Ralph Lee


Career development 3d
At our company we never get raises or bonuses. Instead, the boss gives us company mugs, bags and notebooks. After a successful deal or project he buys us pizza. I know I'm getting paid what we agreed on, but it would be nice to get some kind of reward once in a while. That never happens.
What do you think? Should I hint that money would be more appreciated than getting a fifth mug with the... company logo on it?

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  • Ayodele Olaosebikan

    22h

    First appreciate your management. Avoid entitlement mentalities. Nonetheless, you may suggest a better option to your boss. But be sure you have... the right setting and time. Present your suggestion with a grateful heart void of arrogance. Be sure that you're a diligent staff too. Good luck  more

  • Anthony Wambua

    1d

    Your contract is the answer to your question. Does it include any performance incentives? If yes, does it specify the exact type of incentive? Does it... give discretionary powers to management to determine the financial value of the incentive? If part or all of the above are in your contract - look to wisdom, knowledge, and proper timing to bring it up. On the other hand, if your contract -states nothing on incentives, you need lots of wisdom to get through to demand for what is not directly your entitlement.  more

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Career development

 4h

Governor Wes Moore's Résumé Under Scrutiny for Multiple False Claims About Military Service - SSBCrack News


In a recent interview, Maryland Governor Wes Moore addressed doubts about his personal accomplishments, asserting his ability to tell his own story. However, a comprehensive investigative series by Spotlight on Maryland reveals significant discrepancies in his self-representations, particularly concerning his military service.

Moore's application for a White House Fellowship in 2006 included... several claims that have since been proven false or misleading. Notably, he stated that he had been awarded the Bronze Star Medal for his service in Afghanistan -- an assertion that was not only incorrect at the time of his application but was retroactively awarded to him in 2024 after being scrutinized by The New York Times. Despite having received the medal nearly two decades later, Moore had previously described himself as a Bronze Star recipient in various public biographies and interviews without correction.

The application for the fellowship had a specific purpose: to place rising leaders in significant roles alongside government officials. As such, the implications of false claims in a résumé for a prestigious government opportunity are severe. Under federal law, making willfully false statements in such an application is a felony.

Moore's former military superior, retired Lt. Gen. Michael R. Fenzel, acknowledged that including the Bronze Star in his application violated the law. This claim is not the only misrepresentation; Spotlight's investigation unearthed additional embellishments regarding Moore's military experience that contradict his official records.

For example, Moore stated he received the Combat Action Badge (CAB), but the orders for this badge were issued months after his fellowship application was submitted, raising questions about the legitimacy of the claim. Additionally, while his résumé indicated an Afghan deployment from July 2005 to April 2006, Army records authenticate a shorter deployment of just under seven months.

Moore's résumé also inaccurately detailed his attendance at the Military Police Officer Basic Course, misrepresenting the dates related to his qualifications. The U.S. Army has verified that there is no documentation supporting his assertion of receiving a "Top Leadership Award" during this training, further casting doubt on the integrity of his résumé.

Veterans' reactions to Moore's military narrative have not been supportive. Prominent military figures and combat veterans have openly criticized Moore, asserting that he's overstated his military service and awards. Comments from former military officers indicate that claims regarding medals and distinctions are not merely discrepancies but are viewed as a serious breach of integrity within the military community.

The investigative series aims to continue revealing the truth behind Moore's claimed honors and military accolades, emphasizing the importance of accurate representation in a highly competitive environment like the White House Fellowship. This scrutiny raises broader questions not only about Moore's past but also about his judgment and integrity as a political leader.

Despite repeated requests from Spotlight for clarification or supporting documentation related to the claims made in his résumé, Moore has remained silent. As the investigation unfolds, it continues to highlight a troubling pattern of misrepresentation that may significantly impact Moore's standing and future political career. more

Career development

 5h

I was rejected from hundreds of jobs - until I tried 'CV-Botoxing'


There is nothing quite as depressing as feeling as if you have wasted the past 20 years of your life. But that's exactly how I felt at the beginning of this year when, at the age of 54, I was trying to find a job in one of the toughest markets I've ever known.

I had been applying since late 2025, when my last freelance gig working as a senior strategist at a global content agency had ended after... eight months, but all I had to show for it was an inbox full of automated rejections.

Honestly, this was a bit of a first for me. I had always picked up jobs pretty swiftly in the past, whether it was full-time roles or freelance work, but job hunting in my 50s was brutal.

My savings were running out fast, so I had been frantically applying for everything from senior roles, which matched my experience, to more junior roles and even, in a fit of desperation, as a bra fitter for M&S. But each application (and I sent hundreds) was met with either silence or a curt rejection.

Well, apart from the job at M&S, where they invited me for an interview, but when I tried to book using their automated system it continually told me there were no available slots. About two months later I got a polite rejection email saying it had been nice to meet me at the interview (I'd never been able to book one), but they were going with another candidate. For me this just summed up the farcical nature of job hunting when you take the humanity out of it.

It was a sorry state to find myself in after spending the last couple of decades smashing it in a career in content, a catch-all term for writing, editing and filming for websites and social media. I had held senior global roles, including being a director at one of the country's best-known private health insurers, given masterclasses and won awards. But all this experience counted for nothing in a job market where AI makes the decisions and too much expertise is a distinct disadvantage.

It's no surprise that I was finding it hard to find a role at my age as figures from the Office for National Statistics show that unemployment for those aged 50-64 has risen steadily in the past five years. The problem is that while our parents might have been gently coasting towards a comfortable retirement by their mid-fifties, my generation isn't so lucky. Steep house prices, having children later, an ever-rising pension age and better health mean that many of us have to, or want to, work until we are much older.

I was desperate to find a job, partly for the salary, but also because I love to work and being at home and unemployed left me feeling depressed and useless. That's when I read about CV Botoxing. The clue is in the name. This is a practice where, rather than smooth out the wrinkles in your forehead, you artfully airbrush your career history to make yourself appear more youthful and thereby employable.

Each application that Ursula Hirschkorn sent off was met with either silence or a curt rejection

Since botoxing her CV, Ursula secured four interviews in two weeks, which is more than she got in the previous six months

Botox wasn't something I'd ever considered before, either for my face or my CV. I had learned how to write a resume during a stint at a posh secretarial college when I was 18, so my self promotion skills were stuck in the dark ages. Luckily there are experts in the art of CV Botoxing who can help.

Executive CV writer Sarah Lovell, who charges up to £400 to write killer resumes, admits that she has clients who ask her about this. 'I don't encourage it. If an employer wants to hire a 25-year-old they are not going to recruit someone in their 50s.' But when she looks at my CV she says she can help me knock at least a decade off it without straying into downright deception.

Lovell has been a full-time CV writer for the past 14 years and now employs her daughter to help her cater for the growing number of ageing executives who need her help. Despite my pleas to make me look like a Gen Z, she firmly maintains that honesty is still the best policy.

'I always advise clients to be transparent, be who you are - just don't overdo it by oversharing. Recruiters really don't care about anything before 2010, so I naturally Botox CVs to focus on what employers are looking for.'

I sent her my CV to see where it was showing my age and the wrinkles appeared before we even get on to my employment history. 'Calling it a Curriculum Vitae is the first thing you need to get rid of. Only your generation calls them this now, so this instantly ages you,' she explains, leaving me red-faced with embarrassment. Ditch the Latin, she says, and just use CV.

Best second careers for the over-50s: Lucrative jobs that require more life experience than training

The elephant in the room is that most of our CVs aren't screened by humans any more - instead businesses use AI-powered Applicant Tracking Systems. So Lovell says the real key is to tailor your CV to make it attractive to the bots. This is something older applicants like me often get wrong. It turns out a lot of my CV is pure waffle that needs to go since AI likes things clean and simple. 'Use bullet points, clear headings and include keywords that relate to the jobs you are applying for,' Lovell advises.

Be ruthless when it comes to trimming your CV and ditch vague phrases. Instead use data to highlight what you've achieved. Lovell warns me not to waste my time telling recruiters what they already know. Instead of saying that I was a senior leader, I should point out that I led a team of five, mentoring two into management positions. This jars with my old-fashioned notions of modesty, but it's dog eat dog in today's market so I have to learn to show off about myself more and with Lovell's brutal honesty I learnt to.

It was a bruising experience recognising quite how outdated my CV was. It hadn't been properly reviewed in over ten years, but I followed Lovell's advice to create a more youthful resume and it worked. Since botoxing my CV I secured four interviews in two weeks, which is more than I got in the previous six months. I went on to interview for a very well-paid senior role as a strategy director and reader, with a similar salary to what I was earning in my last job in the City and I was offered it. more

Career development

 8h

Analysis: Moore's White House Fellows résumé claimed military honors he hadn't earned


In a May 18 interview with Politico, Maryland Gov. Wes Moore was asked whether those questioning his personal accomplishments were acting in bad faith.

"I can tell my own story," Moore said. "I don't need someone else to tell it."

A Spotlight on Maryland investigative series has found that, for more than 20 years, Moore has repeatedly told versions of his story that do not match the record.

In... a career-advancing 2006 application for a White House Fellowship, critical parts of his submission were knowingly false. Spotlight's review of Moore's résumé, available military records, and related documents found false, misleading, or unsubstantiated claims about his Army service -- including the most serious one: that he was awarded the Bronze Star Medal for service in Afghanistan.

It had not been awarded.

Moore controversially received the Bronze Star retroactively in 2024, nearly 19 years later, after being called out by The New York Times in an article that exposed Moore, but also seemingly gave him cover. Yet in his 2006 White House Fellows résumé, Moore represented himself as a Bronze Star recipient while competing for one of the country's most prestigious leadership opportunities.

