Edward Tim
Career development 21h

I got employed last month after about 5 years of freelancing. We work in an open office, and I am surprised that employees have shouting battles with the management as we watch. When I asked around, I was told that this is normal. I don’t know how to evolve to this environment, as in my previous formal employment, challenging the management would lead to dismissal.
3   

  • Randall Giancaterino

    27
    1h

    Sounds more like a family than a workplace. Although, I was in the newspaper business, and the atmosphere, actions, attitudes were open, unrestricted,... and emotional, as you described. more

  • andrew wedeck

    3
    3h

    very strange. Are they union employees?

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Charlotte Baker


Career development 3d
I work at a small company where everyone goes to the pub on Friday evenings with their husbands or wives. I don't go very often, and I never bring my boyfriend because I don't really want to be part of that whole family-style group. Lately, though, my coworkers have been asking if I even have a boyfriend and seem annoyed that I don't join them. How can I get them to stop asking and leave me alone... about these Friday pub outings?

 more
2   

  • Tony Briscoe

    4h

    People are human. Sounds like a personable company where people have a sense of care for one another. With that said, they must respect your choice to... keep your private life private. If they are insistent upon asking then set a boundary and choose not to go to the outings. more

  • Jim Nicholson

    1d

    Simply tell them you have other plans. (Work-out, shopping, meeting OTHER friends, family obligations, etc.)

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Ralph Lee


Career development 6d
At our company we never get raises or bonuses. Instead, the boss gives us company mugs, bags and notebooks. After a successful deal or project he buys us pizza. I know I'm getting paid what we agreed on, but it would be nice to get some kind of reward once in a while. That never happens.
What do you think? Should I hint that money would be more appreciated than getting a fifth mug with the... company logo on it?

 more
4   

  • B Cause

    5h

    You mentioned the word never twice. But you don't mention how long you've been with this company. 10 years without ever getting a raise is a big... difference from one year without giving a raise. If you have been with the company more than two years and you have not gotten a raise you can set up a time to meet your employer and ask for a raise yourself. List the reasons you think you deserve one, including the cost of living, projects you've worked on, and things you have done to generate the company more money. If it's 3 years, no raise, and the boss is not willing to negotiate with you, then look for a new job. more

  • Sheila Milburn

    2d

    Truth is you shouldn't get rewarded for performing the job they pay you to do. Monetary awards should come from going above and beyond. Ex., saving... the company a large amount of money or bringing in new clients.  more

    -1
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Career development

 6h

Upgrade your skills this summer with 100+ professional development courses


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That's partly why platforms like ExpertEase Global are getting attention. The focus here is less "become a millionaire by Tuesday" and more practical career development for people who actually want to sharpen skills, build credentials or make themselves more employable.

What is ExpertEase Global?

ExpertEase Global is a... professional learning platform offering access to more than 100 online courses covering career development, workplace skills, business topics and professional certifications. The platform is designed for professionals who want flexible learning without committing to another expensive long-term education program. It also leans heavily on career growth tools beyond coursework, including access to networking and insider job opportunities.

More than 180,000 professionals across 175 countries currently use the platform, which gives it a little more credibility than the average course ecosystem floating around online. more

Career development

 8h

Benevolve Helps Organizations Move from Fragmented HR Systems to Predictive Talent Development


Integrating performance, career development and workforce intelligence to help organizations anticipate talent needs and unlock employee growth

Benevolve today announced its integrated approach to talent management, helping organizations move beyond fragmented HR systems toward predictive talent development.

By connecting performance insights with employee aspirations and development,... organizations gain a clearer understanding of workforce capabilities, identify readiness for future roles, strengthen internal mobility, and build stronger succession pipelines. This connected view enables leaders to move beyond reactive talent decisions toward predictive talent development.

At the core of this approach are Benevolve's REFLECT and STRIVE frameworks, which bring together talent strategy and technology in a single, integrated experience. While REFLECT helps organizations align goals, performance, feedback, compensation, and analytics, STRIVE enables employees to navigate their growth journey through career planning, skills development, mentorship, and personalized learning pathways.

Together, these frameworks create a connected talent ecosystem that aligns individual growth with organizational objectives. In doing so, they address a critical challenge facing enterprises today: workforce data, performance management, career development, and talent planning often operate in silos, limiting visibility into future skill needs, internal talent readiness, and long-term workforce planning.

"Most organizations have data about their people, but very few have connected intelligence about their future workforce," said Aditya Singh, Founder & CEO, Benevolve. "The challenge isn't collecting talent data, it's connecting it. When performance, skills, career aspirations, development, and engagement are viewed in isolation, organizations miss opportunities to grow talent from within. By bringing these elements together, Benevolve helps organizations shift from reactive talent management to predictive talent development, while empowering employees to take greater ownership of their career growth."

With over 100 years of combined global HR leadership experience behind its founding team, Benevolve is focused on helping organizations build stronger talent pipelines, improve employee growth outcomes, and create future-ready workforces through AI-supported, data-driven talent strategies.

As workforce planning becomes increasingly strategic, Benevolve is helping organizations transform talent development from a periodic HR process into a connected, data-driven engine for long-term business growth. more

Career development

 10h

Retaining talent requires the industry to address 'experience ...


Insurance Times' latest talent report reveals nearly half of the industry believes talent exits stem from a lack of career development and advancement

The insurance industry has "an experience shortage" that is contributing to pressures in the talent pipeline, according to Karen Weir, owner and founder at Weir Insurance Brokers.

While "career progression, workload and pay are clearly factors"... behind the sector's retention challenge, which needs to be addressed, Weir told Insurance Times that there is not a "talent shortage" - but a lack of opportunities for experience.

The view was in response to Insurance Times' 2026 Talent Development Report, published in association with Intact Insurance on 9 June, which revealed that 45% of respondents feel some people leave the industry due to a lack of career development and advancement.

From a survey of 304 respondents across insurance, it also showed that 42% of respondents believe people leave the industry because they are overworked, 33% believe it is because people are underpaid and 32% believe it is due to salary scales.

Savan Shah, head of research at Insurance Times, said: "What comes through clearly from Insurance Times' report is that the main drivers of attrition are progression, pressure and pay.

"The challenge for the industry is not a lack of opportunity in principle, but making progression visible, workloads sustainable and the overall career proposition competitive enough to retain talent."

For Weir, the findings point to a broader issue that the industry is not "creating enough opportunities for people to gain meaningful industry experience".

The UK produces hundreds of thousands of graduates every year, she explained, but "too few are finding routes into general insurance".

She continued: "I encountered this firsthand when trying to secure a summer internship for a Newcastle University undergraduate.

"Despite widespread discussion about talent shortages, finding a placement opportunity proved difficult. If we want to attract the next generation, we need to do more than promote insurance as a career. We need to invest in internships, work experience and entry-level opportunities that give people a genuine insight into the industry."

Broadening horizons

Echoing this perspective, Chris Welch, operations director at Hedron Network, said that "more needs to be done to attract talent into insurance from the outset".

He explained that, in this part of the sector, it is "rare" to see many people exit the industry "except at retirement" and that "movement tends to happen between different areas of the industry, often driven by a clearer pathway to career progression or by higher offers of remuneration".

Once people enter the sector, he feels that "many find strong opportunities to build long-term, rewarding careers".

And, Insurance Times' report revealed that 70% of respondents said that their organisation emphasises learning and upskilling opportunities as the most engaging value proposition for young talent, while 62% said career progression and leadership development and 42% said competitive salary and benefits.

Speaking to Insurance Times, Welch said he believes that the talent development initiatives and technical training offered to brokers via Hedron People have played a part in helping to "improve retention by broadening staff horizons and making people feel valued in their careers".

As a result, he said that the network is "seeing a new generation of leaders emerging in broking".

"As with any industry, it is vital that insurance remains competitive on salary for prospective talent," he continued.

