Career development

 8h

Employers to jobseekers: Your AI résumé isn't fooling anyone


As part of a job search, outsourcing and offshoring company Oceans asked candidates to make a video answering one question: what is your most controversial personal conviction about the workplace? The company received more than 300 responses and most of them were eerily similar.

"It was abundantly clear it was [artificial intelligence]," Matt Wallaert, Oceans' chief experience officer, said of... the repeated answers, which also followed the same structure. It was like "you did the laziest possible ... you failed the basic task of sharing your personal beliefs."

The situation left Wallaert and the hiring team bewildered on how to evaluate the candidates, as even some of the most qualified blended together.

Jobseekers are turning to AI to help them land jobs more quickly in a tough labor market. With a plethora of AI tools, some employers may be screening applicants' résumés, deprioritising them as candidates.

Employers say that's having an unintended consequence: many applications are looking and sounding the same. AI has complicated the process for both employers and jobseekers, leaving both sides at odds over how to get what they want.

It's easy to spot when candidates over-rely on AI, some employers said. Often, executive summaries will look eerily similar to each other, odd phrases that people wouldn't normally use in conversation creep into descriptions, fancy vocabulary appears, and someone with entry-level experience uses language that indicates they are much more senior, they added.

It's worse when they use auto-apply AI tools, which will find jobs, fill out applications and submit résumés on the candidate's behalf, some employers said. Those tend to misinterpret some of the application questions and fill in the wrong information in inappropriate spots.

If these applications were evaluated alone, employers say they'd have a harder time identifying AI usage. But when hundreds of applications all have the same issue, they said, AI's role in it becomes obvious.

Joseph Eitner, chief human resources officer for New York-based investment firm Eaton Capital Management, said he has no issue with candidates turning to AI to add some keywords, clean up their grammar, or even help them think through a question on the application. But ultimately, he said, candidates should do the writing themselves, express their own ideas and personalities, and take the time to manually submit their applications.

"If that's how you apply and how you work, I don't want to hire you," he said. AI auto-apply services are "snake oil. It's a disservice to yourself and to the people you're applying to."

Not all employers rely heavily on AI to screen applicants, according to Ron Sharon, chief information security officer in Denver at financial advisory firm PTMA Financial Solutions, and some only use it to help them prioritise people with the necessary experience.

Sharon said he uses an AI tool that assigns percentages to candidates based on their qualifications. Anyone who hits a 75 per cent or above will be considered for the job, he said, but AI never automatically rejects a candidate.

"I use AI as a tool to help me augment what I do," he said. "Jobseekers should use it to help them augment what they do. They shouldn't use AI for the complete process."

But some jobseekers say the ways that employers started using the technology to rank candidates prompted them to adopt it.

Stephen Harris, a 37-year-old in San Antonio who's seeking a job as a tech support specialist, said he'll stop using AI to write his résumé once recruiters stop using AI to evaluate it. "You're saying, 'You shouldn't be doing this' when I know a good chunk of them do this," Harris said.

Employers are often focusing too hard on finding the perfect candidate and losing some of the most adaptable ones in the process, he said. And while he still tries to stand out by sending his résumé via mail, he says using AI to quickly tailor his résumé makes it easier to be among some of the earlier applicants.

Jobseekers say one of the benefits of AI is it can help people make ideas flow better, punch up their words and fill in blanks they may struggle with. But some employers say they'd much rather see the person as they are.

Prateek Singh, founder and CEO of the start-up LearnApp in New Delhi, said when candidates use AI for applications, it doesn't allow him to evaluate what excites them about the job and what they're less interested in. In their cover letters, candidates are asking him to "chat over coffee" - a phrase he said isn't common in India.

"This is the best time for you to stand out based on all of your flaws and eccentricity," he said. "If 100 applicants come to us with AI, and you are authentic, you stand out."

The advice rings true to applicants such as Sneha Sharma, who said when she stopped using AI for her résumé, she started to gain more traction in her job search.

In the course of about six months she had applied to up to 300 jobs, using AI tools such as ChatGPT and some that helped her find leads. She briefly tried an AI application that auto-applied to jobs for her but gave up on that in a couple of weeks. But she couldn't land any interviews.

After taking a break, she adopted a new approach: She stopped using AI, built a couple of résumés from scratch, adding a little personality such as including details about her move to the United States, cold calling and emailing recruiters. Within two weeks she landed seven interviews, and in less than two months, she had a job.

"Don't be blinded by the internet and that ChatGPT will do everything," she said. "Use your brain, keep changing and experimenting."

Wallaert, the Oceans executive, said the company planned to reach back out to qualified candidates who used AI to tell them to try again. The company also intends to update the application's instructions to ask that candidates not use AI for their video response.

Wallaert has faith that eventually the problem will solve itself, but in the meantime, he feels badly for candidates who may lose out because of relying too much on AI. "This gap will close over time but at what cost?" he said. "That's the bummer."

- Washington Post

Get workplace news, advice and perspectives to help make your job work for you. Sign up for our weekly Thank God it's Monday newsletter. more

Career development

 10h

Short-term and fixed-term contract work: Your best next career move?


Two years ago this week I started a maternity cover contract at a consumer website. I am a huge fan of contract work and have done it a lot in my career.

There I am in a lift selfie which became a 'thing' during my time there (I loved dressing up smarter to go into the office!)

The thing with a contract is, for me, it's the best of both worlds. You get to hang out and work with some real life... people, you offer commitment to a brand, company and role, along with (in my experience) staying on the sidelines of the long-term office politics. You can usually also do other things alongside it because you're not permanent. For example in years gone by I've worked on a maternity cover contract at a digital publisher and also written for magazines in my own time.

When people are job hunting - including many coaching clients or those who come to my workshops - they often think about the next big role. Either moving to something new, and permanent, the 'dream job', or finding something new and long-term.

Often, as we work through their experiences and goals, the idea of contract or short-term work comes up. It is often something they've never considered before. Short-term can feel tricky - it can feel temporary and therefore not reliable.

But it can mean you overlook a lot of potential roles.

For some, the idea of a six or 12-month role is the perfect scenario. Commitment, but not forever.

And of course, it can lead to more. My very first journalism job was with a local newspaper. I started on work experience (AKA beginner fixed-term-contract, let's say) and then was offered a permanent role. I've been on a short-term contract with publishers and been asked if I'd like to stay longer.

Short-term or fixed-term contracts can sometimes be the answer to your job search - and if you're not already looking at them, perhaps it's time to consider it.

For me, a short-term contract isn't the same as freelancing. There's a lot of chat on my LinkedIn feed right now about how companies can't expect a freelancer to be on-site. As a freelancer, I've often worked in a company's office (my choice, and pre-pandemic), but as a short-term contractor you may need to agree to go into the office at least hybrid.

As with any job hunt, I think it's about scaling back to your job hunting dealbreakers, and thinking about whether a role is right for you, over and above whether it's a forever role. It might also be about getting past that LinkedIn ick as you build a profile that'll stand out to the short-term contract recruiters.

After all, sometimes we take those full-time permanent roles then (as I have done, twice!) quit at the end of probation. Probation is often seen as something the company decides if you pass, but it's also the other way around!

A recent Substack by Emma and Lily at Freelancing For Journalists goes into the pros and cons of shift work as a journalist and is an interesting take on even shorter term 'contracts'. I used to do shifts a lot 'back in the day' but they're not for me now I'm out in the Cotswolds. Sadly, they also allude to another issue which is that the day rate for writers hasn't changed much in 15 years. I agree that short-term in-house work can help you connect with team members, and it can be a good way to get your ideas across the line. After all, I was on shifts when I suggested a dating column to my Editor at Metro which became my novel.

If this has struck a chord and you're job hunting, come and bring your experiences so far to my next workshop. It's on Sunday March 1st, and is an informal 90-min workshop where we'll look at your job hunting right now, your goals and values as well as your CV and LinkedIn. It'll be a chance to focus on what's right for you, explore new ways of looking for work and regroup on your job hunt if it's getting to you.

Tickets are just £25 and you can book your slot here.

This will be a safe space to talk about your job hunting journey, to find renewed focus and set some intentions around your job hunting.

In the workshop we'll cover:

Feel free to DM me if you have any questions about it! It's for anyone looking for a new role - you might be in a job already, be out of work, or be freelance and looking for contracts or a full time job.

You can also forward this to anyone you know who is struggling with their job huunt more

Anonymous member


Career development 1mo
At the end of the year our department head calculated our bonuses and based on that we received our annual bonus.
I accidentally found out that my bonus was exactly half of what my colleagues received, even though I don’t work any worse and in many ways, I work better.
Now I don’t feel like working at all. I’ve even felt like quitting. I understand this is emotional, but it’s really hurtful. How... am I supposed to keep working after this?

 more
1   

  • Patrick Kamau

    11h

    A bonus is subject to statutory deductions and the period of time you worked for the establishment. My employer promised a token of appreciation but... reneged on the promise. He opted for a bonus. Just express your concern to the person in charge. more

  • Eliot Feldman

    1mo

    If your bonus is performance based, you should inquire as to how the bonuses are calculated. Are they subjective, objective or a combination.

Load more...

Career development

 20h

Electronic Work From Home Jobs Perfect for Beginners


Don't overlook volunteer work, side projects, or personal accomplishments that showcase relevant skills. These can be particularly valuable when you're early in your career or changing fields.

There are several websites that list remote jobs specifically, such as We Work Remotely, FlexJobs, and Remote.co. These platforms are a goldmine for beginners because they focus on companies looking to hire... remote workers.

Maximizing Job Board Success

Leveraging specialized remote job boards dramatically improves your efficiency in the job search process. You connect directly with employers who have already committed to remote work arrangements. This eliminates the need to sift through countless traditional job listings or convince skeptical hiring managers about the viability of remote arrangements.

Each platform has its own strengths and user base. Some cater to specific industries or experience levels. Others charge subscription fees but offer higher-quality, pre-screened opportunities. Still others provide additional resources like skills tests, career coaching, or community forums. In these forums, you can network with other remote workers and learn from their experiences.

Exploring Multiple Platforms

Beyond the major job boards, consider exploring industry-specific communities. Professional association websites often list opportunities. Even social media groups dedicated to remote work share opportunities before they appear on mainstream platforms.

Setting up job alerts based on your skills and interests ensures you're notified quickly when relevant positions become available. This is crucial in the competitive remote job market where desirable openings can attract hundreds of applications within hours of posting.

Don't limit yourself to jobs explicitly labeled as "entry-level." Many remote positions are willing to train motivated candidates who demonstrate the right attitude and foundational skills.

3. Tailor Your Application

Each job has a different job description, so take the time to tailor your resume and cover letter to fit. Ensuring alignment between your application and the company's requirements is crucial to demonstrate you are a strong match.

Don't just copy and paste the same application. Show that you understand the company's needs and explain why you're the right person for the position.

Why Generic Applications Fail

Generic applications are the kiss of death in the remote job market. Hiring managers are often inundated with responses and looking for any reason to narrow down their candidate pool.

Taking the time to customize your resume and cover letter for each application shows respect for the employer's time. It demonstrates genuine interest in the specific opportunity. It proves you have the attention to detail and communication skills essential for remote work success.

How to Customize Effectively

Start by carefully reading the job description and identifying the key requirements and desired qualifications. These are your roadmap for what to emphasize in your application.

Mirror the language and terminology used in the job posting when describing your own experience. Many companies use applicant tracking systems that screen for specific keywords before a human ever sees your materials.

In your cover letter, reference specific details about the company. Mention their products or services, recent news or achievements, or aspects of their mission that resonate with you. Then explicitly connect these observations to your own background and aspirations.

This level of personalization requires more time and effort than batch-applying to dozens of positions. But it yields significantly better results. Quality over quantity is the winning strategy when pursuing remote opportunities.

4. Be Prepared for Interviews

Even remote jobs have interviews! But don't sweat it. Many interviews for remote work are done over the phone or via video calls.

Make sure you're ready to communicate clearly, show enthusiasm for the job, and demonstrate your willingness to learn.

General Interview Preparation

Preparing for remote job interviews involves both the standard interview preparation you'd do for any position and additional considerations specific to the virtual format.

On the general side, research the company thoroughly. Prepare thoughtful questions to ask the interviewer. Review the job description and think through examples from your background that demonstrate relevant skills and qualities. Practice articulating your interest in the role and what unique value you bring.

Virtual-Specific Preparation

For the virtual-specific aspects, test your technology in advance. Ensure your internet connection is stable. Verify your camera and microphone work properly. Familiarize yourself with whatever video conferencing platform will be used.

Create a professional environment for the interview with good lighting. Use a neutral background. Minimize potential for interruptions or background noise.

During the Interview

During the interview itself, maintain eye contact by looking at the camera rather than the screen. Be mindful of your body language and facial expressions since these can be more difficult to read on video. Speak clearly while being conscious of any audio lag that might require pauses between speakers.

Be prepared to discuss how you'll stay productive and connected while working remotely. Share specific strategies or tools you plan to use. Many remote employers will present scenarios or ask behavioral questions designed to assess your self-management abilities. Have concrete examples ready that demonstrate these qualities.

READ ALSO: HR Remote Careers You'll Wish You Knew Years Ago

Why Beginners Should Consider Electronic Work From Home Jobs

Let's not beat around the bush -- remote work is not only convenient but also allows for the kind of work-life balance most people dream of. Remote work can serve as a pathway to new opportunities, enabling individuals to support clients or employers in flexible, service-oriented roles.

Life-Changing Benefits

The benefits of electronic work from home jobs extend far beyond the obvious convenience of avoiding a daily commute. They encompass fundamental improvements to quality of life, career prospects, and personal fulfillment. These benefits are difficult to achieve in traditional employment settings.

For beginners in particular, remote work offers unique advantages that can accelerate professional development. It opens doors that might otherwise remain closed.

The flexibility inherent in most remote positions allows you to pursue education or training while working. You can take care of family responsibilities without sacrificing career advancement. Maintaining your health through better work-life integration becomes possible. You can even explore multiple income streams simultaneously through part-time remote roles or freelancing.

Building Future-Proof Skills

The skills you develop working remotely are increasingly valuable across all sectors. Digital communication becomes natural. Self-management improves. Results-oriented work habits develop. Adaptability increases as businesses continue to embrace hybrid and remote arrangements.

Starting your career in a remote setting means you're building expertise in the future of work rather than playing catch-up to transition later. This positions you as an attractive candidate for the growing number of companies that prioritize remote-first operations.

Opportunities for All Ages

Older adults, in particular, can benefit from the increase in remote work opportunities due to their valuable skills and experience. The flexibility of remote work is especially appealing as they approach retirement.

Consulting can serve as a convenient way for older adults to transition into retirement while continuing to work remotely and support others.

Breaking Down Barriers

The demographic diversity that remote work enables is one of its most powerful social impacts. It breaks down barriers that have historically excluded certain groups from fully participating in the economy.

Parents with young children find new possibilities. People with disabilities that make commuting or office environments challenging gain access. Individuals living in rural areas or small towns with limited local employment options can now compete globally. Career changers looking to break into new fields find openings. Older adults seeking flexible arrangements as they transition toward retirement discover options.

All of these groups find unprecedented opportunities in the remote work ecosystem. The ability to work from home eliminates many of the logistical obstacles that might otherwise prevent talented, motivated individuals from contributing their skills and expertise.

Intergenerational Benefits

For older workers specifically, remote positions offer a way to remain engaged and productive while gradually reducing hours. Sharing accumulated knowledge through mentoring or consulting arrangements keeps them connected. Maintaining social connections and mental stimulation without the physical demands of commuting and office life improves quality of life.

This intergenerational mixing in remote workforces benefits everyone. Younger workers gain from experienced colleagues' wisdom. More seasoned professionals stay current with emerging technologies and trends.

