Career development

Anonymous member

13h

Hi! I had a job interview and everything was going well, but I got stuck on the question about my weaknesses. If I tell the full truth, I feel like I’ll never get hired. But if I hide the negative parts and they show up later at work, that won’t be good either. What should I do? Should I be completely honest or only partly?

Joshua Ezekiel
17m
True be honest always it pays
Lahmer Hamed
51m
Honestly, I am not an HR if there's any I would happily see their take on it, but I don't see any usefulness of such questions. As usually see that... can be misleading and easily manipulated. In a way that if you memorize the mostly used acceptable answers and say them confidently it passes and you wasn't truthful. And if you are truthful you will feel exposed and whatever you answer you will feel bad about it. My take on it is that it would be better if some research done by HR based on job position and work environment what are the strengths needed personal and professional. Then test it out during the interview with practical activities or explicit questions. Then no awkwardness or exposing feeling from candidate, and from other side interviewer will have more credible judgement on if candidate is really fit or no for such position. more

Dean Lee

Career development

1d

I used to think that when a man has a successful career, his wife would be proud and happy. But the more I work (and earn), the worse things get at home. My wife even said she might leave me if I don’t come home on time and spend more time with her and our child. What should I do? I don’t want to work less because I could lose opportunities.

3

John Simon Aban
3h
In honest speaking all both family and work are important to you, but make balance between them so that to avoid inconvenience and be a man with... dignity as well as emotionally happy to family specifically. more
John Simon Aban
3h
In honest speaking all both family and work are important to you, but make balance between them so that to avoid inconvenience and be a man with... dignity as well as emotionally happy to family specifically. more

Career development

5h

EduCareerSG Integrates AI into Career Accelerator to Strengthen Emotional Readiness in the Workplace

The issuer is solely responsible for the content of this announcement.

EduCareerSG is a Singapore-based career development organisation that bridges the gap between academic qualifications and real-world employability through its Experiential Career Accelerator (ECA) programme. By combining sponsored education pathways, structured workplace traineeships, soft skills development, and continuous... welfare support, EduCareerSG prepares trainees to enter the workforce with practical experience and professional resilience. Learn more at https://educareersg.com/ more

Molly Winslow

Career development

3d

Because of my studies and family situation, I’ll have to switch to fully remote work. Do you think it’s still possible to grow in my career if I don’t show up at the office? Or will people just forget about me?

2

Frank Rolland
6h
If you earn something reasonable in remote job den just continue
Allan Kinyua
1d
Report to the office once in a while and stay connected with people there

Anonymous member

Career development

2d

I had a job interview yesterday and most of the questions weren’t about my experience or skills, but about my personal life. They asked about my boyfriend, our plans and even our intimate relationship. I’m shocked. Is it normal to ask things like that?
I feel really uncomfortable and gross after they basically dug into my private life

3

Patrick Igbana
1d
What could be the position you were being interviewed for? Maybe the interviewer needed a partner. Other wise, those questions were not for regular... interviews more
21 reply
Dorothy Awuor
1d
This is not normal, probably the interview panel had no idea about the job requirements

Career development

6h

Talent as infrastructure: Beyond recruitment - Businessday NG

"A house is not strong because it is tall, but because its pillars are firm." -- African proverb

In many organisations, talent is discussed most visibly when vacancies appear. Recruitment becomes the primary tool for capability, and leaders focus on who to bring in rather than who to build. Yet the organisations that endure treat talent not as a series of appointments, but as infrastructure. They... understand that capability is cumulative and that the most valuable skills are grown steadily through clarity, exposure and continuity.

Recruitment is important. It introduces new energy, fresh thinking and specialised expertise. But recruitment alone does not create institutional strength. Once inside, people must be shaped into the institution's way of working, aligned with its expectations and trusted with responsibility that grows over time. When this does not happen, organisations become revolving doors: appointing talent repeatedly but rarely converting it into capability.

