New Week, New Headlines: $766B Incivility Crisis, Women CEOs Outperform During Turmoil, as 1 in 4 Job Applicants Could Soon Be Fake

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Well, the work news just doesn't stop friends. Here's what's brewing. 

Incivility is costing companies billions, tariffs are threatening half a million jobs, and that perfect candidate you just interviewed? They might be an AI deep fake!

In this episode, workplace experts (us, Francesca & Mel - hello!) break down:

⏰ 2:15 Workplace Incivility: The $766 BILLION problem spiraling out of control as RTO mandates and layoffs create the perfect storm of toxicity

⏰ 8:20 Tariff Tsunami: How new policies could push unemployment to 4.7% and why your job search might now take 3-9 months

⏰ 14:30 AI Imposters: The shocking prediction that 1 in 4 job applicants could soon be deep fakes (not a typo)

⏰ 19:45 Gender Bias Bombshell: Google searches reveal we're still asking if "women can be CEOs" in 2025 (seriously?!) (Francesca apologizes for the amount of profanity in this segment) (but, she feels it was warranted). 

⏰ 23:10 Women Leaders Win: How female-led companies are quietly outperforming during market volatility

🔥 CAREER ADVICE YOU CAN USE TODAY:

• The LinkedIn job search hack that lets you see postings from THE LAST HOUR
• Why economic downturns could be your career's best friend (if you know how to pivot)
• The financial runway you need to prepare TODAY for a tougher job market
• How to network your way to safety when the job market gets shaky
• Why checking in on your burned-out manager might be your smartest career move

Join us we try to make sense out of the work headlines into strategies you can use right now—because work is chaotic enough without having to figure it all out alone!

Thanks for listening! 

Hey! We love new friends! Connect with us!

• On The Socials! You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group: We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas, questions, comments, complements, whatnot, to [e-mail]

Disclaimer: This podcast is for informational purposes only and should not be c

Disclaimer: This podcast is for informational purposes only and should not be considered professional advice. We are not responsible for any losses, damages, or liabilities that may arise from the use of this podcast. The views expressed in this podcast may not be those of the host or the management.

Thanks for listening!

Hey! We love new friends! Connect with us!

• On The Socials! You Tube, TikTok, Instagram on LinkedIn - Mel + Francesca.
• The LinkedIn Group: We'd love to have you join the Your Work Friends Group on LinkedIn
• Drop Us a Line: Send us your ideas, questions, comments, complements, whatnot, to
  Hey, welcome to your work.
  
  (00:32):
  Friends, I'm Francesca and I'mMel.
  What's going on, Mel?
  
  Speaker 1 (00:38):
  Nothing, just eating some two-hour-old pasta.
  
  Speaker 2 (00:42):
  You know it's cold, but it's got a good chew.
  Yeah, I understand that.
  I understand that.
  I just I'll tell you don't lookat your 401k right now.
  Don't, just don't do it.
  
  Speaker 1 (00:56):
  I refuse to look at my 401k right now Cause I might
  cry yeah, but we've talked aboutthis cause.
  We live through God.
  What haven't we lived throughyet?
  Jobs right after 9-11, 2008.
  I was in New York in 2008watching my friends get walked
  out of Lehman.
  That was weird.
  It was a weird experience.
  There's a lot going on as aresult of all this stuff too.
  
  (01:16):
  I don't even know what to coverthis week because I was like
  there's so much.
  
  Speaker 2 (01:20):
  There's so much and I think, listen, there will
  continue to be so much, and Ithink, listen, there will
  continue to be so much.
  
  Speaker 1 (01:30):
  fine, let's take a look at the things that really
  move the needle, and that's whatwe're here for.
  We're gonna help you get someclarity on some stuff,
  especially as it relates to work.
  That's our wheelhouse, sohere's my deal.
  
  Speaker 2 (01:38):
  I think right now, everyone's like freak out, oh my
  god, we're all gonna die, we'renot there right at all, and so
  there's reason to keep things onwatch, which we're doing, and I
  think there's reasons to belike.
  This is not a time to freak out.
  This is a time to get anchoredand centered in yourself and do
  the good stuff.
  I will also say fun fact someof the best times in my career
  
  (02:00):
  have been when shit hit the faneconomically.
  
  Speaker 1 (02:04):
  Oh yeah, creativity starts to really roar during
  times like this.
  
