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    Want a Career with Impact? Work at the American Heart Association

    When looking to start your career, you consider the type of work involved, but do you consider the greater impact of the work itself?

    The American Heart Association is the nation’s oldest and largest voluntary organization dedicated to fighting heart disease and stroke, and the organization is now in its 100th year. Working with over 35 million volunteers and supporters, the non-profit Association makes a real impact with its focus on cardiovascular and overall health, saving millions of lives.

    Heart disease and stroke are the two leading causes of death worldwide, and for survivors, they can diminish the quality of life. The Association’s mission is to be a relentless force for a world of longer, healthier lives, by funding innovative research (more than $5 billion to date), advocating for the public’s health, and sharing lifesaving resources, with a focus on ensuring equitable health in all communities.

    The American Heart Association has strong tailored early career programs for people to pursue their goals, such as their internship program, the Scholars program, and HeartCorps, the Association’s public health AmeriCorps program.

    Employees at the Association join the organization from varied backgrounds. Some bring experience from major corporations, some recently finished their education, and some are transitioning from the military. No matter your entry point, the Association is a strong and meaningful place to start, build, or grow your career.

    The Internship Program

    The American Heart Association’s structured internship program offers interns opportunities within many departments. The organization is committed to provide students with real-time, meaningful experiences to learn about and assist with the work done there.

    The internships span across different disciplines, such as Operations, Fundraising, Marketing, Health Strategies, and Science and Research. Dion Bart, a Communications Intern who later joined the American Heart Association full-time, talked about his experience as an intern, touching on the structure, supportive environment, opportunities for growth, inclusive company culture and the importance of voicing opinions and asking for help in order to succeed.

    Dion’s work as an intern included creating and implementing a communications and social media plan for a major event (Heart Walk). He gained firsthand experience of what a communications director does, which helped position himself for a full-time job at the American Heart Association.

    Another intern, Sha’Dasia Reynolds, began as an intern in Community Impact and extended her internship in Human Resources with University Relations. Through her work in two different departments, she gained even more valuable experience and understanding of what it is like to work at the Association. Now, she is taking what she learned as an intern and providing feedback to make the internship experience even better.

    Darjé Bennett talked about her experience transitioning from the military and into the American Heart Association. She expressed her gratitude for how the organization –– and especially the mentors –– helped her re-enter the civilian workforce. As she began her internship, she discovered how her military experience translated into real-life work experience.

    Darjé was another intern who was able to transition into a full-time position at the Association. She also shared how supportive the Association has been for her as a working mom, providing her with flexibility. For more information about The American Heart Association’s careers, look here.

    WayUp also spoke with Christen Lawrence, an HBCU graduate from Miles College, who interned with the American Heart Association following her participation as an HBCU Scholar. As part of its comprehensive work toward building equitable health, the American Heart Association has partnered with Historically Black Colleges and Universities (HBCUs), Hispanic Serving Institutions (HSI), and other accredited colleges to help students earn professional degrees in the biomedical and health sciences. These scholar programs at the organization provide an experience over an academic year that focuses on research methodologies as well as the social impact caused by health disparities and inequities.

    Being a scholar gave Christen valuable research opportunities, addressed representation in the workplace, and emphasized the value of mental well-being and career development all of which helped her build confidence as a young professional. She spoke highly of that opportunity and how it provided her with valuable networking opportunities and sparked her interest in becoming an intern with the Association.

    The exposure to leadership at company events helped increase networking skills, which paid off for Christen as she accepted a full-time role after completing her internship.

    HeartCorps Program

    Beyond the standard internship program, the Association has the HeartCorps program, launched in partnership with AmeriCorps. HeartCorps is a public health AmeriCorps service program where members gain valuable professional public health experience while advancing more equitable health outcomes for rural communities.

    WayUp spoke with Janninah Miller, a current HeartCorps member, about her experience. Janninah serves with a Health Center and works on community health assessment projects and helped address food insecurity and transportation issues. She shared how the HeartCorps program gave her valuable experience toward her long-term career goals.

    For students interested in public health, the HeartCorps program is a great one to explore during your early career development. For information about HeartCorps, contact them at

    Career Development Opportunities

    As shown above, many interns are given opportunities to extend their internship or join the organization full-time, and praised the program for how well it was structured to provide them with a meaningful experience.

    Tips for the internship interview process? Former interns noted the interviews are conversational and suggest being true to yourself and asking questions, so candidates show their authentic selves. Many interns also discussed why they wanted to work in the non-profit sector.

    The American Heart Association fosters career opportunities for early career professionals who are looking to start or continue their career. Whether you’re looking for a full-time, part-time, or internship role, there are various roles at the American Heart Association that you can explore.

