Tim Jacobs


Career development 1d
Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.
6   

  • Sheila Milburn

    1h

    Also a test of Bias, preconceived notions or assumptions. Do you begin to add sugar or cream prior to tasting. For food, adding salt or pepper prior... to tasting. It appears as if you believe that they don't know what they are doing. If you have preconceived notions are you able to learn new concepts; are you flexible; will you work well on a team?  more

  • O'connel Maneno

    5h

    Some will add more sugar to the coffee even before they taste it

    1
Load more...

Career development

 18h
"Which part of a bicycle do you associate yourself with?".
This is one of those tricky interview questions you may be asked in a job interview.
What would you answer, and why?

  • susan mazala

    2h

    higher authourites***

  • susan mazala

    2h

    the handles. you need to handle challenges before taking the to hogher authourites

Load more...

David Cabot


Career development 1w
I wanted to ask your advice, is this normal practice or am I missing something? A couple of days ago I had an interview for a sales manager position. When we said goodbye, the HR manager told me they would get in touch with me.

Today they called and asked why I didn’t show up to work, because they had sent me a text message yesterday evening. I didn’t see it, of course. Now I’m wondering... whether I should even consider working for a company that handles things this way.

What do you think? Thanks.

 more
3   

  • jesca akiteng

    7h

    Try Ur luck. Don't just sit back my dear. Chase for it if it doesn't work, then U leave

  • Kasuubo Esther

    1d

    Go and work. Never know they were desperate and you might turnout to be the best option for them.

Load more...

Career development

 8h

Find Me Part-Time IT Support -- 2


I'm actively pursuing a part-time position in the technology sector as an IT Support Specialist and need expert assistance getting there. I already have a solid technical background; what I lack is a strategic way to present my profile and uncover the right openings. Here's what I'd like from you: * Refresh my résumé and cover-letter copy so they speak directly to common IT support requirements... (hardware troubleshooting, ticketing systems, remote assistance, basic networking, Windows/macOS). * Optimise my LinkedIn and any other public profiles for the same keywords recruiters use when sourcing help-desk talent. * Compile a shortlist of genuine part-time IT Support Specialist vacancies -- remote or within commuting distance of my current location (I'll provide the city once we start) -- along with application deadlines and required skills. * Optionally run a brief mock interview over Zoom, focusing on scenario-based tech-support questions. Everything you prepare must be delivered in editable formats (DOCX or Google Docs for written material, XLSX or Google Sheets for the vacancy tracker). I'll review each piece, request tweaks if needed, and once we settle on a final version I'll mark the milestone complete. If you know the current hiring trends, ATS filters, and how to frame troubleshooting experience so it stands out, I'm ready to get started right away. more

Career development

 12h

Instagramisation of LinkedIn: Is personal branding overtaking real brand-building?


As India becomes linkedin's power base, the platform's professional core is giving way to emotion-led content and personal branding theatrics, experts say, noting that the algorithm now rewards reliability over expertise, undermining the network's original purpose

New Delhi: When LinkedIn launched, it was envisioned as a digital extension of the corporate world, a space where companies shaped... reputations, professionals documented careers, and organisations showcased milestones that built long-term trust.

Open LinkedIn today and you may wonder even briefly if you've tapped Instagram by mistake. A platform designed for professional updates, organisational milestones and serious industry exchange now feels increasingly unmoored from its original purpose. What was intended to be a hub of expertise, credibility and career narratives is morphing into a stream of feelings, performance, personality and, at times, pure theatre. The platform that once helped brands build institutional identity is now dominated by personal branding. And with that shift, the very idea of "brand-building" has been rewritten.

LinkedIn is no longer just a professional ecosystem; it has become a performance arena. Abhik Santara, Director & CEO, Atom Network, captured this pivot unflinchingly. "The algorithm doesn't reward expertise; it rewards emotion. Professionalism has turned into content. Vulnerability into strategy. Thought leadership into theatre."

That emotional pull has pushed personal storytelling to the centre of the platform, drowning out the quieter, more measured world of corporate communication. Where brands once depended on company pages and official updates to shape perception, individuals now dominate the feed with anecdotes, confessions and leadership lessons, crafted not simply to inform but to resonate.

Microsoft's acquisition only accelerated that evolution. It wasn't buying a networking site; it was buying attention, identity graphs and a highly monetisable advertising surface. Under Microsoft, LinkedIn has shifted from a utility to an ecosystem, from a résumé repository to a content engine.

As Kushal Sanghvi, director, Komerz, observed, "Ever since Microsoft bought LinkedIn, they've tried to get aggressive in the advertising game."

You can see the impact on the feed: more video, more creator-style posts, and more personalised expression, all engineered to increase time spent on the platform. What began as a clean, career-first network has become a Microsoft-powered engagement machine where personal branding fuels attention, and attention fuels the business.

The personal branding boom and the rise of 'slop'

What makes this shift particularly striking is that personal branding was supposed to be a tool to express one's true professional identity. But authenticity has proved harder than it sounds. As Anirban Mozumdar, Chief Strategy Officer, TBWA India, observed, "Personal Branding is about being authentic. Unfortunately, this level of self-awareness comes to few." In this authenticity deficit, a new content phenomenon has emerged: PBS, or personal branding slop. These are the hurriedly composed, AI-assisted posts on everything under the sun, crafted to stay visible rather than meaningful. Mozumdar pointed out that "what we are seeing is the rise of PBS (personal branding slop), hurriedly concocted AI-supported posts on topical matters, and the relevant and irrelevant."

This "slop" contributes to a credibility crisis that affects both personal and corporate brand-building. Companies that once relied on LinkedIn as a serious business platform now find their institutional messages competing with templated vulnerability, generic motivation, and algorithm-friendly relatability. The platform begins to discount deeper expertise, pushing long-form analysis to newsletters or more niche platforms, a shift Mozumdar calls a "migration of meaning", noting that "a lot of deep analysis is moving to other publishing platforms for more depth and expertise-led writing."

The Instagramisation of LinkedIn

A major factor behind this evolution is how users themselves have migrated from other platforms. As Facebook aged and Instagram absorbed personal expression, professionals slowly shifted those habits onto LinkedIn. Sanghvi, who has seen the platform evolve over 15 years, explained that "LinkedIn has become the new Facebook, in short. People now share personal expressions, travel photos, awards, moving to a new organisation, and all types of personal pursuits." His observation highlighted how the boundaries of professional life have blurred online. Where corporate updates once dominated timelines, today they sit uncomfortably beside holiday photos, emotional essays, and birthday posts.

Sanghvi added that this shift isn't only cultural; it's strategic. The platform itself is pushing expressive formats because the more time people spend creating content, the more the platform monetises.

"Microsoft made a big bet on LinkedIn, and it has paid off. Advertising revenues have grown massively in the last four-five years. LinkedIn itself is pushing the video narrative because it's becoming more aggressive with advertising solutions. The more time people spend creating content, the more the platform monetises," he added.

With India now being LinkedIn's second-largest user base, even a small behavioural change generates massive content volume. This is also why video-led personal storytelling, often more emotional than informational, thrives on the platform. And as users scroll more than they stop to think, deeper corporate narratives are often lost in the noise.

A battle between influence and expertise

The expanding ecosystem of personal voices has also caused a redistribution of influence. On LinkedIn today, visibility often trumps domain credibility. An independent content consultant captured this tension, noting that the platform's evolution has allowed "experts at audience and aura farming (and buying)" to outshine those who are actual experts in their domains. This makes corporate brand-building more complex. Organisations may find that their own employees, or sometimes non-experts commenting on their industry, wield larger influence than the carefully curated content from official brand channels.

This dynamic leads to an unusual contradiction. Companies want their people to be visible because personal narratives humanise the brand. But they also risk losing control over the brand's message, especially when loud personal content overshadows institutional updates. Meanwhile, the consultant's remark that "LinkedIn has always been a self-promotion stage" reflects an older truth; it's just that the rules and scale of self-promotion have changed.

Brand-building now lives in the shadow of personal narratives?

This tension between personal expression and professional communication becomes even more prominent as LinkedIn increasingly resembles a content-first platform. As Suneil Chawla, co-founder, Social Beat, explained, "Today, it's become a content consumption platform, e.g., similar to Instagram but more from a professional lens." With audiences consuming content more passively, brand-building becomes less about structured announcements and more about storytelling, often delivered by the faces behind the company, not the company page itself.

Chawla also pointed out the difficulty of finding "a high level of authenticity in general" because visibility mechanics reward frequency and emotional resonance. This means CEOs, founders, and even junior employees often communicate through personal reflections or anecdotes about their journeys, with product plugs embedded into narrative arcs. Brands don't just tell their stories anymore; people tell the brand's story for them. The hierarchy of messaging has changed.

Meanwhile, the interpersonal drama of social media hasn't spared LinkedIn either. As Santara quipped, "the generational duet: Millennials subtly implying Gen Z is lazy, while Gen Z lectures everyone on work-life balance from their bed at 11am on a Tuesday morning." These interactions, though humorous, mark the transformation of LinkedIn from a knowledge-driven arena into a platform where cultural commentary, personality clashes, and identity narratives play out publicly.

