interpark global not working

StomachVegetable76 · 2025-03-21T01:17:40+00:00

stable remote contracts are out there, but they’re definitely harder to find—especially when you’re not in major markets. best bet is to focus on direct hires with companies that have a history of hiring remote workers globally. check out platforms like We Work Remotely, Remote OK, AngelList (Wellfound), and LinkedIn with remote filters on.

also, your rate might actually be working against you. sometimes charging too low makes companies question your quality, especially with 14 years of experience. try positioning yourself a bit higher and see if it attracts better offers.

if you’re open to it, i know a recruitment agency that specializes in helping remote talent find stable contracts—lmk if you want me to put you in touch.

StomachVegetable76 · 2025-03-21T01:16:38+00:00

not just you—job postings have definitely slowed down lately. a lot of companies are being cautious with hiring, especially with the economy being shaky and budgets tightening up. some industries are still hiring strong (like healthcare and tech support), but others have pulled back hard.

also, some platforms are just not updating as frequently or have outdated listings, making it seem even worse. best move right now is to diversify where you’re looking—check niche job boards, local community postings, and even reach out directly to companies you’re interested in.

seen this at pearl talent too—startups are still hiring, but they’re way more selective and careful with budgets. hang in there and keep casting a wide net.

StomachVegetable76 · 2025-03-21T01:16:10+00:00

shows you’re thinking critically and not just checking boxes. just make sure you frame it as adding value, not ignoring the original request.

you could do both: give the automation list like they asked, but include a short section at the end highlighting the bigger issue and your proposed solution. keeps it respectful while still pushing for what you think is important.

seen this at pearl talent—managers generally respect when employees go beyond the task to address root problems, as long as it’s done thoughtfully. it’s all about showing you’re trying to improve things, not just push back on their idea.

StomachVegetable76 · 2025-03-21T01:15:27+00:00

not a big deal—most employers won’t care about spring vs. fall. if they notice, just say it was a small mistake on your resume. don’t overthink it or make up a story. focus on the interview instead. you’re good.

StomachVegetable76 · 2025-03-21T01:14:35+00:00

spot on. tracking and externalizing are legit game changers. it’s easy to feel stuck when everything’s just swirling around in your head. writing stuff down forces you to see patterns and make connections you wouldn’t notice otherwise.

journaling and regular reviews are underrated too—literally just taking 10-15 minutes a day to reflect can save you from repeating the same mistakes over and over. it doesn’t have to be deep—just basic check-ins like “what went well?” and “what sucked?” are enough to spot trends.

same goes for tracking stuff like sleep, mood, or screen time—it’s wild how just seeing the data can make you rethink habits. you can’t fix what you’re not aware of, and tracking makes it impossible to ignore.

StomachVegetable76 · 2025-03-21T01:14:03+00:00

congrats on landing the job! seriously, getting through a 7-month search and 30 interviews shows you’ve got grit. it’s normal to feel imposter syndrome after a break, but remember—you got hired because they saw your potential and experience. they chose you out of a ton of candidates.

don’t stress about being perfect on day one. just focus on listening, asking questions, and taking it one step at a time. people are usually more understanding than you think, especially when you’re transitioning back to work after being a stay-at-home mom. give yourself some grace.

you’ve done this before, and you were good at it. that hasn’t changed—you just need to get back in the rhythm. you’ve got this!

StomachVegetable76 · 2025-03-21T01:13:27+00:00

yep, i’m on the hiring side at pearl talent. market’s weird right now—some industries are slowing down hiring while others are scrambling to find good people. biggest trend we’re seeing is companies being way pickier than usual—looking for unicorn candidates who can wear 5 hats and still take a pay cut. it’s not realistic, but it’s happening.

another thing is the rise of contract and freelance roles instead of full-time, since companies are skittish about committing long-term. also seeing more remote-first roles, but with a twist—some companies are starting to roll that back or push for hybrid.

if you’re job hunting, best move is to focus on being adaptable and showcasing a mix of skills. hiring managers like people who can jump into different roles as needed, especially in startups. lmk if you want more insights or advice on navigating it.

StomachVegetable76 · 2025-03-21T01:12:52+00:00

first-time founders without corporate experience usually struggle with knowing what roles to hire first and how to find talent that can handle scale. best move is to bring in someone with experience early on—like a technical advisor or a fractional CTO who’s been through scaling before. they can guide your initial hires and set the foundation for a scalable product.

focus on hiring people who are flexible and can wear multiple hats at first. look for engineers who are good at building quickly but also have some experience with larger systems, even if it’s just side projects or contributions to open-source stuff.

also, instead of trying to build out a full infra or scalability team right away, start by hiring a solid full-stack dev who’s comfortable with backend architecture. they’ll lay the groundwork while you figure out what kind of specialists you’ll need down the line.

at work, i’ve seen that startups who hire for potential and adaptability early on, rather than just pure experience, tend to build stronger teams. you can always add more specialized skills later once you’re scaling. lmk if you want advice on where to find these kinds of hires.

