Anonymous member


Career development 3d
We have a guy on our staff who has special needs. Based on his abilities, we offered him a job working with documents in the archive. But he’s against it, he wants to interact with clients. I’m not sure how to gently explain to him that his work and ambition are very admirable, but we also need to keep our clients. Could you suggest how to talk to him in a way that doesn’t make him feel limited... or hurt?

Thanks for any advice.

 more
2   

  • Jane Wanjohi

    2h

    Depends on what special needs we are talking about. The Inherent requirement of a job is a key factor in position placement. If he cannot meet that... capability, or job demand then you have a good firm reason even under the law to decline more

  • Celsus Undie

    1d

    It's not necessary to describe his special needs here, otherwise you get accused of discrimination. He is best at the archives. That's why you put... him there. Period. If he's tired of that role, he will resign by himself. Problem solved. If you don't want him to resign, give him what he wants. more

    1
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Tomas Eckholm


Career development 4d
Hi! I work as a driver for a large company and I’m assigned to one of the managers. I drive him to and from work and during the day if he needs it. But my boss keeps giving me more and more tasks. First, I had to drive his daughter to school. Then I started picking her up every day. Now I’m supposed to go to his house and walk his dog. I also have to drive his wife wherever she needs to go.
None... of this is part of my job. Should I ask for extra pay, refuse these tasks or talk to the company director? Thanks.

 more
4   

  • Manzi Nkundabahizi

    14h

    Ask the additional price if it not in Agreement

  • Erma Batch

    20h

    Never start anything you don't plan on continuing doing. Initial answer should be (after thought) NO.

Load more...

Career development

 14h

Why Hiring 'A' People Is One of the Most Underrated Food Safety Controls


Too often, I think, the food industry overlooks the power of people. Indeed, food safety and quality programs do not succeed or fail because of company standards, policies, or testing programs. They succeed or fail because of the people who develop, implement, and execute them. Across the food industry, whether...

Too often, I think, the food industry overlooks the power of people. Indeed, food... safety and quality programs do not succeed or fail because of company standards, policies, or testing programs. They succeed or fail because of the people who develop, implement, and execute them.

Across the food industry, whether in USDA- or FDA-inspected manufacturing facilities, or in food service and retail operations, the most reliable predictor of strong food safety performance is not the sophistication of a company's written programs, but the character of the people entrusted to carry them out. Companies that intentionally hire what I refer to as type "A" people consistently outperform their peers in food safety, quality, and regulatory outcomes.

"A" people are not defined by résumés or technical credentials. They are individuals who demonstrate integrity, accountability, empathy, and attention to detail. They care sincerely about the people with whom they work, and the consumers they ultimately serve. They take pride in their work, carefully follow procedures, even when no one is watching, and speak up when something does not look or feel right.

From a food safety standpoint, in many cases, these traits can matter more than any single food safety intervention and, over time, have a much broader impact.

Food safety is, at its core, a human system. Hazard analyses, critical control points, sanitation programs, and preventive controls only function when employees consistently execute them under real-world conditions -- during busy shifts, staffing shortages, or operational pressures. "A" people are far more likely to methodically perform their designated tasks, slow down when necessary, stop a line, hold product, or even escalate an issue, rather than take a shortcut or look the other way.

In manufacturing environments, this shows up in more thorough pre-operational inspections, more accurate record keeping, earlier identification of potential hazards, more meaningful corrective actions, and more effective cleaning and sanitation. In retail and food service settings, it translates into better temperature control, cleaner facilities, safer handling practices, better hand washing, and fewer breakdowns at the point of service, where risk is often highest.

Importantly, regulators notice the difference.

While neither USDA-FSIS nor FDA explicitly regulates "who" a company hires, both agencies closely evaluate management commitment and food safety culture during inspections, investigations, and enforcement actions. Inspectors can quickly sense whether employees understand the "why" behind food safety requirements and whether leadership has empowered them to act. Facilities staffed with "A" people tend to demonstrate consistency across shifts, stronger ownership of food safety responsibilities, and more credible responses when issues arise.

The value of hiring "A" people becomes even more apparent when things go wrong.

When a food safety incident leads to a recall, outbreak investigation, or litigation, food safety culture is no longer an abstract concept. Training records, internal communications, corrective actions, and employee behavior are scrutinized. Companies built around people who value integrity and accountability are far more likely to have documentation that reflects thoughtful decision-making and a genuine commitment to consumer safety

For food service and retail chains, the stakes are amplified by scale. High-turnover environments and decentralized operations create inherent risk. Organizations that prioritize hiring people with strong character, and then reinforce that food safety is a shared responsibility, create stronger food safety culture. Over time, that approach reduces variability and strengthens brand trust across locations.

Hiring "A" people is not only an HR initiative; it is a strategic food safety decision.

Companies that excel in food safety often invest significant effort in interviewing for character, using scenario-based questions, and reinforcing expectations during onboarding and training. They make it clear that employees have both the authority and the obligation to act in the interest of food safety, even when doing so is inconvenient.

Food safety systems rarely fail because they are poorly designed. More often, they fail because the wrong people were placed in positions where judgment, integrity, and accountability mattered most.

In an industry where trust is everything, hiring "A" people may be one of the most effective, and undervalued, food safety controls available. more

Career development

 1d

The worst interview question (and how top developers answer it)


You know the right answer to: "Why should we hire you?"

"You shouldn't."

At least not yet.

Most software engineers treat this question like they're begging for scraps.

They reply with BS about "passion for the company mission" or "excited about the tech stack."

We both know that's not true.

Here's what I realized after landing offers I didn't even want:

An interview is a two-way sales... process.

You're not there to convince them you're worthy. You're there to see if they're worthy of your time.

Especially if the company asking this is one you just heard about because of a job listing.

Think about it: it's like Xiaomi asking "why should we sell you this phone?"

Weird, right?

Why This Question Is Outdated

Remember that "sell me this pen" question?

Nobody uses it anymore because good recruiters know they're just getting a surface-level performance. Not real insight.

"Why should we hire you?" is the same thing.

It's outdated. It's performative. And it forces you into a position of begging instead of evaluating.

Same with job interviews

They need a developer who can solve their problems.

You need a company that pays well, gives you room to grow, doesn't micromanage, and respects work-life balance.

But here's where most developers get it wrong.

The Real Problem

Most devs are too afraid to be honest about this. So they play the game and pretend to care about company values they don't actually care about.

They spend hours crafting the "perfect" answer. Researching the company. Memorizing their mission statement. Pretending they've always dreamed of working there.

That's not preparation. That's procrastination disguised as interview prep.

My answer to that question?

"I haven't made up my mind yet. You invited me to this call, so I'm here to see if this is a good fit for both of us."

I'd rather be real than try to be nice and soft.

What Actually Happened

I was recording interviews for my Dev Mastery students. Just capturing the process to show them how it works.

Applied to a Node.js senior role. Not because I wanted it. Just to record it.

