Anonymous member


Career development 21h
Please how do you cope with non-chalant staffs as a senior colleague. Staffs that are so complacent when you give them task to do and are always full of excuses but they are good at their skills, i mean they are very good at what they do.
2   

  • Dorcas Chebet

    4m

    Set specific deadlines and follow up.
    Address it privately eg You’re very skilled, but delays and excuses are affecting the team.

  • Isaac Iquot

    1h

    Honestly it looks frustrating sometimes, when you as the head is having focus and planned strategies to meet up with the effort demanded to complete... the task at a set time but your colleague that supposed to be your confidant becomes antagonist drawing you back to a tight corner. In such cases, I usually take authority as the head of the unit to assign duties through memos and copy the management, so failure to comply lead to neglect of duty which is a serious offense. I approach all staff with love avoiding issue of queries but use diplomacy to get on with all the staff. more

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Ethan Cole


Career development 1d
I’m finishing college and going to lots of job interviews right now. I want to find a place where I’ll actually enjoy working. But my parents are trying to get me a job through their friends. I don’t want that, because I’ll feel like I owe them and their friends too. I want to achieve things on my own. Some people say I’m just being young and should accept the help. But I don’t feel comfortable... with that.
What would you do in my situation? Thanks

 more
6   

  • TriComTechnologies Kimani

    2h

    If the job is within your career passion, dive in. A career occupation should be one which you would enjoy doing even without a salary. Getting into a... life long career should not be via obligation. Listen to how you FEEL about the JOB, and if not contented, wait.
    Getting into a career just because of money causes many problems many years later when you have bills and loans to pay and not able to change your career. You become unhappy and easily depressed.     more

  • Stephen Sarfo

    6h

    In much as I respect your opinion and views, I will advice you to take the your parents are offering you. You know, life is dynamic. As you grow you... will begin to appreciate how nature works. You seems not a lot experience in life yet. Give yourself some few years you will understand my point. My dear , please listen to the advice of your parents and try to ignore the youthful feelings in you. Thank you.  more

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Career development

 3d

I've applied to 1,000 jobs since earning my master's and am still unemployed. I'm frustrated because I thought I did everything right.


I'm frustrated because I thought I did everything right, but I'm now focusing on freelancing.

For most of my life, I believed in a very specific formula: work hard in school, build a strong résumé, study abroad, learn languages, get a master's degree, and be globally aware.

I studied journalism and media, and I leaned into storytelling early on. I spent time abroad multiple times in Rome,... Florence, Kuwait, and Scotland. I learned how to navigate new cultures, new systems, and new expectations. I became fluent in spaces that were not designed for a first-generation student like me.

After graduating, I went on to earn my master's degree in international affairs as part of the inaugural cohort at John Cabot University in Rome (again). I focused on global justice, human rights, and representation. I contributed to research on the gig economy, attended UN conferences both in Italy and Azerbaijan, and built what I thought was a strong, competitive profile.

I completed my MA degree early, believing I had done everything right. But I still can't find a job.

Since graduating, I've applied to over 1,000 jobs.

That includes roles in Rome with UN agencies, NGOs, and humanitarian organizations. It also includes jobs across the US -- in-person, hybrid, and remote roles. I applied to communications positions, research roles, media jobs, and anything that aligned with my background in storytelling and global affairs.

I tailored résumés. I wrote cover letters that took hours. I researched organizations, memorized their missions, reached out to every connection, and prepared for interviews like they were exams.

Out of all those applications, I've gotten 15 interviews. Only two of those moved me to a second round. Less than five of the roles I interviewed for were actually filled.

For the rest, I watched the same job postings reappear weeks or months later. Were those even real positions?

It started to feel like I wasn't competing for jobs. I was competing for the possibility of a job.

Rejection is one thing. Uncertainty is another.

When you don't get a job, you can usually point to something. Maybe someone had more experience. Maybe you didn't interview well. Maybe the role just wasn't the right fit.

But what do you do when there's no outcome at all? When positions stay open indefinitely. When companies repost roles without hiring. When you make it through multiple steps and still hear nothing back.

It creates this constant loop in your mind. You start questioning everything: your degree, your experience, and the choices you made.

I did everything I was told would make me employable. Yet, I've never felt more unsure about where I stand.

At some point, I had to shift my focus from waiting to building.

During undergrad, I spent four years working in publicity and creative marketing. That became the one thing I could return to when the job market kept shutting me out.

Now, I freelance as a creative director and marketing professional. I design campaigns, create visual content, and work with clients to build cohesive brand identities. I've worked on everything from social media strategy to email marketing to photoshoots to editorial visuals.

It's not stable or the full-time role I desire for myself. But it's something I built myself.

Freelancing has taught me how to trust my skills in a different way. It's shown me that I don't need permission to create meaningful work.

Still, there's a difference between surviving and feeling secure. I'm still trying to figure out how to bridge that gap.

For a long time, I was chasing stability as it was defined for me: a full time job, steady paycheck, and clear title. But not having that has pushed me to ask a different question. What kind of work do I actually want to be doing?

The answer keeps bringing me back to storytelling.

I want to be a creative director who focuses on telling BIPOC stories with care and accuracy. I want to create media that doesn't flatten people into stereotypes or reduce cultures into trends. I want to build projects that feel honest, layered, and intentional.

That's the work I've been drawn to for years. It's also the work I kept putting off because I thought I needed something more "stable" first.

Now, I'm starting to see that maybe the path I was following was never designed to lead me there.

I don't have a clean ending to this story.

I'm still applying for jobs while freelancing, and trying to make sense of a system that feels unpredictable and, at times, impossible to navigate.

But I also know this: the effort I've put in hasn't been wasted. It just didn't lead me where I expected. Maybe that means I have to build something different instead. more
4   

  • aron musani

    5h

    At this era i don't think you should focus on employment.
    You have an upper hand
    1. you already have journalism and masters.
    2. focus on starting... your own podcast and start your thing focusing on what you did for masters.
    3.With internet, you can start your own content on you tube as you work on your freelancing.

    But again never give up with your applications , you will get the job you desire. Remember it gets worse before it starts getting better.     more

  • Tara Neavins

    1d

    Perseverance pays off. Keep at it. Horrible job market right now. Way to be creative and to believe in yourself. If not tried already, you might... consider applying to the Foreign Service. more

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Anonymous member


Career development 1w
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   

  • Abdul-Salaam Sulemana

    11h

    Next time just let the interviewer know his or her limits. Remind or inform him for this was a disrespect and unprofessional.

  • Kahutia Hernandez

    2d

    Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

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

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

    Regards     more

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Career development

 12h

Business leader Robert Scott debuts book on executive influence


In an increasingly competitive professional landscape, where qualifications alone no longer guarantee advancement, Robert C. Scott is challenging conventional thinking with the upcoming e-launch of his new book, Developing Gravitas and Boosting Your Executive Presence, set for Sunday, April 26 at 2 p.m.

Scott, chief operations officer at Lifespan Company Limited, draws on years of executive... leadership experience to address what he describes as one of the most overlooked determinants of professional success, executive presence.

"Professional success is often assumed to be the result of intelligence, qualifications, and experience. However, in leadership environments these qualities alone are rarely sufficient," he said.

According to Scott, many high-performing professionals find themselves stalled, not due to lack of competence, but because they fail to project confidence, credibility, and authority in high-stakes environments. "This invisible quality, executive presence, frequently determines who is trusted to lead," he said.

The book arrives at a time when organisations are placing increasing emphasis on leadership readiness, influence, and perception, particularly in roles that require stakeholder engagement and decision-making under pressure.