This was not a casual biography. It was a formal résumé, falsely enhanced and submitted for a federal fellowship designed to place rising leaders in full-time roles alongside senior White House staff and cabinet officials.

The application Moore submitted to the federal government contained multiple false representations of his accomplishments. Under 18 U.S.C. 1001, it is unlawful to knowingly and willfully make materially false statements, or submit false writings, in matters within federal jurisdiction. Moore's résumé did not contain one "honest mistake," as he has stated. It contained several claims that were knowingly false when submitted, a felony under federal law for which the statute of limitations has expired.

Even Moore's friend, mentor, and military boss, retired Lt. Gen. Michael R. Fenzel, acknowledged the Bronze Star problem. Fenzel told The New York Times that by "the letter of the absolute law," the Bronze Star should not have been included in Moore's application.

And the Bronze Star was not the only problem. Spotlight identified other military claims that do not match Moore's record, cannot be substantiated, or appear to inflate his military experience while he sought a career-defining opportunity.

This article focuses only on the military claims in Moore's 2006 White House Fellows materials. Problematic non-military entries will be addressed in future reporting. The Washington Free Beacon has also reported significantly on misrepresentations from Moore's résumé during his time at Oxford.

The Bronze Star claim

The most consequential false claim in Moore's résumé was his statement, "For my work, the 82nd Airborne Division have[sic]awarded me the Bronze Star Medal and the Combat Action Badge."

Moore knew he did not receive the Bronze Star in 2006 at the end of his Afghanistan deployment. He knew he didn't receive it during his White House Fellowship application process. And he didn't receive it during the years public biographies and interview introductions described him as a Bronze Star recipient, which he never corrected.

This sort of claim could have been pursued by federal prosecutors under the 2005 version of the Stolen Valor Act, which made it a federal offense to falsely represent, verbally or in writing, that one had been awarded "any decoration or medal authorized by Congress for the Armed Forces of the United States." The act was amended in 2013, leaving out the Bronze Star. Still, many veterans reacting to Moore on social media view this kind of military embellishment as stolen valor.

Moore eventually received the Bronze Star under questionable circumstances -- and retroactively -- after almost 19 years of intentionally misleading the public about having earned it. Spotlight is preparing an in-depth investigative report revealing how Moore obtained the Bronze Star in 2024.

Moore said he included the Bronze Star because Fenzel told him it had been approved and advised him to add it to his White House résumé. Yet in an online statement on his military record, Moore said, "Towards the end of my deployment, I was disappointed to learn that I hadn't received the Bronze Star," indicating he may have been disapproved for the medal before leaving Afghanistan, which puts daylight between his and Fenzel's accounts.

The inconsistency defines the issue.

It also raises questions. If Fenzel, as deputy brigade commander, saw Moore's completed Bronze Star packet with all approving signatures, as he told The New York Times in 2024, why did he not arrange a ceremony and present the medal while still in the combat theater, as is Army custom?

Even accepting Moore's claim that he made an "honest mistake," he acknowledged he knew the Bronze Star had not been awarded before leaving Afghanistan. Spotlight asked Moore whether he corrected his résumé with the White House Fellows Selection Commission -- and, if so, whether he could provide evidence of that.

Moore has continuously refused to answer, leaving one to wonder: If he knew he hadn't received the Bronze Star, why didn't he correct his resume with the White House?

The Bronze Star is among the most recognizable military awards associated with combat-zone service. For a young Army officer applying to a highly competitive fellowship, claiming a Bronze Star Medal would have strengthened his application and burnished his image as a leader.

Retired Army Maj. Larry Moores, a member of the U.S. Army Ranger Hall of Fame and recipient of the Silver Star Medal for valor during the 1993 Battle of Mogadishu, made famous in the movie "Black Hawk Down," put the issue plainly.

"Serving with distinction in a combat zone and being the recipient of a Bronze Star Medal are two completely different things," Moores wrote in a 2024 LinkedIn post. "If Gov. Moore stated in an application for a White House Fellowship and political campaigns that he was the recipient of a Bronze Star that he was never awarded, he is misrepresenting his military service."

Maj. Moores also rejected Moore's explanation that Fenzel urged him to include the award.

"I don't buy the 'urging of his superiors' argument as acceptable either," Moores wrote. "If any of my superiors urged me to wear an award on my uniform that I did not have orders for, I would tell them no If any of my superiors asked me to write about an award I did not receive on an application to benefit myself, I would tell them no."

That is the standard, according to Maj. Moores, that Moore, and apparently his superior, Fenzel, failed to meet.

The Combat Action Badge

Moore's 2006 White House Fellows résumé also stated that he had received the Combat Action Badge, or "CAB" in Army lingo.

That claim raises questions of timing and documentation.

White House Fellows applications were due Feb. 1, 2006. The orders for Moore's CAB are dated May 1, 2006 -- three months later.

The timing matters. A résumé is not supposed to list what an applicant hopes to receive, expects to receive, or believes may later be approved. It is supposed to list what the applicant has actually earned, and Moore had not yet been approved for the CAB.

Moore says he was eventually awarded the badge. His staff provided orders approving it to a small group of selectively invited national journalists at his retroactive Bronze Star pinning ceremony in Annapolis on Dec. 23, 2024. No local journalists were invited.

Moore's staff claimed the orders did not make it into his official record because his first name was misspelled as "Wesley" instead of "Westley." That explanation is suspect. In 2006, primary identifying fields for military orders would also have included last name and Social Security number. A misspelled first name alone does not explain why an approved badge failed to make it into a soldier's record.

The documentation raises more concerns. The CAB orders were once downloadable from a State of Maryland webpage, with Moore's statement about his military career and the Bronze Star controversy. That page still exists, but the orders were removed shortly before Spotlight began its investigative series on Moore's time in the Army.

Also previously available for download and now removed were Moore's Afghanistan deployment DD Form 214 and a Jun. 30, 2014, letter from the National Archives responding to Moore's request that his military awards and decorations be confirmed and reissued.

That 2014 letter did not list the CAB among Moore's approved awards or badges. According to the National Archives, the information came from Army Human Resources Command.

Also notable, when the Army issued a DD Form 215 to correct Moore's DD Form 214 and add the Bronze Star Medal presented in 2024, it did not add the Combat Action Badge -- despite Moore's staff later producing CAB orders at the presentation ceremony they say were valid.

This does not prove Moore did not earn the badge. But it means that as late as 2014, the CAB was not reflected in his official Army record, and it may still not be today. Validation of his CAB was not among the records the Army released in response to Spotlight's FOIA requests.

Spotlight has filed a specific FOIA request with the Army seeking to verify the CAB's legitimacy.

The Afghanistan deployment timeline

Moore's résumé also categorically inflates the timeframe of his Afghanistan deployment.

The résumé presented his Afghanistan service as running from July 2005 to April 2006 -- 10 months. But according to Army records, Moore deployed to Afghanistan from Aug. 15, 2005, to March 14, 2006 -- six months and 27 days.

Records also indicate Moore was out of Afghanistan on emergency leave for about 30 days, from roughly Dec. 10, 2005, to Jan. 10, 2006.

None of that diminishes the fact that Moore deployed. But it matters when an Army officer applying for a celebrated White House Fellowship presents his service as longer or more substantial than the record supports.

The Military Police Officer Basic Course

Moore's résumé also noted his attendance at the U.S. Army Military Police Officer Basic Course at Fort Leonard Wood, Missouri -- the course finally qualifying him to deploy more than seven years after his commissioning.

The résumé states Moore graduated in March 2005. Army records show his report date for the 18-week course was Feb. 21, 2005, and his graduation was June 14, 2005 -- less than two months before he mobilized as an Army reservist for Afghanistan.

The issue is not whether Moore completed the course. It is whether his résumé presented the timing of his qualifications in a way that made his military record appear cleaner, longer, or more impressive than the documentation supports.

The "Top Leadership Award"

The same résumé entry states that Moore earned the "Top Leadership Award" at the M.P. Officer Basic Course from a class of 45 students.

Spotlight asked the Army for records substantiating that claim. The Army was unable to support Moore's declaration.

In response to a Freedom of Information Act request, the Army stated: "After consultation with the Military Police Officer Basic Course Schoolhouse, there is no record/documentation of CPT Moore being awarded the Leadership Award during MP Officer Basic Course 3-05."

This is confirmation from the Army that this statement in Moore's résumé is false.

A Top Leadership Award is precisely the kind of résumé entry that can separate one applicant from another. The Army has definitively stated Moore did not receive the award. If Moore can disprove that, he should produce proof. Otherwise, the conclusion is obvious.

Moore continually refuses to address this and other simple questions.

Veterans are asking the obvious questions

The criticism has not come only from political opponents or partisan observers. Moore's military story has drawn concern from veterans, who understand that awards, badges, deployment dates, and combat claims are documented facts, not vague memories.

Retired Maj. Larry Moores' criticism carries particular weight because it comes from a combat veteran decorated for valor. His point was direct: Serving honorably in a combat zone and claiming receipt of a specific military award are not the same thing.

Other veterans have raised similar concerns about Moore's shifting military story and lack of transparency.

After Spotlight reported on Moore's claims about experiencing direct-fire combat, Navy veteran Robert Carona wrote on social media, "As a Veteran of 5 deployments in 4 years I know exactly where I was and who I was with. I know what awards/medals I received. You don't forget any of that I can assure you."

