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Tag: Careers

  • Billionaire Palantir cofounder calls elite college undergrads a ‘loser generation’ as data reveals rise in students seeking support for disabilities | Fortune

    That reality is showing up on a campus. A growing share of college students are seeking medical evaluations for ADHD, anxiety, and depression—and requesting academic accommodations such as extended time on exams and papers. At some of the country’s selective universities, the numbers are striking: more than 20% of undergraduates at Brown and Harvard are registered as disabled. At UMass Amherst, it’s 34%; Stanford, 38%, according to data analyzed by The Atlantic.

    While it’s clear that many students requesting accommodations do so for legitimate medical reasons and that increased diagnoses may reflect greater mental-health awareness, some experts have raised concerns about overdiagnosis and whether universities are making it too easy for students to qualify. And the debate has set off a wildfire on social media this week, catching the attention of high-profile business leaders, including Joe Lonsdale, the billionaire venture capitalist and Palantir cofounder.

    Lonsdale’s response offered no sympathy. “Loser generation,” he wrote in reaction to a graph showing the rising number of undergraduate students reporting disabilities.

    “At Stanford it’s a hack for housing though and at some point I get it, even if it’s not my personal ethics. Terrible leadership from the university.”

    He argued that families have been slowly using disability accommodations to give their children an academic advantage—when they might not actually need it.

    “Claiming your child has a disability to give them a leg up became an obvious dominant game theoretic strategy for parents without honor in the 2010’s,” Lonsdale wrote earlier this month on X. “Great signal to avoid a family / not do business with parents who act this way.”

    And while it’s unclear how many students, if any, are trying to game the system, Lonsdale has made his broader view clear: he doesn’t think universities are preparing young people—or evaluating them—in ways that matter.

    “No great companies are interested in the BS games played by universities,” he added.

    Fortune reached out to Lonsdale for further comment.

    Lonsdale’s complicated history with higher education

    Though a Stanford alum himself, Lonsdale has a complicated history with the institution and higher education more broadly.

    In the early 2010s, while serving as a mentor in a Stanford tech entrepreneurship course, Lonsdale was accused of sexual assault by a student—and banned from mentoring undergraduates for 10 years and from campus entirely. The assault charges were later dropped, but Lonsdale acknowledged violating a rule prohibiting consensual relationships between mentors and students.

    Less than a decade later, in 2021, Lonsdale cofounded his own school—the University of Austin—with Niall Ferguson, Bari Weiss, and others. The institution prides itself on freedom of speech and overcoming the “mediocrity” of traditional higher education. It welcomed its first group of undergraduates last fall and remains unaccredited.

    The school has drawn support from Lonsdale’s fellow Palantir cofounder and Stanford alum Alex Karp, who has also criticized the college system.

    “Everything you learned at your school and college about how the world works is intellectually incorrect,” Karp, Palantir’s CEO, told CNBC earlier this year.

    Instead, the 58-year-old said Palantir is building a new credential “separate from class or background,” that is the “best credential in tech.”

    “If you did not go to school, or you went to a school that’s not that great, or you went to Harvard or Princeton or Yale, once you come to Palantir, you’re a Palantirian,” Karp said during an earnings call earlier this year. “No one cares about the other stuff.”

    Preston Fore

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  • Skims founding partner Emma Grede schedules an ‘AI day’ once every six weeks to future-proof her career: ‘It’s like do or die’ | Fortune

    AI fluency is becoming a baseline expectation across industries and is even boosting salaries for some job seekers with experience in the tech. It’s also become a tool for business leaders like Emma Grede to future-proof her career.

    “We have no choice but to AI-proof our careers,” the Skims founding partner told senior markets reporter Madison Mills at Axios’ annual dealmaking summit BFD on Wednesday. 

    Grede added that she commits time once every six weeks, which she calls “AI day,” to “just sit and learn” about the tech.

    “I am encouraging every single—specifically women—in my organization to do exactly the same,” Grede said. “We don’t have a choice anymore. It’s like do or die.”

    Grede, also the chief product officer of Skims, helped launch the brand in 2019 alongside Kim Kardashian and her husband, Jens Grede. Earlier this month, the shapewear company raised $225 million at a $5 billion valuation in a funding round led by Goldman Sachs Alternatives.

    The British-born entrepreneur, who has an estimated net worth of $405 million and was recognized by Forbes as one of America’s richest self-made women for the fourth year in a row, has talked at length about the importance of human connection in dealmaking,  business and getting herself ahead.

    But Grede toldFortune in August that fellow Shark Tank star Mark Cuban pushed her to come to grips with the tech when the two sat down to film an episode of her hit podcast show Aspire and compared their AI usage.

    “I was already kind of getting there, but if I’m really honest, that episode where we really delved into AI gave me a new urgency around how I use AI,” she said, adding that Cuban had 60 AI apps on his phone. “Yeah, he gave me a kick.”

    Right after wrapping, she said that she started looking into AI courses at the Wharton School and Harvard for the fall. “I need to figure this out, because I’m using AI like a 42-year-old woman,” Grede said.

    Still, scheduling time to learn about AI “feels against the very ethos of what feels right,” Grede told Axios on Wednesday, adding that she craves real conversation and connection with a human being. But she conceded the education will help in the long-run.

    “We have to future-proof our organizations and ourselves,” Grede said.

    Demand for talent

    Grede also told Fortune in August that she offered her staff a cash bonus for using AI long before Cuban’s wake up call.

    “About two years ago I put a note out in my office giving a cash bonus to anyone that uses AI in their work,” she said, adding that the incentive was a big hit—especially with the marketing and finance teams.

    She likened the new skill to the coding wave, which peaked in the mid-2010s and saw public campaigns encourage students and professionals to learn coding fundamentals. 

    A July report by labor market intelligence firm Lightcast found non-tech roles that require AI skills are soaring in value and job postings for the roles are offering 28% higher salaries—a pay premium of nearly $18,000 more per year.

    Almost three in four CEOs worldwide say competition for AI talent could constrain their future prosperity, and 77% say workforce readiness and upskilling will have a major impact on their business in the next three years, according to KMPG’s CEO Outlook 2025 published in October. 

    More than 70% are retraining high-potential employees in AI, the report said.

    Nino Paoli

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  • This 26-year-old was laid off from his ‘dream job’ at PwC building AI agents. He’s worried the tech he built has led to more job cuts | Fortune

    Titans of industry like Salesforce, Microsoft, and Intel have all been slashing staff, and employees are hand-wringing about being next on the chopping block. Donald King, a 26-year-old who built AI agents for PwC, never thought he’d be the next one out the door—but he soon realized why consultants are called “hatchet-men.”

    After graduating with a degree in finance from the University of Texas at Austin in 2021, King landed a job at one of the “Big Four” consulting giants: PwC. He packed his bags and moved to New York to start his role as an associate in technology consulting, working with major clients, including Oracle, during his first year. But everything changed when PwC announced a $1 billion investment in AI; King was already intrigued by the tech, so he pitched himself to join the company’s AI factory team. Working 60 to 80 hours a week, he immersed himself in the tech, even throwing knowledge-sharing AI agent block parties within the firm that drew up to 250 participants. King logged a ton of hours—sometimes at the expense of his weekends—but was confident he was excelling in his role as a product manager and data scientist.

    “I was coding and managing a team onshore and offshore. It was crazy, it’s like, ‘Give this 24-year-old millions of dollars of salary spent per month to build AI agents for Fortune 500 [companies],’” King tells Fortune. “[It was] my dream job…I won first place in this OpenAI hackathon across the entire firm.”

    Although King was proving himself as a key AI talent for PwC, he did begin to question the impact of his work. The AI agents King was building for major corporations could undoubtedly automate swaths of human roles—perhaps even entire job departments. One Microsoft Teams agent his group created mimicked an actual person, and King was a little spooked. 

    “We had a late night call with all the boys that are building this thing, like, ‘What the hell are we building right now?’” King says. “Just saying ‘Treat them like humans’ is probably not the best way to think about it.”

    Behind the scenes, a layoff was brewing—but this time, for King. In October 2024, just eight months into his final role at PwC, the Gen Zer presented his winning project from the OpenAI hackathon: a fleet of AI agents that automated manual tasks. King was proud and felt confident in his place at the firm, but two hours later, PwC called King to inform him he was being laid off. The 26-year-old recorded the meeting and posted it on TikTok, raking up more than 75,000 likes and 2.1 million views. Commenters under his videos expressed shock that King would be let go after winning the hackathon.