"However, it must also provide clear and appealing pathways for development and progression. Apprenticeships are increasingly being used across a wide range of levels, but beyond training, culture plays a crucial role and that is often shaped by leadership." more

Career development

 11h

Practice the no


The most dangerous word in any negotiation isn't "no." They're "Let me think about it." That's when a $10,000 raise turns into "You know, even $3,000 would be fine," while your confidence slips out.

Small, awkward conversations cost real money. CareerBuilder found 73% of employers will negotiate, but 55% of workers never ask. This is where AI earns its keep. Not for some robotic boss-babe... monologue but to rehearse the uncomfortable part before you're doing it live under bad fluorescent lighting.

🎭 Rehearse the resistance

Open ChatGPT, Claude, Gemini or Grok and paste this:

You're my difficult-conversation coach. Roleplay the other side realistically.

* Person: [boss/landlord/coworker/client]

* Context: [situation]

* What I want: [specific outcome]

* Why it's fair: [facts, receipts]

* My walkaway: [if they refuse]

* Tone: [calm/firm/warm/direct]

Push back from the start, then get harder. After each reply, score me 1 to 10 on clarity, confidence and strategy, flag what was weak, and rewrite my answers in my voice.

The payoff is walking into the room without your brain doing that charming little thing where it deletes your spine because you can't think of what to say.

📩 Send this to someone practicing a raise conversation in their head and somehow still losing to an imaginary boss. more

Jozef Alexi


Career development 1d
I'm a student looking for a part-time job as a waiter in a cafe. On my first day they told me to work for free so they could see if I was good enough for the job. I worked 10 hours.
The next day the same thing happened. I worked another shift and still didn't get paid.
Now it's the third day in a row. They want me to work another free shift and say that if everything goes well, they'll... officially hire me on Monday.
But I don't really trust them. Maybe this is their trick - they keep bringing in new people, make them work for free for a few days, and then replace them with someone else without paying. What do you think?

 more
3   

  • Collette J

    12h

    i can offer u your request reach out to me

  • Randall Giancaterino

    21h

    Tell them you are not a volunteer. Your mentality should be: I am my own "business" in reality, and are a for-profit entity. ....And how will they... treat you when, and if, you are officially hired? more

Load more...

Career development

 13h

Common interview questions and how to answer them


Knowing what to expect in a job interview is half the battle. Here is how to answer 10 of the most common interview questions with confidence.

Job interviews can be both exciting and nerve-wracking. Most of the time, you walk in not knowing what to expect. While every interviewer has their own style, most draw from the same pool of questions.

We looked through leading job boards and career... platforms to bring you the ten most common interview questions, plus a bonus, and how to answer each of them well.

One piece of advice came up consistently across every source: use the STAR method. It stands for Situation, Task, Action, and Result, and is a simple but effective framework for structuring answers to behavioural questions. Here is your study guide.

"Tell me about yourself"

The undisputed number one question. Interviewers are not looking for your life story, and they do not want you to recite your entire resume either. The purpose of this question is to understand, quickly, why you are the right person for the role.

Tailor your answer to this position, highlight relevant experience and skills, and touch on personality traits that suggest you would fit well into their culture.

A useful formula for answering this question is to follow the "present, past, and future" order. Start by talking about your current role, what you do and one notable achievement, then give some background on how you got there and any other relevant experience. Finally, talk about what you are looking for and why this specific role interests you.

"What are your greatest strengths?"

An employer wants to hire someone who knows what they bring to the table, so this is your chance to show you are capable of self-reflection. Narrow it down to at most three strengths. Pick one or two skills that will help you excel at the job and one or two personal traits that speak to who you are as a team member.

Every strength should be backed by a specific situation or story that shows how you have applied it at work.

It is not enough to just say you are great at problem-solving without any evidence. Talk about a time you faced a real challenge, how you stayed composed, the steps you took, and how you still delivered what was needed.

"What is your greatest weakness?"

Similar to the previous question, but this one requires a little more careful thought. Your weakness should be truthful, but it should not be something that would affect your performance in this role or be a poor reflection of your character.

Like your strengths, every weakness should be backed by a specific, self-aware narrative, followed immediately by what you are doing to address it. If you have a tendency to overcommit, explain how you have improved by prioritising tasks and delegating when needed.

If public speaking makes you nervous, acknowledge that it is an important skill in most careers and share that you have been building confidence by volunteering to lead internal team updates. Showing active growth is what matters most.

"Why do you want to work here?"

This question reveals whether you have done your homework. Interviewers want to know if you understand the specifics of the position, have genuinely considered whether your skills and experience are a good fit, and that their company is truly somewhere you want to be.

Saying you admire the brand is not enough. Name something specific about the company's mission, values, or product that genuinely resonates with you, and connect it to your own experience and expertise.

A strong candidate does not just explain why the company is a good fit for them. They use this question as an opportunity to show what they can bring to the organisation.

"Why should we hire you?"

This is your pitch moment. Describe your personal value proposition, how you can contribute to the company and why you are well-equipped to do so. Tie your answer to the company's needs rather than your own career goals, and tailor it to the specific role you are applying for.

A useful structure is to combine a creative skill, an analytical skill, and a proven result. Together, these three things can make a strong case for why you are the right person for this team.

"Where do you see yourself in five years?"

Your answer here has to be anchored to the role you are interviewing for. Avoid talking about moving into a completely different field, starting your own business, or anything too personal, as it signals low commitment.

Interviewers want to see a willingness to learn, grow within the company culture, and develop relevant skills over time.

A good formula is to describe a short-term goal tied to excelling in this role, followed by a longer-term vision, such as a leadership or more senior position in the field. Weave the company you are interviewing for into that vision, so it feels like a natural next step rather than just another job.

"Why are you leaving your current job?"/"Why did you leave your last role?"

This is a favourite question amongst interviewers as it reveals a candidate's true motivations and provides genuine insight into what drives them. Be honest if you left due to company restructuring or had to take time off, but keep it brief and move quickly into why you are excited about this next step.

The most important rule is to never speak negatively about a former employer, manager, or team, no matter the circumstances.

It reflects more negatively on you than them. Frame your departure as an opportunity to seek growth and new challenges, and focus on what you are moving towards rather than what you are leaving behind.

"Tell me about a challenge or conflict you've faced at work, and how you handled it"

The STAR method is key here, as it keeps your answer focused and results-oriented. Set the scene and explain the problem quickly, but spend more time on how you resolved it.

Include a concrete result if relevant, and mention what you would do differently next time, as it shows an openness to learning.

Interviewers are mostly looking for evidence that you are willing to face difficult issues head-on, that you have a clear train of thought when it comes to problem-solving, and that you make an attempt at resolution rather than avoiding conflict altogether.

"Describe a time you were successful on a team"

The STAR method is useful here again. Interviewers are looking for structured answers that demonstrate your ability to communicate, delegate, and collaborate effectively. Come prepared with a specific example that does all three.

A good answer should name the team and the shared goal, then explain your specific role and contribution. Describe how you maintained clear communication across the group, and close with a concrete result that the team achieved together. more

Career development

 14h

I physically can't submit hundreds of applications a week, my new job duped me, and more


It's five answers to five questions. Here we go...

1. I physically can't submit hundreds of applications a week

I'm in the hellscape of the 2026 American job market and have been here for a while. I keep getting told that getting hired is a numbers game, and that to increase the chance I will get a callback I must simply apply to everything and send hundreds of applications a week.

This is... literally impossible. Even if I minimize the effort I put in customizing my resume and cover letters, I can get at the most five applications a day, if I push myself. Heck, even if I didn't do that, I wouldn't be able to find that many jobs per week, let alone apply. Plus, I can't shake the feeling that if competition is this thick, 100 low-quality applications are more likely to get thrown out than 10 high-quality ones (on the other hand, I have been incredibly unsuccessful, so it's likely that I'm wrong).

From a hiring manager's point of view, what's the better way to approach this? Play the odds or actually try?

P.S. Fun fact I learned in my master's program this semester: if you look for job hunting advice on online forums, you are more likely to encounter people who have been searching for a long time. This is because of the Inspection Paradox aka Renewal Theory. The job market is not as bleak as Reddit forums might lead you to think.

