Career development

 2h

Over 60,000 Emiratis, 3,000 firms benefit from career counselling programme


DUBAI: The Ministry of Human Resources and Emiratisation (MoHRE) announced that more than 60,000 UAE citizens, including both job seekers and private-sector employees, along with over 3,000 private companies, have benefited from the services of the Ministry's career counselling programme.

The programme aims to enhance citizens' chances of securing jobs in the private sector that align with their... qualifications and specialisations, thereby supporting their career development and boosting their competitiveness and job stability.

To do so, the programme offers career planning advice and skill development opportunities that align with the changing requirements of the UAE labour market, in addition to developing participants' job search and interview skills and identifying suitable career opportunities.

Furthermore, the programme offers a range of services aimed at enhancing private sector establishments' ability to attract and retain national talents, supporting them to build and develop attractive and motivating work environments that contribute to growth, professional development, and increased productivity. This, in effect, enhances the private sector's competitiveness and supports its role as a key partner in achieving Emiratisation targets.

Farida Al Ali, Assistant Undersecretary of National Talents at MoHRE, said that the career counselling programme forms part of the Ministry's strategy to provide a comprehensive system to support Emirati citizens through various stages of their careers and strengthen their participation in the labour market.

These objectives, she explained, align with the UAE's targets to build a national human capital capable of competing, contributing effectively to sustainable economic development, and actively participating in the efforts to achieve the goals of the UAE Strategy for Talent Attraction and Retention.

She highlighted the gains companies achieve from the programme, which supports efforts to establish a suitable work environment to retain UAE citizens, reduce turnover rates, and benefit from aptitude assessments. These services can all be accessed through the programme's dedicated platform, she noted.

The career counselling programme will continue to provide its services to Emirati job seekers and UAE citizens currently employed in the private sector, as well as to establishments, Al Ali affirmed, noting that efforts are under way to ensure the programme is up to date with the rapid developments in the labour market, thereby enabling it to maintain the positive results it has achieved in terms of empowering Emirati professionals and supporting establishments.

This, she continued, forms part of the ongoing efforts to advance Emiratisation targets in the private sector, which the government regards as a strategic partner in employing and training UAE citizens.

The programme offers individual and group career counselling sessions focused on developing personal and professional skills, mapping career paths, enhancing job stability, developing competencies, integrating and adapting to the work environment, and developing time and stress management skills. It also addresses other topics that help boost professional readiness and enhance success and sustainability in the private sector. more

Career development

 2h

This startup flips recruiting by charging job seekers instead of employers


Hansheng Liu's first attempt to find a job through the startup Refer didn't work out.

It was this past fall, and the recent computer science grad from the University of Illinois said he hadn't done enough to beef up his résumé. Liu then spent part of the winter building a website and a backend server so he could gain more experience.

That's when he went back to Refer, a so-called reverse... recruiter for tech workers, where job seekers, not employers, pay a fee when they land a role.

Refer uses an AI agent to identify potential matches and introduce candidates to hiring managers and recruiters. If you get a job, you're charged 20% of your first month's salary.

The second time he tried Refer, Liu said his more robust résumé did the trick. He requested introductions to about a half-dozen companies, resulting, Liu said, in four interviews.

One of them was with a Bay Area firm that eventually hired him. So, when it came time to pay what Refer founder Andre Hamra calls a "success fee," Liu said he didn't mind.

"They helped me land a job," he said. "It's so worth it."

That kind of outcome is what Hamra is betting can reshape recruiting. The San Francisco startup, which recently raised a previously unannounced $7.5 million seed funding round on top of an earlier $2.5 million round, wants to give job seekers an agent that introduces them to employers after determining both sides are interested.

Refer is one of several companies using the reverse recruiter model. Hamra said the approach flips traditional recruiting, where recruiters earn a fee from employers when they fill a role.

"Their product is the candidate," Hamra said of recruiters. "Our product is the companies, the jobs. Our client is a candidate."

The approach comes as AI is remaking both sides of the hiring process. Companies have complained about AI-generated résumés that can feel indistinguishable from each other and bots that flood open roles with applications. Job seekers, meanwhile, often say the hiring process has become more impersonal because they get ghosted or never hear back at all.

An AI talent agent

Employers on the platform choose the roles they'll accept referrals for. Job seekers on Refer answer questions about their experience, desired salary, preferred location, the size of company they're looking for, any visa requirements, and what they want in a role. After both a candidate and an employer express interest in a match, Refer's AI agent, Lia, introduces them by email.

More than half of users secure an interview within 24 hours of an introduction, Hamra said. He compares the company's AI agent to a human agent that a celebrity or professional athlete might have -- someone whose job is to spot opportunities.

Refer users can request up to five introductions to firms per day, and once the agent makes an intro, employers have three business days to respond. If a candidate rejects a proposed match, they can explain why, so the AI incorporates that feedback into future recommendations.

The platform has facilitated more than 5,000 interviews and grown to roughly 2,000 employers and about 7,000 open jobs, Hamra said. It recently expanded beyond its early focus on software engineers from Stanford and other top universities to US tech workers broadly.

Hamra, 29, said he started the company in mid-2024 after becoming frustrated with how difficult it was for talented people to find work that matched their abilities. He said he'd been helping people find jobs since he was a teenager in his native Brazil. Later, while in business school at Stanford, he put up flyers offering to help people find jobs. The demand he saw led him to create Refer.

A different way to get noticed

Refer's model stood out to Sam Fankuchen, founder and CEO of Golden, which develops AI software for nonprofits to manage volunteers and donors. Golden has hired multiple employees through Refer and plans to do so again, he said.

