Every career term, explained clearly

A US employer-sponsored retirement savings plan that lets employees save pre-tax (traditional) or post-tax (Roth) income. Many employers match a portion of contributions — effectively free compensation that candidates often undervalue when comparing offers.

Strong, specific verbs that open resume bullet points and communicate what you did, not what your job was. Words like 'Led,' 'Built,' 'Reduced,' or 'Negotiated' are more compelling and precise than passive phrases like 'Responsible for' or 'Worked on.'

A formal performance evaluation conducted yearly (or semi-annually) that assesses an employee's performance, provides feedback, and typically determines raises, bonuses, and promotion eligibility. The primary formal mechanism for compensation growth.

The total group of candidates who have applied for a specific role. The composition and size of the applicant pool determines how competitive the role is and what qualifications the hiring team will use to differentiate candidates.

The date by which applications for a role must be submitted. Many postings have explicit deadlines; many don't — and in practice, most roles start reviewing applications before the deadline closes. Apply early regardless.

The full set of documents and information submitted with a job application — resume, cover letter, portfolio, writing samples, references, and any other role-specific items requested. Having these prepared and organized before you start applying saves significant time.

Where your job application stands in the hiring process — typically categories like Applied, Under Review, Phone Screen, Interviewing, Offer, Rejected. Tracking status across all active applications keeps your job search pipeline visible and manageable.

The practice of systematically recording and monitoring job applications — where you applied, when, what stage each is at, and what follow-up is needed. Without tracking, active job seekers lose visibility into their pipeline and miss follow-up opportunities.

A standardized test administered as part of the hiring process to evaluate cognitive ability, personality, situational judgment, or technical skills. Used widely in corporate, government, and financial hiring to add objectivity to candidate evaluation.

The legal default in the US where either party — employer or employee — can terminate the employment relationship at any time, for any reason (with some legal exceptions). Most US jobs are at-will unless a contract specifies otherwise.

Software employers use to receive, parse, rank, and filter job applications before a human ever reads them. Most companies with more than 50 employees use an ATS, meaning your resume must survive automated screening before reaching a hiring manager.

A resume formatted so that ATS software can parse it correctly — clean layout, standard fonts, no graphics or text boxes, proper section headings. An ATS-friendly resume passes machine parsing without losing any content.

An investigation conducted by an employer (typically post-offer, pre-start) to verify employment history, education credentials, criminal record, and sometimes credit history. Standard practice for most professional roles, especially in finance, healthcare, and government.

The fixed annual or hourly compensation paid to an employee, before bonuses, commissions, or equity. It's the foundation of total compensation and the most directly negotiable component of most job offers.

An interview format where questions focus on how you've handled specific past situations — 'Tell me about a time when...' The premise is that past behavior is the best predictor of future behavior. Most structured interviews incorporate behavioral questions.

The non-salary compensation provided by an employer — health insurance, retirement plan, PTO, parental leave, and more. Benefits can represent 20-30% of total compensation value and vary significantly between employers.

Non-verbal communication — posture, eye contact, gestures, and facial expressions — that influences how interviewers perceive you. Positive body language signals confidence and engagement; closed or anxious body language can undermine strong verbal answers.

A deliberate transition from one professional field, role type, or industry to a substantially different one. Career changes require identifying transferable skills, filling skill gaps, and reframing your experience for a new audience of employers.

A professional who helps individuals navigate career decisions, job search strategy, resume development, interview preparation, and salary negotiation. A good career coach provides accountability, structure, and expertise that can significantly accelerate job searches.

A period away from paid professional employment — distinct from a short resume gap. Career gaps are typically 6 months or longer and may be due to caregiving, health, education, layoffs, relocation, or personal circumstances.

A problem-solving interview format used primarily by management consulting firms and some tech companies, where candidates work through a business problem in real time. Evaluates structured thinking, quantitative reasoning, and communication — not pre-existing knowledge.

