Obitech Invents
Career development 5d
Honestly its really heart breaking 💔 😪

for over 12 months now i have been hunting for a Job as Full-stack Software Engineer still no luck 😑 . I really don't know what am doing wrong or where am getting it all wrong.

A few couple of months ago I was able to scure a good $10k/mo by AWS as a Software ll. But the offer withdrawn due to HB-1 Visa support.

Honestly, am so excited to... collab and work eh—but I have been at home for a while and i feel like am getting a little bit dusty 🙃 .

Although i haven't been idle, i have had a couple of cool project i have launched with one AI based Fitness App—although this was a Freelance gig 😅.

I can't wait to get back in the game 😩  more
2   

  • Horace WS

    1d

    Was an Azure badge or similar badge a required with the previous AWS job?

  • arnold ntimani

    5
    2d

    I totally get how frustrating this feels. I actually saw a story on Facebook about a recent grad who couldn’t get a job because he didn’t have... experience. Instead of waiting around, he started documenting his coding projects and skills online to stay relevant and fresh. When his current employer invited him to an interview, he even shared a write-up of how he solved a problem they gave him, and the interviewer was really impressed. He ended up landing a senior role because of it.

    Maybe you can try something similar showcasing your projects, AI app work, and problem-solving process could really make you stand out.     more

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Megan Winson


Career development 20h
Hey everyone! Our HR person at work is constantly sticking her nose into everyone’s relationships, arguments, and conflicts. She’s always trying to “sort things out”, even though she’s not a psychologist or anything. It’s honestly really annoying.
How do I tell her that I can handle my own issues and decide for myself who I want to be friends with and who I’d rather just keep things neutral... with?

 more
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Tim Jacobs


Career development 4w
Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.
14   

  • world connect limted

    11h

    Hhhhhh i drink a coffe but not in interview i'm already done in BUSSINES Administration i'm looking a job

  • Phindile Mahlangu

    4d

    The interviewing agencies usually askvif you do want the tea that is actually the tea test and I can say is part of the queries within an interview... session. It is for the candidate whether he or she respond with a yes or no. Is not really a big deal you are not enforce to drink it. more

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Career development

 5h

Can Dating Apps Help You Land Your Next Job?


Just a heads up, if you buy something through our links, we may get a small share of the sale. It's one of the ways we keep the lights on here. Click here for more.

In today's job market, submitting a résumé can feel like tossing a message into a digital void where it's instantly judged, and often rejected, by an algorithm that doesn't care about your personality, potential, or rent.

With... AI-powered hiring tools acting as bouncers at the club of employment, job seekers are getting creative. Very creative.

Some have decided that if networking is the only way in, they might as well swipe for it.

According to a new survey from ResumeBuilder.com, one in three people has used a dating app to help find a job.

Nearly one in ten said that was their main reason for being there. Romance? Optional. Referrals? Mandatory.

The strategy is surprisingly calculated. 66% of respondents said they searched for people working at companies they wanted to join, while 75% intentionally matched with users in roles they hoped to land themselves.

As ResumeBuilder's chief career advisor, Stacie Haller put it, networking is "the only way people are rising above the horror show that the job search is today."

And, awkwardly enough, it works. 88% of job-focused daters said they successfully made professional connections.

That often meant advice, mentorship, referrals, or interviews, but 37% went all the way and got a job offer.

In a truly modern twist, 38% also said the professional connection became physical, proving that sometimes you can have it all. The rise of AI in hiring is a big reason for this behavior.

Companies rely on automated résumé scanners to handle floods of applications driven by mass-apply culture on platforms like LinkedIn.

These systems are fast and cheap, but also notorious for bias and false negatives. Even highly qualified candidates can be rejected before a human ever sees their name.

That's where referrals come in, often the only reliable way to bypass the algorithm.

But networking favors people who already have connections, reinforcing inequality, a trend noted by Cornell professor John McCarthy of Cornell University.

For those without built-in networks, dating apps are becoming the workaround. While Tinder and Bumble are the most commonly used, some platforms lean into the crossover.

Raya lets users search by industry, and Grindr reports that roughly a quarter of its users network professionally. Love may be dead, but apparently, job leads are thriving.

Follow us on Flipboard, Google News, or Apple News google-news Related TopicsAIdatingNews Ronil Thakkar

Ronil is a Computer Engineer by education and a consumer technology writer by choice. Over the course of his professional career, his work has appeared in reputable publications like MakeUseOf, TechJunkie, GreenBot, and many more. When not working, you'll find him at the gym breaking a new PR. more

Career development

 6h

CEO Scott Tannen asks this question to catch unprepared candidates: 7 cues that quietly tell employers you walked in casually - The Times of India


