Jimmie Opakovsky


Career development 1d
I’ve been working at a karaoke bar for a couple of weeks, and honestly, drunk people are driving me nuts. They can’t sing or carry a tune, but they still scream through songs and ruin them. Every day it’s getting worse. Do you think I’ll ever get used to it, or should I just quit and find something else?

3   

  • David Beal

    2h

    I'm not working these days but I am a karaoke host. Your experience is pretty much the norm. As a host I try to mix up my singers so that patrons... don't have to hear one really bad singer after another. I also tell my singers if they scream they be taken off the roster. It's really hard on the mics. If the host is not doing these things then they're not a very good host. Good hosts attract good singers. If the bar is marriedvtonthis host, it's not going to change. You can get accustom tonit a little. But I'd be looking for another bar. more

  • Joe Twizerimana

    4h

    First of all know that the customers are your boss if you don't like them quit or tell them not to comeback. That's karaoke bro!!!

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Career development

 4h

Latest NET rankings: Tighten at the top as massive week looms in college basketball


The newest update to the NCAA men's basketball NET rankings, released through games played on February 8, does not crown a runaway No. 1. Instead, it confirms just how narrow the margin has become at the top of the sport as February ramps up and résumés begin to separate on fine details rather than clear dominance.

Michigan currently sits at No. 1, but that position comes more from volume than... separation. The Wolverines and Arizona are tied in Quad 1 wins, and the difference in the rankings largely comes down to Michigan owning more Quad 2 victories. It's a technical edge, not a definitive one, and it underscores how fluid the top tier remains entering a week packed with résumé-defining opportunities.

Arizona's unbeaten record still carries weight, but the Wildcats now head into one of their most important tests of the season with a road trip to Kansas on Monday night. That game alone could reshape the top of the NET, particularly with both teams firmly entrenched in Quad 1 territory.

Michigan's resume remains strong, but it is not airtight. The Wolverines have done an excellent job avoiding damaging losses and stacking wins in the Quad 2 range, which continues to buoy their overall profile. Still, with Arizona matching them in Quad 1 success and remaining undefeated, the gap is more procedural than persuasive.

That's why Arizona at Kansas matters so much. A road win at Allen Fieldhouse would not just reinforce Arizona's status as the nation's last unbeaten team, it would almost certainly swing the balance at the top of the NET. On the flip side, Kansas has an opportunity to add one of the most valuable wins available anywhere in the country, regardless of what happens in the standings afterward.

The Big Ten continues to show its depth inside the top 40, and one of the most intriguing matchups of the week comes Tuesday night when Purdue travels to Nebraska. Both teams sit comfortably inside the NET's upper tier, and both have built résumés around efficiency and home dominance.

For Purdue, this game represents another chance to prove it can win consistently away from Mackey Arena against tournament-level opponents. Nebraska, meanwhile, has turned road competitiveness and strong defensive numbers into one of the league's most impressive profiles. A win over Purdue would only reinforce the Cornhuskers' growing case as more than just a nice story.

Saturday's showdown between Clemson and Duke is another game with real NET consequences. Duke remains safely inside the top 10, but Clemson has quietly climbed into the top 30 by pairing strong conference play with a résumé that avoids bad losses.

A road win at Duke would be Clemson's most impactful result of the season and could push the Tigers into an entirely different tier of at-large security. For Duke, the task is about protecting home court and maintaining separation from the crowded pack behind the top eight.

The Big 12 continues to look unforgiving, with Iowa State, Houston, Kansas, BYU, and Texas Tech all carrying multiple Quad 1 opportunities every week. Losses in that league rarely cripple a rsume, but wins still matter, especially away from home.

The SEC's middle class remains crowded, with Florida, Vanderbilt, Tennessee, Alabama, Kentucky, and Arkansas all inside the top 30. These teams are benefiting from frequent Quad 1 chances and strong home records, even as road inconsistency keeps them tightly bunched.

In the ACC, beyond Duke and Virginia, positioning remains volatile. Louisville's rise into the top 20 is notable, while North Carolina's spotless home record continues to anchor its résumé despite uneven road results.

Saint Louis continues to be the standard-bearer among mid-majors inside the top 15, while Gonzaga and Saint Mary's remain locked together atop the West Coast Conference. Utah State's placement inside the top 25 reflects both consistency and an ability to avoid damaging losses, which remains critical for teams outside the power leagues.

At this stage of the season, the NET is no longer about projection. It's about proof. And this coming week offers several teams the chance to provide it. more

Career development

 4h

How You Should Dress for a Teaching Job Interview


Introduction: The Importance of First Impressions

In the competitive world of education, a teaching job interview is a critical step toward securing your desired position. When it comes to making a positive first impression, your attire plays a crucial role. The way you present yourself can influence how hiring committees perceive your professionalism, confidence, and suitability for the teaching... role. This article will explore essential tips and guidelines on how to dress for a teaching job interview, ensuring that you not only look your best but also feel confident and ready to impress.

Understanding the School Culture: Researching Dress Codes

Before selecting your interview outfit, it's vital to understand the specific school culture and dress code of the institution where you are interviewing. Different schools may have varying expectations regarding professional attire.

Public Schools: Many public schools lean towards business casual attire. Men might opt for dress slacks and a collared shirt, while women can choose a blouse paired with dress pants or a knee-length skirt.

Private Schools: Private institutions may have a more formal dress code, often resembling business professional attire. Suits may be more appropriate here, emphasizing a polished appearance.

Charter Schools: Charter schools can vary widely in their dress expectations, so it is essential to research each school's culture. Some may embrace more casual styles, while others require formal attire similar to private schools.

Observing Current Staff: An excellent way to gauge the appropriate attire is by observing the current staff during a visit or open house. Take note of how teachers dress and use this as a guideline for your interview outfit.

Choosing the Right Outfit: Elements to Consider

When selecting your outfit for a teaching job interview, consider the following elements:

Fit and Comfort: Ensure that your clothing fits well and allows you to move comfortably. An outfit that is too tight or loose can distract you during the interview.

Professionalism: Aim for a polished and professional look. This could mean wearing a suit, blazer, or tailored dress. Avoid overly casual clothing like jeans, t-shirts, or sneakers.

Colors and Patterns: Opt for solid colors or subtle patterns. Neutral tones such as navy, black, gray, and beige are safe choices. Bright colors can be appropriate when used thoughtfully but should not overpower your overall appearance.

Accessorizing: Keep accessories minimal and tasteful. A watch, simple jewelry, or a professional bag can enhance your outfit without overwhelming it.

Footwear: Choose shoes that are professional yet comfortable. Closed-toe flats, low heels, or polished dress shoes are generally good options. Avoid overly casual shoes or sneakers.

Grooming and Hygiene: Presenting Yourself Well

Your overall grooming and hygiene are just as important as your attire. Here are some key points to consider:

Hair: Ensure your hair is neat and tidy. If you have long hair, consider wearing it up or styled in a professional manner.

Makeup: If you wear makeup, keep it natural and understated. The goal is to enhance your features rather than create a dramatic look.

Nails: Maintain clean and trimmed nails. If you wear nail polish, choose neutral colors that complement your outfit.

Fragrance: Use a light fragrance, if any, as strong scents can be distracting or overwhelming in a close interview setting.

Final Touches: Preparing for the Interview Day

As the interview day approaches, take the time to prepare your outfit in advance. Here are some final touches to ensure you look your best:

Try Everything On: A few days before the interview, try on your complete outfit to ensure everything fits well and is comfortable. Make any necessary adjustments.

Ironing: Ensure your clothing is wrinkle-free. Take the time to iron your outfit or use a steamer to remove creases.

Check for Stains: Inspect your clothing for any stains or blemishes that may have gone unnoticed.

Pack a Professional Bag: Use a professional-looking bag to carry your resume, cover letter, and any other documents. Keep it organized and clutter-free.

The Day of the Interview: Confidence is Key

On the day of the interview, dress in your chosen outfit and take a moment to check your appearance before leaving. Confidence plays a significant role in how you present yourself. Here are some tips to boost your confidence:

Posture: Stand tall and maintain good posture. This not only improves your appearance but also conveys confidence.

Practice Your Smile: A genuine smile can go a long way in making you appear approachable and friendly.

Mindset: Remind yourself of your qualifications and why you are the best fit for the position. This positive mindset will reflect in your demeanor.Understanding the Role of Body Language: Non-Verbal Communication in Interviews

While your attire is an essential aspect of your interview preparation, your body language also plays a significant role in how you are perceived. Non-verbal communication can often convey more than words alone. Here are some key points to consider regarding body language during your teaching job interview:

Eye Contact: Maintaining appropriate eye contact is crucial. It shows confidence and engagement. Be sure to make eye contact with all members of the interview panel, as this demonstrates respect and attentiveness.

Gestures: Use hand gestures naturally to emphasize your points, but avoid overdoing it. Calming gestures, such as placing your hands on the table or your lap, can help you appear composed.

Facial Expressions: Your facial expressions should align with your speech. A smile can help create a welcoming atmosphere, while a serious expression might be more appropriate when discussing significant issues.

Posture: As mentioned earlier, good posture is vital. Sit up straight and lean slightly forward to show interest. Avoid crossing your arms, as this can indicate defensiveness.

