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Career development 1d
We have a guy on our staff who has special needs. Based on his abilities, we offered him a job working with documents in the archive. But he’s against it, he wants to interact with clients. I’m not sure how to gently explain to him that his work and ambition are very admirable, but we also need to keep our clients. Could you suggest how to talk to him in a way that doesn’t make him feel limited... or hurt?

Thanks for any advice.

 more

  • cyrus obibudu

    4h

    Give him a clear job description

  • Rissa Guthrie

    5h

    May i ask is this due to a personality issue??? Perhaps not good with customers?? A disability should not hinder someone if they can work. Everyone... has strengths and weaknesses. If you feel his strengths are best suited to archival and that is the opening you have then that's what you have available. But as an employer it is your job to hear your employees wishes. If more training is required before one on one with customers it is your responsibility to provide that as an option. There are programs you can sign for usually free to offer education for your staff. And here's the thing if you only have the one position available and they do not want it then there is no room at this time. You are always welcome to keep their resume and if a position they are wishing for becomes available you will call them. And honestly do call them. But I would be concerned with how you worded your question. You may mean well but sounds like a disabled person will cause you to lose customers. Context. more

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Career development

 4h

Why Compatibility Isn't Enough: Lessons In Human Dynamics For Scaling Your Business


People are driven far more by unconscious patterns than by their conscious desires.

Expertise from Forbes Councils members, operated under license. Opinions expressed are those of the author.When I first started building my company, we invested heavily in personality assessments, built databases to match complementary traits and even developed algorithms to engineer ideal team dynamics.

On... paper, everything looked flawless. In practice, we kept running into walls we couldn't explain. The breakthrough came when we stopped looking at résumés and surface-level traits and started looking deeper. We began matching people not just on skills or temperament but on deeper human compatibility. What we found was a lesson leaders often overlook: People are driven far more by unconscious patterns than by their conscious desires. Someone may say they want to grow with your company, but deep down, they may fear repeating past failures. That fear can cause them to quietly reject opportunities that look perfect on the surface. As we studied this more, we realized how important it is to help employees recognize how their unconscious mind is shaping their choices -- how old beliefs, emotional imprints and learned survival strategies can keep them from achieving what they claim to want in both their work and their lives.One of the most crucial things a leader should understand is that if a person's heart doesn't approve of a choice, the outcome will be weak. People often don't know what they truly want. A conscious leader's job is to help them discover it and then align that truth with the company's mission. The next step is culture. Many companies talk about being open to new possibilities, but the moment people face unexpected situations, fear takes over. It's easy to talk about change, but it's much harder to live it. That's why leaders must create an environment where employees can safely recognize how often their decisions come from unconscious fears instead of facts -- and where they can gradually build the emotional skills to choose differently.Fear of change is biologically powerful, and overcoming it requires real emotional energy. For people to step into something truly new, they must understand why they're doing it. They need clarity on what is worth pushing through discomfort for. This is where leadership becomes deeply human. A leader must understand what an employee's heart is striving for -- because that is where they will draw the strength to push through their own resistance. I learned this the hard way. Early on, I believed that transformation required crisis. I would tell struggling team members their jobs were at risk, thinking the fear would push them to evolve. And yes, sometimes crisis motivates action, but it rarely creates sustainable change. You can't build a healthy organization on fear-driven transformation. Only change created through alignment endures.As AI advances, leaders can now outsource much of their analytical function. Machines can handle the data, the forecasts, the optimization. But human leadership requires another kind of intelligence: an understanding of emotions, unconscious motivations and the intuitive signals that data cannot fully capture. It's like navigating with both a map and a compass. Data is the map: precise, detailed and critical for understanding the terrain. Your intuition and understanding of human dynamics is the compass; it always points toward true north and keeps you oriented when the map is incomplete. Success requires using both. Behind every business decision is a person whose unconscious mind is doing most of the steering. Most of our choices -- hiring decisions, risk tolerance, resilience to stress, eagerness to innovate -- are influenced by emotional patterns we don't fully see. Leaders who understand this can help their teams become aware of these patterns, work through them and grow beyond them. When people understand themselves, they collaborate better, take healthier risks, communicate more clearly and align more deeply with the organization's mission. Scaling a business means more than matching skills to roles or assembling personalities that appear compatible. It requires leaders who understand that human beings are far more complex than their résumés. When leaders factor in the human dynamics beneath behavior, they can build organizations capable of real transformation.

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Winter storm rips through Gaza, exposing failure to deliver enough aid to territoryStorm Byron has hit Gaza, worsening the humanitarian crisis in the war-torn area. Heavy rains have flooded tent camps, leaving Palestinians in dire conditions. Aid groups say Israel has not met its ceasefire agreement to allow 600 trucks of aid into Gaza daily. The U.N.

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Winter storm rips through Gaza, exposing failure to deliver enough aid to territoryStorm Byron has hit Gaza, worsening the humanitarian crisis in the war-torn area.

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Winter storm rips through Gaza, exposing failure to deliver enough aid to territoryFamilies found their possessions and food supplies soaked inside their tents. Children's sandaled feet disappeared under opaque brown water that flooded the camps, running knee deep in some places.

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Why was Michigan coach Sherrone Moore fired, and why was he arrested?Sherrone Moore was abruptly fired as head coach of the Michigan Wolverines this week, and hours later was arrested by police.

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'Enough is enough': Former Harlem Globetrotter says his car was vandalized with racist slurs in PetalumaA local youth coach and former Harlem Globetrotter said his car was vandalized with racist slurs and hate symbols near his downtown Petaluma apartment, prompting a police investigation.

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Why a ceasefire is not enough: A call to block the bombsThis Hanukkah, I call on all of us to shine a light on Gaza and rededicate ourselves to Palestinian liberation.

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Career development

 6h

Job Interview Tips: 5 most common job interview questions and how NOT to answer them - Career


Job interview often spells anxiety for most people. The reason for most is the uncertainty of what may or may not be asked. From technical skill set to personality, as well as language skills, an interviewer looks at many aspects when interviewing an aspirant. While you may prepare for the written examination, the interview is truly tough to prepare for, but not impossible.

Interview, by... definition, is a face to face interaction between a person and/or persons. In a job interview, the person or job aspirant is often asked questions pertaining to his specific skill, his past experiences, and more. Apart from checking the eligibility and competence of the candidate vis a vis the job, an interviewer also ascertains the 'attitude' of the candidates.

No one can tell you what to say. Most professionals who share job interview tips share disclaimers that there is no 'true correct answer'. However, many interviewers - be it the HR heads or the Operations Manager, would be able to tell you 'what NOT to say' in a job interview.

HR professionals have flagged the answers which lead to an unfavorable outcome. These are accepted widely as the 'signs' that the candidate should not be hired. Here are those 5 most commonly asked questions and how 'NOT' to answer them.

This is the most common, and most of the time the first question asked in an interview. The Interviewer seeks to understand your profile and your communication skills. While there are many things you can say, there is one thing you should never say, or rather, do. And that is answer the question with the question - "What do you want to know?"

Many HR professionals and Executives find this as an affront or indecisiveness on the interviewee's part. This is also the ultimate test of your confidence and you must not come across as a person who has nothing to share.

There is more than one 'Wrong Answer' for this. Say either of the following and the buzzer goes off in the mind of your interviewer. Here is what you should NOT say:

Essentially, any word which reflects negatively is not received positively by the interviewer. Try to keep your answers positive, focus more on why you want to join the company you are giving an interview for rather than why you want to leave the one you are currently employed in.

This is increasingly becoming a favorite question for the interviewers and usually becomes a trap for most. Especially when you answer - "I don't have any weaknesses!" It's the worst reply you can possibly give.

Remember, having a weakness is rather human and suggesting that you do not have any only makes self-assessment your biggest weakness. Further, it might be perceived as over-confidence. Instead, one must be prepared for this question and honestly share the areas of improvement and what one is working on mitigating the same.

Surprised? Thought this question is not asked anymore? Think again. This classic question is asked to ascertain the goals of the employees. It is also asked to understand the vision of the interviewee and what he/she expects out of the organization.

While the answers may vary, here is how you MUST NOT answer this question:

As frequent as it is for an HR Executive to want understand why you are looking for a change, they also wish to ascertain the reasons (if any) why you are interested in the job. Answering that you are doing it for the money only shows short term goals and is often flagged as they might see you as susceptible to leaving their organization for a better offer.

Also, statements like, "I am looking for better growth opportunities," and "I want to leave my present organization," might be too random and negatively perceived.

Best reply is often a well-researched and thought out reply that shares your motivation, intent, and desire for the job you are interviewing for. Any answer that shows disinterest in the company or the job profile and focuses on everything else is not usually the best way to approach this question.

To sum up, interviews should not be considered lightly or 'speak from the heart' situations. It should be considered a healthy discourse where one must find ways and means to impress their suitability for the specific job applied for.

For more insights and a community of like-minded professionals join our LinkedIn group Resume Help and Advice for Professionals and Executives

About the author: Kanika Khurana is an Education Counsellor and Journalist with nearly 18 years of experience. Kanika is passionate about providing right information and career opportunities to students. more

Career development

 8h

Mayor opens board seats, urges Brick residents to get involved now


BRICK, NJ - Mayor Lisa Crate is inviting residents to apply for open seats on township boards and commissions by Tuesday, December 23. Applicants should email a résumé and cover letter to [email protected] no later than 5 p.m. on December 23.

"Every submission will be reviewed, and we will make every effort to provide opportunities for all who wish to get involved," Mayor Crate said.