  Speaker 2 (02:09):
  Yeah, you can zig when everybody else is zagging
  Opportunity.
  I'm not trying to Pollyanna theshit out of it, but in my
  experience there's opportunity.
  What are you talking abouttoday?
  
  Speaker 1 (02:20):
  One.
  I want to talk about workplaceincivility because, according to
  Forbes, it's spiraling out ofcontrol.
  In WTF news, popular searchesaround male and female CEOs and
  the differences that aredepressing.
  Oh, like the Google searchesthat are different between male
  and female, oh yeah, yeah, andfor some F-yeah news, because
  
  (02:42):
  who couldn't use some F-yeahnews these days?
  I want to talk about an articlethat is highlighting how
  women-led companies areoutperforming this tariff crash.
  
  Speaker 2 (02:51):
  All right.
  
  Speaker 1 (02:51):
  So hell yeah women.
  
  Speaker 2 (02:53):
  Hell yeah, ladies, let's go.
  Okay, so I too am talking abouttariffs, but for my main story
  tariffs and the impact on thejob market, fast Company and
  CNBC, both widely reporting onit, did some research of my own
  Want to talk about what's goingon and what you can potentially
  be doing about it to save yourass.
  The other thing in my WTF news,I want to talk about AI
  imposters in interviewing andgetting jobs.
  
  (03:15):
  This is a thing.
  It's a huge thing.
  And, by the way, I'm nottalking about Chad GPT writing
  your resume.
  I'm talking about full on deepfakes interviewing and taking
  jobs.
  So let's talk about that.
  And then in my F?
  Yeah news, linkedin justdropped their 50 best large
  employers to grow your career inthe US for 2025.
  
  (03:35):
  Just want to call out a few.
  Let's do it.
  Give some love.
  Yeah, let's do it.
  
  Speaker 1 (03:45):
  Diving right in.
  I'm going to talk aboutworkplace incivility.
  So Forbes put out an articlethis week.
  Workplace incivility isspiraling as companies rile up
  employees with RTO and layoffs,and new research is warning that
  this is a $766 billion problem.
  
  Speaker 2 (04:03):
  I feel like anytime you have the word spiraling,
  you're going to have a bill or atrill afterwards.
  
  Speaker 1 (04:09):
  Workplace incivility is spiking.
  According to a new survey, of2000 workers, over half said
  they've experiencedmicromanagement, gaslighting or
  being shut out of work in thelast year.
  What's fueling this?
  The perfect storm.
  Layoffs, return to office,mandates, political polarization
  , burnout at every single level.
  So it's not just toxic vibesthat are brewing.
  
  (04:31):
  It's a trust crisis, and youand I talk about this a lot.
  We've talked about it withreciprocal work, and trust is at
  an all-time low right now.
  Here's the so what?
  People don't feelpsychologically safe right now.
  It's wrecking team cultures.
  It's slowing productivity.
  It's driving turnover.
  The kicker Much of this badbehavior is coming from managers
  
  (04:52):
  who are so overwhelmed,insecure or unsure about how to
  lead through this constantchange.
  They don't get enough support.
  Managers, we love you.
  We're not going to dump on you.
  We love you, we know you'restuck in the middle.
  It's like the worst position.
  You're not getting the supportyou need and, as a result, this
  is what's happening.
  So I don't know.
  
  (05:13):
  Are we becoming less kind atwork or just more stressed?
  What do you think?
  
  Speaker 2 (05:17):
  Listen when you feel like your ass is up against the
  wall, literally or emotionallyor figuratively.
  Humans react really poorly.
  Sometimes I have, we all do andespecially when you feel like
  in that middle management layerwhere you feel like you're
  getting it at all sides, it'sreally hard to put your oxygen
  
  (05:38):
  mask on and be a servant leaderwhen everybody's screaming at
  you.
  I will go on record saying Ithink most people, most people,
  are trying to do the best theycan with what they have and
  sometimes that doesn't look ahundred percent great from the
  outside.
  You're not winning any frickingNobel peace prizes.
  I get that.
  It's hard.
  
  (05:59):
  And the last thing I'll sayabout this is I could not agree
  with you more.
  We do not support managers likeyou and I both know this.
  The average training spend andI'll go to my grave talking
  about this the average trainingspend right now actually used to
  be $1,900 last year.
  It's now $1,600.
  That's on average per employee.
  You know where the majority ofthat money is going is executive
  
  (06:20):
  development.
  Yeah, or tech.
  It is not going to yourmanagers Yet we're asking them
  to like hold the bag on all thisshit.
  