Mirroring: Subtly mirroring the body language of your interviewers can create a sense of rapport. Pay attention to their posture and gestures and adjust yours accordingly without being too obvious.

Preparing for Questions: Anticipating Interview Discussions

Understanding how to dress appropriately is just one aspect of preparing for a teaching job interview. Equally important is preparing for potential interview questions. Here are some common questions you might encounter and tips on how to respond:

Teaching Philosophy: Be ready to articulate your teaching philosophy. Reflect on your beliefs about education, how you engage students, and your approach to classroom management. Your attire should reflect your seriousness about these beliefs.

Experience and Examples: Interviewers often ask for specific examples from your teaching experience. Prepare anecdotes that showcase your skills, adaptability, and how you handle challenges in the classroom. Dressing well can help you feel confident when sharing these stories.

Collaboration: Many schools value teamwork and collaboration among staff. Be prepared to discuss how you have worked with colleagues in the past or plan to collaborate in the future. Your professional appearance can reinforce your commitment to being a team player.

Diversity and Inclusion: Be ready to answer questions about how you promote diversity and inclusion in your classroom. Consider how your attire reflects respect for diverse backgrounds and perspectives.

Reflecting School Values: Aligning Your Outfit with Educational Goals

Your attire can also serve as a reflection of the values and mission of the school you are applying to. Here are some ways to align your outfit with the school's ethos:

Research School Events: If the school emphasizes community involvement, consider wearing attire that is representative of that spirit, such as a school-themed accessory or color.

Promote Inclusivity: If the school has a commitment to diversity, choose clothing that is culturally respectful and sensitive. This consideration shows that you value the school's mission and can contribute positively to its environment.

Understanding Student Expectations: Your outfit can also send a message to students about professionalism and respect. Dressing appropriately can set a standard for how students should view their educators and their own education.

Engaging with Interviewers: Building Rapport Through Attire and Attitude

During your interview, your appearance can help establish a connection with the interviewers. Here are some strategies to engage with them effectively:

Dress for the Role: Consider the specific role you are applying for, whether it's elementary, middle, or high school. Tailor your outfit to reflect the age group you will be teaching. For example, bright colors and playful patterns may be more appropriate for elementary education, while a more subdued palette might suit a high school environment.

Show Enthusiasm: Your attire should reflect your passion for education. Wearing clothing that you feel confident in can enhance your enthusiasm, making you more engaging during the interview.

Be Mindful of Cultural Sensitivities: If you are interviewing in a culturally diverse environment, be aware of cultural dress norms. Choosing attire that respects these norms will help you connect with both interviewers and future students.

Final Thoughts on Dressing for Success: The Overall Impact of Your Appearance

Ultimately, how you dress for a teaching job interview can significantly impact your chances of success. It sets the tone for your presentation and can be a reflection of your understanding of the role. Here are some final considerations to keep in mind:

Dress as You Would Teach: Think about how you would dress for a day in the classroom. Mirroring that standard in your interview attire can create a seamless transition between your interview and your future role.

Personal Style: While it's essential to dress professionally, it's also important to let your personal style shine through. Incorporate subtle elements that reflect your personality without compromising professional standards.

Confidence and Authenticity: Above all, wear what makes you feel confident and authentic. When you feel good in your attire, it translates into your demeanor and interactions during the interview.

By carefully considering your dress, body language, and overall presentation, you will not only enhance your chances of making a positive impression but also set the stage for a successful teaching career.Conclusion: The Importance of Dressing for Your Interview

In conclusion, dressing appropriately for a teaching job interview is a crucial step in making a strong first impression. By selecting attire that reflects professionalism, aligns with the school's culture, and showcases your personal style, you can effectively convey your enthusiasm and readiness for the role. Remember, the right outfit not only enhances your confidence but also demonstrates your understanding of the teaching profession and its expectations. more

Career development

 5h

Chuck Robbins' Blunt Career Playbook: Why Cisco's CEO Says the Rules of Getting Hired Have Fundamentally Changed


For decades, the formula for career advancement in corporate America followed a well-worn path: earn the right degree, climb the ladder at a blue-chip firm, and let your résumé do the talking. But according to Chuck Robbins, the chairman and CEO of Cisco Systems, that playbook is rapidly becoming obsolete -- and professionals who fail to adapt risk being left behind in an era defined by artificial... intelligence, relentless automation, and a wholesale rethinking of what makes a candidate valuable.

In a sweeping set of remarks reported by Business Insider, Robbins laid out his vision for what it will take to get hired and stay relevant in 2026 and beyond. His advice is not the usual platitudes about networking and passion. Instead, it is a frank, sometimes uncomfortable assessment of how AI is reshaping the labor market and what workers -- from entry-level applicants to seasoned executives -- must do to remain competitive. Coming from the leader of a $200 billion networking and enterprise technology giant that employs roughly 90,000 people worldwide, the counsel carries particular weight.

At the heart of Robbins' message is a simple but powerful assertion: artificial intelligence literacy has moved from a nice-to-have to a non-negotiable requirement. According to his remarks covered by Business Insider, Robbins believes that every professional -- regardless of function or seniority -- needs to understand how AI tools work and, more importantly, how to deploy them to amplify their productivity. This is not limited to engineers or data scientists. Marketing managers, salespeople, finance analysts, and human-resources professionals are all expected to demonstrate fluency with AI-powered platforms.

Robbins' stance reflects a broader shift across the technology sector and corporate America at large. Companies including Microsoft, Google, Amazon, and Meta have all signaled that AI competency will increasingly factor into hiring decisions. At Cisco itself, the integration of AI into networking, cybersecurity, and collaboration products has accelerated dramatically under Robbins' leadership. The company's recent investments in AI-native security and observability tools underscore the degree to which artificial intelligence is now embedded in its core business strategy. For job seekers, the implication is clear: walking into an interview in 2026 without a working knowledge of generative AI, machine learning concepts, and AI-augmented workflows is akin to showing up in 2010 without knowing how to use email.

Robbins also challenged the traditional emphasis on credentials and pedigree. While a degree from a top university still opens doors, the Cisco CEO suggested that employers are placing growing weight on what candidates can actually do -- not just where they studied. This shift toward skills-based hiring has been gaining momentum across the Fortune 500, with companies like IBM, Accenture, and Delta Air Lines publicly dropping degree requirements for certain roles. Robbins' comments add another powerful voice to that chorus.

The practical takeaway for professionals is that continuous learning and demonstrable project experience now matter more than a static list of past titles. Robbins encouraged workers to invest in certifications, hands-on AI projects, and cross-functional experience that proves adaptability. In a labor market where the half-life of technical skills is shrinking -- some estimates put it at roughly two and a half years -- the ability to learn quickly and apply new tools in real time is becoming the most prized attribute a candidate can possess. Cisco's own certification programs, long considered industry benchmarks in networking, have been updated to include AI and machine learning modules, signaling the company's belief that even its traditional customer base needs to upskill.

Perhaps the most nuanced element of Robbins' advice is his insistence that technical prowess alone will not be sufficient. As reported by Business Insider, the CEO stressed the enduring importance of soft skills -- communication, critical thinking, emotional intelligence, and the ability to lead diverse teams through periods of uncertainty. In Robbins' view, AI can automate routine cognitive tasks, but it cannot replicate the human capacity for judgment, empathy, and creative problem-solving in ambiguous situations.

This perspective aligns with research from the World Economic Forum, which has consistently ranked complex problem-solving, critical thinking, and people management among the most important skills for the future workforce. It also echoes findings from LinkedIn's annual workforce reports, which show that employers increasingly cite soft skills gaps as a primary hiring challenge. Robbins' argument is that the professionals who will thrive are those who can serve as a bridge between AI systems and human decision-making -- people who understand the technology well enough to leverage it, but who also possess the interpersonal skills to translate AI-generated insights into actionable business strategy.

Robbins' career advice is not merely theoretical; it is informed by the transformation he has overseen at Cisco since becoming CEO in 2015. Under his leadership, the company has pivoted from a hardware-centric networking firm to a diversified enterprise technology platform with significant software and subscription revenue. That transition required Cisco's own workforce to adapt -- learning new skills, embracing cloud-native architectures, and integrating AI into products that were once purely hardware-driven. The company's $28 billion acquisition of Splunk, completed in 2024, was a landmark deal that underscored Cisco's commitment to data analytics and AI-powered observability, and it demanded that thousands of employees across both organizations rapidly develop new competencies.

The Splunk integration also illustrates another theme in Robbins' advice: the importance of cultural adaptability. Merging two large organizations with distinct corporate cultures requires exactly the kind of emotional intelligence and collaborative leadership that Robbins champions. Employees who thrived during the integration were not necessarily those with the deepest technical expertise, but rather those who could navigate ambiguity, build relationships across organizational boundaries, and maintain productivity during a period of significant change. For external candidates looking to join Cisco or similar firms undergoing rapid transformation, the lesson is that demonstrating cultural fit and change-management skills can be just as important as technical qualifications.

