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Resource Roundup!
Here’s a video I made outlining why really well qualified candidates may not land interviews (and why stretch candidates/career changers are struggling so much).
Anthropic is launching Claude Corps, a program where they’ll teach 1000 early career professionals how to use Claude to build systems and streamline operations, and placing them with non-profits so they can build new skills while having a meaningful impact. Huge opportunity for any of you who are earlier in your careers! Applications open July 17th for the first cohort which starts in October, and will continue on a rolling basis AND non-profits are welcome to apply to host corps members!!
My network is hiring!
Happy to help with intros!
Remote BDR opportunities with Grant Cardone
And remote BDR roles with Overview AI!
Remote project-based SWE opportunities, could be a good chance for folks looking to gain some experience and keep your resume current while looking for full time opportunities!
Remote AI Engineer opportunity with TEEMA!
Remote (but must be California-based) word processor role in the legal industry.
Palo Alto Networks has a remote engineering role!
Just some reflections
You know, I’ll be honest, I spend a lot of time trying to dispel myths and what amounts to conspiracy theories around hiring and AI, and I think I’m slowly learning the same lesson that people trying to do this for any other kind of conspiracy theory have learned: it’s incredibly difficult to do.
The reality is that misinformation and conspiracy theories that provide appealing explanations for people's experiences are simply easier to spread than the truth.
Facts have constraints because you need data and evidence to support them, and the reality is often messy, nuanced, or unsatisfying. They may be incomplete so you can only explain one part of an issue.
Conspiracy theories don't have those constraints.
If someone applies for 500 jobs and gets rejected, "the labor market is complicated, employers have different needs, there may be stronger candidates, and some factors are outside your control" is a true answer. But it's also an unsatisfying one.
"An AI system auto-rejected you because of a hidden score that follows you everywhere" is simple. It provides a villain. It creates a sense of certainty. It turns a confusing experience into a clear story. It’s not true, but it’s a better story.
And it validates a sense of unfairness or injustice that people understandably want validated. It IS unfair that so many people can work hard and invest in training and still end up unable to build the life they want for themselves.
And once people adopt a belief like that, it’s difficult to change.
Psychologists have found that we don't evaluate information neutrally. We tend to seek out information that confirms what we already believe, dismiss information that contradicts it, and tie our beliefs to our identity and worldview. When a belief becomes emotionally important, challenging it can feel less like learning new information and more like a personal attack.
Presenting more evidence often doesn't solve the problem. Sometimes it strengthens the belief because people become motivated to defend the conclusion they've already reached.
This isn't unique to hiring. It's true of politics, health, finance, parenting, and just about every other area of life.
The uncomfortable reality is that people generally don't believe things because they're true. They believe things because those explanations feel convincing, emotionally satisfying, or help make sense of their experiences.
The interesting thing is that many people spreading these theories are trying to help unemployed people, but those good intentions don’t make the false narratives true. And in many cases, they’re actually leaving jobseekers solving for the wrong problems rather than helping them navigate the actual reality in front of them.
My advice for navigating this word:
Block out the people who push conspiracy theories and misinformation.
It’s not helpful and engaging with it is probably hurting more than it’s helping because these people often provide unhelpful solutions.Focus on applying for jobs you’re legitimately competitive for.
This is the biggest issue I see over and over again; something like 90% of the time when someone sends me their resume and jobs they’re being rejected for.
Here’s a simple prompt you can use with your favorite AI assistant.
Think expansively about what your next move might look like.
Increasingly, people are relying on contracts, fractional work, short-term projects…many of us are used to full-time 40 hour a week jobs, but more and more companies are talking about smaller full-time teams supplemented by highly skilled contractors and project teams so the future of work may simply be evolving and many are stuck in the messy middle.Optimize for the humans on the other side, not AI.
That means showing your impact and your own voice, leaning on your real networks of people who know your work and have a vested interest in your success.
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🙋Answering Your Questions🙋
Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here. |
I am currently in a contract role, and I would like to convert to full-time. My manager would like to hire me, but said that she isn’t allowed to based on the contract terms. Do I have any options here? It’s unfair that I am going to end up unemployed when someone wants to hire me over a technicality.
I’m so sorry, this is very frustrating, but many agencies have clauses like this to prevent employers from poaching the people they place. Usually, there is some sort of conversion fee or a no-hire period.
A few options you might have:
I would ask your manager for more insight into what the barriers are - is it cost, it a waiting period, is it that they don’t actually have an approved vacancy? Make sure you’re clear on what the real barrier is.
Usually this is in cases where the agency employs the contractor and will assign them to another position, if this isn’t the case and you’re going to end up without any job at all, you might talk to your agency, perhaps they can waive any fees in this case since there won’t be any impact on them.
You might explore other options - for example, if there’s a 2 month waiting period, your manager might be open to just waiting an then hiring you vs going through a hiring process knowing that it’ll probably be 2 months before someone starts anyway.
For more resources to support you in your search, check out my Linktree.
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