Scott's motivation for writing the book is grounded in real-world experience. Having served on numerous hiring and promotion panels, he observed a recurring disconnect between impressive résumés and underwhelming personal presentation. "The résumé reflects a highly accomplished individual, but the person sitting in front of you lacks the confidence, poise and gravitas you would expect," he said.

He describes situations where promotion decisions are made not solely on qualifications, but on perceived readiness. "I have sat in boardrooms where names are called and everyone just shakes their head," Scott revealed. "It is clear... that something is lacking, this very important 'thing' that gives leadership confidence in that individual," he said.

The book also addresses workplace biases and the subtle dynamics that influence how individuals are perceived and treated, particularly for women. Scott recounts a business meeting in which a highly qualified female colleague was repeatedly dismissed, only for the same ideas to be accepted when presented by him.

"Was it to make the new guy comfortable? Possibly, but I had my doubts," he said.

In another instance, a senior female professional was asked to serve coffee, highlighting how perceptions of authority and presence can shape interactions, regardless of competence. "These situations are not limited to women, but the impact is the same, credibility is undermined, and opportunities are affected," he said.

Scott warns that the absence of executive presence can have significant career consequences. "The first is missed leadership opportunities. High-performing individuals are overlooked because they are not seen as ready," he said.

He explains that leadership roles demand more than technical skill, they require the ability to inspire confidence, influence others, and maintain clarity under pressure.

"Someone who appears indecisive or lacks confidence will not inspire trust in their ability to solve problems," he said.

The result is often a cycle of missed promotions, limited influence, and reduced visibility within organisations. One of the book's central themes is the importance of influence as a defining leadership trait. Scott recalls a pivotal moment during his tenure at 3M, where a senior executive reframed his understanding of success.

"Don't worry about that; what's important is that you have influence," the executive told him after a team exercise. "The ability to influence people to your way of thinking is more valuable than getting the arithmetic right," Scott said.

This insight became a cornerstone of his leadership philosophy, and a key message in the book.

Designed as both a conceptual and practical guide, Developing Gravitas and Boosting Your Executive Presence targets a wide audience, from early-career professionals to seasoned executives. "This book was written for professionals who are competent, ambitious, and ready to lead, but sense that technical ability alone is not enough," Scott said.

It also speaks to entrepreneurs, public servants, and leaders across sectors who must command trust in complex, high-visibility environments. Unlike traditional leadership texts, Scott positions his book as a working tool rather than a one-time read. "Executive presence is developed through awareness, repetition, and deliberate practice," he said.

The book is structured to guide readers through foundational concepts, practical skill-building, and the application of influence beyond formal authority. Readers are encouraged to engage actively with the material, reflecting, practising, and applying lessons in real-world scenarios.

"The greatest value of this book lies in application, not consumption," Scott said.

At its core, the book delivers an empowering message: "Gravitas and executive presence are not innate traits reserved for a select few, they are skills that can be deliberately developed," he said.

Scott believes this shift in mindset is critical for unlocking leadership potential across organisations and industries. "If you have ever been overlooked, struggled to gain buy-in, or been told you are 'not quite ready,' this book is for you," he added.

In a world where perception often shapes opportunity, Scott's work offers both a mirror and a roadmap, challenging individuals to refine not just what they know, but how they show up. "Leadership development takes place on the court, not in the stands," he concludes. more

Career development

 21h

Interview becomes humiliation: Job candidate says panel laughed at his qualifications. 'I lost all confidence'


A job candidate's account of a distressing interview has gone viral on Reddit, where they claimed interviewers mocked their qualifications and undermined their confidence despite a strong academic background. The experience, which left the candidate feeling "completely broken," triggered widespread reactions online, with many users criticising the panel's behaviour as unprofessional and reflective... of a toxic hiring culture.

A job interview that was expected to be a turning point instead left one candidate shaken, raising fresh questions about how far interviewers can go while assessing applicants. The experience, shared on Reddit, has struck a chord with many users who say such behaviour is more common than it should be.

In the now-viral post, the candidate described preparing thoroughly for a researcher role linked to a museum project. They had cleared an initial screening round and received positive feedback on their profile, which included two master's degrees and several publications.

However, the final interview took an unexpected turn. According to the post, the panel, particularly one interviewer, began questioning the candidate's credentials in a way that felt dismissive rather than evaluative.

The candidate recalled how the interviewer challenged their identity as an art historian, saying, "Well, I AM an art historian, I'll see based on your answers if you are one." That remark, they said, threw them off balance and made it difficult to respond clearly to subsequent questions.

Despite trying to regain control by asking for feedback on missing skills, the response they received was discouraging. "The same guy scoffed, almost laughed," the candidate wrote, adding that they left feeling "completely broken" despite years of education and prior experience with the same institution.

The post quickly gained traction, with many users criticising the interviewer's conduct and offering support to the candidate.

One user commented that such behaviour reflects more on the interviewer than the applicant, suggesting that "someone's ego is gigantic and this is the only joy they get in a day." Another added that if this is how candidates are treated, the work environment would likely be worse, calling it a "huge bullet dodged."

Several users echoed the idea that the interviewer may have felt threatened. One comment read, "Someone sounds very threatened to know that there may be more than one art historian," while another said, "it sounds like you're so qualified that it made him insecure."

Beyond individual reactions, the discussion also touched on a broader issue, whether such interviews are deliberate stress tests or simply poor hiring practices.

Many users rejected the idea that humiliation is part of any legitimate evaluation process. One noted that even if interviewers have concerns, "there are professional ways to evaluate someone without breaking their confidence like that."

Others pointed out that the panel had already reviewed and shortlisted the candidate, which suggests their qualifications were not in doubt to begin with. "If you weren't qualified you wouldn't have gotten that far," a user wrote, questioning the inconsistency in feedback.

The incident has once again highlighted concerns around toxic workplace culture and power dynamics during hiring. Some users shared similar experiences, describing interviews where candidates were deliberately put under pressure or criticised harshly.

A recurring theme in the responses was the importance of recognising red flags early. As one comment put it, "Remember that in an interview, they'll treat you the best they'll ever treat you. Do you want to work for a place that bullies candidates?" more

Career development

 17h

LinkedIn Networking Profile Upgrade


I want my LinkedIn presence to feel more like a well-curated networking hub than a static résumé. Right now the profile is complete but bland, so I need help reshaping the content and fine-tuning the way I show up in other people's feeds and inboxes. My main objective is to attract meaningful conversations with peers, potential partners, and thought leaders -- not just recruiters. That means the... headline must immediately signal what I bring to the table, the about section should invite dialogue, and each experience entry has to hint at future collaboration opportunities. Beyond copy, I also need guidance on the small but important moves: when to comment, how to follow up a connection request, and what kind of post cadence keeps me visible without spamming anyone. Deliverables * A rewritten headline and about section designed for peer-to-peer appeal * Refreshed experience bullets that highlight collaboration wins * A short playbook (PDF or Google Doc) covering: - Templates for personalized connection requests - Two follow-up message scripts - A four-week posting and engagement schedule I work best with concise iterations, so one initial draft, one round of feedback, and a polished final version will do the trick. If you've boosted other professionals' networking success on LinkedIn and can weave in the right keywords naturally, I'd love to see how you'd tackle my profile. more

Career development

 18h

Job Hunting at 45: Why 7 Months of Rejections Is Pushing One Worker Toward Grad School


Seven months into job hunting, the problem is no longer just silence. It is doubt. After countless applications, 10 interviews, and zero offers, a 45-year-old writer is now questioning whether the next move should be graduate school. The anxiety is not only about unemployment; it is about whether long experience still counts in a market that feels increasingly indifferent to it. A past dismissal... from a freelance client, fueled by hype around artificial intelligence, still lingers as a warning sign.

