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The Job Market Glow-up!

Plus election resources because the next issue that roles around, we're gonna have a new President!

October 30, 2024

This week’s issue is written in partnership with Resumatic, a free resume tool that blends AI resume builders with real resume writers who are available if you need extra help. Sponsors help me keep my newsletter 100% free for readers - it costs you nothing to click the link, and helps show our sponsors some love!

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Resources of the Week

  1. About 300 jobs on the job board here - lots of marketing and HR opportunities this week!

  2. To my TA friends, check out this panel on global TA/hiring in a remote environment!

  3. Great insights from Kelli on which industries and companies are hiring!

  4. If you’re curious about AI-powered interviews, I did a demo. You can see the video here. I’m not sure if the world is ready, but seeing the technology evolve is fascinating.

Hiring in October Blew Expectations Out of the Water!!

This last month, we hired DOUBLE the number of people projected - the highest number since July 2023.

One particularly exciting bit of news? Tech hiring was up by 7k - after nearly a year of payrolls going down month over month in tech, seeing this increase is fantastic.

And it echoes my own experience…my company is hiring much more as well!

6 Days Until the Election

It’s really hard to separate work from politics when they are so intertwined. This post from Katie Rakusin highlights some of the impacts politicians can have on us in the workplace. I shared a bit about how the Fair Credit Opportunity Act impacted women in a post on the 50th anniversary of the passage of that law. Our votes impact the economy, how much hiring will be happening, opportunities for growth, and more.

And while national elections get the most attention, local elections can impact your day to day and the future of our country! I like the Progressive Voters Guide as a resource for figuring out more about local candidates, various initiatives on the state ballot, etc.

Personally, I’m in a state where we all receive mail-in ballors, and I also verified receipt of my ballot on the VoteWA site. In OR and WA, we’ve had a number of ballot box fires so it was particularly important for me to verify that my ballot was in fact received. Need to check this for yourself? Go to voteamerica.com to find the link for your state!

🙋Answering Your Questions🙋

Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here.

I started a new job a month ago as a People Operations Coordinator, and previously worked as an HR Generalist for about 2 years. Unfortunately, I quickly learned that the role is not HR-focused as I was led to believe during the hiring process. Instead, it’s a primarily an office and events management position, which is not aligned with my career goals, I’d like to be an HRBP in the near future. When I brought this up to my manager, she told me to go take another look at the job description. Later in our 1:1 she brushed it off and said that this is a scrappy start up and things change quickly and to just get on board.

This was upsetting because I have a HR background and she’s not utilizing that skill set to help the company with HR initiatives. I’ve been told by friends that I should leave and start looking for another job but I’m worried about the job market and am unsure if I’m making the right move by leaving since it’s only been 3 months. What would you do if you were in my position?

I’m so sorry the role has been such a disappointment. I think the “wearing many hats” mindset is prevalent in start-ups, and People Operations can be a bit of a catch-all for all sorts of operations type work particularly if the company is small and may not have as much HR work day-to-day. But it’s unfair if they did not accurately reflect that when hiring.

I would personally not leave this job without another one lined up because the market is tough, and HR roles are particularly tough, and hiring always declines in November and December. So personally, I would stay put.

But I would start my search! You can be honest that the job ended up shifting after you’d accepted and while you’re doing good work, you want to be in a role that’s more HR-focused.

At the same time, you might also look for more ways to make this work. Have a positive attitude about the duties assigned, but also share your interests and ask for the opportunity to work on projects that align. When there are things coming up that you know align with your career goals, explicitly discuss with your manager so hopefully you can plan for those projects.

And take advantage of this to hopefully build new skills that can help you stand out in future roles as well.


For more resources to support you in your search, check out my Linktree.
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Happy Halloween!