Justin Brooks


Career development 3d
Hey! I’m 18 and in my third year at a humanities college. I feel like it’s time to figure out what I want to do for work, but I still don’t really know what I like. I’m not into IT, it’s just not my thing. I’m more into organizing events, maybe being a host or a commentator. Any advice on how to figure things out and find something I actually enjoy?

3   

  • ENEJO ABU

    3h

    You are an event planner, go for it please

  • Renee Ingram

    2d

    Humanities degree holder here! Take advantage of being a student and intern everywhere! By everywhere, I mean the public, private, non-profits,... for-profits, etc. Build your experience and make friends everywhere you go!  more

    2
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Emily Whittemore


Career development 6d
Hello! I’m a pharmacist at one of the pharmacy chains. When I took this job, I specifically chose a position that came with a company car, partly because I hoped to use it occasionally for personal purposes. My boss recently learned about this and has made it clear that the car cannot be used for anything outside of work, even if I cover the fuel costs myself. I’m struggling to understand why this... is such a problem. Without the ability to use the car personally, I’m finding that this job isn’t very appealing to me. I’d like advice on how to continue the conversation with my boss in a professional way.
Thanks more
5   

  • ENEJO ABU

    3h

    Good evening,

    My kandid advice is that you should forget about the company's car and focus on how to get your own.

  • Jamey Murphy

    4d

    You using the car for personal use also increases the depreciation value; along with increasing the need for maintenance costs, etc. If you were to... use it for personal use, you would need to cover a portion of the maintenance cost of the car. Your putting miles, etc.  more

    2
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Zachary Dean


Career development 1w
I am the deputy principal at an elementary school, and recently, parents of first-grade students have brought up a concern. The issue is that their teacher needs to eat small, frequent meals every hour due to her health condition, but young children find it difficult when the teacher is constantly eating during lessons.
I want to be sensitive to her health situation and avoid causing her stress,... but I also want to address the concerns of the students and their parents. Could you advise me on who I might consult regarding this delicate matter?
Thank you for your guidance.

 more
6   

  • Zahra'u Ibrahim Waya

    5h

    Actually if the teacher is good you can do one thing. You can split her lesson into 30 minutes to have a break. Another person will over look the... class for 10 minutes break to eat her food in staff room to avoid the children to understand her health problem. At the same time you can advise her to seek medical care . more

  • Bukari Tunsung

    16h

    You can let the parents know of her condition.
    Also seek consent from teacher before you make it openly known to them.
    If the teacher maybe not like... it that way, let her know the situation so that she can always find a place to take the food. more

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Anonymous member


Career development 4d
MY FRIEND WENT I AN INTERVIEW AND HE WAS DECLINED BECAUSE OF POOR RESUME DESIGNED WAS THAT NECESSARY
1   

  • Calvin Mulligan

    8h

    I'm curious. Let's pretend you're the HR recruiter. What if the job required a relatively higher level of organization and presentation skills and... attention to detail was considered essential to job success. You have three applicants with equivalent credentials and experience. Would you take the relative quality of their resumes into account?  more

  • Black Santana

    18h

    no not at all

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Career development

 1d

Employee recounts tense interview where HR compared salary negotiation to haggling at a restaurant: 'I was shocked...'


An employee shared a bizarre experience during a recent job interview on Reddit, highlighting how interviews have changed over time.

The employee, with eight years of work experience, was exploring new opportunities for better pay while still being employed.

"Interviews have gotten so much weirder," the caption of the post reads.

According to the post, the first stage of the process... seemed straightforward. A recruiter called and mentioned a specific salary, asking if it was suitable. The employee confirmed that it was.

However, things took an unexpected turn during the interview with the HR manager and a department head.

During the discussion on pay, the employee quoted the same figure shared with the recruiter. The HR manager responded that the budget did not match that number, but the employee was open to negotiation.

At this point, the interview took a sharp turn. The HR manager reportedly said, "When you go to a restaurant, do you haggle over the price on the menu? It's not professional to negotiate."

Despite the strange encounter, the company later called the employee for the next round. The employee then decided not to move forward with the company.

"I feel like this whole charade was just a power play to try and lowball me on the salary from the start. I was honestly shocked," the employee adds.

The post quickly drew attention online, with many people expressing disbelief and sharing similar experiences.

Some called the HR's comparison to restaurant haggling "bizarre" and "unprofessional," while others praised the employee for standing firm on salary discussions.

One of the users commented, "Should have said no, I don't haggle, but I certainly may leave and never come back if the prices don't suffice for my budget".

A second user commented, "That's really strange and frankly a big red flag."

"They were trying to demean and lowball you all in the same call. Red flag dodged," another user commented. more

  • Calvin Mulligan

    52
    8h

    It reminds me of what is very common in auto sales where haggling is an accepted part of the purchasing process. The novice may prematurely conclude... that he/she has offered the sales person an acceptable price when the sales person says "Now I have to sell this offer to my manager" trick. Whereupon he/she disappears into an office and returns with "My manager says we're close ...he's prepared to let it go for (fill in the blank)." Typically it's a higher price that the novice's initial offer.  more

Jaxon Hastings
Career development 1d
does anyone know what lets just be friends mean in a relationship
1   

  • Calvin Mulligan

    52
    8h

    At the risk of reducing this to a dating/coaching platform, it typically means let's keep our relationship on a platonic or non-romantic level.

Career development

 9h

AfroTech 2025: Building Black futures in a time of tech uncertainty


When Janine Fleming walked into the AfroTech Conference, she wasn't just looking for a new job opportunity; she was looking for answers.

The recent Stanford graduate, who studied Science, Technology, and Society, had spent months sending out résumés that seemed to disappear into a void. Every application felt like a gamble against algorithms.

"I've been told a hundred times, 'Make sure your... résumé fits the ATS format,'" Fleming said, referring to automated tracking systems used to scan applications. "You send it off, and sometimes you get a rejection, or nothing at all."

Fleming is part of a generation of Black professionals trying to enter the workforce just as the tech industry undergoes another seismic shift. Despite graduating from one of the nation's top universities, she's found the path to opportunity obstructed by layoffs, automation, and a hiring process that feels increasingly less human.

In 2024, more than 150,000 jobs were cut across 549 companies, according to the independent tracker Layoffs.fyi. This year, an additional 22,000 tech workers have already been laid off, with a staggering 16,000 cuts reported in February alone.

And while some of those cuts are tied to cost-saving measures, others are linked directly to automation. A World Economic Forum report found that 41% of companies worldwide expect to reduce their workforce over the next five years due to artificial intelligence.

"I'm concerned," she said. "It's like a black box, you don't know what's happening on the other side. And if AI is replacing early-career roles, what happens to the people who need those roles to grow?"

That uncertainty is part of why AfroTech's return to Houston, for the second consecutive year, feels so significant. The massive conference, which began as a small networking event in 2016, has grown into one of the largest gatherings of Black professionals in technology, venture capital, and entrepreneurship.

April Bradley, a cloud engineer with over two decades of experience in IT, views AfroTech as a reminder that surviving in tech means staying adaptable.

