Career development

Jamie Bowen

4d

I hired a new team member, he’s about 40. At the interview he seemed polite and easy to talk to, and for the first two weeks he worked well with clients. But lately he’s been getting more and more irritable, and even started snapping at customers. I understand he might be tired from a new job, but I’m not sure, will he settle down soon? Or will it get worse, and should I start looking for someone... who handles people better?
What do you think?

more

3

Tawanda Porter
3h
Even though you are leadership, sometimes boundaries can be crossed. When it comes to the older generation they expect the work ethics of the younger... generation to be what was instilled back then and the younger generation does not have that. They called themselves open minded but that is not always the case. People are not always aware of what they have done to offend other people and even if it is explained they still lack the ability to accept they might need a little advise every once in a while. You have to follow to be able to be a good lead sometimes. more
Emmanuel MBONIMPAYE
14h
I’ve noticed a few situations where your tone with customers became sharp. That can affect how clients see our business. What’s been challenging for... you lately?”Give a short improvement window Don’t drag it out:
1–2 weeks to show consistent change
Observe real interactions if this is just stress, you’ll see improvement quickly once addressed.
If it’s his natural temperament, it usually gets worse over time, not better.
Replace him more

Katherine Martin

Career development

22h

I started a job at a small logistics company and on my first day I saw I’m the only woman there. The team is all men and it feels a bit strange. Everyone is polite, helpful and friendly. But I still feel nervous. I keep waiting for something bad to happen. Do you think I’m just overthinking or is something wrong with this company?

1

Yashas Khattar
4h
How big is the team? Depending on the sector it can absolutely reflect badly on the company and its work environment if the vast majority of employees... are men, but if you enjoy the work there's nothing wrong with staying. Just be careful and don't be afraid to speak out more
Alexandra Sonson
5h
Don't allow anyone to feed on your fear. Develop mental power. Be the overcome. Be bold and be strong
3

Career development

15h

How To Get A Job In 10 Ways

This article is written by a student writer from the Her Campus at UCSB chapter and does not reflect the views of Her Campus.

Kate Hudson teaches us as Andie Anderson, that dating is all about playing your cards right. The same might be true for job hunting, except I know more about the interview process than I do about men.

With summer coming up, the daunting task of getting a job might be... fresh on your mind. But, don't stress, we've all been there! In fact, my house of six college girls have been scouring the job market these past few months, and I am happy to announce that we all have found the "one!" So don't play hard to get... Start putting yourself out there! Here's how to get a job in 10 ways:

before the interview...

The cold, hard truth of job hunting is that it's 100% easier to become employed if you know someone who knows someone. Networking is the #1 way to at least guarantee an interview. Don't be shy to inquire with your friends or mutual friends about if their work is hiring. People want to help you more than you think! I landed my dream internship by reaching out to a mom I babysat for!

The age-old method that your parents always tell you about actually does work! Employers are more likely to give an interview to someone who makes the time to show up. It also eliminates the competition between online applicants. Note that if this is not possible, try to find your desired employer's email and express your personalized interest there!

Although it's common to have your heart set on a dream job or company, always keep an open mind. Don't put all your eggs in one basket, and branch out! This will make certain rejections easier (try not to take it personally).

Once you land your interview...

Although it may seem obvious, it's always a good idea to come prepared. Do your research. Make sure you know a little about the company and what your strong suits are. Think ahead about the questions your interviewer might ask.

Common ones include, "Tell me about yourself," "What are you looking for in a workplace?" "What is your biggest weakness?" and "How do you work in a team?" And don't forget that it goes both ways! Always come prepared with a few thoughtful questions to ask them at the end.

I know it may be deemed common knowledge, but make sure you have a go-to professional outfit in your wardrobe. It's better to come overdressed to your interview. It's also helpful to match the vibe or wherever you're applying (i.e., ballet flats for an office, boots for a bar/restaurant). My favorite interview outfit consists of a black work dress and tan Frye boots (works like a charm).

First impressions are important! Employers want someone who shows up to work with a positive attitude. Between you and me, it's okay to fake it until you make it. Think of an interview as a time to talk about your success, an opportunity you don't often have! Always act like the most enthusiastic person in the room in order to ensure that you are a positive, trustworthy employee. Who doesn't want to hire someone who has their best interests?

You can talk about your resume for as long as you would like, but what really differentiates you is your ability to show what you have learned from your past experiences. Although it is obviously important to keep it professional, don't be afraid to be candid with your interviewer.

For example, I often discuss the work environment that I didn't particularly enjoy, comparing it to an environment I did, and add what I have noticed about what leadership or attitude made it run differently. It can also be as simple as saying you have learned the correct language for customer experience.

Whatever pertains to your experience, and how it has made you grow for the better! This will make your interviewer pinpoint you as an insightful problem-solver.

In every single job interview, I have always been asked the same question: How do you work in a team environment? It's very important to emphasize that you want to show up and be a good coworker for others. It's essential to reference certain situations where working in teams guarantees group success. Make sure you have a certain story on hand.

Availability is everything, especially for part-time jobs. Tell your employer you can start as soon as possible, and you want to work as much as possible given your schedule. No boss wants to hire someone who can work one day a week.

Honestly, it's okay to stretch the truth in this situation and say you're a bit more available than you really are, especially during the interview stage. Make sure to block out your class times, but you can always change your availability later!

Last but certainly not least, always follow up after your interview. Don't be afraid to shoot an email expressing your gratitude and enthusiasm. A quick thank-you email keeps you fresh in their mind and shows professionalism.

Now that you've read these tips and tricks, I hope you feel confident in putting yourself on the market! Andie Anderson would certainly approve. Best of luck finding the job of your dreams! more

Career development

17h

Reddit News Reveals the Job Search Tactic That Turned Rejection Into Interviews

In a market where a résumé alone can disappear into the noise, reddit news is showing a different path: a direct message, a named contact, and a free tool helped one job seeker move from silence to interviews. Courtney Clapper, a 32-year-old strategy lead for a major retailer in New York, said the tactic that ultimately changed her search was not the most polished one she tried, but the most... targeted.

What happened when the usual job-search playbook failed?

Verified fact: Clapper began her job hunt in the fall of 2025, a few months after graduating with her MBA from Cornell Tech. She was applying for product manager and digital strategist roles in a tough job market and tried multiple ways to stand out. Those efforts included portfolios, video cover letters, a timeline-style portfolio, and a slideshow about how she would improve a company.

