Evelyn Aldridge


Career development 25m
Hey! I was seeing a guy from work and we even lived together for a year. But we broke up. Honestly, I’m fine, we work on different floors. So the only time we might run into each other is in the kitchen. No big deal.

The problem is, everyone at work keeps acting all worried for me, giving me sweets, trying to “comfort” me. I keep saying I’m fine, but they don’t get it. It’s starting to feel... really awkward. How do I make them stop?

 more

Jane Tilden


Career development 5d
Hi everyone! I’m a college student and I’m thinking about getting a job as a waiter in a cafe. But my parents are against it, my dad says that kind of job will ruin my resume, like no decent company will ever hire me afterward.
I’m tired of always asking my parents for money and I want to earn my own. How can I convince them?
Thanks

9   

  • richard seaman

    20m

    Just work and dont tell them

  • Aneesah Serrano

    56m

    You could not add the waiter job to your resume in the future. So, the thought that it would ruin your resume seems unrealistic. Those are probably... the easiest jobs to get without experience. I don't think any employer would frown upon a "kid" (no disrespect intended) having a job to establish work ethic.
    From a parent's perspective, I too didn't allow my son to work during his college years while classes were in session as I wanted him to solely focus on his studies. But, that meant as his parents, we provided for him financially to be able to do that. However, I did allow him to work in the summer and over winter breaks (also in food service). As a college graduate with a Computer Engineering degree, that job does not appear on his resume, but it did until he landed his first real gig out of college.     more

Load more...

Anonymous member


Career development 1d
Every Christmas, our office does Secret Santa. This year, I got a bouquet of little roses… but the red ones were made out of lingerie. I’m honestly shocked. Is this some kind of joke from my coworkers or are they trying to send me a message? I’m not sure how to feel about it. And I still have no idea who gave it to me. What should I do?

  • Muhammad Adnan

    1h

    Talk to HR especially if you are feeling uncomfortable.

  • Robert Bowes

    1h

    If you're not looking to escalate things, talk to the person who organized the Secret Santa and possibly have them reach out to the giver to find out... the intent. It could be that the giver didn't know what the bouquet was made of and it would be an honest mistake in that case.  more

Load more...

Career development

 3h

The Next Decade of Work: How Relationship Intelligence Will Redefine Organizational Success


The Next Decade of Work: How Relationship Intelligence Will Redefine Organizational Success

What makes teams work? The data tells a story most organizations haven't fully grasped yet.

We're standing at an inflection point. The traditional markers of workplace success - technical skills, strategic planning, operational efficiency - remain important. But they're no longer sufficient.

The... competitive advantage of the next decade will belong to organizations that master Relationship Intelligence (RQ).

Recent research reveals something striking: 71% of employers now value emotional intelligence more than technical skills when evaluating candidates. This represents a fundamental shift in how we define competence.

But here's what most leaders miss: emotional intelligence at the individual level is just the starting point. The real transformation happens when you build RQ at the team and organizational level.

The Attachment Revolution in the Workplace

A 2024 meta-analysis of 109 studies involving 32,278 participants confirmed what I've observed in practice: secure attachment in the workplace predicts performance beyond traditional personality assessments.

Employees with secure attachment styles show higher organizational commitment, job satisfaction, work engagement, and lower turnover intentions. The effect holds even when controlling for the Big Five personality traits.

This matters because attachment patterns are malleable. You can create conditions that foster secure attachment in your teams.

The research shows securely attached employees seek challenging assignments, display resilience, and pursue creative problem-solving. They feel confident in their abilities and supported by their environment. This combination drives both individual performance and career development.

Meanwhile, organizations that ignore attachment dynamics pay a steep price.

Individuals with higher avoidance attachment are less likely to form workplace friendships. This directly impacts job performance. Anxiously attached individuals attempt to form connections but simultaneously dissolve these relationships in a self-sabotaging cycle.

The pattern is clear: insecure attachment undermines the collaboration that modern work demands.

The Global Engagement Crisis Demands a New Approach

In 2024, global employee engagement fell from 23% to 21%. That's a drop equal to what we saw during COVID-19 lockdowns.

Manager engagement declined from 30% to 27%. Female managers experienced a seven-point drop.

Here's the critical insight: 70% of team engagement is attributable to the manager.

Traditional engagement strategies aren't working. Ping-pong tables and pizza parties don't address the underlying relational dynamics that drive engagement.

I predict organizations will increasingly invest in developing RQ among their leadership teams. The ones that do will see measurable improvements in retention, productivity, and innovation.

The alternative is watching talent walk out the door.

Psychological Safety: The Foundation of High Performance

Research from 1,150 leaders in 160 Norwegian management teams revealed a significant indirect effect of psychological safety on team effectiveness. The mechanism? Behavioral integration.

When team members perceive the climate as safe to speak their mind, they engage in mutual collaboration and information sharing.

A 2024 Navy study found that attachment to leaders can indirectly enhance adaptive behaviors through individual psychological safety. There's a direct correlation between attachment to leaders and individual psychological safety, which promotes adaptive behavior.

This creates a virtuous cycle.

Leaders who foster secure attachment create psychologically safe environments. Psychological safety enables the collaboration and innovation that drive competitive advantage.

A study of 64,240 employees found that people with higher psychological safety reported more secure workplace attachment. Lower workplace attachment avoidance was 1.66 times more strongly associated with psychological safety than workplace attachment anxiety.

The implications are profound. Organizations can't mandate psychological safety through policy. They build it through relational practices that foster secure attachment.

The Collaboration Imperative

86% of business leaders blame workplace failures on poor teamwork and lack of collaboration. Not skill gaps. Not lack of resources. Poor collaboration.

97% believe a lack of alignment within a team impacts tasks or project outcomes.

Companies promoting collaboration are five times more likely to be high-performing.

A Deloitte study found that 73% of employees who engage in collaborative work report improved performance. 60% say it sparks innovation.

Good teamwork leads to 21% higher profitability. Business leaders see 30% higher productivity in collaborative workplaces.

But collaboration doesn't happen automatically when you put talented people in a room together.

It requires specific relational competencies: perspective-taking, conflict handling, emotional regulation, and the ability to build trust across differences.

These are the core components of RQ.

Organizations that develop these competencies systematically will outperform those that leave collaboration to chance.

The Leadership Transformation

Emotionally intelligent leaders improve both behaviors and business results with direct impact on work team performance.

Leaders who master empathy perform more than 40% higher in coaching, engaging others, and decision-making. Managers who show empathy toward direct reports are viewed as better performers by their bosses.

Research by TalentSmart shows emotional intelligence is the strongest predictor of performance. Business leaders ranked emotional intelligence higher than financial acumen, market orientation, and planning.

This represents a fundamental redefinition of leadership competence.

The leaders who succeed in the next decade will be those who can create the relational conditions for high performance.

They'll understand that their primary job is fostering secure attachment, building psychological safety, and developing RQ throughout their teams.

Technical expertise and strategic thinking remain important. But they're table stakes. The differentiator is relational capacity.

Predictions for the Next Decade

Based on current research trajectories and organizational trends, I see five major shifts emerging:

1. RQ Assessment Will Become Standard in Hiring and Promotion

Organizations will develop sophisticated methods for assessing relationship intelligence alongside technical skills. Candidates will be evaluated on their ability to build secure attachments, foster psychological safety, and collaborate effectively across differences.

The organizations that move first on this will gain significant competitive advantage in talent acquisition and retention.

2. Leadership Development Will Prioritize Attachment-Based Approaches

Traditional leadership training focuses on strategy, communication, and decision-making. The next generation of programs will explicitly address attachment patterns, emotional regulation, and relational repair.

Leaders will learn to recognize their own attachment styles and how these patterns impact their teams. They'll develop practices for fostering secure attachment in others.

This shift will produce measurably better outcomes in engagement, retention, and team performance.

3. Team Design Will Incorporate RQ Principles

Organizations will move beyond functional expertise when forming teams. They'll consider attachment diversity, relational capacity, and psychological safety dynamics.

High-performing teams of the future will be intentionally designed to include members with complementary relational strengths. Team charters will explicitly address how members will build and maintain secure attachment.

4. Organizational Culture Will Be Measured Through Attachment Metrics

Employee surveys will evolve beyond engagement scores to include measures of workplace attachment security, psychological safety, and relational trust.

Organizations will track these metrics as leading indicators of performance, innovation, and retention. They'll intervene when they see patterns of insecure attachment emerging in specific teams or departments.

5. Meaningful Work Will Amplify Through Relational Context

Research shows that meaningful work is a robust predictor of well-being. Psychological safety amplifies the positive effects of meaningful work in the workplace.

Meaningful work enhances the positive effects of leadership, enabling employees with insecure attachment styles to respond more effectively.

Organizations will increasingly focus on helping employees connect their work to purpose while simultaneously building the relational infrastructure that allows that meaning to flourish.

The combination of meaningful work and secure attachment will become the gold standard for employee experience.

The Implementation Challenge

Understanding these trends is one thing. Implementing them is another.

Most organizations lack the frameworks, tools, and expertise to develop RQ systematically. They recognize its importance but don't know where to start.

The organizations that solve this implementation challenge will create sustainable competitive advantage.

They'll need to:

Train leaders in attachment-aware management practices

Create team processes that foster psychological safety

Develop assessment tools that measure relational capacity

Build feedback systems that address relational dynamics

Establish repair protocols for when attachment ruptures occur

This work requires investment. But the ROI is clear in the data.

Higher engagement. Lower turnover. Better collaboration. Increased innovation. Improved performance.

The Future Belongs to Relationally Intelligent Organizations

The evidence is mounting. The trends are clear. The competitive landscape is shifting.

Organizations that develop Relationship Intelligence will thrive. Those that cling to purely technical or strategic approaches will struggle to retain talent, foster innovation, and maintain performance.

The question isn't whether RQ matters. The question is how quickly your organization will adapt.

I've watched this transformation unfold across industries and sectors. The pattern holds regardless of company size, industry vertical, or geographic location.

