Teresa Livesey


Career development 7h
I haven’t been working at a small company for long and like to give my coworkers small gifts on holidays. It helps make the workplace friendly. Everyone is happy to get my gifts, but no one gives me anything back. It’s not about the price, even a cheap gift would be fine. It's the thought that matters. But my coworkers don’t seem to want to spend money. I don’t understand, are they just cheap or... do they not want to give gifts to me? I think I might stop giving them presents.

 more

  • Mvuselelo B Nzama

    6h

    What you are doing is truly admirable. It shows that you genuinely care about others. However, it is important to remember that not everyone shares... the same beliefs or way of thinking, and it is not possible to impose your perspective on others.

    Give because it reflects who you are, not because you expect something in return.

    God gives us a gift everyday “life” “breath” but we fail to say thank you to Him but still He gives everyone the same oxygen even those that do evil. He asks us to also do the same.

    Love those that don’t love you back.
    Return bad with good.

    So check your act of giving
    Is it based on the unlimited God or its something that you are doing from your own human heart and for your own glory and praise.

    If it’s from the love of God = unconditional
    If it’s from your own human heart = conditional

    So continue…..
    The world needs more people like you.     more

Nikolas Rumeliotti


Career development 3d
Hello! It’s an open position in my department and we’re choosing between two candidates: an experienced 48-year-old man and a recent college graduate with no experience but very motivated. I prefer the second candidate, as she will learn fast and work well. But our company director wants to hire the experienced man. To me, he seemed a bit dry and a little tired.
Who would you choose? Thanks for... your advice

 more
3   

  • Uma Aggarwal

    13h

    Interesting situation. Boss prefers an experienced person, because he may get up to speed faster and might stay longer. The young person has a good... personality but lacks experience. She may need a lot of hand holding and may move on sooner. If the department is small, I would go with the man. In a larger department, training the new recruit may not appear to be a big burden and you could go either way. Do not be swayed by personality alone. more

  • CA Native

    18h

    Experience is always better, always. If you get into a car accident and they have to cut you out of the car, do you want someone who’s first day is... today, helping you or do you want a veteran with experience?  more

Load more...

Career development

 1d

My Husband Can't Get a Job. Should I Divorce Him?


My husband is a very smart and capable person, but he became very sick in early 2020, and he has barely worked since then, despite tirelessly applying for positions. What can he do?

We recently moved so I could go to graduate school for music, but the stress of trying to make enough money to live on (even with help from my mom) has made it nearly impossible to focus and develop my skills. It's... literally ruining my life.

Currently he is doing an online master's program in computer science, but I worry that this will not improve his prospects. I don't really want to get divorced, but I think about it constantly. It's just too hard trying to support two adults as a nonprofit administrator. I can't live this way for the next 30-40 years.

Thanks for your help,

 more
1   

  • Nyoko Stringer

    7h

    Seek counseling because that’s a very shallow way of thinking instead of understanding how hard the job market has been on everyone and that you’re... gambling on the fact that it will potentially get better when you can very well still be struggling in the end. You didn’t think this one through and it shows. more

  • timoth wafula

    1
    9h

    I am also in those shoes

Load more...

Jarmila O’Neal


Career development 1w
I’m really confused about how to answer the salary question in interviews. After reading a bunch of “tips” online, I said that “a comfortable range for me is from … to ….”. But they told me I wasn’t a good fit because I’m not a straightforward person and give vague answers instead of being clear.
So what’s the right way, should I state an expected salary?

2   

  • Rose Okee

    8h

    What about the question on relationships with my boss if granted the job

  • J M

    4d

    Thank them for being honest and open. Your salary answer may have put you over the existing pay scale. Feel free to ask for advise - now that my... interview is over what would you suggest I do on my next interview? Wait for an answer and leave. If I am not a fit now better to know it now.
    As far as salary range lossdog.com is working on a program to help in this area     more

Load more...

Thomas Zejda


Career development 5d
I had a job interview for an economist role at a small company. They asked if I’d be willing to do more than what’s in the job description.
I asked how much more, and if it would help my career growth. The director and HR both said they don’t want someone so stubborn, they want loyal employees.
I didn’t get the job, and I don’t understand what I said wrong.
Thanks for your thoughts

1   

  • Pro essay

    3d

    They were looking for something in you .. you could have dodged the bullet easily but saying so long as it falls within your qualifications you are... okay  more

  • Djadji Sylla-Samassa

    3d

    They are looking for a slave for hire

    2
Load more...

Career development

 13h

I work in Big Tech and always dress up for the office. My rule? No crop tops, but tight dresses are on a case-by-case basis.


She believes a certain level of polish signals competence, even in casual tech settings.

This as-told-to essay is based on a conversation with Crystal McDuffy, a 28-year-old marketing manager based in New York. The following has been edited for length and clarity.

I've always known that I wanted to work in tech. I felt that tech would bring me closer to the people and energy I wanted to be... around -- exciting, innovative, and interesting.

Although the dress code in tech is generally lax, my mom, who works in human resources, taught me about corporate culture and appropriate dress from a young age. I also felt that, as a Black woman, I couldn't get away with dressing casually in the same way some of my colleagues could.

My level of polish isn't typical for people entering tech, but it feels necessary to me. I've found that the way you dress definitely shapes your outcomes.

I've been promoted twice, and my first rating ever at the company was a Superb, the highest rating the company offered at the time.

When I was in college, a Big Tech company had a recruitment event on my campus. Afterward, I immediately applied for an internship with the company. I showed my application and résumé to a few mentors who had worked at similar companies, and after a bit of tweaking, I sent everything in. I had three behavioral and case interviews, all virtual, and then got an offer a few weeks later.

After the internship ended in 2018, we were first in line to interview for full-time roles. There was a similar interview process as for the internship, but this time with the addition of a writing assignment and an in-person interview.

A few weeks later, I found out I'd gotten the job. Going into my senior year of college with a job offer was a huge relief. After graduating, I started as an associate product marketing manager at the company in September 2019.

I started dressing up because I really like office wear. I grew up watching my parents wear office clothes, and I thought it was the coolest thing ever. I couldn't wait to be in a blazer and a pointed pump.

While my colleagues typically wear jeans and sneakers, I usually wear slacks, nice jeans, or a skirt with a button-down shirt and block heels or polished flats. This tends to read more mature, which is what I'm going for.

Crop tops are a no for me -- this is a hill I'll die on. Tight dresses are on a case-by-case basis. My rule is that you shouldn't be able to see the "shelf" of your butt -- where your butt stops and your hamstring starts. If the outline is visible, I feel that the dress is both too tight and probably made of some sort of thin stretchy polyester material, neither of which is acceptable for work.

I occasionally wear sneakers, often paired with something more formal to balance them out, which I feel is fine since I work in a smart-casual office, rather than a business-casual or business-professional one.

I tend to wear light-to-medium makeup, but nothing too glamorous or distracting. On a regular day, putting together my hair, makeup, and outfit takes about 40 to 45 minutes. If I have a special meeting or am going to be on camera or onstage, then I'll take about an hour and a half.

I'm well aware of the way Black women are perceived, and that it allows much less forgiveness when it comes to certain clothing or grooming choices -- specifically, more casual ones.

However, I dress the way I do for work because I want to. I'm aware of how it differentiates me, but that doesn't mean that I think that everyone -- especially all Black women -- needs to be as formal as I am, if that's not what they want.

