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What You Can Learn About Job-Hunting From Dating Apps. Really.

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What You Can Learn About Job-Hunting From Dating Apps. Really.

love-bombingsituationshipghosting

Anyone who has ever interviewed for a job has received this wisdom from a gainfully employed friend: “Remember, you’re interviewing them too!” Those who have spent time swiping on dating apps may have heard the same advice. There’s a reason for that.

The dating and job markets aren’t that different. “Recruiters just glance at your profile,” said Kyle Lagunas, head of strategy and principal analyst at Aptitude Research, a research-based advisory firm. “You’re going to have 15 seconds before they swipe.”

In both cases, we need to know what we want. A superficial attraction? Something deeper? And in both cases, we want to know what makes us desirable. Because we are convenient at the moment? Because it seems like we both want similar things?

So, using lingo from the dating world, here’s an advice manual for navigating the “dates” we go on when we are hunting for a job, with actionable takeaways. Remember, every time we accept a “date” with anyone in our desired industry, we are being evaluated — even if we believe it’s just a coffee with a childhood friend’s older sibling, or a 10-minute call with a longtime mentor.

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These tips may or may not lead you to your dream job. But they will give you more information about the workplace cultures you are considering so that you can make informed decisions.

situationship

/sich-oo-AY-shuhn-ship/

Dating:

A relationship (usually lasting three months or more) that isn’t exclusive, even though one partner wants it to be. Usually, this is a way for one party to enjoy the perks of a relationship without accountability.

Job-hunting:

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A job without health insurance and/or with less than a yearlong contract (or no contract at all).

Situationship employers (otherwise known as gig employers) frequently like to call you “a prospective member of their family” or highlight “contributing to a purpose” during the recruiting process.

For experts, this kind of language is a red flag. “They say they are a family, but they don’t say what kind of family,” said Martin McGovern, a career consultant and executive coach. “The boss might see you as a family member, but then as soon as the budget changes, they will hire an external cousin and fire you.”

The “making a difference” lingo is more often used today in spaces with precarity and low pay, especially in the nonprofit world, said Erin McGoff, a career coach.

Situationship employers rely on family and purpose language because, whether or not they have revealed it yet, they know they cannot offer you a long-term commitment or health insurance.

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Do not fall into this trap! They are not your family — you barely know them, and they want to hire you without giving you benefits or a true commitment.

If you are offered this job and decide to take it, continue your job hunt. Your employer is not committed to you, so you don’t owe them anything.

imaginationship

/uh-maj-uh-NAY-shuhn-ship/

Dating:

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An elaborate relationship with your crush in your head (for example, if you fantasize about becoming someone’s spouse, but they see you as a no-frills hookup).

Job-hunting:

The search for a paid job when a company is really looking for an unpaid intern.

Imaginationships can be a pink flag. Define the relationship: Only work free hours if you believe they will benefit your career in the long run.

Free hours can be a way to form a relationship with a mentor, but tread carefully; given the power imbalance, it can also be a way to be taken advantage of.

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breadcrumbing

/BRED-kruhm-ing/

Dating:

After hooking up, one partner texting intermittently but resisting any kind of concrete plan to meet up again.

Job-hunting:

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An employer asking for increasing amounts of work during a multistage interview process, without financial compensation.

Breadcrumbing (in the case of job interviews, uncompensated work) can be a red or pink flag, said McGoff, the career coach. “I hear from people being asked to do assignments that not only take up a lot of their time, but where they create valuable assets the company uses,” she said. There are exceptions: “You need to use common sense. If it’s a role you really want, you can go the extra mile.”

But it might be worth asking some questions in response to their request: How many candidates are they requesting this material from? How long should the assignment take you? What skills is the assignment meant to showcase? Will the company be using the deliverables for anything other than job consideration? What is the offer timeline?