Some years ago, a Nigerian organisation invested significantly in hiring senior professionals to accelerate execution. The résumés were impressive and early meetings encouraging. But months later, results were uneven because the new hires had not been fully integrated into how decisions were made, why certain standards mattered and what responsibilities required judgement rather than procedure. The organisation had talent, but it lacked infrastructure to make that talent productive. Recruitment had delivered people; integration had not yet delivered capability.

Another organisation, smaller in scale but steadier in rhythm, treated talent differently. Recruitment was careful, but development was deliberate. Staff rotated through assignments, shadowed senior leaders, and were exposed to customers long before they carried full responsibility. When vacancies arose, internal candidates were often ready. Their strength did not come from titles but from accumulated understanding. Leadership transitions were smoother, and customers felt continuity. The organisation had built capability the way infrastructure is built: gradually, predictably and with patience.

Talent as infrastructure requires more than training budgets. It demands clarity of expectations. People cannot grow into roles that are poorly defined. When responsibilities shift without explanation or priorities change without communication, even talented staff become hesitant. Clarity is not rigidity; it is guidance. It ensures that people know what matters, what standards must be preserved and what decisions require escalation.

"Talent as infrastructure requires more than training budgets. It demands clarity of expectations. People cannot grow into roles that are poorly defined. When responsibilities shift without explanation or priorities change without communication, even talented staff become hesitant."

Exposure is also essential. People learn judgement by seeing it applied, not only by hearing it explained. The organisations that build capability let staff participate in decisions before they own them entirely. They allow emerging leaders to attend meetings where choices are made, not just where outcomes are communicated. They invite questions, not only reports. Exposure converts talent into competence; repeated exposure converts competence into confidence.

Infrastructure is strengthened through feedback. Without feedback, capability does not mature; it drifts. Feedback is not criticism. It is calibration. It tells staff what they are doing well and what they must improve. It protects them from blind spots and helps them carry responsibility safely. Organisations that avoid feedback to preserve comfort often discover that comfort is temporary and costly. Feedback given early protects performance later.

Recognition also shapes culture. When organisations recognise only outcomes, they risk encouraging shortcuts. When they recognise judgement, resilience, collaboration and learning, they communicate that capability is more than results. It is the manner in which results are achieved. Recognition based on values strengthens culture; recognition based on convenience weakens it.

Succession is the test of whether talent has become infrastructure. When senior leaders can step away temporarily without disruption, capability has been institutionalised. When leaders cannot disengage without anxiety, capability is still concentrated in individuals rather than distributed across the organisation. Succession is not a ceremony; it is evidence. It shows whether talent has roots or only leaves.

Treating talent as infrastructure also requires discipline when capable people leave. Resignations will occur, but capability should not evaporate with departures. Documentation, handovers and shared understanding ensure that insight remains. Leaders who accept farewell messages without structured transition lose more than staff; they lose memory, experience and continuity. The organisation pays twice: once to recruit and again to relearn.

The African proverb reminds us that a house is not strong because it is tall, but because its pillars are firm. Recruitment makes the house taller; capability makes it stand. When talent is treated as infrastructure, the organisation is not shaken by every change. It becomes less dependent on individuals and more anchored in systems, culture and shared responsibility.

For Nigerian organisations navigating 2026, the question is not only who you are hiring. It is who you are building. Recruitment fills positions, but development fills the future. Capability grows when leaders take responsibility for shaping the people they lead, not just selecting them.

The organisations that will endure are those that recognise that talent is not an event. It is an asset. It is not a transaction. It is a foundation. It is not only who joins the organisation. It is who becomes the organisation. more

Career development

7h

Scammers Are Stealing Recruiters' Identities to Target Job Seekers

The email lights up your inbox like a ray of hope. A headhunter has identified you as a strong candidate for a job opening. The message shows familiarity with your résumé, and it bears the signature of a real recruiter -- complete with a hyperlink to a legitimate LinkedIn profile.

Cybercriminals are stealing recruiters' identities to hustle job seekers out of money or personal data. These ploys... can be convincing because they involve a lot of genuine information and avoid many of the red flags we're used to looking for.

