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Tech News
A Center for an Urban Future analysis of New York City hiring data found postings for entry-level 'computer and mathematical' roles have fallen 49 percent since 2022. The nonprofit's director, Jon Bowles, says the traditional first rung of the tech career ladder is under intense pressure, with similar declines showing up in administrative, financial, media and education entry-level postings.
During a Senate Judiciary Committee hearing, FBI Director Kash Patel defended a policy change made earlier this year that no longer automatically disqualifies applicants with a history of bestiality or animal cruelty if the conduct occurred before age 18. Patel argued the change protects people who were 'victims' of forced bestiality, while lawmakers including Senators Durbin and Kennedy pressed him on the confusing and controversial framing of the rule.
Jiga, a Y Combinator-backed startup from the Winter 2021 batch, announced it is hiring a Product Engineer who can work remotely within the US. The company builds software aimed at streamlining custom manufacturing workflows for hardware parts used in industries like aerospace, robotics, and data centers.
A contributor column advises business owners to list the ten recurring tasks a proposed hire would actually perform and sort them into judgment, relationship, repetition and coordination categories before approving a new position. The piece argues that hiring is often a default response to growth, even when the real bottleneck is a broken workflow rather than a lack of people. It cites Census Bureau data showing only about 17-20% of businesses use AI, with Sales, Strategy and IT as top adopting functions where automation could resolve repetitive work.
A hiring manager passed over a highly qualified candidate solely because they lacked experience with one specific software tool, despite strong overall skills and experience. The decision quickly proved costly, as the company struggled to fill the role and lost productivity in the process.
With hiring conditions described as historically difficult, career experts are pointing to a less obvious trait that can set candidates apart: being genuinely interesting. The quality isn't about flashy self-promotion but stems from counterintuitive habits and traits that make someone memorable and valuable to employers.
A new analysis argues that candidate experience — including salary transparency, realistic job descriptions and consistent updates — has become a core part of employer branding. Companies with weak hiring communication pay at least 10% more per hire, and negative candidate experiences increasingly surface publicly through Glassdoor reviews and social media posts rather than word-of-mouth alone.
A marketing executive who is also a parent argues that entry-level hires need more than basic familiarity with AI applications. She says the real differentiator for young workers is knowing how to evaluate, question and apply AI outputs responsibly rather than simply operating the software.
U.S. job growth rebounded in August with employers adding 162,000 positions, a marked improvement after several months of weaker hiring over the summer. The figure surprised economists who had expected more modest gains, signaling renewed momentum in the labor market.
A career advice piece lays out five strategies job seekers can use when meeting hiring managers who have no open role and are only speaking with them as a favor to a mutual connection. The approach focuses on shifting a polite but disengaged conversation into one that generates real interest and momentum toward an offer.
Tech entrepreneur Paul Graham argued publicly that companies should always hire the most qualified candidate regardless of nationality, prompting Palmer Luckey to challenge him for suggesting that hiring any foreign worker undermines an 'American firms should hire Americans' stance. The dispute unfolded as a lengthy public exchange over how immigration and merit intersect in tech hiring decisions. The author uses a personal family story about an Army-drafted tool engineer who ended up working on early heat-shield research under Wernher von Braun to question what 'qualified' really means.
A newly published Entrepreneur op-ed identifies five recurring operational strains that emerge as small businesses expand, drawing on a Federal Reserve Small Business Credit Survey and a Robert Half hiring survey. The piece argues these pressures—hiring shortfalls, slower customer response, cash flow constraints, breaking systems, and diluted culture—consistently surface once a company moves from a small team to a larger one. It frames these not as reasons to avoid growth but as predictable hurdles that leaders can prepare for in advance.