1. Flexibility

Gone are the days of the 9-to-5 grind. Many electronic work from home jobs offer flexible hours, so you can work when you feel most productive.

Whether you prefer to work early in the morning or late at night, it's up to you.

Designing Your Ideal Schedule

The flexibility advantage of remote work cannot be overstated. It represents a fundamental reimagining of how we structure our lives around work rather than vice versa.

Instead of forcing yourself to be productive during arbitrary hours that may not align with your natural rhythms, remote positions often allow you to organize your schedule around when you do your best work. Early morning hours when the house is quiet work for some. Afternoon sessions after handling personal obligations suit others. Even late-night work is possible if you're a night owl.

Beyond Just Hours

This flexibility extends beyond just choosing your hours. It also encompasses the ability to take breaks when needed. You can integrate personal tasks throughout the day rather than cramming them into evenings and weekends. Adjusting your work intensity based on deadlines and workload rather than maintaining a constant presence for appearance's sake becomes normal.

Parents might use this flexibility to be available for school pickups and homework help while still meeting professional obligations. Students can balance coursework with income generation more easily. Overall, it allows anyone to design a daily routine that supports both productivity and personal wellbeing.

This leads to reduced stress, better work performance, and higher overall life satisfaction.

2. No Commute

Let's face it, commuting is the worst. You can kiss that wasted time goodbye. Work remotely, save on gas or transit fare, and finally put that time to better use.

Whether it's catching up on your favorite TV shows or learning something new, the choice is yours.

Time Savings Add Up

The elimination of commuting time represents one of the most tangible and immediately appreciated benefits of remote work. It returns hours to your life that were previously consumed by sitting in traffic. Crowding onto public transportation or otherwise traveling between home and office becomes a thing of the past.

Consider the math. Even a modest 30-minute commute each way translates to five hours per week. That's over 20 hours per month. It's more than 250 hours per year spent simply getting to and from work.

That's the equivalent of six full work weeks annually that you suddenly reclaim when working remotely.

Financial Benefits

The financial savings are substantial as well. Remote workers avoid expenses related to fuel, vehicle maintenance, and parking fees. Public transit passes become unnecessary. The wear and tear on vehicles that comes with daily commuting decreases.

Beyond time and money, eliminating the commute reduces stress. It lowers your environmental impact. It gives you a buffer between your personal and professional life that many find psychologically valuable.

Reclaiming Your Life

You can use that reclaimed time however you choose. Sleep a bit later. Exercise more. Pursue hobbies. Spend time with family. Work on side projects. Simply enjoy leisure activities that enrich your life.

The compounding effect of having an extra hour or two each day cannot be underestimated in terms of life quality and personal development opportunities.

3. Opportunity for Growth

Starting in an entry-level remote job doesn't mean you're stuck there forever. As you gain experience and manage more responsibilities, you'll be able to transition into higher-paying roles or even full-time positions.

Many companies encourage internal promotions, so be prepared to grow!

Merit-Based Advancement

The career progression opportunities available in remote work environments are often more merit-based and transparent than traditional office settings. In conventional workplaces, advancement can sometimes depend on visibility, office politics, or simply being in the right place at the right time.

When your work is evaluated primarily on outcomes and contributions rather than face time and superficial indicators, talented individuals who might be overlooked in conventional settings have the chance to shine. Advancement based on actual performance becomes the norm.

Diverse Career Paths

Remote companies also tend to offer more diverse career paths. You can make lateral moves into different specializations or departments without geographical constraints.

If you start as a virtual assistant, you might discover a passion for social media management and transition into that role. A data entry clerk might develop an interest in data analysis and pursue training in that direction.

Rewarding Initiative

The remote work ecosystem rewards initiative, continuous learning, and demonstrated results. This creates a meritocratic environment where beginners can rapidly climb the ladder if they're willing to take on new challenges. Consistently delivering quality work opens doors.

Additionally, working remotely exposes you to a broader range of industries, clients, and business models. You'll encounter more variety than you'd likely find in a single traditional employer. This accelerates your professional development and expands your understanding of different sectors and opportunities.

With time, you may have the opportunity to advance into managerial roles, such as team managers or project managers. Working as part of a collaborative team to drive organizational success becomes possible at higher levels.

4. Access to a Global Market

If you're in Phoenix, San Jose, or any other location, electronic work from home jobs open up a global market. No matter where you're located, you can work with clients across the world.

Talk about global opportunities!

Geographic Freedom

The geographic freedom enabled by remote work fundamentally alters the economic equation for both workers and employers. It creates a truly global marketplace for talent and services.

As a remote worker, you're no longer limited to opportunities within commuting distance of your home. You can apply for positions with companies headquartered anywhere. Working with clients on different continents is normal. Building a career that spans international boundaries becomes possible.

Multiple Advantages

This global access works in your favor in multiple ways.

First, it dramatically expands the pool of available opportunities. This is particularly beneficial if you live in an area with a limited local job market or where your specific skills aren't in high demand.

Second, it allows you to potentially earn wages based on higher-cost-of-living areas while residing somewhere more affordable. This improves your purchasing power and quality of life.

Third, it exposes you to diverse perspectives, working styles, and approaches from different cultures and business environments. This enriches your professional experience and makes you more adaptable and valuable in an increasingly interconnected economy.

Time Zone Considerations

The ability to work across time zones does present some challenges in terms of scheduling and communication. But it also offers advantages.

If you're comfortable with early morning or late evening work sessions, you may find yourself perfectly positioned to bridge time zone gaps. You become an invaluable connector for distributed teams.

Tips for Success in Remote Work

Alright, you've landed the job. Now, how do you thrive in a work remotely position?

Efficiency is crucial in remote roles, as it helps improve productivity and streamline your daily workflow. Additionally, ensuring alignment with your team or company goals is essential to maximize productivity and maintain coherence in your projects.

The Remote Work Mindset

Success in remote work isn't automatic simply because you've secured a position. It requires intentional effort to develop habits, systems, and mindsets that support sustained high performance. Remote environments have fewer external structures and oversight than traditional offices provide.

The transition to remote work can be jarring for those accustomed to the routines and social dynamics of office life. Even those who've always worked remotely must continuously refine their approaches. Common pitfalls include isolation, burnout, and difficulty maintaining boundaries between work and personal life.

Treating Remote Work as a Skill

The key to long-term success lies in treating remote work as a distinct skill set that requires deliberate practice and refinement. It's not just an alternative location for doing the same things you'd do in an office.

Developing strong remote work capabilities matters. Self-discipline, communication excellence, technological proficiency, and healthy work habits all contribute to success. These will make you more effective in your current role and more competitive for future opportunities. Remote and hybrid arrangements are becoming increasingly standard across industries.

The following strategies represent best practices gleaned from successful remote workers across various fields and experience levels.

1. Stay Organized

Without a physical office, it's easy to get distracted. Use tools like Google, Calendar, Trello, or Asana to manage your tasks and projects.

Time management is key to staying productive.

Why Organization Matters

Organization is the bedrock of successful remote work. It compensates for the lack of external structure and physical cues that help regulate your day in an office environment.

When you work from home, you're responsible for creating systems that keep you on track. These systems ensure important deadlines aren't missed. They maintain clarity about priorities and progress across multiple projects or responsibilities.

Essential Digital Tools

Digital tools are essential allies in this effort. Project management platforms like Trello, Asana, or Monday help you visualize workflows and dependencies. Calendar applications keep you aware of meetings and deadlines.

Note-taking apps like Notion or Evernote serve as external memory banks for ideas and reference information. Communication tools like Slack or Microsoft Teams ensure you stay connected with colleagues and clients.

Building Consistent Workflows

Beyond just adopting these tools, develop consistent workflows and habits around how you use them. Start each day by reviewing your calendar and task list. Block out focus time for deep work. Set regular check-in rhythms with team members. End each day with a brief review of what you accomplished and planning for tomorrow.

Create systems for organizing digital files and information so you can quickly locate what you need without wasting time searching. The investment in establishing robust organizational practices pays dividends in reduced stress. You'll see improved productivity. The confidence that comes from knowing you're in control of your work rather than constantly playing catch-up is invaluable.

2. Communicate Reguarly

Since you're not physically in the office, clear communication is critical. Whether it's updating your manager on a project or asking for help, always be proactive in keeping in touch.

Remote Communication Challenges

Communication in remote settings requires greater intentionality and clarity than face-to-face interactions. You lose the benefits of body language, spontaneous conversations, and casual check-ins that naturally occur in shared physical spaces.

Successful remote workers become skilled at choosing the right communication channel for each situation. Instant messaging works for quick questions. Email suits detailed information that needs documentation. Video calls are best for complex discussions or when building rapport is important. Asynchronous tools like recorded videos or shared documents help when coordinating across time zones.

Being Proactive

Remote workers are also proactive rather than reactive in their communication patterns. They regularly update stakeholders on progress. Flagging potential issues early before they become problems is important. Asking clarifying questions when instructions are ambiguous prevents mistakes. Documenting decisions and agreements prevents misunderstandings.

Over-communication is generally better than under-communication in remote contexts. Colleagues and managers can't see you working. They may worry about productivity or engagement if they don't hear from you regularly.

This doesn't mean sending unnecessary messages. Rather, be thoughtful about keeping relevant parties informed and maintaining visibility without being intrusive.

Developing strong written communication skills is particularly important for remote work. Much of your interaction will be text-based. Practice being clear, concise, and professional in your emails and messages. Also convey warmth and personality so you're not perceived as cold or distant.

3. Take Regular Breaks

It's easy to get caught up in work when you're at home, but taking breaks is essential for maintaining productivity. Step away from your desk, take a walk, or just grab a snack to recharge.

The Work-Too-Much Paradox

One of the paradoxes of remote work is that while it offers greater flexibility, many remote workers actually struggle with working too much rather than too little. Finding it difficult to disconnect when their workspace is always accessible is common. The boundaries between professional and personal life blur.

Without the natural breaks that occur in office settings, remote workers must intentionally create these pauses and transitions for themselves. Walking to meetings, chatting with colleagues at lunch, and the commute home signaling the end of the workday all disappear in remote work.

Why Breaks Matter

Regular breaks throughout the day are not a luxury or a sign of laziness. They're a necessity for maintaining focus, creativity, and mental health over the long term.

Research consistently shows that brief breaks improve concentration and productivity. They reduce the physical strain of prolonged sitting and screen time. They help prevent burnout.

Making Breaks Effective

The key is making breaks genuinely refreshing by stepping away from your workspace. Ideally incorporate some physical movement. Engage in activities unrelated to work.

This might mean taking a short walk. Doing some stretches. Having a snack away from your desk. Playing with a pet. Simply stepping outside for fresh air and sunlight works too.

Finding Your Rhythm

Some remote workers use techniques like the Pomodoro method. They work in focused sprints followed by short breaks. Others prefer to take breaks based on natural transition points in their work or when they feel their concentration flagging.

Whatever approach you choose, be disciplined about actually taking the breaks rather than just powering through. Your sustained productivity and wellbeing depend on these moments of restoration.

Common Mistakes to Avoid When Looking for Electronic Work From Home Jobs

Before you dive headfirst into the world of remote work, it's crucial to be aware of a few common mistakes that many beginners make. Utilizing available resources -- such as tools, support systems, and materials -- can help you avoid these pitfalls and improve your workflow.

Let's break these down to save you some headaches down the road.

Learning from Others' Mistakes

Learning from others' mistakes is one of the smartest shortcuts you can take in your remote work journey. It helps you navigate around obstacles that have tripped up countless people before you.

While some degree of trial and error is inevitable and even valuable as you figure out what works best for your situation, being aware of the most common pitfalls allows you to be more strategic. You'll be more efficient in your approach to finding and succeeding in remote positions.

Real Problems, Real Solutions

The mistakes outlined below aren't theoretical concerns. They're real issues that repeatedly affect people entering the remote work world. Sometimes they result in wasted time and effort. Financial losses can occur. Damaged professional reputations are possible.

By understanding these potential problems before you encounter them and implementing preventative strategies, you can avoid much of the frustration. This frustration makes some people give up on remote work prematurely.

Remember that making mistakes is a normal part of any learning process. But making the same preventable mistakes that everyone before you has made is unnecessary when you have access to accumulated wisdom.

Approach your remote work journey with both enthusiasm and caution. Maintain optimism about the opportunities while being realistic about the challenges you'll need to navigate.

1. Falling for "Too Good to Be True" Jobs

I get it -- sometimes a job posting promises a ridiculously high salary with minimal effort. If it sounds too good to be true, it probably is.

Some companies advertise positions that sound perfect, but they are nothing more than scams.

The Reality of Remote Work Scams

The unfortunate reality is that the remote work space attracts not only legitimate employers but also scam artists. Predatory operations look to exploit eager job seekers. This happens precisely because of remote work's accessibility and lack of geographic constraints.

These scams take various forms. Some promise unrealistic earnings for minimal work. Others request payment upfront for training materials or equipment. Still others collect personal information under the guise of employment applications but have no actual positions to fill.

The Toll of Scams

The emotional and financial toll of falling victim to employment scams can be devastating. Not to mention the time wasted pursuing fraudulent opportunities instead of legitimate ones.

What makes these scams particularly insidious is that they often target the most vulnerable job seekers. Those who are desperate for income fall prey. New entrants to the job market are targets. People unfamiliar with professional norms and red flags are vulnerable.

Scammers have also become sophisticated in mimicking legitimate companies. They create professional-looking websites. Using company logos without authorization is common. They even conduct fake interviews to add credibility to their schemes.

The best defense against these predatory practices is healthy skepticism combined with thorough research. Approach opportunities with the mindset that extraordinary promises require extraordinary verification before you commit time or provide sensitive information.

Always research the company. Check out reviews, talk to current or former employees (LinkedIn is your friend), and never pay for a job. Legitimate businesses will never ask for money upfront.

Conducting Due Diligence

Conducting due diligence on potential employers should be a standard part of your job search process, not an afterthought.

Start by searching for the company name along with terms like "scam," "reviews," or "complaints" to see what others have experienced. Check the Better Business Bureau, Glassdoor, and similar platforms where workers and consumers share feedback about companies.

If it's a legitimate business, you should find evidence of its existence beyond just a website. Social media presence, news mentions, professional connections on LinkedIn, and actual employees you can verify should all be present.

Red Flags to Watch For

Be particularly wary of positions that were unsolicited. You didn't apply but received an offer. That's suspicious.

Positions that offer exceptionally high pay for entry-level work should raise concerns. Those that pressure you to act quickly before you have time to think are problematic. Vague job descriptions are warning signs. Requests for money, credit card information, or extensive personal details early in the process are major red flags.

Trust your instincts. If something feels off about an opportunity, it probably is. There's no shame in walking away from a situation that raises red flags.

The legitimate remote job market has abundant opportunities, so there's no need to risk your financial security or personal information on questionable propositions.

2. Ignoring the Job Description

I've seen so many people rush through job descriptions and jump straight to applying. Don't be that person!

Within a job description, you'll find crucial details about responsibilities, required skills, and whether the role aligns with your abilities.

The Job Description as Your Roadmap

A job description serves as a roadmap, clearly showing what the employer is looking for. It shows you how to position yourself as the ideal candidate. Ignoring it or giving it only cursory attention is essentially applying blind and hoping something sticks.

This spray-and-pray approach to job applications is not only ineffective but can actually harm your chances. Even when you would have been a good fit for the position, your generic application fails to highlight relevant qualifications. It doesn't address specific requirements the employer has emphasized.

Hiring managers can immediately tell when applicants haven't actually read the job description. The cover letter doesn't address any specific aspects of the role. The resume shows no attempt to align experience with requirements. The applicant's follow-up questions in an interview reveal fundamental misunderstandings about the position.

