Berta Harkness


Career development 1d
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
2   

  • Michelle Willis

    1d

    They do not understand what it means to work at home. We always had a requirement that our work from home staff had alternate child care arrangements.... Does your work have any policies? 2.5 is a tough age to keep out of trouble.  more

  • TAHIYA NAKAZIBWE

    1d

    Never accept for someone to look after your child when you are still alive. Just get a nanny and watch him from your home.

Load more...

Jina Langley


Career development 8h
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

  • Salihu Bashir

    4h

    Explain to your family that you really need to grow in your job, and the rise in the pay will help you take very good care of your family needs and... will as well help increase your savings. I sincerely believe these are enough reasons to clamor for the change of job you are currently doing!
    Stay blessed!      more

Jane Tilden


Career development 2d
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

2   

  • EMAGALIT CHARLES

    6h

    It's up to you to create your own world.

  • Bill A

    10h

    He is just being over protective. I believe you should work and see how the real world is.

Load more...

Career development

 1mo

I'm in my 40s and on my third career change. I got rejected from 83 jobs last month but I'm not losing hope.


In September I applied to over 80 jobs and didn't get any job offers.

In September, I applied to 83 jobs -- and got ghosted or rejected by every single one.

While I've been working since 2000 in different industries, I'm starting a new career following my passion in design. I have an internship, but need a full time job to cover the bills.

Job hunting at 43 has become a full-time hustle -- and... a brutal reminder that starting over never gets easier, no matter how many times you do it.

I was a bartender for 15 years before becoming a doula around 2015, diving into birth, postpartum, and end-of-life work and education. That work was deeply fulfilling. I supported people through life's most vulnerable moments, but the financial instability and long overnight shifts took their toll after nearly a decade.

When the pandemic hit New York City in 2020, doulas were temporarily banned from hospitals. Suddenly, I had time to reimagine what I wanted next. I'd always loved technology and computer science but figured that without a bachelor's degree, that dream wasn't for me.

But something shifted during the pandemic. My mindset changed from "Maybe someday" to "it's now or never."

I started doing things that scared me: trying pole dancing, saying no without guilt, and pursuing a career that many would say I wasn't "qualified" for.

Fast forward to November 2022, I enrolled in Springboard's UX/UI Design Career Track. I felt it in my gut, this was the right move. But I also knew I needed to make a financial shift from being an independent contractor (as a doula) to earning steady hourly pay. I transitioned into studio management and slowly began planning my exit from birth work.

By 2024, I had fully retired from my doula career. Working hourly jobs brought new challenges, but I learned how to advocate for myself, negotiate raises, and apply both soft and technical skills to every new role. I've now changed paid positions three times not because I'm inconsistent, but because I've fought for growth, for better pay, and for opportunities to use my design and management skills.

In September 2025, I made it my mission to apply to at least three companies every night. My résumé looked strong, my portfolio was solid for my level of experience, and my determination was unshakable.

Still, the rejections piled up. Eighty-three applications later, I hadn't received a single interview. Not one.

What I find most disturbing about this product design job-hunting saga is that I've applied to nearly a hundred positions and have nothing to show for it.

Making a career change in 2025 shouldn't feel this impossible.

I have close friends in tech, engineers and product designers, who remind me that breaking in takes time, persistence, and resilience. I've experienced this wave of disappointment before: when I became a bartender, when I transitioned to being a doula, and now as a product designer. Each time, I started from scratch, built new skills, and found my footing.

Right now, I'm working as an executive assistant, a role that combines many of the skills I've developed over the years: empathy, organization, communication, and creative problem-solving. And I'm still designing part-time at 5wins, staying connected to the craft and community that remind me why I chose this path in the first place.

The truth is, rejection still stings. But I've learned that every "no" brings me closer to the right "yes." Reinvention isn't easy, it takes courage, grit, and the ability to rebuild your sense of worth again and again. I may be on my third career change, but I'm far from done. more
17   

  • Sheila Milburn

    20
    1mo

    Have you asked those at your internship if they know of any paid internships. Also, from reading your post it seems you are all over the place. I... would be asking if you were in Manage-ment, health, administration or
    design? Potential employers may be thinking you won't stay long or are indecisive. Try to find a common theme (word) or 3 from the job description that you can highlight throughout the
    job write-ups in your resume. Like: creative, Manage. Customer service. Then update your application to highlight those attributes. Goodluck      more

  • Rebecca Erinah

    2
    1mo

    Let me stop loosing hope it's now 4 years without working ever since my grad

    1
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   

  • JENNER KAKURU

    13h

    Does your JD have any other duties, if not your boss should be paying outside his pocked for additional duties or raise an issue to your HR,