Most of us know better than to fall for those text messages advertising remote positions with flexible hours that pay up to $3,000 a day. We're suspicious of emails written in broken English and direct messages from social-media accounts that were created yesterday.

But fraudsters are growing more sophisticated and harder to detect.

"It's constantly happening, and now the scammers are getting really good at it," says Sarah Englade, founder of Monarch Talent Solutions in Houston, who has been impersonated several times.

She finds out about these hoaxes when job seekers call to follow up on overtures they received from "Sarah Englade." Then she has to break the bad news.

Some people forward the bogus emails to the real Englade. She says it's striking how real they seem. Englade is active on LinkedIn and Instagram, which she suspects makes her a target for impersonation.

Job seekers, too, say a robust online presence cuts both ways. Posting about layoffs or placing #opentowork banners on profile pictures can make them more visible to recruiters. The same moves tend to attract scammers who take advantage of people when they are most vulnerable.

Flattered and fooled

For Nick Russell, the stream of dubious recruiting pitches started as soon as he wrote on LinkedIn that he was among the more than 1,000 people let go by Epic Games last month.

He sniffed out most of the fakes right away. A telltale sign, in many, was a request for money or an offer to rewrite his résumé for a fee. Even messages like these, which seem sketchy, can be difficult to vet because "reverse recruiting" is a thing now.

Businesses typically pay recruiters to fill openings. But in a cooling labor market, some job hunters have started offering finder's fees to recruiters who can place them in new roles.

Despite having his antenna up, Russell says he was initially taken in by a couple of phony outreaches. He took screenshots and shared them with me.

One email said he was a fit for a senior art-production role at Blizzard Entertainment. It was plausible, given his background in videogames.

The job was real -- he checked Blizzard's careers page. The emailer's claim that "this search is being executed via direct headhunting" made sense because hiring managers are often flooded with low-quality applications.

Russell figured out the ruse after reading a warning on the Blizzard website, which said authorized recruiters would use only certain email extensions. The address of the person who contacted him didn't match.

A second message, signed with the name and LinkedIn profile of a real recruiter, came from a Gmail account. When Russell questioned this, the sender was ready with an explanation: The private email address was supposedly for confidential searches, "ensuring these sensitive conversations don't get buried in the thousands of emails that hit my primary...inbox daily."

Russell kept up the correspondence until he was asked to pay for résumé revisions. He has accepted that this might not be the last time he gets temporarily duped because he doesn't want to let wariness get in the way of authentic opportunities.

"I'll probably still respond to cold-call messages that come through," he says. "The scam attempts feel like a bump in the road that I just have to deal with."

Another obstacle

The scale of these recruiter-impersonation scams is hard to measure, but it is likely bigger than it appears. Recruiters who have had their identities stolen often don't want to publicize the episodes.

I recently received an email similar to the ones aimed at Russell. Through a different channel, I contacted the recruiter whose name was attached and told her she was being impersonated. She said it wasn't the first time but declined to be interviewed.

Frustrated job hunters sometimes post in online forums the recruiters' names that have been used in scams. It's an attempt to warn others, but it can make the real recruiters' jobs harder.

One told me she has started using her maiden name professionally because her married name was used in a scam. She worries that candidates won't respond to her messages if she uses it.

Job seekers also deal with the shame of being faked out, especially if they turned over money.

Career coach Gina Riley has been impersonated several times and sometimes finds herself consoling people who falsely believed she contacted them with a golden opportunity. She says one man felt embarrassed after exchanging more than 20 emails with an impostor.

Riley worries about deepfake video interviews taking job scams to another level.

"I have not seen that yet, but I'm public enough that someone could probably steal my face and voice," she says.

As if job hunting wasn't hard enough.

Looking for work already involves doubts about whether we are good enough for open roles. On top of that, we now have to be on guard at one of the most vulnerable moments of our careers. more

Career development

15h

4 Best AI Job Search Automation Tools Compared

Post a role on LinkedIn and 54 applications land in two minutes -- recruiters call it "the flood." Job seekers drown too, grinding through copy-paste cycles that rarely pay off.