Yeah, be cautious about job hunting advice from Reddit. A ton of it comes from people who aren't having success in their own careers and thus aren't well-positioned to provide it.

The answer to quality vs. quantity is what your instincts are telling you: when competition is strong, low-quality applications have even lower chances of succeeding than they normally do.

That's not to say that quantity doesn't matter; it does. When competition is strong, by definition it will take most people more applications to find a job. But you're shooting yourself in the foot if you send out hundreds of low-quality applications; that's just wasted effort. You're better off looking for ways to streamline your process without making major quality sacrifices -- like having a few cover letter templates that you can quickly customize for different types of jobs (like by just changing the opening paragraph) and a long master resume that you can quickly edit down to the most relevant experience for any given job you're applying to. Don't spend hours agonizing over a single application -- but don't resume-bomb employers either.

2. Can I offer to help my boss with her personal life in a crisis?

One of the owners of the small company I work for recently had a medical emergency in her family. It sounds like it's going to be a long, hard recovery, and she is struggling with basically everything. I can't help her with her work for profession-related reasons, but would it be out of line for me to offer to help with personal stuff? She was there for me when my dog died (literally, she drove through a snowstorm in the dark to get to us and was the one to do the deed, and then took care of the body for me because I wasn't able to do so), and I want to help if I can.

For what it's worth, both she and my manager might as well have gone to the Alison Green School of Management, and the risk of me being taken advantage of in a way that is point-blank clearly inappropriate is basically zero.

The general answer to this is no; the best way to help your boss while she's going through a tough time is with work-related things because the power dynamic makes help with non-work things too fraught (i.e., if we start considering that appropriate, there's too much risk of people or their coworkers feeling pressured to offer, or pressured into more than they intended to offer, or worrying that if they don't it will harm them professionally or someone else will gain professionally, and so forth).

Those things are all still in play for your situation, but the facts that (a) she did such a lovely personal favor for you, (b) you're confident you won't be taken advantage of, and (c) you actively want to help do change the calculus a little and I could see offering if there's a one very specific task you want to suggest (because if you make an open-ended offer to help in general, a graduate of the AGSoM is just going to thank you but not take up on it). At the same time, though, stay sensitive to the potential dynamic it could cause with other employees if it's more than one very specific, time-limited activity.

And if you can, think about work-related things you might be able to take off her plate instead.

3. My new job deliberately hid the workload from me

After two years of unemployment, I just started a new job two months ago. Considering the job market and that I had been looking for about one year, I was grateful for the offer (even though I took about a $50K pay cut). Based on the job description and my interviews, I understood the scope of the role to be one thing, but more work outside of that scope is being added to my plate. Additionally, in a meeting with coworkers, I found out that they intended to add additional responsibilities but they all deliberately agreed not to tell me in my first 90 days so I wouldn't be "overwhelmed."

I feel like I've been duped to a certain extent. This is a director-level role so I do expect a significant amount of work on my plate, but I don't like that I feel I was lied to or that additional responsibilities keep being added when I don't have a team to help execute everything that needs to be done. It was discussed in my interview that within six months, hiring a team member would be up for discussion, but until then I'm solely responsible for it all.

How would you go about navigating this? I do feel like it's a bit early to push back and cause friction with my new coworkers. If the job market wasn't so terrible, I'd look for new employment since this has left a bad taste in my month, but that doesn't seem feasible right now.

Are you sure that your coworkers really meant that they deliberately set out to deceive you because they didn't think you'd take the job if you knew the real scope of the work, or could they just mean they agreed they should let you get settled with ABC responsibilities before adding XYZ to your plate? The first one is awful, but the second one is a pretty normal way for jobs to go.

Unless it was very clear it was the first one (and maybe even then), the best thing to do is to handle this like any workload issue: talk to your boss about what can and can't realistically get done and how to prioritize (and maybe point out that if it all needs to get done now, it would make sense to move up the timeline for hiring more help).

4. Interviewing when my job title sounds like I have more experience than I actually have

I work for a Fortune 500 company. Let's say my job title is teapot sculptor, but the actual bulk of what I do is overseeing our suppliers' teapot sculptors. I review their work and point out problems based on our rules and standards, but I don't do any sculpting myself. I test out some techniques or fixes when I have time, but largely I leave it to the suppliers. I really want to learn sculpting and actually work in it, which is part of why I'm job searching. (There are no opportunities for me to move into a sculpting role here since they outsourced all those roles to suppliers years ago.)

So my resume says I've got two years as a teapot sculptor, but in reality I've probably got 1-2 months of real experience. I put the tasks from that 1-2 months at the top of my resume without stating how infrequent it is, since I figured it would give me the best chance of getting a response, but I did not realize that a ton of people are trying to hire in this field right now and I'm getting swamped. I'm getting a ton of messages from recruiters who think I'm a knowledgeable sculptor, one of which got me all the way through the phone interview with the hiring manager without me being completely honest about what my experience is. He wants to have an in-person technical interview soon and I'm terrified and ashamed.

How should I be clear in my resume and messages to recruiters that I don't actually have much experience without completely turning off anyone from hiring me? It seems disingenuous to change my job title. Should I state in a bullet below it what describes me better, like "Reviewer with 1-2 months sculpting experience"?

And what should I do about the one hiring manager who wants to do a technical interview? Say I got another opportunity and cancel? Call to confess my real experience and ask if they still want me? Go to the interview knowing I'm likely going to bomb the questions and explain there? I know I screwed up by not being honest when the recruiter contacted me. I wanted to hide it because I'm ashamed that I've worked here for two years but have almost no sculpting skills to show for it, especially while I'm reviewing the work of actual sculptors.

I absolutely realize I was wrong to not be honest about my real experience from the start and I don't want to make this mistake again.

Yes -- make it clearer on your resume what you're actually doing, and that you're overseeing your suppliers' sculptors, not doing sculpting work yourself. People doing a quick skim of your resume might still assume that you wouldn't be reviewing that work if you didn't have sculpting experience, so you should also clarify it to recruiters when they first reach out to you by saying something like, "I want to make sure you realize, although I oversee our suppliers' sculptors work and identify problems, I don't have significant sculpting experience myself. I'm looking for a role where I can learn it, which is why I applied."

With the upcoming interview, can you contact the recruiter who got you that interview, explain the situation using language like the above, and ask if it still makes sense to move forward?

5. Recruiter wants me to send LinkedIn requests to everyone I'm interviewing with

I'm at the very beginning of a job search and just started working with a recruiter whose company reached out to me. She sent my resume to a few companies and I have an "introductory interview" with one this Friday. I'm excited about this firm and want to make a good impression. The recruiter sent me an email with a list of things to prepare for the interview. One of them was to send LinkedIn requests to each of the people that I'll be interviewing with and, if they accept my request, to send a short message saying that I look forward to meeting with them.

Is this a normal thing to do? I would never think to do that on my own as these are the partners of the (small) firm and I'm sure they have better things to do than respond to every LinkedIn request. Will it make me look bad or out of touch? Or desperate in some way? I don't want to screw this up and am leaning towards not doing this. What do you think?

It's a pretty normal thing to do. It's not a necessary thing to do, but it's not a weird or desperate-seeming thing to do; loads of candidates do it.

The partners may or may not respond to the LinkedIn request, and that's fine. more

Career development

 17h

More Companies Use 'Backdoor' Job References to Counter AI


Almost everyone can cherry-pick a few former colleagues willing to say nice things about them. Getting candid assessments, some companies believe, requires quietly contacting a different set of past managers and co-workers.

These "backdoor" references have long played a role in hiring, especially ...

Career development

 22h

How do I know if a job candidate is overstating abilities? Ask Johnny


Add Yahoo as a preferred source to see more of our stories on Google.

Johnny C. Taylor Jr. tackles your workplace questions each week for USA TODAY. Taylor is president and CEO of SHRM, the world's largest trade association of human resources professionals, and author of "Reset: A Leader's Guide to Work in an Age of Upheaval."