  • James Anderson

    1d

    If you weren’t aware this situation could arise, you should have been. Now it’s awkward for you, the greedy person and your boss. How you resolve this... now, after the fact, will determine whether or not you remain employed. The problem is further exacerbated by you actually performing the requests presented to you. I see only one way out: continue on as though nothing is out of the ordinary- you are merely doing your job. As for pay, I’m not sure how you are paid, either hourly or salaried. If hourly, it’s easy- simply present your hours to accounting. If salaried, also easy- refuse to work only the hours you are salaried for. Either of these choices will bring the issue to the person who can resolve it- the Boss. more

Load more...

Career development

 14h

Michigan Navigates Coaching Search Where Narrative Shapes Reality


Coaching searches are never just about résumés and win-loss records. They are about narratives -- who's rising, who's falling, who belongs, who doesn't -- and at Michigan, those stories are louder than usual. In the wake of recent scandals, the abrupt firing and arrest of Sherrone Moore, and the ever-present scrutiny surrounding athletic director Warde Manuel's long-term job security, Michigan... finds itself navigating not just a football decision, but a reputational one. The Wolverines are searching for their next head coach under a national microscope that has little patience for nuance and even less interest in institutional context. more

Career development

 16h

Tailored Malay Descriptions Needed


I have a short write-up in Malay that must be reshaped to suit three possible contexts -- school assignments, résumés, or job interviews. I will tell you which setting I need each time, and I expect you to adjust the tone, structure, and vocabulary so the piece feels perfectly natural for that specific reader. Here is what I need from you: * A clear, engaging version of my original text, refined... for the chosen context without altering its core message. * Polished Malay that reads as if it were crafted natively, free of spelling or grammatical slips. * Quick turnaround; once I deliver the base text and name the target audience, I'd like the finished paragraph back within 24 hours. If you are comfortable switching registers -- from academic explanation for a teacher, to concise impact statements for a hiring manager -- let's get started. more

Career development

 18h

Resume Overhaul After Name Change


I have just taken a new last name through marriage and need an experienced HR-minded résumé specialist to help me relaunch my professional profile under this name. Beyond a simple header swap, the document needs strategic pruning and restructuring: * Work History - I want guidance on whether to shorten, merge, or remove older positions so the story reads cleanly while still showcasing progression... across several career levels. * Skills - Some competencies must be re-grouped or re-named to match current market language and modern ATS scans. * Education - Dates, certifications, and the new name have to align so background checks and LinkedIn stay consistent. Please shape the content, wording, and layout so the final résumé feels fresh, concise, and immediately relevant to today's recruiters, without revealing the former surname. Deliverable: a polished, editable résumé (DOCX and PDF) plus brief notes explaining the rationale behind each major change so I can maintain the document confidently in the future. more

Career development

 20h

Multi Skilled Engineer (Mech Biased) Job In Essex


Our client is a leading food manufacturing business, supplying into a range of retailers wholesalers. We're working in partnership to assist them in recruiting a Multi Skilled Engineer (Mech Bias) to join their Engineering team. This is a fantastic opportunity to join a business who are investing heavily and growing. They can offer genuine career development and progression.

Role Purpose:

To... provide Engineering resource in carrying out planned and reactive maintenance activities to minimise downtime and reduce quality issues. To strive towards Continuous improvement of machinery equipment and ways of working in line with the business strategy.

Mechanical Bias ideally... you'll need to have similar food or FMCG experience. All experience considered as full machine and product training given, along with an in-depth on-boarding programme. The company will also fund further engineering training / courses as required.

Hours / Shifts:

Early & Late rotating shift pattern

Monday to Friday - 6am-2.15pm / 2pm-10.15pm

Overtime is available

Fantastic benefits including Bonus scheme, matched Private Pension, 25 days Holiday + BH's, Medical cash plan

Multi Skilled Engineer - Summary of core responsibilities:

Required skills & experience:

Ideally Mech Bias, but Multi skilled. This role would be perfect for an engineer who is happy to be hands-on, but also carry out machine condition monitoring, asset care management & project work. Strong mechanical fault finding & repairs skills - hydraulics, gearboxes, bearings, shafts, drives. NVQ Level 3 / ONC / HNC Engineering more

Career development

 21h

Why India's educated youth is losing its footing in the job market - The Times of India