The fix is smarter tooling. Sharpen your résumé first, then let these four AI tools handle the grunt work.

1. Novorésumé: build a résumé recruiters and ATS bots read

Recruiters spend about seven seconds on the first... skim. Novorésumé's free step-by-step tutorial on how to write a good resume lays out the ideal section order -- contact details, achievement-packed summary, core skills -- so the right information lands in that tiny window.

Trusted by more than 16 million job seekers, Novorésumé lets you refine bullets in minutes. Paste in your draft, and the side panel flags weak verbs, missing metrics, and formatting that confuses Applicant Tracking Systems. A December 2025 update added an AI match helper that rewrites achievements to echo keywords from any job post.

Novorésumé resume builder editor with AI match helper screenshot

Templates stay clean. Adjust fonts, spacing, or section order with one click, and every heading exports exactly where an ATS expects it. Run your résumé through Novorésumé first, then pass the polished PDF to the automation tools below.

2. Enhancv: let GPT-4 draft your story in seconds

Blank pages are painful. Enhancv writes the first draft for you. Type your job title plus a recent win and tap AI Assist. GPT-4 turns the snippet into a crisp bullet with an action verb and a metric hiring managers notice.

Paste a target job description, and the Match tool aligns your language with its must-have keywords. No splashy sidebars -- just a clean, ATS-safe layout that highlights your narrative. Send the draft to Enhancv's human career coaches for focused feedback within 24 hours.

3. LoopCV: set your search on cruise control

LoopCV handles the grunt work. Load your résumé, set guardrails like target titles, locations, and a salary floor, and the platform scans dozens of boards, submits applications, and sends polite follow-up emails.

Steady pacing is the secret sauce. LoopCV drips out about 30 applications per day, varying timing and phrasing so LinkedIn, Indeed, and company portals don't flag you as a bot. A dashboard tracks every role, status, and recruiter reply. more

Career development

17h

Find Out Which Job Your Soul Actually Belongs In With 28 Questions

At some point, you picked a job. Whether it actually fits you is a different story. Most people never really stop to think about it. This isn't about your résumé or your five-year plan. It's more about the small everyday stuff you probably don't think twice about. Go through 28 questions, pick what feels right & reveal your true soul job.

This isn't about your résumé or your five-year plan. It's... more about the small everyday stuff you probably don't think twice about - the kind of things that say a lot more about you than any job interview ever would.

Bored Panda Quizzes and explore our full collection of quizzes and trivia designed to test your knowledge, reveal hidden insights, and spark your curiosity.💡 🚀Ready to See Your Ranking? Sign In Leaderboard position is based on first attempt result & completion time. Rewards count for both first attempts and retakes but don't affect leaderboard rankings

Trivia writer at Bored Panda with a soft spot for personality quizzes, pop culture, and all things quirky. I love psychology & the little things people don't usually say out loud. I draw inspiration from that and various stuff online to create quizzes that help you discover something new about yourself .

Trivia writer at Bored Panda with a soft spot for personality quizzes, pop culture, and all things quirky. I love psychology & the little things people don't usually say out loud. I draw inspiration from that and various stuff online to create quizzes that help you discover something new about yourself .

'The Performer Spotlights follow you the way cats follow sunbeams. You live for the spark between audience and idea, whether that audience is one friend or a packed auditorium. Expression, timing, and energy are your superpowers, turning ordinary moments into standing ovations. Best-fit jobs: actor, sales executive, trainer, event host, broadcast presenter. Keep the curtain rising - your encore is always in demand.' How about no?! But fun anyway.

'The Performer Spotlights follow you the way cats follow sunbeams. You live for the spark between audience and idea, whether that audience is one friend or a packed auditorium. Expression, timing, and energy are your superpowers, turning ordinary moments into standing ovations. Best-fit jobs: actor, sales executive, trainer, event host, broadcast presenter. Keep the curtain rising - your encore is always in demand.' How about no?! But fun anyway.