Thank them for the information. Depending on their answers, McGoff suggested politely offering a truncated version of the assignment. If a company requests 30 posts and 20 reels of social-media content, for example, ask if it would be acceptable to send five posts and two short-form videos.

“Some companies budget for this, so you can always ask if this is a case where they can offer compensation for your time,” McGoff said. But, she added, “don’t ask in an entitled way. Say, ‘Since this will take me X amount of hours, I’m inquiring to see if you offer that.’”

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You also can always direct them to previous examples of your work that showcase the skills they are testing for in the assignment.

Based on their answers to your questions, consider, carefully, whether continuing to pursue this job is worth your time.

love-bombing

/LUV-bahm-ing/

Dating:

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Receiving compliments, gifts and other gestures of affection without a promise of exclusivity.

Job-hunting:

In the recruitment and offer stages, receiving flattery and promises of promotion rather than a reasonable starting salary.

Love-bombing can feel good, but it doesn’t pay the bills.

Use that flattery to push for a better salary — and point to inflation and other economic challenges to justify annual increases.

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Ask for written promises of salary bumps and title changes (ideally, as part of your contract). It may not happen, but it doesn’t hurt to ask.

Dating:

Entering into an exclusive, romantic relationship.

Job-hunting:

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Landing a job with at least a yearlong contract, health insurance and retirement benefits.

Cuffing in the job-search world isn’t necessarily a bad thing: If this is the gig you want, great. If not, use this position to look more appealing to other jobs. Only leave your current position once you have a better offer (however you choose to define “better”).

Dating:

Boasting about attention from other matches in order to seem more appealing.

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Job-hunting:

An employer talking about how many applications it has received.

Whelming in the job-search world is best ignored.

Or, if you are being hired in a cohort, talk to other candidates who received offers. Try to deduce the percentage of candidates who, when offered a job at the company, take it. (As with college admissions, this is called the yield rate.)

Yes, they might have a lot of interested applicants. But are you one of them? You need to figure that out for yourself.

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Bonus points if they drop the line “It is harder to get a job here than get into Harvard.” (Matthew Bahl, workplace market lead and vice president at the Financial Health Network, a nonprofit financial services consultancy, said that this line is particularly popular in the management and consulting worlds.)

Dating:

When, after a date or hookup, one person doesn’t respond to a follow-up message or call. (Generally, it is ghosting only after two nonresponses.)

Job-hunting:

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When you don’t hear back from an employer after interviewing for a job.

Ghosting after interviews, sadly, is all too common. Follow up once, maybe twice.

Do not wait around after that.

Bahl also noted that ghosting can be a red flag. “Is this really a place you want to spend your time, before they’re even paying you? They’re already not showing you the level of respect you would want to have or you would expect to show them.”

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Dating:

Ghosting someone, but then, after at least a few months, reaching out as though the ghosting never happened. (Sometimes it is fun to respond to these texts with a simple ghost emoji.)

Job-hunting:

Failing to respond to a professional contact who asked a question or favor, but later reaching out with a different question or favor.

Zombieing, unlike ghosting, might be a positive thing — or not: If a professional contact reaches out to you out of the blue, they probably are looking for something. Figure out what that is.

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If this is a person with power over you (someone who makes more money than you, for example, or has the power to help you get a job), proceed, but carefully: They’ve ghosted you once, and they will likely do it again.

Dating:

Keeping someone on a “roster” in case your first choice doesn’t work out. Often, this comes in the form of a late-night text from a hookup (“You up?”). But sometimes serial monogamists also keep a hookup on the bench — just in case they break up with their current significant other.

Job-hunting:

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Rejecting a candidate but trying to keep the person interested in case the first choice declines the offer.

Benching is normal in hiring. “Expect them to have a roster,” said McGovern, the career counselor. “Treat companies how they treat you — always have a backup plan, always be dating on the side of your job.”