Credentials awarded by professional bodies, technology vendors, or educational institutions that verify a specific set of skills or knowledge. Certifications are high-value resume signals in technical, financial, healthcare, and project management fields.

A resume format that lists work experience in reverse order, starting with your most recent job. It's the most widely used and ATS-compatible format, and the default choice for most candidates applying to most roles.

Contacting someone you don't know — a hiring manager, recruiter, or potential mentor — to introduce yourself and express interest in opportunities at their company. Effective cold outreach is specific, brief, and offers something before asking for anything.

A hybrid resume format that opens with a skills or competency summary, then follows with a reverse-chronological work history. It lets career changers lead with transferable skills while maintaining the chronological structure recruiters expect.

The questions that appear in most job interviews regardless of company or role: 'Tell me about yourself,' 'Why do you want this job?' and 'What's your greatest weakness?' Having polished, genuine answers to these avoids stumbling on questions you knew were coming.

The process of learning about a company before applying or interviewing — including its products, culture, business model, competitors, recent news, and team structure. Good research improves your application quality and interview performance.

A structured interview where each question maps to a specific competency the role requires — communication, leadership, problem-solving, etc. Common in government, public sector, and large enterprises. Often uses STAR-format responses.

The amount of money needed to maintain a standard of living in a given location. Relevant to job searching when comparing offers in different cities, evaluating relocation, or negotiating for roles at companies that adjust pay by location.

A response to an initial job offer where you propose different terms — typically higher compensation, more equity, or a different start date. Negotiating a counter-offer is standard practice and rarely results in an offer being rescinded.

A one-page letter accompanying your resume that explains why you're applying, why you're a strong fit, and what specifically drew you to this company and role. Strong cover letters add context that resumes can't — they're not required everywhere but matter when they are.

A resume summarizes your work history and skills; a cover letter explains why this specific role and company interest you and how your background makes you a strong fit. They serve different purposes and work together as a complete application package.

The alignment between a candidate's values, work style, and behaviors and those of the organization. A major informal evaluation criterion in most hiring processes, but one that can mask bias when not defined clearly.

A job application tailored specifically for one role — with a resume that mirrors the job description language and a cover letter written for that specific company and position. Customized applications consistently outperform generic ones across every stage of the hiring process.

In the US, a resume is a 1-2 page targeted document; a CV (curriculum vitae) is a comprehensive academic record used in academia, research, and medicine. Outside the US, 'CV' is often used interchangeably with 'resume.'

Employer-provided coverage for dental care — cleanings, fillings, orthodontia, and more. Usually a minor line item in total compensation but worth comparing, especially for candidates with significant dental needs or families.

Employer-provided income replacement if you become unable to work due to illness or injury. Short-term disability (STD) covers weeks to months; long-term disability (LTD) covers years or until retirement age. Often an overlooked but high-value benefit.

A pre-employment screening that tests for controlled substances. Required for safety-sensitive roles (transportation, healthcare, government), federally regulated industries, and many general corporate employers. Typically conducted post-offer.

The section of your resume listing your academic credentials — degrees, institutions, graduation dates, and relevant coursework or honors. Placement and detail level change significantly based on where you are in your career.

A 30-60 second verbal summary of who you are professionally, what you do, and what you're looking for. Used in networking events, job fairs, informational interviews, and as the answer to 'Tell me about yourself' in interviews.

When a current employee of a company recommends a candidate for an open role. Referred candidates have 3-4x higher conversion rates than job board applicants, and most companies have formal referral programs with cash bonuses for employees who refer successful hires.

A legally binding agreement between employer and employee that specifies the terms of employment — compensation, role, duration (if fixed), termination conditions, and any special provisions. More common for executives, contractors, and international hires than for general US employees.

A period in your work history when you were not employed. Gaps are common — for caregiving, health, education, layoffs, or personal reasons. How you frame them on your resume and in interviews matters more than their existence.

Ownership stake in the company provided as part of compensation — typically as stock options or RSUs. Equity can be worth far more than base salary at successful companies, but it carries risk and illiquidity, particularly at private companies.