Round 1: HR screening. Basic. Passed.

Round 2: Live coding. Data structures and algorithms. Passed.

Round 3: Project discussion. Architecture. System design. Scaling decisions. Live coding for 40 minutes. Passed.

Round 4: Final round with engineering manager and HR. Passed.

I wasn't trying to impress anyone. I was just there to answer questions correctly so students could learn from it.

No stress. No performance anxiety. No fake passion.

And I got another six-figure offer, which I don't even need.

Why This Works

When you know your worth, and you're not afraid to walk away from bad fits, everything changes.

You're not nervous about system design questions because you've designed systems before.

You're not worried about "why should we hire you" because you're also evaluating them.

You're not stressed about cultural fit because you know what kind of culture you actually want.

Companies can smell desperation. They can also smell confidence.

The Shift That Changes Everything

Setting boundaries in interviews is like setting boundaries in relationships.

If you accept anything, you'll end up somewhere you hate. Underpaid. Overworked. Disrespected.

Most developers I meet are slow decision makers. They're stuck in analysis paralysis.

"Should I leave this job where I'm working with legacy code?"

"Should I finally learn system design?"

"Should I start applying to senior roles?"

How long does it take you to answer these questions? A week? A month? Are you still "thinking about it" right now?

You already know the answer. You're just afraid to make the decision.

Here's What Changes

When you start rejecting the wrong opportunities, the right ones find you faster.

When you make decisions 10 times faster than everyone around you, you live more in one year than slow thinkers live in 10 years.

You don't need to pretend you've dreamed about their company since childhood.

You don't need to craft the perfect answer to "why should we hire you."

You just need to show up knowing exactly what you're worth and what you're looking for.

The Real Difference

This is the difference between developers who panic in interviews and engineers who pass them without trying.

When you reach a certain skill level, interviews stop being stressful. They become easy.

There's no black box they can introduce where you're thinking "wait, what are you talking about?"

You're not there to convince them. You're there to evaluate if this is worth your time.

That shift changes everything.

I landed that offer while barely trying. Not because I'm special. Because I showed up with real skills and zero desperation.

And once you have that, interviews become a formality. Not a test.

Want to see how this plays out in real interviews?

I recorded every stage of the process. How I answered their questions. How I evaluated them. The exact framework I use.

How I passed without preparing. Without stressing. Without pretending to care about things I don't care about 👇 more
10   

Tumusiime Ezra
Career development 1w
How does everyone deal with Christmas burnout at office? Where every project is calling your name to close it before the year ends!🙄
2   

  • Steward Tony Pacheco

    24
    1d

    That's Not Christmas Burnout, It's a New Years Deadline. Christmas Is A Celebration. Be thankful for all deadlines as it means your still employed.

    2

  • Judith Ongachi

    1
    4d

    l think reach out to those who can't afford like me 😅😅

    1
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Career development

 23h

'Is this a résumé tactic?': Woman baffled after colleague who failed to secure a promotion tried to rename


'Is this a résumé tactic?': Woman baffled after colleague who failed to secure a promotion tried to rename her role to 'Manager'SINGAPORE: A woman shared online that she was left both entertained and

'Is this a résumé tactic?': Woman baffled after colleague who failed to secure a promotion tried to rename her role to 'Manager'SINGAPORE: A woman shared online that she was left both entertained and... quietly baffled after discovering that a colleague who failed to secure a promotion had decided to try her luck by renaming her role to "Manager" anyway.

In her post on a local discussion forum, she explained that it had long been common knowledge in the office that this particular colleague had been aiming for a managerial position. "It's kind of an open secret that she's been gunning hard for it, and there's nothing wrong with that," the woman wrote on r/singaporejobs on Friday . "But when she didn't get the promotion, I found out she actually requested her job title to be changed to 'Manager'... without the promotion, responsibilities, or pay. Just the title. Of course, HR rejected it immediately." Curious about what might have motivated such a move, she turned to the Reddit community to ask for their views on the situation. "What kind of insight do you even draw from this kind of behaviour?" she wrote. "Is it ego? A résumé tactic? A misunderstanding of how org structures work? Or something else entirely? Would love to hear thoughts from people who've seen similar things in their workplace."Of the three possible motives mentioned in her post, most people agreed that her colleague had likely done it as "a résumé tactic." One individual shared that in their company, most young employees who loved the work and had no complaints about the pay still ended up leaving because they couldn't get the word 'Manager' into their job title. "We really couldn't understand why the title was so important until someone explained it to us. 'It feels lousy to go for class reunions where everyone is a manager, and I am only an executive. My pay may be higher, but no one gets to see my pay slip, only my name card.'" Another commented, "Had someone worse in my company last time. She was damn idealistic and loopy... She read some kind of inspirational article about our industry, and then went ahead to unilaterally change her job title to 'Idea Dreamer'. My boss was like, 'New hire says his manager shuts him down instead of helping, tells him to 'figure things out' alone Some also guessed that the colleague might have been trying to change her job title because she was thinking of leaving the company soon. One wrote, "It's not as absurd as you think. But it's also a sign that she may be looking to zao lol, usually people trying to pad their CV are looking for greener pastures elsewhere. Only really stupid people will take a higher rank + more responsibilities with no pay increase." Another said, "She's planning to leave. Interviewers won't know exactly what she does in the current company." In other news, an employer has sparked debate online after alleging that her domestic helper had been repeatedly scolding her young child with remarks she found unacceptably harsh. In an anonymous post on Thursday in the Direct Hire Transfer Singapore Maid / Domestic Helper Facebook group, the mother claimed the helper often spoke to her child in ways she believed crossed the line, citing comments such as "You're bad" and "You're a liar!"'Why do they still expect males to pay for dates?': Man sparks online backlash for claiming SG women treat men as 'second-class citizens'document.addEventListener=>{ const trigger=document.getElementById; if { const observer=new IntersectionObserver=>{ entries.forEach { lazyLoader; // You should define lazyLoader elsewhere or inline here observer.unobserve; // Run once } }); }, { rootMargin: '800px', threshold: 0.1 }); observer.observe; } else { // Fallback setTimeout; } });'Why do they still expect males to pay for dates?': Man sparks online backlash for claiming SG women treat men as 'second-class citizens'Man reveals brutal job market pushed him to accept toxic contract role, says he was asked to work until 8 PM on his first...Hongkong Land to launch S$8B Singapore private real estate fund focused on managing prime commercial properties Man reveals brutal job market pushed him to accept toxic contract role, says he was asked to work until 8 PM on his first...'Is S$10K the new S$5K?': SG millennial says peers are hitting S$10K salaries, wonders what the real middle-income bracket is todayChee Soon Juan announces closure of Orange & Teal after four-year runWP MP Louis Chua: Hawkers should not have to shoulder the burden of providing S'poreans with cheap meals

Similar News:You can also read news stories similar to this one that we have collected from other news sources.