"One thing about tech, you have to be open-minded," Bradley said. "It's easy to get comfortable in your role, but the industry doesn't stop. You have to keep learning, even outside of work."

Bradley credits her longevity in the field to continuous education and accountability. She says certifications, reading, and mentorship are crucial tools, especially for young Black professionals navigating an industry that's constantly in motion.

"Certifications are markers," she explained. "They're goals that keep you sharp. And reading, that's something I tell everyone. Every great leader I've met always has a book they're reading."

For Carlynne Greene, AfroTech represents possibility. As a career coach turned content creator, she came to Houston from Dallas to learn how to scale her business and to prove that Black women can claim space in the tech ecosystem as creators and entrepreneurs.

"I want to build a team and take my business to the next level," Greene said. "Right now, I do everything myself, but AfroTech motivates me to see what's possible when you collaborate."

Greene says the layoffs she's seen among her peers, and even her followers, have made her more intentional about helping others pivot.

"A lot of people in my audience have been affected by the cuts," she said. "So I started creating videos about six-figure careers that are less likely to be replaced by AI. It's about helping people see that there are still opportunities, they just might look different now."

She sees artificial intelligence not as a threat, but as a tool -- one that Black creators and professionals must learn to use before it leaves them behind.

"AI is like a double-edged sword," Greene said. "There are positives and negatives, but AfroTech does a great job helping people navigate the positives, how to use it, and optimize it, so our community isn't left out of that conversation."

Kyle Harris is betting his future on that same optimism. The 29-year-old founder launched his company, Paradigm, just two months ago after leaving a corporate job.

"There's a lot of fear around AI taking jobs," Harris said. "But I'm looking at it from the other side; how can AI improve our social standing? How can it close the gap between the working class and entrepreneurs?"

AfroTech is both a classroom and a launchpad for Harris. He didn't know what venture funding or startup capital was a few months ago. However, the conference encourages him to learn from others who share his background and are already succeeding in this space. He believes that as automation reshapes industries, Black innovators must shape what comes next, not just react to it.

"AfroTech gives us access," Harris said. "People who are established, people just starting out, we're all learning together. That's how we grow."

AI may be rewriting the rules of work, but for thousands of Black tech professionals, they're not waiting to be written out of the story.

"I'm hopeful," Harris said. "Cautiously, yes, but hopeful. AfroTech reminds me that we're still here, still showing up, still building." more

Career development

 10h

'Looking For An Internship': Young Student Seeks Help From French President Macron At Paris Peace Forum 2025 | WATCH


At the Paris Peace Forum 2025, a wholesome exchange between French President Emmanuel Macron and a young student has gone viral, after she confidently approached the President to ask for an internship with his team, complete with her résumé in hand.

In the now-viral clip circulating on social media, the young woman can be seen walking up to Macron and saying, "I previously worked at the French... Chamber of Commerce and Industry in Morocco when you visited last October. I'm now looking for an internship."

WATCH VIDEO:

Clearly impressed by her initiative, Macron responds with a smile, "Did you bring your résumé?" The student quickly hands over the document, to which the President remarks, "You seem very well prepared."

As he briefly scans her CV, Macron asks, "How long are you looking to intern for?" to which the student replies, "Six months, with your staff members." The crowd around them can be heard reacting with admiration and amusement at the young woman's confidence and composure.

The brief but warm interaction has since gone viral, with users online praising the student's boldness and professionalism. The moment has already become a standout highlight from this year's Paris Peace Forum.

Paris Peace Forum

The Paris Peace Forum is an annual event that convenes global leaders, organizations, and citizens to discuss and find collaborative solutions to pressing global challenges, focusing on global governance and reinventing diplomacy. more

Amanda Hollingsworth


Career development 2d
I’m not an ambitious person, I just want a normal, calm job and I’m not chasing promotions. But my boyfriend keeps nagging me every day about why I don’t try to please the boss, don’t take overtime, and don’t agree to work weekends when they ask. He keeps saying I need to build a career and make more money.
Honestly, I’m starting to wonder if I should even stay with him, because I don’t want to... plan anything serious with someone who’ll keep pushing me to work like crazy, while I just want a job I actually enjoy. What would you suggest?

 more
5   

  • Erin Riggers

    12h

    I recommend that you ignore all of the misogynists that are telling you to be more submissive to your boyfriend's wants and needs.

    I was married for... ten years and that relationship ultimately failed because my husband was more concerned with planning for the future I'm very much rooted in the present moment, and thus more concerned with the quality of my experience as I'm having it. I felt that there was little sense in focusing on things out of my control such as planning for a future that had no promise of ever happening, and this difference in our perspectives was ultimately too great to reconcile.

    There are plenty of fish in the sea that will share your perspective and be supportive of it, so don't waste your time with someone who doesn't think you're enough the way you are.      more

  • DAVID KUGONZA

    15h

    I suggest you need to make yourself well understood by the person you want to stay with in your life, sit down and talk about the issue, he will... understand who you are.... more

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Dylan Hudson


Career development 1d
This question is probably for programmers - is it really possible to teach yourself programming or design? I’ve tried hard, but I still can’t seem to make good money. Could you recommend which programs or skills I should learn to get a job?
Thanks!

2   

  • Erin Riggers

    12h

    What languages have you learned thus far? Are you trying to freelance or are you employed by a company? It's hard to know what to recommend without... knowing where your existing foundation lies.

    I'm a self-taught programmer turned data analyst and 27+ years into my career, so I'm living proof that it's absolutely possible.

    You mentioned design so I will assume you have some creative aptitude along side your development chops, and one thing I can say with certainty is that people will never stop wanting to see things wrapped up in a pretty package. No matter how skilled you are at something, the way you present it will often be the deciding factor, so make sure your portfolio looks sharp (and *definitely* make one of these if you haven't already!), and don't neglect to give your resume the same visual polish. You'll present as more mature and experienced with these things dialed in, and they'll do a lot of speaking for you too.      more

  • Frederic Mora

    18h

    Yes. Start with brilliant.org. Continue in a specialization with boot.dev. I don't recommend web development for a beginner as it is very complex to... get in. more

Career development

 13h

Your horoscope for Oct 31 - Nov 6


Your spot-on horoscope for work, money and relationship from Guru by the Bangkok Post's famously accurate fortune teller. Let's see how you will fare this week and beyond.

Mar 21 - Apr 19

(⏰) A sudden shake-up will result in more challenges, while an old task or two may need to be revised. Your boss might send for you to clean up a long-buried mess. You can manage your energy, workplace... relationships and expectations with ease. The sweet reward at the finish line will make it worth your while.

(₿) Someone in your network will drop valuable insider info. You have good control over your spending and are ready to adjust your budget when needed. Scammers won't stand a chance against your sharp instincts. Watch out for financial friction with close ones.

(♥) Couple time might get shrunk due to conflicting schedules, while mounting responsibilities pull you two in different directions. A surprising windfall is on its way to you both, but it could be a double-edged sword, stirring envy and causing disputes.

(⚤) Someone financially stable and seemingly perfect might sweep you off your feet with sweet words and heart-fluttering moments. Yet something about their mystiquewill raise a few questions. Watch for red flags before investing your emotions further.

