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Following up after an interview can be a delicate balance between demonstrating enthusiasm and maintaining professionalism. Done correctly, it keeps you top of mind and positions you as a proactive candidate. Here’s a quick guide to navigating the post-interview process with confidence. 1. Always Send a Thank You Note A simple thank-you email can leave a lasting impression. Aim to send it within 24-48 hours of your interview to express appreciation and reinforce your interest in the role. 2. Connect on LinkedIn—But With Timing in Mind After sending your thank-you note, take the opportunity to connect with interviewers on LinkedIn. This is best done immediately after sending your Thank You note and before any conversations or hiring decisions are made. If you wait until a decision has been made, especially if it's not in your favor, your connection request may now be a little awkward or based on uncertainty of your intentions for the connection. 3. Clarify Next Steps Before Leaving the Interview One of the easiest ways to manage follow-ups is to ask about the timeline for next steps before leaving your interview. This helps set expectations and eliminates uncertainty. A simple question like, “What’s the expected timeline to have someone onboarded and ready to hit the ground running?” can save you a lot of second-guessing. 4. Follow Up Based on Timeline Shared Once you have an estimated timeline from the interviewer, base your follow-up on that information. If they don’t provide a clear timeframe, a safe rule of thumb is to follow up one week after your interview. Here are a few ways it could play out for some examples: Scenario: “We will get back to you by the end of the week.” → Follow up on the first day of the following week. Scenario: “We will be interviewing candidates over the next two weeks.” → Follow up on the final day of week two or the first day of week three. Scenario: “We will be reviewing candidates with the team and get back to you shortly.” You give it a try...when should the follow up occur? → Follow up - This is a trick question as this response requires a follow-up question rather than assuming a timeline. Try responding with: “Great, thanks so much. Is there a specific timeline when the team is looking to fill the role and have someone onboarded?” By following these structured steps, you ensure that your follow-ups are timely, professional, and effective. Thoughtful communication can make all the difference in turning an interview into an offer. Hope this was helpful. Would love to hear any other tips or questions you may have. Coach Olivia

My current company is pushing for “globalization”. They’re expanding into different countries and as a result are trying to find ways to offload departments to other countries for cheaper labor. I’ve been job hunting for a few months and recently had an interview for a position with a company for a payroll analyst position. I didn’t get that position but the recruiter asked if they could do an interview process for a different position with their company. This position is customer facing (which I’m not excited about) and it pays less but it’s basically been insinuated that the job is mine, I’m just going through the normal motions. Ive done research on the company and position and while people love the company the position has terrible reviews. People have stated being severely overworked and underpaid being the common theme to all the reviews. My current company has me scared of lay offs and the other position scares me because it sounds like I’ll be stepping from a pan into the fire. Do I stick with the devil I know? Or go for the damn near guaranteed new position? The recruiter stated that the pay could jump in six months if I do well but that doesn’t really bring me any confidence.

The truth is, the job market isn’t always built for those of us with nontraditional paths, career gaps, neurodivergence, or lived experiences that don’t fit neatly into a LinkedIn headline. But what if what makes you different... is your advantage? Let's dive into 6 ways to embrace what makes you different — and how to use it to stand out in your job search (not shrink back). ? Now I’d love to hear from you: What’s one part of your story you’re learning to own — instead of hide — in your job search? Drop it in the comments ? or DM me if you want to keep it private. Your journey matters. Let’s talk about it. #JobSearchSupport #CareerChange #OwnYourStory #LinkedInTips https://www.linkedin.com/posts/melaniemitchellwexler_jobsearchsupport-careerchange-ownyourstory-activity-7338920513932546052-Lh8D?utm_source=share&utm_medium=member_desktop&rcm=ACoAAAE7zOABz83nZb53qdeC66Dyj4MTQ6HhhqwEver

Has anyone else experienced this? My officemate constantly complains about our boss and their management style. It’s starting to affect the team’s morale. I understand everyone has their opinions, but I’d love to hear how others handle similar situations. Any advice?

I shared the information because I needed to adjust my schedule and had to explain why. Hr was also told why as they work hand-in-hand and everything HR runs through my boss. Now my coworker who told me this was sick to her stomach for a week and was acting strange when she saw me. She finely came clean and told me she needed me to know that she was told this very personal thing and wasn't comfortable knowing it. So my question is- what would you do? I feel my boss should be written up for this, but I am wondering how to go about it

What strategies work best for you? Thanks.