Career development

Anonymous member

2d

I don’t get along well with my boss because she always wants people to feel sorry for her - about her divorce or her health. My coworkers say it would be easier if I just went along with it. But I want to respect her, not pity her. What should I do? Thanks

1

susan mazala
17h
she should leave her personal problems at home. let her focus on work
Edison Prudent
22h
be yourself do your job. .. and make her see reason to be happy again

Ted Setterfield

Career development

10h

Hi everyone! Does anyone else get annoyed when a job ad doesn’t say the salary? Yesterday I had an interview and asked the HR how much they could pay. He said it depends on my skills. So in the end, I still don’t know what salary I can expect. Is that normal?

Elly-May O'Toole
2h
Do some research. Figure out what is fair and good for that position coupled with your experience and skills. M
ake sure you get that. They will low... ball you until you know what is acceptable and fair. more
1

Career development

14h

Scroops.com Launches AI Voice Rehearsal Platform to Rebuild Social Skills

Live spoken practice for first dates, hard talks, and job interviews, graded by an AI social psychologist on 10 research-based axes

Live spoken practice for first dates, hard talks, and job interviews, graded by an AI social psychologist on 10 research-based axes

BOSTON, MA, UNITED STATES, May 12, 2026 /EINPresswire.com/ -- Scroops.com has launched a voice-based AI rehearsal platform designed to... help people practice high-stakes social conversations before they happen in real life. The service lets users describe a specific person they need to talk to, choose a realistic setting, and hold a live spoken conversation with an AI playing that person -- then receive a structured coaching report grading the exchange on ten dimensions drawn from social psychology research. The platform targets a problem that has grown alongside internet culture: the erosion of real-time conversational fluency as more communication has shifted to text, asynchronous messaging, and algorithmically mediated interaction, leaving many people underprepared for the moments that matter most.

Researchers and clinicians have documented a measurable decline in face-to-face conversational confidence across age groups, driven in part by decades of digital communication replacing the informal social rehearsal that once happened naturally. First dates, salary negotiations, difficult family conversations, and job interviews all require skills -- active listening, self-disclosure pacing, conversational repair, boundary awareness -- that atrophy without practice. Traditional solutions have included therapy, coaching, and self-help literature, but none of them let a person actually speak out loud and hear how they come across in a realistic, responsive exchange. Scroops was built specifically to fill that gap, using recent advances in low-latency AI voice technology to make spoken rehearsal accessible and repeatable for anyone with a browser and a microphone.

The core unit of the platform is a single practice session called a "scroop". The workflow begins with scenario selection: users can choose from first date, second date, meet the parents, or a hard conversation. Users on the Coach plan also unlock job interviews and salary negotiations. Next, the user builds a persona for the person they will be speaking with, entering details such as gender, age, occupation, hobbies, conversation style, personal sensitivities, and what the person cares about most. This persona data is used to construct a per-session prompt that shapes how the AI responds throughout the conversation, making each practice partner distinct rather than a generic chatbot. The user then selects a location -- options include a coffee shop, park bench, wine bar, casual restaurant, beach walk, or cocktail lounge -- each rendered with a full-bleed background image and ambient audio that plays under the live conversation. Many distinct voices let users further customize who they are speaking with. The result is an environment that replicates the sensory context of a real conversation, not a sterile interface.

After the conversation ends, the platform runs two separate AI grading passes. The first produces structured scores across ten axes: reciprocity, active listening, self-disclosure pacing, curiosity, warmth, authenticity, respect, conversational repair, boundary awareness, and spark. Each axis score is anchored to a specific quoted moment from the session transcript, so feedback is concrete rather than impressionistic. The second pass generates a coaching report written in the voice of Bo Bennett, PhD, social psychologist, which identifies three specific wins, three growth areas, and one actionable thing to try in the next conversation. Coach-tier subscribers also receive a spoken version of the coaching report and a monthly progress report tracking improvement across sessions. All transcripts are stored per session, enabling the run-it-back feature on Pro and Coach plans, which allows users to replay the same scenario immediately after reviewing their feedback without consuming an additional scroop from their monthly allotment.

Most conversational AI tools are built for information retrieval or task completion. Scroops is built for a different purpose: deliberate practice of interpersonal communication. The platform does not simulate a generic human -- it simulates a specific person the user has described, in a specific place, under a specific social dynamic. That specificity is what makes the rehearsal transferable. A user preparing for a first date with someone who is introverted, works in healthcare, and is self-conscious about their height will practice a materially different conversation than one preparing to meet an extroverted creative professional. The grading framework is likewise grounded in published social psychology constructs rather than vague sentiment scoring, giving users a shared vocabulary for understanding what went well and what to change.

"The internet gave us a thousand ways to communicate and quietly took away our ability to actually talk to each other -- Scroops gives that back, one conversation at a time," said Bo Bennett, Owner, Archieboy Holdings, LLC.

The platform serves a broad range of users who share a common need: preparation for a conversation they cannot afford to fumble. Singles navigating the early stages of dating can rehearse the specific dynamic of an upcoming first or second date, testing how they come across before the real thing. Professionals facing salary reviews or job interviews can practice high-stakes dialogue with a simulated interviewer or manager built to their actual description. People managing difficult family relationships can rehearse hard conversations -- boundary-setting, conflict resolution, sensitive disclosures -- in a low-risk environment before attempting them in person. The ambient location audio and visual setting are not cosmetic features; they serve a functional purpose by helping users mentally simulate the actual context of the conversation, which research on mental rehearsal suggests improves real-world performance. The coaching report's structure -- wins first, then growth areas, then one concrete next step -- is designed to build confidence while directing attention to the highest-leverage improvement for the next attempt.

Scroops is available now at https://www.scroops.com with a free tier that includes one scroop per month, capped at five minutes, with a score-only report and access to three starter locations. The Starter plan, at nine dollars per month or ninety dollars annually, unlocks ten scroops per month, eight-minute sessions, full coaching reports, and all six location environments. The Pro plan, at nineteen dollars per month or one hundred ninety dollars annually, offers unlimited scroops, ten-minute sessions, the full persona library, the run-it-back feature, and advanced scenario types. The Coach plan, at forty-nine dollars per month or four hundred ninety dollars annually, adds fifteen-minute sessions, high-stakes scenarios including job interviews and salary negotiations, a spoken coaching report, and a monthly progress report summarizing improvement trends across all completed scroops. All paid plans are billed through Stripe, and annual billing provides the equivalent of two months free relative to monthly pricing.

