Mila Penrose


Career development 3d
We’re a small company, and in the kitchen there’s always tea, coffee, sugar, and creamer. If you need office supplies, you can go to the storage room and take what you need.

But I’ve noticed that a coworker often leaves with a jar of coffee, a pack of sugar, or even a pack of printer paper in his backpack. Should I tell my boss about it, or is it none of my business?

Thanks for the... advice.

 more

  • Sheila Milburn

    1d

    I wouldn't. Whoever maintains those items will sound the alarm, if necessary. You're on the outside looking in and therefore, may not have all the... details. They may have permission that hasn't been advertised.  more

  • Senyange Wilfred

    1d

    First get to him and know why he's doing it. Some people are going through alot in their homes. Talk to him cautiously. They will stop.

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Career development

 4h

How AI Is Changing Entry-Level Career Paths


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Last updated: November 28, 2025

By Mark Fiebert

Key Takeaways

* Entry roles shifting: AI is automating many routine tasks that once defined entry-level jobs, pushing newcomers toward higher-value work from day one.

* Career paths... rewritten: Traditional "ladder rungs" such as junior admin or fundamental analyst roles are shrinking, while AI-related and hybrid human-AI positions are emerging.

* Skills expectations rising: Employers now expect early-career candidates to bring AI literacy, stronger critical thinking, and better communication than previous cohorts.

* Hiring process evolving: AI-driven screening, assessments, and portfolio reviews increasingly shape who even gets seen by human recruiters.

* Proactive workers benefit: Those who learn to use AI as a tool, build proof-of-work projects, and stay adaptable can accelerate their careers rather than stall them.

AI is reshaping how early careers begin as entry level paths shift quickly. Learn what skills can help you stay competitive and position yourself for meaningful growth. Explore the insights today. #AIcareersClick To Tweet

Artificial intelligence is quietly rewriting how careers begin. Tasks that once defined entry-level work -- research, drafting, data entry, simple analysis, basic customer support -- are increasingly handled by automation and generative AI tools. At the same time, organizations still need fresh talent, just with different skills and expectations. Understanding how AI is changing entry-level career paths can help students, recent graduates, and early-career professionals adapt rather than get left behind.

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11/29/2025 03:00 am GMT

Why Entry-Level Jobs Are Being Impacted First

AI systems excel at tasks that are repetitive, rules-based, and structured, which historically make up a large share of entry-level work. Employers see immediate cost and efficiency benefits from automating activities such as compiling reports, cleaning data, summarizing documents, or handling simple customer questions.

Because junior employees are often hired to do precisely this kind of work, their roles are naturally the first to be reshaped or reduced. Instead of spending months learning the basics through low-risk tasks, new hires are being dropped into responsibilities that require judgment, creativity, and client-facing communication much faster.

How AI Is Changing Entry-Level Career Paths

The classic early-career journey used to follow a predictable script: start with simple tasks, learn the systems, gradually take on more complex work, and climb from junior to mid-level roles. AI is disrupting that script. In many office, tech, and service environments, the "grunt work" that once served as a training ground is now performed by automation or generative AI.

Some traditional junior roles are shrinking or disappearing altogether, including basic data-entry positions, routine customer support roles, and low-level reporting or research jobs. At the same time, new entry points are appearing in AI operations, workflow support, content quality review, and hybrid roles where employees use AI to produce, refine, and oversee work outputs.

AI Career Pathways: Navigating the Future

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11/29/2025 12:03 pm GMT

How AI Is Changing the Entry-Level Hiring Process

AI is not only transforming the work itself; it is also changing who gets hired in the first place. Many employers now use AI-powered tools to scan résumés, parse keywords, and sort candidates before a human ever looks at an application. Automated assessments can test writing, logic, or technical skills, often with AI-generated or graded tasks.

Early-career candidates who rely solely on generic résumés and vague job descriptions risk being filtered out by these systems. Hiring managers are increasingly looking for evidence of practical skills, such as projects that demonstrate how a candidate uses AI tools responsibly, problem-solving examples, or clear impact statements that go beyond listing coursework and internships.

The Skills Early-Career Workers Need Now

Because AI can handle so many routine tasks, the skills that make humans valuable are changing. Early-career professionals now need a blend of AI fluency and classic human strengths. Basic AI literacy -- knowing how to prompt tools, verify outputs, and understand limitations -- has become a core capability rather than a niche interest. Critical thinking and problem-solving are more important than ever because workers must decide when to trust AI and when to override it.

Communication skills, both written and verbal, stand out as AI-generated content becomes more common; employers value people who can clearly explain ideas, tailor messages to different audiences, and collaborate across teams: adaptability and a commitment to continuous learning round out the modern entry-level skill set.

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How AI Is Changing On-the-Job Learning

In the past, much of the learning at the start of a career happened through repetitive, lower-risk tasks that gave newcomers time to understand the business and refine their skills. With AI taking over many of those tasks, early-career workers are often expected to contribute at a higher level much sooner. This can be exciting but also overwhelming. On-the-job learning increasingly comes from working alongside AI tools, shadowing more experienced colleagues, and owning pieces of projects rather than just supporting them.

To keep growing, new hires must proactively seek feedback, ask for context around decisions, and intentionally practice the skills that AI cannot replicate, such as relationship-building, nuanced judgment, and ethical consideration.

Industry-Specific Impacts on Entry-Level Paths

AI's impact on entry-level careers varies by industry, but the pattern is similar: repetitive tasks shrink while higher-value responsibilities expand. In technology and data roles, simple coding, testing, and documentation work are increasingly automated, while junior professionals are expected to understand system behavior, troubleshoot complex issues, and design better workflows. In marketing and communications, AI can quickly draft copy or analyze campaign data, so early-career employees are asked to focus more on strategy, storytelling, and brand consistency.

In finance and business operations, spreadsheet-heavy tasks and basic reporting are increasingly automated, while junior staff are pulled into forecasting, scenario planning, and client discussions sooner than before. Customer service and support roles see AI handling standard inquiries while humans tackle edge cases, escalations, and relationship management.

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Action Plan for Job Seekers Entering the AI Era

For students, recent graduates, and career changers, the goal is not to compete with AI but to show you can work effectively with it. Start by building familiarity with widely used AI tools in your field and creating small projects that demonstrate how you use them to produce better results, not just faster ones. Document these examples in a portfolio, Git repository, or online showcase that employers can review.

Focus your learning on skills that compound over time: critical thinking, structured problem-solving, communication, and domain knowledge. Network intentionally with people already working in AI-impacted roles to understand what their day-to-day looks like and which skills they wish they had learned earlier. Treat AI as part of your toolkit, not the whole toolbox.

Further Guidance & Tools

* Job Trends: Review the Future of Jobs Report to understand which roles and skills global employers expect to grow or shrink.

* AI Literacy: Explore introductory AI courses and resources on Coursera to build foundational knowledge and hands-on practice.

* Career Mapping: Try LinkedIn's Career Explorer to see how your current skills connect to new roles and emerging AI-impacted opportunities.

* Job Search Strategy: Use the Indeed Career Guide for up-to-date advice on résumés, interviews, and job search tactics in an AI-driven hiring landscape. * Skill Building: Browse free AI and digital skills trainings from Grow with Google to strengthen your employability in entry-level roles.

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Next Steps

* Audit your current skills, highlight where AI already supports or could support your work, and note the gaps you want to close.

