How Job Hunting Is Like Picking Up Women (And How It Isn’t)

At the most basic level, trying to score pussy is similar to trying to get a job: you are selling yourself. You need to stand out among the crowd, demonstrate high value, understand the other side’s needs, and cajole your sparring partner into choosing you based on imperfect information, all while maintaining an outwardly positive attitude. This article refers to professional, white-collar jobs, in cases where the employer has most of the leverage, i.e., a position at which the majority of ROK readers will find themselves at some point in their lives.

There’s no doubt that effective game techniques will help you in your job search. The professional job applicant needs to be an alpha male, sharply focused yet coming off as a bit aloof. He has confidence that there are many employers who would value his talents, yet he knows that he has to prove himself. The job seeker has to conduct himself a bit more conservatively than when approaching girls. The need to balance humility with self-confidence prevails in both markets, but the dynamic is more complex in the employment realm.

How the job search is like game

1. The job seeker should broaden his horizons and adopt an abundance mentality

He will be rejected plenty. One-itis is as devastating in looking for a job as it is in considering a woman. It will be tedious and unpleasant at times, but the man needs to glean some gratification from the process: just as he finds it fun to demonstrate his masculine worth to women, he should enjoy conveying his professional value to prospective colleagues. Though it may not always feel like it in the West these days, the qualified professional has to approach the job search confident that he brings to the table knowledge, skills, and personality that are right for many prospective employers.

2. Technology has changed the dynamic.

Prospective employers will judge a job seeker from his profiles on places like LinkedIn (and maybe even Facebook).  The environment is brutal and the technology has increased the volume of rejections or downright indifference that he will encounter, no matter his pedigree. Recruiters and hiring managers get so many inquiries, both unsolicited and in response to postings, that ignoring them is about the same as swiping left on Tinder.

He will be “cockblocked” by the entry-level HR cunt receiving resumes online whose raison d’être is to look for a reason to screen him out. However, this is merely the flip-side of the abundance principle. Today’s professionals have so much more information at their disposal than those even one generation ago; the advantages of this paradigm outweigh the disadvantages.

3. Choosing an employee is an emotional task.

We would like to think that the rational business person’s decision-making process is wholly different from that of the half-drunk hamster, but the typical interview gauntlet is more served to drawing out interpersonal sensitivities than to assessing objective professional attributes. It may sound obvious, but many job seekers fail to internalize the mandate to convince the interviewer why it is in the latter’s interest to hire him. Analogously, even though the only reason why a man seeks a woman’s company is often for his own carnal recreation, communicating that objective to a pick-up target directly will not work.

The successful player gets the woman to perceive that bending over naked and burying her face in the bedspread while he pounds her from behind is in her interests, because he comprehends what she perceives her interest to be. Getting a foot in the door represents the biggest hurdle, and the successful applicant needs to learn how to push the right buttons to seal the deal from that point. The hiring manager will likely form his ultimate impression within minutes, so the applicant’s alpha banter needs to ably address this crucial juncture.

How the job search is not like game

1. The “IOI” and initial response take different forms

A woman on the street might be caught off-guard by a strong approach, but that is less likely to happen when approaching someone for a job. The cover letter or other initial inquiry is the hook, but there is little resonance in a witty opener or fast-paced retort. The caveman aggressive approach won’t work. Nor will cocky asshole game. This is because a recruiter has to commit to the interaction before the applicant has the opportunity to state his case.

Although there are parallels in the techniques needed to close when one has one’s target isolated, it is harder to get to that point in job searching. These dynamics illustrate the most important elemental difference between looking to score a woman versus looking to get a job:  the decision-maker on the other side of the table is a man—I won’t apply to a job if I know the recruiter or hiring manager to be a woman. Leveraging social proof—such as seeking a job through a contact—will get him in the door but rarely close the sale. Because the hiring manager is also at least a reasonably high-status male, status alone isn’t enough.