"The kinds of candidates who join their service are so intentional about finding the right career fit that they don't mind absorbing the cost of the transaction," he said.

By contrast, he said some candidates working with traditional recruiters may prioritize maximizing compensation and changing jobs every couple of years.

Arjun Bakhale, founder of GreenLight, a software startup focused on clinical trials in healthcare, said he used Refer while a student to get an internship through an introduction to a startup's CEO.

Bakhale said he preferred that approach, despite the fee, because with the standard job-search process, "There's a good chance that the application just hits a brick wall."

The introduction to someone on the inside gave him confidence that he'd have a better shot at landing the role, he said.

"I know for a fact that the CEO, or someone higher up in the company calling shots, has seen my profile," Bakhale said.

Liu, the Illinois grad, said he would use Refer again, though he would like to see more companies join the platform -- something Hamra said the company plans to use the new funding to help accomplish.

Still, after months of applying to roles on his own, Liu said Refer delivered what a traditional job search often didn't: a direct introduction. For the role he accepted, that meant getting connected to someone in the HR department.

"That is pretty useful," he said.

Do you have a story to share about your job search? Contact this reporter at tparadis@businessinsider.com. more

Anonymous member


Career development 2d

A recruiter asked me for my current salary before discussing the role. Is there any benefit to answering honestly?

  • Devious Chaambwa

    3h

    It is a good practice for the recruiter to ask for pay slip of the interviewee to avoid new employees from premature resignations as a result of... dissatisfaction emanating from poor conditions.  more

  • Jim Nicholson

    18h

    I too would ask for the salary range for the position. If your current compensation is within that range, you could answer "my current salary is... within that range", or, "my current pay is higher/lower that that range". more

Load more...

Career development

 2h

Why applying for more jobs may not lead to more interviews - IT-Online


If you're eager to get a new job, you might think that playing the numbers game is the best way to get interviews and hopefully a job offer or two.

By Nolundi Matomane, talent acquisition manager at Pnet

After all, job hunting is stressful and keeping busy feels more productive than doing nothing. But applying for hundreds of jobs can do more harm than good to your prospects.

To understand why,... peek behind the curtains of the recruitment process. When you apply for every role that vaguely matches your background, you are one of potentially hundreds of people doing the same. Chances are that you are sending out a generic CV and cover letter because you do not have time to customise it for each role.

The first obstacle that your documents will encounter is the applicant tracking system (ATS) that many recruiters use to screen applications. If your CV and covering letter is not tailored to highlight your fit with the requirements of the role, they will probably not even get past the ATS.

Even if your application gets through the ATS, an experienced recruiter or hiring manager will pick up a template response or a generic AI-written cover letter straightaway. Once a human is reviewing your CV, you are trying to stand out for your credibility and unique fit with the role. Vague claims and non-specific examples of your experience will signal a lack of interest and effort.

Preserving your energy and focus is another reason not to apply for hundreds of your jobs. Even if you do not have your heart set on getting a response to every application, submitting dozens of CVs and filling in endless web application forms is exhausting.

The silence when you do not hear back from most applications can compound into frustration and burnout. Ghosting by recruiters can also take a toll on jobseekers' mental health, leaving many feeling disheartened and even questioning their self-worth.

Why relevance is your most powerful advantage

The strategy of applying for every role that loosely fits your industry or qualifications is not sustainable. You can quickly begin to feel as if your job search is futile. However, as difficult as the job market is, there are opportunities out there. Recruiters, too, are looking for the ideal candidate.

As such, the key to your success is not to apply for everything but to display your relevance for the jobs that are a good match for you. Identifying the jobs that best suit your profile and then tailoring your CV and cover letter can help you to display your relevance.

Customising your CV to highlight how your attributes, qualifications, experience and achievements match the advertised role shows that you have done your homework.

A smarter job search thus starts with looking carefully at every role and being honest with yourself about whether you really are a fit. Do you have most of the skills and qualifications they are asking for, especially their non-negotiables? Does your background align with what they need? Can you make a strong case for yourself?

As a general rule, jobseekers should aim for at least a 70% match with the job specification - anything less may mean you are unlikely to be shortlisted and could end up wasting both your time and the recruiter's.

If the answer is yes, invest time into the application. Research the company and spend time framing your experience to match the role's priorities. Write a cover letter that addresses how your ambitions, achievements and experience align. It can also help to mirror the language used in the job description, for example, if the role refers to 'user experience' or 'customer experience', use similar terminology so recruiters can quickly see the alignment."

Find your focus

Creating profiles on the right job platforms can help your job search. Registering on a South Africa focused portal can offer you visibility into local opportunities and help you connect with companies that are hiring. A portal like Pnet makes it simple to identify the right roles and apply with a click once your profile is completed in full.

Something even better than applying for the ideal job is making it easy for employers to find you. On Pnet, you can showcase your skills and experience on your candidate profile. Once your profile is complete, make it visible to recruiters by activating the 'Open to Work' setting so our smart matching tools can connect you with relevant opportunities." more

Career development

 3h

Over 60,000 UAE citizens, 3,000 companies benefit from career counselling programme: MoHRE


DUBAI, 15th July, 2026 (WAM) -- The Ministry of Human Resources and Emiratisation (MoHRE) announced that more than 60,000 UAE citizens, including both job seekers and private-sector employees, along with over 3,000 private companies, have benefited from the services of the Ministry's career counselling programme.

The programme aims to enhance citizens' chances of securing jobs in the private... sector that align with their qualifications and specialisations, thereby supporting their career development and boosting their competitiveness and job stability.