The organizations that invest in building secure attachment, fostering psychological safety, and developing relational capacity are already seeing results.

The next decade will separate those who understood this shift early from those who recognized it too late.

The data suggests we're at the beginning of a fundamental transformation in how we think about organizational success.

Relationship Intelligence isn't a soft skill. It's the hard edge of competitive advantage. more

Berta Harkness


Career development 4d
I work from home and take my 2.5-year-old to my mother-in-law for half the day (she lives just down the street). That was the plan from the beginning and both she and my husband agreed to it.
Now my mother-in-law doesn’t want to watch her grandson anymore. She says I can just work and take care of the child at the same time.
My husband agrees with her. I even offered to pay my mother-in-law like... a babysitter, because I really don’t want to lose my job or get stuck doing only house stuff.
What should I do? I’d appreciate any advice.

 more
4   

  • Elise J. Daigle

    4h

    I think a structured daycare or Nanny would provide your son a better socialization oppuruinity now that he is getting older than the love that his... grandma was able to give him when he was an infant. He is likely becoming much more physical, exhausting your MIL, all which is normal growth and development. So this is great. Since you obviously can afford that I think you should look into it. Your son will likely be a bit nervous the first day or two, then he will be excited to run in, all which is normal. Enjoy this stage of his growth. It is such a great age! more

  • Phindile Mahlangu

    16h

    As you wish to pay your mother-in-law I believe a day care or nanny will be helpful. Goodluck.

Load more...

Career development

 5h

Professional PDF Resume Generator


I want to launch a sleek, easy-to-use tool that lets users craft a polished PDF résumé in minutes. The core template style must be Professional -- clean lines, modern typography, the sort of layout that holds up in corporate ATS systems -- yet I still need flexibility: users should be able to toggle between my predefined sections (Contact, Experience, Education, Skills, etc.) or create custom... sections on the fly and reorder them with drag-and-drop ease. Beyond the résumé itself, the product has to include an integrated cover-letter generator that pulls data from the résumé to speed up writing, plus full multiple-language support so the interface and generated documents can switch languages without breaking the layout. When it comes to exporting, PDF is the primary format, but I also need one-click export to DOCX and at least one open format (ODT or TXT) so users aren't locked in. Key deliverables * A working web or cross-platform desktop application (your choice, but tell me why you picked it) * At least three professional résumé templates, fully responsive and print-ready * Section manager that supports both predefined and custom blocks * Cover-letter generator tied to résumé data * Language toggle with all labels and sample text translated via resource files * Reliable export engine for PDF, DOCX and one open format * README or short video walkthrough so I can test and maintain it Acceptance criteria: the PDF output must match the on-screen preview pixel-for-pixel, bilingual switching should not break any layout, and the entire process from opening the app to downloading a résumé must stay under two minutes on a standard laptop. If you've built document generators, worked with PDF libraries like jsPDF, pdfmake, iText, or have experience in React, Vue, Electron, or similar frameworks, let me see a quick demo or code snippet when you bid so I can judge fit right away. more

Jina Langley


Career development 3d
Hello! I worked as an economist in a small bank for 3.5 years. Now I’m moving to the same job in a big bank, and I’ll earn $50 more per month. I think it’s a better and more promising option. But my family says there’s no point in changing jobs. I’m really tired of staying in the same place and want something new. Honestly, I also hope for raises and career growth.

How can I convince my family?... They keep trying to talk me out of it, and it’s really stressful.(

 more
2   

  • nizeyimana jean

    6h

    Thank you I appreciate all of us for using all opportunity in our community in order to be want we want to become

  • Phindile Mahlangu

    16h

    Yes is true it is stressful but you need to follow your dreams and go for the better.

Load more...

Tomas Eckholm


Career development 1w
Hi! I work as a driver for a large company and I’m assigned to one of the managers. I drive him to and from work and during the day if he needs it. But my boss keeps giving me more and more tasks. First, I had to drive his daughter to school. Then I started picking her up every day. Now I’m supposed to go to his house and walk his dog. I also have to drive his wife wherever she needs to go.
None... of this is part of my job. Should I ask for extra pay, refuse these tasks or talk to the company director? Thanks.

 more
6   

  • Kigongo Yosam

    8h

    And also if these other duties paused a threat to operations of the company, his absense during those erands, would have been noticed already

  • Kigongo Yosam

    9h

    A driver is expected to drive vehicles, the problem here is we are not told the whole story. Otherwise you might find he/she is god parent for him to... be in the company and probably taking advantage. Why fear a person who entrust you with his family and go public? more

Load more...

Career development

 9h

Hiring specialists made sense before AI -- now generalists win


Tony Stoyanov is CTO and co-founder of EliseAI

In the 2010s, tech companies chased staff-level specialists: Backend engineers, data scientists, system architects. That model worked when technology evolved slowly. Specialists knew their craft, could deliver quickly and built careers on predictable foundations like cloud infrastructure or the latest JS framework

Then AI went mainstream.

The pace... of change has exploded. New technologies appear and mature in less than a year. You can't hire someone who has been building AI agents for five years, as the technology hasn't existed for that long. The people thriving today aren't those with the longest résumés; they're the ones who learn fast, adapt fast and act without waiting for direction. Nowhere is this transformation more evident than in software engineering, which has likely experienced the most dramatic shift of all, evolving faster than almost any other field of work.

How AI Is rewriting the rules

AI has lowered the barrier to doing complex technical work, technical skills and it's also raised expectations for what counts as real expertise. McKinsey estimates that by 2030, up to 30% of U.S. work hours could be automated and 12 million workers may need to shift roles entirely. Technical depth still matters, but AI favors people who can figure things out as they go.

At my company, I see this every day. Engineers who never touched front-end code are now building UIs, while front-end developers are moving into back-end work. The technology keeps getting easier to use but the problems are harder because they span more disciplines.

In that kind of environment, being great at one thing isn't enough. What matters is the ability to bridge engineering, product and operations to make good decisions quickly, even with imperfect information.

Despite all the excitement, only 1% of companies consider themselves truly mature in how they use AI. Many still rely on structures built for a slower era -- layers of approval, rigid roles and an overreliance on specialists who can't move outside their lane.

The traits of a strong generalist

A strong generalist has breadth without losing depth. They go deep in one or two domains but stay fluent across many. As David Epstein puts it in Range, "You have people walking around with all the knowledge of humanity on their phone, but they have no idea how to integrate it. We don't train people in thinking or reasoning." True expertise comes from connecting the dots, not just collecting information.

The best generalists share these traits:

* Ownership: End-to-end accountability for outcomes, not just tasks.

* First-principles thinking: Question assumptions, focus on the goal, and rebuild when needed.

* Adaptability: Learn new domains quickly and move between them smoothly.

* Agency: Act without waiting for approval and adjust as new information comes in.

* Soft skills: Communicate clearly, align teams and keep customers' needs in focus.

* Range: Solve different kinds of problems and draw lessons across contexts.

I try to make accountability a priority for my teams. Everyone knows what they own, what success looks like and how it connects to the mission. Perfection isn't the goal, forward movement is.

Embracing the shift

Focusing on adaptable builders changed everything. These are the people with the range and curiosity to use AI tools to learn quickly and execute confidently.

If you're a builder who thrives in ambiguity, this is your time. The AI era rewards curiosity and initiative more than credentials. If you're hiring, look ahead. The people who'll move your company forward might not be the ones with the perfect résumé for the job. They're the ones who can grow into what the company will need as it evolves.

The future belongs to generalists and to the companies that trust them.

Read more from our guest writers. Or, consider submitting a post of your own! See our guidelines here.

Welcome to the VentureBeat community!

Our guest posting program is where technical experts share insights and provide neutral, non-vested deep dives on AI, data infrastructure, cybersecurity and other cutting-edge technologies shaping the future of enterprise.

Read more from our guest post program -- and check out our guidelines if you're interested in contributing an article of your own! more

Career development

 9h

Craft My UAE Finance CV


I'm preparing to move into mid-level finance roles in the UAE and need a sharp, recruiter-ready CV that showcases my strongest asset -- financial modeling -- while meeting local expectations for style and content. You'll start from the material I already have (current résumé, key achievements, and target job ads) and reshape it into a two-page document that feels modern, keyword-rich, and... ATS-friendly. I'm looking for a balance of concise storytelling and quantifiable results that will resonate with hiring managers in banks, investment firms, and corporate finance teams across Dubai and Abu Dhabi. UAE nuances such as contact details, visa status, notice period, and the right date format must be handled correctly. Strategic section ordering, clean typography, and an appropriate color palette are important too, but the writing itself takes priority. Deliverables: * Final CV in editable Word and print-ready PDF * One short, reusable summary paragraph for LinkedIn (optional but appreciated) Acceptance criteria: the document must scan cleanly through standard ATS checks, read naturally to human reviewers, and clearly highlight my financial modeling expertise in the first half page. I'll provide feedback once; revisions are included until these points are met. more

Anonymous member


Career development 1w
We have a guy on our staff who has special needs. Based on his abilities, we offered him a job working with documents in the archive. But he’s against it, he wants to interact with clients. I’m not sure how to gently explain to him that his work and ambition are very admirable, but we also need to keep our clients. Could you suggest how to talk to him in a way that doesn’t make him feel limited... or hurt?

Thanks for any advice.

 more
4   

  • Rahab Njuguna

    10h

    Are you suggesting that due to his disability he will chase customers away? Are there any DEI programs where you work? Honestly I am of the opinion he... should be given an equal chance and also upskilled through learning and development programs to be equiped at an equitable level to grow his career into whatever he would like to be. "Hiding" him behind document archives is dehumanizing, degrading and planting ideas that being in the shadows is the only place he belongs. Totally unacceptable, we are now inclusive societies. more

  • Rahab Njuguna

    10h

    Are you suggesting that due to his disability he will chase customers away? Are there any DEI programs where you work? Honestly I am of the opinion he... should be given an equal chance and also upskilled through learning and development programs to be equiped at an equitable level to grow his career into whatever he would like to be. "Hiding" him behind document archives is dehumanizing, degrading and planting ideas that being in the shadows is the only place he belongs. Totally unacceptable, we are now inclusive societies. more

Load more...