Robbins' remarks also shed light on how hiring processes themselves are evolving. Increasingly, companies are using AI-powered tools to screen résumés, conduct initial assessments, and even evaluate candidates' problem-solving abilities through simulated work scenarios. This means that job seekers need to optimize not just for human reviewers but for algorithmic gatekeepers as well. Understanding how applicant tracking systems parse keywords, how AI interview platforms evaluate responses, and how skills assessments are scored by machine learning models has become an essential part of the modern job search.

At the same time, Robbins cautioned against reducing the hiring process to a purely algorithmic exercise. The best companies, he suggested, use AI to handle the initial screening but rely on human judgment for final decisions -- particularly for roles that require leadership, creativity, or significant client interaction. This hybrid approach means that candidates must be prepared to impress both machines and people: crafting résumés that pass AI filters while also being able to demonstrate authenticity, curiosity, and strategic thinking in face-to-face or video interviews.

Underlying all of Robbins' advice is a sense of urgency. The pace of technological change is accelerating, and the window for professionals to adapt is narrowing. AI is not a distant threat or a speculative technology -- it is already reshaping job functions across every industry, from healthcare and financial services to manufacturing and retail. Robbins' message, as captured by Business Insider, is that complacency is the greatest career risk of all. Workers who assume their current skills will remain relevant without continuous investment in learning are making a dangerous bet.

For young professionals entering the workforce, the Cisco CEO's advice amounts to a call to arms: develop AI fluency, invest in both hard and soft skills, embrace lifelong learning, and be prepared to reinvent yourself multiple times over the course of a career. For mid-career professionals, the message is equally pointed -- it is never too late to upskill, but the cost of waiting grows steeper with each passing quarter. And for senior leaders, Robbins' counsel serves as a reminder that their organizations' futures depend on building cultures that reward adaptability and continuous growth, not just technical excellence. In a world where the only constant is change, the ability to learn, unlearn, and relearn may be the most valuable skill of all. more

Career development

 5h

Entry-Level BPO Support Sourcing


I'm expanding my BPO and need a talent sourcer who can quickly build a pipeline of entry-level customer support agents. The focus is on attitude and coachability rather than long résumés, but every candidate you send must clearly demonstrate the following: * Excellent communication * Problem-solving mindset * Basic technical skills (comfortable with CRM/ticketing tools) What I expect from you * A... shortlist of pre-screened, interested applicants with résumé, contact details, and a brief note on why they match the three must-have skills. * An outline of your sourcing strategy and the channels you'll tap (LinkedIn Recruiter, niche job boards, Facebook groups, campus outreach, etc.). * A realistic timeline and the number of profiles you can deliver in the first week. * Ongoing updates so I can schedule interviews as soon as a candidate clears your screening. I'll handle final interviews and hiring decisions; your success metric is a steady flow of qualified, ready-to-talk applicants. If you've previously staffed call-centre or support teams, tell me about it and let's get started. more

Career development

 6h

The Pay-to-Play Job Market: Why Desperate Candidates Are Shelling Out Thousands Just to Get Noticed by Recruiters


For decades, the unwritten rule of white-collar hiring was simple: companies pay recruiters to find talent, and candidates never open their wallets. That convention is now crumbling under the weight of the most punishing job market in recent memory. A growing number of job seekers -- many of them experienced professionals with impressive résumés -- are paying fees ranging from a few hundred to... several thousand dollars for services that promise to connect them directly with recruiters and hiring managers. It is a stark reversal of the traditional power dynamic, and it signals just how dire the hunt for employment has become for millions of Americans.

As reported by the Wall Street Journal, the emergence of paid placement and recruiter-access services marks a new chapter in the American labor market. While unemployment figures remain relatively low by historical standards, the experience of actually landing a job -- particularly a salaried, white-collar position -- has become agonizing. Applicants describe sending out hundreds of résumés into digital voids, enduring months of silence, and watching job postings vanish without explanation. In this environment, the willingness to pay for any perceived edge is less a luxury than an act of desperation.

The roots of this crisis trace back to the very tools that were supposed to make hiring more efficient. Applicant tracking systems, or ATS platforms, now serve as the gatekeepers for the vast majority of corporate job openings. These systems use keyword-matching algorithms to sort and rank candidates, meaning that a highly qualified professional whose résumé doesn't contain the exact phrasing the software is scanning for may never be seen by a human being. The result is a paradox: employers complain they can't find qualified candidates, while qualified candidates complain they can't get past the digital front door.

Compounding the problem is the sheer volume of applications that each opening now attracts. The ease of applying online -- often with a single click on platforms like LinkedIn, Indeed, and ZipRecruiter -- has flooded recruiters with hundreds or even thousands of submissions per role. Hiring managers, overwhelmed by the deluge, have become more selective and slower to respond. Ghost jobs -- postings that companies leave up with no real intention of filling immediately -- further erode candidate trust and waste precious time. For job seekers who have been at it for six months or longer, the psychological toll is immense.

Into this void have stepped a new breed of service providers. Some operate as career coaching firms that bundle résumé optimization, interview preparation, and direct introductions to recruiters. Others function more like marketplaces, charging job seekers a subscription or one-time fee to be placed into curated talent pools that recruiters can browse. The Wall Street Journal detailed how some of these services charge candidates anywhere from $500 to $5,000 or more, depending on the level of personalized attention and the seniority of the roles being targeted.

The ethical questions are immediate and uncomfortable. The traditional recruiting model exists for a reason: companies are the paying clients because they are the ones with the open positions and the budgets to fill them. When candidates start paying, the incentive structure shifts. A service that derives its revenue from job seekers may be tempted to overpromise results, accept clients indiscriminately, or prioritize volume over genuine placement quality. Some industry veterans have raised alarms that the trend could create a two-tiered system in which wealthier candidates can essentially buy better access to opportunities, further disadvantaging those who are already financially strained by prolonged unemployment.

To understand why professionals are willing to pay, one must look beyond the headline unemployment rate. While the Bureau of Labor Statistics has reported unemployment hovering around 4%, that figure masks significant pain in specific sectors. Technology, media, finance, and professional services have all experienced waves of layoffs since late 2022. Companies including Meta, Google, Amazon, Microsoft, and scores of smaller firms shed tens of thousands of positions. Many of those workers -- software engineers, product managers, marketing directors, financial analysts -- found themselves competing for a shrinking pool of openings in an environment where employers suddenly had the upper hand.

The duration of job searches has stretched dramatically. What once took a few weeks for a credentialed professional now routinely takes four to eight months, and in some cases more than a year. During that time, savings are depleted, confidence erodes, and the résumé gap itself becomes a liability. Recruiters and hiring managers, rightly or wrongly, often view extended unemployment as a red flag, creating a vicious cycle that becomes harder to break with each passing month. It is in this crucible of frustration that the idea of paying for help -- any help -- starts to feel rational.

The services on offer vary widely in quality and legitimacy. At the more reputable end of the spectrum are firms staffed by former corporate recruiters and HR leaders who leverage their personal networks to make introductions. These professionals can offer genuine value: they know what hiring managers are looking for, they can rewrite a résumé to pass ATS filters, and they can coach candidates on how to navigate behavioral interviews. For senior executives, such services have existed for years in the form of outplacement firms, often paid for by the departing employer. What's new is that mid-career and even early-career professionals are now paying out of pocket for similar support.

At the less reputable end are operations that amount to little more than glorified résumé mills or LinkedIn optimization shops, charging premium prices for advice that is widely available for free. Some promise guaranteed interviews or placements -- a claim that should immediately raise suspicion, since no ethical recruiter can guarantee a hiring outcome. The challenge for consumers is that the industry is largely unregulated. There is no licensing requirement for career coaches, no standardized credential for résumé writers, and no oversight body to adjudicate complaints. Job seekers, already vulnerable and anxious, are prime targets for predatory operators.

Recruiters themselves are divided on the trend. Some see it as an inevitable market response to a broken system and have begun experimenting with hybrid models in which they accept fees from both companies and candidates. Others view it as a dangerous erosion of professional standards. The concern is that if paying candidates become commonplace, recruiters will face pressure to prioritize those who pay over those who are the best fit for a role -- a conflict of interest that could ultimately harm employers and undermine the profession's credibility.

There is also a practical reality that recruiters must confront: their own business has been squeezed. Corporate hiring freezes and budget cuts have reduced the volume of retained and contingency search assignments. Some recruiters, particularly independent operators and small firms, have seen their income drop sharply. Offering services to candidates -- career coaching, résumé reviews, interview prep -- represents a new revenue stream that can help stabilize their businesses during lean times. Whether this constitutes a healthy diversification or a compromising of principles depends largely on how transparently the arrangement is structured and how clearly expectations are set.

Several macroeconomic and technological forces suggest that the conditions driving this trend are not temporary. Artificial intelligence is accelerating the automation of tasks that once required human judgment, putting additional pressure on knowledge workers. Companies are increasingly comfortable with smaller, leaner teams augmented by contractors, freelancers, and AI tools. The era of predictable career ladders within large organizations -- climb a rung every two to three years, collect annual raises, retire with a pension -- has been fading for decades, but the current moment feels like an inflection point.