People at work have commented on my attire, though never as directly as saying, "You dress well, that's why I promoted you."

Early in my career, I was invited to present at an important meeting that was pretty advanced for my career level. The person who asked me to present told me she trusted I knew how to act, which I took as a reflection of how I carry myself professionally. She trusted that I wouldn't dress inappropriately, like wear distressed jeans or show too much cleavage.

In most corporate environments, many people can technically do the job. Once you've demonstrated basic competence, what starts to matter just as much is how people feel about you. Do you speak with confidence? Do your leaders trust and like you? Are you someone others want in the room?

A certain level of polish helps you look competent, and dressing is a tool to convey the way you want to be.

At the same time, extreme beauty can sometimes work against you. If someone is exceptionally beautiful, their appearance may be top of mind for others, or colleagues may gossip about their looks. When conversations about your appearance start to eclipse your work, that's not ideal.

Focus first on being taken seriously, then layer in your own style and personality. Wear socks with a heart instead of a shirt with a big heart. Avoid overly long eyelashes or too high heels; I'd stick to a nice mascara or natural-looking artificial lashes, and a heel of a medium height instead.

I've been at the company for over six years, and I'm starting to reach the point in my career where I am much more relaxed about how I present myself.

I know the people I work with already perceive me as competent; I'm no longer proving myself. I'm less worried about looking older, but I still put effort into looking put together, as I'm aware of how it can help.

Do you have a story to share about how appearance and beauty standards have shaped your career or workplace experience? Contact this editor, Jane Zhang, at [email protected].

Read the original article on Business Insider more

Career development

 17h

I work in Big Tech and dress up to stand out and signal competence


Business Insider tells the global tech, finance, stock market, media, economy, lifestyle, real estate, AI and innovative stories you want to know.

This as-told-to essay is based on a conversation with Crystal McDuffy, a 28-year-old marketing manager based in New York. The following has been edited for length and clarity.I've always known that I wanted to work in tech.

I felt that tech... would bring me closer to the people and energy I wanted to be around -- exciting, innovative, and interesting.Although the dress code in tech is generally lax, my mom, who works in human resources, taught me about corporate culture and appropriate dress from a young age. I also felt that, as a Black woman, I couldn't get away with dressing casually in the same way some of my colleagues could.My level of polish isn't typical for people entering tech, but it feels necessary to me. I've found that the way you dress definitely shapes your outcomes.I've been promoted twice, and my first rating ever at the company was a Superb, the highest rating the company offered at the time.When I was in college, a Big Tech company had a recruitment event on my campus. Afterward, I immediately applied for an internship with the company. I showed my application and résumé to a few mentors who had worked at similar companies, and after a bit of tweaking, I sent everything in. I had three behavioral and case interviews, all virtual, and then got an offer a few weeks later.After the internship ended in 2018, we were first in line to interview for full-time roles. There was a similar interview process as for the internship, but this time with the addition of a writing assignment and an in-person interview.A few weeks later, I found out I'd gotten the job. Going into my senior year of college with a job offer was a huge relief. After graduating, I started as an associate product marketing manager at the company in September 2019.I started dressing up because I really like office wear. I grew up watching my parents wear office clothes, and I thought it was the coolest thing ever. I couldn't wait to be in a blazer and a pointed pump.While my colleagues typically wear jeans and sneakers, I usually wear slacks, nice jeans, or a skirt with a button-down shirt and block heels or polished flats. This tends to read more mature, which is what I'm going for.Crop tops are a no for me -- this is a hill I'll die on. Tight dresses are on a case-by-case basis. My rule is that you shouldn't be able to see the "shelf" of your butt -- where your butt stops and your hamstring starts. If the outline is visible, I feel that the dress is both too tight and probably made of some sort of thin stretchy polyester material, neither of which is acceptable for work.I occasionally wear sneakers, often paired with something more formal to balance them out, which I feel is fine since I work in a smart-casual office, rather than a business-casual or business-professional one.I tend to wear light-to-medium makeup, but nothing too glamorous or distracting. On a regular day, putting together my hair, makeup, and outfit takes about 40 to 45 minutes. If I have a special meeting or am going to be on camera or onstage, then I'll take about an hour and a half.I'm well aware of the way Black women are perceived, and that it allows much less forgiveness when it comes to certain clothing or grooming choices -- specifically, more casual ones.However, I dress the way I do for work because I want to. I'm aware of how it differentiates me, but that doesn't mean that I think that everyone -- especially all Black women -- needs to be as formal as I am, if that's not what they want.People at work have commented on my attire, though never as directly as saying, "You dress well, that's why I promoted you."Early in my career, I was invited to present at an important meeting that was pretty advanced for my career level. The person who asked me to present told me she trusted I knew how to act, which I took as a reflection of how I carry myself professionally. She trusted that I wouldn't dress inappropriately, like wear distressed jeans or show too much cleavage.In most corporate environments, many people can technically do the job. Once you've demonstrated basic competence, what starts to matter just as much is how people feel about you. Do you speak with confidence? Do your leaders trust and like you? Are you someone others want in the room?A certain level of polish helps you look competent, and dressing is a tool to convey the way you want to be.At the same time, extreme beauty can sometimes work against you. If someone is exceptionally beautiful, their appearance may be top of mind for others, or colleagues may gossip about their looks. When conversations about your appearance start to eclipse your work, that's not ideal.Focus first on being taken seriously, then layer in your own style and personality. Wear socks with a heart instead of a shirt with a big heart. Avoid overly long eyelashes or too high heels; I'd stick to a nice mascara or natural-looking artificial lashes, and a heel of a medium height instead.I've been at the company for over six years, and I'm starting to reach the point in my career where I am much more relaxed about how I present myself.I know the people I work with already perceive me as competent; I'm no longer proving myself. I'm less worried about looking older, but I still put effort into looking put together, as I'm aware of how it can help.Do you have a story to share about how appearance and beauty standards have shaped your career or workplace experience? Contact this editor, Jane Zhang, at janezhang@businessinsider.com.

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Anonymous member


Career development 2d
I’ve been working at a big bank for six months, and I still can’t get used to how people treat each other. Many employees look down on drivers, cleaners, maintenance staff, and kitchen assistants. They treat them like they are “lower”.
I can’t act like that and try to be kind and respectful to everyone. But my colleagues criticize me for it and even push me to be rude to support staff.
How can I... stand my ground and help others treat them with respect?

 more
1   

  • Patrice Mack

    17h

    They can't push you to be rude, that is a choice you make. Perhaps you should criticize them for their behavior.

    1

  • Bryson Kapalu

    22h

    Read about the work strike by British sewerage workers in the 1970s, then you will realize how the so called dirty job workers are important in our... lives just like any other white collar jobs are. We should learn to respect any profession irrespective at what level they are. more

    1
Load more...

Career development

 7h

Job seeker in late 30s removes one detail from résumé, triples interview calls


A post on Reddit claims a mid-career jobseeker tripled interview calls after removing their graduation year from a résumé, sparking debate about age bias in hiring. The viral discussion in r/jobsearchhacks has prompted other professionals to reconsider how much career history to reveal during job applications.

A simple tweak to a résumé may be helping experienced professionals overcome an... invisible barrier in the job market, and it's sparking a wider debate about age bias and hiring practices. In a post on Reddit's r/jobsearchhacks, a user claimed their callback rate "tripled" after removing their graduation year from their résumé. The poster, who said they have more than 15 years of experience, described months of silence despite applying for roles they believed they matched perfectly.