Openings... are available on the Architectural Review Board, BMAC, Board of Adjustment, Environmental Commission, Historic Preservation Commission, Housing Authority, Shade Tree Commission, and Sustainable Brick, with each panel handling specific functions from development reviews to public health initiatives and green operations.

How to apply

Email a résumé and cover letter to [email protected] with your preferred boards listed in order of interest, and submit by 5 p.m. on Tuesday, December 23. Officials said placements cannot be guaranteed and will depend on availability, but all applications will be considered.

The township encouraged residents with professional, volunteer, or lived experience relevant to board missions to apply for upcoming appointments. Questions may be directed to the Mayor's Office via email for routing to the appropriate staff contact. Selections will be made following review of all submissions received by the deadline.

What each board does

Architectural Review Board: Reviews construction, additions, or exterior alterations to nonresidential buildings that affect features visible from public ways.

BMAC: Provides programs, services, and education for substance abuse prevention and mental wellness.

Board of Adjustment: Reviews and decides on variance applications.

Environmental Commission: Oversees protection, development, and use of natural resources, including water resources.

Historic Preservation Commission: Encourages restoration and preservation of historic structures.

Housing Authority: Autonomous authority focused on decent, safe, and sanitary housing for low-income residents.

Shade Tree Commission: Advises on planting, removal, and maintenance of township trees and develops resource policies.

Sustainable Brick: Advises on cost-effective, environmentally sound municipal operations and initiatives.

Brick Township is accepting résumés and cover letters for multiple board and commission openings via [email protected] by 5 p.m. on December 23. more

Career development

 12h

Tired of job rejections? Try this 5-minute mental switch


The 5-minute mindset flip reframes job searching using a simple psychological reset that transforms how people navigate the toughest phase of their careers.

Ask any job seeker what makes the process exhausting and they'll give you one word: rejection. Or at least the fear of it.

Every application becomes a test. Every silence feels personal. Every "no" chips away at confidence.

This emotional... load often leads to hesitation, procrastination, or inconsistent effort -- the very things that slow job searches down.

Career psychologists argue that the biggest block isn't the job market. It's the narrative we attach to it.

The mindset flip reframes the whole process in one sentence: "I'm not handling rejection. I'm marketing my skills."

This takes less than five minutes but completely changes your emotional experience of job hunting. Instead of seeing yourself as someone waiting for approval, you start seeing yourself as a professional showcasing value.

In marketing, you don't expect every pitch to convert.

In sales, you don't assume every customer will buy.

In job hunting, not every role will be the right fit.

Once your brain internalises this, rejection stops feeling personal and starts feeling normal -- even strategic.

Reframing is a cognitive behavioural technique used in therapy, leadership coaching, and high-performance sports psychology.

The idea is simple: the situation doesn't change, but your interpretation does.

Here's how the 5-minute flip helps:

1. Reduces emotional load: When you see applications as marketing exercises, you stop tying your self-worth to the outcome.

2. Boosts application consistency: Job seekers who depersonalise the process typically apply more regularly and with less hesitation.

3. Improves quality of applications: You focus on communicating skills better rather than obsessing over imagined flaws.

4. Builds resilience: You start viewing each application as a data point -- not a judgment of your identity.

Use this short routine at the start of every job search session.

Names of companies or job roles are enough. This instantly reframes the session as marketing, not waiting to be judged.

Because it works for everyone -- freshers, mid-career professionals, and senior executives. The simplicity makes it accessible, and the psychological impact makes it powerful.

Coaches say this rule often improves job search outcomes within weeks simply because candidates start showing up with more confidence and consistency.

The job search is tough, but it becomes significantly easier when you stop seeing yourself as someone waiting for validation. The 5-minute mindset flip helps you step into the role of a skilled professional marketing their capabilities -- not someone begging for a chance.

Confidence isn't a personality trait here. It's a technique. more

Career development

 14h

How personality traits drive career exploration in Chinese undergraduates - Current Psychology


The datasets generated during and/or analysed during the current study are available from the corresponding author on reasonable request.

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* Zhang, J., Xia, L., Wang, Y., Yi, T., Wang, Y., Zhou, E., & Dong, C. (2024). Predictive factors of turnover intention of newly graduated nurses in their first year of employment: A longitudinal study. BMC Nursing, 23(1), 522. https://doi.org/10.1186/s12912-024-02205-3

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* Zhang, C., Lu, L., Xiao, Y., Zheng, Z., Jia, Q., Luo, Y., & Luo, J. (2025). From the three-dimensional perspective of college students' school, family and themselves, exploring the mechanism of proactive personality on career exploration. International Journal for Educational and Vocational Guidance, 25, 1079-1100. https://doi.org/10.1007/s10775-024-09681-8

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Career development

 16h

From Classroom to Career: SIM Prepares Graduates for Success - EBNewsDaily


SINGAPORE -

Media OutReach Newswire - 12 December 2025 - In today's competitive job market, academic qualifications alone are no longer sufficient. Employers seek graduates who are academically accomplished and equipped with practical skills, confidence, and strong industry connections. At the Singapore Institute of Management (SIM), Career Connect delivers a holistic approach to career... development that transforms education into employability.

A Holistic Approach to Career Development

SIM Career Connect is more than a placement service; it is a comprehensive career and employability preparation ecosystem. Through career guidance, workshops, and employer engagement initiatives, SIM empowers students and alumni to build a competitive employability edge and navigate the evolving world of work with confidence.

Career Connect offers personalized résumé clinics, mock interviews, and career coaching to help individuals present themselves effectively to employers. It also organizes networking events, career fairs, and employer engagement sessions that create direct pathways to internships and full-time roles.

Leveraging Technology for Career Success

Complementing these services is CareerSense, an AI-powered career application that provides VIPS (Values, Interests, Personality, Skills) profiling, job recommendations, and skill gap analysis. This ensures graduates are job-ready and future-ready. By combining academic excellence with real-world career support, SIM empowers learners to build meaningful careers rather than simply secure jobs.

Connecting Talent with Industry

Through its dedicated Employer Engagement team, SIM actively collaborates with leading organizations across diverse industries to create a robust pipeline of employability opportunities for students and alumni. These partnerships extend beyond traditional job postings to include internships, part-time placements, and full-time roles that provide real-world experience and career progression.

SIM's annual career fairs serve as a major highlight, attracting top employers and offering students direct access to recruiters and hiring managers. In addition, industry-specific networking events and company visits allow participants to gain insider perspectives on workplace culture, emerging trends, and skills requirements. These initiatives help graduates secure meaningful employment and foster long-term professional relationships that shape career trajectories. By bridging the gap between education and industry, SIM ensures learners are well-positioned to succeed in a competitive job market.

SIM Graduates Build Careers

By combining academic excellence with strong career and employability support, SIM ensures graduates enter the workforce ready for long-term success. Beyond classroom learning, SIM offers internships, industry projects, and employer partnerships to provide a competitive edge. Personalized career coaching aligns aspirations with market needs, while digital tools like CareerSense deliver AI-driven insights, skill gap analysis, and tailored job / internship recommendations.

These resources empower graduates with confidence, adaptability, and professional networks to thrive in dynamic industries and future-proof careers.

References:

Hashtag: #SIMGlobalEducation #SIMGE #GlobalEducation #InternationalDegree #CareerReady #FutureSkills

The issuer is solely responsible for the content of this announcement. more

Career development

 17h

From Classroom to Career: SIM Prepares Graduates for Success


SINGAPORE - Media OutReach Newswire - 12 December 2025 - In today's competitive job market, academic qualifications alone are no longer sufficient. Employers seek graduates who are academically accomplished and equipped with practical skills, confidence, and strong industry connections. At the Singapore Institute of Management (SIM), Career Connect delivers a holistic approach to career... development that transforms education into employability.

A Holistic Approach to Career Development

SIM Career Connect is more than a placement service; it is a comprehensive career and employability preparation ecosystem. Through career guidance, workshops, and employer engagement initiatives, SIM empowers students and alumni to build a competitive employability edge and navigate the evolving world of work with confidence.

Career Connect offers personalized résumé clinics, mock interviews, and career coaching to help individuals present themselves effectively to employers. It also organizes networking events, career fairs, and employer engagement sessions that create direct pathways to internships and full-time roles.

Leveraging Technology for Career Success

Complementing these services is CareerSense, an AI-powered career application that provides VIPS (Values, Interests, Personality, Skills) profiling, job recommendations, and skill gap analysis. This ensures graduates are job-ready and future-ready. By combining academic excellence with real-world career support, SIM empowers learners to build meaningful careers rather than simply secure jobs.

Connecting Talent with Industry

Through its dedicated Employer Engagement team, SIM actively collaborates with leading organizations across diverse industries to create a robust pipeline of employability opportunities for students and alumni. These partnerships extend beyond traditional job postings to include internships, part-time placements, and full-time roles that provide real-world experience and career progression.

SIM's annual career fairs serve as a major highlight, attracting top employers and offering students direct access to recruiters and hiring managers. In addition, industry-specific networking events and company visits allow participants to gain insider perspectives on workplace culture, emerging trends, and skills requirements. These initiatives help graduates secure meaningful employment and foster long-term professional relationships that shape career trajectories. By bridging the gap between education and industry, SIM ensures learners are well-positioned to succeed in a competitive job market.

SIM Graduates Build Careers

By combining academic excellence with strong career and employability support, SIM ensures graduates enter the workforce ready for long-term success. Beyond classroom learning, SIM offers internships, industry projects, and employer partnerships to provide a competitive edge. Personalized career coaching aligns aspirations with market needs, while digital tools like CareerSense deliver AI-driven insights, skill gap analysis, and tailored job / internship recommendations.