Former Army intelligence officer Victor Salazar also questioned Moore's account, writing on social media, "As a former military officer this lack of transparency is very telling. I believe he is claiming more credit than maybe he deservedI am very much calling him out on his service and his integrity[is]suspect."

Those comments capture why Moore's 2006 résumé matters. This is not about diminishing his service. It is about whether he inflated that service while competing for a career-defining fellowship -- and whether he corrected the record knowing that important claims in his résumé were false.

The 2006-2007 White House Fellowship placed Moore inside an elite national leadership network. It gave him access, credibility, and proximity to power.

That makes the accuracy of the résumé more important, not less.

If Moore listed awards he had not received, overstated deployment dates, claimed honors the Army says he did not earn, and failed to correct the record, then the issue is not lost paperwork.

It is judgment.

It is integrity.

And Spotlight's investigation shows it is a pattern.

Moore says he can tell his own story. But when he told his story to the White House Fellows program in 2006, the version he presented was full of blatant falsehoods.

Spotlight has asked Governor Moore in multiple letters and emails to provide evidence and documentation to refute its reporting. Moore has consistently refused to acknowledge our request or provide any answers.

Drew Sullins can be reached at . Spotlight on Maryland is a joint venture by FOX45 News, The Baltimore Sun and WJLA in Washington, D.C. Send story tips to or call our hotline at . Follow us on X at @spotlightMDNews, and on Instagram and Facebook at Spotlight on Maryland. more

Career development

 16h

Free resume feedback for international students


Have your resume polished by a professional before job hunting in Korea.

Seoul Global Center is offering a free resume review service for 50 international students.

International students who want their resumes to sound more natural, better present their work experience or receive detailed feedback on their cover letters may apply.

Applicants must submit resumes and cover letters written in... Korean. The required format is available through the Google Drive link on the application page.

Feedback may take up to 10 days and will be sent by email. more

Career development

 18h

You can't become what you can't see


WHEN I first pitched this column to the management of The Manila Times, I knew exactly what I didn't want it to become. I had absolutely no interest in creating yet another conventional tech space that simply recycles the buzzwords we are bombarded with every day. We hear about AI, blockchain, cybersecurity and digital transformation constantly, often stripped of context. The truth is that we have... no shortage of highly technical discussions about systems, code and infrastructure. What felt profoundly missing from the national conversation was a focus on the actual people behind the screen.

More specifically, I wanted to talk about women in technology. I don't mean featuring them as rare exceptions, token success stories or boxes to be checked on a corporate diversity checklist. Instead, I wanted to highlight them as leaders, builders, educators and innovators who are shaping the digital infrastructure of our country from the ground up.

That is how Beyond the Binary came to life. The title, of course, is a direct reference to the fundamental language of computers -- the rigid 1s and 0s that power our digital world. But for me, going "beyond the binary" means moving past outdated assumptions about gender roles in the workplace. It means rewriting the script on who gets to innovate, who gets to lead and who gets a seat at the table when our collective digital future is being designed. It is, in many ways, about women breaking the glass ceiling in technology -- but on a deeper level.

To be absolutely clear, this will never be a column of glorified corporate résumés or PR-driven profiles. Nor am I interested in highlighting women simply because they happen to be women. What genuinely fascinates me is something much larger and more impactful: What do their unique, often hard-won experiences teach us about leadership, resilience and the future we are building together?

A perfect example of this quiet excellence is Mary Joy Abueg. If you aren't deeply embedded in the local technology, academic or public policy sectors, her name might not immediately ring a bell. Yet her work touches areas that affect our daily digital lives in ways we rarely realize. As a certified data privacy specialist and data protection officer, Dr. Abueg has spent years strengthening information technology education and workforce readiness alongside organizations such as the Commission on Higher Education and the Technical Education and Skills Development Authority. She has also contributed to national information technology standards through the Bureau of Philippine Standards. Today, she serves as an associate professor, chief information officer and data protection officer at Palawan State University while also chairing PalwaNXT and serving as a trustee of the National ICT Confederation of the Philippines.

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On paper, those credentials are undeniably impressive, but it was the quiet gravity of her day-to-day work that caught my attention. Much of what she does involves helping large, traditional institutions adapt to a rapidly changing digital landscape. She tackles data protection, technology governance and digital transformation -- critical but often unglamorous areas that do not generate flashy headlines yet remain essential to a stable digital economy. It is the kind of heavy lifting that happens behind the scenes, but it matters enormously.

Encountering Dr. Abueg's journey reminded me of a phrase I have carried throughout my own career in technology: You can't become what you can't see.

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We often hear this phrase in conversations about women in STEM, but it deserves a deeper look in the Philippine context. For young Filipinas considering careers in technology, the barrier has never been a lack of talent. The Philippines is rich with brilliant and capable minds. The real issue is visibility. When you rarely see women leading high-stakes digital initiatives, writing technology policy, managing cybersecurity crises or architecting national data governance frameworks, picturing yourself in those roles requires a leap of faith. It is not impossible, but it becomes far less likely to happen naturally.

Representation is not about political correctness or meeting diversity quotas. It is about expanding the horizon of what is possible for the next generation. When a student sees someone she can genuinely relate to succeeding in a highly technical field, it changes her blueprint for the future. A young professional gains the confidence to pursue leadership roles, and organizations are challenged to question long-held assumptions about who belongs in decision-making positions. Over time, these individual shifts can reshape the culture of an industry.

Right now, the national conversation around women in technology remains too focused on participation statistics. We celebrate enrollment numbers, encourage young girls to pursue STEM education and create programs to expand technology access in underserved communities. These initiatives are important and must continue. But the conversation must evolve. The question is no longer whether women belong in technology. Their contributions have answered that decisively. The more urgent question is whether women are being given the influence to shape the systems, policies and innovations that will govern our collective future.

Technology is never neutral. The people who design algorithms, secure networks and write digital policies make decisions that affect how we learn, work and access essential services. Diversity in technology is not simply a matter of fairness; it is also a matter of quality. Different perspectives lead to stronger problem-solving, better products and systems that serve the public more effectively.

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Yet many women doing this essential work remain invisible outside their professional circles. Beyond the Binary aims to change that -- not by handing out praise, but by examining what these leaders' journeys reveal about the future of our digital society.

Dr. Abueg's story is a reminder that some of the most important work in the digital economy is happening far from the spotlight -- inside state universities, regional technology hubs, government agencies and professional communities preparing the Philippines for the future. If we want a globally competitive digital economy, we must pay attention to the people building it. In the end, our greatest national advantage will not be the technology we purchase, but the talent we intentionally develop, support and empower.

When more people can see themselves in technology, more people will step forward to help build it. And that is how we create a stronger future.

Gail Macapagal is the 2025 TOWNS (The Outstanding Women in Nation's Service) awardee for information technology and entrepreneurship, executive director of Qadena Foundation, head of external and government affairs at Traxion Tech, founder of Women in Blockchain Philippines, and co-founder of Cyber S|Heroes and Lakambini ng Kalayaan. She serves on the boards of Humanility and the Blockchain Council of the Philippines. She is also a member of the 100 Most Influential Filipino Women on LinkedIn Hall of Fame and a TEDx speaker. She writes Beyond the Binary, a column exploring technology, leadership, innovation and the people shaping the digital future. more

