Career development

Loren Davies

4d

I’m interviewing for a kindergarten teacher position. Yesterday I had an interview with the director and he asked only one question “How would you explain the color yellow to a blind person?”
I’m still in shock! Is this how he treats children? Does he think they’re blind or stupid? Or was he just messing with me?

4

Kerosky Kerre
1h
I'd like to know, what was your answer? Just curious
Lulende Mutehe Dona
4h
That’s definitely an unexpected question. While it may have been intended to test creativity and empathy, without context it's understandable why it... would feel confusing or uncomfortable, especially in a field where clear and respectful communication is so important. more

Linda Wentworth

Career development

1d

In our nail salon there’s a manicurist who keeps cutting clients and always blames the tools or the clients themselves. She’s friends with the manager, so she never gets punished.
A client complained again and all of us were fined even though it wasn’t our fault. The manager wouldn’t listen and even promoted the manicurist who caused it.
I don’t know how to keep working like this. Maybe it’s... time to change salons.

more

sarah music Nakawombe
2h
Have a talk with the CEO, move as a team with other staff who are sidelined. The other one is just a manager, otherwise if the CEO is not in the know... of all this, his/her business might collapse, customers will keep going and high staff turn over without her consent. more
Mfundo Kasana
20h
You are dancing in the wrong box with wrong peers. Change the box not your attitude.

Career development

13h

No degree, no job? Tighter labor market leaves many with fewer options

Cheryl Wilson's résumé is near perfect.

She has worked all her life, notching decades of experience at back-to-back corporate jobs that often tapped her to train new hires.

But after a software company laid her off two years ago, Wilson has struggled to land a new job for the first time in her career.

Because for all her experience, there's one missing element from Wilson's résumé: a college... degree.

The labor market slowed this year as economic uncertainty made employers hesitant to hire, a reversal from the worker-friendly Great Resignation period a few years ago. The loss of employee power has hit new college graduates hardest, with their unemployment rate now outpacing overall unemployment for the first time in decades.

Now, with year-end layoffs in full swing and the latest jobs reports showing continued sluggishness, jobseekers are facing even more competition.

"At this point in my life, I'm afraid I'm not going to ever get another job," said Wilson, of Inver Grove Heights, Minn. "I know a lot of people are laid off. Everyone is looking for jobs."

A recent survey found many Americans don't believe a college degree is worth the cost, yet the unemployment rate for college graduates as a whole remains lower than for those without a degree. And as employers tighten up hiring criteria in the loosening labor market, it's becoming even harder for the roughly 60% of Americans without a degree to land a job.

"It feels like the landscape is incredibly competitive. It feels like individuals who have those degrees are applying for a wider variety of positions, including entry-level positions," said Becca Lopez, vice president of career education and employment services at workforce nonprofit Avivo. "And so it can feel to our jobseekers like there maybe isn't room for them in this labor market."

The September jobs report, released Nov. 20 after a delay during the federal government shutdown, showed a 2.8% unemployment rate for degree-holders aged 25 and older. For high school graduates without a degree, that number was 4.2% -- slightly under the national unemployment rate.

Minnesota in September had a lower unemployment rate overall, at 3.7%, and a lower rate for college graduates, at 2.1%, according to data from the state Department of Employment and Economic Development. But high school graduates without degrees had a higher unemployment rate, at 4.8%.

Faced with a historic worker shortage coming out of the COVID-19 pandemic, major employers in Minnesota and across the country shifted to "skills-based hiring" that values experience rather than educational attainment.

Results have been limited: Less than 40% of employers that removed degree requirements in the past decade have significantly changed their hiring practices, according to a report last year from the Burning Glass Institute and Harvard Business School.

Though the college wage premium has stagnated in the past 20 years, according to research from the San Francisco Fed, college-educated workers still earn about 75% more than those without degrees.

"I think that for most higher-paying jobs, it's still the case that a four-year degree is just the cutoff," said Bill Baldus, career center director at Metropolitan State University. "Can people get great jobs without one? Absolutely. But you're going to be a much stronger candidate with a degree."

Students at the St. Paul university are either working or looking for work while pursuing their degree, Baldus said. The school offers resources including a course on navigating the job market in partnership with local employers.

Faculty have started to recognize the need to aid in closing the skills gap for students aiming to become "first-generation professionals," said career counselor Rachel Nihart.

"There's frustrations of, 'I don't have a degree. How do I get into this market?'" she said. "'I don't know what working with Microsoft Teams looks like. I don't know what working with Excel looks like.'"