Apr 20 - May 20

(⏰) You'll pick up new tools and tech like a duck takes to water. Your creativity, timely decisions and clear communication are your superpowers as you lead your team. Challenges are your growth opportunities, while conflicts turn into collaborations. Success brings higher expectations, so brace yourself for higher pressure.

(₿) You'll trim the fat from your budget by cutting unnecessary subscriptions. Good news or a golden opportunity will bring you money and relief. Financial negotiations are destined for win-win outcomes. If debt or legal matters have been weighing you down, solutions are on the horizon.

(♥) You divide your time and energy between me-time, couple time and your social life well. You and your partner tackle responsibilities like true teammates, sharing the load and the laughs. You two are each other's anchor and wise sage. We hear wedding bells ringing.

(⚤) You meet potential love interests IRL and online. However, none really captures your attention. You're expecting more and not ready to settle for less. You know what you want.

May 21 - Jun 20

(⏰) Office drama becomes predictable and you'll handle them with ease. High-maintenance people become easy to please. You'll easily adapt to new tech and complex systems. You wrap up work faster than usual, but don't expect downtime. Teammates will ask for your help and your boss might ask you to show newcomers the ropes. Farm good karma and elevate your office status.

(₿) The payoff will match your hustle. You'll nail the money game with a better saving-spending balance, due to either stronger financial discipline or a new financial goal. A friend from afar might drop a money-making opportunity that's big and challenging. It could open up new horizons for you.

(♥) Lingering issues with your partner start to ease. Expect low-key, peaceful and romantic moments that recharge both hearts. Older cousins and parents may nudge you two towards weddings or babies, but you two stick to your own pace. Your relationship timeframe is your business, not theirs.

(⚤) A new potential romance could pop up, but brace for some bumps, like different cultures or language barriers. Also, an old flame could come back to awaken familiar butterflies in you. Just remember, you broke up with them for a good reason. Some heart flutters are fine, but don't fall for old feelings.

Jun 21 - Jul 22

(⏰) Your killer performance will catch the right eyes, bringing you a coveted project or golden opportunity. Pressure and expectations won't break, but sharpen you. You'll be able to navigate drama, politics, and blame games. You're always one step ahead. The stars are blessing you with a protective shield, warding off snakes and toxic vibes.

(₿) Your financial stability will improve. An unexpected income or windfall is on the cards. Beware a barrage of Halloween and entertainment spending temptations. The urge to splurge is real. Incurring credit card debt for fun things is the scariest thing.

(♥) A nosy neighbour or chatty cousin could stir tension between you two. Oh, you already know who they are. A Halloween party or your social media posts might trigger your partner's jealousy and spark suspicion of microcheating. Communication with them will require extra care.

(⚤) You might find yourself chatting with folks who're on and off the gender binary. Certain moments could leave you feeling flirty and/or question your orientation. Listen to your heart and let yourself explore without judgment. This might be your destined week of self-rediscovery.

Jul 23 - Aug 22

(⏰) Your grind brings the recognition you've been chasing. You'll be able to navigate any curveballs and sudden shifts. Higher-ups are eyeing you for bigger projects. They're on standby to help you with resources and support. They may address a hidden issue in your workplace. Pitching or job interview coming up? Expect good news.

(₿) You keep more cash, giving you more peace of mind. Daily expenses and surprise bills won't knock you off balance. Expect a friend to present a tempting but tricky money-making opportunity. Research thoroughly because risk could lead to handsome rewards.

(♥) Couples get to spend more time together due to more shared responsibilities. You two always support each other and resolve any disagreements quickly. Cousins might irk you two by bringing up weddings or babies but you two are working on your own timeframe.

(⚤) Work, travel or a change of scene may bring you fresh faces, but no sparks. Already seeing someone? Expect zero progress and a sharp realisation about lifestyle differences. Truth is, you won't lose sleep over losing them.

Aug 23 - Sept 22

(⏰) Be ready for immediate challenges and behind-the-scenes chaos. Toxic colleagues and demanding clients will test your limits. But your patience, cool head and relentless drive keep you on track with your weekly goals. The sweet payoff waiting at the finish line will make up for every draining moment you experience.

(₿) The insurance payout, refund, or payment you've been waiting ages for is finally arriving. Fresh financial opportunities could come in from your associates or allies. You'll be able to handle daily expenses and debt payments with ease. Just watch out for the Halloween hype and entertainment temptations.

(♥) Despite your jam-packed schedule, you find time to appreciate your partner. Disagreements won't get dragged on. They may even lead to a deeper understanding. You two might kickstart a healthier lifestyle. Your sexy time is the right mix of spicy and sweet moments.

(⚤) You enjoy getting to know potential love interests of the same and opposite sex. You may be more fluid than you think. Listen to your heart without judgment and you may also discover new sides to yourself. Your ex might slide into your DMs strictly for a hook-up.

Sept 23 - Oct 22

(⏰) Drama and conflict won't rattle you. You'll handle and resolve them constructively and amicably. Your output will smash through benchmarks and exceed expectations. Bigwigs have their eyes on you for bigger projects with full support and resources. Any competition coming up? You'll emerge victorious.

(₿) Your hustle pays back with a sizeable income that makes up for every drop of sweat. The prospects of a new income stream, financial backing and fundraising look promising. You can afford little luxuries without feeling guilty. If you have debts, you'll get rid of at least one of them.

(♥) Your love is about to level up. Expect tender moments that help you and your partner truly see each other, flaws and all. Differences won't divide; they'll deepen your bond. Unmarried couples may bring up their plan to wed or engage before their parents to seek their approval. They may even offer to help pay or the cost.

(⚤) Your cousin, close family friend or bestie might play matchmaker and introduce you to someone on your level, but your heart remains disinterested. Already chatting with someone online? They take this getting-to-know-each-other phase too seriously and you want out.

Oct 23 - Nov 21

(⏰) Your communication with colleagues and clients will be surprisingly smooth. It's a perfect time to clear conflicts and resolve hidden issues. Challenges will result in fresh starts and stronger teamwork. Your team project becomes a big success, calling for a small celebration. Job interview coming up? Expect good news.

(₿) Seeking extra income and negotiating deals will be difficult due to fierce competition and slimmer returns than hoped. Budget smart, skip big buys and be ready for unexpected repair bills. Avoid lending money and never guarantee someone else's debts.

(♥) Shared dreams with your partner will come true beautifully, calling for a celebration. Expect more quality couple time and Instagram-worthy adventures. Fireworks will ignite between the sheets. Disagreements will be resolved swiftly. Someone might try to rizz you up, unaware that you're taken.

(⚤) Travel, a swipe or a party could ignite instant romantic chemistry with a new face. Expect a spicy hook-up. Already seeing someone? The spark might fizzle fast and you contemplate ghosting. You might discover they're seeing someone else, too.

Nov 22 - Dec 21

(⏰) Your instincts and imagination will combine, making it easier for you to read situations and come up with smart solutions. You'll be the team's go-to guru, peacekeeper and therapist. Higher-ups will loop you in about a secret project, trusting you with confidential info. Creative entrepreneurs, a golden opportunity has your name on it but expect complications.