Woman injured by fish hook in her restaurant meal, owner issues apology and compensation%

Read more "

Supergirl: Milly Alcock's Anti-Hero Journey in the DCUMilly Alcock will star as Supergirl in a gritty, anti-hero story in the upcoming DCU film, 'Supergirl: Woman of Tomorrow.' Directed by Craig Gillespie, the movie will explore Kara Zor-El's journey after a cameo in 'Superman', highlighting her demons and contrasting her with a more idealized portrayal of female superheroes. The film, set to release in June 2026, will feature a cosmic revenge story and is adapted from Tom King's comic run. The film also stars Eve Ridley, Jason Momoa and others.

Read more "

Shanti Pereira Wins 200m Gold at SEA Games, Repeating as Fastest WomanShanti Pereira of Singapore claimed gold in the women's 200m final at the 33rd SEA Games in Bangkok, Thailand, securing her title as the fastest woman in the region for the second consecutive time. This victory adds to her impressive record, following her wins in both the 100m and 200m at the 2023 Games.

Read more "

Cyclist Hit by Car at Canberra Link Car ParkA cyclist using a mobile phone was struck by a car at the Canberra Link car park entrance on December 10th. The cyclist failed to yield to traffic while approaching the entrance, violating the Active Mobility Act. Police are investigating the incident.

Read more " more

Career development

 1d

Job Application Form Entry


I have 51-100 online job application forms that need to be completed accurately and submitted on the respective company portals. I will provide all candidate information (résumé, cover-letter text, contact details, and any company-specific answers) in a shared document. Your task is to copy-paste or type these details into each application, follow any additional questions exactly, and upload the... required attachments where prompted. Accuracy is critical -- spelling, formatting, and field selection must mirror the source material so the applications pass the employer's screening filters. Each submission should be timestamped and a screenshot or PDF confirmation saved to our shared folder as proof of completion. I'll be available to clarify any unusual questions that appear in the forms. Once all confirmations are in place and I verify at least 95 % error-free entries, the project is complete. more

Career development

 1d

Private Lessons by Stephanie Brother (ePUB) - The eBook Hunter


My senior year goal? Lose my v-card and finally learn what I've been missing -- from men who know exactly how to teach me...

I never imagined my winter internship at an exclusive ski lodge would be more than a résumé builder. But the moment I walk into the shared staff quarters and meet my new roommates, I know I'm not leaving this place untouched.

Asher, Kai, and Landon are three different... flavors of trouble, and they're more than willing to give me very private lessons.

Asher's a sharp-tongued, obsessive perfectionist in the kitchen. The hot-as-sin, arrogant chef hates being told what to do, but the heat in his eyes when he looks at me says he wants to bend more than just the rules.

Kai's a reckless flirt with a body built for sin and a mouth made for filth. He's a ski god on the slopes and a cocky, shirtless menace in the lodge. He swears his touch will make me forget my problems -- and probably even my own name.

And then there's Landon, Kai's twin, who's quiet, kind, and devastatingly gentle. There's something broken in his soulful blue eyes, but I can feel the intensity simmering underneath. I want him almost as much as I long to be the one who brings him back to life.

I keep telling myself it's only about the experience -- a few wild nights to shake off my v-card and enter the adult world on my own terms. No hearts involved. No messy complications.

But these men? They're not playing along.

They don't just want to teach me. They want to own every moan, every shiver, every first. As our private lessons intensify, they're not only focused on my body. They're after something deeper, something I wasn't prepared to give.

When the snow melts and my internship ends, I have to decide -- was this just the hottest winter of my life, or the start of something more? more

Career development

 1d

'Is this a résumé tactic?': Woman baffled after colleague who failed to secure a promotion tried to rename her role to 'Manager' - Singapore News


SINGAPORE: A woman shared online that she was left both entertained and quietly baffled after discovering that a colleague who failed to secure a promotion had decided to try her luck by renaming her role to "Manager" anyway.

In her post on a local discussion forum, she explained that it had long been common knowledge in the office that this particular colleague had been aiming for a managerial... position.

"It's kind of an open secret that she's been gunning hard for it, and there's nothing wrong with that," the woman wrote on r/singaporejobs on Friday (Dec 12).

"But when she didn't get the promotion, I found out she actually requested her job title to be changed to 'Manager'... without the promotion, responsibilities, or pay. Just the title. Of course, HR rejected it immediately."

Curious about what might have motivated such a move, she turned to the Reddit community to ask for their views on the situation.

"What kind of insight do you even draw from this kind of behaviour?" she wrote. "Is it ego? A résumé tactic? A misunderstanding of how org structures work? Or something else entirely? Would love to hear thoughts from people who've seen similar things in their workplace."

Of the three possible motives mentioned in her post, most people agreed that her colleague had likely done it as "a résumé tactic."

One individual shared that in their company, most young employees who loved the work and had no complaints about the pay still ended up leaving because they couldn't get the word 'Manager' into their job title.

"We really couldn't understand why the title was so important until someone explained it to us. 'It feels lousy to go for class reunions where everyone is a manager, and I am only an executive. My pay may be higher, but no one gets to see my pay slip, only my name card.'"

Another commented, "Had someone worse in my company last time. She was damn idealistic and loopy... She read some kind of inspirational article about our industry, and then went ahead to unilaterally change her job title to 'Idea Dreamer'. My boss was like, 'What the hell are you doing?' and told her to stop her crap. She left a couple months after that."

Some also guessed that the colleague might have been trying to change her job title because she was thinking of leaving the company soon.

One wrote, "It's not as absurd as you think. But it's also a sign that she may be looking to zao (leave) lol, usually people trying to pad their CV are looking for greener pastures elsewhere. Only really stupid people will take a higher rank + more responsibilities with no pay increase."

Another said, "She's planning to leave. Interviewers won't know exactly what she does in the current company."

In other news, an employer has sparked debate online after alleging that her domestic helper had been repeatedly scolding her young child with remarks she found unacceptably harsh.

In an anonymous post on Thursday (Dec 11) in the Direct Hire Transfer Singapore Maid / Domestic Helper Facebook group, the mother claimed the helper often spoke to her child in ways she believed crossed the line, citing comments such as "You're bad" and "You're a liar!" more

Career development

 1d

AI Job Portal & CV Builder


I want to launch a web platform that feels as intuitive as LinkedIn, Bayt, or Indeed, yet is entirely driven by modern AI. The site must: * Instantly match candidates to openings with AI-powered job matching * Rewrite and format résumés (ATS CV compliance) through an AI-driven resume optimizer * Trigger automated job alerts the moment a suitable post appears Three audiences will use the system --... job seekers, employers, and recruiters -- so each needs a dedicated dashboard, analytics, and messaging. A recruiter should be able to post a vacancy, see AI-generated shortlists, and contact talent in a single flow; a job seeker should upload or paste a résumé, watch the optimizer improve it, then receive personalized roles seconds later. A single responsive code-base is essential: every feature must work flawlessly on both desktop and mobile. Feel free to choose the stack -- React, Vue, Node, Django, Laravel, or similar -- but pick technologies that integrate smoothly with OpenAI, LangChain, vector search, and other NLP libraries so I can refine the recommendation models over time. Deliverables 1. Fully responsive website with the three AI modules live and tested 2. Role-based dashboards for job seekers, employers, and recruiters 3. Admin panel for content moderation, plan management, and reporting 4. Clean, well-documented source code plus deployment guide Acceptance criteria * Job recommendations load in <2 s on a 4G mobile connection * Mobile Lighthouse performance score ≥90 * A first-time user can build a complete CV in three clicks If this sounds like a challenge you can own end-to-end, let's discuss the milestones and get started.

