Anonymous member


Career development 3d
I recently started working at a bank branch and I'm surprised that everyone knows everyone else's salary. People talk about it openly, even before a new employee starts.
On my first day, at least two coworkers told me that I was too young to be earning that much and that I didn't deserve it.
Now we're getting a new employee, and everyone is talking about how much she'll be paid. The branch... manager is actually the one sharing this information. Is this normal or professional? Should I report it to head office or the compliance/security department? It doesn't seem right that employees' salary information is being shared so openly. Thanks

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2   

  • PETER TUMUSIIME

    1d

    Think of Government employees whose salary is put on the openly on the notice boards for everyone to see, study and evaluate

  • jasper mutiso

    1d

    Many human resources experts and labor advocates argue that pay transparency is right because it closes gender pay gaps, promotes meritocracy, and... stops employers from taking advantage of job seekers. However, openly disclosing specific pay figures can also lead to resentment, hostility, and privacy concerns if peers doing similar roles are paid differently based on experience or negotiation more

    2
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Tom Seliga


Career development 15h
At our company we go away for a weekend once a month. The boss buys everyone barbecue and beer as a thank-you for our work. But we have to pay for our own hotel rooms. I know I'm bringing my wife, so we'd need a double room anyway, but if it's a company event, shouldn't the company pay for the hotel too? I'm thinking about stopping these trips because they end up costing quite a lot.

  • Ken Lawton

    1h

    That's not much of a thank you if you have to put out any money at all. You should stop going. And when the boss asks why, tell them it's because... you can't afford it.
    Why haven't you done this already? Why are you asking for advice. This is super obvious.     more

  • KATUSABE RAPHAELINE

    4h

    Social capital has cost implication in order to grow.

Ralph Lee


Career development 4d
At our company we never get raises or bonuses. Instead, the boss gives us company mugs, bags and notebooks. After a successful deal or project he buys us pizza. I know I'm getting paid what we agreed on, but it would be nice to get some kind of reward once in a while. That never happens.
What do you think? Should I hint that money would be more appreciated than getting a fifth mug with the... company logo on it?

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4   

  • Mayibongwe Bayana

    3h

    I think being grateful definitely is a starting point, but importantly realise that he is putting his needs first, and you also have to do so and look... for a place which would lead to your growth financially too. more

  • neli oka

    1d

    Had the same in our company,but after some years when they noticed we were less interested with the rewards they changed to giving out certificates... 😂, some employers never put Cash in the equation. more

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Eliot Feldman
Career development 2d
How do you proactively manage your career development to ensure you are consistently moving toward your goals?

  • jimmy boutsikakis

    10h

    Evaluation. Take the time to understand where you are and where you want to be. Envision the path that gets you there - including all the steps you’ll... need to take. Try to be content with where you are now, don’t let the idea that “I’m not where I want to be” become an obstacle in itself - instead try to use that feeling, or thought, as inspiration to motivate you. Bless you. more

  • Martin Alonya

    22h

    1. Be the best in your current position. 2. Read and research on themes in line with your career. 3. Gather resources and enroll for higher level in... line with your career. 4. Seek God and this is done in every step. I know there views outside there that disagree with the existence of a creator God but land a lone as created thing can prove to us that He exist. We have failed to add land and it's minerals and we have resumed killing one of our kind for resources!! more

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Career development

 13h

How the Future Leaders Scholarship made Suzie Quinsey a more confident publican - Club Management


Suzie Quinsey (second from left), assistant venue manager of the Morphett Arms Hotel, was awarded the 2025 Australian Hotelier Future Leaders Scholarship. She is pictured with (l-r) Ian Giles, Qld State Manager, CUB; Vanessa Cavasinni, managing editor, Australian Hotelier; and James Richards, national general manager, Allara Learning.

In 2026 for the third year in a row, Australian Hotelier will... be running its Future Leaders Scholarship program.

The scholarship aims to support the career development of professionals working in pubs at the AVM level, in specialised positions, or in junior group roles.

This year's finalists are invited to attend the annual Pub Leaders' Summit in Syndey where the winner will be announced on 13 July.

Last year's winner Suzie Quinsey assistant venue manager of Palmer Hospitality's Morphett Arms Hotel in Adelaide said the award has influenced her personal and professional life.

"Winning the scholarship has had a significant impact on my confidence," she said.

"It gave me access to training, mentoring, and leadership opportunities. The scholarship helped me step outside of my comfort zone and think more strategically about hospitality. I've become more confident in decision-making, communication, and leading by example in day-to-day operations. The experience has also encouraged me to think more long term about my career and the type of leader I want to be."

Over the past 12 months Quinsey received access to Allara Learning and Allara Global leadership courses, personalised mentorship with an Allara facilitator. She says one of the most valuable lessons she has learned through mentoring was the importance of people-focused leadership.

"Strong hospitality businesses are built on communication, trust, and creating positive experiences for both guests and staff. The mentoring from Rosie at Allara Learning reinforced that leadership is not just about managing operations, it's also about supporting and developing the people around you.

"That mindset has changed the way I approach teamwork and leadership within the venue," she added.

Abby McDonough, manager of the Morphett Arms Hotel praised the scholarship for accelerating Quinsey's growth personally and professionally.

"While Suzie already possessed strong leadership qualities, the scholarship has given her the opportunity to refine those skills. I've noticed her confidence increase when leading conversations, training staff and driving initiatives within the venue. This has been a direct result of the mentorship she has received from the team at Allara Learning.

"Winning the scholarship has reinforced her passion for the industry and provided her with the tools and knowledge that will continue to benefit her, and those she works with, throughout her career," she said.

The scholarship also included a bespoke leadership masterclass series for Quinsey and up to 15 emerging leaders in her venue or group.

"The leadership masterclasses created stronger collaboration and communication within the team. Being able to learn alongside other young leaders allowed us to share ideas, challenges, and different approaches to hospitality leadership. It helped build confidence across the team and created more open conversations around growth, accountability, and workplace culture.

"I think it also reinforced that everyone has an important role in contributing to the success of their venue," Quinsey added.

Since completing the masterclasses, Quinsey and McDonough agreed that the team have noticeably improved their communication skills, teamwork and created a more positive workplace culture overall.

"The leadership masterclasses have had a really positive impact across the Palmer Hospitality Group. The sessions encouraged everyone to think differently, communicate more effectively, and reflect on their own leadership styles, regardless of their role or level within the business. They also helped create stronger connections across different venues and encouraged open conversations around challenges, development and opportunities for both professional and personal growth."

For McDonough, one of the most exciting outcomes of the masterclasses was seeing younger team members become genuinely more open-minded about the career opportunities available within hospitality.

"It's the idea that hospitality can be a genuine long term and rewarding career path, not simply a steppingstone job. Seeing the opportunities that exist through leadership development, and industry investment has shown many of our staff that hospitality can offer significant growth, progression and long-term career success for those willing to work hard and embrace the industry."

Creating the industry's next leaders

Over the next 12 months, Quinsey says she hopes to continue to build on the leadership skills she has developed so far and take on more responsibility within the venue.

"I'd like to focus on improving operational knowledge and continuing to contribute to a positive workplace culture. I'm also excited to support the ongoing growth and development of The Morphett Arms by helping deliver consistent service standards and strong team performance. Professionally, I want to continue learning and exploring opportunities that will help me grow further within the hospitality industry."

Similarly, McDonough said the Palmer Hospitality team is focused on creating growth and development pathways for the next generation of leaders within the group.

"We want to continue identifying emerging leaders and giving them opportunities to develop through mentoring programs, increased responsibilities and ongoing learning opportunities.

"At both venue and group level, we see leadership development as a continual process rather than a one-off initiative. Building confident, capable leaders strengthens not only our venues but also the future of the hospitality industry as whole," she stated.

For any young leaders thinking of applying for the 2026 Future Leaders Scholarship, Quinsey emphasised that it is an opportunity that can't be missed.

"I absolutely encourage anyone considering the scholarship to apply. It's an incredible opportunity to learn, grow, and gain exposure to leadership and development opportunities that can genuinely shape your career.

Her final piece of advice: "Stay open-minded, take every opportunity seriously, and make the most of the people and experiences around you."

Apply now!

Applications for the 2026 Future Leaders Scholarship are now open, and will close at 11:59pm on Thursday 18 June 2026. The process involves a form to fill out, a short video submission, plus a reference from a senior manager.

There's a prize pool valued at $24,000 to be shared by the winner and nine finalists, courtesy of Allara Learning, Allara Global and Asahi Beverages.

The Scholarship application form, and more information on the process, can be found here. For any further enquiries, contact Vanessa Cavasinni at vcavasinni@intermedia.com.au.

This article first appeared on Club Management's sister publication, Australian Hotelier. more

Career development

 16h

Here's how to ace that AI interview


AI interviewing levels the playing field in a way that genuinely helps candidates who are well-prepared

Something new is happening in the hiring world, and if you're looking for a job right now, you need to know about it.

More and more companies are using AI agents to conduct first-round job interviews. Not a person. Not even a video call with a recruiter on the other end.

I refer to it as an... avatar: An artificial intelligence voice or chat agent that asks you questions, listens to your answers, and hands the transcript over to a human decision-maker.

I know what you're thinking. That sounds cold and impersonal. Maybe even unfair.

But here's the surprise: Recent data says it may actually work in your favor.

Researchers at the University of Chicago studied more than 70,000 real job applicants who were interviewed by either AI agents or human recruiters.

The candidates interviewed by AI were 12% more likely to receive a job offer. And when applicants were asked whether they preferred being interviewed by a real person or an AI interviewer, 78% picked the avatar.

Why? Because AI interviews are more consistent, better structured, and gave every candidate a fuller chance to show their qualifications. No interview fatigue, and no unconscious bias based on the first impression.

Just a thorough, systematic conversation.

So how do you prepare? Here's a practical playbook.

The full range of topics

Prepare broadly, not just deeply. The AI agent won't run out of questions. It will work through the full range of topics it was programmed to cover -- and then some.

Research shows AI-led interviews covered 45% of a company's possible interview topics, compared to 38% for the average human recruiter. That means your two or three prepared stories won't be enough.

Instead, connect every bullet point on that job description to a concrete example from your experience and be prepared to talk about it.

Give full answers, and don't be stingy with detail. The candidates who got job offers gave richer, more developed answers -- with real context and real outcomes.

You don't need to use fancy words. You need to say enough for the person reviewing your transcript to understand how you work and what you've accomplished.

Walk through the situation, what you did, and what happened. A one-liner won't cut it.

Treat it like a real conversation. The AI will ask follow-up questions, and that's a good thing. It means the system wants more from you, so give it more. Respond to the specific angle it raised and add relevant detail.

The number of back-and-forth turns in an interview was one of the strongest predictors of getting an offer. Don't rush through it. Let the conversation build.

Also, remember that the avatar is reading your body language, eye contact, any kind of sighing or moaning. Sit up straight, be involved in the conversation and participate.

The substance of what you said

With a human interviewer, saying "mm-hm" and "right" and "OK" are acceptable and can help build rapport, but with AI, it's just noise.

Take a breath, collect your thoughts, then speak. A pause is far better than verbal clutter.

Yes, ask questions -- but wait until the end. Candidates who asked questions early, while the AI was still gathering information, were less likely to get offers.

When AI signals the interview is wrapping up, that's your moment. Ask a question that shows you've thought carefully about the role.

Here's the bigger picture: AI interviewing levels the playing field in a way that genuinely helps candidates who are well-prepared.

You won't get penalized because a recruiter had a bad morning, or because someone before you was so impressive they set an impossible bar. The AI asks similar questions to everyone and evaluates what you actually said.

That shifts advantage to you -- if you've done your homework.