Have a question? Submit it here.

Question: I'm a hiring manager, and... I keep encountering candidates whose résumés look excellent, but their actual skills don't match what they claim in interviews. How can employers effectively verify real-world abilities without creating an overly rigid or discouraging hiring process? - Nia

Answer: At SHRM, we have a term for what you're describing: "skillfishing," or presenting credentials, skills, or experience that don't fully translate into real-world execution. The truth is, this isn't new. Candidates have been overstating their abilities for as long as employers have been hiring. What has changed is how easy it has become to use artificial intelligence to build a polished professional narrative that may or may not reflect genuine depth.

So how do you separate real capability from strong self-promotion? Start before the interview even begins. When reviewing applications, look for indicators that a candidate has invested in developing and validating their expertise. Relevant certifications, licenses, portfolios, or demonstrated project work can provide a useful baseline. They're not foolproof, but they can help employers distinguish between someone who has studied a subject and someone who has actually practiced it.

Better teamwork: How do I build trust and unify dysfunctional work teams? Ask Johnny

From there, the interview itself becomes your most valuable tool. Don't let candidates get away with generalities. Ask them to walk you through specific examples of how they applied the skills they claim to have. What was the situation? What decisions did they make? What obstacles did they encounter? What was the outcome? People with genuine experience tend to speak with specificity and clarity because they've lived it.

And here's the key: Don't stop at the first answer. Ask follow-up questions. What would they do differently today? What trade-offs did they consider? What went wrong along the way? Real experience has texture. It includes setbacks, adjustments, and lessons learned. Someone relying on surface-level familiarity often struggles once the conversation moves beyond rehearsed talking points.

You can also incorporate practical assessments where appropriate. That doesn't mean turning your hiring process into an obstacle course. But asking a candidate to review a case study, solve a realistic problem, or demonstrate part of the work can tell you far more than another round of conversational interviewing. The best assessments mirror the actual demands of the role rather than trying to "catch" someone making a mistake.

And let me be clear: A rigorous hiring process doesn't have to feel adversarial. Strong candidates generally appreciate thoughtful questions and clear expectations. High performers want to know the organization values substance, not just presentation.

At the same time, employers should remember that hiring is about potential as much as it is about polish. Not every great candidate interviews perfectly. The goal isn't to eliminate every risk. It's to create a process that gives people a fair opportunity to demonstrate whether they can truly do the work.

The views and opinions expressed in this column are the author's and do not necessarily reflect those of USA TODAY.

A break from work: Is it a bad career move to take a sabbatical? Ask Johnny

This article originally appeared on USA TODAY: How to tell if a job candidate is overstating abilities more

Career development

 1d

Building a Portfolio for Instructional Coaching Job Interviews


Gearing up for a job interview can be daunting, especially in education. When principals and administrators want to hire instructional coaches, they're looking for candidates who are flexible about a school's complex academic needs. These candidates need to be prepared for questions about how they'll simultaneously support students and classroom teachers.

As an instructional coach myself, I've... been through my fair share of interviews and have engaged in illuminating conversations with school leaders about the qualities and experiences they believe are most important for the position. With a thoughtfully crafted portfolio, prospective instructional coaches can approach job interviews with clarity, purpose, and a strong sense of what they have to offer.

One bit of feedback I've received is that administrators expect -- and welcome -- applications from teachers who haven't served as instructional coaches before. After all, everyone has to start somewhere. The key for first-time applicants is to demonstrate their would-be coaching style: How does it look? How would you act? Capturing and then articulating these details takes time and reflection, but it's the most effective way to provide interviewers with a clear picture of how you would settle into the role.

The start of an instructional coaching interview often features this question: "How will you establish strong relationships with staff during your first year?"

Within your portfolio, I'd recommend including examples of how you'll connect with staff members, ensuring that they have meaningful opportunities to get to know you. You might suggest the following:

Many instructional coaching roles are specialized -- they include titles such as "literacy coach," "math coach," and "educational technology coach." The second section of your portfolio should highlight your knowledge of these topics. And if the open role is a more generalized "instructional coach" position, then the second section is a valuable chance to relay your own passions and areas of expertise.

This section of your portfolio is also where you can display your strengths as an educational leader. Include copies of the following:

If you don't have these leadership experiences, don't fret; consider including lesson materials that have been particularly successful in your classroom, which point to your knowledge/understanding of best educational practices.

Lastly, it's important to review the prospective school's website so you can take note of relevant district initiatives and programs that are already in your wheelhouse. Mark these down in your portfolio. In doing so, you'll be able to lay out how you can step in and collaborate with a school's instructional leadership team, as well as how your background aligns with district goals.

The final section of the portfolio should run through all of your potential contributions as an instructional coach and make it clear how you plan to encourage teacher growth. Many applicants present this section as a "menu" of sorts -- it functions as a choice board of services that you can provide to staff members. Focus on the coaching cycles that reflect your strengths and what you perceive as the needs of the school.

I also recommend offering a "new-teacher coaching cycle" as an extra layer of support for first-year teachers, so you can assist them with logistics and early-days questions while they acclimate to the job. And you may want to offer other outreach efforts about timely topics in the field of education, such as artificial intelligence and educational technology.

When you create your portfolio, I recommend using a binder with tabs that separate the three sections. If you're interested in going the extra mile, consider matching the aesthetics of the binder to the school district's colors and tailoring the cover of the binder so that it matches the specific role. I suggest including at least four or five artifacts in each section of the binder, so the interviewing team can see your full capabilities as a coach.

Once you complete your portfolio, try practicing responses to instructional coaching interview questions. If a question correlates with an item in your binder, make sure to refer to the artifact in real time, so the interviewing team can get a visual representation of your response. Here are a few go-to questions you should expect:

On the day of your interview, take a moment to reflect on your career to date. Remember: Instructional coaching is not defined by a title, but by the impact you have on students, staff, and school communities. Every educator brings a distinct perspective to this work, shaped by their own experiences, their values, and their commitment to students. That includes instructional coaches, the best of whom leave a lasting impact on their school community by affecting teaching and learning in entirely new, innovative ways. more

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Central Alabama schools host hiring fairs to fill teaching, support staff positions


Video above: A look at the forecastTwo school systems in the Birmingham metro area are hosting hiring events as they work to fill teaching, transportation, maintenance and support staff positions.Birmingham City Schools Operations Department is seeking skilled laborers, HVAC technicians, electricians and plumbers to support school operations.The district is offering a $1,000 sign-on bonus for... child nutrition workers, bus drivers and custodians who commit to three years of employment.Applicants should bring copies of their résumé, references and any relevant certifications or credentials. "Behind every successful school is a dedicated team working hard every day to support students," Superintendent Mark Sullivan said in announcing the event.The Birmingham hiring fair is scheduled from 5 p.m. to 7 p.m. June 11 at the Lincoln Professional Development Center, 901 Ninth Ave. North.Birmingham applicants can find additional openings on the district's hiring webpage.>> YOUR NEIGHBORHOOD: Community coverage from WVTM 13Midfield City Schools is hiring for elementary teachers, secondary history and science teachers, special education teachers and physical education teachers.Applicants are encouraged to bring a résumé. School officials said interviews may be conducted during the event.The Midfield Schools job fair will be held from 9 a.m. to noon June 22 at Midfield High School, 1600 High School Road.Those unable to attend the Midfield event may apply through the ALSDE HireTrue Portal.

Video above: A look at the forecast

Two school systems in the Birmingham metro area are hosting hiring events as they work to fill teaching, transportation, maintenance and support staff positions.

Birmingham City Schools Operations Department is seeking skilled laborers, HVAC technicians, electricians and plumbers to support school operations.

The district is offering a $1,000 sign-on bonus for child nutrition workers, bus drivers and custodians who commit to three years of employment.

Applicants should bring copies of their résumé, references and any relevant certifications or credentials.

"Behind every successful school is a dedicated team working hard every day to support students," Superintendent Mark Sullivan said in announcing the event.