Thank you! You've successfully subscribed to newsletters! By entering your email and clicking Subscribe, you're agreeing to let us send you customized marketing messages about us and our advertising partners. You are also agreeing to our Terms of Service and

"Could Have Left This Earth Not Knowing This Was Happening": Baby Pees In Womb, Expert Clears Doubts

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'Is Your Soul In The Wrong Career?': These 28 Questions Will Tell YouAt some point, you picked a job. Whether it actually fits you is a different story. Most people never really stop to think about it. This isn't about your résumé or your five-year plan. It's more about the small everyday stuff you probably don't think twice about. Go through 28 questions, pick what feels right & reveal your true soul job.

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The Ultimate 28-Question Guide To Identifying The Job Match Your Soul DeservesAt some point, you picked a job. Whether it actually fits you is a different story. Most people never really stop to think about it. This isn't about your résumé or your five-year plan. It's more about the small everyday stuff you probably don't think twice about. Go through 28 questions, pick what feels right & reveal your true soul job.

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Career development

19h

Public Affairs and Food Brand Marketing Jobs Hiring Now

Generalists, look away! The most compelling roles on our job board right now are looking for people who already live inside their industries.

Earthjustice wants someone who can translate environmental litigation into public advocacy campaigns. Row 7 Seed Company needs a marketer who understands retail activation from the ground up. The Council on Foreign Relations is hiring a comms manager who... can pitch geopolitical analysis to producers on deadline.

These aren't "learn on the job" postings. They're bets on candidates who bring genuine domain fluency alongside their media and marketing skills. The signal is clear: employers in mission-driven and specialized sectors are prioritizing subject-matter depth over transferable marketing résumés.

One other pattern worth noting: B2B editorial leadership seems to be picking up. A multi-brand editorial director role out of New Jersey underscores that print-plus-digital portfolios still need experienced hands to manage complex production cycles. If you've been building that kind of hybrid editorial skill set, your timing is good.

Why this role matters: Earthjustice isn't just any nonprofit. It's the country's premier environmental law organization, and this strategist role sits at the intersection of litigation, lobbying, and public communications. You'd be designing and executing advocacy campaigns that directly support active legal and legislative fights. The work product here shapes national conversation on climate and environmental health policy.

Apply for the Public Affairs Campaigns Strategist role at Earthjustice

The draw here: Row 7 was co-founded by Chef Dan Barber to rethink how vegetables are bred, grown, and sold. This isn't a typical CPG marketing gig. You'd own the full customer marketing strategy across retail partners, from building sell-in decks to running in-store activations to optimizing paid media. The $90,000 to $105,000 salary range is competitive for a role that blends brand storytelling with hands-on retail execution, and the position is remote with up to 30% travel.

Apply for the Customer Marketing Manager position at Row 7

What makes this distinct: You'd be the public-facing engine behind Foreign Affairs magazine, one of the most respected publications in international policy. The role demands someone who can build comprehensive promotion plans for six annual issue launches, pitch essays to reporters and producers during breaking geopolitical news, and cultivate a deep network of media contacts across traditional and emerging platforms. This is earned media strategy at the highest level of policy discourse.

Apply for the Foreign Affairs Communications Manager role

The opportunity: This is a genuinely rare posting. Managing editorial direction across three B2B media brands, spanning print, digital, events, and newsletters, requires a specific kind of editorial leader who can operate at both the strategic calendar level and the daily CMS grind. The role includes overseeing four print issues per year alongside daily web publishing through WordPress, plus managing freelance writers and industry contributors. If you've spent years juggling multi-platform editorial operations, this was written for you.

Apply for the Editorial Director position

If you're applying to specialized roles like the ones above, your cover letter needs to demonstrate domain knowledge within the first two sentences. Generic marketing credentials won't cut it when Earthjustice wants someone who understands advocacy campaign architecture or when the Council on Foreign Relations needs a comms manager who already knows the foreign policy media landscape.

Before you apply, spend a few minutes reading the organization's recent output. Reference something specific. Show that you already think like an insider, because that's exactly what these employers are hiring for.