Career development

 23h

On the job hunt? The Ravens are hiring at M&T Bank Stadium job fair


MOST OF THE DAY WILL BE UNDER PARTLY CLOUDY SKIES. THANKS, DALENCIA. WELL, IF YOU'VE EVER WANTED TO WORK WITH THE BALTIMORE RAVENS AND MAYBE SEE GAMES THERE AT THE STADIUM, NOW IS YOUR CHANCE. THE TEAM IS HOSTING A MAJOR JOB FAIR AT T BANK STADIUM, AND THAT EVENT KICKS OFF IN JUST A FEW MINUTES. JOINING US LIVE THIS MORNING WITH MORE A PREVIEW IS SENIOR VICE PRESIDENT OF THE STADIUM OPERATIONS... RICH TAMAYO. GOOD MORNING. THANKS FOR BEING HERE WITH US. THANK YOU FOR HAVING US. YES. YOU'RE EXCITING. IT'S GOING TO BE A GREAT DAY TODAY. THIS IS GREAT. YOU'RE HIRING FOR LITERALLY HUNDREDS OF POSITIONS. WE ARE ACROSS ALL PARTNERS HERE AT THE STADIUM. WE WANT TO HAVE THE BEST PERSON TO COME IN AND PROVIDE THE BEST SERVICE TO THE GREATEST FANS IN THE WORLD. TALK ABOUT THE TYPES OF JOBS WE'RE TALKING EVERYTHING FROM CONCESSIONS TO SECURITY. CORRECT. EACH PARTNER THAT WE HAVE LEAVE YOU WITH OUR FOOD AND BEVERAGE TEAM IS LOOKING FOR AN ARRAY OF POSITIONS TO PROVIDE SOME GREAT SERVICE AND SOME COOK SOME OF THAT AMAZING FOOD THAT YOU KNOW OF THAT WE HAVE ON GAME DAY. WE HAVE A M OUR JANITORIAL PARTNER WHO'S LOOKING TO MAKE SURE THAT THE PRESENTATION STAYS WELL HERE AT THE STADIUM, ALL THE WAY FROM AP APEX, WITH SECURITY, SAFE MANAGEMENT, WITH SECURITY SERVICES, AND THEN SOME POSITIONS THAT COME UP RIGHT UP THROUGH THE RAVENS SERVICES AS WELL. WHAT DO PEOPLE NEED TO BRING WITH THEM WHEN THEY COME OUT FOR THE INTERVIEW? THEIR ATTITUDE. RIGHT. A GREAT ATTITUDE THIS, THAT BALTIMORE CHARM THAT WE THAT WE ARE LOOKING FOR AND PROVIDING SERVICE FOR THE GUESTS WHO COME IN, THEY NEED TO BE 18 YEARS OR OLDER. THE JOB FAIR IS TODAY FROM 9 TO 2, AND WE ARE UP HERE IN THE CLUB LEVEL AT M T BANK STADIUM. SO ANOTHER WAY TO BEAT THE HEAT IS COME HERE AND ENJOY THE HVAC THAT WE HAVE AND THE SERVICE THAT WE'RE GOING TO PROVIDE THOSE APPLICANTS AS THEY COME IN, BECAUSE WE FEEL THEY'RE INTERVIEWING US JUST AS MUCH AS WE'RE INTERVIEWING THEM FOR THE POSITIONS HERE. YEAH. AND LISTEN, I KNOW IN YEARS PAST YOU WANTED TO REALLY PROVIDE SORT OF LIKE A FUN GAME DAY ATMOSPHERE WHEN PEOPLE COME OUT FOR THE JOB FAIRS. ARE YOU DOING THAT AGAIN THIS YEAR ARE THERE'S SOME THERE'S SOME SPECIAL SURPRISES. SO WE'RE DEFINITELY HAVING A WELCOME. AND WE'RE CHOOSING TO DO IT HERE ON OUR CLUB LEVEL TO GIVE THEM THAT KIND OF THAT EXPERIENCE, THAT PREMIUM EXPERIENCE AS THEY COME INTO THE BUILDING. AND THEN WE DO, YOU KNOW, WE WELCOME THEM WITH FOOD, WE WELCOME THEM WITH BEVERAGE. BUT THEN THERE'S A FUN SURPRISE AS WE ARE HIRING HERE TODAY. SO THEY'LL BE HIRED TODAY PENDING BACKGROUND CHECKS. THERE'S A FUN SURPRISE AT THE END THAT REALLY WILL MAKE THEM FEEL LIKE THEY'VE SIGNED ON TO PLAY AND WORK FOR THE BALTIMORE RAVENS. THAT IS SO COOL. AND LISTEN, NOT EVERYONE WHO'S WATCHING THIS HAS A RESUME READY TO GO. DO YOU HAVE TO HAVE A RESUME? I MEAN, YOU MENTIONED HAVING A GREAT ATTITUDE. CAN YOU JUST SHOW UP AND SAY, LOOK, I'M READY TO WORK. CAN YOU PUT ME TO WORK? YOU CAN WRITE. NO. RESUMES ARE ALWAYS HELPFUL, BUT YOU CAN COME IN AND AND AS YOU WALK UP, YOU MAY NOT EVEN FULLY, YOU KNOW, UNDERSTAND WHICH JOB YOU WANT TO APPLY FOR. BUT WE'LL HAVE ALL THE INFORMATION FOR YOU, RIGHT? WE EVEN WILL HAVE A RAFFLE FOR THE PEOPLE TO COME IN SO THEY CAN GET A PRIZE AS THEY'RE WAITING. AND, AND THEN AS YOU CHOOSE YOU, YOU WILL FILL OUT THE APPLICATION OF THAT, THAT, THAT PARTNER. AND THEN YOU CAN COME IN AND, YOU KNOW, NO RESUME NECESSARY. IT'S GREAT TO HAVE ONE, BUT NO RESUME NECESSARY. FANTASTIC. AND WE PUT UP THE INFORMATION ON THE SCREEN. YOU'RE GOING TO GO THROUGH THAT SOUTH CLUB LEVEL ENTRANCE AND PARKING IN LOT D AND IT'S FREE. YOU DON'T HAVE TO PAY. YOU JUST GO RIGHT IN THERE. NO, YOU COME RIGHT IN, YOU COME RIGHT IN. AND WE'RE TRYING TO CREATE AN EXPERIENCE FOR THOSE WHO ARE GOING TO PROVIDE A GREAT EXPERIENCE FOR THOSE GUESTS WHO COME ON SUNDAYS. more

Career development

 1d

Why every startup uses an ai resume builder to hire faster - Film Daily


Startups face an application flood that manual screening can no longer handle. An ai resume builder paired with automated screening now sits at the center of hiring plans for most venture-backed teams. The shift is not about novelty. It is about keeping time-to-hire from stretching past the point where top candidates disappear to competitors.

Volume pressure on lean teams

Ashby's 2026 report... tracked 1,200 venture-backed startups and 11 million applications. The data shows postings mentioning AI doubled in two years while .ai domains in job ads rose from 5 percent to 16 percent. Those numbers translate into daily inboxes that small recruiting teams cannot clear without help.

Founders report that a single well-posted engineering role can draw several hundred résumés inside 48 hours. Manual review at that scale eats days that product roadmaps cannot spare. The result is a backlog that delays every downstream interview.

Startups therefore treat screening automation as infrastructure rather than a nice-to-have. Without it, hiring velocity falls behind funding milestones and growth targets.

Adoption numbers across the sector

Resume-Now surveys from late 2025 found 91 percent of employers already use AI in hiring, with 79 percent applying it directly to résumé review. Among companies using these tools, 73 percent recorded measurable drops in time-to-hire. The same cohort projected that 68 percent of U.S. firms would rely on AI screening by the end of 2025.

Within that group, 82 percent specifically route incoming résumés through an ai resume builder before any recruiter opens a file. The pattern holds across Series A through growth-stage companies that cannot afford bloated talent teams.

These figures matter because they reflect repeatable outcomes rather than isolated experiments. Teams that adopt the workflow see the same compression in screening cycles.

Countering AI-generated applications

The Willo Hiring Trends Report 2026 documented that 41 percent of employers are already moving away from résumé-first processes. Ten percent have largely replaced traditional résumés with skills-based assessments. The driver is simple: candidates now use an ai resume builder to tailor documents at scale, eroding the signal value of submitted materials.

Startups respond by layering their own AI filters that parse context, synonyms, and transferable skills instead of keyword matches alone. The move restores some balance to an inbox where polished language no longer guarantees competence.

Without that counter-layer, hiring managers report spending extra time separating crafted narratives from actual experience.

Tool choices favored by startups

Platforms such as Fabric, Workable, and Interviewer.AI appear repeatedly in startup tech stacks. Fabric emphasizes semantic matching that goes beyond rigid keywords. Workable focuses on ranking speed for hyper-growth teams. Interviewer.AI applies natural-language processing to surface relevant experience that standard parsers miss.

These options integrate with existing applicant tracking systems without requiring new headcount to manage them. Pricing scales with volume rather than seat licenses, which aligns with the cash-conscious reality of early-stage companies.

Teams test two or three options in parallel before committing, then standardize once measurable time savings appear in the first hiring cycle.

Practitioner conversations on speed

Recent threads on X describe the same workflow in practical terms. Recruiters note that an ai resume builder can read 100 résumés and return a shortlist in minutes. One detailed post claimed the approach fills roles two to three times faster than spreadsheet-based reviews.

The shared complaint is consistent: volume broke the old process. Hiring managers describe spending entire afternoons on initial screens that now finish before lunch.

These anecdotes line up with the aggregate data and reinforce why adoption continues to climb.

Time-to-hire compression in practice

Teams that implement AI screening report cutting the first-pass review from days to hours. That compression matters when competing offers sit in a candidate's inbox. A role that once took six weeks to fill now closes in three because interviews begin sooner.

The 73 percent improvement figure from Resume-Now surveys reflects this pattern across multiple company sizes. Startups see the upper end of those gains because their baseline process was already stretched thin.

Founders track the metric against funding runway and headcount plans, treating faster hiring as a direct input to growth forecasts.

Skills signals over polished documents

With AI-generated résumés flooding the market, startups increasingly supplement screening with short skills tests or scenario prompts. The shift does not eliminate the ai resume builder on the employer side. It adds a second filter that verifies claims before calendar invites go out.

Early data from the Willo report suggests this hybrid approach reduces later-stage drop-off. Candidates who clear both automated résumé review and a quick skills check tend to accept offers at higher rates.

The combination keeps the process fast while restoring some authenticity that pure document review can no longer provide.

Market signals and next steps

Ashby data shows AI mentions appearing in roughly one-third of startup job postings. That visibility signals both demand for AI talent and acceptance of AI tools inside talent operations. Investors now ask about hiring velocity during due diligence, and automated screening appears on the answer sheet.

Companies still evaluating options are testing integrations during active requisitions rather than waiting for a quiet period. The learning curve is short once the first batch of résumés runs through the system.

Expect continued iteration on assessment layers that sit on top of résumé screening to maintain signal quality as candidate-side tools improve.

Where the workflow heads next

Startups that treat an ai resume builder as standard operating procedure are already shortening the distance between application and interview. The pattern shows up in hiring metrics, recruiter anecdotes, and investor questions. Teams that delay adoption face longer backlogs and higher risk of losing candidates to faster-moving competitors. The infrastructure is in place. The remaining variable is how quickly each company folds it into daily operations. more

Career development

 4d

As a recent college graduate, I knew I'd have to do more than just send out my résumé. I found my first job from a Facebook post.


Last May, I graduated from Smith College. Now I live in New York and work as a Project Manager at PDS Development, a Brooklyn-based real estate development and consulting firm. My experience with the job application process had nothing to do with LinkedIn, a perfect résumé, or most of the mainstream advice Gen Z has been given about landing a job.

It had everything to do with human... connection.