These resources empower graduates with confidence, adaptability, and professional networks to thrive in dynamic industries and future-proof careers.

References:

The issuer is solely responsible for the content of this announcement.

About SIM Global Education

SIM Global Education (SIM GE) is a leading private education institution in Singapore and the region. We offer more than 140 academic programmes ranging from diplomas and graduate diploma programmes to bachelor's and master's degree programmes with some of the world's most reputable universities from Australia, Canada, Europe, United Kingdom, and the United States. SIM GE's cohort is made up of 16,000 full- and part-time students and adult learners, of which approximately 36% are international students hailing from over 50 countries.

SIM GE's holistic learning approach and culturally diverse learning environment aim to equip students with knowledge, industry skills and employability competencies, as well as a global perspective to succeed as future leaders in a fast-changing, technologically driven world.

For more information on SIM Global Education, visit more

Career development

 17h

From Classroom to Career: SIM Prepares Graduates for Success - Media OutReach Newswire


SINGAPORE - Media OutReach Newswire - 12 December 2025 - In today's competitive job market, academic qualifications alone are no longer sufficient. Employers seek graduates who are academically accomplished and equipped with practical skills, confidence, and strong industry connections. At the Singapore Institute of Management (SIM), Career Connect delivers a holistic approach to career... development that transforms education into employability.

A Holistic Approach to Career Development

SIM Career Connect is more than a placement service; it is a comprehensive career and employability preparation ecosystem. Through career guidance, workshops, and employer engagement initiatives, SIM empowers students and alumni to build a competitive employability edge and navigate the evolving world of work with confidence.

Career Connect offers personalized résumé clinics, mock interviews, and career coaching to help individuals present themselves effectively to employers. It also organizes networking events, career fairs, and employer engagement sessions that create direct pathways to internships and full-time roles.

Leveraging Technology for Career Success

Complementing these services is CareerSense, an AI-powered career application that provides VIPS (Values, Interests, Personality, Skills) profiling, job recommendations, and skill gap analysis. This ensures graduates are job-ready and future-ready. By combining academic excellence with real-world career support, SIM empowers learners to build meaningful careers rather than simply secure jobs.

Connecting Talent with Industry

Through its dedicated Employer Engagement team, SIM actively collaborates with leading organizations across diverse industries to create a robust pipeline of employability opportunities for students and alumni. These partnerships extend beyond traditional job postings to include internships, part-time placements, and full-time roles that provide real-world experience and career progression.

SIM's annual career fairs serve as a major highlight, attracting top employers and offering students direct access to recruiters and hiring managers. In addition, industry-specific networking events and company visits allow participants to gain insider perspectives on workplace culture, emerging trends, and skills requirements. These initiatives help graduates secure meaningful employment and foster long-term professional relationships that shape career trajectories. By bridging the gap between education and industry, SIM ensures learners are well-positioned to succeed in a competitive job market.

SIM Graduates Build Careers

By combining academic excellence with strong career and employability support, SIM ensures graduates enter the workforce ready for long-term success. Beyond classroom learning, SIM offers internships, industry projects, and employer partnerships to provide a competitive edge. Personalized career coaching aligns aspirations with market needs, while digital tools like CareerSense deliver AI-driven insights, skill gap analysis, and tailored job / internship recommendations.

These resources empower graduates with confidence, adaptability, and professional networks to thrive in dynamic industries and future-proof careers.

Hashtag: #SIMGlobalEducation #SIMGE #GlobalEducation #InternationalDegree #CareerReady #FutureSkills

https://www.sim.edu.sg/

The issuer is solely responsible for the content of this announcement.

About SIM Global Education

SIM Global Education (SIM GE) is a leading private education institution in Singapore and the region. We offer more than 140 academic programmes ranging from diplomas and graduate diploma programmes to bachelor's and master's degree programmes with some of the world's most reputable universities from Australia, Canada, Europe, United Kingdom, and the United States. SIM GE's cohort is made up of 16,000 full- and part-time students and adult learners, of which approximately 36% are international students hailing from over 50 countries.

SIM GE's holistic learning approach and culturally diverse learning environment aim to equip students with knowledge, industry skills and employability competencies, as well as a global perspective to succeed as future leaders in a fast-changing, technologically driven world.

For more information on SIM Global Education, visit sim.edu.sg more

Career development

 17h

From Classroom to Career: SIM Prepares Graduates for Success


SINGAPORE - Media OutReach Newswire - 12 December 2025 - In today's competitive job market, academic qualifications alone are no longer sufficient. Employers seek graduates who are academically accomplished and equipped with practical skills, confidence, and strong industry connections. At the Singapore Institute of Management (SIM), Career Connect delivers a holistic approach to career... development that transforms education into employability.

A Holistic Approach to Career Development

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SIM Career Connect is more than a placement service; it is a comprehensive career and employability preparation ecosystem. Through career guidance, workshops, and employer engagement initiatives, SIM empowers students and alumni to build a competitive employability edge and navigate the evolving world of work with confidence.

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Career Connect offers personalized résumé clinics, mock interviews, and career coaching to help individuals present themselves effectively to employers. It also organizes networking events, career fairs, and employer engagement sessions that create direct pathways to internships and full-time roles.

Leveraging Technology for Career Success

Advertisement

Complementing these services is CareerSense, an AI-powered career application that provides VIPS (Values, Interests, Personality, Skills) profiling, job recommendations, and skill gap analysis. This ensures graduates are job-ready and future-ready. By combining academic excellence with real-world career support, SIM empowers learners to build meaningful careers rather than simply secure jobs.

Connecting Talent with Industry

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Through its dedicated Employer Engagement team, SIM actively collaborates with leading organizations across diverse industries to create a robust pipeline of employability opportunities for students and alumni. These partnerships extend beyond traditional job postings to include internships, part-time placements, and full-time roles that provide real-world experience and career progression.

SIM's annual career fairs serve as a major highlight, attracting top employers and offering students direct access to recruiters and hiring managers. In addition, industry-specific networking events and company visits allow participants to gain insider perspectives on workplace culture, emerging trends, and skills requirements. These initiatives help graduates secure meaningful employment and foster long-term professional relationships that shape career trajectories. By bridging the gap between education and industry, SIM ensures learners are well-positioned to succeed in a competitive job market.

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SIM Graduates Build Careers

By combining academic excellence with strong career and employability support, SIM ensures graduates enter the workforce ready for long-term success. Beyond classroom learning, SIM offers internships, industry projects, and employer partnerships to provide a competitive edge. Personalized career coaching aligns aspirations with market needs, while digital tools like CareerSense deliver AI-driven insights, skill gap analysis, and tailored job / internship recommendations.

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These resources empower graduates with confidence, adaptability, and professional networks to thrive in dynamic industries and future-proof careers.

References:

Advertisement

Hashtag: #SIMGlobalEducation #SIMGE #GlobalEducation #InternationalDegree #CareerReady #FutureSkills

The issuer is solely responsible for the content of this announcement.

About SIM Global EducationSIM Global Education (SIM GE) is a leading private education institution in Singapore and the region. We offer more than 140 academic programmes ranging from diplomas and graduate diploma programmes to bachelor's and master's degree programmes with some of the world's most reputable universities from Australia, Canada, Europe, United Kingdom, and the United States. SIM GE's cohort is made up of 16,000 full- and part-time students and adult learners, of which approximately 36% are international students hailing from over 50 countries.

SIM GE's holistic learning approach and culturally diverse learning environment aim to equip students with knowledge, industry skills and employability competencies, as well as a global perspective to succeed as future leaders in a fast-changing, technologically driven world.

For more information on SIM Global Education, visit more

Career development

 17h

From Classroom to Career: SIM Prepares Graduates for Success


SINGAPORE - Media OutReach Newswire - 12 December 2025 - In today's competitive job market, academic qualifications alone are no longer sufficient. Employers seek graduates who are academically accomplished and equipped with practical skills, confidence, and strong industry connections. At the Singapore Institute of Management (SIM), Career Connect delivers a holistic approach to career... development that transforms education into employability.

A Holistic Approach to Career Development

SIM Career Connect is more than a placement service; it is a comprehensive career and employability preparation ecosystem. Through career guidance, workshops, and employer engagement initiatives, SIM empowers students and alumni to build a competitive employability edge and navigate the evolving world of work with confidence.

Career Connect offers personalized résumé clinics, mock interviews, and career coaching to help individuals present themselves effectively to employers. It also organizes networking events, career fairs, and employer engagement sessions that create direct pathways to internships and full-time roles.

Leveraging Technology for Career Success

Complementing these services is CareerSense, an AI-powered career application that provides VIPS (Values, Interests, Personality, Skills) profiling, job recommendations, and skill gap analysis. This ensures graduates are job-ready and future-ready. By combining academic excellence with real-world career support, SIM empowers learners to build meaningful careers rather than simply secure jobs.

Connecting Talent with Industry

Through its dedicated Employer Engagement team, SIM actively collaborates with leading organizations across diverse industries to create a robust pipeline of employability opportunities for students and alumni. These partnerships extend beyond traditional job postings to include internships, part-time placements, and full-time roles that provide real-world experience and career progression.

SIM's annual career fairs serve as a major highlight, attracting top employers and offering students direct access to recruiters and hiring managers. In addition, industry-specific networking events and company visits allow participants to gain insider perspectives on workplace culture, emerging trends, and skills requirements. These initiatives help graduates secure meaningful employment and foster long-term professional relationships that shape career trajectories. By bridging the gap between education and industry, SIM ensures learners are well-positioned to succeed in a competitive job market.