Career development

 10h

Full-Cycle Mid-Level Recruiting


End-to-end recruitment support is needed for several upcoming mid-level roles. The assignment covers the complete hiring funnel: drafting or refining job descriptions, posting to the right boards, actively sourcing passive and active talent, screening résumés, running first-round interviews, and coordinating final interviews with my team. I also expect concise candidate summaries, reference checks... where required, and smooth hand-off to offer and onboarding. LinkedIn Recruiter, Indeed, Workable (or a comparable ATS) and strong Boolean search skills will be essential to keep the pipeline moving quickly. Success is measured by time-to-hire, a high interview-to-offer conversion rate, and consistent candidate experience feedback. Deliverables: * A vetted shortlist (5-7 candidates) for each role * Interview notes and scorecards in the ATS * Weekly pipeline report until the position is filled * Final placement facilitation through signed offer The focus is strictly mid-level positions; volume and industry will be shared once the engagement starts. more

Career development

 11h

Engineering Firms Prioritize Ways to Attract, Develop New Talent


Among the courses Mike Rust teaches at Western New England University (WNE) is "Introduction to Engineering," a very hands-on class that teaches the engineering design process to freshmen through a robotics development project.

At first, "they're looking at me like, 'I don't know how to do these things.' And then we train them in all the technical things that they need to do," said Rust,... professor of Biomedical Engineering and director of Experiential and Entrepreneurial Learning at WNE. "Over time, they're weaning off, and at the end of the course, the faculty's checking in, but the students are doing it themselves. They almost don't notice, but by the end, they're acting like an engineer; they're thinking like an engineer -- because they've lived and breathed it their first year on campus.

"When I was a student a couple decades ago, we didn't get a project like that to work on until junior year," Rust said, adding that giving students hands-on experience from day one helps them thrive throughout college -- which can translate into success in internship experiences and their early career. "The context sticks a little better when they have the muscle memory because they've experienced it, not just thought about it."

It's not just in class that WNE engineering students are preparing for the real world. At the Delbridge Career Center, the university's career services hub, a professional adviser is assigned to each student, and available resources include résumé development, mock interviews, internship connections, and an alumni network.

"Engineering is a professionally oriented field, and students, when they're coming through our programs, are already thinking in these terms when they start: where are they going to go with this degree? What are they going to do long term?" Rust said, explaining how those career services tie into the hands-on classroom model.

"The context sticks a little better when they have the muscle memory because they've experienced it, not just thought about it."

"We teach theory, but we're always putting that theory into practice with projects; students are actually doing it. So when they go to the interview, they can say, 'I have done these things; this is the value I can provide your company.' And when they get their first job after graduation, they can hit the ground running.

"Everyone needs to be trained when they join a company," he added, "but what we hear from companies is that the learning curve is a little flatter because they've got a lot of that hands-on exposure."

That's appreciated by firms like Westfield-based Tighe & Bond, a very large, multi-state engineering firm that hires close to 100 new employees each year.

"In such a competitive marketplace, we're trying to build relationships and connections as early as possible, so we get connected to students and universities whenever we can," said Bob Belitz, the firm's president and CEO. "We're participating in educational programs, going into elementary schools, middle schools, and high schools to judge fairs or just explain to these students what a career in STEM could look like."

Those efforts are complemented at the college level with scholarships and an internship program that brings in about 30 students per year to work on real-world projects.

"What we're trying to do through these programs is give these students a real-life, hands-on experience, to get them on as many projects site as possible. The more practical exposure they get to the work we do, the better, so our mission is to do as much of that as we can," Belitz said, adding that interns also get professional development opportunities like help writing résumés, enhancing speaking and interview skills, and even a career fair where they present a poster board on the projects they worked on during the summer.

"In such a competitive marketplace, we're trying to build relationships and connections as early as possible, so we get connected to students and universities whenever we can."

"A large majority of them either come back for another internship, or we offer them full-time employment. They're exposed to the culture of the company; we assign them buddies and team leaders throughout the course of the summer when they're here. Hopefully they appreciate that direct investment," he went on.

And if they choose to pursue work somewhere else, well, "it helps enhance the profession either way."

Values and Purpose

All these efforts at recruitment and career development are important for an industry that needs new blood, said Ashley Sullivan, president and CEO of O'Reilly, Talbot & Okun Associates (OTO) in Springfield.

"For the past few years, it has been very challenging to recruit and find people. We have a shortage of people, it seems," she noted. "We have a big exodus with retirements -- through the whole COVID pandemic, there were people rethinking engineering. So there's a lot of work, and there seems to be not a lot of people."

One way to attract talent is through a workplace culture that resonates with young people, she explained, and OTO started to put more emphasis on that when she transitioned into company leadership in 2020, better defining its brand; emphasizing workplace values like transparency, respect, and togetherness; and operating according to the mission statement, "we will elevate our industry to create and deliver the best solutions for natural and built environments."

"We asked, 'who are we? Who do we want to be?'" Sullivan said. "And we need to live by that so we can communicate it and say, with full transparency, 'this is what we are. If you want to work at a place like this, this is what you're going to get.'"

Meanwhile, the recruitment process involves not only interviews with top leadership, but eventually meetings with field staff and project managers. "We invest a lot in the interview process -- by that time, we know this is a great candidate, so how do we show them how they would fit into our business model and fit in with our people?"

Belitz also emphasized the value of workplace culture in attracting what he characterizes as a more purpose-driven generation of young job applicants than he's seen before.

"The narrative has changed a little bit. This generation is interested in the stability of the company. I don't know if it's the uncertain economy driving it, but to be able to say to these prospective interns that the company has been around over 100 years, we're very financially stable, we do purpose-driven work, we're 100% owned by employees -- that's a nice difference," he explained.

"The big picture is that we're trying to train engineers who are value creators -- technically strong, skilled at math and science, but they also have that vision of how the world can be a better place."

"We've also put in some really good benefits for students, like loan repayment. Benefits are a hot-button issue, so we're really trying to promote this overall climate of stability and of the company investing in the people we bring into the firm," Belitz added. "And giving back to the community is another key part of the puzzle -- and a big selling point for young people."

Sullivan agreed with that emphasis on culture and purpose.

"I think this newest generation wants a company that knows who they are and has a purpose -- one that aligns with their purpose or what their goals are," she told BusinessWest. "It could be that they want to see their projects have an impact on the community -- they're really community- and impact-driven, much more than the rest of us that were just looking to get a job, which is really neat. I think culture and the big picture is important to them."

In short, she said, "they want to matter. They want to know their value, and they want to be valuable. And they want that from the beginning."

Meanwhile, retention is as important as recruitment, which is why Tighe & Bond invests thought, time, and energy into cultivating career tracks for employees, Belitz said.

The firm's onboarding and training program consists of not only leadership training, but anything people need to do their jobs: project management, quality management, safety and health principles, and more -- efforts branded internally as Tighe & Bond University.

"We've also started investing more in training around technology, making sure folks have a good understanding of how to appropriate and use things like artificial intelligence and other investments we've made in digital toolsm" he added. "There's a lot of energy around that, especially with the younger generation."

Sullivan said many recruits want to see a clear career ladder at work.

"I think it's important for them to be able to see where they could be in a few years, so they feel like they're moving along. I think they want to see opportunity; they don't want to get stuck in a rut or doing one task.

"And for me, leading a small business, I want people that want to do that because I love that people will develop and can do a little bit more of a project. If that means they're more valuable, then the pay comes with that," she added. "At OTO, those two things are aligned. It's always in our benefit to develop people, so we're looking for people that really want to do more."

Surveying the Landscape

While Tighe & Bond is a civil and environmental engineering firm and OTO specializes in geotechnical, environmental, and industrial hygiene consulting services, Western New England, like many universities with strong engineering programs, is sending graduates out into myriad engineering disciplines -- mechanical, electrical, civil and environmental, biomedical, industrial, and more. And placement rates are high, with 97% of engineering graduates placed in jobs within six months.

"Engineering tends to be pretty steady regardless of what's going on in the economy," Rust said. "The big picture is that we're trying to train engineers who are value creators -- technically strong, skilled at math and science, but they also have that vision of how the world can be a better place."

Elaborating, he added, "they're encouraged to think in those terms -- to take an existing product and improve it, or talk to the customer about what the pain points are and how to address them. They're thinking not only about what a company does, but what it could do. And companies come back to us and say, 'can you get me five more of that student you got us last year? They were what we want.' Because they're not satisfied with the status quo."

Sullivan, who has taught classes at WNE, still participates in engineering advisory boards there, connecting area industry leaders with educators.

"We talk about what we looking for for graduates and who are we looking to hire. But they also talk to us about the exciting research they're doing, the programs they have, the outreach they have, where they have challenges, where they may need support," she explained. "And I really feel like, whenever you have two or more groups together working to solve a problem, the ideas that come out of there are amazing."

Like Rust, Sullivan appreciates when young people emerge with a problem-solving mindset, but also an appreciation for how they can change the landscape, both literally and figuratively.

"We get to work with a lot of people, and we get to see new development and help with projects that impact our own lives or the people we care about," she said, naming the recently opened Square One expansion in Springfield and DC Station, the new electric vehicle charging hub in Northampton, as two examples.

"I can bring my daughters to an urgent care and know that I worked on it," she added. "That's one of the reasons why we try to encourage people to come to OTO, or to be in civil engineering: you impact people. The work is hard, but it's so rewarding, and you're constantly reminded why you do it." more

Career development

 15h

The Ultimate Guide to Job Board Software in 2025: Everything You Need to Know


The job board industry has exploded into a $28 billion global market, and there's never been a better time to launch your own recruitment platform.

Whether you're a recruiter looking to build a niche job board, an entrepreneur exploring new revenue streams, or a company creating an internal career site, choosing the right job board software is critical to your success.