* Create a small project that uses AI to solve a real problem, and document your process, decisions, and results for your portfolio.

* Update your résumé and online profiles to emphasize impact, problem-solving, and concrete examples of using digital or AI tools.

* Talk with professionals in roles you want and ask how AI has changed their entry-level work, responsibilities, and advancement paths.

* Set up a simple routine to explore new AI tools regularly so you stay comfortable adapting to changes in your target industry.

Final Words

AI is not removing the need for early-career professionals; it is reshaping what those early roles look like and how quickly responsibility arrives. Workers who learn to collaborate with AI, focus on high-value human skills, and continually adapt will find more doors opening, not fewer. By understanding these shifts and responding intentionally, you can build a career path that stays resilient as technology evolves.

It's Not You, It's Your Job Search

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11/29/2025 05:01 pm GMT

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Mark Fiebert

Mark Fiebert is a former finance executive who hired and managed dozens of professionals during his 30-plus-year career. He now shares expert job search, resume, and career advice on CareerAlley.com. more

Career development

 8h

People who look back on life without regret at 70 typically prioritized these 10 achievements


These achievements aren't loud or glamorous. They're not the kind you post about or brag about. They don't fit neatly into résumés or social media feeds. But they are the ones that matter the most.

When you talk to people in their seventies who carry no bitterness, no heaviness, and no "I wish I had..." hanging over their shoulders, you quickly notice something striking.

They didn't live perfect... lives. They didn't avoid mistakes. They didn't take the most glamorous path.

But they did make certain choices -- consistently -- that shaped their later years into something peaceful, meaningful, and deeply satisfying.

Not everyone reaches 70 with a sense of contentment. Many people carry regret like an unwanted companion. But those who don't? They tend to share the same habits, the same values, and the same priorities across different countries, cultures, and backgrounds.

Here are the ten achievements they tended to prioritize -- ones that quietly accumulate into a life without heavy regret.

When people reach their seventies and feel at peace, one thing becomes obvious: they didn't let their most important relationships deteriorate through indifference.

They checked in. They showed up. They apologized when they were wrong. They forgave when forgiveness was possible.

And they made the effort -- because they knew effort was the fuel of connection.

The people with the fewest regrets at 70 are not the ones with the most friends. They're the ones who cared deeply for the friends they had.

These relationships didn't survive by accident. They survived because these individuals treated loved ones like a priority, not an afterthought.

Regret often grows in the space where we expect someone else to fix our problems, save us, or shape us.

People who are content in their seventies rarely lived that way.

At some point -- usually earlier than most -- they realized:

So they didn't waste decades blaming parents, partners, bosses, or circumstances. They stopped outsourcing their joy.

And as a result, they built a life they could own without resentment.

People with no regrets at 70 rarely say, "I'm glad I earned as much as possible."

Instead, they say things like:

They understood that passion nourished the soul.

They never let the pressure to be practical kill their sense of wonder.

Passion didn't always become a career -- but it became part of their identity.

And that made their life richer than any bank account ever could.

Life shifts constantly -- relationships, careers, health, technology, culture.

People who reach old age without regret aren't the ones who resisted these changes. They're the ones who adapted.

They learned new things.

They let go of outdated beliefs.

They allowed themselves to evolve rather than holding onto a version of themselves that no longer fit.

This flexibility didn't just make their life easier; it kept them young.

There's a certain peace that comes with flowing instead of fighting.

The people who feel good about their lives at 70 can say something very simple:

"I acted in alignment with my values."

They didn't cut corners.

They didn't hurt others to get ahead.

They didn't betray themselves for approval or comfort.

They lived with consistency -- choosing honesty, decency, and dignity even when it meant slower progress or less applause.

And here's the thing about integrity:

It gives you a kind of quiet confidence money can never provide.

People who reach their seventies without regret don't usually have perfect health -- aging makes sure of that.

But they almost always say something like:

"I'm glad I looked after myself when I was younger."

They didn't wait for a crisis.

They didn't treat their body like a disposable machine.

They didn't assume they'd have infinite energy or resilience.

They took walks.

They ate reasonably well.

They slept.

They managed stress.

They did the boring, unglamorous things that preserve quality of life.

And at 70, they're grateful for every ounce of strength those habits gave them.

People who carry regret into old age often carry grudges too.

People who don't? They learned that bitterness is a burden.

Forgiveness wasn't always immediate. It wasn't always perfect.

Sometimes it wasn't even about reconciliation -- it was about emotional freedom.

But people at peace in their seventies tend to share one thing:

They didn't let resentment define decades of their life.

They chose healing over hostility.

And their hearts are lighter because of it.

People without regret didn't let fear trap them.

They said yes when something aligned with their values, excited them, or opened a door they knew they'd never forgive themselves for ignoring.

They:

But they also said no when necessary.

They protected their time, their self-respect, their boundaries, and their energy.

That balance -- bravery and boundaries -- is what created a life they don't look back on with frustration or shame.

Regret often hides in the places where we poured ourselves into the wrong relationships -- ones built on imbalance, confusion, or desperation.

People at peace at 70 rarely made that mistake for long.

They learned to stop chasing, stop proving, and stop over-giving.

This gave them decades of emotional stability that many people never experience.

People who look back without regret didn't let their life be swallowed by busyness, distractions, or meaningless obligations.

Instead, they intentionally built a life through:

Meaning doesn't appear out of nowhere. It's cultivated.

And those who cultivated it earlier in life enjoy its fruits well into old age.

They didn't let decades pass without asking:

"Does this actually matter?"

That single question changed the trajectory of their life.

Reaching 70 with peace instead of regret doesn't happen by accident.

It's the result of thousands of small choices, repeated over decades, that shape a life from the inside out.

These achievements aren't loud or glamorous. They're not the kind you post about or brag about.

They don't fit neatly into résumés or social media feeds.

But they are the ones that matter the most.

If you're reading this and you're younger than 70, the lesson is simple:

Start prioritizing the things your future self will thank you for. more

Gabriel Moses
Career development 1d
please i need an advice, i need a remote job on customer service and data entry, how do i go about it

Brantley Winston
Career development 3w
I’ve noticed many professionals, even highly qualified ones, sending out dozens of resumes and not hearing anything back. It can be frustrating and discouraging, especially when you’ve followed every “expert tip” online.

In most cases, it’s not about your skills or experience, it’s about how you present and position them. Sometimes small tweaks in wording, structure, or job targeting can... completely change your results.

If you’ve been applying and not seeing progress, what challenges are you facing most, is it feedback, visibility, or interviews?

Feel free to share your experience below or message me directly if you’d like to discuss what might be holding things back. I’m always open to helping professionals figure out their next step and connect them with the right support. more
4   

  • Muhayimana Pascal

    2w

    Thank you very much. I am in the same situation, sending dozens of resumes, yet no feedback. Kindly assist me

  • leta peter

    2
    2w

    Thank you very much I am in same situation sending dozens resume yet no feedback kindly assist me

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Career development

 16h

Rise of skills-first era: How workplaces are rewriting the rules of hiring


For decades, the college degree was the ultimate passport to professional success is a symbol of discipline, intelligence, and opportunity. It told employers who was "qualified," who deserved the interview, and who would likely succeed. But that once-reliable signal is fading. As industries digitize and automation accelerates, the relationship between education and employability has begun to... fracture.