    Notably, the American Heart Association was recognized on the Forbes 2023 list of America’s Best Midsize Employers. The AHA also earned a top spot on DiversityInc’s 2023 lists of Top Hospitals and Health Systems, Top Companies for Board of Directors, and Noteworthy Companies. The organization has also been named a Leading Disability Employer for the fourth consecutive year, by the National Organization on Disability (NOD). Working for an established organization has many benefits, including professional opportunities. Employees have access to HeartU, which offers state-of-the-art online training courses to enhance career development.

    WayUp is here to help you navigate your career ambitions. If you are interested in applying for an internship or exploring open positions, you can learn more on WayUp’s page here. More

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    How to Identify Value-Driven Employers in the Job Search

    Values are the principles guiding actions and decision-making. Company values not only shape the workplace and culture but the hiring process too – and in turn, your job search. As this turbulent hiring market tests employers and their commitments, jobseekers should understand which companies remain dedicated to their values. 

    Three pillars of hiring: equity, efficiency, and transparency

    At Hired, we believe the most successful companies are guided by strong employer brand values and fair hiring practices. Our observations of successful companies tell us equity, efficiency, and transparency are key to making hiring better for everyone.

    Equity levels the playing field to open opportunities to a diverse range of talent and reduces the wage gap by offering fair pay. Efficiency expresses how streamlined companies are when advancing candidates through the hiring funnel. Transparency refers to how openly companies communicate salaries or salary bands to candidates, as well as insights into the hiring process and expectations. 

    On Hired, we find that transparent expectations through detailed jobseeker profiles and openness about jon preferences lead to better matches and is a productive use of both parties’ time.

    Why equity, efficiency, and transparency matter to jobseekers


    The challenges of 2023 – economic uncertainty and layoffs to name a few – put DEIB at risk. Some companies scaled back DEIB efforts when budgets shrank. However, the best employers and those who will succeed in 2024 are the ones who continue to prioritize and stay accountable to DEIB initiatives. Forward-thinking companies know that bias-free processes lead to more innovation, higher retention, and better performance. 

    Underrepresented jobseekers often face systemic biases and barriers that prevent equitable access to opportunities. This is frustrating and often disheartening, especially as it affects overall career advancement. 

    Equitable hiring keeps companies accountable and creates fair and unbiased opportunities for jobseekers to succeed. Equitable companies foster inclusive cultures where employees feel respected, valued, and supported to reach their full potential. They enact policies that provide access to growth opportunities and flexibility so employees thrive personally and professionally. Fair hiring practices speak volumes about the supportive, fulfilling work environment you’d experience as an employee. 


    The hiring process is already stressful as is. Jobseekers certainly don’t need an unorganized interview process on top of that. Have you spent time jumping through hoops just to reschedule last minute – or worse, be ghosted entirely? Even experienced talent are facing inefficient, opaque hiring processes that waste time, generate anxiety, and create barriers to career advancement. 

    The good news is that companies with efficient hiring processes are out there and they’re fostering positive candidate experiences. An efficient hiring process shows a company respects jobseekers’ time, has an organized culture, and uses best practices to facilitate skills-based hiring.

    The companies that streamline their processes value your time and energy. When you experience an organized, fast, and respectful interview process, you know that culture carries through the entire company. Consider an efficient hiring process a first look into:

    Work culture

    How organized a company is

    How decisions are made

    What working cross-functionally is like


    Talking about money shouldn’t be uncomfortable – especially when it’s employers discussing salaries with candidates. Luckily, 2023 brought meaningful progress in salary transparency, thanks to laws enacted across the country. 

    Salary transparency leads to fair, equitable pay and informed negotiations. This fosters trust and advocates for merit-based recognition. Open compensation practices empower employees through insight into growth trajectories and ensure they are valued competitively. 

    Many companies are now publicly sharing salary ranges for open roles, which empowers jobseekers to advocate for fair pay. When candidates know where they stand, they can confidently step into a role that recognizes their worth. Plus, companies that post salary ranges and openly discuss compensation philosophies are more likely to pay employees fairly, award merit and advancement, and eliminate wage gaps.

    How to evaluate an employer’s commitment to these values

    Ideally, every company will embody equity, efficiency, and transparency in their actions and not just words. Unfortunately, that’s not always the case. The hiring process and day-to-day culture may not reflect what’s outlined on the company website. So how can jobseekers assess how committed employers really are to these values? 

    Signals to look for from employers

    To find out whether an employer is equitable: 

    Listen for specific, detailed responses from an interviewer to equity-related questions. Can they give examples of what they’re doing to drive DEIB forward? 

    Research company policies on DEIB, their track record in hiring and promoting diverse candidates, and initiatives to support a diverse workforce

    Take the details into account: How serious are they about representation? Are you only being interviewed by white men? Are you interviewed by women but realize they’re the only ones at the company?