"I started to suspect that recruiters were looking at my graduation year from 2008 and immediately putting me in the overqualified or too expensive category before even reading my skills," the user wrote.

The user appeared to be a mid-career professional, likely in their late 30s or early 40s, based on a 2008 graduation year and more than 15 years of experience.

The experiment involved deleting education dates, keeping only degree and university details, and limiting listed work experience to the past decade. Older roles were moved into a short "additional" section without specific timelines.

Also Read: 'A $50 loyalty tax': HR pressured staff to fund CEO's lavish birthday or risk being labeled 'poor cultural fit'

"The result was insane," the user wrote. "I went from maybe one automated rejection email a week to three actual interview invites in the first seven days."

The post quickly gained traction among Redditors, drawing thousands of upvotes and comments. Some users said the strategy highlights how résumés often function less as credentials and more as screening tools.

One commenter reacted by pointing specifically to the situation in the United States, noting that applicants around age 40 already fall under protections against age discrimination. "Assuming US, you already qualify for age discrimination claims if it comes up." They wrote. They suggested that, depending on the length of one's career, removing older dates could be a practical way to avoid early bias in screening.

Sharing their experience, the user said they had started trimming résumé timelines by excluding years before 2016, focusing instead on more recent experience. The comment expressed cautious support for the strategy, presenting it as a means to highlight relevant skills while addressing potential age-related assumptions in hiring.

One commenter wrote, "Resumes are not just about showing your background, they are about removing excuses for someone to screen you out early." They added that focusing on current work "instead of assumptions" may help experienced candidates get their foot in the door.

Others were more critical of the hiring process itself. Another user argued, "If this is the level of granularity required to get a job then the system is totally broken," comparing the job hunt to "a poker game" where candidates must strategically withhold information.

For job seekers, the takeaway remains unclear: is removing older dates a smart strategy to highlight relevant skills, or a sign that the hiring system still filters candidates based on assumptions rather than ability? more

Career development

 19h

I dress up for my Big Tech job every day. My fashion rules have helped me get ahead in my career.


This as-told-to essay is based on a conversation with Crystal McDuffy, a 28-year-old marketing manager based in New York. The following has been edited for length and clarity.

I've always known that I wanted to work in tech. I felt that tech would bring me closer to the people and energy I wanted to be around -- exciting, innovative, and interesting.

Although the dress code in tech is generally... lax, my mom, who works in human resources, taught me about corporate culture and appropriate dress from a young age. I also felt that, as a Black woman, I couldn't get away with dressing casually in the same way some of my colleagues could.

My level of polish isn't typical for people entering tech, but it feels necessary to me. I've found that the way you dress definitely shapes your outcomes.

I've been promoted twice, and my first rating ever at the company was a Superb, the highest rating the company offered at the time.

When I was in college, a Big Tech company had a recruitment event on my campus. Afterward, I immediately applied for an internship with the company. I showed my application and résumé to a few mentors who had worked at similar companies, and after a bit of tweaking, I sent everything in. I had three behavioral and case interviews, all virtual, and then got an offer a few weeks later.

After the internship ended in 2018, we were first in line to interview for full-time roles. There was a similar interview process as for the internship, but this time with the addition of a writing assignment and an in-person interview.

A few weeks later, I found out I'd gotten the job. Going into my senior year of college with a job offer was a huge relief. After graduating, I started as an associate product marketing manager at the company in September 2019.

I started dressing up because I really like office wear. I grew up watching my parents wear office clothes, and I thought it was the coolest thing ever. I couldn't wait to be in a blazer and a pointed pump.

While my colleagues typically wear jeans and sneakers, I usually wear slacks, nice jeans, or a skirt with a button-down shirt and block heels or polished flats. This tends to read more mature, which is what I'm going for.

Crop tops are a no for me -- this is a hill I'll die on. Tight dresses are on a case-by-case basis. My rule is that you shouldn't be able to see the "shelf" of your butt -- where your butt stops and your hamstring starts. If the outline is visible, I feel that the dress is both too tight and probably made of some sort of thin stretchy polyester material, neither of which is acceptable for work.

I occasionally wear sneakers, often paired with something more formal to balance them out, which I feel is fine since I work in a smart-casual office, rather than a business-casual or business-professional one.

I tend to wear light-to-medium makeup, but nothing too glamorous or distracting. On a regular day, putting together my hair, makeup, and outfit takes about 40 to 45 minutes. If I have a special meeting or am going to be on camera or onstage, then I'll take about an hour and a half.

I'm well aware of the way Black women are perceived, and that it allows much less forgiveness when it comes to certain clothing or grooming choices -- specifically, more casual ones.

However, I dress the way I do for work because I want to. I'm aware of how it differentiates me, but that doesn't mean that I think that everyone -- especially all Black women -- needs to be as formal as I am, if that's not what they want.

People at work have commented on my attire, though never as directly as saying, "You dress well, that's why I promoted you."

Early in my career, I was invited to present at an important meeting that was pretty advanced for my career level. The person who asked me to present told me she trusted I knew how to act, which I took as a reflection of how I carry myself professionally. She trusted that I wouldn't dress inappropriately, like wear distressed jeans or show too much cleavage.

In most corporate environments, many people can technically do the job. Once you've demonstrated basic competence, what starts to matter just as much is how people feel about you. Do you speak with confidence? Do your leaders trust and like you? Are you someone others want in the room?

A certain level of polish helps you look competent, and dressing is a tool to convey the way you want to be.

At the same time, extreme beauty can sometimes work against you. If someone is exceptionally beautiful, their appearance may be top of mind for others, or colleagues may gossip about their looks. When conversations about your appearance start to eclipse your work, that's not ideal.

Focus first on being taken seriously, then layer in your own style and personality. Wear socks with a heart instead of a shirt with a big heart. Avoid overly long eyelashes or too high heels; I'd stick to a nice mascara or natural-looking artificial lashes, and a heel of a medium height instead.

I've been at the company for over six years, and I'm starting to reach the point in my career where I am much more relaxed about how I present myself.

I know the people I work with already perceive me as competent; I'm no longer proving myself. I'm less worried about looking older, but I still put effort into looking put together, as I'm aware of how it can help. more

Career development

 1d

Strategic Career Development Goals For Leaders


Career development is a crucial aspect for any professional, especially for those in leadership positions. Leaders must continuously improve themselves to better lead their teams and achieve organizational goals. Setting clear career development goals is essential for leaders to stay motivated, focused, and constantly evolving. In this article, we will discuss some strategic career development... goals for leaders to help them excel in their roles.

1. Enhance Leadership Skills:

One of the primary career development goals for leaders is to continuously enhance their leadership skills. This includes improving communication, decision-making, problem-solving, and conflict resolution abilities. Leaders should seek opportunities to attend leadership training programs, workshops, and seminars to refine their skills. They can also consider working with a mentor or coach to receive personalized guidance on how to become more effective leaders.

2. Develop Emotional Intelligence:

Emotional intelligence is a crucial trait for successful leaders. It enables them to understand and manage their emotions effectively, as well as connect with and influence others. Leaders should focus on developing self-awareness, self-regulation, empathy, and social skills to enhance their emotional intelligence. They can engage in activities such as mindfulness practices, active listening, and receiving feedback to improve in this area.