SIM Graduates Build Careers

By combining academic excellence with strong career and employability support, SIM ensures graduates enter the workforce ready for long-term success. Beyond classroom learning, SIM offers internships, industry projects, and employer partnerships to provide a competitive edge. Personalized career coaching aligns aspirations with market needs, while digital tools like CareerSense deliver AI-driven insights, skill gap analysis, and tailored job / internship recommendations.

These resources empower graduates with confidence, adaptability, and professional networks to thrive in dynamic industries and future-proof careers.

References: more

Career development

 18h

Candidate Unable To Land Interviews After 3 Month Job Search, Shares Plight: 'I'm So Lost'


An Indian worker shared their plight of being unable to land any job interviews.

ShowQuick Read

Summary is AI-generated, newsroom-reviewed

* Switching jobs can be emotionally draining due to rejections and lack of interviews

* A Reddit user quit their job after harassment and lack of management support

* The user applied widely but failed to secure any interviews for three months

Did our AI... summary help?

Let us know.

Switch To Beeps Mode

Switching jobs is never easy. The arduous process of sending CVs and anxiously waiting for calls from companies, only to be presented with a blunt rejection, can be an emotionally draining experience. A similar sentiment was recently echoed by a Reddit user, who shared their struggle to even secure an interview in three months after leaving a previous job due to harassment.

"I quit my last job because of my management. I was harassed by a colleague and the management was pressuring me to take back my complaint," the user wrote, adding that they did not receive proper support from the higher-ups.

"My day to day life had become hostile and I decided to leave the organisation. Before that organisation, I was at my prime, I was the highest contributing individual."

After taking a brief break from corporate life, the individual said they decided to get back into action, but soon the reality of the situation dawned upon them.

"It's been 3 months and no luck. Had things been like I was able to bag interviews and not crack it, then yeah its my mistake, I need to prepare well. The biggest problem is I am unable to bag any interviews. I have optimised my resume to be 100% compatible for ATS."

The individual recounted applying on every recruiting platform like LinkedIn, Monster and Indeed, but receiving no encouragement or a concrete lead. "I feel so lost, would appreciate any piece of advice," they added.

Check The Viral Post Here:

Left my job because of harassment. 3 months of job hunting and not a single interview. What am I doing wrong?

byu/Soft_Panic_3780 inIndianWorkplace

Also Read | 'Loneliness Is Getting To Me': Woman Shares Emotional Reason For Returning To India After 10 Years Abroad

'You Did Nothing Wrong'

As the post gained traction, a section of social media users empathised with the individual, whilst others gave some valuable pointers to help them land the job.

"You did nothing wrong. Just keep searching and don't limit yourself to any specific industry only," said one user, while another added: "Tough without referrals. It's like we have gone back to the 80s when it was impossible to land a job without sifarish."

A third commented: "To tell you the truth, there was a lot of liquidity during COVID, and hence many people got great offers. With AI, Wars, and global economic turmoils, there's a crunch in the economy, and the liquidity that came into the market during the COVID time is getting balanced out."

A fourth said: "A manager of any sorts is in danger as recent restructuring has shown. My suggestion, pick up alternate skills. If you are savvy, pick up a product certificate and join as PM. The pay might suck at first, but in time, it will be like a career change."

Show full article

Track Latest News Live on NDTV.com and get news updates from India and around the world more

Tomas Eckholm


Career development 2d
Hi! I work as a driver for a large company and I’m assigned to one of the managers. I drive him to and from work and during the day if he needs it. But my boss keeps giving me more and more tasks. First, I had to drive his daughter to school. Then I started picking her up every day. Now I’m supposed to go to his house and walk his dog. I also have to drive his wife wherever she needs to go.
None... of this is part of my job. Should I ask for extra pay, refuse these tasks or talk to the company director? Thanks.

 more
1   

  • ayebare julius

    22h

    Talk to director or human resource manager they can advise you to do

  • Ivica Križ

    1d

    Trebaš mu reći odjebi i razviti sam svoj vlastiti posao.

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Career development

 22h

The Quiet Reality of Job Hunting That Punishes Autistic Candidates Like Me


Member-only story

The Quiet Reality of Job Hunting That Punishes Autistic Candidates Like Me

How opaque expectations and social gatekeeping shape my path through hiring

Applying for a job has always felt like being in a carnival mirror maze. The people around me know which direction to go in, while I keep running into walls of glass.

It's common for people to refer to job interviews as "just... conversations." But I've never truly had a conversation in my life where the stakes were so high, everyone wears uncomfortable professional attire, and you're expected to act like someone you've never met.

It's also similar to those "psychological brain teasers," where the objective is to demonstrate "normal" behaviour. The various definitions of "normal" are constantly changing throughout thirty seconds.

As an autistic person growing up in Odisha, I learned as a child that honesty was a moral attribute. Truth was the only thing I understood.

Then I went into interviews.

Interviews require you to take the opposite of what you normally would say or do. You can't just be honest; you have to take parts of yourself and do things with them that the average person will never know about.

A few years ago, I was scheduled for an entry-level job interview that involved almost every single task being governed by a checklist. I had spent a long time rehearsing a story outlining all of my work experience and accomplishments, but instead, I was told the interviewer wanted me to explain how I turned a conflict into an opportunity.

I was not prepared to provide that kind of polished explanation, so I gave him the actual truth: to me, conflict is something I do not enjoy and prefer to resolve as quietly and directly as possible in order to get back to everyday functioning again.

The job interview left me feeling like I had handed this man a giant puzzle with half of the pieces missing. I didn't get the job.

After moving to Seattle and working in IT, I had coworkers who talked about interviewing like it was a level-up in a video game; it was a chance to flex your confidence and charm, and a little of your attitude. more

Career development

 3h

When to Tell Work About Pregnancy?


Figuring out when to tell your employer about pregnancy can feel overwhelming. There's no perfect answer -- the right timing depends on your health, job type, company policies, and personal comfort level.

While many women wait until twelve weeks, others announce earlier for safety reasons or later to protect their privacy.

Hearing how other moms navigated this decision, along with understanding... your legal rights, helps you make a confident choice. Your pregnancy, your timeline; announce when it feels right for you.

Before you share your pregnancy news at work, knowing your legal rights gives you confidence and protection. Federal laws like the FMLA and Pregnant Workers Fairness Act shield you from discrimination and guarantee accommodations.

State laws may offer additional benefits beyond federal requirements. Here's the critical part: you're never required to announce your pregnancy during job interviews.

Once you do tell your employer, they must conduct workplace assessments and provide reasonable accommodations, such as extra bathroom breaks or modified duties.

Understanding these protections helps you advocate for yourself and ensures you're treated fairly throughout your pregnancy journey.

Most women choose between two primary timelines: telling around 12 weeks or waiting until 2-3 months before their due date. The right choice depends on your health, job situation, and comfort level.

Here is a clear comparison of reasons that might prompt you to announce your pregnancy sooner or postpone it. These factors help you decide the timing that protects your health while supporting your professional goals.

Your unique work circumstances, if you're newly hired, facing company instability, awaiting reviews, or working in hazardous conditions, demand customized approaches to pregnancy announcements.

The sequence of your pregnancy announcement matters just as much as the timing. Following the proper order prevents office gossip, protects your professional reputation, and ensures you get accurate information about your benefits.

Once you've decided on your timing, the actual conversation requires preparation and confidence. Knowing what to say, what to avoid, and how to handle different reactions helps you navigate this critical discussion professionally.

Before scheduling the meeting, do your homework. Review your company's maternity leave policy, FMLA eligibility, and state disability benefits.

Calculate your due date and have a rough timeline for when you'd like to start leave. Think through potential coverage plans for your responsibilities.

Anticipate questions about project transitions and how long you'll be out. Come prepared with preliminary answers, but emphasize you're flexible and want to collaborate on solutions. This preparation shows professionalism and eases your manager's concerns.

"I wanted to share some personal news with you first. I'm pregnant and my due date is [month/date]. I'm really excited, and I also want to assure you that I'm committed to making this transition as smooth as possible for the team. I'm planning to work until approximately [timeframe], and I'd like to discuss coverage plans for my responsibilities. I know we have time to figure out the details together, but I wanted to give you plenty of notice. Do you have any initial questions or concerns?"

OR

I have some news I wanted to share with you personally before anyone else. I'm expecting a baby in [month]. I wanted to tell you early so we have plenty of time to plan ahead. I'm planning to continue working until [timeframe], and I'm happy to start thinking about how we can transition my projects. I'm fully committed to ensuring everything runs smoothly during my leave. What questions do you have, and when would be a good time to sit down and discuss the details?"

OR

I wanted to schedule this meeting because I have some important personal news. I'm pregnant, and my baby is due in [month/year]. I know this means we'll need to plan for my absence, and I want to start that conversation now so we're well-prepared. I'm planning to work through [timeframe], and I'd like to collaborate with you on creating a transition plan for my responsibilities. I'm excited about this next chapter, and I'm also committed to making sure the team is set up for success while I'm out."

Keep your announcement brief and professional. Share your due date so your manager can plan accordingly.

Mention your preliminary leave timeline, like "I'm hoping to work until mid-August." Express your commitment to transition planning and training your temporary replacement.

Reassure your boss that you're dedicated to the team and want to collaborate on solutions. Emphasize that you're flexible and open to discussion.

Show enthusiasm about both your pregnancy and your continued work contributions. This balanced approach addresses concerns while maintaining your professional standing.

Avoid sharing extensive medical details about conception, fertility treatments, or pregnancy symptoms -- your boss doesn't need this information.