A promise of a glorious future was sold to Indian minds for a long time. If you study hard and secure an elite degree, the market will take care of the rest. All they imagined was getting that degree framed, and the job opportunities would grab them in the cocoon. However, that very promise seems to crack and fray. Not only at the margins but at the very centre of the country's professional... class.A new survey by Blind, the anonymous community app for professionals, lays bare a discomfort many whisper about but rarely confront publicly. According to responses from 1,023 college-educated professionals surveyed between December 8 and 17, 2025, as many as 83% said they either struggled personally to find a job in the past year or knew someone with a degree who did. This is not a story of dropouts or the underqualified. It is a reckoning among the educated.The numbers puncture a long-held myth: That elite education insulates graduates from economic turbulence. More than 70% of Indian professionals on Blind are graduates of Tier 1 or Tier 2 institutions, based on a separate Blind survey. Yet the distress runs deep even here, among those once considered safest from market volatility.This is what makes the moment unsettling. These are professionals who did everything right, cleared competitive exams, graduated from reputable colleges, built résumés designed to withstand scrutiny. And still, stability has become obsolete. The corporate ladder that promised growth seems to have lost its golden rungs.The past year was dark; 2026 is expected to offer light at the end of tunnel. When asked about their prospects should they leave their current jobs, 63% of respondents said finding a new role would be difficult. Confidence, once a defining trait of India's upwardly mobile workforce, appears to be in retreat.Only 5% believed they could easily secure a new position with higher pay. The rest anticipated compromise, either prolonged job searches or acceptance of roles that offer equal or lower compensation. In other words, ambition is being tempered by realism, and mobility by fear.This is not merely a glimpse of hiring cycles tightening or companies pausing recruitment. It signals a deeper shift in how Indian professionals perceive risk, reward, and resilience. The job market, once viewed as expansive and forgiving, is now seen as narrow and exacting, even punitive.The Blind survey does not just measure employment outcomes; it captures sentiment. And sentiment, in labour markets, often changes before conditions visibly worsen. When educated professionals begin to doubt their ability to move, negotiate, or grow, the implications ripple outward, affecting productivity, innovation, and long-term career choices.India's professional class is recalibrating its expectations in real time. The faith that education alone guarantees security is giving way to a harsher understanding: Degrees open doors, but they no longer keep them open. Right timing, networks, and adaptability are your greatest assets in the turbulent job market.This survey, stark in its simplicity, becomes a mirror. It reflects not failure, but fragility. And it raises an uncomfortable question for policymakers, institutions, and employers alike: What happens when even the best-prepared begin to feel unprepared?In a volatile job market like that of today, here's what the professionals must do: Treat your job as temporary, even when it isn'tThe era of "settling in" is over. Professionals who assume permanence are the most vulnerable. Keep your résumé updated, track market salaries, and stay interview-ready even if you are comfortable. Remember that optionality and not loyalty to the company is your new currency.Build skills that travel across roles, not just titlesJob titles are shrinking in value; transferable skills are not. Analytical thinking, stakeholder communication, automation literacy, and AI-assisted workflows cut across industries. Skills that move with you matter more than designations that trap you.Stop relying only on portals, start working the invisible marketMany roles are never advertised. They move through referrals, internal networks, and informal conversations. Connect with peers, alumni groups, ex-colleagues, and industry forums consistently, not only when desperation sets in.Salary growth may pause; learning must notIf you are unable to fetch that lucrative and hefty salary, keep an eye on the value that you can extract. Choose rules that offer exposure, decision-making authority, or access to complex problems. In a slow market, learning velocity often determines who accelerates when hiring rebounds.Diversify income before you need itSide projects, consulting, teaching, or freelance work are no longer distractions, they are buffers. Even modest secondary income can buy psychological and financial breathing room in uncertain transitions.Read the market honestly, not emotionallyNot every slowdown is personal. Track hiring trends, funding cycles, and sector-level data before internalising rejection. Strategic patience, knowing when to wait and when to move, is now a career skill. more

Career development

 21h

In-House Legal Teams Using ALSPs Cut Attrition Risk in Half, New Global Study Reveals


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Despite high job satisfaction, nearly half of in-house legal professionals are job hunting due to unsustainable workloads and fear of displacement by AI

NEW YORK, Dec. 18, 2025 /PRNewswire/ -- Nearly 50% of in-house legal professionals are either actively or passively seeking new jobs... due to mounting workload pressure, creating a hidden talent crisis that threatens institutional knowledge and departmental effectiveness. Yet, departments that partner with alternative legal service providers (ALSPs) have found a solution: in-house teams that utilize ALSPs cut their attrition risk among active job seekers in half, with only 14% of in-house lawyers on these teams actively job hunting, compared to 28% in teams without ALSP support.