What this means for the future of brand-building on LinkedIn

LinkedIn has not lost its value; it has simply changed its currency. Where it once traded in corporate authority, it now trades in personal visibility. Company updates, employer branding, innovation showcases, and industry thought leadership still matter, but they occupy less real estate and require more creativity to break through. As Mozumdar noted, LinkedIn is still "a must-have to begin your personal branding journey, a first-check Rolodex for getting a factual view of one's professional journey." But that Rolodex now sits beneath layers of personal narratives that colour how professionals perceive brands. more

Career development

 16h

US Job Application Assistant


I'm set with polished résumés and cover letters and now need a sharp partner who understands the U.S. hiring landscape to push my search over the finish line. Your job is twofold: * Unearth fresh, relevant openings in Technology, Finance and Healthcare that match my experience level and salary targets. * Submit each online application for me, carefully tailoring answers, uploading the correct... documents and keeping every detail consistent. I'll give you keywords, preferred locations and login credentials. You'll keep a live tracker (Google Sheets or Airtable -- your choice) showing links, dates applied and any next-step requests from recruiters. A brief weekly summary highlighting wins, rejections and follow-ups will keep us aligned. Success looks like a steady pipeline of accurately completed applications with zero missed fields, duplicate submissions or expired postings. If you're meticulous, comfortable navigating platforms like LinkedIn, Indeed and Workday, and can start right away, let's talk. more

Career development

 18h

FROM ZERO TO DIGITAL INCOME: A SIMPLE ROADMAP FOR ANYONE SCARED TO BEGIN


From Zero to Digital Income: A Simple Roadmap for Anyone Scared to Begin

Follow Dreams On Gasoline for weekly growth guidance -- turn zero into unstoppable momentum.

SECTION 1 -- THE WAKE-UP CALL

Most people aren't scared of failure.

They're scared of being seen starting.

Scared of posting their first video.

Scared of launching their first offer.

Scared of looking like a beginner in... public.

So they hide.

They "prepare."

They "plan."

They tell themselves they're waiting for the perfect time -- but the perfect time is a ghost. It never comes.

Here's the truth:

Your digital future will not start itself. You have to press "publish", send the email, upload the draft, or show up with shaky confidence and a beating heart.

Nobody is watching you as closely as you think.

Nobody is analyzing your mistakes.

Nobody will remember your awkward beginning.

But you will remember the moment you finally chose motion over fear.

Digital income is not about being the smartest, most technical, or most talented.

It's about starting before you feel ready.

If you're reading this, it means one thing:

You're done sitting on the sidelines. You're ready for clarity. You want a simple, honest roadmap.

Welcome to Dreams On Gasoline. We don't tiptoe here. We ignite.

Your new beginning starts now.

SECTION 2 -- WHY DIGITAL INCOME IS NO LONGER OPTIONAL

The world is not the same place it was five years ago. Job security is a myth, and opportunity is digital.

1. The Digital World Has Replaced the Gatekeepers

- Your phone is your qualification.

- Your content is your résumé.

- Your consistency is your permission.

2. Job Security Is Not a Plan -- It's a Myth

Companies automate. Budgets are cut. Layoffs are global. Meanwhile, digital creators, freelancers, and micro-entrepreneurs are earning more now than when the job market was "stable."

3. AI Expanded Opportunity

AI didn't take opportunities away -- it created them.

- Create content faster

- Launch businesses quicker

- Automate repetitive tasks

- Reach global audiences instantly

4. Digital Skills Are the New Literacy

Not knowing how to earn online is the modern equivalent of being illiterate.

5. Even Low-Skill Creators Are Winning

- A teenager posting simple tips hits 300k followers.

- A mother sharing routines earns brand deals.

- A beginner with Canva templates makes passive sales.

- A freelance writer earns $2k/month online.

6. The Biggest Cost Today Is Staying Where You Are

- Time lost

- Skills lost

- Momentum lost

- Potential income lost

7. If You Don't Build Online Income, Someone Else Will Decide Your Future

Digital income is not optional; it's smart survival.

SECTION 3 -- THE REAL REASON PEOPLE DON'T START

Most beginners are blocked by fear, not lack of time, tools, or talent.

6 Silent Barriers

- Fear of Judgment -- Your friends aren't watching, your audience wants value.

- Overthinking -- Perfection is procrastination in a fancy outfit.

- Belief You Need Expensive Tools -- Momentum beats equipment.

- Comparing Yourself to Others -- Compare your raw ingredients to their cooked meals.

- Thinking You're Too Old/Young/Late -- Digital success cares only about willingness.

- Not Knowing What to Do -- Confusion is paralysis; clarity comes from roadmap + action.

You're not behind. You're untrained -- and training starts next.

SECTION 4 -- THE 7-STAGE BEGINNER JOURNEY

Stage 1 -- Pick One Digital Path

- Content Creation

- Freelancing

- Affiliate Marketing

- Digital Products

- Beginner Coaching

- Print-on-Demand

- Social Media Management

- Faceless YouTube / Automation

- Micro-Agency

- Blogging + SEO

Rule: Pick ONE path and commit for 90 days.

Stage 2 -- Setting Up Your Foundation

- Create a dedicated email & Google Drive

- One-page portfolio

- Clean your phone

- Choose your primary platform

Stage 3 -- Learn the Basics

60-20-20 Method:

- 60% watch experts

- 20% practice

- 20% reflect

Stage 4 -- First 10 Attempts

- Content creation, freelancing samples, or product drafts

- Focus on building confidence, not perfection

Stage 5 -- Earn Your First $1

- Low-cost products or micro-services

- First $1 = turning point for belief

Stage 6 -- Build Consistency Without Burnout

- 3-day rule: value → humanity → proof/progress

Stage 7 -- Scale to Your First $1,000

- Repeat what works

- Batch-create content

- Simple offer stack

- Repurpose everything

- Collaborate & track conversions

SECTION 5 -- THE 5 DIGITAL SKILLS EVERY BEGINNER MUST MASTER

- Communication -- clarity builds trust & income

- Research -- find what people need

- Storytelling -- human connection beats flashy content

- Basic Tech Comfort -- Canva, Google Docs, CapCut

- Consistency -- showing up predictably compounds results

Master these, and you can pivot into any income stream.

SECTION 6 -- THE MINDSET RESET

- Stop waiting for motivation -- action builds motivation

- Embrace beginner status -- mistakes = fuel

- Reframe failure -- feedback > fear

- Own your time & energy

- Think long-term, act short-term

- Your future self is watching -- every small step today is fuel

Courage + consistency + direction > confidence or perfect skills.

SECTION 7 -- THE 30-DAY BEGINNER PLAN

Week 1 -- Clarity & Foundation

- Pick path, email, Google Drive, platform, content ideas

Week 2 -- Practice & First Attempts

- Create & publish first content/service/product drafts

- Engage with first followers

Week 3 -- Action & First $1

- Create offers, promote, track first income

Week 4 -- Consistency & Scale to $100

- Batch-create, repurpose, collaborate, track results

- Celebrate mini milestones

Tips: Start small, track everything, engage early, batch & reuse, journal daily, celebrate micro wins.

SECTION 8 -- THE DIGITAL TOOLKIT

Design & Visuals: Canva, Unsplash, Pexels, Remove.bg

Content Creation & Editing: CapCut, InShot, Descript, Audacity, Notion

Writing & Copy: Grammarly, Hemingway, ChatGPT Free, Google Docs

Scheduling & Productivity: Buffer, Trello, Google Calendar, Pomofocus

Analytics & Feedback: TikTok Analytics, Instagram Insights, YouTube Studio, Google Analytics, Bitly

Learning & Skill Development: YouTube, Coursera, Medium, Reddit, LinkedIn Groups

Sales & Delivery: Gumroad, PayPal, Stripe, Zoom, Google Meet

Pick only what you need, master it, then expand.

SECTION 9 -- THE FINAL PUNCH

- Stop waiting -- action > motivation

- Zero = beginning, not failure

- Commit to 90 days of consistent action

- Embrace compounding -- $1 → $100 → $1,000

CTA: Follow Dreams On Gasoline for weekly growth guidance, step-by-step digital strategies, and motivation to build your first digital income

Final Words: Zero is not failure. Fear is temporary. Confusion is temporary.

Decision to start = permanent.

Start. Keep moving. Learn. Earn. Repeat.

The world is waiting. Don't let fear win. Ignite your future.

#tech #makemoneyonline #artificialintelligence #education more

Career development

 20h

Comprehensive IT Recruitment Vendor


My clients have a steady stream of hiring needs across their IT departments and I want to hand the full recruitment cycle to a dependable vendor. The openings range from entry-level through senior-level and cover three core functions: Software Development, System Administration, and IT Support. Your task is to source, screen, and present qualified candidates who are ready to interview. I will... supply job descriptions and salary bands; you handle outreach, résumé review, preliminary technical vetting, and interview scheduling. Throughout the process I need transparent status updates so I can keep each client informed. Deliverables * A curated shortlist (3-5 résumés) per vacancy, complete with your screening notes * Candidate availability and salary expectations recorded up front * Weekly pipeline report showing outreach volume, response rate, and interview progress Acceptance Criteria * At least two interview-ready candidates per role delivered within ten business days of each requisition * All candidates meet the stated experience band (entry, mid, or senior) and core skill set for their respective track * Timely communication: messages answered within 24 hours on business days Experience with LinkedIn Recruiter, GitHub talent search, or similar sourcing tools is highly valued. Continuous collaboration is expected as new roles appear, so a scalable, process-driven approach will set you up for success. more

Career development

 20h

Meet the BU Career Ambassadors Helping Their Peers Find Internships


When Madison Whisnant first came to Boston University, she experienced "imposter syndrome," she says. It seemed that everyone but her had a LinkedIn profile and knew how to conduct themselves professionally.

While her family had always encouraged career opportunities and helped her learn how to speak with adults, Whisnant (CAS'26) says a lack of career-readiness resources at her high school left... her searching for more.

That's how she found herself at a résumé review drop-in freshman year, hosted by BU's Center for Career Development (CCD), where her résumé was "torn up -- in a good way," she says. That same year, when she needed a pair of slacks for a last-minute career fair, she found herself at the CCD again, this time at its Professional Clothing Closet.