The last stage of interviews before a hiring decision is made — often including multiple interviewers, senior leadership, and in-depth assessments. Candidates who reach the final round are all considered qualified; the decision usually comes down to fit and differentiation.

A message sent to a recruiter or hiring team after submitting an application or completing an interview to express continued interest, provide additional information, or check on application status. Timing and tone matter: too aggressive is off-putting; too passive means missed opportunities.

Self-employed professional work done for multiple clients on a project or contract basis, without long-term employment by any single employer. Freelancing can be a primary career, a side income, or a bridge strategy between full-time roles.

A resume format that groups skills and accomplishments by theme rather than by employer. Designed for candidates with gaps or non-linear careers, but largely disliked by recruiters and poorly parsed by ATS systems. Use with caution.

A practice where an employee is asked to leave the workplace immediately upon resignation but remains on the payroll — and often prohibited from joining a competitor — during their notice period. Common in finance, law, and roles with access to sensitive information.

When an employer stops communicating with a candidate without explanation — no rejection email, no follow-up, just silence. Unfortunately common at all stages of the hiring process. Sending a brief follow-up once or twice is appropriate; extended silence is a soft rejection.

A labor market characterized by short-term, flexible, and freelance work rather than permanent employment. Platforms like Uber, Upwork, Fiverr, and Toptal facilitate gig work. Relevant for candidates navigating income between jobs or building skills in new areas.

An interview format where multiple candidates are evaluated simultaneously — often through group exercises, discussions, or case studies. Common in retail, hospitality, graduate programs, and some consulting firm first rounds.

Specific, teachable, and measurable abilities — technical tools, software, languages, certifications, and domain knowledge. Hard skills are what you learned; soft skills are how you work. ATS systems primarily filter on hard skills.

An informal term for an agency recruiter or executive search consultant who proactively identifies and approaches candidates — often those who aren't actively looking — for senior or specialized roles on behalf of client companies.

Medical insurance provided through an employer's group plan. Employers typically pay 60-85% of the premium; employees pay the remainder. The employer's contribution level is a significant variable in total compensation that's often overlooked.

Jobs that are filled without being publicly posted. Estimated to account for 70-80% of all hires, they're filled through internal promotions, employee referrals, direct recruiter outreach, and networking before a position is ever advertised.

A group of reviewers (typically 3-6 people) who collectively evaluate interview feedback and make the hiring decision. Common at large tech companies (Google uses this model). Decisions are consensus-based, removing any single interviewer's veto power.

The person who owns the open role — typically the direct manager of the position being filled. Hiring managers define what they need, conduct or approve interviews, and make the final hiring decision. Recruiters support the process; hiring managers make the call.

The full sequence of steps an employer uses to evaluate and hire candidates — from job posting to background check to offer. Processes vary by company size and role, but typically include: application, screen, interview rounds, assessment, reference check, and offer.

A work arrangement combining in-office and remote work, typically on a set schedule (e.g., 2 days in office, 3 remote). The most common post-pandemic work model for knowledge workers at large and mid-size companies.

A conversation with someone in a role, company, or industry you're interested in — focused on learning, not job hunting. Informational interviews build relationships, provide insider knowledge, and often lead to referrals without ever asking for one directly.

Nervousness or anxiety experienced before and during job interviews. Near-universal to some degree — but high anxiety impairs performance. Preparation, practice, and reframing are the most effective tools for managing it.

The appropriate attire for a job interview, which varies by industry, company culture, and role level. When in doubt, dress one level above what employees wear day-to-day. Under-dressing is more damaging than over-dressing in most interview contexts.

Specific observations or assessments provided to a candidate about their interview performance. Employers rarely give detailed feedback proactively; candidates can request it after a rejection. Valuable when received — most candidates get generic responses or nothing.

Communication sent to interviewers after an interview — thank you notes, status inquiries, and continued-interest signals. Prompt, personalized follow-up is a low-effort, high-impact differentiator in competitive hiring processes.