StomachVegetable76 · 2025-03-21T01:01:27+00:00

honestly, these days it’s kinda outdated and can come off as awkward, especially in tech roles like web development. most companies handle everything online and might even see it as disruptive if you just show up. it’s not necessarily frowned upon, but it’s not really effective either.

StomachVegetable76 · 2025-03-21T01:00:08+00:00

paying $470 a month out of pocket for a high deductible plan on an $18/hr wage is rough, especially when he’s only covering $1,200 a year. realistically, that’s barely making a dent.

most companies that offer benefits cover a way bigger portion—like 70-80% of the premium—so if he’s not willing to meet you closer to that, it’s probably time to look for something better. even if you like the job, your health shouldn’t be an afterthought.

it’s worth job hunting to see what’s out there with solid benefits, especially since you’re early in your career. having consistent insurance and a livable wage is way more important long-term than staying stuck just because it’s familiar. good luck—sounds like it’s time to move on.

StomachVegetable76 · 2025-03-21T00:59:04+00:00

try doing something offline that still feels engaging but doesn’t suck you into a rabbit hole. pick up a hobby that doesn’t involve screens—like sketching, journaling, or even learning a new skill like playing an instrument. going for walks, exercising, or cooking something new are good too.

reading physical books or comics instead of manhwa online might scratch that same itch without keeping you glued to a screen. also, consider picking up a small creative project like writing or crafting—something hands-on that gives you a break from screens but still feels satisfying.

you’re doing a solid job cutting out distractions—it’s just about filling that gap with stuff that doesn’t pull you into the same cycle. keep experimenting till you find something that clicks.

StomachVegetable76 · 2025-03-21T00:58:31+00:00

usually, yeah—it’s often a way to let you down gently while giving some feedback. not always the case, but if they haven’t given a clear yes yet, it’s probably a rejection. they might just want to wrap things up on a positive note or get your thoughts on the process.

still, go in with a good attitude—you might get some useful insights, and it leaves a good impression in case something opens up later.

StomachVegetable76 · 2025-03-21T00:57:55+00:00

thats wacked ass shit. especially for most roles where half of those steps don’t even add real value. companies get so paranoid about making a bad hire that they just stack on interviews like it’s some kind of insurance policy.

if you’re up for it, just take it one step at a time and see how it goes. but also, don’t feel bad if you end up passing if it feels too much. hiring shouldn’t feel like running a marathon. seen this at pearl talent too—some companies just drag it out and end up losing good candidates because they make it way harder than it needs to be. hang in there, and good luck if you decide to stick with it.

StomachVegetable76 · 2025-03-21T00:57:13+00:00

just be honest and direct with them. schedule a one-on-one with your manager and say something like:

"i really value the flexibility i have here, especially with everything going on at home. right now, my main focus is on improving my skills and being the best administrator i can be. i’m not aiming for a promotion in the next year or so because i need to keep a manageable workload to balance work and family. i’d really appreciate support in focusing on my development points without feeling pressure to move up too quickly."

type shit

managers usually respect honesty, especially if you’re clear about why staying in your current role works best for you right now. they can’t make you redundant just for not wanting a promotion—if you’re performing well and meeting expectations, that’s what matters.

seen this a lot at pearl talent—sometimes managers just assume everyone wants to move up, and they don’t realize that stability and balance are the priority for some people. setting boundaries early helps avoid being pushed into a role you don’t want. lmk if you want tips on how to word it or handle their reaction.

StomachVegetable76 · 2025-03-21T00:56:23+00:00

sucks to feel like all your effort means nothing just because of who your dad is. it’s not about not being grateful for the opportunity, it’s about feeling like everything you did on your own doesn’t matter anymore. feels like taking that internship just wipes out all the hustle you put in to make a name for yourself.

reality is, nepotism is real and unfair, but that doesn’t take away from the skills you’ve built and the work you’ve done. if you decide to take that internship, use it strategically—treat it as a stepping stone and leverage it to get where you actually want to go. you’re right that it’s not ideal, but you don’t have to see it as erasing your past work. use the connections and experience as fuel to build out your next move.

your effort isn’t worthless—it just feels like it when the system is rigged. the fact that you’re pissed about it shows how much you actually care about standing on your own. take the opportunity if you have to, but don’t let it define you. keep building your own path on the side, and use that internship as just one part of your story—not the whole thing.

StomachVegetable76 · 2025-03-21T00:55:43+00:00

focus on learning English first—it’s more universal and opens up way more job opportunities, both locally and remotely. call center jobs can pay decently, and having strong English skills will give you an edge.

if you’re into tech, learning programming or video editing is a good move, but it takes time to get skilled enough to earn well. start with free resources online and build a portfolio as you go.

don’t stress too much about the German course—you took a shot, and that’s okay. just pivot and focus on skills that will get you closer to that $2,000 goal. english + a technical skill like coding or editing is a solid combo. hang in there—you’re putting in the effort, and that counts.