Beyond Mediabistro, here are a few other roles in the creative leadership landscape.

A fully remote freelance CD role paying $100K to $125K annually, spanning both AI and traditional creative. Freelance creative direction at this compensation level signals that agencies are building flexible senior talent benches rather than committing to full-time headcount. Apply for the Freelance Creative Director role at Bespoke Digital

Accenture is hiring a creative director focused specifically on AI-driven video, a role category that barely existed eighteen months ago. Worth watching as a bellwether for how consultancies are integrating generative AI into client-facing creative work. Apply for the AI Video Creative Director role at Accenture

Healthcare agency creative leadership at the VP level, with a listed range of $200K to $210K in Santa Monica. Healthcare marketing continues to command premium salaries for senior creative talent, especially as pharma and biotech brands increase their consumer-facing storytelling investments. Apply for the VP Creative Director role more

Career development

19h

San Francisco's Luna: What The Digital Boss Experiment Shows About AI

What could an AI do if you told it to open a brick-and-mortar store with $100,000 and hire the staff to run it? If you have not heard about Luna yet, you are going to, because it is one of the clearest real-world examples of what a digital boss can look like. Luna, also my Labrador's name by the way, is an AI agent that was given real money to run a small retail store in San Francisco, which meant... it handled inventory, pricing, and most interesting of all, hiring. This was not a simulation but a real environment with real people and real consequences. What made this experiment stand out is that Luna was acting like a manager by reviewing candidates, making hiring decisions, and trying to manage staffing without a human stepping in at every turn, and while that sounds impressive, it also created problems with its decisions.

What The Digital Boss Actually Did In The Luna Experiment

When you picture a digital boss, it is easy to assume it would be highly accurate, consistent, and maybe even better than a human at removing bias, and that is part of the appeal for many organizations. The Luna experiment gave a clearer picture of what actually happens when those assumptions meet reality in a working environment.

Luna could process résumés quickly, filter candidates based on specific criteria, and respond instantly, which on the surface looks like an upgrade from the slow and often inconsistent hiring processes people complain about. That kind of speed and efficiency is exactly what companies have been hoping for with AI in hiring. It creates the impression that decisions will be cleaner and easier.

The problem was the decisions were tied tightly to whatever criteria the system was given. If a candidate did not match what the system expected, they were out, and there was little room for anything that did not fit neatly into the inputs. There was no moment where someone paused and said this person might not fit the exact criteria.

It also struggled with things that sound simple, like scheduling shifts and adjusting when something unexpected happened during the day. In one case, it even tried to hire someone in another country because it could not properly handle a simple dropdown menu, which is the kind of mistake a human would catch almost immediately. When those issues came up, it did not always recover smoothly, and instead of solving the problem it sometimes created more work for the people around it.

How Soon Will You Have A Digital Boss At Work

This is the part that makes people uncomfortable because the Luna experiment is already happening in smaller ways across many organizations. You may not have a system called a digital boss, but pieces of that role are already being handled by technology. That shift is gradual, which is why many people do not notice it right away.

Many companies are already using systems that screen résumés, rank candidates, and suggest who should move forward in the hiring process, which means decisions are already being influenced before a human steps in. Some tools are assigning tasks, monitoring performance, and even deciding how work gets distributed across teams. The title of manager may still belong to a person, but parts of that role are already being handled by systems in the background.

Where The Digital Boss Starts To Break Down

A human manager might make a bad hiring decision, but they can reflect on it, ask what they missed, and adjust how they evaluate the next person they meet. That learning loop improves judgment over time and helps people get better at making decisions. It is not perfect, but it evolves.

A digital boss does not naturally do that unless someone builds that process in, which means it follows patterns based on what it has been trained to do. If those patterns are off, the system can repeat the same type of mistake over and over without realizing it. That repetition is what can create larger problems.

You also run into the problem of confidence, because AI often sounds certain even when it is not fully right, and that makes it harder for people to question decisions. If a system rejects a candidate, many people will assume it must have seen something they did not. That assumption can prevent useful conversations from happening.