    Read company reviews online to get a feel for their current/former employees’ thoughts on equity

    Review if they have won awards, are involved with charitable giving, or have employee resource groups

    To get a feel for how efficient an employer is, look for these cues: 

    A clear and concise interview structure

    Prompt follow-ups and responses

    Well-organized communication from the company

    No last-minute cancellations or rescheduling

    An interview panel that is up to speed and doesn’t waste time

    Clear information is provided about the role and company 

    Instead of ghosting, they communicate clearly and honestly (and don’t leave you waiting indefinitely!) 

    To understand how an employer values transparency: 

    Observe whether they share salaries or salary bands

    Evaluate their openness (or lack thereof) to negotiation

    Research industry standards (try Hired’s Salary Calculator!)

    Inquire about the company’s compensation philosophy in the interview process

    When evaluating an offer, consider the entire compensation package beyond just salary, including benefits and bonuses

    Research the company’s reputation regarding employee satisfaction and fair compensation

    Research news articles, funding announcements, yearly revenue growth/declines, stock filings, quarterly reports, and layoffs

    How to ask about company values in interviews

    To inquire about equity you might ask: 

    “How do you ensure fair and unbiased hiring decisions?”

    “How do you support employees of different backgrounds in their career advancement,?”

    “How do you accommodate different needs and work styles in your team?”

    “What is the company’s approach to work-life balance and flexible working arrangements?”

    “Does your company offer equitable career progression opportunities for growth of employees with varying backgrounds within the same role?”

    “Do you think the career advancement policies of the company are fair for all, regardless of their background?”

    To inquire about efficiency you might ask: 

    “What is the company’s approach to decision-making and project management?”

    “How do you ensure effective communication among teams?”

    “What systems and tools are in place for tracking progress and accountability in projects?”

    “How does the company handle deadlines and time-sensitive projects?”

    “Can you provide an example of how a typical project is managed from start to finish?”

    “What will the interview process entail and what is the expected timeline?”

    “Where would efficiency rank in terms of importance for tasks?”

    To inquire about transparency you might ask:  

    “What is this company’s compensation philosophy?”

    “How is the salary for this role determined, and how often is it reviewed?”

    “Are there opportunities for bonuses or performance-based increases?”

    “What are the KPIs that would impact my compensation?”

    “How does the company ensure equitable pay practices across all levels?”

    “How is the company communicating to its employees regarding company goals, progression to them, shifts in team structures, and market trends?” 

    “How often are company-wide meetings?”

    Top tech employers exemplifying equity, efficiency, and transparency

    Which companies walk the walk when it comes to these values? We crunched the data and are sharing which companies (many of which are actively hiring!) ranked the highest across each value:


    Small businesses include companies with 1-299 employees

    Medium businesses include companies with 300-9,999 employees 

    Enterprise businesses include companies with 10,000+ employees


    North American Small Businesses

    Hazel Health

    Parachute Health


    North American Medium Businesses

    Beyond Finance



    North American Enterprise Businesses

    Yum! Brands

    Acuity Brands


    UK Businesses





    North American Small Businesses

    Butter Payments

    Parachute Health


    North American Medium Businesses


    Capital Rx

    One Medical

    North American Enterprise Businesses



    Yum! Brands

    UK Businesses



    Education First


    North American Small Businesses




    North American Medium Businesses



    Beyond Finance

    North American Enterprise Businesses



    Yum! Brands

    UK Businesses




    Hired has specific features to help amplify companies with these values. Check out some of the features we’ve developed based on data and insights to reduce bias.


    For each core value, our data team produced a sub-score based on the average across the individual metrics. From there, a weighted average across those sub-scores produced the final combined score, which was then used to determine the company rankings. Get more details on the methodology here. More

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    Learn How The Estée Lauder Companies Champions Diversity & Career Advancement in the Beauty Industry

    Like many industries, the beauty industry has grown to be one of the fastest evolving markets with consumers who demand authenticity, representation, and innovative products that fit their unique needs. At The Estée Lauder Companies’ (ELC), our collective vision is to be the most inclusive and diverse beauty company in the world as well as the employer of choice for diverse talent and the brand of choice for our global consumers. Because of this, we understand that talent today don’t just want to know what companies WILL do as it pertains to inclusion, diversity, and equity, but have a genuine track record and a commitment to current and future leader’s career advancement.

    Today over 80% of our work force is female, 50% of our U.S. Workforce is comprised of minorities and 59% of Global VP positions and above are held by women.

    We are consumer obsessed and because of this we focus our priorities on ensuring our employee population reflects the communities we impact by ensuring equitable access to professional development and advancement opportunities.

    Driving Professional Development within HBCU Communities

    As an organization dedicated to professional development and education, we pride ourselves in our ability to deliver on our ID&E commitments through external programs with our employee populations and HBCUs. To date, ELC has partnered with Howard University, Spelman College, and Florida A&M to provide virtual networking and career advancement programs for alumnae seeking ways to transition to the beauty industry.

    She’s Howard – ELC’s partnership program with Howard University was inspired by ELC’s longstanding relationship with the University that began in 2018 through an increased focus on HBCU recruiting. Since its inception in 2021, the program continues to be a resourceful networking tool for all Howard Alumnae. 