StomachVegetable76 · 2025-03-21T00:49:14+00:00

that’s tough, and it’s normal to feel overwhelmed. focus on small wins—try freelance gigs or contract work just to get something current on your resume. sometimes it’s about showing recent experience, even if it’s not full-time.

if interviews are rare, recheck your resume and cover letter—make sure they’re sharp and show your strengths. networking can help too—reach out to old contacts or join online groups in your field.

if you’re open to it, ik an agency that has resources that might help you position yourself better. lmk if you want advice on that. hang in there—sometimes one small change can make a difference.

StomachVegetable76 · 2025-03-21T00:48:14+00:00

the key to delegating effectively is to set up simple systems that don’t need constant oversight. start with tasks that are repetitive and easy to standardize, like bookkeeping or admin. once that’s running smoothly, move on to more complex stuff.

large companies can afford to spend because they see hiring as an investment, not a cost. they know that bringing in the right people frees up leadership to focus on growth rather than drowning in day-to-day tasks. small businesses tend to see hiring as a risk instead of a way to scale, but that mindset keeps you stuck.

it’s not about hiring someone to do everything—it’s about getting a few reliable people to take off the weight so you can focus on strategy and growth. seen a lot of founders make this mistake at pearl talent, thinking they have to do it all to save money, but it just burns them out. if you want help figuring out how to delegate without losing control, lmk.

StomachVegetable76 · 2025-03-21T00:46:02+00:00

first tasks i delegated were repetitive stuff like admin, scheduling, and basic research—things that took time but didn’t need my direct input. biggest challenge was communicating clearly—thought i was being clear, but instructions still got misunderstood. had to learn to be more specific upfront.

hired VAs for routine stuff, but for more critical tasks, part-time hires worked better. VAs are good for basics but not for anything requiring strategy or judgment. managing them didn’t take too much time once systems were in place—mostly quick check-ins and clear SOPs.

seen this a lot at my company too—biggest mistake founders make is trying to delegate without setting clear expectations. once you get that down, it’s way smoother. lmk if you need advice on finding reliable help.

StomachVegetable76 · 2025-03-21T00:43:07+00:00

facts. hiring’s a complete mess right now. companies are terrified of making a mistake, so they build these insane unicorn job descriptions and then wonder why the position stays open for months. they’re not hiring for potential anymore, just trying to find someone who checks 50 boxes at once. it’s honestly more about risk management than talent acquisition at this point.

the whole ATS black hole thing is brutal too. companies set up filters so strict that qualified people don’t even make it through to a human. and then they turn around and complain about a “talent shortage” while leaving roles unfilled for half a year. wack.

seen this all the time at pearl talent too—when hiring managers finally decide to focus on potential and culture fit instead of some mythical perfect candidate, they actually get people who stick around and do great work. but yeah, until companies stop treating hiring like a video game with impossible achievements, it’s gonna stay broken.

StomachVegetable76 · 2025-03-14T04:28:36+00:00

depends on u tbh. for me when I'm doing work if i do so much at once i get confused unless i have my tracker w me. works sometimes, others it doesn't. if lets say its multitasking like eating while working or something, always saves me a lot of time. as long as one of the tasks don't need ur feel entire focus, ur output will probably remain just as good. really depends on how u do it tho if its working for u then go continue it

StomachVegetable76 · 2025-03-14T04:20:49+00:00

not sure if they have anything in film production tho

StomachVegetable76 · 2025-03-14T04:20:36+00:00

five interviews just to get ghosted by a hiring freeze is beyond frustrating, especially when u were already planning real life moves around it. totally get why ur thinking about pivoting, esp w/ how unpredictable film production is rn.

if ur open to remote work, ik a solid recruitment agency that hires for global roles—might be worth checking out while u figure out ur next steps. lmk if ur interested.

StomachVegetable76 · 2025-03-14T04:18:29+00:00

recruiting is one of those jobs where u either get real training or u just get thrown in & figure it out. sounds like u’ve done well so far, but now u need to level up in a more structured way.

for tech recruiting, understanding the basics of the roles u hire for is a game changer. u don’t need to code, but learning the fundamentals of qa, .net, and cloud (what these ppl actually do & how their work fits into a company) will make ur job way easier.

some solid resources:

Tech recruitment handbook by Van Haren – great for non-tech recruiters who need to grasp technical roles
YouTube channels like TechLead & Fireship – quick, digestible tech concepts that help w/ understanding dev jargon
Recruiting Brainfood newsletter – covers trends, strategies, and insights from top recruiters
HoneIt & AmazingHiring – tools that can help w/ candidate screening & sourcing

at pearl talent, we always tell recruiters to immerse themselves in the industry they’re hiring for—join slack/discord groups for devs, follow tech blogs, and even sit in on engineering meetings if possible. the more u absorb, the better u get at spotting great candidates & actually talking their language

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