Tim Jacobs


Career development 2mo
Do you know what is the "coffee test" in a job interview?
They offer you a coffee. Then they watch what you do with the cup.
What they’re looking for: Do you bring the cup back, ask where to put it, or leave it on the table (Oops, no).
It’s meant to reveal things like: basic courtesy, culture fit, and how you handle the tiny, unspoken stuff.
I hope, you got now what to do with the cup.
14   

  • Stanley Koech

    1mo

    Thank them for the courtesy, but kindly decline. It's professional, not a social gathering. ...Unless of-course you are been interviewed for... 'coffee-testing-quality check' in a quality research coffee company!  more

  • Stanley Koech

    1mo

    Thank them for the courtesy, but kindly decline. It's professional, not a social gathering.

Load more...

Career development

 10h

Woman Lands Job After Answering Why The Company Should Not Hire Her; Internet Lauds Her 'Pretty Clever' Response


Job interviews rarely unfold the way candidates expect. For this Indian jobseeker, one such unexpected question in the interview turned into a defining career moment.

While most candidates are asked about their strengths and weaknesses during a job interview, this woman was challenged to share one good reason for why the company should not hire her. The woman recalled the interview and shared it... on X, gaining applause from netizens.

CEO Asks Unexpected Question to Jobseeker

Taking to X, the woman named Katyayani Shukla recounted how she managed to answer an unexpected question during the final round of interview. "During my last job interview, the CEO asked me to give her one good reason not to hire me," she said, admitting that she needed time to think and promised to email her answer.

The woman revealed that hours later she received a follow-up message from the CEO asking about her response, leaving her no choice but to answer the question.

"A good reason not to hire me is that I have my life together. What that means for me is that I keep my personal and professional life organised," she stated in the email. "I have my time to work, usually around 9 to 5 on weekdays, and I set boundaries to keep work inside those hours," she added.

Reflecting on her belief in work-life balance, she continued, "Some companies and clients treat everything like a priority, and sometimes people expect us to work endlessly, including weekends or after hours, to meet their urgencies. I genuinely believe that when everything is urgent, nothing is urgent."

She added, "Setting boundaries is important for people to respect me as a professional. While some people appreciate that, others might see it as a red flag. Being organised and mindful of my time and other people's time is very important to me."

Her message ended on a gracious note, thanking the interviewers for their time and expressing openness to crossing paths again if things did not work out. However, to her surprise, they did work out.

Sharing the experience, she revealed that she got the job and credited the woman-led leadership for appreciating honesty and self-awareness.

How Did The Internet React?

While some users praised the answer, others lauded the CEO for asking such an out-of-the-box and creative question.

"When everything's urgent, nothing is urgent....needed to hear this before Monday," one user wrote.

"Your answer was pretty clever. It showed you were thoughtful under pressure, which any smart CEO would appreciate. You turned a tricky question into a chance to follow up," another commented.

"Admitting you won't grind 24/7 but will work consistently and responsibly signals maturity, not laziness. Good leaders hire predictable performers over burnout heroes," someone else added.

Praising the CEO's approach, one individual stated, "He understands something most don't: boundaries aren't a 'reason not to hire.' They are the blueprint for a sustainable revenue engine."

Another said, "That's a great leadership move. The question wasn't about flaws -- it was about self-awareness."

"CEOs who ask the weird questions are secretly the best to work for. They test how you think, not how well you can recite your LinkedIn profile," one comment read. more

Bexley Higgins


Career development 4d
My coworker who sits next to me really annoys me, she’s always stealing my ideas.
If I talk about something or mention an idea, she later presents it to the boss like it was hers. She also keeps looking at my screen and taking my project ideas.
I’ve honestly felt like flipping the table, but that’s obviously not an option.
What should I do? I’m tired of her constantly taking credit for my... ideas.

 more
2   

  • Pro essay

    5h

    But if you are the author of original project why can't you code it such a way even if she steal there are things she can't figure out??

  • Lilian ogachi

    10h

    Join her and work together, you're a good inventor and she is a good presenter, together you will achieve more, if you will not unite, you will keep... on crying till you bury this good gift God has given you  more

    2
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Career development

 13h

Fair Work rules if exec should have been axed for seeking other jobs


A tequila executive who was sacked after his co‑founder discovered he had been job‑hunting on company time has won his unfair dismissal case, after the workplace watchdog ruled the termination was unreasonably harsh.

Josh Westerberg, the former national sales manager at Volando Tequila, was marched out of the business in September after co‑founder Jesse Ross unearthed an email he had sent from... his work account to a local gym.

In it, Mr Westerberg attached his résumé and said he 'would love to have a chat' about potential roles.

The resume included a statement Mr Westerberg had spent most of his career in the alcohol industry but he was 'deeply passionate about health and wellness and am eager to transition into this space'.

The email was sent three days before Mr Westerberg requested three weeks' personal leave to consider his options - a move the company interpreted as evidence he was preparing to leave.

Mr Ross concluded he had one foot out the door and terminated his employment.

But Fair Work Commission deputy president Tony Slevin found the dismissal a step too far, ruling that while Westerberg's conduct was inappropriate, it did not rise to the level that justified immediate termination.

Volando Tequila, a self‑styled Aussie start‑up backed by a US parent company, was launched in 2019 by Queensland entrepreneur Jesse Ross, a former member of the 2012 Olympic boxing team, and prominent racing car driver Shane Tucker.

Josh Westerberg (pictured) was marched out of the tequila business he worked for after co‑founder Jesse Ross unearthed an email he had sent from his work account to a local gym

FWC deputy president Tony Slevin said it was clear Mr Westerberg was 'sounding out' whether a job might be available but said his dismissal from a tequila company was harsh

Mr Ross, who lives in the USA, exercised top level decision making in the company and control over the Australian entity.

He told the FWC in late August and early September 2025, he received reports about concerns of Mr Westerberg's performance.

Mr Ross said when he reviewed the company's business records in September 2025, he found an email from Mr Westerberg showing he was actively seeking alternative employment during working hours and using company systems to do so.

He considered this to be serious misconduct that represented a fundamental breakdown in the employment relationship and behaviour inconsistent with the employment agreement.

Mr Ross determined no further investigation was required and emailed Mr Westerberg his employment was terminated on September 12.

Mr Westerberg denied he was seeking another job, saying the email was simply a networking exercise. He told the commission that a contact had asked for his résumé so he could introduce him to potential buyers for the company.

However, Deputy President Slevin said he did not accept that explanation, finding it was clear Mr Westerberg was 'sounding out' whether a job might be available.

'It was not an application for a job, but it was an indication that he was open to a take on a new role with a different company,' he said.

Jesse Ross (pictured left), a former member of the 2012 Olympic boxing team, and prominent racing car driver Shane Tucker (pictured right) launched tequila company Volando in 2019

'I am not convinced by Mr Westerberg's attempt to characterise it otherwise.'

Deputy president Slevin noted evidence from the co‑founder, who argued the email showed Mr Ross was 'actively' seeking alternative employment using company time and equipment during working hours.'

'Mr Ross regarded it as serious misconduct which represented a fundamental breakdown in the employment relationship and behaviour that was inconsistent with the employment agreement,' the deputy president noted.

'I find that it did not.

'I find that the dismissal was harsh, unjust and unreasonable. There was no valid reason for the dismissal.'

Deputy president Slevin added Mr Westerberg was not afforded procedural fairness and the company's actions were disproportionate to any perceived misconduct on his part.

Noting Mr Ross did not seek reinstatement, the deputy president found existing performance concerns meant he was unlikely to remain at Volando for more than 15 weeks, and awarded compensation of $31,778 including superannuation. more

Career development

 14h

Job hunting in Europe? Your CV may not matter anymore... so what does?


As companies focus more on real skills than traditional CVs, the way people get hired in Europe is quietly changing. Credit: Shutterstock/fizkes

The classic CV may not disappear overnight, but the way companies recruit is undergoing a major shift. Across Europe and other developed economies, employers are increasingly focusing less on degrees and polished résumés and more on what candidates can... actually do. The trend, often called "skills-first hiring", is gaining traction as businesses struggle with labour shortages and rapidly changing job requirements.

According to a 2025 OECD report on skills-first labour markets, hiring practices are evolving due to digital transformation, demographic change and new skill demands. The organisation says employers are placing greater emphasis on competencies rather than formal qualifications, with the goal of improving job matching and addressing skill shortages.

The shift reflects a broader rethink of how talent is measured. Traditionally, CVs highlighted education, job titles and experience timelines. Today, employers are increasingly assessing candidates through practical tests, portfolios and skills validation.

One key driver is the pace of technological change. As industries evolve, the OECD notes that traditional education pathways often struggle to keep up with real-world skill needs.

This is particularly visible in fast-moving sectors such as AI, digital services and green industries, where emerging roles may not yet have formal degree pathways. Academic research has also found declining degree requirements in some high-tech job listings as demand for specialised skills rises.

Labour platforms and recruitment data reinforce the trend. LinkedIn insights linked to OECD research suggest skills-based hiring can significantly expand the available talent pool, helping companies tap into candidates who might otherwise be overlooked due to non-traditional backgrounds.