To do so, the programme offers career planning advice and skill development opportunities that align with the changing requirements of the UAE labour market, in addition to developing participants' job search and interview skills and identifying suitable career opportunities.

Furthermore, the programme offers a range of services aimed at enhancing private sector establishments' ability to attract and retain national talents, supporting them to build and develop attractive and motivating work environments that contribute to growth, professional development, and increased productivity. This, in effect, enhances the private sector's competitiveness and supports its role as a key partner in achieving Emiratisation targets.

Farida Al Ali, Assistant Undersecretary of National Talents at MoHRE, said that the career counselling programme forms part of the Ministry's strategy to provide a comprehensive system to support Emirati citizens through various stages of their careers and strengthen their participation in the labour market.

These objectives, she explained, align with the UAE's targets to build a national human capital capable of competing, contributing effectively to sustainable economic development, and actively participating in the efforts to achieve the goals of the UAE Strategy for Talent Attraction and Retention.

She highlighted the gains companies achieve from the programme, which supports efforts to establish a suitable work environment to retain UAE citizens, reduce turnover rates, and benefit from aptitude assessments. These services can all be accessed through the programme's dedicated platform, she noted.

The career counselling programme will continue to provide its services to Emirati job seekers and UAE citizens currently employed in the private sector, as well as to establishments, Al Ali affirmed, noting that efforts are under way to ensure the programme is up to date with the rapid developments in the labour market, thereby enabling it to maintain the positive results it has achieved in terms of empowering Emirati professionals and supporting establishments.

This, she continued, forms part of the ongoing efforts to advance Emiratisation targets in the private sector, which the government regards as a strategic partner in employing and training UAE citizens.

The programme offers individual and group career counselling sessions focused on developing personal and professional skills, mapping career paths, enhancing job stability, developing competencies, integrating and adapting to the work environment, and developing time and stress management skills. It also addresses other topics that help boost professional readiness and enhance success and sustainability in the private sector. more

Anonymous member


Career development 1d

My boss told me I should be "grateful to have a stable job" when I asked about a raise. Is that a sign it's time to leave?
Load more...

Anonymous member


Career development 15h

I received an offer with a 40% salary increase, but everyone says the company has terrible work-life balance. Would you take the risk?

  • Emory Scott

    7h

    Been there, looks good to start, all promises . However if you have a family or anytime of love life one or the other will end. Hold to the 40% job... and odds are the divorce will end up costing more than that 40 % raise that looks good at first. If your a workaholic and no life then go for it. more

    1

  • Tom Cunningham

    13h

    Now would be a good time to directly ask about the expectations that come with the position. 40% is a big increase, but if it comes at the destruction... of your personal life, it may end up as a short term hire. more

    -1

Career development

 7h

A Prospective Employer Called Her Current Boss Without Permission Before Making Any Offer, So She Withdrew Her Application Immediately


Providing professional references is supposed to give a candidate control over who gets contacted during a job search, not an open invitation for a company to go digging on their own.

One job seeker discovered that boundary meant nothing to a prospective employer after interviewing for a role she was excited about, having disclosed her current employment status clearly both verbally and on her... resumé.

Rather than sticking to the three references she'd actually provided, someone from the company found her current boss's phone number and called him directly, leaving a voicemail unprofessional enough that her boss felt the need to warn her about it personally.

Now she wonders if this employer's indiscretion put her on shaky ground at her current role.

Keep reading for the full story.

I recently interviewed for a position that I was genuinely interested in. During the interview, I made it clear that I was still employed at my current company. It was also clear on my resumé!

They later asked me for professional references, and I provided three people who had agreed to be references.

But this prospective company soon went out of their way to go against this candidate's wishes.

Instead of contacting only the references I provided, someone at the prospective company somehow found my boss's phone number, and called him directly without my knowledge or permission.

He left a voicemail with my boss that my boss fortunately shared with me, and it was rather unprofessional for our industry. I was so embarrassed.

This candidate clarifies why they're choosing to leave their current position.

I actually have a great relationship with my boss and current company, but the pay is too low. That is the only reason I am looking. Fortunately my boss was kind to share this with me and he was understanding, but this was such an awkward spot to be put in.

Left to pick up the pieces, this candidate wonders how this was allowed to happen in the first place.

I am so upset that this happened before receiving an offer. Is this standard industry practice?

I just don't see how it's acceptable to contact an obvious current employer without consent and without an offer.

They also worry about their standing with their current company.

Also, both my current employer and prospective employer are small businesses that wouldn't use background check systems.I ended up withdrawing my application, but I am worried now about my current role now that they know I am looking.

This candidate is right to be concerned about this.

Redditors share their take on the matter.

This user takes this as a glaring red flag.

This behavior really doesn't paint the new company in a good light.

Why not return the unprofessionalism?

This candidate could also consider a lawsuit.

The core issue here isn't really about industry norms, it's about consent, and no company should be independently sourcing a current employer's contact information when a candidate has already provided a specific list of people willing to speak on their behalf.

That kind of unauthorized outreach doesn't demonstrate thoroughness, it demonstrates a disregard for the very real risk it creates for someone still employed elsewhere.

The unprofessional voicemail left behind only reinforces that this wasn't handled with any real care or judgment.

Hopefully the next company she applies at actually knows how to do their job. more

Career development

 9h

Meet Caroline, nanny who built six-figure career working for diplomats


Caroline Okun has travelled to Germany, Britain and India. She has worked for diplomats, United Nations officials and expatriate families. She signs employment contracts, holds childcare and First Aid certifications, and earns as much as Sh100,000 a month. Yet her career began with a housekeeping job that paid just Sh1,500 a month and employers who sometimes denied her food.