McGoff agreed: “I’m a huge advocate for staying on the roster. I’m a huge advocate for seeing job interviews as a networking opportunity. And if you don’t get the job, it’s not that their door is closed forever. It’s still an open door. It’s just that right then it didn’t work out, but down the road it might.”

But this kind of practice can be a warning signal. Check Glassdoor, a site where companies are rated by current and former employees, to see if there are reviews that mention turnover rates. If employees stay at this company for less than a year, that flag turns from pink to red.

Watch how employees talk about current and past employees — assume this is how you will be talked about when you are not in the room.

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If you can speak to the last person who held the position you are being considered for, try to figure out what their experience was. Assume that yours will be similar if you are offered and take this job.

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Southwest’s open seating ends with final flight

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Southwest’s open seating ends with final flight

After nearly 60 years of its unique and popular open-seating policy, Southwest Airlines flew its last flight with unassigned seats Monday night.

Customers on flights going forward will choose where they sit and whether they want to pay more for a preferred location or extra leg room. The change represents a significant shift for Southwest’s brand, which has been known as a no-frills, easygoing option compared to competing airlines.

While many loyal customers lament the loss of open seating, Southwest has been under pressure from investors to boost profitability. Last year, the airline also stopped offering free checked bags and began charging $35 for one bag and $80 for two.

Under the defunct open-seating policy, customers could choose their seats on a first-come, first-served basis. On social media, customers said the policy made boarding faster and fairer. The airline is now offering four new fare bundles that include tiered perks such as priority boarding, preferred seats, and premium drinks.

“We continue to make substantial progress as we execute the most significant transformation in Southwest Airlines’ history,” said chief executive Bob Jordan in a statement with the company’s third-quarter revenue report. “We quickly implemented many new product attributes and enhancements [and] we remain committed to meeting the evolving needs of our current and future customers.”

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Eighty percent of Southwest customers and 86% of potential customers prefer an assigned seat, the airline said in 2024.

Experts said the change is a smart move as the airline tries to stabilize its finances.

In the third quarter of 2025, the company reported passenger revenues of $6.3 billion, a 1% increase from the year prior. Southwest’s shares have remained mostly stable this year and were trading at around $41.50 on Tuesday.

“You’re going to hear nostalgia about this, but I think it’s very logical and probably something the company should have done years ago,” said Duane Pfennigwerth, a global airlines analyst at Evercore, when the company announced the seating change in 2024.

Budget airlines are offering more premium options in an attempt to increase revenue, including Spirit, which introduced new fare bundles in 2024 with priority check-in and their take on a first-class experience.

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With the end of open seating and its “bags fly free” policy, customers said Southwest has lost much of its appeal and flexibility. The airline used to stand out in an industry often associated with rigidity and high prices, customers said.

“Open seating and the easier boarding process is why I fly Southwest,” wrote one Reddit user. “I may start flying another airline in protest. After all, there will be nothing differentiating Southwest anymore.”

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Contributor: The weird bipartisan alliance to cap credit card rates is onto something

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Contributor: The weird bipartisan alliance to cap credit card rates is onto something

Behind the credit card, ubiquitous in American economic life now for decades, stand a very few gigantic financial institutions that exert nearly unlimited power over how much consumers and businesses pay for the use of a small piece of plastic. American consumers and small businesses alike are spitting fire these days about the cost of credit cards, while the companies profiting from them are making money hand over fist.

We are now having a national conversation about what the federal government can do to lower the cost of credit cards. Sens. Bernie Sanders (I-Vt.) and Josh Hawley (R-Mo.), truly strange political bedfellows, have proposed a 10% cap. Now President Trump has too. But we risk spinning our wheels if we do not face facts about the underlying structure of this market.

We should dispense with the notion that the credit card business in the United States is a free market with robust competition. Instead, we have an oligopoly of dominant banks that issue them: JPMorgan Chase, Bank of America, American Express, Citigroup and Capital One, which together account for about 70% of all transactions. And we have a duopoly of networks: Visa and Mastercard, who process more than 80% of those transactions.