Don't commit to exact leave dates before confirming eligibility with HR, as you might promise something you can't deliver. Never apologize for being pregnant or act like it's a burden to the company.

Don't make assumptions about how your workload will be redistributed or who will cover for you without discussion. Avoid saying "I promise I'll be back in six weeks" if you're unsure; circumstances change after birth.

Your boss's response to your pregnancy news can range from genuine excitement to uncomfortable silence. Knowing how to navigate each type of reaction keeps you professional and protected regardless of their response.

Real stories from working mothers reveal the nerve-racking reality of announcing a pregnancy at the office. These honest experiences show the wide range of reactions moms received, from supportive to surprisingly disappointing.

A woman on Reddit shared her difficult experience: "I was vomiting multiple times per day, and some days I needed to take off. I had to write her up for not being as available as she needed to be." She explained that severe morning sickness made it impossible to hide her condition. The nausea wasn't just in the morning -- it lasted all day, forcing her to snack constantly and take frequent breaks. She had to tell her boss at 10 weeks because her performance was noticeably suffering, and she needed accommodations immediately like flexible hours and permission to work from home when too sick.

Source: Ruinmyweek

A mom writing on New Modern Mom explained her strategic timing: "With my second pregnancy, I decided to wait until I was further along before sharing the news. A few factors influenced this decision. First, I wanted to complete a full year in my job before revealing my pregnancy. This meant holding off until around 20 weeks." She had concerns about career progression and compensation increases, and wanted to establish herself in her role first. By 20 weeks, she'd proven her value and gave her employer enough time to plan for her absence.

Source: Newmodernmom

A mom on TheBump forum shared her positive experience: "I told my boss this week at 11 weeks pregnant, and he was so excited for me. He's great. I was just out in 2017 for maternity leave." She chose 12 weeks because she felt comfortable after passing the first trimester milestone, and upcoming doctor appointments made hiding it impractical. Though she worried about unconscious bias affecting her fall promotion, she felt relieved sharing the news and not having to hide anymore.

Source:Thebump

A woman on Glassdoor shared: "I got hired for a job when I was 5 months pregnant. They didn't notice or they didn't care. I wouldn't mention it until your first trimester is over." In another Glassdoor thread, a woman said: "I told my manager when I was 5 months pregnant. Manager waited to inform senior management until I felt comfortable (which was after I completed and received the results of the prenatal genetic testing)." Both women emphasized there's no perfect time and encouraged others not to be apologetic.

Source:Glassdoor

A shocking Reddit story went viral when a pregnant retail manager shared: "I was eight months pregnant when this happened. I started having contractions while at work. My boss told me I had to stay for a meeting despite knowing I was in labor. I would have to wait for another manager to come relieve me (which could take up to an hour and a half) or get permission to close early." The woman ended up reporting her boss to HR after he emailed the entire office complaining about her "lack of commitment" and making fun of her for "overreacting." This extreme case highlights why knowing your rights matters.

Source NewsWeek

Announcing your pregnancy to your boss can trigger worries about career impact and workplace relationships. Here's how to address the most common concerns working moms face.

Once you share your pregnancy news at work, the following steps focus on planning, protection, and getting the support you need. Here's how to navigate each stage confidently and ensure you're prepared throughout your pregnancy journey.

Deciding when to tell work about pregnancy is deeply personal -- there's no universally correct week to announce. What matters most is choosing a timing that fits your unique situation, workplace, and comfort level.

By weighing legal protections, real mom experiences, and your job circumstances, you'll find the right moment. Trust yourself to make the best decision for your announcement.

Ready to share your story? Tell us when you told your employer and how it went in the comments below, and help each other! more

Career development

 1d

AI Fuels Arms Race In Hiring


As artificial intelligence spreads through hiring, jobseekers use it to apply for hundreds of openings while employers deploy it to sift a growing flood of résumés. The result is a rapid shift in how candidates reach hiring managers and how companies decide who advances. The trend is accelerating in major job markets and raising new questions about fairness, quality, and speed.

What is emerging... is a race between tools that generate applications and tools that screen them. Both sides seek efficiency. Both risk missing the human signals that matter most.

AI writing assistants can draft tailored cover letters in minutes. Some tools auto-fill forms across job boards, helping users submit far more applications than before. Recruiters, in turn, lean on applicant tracking systems and AI filters to rank, score, and discard at scale. One observer summed up the moment:

AI helps jobseekers to apply for hundreds of roles, meanwhile employers use AI to filter them.

This tug-of-war is not new, but AI has increased the volume. Many firms already screen for keywords, years of experience, and required skills. Now, classifiers scan tone, structure, and even predicted fit. The volume and speed on both sides can be dizzying.

The surge follows a tight labor market in some sectors and layoffs in others. That mix pushed more candidates online and pushed employers to process applications faster. Large language models became widely available in 2023 and 2024. That gave applicants easy tools to tailor materials by role and industry.

Meanwhile, companies faced pressure to cut hiring costs and reduce time to fill. Vendors promised faster shortlists, reduced manual review, and fewer screening calls. Many teams adopted AI features inside existing recruiting software rather than buying new systems.

For jobseekers, AI can polish résumés, translate experience into clearer language, and surface skills that match a posting. It can also reduce the time spent applying. For employers, AI can sort large stacks and surface candidates with required certifications or skills. It can also flag missing criteria.

But scale brings risks. More applications can mean more noise and more rejections. Filters may over-rely on keywords and overlook potential. Candidates may feel pressure to game systems, while hiring managers may see fewer genuine signals of interest.

Typical employer workflows include résumé parsing, skills extraction, and automated knock-out questions. Some tools rank applicants using trained models. Others schedule assessments or video interviews with AI scoring. Human recruiters usually step in later to review shortlists.

Vendors argue these steps reduce bias by standardizing review. Critics warn that biased historical data can encode past hiring patterns. The risk is subtle: even neutral features can correlate with gender, race, or age. Transparency varies by vendor and by client settings.

Applicants respond with prompt libraries and templates tuned to specific roles. They mirror keywords from postings, list measurable outcomes, and match titles used by the employer. Some use AI to practice interviews or to rewrite achievements in clear, active language.

Coaches advise keeping a human edit pass. They warn that over-automation can flatten voice and create errors. Tailored applications still perform better than mass submissions, even when AI drafts the first version.

Public agencies are starting to act. New York City's law on automated employment decision tools requires bias audits and notices to candidates. The European Union's AI Act classifies many hiring tools as high risk, triggering extra obligations on testing and oversight. Enforcement and guidance will shape how firms implement these systems over the next few years.

The arms race could push both sides toward clearer signals. Employers may raise the bar with work samples, structured interviews, and job-relevant tests. Candidates may focus on fewer, better-aligned applications and proof of work. Human review remains vital for judgment, context, and potential.

Experts say teams should measure outcomes, not just speed. That means tracking quality of hire, diversity outcomes, and candidate experience. Vendors that explain model factors and allow human overrides may gain trust.

The surge of AI on both sides of the hiring table is changing who gets seen and how fast decisions are made. The tools promise speed, but they also create new blind spots. The next phase will hinge on transparency, auditing, and stronger signals of skill. Watch for more regulation, better evaluations inside HR teams, and a shift from volume to proof of ability. more

Career development

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Phillips, Sing named PHFA 2026 housing policy fellows


Funded research will benefit policymakers and the affordable housing industry

HARRISBURG, Pa., Dec. 11, 2025 /PRNewswire/ -- The Pennsylvania Housing Finance Agency has named Zachary Phillips and Dr. Evaine K. Sing as its 2026 Kathy A. Possinger Housing Policy Fellowship awardees. Both Phillps and Sing will receive a financial stipend of up to $12,000 during the year to conduct independent... research benefiting the affordable housing industry.

"Zachary and Evaine's résumés and backgrounds make them both outstanding individuals to be PHFA housing policy fellows," PHFA Executive Director and CEO Robin Wiessmann said. "The work of previous fellows has produced valuable insights to help expand housing opportunities and tackle housing issues. I am excited to see the research these two produce that will benefit our mission to provide affordable housing to Pennsylvanians."

Phillips, who is pursuing a master's degree in business analytics at Georgia Tech, works as an economic development analyst at Pennsylvania Department of Community & Economic Development. In his role, he manages HOME contracts across 16 counties, overseeing approximately $20 million in annual funding allocations. An Army Reservist, he additionally holds dual bachelor's degrees in economics and political science from Syracuse University.

Phillips' fellowship research project will examine the housing challenges faced by Pennsylvania's veterans, particularly in rural and deindustrialized communities where housing support is often fragmented or inaccessible. His work explores the disconnect between available federal and state housing programs and the lived experiences of veterans navigating civilian life -- many of whom face eligibility gaps, landlord stigma, or compounding health and substance-use issues. He aims to highlight policy and program innovations that better support veterans through key transition points such as military discharge, reentry from incarceration, or recovery.

Sing, a registered landscape architect, serves as principal of EKS Solutions, where she advises municipalities, CDCs, and resident-led groups on strategic planning, program design, and implementation frameworks. Previously, she served as executive director for Pittsburgh-based nonprofit Grounded Strategies. She holds a doctorate in social science from Royal Roads University, a master's degree in public policy and management from Carnegie Melon, and a bachelor's degree in landscape architecture from Virgina Tech.

Sing's research project will focus on the dual challenges of vacant urban land and the growing need for affordable housing in Pennsylvania's legacy cities. Focusing on Pittsburgh and the Borough of Wilkinsburg, her project explores how modular housing and prefabricated construction can be paired with underutilized parcels to create cost-effective, resilient, and community-centered housing solutions. With over 27,000 vacant lots in Pittsburgh, many of which are publicly owned and irregularly shaped, her project seeks to unlock their potential through innovative land-use strategies, zoning reform, and policy alignment.

