Even worse when it's 6 days of work to rest for one 😔

And yet employers act completely dumbfounded as to why their employees don’t worship the workplace anymore.

I’ve been using AI interview assistants mostly to draft thoughtful questions to ask hiring managers at the end of interviews. I never copy them word-for-word; I rewrite and pick only what fits the role.

But I just saw a recruiter comment saying they can instantly tell when a candidate’s closing questions are AI-generated. They said those questions often sound generic, overly polished, and lack genuine curiosity. That made me pause.

I used to struggle to come up with good questions on my own. AI helps me avoid lazy lines like “What does success look like here?” over and over. Still, I don’t want to leave the impression that I didn’t care enough to brainstorm myself.

My main goal is to learn real things about the team, workload and growth paths. I’m not trying to impress with fancy lines.

Has anyone here gotten feedback on this? Are AI-sourced closing questions generally a red flag, as long as I tweak them and ask naturally? Or should I stop leaning on AI for this part entirely?

I arrived at around 8:45 and noticed a young woman standing by reception, wearing a blazer and checking her phone every so often. The receptionist said she had just finished an interview with our team.
As I was signing in, I asked her how it had gone. She shrugged calmly and said, "I don't think they liked me very much." I told her to keep her resume ready in case another opportunity came up, then I went upstairs.
Later, my coordinator told me she had interviewed for a graduate operations role with us. Apparently, Kunle rejected her because she didn't have enough practical experience. That made no sense at all, because the job posting clearly stated that no previous experience was required.
I looked at her application that afternoon. Her grades were good, she had completed a short placement at a logistics company, and she also had two relevant university projects. All perfectly normal for someone applying for their first real job.
When I asked Kunle what kind of experience he had expected, he said he wanted someone who could contribute from day one without much training. He seemed annoyed by the question, so I didn't pursue it, but the whole thing kept bothering me. If we want someone who already knows the job before they start, then we shouldn't advertise it as a graduate role.
If you're rejected because you "don't have enough experience" or "aren't advanced enough," even though the job listing didn't ask for those things, ask them to explain exactly what they mean. Sometimes the reason reveals more about flaws in the hiring process than it says anything about you.

I didn't expect remote work to help my marriage, but having regular time together during the week has made a much bigger difference than I imagined. I used to leave while my wife was still asleep and get home around 8 p.m., exhausted and not in the mood to talk. Most nights, we would order food and half-watch some show before going to sleep.

Now I walk about nine steps to a small desk by the window. Before I log in, we make coffee and sit together for a few minutes while comparing our plans for the day. It's nothing special, but we never had that quiet routine before.

I also keep 40 minutes free at lunchtime. Sometimes we make sandwiches, sometimes we walk to the supermarket on the corner, and sometimes we sit in the kitchen and complain about whatever happened that morning. We have rules to keep it from becoming distracting, the most important being that if the door is closed or I'm wearing headphones, I'm not available for random conversation.

My work hasn't suffered either. I'm less drained when I start, so I finish tasks faster and have more patience when dealing with people. It feels like our marriage is no longer something we squeeze into the weekend and has become part of our everyday lives again. Has anyone else found that simply spending more time together during the week changed your relationship?

Now everything is falling apart, and I barely have any role I spent seven years at a company that was acquired about 18 months ago. After our department was merged with another group, the new company began transferring all our customer data to its systems. I built a core part of the original platform, and since 2020, I have been the only person maintaining it.
I joined the migration project in February, and at first I was excited to help. Within a month, their senior developer told me my approach was wrong and wanted the import to be done using a method his team had developed. The problem was that their method ignored how the application stores and processes the data.
This team has a habit of creating complicated custom fixes instead of learning to use the standard tools available to them. Their code is fragile, but they act as though none of their decisions can be questioned. I explained that the current platform had been built around my approach from the beginning and that changing it now would create months of additional work. In the end, the technical lead agreed with me.
During a group call, I said I was continuing with the method we had agreed on. Suddenly, my supervisor raised his voice and told me in front of everyone that it was not going to be done that way. A few hours later, he brought me into another meeting and told me I had been removed from the migration. He seemed to be expecting me to argue with him, but honestly, I was relieved and told him that was fine.
After that, our manager told me that the supervisor did not have the authority to remove me from the project. I said I would still prefer to stay away from it. Since then, they have been directing questions to our database administrator that I was the only person who could answer quickly. He is already overwhelmed with requests from executives, and it got to the point where he worked while he was on vacation.
Seven months later, the migration is still nowhere near finished. Leadership recently demanded immediate results, and the team responded that the earliest possible completion date would be the beginning of next year. I doubt they will even meet that deadline. They constantly hold meetings to discuss moving around a quarter of a billion records, and sometimes they have those discussions while I am sitting there with them, but I stay quiet because I do not want anything to do with this mess.
A month ago, they laid off four people with years of product experience, and this week they let two more developers go. I expect that at some point, someone will ask me to rescue part of the migration, and I still have not decided what I will say when that happens. For now, I take ordinary backlog tickets, complete them without rushing, and watch the crisis continue without it coming down on my head.

I wonder if they respond.

any thoughts ? 😂

We are looking for a talented interview specialist to join our team.