Project ID: 40062874

About the project

30 proposals

Open for bidding

Remote project

Active 5 mins ago

Place your bid

Benefits of bidding on Freelancer more

Career development

 1d

Figure AI CEO says over 170,000 people have applied to his robot company in the last 3 years. He hired fewer than 500.


Adcock said the company goes through résumés "one by one," and most of them were "slop."

A humanoid robotics startup in Silicon Valley appears to have an acceptance rate lower than any Ivy League university.

Figure AI has been flooded with résumés since its founding in 2022, according to the startup's founder and CEO, Brett Adcock.

"Just checked, 176,000 job applications at Figure the last 3... years," he wrote in an X post on Saturday. "We've hired ~425 people."

That amounts to a hiring rate of about .24% within the three years. Adcock wrote that most of the submissions were "slop."

The spread of the 176,000 applications over the three years is unclear. Adcock did not immediately respond to a request for comment.

Even if the number of applications were divided equally among the years Figure AI was operating -- just under 59,000 applications a year -- the acceptance rate would still be lower than that of the hardest university to get into. Caltech had the lowest acceptance rate of 3%, according to US News & World Report's rankings list.

Adcock wrote in the comments of his X post that the review process has been a slog.

"We go through these one by one like a monkey -- it's incredibly time consuming," he wrote.

According to the CEO, the "ATS" or applicant tracking system -- a software employers use to sift through résumés -- can't save a lot of time if a company is being barraged with hundreds of thousands of applications.

"In the ATS it takes at least 20 seconds of button clicks per submission even if it's garbage," he wrote.

Adcock did not immediately respond to a request for comment.

A company like Figure AI sits right in the intersection of two trends within the job market.

Today's job candidates aren't applying to just a handful of roles. Business Insider's chief correspondent Aki Ito reported that the average job opening saw 242 applications, citing data from Greenhouse, a leading ATS platform.

"Applying to a job in 2025 really is the statistical equivalent of hurling your résumé into a black hole," Ito wrote.

On the other hand, Figure AI operates in one of the hottest spaces of the tech industry, that is, robotics and artificial intelligence.

Top tech firms like Meta and OpenAI are in the midst of an AI talent war, offering up to seven- to nine-figure pay packages just to poach superstar AI researchers.

Even tech startups are scrapping for AI talent, floating higher equity packages and other perks that may not come as easily at a big company, such as a co-founding title or more time for research.

Figure AI happens to be one of the leading names in the humanoid robotics space.

The company recently raised more than $1 billion in its Series C funding round -- with backing from Parkway Venture Capital, Brookfield Asset Management, and Nvidia, among others -- for a $39 billion valuation.

Adcock said on X that he may need to find another way to sift through résumés.

"Need a model to do this for us better, maybe I'll work on one," he wrote. more

Career development

 1d

How To Grieve Like a Victorian by Amy Carol Reeves * Bewitched Bookworms


This isn't your average self-help guide; it's a peek into a world where sorrow was worn on your sleeve and mourning rituals were as intricate as lace collars. Reeves blends history with wit, showing us how Victorians turned grief into an art form. And maybe even offering us a few lessons on slowing down, honoring loss, and embracing ritual in our own modern lives.

Thank you for contacting me.... However, for an undetermined time period, I will only be corresponding through letters. (Yes, the kind with paper.) Thank you for understanding.

Dr. Lizzie Wells

Professor of Victorian Literature -- Willoughby

College

Author of The Heathcliff Saga

she/her

After typing the message, I drum my fingers on my desk, contemplating the elegant stack of black-and-gold-rimmed stationery pages and envelopes in front of me. They seem appropriate for a recent widow like me, and I'm grateful for the niche Etsy shop specializing in antique stationery.

No more emails.

The thought of not reading or answering campus emails from hateful asshats like Bill Rhodes, chair of philosophy, feels like a giant fucking albatross has slid from my shoulders, feathers cluttering the floor of my coffee-stained office carpet.

Since Philip's sudden death last month, I've learned I don't have much headspace other than to parent and grieve. And I've barely time to parent. Heathcliff ate a Pop-Tart for breakfast this morning. A chocolate Pop-Tart, not even a fruit one. I couldn't summon the energy to cook his regular oatmeal.

What am I going to do?

I look up at the signed Heathcliff Saga movie poster on the wall behind my desk and stare into the glassy blue eyes of teen heartthrob Everett Dane. He sneers rakishly, dark hair tousled over his forehead, rumpled shirtsleeves open to reveal the top of his Greek-god chest. He played the role well.

When Hollywood optioned film rights for my Twilight-y young adult version of Wuthering Heights -- written during sleepless nights breastfeeding Heathcliff -- Philip had been so proud. He took me out to a too-expensive restaurant, the kind where the servers wear crisp, ironed white dress shirts and say ridiculous things like the wine has "hints of leather and tobacco." We split a bottle of cabernet over a large platter of roasted duck and asparagus. We even splurged on the overpriced cranberry tartlets; the cranberries, of course, were "raised in organic, sun-kissed hills near Asheville." After dinner, we walked through a nearby pocket park. The evening sky glowed rose-hued beyond the sprawling Carolina oaks; Philip skillfully skipped rocks across a tiny, landscaped pond as we talked about a future where we could pay off student loans and take our long-postponed trip to Paris.

My email dings, and I jump, blinking away tears.

Against my better judgment, I check the message.

Ugh.

Brad McGregor.

Hey Miss Wells,

I'm really struggling with P and P. I mean I thought this chick lit was like more straightforward. But geez . . . why do they have to write so many letters? Can I like have extra credit or something if I don't pass the Final?

Thks

B

My blood pressure rises a little bit every time I have to deal with Brad McGregor. The dean's son needs one more English credit to graduate on time, so he enrolled in my spring Jane Austen seminar because it was the only literature class over before his "epic" Cancún vacation funded by his dad's bloated administrative salary. His sense of entitlement has no end. He makes little effort to disguise his distaste for my class. He addresses me as "Miss" instead of "Dr." And last, but not least, he's Willoughby College's most notorious man-slut; last year he cheated on one of my brightest students, Kayla, with her dorm RA. (Kayla sobbed during my office hours after she found out.)