Before she introduced... herself during our meeting, Caroline handed over a résumé listing her qualifications and references. It looked no different from the CV of an accountant, teacher or executive.

At 40, she is unusually shy. She speaks softly as she reflects on a journey that has taken her from poorly paid domestic work to caring for children in diplomats' homes.

"I have been a nanny for more than 13 years, but professionally it has been 11 years," she begins.

After giving birth to her first child, Caroline struggled to find work in her hometown in Homa Bay. A friend eventually connected her to her sister in Nairobi, where she worked as a housekeeper.

"The pay was very low, about Sh1,500 a month in 2013," she recalls. She stayed for about a year before joining a bureau that connected her with housekeeping jobs in different homes across Nairobi.

Those early years were some of the hardest.

"It was very challenging. At times, employers would threaten me if I did not do every task they wanted."

In one home, she was almost raped, but she managed to escape in the thick of night.

Other employers refused to pay her salary. She also remembers working for one family where the man of the house was a police commander.

"They would abuse me. I used to sleep outside, and sometimes they would not leave food for me. Many times they threatened to take me to jail if I failed to do what they wanted," recalls the mother of three.

Those experiences became a turning point. Instead of giving up, she decided to invest in professional training.

Read: I was a nanny due to lack of fees, now I'm a county administrator

She completed professional training for nannies and studied infant and early childhood care, covering different stages of development from birth to six months and up to two years at Strong Start Kenya. She also completed First Aid and CPR courses and has continued to refresh her knowledge through infant care and other child-related training.

Today, she particularly enjoys planning engaging activities that support children's learning and development through play.

Her qualifications gradually opened new opportunities. She was later referred to work for an Indian family in Kenya, earning Sh18,000 a month. Although the salary was better, she says the treatment was difficult.

Read: Nakedness and parenting: At what age should parents stop bathing their children?

"I would travel with them, and I would not get food. They would belittle me when we travelled outside the country. I would not sit on the couch where they sat. I would sit on the floor."

It was around this time that Caroline made another decision that would shape her career. She created a professional résumé that she could use when applying for work.

She hopes to open a childcare facility because of her love for children and the experience she has gained over the years.

"I love being around children. They are spirit-free people. I love how they are willing to learn. Teaching them different things and watching them grow gives me satisfaction."

She believes professional skills make a significant difference in childcare.

"Sleep training is very important. Creating a routine helps children get enough rest, which is important for brain development," she adds.

She also believes nannies should understand how to handle tantrums and learn better ways of communicating with children.

Since 2017, Caroline has worked for several diplomats' families, including German and British families, as well as United Nations officials.

Why does she prefer diplomats' homes? "They treat someone with respect. You can even eat at the same table. They make it easy to do the job."

Like many professionals, she now works under formal contracts, works from 8am to 5pm and spends weekends with her family. She has employed another nanny to care for her children.

"I've learnt to appreciate other people's work. I treat her with respect because she takes care of my children just like I take care of other children."

Depending on the contract and how long a diplomat is posted to the country, she can earn up to Sh100,000 a month.

Read: Kenyan nanny who went viral on social media opens up about her life

"Any work I get right now, I have to sign a contract, including when travelling."

Her career has also taken her beyond Kenya, including travelling to Germany, the United Kingdom and India.

Along the way, she has learnt that technical skills alone are not enough. "You can't keep going around sharing other families' secrets. You lose trust, and that can kill your career very fast. Always stay true and learn to cover each family's weaknesses. No family is perfect."

Caroline says one mistake many nannies make while searching for opportunities is pretending to be someone they are not.

"Just be honest instead of lying. Avoid hiding your behaviours and just be respectful."

Follow our WhatsApp channel for breaking news updates and more stories like this. more

Anonymous member


Career development 3d

I accidentally saw a spreadsheet showing salaries, and I'm earning much less than coworkers with similar responsibilities. Do I admit how I found out, or focus only on market rates?
5   

  • Catherine Pearce

    12h

    Yes. Ask for the raise & site your current duties and the cost of living right now. If they say yes and offer you something too low you’ll need to... negotiate. You have to have your own back 😁 Best of luck you deserve it. more

    1

  • Catherine Pearce

    12h

    Yes. Ask for the raise & site your current duties and the cost of living right now. If they say yes and offer you something too low you’ll need to... negotiate. You have to have your own back 😁 Best of luck you deserve it. more

Load more...

Career development

 14h

The debate over "polishing" your résumé


Some job seekers view resume exaggeration as a strategic way to ensure their relevant skills aren't overlooked by automated filters, while others caution that even minor falsehoods can have serious consequences due to sophisticated verification tools.

In today's competitive job market, the line between "polishing" a résumé and outright fabrication is a source of intense debate. A redditor asked... the community on r/resumes, "How much do you lie on [your] resume?" They went on:

The discussion highlights how people navigate the ethics of career "embellishment" to survive a job market dominated by automated filters. While some view the resume as a strategic marketing document where a little fiction is a necessary tool, others warn that modern verification systems have made even small lies more dangerous than ever before.

Playing the keyword game

Some job seekers see the automated filter as the first hurdle in the hiring process. For them, inflating job titles or project scopes is a defensive measure to ensure relevant skills aren't overlooked by a machine. They argue that if a candidate is capable of performing the work, reframing the details is simply a way to bypass a "broken system."

The modern verification trap

Some say that sophisticated verification tools have made resume fiction far more difficult to get away with than it was just a few years ago. In that case, even a minor date discrepancy can lead to an automatic rejection or immediate firing if the truth surfaces. These folks emphasize that maintaining your integrity is actually a more practical strategy for long-term career stability than taking high-risk shortcuts.