None of those approaches delivered the result she wanted. She also said referrals did not help, including at Microsoft, where she applied for several roles but got an interview only for the one without a referral attached. One of the few ideas that did produce feedback was a private video link attached to her application, where she recorded herself reading AI-written cover letters and added jokes. Microsoft told her the video made them feel like they already knew her.

Analysis: The pattern is clear: broad efforts to show personality and preparation were not enough on their own. The strategy that changed the search was not broader visibility, but narrower access.

Why did a Reddit tip outperform more elaborate tactics?

Clapper said she had been reading comments on reddit news from people describing their job-hunting frustrations when she noticed repeated advice: reach out to hiring managers directly. She considered cold-calling too aggressive, but emailing felt manageable and low-risk. That led her to research names on LinkedIn and, later, to a Reddit comment about Apollo AI, a free tool that can locate hiring manager emails.

Verified fact: She described the tool as accurate enough that she began sending her résumé and cover letter straight to individuals. In her account, the approach quickly proved effective: she reached out to three people directly and was interviewed for two jobs.

She also said she emailed the CEO of Sweetgreen directly, and he responded by connecting her with the hiring manager to schedule an interview. One of those outreach efforts became her current role as a strategy lead for a major retailer. In her telling, the method worked because it created a direct line of contact and made it easier for the hiring manager to see her initiative.

Who benefited from direct outreach, and what does that suggest?

Verified fact: Clapper framed the tactic as a practical response to a crowded hiring process. She imagined recruiters being overwhelmed with thousands of résumés filled with data and numbers, which shaped her decision to try more personal methods. The video cover letter, the timeline portfolio, and the slideshow were all attempts to compete for attention. The direct-email approach was different: it was efficient, targeted, and less dependent on chance.

Analysis: The story suggests that in a difficult hiring environment, access can matter as much as presentation. A polished application may still fail if it never reaches the right person. By contrast, a carefully aimed message can compress the process and make a candidate visible sooner. That does not guarantee success for everyone, but in this case it produced interviews after other methods stalled.

What is the central lesson from this reddit news job search?

Verified fact: Clapper did not present her search as a universal formula. She said the messages showed initiative and likely made things easier for the hiring manager. She also made clear that some of her other ideas were not worth the time they required, especially when they did not create interviews.

For readers watching the job market closely, the broader point is not that every candidate should copy the same steps. It is that the most effective move in this case came from combining persistence with precision. The search shifted when Clapper stopped relying only on indirect applications and used a direct channel to reach decision-makers. That is the hidden truth inside this reddit news moment: sometimes the shortest path is not the loudest one, but the one that gets to the right inbox.

Accountability conclusion: If employers want a fairer hiring process, they may need to confront how much of it still depends on whether a candidate can find a name, guess a contact, or break through the noise. Until that changes, stories like this will keep showing why reddit news continues to shape how job seekers adapt, improvise, and try to be seen. more

Jennifer Kissi

Career development

1mo

my recent job is offering me a lower salary though i have an experience in the role. calculating my day-today- expenditure means that i can't save. any advise on how to persuade the HR to do something about it?

1

Uma Aggarwal
68
17h
Hope it helps.
Kahutia Hernandez
1mo
Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

Marketing
Psychology
Econometrics
Social work
Nursing/Health Sciences
Engineering
Business/Management
English/Literature/Creative Writing

You wanna hook me up with them so I can help ‘em soar with my assignment writing skills.

Regards more

Career development

22h

The Game That Punishes the Good Player

The Game That Punishes the Good Player

Some systems are not broken because bad people abuse them. They are broken because good behavior loses inside them.

What do you call a game where honesty is a handicap, restraint is a weakness, and the people most willing to harm others climb fastest? What do you call a world where the decent person is told to "play fair," while the ruthless person quietly... rewrites the rules?

We usually describe corruption as a moral failure. Someone lies. Someone steals. Someone betrays. Someone chooses greed over conscience.

But that explanation is too small.

The deeper problem is not that immoral people exist. Of course they exist. The deeper problem is that many of our most important systems are designed to reward moral emptiness.

They do not merely allow bad behavior. They select for it.

This is the game that punishes the good player.

A good player tells the truth, even when lying would be useful. A good player refuses exploitation, even when exploitation is profitable. A good player does not manipulate fear, even when fear is the fastest path to influence. A good player accepts limits.

And that is exactly the problem.

Because in a rigged system, limits become liabilities.

The person who says, "I won't cross that line," is competing against people who do not believe the line exists. The person who cares about consequences is competing against people who treat consequences as someone else's problem. The person who still has a conscience is competing against people who experience conscience as a bug in the software.

Then we act surprised when power concentrates in the hands of a minority that seems unusually comfortable with cruelty.

But maybe we should not be surprised.

Maybe power is not randomly distributed. Maybe certain systems function like filters. They do not ask, "Who is wise?" They ask, "Who is willing?" Who is willing to flatter? Who is willing to deceive? Who is willing to sacrifice strangers for leverage? Who is willing to become less human in exchange for more control?

This is the brutal selection mechanism hiding behind respectable language.

We call it "competition."

We call it "pragmatism."

We call it "how the world works."

But often, "how the world works" is just the name we give to a moral crime after it becomes normal.

A market that rewards extraction will produce extractors. A political system that rewards manipulation will produce manipulators. A corporate culture that rewards obedience upward and pressure downward will produce cowards with polished résumés. A media environment that rewards outrage will produce professional arsonists selling fire insurance.

The system does not need every person inside it to be evil. That would be too obvious. It only needs enough people to adapt.

And adaptation is the quiet tragedy.

Most people are not monsters. Most people are adjustable.

They enter the game with some moral instinct still intact. They want to be fair. They want to be decent. They want to believe success and goodness can coexist without too much friction.

Then the game starts educating them.

They learn that telling the truth too early can cost them. They learn that loyalty is often punished unless it points upward. They learn that kindness without power is treated as decoration. They learn that refusing to play dirty does not make the game cleaner; it only makes them easier to beat.

So they make small compromises.

Not because they are evil. Because they are tired. Because rent is due. Because everyone else is doing it. Because their family depends on them. Because being morally pure while being crushed by reality starts to feel less like virtue and more like vanity.

This is how systems win.

They do not usually force you to betray yourself all at once. They tax your conscience in installments.