In a hiring market crowded with polished résumés and rehearsed answers, effort has become the real differentiator.That is the blunt message from Scott Tannen, founder and CEO of Boll & Branch, who has personally interviewed and hired hundreds across roles ranging from interns to C-suite executives. Speaking to CNBC, Tannen says he always begins interviews with the same, deceptively simple... question: What do you know about Boll & Branch?It is not a warm-up. It is a filter. "I think when people have not done their homework, that is the biggest red flag," Tannen has been quoted saying in the CNBC interview. "You don't have to know every answer, but you have to have done your homework," he added. Tannen does not expect encyclopaedic recall, but he does expect signs of effort -- time spent reading, understanding the business, and thinking about how the company works. "If they can't at least give me back what's on our Wikipedia page, we probably are not starting off on the best foot," he shared. What Tannen is really diagnosing here is not ignorance, but indifference. In an era when candidates have unlimited access to information, failing to learn even the basics about a prospective employer signals something deeper: A casual attitude towards opportunity. The question works because it collapses pretence. Confidence, charm and fluency cannot compensate for the absence of preparation. Within minutes, the employer knows whether a candidate has shown up curious, or merely hopeful.And this is where most interview advice quietly falls apart. Candidates obsess over answers -- how to explain weaknesses, how to negotiate salary, how to sound passionate -- but neglect the far more consequential mistake: Walking into a conversation without context. Employers are not testing memory; they are testing intent. Here are 7 ways you are inadvertently telling employers that you're not serious.Saying a company is "into tech," "does consulting," or "makes products" is not neutrality, it is a tell. It signals that the candidate has skimmed, not studied. When you cannot articulate what a company actually builds, sells, or stands for -- even in broad strokes -- you are telling the interviewer that this organisation could have been swapped with ten others. Employers hear that as a lack of intent, not a lack of information."I'm excited to learn." "I'm looking for growth." "I want to challenge myself."These lines are not wrong. They are just empty.Tannen's emphasis on preparation exposes how quickly employers now discount generic enthusiasm. Passion that is not anchored to the specific business, product, or role sounds rehearsed, not sincere. It tells the interviewer you prepared for interviews, not for this interview.Curiosity only counts when it has a direction.Many candidates can describe what they want to do. Fewer can explain why the role they are applying for exists inside the company.When asked about responsibilities, candidates often repeat the job description or talk about skills they hope to gain. What employers listen for instead is whether the candidate understands the problem the role is meant to solve. A failure to do so quietly signals surface-level preparation.Walking in without that understanding suggests you have not thought seriously about what you are signing up for.Lack of questions is not politeness. It is passivity.Equally revealing are questions that sound interchangeable: "What does success look like?" or "What is the culture like?" These are acceptable starting points, but when they are the only questions asked, they reveal a candidate who has not engaged deeply enough to go further.In the CNBC interview, Tannen adds that preparation is not limited to reading up about the company. It also means walking into the interview with questions of your own, along with confidence, enthusiasm for the role and a clear sense of what you hope to achieve by taking it.Tannen's insistence on questions underscores a shift: Employers now read questions as evidence of preparation. No questions -- or default ones -- signal that the candidate is waiting to be impressed rather than choosing deliberately.Candidates often frame interviews as extraction exercises: What they will learn, how they will grow, where this role might take them. When candidates speak only in terms of personal gain, they appear casual about contribution. Employers are not allergic to ambition. They are wary of asymmetry.Preparation shows up when a candidate has thought about reciprocity.Confidence without context is increasingly easy to spot.Candidates who speak fluently but inaccurately, or confidently but vaguely, trigger the very red flag Tannen describes. In an age of polished communication, confidence alone is no longer proof of readiness. Employers are looking for grounded assurance and confidence that rests on understanding. Charm cannot compensate for not knowing where you are.Perhaps the clearest cue of casualness is when an interview feels scripted. Candidates move mechanically from one answer to the next, rarely responding to the room, the interviewer, or the company's specifics.In his CNBC interview, Tanne shared the example of an intern who spoke about building her own brand. It stood out precisely because it was conversational, contextual and rooted in curiosity. She was not performing an interview; she was engaging with a business. That difference is immediately apparent to employers. more

Career development

 8h

Job Agency Landing Website


I'm setting up a straightforward online presence for a small job-placement agency and need a clean, modern landing website that does three core things: display open positions, let candidates create simple profiles, and accept résumé uploads. The look should be professional yet welcoming, responsive on all devices, and easy for me to maintain without diving into code every week. Key features I must... have: * Job listings I can add, edit, archive, and highlight * Applicant profiles with basic contact and experience fields * Secure résumé upload (PDF/Word) tied to each profile A lightweight CMS (WordPress or similar) is fine as long as the admin area stays intuitive. Fast loading times and clear calls-to-action are important to me; fancy extras aren't. When you apply, please include links to past projects that show you've built comparable recruitment, listing, or portfolio sites. That's all I need to make a quick decision. more

Career development

 9h

Creative Job Application Assistance


I am preparing to apply for a creative position and need expert guidance to make my submission stand out. At this stage I know the role sits firmly in the Creative category, but I still need help deciding which elements -- résumé, cover letter, portfolio, or a mix of all three -- will best showcase my strengths. Once we connect, I'll share the job posting and the materials I already have. From... there, I'd like you to: * Review what's in place, pinpoint gaps, and recommend the right balance of written and visual assets. * Develop or polish the selected documents so they reflect both industry best practices and my unique voice. * Offer feedback on tone, formatting, and any supporting visuals to ensure every component feels cohesive and professional. If you've successfully coached applicants for creative roles before (graphic design, writing, marketing, or similar) and can demonstrate portfolios or outcome-driven examples, I'd love to hear how you can help me put my strongest foot forward. more

Brianna Hollister


Career development 2d
A young, attractive woman just joined our team and immediately started dating a guy from IT. I get it, she’s young and has a personal life. But she basically doesn’t work. She’s always on her phone or disappearing, and when she does do something, it’s full of mistakes.
We’re the ones getting in trouble from management because of this. Now we’re not sure, should we just keep an eye on her work... ourselves, or tell the boss this can’t keep going?

 more
6   

  • Tuyishime Alice claudine

    11h

    Work is the business not time to call or dating . You can do during leasure time. The best way is to show her right way and show her rule and... regulation of work. If to use phone during work hours includes . Then take it . If not store it. We never play in business . That why there is room of correction mistake and receive training 🙏 more

  • Kalikandi micheal

    20h

    Looks like you too you're interested in that young girl, but the choice went to someone else... Start looking at her work with positivity, maybe it... will start making sense to you 😀 more

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Career development

 12h

Year-end wealth review: Are you earning more? Owning less? - Businessday NG


A few days ago, during our year-end review, my fifteen-year-old son asked me a question that made me pause and smile in quiet disbelief.