The Birmingham hiring fair is scheduled from 5 p.m. to 7 p.m. June 11 at the Lincoln Professional Development Center, 901 Ninth Ave. North.

Birmingham applicants can find additional openings on the district's hiring webpage.

>> YOUR NEIGHBORHOOD: Community coverage from WVTM 13

Midfield City Schools is hiring for elementary teachers, secondary history and science teachers, special education teachers and physical education teachers.

Applicants are encouraged to bring a résumé. School officials said interviews may be conducted during the event.

The Midfield Schools job fair will be held from 9 a.m. to noon June 22 at Midfield High School, 1600 High School Road.

Those unable to attend the Midfield event may apply through the ALSDE HireTrue Portal. more

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'I visited UK's Neet capital where traumatised youngsters are begging for jobs'


As an alarming new report sheds light on a 'lost generation' of jobseekers, young people in Huyton, Knowsley, rage against poor work prospects in an area which have kept them locked in a cycle of hopelessness

The early summer drizzle provides a miserable backdrop to scenes of unemployed young people collecting their universal credit from a Job Centre surrounded by pound shops.

Where once school... leavers could look forward to moving into a job that would, with time, enable them to buy a house and start a family, young people in the UK are facing their bleakest ever future with almost one million people aged 16 to 24 not in education, employment or training (NEET)

An alarming new report commissioned by the Secretary of State for Work and Pensions has revealed that one in 8 people fall into the NEET category, with 60 percent of those not actively looking for work. Six out of 10 NEETs have never had a job, up from four in 10 in 2005.

It's not that young people are not qualified - according to the report, almost 30 percent of NEETs leave school with good GCSEs or equivalent, more than 21 percent have a Level 3 qualification and 15 percent have a degree. But still they are not finding jobs.

This is a generation that has borne the brunt of years of austerity and lost crucial years of social development to the Covid pandemic. Now they're taking their first steps into adulthood against a backdrop of economic turmoil and a dwindling high street where the traditional Saturday job is hard to come by.

The review warns that Britain is facing a 'lost generation', branding the declining situation a 'moral crisis'. Nowhere is this crisis more apparent than in Huyton, Knowsley, where young people are 40 per cent more likely to be NEET, earning the borough the dubious title of the 'NEET capital of the UK'.

Local Government figures from the Department for Education (DfE) showed that in 2025, 5.7 percent of school leavers in Knowsley were NEET, compared with just one percent in the leafy London suburb of Ealing.

The people of Knowsley, which covers Huyton, Kirkby and Prescot, have long faced employment difficulties, with a 2023 University of Liverpool report citing the legacy of deindustrialisation, low economic activity and deprivation as longstanding contributing factors. A ten-year plan is in place to revitalise the lacklustre centre, with a focus on restaurants and leisure. It's hoped this revamp will create decent, full-time jobs that might restore a glimmer of Huyton's boomtown glory days as a once-thriving market town.

But for the NEETs of today, options are limited. Arriving in the town, The Mirror hears stories of young people who have spent up to four years trying - and failing - to find work. Knocked back for entry-level McDonald's jobs and facing fierce competition for work on supermarket tills, they say the only options lie further afield but without the money or means to travel, many are stuck.

Terry, who did not wish his surname to be published, told how despite having earned an NVQ in retail and customer service, has held just two paid positions in his life - both temporary Christmas roles. Now 28, he said he's tried everywhere from B&M to the Card Factory, but to no avail, adding that he would work "nearly anywhere as long as it was a paid job". "My hope for the future is actually successfully getting a paying job. That's the main thing I'm clawing at to get," he said.

A polite and articulate young man, Terry has rewritten his CV countless times. Nine times out of 10, he'll get a rejection email and has managed to land an interview "once or twice". He says he feels unsupported by the Job Centre, which he claims failed to help him understand the importance of a cover letter.

He has even completed two work experience courses, which guaranteed a job interview at the end. But this was unfortunately no guarantee of a job placement, and Terry was left empty-handed on both occasions.

Instead, for the past four years, Terry has volunteered at the Alder Hey Charity Shop in the town centre. He says that, if he weren't here, all he'd be doing is sitting in front of the computer, firing off endless applications into what feels like an abyss.

Terry pondered: "I have done the application. I know the application is fine, I can do that. I've even got to job interviews, and I can do a job interview. What is this missing mystical ingredient that will get me hired? I don't know. The companies won't tell you because most of them don't give actual feedback."

Sadly, Terry's story doesn't raise eyebrows in his hometown. Huyton's main shopping district, affectionately known as "the villie", has, like so many town centres in the UK, changed drastically in recent years. When the quaint village buildings were first bulldozed to make way for '60s-era shops, it seemed as though the town had entered a prosperous new era.

But the footfall is not what it was in the ageing high street's '70s and '80s heyday, when the now vacant Indoor Market would ring with chatter. Nowadays, those looking for their weekly groceries head to the colossal two-storey ASDA in the retail park just across the way.

Volunteering alongside Terry is his sister Amy, who says she's recently had to stop job hunting as the thankless process now makes her want to "vomit". The 31-year-old, who is currently studying for a course in mental health, says her own anxiety and depression, on top of her needs as a person with ADHD, mean she faces additional challenges.

Amy, who attended college before entering the job market more than 10 years ago, shared: "I did have a job back in 2016, but it was constant panic attacks. Then they look at you like, 'Well, if we're going to have that, we don't want you'. And then it becomes a problem, then because no one wants to have me if I'm going to have a panic attack."

According to the recent NEET report, the proportion of disabled young people classified as NEET, who cite mental health as their primary condition, has soared from 24.3 per cent in 2011 to 42.6 per cent in 2025. In line with this, there has also been "a significant increase in the number of young people with neurodevelopmental conditions who are NEET".

Volunteering has helped Amy's confidence, but it's still not enough. While Amy says she's "tried and tried" to find a paid role, she's found herself competing against applicants with decades of experience. Interviews can be as far away as Manchester, a costly commute, while jobs in the local area are fiercely competitive.

Amy's own boyfriend has been knocked back from entry-level McDonald's positions multiple times. She believes that work readiness should be taught at schools alongside history and algebra, quipping, "Henry VIII can't help you find a job".

Sadly, it's a situation that older locals can struggle to comprehend. Amy's own dad, who was easily able to get a job straight out of school, finds his children's predicament "confusing". She said: "He was like, ' Come on, it's not hard, just apply', but they don't want you."

At a local pub, the Mirror caught up with friends Nathan and Joe, both 22, who faced the gruelling task of finding work as 18-year-olds. Joe told us that, during his time on Universal Credit, most job offers were too far away. Nathan, who now works on the doors in Liverpool, told us: "I had to branch out elsewhere, there's not really anything in this area involved in this sort of work. You've got like ASDA and stuff like that, or shops, but you don't really hear much of them."

One of the jobs offered to Joe was a 16-hour contract at Liverpool Airport. The wage wasn't enough to cover the commute which would have involved taking a taxi back. Nowadays, Joe drives, which makes things much easier, and he was fortunately able to secure a position at the warehouse where his dad works. Not everybody is so lucky.

Locals say jobs in the area tend to be part-time, with little advancement potential. As a jobseeker, Joe was put forward for 16-hour Easter contracts but found skilled, full-time work rare. He noted: "It's not really any progression, not like something you could do for the rest of your life or you could build on".

The Mirror also spoke with Liam Hanlon, managing director of Knowsley-based building restoration services firm, the Forshaw Group. Around seven years ago, the company jointly formed the Knowsley Employer Apprenticeship Partnership through the Knowsley Chamber of Commerce. The aim was to bring businesses together to "do something proactive to bridge the skills gap, provide employment for youngsters", with a focus on boosting social mobility.

Although he's noticed improvements, Liam says "it's still not great". He'd like to see the Government reconsider the way funding is distributed. According to Liam, it costs a business £70,000 to bring an apprentice through their training programme, and much of that cost is borne by the company itself.