Treat this new format as an opportunity, not a hurdle. Prepare broadly. Answer fully. Engage genuinely. And don't let the technology intimidate you.

At the end of the day, an AI interview is still just an interview. The job is still yours to win.

Make that avatar your friend and supporter.

Blair is co-founder of Manpower West Staffing and can be reached at pblair@manpowerwest.com. more

Career development

 18h

Doomjobbing" Trend Sees Candidates Applying To Jobs First And Reading The Description Later


Job seekers are increasingly treating the hiring process like a numbers game, firing off applications as quickly as possible in hopes that one will stick.

New research from Monster calls the trend "doomjobbing" -- a fast-paced approach to job hunting where candidates apply to multiple roles with little time spent reviewing job descriptions or assessing fit.

Applications Are Becoming Faster

42%... of job seekers apply to four or more positions during a single search session, while some submit more than a dozen applications at a time.

The research also suggests many candidates spend little time evaluating roles before applying. Nearly one-third of respondents said they review job postings for one minute or less, and 48% acknowledged applying without reading the full job description.

Long Searches Fuel the Trend

Extended job hunts appear to be contributing to the behavior.

While 36% of respondents reported finding a role within a month, one-quarter said they had been searching for six months or longer. Among those facing prolonged searches, application volume often increases as candidates broaden their efforts to secure interviews.

Nearly half of job seekers said they try to balance application quantity with job fit, while 21% prioritize submitting as many applications as possible.

Challenges for Employers

The rise in mass applications is creating challenges for hiring teams as well. A larger volume of submissions can make it more difficult for recruiters to identify qualified candidates, potentially slowing hiring decisions and increasing administrative workloads.

The result is a hiring environment where job seekers feel overlooked while employers face growing numbers of less targeted applications.

A Sign of a Strained Hiring Market

The findings point to a job market where many candidates feel pressure to maximize application volume rather than focus on a smaller number of well-matched opportunities. As application numbers rise, both job seekers and employers may face a longer and less efficient hiring process. more

Career development

 19h

ACCESS70 Launches Workplace Readiness Boot Camp for South Africa's Young Professionals


New initiative aims to tackle graduate unemployment by equipping young South Africans with practical workplace skills, professional networks and direct employer connections

For thousands of South African graduates, receiving a degree should mark the beginning of a promising career journey. Yet for many, it instead signals the start of a frustrating search for employment in an increasingly... competitive job market.

While obtaining a qualification remains a significant achievement, a growing number of graduates are finding that academic success alone is not always enough to secure meaningful work opportunities.

In response to this challenge, a new initiative is stepping forward with a practical solution.

The inaugural ACCESS70 Workplace Launchpad Boot Camp will take place in Johannesburg from 19 to 26 June 2026, offering tertiary graduates a unique opportunity to prepare for the realities of the modern workplace at absolutely no cost.

Designed to bridge the gap between education and employment, the programme aims to equip young South Africans with the skills, confidence, networks and industry exposure needed to improve their chances of securing sustainable employment.

A Vision Born from South Africa's Employment Challenge

ACCESS70 was established under the leadership of Israel Noko, Founder and CEO of NPI Governance Solutions, a specialist B-BBEE and compliance advisory firm.

For Noko, the initiative is more than a training programme -- it is a long-term response to one of South Africa's most pressing socioeconomic challenges.

"This has been a long-term vision of mine," explains Noko.

"The number of graduates leaving university and remaining unemployed is increasing. It's currently at over 12%, which amounts to more than 24,000 young people who leave university with a degree each year but cannot find work."

He believes the challenge often lies not in the absence of opportunities but in access to them.

"Often the issue is not that positions are not available, but that graduates do not have access to the opportunities. In the gig economy, ACCESS70 is designed to bridge the gap between higher education and employment."

Importantly, the programme has been designed to be fully accessible.

By offering the boot camp free of charge, ACCESS70 removes financial barriers that may prevent talented graduates from participating in career development opportunities.

Preparing Graduates for the Realities of Work

Unlike traditional job-readiness programmes that focus solely on CV writing or interview preparation, ACCESS70 has been carefully developed in collaboration with graduates, industry leaders and corporate partners to provide a more comprehensive workplace readiness experience.

The week-long programme focuses on what success in the workplace actually looks like and how graduates can position themselves for long-term career growth.

Participants will engage in workplace simulations, practical exercises, mentorship opportunities, networking sessions and direct engagement with employers.

The curriculum covers critical professional skills including:

* Professional communication

* Teamwork and collaboration

* Problem-solving and critical thinking

* Personal branding

* Interview preparation

* Workplace etiquette

* Career development strategies

Graduates will also gain exposure to industry leaders and potential employers, creating opportunities to build valuable professional relationships and expand their networks.

Focusing on Critical Skills Shortage Sectors

ACCESS70 has intentionally aligned its programme with industries where South Africa faces ongoing skills shortages.

These include:

* Digital and Information Technology

* Financial Services

* Marketing and Sales

* Supply Chain and Logistics

* Engineering

By targeting sectors where demand for skilled professionals remains high, the programme seeks to improve employment outcomes while simultaneously contributing to broader economic development.

Building Confidence Alongside Competence

Beyond technical and professional skills, ACCESS70 places significant emphasis on personal development.

Noko believes confidence and attitude are often overlooked components of employability.

Prolonged unemployment can erode self-belief, making it increasingly difficult for young people to present themselves positively during recruitment processes.

"Losing hope can be a consequence of prolonged unemployment, but attitude remains one of the most important factors in determining how far you will go," says Noko.

"Employers look beyond academic achievements for graduates who are adaptable, resilient, eager to learn and committed to contributing positively in the workplace, making this aspect a vital part of the training."

The programme therefore seeks to nurture not only workplace competence but also the mindset required to navigate a dynamic and evolving employment landscape.

Support Beyond the Classroom

One of the distinguishing features of ACCESS70 is its commitment to supporting participants beyond the boot camp itself.

Rather than ending after seven days of training, the programme includes ongoing employer matching, placement support and career monitoring.

"ACCESS70 doesn't end with the boot camp," explains Noko.

"The programme includes employer matching and placement support after training as well as ongoing career monitoring that's aimed at sustained employment rather than just job placement. We're in this to make a difference - to the unemployment crisis and to young lives."

This long-term approach reflects a growing recognition that sustainable employment outcomes require continued support beyond initial training interventions.

Searching for South Africa's Future Leaders

ACCESS70 is seeking graduates who are prepared to fully commit to the programme and embrace opportunities for growth.

Selection criteria have been carefully developed to identify participants who demonstrate ambition, creativity, discipline and a genuine desire to build successful careers.

"We're looking for graduates who are ready to give the programme 110%, for creatives who can turn ideas into useful solutions, for future leaders who are serious and willing to be stretched and for those with discipline and an appetite for opportunity," says Noko.

Applications are open to graduates between the ages of 18 and 35 who are eager to develop their professional potential and take the next step toward meaningful employment.

Investing in South Africa's Future Workforce

As graduate unemployment continues to impact thousands of young South Africans each year, initiatives such as ACCESS70 represent a practical and hopeful response to a complex challenge.

By connecting education with industry, building workplace confidence and creating direct pathways to employment, the programme aims to transform qualifications into opportunities and potential into sustainable careers.

For many graduates, the journey to employment can feel uncertain. ACCESS70 is working to ensure that the transition from classroom to career becomes a pathway filled with possibility rather than frustration.

Applications for the first ACCESS70 Workplace Launchpad Boot Camp are now open through the official ACCESS70 website. more

Charlotte Baker


Career development 1d
I work at a small company where everyone goes to the pub on Friday evenings with their husbands or wives. I don't go very often, and I never bring my boyfriend because I don't really want to be part of that whole family-style group. Lately, though, my coworkers have been asking if I even have a boyfriend and seem annoyed that I don't join them. How can I get them to stop asking and leave me alone... about these Friday pub outings?

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1   

  • Daniel Mbevo

    4h

    Be occupied with Christ and you'll never find yourself in clubs. On Fridays you can even go to kesha. But when you be available for them it will be... easy for them to drag you in.
     more

  • jimmy boutsikakis

    11h

    Be transparent. Tell them how you feel. Or don’t.

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Career development

 22h

Job platforms monetize digital identities as privacy awareness lags: study


Research suggests many US job seekers do not realize employment platforms sell and reuse personal data

Digital platforms have co-opted the onerous task of job hunting, but according to new research many job seekers don't realise their personal data is being sold.

In the age of online friendships, algorithmic entertainment and digital dating, there's much we willingly provide to online platforms... in exchange for a service. A wealth of personal details are volunteered but it is becoming ever more apparent how commoditized our digital identities have become.

Popular job platforms such as Indeed and LinkedIn sell user data, but a significant proportion (37 percent) of Incogni's respondents believe job-search platforms only share user data with potential employers.

"It's hard to focus on data privacy when you are worried about putting food on the table, but our research suggests that there are real risks associated with these sites," says Darius Belejevas, head of Incogni.

"Only seven percent of our survey respondents expressed concern about sharing their personal information with job search platforms; that is a shocking indictment of the lack of education about privacy risk in the U.S."

Incogni's research was structured around the question of whether these job-search platforms are taking advantage of job seekers for their personal data. Incogni's researchers surveyed a thousand Americans who used such platforms in the past five years and investigated the most popular digital job platforms to find out.

Incogni reports that nearly 40 percent of job seekers said they never delete the profiles they create on job-search platforms, while more than 34 percent of those surveyed said they uploaded their details to more than two platforms. A quarter of respondents believe that these details are not sensitive information even as resumes can contain names, addresses, phone numbers, veteran status and more.

Incogni went through the privacy policies of platforms including Indeed, Glassdoor, Monster, LinkedIn, ZipRecruiter, among others, as well as their data security histories. Incogni says that according to the CCPA definition of a data sale, eight out of the nine investigated job-search and networking platforms sell user data.

As job seekers increasingly rely on these digital platforms, it means ever more personal information is being used to train AI models, collected and shared. For example, LinkedIn is using its users' profile information, job updates, comments and posts to train generative AI models. Users must opt out via their privacy settings, rather than this being the default, to stop this use of their data.

Incogni's full report on job seekers' personal data and job-search platforms can be found here.

Article Topics

data brokers | data protection | digital identity | identity security | Incognia more

Career development

 1d

Tips for holding virtual job interviews


Virtual interviews are firmly established in the business recruitment world, their adoption accelerated by the Covid-19 pandemic, although they were already gaining traction as a time-saving alternative to in-person interviews.

Here are five job interview tips to help you master the art of interviewing candidates via video-conferencing technology.

Test-drive the technology

Many of you will be... experienced now with video-conferencing technology, but if you are unfamiliar with any of the platforms, then it is crucial that you give it a test run to iron out any issues. It won't say much for you or your company if your candidates have to sit through various technical glitches while answering your job interview questions.

Once you are familiar with the technology, conduct full interview tests to fine tune the process. Make sure the camera and microphone are positioned correctly. If multiple people will be assisting you in the interview, make sure everyone on-screen has run the same tests. If you can, do your test run with those colleagues, with one role-playing the interviewee.

Select a suitable space

The space where you conduct the interviews is also important. Preparing for a job interview well includes finding a well-lit, clean and quiet space. Clear away any distracting objects or decorations in the background (especially important if you are conducting the job interviews from your home).

Pay attention to how the lighting affects how visible you are on-screen to the candidates; too much natural light can be as much of a hindrance as too little light.

Define the interview process

Perhaps the most important job interview tip is to devise a plan for how the interview will unfold. Make sure you communicate this structure to any colleagues joining you for the interviews. The process should be documented and shared with your colleagues ahead of time so any questions can be raised and issues solved before you go live with a candidate.

It can also be beneficial to provide a basic structure of the interview process to the candidates so they know how to prepare for the job interview, the software they need, and when it will start and end.

