoned talent acquisition teams.

While I don't work as a... recruiter myself, I've spent months analyzing how hiring teams use recruitment marketing tools by digging through hundreds of G2 reviews and speaking with talent leaders about the challenges they face. What I learned is clear: the right recruitment marketing platform doesn't just help you promote jobs; it shapes every touchpoint of the candidate journey.

This blend of hands-on research, user interviews, and real-world feedback provided me with a practical understanding of what actually drives results, which features are most effective, which workflows are time-saving, and which platforms consistently deliver high-quality pipelines.

After evaluating more than 20 recruitment marketing tools, I narrowed the list down to the 9 platforms that truly stand out for 2026. I examined targeting capabilities, job distribution, CRM-style nurturing, employer branding tools, and integration strength to understand how each one performs in fast-paced hiring environments.

In this article, I'll break down everything I found, from standout features to usability insights, so you can choose the best recruitment marketing platform that helps your team attract, engage, and convert the right talent more efficiently.

Recruitment marketing tools, at least in my experience, play a bigger role in hiring than most people realize. To me, they're not just software; they're the systems that help attract the right talent long before a recruiter ever reviews a resume. These platforms turn job ads into campaigns, candidate interest into measurable engagement, and employer brand content into real pipelines. And when you're working in fast-moving hiring environments, having the right tools behind the scenes makes everything feel more intentional and structured.

What surprised me most while evaluating these platforms is how different they are beneath the surface. Some tools focus heavily on job distribution and automation, making it easy to publish roles simultaneously and track candidate behavior in real-time. Others shine through their CRM-style features, nurturing talent pools, sending personalized campaigns, and helping teams stay proactive instead of reactive. A few platforms go even deeper, offering analytics that show which messages resonate, which audiences convert, and where your employer brand has the strongest pull.

And it makes sense that this category is gaining momentum. The global recruitment marketing platforms market is projected to grow to $2,656.9 billion by 2033, expanding at a steady 8.4% CAGR. With hiring becoming more competitive and candidate expectations shifting quickly, companies are turning to recruitment marketing not just to reach more people, but to reach the right people at the right time.

In my view, the best recruitment marketing software should help teams do three things really well: attract qualified talent, stay visible in competitive markets, and create a consistent, engaging candidate experience. When a tool can support all of that without forcing teams into complicated workflows, it becomes a real advantage in today's recruiting landscape.

Recruitment marketing platforms aren't just add-ons to the hiring process, at least not in my experience. They're the foundation for how effectively companies attract talent, run campaigns, understand audience behavior, and compete in increasingly crowded markets. When I evaluated these tools, I focused on the features that directly shape how well recruiters can reach, nurture, and convert candidates into actual applicants.

Across the 20+ platforms I explored, I examined how they handled job distribution, audience targeting, CRM workflows, and employer branding. From that broader list, I narrowed it down to the 9 recruitment marketing platforms that clearly stood out for performance, reliability, and real-world impact.

Here are the key factors that shaped my recommendations:

*This data was pulled from G2 in 2025. Some reviews may have been edited for clarity.

When I started going through Bullhorn's G2 reviews, one theme surfaced almost immediately: this platform is built around keeping every part of the recruiting workflow organized and visible in one place. Reviewers consistently highlight how easy it is to track candidates, clients, communications, and outreach without having to switch between multiple tools. Several users have even said that Bullhorn helps them maintain order across large pipelines, and this focus on centralized tracking aligns with Bullhorn's strong "meets requirements" score of 90%, according to G2.

The more I read, the clearer it became that Bullhorn's filters and search capabilities are the backbone of how most teams work. Recruiters described the filtering options as a practical way to quickly find jobs, candidates, and past conversations, especially when managing hundreds of profiles at once. This is also where Bullhorn's ease of use rating of 90% on G2 is reflected; users repeatedly mention that once they understand the system, searching and managing activities become far smoother than in other ATS tools.

A theme I kept seeing across the G2 reviews is how well Bullhorn's integrations fit into daily recruiting workflows. Users describe the process as smooth and reliable, especially when it comes to connecting timesheets, onboarding tools, and other contractor-facing systems. Several reviewers pointed out that these integrations cut down on manual steps and help candidates move through required tasks without confusion, which makes high-volume staffing environments run more predictably.

Some reviewers mentioned that Bullhorn's wide set of tools, particularly its filtering options, CV parsing, and multi-step workflows for managing candidate data, requires time to learn. These features give recruiters a lot of control, but teams without structured onboarding or those bringing in new recruiters frequently may need extra training to use them effectively.

A number of users also pointed out that Bullhorn can load slowly during specific actions, especially when switching between candidate profiles, applying multiple filters, or navigating across several tabs inside the ATS. These delays tend to show up most in high-volume environments where recruiters move rapidly through records. For teams that manage moderate workloads or rely on steadier, scheduled searches instead of constant profile switching, these performance issues are less impactful.

In the broader context, Bullhorn proves itself as a system that not only organizes high-volume recruiting activity but also supports the momentum needed to fill roles quickly and consistently.

"The system can be slow to load at times. Occasional glitches or lag when searching or updating records. The Mobile app doesn't always offer the same functionality as the desktop".

- Bullhorn review, Bri L.

As I worked through the Greenhouse reviews, one pattern showed up immediately: users consistently praise how structured and organized the hiring workflow is. Reviewers often mention that Greenhouse's pipeline stages, interview plans, and progress tracking give them a dependable framework for running hiring processes at scale. According to G2 Data, 90% of users find it easy to do business with Greenhouse, which aligns with how many reviewers describe their day-to-day experience using these structured workflows to keep candidates moving smoothly from one stage to the next.

Another theme that stood out is how effectively Greenhouse manages information across roles, teams, and candidate histories. Recruiters noted that having past applicants, warm candidates, and long-term interactions in one place makes it easier to re-engage talent when new roles become available. Users also highlighted how Greenhouse simplifies external job posting and organizes incoming applications without extra effort. Several reviewers highlighted customization as a significant strength, particularly the ability to tailor pipelines, interview plans, and stage transitions to match their organization's hiring practices.

Reporting and visibility also appeared repeatedly in reviews. While most teams rely on the built-in reporting to understand pipeline health or referral activity, reviewers noted that these insights help them maintain consistent hiring across teams. This steady usefulness supports Greenhouse's broader momentum. G2 Data shows that 91% of users believe the product is moving in the right direction, which lines up with feedback about recent improvements to workflows, job posting flows, and referral tracking.

Several reviewers shared that while Greenhouse supports customization, building highly detailed or tailored reports requires more effort. For teams that rely heavily on advanced analytics or specialized dashboard formats, this can add extra time and may require additional tools. Greenhouse tends to be a better fit for recruiting teams that mainly use standard reports and only occasionally need deeper breakdowns.

Scheduling came up as another area that some users pointed out. A few reviewers noted that scheduling interviews, especially when relying on specific calendar integrations or mass-sending invitations, can necessitate additional steps. This tends to impact teams that coordinate high volumes of interviews or rely on automated scheduling flows. For organizations with steadier hiring rhythms or smaller interview loops, the scheduling flow is usually sufficient.

On the whole, reviewers describe Greenhouse as a structured and dependable platform that supports consistent hiring from start to finish. Companies that value process visibility and coordinated hiring across multiple roles tend to benefit the most from the way Greenhouse brings every part of the candidate journey into one place.

"I see an opportunity to improve the search functionality so it can retrieve more relevant candidate results from the entire database. Enhancing keyword matching and filtering would make it even more effective for recruiters handling large volumes of profiles".

- Greenhouse review, Shivananda G.

As I reviewed Ceipal ATS feedback, one theme dominated nearly every comment: users consistently praise how well the platform connects with job boards, email, LinkedIn, and multiple sourcing channels at once.

Recruiters rely heavily on these integrations to pull in applicants, search across portals, and manage profiles from a single interface, and reviewers frequently point to this ecosystem as the core strength of Ceipal. This aligns with the strong sentiment in G2 Data, where 97% of users are likely to recommend the platform, reflecting the high value that staffing teams place on these integrations in their daily workflows.

Another theme that appears repeatedly is Ceipal's ability to centralize large volumes of candidate data. Reviewers noted that the platform streamlines the management of sourcing, submissions, onboarding checklists, and communication records, eliminating the need to switch between tools.

Many users have called out the resume harvesting capabilities and AI-driven ranking as time-savers, highlighting how Ceipal supports recruiting teams that work through hundreds of applications simultaneously. According to G2, Ceipal scores 94% in meets requirements and 95% in ease of setup, which aligns with what reviewers describe, especially teams that emphasized how quickly they were able to adopt the platform and plug it into existing processes.

Users also mentioned that Ceipal's automation plays a meaningful role in streamlining high-volume recruiting tasks. From shortlisting to email reminders to onboarding workflows, the platform reduces manual steps that typically slow down large staffing teams. Recruiters working across multiple clients seemed to appreciate how these automations help them stay organized while dealing with shifting requirements and heavy sourcing loads.

A few reviewers did mention areas that depend on team workflows. Several users have pointed out that the user interface becomes more difficult to navigate when working across advanced modules or when switching quickly between detailed candidate profiles. This tends to be more noticeable for teams coordinating large databases or managing multiple job pipelines simultaneously. Organizations with structured training processes or experienced recruiters typically adapt more easily, making Ceipal a better fit for staffing firms with defined workflows rather than small teams that need minimal UI complexity.

Performance at scale also frequently came up. Some reviewers noted that Ceipal slows down when handling deep searches, large resume banks, or high-volume activity. Teams that rely on rapid profile switching or run intensive searches throughout the day may encounter occasional delays. However, staffing teams with steady workloads or those who run searches in batches often find these slowdowns manageable within their overall processes.