(₿) Your search for a new income stream and financial backing will gain momentum. Your money instincts will be on point, especially when it comes to spending decisions. Investors, trust your gut over any hot tips -- it's your best GPS through market mayhem. A friend with a sad story might need a loan. Give them only what you're comfortable losing.

(♥) Faithful couples can expect a few playful disagreements but their communication runs smoothly most of the time. They inspire and motivate each other. If you're two-timing, you may get exposed and forced to choose one and let the other go. Hesitate and you'll end up with none.

(⚤) Next week brings the courage to ditch emotional baggage. Whether it's a lingering ex or a dead-end situationship, you'll finally feel ready to cut ties and reclaim your heart. If you're a relationship person, watch out for players, scammers and fling-seekers.

Dec 22 - Jan 19

(⏰) Your hard work is about to pay off spectacularly with the recognition you deserve. Expect chances to flaunt your expertise in ways that spotlight your value. Both your main hustle and side gig will keep you firing on all cylinders and boost your bank accounts big time. Job hunters, a chance to work in a new city or timezone may pop up.

(₿) Extra income might come your way through someone in your network. You can cover your essentials and little luxuries without blowing your budget. A relative or close friend might ask you for a loan. Your gut already knows there's a high chance they won't repay you.

(♥) Family drama might make you two question whether both your dreams align. You'll snap at your partner's normal behaviour that never irks you before. Steer clear of comparing careers, relationship roles or other couples' Insta-perfect lives. One careless comment could lead to stone-cold silence between you.

(⚤) Someone single in your circle, maybe a friend or a coworker, might hit on you. But you're not feeling it and friendzone them immediately. Already seeing someone? They may ghost you. Sometimes clarity comes with disappointment, but at least you'll know where you stand.

Jan 20 - Feb 18

(⏰) You know how to avoid drama llamas and energy vampires. Their comeuppances are coming so have your popcorn ready. Cutting-edge tools will improve your grind and boost your wins. A fresh wave of hope and inspiration will ignite your vision, helping you connect the dots and spot new possibilities in your career or business.

(₿) Your network is expanding, bringing you insider info, income ideas and hidden profit potential. Financial negotiations may look daunting, but the outcome will be in your favour. You're getting better at managing essential expenses and debt. Flashy ads and tempting offers will lure you into credit card debt.

(♥) Get ready for an unexpected yet delightful twist in your love life. Your relationship will get freshened up. Tension or disagreements will fade fast. If you're navigating relationship challenges, a surprising solution is just around the corner.

(⚤) New romantic spark may get ignited through IG or dating apps but the thrill will fizzle fast. You'll quickly realise they're not your match. If you're crushing on someone already, it becomes clear that you can only be their friend.

Feb 19 - Mar 20

(⏰) Get ready for sudden curveballs and several rounds of assignment revision. Expect backstabbing and blame games from two-faced colleagues. Double-check everything you share. Be ready for lessons in people skills, sharpening patience and diplomacy. Remember that even snakes and difficult people can end up as your unlikely teachers.

(₿) The cost of attending social events thin your wallet but what you get returns could be insider info and yet-to-be-announced opportunity. If you're selling assets for others, a deal looks set to be finalised. Steer clear of gambling; the house always wins. Collectors, beware counterfeits.

(♥) Expect deeper understanding and smooth communication. A simple glance or emoji means more than you think. Meaningful, insta-worthy moments may happen this weekend. Don't be too adventurous during sexy time, or else, you may have to awkwardly explain how you hurt yourself to a doctor.

(⚤) You hold your guard up so high it feels like a private fortress, but one familiar face manage to slip inside. You may meet someone interesting through work but are hesitant to pursue them for fear of being gossipped about. more

Seth Usanga
Career development 4w

Hello Gainrep community, I need help. For the longest time I have dreamed of earning legitimately online , I have tried various things but yet to find success. I need help from someone who has a simple system that actually pays not selling fake courses but actual time in money system where I can earn $200-300 monthly with no gimmick. I would true appreciate genuine tried and tested feedback.
20   

  • Randy Winn

    1
    1d

    Rule 1: anything easy - someone else is already doing.
    That doesn't mean you can't do it too - but unless you have an exceptional advantage or are the... first to try it, you'll be competing with others, driving down your likely return.
    Rule 2: anything hard - is hard.
    That doesn't mean you shouldn't do hard things - truly that is the most reliable way to achieve your dreams - but it means you need to research your idea as much as possible and accept that you're going to be working hard.     more

  • Leo George William Smith

    19
    3d

    We are looking for salespeople if you have any sales experience

    1
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Career development

 18h

Employee Evaluations


Employees are evaluated both on a semi-annual basis and on an assignment or quarterly basis depending on whether the employee is within the Delivery organization or fulfills an internal role. The Semi-Annual Evaluations are completed in July and January of each year and reflect performance for the six-month time period preceding the evaluation. These forms also document strengths and development... needs and serve as one input into the employee's Development Plan. In addition to the Semi-Annual Evaluation, Progress Evaluations are completed for all employees. For employees within the Delivery organization, Progress Evaluations are completed for all assignments longer than two weeks in duration. For internal employees, the Progress Evaluations are completed in April and October and document progress for the preceding quarter. The appraiser completing the Semi-Annual Evaluation should consider the Progress Evaluations when evaluating the employee.

Performance Evaluation Types

The Company's process is built upon two levels of performance feedback: on-going Progress Evaluations and Semi-Annual formal reviews.

* Progress Evaluations: shorter and more frequent feedback about your performance on specific projects and initiatives.

* Semi-Annual Evaluations: a formal compilation of your Progress Evaluations within the context of your individualized Development Plan and The Company's career paths. It is during the semi-annual evaluation process that salary and promotion discussions are held.

Progress Evaluations

As mentioned above, Progress Evaluations are shorter and more frequent, and help ensure that you always know how you are performing. Execution of Progress Evaluations differs slightly depending upon whether you are a Delivery Resource or an Internal Resource.

* Delivery Resources: Progress Evaluations are done for any assignment you have longer than 2 weeks. Your direct supervisor for that assignment, not necessarily a manager, conducts the Progress Evaluation. If you are on a long assignment (e.g., longer than a quarter), a Progress Evaluation is completed at least every quarter - i.e., every Delivery Resource will have at least one Progress Evaluation per quarter.

* Internal Roles: your direct manager completes Progress Evaluations on odd quarters (i.e., in between the semi-annual evaluations).

Semi-Annual Evaluations

The Semi-Annual evaluation represents a culmination of the more frequent Progress Evaluations, and provides a more formal mechanism for measuring performance and career development goals. Additional details of these reviews are included below:

* Evaluation Cycles: January & July of every year.

* Participants: Anyone who was with The Company for 2 months or more during that cycle.

* Evaluators: Your Practice Manager or Career Development Guide conducts your Semi-Annual Evaluation. This Practice Manager or Development Guide serves as your career mentor. He/She is a management-level person who helps you chart and meet your career development goals. For employees fulfilling internal roles, your Development Guide, in almost every case, is your direct manager/supervisor.