    “I thought I was safe, especially after I won first place,” King says. “I just got a little blindsided.”

    King clarifies he doesn’t think there were any “nefarious” intentions behind his layoff, reasoning he was likely a random staffer dismissed after the firm had overhired in previous years. However, he does connect the dots between the AI agents he built for PwC customers and the layoffs that soon ensued at those client companies. 

    Fortune reached out to PwC for comment. 

    King believes his AI agents may have been connected to layoffs 

    While King doesn’t believe his former role at PwC was automated, he recognizes that the AI agents he built likely had an impact on others. The year after his layoff, King observed that some of the Fortune 500 clients he served were implementing staffing cuts. Those AI agents he helped create may have had a hand in the layoffs. 

    “It’s 100% connected,” King says. “I knew that consulting was a hatchet-man type job, I knew you’re going in to potentially lay people off, but I didn’t think it was going to be like this.”

    While King believes AI agents are akin to the reasoning power of a five-year-old, they still know “all the corpus of information in the world” and can automate mundane tasks. Oftentimes, that means entry-level jobs are most at risk of being disrupted. 

    “It’s automating tasks, 100%, those are gone,” King says. “If your job is doing those menial types of things, if you’re just emailing a spreadsheet back and forth, you can kiss your job goodbye.”

    Pivoting to his new life purpose: founding a marketing agency 

    While being on PwC’s AI team may have once been his dream job, the layoff didn’t crush his spirit. 

    “I’m grateful for it happening…It was the worst thing that ever happened to me, but then it turned into the best thing,” King says. “Overall, [I’m] very grateful that I got laid off.”

    In the aftermath of being let go, King says he was inundated with job offers from major tech companies to join their AI operations. However, the scrappy young entrepreneur sidelined the idea of returning to a nine-to-five gig; instead, King started his own marketing agency, AMDK. The business officially launched in December last year, less than two months after being laid off from PwC. 

    So far, King says AMDK has roped in clients ranging from small companies to billion-dollar enterprises, many of whom are looking for AI agents of their own. His end goal is to build a swarm of agents that help companies with their back ends—but after his experience on PwC’s AI team, he says he’s being cautious about the ramifications of his creations. He’s still learning the ropes of entrepreneurship, but wouldn’t trade the highs and lows for a salaried corporate job.

    “This is my purpose in life, versus this is someone else’s purpose,” King says. “[I’m] way happier.”

    Emma Burleigh

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  • Ex-Meta exec says Mark Zuckerberg taught him a lesson in work-life balance: Now he has strict rules for meetings and emails at his $1 billion tax firm | Fortune

    When Martin Ott joined Facebook to lead its Northern and Central Europe operations as MD in 2012, the company was pre-IPO, pivoting from desktop to mobile phones, and had just a few thousand employees globally. 

    He’s one of the few leaders who witnessed Meta’s evolution firsthand from its scrappy early days under a twenty-something-year-old Mark Zuckerberg to one of the world’s most powerful platforms. 

    But the biggest lesson he took away from that period wasn’t about scale or speed—or grinding all hours of the day to make it. Ott credits Zuckerberg with teaching him the opposite: To focus on making the biggest impact you can during working hours.

    “One of the things I’m also passing on is, there’s only so many hours in a day,” Ott, who’s now CEO of Taxfix, the Berlin-based tax app valued at more than $1 billion, tells Fortune

    “Ask yourself, what is the real one thing you could do today to really have impact, make a difference? Ask yourself, do you need to be in that meeting or not?” 

    Tech billionaires say you need to work 24/7 to make it, but Ott says you’ll just burn out 

    It’s a refreshing stance, when so many tech leaders say the only way to make it is by always being on. 

    Lucy Guo, the cofounder of Scale AI and the world’s youngest female self-made billionaire, wakes up at 5:30 a.m. and ends her day at midnight. She previously told Fortune that people who crave balance are in the wrong job.

    Meanwhile, Twilio’s CEO Khozema Shipchandler previously told Fortune that the only gap he allows himself “to not think about work is six to eight hours on Saturdays.” 

    And then there’s Reid Hoffman, the visionary behind LinkedIn, who has said that work-life balance simply isn’t possible in the start up world—not least for founders. With the exception of dinner with family, he even admitted he expects employees to constantly be working.

    “That 24/7 only works so long,” Ott says, while adding that switching off is not only important for leaders, but also those working under them. “It’s also protecting team members from getting burned out. You don’t ever want to get there.” 

    “It is making sure that you’re not about 24/7 constant on, but being deliberate.”

    Balance and boundaries for emails and meetings

    As well as focusing only on the meetings where he can make a real impact, Ott has built deliberate practices to protect both his own and his team’s boundaries. 

    “So the most important thing is I structure my day.” Ott gets up early most mornings at around 5:30 a.m. and reads for half an hour before working out.

    “I exercise in the mornings, I go running here on the lake,” he says, adding that he tries to stay in touch with a support network and meditates for his mental health, too. “At times, I meditate every day, and then I drop it. Now I’m in the phase where I’ve dropped it and want to pick it up again.” 

    But even if Ott starts his day early, drafting emails before meetings begin, he’ll make sure they don’t land in his team’s inbox until they start work: “I start writing Slack messages and emails. Often, they only go out with a scheduling function at 8 a.m. or 9 a.m. So I don’t pull people out of their free time, which they need to recharge, because it is a marathon.”

    “Everyone tells you, when you start a company, or you’re running a company, there will be ups and downs. There will be constant crises. There’s a lot of pressure as well,” Ott adds. “You need to make sure you see it actually as a marathon, not a sprint. And that also means you have to maintain the high performance over a long period of time. And that doesn’t work 24/7.”

    Orianna Rosa Royle

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  • Laura Dern Has the Spirit of Seventies Cinema

    The actor, who plays George Clooney’s publicist in “Jay Kelly” and Will Arnett’s estranged wife in “Is This Thing On?,” has spent her life surrounded by Hollywood luminaries.

    Michael Schulman

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  • The CEOs of Apple, Airbnb, and PepsiCo agree on one thing: life as a business leader is incredibly lonely | Fortune

    Being CEO has its many perks: Business leaders get to command the world’s most powerful companies, shape their legacies as pioneers of industry, and enjoy hefty billion-dollar paychecks. But in the steep climb up the corporate ladder, many won’t notice all the peers left behind until they’re looking down from the very top. It can be a lonely, solitary job.

    Leaders at some of the world’s largest companies—from Airbnb and UPS to PepsiCo and Apple—are finally opening up about the mental toll that comes with the job. As it turns out, many industry trailblazers are grappling with intense loneliness; at least 40% of executives are thinking of leaving their job, mainly because they’re lacking energy and feel alone in handling daily challenges, according to a Harvard Medical School professor. And the number could even be higher: About 70% of C-suite leaders “are seriously considering quitting for a job that better supports their well-being,” according to a 2022 Deloitte study

    To ward off feelings of isolation, founders and top executives are stepping outside of the office to focus on improving their well-being. Toms founder Blake Mycoskie struggled with depression and loneliness after scaling his once-small shoe business into a billion-dollar behemoth. Feeling disconnected from his life’s purpose and that his “reason for being now felt like a job,” he went on a three-day men’s retreat to work on his mental health. And Seth Berkowitz, the founder and CEO of $350 million dessert giant Insomnia Cookies, cautions bright-eyed entrepreneurs the gig “is not really for everyone.” 

    “It can be lonely; it’s a solitary life. It really is,” Berkowitz recently told Fortune.

    Brian Chesky, cofounder and CEO of Airbnb

    Eugene Gologursky / Stringer / Getty Images

    Airbnb’s cofounder and CEO Brian Chesky is one the most outspoken leaders in the business world waving the red flag on loneliness. Chesky described having a lonely childhood, pulled between his love for creative design and sports, never really fitting in. But his mental health took a turn for the worse once assuming the throne as Airbnb’s CEO. His other two cofounders—who he called his “family,” spending all their waking hours working, exercising, and hanging out together—were suddenly out of view from the peak of the C-suite. 

    “As I became a CEO I started leading from the front, at the top of the mountain, but then the higher you get to the peak, the fewer the people there are with you,” Chesky told Jay Shetty during an episode of the On Purpose podcast last year. “No one ever told me how lonely you would get, and I wasn’t prepared for that.”

    Chesky recommends budding leaders actually share their power, so no one shoulders the mental burden of entrepreneurship alone. 