Why job hunting now feels like a dead end

The central fact is stark: seven months of job hunting have produced interviews but no employment. That gap matters because interviews usually signal some traction, yet the absence of an offer turns each round into a reminder that effort alone is not enough. For the writer at the center of this story, the search has also become a test of identity. A BA supported more than 20 years of work in both primary and side-hustle roles, but the current stretch of rejection has prompted a harder question: whether those credentials still carry the same weight.

The concern is sharpened by one earlier conversation. A freelance client once argued that paying writers was effectively obsolete because new technology could do in minutes what human writers could do in a month. That client later fired the writer. The episode is important not because it proves any broad labor-market rule, but because it captures the anxiety many workers feel when technology is framed as a replacement rather than a tool. In this case, the experience has fed the uncertainty surrounding job hunting itself.

Could a master's degree change the outcome?

One possible path came up during an interview for an administrative job at a state college. The job included the ability to take six credit hours of college courses per semester after probation ended. Over three semesters, that could allow completion of a 36-credit-hour master's program in two years. On paper, that looked like a workable transition: employment, benefits, and a route to more education at once.

But the appeal of graduate school is complicated. The writer says the idea of a master's had long been dismissed as a financial burden that might never pay for itself. Still, the attraction is obvious in the current moment: more credentials could offer structure, reduce anxiety, and help expand skills. That does not make it a guaranteed answer. The same story acknowledges that over the last two years, higher education degrees and job-specific training have not insulated people from downsizing or job loss in the current economy. That reality limits the promise of any single fix.

What this says about the current labor market

The deeper issue is not simply whether school is useful. It is whether workers are being pushed into choices they would not otherwise make because the labor market feels unstable. The writer notes that friends and colleagues have been negatively affected, with some losing work to DOGE-related cuts and others to tariffs. In those cases, education and experience did not seem to matter much. That is a serious warning for anyone in job hunting: even strong resumes may not overcome broader economic forces.

There is also a psychological toll. After months of applications, the decision-making process can shift from career planning to self-protection. The writer says the desire to return to school has less to do with a grand reinvention and more to do with finding something that addresses anxiety and uncertainty. That distinction matters. It suggests graduate school is being considered not as a polished strategy, but as a way to regain control when the search itself has become exhausting.

Expert perspectives on education, skills, and uncertainty

The story does not quote outside labor economists or academic researchers, but it does offer a clear institutional example: a state college job that would have made part-time graduate study possible. That detail shows how employers can shape workforce decisions by bundling wages, benefits, and education access into one role. It also suggests why some workers may see schooling as a practical bridge rather than a separate life stage.

At the same time, the writer's own conclusion is cautious and arguably the most grounded part of the account. A master's degree may make sense for someone with a plan or for someone seeking to expand an existing skill set. But for a person facing long-term unemployment, it may not solve the underlying problem. That is a reminder that job hunting often exposes a mismatch between personal ambition and market reality, and that extra credentials cannot guarantee stability.

Broader consequences for workers and families

The wider impact extends beyond one household. When a worker starts weighing school at 45 because the labor market has stalled, the effects reach finances, caregiving, and time. The writer even notes that ads for the Peace Corps are now appearing in the feed, a small but telling sign that the search has drifted into surreal territory. For parents, that kind of uncertainty can affect the daily rhythm of family life and the ability to plan ahead.

In that sense, this is not just a story about education. It is about the emotional cost of prolonged job hunting in a market where experience can feel underpriced and reinvention can feel forced. Whether graduate school becomes the answer or not, the larger question remains: when work stops fitting the worker, what is the most rational next move? more

Career development

 22h

The Free Library of Philadelphia: A hub for job seekers across the city


In a city where many residents are searching for a new job, a career change, or opportunities for growth, the Free Library of Philadelphia serves as a powerful and accessible hub for career development, offering tools, training, and support completely free with a library card.

With a Free Library card, anyone who works, lives, studies, or pays taxes in Philadelphia can access a range of online... career-building tools from anywhere. The library has resources online and in 54 libraries throughout Philadelphia's neighborhoods.

These online resources can save the cost of subscription services. These include:

* Philadelphia Works Resume Builder to create polished, competitive resumes.

* LearningExpress Library for resume development, interview preparation, skills building, and practice exams.

* LinkedIn Learning for professional development courses across industries.

* Career Training Database offers more than 200 training programs in Philadelphia.

* Career Cruising for career exploration and polishing your skills.

* Many online events and training sessions focused on job searching, resume writing, and interview preparation.

In addition to online access, the Free Library's neighborhood libraries provide in-person support to help job seekers take the next step.

* Free professional headshots to support job applications and personal branding

* Workforce development and job readiness workshops

* Job fairs and career-focused events and panels, including programs through partnerships with PECO and other organizations.

These in-person resources provide not only practical support, but also opportunities to connect, learn, and grow within a supportive community environment. You can find all these resources and upcoming opportunities on our website.

Sign up for a free library card today, or walk into any of our 54 branches, and unlock the tools you need to take your next career step. more

Career development

 23h

They Were the Most Sought-After Workers in America. Now They're Unemployable. What Happened?


More than a million laid-off workers like me are scrambling in a job market that no longer wants us.

