Gotta love waking up to 5 “urgent” job postings that are all the same job

Morning Surprises: The Challenge of Unsolicited Job Offers and Recruiting Follow-Ups

This morning, I was greeted by an unexpected surge of job-related messages—five recruiters reaching out with the exact same vacancy. Interestingly, three of these messages originated from representatives of the same organization, highlighting the often overzealous approach some recruiting firms take when sourcing candidates.

What caught my attention further were the glaring errors and typographical mistakes sprinkled across these communications. Only two of the messages personalized their outreach by including my name, which is a reminder of how impersonal and rushed some recruiting efforts can feel.

Intrigued, I responded to each recruiter by inquiring about the offered compensation. The answers I received varied considerably—five different figures, none aligning with my current salary. More tellingly, each of these proposed pay rates was significantly lower than my current earnings, reinforcing the importance of due diligence when approached unexpectedly.

It’s worth noting that these job postings pertain to a role I haven’t engaged in for roughly a decade. It’s a profession I have since moved on from, and it hasn’t featured on my resume for at least five years. This suggests that the recruiters are viewing my profile based on outdated information, which can lead to mismatched opportunities and frustrations.

In reflecting on this experience, it underscores several key points for job seekers and recruiters alike:

• Outdated Information: Recruiters often rely on outdated resumes or data, which can result in mismatched opportunities.
• Professional Communication: Typos and generic messages diminish credibility and signal a lack of professionalism.
• Authentic Engagement: Personalization, such as using a candidate’s name, can significantly impact the effectiveness of outreach.
• Candidate Perspective: Receiving inconsistent or irrelevant offers can be frustrating, especially when they don’t align with one’s current career path.

While spam-like recruiting messages can be pervasive, they also serve as reminders of the importance of strategic, personalized, and respectful communication in the hiring process. For job seekers, it’s equally vital to stay vigilant and ensure that professional outreach reflects their true skills, experience, and current career goals.

Update: Upon further inspection, four out of the five recruiters are affiliated with the same company. One simply omitted this detail, possibly indicating a less reputable organization or an attempt to mask their association. This raises additional questions about the quality and integrity of certain recruiting firms.

Navigating today’s recruitment landscape can be challenging, but awareness and discernment remain your strongest tools in ensuring productive and respectful career conversations.

Speaking from a hiring manager side, I’ve noticed a lot of really unprofessional behaviour from candidates in interviews recently. Is this something recruiters are noticing too? I’m shocked by some of the entitlement.

The Changing Landscape of Job Candidate Conduct: Insights from a Hiring Manager

In recent months, as a hiring manager working within the technology sales sector in Ireland, I have observed a concerning trend: a rise in unprofessional behavior among job candidates during the interview process. While I am not a recruiter by title, I frequently engage with my internal recruitment team and interview prospective employees myself. Through these interactions, I have noticed patterns that warrant discussion and raise questions about the current state of candidate professionalism across the job market.

An Increasingly Disconcerting Candidate Behavior

Our team recently resumed active hiring, often prompted by promotions or departures within the organization. During this period, I’ve encountered several instances of surprising conduct, including:

• Taking personal phone calls during interviews.
• Vaping openly in the interview setting.
• Excusing themselves abruptly, stating, “I’ll be back in a few minutes,” and leaving the room without explanation.

Beyond these behaviors, there have been notable attitudes of entitlement from some candidates. For example, one applicant dismissed an interview question, asserting, “I’ve already answered that,” in a tone that suggested they saw the process as beneath them.

Challenging Interactions and Expectations

In one case, I provided feedback to a candidate whom I deemed slightly junior for the role—specifically, a position requiring approximately two to three years of experience. I took the initiative to contact him directly, sharing that another managerial colleague was interested in a role suited to his profile, albeit at a different level.

Before I could finish, he became defensive and aggressive, asserting I had no idea what I was talking about, claiming the role was beneath him, and that our company was wasting his time. Considering we had invested nearly two hours across two interviews, this reaction was both unprofessional and discouraging.

Are These Isolated Incidents?

While my observations originate from my own experiences, I have corroborated these sentiments with colleagues involved in candidate interviews at peer organizations. Many have reported similar challenges: candidates failing to answer phone calls after scheduled interviews, ghosting after initial contact, or neglecting to follow up with polite communication when withdrawing from consideration.