Polishing and reframing the truth

Many people find a middle ground by using "corporate speak" to maximize the impact of their genuine experience. Rather than inventing roles, they focus on highlighting transferable skills and using synonyms that better align with a specific job description. This approach is often viewed as "marketing" oneself effectively without crossing the line into falsehoods.

Closing gaps and adjusting dates

People frequently handle gaps in employment on their resume through minor date adjustments or by categorizing periods of underemployment as professional freelancing. Although many redditors feel that stretching an end date by a month or two is a harmless way to avoid the stigma of being out of work, some worry that even a one-month mismatch can trigger a background check flag.

The conversation suggests that the reality of the job market pushes many into uncomfortable choices. Whether it's extending a date by a few weeks or claiming proficiency in a software after a weekend of self-teaching, the definition of an acceptable "lie" remains highly subjective. What is your limit for resume "polishing"?

Ready to step up your professional game? Read the full debate in r/resumes, or find more career strategy and workplace insights in r/jobs, r/careeradvice, and r/recruitinghell.

This story highlights the perspectives of Reddit users, not Reddit, Inc. Some posts or comments may be lightly edited for clarity. Questions or concerns? Contact us at upvoted@reddit.com. more

Career development

 15h

From Random Coding to Research at IIT: The Journey I Never Planned


From Random Coding to Research at IIT: The Journey I Never Planned

For the longest time, I was just another student who loved technology but had absolutely no roadmap. I built projects, explored AI, tried web development, contributed to open source, participated in hackathons, and learned whatever caught my attention. If something looked exciting, I would dive into it without thinking twice.... Looking back, I wasn't following a structured plan.

I was simply driven by curiosity. While many people around me seemed to have clear goals, I was experimenting with different technologies, trying to discover what truly interested me. Sometimes I questioned whether I was wasting my time because I wasn't specializing in one domain, but every project, every bug I fixed, and every late night spent learning something new was unknowingly preparing me for opportunities I couldn't yet see.

Everything changed because of a simple conversation. One day, I came across the profile of my friend Vaishnavi Pandey, who was involved in research at IIT BHU. Until then, research was something I associated with scientists in laboratories or PhD scholars publishing papers. I never imagined that undergraduate students could actively contribute to meaningful research, especially in computer science. Curious, I started asking questions about what research actually involved, how students got started, and what professors expected. The more I learned, the more fascinated I became.

Unlike regular software development, research wasn't just about building applications it was about asking questions that didn't yet have answers, solving open problems, and creating something genuinely new. That idea completely changed how I looked at computer science and made me realize that research was something I wanted to pursue.

Once I made that decision, I didn't magically become an expert overnight. I didn't have dozens of publications or an extraordinary résumé. What I did have was genuine curiosity and a willingness to learn.

I began reading research papers, strengthening my fundamentals, improving my problem-solving skills, and working on projects that reflected my interests instead of simply following tutorials.

Eventually, I got an opportunity to connect with a professor through the WTM Group at IIT. Rather than trying to impress with numbers or achievements, I focused on showing my work, explaining what I had learned, and expressing my genuine interest in contributing. Thankfully, I was given an opportunity, and I grabbed it without hesitation. That single opportunity became one of the biggest turning points in my academic journey.

One thing this experience taught me is that people often make research seem much more complicated than it actually is. Many students believe they need countless certificates, multiple internships, perfect grades, or an extraordinary GitHub profile before approaching professors. While those things can certainly help, they are not what matters most. Professors are looking for students who are curious, willing to learn, capable of thinking independently, and ready to put in consistent effort. Strong fundamentals, genuine interest, and the ability to solve problems are far more valuable than simply collecting achievements to fill a résumé. Research is less about already knowing everything and more about being willing to learn what nobody has figured out yet.

If there's one piece of advice I could give to anyone hoping to get into research, it would be this: don't wait until you feel "ready."

I almost convinced myself that I needed another project, another certification, or another achievement before applying. The truth is that you'll probably never feel completely ready.

Growth begins the moment you step outside your comfort zone. Reach out to professors whose work genuinely interests you, read their papers, build projects that demonstrate your understanding, ask thoughtful questions, and don't be afraid of rejection.

Every email you send and every conversation you have increases the chances of finding the right opportunity. Sometimes, all it takes is one person willing to believe in your potential.

Today, when I look back, I realize that this journey didn't start with a perfect résumé, a prestigious internship, or an exceptional achievement. It started with curiosity, consistent effort, and the courage to take a chance on something completely unfamiliar.

Every random project I built, every community I joined, every hackathon I participated in, and every failure I experienced contributed to where I am today. If you're someone who feels lost, unsure of your direction, or worried that your profile isn't strong enough, remember that exploration is never wasted.

Keep learning, keep building, stay curious, and don't hesitate to pursue opportunities that excite you. You never know which conversation, project, or email might completely change the course of your career just as one conversation changed mine. If you're a student reading this, don't underestimate where curiosity can take you. Build consistently, learn deeply, and don't be afraid to reach out you have far less to lose than you think.

The journey you dream about tomorrow begins with the effort you put in today. more

Career development

 15h

Want to be the New Deschutes Public Library Director? Todd Dunkelberg Says 'Listen' - The Source - Bend, Oregon


From solving bar side sports arguments to waiving late fees, Dunkelberg reflects on the soft science, joys and lessons of library leadership

The year was 1999. Books, magazines and newspapers still ruled the Earth. The internet, barely existent, wriggled in a puddle somewhere. Todd Dunkelberg had already earned a master's in library and information science from the University of Texas-Austin.... He'd been working as a children's librarian when he was tapped to relocate to Central Oregon to manage the Redmond Library.