    “I think that ultimately, today, we’re probably living in one of the loneliest times in human history,” Chesky said. “If people were as lonely in yesteryear as they are today, they’d probably perish, because you just couldn’t survive without your tribe.”

    Indra Nooyi, former CEO of PepsiCo

    Jemal Countess / Stringer / Getty Images

    Leaders at Fortune 500 giant PepsiCo face constant pressure from consumers, investors, board members, and their own employees. But it’s also tough to vent to peers who may not relate to—or even understand—the trials and tribulations of running a $209 billion company. Indra Nooyi, the business’ former CEO, said she often felt isolated with no one to confide in.

    “You can’t really talk to your spouse all the time. You can’t talk to your friends because it’s confidential stuff about the company. You can’t talk to your board because they are your bosses. You can’t talk to people who work for you because they work for you,” Nooyi told Kellogg Insight, the research magazine for Northwestern’s Kellogg School of Management, earlier this year. “And so it puts you in a fairly lonely position.”

    Instead of divulging to a trusted friend or anonymously airing out her frustrations on Reddit, Nooyi looked inward. She was the only person she could trust, even if that meant embracing the isolation. 

    “I would talk to myself. I would go look at myself in a mirror. I would talk to myself. I would rage at myself. I would shed a few tears, then put on some lipstick and come out,” Nooyi said. “That was my go-to because all people need an outlet. And you have to be very careful who your outlet is because you never want them to use it against you at any point.”

    Carol Tomé, CEO of UPS

    Kevin Dietsch / Staff / Getty Images

    Before Carol Tomé stepped into the role of the CEO of UPS, she was warned the top job goes hand-in-hand with loneliness. The word of caution didn’t phase her—at least, not at first. But things changed when she actually took the helm of the $75 billion shipping company. 

    “I would say, ‘How lonely can it really be? It can’t be that lonely?’ What I’ve since learned is that it is extraordinarily lonely,” Tomé told Fortune last year. 

    “When you are a member of an executive team, you hang together…Now, my executive team will wait for me to leave a meeting so that they can debrief together. It’s the reality and you have to get used to it. But it is super lonely.”

    Tim Cook, CEO of Apple

    NurPhoto / Contributor / Getty Images

    Apple CEO Tim Cook isn’t immune to the loneliness that often comes with the corner office. More than 14 years into his tenure, he’s acknowledged his missteps, which he called “blind spots,” that have the potential to affect thousands of workers across the company if left unchecked. Cook said it’s important for leaders to get out of their own heads and surround themselves with bright people who bring out the best in them. 

    “It’s sort of a lonely job,” Cook told The Washington Post in 2016. “The adage that it’s lonely—the CEO job is lonely—is accurate in a lot of ways. I’m not looking for any sympathy.”

    Seth Berkowitz, founder and CEO of Insomnia Cookies

    Courtesy of Insomnia Cookies

    Entrepreneurship can be a deeply fulfilling and rewarding journey: an opportunity to trade a nine-to-five job for a multimillion-dollar fortune, if all the right conditions are met. And while Insomnia Cookies’ Seth Berkowitz loves being a CEO and all the responsibilities that come with it, he cautioned young hopefuls about the weight of the career. He, like Cook, advises aspiring founders to counter loneliness with genuine, meaningful connections.

    “It can be lonely; it’s a solitary life. It really is. [During] the harder times, it’s very solitary—finding camaraderie, mentorship, some sense of community, it’s really important,” Berkowitz recently told Fortune. “Because I go so deep, it’s sometimes hard to find others and let them in.”

    Emma Burleigh

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  • Kendra Scott says she launched her billion-dollar business from her bedroom with just $500—when she was pregnant with her first son | Fortune

    When Kendra Scott launched her jewelry business in 2002, she had no investors, no retail experience, and just $500 to her name. What she did have was a spare bedroom in her Austin, Texas home, a newborn baby, and the kind of determination that turns impossible odds into billion-dollar success stories.

    “I built it out of my bedroom,” Scott said in a recent interview with The School of Hard Knocks, which has 5.6 million followers on TikTok. “Extra bedroom in my house, on a card table. 500 bucks, baby. That’s it.”

    Scott designed her first jewelry collection while pregnant with her first son, hand-wiring each piece with semi-precious stones. For years, she made jewelry as gifts for her friends, but in the retail space, she’d always felt like there was expensive, or low-quality, but nothing in between. So she set out to make high-quality jewelry at accessible price points.

    Just three months after giving birth, she put her first samples in a tea box, strapped her infant son into a baby carrier, and walked store to store through Austin, writing down orders from local boutiques.

    “He was actually sitting on my lap and went to my first sales calls, going store to store with me. He was my little sales rep,” Scott said. “Babies do sell product, you know, babies and puppies. Bring them on your sales call. It works.”

    The early days tested her resolve. At the last boutique she visited on that first sales trip, Scott had to sell all her original samples to buy enough materials to fulfill the orders she had just secured. She sold her car, took out personal loans, and funneled every dollar back into her fledgling business. As a single mother, rent negotiations with her landlord became routine.

    “Failure wasn’t an option. I had to succeed,” Scott told Entrepreneur in 2015.

    Scott told The School of Hard Knocks she had “a scary relationship” with debt. She said she put up everything she owned up as collateral in order to secure loans. “I knew that if I didn’t make those loan payments or if I didn’t sell the product, I was gonna get that loan called. And that meant I was gonna be B-R-O-K-E,” she said. But that pressure forged discipline. “It made me be a very disciplined business owner. Even today, with a billion-dollar brand, every single dollar we spent, I look at it and make sure it’s gonna work for us.”

    Growth after crisis

    The 2008 financial crisis nearly brought everything to a halt. Scott’s business had grown beyond Austin, with showrooms in Dallas and New York and partnerships with major department stores. But when the recession hit, wholesalers disappeared overnight and her bank called in a line of credit that would have drained the company. After countless rejections from other banks, she found a lifeline at a local Texas bank, where a female president looked beyond the numbers and saw Scott’s potential.

    “She gave me the loan. She kept my business alive,” Scott wrote in an article for Thrive Global in 2019.

    That crisis forced a pivot that would define the brand’s future. In 2010, despite having sworn off retail after a failed hat business years earlier, Scott opened her first jewelry store in Austin. It was a hit: Customers could touch and try on pieces freely rather than viewing them behind glass, and they could customize jewelry in real time, choosing from more than 50 styles and 30 stone colors, with pieces assembled on-site within minutes.

    “It was unlike any jewelry shopping experience that had ever existed. It was like a nightclub,” Scott told Foundr in 2022.

    Lines formed around the block. Revenue exploded from $1.7 million in 2010 to $24 million in 2013. By 2016, when Boston-based private equity firm Berkshire Partners acquired a minority stake in the company, Kendra Scott was valued at more than $1 billion. Scott remained the majority shareholder and CEO—one of only 16 women in the United States at the time to hold the title of founder of a billion-dollar company.

    Tom Nolan, CEO of Kendra Scott Design, told Fortune earlier this year the company operates about 150 retail stores with plans to open 25 more by year’s end. The company generates several hundred million dollars in annual revenue, grew 20% year-over-year in 2024, and employs more than 2,600 people—over 95% of whom are women, according to Scott. The company has also expanded its product lines beyond jewelry into fine jewelry, home décor, beauty products, and a new Western-inspired lifestyle brand called Yellow Rose.

    ​Advice for entrepreneurs

    When asked about retail’s future, Scott was emphatic. “Oh, honey, retail is so alive. And brick-and-mortar is not dead. Four walls are a place where you build community and build brand awareness. We need human touch. It can’t just be digital, and you’re able to do that in brick-and-mortar. Build brick-and-mortar for experience first. Connection over transaction. The transaction will follow.”

    The jewelry business margins, she noted, “are really good. They’re good margins.”

    But her most important advice had nothing to do with business strategy. “Leave your fingerprint. You’ve got one chance at this life. Your life is a grain of sand. Make it matter, whatever you do in your life. You have a reason that you are here. You have a reason to affect people in a positive way. Figure out what that is. And if you can do that through business like I’m doing, awesome, but leave your mark.”

    You can watch the entire interview with Kendra Scott and The School of Hard Knocks below:

    @theschoolofhardknocks She built a BILLION DOLLAR BRAND 🤯 I interviewed @Kendra Scott on how she turned just $500 into a Billion Dollar company! Since she started her business when she was pregnant, I asked her how it was possible! I also asked her about the margins in her business and whether or not she thinks the future of retail is dead. Lastly, I asked her the best advice she’d give to the younger generation. #wealth #entrepreneur #financialfreedom #motivation ♬ original sound – The School of Hard Knocks

    For this story, Fortune used generative AI to help with an initial draft. An editor verified the accuracy of the information before publishing. 