The Impact of Candidate Behavior on the Hiring Process

This pattern appears not to be limited to my market or sector. It seems to be a broader trend reflected across different companies, interview panels, and industries. Such behavior hampers the efficiency of hiring processes and creates an unsettling environment for recruiters and hiring managers alike.

Understanding the Market Context

Our organization primarily attracts applicants with 2-3 years of post-university experience. The volume of applications we receive, especially over short periods, is substantial—making it easy for candidates to underestimate the competitiveness and the number of qualified applicants vying for the same role.

Moreover, our salary structure is transparent and benchmarked, with compensation aligned to industry standards. We clearly communicate the entry-level salary during initial conversations. Despite this, some candidates attempt to negotiate salaries at the offer stage, reflecting a possible misunderstanding or mismatch in expectations.

The Broader Conversation

While I acknowledge that job searching can be stressful and that not every candidate will behave perfectly, a growing sense of entitlement combined with unprofessional conduct seems increasingly prevalent, particularly among individuals who may lack extensive experience or understanding of professional norms.

Final Thoughts

The recent experiences I’ve shared highlight a need for both candidates and employers to reflect on professionalism and mutual respect. Candidates should recognize the importance of respectful communication, punctuality, and appropriate conduct—regardless of their level of experience. Likewise, recruiters and hiring managers might consider how to address these challenges constructively to maintain an effective hiring environment.

Note: On a lighter note, I’d like to address the individual who reported this post to the Reddit moderation team—rest assured, your actions don’t detract from the core message here. We all have moments in the job market that prompt reflection, and I hope this discussion contributes positively to understanding and improving our collective hiring experiences.

By sharing insights and firsthand observations, this article aims to foster a dialogue about professionalism in the hiring process, encouraging candidates to meet expectations and employers to uphold standards that benefit everyone involved.

I messed up and I think I’m getting fired

Navigating a Recruitment Mistake: Lessons and Reflections in Public Sector Hiring

In the dynamic realm of talent acquisition within public organizations, the importance of strict adherence to protocols cannot be overstated. Transparency, clear communication, and meticulous documentation are cornerstones of the hiring process, especially when legal and ethical considerations are at stake. Recently, I found myself entangled in a situation that underscored these principles profoundly—and I’d like to share my experience as a reflection and learning opportunity.

The Context of Public Sector Hiring

Working for a government or public entity entails a rigorous set of standards. Every step must be documented precisely, and conversations often need to be clear and unambiguous to withstand scrutiny. Historically, our organization required candidates to pass criminal background checks (BGC) before their employment could commence. Despite the BGC process being outlined explicitly in our offer letters, we also emphasized verbally that employment was contingent upon successfully clearing these checks. This redundancy aimed to ensure clarity and prevent misunderstandings.

Over time, we recognized that this process could be a bottleneck, delaying onboarding. As a result, about a year ago, the policy was adjusted to allow candidates to begin working while their background checks were still pending, provided this was communicated clearly. This change aimed to streamline onboarding without compromising compliance.

The Incident: A Step Into Uncertainty

Recently, I received an email from our background check coordinator indicating that one of my candidates’ checks flagged a criminal record from nearly twenty years ago. The candidate had already started working, which immediately raised concerns. I anticipated that the matter would need to be escalated to our legal department for review—a standard procedure in cases of negative findings.

However, the developments took an unexpected turn when my manager and the Director of Talent Acquisition reached out to me for details. They inquired specifically about what I communicated to the candidate, how I communicated it, and when. During this conversation, I realized a critical oversight: I had stated the contingent nature of the offer on the background check, but I had not explicitly confirmed whether the candidate’s BGC was complete before they began working.

In practice, we usually monitor the background check process closely. If delays occur, we inform the candidate and provide options—either continue to wait or postpone start date until clearance. Unfortunately, I had been out sick and, in my absence, this step slipped my mind. I did not verify whether the background check had been finalized before the candidate’s start date, an omission that could have significant consequences.

Reflection and Uncertainty

At this juncture, I am uncertain how this situation will unfold. It may turn out to be a minor hiccup—an isolated oversight with limited repercussions—or it could escalate into more serious repercussions, including disciplinary action. The stakes are heightened because this incident touches on fundamental issues of compliance and communication.