Today, the half-life of knowledge is shrinking. Entire job categories are being redefined by technology, and new ones from AI operations to digital product design are emerging faster than universities can adapt. The traditional degree, built for a slower era, can no longer keep up with the fluid demands of the modern workplace. What matters now is not just what you know, but what you can do -- and how quickly you can learn, unlearn, and relearn.

Across global boardrooms and Indian startups alike, résumés are being rewritten. Recruiters are valuing demonstrable skills over static credentials, projects over papers, and outcomes over institutions. The world of work is shifting from pedigree to performance and in this new meritocracy, skills have become the real currency of success.

Several structural forces are driving a recalibration of how we evaluate talent.

l Technology and disruption. Automation, AI and digital transformation are altering job-profiles faster than traditional education systems can keep up. As one study explains, emerging fields such as AI and "green jobs" show growing demand for specific skill-sets while degree requirements are declining.

l Degree inflation and credential saturation. With more people holding degrees than ever before, the signalling value of a certificate has weakened in many contexts. The phenomenon of "credential inflation" - where jobs require increasingly higher credentials without concomitant increases in job‐complexity - is well documented.

l Skills-based hiring gains traction. Employers are increasingly adopting "skills-first" hiring strategies: asking not "what degree do you hold?" but "what can you do, and how quickly can you learn?" For example, the Corporate Finance Institute notes that major firms such as IBM, Microsoft and General Motors have reduced or removed four-year degree requirements when the role doesn't necessitate it.

l Global and Indian context. While much of the commentary comes from Western markets, the trend is relevant globally -- including in India -- where skills gaps, rapidly evolving tech jobs and rising education costs mean many learners and workers are rethinking the value proposition of degrees.

What exactly is driving the shift? A few key reasons:

1. Direct relevance vs. signalling. A degree has long served as a signal of trainability, discipline and some baseline knowledge. But employers increasingly care about whether a candidate can deliver -- i.e., perform tasks relevant to the role, adapt, learn quickly. Skills are a more direct proxy for that.

2. Shorter learning cycles & modular credentials. With rapid change in skills required, shorter, focused credentials (bootcamps, micro-credentials, certifications) allow faster updating than multi-year degree programmes.

3. Broader access and diversity. Focusing on skills lowers barriers for talent from non-traditional educational backgrounds, increasing diversity and allowing firms to tap pools that might be overlooked if degrees were required.

4. Better internal mobility and flexibility. Employers adopting skills-based frameworks can redeploy or upskill existing staff rather than always hiring new degree-holders. This improves efficiency and responsiveness.

5. Mismatch between what degrees teach and what jobs need. Many degree courses focus on theory rather than immediately applicable skills; as one article puts it: "A degree can help you get a job, but skills are what will keep you in the running.

Before we conclude that degrees are obsolete, it's important to nuance the argument. Degrees continue to have value -- in some fields and for certain roles, and for foundational learning.

l Professionally regulated fields. Medicine, law, certain engineering disciplines, university-teaching roles etc require accredited degrees (and licensure) and are unlikely to shift solely to skills in the short run.

l Broad foundational knowledge. A degree often exposes learners to a wider base of knowledge (critical thinking, research, exposure beyond narrow work tasks) which still holds value in many careers.

l Screening benefit. For many employers, degrees still serve as an efficient screening tool for basic trainability or as a filter when candidate pools are large.

l Status and signalling. Although the signalling value is declining, degrees still carry social prestige and can open doors (especially in certain markets and hierarchies).

l Hybrid approach wins. Many commentators argue the ideal is not degree or skills, but a combination: a good degree plus strong, relevant skills.

l Don't rely solely on having a degree. Make sure you build tangible skills, ideally mapped to industry demand (technical + soft skills).

l Develop learning agility -- the ability to pick up new skills quickly, adapt to changing job-requirements. This is increasingly a top differentiator.

l Use alternative credentials to complement or substitute part of the traditional path: certifications, boot-camps, project-portfolios, internships.

l When choosing a degree, think about how you will link it to applicable skills and real-world experience (internships, practical projects) rather than just course completion.

l Understand the market you're entering: in some fields degrees will still matter a lot; in others, skills may dominate.

l Shift the mindset from "degree = quality" to "skills + potential = quality". Consider frameworks that map candidate capabilities rather than credentials alone.

l Invest in internal upskilling and mobility: if someone has half the skills, can you train them to fill the gap rather than starting anew?

l Be transparent about what skills you value: publish job-specifications that list required competencies (technical/soft) rather than just degree requirements.

l Rethink filters: degrees can exclude valuable talent unnecessarily; opening to skills-based hiring can widen the pool and improve diversity.

l The concept of a "resume" will increasingly emphasise skills, micro-credentials, project-portfolios and demonstrated outcomes rather than the diploma line.

l For employers: talent frameworks will evolve to map skills inventories, learning pathways and internal mobility, not just external hiring of degree holders.

l For learners: the era of one degree for life will give way to lifelong learning for multiple careers. Reskilling and up-skilling will become norm (not exception).

l For institutions: education providers will need to become more agile, modular, aligned with industry, and flexible (online + offline + mentored).

l For economies: if more roles can be filled via skills-based sourcing, potential for reducing mismatch, unemployment and under-employment rises -- opening opportunities for talent from non-traditional backgrounds.

The message is clear: in the evolving world of work, skills are fast becoming the currency. Degrees are no longer the sole or even dominant credential in many cases -- they remain relevant, but increasingly as part of a broader stack that includes practical capabilities, learning agility, adaptability, and demonstrated performance. For job-seekers, the takeaway is: don't just get a degree -- build relevant skills, and be ready to show what you can do.

For employers, it's a call to rethink hiring, talent development and internal mobility through a skills lens. For educators and policymakers, it's a prompt to recalibrate curricula, credentials and pathways in service of the real demands of the labour market. The author is Director & Co-founder, iXceed Solutions (Global Tech-Recruiter Provider). more

Career development

 17h

John Dolan: If you sit a job interview, the least you deserve is a prompt reply


Say hello warmly. Look into their eyes. Smile. Shake their hands firmly. Sit down and lean forward slightly in your chair. And, begin...

Is there any situation more stressful and downright unnatural in life than a job interview?

I mean, I get it. How else is an employer going to appoint a person to a role in their organisation, when they have had more than one applicant? Draw straws?

Job... interviews are a necessary evil - but an evil nonetheless for those on the wrong side of the table!

Sure, some people are naturals at them, but for every confident, bubbly personality who can reel off pearlers like "Opportunities don't happen, you create them", there are perhaps ten others who fake it and stumble blindly through the inquisition, despite perhaps being just as suitable for the role as the goody-two-shoes.

However, one thing I'm sure we can all agree on, is that if someone takes the time and trouble to attend a job interview, the least they deserve is a prompt response as to whether they actually passed the audition.

But in this day and age, I'm afraid such a basic courtesy on behalf of an employer seems to be in short supply.

My teenage son recently attended an interview for a part-time job at a large organisation. He made himself presentable, and I drove him down to the place, trying to coach him on some of the possible questions and offer advice.

Half an hour later, he emerged quite happy with the experience. He had answered all the questions and felt he had done fine. "They said they would know their decision by the end of next week," he said.

That was a month ago. We heard not a jot since.

My son has pointed out that the fact they said they would know their decision by the end of the following week didn't actually suggest they would let him know the answer.