For job seekers, the shift could open new doors. Skills-first approaches aim to value practical ability over academic pedigree, which may benefit younger workers, career changers and those without university degrees.

At the same time, experts warn the transition will likely be gradual. The OECD stresses that while skills-based hiring is spreading across sectors and countries, adoption levels vary widely and traditional credential-based recruitment still dominates many industries.

This means hybrid hiring models are emerging. CVs are not disappearing entirely but are increasingly being combined with skills assessments, digital portfolios and AI-driven screening tools.

Despite headlines claiming the "death of the CV", institutional research suggests a more nuanced reality. The global labour market is not abandoning résumés overnight, but the role they play is clearly shrinking.

As economies adapt to rapid technological change, the ability to demonstrate real skills may soon matter more than where you studied or who you worked for. For many job seekers across Europe, that shift could reshape how careers are built in the years ahead. more

Career development

 15h

Men's Bubble Watch: Seton Hall keeps NCAA tournament hopes alive for now


Neil Paine writes about sports using data and analytics. Previously, he was Sports Editor at FiveThirtyEight.

The 2026 men's NCAA tournament is rapidly approaching, which means the question top of mind for many fans is: Will your team be in or out? Teams have roughly four weeks until Selection Sunday to strengthen their cases. Until then, we're here to track how each team on the "bubble" of the... bracket is trending.

We'll use a variety of metrics as guides, classifying teams based on how likely they are to make the field of 68 as one of the 37 at-large selections -- conditional on not winning their respective conference tournaments for one of the 31 automatic qualifying bids (AQs). To that end, we'll use Joe Lunardi's Bracketology projections and a combination of data sources -- including my forecast-model consensus and NCAA résumé metrics such as NET rankings that the selection committee will evaluate -- to judge a team's underlying potential. (For a full glossary of terms and sources, click here or scroll to the bottom of this story.)

We'll sort teams in at-large contention into the following categories:

Let's go conference by conference -- in order of which project to have the most NCAA tournament bids -- to rank the teams in each category based on their chances to secure an at-large bid.

Fresh off of an overtime win at Illinois on Tuesday, the Badgers grabbed another Quadrant 1A win on Friday night, flat out dominating Michigan State at home. That latest victory was the Badgers' third Quadrant 1A win of the season, which improves a résumé that now sits around 30th in the national consensus ranking (sixth in a Big Ten currently tracking for 10 bids). Their remaining schedule gets a little bit better after one more Quadrant 1A opponent (Ohio State in Columbus) next week, and that -- plus their recent résumé-boosting W's -- has boosted Wisconsin in the consensus at-large forecast from 79% to 96% in the past two weeks.

Iowa was looking like a potential "lock" candidate after winning six in a row, but the Hawkeyes' at-large chances have fallen after back-to-back losses at Maryland and to Purdue. The Hawkeyes still own a résumé in the mid-30s nationally, and they are borderline top 25 in our average of predictive ratings, both of which bode well for their tournament hopes. But their schedule gets more difficult, jumping from 63rd so far to ninth from here on nationally (third hardest in the Big Ten), according to the BPI.

Coming off a run of five wins in six games -- including three over Quadrant 1 and 2 opponents -- Indiana's hot streak cooled with a 20-point loss at Illinois on Sunday. The Hoosiers remain the darlings of the forecast models, which average out to give them a conditional at-large probability north of 80%, and their portfolio holds up next to other bubble teams in what's looking like a 10-bid Big Ten. With a borderline top-30 ranking in the predictive metrics and the seventh-hardest remaining schedule in the conference, they have a chance to keep building their case.

A recent stretch of five wins in six games had pushed the Bruins' consensus at-large chances near 80%, but that hot streak cooled off in Ann Arbor on Saturday, as Michigan rolled over UCLA by 30. The Bruins do have two Quadrant 1 wins, their résumé still ranks in the mid-40s nationally (10th in the Big Ten), and their predictive rating is better than their résumé gives them credit for. If the conference gets 10 bids, the Bruins are currently in line for the last one, but difficult matchups against Michigan State, Illinois and Nebraska remain.

With a prime opportunity to raise its at-large chances even further against Virginia on Saturday in Nashville, Ohio State led by 11 early and was competitive throughout, but ultimately fell to the No. 15 Cavaliers. The Buckeyes still sit right on the bubble, ranking mid-40s in the national résumé rankings and 11th in what is looking like a 10-bid Big Ten. They are also 1-8 against Quadrant 1 opponents, making them less sure of a tournament-bound team as they seemed earlier in the season. But they're better than their current résumé indicates, ranking inside the top 40 of the predictive ratings. The main issue is that they have been unable to build consistent momentum at any point this season, following six of their past seven wins with a defeat.

Behind the play of freshman star Alijah Arenas, USC's recent win streak helped pad its bubble case. But in a crucial visit to Ohio State on Wednesday, the Trojans were unable to hang on to a second-half lead, which sliced their at-large chances below 60%. If the season ended today, they would still likely secure one of the Big Ten's last entries with the eighth-best résumé ranking in what's tracking to be a 10-bid conference. Of course, their main problem remains future results. which is why the models are less bullish. USC is a high-40s team in the predictive ratings, with the nation's 23rd most difficult remaining schedule. The next three weeks will be a wild ride for Eric Musselman's team.

Auburn's fortunes continued to slide with a double-digit loss to Arkansas in Fayetteville on Saturday. While the Tigers' four straight defeats have come against Quadrant 1 opponents -- Tennessee, Alabama, Vanderbilt and Arkansas -- they have dropped them to 5-7 in SEC play and complicated what once seemed like a strong tournament case. If we zoom out, the Tigers do have four Quadrant 1 wins (including two Quadrant 1A) against the nation's fourth-most difficult schedule per the BPI, and they remain mid-30s in the national résumé ranking average. On paper, those types of teams tend to receive an at-large call, though the BPI is projecting them to potentially not even reach 18 wins. They will be a fascinating litmus test for how much the committee values record versus schedule strength.

In the highest-leverage bubble showdown on Saturday's slate, the Longhorns beat Missouri convincingly on the road to continue a sharp upward trajectory in recent tournament projections. They graduate from "work to do" to "should be in" as a result, with the consensus forecast giving them a 77% at-large chance after the victory. The Longhorns are still 10th in the conference in the résumé rankings (borderline top 50 nationally), but their results are catching up with their predictive rating, which consistently has been in the top 40. They still face a tough slate with four of their final six regular-season contests against Quadrant 1 opponents. Their tournament hopes might still rest on the SEC getting 10 bids, but the Longhorns are in vastly better shape now than at any point in the past six weeks.

Texas A&M's consensus at-large chances reached well into the 80% range after opening SEC play on a 7-1 run, but the Aggies have dropped four straight -- including Saturday's loss at Vanderbilt -- and their odds have gone tumbling. They now check in below 70%, downgrading them from "should be in" to "work to do." They are still projected by the BPI to clear 20 wins by regular season's end, but they also rank ninth in the résumé ranking average out of what could be only a nine-bid conference -- even if it's more likely 10 -- and the gap between them and the rest of the SEC's "work to do" tier has basically vanished.

After winning 16 of their first 19 games, the Dawgs have been on the decline, notching their fifth loss in six games after a second-half collapse at Oklahoma on Saturday. They have fallen from a 97% consensus at-large chance to 66% in the past three weeks and now sit 40th in the overall résumé rankings -- with a quartet of wins against the BPI top 50 -- and eighth in résumé average amid what is looking like a nine- or 10-bid SEC. The recent jump in schedule difficulty has taken its toll, with plenty of tough matchups left.

On the heels of three straight wins (and four in five games) to revive what had been a flagging at-large probability, Missouri had a golden opportunity to add another résumé win over bubble nemesis Texas at home on Saturday. But the Tigers were outscored 52-37 after halftime, losing the critical matchup by 17 points. They rank just 11th among SEC teams in the résumé average -- a tough spot to be in with the conference projected for 10 tournament entries by most accounts. They do have a pair of Quadrant 1A wins (Florida and Kentucky) and five against the BPI top 50, but even if their résumé is on par with Texas and Texas A&M, the Tigers are much lower in the predictive metrics -- and play an even tougher remaining schedule per the BPI.

After satiating our criteria for a "lock," with a 98% consensus at-large chance after a run of eight wins in nine games (including a pair of Quadrant 1A victories), back-to-back losses to Louisville and Miami have NC State back in "should be in" territory. The Wolfpack still rank inside the top 30 nationally in the predictive and résumé ratings, including sixth on the résumé list in an ACC tracking for eight bids. But they also face a significantly tougher remaining schedule (fourth hardest in the conference) than the ACC's other bubble hopefuls.

Just when the Mustangs seemingly bounced back from consecutive losses to Louisville and NC State with a pair of wins over Pittsburgh and Notre Dame, they faltered late as road favorites at Syracuse on Saturday, blowing a double-digit second-half lead to lose for the third time in five games. Still, they rank seventh in what should be an eight-bid ACC on résumé. And while they are seventh in the conference (37th nationally) in the predictive ranking, they have the nation's 71st-hardest remaining schedule, which is good for managing a status quo that likely resides above the bubble if the bracket were set today with an 86% consensus at-large chance. But their tournament chances are not as high as they were a few weeks ago.