All things considered, reviewers describe Ceipal ATS as a powerful and highly integrated platform designed for high-volume recruiting. Its ecosystem of job boards, centralized candidate management, and strong automation support make it a strong match for staffing agencies and talent teams that prioritize scale, breadth of sourcing, and fast execution.

"The platform has made candidate recruitment easy, and it boasts all amazing features - no dislikes".

- Ceipal ATS review, Gerald S.

As I moved through the JobDiva reviews, one core theme was impossible to miss: users consistently praise how well JobDiva brings sourcing, submissions, client updates, and communication into one connected workflow.

Recruiters rely heavily on its integrated environment to search for candidates, review resumes from multiple job boards, and send updates without having to jump between tools. This end-to-end visibility is a big part of why JobDiva maintains strong satisfaction metrics. According to G2 Data, 92% of users say the platform meets their requirements, which aligns with how often reviewers describe it as a comprehensive system for daily staffing operations.

Another recurring theme is JobDiva's sourcing capabilities. Reviewers noted that the platform gives them broad access to talent across job portals, and many pointed out how effective the search experience is when finding candidates with specific skills or backgrounds. Several users mentioned that they rely on JobDiva to quickly identify qualified applicants and move them into pipeline stages without manual work. This sourcing depth, combined with its applicant tracking tools, is a major reason why staffing teams describe it as a productivity booster for high-volume recruiting.

Workflow management also appears repeatedly in the feedback. Users appreciate how JobDiva streamlines submissions, keeps records organized across clients, and centralizes updates in a single location. Recruiters working across multiple roles highlighted that being able to see activity end-to-end helps them coordinate faster. And with G2 showing 90% ease of doing business, this aligns with reviewers who describe JobDiva as a supportive system for staying on top of shifting client needs.

Some G2 users noted that the system would benefit from more precise filtering options, particularly when searching for specific candidate levels or refining integrated job board results. This tends to matter more for teams that rely on highly segmented searches or need very granular talent mapping. Organizations with broader sourcing needs or teams that mostly search mid-level roles often find the current filters sufficient.

Performance during heavier usage also surfaced in several G2 reviews. Several G2 users reported that JobDiva can run slowly or feel sluggish when switching between modules or reviewing large numbers of profiles simultaneously. This is most noticeable for staffing agencies that work through large databases or run frequent, deep searches throughout the day. Teams with moderate activity or a steadier recruiting pace typically experience fewer slowdowns.

When you weigh it all up, reviewers describe JobDiva as a comprehensive, workflow-driven ATS that supports sourcing, submissions, and client activity within a single, connected platform. Its strong job board reach, consistent workflow visibility, and all-in-one structure make it a strong fit for staffing firms that prioritize breadth, coordination, and efficiency across every stage of the hiring process.

"The interface can feel dated and a bit cluttered, especially for new users. It takes some time before everything feels intuitive. Some features feel buried under too many clicks, so simple tasks can take longer than they should.

The system is powerful, but because of that, the learning curve is steeper compared to newer ATS platforms. And occasionally, certain modules feel less flexible; you can do the task, but not always in the smoothest or most customizable way".

- JobDiva review, Aashish S.

One of the clearest themes in CareerBuilder Talent Network reviews is how reliable it is for sourcing a wide range of candidates across industries, roles, and experience levels. Recruiters often mentioned that they can customize the platform to fit their workflow, integrate it with their own ATS, and rely on it throughout the entire workday to find relevant talent quickly.

Many users highlighted how easy it is to implement and how helpful CareerBuilder's customer support team is during setup and daily use, which aligns with CareerBuilder's strong G2 Data, 90% of users say they are satisfied with the platform, and 92% highlight ease of doing business, which matches the straightforward sourcing experience reviewers talk about.

CareerBuilder also stands out for the volume of applicants it brings in. Recruiters mentioned that the platform consistently delivers strong inbound applications and helps them fill roles that otherwise would take longer to staff. Several G2 reviewers appreciated how simple it was to post jobs, manage applicants, and filter through profiles at speed. The system's structure supports common staffing workflows, and users often rely on it as their primary tool for high-frequency sourcing.

Another theme that showed up often is its usefulness for matching candidates with client requirements. Many reviewers mentioned that CareerBuilder helps them locate profiles closely aligned with job descriptions, making it easier to move qualified applicants into the next stages quickly. This steady performance across sourcing and matching is reflected in G2 sentiment, where 92% of users say CareerBuilder meets their requirements, reinforcing its reliability as a core sourcing engine.

I also noticed reviewers consistently calling out the platform's ability to surface candidates who may not appear on other job boards. Several recruiters explained that CareerBuilder's talent pool felt broader and more varied, which helped them identify applicants who would otherwise be difficult to reach.

Others highlighted the platform's filtering and sorting tools, explaining that they make it easier to navigate large batches of applicants without losing track of qualified profiles. And for teams that rely on ongoing sourcing throughout the day, users repeatedly mentioned that CareerBuilder delivers a steady flow of relevant candidates without requiring constant adjustments or campaign resets.

Reviewers noted that while CareerBuilder handles sourcing well, limitations in email-based outreach, such as the inability to run mail merges directly within the platform, can slow down teams that rely heavily on bulk communication. This tends to matter more for staffing agencies or high-volume coordinators who send batch outreach regularly. Smaller teams or organizations with steadier hiring rhythms may not feel this limitation as strongly.

A few G2 reviewers also pointed out restrictions around resume downloads, mentioning that caps or limits can impact teams that manage large pipelines or frequently hand off candidate profiles to clients. This is more relevant for agencies working across many simultaneous roles; companies with fewer openings or internal hiring teams typically operate comfortably within the platform's download boundaries.

CareerBuilder Talent Network is consistently described as a dependable sourcing tool for recruiters who value reach, speed, and reliable access to active job seekers. Its broad candidate pool and straightforward workflows make it a strong choice for staffing teams and in-house recruiters who need fast, high-volume sourcing without complexity.

"Nothing to dislike. Limits to downloading resumes should be increased because profiles in CareerBuilder are the best, and who wants to miss those profiles?"

- CareerBuilder Talent Network review, Ashraf Hussain Z.

One of the clearest themes in Teamtailor's G2 reviews is how clean, modern, and intuitive the platform's interface is. Users consistently mention the layout, the drag-and-drop workflows, and the structured candidate cards as reasons why the tool makes hiring feel organized rather than overwhelming.

Recruiters often point out that the visual clarity helps hiring managers collaborate more effectively, since anyone can log in and instantly understand where candidates stand in the pipeline. That ease of adoption is echoed in G2 sentiment: 94% of users rate the platform highly for overall satisfaction, and 95% say it meets their requirements, reflecting how well the system supports day-to-day hiring activities.

G2 reviewers also highlighted how customizable and flexible Teamtailor is during implementation. Many mentioned that configuring pipelines, stages, and templates takes minimal effort, and the platform's intuitive setup aligns with G2's 96% ease of setup score. This flexibility extends to employer branding as well.

Users frequently praised how simple it is to build an attractive careers site, create job pages, and tailor the application journey to show off the company's culture. For many teams, this becomes one of the tool's core strengths: making the hiring process feel polished and professional from a candidate's perspective.

Candidate evaluation tools came up often in the reviews, particularly features like star ratings, notes, drag-and-drop sorting, and structured communication. Recruiters appreciate being able to compare applicants quickly and keep all interactions documented in one place. I also saw several mentions of how easy it is to collaborate internally, hiring managers and interviewers can jump in, leave feedback, and help move people forward without training or micromanagement.

Some G2 reviewers pointed out that Teamtailor's mobile view doesn't yet offer the full functionality of the desktop version. This is mostly relevant for teams that manage pipelines on the go or rely on mobile devices during high-volume hiring periods. Organizations that work primarily from desktops or operate in more structured office environments usually don't feel this limitation.

Another topic mentioned occasionally was the presence of small bugs or minor inconsistencies across modules. While not disruptive, these issues can slow down teams that rely heavily on very fast, precise navigation. Teams with slower hiring cycles or fewer concurrent requisitions typically adjust without difficulty, but high-volume staffing environments may prefer more rigid stability across every interaction.

Overall, G2 reviewers describe Teamtailor as a polished, easy-to-adopt ATS that elevates the candidate and recruiter experience. Its design, customization flexibility, and strong branding tools make it a great fit for teams that want a visually appealing, collaborative hiring platform without adding complexity to their workflows.

"I believe that the process of searching for profiles within the Teamtailor platform could be improved. Currently, I think it would be beneficial to have more filters available and a more effective integration of artificial intelligence. This could facilitate the search and management of profiles. Additionally, I would like Teamtailor to offer the possibility to record and automatically provide instant feedback, which would speed up and enhance the selection process".

- Teamtailor review, Judit R.

One of the strongest themes in the 100Hires reviews is how simple and intuitive the platform is from the moment you first sign in. Users repeatedly mention how easy it is to learn, navigate, and use the system even without prior ATS experience.

Several reviewers said they could manage their entire hiring workflow, sourcing, reviewing applicants, communicating, and scheduling without needing extra guidance or training. This aligns closely with 100Hires' extremely strong G2 sentiment, where the platform holds 100% satisfaction for meeting requirements and 98% ease of setup, reflecting how accessible the tool is for teams that want minimal friction.

Another capability that comes up frequently is how well 100Hires integrates with LinkedIn. Reviewers highlighted how convenient it is to connect job posts, import candidate information, and manage LinkedIn-sourced applicants directly through the platform. This connection makes it much easier for recruiters who rely on LinkedIn as a primary sourcing channel, especially when moving candidates into automated workflows for communication and follow-ups.