The launch of Scroops reflects a broader strategy at Archieboy Holdings to apply AI not as a novelty but as a practical tool for human development in domains where access to quality coaching has historically been expensive or unavailable. Conversational coaching from a human social psychologist or executive communication coach can cost hundreds of dollars per session and requires scheduling, geography, and a willingness to be vulnerable in front of another person. Scroops removes all three barriers. The roadmap includes expanded scenario libraries, deeper persona customization, and longitudinal tracking features that will allow users to measure conversational growth over weeks and months rather than session by session. The platform is built on a live voice architecture using Gemini Live, positioning it to incorporate improvements in AI voice quality and responsiveness as the underlying technology continues to advance rapidly.

https://www.scroops.com is a product of Archieboy Holdings, LLC, a company focused on building practical AI-powered tools for personal and professional development. Scroops offers AI voice rehearsal for the conversations that matter most -- first dates, hard talks, job interviews, and more. Users describe who they are talking to, choose a setting complete with ambient audio, hold a live spoken conversation with an AI playing that person, and receive a structured coaching report graded on ten social-psychology axes. Plans range from a free tier to a forty-nine-dollar-per-month Coach plan with unlimited sessions and monthly progress tracking. The platform is accessible directly through any modern browser at https://www.scroops.com with no software download required.

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

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

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

Career development

15h

Facing Down a Job Interview? AI Could Help You Prepare

Rachel is a freelancer based in Echo Park, Los Angeles and has been writing and producing content for nearly two decades on subjects ranging from tech to fashion, health and lifestyle to entertainment and education. She's currently a Professor of Practice at Arizona State University's Walter Cronkite School of Journalism and Mass Communication, helping to mold the new minds who will inherit the... media landscape. She's hoping to prevent the singularity by being polite to chatbots and spends way too much time refining Midjourney prompts.

The state of today's online job market feels dismal, and AI isn't helping. Roles are being viewed by and applied to in the hundreds. People currently employed in certain fields are in limbo amid the rapid expansion and hype around artificial intelligence tools.

And all the while, job seekers still have to worry about the endurance test of their ability and personality: the job interview.

It's enough to make a person yearn for the simpler days of newspaper ads and in-person handshakes. But alas, we find ourselves immersed in the era of smart homes and Bluetooth-enabled blueberry mint vapes.

The good news is that the majority of job interviews today still involve human-to-human interaction, even though recruiters are relying on AI to filter applicants.

Here are a couple of ways you can leverage AI tools to ace your next job interview.

Read more: The New Age of Hiring: AI Is Changing the Game for Job Seekers

How you look in a job interview matters. Even if you're sitting at home pantsless and just woke up from a nap, you gotta look the part on Zoom.

You can ask ChatGPT, Gemini and Claude to generate Zoom backgrounds that showcase your understanding of and affinity for the company culture.

Gemini created these backgrounds for my theoretical job interviews with Meta, Amazon, Microsoft, Apple, Google, Netflix and more.

Some of them turned out a little better than others, but you get the idea.

Some states, like California, have made it all but mandatory for employers to post the salary range for jobs they post as vacant. Even if you might know the salary range of the job going into the interview, the topic of compensation is always best approached with as much information as possible.

I asked Google's Gemini AI to reference Glassdoor listings, public earnings, expenditure announcements, shareholder communications, and online media results for the salary ranges of the CEOs at Meta, Amazon, Apple, Microsoft, Netflix, and Alphabet and to provide me with salary ranges for mid-level marketing professionals at those companies.

Gemini then gave me a five-year growth schedule, where it laid out how I could begin to make more money by leveraging my sign-on bonus in the first year, my vesting stock in the second, a raise in the third, a title change in the fourth and a big promotion in the fifth (very idealistic, but it could happen).

Gemini also provided more information on how each of those companies typically structures your compensation -- whether it's an all-cash salary, one with built-in bonuses, or employee stock options. It's important to have this information when you're asked about the salary you expect.

Most guides on how to land a gig suggest that job seekers research the company, its culture and what the role entails. But honestly, job seekers are already investing a tremendous amount of time applying to open positions and going through multiple rounds of interviews.

What's more important is your ability to effectively explain why you're perfect for the job.

For my hypothetical marketing role, I used Claude to research the CMOs at those companies, including their social posts and their teams' major priorities. I asked the AI tool to give me some one-word anchors for interview talking points, cross-referenced to elements of my resume that would be directly applicable.

It gave me some keywords to bring up, and how to relate them back to my own resume, listed out CEOs' vision and products, told me which company could be my biggest opportunity and best fit and why -- and how to express that in an interview:

Nerves are normal in a high-stakes communication like a job interview. You're trying to appear interested but not desperate, competent but not cocky, and decide on a salary requirement you won't live to regret.

One way to get your mind right for the job interview and take the edge off could be using an AI tool to run through some sample interview questions with you.

Several online platforms offer features that let you run a trial before your interview, including Final Round AI, which offers real-time interview transcription and support, mock interviews and resume building. Another platform, Yoodli, focuses on AI-powered communication coaching to improve both verbal and nonverbal delivery and offers AI roleplays. You can also talk with Gemini Live and get real-time responses.

In my case, I asked ChatGPT via the voice chat feature to pretend it was the hiring manager for a job at a fictitious company that sells subscription dog-sitting services, and to act as if it was unimpressed by my resume to give me a challenge and desensitize me to the worst-case scenario.

While the text chat was more of a critique of my resume, bless its sweet little machine algorithm, ChatGPT in voice chat was way too nice to even get into character for this challenge, no matter how I prompted it.

AI tools can be effective options for job seekers who don't feel comfortable reaching out to someone in their network to help them prepare. Always keep in mind, however, that AI tools come with pitfalls, including issues related to data collection, bias and inconsistent messaging.

Use AI to prepare, but don't let it fake your performance. AI doesn't replace genuine networking, and the guiding principle should be to stay authentic. more

kristina anderson

Career development

3d

I normally don’t post things like this, but I’m honestly really frustrated and disappointed.

I’m currently 2 months postpartum and was recently cleared to return to work, so I applied for a part-time phlebotomist position. A recruiter scheduled me for an interview in Ellicott City and even confirmed beforehand that I would still be attending.

Since the location wasn’t accessible by nearby... public transportation, I had to spend $100 total on Lyft rides just to get there and back. My husband also had to take off work so I could attend the interview, all while I’m already exhausted from sleepless nights with a newborn.

When I arrived, I was told the manager was on vacation. After trying multiple times to contact the recruiter with no response, I finally reached out to the manager directly, only to find out the position had already been filled LAST MONTH and all interviews were supposed to have been canceled.

I understand mistakes happen, but this whole situation was extremely unprofessional and could have been avoided with proper communication. My time, money, and energy were wasted unnecessarily.

Being postpartum and trying to get back into the workforce is already stressful enough without situations like this. So I sent him a email jobs need to stop wasting peoples time.