The research, practice, and planning done before a job interview to improve performance. Effective preparation includes company research, STAR story preparation, question rehearsal, and logistical readiness — each of which reduces anxiety and improves your answers.

A standardized evaluation form used by interviewers to record structured assessments of candidates across predefined criteria. Scorecards reduce bias and enable apples-to-apples comparison across multiple candidates interviewed by multiple people.

An automated notification from a job board that sends new job postings matching your saved search criteria directly to your email or app. Job alerts ensure you see new postings the day they go live — critical for fast-moving hiring timelines.

A website or platform where employers post job openings and candidates apply. General job boards (LinkedIn, Indeed, Glassdoor) aggregate listings across industries. Niche job boards focus on specific sectors, roles, or locations.

The official posting that describes a role's responsibilities, required qualifications, preferred skills, and company context. Job descriptions are the primary source of keywords for resume tailoring and interview preparation.

An event where multiple employers set up booths or tables and candidates can speak directly with recruiters and hiring managers. Career fairs at universities and industry conferences can be effective for early-career candidates and industry networking.

A web platform where candidates apply for jobs — either a company's own careers page or a third-party job board. Company career portals are often ATS-powered; job boards aggregate listings from multiple employers.

A deliberate plan for finding your next role — defining target roles, companies, and locations; building a network; managing applications systematically; and tracking your funnel. Job searching without a strategy is significantly less efficient.

Employer-provided coverage that pays a death benefit to your designated beneficiaries. Most employers provide basic life insurance (1-2x salary) at no cost. Supplemental coverage can be purchased. A standard benefit that varies little across employers.

Using LinkedIn to build professional relationships, connect with potential employers and recruiters, and stay visible to your industry. LinkedIn is the primary professional network globally, with over 1 billion members and the largest indexed database of recruiter-searchable profiles.

Your professional online presence on LinkedIn, used by recruiters to find and evaluate candidates. A complete, keyword-optimized LinkedIn profile is both a passive job search tool and a critical supplement to your resume.

The typical compensation paid for a given role, experience level, and location. Knowing market rate is the foundation of salary negotiation — it's how you establish whether an offer is fair and what counter-offer to propose.

Submitting a high volume of job applications with minimal or no customization per role — often using one-click tools or generic resumes. While it maximizes reach, it minimizes conversion rates and is generally less effective than targeted, quality applications.

A practice interview conducted with a partner, coach, or AI tool to simulate real interview conditions and improve performance before the actual interview. The most effective form of interview preparation for most candidates.

Building and maintaining professional relationships that can lead to job opportunities, referrals, career advice, and industry knowledge. The most effective job search strategy — the majority of positions are filled through networks, not job boards.

A contract clause that restricts a former employee from working for competitors or starting a competing business for a period after leaving. Enforceability varies dramatically by state. California bans them entirely; other states enforce them with limitations.

The time between giving notice that you're leaving a job and your last day of work. In the US, two weeks is the professional standard. In some European countries, 1-3 months is legally required. Some roles have contractual notice requirements.

A brief statement describing what kind of job you're looking for. Once standard on resumes, it's largely been replaced by the resume summary. Still appropriate for entry-level candidates, career changers, or when making a very specific pivot.

A formal document from an employer outlining the terms of a job offer — title, salary, start date, benefits, reporting structure, and key conditions. The offer letter is the foundation for negotiation and the legal record of agreed terms.

The process of integrating a new employee into a company — covering orientation, training, systems access, team introductions, and role-specific ramp-up. Good onboarding dramatically affects first-year retention and time-to-productivity.

An interview between one candidate and one interviewer. The most common format, typically used for initial screens and as part of multi-round processes. The conversational format allows for deeper dialogue than panel interviews.

Applying to a job through a company's ATS-powered career portal or a job board platform. Online applications are the standard submission method for most roles but the most competitive channel — success depends on resume quality, tailoring, and timing.