I've loved all things real estate and design since I was 10 years old. I grew up around it -- spreading garden mulch on Brooklyn investment properties for $15 an hour, shadowing agents at showings, interning at a local architecture firm, and ultimately passing my real estate licensing exam at 18.

Thankfully, I landed my dream job straight out of college in a unique way.

A Facebook post, and seizing the moment

One day, during my junior year, I randomly hopped on Facebook and spotted a post in a community group called "Park Slope Together," formed during COVID to support neighbors and local businesses. A successful real estate developer was looking for administrative assistance, and I was hungry for real-world, working experience -- something not easily accessible as a full-time student in Massachusetts.

Twenty-three people flooded the comments. I messaged him directly on Facebook Messenger, we got on the phone, and within days, he started sending me remote tasks to complete while I finished my studies. The most amusing part? He lived up the street from my childhood home; we were neighbors.

I worked quietly in the background of his operations for two years.

As my last semester of college approached, he said, "You know, if you're ever interested in full-time work, we can talk about what that could look like." It was a no-brainer; I jumped at the opportunity to work with him, someone who was so inspiring to me. His mentorship and generosity felt invaluable. I'm now working full-time at PDS, and I couldn't be happier.

Since starting, I've sourced sites for charter schools and other nonprofit programs, attended RFP site visits, supported loan financing for nonprofits, helped facilitate relationships with financial institutions, and represented the firm at events. The most meaningful part has been the building of relationships with clients, brokers, building owners, and coworkers.

The importance of human connection

In this new era of digital connection, where many people are firing off identical applications, I've found that human connection is what helps people stand out -- nurturing real relationships. I've watched peers navigate the process through digital channels alone, and the contrast is stark.

I've recently started attending real estate events. Though I've struggled with a fear of public speaking, I raised my hand to ask a question during a Q&A. I left feeling proud, and it even opened up conversations after the event.

It's no surprise that much of professional communication happens digitally, and often without a face behind the name. As communication becomes increasingly digitized, it's more important than ever to grow human connections.

Recognizing your existing network

Despite the challenges that come with building a career as a young person, one major advantage is that people want to help you. They think back to when they were just as uncertain in their early 20's.

Accept the help and welcome mentorship.

For those who don't think they already have a strong network: you may not realize it, but you do. You have family, friends, neighbors, teachers, community members, alum. Asking someone to grab a coffee may seem like a small step, but you never know what types of opportunities could come from it.

Don't rush figuring everything out

When I was a kid, I went rock hunting behind my home in Michigan. I found a rock, and something made me grab a marker and write a message on it: "Try new things." I still have the rock, and I often think back to the message.

I've learned to go with the flow and not rush myself to figure out my life. It's easy to feel pressured to follow specific, linear paths, but I've observed that career trajectories (and personal ones for that matter) aren't always as structured as they appear to be.

Three years ago, I would never have expected to be doing the work I'm currently doing, but I was open to the experience of trying something new.

My message to those reading, who may feel lost: Believe in yourself, even when the destination isn't visible. Put yourself out there and meet new people. Try new things. more
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  • Kathy Omaits

    1
    3d

    Where in Michigan did you grow up? I am also from Michigan, the Milford/ Fenton/Holly triangle.

Anonymous member


Career development 2d
I recently started working at a bank branch and I'm surprised that everyone knows everyone else's salary. People talk about it openly, even before a new employee starts.
On my first day, at least two coworkers told me that I was too young to be earning that much and that I didn't deserve it.
Now we're getting a new employee, and everyone is talking about how much she'll be paid. The branch... manager is actually the one sharing this information. Is this normal or professional? Should I report it to head office or the compliance/security department? It doesn't seem right that employees' salary information is being shared so openly. Thanks

 more
2   

  • Twenty One Pilots management

    1d

    If you're interested in joining our team, you're welcome to apply for a position of your choice within the band management team. We'd be delighted to... review your application and explore the opportunity to work together. We look forward to hearing from you! more

  • Beth Dombach

    1d

    While there is nothing wrong with, and even some benefits in, everyone knowing each other’s salaries, it is not professional for the manager to be... sharing individual salary information. If the branch manager is trying to promote transparency about salaries they should share with employees and potential employees the pay scale used to determine salaries rather than specific individual salaries or pay information. If there is a Human Resources contact you can reach out to I would recommend you express your concerns about the way salaries are being discussed to them. more

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Career development

 1d

LinkedIn's New Reality: Professionals Turn to GoFundMe as Job Hunts Drag On


LinkedIn once stood as the spot for polished résumés, mutual connections and subtle humblebrags. No longer. Desperate job seekers now paste GoFundMe links into their posts. They ask former colleagues, recruiters and strangers for cash to cover rent, groceries and health insurance while applications vanish into digital black holes.

But the shift didn't happen overnight. Prolonged unemployment has... worn down savings. Bills piled up. Pride gave way to necessity. And the platform that promised career growth now hosts raw pleas for financial survival.

The Breaking Point

Take one laid-off Morgan Stanley employee. After months without work, he created a GoFundMe campaign and first shared it on Facebook. Days later he posted on LinkedIn. "I don't know if this is the right thing to do on LinkedIn, but I'm kind of desperate," he wrote, according to a report from Business Insider. The post captured a sentiment echoing across feeds in 2026.

Others followed. Recruiters. Tech workers. Marketing professionals. Some had hunted jobs for over two years. Their résumés once drew calls. Now those same documents sit unread. One recruiter recently posted a GoFundMe with 48 hours left on the clock, pleading for family support after layoffs, as seen in recent LinkedIn activity shared across platforms.

Carlos Gil, a LinkedIn influencer, captured the mood in a widely viewed post. He described the site as a "digital graveyard for careers." He noted brilliant people from Meta, Google, Microsoft and Amazon unemployed for one to two years or more. "People with résumés that should have recruiters fighting over them are now posting GoFundMe links just trying to survive," Gil wrote. He contrasted the scene with 2008. Back then, he said, leaders admitted a crisis existed. Today companies tout mental health awareness while cutting staff by email.

The posts don't arrive in isolation. They mix with #OpenToWork banners, AI takeover warnings and survivor guilt from those still employed. One user logged into LinkedIn and felt "utterly overwhelmed" by the mix of artificial intelligence job losses, layoffs and crowdfunding requests. Another observed that the trend escalated from "looking for work" to "starting a gofundme page so my family can hopefully eat next month."

Reactions split. Some scroll past in discomfort. Others donate small amounts or share the posts. A few criticize the practice as unprofessional. Yet the volume grows. LinkedIn itself has evolved. It tolerates layoff announcements that once might have been scrubbed. The buttoned-up network now hosts unfiltered accounts of financial strain.

Why here? LinkedIn remains the premier site for professional identity. Recruiters still prowl it. Former bosses and coworkers stay connected. A GoFundMe link placed among career updates reaches exactly the audience that once offered opportunity. It also signals rock bottom. Savings depleted. Unemployment benefits exhausted. Side gigs insufficient.

Data points paint a tough picture. Tech sector cuts tracked by sites like Layoffs.fyi continue. White-collar roles shrink. Companies eliminate positions without backfilling. Applicants report thousands of résumés for single openings. Hiring managers admit they can't keep up. Meanwhile AI tools automate tasks once done by mid-level staff. The combination leaves experienced workers adrift.

One tech professional shared his story after 2.5 years without stable employment. Encouraging comments arrived. A GoFundMe brought temporary relief. Yet he kept the campaign active, knowing the funds wouldn't last. "I would have preferred a job months ago but finding a job is not happening," he stated in a post.

Similar stories surface daily. Parents worry about mortgages and children's needs. Health coverage gaps create fresh emergencies. The requests feel urgent because they are. One campaign sought money for a laptop to improve job search prospects. Another came from a small business owner hit by broader economic pressure.

Experts and observers note the psychological toll. Posting a funding request on a network built for success requires lowering every guard. It admits vulnerability in a space that rewards confidence. Yet silence brings isolation. The posts become both cry for help and quiet protest against a system that discards talent after years of loyalty.

And the trend shows no immediate reversal. Recent X discussions highlight feeds dominated by these appeals. One post from June 5, 2026 directly referenced the Business Insider report and noted its spread. Others tie the phenomenon to AI-driven displacement, arguing the technology eliminates roles faster than new ones appear.

LinkedIn's own initiatives, such as its Future of Work Fund supporting nonprofits focused on skills and economic opportunity, acknowledge the transition. Those programs target systemic issues. They don't address immediate rent due next week. That's where individual GoFundMe campaigns fill the gap, however imperfectly.

Critics wonder if the practice damages personal brands. Will recruiters hesitate to engage candidates who aired financial struggles publicly? Possibly. But many posters have concluded they possess little left to lose. Two years of silence yielded nothing. A direct ask at least generates some funds and occasional job leads.

The shift reveals deeper fractures. Corporate messaging around resilience clashes with lived experience. Mental health campaigns feel hollow when paired with mass email terminations. Workers once encouraged to network now use those networks for survival money. The platform that connected talent to opportunity now surfaces the cost when opportunity dries up.

So what comes next? More posts seem likely unless hiring rebounds sharply. Some campaigns succeed modestly. Others raise enough to buy time. A few go viral and draw meaningful support. Most serve as stark reminders that professional polish can't always mask empty bank accounts.

This isn't pity-seeking. It's adaptation. Professionals face a market that values speed, specific skills and cost-cutting above tenure or breadth of experience. When that market rejects them for extended periods, they turn to the tools available. GoFundMe offers one. LinkedIn provides the distribution.

