Got an interview for a manager position. They liked the experience on my resume and degree/multiple years of high end retail managing experience —- turns out they are offering 17$/hr.

Navigating the Job Offer: Balancing Experience and Compensation

In the journey of career advancement, receiving an interview invitation for a managerial role often feels like a significant milestone. Recently, I experienced just this – an opportunity to interview for a managerial position at a prestigious grocery store known for its premium offerings and robust profit margins. With a solid foundation of management experience in upscale retail environments and a relevant degree backing my credentials, the initial reaction from the recruiter was positive, setting a promising tone for the upcoming meeting.

However, the enthusiasm waned when it came to discussing the compensation package. Despite the store’s reputation and its high-margin operations, the hourly rate on offer was $17. This figure seemed surprisingly low, especially when juxtaposed against the responsibilities inherent to a managerial position and the potential revenue contributions a well-managed store could secure.

This situation underscores a common conundrum in the job market: aligning one’s experience and qualifications with a salary that reflects their true value. It challenges candidates to weigh their passion for a role against financial realities and often, negotiating skills become as crucial as the expertise one brings to the table.

Ultimately, the decision to accept such an offer necessitates a thorough evaluation of both personal career goals and financial needs. It serves as a reminder that, while gratitude for recognition and opportunity is essential, advocating for fair compensation remains a critical component of career development.

Looking for a job these days is so exhausting…

Navigating the Job Search: Why the Current System Feels Overwhelming

In today’s fast-paced world, the process of finding employment can be overwhelmingly draining. Many are feeling the strain of dedicating countless hours every day to job hunting and submitting applications, only to be met with silence or a string of rejections. The persistence required can be taxing, and when an interview does come through, it often involves several rounds of preparation and intense scrutiny. Yet, despite all the effort, the outcome can be disappointing—either being turned down or experiencing the phenomenon of being ‘ghosted’ by potential employers.

The inefficiency of the job search process is a topic of growing concern. Employment is fundamental to our survival and wellbeing, and yet the hurdles faced in securing a position can be daunting. When the need for work becomes urgent, many find themselves accepting roles that might not align with their skills or values, often at companies that offer less than ideal working conditions or insufficient compensation.

This dilemma raises an important question: how did we arrive at such a challenging—and arguably dystopian—state of affairs? As society continues to evolve, it’s crucial to reflect on the employment system and strive for improvements that simplify and humanize the journey towards gainful and rewarding work.

Found Blexit Job Post for TPUSA on Hiring Cafe

Exploring the Blexit Job Listing on Hiring Cafe: An Analysis

In today’s competitive job market, transparency from employers is more crucial than ever. Recently, a job listing for Blexit, associated with Turning Point USA, was spotted on Hiring Cafe, raising several questions due to its lack of detailed information.

The listing notably omits crucial details such as compensation and benefits, leaving potential applicants in the dark about what to expect. Additionally, it specifies that applicants must pass a background check and sign a non-disclosure agreement. These requirements, while not uncommon, can sometimes signal an organization that values confidentiality, possibly at the expense of openness.

Working with a prominent figure like Candace Owens might be appealing to some, but this opportunity seems to come with certain challenges that prospective employees should thoroughly consider. The combination of undisclosed pay and mandatory NDAs encourages potential applicants to weigh their options carefully.

In summary, while working for a notable organization might seem enticing, it is essential for job seekers to evaluate whether the opportunity aligns with their job expectations and personal values. Transparent communication, especially regarding compensation and benefits, remains a critical aspect of a fulfilling job experience.

Worried about HireRight background checks for Barclays

Navigating the HireRight Background Check Process at Barclays: A Personal Experience

Transitioning to a new job is often a blend of excitement and apprehension, especially when its success hinges on passing background checks. Recently, I found myself in precisely this situation after being offered a BA3 position at Barclays. The offer is contingent upon successful completion of HireRight’s comprehensive background screening.

The Initial Relief of Passing Screening 1

To my delight, I recently received confirmation that Screening 1 was successfully completed, which my recruiter assured me was a green light to resign from my current position. With an unfulfilling job weighing heavily on my morale, knowing I could soon transition to a role at Barclays was incredibly refreshing. The official start date was set, allowing me to move forward with confidence.

Concerns Arising from Online Perspectives

Despite the initial relief, lingering concerns about the second phase of the background checks began to surface. Reading online experiences, where candidates faced hurdles due to seemingly minor discrepancies, intensified my anxiety. Two particular aspects of my employment history began to worry me:

1. Verification Challenges with Previous Employers:
   I needed to provide six years of employment history. Included in this timeline were two brief stints in 2019, each lasting a month: one at a social club and another at a small café. Both businesses have since changed management and ownership, making verification challenging. These roles, functioning without HR departments, could pose difficulties if references are required.

2. Job Title Discrepancy:
   From 2021 to April 2023, I worked at a bowling leisure center. When completing my HireRight documentation, I could not find my contract, prompting me to describe my role based on daily responsibilities. On my CV, I listed my position as “Front of House – Customer Service Advisor.” However, I later discovered that my official title was “Bowling Assistant.” This inconsistency, though unintentional, raises concerns that Barclays might perceive it as a deliberate misrepresentation.