One silence here. One exaggeration there. One person ignored. One principle postponed. One cruelty renamed as "necessary."

Eventually, the person does not feel corrupt. They feel experienced.

That may be the most dangerous transformation of all.

Because once immorality becomes professionalized, it no longer looks like evil. It looks like competence.

The ruthless CEO is "decisive."

The manipulative politician is "strategic."

The billionaire hoarding influence is "visionary."

The institution protecting itself over victims is "managing risk."

The person who refuses all this is "naive."

Naive is one of the favorite words of the rigged world.

It is used to discipline anyone who still expects morality to matter.

But the accusation hides a confession. When someone says, "That's naive," what they often mean is: "You are describing a world better than the one I have agreed to survive in."

There is a difference.

The naive person misunderstands reality.

The moral person refuses to let reality become an excuse.

And yet refusal alone is not enough. This is the uncomfortable part.

A good person inside a bad system is not automatically noble. Sometimes they are simply outplayed. Sometimes their goodness becomes ornamental, a private identity with no public force. They remain clean by remaining ineffective.

That is another trap.

Because the rigged game offers two humiliations: become corrupted and win, or stay pure and lose.

Neither is acceptable.

The real question is not, "How do I stay good in an evil world?" That question is too passive. Too self-protective. Too obsessed with personal innocence.

The harder question is: How do good people build power without becoming what power currently rewards?

This is where most moral talk collapses.

We love the language of goodness when it costs nothing. We praise empathy, fairness, dignity, compassion. But the moment these values collide with incentives, we retreat into slogans. We tell individuals to be better while leaving the machinery untouched.

That is like asking players to behave ethically in a casino where the house owns the laws of mathematics.

The issue is not merely character. It is architecture.

A society is not defined by what it praises. It is defined by what it rewards.

If we praise honesty but reward deception, we are a dishonest society. If we praise courage but reward obedience, we are a cowardly society. If we praise compassion but reward domination, we are not confused. We are exposed.

The gap between our values and our incentives is where the truth lives.

And the truth is ugly: many of our systems are built in ways that make moral behavior expensive.

The honest worker loses to the political operator. The careful builder loses to the hype merchant. The ethical company loses to the one that cuts corners. The public servant loses to the demagogue. The person who thinks long-term loses to the person who can monetize the next ten minutes.

Then, after the damage is done, society performs its favorite ritual: it blames individuals for responding rationally to irrational incentives.

We ask why people are selfish in systems that punish sacrifice. We ask why leaders are corrupt in systems that reward corruption. We ask why public trust is collapsing while treating trust as a resource to be mined, not a structure to be maintained.

This is not mystery. It is math.

Not mathematical math. Moral math.

When the cost of goodness rises too high, goodness becomes a luxury good.

Only the unusually brave, unusually secure, or unusually stubborn can afford it. Everyone else starts negotiating with themselves.

That is how a civilization rots without announcing itself.

Not because everyone becomes evil overnight. Because the price of staying decent keeps increasing.

So yes, the world is rigged in many ways. Not always by conspiracy. Not always by a hidden room of villains pulling strings. Sometimes the rigging is more ordinary and more terrifying: incentives, institutions, habits, markets, algorithms, hierarchies, reputations, fears.

A thousand small designs that answer one question again and again:

Who benefits when good people are forced to choose between survival and integrity?

That question matters because power is not just held. It is reproduced.

The people who rise inside a system shape the system that selects the next generation. If ruthless people win, they do not merely enjoy victory. They build schools for ruthlessness. They mentor it. Promote it. Normalize it. Call it leadership.

And then we wonder why the world feels governed by people who seem spiritually underdeveloped but strategically excellent.

Maybe they are not anomalies.

Maybe they are the product.

This does not mean every powerful person is evil. That would be too easy, and therefore false. Some people carry power with discipline. Some resist the deformation. Some use influence to protect rather than consume.

But they are fighting gravity.

The system pulls downward.

It rewards those who can sleep after doing what others could not stomach. It rewards those who can speak about "efficiency" while meaning disposability. It rewards those who can stare at suffering and see only a spreadsheet, a polling opportunity, a market gap, a necessary sacrifice.

This is the cold genius of the rigged game: it does not need to defeat morality directly.

It only needs to make morality inefficient.

Once goodness becomes inefficient, the rest follows.

The decent hesitate. The ruthless move. The decent deliberate. The ruthless seize. The decent worry about consequences. The ruthless externalize them. The decent ask, "Is this right?" The ruthless ask, "Can I get away with it?"

And speed matters.

In a world obsessed with speed, the person without moral brakes reaches the destination first.

But perhaps the destination is the problem.

Maybe the good player should not be trying to win the bad game. Maybe the first act of intelligence is recognizing when victory itself has been defined by the enemy.

Because what is the point of winning if the price of entry is becoming smaller inside?

What is the point of influence if it requires killing the part of you that wanted influence for good reasons?

What is the point of surviving a system by becoming one of its instruments?

These are not abstract questions. They show up everywhere. In careers. In politics. In friendships. In ambition. In money. In status. In every moment where the world whispers: "Just this once. Be practical."

Practicality is often morality with its throat cut.

Not always. But often enough.

And this is where the confrontation becomes personal.

The rigged world is not only out there. It is not only billionaires, politicians, executives, institutions, algorithms, and faceless elites.

It is also inside us.

Every time we reward confidence over honesty. Every time we confuse wealth with wisdom. Every time we admire dominance because it looks like strength. Every time we excuse cruelty because it produced results. Every time we tell a good person to "be realistic" when what we mean is "lower your standards."

We become minor officials of the same empire.

That is the part no one wants to admit.

A rigged game survives because enough people who hate it still enforce it.

So the question is not whether the world is rigged. Of course it is, in many places and in many ways.

The question is whether we are willing to stop mistaking adaptation for wisdom.

Because there is a kind of intelligence that is actually surrender wearing glasses. It knows how to navigate the system, but never asks whether the system deserves obedience. It can optimize every move except the one that matters: refusal.

And refusal has a cost.

That is why it is real.

A morality that costs nothing is just aesthetic preference. The test begins when goodness becomes inconvenient, expensive, lonely, strategically stupid.

The good player is punished because the game understands something we avoid saying clearly: morality is dangerous when it refuses to stay private.

Private morality is harmless. Public morality threatens architecture.