  Speaker 1 (06:27):
  Everything to everyone.
  That's the one role that hasthat expectation, and it's just
  bullshit, god, yeah, no one'sgoing to be successful in that.
  That's what I'm trying to say nono, I think in these
  environments to managers,everybody, really you start to
  see micromanagement, controlcome in, because what do people
  want when things feel out ofcontrol, some semblance of
  
  (06:50):
  control?
  So you are seeing probablyupticks in things like
  micromanagement or this kind ofcontrol environment that rears
  its ugly head when this kind ofinsecurity pops out.
  And then I don't know, what doyou think it's going to take for
  the workplace to feel safeagain?
  
  Speaker 2 (07:09):
  a lot.
  That's a short answer.
  Yeah, it's a 20 minute show,mel.
  Yeah, big question.
  Yeah, it's a great question.
  Listen, where do you start?
  We start with going back to thefundamentals of what we know.
  Great relationships look likeyou and I talk about that a lot.
  
  Speaker 1 (07:23):
  I have a few thoughts I was jotting down, I was
  reading this and I'm like, oh,been there, done this.
  We've all been in theseenvironments.
  Right, it's not new, but Ithink it's definitely getting
  worse, just in unprecedentedtimes.
  Sure, if you're an individualemployee and you feel like, hey,
  my manager's behavior feels off, you might not be alone.
  But before jumping ship,consider is your manager burned
  
  (07:46):
  out too?
  Is this a pattern?
  Or is it really a symptom ofthe current pressure?
  You know best, right, you're inthis working relationship with
  them.
  Francesca, you and I talk aboutthe boss-employee relationship
  all the time with the work thatwe do.
  So have a conversation, justget to the bottom of it.
  As you mentioned, I also assumeeveryone leads with positive
  
  (08:07):
  intent and they're likely nottrying to be an asshole.
  I'm not saying there aren'tassholes out there, but they
  might not be Leaders, checkyourself right.
  If you're defaulting to controlwhen you feel anxious,
  micromanagement might feel saferfor you right now, but that's
  gonna kill trust with your team.
  So get curious instead ofcontrolling, if you can, and
  then for executives, this is asignal.
  
  (08:29):
  This is not just about people,but about the cultures that
  you're breeding.
  So if incivility is rising,your managers likely don't feel
  supported or equipped.
  So invest in leadershiptraining, as you and I say ad
  nauseum, and not justperformance metrics for these
  managers, but really invest inthem, give them what they need,
  
  (08:51):
  support them through this time.
  
  Speaker 2 (08:57):
  We need to talk about tariffs, Mel.
  We need to talk about tariffs.
  I know everybody else istalking about tariffs.
  Well, let's talk about tariffsand especially how they're going
  to impact the job market.
  It hasn't been nearly as strongas we thought it would be after
  Trump was elected in November.
  I think the tariffs just had abucket of cold water on the job
  market.
  You think A little bit.
  Fisk Company, CNBC, widelyreporting on it did some
  
  (09:19):
  research.
  I want to talk about thecurrent situation.
  What are the impacts and someadvice for listeners, Because
  it's interesting.
  Tariffs aren't just taxes ongoods.
  It's absolutely going to impactthe job market.
  It already has impacted the jobmarket.
  
  Speaker 1 (09:34):
  Let me give you an example.
  May I just see something I sawthis week?
  I would love for you to give mean example.
  Okay, okay, someone posted ascreenshot of their receipt from
  Fabletics or something.
  One of those companies.
  
  Speaker 2 (09:45):
  Fuck yeah, fabletics, I know they're so good.
  Yeah, I've never tried it, butI see the clothes.
  
  Speaker 1 (09:49):
  Me either, but I like the designs and stuff, and then
  I'm like, nah, I'm not going tobuy anything, but what they
  showed on there was this orderfor $200.
  And it was like subtotal taxes,blah, blah, blah.
  Tariff cost $44 add to theorder.
  It's like, when you see theupcharges on, like DoorDash and
  Uber, like it's an immediatecancel and I could go pick that
  
  (10:10):
  up.
  Maybe I could go pick that up.
  So when you think about theimpact of that, though, so think
  about that like times 100.
  