The stipends provided to both these researchers through PHFA's housing policy fellowship can be used for a variety of activities supporting the fellows' approved research, including interviews with experts, securing resources and study materials, and travel for attending relevant conferences.

This is the seventh year of PHFA's housing policy fellowship. In 2021, the fellowship was renamed the Kathy A. Possinger Housing Policy Fellowship in honor of PHFA board designee and affordable housing champion Kathy A. Possinger. Possinger served Pennsylvanians for two decades through her housing work in both the public and private sectors.

About PHFA

The Pennsylvania Housing Finance Agency works to provide affordable homeownership and rental housing options for older adults, low- and moderate-income families, and people with special housing needs. Through its carefully managed mortgage programs and investments in multifamily housing developments, PHFA also promotes economic development across the state. Since its creation by the PHFA issues RFP for PHARE funding, legislature in 1972, it has generated more than $20.1 billion of funding for more than 206,750 single family home mortgage loans, helped fund the construction of 110,284 rental units, distributed approximately $362 million to support local housing initiatives, and saved the homes of more than 51,400 families from foreclosure. PHFA programs and operations are funded primarily by the sale of securities and from fees paid by program users, not by public tax dollars. The agency is governed by a 14-member board.

Media contact

Chris Anderson

canderson@PHFA.org

717.780.3915

View original content:https://www.prnewswire.com/news-releases/phillips-sing-named-phfa-2026-housing-policy-fellows-302639497.html

SOURCE Pennsylvania Housing Finance Agency more

Career development

 1d

Phillips, Sing named PHFA 2026 housing policy fellows


Enter your email to get Benzinga's ultimate morning update: The PreMarket Activity Newsletter

HARRISBURG, Pa., Dec. 11, 2025 /PRNewswire/ -- The Pennsylvania Housing Finance Agency has named Zachary Phillips and Dr. Evaine K. Sing as its 2026 Kathy A. Possinger Housing Policy Fellowship awardees. Both Phillps and Sing will receive a financial stipend of up to $12,000 during the year to conduct... independent research benefiting the affordable housing industry.

"Zachary and Evaine's résumés and backgrounds make them both outstanding individuals to be PHFA housing policy fellows," PHFA Executive Director and CEO Robin Wiessmann said. "The work of previous fellows has produced valuable insights to help expand housing opportunities and tackle housing issues. I am excited to see the research these two produce that will benefit our mission to provide affordable housing to Pennsylvanians."

Phillips, who is pursuing a master's degree in business analytics at Georgia Tech, works as an economic development analyst at Pennsylvania Department of Community & Economic Development. In his role, he manages HOME contracts across 16 counties, overseeing approximately $20 million in annual funding allocations. An Army Reservist, he additionally holds dual bachelor's degrees in economics and political science from Syracuse University.

Phillips' fellowship research project will examine the housing challenges faced by Pennsylvania's veterans, particularly in rural and deindustrialized communities where housing support is often fragmented or inaccessible. His work explores the disconnect between available federal and state housing programs and the lived experiences of veterans navigating civilian life -- many of whom face eligibility gaps, landlord stigma, or compounding health and substance-use issues. He aims to highlight policy and program innovations that better support veterans through key transition points such as military discharge, reentry from incarceration, or recovery.

Sing, a registered landscape architect, serves as principal of EKS Solutions, where she advises municipalities, CDCs, and resident-led groups on strategic planning, program design, and implementation frameworks. Previously, she served as executive director for Pittsburgh-based nonprofit Grounded Strategies. She holds a doctorate in social science from Royal Roads University, a master's degree in public policy and management from Carnegie Melon, and a bachelor's degree in landscape architecture from Virgina Tech.

Sing's research project will focus on the dual challenges of vacant urban land and the growing need for affordable housing in Pennsylvania's legacy cities. Focusing on Pittsburgh and the Borough of Wilkinsburg, her project explores how modular housing and prefabricated construction can be paired with underutilized parcels to create cost-effective, resilient, and community-centered housing solutions. With over 27,000 vacant lots in Pittsburgh, many of which are publicly owned and irregularly shaped, her project seeks to unlock their potential through innovative land-use strategies, zoning reform, and policy alignment.

The stipends provided to both these researchers through PHFA's housing policy fellowship can be used for a variety of activities supporting the fellows' approved research, including interviews with experts, securing resources and study materials, and travel for attending relevant conferences.

This is the seventh year of PHFA's housing policy fellowship. In 2021, the fellowship was renamed the Kathy A. Possinger Housing Policy Fellowship in honor of PHFA board designee and affordable housing champion Kathy A. Possinger. Possinger served Pennsylvanians for two decades through her housing work in both the public and private sectors.

About PHFA

The Pennsylvania Housing Finance Agency works to provide affordable homeownership and rental housing options for older adults, low- and moderate-income families, and people with special housing needs. Through its carefully managed mortgage programs and investments in multifamily housing developments, PHFA also promotes economic development across the state. Since its creation by the PHFA issues RFP for PHARE funding, legislature in 1972, it has generated more than $20.1 billion of funding for more than 206,750 single family home mortgage loans, helped fund the construction of 110,284 rental units, distributed approximately $362 million to support local housing initiatives, and saved the homes of more than 51,400 families from foreclosure. PHFA programs and operations are funded primarily by the sale of securities and from fees paid by program users, not by public tax dollars. The agency is governed by a 14-member board.

Media contact

Chris Anderson

canderson@PHFA.org

717.780.3915

SOURCE Pennsylvania Housing Finance Agency

Market News and Data brought to you by Benzinga APIs more

Career development

 1d

AI scams targeting businesses are surging: Here are the top 3 threats your team is likely to face in 2026 (Brains Byte Back Podcast)


Imagine a company interviewing a candidate for a senior IT role. The résumé checks out, the background looks solid, and the person even passes multiple video interviews. It wasn't until the new Mac that the employee received was immediately being loaded with malware that suspicion arose.

After a thorough investigation, the shocking truth comes out: the "engineer" was a deepfake, part of a... sophisticated operation using AI to infiltrate a hiring process.

"It's no longer just about breaking into systems -- attackers are targeting humans, and AI makes it easier than ever," says Sanny Liao, co-founder and chief product officer at Fable Security. With AI-powered attacks on the rise, small and mid-sized businesses are facing threats that can mimic employees, clone voices, and exploit rapidly adopted AI tools.

The numbers tell the story. In 2024, 90% of U.S. companies reported being targeted by cyber fraud, with AI-driven attacks -- from deepfakes to voice phishing -- surging 118% year over year. While businesses are learning how to leverage AI, attackers are becoming even quicker at weaponizing it.

Cybersecurity experts are discovering dozens of ways AI is assisting attackers in increasing sophistication and creativity. On the latest episode of Brains Byte Back, Liao walks host Erick Espinosa through the top three AI-driven scams business leaders need to watch in 2026 and shares practical steps to stay ahead.

1. Synthetic Identities and Fake Employees

Fake résumés and forged references have long been a concern, but AI has taken the threat to a new level. Entire fake employees can now be created with convincing IDs, references, and even live video interviews that don't glitch.

"The AI technology has gotten so good that it's almost impossible to tell who's fake over Zoom or a phone call," Liao explains.

Remote-first companies and those hiring internationally are especially vulnerable. Once inside, a fake employee is treated like any other team member -- gaining access to sensitive systems and critical data. Liao recommends a simple but powerful measure: in-person verification.

"Anyone doing remote hiring needs in-person identity verification. That's the only reliable checkpoint left," she says.

Liao referred to the previous KnowBe4 example, in which the company unknowingly hired a North Korean operative.

¨This is a well-organized, state-sponsored, large criminal ring with extensive resources,¨says KnowBe4 on their post detailing what unfolded.

¨The case highlights the critical need for more robust vetting processes, continuous security monitoring, and improved coordination between HR, IT, and security teams in protecting against advanced persistent threats.¨

While this story made headlines, Liao points out that fake employees seeking remote work have become a common occurrence.

¨We actually talked to a bunch of security leaders that we knew, and what shocked me was that about half of the security leaders I talked to told me that this is not new. We are already being targeted by this,¨ added Liao.

The stakes go beyond payroll fraud. Attackers can manipulate internal systems or exfiltrate proprietary information, turning a single fake hire into a company-wide breach.

Phishing used to mean clunky emails riddled with typos. Now, AI has made social engineering smarter, faster, and more personalized. Attackers can research a company's tech stack, identify high-value employees, and even clone voices to impersonate trusted colleagues.

A striking example is the ShinyHunters attacks on companies, including Google, Adidas, and Workday. Using AI-driven voice phishing, attackers convinced employees to install malicious apps on Salesforce, exposing client data and sensitive internal systems.

"Attackers can now figure out which companies use which tools almost instantly. It's knowledge on tap," Liao says.Her advice is straightforward: if an unexpected call comes from someone claiming to be IT or HR, hang up and call back using a verified company number. These attacks aren't confined to phones either; Slack, WhatsApp, and other communication platforms are also being targeted.

"Attackers follow the platforms you use. If you're on Slack, they'll try Slack. If it's Zoom or WhatsApp, they'll shift there," she notes.

Liao advises that if you receive a call from anyone claiming to be IT or HR, use caution by hanging up and contacting them from a designated number that reassures that you are connecting with someone legitimately from that department.