Nihart said more students are visiting her office as the job market tightens, and more are still in contact six months after their initial visit. Many are applying for jobs and not hearing back, she said.

Kila Seki has worked in retail and other customer-facing roles since she was a teenager. When she pursued higher-paying work, she said, she faced rejection after rejection.

This spring, Seki transferred from a community college to Metropolitan State University in St. Paul, Minn., and expects to graduate in about a year with a bachelor's degree in marketing management.

"The turning point for me was that talent and hard work is not always going to win, so you need credentials," she said. "I knew that I wanted a real opportunity."

As a teenager in Alabama, Wilson was on track to study fashion and design. Then she got pregnant.

Her mother offered to care for the baby while she pursued her degree, but because she had already raised 10 children and one grandchild, Wilson said no.

"I said, 'This is my responsibility, so I won't. I can't let you do that,'" she said.

Decades later, Wilson still wants to work full time. She's taking an online computer skills course through Minneapolis-based nonprofit Hired and plans to seek help brushing up her résumé and practicing interviewing.

She hopes prospective employers can look past what's missing from her résumé, and those of others without degrees, and see what's there -- experience, hard work, an eagerness to learn.

"College is really important, but that wasn't in the cards for me," Wilson said. "But I have worked. I've paid my taxes. Just give us a chance to prove ourselves." more

1

Walter Okande
5h
In Kenya, many graduates are unemployment with reports indicating that about 40% are jobless. Further reports indicates that about 70% of secondary... school leavers do not proceed to post-secondary education hence jeopardizing their chances of gainful employment. The situation is worsen by skills mismatch, a declining rate of work transition from secondary to post-secondary education despite the fact that about 50,000 of the youth graduates form universities annually. Therefore, the key drivers to high rate of unemployment in Kenya is attributed to the absence of practical skills and experience; lack of curriculum alignment with market needs; not integrating practical learning, community service, and research into the overall education system. The way forward is to embrace entrepreneurship, work-integrating learning, internships, and market-relevant skills that emphasis more on skill acquisitions and relevant knowledge on the job market. more

Career development

9h

At Tesla, Proof Beats Pedigree as Musk Asks Applicants to Keep Resume and Show Results - Tekedia

Elon Musk has never been sentimental about hiring rituals, but his latest recruitment call strips the process down to its bare essentials. If you want to work on Tesla's Dojo3 AI chip, he does not want your résumé front and center. He wants three bullet points. Specifically, the toughest technical problems you have solved.

The request, posted this week on X, is less a quirky billionaire flourish... than a window into how elite tech hiring is tightening under pressure. Musk's message was blunt: email three bullets describing hard problems conquered. No flowery cover letters. No sprawling résumés polished to perfection. Just outcomes.

For recruiters watching Silicon Valley's recalibration, the subtext is unmistakable. Companies are no longer hiring for potential narratives. They are hiring for demonstrated impact.

"He's basically just trying to cut through the noise of the job market," Business Insider quoted Michelle Volberg, a longtime recruiter and founder of Twill, a startup that pays tech workers to recommend peers for hard-to-fill roles, as saying.

In her view, traditional résumés and LinkedIn profiles often obscure more than they reveal, especially in technical fields where job titles can mean wildly different things from one company to the next.

Asking candidates to spell out a small number of hard-won victories forces clarity. It moves the conversation away from buzzwords and toward evidence. For hiring managers drowning in applications, that matters.

The timing is not accidental, as tech hiring is emerging from a period defined by excess. Pandemic-era overexpansion, followed by mass layoffs and a surge in AI investment, has produced a market where headcount is tightly controlled, and expectations are unforgiving. In that environment, the premium is on people who can show, not tell.

Volberg said she hears growing frustration from hiring managers about résumés that appear engineered for applicant-tracking systems rather than for humans. Some are so tailored that they reveal little about how candidates actually think or solve problems.

"They don't want to see fluffy résumés that have been written by ChatGPT," she said.

Musk's approach fits neatly into a broader shift toward what HR professionals describe as skills-based hiring. Instead of leaning on credentials, pedigree, or years of experience, employers are increasingly probing how candidates arrive at answers, how they navigate ambiguity, and how they perform under pressure.

In Musk's case, the emphasis on outcomes is also consistent with his long-held skepticism of formal qualifications. He has repeatedly said that a college degree is not a prerequisite for working at Tesla, arguing that evidence of exceptional ability matters more than where someone studied or whether they studied at all.