But that seems a cop-out to me.

Since when did it become normal for any employer, no matter how large or small, to not even deliver a basic 'Thanks, but no thanks' to a failed candidate?

It would never have happened back in the day, that's for sure.

When I was leaving school, and still unsure of what I wanted to do, I wrote maybe a dozen letters to large companies in my home town in England looking for a job, any job. They weren't even actively recruiting at the time. Unemployment was sky-high, and thousands were looking for work.

Even so, I got prompt replies back from all those companies turning me down, while some went the extra mile, and offered sound advice and tips for someone in my position.

None of them left me hanging.

Back then, if you went to the extra trouble of actually sitting a job interview, you would have been sent a letter or phoned quickly to put you out of your misery.

These days, it appears misery is good.

And it's an odd state of affairs, because we live in an age where most larger companies have HR (human resources) industries that are dedicated to caring for the workforce and to recruitment.

This may partly be down to the ease these days with which a person can apply for a role.

Years ago, you had to answer a recruitment advert with a handwritten letter, buy a stamp and envelope, and post it out, eagerly awaiting a reply with your interview date.

Today, people can bounce their CVs out on websites such as LinkedIn and carpet-bomb prospective employers, and perhaps that feeds into an attitude of 'Don't call us, we'll call you'.

But I don't think that's a good enough excuse.

And a simple stock answer - yes or no - is all that most people need.

Sure, some candidates might want to seek advice on why their interview failed, which shows initiative, but it's not a company's job to be their personal advisor and offer feedback. That could be time-consuming, and risk offending the applicant, even incurring a charge of discrimination.

This is another attitude imported to our business sphere from the U.S, where writs can fly very easily in the recruitment world.

All that aside, if a person takes out maybe three or four hours of their day to prepare and attend an interview with your company, and endures all the stresses that such an interrogation involves, a simple response to their application is not too much to ask.

There is even a corporate phrase for this 'ghosting' of interviewees - 'no-reply culture'.

The concerning aspect for the guilty company is that candidates failing to get closure can come away with a negative attitude to that organisation and feel disrespected by it.

Maybe the customer care departments in these big businesses need to have a word in the ear of the HR team down the corridor!

I've been at both ends of the interview table several times in my career, and still, if I had an important interview tomorrow, I could be thrown by such a basic and obvious question as 'What qualities do you think you could bring to this role?'

That's before you get to those occasional curve-ball questions that can throw even the best-prepared candidates.

Like, "Can you provide me with an example of a time when you confronted a stressful situation and made it better?"

Me: "Yes, trying to feed the kids breakfast this morning. I made it better by giving them all a clip around the ear!"

Cue lots of ticking and crossing of various boxes by the interview panel. I never know if that is a good thing!

Back in the UK many years ago, I was interviewing a few people with my editor when one lady came in who broke every single rule in the book. She arrived ten minutes late, failed to apologise, and was prickly and abrasive. She slagged off every employer she had worked for, and admitted that didn't put her in a good light, but so what!

When she left, the editor turned to me and said: "She won't get the job, which is a shame, as she'd give a few people round here a good kick up the arse!"

Another boss judged candidates on first impression by noting how shiny their shoes were.

Then there was a friend of mine in the UK who listed working on a dog magazine on his CV, and was quizzed about it by an interview panel.

"I basically write doggy-style articles for it," he explained in a fluster. He swore it was only the next day that it dawned on him he had uttered perhaps the worst double entendre of all time. He is still scarlet now.

That was one candidate who really didn't need to wait for the rejection letter. more

Career development

 18h

Kaspersky Warns of Young Talent Turning to Dark Web Jobs; Median Age Drops to 24


Kaspersky Digital Footprint Intelligence prepared a new report Inside the dark web job market: Their talent, our threat. There was a two-fold increase in the number of résumés and jobs posted on underground forums in Q1 2024 compared to Q1 2023

Kaspersky Digital Footprint Intelligence prepared a new report Inside the dark web job market: Their talent, our threat. There was a two-fold increase in... the number of résumés and jobs posted on underground forums in Q1 2024 compared to Q1 2023, and this number remained on the same level in Q1 2025. Overall, in 2025, résumés outnumber vacancies 55% to 45%, driven by global layoffs and an influx of younger candidates. Age distribution among the candidates shows a median seeker age of just 24, with a marked teenager presence. more

Career development

 23h

If your wardrobe consists of these 10 items, you're dressing exactly like the average middle-class American


Are your clothes echoing your real identity... or just your default one? Your closet doesn't just hold clothes -- it holds stories waiting for you to uncover them.

Have you ever looked at your closet and wondered, Is this really my style... or just the style I absorbed without noticing?

I ask myself this fairly often, especially when I'm sorting through clothes before donating a pile to the... local thrift store near the farmers' market where I volunteer.

The wardrobe of the classic middle-class American is less about fashion statements and more about staying safely in the middle lane.

There's nothing wrong with that, of course.

But if you're someone who's trying to understand yourself better, or simply curious about how your habits reflect your identity, what you choose to wear can reveal more than you might think.

So let's talk about the ten items that show up in almost every middle-class American closet.

And more importantly, what they might say about you.

There's always that pair.

Not the trendy ones, not the distressed ones, not the "I bought these because I felt adventurous for 15 minutes" ones.

I'm talking about the safe, mid-wash, straight-leg jeans you can wear anywhere without thinking too hard.

I grew up in a small suburban neighborhood, and this was practically the uniform.

You could spot parents at Little League games, couples at Target, and coworkers on casual Fridays all wearing some version of the same denim.

Jeans like this signal practicality.

They say, "I want to look fine, but I'm not trying to impress anyone."

They're comfortable and familiar.

Almost like the sartorial equivalent of comfort food.

Nothing wrong with that.

But if you never stray from this default, it's easy to forget you have other options.

There's something about a blazer that whispers responsibility.

You might not love it. You might not wear it often.

But it's there, hanging somewhere near the "slightly nicer" section of your closet, ready for job interviews, presentations, or the occasional semi-formal dinner.

This is one of those pieces that screams middle-class stability.

Years ago, when I was still a financial analyst, I kept a blazer on the back of my office chair for those unexpected pop-up meetings with executives.

Even after I left that world, the blazer stayed in my closet much longer than the job did.

It took a while to realize I was keeping it not for fashion, but out of habit... and maybe a lingering sense of who I used to be.

Sometimes the clothes that cling to us the longest are the ones tied to old identities.

Vacation destinations. Charity runs. Festivals. Family reunions. Corporate retreats. You name it, there's a shirt for it.

If you want a quick snapshot of someone's life journey, follow the trail of their graphic tees.

I once helped a friend unpack after her move, and she had shirts from events she didn't even remember attending.

But they still made the cut because they felt sentimental, or just too "useful" to toss.

Middle-class wardrobes tend to rely heavily on free or cheap graphic tees because they tick all the boxes: practical, versatile, low-effort, and emotional enough to feel worth keeping.

The question is: do these shirts reflect who you are now, or who you were then?

Beige. Gray. Navy. Black.

There's always a stack of sweaters that could all star in the same minimalist catalog.

If you've ever stood in a department store, touching soft sweaters and thinking, "This feels cozy," you already know exactly how these end up dominating closets.

These sweaters are comfortable, safe, and endlessly matchable.

But when every sweater looks the same, your wardrobe starts to feel like a loop of sameness.