Strategic Decision Making

Taking the time to thoroughly read and analyze job descriptions allows you to make strategic decisions about where to invest your application effort. Focus on opportunities where there's genuine alignment rather than wasting time on positions that aren't suitable.

It also enables you to identify the language and priorities that matter to the employer. You can mirror this in your application materials to demonstrate that you understand their needs. You can speak their language.

How to avoid it

Take the time to read through the entire job posting. Tailor your resume to show that you meet the requirements and are the perfect fit.

It's the difference between landing an interview and being ignored.

Deep Analysis Techniques

Effective job description analysis goes beyond just reading the words. It involves understanding what the employer is really looking for and how to demonstrate that you can deliver.

Start by identifying the must-have requirements versus nice-to-have qualifications. Usually distinguish between "required" and "preferred" sections. Pay attention to which items are emphasized or mentioned multiple times.

Look for keywords and phrases that appear repeatedly. These signal priorities that should be addressed prominently in your application.

Reading Between the Lines

Consider not just the explicit requirements but also what they imply. For instance, if a position requires "ability to manage competing deadlines," they're looking for someone with strong organizational skills. They want someone who stays calm under pressure. These are qualities you should highlight with specific examples.

Pay attention to the company description and role context provided in the posting. This information helps you understand how the position fits into larger organizational goals. You'll learn what success looks like in the role.

Customization Pays Off

Use this understanding to customize your resume and especially your cover letter. Explicitly address how your background aligns with what they're seeking. Provide concrete examples that prove your capabilities.

The effort required to properly analyze job descriptions and tailor applications might mean you submit fewer applications overall. But the quality and response rate will be dramatically higher than the scatter-shot approach.

3. Underestimating the Need for Self-Discipline

Working from home sounds fun -- no boss breathing down your neck, right? But without the structure of an office, it can be easy to slack off.

If you're not managing your time properly, your productivity could take a hit.

The Double-Edged Sword of Freedom

The freedom and autonomy that make remote work appealing are the exact same qualities that make it challenging for people who haven't developed strong self-management capabilities.

In a traditional office, external structures help regulate your behavior. Set work hours provide routine. Physical separation between work and home maintains boundaries. Social pressure from colleagues who can see whether you're working creates accountability. Managers who check in regularly on progress provide oversight.

Remove these scaffolds, and suddenly you're entirely responsible for motivating yourself. Maintaining focus despite distractions becomes your job. Setting boundaries is your responsibility. Ensuring work gets done without anyone looking over your shoulder falls to you.

The Reality Check

Many people discover that they overestimated their self-discipline when faced with the reality of working independently day after day. This is particularly true when the couch and TV are steps away. Household chores beckon. The temptation to run personal errands during work hours seems harmless.

The consequences of insufficient self-discipline in remote work can escalate quickly. Missed deadlines damage your professional reputation. Inconsistent productivity leads to stress and long working hours as you try to catch up. Employers who hired you remotely may conclude you're not capable of the independence the position requires.

While some people are naturally self-directed and thrive with minimal structure, most of us need to consciously develop systems and habits. These create the discipline we might otherwise rely on external factors to provide.

Set up a dedicated office space (even if it's just a desk in the corner of your room), and establish a routine. Start and finish your day at a set time, and don't let distractions take over.

Creating Structure

Creating external structure for yourself is how you compensate for the lack of built-in structure that offices provide.

A dedicated workspace signals to your brain that it's time to focus. It helps you mentally separate work mode from leisure mode, even when both occur in the same physical location. Ideally this would be a separate room with a door you can close. But even if space is limited, designating a specific area exclusively for work creates that psychological boundary. A particular desk, table, or even a corner works.

Establishing Routines

Establish a consistent routine that includes regular work hours. A morning ritual transitions you into work mode. This could be exercise, a shower, or getting dressed as if going to an office. Simply having a cup of coffee while reviewing your task list works.

Include an end-of-day shutdown ritual that signals work is complete and personal time begins.

Minimize distractions proactively. Communicate boundaries with anyone you share space with. Use apps that block tempting websites during work hours if needed. Keep your phone in another room or on silent during focus periods. Address household tasks and errands before or after work rather than during.

Build in accountability mechanisms if you struggle with self-motivation. Regular check-ins with your manager help. Working alongside a friend or fellow remote worker via video chat creates accountability. Using productivity tracking tools measures progress. Joining a virtual coworking community where others expect to see you online during agreed-upon hours provides structure.

READ ALSO: How to Create a Productive Home Office Setup on a Budget

4. Not Understanding Compliance and Legal Issues

When working remotely, especially with clients across the globe, you need to ensure you're ensuring compliance with their guidelines and legalities. Whether it's keeping sensitive data secure or sticking to local regulations, you can't just "wing it."

The Scope of Compliance

Compliance issues in remote work encompass a broad range of considerations that many beginners don't anticipate. Data privacy regulations and security protocols are important. Tax obligations matter. Industry-specific requirements vary.

These aren't mere technicalities to be casually dismissed. Violations can have serious legal and financial consequences. They can damage client relationships. They can derail your remote career before it really begins.

International Complexity

The complexity increases when you're working with international clients or companies. You may need to navigate different regulatory frameworks. Time zones create challenges. Currency considerations arise. Cultural business norms differ.

Remote workers handle sensitive information. Client business strategies and financial records pass through your hands. Customer personal data requires protection. Proprietary systems need security. This makes you a potential vulnerability in your employer's or clients' security infrastructure if you're not following proper protocols.

Learning from Mistakes

Many companies have learned this lesson the hard way through data breaches or compliance violations stemming from remote workers. Using unsecured networks creates risks. Sharing login credentials compromises security. Failing to properly secure devices and files leads to problems.

Similarly, the tax and legal implications of remote work can be surprisingly complex. This is particularly true if you're working as an independent contractor or across state or national borders. Ignorance of these requirements doesn't exempt you from consequences when things go wrong.

Read up on the company's policies, make sure you're in the loop about privacy regulations, and always communicate effectively to avoid mistakes that could lead to bigger issues.

Proactive Compliance

Addressing compliance proactively starts with understanding what's required in your specific situation. This varies depending on your employment status (employee versus contractor). Industry matters -- healthcare, finance, and education have particularly stringent regulations. The nature of data you'll handle is important. Geographic considerations affect requirements.

When starting a remote position, explicitly ask about security requirements. Inquire about data handling protocols. Ask what software or tools are required. Find out about any training you need to complete. Legitimate employers will appreciate your diligence rather than viewing it as burdensome.

Implement basic security hygiene. Use strong, unique passwords for each system. Enable two-factor authentication wherever possible. Be cautious about phishing attempts. Use secure networks -- avoid public WiFi for work tasks or use a VPN if necessary. Keep software updated. Properly secure physical devices.

Contractor Considerations

If you're working as an independent contractor, consult with a tax professional about your obligations. Understand estimated taxes. Learn about deductions. Know record keeping requirements. Determine whether you need to register as a business entity.

For international work, research visa requirements. Understand tax treaties. Check whether you need any special permissions or licenses.

Documentation

Document important communications and decisions so there's a clear record if questions arise later.

Taking compliance seriously from the start protects not just the companies you work with but also your own professional reputation and legal standing. You position yourself as a trustworthy, professional remote worker that clients and employers feel confident engaging with.

The Importance of Networking in Remote Work

Alright, listen up -- just because you're working remotely doesn't mean you can stay isolated. Networking is key, even in a virtual setting.

Connecting with other users in online communities can help you expand your professional network, share experiences, and discover new opportunities. In fact, remote workers who network effectively often land better opportunities and grow their business faster.

Combating Isolation

The isolation that some remote workers experience isn't an inevitable consequence of working from home. It's often the result of failing to intentionally build and maintain professional relationships. Remote work doesn't naturally create connections the way shared office spaces do.

In traditional employment, networking happens somewhat organically. Lunch conversations occur naturally. Chance encounters in hallways create opportunities. Company events bring people together. After-work socializing builds relationships.

Remote workers must be deliberate about creating these connection opportunities.

The Value of Networks

The value of a strong professional network cannot be overstated. Through these relationships, you hear about unadvertised job opportunities. Referrals can help bypass competitive application processes, opening doors faster. Along the way, mentors often emerge to guide career development. Access to useful resources and practical solutions becomes easier, helping address current challenges. Staying up to date with industry trends and best practices follows naturally. Over time, a strong reputation develops and works in your favor when pursuing new opportunities.

For remote workers specifically, networking also combats the sense of professional isolation that can develop when you spend your days working alone. It provides community, support, and the exchange of ideas that keeps you engaged and motivated.

1. Join Online Communities

There are so many online communities dedicated to remote work. Whether it's Facebook groups, Reddit forums, or LinkedIn, there's a treasure trove of support out there.

People share job openings, tips, and even mentorship opportunities.

Virtual Water Coolers

Online communities have become the virtual water coolers and professional associations of the remote work world. They offer spaces where remote workers can connect with others who understand their unique challenges and circumstances.

These communities exist across various platforms and cater to different niches. Some are broad and open to any remote worker. Others focus on specific industries or job functions. Still others target particular demographics like remote-working parents or digital nomads.

Beyond Job Leads

The benefits of participating actively in these communities extend beyond just job leads, though those are certainly valuable.

You gain access to collective wisdom on everything from negotiating contracts and setting rates to choosing software tools and handling difficult clients. You find emotional support and validation when you're struggling with aspects of remote work. Whether that's loneliness, work-life boundaries, or imposter syndrome, others understand.

You get feedback on your work, ideas, and career decisions from people with diverse perspectives and experiences. You can even form meaningful friendships that enrich your life beyond the professional realm. Some community members meet up in person or maintain ongoing relationships that outlast any particular job or project.

Don't just lurk in the background. Post questions, share your experiences, and connect with like-minded individuals.

Maximizing Community Value

The value you get from online communities is directly proportional to what you contribute. Passive consumption of others' posts provides some benefit. But genuine engagement multiplies the returns exponentially.

When you actively participate by asking thoughtful questions, sharing your own insights and experiences, and offering help to others where you have expertise, you become a recognized presence rather than an anonymous observer. Building relationships with individual community members creates opportunities.

This visibility leads to opportunities. People remember and recommend those who've been helpful. They respond more thoroughly to questions from recognized community members. They're more likely to share exclusive information or opportunities with those they feel connected to.

Getting Started

Start by introducing yourself authentically. Be specific about your background and what you're hoping to gain from or contribute to the community.

When asking questions, provide context and show that you've done some initial research rather than expecting others to do work for you.

When offering advice or sharing experiences, be generous with details and practical tips rather than vague generalities.

Celebrate others' wins. Support people who are struggling. Approach the community with a genuine desire to build relationships rather than just extract value.

Over time, you'll find that these online communities become an invaluable part of your professional infrastructure. They provide support, opportunity, and connection that rivals or exceeds what traditional office workers find in their physical workplaces.

2. Attend Virtual Events

Virtual events are a goldmine for electronic work from home jobs. They provide opportunities to meet other workers, potential employers, and companies that are hiring remotely.

Plus, you get to stay in the loop with industry trends, which is crucial for your growth.

Accessibility of Virtual Events

The proliferation of virtual conferences, webinars, workshops, and networking events has made professional development and networking more accessible than ever. It removes geographic and financial barriers that previously limited who could participate in industry gatherings.

These events range from massive multi-day conferences with thousands of attendees to intimate roundtable discussions with a dozen participants. They cover every imaginable topic and industry.

Learning and Networking

The learning opportunities alone make virtual events worthwhile. You can hear from leading experts. Staying current with emerging trends and technologies is possible. You can earn continuing education credits in some fields. Deepening your expertise in areas relevant to your work happens naturally.

But the networking potential is equally valuable, particularly for remote workers who need to be strategic about building professional connections.

Virtual events create structured opportunities to interact with people you might never encounter otherwise. Potential clients and employers attend. Peers facing similar challenges participate. Mentors further along career paths you aspire to follow are present.

The chat features, breakout rooms, and networking lounges built into virtual event platforms facilitate conversations and connection. In some ways, this can actually be less intimidating than in-person networking. This is particularly true for people who find traditional networking events awkward or overwhelming.

3. Leverage Your Current Network

You already have people in your life who could potentially help you land a remote job. Reach out to friends, family, or former colleagues who may know about openings or be able to offer referrals.

You'd be surprised how effective this strategy can be.

Don't Overlook Existing Connections

Many people overlook their existing network when starting a remote job search. They assume they need to build an entirely new set of connections in the remote work world. But this is a costly mistake.

Your current network represents a rich resource of potential opportunities, information, and support. This includes professional contacts from previous jobs. Classmates from your educational years count. Friends and family members can help. People you know through hobbies and community involvement may have leads.

This shouldn't be neglected just because these connections weren't made in a remote work context.

The Power of Referrals

The truth is that more jobs are filled through networking and referrals than through traditional application processes. This is especially true in the remote work space where trust and reputation matter greatly. Employers can't easily monitor day-to-day work.

A referral from someone within a company or from a trusted contact bypasses the impersonal application screening process. It gives you immediate credibility. This dramatically increases your chances of at least getting an interview and being seriously considered for the position.

Your existing contacts may work for companies that hire remotely. Opportunities may come through their professional networks. In some cases, introductions can be made to people working in fields you're interested in. Valuable advice and fresh perspective may also be offered to strengthen your remote job search strategy.

Remote Jobs for Those with Special Skills

If you have specialized skills, you're in luck! Many companies are looking for people with particular talents. Here are some of the electronic work from home jobs that might require a bit more expertise but are still accessible to beginners with the right training.

Specialized vs. Entry-Level

While the entry-level remote positions discussed earlier are genuinely accessible to people with minimal prior experience, the remote job market also offers abundant opportunities for those with specialized technical skills or professional training.

If you have expertise in a particular domain, you can often command higher rates. You can access more advanced opportunities right from the start of your remote career. Whether from formal education, previous work experience, or self-directed learning, your expertise has value.

Monetizing Your Expertise

These specialized roles are particularly worth pursuing if you've already invested time and effort developing relevant skills. Remote work arrangements allow you to monetize that expertise without geographic limitations.

The barrier to entry isn't necessarily years of experience. Rather, it's demonstrated capability to perform the work competently. You can often prove this through portfolios, certifications, or successful completion of small test projects.

Easier Transitions

Many people with specialized skills actually find the transition to remote work easier than complete beginners. They already have marketable competencies. They just need to adapt how they deliver that value in a remote context.

The following roles represent just a small sample of the specialized opportunities available in the remote work ecosystem.

Web Developer

Got some coding knowledge? Great! Web development is one of the most in-demand remote jobs out there, and many businesses are seeking web developers who can help them build and maintain their online presence.

Natural Fit for Remote Work

Web development has been a natural fit for remote work since the earliest days of internet-based employment. The work is entirely digital. Results can be easily evaluated regardless of where the developer is located.

The demand for web developers continues to grow as more businesses recognize that their digital presence is central to success in the modern economy. Websites serve as storefronts. They function as customer service platforms. They're marketing tools. They represent core business infrastructure.

Why Developers Love Remote Work

What makes web development particularly appealing as a remote career? The combination of high demand and good compensation is attractive. Creative problem-solving keeps the work interesting. Continuous learning opportunities exist. The tangible satisfaction of building things that people use is rewarding.

The field encompasses a wide range of specializations. Front-end development focuses on user interfaces and experience. Back-end development deals with servers and databases. Full-stack developers handle both ends of the technology stack.

Different development paths require different skill sets and appeal to different personality types. Some developers love the visual, creative aspects of front-end work. Others prefer the logical, systems-oriented nature of back-end programming.