It wasn't long before Whisnant found a more permanent place at the CCD, not just as a student benefiting from resources, but as a mentor herself. She is now one of 20 Career Ambassadors helping undergraduates, graduate students, and alumni with professional development. As part of the peer-to-peer career education program, she assists with résumé and cover letter reviews, hosts workshops, and partners with other on-campus organizations to get the word out about the CCD offerings.

"I know firsthand how these resources assist students, so I just want to help continue that cycle," says Whisnant, who is also president of BU's Undergraduate Women in Economics club. "I want to truly make sure that every single student feels like they belong here at BU, in Boston, and in the professional world."

Students can apply to become ambassadors through Handshake. Experience and graduation years vary, though most applicants are motivated and ready to be community leaders, says Liv Silva, CCD student engagement manager, who also oversees the Career Ambassadors program.

Ambassadors work in one of three teams: Programming, PR, and Partnerships and Equity. Returning ambassadors are typically chosen as team captains and act as de facto supervisors, overseeing their peers' work and meeting with Silva weekly.

"Our three-team model...is very unique," Silva says. "The students have a lot of independence and adult ability to take initiative and be the bearers of the CCD strategy."

Quinn Manzo (CAS'26), a second-year ambassador, is captain of the Programming team, which curates and runs events, everything from networking and public speaking workshops to individualized career prep for student clubs. As captain, Manzo reviews event ideas, determines their feasibility, and considers student needs to see how the team can best help what they envision.

"I felt like there was this exclusive body of knowledge about how to get a career. I wanted to be part of the 'in crowd,'" says Manzo, who is also a director of Fusion Dance Troupe, BU's oldest dance team. "I feel like I've been given the chance to invite other people into that circle and make it feel like career readiness is less of an exclusive thing."

Shepherding the PR team is third-year ambassador Venessa Odera (CAS'26). The PR team creates and posts career-focused content on various social media platforms and conducts market research on other universities' career centers, Silva explains.

Each PR team member is responsible for coming up with content, ranging from an overview of that week's CCD events to an explainer on job-hunting terminology. As cocaptain, Odera reviews each post for typos and CCD brand alignment.

"It's a great way to interact with students and make the CCD seem more approachable," says Odera, who became an ambassador after her friend went through the program. "Working here helped me a lot in my internship, and I was able to bring back skills from my internship here."

All ambassadors participate in the CCD's résumé and cover letter drop-in hours, regardless of the team they're on. Whisnant, a member of the programming team, says ambassadors typically address formatting issues first, before tailoring a student's résumé to highlight their skills and experiences.

The Partnerships and Equity team is part of the CCD's new Career Communities model, curated tracks that help students explore fields of interest and connect with resources (such as blogs, tips, job and internship opportunities, and upcoming events and career panels) tailored to their goals. The team performs outreach to various student groups, such as business fraternities or cultural organizations, to help identify student career needs and gaps in career resources.

Whisnant says being an ambassador has helped her find a diverse community on campus. She has kept in contact with alumni ambassadors and her hope is being the same kind of mentor when she graduates.

"As a whole, we're all really dedicated to making services more accessible to students on campus who might feel like they're not being catered to," Manzo says. "We're helping students realize that the differences that might hold you back are actually a power." more

Career development

 22h

SLAC hosts first-ever Athlete Career Workshop


The Saint Lucia Athletes Commission (SLAC) hosted its first-ever athlete career workshop from November 22-23, 2025, at Olympic House in La Clery, Castries. The weekend sessions attracted twenty-three youth athletes from various sporting disciplines.

On the first day, the facilitator presented on the topic, "Power Up Your Future", during which the young athletes were able to gain insights,... identify their strengths, and get motivated. Session one focused on Strengths and Values, session two on Interest and Skills, session three on Passion and Impact, and session four on Purpose and Planning.

On the second day, the athletes learned what it takes for "Writing a Winning CV/Résumé". A CV/résumé is a short, standout document that summarizes a person's skills, character, experience, and achievements. It can be viewed as a marketing document presenting that person in a light that is persuasive for the job they are applying for.

The participants also engaged in group activities that included problem-solving and were issued certificates of participation and Athlete 365 caps.

The workshop facilitator was Mrs. Hazel Ann Regis-Buckels, Athletes Chair for the Grenada Athletes Commission. She's also one of the educators for the Athlete 365 Career+ Educator Programme, which is hosted by the International Olympic Committee (IOC). Moreover, Regis-Buckels was a Semifinalist in the Women's 400M at the 2004 Olympic Games in Athens, Greece.

"On the first day, we focused on self-discovery," Regis-Buckels said following the workshop wrap-up. "As athletes, we often focus more on our performance, our competition, and not really pause to reflect on what's next. The self-discovery workshop helped our athletes identify their superpowers: knowing their strengths, their values, their motivators, and what transferrable skills they can use to allow them to work in a space where they can use them."

Regis-Buckels noted that these strengths help young athletes to create what is called 'The Winning CV/Résumé'. This, she added, allows athletes to put together a résumé that makes them easily identified: their skills, their strengths, and, most importantly, who they are as a person.

She acknowledged that the athletes were very engaging despite enduring two days of very long hours. The first day's session lasted six hours, while the second day's session lasted four hours. She said many of the athletes were a bit hesitant initially, as they wondered why they needed to know all the information that was being shared. But after completing day two, they realized that one is never too young to truly understand the importance of who they are.

"It's important that they know their inner strengths and superpowers now so that when they're ready to transition - whether it's retirement or to the next level - that they're able to use those skills to land the perfect job," said Regis-Buckels. "Most importantly, they must know what their values are and what companies out there align with their values."

When asked about athletes now being able to benefit from self-development workshops that were not readily available in the past, Regis-Buckels admitted that many athletes like her wished they had such opportunities.

"We made decisions without this knowledge, and now we're saying, 'How can we use what is being given to us now by the International Olympic Committee?' The IOC has a plethora of information and resources for athletes - not just Olympians. (The IOC) is now providing our athletes access to that information and those resources so that they can utilize it to make an impact in their lives. Without that knowledge, you're not able to make informed decisions. So our goal as educators is to spend time in different countries educating our athletes by helping them understand the difference between being an athlete and being prepared for the real world."

Regis-Buckels hosted the first workshop in Grenada, her home country, before coming to Saint Lucia for the second. She's following up with another workshop in Trinidad in December. As a Caribbean region, she believes the continued encouragement of Athletes Commission Chairs, National Federations and athletes is important so they can make the best use of the resources and information being presented.

"The goal is to reach as many as we can, and in order to do that, we need them to understand the importance of it and also get the support we need," she said.

Ms. Makeba Alcide, Chairperson of the St. Lucia Athletes Commission, said SLAC felt the need to host the workshop for young athletes to engage, learn their personality traits, and how to write a résumé.

"For us here in Saint Lucia, we believe that it was a workshop that needed to happen, so thanks to Athlete 365 and the IOC for making it happen," Alcide, a former elite track athlete turned sports administrator, said. "Hazel was really an awesome facilitator and the athletes were very engaging. We got over twenty participants and for us that was meaningful, especially for our young athletes as they need to grow and develop not only as athletes, but also as individuals."

As an administrator, Alcide said the most important part of the workshop was giving the young athletes the skills they need to continue developing: "As we know, not everyone lasts in sports for a long time, so there always needs to be a pathway after sports. We've learned that some of the athletes are artists and entrepreneurs and are still pretty young. Any way they can continue to hone those talents can help them develop and hone their brands. For me, it's important to give the athletes some of the opportunities I didn't have. As an athlete, it took me a while to get to where I am, and for them, the easier it is for them to get to that level, the better."

This was SLAC's final programme for the year; however, Alcide noted that SLAC intends to continue hosting the Career+ workshops in 2026. She said SLAC also hopes to continue hosting its athlete development workshops, coach development workshops, and national forums.

"We do have great sponsorship from Olympic Solidarity and Athlete 365, so we're just hoping that we can use that sponsorship to host programmes like these to ensure that our athletes get the best of both worlds," Alcide stated.

One of the workshop participants, Leneese Robinson, a track athlete, said: "I learned that as an athlete, I have skills and attributes that I can share in a workspace in the future." more

Career development

 22h

Navigating the Search for a Career


YOUNGSTOWN, Ohio - The right appearance on social media and the right keywords can help job seekers now and into the future, and employers can do more to attract the right talent.

Caress Witherspoon, president of the Western Reserve Chapter of SHRM, the Society for Human Resource Management, emphasizes the importance for job seekers to have a "crisp appearance" on social media sites like... LinkedIn.

"Employers are going online now, searching for employees when they're applying," says Witherspoon. "They're searching your name and seeing what comes up... They're looking at a lot more than just what's being read on that résumé. So, I think it's important to make sure you have a good digital presence."

But that is only if you get that far. Many companies are using AI and algorithms to scan résumés first.

Witherspoon notes with AI and job recruiters scanning for keywords in the job posting, changing your résumé to show your skills match can make the difference between being rejected or moving on for additional consideration.

"Sometimes I have students tell me, 'As soon as I applied, I received an automated email saying, thanks but no thanks.' If they're using applicant tracking system, it is that quick at times," says Christina O'Connell, executive director of the Williamson College of Business Administration Center for Career Management at Youngstown State University.

When her office helps students strategize for their job search, she encourages them to print out the job postings and highlight repeating keywords.

Scanning your own résumé with AI tools also can help you optimize it and prepare you for interviews, according to Witherspoon.

O'Connell encourages college students to use LinkedIn in their job searches another way.

"Utilize LinkedIn to look to see who's working at a company they just applied to and reach out to those individuals," she says. "LinkedIn is also great to see if there are YSU alumni there... We're big enough that we have alumni all over the place and they're always willing to help YSU students."