Moreover, when asked which resource solutions were the most effective for managing workload challenges, half of the respondents cited ALSPs as the most effective solution, outperforming traditional law firms, hiring full-time staff, and staffing agencies.

These findings and more are shared in Axiom's 2026 Global In-House Talent Report: The Hidden Legal Talent Crisis, a global study of 544 in-house legal professionals across eight countries conducted by InsightDynamo and commissioned by Axiom.

The research takes the pulse of senior leadership (53%) and staff (47%) -- including CLOs, GCs, DGCs, AGCs, and legal ops leaders -- to examine the work environment, retention challenges, workload pressures, and concerns about AI in organizations with annual revenues of $100 million or more, with 40% exceeding $1 billion and 19% exceeding $5 billion in revenue.

In-house legal professionals experiencing high pressure are ten times more likely to be actively job searching than those under low pressure. The pressure stems from a perfect storm of challenges facing legal teams as they head into 2026:

* Satisfaction paradox: 46% are job hunting despite 83% reporting high satisfaction -- stress, not dissatisfaction, is driving attrition

* Capacity crisis: 78% face increased workloads, while 97% struggle to build multidisciplinary teams, and 80% report difficulty hiring quality attorneys

* AI anxiety: 76% express anxiety about AI-driven job displacement, even as 93% report productivity gains from AI tools

* ALSP advantage: In-house teams using ALSPs cut attrition risk in half: only 14% actively job hunt vs. 28% of non-users, with dramatically lower stress rates (34% vs. 59%)

Notably, only a third of departments describe themselves as understaffed. The real problem isn't headcount; it's having the wrong mix of talent for today's demands. Teams are staffed, but not with the flexibility, specialization, or bandwidth needed to handle what's actually coming through the door.

"Satisfaction surveys miss what's really driving in-house attrition," said Sara Morgan, Chief Revenue Officer at Axiom. "It's not about job satisfaction. It's about unsustainable, high-pressure workloads and demands. Legal teams that partner with ALSPs aren't just managing capacity more efficiently and effectively. They're cutting flight risk by giving their teams the breathing room and specialized legal support they need to do their best and most satisfying work. When you take your team out of the pressure cooker and innovate with AI-empowered lawyers from an ALSP, you create an environment where talented in-house lawyers thrive and want to stay."

The 2026 Global In-House Talent Report: The Hidden Legal Talent Crisis is available at https://www.axiomlaw.com/resources/articles/in-house-counsel-survey-report

For more information or to talk to an Axiom representative, visit https://www.axiomlaw.com/. For more information about Axiom, please visit our website, hear from our experts on the Inside Axiom blog, network with us on LinkedIn, and subscribe to our YouTube channel.

Related Axiom News

About Axiom

Axiom invented the alternative legal services industry 25 years ago and now serves more than 3,500 legal departments globally, including 75% of the Fortune 100, who place their trust in Axiom, with 95% client satisfaction. Axiom gives small, mid-market, and enterprise clients a single trusted provider who can deliver a full spectrum of legal solutions and services across more than a dozen practice areas and all major industries at rates up to 50% less than national law firms. To learn how Axiom can help your legal departments do more for less, visit axiomlaw.com.

View original content to download multimedia:https://www.prnewswire.com/news-releases/in-house-legal-teams-using-alsps-cut-attrition-risk-in-half-new-global-study-reveals-302646041.html more

Career development

 21h

In-House Legal Teams Using ALSPs Cut Attrition Risk in Half, New Global Study Reveals


Despite high job satisfaction, nearly half of in-house legal professionals are job hunting due to unsustainable workloads and fear of displacement by AI

NEW YORK, Dec. 18, 2025 /PRNewswire/ -- Nearly 50% of in-house legal professionals are either actively or passively seeking new jobs due to mounting workload pressure, creating a hidden talent crisis that threatens institutional knowledge and... departmental effectiveness. Yet, departments that partner with alternative legal service providers (ALSPs) have found a solution: in-house teams that utilize ALSPs cut their attrition risk among active job seekers in half, with only 14% of in-house lawyers on these teams actively job hunting, compared to 28% in teams without ALSP support.

Moreover, when asked which resource solutions were the most effective for managing workload challenges, half of the respondents cited ALSPs as the most effective solution, outperforming traditional law firms, hiring full-time staff, and staffing agencies.

These findings and more are shared in Axiom's 2026 Global In-House Talent Report: The Hidden Legal Talent Crisis, a global study of 544 in-house legal professionals across eight countries conducted by InsightDynamo and commissioned by Axiom.

