Thanks for sharing this so honestly. An unpaid internship can still be worth it if you go in with a clear goal — a specific skill to learn, a reference, or a project you can show next time. I would ask early on what success looks like for the role and keep a note of what you actually do each week, so you can talk about it confidently in interviews later. Good luck with the next step.

Good luck with the search — remote roles can be a great fit, especially if you want more flexibility in your day. One thing that helped people I know was narrowing down the kind of remote work first — customer support, admin, sales, and tech support tend to have quite a few remote openings, and they look for different strengths. Setting up job alerts for a few specific titles, and tailoring your resume to each one, can also make a real difference. Hope you find something that fits well soon.

This rings true. A system can be efficient and still miss good people when it screens mainly on keywords. I think the fix is partly on both sides — candidates tailoring a resume to the actual role, and employers keeping a human review step for close matches instead of letting the system decide alone. A short note explaining why you are a fit, sent to a real person when you can, still helps more than another application in a pile.

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That is a lovely reason to look for remote work — being able to be home with your grandkids while still earning is a wonderful balance. Roles in customer service, virtual assisting, data entry, and online tutoring often allow that kind of flexibility, and many are part-time too. It can help to think about the hours that work around family time and look for roles that are clear about flexible schedules. Wishing you the best — I hope you find something that lets you enjoy that time together.

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This is a good reminder that leadership doesn't follow one path. In my work I've seen women founders and business leaders succeed by building strong networks, mentoring others, and staying steady through the setbacks — not by having everything figured out from the start. The barriers mentioned here are real, but so is the ripple effect when one leader makes room for the next person. Thanks for highlighting that.

Continuous learning and growth is important. Need to focus on only a specific area to allow impact. You can expand to other areas after getting your base set up.

Well said — growth really does never stop, especially where technology, security, and business meet. I like the point about focusing on a specific area to make a real impact, rather than trying to learn everything at once. Depth in one area often opens up more leadership opportunities than spreading too thin. Bridging those three worlds is a valuable skill, and it sounds like you are doing that thoughtfully.

Yes, I would email the HR rep — a short follow-up after about a week is completely normal, not pushy. They're the right contact here, and it's their job to keep candidates updated. Keep it brief: thank them again, mention the role and when you completed the one-sided interview, and ask if there's a timeline for next steps. One-sided interviews do feel strange, because you don't get the usual back-and-forth or a person to thank directly, but a simple, polite check-in shows interest and keeps you on their radar. Good luck — I hope you hear something soon.

I agree that you should email the HR rep. Like the other commenter mentioned, it is their job to keep candidates updated. You reaching out also demonstrates your interest in the role and your desire to move forward in the process. Good luck to you!

Hi Vanessa, welcome — and good luck with the search. With your Human Services background at Walden, I'd look at remote intake coordinator, client services, case management support, and nonprofit admin roles, where your people skills count for a lot and the work is often fully remote. Walden's career services and alumni network are worth checking too, since other graduates often know which employers are genuinely remote-first. And a quick caution: if a remote posting ever asks you to pay for equipment or training up front, treat that as a red flag. Wishing you a role with better pay and a commute you don't have to worry about.

Welcome!! Lots of awesome and brilliant ladies in here!

Welcome, Daniel — that's an interesting mix, and it sounds like a real strength rather than a scattered career. Manufacturing gives you process and follow-through, nonprofit work gives you people and purpose, and the arts side probably keeps you thinking creatively about both. I'd be curious what workforce or community conversations you're hoping to find here — a lot of people in this community are navigating career changes, so your cross-industry perspective could be genuinely useful.

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Good framework — I'd add one more step: decide what you want the audience to do or decide after the presentation, and build backward from that. One clear point per slide makes it much easier to follow, and anything detailed can go in an appendix or a handout instead of crowding the slide. I also find it helps to read the slides out loud once before presenting; if a slide takes more than a sentence or two to explain, it usually needs to be simplified.

Thanks that's helpful.

You're thinking about this the right way — both of those roles are often about how you come across on first contact, not a long resume. For receptionist work, emphasize scheduling, phones, greeting people, and keeping things organized, even from a current job, volunteer work, or school. For banking, look first at teller and customer-service openings, and be ready to talk about being careful with details and handling money responsibly. Applying to smaller local offices and credit unions, and following up in person or by phone, can also help more than sending dozens of online applications into a pile.

Hello!

While you didn't mention directly, from your email do I take it you like this person? As I'm sure you know, working with someone and working for someone aren't the same thing.

As for contact - I'd reach out to the HR or Hiring Department of the company this person works for an inquire if such a position exists. It may be someone fills that role but doesn't have that specific title. And it may be the Exec Director doesn't want one.

All the best!

Not awkward at all if you keep it short and professional. I'd reference the training conversation so they remember the context, and say something simple like you noticed they may not have support in that role and you'd be glad to help if they ever need an assistant. If you can, use your work email rather than a personal one — it reads more credible and keeps the boundary clear. And frame it as an open offer, not an application for a job that may not exist yet. That way there's no pressure on either side.

Unfortunately, it might be happening a lot more than you'd think. A company isn't really looking to fill a needed position but fiddling around in the talent pool of candidates to find information or strategies, that they feel they could use for free to help solve an internal problem. I think it's underhanded and unethical but I'm not sure if there are any quality control checks out there that would prevent this from happening.

You are right to trust that feeling. In an interview it is fair to share your approach and how you think through a problem, but you do not need to hand over a detailed plan they could take away and use. If a question starts to feel like free consulting, it is okay to pause and ask how the role itself is set up, who would own that work, and what the decision timeline is — that usually tells you a lot about whether the role is real. I would send one polite follow-up, keep applying elsewhere, and take the low reviews and management concerns seriously. A strong interview should leave you feeling considered, not used.

I'm looking forward to learning about this!

This is a useful topic — in my experience, likeability in an interview is less about being charming and more about being easy to talk with. Listening properly, answering the question that was actually asked, and asking a couple of specific questions about the work itself go a long way. A short, genuine follow-up afterwards helps too, because it shows you were paying attention rather than just performing.