When a candidate's experience, credentials, or previous salary significantly exceeds what a role requires. Employers often worry that overqualified candidates will leave quickly, be disengaged, or expect more than the role can offer.

An interview conducted by multiple interviewers simultaneously — typically 2-4 people. Common in mid-to-large companies, government hiring, and academic positions. Requires engaging the full group, not just the most senior person in the room.

The professional reputation and identity you deliberately cultivate — how you're known in your industry and what expertise or perspective you're associated with. A strong personal brand makes you discoverable and generates inbound opportunities.

A short (15-30 minute) preliminary call with a recruiter or hiring manager to verify basic qualifications, assess communication, and confirm mutual interest before investing in full interviews. It's the first live evaluation step in most hiring processes.

A curated collection of your best work samples, projects, or case studies that demonstrates your skills beyond what a resume can describe. Essential for designers, writers, engineers, marketers, and other roles where showing beats telling.

Including a link to or PDF of your portfolio as part of a job application. Required for design, writing, development, and creative roles. A strong portfolio submission can outweigh a weaker resume; a weak or broken portfolio link is immediately damaging.

An early-stage filtering step in the hiring process — typically a phone call or questionnaire — used by recruiters to verify basic qualifications, location, work authorization, and compensation expectations before investing time in full interviews.

An initial employment period (typically 30-90 days) during which a new employee's performance and fit are evaluated, often with reduced job protections or easier termination procedures for the employer. Common globally; less formalized in the US.

A short phrase (typically 5-10 words) placed below your name on a resume or at the top of your LinkedIn profile that describes your professional identity. It answers 'who are you professionally?' before a recruiter reads a single bullet.

Paid vacation, sick days, and personal days provided by an employer. In the US, PTO is not federally mandated — it's an employer-provided benefit. The amount and structure varies significantly. 'Unlimited PTO' is more complex than it sounds.

Accomplishments on your resume backed by specific numbers, percentages, or dollar figures. 'Increased sales by 34%' is more compelling than 'Improved sales.' Quantification gives recruiters objective evidence of the scale and impact of your work.

A professional who sources and screens job candidates on behalf of employers. In-house (corporate) recruiters work directly for a company; agency recruiters (headhunters) work for staffing firms and recruit across multiple clients.

A late-stage verification call or survey where an employer contacts your listed references to ask about your work quality, character, and professional conduct. Reference checks typically happen after final-round interviews and before an offer is made.

People who can vouch for your professional abilities and character, typically previous managers or colleagues. Most employers ask for references late in the process — after interviews, before an offer. 'References available upon request' on a resume wastes space and is outdated.

An official notification from an employer that your application will not advance further. Most companies send generic rejection emails; some don't send them at all ('ghosting'). What to do after rejection: keep notes, stay professional, and sometimes request feedback.

Moving to a new city or region for a job. Some employers offer relocation packages — financial assistance to cover moving expenses. Relocation can expand your job market significantly but requires weighing career benefit against personal cost.

A work arrangement where the employee works outside a traditional office — typically from home or another location of their choice. Remote roles may be fully remote, remote-first, or remote-friendly with occasional office requirements.

Learning an entirely new set of skills to move into a different career, often in response to automation, layoffs, or deliberate career change. Reskilling is a more intensive undertaking than upskilling and typically precedes a significant career pivot.

A software tool that guides you through creating a resume with templates, formatting automation, and sometimes AI writing assistance. Resume builders eliminate formatting headaches and help ensure ATS compatibility.

The individual achievement statements in your work experience section. Each bullet should open with an action verb, describe one specific accomplishment, and — whenever possible — include a metric or quantifiable result.

The typeface used in your resume. The best choices are clean, professional, and ATS-compatible: Calibri, Arial, Garamond, Helvetica, or Georgia. Fancy or decorative fonts reduce ATS compatibility and can look unprofessional.

The structural layout of your resume — chronological, functional, or combination. Format determines how your experience is organized and how easily an ATS can parse your information. Chronological is the default for most candidates.