#ProfessionalismMatters #CommunicationMatters
#InterviewExperience #firsttimemomjourney #phlebotomistlife more

1

Michelle Bolton
8
16h
Hi Kristina, an unfortunate experience. Seems like you are very invested in doing your best. We have to do our research. Not sure why the person you... spoke with decided to confirm the interview especially after you arrived and the information you received was the total opposite. The inconvenience of your experience has a reason. Congratulations on being a mom! Not sure if this is #1, but I do hope you enjoyed Mother’s Day. I do hope that your husband enjoyed spending time with his family as well. The work place/force is not what it used to be but knowing what to expect helps. I would do extra research on everything so you know you’re not wasting your time. I also don’t think you will hear from that guy again. Hopefully he has some guts and will at least apologize, but sounds like he’s not that decent person from what you experienced. Stay strong (I’m a Vamp myself so good luck) more
1
morris ogwal
1d
Some day these companies/organisations will be sued and they may make loses in compensation!.
1 reply

Career development

17h

ATS & Styled Resume Upgrade

My current résumé needs a full refresh so it gets past Applicant Tracking Systems while still impressing hiring managers. I'd like two distinct documents: * An ATS-friendly version in Microsoft Word, stripped of graphics and complex tables, keyword-tuned for my target roles and fully scannable by mainstream parsing software. * A professionally formatted résumé for human readers, carrying a... polished, formal look that mirrors the ATS content but uses thoughtful layout, subtle typography, and clear section hierarchy. Please also craft a matching cover letter that echoes the résumé's branding and is easy for me to tailor to individual openings. Both files should be optimised for relevant industry keywords (SEO) without sounding forced, and the styled version must remain printable and screen-friendly. I'll provide my existing résumé, target job descriptions, and any supporting details you need. Once finished, I'd like a quick review round to fine-tune wording or layout before final delivery in .docx and PDF. more

Career development

17h

Business News | Transforming Potential into Performance: Placement Success of PGDM Batch 2024-26 at GIMS | LatestLY

Get latest articles and stories on Business at LatestLY. New Delhi [India], May 12: The soul of any professional course lies in the idea of employability and career development. The placement outcome of an institution is an indicator of its academic strength, robust curriculum, industry alignment and skill development. GNIOT Institute of Management Studies (GIMS) prepares its students for... cutting-edge corporate needs through its modern-day curriculum, innovative teaching methods and industry-integrated programme delivery.

New Delhi [India], May 12: The soul of any professional course lies in the idea of employability and career development. The placement outcome of an institution is an indicator of its academic strength, robust curriculum, industry alignment and skill development. GNIOT Institute of Management Studies (GIMS) prepares its students for cutting-edge corporate needs through its modern-day curriculum, innovative teaching methods and industry-integrated programme delivery. Join a community of future leaders at GIMS. Interested candidates can explore the programme and apply now through the official GIMS website.

Also Read | US Shocker: Nurse S*xually Assaulted and Killed by Ex-Boyfriend in Illinois, Police Recover Digital Recording Device; Accused Arrested.

During an interaction between Mr. Swadesh Kumar Singh (CEO, GIMS) and Himanshu Mehroliya, discussions were held around the institute's placement ecosystem, industry-oriented PGDM curriculum, and the growing corporate demand for management graduates equipped with practical skills and global exposure.

As the vision of the institution talks about developing ethical leaders. GIMS has consistently delivered outstanding placements to its students since its inception. This academic year, 97% of the students were seeking placement from the institute. GIMS has successfully placed all the students with leading corporates. This record reflects that GIMS prepares its students for the cutting-edge business requirements and modern industry needs.

Also Read | Tamil Nadu CM Vijay Appoints Astrologer Radhan Pandit Vettrivel, Who Predicted TVK's Victory, As OSD.

The institute focuses on outcome-based education and corporate readiness to achieve its goal of maximising employability. The institute also has a fully operational Learning and Development Department that hones the soft skills and communication abilities of students as per global standards. The Learning and Development Department continuously conducts the Employability Skill Index (ESI) for all students from the day of joining. ESI is used to curate tailored and compartmentalised programmes for particular skill development to achieve higher effectiveness. Students self-evaluate their technical and soft skills by mandatorily participating in various competitions organised by the institute.

GIMS provides global exposure to its students through its uniquely crafted International Immersion Programme. Students are given industry exposure through international industry visits during the IIP programme. Further, GIMS builds the right attitude among students for the corporate world through its Tutelage and Skill Augmentation Certificate (SAC) programmes. GIMS offers specializations in the fields of Marketing, HR, Operations, Finance, Artificial Intelligence & Business Analytics, International Business, and Entrepreneurship & New-Age Start-ups.

All the efforts are channelised towards building promising careers for students. As a result, this year, 97% of the students were placed in career tracks offering opportunities across all areas of specialisation. More than 300 corporations recruited from GIMS this academic year. The remaining 3% of students were looking towards entrepreneurship, joining family businesses, or pursuing higher studies. Hence, a 100% placement figure has been achieved this year as well.

Companies from diverse sectors recruited from GIMS this academic year.

Figure 1.0

The largest sector remained BFSI, followed by IT and consulting firms. Other sectors included Digital Marketing, Marketing Research, Infrastructure, Manufacturing, NBFCs, and many more.More than 65 students received multiple placement offers this year, including double and triple offers. The CTCs offered across different departments ranged approximately from 5 LPA to 21.5 LPA across all specialisations. GIMS continued its commitment of offering packages above 5 LPA across verticals.

Marketing remained the largest domain of interest among GIMS students for career development, followed by Finance, Operations, Human Resource Management, and Business Analytics.

More than six students secured placements for international onsite roles. This reflects the globally competent curriculum and skill set developed among GIMS students. The year-on-year progression of placements is reflected in increasing average packages, diversified job roles, and the growing number of companies associating with GIMS for recruitment needs.

Speaking during the interaction with My College Route, Mr. Swadesh Kumar Singh highlighted that the institute's focus remains on employability, corporate preparedness, and holistic student development. He mentioned that the management education landscape is evolving rapidly, and institutions today must prepare students not only academically but also professionally and personally.

He further emphasised that GIMS continuously works towards aligning its PGDM curriculum with current industry expectations through practical learning, live projects, industry interaction sessions, skill development programmes, and global exposure initiatives. According to him, communication skills, analytical thinking, adaptability, leadership qualities, and problem-solving abilities have become equally important for students entering the corporate world.

Mr. Singh also shared that the institute's consistent placement performance reflects the collective efforts of faculty members, the Learning and Development Department, industry mentors, and students themselves. He stated that GIMS remains committed to building future-ready professionals capable of contributing effectively across industries and business domains.

The discussion with the My College Route team also reflected how industry-oriented learning, international exposure, and continuous skill enhancement have contributed to the strong placement outcomes of the PGDM Batch 2024-26.

The placement record of GIMS reflects its commitment to the professional development of students joining its PGDM programme. The institute continues to prepare students for global careers through an effervescent ecosystem of sustainable learning.