The Hurricanes' chances had dipped after a trio of recent losses, but three straight wins have coach Jai Lucas' team back on the rise, with back-to-back résumé-boosting victories over North Carolina and at NC State. The Hurricanes have a top-40 résumé quality nationally (eighth in the ACC), and their consensus model at-large chances are up roughly 30% over the past three weeks, a positive trend at a critical point in the season. The BPI has them facing the 69th-hardest remaining schedule, with three more chances to score Quadrant 1 wins (of which they already have four).

Coming off a huge road win over a Quadrant 1A foe in Clemson on Wednesday, Virginia Tech ran out of gas against Florida State on Saturday, getting outscored 48-20 over the final 17:24 to lose by 23 at home. The Hokies still have ammunition in their battle to be possibly the last ACC team called to the brackets, including three Quadrant 1 wins and a résumé rating that resides just outside the top 40. But conditional at-large chances below 30% suggest they are in serious limbo without additional résumé boosters.

Back-to-back losses to Clemson then in double overtime to Syracuse splashed cold water on Cal's hopes, but a convincing victory at Boston College got the Golden Bears moving back in the right direction. They still sit outside the top 50 on the résumé ranking, but they also have four Quadrant 1 wins (including one Quadrant 1A) and face the ACC's easiest remaining schedule. Either way, with a consensus at-large probability in the teens, the Bears certainly have "work to do."

With so many of the Big 12's expected bids being effective locks -- the six teams listed above each have at least 99% conditional at-large chances in the model consensus -- the conference's bubble picture really comes down to who could be the seventh bid. The Knights remain in control of that slot despite three straight losses to Houston, Cincinnati and West Virginia, but their grip is loosening. As a result of this string of defeats, they are no longer tracking for more than 20 wins and have fallen outside the top 30 in the résumé average (though only one other non-"lock" from the Big 12 is even inside the top 50). Good news for the Knights is that they face the fourth-easiest remaining schedule in the conference.

After a recent losing skid in Big 12 play, the Horned Frogs responded with a trio of big wins over Kansas State, Iowa State and Oklahoma State on the road in overtime. Their case is interesting: Although they sit with consensus at-large chance in the 40% range, they have five Quadrant 1 wins (including a pair of Quadrant 1A wins over Florida and Iowa State), and the chance to add another coming up against UCF, despite playing the Big 12's fifth-easiest remaining schedule (53rd hardest nationally). They are building a case to be the Big 12's eighth tournament team.

West Virginia still faces an uphill battle to return to the tournament for the first time since 2023, but its win at UCF on Saturday certainly helps. The model consensus still sets the Mountaineers' chances at an at-large bid around 25%, and they are barely flirting with the top 60 in résumé rankings while only a little better in the predictive ranking. But they do have four wins against Quadrant 1 foes -- including one against Quadrant 1A Kansas last month -- and will have a chance to control their destiny by adding more in the coming weeks.

Just when the season seemed to be slipping away from Shaheen Holloway and his team with six losses in eight games, Seton Hall outlasted Providence on Wednesday then scored a résumé-boosting comeback win on Sunday at Butler in a game that would have plunged the Pirates into "long shot" territory had they lost. They still have a steep hill to climb, with at-large chances sitting below 30% in the forecast composite while ranking outside the top 50 nationally in résumé average with only two Quadrant 1 wins. A case will be hard to make if the Big East receives only three bids, which is the current Bracketology expectation, though the Pirates will have a couple of opportunities to pad their résumé if they can upset UConn (Feb. 28) or St. John's (March 6).

Saint Mary's hasn't missed the NCAA tournament in five seasons, so it's tough to imagine that streak coming to an end, with the Gaels sitting 32nd in the résumé rankings. Yet they're here because they carry a consensus 84% at-large probability -- not quite a "lock" -- likely driven by the perennial question of how many WCC teams the NCAA can accommodate for the Dance after Gonzaga. One possible trouble spot: While their résumé is better than that of Santa Clara's, the Gaels lost the first of the teams' two head-to-head matchups. The Gaels also don't have any Quadrant 1 wins -- and likely won't, unless they get revenge for their loss at Gonzaga when the two meet again on Feb. 28 at Saint Mary's.

The MAC hasn't received multiple bids since 1998-99 -- fittingly, the same season that Wally Szczerbiak led the RedHawks to the Sweet 16 after knocking off Washington and Utah in the first two rounds. Could history repeat itself? After Arizona lost earlier this month, Miami is the sole remaining unbeaten in Division I and ranks inside the top 40 on résumé as a result. The forecast models don't quite know how to handle the RedHawks, though the committee has never excluded an eligible team with fewer than four losses in a non-pandemic season. It is true that Miami is a borderline mid-80s team in the predictive ratings (Akron still ranks higher in the MAC) that has run up an undefeated record against the 336th-hardest schedule in the nation. But wins are wins, and Miami got that much closer to running the table on Friday, cruising at home against Ohio. Tuesday's game against UMass is the RedHawks' lowest-probability remaining hurdle, per Bart Torvik.

The Santa Clara and Saint Mary's comparisons will be constant down the stretch, as we debate whether the WCC could get three bids, which has happened only once in the past 13 seasons. The Broncos' chances had been on the rise after a recent stretch of nine consecutive wins (and 13 in 14 games), but a tough back-and-forth loss to Gonzaga on Saturday dropped their consensus at-large chances to 66%. They own the 41st-best résumé ranking and a head-to-head win over Saint Mary's but are projected to finish with two fewer wins than the Gaels. Santa Clara's fate may rest on the Feb. 25 rematch at Saint Mary's, and how much the selection committee values head-to-head wins.

The Aztecs beat Nevada on Saturday to capture their third straight win game but are still one of the bubbliest of bubble teams. They sit 45th nationally in the résumé rankings and their consensus at-large chances are 65%. The conference could feasibly send three teams to the tournament -- it hasn't fallen below that threshold in five seasons -- and with a fairly sizable gap in at-large chances over the next-best Mountain West team (New Mexico at 43%), San Diego State would figure to be in decent enough shape if it keeps winning.

Seeking a third straight NCAA tournament trip for the first time in more than a decade, the Lobos no longer have the inside track to being the Mountain West's second-most-likely entrant with their consensus at-large odds sitting below 50%. The primary blemish is their head-to-head loss at San Diego State on Jan. 17, which they won't have a chance to avenge until they play host on Feb. 28.

VCU hasn't made back-to-back NCAA tournaments since the Will Wade era nearly a decade ago, and the forecast models (which sit in the 25-30% consensus at-large range) remain less than bullish on that streak ending this season, in part because the Rams are 0-4 against Quadrant 1 opponents with only one remaining shot at changing that (at Saint Louis on Friday). However, they are right in the middle of bubble territory in overall résumé (mid-to-high 40s nationally), and their remaining schedule is soft enough for more wins, so they can certainly strengthen their case. With a 78-67 victory at Richmond on Saturday, the Rams have now won nine in a row and 14 of 16. more

Career development

 15h

Margaret Tantillo


Executive Director, O'Dell Women's Center

Her Life's Work Centers on Helping Women Overcome Barriers to Success

Margaret Tantillo has spent her entire career in the nonprofit space, much of it with the Girl Scouts, and then for almost a decade leading Dress for Success Western Massachusetts.

"I've always worked in organizations in support of women and girls -- and that was purposeful. I had a... passion for it," she said.

"There were some experiences that led me to understand that women are treated differently, and that there's a need for women to support each other," she added, citing a persistent wage gap between men and women as one example.

"Women take the more responsibility for childcare, for elder support. So there are benefits to lifting women up -- especially the women that we serve," she went on, referring to her latest role, which she accepted in early 2024, as executive director of the O'Dell Women's Center, a philanthropic organization that supports low-income women in and around Springfield in a variety of ways.

"I've always said that not everybody gets dealt the same cards, and my hope, personally, is to sort of even the playing field," Tantillo explained. "I could have just as easily been born into a household that was not well-off financially, and that would have been my barrier to overcome. But the hand I was dealt was middle-class, and there was no question I was going to go to college.

"Margaret's dedication ensures that women and families have stability and access to essential resources during difficult times."

"So for me personally, it's like, where's the fairness?" she went on. "We're all getting different opportunities, and and they're just not equal, so by working in women's organizations, what can I do to even the playing field?"

The O'Dell Women's Center was inspired by Connie O'Dell, who served for more than 40 years as a maternity nurse at Providence Hospital and dedicated her life to caring for women with dignity, compassion, and respect. Founded in 2023, the center occupies a 10,000-square-foot facility in the heart of Springfield.

Its most visible arm is its foundation, which provides grants, typically ranging from $10,000 to $75,000, to local nonprofits that advance educational, workforce, and career development opportunities for low-income women, as well as nonprofit organizations that address systemic barriers, such as food insecurity, childcare access, transportation, and housing instability.

The foundation distributed $550,000 in 2025 to support women and families across Springfield, and an estimated $750,000 in grants will be awarded in 2026.

The center also houses Dress for Success Western Massachusetts, which was displaced from its longtime home at the Eastfield Mall when that complex was about to be torn down and redeveloped. The O'Dell Women's Center offered it about 5,000 square feet of space -- more than $80,000 in free rent annually -- to continue its work without interruption, said Jessica Roncarati-Howe, who succeeded Tantillo as head of the organization in 2024 -- and is one of two individuals who nominated her as a Difference Maker.