Not about what I earned this year.

Not about where I travelled or what I was building publicly.

He asked:

"What did you invest in this year? What do you own? And what continues to earn when you're not actively working?"

It was an honest question. A... leadership question. And I realised how confronting it would be for many women, even highly accomplished ones, to answer it without hesitation.

Because it forces a different kind of audit. One that moves beyond income and into structure. Beyond effort and into durability. Beyond how impressive our year looked and into what actually changed beneath the surface.

Many high-achieving women will end the year with strong résumés, full calendars, and enviable lifestyles, yet quietly feel more financially exposed than they did twelve months ago.

But earning well is not the same as building wealth. And for too many women, that distinction only becomes clear at year-end -- when the numbers don't quite match the effort.

I've had versions of this conversation repeatedly in recent weeks. Senior professionals. Founders. Women with strong personal brands and visible success. When the noise dies down and the year is reviewed honestly, a familiar pattern emerges: income flowed, but security didn't deepen. Activity was high, but ownership didn't grow. Visibility increased, yet financial resilience remained fragile.

This is not a personal failure. It is a structural one.

Increasingly, that structure is shaped by FOMO -- not the loud, obvious kind, but the quiet, respectable version. The pressure to keep up with lifestyles that signal success. To say yes to opportunities that look prestigious. To maintain visibility even when it is unpaid or poorly priced. Travel, events, generosity, aesthetics, and obligations are all justified as "part of the season", while ownership is deferred to later.

FOMO doesn't always look reckless. Sometimes it looks responsible, polished, and well-intentioned. But when left unexamined, it becomes one of the most efficient ways high-achieving women erode wealth while appearing to advance.

For decades, women have been encouraged to measure progress through earnings, titles, and lifestyle upgrades. We celebrate promotions, applaud expansion, and equate busyness with advancement. But we rarely ask the quieter, harder questions: What do you own? What are you building beyond income? What protects your choices when life shifts unexpectedly?

The uncomfortable truth is this: many women are earning well inside systems that leave them financially exposed.

Exposure shows up in different ways. It shows up when a woman realises her standard of living is not one she could sustain independently. When generosity outpaces structure. When visibility outpaces pricing and compensation. When obligations quietly begin to outrun assets. And when life events, such as illness, divorce, caregiving, and business shocks, reveal how thin the margin for error really is.

It also shows up at year-end, when the spreadsheet refuses to lie.

Year-end, when done properly, is not a financial summary.

It is a wealth review.

A year-end wealth review for high-achieving women

Before stepping into a new year, it is worth pausing for a different kind of audit. Not to judge yourself, but to orient yourself.

What did I earn this year -- and what did I own at the end of it?

How much of my income translated into assets, equity, or long-term positioning?

Structure & Durability

If my income paused, what would still protect my choices?

Do I have buffers - financial, legal, and structural - for life's inevitable shifts?

FOMO & Lifestyle Pressure

Where did spending decisions quietly follow momentum rather than intention?

What was justified as "part of the season" but delivered no lasting value?

Visibility vs Value

Where did my visibility increase without fair compensation or leverage?

Did recognition translate into ownership, equity, or strategic positioning?

Risk & Resilience

Did I make financial decisions from design or from pressure?

Am I positioned to stay in the wealth-building game, even after setbacks?

And the answers determine whether effort compounds -- or quietly dissipates.

One of the most persistent myths working against women's financial security is the belief that stability comes later -- after the next promotion, the next contract, the next season of growth. But wealth does not arrive automatically with success. It must be designed, protected, and stewarded deliberately. Without intention, higher income often funds higher exposure.

This is why so many high-achieving women feel uneasy even when they appear successful. They sense that something is missing. Not money, but structure. Not ambition, but insulation. Not drive, but durability.

These conversations are often avoided because they feel uncomfortable. Questioning financial arrangements is often framed as distrust. Preparation mistaken for pessimism. But preparedness is not negativity. It is dignity. It is the ability to choose without fear, to respond rather than react, and to remain steady when circumstances shift.

Every year that income is not translated into ownership, leverage, or long-term positioning is a year where effort dissipates instead of compounds. Every year that financial decisions are driven by pressure rather than design quietly increases exposure. And every year, women are celebrated for earning, but being taught to structure wealth is a missed opportunity -- not just personally, but generationally.

Which brings me back to my son's question.

If the next generation asked you what you invested in this year -- what you own and what earns beyond your daily effort -- would the answer make you proud? Or uneasy?

And information, used honestly, can become the beginning of a shift.

The year ahead will demand more clarity, not more hustle. More structure, not more strain. More ownership, not just more income. The women who recognise this early will not only protect themselves -- they will quietly redefine what success looks like for those watching behind them.