2. Most professional men will, at some point, find themselves on the other side of the transaction

This leads to another important difference in the two types of transactions:  the application of ethics and integrity. Most alphas believe that “all’s fair in love and war,” whereas in the employment realm, the “golden rule”—treat others as you would like to be treated—should govern. Women are genetically incapable of living by this maxim, of course, and by definition it doesn’t apply in the pursuit of poon because of the different mentalities of the two sides. A woman and man can never treat one another as they would like to be treated, because women and men have different preferences and motivation.

Moreover, women are not capable of grasping such an abstract concept, nor of envisioning the future or contemplating the consequences of their actions. While the alpha may not mind misrepresenting himself to score a notch, the job seeker should not lie on his resume or in an interview, both because it can harm him later if he gets the job and because of the ethics that the true man should embody in professional life. Whereas the lines between “truth,” “spin,” and “lie” can be blurry in the pickup game, in a business environment they really are not. Most people in the Western (especially Anglo-Saxon) business world abide by honesty and fair dealing. A manager interviewing a job candidate should count on these shared values. But applying this type of morality to picking up women will only lead to righteous failure.

3. The consummation of the interaction—hiring—carries greater risk for both the buyer and the seller than does the bang in the janitor closet.

A hiring manager is less likely to be punished for employing a low-risk candidate who doesn’t work out than for choosing one with an out-of-the-box profile if the new hire ultimately fails. Similarly, a short or otherwise unsuccessful tenure at a company can set one’s career, not to mention one’s self-confidence, back significantly. For this reason, even with an abundance mentality, the job seeker has to approach each transaction with a bit more circumspection than when trying to score women, and he can expect the hiring manager to do the same.  A successful job interview is one in which the conversation becomes more future-oriented as it progresses—how can I contribute to the success of your business unit and the organization as a whole in the future? The analogous long-term beta fantasizing in a pick-up scenario is pointless, counter-productive, or utterly disastrous.

So, how to succeed?

1.  Control the frame.

The alpha man should be half a step ahead of his environment. A home-run job interview is one in which the candidate sets the agenda and steers the conversation, one in which the lines of inquiry are aligned to the applicant’s strengths in the context of what the employer needs. The dialogue manifests a collegiality between the parties more than simply a walk-through of the candidate’s knowledge. To maximize the likelihood of such a trajectory, it is crucial that the job seeker research the company and the individual hiring manager to perfect his tailored elevator pitch.

The applicant can also steer the dialogue in this direction by picking up subtle cues and turning questions around on the interviewer.  He needs to act with conviction: although he can’t presume to have solutions to all of the company’s problems, he indicates that he is the right person to take on the challenge. It can be tricky to convey such conviction without coming across as arrogant, but achieving this balance is perhaps the single most crucial element of a successful interview.

The candidate’s questions have to demonstrate knowledge of the organization and synthesis of the interviewer’s previous statements:  he candidate should frame the interview as if he were a consultant, having his first meeting with the company gathering information after it has already engaged him, not as a cheap salesman who had no prior knowledge of the organization. The same behavioral techniques work in both interviewing and picking up women: dressing the part, speaking concisely, not rambling, maintaining strong posture and eye contact, leading the conversation but not crowding the other party out, and always moving toward the close.

2.  Improve oneself

Just as the alpha man, even if he is good-looking and well-paid, cannot assume that he can walk into a club and have multiple women lifting their skirts for him, the working man needs to constantly improve himself. He needs to read and post on professional forums, gather knowledge in his industry, expand his generalist intellectual horizons (e.g., via reading books and pursuing mind-stimulating hobbies), and hone his social skills. For almost all men, just going through the motions—putting on a suit and sitting at the bar—won’t be enough in trying to meet women, nor will he succeed by hiring a professional resume writer, uploading to a hundred postings, and sitting back waiting for a job offer.

3. Tailor the approach and reflect on failures

The successful job seeker understands that different resumes and cover letters, methods of approaching prospects, and anecdotes shared in interviews are necessary to increase the likelihood of success depending on the circumstances. He should not only tailor his approach to the job he is pursuing and the individual on the other end, but also try different techniques as sort of a controlled experiment. Some failures will seem inexplicable, but all that the job seeker can do is try to pick out the positive and negative aspects of the interaction and apply it to his next approach.