In this comprehensive... guide, we'll explore everything you need to know about job board software -- from understanding what it is and how it works, to selecting the perfect platform for your specific needs. By the end, you'll have the knowledge to make an informed decision that could shape your business for years to come.

Table of Contents

What Is Job Board Software?

Job board software is a specialized platform that enables you to create, manage, and operate an online job marketplace where employers can post job openings and job seekers can search and apply for positions. Think of it as the engine that powers websites like Indeed, LinkedIn Jobs, or specialized niche job boards.

Core Components of Job Board Software

Modern job board software typically includes:

For Job Seekers:

* Advanced job search with filters (location, salary, category, experience)

* Resume/CV builder and management

* Job alerts and saved searches

* Application tracking

* Profile creation and management

* Mobile-responsive interface

For Employers:

* Job posting and management dashboard

* Resume database access

* Applicant tracking system (ATS)

* Candidate communication tools

* Analytics and reporting

* Payment processing for job postings

For Administrators:

* Complete platform management

* User management (employers and job seekers)

* Content moderation

* Revenue tracking

* Analytics dashboard

* Customization tools

The Evolution of Job Board Software

The job board industry has transformed dramatically since the first online job boards appeared in the 1990s. Early platforms like Monster and CareerBuilder were simple databases with basic search functionality. Today's job board software leverages:

* Artificial Intelligence for resume matching and job recommendations

* Machine Learning to improve search results over time

* Advanced Analytics to understand user behavior

* Mobile-First Design for smartphone users

* API Integrations with social media, HRIS systems, and job aggregators

* Video Interview Tools for remote hiring

* Blockchain Technology for credential verification

Why You Need Job Board Software

The Business Case

The job board business model remains one of the most lucrative online business opportunities:

Market Statistics:

* The global online recruitment market is valued at $28+ billion (2025)

* Niche job boards see 3-5x higher engagement than general boards

* Average job board generates $50K-$500K annually

* 67% of job seekers prefer specialized job boards for industry-specific roles

* Job board profitability margins can reach 60-80%

Who Uses Job Board Software?

1. Niche Job Board Entrepreneurs Professionals launching industry-specific job boards (healthcare jobs, tech jobs, remote jobs, etc.) represent the largest user segment.

Example Success Story: RemoteOK.io generates over $1M annually by focusing exclusively on remote positions, powered by custom job board software.

2. Recruitment Agencies Staffing firms use job board software to:

* Showcase available positions

* Build candidate databases

* Differentiate from competitors

* Generate additional revenue streams

3. Professional Associations Industry organizations create job boards to:

* Serve their membership

* Generate non-dues revenue

* Increase member engagement

* Provide value-added services

4. Media Companies Publishers monetize their audience by adding job boards to existing websites.

5. Corporate Career Sites Companies build internal job boards to:

* Manage recruiting efficiently

* Improve employer branding

* Streamline hiring processes

* Reduce recruitment costs

Types of Job Board Software

Understanding the different types of job board software is crucial for making the right choice.

1. Self-Hosted/Open Source Job Board Software

What It Is: Software you install on your own server, giving you complete control over the code, data, and customization.

Popular Options:

* eJobSiteSoftware (PHP/MySQL)

* OpenCATS (Free, open source ATS)

* Jobberbase (Minimalist job board)

Pros: One-time payment (typically $500-$2,000) Complete ownership of data and code Full customization capability No monthly fees Can be resold or white-labeled Host anywhere you choose No vendor lock-in

Cons: Requires technical knowledge or developer You handle updates and maintenance Security is your responsibility Hosting costs separate

Best For:

* Developers or those with technical resources

* Businesses wanting full control

* Those planning extensive customization

* Long-term projects (5+ years)

* White-label or resale opportunities

Real Cost Example:

* Software: $600 (one-time)

* Hosting: $20-100/month

* Developer (if needed): $500-2,000 setup

* 5-Year Total: $2,200-$8,600

2. SaaS (Software as a Service) Job Board Platforms

What It Is: Cloud-based subscription software where you pay monthly/annually and the vendor handles hosting, updates, and maintenance.

Popular Options:

* Niceboard ($49-299/month)

* JBoard ($79-299/month)

* JobBoard.io ($39-199/month)

* SmartJobBoard ($99-499/month)

Pros: Quick setup (hours, not days) No technical knowledge required Automatic updates and security Built-in support Predictable costs Free trials available

Cons: Monthly fees ($500-$6,000/year) Limited customization Vendor lock-in (hard to switch) Data hosted on their servers Subject to price increases Features depend on plan tier

Best For:

* Quick launches

* Non-technical users

* Testing business ideas

* Businesses wanting turnkey solutions

* Short-term projects (1-3 years)

Real Cost Example:

* Monthly: $99

* 5-Year Total: $5,940

* Plus possible price increases

3. WordPress Job Board Plugins

What It Is: Plugins that add job board functionality to existing WordPress websites.

Popular Options:

* WP Job Manager (Free + paid add-ons)

* WP Job Portal

* JobBoardWP

Pros: Integrates with existing WordPress site Lower cost ($0-$500) Familiar WordPress interface Large plugin ecosystem

Cons: Limited features compared to dedicated platforms Performance issues at scale WordPress security concerns Plugin conflicts Not ideal for serious job boards

Best For:

* Adding jobs section to existing website

* Bloggers/content sites

* Very small job boards (<100 jobs)

* Limited budget projects

4. Custom Development

What It Is: Building job board software from scratch to exact specifications.

Pros: Unlimited customization Unique features Perfect fit for your vision Competitive differentiation

Cons: Extremely expensive ($50,000-$500,000+) Long development time (6-18 months) Ongoing maintenance costs Risk of project failure Requires large budget

Best For:

* Enterprise companies

* Venture-backed startups

* Unique business models

* Those with $100K+ budgets

Essential Features to Look For

When evaluating job board software, ensure it includes these critical features:

Core Functionality (Must-Have)

1. Advanced Job Search

* Keyword search

* Location-based search (city, state, country, zip code)

* Category/industry filters

* Salary range filters

* Experience level filters

* Employment type (full-time, part-time, contract)

* Date posted filters

* Remote/on-site options

2. Job Seeker Features

* Easy registration process

* Resume builder or upload capability

* Profile creation and management

* Job application system

* Application tracking

* Saved jobs and searches

* Email job alerts

* Mobile-responsive design

3. Employer Features

* Simple job posting interface

* Job management dashboard

* Resume database access

* Applicant tracking

* Candidate messaging

* Multiple user accounts

* Analytics and reporting

* Company profile pages

4. Admin Dashboard

* User management

* Job approval/moderation

* Payment management

* Site customization tools

* Analytics and reports

* Email template editor

* Content management

Advanced Features (Nice-to-Have)

5. Monetization Tools

* Multiple pricing packages

* Featured job listings

* Resume database access fees

* Company profile upgrades

* Banner advertising management

* Job post bundles

* Subscription management

6. AI and Automation

* AI-powered resume matching

* Automated job recommendations

* Resume parsing (extracting data from documents)

* Duplicate job detection

* Auto-expiring listings

* Smart job alerts

7. Integration Capabilities

* Payment gateways (Stripe, PayPal, etc.)

* Email marketing (Mailchimp, SendGrid)

* Social media logins (Google, LinkedIn, Facebook)

* Google for Jobs integration

* Indeed/ZipRecruiter backfill

* API access for custom integrations

* Zapier connectivity

8. Marketing and SEO

* SEO-friendly URLs

* Meta tag customization

* Schema markup

* XML sitemap generation

* Social sharing tools

* Newsletter system

* Blog integration

* Analytics integration (Google Analytics)

9. Mobile Features

* Responsive design

* Mobile apps (iOS/Android)

* Mobile-optimized application process

* Push notifications

* Location-based job alerts

10. Advanced Hiring Tools

* Video interview functionality

* Online assessment/testing

* Skill-based matching

* Candidate scoring

* Background check integrations

* Reference check tools

Self-Hosted vs SaaS: Which Is Right for You?

This is the most important decision you'll make. Let's break it down:

Cost Comparison Over Time

Self-Hosted (eJobSiteSoftware Example):

* Year 1: $600 (software) + $240 (hosting) + $500 (setup) = $1,340

* Year 2: $240 (hosting) = $240

* Year 3: $240 (hosting) = $240

* Year 4: $240 (hosting) = $240

* Year 5: $240 (hosting) = $240

* 5-Year Total: $2,300

SaaS Platform (Average $99/month):

* Year 1: $1,188

* Year 2: $1,188

* Year 3: $1,188

* Year 4: $1,188

* Year 5: $1,188

* 5-Year Total: $5,940

Savings with Self-Hosted: $3,640 over 5 years

Decision Matrix

Choose Self-Hosted If:

* You have a long-term vision (3+ years)

* You want full control and ownership

* You have basic technical skills or can hire a developer

* You plan extensive customization

* You want to minimize recurring costs

* You need specific features not available in SaaS

* You're concerned about vendor dependency

* You want to white-label or resell

Choose SaaS If:

* You want to launch in 24 hours or less

* You have zero technical knowledge

* You're testing a business idea

* You prefer predictable monthly costs

* You want hands-off maintenance

* You need immediate support

* You're running a short-term project

* You value convenience over cost

Hybrid Approach

Some successful job boards start with SaaS to validate the market, then migrate to self-hosted once they reach $5K+ monthly revenue. This minimizes initial risk while preserving long-term savings.

Top Job Board Software Solutions Compared

Here's an honest comparison of leading platforms in 2025:

1. eJobSiteSoftware

Type: Self-Hosted / Open Source

Price: $600 one-time

Best For: Long-term projects, full customization

Strengths:

* One-time payment, no recurring fees

* Complete source code access

* Built-in AI resume matching

* Applicant tracking system included

* Online interview software

* Learning management system

* Job backfill/wrapping

* Free custom homepage design

* Free first-year hosting

* 500+ successful implementations

* 24-hour setup time

Limitations:

* Requires hosting (additional $20-100/month)

* Need technical knowledge for advanced customization

* You handle updates and security

Ideal Customer: Entrepreneurs, recruitment agencies, professional associations planning serious, long-term job boards with custom requirements.