I log out of my email, close my laptop, pull out one of my new stationery pages and a black fountain pen, and begin a furious response to Brad. A soft rap on my door, and my department chair, Patrick, enters, steam wafting from the top of his Edgar Allan Poe mug.

"Letters only?"

"This first one is going to Brad McGregor."

"He's the worst." Patrick groans and takes a sip of coffee as he slumps in the worn leather armchair opposite my desk. "I had him in American lit last semester. He came to class smelling like weed, called Edith Wharton a frigid old spinster, and I'm pretty sure he slept with my TA."

I see red as I stare down at my angry letter.

Patrick's quiet. Although my age, thirty-nine, he sports a graying beard. He strokes it for a few seconds as he considers me worriedly. He's trying not to look at my new black blouse with ruffled wrist sleeves and black pencil skirt. I might have gone on a widow shopping spree for black clothes in the days after Philip's death. Patrick doesn't need to know about the small silver bird keepsake urn containing Philip's ashes in my leather satchel. That might make me too peculiar.

He clears his throat awkwardly and gazes into his coffee.

"You doing okay, Lizzie? I mean . . . I know you're just back from leave, but you can take more time . . ." I wave my hand dismissively. "Everything will be worse if I don't work. It will be all-day pajamas, and tears, and bingeing Outlander episodes."

"Well, if there's anything I can do for you -- watch Heathcliff, send takeout . . . If there's anything I can do to lighten your load, just let me know. I've already taken you off the Curriculum Management Committee and the Committee Oversight Committee."

"Thanks," I mutter, bewildered, as always, at how my studies of Brontë and Dickens novels prepared me for such gripping daily tasks.

I shift the topic away from me and my ongoing sadness. "Did you have your meeting with the provost today?"

He gives me the dismal summary of this month's meeting. Each monthly provost report becomes a little more doomsday than the one before, and the jumpy junior faculty start sending out résumés to community colleges and local high schools. In our department, we just lost a fairly new full-time hire to a neighboring new technical school. (Teaching business writing is more lucrative . . . she'd said. I had no counterargument.) Now the tiny English department is just me, Patrick, a small army of adjuncts, and our MAGA-supporting administrative assistant, Sandra. (Every time I pass her desk, I try not to look at the framed illustration of Jesus sitting on a bench by the White House.)

"But it looks like Willoughby will stay open for at least another year?" I ask.

He shrugs. "Let's just say I'm keeping my résumé updated." He glances up at Everett Dane's searing blue eyes. "You, on the other hand, will have plenty of options should the ship sink."

It's true. Although The Heathcliff Saga hadn't exactly made me rich, as the only faculty member to appear in People magazine, I'm a reluctant darling to a struggling institution. And plenty of other schools will take me if we close.

After he leaves, I finish penning my letter to Brad. I worry it's a bit too harsh, so I slip it into my bag. I can always revise later.

I take a late lunch outside, numb after the latest Fiscal Oversight Committee meeting, where the provost announced proudly that she was siphoning off 90 percent of the humanities department budgets for an Admissions Advancement Task Force. Her lipstick-rimmed Cheshire-cat grin stretched wider, looking directly at me as she said it. Everyone waited breathlessly for me, the committee chair, to retort. Instead, in front of all thirty faculty and ten administrators, I pulled my favorite lavender-scented ChapStick from my sweater pocket next to Philip's miniature keepsake bird urn. I applied it thoroughly and carefully amid the silence, snapped the cap back on, and said nothing just to show how few fucks I give anymore.

Alone, in the campus garden, I sit on a mossy stone bench in the shade of an oak. Bees hum loudly through the blue flag irises and bulblike pink blossoms of the small magnolia near me. I open my Tupperware dish of macaroni casserole. As a Midwest transplant, I'm always amazed at Southerners' culinary zest for the grieving. I have about twelve macaroni casseroles and five lasagnas in my freezer. Heathcliff can't digest dairy, so I'll be eating these myself in the forthcoming weeks.

Even in the shade, my armpits sweat in this Carolina May heat. Still, I'd choose this over my windowless office any day. Through the garden gate, I see Bill Rhodes storming into the administration building -- no doubt to unload on the president about me and Patrick. I can't care. No one will ever option film rights for his latest book -- Metaphysical Intellectualism in Neoclassical England.

Last fall was such a bright star for me when The Heathcliff Saga film premiered and my book spent several weeks on the New York Times bestseller list. Writing that book six years ago, postpartum, kept me sane. I gave everyone A's that semester. With the hormone shifts, lack of sleep each night and an insatiable Heathcliff hanging off my breast, I'd escape into my alternative Wuthering Heights world. In my book, Emily Brontë's love-triangled teenagers learn that Heathcliff inherited warlock powers from a distant Yorkshire ancestor. My Linwood is less milquetoast than the original character. He bastardizes ancient Fae supernatural powers from the moorlands and starts a spell war with Heathcliff. Cathy, caught in the middle, asks Nelly Dean to train her in the supernatural arts. She teams up with Heathcliff, helping him purge Linwood's magical darkness for good. There's lots of teen angst, desperate kissing, and disengaged parents. The adults churn butter and argue with no idea their teens could destroy Great Britain with their dark fairy arts war.

My literary agent, Sarah, took me on and sold the book in two days. I loved my editor, my only complaint being that he wanted to change the title from The Cathy Saga to The Heathcliff Saga. I groused. After all, I wanted my heroine to be the book's star. But he said "Cathy" wasn't distinct enough -- it sounded like the comic-strip character -- and he wanted my Heathcliff to be the new Edward Cullen.

Then I thought about my forthcoming advance check and gave in. The timing couldn't have been better. Over the next few years, film rights sold, then foreign rights in Spain, Germany, and Japan. By the time the movie came out last year and I had my red-carpet moment, Willoughby's president offered me immediate tenure and a promotion.

Putting the lid on my Tupperware, I scroll fondly through my Instagram page. Thanks to the movie, I have about 100,000 followers, and I pick up a few hundred more every time one of the stars tags me. My last Instagram post was a repost of Everett Dane's pic of him hugging me at the premier after-party: "Love this woman! Brainiest person I've ever known."

I'm suddenly back in that moment, slight champagne buzz, surrounded by the glamorous and Botoxed. I wore a rented teal Vera Wang and teetered on strappy gold Jimmy Choos; I was in this young British heartthrob's arms, and yet I locked eyes with Philip, standing just beyond the photo's edge. With his soft, sandy blond hair and glasses, my shy lawyer husband never seemed more mine than in that moment. He wasn't a crier -- ever. It's a weird Southern guy thing. But his eyes shined happy tears. There was no professional or personal jealousy there; it was pure celebration of me, of us -- of how profoundly lucky we were to have each other and that moment.

My phone dings.

Mirabel: Hi Elizabeth, you've been on my mind so much. Lunch tomorrow? My treat☺

I groan.