Most of us will have to convince someone to hire us at some point.  The definition of game—projecting well-founded charisma, self-awareness, and confidence—is equally applicable to the job search and to the hunt for sex. The man’s objective in learning and testing game techniques should be not just to pull a fast one on either a girl or an interviewer, but to internalize his appeal to be naturally deployed, whether at the bar or in the office.

Read More:  5 Honest Hiring Tips From Someone Who Hires

47 thoughts on “How Job Hunting Is Like Picking Up Women (And How It Isn’t)”

  1. Do not be a job slut. That is very important. In a way employees are like women, would you as a company hire someone who has had 25 different jobs at age 28?

  2. From the article:
    “the job seeker should not lie on his resume or in an interview, both
    because it can harm him later if he gets the job and because of the
    ethics that the true man should embody in professional life. Whereas the
    lines between “truth,” “spin,” and “lie” can be blurry in the pickup
    game, in a business environment they really are not. Most people in the
    Western (especially Anglo-Saxon) business world abide by honesty and
    fair dealing”
    Thanks for the laugh dude. You have to bend the truth, exaggerate, and spin when your career/survival is at stake. What stupid fucking advice is this? Oh that’s right, the author is a corporate whore.
    Oswaldo, ever hear of shit like NAFTA, outsourcing, feminism or affirmative action?
    This is a red-pill site. Don’t bullshit people.

    1. >Most people in the Western (especially Anglo-Saxon) business world abide by honesty and fair dealing
      what? no, its never been the case.

    2. I wasn’t aware that “red pill” meant “economically protectionist”.
      I’m a corporate “whore” what are you? Some jobless bitch? My corporation takes care of me because I’m a highly valued asset. If your corporation doesn’t take care of you, that means you aren’t valuable enough in the organization and should take steps to remedy that fact.
      I’m sick of blue collar proles who are pissed off that the economic world doesn’t revolve around them. NAFTA’s advantages far outweigh the disadvantages, unless you are one of the useless wastes who can’t or won’t retrain into a new industry.

  3. Everything is Game. Game, at its core is being aware of the social interaction at the highest level, the better you understand it, the better you can respond and adapt and get what you want, THERE IS NOTHING WHICH DOES NOT INVOLVE GAME!

  4. Good stuff and vital for today’s men. I covered aspects in my 3-part Spearhead expose which ripped the lid off employment search tactics in a feminized economy. I am updating it with an epilogue and it will be available shortly in handy ebook format.
    Now your Point 1 “Control the Frame” is essential. Endeavor not to do any more interviews. Often these are contrived by females to expose your weaknesses. You are doing a sales job. Take control of the interview, present your goods and services, then split. Do not participate in the various “scenario-psychological evaluation” interview games. It is a setup for humiliation. For that matter try to avoid all situations involving females in the sales process because ultimately they can only say “No”.
    The Elmer approach is this : Be a pimp; use LinkedIn to satisfy your needs. Find influential men in your target industry on LinkedIn, then use a search engine to find their contact information. Journal publications and conference proceedings/attendee lists are also a good resource for emails and phone numbers. Then CALL THEM BY PHONE TO SCHEDULE A MEETING TO DISCUSS YOUR GOODS AND SERVICES. I went all-caps there to emphasize the importance of this tactic. The script template can be found in Stephen Shipmann’s “Cold Call Techniques That Really Work”. Last year I studied this book, developed a script based on his template, crafted a 1-page brochure detailing my companies services, then contacted players in my industry and got a contract working at a technical startup operating out of a small midwestern party college. Of course I got fired shortly after starting the gig but that’s another story, possibly detailed in my long-promised essay “You Just Got Canned”.

  5. “Most people in the Western (especially Anglo-Saxon) business world abide by honesty and fair dealing.”
    Yeah, I pretty much stopped taking the author seriously with this sentence. That might be true in the fairy-tale world of Ayn Rand novels, but in 21st Century America? Pull your head out of your ass.