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

I often joked darkly that I was a cat with only so many lives left. In six... weeks, I was scheduled for a 30-day sabbatical. To add insult to injury: The company announced the layoffs were due to "low performance." Despite years of glowing performance reviews in which I received high praise from my peers and managers and the numerous messages of support from colleagues, it still felt like being kicked to the curbI went on the offensive and drafted the obligatory LinkedIn post announcing my layoff and saying how very disappointed I was, how I planned to recharge, and yes, I was looking for work, so wouldn't everyone pretty please keep me in mind for open roles?It was humiliating. This was a first for me, and I thought I'd seen it all . I had more than a decade of experience in my field and a Big Tech pedigree that had reliably opened doors for me. I was confident I'd find work again -- I always had.The 2010s and early 2020s were the golden era of tech -- aggressive hiring, generous salaries, and flowing perks defined the industry: gourmet meals, LASIK stipend, free therapy. The years since have been a never-ending bloodbath. More than 1.2 million people have been laid off in tech since 2022, according toRecruiters used to message me weekly, sometimes daily, a few years ago. The options were copious, the outlook optimistic. After enduring so much job insecurity early on in my career, I thought I had made it. In the past year, though, I've applied to at least 100 roles for which I was an excellent fit. I've secured referrals, used A.I. to customize my résumé and cover letter . But that requires more time and energy than I'm willing to sacrifice while raising a young child and entertaining my dreams of becoming a star potter.But my job prospects have been bleak. I've interviewed for three full-time roles and one fixed-term contract role in more than a year. I've never felt soMy story isn't unique. Tech workers across the industry are struggling to regain employment in their fields despite relentless searching, experiencing burnout on top of unemployment. People like me, once heavily recruited and flush with career choices, now can't catch a break. The applications go unanswered, the layoffs keep mounting, and we clamor over the few jobs left, wondering whether we've overstayed the party in Silicon Valley. "I applied to hundreds of roles over several months. But the process was extremely slow and led nowhere," technical recruiter A. Kapadia, who asked that her full name not be disclosed, told me. Kapadia was laid off in March 2024 and has held two short-lived roles since, supporting herself through paid content creation and side jobs like dog-sitting. "As a recruiter, I know how competitive things are in this job market. Hundreds, if not thousands, of applicants for one job, and hiring has become slow. Knowing this made it so hard for me to stay optimistic."Losing my cushy tech compensation package was obviously a huge hit. Gratefully, I live in a dual-income household where my spouse is gainfully employed and compensated well. But that's not the case for everyone, and some aren't yet ready to give up on the tech dream. "I'm still applying mostly in tech," Liz Daley Khan told me. Daley Khan is a knowledge management professional and people manager who was laid off from Uber in March after nearly nine years. Daley Khan's wife was laid off from her own tech job in November 2025, and the two were dependent on Daley Khan's income and health insurance to pay for their home's mortgage, treat chronic health conditions, and care for a recently adopted cat. "Totally shamelessly, it's where the money is," she said. "In order to not take a massive pay cut, I'm going to have to try to stay within tech. I don't have time to wallow any longer. With my wife and I both looking for jobs, every plan is Plan A. I'm applying to everything. Staying busy has helped keep the anxiety at bay, but the fear that our savings will run out is real."Others, exhausted by the dead ends, have been forced to leave the industry altogether. Alyssa Galvan, a content strategist and editor who worked at Meta for more than seven years before being laid off, told me that between May 2023 and August 2024, she had just two job interviews. "One was a phone interview with an agency contracted with Meta that offered me my previous job -- as a contractor for half the pay and no benefits. I declined it," she said. "The other was for a retail position at a local Kohl's, which ghosted me."role at Meta by numerous staffing agencies for months. Like Galvan, it was for a fraction of the pay and without benefits. Galvan, whose husband was also unemployed after a tech layoff, eventually enrolled in graduate school and currently works part-time as a writing tutor and editor of various blogs and journals at San Jose State University."I wasn't having any success finding a job in the field I had spent 10 years in, and it was extremely demoralizing," she said. Pivoting was her "best chance at obtaining gainful employment," she added. Historically, economic downturns are normal and are followed by periods of growth. And the U.S. job market overall is experiencing a slowdown, with hiring rates dropping to 3.1 percent, the lowest since April 2020, according to the FebruaryBut the tech industry's stability has been waning for the last four years, and significantly trailed the rest of the U.S. labor market. "Tech in particular has gone from adding 200,000 to 300,000 jobs per year to losing 10,000 to 50,000 jobs per year in one of the worst swings of any sector," Joseph Politano, founder of thenewsletter, told me. "Some of the headlines can be overexaggerated, but this is genuinely the worst tech job market in decades, and if the hiring slump persists for another year, this downturn will be the longest on record."What's particularly frustrating is that many CEOs admit they over-hired during COVID and are now cutting costs to improve "efficiency" and to ramp up A.I. infrastructure. Not only is A.I. a costly investment that companieswill pay off by automating more jobs, but the layoffs are also occurring at a breathless rate. While I was writing this piece, Oracle slashed another 30,000 jobs on March 31. Politano explained that the hiring rate isn't even close to offsetting A.I.-related job losses across the whole industry -- with many of the losses concentrated in companies that specialize in software that's "easily replicable" by large language models. "I don't think it's a coincidence that despite many macro factors working in tech's favor this year, hiring has only gotten worse," he said. Coupled with sweeping return-to-office policies, people who were hired remotely or moved out of tech city centers like New York, Seattle, and San Francisco are in heated competition with one another. Nearly half of Americans who're actively looking for work report it's been a negative experience, with many saying they can't get an interview, according toIt's obvious to job seekers and recruiters alike that there are far more applications per job opening, and still hiring managers feign shock when they turn me down for a job due to the overwhelming response. A.I. is largely to blame, yet again, for this, according to Tiberiu Trandaburu, CEO and founder of tech staffing agency Uptalen. "By adding the use of it, recruiting teams are increasing their productivity, but it's leading to more noise due to the greater number of people in the process and causing over-filtering and missing out on good candidates who don't meet rigid criteria," Trandaburu told me.I eventually landed a fixed-term contract role at another big tech company. I'm paid 25 percent less than I was for my job at Meta, with five annual PTO days and zero paid holidays, and I'm overqualified for the work I do. Nonetheless, I'm grateful to be employed -- and in the field I've invested so much of my career in. But I'm also exhausted. I feel like I'm trapped in a maze that keeps changing its configuration, and I dread the state of the job market when my contract ends in a few months.Best-case scenario: It'll be a jobseeker's market again , A.I. will really pan out to be a tech revolution, and we'll all live happily ever after ... but at what cost? Historic unemployment, lower quality of life and sunken morale among workers -- and it won't be without consequence.RFK Jr. and I Share an Unusual Condition. How He Has Reacted to Having It Is Horrifying to Me. What tech leaders fail to grasp is that as they reprioritize toward a technology that's positioned to displace more workers, they're sending a message: Profits trump all and workers are fat to trim, so, fall in line -- the golden era of tech is dead. Forty-nine percent of the American workforce says they're struggling, according to Gallup, the first time it's outnumbered the percentage of folks who say they're thriving. And discontent can be contagious, ultimately. The health care and social assistance industries are expected to experience the largest job growth and be the fastest-growing industries, according to the U.S. Bureau of Labor Statistics. Tech is playing a risky game of chicken with talent -- because theyAs for me, I'm not sure if I can wait around for tech to get its act together or the A.I. revolution that may or may not be. My pottery studio fee isn't going to pay for itself -- but maybe that laundromat

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Career development

 1d

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


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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Career development

 1d

The Trend of Workplace Attire for Graduation Season Surges: COOFANDY Crafts the First Suit Exclusively for Graduates


As the 2026 graduation season reaches its peak, college graduates across the country are stepping out of campus and ushering in a significant transition from student life to the professional world. At this pivotal moment, often referred to as a coming-of-age ceremony, a well-fitting workplace outfit is not just a symbol of an upgraded image but also serves as the first business card for job... interviews, internships, and daily business settings.

According to data from multiple recruitment platforms, the job market is highly competitive this spring, with over 70% of HR professionals stating that interview attire directly influences their initial assessment of a candidate's professionalism. Meanwhile, topics such as workplace attire and interview suits have gained significant traction on social media, with how to project a professional image becoming a hot topic of discussion among graduates.

Workplace Attire Trend: Casual Business Style Takes Center Stage

Currently, workplace culture is gradually shifting towards a casual business approach. Whether it's tech companies, startups, or youth-oriented departments in traditional industries, there is a growing preference for attire that maintains professionalism whileexuding vitality. For fresh graduates, a suit that is overly formal and rigid can make them appear. On the other hand, overly casual attire may undermine their professional image. Therefore, suit jackets and dress pants that feature a tailored fit, breathable fabrics, and versatile styling options are becoming essential items during graduation season.

Recognizing this demand, COOFANDY, a brand specializing in young men's business attire, has recently launched a range of workplace outfits for graduates that combine comfort with stylish design. The brand emphasizes fabric features such as lightweight, wrinkle-resistant, and elastic, aiming to address the common drawbacks of traditional suits, such as heaviness, rigidity, and difficulty in maintenance, and helping new professionals smoothly transition from campus to the workplace in terms of image.

COOFANDY: Crafting Professional and Fashionable Workplace Gear for Young People

COOFANDY's graduate collection mainly features two core product combinations, each tailored to formal interview and casual business office settings:

1. Classic Interview Suit Combination: Knitted Casual Suit Jacket + Elastic-Waist Dress Pants

For graduates attending interviews in traditional industries such as banking and consulting, COOFANDY recommends a men's classic tailored suit paired with stretch-waist flat-front dress pants. The suit offers a well-fitted cut and comfortable fabric, meeting the dress code requirements for formal occasions while also being suitable for daily workplace wear. Paired with the brand's elastic-waist wrinkle-resistant dress pants, it forms a complete and formal interview ensemble, helping graduates effortlessly transition from campus to the office.