Remote work, once seen as a boon for job seekers because it expanded the geographic range of available positions, has had the paradoxical effect of intensifying competition. A marketing manager in Omaha is now competing against candidates in New York, Austin, London, and Bangalore for the same remote role. Employers, presented with a global talent pool, can afford to be extraordinarily selective. For candidates, this means that standing out requires more than qualifications and experience -- it requires visibility, and visibility is precisely what these paid services promise to deliver.

The willingness of job seekers to pay for recruitment access is, at its core, a symptom of a system that is failing the people it is supposed to serve. Job boards, applicant tracking systems, and algorithmic screening were designed to make hiring faster and cheaper for employers. They have largely succeeded on those terms. But for candidates, the experience has become dehumanizing -- a gauntlet of automated rejections, unanswered emails, and opaque processes that offer no feedback and no recourse.

If the trend continues to grow, it could prompt a broader reckoning. Employers may need to reconsider whether their reliance on technology-driven screening is actually delivering the best talent or merely the most algorithmically compliant résumés. Regulators may begin to scrutinize the career services industry for deceptive practices. And job seekers themselves may increasingly demand transparency -- from both employers and the intermediaries who promise to help them. Until then, the uncomfortable reality remains: in a market where hundreds of applications yield silence, paying for a human connection feels less like a luxury and more like a necessity. The question is whether that transaction ultimately helps candidates find meaningful work -- or simply transfers their dwindling savings to an industry built on their desperation. more

Career development

 6h

How Study Abroad Prepares Students For Global Career Opportunities | ABC Money


At a networking event in Singapore last year, a young engineer from Delhi described how his semester abroad in Sweden completely changed how he worked with clients. "I used to focus only on delivery," he said, "but after working on projects with Swedish classmates, I realised how much collaboration and process mattered." That recalibration -- subtle but powerful -- is exactly why studying abroad... is becoming less of a luxury and more of a career necessity.

Global employers no longer just glance at international study as a résumé perk; they see it as proof of real-world readiness. A candidate who has studied overseas has already navigated unfamiliar systems, adapted to different norms, and managed daily tasks in a context far removed from home. It's not just the degree they bring back, but the mindset. Someone who's figured out public transport in Tokyo, collaborated on group projects in Amsterdam, and delivered a pitch in Frankfurt is clearly not afraid of complexity.

And that matters now more than ever. As remote-first teams and global hiring pipelines become normal, companies are recruiting for agility, cross-cultural communication, and independent thinking. Study abroad experiences often serve as unspoken training grounds for exactly these attributes. You get thrown into unfamiliar lectures, deal with bureaucracy in another language, and learn that the "right" answer might look very different depending on cultural framing.

But the practical benefits don't stop at soft skills. Many universities abroad now structure their programs in close alignment with industry. That means case-based coursework, access to digital tools used by professionals, and internships built into academic calendars. A student studying business in Toronto or design in Berlin might leave not only with academic credentials but also hands-on experience and actual client work in their portfolio. That's a far cry from passive lecture halls.

I once watched a friend build her entire post-graduation career off connections she made during an exchange semester in Australia. She didn't set out to network; she simply studied with people from five different countries, joined a sustainability group, and accepted a summer internship in Sydney. A decade later, her LinkedIn reads like a world map of collaborations and career pivots.

That kind of global network is hard to replicate elsewhere. Study abroad programs immerse you in diverse academic ecosystems. Whether it's professors who double as startup advisors or classmates who go on to become hiring managers in their own countries, these relationships form an invisible support system that can quietly open doors for years to come.

Of course, not all study abroad experiences are created equal. Students often fall into the trap of choosing institutions based solely on prestige or popularity, ignoring whether the course aligns with their future job market. Some underestimate the financial strain of living abroad. Others treat the semester like an extended vacation and fail to tap into internship resources or career offices that are literally built to help them succeed.

But for students who approach study abroad with a clear sense of purpose -- whether that's refining their focus, exploring industries, or simply learning how to thrive outside their comfort zone -- the return on investment is unmistakable.

You don't need to go to a top 10 global university to benefit. You need exposure. The friction of difference. The challenge of reorienting yourself. And the humility to realise that your way might not be the only -- or best -- way. That's the kind of self-awareness that global careers demand.

And even if you don't walk away with an international job offer, you'll return with something just as important: the ability to operate confidently across geographies, disciplines, and perspectives. In an era where resumes are read by algorithms and interviews happen across time zones, that's the kind of edge that sticks.

Let me know if you'd like a student-facing version of this piece, or one tailored for university newsletters or career publications. more

Career development

 6h

Dual ATS-Friendly Sales Resumes


I need two separate, fully ATS-optimised resumes for the same mid-level sales professional. One version must align with current Indian hiring conventions, the other with common international expectations for the US, UK and wider Europe. The role focus is squarely on Sales -- specifically B2B Sales, Sales Management and Real Estate Sales -- so each document has to surface the right metrics,... territory achievements and pipeline language that typical Applicant Tracking Systems flag for these niches. What I will hand over to you: my existing résumé, a brief career summary, key accomplishments and target job descriptions. What I expect back: * An India-specific résumé that fits local length, section order and contact norms while remaining 100 % machine-readable. * A second résumé tailored to global standards -- crisp one-pager or concise two-pager format, with location-agnostic contact details and spelling adapted for US/UK usage. * Both files delivered in editable Microsoft Word or Google Docs format, plus PDFs for direct upload. Prove you understand how modern ATS parsers (e.g., Workday, Taleo, Greenhouse, Lever) scan for keywords and section headings. Please share any prior sales-oriented résumés you have produced, along with a quick outline of your process and an estimated turnaround time. If you use tools like Jobscan or similar optimisation checkers, mention that as well. I'm excited to partner with a writer who can translate my sales achievements into two clean, keyword-rich documents that sail straight through screening bots and land on a recruiter's desk. more

Career development

 6h

Entry-Level IT Candidate Sourcing


I need a freelance recruiter who can quickly build a solid pipeline of entry-level talent for two distinct positions: IT Support Engineer and Software Development Engineer. Your job is to source, engage, and screen candidates, then deliver a concise shortlist with résumés and basic candidate notes. I'll rely on you to tap into platforms such as LinkedIn, GitHub, Stack Overflow, niche job boards,... or any other channels you find effective. You'll handle the initial outreach, confirm each applicant's interest, verify their right to work, and ensure they meet the fundamentals of either role before passing them to me for interviews. Deliverables * A vetted shortlist of suitable IT Support Engineer and Software Development Engineer candidates (minimum of 8-10 names in total) * Brief screening summaries highlighting technical fit, communication skills, and availability * A simple tracker or spreadsheet so I can follow each candidate's stage Timeline: two weeks from project start. Let me know if you have relevant recruiting success stories in the IT space and which sourcing tools you prefer to use. more

Career development

 8h

How to Get a Tech Job in Less Than 90 Days


And the Only Book I Read to Land My First $100K Job Fresh Out of College

There's a lot of soft advice floating around about getting a tech job. Network more.

Manifest it. Be patient. Wait for the right opportunity.

None of that helped me.

What worked was obsession, structure, volume, and one book that rewired how I thought about effort, failure, and inevitability: Think and Grow Rich.

Not... because it teaches technical skills. Because it teaches relentless focus.

I didn't stumble into a $100K job. I engineered it. And I did it in under 90 days by treating job hunting like a full-time, high-stakes campaign  --  not a casual side task.

Here's what that actually looked like.

First, I set a non-negotiable goal. Not "get a job." Not "see what happens." A specific outcome: a six-figure tech role. No backup narrative. No "maybe later." That clarity mattered more than people realize.

Most people apply for jobs while emotionally hedging. They half-believe it'll work out, half-expect rejection, and subconsciously pace themselves to avoid disappointment. That mindset leaks into everything  --  resumes, interviews, energy.

I didn't hedge. I decided it was happening. The only variable was how much pain I'd tolerate to get there.

People love to debate whether that's "too many" or "inefficient." That's irrelevant. Volume solved two problems at once: it crushed fear, it accelerated feedback, and it helped me fail faster.

When you apply at low volume, every rejection feels personal. When you apply at massive volume, rejection becomes background noise. You stop romanticizing outcomes and start tracking patterns.

Most people never apply enough to see patterns. They just internalize failure.

I didn't have the luxury of ego. I needed data.

Every interview I failed taught me something. Sometimes it was technical gaps. Sometimes it was communication. Sometimes it was confidence. Sometimes it was simply not being a culture fit. I didn't spiral. I logged it, adjusted, and moved on.

I woke up at 4 a.m. every single day. Not because it's aesthetic. Because early mornings gave me uninterrupted control. No distractions. No excuses.

Gym first. Always.

Not optional. Training anchored my discipline and stabilized my nervous system. When your body is strong, rejection hits differently. You don't collapse. You recalibrate.

After the gym, it was 10-12 hours straight of work.

No scrolling. No "breaks" that turned into avoidance. No waiting to feel motivated.

Job hunting wasn't something I fit into my day. It was my day.

Most people treat job searching like a polite activity. A few applications here. Some hope there. Then they wait.

Waiting is lethal.

The market doesn't reward patience. It rewards pressure.