    Let’s Talk Beauty – ELC’s partnership program with the National Alumnae Association of Spelman College was designed to serve as a platform for ELC to connect with Spelman Alumnae through intentional conversations, panel discussions, and networking opportunities to provide career coaching and insights into the beauty industry. 

    FAMU 10-Week Travel Retail Program – ELC’s partnership program with Florida A&M University was designed to engage rising juniors and seniors by providing an inside look into the fast-paced world of Travel Retail. Participants join for a 10-week program during which 41 merit scholarships of US$10,000 were awarded to students in the University’s School of Business and Industry over the course of five years by the University on behalf of The Estée Lauder Companies. 

    Leading From Every Chair

    We believe in the power of leading from every chair and are committed to creating space for talent with unique backgrounds and perspectives to support and lead innovation. As one of the world’s leading manufacturers and marketers of quality skincare, makeup, fragrance and hair care products sold in approximately 150 countries and territories, we offer a number of opportunities for undergraduates, early career professionals and our internal community of employees to continue to challenge themselves and contribute to a number of exciting business priorities. 

    Lauder Summer Internship Program – A 10-week program that offers undergraduate students in the U.S. the opportunity to think critically in real-world corporate situations. Students have the opportunity to apply for openings in our corporate functions or at one of our brands, and they will be assigned based on their academic backgrounds and interests once they are accepted into the program. 

    Presidential Associate Program – An intensive, 18-month rotational program specially designed for undergraduates. This program integrates professional rotations with continuous leadership development, coaching, mentoring, hands-on practical experience, group networking opportunities, and strategic thinking initiatives to optimize talent and build business acumen and capability.

    From Every Chair Program – In June 2020, William P. Lauder, Executive Chairman, and Fabrizio Freda, President and Chief Executive Officer, shared ELC’s Commitment to Racial Equity. As part of our ongoing commitment to ensure Black employees have equal access to leadership trainings and mentorship programs with senior executives, the Global Talent team and the Inclusion & Diversity COE, in collaboration with the Network of Black Leaders and Executives (NOBLE) Employee Resource Group, created the From Every Chair (FEC) Leadership & Development Program. This 9-month Sponsorship and Mentorship program for current employees focuses on one-on-one mentoring sessions, curated professional development seminars and dedicated coaching from highly regarded executive coaches. Since its inception, the program was designed to develop and advance Black talent through enhanced programs focused on soft skills and career coaching for all participants.

    ELC Grow – In 2022, ELC launches its internal Talent Marketplace designed to connect employees to personalized recommendations for full-time roles, project and networking opportunities that can empower our community to grow their skills and careers. By matching employees with internal opportunities autonomously we encourage an environment of continued learning and fueling future career aspirations and interest.

    Head over to The Estee Lauder Company’s company profile to learn more about the company and for information on open roles! More

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    How KPMG Global Opportunities Prepare Early Career Professionals for the Workforce

    As a professional preparing to enter the workforce, it can feel overwhelming as you consider the seemingly limitless possibilities of what to pursue after graduation. When this time arrives, it’s important to consider what kind of employer is the best fit and where you can grow your skills the most.

    It goes without saying that new experiences and stepping out of your comfort zone will contribute to professional growth and development. However, is it even possible to find a life-changing experience like that at the start of your career?

    KPMG, one of the Big 4 accounting firms, has grasped this experience-led development method and integrated it for their employees through their global presence and opportunities abroad.

    In addition to their global offices and international clientele, KPMG offers the opportunity for select students from across the world to participate in the Global Advantage Program and the Global Internship Program. KPMG knows that some of the best opportunities to grow and learn can happen outside of one’s home country and these programs are their way of leveraging that potential.

    Recently, WayUp spoke with a few current and future employees who participated in these unique global opportunities to hear about their experiences and what they gained from traveling and working abroad. In our conversations, we learned that the firm’s global opportunities help early career professionals step out of their comfort zone and gain invaluable skills that help them succeed in a new industry and workforce.

    The KPMG Global Advantage Program (GAP) is an opportunity for about 150 future interns from over 10 different countries to develop skills the summer before their internship. The four-day training course hosted in Europe seeks to grow students’ skills in the avenues of leadership, self-awareness, interpersonal impact, and cultural versatility.

    Here is a little bit of what the 2023 program in Brussels, Belgium looked like!

    [embedded content]

    This past summer, Jessica Commisso, a KPMG University Recruiter and former intern, attended GAP in Brussels with a group of students acting as an ambassador and manager. Her experience this past summer helped her see just how beneficial the program can be for new hires and their ability to work with different types of people.

    Another incredible opportunity for KPMG interns is the Global Internship Program (GIP), which provides real-world experience through a four-week rotational program. Whether it’s working in Dubai, London, Sydney, or many other global office locations, interns gain exposure to global professional services practices and increase relationship-building skills.