Students exploring MBA colleges, PGDM colleges, placement trends, and management courses can visit My College Route for detailed college insights, admission guidance, and career-focused updates.

For more information, please visit: https://www.mycollegeroute.com

(ADVERTORIAL DISCLAIMER: The above press release has been provided by PNN. ANI will not be responsible in any way for the content of the same.) more

Career development

17h

Transforming Potential into Performance: Placement Success of PGDM Batch 2024-26 at GIMS

PNN, Employability, Career development, Pgdm curriculum, Industry alignment, Skill development, Corporate readiness, Ethical leadership, Global exposure, International immersion, Soft skills, Communication abilities, Advertorial Disclaimer

PNN

New Delhi [India], May 12: The soul of any professional course lies in the idea of employability and career development. The placement outcome of an... institution is an indicator of its academic strength, robust curriculum, industry alignment and skill development. GNIOT Institute of Management Studies (GIMS) prepares its students for cutting-edge corporate needs through its modern-day curriculum, innovative teaching methods and industry-integrated programme delivery.

Join a community of future leaders at GIMS. Interested candidates can explore the programme and apply now through the official GIMS website.

During an interaction between Mr. Swadesh Kumar Singh (CEO, GIMS) and Himanshu Mehroliya, discussions were held around the institute's placement ecosystem, industry-oriented PGDM curriculum, and the growing corporate demand for management graduates equipped with practical skills and global exposure.

As the vision of the institution talks about developing ethical leaders. GIMS has consistently delivered outstanding placements to its students since its inception. This academic year, 97% of the students were seeking placement from the institute. GIMS has successfully placed all the students with leading corporates. This record reflects that GIMS prepares its students for the cutting-edge business requirements and modern industry needs.

The institute focuses on outcome-based education and corporate readiness to achieve its goal of maximising employability. The institute also has a fully operational Learning and Development Department that hones the soft skills and communication abilities of students as per global standards. The Learning and Development Department continuously conducts the Employability Skill Index (ESI) for all students from the day of joining. ESI is used to curate tailored and compartmentalised programmes for particular skill development to achieve higher effectiveness. Students self-evaluate their technical and soft skills by mandatorily participating in various competitions organised by the institute.

GIMS provides global exposure to its students through its uniquely crafted International Immersion Programme. Students are given industry exposure through international industry visits during the IIP programme. Further, GIMS builds the right attitude among students for the corporate world through its Tutelage and Skill Augmentation Certificate (SAC) programmes. GIMS offers specializations in the fields of Marketing, HR, Operations, Finance, Artificial Intelligence & Business Analytics, International Business, and Entrepreneurship & New-Age Start-ups.

All the efforts are channelised towards building promising careers for students. As a result, this year, 97% of the students were placed in career tracks offering opportunities across all areas of specialisation. More than 300 corporations recruited from GIMS this academic year. The remaining 3% of students were looking towards entrepreneurship, joining family businesses, or pursuing higher studies. Hence, a 100% placement figure has been achieved this year as well.

Companies from diverse sectors recruited from GIMS this academic year.

Figure 1.0

The largest sector remained BFSI, followed by IT and consulting firms. Other sectors included Digital Marketing, Marketing Research, Infrastructure, Manufacturing, NBFCs, and many more.

More than 65 students received multiple placement offers this year, including double and triple offers. The CTCs offered across different departments ranged approximately from 5 LPA to 21.5 LPA across all specialisations. GIMS continued its commitment of offering packages above 5 LPA across verticals.

Marketing remained the largest domain of interest among GIMS students for career development, followed by Finance, Operations, Human Resource Management, and Business Analytics.

More than six students secured placements for international onsite roles. This reflects the globally competent curriculum and skill set developed among GIMS students. The year-on-year progression of placements is reflected in increasing average packages, diversified job roles, and the growing number of companies associating with GIMS for recruitment needs.

Speaking during the interaction with My College Route, Mr. Swadesh Kumar Singh highlighted that the institute's focus remains on employability, corporate preparedness, and holistic student development. He mentioned that the management education landscape is evolving rapidly, and institutions today must prepare students not only academically but also professionally and personally.

He further emphasised that GIMS continuously works towards aligning its PGDM curriculum with current industry expectations through practical learning, live projects, industry interaction sessions, skill development programmes, and global exposure initiatives. According to him, communication skills, analytical thinking, adaptability, leadership qualities, and problem-solving abilities have become equally important for students entering the corporate world.

Mr. Singh also shared that the institute's consistent placement performance reflects the collective efforts of faculty members, the Learning and Development Department, industry mentors, and students themselves. He stated that GIMS remains committed to building future-ready professionals capable of contributing effectively across industries and business domains.

The discussion with the My College Route team also reflected how industry-oriented learning, international exposure, and continuous skill enhancement have contributed to the strong placement outcomes of the PGDM Batch 2024-26.

The placement record of GIMS reflects its commitment to the professional development of students joining its PGDM programme. The institute continues to prepare students for global careers through an effervescent ecosystem of sustainable learning.

Students exploring MBA colleges, PGDM colleges, placement trends, and management courses can visit My College Route for detailed college insights, admission guidance, and career-focused updates.

For more information, please visit: https://www.mycollegeroute.com

(ADVERTORIAL DISCLAIMER: The above press release has been provided by PNN. ANI will not be responsible in any way for the content of the same.) more

Stuart Harper

Career development

1w

I had a job interview last Wednesday. The HR person said they’d call me back in a few days. I know a week is normal to wait, but how long does it usually take to hear back? If they didn’t call soon, does that mean it’s a no? Thanks

1

Tonya Carpenter
18h
Old school way is to call them and not wait for them to call you..
CHERYL GLODOWSKI
2d
I know things may be different than when I was in the job market 15 years ago, however, I would never wait for a call back. I would do 2 things. ... One, I would always write a thank-you note to the person who interviewed me, thanking them for the interview and letting them know why I would be a great fit for the company. I would do that as soon as the interview was over and get it in the mail. If you haven't heard from whoever interviewed you within 4 or 5 days, I would make that call, and let them know you are very interested in working for XYZ corporation and why. I have been hired many times by taking those steps. Also, I would like to add that prior to the interview, learn about the company, the job, and I love to make a comment about something personal in the office (kids pix, a collection, etc). It goes a long way!! Always dress better than the job, and speak clearly and properly. If you come across as educated over others, it will also help. Just some "helpful hints".
more
1

Career development

18h

Transforming Potential into Performance: Placement Success of PGDM Batch 2024-26 at GIMS

PNN

New Delhi [India], May 12: The soul of any professional course lies in the idea of employability and career development. The placement outcome of an institution is an indicator of its academic strength, robust curriculum, industry alignment and skill development. GNIOT Institute of Management Studies (GIMS) prepares its students for cutting-edge corporate needs through its modern-day... curriculum, innovative teaching methods and industry-integrated programme delivery.