Wishing you an extraordinary year ahead -- not by default, but by design. more

David Cole


Career development 1d
I like learning new things, even though I have a job. I found a three-month course to level up my skills, but here’s the problem - I’d need to leave work an hour early twice a week. My boss is totally against it and won’t let me.
I just don’t get it, wouldn’t he want his employees to get better at their jobs? Is there any law that makes employers let people go to training?

3   

  • Apollo kiarii

    1d

    A good employer would appreciate employees who continuously improve their skill set for personal development and better role performance. You can... agree with your boss on how to make good those 2 hours you will be taking off every week and strike a balance
     more

    1

  • József Flibert

    1d

    I agree with Joseph Kiryagana.
    A course that doesn't conflict with your work schedule would be perfect for you.

    -1
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Career development

 1w

Yesterday, I Got the Job Offer ,After 8 Months of Doubt


This is a personal update reflecting on my job-hunting journey, self-doubt, and resilience over the past eight months. I'm sharing this for anyone navigating rejection, waiting, or imposter syndrome.

Yesterday, I got the job offer.

Before the excitement kicked in, there was silence. Relief. A moment to breathe. It felt like the end of a season I wasn't sure I would survive, let alone learn... from.

For over eight months, I was unemployed.

Eight months of applications. Waiting. Refreshing my inbox. Wondering what more I needed to fix.

This wasn't just a job hunt. It was a confrontation with my confidence.

The Part No One Prepares You For

I redid my CV more times than I can count. Each rejection convinced me there was something missing.

Maybe my experience wasn't strong enough.

Maybe my portfolio didn't meet the standard.

Maybe I wasn't telling my story well.

Or maybe quietly, painfully,I just wasn't good enough.

Imposter syndrome didn't whisper. It took over.

I compared myself constantly. I questioned my growth. I looked at other designers and wondered how they seemed so sure while I felt like I was barely holding myself together.

Still, I showed up.

Not confidently.

Not consistently motivated.

But honestly, and that mattered.

Waiting Changes You

Being without work does something to your identity, especially when your craft is tied to how you see yourself.

I questioned my path. I considered shrinking my ambitions. Some days, I wondered if choosing this career had been a mistake.

Yet, even in doubt, I kept refining my portfolio. Rewriting case studies. Applying again. Believing, sometimes reluctantly,that this season wasn't a verdict on my ability.

Sometimes growth looks like survival.

When It Finally Happened

When the offer came yesterday, it wasn't loud.

It was grounding.

Relief before celebration.

Validation before excitement.

Not because the job suddenly made me worthy, but because it reminded me that the version of me who kept going, even when exhausted and unsure, was never wrong to try.

I didn't become capable yesterday.

I was always capable,I just lost sight of it while waiting.

If You're Still There

If you're in the middle of a long job search, feeling behind, discouraged, or invisibleplease hear this:

Your struggle is not a reflection of your worth.

Your doubt does not cancel your skill.

Your timeline is not broken.

This chapter humbled me. It stretched me. It taught me patience, self-trust, and compassion,for myself and for others fighting quiet battles.

Yesterday, I got the job offer.

But long before that, I proved something even more important to myself:

Even when I doubted myself, I still showed up.

If this resonated with you, feel free to leave a comment or share it with someone who might need it today. more
17   

  • Sabina Morgan

    18h

    Consgratulations- truly inspiring...

  • ALBERT NGUNJIRI

    4d

    Congrats - Quite reassuring, encouraging and inspiring to many who are about to give up.

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Career development

 23h

The Psychology of Hiring Managers


Member-only story

What hiring managers see when they read your résumé

This is how the hiring process feels for most of us:

You apply. You wait. You refresh your inbox. Nothing comes back. No rejection, no feedback, no signal of what went wrong. Somewhere along the way, just like that, your résumé stopped making sense to someone you'll never meet. And that was it.

This happens to all of us. It... is especially likely to have happened to you if you've ever worked part-time, taken a temporary contract, been unemployed longer than planned, or accepted a job below your qualifications.

So it is especially likely to have happened to most of us.

Modern labor markets love to celebrate flexibility. Portfolio careers, hybrid paths, lateral moves, and "non-linear journeys" are praised in keynote talks and LinkedIn posts alike. Yet when résumés land on hiring managers' desks, a different logic reasserts itself.

Recruiters don't sit with your résumé for long. They skim. They scan. They decide quickly. They are not careless, they have to: they need to read through dozens or hundreds of resumes per day.

In that speed, something subtle happens: half-read work histories turn into full character assessments with massive effects. more

Career development

 1d

A new low for fake news 'scumballs': Why the left is 'TERRIFIED' of Trump's new State Dept. pick


Mora Namdar, confirmed by the Senate on December 18 as assistant secretary of state for consular affairs, should be enjoying a moment of well-earned professional recognition. Instead, she's being attacked by the usual far left suspects who are suddenly triggered into a tantrum that defies logic. The official photo of Namdar went viral online, with over 2.5 million views on X, after the State... department welcomed her to her new role.

Rather than focus on her formidable résumé, opponents are obsessing over Namdar and the fact that President Donald Trump has dared to elevate a woman who is a multifaceted lawyer, policy maker, and entrepreneur. She also just so happens to have built a successful string of unique high-end beauty bars in Texas - from scratch.