  Speaker 2 (10:21):
  It's a great example, because when you think about
  Fabletics, for example, ifyou're going to increase your
  cost by 25% or even 30%, andthen all of a sudden, the amount
  of abandoned carts they'regoing to have, the amount of
  people that aren't going to buylet's say they even have 30%
  less sales what happens then?
  Then they stop buying moreinventory, then they stop
  investing, then they stop hiring.
  
  (10:42):
  It's just this domino effectthe less money people spend, the
  less jobs.
  That's just pretty much thecase.
  What's interesting right now is, as of March of 2025, the job
  report came out around 4.2%unemployment.
  That's still a relativelystable number, but it's showing
  some mixed signals.
  
  (11:03):
  Economists project unemploymentcould rise to 4.7% by year end,
  just because of tariffs.
  That's an additional 500,000people unemployed.
  By the way, I'm not eventalking about what's going on
  with Doge or companies that weregoing to lay people off anyway.
  This is just because of tariffs.
  Unemployment raising that 0.3%,that halfa million people
  
  (11:24):
  losing their jobs just becauseof tariffs.
  That's a conservative estimate.
  Fyi, the last time unemploymenthit 4.7% was December 2016.
  Okay, so I want everybody tokeep in mind that even though
  that's a lot of job loss, it'sstill a relatively good
  unemployment number.
  Let me give you some other onesfor context.
  
  (11:44):
  During COVID, unemployment hit14.7%.
  
  Speaker 1 (11:49):
  Yeah.
  
  Speaker 2 (11:50):
  We remember that you and I just talked about the
  Great Recession 2008, 2009,.
  Unemployment reached 10%.
  So just putting that in contextof again, tariffs will impact
  the job market.
  Are we as bad as it was in theGreat Recession?
  No, but it doesn't mean itwon't necessarily get there, but
  
  (12:12):
  as of now, we're still okay.
  
  Speaker 1 (12:14):
  Fingers crossed, it does not Fingers crossed.
  
  Speaker 2 (12:17):
  There will be certain industries and certain workers
  that are a little bit moreimpacted or vulnerable, most
  vulnerable sectors notsurprising Fablet retail,
  wholesale trade, manufacturing,agriculture they're going to get
  hit.
  They've seen the most immediatecuts.
  Some businesses have alreadystarted laying off folks, like
  Stellantis 900 employees justbecause of the tariffs by the
  
  (12:39):
  way, stellantis wasn't doingsuper well before that anyway
  but because of thetariff-related stuff 900 people
  right away.
  Made-in-usa companies couldbenefit, though.
  Part of this and the narrativewe're hearing around tariffs is
  we want to bring things back tothe US.
  We want to bring manufacturingjobs.
  That's the thing likemanufacturing domestically.
  
  (13:00):
  It could also mean, by the way,services.
  That's something that's beingtalked about right now,
  especially in the EU Servicesbeing tariffed in tax.
  That could also mean that too,but right now it's largely
  manufacturing.
  Advice for listeners whatadvice would you give folks
  Listen?
  It was already a hard time tofind a job.
  
  (13:20):
  Tariffs are going to make itharder.
  What advice?
  
  Speaker 1 (13:21):
  would you have.
  My number one advice toeverybody is to make sure you're
  nurturing your network and yourrelationships, and it doesn't
  guarantee that you're going tobe safe or that you're going to
  have a job, but if you're laidoff as someone who does career
  coaching and have coached peoplethrough this, my most
  
  (13:43):
  successful clients are those whonurture their networks
  constantly.
  Whether they have a job or theydon't, that's where they spend
  the majority of their time.
  They're building relationshipsor maintaining relationships
  that might guide them to thenext thing.
  Yeah, so that's my number onepiece of advice, and find a hype
  song that you can play each daythat gets you excited for your
  
  (14:04):
  day, because it's a rough ride,yeah.
  
  Speaker 2 (14:07):
  What about you?
  A few other ones I wouldsuggest, because are we in a
  full-blown employment crisisright now?
  No, should people startpreparing themselves for a much
  tougher job market all the waythrough 2026?
  Yes, yes, absolutely.
  One is expect longer timehorizons for being able to land
  a job, anywhere between threemonths to nine months.
  