Whether the person is alumni or not, finding someone to personally connect with in a digital world can be important for your job search.

O'Connell says asking questions about how they got their position, what their job entails and any advice for how to become successful - even if there is not an opening at the company - can lead to creating a network and future opportunities.

"You have to network. You have to make sure the person [knows] you and what you can do, not just who you are, but what you can do for the company," O'Connell says.

Witherspoon says joining or attending the events of professional or alumni associations is a great way to network. At Western Reserve SHRM meetings, HR professionals from all over the area gather monthly, sometimes to network and sometimes for educational purposes. Many professions have professional organizations, which can open the doors to people getting to know who you are and what your career interests are, especially if you are considering moving into another field.

"I think especially now, because of how so many things are automated and you get lost in the shuffle of a million résumés coming in, it's making yourself seen, making yourself visible and getting yourself out there."

Another way to set yourself apart from your peers, O'Connell says, is to develop and list career readiness competencies on your résumé, like those listed by the National Association of Colleges and Employers (NACE). The ability to communicate, think critically, understand teamwork and leadership, as well as understanding professionalism and technology, are all included on NACE's list.

Even if your part-time or current job is outside your field, O'Connell says realizing that skills can transfer is important. For instance, she notes a server in a restaurant develops valuable skills in conflict resolution, critical thinking, teamwork, leadership and communication.

Witherspoon says it's also important for job seekers to add certifications required for desired positions on their LinkedIn pages, and to include a professional photograph.

Additionally, internships or other relevant experience can set the successful job seeker apart from others if the résumés are similar. Having that experience also shows you have worked in the field and want to pursue it further.

"One internship is good. Two internships are great," says O'Connell. "But at least get one internship on your résumé so you can continue expanding and exploring the area that you are interested in and working on your skills."

And submitting 20 résumés will not lead to a job unless you're a proactive and follow up, notes O'Connell.

On the employer end, Mark Lamoncha, owner and president of Humtown Products in Columbiana and Boardman, and a board member of the Ohio Department of Education and Workforce, believes manufacturers can help develop their future workforce.

Humtown Products recently won a 2025 Manufacturing Leadership Award in collaborative ecosystems for an initiative called, "Where Education and Manufacturing Unite to Empower Nex-Gen Industrial Athletes." Lamoncha, who consides himself the head coach of his business rather than a CEO, has credited changing how Humtown views and trains employees as industrial athletes rather than just a work force, with saving the company after it struggled during the 2008-2009 recession. He's co-authored a book, "The Industrial Athlete," documenting how Humtown transformed culture and developed a team-oriented approach to business and success.

Lamoncha got into manufacturing because his father was a pattern maker and owned a pattern shop in Columbiana. A young Lamoncha learned about manufacturing while cleaning up around the shop.

"But if your parent doesn't own a business, how are we in the future going to create early awareness and early exposure?" Lamoncha asks rhetorically.

He believes from kindergarten through 12th grade, students need to have an hour each day dedicated to exposing them to careers in a safe manner.

"So, when I realized I was over privileged, I realized that our factories of the future need to become classrooms for our students at an earlier age," Lamoncha says.

Humtown partners with local schools to teach students hands-on about additive manufacturing and sand core and mold production.

Those students then lead their peers on tours, demonstrating the process along the way.

"They're brilliant beyond their years and it creates a learning experience," says Lamoncha.

Brenda Covert, who has a marketing and support role at Humtown, said when she watches student-led tours through the factory, she is amazed at how much they absorb when their peers talk to them on their own level. She also adds most students do not have an idea of what modern manufacturing entails.

"I think when they come to places like this and they see that manufacturing isn't what they perceived it to be, it's very enlightening to them," Covert says.

In addition to piquing the interest of students, a group of Crestview teachers recently came through to learn about what they can take back to their students. Lamoncha says business is the customer of education and that connection is key.

"If everyone in the Lake to River region would actually open up their factory and turn it into, the opportunity for doing the student led tours, what will happen in time is you develop this relational pipeline," Lamoncha says.

Lamoncha notes a lot of students do not know what happens behind the factory doors in their hometown. By developing their excitement about opportunities in the area, he believes fewer will leave the community.

He also is a proponent of digital classrooms and immersive technology, which give students a chance to learn about industries and interact with specialists in other places.

Earlier career awareness can lead to more students having a better idea of what they want to do with their lives and lead to less turnover at companies. Lamoncha says the turnover rate in the U.S. is 47%. At one point, Humtown was around 70%, but now it's single digits.

He says career alignment helps students know what job positions they are interested in and suited for based on the thinking style, interest and aptitude needed to complete the tasks. He contrasted the interests of a fighter pilot versus those of someone who flies a military transport aircraft.

"The fighter pilot just loves to live on the edge and they love that speed," Lamoncha says. "And if they were going slow, like a C-130, they really wouldn't be satisfied. And on the other hand, that C-130 pilot is steady as she goes and it would be difficult for them to adjust to be a fighter pilot." more

Career development

 23h

I'm 47 and quit my job without having anything else lined up. I didn't want to live a life with regrets.


Even though people close to me advised me against quitting, I am excited to pursue meaningful work.

For years, I had wanted to resign from my job as a business school professor at a small private university. Yet I didn't have the courage. My salary was decent, my hours were flexible, and I had friendly coworkers.

From the outside, it made no sense for me to leave my job. I was unhappy, but most... people seem dissatisfied with their work.

With recent news stories about quiet quitting, job-hugging, and significant organizational layoffs, coupled with increased daily living expenses, I knew I should be grateful for employment. As someone who teaches Organizational Learning, Performance, and Change, I knew it was not advisable to leave a job without filling a gap in my résumé by securing another position.

Yet I was unhappy and unfulfilled in my role. When a large round of layoffs occurred over a year ago, many of my peers and friends left the organization, leaving me with an unreasonable workload for one person. In addition, my family had unexpected health issues, and I needed to be more at home.

I got burned out. My work was out of alignment, and my personal values did not align with those of the organization.

I dreamed of flying to another universe on the magical, luck-bringing dragon-like creature from the 1980s movie The NeverEnding Story, or purchasing a ticket to Europe or a beach destination and going on an extended vacation.

Life is short, and many of us are living on autopilot. We dream of retirement, but for most of us, that is many years away. I did not want to look back on my life and have regrets.

So, I quit. When I sent off my resignation letter, I felt a weight lift from my shoulders, and it felt so good.

My husband and I figured out our new budget and made some lifestyle adjustments to allow me to re-energize, spend quality time with my family, and figure out my next professional steps.

I have seen many stories of people who quit their jobs and travel the world. While this sounds dreamy, being a mom of three active kids, having a husband with a non-remote job, and older parents I want to support, the Eat, Pray, Love lifestyle was not in the cards for me.

Since I quit, I have been leaning into work and experiences I enjoy. I am writing my next book, have been teaching as an adjunct, earned a new executive coaching certification, and have done some corporate speaking and consulting. I am relaunching my business and am having fun.

My kids and I have also been doing some budget-friendly traveling. I have a 4th grader, and we have been using the Every Kid Outdoors program, sponsored by the National Parks, which gives 4th graders and their families free entry to national parks.

We visited family in California, drove to Yellowstone National Park, and did some amazing hikes. We also took a road trip to Yellowstone National Park, where we saw Old Faithful and learned about the geothermal activity.

I helped my son publish his first children's book, "Tommy the Tap-Dancing T-Rex," which then inspired my older son to finish his book, too.

While I am not yet earning the same amount of money I earned in my salaried job, I am following the energy of what lights me up.

My new office is at the kitchen table. While my workspace may not be glamorous, I appreciate the flexibility to pick up my kids from school and have my dog by my side.

Change can be scary, but sometimes it's the push we need for growth.

I still struggle with career and identity, juggling both professional and personal identities and supporting my family doing work I enjoy, and being in the role of a parent, daughter, and spouse.

I hope quitting was the right move and am trusting that the right opportunities will reveal themselves as long as I keep showing up and putting in consistent action.

We get this one life, so it's up to us to make the most of it. I am redefining my definition of success to include a life well lived, both professionally and personally. more

Career development

 23h

AWI Report: U.S. Employers Will Lose at Least $1.3 Trillion to Attrition in 2026 as 75% of Workers are Overlooked


The Achievers Workforce Institute (AWI), the research arm of Achievers, the world's most utilized recognition and reward software, today released the eighth edition of its annual Employee Engagement and Retention Report. This edition captures how employees and HR leaders around the world feel about the state of work, uncovering steps employers can take to strengthen culture in 2026 and... beyond.

AWI's study paints a bleak picture for the modern workplace. Only 25% of employees envision a long career with their current company, and 34% say they plan to get a new job in 2026. To put the potential impact of these job-hunting intentions in perspective: if 34% of the U.S. full-time workforce switches jobs next year, the cost of turnover, based on median salary and standard replacement ranges, is estimated between $1.3 trillion and $5.1 trillion. That range does not account for part-time workers in the U.S. and the additional 22% of employees who told AWI that they are considering a new job in 2026. Fortunately, AWI's data also highlights three cultural pillars that can counter high attrition and reduce the broader drag of disengagement: managerial recognition, connection, and rewards.

"This year's Engagement and Retention Report surveyed HR teams and employees around the world and found that, despite our many differences, we are united by a human need to feel known and valued," said Emma Harvie, Global Head of Recognition and Rewards Insights at Achievers. "This need is met when we have peers and managers that we love working with, and we are acknowledged and rewarded for our unique contributions. Sadly, the massive surge in job hunting shows just how much these needs are being overlooked on a global scale."

The problem with overlooking appreciation

AWI finds that just 25% of employees feel appreciated and engaged at work. Employers miss out on critical benefits when 75% of the global workforce gets overlooked, as employees who eel appreciated are 12 times more likely to find their work meaningful and 17 times more likely to see a long-term career at their company.