The Daily Beast led the charge with this headline dripping in condescension: "Donald Trump has installed an attorney and part-time beauty salon owner to decide which foreigners are allowed to enter the U.S." Users on X noted that this type of misleading and reductive attack was disingenuous and tantamount to calling Elon Musk a car salesman because he owns Tesla or the President a hotelier because he owns real estate. Namdar is a highly respected lawyer with elite clientele and earned the reputation of being a trusted, effective and uniquely capable problem solver of her clients most complex and sensitive matters.

"What a shameful, pathetic, and quite frankly sexist way to describe her career. Assistant Secretary Mora Namdar is an accomplished lawyer, business owner, and government official," State Department spokesman Tommy Pigott told The Daily Beast. "Americans can be proud that patriotic public servants like her are stepping forward to serve our country and advance our national interests."

Pigott is objectively right. Namdar, like many of her patriotic colleagues, took a huge pay cut and shuttered her law practice to serve the American people in government. If Mora Namdar had been working for any other administration, this story would be written very differently. She'd be hailed as a "barrier-breaking immigrant daughter," a "multifaceted entrepreneur," and a "living example of female empowerment" who studied at Oxford and worked for a Fortune 500 company. Her entrepreneurial endeavors would be described as bold expressions of feminist creativity. Her success would be celebrated on glossy magazine covers.

Namdar isn't some socialite dilettante who wandered into government on a whim. She's a serious policy maker who served in the State Department before, including as acting head of the very same office during Trump's first term. She served as the Vice President of Legal at a USAGM, speaks Farsi and is a respected expert on national security and human rights. She's worked on critical Middle East and North Africa policies in multiple administrations and handled sensitive national security issues, foreign governments, and diplomatic crises. She's a lawyer with advanced degrees in international affairs. She's the child of Iranian immigrants who understands firsthand what borders, visas, and national sovereignty actually mean.

The far left's real problem isn't that Namdar owns salons. It's that she embodies everything their ideology claims to support while rejecting their politics entirely. She's a woman. She's a minority. She's an immigrant's daughter. She's educated. She's successful. She loves the United States of America and is proud to serve the country under President Trump and Secretary of State Rubio.

That combination short-circuits the progressive brain.

Namdar has been clear about her priorities: protecting Americans abroad, enforcing visa laws, and treating immigration as the national security issue it is. She believes, as Secretary Rubio has stated, that the objectives of her work at the State Department is to make America safer, stronger and more prosperous. Radical stuff, apparently. She's echoed Secretary of State Marco Rubio's emphasis on integrity in the immigration system and has unapologetically stated that visas are a privilege, not a right.

And let's dispense with the faux concern. The same crowd attacking Namdar's entrepreneurial background routinely celebrates Democrats with résumés that include activist nonprofits, social media influence, or "community organizing." Somehow, that's noble experience, but running a profitable, multi-location business? That's a point to attack.

Kari Lake, former GOP candidate and current acting CEO of the United States Agency for Global Media, was not letting the false attacks slide. "This headline is a new low for the scumballs in the Fake News... Mora is highly educated (she started taking college classes at 12!), an accomplished lawyer, and a successful entrepreneur..." Lake continued, blasting the outlet for describing Namdar "in such an intentionally condescending way."

Following her confirmation, Namdar has been scrutinized not for her expertise in law or national security, but for her appearance, her private-sector success, and her refusal to apologize for either. The biggest irony is that her impressive bio doesn't even scratch the surface of this woman's accomplishments. Among scores of successes not widely written about is that Namdar was so academically gifted that she began college classes at the age of 12. She graduated with a double major in Political Science and International Studies and a triple minor in Philosophy, Fine Art, and Human Rights from Southern Methodist University. She holds a JD and Masters in International Affairs from American University - Washington College of Law. Namdar founded the law schools National Security Law Brief, "the nation's first student-run law school publication to focus on the rapidly evolving field of national security law" and served as its founding Editor-in-Chief.

The truth is, Mora Namdar represents something deeply threatening to the far left: a conservative woman who doesn't apologize for competence, ambition, or femininity. She didn't trade her heels for sackcloth to be taken seriously. She didn't pretend success was accidental. She didn't ask permission.

And now she's overseeing one of the most critical offices in the State Department, just in time for major global events like the 2026 FIFA World Cup, where border security and visa enforcement will matter more than ever.

Namdar's confirmation makes her the highest-ranking American of Iranian descent to be confirmed to such a role at the State Department following a 53-43 confirmation vote in the Senate. Meanwhile, those that claim to be a champion of women's rights have targeted Namdar with feeble attempts to reduce her to nothing more than a salon owner. An educated, accomplished, multi-faceted, independent, and successful woman is evidently only celebrated if she's in line with the far left. Judging by the hysteria, she's not just qualified for the job; she is exactly the right pick.