    1. Perhaps in an all or mostly-male industry, sure. Not in any corporate setting or anywhere where women are involved, though. Women have tainted the modern workplace; the old rules simply don’t apply anymore

      1. Its not about men and women. It’s about the one with the least scruples about doing what it takes to climb the ladder, beating out all those with more. It’s like that in any organization. Regardless of gender makeup. The scum will always climb to the top. Whether in government, corporations or NGOs. It’s simply a direct consequence of human nature.

        1. 100% correct. It’s not Natural Selection, or Survival of the Fittest. It’s Unnatural Selection and Survival of the Least Fit.
          We descended from a long line of the latter, who stabbed all their betters in the back, betrayed everyone and took out all their threats before the children even realised their excellence was a threat to power.

    1. It boils down to the same thing, since women have largely become the gatekeepers to employment.

    2. Job Hunting for sure – the reason for me is because I don’t fall for ‘one-itis’ when it comes to women. I do for jobs – there are a LOT more women than great jobs/companies/fields out there IMO.
      Not to mention the sheer amount of time you dedicate to your job/career, it is a much bigger consequence hence making ‘one-itis’ worse.

  6. Similarities are that demand for the quality options is fierce and the number of qualified candidates is far greater than supply of quality jobs/women. Differences would be connections in the private industry are EVERYTHING. You can take Johnny Fuckhole who can’t take a piss without getting it on his shoes. If he has good connections, he’ll get hired over 1000 more qualified candidates. Meanwhile, Mr. Fuckhole’s social circle might help him with meeting quality women, but he won’t be pulling top quality girls with shit game.

    1. The entire world is powered by nepotism. It’s one of the reasons we’re about to go extinct. A world of psychotic entitlement and birthright is going to be Hell for the meritorious.

  7. Okay, so here are a couple pieces of advice from a guy who has had legendary interviews (at least one of which ended at a strip club. Another one ended with a girl interviewing me giving me her number.)
    I am going to skip over the stuff like “research the hell out of the company” because you should know that already and give you two Power Moves interviews. Think of them like McQueen’s “Stairwell” and “Hotel” moves.
    #1. Back in the day when you were going to be interviewed by Guys Who Had Fucking Killed People in War (e.g. the Men who won WWII or who had at least fought in Vietnam or some other shit hole), one of the first questions (if not THE first) would be “Why should I hire you?” Have a fucking answer that you know cold. Give reasons, and back those reasons up. In my case I start ticking them off, counting from my thumb (like all men should) and then when I get to my pinky, I say “It looks like I’m out of reason on this hand” and I start over on the other one. Usually I have seven or so, but I’m an experienced guy. Have reasons, and be able to cite relevant examples to back them up. If you start out with only two or three, fine. I built mine over time.
    So what happens if you don’t get asked this question, either because you’re being interviewed by some no-talent HR drone, or by a busy professional who isn’t prepared for the interview?
    Ask it FOR them. There will come a point where it’s your turn to ask questions. If they didn’t ask this, say, “Well, for my first question, I’m going to ask a question for you, which is why should you hire me?” This.Kicks.Ass.
    #2. Your last question should be some variant of “Is there anything we’ve talked about today that you want a fuller discussion of? Is there anything in my background or on my résumé that you perceive as a weakness relative to the position that I can address for you now?”
    This kills because either (a) they hear themselves say “You don’t have any weaknesses” or (b) if they have one in mind, you get to address it. This way, you get your story out, and later when people are talking your candidacy over, you will have addressed it. Done and done.
    Go forth and dominate!
    À bientôt,

    1. My advice for men would be to apply for jobs that you don’t think you’ll get. I almost didn’t apply for my current job, because I almost didn’t apply for it. The nice thing about applying for jobs you don’t think you’ll get is that there’s very little pressure, because your expectations are low, so it actually helps you in a bizarre way. I gently turned the interview around into a “why should I work for this company” conversation. I wasn’t arrogant about it, but I basically made them sell themselves to me, just like in game. It was dumb luck, but it worked for me.
      I’ve also interviewed many people and let me tell you, the interviewer isn’t always as prepared as you think. I’ve been pulled into interviews that 5 minutes before I didn’t even know I was going to be in. Of course, have questions ready to ask about the job, to help fill any awkward lulls in the interview. Basically, hiring someone is often an emotional choice, a gut feeling, especially if a woman is doing the hiring. So that’s why you don’t want to come across as hard to work with, which is why they tell you to never talk bad about any previous bosses. You’d be surprised how many people make this mistake.