3. Cultivate a Growth Mindset:

Leaders with a growth mindset believe that their abilities can be developed through dedication and hard work. They embrace challenges, learn from failures, and persist in the face of setbacks. Cultivating a growth mindset is a valuable career development goal for leaders as it helps them adapt to change, innovate, and continuously improve. Leaders can challenge themselves to step out of their comfort zone, take on new responsibilities, and seek feedback to foster a growth mindset.

4. Build a Strong Professional Network:

Networking is essential for leaders to expand their knowledge, gain new perspectives, and access opportunities for career advancement. Leaders should proactively build and nurture relationships with colleagues, mentors, industry peers, and other professionals. They can attend networking events, join professional organizations, and engage in online networking platforms to grow their network. Building a strong professional network can provide leaders with support, advice, and potential collaborations that can benefit their career growth.

5. Pursue Continuing Education:

Leaders should commit to lifelong learning and pursue continuing education to stay relevant in their field and industry. They can enroll in advanced degree programs, certification courses, or attend conferences and seminars to expand their knowledge and skills. Continuing education not only enhances leaders' expertise but also demonstrates their commitment to professional growth and development. Leaders should seek learning opportunities that align with their career goals and interests to maximize the benefits of continuing education.

6. Lead by Example:

As leaders, it is essential to lead by example and set high standards for behavior, ethics, and performance. Leaders should demonstrate integrity, accountability, and professionalism in their actions and decisions. Leading by example inspires trust and respect among team members and motivates them to excel. Leaders should regularly reflect on their own behavior and seek feedback from others to ensure they are living up to the expectations they set for their team.

7. Foster a Culture of Innovation:

Innovation is key to staying ahead in today's rapidly changing business environment. Leaders should strive to foster a culture of innovation within their teams and organizations. They can encourage creativity, experimentation, and risk-taking among team members to generate new ideas and solutions. Leaders should create a supportive environment where team members feel empowered to share their ideas and collaborate on innovative projects. By fostering a culture of innovation, leaders can drive positive change and achieve sustainable growth for their organizations.

In conclusion, setting strategic career development goals is essential for leaders to enhance their leadership skills, grow professionally, and achieve their full potential. By focusing on areas such as enhancing leadership skills, developing emotional intelligence, cultivating a growth mindset, building a strong professional network, pursuing continuing education, leading by example, and fostering a culture of innovation, leaders can position themselves for success and make a significant impact in their organizations. more

Career development

 1d

Mastering Certification Exams with Effective Study Techniques and Reliable Resources


The modernized technological society of the current world has seen career development in the form of professional certifications. The certifications are supposed to identify what you know irrespective of your experience and opens new horizons...

The modernized technological society of the current world has seen career development in the form of professional certifications. The certifications are... supposed to identify what you know irrespective of your experience and opens new horizons to you as either an inexperienced or experienced professional.

Notwithstanding, the certification process of exams can turn out to be burdensome due to the overflow of the information and the intricate mode of exams. To succeed, the applicants must rely on effective modes of studying and have credible materials that would be relevant to their goals.

This paper will in the course of the paper discuss strategies that have obtained success in assisting you prepare well without falling into the traps likely to sabotage you during the certification exams.

Certifications has ceased being a luxury and it is becoming a requirement in most industries. Employers would be inclined to hire those whose competence and up-to-date information is proven.

Overcoming these challenges requires a well-planned approach.

Define what certification you want to achieve and create a timeline for preparation.

Divide the syllabus into smaller sections and focus on one topic at a time.

Engage with the material through quizzes, flashcards, and practice questions.

Revision helps reinforce your knowledge and improve retention.

Monitor your performance and adjust your study plan accordingly.

Practice exams are crucial for:

Regular practice ensures better performance in the actual exam.

Staying motivated is essential for long-term success. Here are some tips:

The choice of appropriate resources may be a great contributor in your preparation process. Find sites that are updated with information, and simulated exam situations, and explanations.

During your preparation, you may explore platforms like ExamLabs.com, which are often mentioned by learners seeking structured practice materials.

Time management is critical both during preparation and on exam day.

Confidence comes from preparation. To boost confidence:

It depends on the exam and your experience level, but typically 1-3 months is sufficient.

Yes, if they are reliable and up-to-date.

They are essential for understanding exam patterns and improving performance.

A study plan significantly increases your chances of success.

Analyze your mistakes, improve weak areas, and try again with better preparation.

Passing on certification exams is not only a matter of hard work, but it is a matter of right strategies and tools. Any person can pass even the most difficult exams with the help of good preparation, diligence, and the ability to concentrate on the task.

Reliable study materials are considered to be one of the most crucial aspects. There is a lot of diversity in the available platforms and it is essential to select those platforms providing relevant and up to date information. This takes care of the fact that you are preparing in line with the real exams.

Another major component is consistency. Continuous learning, rehearsing questions and reviewing concepts are some of the ways of establishing a good foundation. Consistent candidates have better chances of retaining information and do not fail under pressure.

Time management is also of great importance. It is not always easy to find a balance between study time and other actions, but with a schedule in place, it will be easy enough. It is possible to set aside time on each topic and practice on a timed basis to enhance efficiency.

It is also important that motivation is achieved. Cramming in time to pass the certification exams may be a strenuous process and one has to keep themselves motivated all through. Goal setting, monitoring this, and congratulating yourself whenever you do something small can help you stay on track. more

Career development

 1d

Undressing Durham fashion: Is Durham style actually just class signalling?


Our clothes tell our story, and offer insight into our lives, showing our age, personality and even financial and social status - or better put, class signalling. Is it just fashion, or is it a subtle way of saying 'I belong here'?

Think about the initial scene of Durham fashion. Long coat, baggy jeans, sambas, longchamp, maybe a quarter zip. Did everyone dress this way before they came to... Durham? Is it just fashion, or is it a subtle way of saying "I belong here"? People bother over what to wear for the first day of class, a job interview, or maybe a first date. This is because we all subconsciously understand that others' first impressions of us matter, as the meaning behind our clothes is heavily culturally dependent.

Our clothes tell our story, and offer insight into our lives, showing our age, personality and even financial and social status - or better put, class signalling. Class signalling is the use of cultural consumption by individuals that signal their social class identity, often influencing our behaviour. For instance, you may unknowingly not go up to someone and talk to them on the first day of class depending on how they dress, as you perceive them to have a different livelihood compared to you.

Looking at it in the microcosm of Durham, there is a sense of "perceived privilege" from the private school pipeline to college culture, with a pressure to fit into your surroundings despite not being from that background. The most common "Durham brands" are pricey but coded as "not flashy", as people wish to be more "understated" about their look. Once you start dressing to fit in, you notice a larger acceptance into some communities and groups that would have otherwise not given you a second thought, all because you look the part.

Now this is not to say everyone is doing it consciously, many of these trends spread naturally through general student culture (i.e seeing people around campus) or though TikTok or Pinterest in which people fund most of their outfit inspiration. Some students may genuinely like the look of that aesthetic and aren't doing it to signal class, but that doesn't take away from the fact that many people do. Thrifting clothes and buying off Vinted is a ritual that can help blur the class lines, especially as second-hand clothes culture is currently "trending." more

Career development

 1d

Vicky Oliver - Profile and Biography - CEOWORLD magazine


Vicky Oliver is a leading career development expert and the multi-bestselling author of five books, including Bad Bosses, Crazy Coworkers & Other Office Idiots (Sourcebooks, 2008), and 301 Smart Answers to Tough Interview Questions (Sourcebooks 2005), named in the top 10 list of "Best Books for HR Interview Prep." She's a sought-after speaker and seminar presenter and a popular media source,... having made over 901 appearances in broadcast, print and online outlets. Vicky Oliver is the Nonfiction Editor and an Art Editor at LIT Magazine, the Journal of the New School Masters in Fine Arts Creative Writing, and teaches essay writing at the New York Writers Workshop. She co-hosts the Resilient Women series podcast for Relatable Media.