    Participants spend half of their internships working in a location outside of the US with international colleagues and develop a global network of professionals which enhances their skills in collaboration, networking, and communication. Additionally, interns gain meaningful work experience by learning about international accounting standards and working on tangible deliverables with global clients.

    This past summer, Victoria Vanriele participated in GIP as a Tax Intern working on the island of Mauritius off the coast of Africa. During her time in Mauritius, Victoria was thrown into a new and unfamiliar environment – an experience that helped her understand different cultural norms and ways to interact with people.

    As Victoria anticipates working with colleagues and clients from different backgrounds in her future full-time role, she will undoubtedly use her experience in Mauritius to help guide her.

    Hensen Lam, another participant in GIP, shared that the client work he did in Dubai had the greatest impact on his development.

    From leading client meetings to holding down presentations, Hensen gained confidence as a professional through hands-on experience and participation in real business deliverables.

    Whether it was getting comfortable with new and unfamiliar environments or gaining inspiration to succeed, both Victoria and Hensen had critical experiences that contributed to their growth at KPMG.

    Beyond the Global Advantage and Global Internship Programs, full-time professionals at KPMG also have the opportunity to gain international experience working with the firm’s global clients or by participating in the KPMG Global Opportunities (GO) program. Last year, nearly 70 KPMG member firms hosted over 770 professionals on rotations around the world.

    Jamie Bernstein, a Senior Associate in Tax who currently works with an international client, participated in both global programs before she joined the firm full-time. She acknowledges how helpful it was to understand the international tax perspective through global client work. While at the London office, she interacted with several international colleagues and enjoyed learning more about their backgrounds.

    As she lived away from home in another country, Jamie had the relational capacity to focus more on networking through client dinners, team-building events, and other cultural activities. She emphasized how working in an unfamiliar territory was a main driver for self-improvement.

    Even today, as a Senior Associate, Jamie seeks out new and unfamiliar opportunities because she knows they will help her grow professionally. From global programs to meaningful networking experiences, it is evident how these initiatives help to build a sense of connection to the firm.

    Jamie’s experience goes to show how involvement with the global initiatives at KPMG, especially early in your development, will undoubtedly have a lasting impact on your career and professional journey.

    After chatting with both entry-level and experienced employees who have participated in global initiatives with KPMG, it is clear the programs impact career development and the path that individuals take.

    Whether they help you learn how to communicate with people from different backgrounds, solve unique problems, or foster ambition and a desire to succeed, the global experiences at KPMG help early-career candidates launch and grow their careers.

    For more information about international opportunities at KPMG for both interns and full-time employees, head over to their WayUp profile or

    Some or all of the services described herein may not be permissible for KPMG audit clients and their affiliates or related entities.

    The information contained herein is of a general nature and is not intended to address the circumstances of any particular individual or entity. Although we endeavor to provide accurate and timely information, there can be no guarantee that such information is accurate as of the date it is received or that it will continue to be accurate in the future. No one should act on such information without appropriate professional advice after a thorough examination of the particular situation.

    © 2023 KPMG LLP, a Delaware limited liability partnership and a member firm of the KPMG global organization of independent member firms affiliated with KPMG International Limited, a private English company limited by guarantee. All rights reserved.

    The KPMG name and logo are trademarks used under license by the independent member firms of the KPMG global organization.  More

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    Get Employers’ Attention: How to Craft an Effective Hired Jobseeker Profile Headline

    Your Hired candidate profile headline is the first impression you make on potential employers. It establishes the lens through which they’ll review your profile and resume. So you want to make it count! It provides a snapshot of who you are, what you do, and how much value you might add to an organization in just a sentence. It should be impactful, catchy, and clearly state what job you currently have and/or are pursuing. 

    On the Hired platform, data tells us that your headline can even impact the number of interview requests you receive. The quality of a headline matters. If an employer views your profile, they are 5% more likely to send you an interview request if you use our new AI-generated headline feature and make tailored edits from there. Hired’s Candidate Experience Manager sums up this feature for candidates:

    “Candidates can now craft a compelling Hired profile headline with AI. It’s generated based on profile info, resume, years of experience, and skills. The new feature writes a 150-character sentence. We encourage candidates to edit and get creative from there!”

    We want to emphasize AI alone is not enough to create a captivating headline. It needs your personal touch. Follow these tips for guidance on how to craft a headline that catches employers’ attention. 

    Related: Want More Interviews and Better Matches? 8 Key Tips! 

    1. Don’t restate what’s already in your profile

    While it’s great to use keywords relevant to your role and field, avoid repeating exactly what employers will see in your profile. Instead, think about how you drive value. Why is your work meaningful to you? How do you impact the lives of others? Are there impressive accomplishments that you want employers to see first? 