HR professionals fare slightly better in today's workforce, with 34% feeling appreciated. However, that's still two-thirds who don't. Global HR teams have work to do in 2026 to improve their individual employee experiences and the people they support.

The report also points to a powerful way to strengthen appreciation and retain talent: building strong managers. Weekly recognition from managers makes employees 2.8 times more likely to feel connected to their organization. In contrast, among employees who don't receive regular recognition from their manager, only 1% feel connected to their work, and they are more than twice as likely to leave their jobs in search of a better manager.

The case for rewarding work experiences

Employees who feel fairly paid are 2.5 times more likely to be engaged. That's an important signal in a year when only 17% of employees say they feel fairly compensated. In 2026, organizations will need to revisit compensation strategies and ensure employees earn a living wage, because beyond meeting basic needs, fair pay communicates one thing clearly: employee value.

But paychecks aren't the only thing HR leaders should pay attention to in their compensation and benefits packages. Reward marketplaces, which allow employees to redeem recognition points for meaningful experiences, donations, and products, also deliver measurable impact. Seventy-five percent (75%) of employees say that removing rewards like gift cards, swag, or redeemable points would influence their decision to leave. HR leaders who offer rewards marketplaces report that these systems shape behavior and strengthen belonging, retention, and engagement. Yet 42% of HR leaders say they either don't have a rewards marketplace or restrict who can give points, underscoring that many organizations need to realign their rewards approach with today's best practices.

The science behind work besties

Friends make work a better place to be, it's science: the study finds employees who feel highly connected to their peers are three times more likely to see a long career at their company, 4.7 times more likely to be engaged, and 5.4 times more likely to feel a strong sense of belonging.

Sadly, these feelings are increasingly uncommon in 2025: just 21% of employees feel connected to their peers and only 19% feel connected to their managers. But for anyone hoping to find a work bestie next year, there's hope. When asked what they want their HR tech investments to deliver next year, HR leaders' top priority was strengthening relationships (25%), followed by empowering managers (23%), and driving productivity (21%).

"As HR leaders put the final touches on their 2026 budgets, this study offers an early read on where investment is moving," said Hannah Yardley, Chief People and Culture Officer at Achievers. "In the midst of a broader cultural erosion, HR's top priority is ensuring technology strengthens relationships rather than isolates people. Leaders are also evaluating how their tech stack can elevate manager effectiveness and unlock real productivity gains. What the data makes clear is that recognition, rewards, and connection remain the most powerful predictors of retention and performance, and managers are the linchpin for all three. The opportunity now is for HR to take a science-backed approach to prioritizing these factors, and for the C-suite to fully embrace the hard ROI behind the seemingly soft drivers of friendship, belonging, and appreciation."

To learn how to build a culture that ensures every employee feels appreciated, engaged, and committed to their job, download AWI's 2025 Engagement and Retention report here.

About The Study

Data in this report is based on a survey conducted in October 2025, completed by 2,500 employees and 1,500 HR professionals across the United States, Canada, the United Kingdom, France, Germany, Australia, Singapore, and Hong Kong. For more information about the 2025 Employee Engagement and Retention Report, click here.

About Achievers

Achievers recognition and reward software provides powerful tools to help business leaders shape employee behaviors and drive real business results. Visit us at www.achievers.com.

View source version on businesswire.com: https://www.businesswire.com/news/home/20251203319520/en/ more

Career development

 1d

Why your personal brand matters -- and how an AI CV builder can help you stand out - Talented Ladies Club


Building a strong personal brand has become one of the most important steps for anyone who wants to succeed in today's competitive job market. Recruiters no longer judge candidates only by their experience -- they look at how clearly and confidently those candidates present themselves. A polished, well-structured résumé is often the first impression, and that impression needs to be strong.

This... is where modern tools like an AI CV builder change the game. Instead of spending hours struggling with wording, formatting, or layout, job seekers can now use intelligent software that helps them present their story in a professional, impactful way.

Most candidates still rely on static PDF CVs. While they work, they don't make you stand out. Today's employers expect clarity, modern design, and easy sharing. A smart resume builder helps you create a document that is visually clean, properly structured, and aligned with current hiring expectations.

More importantly, AI-powered builders improve the content itself. They can refine job descriptions, highlight measurable achievements, and optimize the tone so your experience reads as strong and confident. This gives candidates a level of polish that used to require professional writing services.

Great candidates often struggle to describe their accomplishments effectively. AI can step in and:

This makes your résumé not just better looking -- but more impactful and more persuasive.

Modern personal branding is not only about having a CV -- it's about making your profile accessible. Many platforms today allow you to publish your résumé online and share it through a unique link, which recruiters can open instantly without downloading anything.

Some tools also let you create a digital business card that works like a mini personal website. It showcases your headline, contact details, social links, and key skills. This makes networking easier and gives hiring managers a quick, clear way to understand who you are.

If you want to try a simple tool to create business card online, you can explore it here: https://www.inmyresume.com

Using an AI CV builder or modern resume builder gives you significant advantages:

For job seekers, freelancers, and professionals building their brand, these tools save time and help create a more convincing representation of their abilities.

Your personal brand is no longer just a "nice to have" -- it's the foundation of your professional identity. With AI-driven résumé tools and modern online sharing options, anyone can build a strong, credible, and competitive presence. Whether you're applying for your first job or repositioning yourself in your career, using an AI-supported resume builder can make all the difference. more

Career development

 3d

Six mistakes that could lead to you being ghosted after a job interview


Successfully navigating a job interview can be difficult, even for the most well-prepared candidates.

Job interviews are never easy, and the anticipation of receiving feedback from the potential employer can drive almost any job seeker to the verge of insanity.

In most instances, candidates are unsuccessful because they're simply not the right fit for the job, and this can happen even if... they did all their homework and delivered the perfect presentation to the interviewer.

However, there are many interview mistakes that applicants commonly make without realising it, says Patrick Dillon from marketing agency WISE Digital Partners.

"Candidates often don't realise how certain behaviours signal disengagement or create red flags for hiring managers," Dillon said. "Understanding these missteps gives job seekers the power to keep the process moving forward."

Interviewee ghosting isn't always about the hiring company being rude or dismissive. In many cases, time constraints play a significant role as recruiters are managing dozens of open positions at the same time and providing feedback to every candidate simply isn't feasible.

However, those who put their best foot forward and avoid the common interview pitfalls stand a far greater chance of getting to the next level of the hiring process.

According to Dillon, these are the six most common and significant mistakes that job applicants make:

Showing up unprepared or unenthusiastic

Walking into an interview without having researched the company or the specific role sends a clear message: this opportunity isn't a priority for you. Dillon emphasises that recruiters are acutely aware of candidates' levels of engagement.

If a candidate struggles to answer basic questions about the organisation or seems disinterested, it often leads to missed opportunities.

"Preparation shows respect for the recruiter's time and a genuine interest in the position," Dillon states. Candidates must articulate their reasons for wanting the role to stand out positively.

Failing to respond promptly to communications

In today's fast-paced hiring landscape, timing can be everything. Dillon points out that delays in responses, whether to emails or missed calls without explanation, can signal unreliability to recruiters.

"When someone doesn't respond within 24 hours, it's often interpreted as a lack of interest," he says, adding that recruiters manage multiple candidates and adhere to tight deadlines. Prompt and professional communication is essential to remain in contention.

Providing inconsistent information

Inconsistencies between what is written on a CV and what is stated in an interview can raise immediate red flags regarding a candidate's honesty and accuracy. For instance, if your resume claims you led a team of ten, but you mention three in the interview, doubts arise.

Dillon stresses the importance of trust, explaining that recruiters need to trust the information they're presenting to hiring managers. Consistent information reassures recruiters of a candidate's credibility.

Discussing salary or flexibility too early

Initiating conversations about salary or remote work requirements before establishing your value can undermine your candidacy.

Timing plays a pivotal role in these discussions. Dillon notes that when candidates lead with compensation demands before showcasing their fit for the role, it may come across as transactional rather than collaborative.

Candidates should aim to demonstrate their contributions first before negotiating terms.

Demonstrating poor communication etiquette post-interview

Post-interview communication significantly influences how a recruiter perceives your professionalism. Following up too aggressively, using overly casual language, or failing to acknowledge communications can work against you.

Dillon advises candidates on the importance of maintaining a professional tone: "One thoughtful follow-up within 24 hours strikes the right tone."

Such communication showcases respect and professionalism, setting candidates apart

Missing red flags in your own presentation

Candidates can unintentionally signal concerns about their presentation. Poor punctuality, negative remarks about former employers, or displaying unprofessional behaviour during virtual interviews can severely impact perceptions.

As Dillon adds: "Small details matter more than people realise." Background noise, distractions, or speaking badly of past colleagues can contribute to an overall impression that may dissuade potential employers.

Dillon said the best way to prevent ghosting is to maintain consistent professionalism through every stage of the hiring process.

It is highly recommended that you send a brief thank-you email within 24 hours of your interview, one which reiterates your interest and highlights one or two key points from your conversation. The trick is to remain top of mind without appearing pushy.

"If you haven't heard back within the timeframe the recruiter mentioned, one polite follow-up is appropriate. Keep it brief and professional, simply expressing continued interest and asking if there are any updates. Avoid sending multiple messages or appearing demanding," Dillon says.

"Remember that staying engaged doesn't mean being aggressive. Respect the recruiter's timeline while demonstrating that you're organised, reliable, and genuinely interested in the opportunity. Small actions like these can make the difference between being remembered positively or getting lost in the shuffle." more
4   
Load more...