    Dave Smith

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  • Billionaire ex-Google CEO says one deceptively simple weekend habit will help you level up at work | Fortune

    Eric Schmidt, whose net worth is hovering around $45 billion, knows what it takes to climb the corporate ladder in Silicon Valley, having spent a decade as CEO of Google. Yet the secret to his success is not racking up endless hours in the office.

    Instead, Schmidt credits a deceptively simple habit, one he calls a game-changer for anyone seeking meaningful productivity gains: Set aside a few undisturbed hours each weekend for reflection, and grab a pen and paper. No screens allowed.

    This approach, which Schmidt revealed during a recent interview on The Gstaad Guy Podcast hosted by Gustaf Lundberg Toresson, traces back to his mentorship by the late great Bill Campbell, legendary coach to tech’s most influential leaders.

    “You work really hard during the week, as hard as you can—you know, 12 hours, 14 hour days, whatever—and on the weekends, when you’re at home or with your family or whatever, carve out a few hours to think,” Schmidt said on the podcast. “Turn off the phone. You’re not texting. You’re not looking at Instagram and so forth. And think and write down your assessment of what you did last week, and then what you need to do next week to address the things you forgot to do last week.”​

    He insists this simple practice can be transformative because it helps you practice focusing on accountability. “It’s a good trick because it forces you to take charge of your next week. Like, ‘Oh, I forgot that I have a sales problem over there,’ or ‘I forgot I was supposed to call this person,’ ‘Oh, I didn’t have this proposal and I had this idea but I didn’t get to it.’ And that usually works pretty well,” he said.​

    This practice isn’t about squeezing more tasks into the weekend. It’s about using downtime to recalibrate. Schmidt said he eventually found his optimal workweek to be about 63 hours—not the 80-plus-hour marathons of his younger years—which just goes to show that more time at the desk doesn’t always lead to better outcomes. “You hit declining marginal productivity,” he said on the podcast, adding that too much “slaving away” can actually erode results.​

    He also makes clear that reflection is not just for CEOs or entrepreneurs. Anyone, from engineers to junior staff, can benefit, especially in a world saturated with digital noise and the ever-present risk of distraction. In an era where “attention has become a form of currency,” he said, the need to carve out thoughtful time while unplugged from our cavalcade of electronic distractions has never been greater.​​

    According to Schmidt, adopting this weekend habit can help you catch small problems before they grow into big ones, and let you stay focused on important matters. As Schmidt notes, “writing things down equals clarity”—and that clarity is what keeps the world’s most powerful leaders not just busy, but effective.

    ​​You can watch the full Gstaad Guy episode featuring Eric Schmidt below:

    For this story, Fortune used generative AI to help with an initial draft. An editor verified the accuracy of the information before publishing.

    Dave Smith

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  • This Gen Zer dropped out of college and is making over $100,000 repairing plane engines after 21 months of training | Fortune

    For decades, the formula for success seemed clear: go to college, get a degree, and land a stable job. But for many Gen Zers, that equation no longer adds up. With rising tuition, heavy student debt, and a shaky job market, more young workers are rethinking the four-year degree and turning to faster and cheaper routes to a steady career.

    Bianca Miller was one of them.

    Initially, she enrolled in a four-year program, hoping to build a career working with machines and engines. But as classes piled up, she started to feel disconnected from her dream.

    “I was studying mechanical engineering and I didn’t like the fact that half of my classes didn’t relate to the actual career that I wanted to get into,” Miller told Fortune. “I was disappointed by that.”

    Even students who stuck it out didn’t seem much better off. She said even some of the brightest mechanical engineering students she knew struggled to find work, sometimes not even landing unpaid internships.

    So she took her career into her own hands. Instead of slogging through years of general education requirements and piling up debt, she turned her eyes to the skilled trades. Miller dropped out of college and enrolled in a 21-month technician program at the Aviation Institute of Maintenance’s northern New Jersey campus in early 2022.

    By the time she graduated, she had no trouble finding a job. In fact, she said companies were practically “begging” for workers. Now working for United Airlines as an avionics technician at Newark Liberty International Airport, repairing plane engines and electrical systems, the 25-year-old has already doubled her investment in the program and makes over six-figures. Plus, unlike many office workers, her job isn’t at risk of being replaced by AI.

    “The opportunities are endless,” Miller said. “At the end of the day, there really is no wrong.”

    Why skilled trades are winning Gen Z

    As postpandemic travel continues to rebound, the aviation industry is booming. Meanwhile, aging aircraft fleets and a wave of retirements have created an urgent demand for new technicians.

    According to the latest CAE Aviation Talent Forecast, the industry will need about 416,000 new aircraft maintenance technicians over the next eight years. In the U.S., the median salary for these roles is around $79,000, per the Bureau of Labor Statistics. But Miller said overtime can push pay well above six figures, and in some cases past $300,000. 

    Miller’s path reflects a growing trend among Gen Z choosing skill-based training over four-year degrees. Enrollment at trade-focused institutions has surged nearly 20% since the spring of 2020, according to the National Student Clearinghouse.

    That said, traditional higher education is far from obsolete. Despite the challenges of today’s job market, millions of degree holders still find jobs annually. And over a lifetime, a bachelor’s degree has an average 682% return on investment, underscoring its long-term value. At the same time, alternative education pathways are proving faster, cheaper, and lucrative.

    “[Trade school] is just not talked about enough. It’s not presented as an idea because of how we were raised. It’s you go to college—trade school is not really an option,” Miller said. “But the job market is great.”

    Fortune Global Forum returns Oct. 26–27, 2025 in Riyadh. CEOs and global leaders will gather for a dynamic, invitation-only event shaping the future of business. Apply for an invitation.

    Preston Fore

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  • Lyft CEO on the time Bill Gates told him he was making ‘the stupidest decision I’ve ever heard anyone made’ | Fortune

    Before David Risher was tasked with scripting a “comeback story” for ride-sharing company Lyft, he made a career move so audacious that it prompted a direct, and blunt, intervention from Microsoft co-founder Bill Gates. In a recent appearance on Fortune‘s Leadership Next podcast, Risher shared the moment Gates told him he was making “the stupidest decision I’ve ever heard anyone made.”

    The year was 1996, and Risher was enjoying a successful career at Microsoft during the heyday of Windows. In fact, Risher noted he and his wife just had their 30th wedding anniversary, having met “on the first day” at Microsoft. He said it was a very formative time for him and his career at a very competitive company.

    But he had been in talks with a man named Jeff Bezos, who was running a brand-new startup called Amazon. When Risher decided to leave the tech giant to join the fledgling online retailer, Gates himself sent an email and called him into his office.

    “He says, ‘Hold on for a second. You mean to tell me you’re leaving this company for some tiny, little internet bookstore that nobody’s ever heard of … that has got to be the stupidest decision I’ve ever heard anyone made,’” Risher recalled.

    While Risher admitted the move wasn’t “entirely rational,” he said he was drawn to the opportunity. He had first connected with Bezos a year earlier, when the Amazon founder was conducting a reference check. What ultimately convinced Risher to take the leap was Bezos’s intense focus on the customer. “He was very customer-obsessed,” Risher said, noting Bezos’s logic that on the internet, “everyone is one click away from somebody else, so you have to create a great customer experience.” (In fact, Bezos’s management style stressed to Amazonians that they should approach every day from a “day one” mindset.)

    Bezos also laid out a compellingly ambitious vision: to grow the then-$15.6 million business into a billion-dollar company by the year 2000. Risher, an avid reader, was captivated by the chance to build something new at the “crazy intersection of technology and culture.” He joined Amazon as its 37th employee, tasked with helping build the “everything store” by adding music, video, and toy categories. The company hit its billion-dollar target a year early, in 1999. The move paid off so well that a “Thank You” letter from Bezos to Risher, dated February 2002, remains on Amazon’s website to this day.

    One of the great comebacks

    Now, as CEO of Lyft, Risher is applying that same foundational principle of customer obsession to engineer what he hopes will be “one of the world’s great comeback stories.” He said when he took the job in 2023, the company had “lost its way” a little bit, as it was losing market share, and it wasn’t profitable. (Lyft stock is down roughly 20% over the last five years, but has risen 60% year-to-date.) Risher’s strategy has been to return to the basics: understanding what customers actually want.

