Work & Career

Three rules. Never say a number first — ask for their range. When you do counter, use a researched, specific figure based on market data, not a percentage above your current pay. Get the offer in writing, then ask for…

Read full answer →

Book a 30-minute meeting in advance, don't ambush. Bring evidence: results you've delivered, scope you've taken on beyond your role, and a market salary number you can defend. Ask for a specific figure, not 'more'. Be…

Read full answer →

When you've stopped learning, the trajectory is clearly capped, and you dread Sunday evening for more than a month — yes. When you've had one bad sprint, a single difficult boss, or a normal mid-project slump — probab…

Read full answer →

Listen more than you talk. Map the org (who decides what, who's trusted, who's struggling), find a quick win that costs nothing politically, and meet every adjacent function. Don't propose big changes until you've ear…

Read full answer →

Burnout has three signs: exhaustion that sleep doesn't fix, cynicism about work you used to care about, and a creeping sense of ineffectiveness. It's not weakness — it's a chronic-stress injury. Vacation can't fix it;…

Read full answer →

Start with adjacent moves, not leaps. Catalogue your transferable skills (project management, writing, stakeholder handling), identify roles where 60%+ of your current skills apply, and bridge the gap with one credent…

Read full answer →

Three short paragraphs, max one page. First: why this company specifically (mention something real, not their 'mission'). Second: two or three results from your past that map to what the job description asks for, with…

Read full answer →

One page (two if 10+ years). Lead with impact, not duties — 'grew X by 40%' beats 'responsible for X'. Match the job description's language for the ATS. Skip photos, personal details, and 'references on request'.

Read full answer →

Research the company's last 6 months (products, news, financials). Re-read the job description and prepare a STAR story (Situation, Task, Action, Result) for each requirement. Prepare 4 sharp questions of your own. Pr…

Read full answer →

One page under 10 years' experience, two pages beyond that, never three unless academic or federal. Recruiters spend 6–8 seconds on first pass — clarity beats completeness.

Read full answer →

Headline that says what you do and for whom, a real photo, an 'About' that tells a story not a resume, and specific accomplishments with numbers in each role. Refresh quarterly.

Read full answer →

Same start time daily, get dressed, dedicated work spot, walk to 'commute'. Batch shallow work; protect 90-minute focus blocks. End with a shutdown ritual — close the laptop, close the door.

Read full answer →

Do the job before you have the title. Make your manager's life easier. Get results others can see. Ask explicitly: 'what does the next level look like — what am I missing?' Then close the gap.

Read full answer →

Lead each bullet with an action verb and finish with a measurable outcome, keep it to two pages, and mirror the exact keywords from the job posting so applicant tracking systems rank you. Skip photos, ages, and object…

Read full answer →

Use the STAR structure — situation, task, action, result — and keep each answer to about 90 seconds. Prepare five stories that can be reshaped to fit most behavioural questions rather than memorising answers to twenty…

Read full answer →