It asks why the ladder is built this way. Why the worst people climb so well. Why the best people burn out. Why decency must constantly justify itself while greed gets to call itself natural.

That is the edge.

We can keep teaching good people how to survive bad systems, or we can start asking why survival requires so much self-betrayal.

But there is no clean ending here.

Because the rigged game is still running. The rewards are still real. The punishments are still immediate. The ruthless are still moving faster than the decent.

And the good player still has to decide, every day, whether to lose honestly, win corruptly, or attempt the most dangerous move of all:

change the game before the game changes them. more

Career development

1d

I Had the Dream Job Everyone Wanted. Then My Peers and I Lost It All.

The golden era of the tech industry is dead -- leaving 1.2 million laid-off workers like me scrambling in a job market that no longer wants us.

Sign up for the Slatest to get the most insightful analysis, criticism, and advice out there, delivered to your inbox daily.

On Feb. 10, 2025, at 7:32 a.m., the dreaded email hit my inbox. After nearly six years at Meta as a content strategist, one total... company rebrand, and three previous mass layoffs, I got the axe. My time was bound to come. I often joked darkly that I was a cat with only so many lives left.

In six weeks, I was scheduled for a 30-day sabbatical. To add insult to injury: The company announced the layoffs were due to "low performance." Despite years of glowing performance reviews in which I received high praise from my peers and managers and the numerous messages of support from colleagues, it still felt like being kicked to the curb and being called a loser.

I went on the offensive and drafted the obligatory LinkedIn post announcing my layoff and saying how very disappointed I was, how I planned to recharge, and yes, I was looking for work, so wouldn't everyone pretty please keep me in mind for open roles?

Outwardly, I kept it rosy. Inwardly, I was fuming.

It was humiliating. This was a first for me, and I thought I'd seen it all (harassing a former boss to pay months of back wages while recovering from brain surgery only to be laid off anyway is a formative experience). I had more than a decade of experience in my field and a Big Tech pedigree that had reliably opened doors for me. I was confident I'd find work again -- I always had.

The 2010s and early 2020s were the golden era of tech -- aggressive hiring, generous salaries, and flowing perks defined the industry: gourmet meals, LASIK stipend, free therapy. The years since have been a never-ending bloodbath. More than 1.2 million people have been laid off in tech since 2022, according to TrueUp.Io. Because these are only the publicly reported layoffs, the number could be higher.

Recruiters used to message me weekly, sometimes daily, a few years ago. The options were copious, the outlook optimistic. After enduring so much job insecurity early on in my career, I thought I had made it. In the past year, though, I've applied to at least 100 roles for which I was an excellent fit. I've secured referrals, used A.I. to customize my résumé and cover letter (which one survey shows is only overwhelming and slowing down hiring, so thanks for nothing, Gemini), openly shared on social media, and simply persisted.

I'm a journalist and writer by trade, so I've refocused on nurturing my craft. Last year, I wrote and published a children's book. I started pitching to publications again and picked up activities that proverbially filled my cup: I learned pottery, organized community events, fundraised for mutual aid, and started on neglected home projects -- I even finished some of them. Some days, I've entertained the idea of opening a business (laundromats are apparently low-risk, high-success ventures). But that requires more time and energy than I'm willing to sacrifice while raising a young child and entertaining my dreams of becoming a star potter.

But my job prospects have been bleak. I've interviewed for three full-time roles and one fixed-term contract role in more than a year. I've never felt so unemployable.

My story isn't unique. Tech workers across the industry are struggling to regain employment in their fields despite relentless searching, experiencing burnout on top of unemployment. People like me, once heavily recruited and flush with career choices, now can't catch a break. The applications go unanswered, the layoffs keep mounting, and we clamor over the few jobs left, wondering whether we've overstayed the party in Silicon Valley.

"I applied to hundreds of roles over several months. But the process was extremely slow and led nowhere," technical recruiter A. Kapadia, who asked that her full name not be disclosed, told me. Kapadia was laid off in March 2024 and has held two short-lived roles since, supporting herself through paid content creation and side jobs like dog-sitting. "As a recruiter, I know how competitive things are in this job market. Hundreds, if not thousands, of applicants for one job, and hiring has become slow. Knowing this made it so hard for me to stay optimistic."

Losing my cushy tech compensation package was obviously a huge hit. Gratefully, I live in a dual-income household where my spouse is gainfully employed and compensated well. But that's not the case for everyone, and some aren't yet ready to give up on the tech dream.

"I'm still applying mostly in tech," Liz Daley Khan told me. Daley Khan is a knowledge management professional and people manager who was laid off from Uber in March after nearly nine years. Daley Khan's wife was laid off from her own tech job in November 2025, and the two were dependent on Daley Khan's income and health insurance to pay for their home's mortgage, treat chronic health conditions, and care for a recently adopted cat.

"Totally shamelessly, it's where the money is," she said. "In order to not take a massive pay cut, I'm going to have to try to stay within tech. I don't have time to wallow any longer. With my wife and I both looking for jobs, every plan is Plan A. I'm applying to everything. Staying busy has helped keep the anxiety at bay, but the fear that our savings will run out is real."

Others, exhausted by the dead ends, have been forced to leave the industry altogether. Alyssa Galvan, a content strategist and editor who worked at Meta for more than seven years before being laid off, told me that between May 2023 and August 2024, she had just two job interviews.

"One was a phone interview with an agency contracted with Meta that offered me my previous job -- as a contractor for half the pay and no benefits. I declined it," she said. "The other was for a retail position at a local Kohl's, which ghosted me."

I, too, was recruited for my exact role at Meta by numerous staffing agencies for months. Like Galvan, it was for a fraction of the pay and without benefits. Galvan, whose husband was also unemployed after a tech layoff, eventually enrolled in graduate school and currently works part-time as a writing tutor and editor of various blogs and journals at San Jose State University.

"I wasn't having any success finding a job in the field I had spent 10 years in, and it was extremely demoralizing," she said. Pivoting was her "best chance at obtaining gainful employment," she added.

Historically, economic downturns are normal and are followed by periods of growth. And the U.S. job market overall is experiencing a slowdown, with hiring rates dropping to 3.1 percent, the lowest since April 2020, according to the February Job Openings and Labor Turnover report published by the U.S. Bureau of Labor Statistics.

But the tech industry's stability has been waning for the last four years, and significantly trailed the rest of the U.S. labor market.

