Every Fellowship season, we review hundreds of applications from aspiring founders and leaders looking to accelerate their careers at startups. This has given us a unique look at a new tool that is becoming ever more present: AI in the job search and application processes.

Icims reported that 47% of college seniors are interested in using Chat GPT or other AI bots to write their resumes or cover letters, and a study by Resume Builder confirmed that 46% of job seekers are using Chat GPT for resumes and cover letters. It’s understandable that job seekers would explore AI in this stressful, repetitive, and sometimes overwhelming process of finding and applying for jobs. However, several questions have arisen from this new trend. Is it ethical to use AI for cover letters and resumes? Do employers care if you use it? Does it really help elevate your application? How does one use this resource effectively and responsibly?

Below are a few points to keep in mind as you consider using AI as part of your job search or application process.

Employers have a range of feelings about candidates using AI

In terms of hiring managers and company perception, it can be a mixed bag whether or not they approve of AI use by candidates. According to Resume Builder, 53% of hiring managers say they have reservations about AI-generated or edited resumes. 20% of them believe it is a “critical issue”. CNBC writes, “Hiring managers and recruiters who receive correspondence clearly written by software can be turned off… especially if the AI plagiarises or includes errors or falsehoods.”

Even with these concerns, most hiring managers still won’t necessarily discourage AI use. According to a study done by Canva and Sago surveying 5,000 hiring managers, 90% of them agree that it is acceptable to use generative AI when completing applications. On the other hand, 67% of them feel they can tell when a resume has been generated by AI.

AI-generated materials can often contain commonalities across candidates, making it obvious that AI was used. Open responses starting with certain phrases or that are structured a particular way have become a calling card for Chat GPT. Recognizing these calling cards and then reading subpar materials can give one the impression that little to no effort was put into the application, which is never good.

Avoid common pitfalls when using AI

So, what makes these submissions subpar? It often boils down to lack of depth and personalization.

AI-generated answers to application open-response questions don’t answer the prompts as best as you think they would without a little coaching and editing. In regards to the VFA fellowship application process, these responses can tend to lack the specificity that we look for and typically the same vague points of our mission are normally mentioned. AI-generated materials can be prone to using vague platitudes or buzzwords without actually providing substance or evidence of a candidate’s interest or accomplishments which are two aspects critical to standing out in the job search.

AI generation also tends to make generalizations about the information given that can cause you to unintentionally over-embellish or create skills or accomplishments that you do not have. According to Forward Role, “Artificial Intelligence knows very little about you as a person. When you use a generic prompt to generate a cover letter, it’ll have to make assumptions to fill in the blanks – resulting in inaccuracies or embellishments that come back to bite you.”

Use AI to your advantage

In order to get good outcomes, you have to be as specific as possible in your prompts to AI. The more detail you give, the higher the quality of the content that you will receive back. It will also be more descriptive of specific details that are personal to you. A good rule of thumb is, if you want a paragraph, write at least a paragraph of information to prompt. Start with a good framework of a resume draft or cover letter that you already have created yourself.

And once you have your AI generated open response, resume, or cover letter, proofread and be sure to add in that human element of personality. As great as AI is, it can never guarantee the authenticity that comes from your own words. Add in specifics of personal experiences, true reasons for interests, and quantifiable accomplishments that you have. Also, be sure to check that any questions were fully answered and you do some research of the company yourself in case you have additional points of connection to add.

With these considerations in mind, you can more confidently utilize AI in your job search process. Applying for jobs can be daunting and repetitive, so using assistance is okay! Just keep in mind your application is all a hiring manager will know about you, so make sure it is truly about you.

You put in the work, you researched and applied for your dream job, and you got it! But now that you’ve started it you’re worried that your secret will come out. Do they already know? We’ve all been there and juggled with self-doubt about how qualified we are for our jobs. Imposter syndrome is something we can grapple with no matter how far or early into our careers we are.

But how do we fight it? It’s not about how you prove it to everyone else, but how you prove it to yourself. The short answer is that we have to stop thinking like an imposter. Easier said than done. But there are a few things you can do to help, beginning with understanding what type or types of imposter syndrome you experience.