    To achieve this, he famously works “undercover” as a Lyft driver in Napa Valley and San Francisco to learn firsthand about the rider and driver experience. A conversation with a passenger stressed by variable pricing led directly to the creation of Lyft’s “Price Lock” feature. He insists on viewing drivers as customers, too, which led to a 70% earnings guarantee—ensuring drivers always receive at least 70% of what riders pay, a move that has given Lyft a 19-point advantage in driver preference over competitors.

    This obsessive focus on improving the service is part of Risher’s fight against what he calls “enshittification,” borrowing the phrase from Cory Doctorow that was named the “word of the year” by both an Australian dictionary and the American Dialect Society for how it summed up widespread frustration with the tech sector, even with modern life. Risher described it as the gravitational pull that makes services worse over time due to profit and investor pressures. By breaking down problems piece by piece, his team has drastically improved the user experience, cutting the driver cancellation rate from a “super irritating” 15% down to below 5%.

    From receiving a stark warning from a tech titan to earning a permanent thank-you from another, Risher’s unconventional career has been defined by taking on ambitious challenges. Now, he’s betting that the same customer-first philosophy that turned a small online bookstore into a global empire can drive Lyft’s next chapter of growth.

    For this story, Fortune used generative AI to help with an initial draft. An editor verified the accuracy of the information before publishing. 

    Fortune Global Forum returns Oct. 26–27, 2025 in Riyadh. CEOs and global leaders will gather for a dynamic, invitation-only event shaping the future of business. Apply for an invitation.

    Nick Lichtenberg

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  • Over Half of Workers Tell Employers This Expensive Lie | Entrepreneur

    The truth is out of office for some employees.

    As workers increasingly resist the 40-hour work week, some of them even bend the facts to get their time back.

    A new report from online resume builder Kickresume, which surveyed nearly 2,000 employees worldwide, found that only 18% of them work the full 7-8 hours expected of them — unbeknownst to their managers.

    Related: Are You Leaving Work Before 5 P.M.? You’re Not Alone, the Workday Is Actually Getting Shorter, According to a New Report.

    Instead, nearly 60% of employees surveyed admitted they’re not fully honest on their timesheets. Most (44%) said they round up every now and then; 12% said they sometimes stretch the truth a little bit. A much smaller group (3%) said they regularly over-report their hours.

    Disengaged employees contributed to an estimated $438 billion in lost productivity in 2024, per Gallup’s latest State of the Global Workplace report.

    There’s also a generational divide when it comes to lying about hours worked, according to Kickresume’s research.

    Related: Gen Z Is Changing the Workplace — Here Are 4 Trends Employers Can’t Ignore

    Gen Z employees were the most likely to admit to rounding up (49%) and stretching the truth (13%). Thirty-five percent of Gen Z workers claimed perfect honesty in timesheet reporting.

    Gen X employees, on the other hand, were most likely (46%) to claim total honesty when filling out their timesheets; 40% admitted to rounding up occasionally.

    Millennial workers came in close behind for claims of complete honesty at 43%, and 42% admitted to rounding up their hours from time to time.

    Related: This Is the Biggest Lie People Put on Their Resume

    Additionally, Gen X and millennial employees reported being equally likely (12%) to sometimes stretch the truth on their hours.

    Across all generations, just 7% of employees said they never take any unofficial breaks during the work day, per Kickresume’s research.

    Among the majority of workers who do give themselves some leeway, coffee or snack breaks emerged as the most popular way to spend time away from work (58%), the survey found.

    The truth is out of office for some employees.

    As workers increasingly resist the 40-hour work week, some of them even bend the facts to get their time back.

    A new report from online resume builder Kickresume, which surveyed nearly 2,000 employees worldwide, found that only 18% of them work the full 7-8 hours expected of them — unbeknownst to their managers.

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    Amanda Breen

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  • 2025 SHPE National Convention Brings 12,000 Attendees to Philadelphia for a STEM Career Fair, University Village, Leadership Workshops & More

    One of the country’s largest STEM gatherings, the four-day convention at the Pennsylvania Convention Center connects top talent with industry leaders, academics, and career opportunities.

    SHPE: Leading Hispanics in STEM, the nation’s largest organization for Hispanics in science, technology, engineering, and math, will host its 2025 National Convention at the Pennsylvania Convention Center from October 29 to November 1. The four-day event will feature the highly anticipated Career Fair and introduce new offerings, including University Village and the LeaderSHPE Wardrobe.

    The event will host the top talent in STEM. Some 12,000 students, professionals, industry leaders, and academics are expected to attend, making it one of the country’s largest STEM gatherings. Thousands of jobs will be offered at the Career Fair, October 31-November 1, with recruiting by more than 150 leading companies, including Bank of America, Chevron, Wells Fargo, 3M, Accenture, Amazon, Apple, Boston Scientific, Caterpillar, Delta, Ford, Intel, Microsoft, Texas Instruments, and Honda.

    “With about 11 million STEM jobs projected to be available by 2031, there is a great opportunity for attendees to meet someone in Philadelphia who will elevate their careers,” said Suzanna Valdez Wolfe, CEO of SHPE. “National and international corporations return year after year because they get direct access to top talent in one place.”

    Convention Highlights

    • Career Fair: More than 150 companies recruiting, interviewing, and hiring onsite for internships and jobs.

    • Educational Sessions: Specialized tracks include SHPEtinas (for women), Inclusion, SHPETech, Community College, Grad School, and Professionals.

    • Día de Ciencias (Oct. 29): At Esperanza Academy Charter School, SHPE brings science to life for 8th graders, alongside Equipando Padres, a bilingual event helping parents support children pursuing higher education.

    • LeaderSHPE Wardrobe – Engineer Your Look (NEW): With support from Bank of America and Amazon, SHPE will provide attendees with free business and cocktail attire.

    • University Village (NEW): A dedicated space for graduate students featuring a Grad School Expo with 50+ schools, Graduate Track sessions, STEM Research Competition, and 3-Minute Thesis Competition.

    In addition to connecting members with many of the top recruiters and leaders in STEM, the SHPE Convention is one of the most powerful tools for preparing Hispanic students and professionals to become leaders in their field. The four-day event provides attendees with professional and leadership development opportunities through workshops, networking events, competitions, award ceremonies, and more.

    The SHPE Convention will also include the presentation of the prestigious STAR (SHPE Technical Achievement and Recognition) Awards, spotlighting key individuals, corporations, government agencies, and academic institutions that have contributed significantly to support the mission of SHPE.

    Early bird registration runs through September 15, with regular registration until October 14 and late registration through November 1.

    Contact Information

    Helena Poleo
    Communications and Media Specialist
    hpoleo@gmail.com
    (954) 559-3079

    Source: SHPE: Leading Hispanics in STEM

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  • Home From College: Jobs for Young Adults Without Work Experience | Entrepreneur

    Julia Haber, the 29-year-old co-founder of career platform Home From College, was a student at Syracuse University when she started her first business: an experiential marketing agency that brought retail pop-ups to college campuses and worked with brands like Shopify to teach students about entrepreneurship.

    Image Credit: Courtesy of Home From College. Julia Haber.

    The experience gave Haber valuable insight into what the career landscape looks like for Gen Z — and just how much it had changed over the past six-plus years.

    “ This next generation is constantly looking for ways to figure out who they are by doing things,” Haber tells Entrepreneur, “and because it’s such a socially native generation, we see all these people online making money in different ways. This next gen really wants to work with brands they love as well and admire, and it’s a blend of this consumer meets career.”

    Related: Gen Z Is Redefining the Workplace — and Companies Must Adapt or Face Losing Talent

    Recognizing that many students graduate without knowing what they want to do with their lives — and often with significant debt — Haber wanted to help them build “multi-hyphenate” careers early on.

    So Haber launched the Los Angeles-based startup Home From College in 2021 alongside co-founder Kaj Zandvliet, a former banker at PineBridge Investments and financial analyst at Sony Music Entertainment.

    “We position ourselves as the translator between companies and college students.”

    Home From College provides students with an opportunity to earn their first dollars and work with the brands they love in a “flexible, student-first” environment.

    To that end, Home From College only hosts paid job opportunities, 90% of which are remote. Companies can create an account on the platform and list their “gigs,” which could be anything from a one-day project to a lengthier brand ambassador program. Students and recent graduates create their own accounts on the platform and apply for the gigs that interest them — no prior work experience required.