While some web development jobs require advanced skills, there are many entry-level positions available that focus on basic tasks like website maintenance, bug fixes, and content updates.

Breaking In Without a Degree

Breaking into web development doesn't necessarily require a computer science degree or years of experience. Many successful developers are self-taught or have completed coding bootcamps. This demonstrates that practical skills matter more than credentials in this field.

The abundance of free and low-cost learning resources online means you can begin developing web development skills without significant financial investment. Practice on your own projects. Build a portfolio that showcases your capabilities.

Entry-Level Responsibilities

Entry-level remote web development positions often involve supporting existing websites rather than building complex applications from scratch. This makes them accessible to those still developing their skills.

You might update content using a content management system. Fix broken links or minor visual issues. Implement design changes provided by designers. Maintain documentation.

These roles provide valuable real-world experience. They expose you to professional code bases and development workflows. They create opportunities to learn from more experienced developers while contributing meaningfully to projects.

Career Growth

As you grow more comfortable with the fundamentals, you can take on increasingly complex tasks and responsibilities. This expands your skill set and qualifies you for higher-level positions.

Per Hour Pay: Depending on your skill level, this could range from $20 to $50 per hour.

Graphic Designer

If you have an eye for design and know your way around tools like Adobe Photoshop or Canva, consider remote graphic design jobs. Many businesses are constantly in need of creative people to help design everything from websites to social media posts.

The Demand for Visual Communication

Visual communication has become increasingly central to how businesses operate and market themselves. This drives robust demand for graphic designers who can create compelling images, layouts, branding materials, and other visual assets.

Every business needs graphic design work at some level. Designing a logo and brand identity is essential. Creating marketing materials like brochures and advertisements is common. Developing social media graphics and posts is constant. Designing website elements and user interfaces is necessary. Producing presentations and infographics communicates information effectively.

Abundant Opportunities

This widespread need translates to abundant remote opportunities. Design work is inherently digital and can be delivered anywhere.

Remote graphic design positions range from staff positions with individual companies to freelance work with multiple clients. This offers flexibility in how you structure your career.

The creative nature of the work appeals to people who want to produce visually pleasing outputs. They get to exercise artistic sensibilities. The problem-solving aspect keeps the work intellectually engaging. Understanding client needs and translating them into effective visual solutions requires strategic thinking.

Graphic design is a skill that can be developed over time, and there's a lot of demand for designers with different levels of expertise. You can start with simpler designs and work your way up to more complex projects.

Portfolio Over Pedigree

What's particularly accessible about graphic design as a remote career? Your portfolio speaks louder than your resume or formal education. If you can demonstrate strong design skills and show examples of effective work, many clients and employers care little about whether you have a design degree or years of professional experience.

This means motivated beginners can build portfolios through personal projects. Volunteer work for nonprofits or small businesses helps. Design challenges and contests provide practice. Spec work reimagining existing brands and materials showcases skills.

Modern design tools have also become more accessible. Options range from professional-grade software like Adobe Creative Suite to user-friendly platforms like Canva. These lower the technical barriers to creating quality designs.

Starting with simpler projects allows you to develop skills and confidence before tackling more complex work. Social media graphics are manageable. Basic logos build experience. Presentation templates are straightforward.

Finding Your Specialty

Many graphic designers find that specializing in particular types of design work helps them build expertise and reputation more quickly. You might focus on logo design. Social media graphics could be your specialty. Print materials might be your niche. This beats trying to be a generalist.

Per Hour Pay: Expect $15 to $40 per hour for entry-level positions, and potentially more as you gain experience.

SEO Specialist

If you're into the world of search engines and love diving into data, SEO (Search Engine Optimization) might be your jam. Companies are always looking for SEO specialists to help boost their website rankings and drive more organic traffic.

From Niche to Necessity

Search engine optimization has evolved from a niche technical skill to a fundamental marketing necessity. Businesses recognize that visibility in search results directly impacts their success.

Websites that appear on the first page of Google search results receive the vast majority of clicks. This makes SEO a critical component of digital marketing strategy across industries.

SEO specialists analyze how search engines rank content. They identify opportunities to improve website visibility by analyzing data and trends. Existing content and technical elements are optimized to enhance performance. Performance metrics are tracked to evaluate results and inform future improvements.. Staying current with the constantly evolving algorithms and best practices that determine search rankings is part of the job.

A Mix of Skills

The work combines technical knowledge. Understanding how websites are structured and how search engines crawl and index content is important. Analytical skills matter. Interpreting data to identify patterns and opportunities drives decisions. Creative thinking helps. Developing content strategies that align with both user needs and search algorithms succeeds. Strategic planning is essential. Prioritizing efforts based on potential impact and resource constraints optimizes results.

For people who enjoy the intersection of technology, marketing, and data analysis, SEO offers intellectually stimulating work. Clear metrics for measuring success and impact provide satisfaction.

You don't need a degree for SEO, but you do need to know how to research keywords, optimize content, and track analytics. Many online courses offer beginner-level SEO training to help you get started.

Self-Directed Learning Works

SEO is one of those fields where self-directed learning combined with hands-on practice can be as valuable as formal education. This makes it accessible to motivated beginners willing to invest time in understanding the fundamentals.

The basic concepts of SEO are learnable through free resources. Understanding user search intent is fundamental. Creating quality content that answers questions matters. Optimizing technical elements like page speed and mobile responsiveness helps. Building authoritative backlinks improves rankings.

Google's own documentation is available. Industry blogs share insights. YouTube tutorials demonstrate techniques. Online communities where practitioners share knowledge abound.

Getting Hands-On Experience

Getting started often involves practicing on your own website or blog. This allows you to experiment with different optimization techniques. You can see firsthand how changes impact search rankings and traffic.

Many SEO specialists begin by offering services to small local businesses or nonprofits. They can't afford expensive agencies but recognize the value of improved search visibility. This builds case studies and testimonials that lead to paid opportunities.

Continuous Learning

The field rewards curiosity and continuous learning since search algorithms and best practices evolve constantly. This makes it appealing to people who enjoy staying current with emerging trends. Adapting approaches based on new information is part of the challenge.

Per Hour Pay: Entry-level SEO specialists earn about $15 to $25 per hour, with the potential to increase as you become more skilled.

Conclusion: Your Path to Electronic Work From Home Jobs

There you have it, folks! The world of electronic work from home jobs is not only accessible but full of opportunities, even for beginners.

Expanding Opportunities Across Industries

The diversity of roles available in the remote work ecosystem continues to expand as technology evolves. Businesses recognize the advantages of distributed workforces. This creates opportunities across virtually every industry and skill level.

Customer Service Specialist positions involve helping customers remotely. For example, at Opulo, specialists help customers assemble and operate Pick-and-Place machines from home.

Electrical Engineer roles now support the design and coordination of data center projects. This work can be performed from home.

Project Managers in technology companies can manage the end-to-end lifecycle of projects entirely remotely. Digital marketing specialists are essential for businesses to connect with customers online. This makes the role highly suitable for remote work.

Healthcare Goes Remote

Additionally, occupational therapists and registered nurses have seen an increase in remote work opportunities. Telehealth and online healthcare services have expanded dramatically.

What once seemed like a distant dream has become an achievable reality. Earning a living from the comfort of your own home is now possible for millions of people worldwide. You can be among them with the right approach, persistence, and willingness to learn.

Competitive Compensation

Remote positions also offer competitive pay that makes them financially viable career options. Administrative Assistants can earn an average of $21.19 per hour. Customer Service Representatives make $18.16 per hour.

Digital Marketing Specialists earn $32.80 per hour. Occupational Therapists command $44.80 per hour. Registered Nurses make $39.05 per hour. Consultants earn $45.81 per hour.

More Than Just Flexibility

These figures demonstrate that remote work isn't just about flexibility and convenience. It also provides genuine economic opportunity. The compensation supports a comfortable lifestyle in most parts of the country.

The earning potential increases significantly as you gain experience. Developing specialized skills helps. Building a reputation for reliable, quality work pays off.

Many remote workers find that they can actually earn more working remotely than they could in traditional employment. This is particularly true when they factor in savings from eliminating commuting costs. Professional wardrobe expenses disappear. Frequent meals out become unnecessary. The potential to work for companies based in higher-paying markets while living in more affordable areas creates opportunities.

The financial viability of remote work combined with the lifestyle benefits creates a compelling value proposition. This is hard to match in traditional employment arrangements. With a little research, some preparation, and a willingness to learn, you can start earning from home in no time.

Strategic Approach

The key is approaching your remote work journey strategically rather than haphazardly. Take time to identify opportunities that genuinely align with your skills and interests. Present yourself professionally in applications and interviews. Commit to continuous improvement as you gain experience.

Don't be discouraged by initial setbacks or rejections. Breaking into remote work often requires persistence and learning from feedback. But the eventual payoff in terms of flexibility, autonomy, and career satisfaction makes the effort worthwhile.

Everyone Starts Somewhere

Remember that every successful remote worker started exactly where you are now. They wondered if they could make it work. They took those first tentative steps into an unfamiliar landscape.

What distinguishes those who succeed from those who give up? Not necessarily superior skills or credentials. Rather, it's the determination to keep learning, adapting, and pushing forward even when progress feels slow.

Take Action Today

So, what are you waiting for? The perfect remote job is out there, and it's just waiting for you to take the plunge. Start searching today, and who knows -- maybe tomorrow, you'll be sitting at your desk. You'll be managing your own remote projects. You'll be making money on your own terms.

The Future Is Remote

The future of work is remote, flexible, and full of possibility. Whether you're seeking a complete career transformation, supplemental income to support other goals, or simply a better balance between your professional and personal life, electronic work from home jobs offer pathways to achieve your objectives.

Begin with the first step. Update your resume. Explore job boards. Reach out to your network. Start building skills in an area that interests you. Every journey begins with a single action, and yours starts now.

Your Remote Future Awaits

Embrace the opportunities that remote work provides. Stay committed to developing yourself professionally and personally. Trust that with effort and persistence, you'll find your place in this dynamic, growing landscape. Your remote work future awaits -- it's time to claim it. more

Career development

 1d

Physician Job Outreach Assistant


I need support taking my physician job search from planning to inbox. I already have a polished CV and a detailed email template; your role is to transform these assets into 100 targeted applications. For all people applying: Please specify any relevant prior experience and how long it would take you to do this. Scope * Build a spreadsheet of hospitals in five cities I will name -- roughly 30... facilities per city. * Locate the best-fit contact for each hospital's physician recruitment or medical staff office and capture their direct email address. * Personalize the provided template for every message, weaving in the recipient's name, the hospital name, and a short custom line that shows you actually reviewed the facility. * Send the emails from my Gmail account (I will grant delegated access) with the CV attached, keeping the "sent" folder tidy and well labeled. Deliverables 1. Research sheet with hospital names, city, contact person, role, and email. 2. 100 sent emails, each correctly personalized and free of typos. 3. A brief summary report noting any bounced addresses and recommended follow-ups. Success Criteria - All 100 messages dispatched within the agreed timeline. - No mail-merge errors; every greeting and hospital reference must match. - Spreadsheet data accurate and complete enough for easy follow-up. You should be comfortable with Gmail and quick online research. Attention to detail is critical -- one mismatched name can end an opportunity. If you thrive on organized outreach and can move fast without sacrificing accuracy, this project should be a smooth fit. more

Terry Swift


Career development 5d
Hi! Is every job interview this weird now or was I just unlucky? Yesterday I went to an interview at an insurance company and they asked me “What can you do with a regular pencil?” So I started coming up with random ideas.
Then they asked “What’s the difference between a yeti’s ears and a human’s ears?”.
I was shocked. Is this really how they choose candidates now?

1   

  • Randall Giancaterino

    1d

    I would have responded "First tell me this: Why does my insurance go up every 6 months?" :)
    They are trying to test your creative, think -on-... your-feet skills, apparently.  more

  • Nontobeko Sabela

    3d

    I think they were trying to see your level of thinking and that if you’re capable of resolving problems testing your skills

    1
Load more...

Anonymous member


Career development 3d
I’ve been working at a bank for four months. During this time, they’ve sent me to corporate training three times. The problem is that the training lasts two days and takes place on weekends. So I work all week, then spend Saturday and Sunday at training until 4-5 p.m. and on Monday I go back to work again. I’m really tired and don’t get any proper rest. Is it even legal to make employees work on... weekends like this? more
1   

  • Marijana Babic

    1d

    Croatia has a law that an employee has to have rest at least complete 24 hours. Look for it in your state’s Labour act.

  • Kerry Kennard

    2d

    Like Daniel said,
    Look at it as career development and gain new knowledge staying up with some trends, etc.
    I definitely understand being tired....
    I’ve studied music most of my life.
    I’m usually up at 7 a - until 11 pm - sometimes 12 midnight!!

    last week I was lucky to get into this one Music conference. I learned a lot and met some other great musicians and music Bus people.

    Like others have said here, Enjoy what you’re doing. There may be more later in the year. When I was a musician on a cruise ship, as part Crew, We, Are Musicians and our crew Had to keep up with Maritime laws like every three or four months, Do the test on computers.
    Even my teaching at MAA - there’s training they require.
     more

Load more...

Career development

 1d

International Employment Verification Guide


International employment verification has become a standard stage in global hiring. Companies no longer rely solely on CVs and interviews when candidates claim experience in another country. Whether someone worked in Berlin, Toronto, Dubai, or Singapore, employers want proof that the role, responsibilities, and duration are real. Cross-border recruitment brings opportunity, but it also brings risk... -- and that is exactly why structured verification processes exist.

This article explains how international work experience is confirmed, which methods are used, what challenges arise across jurisdictions, and how candidates can prepare for a smooth background screening process.

Why International Employment Verification Matters

Global mobility is reshaping hiring. Professionals study abroad, relocate for work, freelance internationally, or join remote teams registered in different legal jurisdictions. As a result, HR departments frequently assess candidates whose employment history spans several countries.

From an employer's perspective, overseas verification serves three main goals:

* Reduce the risk of résumé fraud and inflated job titles/

* Confirm legal employment status and contract legitimacy.

* Evaluate consistency between declared responsibilities and actual roles.

For regulated industries such as finance, healthcare, aviation, and cybersecurity, verification is not just a precaution -- it is often a compliance requirement. Failure to verify employment properly may expose companies to financial penalties or reputational damage.

Core Methods of Verifying Work Experience Abroad

The process of confirming foreign employment is more complex than checking a domestic record. Labor laws, privacy rules, and documentation standards differ widely between countries. However, most verification procedures follow a structured model.

Direct Employer Confirmation

The most reliable method is direct contact with the previous employer. This typically involves reaching out to HR departments to confirm:

* Job title.

* Employment dates.

* Contract type (full-time, part-time, contractor).

* Eligibility for rehire.

In some countries, employers provide only minimal confirmation due to privacy restrictions. For example, many EU companies follow strict GDPR guidelines and will confirm only basic employment facts, not performance evaluations.

Employment Certificates and Reference Letters

In countries like Germany, Switzerland, and Austria, formal employment certificates are common. These documents contain structured summaries of duties and performance. In other regions, reference letters play a similar role, although their legal weight varies.

Recruiters examine formatting, signatures, company stamps, and digital authentication where available. Inconsistencies often trigger deeper checks.

Payroll and Tax Documentation

When direct employer contact is limited, payroll records or tax statements may serve as secondary evidence. Documents such as:

* Tax returns.

* Social security contribution records.

* Salary slips.

* Government employment registry extracts.

can demonstrate that an employment relationship genuinely existed. The availability of such records depends on national administrative systems.

Third-Party Background Screening Providers

Large multinational corporations frequently outsource international employment verification to specialized screening agencies. These providers maintain local networks and understand jurisdiction-specific regulations. They also ensure that consent forms comply with local privacy laws.