Automation itself is also a major strength. Reviewers specifically mentioned automated emails, tagging, reminders, and background tracking as features that help reduce repetitive tasks significantly. Many appreciated how the platform handles routine communication without requiring manual intervention, allowing teams to focus more on evaluating candidates rather than managing administrative work.

Several users also pointed out that 100Hires functions as a true one-stop shop, keeping job postings, pipelines, notes, evaluations, and communication logs in one place. This consolidated experience is especially helpful for small companies and early-stage teams that don't want to manage multiple tools. According to G2 Data, 97% of reviewers praised the platform for ease of use, a reflection of how well this centralized structure supports daily hiring tasks.

Some users mentioned that the reporting capabilities are fairly basic, which may not be sufficient for organizations that rely on deeper analytics or heavily customized dashboards. This is more relevant for large, data-driven teams, while smaller organizations or those with straightforward hiring needs often find the existing reports adequate.

A handful of reviewers also mentioned UI details, such as certain buttons or dashboard placements, that they felt could be clearer or more intuitive. This feedback primarily came from users working quickly through multiple tasks in a fast-paced environment. Teams with steadier hiring rhythms or fewer concurrent roles typically adapt without much difficulty.

On the whole, G2 reviewers describe 100Hires as a simple, automation-focused ATS that keeps hiring workflows organized and easy to manage. Its intuitive setup, LinkedIn integration, and consolidated tools make it a strong fit for small HR teams, early-stage startups, and organizations that want a lightweight yet capable system for managing recruiting from end to end.

"One thing I found a bit limiting was the initial learning curve. It took a little time to figure out where everything was and how to set up the hiring flow just right. A few parts of the dashboard could be more intuitive, especially for first-time users. That said, once I got used to the layout, it became much easier to navigate and use efficiently".

- 100Hires review, Vasudeva Rao K.

What stood out immediately as I read through Handshake's reviews is how effectively it helps employers reach early-career talent. Recruiters consistently highlight the platform's access to universities, career centers, and large student networks, describing it as a channel they simply can't replicate anywhere else.

Posting roles, promoting events, and identifying qualified students feels fast and streamlined, which lines up perfectly with Handshake's 98% ease of use score on G2. Many teams shared that they were able to start connecting with students quickly after onboarding, and the platform's 96% ease of setup rating reinforces how little friction they experienced getting started.

A major advantage reviewers mention is the targeting capability. Handshake allows employers to build precise student segments by major, skillset, graduation year, interests, and even campus activity, which is especially valuable when promoting internships, rotational programs, or entry-level roles. Recruiters appreciate how these targeted campaigns help them reach the most relevant candidates without sending broad, unfocused outreach to students who aren't a match. This level of relevance contributes to Handshake's 97% likelihood to recommend, showing just how strongly users advocate for it as a dedicated early-talent platform.

Another theme that appeared repeatedly is event and campaign engagement. Employers like how easy it is to promote career fairs, virtual events, and information sessions directly to the student populations they want to attract. G2 Reviewers also mentioned that visibility on Handshake helps smaller employers stand out on campuses where they previously struggled to build awareness. Several shared that student engagement data gives them a clearer sense of which universities and programs respond best to their messaging, helping them refine their recruiting strategy over time.

Some G2 users noted that the more advanced features, like detailed analytics or multi-layered campaign tools, require time and practice to fully understand. This tends to matter most for employers running complex, multi-school programs or those that want to build very sophisticated targeting strategies. Teams with simpler internship pipelines or smaller hiring volumes typically find the learning curve manageable.

A few G2 reviewers also highlighted pricing as to key consideration, particularly for organizations that run high-volume campaigns or require broad visibility across multiple campuses. This point showed up mostly among larger companies scaling early-talent hiring across regions or divisions. Smaller teams and employers with more focused outreach needs generally find Handshake's offering aligned with their budgets and talent goals.

Overall, reviewers describe Handshake for Employers as a high-impact platform built specifically for early-career hiring. Its unmatched student reach, targeted campaigns, and strong event tools make it especially valuable for organizations that want to build meaningful presence across universities and attract the right students quickly and consistently.

"Price. They're not cheap by any stretch, but they are market competitive with their more established competitors. They're also very active in partnering with their customers to ensure they achieve the ROI on their investment. They were speaking our company's language, specifically in relation to our hiring goals, and asking intelligent ROI questions. The price is steep for an emerging platform, but they have penetration into a deep market to warrant it. I'm especially curious how the user interface on their student social feed continues to develop better".

- Handshake for Employers review, Paul R.

One of the things that shows up instantly in JazzHR's G2 reviews is how quickly teams are able to get up and running. Recruiters consistently mention that the platform feels simple from the very first login, posting jobs, reviewing resumes, messaging candidates, and moving applicants through the pipeline all happen in one place without extra steps. That ease of adoption aligns well with JazzHR's 94% ease of use score on G2, which reflects how naturally the platform integrates into daily hiring routines.

Reviewers also praised JazzHR for centralizing tasks that usually require multiple tools. Many users described how much they rely on the system to keep candidate communication, resume reviews, notes, and scheduling organized within a single dashboard. This all-in-one setup is especially helpful for small HR teams or hiring managers who want structure without the overhead of a complex, enterprise platform. According to G2 Data, JazzHR maintains a 91% satisfaction rating, which mirrors how frequently reviewers say the tool helps them stay on top of every step of the hiring process.

Candidate communication is another area that gets strong attention. Users appreciated being able to send templated emails directly from a candidate's profile, automatically trigger reminders, and maintain clear records of every exchange. Several mentioned that it helps prevent candidates from slipping through the cracks simply because all messages and updates stay visible to everyone involved. When teams need quick support, reviewers also noted JazzHR's 95% Quality of Support score, which reflects what they described as responsive and practical help from the support team.

Some G2 reviewers mentioned that a few of JazzHR's more detailed modules, such as screening questions, resume parsing, or automated task assignments, don't always behave the same way across different roles. For teams that build highly structured pre-screening steps or depend on strict automation rules, these inconsistencies can require a bit of extra oversight. On the other hand, companies with simpler screening processes or fewer automation layers usually move through these steps without difficulty.

Reviewers also brought up occasional instances where the system slows down or becomes briefly unavailable. This is something that fast-scaling teams or organizations reviewing candidates throughout the day will notice more clearly, especially when managing a long queue of active applicants. Teams hiring at a steadier pace, or those reviewing smaller batches at a time, typically don't experience the same level of disruption and can work comfortably within the platform's day-to-day performance.

Given the full picture, reviewers describe JazzHR as a straightforward, dependable ATS built for small and mid-sized teams that want a clean workflow without unnecessary complexity. Its ease of use, centralized communication tools, and fast setup make it a strong choice for companies that need an efficient hiring process they can put in place quickly and maintain comfortably over time.

"It can get slightly laggy when managing a very high volume of applicants. Bulk actions are limited in some views".

Teamtailor is one of the strongest recruitment marketing tools for employer branding. It offers customizable career sites, branded job pages, storytelling blocks, and candidate-friendly application flows that help companies present a polished, consistent brand across every touchpoint.

100Hires is among the most affordable options for small and mid-sized businesses. It starts at $49/month, includes automation, LinkedIn integration, and streamlined pipeline tools, making it cost-effective without sacrificing core recruitment marketing capabilities.

Greenhouse consistently ranks as a top-rated choice for enterprise teams due to its structured workflows, customization capabilities, advanced reporting features, and seamless integrations with major HR systems. It scales well for organizations with complex hiring processes.

Bullhorn is the strongest platform for teams that need ATS + CRM capabilities in one system. It centralizes candidate relationships, communication logs, activity tracking, and talent pipelines, making it ideal for high-volume staffing teams that rely on robust CRM workflows.

Ceipal ATS excels at automated job distribution. It connects to multiple job boards, social platforms, and sourcing channels, allowing recruiters to publish roles everywhere at once while tracking performance from a single dashboard.

Platforms like Teamtailor and Greenhouse tend to score highest for conversion rates because of their optimized application flows, clean UI, and personalized candidate experiences. Their branded career pages and structured processes reduce drop-offs and improve completion rates.

JobDiva, Ceipal ATS, and CareerBuilder Talent Network all support multi-channel recruitment campaigns, enabling job distribution across job boards, email, social platforms, university networks, and niche channels simultaneously.

JobDiva and Bullhorn are preferred in niche industries like healthcare, IT staffing, finance, and engineering because they offer deep search, custom workflows, and integrations tailored to specialized recruiting needs.

Greenhouse and Teamtailor provide some of the strongest analytics dashboards, offering insights into source effectiveness, campaign engagement, funnel drop-off points, and long-term hiring trends to accurately measure recruitment marketing ROI.

Ceipal ATS stands out for AI-driven candidate matching and targeting. Its AI scans job descriptions, ranks candidates, predicts best-fit matches, and helps teams run smarter, more targeted outreach campaigns.

Improve recruitment marketing by sharpening your targeting, strengthening your employer brand, and optimizing every step of the candidate journey. Focus on high-performing channels, personalize outreach, refresh your careers content, and use analytics to track what actually drives qualified applicants.

Attract talent by combining strong employer branding with targeted, personalized outreach. Highlight your culture and benefits, simplify your application process, and engage passive candidates through email, social content, and ongoing nurturing campaigns.

A recruitment marketing specialist creates and manages campaigns that attract and engage candidates. They handle job ads, employer branding, careers site content, targeted outreach, and campaign analytics, essentially acting as a marketer for the hiring team.