Sometimes I wonder if we gravitate toward neutrals not because we love them, but because they make decisions easier.

And sure, efficiency is wonderful. But so is self-expression.

You see them at the grocery store, on PTO board members, at the post office, and at brunch. They're not bad.

In fact, they're comfortable and supportive, which is probably why they've become essential.

And we don't necessarily need our shoes to tell a story.

But what if they did?

There's the college hoodie. The team hoodie. The "I bought this at Costco" hoodie.

The random hoodie you don't remember acquiring but somehow wear more than anything else.

Hoodies are beloved in the middle-class lifestyle because they're the clothing version of a warm hug.

They're also tied to nostalgia, comfort, and routine.

I have one from my early trail-running days that I'll probably keep forever, even though it's frayed and faded.

Yes, I'm vegan and genuinely enjoy minimalist living, but even I have a few sentimental hoodie attachments.

Sometimes clothes stick around because they hold little pockets of our history.

And honestly, there's beauty in that.

Most middle-class wardrobes contain that one pair of dress shoes, heels, or loafers that look great in theory but feel like punishment in practice.

They get worn only for special occasions.

Weddings. Graduations. The annual holiday dinner where everyone pretends they aren't uncomfortable.

These shoes tell an interesting story.

They reflect an old-fashioned belief that looking "put together" sometimes requires suffering.

But personal style doesn't have to be painful.

And if the only thing that makes these shoes "nice" is tradition, maybe it's worth reconsidering whether they deserve closet space.

This one might be the most universal of all.

The everyday zip-up has become the middle-class American security blanket.

It's warm, durable, a little outdoorsy, and blends into almost any environment.

Errands? Yes. Work-from-home? Definitely. A quick walk around the neighborhood? Always.

What I find interesting is how pieces like this make people feel prepared.

Ready for shifting weather, surprise outings, or a burst of activity.

There's a psychological comfort in that level of readiness.

Almost like saying, "I might not know what the day holds, but at least I'll be comfortable."

These are usually bought in a moment of hopeful responsibility.

A job interview coming up, a conference, or a desire to "have better things to wear."

But here's the funny part: most people rarely wear them.

They sit neatly folded or hung in a tidy row, reminding us of our aspirations more than our realities.

If your closet contains a cluster of these tops that you keep "just in case," you're definitely in the average zone.

Almost every middle-class closet has a jacket meant to function in as many situations as possible.

Not too sporty, not too formal, not too trendy, not too basic.

Something that can go from errands to casual dinner without drawing attention.

This jacket says, "I want to fit in almost anywhere." And honestly, many of us grew up wanting exactly that.

But when you're trying to grow into a deeper sense of individuality, it can be worth asking whether blending in is still serving you.

So, did you recognize your closet in any of these items?

If so, you're far from alone. These ten pieces show up again and again in the wardrobes of middle-class Americans because they're comfortable, predictable, and easy.

They help us move through our days with minimal friction.

But here's the bigger question:

Are your clothes echoing your real identity... or your default one?

Wardrobes are rarely just about fabric and function.

They're about self-perception, personal history, convenience, and sometimes even emotional safety.

The real power comes from noticing what's intentional and what's just leftover habit.

You don't need to overhaul your wardrobe to express yourself more fully.

You just need to get curious.

Ask yourself what feels authentic, what feels outdated, and what feels like it belongs to an older version of you.

Because your closet doesn't just hold clothes.

It holds stories. And you get to decide the next chapter. more

Career development

 1d

Good Faith in Law vs. Bad Faith in Hiring: Time to Treat Resumes Like Contracts


In litigation, parties must disclose the truth, back every claim with verifiable evidence, and accept stiff penalties if they mislead. Money is on the line, so honesty isn't optional. Strangely, those same stakes -- six-figure salaries, mission-critical systems, entire product roadmaps -- seem to inspire little more than checkbox diligence when vetting tech talent.

Walk through any... applicant-tracking system and you'll find walls of buzzwords: Kubernetes, OpenShift, Informatica, DataPower, Terraform, Ansible, you name it. Everyone's an "intermediate" or "senior" because that adjective nudges rate cards downward and inflates candidate pools upward. The results are predictable: authentic experts who have designed, deployed, and rescued real systems for decades must haggle for market pay while résumé embellishers breeze through phone screens.

The math alone should make us pause. My first consulting rate decades ago -- once adjusted for inflation -- would exceed many "competitive" offers today. Back then, teams verified references the old-fashioned way: call the previous employer, talk shop, confirm impact. Today, global hiring pipelines let candidates cite distant references that are impossible to reach promptly, and recruiters rarely have the time to chase them down.

Skill-testing platforms once promised salvation. Remember BrainBench in the early 2000s? Multiple-choice quizzes on Java, SQL, network protocols and 400 other "skills" -- fun, fast, and utterly disconnected from real-world complexity. Their spiritual successor, TestGorilla, tries again with slick UI and bigger question banks, but the same flaw persists: knowledge recall is not mastery under pressure. Knowing kubectl flags is nice; orchestrating a zero-downtime migration under a bursting production workload is priceless. A twenty-minute quiz cannot capture that.

Even worse, we never test the testers. How many "Kubernetes expert" hiring managers could stand up a cluster live on a shared screen? Imagine flipping the script: candidates pose a practical, time-boxed challenge to interviewers. If a manager cannot troubleshoot a network policy hiccup or interpret an Ingress rule, why should their opinion of candidate capability hold weight?

So, what would good-faith recruiting look like?

* Contract-style verification: Treat every claim on a résumé as a clause that requires evidence. If an applicant says they led a container platform migration, ask for anonymized deployment diagrams, change-management tickets, or a brief video walkthrough of dashboards in action (with sensitive data masked).

* Contextual references: Demand verifiable endorsements relevant to the job's region, industry, and scale. Calling a colleague who witnessed those midnight incident calls trumps a generic LinkedIn thumbs-up.

* Transparent auditing: Share sanitized reference summaries with all finalists. When both sides see the vetting criteria, the process stays honest.

* Reciprocal testing: Interview panels must demonstrate competence in the domain they evaluate. If you grill a candidate on CI/CD pipelines, be ready to diagram your own. Fair is fair.

* Market-rate integrity: Once skills are proven, pay what the market pays genuine practitioners. Undercutting breeds turnover, mediocrity, and lost velocity -- costs no spreadsheet fully captures.

Will it take longer? Absolutely. Will it cost more per hire? Possibly. But compare that to the hidden expense of botched releases, security breaches, and months of babysitting underqualified staff. In legal terms, bad-faith contracting invites punitive damages. In tech, bad-faith hiring invites outages, churn, and reputational dents.

Law has a doctrine for this: he who seeks equity must do equity. If companies want top-tier engineers to show up with proof points, they must also show good-faith diligence in how they assess and reward talent. Otherwise, we will keep burning cash on inflated head-counts and deflated capabilities.

Ready to raise the bar? Start treating résumés like contracts -- binding, enforceable, and subject to verification. Anything less is just expensive wishful thinking. more

Career development

 1d

Quit Playing Games with My Heart... Scammers


Here's the pattern I've come to know all too well: they rave about your experience, ask your salary expectations, promise the dream role... and then, suddenly, your résumé isn't "up to standard." Luckily, they "know a guy" who can fix it -- for a fee.

The timing is always the same: it happens right after I announce I'm open for work. It is like a homing beacon for scammers.