Join a community of future leaders at GIMS. Interested candidates can explore the programme and apply now through the official GIMS website.

During an interaction between Mr. Swadesh Kumar Singh (CEO, GIMS) and Himanshu Mehroliya, discussions were held around the institute's placement ecosystem, industry-oriented PGDM curriculum, and the growing corporate demand for management graduates equipped with practical skills and global exposure.

As the vision of the institution talks about developing ethical leaders. GIMS has consistently delivered outstanding placements to its students since its inception. This academic year, 97% of the students were seeking placement from the institute. GIMS has successfully placed all the students with leading corporates. This record reflects that GIMS prepares its students for the cutting-edge business requirements and modern industry needs.

The institute focuses on outcome-based education and corporate readiness to achieve its goal of maximising employability. The institute also has a fully operational Learning and Development Department that hones the soft skills and communication abilities of students as per global standards. The Learning and Development Department continuously conducts the Employability Skill Index (ESI) for all students from the day of joining. ESI is used to curate tailored and compartmentalised programmes for particular skill development to achieve higher effectiveness. Students self-evaluate their technical and soft skills by mandatorily participating in various competitions organised by the institute.

GIMS provides global exposure to its students through its uniquely crafted International Immersion Programme. Students are given industry exposure through international industry visits during the IIP programme. Further, GIMS builds the right attitude among students for the corporate world through its Tutelage and Skill Augmentation Certificate (SAC) programmes. GIMS offers specializations in the fields of Marketing, HR, Operations, Finance, Artificial Intelligence & Business Analytics, International Business, and Entrepreneurship & New-Age Start-ups.

All the efforts are channelised towards building promising careers for students. As a result, this year, 97% of the students were placed in career tracks offering opportunities across all areas of specialisation. More than 300 corporations recruited from GIMS this academic year. The remaining 3% of students were looking towards entrepreneurship, joining family businesses, or pursuing higher studies. Hence, a 100% placement figure has been achieved this year as well.

Companies from diverse sectors recruited from GIMS this academic year.

Figure 1.0

The largest sector remained BFSI, followed by IT and consulting firms. Other sectors included Digital Marketing, Marketing Research, Infrastructure, Manufacturing, NBFCs, and many more.

More than 65 students received multiple placement offers this year, including double and triple offers. The CTCs offered across different departments ranged approximately from 5 LPA to 21.5 LPA across all specialisations. GIMS continued its commitment of offering packages above 5 LPA across verticals.

Marketing remained the largest domain of interest among GIMS students for career development, followed by Finance, Operations, Human Resource Management, and Business Analytics.

More than six students secured placements for international onsite roles. This reflects the globally competent curriculum and skill set developed among GIMS students. The year-on-year progression of placements is reflected in increasing average packages, diversified job roles, and the growing number of companies associating with GIMS for recruitment needs.

Speaking during the interaction with My College Route, Mr. Swadesh Kumar Singh highlighted that the institute's focus remains on employability, corporate preparedness, and holistic student development. He mentioned that the management education landscape is evolving rapidly, and institutions today must prepare students not only academically but also professionally and personally.

He further emphasised that GIMS continuously works towards aligning its PGDM curriculum with current industry expectations through practical learning, live projects, industry interaction sessions, skill development programmes, and global exposure initiatives. According to him, communication skills, analytical thinking, adaptability, leadership qualities, and problem-solving abilities have become equally important for students entering the corporate world.

Mr. Singh also shared that the institute's consistent placement performance reflects the collective efforts of faculty members, the Learning and Development Department, industry mentors, and students themselves. He stated that GIMS remains committed to building future-ready professionals capable of contributing effectively across industries and business domains.

The discussion with the My College Route team also reflected how industry-oriented learning, international exposure, and continuous skill enhancement have contributed to the strong placement outcomes of the PGDM Batch 2024-26.

The placement record of GIMS reflects its commitment to the professional development of students joining its PGDM programme. The institute continues to prepare students for global careers through an effervescent ecosystem of sustainable learning.

Students exploring MBA colleges, PGDM colleges, placement trends, and management courses can visit My College Route for detailed college insights, admission guidance, and career-focused updates.

For more information, please visit: https://www.mycollegeroute.com

(ADVERTORIAL DISCLAIMER: The above press release has been provided by PNN. ANI will not be responsible in any way for the content of the same.) more

Career development

20h

You've Been on Every Dating App and Found Nobody

Dating apps get a bad reputation they only partially deserve.

Ask around and you will hear the same complaints.

Everyone is on them.

Nobody is serious.

The conversations go nowhere.

The dates are disappointing.

The people who look great in photos turn out to be nothing like their profiles.

The people with honest profiles never get matched with.

The whole thing feels like a part-time job... with no salary and terrible HR 😒

And yet, according to The Knot's 2025 Real Weddings Study, roughly 27% of couples who married in 2025 first met through a dating site or app, making online dating the single most common meeting channel for couples today. A separate 2024 study published in the Proceedings of the National Academy of Sciences found that when all digital channels are counted, 60% of couples now report meeting their spouse online.

People are finding each other on these apps. Real people, serious people, people who went on to build actual marriages and actual lives together.

So if the apps are working for a significant portion of people, the question to ask is: why are they not working for you?

The honest answer, most of the time, is not the app. It is how you are showing up on it.

1. You Are Not Putting Your Best Out

This one is uncomfortable to say because it runs directly into something people love to believe about themselves: that they should be loved as they are, without effort or performance.

That is a beautiful sentiment. It is also the wrong philosophy for a dating profile.

You are not performing inauthenticity by presenting your best self. You are doing what everyone does in any first impression situation -- at a job interview, at a dinner party, on a first date in person. You dress well. You show up prepared. You put forward the version of yourself that represents who you genuinely are at your best.

On a dating app, your photos are doing that work before you say a single word. Average photos, bad lighting, pictures from three years and two haircuts ago -- these are not sending the message that you want to be found as you are. They are sending the message that you are not taking this seriously enough to try.

Take new photos. Find your best light. Choose pictures that reflect who you actually are right now, in real life, when you are being your most genuine self. The best version of you is still you. There is nothing dishonest about leading with it.

2. Your Bio Is Not Working Hard Enough

"Love cats. Home buddy. Looking for a kind-hearted person to connect with."

This bio will not get you the person you are looking for, not really because it is wrong, but because it tells nobody anything worth knowing.

A dating app bio has one job: to make the right person stop scrolling and think, "this is someone I want to know." It does that by giving them something specific -- something that reflects who you actually are, what your life looks like, what you bring to a relationship, and who you are genuinely looking for.