The research takes the pulse of senior leadership (53%) and staff (47%) -- including CLOs, GCs, DGCs, AGCs, and legal ops leaders -- to examine the work environment, retention challenges, workload pressures, and concerns about AI in organizations with annual revenues of $100 million or more, with 40% exceeding $1 billion and 19% exceeding $5 billion in revenue.

In-house legal professionals experiencing high pressure are ten times more likely to be actively job searching than those under low pressure. The pressure stems from a perfect storm of challenges facing legal teams as they head into 2026:

* Satisfaction paradox: 46% are job hunting despite 83% reporting high satisfaction -- stress, not dissatisfaction, is driving attrition

* Capacity crisis: 78% face increased workloads, while 97% struggle to build multidisciplinary teams, and 80% report difficulty hiring quality attorneys

* AI anxiety: 76% express anxiety about AI-driven job displacement, even as 93% report productivity gains from AI tools

* ALSP advantage: In-house teams using ALSPs cut attrition risk in half: only 14% actively job hunt vs. 28% of non-users, with dramatically lower stress rates (34% vs. 59%)

Notably, only a third of departments describe themselves as understaffed. The real problem isn't headcount; it's having the wrong mix of talent for today's demands. Teams are staffed, but not with the flexibility, specialization, or bandwidth needed to handle what's actually coming through the door.

"Satisfaction surveys miss what's really driving in-house attrition," said Sara Morgan, Chief Revenue Officer at Axiom. "It's not about job satisfaction. It's about unsustainable, high-pressure workloads and demands. Legal teams that partner with ALSPs aren't just managing capacity more efficiently and effectively. They're cutting flight risk by giving their teams the breathing room and specialized legal support they need to do their best and most satisfying work. When you take your team out of the pressure cooker and innovate with AI-empowered lawyers from an ALSP, you create an environment where talented in-house lawyers thrive and want to stay."

The 2026 Global In-House Talent Report: The Hidden Legal Talent Crisis is available at https://www.axiomlaw.com/resources/articles/in-house-counsel-survey-report

For more information or to talk to an Axiom representative, visit https://www.axiomlaw.com/. For more information about Axiom, please visit our website, hear from our experts on the Inside Axiom blog, network with us on LinkedIn, and subscribe to our YouTube channel.

Related Axiom News

About Axiom

Axiom invented the alternative legal services industry 25 years ago and now serves more than 3,500 legal departments globally, including 75% of the Fortune 100, who place their trust in Axiom, with 95% client satisfaction. Axiom gives small, mid-market, and enterprise clients a single trusted provider who can deliver a full spectrum of legal solutions and services across more than a dozen practice areas and all major industries at rates up to 50% less than national law firms. To learn how Axiom can help your legal departments do more for less, visit axiomlaw.com.

View original content to download multimedia:https://www.prnewswire.com/news-releases/in-house-legal-teams-using-alsps-cut-attrition-risk-in-half-new-global-study-reveals-302646041.html more

Career development

 22h

Looking back on 2025 & the progress we built together


The year brought 102 events and welcomed 7,249 attendees across the combined WeAreTheCity and WeAreTechWomen community. More than 150,000 women were reached through programmes, events and content which shows the scale of involvement across 2025.

The close of the year brings a natural pause that helps everyone take in the ground covered together. Many moments carried meaning because every event,... programme and shared story strengthened connection across the community. This momentum continues to guide what comes next.

A year shaped through connection, learning and shared goals

Events started in the very beginning of 2025 and each one offered something distinct. The early months focused on planning, goal setting and creating spaces where people could come together to share direction and intent for the year ahead. These sessions helped set priorities and encouraged people to engage with the community from the outset.

Gender Networks events ran throughout the year, hosted across organisations and supported by partners including Accenture. These sessions created space for cross industry conversation, shared learning and collaboration, helping networks strengthen relationships and exchange insight.

Knit events also featured across the calendar, offering opportunities for people to connect in more informal settings while still focusing on professional growth and shared experience.

Learning and career development across the year

Career development remained a strong theme throughout 2025. CityCV delivered a series of career focused webinars that supported practical progression and confidence at different stages of working life. These sessions were complemented by the Talent Accelerator which provided targeted development support and helped participants focus on next steps with clarity and purpose.

Knowledge Sharing Day, delivered jointly by WeAreTheCity and WeAreTechWomen, brought emerging talent together for collaborative learning. The day created space for shared insight, open discussion and practical takeaways that supported both confidence and capability.