ROI Timeline: Break-even in 6-12 months compared to SaaS

2. Niceboard

Type: SaaS

Price: $49-$299/month

Best For: Quick launch, non-technical users

Strengths:

* Beautiful, modern design

* Very easy to use

* Fast setup (under 1 hour)

* Great support

* Built-in SEO tools

* Multiple design templates

Limitations:

* Monthly fees add up ($588-$3,588/year)

* Limited customization

* No source code access

* Vendor lock-in

Ideal Customer: Bloggers, content creators, side hustlers wanting quick setup.

3. JBoard

Type: SaaS

Price: $79-$299/month

Best For: Established businesses

Strengths:

* Robust feature set

* Good customization options (for SaaS)

* Strong mobile experience

* Regular updates

Limitations:

* Higher monthly cost ($948-$3,588/year)

* Setup can be complex

* Learning curve

Ideal Customer: Established recruitment firms, professional associations with budget.

4. SmartJobBoard

Type: SaaS + Self-Hosted Options

Price: $99-$499/month (SaaS), $3,999+ (self-hosted)

Best For: Enterprise needs

Strengths:

* Very feature-rich

* Enterprise-grade

* Both SaaS and self-hosted available

* Strong support

Limitations:

* Expensive for small businesses

* Can be overwhelming

* Self-hosted version very costly

Ideal Customer: Large organizations, established job boards with significant traffic.

5. WordPress Plugins (WP Job Manager)

Type: Plugin

Price: Free + $0-$500 for add-ons

Best For: Adding jobs to existing WordPress site

Strengths:

* Very low cost

* Easy if you know WordPress

* Large community

Limitations:

* Limited scalability

* Performance issues

* Not feature-rich

* WordPress vulnerabilities

Ideal Customer: Bloggers, small business owners adding basic job listings.

Comparison Table

How to Choose the Right

Follow this step-by-step framework:

Step 1: Define Your Business Model

Question: What type of job board are you creating?

Niche Job Board Examples:

* Industry-specific (healthcare, IT, legal)

* Location-based (City jobs, regional boards)

* Role-specific (executive jobs, freelance work)

* Remote work boards

* Diversity hiring boards

Revenue Model:

* Employer pays to post jobs

* Job seeker pays for premium features

* Resume database access fees

* Featured listings

* Advertising revenue

* Affiliate commissions

Step 2: Assess Your Technical Capabilities

Rate yourself honestly:

Non-Technical (Choose SaaS):

* Never built a website

* Don't understand hosting/domains

* Want zero technical responsibility

* Prefer monthly payments for convenience

Basic Technical (Consider Self-Hosted):

* Have built WordPress sites

* Understand hosting basics

* Comfortable following tutorials

* Can hire developer if needed

Advanced Technical (Definitely Self-Hosted):

* PHP/MySQL knowledge

* Can customize code

* Comfortable with servers

* Want maximum control

Step 3: Calculate Your Budget

Initial Budget:

* < $500: WordPress plugins only

* $500-$1,000: Self-hosted or basic SaaS

* $1,000-$5,000: Premium SaaS or self-hosted with customization

* $5,000+: Enterprise SaaS or custom development

Monthly Operating Budget:

* $0-50: Self-hosted

* $50-200: Mid-tier SaaS

* $200-500: Premium SaaS

* $500+: Enterprise solutions

Step 4: List Must-Have Features

Create a prioritized feature list:

Critical (Must Have):

* Job posting

* Job search

* Application system

* Mobile responsive

Important (Should Have):

* Resume builder

* Email alerts

* Payment processing

* Analytics

Nice to Have:

* AI matching

* Video interviews

* Mobile apps

* Advanced integrations

Step 5: Evaluate Long-Term Vision

Short-Term (1-2 years): SaaS makes sense - test the market with minimal commitment

Medium-Term (3-5 years): Self-hosted starts making financial sense - break-even typically occurs

Long-Term (5+ years): Self-hosted offers significant savings and full control

Step 6: Consider Growth Trajectory

Small Scale (<1,000 jobs): Any solution works

Medium Scale (1,000-10,000 jobs): Need scalable solution - self-hosted or premium SaaS

Large Scale (10,000+ jobs): Require robust infrastructure - self-hosted or enterprise SaaS

Step 7: Research and Compare

Action Steps:

Step 8: Make the Decision

Red Flags to Watch For:

* No free trial or demo

* Hidden fees in fine print

* Poor customer reviews

* Unresponsive support

* Outdated technology

* No clear pricing

* Pushy sales tactics

Green Flags:

* Transparent pricing

* Active development/updates

* Strong customer testimonials

* Responsive support team

* Modern technology stack

* Clear documentation

* Active community

Implementation and Setup {#implementation}

Pre-Launch Checklist (4-6 Weeks)

Week 1: Planning

* [ ] Define job categories

* [ ] Create content strategy

* [ ] Plan site structure

* [ ] Choose domain name

* [ ] Purchase hosting (if self-hosted)

* [ ] Select job board software

* [ ] Create project timeline

Week 2-3: Setup

* [ ] Install software

* [ ] Configure basic settings

* [ ] Design homepage

* [ ] Set up payment processing

* [ ] Create email templates

* [ ] Configure job posting workflow

* [ ] Set up user registration

* [ ] Implement SSL certificate

Week 4: Content Creation

* [ ] Write About page

* [ ] Create FAQ section

* [ ] Draft pricing page

* [ ] Develop privacy policy

* [ ] Write terms of service

* [ ] Create employer resources

* [ ] Prepare blog posts

Week 5: Testing

* [ ] Test job posting process

* [ ] Test application process

* [ ] Test payment processing

* [ ] Mobile device testing

* [ ] Cross-browser testing

* [ ] Email delivery testing

* [ ] Speed optimization

* [ ] Security audit

Week 6: Pre-Launch

* [ ] Set up Google Analytics

* [ ] Configure Google Search Console

* [ ] Create social media accounts

* [ ] Prepare launch announcement

* [ ] Line up initial employers

* [ ] Seed database with jobs

* [ ] Final review

Launch Strategy

Soft Launch (Week 1-2):

* Launch with beta label

* Invite select employers

* Gather feedback

* Fix issues

* Limit marketing

Official Launch:

* Remove beta label

* Press release

* Social media campaign

* Email announcement

* Paid advertising

* Partnership outreac

Monetization Strategies {#monetization}

Primary Revenue Models

1. Job Posting Fees How It Works: Employers pay to post jobs

Pricing Models:

* Single job post: $99-$299

* 30-day posts: $149-$399

* 60-day posts: $249-$599

* Package deals: 5 posts for $599, 10 posts for $999

Pros: Simple, straightforward Cons: Seasonal fluctuations

Revenue Example: 20 job posts/month × $149 = $2,980/month

2. Subscription Plans How It Works: Unlimited posting for monthly fee

Pricing Tiers:

* Basic: $99/month (1 job at a time)

* Professional: $299/month (5 jobs at a time)

* Enterprise: $699/month (unlimited jobs)

Pros: Predictable recurring revenue Cons: Requires ongoing value demonstration

Revenue Example: 10 clients × $299 = $2,990/month

3. Featured Listings How It Works: Premium placement for additional fee

Options:

* Homepage featured spot: $99-$199

* Category featured: $49-$99

* Extended duration: $49+

* Highlighted in search: $29-$49

Pros: High margins, easy upsell Cons: Requires traffic volume

Revenue Example: 30% of posts upgrade × $99 = +$894/month (on 20 posts)

4. Resume Database Access How It Works: Employers pay to search resumes

Pricing:

* 24-hour access: $49

* 7-day access: $149

* 30-day access: $399

* Unlimited: $699-$999/month

Pros: High-value for employers Cons: Requires large candidate database

Revenue Example: 15 purchases/month × $149 = $2,235/month

5. Advertising How It Works: Display ads on your site

Options:

* Banner ads: $200-$1,000/month

* Sponsored content: $500-$2,000/post

* Email newsletter ads: $100-$500/send

* Google AdSense: Variable

Pros: Passive income Cons: Requires high traffic, can hurt UX

Revenue Example: 3 banner ads × $300 = $900/month

6. Affiliate Commissions How It Works: Promote related services

Partners:

* Background check services: 20-30% commission

* Recruitment software: $50-$500/sale

* HR services: Variable

* Indeed/ZipRecruiter: Cost-per-click

Pros: No additional work Cons: Lower margins

Revenue Optimization

Bundling Strategy: Combine services for higher average order value:

* Standard post + Featured + 60 days = $349 (vs $200 separately)

Tiered Pricing Psychology:

* Starter: $99 (decoy)

* Popular: $199 (most buy this)

* Premium: $399 (anchor)

Seasonal Pricing:

* Higher rates during peak hiring seasons

* Discounts during slow periods

* Holiday specials

Financial Projections

Conservative First-Year Forecast:

Month 1-3: (Building Phase)

* Revenue: $500/month

* Focus: Content, SEO, employer outreach

Month 4-6: (Growth Phase)

* Revenue: $2,000/month

* Added marketing spend

Month 7-9: (Scaling Phase)

* Revenue: $4,000/month

* Optimized conversion

Month 10-12: (Established Phase)

* Revenue: $6,000/month

* Year 1 Total: $30,000

Year 2 Target: $100,000 Year 3 Target: $250,000 Year 5 Target: $500,000+

Note: These are conservative estimates. Many successful niche job boards exceed these numbers.SEO and Marketing for Your Job Board {#seo-marketing}

SEO Strategy

Technical SEO:

On-Page SEO:

Content Marketing:

Link Building:

Marketing Channels

1. Employer Outreach

* Direct email to HR departments

* LinkedIn outreach

* Industry events

* Chamber of commerce

* Industry associations

2. Job Seeker Acquisition

* Social media (Facebook, LinkedIn groups)