    Home From College is free for students to use. The platform offers four subscription tiers for companies, starting at $49 per month, plus a 20% fee on student compensation. All payments take place on the platform via Stripe.

    Related: Why Gen Z Is Ditching the Corner Office Dream — and How Businesses Can Adapt

    Students typically earn about $30 an hour, and the average ambassador program pays students roughly $1,000 a month. It’s also common for students to work two gigs at once. Some of the top earners have seen “tens of thousands of dollars in a short period of time,” Haber notes — with one dedicated student’s gigs even amounting to a $50,000 paycheck.

    “We position ourselves as the translator between companies and college students, and that really resonated,” Haber says.

    Home From College raised $1.5 million of pre-seed funding in 2022, then $5.4 million in a seed round led by GV, formerly Google Ventures, last year.

    The company is using those funds to continue building a “sustainable, fast-moving” business. Home From College has invested in high-level talent and AI to connect students and brands effectively.

    Related: Top Career Motivations of Gen Z and Reasons They Choose an Employer

    “We’ve been implementing a ton of new roles that have more of an AI bent to them.”

    Additionally, although Home From College initially focused on low- to no-skilled jobs, there’s an interesting opportunity to lean on the hard skills that Gen Z college students and recent graduates often already have — like those related to AI, Haber says.

    “We’ve been implementing a ton of new roles that have more of an AI bent to them,” Haber explains, “and helping companies catch up to the students who are already native [in AI]. So that’s been a new frontier of actually having the students be more of the experts in a topic that companies are less proficient in and helping bridge that gap.”

    Companies on the platform are also interested in students with a talent for customer success and sales at scale, Haber says.

    For example, some consumer brands look to students for help with distribution in challenging markets, like the outskirts of a college campus or the middle of the country. It’s typical for these companies to recruit students to source new locations, such as a nearby deli, to sell products.

    Related: Gen Z Talent Will Walk Away — Unless You Try These 6 Strategies

    “ So it’s creating almost a business development sales team, boots on the ground at scale, where they can hire hundreds of people for that type of role,” Haber says, “where it’s skill and labor, and then simultaneously social media and content.”

    Brands often rely on students to run their TikTok shops too, as it can be a massive undertaking for those that want to launch and scale a meaningful affiliate program, Haber notes.  

    “[Students] come in and run those programs on behalf of companies,” Haber says, “and it’s great because it helps generate revenue for their business, but simultaneously teaches [the students] marketable skills.”

    “You’re not just where you went to school. You’re a bigger version of that.”

    Above all, Haber encourages young adults launching their careers to “use your whole self as the opportunity to market who you are” and land the role you want.

    Home From College facilitates that by allowing students to share more information about themselves than a typical resume or job application might glean — for instance, having curly hair could make them “really attractive” to a shampoo brand that specializes in curls and needs a social media manager to connect with its target customer base.

    Related: Gen Z Is Losing Faith in the College Degree — Here’s 3 Reasons Why It’s Still Important for Them

    “You’re not just your major,” Haber says. “You’re not just what your GPA is. You’re not just where you went to school. You’re a bigger version of that.”

    This article is part of our ongoing series highlighting the stories, challenges and triumphs of being a Young Entrepreneur®.

    Amanda Breen

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  • U.S. Parents Charge Kids Interest on Loans. Here’s How Much. | Entrepreneur

    As young Americans struggle with high costs of living and salaries that haven’t kept pace with inflation, some of them rely on loans to make ends meet.

    Nearly half (46%) of Gen Z between the ages of 18 and 27 depend on financial assistance from their family, according to a 2024 report from Bank of America.

    What’s more, even though some parents are willing to help their kids out with cash, those loans don’t always come without strings attached — sometimes in the form of interest.

    Related: Gen Z Is Turning to Side Hustles to Purchase ‘the Normal Stuff’ in ‘Suburban Middle-Class America’

    Financial media company MarketBeat.com‘s new report, which surveyed more than 3,000 parents, found that an increasing number are charging their adult children interest on family loans.

    “The Bank of Mom and Dad has always been generous, but even generosity comes with boundaries,” says Matt Paulson, founder of MarketBeat.com. “What’s striking is that while most parents don’t expect repayment — and certainly not at commercial interest rates — inflation and rising costs are starting to reshape how families think about money.”

    The average interest rate charged by parents was 5.1%, according to the data. That’s still well below the costs their children might incur elsewhere: The average personal loan rate is 12.49% for customers with a 700 FICO score, $5,000 loan amount and three-year repayment term, per Bankrate.

    Related: This Stat About Gen Alpha’s Side Hustles Might Be Hard to Believe — But It Means Major Purchasing Power. Here’s What the Kids Want to Buy.

    Only 15% of parents would be comfortable with lending their kids $5,000 or more at one time, according to MarketBeat’s research.

    Family loan repayment terms can also vary significantly by location. The top five toughest state lenders based on the interest rates parents charge were Nebraska (6.8%), Oregon (6.8%), Mississippi (6.5%), Georgia (6.4%) and Arkansas (6.3%), the report found.

    Parents in Delaware and Maine tended to be the most lenient when it came to charging their children interest on loans, with 2% and 4% rates, respectively, according to the findings.

    Related: Baby Boomers Over 75 Are Getting Richer, Causing a ‘Massive’ Wealth Divide, According to a New Report

    Many parents who expect repayment also have a fast-tracked timeline in mind. Twenty-one percent anticipated seeing their loan repaid in one month, 15% within one year and just 8% more than a year later, per the survey.

    Although 59% of parents reported being happy to help their kids with money, 27% said they would only do it if necessary, and 4% admitted to feeling resentful.

    In many cases, family loans don’t just provide financial support — they’re also “emotional transactions that test trust, responsibility and family dynamics,” Paulson notes.

    As young Americans struggle with high costs of living and salaries that haven’t kept pace with inflation, some of them rely on loans to make ends meet.

    Nearly half (46%) of Gen Z between the ages of 18 and 27 depend on financial assistance from their family, according to a 2024 report from Bank of America.

    What’s more, even though some parents are willing to help their kids out with cash, those loans don’t always come without strings attached — sometimes in the form of interest.

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    Amanda Breen

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  • Nestlé CEO Laurent Freixe Fired for Code of Conduct Violation | Entrepreneur

    Nestlé, the world’s largest consumer goods company, has dismissed its CEO, Laurent Freixe, following revelations of an undisclosed romantic relationship with a subordinate.

    According to Reuters, concerns about a possible relationship first surfaced in the spring through the company’s internal reporting channel “Speak Up.” A board-led investigation followed, during which Freixe had denied the relationship.

    Staff concerns persisted, prompting another investigation overseen by Chairman Bulcke and Lead Independent Director Isla and independent outside counsel. This time around, investigators found what they believed to be evidence of a romantic relationship with a direct subordinate. Swiss website Inside Paradeplatz reports that Freixe met the unnamed woman in 2022, when he was head of Nestlé’s Latin America business.

    Related: Astronomer CEO Resigns After Coldplay Kiss-Cam Scandal

    This relationship violated Nestlé’s code of business conduct, and as reported by Fox Business News, the breach led to Freixe’s immediate removal after just one year in the role. He was not awarded any exit compensation.

    “This was a necessary decision. Nestlé’s values and governance are strong foundations of our company,” Chairman Paul Bulcke said. “I thank Laurent for his years of service at Nestlé.”

    Nestlé installed Philipp Navratil, previously head of the Nespresso division, as the new CEO.

    This is the second CEO exit in less than a year for Nestlé, adding to its financial troubles. The Swiss food giant’s shares have shed 17% during Freixe’s leadership, per Reuters, and the value has plummeted by almost a third over the past five years.

    Nestlé, the world’s largest consumer goods company, has dismissed its CEO, Laurent Freixe, following revelations of an undisclosed romantic relationship with a subordinate.

    According to Reuters, concerns about a possible relationship first surfaced in the spring through the company’s internal reporting channel “Speak Up.” A board-led investigation followed, during which Freixe had denied the relationship.

    Staff concerns persisted, prompting another investigation overseen by Chairman Bulcke and Lead Independent Director Isla and independent outside counsel. This time around, investigators found what they believed to be evidence of a romantic relationship with a direct subordinate. Swiss website Inside Paradeplatz reports that Freixe met the unnamed woman in 2022, when he was head of Nestlé’s Latin America business.

    The rest of this article is locked.