    2. Be clear and concise

    Remember, your headline should be a snapshot of your professional identity. It needs to be clear and to the point. Avoid jargon or overly complex language. Instead, focus on the core elements of your professional expertise. For example, “Skilled backend engineer focused on performance and ensuring that users’ needs are met efficiently and effectively in the FinTech space” is specific and gives a clear idea of your expertise and industry focus. 

    3. Showcase your unique value proposition

    What makes you different from other candidates in your field? This could be a unique skill, a notable achievement, or a specialized certification. Instead of saying “Technical lead at X,” say, “Technical lead designing scalable software for millions of users” or “Expert in recommendation and personalization systems.” 

    If you are early in your career and don’t have an area in which you are a deep expert, showcase another part of your abilities. Even something like “Three-time hackathon champion” elicits thoughts of competitiveness and creativity around your profile. 

    4. Be specific about goals or aspirations

    Adding context around a specific career goal or aspiration shows prospective employers your ambition and direction. For example, “Aspiring data analyst committed to leveraging big data for business solutions” indicates your career trajectory and commitment.

    If you are currently an individual contributor but are looking to grow into a team lead role, mention this in your headline. If you have multiple years of experience, your headline should highlight key skills and what you’re looking for in your next opportunity.

    Related: Dear Developers: Coding Languages That Will Set You Apart in 2023 

    4. Highlight talents and hobbies

    Have interesting side hustles or unconventional hobbies? Let’s hear it! Maintain human connection by sharing what you do outside of work, especially if it aligns with your field or job skills. This makes you unique and memorable. Caution: No TMI. Stay professional and avoid getting too personal. 

    5. Invite employers to learn more  

    You’ve got a small space but there’s a lot to your story; spark employers’ curiosity by inviting them to learn more. This invitation could open a point of conversation later down the line – perhaps in an interview! 

    6. Continue optimizing your headline

    As your career evolves, so should your headline. Regularly update it to reflect your most recent accomplishments or shifts in your professional focus. 

    It’s time to update your Hired profile headline

    Don’t just be a “Senior Full Stack Software Engineer at X company” when you’re actually a Senior Full Stack Software Engineer, parent to a rambunctious three-nager, and developing a crypto app in your free time. This makes you an intriguing candidate and adds a human touch that employers will surely notice. 

    By following these tips, you’ll create a headline that not only attracts the attention of employers but also accurately represents your professional brand. Remember, your headline is more than just a title — it’s the first step in telling your career story. More

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    Adapting and Advancing in a New Era of Tech Careers (VIDEO)

    We’ve seen a lot of changes in the hiring market in the past year, including the massive onset of AI and instability in the economy. The job search might feel a bit more grueling than you remember. Every role seems to have more applicants, interview processes are increasingly difficult, and employers appear more resistant to job offer negotiations.

    Looking for a refreshing reboot on the job search? Watch this on-demand webinar to hear experts discuss key findings from Hired’s 2023 State of Tech Salaries report, share how AI and skill demands are reshaping technical job opportunities and compensation, and how to stand out as a tech candidate.

    You’ll hear from:

    VP of Prodct, Hired, Jon Dobrowolski

    General Manager, Rora, Jordan Sale

    Global Head of Talent, Oura, Ginny Cheng

    Founder & CEO, AI Makerspace, Greg Loughnane 

    Co-Founder & CEO, Educative, Fahim ul Haq

    Read an excerpt of the conversation here and scroll down to access the full webinar. 

    How will automation put technical roles at risk? With AI, where do we see the most dramatic changes and opportunities?


    I think automation is this double-edged sword where it’s a job killer but also a job creator. I was talking to somebody who was into object-oriented programming in the early 2000s. It’s no different now than it was then. It’s just a different paradigm. 

    Make sure you’re focusing on how your job, domain of practice, and things you do every day can be augmented with AI tools to improve your own personal workflows are your tasks as an individual. 

    At the company level, it’s about how to adapt to this shifting competitive landscape. That company leader problem is a bit more complicated because there will be plenty of AI laggards within the company. That’s a whole rabbit hole. Many consultants and folks are always focused on helping large corporations move through this AI transformation. 

    But as an individual, it’s easier. If you’re watching this panel, you’re doing the right thing.Are you using ChatGPT, DALL-E, Bing, or Claude? Next month, this is going to be a year old. It’s really time to get with the program and start trying to improve your personal workflows. 

    If you take, as an example, data scientists, they are still going to be useful moving forward.However, it’s not clear to most people today exactly what the data scientists of tomorrow will be working on. When we start building large language model applications, we start putting them into production. There are a lot of things on the data science side that will need to be done. 

    However, most data scientists still don’t know how to do those today. The closer you are to the cutting edge, the faster you’ll have to learn. Those looking to get into engineering, data science, and tech in general, have a level playing field if they’re willing to learn those new skills now. 

    Get in on that 2024 Goldrush and celebrate this one-year ChatGPT anniversary. You’ve got as much opportunity as anybody else. Nobody’s that far ahead today. Start embracing that opportunity space today.