* Campus recruiting

* Job fairs

* Online communities

* Content marketing

3. Partnerships

* Recruitment agencies

* Industry associations

* Educational institutions

* Related job boards

* Media companies

4. Paid Advertising

* Google Ads (branded keywords)

* Facebook/LinkedIn ads

* Industry publication ads

* Retargeting campaigns

* Sponsored content

5. Email Marketing

* Weekly job alerts

* Employer newsletter

* Industry insights

* Tips and resources

* Promotional campaign

Common Mistakes to Avoid {#common-mistakes}

1. Starting Too Broad

Mistake: Creating a general job board competing with Indeed Solution: Focus on a specific niche (industry, location, job type)

2. Choosing Wrong Software

Mistake: Picking based on features alone, ignoring long-term costs Solution: Evaluate total cost of ownership over 5 years

3. Neglecting Mobile Users

Mistake: Desktop-only optimization Solution: Mobile-first design (70% of job seekers use mobile)

4. Poor Job Quality

Mistake: Allowing spam, duplicate, or low-quality job posts Solution: Manual approval, quality standards, spam filters

5. No Monetization Strategy

Mistake: Making it free with no revenue plan Solution: Define pricing from day one

6. Ignoring SEO

Mistake: Launching without SEO consideration Solution: Build SEO into core strategy from start

7. Insufficient Marketing Budget

Mistake: Expecting organic growth only Solution: Allocate 20-30% of budget to marketing

8. Complicated User Experience

Mistake: Too many steps to post/apply Solution: Simplify to 3-5 steps maximum

9. No Data Analysis

Mistake: Not tracking metrics Solution: Monitor traffic, conversions, user behavior weekly

10. Giving Up Too Soon

Mistake: Quitting after 3-6 months Solution: Commit to 12-24 months minimum

Future Trends in Job Board Technology

1. AI and Machine Learning

* More accurate resume matching

* Predictive candidate scoring

* Automated interview scheduling

* Chatbot customer service

* Salary prediction algorithms

2. Video-First Recruiting

* Video job postings

* Video applications

* Pre-recorded video interviews

* Live video screening

* Virtual job fairs

3. Skills-Based Hiring

* Moving beyond traditional resumes

* Skills assessments integration

* Micro-credentials recognition

* Portfolio showcases

* Project-based evaluation

4. Blockchain for Verification

* Credential verification

* Work history authentication

* Reference checking

* Background verification

* Payment processing

5. Voice Search Optimization

* Voice-activated job search

* Audio job descriptions

* Podcast integration

* Smart speaker compatibility

6. Augmented Reality

* Virtual office tours

* Job shadowing experiences

* Training simulations

* Cultural fit assessment

7. Gig Economy Integration

* Freelance job matching

* Project-based hiring

* Flexible work arrangements

* Multiple income streams

8. Increased Personalization

* Individual job recommendations

* Custom search results

* Personalized email timing

* Behavior-based suggestions

Conclusion

Choosing the right job board software is a critical decision that will impact your business for years to come. Whether you opt for a self-hosted solution like eJobSiteSoftware with its one-time $600 payment and complete control, or a convenient SaaS platform with monthly fees and hands-off maintenance, the key is aligning the software with your business goals, technical capabilities, and budget. more

Sam Carroway


Career development 2d
Has anyone dealt with this before? Can you give me some advice? We’re going to have a Christmas office party and everyone has to come up with a fun game called “Make Boss Laugh”. I really don’t like these kinds of events, especially making people laugh. Honestly, I’d rather not go at all, but I know that would look bad for my reputation and career. Can you suggest a game that’s fun but still... appropriate? Thanks!

 more

  • ben odek

    19h

    Is it in your JD

  • Raul Irizarry

    1d

    Twerk pong competition between the HR Staffers..Your Welcome

    1
Load more...

Career development

 1d

Combination Format CV Creation


I'd like a professional-looking CV built from the ground up in a combination format that blends my work chronology with a clear, skills-driven summary. I'll supply you with my current résumé, job targets, and any missing dates or metrics; you'll reorganise the content, tighten the language, and present it in a clean, modern layout that can pass ATS scans yet still read well to a human hiring... manager. Please handle everything from headline wording and keyword optimisation to precise section ordering typical of a combination style. Once the draft is ready, I'd appreciate both an editable DOCX file and a print-ready PDF, plus one revision round for any small tweaks after I review. If you have experience tailoring CVs for multiple industries, even better -- I may ask for slight adjustments depending on the roles I target. more

Career development

 1d

La Belle & la Bête, ou la stratégie de sécurité nationale américaine décryptée par Pepe Escobar - Afrique Asie


L'alliance OTAN/UE n'est qu'une nuisance, comme des punaises de lit dans un hôtel 5 étoiles. Pourtant, ce sont les Euro-chihuahuas qui doivent payer, payer & payer encore. Sinon, l'Empire les punira.

Par Pepe Escobar

FLORENCE, Italie - La nouvelle stratégie de sécurité nationale des États-Unis, version décembre 2025, est une bête hybride fascinante et décalée, digne d'un tableau de Bosch. Et... elle est tout sauf ce qu'elle semble être.

Une vague de gros titres dans un Occident déboussolé s'est concentrée sur une prétendue dynamique de normalisation entre Washington et Moscou. Mais ce n'est pas le sujet principal de la NSS.

Pour commencer, quel Centaure a bien pu concevoir la Bête NSS ? Trump ? Peu probable. Pas le secrétaire aux guerres éternelles, ce pantin clownesque. Ni Marco Rubio, à peine capable de pointer du doigt autre chose que le Venezuela et Cuba sur une carte. Alors, qui en est donc l'auteur ?

Le feu qui brûle dans le ventre de la Bête NSS concerne le partenariat stratégique entre la Russie et la Chine, que l'on cherche à saboter à tout prix. Trump et les anciennes classes dirigeantes américaines ont peut-être finalement conclu qu'il était inutile d'investir dans une guerre frontale contre deux concurrents stratégiquement alliés, la Russie et la Chine. On en revient donc, une fois de plus, à la stratégie "diviser pour régner", et pour tous les autres, à la stratégie du "pillage".

La NSS offre apparemment à Moscou une série de carottes géoéconomiques et géopolitiques, tout en intégrant méticuleusement des contreparties sous des formes hybrides, susceptibles de provoquer la fragmentation de l'élite russe en la réintégrant dans le marché et les

"valeurs" américains, ou de plonger la Fédération de Russie dans des "tensions" ethniques, dans le cadre d'une cyberguerre coordonnée.

Rien ne garantit toutefois que l'équipe Trump 2.0 soit suffisamment ingénieuse pour y parvenir. En résumé, et en langage non diplomatique, il serait question d'"isoler" à nouveau Moscou tout en "contenant" la Chine. Mais ni Moscou ni Pékin ne se laisseront prendre au piège.

Ce qui est clair jusqu'à présent, c'est que l'éthique de la guerre éternelle prévaut toujours avec la nouvelle NSS. Mais elle a désormais changé de nom : les guerres seront principalement hybrides, indirectes et peu coûteuses.

Bienvenue dans la multipolarité contrôlée !

Même en réduisant la NSS à un simple récit parmi d'autres -- l'Empire du chaos excellant dans l'art de la narration -- , des changements rhétoriques substantiels semblent être en cours. L'ancienne "nation indispensable" n'est plus présentée comme le Robocop mondial imposant son hégémonie, mais comme un Robocop régional dans des zones spécifiques (principalement l'hémisphère occidental). L'Europe et l'Asie occidentale sont reléguées au rang de priorités de second ordre.

Pour aggraver ce changement pragmatique de realpolitik, l'empire est désormais, du moins en théorie, présenté comme non idéologique. Les "autocraties" sont acceptables, pourvu qu'elles jouent le jeu impérial. C'est désormais au tour des chihuahuas de l'UE d'être qualifiés d'"antidémocratiques". Trump 2.0 soutiendra une série de partis européens "patriotiques", provoquant sans doute quelques arrêts cardiaques dans la sphère vassale de Bruxelles.

La NSS présente également sa propre vision du monde multipolaire. Appelons cela la multipolarité contrôlée : le Japon "contrôle" l'Asie de l'Est et les vassaux israélo-arabes "contrôlent" l'Asie occidentale via les accords d'Abraham, avec la "lutte contre le terrorisme" imposée par les monarchies pétrolières corrompues du Golfe. Dans les deux cas, l'Empire du chaos tirera les ficelles en coulisses.

L'OTAN a été reléguée, à toutes fins pratiques, au rang de simple figurante. L'Empire monopolise tout : armes, distribution de fonds et garanties nucléaires. Les vassaux doivent s'adapter à toutes les exigences impériales, notamment en consacrant 5 % de leurs pitoyables budgets à l'achat d'armements.

L'OTAN ne s'étendra plus : après tout, les véritables priorités sont l'hémisphère occidental et l'"Indo-Pacifique", une expression floue et mal adaptée à la région Asie-Pacifique.

L'alliance OTAN/UE est désormais au mieux une nuisance, comme des punaises de lit dans un hôtel cinq étoiles. Même avec l'article 5 et le parapluie nucléaire toujours en place. Pourtant, ce sont les Euro-chihuahuas qui doivent payer, payer et payer encore. Sinon, l'Empire les punira.

Le Sud global/la majorité mondiale peut à peine cacher son impatience à l'idée que la Russie scellera la défaite stratégique définitive de l'Occident collectif sur le sol noir de Novorossia.

En un sens, la NSS anticipe déjà ce jour avec un nouveau discours indiquant clairement que l'Empire est déjà passé à autre chose.

Contenir de nouveau la Chine

Selon la NSS, l'Amérique latine, comme l'hémisphère occidental, sera soumise à une pression maximale, réaffirmant ainsi explicitement un "corollaire Trump" à la doctrine Monroe. L'Empire veut récupérer son arrière-cour dans toute son étendue afin de pouvoir la piller efficacement.

Cette stratégie concerne les ressources naturelles et s'applique au Venezuela, à la Colombie, mais aussi, de manière inquiétante, au Brésil et au Mexique. Les "rivaux non hémisphériques", comme la Chine, seront "mis en échec". Une fois encore, une guerre hybride est en cours.