And the right recruitment marketing platform can make every part of that ecosystem work together seamlessly.

After evaluating 20+ tools and narrowing them down to the 9 strongest performers, one thing became clear: the best recruitment marketing platforms are the ones that balance candidate experience, automation, analytics, and employer branding without overwhelming your team or complicating your workflows.

Whether you need deeper sourcing integrations, stronger employer branding capabilities, automated job distribution, or CRM-style nurturing, choosing the right platform gives you the clarity and structure to run a more predictable, high-quality talent pipeline.

By understanding your hiring volume, target audiences, internal workflows, and long-term goals, you can confidently invest in the recruitment marketing solution that elevates your visibility, sharpens your targeting, and strengthens every touchpoint of the candidate journey.

Once you've attracted the right candidates, the next step is setting them up for success. Explore the best onboarding software for HR teams to create a smooth transition from hire to day one. more

Anonymous member


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

 11h

Why More Job Seekers Are Looking Beyond Job Boards in 2026


TopResume's GetHiredNow service offers guided, human-led job placement support for candidates who want more than automated applications and résumé edits.

For many job seekers, the modern hiring process can feel exhausting. Online applications disappear into silence, interviews are delayed or cancelled, and even experienced professionals struggle to understand what employers are really looking... for.

As competition increases across industries, more candidates are beginning to question whether traditional job boards and self-directed searches are enough. One service gaining attention is TopResume's GetHiredNow, which takes a more hands-on approach to helping people secure their next role.

Why Finding a Job Feels Harder Than It Used to

The way companies hire has shifted dramatically over the past decade. Applicant tracking systems, automated screenings, and high-volume job postings mean many candidates never receive feedback, regardless of their qualifications.

While résumé writing remains important, it is no longer the only factor in securing interviews. Strategy, positioning, and consistent follow-up now play a critical role. For job seekers navigating this landscape alone, the process can feel confusing and demoralising.

This has led to growing interest in services that offer structured guidance rather than leaving candidates to manage everything themselves.

What Is TopResume's GetHiredNow?

GetHiredNow is TopResume's end-to-end job placement service, designed to support job seekers throughout the entire search process. Rather than focusing solely on résumé optimisation, the service provides personalised career support that covers strategy, branding, and job search execution.

Candidates are paired with dedicated career experts who help clarify goals, shape professional narratives, and guide the practical steps involved in finding suitable opportunities. The emphasis is on human expertise and personalisation, rather than relying entirely on automated systems or job boards.

The goal of GetHiredNow is to help job seekers move faster and with greater confidence, while reducing the friction and stress often associated with prolonged searches.

How GetHiredNow Differs From Traditional Career Services

Many career services focus on isolated elements of the job search, such as résumé writing or interview coaching. GetHiredNow is positioned differently, offering ongoing support that ties these elements together into a broader strategy.

By managing both preparation and execution, the service aims to help candidates stay focused and consistent. This approach can be particularly appealing to those who feel overwhelmed by the sheer volume of decisions involved in a job search, from choosing which roles to apply for to preparing for multiple interview formats.

Support for Different Career Stages

GetHiredNow is designed to adapt to the needs of job seekers at different points in their careers.

For new graduates and early-career professionals, the service helps bridge the gap between education and employment. Academic achievements, internships, and transferable skills are translated into professional branding, while structured coaching supports interview preparation and confidence-building.

Mid-career professionals often turn to GetHiredNow when seeking advancement, changing roles, or re-entering the workforce. Tailored strategies help candidates reposition their experience and align their job search with long-term career goals, rather than applying broadly without direction.

For executives and senior leaders, the service offers a more discreet, high-touch approach. Executive branding, leadership positioning, and access to recruiters and search firms support confidential and strategic career moves, recognising the complexity of senior-level transitions.

Is a Guided Job Search Worth Considering?

There is no single solution that guarantees job offers, but many candidates find value in having experienced professionals involved in their search. Personalised guidance can provide clarity, accountability, and reassurance during what is often an uncertain process.

GetHiredNow reflects a broader shift towards human-led career support, particularly for job seekers who want structure rather than navigating the market alone.

Final Thoughts

Job searching today requires more than persistence. It often demands strategy, adaptability, and support. As hiring processes become more complex, services like GetHiredNow offer an alternative for candidates who want expert guidance alongside their own efforts.

For job seekers at different career stages, a more personalised approach may help turn uncertainty into progress. more

Career development

 11h

I'm a federal attorney. I've leveraged my White House experience into a side hustle that makes $70,000 annually.


I was a White House attorney for nine years, spanning three different presidents (Obama, Trump, and Biden). Six years ago, I started working for the National Oceanic and Atmospheric Administration, but I still get teary-eyed when I think about my time in the White House. As the daughter of immigrants, I never dreamed I'd be reporting to work on Pennsylvania Avenue each day.

I loved that some of... the brightest people in the country were my colleagues. I hold a dual degree in law and policy, and one of my responsibilities at the White House was to prepare presidential appointees for their Senate confirmation hearings.

In that role, I reviewed hundreds of résumés and cover letters. I helped people stand out in what's essentially a very high-stakes job interview. Working with these incredible candidates who applied for powerful and influential positions led me down an unexpected career path: résumé writing.

My parents raised me to be self-sufficient. They were both hardworking. My dad taught me that education is particularly valuable because it can never be taken away from you; No matter what happens, you'll always have your education.

I attended law school in Washington, D.C., where the federal government is omnipresent. I was drawn to federal jobs not only because of the perceived security, but because I felt they mattered. With this work, I could help people, defend justice, and protect the environment. After about 14 years as a federal attorney, my salary is about $186,000.

I'd been reviewing résumés for friends, colleagues, and mentees for years. Then, in early 2020, one of my friends said, "You're really good at this. Have you ever considered it as a career path?"

His question made me realize I had this latent talent that I'd never really considered harnessing. Soon after, the pandemic hit. I was used to traveling about twice a month for work, and when that stopped, I had time to spare.

I signed up for Fiverr and started writing résumés. Initially, I set my prices low, but I soon realized I wanted to emphasize quality over quantity. Today, I charge $2,000 for a résumé and cover letter. I spend many hours reviewing each client's history and experience to determine the best way to present them in the most favorable light.

Over the past five years, I've earned more than $260,000 on Fiverr. I also work directly with clients, so my average annual income from résumés over those years has been about $70,000.

I now live in Seattle, where the cost of homes is very high. I worried I wouldn't be able to afford a home on just my federal salary alone. The résumé business has enabled me to purchase a historic home and complete the costly renovations it requires, including new flooring, a new roof, and an earthquake-resistant system.

Essentially, the bulk of my résumé income goes toward maintenance and repairs on my home. My federal job pays the mortgage and other essentials.

During the recent federal shutdown, I was furloughed, and résumé writing became especially important. I generated about $18,000 in résumé writing over those six weeks.

As an attorney, I work roughly 9-to-5. When I get home, I spend about two to three hours most week nights writing résumés. On weekends, I work on résumés for anywhere from five to 20 hours, depending on my workload.

If that sounds exhausting, it's because it is. I don't have much free time, but I'm making a conscious choice to spend it this way. I prioritize sleep and exercise, especially as I age.

The money from résumé writing is wonderful, but what really keeps me engaged are the clients. I worked with a food scientist who held a patent on a famous potato chip, and the vice president of a record label who worked with artists I hear on the radio. My most meaningful job was helping a person living in a domestic violence shelter get a job for the first time, which helped her secure a better future for her family. There's no way to put the value of that into words or dollars. more

Career development

 12h

Workers Brace for Uncertainty, Prioritize Stability in 2026


Workers were feeling optimistic in 2025. Here's what's changed this year.

Editor's Note: This story originally appeared on Monster.

Compared to 2025 when workers were reacting to change with cautious optimism, 2026 shows a workforce that has largely accepted uncertainty as a constant.

Rather than accelerating career moves, workers are prioritizing stability and income protection and are quietly... adapting through side hustles, upskilling, and more selective job searching. This shift isn't about disengagement; it's about preservation and planning.

As companies navigate economic uncertainty, rising labor costs, return-to-office mandates, and the rapid spread of AI, employees are reassessing their stability, priorities, and long-term career plans. Many feel cautious about the job market, stretched by inflation, and unsure how new technologies will reshape their roles.

Last year, workers believed movement was the answer. In 2025, people were willing to test the market, walk away from bad experiences, and bet on change.

In 2026, workers aren't driven by optimism about what's next, but by realism about what's sustainable. They're still ambitious, but they're managing risk more carefully, protecting income, and planning for a future where uncertainty isn't temporary.

To capture this moment, Monster developed the 2026 WorkWatch Report, surveying 1,504 U.S. workers across industries, generations, and education levels. The findings reveal a workforce under pressure, but also one actively adapting.

The report explores worker sentiment across five core areas:

* Economic outlook and job security

* Salary expectations, inflation, and financial stress

* The decline of remote work and the push back to office

* Side hustles and upskilling trends

* AI at work: usage, concerns, and future expectations

Key findings:

* 43% are planning to job search in 2026, compared to 93% who reported the same thing in 2025.

* 40% of workers expect the job market to worsen in 2026, and another 40% expect no improvement, highlighting widespread caution about economic stability.

* 52% expect nationwide layoffs to increase, signaling growing anxiety about job security even among those not directly affected in 2025.

* 58% say their biggest concern for 2026 is that their salary won't keep up with inflation, reinforcing ongoing financial strain.

* 57% report that their current pay has fallen behind inflation.

* Half of workers (50%) are required to be in the office five days a week, yet 31% say they won't apply to fully in-office roles.