We have no tolerance for comments containing violence, racism, profanity, vulgarity, doxing, or discourteous behavior. Thank you for partnering with us to maintain fruitful conversation. more

Career development

 1d

Your boss may matter more than your paycheque- says Simon Sinek, and here's why - The Times of India


At a time when Americans are counting every dollar, scanning job descriptions with a sharper eye on salary figures than ever before, the temptation is understandable. Inflation has tightened household budgets. Tariffs have added to economic anxiety. For many workers, the question feels brutally simple: How much does this job pay?Yet management expert and author Simon Sinek is urging jobseekers to... pause before letting compensation alone dictate their career choices. In his view, the most consequential decision in any job interview has less to do with the number on the offer letter and more to do with the human being across the table."If I got one thing right as a young person, it's that I always chose jobs based on who I would work for," Sinek said on The Diary of a CEO podcast. "I didn't care how much money they're going to pay."Sinek's argument cuts against the grain of today's cost-of-living-driven career decisions, but it rests on a simple premise: Managers shape not just workloads, but lives. A poor boss can erode confidence, stunt learning, and quietly push people toward burnout. A good one, by contrast, can accelerate growth, open doors, and provide psychological safety that money alone cannot buy.Decades of workplace research back this up. Studies repeatedly show that people are more likely to quit managers than companies. Toxic leadership correlates with higher stress, lower productivity, and poorer mental health outcomes. In that light, Sinek's advice sounds less idealistic and more pragmatic.Sinek is highly renowned for his 2009 TED Talk on the power of "why," which introduced his now-famous Golden Circle framework: Start with purpose, then process, then product. The talk went on to become one of TED's most-watched of all time, crossing 60 million views on the TED website alone.That philosophy extends naturally to career decisions. Just as organisations inspire loyalty by clearly articulating why they exist, leaders inspire commitment through how they treat people. For Sinek, a manager who invests in growth, communicates with clarity, and acts with integrity is worth more than a slightly higher pay package under a disengaged or self-serving boss.Sinek's advice is not dismissing financial realities. He acknowledges that people have bills to pay and responsibilities to meet. But he warns against allowing economic pressure to narrow one's vision entirely.For early- and mid-career professionals navigating today's volatile job market, his advice translates into a few practical strategies:Interview the manager, not just the role. Ask how they measure success, how they handle mistakes, and how they support team development. Their answers often reveal more than the job description.A leader's past behaviour is a better predictor than polished interview rhetoric. Speak to future teammates if possible. Read between the lines on platforms like LinkedIn.Think in five-year terms, not five-month terms. A role that stretches skills under a strong mentor can compound in value over time, often leading to higher earnings later.Protect your learning curve. Early exposure to good leadership can shape professional instincts for decades. Poor leadership can unteach confidence just as quickly.In an era defined by economic uncertainty, Sinek's message is quietly radical. It asks jobseekers to resist panic-driven decisions and instead weigh the invisible forces that shape careers: Trust, mentorship, and values.Money matters, undeniably. But as Sinek's own career illustrates, aligning with the right leaders can unlock opportunities that no salary figure can fully capture. In the long run, the person you work for may end up determining not just how much you earn, but who you become. more

Career development

 1d

The Rise of the One-Person Brand: Tools and Mindsets for Building Online


AI Website Builder allow individuals to create professionals quickly without having to find appropriate templates and getting used to the new software. Describe your request to AI in a format of a prompt, such as 'Create a website for an illustrator portfolio, use black colors, include a menu for contacts and a blog'.

You no longer need a huge corporation behind your back to make your projects... come into reality. The power of startups and individual entrepreneurs can and does rival companies, especially when it comes to local businesses. But it requires strong personal branding, the expression of individuality and building trust with your audience.

The rise of the one-person brand has redefined how we think about work, credibility, and career growth. Whether you're a freelancer, entrepreneur, or professional, your online presence is your modern résumé -- and increasingly, the currency of professional trust.

Personal branding is about just visibility, trust and identity. The 2017 research from LinkedIn shows that professionals with a strong online presence are twice as likely to be approached with opportunities than those without. People connect with authentic individuals, not faceless corporations, because humans inherently trust stories and personalities over logos and ads. A well-crafted personal brand signals expertise, reliability, and consistency.

As the philosophy of .ME emphasizes, your online identity is a reflection of who you are and what you stand for. Choosing a .ME domain, for instance, transforms a simple URL into a personal statement. It communicates credibility, which is crucial in crowded professional landscapes.

Thriving as a one-person brand requires an entrepreneurial mindset. You are no longer simply an employee or a service provider; you are the face, voice, and product of your own micro-business.

Interestingly, studies in behavioral economics show that people tend to overvalue individuals they perceive as experts, even when their formal qualifications are equivalent to others in the same field (Harvard Business Review, 2013). That means how you present yourself online directly influences perceived competence and trustworthiness.

This shift starts with strategic storytelling. Define the problems you solve and the values you represent. Being authentic, rather than perfect, encourages engagement and loyalty. Audiences resonate with honesty, learning from your process, challenges, and growth -- not just the polished final product. Overcoming imposter syndrome is part of the journey, but consistency in sharing your insights and projects will build credibility far more effectively than waiting to appear "ready."

Securing a personalized domain like yourname.me gives you control over your online identity and ensures that anyone searching for you finds an authoritative source. The .ME extension, now widely used by professionals and creatives, represents individuality and approachability. A study of domain-based personal websites even found that users with personalized domains were 40% more likely to be perceived as professional by peers and potential clients. For Gulf countries specifically, it is beneficial since .ME is perceived as a short version of the Middle East, making it appealing to users from all over the region.

Tips for Choosing a Domain Name:

Social media is where your personal brand comes to life, but success comes from focus rather than breadth. Choose platforms aligned with your audience and goals:

According to Sprout Social, brands (and individuals) that engage authentically on social media see up to 5 times higher engagement rates compared to those posting generic content. Posting consistently and interacting with followers establishes both credibility and approachability. Be earnest, and your followers will appreciate it. Talk about things you're an expert in and do not try to be someone you're not.