Le discours de la NSS fait de son mieux pour masquer son obsession pour la Chine. Mais le masque tombe lorsqu'il évoque les "premières chaînes d'îles" :

"Nous mettrons sur pied une armée capable de repousser toute agression, n'importe où sur la première chaîne d'îles. Mais l'armée américaine ne peut et ne devra pas agir seule. Nos alliés doivent se mobiliser, dépenser, et surtout agir davantage pour la défense collective".

En d'autres termes, la "première chaîne d'îles", qui s'étend des îles Kouriles en Russie jusqu'aux Philippines et à Bornéo en passant par Okinawa et Taïwan, sera l'épicentre de la militarisation en Asie-Pacifique. La NSS présente cette stratégie d'encerclement de type guerre froide comme un bouclier de protection. La Chine ne se laissera pas berner : cette stratégie n'est autre qu'une intensification de la politique d'endiguement de la Chine dans la région.

Pékin est-il impressionné ? Pas vraiment. D'autant que l'excédent commercial de la Chine a pour la première fois dépassé les 1 000 milliards de dollars, malgré la baisse des exportations vers les États-Unis due aux hausses tarifaires de Trump. La Chine veut faire du commerce, pas de l'endiguement.

Retour au Chihuahuestan. Le monde entier sait désormais que l'UE et l'OTAN se préparent à entrer en guerre contre la Russie avant 2030, voire dès l'année prochaine. Elles envisagent même une attaque préventive contre la première puissance nucléaire et hypersonique mondiale.

Cependant, bien loin du comique de situation inhérent au suicide politique au ralenti de l'Europe, les États-Unis et leur vassal japonais, dans la vraie vie, ont refusé de se joindre à l'obsession européenne de vol pur et simple des fonds russes.

L'effondrement de l'UE, une entité artificielle dès sa création, est aussi inévitable que la mort et les impôts. Les perspectives sont sombres : portes claquées façon Brexit à répétition, une zone euro ingouvernable, des fuites de capitaux en masse, des rendements obligataires en constante hausse, une dette publique intenable, l'effondrement du marché unique, une paralysie institutionnelle et la perte totale, irréversible et définitive du peu de légitimité dont l'UE a jamais pu se prévaloir.

Un livre récemment publié en Italie par une jeune économiste, Gabrielle Guzzi, en dit long dès le titre : Eurosuicidio. Spengler a fait remarquer que toute civilisation est vouée à disparaître tôt ou tard, et le projet européen actuel pourrait bien marquer le chant du cygne -- politique, militaire et spirituel -- d'une zone géographique, la péninsule italienne, jouant son dernier rôle dans l'Histoire, après n'avoir rien appris de ses deux précédentes tentatives de suicide, la Première et la Seconde Guerre mondiale.

L'Empire s'en soucie-t-il ? Aucunement. La Belle expire tandis que la Bête poursuit sa route.

Pepe Escobar

Traduit par Spirit of Free Speech more

Career development

 1d

I applied for 900 jobs after being laid off at 62. AI made the search even harder.


He says AI might be helping recruiters, but it's causing good candidates to be overlooked.

This story is based on a conversation with Jim Herrington, 62, from Suffolk, UK. It has been edited for length and clarity.

When I was made redundant from my electronics marketing job in 2024 after the company downsized, the last thing I expected was that I would end up applying for 900 jobs before finally... landing a new one.

I put everything I had into my job search. I created tailored résumés, cover letters, and even presentations for individual roles -- without using AI -- and contacted employers directly, while also attending physical events to meet new contacts.

I treated each day like a workday -- often starting at 8 a.m. to search through job boards, then methodically selecting which roles to apply for based on relevance, industry, and location. I even sent my résumé to some trusted peers for feedback and refinement. I was also open about being happy to commute to an office up to an hour from where I live - in my early career, I would drive thousands of miles a year for work.

Throughout this entire process, my motivation and confidence took a significant hit, particularly due to the frustration of conflicting feedback. Some bosses wanted experience in their industry, while others were open to people from other fields. Some were open to senior marketers, yet others told me I was overqualified.

The feedback that I often got was, "You'd be bored in this job", but given my age, I think they were trying to say that they thought I was too old, rather than value my 40-plus years of experience, the awards I've won, and the teaching work I've done.

While AI may be helping companies streamline their recruitment processes, I believe it's actually causing more problems. Getting all the right buzzwords into your résumé and cover letter to get past AI screening tests seems to have become more important than whether someone is actually a good fit.

Now, with some companies even starting to use AI video interviews, that's only going to add to that mistrust and cause employers to ruin their reputation among candidates. Because if a business hasn't got the time or courtesy to speak to me themselves, then I'm just not interested.

In an interview, there would be so much that an AI could not possibly experience. To me, it shows a total lack of respect for the candidate who has taken the time and energy to apply.

But the problem is more complex than simply a tough market or lazy applicants who are using AI. In my experience, many employers simply lack clarity in what they're looking for.

When they don't list exactly what they are looking for, it's very difficult. If they want experience, then they need to say it. If you're looking for somebody who can bring fresh ideas and a new approach, then they need to say it. It is especially unhelpful when salaries aren't listed.

Instead of applying for 900 jobs, I could have applied for 100, because I would have known with 800 of them that I would have been wasting a lot of effort, as I would have had a better sense that I was overqualified for most of them. But a lot of job specs weren't written properly and didn't show everything they were looking for.

Finally, in December 2024, I was appointed as marketing director of Omega Diagnostics, a health testing company. They called me the day after I applied and said, "Wow, you have a great résumé. Can we talk to you?"

When you do 900 job applications, you start to question yourself, and you think, "Am I actually that good?" And you build up resilience.

For them, my seniority was a significant advantage, but they also appreciated the fact that I had been successful in other industries and could bring a fresh perspective.

So, finally, it has turned out well. I'm well paid. It's relatively local. It's an industry where there is a lot of change and a lot of activity. It's an industry that actually has a positive outcome on people's lives. I'm really happy that I can personally recommend something that I'm doing for work that will make a difference. more

Career development

 1d

Reducing Employee Burnout and Attrition: Strategies for creating workplaces where people can do their best work, and stay...


- Implementing flexible work arrangements can significantly enhance employee well-being and reduce burnout.

- Providing comprehensive support systems, including mental health resources and career development opportunities, fosters a positive work environment.

- Regularly measuring and addressing employee engagement and satisfaction are crucial for retaining top talent.

Understanding the Impact... of Burnout and Attrition

Workplace burnout and staff attrition are challenges that no modern organization can afford to ignore. Burnout, presenting as ongoing stress, mental fatigue, and waning enthusiasm, erodes individual productivity and organizational effectiveness. Attrition, defined as the gradual reduction of employees in a workforce, often follows when burnout and dissatisfaction are not actively addressed. When businesses proactively understand factors such as stress sources, support gaps, or organizational culture, they can better influence their attrition rate and build a more substantial employee experience.

The consequences can be severe: higher turnover costs, lost institutional knowledge, and an increased workload for remaining staff, all of which negatively impact morale and organizational culture. In competitive industries, attrition lessens your ability to innovate and maintain service standards, making it critical to pinpoint why employees disengage and leave.

Employee well-being isn't just a moral imperative -- it also drives productivity and resilience. Research by the American Psychological Association indicates that organizations prioritizing mental health tend to have more loyal, productive, and innovative staff. By taking steps to minimize burnout and attrition, leaders foster a healthier and more dynamic workplace.

Practical strategies to mitigate burnout and lower attrition range from rethinking how, when, and where people work to providing access to resources and support. Long-term solutions require organizations to address employee needs holistically, integrating flexibility, autonomy, and growth opportunities with practical resource support.

Implementing Flexible Work Arrangements

Adopting flexible working schedules -- such as remote work options, job sharing, or flex hours -- is among the most impactful tactics for reducing burnout. According to a recent Gallup poll, 76% of employees believe hybrid work models lead to improved work-life balance, which in turn fuels higher job satisfaction and lower stress levels. When employees have the freedom to structure their workdays, they can better harmonize job responsibilities and personal lives.

Remote work, compressed workweeks, and flexible start times empower staff to work during their most productive hours and adjust for individual needs. These adjustments can prevent chronic overwork and allow for much-needed downtime, especially for those managing caregiving responsibilities or other life priorities. Companies such as Microsoft and Salesforce have reported measurable reductions in turnover after rolling out these policies.

Providing Comprehensive Support Systems

Effective well-being strategies extend beyond superficial benefits. Organizations committed to reducing burnout must ensure that employees have access to mental health resources, counseling, and comprehensive career development opportunities. A study in the Harvard Business Review notes that employees want both the resources to manage stress and clear opportunities to advance professionally.

This means offering employee assistance programs (EAPs), mental health days, and robust learning and development initiatives. Clear internal pathways for advancement are crucial; when staff see opportunities for growth and support from their managers, they remain engaged and motivated. Companies that facilitate professional development and mentoring programs report stronger retention and overall employee well-being.

Encouraging Regular Breaks and Downtime

Organizations must not overlook the restorative power of regular breaks. Studies have consistently shown that taking short, frequent breaks bolsters focus and helps employees return to work refreshed. Designating relaxation spaces, supporting short walks, or encouraging "email-free" windows demonstrates that leaders value employee wellness as much as productivity.

According to The New York Times, breaks help disrupt the buildup of stress, staving off chronic exhaustion and disengagement. Simple changes, such as structured lunch hours or scheduled screen breaks, contribute meaningfully to mental health, yielding compelling results for organizational effectiveness.

Measuring and Addressing Employee Engagement

Without ongoing measurement, it isn't easy to know where efforts are -- and aren't -- working. Regular engagement surveys and feedback forums provide critical insight into employee morale, satisfaction, and intent to stay. Proactive organizations use these tools not only to identify problems, but also to shape policies that better reflect the needs expressed by their teams.