"This single act ensured that hundreds of women in Springfield and surrounding communities could still access professional clothing, employment coaching, career development, programming, and the support networks that help them thrive," Roncarati-Howe said. "The O'Dell Women's Center did not just give us space; they gave us stability, dignity, and the ability to keep serving women who rely on us every day.

"What impresses us most is that this generosity is not an exception -- it is the model," she added. "The Odell Women's Center provides free gathering and meeting space for women's groups and is actively seeking additional nonprofits to join the building at low or no cost. Their goal is to create a true community hub where women can access multiple resources under one roof, reducing barriers and strengthening the social and economic fabric of Springfield."

"We're hoping to see quality relationships that align with our values of treating women with compassion, not assuming what other women need, but kind of walking hand in hand to provide that support."

Mydalis Vera, founder of Guerrera Writer and a volunteer at the center, noted its support of food pantries during a particularly challenging time for food insecurity, pointing out that the center distributed $100,000 in emergency support to Springfield-area pantries late last year, helping families navigate the pressures of SNAP benefit changes and a temporary federal government shutdown.

"Margaret's dedication ensures that women and families have stability and access to essential resources during difficult times," Vera said, adding that Tantillo also spearheaded a successful diaper drive, partnering with local agencies to collect more than 40,000 diapers and registering more than 200 families to receive this essential support. "Her tireless commitment to uplifting women and families, providing practical assistance, and fostering long-term stability truly sets her apart as a leader and changemaker in the community."

Spreading the Wealth

In her former role as executive director of Dress for Success Western Massachusetts, Tantillo increased the budget sevenfold and grew the organization from one program to five, all in the service of helping unemployed and underemployed women achieve economic independence. And, as Roncarati-Howe noted, it was a natural fit to operate out of the O'Dell building in downtown Springfield.

"Dress for Success is its own nonprofit; they have their own board of directors and run their own thing," Tantillo explained. "We have a very collaborative relationship, and now it's like, 'what else can we bring in to support women?' It's a slow build. In some ways, we're providing the next step, the next circle of resources for women."

The funding for Dress for Success' rent-free tenancy comes from the O'Dell Women's Center's family foundation, she added.

"These partnerships reflect our belief that economic stability is built through coordinated, community-driven solutions," said Keely Krantz, founder and president of the O'Dell Women's Center Foundation. "When women have access to basic needs, education, and career opportunities, entire families and communities are strengthened."

To demonstrate how the O'Dell grants target the upward mobility of women, the 2025 grantees included:

* Bay Path University, to support a new emergency assistance initiative for Springfield-based students facing unexpected crises, including housing instability, transportation challenges, and lack of basic necessities, helping women remain enrolled and complete their education;

* Dress for Success Western Massachusetts, to provide a continuum of career support, including professional attire, career readiness, coaching, and advancement services that help women achieve long-term financial independence;

* Girls Inc. of the Valley, to continue supporting the Eureka! Program, a no-cost, five-year STEM initiative that empowers girls to envision themselves as part of the future workforce through hands-on learning and sustained mentorship;

* The Gray House, to strengthen adult education services for low-income migrants and refugees, including ESOL (English for speakers of other languages) instruction paired with essential life and job skills training;

* It Takes a Village, to expand basic needs programming that fills critical service gaps for low-income women and families, helping remove survival-level barriers to economic stability;

* MassHire Holyoke, to implement the GLOW program in Springfield, a holistic workforce initiative combining intensive case management, job placement, and wrap-around supports to address barriers such as childcare, transportation, housing instability, and digital skill gaps;

* South End Community Center, to provide out-of-school programming that offers safe, reliable childcare through after-school, vacation, summer, and school-closure programs, supporting parents' ability to work and pursue education;

* Tech Foundry, to deliver digital literacy instruction, professional development, and career mapping for women participating through YWCA programming; and

* United Way of Pioneer Valley, to expand direct services for underserved women by increasing food pantry access and strengthening Thrive Financial Wellness programming through individualized financial coaching.

As the center's executive director, Tantillo ensures that the grants are directed in the most impactful ways and that the building's physical resources are used responsibly, and most of those efforts specifically help women navigate barriers to stability and build sustainable futures, she explained.

"I understand Springfield and its needs, and I work very closely with the founder, who is one of the kindest, smartest women I'ver ever met," she said of Krantz. For example, "with that emergency food funding, I said, 'this is what's going on with SNAP. I think we need to do this.' And she said, 'yes, that makes sense.'"

The decision wound up putting the planned grant outlay for 2025 $50,000 over the original budget, but the issue was deemed an urgent one. So Tantillo went about approaching area food pantries directly to get a sense of how many people they serve and what their needs were, then facilitated the grants.

While most of the center's work focuses on providing a path to academic stability through career advancement and education, the $100,000 outlay for food pantries isn't as much of an outlier among the other grants as it might seem.

"In the organizations that we provided funding for, you'll see those [career] paths as well as some basic needs, because there are a lot of barriers for women," Tantillo explained. "Like, we didn't necessarily fund childcare, but we fund out-of-school programming, so when women are working, there's a safe space for their children to go. So we're going from immediate needs, basic needs, to supporting long-term opportunities."

Walking Together

As part of that effort to connect women with education and career opportunities, the center is piloting something called the Bridging Navigator Peer to Peer mentorship program, which pairs mentors with lived experience with low-income women to help connect them with resources and pathways that lead to educational and career advancement.

One of those navigators is Areliz Barbosa, an assistant professor at Bay Path University and one of BusinessWest's Healthcare Heroes last fall, who has often spoken about the dire challenges she has had to overcome in life.

"I was shocked to hear that she slept on a bench for a little while," Tantillo said. "We're going to pair her with a woman who may be in a situation where she can't see her future -- because she certainly has achieved a professional level of success."

If the pilot expands, she added, "we're hoping to see quality relationships that align with our values of treating women with compassion, not assuming what other women need, but kind of walking hand in hand to provide that support. The Bridging Navigator program will probably help women access social services or steer them toward Dress for Success or encourage them to take a training or go to community college to get that certificate."

The O'Dell Women's Center also offers free space for clients and community nonprofits to use, including a small, private conference room; an office with several desks; and a large, central meeting or presentation space. Tantillo said the center has also forged a partnership with MassHire Hampden County Workforce Board, which will physically place a representative in the building.

Meanwhile, she added, with nonprofits facing a tough funding landscape, she would like to bring area organizations together to determine what efficiencies exist and how they can complement each other's services.

These are just some of the ways Tantillo brings people and resources together with the general goal of elevating women -- which she has done, in some form, over her entire career.

"I just provide the opportunity, and people kind of join in," she said. And by doing so, she continues to be a true Difference Maker. more

Career development

 16h

Woman lands job after CEO asks why she shouldn't be hired: 'I wasn't ready for that question'


It's surprising how interviewers are finding creative ways to test candidates, sometimes asking questions that seem almost impossible to answer on the spot.

Recently, a woman experienced this firsthand and turned it into an opportunity that landed her a job.

According to the post, during her interview, the CEO asked her to give one good reason why she shouldn't be hired.

Katyayani Shukla shared... the incident on X (formerly Twitter) with the caption, "During my last job interview, the CEO asked me to give her one good reason not to hire me."

Also Read: Pune man creates Excel sheet to track arranged marriage matches with women: 'Parents want updates'

"I told her I wasn't ready for that question and needed some time to think," she adds.

Most people might have expected the CEO to forget, but a few hours later, she received a follow-up message requesting her response. After reflecting carefully, Shukla wrote her answer, and the result was a job offer.

Also Read: Techie with 20 years of experience calls Indian IT mentality 'exhausting': 'Just not ready to adjust'

She began by apologising if her answer was long, explaining that it came from careful thought.

"A good reason not to hire me is that I have my life together. What that means for me is that I keep my personal and professional life organised," the email reads.

Shukla further explained that she has her time to work, usually around 9 to 5 on weekdays, and she sets boundaries to keep work inside those hours.

"I genuinely believe that when everything is urgent, nothing is urgent," she adds.

She added that setting boundaries is important for people to respect her as a professional. While some may appreciate that, others might see it as a red flag.

"Being organised and mindful of my time, and other people's time, is very important to me," the email further read.

HT.com has reached out to the user for more details. This report will be updated when she responds. more

Career development

 19h

Korea's Youth Employment Slide Deepens, Raising Questions for an AI-Led Startup Economy - KoreaTechDesk | Korean Startup and Technology News


The loudest startup stories are still about funding rounds and national AI ambitions. The quieter signal is a workforce that is struggling to enter the system at all. Korea's latest youth employment data reads less like a temporary dip and more like a structural squeeze: fewer entry paths, more "resting" young people, and a labor market that increasingly rewards experience first. That mix matters... for any country trying to build a startup-centered economy.

In January, Korea's youth employment indicators weakened across the board, according to the National Data Agency.

The number of employed people aged 15-29 fell by 175,000 compared with the same month a year earlier, the largest decline among all age groups. Within that, employment among people in their twenties dropped by 199,000, extending a decline that has continued for 39 consecutive months.

