🧵Job hunting has come full circle, and it’s fascinating to watch. When I first moved abroad at 19, my strategy was simple.

I’ve seen 1000s apply for jobs. Here’s what actually works. app.campsite.co/coho/p/notes…

I’m replacing facilitators and coaches with AI. The professional development industry is built on the idea that growth requires continuous guidance. Coaches, trainers, and facilitators are seen as essential for every session. But what if they’re not? linkedin.com/pulse/im-replac…

We all know the pain of starting a new job. The overwhelming flood of information, the struggle to find your place, the worry about making a good impression. It's a universal experience, yet 88% of employees feel their company's onboarding process is inadequate. Over the past few months, I've spoken with numerous HR professionals, people leaders, and employees about their onboarding experiences. These conversations have been eye-opening, but now I want to hear from an even broader audience. Because first impressions matter. Because a good start leads to long-term engagement. Because onboarding shapes an employee's entire experience with a company. But to do this right, I need your help. Whether you've recently joined a company or you're involved in bringing new people on board, your insights are invaluable. I've created a short survey to understand your experiences and pain points with onboarding. It'll take less than 5 minutes of your time, but your input could help shape the future of how companies welcome and integrate new employees. Thanking you in advance 🙌 you can fill it out here → tally.so/r/mKo917

The new hire survival guide: Step 1: Resist information overload Step 2: Seek context, not just facts Step 3: Build your own cross-functional network Step 4: Identify the real (not stated) priorities Step 5: Find peers for unfiltered insights Step 6: Question the status quo (carefully) Step 7: Create your own ramp-up plan if none exists Your fresh perspective is valuable. Use it wisely.

New hires are your best source of unbiased feedback. Their questions expose your assumptions. Their confusion highlights your process flaws. But most companies treat onboarding like indoctrination. Result? You're paying top dollar for fresh thinking, then immediately stamping it out.

The hidden toll of "always-on" culture: Slack. Email. Texts. "Quick" calls. We've normalised constant interruption. Deep work is becoming a rare skill. Cultivate it.

A gentle reminder: - Your employees' first 90 days shape their next 900 - Onboarding is a process, not an event - You never get a second chance at a first impression

New hire: "I'm ready to make an impact!" Company: • 2-hour orientation • Outdated handbook • Absent mentor • Vague role • No training Also company: "Why is productivity down?" "Why is turnover so high?" "Why are we hemorrhaging money?" Reality: You can't microwave onboarding. Invest time upfront or pay later. Your choice.

When you hear "AI-powered" in a product description, what do you think?

If the AI tools we're building for HR aren't solving their biggest headaches, we need to stop chasing sci-fi fantasies and start listening to what they actually need. The best HR tech won't be the flashiest—it'll be the stuff that tackles the boring but essential tasks so HR can focus on the people side of the job. Or as @elou so brilliantly put "AI thrives in the mundane."