2. Casual Business Outfit: Single-Button Sports Jacket + Tailored Suit Pants

For graduates entering more relaxed workplace environments in industries like the internet, creative fields, and marketing, COOFANDY offers a more fashionable combination of a single-button lightweight sports jacket and tailored suit pants. The jacket features a perforated lapel and single-button design, exuding a sense of competence without sacrificing vitality. The tailored suit pants provide both a visually appealing fit and freedom of movement. This ensemble can be paired with a T-shirt and jeans for a street-style look or with a shirt and dress shoes for impromptu meetings, offering two distinct styles from a single suit. It is an excellent choice for budget-conscious graduates who need to adapt to various occasions flexibly.

Dressing as an Attitude: COOFANDY Empowers Youth with Workplace Confidence

At this critical juncture of transitioning from campus to the workplace, attire is no longer just a daily choice but a silent form of self-introduction. It conveys one's attitude, professionalism, and serious preparation for the future. For fresh graduates, the first suit represents the most significant sense of ritual in this coming-of-age ceremony.

COOFANDY deeply understands the significance of this transformation. Therefore, the brand integrates exquisite tailoring, comfortable fabrics, and multi-scenario adaptability into every piece of clothing, enabling young people to switch effortlessly between formal and casual settings and handle interviews, meetings, and daily office work with ease.

Choose Your First Suit and Embark on a New Professional Journey

The 2026 graduation season is here, with key moments such as job interviews and workplace onboarding arriving one after another. COOFANDY's full range of workplace suit items covers all scenarios, including formal interviews, daily commutes, and casual business settings, providing graduates with a one-stop dressing solution.

Starting today, graduates can visit COOFANDY's brand page to select their "first suit" and embark on their professional careers with confidence and poise.

For more information, please visit the COOFANDY website and Amazon storefront, or connect with COOFANDY on Facebook and Instagram.

COOFANDY

Charlotte Liu

pr@coofandy.com

New York, US

https://coofandy.com

Related Items:tailored suit pants, Workplace Attire Trend more

Career development

 1d

7 Smart Ways To Prepare for a Layoff While You Still Have a Job - AOL


Preparing for a possible pink slip in your not-so-distant future can help you find a new job faster and stay afloat financially in the interim. In order to brace yourself for job loss, take these steps now.

If your resume is updated, you'll be able to start applying for jobs the day you're laid off. You'll need to customize it for each position, but having a generic version ready to go will be a... huge start.

This is the first impression you'll make on potential employers, so take the time to create a polished and professional document. Most employers (77%) cite typos or bad grammar as an instant deal breaker and 34% aren't interested in resumes without quantifiable results, according to CareerBuilder.

Over the years, you've made a lot of connections in your industry -- and now is the time to leverage them. Reach out to former managers, colleagues, clients, classmates and friends to see if they know of any openings that might be a good match for you.

If you don't want your current employer to know you're seeking new opportunities, ask them to exercise discretion.

A traditional full-time job isn't the only way to earn money. Finding alternative ways to earn cash now can help you pay the bills if your steady paycheck disappears for a while.

When it comes to side gigs, the sky's the limit. You could leverage skills from your current job -- like an accountant might become a tax preparer -- or find a part-time job -- such as delivering pizza on the weekend.

More than half (56%) of employers offer tax-free tuition assistance to employees, according to the Society for Human Resource Management. If your employer offers continuing education benefits, take advantage of them now.

Enroll in an online course you can complete relatively quickly and that will make you a more competitive candidate. You could also start a degree program you might not be able to complete before you lose your job. This will show potential employers you're ambitious while paving the way to a brighter future.

Keep Financial Literacy Month going -- learn how the MoneyLion app helps you track, manage and move your money in one place

Hiring decisions aren't made overnight. In fact, it takes companies an average of 36 days to fill an open position, according to the Society for Human Resource Management (SHRM).

If you feel like your current job situation is unstable, getting a head start on your search can reduce the amount of time you're unemployed, if you do lose your job. If you're offered a new job before you actually lose your current one, getting ahead of the situation can help you avoid having to be unemployed at all.

There's a common misconception that potential employers don't actually perform reference checks, but that isn't the case. Nearly all employers (96%) conduct at least one type of employment background screening, according to HR.com.

Prepare for this now by deciding who you'd like to speak on your behalf. Unless otherwise noted, references need to be professional in nature and should be limited to people you've worked with directly, such as former managers, colleagues, clients or teachers.

Only choose people you have a good relationship with, who you're certain will sing your praises. Since being a reference requires both a time commitment and sharing their contact information, always ask permission before adding someone to your list.

If you lose your job, you'll likely be eligible for a variety of financial assistance programs. Learning about your options now will allow you to spring into action immediately if you're laid off.

Each state sets its own unemployment guidelines, so find out eligibility criteria for your state. You might also qualify for additional government assistance, including SNAP -- Supplemental Nutrition Assistance Program -- benefits and free or discounted health insurance through the Affordable Care Act. more

Career development

 1d

Elon Musk Drops Résumés For Tesla AI Hiring, Seeks Proof Of Problem-Solving Ability - The News Chronicle


Elon Musk has introduced a different hiring approach for a specialized engineering team at Tesla, asking candidates to submit brief evidence of technical achievements instead of traditional résumés and cover letters.

The change applies to recruitment for Tesla's AI chip design effort linked to its Dojo3 supercomputer project.

In a post published in January 2026 on X, Musk had said applicants... should provide "3 bullet points on the toughest technical problems you've solved."

Musk has for some time questioned the value of résumés in identifying strong candidates.

In a February 6, 2026, interview with Stripe cofounder John Collison and podcaster Dwarkesh Patel, he said hiring decisions should rely more on direct interaction than on written profiles.

"The résumé may seem very impressive, but if the conversation after 20 minutes is not 'Wow,' you should believe the conversation, not the paper," Musk said.

He added that employers should look for "evidence of exceptional ability," which may be seen in a small number of meaningful accomplishments rather than a full career summary.

Recruiters continue to report the growing difficulty of distinguishing candidates based on written applications. The use of artificial intelligence tools has also enabled applicants to produce polished résumés and cover letters at scale, often with similar language and formatting.

According to a 2023 report by TestGorilla, about three-quarters of companies globally now use skills-based assessments, up from 56% the previous year.

Hiring expert John Sullivan said the trend has been reinforced by AI, "When every résumé is perfect, has no spelling errors, flaws of any kind, imagine how many you have to sort," he said, noting that strong performance at work does not always correlate with a well-written résumé.

Musk's preference for concise evidence of performance has appeared in other settings. In early 2026, while heading the Department of Government Efficiency, he asked public-sector employees to submit five bullet points on recent accomplishments, warning that nonresponse would be treated as resignation.

Reports indicate that more than 250,000 federal employees were affected during that period.

Across his companies, Musk has emphasized execution as the main criterion: "If somebody gets things done, I love them, and if they don't, I hate them," he said in the February interview. more

Career development

 1d

Mid-Level Interviewer - Soft Skills


I'm looking for someone who can step in as the primary interviewer for a series of upcoming mid-level hiring rounds. Your task is to run each interview end-to-end, probe beyond résumé highlights, and give me a clear read on every candidate's soft-skill profile -- communication, collaboration style, problem-solving approach, and cultural fit. Here's how I picture the flow: I'll forward you the job... description, résumés, and any must-ask technical questions in advance. You'll schedule a 30- to 45-minute video call with each applicant, guide the conversation toward real-world scenarios, and take structured notes. Afterward, I need a concise report for each person that scores their soft skills against my rubric and flags any concerns or standout strengths. Deliverables * Calendar invites sent and confirmed with all candidates * Live video interviews conducted (recording optional) * One-page assessment per candidate focused on soft-skill fit If you're comfortable owning the interview room, can read between the lines, and enjoy helping companies land the right people, I'd like to hear how you would approach this. more

Career development

 1d

How to Use ChatGPT for Job Search


ChatGPT for job search has become a practical option for candidates who want help with writing, interview prep, networking, and other parts of the hiring process. What makes ChatGPT for job search useful is not just speed, but the ability to turn rough ideas into clearer and more polished communication.