Today, though, I got... an out-of-the-blue recruiter request that seemed different. Legit. The LinkedIn page looked real. Credentials checked out. The conversation didn't resemble a ChatBot. I got genuinely excited about a potential long-term role and at a rate I actually wanted.

Then came the infamous résumé request. Since everything seemed above board, I did a quick tweak, updated it, and sent it off.

I clearly took too long.

Houdini time!

The recruiter's name changed to "LinkedIn Member." Click the profile... vanished. No résumé upsell this time. Just... gone.

It's discouraging. And it happens enough that I'm seriously considering asking the next recruiter upfront:

"Do you know a guy who'll fix my résumé for a price, or do you actually want to see if I'm a good hire?"

We need to put a premium value on our skills, time, and expereince. We can't be afraid to champion for ourselves. If a recruiter reaches out, great. But always ask questions about the position and why they reached out, in order to protect yourself, and remember your worth.

In other news, I also happen to know a freelance writer with over ten years of experience. Creative storytelling, engaging audiences, helping brands communicate meaningful messages...pure magic.

Pssst... it's me. And I'd love to put my skills to work for you.

You can also support me by subscribing to my Life on the Balcony newsletter, or consider tossing a few coins in the tip jar via the Support Me badge or my Ko-fi page. more

Janis Hawthorne


Career development 2d
Hi! During my lunch break I was talking with a coworker and kind of daydreaming about how nice it would be to move to a big city and rent a decent apartment there. The boss’s secretary overheard us and 2 hours later my boss called me in and asked why I’d decided to quit and move to the district center.

Of course, I explained everything to him, but now I’m not sure how to work normally knowing... that his secretary reports everything she hears to him.

 more
1   

  • Sheila Milburn

    1d

    Do your work as normal. Don't retaliate. Act as if you don't know what she did. Now you know, if/ when needed, how to get something to the boss... indirectly. And remember, the secretary has always been the 2nd pair of ears and eyes for the boss. But because she didn't get the facts straight, I would label this one, "messy." Take this as a warning to limit breakroom chatter to minor chit chat. "Coworkers" don't need to know your dreams and aspirations. Save that discussion for true friends or family outside of the workplace. The less you share: the less that can be shared. Goodluck.  more

    2

  • Shelby Schneider

    1d

    You have absolutely every right to daydream about such a thing; and what the heck; does not the boss's secretary have ANYTHING better to do...like... her job. Just do your job 'normally" and carry on.  more

Load more...

David Cabot


Career development 4d
I wanted to ask your advice, is this normal practice or am I missing something? A couple of days ago I had an interview for a sales manager position. When we said goodbye, the HR manager told me they would get in touch with me.

Today they called and asked why I didn’t show up to work, because they had sent me a text message yesterday evening. I didn’t see it, of course. Now I’m wondering... whether I should even consider working for a company that handles things this way.

What do you think? Thanks.

 more
3   

  • Idris Olanrewaju

    1d

    You can request for document perfection along the line. Go to work please

  • Tumusiime Ezra

    2d

    You were there to be interviewed not to interview, go and work, otherwise, that HR has a job, you won't.

Load more...

Career development

 1d

Dark Web Now Attracts Laid-Off Workers, Teens and Elite Talent, Median Age 24


Kaspersky Digital Footprint Intelligence prepared a new report Inside the dark web job market: Their talent, our threat. There was a two-fold increase in the number of résumés and jobs posted on underground forums in Q1 2024 compared to Q1 2023, and this number remained on the same level in Q1 2025. Overall, in 2025, résumés outnumber vacancies 55% to 45%, driven by global layoffs and an influx of... younger candidates. Age distribution among the candidates shows a median seeker age of just 24, with a marked teenager presence.

Jobs found on the dark web are predominantly related to cybercrime or other illegal activities, although some legitimate positions are present as well. Kaspersky findings show a shadow economy where 69% of job seekers did not specify a preferred field, openly signaling they'd take any paid opportunity - from programming to running scams or high-stakes cyber operations. The most in-demand IT roles posted by employers on the dark web reflect a mature criminal ecosystem:

developers (accounted for 17% of vacancies) create attack tools;

penetration testers (12%) probe networks for weaknesses;

money launderers (11%) clean illicit funds through layered transactions;

carders (6%) steal and monetize payment data;

traffers (5%) drive victims to phishing sites or infected downloads.

Gender-specific patterns emerged in specialized applications. Female applicants predominantly sought interpersonal roles, including support, call-center, and technical-assistance positions. Male applicants, by contrast, more frequently targeted technical and financial-crime roles - developers, money mules, or mule handlers.

Salary expectations varied sharply by specialization. Reverse engineers commanded the highest compensation, averaging over $5,000 monthly, followed by penetration testers at $4,000 monthly and developers at $2,000. Fraudsters tended to receive a fixed percentage of a team's income. Money launderers average 20%, while carders and traffers earn approximately 30% and 50% of the full income, respectively. These figures reflect a premium on scarce, high-impact skills within the shadow ecosystem.

"The shadow job market is no longer peripheral; it's absorbing the unemployed, the underage, and the overqualified. Many arrive thinking that the dark web and the legal market are fundamentally alike, rewarding proven skills over diplomas, with the dark web even offering some benefits - like offers landing within 48 hours and no HR interviews. However, not many realize that working on the dark web can lead to prison," comments Alexandra Fedosimova, Digital Footprint Analyst at Kaspersky.

Young individuals contemplating dark web employment must recognize that short-term earnings carry irreversible legal and reputational consequences. Parents, educators, and the community are urged to report suspicious online solicitations immediately. Children should be shown that there are multiple skill-building and career pathways in legitimate technology sectors, such as cybersecurity. Check out Kaspersky's special project What we should do with kids who hack on how teens can be rehabilitated and taught to use their skills for good. more

Anonymous member


Career development 4w
Hello! What would you do in my situation? Yesterday was my first day at a new job. I went through a long interview process and was super excited to get hired. But then I was totally shocked to see my ex working in the next department. For the record, I was the one who left him before our wedding.
How am I supposed to work next to him now?

7   

  • Clifort Buse

    1d

    Strickly on a professional level

  • S Royster

    3d

    Great pitch for a Netflix rom-com. Take notes of what happens and get an agent

Load more...

Career development

 2d

Not All Career Advice is Good For You


As a career professional who writes and speaks about careers and is often asked for career advice, policing all the advice I hear is exhausting. I stay in my lane more often than not. However, hundreds of thousands are currently offering career advice under the guise of being a career coach. And much of it isn't good. However, I believe there are many positive aspects to consider. I am willing to... focus on and celebrate the valuable and practical, regardless of who or where it comes from.

Scrutinize all career advice. If you don't, conflicting advice can become quite messy. The bottom line is often what you want to do and where you want to do it when it comes to your next job. The lack of clarity becomes a journey for both career professionals and job seekers (or clients).

Successful job candidates today must understand more than the job they want. Become critical thinkers of how the employer expects success. It would be best if you epitomized what employers want. As I said before, "be the prescription to the employers' job description."

Most career professionals these days wouldn't suggest the old-fashioned "Objective" statement on a résumé. Yet, the church that's been looking for a secretary for six months will hire someone with skills, even if they have an "Objective." Not to mention if the person with the "Objective" is referred by a church who was that person's former employer. Referrals often eclipse errors on résumés.