Adding to my concern are personal circumstances. Having experienced layoffs twice in recent years, I was unemployed for several months, during which I faced financial hardships. This role provided stability and relief, but now I fear losing it over a mistake that was unintentional and, arguably, within the gray areas of our evolving policies. Additionally, I am scheduled for surgery soon and rely on the company’s health insurance.

Lessons Learned

1. Vigilance in Compliance: Even when policies change, maintaining a meticulous approach to verification processes is crucial. Always confirm the status of background checks before candidates commence employment.

2. Clear Communication: While documenting contingencies is essential, verbally reinforcing these conditions to candidates adds an important layer of clarity and reduces misunderstandings.

3. Preparedness for Contingencies: When policies shift, it’s vital to have checks and reminders in place, especially if operating in an environment with multiple responsibilities or during personal absences.

4. Self-compassion and Growth: Mistakes happen, especially in high-pressure roles. The key is to learn from them, adjust procedures, and remain committed to best practices.

Moving Forward

While the outcome of this incident is still uncertain, I am choosing to see it as a learning opportunity. Transparent communication with my team and management will be critical as we navigate this situation. Moreover, I am re-evaluating our internal processes to ensure that background checks are verified systematically before employment start dates, reducing the risk of similar oversights in the future.

For fellow professionals navigating similar challenges, remember that mistakes are part of the growth process. Maintaining professionalism, advocating for clear procedures, and learning from each experience can help mitigate risks and foster a resilient, compliant hiring environment.

Conclusion

Recent events have underscored the importance of unwavering diligence in personnel onboarding in public organizations. As recruiters and HR professionals, our attention to detail and proactive communication can make all the difference. Through continuous learning and adaptation, we can uphold the integrity of our hiring processes—even when faced with unexpected hurdles.

Staffing is Not Social Work

Understanding the Role of Staffing Agencies: Clarifying Expectations

In the world of recruitment and staffing, professionals often encounter misunderstandings about the scope and purpose of their roles. One common misconception is that staffing agencies function as social services or career counseling centers, which can lead to frustration for recruiters and hiring managers alike.

It is important to recognize that staffing agencies are primarily focused on serving their clients—businesses seeking qualified candidates—and ensuring the delivery of quality talent that meets specific job requirements. While assisting candidates is a component of the process, the core responsibility is to facilitate a match between client needs and candidate qualifications.

Unfortunately, some candidates perceive their interaction with staffing agencies as an entitlement to employment, regardless of their experience level or skill set. This attitude can manifest in dismissive behavior or unrealistic expectations when agencies are unable to offer positions that align with their backgrounds. It is essential to understand that staffing professionals are not social workers, career coaches, or service providers for personal development; their primary goal is to connect suitable candidates with appropriate job opportunities.

Recognizing the limits of staffing services is crucial. Not every individual can or should be placed into a role, especially if their skills or experience do not meet the requirements. A professional recruiter values honesty and transparency, both with clients and candidates, and understands that not every placement is possible or appropriate.

Ultimately, fostering mutual respect and realistic expectations in staffing interactions benefits all parties involved. Staffing professionals aim to serve their clients by providing capable, qualified candidates—acknowledging that sometimes, the best support they can offer is candid communication and clear boundaries.

Learn more about effective recruitment strategies and managing candidate expectations to build a more understanding and productive staffing environment.

OpenAI is like – f*ck LinkedIn, let’s build our own hiring platform

OpenAI Takes Bold Step to Disrupt LinkedIn with AI-Powered Hiring Platform

In a recent announcement that has sent ripples through the tech and HR communities, OpenAI revealed its plans to launch an AI-driven hiring platform designed to challenge the dominance of LinkedIn. This strategic move, as reported by TechCrunch here, signifies a bold attempt by OpenAI to carve out a significant presence in the professional networking and recruitment space.

A Disruptive Vision: Why OpenAI’s Initiative Matters

What makes this development particularly intriguing is the context surrounding it. Microsoft, a major investor in OpenAI, appears to be orchestrating a disruption from within—an audacious move that blurs traditional corporate boundaries. Essentially, Microsoft seems to be leveraging OpenAI’s innovative capabilities to challenge its own partnership with LinkedIn, which it acquired in 2016.

This strategic gamble underscores a broader trend: the infusion of advanced artificial intelligence into professional and employment platforms. OpenAI’s reputation for cutting-edge AI models positions it uniquely to rethink conventional recruiting paradigms.