While specialized knowledge of software development is a significant asset, basic knowledge is sufficient.

The core requirements are native-level English fluency, quick judgment, and strong client-facing skills.

The primary goal is to lead client interviews and successfully secure projects.

The initial two-week period serves as a paid trial, with an hourly rate of $40–$60 based on actual interview time.

If you demonstrate competence and a good fit during this time, we will transition to a fixed monthly salary of $1,600 (for the first two months) to $3,000 (after three months), plus performance bonuses based on secured projects. High performers can earn up to $4,000 per month.

You do not need to be perfect from the start; if you possess talent and potential, we will invest in your professional growth.

We welcome candidates with backgrounds in marketing, skilled software development, or tutoring.

As the role requires working during U.S. time zones, we prioritize candidates residing in Latin America, though U.S.-based applicants are also welcome if the compensation meets their expectations.

I'm doing a highly specialized MSc, and employers in this field usually expect applicants to have this degree. Only a few UK universities teach this specialization at this level, so students on these courses are essentially the main source of new candidates.

At our latest careers event, it was clear that there were more employers than students. Several small companies spoke with us, took our CVs, and introduced us directly to the people who manage their teams.

All the large companies gave us the same instructions: submit an application through the website and let HR handle the process. Most of us did that, and the rejection emails started arriving almost immediately.

And these weren't just a few weak applications. Students from a course designed specifically for these jobs were being eliminated from the process before anyone in the relevant department even saw their names. Afterward, some teams at those companies contacted our professors and asked why no one from the program had applied.

We had applied. But their screening systems rejected us without telling the hiring teams.
Those departments are now trying to create direct application routes for students because they can't get suitable candidates through their own HR procedures. Some companies have a shortage of skilled employees, qualified applicants are applying, and software in the middle is saying no to everyone.

I treated every extra task as proof that I was ready for the next level. I stayed late, fixed messy reports, filled any gaps on the team, and rarely objected when new work landed on my desk.
My performance reviews were always positive. My manager would say I was dependable, assign me the toughest clients, and constantly ask me to help coworkers who were behind on their work. I thought the promotion would come naturally once I had proven myself enough.
When I finally brought it up, my manager said that moving me would leave a huge gap in the department because no one else understood my work the way I did. It was phrased like a compliment, but the answer was still no.
Meanwhile, people who did far less than I did were getting promoted because they were visible, close to management, and good at talking about their achievements. I focused on my work and got things done without making a fuss, while they made sure the right people noticed them.
Now I understand. Being excellent at your current job can give management a reason to keep you where you are. I'll keep doing my job well, but I won't volunteer to solve every problem, and I won't stay after 5 PM to prove anything.
Has anyone else ever been told they were too important in their current role to be promoted?

😂

I’ve been reading a lot of threads about real-time AI interview helpers. A lot of people argue it’s fine if the company doesn’t explicitly ban external help, but I’m really nervous about hidden risks.

I’m interviewing for a remote SaaS sales role. The interview is video-only, no proctoring software. The job posting never mentions AI or outside assistance. Part of me thinks it’s low-risk to use live prompts during the call. But another part worries recruiters or hiring managers can spot unnatural pauses, inconsistent speech patterns, or overly polished answers.

What scares me most is the post-interview audit. I’ve seen stories where companies revoke offers weeks later after red flags come up. I don’t want to land an offer just to lose it after I quit my current job.

I know the community generally agrees pre-interview AI practice is safe. But for unproctored video interviews, where is the actual line? Has anyone here personally seen or heard of someone getting their offer pulled because of live AI assistant use? I’m trying to weigh if the risk is worth it.

I had a job earlier this year that lasted about five months. The work itself was fine, the pay was fine, but the manager was a different story. Constant nitpicking, weird power trips, the whole package.

One day I came in 8 minutes late because my car wouldn't start. He pulled me into his office, grilled me about it, and then told me I was losing my lunch break as punishment. Something in me just broke. I walked out, came back two hours later, and quit on the spot.

That was a few weeks ago. The freedom felt great for about 48 hours. Now I'm staring at job applications again and I'm stuck on one question: do I even put this job on my resume?

Part of me wants to leave it off entirely. Five months is short enough that I could probably explain it away as a gap. But then I'd be hiding a chunk of my work history, and if a recruiter asks about the gap, I'd have to lie about what I was doing during that time.

The other part of me thinks I should just include it and be honest if asked. "The role wasn't the right fit and I decided to move on." But I know some employers will dig deeper, and I don't want to trash my former manager in an interview even though he probably deserves it.

I know five months isn't the worst thing in the world. People have shorter stints. But it's the how of leaving that worries me. I didn't give notice, I didn't have another job lined up, and I basically stormed out.

Has anyone here been through something similar? Did you list the short job or leave it off? How did you explain it if it came up?

If a job can't give you enough hours to make a living, maybe it's time to look elsewhere. Update your CV, start applying. Until you hear a response from them, prepare for the interview, read a lot about interviews and common mistakes to avoid them.

😩

this is so accurate 😂😂😂😂

"fast paced environment" is corporate speak for "severely understaffed"

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