"Tech in particular has gone from adding 200,000 to 300,000 jobs per year to losing 10,000 to 50,000 jobs per year in one of the worst swings of any sector," Joseph Politano, founder of the Apricitas Economics newsletter, told me. "Some of the headlines can be overexaggerated, but this is genuinely the worst tech job market in decades, and if the hiring slump persists for another year, this downturn will be the longest on record."

What's particularly frustrating is that many CEOs admit they over-hired during COVID and are now cutting costs to improve "efficiency" and to ramp up A.I. infrastructure. Not only is A.I. a costly investment that companies hope will pay off by automating more jobs, but the layoffs are also occurring at a breathless rate. While I was writing this piece, Oracle slashed another 30,000 jobs on March 31.

Politano explained that the hiring rate isn't even close to offsetting A.I.-related job losses across the whole industry -- with many of the losses concentrated in companies that specialize in software that's "easily replicable" by large language models. "I don't think it's a coincidence that despite many macro factors working in tech's favor this year, hiring has only gotten worse," he said.

Coupled with sweeping return-to-office policies, people who were hired remotely or moved out of tech city centers like New York, Seattle, and San Francisco (hi, it's me, your average SF COVID-era expat) are in heated competition with one another. Nearly half of Americans who're actively looking for work report it's been a negative experience, with many saying they can't get an interview, according to recent Gallup polls.

It's obvious to job seekers and recruiters alike that there are far more applications per job opening, and still hiring managers feign shock when they turn me down for a job due to the overwhelming response.

A.I. is largely to blame, yet again, for this, according to Tiberiu Trandaburu, CEO and founder of tech staffing agency Uptalen. "By adding the use of it, recruiting teams are increasing their productivity, but it's leading to more noise due to the greater number of people in the process and causing over-filtering and missing out on good candidates who don't meet rigid criteria," Trandaburu told me.

I eventually landed a fixed-term contract role at another big tech company. I'm paid 25 percent less than I was for my job at Meta, with five annual PTO days and zero paid holidays, and I'm overqualified for the work I do. Nonetheless, I'm grateful to be employed -- and in the field I've invested so much of my career in. But I'm also exhausted. I feel like I'm trapped in a maze that keeps changing its configuration, and I dread the state of the job market when my contract ends in a few months.

Best-case scenario: It'll be a jobseeker's market again (soon), A.I. will really pan out to be a tech revolution, and we'll all live happily ever after ... but at what cost? Historic unemployment, lower quality of life and sunken morale among workers -- and it won't be without consequence.

What tech leaders fail to grasp is that as they reprioritize toward a technology that's positioned to displace more workers, they're sending a message: Profits trump all and workers are fat to trim, so, fall in line -- the golden era of tech is dead.

Forty-nine percent of the American workforce says they're struggling, according to Gallup, the first time it's outnumbered the percentage of folks who say they're thriving. And discontent can be contagious, ultimately having a ripple effect on worsening morale and productivity.

The U.S. job market is projected to add 5.2 million jobs through 2034. The health care and social assistance industries are expected to experience the largest job growth and be the fastest-growing industries, according to the U.S. Bureau of Labor Statistics. Tech is playing a risky game of chicken with talent -- because they will find greener grass elsewhere. Workers may get the last word yet.

As for me, I'm not sure if I can wait around for tech to get its act together or the A.I. revolution that may or may not be. My pottery studio fee isn't going to pay for itself -- but maybe that laundromat will. more

prasad r
8
1d
You are fortunate to work in big tech companies and earned money. There are many who did not get a single job for years, some not able to complete... even their degree. There are many who don't have access to drinking water , food and shelter. So you are very much blessed. You will have every options open to go for a better job than you had. This is life. more

Anonymous member

Career development

2d

My CEO complains about upward delegation, yet she wants to be consulted on any matter, including being copied on any email I write. If you dont consult her and act within your profession, she feels that you have bypassed. If you escalate the matter to her, she feels upward delegation. This is draining me...how do i handle such,i have sat with her before and explained that close supervision... affects my work yet it hasnt stopped. Help please. more

3

Brenda Nampijja
1d
The CEO is entitled to receiving all correspondences. His/her role doesnt involve mistakes hence their request to have them into all your... communication. If you enjoy your job, be open minded and forego minor requests that drain you. Learn their way of working to simplify the way you operate. more
1
Lucas Mwago
1d
There is a difference between upward delegating, seeking guidance and informing. Informing is critical in creation of a positive and health work... environment. A CEO must be informed of all communication emanating from the organization. All communication with policy or operational effect must be brought to the attention of the leadership prior to dispatch. This way, the leadership is kept informed and creates room for seiving the message to confirm to company policy and operational philosophy or culture. Delighting upward on the other hand, borders insurbordination. You are literary passing your work to be done by your seniors. This is a direct breach of protocol. It should not be confused with communication and the verification requirement, which is a standard screening procedure. more
3

Helen Konrad

Career development

1d

What would you choose - a more stable salaried job with lower pay or an hourly job with a higher rate? I’m really worried and can’t decide to switch to hourly, even though I really need the money. What if my hours get cut or they stop needing my services?
Please give me some advice. Thank you

2

prasad r
1d
Which job is more satisfying for you ? follow that job. money can be made through various other ways also. A stable job is needed at first and think... about some online business which can be done at any time online.. more
J M
1d
If employer doesn't need your services your departure is written on the wall. No matter if your salary or hourly. If your hourly in a union... environment termination has a process that is under the guidance of a contract. Ask yourself, do I like working here and why if you do and why not if you don't. This question will answer the how I get paid and how important it is. Best of luck to you. more

Anonymous member

Career development

5d

Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.

2

idowu vicky
1d
A nonchalant customer isn’t necessarily rude—they’re just indifferent, distracted, or not fully convinced yet. The worst thing you can do is match... their energy or push too hard. The goal is to stay calm, guide the conversation, and gently pull them in. more
Edward Sackey
3d
Remember that these actions will cost you money.

Career development

1d

Meta employees face a tough choice: hustle or hunt

Business Insider tells the global tech, finance, stock market, media, economy, lifestyle, real estate, AI and innovative stories you want to know.

When layoffs are looming, do you grind harder or dust off your résumé? Meta employees are now facing that thorny question after the tech giant said on Thursday it plans to eliminate about 10% of its workforce on May 20, acknowledging that... the announcement "puts everyone in an uneasy state" and leaves them "with nearly a month of ambiguity.