* Nearly two-thirds of workers are turning to extra income streams, with 32% already holding a side hustle and 30% planning to start one in 2026.

* 49% are concerned AI could threaten their job or industry, showing rising unease as AI adoption accelerates.

The Job Seeker Mindset 2025 vs. 2026

1. Economic Outlook and Job Security

Workers are bracing for a tougher labor market, even if they haven't felt the impact yet.

As 2026 begins, workers are entering the year with heightened caution. While most employees weren't directly affected by layoffs in 2025, many expect the economic environment to become more challenging in the months ahead.

Sentiment is shaped less by personal experience and more by a broader sense that the job market is cooling, companies are tightening budgets, and hiring may slow.

Most Workers Expect Layoffs to Increase in 2026

* 52% of workers believe layoffs will increase nationwide in 2026.

* Another 41% expect layoffs to stay about the same, indicating uncertainty but not optimism.

* 13% of workers say layoffs at their company in 2026 are extremely likely.

* 34% say layoffs at their company are somewhat likely.

Workers Staying Put, Expecting a Stagnant or Declining Job Market in 2026

* 57% say they are not planning to search for a job in 2026.

* A separate October 2025 Monster study found 75% of employees plan to stay put through 2027.

* 40% of workers expect the job market to worsen in 2026.

* Another 40% believe it will remain the same; only 20% think it will improve.

Salary, Flexibility, and Work-Life Balance Lead 2026 Job Priorities

Workers ranked the below as the most important priorities in 2026:

* 73% salary increase

* 58% flexible work schedules

* 54% better work-life balance

* 35% remote work

* 32% 4-day work week

* 25% promotion

* 24% career development opportunities

* 21% unlimited PTO

2. Salary Expectations, Inflation, and Financial Stress

Inflation continues to shape nearly every financial decision workers make.

The cost-of-living crisis remains the defining economic pressure for 2026. Workers expect higher salaries not because they're growing professionally, but because their dollars simply don't go as far. Many are taking on extra responsibilities, cutting expenses, or even adding second jobs to keep up.

Salary increases, flexibility, and work-life balance dominate workers' priorities as they make career decisions this year.

* 58% cite salary not keeping up with inflation as their biggest concern.

* 40% are concerned about burnout or mental health.

* 26% worry about not finding a job if they need one in a cooling labor market.

* 20% are concerned about losing their current job.

* 20% are worried about the lack of career advancement.

* 19% fear companies will cut remote or flexible work.

Burnout Increased for Many Workers in 2025

* 31% experienced more burnout year-over-year

* 35% experienced the same amount

* 10% experienced less

* 23% had no burnout

Inflation Shaped Career Decisions in 2025

* 38% looked for or accepted a higher paying job

* 21% cut back on retirement contributions

* 16% took on a second job

* 6% relocated

Without a Raise, Workers Plan to Seek Other Income or Cut Back

* 47% say they would have to cut back on expenses if they did not receive a raise.

* 38% would look for a new job.

* 29% would delay major purchases or life plans.

* 23% would add a new or additional side job to supplement their income.

* 5% say they would quit outright.

3. The Decline of Remote Work and the Push Back to Office

The return-to-office movement is solidifying, but not without consequences.

Many workers feel more productive in the office, yet full-time onsite requirements are also the top deal-breaker in job applications. As companies tighten in-person expectations, employees are reevaluating what they want from their employers, and what they're willing to tolerate.

Hybrid remains appealing, but full-time office work risks shrinking applicant pools and creating tension between managers and their teams.

Most Workers Say They're More Productive in the Office

* 51% of workers say they are most productive in the office, making it the majority preference.

* 29% say they are more productive working remotely.

* 21% prefer a hybrid environment, balancing in-person and remote work.

Half of Workers Know Someone Required to Return to the Office in 2025

* 36% of workers know someone who was required to return to the office in 2025, indicating widespread RTO shifts.

* 14% say they themselves were required to return, showing the direct impact of employer mandates.

Workers Say Fully In-Office Roles Are the Biggest Deal-Breaker

* 31% of workers say they would not apply for a job requiring five days a week in the office, making it the top deterrent.

* 13% would refuse a role that requires four days on-site.

* 11% say three in-office days per week is enough to make them avoid applying.

* Very few workers reject jobs over lighter requirements, with only 4-5% opting out at one or two days in the office.

* Nearly half of workers (49%) say they would apply regardless of the in-office requirement, showing a divided applicant pool.

Workers Expect In-Office Requirements to Rise or Hold Steady in 2026

* 42% of workers believe companies will increase their in-office requirements in 2026, signaling expectations of a continued shift toward more on-site work.

* 44% think in-office expectations will stay the same, suggesting many workers anticipate stability rather than further change.

* Only 13% expect companies to decrease their in-office requirements, indicating that fewer workers foresee a move toward greater workplace flexibility.

DEI Policies Also Shape Application Decisions

* 37% would avoid employers without strong diversity, equity and inclusion (DEI) policies.

* 63% say it does not affect their decision.

4. Side Hustles and Upskilling Trends

Workers are building financial resilience and career mobility on their own terms.

Side hustles have quickly become a standard part of working life, not a niche behavior. Whether workers are supplementing income, preparing for career shifts, or experimenting with new paths, gig work is now woven into mainstream career strategy.

At the same time, a majority of workers plan to upskill in 2026, signaling strong interest in future-proofing their careers, especially as AI reshapes job expectations.

Workers Show Strong Interest in Upskilling

* 35% completed professional training/certification in 2025

* 64% say they are likely to pursue upskilling or training in 2026

5. AI at Work: Usage, Concerns, and Future Expectations

AI is everywhere, and workers are split between excitement and fear.

AI adoption continues to grow, though almost half the workforce still doesn't use it at all. Among those who do, AI supports a wide range of tasks, from basic administrative work to coding and creative projects. Concern about AI replacing jobs is real for nearly half of all workers, but many expect the most significant impacts to arrive years down the road.

For now, workers view AI as both a productivity tool and a looming source of disruption.

Many Workers Use AI at Work, but Adoption Remains Uneven

* 30% use AI for basic tasks such as emails, scheduling, or writing support.

* 19% use AI for advanced tasks like coding, automation, or data analysis.

* 18% use AI for job applications, including resumes and cover letters.

* 15% use AI for creative work, such as graphics, campaigns, and content.

* 42% say they do not use AI at all, showing that adoption is still far from universal.

Half of Workers Are Concerned AI Could Threaten Their Job or Industry

* 49% of workers are concerned (17% very concerned and 32% somewhat concerned) about AI replacing their role or disrupting their industry.

* 51% are not concerned.

Workers Expect AI Job Threats Over the Long Term, Not Immediately

* 8% say AI is already threatening their job, and another 16% expect a threat within 1-2 years.

* 18% believe AI could threaten their job within 3-5 years, while 20% expect the impact in 5+ years.

* 38% believe AI will never threaten their role, the largest single group.

Most Workers Expect AI to Reduce Jobs in Their Industry by 2026

* 40% expect moderate job reductions in their industry by the end of 2026.

* 9% expect large-scale job losses

* 47% expect no major change, making stability the most common prediction.

* Only 4% believe AI will create more jobs than it eliminates, showing very limited optimism about net job growth in the near term.

Why It Matters for Employers

The 2026 WorkWatch Report highlights a workforce that is simultaneously strained and proactive:

* Workers are preparing for instability even when they haven't personally experienced layoffs.

* Inflation is influencing nearly every financial and career decision.

* Strict in-office mandates are driving candidate hesitation and reducing talent pools.

* Employees are increasingly investing in skills but also seeking supplemental income out of necessity.

* AI is reshaping expectations, responsibilities, and anxieties across job types.

Methodology

The findings in this report are based on a national survey of 1,504 employed U.S. adults, conducted on December 15, 2025.

Respondents answered questions related to job searches, career expectations, workplace preferences, return-to-office policies, inflation, and cost-of-living concerns. The survey included a mix of multiple-choice, scale-based, and multi-select questions to capture a full picture of how workers are navigating a shifting labor market.

The sample reflected a broad demographic spread. Respondents identified as 56% female, 43% male, and less than 1% non-binary or preferring not to answer. Generational representation included 30% Millennials, 30% Gen X, 29% Baby Boomers, and 11% Gen Z.

Education levels ranged from 1% with some high school, 22% high school graduates, 22% with some college, 37% with a college degree, 15% with a master's degree, and 3% with a doctorate or professional degree.

Participants' current job types included 61% white-collar workers, 28% blue-collar, and 12% gray-collar, providing a balanced view across industries and roles. more

Career development

 12h

People shared the worst job interview they have ever had and these are so bad they're brilliant


We've all had nightmare job interviews. In fact, we haven't had too many job interviews which weren't nightmares.

We say this because people shared their own awful experiences back in the day after writer Harriet Williamson asked this.

'Twitter, what's the worst job interview you've ever had?'

And lots and lots of people got in touch to share what happened to him. Here are our... favourites.

1

'A friend of mine interviewed for a sales role and made up something about doing everything as efficiently as possible. Panicking for an example he said that he "always runs instead of walking", and after the interview ran out of the room and office to show he was genuine.'

@jack_vening

2.

'I went to an interview really hungover, when the interviewer came to meet me and show me to the room, she held out her hand guiding the way. In my hungover state, I stood up and held her hand! Both of us were too embarrassed to let go so walked to the interview room hand in hand.'

@so_bad_ass

3.

'It was the second interview in two days. As I walked across the room yesterday's underpants fell out of the leg of my interview suit. I didn't get it.'

@twattybanjo

4.

'Not me but a colleague once went to an interview across London in his lunch break. Client locked him and 2 others in a room and refused to release them until they 'found a solution to his problem'. One of them called police and the man was charged with false imprisonment. 😲;< @q1t3d0

5.