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    David James

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  • Her Business Helps Women Earn in a $6.3B Industry: ‘Rewarding’ | Entrepreneur

    Moniqueca Sims, owner of SSG Appliance Academy, got her first glimpse into the appliance repair industry while dating a man who worked in the space. “He worked all the time, seven days a week,” Sims recalls, “so I used to go out with him just to spend time with him. I saw how easy it was for him to repair those appliances, and he was repairing them quickly.”

    Image Credit: Courtesy of SSG Appliance Academy. Moniqueca Sims.

    Sims believes in “working smarter, not harder” and had the idea to hire technicians to help the man she was dating with repair calls. She did, but when he didn’t slow down, she ended up with her own appliance repair company.

    However, in running that business, Sims lost a significant amount of money purchasing parts. Many people she hired didn’t actually know how to repair appliances — and would just switch out part after part in search of a fit.

    Related: After Experiencing the ‘Lack of Diversity’ in Tech, This Software Engineer Started a Business That’s Changing Lives: ‘People Are Waking Up’

    So Sims took matters into her own hands again. She enrolled in an online course to learn about appliance repair and started handling jobs herself, even taking her kids along sometimes.

    “When you fix something, it boosts you up, every time you do it.”

    Still, Sims knew there had to be a better way to train and hire technicians for business growth, so once more she set out to make it happen: She founded SSG Appliance Academy, which provides hands-on training courses on the fundamentals to have a career in the appliance repair industry, in Atlanta in 2019.

    “ I saw how appliance repair was the gift that keeps on giving,” Sims says. “When you go out, when you fix something, it boosts you up, every time you do it. It’s not a grunt job. It’s a feel-good job.”

    When Sims went out on jobs with her daughter, she found that many of the clients were stay-at-home moms who breathed a sigh of relief when they realized they wouldn’t be alone with a male worker. Knowing that, and seeing firsthand what a confidence booster appliance repair could be, Sims committed to bringing more women into the industry.

    The total appliance repair industry revenue reached an estimated $6.3 billion in 2023, yet women make up less than 3% of home appliance repairers, according to data from ConsumerAffairs.

    Related: Raised By an Immigrant Single Mom, She Experienced ‘Culture Shock’ Working at Goldman Sachs. Here’s What She Wants You to Know About ‘Black Capitalism.’

    Sims decided to partner with shelters to grow SSG Appliance Academy and offer a viable career path to the women there. Although there was a lot of interest, the shelters didn’t have the funding to back it. So Sims got approved for grants through the Workforce Innovation and Opportunity Act (WIOA).

    The funding helps low-income, under- or unemployed women and men complete SSG Appliance Academy’s program and “turn their life around,” Sims says.

    SSG Appliance Academy’s classes typically enroll eight to 10 students. The most recent course had three women in it. In the past, Sims often had to attend events and convince women to come to the class; now, word-of-mouth is helping them find it themselves, she says.

    “ You constantly have to prove yourself [as a woman] in this industry.”

    Sims looks forward to seeing even more women take advantage of SSG Appliance Academy, despite the challenges that can come with being a woman in the space.

    “ You constantly have to prove yourself [as a woman] in this industry, and not just to the customers,” Sims says. “You have to prove yourself to everybody that works in the industry.”

    Sims is also excited to see more people across the board jump into the appliance repair industry, noting that learning a trade can help people make more money than they might through earning a four-year college degree.

    “Appliance repair can really help change people’s lives,” the founder says.

    Related: This Black Founder Stayed True to His Triple ‘Win’ Strategy to Build a $1 Billion Business

    “You want to learn your craft from the inside out.”

    To other women interested in starting their own careers or businesses in the appliance repair industry, Sims has some straightforward but essential advice: Enroll in a program that can help you learn all you need to know about the trade.

    “You want to learn your craft from the inside out,” Sims says. “A lot of technicians in the field now learn on the job, so they become part-changers because they don’t learn how to diagnose and troubleshoot the appliances properly. So my advice would definitely be to take a class. It doesn’t have to be my school — any school.”

    Related: I Interviewed 5 Entrepreneurs Generating Up to $20 Million in Revenue a Year — And They All Have the Same Regret About Starting Their Business

    Sims notes that there will be plenty of obstacles along the way, but she encourages anyone interested in learning appliance repair to stay the course — because “it’s a very rewarding career and business.”

    This article is part of our ongoing Women Entrepreneur® series highlighting the stories, challenges and triumphs of running a business as a woman.

    Moniqueca Sims, owner of SSG Appliance Academy, got her first glimpse into the appliance repair industry while dating a man who worked in the space. “He worked all the time, seven days a week,” Sims recalls, “so I used to go out with him just to spend time with him. I saw how easy it was for him to repair those appliances, and he was repairing them quickly.”

    Image Credit: Courtesy of SSG Appliance Academy. Moniqueca Sims.

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    Amanda Breen

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  • ‘Quiet Cracking’ Is a New Workplace Phenomenon | Entrepreneur

    We’ve all heard about “quiet quitting,” when employees perform the very bare minimum of their jobs. Now, new research from corporate training platform TalentLMS identifies an early stage of that problem, which can be just as detrimental to worker and employer happiness: “quiet cracking.”

    TalentLMS defines quiet cracking as “a persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit.” An online survey of 1,000 U.S. employees across industries found that 54% admit to experiencing some degree of quiet cracking.

    Related: Quiet Firing: How to Know If You Are Being Quietly Fired

    A combination of a tight job market and an uncertain economy has workers staying put in unhappy situations. That has obvious negative emotional consequences for all involved, and it also comes with a negative financial impact. TalentLMS cites a Gallup report that reveals that low productivity levels from disengaged workers cost the global economy $8.8 trillion every year.

    TalentLMS puts this phenomenon squarely on the shoulders of management and offers steps managers can take to reduce quiet cracking among workers:

    • Increase worker and manager training

    In their survey, TalentLMS found that training for workers boosts skills, confidence and makes them feel valued. Managers should also learn how to lead effective one-on-one meetings and create feedback loops.

    • Offer regular recognition

    The survey found that 21% of employees don’t feel valued at work. Recognition is “low-cost, high-impact,” advises TalentLMS, and is “one of the simplest ways to show people that their work matters.” Managers are encouraged to publicly recognize hard work from an employee, and to also point out how those efforts help the overall goals and mission of the business.

    • Give clarity to expectations and roles

    “Clarity combats chaos,” says TalentLMS. Confusion is a big cause of workers feeling overwhelmed and “having too much on their plate.” Regular reviews of job expectations and workloads can significantly reduce employee stress.

    Related: ‘Quiet Cutting’ Is the Latest Workplace Danger — Here Are 3 Signs You’ll Be Out of a Job Soon

    We’ve all heard about “quiet quitting,” when employees perform the very bare minimum of their jobs. Now, new research from corporate training platform TalentLMS identifies an early stage of that problem, which can be just as detrimental to worker and employer happiness: “quiet cracking.”

    TalentLMS defines quiet cracking as “a persistent feeling of workplace unhappiness that leads to disengagement, poor performance, and an increased desire to quit.” An online survey of 1,000 U.S. employees across industries found that 54% admit to experiencing some degree of quiet cracking.

    Related: Quiet Firing: How to Know If You Are Being Quietly Fired

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    David James

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  • What is ‘quiet cracking’ at work, and how to tell if it’s happening to you?

    You may be familiar with the situation: you would actually like to change your job, but there is just wave after wave of redundancies in your sector rather than new job vacancies. Economic uncertainty, inflation, recession and a lack of promising opportunities are all reasons for “quiet quitting”.

    And how does this manifest itself? Employees stay in their positions because they can’t afford to simply quit – and unknowingly put their mental health at risk: dissatisfaction, depression and burnout can be the results of “quiet cracking”. You can read everything you need to know about it here.

    What is quiet cracking?

    “Quiet cracking” means that employees go about their work in silence, withdraw more and more, and actually only do not resign and stay in their jobs due to economic insecurity.

    Frank Giampietro, Chief Wellbeing Officer at the management consultancy EY, describes “quiet crackers” as employees who are “present” and dutifully perform their tasks, but who no longer thrive due to a lack of motivation. Hiring freezes and increasing redundancies have led to many people feeling trapped in their situation not by choice, but due to a lack of better alternatives.

    Why is quiet cracking on the rise?

    According to a study by EY, 28% of employees are reportedly no longer motivated at work, and only 24% of the 2,000 people surveyed are completely satisfied with their work situation – even though 93% are convinced that they make an important contribution to the company’s success.