Flash forward to 2026. Dunkelberg, executive director of the Deschutes Public Library system since 2009, has watched the information age accelerate at Mach speed toward a brave new world.

Libraries, and the reading public alike, have adapted. The way folks seek information has changed as much as the ways libraries serve communities is now technologically focused.

Along the way, Dunkelberg has overseen the implementation of a $195 million bond and construction of the Redmond Public Library and, as of April, the Central Library at Stevens Ranch in Bend.

Dunkelberg, at 59, is easing toward a long-announced retirement this fall. The trouble herein lies not with what he'll do with all the newfound free time but in helping find the next person to fill his shoes.

To help with the hunt, The Deschutes Library board of directors signed a $45,000 one-year contract with DSG | Koya, an executive recruiting firm, earlier this year. After reaching out to 300 people and receiving 50 applications, the firm presented 16 candidate résumés. S search committee interviewed eight candidates, arriving on two finalists who traveled to Bend earlier this month to present their visions for the library system.

As the dust settles, however, the position remains open.

The library has temporarily paused its search; it will consider appointing an interim director at its Aug. 12 board meeting.

In the meantime, the Source chatted with Dunkelberg about a career that has spanned a revolutionary period in the library sciences. He also speaks about the relational, playful nature with everyday readers -- and library staff alike -- who he's found invaluable in steering a library system into the 21 Century.

[This conversation has been edited for length and clarity.]

the Source: What made you want to join the world of libraries?

Todd Dunkelberg: There's a book called "What Color is Your Parachute?" [that] goes through a lot of worksheets to figure out what work matches your qualities and what you're looking for. When I did that, it became obvious that libraries were an amazing fit. I started out in libraries when it was pre-internet. All the information came from research, books, newspapers and archives.

tS: Obviously, there's since been a revolution in how people consume information.

TD: Yes, but the central customer service, helping connect people to the information, connecting people to the joy of reading -- all that still exists. The way we deliver it has changed.

For example, when I started out, it wasn't unusual to get a call from somebody at a bar saying, "We're here having an argument, and we want to know who won the World Series in 1962 and how many games it was."

[Laughter.]

TD: It was fun -- it was a pretty heady feeling to be like: I can answer that. We'd grab a sports almanac and go from there. Now, we can do that in about 2 seconds with our thumbs and our cell phones. So that piece has changed a bit, but in a lot of ways, we still use those skills but to do a deeper dive into research, helping people get beyond the surface and understand how the information they're getting isn't accurate. We're still really about literacy. I was reading an article about a health services library that has virtual reality goggles. Those make me think of gaming. But medical students were using the goggles to practice surgery.

tS: Wow.

TD: It really helped shift my thinking. We're about connecting people, sometimes through digital literacy. If you want to get a job, you have to understand how to use the technology. That's why we have a 3D printer. How does that fit with my view of a building filled with books? With our new buildings Redmond and now in Bend, it's about connecting our communities. That's why we have a maker's space and a children's discovery area.

tS: So back to the 1962 World Series...

TD: It was seven games. And the Yankees beat the Giants.

[Laughter.]

tS: When we met at the library a few months ago, you checked two books out to me and now they're overdue.

TD: We haven't charged fees for about 10 years, so you're safe. Eventually, if they're too late, you'll probably get a bill from us for the entire book. But if you bring it back, the bill will go away.

tS: When I was an undergraduate student, I remember an English teacher got arrested because he had too many unpaid fines at the city library. People were like, whoa, that's serious overkill. When DPL got rid of fees, was that part of a national trend?

TD: For me as a director, I was looking at our budget and at how much time our staff was spending in interactions with people about a 10-cent fine. I realized that the argument was costing the library about $10 in staff time. That lead me to question why we were doing this. I found a lot of research throughout the country about the effectiveness of fines, and what I found was counterintuitive: it showed that fines had just created a barrier to entry, especially for low-income users. Anecdotally, as a children's librarian, there were numerous times when a high school freshman would come in to check out a book to write a report. I'd look at their record, and they had a copy of "Curious George" that came in late when they were in kindergarten and they hadn't been able to use their card since.

tS: Oh, no.

TD: And that's completely opposite of what we're trying to accomplish at the library. In the decade since we got rid of fines, it's really had no impact on our ability to keep books and it hasn't impacted our budget. As a director, sometimes it's good to question something that seems like it's always been there, but to wonder why it is and do we need to change?

tS: That's so interesting. What are some other examples of fresh thinking that make for a good library director?

TD: I can't take full credit for this, but our staff discussed a lot of studies about listening to your staff, listening to your community. Especially if you look at our building projects, the things that seem unique and innovative came directly from customers' desires, like our collaborative working area, our maker's spaces, our children's discovery area. Those were things that our community told us they'd like to see, what they need to thrive. A really big piece that's really needed is the ability to listen and to know how to translated that into what fits with our mission. And when it doesn't fit, we can find ways to make partnerships so we can stay focused on our mission.

tS: I have the impression that you're very relational with everyday readers. Where does that rank in importance for the new director? Also, where does having fun as a director fit in? I'm flashing to that hilarious video you filmed where you introduce the new Redmond library using Gen Z slang.