A personal website is your business card and a major SEO weapon. It showcases who you are, what you do, and how people can connect with you. Including an "About Me" section, portfolio, and clear contact information can dramatically increase trust -- HubSpot reports that websites with well-structured personal branding elements see up to 30% more conversions for freelance or consultancy inquiries.

Building a website can sound daunting if you have never had to deal with it before, but it's not as hard as it used to be. We're living in the age of website builders that allow us to create websites in convenient visual editors -- no coding needed. And it becomes even faster and easier with AI.

AI Website Builder allow individuals to create professionals quickly without having to find appropriate templates and getting used to the new software. Describe your request to AI in a format of a prompt, such as 'Create a website for an illustrator portfolio, use black colors, include a menu for contacts and a blog'.

After a couple of minutes, you'll find your website fully done, filled with images and text. You can make adjustments by typing in command in the chat, or directly with voice. AI can create new objects, move and change existing ones, generate new images, and even more. You still retain the manual control to upload your own content like in a regular website builder.

The modern one-person brand relies on tools that reduce administrative overhead and amplify output. Canva and Notion streamline content creation and organization, while automation platforms like Zapier or Buffer save time by scheduling posts and syncing workflows. Analytics platforms like Google Analytics or Plausible provide actionable insights on engagement, guiding strategy and growth.

As an entrepreneur, you'll also need an accounting program to manage finance and invoicing. Besides the AI website builder, Site.pro also provides a flexible cloud accounting software with a free invoice generator, so you can have all the tools under one roof.

Building a personal brand translates reputation into opportunity. Professionals have successfully monetized personal branding through consulting, digital products, online courses, speaking engagements, newsletters, and community memberships. Research from Harvard Business Review suggests that personal brand recognition can increase income potential by 20-30%, especially for solopreneurs or freelancers. The key is trust: audiences engage with, pay for, and recommend individuals they perceive as authentic and competent. more

Career development

 1d

Hints to Cope as AI Moves Into the Job Application Process | News Radio 1200 WOAI


It may seem like artificial intelligence hasn't been around all that long, but it's making some aspects of business move so quickly that it's now possible to encounter AI when you're interviewing for a job, and some people are using AI to try to get that job.

The problem is it's turning the job market upside down in some instances, when you consider that job seekers' use of AI to write cover... letters has resulted in some employers getting wise to that, so they put less emphasis on cover letters and start emphasizing job interviews.

But then applicants find in their interviews that they're being interrogated by AI.

And the result is neither side is well-served by the use of AI, according to one recent survey.

Jobs and workplace expert Julie Jones says there are good ways to cope with these changes: just be flexible and keep your options open.

For instance, if you're interviewing with an AI program, don't treat it like a machine because the machine might be noting your attitude and perhaps even the very words you use.

In general, "the people who have the best people skills are really going to be the ones who survive this.," she says.

People skills will help in the long run because they'll help you get past the AI process and into an interview with a real live person.

And if you can't stand AI, think in wider terms.

"Be broadminded and think outside the box, for what other skill sets do I have or in what other ways can I serve, and look at some of the other jobs that are still needing human interaction."

And the rise of AI could be an opportunity.

It's only somewhat related to AI, but this year's Big Beautiful Bill will be helping small businesses by cutting paperwork and incentivizing efficiency, so going to work for, or creating your own, small business might be a good path.

And Ms. Jones says to remember the trades, such as electricians, plumbing and mechanics.

Or what about this: Continuing in your line of work but learning to specialize in working with AI; it'll make you more in demand in many cases and accepting AI will be a good cope because it's here to stay, Jones says.

"Those fields are opening up and they have jobs available right now, we can't fill them." more

Career development

 1d

Power BI Analyst ATS Resume


My next round of applications is coming up and I want a fresh, genuinely written résumé -- no copied templates or generic ChatGPT dumps. It has to pass modern ATS scans and position me squarely for three mid-level paths I actively pursue: Power BI Specialist, Data Analyst, and Business Analyst. What I need from you * A single master résumé in ATS-friendly Word format (I'll convert to PDF myself)... that cleanly showcases my hands-on work with data visualization, data modeling, and report automation. * Brief guidance on how to tweak the document for each of the three job titles when necessary (e.g., keyword swaps or reordered bullet points). Context you will draw on I can supply current job descriptions, my existing résumé content, and metrics from recent projects. You'll turn that raw material into sharp, quantifiable bullets, concise accomplishment statements, and an overall structure that tracks with what recruiters expect at the mid-career level. Acceptance criteria 1. Scores 90 %+ when run through a standard ATS checker such as Jobscan or Resumeworded. 2. Reads naturally to a human reviewer -- no AI padding or boilerplate language. 3. Delivered within two iterations (initial draft + one revision round). If you're experienced with data-centric résumés, familiar with ATS keyword logic, and confident you can keep my voice intact, let's get started. more

Jane Tilden


Career development 1w
Hi everyone! I’m a college student and I’m thinking about getting a job as a waiter in a cafe. But my parents are against it, my dad says that kind of job will ruin my resume, like no decent company will ever hire me afterward.
I’m tired of always asking my parents for money and I want to earn my own. How can I convince them?
Thanks

