Career development

Lauren Davis

1d

Hi! Things are getting weird in our department - our boss is acting crazy. Yesterday she said we can’t spend more than 5 minutes on coffee, even though we make it in the kitchen and then go back to our desks. Sometimes I only finish my cold coffee at the end of the day.
She also won’t let two people go to lunch together anymore - only one at a time. She says we’ll get back faster that way. Now... she’s even checking who is friends with whom.
And I heard her say “That’s all” like in that movie with Meryl Streep. Maybe she finally watched it?🤭

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eunice nyumu
2h
Your boss is also human. She may be passing through issues. Relax and manage your time well
Joseph Kiryagana
13h
If in that situation, I would just do my Job.

Renata Fester

Career development

22h

5 Signals You’re at a Career Crossroads (Even If Your Career Looks Fine on Paper)

Many professionals reach a point where something shifts.

On paper, everything still looks good.
You’re competent. Experienced. Reliable.

But something doesn’t feel the same.

The work that once challenged you now feels routine.
The environment may have changed.
Leadership may be difficult.
Or perhaps... you’ve outgrown the role you once worked so hard to secure.

This is often the moment when people begin to wonder:

Is it time for something different?

But leaving is rarely an easy decision.

Because staying feels safe…
while moving feels uncertain.

Over the years, I’ve noticed there are usually a few clear signals when someone has reached a career crossroads.

Here are five that come up repeatedly.

1. You feel capable — but no longer challenged

You’re still performing well.

But the role no longer stretches you in the way it once did.
What used to feel energising now feels routine.

This often signals that your capabilities have grown beyond the role itself.

2. You feel stuck, even though you’re good at what you do

Many professionals assume feeling stuck means they lack options.

In reality, it often means something else:
the next move requires strategy rather than effort.

More hard work in the same role won’t necessarily create new opportunities.

3. You find yourself questioning the environment

Sometimes the work itself is still meaningful.

But leadership challenges, toxic dynamics, or shifting organisational culture make it difficult to do your best work.

In these situations the real question becomes:

Is the issue the role… or the environment around it?

4. You start wondering whether you need to “reinvent” yourself

At this stage many professionals ask questions like:

Do I need another qualification?
How do I reposition my experience?
How would I transition into another sector?
How do I increase my visibility without losing credibility?

These questions are rarely about capability.

They’re usually about clarity and positioning.

5. You want more — but you’re not entirely sure what “more” means

This is perhaps the most common signal.

You know you’re ready for the next stage of your career.
But defining that next stage is not always obvious.

And without that clarity, even a new role can end up feeling very similar to the one you left.

A different way to think about career crossroads

Feeling stuck doesn’t necessarily mean something has gone wrong.

Often it means something has evolved.

Your expectations of leadership may have changed.
Your appetite for meaningful work may have grown.
Your ambitions may now stretch beyond the role you currently occupy.

That shift is not a problem.

It’s a signal.

And sometimes the most valuable step at a career crossroads is simply giving yourself the space to pause, reflect, and think more strategically about what comes next — rather than feeling trapped by decisions you made earlier in your career.

Because careers are not meant to remain static.

They are meant to evolve.

I’m curious:

Have you ever experienced a moment where your career looked successful on paper… but something internally told you it might be time for a change?

What was the signal that made you start questioning your next move? more

4

Carmen Pomales
5
2h
It's happened twice in my work life - once after running a small business for about 10 yrs. Again, after traveling and guiding wellness workshops and... classes for about 5 years. I'm a self-motivated go getter, but once I get the go... I lose momentum. I enjoy the challenge of the chase but find it difficult to stay within the role once I hit the goal, like there is no satisfaction. I've been doing some self-study over the last couple of years to understand more about myself and how to find satisfaction in current work and stay with it to enter a softer phase, but it's also a part of who I am-- the competitive side. more

Martin Firth

Career development

1w

I’m on a trial period at work and I’m not sure if I want to stay at this company. Our workday ends at 7 PM and I go home on time. But my coworkers don’t understand why I don’t stay late. They say I’m not interested in the company and that I don’t care about my job.
I honestly don’t understand, are they jealous or do they just want to control me?