TD: Everybody has their own styles; I like to have fun, but that's just me. There's plenty room for a director who's a very serious person, as well. Those are the intangibles that you're looking for in a new director. It goes back to really listening. How well do they connect with people? That's a more important piece than what genre they're reading. The joy of libraries for me is everyone's reading is different. A new director may be 100% into historical nonfiction, or they may be into fantasy literature. It doesn't matter. It's about connecting people to the process, joy and discovery of reading itself.

tS: What are your retirement plans?

TD: I'd like to volunteer, contribute to our community in some other way. I'd like to travel. First, I'll head to the Oregon Coast to sit and think about where I'll want to go.

tS: I assume books will inform these travel decisions.

TD: Yes. I just read a novel that took place in Tokyo and it made me think I should go there. So, that's probably my entry point. Then I'll go grab a travel book and learn more about the place.

tS: In retirement, you'll have plenty time to read books.

TD: I would love to say I'd read more books, but I'm also the world's best procrastinator, so I may just feel guiltier about not reading books. more

Career development

 17h

Ramp's billionaire CEO ignores résumés and Ivy League degrees -- he's more interested in engineers who built Minecraft servers as teens


The most valuable hires, according to Ramp cofounder and CEO Eric Glyman, aren't the ones with the lengthiest or most impressive résumés. They're the ones not even in the job market yet.

Glyman's hiring philosophy runs against the standard corporate playbook of a litany of credentials, crazy connections, and elite college degrees. He's after what he calls a "spike," or exceptional drive.

"I'm... less interested in what is the résumé," he said on David Senra's podcast in an episode published Sunday. "I'm far more interested in proof of work."

Senra's podcast counts Jeff Bezos, Shopify CEO Tobi Lütke, and Coinbase CEO Brian Armstrong among its listeners, according to reporting from Fortune's Lily Mae Lazarus, and has become something of an obsession among the world's most powerful CEOs. Ramp is now Senra's largest advertiser and is a corporate card and expense-management startup that automates business spending. Ramp serves 70,000 customers, crossed $1 billion in annualized revenue, and is currently valued at $44 billion.

Why Ramp's Eric Glyman hires for 'proof of work' over résumés

Glyman said "proof of work" tends to show up early and in unexpected places.

On the podcast, he described an entire community of Ramp engineers whom the company found because, as teenagers, they had poured 80 or 100 hours a week into Minecraft. Some of them built private servers so entertaining that other kids flocked to play. One even paid his way through college -- which cost hundreds of thousands of dollars -- by turning that obsession into a small business before he was old enough to drive, said Glyman, who's worth nearly $2 billion, according to Forbes.

Traditional hiring filters, Glyman said, would have screened those candidates out for not having a college degree or a well-rounded profile. Instead, they had an obsessive focus and the technical chops to push the software well past what it was built to do.

That drive has become so important, in fact, Ramp's hiring process now consciously hunts for that signal. They scan places like GitHub or "bizarre fringe communities," Glyman said, looking for people. The company also leans heavily on referrals from people with what he called "asymmetric information" about who a candidate really is. Even a grueling 15-hour interview loop, he argued, tells you less than two business days of actually working alongside someone.

Ramp's decision to focus on younger talent is also economical. Glyman likened top early-career candidates to a mispricing in the market. By a student's junior-year summer, or after five years on the job, that talent is "priced in," and Ramp finds itself bidding against quant firms and AI labs paying top dollar. more

Anonymous member


Career development 4d

I'm interviewing for a new job, but I don't have a good reason for leaving other than wanting more money. Is that enough, or should I avoid saying it?

  • Jim Nicholson

    17h

    I would never say that. Say something like "I want more/faster career advancement and responsibilities." What would your reaction be if your boss... came in and said, "I'm replacing you with someone I can pay a lot less to"? My reaction would be similar if you came in saying you are interested in the open position I had because you wanted more pay. more

  • CASH ONTHEBEAT

    3d

    Don’t say that just say “I’m looking to expand my skills/talents w. A company I can be an asset to.”

Load more...

Anonymous member


Career development 1w
I'm worried that staying with the same employer for 8+ years is hurting my earning potential. Has anyone regretted staying loyal for too long?

  • Jim Nicholson

    17h

    It depends on many factors; Do you really like the jobs you have had there? Are you fairly compensated for the work you do? Do you enjoy the people... you work with? Many companies have employee benefits tied to longevity (vacation, bonus, potential severance). Would you be losing anything if you had to "start over again"? more

  • Jada

    2d

    There are time when I feel that my loyalty to and care for the brand goes unnoticed. And in those moments it sometimes feels as though it wasn’t worth... it, especially when what I’m asking for is bare minimum. However, I truly love what I do and I’m not sure if any other company would have allowed me to grow in the way that I did had I left that brand and took my talents elsewhere.

    I work in the hospitality industry and have been with my job 13 years.     more

Load more...

Nick Rogers


Career development 6d
I've been interviewing for months and keep hearing, "We loved you, but chose someone with slightly more experience." How do you break out of this cycle?
2   

  • Jim Nicholson

    17h

    You need to continue to focus on accomplishments, net savings, increases in revenue, etc. that you were responsible for. Those things are music to... hiring manager's ears and get stacked above "experience". I would hire someone with far more output metrics over someone with more years of "experience". more

  • Eric Miles

    2d

    You should pursue the discussions further. The feedback youare looking for is "what in my background or experience would have made me the selected... candidate.?" If they are telling the honest truth, they may be willing to share. more

Load more...

Anonymous member


Career development 1d
I have 25 years of wireless experience with Verizon. I have an MBA (Management) and an MBA (Project Management) and I can't get an interview. What am I doing wrong?