Write a company culture pitch

With candidates unable to physically enter your premises and get a feel for the place, a compelling pitch establishing your company culture is very important. Practise a pitch that describes your business culture and working environment in just a few sentences.

Focus the company culture pitch on your firm's mission statement and the vision you have for the business, then tie it in to how the candidate can contribute and become a valuable part of it.

Maintain your professionalism

Candidates must understand that a virtual job interview is just as serious as an on-site interview would be. Always dress as you would for an in-person interview and maintain the same formal/friendly balance you normally would when interviewing face-to-face.

Your on-screen demeanour is also important, so if this doesn't come naturally then you should practise this too. Smile when you greet the candidate and maintain the on-screen equivalent of eye contact (looking regularly at the screen instead of constantly down at your notes, for example). Get used to nodding a lot while the candidate answers questions, as this is a good way to communicate that you are paying attention to them.

Also be forgiving if a candidate's home life interferes a little with the interview, as they may not have the space or familial situation to appear as professional as you do.

We can help

Planning an interview process is a time-consuming task, and that's before you even begin interviewing and then assessing the candidates. One way to free up valuable time is to implement automatic payments for your invoices which ensures you are paid in a safe, secure and timely fashion. Get in touch with our financial experts and find out how we can help you with ad hoc payments or recurring payments so you can dedicate the time you need to conducting effective and efficient virtual interviews. more

Career development

 1d

How to Find a Job Fast: A 14-Day Plan That Actually Works (2026)


Job search going nowhere? Run a focused 14-day sprint instead. Targeting, timing, and daily tracking are what actually get you hired fast.

To find a job fast, focus your search on one clear target role, apply within 24 hours of a posting, message a human connected to every serious application, and start interview prep before any invites arrive. Most job seekers do the opposite, which is exactly... why their searches drag: broad targeting, late applications, no outreach, and no practice until an interview is already on the calendar. This guide turns that around into a 14-day sprint you can start today.

You've sent 40 applications. Maybe 50. You've heard back from two, and one of those was a rejection. The math feels broken.

It kind of is. Not because the job market is hopeless, but because volume without a system doesn't scale. Sending more applications doesn't fix a search that's poorly targeted. It just means more of the same result, faster.

A United Way NCA survey of 1,000 recent and current US job seekers, conducted in early 2026, found that the average job search now takes about 6.6 months and 62.6 applications. The 14-day sprint below is built to compress that, because the people who get hired quickly aren't sending more applications than you. They're running a focused campaign with a specific structure: one clear target, early timing, human outreach on every serious job, fast tailoring, daily tracking, and interview prep that starts before any invitations arrive. That system is what the rest of this guide covers, step by step.

A quick note for one group of readers: if you need income right now, don't wait two weeks. Skip ahead to When You Need Money Now for the dual-track plan, then come back for the full sprint.

For context: as of April 2026, the U.S. Bureau of Labor Statistics reported 4.3% unemployment with 7.4 million unemployed workers and 1.8 million who have been out of work for six months or more. In the UK, the Office for National Statistics found that vacancies dropped 8.3% year over year in early 2026, with declines across 14 of 18 industry sectors. Competition is real (one reason a chunk of postings you see aren't even live roles, which is why spotting ghost jobs is a step in this sprint, not an afterthought). The system matters more than it ever has.

At AIApply, we've worked with over 1,166,000 job seekers, and the pattern in the fastest searches is consistent every time. It isn't about luck or connections. It's about running each step of this process with intention.

Here's the 14-day sprint at a glance before we get into each step:

Here's the sprint.

How to Structure a 14-Day Job Search Sprint

The goal for the next 14 days isn't "apply everywhere." It's to create as many high-quality hiring conversations as possible.

That's a different objective. High-quality conversations come from being relevant, timely, and human. Random applications don't create them. We've covered what AI tools for job searching do well, and the pattern is the same: automation handles volume so you spend your time on the moves that actually matter.

Here's what the sprint looks like on a daily basis:

That's the daily rhythm. It's intensive, but it's finite. You're not spinning plates indefinitely. You're running a 14-day focused effort with specific metrics to hit.

A few of these steps are repetitive by design: tailoring resumes, generating cover letters, scanning for ATS alignment, applying through job boards. Those are exactly the tasks that Auto Apply handles automatically. It scans over a million job postings, matches roles to your profile, and submits a tailored resume and cover letter for each application. The result is that the repetitive application volume gets handled while you spend your time on the activities that actually move the needle: networking, follow-up, and interview prep.

Here's what the Auto Apply dashboard looks like in practice. The status tracker, job matches, and per-application match scores update in real time as it works through your queue:

Before you touch a job board, though, do this first.

Why a Focused Job Search Works Faster Than a Broad One

According to Greenhouse's 2026 hiring benchmarks report, the number of applications per open role jumped from 116 in 2022 to 244 in 2025, a 111% increase. When every posting draws that much volume, being one more generic resume in the pile is a losing position. A focused search is what gets you read.

Most slow job searches start with vague targeting.

"I'm open to marketing, operations, customer success, project management, sales, maybe product."

That sounds flexible. It's actually paralyzing. Every job title has its own keywords, its own proof points, its own interview logic, and its own resume framing. When you apply broadly, every resume becomes generic. Generic resumes don't match ATS filters. They don't stand out to recruiters. And they're exhausting to write, because nothing from one application carries over to the next.

The fix is one clear primary target before you search a single job board.

Pick:

* 1 primary job title

* 2 backup job titles (similar role, different title)

* 1-2 industries where your experience is relevant

* 30-50 target companies (mix of sizes)

* Your minimum salary, location, and remote requirements

* The 4-5 proof points that matter most for this role type

Here's what that looks like in practice:

Do this before you search a single job board. With that target locked in, you need one document before you can apply effectively.

How to Build a Master Resume (And Why It's Not What You Send)

The master resume isn't what you submit to employers. It's raw material.

Create one comprehensive document with everything:

* Every role you've held, with full context

* Every measurable result (numbers, percentages, scale)

* Every tool and platform you know

* Every project, certification, and strong example

* Skills you'd describe only in conversation but should be written down

This document becomes the source you draw from when you tailor applications. You're not rewriting from memory with each job. You're selecting from an organized bank.

Once you've built your master resume, see resume examples for your target role to calibrate what strong looks like at the level you're targeting.

The AIApply Resume Builder is built for exactly this workflow: import or build your master resume, tailor it to a specific job description, run it through the ATS scanner to check keyword alignment, and export it or route it directly into Auto Apply.

The fastest resume formula: job title match + relevant keywords + proof. Here's what that means for a specific bullet point:

Too vague:

Responsible for social media

ATS-friendly and recruiter-ready:

Managed Instagram and LinkedIn content calendars for 3 brand accounts, increasing weekly posting consistency from 2x to 5x and lifting engagement on top-performing posts

The second version works because it gives the recruiter evidence. It also mirrors the language from job descriptions in this space. With your master resume built, here's how to apply it strategically.

Why You Should Apply Within 24 Hours of a Job Posting

Speed matters on job applications in a specific, documented way.

LinkedIn's career guidance explicitly recommends focusing on recently posted jobs because it increases your chance of being seen before recruiters stop actively reviewing new applicants. Recruiters often review on a rolling basis: they start interviewing when they have enough qualified candidates, not when the deadline passes. If you apply on day 12 of a 30-day posting, there's a real chance the first interviews have already happened.

Your daily search priority order should be:

Timing is a filter, not just a preference. The first wave of applicants gets reviewed most carefully. By day 15 of a 30-day posting, many hiring teams are already scheduling first-round calls.

Avoid spending your best energy on 30-day-old postings unless something clearly signals active recruitment. Early applications plus one extra move doubles your visibility, and that move is coming up next.

How to Message a Recruiter Right After You Apply

In Greenhouse's 2025 AI in Hiring Report, 34% of recruiters said they spend up to half their week filtering out spam and junk applications. A quiet, human note connected to the role is how you land on the other side of that filter. So never rely only on the application form.

For every serious job you apply to, do two things simultaneously:

That human could be the recruiter, the hiring manager, someone in the department, an employee who might refer you, or the founder if it's a small company. The point is that you're not just a name in a database. You're a person who was specific enough about the opportunity to reach out directly.

Use this message as a starting point:

Hi [Name], I just applied for the [Role] position at [Company]. I'm especially interested because [specific reason].

My background is in [relevant experience], and I've [specific proof or result]. Totally understand if you're not the right person, but wanted to reach out directly in case the team is actively reviewing candidates.

Keep it short. Don't beg. Don't send your life story. Make it easy for them to understand why you're relevant in the time it takes to read three sentences.

The difference this makes: instead of being one of 400 applications sitting in an ATS queue, you're a name that appeared twice. That's the gap between invisible and memorable. Once you're in the system with a human aware of you, here's how to tailor efficiently without spending two hours per application.

How to Tailor Your Resume in 20 Minutes, Not 2 Hours

You don't need to rewrite your entire resume for every application. You need to tailor four things:

That's the 80/20. Everything else in the resume stays the same. The goal is to mirror the employer's language while accurately describing your experience. You're not inventing skills. You're using their terminology for skills you genuinely have.

Here's what that looks like. If the job description says:

"Experience managing inbound tickets, customer onboarding, and churn risk"

Your resume shouldn't just say:

Customer support

It should say:

Managed inbound customer tickets, supported onboarding processes, and escalated churn-risk accounts to the account management team

Same experience. Same skills. Better match because the language maps directly to what the ATS and the recruiter are looking for. For the customer support, onboarding, and CRM skills that come up most in these roles, make sure your resume uses the exact terms the job description uses. And when the tailored resume is ready, pair it with a cover letter built around that specific role. It reinforces the same keywords and shows the hiring team you've read the job description carefully.

The method that multiplies this approach is networking. And most people get the timing of networking completely wrong.

How to Network During a Job Search (5 Messages a Day)

Networking is a major hiring channel, even if the popular "70-80% of jobs are hidden" claim doesn't hold up. A LinkedIn survey found that 70% of people hired in 2016 joined a company where they already had a connection, and Federal Reserve research reports that about half of US job seekers say a referral was used at some point in their hiring process. That's why most job seekers get this backwards: they treat networking as something to try after applications fail.

Networking should run parallel to applications from day one. Not 50 spam messages to random LinkedIn connections. Five real, specific messages per day to people who are genuinely relevant to your search.

The best people to reach out to:

* Alumni from your school who work in your target industry

* Former colleagues who've moved to companies on your target list

* People who recently joined a company you want to work at

* Recruiters actively hiring for your function

* Hiring managers who are posting about team growth on LinkedIn

Use this approach to open conversations:

Hi [Name], I saw you work on [team/function] at [Company]. I'm exploring [role type] positions and noticed [something specific about the team or company].

One quick question: what does the team usually look for in strong candidates for roles like this?

That question works better than "can you refer me?" because it starts a real conversation rather than making an immediate ask. Referrals often come naturally from conversations that started with genuine curiosity.

The application form gets you into the pool. Networking can move you to the front of it, often before the role is even posted publicly.

For a structured approach to modern job search techniques that includes both applications and outreach, that guide covers the full playbook.

Not every application you submit is going to a real open role, though. That's the next filter you need.

How to Spot Ghost Jobs Before You Waste an Application

Some job postings aren't real openings. They're either already filled, being kept open for talent pooling, or posted by mistake.

A 2024 ResumeBuilder.com survey found that 40% of surveyed hiring managers said their company had posted a fake job listing that year, and 30% said their company currently had one listed. Because that data is from 2024, treat the specific numbers as a signal rather than a current universal rate. But the signal is meaningful: fake and inactive listings are common enough to filter for.