    Quiet cracking could prove to be an increasingly serious problem, especially among younger Gen Z and millennial employees: According to the EY study, only 33 percent of them are still satisfied, compared to over 50 percent in 2023. This shift is alarming and is only confirmed on a global level: According to the analysis and consulting firm Gallup, global employee engagement fell from 23% to 21% in 2024 – the second decline in five years after 2020.

    Decreased employee engagement results in production losses of 438 billion US dollars for the global economy – and fuels a vicious cycle: due to economic losses, salary increases and promotions are suspended, training and wellness programs are cut, and employees are exposed to more stress and “quiet hiring”. The result (once again): “quiet cracking” as many cannot simply quit in the current economic climate.

    Frank Giampietro sees a need for action on the part of managers in particular: instead of reacting to employees’ sensitivities with mistrust, they should support them before they experience a complete mental breakdown.

    But why are people unhappy at work? There are many reasons for this, but the majority of respondents cite a lack of appreciation as the biggest problem. Employees often have the feeling that their work, which they actually really enjoy, is not seen – and that they are unable to develop sustainably due to a lack of positive feedback.

    They then increasingly have the feeling that they and their work are irrelevant, their motivation drops accordingly and their attention and willingness to perform noticeably diminishes. However, they don’t show this to the outside world – and not even to their manager: they are much more likely to remain committed and do their work more than satisfactorily, but internally they feel trapped in their unsatisfactory position. Hello, hamster wheel – hello, burnout.

    What you can do about it?

    Do you have the feeling that, as an employee, you are well on the way to “quiet cracking”? It’s not nice, but it’s not hopeless either. To put a stop to the loss of motivation and dissatisfaction (and avoid having to look for a new job straight away), it’s worth approaching your manager – because they probably won’t even know how you’re quietly struggling.

    Ask for a personal meeting and individual feedback. Tell them openly and honestly that the appreciation you have received does not match your work performance. This requires a fair amount of courage – but it can be worth it. Because all too often you can only demand what you have clearly communicated.

    At the same time, managers should adopt a new approach to appreciation: it’s not just the big successes that should be praised, but everyday activities are also worthy of (positive) feedback. At the same time, the productivity of the team should be encouraged and emphasised – and in such a way that it reaches everyone. This is the only way to nip “quiet cracking” in the bud: by listening to employees and taking their fears and concerns seriously – and thus indirectly encouraging, motivating and spurring them on to further team and individual successes.


    A version of this article originally appeared on GLAMOUR (Germany).

    Ursula Schmied

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  • Class of 2025 Enters the Toughest Job Market in Years – Big Interview Experts Say It’s Not All Doom

    As cap-and-gown celebrations wind down, a new challenge looms for the class of 2025: a job market that’s tougher than any seen in recent memory. According to the Federal Reserve, unemployment for recent graduates has outpaced the national average for the first time since 1980, with entry-level hiring freezes, AI automation, and economic uncertainty reshaping the traditional path from college to career.

    “Many of today’s entry-level roles are disappearing before new grads even have a chance to compete,” said Pamela Skillings, co-founder and chief coach at Big Interview, a job training platform used by hundreds of colleges and universities nationwide. “But that doesn’t mean opportunity is gone-it just means students need to be better prepared, more adaptable, and more strategic in how they present themselves.”

    Recent research confirms this, with a 2024 McKinsey report estimating 44% of global job tasks could be automated, with white-collar entry-level roles among the most affected. A LinkedIn survey of executives found that 63% believe AI will replace many entry-level tasks, altering job expectations for new hires.

    Skillings, who has coached thousands of job seekers through economic downturns, sees a shift in what employers are hiring for: adaptability, clarity of communication, and the ability to think critically in fast-changing environments.

    “AI may have changed the market, but it hasn’t changed what makes people hirable,” she said. “Hiring managers still want to hear your story, understand your strengths, and see how you solve problems. The graduates who learn to communicate that clearly will stand out – even in a flooded market.”

    According to Skillings, the students who fare best aren’t always the ones with perfect résumés or the most experience; they’re the ones who know how to position themselves, speak clearly about their strengths, and demonstrate problem-solving skills in real time.

    She also stresses that AI isn’t just changing who gets hired, it’s also changing how hiring happens. “AI is already baked into how companies operate, how they review resumes, and how they conduct interviews,” she said. “That means new grads need to learn how to collaborate with AI, not fear it.”

    Skillings encourages graduates to take small, strategic steps-even in the face of an overwhelming market. “Pick one thing you can do this week to move forward,” she said. “Sign up for a free AI course. Rework your résumé with a clear story. Explore a career path AI can’t replace. This isn’t just about getting a job-it’s about finding your place in a workforce that’s evolving fast.”

    About Pamela Skillings:
    Pamela Skillings is a nationally recognized career coach and co-founder of Big Interview. A former professor at NYU and former corporate VP, she has been featured in The New York Times, The Wall Street Journal, Forbes, and CNN. She is also the author of Escape from Corporate America and Job Interviewing for Dummies (2024 edition).

    About Big Interview:
    Big Interview is a premier AI-driven job interview training platform with partners including more than 700 higher education institutions, government workforce agencies and businesses, as well as individual clients.

    We prepare individuals for all aspects of the interview process with a vast library of video lessons and practice interviews, available in both English and Spanish, tailored to 1100+ job roles. Big Interview also provides real-time AI-powered feedback and personalized coaching to help users refine their skills. On average, Big Interview users secure employment in 4.4 weeks, compared to the national average of 23 weeks.

    Source: Big Interview

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  • Big Interview and Verizon Launch Partnership to Help Underserved Job Seekers Secure Higher-Paying Careers

    New collaboration will equip Skill Forward participants with professional interview training to convert new skills into better jobs.

    Big Interview, a leader in job interview training and career readiness, announced today a partnership with Verizon as part of its nationwide Verizon Forward and Skill Forward initiatives. The goal: to ensure that participants-many of whom come from under-resourced backgrounds-have the tools to turn their newly acquired skills into higher-paying, long-term employment.

    As part of Verizon’s goal to train 50,000 individuals by 2030 to help them advance their careers, this collaboration brings world-class interview preparation and coaching directly to Skill Forward learners at no cost.

    “We’re honored to support Verizon Forward customers and Skill Forward participants as they take the next step toward better jobs and brighter futures,” said Alex Andrei, CEO of Big Interview. “For someone who’s invested time in building new skills, interview prep can be the difference between landing a job or starting over. We’re here to make sure they finish strong.”

    Big Interview’s training platform is proven to help job seekers dramatically reduce their time to employment, from the national average of 21.1 weeks (per the U.S. Bureau of Labor Statistics) to as few as 4 weeks. The platform is especially effective for individuals facing barriers to employment, including gaps in work history or limited access to traditional career coaching.

    “Verizon is pleased to partner with Big Interview to offer Verizon Skill Forward learners a free job readiness resource,” said Carrie Hughes, AVP, Social Innovation. “In today’s highly competitive market, individuals must have both in-demand skills as well as the confidence to effectively present themselves and their abilities. This partnership aims to provide practical, real-world job search preparation that empowers our learners for success in the next phase of their careers.”

    Key Features of the Partnership:

    ● Comprehensive Interview Training: On-demand curriculum covering all major question types, tailored for both entry-level and advanced roles.

    ● Customized Mock Interviews: Realistic simulations for over 1,100 careers, plus specialized tools for English Language Learners and job seekers with employment gaps or disabilities.

    ● AI-Powered Feedback and Action Plans: Personalized coaching guidance driven by AI and developed by career experts.

    About Big Interview:
    Big Interview is a trusted career development platform used by more than 1 million job seekers and over 700 organizations, including universities, government agencies, and Fortune 500 companies. The platform provides structured learning, AI-powered mock interviews, and expert-backed tools to help individuals build confidence, improve outcomes, and succeed in today’s competitive job market. Learn more at https://www.biginterview.com.

    About Verizon:
    Verizon Communications Inc. powers and empowers how its millions of customers live, work and play, delivering on their demand for mobility, reliable network connectivity and security. Headquartered in New York City, serving countries worldwide and nearly all of the Fortune 500, Verizon generated revenues of $134.8 billion in 2024. Verizon’s world-class team never stops innovating to meet customers where they are today and equip them for the needs of tomorrow. For more, visit verizon.com or find a retail location at verizon.com/stores.

    Contact Information

    Libby Micheletti
    Head of Marketing, Big Interview
    press@biginterview.com

    Source: Big Interview

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