I've suggested job seekers replace the "Objective" with a "Contribution Statement" on a résumé. It's not just what you bring to the table. It's the culmination of thoughtfulness, research, and listening to what employers and recruiters say are the problems. You don't treat a cold with Ibuprofen, and you shouldn't apply Neosporin to the skin if someone complains of a stomachache. It truly takes an examination on the job seeker's part to understand and communicate they have the skills to solve the problem. It's up to you, the job seeker, to apply best practices to align with your goals, motivations, and career objectives.

"Don't be late" is said to adults as it is to kids, but it is a best practice in all industries. It's preached from sermons to elementary school. That doesn't mean someone can't call to say they will be late. Or if it's overlooked, if someone vouches for you. Some of you will think this is petty advice, and it is petty on all levels. It sounds good, but it may not be suitable for you.

People in government sectors who've had long careers will still give the old, cut-and-paste-the-job-description-into-your-resume trick. And people have gotten interviews and jobs from that strategy. I witnessed this firsthand in a recent conversation. Generally, it doesn't work well, but for someone, it did. We can call it an anomaly. However, it's not a good practice, considering that I've heard of a thousand other people who tried and failed with the same strategy.

My friend Hannah Morgan has suggested over the years we call informational interviews something else. Contextually, she is told to stop approaching people: "Can I conduct an informational interview with you?" She's right. She has several articles in which she makes it clear it needs to be a conversation. I call it informational interviews countless times, and I've qualified it by saying it's a business or informal conversation. Not always, but you get the point. Maybe I should say stop taking career and job-search advice so literally?

Career professionals offer career advice on how they would if they were the job seeker, without hearing what they are saying. What they say isn't always in words, nor is their story a literal translation. Within those stories are feelings, and the words they speak are louder than unspoken. The career practitioner must listen for the unsaid as diligently as they interpret what is said. People who need advice are rarely straightforward, specific, and aware in their approach to job search, and are not always sure what they want.

Many will argue they don't have to customize their résumé to each employer. That's arguable in this instance, despite best practices, but you will need to customize your approach if the company's values and philosophies differ. Everyone prefers a different way to be charmed. You must respect their preferences if you want to be noticed. more
2   

Career development

 1d

Simple Techniques for Overcoming Interview Nerves


While your CV, experience, abilities, and education are all crucial in getting a job, the interview is often the company's first true impression of you. In a job interview, it's critical to present oneself effectively, but interview jitters may make this difficult. In this post, we'll show you how to overcome interview anxiety.

What does it mean to be nervous during an interview?

Nerves are the... body's natural reaction to being in an unfamiliar environment. Interview nerves occur when your body's stress reaction is triggered, and your body prepares to fight or escape in response to the perceived threat of a job interview. Physical responses such as fast heartbeat, quick breathing, pale or flushed skin, dilated pupils, or shaking may occur throughout this procedure.

These are automatic responses, and while they might be useful in a threatening situation, it's better to keep your cool before heading to an interview. Fortunately, you may attempt a variety of activities and strategies to help you overcome your interview anxiety.

There are numerous things you may do during a job interview to help you relax. Try these strategies the next time you're worried before an interview:

Keeping your hands busy might aid in the channeling of anxious energy. If you're sat in front of a computer and can't see your hands, try twiddling your thumbs to relax. Keep a tiny object in your hands, such as a pencil, but be mindful that toying with it may draw attention to your hands. You will be less likely to fidget throughout the interview if your hands are engaged.

The S.T.O.P. approach is a mental strategy for dealing with stressful situations. This technique's steps are as follows:

The S.T.O.P. technique encourages you to slow down and be aware of what you're doing and feeling at any given time. It helps you recall that your actions and ideas are under your control.

Focus on your breathing while you're not answering questions. You'll be less worried if you don't let your mind wander. Pause for a moment and take a deep breath before speaking. It's easier to stay cool if you pay attention to your breathing, and stopping before speaking gives you more time to think of the ideal answer.

While anxiousness is normal, changing your perspective on an interview might help you relax. Remind yourself that a job interview is nothing more than a dialogue between you and another person about yourself. All you have to do is respond to the interviewer's questions and be true to yourself. In an interview, you are not obligated to do anything else.

Sit or stand confidently during your interview. Your physical posture can have a soothing impact on your thoughts. Smiling can also fool your mind into thinking you're pleased, allowing you to unwind a bit more.

Here are a few more suggestions to help you relax before a job interview:

Exercise releases happy neurochemicals, and being outside is excellent for your mental health. To help clear your mind, go for a 15-minute stroll before your job interview or take five minutes to wander about before entering the building.

Anxiety can be reduced by feeling prepared. Prepare for the interview by researching the firm, practicing with a buddy, and having your resume and notes available. There are several resources available on the internet to help you prepare.Especially, if you're being interviewed for a developer job, you may want to check out react js interview questions.

If you know the name of the person who will be interviewing you, find out all you can about them. Make a list of any questions you have, as well as any details about yourself that you'd like the firm to know, and any other notes that will help you stay focused. Knowing what to expect will make you feel more relaxed and at ease.

If you keep to your schedule and whatever plans you may have, your day will be more productive. If at all feasible, schedule your job interview during the morning to avoid being anxious and waiting all day. Make sure you get enough sleep the night before so you can function and be attentive. Make a plan to do something enjoyable or interesting following the interview, and you'll have something to look forward to.

Talking to a positive friend or family member may considerably increase your self-assurance. It's simpler to listen to someone else's good words than it is to speak your own, and receiving praise from a loved one may help you relax.

Before your interview, have a healthy breakfast to ensure you have the energy you require. Worry and stress can be exacerbated by hunger. To improve your mood, choose one of your favorite dishes. more

Career development

 1d

World's Best Employers 2026 Announces Top Employers in the USA


The World's Best Employers 2026 will recognize top companies in the USA for their commitment to employee satisfaction, workplace culture, and innovation. The winners will be revealed on December 19, 2025.

USA, November 28, 2025 -- World's Best Employers 2026 Announces Search for Top Employers in the USA

The World's Best Employers 2026 award is set to honor the best employers across the United... States who excel in fostering a positive, engaging, and supportive workplace culture. The announcement of the winners will take place on December 19, 2025, with companies from various sectors competing for the prestigious recognition.

This award celebrates the companies that go beyond traditional workplace practices to create environments where employees thrive. The World's Best Employer award recognizes organizations that not only provide excellent compensation and benefits but also prioritize employee well-being, career development, and work-life balance.

The Methodology Behind the World's Best Employer Award

The World's Best Employer award utilizes a comprehensive and data-driven methodology to identify the most deserving companies. The evaluation process takes into account several key factors that contribute to a positive work environment, including:

This multi-faceted approach ensures that the award recognizes companies that truly invest in their employees, going beyond the basics to create a culture of excellence.

Why the World's Best Employer Title Matters

Being named one of the World's Best Employers carries significant weight for companies, providing not only industry recognition but also offering a competitive edge in attracting top talent. The World's Best Employer title serves as a testament to a company's commitment to its employees and sets a high standard for others to follow.

For businesses, this recognition can increase employee morale, enhance brand reputation, and contribute to higher levels of productivity and loyalty. Companies that prioritize their workforce and create environments where employees are supported and empowered often see long-term benefits that contribute to their success.