This is not the first time he has used bullets as a filter. BI reports that in 2025, while overseeing recruitment tied to the Department of Government Efficiency, Musk issued a similar call for "world-class" engineers and product managers, asking applicants to submit two or three bullets showcasing exceptional ability, alongside a résumé. The pattern suggests a philosophy rather than a one-off stunt.

From a hiring perspective, the bullet test raises the stakes for candidates. Volberg said it quickly exposes exaggeration. Anyone claiming to have solved complex technical problems must be prepared to unpack them in detail. In interviews, it becomes obvious who actually did the work and who merely inherited the credit.

"If you say you've solved these three things, you'd better be able to talk about them," she said. Candidates who cannot often do not just lose the opportunity; they risk damaging their reputation with recruiters.

Still, the approach is not without its blind spots. David Murray, chief executive of performance management startup Confirm, cautioned that asking applicants to self-select their greatest wins may disadvantage quieter contributors who are less inclined to market themselves. Technical excellence does not always correlate with confidence or self-promotion.

There is also the risk of overconfidence skewing the pool. The Dunning-Kruger effect, where weaker performers overestimate their abilities while stronger ones underplay theirs, could mean that some of the most capable engineers do not shine in a three-bullet self-assessment.

"What he is asking people to do is to market themselves," BI quoted Murray as saying.

Yet even those caveats underline the larger point. Musk is not trying to design a universally fair hiring system. He is optimizing for speed, signal, and intensity in one of the most competitive corners of AI development. Dojo3, Tesla's in-house AI chip effort, sits at the heart of the company's ambitions in autonomy and robotics. The margin for error is slim.

In that sense, the bullets are less about minimalism than about accountability. They force candidates to anchor their claims in reality. They also signal to the market that, at least at Tesla, the era of hiring on credentials alone is fading.

For job seekers, the implication is sobering but clear. The story you tell about yourself matters less than the problems you can prove you have solved. In Musk's world, results are the résumé. more

Career development

10h

Woman slams RM1.3k job offer, claims employer was rude

A Malaysian woman turns down a RM1,300 admin cum marketing job in Petaling Jaya, sparking debate over low pay and unfair hiring practices.

JOB hunting is not only daunting but also challenging, not just because of the current job market but also due to certain employers' attitudes towards applicants.

A Malaysian woman recently shared her upsetting encounter with an employer who allegedly not... only offered a low salary but also mocked her current job.

According to a post on Threads, the woman claimed that the company is located in the Petaling Jaya area.

ALSO READ: "Did you only come here for the money?" - M'sian jobseeker called out for asking salary in interview

In terms of salary, the company allegedly offered her a meagre RM1,300 for an "admin cum marketing" role, without EPF or SOCSO contributions.

She also claimed that the employer insulted her for working as a freelancer.

According to a screenshot attached to the post, the woman ultimately rejected the offer, stating that she refused to work for a boss who "looked down on her current job".

In an update, she explained that she did not report the company.

Netizens nevertheless urged the woman to report the company, pointing out that the offered salary does not align with the national minimum wage of RM1,700.

The post also sparked a discussion on recruitment practices among Malaysian companies, with the majority of netizens recommending that jobseekers properly vet employers before submitting their résumés.

"Just report it to the Labour Department and the Public Complaints Bureau. There's no need to follow up. Submit all the evidence. What's important is that these companies are exposed for exploiting the labour system," a user commented. more

Career development

16h

You Don't Need a Degree

People love to talk about education in business. Diplomas. MBAs. The right schools. The curated path that makes a résumé glow under fluorescent lights. I get it. I've worked with brilliant people -- strategic, refined, well-credentialed. Some can reverse-engineer a global supply chain with three whiteboards and a decaf latte.

But here's what I've seen: When it hits the fan -- and it always does... -- degrees don't save you. Grit does. And grit doesn't live in classrooms. It lives in the moments that burn.

The outsider's expertise

In 1997, I was running the State of Texas Access Reform program, and the Iowa Children's Health Insurance Program. I was 25. By optics? I shouldn't have been there. By capability? Absolutely. I didn't come from wealth. My story started on the streets at 16. But I had scars. Hunger. A work ethic built from not having another option. That mattered more than anyone knew.

I had just enough experience with a system called Vantive -- a clunky piece of software. I studied it obsessively. I opened it, broke it, and reverse-engineered it because I couldn't afford not to. That curiosity -- and the word Vantive on my résumé -- sent me to Silicon Valley to support a merger between Boole & Babbage and BMC Software. They wanted my "expertise."