  • Jim Nicholson

    17h

    How strong is your resume and cover letter(s)?
    25 years of service at one company is impressive, however employers are looking for problem solvers and... contributors that match or exceed their experience. List not just duties and responsibilities, but accomplishments. What problems did you solve? What significant accomplishments did you achieve? (for example, " I developed, proposed and implemented a system that led to X increased revenue, or X reduction in response time to...." Statements that make a prospective employer say to themselves " I really need this person here".  more

Anonymous member


Career development 4d

My boss asked me to take on a second role "temporarily." It's been 10 months. How long would you wait before pushing back?

  • john ladislaus mwumvaneza

    1d

    If you think it is enough then push back.

  • Arthur Neal

    2d

    My email only showed up til "temporary" I wish I saw the rest before. Did you negotiate time and pay? 10 months is not temporary, temp is like 2... months max. They are taking advantage of you. I say do this in writing because I feel they will retaliate once you set your new terms. Make up something, they lied to you, lie to them and don't feel bad about it. Companies, and people, will take advantage of you if you let them. They actually delight in it. you've got classes you want to take that overlap this temporary role, or the responsibility is costing you more money and you need to make more, or ask how you add this to your resume. If they never set the time frame, you can end your involvement. "I am willing to do this until x date to help with finding a replacement or give you time to think" definitely think on this maybe ask around a bit more, search linkedin and here, maybe glassdoor. Do you have relatives with more work experience to ask? Shit, ask a rando. Then proceed. more

Load more...

Career development

 20h

Ramp's billionaire CEO ignores résumés and Ivy League degrees -- he's more interested in engineers who built Minecraft servers as teens | Fortune


The most valuable hires, according to Ramp cofounder and CEO Eric Glyman, aren't the ones with the lengthiest or most impressive résumés. They're the ones not even in the job market yet.

Glyman's hiring philosophy runs against the standard corporate playbook of a litany of credentials, crazy connections, and elite college degrees. He's after what he calls a "spike," or exceptional drive.

"I'm... less interested in what is the résumé," he said on David Senra's podcast in an episode published Sunday. "I'm far more interested in proof of work."

Senra's podcast counts Jeff Bezos, Shopify CEO Tobi Lütke, and Coinbase CEO Brian Armstrong among its listeners, according to reporting from Fortune's Lily Mae Lazarus, and has become something of an obsession among the world's most powerful CEOs. Ramp is now Senra's largest advertiser and is a corporate card and expense-management startup that automates business spending. Ramp serves 70,000 customers, crossed $1 billion in annualized revenue, and is currently valued at $44 billion.

Why Ramp's Eric Glyman hires for 'proof of work' over résumés

Glyman said "proof of work" tends to show up early and in unexpected places.

On the podcast, he described an entire community of Ramp engineers whom the company found because, as teenagers, they had poured 80 or 100 hours a week into Minecraft. Some of them built private servers so entertaining that other kids flocked to play. One even paid his way through college -- which cost hundreds of thousands of dollars -- by turning that obsession into a small business before he was old enough to drive, said Glyman, who's worth nearly $2 billion, according to Forbes.

Traditional hiring filters, Glyman said, would have screened those candidates out for not having a college degree or a well-rounded profile. Instead, they had an obsessive focus and the technical chops to push the software well past what it was built to do.

That drive has become so important, in fact, Ramp's hiring process now consciously hunts for that signal. They scan places like GitHub or "bizarre fringe communities," Glyman said, looking for people. The company also leans heavily on referrals from people with what he called "asymmetric information" about who a candidate really is. Even a grueling 15-hour interview loop, he argued, tells you less than two business days of actually working alongside someone.

Ramp's decision to focus on younger talent is also economical. Glyman likened top early-career candidates to a mispricing in the market. By a student's junior-year summer, or after five years on the job, that talent is "priced in," and Ramp finds itself bidding against quant firms and AI labs paying top dollar.

But if they were to catch that same candidate as a freshman -- before there's a résumé to bid on -- then the math changes. He also argued it builds loyalty.

"You can find signs of incredible aptitude, drive, and potential for performance early on, and start to build an affinity," he said. "So we try to find those folks and give them a lot more responsibility."

Glyman also looks for motivation when hiring

The billionaire Ramp CEO said there's another important characteristic that matters when hiring: motivation. He said he spends a considerable amount of time trying to understand what a candidate actually wants over the next five, 10, 15 years independent of working at his company specifically. He also evaluates whether that ambition genuinely overlaps with what Ramp is trying to do.

"If there isn't a clear sign of evidence of why they might want the same thing and how it can connect, don't worry about it," he said. "Don't waste your time."

Glyman's hiring strategy echoes Elon Musk and other execs

Glyman's philosophy about hiring matches other top CEOs. Elon Musk, for example, has said much the same thing repeatedly.

"I agree with Elon's philosophy of trying to find really smart people, in part because it allows you to find maybe something like a mispricing in the market," Glyman said.

In a joint podcast episode with Stripe cofounder John Collison and podcaster Dwarkesh Patel, Musk said his aspirational advice on hiring is: "Don't look at the résumé," and that he asks his staff for bullet points on "evidence of exceptional ability." Musk also weighs a candidate's talent, drive, and trustworthiness, adding that "goodness of heart is important."

"I underweighted that at one point," Musk continued. "So, are they a good person? Trustworthy? Smart and talented and hardworking?"

Kurt Alexander, president of Omni Hotels & Resorts, also told Fortune's Preston Fore he screens candidates with a deliberately disarming question: "What are some of the rough edges in your personality?" He argued this can reveal more than a polished résumé ever could.

"Hard work beats talent when talent doesn't work hard," he continued. "But if talent works hard, talent wins." more