Community connection and reflection outside main programmes

Early in the year WeAreTheCity and partners welcomed award winners to a career strategy workshop hosted by Nomura which focused on planning goals and next steps. Later the Rising Stars and TechWomen100 community reconnected at Wagtails where people shared stories of progression and supported each other's networks. Themis20 winners also came together for a day of connection, reflection and future focus which helped reinforce long term goals and sustained community engagement.

Recognising talent and progress

Rising Stars remained a key moment in the year, celebrating individuals making an impact across their roles and industries. The Rising Stars shortlists highlighted a wide range of talent and experience, offering visibility and recognition that supported confidence and momentum across the community.

Further milestones across 2025

The EA and PA Breakfast provided a focused space for learning and conversation, bringing together professionals to explore development within supportive peer settings. The Connect Evening at Aviary encouraged people to reflect on the year, reconnect with the community and strengthen relationships built across events.

Across the year, £15,000 was raised for charity through community activity that formed naturally around events.

Looking towards a new chapter

The year brought progress made possible through shared commitment, open conversation and practical support. Learning feels more accessible when people feel comfortable asking questions and trying new approaches, and that spirit sits at the heart of WeAreTheCity. more

Career development

 22h

Mobile Teaching Portfolio Website


I'm an international educator with 15 years in the classroom and a basic Wix page that sits behind a QR code on my CV. I'd like that placeholder transformed into a mobile-first micro-site that allows recruiters to immediately sense the energy and atmosphere of my lessons through authentic photos and short video clips -- no résumé summaries, just lived classroom moments. Core sections * Editorial,... vertical-scroll presentation using full-width images mixed with short, muted video loops (auto-play, swipe-friendly) * A concise Teaching Philosophy panel that sits naturally within the scroll, with light, scannable copy * Optional minimal hero that fades quickly into the gallery so visitors engage with visuals almost immediately Design direction Clean and minimalistic, generous white space, restrained colour palette, typography optimised for small screens, and fast load performance. The experience should feel intuitive when viewed one-handed on a phone. Technical requirements Build on my existing Wix account so I can update content independently. Optimise all images and video for mobile without noticeable quality loss, implement basic analytics, and ensure the existing QR code continues to function seamlessly. Acceptance criteria First meaningful paint under 3 seconds on a mid-range mobile device Smooth, uninterrupted vertical scrolling All media lazy-loads and maintains correct aspect ratio Clear handover instructions for swapping or adding media If you're confident creating performance-focused, visually elegant experiences on Wix and have a strong instinct for storytelling through real moments, I'd love to hear how you'd approach this project. more

Career development

 1d

J-Business Directory Job Apply


I run a Joomla site powered by J-Business Directory and I need a compact piece of custom code that ties three things together: the existing job-application form, the standard contact form page, and any résumé already stored in the user's profile. Here's the workflow I'm after: when a logged-in user clicks "Apply" on a job listing, the form should silently pull the résumé/CV that sits in the... member's profile (or use a freshly uploaded file when one is provided), then post everything to the contact form endpoint. Once submitted, two notification e-mails must fire -- one to the site admin/listing owner, one to the applicant -- each with the attached file and the form data laid out clearly. Key elements to build: * Job application form integration with J-Business Directory hooks. * Automatic profile file retrieval (fallback to manual upload). * Contact form customization so the data is routed, formatted, and e-mailed correctly. * Dual notification logic: applicant + admin, both including the attachment. * Straightforward install/override instructions so I can reapply the patch after future component updates. Please develop using whichever J-Business Directory add-on or override method you prefer, as long as it stays update-safe. A short README and commented code are part of the deliverable. Once everything works on your end, I'll test on staging and sign off when the e-mails (with attachments) reach both parties every time. more

Career development

 1d

AI Could Interview You for Your Next Job. Here's What You Need to Know


Earlier this year, a recruiter from a sports media company invited Chapman University sophomore CJ Smith to a virtual interview for an internship. She was excited, but soon realized the first-round chat wouldn't be with the recruiter. Instead, Smith was instructed to record a 3-minute video for each of the eight questions provided on a platform called Spark Hire.

"I knew I wasn't talking to a... human, but I honestly didn't really expect the screen to just be a front-facing camera of myself," she said. "That was super uncomfortable. In a virtual interview with another person on the other side of the screen, at least you can be charming and see if you're making a good first impression."