5

Muhammad Sani
8h
Honestly, leaving at the time your workday officially ends shouldn’t be a problem. If your shift ends at 7 PM and you’ve done your work, going home on... time doesn’t mean you’re not interested in the company. Sometimes in workplaces there’s this unofficial culture where people feel they have to stay late to “look dedicated.” When someone chooses not to follow that pattern, others may interpret it the wrong way. It doesn’t necessarily mean they’re jealous or trying to control you, it might just be what they’re used to, so they expect everyone else to do the same. What really matters is whether you’re doing your job well. If your tasks are done and your manager is satisfied with your performance, that’s what counts most. Coworkers’ opinions can be loud, but they’re not the ones deciding whether you pass your trial period. At the same time, since you’re still new, it might help to pay attention to the company culture. Som places genuinely value work-life balance, while others quietly dont.
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caleb mark
2d
Most private institutions careless about work and life balance.i worked in a company where we resume work by 8am and no closing time and no overtime... payments but u there not come to work late the next day. more

Career development

5d

I landed a job by cold emailing the CEO. Nothing else worked for me.

Job seekers should focus on personalized outreach instead of traditional résumés and cover letters.

This as-told-to essay is based on a conversation with Cathy Xie, a 25-year-old marketing professional based in Toronto. It's been edited for length and clarity.

I remember opening my laptop about a month into my job hunt, seeing yet another automated rejection, and feeling this kind of collapsing... desperation. I knew I needed to do something different in my approach if I wanted to stand out in the job market.

I tried three new job-finding strategies, but I didn't get hired until I sent an email directly to a CEO with the subject line "My landlord inspired this email."

Job seekers should be thinking less about their résumé and cover letters, and more about how they can get a potential employer's attention.

In 2024, I founded a startup aimed at helping students and new grads with unconventional backgrounds pivot into tech and navigate the job market. Unfortunately, we had to shut down about a year and a half later due to changes in the market. It's a little ironic that the tech job market is what put me back on the job hunt.

After mass applying to roles across marketing, product, and growth, largely targeting tech and AI companies, I felt drained. I was also spending so much time doom-scrolling on TikTok, watching video after video of young Gen Z job seekers talking about their frustrations with the job market.

Job searching was always in the back of my mind, and I knew it was time to try a different approach.

The first route I tried was referrals, but those were not a huge success.

My next approach was scouring niche startup boards, subscribing to free newsletters that posted about startups hiring, and even following LinkedIn creators who report on startups that had just raised. Then I'd apply directly through the company's website and try to email someone on the team who would likely be my manager for that position. Though I didn't end up with a job from that approach, it was still a great way to network.

My last approach, cold emailing a founder, ultimately landed me my new role. I'd been following this founder's journey on LinkedIn for a while because I was passionate about his startup's mission to address the housing crisis in major cities. He posted that he was hiring a marketing manager and included a link to apply. I thought to myself, "I am not applying the traditional way again."

I had just come across a social media post from someone about how cold emailing helped them achieve so many of their life goals, and how rejection was redirection. It made me think maybe I should just email the founder directly. I had nothing to lose.

I know, as a founder, you get thousands of emails, so I needed to make sure my email was one he had to open.

It was also important to me to make my email as personal as possible because I think it's a lost art. Especially with AI, we've become overly formal with writing. My subject line was "My landlord inspired this email" because I thought it was funny and might grab his attention.

In the body, I introduced myself, described my past roles and how they prepared me for this job, and wrote about my passion for and interest in the startup itself. I tried to keep it personable and a little funny. I kept it around 150 words, so it was short and sweet.

He responded just over a week later by emailing me back and messaging me on LinkedIn to set up an intro call with him and the CMO. After two more interviews, including an intro to a case study and a case study presentation, I was offered the role of marketing manager.

The job has been great so far, and my team is amazing.

The first two questions a lot of people ask themselves when applying to a job are "How should I write my résumé?" and "How should I write my cover letter?"

However, I think the question you should ask yourself instead is, "How can I get the attention of this person?" Once you ask yourself how you can get in front of a person, you open up so many ways to approach this job hunt, rather than just doing the traditional cold application.

With this wave of AI, it's so easy not to put in effort with job applications and just mass apply. But I think what comes with getting people's attention is putting in the effort.

You can spend a few hours cold applying and maybe get one or two automated emails, or you can spend those hours doing a couple of very personalized outreaches. It will take effort, but I think it's important to put that effort in if you want to stand out in today's job market. more

4

Muhammad Sani
4
8h
That’s an insightful experience and a strong reminder that job searching today often requires more strategy than simply submitting applications.

Cold... outreach,when done thoughtfully, ca indeed cut through the noise of automated systems and large applicant pools. What stands out in this story is not just the act of emailing a CEO but the level of **intentionality behind it**: researching the founder, understanding the company’s mission, crafting a compelling subject line, and keeping the message concise and personal. That kind of effort demonstrates initiative and genuine interest, which many employers value highly.