Navigating Uncertainty

Having tendered my resignation based on the completion of Screening 1, I am aware of the risk associated with Screening 2 still pending. This decision, although advised by my recruiter, leaves an air of uncertainty until all checks are concluded. The one-month notice period dictated the timing of my resignation to align with my anticipated start date at Barclays.

Moving Forward

This experience underscores the importance of patience and thoroughness in employment

never ask how many interviews there was at open interviews.

Title: Why You Should Never Ask How Many Applicants Attended an Open Interview

Introduction:

Attending an open interview can be a nerve-wracking experience, especially when vying for a position at a well-known local convenience store. However, there’s one lesson I’ve learned through my recent experience that I feel compelled to share: avoid asking how many people have already interviewed. Allow me to recount my story and share why maintaining ignorance in this context might just be bliss.

The Interview Day Experience:

I recently participated in what I initially considered a seamless interview process at a popular neighborhood convenience store. It was one of those open interview events, scheduled to last just four hours that day. Everything was going smoothly—until curiosity got the better of me.

In what I believed was an innocuous moment of curiosity, I asked the interviewer how many candidates had interviewed so far. To my surprise, the interviewer casually mentioned that 30 minutes remained until the open interviews concluded. Yet, in those three and a half hours, 91 other candidates had already walked through the doors, and I was the 92nd.

Reality Check:

Initially, I assumed this must be some kind of humor—perhaps a touch of Gen X sarcasm. But, a quick glance at the list confirmed what seemed unreal: there was my name, emblazoned at position 92. It hit me then that my odds of landing the job might be even slimmer than being struck by lightning in my sleep and emerging with superpowers!

Lessons Learned:

Reflecting on this experience leads me to ponder why I ever asked the question. Perhaps my curiosity was simply an unproductive venture, shattering what little delusional optimism I had retained. In certain scenarios, maintaining that optimistic ignorance might just be more helpful than knowing the odds stacked against you.

In conclusion, if you find yourself at an open interview, consider savoring the bliss of the unknown. Sometimes, what you don’t know won’t hurt you—and might just help keep your spirits up.

What does “Screening Process” mean in my application to a FT job?

Understanding the “Screening Process” in Job Applications

Navigating the job application process can often be a challenging journey, especially when encountering terms that aren’t fully understood. For those who have recently applied to full-time positions, the status “Screening in Process” can be both an exciting and bewildering phase. Let’s delve into what this means, using an example based on a recent experience with Cummins Inc. for two entry-level roles.

My Experience with Cummins Inc.

Recently, I submitted applications for two exciting entry-level positions at Cummins Inc. in Indiana: Scrum Master I and Data Architect. Having previously interned with this organization in summer 2024 as a Software Engineering Intern, I was keen to join full-time. Unfortunately, due to company layoffs and an IT department restructuring, I didn’t receive a full-time offer at the conclusion of my internship.

I applied for the Scrum Master position on March 12, 2025. The following day, I received an email from the Human Resources department informing me that they wished to schedule a quick 15 to 30-minute phone call for the upcoming Monday. Consequently, my application status changed to “Screening in Process.” Despite an initial scheduling hiccup, where my suggested time didn’t align with hers and after I offered extensive availability on Tuesday, I have yet to hear back.

The Data Architect application status also reads “Screening in Process,” although, unlike the Scrum Master role, no recruiter has contacted me about a follow-up interview or call.

Understanding “Screening in Process”

Today is March 26, and with no further communication from the recruiter, I find myself questioning the status of my applications. Here’s what “Screening in Process” might imply in this scenario:

1. Standby Status: It’s possible that “Screening in Process” indicates they are gathering more applications before moving to the next stage. Companies often wait until the job posting officially closes to begin the detailed screening of candidates.

2. Multiple Applications: With the cutoff for these roles on March 24, the company could be assessing a significant number of applicants, slightly delaying their recruitment timeline.

3. Internal Deliberations: Sometimes, delays occur when the recruiting team is internally deciding which candidates to advance, potentially due to strategy changes or resource availability adjustments.

What to Do Next

While waiting is never easy, staying proactive is crucial. Here are a few steps you can take if you

years since my last job, finally getting some interviews

After a Year of Searching, Interviews Are Finally Rolling In: My Journey Back Into IT

Greetings to all the readers! As someone who’s been quietly following various forums, I wanted to share a personal update that’s particularly close to my heart. Since 2022, I have been actively pursuing a role in IT tech support or as a data analyst, and to describe it as a journey would be an understatement.

Throughout this time, I’ve submitted countless applications, each iteration of my resume evolving to better attract potential employers. After experimenting with various formats, I ultimately crafted a version designed for easy compatibility with Applicant Tracking Systems (ATS). Aided by technological tools like ChatGPT, I managed to refine my experience bullet points into concise summaries.