The results are higher prices for consumers who use the cards and businesses that accept them. Possibly the most telling statistic tracks the difference between borrowing benchmarks, such as the prime rate, and what you pay on your credit card. That markup has been rising steadily over the last 10 years and now stands at 16.4%. A Federal Reserve study found the problem in every card category, from your super-duper-triple-platinum card to subprime cardholders. Make no mistake, your bank is cranking up credit card rates faster than any overall increase.

If you are a small business owner, the situation is equally grim. Credit cards are a major source of credit for small businesses, at an increasingly dear cost. Also, businesses suffer from the fees Visa and Mastercard charge merchants on customer payments; those have climbed steadily as well because the two dominant processors use a variety of techniques to keep their grip on that market. Those fees nearly doubled in five years, to $111 billion in 2024. Largely passed on to consumers in the form of higher prices, these charges often rank as the second- or third-highest merchant cost, after real estate and labor.

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There is nothing divinely ordained here. In other industrialized countries, the simple task of moving money — the basic function of Visa and Mastercard — is much, much less expensive. Consumer credit is likewise less expensive elsewhere in the world because of greater competition, tougher regulation and long-standing norms.

Now some American politicians want caps on card interest rates, a tool that absolutely has its place in consumer protection. A handful of states already have strict limits on interest rates, a proud legacy of an ethos of protecting the most vulnerable people against the biblical sin of usury. Texas imposes a 10% cap for lending to people in that state. Congress in 2006 chose to protect military service members via a 36% limit on interest they can be charged. In 2009, it banned an array of sneaky fees designed to extract more money from card users. Federal credit unions cannot charge more than 18% interest, including on credit cards. Brian Shearer from Vanderbilt University’s Policy Accelerator for Political Economy and Regulation has made a persuasive case for capping credit card rates for the rest of us too.

At the very least, there is every reason to ignore the stale serenade of the bank lobby that any regulation will only hurt the people we are trying to help. Credit still flows to soldiers and sailors. Credit unions still issue cards. States with usury caps still have functioning financial systems. And the 2009 law Congress passed convinced even skeptical economists that the result was a better market for consumers.

If consumers receive such commonsense protections, what’s at stake? Profit margins for banks and card networks, and there is no compelling public policy reason to protect those. Major banks have profit margins that exceed 30%, a level that is modest only compared with Visa and Mastercard, which average a margin of 45%. Meanwhile, consumers face $1. 3 trillion in debt. And retailers squeeze by with a margin around 3%; grocers make do with half that.

The market won’t fix what’s wrong with credit card fees, because the handful of businesses that control it are feasting at everyone else’s expense. We must liberate the market from the grip of the major banks and card processors and restore vibrant competition. Harnessing market forces to get better outcomes for consumers, in addition to smart regulation, is as American as apple pie.

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Fortunately, Trump has endorsed — via social media — bipartisan legislation, the Credit Card Competition Act, that would crack open the Visa-Mastercard duopoly by allowing merchants to route transactions over competing networks. Here’s hoping he follows through by getting enough congressional Republicans on board.

That change would leave us with the megabanks still controlling the credit card market. One approach would be consumer-friendly regulation of other means of credit, such as buy-now-pay-later tools or innovative payment applications, by including protections that credit cards enjoy. Ideally, Congress would cap the size of banks, something it declined to do after the 2008 financial crisis, to the enduring frustration of reformers who sought structural change. Trump entered the presidency in 2017 calling for a new Glass-Steagall, the Depression-era law that broke up big banks, but he never pursued it.

Fast forward nine years, and we find rising negative sentiment among American voters, groaning under the weight of credit card debt and a cascade of junk fees from other industries. Populist ire at corporate power is rising. The race between the two major parties to ride that feeling to victory in the November midterm elections and beyond has begun. A movement to limit the power of big banks could be but a tweet away.