At the same time, this approach highlights an important shift in the hiring landscape. With AI making it easier to mass-apply, personalized engagement and authentic communication are becoming stronger differentiators. Whether through cold outreach, networking, or thoughtful follow-ups, candidates who invest time in meaningful connections often position themselves more more
Julius Nyule
5d
Great approach. I have been using the first approach you mentioned and it helped me get the company insights very quickly. I will try your last... approach (cold emailing a founder) and see how it goes. Thanks a lot for sharing. more

Mia Ember

Career development

3d

At a job interview the very first question they asked me after introductions was whether I have children. I said “yes, two” and the interview ended right away. The HR person immediately told me that I wasn’t suitable for them.
I’m shocked, because my kids go to kindergarten and my mom helps take care of them when they’re sick. But I didn’t even get the chance to explain that.
Is it normal to... treat parents this way? Or are they promoting a child-free policy?

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1

vet staffing
1d
This question is common and its good for some one to declare about her children from the initial stage and not late stag because any emergency can... arise. more
1
Collince Kibere
1d
I think the question was not bad but not was at the right time
1

Career development

13h

ATS-Compliant Healthcare Manager CV Redesign

I have a solid senior-level background in healthcare and I'm now pursuing an executive position. My existing résumé needs a full redesign so it sails straight through modern Applicant Tracking Systems while showcasing my leadership track record, operational expertise, and measurable outcomes. Here's what I expect: * A fresh, clean layout that meets current ATS parsing standards (proper headings,... consistent fonts, no tables that break parsing). * Strategic keyword integration aligned with common healthcare management postings. * Powerful, accomplishment-driven bullet points that reflect senior-level scope -- budgets handled, teams led, quality or compliance results achieved. * Final files in editable Word format plus a ready-to-send PDF. I'll supply my current CV; you shape the language, design, structure, and formatting so everything lines up perfectly. Experience with healthcare terminology and ATS tools like Jobscan or similar is a big bonus. Once the draft is ready, I'd like one revision cycle to fine-tune details before we wrap. more

Career development

13h

1 in 5 Gen Z job seekers are bringing mom or dad to interviews -- and some are even letting them negotiate their salary with the boss | Fortune

The job interview used to be a rite of passage into adulthood. For some Gen Z job seekers, it's becoming a family affair.

New research from the career platform Zety shows that 1 in 5 Gen Z candidates have brought a parent to a job interview, and some are even letting mom or dad negotiate their salary.

Gen Z is entering the toughest job market in years, and millions are struggling with... unemployment, with a record number classified as NEETs (not in education, employment, or training). So now they're bringing a parental plus-one to interviews to vouch for their skills and talents.

But the trend is raising eyebrows among employers -- and Shark Tank investor Kevin O'Leary says candidates who do it risk seeing their résumé go "right into the garbage."

You might assume these parents are quietly dialling into first-stage Zoom calls to hold their child's hand through the nerves. But the reality is far more brazen -- most are showing up in person, taking time out of their own working day to sit across the table from their child's potential employer.

And the coddling doesn't stop there.

1 in 5 say a parent has contacted a potential employer or recruiter on their behalf. Think cold-calling a hiring manager to put in a good word, or emailing a recruiter to chase up an application their child never followed up on.

A third of respondents said their parents helped them negotiate their salary, with 10% letting mom or dad negotiate directly with the boss themselves.

Even once their adult children have gotten the jobs, the involvement continues: More than half (56%) have had parents visit their workplace outside of formal events.

It comes as Gen Z workers are getting fired just months after being hired -- with managers citing a lack of basic workplace readiness, poor communication skills, and an inability to take feedback.

And this new research suggests employers may have a point: if a young person can't handle a job interview alone, how will they handle a difficult client, a high-stakes presentation, or a performance review?

It's a concern that's already playing out in real hiring rooms. Shark Tank's O'Leary recently slammed a young applicant after their parent gatecrashed a Zoom interview uninvited.

In an interview with Fox Business, the multimillionaire businessman called the trend a "horrific signal" -- questioning whether someone who needs a parent by their side can be trusted to make a decision on their own.

He's got a point: Nearly 70% of Gen Zers admit they get regular career advice from their parents, and a third say their parents have the greatest influence over their career choices.

For this generation, mom and dad aren't just cheerleaders from the sidelines -- they're the first call, the safety net, and increasingly, the plus one.