Red flags to watch for:

* No posting date visible on the listing

* Vague job description with no specific responsibilities

* The role has been listed for 60 or more days

* It's not listed on the company's own careers page

* The recruiter listed doesn't respond to any outreach

* The company keeps reposting the exact same job every few weeks

* Salary, location, and core responsibilities are all unclear

The best filter: prioritize roles that are fresh (within the last 3 days), specific in their requirements, and also listed on the company's direct careers page. If you can find a listing in two places, it's probably real. A job search tracker that logs the source and date of every listing makes this filter automatic. You'll quickly notice which boards surface the freshest postings and which ones recycle old listings.

How to Follow Up on a Job Application and Get a Response

Send one follow-up per application. Time it 3-5 business days after you apply.

Hi [Name],

I recently applied for the [Role] position and wanted to follow up briefly.

I'm genuinely excited about this role because [specific reason], and my experience with [relevant skill or result] seems closely aligned with what the team is looking for.

Happy to share anything else that would be useful.

Best, [Your name]

That's it. Short, specific, confident but not pushy.

If they don't respond, move on. Speed in a job search comes from pipeline volume, not emotional attachment to a single application. The fastest job seekers treat their search like a sales pipeline: some deals close, most don't, and the metric that matters is the rate, not any individual outcome.

The final piece that most aggressive job seekers skip is also the one that kills the most offers.

How to Start Interview Prep Before You Get an Invitation

This is the most common failure mode in an aggressive job search.

Someone applies to 80 jobs over two weeks, finally gets three interview invitations, and then starts preparing. But they haven't practiced in weeks, their answers are rusty, and the gap between their application effort and their interview performance is huge. They lose roles they were qualified for.

The fix is simple: practice every day, even before any invites come.

Daily practice list (rotate through these):

→ "Tell me about yourself"

→ "Why this company?"

→ "Why this role?"

→ "Walk me through your resume"

→ "Tell me about a challenge you overcame"

→ "What are your salary expectations?"

→ One or two role-specific technical or scenario questions

You're not memorizing scripts. You're building proof. The goal is to have real examples ready so that when the question comes, you're not constructing an answer from scratch under pressure.

AIApply's Mock Interview Simulator and Interview Buddy are built for this exact phase: the simulator creates role-specific practice sessions with AI feedback on your answers, while Interview Buddy gives you real-time on-screen coaching during live interviews on Zoom, Google Meet, or Teams.

For structuring your answers, use this framework: Claim → Example → Result → Relevance.

Here's what that looks like in practice:

"I'm strong at handling high-pressure customer situations. In my last role, I managed support tickets during a product launch when wait times doubled overnight. I created saved replies for the top 10 issue types and escalated payment bugs directly to the engineering queue, which helped reduce repeat tickets by the end of the week. That's relevant here because this role owns customer satisfaction during product launches."

That answer is specific, credible, and connected back to the job. Practice enough of these and you'll walk into interviews with the confidence that comes from genuine preparation.

You need one more system to know whether your effort is actually working.

How to Track Your Job Search Like a Sales Pipeline

If you're not tracking your applications, you're guessing at what's broken.

Here's the bare minimum you need to record for every application:

And track these metrics weekly:

* Total applications sent

* Recruiter/outreach messages sent

* Replies received

* Interviews booked

* Rejections received

* Offers received

* Application-to-interview rate (this is your most important number)

The diagnostics from your data tell you exactly what to fix. Each scenario below points to a different problem:

Each of these diagnoses points to a different fix. Without tracking, you might keep doing the wrong thing for weeks before you notice.

How to Find a Job Fast When You Need Money Now

If you need income this week, run two searches at once: a survival search aimed at quick-hire roles that can move within days, and your career search on the full system above. Quick-hire categories (retail, hospitality, delivery, temp work) often go from application to start date in a matter of days, while professional roles typically take four to eight weeks even with a sharp search. Don't trade one for the other. Run both.

So, in parallel with your career search, apply immediately to the quick-hire categories where response times are much faster:

→ Retail and hospitality

→ Delivery and logistics

→ Customer support (remote, part-time)

→ Tutoring and teaching assistance

→ Temp agency placements

→ Warehouse and event staffing

→ Freelance work in your skill area

For these roles, having role-specific application materials ready matters just as much as it does in your career search. Our customer support cover letter examples and hospitality management career guides can help you move quickly on applications that actually match what those employers are looking for.

This reduces the panic that comes from financial pressure. And panic, practically speaking, makes people apply poorly. Rushed applications are generic. Generic applications don't match. The parallel strategy lets you run a careful main search while you have income coming in.

How AIApply Speeds Up Your Job Search

The principle worth repeating: don't use AI to become generic faster. Use it to become specific faster.

AIApply accelerates the parts of the job search that are repetitive and time-consuming, without replacing the judgment and personalization that make applications work.

Here's where it fits in the system:

* Resume tailoring: Turn one master resume into multiple tailored versions, each aligned to a specific role

* Cover letters: Generate job-specific cover letters that reflect the language of the job description

* ATS scanning: Scan your resume for keyword gaps before submitting

* Application volume: Use Auto Apply for matched roles so you're not manually filling every application form. The feature applies to matching jobs with a tailored resume and cover letter for each one, and it can handle up to 500 applications per month while you focus on networking and interview prep

* Interview practice: Practice interviews with the Mock Interview Simulator before you get any invites

* Live coaching: Get real-time coaching from Interview Buddy during live interviews when you need a confidence boost or a second brain in the room

The Resume Builder connects directly with the scanner, Auto Apply, Interview Buddy, and the Mock Interview tools. It's a pipeline, not a toolkit puzzle. You're not bouncing between five different apps. Each tool feeds the next.

6 Job Search Mistakes That Are Slowing You Down

1. Sending High-Volume Generic Applications

More applications only help if the jobs are relevant and your resume is tailored. Sending 200 generic applications to whatever comes up is a reliable way to burn out without results.

2. Using the Same Resume for Every Role

Recruiters hire for fit. Generic resumes hide fit. Even the 80/20 method takes 20 minutes, but those 20 minutes turn a generic application into a relevant one.

3. Not Asking for Referrals

A warm introduction moves you from "one of 400 applicants" to "someone worth checking out." If you have any connection to a company, use it. If you don't, a good networking message can create one.

4. Waiting Until You Have Interviews to Practice

The fastest job seekers often lose offers because they applied well and interviewed poorly. Practice starts now, regardless of where your inbox is.

5. Not Following Up After You Apply

A polite, specific follow-up sent 3-5 days after applying can revive applications that would otherwise sit unread. Most people don't send one. That's your advantage.

6. Spending Too Much Time on Cold Applications

Don't invest 90 minutes in a cold application unless it's a dream role. Build a faster tailoring system and protect your time for the actions that actually pay off.

Your 7-Day Job Search Kickstart Plan

Day 1: Define Your Job Search Target

Choose your primary role, two backup titles, your target industry, 30-50 companies, salary range, location requirements, and the 4-5 proof points that matter most. Write this down. Everything you build this week depends on it.

Day 2: Build Your Master Resume

Collect every role, result, tool, certification, and strong example from your career. Don't filter yet. Get everything in one document. Browse resume examples for your target role to see how other professionals in your field present the same kind of experience.

Day 3: Create Your First Tailored Application

Take your master resume and tailor it to your primary role type using the 80/20 method: headline, summary, top skills, top bullets. Apply resume optimization techniques and run it through the resume scanner before you touch a single application.

Day 4: Set Up Job Alerts on Every Major Board

Set job alerts on LinkedIn, Indeed, your target companies' careers pages, and any niche boards in your field. Add AIApply's job board. The goal is to be notified immediately when a new relevant role posts, not an hour later. Review AI tools for job searching to make sure your alert setup captures every major channel.

Day 5: Apply to 10 to 15 Freshly Posted Jobs

Focus exclusively on jobs posted in the last 24-72 hours. Apply to each one with your tailored resume. For every job you care about, send an outreach message to a human connected to the role. This is the two-channel rule in action.

Day 6: Send 5 Targeted Networking Messages

Use the template from earlier. Contact recruiters, employees at target companies, alumni, or any relevant connections. Ask the question, not the favor. Our guide on how recruiters decide who to call explains what makes a candidate stand out in their inbox.

Day 7: Run Your First Mock Interview Session

Practice your top five most likely interview questions for your target role. Aim for full answers using the Claim-Example-Result-Relevance structure. Write down the examples you used. They're your proof library.

The fastest way to build confidence before an interview is practicing interview answers online with real feedback on your delivery. Do it before any invites arrive.

Repeat for week two with updated data on what's working.

A Controlled Job Search vs. a Desperate One: What Changes

A desperate job search sends everything it can and waits. A controlled one sends the right things early, follows up deliberately, runs networking in parallel, and prepares for interviews before they're booked.

The controlled version is harder to start because it requires resisting the impulse to just do more. But it's shorter, less exhausting, and far more likely to end with an offer you actually want.

At AIApply, we've watched this pattern play out across more than a million job searches. The fastest ones share a structure: narrow targeting, early applications, human touch on every serious role, pre-built interview answers, and daily tracking. The slowest ones usually have one piece missing. Most often, it's the tracking (so they don't know what to fix) or the interview prep (so they lose opportunities they were qualified for).

Start today with Day 1 of the 7-day kickstart. Define your target. Build your master resume tomorrow. By day 5 you'll be applying to fresh jobs with a tailored resume and a human outreach going out alongside it.

If you want to compress the timeline further, Auto Apply handles the application volume so you can spend your time on the parts of the system that need your attention most.

The difference between six weeks and six months in a job search is usually one thing: doing it systematically, starting now.

Frequently Asked Questions: How to Find Jobs Quickly

How Many Jobs Should I Apply to Per Day?

For an intensive sprint, aim for 10-15 targeted applications per day, plus 5 outreach messages. That number should reflect quality, not volume. Fewer applications is completely fine if every one of them is genuinely tailored and submitted to a fresh, relevant posting. More is fine only if you can maintain the quality. For a deeper look at what the numbers actually mean for your odds, see our breakdown of how many applications lead to interviews.

Should I Apply Even If I Don't Meet Every Requirement?

Yes, if you meet around 60-70% of the core requirements and can credibly demonstrate the most important skills. Most job descriptions are written as wish lists, not strict cutoffs. Self-rejecting because you lack one "nice to have" qualification is one of the most common mistakes job seekers make. Review the key skills your target role actually requires before deciding whether you're genuinely underqualified.

Should I Apply on LinkedIn or Directly on the Company Website?

If possible, apply through the company's own careers page. It's usually closer to the actual recruiter, and some ATS systems receive applications more cleanly through their native forms. Use LinkedIn and other job boards for discovery, then move to the company site to submit. And after you apply, message a recruiter or relevant employee through LinkedIn. We cover exactly how to message a hiring manager in a way that actually gets a response.

How Fast Can I Realistically Find a Job?

Quick-hire work (retail, hospitality, delivery, temp roles) can move within days. Professional roles at established companies typically take weeks to months even with an excellent search. The fastest candidates in professional fields usually combine tight targeting, early applications, referral or warm outreach, and strong interview performance. When all four are present, four to eight weeks is achievable. If you're targeting a customer success role, for example, the market is competitive but active, and tight targeting plus fast applications make a real difference.

Should I Use AI Tools to Apply for Jobs?

Yes, if you use them to tailor applications faster and communicate your experience more accurately. No, if you're using them to blast identical applications at scale. AI works best when it helps you be more specific, not less. A tool that generates a role-specific resume in two minutes is saving you time without sacrificing quality. A tool that sends the same generic letter to 500 companies is just automating applications in a way that produces mediocrity at scale instead of quality at scale.

What's a Ghost Job and How Do I Avoid Wasting Time on One?

