Just got promoted into my first AE role at a cybersecurity company and I’m really trying to take full advantage of it. We’ve got a small sales enablement team (2 people) and they’re both down to do 1:1 sessions with me, but they’ve basically left it up to me to decide how to use that time. I’ve done some role plays with them already, but I feel like I might be underutilizing the opportunity. For those of you who’ve actually gotten value from enablement, what did you focus on?

Good day, two all hiring managers. I am hoping to get a question answer from you. AI and others automatically reject me because I have been out of work for 13 years due to becoming disabled. They feel I’m unqualified, even though I have sometimes three or four times the experience they’re looking for. how can I adjust my résumé to get past this so that I can find a position.? Applied for more than 2500 jobs this year and heard back in less than 10. Thank you very much ahead of time. 

Curious... How does one gather "required experience" for a position when it is not available unless you are in that role? It's one thing if it's OS or general hardware related. It's easily available via various online or physical resources. Ex: "This position requires ERP experience", It's for an "IT Technician" role. I can accept for a upper level admin role, but a technicain role is your go-to role. It's hard enough to find work in tech, let's double down on the insanity of job posts.

The endless search for employment is starting to get to me. I was on and off of medical leave due to disabling illness, and when I was attempting to return to work, my bosses avoided me for as long as they could. In the end, I was quiet fired and treated like an inconvenience and a 'faker' for the short time that I was back. I couldn't caregive anymore but I was happy to work in any capacity. Anyway, has anyone here had success coming back into the workforce after becoming disabled?

Interviewing at Accenture Federal Services for a “capability hire” role — hired first, then placed on a project vs. directly onto one. I’m told demand is high for this skill set and finding a project shouldn’t be tough. Still, I’m cautious since my last role at a gov contracting firm was hit by DOGE cuts. Anyone navigated capability hire roles in federal consulting recently? How stable did the bench feel, and how quickly did you get staffed? Thoughts welcome.

So, my company has removed the “approval” part of taking PTO. We still enter our time off requests into the system to track how many hours we have left BUT it no longer goes to your manager for approval. We are just asked to coordinate with our supervisors when we put it into the system. Not that my boss ever denied requests to begin with. But I’m sure it helps those who have a hard time getting approval from their bosses, so that’s nice.

Hello à tous, j'espère que vous passez un bon été Je compte négocier une augmentation en fin d'année dans mon cabinet de taille moyenne. J'ai signé pour 49k fixe en début d'année (54 en package) mais je pense que mon profil en vaut plus : 3 ans d'exp dans le domaine du conseil digitale 1 certif microsoft cloud 1 certif ITIL des missions avec des entreprises du CAC40 dans du TOM, cloud, archi A votre avis est-ce que c'est jouable de négocier 53k?

Hello. I am disabled and despite that, have earned an MBA online. Having a 17 year employment gap, I have found the job search disheartening. There's a lot of societal culture that alleges they want disabled people to succeed...and I have worked my hardest to do that by earning my degrees. I'm now publicly acknowledging that I was 100% delulu to believe that opportunity was legit. I believed the gaslighting and forgot I was just a peasant!

Q for Big 4 folks and any employment/immigration attorneys here: An EY recruiter asked for my friend’s EAD category after he confirmed unrestricted work authorization and no sponsorship needs. My read is this goes beyond what 8 USC §1324b permits, since the category discloses protected characteristics (type of status, basis of authorization). Curious whether (a) this is common practice at EY, (b) whether anyone has successfully pushed back