My Steel Magnolia, passive-aggressivemother-in-law has been trying to get me out to lunch since the funeral. Lunch. I stare down at my Tupperware of mostly uneaten macaroni. Apparently, the grieving have to eat.

There's been a persistency in her texts.

Something's off.

And I just can't even with her because it will make me think of that night -- Philip

was leaving her house when his car ran off the road.

There was the call from him, just before the accident. The voicemail he left: My god, Lizzie, we have to talk.

The spongy casserole feels like a lump in my stomach. I'd rather face ten meetings with Bill Rhodes than think about that night and all the factors involved: rain, lightning, deer, emotional shock, the million random sparks that might have made Philip's 2017 black Camry slide off the road between Summerville and our home in Columbia, South Carolina. But painful as it might be, I need to know what happened at her home to upset Philip. Mirabel's been acting cagey, and I'll have to tread carefully.

My mother-in-law loves her azalea gardens, her large home, the Methodist Women's League. She likes lipsticks and Talbots dresses.

Unfortunately, the one thing Mirabel doesn't like (besides me) is the truth.

Excerpted from How to Grieve Like a Victorian by Amy Carol Reeves. © 2025 by Amy Carol Reeves, used with permission from Canary Street Press, an imprint of HarperCollins. more

Career development

 1d

Recruitment Portal Website Development


I need a full-featured recruitment agency website built with a professional, corporate look and feel. The platform must serve both employers and jobseekers through separate log-in areas while keeping the overall experience clean and intuitive. Core functionality * Employer & Jobseeker Accounts - secure signup, profile management, and dedicated dashboards. * Job Posting Module - allow unlimited... free listings plus a paid option that integrates Razorpay for seamless card, UPI, and wallet payments. * Resume Services - jobseekers can upload an existing résumé or create one from scratch with an on-site résumé builder. * Dashboard Extras - real-time application status tracking, an internal messaging system, and interview scheduling tools for both sides. Scope & tech notes I am flexible on stack choice -- WordPress with custom plugins, Laravel, or a modern JS framework all work as long as performance and security stay top priority. The site must be mobile-responsive, SEO-friendly, and ready for future feature expansion. Deliverables 1. Fully deployed website on my hosting with SSL and basic on-page SEO with fully functional admin panel. 2. Source code and database dump. 3. Admin manual covering user roles, posting plans, and Razorpay setup. 4. One month of post-launch support for bug fixes. If you have built similar job boards or marketplace portals, send a quick note and relevant links; I'll shortlist based on demonstrable experience with dashboards and payment integration. more

Career development

 1d

One Million Indian Resumes PDF


This project supports a large-scale skill-set evaluation study requiring a massive, well-structured dataset of Indian résumés. The goal is to collect 1,000,000 unique résumé files strictly in PDF format, focused only on Information Technology, Healthcare, and Education professionals who are Indian nationals or have primarily worked in India. No resume parsing or data extraction is required beyond... light metadata for indexing. However, strict quality controls are essential: résumés must be readable, complete (education, work history, skills), non-duplicate, and free from corruption or password protection. The final delivery will include: A secure transfer of all PDF files A simple CSV/XLSX index mapping each file to basic metadata (industry tag, last updated year, page count) Accuracy, deduplication, and data hygiene are critical, as the dataset will be used for academic and analytical research. more

Career development

 1d

Mid-Level Healthcare Resume Writer


I need a polished, ATS-friendly resume tailored for a mid-level role in the healthcare sector. My current résumé is a few years out of date and no longer highlights the specialised skills and leadership experience I have gained. The goal is to secure interviews quickly, so the document must speak to hiring managers and screening software alike while remaining concise, factual, and... achievement-driven. You will receive my existing résumé plus notes on recent projects, metrics, and new certifications. In return, I expect: * A one-page (two at most) résumé in both editable Word and print-ready PDF * Content focused on job-application use -- clear accomplishment statements, quantified results, and keywords relevant to healthcare operations and compliance * Modern formatting that remains ATS-compatible (no text in graphics, excessive tables, or complex columns) * A brief summary of any additional information you need from me before finalising Please outline your typical process and a realistic turnaround time so we can get started right away. more

Career development

 1w

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.


Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more
8   

  • Steward Tony Pacheco

    24
    1d

    It May Be Time To Join "ME INC" or "ME LLC" or "ME Co." (Oh You Get What I Mean!) Its Your Time To Do What You Have Always Wanted To Do. Only You Knw... What That Is? more

    1

  • Dammylary

    1
    5d

    please can you message me dammylary003@gmail.com

    1
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Career development

 5d

The college degree was a signal. Now it's just noise


For many parents, these statistics land like a betrayal. They followed the script they were handed, and they urged their children to do the same: work hard, pad the résumé, secure admission, earn the degree. They were assured the payoff would be waiting on the other side. Instead, the very credential that students were promised would open doors for them is now failing even to keep those doors from... closing in their faces.

The promise of the bachelor's degree is faltering, and the public knows it. A new Overton Insights poll shows only 14% of voters believe a four-year degree is always worth its nearly $150,000 average price tag. Degrees once signaled potential. Now, to many employers, they signal little to nothing at all.

For generations, college served as society's default credential, a shorthand for competence, diligence, and upward mobility. But when everyone is told to get a degree, when the government underwrites trillions in loans to guarantee they can, and when universities respond by inflating tuition far faster than wages or value -- all while inflating grades and decreasing educational attainment -- the signal loses clarity. A credential propped up by limitless lending isn't a marker of merit; it's a product with a distorted price. More inputs do not create more value. They dilute it.

Employers have noticed. A survey of 1,000 hiring managers released this spring found that 25% of employers will eliminate bachelor's degree requirements for some roles this year. Seven in 10 now rank relevant experience above degrees in hiring decisions. And among the companies that have already dropped degree requirements, 84% say the change made hiring more effective.

Young adults see it too. A recent study from Tallo found 62% aren't working in the career they intended to pursue. One in four now openly regret going to college at all.

And even when the pipeline "works," it works poorly. One study showed that the majority of recent graduates are underemployed a year after finishing school, working jobs that don't require the degree they spent four years (and often tens of thousands of borrowed dollars) to obtain.

Perhaps parents still cling to the college degree as an ideal societal benchmark because it once served as a map. But the terrain has shifted beyond recognition. The knowledge economy now rewards capability, not ceremony. Practical skill, not parchment. A portfolio, not a transcript.

Increasingly, young adults who bypass the degree are finding more traction than those who collect one. Efforts such as the mikeroweWORKS Foundation promote the trades, a response to high demand. Ford's CEO, for example, indicated that his company has 5,000 open mechanic jobs with six-figure salaries that it is trying to fill. For those not interested in manual labor, programs such as Praxis offer knowledge workers a bootcamp experience to develop practical skills useful to employers while guaranteeing participants a job upon graduation.