  (14:29):
  That stretch is going to get alot longer.
  Three months to nine monthsthat stretch is going to get a
  lot longer.
  Give yourself that emotional,mental runway of time that it
  will take longer, potentially,to find a job.
  So, runway of time, emotionally, prepare yourself for that
  length.
  Financially, if you can startthinking about having a nest egg
  just in case caca hits the fan,if you can have at least a
  
  (14:50):
  little bit of coverage foryourself obviously unemployment
  is still, as of now, availableand that sort of thing, but give
  yourself that runway.
  I would also argue start tolook at some of those industries
  that might feel like they're alittle bit safer right now, made
  in America type of companies.
  Right now.
  You might want to start gettinga sense, or getting yourself
  pulsed on where are the pocketsof hiring?
  
  (15:11):
  There still are the pockets ofhiring.
  There still are organizationsthat are hiring.
  I'll talk about that in my FIAnews, but also be on the lookout
  for that and sense that andthat's.
  Those are the things I would.
  I would suggest people do.
  It's going to be a little rocky.
  Can you come through this?
  Yes, I go back to what we saidat the top of the hour, to the
  times in my career where Ifast-tracked the shit out of it
  
  (15:31):
  was during massive downturns.
  Even though this feels like itcould be soft and it could be
  scary, look for the opportunity,because they're always there.
  
  Speaker 1 (15:45):
  What's your WTF?
  I want to end on good news,because it's a little rough and
  rocky over here.
  All right, my WTF is more of atale as old as time, so you and
  I won't be surprised.
  And recently Inc put out anarticle that said a new report
  analyzed the most popularsearches about male and female
  CEOs, and the differences aredepressing.
  
  (16:06):
  That was the headline.
  So here's the what a new studyfrom Textio analyzed Google
  search trends related to maleand female CEOs, and the
  differences are pretty grim.
  When people search for femaleCEOs, the top related questions
  are can women be CEOs?
  How do female CEOs balance workand family?
  But for male CEOs, the searchesare about success and power.
  
  (16:30):
  How?
  did male CEO become successful.
  What is male CEO's leadershipstyle?
  I just want to add a sidebarhere.
  Why are we still Googling?
  Can women be CEOs in 2025?
  
  Speaker 2 (16:44):
  I'd be very curious about what the gender breakdown
  of that is.
  Just to let's stop that.
  
  Speaker 1 (16:49):
  Let's stop that.
  Yeah, answer, yes, get off mymind.
  I would like to call out andreference a site called Pink
  Chip, which covers all of thewomen-led CEOs running major
  companies and organizationsglobally.
  If you're interested in that,go check it out.
  All right, and also the otherthing.
  Look, I'm not a parent, but Ihave friends who are parents and
  you get this you've been afemale leader.
  
  (17:10):
  When we talk about male leaders, we don't ask them about their
  parenting styles.
  So why is this still a topthing for women?
  It's just so interesting.
  
  Speaker 2 (17:20):
  We're still not there there are very few women in the
  CEO ranks, especially in thefortune one.
  It's still not there.
  This is what I'm wondering.
  Are women Googling that to see?
  Is this even possible, Causethey're not seeing the
  representation?
  Or is it men being dicks?
  
  Speaker 1 (17:42):
  Look and this isn't to trash men, right.
  I think it's the society we'vegrown up in has created this
  conundrum that we're in.
  It's just still shocking anddisappointing to see.
  By the way, this isn't just asearch quirk.
  It's showing how bias is stillreally shaping how we see
  leadership.
  Male CEOs are assumed competent, strategic, worthy of study,
  but female CEOs are stillquestioned for their legitimacy
  
  (18:03):
  or their ability to have it all.
  So, even though women now leadmore Fortune 500 companies than
  ever before 52, people stillGoogle as if it's like a wild
  anomaly over here.
  So, individual employees, ifyou're a woman in leadership or
  striving for it, no bias isstill baked into that public
  narrative, but also visibilitymatters.
  People Google what they see.
  
  (18:24):
  So keep showing up, keep doingyour thing.
  Be you Leaders.
  If you're mentoring women orchampioning equity, make sure
  your recognition goes beyondwork-life balance narratives
  when you're talking about women.
  Talk about their businessacumen, their strategy, their
  growth and publicly, and don'tjust mentor.
  Women are over-mentored,sponsor them and executives.
  
  (18:45):
  Bias and perception becomesbias and opportunity.
  So if your board or leadershipteam is still asking the
  question can women lead, evensubtly, you have some cultural
  work to do.
  That's all.
  