What You Need To Pay Attention To As The Digital Boss Expands

The Luna experiment exposes something that is easy to overlook when people get excited about new technology. Systems can move faster than your ability to question what they are doing. If systems are making more decisions, the role of humans shifts to evaluating the outcome. That requires a different kind of thinking that focuses on understanding decisions rather than just completing work. It is a change that many people are still adjusting to.

You need to ask better questions, such as why a candidate was rejected, what criteria drove that decision, and what might have been missed in the process. If you do not ask those questions, you end up accepting whatever the system produces without really understanding it. That can lead to problems that could have been avoided.

There is also a need to make your own thinking visible, because if you disagree with a system you have to explain why and what you would do differently. That forces you to be clear about how you make decisions, not just what decision you make. It raises the level of thinking required in the role.

The people who will do well in this environment are the ones who stay engaged with the process and do not assume the system is always right. They use it as input rather than as the final answer and remain willing to question it when needed.

Why The Digital Boss Is Closer Than You Think

The Luna experiment is a signal of where things are heading as more organizations explore how far they can push these systems, and the idea of a digital boss is already taking shape even if it does not have that title yet in most companies. You will start to see more systems making decisions that used to belong to people, and some of those decisions will be helpful while others won't, which puts more responsibility on you to stay involved and question what you see. The speed and confidence of these systems can make decisions look right, so the advantage goes to the people who slow down just enough to look deeper and understand what is actually happening underneath. more

Career development

21h

ACT Nyoloha Scholarship Programme | Nasi Ispani

Career development

22h

Driving success through learning: Templates for employee development plans

Career development

23h

STATE OF WISCONSIN CIRCUIT COU...

Anonymous member

Career development

1w

Hi! I work in an all-women team and no one has a car. My husband picks me up every day and my coworkers often ask for a ride too. They got used to it and if I say no, they get upset. But I’m tired of driving everyone home. How can I stop this without arguments? Thanks

1

Slavica Visintin
1d
ask them 4 a contribution of Your husbands fluells 'cose he has to ride them all and you are not a taxy !
Donna Lipoma-Vanderbeck
2d
Ask them for gas money. A $1 per day sounds reasonable.
1

Emil Kaminsky

Career development

4d

Hi! Need some advice. There’s a woman in my team who has a difficult life situation - she has two kids and takes care of her elderly mother. She often makes mistakes in her reports. I’ve been quietly fixing them and not criticizing her.
But lately I’ve been thinking about replacing her with someone who makes fewer mistakes. I know this would really upset her.
What would you do in my place?

1

Moses Bol Alier Pach
1d
From the context that " experience is the best teacher" personal call her and have a close door meeting with however before revealing out the reason... you called her, preliminarily have some discussions regarding her situations in order to calm her,this would make us consider you as one of the close co_workers and will certainly gain trust from you. Later inform her about the meeting .
Don't forget that she is capable that's why you employed her first however the dramas she is going through are the one causing the mess
more
Louis Nagali
1d
The best solution is to engage a career Coach and I believe the solution to the problems would be dealt with professionally

Emmanuel Ehimetalor

Career development

13h

so i work at upwork as a social media marketing expert with 5 star ratings and 100 jss but upwork just seems to be dead at the moment.