Simply put, parents who still assume that "college equals security" are operating on a lagging indicator from another era. The labor market has moved on. The uncomfortable truth is this: Insisting that your children follow the old script does not protect them. It exposes them. It directs them into the very bottleneck where millions of other hopeful graduates now wait, degrees in hand, wondering why no one is acknowledging them.

The degree is no longer the differentiator. It is the default, and defaults do not confer advantage. Parents must stop treating higher education as a moral duty or a rite of passage. It is a purchase, and like any purchase, it deserves scrutiny. Its value must be proven, not presumed. If the numbers tell us anything, it's that the era of automatic returns is over.

The world has changed. The question is whether parents will allow their children to change with it -- or whether they'll push them, lovingly and mistakenly, into a system that promises opportunity while delivering diminishing odds.

The degree once opened doors. Today, it risks locking the next generation out. more
4   

  • Steward Tony Pacheco

    24
    1d

    Welcome to the real world buddy. You are not just that degree you now hold, but a compulation of lifes experiences since childhood. College is such a... small part of growing. Yes, the masses are sold a bill of goods about the ROI of education but the majority of millionaires have no degree at all. What makes you successful is the ability to profit from what ever it is you feel you can bring to any table. We need movers & shakers out here as there are too many weeping & crying, wasting valuable time. If One Has To Fall, They Should Fall Forward. Every Fall Is A Lesson For An Imperfect World.
    I Have Been There Myself. Its Not For The Meek.     more

    1

  • Sseluwagi Mulshid

    1
    5d

    My poignant critique of the faltering promise of the bachelor's degree in developed economies strikes at the heart of a global, yet deeply unequal,... crisis. My point is devastatingly correct: In developing countries, the situation is not just "worse"—it is a brutal, two-tiered system where a degree without connections is often little more than an expensive certificate of frustration.

    The Western model I describe—where the degree is a diluted, overpriced default—is exported as an aspirational ideal to the Global South. But there, it collides with my reality of scarce opportunity, entrenched patronage networks, and a vast mismatch between educational output and economic structure. The result is a perfect storm. My final sentence, adapted, rings truer than ever: In developing countries, the degree doesn't just risk locking my generation out. It convinced us to mortgage our future for a key that only fits doors already held open by someone else.     more

    1
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Career development

 5d

Notes on sending thank-you notes


Send a smartly written note. It's an effective way to extend the conversation and reinforce your message that you're the right person for the job.

I realize that the concept of mailing a handwritten thank-you note after a job interview sounds really old-fashioned.

But I still believe that sending such notes - even to an avatar - conveys more than mere courtesy. It's an effective way to extend... the conversation and reinforce your message that you're the right person for the job.

Not long ago, I thought that sending an emailed thank-you note wasn't good enough.

But lately I've changed my mind because so much has changed, especially for high tech companies that don't acknowledge that handwriting even exists anymore. Heck, most elementary schools don't even teach cursive.

Now I recommend taking a two-step approach: First, send an emailed thank-you note to courteously acknowledge having the interview, closely followed by a handwritten note -- because I'll always believe in the emotional value of handwritten notes.

If you have lousy handwriting, go slow, because a note that's illegible is worse than not sending a note at all. After all, if the recipient can't read what you've written, what's the point?

Remember that an employer will also regard your note as an example of your work. You send me a sloppy note, I'll assume you'd be a sloppy employee.

Be brief. It's a note, not a treatise.

Be specific. Refer to actual elements of a conversation or meeting. Let the recipient know you weren't just listening but that you were also thinking.

Do send thank-you notes to everyone you interviewed with, not just HR.

The fact that several people were either on a panel or met with you privately during the day means they'll likely have input on the decision to hire you or someone else.

If you were interviewed by a robot, surely at least one human who oversees hiring exists in the company. Get a name and send him/her/it a written thank-you note.

You might be the only candidate who takes that extra step.

Too frequently, I get meaningless notes like this:

"Dear Mr. Blair, Thank you so much for the excellent seminar today. I liked your ideas. Thank you again, XXX."

That says nothing except that the sender attended a seminar. I don't know what seminar he's talking about, let alone his notion of "great ideas."

He could hardly be less memorable - except that he said "thank you" twice. Once is enough.

I usually don't remember applicants who don't send thank-you notes, but I'll likely remember those that do, and maybe favorably.

Some examples of actual thank-you notes I've received:

GOOD:

Dear Phil, Thank you for providing great insider tips, suggestions and enthusiasm at the recent Job Search/Skill-Building seminar. You inspired me. Your idea about putting keywords on resumes was particularly enlightening. I appreciate the renewed spirit you bring to all of us "Career Managers" as we search for our next opportunity.

Dear Phil, I wanted to take this moment to express my appreciation for your time and advice last week. It was very good and I have taken it much to heart. I am sure it will help me moving forward.

Love, _____

The merit and demerits of the notes above should be pretty obvious.

In the "good" note, the writer gets straight to the point, specifically mentions an event and something she learned and refers to a key philosophy: We must all proactively manage our careers. I know she paid attention and valued my time.

The "bad" note barely qualifies as a note. The language is too casual, too vague (no reference to when the actual meeting occurred), and insultingly bland.

This person would have been better off not sending a note. Saying something is "interesting" is another way of saying you don't have much to say.

Finally, the "awful" note is too wishy-washy. But where it truly bombs is in the closing. A professional thank-you note is no place for love.

Be careful with your words. Make sure they say what you mean and that you mean what you say.

Thank you for writing. more
3   

  • Steward Tony Pacheco

    24
    1d

    You Should Have Thank You Note Cards With You & They Should Be Handed To The Receptionist/Admin To Deliver As You Exit The Office From Which You... Interviewed. If Manager Is Sitting On The Fence About Who To Select, That Card May Just Help Them Realize That Your Character Is An Added Strength For Their Team (Provided you did well in the interview in the first place) more

    1

  • Ezinna Iroegbu

    2
    4d

    This is a very beautiful suggestion. I have never thought of this before. Thank you, I honestly do appreciate this beautiful tip.

Career development

 2d

When to Tell Work About Pregnancy?


Figuring out when to tell your employer about pregnancy can feel overwhelming. There's no perfect answer -- the right timing depends on your health, job type, company policies, and personal comfort level.

While many women wait until twelve weeks, others announce earlier for safety reasons or later to protect their privacy.

Hearing how other moms navigated this decision, along with understanding... your legal rights, helps you make a confident choice. Your pregnancy, your timeline; announce when it feels right for you.

Before you share your pregnancy news at work, knowing your legal rights gives you confidence and protection. Federal laws like the FMLA and Pregnant Workers Fairness Act shield you from discrimination and guarantee accommodations.

State laws may offer additional benefits beyond federal requirements. Here's the critical part: you're never required to announce your pregnancy during job interviews.

Once you do tell your employer, they must conduct workplace assessments and provide reasonable accommodations, such as extra bathroom breaks or modified duties.

Understanding these protections helps you advocate for yourself and ensures you're treated fairly throughout your pregnancy journey.