Career development

 1d

Part-Time Accountant Application Preparation


I'm actively preparing to land a part-time position as an accountant, so I need a seasoned writer who understands the finance world as well as modern hiring practices. My goal is to present myself convincingly to employers that hire on a part-time basis -- not full-time or purely contractual roles -- and to stand out in a competitive finance talent pool. Here's what I already have: a basic résumé... in Word, a short cover-letter draft, and a LinkedIn profile that hasn't been updated in a year. What I'm missing is the polish, focus, and keyword optimisation that will resonate with hiring managers and Applicant Tracking Systems in the accounting space. Deliverables I'd like from you: * An ATS-friendly, finance-focused résumé tailored to part-time accountant roles * A concise, persuasive cover letter I can customise for each application * Suggested LinkedIn headline and "About" section copy that aligns with the résumé * A brief set of job-search tips or next steps specific to the Indonesian finance market (optional but appreciated) To succeed at this task, you'll ideally be comfortable with accounting terminology, current ATS formatting standards, and LinkedIn optimisation techniques. If you've placed other professionals in finance or written for CPA candidates before, please mention it when you respond. I'm ready to get started right away and will provide any extra background you need -- career history, achievements, certifications -- so we can iterate quickly. Thanks for helping me make the leap into my next part-time accounting role. more

Career development

 1d

How can this 32-year-old photographer get back into the industry after a retail detour?


Roles targeted: Photographer, videographer, digital content creator, digital media assistant, digital marketing co-ordinator

The job search so far: Since graduating in 2020, Mr. Brown has worked on and off as a photographer. These days, that role requires a multitude of skills, including social media management, launching e-commerce campaigns, creating in-store marketing assets, and video... production across multiple platforms.

This 21-year-old finance grad received 30 job rejections. What should he do to get hired?

In 2022, Mr. Brown left his job as a lead product photographer and social media co-ordinator for a furniture company to work in retail. The move away from his preferred industry was difficult, but he says the pay wasn't enough. "I was basically expected to do the work of about four different departments, and I was only making around $16 an hour, on top of commuting," he says.

In October, he was laid off from his retail job and he's been trying to re-enter the photography field. He's applied to more than 550 jobs this year, through Indeed and similar job-seeking platforms. He has done cold calls, gone to networking events, and tailored his résumé and cover letters for specific job postings. Though he landed two preliminary phone interviews, neither have led to employment.

His main challenge: Mr. Brown feels he's been out of the industry for too long and lacks relevant experience. Though he has strong portfolio pieces, he says some employers have suggested it is not industry-specific.

For example, he has shot commercials and his images have been used on billboards. "But when I've explained that in job interviews, they kind of shrug at me and say, 'Well, that's great, but can you shoot a TikTok for a used car dealership?'" he said.

Betty Xie, a creative career coach based in Toronto, understands Mr. Brown may feel like he's been out of the game for a while, but that's normal among creatives. "Many clients that come to me have worked for 20 years and they still feel like they're starting from scratch," she said. Here's how Mr. Brown can leverage his existing skills to land a job in his field, according to Ms. Xie.

Currently, Mr. Brown has a website with photos he's shot for companies and businesses. It's a scrolling home page without any text. "I saw a spread of photos, but they're not articulating who are the past clients he worked with, and what was the value proposition he brought," Ms. Xie said.

Instead, Ms. Xie suggests portfolio items be regrouped under specific headings, such as product, event or portrait photography. These categories could even have dedicated landing pages, with a selection of images grouped together from a particular campaign.

Crucially, Mr. Brown should add a one-line summary description to each photo set, similar to what one would find on a résumé. For example: "Designed in-store promotional material distributed across 50 retail locations nationwide."

Are you a young Canadian searching for a job? Tell us your story and get advice

Written elements like these will help employers understand areas of expertise and impact. "Make it as easy as possible for your potential employer to immediately understand what your strengths are as a photographer," Ms. Xie said.

"As a creative, employers are hiring you to tell a compelling story, so you've got to do a really good job telling your own story first."

Ms. Xie said the photography industry has changed a lot over the past decade, so Mr. Brown should retool his expectations for target companies. For example, a marketing agency may have switched from hiring in-house photographers to contracts with freelancers. Meanwhile, a university could be looking for a full-time multimedia manager who needs to do photography, edit videos, or manage multimedia assets.

With this in mind, Ms. Xie suggests he move away from the job-seeker mindset. Embodying this entrepreneurial mindset will serve his career well - and boost confidence during the job hunt. Ms. Xie says many working photographers have clients on the side to tap into multiple streams of income, whether it's editorial work, corporate shoots, weddings, events, or portraits.

"Regardless of whether your next job is full-time or part-time, if you want to thrive, think of yourself as both the photographer and your talent manager," she says.

Here's an action Mr. Brown can take today: post on his personal Instagram account that he's looking to update his photography portfolio. He can contact small businesses, such as a local coffee shop or a gym, and offer a discounted rate for high-quality photography services. It's a win-win: businesses get fresh assets, while Mr. Brown has new portfolio items to add to his website - along with that crucial text summarizing the goal or impact.

Mr. Brown can also ask new or existing clients for testimonials to use on his website. This will boost his confidence and serve as an important reminder: he has in-demand technical skills, he's done great work, and a degree in photography. "That's amazing," Ms. Xie said. "And he's not starting from scratch." more

Career development

 1d

6 Examples for Describing Yourself in an Interview (and Why They Work)


Here's the right way to answer when asked how to describe yourself in a job interview.

Editor's Note: This story originally appeared on Zety.com.

When an interviewer asks, "How would you describe yourself?," they're throwing you a softball. Learn how to describe yourself in an interview so you don't strike out from the start.

Read on to learn how to describe yourself in an interview and... actually impress.

You'll find out the intent behind interviewers asking you to describe yourself and see examples of a great response.

The Intent Behind This Common Interview Question

Many interviews kick off with the hiring manager asking you to describe yourself. At first glance, the question seems like a benign and friendly way for the interviewer to get to know you.

And in many ways, it is. It's a light-hearted question that helps lighten the mood and warm things up before more difficult interview questions.

But that doesn't mean there's no wrong way to answer it. In fact, there are many ways to screw your response up. To figure out what makes a good answer, it helps to know why interviewers so often ask some variation of "Tell me about yourself."

The two main things an HR manager is looking for are:

* To see your interpersonal skills in action.

* To get acquainted with you on a professional level.

The best way to describe yourself will be fulfilling both of those requirements.

First things first, soft skills are important. The key to showing off your soft skills while answering this question, or any interview question, is to appear confident, remain calm, maintain eye contact, listen carefully, and respond succinctly without rambling.

The second key to describing yourself is to make sure you're answering the question in a professional way. You may be a very funny person, but describing yourself as a class clown won't help you land that software engineering job. Instead, use professional words to describe yourself and leave out any personal details.

Examples of How to Describe Yourself in an Interview

Let's get concrete. Here are some real-life examples of how to describe yourself in an interview.

As persistent

Example answer:

"I'm persistent. Once I set my eyes on the prize, I work hard to achieve my goal. In my role as marketing coordinator at Boston & Borris, I organized marketing campaigns with budgets over $250,000.

The bar was set very high for those campaigns in terms of OKRs, but I continuously analyzed our content metrics to suggest new ideas whenever the current strategy wasn't delivering."

Why it works:

Find character traits that give you the opportunity to talk about your biggest career wins and achievements. Bringing up your accomplishments also provides an opportunity for the hiring manager to ask follow-up questions and create a natural flow to the conversation.

As highly organized

Example answer:

"I'm someone who loves to be organized. As the junior project manager at TechBubble, I was constantly creating and modifying existing project procedures to make our processes more efficient. When I saved my team 10 hours of collective work by simplifying the organizational structure in our project management system, I felt warm and fuzzy inside."

Why it works:

The way to hit a home run when describing yourself in an interview is to figure out which skills are most important in the job ad and highlighting the ones you embody. In this example, if one of the requirements was organizational skills, then this answer checked that box without a doubt.

As creative

Example answer:

"I love letting my creative juices flow. When I was the graphic designer at Rainbow Media, I often led brainstorming sessions with clients to come up with new brand logos, icons, typography, and other marketing material.

While there, I developed over 50 complete brand strategies that satisfied even the most demanding clients. If you'd like, I could go into more detail on a few in my portfolio."

Why it works:

Creativity is one of the most difficult job skills to provide proof of, and yet it's a must-have for many professional fields. Using your answer to bring up your portfolio or other pieces of evidence can turn creativity from something airy-fairy to a skill with real-world results.

As dedicated

Example answer:

"I would have to say I'm dedicated. Although this will be my first year teaching full-time, I've been tutoring students one-on-one for over six years. During that time, I've gone above and beyond helping students turn around their grades and receive competitive scores in standardized testing.

The secret to my success is that I am internally motivated to help youth reach their goals."

Why it works:

Describing yourself as passionate or dedicated can tell the interviewer that the job you're applying for is more than just a job to you. With that said, be careful with these terms. This is a trait often implied by candidates, so you can come off as dishonest if the HR manager is unconvinced of your authenticity.

As detail-oriented

Example answer:

"Well, I'm detail-oriented. I have over 5 years of experience in nursing, and in that time I've developed a talent for noticing small details that could be otherwise easily looked over. As you know, this is one of those skills that is quite difficult when you're working in a fast-paced environment like a hospital.

But I think my attention to detail is what allowed me to maintain 96% positive patient scores even while handling up to 10 patients at a time."

Why it works:

Being detail-oriented is crucial for some jobs, and relating to the HR manager is a great way to build rapport and make a good impression. This works especially well when the hiring manager has been in the same role as the one you're applying for. Just remember not to oversell yourself, as an experienced professional is likely to catch a whiff of your exaggerations.