  Speaker 2 (18:58):
  That is all read a fucking book, jesus christ.
  Read a book.
  
  Speaker 1 (19:05):
  Read a book, you have some work report yeah, oh yeah
  no, look, I don't, I'm nottrying to generalize, but man, I
  saw this article and I was likeson of a bitch.
  Still, still, still.
  
  Speaker 2 (19:17):
  Why are we here?
  All right, what's your WTF news?
  So companies are facing adisturbing new threat Fake job
  applicants using AI deep fakesto interview for remote position
  .
  These scammers are usinggenerative AI to fabricate photo
  IDs, create employmenthistories and provide real-time
  interview answers, sometimeseven using face swapping
  technology during videointerviews.
  
  (19:38):
  Let me give you some of thenumbers here.
  According to Gartner, by 2028,one in four candidates globally
  will be fake.
  Not a typo One in four.
  One in four.
  
  Speaker 1 (19:54):
  I feel so bad for recruiters right now.
  As a former recruiter, I'm likeoh, my heart aches for that
  nightmare.
  
  Speaker 2 (20:00):
  My heart aches for recruiters.
  My heart aches for any of yourcybersecurity team Because, once
  hired, these imposters caninstall malware for ransomware
  attacks steal consumer data andtrade secrets or simply collect
  a salary that wouldn't otherwisebe qualified for.
  It's literally corporateinfiltration.
  Gone high tech, literally.
  Some of the victims we'reseeing here are cybersecurity
  
  (20:22):
  and cryptocurrency firms areseeing the highest surge in fake
  applicants, with companiesoffering remote work being
  particularly vulnerable totargets because they don't have
  to be there in person and theycan literally fake the videos
  the whole time.
  One Florida-based cybersecuritystartup founder reported every
  time we list a job posting, weget 100 North Korean spies
  applying to it.
  
  (20:42):
  When you look at these resumes,they look amazing.
  They use all the right keywordsthat we're looking for 100.
  100.
  Going back to your thoughtabout networking and the
  importance of your network,especially in the job search and
  to protect the sanity of everytalent acquisition team, don't
  underestimate the power of beingin person and networking and
  
  (21:03):
  having those relationships.
  Listen, the job market's tough.
  It's going to get even morecompetitive with these dumb
  things.
  
  Speaker 1 (21:10):
  Having worked in recruiting, it's not unheard of
  for people to have someone elseshow up for their interview.
  That happens more often thanyou think and you're like what
  the hell, man?
  But this is like just supernext level clearly, but man well
  what a time to be alive.
  
  Speaker 2 (21:25):
  What a time to be alive Like what a time to be
  alive.
  
  Speaker 1 (21:28):
  All right, what's your F?
  Yeah, my F yeah.
  Also related to women-ledcompanies.
  Mpw Daily, with EmmaHinchcliffe, said women-led
  companies are outperforming thetariff crash.
  Huh, I know so yeah.
  
  Speaker 2 (21:44):
  Must be all the kids that they're holding on to,
  barefoot and pregnant.
  
  Speaker 1 (21:51):
  A hundred percent All right.
  While markets are reeling fromTrump's latest tariff threats,
  women-led businesses are quietlyoutperforming the broader
  market.
  According to a new S&P Globalreport, companies with female
  CEOs, or CFOs, are showinghigher stock performance and
  better returns during thiseconomic uncertainty.
  It isn't a fluke.
  Women-led firms tend to be morerisk-aware, disciplined and
  
  (22:15):
  conservative with their spending, which actually pays off.
  During volatile times, whileheadlines scream chaos,
  women-led companies aresteadying the ship.
  It's a compelling case fordiversifying leadership.
  I'm just curious what wouldcorporate America look like if
  50% of CEOs were women here?
  
  Speaker 2 (22:32):
  I mean weather in the storm a little bit better per
  the data.
  
  Speaker 1 (22:35):
  So this was just some F-yeah news like excited Good
  for them yeah.
  I love it, I love it.
  