The top section of your resume containing your name, contact information, location, LinkedIn URL, and optionally a portfolio link. It must be accurate, professional, and easy for both humans and ATS systems to parse.

Specific words and phrases from job descriptions that ATS systems and recruiters search for. Including the right keywords in your resume is the primary way to pass automated screening and signal relevance to human reviewers.

How long your resume should be — typically one page for candidates with under 10 years of experience, two pages for senior professionals. More pages signal poor editing, not more value. Academic CVs follow different rules.

The white space borders around your resume content. Standard margins are 0.5 to 1 inch. Narrower margins increase content density; wider margins improve readability and give the page breathing room. Never go below 0.5 inches.

Submitting your resume as a PDF file rather than a DOCX or other format. PDF preserves your formatting across devices and is standard for most applications. Some older ATS systems parse DOCX more reliably — when in doubt, check the application instructions.

A 2-4 sentence paragraph at the top of your resume that distills your professional identity, key skills, and career value. It replaces the outdated objective statement and gives recruiters an immediate answer to 'why should we read further?'

Customizing your resume for each specific job application by mirroring the job description's language, emphasizing the most relevant experience, and adjusting your summary and skills section to match what the employer is looking for.

A pre-built document structure for organizing resume content. Templates speed up formatting but vary widely in ATS compatibility. The right template makes your resume readable by machines and attractive to humans; the wrong one can get your application filtered out.

The portion of an interview where the candidate asks questions of the interviewer. Often mismanaged — candidates ask either nothing or generic questions. Sharp, specific questions demonstrate research, critical thinking, and genuine interest.

A type of equity compensation that grants you a set number of company shares that vest over time. At vesting, the shares become yours to hold or sell. Common at public tech companies. Taxed as ordinary income at vest.

The conversation about compensation that occurs during the interview process — often in the recruiter screen and again during offer negotiations. Timing, preparation, and framing significantly affect outcomes.

Your target compensation for a new role — typically requested early in the hiring process by a recruiter. Stating expectations confidently, backed by market research, is more effective than deflecting or revealing a number before you understand the full scope of the role.

Your past compensation at previous employers. Employers historically asked for salary history to anchor offers. This practice is now banned in many US states and cities, as research showed it perpetuates pay gaps — particularly for women and underrepresented groups.

The process of discussing and agreeing on compensation with an employer — most critically when negotiating a job offer, but also during performance reviews. Most candidates underestimate their leverage and leave significant money on the table by not negotiating.

The minimum and maximum compensation a company is willing to pay for a given role, often disclosed in the job posting (required in some states) or shared during the hiring process. Understanding the range helps candidates negotiate from a position of information.

Compensation and benefits provided by an employer when terminating an employee — typically a payment based on tenure, plus benefits continuation. Severance is not legally required under US federal law but is common at professional employers.

A one-time cash payment made at the start of employment, used to attract candidates or compensate for benefits being left behind. Often comes with a clawback clause requiring repayment if you leave within 12-24 months.

An interview format that presents hypothetical scenarios — 'What would you do if...' — to assess judgment and decision-making. Unlike behavioral interviews (past events), situational interviews test how you'd approach a future challenge.

A practical evaluation of your ability to perform specific job-relevant tasks — a coding challenge, writing assignment, data analysis exercise, or design brief. Skills assessments are more predictive of job performance than most interview formats.

A section of your resume that lists your professional skills, typically grouped into hard skills (technical tools, software, languages) and soft skills. It's a key ATS keyword target and a fast-scan section for recruiters.

Interpersonal and behavioral skills — communication, leadership, problem-solving, adaptability. They're difficult to quantify and widely claimed, so listing them as bare assertions on a resume is largely ineffective. Show them through accomplishment bullets instead.

A firm that places candidates in temporary, contract, or permanent positions on behalf of client companies. Staffing agencies are particularly active in administrative, industrial, healthcare, IT, and finance sectors.

A structured format for answering behavioral interview questions: Situation, Task, Action, Result. It keeps answers focused and complete — giving interviewers the context, your role, what you did, and the outcome.