As sociable

Example answer:

"I'm a sociable person. I'm quite extroverted, so I get more energized when I'm in direct contact with people. As a customer service professional at XYZ Inc, I was constantly interacting with clients and I loved it.

Being able to communicate with customers in a casual way was the best part of my day. I think that's part of why I was able to maintain a customer retention rate 25% above the average."

Why it works:

You can't go wrong when describing yourself if you talk about your communication skills. They're the key job skill in many roles. Just remember -- with this character trait, you'll have to walk the talk. You can't talk about your great communication skills while mumbling and looking at the interviewer's feet. more

Career development

 1d

The Invisible Jury


Derek Mobley thought he was losing his mind. A 40-something African American IT professional with anxiety and depression, he'd applied to over 100 jobs in 2023, each time watching his carefully crafted applications disappear into digital black holes. No interviews. No callbacks. Just algorithmic silence. What Mobley didn't know was that he wasn't being rejected by human hiring managers -- he was... being systematically filtered out by Workday's AI screening tools, invisible gatekeepers that had learned to perpetuate the very biases they were supposedly designed to eliminate.

Mobley's story became a landmark case when he filed suit in February 2023 (later amended in 2024), taking the unprecedented step of suing Workday directly -- not the companies using their software -- arguing that the HR giant's algorithms violated federal anti-discrimination laws. In July 2024, U.S. District Judge Rita Lin delivered a ruling that sent shockwaves through Silicon Valley's algorithmic economy: the case could proceed on the theory that Workday acts as an employment agent, making it directly liable for discrimination.

The implications were staggering. If algorithms are agents, then algorithm makers are employers. If algorithm makers are employers, then the entire AI industry suddenly faces the same anti-discrimination laws that govern traditional hiring.

Welcome to the age of algorithmic adjudication, where artificial intelligence systems make thousands of life-altering decisions about you every day -- decisions about your job prospects, loan applications, healthcare treatments, and even criminal sentencing -- often without you ever knowing these digital judges exist. We've built a society where algorithms have more influence over your opportunities than most elected officials, yet they operate with less transparency than a city council meeting.

As AI becomes the invisible infrastructure of modern life, a fundamental question emerges: What rights should you have when an algorithm holds your future in its neural networks?

We are living through the greatest delegation of human judgment in history. An estimated 99% of Fortune 500 companies now use some form of automation in their hiring process. Banks deploy AI to approve or deny loans in milliseconds. Healthcare systems use machine learning to diagnose diseases and recommend treatments. Courts rely on algorithmic risk assessments to inform sentencing decisions. And platforms like Facebook, YouTube, and TikTok use AI to curate the information ecosystem that shapes public discourse.

This delegation isn't happening by accident -- it's happening by design. AI systems can process vast amounts of data, identify subtle patterns, and make consistent decisions at superhuman speed. They don't get tired, have bad days, or harbor conscious prejudices. In theory, they represent the ultimate democratization of decision-making: cold, rational, and fair.

The reality is far more complex. These systems are trained on historical data that reflects centuries of human bias, coded by engineers who bring their own unconscious prejudices, and deployed in contexts their creators never anticipated. The result is what Cathy O'Neil, author of "Weapons of Math Destruction," calls "algorithms of oppression" -- systems that automate discrimination at unprecedented scale.

Consider the University of Washington research that examined over 3 million combinations of résumés and job postings, finding that large language models favored white-associated names 85% of the time and never -- not once -- favored Black male-associated names over white male-associated names. Or SafeRent's AI screening system that allegedly discriminated against housing applicants based on race and disability, leading to a $2.3 million settlement in 2024 when courts found that the algorithm unfairly penalized applicants with housing vouchers. These aren't isolated bugs -- they're features of systems trained on biased data operating in a biased world.

The scope extends far beyond hiring and housing. In healthcare, AI diagnostic tools trained primarily on white patients miss critical symptoms in people of color. In criminal justice, risk assessment algorithms like COMPAS -- used in courtrooms across America to inform sentencing and parole decisions -- have been shown to falsely flag Black defendants as high-risk at nearly twice the rate of white defendants. When algorithms decide who gets a job, a home, medical treatment, or freedom, bias isn't just a technical glitch -- it's a systematic denial of opportunity.

The fundamental challenge with AI-driven decisions isn't just that they might be biased -- it's that we often have no way to know. Modern machine learning systems, particularly deep neural networks, are essentially black boxes. They take inputs, perform millions of calculations through hidden layers, and produce outputs. Even their creators can't fully explain why they make specific decisions.

This opacity becomes particularly problematic when AI systems make high-stakes decisions. If a loan application is denied, was it because of credit history, income, zip code, or some subtle pattern the algorithm detected in the applicant's name or social media activity? If a résumé is rejected by an automated screening system, which factors triggered the dismissal? Without transparency, there's no accountability. Without accountability, there's no justice.

The European Union recognized this problem and embedded a "right to explanation" in both the General Data Protection Regulation (GDPR) and the AI Act, which entered force in August 2024. Article 22 of GDPR states that individuals have the right not to be subject to decisions "based solely on automated processing" and must be provided with "meaningful information about the logic involved" in such decisions. The AI Act goes further, requiring "clear and meaningful explanations of the role of the AI system in the decision-making procedure" for high-risk AI systems that could adversely impact health, safety, or fundamental rights.

But implementing these rights in practice has proven fiendishly difficult. In 2024, a European Court of Justice ruling clarified that companies must provide "concise, transparent, intelligible, and easily accessible explanations" of their automated decision-making processes. However, companies can still invoke trade secrets to protect their algorithms, creating a fundamental tension between transparency and intellectual property.

The problem isn't just legal -- it's deeply technical. How do you explain a decision made by a system with 175 billion parameters? How do you make transparent a process that even its creators don't fully understand?

Making AI systems explainable isn't just a legal or ethical challenge -- it's a profound technical problem that goes to the heart of how these systems work. The most powerful AI models are often the least interpretable. A simple decision tree might be easy to explain, but it lacks the sophistication to detect subtle patterns in complex data. A deep neural network with millions of parameters might achieve superhuman performance, but explaining its decision-making process is like asking someone to explain how they recognize their grandmother's face -- the knowledge is distributed across millions of neural connections in ways that resist simple explanation.

Researchers have developed various approaches to explainable AI (XAI), from post-hoc explanation methods like SHAP (SHapley Additive exPlanations) and LIME (Local Interpretable Model-agnostic Explanations) to inherently interpretable models. But each approach involves trade-offs. Simpler, more explainable models may sacrifice 8-12% accuracy according to recent research. More sophisticated explanation methods can be computationally expensive and still provide only approximate insights into model behavior.

Even when explanations are available, they may not be meaningful to the people affected by algorithmic decisions. Telling a loan applicant that their application was denied because "feature X contributed +0.3 to the rejection score while feature Y contributed -0.1" isn't particularly helpful. Different stakeholders need different types of explanations: technical explanations for auditors, causal explanations for decision subjects, and counterfactual explanations ("if your income were $5,000 higher, you would have been approved") for those seeking recourse.

Layer-wise Relevance Propagation (LRP), designed specifically for deep neural networks, attempts to address this by propagating prediction relevance scores backward through network layers. Companies like IBM with AIX360, Microsoft with InterpretML, and the open-source SHAP library have created frameworks to implement these techniques. But there's a growing concern about what researchers call "explanation theater" -- superficial, pre-packaged rationales that satisfy legal requirements without actually revealing how systems make decisions.

It's a bit like asking a chess grandmaster to explain why they made a particular move. They might say "to control the center" or "to improve piece coordination," but the real decision emerged from years of pattern recognition and intuition that resist simple explanation. Now imagine that grandmaster is a machine with a billion times more experience, and you start to see the challenge.

While the EU pushes forward with the world's most comprehensive AI rights legislation, the rest of the world is scrambling to catch up -- each region taking dramatically different approaches that reflect their unique political and technological philosophies. Singapore, which launched the world's first Model AI Governance Framework in 2019, updated its guidance for generative AI in 2024, emphasizing that "decisions made by AI should be explainable, transparent, and fair." Singapore's approach focuses on industry self-regulation backed by government oversight, with the AI Verify Foundation providing tools for companies to test and validate their AI systems.

Japan has adopted "soft law" principles through its Social Principles of Human-Centered AI, aiming to create the world's first "AI-ready society." The Japan AI Safety Institute published new guidance on AI safety evaluation in 2024, but relies primarily on voluntary compliance rather than binding regulations.

China takes a more centralized approach, with the Ministry of Industry and Information Technology releasing guidelines for building a comprehensive system of over 50 AI standards by 2026. China's Personal Information Protection Law (PIPL) mandates transparency in algorithmic decision-making and enforces strict data localization, but implementation varies across the country's vast technological landscape.

The United States, meanwhile, remains stuck in regulatory limbo. While the EU builds comprehensive frameworks, America takes a characteristically fragmented approach. New York City implemented the first AI hiring audit law in 2021, requiring companies to conduct annual bias audits of their AI hiring tools -- but compliance has been spotty, and many companies simply conduct audits without making meaningful changes. The Equal Employment Opportunity Commission (EEOC) issued guidance in 2024 emphasizing that employers remain liable for discriminatory outcomes regardless of whether the discrimination is perpetrated by humans or algorithms, but guidance isn't law.

This patchwork approach creates a Wild West environment where a facial recognition system banned in San Francisco operates freely in Miami, where a hiring algorithm audited in New York screens candidates nationwide without oversight.

If AI systems are the new infrastructure of decision-making, then AI auditing is the new safety inspection -- except nobody can agree on what "safe" looks like.

Unlike financial audits, which follow established standards refined over decades, AI auditing remains what researchers aptly called "the broken bus on the road to AI accountability." The field lacks agreed-upon practices, procedures, and standards. It's like trying to regulate cars when half the inspectors are checking for horseshoe quality.