Smith is one of many young reporters to experience alternative job interview formats, including one-way video interviews, video resumes and reciting answers to an AI chatbot. In recent years, incorporating artificial intelligence into the job application process has become the norm. According to the World Economic Forum, 88% of companies use AI to initially screen job candidates. Nearly two-thirds of applicants also use AI while applying to jobs, according to a 2025 report from the recruitment firm Career Group Companies

Lili Foggle, the director of the Interview Institute at the Professional Association of Resume Writers and Career Coaches and founder of Impressive Interviewing, said that companies have been using AI to look through resumes since the 1990s, but in the current competitive job market, candidates are also using AI to mass send applications to open roles and companies are using AI to interview candidates, which she called the "AI recruiting doom loop."

"There's been this tsunami happening around AI being used in applications and companies then using AI to deal with the flood of AI-generated applications," she said.

I spoke with journalists and career coaches about their best practices and tips for how to tackle these nontraditional job interviews, which are becoming more common.

Keep your energy up for one-way video submissions

In her video submissions, Smith found it unsettling to make eye contact with herself while monologuing her interview answers. This is called a feedback void, according to Foggle.

"We're not used to being in conversations where we're not getting some kind of visual cue or verbal cue, like a smile and affirmation that we're on the right track," said Foggle, who has taught classes on preparing for AI-assessed interviews. "That complete lack of feedback can really throw some people for a loop."

Arianny Mercedes, a workplace strategist at Revamped who formerly worked in talent acquisition at American Express and Accenture, recommends that students and young job seekers practice for these types of interviews to make sure their enthusiasm for the role comes through.

"Even when it's just you and your screen, your energy matters," she said. "A lot of young professionals think, 'Oh, you know, it's just prerecorded, so let me answer on the spot.' That actually causes more damage than good, because often you only have two chances to practice and record your answers. Be proactive by prepping."

If candidates do have notes, Foggle warns not to glance at them too often. A company may be using AI to evaluate the videos, and a lot of eye movement could be flagged as cheating or using AI to answer questions. Many videos on TikTok have gone viral showing either job seekers using AI during interviews or recruiters checking if candidates are cheating by sharing their desktop screen or showing the room around them.

"It's OK if you glance at bullet points, but I wouldn't write out sentences and put them behind the camera, because the AI will see that you're reading," Foggle said. "Put a sticker near the camera so that you remember to make eye contact and a picture of somebody who is like a mentor that you want to impress."

Be positive and use keywords with AI chatbots

Earlier this year, longtime broadcast journalist and Palomar College journalism instructor LaMonica Peters applied for a few marketing jobs and landed some interviews, but they were with AI chatbots. For one, Peters spoke with an AI-created avatar, and in another, she talked to a chatbox, which transcribed her answers. "I'm used to talking to a camera, but for a job interview, it felt slightly awkward," she said. "I do think I was able to pull it off, but I'd prefer to talk to a person.."

AI interview chatbots, like Maya, are being used to screen job candidates and will parse an interviewee's answers much like how it would read a resume - looking for keywords, concepts and phrases.

"The AI in an interview is looking for those key concepts that match up with the job description, but it's also looking at like lexical choices," Foggle said. "It's looking at positive framing versus negative framing. Like if you're trashing your former employer, that's going to score lower. There's hundreds of different signals that the AI gets."

She recommends always giving the chatbot more than a "yes" or "no" answer and use keywords emphasizing your fit for the role.

"You want to give it more content so it can assess your answers and make sure you get through the filter, so you can get to the actual human that might actually hire you," Foggle said. "Hiring processes are being automated, but it's still a human right now that makes the hiring decisions."

Consider a framework for your answers

A few years ago, I went through a multilevel interview process at Amazon's now-defunct podcasting studio, Wondery. Though the job was a creative podcasting producing role, recruiters required me to use a popular tech interviewing technique called the STAR method. When asked situational questions, interviewees need to structure their answers to describe the situation, task, the action taken and the result.

"A lot of people across Talent Acquisition use the STAR method during our initial calls with a candidate," said NBCUniversal talent acquisition director Scott Williams. "Ultimately, the question we want the answer to is: What did you do and what was the outcome? That's always been my advice for a resume too. We know the general responsibilities someone has in a role. What did you accomplish?"

AI interviews favor the STAR method as well. "AI loves structure and clarity, so it loves a STAR scenario," Foggle said, noting other frameworks such CAR (context, action, result) and SMART (specific, measurable, achievable, relevant, time-bound) also exist.

Though it may feel restrictive, using a framework for your answers can help candidates tell a complete story with appropriate context while responding to situational and behavioral questions. ECPI University adjunct professor Logan Call advises against overdescribing each part of the method and only using a sentence or two.

"What they want to see is how you approach the situation, what happened, and then the results are a very helpful reminder at the end, because it's very easy to just kind of trail off after you finish the story," said Call, who is also a certified professional resume writer and career coach.