The structure that tends to work: start with the most interesting or distinctive things about you. Not your job title -- who you actually are. Follow that with what you bring to a partnership, not what you want to receive, but what you offer. Then close with a clear, honest description of who you are looking for. Specific enough to filter out mismatches. Open enough not to sound like a contract.

The people with short attention spans will drop off after the first line. That is fine, they were not your match anyway. The ones who read to the end are already self-selecting as people who can hold a conversation. You have begun filtering before the first message is sent.

3. You Are Swiping Past the Right People

There is a particular irony in rejecting someone for having an average profile when your own profile is doing the same thing to other people.

Many people who would be genuinely compatible with you are presenting poorly online -- not because they have nothing to offer, but because they did not think deeply about their profile, or they included their Instagram handle expecting you to go there for more context, or they simply prioritized other things when setting up the account.

Before you swipe left on someone with one mediocre photo and a sparse bio, ask a different question: is there enough here to start a conversation? Send the message. Ask for the social media handle. See what exists beyond the profile before you make the call.

Some of the best matches are hiding behind the worst profiles.

4. You Have Not Done the Work of Knowing Who You Actually Want

"I just want a good person."

This is what a large number of people say when asked what they are looking for. It sounds open-minded. What it actually is, most of the time, is underprepared.

This is because when a good person appears, suddenly there are conditions.

He needs to have a certain level of financial stability.

She needs to have a certain kind of ambition.

There are requirements around lifestyle, around values, around physical appearance, around how they communicate -- none of which were named upfront because the person had not done the honest work of figuring out what they actually need.

Spend time on this before you open the app. A genuine, honest accounting of who you are, what your life is, what kind of partnership would complement that life, and what things are genuinely non-negotiable versus what things you have labelled non-negotiable out of habit or fear.

When you know who you are looking for with real clarity, the filtering becomes easier and faster. You will reject more people, which feels counterproductive, but the ones you do connect with will be worth the conversation.

5. You Are Not Being the Person Your Match Is Looking For

This is the hardest one.

You want someone serious, emotionally available, financially stable, interesting to talk to, and ready for something real. The honest question is: is that who you are when someone matches with you?

Are your conversations showing up with depth and genuine curiosity, or are you dropping a "hey" and waiting? Are you consistent, or do you check the app once every two weeks when you remember it exists and then wonder why the good matches have gone cold? Are you treating every match with the same cynicism you are hoping they do not bring to you?

The energy you bring to a dating app is the energy you attract from it. Casual effort produces casual results. People who approach these platforms with genuine intention, who invest real thought into their profiles, who show up to conversations with actual presence, who take the process seriously even when it is slow consistently report better outcomes than those who are "just trying it."

The app is a tool. What you build with it depends almost entirely on what you bring to it.

--

This post was previously published on medium.com.

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Career development

20h

Polished Iconic CV Design

I need my existing résumé transformed into a polished, high-quality document that stands out without screaming for attention. Before you begin, we'll hop on a quick call or chat to walk through the templates you already have in your portfolio; I'm looking for a traditional yet creative layout that still feels highly professional. Key details I want you to weave in: polished icons for the core... sections -- work experience, education, and skills -- so each area is instantly recognisable while maintaining a cohesive, executive look. Consistency in typography, colour palette and spacing is critical; think clean lines and plenty of breathing room rather than flashy graphics. You're welcome to build in Adobe InDesign, Illustrator or another tool you favour, as long as the final file is delivered as a high-resolution, print-ready PDF. I'll review the first draft, leave comments, and we'll run at least one round of revisions for final tweaks before sign-off. Deliverables * Polished CV in PDF (ready for both digital sharing and high-quality printing) * Source file packaged and organised for any future edits I'm ready to get started as soon as I see a couple of your preferred templates -- let's craft a résumé that speaks for itself. more

Career development

21h

A Fairness Trilemma in Hiring

Economists like to draw triangles. In trade, you can't have high tariffs, no retaliation, and unchanged prices. In monetary policy, you can't fix interest rates, fix the money supply, and promise perfect stabilization. In hiring under unequal starting conditions, there is a similar triangle that most debates about fairness in hiring glide past.

When firms turn to algorithms to allocate scarce... jobs, they are pulled toward three attractive goals: strong efficiency (pick the candidates most likely to perform well), strong representation (make outcomes roughly mirror group shares), and strong formal neutrality (apply the same rules mechanically to everyone).

The problem is simple but uncomfortable: they cannot get all three at once. They can pick any two, but the third will move in the wrong direction. That is the "fairness trilemma," and once you see it, a lot of confusion about hiring algorithms and equity and inclusion initiatives starts to look less like a mystery and more like standard price theory. You can find the formal statement and proof in my working paper, "The Fairness Trilemma: An Impossibility Theorem for Algorithmic Governance."

The old promise

For a while, the story many firms told about hiring was simple. Bias lived in people's heads. Inefficiency lived in gut judgment. The fix was obvious: standardize, automate, measure. Replace discretion with data, and hiring would become both fairer and more effective.

That story powered a wave of investment in DEI programs and algorithmic hiring tools. Vendors promised something unusually attractive in both public policy and corporate governance: moral improvement without trade-offs. Better outcomes for disadvantaged groups, no loss of performance, and fewer uncomfortable conversations about discretion or power.

Algorithmic hiring systems were sold as a way out of the bind. Scrape résumés and applications, learn what predicts performance, enforce "fairness" mathematically, and let the model do the balancing.

But algorithms do not remove discretion. They relocate it -- to model design, to data choices, to the definition of "fairness" itself. And they tend to relocate it to places that are harder to see and harder to contest.

A parable in three corners

The now-famous story of Amazon's experimental hiring algorithm is a useful parable. Trained on historical résumés and hiring decisions, the system learned that applicants whose profiles resembled those of past male hires were more likely to be scored highly for technical roles. In practice, it downgraded résumés that looked "female-coded," reflecting a male-dominated tech workforce.

In a narrow technical sense, the model was not malfunctioning. It optimized predictive performance on the data it was given. It applied the same scoring rule to all applicants. It was efficient and formally neutral. What it could not do was generate representative outcomes from non-representative data.

At that point, the firm faced three options that map cleanly onto the trilemma. It could keep the model and accept unequal outcomes (efficiency + neutrality, weak representation), add fairness constraints to push outcomes toward parity and accept lower predictive accuracy (efficiency + representation, weaker neutrality), or reintroduce human judgment and overrides to correct the pattern (representation + discretion, weaker formal neutrality). Amazon ultimately walked away from the system.

A similar arc played out with HireVue's AI video interviews. The company advertised automated analysis of facial expressions, tone, and word choice as a way to standardize and de-bias early-stage screening. Critics pointed out that these features correlate with disability status, neurodivergence, and demographic background in ways that are hard to justify as job-related. Under mounting pressure, HireVue dropped facial analysis altogether.