I failed countless interviews. That part doesn't get glamorized, but it's essential. Each interview sharpened me. My answers became tighter. My confidence became quieter and more grounded. My stories became clearer. My understanding of what companies actually wanted became more precise.

People underestimate how fast you improve when you're forced to perform daily.

That's where Think and Grow Rich mattered.

The book isn't about money. It's about definiteness of purpose. About burning desire. About refusing to negotiate with doubt.

Napoleon Hill drills one idea relentlessly: people fail not because they lack ability, but because they quit mentally before reality catches up.

I didn't need inspiration. I needed endurance.

The book kept me locked into the idea that effort compounds invisibly before results appear. That persistence always looks foolish right before it works.

So I stayed in motion.

I didn't wait to feel "ready." I didn't pause because I failed an interview. I didn't take rejection as feedback about my worth. I treated it as a numbers problem.

Not because I was lucky. Because pressure eventually breaks resistance.

That's the part people hate hearing. They want shortcuts, referrals, secret scripts. Those help  --  but they don't replace volume and stamina.

If you want a tech job in under 90 days, you need to stop treating the process like a polite request and start treating it like a campaign.

You don't need to be perfect. You need to be relentless.

You don't need everyone to say yes. You need one to.

And you don't need to protect your feelings. You need to protect your momentum.

Most people don't fail because they're unqualified. They fail because they apply timidly, interview infrequently, and quit early. They stretch a three-month effort into a year because they never apply enough pressure to force a breakthrough.

I wasn't special. I was just willing to do what most people won't sustain.

That's how you compress timelines.

That's how you go from "fresh out of college" to a six-figure offer faster than most people think is reasonable (this was almost a decade ago, so you can set your goals even higher).

Get my free guide on how to break into tech and increase your income more

Career development

 8h

Construction Job Agencies vs Construction Recruiting Firms


When you need talent for your construction projects, terms like "construction job agency" and "construction recruiting firms" are often used interchangeably. In reality, there are important differences between the two and understanding what a construction recruiter actually does can help you choose the right partner for your business or your career.

Both a construction job agency and construction... recruiting firms connect people with jobs, but they do it in different ways and with different priorities.

Construction job agencies typically focus on filling immediate vacancies, often on a temporary or temp-to-perm basis. A construction job agency maintains a pool of available workers and matches them to open roles as quickly as possible, ideal for short-term labor needs and urgent placements.

Construction recruiting firms work on a more strategic, long-term basis. A construction recruiter from these firms partners closely with employers to understand project demands, culture, timelines, and budgets, then proactively searches for candidates who fit those requirements.

For employers, this means a construction job agency is best for fast cover and volume hiring, while construction recruiting firms are better suited to specialized roles, leadership positions, or building out complete project teams with a construction recruiter who understands your specific needs.

A good construction recruiter goes far beyond sending résumés.

Understands Your Projects and Roles

They take time to understand project scopes, contract types, safety requirements, and technical needs across roles such as project managers, site supervisors, engineers, quantity surveyors, HSE professionals, and skilled trades. Whether you're working on mechanical systems, electrical installations, or general construction, a specialized recruiter understands the nuances of each discipline.

Using industry networks, databases, referrals, job boards, and social channels, they actively hunt for talent rather than waiting for applicants to come to them. This proactive approach is essential in competitive markets where the best candidates are often already employed.

They review résumés, verify certifications and tickets, and conduct interviews to assess technical capability, site experience, safety record, and cultural fit. In the US construction market, this includes verification of certifications, trade licenses, and state-specific requirements.

From shortlisting and interview scheduling to feedback, offers, and start dates, recruiters coordinate the entire process and keep both client and candidate informed. This white-glove service ensures nothing falls through the cracks during critical hiring periods.

They advise on salary benchmarks, availability of skills, regional trends, and candidate expectations, helping companies make realistic hiring plans. Understanding local market conditions across different US states and metropolitan areas is crucial for competitive positioning.

For candidates, this means a recruiter is not just a gatekeeper, they are a guide, advocate, and industry contact who can open doors to opportunities that often aren't advertised.

Construction recruiting firms add value across the full life cycle of a project.

Instead of reacting to every vacancy as a one-off, a recruiting partner can help you build a sustainable talent strategy aligned to your pipeline of work.

At Worldwide Recruitment Solutions (WRS), we're a specialized construction recruiting firm focused on USA construction recruitment across mechanical, electrical, and general construction sectors. Unlike a traditional construction job agency, our construction recruiters partner with employers to support projects from preconstruction through closeout delivering strategic hiring solutions that go far beyond simple staffing.

Mechanical Construction HVAC systems, process piping, plumbing, fire protection, and industrial mechanical installations. We understand the technical requirements and certification needs specific to mechanical trades.

Electrical Construction Commercial and industrial electrical systems, low-voltage installations, renewable energy projects, and data center infrastructure. Our network includes licensed electricians, controls specialists, and electrical engineers across all 50 states.

General Construction Commercial building, infrastructure, heavy civil, and renovation projects. From field supervisors to C-suite executives, we place professionals who drive project success.

WRS maintains an active presence across major US construction markets including the Southeast, Texas, California, the Northeast corridor, and rapidly growing Sun Belt regions. We understand regional differences in labor markets, prevailing wage requirements, union agreements, and licensing regulations.

We don't just fill today's openings, we help you plan for tomorrow's needs.

Our team works with your business development and operations leaders to:

Learn more about our employer solutions: USA Construction Recruitment - Worldwide Recruitment Solutions

For construction professionals, working with a construction recruiter from specialized construction recruiting firms can accelerate career progression in ways that a typical construction job agency cannot.

Whether you're better off with a construction job agency or construction recruiting firms depends on your goals:

Choose construction recruiting firms if you want:

For many construction companies, the ideal approach combines both: using a construction job agency for reactive labor needs and partnering with a specialist construction recruiter from established construction recruiting firms like WRS for core, business-critical roles that drive project performance.

What sets Worldwide Recruitment Solutions apart from a typical construction job agency is our deep understanding of the construction industry's unique challenges. As one of the leading construction recruiting firms in the USA, our construction recruiters know that:

We're not just filling positions like a standard construction job agency, we're helping you build the teams that will complete your projects safely, on time, and on budget. That's the difference between working with construction recruiting firms that understand your industry and a generic staffing provider.

Whether you're an employer looking to partner with experienced construction recruiters to staff your next major project or a construction professional seeking career guidance from a construction recruiter who knows your field, WRS is here to connect talent with opportunity across the American construction landscape.

Contact us today to discuss how we can support your construction staffing needs from coast to coast. more

Career development

 9h

Why a physics degree is so valuable in today's uncertain job market - Physics World


Today's graduates face a shifting job-market influenced by AI, funding cuts and evolving industry demands - but their skills remain valuable across various numerous roles, as Sophia Chen discovers

Nothing stays static in today's job market. Physicist Gabi Steinbach recalls that about five years ago, fresh physics PhDs could snag lucrative data-scientist positions in companies without job... experience. "It was a really big boom," says Steinbach, at the University of Maryland, US. Then, schools started formal data-science programmes that churned out job-ready candidates to compete with physicists. Now, the demand for physicists as data scientists "has already subsided," she says.

Today, new graduates face an uncertain job market, as companies wrestle with the role of artificial intelligence (AI), and due to the funding cuts of science research agencies in the US. But those with physics degrees should stay optimistic, according to Matt Thompson, a physicist at Zap Energy, a fusion company based in Seattle, Washington.

"I don't think the value of a physics education ever changes," says Thompson, who has mentored many young physicists. "It is not a flash-in-the-pan major where the funding and jobs come from changes. The value of the discipline truly is evergreen."

In particular, a physics degree prepares you for numerous technical roles in emerging industrial markets. Thompson's company, for example, offers a number of technical roles that could fit physicists with a bachelor's, master's or PhD.

A good way to set yourself up for success is to begin your job hunt two years before you expect to graduate, says Steinbach, who guides young researchers in career development. "Many students underestimate the time it takes," she says.

The early start should help with the "internal" work of job hunting, as Steinbach calls it, where students figure out their personal ambitions. "I always ask students or postdocs, what's your ultimate goal?" she says. "What industry do you want to work in? Do you like teamwork? Do you want a highly technical job?"

Then, the external job hunt begins. Students can find formal job listings on Physics World Jobs, APS Physics Jobs and in the Physics World Careers and APS Careers guides, as well as companies' websites or on LinkedIn. Another way to track opportunities is to read investment news, says Monica Volk, who has spent the last decade hiring for companies, including Silicon Valley start-ups. She follows "Term Sheet," a Fortune newsletter, to see which companies have raised money. "If they just raised $20 million, they're going to spend that money on hiring people," she says.

Volk encourages applicants to tailor their résumé for each specific job. "Your résumé should tell a story, where the next chapter in the story is the job that you're applying for," she says.

Hiring managers want a CV to show that a candidate from academia can "hit deadlines, communicate clearly, collaborate and give feedback." Applicants can show this capability by describing their work specifically. "Talk about different equipment you've used, or the applications your research has gone into," says Carly Saxton, the VP of HR at Quantum Computing, Inc. (QCI), based in New Jersey, in the US. Thompson adds that describing your academic research with an emphasis on results - reports written, projects completed and the importance of a particular numerical finding - will give those in industry the confidence that you can get something done.