Salary Increases

Salary increases coincide with The Company's semi-annual evaluation process, and take effect on August 1 and February 1 respectively. You are informed of salary increases by a letter sent to your home. Please note that salary increases are prorated according to the number of months for which your performance evaluation applies. For example, if your evaluation covers 4 months, your raise is prorated to 4 out of the 6 months. The Company also conducts periodic studies to ensure that compensation is competitive and in line with market demands.

Promotions

Promotion decisions also coincide with the semi-annual evaluation process and are communicated during your formal evaluation discussion.

Procedures for Conducting Employee Evaluations

The performance evaluation process is managed and coordinated on a regional basis-i.e., by the regional resource management groups. These groups support employees within the Delivery organization and employees within internal departments. Please consult the list below if you are unsure of the regional resource manager for your region.

Instructions for Completing the Progress Forms

The job description for the employee being evaluated should always be consulted when completing both the Progress Evaluations and the Semi-Annual Evaluations as well as during the expectation setting process at the onset of a new project. An employee should be evaluated against the criteria set forth in the job descriptions, rather than against other employees at the employee's level.

All of The Company's evaluation forms are derived directly from the job description or career path of the employee being evaluated. The Progress Evaluation forms correspond to the career path of the employee (thus Associate Developers through Senior Developers use the same form) and the Semi-Annual Evaluation form corresponds to the job description or specific role of the employee (Associate Developers, Developers, and Senior Developers each have their own form). Employees within the Delivery organization should use the appropriate forms depending on their career path and title within that path.

Progress Evaluation for Delivery Resources

Who should complete the form: The appraiser should be the individual who supervised the employee on a day-to-day basis during the course of any assignment lasting two weeks or longer. The regional resource management team will identify the appraisers and facilitate the completion and delivery of these forms on an on-going basis. These forms will be completed at least on a quarterly basis.

When to complete the form: A Progress Evaluation should be completed as employees roll off any assignment that has lasted two weeks or longer. These forms should be completed at least quarterly.

Completing the form: The steps for completing the Progress Evaluation are as follows:

* The appraiser should rate the employee in the various career path and project- related categories based on the rating scale included at the end of this document. The appraiser should comment on the specific responsibilities held by the employee on the project. The appraiser should document, in the "Other Responsibilities" section, any responsibilities that fell outside the norm for an employee at that level within that career path. Once completed, the appraiser should send a copy of the form to the employee for review.

* Once the appraiser has given the completed form to the employee for self-review, the employee should complete the employee comments sections. The employee should cite examples when appropriate to justify his or her comments.

* The appraiser and employee should then schedule a meeting to discuss the Progress Evaluation and make any necessary updates/changes. This discussion gives both the employee and the appraiser the opportunity to elaborate on the various sections of the evaluation, as well as to come to a clear understanding of what accomplishments were achieved. Based on this discussion, the appraiser has the option to change his/her ratings. The appraiser is not, however, required to change ratings where there is a difference of opinion. The employee also has the option to change his/her written comments.

* Once the employee and appraiser have discussed the evaluation, both individuals must sign and date the evaluation form on the last page acknowledging that the discussion has taken place. Signature does not necessarily signify agreement between the two individuals.

* The appraiser should forward the completed, signed Progress Evaluation to the regional resource manager.

Progress Evaluation for Internal resources

Who should complete the form: The appraiser should be the employee's direct manager. The regional resource management team will identify the appraisers and facilitate the completion and delivery of these forms on an on-going basis.

When to complete the form: A Progress Evaluation should be completed for all Internal resources for quarters that are not followed by a Semi-Annual Evaluation. These will be completed in April for the period January through March and in October for the period July through September. The regional resource management teams will monitor the completion of these forms.

Completing the form: The steps for completing the Progress Evaluation are as follows:

* The appraiser should rate the employee in the various career path categories based on the rating scale included at the end of this document. The appraiser should comment on the specific responsibilities held by the employee that quarter. When appropriate, the appraiser should add comments, to support the ratings. Once completed, the appraiser should send a copy of the form to the employee for review.

* Once the appraiser has given the completed form to the employee for self-review, the employee should complete the employee comments sections. The employee should cite examples when appropriate to justify his or her comments.

* The appraiser and employee should then schedule a meeting to discuss the Progress Evaluation and make any necessary updates/changes. This discussion gives both the employee and the appraiser the opportunity to elaborate on the various sections of the evaluation, as well as to come to a clear understanding of what accomplishments were achieved. Based on this discussion, the appraiser has the option to change his/her ratings. The appraiser is not, however, required to change ratings where there is a difference of opinion. The employee also has the option to change his/her written comments.

* Once the employee and appraiser have discussed the evaluation, both individuals must sign and date the evaluation form on the last page acknowledging that the discussion has taken place. Signature does not necessarily signify agreement between the two individuals.

* The appraiser should forward the completed, signed Progress Evaluation to the regional resource manager.

Semi-Annual Evaluation for Delivery Resources

Who should complete the form: The appraiser should be the employee's Practice Manager or Career Development Guide-an individual assigned by the regional resource management team to assist the employee with career planning and development.

When to complete the form: Semi-Annual Evaluations are completed in July for the period January through June and in January for the period July through December. An employee must have been on board for a minimum of two months of the evaluation period to be evaluated in that period.

Completing the form: The steps for completing the Semi-Annual

Evaluation are as follows:

* Before beginning the process of writing the Semi-Annual Evaluation, the regional resource management group will provide the appraiser with all of the Progress Evaluations for that individual for that evaluation period.

* The appraiser should review those forms and rate the employee in the various categories based on the information included in those forms, his/her personal experiences with the employee, the rating scale included at the end of this document, and the appropriate job description and career path for the employee being evaluated. The appraiser should include comments for each category of skill, competency, or responsibility. Written comments are required when either an Exceptional Performance or an Unsatisfactory Performance rating is given.

* Once the written form is complete, the appraiser should forward it to the regional resource management group for review. When this review has been completed the appraiser will be notified that it has been approved for discussion at the employee checkpoint meeting. The regional resource manager may request that the appraiser make changes or clarify comments on the evaluation before approving it for discussion in the employee checkpoint meeting.

* Appraisers should not hold face-to-face meetings with employees until after the employee checkpoint meeting has taken place. All management-level employees will be required to attend the meeting to help decide whether a promotion will take place. Once the employee checkpoint meeting has taken place, the appraiser can move forward and schedule a face-to-face meeting with the employee to discuss the evaluation and the results of the employee checkpoint meeting.

* After the employee checkpoint meeting has been held, the appraiser should schedule a face-to-face meeting with the employee to discuss the evaluation and the results of the checkpoint meeting. During the process of scheduling a meeting, the appraiser should forward a copy of the evaluation to the employee so that he/she has an opportunity to look over the evaluation before discussing it with the appraiser. The face-to-face meeting and discussion give both the employee and the appraiser the opportunity to elaborate on the various sections of the evaluation, as well as to come to a clear understanding of what accomplishments were achieved and document the most crucial development needs.

* Once the employee and appraiser have discussed the evaluation, both individuals must sign and date the evaluation form on the last page.