Several types of AI audits have emerged: algorithmic impact assessments that evaluate potential societal effects before deployment, bias audits that test for discriminatory outcomes across protected groups, and algorithmic audits that examine system behavior in operation. Companies like Arthur AI, Fiddler Labs, and DataRobot have built businesses around AI monitoring and explainability tools.

But here's the catch: auditing faces the same fundamental challenges as explainability. Inioluwa Deborah Raji, a leading AI accountability researcher, points out that unlike mature audit industries, "AI audit studies do not consistently translate into more concrete objectives to regulate system outcomes." Translation: companies get audited, check the compliance box, and continue discriminating with algorithmic precision.

Too often, audits become what critics call "accountability theater" -- elaborate performances designed to satisfy regulators while changing nothing meaningful about how systems operate. It's regulatory kabuki: lots of movement, little substance.

The most promising auditing approaches involve continuous monitoring rather than one-time assessments. European bank ING reduced credit decision disputes by 30% by implementing SHAP models to explain each denial in a personalized way. Google's cloud AI platform now includes built-in fairness indicators that alert developers when models show signs of bias across different demographic groups.

One proposed solution to the accountability crisis is maintaining meaningful human oversight of algorithmic decisions. The EU AI Act requires "human oversight" for high-risk AI systems, mandating that humans can "effectively oversee the AI system's operation." But what does meaningful human oversight look like when AI systems process thousands of decisions per second?

Here's the uncomfortable truth: humans are terrible at overseeing algorithmic systems. We suffer from "automation bias," over-relying on algorithmic recommendations even when they're wrong. We struggle with "alert fatigue," becoming numb to warnings when systems flag too many potential issues. A 2024 study found that human reviewers agreed with algorithmic hiring recommendations 90% of the time -- regardless of whether the algorithm was actually accurate.

In other words, we've created systems so persuasive that even their supposed overseers can't resist their influence. It's like asking someone to fact-check a lie detector while the machine whispers in their ear.

More promising are approaches that focus human attention on high-stakes or ambiguous cases while allowing algorithms to handle routine decisions. Anthropic's Constitutional AI approach trains systems to behave according to a set of principles, while keeping humans involved in defining those principles and handling edge cases. OpenAI's approach involves human feedback in training (RLHF - Reinforcement Learning from Human Feedback) to align AI behavior with human values.

Dr. Timnit Gebru, former co-lead of Google's Ethical AI team, argues for a more fundamental rethinking: "The question isn't how to make AI systems more explainable -- it's whether we should be using black box systems for high-stakes decisions at all." Her perspective represents a growing movement toward algorithmic minimalism: using AI only where its benefits clearly outweigh its risks, and maintaining human decision-making for consequential choices.

As AI systems become more sophisticated, the challenge of ensuring accountability will only intensify. Large language models like GPT-4 and Claude can engage in complex reasoning, but their decision-making processes remain largely opaque. Future AI systems may be capable of meta-reasoning -- thinking about their own thinking -- potentially offering new pathways to explainability.

Emerging technologies offer glimpses of solutions that seemed impossible just years ago. Differential privacy -- which adds carefully calibrated mathematical noise to protect individual data while preserving overall patterns -- is moving from academic curiosity to real-world implementation. In 2024, hospitals began using federated learning systems that can train AI models across multiple institutions without sharing sensitive patient data, each hospital's data never leaving its walls while contributing to a global model.

The results are promising: research shows that federated learning with differential privacy can maintain 90% of model accuracy while providing mathematical guarantees that no individual's data can be reconstructed. But there's a catch -- stronger privacy protections often worsen performance for underrepresented groups, creating a new trade-off between privacy and fairness that researchers are still learning to navigate.

Meanwhile, blockchain-based audit trails could create immutable records of algorithmic decisions -- imagine a permanent, tamper-proof log of every AI decision, enabling accountability even when real-time explainability remains impossible.

The development of "constitutional AI" systems that operate according to explicit principles may offer another path forward. These systems are trained not just to optimize for accuracy, but to behave according to defined values and constraints. Anthropic's Claude operates under a constitution that draws from the UN Declaration of Human Rights, global platform guidelines, and principles from multiple cultures -- a kind of algorithmic bill of rights.

The fascinating part? These constitutional principles work. In 2024-2025, Anthropic's "Constitutional Classifiers" reduced harmful AI outputs by 95%, blocking over 95% of attempts to manipulate the system into generating dangerous content. But here's what makes it truly interesting: the company is experimenting with "Collective Constitutional AI," incorporating public input into the constitution itself. Instead of a handful of engineers deciding AI values, democratic processes could shape how machines make decisions about human lives.

It's a radical idea: AI systems that aren't just trained on data, but trained on values -- and not just any values, but values chosen collectively by the people those systems will serve.

Some researchers envision a future of "algorithmic due process" where AI systems are required to provide not just explanations, but also mechanisms for appeal and recourse. Imagine logging into a portal after a job rejection and seeing not just "we went with another candidate," but a detailed breakdown: "Your application scored 72/100. Communications skills rated highly (89/100), but technical portfolio needs strengthening (+15 points available). Complete these specific certifications to increase your score to 87/100 and automatic re-screening."

Or picture a credit system that doesn't just deny your loan but provides a roadmap: "Your credit score of 650 fell short of our 680 threshold. Paying down $2,400 in credit card debt would raise your score to approximately 685. We'll automatically reconsider your application when your score improves."

This isn't science fiction -- it's software engineering. The technology exists; what's missing is the regulatory framework to require it and the business incentives to implement it.

The question isn't whether AI systems should make important decisions about human lives -- they already do, and their influence will only grow. The question is how to ensure these systems serve human values and remain accountable to the people they affect.

This requires action on multiple fronts. Policymakers need to develop more nuanced regulations that balance the benefits of AI with the need for accountability. The EU AI Act and GDPR provide important precedents, but implementation will require continued refinement. The U.S. needs comprehensive federal AI legislation that goes beyond piecemeal state-level initiatives.

Technologists need to prioritize explainability and fairness alongside performance in AI system design. This might mean accepting some accuracy trade-offs in high-stakes applications or developing new architectures that are inherently more interpretable. The goal should be building AI systems that are not just powerful, but trustworthy.

Companies deploying AI systems need to invest in meaningful auditing and oversight, not just compliance theater. This includes diverse development teams, continuous bias monitoring, and clear processes for recourse when systems make errors. But the most forward-thinking companies are already recognizing something that many others haven't: AI accountability isn't just a regulatory burden -- it's a competitive advantage.

Consider the European bank that reduced credit decision disputes by 30% by implementing personalized explanations for every denial. Or the healthcare AI company that gained regulatory approval in record time because they designed interpretability into their system from day one. These aren't costs of doing business -- they're differentiators in a market increasingly concerned with trustworthy AI.

Individuals need to become more aware of how AI systems affect their lives and demand transparency from the organizations that deploy them. This means understanding your rights under laws like GDPR and the EU AI Act, but also developing new forms of digital literacy. Learn to recognize when you're interacting with AI systems. Ask for explanations when algorithmic decisions affect you. Support organizations fighting for AI accountability.

Most importantly, remember that every time you accept an opaque algorithmic decision without question, you're voting for a less transparent future. The companies deploying these systems are watching how you react. Your acceptance or resistance helps determine whether they invest in explainability or double down on black boxes.

Derek Mobley's lawsuit against Workday represents more than one man's fight against algorithmic discrimination -- it's a test case for how society will navigate the age of AI-mediated decision-making. The outcome will help determine whether AI systems remain unaccountable black boxes or evolve into transparent tools that augment rather than replace human judgment.

The choices we make today about AI accountability will shape the kind of society we become. We can sleepwalk into a world where algorithms make increasingly important decisions about our lives while remaining completely opaque, accountable to no one but their creators. Or we can demand something radically different: AI systems that aren't just powerful, but transparent, fair, and ultimately answerable to the humans they claim to serve.

The invisible jury isn't coming -- it's already here, already deliberating, already deciding. The algorithm reading your resume, scanning your medical records, evaluating your loan application, assessing your risk to society. Right now, as you read this, thousands of AI systems are making decisions that will ripple through millions of lives.

The question isn't whether we can build a fair algorithmic society. The question is whether we will. The code is being written, the models are being trained, the decisions are being made. And for perhaps the first time in human history, we have the opportunity to build fairness, transparency, and accountability into the very infrastructure of power itself.

The invisible jury is already deliberating on your future. The only question left is whether you'll demand a voice in the verdict.

Tim explores the intersections of artificial intelligence, decentralised cognition, and posthuman ethics. His work, published at smarterarticles.co.uk, challenges dominant narratives of technological progress while proposing interdisciplinary frameworks for collective intelligence and digital stewardship.

His writing has been featured on Ground News and shared by independent researchers across both academic and technological communities. more

Career development

 1d

Part-Time Job Search Support


I'm ready to move into a reliable part-time position and would like an experienced recruitment or career-coaching professional to guide me from start to finish. That includes sharpening my résumé, optimising my online profiles, scouting roles that fit my background, and preparing me to interview with confidence. I'm open to opportunities across administrative, technical or creative areas, so feel... free to suggest openings where my transferable skills can add value. Here's what I need from you: * A fully polished résumé and brief cover-letter template tailored for part-time applications * A curated list of at least ten suitable part-time vacancies with direct application links * Practical interview prep sessions -- question drills, feedback and confidence-building tips I'll share my current CV and availability as soon as we begin, and I'm happy to collaborate through video calls, chat or shared documents -- whatever keeps us both on track. If you have a proven track record placing candidates in part-time roles, let's connect and get my next opportunity locked in. more