It's also important to research the company you're applying for. Generative AI can help with this, says Valentine Zatti, the HR director for Alice & Bob, a quantum computing start-up in France. For example, she has given ChatGPT a LinkedIn page and asked it to summarize the recent news about a company and list its main competitors. She is careful to verify the veracity of the summaries.

When writing a CV , it's important to use the keywords from the job description. Many companies use applicant-tracking systems, which automatically filter out CV without those keywords. This may involve learning the jargon of the industry. For example, when Thompson looked for jobs in the defence sector, he found out they called cameras "EO/IR," short for electro-optic infrared instruments. Once he started referring to his expertise using those words, "I got a lot better response," he says.

Generative AI can also assist you in putting together a résumé. For example, it can make résumés, which should be one page long, more concise, or help you better match your language to the job description. But Steinbach cautions that you must stay vigilant. "If it's writing things that don't sound like you, or if you can't remember what's written on it, you will fail at your interview," says Steinbach.

Companies fill job openings quickly, especially right now, so Thompson also recommends focusing on networking. "It's fine to apply for jobs you see online, but that should be maybe 20 percent of your effort," he says. "Eighty percent should be talking to people." One effective approach is through company internships before graduation. "We jump at the opportunity to hire former interns," says Saxton.

Thompson suggests arranging a half-hour call with someone whose job looks interesting to you. You can find people through your alumni networks, LinkedIn or APS's Industry Mentoring for Physicists (IMPact) program, which connects students and early-career physicists from any country with industrial physicists worldwide for career guidance. You can also attend career fairs at your university and those

organized by the APS.

Once a company is interested in you, you can expect several rounds of interviews. The first will be about the logistics of the job - whether you'd need to relocate, for example. After that, for technical roles you can expect technical interviews. Recently, companies have encountered candidates secretively using AI to cheat during these interviews. They may eliminate the candidate for cheating. "If you don't know how to do something, it's better to be honest about it than to use AI to get through a test," says Saxton. "Companies are willing to teach and develop core skills."

However, with transparency, showcasing AI skills could be a boon during job interviews. A 2025 survey from the American Institute of Physics found that around one in four students with a physics bachelor's degree (see the graph) and two in five with physics PhDs routinely use AI for work. The report also found that one in 12 physics bachelor's degree-earners and nearly one in five physics doctorate-earners who entered the workforce in 2024 have jobs in AI development.

The emerging quantum industry is also a promising job market for physicists. Globally, investors put nearly $2 billion in quantum technology in 2024, while public investments in quantum in early 2025 reached $10 billion. "You'll have an opportunity to work for companies in their building stage, and you're able to earn equity as part of that company," says Saxton.

Alice & Bob are in the midst of hiring 100 new staff, 25 of whom are quantum physicists, including experimentalists and theorists, based in Paris. Zatti, in particular, wants to boost the number of women working in the field.

Currently, the pool of qualified candidates in quantum is small. Consequently, Alice & Bob can screen CVs manually, says Zatti. Both Alice & Bob and US-based QCI say they are willing to hire internationally. QCI is willing to pay legal fees for candidates to help them continue working in the US, says Saxton. more

Career development

 18h

Job Hunters Are So Desperate That They're Paying to Get Recruited


Landing a white-collar job is getting so tough that candidates -- not companies -- are paying recruiters to match them with positions.

Through good economic times and bad, recruiters have usually operated the other way around: Companies pay them to find talent for tough-to-fill positions. Now, though, job seekers are hiring a new crop of so-called reverse recruiters to help them crack a... competitive market.

Daniel Bejarano, 36 years old, signed up for reverse-recruiting service Refer last year after receiving an email pitch from the company.

Refer's AI agent connected him with an executive at Golden, a volunteer-management company, which was looking for a platform engineer and data scientist. Bejarano got the offer after several interviews. He then paid Refer 20% of his first month's pay once it landed in his bank account.

It was "refreshing," he said, not to be lost in a sea of candidates sorted by an applicant-tracking system.

The reverse-recruiting model is another sign of the mounting challenges for white-collar job seekers. For the first time since the pandemic, there were more unemployed people than open roles as of late 2025, according to the Bureau of Labor Statistics. The average job search is now approaching about six months, according to December federal data.

That means recruiters chasing business might have more luck pitching themselves to job seekers instead of employers. Thousands from companies including Amazon.com, Dow and United Parcel Service are entering the job market, too.

Reverse-recruiter models vary, but many require job seekers to pay them part of their salary once they accept a job. Others charge a set rate to submit applications on a candidate's behalf. Such services typically go beyond career coaching or résumé reviews, and sometimes involve the recruiter applying on behalf of the candidate.

"If you are not paying, you are the product," said Andre Hamra, Refer's CEO. "It incentivizes us to actually help the person."

Refer currently works with job seekers from 20 top-ranked universities but will soon expand to anyone interested in tech. It shows them hiring managers who have expressed interest in their profiles. Candidates can also ask an AI agent named "Lia" for an introduction.

"Lia" is currently making 20-plus introductions daily, and a small percentage result in hires, Hamra said. About 50 new candidates are signing up each day, up from 10 in August, and about 2,000 companies are on the platform.

Some traditional recruiters are skeptical of the model. They question the ethics of charging job seekers and the success rate of mass-applying on behalf of candidates -- a tactic many reverse recruiters deploy.

Ken Jordan, co-founder of executive-search firm Purple Gold Partners, said companies have charged job seekers in the past for career coaching and résumé reviews, but reverse recruiters have been rare. Recently, he has seen an uptick, and more job seekers are asking him about the model.

"These companies are really good at marketing, and I think job seekers that are vulnerable can be easily swayed," he said.

Jordan urges job seekers to ask reverse recruiters who will handle their data, including logins to LinkedIn and Workday. And they should ask how they handle applications that require candidates to affirm they are the ones submitting their résumés.

Sean Cole, who was laid off from Netflix, had qualms when he first paid a reverse recruiter from Fiverr, an online marketplace for freelance work. But he had looked unsuccessfully for a job for about a year.

"I'm sending you money, I'm hoping this works," he recalled thinking. The total came to about $400 to customize his résumé and apply to 50 jobs within two weeks, he said.

Cole, 42, was surprised by some of the jobs the reverse-recruiter found, including VP-level positions. None led to interviews, and the Fiverr recruiter has agreed to do another round of applications for free. He used the break from applying to start a certification in project management, which he said could help him land a new role.

Now he wonders if he should parlay the experience into a side gig: "I'm taking a look at hosting my own reverse-recruiting service," he said.

Boutique service Reverse Recruiting Agency charges job seekers $1,500 in monthly fees. It offers career coaching, and résumé and LinkedIn profile writing. It submits up to 100 job applications a week -- including customized résumés -- and contacts several current employees at every company to which a candidate applies.

After accepting a job, clients pay 10% of their first-year salary, minus the first month's fee they paid to the agency.

Alex Shinkarovsky, its founder, said he hired 15 people in Southeast Asia to find positions and customize résumés for applicants. Artificial intelligence then automates personalized messages, posing as the candidate, to people at the target company.

"Some folks just don't have time to do it, some folks are scared, some folks are unemployed and on their last effort," he said.

The agency has placed 20 of 44 previous clients, he said. His team is currently working with 22 job seekers. The monthly fee for clients has about tripled from January 2025, which Shinkarovsky attributed to steep costs of new technology. He says he gives refunds if a candidate doesn't get nine interviews in the first three months.

Keeping the pool of job seekers small is critical for a high-touch service, Shinkarovsky said. Plus, if it grows too large, he said, "companies will figure out this is not the candidate reaching out." more

Career development

 3d

The US job market is in limbo -- and it's quietly prolonging people's job searches


You may be desperate to quickly get a job, but hiring managers aren't feeling the same pressure.

It's easier to apply to jobs, but employers are taking longer to fill openings. From sales positions to tech jobs, the lengthier hiring process is across the board. The reward from job switching has also been waning; wage growth has slowed as employers aren't as worried about finding talent.

Cory... Stahle, an economist at the Indeed Hiring Lab, said the job market is in limbo as unemployment inches up, job postings are around pre-pandemic levels, and year-over-year growth in advertised wages on the job-search platform has cooled to over a five-year low.

More people are job searching than there are openings. People waiting for a dream role may have to settle or shift their perspective.

"Longer hiring times, paired with muted overall hiring activity, suggest that finding a job may prove difficult for many job seekers in 2026," Stahle said.

Stahle said macroeconomic conditions affect how long it takes to hire. Uncertainty, less urgency than in the pandemic recovery and Great Resignation years, and a qualifications mismatch could be why it's taking longer.

Stahle said many people voluntarily quit their roles in 2021 and 2022, likely leading employers to create job postings to backfill those gigs. The quits rate dropped from 3% in March 2022 to 2% this past November, suggesting workers are less confident about finding something new.

When employers aren't desperate to fill a spot, hiring decisions could take longer. Stahle said employers can "wait for the 'perfect' candidate" when they're looking to expand their head count, rather than just backfill.