Still, good results do not happen automatically. Most people know what they want help with,... but they are not always sure how to phrase that request in a way that leads to something genuinely useful. That is why ChatGPT for job search works best when the prompt is clear, specific, and structured.

This is exactly where the LoopCV AI Assistant comes in. Instead of starting from a blank page each time, users can open the assistant from the sidebar, choose a template, complete a few details, and generate a stronger prompt in seconds. That makes ChatGPT for job search feel easier to use in a real, everyday workflow.

There is a reason so many candidates are turning to AI during their applications. For many users, ChatGPT for job search is not just about saving time. It is about getting help with wording, tone, clarity, and direction when those things are hardest to do alone.

The challenge is that broad requests often produce broad answers. A prompt with the right context usually leads to a much better response. The LoopCV AI Assistant is designed to make ChatGPT for job search easier by giving users a more guided starting point from the very beginning.

The assistant is simple to use, which is one of the main reasons it works so well.

Start by opening the LoopCV AI Assistant from the sidebar while you are already in ChatGPT. This lets you build and use your prompt without breaking your flow or switching back and forth between tabs.

This is one reason ChatGPT for job search feels more manageable with the assistant. Everything starts from the same place, which makes the process feel more direct and less scattered.

Once the assistant is open, choose the template that fits your goal. The built-in options cover common needs such as cover letters, networking messages, salary negotiation, and interview preparation.

This is especially useful for ChatGPT for job application tasks, because many candidates need help with the same kinds of writing again and again. Instead of building every prompt from scratch, users can rely on a format already suited to ChatGPT for job application workflows. The same is true for ChatGPT for job interview practice, where better structure usually leads to more realistic questions and more relevant answers.

After selecting a template, complete the key fields. These may include the job title, company name, level of experience, or any other details needed to guide the prompt.

This matters for ChatGPT for job application prompts because the more relevant context you add, the more tailored the output tends to be. It matters just as much for ChatGPT for job interview preparation, since the role, seniority, and type of interview support all affect the quality of the final response.

Once the prompt is ready, click Use Prompt to insert it directly into ChatGPT and send it automatically. That removes extra copy-paste steps and makes the process feel much smoother.

For anyone using ChatGPT for job hunting regularly, reducing those extra steps makes a real difference. A smoother workflow helps ChatGPT for job hunting feel like part of a routine rather than another task to manage. It also keeps ChatGPT for job search focused on the useful part: getting a better result faster.

Built-in templates cover a lot, but some users want a more personal approach. That is why the assistant also supports custom templates.

Users can create their own reusable prompt formats, save them, and come back to them whenever needed. That flexibility is especially helpful for ChatGPT for job seekers who want repeatable templates for follow-up emails, LinkedIn outreach, role-specific messages, or personal branding content. Over time, custom templates make ChatGPT for job seekers more efficient because they reduce repetition. They also make ChatGPT for job hunting easier to repeat in a more consistent way.

The assistant also supports multiple output languages. Users can choose the language they want, and that instruction is added automatically to the prompt.

This is another reason ChatGPT for job seekers can fit a wider range of real-world needs, especially for candidates applying in international or multilingual environments.

One of the strengths of the assistant is that it supports several parts of the hiring process, not just one.

One obvious use is ChatGPT for job application support, especially when writing cover letters, improving short professional summaries, or refining a message to a recruiter. Another is ChatGPT for job hunting, where users may want help with follow-ups, outreach variations, or staying organized across multiple roles. The assistant is also valuable for ChatGPT for job interview preparation, since a more detailed prompt can help users practice better answers and focus on the exact role they are targeting. More broadly, it makes AI feel more accessible for ChatGPT for job seekers who want useful support without needing to become experts in prompt writing. In each of these cases, ChatGPT for job search becomes easier to use because the structure is already there.

The biggest obstacle for many people is not the task itself, but the blank page. They know they need help, but they hesitate because they are unsure how to ask for it clearly.

Without guidance, ChatGPT for job search can sound promising but still feel inconsistent. The assistant removes that friction and gives ChatGPT for job search a clearer starting point. That not only improves ChatGPT for job application results, but also makes ChatGPT for job interview practice more focused and supports a steadier ChatGPT for job hunting workflow. Most importantly, it makes ChatGPT for job search easier to trust and easier to repeat.

Used well, ChatGPT for job search can save time, improve communication, and help candidates feel more prepared throughout the hiring process. The part that often makes the difference is not the tool itself, but the quality of the prompt.

That is why the LoopCV AI Assistant adds so much value. It gives ChatGPT for job seekers a simpler way to create stronger prompts, use templates more effectively, and get more relevant results with less effort. It also makes ChatGPT for job interview work more focused and practical in real situations. more

Career development

 1d

Ranking the current NBA playoff duos


When the NBA playoffs arrive, the game changes -- possessions slow down, defensive schemes sharpen, and every weakness is relentlessly exposed. In that environment, star power alone isn't enough. What truly separates contenders from pretenders is the strength of their duos -- the partnerships that can withstand pressure, adapt on the fly, and consistently deliver when the margin for error... disappears.

Across today's league, these duos take many forms. Some dominate through chemistry built over years of shared playoff battles, operating with a near-telepathic understanding of where each other will be.

Others are newer, driven by raw talent and upside, still discovering just how dangerous they can become together. Whether it's a guard-big combination controlling the tempo or two wings overwhelming opponents with versatility, the best duos force defenses into impossible choices.

RELATED: NBA franchises with most seasons without NBA title

What makes ranking them so compelling is the tension between résumé and projection. Do you prioritize the pairs who have already proven they can win at the highest level, or the ones whose ceiling suggests they're next in line to take over? The answer isn't always straightforward, especially in a league where the gap between contenders can be razor-thin.

This list leans into both realities -- respecting postseason success while recognizing emerging dominance. Because in the playoffs, it's not just about who's the most talented -- it's about who you trust when everything is on the line.

Maxey and Embiid remain one of the league's most potent offensive pairings, but their postseason résumé continues to raise legitimate concerns. Embiid's dominance in the regular season has not consistently translated due to injuries and fluctuating efficiency under playoff pressure. Maxey injects pace, shooting, and shot creation, often elevating the offense when it stagnates. Still, until this duo proves it can sustain elite production deep into the playoffs, skepticism is warranted.

Brunson and Towns form an offensively dynamic pairing built on shot creation and floor spacing. Brunson has already established himself as a reliable playoff performer, thriving in high-pressure situations with his poise and scoring craft. Towns adds a unique dimension as a big who can stretch defenses while still scoring inside. However, defensive consistency and physicality against elite postseason opponents would remain the primary question marks.

Cunningham and Duren represent a young, ascending duo with clear long-term potential. Cade's size and playmaking allow him to control tempo and create opportunities across all three levels. Duren complements him as a physical interior presence who excels in rebounding and finishing around the rim. While their chemistry is promising, their current standing reflects inexperience and the need for further development on both ends.

RELATED: Longest active playoff droughts in the NBA

This duo combines Wembanyama's generational defensive impact with Fox's explosive speed and scoring ability. Wembanyama already alters games with his length and instincts, while Fox thrives in transition and late-game situations. Together, they create constant pressure on opposing defenses in both the half court and open floor.

Mitchell and Mobley offer a strong inside-out dynamic that translates well to playoff basketball. Mitchell is a proven high-level scorer in the postseason, capable of carrying offensive loads in critical moments. Mobley anchors the defense with elite versatility, protecting the rim while also switching effectively. As Mobley's offensive game continues to evolve, this duo's overall impact will only grow.