The Numbers Speak for Themselves

Industry analysts and market observers have long noted LinkedIn’s near-monopoly status in the professional social networking realm. With an estimated 1.2 billion users worldwide and roughly 310 million active users monthly, LinkedIn’s vast database has historically been insurmountable for competitors.

In comparison, OpenAI has rapidly gained traction—more than 800 million weekly active users of ChatGPT alone, according to recent estimates. This substantial user base, particularly among blue-collar workers and broader demographics, offers a formidable foundation for launching a new recruitment ecosystem.

Potential for Market Shift

While LinkedIn is likely to remain the dominant platform for professional networking, OpenAI’s new platform could significantly alter the recruitment landscape. Its AI capabilities promise more efficient, personalized, and intelligent hiring processes, attracting users seeking smarter solutions.

The concept of building a recruitment platform leveraging OpenAI’s natural language processing and machine learning expertise could redefine how employers connect with talent—and vice versa. Instead of being limited by the existing network effects that underpin LinkedIn’s market share, this new entrant might offer a compelling alternative rooted in technological innovation.

Final Thoughts

The move by OpenAI signals an exciting shift in the professional social media and recruitment sectors. If successful, it could democratize access to job opportunities, streamline hiring processes, and ultimately challenge the entrenched dominance of traditional platforms like LinkedIn.

As the landscape evolves, one thing is clear: we’re on the cusp of a new era where artificial intelligence plays a pivotal role in shaping careers and connecting people in the workforce. The question now is how LinkedIn and other incumbents will respond—and whether OpenAI’s ambitious vision will succeed in transforming the industry.

I was assaulted and I’m not sure if I should mention it in job interviews

Title: Navigating Employment Gaps and Personal Challenges in Job Interviews: A Professional Guide

Introduction:
Experiencing personal setbacks and health issues can significantly impact your career journey. When re-entering the workforce after a period of unemployment due to unforeseen circumstances, it’s natural to wonder how to discuss these gaps with potential employers. This article provides insights into handling such situations professionally and thoughtfully during job interviews.

Understanding Your Employment Gap:
Life can present unexpected challenges—such as health emergencies or caregiving responsibilities—that temporarily halt your career progression. For example, a personal health crisis, like a traumatic injury, can necessitate time off for recovery. Similarly, caring for a loved one can also lead to employment gaps. Recognizing and framing these experiences appropriately is key to maintaining a positive impression with prospective employers.

Considerations for Discussing Personal Challenges:
1. Should You Mention the Injury?
If your injury led to a significant and unavoidable employment gap, it is acceptable, and often beneficial, to address this transparently—but with boundaries. Focus on emphasizing your recovery, resilience, and readiness to contribute professionally. You are not obligated to disclose every detail, especially if the information might be sensitive or irrelevant to your qualifications.

1. Framing the Gap During Interviews:
   When explaining a time away from the workforce, honesty combined with professionalism is recommended. For instance, saying you took time off to recover from a personal health issue or to address caregiving responsibilities demonstrates responsibility and maturity. It’s advisable to avoid overly detailed or potentially sensitive information unless directly relevant and if you feel comfortable sharing.

2. Handling Sensitive Personal Information:
   While honesty is generally the best policy, consider the context and your comfort level. If you find it difficult to discuss specific health issues, focusing on personal growth, skills acquired during downtime (such as certifications or training), and readiness to re-engage professionally can be effective.

Preparing Your Narrative:
– Sample Response:
“I experienced a personal health challenge that required some time to focus on recovery. During this period, I also dedicated myself to continuous learning, earning certifications relevant to my field. I am now fully committed and prepared to bring my skills and experience to a new role.”
– Alternative Explanation:
“I took some time off to care for a family member,” or “I was addressing personal health matters, which I’ve now resolved.”

Key Tips:
– Keep explanations concise and positive.
– Emphasize skills, certifications, or experiences gained during your time away.
– Focus on your enthusiasm and readiness to contribute to the prospective employer.

Conclusion:
Honesty and professionalism are your best tools when discussing employment gaps caused by personal challenges. By framing your experiences in a positive light and focusing on your readiness to return to work, you can present yourself as a resilient and dedicated candidate. Remember, everyone faces setbacks—how you address them can demonstrate your character and perseverance to potential employers.