    2. I like the “why you should hire me” question but I have a different routine I use that I consider my useful: I ask questions throughout the interview and steer the discussion to areas where I dominate. By the end of the interview, it’s a presentation by me tailored to their desires. If they ask me the dumb question “Do you have a question?” I say that I have already asked them.
      I have heard the “how did I do?” question asked by interviewees before when I was on the other side of the table and with other hiring managers and it doesn’t help. Really. The hiring managers just waffle about it and say nothing and it makes them look weak and doubtful (and lowers the salary offer.) Trying to address a weakness doesn’t help eliminate it. It’s like a guy without a good job trying to convince a woman that he has personality. Either she likes his personality, or she doesn’t, but trying to “sell” that away just makes it more glaring.
      But everyone has their own tricks they use during the process just as with game. What works for one person works differently for another.

      1. Re: addressing a weakness: in a job interview, you are often trying to convince another *guy*, who will, therefore be susceptible to logic. Anyway, it’s worked for me in the past. YMMV.
        À bientôt,

        1. Thanks. From my experience, I think a lot of men kind of think they’re women or something in interviews and expect to be courted and it depends upon how the guy approaches that (does he seek to appease him or does he project self-confidence but not necessarily arrogance?)
          So there’s an element of emotion involved.
          One guy who interviewed me said it was impressive that I was honest about my weaknesses and simply moved on.

  8. I believe this is precisely why certain backgrounds really gravitate to objectively measured fields like medicine and stem. This post skews towards more subjective based fields – law, finance, consulting, government, etc.

  9. a decent read, and some good points were made but sadly seems to only affirm the fear that the world we live in currently is founded on lies and deception.

  10. Everyone LIES on their cv. Everyone exaggerates on their cv. It is now compulsory to do this since this is the worst job market known to man and the only way to make ends meet is to hustle and grind. Jobs are constantly being outsourced and replaced by technology at such an accelerated rate. Not to mention that salaries and wages are falling and stagnating while costs of living and hyperinflation is skyrocketing.
    I see the economic collapse happening very soon. The zionist controlled elite mafia and the politicians and corporations are not going to allow the middle class to live and are already preparing for civil war.
    Do what you have to do to survive.

  11. Fairly good article although I disagree with a few points.
    One, I don’t think most people abide by honesty and fair dealing. Companies are out to make money for their shareholders and senior executives are mostly looking out for their own a$$. They may even care about people below them when it aligns with overall profits and company objectives but that isn’t their primary concern.
    Two, you are leaving a lot of money on the table by not fudging your salary some (especially if you are on the lower end or in the middle of your job’s pay range). The entire point of them asking this is to see how little they can pay you.
    I do agree that the aspects of gaming that pay off do pay off in the corporate world. Continual Self improvement is a must. Personally I’m finally getting to a point in my career where I don’t have to look for jobs–the recruiters are coming after me.

  12. I don’t know.. This does nothing for me. I reached the point in my career where I no longer hunter for jobs – but so called “head hunters” try to wine and dine me on a regular basis almost 20 years ago.
    I suppose the equivalent would be becoming an A-list celebrity or the starting QB in an NFL team. You no longer have to work to get women – they work to get you. It’s hard NOT to have an abundance mentality when you reach that point.

  13. Just went thru this. Target upper echilon employees who can work from inside and pressure HR.
    Try to find a red pill guy to interview with.
    Stay away from gay men and women in HR.
    Control frame, lead conversation, appear humble and come off strong. Little things like handshake, eye contact, posture, directness of answers and being concise go along way.
    Be aware of the persons office/ environment to find common talking points that will help open the person up. My last job i saw a picture of the guys son, he was autistic. I worked on a theraputic equestrian farm dealing with autistic kids. I almost had hm in tears bringing up my work with kids. Definately helped.