RELATED: NBA players with most points in single game

Gilgeous-Alexander and Holmgren form one of the most modern and scalable duos in today's NBA. SGA dictates tempo with elite efficiency and control, consistently getting to his spots and producing at a high level. Holmgren adds rim protection and perimeter skill, giving the Thunder a rare blend of size and spacing. Their trajectory is steeply upward, but they are still building a postseason résumé.

Jokić and Murray remain the gold standard for playoff execution, anchored by their championship success and seamless chemistry. Jokić's playmaking vision and scoring efficiency make him the centerpiece of one of the most effective offenses in the league. Murray complements him perfectly with timely shot-making and the ability to elevate in big moments. Their two-man game is as precise and reliable as any in modern basketball.

Tatum and Brown remain the most complete two-way wing tandem in basketball, blending elite scoring with switchable, high-level defense. Their playoff experience is extensive, including multiple deep runs and a Finals appearance, which shows in their composure under pressure. Tatum's shot creation and Brown's downhill explosiveness complement each other seamlessly. When both are locked in, Boston operates with a level of versatility that few teams can match.

In the end, playoff success is dictated by which duos can consistently impose their identity against elite competition. While some pairings have already validated themselves under championship pressure, others are still writing their postseason story. As the league continues to evolve, these rankings will inevitably shift -- but the importance of elite duos will remain constant. more

Career development

 1d

Is your teen struggling to find a job? Here's how you can help


It's a question I've heard from my kids more than once after they've experienced the disappointment of unsuccessful job applications: "Dad, can you help me with my résumé?"

Rejection is tough, especially when you're doing all the right things and employment prospects don't turn out despite repeated attempts. It happens in the publishing industry I work in, too: A writer can send a publisher a... great query letter that checks all the boxes - great hook, it's personalized, articulates the genre and word count, lists comparable titles - and not get published; often, they never even hear back. That's the reality many youth face, with summer fast approaching and employment scarce. It's tough to explain why they're not getting hired when they have done everything well - written a cover letter, tailored the résumé to the job, and followed up with the right person.

I know this is not an isolated concern. It's a struggle that's showing up in many households. In March, the unemployment rate among youth aged 15-24 was 13.8 per cent, about double the national average (across all age groups) of 6.7 per cent, according to Statistics Canada.

There are several contributing factors, from labour shifts following the COVID-19 pandemic to higher employer expectations and fewer entry-level openings. I remember my first job at a community centre canteen in Winnipeg. It was a straightforward role, and it gave me a little extra spending money. Now, those kinds of starter positions often require prior experience. But how can a teen who has not previously had a job have experience? The first step into work is no longer built for beginners.

What should you say to teens feeling pressured to fit in?

I don't think it's an issue of motivation. From what I see, for the most part, teenagers are trying. And just like for new writers trying to break into publishing, it's hard for young job seekers not to take silence or rejection personally. Of course, as parents, we have to temper expectations, and rejection is a reality of life. But rejection hits different when there hasn't been a first yes, and repeated failure without feedback can erode confidence.

What can you do when your child is doing everything they can to land some kind of entry-level job, but keeps running into a brick wall? Maybe the answer is to simply encourage persistence while having empathy as they navigate rejection.

You can also step in and offer practical support where appropriate. When your kid asks for help with a résumé, it's easy to look it over and do some editing. You could suggest places that might be hiring or put them in touch with people in your own network willing to share career advice.

In a tight job market where the rules have changed, how we support youth on the path to employment may have to change, too. Here are a few other ways to do that.

Have a conversation with your teen about how there is more competition and are fewer roles available. In that chat, try to separate the effort they are putting into their job search from the outcome of rejection or silence. In this way, they can maintain realistic expectations while reducing difficult emotions such as self-blame.

Make the process visible

Get involved with the job search without taking away a teen's agency or independence. Look through postings of potential jobs together, and in so doing, see if you can help them identify requirements they might be missing and need to work on. This is also an opportunity to point out that if they are not successful, it's more about fit or timing than anything to do with them as a person. This turns discouragement into encouragement, and they're more likely to keep searching.

Adjust the strategy, not the effort

With publishing, it never really works to send a query and sample writing to a bunch of different publishers, hoping that something will hit. The same is true for a job search. Encourage your teen to target applications to job postings that are a good match for their education, experience and interests; it's not about volume. You can also suggest little shifts in approach, such as how and when to follow up, or how to prepare for an interview.

Protect confidence during silence

As an overthinker myself, I read into almost everything. I'm hardwired to do it, even though I've learned to manage the tendency. For young applicants, not getting a response can be difficult, and acknowledging that difficulty is important so they can avoid over-interpreting rejection. It's very likely not about them, and you can help by focusing feedback on controllable factors: tweaking the résumé, finding more suitable targets for searches, or working on a cover letter.

Acknowledge small wins

Any sort of progress is a step in the right direction, and sometimes the small things are what you can build on. Nurture a sense of accomplishment in your teen for applying to a job or getting a response (even if it's not the kind they were looking for), or celebrate the fact they got an interview, whether it led to them getting a job offer or not. Spend time breaking down what went well in the interview and what they might do differently next time. Emphasizing exposure instead of immediate success can go a long way.

Searching for a job, for a teen, may not look the way it used to. The path isn't as clear, the barriers are a little higher, and the first step isn't as simple. But they're still trying to take it. So, maybe our role isn't only to help them get there, but to make sure they keep going when the road gets rocky. more

Career development

 1d

What We Learned Supporting Fired Federal Workers (opinion)


A little over a year ago, in February 2025, I worked with colleagues to launch an initiative to support fired federal workers and others impacted by wide-ranging federal cuts and policy changes.

It started with a conversation with my colleague Aurora Cruz-Torres, immediately after the Trump administration started firing people at the United States Agency for International Development, about how... we could use our skills in career advising to help. And then, as federal firings expanded and grants were cut across the nonprofit and research ecosystems, it grew. Ultimately, the program involved more than 100 volunteers and offered support to more than 1,000 impacted workers. That support was always free and took the form of one-on-one advising sessions, asynchronous résumé reviews and a series of workshops on career transitions.

More than half of the volunteers were members of the Graduate Career Consortium, the leading professional organization in graduate-level career and professional development, and we formed the GCC Public Service Committee to facilitate the work. GCC members were a particularly good fit for this project because the needs of impacted workers often resembled those of graduate students and postdocs transitioning to new careers after years of specialized work.

My role was pretty simple. As requests for support came in through an online form, I read the requester's narrative of what had happened to them, the description of the help they needed and their background. Then I matched them with an adviser who could help. A straightforward job, but one that gave me a broad perspective on what was happening in the DOGE era and its individual and collective reverberations. As request after request after request came in, I heard stories of disruption, confusion and resilience. And through facilitating meetings with volunteers to support one another, I heard even more about ongoing struggles and emerging needs.

In this article, I use that experience to share four things my collaborators and I learned by supporting workers in the chaotic year of 2025. As chaos continues in 2026, I hope these lessons help us all figure out how to continue showing up for one another.

We worked with people who managed tens of millions of dollars in grants to help communities fight HIV/AIDS and hunger. We worked with countless scientists and public health professionals who developed disease treatment and prevention strategies. We worked with people who funded humanistic research and public history programs across the country. We worked with people who ran programs that help refugees find community and stability in their new homes. And many, many more.

These were incredibly smart, dedicated people who were working to solve so many different problems in our world. My day job involves working with graduate students and postdoctoral scholars, so I'm not a stranger to being a little overwhelmed by the scope and scale of brilliance in the world. But I mostly work with people as they start to transition from school into the world, and this initiative was a great reminder of just how much good they go on to do with their skills.

And so, at times, all of this was almost heartening. So many brilliant people in the world! But it was also often heartbreaking. All these brilliant people, ripped out of public service!