If you’re unsure about what to say, consider practicing your responses and seeking feedback from mentors or career coaches. Ultimately, being authentic while maintaining professionalism will serve you well in your job search.

To all companies……….

The Importance of Fair Compensation in Technical Hiring Processes

In today’s competitive job market, especially within the tech industry, the hiring process can often feel daunting for candidates. Many organizations adopt rigorous interview procedures—ranging from multiple interview rounds to coding challenges and presentations—that demand significant preparation and time investment from applicants. However, it’s essential to consider whether these demanding processes align with the compensation offered.

A recent discussion on social media highlights a vital point: if a company cannot provide compensation comparable to industry giants like Google, it may be unreasonable to expect candidates to undergo extensive interview procedures. High-pressure interview formats—such as whiteboard coding sessions, numerous interview rounds, and technical presentations—are typically justified by the promise of top-tier remuneration. When compensation levels are modest, candidates may view such demanding processes as disproportionate or misaligned with what is being offered.

This conversation underscores a broader principle for organizations: fair and competitive pay should go hand-in-hand with the recruitment process. Companies that aim to attract top talent must align their interview procedures with the value they are prepared to offer. For candidates, it’s a reminder to evaluate not only the interview process but also the compensation package, ensuring there’s a fair exchange.

In conclusion, organizations should reflect on their hiring practices and compensation strategies. Respecting candidates’ time and effort by offering competitive remuneration fosters a more positive applicant experience and helps establish the company’s reputation as a fair and attractive employer.

Tags: Hiring Practices, Compensation Strategies, Tech Industry, Recruitment, Candidate Experience

Bringing resume to an interview

Preparing for Your In-Person Interview: Should You Bring Extra Copies of Your Resume?

Landing an in-person interview is an exciting milestone in your job search journey. As you prepare, it’s essential to consider all the details that can make a positive impression. One question that often arises is whether to bring extra copies of your resume. Let’s explore the best practices to help you feel confident and well-prepared.

Why Bring Extra Copies of Your Resume?

While many companies now encourage digital submissions, bringing printed copies of your resume demonstrates professionalism and readiness. It shows you are prepared and attentive to details, which can set you apart from other candidates. Extra copies can be useful if:

• Multiple interviewers are present.
• You want to leave a copy with the hiring manager or team members.
• There’s any uncertainty about whether your digital resume has been received or viewed.

Practical Considerations

Imagine preparing a few hours before your interview, only to discover that your printer has unexpectedly become inoperative. This situation highlights a common concern: what is the best course of action if your printing resources fail at the last minute?

Here are some options:

• Email the Recruiter or Interviewer: Confirm they have your resume on file, and ask if they need a hard copy.
• Visit a Local Print Shop or Office Supply Store: Head to a nearby store like Office Depot to get copies printed on good-quality paper. This proactive step not only ensures you have physical copies but also demonstrates initiative and professionalism.

First In-Person Interview Tips

Since this is your first face-to-face interview—having only experienced virtual interviews—handling physical copies confidently can contribute to a positive impression. Remember, sometimes interviewers ask if you have extra copies, not to catch you off guard but to gauge your preparedness.

In a recent personal experience shared online, a candidate was immediately asked if they had brought an extra resume. They responded by obtaining a professional printout on quality paper and handed it over proudly, which worked in their favor.

Final Thoughts

Ultimately, bringing at least one clean, well-presented printed copy of your resume is advisable. It reflects preparedness and professionalism. If last-minute issues arise, take the initiative to seek out copies—either by email or at a nearby print shop. Confidence and readiness can make a lasting impression on your potential employer.

Good luck with your interview, and remember: preparation is key to success!

I showed up to a teams interview a minute late. Is it over for me?

Punctuality in Job Interviews: Navigating the Impact of Being a Minute Late

In the highly competitive landscape of job hunting, every detail counts—especially punctuality. Recently, a candidate shared their experience of arriving just a minute late to a Microsoft Teams interview and questioned whether this minor delay might jeopardize their chances.

The Morning of the Interview

Preparation was thorough; the candidate tested all equipment the night before to ensure a smooth virtual experience. However, as the interview approached, technical issues arose. The webcam malfunctioned, necessitating unplugging and restarting the device—a process that took several minutes. These unforeseen technical difficulties ultimately caused a slight delay, resulting in arrival at the virtual meeting platform exactly one minute after the scheduled start time.