    1. “Stay away from gay men and women in HR.”
      Haha. That is most of HR….
      so, yeah, I agree. Go around HR. Meet professionals in your field. Google “Nick Corcodilos” to find someone with really good job search advice.
      Generally, HR is no good at finding talent because they don’t know the business/fields for which they are tasked to hire. Their online application systems, pickiness, etc. are things that block you from getting a fair shake with the hiring manager.
      And, more than anything else, being employed makes you more employable than anything else. You simply need a job to get a job. period.
      Seriously, though, being self-employed is much better than going through the ridiculous gauntlets involved in getting a regular job.

      1. My experience is that apart from enforcing race quotas or simply arranging interviews, HR had little to do with influencing the hiring process one way or another. They usually run keyword matches against a set of resumes and check for obvious misspellings/problems and then hand them over to the hiring manager.
        Afterwards, HR does little other than serve as generic information for benefits questions and witness terminations or reprimands. They take their marching orders from management and legal.
        In the old days, there largely was no HR department and the hiring manager did all this himself with a secretary but secretaries were considered too sexist so the role was transformed into HR.

  14. My advice: jobs suck. Dont get one. Open a fucking lemonade stand if you have to…any form of self employment is better than being a corporate stooge, debasing yourself before the Army of HR Cuntishness and Forces of Political Correction.

  15. I am a recruiter so I can happily lend some input here.
    If you work in IT or anything that has immigrant workforce or can be offshored, you are competing against some serious market forces designed to whittle labor costs/commitment to zero. Over 95% of resumes I see are completely fabricated. The H1B market is vastly fraudulent with consultants that have 1-3 years actual experience claiming to have between 7-10 paper experience. It’s ugly. If you aspire to IT, yourself into architecture, e-comm, or client facing roles ASAP.
    On to more applicable tips:
    1. Do your research. Have too much information. Now you can guide the conversation to make yourself look more intelligent.
    1.2 Bring multiple copies of your resume.
    2. Focus on their problems and ask them what the solution will look like. If there is no solution, get up on a white board and build one.
    3. Do not under any circumstance bitch about anything. Get your gripes about past employers/projects out on paper the day or night before. Nobody gives a shit about your issues.
    4. Understand if the role is fully funded and the timeline for a decision.
    5. Make them sell you and weave your vision into their pitch.
    6. Realize many of us in the hiring process are cunts on any given day. Some days we just feel like being a dick.
    7. A majority of people make these decisions purely on emotion so give them the warm and fuzzies.
    8. Be honest with yourself. If you don’t love the place coming out or 20 mins into the interview, cross it off the list.

    1. One way that employment is and is not like relationships is that sometimes a woman, or a company, is just jerking around the interviewee. Most mature people who interview are not out to just waste the time of the interviewer (they need the money to pay the mortgage). But some hiring managers and women seem to gain pleasure from jerking around people. I have learned to identify those kinds of people and deal with them either by turning it around on them, or walking off with my pride intact.
      For the record, H1B’s are trying to get into every other sector as well including architecture and e-comm (and medicine). A medical diploma can be bought for a few thousand dollars and then they can cut into people. I avoid the H1B categories as much as possible in ANY profession. I wouldn’t say that the cost is “zero”. For a few years the H1B’s are cheaper, a little, but produce such bad work (target/, that they cost the employer more in the long run. But hiring managers get bonuses or kickbacks/bribes and diversity officers want to hire non-white males at any cost.
      All that said, like with game, sometimes it’s useful to enjoy the process and find ways to grow one’s personality. I do the unexpected. If a hiring manager starts asking me questions to get me to agree to being a slave and working impossible hours, I argue that a qualified candidate wouldn’t put up with such nonsense and would probably just rip them off anyway. Sometimes it gets a lot of street cred and other times, I got the guy to hold open the door for me to leave without saying a word. It was a hell of a lot more fun than begging for a treat I was highly unlikely to get.