'Doing the student milk round for finance jobs. Night before interview for a major player, did my pub shift. Woman in there was blind drunk, aggressive, lairy, and then took her top and bra off. Threw her into a taxi. Walked into interview, she was the (badly hungover) interviewer.'

@TheStopthecoup

6.

'I'm totally vibing with the interviewer, we're laughing, it's going great. An assistant enters, whispers to the exec, leaves.

'Exec: There has been a mix-up, me and a colleague are each meeting with a Mike right now and we got you switched.'

@shutupmikeginn

7.

'I walked up the stairs to the very top and met the woman. I thought she was gesturing to the door ahead of her so I walked over, opening it and went inside. It was a storage cupboard. She stood there and watched.'

@missmillythomas

8.

'Once called in sick in order to go for an interview only to find my current boss had done exactly the same and was sitting in the waiting area. Neither of us got the gig.'

'I had a panic attack and passed out in the interview. Woke up on the floor with everyone peering over me.'

@OpenMindMH

10.

'Had a job interview for some sort of electricity supplier and for some reason panicked and told them it was me who'd invented the Cineworld Unlimited card.'

@token_salad

'Him: "Well after my dad gave me the job I decided to get rid of all former staff."

'Interview at GameStation when I was in my late teens. The manager asks me "What do you think you'll bring to the company?"

'I panicked, not knowing what to say and just blurted out: "What have you brought to the company?" - He gave me the job on the spot instead of answering.'

@Just_In_Dreamer more

Career development

 13h

Your horoscope for Jan 16-22


Your spot-on horoscope for work, money and relationship from Guru by the Bangkok Post's famously accurate fortune teller. Let's see how you will fare this week and beyond.

Mar 21 - Apr 19

(⏰) You'll adapt to a new workflow, tool and/or rule without breaking stride. Your hard work will result in real, tangible results. Your boss may trust you with a confidential assignment and have you mentor... teammates or train a newcomer. A job opening may come up but stay alert for anything ethically questionable.

(₿) Good news will come through an older friend. You will see real cash rise in step with your hustle. Your investment instincts will be on point in all the right ways. Even when life throws curveballs, your financial status stays surprisingly stable.

(♥) You and your partner invest much energy in building the life you've been dreaming about. Life might feel packed, but your support for each other remain unwavering. You two will bounce back fast from any friction. You two make the most of every small pocket of time you have with each other.

(⚤) Already seeing someone? You might realise they keep you on the bench. Walking away won't feel simple or easy, but you'll know when it's time to cut your loss. Dating app users should stay sharp. You're more likely to attract time-wasters, hookup hunters, and scammers.

Apr 20 - May 20

(⏰) Solutions are finally surfacing for the obstacles that've been bugging you. Your grind will turn into real, tangible results. Opportunities to learn something cutting-edge will pop up, and you'll catch on fast. Bigwigs will notice how naturally you rise to the challenge and nod at your ideas. Sudden travel and impromptu pitching could pop on your calendar.

(₿) A lucky windfall or long-awaited payout could come in. Something linked to study, travel or overseas conections could bring extra gain. A friend's insider tip might spark a clever money move. Urgent expenses could pop up when you least expect them.

(♥) Expect some unexpected turbulence that could involve some legal issues, but navigating this mess together reveals layers you never knew your partner had. You'll see how they think under pressure, and through it all, you'll have each other's back. Someone clueless that you're off the market might try to rizz you up.

(⚤) A romantic spark could fly out of nowhere. You might click instantly with someone completely outside your usual type and with a different background and life rhythm. You'll be equal parts thrilled and uncertain. Let the chemistry unfold at its own pace; what's meant to be will grow naturally.

May 21 - Jun 20

(⏰) You'll see the payoff from everything you've been pouring your time and energy into. Your focus peaks in time for in-depth research and sharp strategic moves. You'll show real progress on both front-stage projects and the quiet work behind the scenes. A rival company might slip you a tempting offer or a promising business opportunity pops up in your inbox.

(₿) Your money mojo is back. Deals, disputes or fundraising plans transpire your way. Property sales or brokering gigs lead to serious monetary gain. A friendly uncle or big bro brings news that lifts both your financial status and mind. You're handling cash with control and discipline.

(♥) Clashing schedules could rattle your relationship, but your love stays strong. You'll make every minute count and keep the spark alive. The vibe shifts from fireworks to something slower yet steamier. Expect real talks about shared investments, joint accounts or building up wealth together.

(⚤) You're turning your attention inward, building a better version of yourself. You won't be chasing love yet your glow-up might do the chasing for you. When you're happy with yourself, you radiate rizz. Someone at work could start catching feelings for you. An old flame might resurface, testing whether you've outgrown them.

Jun 21 - Jul 22

(⏰) You'll revisit an old project and see something new when others saw nothing. Sudden changes at work won't faze you; you'll spot the upside in chaos and turn it to your advantage. A subtle shift in perspective could push you to rethink your long game and look beyond your current role. Someone who's been there, done that, may drop the advice you didn't know you needed.

(₿) Your hustle will pay off in big numbers. Someone close to you will ask to borrow money, and saying no to them won't be easy. If you're into collecting luxury items or limited editions, keep your radar sharp -- meticulous counterfiets could fool even the most experienced collectors.

(♥) Your love life finds its groove. You'll be on the same wavelength, balancing me-time and we-time effortlessly. Expect cosy nights in and heart-to-heart talks about moving in together, making it official or mapping your next big move as a couple.

(⚤) If you're caught in a love race with rivals, things tilt in your favor this week. You're closer than ever to winning their heart. A quick getaway or a change of scene could spark a surprise connection with a stranger. Chemistry hits before you even realise it.

Jul 23 - Aug 22

(⏰) Your creative flow and agile mindset will reach a new high. Your main job and side hustle will both bring opportunities to prove your value and add to your bank balance nicely. You'll handle priorities and resources smoothly while flipping conflicts into progress. Your professional nemesis might reach out for help. Job interview coming up? Expect a quick positive reply.

(₿) An investment that once served you well might tank without warning. Still, your grind will deliver real money that proves it's worth the hustle. Keep your budget tight because sudden health costs or gadget repairs could hit hard. Someone close will ask for a loan and turning them down won't be without feeling guilty.

(♥) You and your partner will pour your energy into building the life you both envision. Your calendar may get crowded but the love, mutual support and connection will stay unwavering. Every moment you carve out together will matter, turning limited time into something deeply meaningful.

(⚤) An opportunity to get to know your crush is on the cards but don't seem too eager or available for them or they may find you cringey. Also, a taken ex might slide back with sweet talk after fighting with their main squeeze. You're probably just their temporary fix. Believe us, you don't want to feel used.

Aug 23 - Sept 22

(⏰) Higher-ups may swoop in to steady up a shaky ground or help you clear the work pile. Your creative energy surges and your pitches connect with your audience instantly. A spontaneous assignment or project will light a fire under you. Job hunting? Keep your eyes on creative fields, entertainment and anywhere soft power matters most.

(₿) Your financial creativity might take off or draw in solid support. Calculated risks and daring bets might yield unexpectedly big returns. If you've got kids, expect a few surprise expenses to sneak into your week. Going abroad? Don't fall for shiny tourist traps.

(♥) This week clears the air between you two as lingering tension fades. Honest conversations lead to somewhere good. A renewed spark will light up your connection, maybe a new ritual or rediscovered passion that gets you both enthusiastic again. Physical closeness comes back naturally and more frequently.

(⚤) If you're dating someone, some truths will be revealed. They're in for the thrill, not the title. Your gut will decide whether to stay or walk away. You might meet a few fresh faces through work, travel or online world, but nothing feels real enough for you to pursue.

Sept 23 - Oct 22

(⏰) You'll breeze through your to-do list and even clear dusty backlog. A colleague's hidden mistake might come to light, and higher-ups might ask you to clean it up. A sudden team shuffle or workplace shake-up could work out in your favour. A rival company might slide you a tempting offer, but read every clause first.

(₿) Friends and loved ones might surprise you with free meals, thoughtful gifts or unexpected treats that save you some cash. Review any investment options carefully. What looks promising could hide details someone isn't sharing. If you're travelling abroad, keep your wallet close and your reflex sharp.

(♥) Brace for something unexpected that'll spark big talks and quick decisions between you and your partner. The sudden shift might feel intense at first, but it's your cue to hit refresh your bond. You'll both evolve through this, discovering sides of yourselves you never knew existed. Love grows stronger with every change you face together.

(⚤) Next week brings a quiet closure. You'll finally stop texting the ex or replaying old scenes in your head, and feel much lighter. A charming new face could show up through a family gathering, but part of you might hesitate, unsure if your heart's ready to try again.

Oct 23 - Nov 21

(⏰) Your brain's buzzing with bright ideas and speaking up will pay off. Meetings, pitches and business dealing will transpire smoother than expected. Surprise travel or training might shake up your routine. Higher-ups will notice your steady drive and solid delivery. Someone in your circle could float a job offer or a collab your way.

(₿) Financial negotiations go your way, whether you're getting your deserved rate, settling disputes or pitching to investors. If you're selling property or brokering for others, expect solid wins. Instant gratification and Fomo buys could derail your savings plan.

(♥) There's no drama between you and your partner. Quality time, clear chats, shared laughs and simple but sweet gestures will keep love steady. Out of nowhere, an online or IRL friend may cause butterflies in your stomach and make your pulse race with a first-crush feeling. Pause before acting on impulse.