Involving employees in the development of workplace solutions creates a sense of ownership and partnership. As organizations act on feedback, they not only resolve pain points but also foster a culture of trust and ongoing improvement. Effective engagement strategies help ensure your workforce remains motivated and loyal, driving long-term organizational success.

Fostering a Culture of Recognition and Appreciation

Consistently recognizing employee contributions is a significant factor in reducing burnout and retaining talent. Appreciation initiatives might include public acknowledgments, peer recognition platforms, or tangible rewards for achievements. As featured in Forbes, organizations that actively cultivate gratitude report substantial improvements in morale, camaraderie, and individual fulfillment.

When staff are valued and celebrated, they're far more likely to be engaged and resilient -- even during stressful periods. Building a robust recognition culture is a cost-effective way to reinforce positive behaviors and foster loyalty. among employees

Enhancing Predictability of Schedules

Unpredictable schedules are among the leading causes of stress for frontline and hourly employees. By committing to advance scheduling (ideally two weeks or more) and minimizing last-minute changes, organizations can reduce anxiety and enable staff to plan their personal and family lives more effectively. Research published by the Economic Policy Institute highlighted a strong link between schedule stability and reduced turnover, especially among blue-collar workers.

Implementing technology-driven scheduling platforms and clear communication protocols can help ensure every worker feels respected and empowered. Over time, these changes support retention and cultivate a stable, contented workforce.

Investing in Leadership Training

The role of a manager or team leader is integral to preventing burnout and attrition. Organizations must provide leaders with training focused on empathy, stress management, and proactive communication. Well-equipped managers can quickly spot early signs of burnout, initiate supportive conversations, and connect staff with appropriate resources.

Comprehensive leadership development goes beyond technical skills and policies -- it should instill a culture of care, inclusion, and openness. When leaders serve not only as supervisors but also as supportive mentors, employees are more likely to stay engaged, motivated, and committed in the long term.

Conclusion

Reducing employee burnout and attrition is a multifaceted endeavor. By integrating flexible work policies, comprehensive support resources, ongoing engagement initiatives, recognition programs, predictable scheduling, and investing in emotionally intelligent leadership, organizations can significantly improve workplace satisfaction and retention.

Prioritizing these strategies ensures not only a more resilient and engaged workforce but also positions the business for enduring success in the face of evolving workplace challenges. more

Career development

 1d

Job seekers in 2025 faced a Great Frustration: never-ending applications, ghosting after interviews, and losing hope


AI screening résumés, employers going silent after interviews -- it's all part of the Great Frustration.

Business Insider spoke with dozens of job seekers across generations in 2025, some of whom have been unemployed for more than a year.

They voiced a wide range of frustrations about their searches -- including slow hiring timelines, so-called "ghost jobs," suspected ageism, employers going... silent midway through the process, overwhelming competition for each role, and the belief that AI filters are often screening their résumés before a human ever sees them.

Their job-finding journeys come at a time when employers are hiring at one of the lowest rates since 2013.

Whether the job seekers blame AI, corporate efficiency pushes, or broader economic uncertainty, they say it all adds up to a deluge of applications and a dearth of job offers. Still, through the frustration, they've also found ways to cope and connect with a community of fellow job seekers.

"I believe the hiring system is broken," said Matthew English, who's been looking for full-time work since October 2024 after a decadeslong career in accounting. Despite applying for hundreds of jobs -- from accounting roles to the Chick-fil-A cow mascot -- he's been unable to secure a full-time offer. He said he's burned through much of his savings, and that last Christmas, he couldn't afford to buy gifts for his family.

"I have about drained my life's savings," said English, who is in his 60s and lives in Alabama. "Money that you're expecting to use in retirement is now being used to survive."

window.addEventListener("message",function(a){if(void 0!==a.data["datawrapper-height"]){var e=document.querySelectorAll("iframe");for(var t in a.data["datawrapper-height"])for(var r,i=0;r=e[i];i++)if(r.contentWindow===a.source){var d=a.data["datawrapper-height"][t]+"px";r.style.height=d}}});

The New York Fed regularly asks people to estimate the likelihood that, if they lost their job today, they'd be able to find a new one in the next three months. In August 2025, that average probability dropped to its lowest level since the survey began in 2013 -- and has only recovered slightly in the months since.

Kory Kantenga, the head of economics for the Americas at LinkedIn, said 2025's labor market had "low momentum."

"The cumulative effect of three years of slowdown -- it's completely understandable why they feel like this might be the worst labor market they've ever been in," Kantenga said.

Throughout the year, Business Insider has spoken with people who've worked at some of the world's most high-profile companies and found themselves at a corporate crossroads -- whether due to a layoff, resignation, job search, or shifting workplace expectations.

Share your story by emailing [email protected] or [email protected]. Read more on the topic:

Hilary Nordland began looking for work after being laid off from her marketing role in July 2024. To help pay the bills, she said she started donating plasma and drew on her retirement savings.

Nordland, who's in her 50s and lives in Minnesota, said one of the most frustrating parts of her job search has been landing interviews -- only to have opportunities fall through for unexpected reasons. She said she's had interviews canceled the same day they were scheduled because the role was suddenly put on hold or filled internally. On one occasion, she said, an HR representative told her she'd be a great fit -- but the rep was fired before they could schedule the interview.

"This job market is terrifying," she said. "It's a black hole that makes you question everything -- and I don't see a clear path through."

US employers have announced 1.17 million job cuts so far in 2025, the most since 2020. While the unemployment rate remains relatively low by historical standards, it has risen to its highest level since 2021, when the economy was still recovering from pandemic-related disruptions.

High demand for jobs -- combined with the rise of AI-assisted applications -- has contributed to an influx of submissions for open roles, making it harder for qualified candidates to stand out. Last quarter, the average job posting received 242 applications, nearly three times the number in 2017, according to data from Greenhouse, a hiring software provider.

Aaron Terrazas, an independent economist, said job seekers' frustration with this year's labor market was justified.

"Just because the aggregate jobs data look stable, steady, slowing but stable, doesn't mean that it hasn't been very difficult for some people," Terrazas said.

Heather Driscoll began looking for a healthcare management job after being laid off last year. She said she's struggled to pay the bills and had to draw on her 401(k).

"The amount of time, research, enthusiasm -- the dressing up, hair, makeup -- just to sit on a Zoom call and get no feedback or rejection, is insane," she said.

Driscoll, who's in her 50s and lives in Colorado, said she has reached the final interview round multiple times but has been unable to secure an offer. She suspects that ageism and sexism could be working against her.

A challenging job market has forced some job seekers to confront the possibility that their goals and aspirations may be out of reach.

At age 40, Kenneth Ferraro quit his job as a truck driver to pursue a bachelor's degree in political science at New York University. He hoped it would set him up for a career in public service -- but after struggling to find work, he returned to trucking last year. He said he's stuck with more than $100,000 in student debt.

While having a college degree improved his credentials, Ferraro said he thought his age had held him back in the job market.

He recalled applying for an entry-level government position that seemed like a good fit. The early stages of the interview process felt promising, but he said things shifted after the in-person interview -- and he suspects his age was a factor.

"As soon as the hiring manager saw me, his whole demeanor changed," Ferraro said. "He ran through the questions and never truly engaged with me."

Solomon Jones hoped that earning a college degree would open doors. After earning his bachelor's degree in sports communication in May, he struggled to find employment. Jones said that some of the sports communications job postings he'd come across had attracted more than 1,000 applicants.

"The goal is to obviously get a job in the sports industry, but realistically, I know that life isn't fair," said Jones, who's in his 20s and lives in New Jersey. "So at this point, I'm just trying to find a job, period."

Some job seekers Business Insider spoke with have leaned on others -- including friends, family, professional contacts, and fellow job seekers -- for support and solidarity during their job searches.

After being laid off by Microsoft in May, Ian Carter struggled to find a new job. He switched to a month-to-month lease on his Redmond, Washington, apartment, but eventually moved to Florida to save money by living with family while continuing his search.

Carter said he's connected with others who've lost their jobs and visits the private "MSFT Survivors" Facebook group, which includes people who've been laid off throughout Microsoft's history.

"Layoffs kind of affect people mentally," said Carter, who's in his 30s. "I've reached out to people so we can be each other's support system."

In July, Sriram Ramkrishna was laid off by Intel for the second time. On his last official day with the company, his wife also lost her job. When he learned the news, his mindset shifted from "I'll find a job when I can" to "I'd better find a job."

But over the past few months, he's struggled to make much headway. Ramkrishna said one of the things keeping him going is the support of his former Intel colleagues, who also lost their jobs.

"Many of us have been helping each other with our job searches -- sharing opportunities and offering support," said Ramkrishna, who's in his 50s and lives in Portland, Oregon. "It feels like we're all looking out for each other."

Chris Martin, lead researcher at Glassdoor, said uncertainty helped drive this year's low-fire, low-hire job market, such as businesses navigating the effects of tariffs and AI. Terrazas, the independent economist, doesn't think uncertainty will fully fade next year, but said employers won't be facing the initial shock of policy changes from a new administration.

Most job seekers can't afford to put their searches on hold until conditions improve. Despite the challenges, some have managed to break through.

When Alexander Valen was laid off from his project manager role at Accenture, he was initially optimistic that his more than two decades of experience would help him land a new job. But after nearly two years of job searching -- and falling behind on his mortgage -- that optimism had vanished. Valen, who's in his 50s and lives in Florida, said he and his wife, a stay-at-home mom, relied on DoorDash earnings, unemployment benefits, and help from family to get by.

But a few months ago, someone in his network recommended he explore roles at the freelance platform Toptal. Valen applied for a project manager role, went through the interview process, and landed the position, which he said fell within the $80 to $100 an hour compensation range he'd been targeting.

Valen's top advice for other job seekers: Reframe how you view the process -- and lean on others along the way.

"The search becomes far less discouraging when you treat it as an opportunity to grow rather than a verdict on your worth," he said. "And in a market this competitive, networking isn't optional -- it's the force multiplier that ultimately led me to my role."

Read the original article on Business Insider more