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  • Samuel Barutwanayo

    1d

    Exactly @Hosain

  • Jennifer Phillips McLellan

    2d

    It's literally your life, make your own decisions. Unless it would leave you homeless, you don't need to follow this advice from your parents. I... earned money as waitstaff for extra money, and one of the regulars offered me a job and I took it. It was a good job, and one which I did put on my resume (I didn't include the waitresses job, because it wasn't needed.) Not every job you have needs to go on your CV. However, putting a waitstaff job on your resume won't ruin it - employer's to want to know that you've had experience working with people, keeping track of money, and working hard. Good luck! more

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Berta Harkness


Career development 1w
I work from home and take my 2.5-year-old to my mother-in-law for half the day (she lives just down the street). That was the plan from the beginning and both she and my husband agreed to it.
Now my mother-in-law doesn’t want to watch her grandson anymore. She says I can just work and take care of the child at the same time.
My husband agrees with her. I even offered to pay my mother-in-law like... a babysitter, because I really don’t want to lose my job or get stuck doing only house stuff.
What should I do? I’d appreciate any advice.

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Career development

 1d

Inhuman Resources: The Double Standard of AI Use in Modern Recruiting


Getting laid off in 2025 comes with a new kind of exhaustion - not just from losing a job, but from knowing exactly what comes next: an instant rejection email and recruiter ghosting. 75% of resumes never even make it past ATS (Applicant Tracking System) gatekeepers.

Automation algorithms found a promised land in Recruiting. AI now writes job ads, screens applicants, schedules interviews, and... even predicts who's likely to accept an offer. Yet the moment a candidate is merely suspected of using AI, their application becomes untouchable. And this double standard is growing fast.

The result is a strange labor-market paradox: job seekers rely on AI tools to survive an increasingly AI-driven hiring process, yet the very systems meant to help recruiters often reject them for doing so. Here's a closer look at how the cycle works and why it's breaking down.

On the employer side, AI has become a practical necessity. With firms like Goldman Sachs receiving over 315,000 internship applications and Google surpassing three million, no recruiting team can manually process the volume. So AI makes the initial screening, filters applicants, runs assessments and engages candidates through chatbots. Recruiters often frame these tools as light automation - just a way to handle routine tasks. In reality, it defines which candidates ever make it to a human reviewer.

As a co-founder of a platform that helps job seekers make AI their go-to career assistant, I see that applicant tracking systems have become a barrier, allowing only about 2% of candidates to reach the interview stage, which is their first real chance to speak with a human.

While many candidates remain skeptical towards AI tools for job-search, according to the Global Work AI's survey, preferring to have everything under control, the market situation makes more people understand that they need AI to adapt to the recruiting practices.

So they turn to the tools like AI résumé tailoring, keyword optimization, LinkedIn profile rewrites, and interview simulations. Such tools don't fabricate experience; they are meant to help "speak the language" of the machines that are going to read them. And this works: optimized résumés dramatically increase callback rates, while AI-guided interview practice improves structure and confidence.

Yet the moment recruiters suspect that a candidate used AI, the tone shifts. On Reddit, stories circulate about immediate rejections triggered by nothing more than "pausing for 2-3 minutes during a technical assessment" or producing writing that seems "too polished." In one case, a hiring team admitted they planned to ghost a candidate because their video interview included brief gaps they interpreted as AI-assisted prompting, even though there was no evidence of cheating. Recruiters reject applicants for "AI vibes" while relying on opaque AI-scored assessments themselves. What counts as assistance for one side is misconduct for the other.

Sometimes, to get a competitive edge, applicants turn to more extreme tactics that can be viewed as unethical shortcuts. For example, a popular Tik Tok advice of embedding white-ink keywords to manipulate resume parsers. Some applicants admit it was the only way they could get noticed. While recruiters haven't made a common opinion on it, it definitely signals that excessive automation can backfire on recruiters.

Other practices,especially the use of deepfake tools during video screenings and browser plugins that help candidates answer recruiters' questions in real time, clearly cross ethical lines by undermining trust and distorting the hiring process.

But not all AI use is dishonest. Tools that polish grammar, tailor a resume to a job description, clarify achievements, or help candidates practice interview answers simply improve communication as a digital equivalent of a career coach or a skilled editor.

The real distinction is simple: ethical AI enhances your genuine experience; cheating tries to fabricate it. Until companies define these boundaries more transparently, candidates will continue navigating this grey zone on their own.

Whether people like it or not, AI is now a permanent element of hiring, and there's no sense denying it. What is worth discussing, though, are the acceptability of certain practices used by both candidates and recruiters.

Recruiting bias has always been a thorny issue, but algorithmic screening raises it to the next level. Models, trained on tons of biased historical data, quietly learn to sideline the same groups that have long been marginalized: women, older workers, candidates with disabilities, or anyone for whom English isn't a first language.

What looks like a neutral metric on the surface, for example an employment gap, can become a proxy for gender, age, disability, or linguistic background. This is where things get slippery: AI becomes a convenient mask for unethical behavior that's nearly impossible to prove or challenge, leaving job seekers confused, defeated, and shut out of opportunities they're fully qualified for.

It takes time for any major technology to find its place, and AI in hiring is no different. Right now, the tools are maturing faster than the norms around them, with both candidates and recruiters guessing about what's acceptable. And that uncertainty fuels mutual mistrust.

Of course, the rules, both official and unspoken, will eventually settle. The challenge is using this transition period wisely, giving space both to experiments, and not forgetting that AI should assist the human-to-human interaction, not break it. We can either let unclear rules harden into systems that amplify bias, or take the time to build transparent, fair, and human-centered hiring practices before the new status quo sets in. more