A Focus on the Employee Experience

The World's Best Employer 2026 award highlights companies that make employee experience a top priority. This goes beyond offering excellent salaries to creating an environment where individuals feel valued, respected, and part of something greater than just their job role.

The Road to Recognition: How Companies Will Be Evaluated

The selection process for the World's Best Employer 2026 is thorough and unbiased. USIQ will collect data from employee surveys, industry reports, and public records to form an accurate picture of each company's work environment. Companies will be assessed based on their policies, employee feedback, and contributions to fostering a culture of inclusivity and growth.

Once the evaluation process is complete, the companies that stand out in each category will be named the best employers in the USA. The winners will be announced on December 19, 2025, and their success will serve as an example for other organizations looking to improve their workplace practices.

Looking Ahead to December 2025

The World's Best Employer 2026 awards are set to be a key moment in the business world, shining a spotlight on the companies that prioritize their employees and lead with integrity and purpose. With the award ceremony fast approaching, businesses across the USA are eagerly anticipating the announcement of the top employers who will set the standard for excellence in the workplace.

Companies that are eager to join the ranks of the World's Best Employers can start preparing by focusing on enhancing their employee experience and ensuring they create a work environment that fosters growth, inclusion, and satisfaction.

For more details and to stay updated on the upcoming awards, visit World's Best Employer.

About USIQ

The United States Institute for Quality (USIQ) is an organization dedicated to recognizing and promoting excellence in workplace practices. Through comprehensive evaluations, USIQ identifies and honors companies that create exceptional environments for their employees, contributing to long-term business success. For more information, visit USIQ.

Media Contact:

Gedrianne Abadies

Business Development

Email: [email protected]

Website: World's Best Employer

Website: USIQ

Contact Info:

Name: Gedrianne Abadies

Email: Send Email

Organization: United States Institute for Quality (USIQ)

Website: https://www.usiq.org/

Release ID: 89177275

In case of encountering any inaccuracies, problems, or queries arising from the content shared in this press release that necessitate action, or if you require assistance with a press release takedown, we urge you to notify us at [email protected] (it is important to note that this email is the authorized channel for such matters, sending multiple emails to multiple addresses does not necessarily help expedite your request). Our responsive team will be readily available to promptly address your concerns within 8 hours, resolving any identified issues diligently or guiding you through the necessary steps for removal. The provision of accurate and dependable information is our primary focus. more

Career development

 1d

World's Best Employers 2026 Announces Top Employers in the USA


All information and data in this article is solely for informational purposes. For more information please view the Barchart Disclosure Policy here

The World's Best Employers 2026 will recognize top companies in the USA for their commitment to employee satisfaction, workplace culture, and innovation. The winners will be revealed on December 19, 2025.

USA, November 28, 2025 -- World's Best... Employers 2026 Announces Search for Top Employers in the USA

The World's Best Employers 2026 award is set to honor the best employers across the United States who excel in fostering a positive, engaging, and supportive workplace culture. The announcement of the winners will take place on December 19, 2025, with companies from various sectors competing for the prestigious recognition.

This award celebrates the companies that go beyond traditional workplace practices to create environments where employees thrive. The World's Best Employer award recognizes organizations that not only provide excellent compensation and benefits but also prioritize employee well-being, career development, and work-life balance.

The Methodology Behind the World's Best Employer Award

The World's Best Employer award utilizes a comprehensive and data-driven methodology to identify the most deserving companies. The evaluation process takes into account several key factors that contribute to a positive work environment, including:

This multi-faceted approach ensures that the award recognizes companies that truly invest in their employees, going beyond the basics to create a culture of excellence.

Why the World's Best Employer Title Matters

Being named one of the World's Best Employers carries significant weight for companies, providing not only industry recognition but also offering a competitive edge in attracting top talent. The World's Best Employer title serves as a testament to a company's commitment to its employees and sets a high standard for others to follow.

For businesses, this recognition can increase employee morale, enhance brand reputation, and contribute to higher levels of productivity and loyalty. Companies that prioritize their workforce and create environments where employees are supported and empowered often see long-term benefits that contribute to their success.

A Focus on the Employee Experience

The World's Best Employer 2026 award highlights companies that make employee experience a top priority. This goes beyond offering excellent salaries to creating an environment where individuals feel valued, respected, and part of something greater than just their job role.

The Road to Recognition: How Companies Will Be Evaluated

The selection process for the World's Best Employer 2026 is thorough and unbiased. USIQ will collect data from employee surveys, industry reports, and public records to form an accurate picture of each company's work environment. Companies will be assessed based on their policies, employee feedback, and contributions to fostering a culture of inclusivity and growth.

Once the evaluation process is complete, the companies that stand out in each category will be named the best employers in the USA. The winners will be announced on December 19, 2025, and their success will serve as an example for other organizations looking to improve their workplace practices.

Looking Ahead to December 2025

The World's Best Employer 2026 awards are set to be a key moment in the business world, shining a spotlight on the companies that prioritize their employees and lead with integrity and purpose. With the award ceremony fast approaching, businesses across the USA are eagerly anticipating the announcement of the top employers who will set the standard for excellence in the workplace.

Companies that are eager to join the ranks of the World's Best Employers can start preparing by focusing on enhancing their employee experience and ensuring they create a work environment that fosters growth, inclusion, and satisfaction.

For more details and to stay updated on the upcoming awards, visit World's Best Employer.

About USIQ

The United States Institute for Quality (USIQ) is an organization dedicated to recognizing and promoting excellence in workplace practices. Through comprehensive evaluations, USIQ identifies and honors companies that create exceptional environments for their employees, contributing to long-term business success. For more information, visit USIQ.

Media Contact:

Gedrianne Abadies

Business Development

Email: email@usiq.org

Website: World's Best Employer

Website: USIQ

Contact Info:

Name: Gedrianne Abadies

Email: Send Email

Organization: United States Institute for Quality (USIQ)

Website: https://www.usiq.org/

Release ID: 89177275

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Career development

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15+ Job candidates who didn't impress their interviewers at all: 'He's brought his baby with him to an interview'


These job candidates certainly made an impression on their interviewers, but it wasn't the positive impression they were hoping for! Instead, they left these hiring managers totally baffled by the way they conducted themselves, and it's a good lesson on everything you should not do at a job interview.

Lesson number 1: just come alone. Please don't bring your baby along, cute as they may be!... Unless your infant son or daughter is going to be working alongside you every day, try your hardest to leave them with another caring adult who can tend to them for the 45 minutes you're interviewing. It's not that the hiring manager won't find your little bundle of joy charming... but that is the only thing they're going to remember about you. "Remember that candidate who couldn't find a babysitter for their kid, even with all this advance notice, so they brought him to the interview?" they'll laugh amongst themselves. You won't know about that conversation, though, because sadly, you will not get that job. Conversely, don't bring your mom or dad along, either. This is a common pitfall for nervous youngsters who are interviewing for their first job. They get so anxious that they ask Mom or Dad to sit with them during the interview, and as you can imagine, the parents just end up answering the questions and talking over their child. Ridiculous! more

  • Nelly Neicker

    1d

    No, You cannot take anyone with you, to your job interview. It's unethical . Its about you only not anyone else. How you present yourself on this... first day is very important to ,(1st impressions lasts ).
     more

  • Shelby Schneider

    1d

    hahaha. :-). We relaxed a lot of things during Covid...but this one, probably not so much :-).

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