The date you begin your new job. Negotiating your start date is one of the last steps before accepting an offer — most employers have flexibility, and a reasonable request (to accommodate notice period, vacation, or a break between jobs) is typically accommodated.

The right to purchase company stock at a predetermined price (the strike price) at some future time. Common at startups. Options have value when the stock price rises above the strike price — but are worth nothing if the company doesn't grow or exit.

An interview format where all candidates are asked the same predetermined questions in the same order, and answers are scored against a rubric. More predictive of job performance than unstructured interviews and more legally defensible.

The organizational function responsible for attracting, sourcing, screening, and hiring candidates. Talent acquisition (TA) teams are strategic recruiters within a company, focused on long-term workforce planning and employer brand, not just filling immediate vacancies.

A prioritized list of specific companies you want to work for, used to focus networking, research, and proactive outreach. Candidates with a target list apply more strategically and activate networking channels more effectively than those applying broadly.

An interview format that evaluates domain-specific knowledge and problem-solving ability through technical questions, coding exercises, architecture discussions, or design problems. Standard in software engineering, data science, finance, and other technical fields.

A message sent within 24 hours of an interview thanking the interviewer for their time, referencing a specific conversation point, and reaffirming your interest in the role. A genuine, specific thank you note can differentiate you from candidates who don't send one.

The full value of everything an employer provides — base salary, bonus, equity, benefits, retirement contributions, and perks. Comparing total compensation across offers is more accurate than comparing base salaries alone.

Abilities and competencies that apply across industries, roles, and contexts. Career changers lead with transferable skills to bridge the gap between past experience and a new field. They include both hard skills (Excel, writing) and soft skills (project management, stakeholder communication).

When a candidate lacks some of the requirements listed in a job description. Research shows most candidates — especially women — apply only when they meet nearly all requirements, while many roles are filled by candidates who met 60-70%.

An interview where the conversation flows naturally without a fixed question set or scoring rubric. More common at small companies and startups. More vulnerable to bias but allows for authentic connection and the exploration of unexpected strengths.

Learning new skills or deepening existing ones to increase your value in your current field or to meet the requirements of a more advanced role. Upskilling is proactive investment in your professional capabilities — often driven by changing job market demands.

The timeline over which an employee earns their equity grant. The most common structure is 4 years with a 1-year cliff — meaning no equity is earned in year 1, then 25% vests at 12 months, with monthly or quarterly vesting for years 2-4.

An interview conducted over video conferencing (Zoom, Teams, Google Meet) or via a one-way video platform (HireVue, Spark Hire). Video interviews are now standard at most stages of the hiring process. Technical setup and environment matter more than most candidates realize.

When an employer formally supports a foreign national's work visa application — most commonly the H-1B in the US. Sponsorship has significant cost and administrative burden, so not all employers offer it. It's a critical variable in the job search for international candidates.

Unpaid work done in service of a nonprofit, community organization, or cause. On a resume, it can demonstrate skills, fill employment gaps, show values alignment, and — for newer candidates — serve as substantive professional experience.

A technical interview format where candidates write code or diagram system architectures on a whiteboard (or shared digital canvas) in real time. Common in software engineering interviews at larger tech companies.

The legal right to work in a given country. In the US, citizens, permanent residents, and certain visa holders are work-authorized. Employers frequently ask about work authorization in screening, as sponsoring a visa has cost and process implications for them.

The core section of your resume listing your employment history: employer names, job titles, dates, and what you accomplished. This is where hiring decisions get made — it should lead with results, not responsibilities.

An interview format where a candidate performs actual job tasks — sometimes at the employer's site or remotely — for a day or partial day to demonstrate skills. Controversial because it may extract real work value without compensation. Legal gray area in many jurisdictions.

A piece of writing submitted as part of a job application to demonstrate your written communication ability. Required for writing, journalism, policy, marketing, and many knowledge-work roles. Select samples that are relevant to the role's writing demands.