But ultimately, the very involvement they're hoping will help get them hired can backfire. When advice trickles into action, it stops looking like support -- and starts looking like a red flag. A parent editing a résumé is one thing. A parent sitting across from a hiring manager is another thing entirely.

Just ask O'Leary, who has a blunt warning for anyone thinking of bringing a parent to sit in on their interview: Your résumé is going "right into the garbage." more

Career development

15h

Interview tips for the savvy job seeker

The job-hunting arena is full of well-qualified and keen applicants. Make sure you stand out from the pack with both your résumé and interview skills.

Michele Aubert, managing director and founding principal of Affinity Recruitment, shares some tips to take your first impression to the next level:

Professional appearance. Choose business attire well in advance and ensure it's properly ironed... and ready. Polish your shoes, check that clothes fit correctly, and keep accessories subtle. Personal grooming is essential, but avoid overpowering fragrances that might distract from your qualifications.

Research the company. Before your interview, thoroughly investigate the organisation

through its website, social media channels, press releases, and recent articles. Familiarise yourself with current industry developments to demonstrate your engagement and ability to contribute meaningfully to conversations about the sector.

Know your value. Review the job description carefully to anticipate questions about your personality, skills, experience and qualifications. Other candidates likely possess similar credentials, so identify what distinguishes you from the competition. Highlight your unique strengths confidently without appearing arrogant or aggressive.

Create a strong first impression. Arrive at least 10 minutes early to relax and gather your thoughts. Upon arrival, clearly state your name, appointment time, and interviewer's name in a friendly manner. Bring relevant documentation including your interview invitation, résumé, and cover letter. Turn off your mobile phone before entering the interview room.

During the interview. Listen carefully to each question and provide concise answers supported by relevant examples. Ask for clarification when needed and speak clearly at a moderate pace. Stay relaxed by using techniques like deep breathing or silent mantras to manage nervousness.

Effective body language. Give each interviewer a firm handshake at the beginning and end. Maintain a relaxed but alert posture with a friendly expression and consistent eye contact throughout the conversation. Your nonverbal communication reinforces the impression you're creating.

Master the STAR technique. When answering competency-based questions, structure responses using the STAR method: describe the situation, outline the task, explain your action, and highlight the result. Develop multiple examples from various aspects of your life and keep them updated throughout your career.

Handle challenging questions. Prepare for difficult topics like employment gaps, poor academic results, or previous terminations. Answer honestly without defensiveness or blame. Transform these questions into positive statements showing how you overcame difficulties and what you learned.

Ask thoughtful questions. Prepare questions about progression opportunities, professional development support, or company expansion plans. Demonstrate genuine enthusiasm and interest, but avoid asking basic questions you should already know, or questions simply for the sake of asking.

End positively. If not mentioned, ask when to expect a selection decision and what the next steps involve. Thank the interviewer and reiterate your enthusiasm for the position. A strong closing reinforces your interest and professionalism.

Following these strategies will significantly improve your interview performance and increase your chances of securing the position.

This article originally appeared in Compass Media's 2026 Careers Guide. more

Career development

16h

Community Specialist - Youth in Nairobi

We hope by now you know at least a little bit about who we are... why?

Well because you are using our website! But let us give you a bit more detail - Fuzu is on a mission to prepare users and organizations for success by being the best career development, recruitment and learning solution for Africa.

Our ambition is to help the top talent like you find a place to Dream, Grow and Be Found. We... are currently attracting over 25,000 new users per month, making us the fastest growing talent pool in Africa! We are a Finnish company with offices in Nairobi, Kampala, Helsinki and expanding to other markets over the coming months. We work hard but maintain a people-first, fun team culture. We emphasize learning and growth and expect everyone on the team to be eager to step out of their comfort zone to learn and support across multiple functions. As part of our team culture, we are endlessly curious and if you want to develop you will be given every opportunity to take on as much responsibility as you can handle.

JOB SUMMARY

About FuzuFuzu is the leading African career development and talent-matching platform dedicated to connecting talent to opportunity. With over 2.5 million registered users and 2,000+ employers, Fuzu leverages AI-driven technology to help young people build skills, access meaningful employment, and grow their careers both locally and globally.Through our AI Powered Job Connections Program, Fuzu is implementing a two-year initiative designed to connect financially disadvantaged youth in Kenya -- particularly young women, persons with disabilities, and refugees -- to dignified and fulfilling work opportunities. By combining AI-powered job matching, personalized career coaching, targeted skilling, and light-touch employer engagement, the program removes systemic barriers to employment and supports thousands of young people in accessing sustainable income and long-term career pathways.About the roleWe are looking for a Youth Community Specialist to provide accessible, youth-centered career support through the Program's platform chatline and related channels, with a strong safeguarding lens helping disadvantaged youth navigate job search, workplace readiness, and safe engagement with opportunities.