Most women choose between two primary timelines: telling around 12 weeks or waiting until 2-3 months before their due date. The right choice depends on your health, job situation, and comfort level.

Here is a clear comparison of reasons that might prompt you to announce your pregnancy sooner or postpone it. These factors help you decide the timing that protects your health while supporting your professional goals.

Your unique work circumstances, if you're newly hired, facing company instability, awaiting reviews, or working in hazardous conditions, demand customized approaches to pregnancy announcements.

The sequence of your pregnancy announcement matters just as much as the timing. Following the proper order prevents office gossip, protects your professional reputation, and ensures you get accurate information about your benefits.

Once you've decided on your timing, the actual conversation requires preparation and confidence. Knowing what to say, what to avoid, and how to handle different reactions helps you navigate this critical discussion professionally.

Before scheduling the meeting, do your homework. Review your company's maternity leave policy, FMLA eligibility, and state disability benefits.

Calculate your due date and have a rough timeline for when you'd like to start leave. Think through potential coverage plans for your responsibilities.

Anticipate questions about project transitions and how long you'll be out. Come prepared with preliminary answers, but emphasize you're flexible and want to collaborate on solutions. This preparation shows professionalism and eases your manager's concerns.

"I wanted to share some personal news with you first. I'm pregnant and my due date is [month/date]. I'm really excited, and I also want to assure you that I'm committed to making this transition as smooth as possible for the team. I'm planning to work until approximately [timeframe], and I'd like to discuss coverage plans for my responsibilities. I know we have time to figure out the details together, but I wanted to give you plenty of notice. Do you have any initial questions or concerns?"

OR

I have some news I wanted to share with you personally before anyone else. I'm expecting a baby in [month]. I wanted to tell you early so we have plenty of time to plan ahead. I'm planning to continue working until [timeframe], and I'm happy to start thinking about how we can transition my projects. I'm fully committed to ensuring everything runs smoothly during my leave. What questions do you have, and when would be a good time to sit down and discuss the details?"

OR

I wanted to schedule this meeting because I have some important personal news. I'm pregnant, and my baby is due in [month/year]. I know this means we'll need to plan for my absence, and I want to start that conversation now so we're well-prepared. I'm planning to work through [timeframe], and I'd like to collaborate with you on creating a transition plan for my responsibilities. I'm excited about this next chapter, and I'm also committed to making sure the team is set up for success while I'm out."

Keep your announcement brief and professional. Share your due date so your manager can plan accordingly.

Mention your preliminary leave timeline, like "I'm hoping to work until mid-August." Express your commitment to transition planning and training your temporary replacement.

Reassure your boss that you're dedicated to the team and want to collaborate on solutions. Emphasize that you're flexible and open to discussion.

Show enthusiasm about both your pregnancy and your continued work contributions. This balanced approach addresses concerns while maintaining your professional standing.

Avoid sharing extensive medical details about conception, fertility treatments, or pregnancy symptoms -- your boss doesn't need this information.

Don't commit to exact leave dates before confirming eligibility with HR, as you might promise something you can't deliver. Never apologize for being pregnant or act like it's a burden to the company.

Don't make assumptions about how your workload will be redistributed or who will cover for you without discussion. Avoid saying "I promise I'll be back in six weeks" if you're unsure; circumstances change after birth.

Your boss's response to your pregnancy news can range from genuine excitement to uncomfortable silence. Knowing how to navigate each type of reaction keeps you professional and protected regardless of their response.

Real stories from working mothers reveal the nerve-racking reality of announcing a pregnancy at the office. These honest experiences show the wide range of reactions moms received, from supportive to surprisingly disappointing.

A woman on Reddit shared her difficult experience: "I was vomiting multiple times per day, and some days I needed to take off. I had to write her up for not being as available as she needed to be." She explained that severe morning sickness made it impossible to hide her condition. The nausea wasn't just in the morning -- it lasted all day, forcing her to snack constantly and take frequent breaks. She had to tell her boss at 10 weeks because her performance was noticeably suffering, and she needed accommodations immediately like flexible hours and permission to work from home when too sick.

Source: Ruinmyweek

A mom writing on New Modern Mom explained her strategic timing: "With my second pregnancy, I decided to wait until I was further along before sharing the news. A few factors influenced this decision. First, I wanted to complete a full year in my job before revealing my pregnancy. This meant holding off until around 20 weeks." She had concerns about career progression and compensation increases, and wanted to establish herself in her role first. By 20 weeks, she'd proven her value and gave her employer enough time to plan for her absence.

Source: Newmodernmom

A mom on TheBump forum shared her positive experience: "I told my boss this week at 11 weeks pregnant, and he was so excited for me. He's great. I was just out in 2017 for maternity leave." She chose 12 weeks because she felt comfortable after passing the first trimester milestone, and upcoming doctor appointments made hiding it impractical. Though she worried about unconscious bias affecting her fall promotion, she felt relieved sharing the news and not having to hide anymore.

Source:Thebump

A woman on Glassdoor shared: "I got hired for a job when I was 5 months pregnant. They didn't notice or they didn't care. I wouldn't mention it until your first trimester is over." In another Glassdoor thread, a woman said: "I told my manager when I was 5 months pregnant. Manager waited to inform senior management until I felt comfortable (which was after I completed and received the results of the prenatal genetic testing)." Both women emphasized there's no perfect time and encouraged others not to be apologetic.

Source:Glassdoor

A shocking Reddit story went viral when a pregnant retail manager shared: "I was eight months pregnant when this happened. I started having contractions while at work. My boss told me I had to stay for a meeting despite knowing I was in labor. I would have to wait for another manager to come relieve me (which could take up to an hour and a half) or get permission to close early." The woman ended up reporting her boss to HR after he emailed the entire office complaining about her "lack of commitment" and making fun of her for "overreacting." This extreme case highlights why knowing your rights matters.

Source NewsWeek

Announcing your pregnancy to your boss can trigger worries about career impact and workplace relationships. Here's how to address the most common concerns working moms face.

Once you share your pregnancy news at work, the following steps focus on planning, protection, and getting the support you need. Here's how to navigate each stage confidently and ensure you're prepared throughout your pregnancy journey.

Deciding when to tell work about pregnancy is deeply personal -- there's no universally correct week to announce. What matters most is choosing a timing that fits your unique situation, workplace, and comfort level.

By weighing legal protections, real mom experiences, and your job circumstances, you'll find the right moment. Trust yourself to make the best decision for your announcement.

Ready to share your story? Tell us when you told your employer and how it went in the comments below, and help each other! more
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  • Steward Tony Pacheco

    24
    1d

    As Soon As You Know, HR Should Know So That They Can Be Aware For Your Safety & Also Plan For Your Maternity Leave. Just Be Direct & Not Allow Fear To... Affect Your Emotional Structure As Your Baby Requires A Stable Existance While Developing In Your Body. more

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Career development

 2d

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