  Speaker 2 (22:40):
  What about you?
  Okay, so LinkedIn just releasedtheir top companies of 2025,
  the 50 best large employers togrow your career, specifically
  in the US.
  Their methodology looks atcompanies on various elements
  career progression, upskillingand LinkedIn is one of the only
  organizations that probably hasthis kind of data, because they
  can see when people are promoted, they can see when people are
  
  (23:03):
  taking starts, they can look atwhat's going on with LinkedIn
  learning which, by the way,people can take as an individual
  , or companies also purchase itso they can see who's doing what
  in the ether and who reallyinvests in your development or
  not.
  I think everyone should take alook at the list.
  It's 50 companies, by the way,all 50 companies are hiring and
  have pretty substantial job recson their job sites right now.
  
  (23:26):
  I know we just talked about thejob market getting slow, but
  all 50 of these companies arehiring and all 50 of these
  companies are places wherepeople can see development and
  progression.
  A couple of the companies slamdunk yes, google's on there and,
  by the way, all of Google'ssubsidiaries, like Waymo,
  
  (23:47):
  youtube, wiz they're all onthere too.
  Alphabet, amazon is on there.
  Wells Fargo's on there, butthere's also companies like PwC
  and EY, at&t, caterpillar, gm,procter Gamble, Accenture, roche
  , apple, eli Lilly, comcast alot of different industries very
  big.
  I would absolutely take agander at this page.
  
  (24:08):
  I would also take a gander atit too, because what's nice
  about it is it lists the company, the top US locations, so you
  can see where they're located,their most notable skills, like
  what they're most known for,some common job titles, their
  largest job functions.
  That's also really nice, so youcan get a sense of is this their
  core competence and what'stheir flex work, availability,
  
  (24:30):
  are they remote, are they hybrid?
  And so these are just somethings that make it really easy
  If you are looking for a job, ifyou're job curious, if you just
  want to see how some of thesebig majors are operating from a
  development perspective goodlittle report to look at out
  this week.
  
  Speaker 1 (24:44):
  I like it.
  We'll link to it in the shownotes.
  
  Speaker 2 (24:46):
  Yeah.
  
  Speaker 1 (24:47):
  Very cool.
  I actually I'll leave everyonewith a nice little job hack that
  I learned this week.
  
  Speaker 2 (24:52):
  Of course we want a job hack Mel.
  
  Speaker 1 (24:55):
  If you're applying for jobs right now and you may
  have seen this, I saw it over onTikTok and I wanted to share
  you can do a job search inLinkedIn and if, for the job
  that you want, sort by what'sbeen posted in the last 24 hours
  and in the top you can changethe time in the URL to match the
  last hour, because right nowit's just like minutes in the
  
  (25:16):
  URL, so you adjust the minutes.
  So instead of 24 hours, you canadjust it to the minutes for
  the last hour and it'll show youeverything that's been posted
  within the last hour.
  
  Speaker 2 (25:27):
  That's huge, because what we're hearing and I know
  you're hearing this more thananybody is the minute something
  opens up in the first 24 hoursit's a hundred people, a
  thousand people have applied toit.
  So if you can see the firsthour and be first to market,
  that's cool.
  
  Speaker 1 (25:40):
  It is very cool.
  Also, the other thing forpeople to know is if you see how
  many people have applied to ajob on LinkedIn.
  That number's not 100% accurate, because all that they can
  track is if someone's clicked.
  They don't know if they'veactually applied once they've
  left LinkedIn.
  So don't be discouraged.
  
  Speaker 2 (25:58):
  Do not be discouraged .
  And, even better, find somebodythat works there and get that
  warm intro.
  Hell yeah.
  
  Speaker 1 (26:03):
  Start networking Number one.
  Number one network.
  
  Speaker 2 (26:07):
  Mel, what do you always say?
  
  Speaker 1 (26:09):
  Network is your net worth?
  
  Speaker 2 (26:11):
  We'll end there A hundred percent.
  We're going to end there.
  We'll end there 100%.
  
  Speaker 1 (26:16):
  We're going to end there.
  This episode was produced,edited and all things by us
  myself, mel Plett and FrancescaRennery.
  Our music is by Pink Zebra andif you loved this conversation
  and you want to contribute yourthoughts with us, please do.
  You can visit us atyourworkfriendscom, but you can
  
  (26:38):
  also join us over on LinkedIn.
  We have a LinkedIn communitypage and we have the TikToks and
  Instagrams, so please join usin the socials and if you like
  this and you've benefited fromthis episode and you think
  someone else can benefit fromthis episode, please rate and
  subscribe.
  We'd really appreciate it.
  That helps keep us going.
  
  (26:58):
  Take care, friends.
  Bye, friends.