3. Insecure AI Adoption

The rush to adopt AI tools for automation, coding, and productivity is creating new vulnerabilities. Startups and enterprise teams alike are exposing themselves to risks that never existed before, from malware hidden in open-source packages to accidental data leaks into public AI models.

"AI is new, and everyone wants to move quickly. But the pace of adoption is amplifying vulnerabilities by design," Liao warns.

A high-profile case in 2023 involved a Samsung developer who uploaded the company's codebase into a personal AI tool that used the data for public training -- effectively exposing proprietary information.

Even enterprise AI products can introduce gaps if used without proper oversight.

Liao says this is a cautionary example that reflects the unintentional errors that can happen when using these types of AI systems. The challenge is not just malicious actors; human error in a fast-moving AI landscape creates blind spots that attackers can exploit.

Companies need AI to stay competitive, but they must do so deliberately, with security and governance prioritized throughout the process.

Attackers aren't just hacking tools anymore; they're targeting people. "At the end of the day, if they can get around your tools and get to your people, they win," Liao emphasizes.

For business leaders, the takeaway is clear: verify identities in hiring, train employees to recognize AI-powered social engineering, and adopt AI tools cautiously with security oversight in place. Staying ahead isn't about avoiding AI; it's about understanding how it can be weaponized and preparing your team for the ¨what ifs¨.

Companies will continue to leverage the technology to grow, and attackers will continue to harness it to exploit weaknesses in ways that are faster, smarter, and more convincingly than ever.

Sanny Liao: Hi, everyone. My name is Sanny Liao. I am the co-founder and chief product officer at Fable Security. We are a human risk management solution that work primarily with enterprises to help prepare their employees for the latest threats that's facing them.

Erick Espinosa: Sanny, thank you so much for joining me on this episode of Brains Byte Back. Sanny, and those of you listening, on Brainspite Back, we love to talk about how companies are using AI to automate work, basically to make things a lot easier. But I feel like what we don't talk about enough is how attackers are using those same tools. And this conversation matters in today's world where AI is just not influencing our work, but I guess our sense of security is the best way to put it.

We've heard of the scams hit the news, and I mentioned this to you, Sandy, about like the most typical scams, personal scams like grandfather, people using AI voices to mimic grandchildren. That's happening on the personal side of things. But at the same time, in the enterprise and startup world, they are having the ability to basically gather information, mimic trusted people's voices, and probe for weak spots.

And this is happening really, really fast. Some teams still think that AI scams are something that only hit big enterprises, but we're actually discovering that the reality is that small and mid-sized companies are easier for targeters or attackers to study, impersonate, and manipulate.

So today we're going to focus on the three threats that you see as the fastest growing, Sandy, some that have made some global headlines, and as well, we're going to be talking about basically the common things that startups should be focusing on and what signals founders should pay attention to when it comes to these types of scams.

But before we dive into that, Sandy, I'd love to learn a little bit more about your background. Can you give us some insight into what kind of led you into fraud prevention and identity risk?

Sanny Liao: Yeah, absolutely. So I actually started my career as a PhD researcher in economics. After I got my PhD, I kind of got to the point where I really wanted to make things that people can feel, can really have real-world impacts.

So at the time, I was going to school at Berkeley, and I ended up working with this small ad tech startup out of San Francisco called Telepar. That's where I actually got introduced to, oh my God, for the first time, I realized the power of technology, how it can actually change our lives.

And I remember one of the thoughts that I had at the time was this ad tech technology was so powerful beyond kind of any of us actually even realized, but it's a pity. It's being used to get people to click on ads.

So a couple of years after that, a few of my friends went off to start a cybersecurity startup called actually Abnormal Security. And I knew nothing about email security. It was just a group of people that I really, really enjoy working with. And I thought, this sounds good, right? We can figure out email. Like how hard could it be? It ended up being actually one of the best, I think, decisions I've made in my life.

So I ended up with that team. We built Abnormal Security from the very ground up.

Started with literally just 10 of us in the back of our VC's office trying to figure out what BEC meant. BEC stands for Business Email Compromise.

To Abnormal now, obviously, it's a very successful cybersecurity startup. I think one of the fastest, actually fastest growing cybersecurity startup in the world right now.So that was actually my kind of introduction into cybersecurity.

The moment I knew I wanted to stay in cyber forever was at the time I had a four-year-old child.

And he asked me, he's like, Mom, what do you do in your job? And I'm there thinking, how do I explain email security to a four-year-old?

So I said something along the line of, there are bad guys out there who's trying to steal people's money and stuff. Mom stops the bad guys on the internet. And he stopped for a second. He said, like Batman?

That was the point. I'm like, okay, if my child thinks that I'm Batman when I go to work, I think I'm doing something right in life. But that was my start in cyber.

Erick Espinosa: But you're helping a lot of businesses in a way. It's kind of like, I don't want to say good versus evil, but obviously you're stepping up the game of a lot of these companies in terms of trying to protect them. And right now, I mean, you got into it when tech was a thing, but now tech is a necessity, and especially when it comes to AI.

But when did you start noticing that, I guess first notice that AI started changing how attackers are behaving?

Sanny Liao: Yeah, this actually started even toward the end of my time at Abnormal. So Abnormal Security, what they did is that they stopped sophisticated email-based threats. And we actually started seeing, this is around kind of 2022-ish, that email-based threats started evolving very quickly from, we used to see a lot of bad grammar used in the emails. There's bad formatting. It's very easy to tell, find some of these tales of email-based attacks to all of a sudden over the course of a year, all the grammar mistakes and all the spelling errors just disappeared.

And it was this huge, actually, increase in both the scale of attacks as well as the sophistication and their ability to bypass a lot of the detection tools.

So that was kind of already at that point, we started seeing that, hey, attackers are in fact adopting AI. They're one of the first people to adopt AI, and they're going to actually, they're going to evolve just as fast as the AI technology is evolving. That was the beginning of it.

And the reason we actually left Epnormal to start Fable Security was, if you remember in 2023, when the MGM resource attack happened, that actually happened over voice phishing, right?

So someone caught up MGM resource IT helpdesk and actually bypassed their MFA, got into a system, deployed ransomware. And that was a case where we realized that, like, wow, attackers are now actually able to target precisely, right? They knew exactly who to target, who this guy was, who had the super admin privilege.

They were able to get in, target him, execute a very successful voice phishing attack. So it's not something you could have stopped with any of the tools that most companies had. And that was the point we realized that, we're like, hey, I think there's something here, right? Attackers are, at the end of the day, focused on the human.

How can they get into, how can they get around all the technical tools a company has and get to the human at the end? And that is happening beyond one surface area. It's not just email anymore. There's other ways that attackers are finding them. And AI has made it tremendously easy and powerful for attackers to do that.

Erick Espinosa: That kind of sets the stage thinking about, because when a lot of people think about when AI started becoming a thing, it was during the pandemic. And then that's when people were working from home.

So there's this relationship in terms of when the technology started kind of like, thriving and growing really fast. And then when people were actually doing things at home and it became this kind of like this relationship in order for them to basically kind of open doors and access companies in other ways.

And I found this quote here. It's kind of interesting. It speaks to last year. It says, in 2024, 90% of US companies reported that they had been targeted by cyber fraud and generative AI tactics, such as deep fakes or deep audio, rose 118% year over year. So that number kind of is, I mean, it's mind-boggling.

And you think now, even just this year, when you're seeing deep fakes, I think Banana was the one that I just saw most recently. And I just started playing around with Sora and the fact that it looks so real, it's really hard for people to be able to differentiate what's real and what's fake.

But apparently with that same study, it says, despite the growth and success of cyber fraud methods, most executives report confidence in their, basically 90% confidence in themselves and 89% confidence in the ability of their employees to spot deep fakes, business email compromise that you mentioned, the scams, and other advanced fraud attacks.

I feel like that's a high number that they're very confident. But do you think that number reflects, I guess, the companies that you've connected with or that you found that you feel like maybe they're starting to realize, no, actually there's a problem here?

Sanny Liao: Yeah, I think sometimes people don't know what they don't know, right? So you can only speak to the attacks that you may have detected, but not necessarily ones that have bypassed. It's interesting that you talked about deep fake as something that a lot of companies deal with.

If you remember last year when KnowBe4 talked about how they accidentally hired a North Korean fake IT worker, so of course it made headlines, you should feel free to look it up. It's actually quite crazy that a North Korean fake IT worker basically pretended to be a software engineer and got hired by a security company.

So when that happened, we actually talked to a bunch of security leaders that we knew, and what shocked me was that about half of the security leaders I talked to told me that, oh, this is not new. We are already being targeted by this.

There was one company where they have a very strong brand. They're really kind of out there in the news quite a bit. They even said that they actually they're hit by this type of attack almost every single month. And what we saw was that the more a company has remote workers, which is something that we've seen really changing a lot in the last couple of years, the more they are vulnerable to these type of fake identities and fake employee attacks.

Erick Espinosa: So that actually leads to the first threat, which was synthetic identities and fake employees. And like you mentioned, apparently it's been around for years. But what is really changing now?

I imagine with this type of thing that most of the companies that would be targeted would be IT companies because a lot of them work with employees across different countries, right?Or in different regions. What do you think is changing right now that's making it even more of an issue?

Sanny Liao: Yeah, I mean, it's just as attackers, actually, they are creatures of opportunity, right? So with the introduction of AI, what it has actually changed is that it made it very, very easy for attackers to execute on a fake employee type of attack. A lot of companies, right, if they are hiring more workforces, they're really relying on a couple of verifications to figure out who these people are, right?

They're looking at their resumes. Maybe they're doing a background check. But all those things are actually very easy things to deepfake now with the assistance of AI. The Nobi, for example, was a good one where they actually went through all the vetting, right?