So how could we help?

Whenever we gathered our volunteer advisers together to share experiences and advice for one another, this problem always came up. Many of the people we supported had spent years (in many cases decades) building careers in highly specialized fields, and then out of nowhere those fields didn't really exist anymore. Even if they wrote pitch-perfect résumés and networked for hours a day, they were going to struggle to transition to something new. And all this while feeling deeply frustrated and scared.

So what can you really accomplish in a couple of 30-minute conversations, given a situation like this? You're probably not going to solve all of their problems (if only!), and you'll be lucky to identify a few immediately actionable, transformative next steps. But you can be a calm, thoughtful partner. You can offer empathy, encouragement and maybe some new ideas. And that can be enough to move forward.

Laura Coutts, one of our advisers, offered her fellow volunteers a metaphor to capture this: "I have a small mantra for myself while everything is upside down with the job market: I'm the old man who runs the bait shop. I can't feasibly get into everyone's boat and help them catch a fish. And it doesn't help to run around, raving about how the weather is awful and the fish aren't biting. My job is to sell the bait, share tidbits of wisdom and encourage the fisherpeople to stick with it."

And in the conversations I had with fired federal workers, I also heard their consistent and strongly held desire to keep working in public service. Even when that wasn't possible right now and a worker was seeking support for a corporate job search, they almost always spoke of their hope to return in the future. I also saw this in all of the mutual support efforts that emerged from within the (former) federal workforce, like Grounded Idealist, Career Pivot and a number of LinkedIn-based mutual aid groups.

What had driven them to their work in the federal government was a desire to contribute to their communities and help other people. And as much as the crisis physically and institutionally scattered them, that core drive remained.

This ethos also drove our volunteers' commitment to this initiative, which was designed and framed as mutual support. Volunteers regularly told me that they were happy to feel like they were able to help, even if their own jobs felt unstable (several did, indeed, lose their positions) and even if it never felt like enough. As Kristine Lodge, one of our advisers put it, "I remind myself that, although résumé reviews feel like a small drop in the bucket, to the people who receive my feedback, it's a reminder that they are not alone; they are part of a wider community who cares about them." Or as another adviser said, "In a moment where so many of us are feeling powerless to stop the forces impacting our institutions and students, being able to provide some support for these dedicated public servants has been very meaningful."

And so I maintain some hope that the we can persist.

But it also helped me really see and appreciate these workers in a way that headlines couldn't. These firings were in the news, but as big stories about big numbers -- numbers almost too big to wrap your head around and so tempting to look away from. This project reminded me that those big numbers were made up of people.

When wild, terrible things are happening and everyone is struggling, it may be easy to withdraw into yourself and focus only on your own path forward. But that's exactly when it's so important to listen to one another.

Telling stories, and hearing them, is an important part of how we understand ourselves. And so opening space for workers to sit with and share their stories and their struggles was crucial. "I also spend time during each session to ask each person about how their office experienced the layoffs," said adviser Rachel Bernard. "I think just telling the story helps them, both because they start to recognize how inconceivable it all is, but they also start to process and develop a narrative around what's going on."

Stories are also how we recognize how intertwined we all are, how our struggles are connected. That sense of solidarity, of seeing and hearing one another, was at the root of this whole effort.

And it offers a guide to what matters as unstable federal policies and a disordered job market continue to impact us all in different but interrelated ways. We can be there for international students and workers as visa policy changes make them feel unwelcome. We can listen when LGBTQ+ workers talk about feeling unsafe in more and more places. We can hear the frustrations of those who spent years training for fields suddenly transformed by technological or economic upheaval. Then we can work to figure out what comes next, together.

Or, as one impacted worker put it to me, "It's been rough, but I'm so glad to find community in this chaos." more

Career development

 1d

How To Make A Great First Impression In Interviews


Making a positive first impression during a job interview is more important than many candidates might realize. In most cases, interviewers start forming opinions about you within the first few minutes of the meeting. From your punctuality to the way you present yourself, every detail matters. When you understand how to stand out in the right way, you increase your chances of success with every... interview opportunity. If you want to learn how to answer tell me about yourself question, it's also a critical element of making that all-important first impression.

Beyond sharing your qualifications and experience, mastering your first impression requires careful preparation, genuine enthusiasm, and a clear understanding of how non-verbal cues contribute to your professional presence. The impression you create can have a lasting impact on your overall candidacy, regardless of your resume or achievements. Interviewers look for not just technical skills, but also signs of reliability, professionalism, and cultural fit, all of which can be communicated in these sensitive first moments.

Being methodical in your preparation, from researching the company to rehearsing answers, is key. Your approach during the first few minutes should be intentional and well-practiced, as these actions reveal your motivation and professionalism.

Arrive on Time

Punctuality remains a foundational element of professionalism in any job interview. Arriving on time, or ideally a few minutes early, sends a strong message about how seriously you take the position. It suggests that you respect the interviewer's time and are dependable. Planning your commute, checking traffic conditions, and factoring in potential delays are essential steps. According to Forbes, giving yourself extra time to settle in before the interview can help you appear and feel more composed.

Dress Appropriately

What you wear to an interview is a powerful form of non-verbal communication. The right attire demonstrates respect for both the interviewer and the organization's culture. Some companies are more traditional, expecting formal suits, while others embrace business casual or even creative styles. If you're uncertain, choose a safe, professional outfit, erring on the side of being slightly overdressed rather than underdressed. Doing some research on the company's dress code via their website or social media can give valuable insights on expectations.

Maintain Positive Body Language

Your posture, gestures, and the way you make eye contact can speak volumes before you say a single word. Positive body language, such as sitting upright, making eye contact, and offering a firm handshake, projects self-assurance and engagement. Avoid fidgeting or crossing your arms, as these behaviors may signal nervousness or defensiveness. Behavioral experts frequently emphasize that more than half of our communication is non-verbal, underscoring the importance of self-awareness in these situations.

Engage in Active Listening

During the interview, demonstrate your interest by practicing active listening. Focus completely on what the interviewer is saying, nod thoughtfully, and make it clear through your responses that you understand the questions. This means pausing before answering, avoiding interruptions, and keeping your responses relevant to the question. These behaviors reflect not only your communication skills but also your respect for the interviewer, making a memorable impression.

Prepare Insightful Questions

As interviews draw to a close, you'll often be invited to ask questions. Asking thoughtful, well-researched questions allows you to stand out as a candidate who is genuinely invested in the role and the company. Go beyond general questions and ask about current projects, departmental challenges, or opportunities for growth. This not only highlights your enthusiasm but also signals your intent to be a contributing team member.

Be Authentic

One of the most attractive qualities in a potential hire is authenticity. While it's crucial to present your best professional self, do not oversell or misrepresent your experience, skills, or personality. Authenticity builds trust and rapport, helping you make a lasting impression and set the stage for a positive relationship with your future employer. Companies value genuine individuals who bring their true selves to work every day.

Practice and Prepare

Effective interview preparation extends well beyond knowing your resume. Rehearse your responses to common questions and practice introducing yourself succinctly. Anticipating the types of questions you may be asked and preparing thoughtful responses can greatly reduce anxiety and boost your confidence. Familiarize yourself with the company's mission, the team, recent advancements, and ongoing initiatives. This holistic approach to preparation helps you enter the interview with a clear mind and show genuine enthusiasm for the company's vision and values.

Conclusion

Making a great first impression in an interview is a nuanced skill that intertwines punctuality, a professional appearance, positive body language, active listening, and insightful engagement. Emphasize authenticity and thorough preparation. Focus on the unique value you can offer and ensure you connect meaningfully with your interviewer from the outset. With these strategies, you will stand out as a polished, confident candidate poised for success. more