* The appraiser should forward the completed, signed Semi-Annual Evaluations to the regional resource manager by the designated due date.

Semi-Annual Evaluations for Internal resources

Who should complete the form: The appraiser should be the employee's Development Guide. In almost every case with internal resources, the Development Guide is also that person's direct manager/supervisor.

When to complete the form: Semi-Annual Evaluations are completed in July for the period January through June and in January for the period July through December. An employee must have been on board for a minimum of two months of the evaluation period to be evaluated in that period.

Completing the form: The steps for completing the Semi-Annual Evaluation are as follows:

* Before beginning the process of writing the Semi-Annual Evaluation, the regional resource management group will provide the appraiser with the Progress Evaluations for that individual for that evaluation period. At most, there will be one for internal resources, depending on when the individual joined The Company.

* The appraiser should review that form and rate the employee in the various categories based on the information included in that form, his/her personal experiences with the employee, the rating scale included at the end of this document, and the appropriate job description and career path for the employee being evaluated. Because the job descriptions for some internal groups are not yet complete, appraisers should use our standard "Internal Semi-Annual Evaluation Form" if a job description does not exist for the employee being evaluated. Only the standard employee qualities (which are included in every employee job description) and internal responsibilities (also included in every employee job description) are preprinted on the standard form. The appraiser should document the role-specific responsibilities of the employee being evaluated on the standard form in the blank space provided. The appraiser should include comments for each responsibility or quality. Written comments are required when either an Exceptional Performance or an Unsatisfactory Performance rating is given.

* Once the written form is complete, the appraiser should forward it to the regional resource management group for review. When this review has been completed the appraiser will be notified and the regional resource management group will facilitate the promotion discussion process. Once completed, the appraiser can proceed with arranging a time to meet with the employee to discuss the evaluation. Once a meeting time has been arranged, the appraiser should forward the document to the employee for review.

* The face-to-face meeting and discussion give both the employee and the appraiser the opportunity to elaborate on the various sections of the evaluation, as well as to come to a clear understanding of what accomplishments were achieved and document the most crucial development needs. Based on this discussion, the appraiser has the option to change his/her ratings. The appraiser is not, however, required to change ratings where there is a difference of opinion. The employee also has the option to change his/her written comments.

* Once the employee and appraiser have discussed the evaluation, both individuals must sign and date the evaluation form on the last page.

* The appraiser should forward the completed, signed Semi-Annual Evaluation to the regional resource manager.

A Rating Scale for Employee Evaluations

The rating scale below should be used for each competency, quality, and responsibility. Wherever fitting, the appropriate job description and career path should be used to determine the proper ratings.

EP - Exceptional Performance: Employee consistently exhibited excellent performance and exceeded project performance expectations in core job requirements as well as Employee Qualities. Excellent professional skills and Employee Qualities indicate rapid future advancement.

ATP - Above Target Performance: Employee constantly exhibited high quality performance and achieved core job requirements and Employee Qualities which indicate above average growth potential.

OTP - On Target Performance: Employee effectively met core job requirements and Employee Qualities and displays average growth potential.

BTP - Below Target Performance: Employee met some core job requirements and some Employee Qualities, however lacks some skills which could limit progress if not corrected.

UP - Unsatisfactory Performance: Employee displayed significant difficulties in achieving core job requirements as well as Employee Qualities. Because the results achieved did not meet the minimum requirements of the job, the employee has a low chance of advancing beyond current position.

NB - No Basis: Appraiser has no basis by which to judge the Employee. more

Anonymous member


Career development 1h

What steps to take if need a manager to help with my portfolio?
1   

Anonymous member


Career development 1w
I am a registered nurse with a diploma certificate. currently running my degree with a DLC. my salary can barely feed me and pay my tuition fee. what can i do ?
5   
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Douglas Barnes


Career development 5d
Where have all the good candidates gone? The younger applicants show up with no work experience, yet are very ambitious and expect to step into managerial roles immediately. The older ones, on the other hand, seem worn out and out of touch. Where can I find capable, reliable employees?

4   

  • Adam of City Compost

    23h

    Hello Douglas,

    I'd be happy to learn about the roles you are trying to fulfill. I am a job seeker.

  • anywar dennis

    1d

    There are so many good candidates around, capable and reliable Employees as well..

    The challenge is most companies/management want good candidates,... capable and reliable , Even experienced but want to pay or reward them penants/poorly..

    Just know any product/brand that is cheap, isn't durable and if its durable it must cost a price/expensive.. And if it is both cheap and durable you wont find it easily or get it on time..Incase you find/get it,it won't last -It will move to the highest bidder..

    Hope am making sense..

    Just my Humble piece of opinion/Advice..
     more

    1
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Career development

 1d

3 Strategies to Boost Employee Retention in Property Management - The Official AppFolio Blog


It's time for the property management industry to take a serious look at the issue of employee retention.

At 33%, the employee turnover rate for property management staff is significantly higher than other industries, where the national average is only 25%. This is a serious problem, as the cost of employee turnover is high, at approximately 20% of a midrange employee's annual salary. That means... it could cost your business $8,000 or more to replace an individual making $40k.

Keeping employees engaged isn't easy, and turnover is increasing in all industries. However, by offering your team opportunities to grow their careers, you can keep your best employees longer.

Today's employees value career development opportunities. A LinkedIn survey of 7,523 members revealed that not having a clear path for advancement is the number one reason employees leave one job for another.

But by focusing on career development possibilities, giving employees opportunities to learn new skills, and supporting them during the onboarding process, your property management company stands a far better chance of keeping talent.

The average age of a property manager is 50.1 years, which is seven years older than the average American worker at 43. This means a couple of things: there is longevity in property management, and with longevity comes experience of the industry and the business. But it also means that as older members of the workforce retire, property management companies will need to attract -- and retain -- the next generation of property managers.

Gen Z and Millennial applicants may not come with a lengthy resume, but they are digital natives who have grown up on technology. Typically, they will be able to master new digital workflows quickly, enabling them to provide a better experience for your residents, who expect to find information and customer service via modern, mobile tools. Though they may be inexperienced today, both Millennials and Generation Zers want to start a career path before they hit 30 (51% and 66% respectively).

To build a workforce of employees who are empowered to provide excellent customer service, you'll need to start by providing all the tools, resources and support they need to succeed. Since they highly value the opportunity to learn new skills and grow into more senior management positions over time, you'll need to create a company culture where they can advance their careers.

If you're like other property managers facing this challenge, you may know that your business should make these changes to improve employee retention, but you aren't sure how to get started. Based on recent research, here are three ways employers often fail their employees, and tips for overcoming these challenges before your top talent looks for opportunities elsewhere.

LinkedIn's 2013 Global Recruiting Trends Survey showed a clear disconnect between how HR staff and employees perceived internal advancement opportunities. HR professionals thought employees knew about internal mobility, although only 25% of their workers actually knew about the career paths available within the organization.