They even looked at this guy's driver's license, but all of that was deepfaked. And that, of course, led to actually a huge incident because once the attackers are in, they now are treated as a normal employee.

They have access to your data, to your systems. So in the least worst case, they're doing it because they're trying to kind of make money, right? By having, you know, pretending to be someone else to get a job. But in the more egregious cases, they're getting in there because they want the access to your systems.

They want access to your data. So it's, you know, it's basically like the, it just, we, AI made it a lot easier for attackers to successfully execute on this type of attack.

Erick Espinosa: And with that information, I guess they could do ransoms. They could ask, obviously, for large amounts of money. What checkpoints, I guess for a smaller business, what type of checkpoints do you think they need to focus on to have them catch cases like this that can potentially be, I guess, somebody posing as somebody that they're not to potentially get a job?

Sanny Liao: Yeah, yeah. So I would actually recommend for these cases, the AI technology has gotten so good that it's almost impossible to completely tell who's a fake person versus a real person over Zoom or phone call, right?

Even before, if you remember like a year ago, if you actually had someone move their face, put a hand over their face, a lot of the AI technology then they start kind of glitching out. That's actually no longer the case.

The AI technology has gotten so good that that doesn't really cause an issue anymore. So I would actually recommend that anyone who's doing remote hiring, you need to actually have a process where you're doing in-person verification of identity.

Erick Espinosa: Okay. So like physically have somebody, I guess maybe hire somebody in, I don't know, like a trusted third party maybe to go and meet the person, collect documents, things like that?

Sanny Liao: Exactly.

Host (Erick Espinosa): Okay. That's smart. And then the other one that you'd mentioned here is AI generated social engineering. Can you explain what that is exactly, what that looks like in picture?

Sanny Liao: Yeah, absolutely. So when most people think about social engineering, they are thinking about a email they receive, right? Or a WhatsApp they receive where they are being kind of tricked into clicking a link, you know, send a gift card somewhere, etc.

But what attackers have actually figured out is how to use AI in very creative and powerful ways to make social engineering attacks a lot more powerful and actually a lot more scalable.

So what I mean by that is that there's the obvious one, which is, hey, we're seeing that attackers are using AI to deep fake voices. So for example, in the latest Shiny Hunters attack, there were research where they found that attackers are using AI to actually impersonate individuals when they are impersonating to help that specifically when they are calling employees to actually get their, to get them to install a Salesforce app and whatnot.

That's the obvious one, right? Like it's like, yes, AI is really great at deep faking stuff. What the not obvious one that's happening that's actually impacting everybody is that attackers are also using AI to help them do research a lot better.

So I'll give you an example. So in the Shiny Hunters attack, the way attackers, the way they actually found their targets is they looked for companies that use Salesforce and they looked for people who have Salesforce access. Now, you know, if I was doing this one by one, right before AI, it actually takes, it's like a non-trivial amount of work for me to figure out who's using Salesforce, right? There's a lot of people that use Salesforce. There are a lot, right?

But for me to pinpoint down who exactly, which companies use Salesforce and which are the individuals who had this access, it takes a bit of work. Now with AI, that type of research is almost instant.It's knowledge on tap, right?

So that's kind of the example where you can assume that attackers are actually using AI to do this mass reconnaissance so that they can then figure out what is like the most targeted attack they can execute that's going to give them the biggest return.

And the unfortunate part is that like this is something that you can't stop attackers from using AI, right? They're extremely motivated to do so, but it just means that all the attacks we're receiving are going to be a lot more personalized and targeted. And it's going to be a lot more, a lot more convincing for the recipients as well.

Erick Espinosa: I kind of connect that to like, I mean, companies now, even when they want to personalize information, I guess to target customers, you know what I mean?

Like a lot of the information is online and it's just easy access. And, you know, AI could basically just collect that information and tell you a story about that person automatically. Is there any, I guess going off of that, is there anything I guess online that you would recommend that companies don't kind of share?

Because like, how would they find that these companies are using specifically Salesforce?

I imagine that's information easily, like readily available online, no?

Sanny Liao: That's quite easily available. If I were attacker, it's pretty easy to look up, hey, if a company is hiring for, for example, Salesforce developers, that's a telltale sign, right? That they are using Salesforce and, you know, every company have to recruit.

So these jobs are publicly available.

So there's, I think there's some amount of risk, right, that we can mitigate...

Erick Espinosa: There's always going to be some activity we can't fully stop. Attackers will get access to certain information. One example you mentioned is the Shiny Hunters vishing attack. Am I saying that right?

Sanny Liao: Yes. The attack is still unfolding. It first came out in the news when Google, Adidas, Workday and a few others reported that attackers targeted sales teams with access to Salesforce. They used two tactics.

They called employees while pretending to be IT support and convinced them to install a malicious third-party app. That gave the attackers access to Salesforce, which exposed client emails, contact information and other data. The biggest impact was the loss of trust between companies and their clients.

The group also pretended to be HR and used that story to get employees to reveal personal information. That let the attackers bypass MFA and get deeper into Salesforce.

More recently, they compromised accounts belonging to Gainsight employees and inserted malware into a Gainsight Salesforce extension. Gainsight is widely used, so that created another wave of data loss.

Erick Espinosa: I imagine the employees felt violated. When you meet with companies, what should founders or employees watch for when they get calls or emails that feel off?

Sanny Liao: If someone calls claiming to be IT support or HR, don't trust it. Almost no legitimate IT or HR team will call you out of the blue. If you're unsure, hang up and call back using the number you already know belongs to your company. Treat every unexpected call with suspicion.

Erick Espinosa: What about Slack? Could attackers get in there by pretending to be someone from a vendor and message employees?

Sanny Liao: Yes. We've seen attacks happen over Slack, WhatsApp and other channels. Many international companies use WhatsApp heavily. Attackers follow whatever platform you use. If you're on Slack, they'll look for you there. If it's Zoom or WhatsApp, they'll try those too. Once companies get better at handling phone-based phishing, attackers shift to the next channel.

Erick Espinosa: The third threat you mentioned is vulnerabilities created by insecure AI usage. This one is common. Can you walk through the Shai-Hulud example and what insecure AI usage looks like?

Sanny Liao: Insecure AI usage is a major concern. Every company is adopting AI to stay competitive. The ones who adopt it quickly and correctly will have an edge. The problem is that rapid adoption creates new vulnerabilities that companies never had to deal with before.

The recent Shai-Hulud attack targeted NPM packages. Attackers compromised GitHub accounts of open source contributors and slipped malware into widely used packages. Most startups rely heavily on open source, so when they pulled the latest versions, they unknowingly pulled in malware.

This connects to AI because tools like Cursor and Claude Code make coding faster and more automated. If you rely heavily on AI to write or review code, you may not notice what packages are being added or how they behave. Without deliberate oversight, it's easy to miss these risks.

Asana also reported a flaw in their MCP server. Tenants could accidentally access each other's data. There's no established playbook for building these AI-driven systems, so companies are learning as they go while moving fast. That creates new vulnerabilities by design.

Erick Espinosa: It reminds me of the crypto era. People rushed in, got sold products by people trying to make quick money and ended up exposing themselves. Now you see the same with AI tools that ask for deep access to company data. Have you seen cases where companies jumped into AI too fast and realized later they made themselves vulnerable?

Sanny Liao: Yes, and there's no simple solution. It's not just small third-party AI tools. Even large enterprise AI products ship with new vulnerabilities. Google launched its coding tool and a vulnerability was found the next day.

AI is new and everyone wants to move quickly, so issues are going to happen. There was a well-known case in 2023 when a Samsung developer uploaded the entire company codebase into a personal ChatGPT account. The personal version uses data for public training, so the code became publicly accessible. Samsung couldn't get it back. That wasn't an attacker. It was an unintentional mistake during early adoption.

Both intentional attacks and unintended misuse create real risks. Companies need AI to stay competitive, but the pace of adoption is amplifying vulnerabilities.

Erick Espinosa: I think you're also a great example of how AI is creating new jobs. While there are attackers, there are also new opportunities in this field. Security roles have always been needed, but now people see the value more clearly. For anyone interested in getting into this space, it feels like a career that isn't going away anytime soon.

Sanny Liao: Absolutely. This is a really exciting time, especially for people who are just entering the workforce. No one has a degree in how to use the latest AI tools. It's a blank slate. You have the chance to learn cutting-edge tools, come up with creative ways to apply them, and create value for a business. It's a great place to be.

Erick Espinosa: I agree. Sanny, thank you for your insight and for breaking this down. You gave our listeners a clear view of how attackers are stepping up their game. For anyone who wants to learn more or follow your work, what's the best way to find you online?

Sanny Liao: You can find our company at fablesecurity.com. I'm also on LinkedIn. Feel free to connect with me. I enjoy talking about cybersecurity and the latest AI threats. Always happy to have those conversations. more

Career development

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Craft my cv


My goal is to move into a new senior-level technical role, and I need my current résumé elevated so it speaks directly to hiring managers. while remaining clear, concise, and results-focused. You will receive my existing résumé plus a brief outline of recent accomplishments and preferred job descriptions for context. From there, refine the narrative, sharpen the metrics, weave in relevant industry... keywords, and present a polished document ready for submission. Deliverables (all editable): * Final résumé in US-letter Word (.docx) and matching PDF * Concise, two-sentence professional summary option for LinkedIn use * One revision round to fine-tune tone or emphasis The finished draft should feel senior, technical, and impact-oriented, making it obvious why I belong at the top of the interview shortlist. more