This approach is particularly useful when verifying employment in countries with language barriers or complex bureaucratic systems.

Country-Specific Differences in Verification Standards

Verification practices vary significantly depending on legal frameworks, cultural norms, and administrative transparency. Understanding these differences helps both employers and candidates avoid delays.

Below is a simplified comparison of selected regions.

Before reviewing the table, it is important to note that no country follows a single universal standard. Practices may differ by industry and company size.

As shown above, verification speed and transparency depend largely on local compliance culture and administrative efficiency.

After reviewing the table, one pattern becomes clear: privacy regulations strongly influence what information can be shared. In the EU, employers are cautious and often limit disclosure to factual employment data. In the US, policies vary by company rather than law. In parts of Asia and the Middle East, response time is the primary obstacle rather than legal restriction.

Legal and Compliance Considerations

International verification cannot ignore legal boundaries. Employers must obtain explicit candidate consent before initiating background checks. This consent must meet the standards of the country where the candidate resides, not only the country where the hiring company is located.

Data protection laws such as GDPR in Europe or similar regulations in Canada and parts of Asia impose strict rules on data transfer. Personal employment records may not be transferred across borders without appropriate safeguards.

Another important aspect is defamation risk. In many jurisdictions, former employers avoid sharing performance-related comments to prevent legal disputes. As a result, verification often confirms existence of employment rather than quality of performance.

Common Red Flags in Cross-Border Employment Checks

International screening professionals look for patterns rather than isolated discrepancies. Minor administrative inconsistencies are common, especially when translating documents or converting dates between systems.

However, the following issues often trigger deeper investigation:

* Mismatched employment dates compared to résumé.

* Unverifiable company existence or dissolved entity.

* Fake or non-functional corporate contact details.

* Significant inflation of job titles.

* Lack of supporting documentation in countries where records are standard.

Experienced recruiters do not automatically reject candidates when discrepancies appear. Instead, they request clarification. Honest administrative errors are resolved quickly; fabricated employment histories rarely withstand formal verification.

How Candidates Can Prepare for International Verification

Professionals applying for roles abroad can significantly reduce delays by preparing documentation in advance.

First, maintain copies of employment contracts, offer letters, and termination documents. Even if not immediately requested, they can help clarify discrepancies.

Second, ensure contact information for previous employers remains accurate. If a company has restructured or merged, note this in your CV to avoid confusion.

Third, provide clear explanations for freelance or self-employed periods. In such cases, contracts with clients, tax registrations, or portfolio evidence may serve as verification substitutes.

Finally, inform referees in advance. A simple notice that a verification request may arrive increases response speed and professionalism.

The Role of Technology in Modern Verification

Digital transformation is gradually changing employment confirmation processes. Some countries now maintain centralized employment databases accessible to authorized employers. Blockchain-based credential verification is being tested in academic and professional certification systems.

However, global standardization remains distant. Cultural, legal, and administrative differences still require human review. Automated systems assist with efficiency, but final validation often depends on experienced compliance professionals who understand cross-border nuances.

Conclusion

International employment verification is not about distrust -- it is about risk management in a global labor market. Confirming overseas work experience protects employers from fraud while ensuring fair evaluation of candidates.

For professionals with international careers, transparency and preparation are key. For employers, understanding regional legal differences and using structured screening processes ensures accuracy without violating privacy regulations.

In an era where careers increasingly cross borders, verification is no longer optional. It is a foundational element of responsible global hiring. more

Anonymous member


Career development 4h

What really is "overqualified"? Should one have to dumb down to secure a job?
1   

fred wandwasi
Career development 2d
Hello there
I have been working with a company for close to 15 years. It encourages you to go back to school to elevate your self Academically But when it comes to promotions every one knows you have to be connected politically. i wanna exist but there's that fear roaming around my Exist door. Any Advice related to this is welcome
4   

  • Ronda Usrey

    1d

    I have found that out it is vary sad that employers will not look at more people that are older

  • Gladys E. Bustos

    48
    1d

    How do you stand out? Is it noticeable? If not why? Be well rounded. Nowadays you can take classes online and obtain certs. What's the issue? The... owner could die, sell his business etc.  more

Load more...

Jennifer Kissi
Career development 4d
my recent job is offering me a lower salary though i have an experience in the role. calculating my day-today- expenditure means that i can't save. any advise on how to persuade the HR to do something about it?
1   

  • Robert Heazlit

    5
    2d

    Don't get too addicted to comfort. Discomfort is an asset. It can help you innovate, build mental strength and greater awareness. It can show you... that where you are isn't where you need to be. If we are honest with ourselves about expenses we all can find 1 or 2 places where we spend too much on comfort. If we choose little sacrifices now you reduce the risk of making sacrifices later in life. The only thing you can control is your own behavior. Trying to control anything beyond that is energy wasted that can be better used to focus inward. To whoever said being employed is slavery knows nothing of slavery. Its disrespectful to the truly enslaved people in the world. A job is a contract. You accept an offer. You show up and give the employer what they expect for what they offered you. If the terms of that agreement become untenable, then you are free to leave and enter into another contract with someone else. That isn't slavery, that is a choice you make.  more

  • Robert Heazlit

    5
    2d

    Is this a new job and you accepted the salary upon hire, or did they reduce your salary recently? How much experience do you have in the role? How... have you succeeded in that role. Success in a role usually means you get some leverage when negotiating salary. If this is a new job, you may have experience in the role but not experience in the company. In short, they don't know you yet. So you can, get to work, prove your value and approach HR once you have accomplished something you can present to justify the bump. In the meantime, keep your resume out there and maybe something better will turn up. Not being able to save is another discussion. Most people that have decent jobs are able to save something if they live within the means of their income. So that means you need to take a hard look at your expenses. Is your car payment over 400? sell it, trade it...get that down. Make your own coffee. Don't eat out, or eat out less. Cancel some subscriptions. Control what you can more

Load more...

Career development

 1d

The Power Of The Best Outplacement Managers


In today's ever-evolving job market, layoffs and job losses are unfortunately common occurrences. When a company needs to downsize or restructure, it can be a stressful and challenging time for both employees and employers. This is why the role of outplacement managers is so crucial. Outplacement managers are professionals who provide guidance and support to individuals who have been laid off or... are in the process of exiting a company. Their goal is to help these individuals navigate their transition period and find new employment opportunities.

So, what makes a great outplacement manager? What are the qualities and characteristics that set the best outplacement managers apart from the rest? Let's take a closer look at some of the key attributes that make these professionals truly stand out.

1. Empathy and compassion: One of the most important qualities of a great outplacement manager is empathy and compassion. They understand that losing a job can be a traumatic experience for individuals and their families, and they approach their work with sensitivity and understanding. The best outplacement managers are able to connect with their clients on a personal level, showing genuine care and concern for their well-being.

2. Strong communication skills: Effective communication is essential for outplacement managers. They need to be able to clearly communicate information, provide guidance, and offer support to their clients. The best outplacement managers are great listeners who can empathize with their clients' situations and offer constructive feedback and advice.

3. Resourcefulness and problem-solving skills: Outplacement managers need to be resourceful and have strong problem-solving skills to help their clients navigate the job market. They should be able to identify their clients' strengths and weaknesses and help them develop a plan to achieve their career goals. Whether it's updating a resume, practicing interview skills, or networking, the best outplacement managers are able to provide their clients with the tools and resources they need to succeed.

4. Industry knowledge and expertise: The best outplacement managers are experts in their field. They stay up-to-date on industry trends, job market conditions, and best practices for job searching and career development. This knowledge allows them to provide their clients with valuable insights and guidance that can help them land their next job.

5. Positive attitude and motivation: Outplacement managers need to have a positive attitude and be able to motivate their clients during what can be a challenging time. The best outplacement managers are able to inspire confidence in their clients, helping them stay focused and motivated as they navigate their job search.

6. Networking and relationship-building skills: Building relationships and networking are essential skills for outplacement managers. They need to be able to connect their clients with potential employers, recruiters, and other professionals in the industry. The best outplacement managers have a strong network of contacts that they can leverage to help their clients find new opportunities.

7. Flexibility and adaptability: In the fast-paced and ever-changing job market, outplacement managers need to be flexible and adaptable. They should be able to adjust their approach based on their clients' needs and the current job market conditions. The best outplacement managers are able to pivot quickly and find creative solutions to help their clients succeed.

In conclusion, the best outplacement managers possess a unique combination of empathy, communication skills, industry expertise, and motivation. They are able to guide individuals through the challenging process of transitioning to a new job with compassion and professionalism. If you are in need of outplacement services, look for a manager who embodies these qualities and characteristics. By working with the best outplacement manager, you can increase your chances of finding a new job and achieving success in your career.

Remember, when it comes to outplacement services, the best outplacement manager can make all the difference. Choose wisely and invest in your future success. more

Career development

 1d

'Leverage.' 'Reach Out.' 'Circle Back.' The Corporate Jargon We Hate the Most.


We pinged our readers for the terms that really annoy them. The list is long.

An email arrived recently from our IT staff, alerting us to a "zero-day vulnerability" on our devices that would require an immediate update.

Yikes. What exactly did that mean? And was it as bad as it sounds?

So it goes with corporate jargon -- words used in business that rely on buzzwords or forced phrases instead of... plain, concrete speech. The idea is to sound professional or strategic, but more often it just sounds unclear. Or silly.

So we asked some thought leaders (WSJ readers), What corporate jargon do you hate the most? Tell us the word or phrase and why it's your pet peeve.

It got pretty granular. Here are the terms they lashed out at, and why they find them so offensive.

Bandwidth: You're not a router, just say you're busy, pal!

I recall during an all-hands, the CEO announced the elimination of a quarterly planning meeting to "protect everyone's bandwidth." The freed-up two hours were immediately filled by: one new check-in meeting, three "bandwidth review" sessions to discuss how people were using their reclaimed bandwidth, and a mandatory survey about whether people felt less bandwidth-constrained. By week two, people had less bandwidth than before. The CEO sent a note: "Given current bandwidth constraints, we'll discuss the bandwidth situation next quarter."

-- Noa Khamallah, New York

Change agent: This is how a former colleague describes himself on résumés.

While that might be an attractive descriptor to a company looking for an unemotional outsider to "change" (aka whack) half of an organization, it conjures for me someone on the midway at the fair wearing a money belt with pennies, nickels, dimes and quarters.

-- Jeff Houck, Tampa, Fla.

Circle back: I asked someone to do some research and the response was "I'll check it out and circle back to you." Why couldn't they say, "OK, I'll send you my results" or "I will follow up on that"?

-- John Olaynick, West Palm Beach, Fla.

Decision tree: As in, "Let's reach up into our decision tree." It's just stupid!

-- Karolina Nilsson, London

Decisioning: It's a pointless invention to give gravitas to the notion that action or choices should follow. For example, "This is a decisioning meeting." It's completely unnecessary, a misplaced effort to sound more important rather than to do some "real work" and -- I don't know -- make a decision?

-- Yang He, Los Angeles

Deep dive: Every time I hear some C-Suite type utter the dreaded "deep dive," I want to respond, "Oh, really? Not investigate, study, discern, discover, find out about, look into? You had to go with deep dive? Did everyone go to the same M.B.A. program?"

-- John Lydon, Jacksonville, Fla.

Growth mindset: Used mainly as an ambiguous way of describing (or asking for) ambition, it has become a useful tool for senior management to encourage junior employees to improve their performance, without committing to specifics that might lead to a promotion or pay raise.

I experienced this at the hands of a former boss, who, having made the mistake of promising me a pay raise that wasn't in their power to deliver, resorted to urging a greater growth mindset in every subsequent performance review. A totally unmeasurable goal and thus forever out of reach!

-- George Baggaley, London

Hard stop: I used to participate on a weekly call with several of my peers from different departments, all of whom, I estimate, were equally busy and crunched for time. The call was scheduled for one hour. But one person had a propensity to announce to everyone at the beginning of the call that she had a "hard stop" at 2 p.m., so we had to wrap up by that time. It came across as her believing she was busier and more important than anyone else on the call.

-- Scott Knode, Leakey, Texas

Hit the ground running: Early in my career as a new-employee trainer, I witnessed a manager tell this to a group of new hires on their first day, at the start of the onboarding process. They still had hours of meetings and orientation. They had shown up excited and smiling. As soon as they heard those words from the manager, I watched their body language immediately shift from excitement to visible tension.

Later that day, one of the trainees asked me whether they were already behind schedule. It was a lightbulb moment for me: The employee had heard "hit the ground running" not as "be proactive in your training" -- which is how the manager meant it -- but as "you are already late in learning the job."

I passed the feedback along to this manager to speak with more clarity, especially with anxious and easily confused new employees.

-- Ana Goehner, Cary, N.C.

Juice isn't worth the squeeze: I hear this so much every day you'd think I was working at Tropicana. At least they aren't saying "ROI," I guess?

-- Kim Peterson, Vienna, Va.

Lean in: Lean in to what? Are you dancing the Macarena?

I liked the phrase when I first heard it a few years back and when it's used in the context of committing to a strategy or a new initiative. But lately it's used for routine tasks such as "l'm leaning in to finish payroll" or 'I'm going to lean in and have lunch." C'mon!

-- Mike O'Malley, Nashville, Tenn.

Let's take this offline: No, let's discuss it now! Or, if you really want to talk about it later, how about you just say that instead? We are offline right now, we're in a conference room. So what do you mean?

I have one colleague who loves to use that expression when the discussion is heating up. But it's often an issue that needs to be resolved and is a primary purpose for the meeting in the first place. He has used it when we're the only two people in the meeting. Perhaps people who use it are underprepared for confrontation and want to avoid disagreement at any cost.

-- Michael Moore, Portland, Ore.

Leverage: When did this become a thing? "We can leverage the existing PowerPoint deck," for example.

Or maybe we could just use it?

-- Joan Cook, Trenton, N.J.

Move the needle: Ugh. I want to vomit every time I hear this phrase. It does not give you corporate cred. Those of us who heard you are mocking you behind your back on Slack.

-- Madison Zalk, Seattle

Negative growth: This one is tough to beat. Analysts like to say, "All quarters were good for Acme Widgets, except for Q3, when they experienced negative growth in revenue."

-- Greg Summy, Virginia Beach, Va.

Piggyback: As in, "I just want to piggyback on his comment." I can't begin to describe the agony in hearing this line. We can do better than using elementary language, particularly in a corporate setting. I fear we need to read more to build a deeper lexicon.

-- Hiral Patel, St. Louis

Pivot: Usually said by someone who does not want to tell their superior they disagree with their strategy or when a project is going horribly wrong. For example, "John, I really like what you are proposing, but maybe we should pivot and consider outsourcing our production."

-- Ken D'Amato, Boca Raton, Fla.

Probabilistic: In the marketing world, there is "probabilistic" targeting of customers. It means probable, but someone had to make it sound fancy and almost impossible to pronounce. Every time, I want to stop them and tell them to just say "probable."

-- Chris Peterson, Milan

Put a pin in that: This, along with "Let's double-click on that," is just silly speak.

My exposure to this all stems from being around salespeople who were not competent and didn't have a clue in how to sell, so they fell back on trite sayings. They would call to "touch base" which was simply an excuse to talk without genuine purpose with hopes of learning something about a sale in process. It offers zero value to the person you are selling and talking to!

-- Mark Hilborn, Orlando, Fla.

Reach out: This phrase sounds so overblown. "Reach out to Bob in accounting" seems to imply some level of difficulty, like you're trying to get a personal reply from Taylor Swift or something, when it may just be a matter of walking up to Bob's cubicle on the other side of the building.