To prevent this kind of disconnect, spend time during the onboarding process getting to know your new hires. Where do they want to be in three years, five years, ten years? Think about how you or other leaders within your organization made progress toward career goals, and help your employees see the next career milestone that they can achieve if they put in the work. Don't wait to do this until their annual review -- make career mapping part of the orientation.

Give each new employee a company chain of command chart that shows all roles within the organization from entry-level support workers to top management positions. Together, create a list of short-term goals that create a personal path toward the ultimate position desired.

Make sure your company supports professional development goals. One way to do this is by creating an internal mentoring program. One third of Gen Z respondents to a recent survey identified mentorship as the number one job benefit on the must-have list.

In-house training programs that familiarize employees with on-site technology, property management software, departmental processes and role-specific duties are excellent tools to give staff confidence necessary to deliver superior customer service.

Another sign a company cares about career advancement is adding tuition reimbursement to the benefits package. Explain what skills or knowledge an employee will need to take the next step on their career path. Maybe it's by taking classes, acquiring industry licenses or credentials, or attending professional development workshops. Consider budgeting some money to support them in reaching these goals. After all, career development costs money, but turnover is even more expensive.

One important thing to understand about workers today is that they value experiences over possessions. According to a 2018 report by Expedia, more Americans of all ages are saving for travel, but Millennials are leading the charge at 65%. Offering your employees the opportunity to unplug from time to time also means they will arrive back on the job reenergized.

In addition to paid time off, Millennials and Gen Zers also look for roles where they may work from anywhere. These workers are eager to adopt digital tools such as mobile apps, automation, and communication tools that allow them to get work done away from the office. Modern property management software makes it easy for them to stay on top of communications from prospects, residents, and owners, to provide excellent experiences.

In addition to the tech tools your company offers, also review the company perks package. Here are a few considerations that will help improve employee retention:

Ultimately, employee retention is a problem that can be solved if your organization is willing to make a few important changes.

To avoid losing talent and incurring the high costs of employee turnover, you'll need to create a culture that supports professional and personal growth. Encourage feedback. Provide excellent training and technology to make work more efficient. Ask your employees what will help them manage their workload better and reduce job-related stress.

By taking some time to figure out what your employees need and what changes the company can make to support their goals, your organization will also be more likely reach its own goals in the long run. more

Career development

 1d

What Is "Job Hugging?" The Phenomenon Might Be Hindering Your Potential


It feels good to get comfortable at work. Instead of stressing 24/7, like you might do at a new job, you eventually fall into a cozy groove -- and it's easy to sit there for years. It's something many people do on purpose, especially if they're anti-hustle culture, but staying in the same place for too long can also be a symptom of "job hugging."

Job hugging is when you cling to a position not... out of loyalty or love for your work, but because you're too afraid to move up or move on. According to Sam DeMasse, a career expert at ZipRecruiter, someone who is "job hugging" might feel underpaid, undervalued, or unhappy in their role, and yet they stay anyway because the thought of job hunting sounds awful and unpredictable.

"It's similar to the phenomenon of staying in a subpar relationship because you are afraid of getting back into a dating pool that's really intimidating," DeMasse tells Bustle. Of course, the current job market also plays a role. "The job search is lengthy right now," she says. "It's taking six-plus months to land something, and that intimidates a lot of people and makes them want to lean into the hugging, the cozy, the stability." Here's what to know.

According to a 2025 ZipRecruiter Employer Report, turnover rates have dropped 72% since 2023, which means more workers are staying put. In times of job market friction, it makes sense that no one would want to take a risk by leaving a stable job. "The answer isn't always to hustle and find the next thing," DeMasse says. "If a job feels like a hug, embrace it like a mug of hot cocoa."

Job hugging means staying in a stable, predictable position. It may lower your stress levels, give you more energy for side projects, and it allows you to prioritize other others of life, like your hobbies. That said, it also has quite a few downsides. If you want to leave your job, but are too scared to re-enter the job hunt market, you may start to feel stuck.

According to DeMasse, someone who is job hugging may feel bored, stuck, or stagnant, as opposed to excited, inspired, or challenged in all the right ways. If you wake up dreading the day, take it as a sign. DeMasse also points to burnout, wage stagnation, and lack of skill growth as other side effects to watch out for.

"In these current moments, employers expect you to do more with less."

Unfortunately, many employers also fail to promote employees who stick around long-term, instead choosing to pile more work on their plate, as well as projects that go beyond their job description, according to ZipRecruiter. Before you know it, you're doing the work of five people while still stuck at your original salary.

"In these current moments, employers expect you to do more with less because they're aware that the job market is really difficult and intimidating as a job seeker," DeMasse says. "It's why the onus is on the employee to set workload boundaries and to advocate for a promotion when your scope starts to creep."

If you aren't going to seek out a higher-paying position -- and it's totally understand why you wouldn't want to -- then you might consider asking for a raise as a way to make the most of what you have. "As soon as you notice you're spending 30 percent or more of your time on responsibilities that are not in your job description, it's time to start building a 'business case' for your promotion and raise," she says.

A "business case," which is essentially a brag sheet full of your achievements, is something you can present to your boss when asking for a raise. "Go back to your job description and look at your responsibilities and write down all of the goals that you hit and projects that you led," she says.

Then, add all the ways you've worked beyond the scope of your job description. And finally, ask for feedback from your coworkers, leaders, and clients. "Anytime someone sent you a compliment over Slack, or email, or Teams, log all of that together," she says.

According to DeMasse, employers respond well to business cases that show your impact on the company and how your work has moved the needle, versus asking for a raise for personal reasons. "The ball is still in your court as an employee to advocate for yourself and make it happen," she says. To go back to the relationship analogy, it's a lot like advocating for your needs with a partner.

If you've realized you're job hugging, you can stay put in your position until the market changes, or put a few feelers out and take stock of your options. In fact, DeMasse says job huggers are in the perfect position to start a job search: you're comfortable, you have plenty of untapped brain power, and you can use it to begin dreaming about what's next.

As you bide your time in your current role, you can start to analyze your three biggest strengths. "Know what makes you tick and what differentiates you," she says. "It's like knowing your astrological sign -- it boosts your confidence and it helps you understand where you're coming from and what you bring to the table."

From there, why not start "warming up" your network? That means reaching out to people in your ideal industry to say something like, "Hey, I have my job, but I'm looking for this sort of opportunity and am gathering information. Here's my updated resume with my core strengths." It will feel good to get a few leads.

If you do decide to be bold and take a leap, DeMasse says the best time to put in a job application is on Sunday or Monday. "Most jobs get posted at the beginning of the week," she says. "In today's market, you need to be one of the first to apply if you want to get seen." Who knows? You might end up somewhere totally unexpected. more

Career development

 1d

Inside Brix: How AI Is Rewriting the Business of Hiring


The hiring process has long lagged behind other areas of business transformation. While many predominant industries have become more and more data-driven, recruiting often remains a mix of resumes, referrals, and intuition.

From her years in finance and consulting, Carol Xie saw the consequences firsthand. Companies struggled not because they lacked strategy or funding, but because they couldn't... connect the right people to the problems that mattered most.