In both cases, what failed was not the idea of screening itself. What failed was the belief that measurement could be neutral in a world of unequal starting conditions, and that you could get efficiency, representation, and neutrality "for free" from the right model.

A toy model

A simple model is clearly structured. Imagine a firm that needs to fill a fixed number of positions from an applicant pool divided into two groups, A and B. Applicants in both groups are scored by a predictive model that estimates their probability of success. Because of unequal starting conditions -- schooling quality, prior experience, background -- group A has a higher average predicted success rate than group B. The firm considers a single threshold rule: hire everyone with a predicted success score above some predetermined level.

Under unequal base rates, one rule cannot do all three. It cannot pick the highest-expected-performance candidates; have hires from groups A and B roughly match their shares in the applicant pool (or population); and apply the same threshold to everyone. If the firm insists on strong efficiency and strong neutrality, it sets one common threshold. Hires will be disproportionately drawn from group A, the group with higher predicted scores. Representation diverges from group shares.

If it insists on strong efficiency and strong representation, it has to relax neutrality with group-specific thresholds or weights so that more group-B applicants are hired while still trying to pick the best among them. But then applicants in A and B who have the same score are treated differently.

If it insists on strong representation and strong neutrality -- same rule for everyone, similar hire rates by group -- it will not be picking the highest-scoring candidates in aggregate. It leaves some higher-scoring applicants un-hired and takes lower-scoring ones, sacrificing efficiency unless and until the underlying inequalities disappear.

This is the fairness trilemma in its simplest form. You can choose any two corners of the triangle, but the third will move against you. The impossibility is not primarily about machine learning; it is about allocating scarce slots under unequal conditions.

Scarcity doesn't vanish; it moves

Economists have seen this movie before. Consider rent control. When price ceilings are imposed below market-clearing levels, scarcity does not disappear. It moves. It shows up as queues, non-price screening, side payments, and deteriorating quality. Landlords who cannot ration with rent will ration with waiting lists, personal networks, and discretion. Empirical work such as the Diamond-McQuade-Qian study of San Francisco rent control illustrates this pattern.

Hiring systems behave in much the same way. Constrain one allocation mechanism, and scarcity finds another channel. When performance metrics cannot do the rationing due to fairness constraints, organizations ration with committees, exceptions, holistic review, and opaque overrides. Each move preserves two corners of the trilemma by relaxing the third. Policy constraints adjust scarcity; ; they do not make scarcity go away.

What firms should do

When accepting that efficiency, representation, and formal neutrality cannot all be maximized at once, the question changes. Instead of asking "How do we eliminate bias without trade-offs?" firms have to ask "Which margin are we willing to relax, and where should discretion live?"

A more honest approach to equity and inclusion in hiring algorithms would do at least three things. Be explicit about priorities, and design governance around that choice. Put discretion where it can be monitored -- structured committees, documented overrides, review processes -- rather than burying value judgments inside model design and opaque fairness metrics. And stop selling algorithms as magic bullets. Models cannot engineer away the underlying trade-offs created by unequal starting conditions; at their best, they clarify where the constraints bind and what choices cost.

The goal is not perfection. It is legitimacy: openly deciding where the trilemma binds in a particular context, and taking responsibility for the consequences. more

Career development

21h

Guy Goma says it 'broke my heart' not to get BBC job after interview

Guy Goma has said it "broke my heart" not to get the job he applied for at the BBC, 20 years after he was accidentally interviewed by the Corporation live on air.

Mr Goma had turned up at Broadcasting House in London for a job interview with the BBC's IT department.

However, upon arrival, he was mistaken for technology journalist Guy Kewney and taken up to the BBC News studio.

There he was... seated in a chair and quizzed live about a court case involving Apple.

While Mr Goma did his best to answer the presenter's reactions, his shock and discomfort made the interview a viral hit.

Reflecting on the interview two decades on, Mr Goma said he did not get the job he was there to interview for with the BBC and to this day he "doesn't know why".

"It made me sad and it broke my heart, to be honest with you," he told Newstalk Breakfast.

"Because I was expecting that job as everything I was doing and it was matching with what I belonged."

While he might not have got the job, people still remember Mr Goma's appearance on the BBC and he is often stopped on the street.

"That question is coming every time people meet me on the street or when they meet me somewhere," he said.

"They say, 'Guy, did you get the job?' I always say to them, no.

"It was not my decision to get that job."

Now, Mr Goma works with people who have learning disabilities and when he wants to go unrecognised, he wears a hat or hoodie.

The interview also changed the life of the producer who mistook him for Guy Kewney and escorted him into the BBC News studios.

At the time, Elliott Gotkine said he thought "my world was over because of this cock up".

"I was producing the business news on the News Channel or the News 24 on the BBC and I was also doing some reporting shifts," he recalled.

"After that incident, I was basically banned from going on-air.

"I was asked to cover a reporter who was off sick; I came in the morning after a bank holiday Monday a couple of weeks after the event.

"I hadn't even sat down before my manager took me aside and told me that he couldn't let me on-air."

Feeling the mistake meant the "death knell for my career", he got a job at Bloomberg TV and left the BBC. more

Career development

1d

Mid-Level Technical Resume Writer

I need a seasoned resume writer who can take a mid-level technologist's career story and transform it into a concise, ATS-friendly resume that lands interviews. The emphasis is squarely on technical roles, so every line must showcase depth with programming languages, software-development tools, and system-administration skills while still sounding engaging to a human reader. You will refine my... existing résumé (or craft one from scratch if needed), tailor it to specific job descriptions I supply, and make sure keywords align with current applicant-tracking systems. Where beneficial, I'd also like a refreshed LinkedIn profile and a brief cover letter that echoes the résumé's branding and accomplishments. Deliverables: * One master résumé for mid-level technical positions * Up to two tailored résumé variants matched to job ads I provide * An optional LinkedIn "About" section rewrite and headline * A template cover letter that can be adapted quickly for future applications I consider the project complete when the résumé: - Passes an online ATS scan with high relevance scores for programming languages, software-development tools, and system-administration keywords - Reads naturally to a hiring manager, with clear, results-focused bullet points - Arrives error-free and formatted in both PDF and editable DOCX Timely delivery and open communication are important to me; I'm ready to supply background details and job postings as soon as we start. more

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Career development

4d

My boss recently reduced my salary. I'm totally very confused because their was no clear reason for doing that. Kindly advice me on the way forward.

R R
1d
Salary is something I don’t think any of us play with and in this economy with this inflation! It may be hard but start looking for something else. ... I have a great opportunity if you are interested but in the meantime i couldn’t take a reduction and for no reasons no way! more
Melanchtone Anzala
1d
Sad, what does your employment contract say? Anything in the policy? Kindly find out.