    Watch the full collaborative panel discussion to learn: 

    Whether it is worthwhile for jobseekers to follow skill demand trends

    How to effectively communicate willingness to upskill to potential employers

    Nuances to be aware of during a job search in this new, dynamic market

    How to negotiate in a tough hiring market More

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    Why Your Career Narrative Is Just as Important as Your Work History

    To maximize your chances of making a meaningful impression and landing a phone screen with the recruiter, offer a clear career narrative upfront. Recruiters and hiring managers are busy reviewing dozens or even hundreds of applications for a single role. They only have a few minutes (if that) to look at your resume, LinkedIn, portfolio, or Hired profile.

    In today’s competitive job market, simply having a list of past roles and accomplishments isn’t enough. The most successful jobseekers tell a compelling story — a career narrative — that positions them as the ideal fit for the roles they pursue.

    Here’s how to do it.

    Connect the dots

    First things first, a career narrative isn’t just a retelling of your job history. It’s a strategic story that connects the dots between where you’ve been, where you are, and where you want to go. Its purpose is to help potential employers see not just what you’ve done, but who you are as a professional and how you’ll add value to their organization.

    Begin by making a list of the roles you’ve held, projects you’ve undertaken, challenges you’ve faced, and accomplishments you’ve achieved. Go beyond the resume bullet points and think deeply about what each experience taught you, how you grew, and how each step led you to the next.

    As you reflect, you’ll likely notice recurring themes or patterns. Maybe it’s a passion for leading teams, an ability to optimize processes, or a knack for solving complex problems. This common thread will be a cornerstone of your career narrative.

    Don’t be afraid to mention challenges head-on in your career narrative too. Highlight what you learned from them, how you overcame them, and how those experiences equipped you for future roles.

    Finally, while it’s important to know your entire history, you don’t have to share every detail in your narrative. Instead, pick out 3-4 defining moments that exemplify your professional growth, showcase your skills, or highlight key transitions. These will serve as the main “chapters” of your story.

    Have a catchy headline

    You know that sentence at the top of your resume or below your name on your Hired or LinkedIn profile? That’s your headline. It provides a snapshot of who you are, what you do, and how much value you might add to an organization in just a sentence. It should be impactful, catchy, and clearly state what job you currently have and/or are pursuing.

    A few things to keep in mind:

    If you’re a new grad, your headline should clearly communicate the role you are looking to be in.

    If you have multiple years of experience, your headline should highlight key skills and what you’re looking for in your next opportunity.

    Here are a few examples to start:

    A headline for a mid-level software engineer with an interest in artificial intelligence and machine learning could be: “Java engineer with 5+ years of experience, seeking roles in AI and ML.”

    Let’s break it down. The headline states:

    The language they’ve worked with the most often and recently (Java)

    How long they’ve been doing this (at least 5 years)

    What they’d like to focus on (artificial intelligence and machine learning)

    A recent grad who just earned a visual design degree should have a headline reflecting this experience: “Junior visual designer with strong interest in typography seeking role in edtech.” It might be tempting to include personal interests. However, you only have one chance to make an impression on the recruiter.

    Be strategic about your summary

    Think of your summary as an extension of your headline. This section allows you to build out the details of your headline. Do so by including context around your past experience (if you have it) or talk about your motivations for the role you’re looking for. This is your opportunity to provide a glimpse into your three-minute elevator pitch before diving into your work history.

    In your summary, write up to three paragraphs touching on the following points:

    What job you want

    What you’ve done

    What skills you have

    Why you are the perfect candidate for the role

    Remove the guesswork

    If you have a diverse skill set spanning several disciplines, tell them which you’re most interested in and try to zero in on one or two roles at most. For example, if you’ve worked as both a backend engineer and a data engineer, make it clear you’d like to continue pursuing a career in data engineering.

    If you have a background in graphic design and just completed a user experience design bootcamp, tell them you’re looking for user experience design roles. Employers can only guess what interests you. Make the job easy for them by explicitly stating the roles you want.

    After discussing the job you’re looking for, explain how your previous experience explicitly relates to the role you’re pursuing. Provide a few lines about what you’ve worked on, what languages, skills, programs, or tools you’ve used, and any achievements.

    Next, state how your experiences make you the perfect candidate for the job. Don’t hesitate to mention professional attributes. That could be adaptability and strong communication skills that make you stand out and contributed to your previous successes. Your objective is to keep the message focused so it retains the hiring manager’s attention.

    Inject personality into your profile

    After establishing your career narrative in your headline and summary, give your resume and online profiles a breath of life by adding your personality. Bringing your application to life will make you stand out among dozens of other applicants. Plus, it will also make you more memorable to hiring managers.