Understand how AI will evaluate you

For the most part, AI's role in the job interview process doesn't stop at the chatbot or video platform. After completing the virtual interview, the AI will evaluate the candidate and come up with composite scores, rating integrity and communication, for recruiters and hiring managers to see. Foggle said the company will input what it's looking for in its interviewees and the AI will highlight those qualities.

"It might give a report or summary," she said. "That score that may not necessarily correlate exactly to what the employer has asked for, whether that's company fit, communication or team leadership."

It's unclear what parts and how much of the process recruiters will evaluate - whether they will watch the entire recorded interview, just highlighted clips chosen by the AI or read the transcript. Foggle also points out that AI can also have biases, especially when it comes to nonnative English speakers.

"Hiring teams are seeing these things before they ever see the candidate," Foggle said. "We know the first impressions get formed fast, and people rarely come off of that first impression or change their minds. And now those first impressions are being created by these systems." 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.

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3   

  • Maime Muema

    1d

    On a training to retraining on your company policy, rules and regulations can easily impact on the difference between wish and value. Give a week of ... observation and then apply any motivational approach to a talk, it works well for change in mind() teach ,consoles and impact motivation) more

  • James Anderson

    1d

    This person was hired for a reason- God obviously touched someone’s heart in order for this to occur. To stifle his ambition to talk with people is... inhuman- slavery has long since been outlawed where someone’s ambition to express themselves has been rejected. The answer to this “Problem” is to sit with him (someone who has compassion) and give him a few talking points to integrate into his normal speech pattern. With practice, he will not only be fine, he will become an asset. The firm will be the recipient of the resultant good will the clients will have. more

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Career development

 5d

What to do when job makes you depressed


Please don't tell me to just leave etc. Job hunting for over a year not landed anything, hence very depressed. (I don't say that lightly either I have been diagnosed with moderate depression by a psychiatrist previously, and things feel worse atm)

I deal with extreme micromanagement and toxic managers who love to blame and pressure you. Bad working procedures, little to no guidance or... training, very low salary, days with high workload (done so much unpaid overtime).

I sometimes worry my friends/family will think I'm crazy or exaggerating because they wouldn't believe how bad the working conditions are. Also I imagine 'normal' people with career prospects wouldn't stand for it and simply land another job. A lot of my colleagues also very unhappy, some are immigrants from countries with harsher working conditions

I also have autism but not been given any reasonable adjustments as I'd have to go through one of the toxic managers to ask for this who will likely see it as an unfair advantage and it will make her resent me even more. I really don't have any energy to survive more of her wrath, I try hard to dissociate from my job situation.

I'm constantly tearful from work, struggle to eat 3 basic meals a day due to the work stress. Today I was so overwhelmed made a small mistake but in my defence I had extra workload put on me since the minute I logged on, back to back calls in morning, no lunch or break until 3pm. ASD makes me struggle with heavy workload which involves juggling multiple priorities too but I don't have reasonable adjustments.

I am already dreading work on Monday and daydream of being hit by a bus because at least I'd have time off work. I'm writing this at 03:50 and I've barely noticed it's so late because my head has been so overwhelmed, I can't think of sleep. more
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  • Camille Stephens

    21
    1d

    First, I would pray and ask God if you believe in God or whatever you believe in that works for you. That the situation changes for your good. He... could remove the person causing the problem or upgrade your position. Never know.  more

  • James Anderson

    Pro
    8
    3d

    Start your own business. Take a look at franchising. 80% still going after 10 years. DM me.

    1
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Career development

 1d

Daily Job Application Submissions & Tracking


I would like a detail-oriented assistant to take over the practical side of my job hunt by submitting applications on LinkedIn, Indeed and directly through company websites. My résumé and a general cover letter are ready; what I need now is someone who can: * identify the application fields for each role I share, * upload the correct documents, paste cover-letter text, and answer screening... questions, * track every submission in a simple spreadsheet so I always know where I stand. At this stage I'm focused purely on getting quality applications out the door -- resume/CV rewriting and interview coaching are not required. I'm still undecided about how much to tailor each application, so please be prepared to offer light guidance on that if it will noticeably improve my hit rate. Accuracy, confidentiality and clear communication are essential. If you have experience managing high-volume job applications and can keep everything organized and error-free, let's move forward. Compensation * Daily Applications Quota ($50/ Week) * Bonus for successful interviews ($20) * Bonus of $200 for successful hiring * Subsequent work after a hiring Please get in touch and we can discuss everything in detail. more

Career development

 1d

Job Search & Placement Assistance Based on My Experience


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