In short, if you're not AT&T ("Reach out and touch someone") or Neil Diamond ("reachin' out, touchin' me, touchin' you") please do not ask me to "reach out" to anyone.

-- George Lane, Atlanta

Socialize: To share an idea or proposal with key decisionmakers in order to solicit feedback and gain approval or buy-in to make a decision.

Example: "Thanks for sending this proposal. We will socialize and revert" which means, in plain English, "We'll run it up the chain of command to see if we can get it approved, and then get back to you with the decision or additional comments."

-- Allison Shapira, Washington

Soup to nuts: This phrase is a non-value-add in most cases as we can tell from the context of the statement something is being looked at or redone completely. Its use is distracting in the moment.

Besides, I can't remember the last time I got nuts at the end of a restaurant dinner. If a restaurant analogy is to be used, perhaps it should be "heavily alcoholic cocktail to overpriced bill."

-- Greg Fontana, Santa Rosa, Calif.

Space: The equity space. The beauty-supply space. The intellectual-property space. The media space.

They're not spaces, they're sectors or industries. Spaces are well-defined and venerable terms in physics and math. If you don't know what "phase space" or "vector space" is, then stay away! And if you do know, then don't consign "space" to jargon space.

-- Eric J. Bruskin, Middletown Township, Pa.

Stakeholders: It makes me think of vampire slayers.

-- Diana Matthews, Whiteville, N.C.

Take a 10,000-foot view: I hate when people use this phrase to mean taking a look at a situation or project more broadly. I don't know the number of feet from which I'm looking at something to start with, so I don't know what it would look like to view it from 10,000 feet. If you want me to forget about the details for the time being, just say that!

-- Emily Muhlberg, Austin, Texas

Thought leadership: This isn't a term that most of us would use, even in semiformal conversation. Either "research" or "analysis" is easier to understand quickly, which should be the goal. Thought leadership, on the other hand, implies that we can create and lead a hive mind like the Borg from "Star Trek."

-- Kris Hudson, Grand Prairie, Texas

Unpack that: In other words: Deal with it now. It's so overly consultant-speak cringey that I can clearly picture a corporate off-site meeting about to go into breakout sessions. The consultant is at the front of the room with a flip-chart indicating tabletop topics and instructions. Ugh, pure torture.

-- Marianne Watson, San Antonio

Utilize: I teach new writers to avoid utilize except in a "MacGyver"-like case, when something is used for a purpose it wasn't originally intended, "I utilized a gum wrapper and a paper clip to unlock the door." more

Career development

 1d

When Should Australian Children Start Career Exploration?


Career exploration isn't something that begins when students walk into a high school careers counsellor's office. In fact, research shows it starts much earlier. By age seven, children are already limiting their future career aspirations based on ingrained stereotypes about social background, gender and race. Therefore, the question isn't whether to introduce career concepts early. It's how to do... it appropriately at each developmental stage.

The Early Years: Ages 3-5

Career development begins in preschool, though it doesn't look like traditional career planning. According to Linda Gottfredson's Theory of Circumscription and Compromise, children aged 3-5 enter their first stage of career awareness. They start categorising jobs based on observable characteristics like size, power and what adults around them do. This is where imaginative play becomes critical.

For example, when your preschooler pretends to be a doctor, teacher or firefighter, they're not just playing. Instead, they're practising negotiation, taking on different perspectives and developing problem-solving skills. Ages three to five represent the "high season" of imaginative play, and this foundation shapes how children view the working world. Importantly, the goal at this stage isn't career decision-making. Rather, it's building self-awareness and exposing children to diverse possibilities.

Primary School: Ages 7-10

By the time children reach primary school, career awareness becomes more intentional. Research confirms that awareness and aspirations for a career path can start as early as ages 9-10. In fact, elementary school is the perfect time to discuss what a career is and how it relates to children's interests, talents and dreams. Here's what matters: by the end of elementary school, students have already ruled out certain careers based on factors like gender and social status. Unfortunately, this narrowing happens silently, shaped by what children see around them and the messages they absorb about who does what kind of work.

As Andreas Schleicher, OECD's director of education and skills, puts it simply: "You can't be what you can't see." Clearly, parents and educators play an essential role here. One study found that 98% of surveyed teachers agreed that introducing children to the world of work was important because it helped children link school subjects with real-world applications. The focus should remain on exploration, not commitment. Help children understand: At this age, the focus should remain on exploration, not commitment. Specifically, help children understand what different careers involve, how their interests connect to various fields, that skills matter more than job titles, and that career paths aren't fixed or predetermined.

Secondary School: Ages 13-15

Early high school marks the shift toward personalised career planning. At this stage, students in grades 9-10 start thinking more concretely about their futures, but they often struggle to connect career preparation with specific career paths. Moreover, their understanding of the professional world remains limited, typically shaped by what family members do for a living. This is where structured career exploration makes the biggest impact. Middle school students benefit from activities that help them:

Specifically, middle school students benefit from activities that help them identify their values, not just interests, understand their strengths and skills, explore industries and pathways they've never considered, and see connections between subjects they study and careers they might pursue. Research using Australian Longitudinal Survey data reveals something important: career activities undertaken in senior secondary schools had a significant effect on the well-being of 25-year-olds, measured by self-reported levels of career and life satisfaction. Clearly, early engagement matters for long-term outcomes.

What Parents Need to Know

Australian parents often lack awareness of contemporary career trends affecting their children. Survey data from 301 Australian secondary school parents found that while parents' perceptions of opportunities aligned with wider thinking, many didn't engage with external career resources and weren't confident in their understanding of youth labour markets. However, you don't need to be a careers expert. You simply need to create space for exploration. Furthermore, research shows that kids who set professional goals do better in school, feel more confident and participate more actively in their education. Career goals give children internal motivation beyond "because you're supposed to study." So start conversations early. Make them ongoing. Most importantly, focus on values, skills and interests rather than locking into specific job titles.

The Bottom Line

Career exploration isn't a single event or a high school subject. Instead, it's a developmental process that begins in early childhood and evolves as children grow. The key is matching the approach to the child's age and developmental stage. For young children, it's about play and exposure. For primary students, it's about awareness and connection. For secondary students, it's about personalised planning and skill development. Ultimately, the children who benefit most are those who start early, explore widely and focus on building self-awareness rather than making premature career commitments. In the end, that foundation serves them regardless of which path they eventually choose. more

Career development

 1d

Ivy Tier Introduces New Approach to Competitive US College Admissions | Weekly Voice


The new framework emphasizes externally validated projects over traditional résumé stacking.

LOS ANGELES, CA, UNITED STATES, February 26, 2026 /EINPresswire.com/ -- As competition for admission to selective US universities continues to intensify, education strategy firm Ivy Tier has announced the launch of its proof-based admissions positioning model, designed to help high-achieving students... build measurable, externally validated passion projects aligned with their academic goals.

With application volumes at many selective institutions reaching record levels in recent years, students with strong academic profiles increasingly face differentiation challenges. Near-perfect GPAs, advanced coursework, leadership roles, and community involvement are common among applicant pools, making it more difficult for admissions committees to distinguish among candidates with similar credentials.

Ivy Tier's framework shifts focus from traditional résumé stacking toward structured project execution that produces visible, public-facing outcomes.

"Academic excellence remains foundational," said Royston G. King, Founder of Ivy Tier. "However, as applicant pools grow more competitive, students benefit from developing initiatives that extend beyond the classroom and demonstrate measurable initiative."

The firm's model centers around three pillars: credibility, visibility, and measurable impact. Rather than concentrating solely on essay refinement, Ivy Tier works with students to design and execute structured projects that align with their intended fields of study. These projects may include digital platforms, published works, research initiatives, media contributions, or other externally verifiable efforts.

According to the company, the goal is not to replace traditional admissions preparation, but to complement it by strengthening differentiation in a holistic review environment.

Selective admissions decisions are typically made in committee settings, where applications are evaluated within large and highly competitive pools. In such contexts, externally visible work may help provide additional clarity regarding a student's interests, initiative, and follow-through.

The firm also acknowledges the evolving role of technology in education. With increased access to digital tools, publishing platforms, and artificial intelligence resources, students today have more opportunities to prototype ideas and share work publicly. Ivy Tier states that its approach emphasizes responsible use of technology, ensuring that students remain the primary thinkers and leaders behind their initiatives.

"We believe structure and ethical execution are essential," King added. "Students should build work that reflects authentic interests and sustained effort. The objective is clarity and alignment, not shortcuts."

Ivy Tier works with families seeking structured admissions positioning and clearly defined project milestones. The company does not guarantee admission outcomes and instead defines measurable deliverables related to project development and execution.

As the admissions landscape continues to evolve, firms operating in the education strategy space are increasingly exploring models that balance academic preparation with real-world initiative. Ivy Tier's launch reflects a broader trend toward integrating structured project development into competitive college preparation.

For more information, visit [https://ivytier.com](https://ivytier.com) or attend the company's educational masterclass at [https://join.ivytier.com](https://join.ivytier.com).

About Ivy Tier

Founded in 2026, Ivy Tier is an education strategy firm specializing in proof-based passion project development for students pursuing competitive US universities. The firm focuses on structured execution, measurable outcomes, and ethical positioning aligned with long-term academic and professional goals.

EIN Presswire provides this news content "as is" without warranty of any kind. We do not accept any responsibility or liability

for the accuracy, content, images, videos, licenses, completeness, legality, or reliability of the information contained in this

article. If you have any complaints or copyright issues related to this article, kindly contact the author above. more

Career development

 2d

The Ultimate Web Developer Job Search Handbook


In 2021, I got my first developer job by sending one direct email and then doing a single live call. That was enough.

Later the same year, I found my second job in about three weeks through LinkedIn. At that point, I mostly knew CSS. No serious JavaScript, no strong portfolio, no polished personal brand. And I was offered a Senior Front End Web Developer position at US-based company.

Then things... changed. After COVID, a lot of developers moved to remote work. Local job markets turned global almost overnight. Instead of competing with a handful of people nearby, you were suddenly up against hundreds of developers from everywhere.

By 2023, I had real experience. I'd worked at two companies - one in Europe and one in the US. I knew JavaScript, had a proper frontend portfolio, and a personal website. Finding a job should've been easier. Instead, I spent 18 months struggling to land a role that actually fit me. The competition was simply on another level.

Now, in 2026, it's even tougher. AI tools have made it easier to apply, build, and present yourself, which also means companies are flooded with candidates. Things like a decent CV or a basic project don't stand out anymore. A lot of common advice still sounds good, but it doesn't work the way it used to.

This guide is based on what actually helped me. I'll walk through the full process - from preparation to interviews to offers - and explain what matters today, and where most developers lose time without realizing it.

I've prepared for you a Dev Job Application Toolkit. By my calculation it can save you 40-60 hours.

Before you apply anywhere, you need to decide what you actually want. This sounds obvious, but it's one of the most skipped steps - especially by junior developers. I know this because I skipped it myself.

When you have little or no experience, it's tempting to think: I'll apply everywhere and take whatever I get. That approach feels safe, but it's risky. You can easily end up in a role you don't enjoy, working on things you don't care about, and burning out much faster than you expect. A bad first or second job can slow you down more than having no job for a bit longer.

This stage is about setting boundaries before desperation sets in.

First, be honest about the role you're targeting. UI/UX, frontend, backend, full-stack, mobile - these are not just labels. Companies hire for specific problems, and they want people who are focused, not "a jack of all trades".

If you present yourself as a generalist without real depth, recruiters don't see flexibility. Instead, they see risk. Being specific increases your chances, especially for junior and mid-level roles.

Next, decide how you want to work: remote, on-site, or hybrid.

This matters more than people admit. I personally dislike office work, so remote roles are my only option. That decision alone filters out a huge number of jobs - and that's a good thing. You should make the same call based on how you work best, not on what sounds impressive.

Company type affects your daily life more than the tech stack.

Startups, agencies, and large enterprises all work differently. Startups move fast and expect long hours. Enterprises are more structured and predictable. Agencies juggle multiple clients and deadlines. None is inherently better than the others, but one will fit you better than the others.

Finally, think about what kind of product you want to build.

Some roles mean jumping between projects. Others mean working on one large product for years. Some outsource companies throw dozens of small, unrelated tasks at you. These are very different work styles.

I once interviewed for a role where the team lead casually mentioned they build Shopify plugins. I immediately knew it wasn't for me. I'm interested in web applications, not plugins - and no salary would've changed that. I applied anyway because I was desperate, which was a mistake.

Defining your criteria early saves you from this.

Practical checkpoint: if you can't clearly describe the role, work format, company type, and product you want, you're not ready to apply yet.

Once you know your direction, turn the job search into something structured. Without a plan, it becomes emotional and inconsistent.

A search plan is just a set of rules you follow regardless of mood.

Plan weekly, then break it into daily goals. For example: apply six days a week, with a target of 90 applications per week. That's 15 per day.

At first, these numbers are guesses. That's normal. After a week or two, you'll see what's realistic. Maybe 15 quality applications is too much, and 6-8 is sustainable. That's not failure, that's data. Adjust and keep going.

Remember: the goal isn't to hit an impressive number. It's to stay consistent without burning out.

The second part of the plan is tracking. Use something simple, like a spreadsheet. For each application, note the date, the company, and the current status: sent, rejected, HR interview, technical interview, offer.

This gives you two benefits. First, you don't lose track of where you've applied. Second, over time, you start seeing patterns. You can tell how many applications turn into interviews, where things usually break down, and what might need fixing - your CV, your targeting, or your interview prep.

You can download my free job application tracker spreadsheet here.

Practical checkpoint: if you can't say how many applications you send per day or where they usually fail, you're guessing - not managing - your job search.

Before you send your first application, you need to make sure your skills actually line up with what companies are hiring for right now. This stage is about facing reality - not in a negative way, but in a useful one. You're trying to match your current level to the level the market expects for the role you want.

A good place to start is job descriptions. Pick a few major job boards and scan real openings for your target position. What matters is volume and focus. Look at 10, 20, or even 30 listings for the same role, not random ones. Specificity is critical here.

As you read through them, patterns start to show up. The same technologies appear again and again. At this stage, using AI to summarize requirements can save time, as long as you're still doing the thinking. The goal is to spot common ground faster, not to outsource judgment.

What you're looking for is a simple structure.

First, identify the core skills. These are non-negotiable. For a frontend role, that's usually JavaScript, a framework like React, and a styling solution such as Tailwind. If you're weak in one of these, that's a real blocker, not something to "fix later."

Next, identify two or three nice-to-have skills. These depend on the role and the company type. Agencies often value things like Framer Motion for polished UI work. Product companies may care more about performance or accessibility. These skills won't always block you, but they can separate you from similar candidates.

Finally, choose at least one adjacent skill. Something that isn't your main focus but is expected in any professional setup. Git is the most common example. Missing these often leads to quiet rejections - no feedback, just silence.

Once you have this list, it's time for an honest audit. Don't rely on passive learning or gut feeling. Test yourself. Use flashcards for concrete concepts (you can this tool for flashcards: 99cards.dev). Answer open-ended questions without notes. Build a small, focused project that forces you to use the skill without guidance.

The outcome of this stage should be clear. You'll know where you're solid, where you're shaky, and where you're not ready at all. From there, the job is simple: strengthen weak spots until you're roughly at market level for your target role.

I once saw an attractive front-end web developer/web designer position that required Tailwind CSS for styling. In application company required to list two websites with Tailwind CSS in use. At that moment I had none. And I couldn't apply. Pity.

Practical checkpoint: if you can't clearly name your core skills, nice-to-haves, and weakest areas, you're guessing where you stand - and the market won't guess in your favor.

Your portfolio is simply a list of projects you've completed. But where and how you present that list matters a lot more than most developers think.