"Expertise" was generous.

I packed a suit and flew out. I checked into a Motel 6 behind a Denny's off 101 -- with hallway carpets that smelled like mildew and floor wax. The front desk clerk didn't look up. The vending machine groaned louder than the air conditioner. That night, I ordered a Denver omelet. Overcooked eggs. Rubbery ham. Peppers that tasted like lighter fluid. By midnight, I was curled on the bathroom floor, violently sick, cold sweat on my neck, wondering how I was going to survive the week.

Morning came anyway. The sunrise is relentless that way.

I pulled on a wrinkled shirt, straightened a tie I wasn't sure matched, and walked into a room that smelled like espresso and glass cleaner. The table was surrounded by professionals twice my age, five times as polished. Salt-and-pepper hair. Stainless mugs gripped like trophies. They had presence. They had expectations.

And they turned to me: "So...where do we start?"

I spoke slowly. Carefully. Like I was walking barefoot across broken glass. I gave them just enough to buy time. Time to listen. Time to learn. Inside, I was chaos. Outside, I held still.

Built in the dark

That night, the motel room felt colder than it should've -- the way a place feels when you're far from home and in over your head. I opened my laptop -- a plastic brick that wheezed like it hated me -- and shoved in an AOL CD. That disc was the internet.

The modem shrieked like a dying robot, then finally connected. On the TV, Who Wants to Be a Millionaire played while I sat hunched over a scratchy motel bed, stomach twisted, brain buzzing, trying to decode acronyms I couldn't spell. I flipped through notes -- scrawled, frantic, half-legible.

It was 1997. No YouTube. No Stack Overflow. No ChatGPT. God, what I would've done for that in '97.

Still, I sat there. Tired. Nauseous. Determined. Not because I knew what I was doing, but because I had to know more tomorrow than I did today. I unrolled giant database diagrams across the bed until the sheets disappeared. I traced them with a pen like I was solving a crime scene.

I didn't sleep much. But I learned. Every morning, I walked back into that room a little more dangerous. I started building a plan. Not perfect, but something that could flex. That's all part of leadership: knowing just enough to start, and being relentless enough to adjust.

Consequences educate

Eventually, the room changed. The way they looked at me changed. I wasn't just tolerated; I was trusted. I didn't realize it then, but my value wasn't in what I knew -- it was in how I learned under pressure. It was in my ability to stay still when everything whispered, you don't belong here. I knew how to stay when others ran because I had lived in harder rooms than that one.

Scars don't show up on a résumé, but they show up when it counts. They offer a perspective that comfort cannot provide because they strip away the luxury of pretense. When you've been burned, you stop caring about looking like the smartest person in the room and focus exclusively on being the most effective.

There is a clarity that comes with having struggled; it erases the indulgence of overthinking. You learn to move with a survival instinct that replaces hesitation with action. Most importantly, scars force ownership. You realize, usually in the middle of a long night, that no one is coming to save the project; it is entirely on you.

I've seen polished professionals freeze when a plan breaks. And I've seen the ones with scraped-up stories step in and carry it -- not because they had the right degrees, but because they'd already paid the price somewhere else.

So no, this isn't about dismissing education. It's about telling the truth. You don't need a degree to be ready. You need the kind of pain that teaches you how to act when no one has the answers. You need scars that taught you to move through doubt. You need to have learned -- not from comfort -- but from consequence.

I didn't build a career in spite of chaos. I built my career inside it. Some people are trained for the boardroom. Others are built in the dark. And when everything falls apart, you'll know exactly which one is in the room with you.

The early-rate deadline for the 2026 Inc. 5000 is Friday, January 30, at 11:59 p.m. PT. Apply today. more

Career development

17h

The First Impression That Most Homes Overlook

Have you ever stood on a porch in Seattle rain, keys in hand, judging a house before you even step inside? That pause tells a story. This piece looks at the first impression many homes miss, the entry moment that shapes trust, comfort, and value. In a time of remote work, rising energy costs, and porch cameras everywhere, the overlooked details matter more than ever.

The moment before the... welcome

The first impression of a home does not begin in the living room. It begins at the threshold, where visitors decide if a place feels cared for or tired. People notice how easy it is to approach, how the entry looks in poor light, and whether the door feels solid when opened. These details set expectations the same way a firm handshake once did in job interviews. With more people hosting delivery drivers, dog walkers, and neighbors than dinner parties, the entry has become a daily stage.