That realization led Carol to start Brix, an AI-powered recruiting platform built to help businesses hire with greater precision and speed. The company's goal is to understand why a role exists before deciding who should fill it. By linking hiring decisions directly to business goals, Brix helps organizations find candidates who can create a measurable impact.

The Challenges Of Modern Recruiting

Organizations have been steadily working with digital tools in almost every domain, yet recruiting has continued to remain analogue. Historically rooted in résumé sifting, interview spreadsheets, and human hunches, the hiring process often failed to keep pace with the speed of business change. A recent survey found that just 18% of talent leaders believe their function is fully aligned with business strategy.

The cost of this mismatch can be severe. Failing to place people who can truly fit in with their role means delays in product launches, weaker performance, and rising turnover. The issue is not simply finding "any" candidate, but finding one whose experience, mindset, and track record can directly help solve the challenge the company's pursuing.

Within this context, Carol Xie's early career offered a clear view of the problem. A former certified public accountant who worked at companies like TD Bank and Deloitte, she became witness to many corporate inefficiencies, which weren't due to poorly implemented business models or lack of capital -- they were rooted in talent not aligned with purpose.

Carol distilled this into a principle when she built her next venture: hiring must focus on outcome rather than a checkbox. "Many business problems are actually people problems," she once said, reflecting on her time in structured finance and consulting. The shift from auditing spreadsheets to directing start-ups sharpened her conviction that asking "Does this person actually solve the problem?" is more useful than "Does this person tick the boxes?"

Brix: Redefining Hiring Through AI

Brix is Carol's answer to this long-standing problem. The platform essentially acts as an end-to-end, fully automated recruiting system designed to improve how companies hire.

The process begins when a company inputs its business challenge or uploads a role description. Rather than asking only what the company is hiring for, Brix starts by asking what outcome the hire is meant to achieve. From there, the platform searches across a global database of worldwide verified candidates, with data from verified sources.

Once potential matches are found, Brix's AI agents get to work. The platform takes the company's needs and turns them into candidate attributes, both measurable, like skills and experience, as well as more subtle, context-driven indicators that would align with a company's specific goals. It then scans market data to show where the right talent exists and what competitors are hiring for. Finally, the platform pre-screens candidates, ranks them by relevance, and delivers a focused shortlist ready for interviews.

This structure allows Brix to operate less like a résumé filter and more as an incorporated, collaborative strategist. As Carol puts it, "It's like giving every company a recruiter that understands its business as well as its leaders do."

The system's effectiveness became clear soon after Brix joined HF0, a San Francisco accelerator known for early-stage, technical founders. Within its first three months, the team built a working prototype and began onboarding users. More than half the startups in HF0's 2025 cohort adopted the platform to hire their founding engineers and researchers -- a strong indicator of product-market fit.

That early traction translated into rapid growth. Within a year, Brix scaled to $5 million in revenue and established itself as one of the accelerator's most sought-after startups. Xie attributes this momentum to the platform's ability to treat recruiting not as an administrative function but as a measurable growth driver.

Carol's Approach To Building Teams

As co-founder of the company, Carol aims to reflect Brix's framework when it comes to running the company itself. She builds teams around evidence of execution rather than pedigree. "Focus on what they've done, not what they've studied," she says. For her, adaptability matters more than credentials. A well-known university or company name no longer signals ability in the way it once did. What distinguishes strong performers, she believes, is a curious, interested mindset and the willingness to pick up skills quickly.

Carol applies the same thinking to leadership. "A-players are motivated, not managed," she says. In a small startup, she argues, one driven and capable person can often do the work of an entire team.

That belief has shaped Brix's internal culture when it comes to hiring: roles are tested, fine-tuned, and revisited through constant feedback. Even candidate profiles are A/B tested to see what kinds of people drive the best results.

Brix mirrors Carol Xie's view of how human expertise can benefit from technology without being replaced or superseded by it. "AI can process context at scale, but people still make the final call," she says. "Our goal is to give companies better data so those calls are faster, fairer, and more accurate."

In that sense, Brix does more than streamline recruiting. It reframes hiring as a strategic benefit, one that determines how well a company can grow in the short and long term alike. more

Career development

 1d

Strategies for a Virtual Panel Interview: How to Prepare and How to Act


As if the job search weren't stressful enough, today's employers will often invite multiple decision makers to job interviews. They may do this for efficiency (fewer meetings on the calendar), to get multiple perspectives on a candidates' responses (we're all hearing the same thing at the same time), to assess the candidate's ability to satisfy multiple stakeholders, or for myriad other... reasons.

For the job candidate, the idea of interviewing in front of many people at one time can feel overwhelming, daunting and highly unpleasant.

Then, when you add the virtual (video or audio) component to the job interview with multiple participants, you have the potential for chaos and stress.

Instead of panicking, use the opportunity for a panel interview to position yourself as a viable and desirable candidate.

In advance, when you notice or are told you'll meet more than one person in an interview, get prepared.

1. Research each person who'll participate. You can find their names in the meeting invite or if it's been communicated to you in advance. Look at their LinkedIn profiles - this is not creepy; it's expected. Review their background, experiences and roles at the company. This will help you understand the perspectives and goals in the interview.

2. Consider the viewpoint each panelist might bring. A senior leader, for instance, might want to hear about your career goals and leadership style, whereas a functional manager may ask about your attention to detail and ability to work in a team.

3. Prepare responses and case studies for all different kinds of inquiries. Panelists may throw questions at you that range from behavioral interview questions to technical and skill-based queries, follow-on questions, open-ended narrative questions and more. Any of the panelists might ask any of these, so advanced preparation is vital.

In the interview, refer to these tips to ensure you remain calm, clear and confident:

1. Relax. Yes, this is overwhelming and intimidating, but you can do it. Take a deep, low breath and exhale slowly before you join the meeting. When someone asks a question, seize the opportunity to repeat a deep, low breath (trying not to be obvious on camera) to re-center your emotions before you respond.

2. Smile. Smile when greeted, asked a question, and beginning your response. Friendliness never goes out of style.

3. Make good eye contact. This is tricky since you're viewing a computer screen, and many faces are shown. Instead of watching and speaking to the monitor, look at your camera. It will feel a bit strange - the faces are on the monitor! - but you'll be demonstrating positive eye contact by looking into the camera when responding. It's fine to look at the face asking the question (on your monitor), but when you respond, look at the camera.

4. Pause before you respond. One of the habits people can fall into, in person or via video, is responding too quickly. In a panel interview on video, it's important that the person asking gets the time needed to fully ask their question. If you jump in too quickly, you come across as interrupting.

5. Use their name. If the hiring manager says you can call him Bob, it's fine to respond to his question with, "Thanks for that question, Bob ..." People tend to like to hear their names said out loud. If you're not sure about pronunciation, either ask, or avoid using their name for fear of pronouncing it wrong.

Most panel interviewers understand how overwhelming the process can feel and will offer some latitude to candidates who struggle. If you're composed, professional and friendly, you'll surely make a positive impression in an otherwise stressful situation.

Whether you want to polish your resume, find veteran job fairs in your area or connect with employers looking to hire veterans, Military.com can help. Subscribe to Military.com to have job postings, guides, advice and more delivered directly to your inbox. more