The average time it takes for a posting to become a hire climbed to 49 days in August, the highest since early 2019. Stahle said the rise in the spring and summer could've been due to continued uncertainty, such as with trade policies.

"Some of that uncertainty has waned since, but hiring timelines remain longer than they were at the start of 2025," he added.

While employers can wait for their dream employee, job seekers might not have time to find their ideal role.

"Any offer is much harder to come by in this environment versus a couple of years ago, when there was a lot more power in the hands of the worker," Nicole Bachaud, an economist at ZipRecruiter, said.

Indeed's data showed the average time for a posting to turn into a hire varies by job group, but it's taking longer than it did a few years ago across the board.

For tech occupations, the three-month moving average has increased from 42 days in March 2021 to about 57 days this past November. For food and beverage jobs, the average number of days surged in 2025, from about a month to about 51 days in September and October.

Healthcare has been prominent in job market data because of its job growth. Indeed's data showed healthcare postings are taking longer to become a hire than a few years ago. These gigs can require specific skills and education, which Stahle said could make it harder for employers to find what they're looking for and employees to get hired.

Meanwhile, Stahle said there could be more applicants than jobs actually being filled for occupations with weak hiring.

"In that case, it's reasonable to assume that time-to-hire may increase further as employers take more time to weed through a larger pool of candidates and may feel like they can take their time in the process," he said.

Stahle doesn't see the cooling job market stopping soon, given economic uncertainty.

Unemployed job seekers may need to take a role that doesn't cater to all their ambitions.

"A job with lower pay is better than no job with no pay," Bachaud said. "We're seeing a lot of drive from necessity."

That doesn't mean you have to take a job you hate. Bachaud said to find a job where you think you would be comfortable with the day-to-day routine and who you work with.

"There still are opportunities to find places that offer meaningful work and offer consistent and good work-life balance and benefits, and those things that workers are really driven toward," Bachaud said.

Talking to your network or developing one can be helpful when many people are trying to get hired. Lisa Simon, the chief economist at Revelio Labs, said to lean on connections like a referral since so many people will tailor their application materials to the job posting, with or without the help of AI.

"The thing that is going to get you to the front of the line when jobs are scarce is interpersonal relationships with people who are willing to go above and beyond and expend political capital to help you," communication coach Dorie Clark previously told Business Insider. more
1   

  • James Anderson

    Pro
    13
    1d

    This is true. AI is replacing large amounts of people all at ince. This will surely constipate the hiring process. Consider a franchise, or starting... your own business. Being your own boss puts you at the too of the company hierarchy- no more layoffs for you. more

Career development

 3d

Career Expert Warns Workers To Lie About 5 Specific Things During A Job Interview


Have a job interview approaching and need some advice? Look no further than Career Coach Anna Papalia, an "interview expert" who says that lying can actually help in a job interview if you know what to lie about.

The interview process is tricky, and it can be hard to know how to handle these complex chats. Instead of covering exactly what you should say during a job interview, Papalia advised... in a video what you should absolutely not say or do during an interview if you want to land the job.

Here are the 5 things you should lie about during an interview, according to an interview expert:

1. Where you see yourself in five years

"Nobody wants to hear you say that you see yourself in grad school or getting married and having babies," Papalia said, even if it is the truth. Employers want to know how much you truly want this job and that you can see it as part of your future. "What we want to hear you say is, 'I see myself here at this organization,'" she added.

An employer also often wants to find out if you're ambitious. Do you have clear-cut, realistic goals, and how motivated are you to achieve them? This can help the interviewer determine if your values align with those of the company and how you might perform as an employee.

2. Why you're looking for a job

Even if your reasoning for wanting a new job is due to your hatred of your previous job, you might want to refrain from disclosing that information to your potential future company. "Say something like, 'I've outgrown my position, and I'm looking for a new challenge," Papalia advised.

According to executive search specialist Leah Stevens, "You may feel your reasons for leaving are righteous and justified; however, the rule is simple -- Resist the urge and NEVER badmouth a previous employer. Why? Simply put, it raises too many questions and leaves a negative impression. The interviewer may even feel like you may have been part of the problem."

Don't bring up the negatives; focus on the positives. An interviewer will likely prefer someone who looks on the bright side, or can at least make it seem that way to a stranger.

3. Your feelings about your current boss and co-workers

"I don't care if you work for the worst, most micromanage-y boss in the world. We don't want to hear you talk about that in an interview," she said. "Especially if you're being interviewed by someone who might be your prospective boss." Employers want to know that they're hiring someone who can get the job done, regardless of how they feel toward those they are surrounded by.

Your professionalism, emotional intelligence, and discretion are all being put into the spotlight. It's okay to briefly acknowledge differences or challenges that you had with others, but you can easily spin it into a winning statement. Talk about what you learned or how you grew from the situation.

4. Your hobbies

Even if it's true, you might not want to tell your interviewer that you spend all of your free time watching Netflix when you're not working. "Please pick hobbies that sound professional and interesting," Papalia encouraged. Listing hobbies that say something about your personal or professional life will help you stand out among applicants.

Additionally, the interviewer may be checking to see if you'll be a good personality and culture fit within the team. Even if your hobbies aren't super relatable, show some enthusiasm about them! Perhaps you can even teach the interviewer a thing or two.

5. Your job description and title

In this case, it is appropriate to slightly embellish your resume and job duties to make you appear more impressive and more likely to get hired. "You can embellish it a bit, especially if you have been working above and beyond your job description and you haven't been getting paid for it," Papalia said.

Use this opportunity to give some context to what's listed on your resume. Bring up your relevant and transferable skills from your previous experience, and explain how they could apply to the job you want. more
2   

  • James Anderson

    Pro
    13
    1d

    I don’t consider these suggestions as lying. Lying is when you make things up from whole cloth. Like for example, listing a company on your resume you... never worked for. It’s not inly dishonest, it’s dumb because it’s easy to check. more

  • Steward Tony Pacheco

    45
    2d

    Never Lie!

    2

Career development

 2d

Why a Quick Pause Before Answering Makes You Seem More Thoughtful (And What It Signals)


It was a job interview like any other. The candidate, sharply dressed and resumé gleaming, sat across from the hiring manager. Every question was met with a half-second pause -- not too long, but just enough to evoke a quiet sense of intention. After the interview, the manager remarked, "He seemed really thoughtful. I liked that he didn't rush to respond." That candidate later got the job. Not... because he had the most experience, but because he seemed like he really thought before speaking.

This seemingly small behavioral cue -- pausing before answering -- has outsized influence on how people perceive intelligence, empathy, and credibility. In fact, research and behavioral psychology suggest that short pauses convey far more than hesitation; they signal deliberate thinking, composure, and confidence. While we often associate speed with knowledge, it turns out that a well-timed pause can be even more powerful in communication.

The way we respond to questions -- whether in professional meetings, interviews, or casual conversations -- has a major impact on how we're perceived. A new look at social psychology reveals that silence can actually speak volumes. So what exactly happens when someone pauses before responding, and why does it make them seem more thoughtful?

Why we judge people based on their response timing

The psychology behind pauses in conversation

Human communication is filled with subtle signals beyond words. One of the most impactful, yet overlooked, is the **brief pause before a person answers a question**. According to cognitive psychologists, the brain goes through a process anytime we are asked something -- quickly scanning memory, calculating risk, and shaping our response. Those who take even a second or two to respond appear genuine, while instantly delivered replies often come across as rehearsed or flippant.

A behavioral study highlighted in recent findings shows that when a person pauses briefly before speaking, observers rate that individual as more reflective, credible, and trustworthy. These reactions happen subconsciously. This is especially true with **complex questions**, where a rushed or overly confident reply can seem dismissive or shallow.

"In communication, a short pause is often registered not as uncertainty, but as insight gathering."

-- Dr. Amanda Stein, Cognitive Behavioral Scientist

What makes a pause meaningful and not awkward

Not all silences are created equal. The distinction between a thoughtful pause and an uncomfortable silence often comes down to duration and context. Experts suggest the **1-2 second window** is the sweet spot for appearing thoughtful without creating tension. Shorter pauses may go unnoticed, while longer ones can signal indecision or discomfort -- unless matched with confident body language.

Another important factor is tone. A pause that's followed by an assured, well-structured response holds far more weight than one followed by a hesitant or mumbled reply. This is why skilled speakers -- from CEOs to TED Talk presenters -- consciously incorporate brief, purposeful pauses into their delivery.

"When you pause, you're not just delaying a response. You're making space to show that your words matter."

-- Jordan K., Executive Speaking Coach

How this plays out in interviews and negotiations

In high-stakes conversations like job interviews, negotiations, or media briefings, how and when you respond can change the outcome. Recruiters often interpret quick, too-smooth replies as well-rehearsed -- or worse, dishonest. In contrast, a brief moment of reflection signals someone who is authentic and careful with their words.

In negotiation settings, pausing before speaking achieves a dual effect: it shows you're considering all sides while subtly compelling the other party to fill the silence -- often offering more information or better terms. This gives pause-users an **upper hand**, because they appear in control, unpredictable, and confident.

Using pauses to influence audience perception

In public speaking, using well-placed silences is a known technique to hold attention and emphasize key points. Speakers who pause before delivering important insights draw the audience in, signaling that the next words matter. This builds suspense, boosting engagement and retention of information. It's a tactic used by everyone from politicians to educators.