A ghost job is a posting that isn't attached to an active, open role. It might be an old listing never taken down, a position already filled internally, or a posting kept live for talent pooling. To filter them out: check that the listing appears on the company's own careers page, verify it was posted within the last 7 days, and check whether the recruiter is responsive on LinkedIn. If none of those signals are present, move it down your priority list. Tracking which applications go quiet helps you spot patterns. Use a job search tracking system to flag listings that never generate a response.

What Should I Do If I'm Not Getting Any Responses After 80+ Applications?

The problem is almost always one of three things: your targeting is too broad (applying to roles where your background doesn't clearly match), your resume isn't reflecting ATS keywords from the job descriptions, or the jobs you're applying to are low quality (old, fake, or too competitive for your current experience level). Run your resume through AIApply's Resume Scanner to check keyword alignment. Also review how ATS systems actually score resumes so you understand what to fix. And review the quality of the jobs you've been applying to: are they fresh, specific, and listed on company career pages? more

Career development

 1d

'Are You Planning To Get Married?': 24-Year-Old Candidate Left Shocked With HR Questions, Exposes Hiring 'Red Flags'


A LinkedIn post has gone viral after a 24-year-old fresher was allegedly asked about her boyfriend, marriage plans and family situation during a job interview

A viral post shared on LinkedIn has triggered a heated debate on social media after a young job seeker faced a series of personal questions during a job interview.

The post was shared by Lakshmi Laya, who recounted the experience of her... 24-year-old friend while interviewing for an entry-level position. According to Laya, the interview quickly shifted away from professional qualifications and focused instead on personal matters, leaving the candidate uncomfortable and questioning whether such practices were normal.

Describing the incident, Laya said her friend was asked whether she had a boyfriend and if she was planning to get married. The questioning reportedly continued even after the candidate mentioned that her father had passed away.

Interviewers allegedly asked whether she intended to move to her mother's residence, noting that the location would be far from the office.

The candidate was also informed about several workplace expectations, including extended working hours, no leave during a six-month probation period, and Sundays off only when required.

According to the post, an offer letter had not yet been issued, but significant emphasis was placed on personal circumstances and the level of sacrifice expected from the prospective employee.

Following the interview, the young woman reportedly called Laya and asked a simple question: "Is this normal?"

Using the incident as an example, Laya urged fresh graduates and job seekers to understand that not every question asked during an interview is necessarily reasonable or relevant. She argued that interviews should be viewed as a two-way process in which candidates also assess potential employers.

The LinkedIn user noted that when companies show greater interest in an applicant's marriage plans, family circumstances or personal commitments than in their qualifications and abilities, it can reveal important aspects of workplace culture.

She further suggested that the way candidates are treated during the hiring process often reflects how employees are treated after joining the organisation.

Laya praised her friend's decision to decline the opportunity, writing that some warning signs are not merely red flags but "walls" that candidates should not ignore.

The post quickly gained traction on social media, with many users sharing similar experiences from their own careers.

One user wrote, "I still don't understand what's the logic behind asking about someone's relationship status, Single and Married shit I still understand."

Another commented, "This same lala-type company asked me am I married or planning to get married since I am the eldest one among all? According to them, I might resign if get married."

A third user criticised the hiring process, saying, "Worst part about Lala company are there HR. They are just there to fill the position. Not targeting all HR only the Lala company one."

Sharing a similar experience, another person wrote, "Correct I have also given few interviews in which I was asked when you are planning to get married instead of asking about my job role."

One commenter summed up their reaction in a brief statement: "ISSA NO FROM ME 🤡"

Another user offered a broader criticism of recruitment practices, writing, "Problem is that the people that end up in these senior positions doing the recruiting end up being the most narcissistic in the organisation, which then overspill into interviews." more

Career development

 1d

Meet Vanessa Dessieu


We're excited to introduce you to the always interesting and insightful Vanessa Dessieu. We hope you'll enjoy our conversation with Vanessa below.

Alright, Vanessa thanks for taking the time to share your stories and insights with us today. We'd love to have you retell us the story behind how you came up with the idea for your business, I think our audience would really enjoy hearing the... backstory.

After years of work that felt less like a job and more like a calling, after nights when one more hour could mean the difference between a child eating, a mother receiving medication, or a community holding onto hope. I received a pink slip. In January 2025, the Trump administration dismantled USAID. With it, an entire professional ecosystem vanished almost overnight. More than 176,000 people lost their jobs. This was not a layoff. It was an erasure. One year later, 68 percent of global development professionals remained unemployed, underemployed, or pushed into early retirement.

The hardest part, a colleague told me, was not losing the job. It was being forced to walk away from the people they had committed their lives to serve.

I understood that completely.

What followed was something none of us had been prepared for.

I watched colleagues, individuals with 20, 30, even 40 years of experience in conflict zones, famine response, and post-disaster governance sit across from hiring panels and be met with blank stares. Their résumés should have commanded silence, respect, recognition. Instead, they were rejected. Ignored. Ghosted. Roles seemingly designed for them were quietly reposted and filled by candidates from the corporate sector individuals whose experience was not deeper, but simply more legible.

I lived it myself.

I walked out of one interview certain I had secured the role. I had already imagined my start date. Six weeks passed. No call. No email. The position was reposted, filled, then reposted again eventually going to someone whose career had never intersected with mine, but whose language the hiring committee already understood.

That was the moment something shifted.

This was not a failure of talent or credentials. It was a failure of translation.

International development had been our entire world, through college, graduate school, doctoral programs, and careers shaped by mission-driven work. We had never needed to translate ourselves. Our sector had its own language, its own metrics, its own definitions of impact.

I watched people try to bridge the gap. To explain that a "beneficiary" is, in fact, a client. That a "program" is a portfolio. That 15 years of work others might experience as a brief volunteer stint was not charity it was some of the most sophisticated strategic experience one could accumulate.

The rooms would fall quiet. Faces would turn politely blank.

I had struggled to explain my own work to people closest to me. If I could not make it legible to them, how could I expect a hiring committee one unfamiliar with USAID, or worse, one that believed it already understood it to see its value?

That realization was not a pivot. It was a recognition.

The skills we built in the field from crisis navigation, stakeholder management, high-stakes communication, narrative control under extreme pressure were never "development skills." They were power skills: rare, transferable, and invaluable. We had simply been deploying them in arenas the corporate world had never thought to examine.

At the same time, I saw something else with equal clarity: the private sector was operating without them.

The market was saturated with public relations firms focused on spin, reactive, surface-level strategies designed to manage headlines rather than shape underlying perception. Crisis communications agencies entered only after damage had been done, treating reputation as something to repair rather than something to architect.

At the highest level true governance, strategic narrative design, the ability to embed within an organization before crisis emerges and construct the infrastructure that makes resilience possible there was almost nothing.

The gap was vast, but largely invisible. The leaders who needed these capabilities most did not yet have language for what was missing.

I did, because I had spent my career operating precisely in that space not after the storm, but within it. Before the world was watching. Making decisions where the stakes were not reputational, but human. Where precision and judgment were not optional, but inseparable.

That is not a skill learned in a communications program. It is not one most firms are ever asked to deploy. It is the discipline of holding systems and people together when failure carries consequences far beyond a news cycle.

That is what The Executor & Associates was built to deliver.

Not spin. Not cleanup. Governance.

The kind of counsel that operates upstream, architecting narrative, safeguarding reputation, and positioning leaders to shape outcomes rather than react to them.

Were others doing this? Not at this level. Not with this depth. Not from this vantage point.

The market has no shortage of professionals who can tell a story after the fact. I built a firm for leaders who understand that the story must be constructed long before anyone is watching and that the cost of getting it wrong is never just a headline.

I did not start this firm from ambition.

I started it from a pink slip, a collapsed industry, a ghosted interview and a refusal to let someone else write the final sentence of my story.

So I wrote it myself.

Awesome - so before we get into the rest of our questions, can you briefly introduce yourself to our readers.

I'm Vanessa Dessieu, founder and Chief Strategic Officer of The Executor & Associates, a strategic advisory and crisis governance firm built for leaders, institutions, public figures, and high-visibility brands who cannot afford to move without discipline.

My background is not traditional PR. It is not traditional consulting either. I come from more than 15 years of work in international development, public health, governance, stabilization, and high-pressure program design. I have worked in spaces where decisions carry consequences, where communication is not just about image, and where leadership is tested in real time. I have designed programs, managed complex proposals, supported multi-stakeholder strategies, and worked across fragile, political, humanitarian, and institutional environments where clarity, timing, and judgment matter.

The idea for The Executor & Associates came from a very real observation: many leaders, businesses, and public figures do not fail because they lack talent. They fail because they are not properly positioned. They are visible, but not protected. They are influential, but not structured. They are speaking, but not always governing the message. They are moving, but without a strategy strong enough to withstand pressure.

That is the gap The Executor & Associates was created to fill.

We specialize in crisis governance, executive positioning, reputation strategy, narrative control, and visibility risk management. In simple terms, we help leaders and organizations understand what their presence is saying before the public, the media, their stakeholders, their clients, or their opponents decide for them.

Our work includes crisis preparedness, strategic communications, reputation recovery, public figure audits, executive advisory, media and interview coaching, internal crisis simulations, visibility assessments, and brand positioning for individuals and organizations operating under scrutiny. We also work with political figures, founders, attorneys, institutions, and high-level professionals who are preparing for a major public move, transition, launch, controversy, or leadership moment.

The problems we solve are not surface-level problems. We are not simply asking, "What should you post?" or "What should your statement say?" We are asking deeper questions: What is at risk? Who is watching? What does silence communicate? What does your timing suggest? What is the public already assuming? What power are you protecting? What legacy are you building?

That is what sets us apart. The Executor & Associates is not built around panic. It is built around control. We do not believe crisis begins when the scandal breaks. By then, the damage has already started. Crisis often begins much earlier -- with poor positioning, unclear leadership, weak messaging, unprotected visibility, or decisions made without a full understanding of how they will be interpreted.

Our philosophy is simple: visibility without strategy is vulnerability.

I am most proud that The Executor & Associates gives language, structure, and authority to something many leaders feel but cannot always name. They know they are exposed. They know they are being watched. They know their next move matters. What we do is bring discipline to that moment. We help them govern the narrative, protect their authority, and move with intention.

I am also proud that this firm allows me to bring the fullness of my background into one place. My public health training taught me to look at systems. My governance and international development work taught me to understand power, institutions, and behavior. My crisis management background taught me to think under pressure. My communications instincts taught me that people do not only respond to facts; they respond to framing, emotion, timing, and trust.

The Executor & Associates sits at the intersection of all of that.

What I want potential clients, followers, and future collaborators to know is this: we are not here to make noise. We are here to bring order. We are not here to chase attention. We are here to govern visibility. We are not here to make leaders look powerful for a moment. We are here to help them remain credible when the moment turns difficult.

My work is for people and institutions who understand that reputation is not decoration. It is infrastructure. Presence is not performance. It is strategy. And leadership is not only about being seen. it is about being ready for what comes with being seen.

The Executor & Associates exists for the leader, the founder, the public figure, the organization, or the institution standing at the edge of a defining moment and realizing that talent alone is not enough. You need positioning. You need discipline. You need judgment. You need someone who can see the risks before they become public, shape the message before it is misunderstood, and protect the authority you have worked too hard to build.

That is what we do.

We govern how power survives pressure.

Can you share a story from your journey that illustrates your resilience?

One story that illustrates my resilience is the moment I realized I had to stop waiting for permission to become who I already was.

For years, I worked in international development, public health, governance, and program design. I was doing work that required strategy, judgment, leadership, crisis thinking, and the ability to move through pressure with clarity. I was designing programs, managing complex proposals, working across fragile contexts, building partnerships, and translating big ideas into operational plans.