Carter Dougherty is the senior fellow for antimonopoly and finance at Demand Progress, an advocacy group and think tank.

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Lockheed Martin, PG&E, Salesforce and Wells Fargo team up to help battle wildfires

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Lockheed Martin, PG&E, Salesforce and Wells Fargo team up to help battle wildfires

Lockheed Martin, PG&E Corp., Salesforce and Wells Fargo are teaming up to help firefighters and emergency responders prevent, detect and fight wildfires more quickly.

On Monday, the four companies said they’re forming a new venture called Emberpoint to advance technology while making wildfire prevention more affordable.

The ultimate vision is, you know, eliminating megafires in the United States, and maybe beyond that,” said Jim Taiclet, Lockheed Martin’s chief executive, president and chairman, in an interview.

The Emberpoint team and its technologies will be created in the coming months and demonstrations are expected some time this year. Wells Fargo is helping to fund the investment and partners have already committed more than $100 million to the new venture, Taiclet said.

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Lockheed Martin already makes aircraft and satellites to fight wildfires, but the company has also worked on integrating data from the space, ground and air to help predict where a fire might start so firefighters and helicopters can better position themselves. A lightning strike, downed power lines, improperly extinguished campfires and other events can spark wildfires. The venture’s first service will focus on firefighting intelligence.

PG&E has wildfire mitigation efforts, such as installing power lines underground in high-risk areas, and has weather stations equipped with AI-powered cameras to help detect wildfires. The company will bring its expertise to this new venture but plans to seek regulatory approval to share information with its partners as part of this new venture.

“We can actually share and return to our customers the investments they’ve made in wildfire technology, and return those investments back to customers while making our own system safer and making the state safer,” PG&E Corp. Chief Executive Patti Poppe said.

San Francisco software company Salesforce, which is behind messaging app Slack and a platform that helps companies deploy AI agents, will help organizations coordinate so they can respond to wildfires faster. The company will also help bring data from different streams into a “unified, real-time response engine.”

AI agents can help firefighters better combat a blaze by providing information such as the blaze’s perimeter and the most dangerous areas, Taiclet said.

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The partnership comes as wildfires across the globe become larger and more destructive, damaging homes, businesses and other buildings while also disrupting power. In California, where warmer temperatures, drier air and high winds fuel flames, wildfires have caused billions of dollars in damage and claimed lives. Last year, the Eaton and Palisades fires killed more than two dozen people and destroyed more than 16,000 structures, with the estimated loss totaling more than $250 billion.

The path of destruction left by wildfires has prompted major tech companies such as Nvidia and Google, along with startups and universities, to experiment with artificial intelligence to improve firefighting and detection. Drones, sensors, satellite imagery, autonomous aircraft and cameras are among tools used to manage and fight wildfires.

Lockheed Martin has teamed up with tech companies before to help battle wildfires. The defense and aerospace contractor, headquartered in Maryland, also has offices and employees throughout California, including Silicon Valley. It has roughly 10,000 employees in California.

In 2021, the company partnered with Nvidia along with state and federal forest services to create a digital version of a fire that allows firefighters and incident commanders to better understand how it spreads and find the best ways to put it out.

Last year, the California Department of Forestry and Fire Protection said it was working with Sikorsky, a Lockheed Martin company, on a five-year initiative that would enhance autonomous aerial firefighting technologies. The effort also includes exploring the development of an autonomous Sikorsky S-70i Firehawk helicopter, an aircraft used to drop gallons of water onto flames. Sikorsky has worked with California software company Rain to test out autonomous wildfire suppression technology as well.

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And Lockheed Martin has built satellites that help U.S. forecasters get images of wildfires, hurricanes and severe weather conditions.

“If we can get prediction better, detection quicker and response more robust, I think we’ve had a real chance at making a big difference here for safety of both the citizens and the firefighters,” Taiclet said.

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