Vicky Oliver is a distinguished member of the CEOWORLD Magazine Executive Council. You may connect with her through LinkedIn or official website. more

Career development

 1d

Thought Leader Q&A: Talking Human-Centered Recruiting And Talent Management With Dominika Probola


Exploring Agile L&D Staff Augmentation That Goes Beyond Talent Matchmaking

Driven by the belief that the strongest professional relationships are built on empathy and understanding, Dominika Probola is a Talent Manager at SweetRush dedicated to supporting the people behind exceptional performance. With over 15 years of experience spanning hospitality, talent acquisition, and talent management,... Dominika brings a service-oriented, people-first perspective to the Learning and Development industry. As part of SweetRush's Talent Solutions team, she manages the full consultant engagement lifecycle -- from identifying and recruiting exceptional talent to providing ongoing mentorship and dedicated support for professionals working on client projects. Today, she speaks with us about her role as a bridge between elite talent and client partners, ensuring consultants feel empowered to grow while organizations receive the high-quality, trusted expertise they need to succeed.

Let's be real: what we do for work matters deeply, on so many levels. It's how we make a living, support the people we love, and build something meaningful over time. And right now, more than ever, people are feeling exposed. Behind every resume is a person quietly asking, "Will what I know still matter tomorrow?" There's a real undercurrent of fear out there -- about job security, but also about identity. About whether the thing you've spent years becoming good at still has a place.

In my conversations with candidates, I try to create room for those feelings to actually exist. We call our approach "relationship recruiting," meaning we don't just screen people; we listen to them with empathy, take to heart what they're going through, not just what's on their profile.

What I keep hearing is uncertainty, for sure, but also something I find genuinely moving: resilience. People are adapting, experimenting, and leaning into the parts of their work that feel most human. And that's exactly where I try to meet them. My job isn't to minimize the fear, but to acknowledge it honestly, and then help them see that their creativity, their judgment, their ability to connect with other humans -- those aren't going anywhere. That's not something you can automate.

When a client comes to us, they're not browsing; they have real work to do, and they need someone who can walk in and contribute almost immediately. So we're not looking for people who are capable of adapting. We're looking for people genuinely wired for it -- agile, consultative, comfortable with independence. That's a specific profile. Not everyone fits it, even if their résumé is impressive.

We approach every client and every candidate relationship from what we think of as a priori love: an intentional decision to assume the best of the people we're serving, even before we've earned reason to. We're not processing a job order. We're trying to understand the team on the other side: how they communicate, what their manager values, and what kind of person has thrived there before.

One lesson I carry from my background in hospitality into this work is that the highest form of service is anticipating a need before it's spoken. By the time we present a candidate, that work is already done. From day one, it should feel less like an introduction and more like they were always supposed to be there.

AI is a powerful engine, but it still needs a skilled driver. What we've developed over time is a real instinct for spotting high performers.

The trait that keeps rising to the top for me is ownership. You know this person when you meet them. They take a brief and run with it. They deliver work that's complete, considered, and done with obvious care. They make your life easier just by being on the project. That quality is rare, recognizable, and nearly impossible to train into someone who doesn't already have it.

So yes, we vet for Instructional Design fundamentals, for how someone navigates a stakeholder conversation, for genuine consultative thinking. AI can accelerate a skilled practitioner; without that foundation, it's just fast-moving noise. But I'm always listening for ownership underneath everything else. When something went wrong on a project, what did they do? That answer tells me more than anything on a résumé.

And when we find that person, we don't let go. A high-performer who feels seen and advocated for comes back. They refer people from their trusted network. Over time, that becomes something much more valuable than a talent pool -- it becomes trust.

When you bring in a SweetRush consultant, you're not hiring a solo freelancer; you're opening a portal to an organization that has been at the forefront of L&D for over two decades. Our core team includes creative directors, senior project managers, learning strategists, and AI specialists, to name a few -- genuine experts who are actively doing this work. And our placed consultants have direct access to them.

Here's what that looks like in practice: someone is deep in a client project and hits a wall. I'll connect them with a creative director or learning strategist: someone who has lived that exact problem before. Sometimes all it takes is getting the right two people in a room. I've watched a consultant walk into a conversation stuck and walk out with a completely different relationship to the problem and with clear action steps.

But I don't wait for someone to get stuck. I stay close to our consultants throughout every engagement -- checking in, sensing how things are going, staying ahead of the friction before it becomes a problem. What we've built is really a connected loop: client, consultant, and SweetRush, all tied together by a shared commitment to the craft. The client gets the agility of an individual and the depth of an industry leader behind them.

So, you're never just getting one person. You're getting the best of all of us.

The clients we work best with share something in common: they genuinely care about the people placed on their teams, not as a policy, but as a practice. They check in. They include. They make someone feel that they belong, even if the engagement is temporary.

One of our consultants told me about her first check-in with a new client. She was braced for the usual project rundown: status, deliverables, timeline. Instead, the client asked how her kids were doing. She wanted to know their names! The consultant told me she almost didn't know what to say. That small, human moment changed everything about how she felt as a consultant on this project.

What we bring on top of that is a layer of support that travels with every consultant we place. They're not alone once they step into a client's world. They have a community behind them: people who know their work, believe in their potential, and want to see them succeed.

We all know what it feels like to work somewhere that actually cares about you. How it changes your energy, your commitment, the quality of what you produce. That's what we're building on both sides of the relationship. A client who values their people, a consultant who feels supported and seen, and SweetRush holding that connection together.

Consulting can be lonely. You move from project to project; you're always the new person; you're expected to perform from day one, and there's no built-in team to decompress with at the end of a hard week. That's real, and we don't pretend otherwise.

What I try to be, genuinely, is a constant for our people. Someone who knows your name, knows your work, knows what kind of week you've had. I reach out not because something is wrong, but because staying connected is the whole point. That consistency matters more than people realize.

I've had consultants tell me that knowing I'm there -- that there's someone paying attention, someone who will pick up the phone -- changes how they show up. There's a confidence that comes from feeling backed. You take the creative risk. You push back thoughtfully when something isn't right. You do your best work instead of your safest work.

Burnout usually doesn't announce itself. It accumulates quietly in the small frustrations nobody asks about, in the isolation of never quite belonging anywhere. Part of my job is noticing those signals before they become a problem. A conversation at the right moment can do more than a policy ever could.

I think job searching is one of the most vulnerable things a person does. You're putting yourself out there: your skills, your worth, your next chapter -- and how you're treated in that process leaves a mark. People remember it.

When we represent a client in the market, we carry their reputation with us into every conversation. A candidate who feels rushed, reduced to a checklist, or ghosted after an interview doesn't just have a bad experience with us; they also have a bad experience with the client's brand. That stays with them. They tell people.