But when I started trying to move into spaces outside of that world, I realized something painful: the language I had spent years mastering did not always translate.

I remember leaving interviews feeling sure I had made the case for myself. I knew the depth of my experience. I knew what I had carried. I knew the rooms I had been in, the pressure I had worked under, the impact I had helped create. And yet, I would watch roles get reposted, filled by people whose résumés looked more familiar to corporate decision-makers, even when my experience was just as strong, if not stronger.

That moment could have made me shrink.

Instead, it made me study the problem.

I realized it was not just rejection. It was translation. It was positioning. It was the gap between having the experience and having the language, framing, and strategy to make people understand the value of that experience.

And in many ways, that became one of the seeds of The Executor & Associates.

Because I understood what it felt like to be powerful on paper, proven in practice, but misunderstood in the room. I understood what it meant to carry years of serious work and still have to fight to make people see it correctly. I understood what happens when your story is not governed well enough for the audience in front of you.

So I stopped treating those moments as personal failures and started treating them as data.

I asked myself: What is missing? What is being misunderstood? What is not being translated? What does my presence communicate before I even speak? What does my résumé say that my story does not? What power am I carrying that is not yet properly positioned?

That shift changed everything.

Resilience, for me, has not always looked like loud comebacks or dramatic reinventions. Sometimes it looked like sitting with disappointment and refusing to let it define me. Sometimes it looked like rebuilding the language around my own value. Sometimes it looked like creating the very firm I needed -- one that helps people, leaders, and institutions take control of their narrative before someone else reduces it for them.

The Executor & Associates was born from that kind of resilience.

Not the kind that simply survives rejection, but the kind that studies it, learns from it, builds from it, and turns it into strategy.

Today, when I work with clients, I bring that experience with me. I know what it means to be misread. I know what it means to be underestimated. I know what it means to have substance but need sharper positioning. And I know what it means to decide that if the room does not understand your value, you do not shrink yourself to fit the room you refine the message, govern the narrative, and build a stronger table.

That is resilience to me.

Not just bouncing back.

Reclaiming the authority to define yourself.

How'd you build such a strong reputation within your market?

What helped me build my reputation within my market was the decision to enter the space with a clear point of view. I came into this business knowing I was not just defining a lane. I was creating a new one.

From the beginning, I surveyed who my competition would have been, studied the gaps in the market, and paid close attention to the clients who were most visibly at risk but did not know it yet. I understood that many leaders, organizations, and public figures were not waiting for crisis support because they did not yet recognize their visibility as a risk.

That became the foundation of The Executor & Associates.

I did not want to simply use the language that was already out there. We created our own. We built the firm around concepts like visibility risk, crisis governance, narrative control, and the belief that visibility without strategy is vulnerability. At the beginning, we published insights, expert advice, industry "need-to-know" pieces, and strategic commentary to educate the market, not just sell to it.

People beginning to understand our value helps tremendously.

The Executor & Associates is not traditional PR, nor is it general consulting. We guide leaders, institutions, and public figures govern visibility, narrative, and decision-making before pressure becomes public. My background in public health, international development, governance, stabilization, and crisis management allows me to look at reputation as more than image. I see it as infrastructure.

The Executor commands discipline. It speaks to leaders who understand that being visible is not the same as being protected. It speaks to people who want their next move to be thoughtful, not reactive and it speaks to those who understand that it is best to not have to fix your reputation after it is damaged; it is something you govern before pressure arrives.

Last but not least, ultimately, what helped me build my reputation was alignment. My background aligned with the gap I saw. My voice aligned with the problems I wanted to solve. My standards aligned with the type of clients I wanted to serve. And my brand aligned with the way I see the world: strategically, structurally, and with deep respect for the power of perception.

That is what I want my reputation to stand on.

Precision. Trust. Authority. And the discipline to move before the crisis becomes public. more

Career development

 1d

Governor Wes Moore's Résumé Under Scrutiny for Multiple False Claims About Military Service - SSBCrack News


In a recent interview, Maryland Governor Wes Moore addressed doubts about his personal accomplishments, asserting his ability to tell his own story. However, a comprehensive investigative series by Spotlight on Maryland reveals significant discrepancies in his self-representations, particularly concerning his military service.

Moore's application for a White House Fellowship in 2006 included... several claims that have since been proven false or misleading. Notably, he stated that he had been awarded the Bronze Star Medal for his service in Afghanistan -- an assertion that was not only incorrect at the time of his application but was retroactively awarded to him in 2024 after being scrutinized by The New York Times. Despite having received the medal nearly two decades later, Moore had previously described himself as a Bronze Star recipient in various public biographies and interviews without correction.

The application for the fellowship had a specific purpose: to place rising leaders in significant roles alongside government officials. As such, the implications of false claims in a résumé for a prestigious government opportunity are severe. Under federal law, making willfully false statements in such an application is a felony.

Moore's former military superior, retired Lt. Gen. Michael R. Fenzel, acknowledged that including the Bronze Star in his application violated the law. This claim is not the only misrepresentation; Spotlight's investigation unearthed additional embellishments regarding Moore's military experience that contradict his official records.

For example, Moore stated he received the Combat Action Badge (CAB), but the orders for this badge were issued months after his fellowship application was submitted, raising questions about the legitimacy of the claim. Additionally, while his résumé indicated an Afghan deployment from July 2005 to April 2006, Army records authenticate a shorter deployment of just under seven months.

Moore's résumé also inaccurately detailed his attendance at the Military Police Officer Basic Course, misrepresenting the dates related to his qualifications. The U.S. Army has verified that there is no documentation supporting his assertion of receiving a "Top Leadership Award" during this training, further casting doubt on the integrity of his résumé.

Veterans' reactions to Moore's military narrative have not been supportive. Prominent military figures and combat veterans have openly criticized Moore, asserting that he's overstated his military service and awards. Comments from former military officers indicate that claims regarding medals and distinctions are not merely discrepancies but are viewed as a serious breach of integrity within the military community.

The investigative series aims to continue revealing the truth behind Moore's claimed honors and military accolades, emphasizing the importance of accurate representation in a highly competitive environment like the White House Fellowship. This scrutiny raises broader questions not only about Moore's past but also about his judgment and integrity as a political leader.

Despite repeated requests from Spotlight for clarification or supporting documentation related to the claims made in his résumé, Moore has remained silent. As the investigation unfolds, it continues to highlight a troubling pattern of misrepresentation that may significantly impact Moore's standing and future political career. more

Career development

 1d

I was rejected from hundreds of jobs - until I tried 'CV-Botoxing'


There is nothing quite as depressing as feeling as if you have wasted the past 20 years of your life. But that's exactly how I felt at the beginning of this year when, at the age of 54, I was trying to find a job in one of the toughest markets I've ever known.

I had been applying since late 2025, when my last freelance gig working as a senior strategist at a global content agency had ended after... eight months, but all I had to show for it was an inbox full of automated rejections.

Honestly, this was a bit of a first for me. I had always picked up jobs pretty swiftly in the past, whether it was full-time roles or freelance work, but job hunting in my 50s was brutal.

My savings were running out fast, so I had been frantically applying for everything from senior roles, which matched my experience, to more junior roles and even, in a fit of desperation, as a bra fitter for M&S. But each application (and I sent hundreds) was met with either silence or a curt rejection.

Well, apart from the job at M&S, where they invited me for an interview, but when I tried to book using their automated system it continually told me there were no available slots. About two months later I got a polite rejection email saying it had been nice to meet me at the interview (I'd never been able to book one), but they were going with another candidate. For me this just summed up the farcical nature of job hunting when you take the humanity out of it.

It was a sorry state to find myself in after spending the last couple of decades smashing it in a career in content, a catch-all term for writing, editing and filming for websites and social media. I had held senior global roles, including being a director at one of the country's best-known private health insurers, given masterclasses and won awards. But all this experience counted for nothing in a job market where AI makes the decisions and too much expertise is a distinct disadvantage.

It's no surprise that I was finding it hard to find a role at my age as figures from the Office for National Statistics show that unemployment for those aged 50-64 has risen steadily in the past five years. The problem is that while our parents might have been gently coasting towards a comfortable retirement by their mid-fifties, my generation isn't so lucky. Steep house prices, having children later, an ever-rising pension age and better health mean that many of us have to, or want to, work until we are much older.

I was desperate to find a job, partly for the salary, but also because I love to work and being at home and unemployed left me feeling depressed and useless. That's when I read about CV Botoxing. The clue is in the name. This is a practice where, rather than smooth out the wrinkles in your forehead, you artfully airbrush your career history to make yourself appear more youthful and thereby employable.

Each application that Ursula Hirschkorn sent off was met with either silence or a curt rejection

Since botoxing her CV, Ursula secured four interviews in two weeks, which is more than she got in the previous six months

Botox wasn't something I'd ever considered before, either for my face or my CV. I had learned how to write a resume during a stint at a posh secretarial college when I was 18, so my self promotion skills were stuck in the dark ages. Luckily there are experts in the art of CV Botoxing who can help.

Executive CV writer Sarah Lovell, who charges up to £400 to write killer resumes, admits that she has clients who ask her about this. 'I don't encourage it. If an employer wants to hire a 25-year-old they are not going to recruit someone in their 50s.' But when she looks at my CV she says she can help me knock at least a decade off it without straying into downright deception.

Lovell has been a full-time CV writer for the past 14 years and now employs her daughter to help her cater for the growing number of ageing executives who need her help. Despite my pleas to make me look like a Gen Z, she firmly maintains that honesty is still the best policy.

'I always advise clients to be transparent, be who you are - just don't overdo it by oversharing. Recruiters really don't care about anything before 2010, so I naturally Botox CVs to focus on what employers are looking for.'

I sent her my CV to see where it was showing my age and the wrinkles appeared before we even get on to my employment history. 'Calling it a Curriculum Vitae is the first thing you need to get rid of. Only your generation calls them this now, so this instantly ages you,' she explains, leaving me red-faced with embarrassment. Ditch the Latin, she says, and just use CV.

Best second careers for the over-50s: Lucrative jobs that require more life experience than training

The elephant in the room is that most of our CVs aren't screened by humans any more - instead businesses use AI-powered Applicant Tracking Systems. So Lovell says the real key is to tailor your CV to make it attractive to the bots. This is something older applicants like me often get wrong. It turns out a lot of my CV is pure waffle that needs to go since AI likes things clean and simple. 'Use bullet points, clear headings and include keywords that relate to the jobs you are applying for,' Lovell advises.

Be ruthless when it comes to trimming your CV and ditch vague phrases. Instead use data to highlight what you've achieved. Lovell warns me not to waste my time telling recruiters what they already know. Instead of saying that I was a senior leader, I should point out that I led a team of five, mentoring two into management positions. This jars with my old-fashioned notions of modesty, but it's dog eat dog in today's market so I have to learn to show off about myself more and with Lovell's brutal honesty I learnt to.

It was a bruising experience recognising quite how outdated my CV was. It hadn't been properly reviewed in over ten years, but I followed Lovell's advice to create a more youthful resume and it worked. Since botoxing my CV I secured four interviews in two weeks, which is more than I got in the previous six months. I went on to interview for a very well-paid senior role as a strategy director and reader, with a similar salary to what I was earning in my last job in the City and I was offered it. more

Career development

 2d

Analysis: Moore's White House Fellows résumé claimed military honors he hadn't earned


In a May 18 interview with Politico, Maryland Gov. Wes Moore was asked whether those questioning his personal accomplishments were acting in bad faith.

"I can tell my own story," Moore said. "I don't need someone else to tell it."

A Spotlight on Maryland investigative series has found that, for more than 20 years, Moore has repeatedly told versions of his story that do not match the record.