"The long notice period has created a peculiar kind of workplace limbo: Unlike the abrupt cuts that have become common in tech, Meta's warning gives employees time, but not clarity. "It freaks everybody out," former Netflix chief talent officer Patty McCord told Business Insider. Meta employees, including its top performers, likely feel unsettled because layoffs aren't necessarily about individuals' performance. Many are probably thinking to themselves, "this could be me," she said.

Meta said it outlined its layoff plans in an internal memo because the news had leaked. At that point, the company had little choice but to confirm it, said Libby Sartain, a former head of HR at Yahoo and Southwest Airlines.

"As we say here in Texas, the barn door is already open, and the horses are running," she said. When workers fear or anticipate layoffs, they often try to prove their value, yet doing so often doesn't make a difference, said Chikara Kennedy, a former senior HR manager at Meta and the CEO of a coaching and consulting firm.

"People come up with the most arbitrary projects and ideas," said Kennedy, who was impacted by Meta's 2023 layoffs round. Their goal is to "prove their worth because they're really trying to control the uncontrollable.

"That impulse is largely driven by fear, Kennedy said, as workers look for "some level of relief for the anxiety" and end up overextending in an effort to stand out. Yet in Meta's case, the individuals being let go have likely been identified due to the sweeping nature of the cuts, said Laszlo Bock, a former Google head of human resources who now advises startups.

"Working harder in the final weeks won't move the needle," he said. Instead, Bock said employees are often better off using the time to network and line up their next move.

"If you survive the cut, then you lose a few hours," he said. "If you don't, starting outreach before you're impacted gives you a leg up. "Workers shouldn't expect their boss to be much help, Bock said, as managers may also be at risk of getting a pink slip. "Most will be putting on their own oxygen masks before assisting others," he said.

While Meta is likely to be focused on preventing sabotage and retaining top performers during the limbo period, continuing to show up and do the job can still matter, said Ashley Herd, a cohost of the "HR Besties" podcast and a former head of human resources in North America at consulting firm McKinsey. It could help you get recommendations from higher-ups for your next stint.

"Others may notice your effort and advocate for you," said Herd. Disengaging is also a bad idea as it might give the company a reason to add to its layoff roster, said Sartain, the former Yahoo and Southwest Airlines HR exec.

"You for sure will be on the list if that occurs," she said.

Layoffs Tech

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Career development

1d

I landed a job from a hack I found on Reddit

Business Insider tells the global tech, finance, stock market, media, economy, lifestyle, real estate, AI and innovative stories you want to know.

This as-told-to essay is based on a conversation with Courtney Clapper, a 32-year-old strategy lead for a major retailer in New York. It's been edited for length and clarity.

I started my job hunt in the fall of 2025, a few months after... graduating with my MBA from Cornell Tech. I was applying for a mix of roles, such as product manager or digital strategist, and I knew the competition would be fierce in this tough job market. From portfolios to video cover letters, I tried all sorts of creative methods to stand out and show off my personality, but they didn't work.

A simple, free AI tool that locates hiring managers' emails landed me multiple interviews -- and a job. My first thought process when entering the job market was to imagine myself as a recruiter, getting slammed with thousands of résumés filled with data and numbers. I figured it would be in my best interest to give them a sense of what makes me stand out: my personality.

So, I recorded myself reading my AI-written cover letters, throwing in a joke or two, and attached the video via a private YouTube link. The video tells the recruiters I can speak and present well, and it gives them a sense of who I am. This approach helped me land an interview at Microsoft. They specifically called out the video, saying it made them feel like they already knew me, which I thought was pretty good feedback.

I still wanted to try several different creative ideas. My portfolio was in the form of a timeline. It included pictures of all professional endeavors I thought could help me land a job, from products I've built and my time at Cornell to pictures of me pitching. My goal was to showcase my skill set and personality while also creating something more visually interesting.

I'd also heard of people getting jobs by putting together a slideshow on how they'd improve the company, so I gave it a shot, and it didn't really get me anywhere. Neither of these strategies was worth the time commitment they required. Referrals also got me nowhere. I have a solid network, and that wasn't making a difference.

Interestingly, I applied for a bunch of roles at Microsoft, and the only one I got an interview for was the one I didn't have a referral for. I was reading comments on Reddit from people complaining about their job-hunting struggles, and I saw a few people saying they found success by reaching out to hiring managers directly.

Some people said they cold-called, which made me think, "Okay, that's a little bit too far," but the emphasis was just to reach out. The idea of emailing them seemed low-risk, so I decided to give it a shot. I started by researching on LinkedIn, trying to guess who the hiring manager or recruiter might be. Sometimes it was listed, but it wasn't the best method.

Then I came across a Reddit comment about Apollo AI, a free tool that can locate hiring manager emails. I found it to be pretty accurate, so I started reaching out with my résumé and cover letter. It was a game changer. My messages showed initiative and, honestly, probably just made things easier for the hiring manager.

I reached out to three people directly and got interviewed for two jobs. I even emailed the CEO of Sweetgreen directly, and he responded by putting me in touch with the hiring manager to schedule an interview. One of my email reachouts turned into my current job, a strategy lead role for a major retailer.

This strategy made things more efficient because I already had a direct line of contact, so it was easy to follow up if there was a delay. I was wondering if anyone might be weirded out about me finding their emails, but no one said anything. They could find it creepy, but they could also find it resourceful. If I were back in the job market, I'd start with the email strategy.

The exercise of thinking through creative approaches like portfolios and video cover letters was fun and got me thinking about how to present my personality most effectively, but ultimately, getting in direct contact was the best way to be competitive. Do you have a story to share about a unique job-finding hack? If so, please reach out to the reporter at tmartinelli@businessinsider.com.

Job Market

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Career development

1d

I tried every trick to stand out in my job search. A tip I found on Reddit was the only strategy that got me an offer.

This as-told-to essay is based on a conversation with Courtney Clapper, a 32-year-old strategy lead for a major retailer in New York. It's been edited for length and clarity.

I started my job hunt in the fall of 2025, a few months after graduating with my MBA from Cornell Tech. I was applying for a mix of roles, such as product manager or digital strategist, and I knew the competition would be... fierce in this tough job market.

From portfolios to video cover letters, I tried all sorts of creative methods to stand out and show off my personality, but they didn't work. A simple, free AI tool that locates hiring managers' emails landed me multiple interviews -- and a job.