The inverse is equally true. When someone goes through a process that feels human -- where they're listened to, given honest feedback, treated with dignity even when the answer is no -- they walk away with respect for the organization, regardless of the outcome. That's brand protection in the most practical sense, but this isn't a recruitment strategy for us. It's just how we believe people deserve to be treated. We take time with candidates. We're honest about fit. We don't string people along. And when someone isn't right for a role, we say so kindly and -- whenever we can -- we stay connected and coach them because the wrong fit today might be exactly right tomorrow.

It looks easy when it's done well!

When a placement goes smoothly -- when someone walks into a client's environment and just clicks, performs from day one, elevates the team around them -- it can feel almost effortless. Like it was obvious. Like we just found the right person and made an introduction.

What's invisible in that moment is everything that happened prior. The conversations that went deeper than a skills assessment. The instinct developed over years of knowing what "right" actually looks like for a specific culture, a specific team, a specific manager's working style. The quiet work of staying connected to a consultant so that when the right opportunity appears, you already know not just what they can do, but who they are, how they handle pressure, what environment brings out their best.

The other thing clients sometimes underestimate is what happens after the placement. The ongoing presence, the check-ins, the early signals of friction that -- when caught -- never become real problems. That layer of care is what separates a successful engagement from one that quietly unravels three months in.

When it works, it looks like magic. But I'll tell you a secret: it's not magic. It's attention. It's awareness. It's relationships built over time. It's genuinely caring about the outcome for everyone involved and doing the quiet, consistent work that makes that possible.

Thanks so much to Dominika Probola for sharing her insights on people-first talent management, relationship recruiting, and building high-level partnerships that drive L&D innovation. If you'd like to apply, you can see current openings here. Companies interested in SweetRush's staffing services can check out their L&D staff augmentation solutions to learn more.

Also, congratulations to SweetRush for being No. 1 on our list of Top eLearning Staff Augmentation Services! more

Career development

 1d

Software Candidate Sourcing Virtual Assistant


I'm building a short-term pipeline of mid-level software developers and I need a detail-oriented virtual assistant to take full charge of the first-round interview process. You will schedule and host a brief screening call, ask a set of qualifying questions I'll provide, and then gather each candidate's résumé or project portfolio. Before closing the call, make sure you secure three pieces of... contact information from every applicant -- email address, LinkedIn profile, and phone number -- so I can follow up directly. You can use any reliable tools you're comfortable with: Zoom or Google Meet for the interviews, Google Sheets or Airtable to log the information, and a shared folder for résumé uploads. Technical stack requirements are flexible at this stage; right now I'm focused on verifying overall software development competence and communication skills. Deliverables * A continuously updated tracker containing the candidate's name, email, LinkedIn URL, phone number, résumé/portfolio link, interview date, and your brief notes * A neatly organised folder (Google Drive, Dropbox, or similar) with all résumés and portfolios * A concise daily summary highlighting standout applicants or red flags I'll provide the question set, calendar access, and a template for documentation. Accuracy, professionalism, and a friendly interview manner are essential; otherwise, feel free to streamline the workflow however you see fit. more

Career development

 1d

Top 3 AI Resume Builders in 2026


Job hunting has become increasingly complex, especially with the widespread use of applicant tracking systems (ATS) and automated screening tools across platforms like LinkedIn.

In this environment, AI-powered resume builders are helping candidates optimize applications, tailor CVs to job descriptions, and improve their chances of landing interviews. The best ones are already here, so just carry... on reading to see our top 3 picks.

Teal is designed to help job seekers manage the entire application process in one place.

It combines resume building with a structured job tracking system, allowing users to monitor applications from submission to the interview stage. Its AI tools analyze job descriptions and suggest optimized bullet points to improve relevance and keyword matching.

Teal helps reduce job search chaos and improve overall productivity during the hiring process by centralizing applications.

Resume.io offers a complete suite for creating resumes and applying to jobs efficiently.

Users can build CVs from scratch, import LinkedIn profiles, or generate content using AI assistance. The platform also provides job recommendations based on user skills and allows one-click resume tailoring for specific job postings.

A standout feature is its recruiter distribution system, which increases visibility by sharing profiles with a network of employers actively seeking candidates.

Resume Worded focuses on improving the quality and effectiveness of resumes and LinkedIn profiles.

It evaluates uploaded documents and provides detailed feedback, including ATS compatibility scores and suggestions for improvement. Users can refine their resumes based on direct job description comparisons, ensuring stronger alignment with recruiter expectations.

Its emphasis on transparency and iterative improvement makes it a valuable tool for long-term career development. more

Career development

 1d

Working Strategies: Proving skills and filling skills gaps


We began this mini-series two weeks ago with the question: Are résumés dead? The answer was no (or at least, not yet), but exploring the issue inspired last week's column about the return of skills-testing as part of an employer's hiring process -- presumably a better way to assess candidates.

But if employers prefer to hire candidates based on their provable skills, now we need to ask: What... about the employers who don't do skills-testing? How do you convince them you can do the job? More importantly, how do you gain the skills in the first place?

We'll start with attaining the needed skills. If you remember last week's definition of a skill -- "something you can do" -- you'll be in better position to add skills the employer desires even when formal training isn't an option. Here's an easy example: Do you type? Pretty much everyone does these days, but it's likely that most learned on their own somehow. If you have the keyboard and a tutorial, you're good to go.

Typing is pretty basic, but it's a good example of a skill you can gain proficiency in without years of experience or specific training. What about something more complex, like managing people or providing customer service? To start building this skill set, you might look for volunteer positions that let you jump in quickly to build relevant experience. Following that thread, many nonprofits have excellent volunteer training programs for everything from crisis phone counseling to elementary inventory management.

The truth is, most of us have probably learned more skills outside of a job or classroom than in. You've been filling skills gaps your whole life; these are all things you can do, and most of them are things some employer somewhere needs done.

Which brings us back to convincing potential employers that you can do those things they need done. Even if you have related experience or training, you can't just state "years of experience" or highlight a degree in the hiring process. As noted last week, it's entirely possible to attain these outward signs without being particularly adept at the skill in question. Besides, if those credentials and experience are baseline for the employer, simply stating them won't set you apart. You'll still need to communicate the actual skills in order to stand out.

Here are three more ways to prove your skills to employers.

* 1. Document the work product or process. Suppose you want a project management job but haven't had the experience in a paid position yet. Have you in fact managed projects in other circumstances, such as organizing a multi-family vacation or coordinating weekly services in your house of worship?

A résumé addendum could help here, with the extra page of content devoted to key projects you've managed and the steps or tools you've used. If you pair this documentation with concepts from an online project management course, you'll be able to put the appropriate words to your experience to demonstrate the skill.

* 2. Create a mock work product to literally demonstrate the skill. Similar to a singer's demo reel, this helps the employer imagine you in the role. It could be as simple as portfolio pieces (think sample articles for a writer) or as complex as video clips catching you in action as a ... pretty much anything from a stone mason to a technical trainer to a sales representative.

* 3. Present "evidence" of you performing the skill in question. It's simplistic, but true that a picture can be powerful. Do you have images of yourself operating a particular piece of equipment, for example, or perhaps engaged in a meeting of the volunteers you lead?

By now your Spidey sense might be tingling. If you can't even get a regular résumé past the bots and into an employer's hands, will the system really let you add a photo or work product? No, probably not. Which brings us back to where we started two weeks ago, talking about the potential demise of résumés in light of the challenges posed by the online applicant systems.