In... a career-advancing 2006 application for a White House Fellowship, critical parts of his submission were knowingly false. Spotlight's review of Moore's résumé, available military records, and related documents found false, misleading, or unsubstantiated claims about his Army service -- including the most serious one: that he was awarded the Bronze Star Medal for service in Afghanistan.

It had not been awarded.

Moore controversially received the Bronze Star retroactively in 2024, nearly 19 years later, after being called out by The New York Times in an article that exposed Moore, but also seemingly gave him cover. Yet in his 2006 White House Fellows résumé, Moore represented himself as a Bronze Star recipient while competing for one of the country's most prestigious leadership opportunities.

This was not a casual biography. It was a formal résumé, falsely enhanced and submitted for a federal fellowship designed to place rising leaders in full-time roles alongside senior White House staff and cabinet officials.

The application Moore submitted to the federal government contained multiple false representations of his accomplishments. Under 18 U.S.C. 1001, it is unlawful to knowingly and willfully make materially false statements, or submit false writings, in matters within federal jurisdiction. Moore's résumé did not contain one "honest mistake," as he has stated. It contained several claims that were knowingly false when submitted, a felony under federal law for which the statute of limitations has expired.

Even Moore's friend, mentor, and military boss, retired Lt. Gen. Michael R. Fenzel, acknowledged the Bronze Star problem. Fenzel told The New York Times that by "the letter of the absolute law," the Bronze Star should not have been included in Moore's application.

And the Bronze Star was not the only problem. Spotlight identified other military claims that do not match Moore's record, cannot be substantiated, or appear to inflate his military experience while he sought a career-defining opportunity.

This article focuses only on the military claims in Moore's 2006 White House Fellows materials. Problematic non-military entries will be addressed in future reporting. The Washington Free Beacon has also reported significantly on misrepresentations from Moore's résumé during his time at Oxford.

The Bronze Star claim

The most consequential false claim in Moore's résumé was his statement, "For my work, the 82nd Airborne Division have[sic]awarded me the Bronze Star Medal and the Combat Action Badge."

Moore knew he did not receive the Bronze Star in 2006 at the end of his Afghanistan deployment. He knew he didn't receive it during his White House Fellowship application process. And he didn't receive it during the years public biographies and interview introductions described him as a Bronze Star recipient, which he never corrected.

This sort of claim could have been pursued by federal prosecutors under the 2005 version of the Stolen Valor Act, which made it a federal offense to falsely represent, verbally or in writing, that one had been awarded "any decoration or medal authorized by Congress for the Armed Forces of the United States." The act was amended in 2013, leaving out the Bronze Star. Still, many veterans reacting to Moore on social media view this kind of military embellishment as stolen valor.

Moore eventually received the Bronze Star under questionable circumstances -- and retroactively -- after almost 19 years of intentionally misleading the public about having earned it. Spotlight is preparing an in-depth investigative report revealing how Moore obtained the Bronze Star in 2024.

Moore said he included the Bronze Star because Fenzel told him it had been approved and advised him to add it to his White House résumé. Yet in an online statement on his military record, Moore said, "Towards the end of my deployment, I was disappointed to learn that I hadn't received the Bronze Star," indicating he may have been disapproved for the medal before leaving Afghanistan, which puts daylight between his and Fenzel's accounts.

The inconsistency defines the issue.

It also raises questions. If Fenzel, as deputy brigade commander, saw Moore's completed Bronze Star packet with all approving signatures, as he told The New York Times in 2024, why did he not arrange a ceremony and present the medal while still in the combat theater, as is Army custom?

Even accepting Moore's claim that he made an "honest mistake," he acknowledged he knew the Bronze Star had not been awarded before leaving Afghanistan. Spotlight asked Moore whether he corrected his résumé with the White House Fellows Selection Commission -- and, if so, whether he could provide evidence of that.

Moore has continuously refused to answer, leaving one to wonder: If he knew he hadn't received the Bronze Star, why didn't he correct his resume with the White House?

The Bronze Star is among the most recognizable military awards associated with combat-zone service. For a young Army officer applying to a highly competitive fellowship, claiming a Bronze Star Medal would have strengthened his application and burnished his image as a leader.

Retired Army Maj. Larry Moores, a member of the U.S. Army Ranger Hall of Fame and recipient of the Silver Star Medal for valor during the 1993 Battle of Mogadishu, made famous in the movie "Black Hawk Down," put the issue plainly.

"Serving with distinction in a combat zone and being the recipient of a Bronze Star Medal are two completely different things," Moores wrote in a 2024 LinkedIn post. "If Gov. Moore stated in an application for a White House Fellowship and political campaigns that he was the recipient of a Bronze Star that he was never awarded, he is misrepresenting his military service."

Maj. Moores also rejected Moore's explanation that Fenzel urged him to include the award.

"I don't buy the 'urging of his superiors' argument as acceptable either," Moores wrote. "If any of my superiors urged me to wear an award on my uniform that I did not have orders for, I would tell them no If any of my superiors asked me to write about an award I did not receive on an application to benefit myself, I would tell them no."

That is the standard, according to Maj. Moores, that Moore, and apparently his superior, Fenzel, failed to meet.

The Combat Action Badge

Moore's 2006 White House Fellows résumé also stated that he had received the Combat Action Badge, or "CAB" in Army lingo.

That claim raises questions of timing and documentation.

White House Fellows applications were due Feb. 1, 2006. The orders for Moore's CAB are dated May 1, 2006 -- three months later.

The timing matters. A résumé is not supposed to list what an applicant hopes to receive, expects to receive, or believes may later be approved. It is supposed to list what the applicant has actually earned, and Moore had not yet been approved for the CAB.

Moore says he was eventually awarded the badge. His staff provided orders approving it to a small group of selectively invited national journalists at his retroactive Bronze Star pinning ceremony in Annapolis on Dec. 23, 2024. No local journalists were invited.

Moore's staff claimed the orders did not make it into his official record because his first name was misspelled as "Wesley" instead of "Westley." That explanation is suspect. In 2006, primary identifying fields for military orders would also have included last name and Social Security number. A misspelled first name alone does not explain why an approved badge failed to make it into a soldier's record.

The documentation raises more concerns. The CAB orders were once downloadable from a State of Maryland webpage, with Moore's statement about his military career and the Bronze Star controversy. That page still exists, but the orders were removed shortly before Spotlight began its investigative series on Moore's time in the Army.

Also previously available for download and now removed were Moore's Afghanistan deployment DD Form 214 and a Jun. 30, 2014, letter from the National Archives responding to Moore's request that his military awards and decorations be confirmed and reissued.

That 2014 letter did not list the CAB among Moore's approved awards or badges. According to the National Archives, the information came from Army Human Resources Command.

Also notable, when the Army issued a DD Form 215 to correct Moore's DD Form 214 and add the Bronze Star Medal presented in 2024, it did not add the Combat Action Badge -- despite Moore's staff later producing CAB orders at the presentation ceremony they say were valid.

This does not prove Moore did not earn the badge. But it means that as late as 2014, the CAB was not reflected in his official Army record, and it may still not be today. Validation of his CAB was not among the records the Army released in response to Spotlight's FOIA requests.

Spotlight has filed a specific FOIA request with the Army seeking to verify the CAB's legitimacy.

The Afghanistan deployment timeline

Moore's résumé also categorically inflates the timeframe of his Afghanistan deployment.

The résumé presented his Afghanistan service as running from July 2005 to April 2006 -- 10 months. But according to Army records, Moore deployed to Afghanistan from Aug. 15, 2005, to March 14, 2006 -- six months and 27 days.

Records also indicate Moore was out of Afghanistan on emergency leave for about 30 days, from roughly Dec. 10, 2005, to Jan. 10, 2006.

None of that diminishes the fact that Moore deployed. But it matters when an Army officer applying for a celebrated White House Fellowship presents his service as longer or more substantial than the record supports.

The Military Police Officer Basic Course

Moore's résumé also noted his attendance at the U.S. Army Military Police Officer Basic Course at Fort Leonard Wood, Missouri -- the course finally qualifying him to deploy more than seven years after his commissioning.

The résumé states Moore graduated in March 2005. Army records show his report date for the 18-week course was Feb. 21, 2005, and his graduation was June 14, 2005 -- less than two months before he mobilized as an Army reservist for Afghanistan.

The issue is not whether Moore completed the course. It is whether his résumé presented the timing of his qualifications in a way that made his military record appear cleaner, longer, or more impressive than the documentation supports.

The "Top Leadership Award"

The same résumé entry states that Moore earned the "Top Leadership Award" at the M.P. Officer Basic Course from a class of 45 students.

Spotlight asked the Army for records substantiating that claim. The Army was unable to support Moore's declaration.

In response to a Freedom of Information Act request, the Army stated: "After consultation with the Military Police Officer Basic Course Schoolhouse, there is no record/documentation of CPT Moore being awarded the Leadership Award during MP Officer Basic Course 3-05."

This is confirmation from the Army that this statement in Moore's résumé is false.

A Top Leadership Award is precisely the kind of résumé entry that can separate one applicant from another. The Army has definitively stated Moore did not receive the award. If Moore can disprove that, he should produce proof. Otherwise, the conclusion is obvious.

Moore continually refuses to address this and other simple questions.

Veterans are asking the obvious questions

The criticism has not come only from political opponents or partisan observers. Moore's military story has drawn concern from veterans, who understand that awards, badges, deployment dates, and combat claims are documented facts, not vague memories.

Retired Maj. Larry Moores' criticism carries particular weight because it comes from a combat veteran decorated for valor. His point was direct: Serving honorably in a combat zone and claiming receipt of a specific military award are not the same thing.

Other veterans have raised similar concerns about Moore's shifting military story and lack of transparency.

After Spotlight reported on Moore's claims about experiencing direct-fire combat, Navy veteran Robert Carona wrote on social media, "As a Veteran of 5 deployments in 4 years I know exactly where I was and who I was with. I know what awards/medals I received. You don't forget any of that I can assure you."

Former Army intelligence officer Victor Salazar also questioned Moore's account, writing on social media, "As a former military officer this lack of transparency is very telling. I believe he is claiming more credit than maybe he deservedI am very much calling him out on his service and his integrity[is]suspect."

Those comments capture why Moore's 2006 résumé matters. This is not about diminishing his service. It is about whether he inflated that service while competing for a career-defining fellowship -- and whether he corrected the record knowing that important claims in his résumé were false.

The 2006-2007 White House Fellowship placed Moore inside an elite national leadership network. It gave him access, credibility, and proximity to power.

That makes the accuracy of the résumé more important, not less.

If Moore listed awards he had not received, overstated deployment dates, claimed honors the Army says he did not earn, and failed to correct the record, then the issue is not lost paperwork.

It is judgment.

It is integrity.

And Spotlight's investigation shows it is a pattern.

Moore says he can tell his own story. But when he told his story to the White House Fellows program in 2006, the version he presented was full of blatant falsehoods.

Spotlight has asked Governor Moore in multiple letters and emails to provide evidence and documentation to refute its reporting. Moore has consistently refused to acknowledge our request or provide any answers.

Drew Sullins can be reached at . Spotlight on Maryland is a joint venture by FOX45 News, The Baltimore Sun and WJLA in Washington, D.C. Send story tips to or call our hotline at . Follow us on X at @spotlightMDNews, and on Instagram and Facebook at Spotlight on Maryland. more

Career development

 2d

Free resume feedback for international students


Have your resume polished by a professional before job hunting in Korea.

Seoul Global Center is offering a free resume review service for 50 international students.

International students who want their resumes to sound more natural, better present their work experience or receive detailed feedback on their cover letters may apply.

Applicants must submit resumes and cover letters written in... Korean. The required format is available through the Google Drive link on the application page.