This year, Liam says, marks the first time in his memory that companies aren't taking on any apprentices. This, he says, "speaks volumes of the challenge that we've got."

Liam argued: "We don't need all these funding agencies, we don't need all of these colleges and training facilities. What we need is a link to meaningful jobs and support to provide those places. Employers don't get any money or nowhere near enough money for what it costs to provide that training."

Meanwhile, dreary queues continue inside the large Job Centre overlooking the retail park where so many applications have been rejected. It's here where enthusiastic young people like Terry and Amy determinedly hold out hope that their efforts will pay off, allowing them to achieve the same ordinary dreams their parents once held.

The Department for Work & Pensions (DWP) told the Mirror: "We are bringing forward the biggest employment reforms in a generation, including to the Jobs and Careers Service, to create opportunity for people across the country.

"Central to this is tackling youth unemployment, which is why we are creating one million opportunities through our £2.5 billion youth employment support, ensuring every young person can earn or learn.

"Alongside this, Alan Milburn is investigating the barriers keeping young people out of work, and our skills reforms will reverse the decline in apprenticeships, giving businesses the trained workforce they need now and in the future." more

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Chicago's Leading Career Consultant: Accelerate Your Success - Oconall Street


Navigating the competitive career landscape of Chicago requires expertise, strategic planning, and a deep understanding of evolving industry trends. With the right guidance, individuals can not only find their footing but also accelerate their professional growth and success. Chicago stands as a hub for numerous industries, offering a myriad of opportunities for career advancement. However,... leveraging these opportunities requires insight and skills that a leading career consultant can provide. This article explores how expert career consultation can be the key to unlocking one's professional potential.

Understanding the Role of a Career Consultant

A career consultant offers more than just advice; they provide a structured and personalized approach to career development. Their role spans several critical areas:

* Assessing individual strengths and weaknesses.

* Mapping out career trajectories based on personal and market trends.

* Providing tools and resources for skill enhancement.

By understanding these core functions, individuals can make informed decisions about their professional paths. To gain insights into crafting a personalized career strategy, discover expert strategies here.

Benefits of Professional Guidance

Tailored Career Paths

One of the most significant advantages of working with a career consultant is the development of a tailored career path. This personalized approach considers the unique aspects of an individual's background, aspirations, and circumstances. Learn about our tailored solutions.

Enhanced Job Search Techniques

In today's digital age, job searching requires more than just sending out resumes. It involves networking, leveraging social media, and understanding the digital landscape of job postings. A career consultant helps in:

* Creating impactful resumes and cover letters.

* Developing effective networking strategies.

* Utilizing online platforms for job search and professional growth.

For advanced guides and tips on enhancing your job search, explore advanced guides and tips.

The Importance of Skill Development

Continuous skill development is crucial in maintaining a competitive edge in the workforce. A career consultant can identify skill gaps and recommend appropriate learning resources and opportunities. This proactive approach ensures that professionals remain relevant and competitive in their fields.

Career consultants often provide insights into:

* Emerging industry trends and required skills.

* Networking with industry professionals and mentors.

* Accessing workshops, seminars, and certifications.

Find out more about this approach to skill development and how it can transform your career.

Conclusion

The path to career success in a competitive city like Chicago is fraught with challenges and opportunities. Leveraging the expertise of a leading career consultant can provide the strategic advantage needed to excel. Whether it is through personalized career planning, enhanced job search techniques, or ongoing skill development, professional guidance is invaluable. Embrace the opportunity to accelerate your career success by exploring tailored consultation services that align with your professional goals.

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The 6 Best Job Search Apps To Use


Add Yahoo as a preferred source to see more of our stories on Google.

Job hunting has always been a bit like finding your way through a maze, especially with newspaper ads or those websites that throw hundreds of jobs at you without really knowing what you want. Fortunately, the landscape of job searching has recently undergone a transformative shift and job search apps are changing the... game.

These apps empower you to create a personalized profile where you can showcase your skills and experience. You can connect with colleagues and hiring managers, filter job listings based on region, salary, and experience levels, as well as apply to jobs you like within a few minutes. Some apps even offer resume builders, allowing you to craft compelling resumes that set you apart in the competitive job market.

Our list below showcases six of the finest job search apps to help you secure your next role. We've included apps catering to both on-site and remote jobs, ensuring there's something for everyone. more

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Two-thirds of UAE professionals are considering a new role, study finds


New research reveals UAE professionals are dissatisfied with performance reviews, seeking more than salary discussions. Over a quarter felt less positive post-review, highlighting a growing demand for career development and long-term opportunities amidst rising retention concerns.

Performance reviews are falling short of employee expectations in the UAE, with a growing number of professionals... looking beyond salary discussions for meaningful conversations about career development, progression and long-term opportunities, according to new research from recruitment firm Robert Walters.

The study found that more than a quarter (26%) of UAE professionals felt less positive about their role after their most recent performance review, while only 21% said the process left them feeling more optimistic about their future with their employer.

The findings come at a time when organisations across the UAE are facing mounting retention challenges. According to Robert Walters' Middle East Salary Survey 2026, 46% of professionals are concerned about their employer's ability to retain talent, while 66% are considering moving to a new role this year.

As businesses navigate economic uncertainty and ongoing cost pressures, performance reviews are increasingly becoming a critical touchpoint for employee engagement and retention.

Andrew Powell, Chief Commercial Officer at Robert Walters, said employees are looking for more than compensation discussions during appraisal conversations.

"Employees want to understand how their skills are valued, what future opportunities are available to them and whether their employer is investing in their long-term growth," he said.

The findings suggest that traditional performance review processes may no longer be meeting workforce expectations, particularly as professionals place greater emphasis on career development, skills growth and internal mobility.

Compensation continues to play a significant role in employee decision-making. Nearly three-quarters (74%) of professionals who are actively job searching or open to new opportunities said their current salary situation is influencing their decision to consider a move.

However, the research indicates that transparency around career progression and future earning potential is becoming just as important as immediate pay increases.

Powell noted that while many employees recognise the financial constraints organisations face, a lack of clarity around progression opportunities and compensation decisions can negatively affect motivation and engagement.

The survey highlights growing anxiety around workforce stability, with nearly half of professionals expressing concerns about talent retention within their organisations.

According to Jason Grundy, Managing Director of Robert Walters Middle East, performance reviews are evolving into a broader conversation about employee experience, career pathways and organisational commitment to talent development.

He said employers that approach performance management with greater transparency, consistency and a focus on long-term growth are likely to be better positioned to attract and retain talent in an increasingly competitive labour market.

The findings reflect a wider shift across workplaces in the UAE and globally, where employees are placing greater value on meaningful career conversations, learning opportunities and visibility into future growth prospects.

As organisations compete for skilled talent, performance reviews are increasingly being viewed as strategic retention tools rather than annual administrative exercises.

For employers, the message is clear: while competitive pay remains important, employees are equally looking for evidence that their organisation is invested in their future. Companies that can combine fair compensation with transparent career pathways and development opportunities may have a stronger chance of retaining talent in a highly mobile labour market. more

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Top 10 AI Interview Assistants for 2026: Land the Offer You Deserve


Most interview prep tools help you practice. A smaller category of tools is there during the actual interview. That distinction matters more than any feature comparison, because the day of the interview is when everything you practiced either holds or doesn't.

This list covers both types. The ranking weighs live-interview capability most heavily, because that's where the stakes are highest.

A... quick note on the technology underneath these tools: the two things that separate serious interview copilots from general meeting assistants are automatic question detection and dual-channel audio. Auto-detect means the tool listens continuously and surfaces suggestions without you triggering anything. Dual-channel audio means the tool separates your voice from the interviewer's, which is what makes clean transcription and reliable auto-detection possible. Tools without both tend to require manual activation and produce messier output. The table below makes clear which tools have each.

At a Glance

Pricing validated April 2026. Verify at each product's site before purchasing.