When curb appeal meets daily life

Curb appeal often focuses on paint and plants, but daily life tests the door itself. In cities where rain, wind, and temperature swings are common, a warped or sticky door quickly becomes an annoyance. Homeowners replacing old doors now look beyond style and ask about insulation, locking systems, and durability. In markets like the Pacific Northwest, many turn to a Seattle door company for options built for wet winters and long gray seasons. That choice reflects a broader trend of buying for performance, not just looks, as people expect their homes to work harder every day.

Sound, weight, and the handshake of a home

When a door closes, the sound it makes sends a message. A hollow rattle suggests shortcuts, while a soft, solid thud signals care and quality. The weight of the door matters too. Heavy does not mean fancy, but it often means better materials and longer life. Simple fixes help. Tighten loose hinges, replace worn weather stripping, and check that the latch lines up cleanly. These changes cost little yet improve how the home feels every single time someone enters or leaves.

Security anxiety in the age of porch cameras

Package theft has become a shared fear, and the front door sits at the center of it. Video doorbells and smart locks are now common because people want peace of mind. Still, technology cannot hide a flimsy frame or outdated lock. Reinforced strike plates, longer screws in hinges, and proper lighting around the entry reduce risk in practical ways. These steps show that security is not about gadgets alone. It is about building trust through solid basics that work even when the power goes out.

Energy bills, weather, and the seal you feel

Rising energy costs have made drafts impossible to ignore. The front door is often a major leak, especially in older homes. You can feel it in winter when cold air creeps in around the edges. A proper seal keeps indoor temperatures steady and lowers heating and cooling bills. Homeowners should check for light around the door when it is closed, test for air movement with a hand, and replace cracked seals. These actions improve comfort and show care in a way guests may not name but will feel.

Accessibility and aging in place

As families plan to stay in their homes longer, accessibility starts at the entry. Steps without railings, narrow doorways, and stiff handles become barriers over time. Wider doors, lever handles, and smooth thresholds help everyone, from kids carrying backpacks to grandparents using walkers. This reflects a social shift toward inclusive design, where homes adapt to people rather than the other way around. Planning for accessibility early avoids rushed changes later and adds quiet value that grows with time.

Smell, light, and the senses people never mention

While paint and hardware get attention, the senses do most of the judging at the door. Natural light spilling through sidelights or frosted glass makes an entry feel safer and more open, especially during shorter winter days. Smell matters just as much, because a musty odor or strong cleaner can create doubt before a coat is even hung up. Simple habits help, such as airing out the entry, using low scent cleaners, and placing a small plant near the door to soften the space. These details shape memory quietly, which is why people remember how a home felt long after forgetting what color the walls were.

Resale reality and the stories buyers tell themselves

When buyers walk up to a home, they begin telling themselves a story about upkeep, cost, and future effort. A worn entry suggests hidden problems, even when the rest of the house is solid. Real estate agents often advise sellers to start at the door because it frames every showing. Fresh hardware, aligned doors, and clear house numbers signal readiness and care. In competitive markets, this can shorten selling time and support stronger offers. Beyond resale, the same logic applies to renters, guests, and even repair professionals. The entry becomes a promise that the rest of the home will respect their time and attention.

Culture, color, and neighborhood signals

The front door also speaks to culture and community. Bright colors may signal warmth and creativity, while classic tones suggest tradition. During times of social tension, small signals of welcome matter. A clean, well lit entry says neighbors are paying attention and invested. In walkable areas, this shared care builds trust street by street. Choosing a color that complements nearby homes while still feeling personal strikes a balance between standing out and belonging, which many people crave today.

Small fixes that change everything

Improving the first impression does not require a full renovation. Start with lighting that turns on reliably at dusk. Add a sturdy mat that stays in place. Clean and oil hardware so it works smoothly. Check that the door opens easily and closes without effort. These concrete steps take an afternoon but reshape daily experience. In a world where first impressions often happen through screens, the physical moment of entering a home remains powerful. Getting it right pays off every single day. more

Career development

17h

The One Thing That Can Hurt Your Security Clearance or Career More Than Almost Anything Else

If you are pursuing a job that requires a security clearance, nothing matters more than honesty. That is not just a best practice. It is the foundation of how the clearance system and cleared hiring decisions work.

Stories regularly surface in the security clearance community about candidates who inflated job experience, stretched employment dates, or spoke in present tense about roles they no... longer held. The intent is usually understandable. People want to look competitive. But the outcome is often the same. What starts as a résumé adjustment becomes a career-limiting mistake that is extremely difficult to undo.