These adjustments have recently borne fruit. Despite having only a year of industry experience, I am beginning to secure multiple interviews. In fact, I have an interview scheduled for tomorrow for an entry-level IT position, which is incredibly encouraging. It’s pivotal to note that I was nearly at the point of accepting a job as an Amazon delivery driver, marking a considerable shift in trajectory.

To everyone navigating the challenging job market, especially those of us from Generation Z, know that you’re not alone. The aftermath of the COVID-19 pandemic has truly reshaped our career paths. After being laid off from my first job, perseverance and resilience have been crucial allies. I urge you all to remain positive and persistent. Together, we can overcome these challenges and step confidently into the future. Keep pushing forward – success is around the corner!

“’You’re not a culture fit’ = HR’s way of saying ‘You made us uncomfortable but we can’t legally say why.’”

Is “Culture Fit” Just a Corporate Smokescreen?

The term “culture fit” often comes up in the world of HR, presented as a positive and important factor in the hiring process. However, beneath its seemingly benign surface, it may conceal underlying issues that organizations are reluctant to address openly.

Many times, the phrase “you’re not a culture fit” serves as a euphemism for discomfort or bias that can’t be explicitly expressed. It could mean that you challenge norms by simply being yourself—whether that’s being candid, bringing diverse perspectives, exhibiting neurodivergent traits, or being unapologetically authentic.

This notion of culture fit may act as a veil, perpetuating uniformity instead of embracing the diversity that fosters real growth and innovation in the workplace.

So, if you hear the phrase “you don’t fit in,” it may be worth considering whether that environment is the right fit for you. Trust that you deserve to belong somewhere that values your unique contribution.

While Human Resources might not spell it out for you, it’s an important realization to have.

For those interested in delving deeper into this topic, a more in-depth discussion is available. Feel free to look for the extended analysis.

Countless interviews, Numerous final rounds, ZERO offers. 3 years unemployed.

Navigating a Prolonged Job Hunt: A Personal Account

The job market can be a perplexing landscape, especially for seasoned professionals finding themselves unexpectedly unemployed for an extended period. In sharing my experiences, I hope to shed some light on the challenges and uncertainties faced by individuals in similar situations.

Educational Background and Professional Experience

Holding Bachelor’s degrees in both Economics and Accounting from a prestigious university ranked among the top 50, I have a solid educational foundation. My career journey began at reputable organizations, where I accumulated significant experience over nearly a decade, maintaining remarkable stability with a minimum tenure of three years in each role.

Recognition and Flexibility

Within my professional sphere, I have been fortunate to receive three enthusiastic recommendations from top executives and senior directors, which testify to my capabilities and character. Despite such endorsements, the job market remains elusive. I’ve deliberately set realistic salary expectations, demonstrating flexibility by expressing willingness to accept a position with up to a 50% pay cut from previous earnings.

Interview Proficiency

My preparation for interviews is meticulous. Utilizing the STAR method to effectively convey my experiences, I’ve consistently excelled in interviews. Supplementing my communication skills with a confident, engaging demeanor, I have routinely achieved top percentile scores, ranging between 90% to 95%, on various assessments—some requiring up to two hours of my dedicated effort.

Search Endeavors Across Sectors

My approach has been comprehensive, applying to positions across numerous sectors including quick service restaurants like McDonald’s and Starbucks, retail giants like Home Depot and Macy’s, as well as government roles, private-sector opportunities, educational institutions, non-profits, and even start-ups.

Reflections and Moving Forward

Reaching my mid-40s, the prolonged search has provoked introspection and perseverance, facing the reality of numerous final round interviews without securing an offer. This journey underscores the complexities of today’s career environment and the potential need for continued adaptation and resilience.

For those navigating a similar path, know that you are not alone in this journey. The pursuit of employment can be a trial of both patience and persistence, demanding an unwavering belief in one’s abilities and the hope that the right opportunity is just around the corner.

New Trend – Combining Jobs

The Emerging Trend of Job Title Fusion: Are We Expected to Do More for Less?

In the rapidly evolving job market, a curious new trend has begun to capture attention: the fusion of distinct roles into a single job title. This practice is raising eyebrows and sparking conversations as it often involves merging the responsibilities of two separate positions, yet offering compensation that seems misaligned with the increased workload.

Typically, these hybrid positions offer salaries ranging from $57,000 to $78,000, which may initially seem attractive. However, when considering the dual nature of these roles, one can’t help but question if the remuneration truly reflects the breadth of duties expected. This approach essentially asks professionals to juggle the demands of two jobs under one title, prompting a debate on whether this is a fair exchange of work for pay.

As industries streamline and the gig economy influences employment structures, the practice of combining job functions is becoming more common. This shift is transforming the professional landscape, but also leading to important discussions about workload management, job satisfaction, and fair compensation.

What does this mean for the future of employment? As job titles continue to evolve, it remains essential for professionals and employers alike to advocate for balance and fairness in the workplace, ensuring that pay scales match the expanded roles and responsibilities.