      1. I’d say 10-20% of roles released by companies are fishing. Upwards of 40% of roles released by consulting firms are fishing to they can pitch the background to their client and drive UTIL rates.
        My comment about Architecture, E-comm was in regards to IT. Meaning, get yourself into solution architecture or e-comm design. Sol’n or enterprise architects require detailed knowledge of the business and being able to related/speak to the business on a daily basis. Many H1B’s simply can’t do this/are unwilling to look past their lovely rate to understand value add. E-comm design is partially cultural and these dudes will never get our culture. IMHO the best way to avoid offshoring is something within the MKT/ADV realm.
        Yeah, the actual interview prep by the hiring side is ugly. They are many times ill prepared and unmotivated. When you find someone who is dumping their problems on you, take on the challenge and manage the expectation, you’ll always be in the running.
        Taking a piss at shit HM’s is hilarious. I’ve done and advocate everyone does this once in a while as it brings perspective. Just like game, when you find a good one, dig in and have some fun.

        1. 40% of consulting roles are fishing? I thought that ratio was even higher.
          It wasn’t funny when I was going through it, but now it’s even funnier as to how this is similar to dating: A lot of IT hiring managers made impossible messes with understaffing and bad priorities and then they faced regular outages, dissatisfied customers, etc and they wanted… a savior. A white knight. A perfect IT guy who would magically fix all their problems and they were willing to offer good money but… it was a tall order. It’s like a single mother in her 30’s saying she’d be willing to be a lot nicer to that nice guy she dumped back in her 20’s if he’d be willing to help her take care of her kids. 🙂
          So one guy says to me: “We’re looking for the RIGHT person” (hint, it wasn’t me) and I wish I had said, oh I wish I had said “I’m glad I’m not the right person then.”
          It’s like the mythical soulmate.

    2. A majority of people make these decisions purely on emotion so give them the warm and fuzzies.

      This is so true. We are the most reduced species imaginable.

  16. In 2003, I was ordered to prepare my unit for the invasion of Iraq as part of the Coalition of the Willing. I was not willing (invade a nation with WMD? There will be Mass Destruction or the WMD was a pretext for an illegal war). I resigned my commission and found myself hunting for a job.
    I almost lost my mind. I went to something like 140 interviews over the next few months but I couldn’t get a callback. My confidence plummeted, I grew increasingly desperate, more frantic and less particular. I was a star cadet at military academy but I couldn’t compete in the real world. In time, I found myself applying for minimum wage positions. I maxed out my CCs, took out personal loans and when my oldest friend said he couldn’t afford to keep paying my overdue rent, I was about to be homeless (an experience I’d enjoyed at 14 and had no intention of repeating). Things were very bleak.
    No one could help or assist. I improved my presentation, tweaked my CV, researched interview techniques; on paper I was a stellar candidate but I was simply unemployable. One day, I broke down when another interview concluded with a terse “You’ll be hearing from us” and a look on his face that said he was a liar. I pleading with him to tell me why. He flatly refused but I persisted and eventually, he awkwardly explained that I was “overqualified”.
    Laughing, I walked out. Overqualified for employment. I raced home and removed everything impressive from my resume, inserted spelling and punctuation errors in my CV, put on an old T-shirt and jeans and even unlaced a shoe in preparation for my next interview.
    This is a species bred by reduced women who don’t want to compete, they want to eliminate their competition.
    I got the next two jobs. I was no longer “overqualified”. I was no longer perceived as a threat.

  17. “Most people in the Western (especially Anglo-Saxon) business world abide by honesty and fair dealing.”
    Did this dude read the recent ruling saying employers can lie to employees and its not illegal? But if an employee lies back he can go to jail?

  18. Nice work Oswaldo! You made your post very interesting. From the title you made for your blog, surely many will be attracted and be eager to read especially men. As funny as it sound, but it is a reality, I agree. It depends on how the hiring agent or company deals with job seekers. There are also many different kinds of potential job applicants that seem to be way out of one’s league or preference. But if you dig deeper, talents and skills can be tapped later on in the interview stage or even after they are tested or given a task for the exam. This applies to well with I have just subscribed. And I experienced one of the best interviews and job hiring strategies. They make it easier for job seeking sales individuals as they will be the one to choose a perfect fit job for you. If your market value, skills and abilities are what the company seeks they will match you perfectly with them instantly and privately.

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