My first thought process when entering the job market was to imagine myself as a recruiter, getting slammed with thousands of résumés filled with data and numbers.

I figured it would be in my best interest to give them a sense of what makes me stand out: my personality. So, I recorded myself reading my AI-written cover letters, throwing in a joke or two, and attached the video via a private YouTube link.

The video tells the recruiters I can speak and present well, and it gives them a sense of who I am. This approach helped me land an interview at Microsoft. They specifically called out the video, saying it made them feel like they already knew me, which I thought was pretty good feedback.

I still wanted to try several different creative ideas.

My portfolio was in the form of a timeline. It included pictures of all professional endeavors I thought could help me land a job, from products I've built and my time at Cornell to pictures of me pitching. My goal was to showcase my skill set and personality while also creating something more visually interesting.

I'd also heard of people getting jobs by putting together a slideshow on how they'd improve the company, so I gave it a shot, and it didn't really get me anywhere. Neither of these strategies was worth the time commitment they required.

Referrals also got me nowhere. I have a solid network, and that wasn't making a difference. Interestingly, I applied for a bunch of roles at Microsoft, and the only one I got an interview for was the one I didn't have a referral for.

I was reading comments on Reddit from people complaining about their job-hunting struggles, and I saw a few people saying they found success by reaching out to hiring managers directly.

Some people said they cold-called, which made me think, "Okay, that's a little bit too far," but the emphasis was just to reach out. The idea of emailing them seemed low-risk, so I decided to give it a shot.

I started by researching on LinkedIn, trying to guess who the hiring manager or recruiter might be. Sometimes it was listed, but it wasn't the best method. Then I came across a Reddit comment about Apollo AI, a free tool that can locate hiring manager emails. I found it to be pretty accurate, so I started reaching out with my résumé and cover letter. It was a game changer.

My messages showed initiative and, honestly, probably just made things easier for the hiring manager. I reached out to three people directly and got interviewed for two jobs.

I even emailed the CEO of Sweetgreen directly, and he responded by putting me in touch with the hiring manager to schedule an interview.

One of my email reachouts turned into my current job, a strategy lead role for a major retailer. This strategy made things more efficient because I already had a direct line of contact, so it was easy to follow up if there was a delay.

I was wondering if anyone might be weirded out about me finding their emails, but no one said anything. They could find it creepy, but they could also find it resourceful.

If I were back in the job market, I'd start with the email strategy. The exercise of thinking through creative approaches like portfolios and video cover letters was fun and got me thinking about how to present my personality most effectively, but ultimately, getting in direct contact was the best way to be competitive. more

Career development

1d

Resume Refresh Needed and write a cv based on current role

I'm preparing to apply for new roles in carpentry and construction and want my résumé and CV to read as clearly and persuasively as possible for a mid-level position. The content is already drafted, but it needs a professional polish: tighter wording, flawless grammar, and a smoother overall flow so hiring managers can see my value at a glance. I'd like you to * review every section for... consistency, tone, and impact * reorganize where necessary to emphasise my hands-on experience, project leadership, and safety credentials * rephrase or condense repetitive points and add strong action verbs where they fit * ensure the final files are cleanly formatted and easily tweakable for different job postings (Word) and ready to send (PDF) Both documents should feel modern yet appropriate for the construction trade and pass basic ATS scans without stuffing in keywords. If you see any gaps -- missing metrics, unclear dates -- flag them so I can supply the details. Deliverables 1. Updated résumé (.docx & .pdf) 2. Updated CV (.docx & .pdf) 3. Brief change log highlighting the main edits Once I receive the finished versions, I'll handle any company-specific tweaks myself. more

Career development

1d

They Can't Even Flip Burgers

The Protected Class Finally Meets The Real World

The New York Times tried to write a sympathy piece for the USAID class. It accidentally wrote an indictment. The villain of the story was supposed to be DOGE, the great orange-bad-men-with-spreadsheets monster that came into Washington and started cutting through the federal fat farm. The victims were supposed to be the noble public servants,... contractors, grant managers, NGO executives, and democracy-development professionals who suddenly found themselves outside the taxpayer-funded cocoon. Then the Times gave away the whole game: one former senior vice president at a USAID-funded nonprofit had been making roughly $272,000 a year, and after the gravy train jumped the tracks, she was interviewing for a $19-an-hour job at a spice store.

Normal Americans did not read that and reach for a tissue. They read it and asked the only question that matters: what in God's name were we paying for?

That is what the coastal press still does not understand. A quarter-million-dollar salary means something in the real country. It means working years of double shifts. It means a house is paid off. It means college tuition. It means a small business surviving another year. It means a mechanic, a nurse, a trucker, a cop, a farmer, or a welder would have to grind for years to see what one USAID-world executive was pulling down annually from a system most Americans cannot even see, let alone audit. Then we are supposed to cry because the private economy looked at that résumé and said, "the best we can do is 19 bucks an hour."

No. That is not a human-interest story. That is a flashing red light.

The entire Times frame is backward. DOGE was treated like the marauding villain because it dared to question the sacred bureaucracy. How dare anyone cut government jobs? How dare anyone interrupt the NGO pipeline? How dare anyone ask whether these programs actually work? How dare anyone touch the soft, padded, credentialed ecosystem where public money flows into nonprofit offices, consultant contracts, administrative salaries, stakeholder meetings, and reports about reports. The Times wants Americans to see cruelty. What Americans see is confirmation.

Because if one person in one USAID-funded corner of the NGO complex can make almost $300,000 a year and then struggle to command $19 an hour in the open market, how many more are there? How many vice presidents of capacity-building? How many directors of strategic partnerships? How many senior advisers to initiatives nobody can define? How many people have been living inside the government-funded aquarium, swimming in circles, collecting elite salaries, and calling it service?

That is the real story. DOGE barely got started. It did not gut the federal blob. It nicked it. It scraped a little paint off the hull. It cut some fat, and the permanent class screamed as if the republic itself had been stabbed. But when you pull one thread and a $272,000 NGO salary falls out, the American people are entitled to wonder what the whole sweater looks like.

Washington is full of these hidden economies. They are not always federal employees in the narrow sense. Many sit one layer out, then two layers out, then three layers out: nonprofits, contractors, subcontractors, pass-through organizations, technical-assistance providers, fiscal sponsors, foundations, and professional managerial shops that exist because government money exists. They are close enough to the state to live off it, but far enough away to make accountability foggy. When the money is flowing, they are experts. When the money stops, they are victims.