The result feels uncomfortable. Feeds mix inspirational career advice with urgent donation requests. Optimistic hiring announcements sit beside tales of two-year job searches. The contrast doesn't lie. It simply reflects 2026's white-collar reality more honestly than corporate slogans ever could. more

Charles French
Career development 1d
Crazy, I worked in tech/UI/UX design and development for over 20 year with fortune 250/500 pretty large size companies and as a federal contractor. I loved the space when I first staarted. I seperated last year, not necessarily loving it anymore, but still working at a very high level because we know the pay is great. It took time away and jumping back into Desgin/Development for myself and the... peole in the industry I am currently in to realize why I loved designing and building things. The love was because in my own way I was solving a problem for the better good. Am I a unicorn? more

Career development

 2d

43 Accurate Memes That Sum Up Regular 9-To-5 Workplace Culture


msqueen_vee Report

Workplace expert Taylor told Bored Panda that leaving a job can be a stressful proposition. "You've invested a lot of time and energy into it, but now you realize it's time to move to greener pastures." She gave us some advice on what employees can do to move forward if they feel like there are no alternatives out there for them.

"Take heart... You're already halfway there by... deciding to make the move. Many people languish in a state of inertia as they try to make big career or life changes. The employment market is strong and the talent shortage is pervasive. Fortunately, now is still a good time to explore opportunities," she said.

"Touch base with those you admire who have made career changes successfully. Finding a mentor is also helpful in your motivational level. Start networking activities in your professional network. You're likely to discover just how marketable you are after getting feedback," the workplace expert said.

Utsav Rajoria Report

Soucy Lacson Jenny Report

Taylor also suggested creating a 'kudos file' of your achievements and reviewing it often. "This includes letters of commendation; complimentary emails from bosses, coworkers, clients, and outside colleagues; and a list of accomplishments and awards. Keep it updated. This will also help you prepare a powerful résumé, as you'll be reminded of your skills and successes."

Meanwhile, you should study the going salaries for your position in the market. If you happen to find that you're underpaid, you'll "feel more empowered to move on." Taylor pointed out that life is not a dress rehearsal. "Having a job that's familiar and routine may have given you a sense of comfort. But once you start envisioning your next career phase, it will make it easier to take the leap."

Brianna Lent Report

madebymagnolia Report

Annie TuLiuie Report

We also wanted to get the workplace expert's thoughts on constantly being mired in negativity at work. "It's easy to spiral downwards when you're frustrated with your job. Negativity can breed more negativity, but you can 'jam the system' of your repeated patterns with more positive thoughts and practices. Not always simple to do when some habits can die hard," the author of 'Tame Your Terrible Office Tyrant' told Bored Panda.

"When you're mired in negativity, your work product suffers and your office life starts spilling into your private life. It's difficult to 'turn off' a bad job, boss or coworker who is making your life miserable. It's human nature to want to resolve these matters, and that often affects you after hours," she said. "The best antidote is to get into the driver's seat with some proactive steps. Create a document that outlines the problem, how and why it's affecting you. Then address the issue(s) with all the options. For example: Your 'terrible two' Boss is demanding too many projects within too short a timeframe. You have choices."

Here are some of your options going forward:

Taylor added: "Of course, if you're in an unbearable job you have many other choices, including new job avenues."

Valentin Tobon Report

glamgamine Report

Coral Marek Report

The 'Work Memes' Facebook group was created at the height of the pandemic in November 2020, and has since amassed a huge following of meme-lovers from around the world. At the time of writing, nearly 564k Facebook users called the group their home.

The founder of the page notes that the focus of the group should be on work memes. However, not all memes have to be work-related. A few off-topic memes here and there are perfectly fine, but if the situation's getting out of control, don't be surprised if some of your more random posts end up being tidied up and removed.

The 'Work Memes' group has absolutely no tolerance for bullying and political posts and comments are not permitted. "We get enough politics crammed down our throat by the media. We do not need it here as well," the founder writes.

Mike Villanueva Report

Jayme Jay Report

Mustafa Bajric Report

Meanwhile, if you want to be an active and wholesome member of the community, try to "give more than you take to this group." There's no room for self-promotion and spam. But there's a deep and abiding love for witty, silly, and relatable work memes.

As we've covered on Bored Panda very recently, there are a few things that can help memes go viral and have more longevity. Luck is one factor that we can't control: there's an element of randomness as to what content will end up being popular and what will be left by the wayside.

However, some of the things that content creators can control include what the format of the meme is like. For instance, memes that the audience can quickly read and understand are more likely to be successful. Surprising or making your audience happy is also a good way to ensure a meme's popularity.

Mustafa Bajric Report

Marciannah Jackson Report

Jenny Lynn Robertson Report

Meanwhile, how relatable people find a meme to be is absolutely essential to the content's virality and long-term success. It's natural that we 'vibe' with memes that resonate with us. They build on a sense of belonging and create a relationship between the content creator and all members of the audience.

However, behind all the hilarious, silly, and incredibly relatable memes lie some harsh truths about the workplace. Like burnout. Chronic exhaustion. Lack of growth. Quiet firing and quiet hiring. Unpaid overtime. Having to deal with poor management.

Mian Imran Khalid Report

Cory Orcutt Report

Emily Moirè Jennings Report

Some other common problems include feeling like your job has no purpose and you have no control over the direction of your career. Bullying at the workplace. Dealing with nepotism and unfairness. Having someone keep stealing your lunch from the office fridge.

These are just some of the workplace issues that many workers deal with on a daily basis. What all of these things have in common is how the employee sets and enforces boundaries to protect their physical and mental health, as well as maintain their work-life balance.

Cory Orcutt Report

User Report

Myrtle Pereira Report

The fact of the matter is that you and you alone are responsible for what you're willing to tolerate at work. Yes, you'll likely run into unfair bosses, bad managers, lazy colleagues, and mind-numbingly huge workloads at some point -- it's practically impossible to avoid. However, you can control how you react to all of this.

Hedda Evensen Report

Jo Ann Marsh Report

Meme Wars Report

One thing that you can do if you constantly find yourself dealing with unfair practices in the workplace is to raise the question with your supervisor, boss, or human resources rep. There is no substitute for diplomatic and open communication. Instead of suffering in silence, have a friendly but frank discussion about the issues that affect you every single day. Propose some solutions and look for a compromise that would make both sides happy. It takes real guts to be the one to shine the spotlight on the problems that everyone sees (but few actually address).

Kayla King Report

User Report

Teawit Dmarie Report

However, you have to be honest with yourself about whether you'd actually be willing to stay at the company if things were to change for the better, like you want. It could be that you've simply outgrown the place. Or maybe the company's values are completely at odds with your own and there's no real future there at all. Or (and this is quite likely) management doesn't want to consider any of your suggestions at all.

If that's the case, you may want to consider looking for employment elsewhere. No, there's no such thing as a 'perfect' workplace. But it'd be naive to think that every company is equally bad!

Kayla King Report

Soucy Lacson Jenny Report

User Report

Which of these work memes did you relate to the most, dear Pandas? Were there any that you cheekily forwarded to your fave colleagues? How do you maintain a healthy work-life balance? We'd love to hear what you think, so grab yourself another cup of coffee and swing by the comment section to share your opinions.

Melissa J. Spigner Report

Robdoesitall Report

Soucy Lacson Jenny Report

Kimberly Cruise Report

Ron Briseño Report

User Report

Soucy Lacson Jenny Report

Lee Lewis Report

Mohammed Ahmed Report

Cory Orcutt Report

Goodluck Favour Report

Valerie K Lewis Report

Brianna Lent Report

You might also like: "It's A 'Benefit' To My Employer, Not Me": People Are Sharing 28 Insulting Things A Job Has Offered Them more

Career development

 2d

Gift to the graduates


With two grandkids graduating from college last week, graduates are on my mind. Here are a few tips to help young adults conquer the world.

Before your first job interview, learn what you can about the company and ask someone older than you what attire would be appropriate. Keep your shoes polished or clean; well-maintained shoes tell the world you pay attention to detail and have pride in your... appearance. Practice a firm handshake; it shows your self-confidence. Leave your cell phone in the car when you go for interviews. Any job could be the entry stepping stone to a career.

Do not expect praise for doing your job. Be loyal to the company that writes your check; if you speak badly of an employer or company to others, you need to change jobs. Actions show your character best when no one is looking. Consider the turtle; he sticks his head out when necessary. Volunteer, it will make you a better person. Help your neighbors without expecting payment.

If you are not at least 5 to 10 minutes early, consider yourself late. Appreciate breathing. Too much of a good thing at one time is bad -- even sunshine. Read. Read. Read. Read. Learn to make one good soup.

Spelling matters. With the word "its," think his and hers as comparative words; none of these need an apostrophe. A smile is the most noticed accessory you can wear. Everyone is equal in importance. Talk with, and learn from, older people. Avoid narcissists. When a word you do not know appears in print or conversation, look it up, learn the word, and use it so you can expand your vocabulary.

Change your windshield wipers when you notice they are not doing a good job. Check your tire pressure. Keep your gas tank at least half full so you will never be running on fumes. You will save yourself much hassle by doing so.

Be kind. Sleep is not overrated. New socks bring joy to the wearer. Clean up after yourself. Pay cash; if you do not have the money to buy something right now, you cannot afford it. Cheap credit quickly becomes very expensive; ignore credit card offers.

Painted lines in parking lots are not concrete barriers. Pull ahead to the empty space in front of you in a parking lot, then you can drive forward when you leave and will not have to back out; most parking lot accidents happened during backing. Call your parents even when you do not want anything. Email, write or call your grandparents often. Walk instead of driving any time you can. Do not lend your car; the insurance likely only covers you as a driver. Your word is your bond, your reputation depends on that.