RESPONSIBILITIES

Deliver 1:1 and group career support via the platform chatline (available only to program participants).Provide guidance on CVs, interviewing, job search strategy, workplace expectations, and professionalism.Identify and respond to safeguarding concerns (harassment, exploitation risks, mental distress, discrimination, unsafe job offers) following established protocols.Conduct triage and referrals to appropriate services/partners (e.g., psychosocial support, legal aid, disability services, refugee support) where needed.Contribute to a safe participant experience by escalating suspicious employer behavior and supporting verification processes with the Content QA role.Support inclusion by tailoring guidance for women, persons with disabilities, and refugees, including reasonable adjustments in communication.Document interactions and outcomes (confidential case notes, anonymized trends) to inform program improvements.Participate in safeguarding training and contribute to continuous improvement of safeguarding tools, scripts, and escalation pathways.Contribute to youth feedback loops (insights for platform improvements and content needs).Key deliverablesOperational chatline support service with response-time standards.Safeguarding case handling logs (confidential) and referral pathways active.Monthly insights brief (anonymized trends, common barriers, recommended improvements).Qualifications & experienceDegree/diploma in Counseling, Psychology, Social Work, Education, or related field.3+ years supporting youth (career services, counseling, or community work).Demonstrated experience with safeguarding and referral management preferred.

REQUIRED SKILLS

Capacity planning, Coaching, Mentoring and coaching, Reporting, Career counseling, Project implementation, Training requirements analysis, Customer support, CRM systems, Training delivery more

Career development

19h

Build Auckland LinkedIn Personal Brand

I'm only considering specialists who can meet face-to-face in Auckland, I want a LinkedIn profile that positions me as a strong personal brand in my field, not just another résumé online. Because I'm starting from a blank slate, I'll rely on you to tease out the right stories, metrics, and keywords, then shape them into a profile that feels authentic and engaging. What matters most to me is... showing the depth of my work experience, the range of my skills, and the impact of my achievements and awards. I expect you to handle the full process -- interviewing me (in person is ideal since I'm Auckland-based), drafting every section, refining the language for clarity and search visibility, and guiding me on profile imagery and settings so everything aligns with the brand message we craft. Deliverables * Headline, About section, Experience entries, Skills list, Accomplishments, and any supporting media suggestions, all written and ready to paste into LinkedIn * A brief style guide so I can keep future updates consistent * One revision cycle after initial draft to make sure the tone is perfect I'm only considering specialists who can meet face-to-face in Auckland, as the discovery conversation is key to getting the nuances right. If you have a track record of turning raw background information into compelling LinkedIn narratives, I'd love to hear how you'd approach this from scratch and see examples of profiles you've built. more

Career development

21h

LinkedIn Account Rental for Job Search

I'm looking for a freelancer to manage my rented LinkedIn account primarily for job searching purposes. Key Activities: - Applying for Jobs: The account should be used to apply for relevant job postings. - Networking with Professionals: Building connections with industry professionals is crucial. - Showcasing Portfolio/Projects: The account should also be utilized to showcase my portfolio and... projects. Ideal Skills: - Proficiency in LinkedIn and understanding of its job search functionalities. - Strong communication and networking skills. - Experience in managing LinkedIn accounts for job searching purposes. - Ability to highlight and present portfolio/projects effectively. Please note, this will be a full-time engagement until a job is secured. more

Anonymous member

Career development

1mo

I previously left my job due to an unhealthy work environment. Despite offering my skills and working diligently, I was not treated fairly. My age was not respected, and my salary was paid in bits while other employees were paid on time. I raised the issue with my employer, but the situation did not improve, which left me with no choice but to resign.

I believe in professionalism, ethical work... practices, and a healthy work environment. If anyone knows of available opportunities or can guide me on where I can apply, I would truly appreciate your help. more

25

Evans Ogalli
1mo
Me too ...did this last year October.
Similar dealings with my bosses.....
Mbaraka Ewangu
1mo
There is something I like telling everyone, before you write a resignation letter, do it when u have appointment letter of a new job. It's so hard to... get a job when your jobless more
31 reply