#resume-update

#resume-update

Curiosity is foundational in the arts, as demonstrated by the Menil Collection's exhibition, which transformed a gallery into an education room through public programs.

I can tell an AI-generated resume from a mile away and it's not getting the interview. I'm looking for something that shows me the candidate knows their story but doesn't need five pages to convey it. Recruiters are quickly skimming to know your key practice areas, career level, the job titles you've held, notable companies and law firms you've worked for, and your key achievements.

One of the earliest turning points in personal branding, one that made career-minded professionals understand that they're responsible for their careers and the visibility that shapes them, was the launch of LinkedIn in 2003. Since then, career visibility has followed a simple rule: polish your resume, keep your LinkedIn profile current and compelling, and show up to meetings awake. But that rule no longer holds, thanks to AI.

"LinkedIn?" She laughed. "You mean Facebook for thought leaders? No, I won't be using any of those sites."

Headhunters? More like breadhunters: On top of career coaching and résumé building, reverse-recruiting agencies often take the keys and apply to dozens of jobs on an applicant's behalf. In exchange, these startups can charge monthly fees north of $1,000 and/or take a cut of their clients' salaries once they find a job, per WSJ. A conventional recruiter told WSJ that he's somewhat uneasy about people handing reverse recruiters their LinkedIn or Workday logins, as well as the idea of charging job seekers.

Managers saw the company's engineers getting more done with the technology, so they needed to ensure new hires could do the same. "We just flipped the script and went, 'OK, we're going to invite you to use AI,'" Brendan Humphreys, Canva's chief technology officer, told Business Insider. The result, he said, has been stronger hires better equipped to wield powerful AI tools to help write code and solve problems.

Hiring in 2026 won't look much like hiring even two years ago. If you don't pay attention, you will get left behind. I was a retained search consultant for 25-plus years. I've written executive and board résumés for the last 10 years. I've never seen so much change in candidate sourcing happen so quickly. CEO priorities and expectations have shifted. AI is reshaping how candidates get surfaced. Résumé sameness has skyrocketed. Candidate shortlist cycles have accelerated.

"The key is rethinking what you're doing not as a job, but as a set of skills," he said. Once you understand your skills, Roth said to look at the jobs on the rise list and assess where the demand is, "because the demand is super uneven." "Then, start working backwards," Roth said."What are the skills that are required to be a construction planning coordinator or an independent analyst? What are the skills that I have that will get me there?"

If the job market feels harder than it should right now, you're not imagining it. Recent analysis from LinkedIn shows that while more than half of professionals (56%) plan to job hunt in 2026, but 76% don't feel prepared. Hiring hasn't stopped, but it has slowed, narrowed, and become more selective. When fewer open roles, higher expectations, and longer decision cycles are now the norm, broad job searches are not the answer, but focusing on targeted job searches.