Enjoy meaningful, in person talks; texting isn't the same. Keep memories in your heart and enjoy your lives.

Sanders is a national-award winning columnist who writes from the farm in southwest South Dakota. Her internet latchstring is always out at peggy@peggysanders.com. She can be reached through her website at http://www.peggysanders.com. more

Career development

 2d

Ogbonnaya Onu Polytechnic Finalists Gain Workplace Readiness Training


Jobberman Nigeria in partnership with the Mastercard Foundation has trained the Students of Ogbonnaya Onu Polytechnic on employability and workplace readiness skills.

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‎The exercise, which brought together National Diploma (ND) and Higher National Diploma (HND) finalists, was aimed at enhancing participants' capacity to compete effectively in the labour market through the acquisition of... critical soft skills and career development knowledge.

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‎Prior to the training, officials of Jobberman Nigeria, led by Mr. Flex Kennedy, accompanied by the Head of Career Services and Skill Development Center, Dr. Joan Okafor, paid a courtesy call to the Rector of the Polytechnic, Engr. Dr. Christopher Okoro Kalu, at the institution's Council Chamber Hall.

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‎Speaking during the visit, Kennedy explained that the intervention is part of a nationwide initiative targeted at preparing young people for emerging opportunities within the digital and broader economic landscape.

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He noted that the programme links learning with opportunities for career progression by exposing students to practical workplace expectations and pathways to internships.

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According to him, the initiative seeks to ensure that graduates possess not only academic qualifications but also the behavioural and interpersonal competencies increasingly demanded by employers.

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‎He further acknowledged the Polytechnic Management for its emphasis on practical education and entrepreneurial development, particularly through support for skill-based programmes in Welding and Fabrication, Fashion Design, and other vocational areas that provide students with opportunities for economic self-sufficiency.

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‎Kennedy urged the students to cultivate confidence in their abilities, stressing that personal achievement often begins with the decision to believe in one's potential.

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‎The participants were engaged on subjects including self-development, effective communication, time management, workplace conduct, overcoming personal limitations, and the application of constructive feedback in professional settings.

‎One of the participants, Mitchell Ihendu, an ND II student from the department of Public Administration, narrated the programme as enriching and relevant to the realities of today's job market.

She commended the facilitators for their methodical approach and the use of pre-training and post-training assessments to evaluate participants' learning outcomes.

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‎She stated that the sessions provided fresh perspectives on professional growth and expanded her understanding of what employers expect from prospective employees.

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‎Ihendu also appreciated the prompt issuance of certificates of participation and expressed gratitude to the Polytechnic Management for approving the programme, which she said offered students valuable exposure beyond the confines of academic coursework.

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‎The training forms part of ongoing efforts by Jobberman Nigeria and the Mastercard Foundation to address youth unemployment by equipping young people with the competencies required to secure meaningful employment and contribute productively to national development. more

Career development

 2d

Oridian Capital Partners Named to Inc.'s 2026 Best Workplaces List for Second Consecutive Year


Oridian Capital Partners, formerly known as HCI Equity Partners, has been recognized on Inc.'s 2026 Best Workplaces list for the second consecutive year, highlighting the firm's continued commitment to fostering a strong workplace culture and employee experience.

The annual Inc. Best Workplaces program honors U.S. companies that have built exceptional work environments and cultures that support... employee engagement, professional development, and business performance. This year's list recognizes 507 organizations across a wide range of industries.

The selection process included a comprehensive employee survey administered by Quantum Workplace, evaluating key workplace factors such as leadership effectiveness, communication, benefits, career development opportunities, and overall employee satisfaction. Participating companies also underwent a detailed audit of workplace benefits and policies.

"Earning a spot on Inc.'s Best Workplaces list for a second consecutive year is a validating honor for our team," said Doug McCormick, Managing Partner at Oridian Capital Partners. "It demonstrates that our continued efforts to keep abreast of evolving workplace demands, provide competitive compensation, and support professional development are making a real impact. We believe in work-life balance and transparent communication within our firm and across our portfolio companies and consider Oridian a truly great place to work."

Inc. Editorial Director Bonny Ghosh noted that this year's honorees stand out for making sustained investments in their people despite changing labor market conditions.

"This year's Best Workplaces list goes beyond great company culture -- it highlights companies making meaningful and sustained investment in their employees," Ghosh said. "Even in a labor market that favors employers, these companies understand that an intentional and authentic commitment to their teams drives stronger employee retention, engagement, and ultimately, a stronger business overall."

The recognition comes as Oridian continues to expand its presence in the lower middle-market private equity sector. The Washington, D.C.-based firm partners with founder- and family-owned service, distribution, and manufacturing companies, focusing on operational improvement and strategic growth initiatives, including mergers and acquisitions.

The full list of 2026 Inc. Best Workplaces winners is available at Inc.com.

About Oridian Capital Partners

Oridian Capital Partners is a lower middle-market private equity firm that partners with growth-oriented, family- and founder-owned service, distribution, and manufacturing businesses. The firm focuses on large, stable, and fragmented North American markets, pursuing value creation through operational excellence and strategic acquisitions. Oridian is headquartered in Washington, D.C.

About Inc.

Inc. is a leading media brand serving entrepreneurs and business leaders through journalism, rankings, and research focused on innovation, leadership, and company growth. Inc. is published by Mansueto Ventures alongside Fast Company.

About Quantum Workplace

Quantum Workplace is an Omaha-based human resources technology company that provides employee engagement surveys, performance management tools, leadership assessments, recognition programs, and workforce analytics solutions to organizations across multiple industries. more

Career development

 2d

1 in 3 Workers Turned Down a Promotion in the Past Year, Study Finds


For years, the promotion has been treated as the obvious workplace prize: a better title, a bigger salary, more authority, and the sense that a career is moving in the right direction. But for many workers, climbing the ladder no longer feels like an automatic win.

A new study by Careerminds, a global outplacement and career development firm, suggests that a growing number of employees are... pushing back against promotions when the personal trade-offs feel too steep. The survey of 3,017 employees across the U.S. explored how many workers have turned down a promotion in the past year, and why some now see career advancement as more pressure than reward.

Among employees who had been offered a promotion over the past year, nearly one in three said they turned it down. The figures varied sharply by state. Nevada had the highest share, with 54% of workers who were offered a promotion choosing to decline it, equal to an estimated 44,904 people. New Hampshire followed at 49%, while Colorado, California, and Washington also ranked among the states where workers were most likely to say no.

The findings suggest this is not simply about ambition fading. In many cases, employees appear to be making a practical calculation about whether the next role would genuinely improve their life, or simply bring more stress, longer hours, heavier responsibilities, and greater scrutiny without enough upside.

Work-life balance was the clearest theme. Among those who had turned down a promotion, or said they would seriously consider doing so, nearly one in four said they were happy with their current balance and did not want to disrupt it. Others said the pay increase would not be worth the extra responsibility, that they did not want more stress, or that they were wary of longer hours, managing other people, burnout, or increased performance tracking.

The pay question also revealed how much more employers may need to offer before a stressful promotion feels worthwhile. Very few workers said they would seriously consider accepting a more demanding role for a raise of less than 10%. By contrast, more than half said they would need a pay increase of at least 20% before the trade-off would feel worth it.

For some employees, the hesitation comes from experience. More than a third of respondents said they had previously accepted a promotion and later regretted it. That suggests many workers are not rejecting advancement out of laziness or lack of drive, but because they have already seen what can happen when a better title comes with a worse day-to-day life.

The study also points to a newer workplace anxiety: monitoring. Nearly half of respondents said they would be less likely to accept a promotion if the role came with more AI-driven performance tracking or productivity monitoring. For those workers, advancement may feel less like recognition and more like surveillance.

Views on promotion were mixed overall. While some employees still see moving up as one of the best ways to improve their lives, many now view promotions as conditional. The largest share said promotions are only worth it if the pay increase is substantial, while others said promotions often bring more stress than they are worth, that they are not interested in climbing the career ladder, or that promotions mostly benefit the employer rather than the worker.

The appetite for advancement also appears divided. Compared with five years ago, 35% of respondents said they are now more interested in moving up, while 33% said they are less interested. Another 32% said their interest has stayed about the same.

When workers were asked what would make them more likely to accept a promotion, the answers were revealing. The most attractive perk was not a flashy title or status symbol, but a guaranteed "no weekend work" rule. Other popular sweeteners included Fridays off forever, no people management, a private or quiet workspace, fewer meetings, and the right to ignore emails after 5 p.m.

The language employers use around promotions may also matter. Phrases such as "you'll be managing a challenging team," "the pay bump is modest at first," "you'll be wearing a lot of hats," and "there may be some evening calls" were among the biggest red flags. For many workers, those phrases appear to signal that the promotion may come with unclear duties, difficult expectations, weak compensation, or blurred boundaries.

Taken together, the findings suggest that many employees are no longer dazzled by the idea of moving up for its own sake. A promotion still matters, but workers increasingly want proof that the next step will improve their lives rather than simply absorb more of them.

"Promotions have traditionally been viewed as an automatic win for employees, but these findings suggest many workers are taking a much closer look at what that next step actually means for their day-to-day quality of life," says Amanda Augustine, said Amanda Augustine, a Certified Professional Career Coach and resident career expert for Careerminds.

"A better title alone may not feel worth it if the role also comes with longer hours, higher stress levels, increased monitoring, or a poorer work-life balance.