Even in everyday discussions, a moment of stillness can prompt listeners to engage more fully. A person who doesn't rush to fill every gap with noise seems more confident -- and having something worth waiting for.

How to train yourself to pause naturally

If you're not used to it, pausing before answering may feel awkward at first. Fortunately, like any skill, it can be developed with intention. Start by giving yourself permission not to jump in immediately -- recognize that **silence isn't a vulnerability**, it's a communication strength.

Simple strategies to practice

* Take one deep breath after hearing a question.

* Mentally repeat the question to buy time and clarify understanding.

* Use brief filler phrases like "That's a good question" to create natural pause.

* Record your conversations and observe the pacing.

* Watch skilled speakers and note how they use pauses to great effect.

"The pause is not the absence of voice -- it's the power of conscious thinking made visible."

-- Priya Shah, Communication Expert

Knowing when not to pause

There are exceptions to every rule. In crisis response or emergency situations, hesitation may be interpreted as a lack of leadership or preparedness. Similarly, in rapid-fire interviews, overusing pauses can make you seem slow to process information. The key is to **navigate intensity and context**: use thoughtful pauses in reflective, strategic settings, and quick responses where agility and urgency are expected.

Final reflections on the power of pause

In a world driven by immediacy and instant replies, taking a beat before speaking sets you apart. That simple pause you build into your response -- the moment of intentional quiet -- tells others you are not just hearing, but truly listening and thinking. Whether you're aiming for a leadership role, negotiating a deal, or just building better conversations, letting your mind breathe before your mouth speaks can become your greatest asset.

Frequently Asked Questions

Why does pausing before answering make someone seem more intelligent?

Because it suggests they're carefully considering their reply, which signals deeper thinking to observers.

What is the ideal pause length to appear thoughtful?

Usually 1-2 seconds. Long enough to register as a pause, but not so long that it feels awkward or passive.

Is pausing before answering effective in job interviews?

Yes, especially when answering complex or behavioral questions. It shows intentional thinking and honesty.

Can too much pause make you seem uncertain?

Yes. If pauses exceed 3-4 seconds consistently, it can start to look like indecision. Balance is key.

Do pauses affect how trustworthy someone seems?

Yes. People who pause are often seen as more sincere and authentic than those who answer too quickly.

How can I practice pausing naturally?

Try repeating the question in your mind, breathe before replying, and observe how speakers you admire use silence.

Are pauses useful outside of speech, like in writing or emails?

While literal pauses don't apply, using clear, spaced-out messaging and short breaks between ideas can achieve a similar thoughtful tone.

Should I tell people I'm pausing to think?

It's not necessary. The pause itself already signals you're thinking. Let your considered reply speak for itself. more
1   

Anonymous member


Career development 2d
Hi! Has anyone had this happen before? I didn’t get a job as an accountant/cashier at a big company because they said I’m not trustworthy.
It’s true I’ve had a few small fines for bad parking, smoking in a public place and my neighbors complained once about loud music when I was celebrating my birthday.
But can they really refuse to hire me for stuff like that? And how did they even find out? I... thought only the police could have that information. Should I sue the police for sharing my private information?

 more

  • James Anderson

    1d

    Your activity record is how you will be judged by any good company. Your infractions, while short of a felony, imply you have judgement issues. Were... you not educated to watch your behaviors, as is occurring in this world, because they are likely to end up on social media? more

  • Uma Aggarwal

    1d

    You are talking as if you already had rights before you were hired. It is pretty common for companies to do background checks and they can check any... public information including social media. You have mentioned some bad choices but we do not know if you are competent for the job. And they have to judge if you will fit in well. Your talk about suing 9shows you have no regrets about past behavior. Think long and hard. If people think you have remorse for past behavior and want to put your head down and get to work, they might give you a chance. Right now I would not take a chance with you either. Get some counseling from people you respect and make yourself acceptable to the employers. These are harsh words but at the current attitude, you need them and should heed them. Good luck. more

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Career development

 1d

Business Sense | Dispelling the myths: Arts and humanities in a polytechnic world


It has been a minute since I have been seated on my high horse on behalf of the arts, humanities and social sciences and the promising pool of graduates and future employees that come from their ranks. Unfortunately, perhaps more now than ever, the myth that a humanities education leads to unemployment is alive and well. The most prominent reason this myth persists, in my experience, is that... academics, graduates, and employers all fall short in making the connections between the academic work done in the humanities and the training it provides toward job duties in real-life work settings. As a long-time career development professional, my biggest pet peeve related to this gap is when academics tell employers that these degrees build strong critical-thinking skills. Although I can find critical thinking on just about every syllabus, I have never once found it in a job description. In fact, I think it provokes fear in employers, suggesting that they would be hiring someone who is well positioned to disagree rather than to solve problems, communicate and take on a leadership role.

Yet, by default, the arts and humanities develop an incredible foundation for many graduates to go on to become versatile, apt, communicative, and passionate employees who understand the context of the jobs they are working in. For this reason, just a few years after entering the job market, these graduates close the statistical gaps with the sciences and fare very well in long-term wages, job satisfaction, career longevity, and promotion into leadership roles. The National Association of Colleges and Employers (NACE) conducts a national survey of employers outlining the top skills they want from college graduates. These 10 skills make the list every year:

Whether a student is writing a 25-page research paper with a hundred primary and secondary sources (as I was required to do), mastering the art of communication, writing an ethnography, directing a film or theatre production, or reimagining our political realities, developing these skills is an embedded aspect of their pursuit. As a polytechnic university, in an increasingly technical world, we have a unique opportunity to champion these connections between the real, practical skill-building inherent in the humanities and the needs of our dynamic, and often volatile, job market. As employers in the region, the opportunity is given to us to recognize these connections early and recruit the talent you truly want.

I have had the privilege of working closely with almost all the departments with the College of the Arts, Humanities and Social Sciences on our campus, and graduated from two of them myself. From that vantage point, I am proud to say that our programs have, long before becoming a polytechnic university, engaged in hands-on practical work. Within almost every discipline, you will find opportunities to participate in internships, professional publications and productions, in-depth research and data analysis, and career planning and preparation. The Arts, Humanities and Social Sciences on our campus are leading the way in demonstrating how they too are polytechnic disciplines. With new majors and minors including, Digital Media, Critical Agriculture, Applied Humanities and Spanish Health Interpretation our faculty are demonstrating the increasing value, and need, for graduates with strong backgrounds in their disciplines and providing hands-on experience to prepare them for their next adventures. As we continue to watch our university grow and graduate the future of our workforce, keep your eyes peeled on these majors as your next dream employee may be amongst their ranks. more

Career development

 1d

Talentee announces Nova, an AI-based platform for live audio job interview practice


New York, NY, USA, February 8th, 2026, FinanceWire

Talentee today announced the launch of Nova, a sophisticated AI-powered interview coach designed to bridge the gap between candidate skill and interview performance. As global data reveals that 85% of candidates fail interviews due to stress rather than a lack of qualifications, Talentee is introducing a real-time voice solution to simulate the... high-stakes environment of professional hiring.

The Problem

According to Talentee, professional coaching currently costs $150-$300 per hour, while practicing with friends can be awkward and ineffective. Although 85% of graduates consider using AI for job preparation, current text-based apps do not simulate the pressure of a real interview.

How It Works

Nova conducts live audio conversations that adapt in real time based on user responses. The system analyzes speech patterns, response structure, and content quality to deliver actionable feedback. Users can practice behavioral interviews, technical questions, case studies, and salary negotiations.

Unlike chatbots or scripted tools, Nova responds naturally to what users actually say, creating authentic pressure that builds real-world confidence.

Key Features

* Live audio conversations -- no typing, just talking

* Adaptive AI that responds to actual answers

* Instant feedback on content, structure, and delivery

* Multiple interview formats: behavioral, technical, case study

* Practice anytime, anywhere -- available 24/7

* Affordable alternative to expensive human coaching

Target Audience

* Students and recent graduates preparing for their first job interviews

* Professionals seeking career changes or promotions

* Non-native speakers practicing professional communication

* Universities and career centers seeking scalable coaching solutions

Availability

Talentee is completely free for a limited time.

Users can try Nova now at: https://talentee.ai

About Talentee

Talentee democratizes access to professional interview preparation through AI-powered live audio coaching. more

Monica Hills


Career development 5d
Hey everyone! I’m a mom on maternity leave. I’ve been home for a year already. My job was expecting me to come back on March 1, but I’m pregnant again and told them I’m going on maternity leave again, so I won’t be returning yet.
They said I can stay home for 4 more months and then that’s it, otherwise they’ll fire me.
Is that even allowed? Can they fire someone who’s pregnant and on maternity... leave? Thanks!

 more
4   

  • Steward Tony Pacheco

    1d

    Of course they can because you have proved to your employer that you have settled for another opportunity "Mothers Hood". Its not their business model... to enhance your bloodline within their profit margin. They helped once and that was above and beyond.  more

  • Jullie Wright

    1d

    Read your handbook. Th answers are usually in there.

    1
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