The youth employment rate came in at 43.6%, down 1.2 percentage points year-on-year, marking 21 straight months of decline. The youth unemployment rate rose to 6.8%, up 0.8 percentage points, while the overall unemployment rate was 4.1%.

The "resting" youth population, defined as economically inactive young people not engaged in job searching, reached 469,000. It increased by 35,000 year-on-year and was the highest since January 2021.

The composition of unemployment also shifted in an uneasy direction. Total unemployed persons rose to 1.211 million, up 128,000, and the number of unemployed with prior work experience increased by 134,000.

Startups and scaleups compete for early-career talent, yet Korea's entry-level channel is narrowing. The data points to fewer young people holding stable jobs, more stepping away from search, and a growing pool of workers cycling through short-term roles.

Government officials point to structural hiring changes. Large-company open recruitment has shrunk, while experience-based rolling hiring has expanded, raising entry barriers for young job seekers.

Bin Hyun-joon, director general of social statistics at the National Data Agency, said,

"While it is not confirmed by official statistics, it is presumed that even entry-level hiring in professional occupations such as lawyers and accountants has decreased under the influence of the spread of artificial intelligence (AI)."

The Bank of Korea has also flagged technology-driven shifts in youth job demand. In a recent report, it classified professional services, information services, publishing, and computer programming and systems integration and management as industries with high AI exposure and said youth employment declines have been observed in those sectors after the launch of ChatGPT.

For Korea's startup ecosystem, the key point is not that AI is "taking jobs" in a simple sense. It is that entry roles are becoming harder to access in precisely the sectors that feed talent into startups.

Korea's policy narrative emphasizes innovation, deep tech, and AI competitiveness. Yet the labor market reality looks different at the bottom of the ladder.

AI-heavy sectors often reward specialization and experience. Entry-level positions in professional and information work can be the first to be reshaped when automation reduces routine tasks. That can leave young workers with fewer "training ground" jobs where they build experience.

The tension shows up in the statistics. Youth employment has been declining for nearly two years, and the "resting" category has reached its highest level since 2021. That is not a sign of a talent shortage. It is a sign of a talent bottleneck.

This also reframes the meaning of "startup-centered society." A startup economy does not only require capital and technology. It requires early-career pathways that turn graduates into productive operators. When those pathways narrow, startups face a thinner layer of hire-ready talent, even if the country is investing aggressively in AI.

The verified data supports a clear conclusion: youth employment conditions have deteriorated, entry barriers are rising, and more young people are outside the labor market.

It does not prove that AI alone is the primary cause. The reports also cite weak domestic demand and structural hiring shifts that favor experience.

It does, however, show why "AI impact on entry level jobs" is becoming a policy-sensitive question. When youth employment declines appear in AI-exposed sectors, and officials openly point to AI as a factor in reduced entry hiring, the transition problem becomes harder to ignore.

One practical sign is the rise of short-term work dependence.

A survey by Alba Heaven of 1,331 part-time workers reported the fact that 66.9% planned to work during the Lunar New Year holiday. Over 70% in food service, beverages, driving, delivery, distribution, and sales said they intended to work during the break. Among those working, 32.8% planned to take additional short-term jobs alongside their existing work, with pay as the top selection factor.

This is coping behavior, not career formation.

Therefore, the message for global founders considering Korea is not that talent has disappeared. It is that the path into stable work is getting tighter, and young workers are increasingly pushed into short-term income survival. That can affect hiring dynamics, wage expectations, and retention.

As for international investors, youth employment weakness is a leading indicator worth watching. Startup ecosystems thrive when early talent can enter, learn quickly, and scale with companies. A growing "resting" cohort and rising youth unemployment can become a drag on long-term workforce quality if the gap persists.

Meanwhile, this also results in operational implication for cross-border partners. Korea's push into AI and deep tech may produce global champions, but the supporting talent pipeline needs deliberate work.

So training programs and transition support, such as MSS-MOEL's AI-based training program, become more than social policy. They become ecosystem infrastructure.

Finally, Korea is trying to win a future built on AI, deep tech, and startups. That goal is rational. The risk lies in assuming the workforce will smoothly follow.

A startup economy is only as strong as its entry points. When the first rung of the ladder breaks, the country does not only lose jobs. It loses momentum, confidence, and the next generation of operators who turn policy ambition into companies that actually scale. more

Mina Clove


Career development 2d
Hi everyone! I need some advice. The director of our company thinks you should only stay home if you have a very high fever. If I just have a cough and a runny nose but no fever, he makes me come to work.
I’ve already worked two days like this and feel like I’m about to collapse from exhaustion. Clients and coworkers are giving me weird looks because I’m coughing all the time. But my boss still... won’t let me go home.
Is there any way to deal with this? Thank you.

 more
3   

  • Ancilla Ashiley

    22h

    Your colleagues are at risk too...see a doctor and get an excuse ..A healthy mind and body lead to optimal performance.

  • Michael Omondi

    1d

    A doctor's bed rest will endorse you to take some days off and work from home. If you continue like this your colleagues will all catch a cold there... will be no one left in the office working. more

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Career development

 1d

Job Seekers, Not Employers, Are Now Paying the Recruiters


White-collar applicants turn to paid 'reverse recruiters' amid a tight market

Job hunting has gone pay-to-play. The Wall Street Journal reports that as white-collar hiring freezes spread and applicant pools swell, a growing number of candidates are now paying recruiters directly -- reversing a system in which employers traditionally footed the bill to find talent. "Reverse recruiters" pitch... themselves to job seekers with promises of introductions, help navigating applications, and greater visibility, typically in exchange for fees or a cut of future pay. For many applicants, the appeal is straightforward: escaping automated résumé filters and overcrowded job portals. Daniel Bejarano, 36, who used a service called Refer to land a tech role, said it was "refreshing" not to be lost in a sea of candidates sorted by an applicant-tracking system. more

Career development

 1d

Tech Job Application Aid -- 2


I am looking for a detail-oriented assistant to help me apply to jobs. I'm exclusively targeting senior-level Product Marketing Manager roles in the tech sector (posted within the last 7 days at maximum) and need every application to go out polished, precise, and on schedule. The work revolves around four concrete deliverables: - Google Sheet tracking: Maintain a running sheet listing each... opening, source link, deadlines, and status updates. - Tailored résumé: Fine-tune my résumé for the specific keywords and requirements of each posting, without altering factual content. - Concise cover letter / pitch: Write a role-matched letter or brief pitch where portals limit word count. - Submission and confirmation: Complete the application on my behalf and save the confirmation screenshot or email in the sheet. Responsibilities: - Search LinkedIn, Indeed, company career pages, and other reputable tech job boards. Filter exclusively for senior-level titles, remote-first roles, or positions based in Atlanta, GA. - Ensure every résumé and cover letter reads naturally in U.S. English, aligns with the job description, and highlights my product-marketing achievements. - Update the spreadsheet daily so I can track progress in real time. Acceptance Criteria / Requirements: - Minimum activity: At least 2 high-quality applications per hour. - Weekly sourcing: Identify at least 5 qualified senior tech postings per week. - Quality: No spelling / formatting errors. Résumé & cover letter must be tailored with relevant keywords. - Job freshness: Only apply to postings less than 7 days old. - Tracking: Spreadsheet must be current to within 24 hours. - Target roles: Senior Product Marketing Manager positions, remote or Atlanta-based. Payment Structure: - Base: $2/hour - Bonus: $25 per interview landed If this structured, detail-heavy process matches your experience with job applications, ATS optimization, and professional documents, you'll have everything you need to begin as soon as we agree on access and timelines. more

Career development

 1d

Online University Admission Requirements: 2024 Admission Guide


The digital transformation has completely reshaped higher education. The barriers of cost, location, and scheduling are falling, and now even the most prestigious universities offer robust online programs that serve a diverse, global student body. More accessible, more flexible, and more attuned to modern career demands -- online university admission is the gateway to this academic... revolution.

Today, online admission requirements aren't afterthoughts or low bars; they're rigorous, strategically designed to ensure student success in rapidly advancing digital classrooms. Whether you're a high school senior seeking your first academic degree, a working professional aiming for career elevation, or an international student dreaming of a U.S. credential, understanding the university admissions landscape is crucial. This comprehensive 2024 admission guide unpacks everything you need for online undergraduate applications, transfer credit evaluation, graduate admission qualifications, and much more.

In the following guide, you'll find precise checklists and real-world examples to help you meet admission requirements, maximize earned college credit, and chart a direct path to your desired degree program -- online or on campus. We'll break down the details for undergraduate, graduate, and international admissions. If you're ready to earn your degree at a nonprofit university, accredited and widely respected, this is your starting point. Let's explore online university admission criteria together.

Every successful academic journey starts with a clear understanding of admission requirements. University and college admission standards set the bar for student capability, program compatibility, and future success -- online or on campus.

The foundation of all online admission is academic eligibility. Most undergraduate admission requirements include a high school diploma or GED. For students who have already completed college coursework or an associate degree, official transcripts from every previously attended college or university must be submitted. Many online universities, including Liberty University and SNHU, require a minimum GPA for eligibility, typically ranging from 2.0 to 3.0 for undergraduate students.