Feedback may take up to 10 days and will be sent by email. more

Career development

 2d

You can't become what you can't see


WHEN I first pitched this column to the management of The Manila Times, I knew exactly what I didn't want it to become. I had absolutely no interest in creating yet another conventional tech space that simply recycles the buzzwords we are bombarded with every day. We hear about AI, blockchain, cybersecurity and digital transformation constantly, often stripped of context. The truth is that we have... no shortage of highly technical discussions about systems, code and infrastructure. What felt profoundly missing from the national conversation was a focus on the actual people behind the screen.

More specifically, I wanted to talk about women in technology. I don't mean featuring them as rare exceptions, token success stories or boxes to be checked on a corporate diversity checklist. Instead, I wanted to highlight them as leaders, builders, educators and innovators who are shaping the digital infrastructure of our country from the ground up.

That is how Beyond the Binary came to life. The title, of course, is a direct reference to the fundamental language of computers -- the rigid 1s and 0s that power our digital world. But for me, going "beyond the binary" means moving past outdated assumptions about gender roles in the workplace. It means rewriting the script on who gets to innovate, who gets to lead and who gets a seat at the table when our collective digital future is being designed. It is, in many ways, about women breaking the glass ceiling in technology -- but on a deeper level.

To be absolutely clear, this will never be a column of glorified corporate résumés or PR-driven profiles. Nor am I interested in highlighting women simply because they happen to be women. What genuinely fascinates me is something much larger and more impactful: What do their unique, often hard-won experiences teach us about leadership, resilience and the future we are building together?

A perfect example of this quiet excellence is Mary Joy Abueg. If you aren't deeply embedded in the local technology, academic or public policy sectors, her name might not immediately ring a bell. Yet her work touches areas that affect our daily digital lives in ways we rarely realize. As a certified data privacy specialist and data protection officer, Dr. Abueg has spent years strengthening information technology education and workforce readiness alongside organizations such as the Commission on Higher Education and the Technical Education and Skills Development Authority. She has also contributed to national information technology standards through the Bureau of Philippine Standards. Today, she serves as an associate professor, chief information officer and data protection officer at Palawan State University while also chairing PalwaNXT and serving as a trustee of the National ICT Confederation of the Philippines.

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On paper, those credentials are undeniably impressive, but it was the quiet gravity of her day-to-day work that caught my attention. Much of what she does involves helping large, traditional institutions adapt to a rapidly changing digital landscape. She tackles data protection, technology governance and digital transformation -- critical but often unglamorous areas that do not generate flashy headlines yet remain essential to a stable digital economy. It is the kind of heavy lifting that happens behind the scenes, but it matters enormously.

Encountering Dr. Abueg's journey reminded me of a phrase I have carried throughout my own career in technology: You can't become what you can't see.

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We often hear this phrase in conversations about women in STEM, but it deserves a deeper look in the Philippine context. For young Filipinas considering careers in technology, the barrier has never been a lack of talent. The Philippines is rich with brilliant and capable minds. The real issue is visibility. When you rarely see women leading high-stakes digital initiatives, writing technology policy, managing cybersecurity crises or architecting national data governance frameworks, picturing yourself in those roles requires a leap of faith. It is not impossible, but it becomes far less likely to happen naturally.

Representation is not about political correctness or meeting diversity quotas. It is about expanding the horizon of what is possible for the next generation. When a student sees someone she can genuinely relate to succeeding in a highly technical field, it changes her blueprint for the future. A young professional gains the confidence to pursue leadership roles, and organizations are challenged to question long-held assumptions about who belongs in decision-making positions. Over time, these individual shifts can reshape the culture of an industry.

Right now, the national conversation around women in technology remains too focused on participation statistics. We celebrate enrollment numbers, encourage young girls to pursue STEM education and create programs to expand technology access in underserved communities. These initiatives are important and must continue. But the conversation must evolve. The question is no longer whether women belong in technology. Their contributions have answered that decisively. The more urgent question is whether women are being given the influence to shape the systems, policies and innovations that will govern our collective future.

Technology is never neutral. The people who design algorithms, secure networks and write digital policies make decisions that affect how we learn, work and access essential services. Diversity in technology is not simply a matter of fairness; it is also a matter of quality. Different perspectives lead to stronger problem-solving, better products and systems that serve the public more effectively.

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Yet many women doing this essential work remain invisible outside their professional circles. Beyond the Binary aims to change that -- not by handing out praise, but by examining what these leaders' journeys reveal about the future of our digital society.

Dr. Abueg's story is a reminder that some of the most important work in the digital economy is happening far from the spotlight -- inside state universities, regional technology hubs, government agencies and professional communities preparing the Philippines for the future. If we want a globally competitive digital economy, we must pay attention to the people building it. In the end, our greatest national advantage will not be the technology we purchase, but the talent we intentionally develop, support and empower.

When more people can see themselves in technology, more people will step forward to help build it. And that is how we create a stronger future.

Gail Macapagal is the 2025 TOWNS (The Outstanding Women in Nation's Service) awardee for information technology and entrepreneurship, executive director of Qadena Foundation, head of external and government affairs at Traxion Tech, founder of Women in Blockchain Philippines, and co-founder of Cyber S|Heroes and Lakambini ng Kalayaan. She serves on the boards of Humanility and the Blockchain Council of the Philippines. She is also a member of the 100 Most Influential Filipino Women on LinkedIn Hall of Fame and a TEDx speaker. She writes Beyond the Binary, a column exploring technology, leadership, innovation and the people shaping the digital future. more

Career development

 2d

On the job hunt? The Ravens are hiring at M&T Bank Stadium job fair


MOST OF THE DAY WILL BE UNDER PARTLY CLOUDY SKIES. THANKS, DALENCIA. WELL, IF YOU'VE EVER WANTED TO WORK WITH THE BALTIMORE RAVENS AND MAYBE SEE GAMES THERE AT THE STADIUM, NOW IS YOUR CHANCE. THE TEAM IS HOSTING A MAJOR JOB FAIR AT T BANK STADIUM, AND THAT EVENT KICKS OFF IN JUST A FEW MINUTES. JOINING US LIVE THIS MORNING WITH MORE A PREVIEW IS SENIOR VICE PRESIDENT OF THE STADIUM OPERATIONS... RICH TAMAYO. GOOD MORNING. THANKS FOR BEING HERE WITH US. THANK YOU FOR HAVING US. YES. YOU'RE EXCITING. IT'S GOING TO BE A GREAT DAY TODAY. THIS IS GREAT. YOU'RE HIRING FOR LITERALLY HUNDREDS OF POSITIONS. WE ARE ACROSS ALL PARTNERS HERE AT THE STADIUM. WE WANT TO HAVE THE BEST PERSON TO COME IN AND PROVIDE THE BEST SERVICE TO THE GREATEST FANS IN THE WORLD. TALK ABOUT THE TYPES OF JOBS WE'RE TALKING EVERYTHING FROM CONCESSIONS TO SECURITY. CORRECT. EACH PARTNER THAT WE HAVE LEAVE YOU WITH OUR FOOD AND BEVERAGE TEAM IS LOOKING FOR AN ARRAY OF POSITIONS TO PROVIDE SOME GREAT SERVICE AND SOME COOK SOME OF THAT AMAZING FOOD THAT YOU KNOW OF THAT WE HAVE ON GAME DAY. WE HAVE A M OUR JANITORIAL PARTNER WHO'S LOOKING TO MAKE SURE THAT THE PRESENTATION STAYS WELL HERE AT THE STADIUM, ALL THE WAY FROM AP APEX, WITH SECURITY, SAFE MANAGEMENT, WITH SECURITY SERVICES, AND THEN SOME POSITIONS THAT COME UP RIGHT UP THROUGH THE RAVENS SERVICES AS WELL. WHAT DO PEOPLE NEED TO BRING WITH THEM WHEN THEY COME OUT FOR THE INTERVIEW? THEIR ATTITUDE. RIGHT. A GREAT ATTITUDE THIS, THAT BALTIMORE CHARM THAT WE THAT WE ARE LOOKING FOR AND PROVIDING SERVICE FOR THE GUESTS WHO COME IN, THEY NEED TO BE 18 YEARS OR OLDER. THE JOB FAIR IS TODAY FROM 9 TO 2, AND WE ARE UP HERE IN THE CLUB LEVEL AT M T BANK STADIUM. SO ANOTHER WAY TO BEAT THE HEAT IS COME HERE AND ENJOY THE HVAC THAT WE HAVE AND THE SERVICE THAT WE'RE GOING TO PROVIDE THOSE APPLICANTS AS THEY COME IN, BECAUSE WE FEEL THEY'RE INTERVIEWING US JUST AS MUCH AS WE'RE INTERVIEWING THEM FOR THE POSITIONS HERE. YEAH. AND LISTEN, I KNOW IN YEARS PAST YOU WANTED TO REALLY PROVIDE SORT OF LIKE A FUN GAME DAY ATMOSPHERE WHEN PEOPLE COME OUT FOR THE JOB FAIRS. ARE YOU DOING THAT AGAIN THIS YEAR ARE THERE'S SOME THERE'S SOME SPECIAL SURPRISES. SO WE'RE DEFINITELY HAVING A WELCOME. AND WE'RE CHOOSING TO DO IT HERE ON OUR CLUB LEVEL TO GIVE THEM THAT KIND OF THAT EXPERIENCE, THAT PREMIUM EXPERIENCE AS THEY COME INTO THE BUILDING. AND THEN WE DO, YOU KNOW, WE WELCOME THEM WITH FOOD, WE WELCOME THEM WITH BEVERAGE. BUT THEN THERE'S A FUN SURPRISE AS WE ARE HIRING HERE TODAY. SO THEY'LL BE HIRED TODAY PENDING BACKGROUND CHECKS. THERE'S A FUN SURPRISE AT THE END THAT REALLY WILL MAKE THEM FEEL LIKE THEY'VE SIGNED ON TO PLAY AND WORK FOR THE BALTIMORE RAVENS. THAT IS SO COOL. AND LISTEN, NOT EVERYONE WHO'S WATCHING THIS HAS A RESUME READY TO GO. DO YOU HAVE TO HAVE A RESUME? I MEAN, YOU MENTIONED HAVING A GREAT ATTITUDE. CAN YOU JUST SHOW UP AND SAY, LOOK, I'M READY TO WORK. CAN YOU PUT ME TO WORK? YOU CAN WRITE. NO. RESUMES ARE ALWAYS HELPFUL, BUT YOU CAN COME IN AND AND AS YOU WALK UP, YOU MAY NOT EVEN FULLY, YOU KNOW, UNDERSTAND WHICH JOB YOU WANT TO APPLY FOR. BUT WE'LL HAVE ALL THE INFORMATION FOR YOU, RIGHT? WE EVEN WILL HAVE A RAFFLE FOR THE PEOPLE TO COME IN SO THEY CAN GET A PRIZE AS THEY'RE WAITING. AND, AND THEN AS YOU CHOOSE YOU, YOU WILL FILL OUT THE APPLICATION OF THAT, THAT, THAT PARTNER. AND THEN YOU CAN COME IN AND, YOU KNOW, NO RESUME NECESSARY. IT'S GREAT TO HAVE ONE, BUT NO RESUME NECESSARY. FANTASTIC. AND WE PUT UP THE INFORMATION ON THE SCREEN. YOU'RE GOING TO GO THROUGH THAT SOUTH CLUB LEVEL ENTRANCE AND PARKING IN LOT D AND IT'S FREE. YOU DON'T HAVE TO PAY. YOU JUST GO RIGHT IN THERE. NO, YOU COME RIGHT IN, YOU COME RIGHT IN. AND WE'RE TRYING TO CREATE AN EXPERIENCE FOR THOSE WHO ARE GOING TO PROVIDE A GREAT EXPERIENCE FOR THOSE GUESTS WHO COME ON SUNDAYS. more