    Your application will be judged in part by how well you convey the qualities that would make you successful in the role. As an engineer, you’re supposed to use logic, rationality, and consistency. If your work is primarily client-focused, attributes such as being personable and relatable will be prioritized. If you’re applying for a role in design, you should represent yourself in interesting, unique ways.

    Show employers what you do best

    But how do you insert your personality? If you’re a good writer, show off your skills. Being able to write well is not an inherent skill. For example, if you’re a product manager, it’s important to communicate effectively since time is often not a luxury. While you can probably write a lot about your experience, whittle each role down to five points. They should touch on each aspect of your job in the work experience sections.

    If you’re a designer, prove it. Don’t just use a generic resume template. Instead, make your own résumé with the design programs you rely on every day. Designers need to know how to organize information clearly. So make sure to keep the design fundamentals of type, space, and color in mind. A visual designer will be judged on the quality of their visual layout. Your resume and portfolio should accurately reflect your skill level.

    As always, stay on topic. If it doesn’t make sense to talk about your love of coffee as it pertains to your desired role, exclude those details from your resume. Add anything that relates to the role in question and nothing more.

    Moving forward with your career narrative

    Be sure to practice telling your narrative. Whether it’s in a job interview, a networking event, or a casual conversation, being able to articulate your story confidently and coherently will leave a lasting impression. With these tips in mind, you’ll grab the attention of hiring managers and be that much closer to getting your dream job.

    As you progress in your career, gain more experience, and achieve new milestones, revisit and refresh your narrative. Your story is ever-evolving, just like you.

    Originally written by Brittany Curran in March 2018. Updated by Hired Content Team September 2023. More

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    3 Keys to Write a Software Engineering CV or Resume in 2023

    3 Strategies for a Solid Software Engineering CV or Resume

    Whether you’re starting to look for new opportunities or just want to get your CV or resume in shape, it can be difficult to know how to best portray a software skillset on a single piece of paper. This article will provide general CV-writing best practices, as well as specific strategies to highlight your software engineering expertise. 

    1. Keep it clean and simple

    This applies to CVs for all jobs, but it’s worth remembering that recruiters and hiring managers generally don’t have the time nor the energy to sift through multiple pages, opaque wording, or confusing formatting. 

    First of all, be sure to keep your CV to a single page. Even if you have many experiences that seem worth sharing, you’re better off choosing the most important, relevant ones (and including more details about them) rather than trying to squeeze everything in, but losing the important details of your most impressive achievements. 

    One way to keep it short is to use concise, straightforward language rather than flowery descriptions. Once you’ve written a draft, go through and think critically about each bullet point: Ask yourself whether there’s a way to say the same thing in fewer words, or to make it punchier with more action-oriented words. It can also be helpful to have a friend, colleague, or mentor read it over for a second opinion. 

    Lastly, keep the formatting clean by using section headers and consistent fonts/font sizes. Must-have sections include education, employment, and skills (where you can list your proficiency with various programming languages); Others might include personal projects, awards, certifications, or interests. 

    2. Tailor it to the role

    Whether you’re applying to a very specific role or applying more broadly, be sure to tailor your CV accordingly. If there are a few types of roles you’re considering, it might be worth keeping a different version for each. 

    Some people prefer to keep a “master” CV with all of their experiences listed (this might exceed the one-page limit), which can be trimmed down based on which skills a role requires and how your background fits into that profile. Others may keep a few versions of their CV ready to go depending on which best fits a job they’re applying for. 

    Whatever your strategy, don’t underestimate the importance of what you do and don’t include on a CV you submit to a job posting: Even if you have the most relevant experience, if it doesn’t come through on your CV then the hiring team won’t know what a good fit you might be. Further, including more relevant jobs or projects may increase your chances of talking about them in the interview, as interviewers often use the candidate’s CV to guide the conversation.

    3. Show off your software experience 

    Unlike many other careers, software engineers’ work (e.g. tools, apps, websites, etc.) can often be publicly viewed. When it comes to CV writing, this is a huge plus, as it gives you the chance to show, rather than tell, what you’ve done. 

    Some engineers like to include a ‘Projects’ section, particularly if they’re earlier on in their careers but have undertaken personal projects to boost their skills or to explore an area of interest. Even if the work is incomplete or the projects are small, this section can also demonstrate your passion for engineering as it will indicate you’ve taken on this work outside of your day job. 

    You might also include links to online portfolios such as GitHub or StackOverflow, which can give the hiring team clear evidence of which skills you bring to the table. If you have a personal website with links to various projects, this can be a way of keeping your word count down while still showcasing all of your work.

    At the end of the day, your CV is only one small piece of the candidate profile that a company will assemble in the process of interviewing you—but it’s an important one as it’s often the first impression a hiring team will have of you. Spending time to tinker with and tailor your CV may seem mundane, but it’ll certainly be worth the effort if it helps you make it past the initial screening process. 

    Additional Resources to help write your tech resume or engineering CV

    Originally written in 2019, this blog was updated by the Hired content team in 2023. More