Your official high school transcript or college transcript is a mandatory part of your application to the university. Requirements for admission may also include standardized test scores, although test-optional policies are increasingly the norm. The office of admissions will review each applicant's academic history to verify high school graduation or completion of equivalent secondary school standards.

Depending on the program and your applicant type -- freshman, transfer student, or graduate -- you'll face additional admission requirements. Some degree programs have more competitive standards, such as a higher minimum GPA, prerequisite courses, or academic résumé review. Creative programs may ask for portfolios, while business or technology tracks will scrutinize mathematics or English language preparedness.

Transferable college credits are a major advantage for applicants with prior coursework. Many online degree programs allow you to transfer credit hours from accredited institutions, expediting your path to a bachelor's degree or graduate program. Be ready to submit all official transcripts and, if applicable, documentation for prior learning assessments or standardized College Level Examination Program (CLEP) results to get college credit.

The heart of the online admission process is the university's digital application portal. Online applications guide you through demographic information, program selection, and document submission. Most programs require a non-refundable application fee (usually $25-$75, sometimes waived for military or returning students).

After submission, the admissions team reviews your complete application, evaluates transcripts, and responds with an admission decision -- often within days for undergraduate applications, or several weeks for competitive graduate degree tracks. Applicants may apply to multiple online programs, but ensure you carefully review the specific admission requirements page for each.

Securing admission to an online undergraduate program requires careful attention to detail and an understanding of what universities prioritize in new students.

For applicants starting college for the first time, or transferring from secondary school, the cornerstone of eligibility is proof of high school graduation. Most universities require an official high school transcript sent directly from your school's registrar. If you earned a GED or are an international student, equivalent documentation must be provided, often accompanied by certified translations.

Undergraduate admission requirements also include details such as your cumulative GPA, class rank, and a breakdown of your academic curriculum. Some highly selective programs may apply holistic reviews, considering extracurricular activities, leadership experience, or community service.

Students who have completed an associate degree, or earned college credit from a previous college or university, can be admitted as transfer students. Employers increasingly recognize the value of transferable college credits -- both for efficiency and as evidence of persistence.

The admission process for transfer students examines prior college transcripts, verifying course equivalencies and calculating transferable credit hours. Many universities offer articulation agreements that simplify the transfer process for community college graduates. Prospective transfer students must apply and submit all official transcripts to qualify for advanced standing.

Undergraduate programs offer multiple entry points for students of different backgrounds. Whether you're coming straight out of high school, returning to complete your undergraduate degree, or looking to get college credit for work or life experience, online universities provide academic and flexible online solutions.

The nonprofit university model and online undergraduate programs offer tailored support, including resources from the office of admissions and dedicated enrollment counselors. Completing your undergraduate application early is recommended to allow processing time, especially for those requesting financial aid or scholarships.

Graduate admission expectations are nuanced and often program-specific, but share a set of universal criteria.

All online graduate programs require a conferred bachelor's degree from an accredited institution as the baseline admission requirement. Applicants must submit official transcripts from all previous colleges or universities attended. Master's degree and doctoral degree programs may ask for higher minimum GPAs (often 3.0 on a 4.0 scale) and evidence of academic or professional achievement.

Graduate admission requirements go beyond undergraduate performance. Applicants should also expect to demonstrate readiness for advanced study through résumés detailing work experience, letters of recommendation, and, for some, standardized graduate exams (like the GRE). Business-focused applicants may need to show relevant experience or previously completed college coursework.

Graduate admission varies widely by discipline. For example, education-related master's or doctorate programs (such as the Doctor of Education or Doctor of Philosophy in Education) may require teaching licensure, curriculum vitae, and essays on educational philosophy. MBA or healthcare tracks might require professional experience or specific undergraduate prerequisites.

Some online graduate programs also use interviews or writing assessments as part of their admission process. Always review the program-specific admission requirements page and connect with the admissions team for clarification.

One of the greatest strengths of enrolling in an online master's degree or doctoral degree program is flexibility. Many students may apply while employed full-time or balancing family obligations. Application cycles are continuous, and rolling admissions are common, allowing for multiple yearly starts.

Programs accredited at regional or national levels -- like Liberty University -- ensure your degree or certificate is respected by employers and meets academic standards. Online graduate programs empower you to earn your degree without compromising your professional life or relocating. The university offers both full- and part-time pathways, depending on your needs.

Global learners are joining the online education revolution in record numbers. International admissions procedures are designed to accommodate diverse academic backgrounds and ensure success in U.S.-based online programs.

A major admission requirement for international students is proof of English language proficiency. Most universities accept standardized scores, such as the Test of English as a Foreign Language (TOEFL) or IELTS. Applicants must meet or exceed program-specific minimums -- typically 80 on the TOEFL iBT or 6.5 on the IELTS.

Credential evaluation is essential for students with academic degrees or diplomas from outside the United States. Universities require official transcripts, certified translations, and often a credential evaluation service report to establish U.S. equivalency for undergraduate or graduate admission.

Although most online programs do not require a student visa, international students must still document their secondary school graduation or bachelor's degree completion in English. The international admissions page will outline application checklists, required forms, and digital submission protocols.

Some universities offer specialized advisors in the admissions team to help international students meet admission requirements, understand foreign transfer credit options, and access orientation for online degree programs.

Financial planning is critical for international admissions. While students do not pay for housing or campus fees, tuition costs vary based on residency status and program type. Many online universities provide scholarships, fellowships, and financial aid guidance specifically for international students. Early application is encouraged, especially when securing financial documents for admission or scholarships.

The data is clear: online university admission requirements are designed not as hurdles, but as critical advancements that ensure every learner -- regardless of background, location, or schedule -- can access high-quality, accredited education. Admission processes for undergraduate, graduate, and international students continue to evolve and adapt, prioritizing flexibility, transparency, and genuine student potential.

By understanding the specific admission requirements and preparing all transcripts, credentials, and application materials, you position yourself for success in the new era of digital higher education. The future of accessible, respected, and career-focused education is being written today, one online application at a time.

Ready to take the next step? Complete your application, review the requirements for admission, and join thousands of students transforming their lives through online university enrollment. Empower your education journey -- apply today for a flexible online undergraduate or graduate program. more

Career development

 1d

Tech Job Application Aid


I am looking for a detail-oriented assistant to help me apply to jobs. I'm exclusively targeting senior-level Product Marketing Manager roles in the tech sector and need every application to go out polished, precise, and on schedule. The work revolves around four concrete deliverables: * A running Google Sheet that lists each opening you find, its source link, deadlines, and status updates. * A... version of my résumé fine-tuned to the specific keywords and requirements of each posting. * A concise, role-matched cover letter (or brief pitch when portals limit word count). * The actual submission completed on my behalf -- confirmation screen or email saved back to the sheet. To spot the right opportunities you'll search LinkedIn, Indeed, company career pages, and any other reputable tech job boards, filtering for senior titles only that are remote first and/or located in Atlanta, GA. Each résumé and letter must read naturally in U.S. English, align with the job description, and highlight my product-marketing achievements without altering factual content. I'll provide my master résumé, a baseline cover letter, and access to a dedicated email alias. Please update the spreadsheet daily so I can follow progress in real time. Acceptance criteria: - At least five qualified senior tech postings sourced per week. - Zero spelling or formatting errors across all submitted materials. - Spreadsheet always current to within 24 hours. If this structured, detail-heavy process matches your experience with job applications and ATS-friendly documents, you'll find everything you need to begin the moment we agree on access and timelines. more

Career development

 1d

SouthCoast Hiring Event Promises On-the-Spot Offers


Imagine applying for a job and being hired right on the spot. It could happen on Thursday, March 19, when One Southcoast Chamber hosts its annual Job Fair at White's of Westport.

The Chamber's Director of Membership and Retention, Cliff Athouriste, stopped by Townsquare Sunday to preview the job fair, and offer some tips for would-be job seekers.

"Going to a job fair is all about maximizing your... time," Athouriste said. "When you go to a job interview, you are sitting down with one employer. The job fair gives you the opportunity to meet several employers during one stop, increasing the potential for you to get that job that makes sense for you."

Athouriste also shared some advice for those looking for a job and attending a job fair for the first time.

"Dress for the job you are trying to get. That first impression is important," he said. "Also, have plenty of resumes available, and do some research about the company or companies you would like to work for." You can check out a list of companies attending at OneSouthCoast.com.

"We are still looking for companies and businesses to join us," Athouriste said. "Right now we're sitting at about 25 employers, but I'm sure many more will be signing up as we get closer to the March 19th date. Last year, we had about 65 employers taking part."

"I always make sure I reach out to businesses that have taken part in the job fair in the past. I'm also looking for larger companies that have lots of opportunities for growth, plus any new companies in our region," he said.

"Most of the employers will do a short interview process right then and there, and it's possible you'll be hired before you leave the building," Athouriste said. People seeking part-time or seasonal jobs are also welcome to attend.

No registration is required for job-seekers, and the event is free. more

Career development

 1d

Job Seeker Warns Of Sneaky Corporate Interview Trick Used To Get Potential Employees To Work More Than 9-5


In a tough job market, it can be tempting to gloss over interview red flags. But one job seeker warned others of a sneaky interview trick some employers use to get potential employees to agree to work more hours.