(⚤) Already seeing someone? They seem to be serious about locking you down, but you're still browsing the menu. Travel or a dating app swipe might spark a romantic connection that feels written in the stars but it won't last long. Enjoy the thrill, but keep your expectation realistic.

Nov 22 - Dec 21

(⏰) You're firing on all cylinders, producing results that smashes benchmarks and exceeds what higher-ups expect. A coveted project or a golden opportunity may drop into your hands and reveal who's truly with you and who's just pretending. Expect more meetings as your decision-making power grows. Your presentations and negotiations will lead to the results you want.

(₿) A chance to boost your income will come knocking when you least expect it. Faniancial negotiations will land in your favour. You'll switch on the frugal mode, thinking twice before parting with cash and focusing on what truly builds long-term security.

(♥) You and your partner will hustle hard for the future you both want. Even with busy schedules, your love, support and communication with each other stay strong. Oh, and if you're hiding a side person, tread lightly because one slip could make your partner start connecting dots.

(⚤) A romantic spark with someone from work or a work-related social event is on the cards. You two decide to get to know each other in secret to avoid gossips from nosy colleagues. Your ex may show up, making you wonder if your attraction for them is still there or you've truly moved on.

Dec 22 - Jan 19

(⏰) Idea thieves are circling, so guard your work. Mind games and blame games might heat up, turning this week into a crash course in people skills for you. You'll see who's fake and who's real, and a meticulous senior or picky client might surprise you as an unlikely mentor. Things may move painfully slow, but some progress is better than nothing.

(₿) Extra cash could roll in from an unexpected source. Urgent healthcare costs or gadget repairs could take a bite out of your wallet without warning. Keep your spending in check and your savings steady and avoid guaranteeing other people's debts.

(♥) Quality time with your partner feels easy, romantic and real. Conversations will flow easier, laughter will last longer and quiet moments will feel precious. You and your partner will stand shoulder to shoulder, dreaming, planning and maybe sketching the next chapter of "us". It's love with purposes and goals.

(⚤) If you're seeing someone, they feel so magnetic and you might soft-launch your relationship on Instagram. If you're single, one charming encounter could turn into love at first glance or your most promising right swipe yet.

Jan 20 - Feb 18

(⏰) Your mind will be on fire: creative, intuitive and faster than 5G. You'll read the room, decode dynamics and solve problems before anyone else notices. Office drama? Consider it your daily dose of entertainment. You'll slay every deadline and erase your backlog too. A chance to switch departments, relocate or move to a new organisation awaits.

(₿) You'll be busier than a barista during morning rush hours, but every ounce of effort pays off. Some surprise expenses tied to your personal life might pop up, so keep your spending extra low for now. And when it comes to money moves, stay low-key. Don't flex online or IRL.

(♥) An unspoken tension or secret is coming to light, whether it's yours or your partner's. Expect some straight talk that might sting at first. But honest conversation is exactly what your relationship needs now. This could actually deepen your bond if you're both willing to be real and recommit to what truly matters.

(⚤) If you're seeing someone or juggling romantic options, you might soft-launch with the one who truly matches your energy. Single and searching? Someone could make your heart flutter, though a language barrier or class gap might cast some doubt. Still, the differences could be what makes the connection magnetic. Opposites attract.

Feb 19 - Mar 20

(⏰) You'll overthink every detail, but once the moment hits, you'll execute everything flawlessly. Projects gain momentum and what once stalled starts to speed up. An unexpected chance to move up is within reach and yes, others are eyeing it, too. Impostor syndrome might whisper you're not ready, but that's just fear talking. Trust yourself and claim what's yours.

(₿) Your network is your net worth. A friendly uncle or big bro in your circle might slide you a money-making opportunity or help you seal a sweet deal. Past investments could pay off and your gut for spotting value is razor-sharp. You'll keep cash flow tight and savings right.

(♥) Your bond will feel steady and grounded. Together, you'll quiet the noise and refocus on what truly matters. A friend's advice might unlock something meaningful between you two. Expect soft, romantic energy and heart-to-heart talks about building a home, growing wealth or shaping your next chapter together.

(⚤) Sparks might fly with a friend or someone already in your orbit, turning friendship into something more intriguing. You'll both prefer to keep things low-key until it feels real enough to show the world. Keep it chill and let things unfold at their own pace. more

Career development

 13h

People are baffled by 1 thing 'grown adults' are doing at job interviews - The Mirror


People were baffled to hear how many young people are bringing their parents to job interviews with them (stock image)(Image: Getty Images/Tetra images RF)

Job interviews can be daunting, and a little bit of moral support can go a long way. But one person has spoken about a bizarre trend they've noticed with people coming into their workplace for interviews, and people have agreed it's... "crazy".

Posting on social media site Reddit, the user said they work in a branch of Tesco, and often see people come in as candidates for vacancies at the store. But they said they had been baffled by one trend they'd noticed, mostly among young men aged around 18 to 25.

They said: "I work in a big Tesco and the amount of times people have had their parents bring them to interviews. Not even just drop them off, literally come in to sit with them and do the interview is so cray cray (crazy) to me.

"Seems to be 18-25 year old boys bringing their Mam into the interview most times. I'd understand if they have some sort of disability but it's so many people bringing their Mam??? Have some independence??"

People were utterly baffled by the trend. One said: "No... surely not?? Like, bringing them into the actual interview?"

They added: "Why doesn't the person doing the interview say something? They've got to know it's weird. Why aren't they saying 'Err, Mrs Smith, would you mind waiting outside?'"

Replying, the original poster said: "I'm not even joking, it's crazy the amount of times this happens. Always young men in tracksuits with their mams going in together, how do you expect to get a job when you can't even go into an interview by yourself??? Is your mammy going to hold your hand when you stock a shelf???"

But, despite people's surprise, this actually may be a more common trend than it appears. According to a study carried out in the USA last year, 77 per cent of people aged 18 to 28 have brought a parent to a job interview with them. Chief career strategist at ResumeTemplates, which carried out the study, Julia Toothacre, said: "Parents can be supportive behind the scenes, but they shouldn't participate directly.

"It not only undermines the child's credibility but also risks stunting their professional growth and ability to navigate challenging situations. Additionally, managers and coworkers may interpret this behaviour as a lack of maturity, which can damage the employee's reputation."

Another Reddit user wrote: "If I were interviewing, I'd see this as a red flag that they aren't able to do things without having their hand held. If it's adults being dropped off by their parents because they had no other way of getting there, sure. But not their parents going into the actual interview with them."

And another said: "Could it be that the mum is so desperate for her adult son to do something with his life that she is coming into the interview to make sure he's actually doing it?"

Others said their own parents had tried to come to job interviews with them. One said: "I'm 25 now, but when I had my first interview at 16 at a Maccies (McDonald's) I had to demand my mum wait outside as she insisted on coming in with me, but then she was always the overbearing type. So could be more the parents thinking they're doing good but not realising it's having the opposite effect."

Someone else said they had witnessed this first-hand. "Reminds me of when I was 19 and applied to work at a high street bank," they said. "I had barely any proper work experience so I came dressed in a white shirt and professional trousers and spent ages preparing.

"When I saw the amount of people in the interview waiting area I panicked, until I saw grown adults wearing tracksuits looking bored and young teenagers with their parents practically holding their hand. I knew I got the job at that point." more

Career development

 14h

Pharmacy CV Rewrite & Enhancement


I already have a draft résumé covering my [login to view URL] degree, internship experience, and a few lab projects, but it feels dated and fails to spotlight the research direction I want to pursue in an MSc Chemistry program in Australia. I'm looking for someone who can take that raw material, reorganise it, and deliver a polished, ATS-friendly document that: * Puts my research interests front... and centre while still reflecting my academic results and industry-relevant skills * Adopts a format that Australian universities and pharmaceutical employers recognise (clarity, concise sections, no heavy graphics, correct spelling conventions) * Uses clean modern layout principles and keyword optimisation so it passes standard applicant-tracking systems without sacrificing readability You'll receive my current CV, transcripts, and a short summary of the research topics I'm most excited about. In return, I expect: 1. A one-page core CV for academic applications and an optional extended version for pharma roles 2. A brief rationale (bullet notes or comments) explaining major structural or wording changes so I know why they work 3. Delivery in both editable Word and PDF, ready for me to submit Please attach samples of past work on scientific or pharmaceutical CVs so I can gauge fit. I'm aiming to move on applications this week, so an ASAP turnaround is essential -- ideally within three days of project start.

Project ID: 40152423

About the project

8 proposals

Open for bidding

Remote project

Active 2 mins ago

Place your bid

Benefits of bidding on Freelancer more

Brianna Hollister


Career development 2w
A young, attractive woman just joined our team and immediately started dating a guy from IT. I get it, she’s young and has a personal life. But she basically doesn’t work. She’s always on her phone or disappearing, and when she does do something, it’s full of mistakes.
We’re the ones getting in trouble from management because of this. Now we’re not sure, should we just keep an eye on her work... ourselves, or tell the boss this can’t keep going?

 more
10   

  • adegbite adeyemi

    15h

    Don’t keep covering for her; that’s why the blame is landing on you.
    Document specific errors, missed deadlines, and rework.
    Have one person raise it... to the manager, focused on impact and delivery.
    If management knows and does nothing, the problem is bigger than her.     more

  • kamikazi christah

    1d

    tell the boss immediately but you can simply just consult her but if she can't listen then go ahead and report the case

Load more...

Career development

 18h

From nail salons in Kuala Lumpur to Per Se in New York: How Madeline Teh became a world-class sommelier while pursuing a Master of Wine


KUALA LUMPUR, Jan 16 -- "Aiya, wait, wait, I forgot to change," Teh said in a rush.