In my experience, the best place for a portfolio is a personal website (here is mine: https://ilyasseisov.com/). It gives you full control. You decide the structure, the wording, the tone, and the visuals.

Some developers prefer a very minimal setup. Others go for something more visual, with motion and modern UI. Both approaches are fine. What matters is that the site reflects how you think and what you care about building.

On that website, you should showcase only your best work. Not everything you've ever built. One, two, or at most three projects is enough. These should represent what you can do right now, not what you could do a year ago. More projects don't make you look better - they usually make it harder for someone to see your strengths.

Choosing the right projects is where many people go wrong. Your portfolio projects should be directly related to the role you want.

When I was focusing on building modern, animated websites, I showed projects with strong visuals, animations, and micro-interactions. When I shifted toward SaaS and web applications, I replaced those with real app-style projects. The portfolio should follow your direction, not your history.

Avoid tutorial clones. Even well-made ones. Recruiters see them immediately, and they don't tell much about how you think or make decisions. Personal or slightly imperfect projects are usually far more interesting than something copied step by step from a course.

For each project, a simple case-study structure works best. Explain what the project is, why it exists, and how you approached it. Show the final result with a live link, so people can actually use it. Code access is optional. Sometimes you don't want to make everything public, and that's fine. If a recruiter asks, you can always give access privately to a small group.

Here is example of my case study page: ilyasseisov.com/projects/99films/

Practical checkpoint: if your portfolio doesn't clearly show what kind of work you want to be hired for, it's not helping you - no matter how polished it looks.

Your CV is not a biography. It's a filtering document. Its job is to help a recruiter understand, in under a minute, who you are, what role you fit, and whether it's worth moving you forward. Structure and clarity matter more than clever wording.

At the very top, include your full name, your role, and your main technologies. Be specific.

For example: Frontend Web Developer (React, Next JS).

This saves time for recruiters and helps with automated filtering. I also include my email address, and sometimes - in smaller, low-opacity text - my years of experience (for example, 10+ years). It's a quick signal, not a headline.

Think of the summary as an elevator pitch with context. This is where you explain what you do well and what kind of problems you're best at solving. Keep it focused. Avoid vague statements like "passionate developer" or "team player." Say what you build and where you add value.

This is the most important section.

For each role, include the company name, time period, and position. If it helps, add a link to the company's website.

When describing your work, focus on accomplishments, not duties. What did you change? What improved because of your work? Metrics matter here.

For example:

Redesigned and coded the UI of a 20+ page web application, resulting in a 16.7% increase in user engagement and a 21.4% reduction in page load time. Worked closely with backend and QA teams. Designed in Figma, implemented with Tailwind CSS and React.

This tells a much clearer story than listing tasks.

You don't need to include everything -- only what supports your candidacy.

If a section doesn't strengthen your position, leave it out.

A rough rule: around one page per 10 years of experience.

More important than length is relevance. Ideally, you should have a solid base version of your CV, then slightly adjust it for specific roles. This small effort often leads to a much higher response rate.

Don't add a photo. It doesn't help, and in many cases, it hurts.

Always send your CV as a PDF. This avoids layout issues and font problems.

For tools, I prefer Figma because it gives full control over layout and visuals. If that feels like overkill, Google Docs works just fine.

Create a first version, then iterate over time. Add new skills, remove outdated ones. This is normal. My current CV is version six - and it took years to get there.

Before sending your CV, run it through an ATS checker. Many companies use automated systems before a human ever sees your résumé. If the machine can't read it properly, it won't matter how good the content is.

You can check out my proven CV template here. It's free to download.

Practical checkpoint: if a recruiter can't understand your role, level, and strengths in 30-60 seconds, your CV needs simplification - not more detail.

A cover letter is short, focused, and very intentional. It's not a repeat of your CV - it's your chance to explain why you're a great fit for this specific role and this specific company.

A web developer cover letter should be 200-300 words max. Its main goal is to connect your skills and experience to the company's needs in a more personal way than a résumé can.

Include the exact role you're applying for and a quick hook - why this company or product caught your attention.

Focus on technical skills (HTML, CSS, JavaScript, React, Node.js, and so on) and real impact, not just tools.

Also don't forget that soft skills matter: communication, problem-solving, teamwork are important. Companies hire people, not just code writers.

What you emphasize depends on your profile:

If you lack experience, that's okay. Show potential and direction.

Wrap it up confidently. Reconfirm your interest in the role, briefly restate the value you bring, and add a soft CTA like being open to an interview or discussion.

Practical checkpoint: If your cover letter could be sent to 10 different companies without changes, it's not good enough.

You can check out my cover letter template here. You can have it for free.

LinkedIn shouldn't be just an online CV. For a web developer, it should work like a high-converting landing page that brings recruiters to you, even while you sleep.

Below is a practical, step-by-step approach, from fixing the basics to getting real inbound opportunities.

Before optimizing content, make sure your profile looks clean and professional.

If you're not optimized for keywords, you're basically invisible.

Then make sure you write a strong headline (this is very important). Here's the formula:

[Role] + [Main Tech] + [Value]

Example:

Full-Stack Developer | React, Next.js | Building scalable web apps for startups

Once someone clicks your profile, you need to convert that visit.

Write like a human, not a robot. Explain why you code, what problems you solve, your experience level, and your core stack

Don't list responsibilities. Show results with numbers.

❌ "Built dashboards"

✅ "Built a React dashboard that reduced load time by 30% for 5,000 users"

Add at least 5 relevant skills (JavaScript, React, Git, TypeScript, and so on). Profiles with multiple skills get way more profile views and connections.

Words are good - but proof is better. Here's how you can show proof:

Add your portfolio website, a linke to your GitHub profile, and live projects or demos.

These can be really helpful, and some companies require them. You can reach out to tech leads, managers you've worked with, or clients (among others).

This is how you go from "searching" to being approached.

You don't need to be an influencer. But post something once a month could invite some people to see your page.

Networking is a skill. Follow devs and tech creators, engage with posts (comments > likes), and connect with engineers inside companies you like.

You can make it visible only to recruiters. This is a strong signal that you're ready for interviews.

Practical checkpoint: If your LinkedIn profile still looks like a copied résumé, you're leaving opportunities on the table. Treat it like a product page - clear message, strong proof, and easy next step.

And here's a tips: Make sure all information you list at your LinkedIn profile is true. Especially your full name and location. Sometimes LinkedIn admins may ask you to verify it with your real ID.

Up to this point, everything you've done was preparation. Now you're ready for the real game: finding jobs and applying the smart way.

Let's start with where to find Developer Jobs.

There isn't just one correct source. The best strategy is to combine several.

These are good for volume, but don't expect miracles.

Examples: Turing.com, similar invite-only platforms

How it usually works:

If you pass, you enter a smaller talent pool, which is a big advantage.

Many companies hire directly through their own websites. Big companies often have dedicated career pages. These may have fewer applicants compared to job boards, and they're usually more serious about hiring.

If you already like a company, check their site first.

This is where many developers get jobs without competing with hundreds of applicants.

Find them on award sites, directories, or portfolios.

Use platforms like Product Hunt.

Many dev job groups exist but aren't publicized much.

This alone can save you weeks of wasted applications.

Here is a list top 50 remote first companies. These establishments always in search of great talent.

If you want fewer rejections and better offers, this is it.

This is the most natural and underrated approach, and there are a couple ways of going about it.

You can focus on offline experience, like:

When people know you personally, jobs often come to you.

You can also try online methods, like:

You can share that you're job hunting, DM people directly and get referrals without formal applications.

Make sure you track the date, company, and status (sent, rejected, interview, offer). A simple spreadsheet is more than enough.

Practical checkpoint: Don't rely on just one channel. Combine job boards + direct outreach + networking, track your efforts, and focus more on quality than pure volume.

There is a very useful job application tracker I use when applying to jobs. It helps you to see the entire picture of your progress. You can download it here.

The technical interview is not a normal conversation -- it's closer to an exam + live performance. You're not just talking about your skills; you're expected to prove them in real time.

Pick one main language (JavaScript, Python, Java, C++, and so on) and know it really well.

Have projects that match the level of the job you want, that are built from scratch, that use real logic, not tutorial clones, and be ready to walk through architecture, decisions, and trade-offs.

This often shifts the interview from grilling to conversation.

Use it for bugs you fixed, conflicts in teams, technical challenges, and failures and lessons learned.

Before coding, explain your approach, start with a brute-force solution, then optimize it. Interviewers care about how you think, not just the final answer.

While coding, speak your thoughts, use clear variable names, and teat it like pair programming, not an interrogation

When finished, walk through the code step by step, use example inputs, and try to catch bugs yourself. Debugging your own code is a huge positive signal.

Always finish with time complexity and space complexity.

Short, clear, confident.

When you're wrapping up, make sure you ask smart questions to show your genuine interest and thoughtfulness.

If you realized you made a mistake, you can briefly explain the correct approach - this shows growth mindset.

Even failed interviews are data. After each one, ask yourself:

Practical checkpoint: You don't pass technical interviews by luck. You pass them by deep fundamentals, structured thinking, and practice.

The HR / behavioral interview is not just a formality. Very often, this round decides whether you move forward or not.

Unlike technical interviews, this one is about who you are, how you communicate, and whether the team can work with you long-term.

Before the interview, go deeper than your CV.

Learn about their mission and values, their product or service, and any recent news, releases, or updates involving them.

This helps you sound intentional, not generic.

Make sure you highlight your soft skills and responsibilities, and then prepare 2-3 real examples that match those requirements.

Prepare 8-10 short stories from your experience that demonstrate:

These stories are your proof. Much better than buzzwords.

Remember the STAR method we talked about above? Use it here, too.

Also, think out loud. HR wants to hear how you reason, not just the final answer.

And practice explaining technical things without jargon. HR people are usually non-technical.

Keep it to ~2 minutes.

Focus on your current role or level, your main tech stack (for example, JavaScript, React, SQL), and where you want to grow next.

"I'm strong at ownership. In my last role, I took responsibility for..."

This is a tough one. So be honest, but smart. Show self-awareness + improvement, and avoid clichés like "I'm a perfectionist".

Good structure:

Web development is teamwork-heavy, so expect these.

This signals professionalism and emotional intelligence.

If pushed, give a range, not a single number. And make sure you base it on market research. Also, say it's negotiable. All this keeps leverage on your side.

Practical checkpoint: Technical skills get you noticed. Behavior, communication, and attitude get you hired.

Tip: Before EVERY interview even a first one I always contact HR or recruiter and ask what should I prepare for the interview round. Surprisingly, almost every time I get specific directions.

I always use interview checklist when I prepare for one. It helps you remember all critical points. You can download it here.

Congrats -- getting an offer means you already won half the battle. Now comes the part where many developers make costly mistakes: accepting too fast or negotiating poorly.

This is completely normal and professional. The pause helps you move from emotions to logic.

Many developers only look at base salary, but that's a mistake.

Check the full package for things like:

Sometimes a lower salary + great benefits is actually the better deal.

If possible, avoid saying a salary number first.

Why? Because employers will anchor low, and you lose leverage immediately.

If asked early, say something like:

"Right now I'm focused on finding a strong mutual fit. I'm open to a fair market offer once we're aligned."

Give a range, not a single number. Your ideal salary should be at the lower end of that range

About 80%+ of companies expect negotiation. It doesn't make you difficult - it makes you look confident.

If you have another offer, be honest and respectful about it.

Example:

"You're my top choice, but I have another offer that's slightly higher. Is there room to adjust?"

If salary is capped, try asking instead for extra vacation days, a sign-on bonus, a learning budget, or a faster salary review (after 6 months).

In many countries, verbal acceptance can be legally binding. Don't say "yes" unless you are 100% sure.

Practical checkpoint: Your first offer sets the baseline for your future career. Take your time, stay professional, and don't be afraid to negotiate.

Real story: In 2021 I received a very nice job offer. I liked it. The CEO said: "Here is the salary range: A to B. What would you like?". I said let's go with middle point. I always prefer win-win situations.

Getting a web developer job today is not about luck - it's about strategy, preparation, and consistency. The market has changed. Competition is higher, expectations are clearer, and companies are more selective than ever. But the good news is that developers who approach the process the right way still get hired, again and again.

In this guide, you've seen the full journey: defining your direction, preparing your skills, building a strong portfolio, crafting a clear CV and cover letter, optimizing LinkedIn, applying smart, preparing for technical and HR interviews, and finally negotiating your offer with confidence. Each stage matters, and skipping even one can significantly lower your chances.

Remember: job searching itself is a skill. The more intentional you are, the better your results will be. Track your progress, learn from rejections, improve weak spots, and don't rush the process. One strong offer is worth more than a hundred rushed applications.

Most importantly, don't underestimate your value. If you've put in the work, you deserve a role that fits your skills, goals, and lifestyle.

I wish you the best of luck on your journey. Stay consistent, stay confident, and go get that job 🚀

p.s. if you still haven't you can get Dev Job Application Toolkit here: 99cards.dev/toolkit more

Career development

 4h

Is Gen Z really bringing mom and dad to interviews?


Parents are joining Generation Zers at every part of the job interview process, a February report from Zety suggests. About 1 in 5 Gen Z respondents told Zety that a parent has reached out to a potential employer or recruiter on their behalf, and 44% said their parents helped them craft a resume or curriculum vitae.

Further, a handful of Gen Zers even had their parents join interviews, with 5%... having parents sit in virtually and 15% arriving at in-person interviews.

Some parents even negotiated compensation and benefits on their Gen Z kids' behalf.

Potentially, even more Gen Zers are bringing parents to job interviews, with 77% of respondents saying so in a report from Resume Templates last year.

But what do these Gen Z quirks mean for HR leaders, who are intent on creating an inclusive, multi-generational workplace?

Parental collaboration may be important to these early-in-career professionals because they're more comforting during the daunting job-search process.

"But it also raises questions about how and when young professionals begin developing independent career skills," Zety researchers said, sharing the responses of 1,001 Gen Z workers gathered this past January.

In particular, a "critical confidence gap" exists for Gen Zers when it comes to negotiation. Overall, Zety researchers said, these findings indicate "a broader need for education around compensation, benefits, and self-advocacy before Gen Z enters the workforce."

The February report mirrors previous findings from Big Brothers Big Sisters of America and The Harris Poll, where only 41% of young people said they were "highly confident" navigating the job market.

The percentage was even smaller for those without career mentors.

"Today's young people are facing a job market unlike any other generation," Big Brothers Big Sisters of America CEO and President Artis Stevens said in a statement sharing the organization's findings. "These findings confirm what we already know: mentorship isn't optional -- it's essential."

Zety's researchers remind readers that the practice of parents joining the workforce is still largely uncommon; 80% of respondents said their parents had no involvement during interviews. Likewise, over half of Gen Z respondents also said they would feel "embarrassed or upset" if their parents reached out to their employer without their knowledge.

Additionally, reports also show that Gen Zers are self-starters and trailblazers in other aspects of their careers, such as work-life balance.

Until a Gen Z candidate actually gets through the door, all an employer can do is try to maintain proper boundaries between parent and child in the recruiting process.

Ultimately, employers should set clearer expectations about professionalism, researchers said -- reinforcing the importance of direct communication with job candidates. more

Career development

 2d

Management Training Programs That Can Boost Your Career, Plus 8 Companies That Offer Them


Looking to climb the leadership ladder? Find a company that invests in its employees and excel in your career.

Editor's Note: This story originally appeared on Monster.

Management training programs are crucial to your career development, especially if you're aiming for leadership roles. So, finding a company that offers these programs should be a top priority in your job search.

It's not just... about getting a job -- it's about building a career with a company that genuinely invests in you.