1. Verve AI (vervecopilot.com)

Verve AI is the most complete live interview copilot available. It listens to the conversation in real time, automatically detects when a question is asked, and surfaces suggestions before you'd have time to manually trigger anything. The desktop app (Mac and Windows) runs in Stealth Mode, invisible even during screen sharing. The browser extension works, but if screen sharing is likely, use the desktop app.

What separates Verve from the rest of the category is the customization depth. You can upload documents beyond your resume, pre-load specific question-and-answer pairs (so when the interviewer asks "tell me about a time you disagreed with your manager," your actual story surfaces rather than a generated template), and configure a custom prompt on Pro to control output format and structure. No other tool offers all three of these together.

The Online Assessment Copilot is a genuine exclusive: a browser plugin that captures coding questions directly from platforms like HackerRank and CodeSignal and solves them in real time, with single-click follow-up actions for explaining, debugging, or exploring alternatives.

One honest caveat: the quality gap versus competitors is most visible when you've invested in setup. With minimal configuration, the output is good but the advantage narrows. The tool rewards people who put in the work before the interview, not just during it.

Platform support: Zoom, Google Meet, Microsoft Teams, Amazon Chime.

Pros: Automatic question detection; dual-channel audio; deepest customization in the category (Q&A pairs, document upload, custom prompts); OA Copilot is exclusive; Knowledge Banks for specialized domains; 25+ language support; unlimited sessions on Pro annual.

Cons: Full stealth requires the desktop app, not just the browser extension; quality advantage is most visible with setup investment; 60-minute session cap on Standard plan.

Pricing: The free plan includes 3 Copilot sessions, 5 mock interviews, and unlimited prep tools with no credit card required. Standard is $44.99/month, or ~$16.99/month on annual, and covers 5 sessions of up to 60 minutes each. Pro is $69.99/month, or ~$34.99/month on annual, and removes the session cap entirely with unlimited 90-minute sessions, the coding copilot, and OA support. For anyone in an active interview season, Pro annual is the clear call. No usage anxiety, and no running out of sessions mid-cycle.

2. Sensei AI

Sensei AI is the fastest live copilot in the category. Response latency is consistently under one second, which is measurably faster than Verve's one-to-two-second range. In most interview contexts the difference is small, but it is real.

Story Studio is the feature worth knowing about: before your interview, you pre-write STAR stories tied to specific experiences. During the live session, Sensei draws from them rather than generating generic framework responses. It's the closest thing in the category to Verve's Q&A pairs, though the mechanic is different. Story Studio requires writing all your stories in advance; Q&A pairs in Verve load specific answers for specific detected questions.

The interface runs in a separate browser window with a movable overlay, which means managing two windows simultaneously during a live call. That adds friction. Worth practicing before using it in a real interview.

Pros: Fastest response latency in the category; Story Studio for behavioral round personalization; 30+ language support; auto-detect; dual-channel audio; strong annual value.

Cons: Browser-only creates interface friction during live use; no document upload beyond resume; no custom prompt configuration; no dedicated OA support.

Pricing: The free plan caps sessions at 15 minutes, enough to get a feel for the tool but not enough for a real interview. Pro is $89/month on a monthly basis, or ~$24/month billed annually. At that annual rate, the price is comparable to Verve Pro, which makes the choice straightforward: if speed matters more than customization depth, Sensei is the better pick at the same price point.

3. Final Round AI

Final Round AI was one of the earliest live interview copilots and still has genuine strengths. The interface design is the best in the category: the copilot sits alongside the interview window in a single view, which is more ergonomic than tools requiring separate window management. It supports document upload (resume plus additional documents), auto-detects questions, and uses dual-channel audio.

The honest problem is product velocity. Final Round AI has not improved significantly in a long time, and competitors are shipping faster. The monthly pricing model is punishing for active job seekers: $149/month for only five sessions. If you burn through those quickly, the value collapses. The free trial auto-charges after five minutes with a ten-second countdown, and there is no refund policy. The annual plan is defensible. The monthly plan is not.

Pros: Best live interface layout in the category; document upload; auto-detect; dual-channel audio; broad platform support.

Cons: Stagnant development; monthly plan is poor value ($149 for 5 sessions); hostile free trial auto-charge UX; no refund policy; no Q&A pairs; no custom prompt configuration.

Pricing: The free tier gives unlimited sessions capped at five minutes each, which is barely enough to test the interface. The monthly plan is $149 for only five sessions, the worst value-per-session ratio in the category. The quarterly plan works out to roughly $99.67/month billed as $299 upfront for 25 sessions. The annual plan, billed at $500, brings the effective rate to around $41.67-49.67/month with unlimited sessions. If you are going to use Final Round AI, annual is the only tier that makes the cost defensible.

4. LockedIn AI

LockedIn AI's main differentiator is language support: 42 languages, the widest in the category. If your interview is in a language that other tools don't cover well, this is worth checking. The Duo feature is unusual: a trusted contact can send you real-time notes during a live interview, which could be useful in specific scenarios.

The trade-offs are real. The interface is text-heavy and tends to get in the way at exactly the moments when you need clarity. Response personalization is generic. The web version creates visible browser tabs, which is a meaningful risk if screen sharing is requested. The desktop app is required for proper stealth.

Pros: Widest language support (42 languages); Duo mode for trusted contact assistance; auto-detect; dual-channel audio; solid post-session analytics.

Cons: UI friction is a genuine problem during live sessions; response quality is generic; credit/time-based pricing adds cognitive overhead; web version stealth risk.

Pricing: Free tier (limited); plans from ~$34.99/month annually; Pro at ~$46.74/month.

5. Cluely

Cluely is not an interview copilot. It's a general meeting assistant, and that distinction matters. It requires manual triggering every time you want a suggestion, uses mono audio architecture, and cannot reliably distinguish between voices. For professional meetings where you're a participant and occasionally want quiet support, it works for that purpose. For a high-stakes job interview where you cannot predict when you'll need help and cannot afford the distraction of managing a trigger, it's the wrong tool.

Stealth is available but it's a paid add-on, bringing the effective price to around $75/month.

Pros: Reasonable for general meeting support; lower base price.

Cons: Wrong category for job interviews; manual trigger only; mono audio; stealth costs extra.

Pricing: ~$40/month (base, annual); ~$75/month with stealth add-on.

6. Interview Coder

Interview Coder covers coding interviews only. No behavioral support, no system design, no general interview coverage. It uses a manual trigger and mono audio architecture, which means you activate it yourself each time and it processes a single undifferentiated audio stream. At $299/month, it costs more than four times Verve Pro for a narrower feature set covering one interview type out of the several most tech roles require.

The one scenario where it might make sense: a candidate who exclusively does coding-round interviews, has no behavioral or system design rounds in their current cycle, and finds a coding-specific interface meaningfully better than Verve's coding copilot. That's a narrow use case. For most engineers going through multi-round processes at tech companies, paying $299/month for coding-only coverage when Verve handles coding, behavioral, system design, and online assessments at $69.99/month is hard to justify. The lifetime option at $799 is more interesting for someone who interviews infrequently over a long period and only ever needs coding support.

Pros: Focused coding-interview support; lifetime purchase option available.

Cons: Coding only, with no behavioral, system design, or general interview coverage; $299/month for narrower coverage than full-suite alternatives at a fraction of the cost; manual trigger; mono audio.

Pricing: $299/month or $799 lifetime.

7. Parakeet AI

Parakeet offers real-time transcription and answer suggestions across Zoom, Microsoft Teams, and Google Meet with a credit-based pricing structure. The annual rate of around $31/month is the most competitive in the live copilot category. Privacy practices are a genuine differentiator: sessions are fully encrypted and transcripts are deleted after the interview ends, which is worth noting given the sensitive content that live interview transcripts contain.

The architecture has real consequences. Manual trigger means you activate Parakeet each time you want a suggestion rather than it detecting questions automatically. Mono audio means it processes a single undifferentiated stream and cannot reliably separate your voice from the interviewer's, which is precisely why automatic detection isn't viable. Behavioral suggestion quality is surface-level bullet points that don't draw from your background. Coding follow-ups require typing rather than single-click actions, which adds friction at exactly the moment when you're already managing a live technical conversation.