Career development

1d

AI generated identical résumés for a man and a woman: Hers was more likely to be labeled 'weak,' while his got a 97% approval rating

Add Yahoo as a preferred source to see more of our stories on Google.

If you're using AI for professional work purposes and are wondering if you're being judged for it, it might depend on who you are.

A new study sought to determine whether women -- particularly young women -- would be treated more harshly than their male counterparts for using artificial intelligence in job applications. Zehra... Chatoo, a former Meta strategist and the founder of thinktank Code For Good Now, used AI to generate identical résumés with just one difference: One was for a candidate called Emily Clarke, another for James Clarke.

The résumés were distributed to two groups, who had been told the documents had been created with the help of artificial intelligence.

Reviewers of Emily's résumé were 22% more likely to question whether the individual could be trusted compared to James. The female candidate's CV was also twice as likely to raise doubts about her competence and ability to do her job.

"She can't even write a CV herself -- not sure she has the skills to carry out the job," read some of the feedback on Emily's CV. James's résumé had a different response, with his use of AI justified: "He just needed a bit of help putting it together," was one response.

"When men use AI, we question their effort. When women use AI, we question their integrity. That difference changes the perceived risk of using AI," Chatoo said.

The latest data point feeds into broader concerns about an AI gender gap. In a working paper published last year, Harvard Business School Associate Professor Rembrand Koning put the adoption rate between men and women at about 25%.

Koning identified the concern Chatoo's study exhibits, saying women are concerned about the perception of their work if they use or rely on AI. Koning, a Professor of Business Administration, explained: "Women face greater penalties in being judged as not having expertise in different fields. They might be worried that someone would think even though they got the answer right, they 'cheated' by using ChatGPT."

It's perhaps no surprise, then, that women are generally more risk-averse when it comes to AI, a trend also seen in behavior like investing. A January study from Caltech, which surveyed 3,000 people, found women were consistently more skeptical than men that AI benefits would outweigh its risks, and were less convinced that their professional lives would gain because of the technology.

Their concern may be justified: A Brookings Institute study this year found that of the roles with high AI exposure, but low capacity to adapt to the technological change, 86% were held by women.

Gen Z are the harshest critics

A generational divide is also appearing in Chatoo's study, which surveyed 1,000 British adults: Gen Z men, who have grown up with AI, shared some of the harshest views about Emily's resume.

Of their responses, 3.5 times the number of Gen Z men described Emily's résumé as "weak" compared to James's, whose résumé had a 97% approval rating. By contrast, for the same resume content, Emily's CV was rated strong by 76% of respondents.

"If people believe they will be judged more harshly for using AI, they are less likely to adopt it -- regardless of their capability," Chatoo added. "Closing the AI adoption gap means addressing not just how people use AI, but how that use is evaluated."

This story was originally featured on Fortune.com more

Career development

2mo

Industry Advice on Answering 'What Is Your Greatest Achievement?'

2

Carol Lawrence
1d
interesting
Kahutia Hernandez
1mo
Hi there. How are you doing today. I just need a lil’ help connecting me to your school colleagues 🔴. I wanna assist them to crush their assignments... and get top grades ‘cause I’m solid in:

Marketing
Psychology
Econometrics
Social work
Nursing/Health Sciences
Engineering
Business/Management
English/Literature/Creative Writing

You wanna hook me up with them so I can help ‘em soar with my assignment writing skills.

Regards more

Career development

1d

AI Job Application Assistant

I'm building a Chrome extension that streamlines my job-hunting workflow end-to-end. After the first-time prompt where the user enters their name and uploads a base résumé, the extension should automatically grab the Job Description directly from the active job-listing page on LinkedIn, Indeed, or Glassdoor. Using the OpenAI API it must then: * Generate a résumé version that mirrors the JD's... keywords and priorities while retaining factual accuracy. * Draft a concise, role-specific cover letter that aligns with both the tailored résumé and the JD. Each submission is logged so I can track every application later on a lightweight companion website (not inside the extension). The database, powered by Supabase, stores at minimum the application number, date, company name, job title, full JD, the tailored résumé, cover letter, and application status. Koyeb will host the backend functions and scheduling jobs. Deliverables 1. Production-ready Chrome extension (.zip) with source code. 2. Supabase schema and secure API endpoints that the extension calls to create, update, and retrieve application records. 3. Koyeb deployment scripts / Docker files for any backend functions. 4. Clear README covering setup, environment variables (OpenAI key, Supabase credentials), and publishing steps to the Chrome Web Store. Acceptance is based on a live demo: enter a résumé once, visit a LinkedIn, Indeed, or Glassdoor listing, click a single button, and receive the customized résumé + cover letter while seeing the entry appear instantly in the web dashboard. more

Career development

1d

Concise Work Experience CV

I need a CV specialist to reshape the Work Experience section of my résumé. The rest of the document is in decent shape, but the employment history reads more like raw notes than a clear story. What I'm after is a brief, high-impact overview that shows progression and key achievements without turning into a wall of text. You'll receive: * My current CV (Word) * A short set of notes that explain... each role, the dates, and the stand-out accomplishments I believe matter most. You'll deliver: * A revised Work Experience section that flows smoothly and fits on one page when combined with the rest of the CV. * Final files in both editable Word and PDF formats. Tone should remain professional yet approachable, with strong action verbs and quantified results whenever they make sense. Please keep jargon to a minimum and avoid repeating points already covered in the Skills or Summary sections. If you have questions, feel free to ask before you begin so we can keep revisions light. more

Career development

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susan mazala

Edison Prudent

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Career development

Scroops.com Launches AI Voice Rehearsal Platform to Rebuild Social Skills

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Facing Down a Job Interview? AI Could Help You Prepare

kristina anderson

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morris ogwal

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ATS & Styled Resume Upgrade

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Business News | Transforming Potential into Performance: Placement Success of PGDM Batch 2024-26 at GIMS | LatestLY

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Transforming Potential into Performance: Placement Success of PGDM Batch 2024-26 at GIMS

Stuart Harper

Tonya Carpenter

CHERYL GLODOWSKI

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Transforming Potential into Performance: Placement Success of PGDM Batch 2024-26 at GIMS

Career development

You've Been on Every Dating App and Found Nobody

Career development

Polished Iconic CV Design

Career development

A Fairness Trilemma in Hiring

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Guy Goma says it 'broke my heart' not to get BBC job after interview

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Mid-Level Technical Resume Writer

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R R

Melanchtone Anzala

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AI generated identical résumés for a man and a woman: Hers was more likely to be labeled 'weak,' while his got a 97% approval rating

Career development

Industry Advice on Answering 'What Is Your Greatest Achievement?'

Carol Lawrence

Kahutia Hernandez

Career development

AI Job Application Assistant

Career development

Concise Work Experience CV