Firstly, these programs give you a well-rounded skill set. They cover everything from strategic thinking and problem-solving to effective communication and team management.

These skills you'll need every day as a leader, helping you handle complex projects, confidently lead teams, and make intelligent decisions that drive your organization forward.

When a company invests in staff training and development, it shows that it values and supports its employees' progress. This kind of environment is not only motivating but also opens doors for internal career advancement. It's a clear sign that the company sees its people as its greatest asset and is willing to help nurture future leaders from within.

And there's never been a better time to start looking for jobs that pay for training. Companies in the U.S. are spending more than $100 billion on training and development programs for their employees -- so make sure you cash in on this opportunity.

In this article, we take a closer look at the different types of management training programs and how to choose the right one for you. Plus, to make your job search much easier, we list companies with the best training programs to help you become a better team player, manager, and leader.

What Are Management Training Programs?

Management training programs are specialized professional courses designed to prepare you for managerial and leadership roles in an organization. These programs are structured to provide both theoretical knowledge and practical skills essential for effective management.

What Will You Learn?

These programs offer a wealth of learning opportunities designed to enhance various skills and competencies. You can expect to acquire knowledge in the following areas:

* Core management skills: You'll learn essential skills like strategic planning, decision-making, problem-solving, time management, and effective communication.

* Leadership development: These programs will help you understand different leadership styles and how to motivate and lead your team successfully.

* Practical applications: Expect real-world scenarios through case studies, simulations, and projects that mirror actual business challenges.

* Current business insights: You'll be kept up-to-date with the latest business trends and technologies, preparing you to adapt and innovate.

* Personal growth: There will be a focus on self-reflection to understand your strengths and areas for improvement.

What Are the Benefits for You?

Participating in management training programs can offer various personal and professional benefits. Here's how they can positively impact you:

* Improved management skills: You'll acquire a comprehensive skill set essential in today's business world.

* Better career opportunities: Completing these programs helps improve job prospects and career growth.

* Networking: You'll have chances to connect with industry experts, mentors, and peers.

* Increased confidence: With new skills and knowledge, you'll feel more confident in handling managerial roles.

* Value to your organization: As a well-trained manager, you can contribute significantly to your company's success.

Professional Development Opportunities: Examples of Management Training Programs

When exploring employee training programs, there are several types, each offering unique advantages depending on your career goals, learning style, and the level of support the company provides. Here are some examples...

In-House Training Programs

These are conducted within your organization and are often tailored to align with the company's specific management practices and culture. Many companies that will train you to work for them fully sponsor these programs, as they are designed to meet organizational objectives.

The primary benefit of in-house training is that it's customized to your company's specific environment, making it highly relevant and convenient since it's held at your workplace.

Online Courses

These offer web-based learning opportunities ranging from short, focused courses to comprehensive modules on various management topics. Companies may support these programs by providing financial professional development assistance or subscriptions to e-learning platforms.

They typically offer flexible working hours for you to complete these courses. The main advantage of online courses is that they allow you to learn at your own pace and schedule, making them ideal for busy professionals.

Workshops and Seminars

These are typically short-term, intensive training sessions concentrating on specific management skills or topics. Organizations often sponsor attendance at these workshops or grant time off to attend.

The benefits of workshops and seminars include direct interaction with experts and peers and a hands-on learning experience that you can immediately apply to your professional role.

MBA Programs

These advanced academic programs provide comprehensive training in all aspects of business and management. Some companies offer tuition reimbursement or sponsorships for these programs, recognizing their long-term value.

An MBA provides an in-depth and broad knowledge base and networking opportunities and is a widely recognized qualification that can significantly enhance your career prospects.

Executive Development Programs

These corporate training programs are aimed at senior management and focus on leadership and strategic thinking. Employers often fully fund these programs for their high-potential executives.

The tailored curriculum offers insights into higher-level management and strategic planning, making them ideal if you're in or aspire to be in a senior role.

Mentorship Programs

These programs involve pairing up with an experienced leader within the organization for guidance and advice. They are generally internally organized and supported by the company, offering personalized advice and learning from seasoned professionals.

A significant advantage of mentorship programs is the opportunity for real-time feedback and insight into the experiences of successful leaders.

What to Look for in Management Training Programs

Choosing the right management training program is a crucial decision that can significantly impact your career. It should align with both your lifestyle goals and professional growth objectives. Here are qualities to look for to help you select a program that best fits your needs.

1. Alignment with Career Objectives

The first step is to define your career goals.

Are you aiming for a leadership role in your current field, or are you looking to switch industries? Ensure the program covers relevant topics to advance your knowledge and skills in your chosen area.

Look for programs that specialize in the specific type of management role you're interested in, such as finance, human resources, or project management.

2. Reputation and Accreditation

Research the reputation of the institution or organization offering the program. Accreditation by a recognized body is a sign of quality and ensures the program meets specific educational standards.

Reviews from past participants, rankings, and faculty qualifications can also provide insights into the program's credibility.

3. Curriculum and Teaching Method

Examine the curriculum closely. A good management training program should offer a mix of theoretical knowledge and practical application.

To enhance learning and engagement, look for programs that use varied teaching methods, such as case studies, group discussions, and real-world projects.

4. Flexibility and Format

The format of the program is a key consideration depending on your lifestyle and current job commitments. If you're working full-time, you might prefer part-time, online, or weekend courses. Ensure the program's schedule aligns with your personal and professional life.

5. Networking Opportunities

A significant advantage of management training programs is the opportunity to network. Look for programs that offer access to a diverse professional network, including industry experts, alums, and potential mentors. This can be invaluable for career growth and opportunities.

6. Personal Development

Beyond managerial skills, consider programs focusing on personal growth, such as leadership style development, communication skills, and emotional intelligence. These softer skills are crucial for effective management and leadership.

7. Cost and Return on Investment

Evaluate the program's cost against the potential return on investment. Consider not only the financial aspect but also the time and effort required.

Some companies may offer financial support for professional development, so explore these options.

8. Career Services and Support

Finally, check if the program offers career support services such as coaching, resume reviews, interview preparation, and job placement assistance. These services can be particularly beneficial for applying your new skills and transitioning to new roles.

How to Find Companies That Offer Management Training Programs

Finding a company that offers good management training programs or supports personal study requires a strategic approach. Here are some ways to help you identify such companies:

* Research industry leaders: Start by identifying leading companies in your industry of interest. These organizations often have structured management training programs and are more likely to invest in employee development.

* Check company websites and career pages: Many companies openly discuss their training and development programs on their official websites, especially their careers or HR pages. Look for sections that mention employee development, training programs, or career growth opportunities.

* Read employee reviews and testimonials: Look for business platforms that often include information about training and development opportunities within companies. Search for testimonials from current or former employees regarding the company's commitment to professional growth.

* Attend industry events and job fairs: These events are great opportunities to learn directly from company representatives about their training programs. They also offer a chance to network and gather firsthand information.

* Look for companies with a learning culture: Companies that emphasize continuous learning and development as part of their culture are more likely to support management training and personal study. Indicators of such a culture include investment in employee development, regular training sessions, and encouragement of lifelong learning.

* Check professional associations and organizations: Industry-specific associations often have resources or lists of companies known for investing in employee development. These can be valuable sources of information.

* Consult career counselors or mentors: Professional career counselors or coaches can provide advice and information about companies known for their strong commitment to management training and personal development.

8 Companies with Great Management Training Programs

Several of the companies listed are known for offering financial support for employee training and development.

However, the extent and nature of this support can vary. It's important to note that the availability and specifics of such funding can depend on your role, the type of training, and company policies. Plus, you'll typically need to meet specific criteria to qualify for such support.

These companies commit to their employees' professional growth and tailor their management training programs to meet the specific needs of their industries and corporate cultures.

The training they offer is often regarded as a benchmark in the corporate world, producing leaders who excel in various sectors. Here are some prominent companies to consider.

1. Amazon

An e-commerce and cloud computing giant, Amazon is known for its vast online retail operations. It has an influential presence in digital streaming, artificial intelligence, and consumer electronics.

Programs offered:

* Amazon's Pathways Leadership Program is notable, designed to fast-track the careers of high-potential employees into senior management roles.

* They also offer the Operations Leadership Program for hands-on management experience.

* Through programs like Amazon's Career Choice, the company pre-pays 95% of tuition and fees for employees to gain skills in high-demand fields.

2. Google

Google is a multinational technology company specializing in internet-related services and products. These include online advertising technologies, search engines, cloud computing, software, and hardware.

Programs offered:

* Google is famous for its innovative approach to management training, often emphasizing creativity and innovation. They offer the renowned Google's Manager Development Program, which focuses on building effective management skills among its employees.

* Google often covers costs for various educational programs and skill-building courses for its employees.

3. Apple

Apple is a technology giant that designs, manufactures, and markets consumer electronics, computer software, and online services. It's best known for products like the iPhone, iPad, and Mac computers.

Programs offered:

* Their programs are tailored to sustain the company's cutting-edge approach to technology and retail. Apple's approach includes the Apple Store Leader Program, which focuses on retail management, design thinking, customer experience, and innovation, in line with their cutting-edge business model.

4. The Walt Disney Company

A globally renowned entertainment and media conglomerate, Walt Disney is recognized for its film studios, theme parks, and television networks. Disney's vast portfolio includes iconic characters, animated films, and immersive theme park experiences.

Programs offered:

* Disney's management training programs focus on leadership, customer experience, and creativity. They provide unique programs like the Disney Institute, offering leadership courses in customer experience and creativity aimed at sustaining their legacy of exceptional service and innovation.

5. AT&T

AT&T is a multinational conglomerate company that operates in the telecommunications and media sectors. It offers a wide range of services, including wireless communications, broadband, digital TV, and Internet services.

Programs offered:

* AT&T University is an executive-led employee development program designed to train in leadership, management, and technical skills. It offers a variety of courses and resources for continuous learning and development. It also provides financial assistance for further education through its Tuition Assistance Program.

6. Marriott International

Marriott International is a leading global lodging company with a broad portfolio of hotels and lodging facilities. It's renowned for its extensive collection of brands catering to various hospitality market segments.

Programs offered:

* The Voyage Global Leadership Development Program is Marriott's award-winning paid program for university graduates. It offers hands-on experience in various hotel functions, leadership training, and the opportunity to develop skills in real-world scenarios.

* Marriott also offers a range of in-house courses and workshops that focus on different aspects of hospitality management, from guest service to financial acumen.

7. Goldman Sachs

Goldman Sachs is a leading global investment banking, securities, and investment management firm. It provides a wide range of financial services to a substantial and diversified client base, including corporations, financial institutions, governments, and individuals.

Programs offered:

* The Goldman Sachs University (GSU) provides a wide array of training and development courses for employees at all stages of their careers. The firm typically covers the costs for employees participating in these initiatives.

* The Emerging Leaders Program, aimed at mid-level professionals, is designed to enhance leadership skills and prepare participants for more significant managerial roles within the firm.

* The Executive Leadership Development is for senior managers. It focuses on advanced leadership skills, strategic thinking, and high-level management competencies.

8. Johnson & Johnson

Johnson & Johnson is one of the world's largest medical research and development companies. It specializes in developing and manufacturing a wide range of healthcare products, including pharmaceuticals, medical devices, and consumer health products.

Programs offered: Johnson & Johnson offers a range of management training programs, including:

* The Human Resources Leadership Development Program (HRLDP) is designed for HR professionals, and offers intensive training in HR management, strategic planning, and leadership.

* The Global Operations Leadership Development (GOLD) Program is for early-career professionals. It focuses on developing leadership skills in operations, supply chain, and engineering within the healthcare industry.

* The Finance Leadership Development Program (FLDP) offers financial management, analysis, and strategy training, preparing participants for leadership roles in the company's finance division.

The financial coverage for these programs typically includes the training costs. In some cases, it may also cover related expenses. more

Career development

 2d

School board starts search for interim superintendent


The North Platte Board of Education held a brief meeting on Feb. 23 devoted to planning to find the district's interim superintendent for the 2026-27 school year.

The board welcomed Shari Becker of the Nebraska Association of School Boards (NASB) to outline the interim superintendent search process and to help set a timeline.

Assistant Superintendent Damon McDonald will be the interim for the... rest of the school year, but the search will seek a interim superintendent for the 2026-27 school year. Becker said NASB has already received résumés and interest, and the board needs to set two dates -- one to review résumés and determine which candidates to interview, and another date for interviews.

Becker also said the other key components of the interim process include:

During the discussion, Board President Emily Garrick said she would like an interim superintendent with integrity and a willingness to work collaboratively with an engaged board. She emphasized the district needs someone who understands the board-superintendent relationship is not "us versus them."

Board member Mitch Wagner said he would like to see a leader who can "hold steady" in the direction the district is headed and who also understands the local culture and "North Platte's way of taking care of our own children."

Board members Skip Altig and JoAnn Lundgreen pointed to the district's strategic plan, currently in its first year, and said continued implementation should be a key expectation.

Lundgreen said it is important to sustain a collaborative atmosphere across buildings and administration, as well as managing upcoming transitions. She noted that at least two new board members will be seated in January after the elections, creating a significant transition period. She also noted other staff changes, including administrative shifts at the high school, plus the resignation of a director of teaching and learning at the end of the school year, increasing the need for stability and strong leadership.

Garrick also stressed the board is not looking for a "placeholder" interim, but rather a motivated leader willing to continue progress, make difficult decisions when necessary, particularly in budgeting, and communicate those decisions to the public.

Lundgreen said it is also important that the person they hire can make difficult decisions when its needed.

Becker added that board member Angela Blaesi, who was absent, had shared similar priorities in advance: valuing and building culture, handling hard conversations, and a collaborative approach while understanding the board's governance role.

To keep the process moving, Becker and the board discussed aligning work with already-scheduled meetings. The board agreed that NASB would return during the regular March 9 board meeting to review résumés, likely during an executive session.

The board tentatively set March 24 as the interview date, after scheduling conflicts ruled out earlier options. Becker said she would confirm the candidate's availability and, if needed, return to the board with any adjustments. Interviews with the board are held in open session.

Becker raised the question of whether the board wants a small administrative team, such as principals or district office staff, involved in interviews. She described a typical model where stakeholder interview groups provide the board with written strengths-and-weaknesses feedback but do not rank candidates or recommend a hire.

Garrick supports collaboration but is concerned about district culture and existing divisions following multiple resignations. She urged careful consideration of how involvement could help or harm the process.

Becker suggested the board could decide on interview team members at the March 9 meeting.

Becker distributed a set of sample interim superintendent interview questions and asked board members to circle the ones they feel strongly about, then text her so she can refine and tailor the final list, especially adding questions tied to the strategic planning and other priorities.

She provided a Nebraska superintendent salary survey document as a reference, noting that interim salaries are often aligned with the district's budget for the superintendent position, depending on experience and benefits.

Finally, Becker recommended that the district obtain an interim superintendent contract template, typically a one-year contract, from the school attorney before the March 9 meeting, so board members have time to review it before interviews and any offer. more

Career development

 2d

Legal Expert Arrested for Bomb Hoax to Halt Girlfriend's Job Interview | Law-Order


A legal expert based in Gurugram was arrested after allegedly sending a fake bomb threat to the DLF Horizon Centre to disrupt his girlfriend's job interview. The act was reportedly driven by personal conflict, aiming to stall the interview by inducing fear.

The accused, a 29-year-old with an LLM from London, confessed to fabricating the email in hopes of regaining favor with his girlfriend.... Police investigations revealed that this was his first offense, with no prior criminal record.

Gurugram police responded swiftly to the threat, deploying bomb disposal units that found no suspicious items. Security officials at Corporate Edge reported the threat, leading to the prompt arrest of the suspect, who is currently under further investigation. more