The Interview Experience

Despite the delay, the candidate promptly apologized and explained the technical mishap to the recruiter, who appeared understanding. The interview itself went smoothly, with positive interactions and good rapport. Nonetheless, the candidate expressed concern about the significance of punctuality and whether this minor lateness might impact their candidacy.

Understanding the Importance of Timeliness

Punctuality remains a critical component of professional impression—especially during interviews, as it reflects reliability, respect for others’ time, and seriousness about the opportunity. While a single-minute delay, especially when explained transparently, may be viewed as a minor infraction, it can still influence perceptions, particularly in highly competitive hiring processes.

Post-Interview Reflection

Shortly after, the candidate received a generic rejection email, indicating they would not be advancing to the next stage. While multiple factors influence hiring decisions, this outcome highlights the importance of punctuality and preparation. It also underscores the unpredictability of the hiring process, where minor issues combined with other variables can impact results.

Key Takeaways

• Preparation is crucial: Test all equipment well in advance to mitigate last-minute technical issues.
• Have a contingency plan: Familiarize yourself with alternative solutions or backup devices.
• Communicate proactively: If delays are unavoidable, inform your interviewer immediately with a courteous explanation.
• Maintain professionalism: Punctuality sets the tone and demonstrates your respect for the interviewer’s time.

Final Thoughts

While arriving a minute late may not automatically disqualify a candidate, it emphasizes the importance of thorough preparation and punctuality in the interview process. Candidates should strive to be early, allowing for unexpected delays and demonstrating professionalism. Each interview is a valuable opportunity, and demonstrating punctuality can significantly strengthen your overall candidacy.

Note: Remember that hiring decisions involve many variables. Focus on continuous improvement, learn from each experience, and keep applying—success often comes with persistence.

Former Recruiter with some Advice for Those Looking for Work

Career Transition Insights: How Recruiters Can Make a Meaningful Impact in Workforce Development

The recruitment industry is no stranger to its fluctuations. Having navigated multiple layoffs over the years, I realized that my nearly two decades of experience in agency and corporate recruiting could be channeled into a sector that truly needs skilled talent strategists — workforce development within economic development organizations.

This shift has allowed me to leverage my expertise on a broader scale, focusing on building robust talent pipelines, advising employers on effective hiring practices, and developing strategies to retain workers, all within local communities. For recruiters contemplating a career pivot, this sector offers a compelling opportunity to make a lasting impact while maintaining a rewarding career trajectory.

Why Transitioning Recruiters Should Consider Workforce Development

1. Address a Critical and Growing Need
Talent attraction and retention present enduring challenges for economic development agencies. These organizations often lack professionals with hands-on hiring experience and a thorough understanding of how businesses operate. Your recruitment expertise is invaluable in helping regions develop sustainable workforce solutions and meet labor market demands.

2. Continue Making a Difference in People’s Lives
Rather than focusing solely on filling individual vacancies, you’ll be designing long-term strategies that connect job seekers with meaningful careers. This approach promotes economic mobility and community resilience, aligning your skills with broader social impact.

3. Influence Employer Hiring Practices and Workplace Culture
Many employers face hurdles related to outdated hiring methods, poor candidate experiences, and high turnover rates. In workforce development roles, you can serve as a consultant to improve recruitment strategies, champion diversity and inclusion, and help organizations adopt better employee engagement practices — thereby affecting thousands of workers and their families.

4. Enjoy a Stable and Purpose-Driven Career Path
Unlike the volatility often found in corporate recruiting—characterized by hiring freezes and layoffs—roles in workforce development are frequently supported by public funds or economic initiatives. This stability allows you to focus on impactful work that benefits communities over the long term.

Considering a Career Shift?
If you are a recruiter seeking a new direction, exploring opportunities in workforce development, talent strategy, or economic development organizations might be an excellent fit. Your skills are more needed than ever in creating sustainable, inclusive workforce ecosystems.

Final Thoughts
Transitioning into workforce development allows recruiters to apply their expertise in a way that influences entire communities and promotes economic growth. If you’re curious about how to make this move or want more insights, I’m happy to answer questions and share my experience.

Embark on a path where your recruitment skills can drive meaningful change—helping individuals find their careers while strengthening regional economies.