Meanwhile, the country is drowning in debt. Americans are being told that every basic function of life must cost more. Groceries cost more. Insurance costs more. Housing costs more. Cars cost more. Interest costs more. The national debt is screaming toward $40 trillion, and the same people who lecture the public about sacrifice want tears for the executive class of the foreign-aid machine. What planet are these people living on?

The real economy is not gentle. It has never been gentle to the people who pay for Washington's fantasies. During COVID-19, when the political class shut the world down over a cough and wiped out livelihoods by decree, where were the grand New York Times sob stories for the men in the energy industry who lost their jobs overnight? Where was the national mourning for the welders, roughnecks, truckers, pipeline workers, and small-town families watching an entire way of life get strangled by people working safely from laptops? Those men were told to adapt, retrain, take the hit, and stop complaining. Meanwhile, Sheryl Cowan, the Times' new heroine of bureaucratic martyrdom, was likely still pulling down her elite NGO salary from the comfort of her house. But when the protected class loses access to the taxpayer pipeline, suddenly every lost desk job is a national emergency.

That double standard is the rot. The people who build, fix, deliver, protect, farm, wire, weld, drive, clean, cook, and carry this country are expected to survive reality. The bureaucratic class expects reality to be subsidized.

The Times accidentally showed the country the difference between price and value. The government price was nearly $300,000. The market value, at least in this case, looked a lot closer to $19 an hour -- a quarter-million-dollar gap. That gap is the hidden tax on every American family. That gap is the premium we pay so a credentialed class can lecture us about how terrible our own country is and why we need to send billions of dollars to fund queer theatre in Nepal.

Competence matters. Results matter. Value matters. If someone is truly worth that kind of money, the private sector takes notice. If the only place that salary exists is inside a government-funded grant universe, then the salary was obviously not measuring competence. It was really measuring proximity. Proximity to federal money. Proximity to the right institutions. Proximity to the right vocabulary. Proximity to the people who've spent decades turning public spending into private comfort.

So yes, the cuts were justified. More scrutiny is needed. Every agency, grant pipeline, NGO pass-through, and contractor ecosystem should be examined with the cold patience of an auditor and the suspicion of a taxpayer who has been lied to for too long. The question should be simple: what did America receive for the money? Not what was promised in some glossy annual report. What was delivered?

The country cannot afford a ruling-administrative class that collapses the moment the subsidy disappears. Americans are tired of funding people who look down on them, lecture them, and then demand pity when their artificial economy gets clipped. We are tens of trillions of dollars in debt. The party is over. The fake prestige economy is dead.

The Times wanted us to mourn the fired USAID class.

Instead, it reminded us why they needed to be fired.

Editor's Note: Do you enjoy Townhall's conservative reporting that takes on the radical Left and woke media? Support our work so that we can continue to bring you the truth.

Join Townhall VIP and use promo code FIGHT to receive 60% off your membership. more

Career development

1d

The Duolingo Taxi Test Could Being Rude To The Driver Cost You Your Dream Job?

The idea behind the recruitment approach is that if someone is rude to a taxi driver, they might be rude at work - especially to those who are junior to them. In the Duolingo case, the candidate ticked lots of boxes for the role. But when the company heard how they treated the driver, the candidate wasn't offered the job.

This resonates with research that found that people will work hard to make... a good impression in a job interview and that these efforts can mask what they are genuinely like.

After all, most people can avoid being rude in a one-off, high-stakes situation. But being friendly at all times can probably only be achieved by those who are genuinely warm people. By assessing people when they are not aware they are being monitored, Duolingo hoped to filter out the truly friendly from those who work hard to fake it.

Duolingo is not the first company to come up with the idea of looking at candidates' behaviour outside the interview room. Companies look at prospective employees' social media for exactly the same reason. People might reveal more of their true selves on social media when they don't know they are being watched by potential employers.

Read more: Putting your CV together? Complete honesty might not be the best policy

But from the candidate's perspective, there are several issues with Duolingo's taxi driver test. First, it may not be ethical to use behaviour to make a hiring decision that is outside of the candidate's consent.

Second, it is unclear what a taxi driver is evaluating when they judge a passenger's behaviour. Maybe someone is nervous about the interview or is stressed because getting to the interview on time on top of their other responsibilities made them rush. Under these circumstances, candidates might seem less friendly than they otherwise would be.

Other candidates might prefer to quietly review their interview notes instead of chatting with the driver. Again, this does not signal a rude person - maybe just an introverted one.Fake only goes so far

But still, are behaviour tests like these a good idea in principle for a hiring manager?

Research suggests that Duolingo might be going overboard in its efforts to detect those who are faking being friendly to make a good impression. Although people have been shown to use a variety of strategies to impress in job interviews and beyond (flattery or "humblebragging", for example), my research has found that many of these tactics are not particularly effective.

This is because people can generally see through insincere efforts to make a good impression. For example, people often forget that in job interviews, discussing their hard work will make them relatable and increase their job prospects. This is because people like to discuss their talents and achievements to make themselves seem competent, but they forget that success usually comes from hard work as well. Discussing it actually makes their success stories seem more sincere and relatable.

And the same is true for thanking others and asking the interviewer questions. If a candidate mainly brags about themselves and treats the conversation as a one-way street, no taxi driver test is needed to identify them as a poor candidate.

People are generally not savvy self-presenters who can fake a good impression consistently. A regular job interview with an experienced hiring manager who can ask about the skills they would bring to the organisation should be enough to identify those who just fake being friendly.

As clever as the taxi driver test sounds, a coffee and a chat with the candidate can probably reveal more crucial information to make sure the right person is hired. more

Ronan Lenoble

Career development

3d

Can you give me some advice? My boss comes to me many times a day and keeps asking if I’ll finish my tasks on time. I always say yes as I’ve never missed a deadline. But his questions distract me and make me stressed.
I tried telling him he doesn’t need to check on me so much, but it didn’t help. How can I politely ask him to stop?

Bartholomew Heyns
2d
So if I may ask what the problem 🤔 actually so tht I can help u
Ravi Choudhry
2d
Whenever he comes, you just have to ask him questions about the other work and work data or anything, so he is busy doing such things
1