Why Lying About Job Experience Is So Dangerous

Security clearances are built on self-reported information that is later verified. When you complete an SF-86, you are not simply submitting background information. You are establishing a record of how accurately and honestly you report facts about your life and work history.

When an applicant lies or deliberately misrepresents job experience, the issue could be evaluated under Adjudicative Guideline E: Personal Conduct. This guideline addresses behavior that reflects poor judgment, unreliability, or untrustworthiness, including falsification or omission of relevant facts.

The key issue is not whether the job experience itself was impressive or insufficient. Once dishonesty enters the picture, the investigation shifts away from qualifications and toward whether the individual can be trusted. From an adjudicative standpoint, that question carries far more weight than a résumé gap or limited experience.

What Happens When the Truth Comes Out

When investigators uncover inconsistencies between what an applicant reported and what employers or references confirm, several things can happen.

A clearance can be denied or revoked, even if the original issue was relatively minor. Adjudicators view deliberate falsification as a serious concern because it suggests a willingness to deceive when there is something at stake.

Even if the clearance is not immediately denied, the issue becomes part of the individual's clearance history. That record can complicate future reinvestigations, upgrades to higher clearance levels, or assignments requiring polygraph examinations.

At that point, the person is no longer explaining a résumé decision. They are explaining a pattern of behavior.

How Lying About Experience Affects Getting the Job in the First Place

The damage often starts well before a clearance investigator ever gets involved.

Hiring managers and recruiters routinely verify employment history through reference checks. This is where small misrepresentations become obvious. A candidate may describe themselves as currently working in a role, while references speak about them in the past tense. Dates may not line up. Responsibilities may sound more senior than what the employer recalls.

Sometimes the candidate still gets the job, particularly in a competitive hiring market. But that does not mean the issue disappears.

Instead, it creates quiet doubt.

Hiring managers begin to question whether the inconsistency was intentional. That doubt often lingers. It can affect how much responsibility the person is given, how quickly they are promoted, and whether leadership is willing to advocate for them later.

Trust, once damaged, rarely resets completely.

When Employment Lies Collide With the Clearance Process

The situation becomes even more complicated when someone who lied to get hired is later required to complete an SF-86.

At that point, there are only two options. Tell the truth and admit the earlier misrepresentation, or continue the lie on a federal form.

Admitting the truth can raise concerns because it confirms deliberate falsification for personal gain. Continuing the lie makes the situation worse by extending it into official government documentation.

Either way, the issue is no longer about experience. It is about judgment and willingness to be truthful under scrutiny.

This becomes especially problematic for anyone who later seeks a higher clearance level or must undergo a polygraph. Those processes require disclosure of past dishonesty. When an individual has to admit that they lied to get a job and then lied again on official paperwork, the damage is often irreversible.

A Common Mistake With Long-Term Consequences

Many candidates pad experience because they believe everyone does it or because they fear being screened out. But in cleared work, honesty is not optional. Investigators expect imperfect careers. They do not expect deception.

Employment gaps, short tenures, or junior roles can often be explained. Being caught lying about them almost always becomes the bigger problem. The safer path is also the simpler one.

Be accurate about dates, titles, and responsibilities. Explain gaps directly. If your experience is limited, let your skills, training, and willingness to learn speak for you.

Most importantly, remember that in national security work, trust is cumulative. Every interaction builds or erodes it. A résumé may help you get noticed, but integrity is what allows you to stay, advance, and grow.

You can recover from being underqualified. You can recover from a non-linear career path. You rarely recover from being caught lying. more

Kate Smeding

Career development

8mo

I work as a nanny for a family with a young girl, and I really enjoy it.
However, there has been some tension recently due to differing political views with her parents.
I’ve been trying to minimize communication with them, but the tension is still noticeable.
I’m unsure what to do - should I continue working, take a temporary leave, or start looking for another job?
I’d really appreciate your... advice. Thank you.

more

6

Ladies Success Coach Las Vegas Victor DiNicolas AI sole operator
19h
Hello Kate,
Great to meet you. Always especially if you are attractive problems that a nanny will have will be with parents especially of money who... are accustomed to controlling. Three things never to discuss is religion, politics and sex. A person of money will cripple you with any answer you give to any of those three.
Give a closed end response and do not argue or debate and if its a problem seek another job before you give notice and give notice that you cant be beat out of pay.
Victor
contact me via email if needed more
Olga Faison
6mo
Ask gpt