It's no secret that burnout, stress, and lack of a proper and healthy work-life balance are some of the many things that working-class Americans have in common. Most of these challenges... stem from a demanding work schedule, toxic bosses and work environments, and a lack of support or resources from companies with unhappy employees.

However, it seems that more and more job seekers are beginning to realize how corporate organizations are doing their best to hide some of the stipulations attached to the job that would make any sane person turn it down; at least, that was the case for a man named Sean Lans. In a TikTok video, Lans explained that during a recent job interview, he was shocked at the information withheld until the very last minute.

"Why do jobs always wait until the final round of interviews to reveal extremely important, relevant information?" Lans questioned. He explained that he'd recently had a final job interview, and at the end, the hiring manager informed him that if he were hired, they'd need him to work every third weekend.

Confused, Lans asked several questions, including whether it would be a full day of work or just logging in to check a few miscellaneous things. The hiring manager said he would likely need to work four to five hours on both Saturday and Sunday.

Lans pointed out that something like that should've been outlined in the job application or discussed during the first interview, rather than waiting until the final round. This makes it seem as if the company deliberately wanted to conceal the off-putting aspects of the job until a candidate was already heavily invested in the hiring process and position, which is dishonest and unfair to job seekers.

Transparency should be the number one priority in the hiring process because it sets the tone. If a job seeker can't trust the company before being hired, how will they feel once they start working?

RELATED: CEO Refuses To Hire Job Candidates Who Have This Particular Response To Common Interview Question

According to a survey from Resume Builder, nearly 40% of hiring managers admit to lying in job interviews. The three most common lies were about the role's responsibilities, career growth, and professional development at the company.

fizkes | Shutterstock

For example, during a job interview, the hiring manager might promise a potential candidate that a specific role in the company can lead to a promotion, but in actuality, they could be exaggerating or misrepresenting the potential for career growth. In Lans' case, while he wasn't outright lied to, important information about the role was withheld, and it seems it was done to overwork him down the line.

Resume Builder's survey also found that interviewers admitted to lying about things like compensation, benefits, and the financial health of the business, often to cover up negative information or attract more qualified candidates.

RELATED: Woman Says She Was Rejected After Job Interview Because The Company Didn't Like Her 'People-Pleasing Tendencies'

Lans pointed out that what was even more frustrating was that he'd had eight previous conversations with this hiring manager about the position. There were plenty of opportunities to discuss the work schedule. He claimed that a similar thing had happened to him months ago during another job interview.

"I was told that I would have to be on call every now and then. So then I go onto Glassdoor, and I'm looking up reviews that have on-call in them, and everyone is like, beware. In the interviews, they're gonna tell you that it's not often that you're on call, but then it's gonna be every week," Lans said, insisting that these are relevant points of information that should be relayed to a potential employee.

PeopleImages | Shutterstock

In the United States alone, people working 55 or more hours each week face an estimated 35% higher risk of a stroke and a 17% higher risk of dying from heart disease compared to people following the widely accepted standard of working 35 to 40 hours in a week.

Unfortunately, applying for a job these days requires just a bit more research and insight. Whether that means checking reviews on hiring boards like Indeed and Glassdoor, or reaching out to current employees at the company you're applying to, and seeing how they are faring, and if there are any red flags that you should be aware of.

It seems that hiring managers and corporate higher-ups are choosing to withhold information to serve their own needs instead of having an honest and transparent dialogue with potential candidates.

RELATED: Lawyer Warns Employees Against Accepting This Perk At A Job If It's Presented As An Option more

Career development

 1d

QCDC signs MoU with Snoonu to strengthen digital infrastructure for career guidance


Doha, Qatar - Qatar Career Development Center (QCDC), founded by Qatar Foundation (QF), signed a memorandum of understanding (MoU) with Snoonu Trading and Services L.L.C to support QCDC's digital transformation and expand how career development services are delivered across Qatar's education and training landscape.

The MoU was signed by Mr. Saad Abdulla Al-Kharji, Executive Director of QCDC, and... Mr. Hamad Mubarak Al Hajri, Founder and CEO of Snoonu, and establishes a framework for joint work that strengthens the digital infrastructure surrounding QCDC programs: improving access to services, and enabling more efficient, data-informed delivery for students, parents, educators, and career practitioners. It also supports the development of digital tools that make QCDC services easier to access and navigate, with a primary focus on expanding the reach of QCDC's 'Al-Dileela' career counseling program.

Leveraging Snoonu's advanced technology infrastructure, 'Al-Dileela' will be available through the "Snoonu City" section of the Snoonu app, providing a smoother journey from service discovery to booking and participation. Delivered virtually, 'Al-Dileela' connects users with qualified career guidance and development experts through structured one-to-one sessions that help youth make informed decisions at key education and career transition points. The integration enhances the user experience and reinforces the human connection at the heart of counseling by reducing friction, improving responsiveness, and enabling beneficiaries across Qatar to access timely support with ease.

Mr. Saad Abdulla Al-Kharji said: "Career development today is shaped by how quickly people can access reliable guidance, opportunities, and learning experiences. This MoU reflects QCDC's commitment to modernizing the ways we serve our community; building digital pathways that make our programs easier to reach, simpler to navigate, and stronger in measurable impact. Together with Snoonu, we aim to elevate service quality, improve participant experience, and support national priorities in education, training, and human capital development."

Mr. Hamad Mubarak Al Hajri, Founder and CEO of Snoonu, said: "We are proud to partner with QCDC in a collaboration that reflects Snoonu's commitment to advancing digital transformation across community and education services. By leveraging our advanced technology infrastructure through the Snoonu app, we aim to make career guidance more seamless and flexible for youth and families, helping empower the next generation and support human development in Qatar."

This collaboration aligns within Qatar's national digital transformation agenda and the goals of Qatar National Vision 2030, which emphasize human development and the modernization of services through innovation. By strengthening digital touchpoints around education and training programs, while improving operational efficiency and insight, QCDC aims to make career development support more responsive to evolving learner needs and labor-market priorities.

About Qatar Career Development Center

Qatar Career Development Center, founded by Qatar Foundation, aims to help the youth, particularly but not restrictedly students, across all Qatar's education system's tracks and stages, including the youth with special needs, to identify and fulfil their education and career goals. The center offers them high quality bespoke career development programs, services and activities, seeking to mobilize, educate and support them on how best to make and implement sound career decisions and plans, grow and develop professionally, and achieve their life goals in such ways that best contribute to Qatar's development and prosperity.

In addition to the youth, Qatar Career Development Center targets a diverse group of individual and organizational stakeholders collectively referred to as the influencers of youth. This group primarily includes career practitioners and human capital professionals, academic advisors and administrators, parents and policy makers. The center engages them in various initiatives, projects and programs whose purpose is to educate, empower and support them in relation to their highly vital role as shapers and even definers of the youth's future.

To learn more about Qatar Career Development Center's initiatives and programs, please visit the website: www.qcdc.org.qa

To stay updated on our center's activities on social media, follow our accounts on: Instagram, YouTube, Facebook, X, TikTok, and LinkedIn.

For any media inquiries, please contact: qcdc@qf.org.qa more

Career development

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Is Tinder the new LinkedIn? These workers are swiping for jobs


"If it doesn't lead to a relationship, it doesn't mean that it couldn't lead to a working relationship," one dater said.

The 31-year-old from West Hollywood is looking for serving and bartending gigs. After a bad electric scooter accident, Barker spent months out of work. Meanwhile, hiring for hospitality jobs has dropped off. Now he spends his days looking for openings on job boards like Indeed,... Culinary Agents -- and Grindr.

Growing up in Georgia, dating apps like Grindr were the "gay newspaper," Barker said. Why not look for a job there? He's had some wins. One connection got him an interview, but the manager later decided to explore promoting in-house for the position. Other bartenders and waiters on the app have asked on Barker's behalf if their bosses are hiring.

"I've noticed that I've had more success on these apps," he said. "There's no room for embarrassment."

Barker isn't alone. In a recent Glassdoor community pool, 29% of respondents said that they were using or considered using dating apps for career purposes. In a rough job market filled with AI résumé scanners (and AI-written résumés), many applicants are desperate to make their case to a real person.

Networking through dating apps isn't new. Business Insider spoke to professionals who found clients, referrals, or simply got their foot in the door -- many of whom told stories that dated back years.

So, have Tinder and other dating apps quietly become the new LinkedIn? These workers think so.

Lexie Flynn, a 27-year-old social media manager from Philadelphia, met a client on Hinge. She was looking for side gigs. He was tired of the language barrier between him and his social media operator in Indonesia.

There was romantic interest "on both ends," Flynn said, but the conversation quickly veered into work. It stayed professional "once we realized we could help each other out" in business, she said.

She audited his social media for free and sent him a review via Instagram DM. He met with his marketing manager, then all three of them connected, and she got the gig. She's run his social media since October.

"When I do see 'business owner,' that's the first place my mind goes to," Flynn said. "I'm 100% stalking their business on social media."

There's a stickiness to mixing romance and the workplace. At what point does a Bumble match move from bound for the bedroom to the office?