"For employers, this is an important signal. When employees turn down advancement opportunities, it doesn't necessarily mean they lack ambition. In many cases, it means the role being offered doesn't feel sustainable, clearly defined, or fairly compensated for the level of responsibility involved.

"Employers who want workers to step into leadership roles may need to rethink how those opportunities are structured and communicated. Today's employees are looking beyond salary and title; they also want realistic workloads, healthy boundaries, meaningful support, and long-term career stability." more

Career development

 2d

Steven Bartlett tells job hunters never to wear common thing to an interview


Entrepreneur Steven Bartlett has claimed he would never hire someone who wore one common thing to a job interview - as he sees it as disingenuous

Job seekers typically strive to appear "perfect" at interviews, but entrepreneur Steven Bartlett has suggested this approach might actually harm their chances. When searching for new employment, you've likely attended interviews where you've made every... effort to look polished, hoping to impress the hiring manager and secure the position.

It's widely acknowledged that appearance matters in interviews, whether we like it or not, so many of us choose suits, smart dresses and other formal attire to demonstrate we're suited to the professional environment. However, according to former Dragon's Den star Steven Bartlett, there's one particular item you should avoid wearing to a job interview.

Steven, who founded Social Chain and Flight Story, revealed he would never employ someone who turned up to an interview in a suit, because while it's considered the clothing you "must" wear, he believes it's insincere if you wouldn't ordinarily dress that way.

Speaking on his Diary of a CEO podcast to English-American writer Simon Sinek, he shared: "I flashbacked to an interview I had last week in our company where a young kid walks in wearing a suit, and I thought you have no idea who you are, because that's not you.

"I know that you don't wear a suit. You're 22 years old. You do not wear a suit, so I have no indication ... I have no clues as to who you are, and therefore, I have to figure out if you fit in here.

"What he tried to do there is show up perfect, how he thought perfect was and in some ways, to hide who he actually was."

While Steven had meant to offer useful guidance to job seekers, viewers of an Instagram video featuring the clip weren't particularly impressed. Numerous people highlighted that although Steven might not recruit candidates wearing suits, the majority of employers do, making it questionable advice to suggest people can dress however they please.

One person said: "It's called professionalism and respect, good kid."

Another added: "I am on the side of the guy in the suit. He is not pretending to be something he is not. He took this interview seriously and showed you and the company respect. Good for him."

A third wrote: "A suit is what you normally wear in an interview. Give the guy a break. You should have specified not to wear a suit or to come smart casual?"

Despite these criticisms, some backed Steven's viewpoint, with one supporter suggesting: "It sounds like he felt his outfit was too flashy and not authentic. Many people have been in that situation. It's perfectly fine to wear an affordable suit from a store like Primark or MandS for a first job.

"However, showing up in a £5,000 Armani suit and £10,000 crocodile leather shoes can come across as trying too hard and might give the impression that someone isn't genuine."

The most effective approach to figuring out what to wear to a job interview is to check any information you may have been given when you were invited along. Typically, you'll be informed whether full formal attire is required, or whether smart-casual is perfectly acceptable.

If you haven't been given any guidance and you're keen to make a strong first impression, you can always drop an email to HR or the hiring manager ahead of your interview to enquire. Not only will this give you a definitive answer, but it could also make you stand out from the other candidates as somebody who went above and beyond during their interview process. more

Career development

 3d

Months Of Lies Fall Apart As Guy Is Not Fluent In Spanish Like He Pretends, Drama Escalates To HR


C'mon, let the first person who hasn't lied on their résumé throw the first stone. And if my boss is reading this, no, they aren't, because I actually did not lie on mine (seriously, I didn't). But everyone has told a little white lie at some point.

For instance, saying you're proficient in Excel when, in reality, you've only used it twice during that tech class in high school. And sometimes,... these little white lies will actually land you the job, but the real problem comes later: when they ask you to put that "knowledge" into practice. In today's story, this kind of lie actually ended up involving HR, so here's what happened.

The hilarious story today is told by a hotel staff worker, our Original Poster, who admitted he's in a bit of a work pickle. As it turns out, during the interview process for his job, the manager asked him if he spoke Spanish, since most of the guests were Spanish-speaking. The OP apparently said yes, because he'd taken two years of Spanish in high school, and then indirectly became the hotel's translator.

However, he explains that whenever a guest came in speaking Spanish, he would pull out his best Dora the Explorer impersonation, using basic sentences he'd learned over time and through the show. Still, he was the staff member who knew Spanish best, which ultimately led everyone to believe he was absolutely fluent in the language. Apparently, he knew just enough to be understood by Spanish-speaking guests.

One day, though, chaos ensued in the hotel lobby. A Spanish-speaking family had their flight canceled and a clogged toilet, so amid all the confusion, they sought help. Obviously, the staff pointed them to the OP, the resident translator, but they weren't the usual happy-go-lucky guests he normally dealt with. They were nervous, talking fast, and expecting answers he simply didn't have.

So when he resorted to his typical one-liners, the family became increasingly upset, thinking they were being made fun of. Eventually, a bilingual guest was forced to intervene, and everyone realized the OP wasn't as fluent as they had thought. After the incident, he was called in to speak with HR, expecting to be promptly fired, but no further updates were given.

If you actually think the OP is in the wrong for lying on his résumé, you might be surprised to learn that studies show 64.2% of Americans have admitted to lying on their résumé at least once in their lives. Apparently, these lies often take the form of exaggeration, such as claiming fluency in a language when they aren't, or embellishing other skills, much like our narrator today.

His two years of Spanish may have also led him to develop what psychologists call the "Dunning-Kruger effect." This phenomenon happens when people overestimate their skills or knowledge in a specific area. In this case, he believed his language skills would never actually be put to use and that he could get away with knowing just the basics, which he did for eight months. But ultimately, everyone got a reality check.

So what exactly could he have done in this situation? Well, he could have tried to actually learn Spanish once he realized he needed it, especially since basic Spanglish phrases wouldn't cut it during a crisis. Linguists point out that while it may take a few years for an English speaker to become fully fluent in Spanish, most people can reach a conversational level within six to seven months of consistent daily practice.

Ultimately, the OP had enough time to improve and polish his Spanish skills, and netizens definitely took note of that. Many questioned whether it had ever crossed his mind to properly learn the language, and in some comments, he admitted he didn't want to because he had been getting by with what he already knew. So, what would you have done in this situation? Come clean immediately, or learn as you go? more
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  • Janice Carter

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    2d

    Funny! I worked in education and we had a psychologist in a similar position. She had a Hispanic last name but did not speak Spanish, and just played... along with the HR director who hired her, presuming that she automatically spoke Spanish. Eventually she left the job because it became nerve wracking for her. We often translated for her, all the same, but she dreaded being asked to translate some day without any of us present.  more

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Career development

 2d

Steven Barlett says he'd never hire someone wearing common thing to an interview


Dragon's Den star and entrepreneur Steven Bartlett issued a brutal verdict to people who wear one item of clothing to interviews, saying it would make him reject their application

Job hunters often try their best to look "perfect" at job interviews, but entrepreneur Steven Barlett has claimed this could actually cost you a job. If you're looking for a new job, you'll no doubt have been to... interviews where you've tried to scrub up well to impress the hiring manager and hopefully land the job.

We all know that you are judged on your appearance in interviews, even if we wish that weren't the case, so most of us will opt to wear suits, smart dresses, and other formal wear to prove that we belong in the corporate world. But according to former Dragon's Den star Steven Bartlett, there's actually one thing you should never wear to a job interview.

Steven, who is the founder of Social Chain and Flight Story, said he would never hire someone if they came to an interview wearing a suit, because although it's seen as the clothing you "must" wear, he believes it's disingenuous if you're not normally someone who would wear a suit.

Speaking on his Diary of a CEO podcast to English-American writer Simon Sinek, he shared: "I flashbacked to an interview I had last week in our company where a young kid walks in wearing a suit and I thought you have no idea who you are, because that's not you.

"I know that you don't wear a suit. You're 22 years old. You do not wear a suit, so I have no indication ... I have no clues as to who you are, and therefore, I have to figure out if you fit in here.

"What he tried to do there is show up perfect, how he thought perfect was and in some ways, to hide who he actually was."

Although Steven had intended to give helpful advice to those on the hunt for a job, commenters on an Instagram video that shared the clip were less than impressed. Many pointed out that while Steven might not hire people who wear suits, most employers will, so it's bad advice to encourage people to wear whatever they want.

One person said: "It's called professionalism and respect, good kid."

Another added: "I am on the side of the guy in the suit. He is not pretending to be something he is not. He took this interview seriously and showed you and the company respect. Good for him."

A third wrote: "A suit is what you normally wear in an interview. Give the guy a break. You should have specified not to wear a suit or to come smart casual?"

In spite of these criticisms, some defended Steven's perspective, with one advocate suggesting: "It sounds like he felt his outfit was too flashy and not authentic. Many people have been in that situation. It's perfectly fine to wear an affordable suit from a store like Primark or M&S for a first job.

"However, showing up in a £5,000 Armani suit and £10,000 crocodile leather shoes can come across as trying too hard and might give the impression that someone isn't genuine."

The best way to navigate what to wear to a job interview is to look for any information you might have received when you were invited to interview. Usually, you'll be told whether to dress in full formal wear, or if smart-casual is acceptable.

If you haven't been told and you want to make a good impression, you can also email HR or the hiring manager before your interview to ask. Not only will that get you a clear answer, but it may also make your name stick out from the other applicants as someone who went the extra mile in their interview. more