For low-frequency use or early-stage prep sessions where the stakes are lower, the price point is a genuine advantage. For candidates going through an intensive multi-round interview season who need consistent personalization across behavioral, technical, and system design rounds, the quality ceiling becomes the binding constraint.

Pros: Most affordable annual plan in the category at roughly $31/month; encrypted sessions with automatic transcript deletion; works across major platforms; coding support available.

Cons: Manual trigger only, requiring activation during the interview; mono audio cannot separate voices; response quality is generic with no personalization from candidate background; coding follow-ups require manual text input; credit model gets expensive during intensive interview seasons.

Pricing: Credit-based. Basic at $29.50 for 3 interview credits; Plus at $59.00 for 6 credits plus 2 free; Advanced at $88.50 for 9 credits plus 6 free. Monthly equivalent runs around $79.90; annual billing brings it to roughly $31/month. Verify current pricing at parakeet.ai.

8. Yoodli

Yoodli is a communication coach, not a live copilot. It does not help you during a real interview. What it does instead, and does better than anything else in this list, is analyze the delivery habits you bring into the interview room: filler words ("um," "like," "you know"), pacing, word choice, sentence structure, and eye contact through your webcam. Each recorded session generates an annotated transcript showing exactly where you hedged, rushed, or lost structure. Trend data across sessions shows whether those habits are actually improving.

Toastmasters International uses it with their 300,000-plus member community. The G2 rating is 4.7/5, with reviewers consistently citing measurable filler word reduction within a few sessions. Non-native English speakers report particular value for pacing and pronunciation work. The free plan caps at 5 lifetime roleplays, enough to identify your two or three most consistent problems but not enough for sustained practice. The question bank is general rather than calibrated to specific companies or FAANG interview patterns, and there is no STAR framework scoring. For candidates whose core problem is knowing their material but losing the thread under pressure, those limitations don't undermine the value. For candidates who need to learn behavioral interview structure from scratch, Big Interview below is the better fit.

The strongest approach: use Yoodli in the weeks before your active interview cycle to surface and reduce delivery patterns you're not aware of, then rely on a live copilot when the real interview happens.

Pros: 4.7/5 on G2; webcam-based eye contact and body language analysis; per-session filler word and pacing data with trend tracking across multiple sessions; measurable improvement data; endorsed by Toastmasters; genuinely useful for non-native English speakers addressing delivery habits.

Cons: No live in-interview support; free plan capped at 5 lifetime roleplays; question bank is not calibrated to FAANG or senior engineering interview patterns; no STAR framework scoring or rubric-based feedback.

Pricing: Free (5 lifetime roleplays); paid plans and enterprise options available at yoodli.ai.

9. Interviews.chat

Interviews.chat runs entirely in the browser and lets you run GPT-4o, Claude, and Gemini side by side during a session, comparing how each model interprets and responds to the same interview question in real time. That's a genuinely uncommon capability. Most live copilots are locked to a single underlying model, and model performance varies meaningfully by domain. System design questions at a fintech company and behavioral rounds at a product-led startup can call for different output styles, and being able to evaluate both before committing to one answer has real value for candidates who want that kind of control.

The feature set beyond model comparison is thin. No desktop stealth mode means you're exposed if your interviewer requests screen sharing. There's no automatic question detection, no dedicated coding or online assessment support, no mock interview mode, no behavioral personalization features like prepared Q&A pairs or STAR story loading, and no performance reporting. For a first-time user who wants to see what live AI assistance feels like without installing anything or making a large commitment, the $19/month entry price and zero-install workflow lower the barrier meaningfully. For anyone going through multiple interview rounds over an active job search, the feature ceiling becomes the limiting factor quickly.

Pros: $19/month entry price; multi-model comparison across GPT-4o, Claude, and Gemini in a single session; zero install required; no account needed to start.

Cons: No stealth mode; manual trigger only; no automatic question detection; no coding or online assessment support; no mock interview or performance reporting; not suitable as a primary tool for intensive interview seasons.

Pricing: From $19/month. No free plan.

10. Google Interview Warmup

Google built Interview Warmup as part of the Grow with Google initiative. You record yourself answering a question, the tool transcribes your response, and basic AI analysis flags filler words, talking points you hit or missed, and the ratio of job-specific terms to general language in your answer. No account required. No setup. No cost.

The limitations are specific and worth naming clearly. The question bank is built around Google Career Certificate tracks covering IT support, data analytics, project management, and UX design. It is not calibrated to software engineering interviews, FAANG behavioral rounds, or senior technical roles. Feedback is surface-level: there is no scoring against a rubric, no STAR framework analysis, no tracking across sessions, and no coaching on delivery or structure. It has no live copilot capability. For a candidate who has never done recorded interview practice before, it removes every barrier to getting started and gives you a baseline before you invest anything. For someone preparing for a competitive technical hiring process, the depth runs out within a session or two.

Pros: Completely free; zero setup; no account required; immediate access with no commitment; maintained by Google.

Cons: Question bank limited to Google Career Certificate tracks, not software engineering or FAANG patterns; no rubric scoring or STAR framework coaching; no session history or improvement tracking across sessions; no technical interview coverage; not a live copilot.

Pricing: Free.

How to Use This List

The most common mistake is picking the wrong category of tool for the stage you're at. Live copilots and practice tools solve different problems, and the candidates who get the most out of both are the ones who know which to reach for when.

If you're actively interviewing and need help during the actual interview: Verve AI or Sensei AI. Both have automatic question detection, dual-channel audio, and reliable stealth. At the annual price point, the choice is close: roughly $24/month for Sensei versus roughly $35/month for Verve. Sensei is faster (under 1 second vs. 1 to 2 seconds) and the better pick if behavioral rounds are your primary concern and Story Studio's personalization approach matches how you prepare. Verve covers more ground, including coding rounds, online assessments, custom prompt configuration, and prepared Q&A pairs. If your interview process spans multiple round types, the broader coverage is worth the difference.

If the live interface layout matters: Final Round AI's single-view design is the most ergonomic in the category. Avoid the monthly plan. The annual rate is the only tier where the value holds.

If multilingual support is the priority: LockedIn AI leads at 42 languages. Build in time to practice the interface before a real interview since the overlay management takes adjustment.

If you interview occasionally rather than in an active season: Parakeet AI's credit model means no recurring charge between job searches. The manual trigger and mono audio are real constraints, but for low-frequency use the economics work.

If budget is the binding constraint: OphyAI at $9/month is the most affordable live copilot entry point with stealth included. Interview Sidekick at $10/month offers the lowest flat monthly rate with PPP pricing for emerging markets. Neither has the feature depth of Verve or Sensei, but both have free tiers worth testing first.

If delivery is the weakness, not content: Yoodli in the weeks before your active cycle. It addresses filler words, pacing, and eye contact in a way no live copilot does, and the improvement data is measurable.

If you need to learn behavioral interview structure from scratch: Big Interview for curriculum-based STAR coaching, especially if you have institutional access. Google Interview Warmup as a zero-friction first step before committing to anything paid.

Try the free tier before you pay anything. Every tool on this list has one. more

Career development

 1d

Dubai founder schedules 4 job interviews, only 1 candidate shows up: 'It's a shame'


Despite the disappointing turnout, the fourth candidate made a strong impression during the interview process.

She added that one of the candidates who had failed to attend later reached out seeking another opportunity.

"The one who didn't show up asked for a second chance. Others just disappeared." Reflecting on the experience, she concluded: "It's a shame really."

"That why is email... confirmation, calendar invite accept, whatsapp follow-up and phone call follow up confirmation is very important. I learned it from my previous experience as HR assistant," wrote one user.

"As a candidate searching for jobs as well it's been a shame," another wrote. "Three different people hiring in Dubai, got in touch with me over the past week, said they will send a google invite and didn't show up. Some don't even reply with a rejected message."

"Same experience as a job seeker, 800 applications in a month and not even a single revert," a third person added. more