Barker is direct with his Grindr connections. When someone asks, "How are you?" he responds, "Job-hunting."

Is working alongside a match a bad idea? It depends.

Sean Horan, a professor of communications at Fairfield University who focuses on workplace relationships, said that romantic connections can be shorter-lived -- and thus less messy for an employer -- than other types of relationships.

"Someone working with a sibling or a best friend could be a relationship that's stronger, that's closer and has more loyalty than any romance would," Horan said.

Dating app users may refer their matches to entirely separate parts of large organizations, ensuring little to no face time. But there's no guarantee -- and there's always the chance things could get awkward down the line. It's also possible they wouldn't be on the same team or in the same office.

Vigna Grace, a 26-year-old product manager from London, would ask her Tinder dates about their jobs. This was back when she was 21, single, and unsure of what path she wanted to take after graduating with a computer science degree.

She said the dates gave her an "inside look" at different companies she could work at. Grace went on dates with employees at tech companies like Google and Meta, as well as with investment bankers and venture capitalists, she said. Some referred her for jobs, like a match at Spotify.

How does Grace draw the line between a romantic and professional connection?

"I don't," she responded.

Grace said that she wants to be with someone who loves their job, so work is a natural talking point on a date. She's curious, not digging for professional connections but treating them as a "nice side effect."

She's not worried about running into a Tinder match in the office, either. more

Career development

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Nigeria Revenue Service Reform: Zacch Adedeji urges leadership mindset shift for NRS success


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Pascal Oparada is a journalist with Legit.ng, covering technology, energy, stocks, investment, and the economy for over a decade.

Nigeria's sweeping revenue reform will not succeed on the strength of new policies, digital platforms or organisational charts... alone.

According to the Executive Chairman of the Nigeria Revenue Service, the real test lies in the leadership mindset.

Addressing senior officials at the 2026 NRS Leadership Retreat, Zacch Adedeji argued that institutional transformation begins with personal transformation.

The creation of the NRS, he said, marks a decisive break from the past, but its future depends less on credentials and more on character.

He cautioned that résumés, long years of service and inherited systems would not guarantee success in a rapidly evolving revenue environment. Instead, leaders must be willing to question long-held assumptions and abandon habits that once delivered results but may now limit growth.

Drawing insights from leadership research popularised by the Harvard Business Review, Adedeji noted that leaders rarely fail due to a lack of intelligence or strategic thinking.

More often, they are constrained by deeply rooted, often invisible beliefs about authority, control and perfection.

In large public institutions, such beliefs do not always appear as open resistance to change.

They surface quietly. Leadership becomes synonymous with always having the right answers.

Tight supervision is mistaken for accountability.

Decision-making authority narrows, creating bottlenecks that slow innovation and responsiveness.

According to the NRS chairman, these patterns can gradually weaken reform efforts.

When leaders expect everyone to operate at their personal speed or replicate their standards exactly, frustration grows. The instinctive response is to increase control rather than reassess systems.

Over time, he warned, this approach erodes trust, discourages initiative and undermines institutional learning.

In a candid moment, Adedeji reflected on how his own drive for excellence shaped his management style. A strong commitment to high performance, he admitted, sometimes translated into rigid delegation and intense oversight.

What appeared to be an uncompromising pursuit of quality occasionally masked a deeper concern about accountability and failure. That fear, he acknowledged, could fuel unnecessary mistrust and slow decision-making.

His shift in perspective came with the realisation that efficiency does not demand uniformity. Excellence, he said, does not require every team member to mirror a leader's exact style.

True leadership, in his view, lies in creating room for others to grow. Trust is not the absence of supervision but a deliberate focus on outcomes rather than micromanaging every step.

The stakes extend far beyond the retreat hall. Nigeria's revenue reform is one of the country's most consequential institutional transitions.

The credibility of the tax system, investor confidence and broader economic stability are closely tied to the NRS's ability to operate with integrity, agility and transparency.

These qualities, Adedeji stressed, cannot be enforced by legislation alone. They must be demonstrated consistently by those at the helm.

Reform, he concluded, is not merely a technical project driven by software upgrades or regulatory frameworks.

It is fundamentally human. The future of the NRS, and by extension Nigeria's revenue system, will depend on whether its leaders are prepared to evolve as boldly as the institution they are building. more

Career development

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The normalisation of unemployment in South Africa


As the year progresses, the number of job applications grows thicker.

WALKING between my office buildings, I began to notice two distinct sets of faces, shaped less by difference than by time. In the early morning, there is purpose and resolve. Individuals move deliberately, some in small groups and others alone. Many carry a plastic bag containing a packed lunch and a bottle of water. Almost all... hold a carefully arranged stack of documents in transparent sleeves. These documents are strikingly uniform. A curriculum vitae, a certified identity document, and a matric certificate.

As the year progresses, the bundle grows thicker. A diploma or degree certificate is added, representing years of investment, discipline, and expectation. By midday, the expressions change. Movement slows. Groups disperse. The confidence evident in the morning is replaced by visible fatigue. Doors have been closed. Security personnel have redirected access. Reception desks have provided procedural refusals or instructed applicants to apply online. The documents remain intact, but the optimism that animated the morning begins to erode.

This pattern repeats itself with notable regularity. January and February see a pronounced influx. May and June follow with similar intensity. October and November return the cycle once again. These are not sporadic moments of job seeking, but recurring periods of heightened unemployment visibility. They align closely with graduation cycles, contract terminations, and institutional intake myths.

Over time, they have become familiar features of the South African socio-economic landscape. Statistical trends confirm what is evident in these observations. Over the past decade, South Africa's official unemployment rate has risen steadily. In 2014, unemployment stood at just over 24%. By 2019, before the pandemic, it had increased to above 29%. In subsequent years, it exceeded 30% and has remained persistently high. Youth unemployment has followed an even steeper trajectory, consistently exceeding 50%.

Each year, new labour market entrants significantly outnumber available employment opportunities, transforming graduation periods into predictable unemployment cycles. These figures, while necessary, fail to capture the lived experience of unemployment. Job seeking is often framed as waiting, a period of inactivity between opportunities. In reality, it constitutes sustained and demanding labour. Families allocate scarce resources for photocopying and document certification. Individuals stand in queues for official stamps and signatures. Transport costs are carefully calculated. Meals are prepared in advance to minimise expenditure.

Time is invested daily, often repeatedly, in processes that offer little feedback and no assurance of outcome. Job seeking thus becomes unpaid labour, performed under conditions of uncertainty and constraint. What connects those walking between buildings is documentation. Hope has become bureaucratised. It is printed, copied, certified, and carefully organised. The curriculum vitae serves not only as a professional summary but also as a symbolic appeal to institutions that are primarily unable to respond. The instruction to leave a CV has become ritualistic rather than instrumental, signalling compliance without commitment.

Graduate unemployment intensifies this contradiction. Education continues to be promoted as the primary mechanism for economic participation and social mobility. However, degrees and diplomas increasingly circulate within a labour market unable to absorb them at scale. Qualifications accumulate, while opportunities stagnate. The moral authority of education remains intact, even as its economic promise weakens. Government employment initiatives have sought to address this disconnect. Expanded public works programmes, youth employment schemes, and short-term placements are frequently introduced as corrective measures. While these interventions provide temporary income and limited exposure for some participants, they rarely alter long-term employment trajectories.

Contracts conclude. Funding cycles lapse. Participants re-enter the labour market bearing updated CVs and the same structural constraints. Employment imperatives are announced with urgency, yet designed without durability. The challenge, therefore, is not a lack of policy intent but a lack of structural transformation. These initiatives manage unemployment rather than resolve it. They mitigate immediate hardship while leaving the underlying labour market dynamics unchanged.

Institutions have adjusted accordingly. Security personnel and administrative staff are not indifferent. They operate within systems that cannot absorb the scale of demand. Universities continue to produce large numbers of graduates. Employers emphasise experience thresholds that first-time job seekers cannot readily meet. Policymakers monitor quarterly indicators that seldom translate into tangible employment stability. What has become normalised is the repetition itself.

South Africa has learned to coexist with the seasonal visibility of unemployment. The recurring influx of job seekers is recognised, anticipated, and quietly accommodated. Hope is mobilised at predictable intervals, expended through repetitive processes, and renewed months later in similar form. Tomorrow morning, I will walk between my office buildings again. Depending on the month, I already know what I am likely to encounter. Newly printed CVs. Carefully certified documents. Individuals begin their day with resolve and belief. The question is no longer whether unemployment is increasing. The evidence is unequivocal. The more pressing question is why hope continues to be organised around systems that are structurally incapable of delivering what they promise.

Each stack of documents represents more than a qualification. It represents faith. Faith in effort. Faith in persistence. Faith that proximity, repetition, and compliance might eventually yield access. What is owed to those walking our corridors is not sympathy or reassurance. It is honesty. Honesty about the limits of the economy, the shortcomings of policy interventions, and the consequences of allowing unemployment to solidify into a recurring public ritual rather than confronting it as an urgent structural failure.

Professor Aradhana Ramnund-Mansingh is the manager, School of Business, Mancosa; empowerment coach for women and former HR executive.

** The views expressed do not necessarily reflect the views of IOL or Independent Media. more