It's not that résumés are no longer effective; it's that the online systems are no longer reliable stewards of résumés, if they ever were. Luckily, the world is full of genuine job opportunities that are not online at all. This is the audience you're speaking to when you present out-of-the-box evidence of your skills and what you can do that employers need done.

If you're on board, start by making yourself findable -- by being on LinkedIn, for example. Then, make it worth the employer's effort for having found you -- by posting these "extras" or a link to your own web page for an online portfolio. Remember, the more you can provide real information to real humans, the better your chances of breaking through. more

Career development

 1d

Job Application Assistant Needed


I'm preparing to move into a new full-time role within IT and Software and want someone who can run the entire online application process for me. Starting from the target résumé and cover-letter I will supply, you will search for matching openings, complete the applications on my behalf and keep everything organised. You'll work mainly through the big boards -- LinkedIn to start with -- while... adding Indeed, Glassdoor or any other platform you believe will increase my exposure. Your initiative in finding fresh channels is welcome as long as you document each step. Each evening I need a concise update so I always know where things stand. A shared Google Sheet (or similar) listing company, position title, portal used, date applied and next-step status is perfect. Deliverables * An agreed-upon minimum number of quality applications submitted per business day * Daily progress report with all required fields fully populated * Quick notice of any assessments, interview requests or additional information the employer needs Experience helping tech professionals land interviews -- and familiarity with applicant-tracking systems -- is a plus. Confidentiality is critical. Let me know how you would structure the workflow and how soon you can start. more

Career development

 2d

Best Personal Assistant Agencies LA: Top 9 Recruiters Compared


The 9 Best Personal-Assistant Recruitment Agencies in Los Angeles

Los Angeles is one of the toughest markets for personal-assistant talent. Hollywood A-listers, crypto founders in Venice, and multigenerational family offices from Beverly Hills to Malibu now compete for roughly 300 career PAs citywide. A 2025 luxury-staffing report calls the hiring scene "hotter than ever," noting that principals... pay 10-15 percent more than 2023 rates to secure the right person. When an assistant can reclaim hours of your day, protect your privacy, and keep every moving part in sync, settling for average isn't an option.

We audited more than 20 recruiting firms, scored each against seven objective criteria, and surfaced the nine agencies most likely to deliver a PA who fits your world.

Our Research & Methodology

Before ranking a single agency, we handled the project like a mini-market study. We opened more than 20 search results for "personal assistant agency Los Angeles" and related terms, then mapped every company that showed a real footprint in the city.

Next, we moved past homepage headlines. We combed LinkedIn for placement histories, scanned Reddit and Quora threads for unfiltered client stories, and read every testimonial we could verify. That gave us a pulse on what busy Angelenos value: speed, discretion, and crystal-clear fees.

From there we built a seven-factor scorecard. Two criteria carry the most weight: depth of PA specialization and the rigor behind each firm's candidate checks. Reputation signals, niche expertise, fill speed, fee transparency, and post-placement support round out the model.

Finally, we assigned provisional scores, cross-checked them against third-party press mentions, and debated edge cases until the top nine separated from the pack. The result is a ranked list you can trust, with a clear paper trail if you ever want to review our logic.

How We Judge a "Top" PA Agency

Choosing a personal-assistant recruiter is not about glossy websites or celebrity name drops. It comes down to proven systems that deliver the right human into your life without drama. We scored every firm against seven concrete factors, weighted to mirror what LA employers say matters most.

First comes specialization. Agencies that focus on PA and EA searches sit at the top because they nurture deeper talent pools and instinctively speak the shorthand of the role.

Second is vetting rigor. We looked for multi-layer background checks, reference calls that go beyond "Was she on time?" and interview processes designed to spot discretion as well as skill. A résumé means little if your assistant cannot keep a secret.

Third, we reward niche expertise. An agency fluent in studio politics or family-office etiquette will land better cultural matches than a generalist temp shop.

Reputation follows. Decades in business, repeat clients, and third-party press nods all signal consistency no one can fake overnight.

Speed and scale matter too. When your calendar spills over, you need qualified options in days, not months. Agencies with large candidate benches and tight internal workflows scored higher.

We also credit fee transparency and solid replacement guarantees. Surprise invoices erode trust; straightforward terms build it.

Last is post-placement care. The best recruiters stay involved after day one, smoothing onboarding and catching small issues before they grow.

Weighting these factors keeps our rankings objective and focused on what delivers real value to you.

Top Personal Assistant Agencies in Los Angeles

1. C-suite Assistants: Nationwide Reach With Local Firepower

C-suite Assistants blends corporate polish with Hollywood agility. Backed by a nationwide database that has recently placed a personal assistant to a pop star and an executive assistant to a global-media CEO, the firm now serves as a Los Angeles personal assistant recruitment agency able to deliver fully vetted finalists in days -- not weeks. Because its recruiters source nationally, they can present qualified candidates within one to two weeks -- far faster than the typical month. Every contender passes multi-round interviews, reference checks, and confidentiality screens before a résumé reaches your inbox. A 90-day replacement guarantee protects the hire if something misaligns. When you need a partner who understands board meetings at noon and a red-carpet call time at six, C-suite is the number to dial.

2. The Grapevine Agency: Hollywood's trusted matchmaker

Ask on any studio lot for an assistant recommendation, and Grapevine surfaces first. Founded by two former entertainment assistants, the boutique firm has spent 20 years pairing Oscar winners, showrunners, and high-net-worth families with PAs who thrive under studio spotlights. Recruiters speak the unwritten rules of set life, from thick NDAs to last-second jet reroutes, leading to near-zero gossip leaks. Expect three or four handpicked finalists, each vetted for 24-hour availability and absolute discretion. If your world revolves around premieres and production schedules, Grapevine already knows the script.

3. The Help Company: Four Decades of Discreet Excellence

Since 1982, The Help Company has staffed the homes and offices of film legends, fashion icons, and philanthropists. Recruiters often visit a client's home to absorb the environment, then interview candidates in person to gauge everything from posture to table manners. Only a handful advance, and each signs a confidentiality pledge. The agency favors career PAs who understand nonstop schedules and international travel. Many clients return for every household hire, a sign of trust built over 40 years.

4. Pocketbook Agency: Modern Matchmaking at Startup Speed

Launched in 2014 by two former executive assistants, Pocketbook uses data and a 400-thousand-person network to surface talent quickly. Speed never sacrifices fit: detailed interviews probe mindset as much as skills because emotional intelligence often outweighs typing speed. Blending tech and entertainment, Pocketbook excels at hybrid roles -- EA in the morning stand-up, PA by the evening red-carpet rehearsal. Contingency fees sit at roughly 20 percent, with clear salary guidance before you sign.

5. Rose's Agency: Beverly Hills Roots, Bespoke Results

For more than 20 years, Rose's Agency has specialized in high-profile domestic staffing. The founder still interviews every candidate, filtering out the merely competent in favor of the exceptional. Many placements combine duties -- house manager, event planner, family quarterback -- so candidates field etiquette questions, vendor scenarios, and crisis drills before meeting a client. Straightforward fees and candid advice make the boutique process transparent.

6. The Celebrity Personal Assistant Network: When Only a Unicorn Will Do

Consultant Brian Daniel conducts retained searches for principals who demand the world's best assistants. Clients pay up front for exclusivity, and Daniel taps a global contact list built during his own years as a celebrity PA. Roles often require 24-hour reachability, multiple languages, and seamless transitions from a G650 cabin to a five-star hotel lobby. Fees exceed contingency models, but clients pay for certainty that a six-figure assistant will endure.