The 51-year-old beckoned me into her home in Bangsar, dressed in a typically Malaysian errand-running outfit of a crumpled shirt, baggy shorts, and flip-flops.

"I went to get an espresso and then..." she continued, her voice trailing off as she turned a corner.

Born and raised in Lucky Garden, Bangsar, Madeline... Teh spent most of her adult life running a successful nail and wax salon with multiple locations in Kuala Lumpur, all while raising a family and splitting her time between Malaysia and the United States.

She, like many others, had followed the path laid out for her, reaching her station in life as a mother, wife, and entrepreneur.

Just then, Teh reappeared, unrecognisable in a smart grey suit, brandishing a waiter's friend, also known as a wine key, and a chilled bottle of Roc de Cambes.

She had donned the uniform of the second phase of her life, which began during the pandemic, when a lifelong interest in wine finally became a serious pursuit.

In the span of just three years, she went from taking her first Wine & Spirit Education Trust (WSET) qualification course to working as a sommelier at Per Se, the three-Michelin-starred New York flagship of acclaimed American chef Thomas Keller.

It was a meteoric first chapter in a journey that continues today as she pursues a Master of Science in Vineyard and Winery Management at Bordeaux Sciences Agro, and a Master of Wine (MW) at the Institute of Masters of Wine.

As Teh remembers it, after completing school, she wanted to study abroad and earn a degree in marketing.

She felt it suited her character, but faced opposition. "You couldn't tell your parents you wanted to do a marketing degree in those days," she said.

"The whole family was like, 'No, you're a girl, you're doing accounting or finance. It's safer.' So I did accounting and finance because it was the only way I could go overseas."

Teh studied at Monash University in Melbourne, where she had her first professional experience with wine while working at an upmarket Thai restaurant.

After graduating, she spent a year and a half in the US, later returning to Kuala Lumpur to work as an accountant.

She quickly realised it wasn't for her and, inspired by her time in the US, started a nail and wax salon business that would grow to eight locations over the next 16 years, all while raising her two sons between Kuala Lumpur and the United States, where her husband is based.

Amid all that, her fascination with wine continued to grow. "I have a cousin who loves wine, and whenever I visited him in Hong Kong he would open iconic bottles for me to try. He once opened a 1950 Château Cheval Blanc, and lots of Château d'Yquem, even a 1996," she recalled.

"All those wines probably cost 10 times our house loans! I was just blown away, like, 'How can a wine taste like that?'"

She was hooked. Teh knew she wanted to understand wine better, but it would have to wait.

"I was still busy, raising the kids, making ends meet," she said. "But by 2019, the business was more stable, I had more time, and the kids were grown up."

Living in New Jersey at the time, she dove headfirst into wine, completing the WSET Level 1, 2 and 3 Awards in Wines in just one year. In the same month, she enrolled in the WSET Level 4 Diploma in Wines and began juggling three part-time jobs.

"My first job was as a tasting associate for Tomasello Winery, and they are famous for sweet wine," Teh laughed. "After all that thinking about Burgundy and French wines, I was selling sweet, flavoured moscatos."

She worked six days a week, dividing her time evenly between roles, including a tasting room position at Unionville Winery and shifts at a supermarket.

This routine continued for eight to nine months and later included a short stint as a server at Elements, chef Scott Anderson's New American fine dining restaurant in Princeton.

The total rose to four jobs, but more importantly, the experience informed her next move. "I wanted to try more wines," she said. "And I needed a full-time restaurant job to do that."

Teh began applying to restaurants in New York and was hired at Aldo Sohm Wine Bar, owned by Aldo Sohm, the wine director of Le Bernardin, the iconic three Michelin-starred restaurant in Manhattan.

"That was my first job in New York. He [Sohm] gave me an in -- he reminded me many times in my life, 'I gave you an in to New York', and I'm always going, 'Thank you very much,Aldo'," she chuckled.

"He said he wanted to interview this woman who has four jobs -- he saw my résumé and couldn't understand how I was juggling so many things at the same time. We had a video interview, and next thing you know, I got hired!"

"The first day there, I was in love," Teh said. "I knew I needed to be there, because it was the only way I would get to taste those types of wines."

On some occasions, Sohm would bring over the remaining pours from special bottles opened at Le Bernardin for the team to taste. "My first few months there, this guy ordered Château Rayas for a thousand bucks!"

"I was still very green. It was daunting, I had imposter syndrome every day going to work. But all the other sommeliers told me they felt the same thing."

After six months, Teh left to join the now-closed Gotham Restaurant, having by then completed and received sommelier training and accreditation from both the Court of Master Sommeliers and the Institute of Culinary Education.

As a sommelier at Gotham, Teh attended trade events and tastings, where she often met fellow sommeliers from across the city.

"It was one of the perks of the job," she explained. "The wine directors didn't really want to go, so they'd send me and I'd get to go and try different wines."

One such event was the annual Ruinart Sommelier Challenge in New York, where Teh met John Jansma, then the assistant head sommelier at Per Se.

"I was chatting with him, and he told me, 'Why don't you come interview with my boss, send in your résumé, just come to Per Se'," she recalled, beginning to sound flustered.

"I thought it was a bit far-fetched. I had no experience, I had just started at Gotham, I had only been there for about five or six months! I felt like I couldn't just leave and go there."

Teh accepted the invitation and was interviewed by the head sommelier at the time, Hak Soo Kim. "They asked me to come in and start as a cellar sommelier," she explained.

"As the cellar sommelier, I handled all the deliveries, opened every bottle for the floor sommeliers but the perk was I got to try different wines every night. It was a good thing because my mind at the time was only about tasting wine. That was the most important thing for me."

In July 2022, at the age of 47, Teh became the cellar sommelier at Per Se, a mere 12 months removed from her first ever sommelier job at Aldo Sohm Wine Bar, and only two years since she took her first WSET courses.

"I know, it's crazy. I couldn't believe it," she exclaimed. "I was like, 'Maybe after Covid everybody's short on staff, so they're hiring any Tom, Dick, and Harry now!'"

Ironically, it was Teh's eldest son who reminded her of how far she had come, even when she was just starting out at Aldo Sohm Wine Bar.

"One day we had lunch, and he was walking me to work, looking around at Le Bernardin on 51st Street and taking it all in," she reminisced. "He said, 'Mom, don't forget, you're from Lucky Garden.' I said, 'Yes, I know. I can't believe it, too.'"

The following year, Teh was promoted to the floor. "It was stressful. I asked for it because I thought I was ready, but I was scared," she admitted.

"But I had one or two co-workers who really encouraged me. They'd ask me to take over a wine pairing and come up with pairings while I was a cellar sommelier, so by the time I was promoted to the floor I had already done all these things."

In 2023, she returned to the Ruinart Sommelier Challenge and won, edging out Jansma, who finished runner-up, and later that year, completed her WSET Level 4 Diploma in Wines.

"In Per Se, everybody observes everybody. You're on your best behaviour. That's what I like about it. Everybody goes to work dedicated, like your whole life depends on it.

"You don't get that feeling in other restaurants. Everybody is focused, on the ball, and you look at Chef Keller and wonder how he motivates everyone even when he's not there."

But after two years at Per Se, Teh found herself at a crossroads. "I was doing very well there, I had my own section every night," she sighed. "But this thing came about, and I knew if I didn't go for it, I would be missing out."

The opportunity required her to leave Per Se altogether and relocate to Bordeaux for a year to further her studies, a decision that aligned directly with her long-term goal of becoming a Master of Wine.

"When you work in Per Se, you always want to do more. Everybody does," she said. "Like it or not, there is this competitive streak in each of us, and I would be sitting down and doing tastings with all these people who were always pursuing the next certification or accreditation. I want to do both, but I think I cannot do both at the same time."

Teh spent her first year in Bordeaux pursuing a Bachelor's degree in Viticulture and Enology at Bordeaux Sciences Agro.

Upon completion, she earned a scholarship to undertake a Master of Science in Vineyard and Winery Management, which she is now pursuing alongside the Master of Wine.

"I'm surprised that I'm even doing both in the first place, but it happened at the same time and I felt that I had to take it," she said. "It's going to be very challenging for me."

The Master of Wine exam is notoriously difficult to pass. There are currently 418 Masters of Wine across 30 countries; if successful, Teh would become just the second Malaysian-born MW, and the first Malaysian woman to do so.

Going back to school at 50, Teh insists, is not as daunting as it sounds. "I enjoy sleeping at 11pm instead of 2am," she smiles. "Class is nine to five, four days a week. There's lots of research involved."

"I just need to get through stage one and stage two [of the MW], which is going to take me four or five years, so let me worry about it in five years," Teh said.

"At the same time, I need something to do -- I'm probably going to look into making a small amount of wine. I'm there, right? I should make full use of it."

It is only now, with distance from the restaurant floor, that Teh has begun to reflect on how far she has come.

"I don't know, it all just happened one after another. Once I got to Per Se, it was express learning," she said. "I didn't have time to reflect. All I need is to go to work. Go to work, I come back and I'm so tired, I just need to go to sleep."

Even now, the momentum has not entirely eased. "But it is crazy, right? Sometimes, like I'm holding back about this next step, because I'm like, 'Maybe I shouldn't do anything yet?'" she mused.

"My friends and family questioned me in the beginning, but they know my nature. I want to do everything under the sun."

Self-belief, she admits, did not come easily. "It's a funny thing -- I found it really hard to tell people, even about working in New York. I think the defining moment came when I won the Ruinart Sommelier Challenge. It was like saying to myself, 'You're not so bad. You can actually do this.'"

* Follow us on Instagram @eatdrinkmm for more food gems. more