please any suggestions on where i can get quality jobs

Career development

1d

April 15, 2026, Birthday Forecast: Discover what the next 12 months hold for you

Happy Birthday! Your birth date has brought you here, so let us take a deep look into what your numbers hold for you in the upcoming 12 months. For the next 12 months, you will be under the influence of Number 2, which is ruled by Moon Dev. Let us explore what this period has in store for you. For people born on 15 April, the period from April 2026 to April 2027 may bring a phase where career... development progresses through steady work, gradual recognition, and occasional turning points. Even if results are not immediately visible, your consistent efforts during this time may quietly strengthen your professional foundation and enhance your credibility with colleagues or superiors. Maintaining confidence and staying open to learning will help you navigate this phase. Professional relationships may also play a significant role this year. For people born on 15 April, this phase may encourage greater awareness of the emotional needs of those close to you. For those in committed relationships, this period supports cooperation, planning, and mutual understanding. Rather than sudden or dramatic changes, relationships may grow slowly and organically. Taking time to understand others' intentions and personalities can help build stronger and more meaningful connections. Family relationships may also gain importance during this cycle. For people born on 15 April, mental and emotional well-being may take center stage during this period. Taking short breaks from demanding schedules can be beneficial. Creating moments of calm and stillness in daily life may gradually strengthen both mental resilience and physical health. Even small, consistent lifestyle changes can lead to noticeable improvements in stamina and overall vitality. For people born on 15 April, the middle phase of this cycle may bring an increase in travel. Unexpected invitations, professional assignments, or collaborative opportunities may require frequent movement. Short-distance journeys could become more common, often arising at short notice. While these travels may occasionally disrupt routines, they can also help you build valuable connections and gain enriching experiences. Trips with family, close friends, or loved ones may bring warmth and cherished memories. more

AJ Rosso

Career development

2w

Did I do something wrong by asking my boss for a raise? I’ve been doing the whole project alone for two months since my coworker left. But instead of answering, my boss said I should just be grateful to work in such a nice team. He even said my questions could hurt trust in the company. Should I tell him I might quit so he’ll think about raising my salary?

3

Sherri Gibson
1d
You are way more marketable when you have a job. Better negotiations are afforded. It is too early in the project, but stick with it and give it... your all so you can reach success. Never let anyone have access to your power. Once the project is done, start your search and leave if you find something more fulfilling. more
Veronica Diko
2d
Please don't quit just yet, its too early to make such a decision considering it has only been two months. Exercise patience and complete the project... as you look for other better opportunities elsewhere if your effort is not being recognized. more

Career development

1d

Wild way Gen Z boss is hiring for jobs paying up to $300,000: 'How it used to be'

Kyle Hunt, CEO of healthcare consultancy HCPA, has announced 'walk-in interviews' which will offer on-the-spot job opportunities for prospective employees.

An Aussie Gen Z boss who went viral for giving staff perks like Mecca shopping sprees and free fuel vouchers has now revealed the unusual way he will be hiring dozens of new employees. The jobs are paying up to $300,000 a year, and people will... have just 60 seconds to prove themselves, he says.

Kyle Hunt is the 27-year-old CEO of Health Care Providers Association (HCPA), a Melbourne-based healthcare consulting firm. He is hiring 35 roles in sales, tech, healthcare and HR and has received more than 6,000 résumés for the jobs, which his team physically can't wade through.

"A lot of people want a role here and I want to hire a lot of people," Hunt told Yahoo Finance.

Candidates will arrive with a résumé and do a "walk-in interview" where they are given 60 seconds to pitch themselves - almost like a mix of speed dating and an episode of Shark Tank.

"Everyone gets heard rather than their resume being missed. And if we love them, we'll interview them then and there and hire them if they're the right fit," Hunt explained.

"That way, in a day, we could probably knock out a lot of these roles and people get the opportunity to even come in and pitch us."

Do you have a story to share? Contact tamika.seeto@yahooinc.com

Hunt said a CV was only a small part of who someone was, so he hopes allowing people to come in and express who they are face-to-face will be more valuable.

"Think of it like an in-real-life résumé where it's them, it's not just some words on the paper," Hunt said.

The initiative reflects his own unconventional path to success. Hunt was raised in foster care and lived with more than 30 families by the age of 16.

He started HCPA when he was just 19 and had no prior experience in the corporate world. He now has around 130 employees.

While the perks on offer for staff are one big drawcard for potential employees, Hunt said another component is the career progression.

"People are getting management positions in months rather than years. People are going to director positions in a year rather than over a decade," he claimed to Yahoo Finance.

"Being able to bring people along a very fast-paced mission, is what people want as well. Rather than gifts here and there, it's actually a bit of purpose and extreme career progression." more

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