7. Staffing at Tiffanie's: Family Focused, Hollywood Savvy

Founded in 1998, Staffing at Tiffanie's wins over families who need a PA that shifts from budget forecasts to ballet pickups without missing a beat. Discovery calls cover lifestyle details -- diet, pet care, holiday traditions -- so the assistant feels like part of the household on day one. Scenario questions test judgment in real family chaos, such as juggling three school calendars. Warmth pairs with professional rigor throughout the process.

8. The Middle: Part-time Assistants, Full-time Relief

Not everyone needs 40 hours of help. The Middle matches professionals with assistants who work five to 20 hours weekly and can scale with your life. Clients outline the tasks and hours, pay an all-inclusive hourly rate, and tap a roster of experienced pros. Many assistants are career EAs seeking flexibility, actors between shoots, or retired chiefs of staff who miss the action but not the grind. For founders in early funding rounds or parents needing seasonal support, The Middle delivers horsepower without full-time overhead.

9. Colonial Domestic Agency: Six Decades, Thousands of Placements

Opened in 1963, Colonial Domestic Agency maintains a database that spans generations of household staff. Recent postings list $50 per hour plus benefits for PAs willing to manage construction during the day and red-carpet wardrobes at night. Screening stays old school -- phone interviews, reference letters, and in-person meetings at the Wilshire office -- but the hands-on touch produces hires that last years. Advisers also walk new employers through California labor rules to prevent missteps.

Los Angeles Personal-assistant Salary and Hiring Trends

1. Salary Snapshot

Let's start with the question everyone asks: what should you pay? ZipRecruiter's March 2026 data puts the average total compensation for a full-time personal assistant in Los Angeles at about $52,000 a year, or roughly $25 an hour. That figure sits above the national average, reflecting the city's cost of living and the premium on confidentiality and round-the-clock flexibility.

The range widens quickly. Entry-level household PAs land between $37,000 and $45,000, while experienced executive-personal hybrids often clear six figures. ZipRecruiter lists an average of about $75,000 for executive personal assistants in LA, showing how scope, industry, and after-hours demands drive pay more than titles.

Part-time help costs $35-$50 an hour through services such as The Middle. At 10-20 hours a week, expect an annual spend of $18,000-$50,000, ideal for founders or families who need support without a constant shadow.

Keep these benchmarks handy as we explore demand drivers and legal costs.

2. Why Demand Keeps Rising

Money talks, but scarcity shouts. Ultra-wealthy families and high-growth startups are expanding faster than the assistant talent pool, creating a seller's market for top PAs. A 2025 luxury-staffing report notes that private households in LA, New York, and London are "hotter than ever," with principals offering higher salaries, annual bonuses, and even housing stipends to win candidates.

Because demand outpaces supply, skilled assistants field multiple offers within days. For you, that means two imperatives: move quickly once you find a fit and sweeten the offer with perks that show respect, such as overtime pay, upgraded travel, or a development budget.

Agencies on our list confirm the trend. Many now brief clients to expect a 10-15 percent premium over 2023 rates for an EA/PA hybrid who can handle board decks at breakfast and wardrobe pulls by dinner. Secure the right person and you reclaim hours, lower stress, and project professionalism across every touchpoint.

3. California Labor Rules Employers Overlook

Budgeting ends when the law begins. California treats most personal assistants as standard domestic employees, so overtime starts after eight hours in a day or 40 hours in a week. Unlike "personal attendants" such as caregivers, PAs qualify for time-and-a-half beyond that limit.

Classifying a PA as a 1099 contractor rarely passes muster. Under AB5, directing their work, setting their hours, and relying on them regularly makes the role a W-2 employee in almost every scenario. Penalties for misclassification dwarf any short-term savings, and reputable agencies will not bend that rule.

Practical takeaway: account for overtime and payroll taxes from day one. Some employers choose a higher flat salary to absorb expected overages; others keep the role hourly and pay the premium when weeks run long. Clear terms prevent awkward money talks and protect you from compliance headaches.

4. The Rise of EA/PA Hybrids

In LA, personal and professional spheres collide hourly, so many principals now prefer one trusted gatekeeper for both worlds. Enter the executive-personal assistant hybrid. These professionals can prepare a board deck at 9 am, renegotiate a Bel-Air catering contract at noon, and confirm a vet visit before sunset.

Because the role spans corporate and domestic duties, agencies report that hybrid jobs command a 10-15 percent premium over traditional executive-assistant posts. The payoff for employers is seamless coordination: one calendar, one inbox, and one person who sees every moving part and prevents collisions.

For assistants, the role offers range and reward. Hybrids gain C-suite insight plus household management skills that can lead to chief-of-staff or estate-manager careers. That cycle drives salaries higher and shortens hiring timelines, so decide early whether you need pure corporate support or an all-terrain fixer.

Quick-compare Cheat Sheet

Nine detailed blurbs help, yet sometimes you want the essentials in one glance. The table below lists each agency's founding year, core niche, fee model, guarantee, and our overall score for quick comparison.

*Scores follow the seven-factor rubric described earlier.

Use this grid to map options to your priorities. If speed and national reach top the list, C-suite leads. For pure Hollywood expertise, Grapevine or Help Company excel. Need part-time flexibility? The Middle stands out. Match the data to your needs and you are halfway to clearing your inbox.

Frequently Asked Questions

1. How long does it take to hire a PA through an agency?

Give clear feedback fast, and most agencies can present finalists within two weeks. C-suite and Pocketbook often meet that mark because they keep a ready bench of vetted talent. Add one to two weeks for interviews, background checks, and paperwork. Delay your feedback and the same candidate may accept another offer the next day.

2. Who pays the agency fee?

The employer does. Budget around 20 percent of the first-year salary for contingency searches and closer to 30 percent for retained, ultra-niche hunts. The fee is a single payment that covers sourcing, screening, and a replacement guarantee if the match falters early.

3. Can I ask my PA to sign a nondisclosure agreement?

Yes, and every agency here recommends it. An NDA protects personal data, business details, and even household routines from outside chatter. Most firms provide template language, but have your attorney review final wording.

4. What perks keep top assistants loyal?

Pay matters, yet culture retains them. Predictable overtime, a clear path for raises, and respect for off-hours when emergencies are not in play all help. Many high performers also value development perks such as conference passes or software courses.

5. Is a virtual assistant a cheaper substitute?

For pure digital tasks, yes. Services like Belay or Boldly can manage calendars, inboxes, and travel booking remotely for about 40 dollars an hour. They cannot pick up couture on Melrose or stand in for you at a site visit. If your needs cross the digital-physical divide, an in-person PA -- or a hybrid approach -- delivers better coverage.

Key takeaways

Los Angeles runs on behind-the-scenes talent, and personal assistants are the gearbox that keeps influential lives turning smoothly. Demand is hotter than finance charts, salaries reflect that heat, and the legal landscape rewards those who plan ahead.

Choose an agency aligned with your world -- Hollywood buzz, tech growth, family harmony, or fractional flexibility -- and let its network shorten the search. Pay market rates, follow overtime rules, and sweeten the package with growth perks to secure loyalty that pays for itself in saved time and reduced stress.

Use this guide as your roadmap. Skim the table, revisit the agency blurbs that fit, and schedule discovery calls this week. The sooner you secure a trusted right hand, the sooner you return to the work only you can do. more