According to Dr. Valerie Young of the Imposter Syndrome Institute, there five types of imposter syndrome:

• The Perfectionist’s primary focus is on “how” something is done. This includes how the work is conducted and how it turns out. One minor flaw in an otherwise stellar performance or 99 out of 100 equals failure and thus shame.
• The Expert is the knowledge version of the Perfectionist. Here, the primary concern is on “what” and “how much” you know or can do. Because you expect to know everything, even a minor lack of knowledge denotes failure and shame.
• The Soloist cares mostly about “who” completes the task. To make it on the achievement list, it has to be you and you alone. Because you think you need to do and figure out everything on your own, needing help is a sign of failure that evokes shame.
• The Natural Genius also cares about “how” and “when” accomplishments happen. But for you, competence is measured in terms of ease and speed. The fact that you have to struggle to master a subject or skill or that you’re not able to bang out your masterpiece on the first try equals failure which evokes shame.
• The Superhuman measures competence based on “how many” roles they can both juggle and excel in. Falling short in any role — as a manager, team member, or volunteer — all evoke shame because they feel they should be able to handle it all — perfectly and easily.

Below are a few tips to help you fight imposter syndrome.

Make a list

We’ve all made a pro/con list at one point or another. Fighting imposter syndrome is similar, except instead of pros and cons, you’re listing evidence that shows you’re inadequate at the task/project/role on one side, and evidence that you are adequate on the other. Once you start to actually write them out, you’ll start to see more reasons you are qualified versus the reasons you’re not that are more about emotion and less about skills and knowledge. This allows you to see proof of your competency in a way that you can fully acknowledge.

Reassess, refocus, and reframe

Whenever we feel like we don’t know what we’re doing or how we got here, and that voice of doubt is creeping in, it can be a good time to take a step back.

• Reassess your priorities and goals. This can be on a project-by-project basis, or even overall in a role or relationship. Do you still have the same goals you did when you started or have they shifted?
• Refocus on your goals. Once you’ve figured out why you’re doing it you can take more time to figure out exactly how to get there. Whether the priorities and goals are the same or new, it can be helpful to reprioritize.
• Reframe your thinking and process. Think about your strengths and how those can help you achieve your goals. Or is it time to upskill or learn something new? If we reframe our thought process and approach to the end-goal, we allow room for understanding of our strengths and limitations, which allows us to continue to grow.

Don’t forget about failure

Whether we like it or not, failure is just a part of life. We don’t have to let it define us, though. We can and should take time to learn from it. When we think about a growth mindset, we tend to forget that failure is a big part of that growth in the form of resilience. That resiliency allows us to work toward overcoming failure, and by using the reassess, refocus, and reframe steps above we can find our new motivation. Failure also allows us to be flexible. When we leave this room for failure and error, we can adapt quickly to changes and allow for more creativity in problem solving. It’s a chance to really shine in adversity and humility.

Look for feedback and remember to breathe

Humility when you are experiencing imposter syndrome can sometimes be hard to come by. In our quest to not appear as a fraud, we can rely too much on ego to carry us through. A trusted and respected source of constructive feedback is vital in this situation. Humbling ourselves through feedback shows that we appreciate what others are trying to tell us, but it also allows us to see what others truly think of us and the work we’re doing. Suddenly you feel less like a fake and more equipped to meet your goals.

And sometimes the most basic things are the ones we forget to do most often! Take time to breathe and ground yourself in your physical space and be fully present for a moment. Then get back to it.

It can be tough to navigate through feelings of imposter syndrome, but taking these tips can help y0u manage it a little better. If you’re in need of a more personal approach to combat imposter syndrome, we encourage you to seek out the help of a mental health professional.

Life, as well as startups, can be unpredictable. Maybe you’re here because you’ve done everything right professionally, but still find yourself without a job. Or because you decided that it was time for something new and made an exit before you fully determined what was next.  Our career paths are rarely clearly defined at every step, but sudden unemployment can be a huge shock, no matter what stage you’re at in your journey. In the context of companies Venture For America works with – startups – sometimes, they just don’t make it. Sometimes they do and need to restructure. Both situations usually result in difficult decisions and staff members are usually the ones to bear the brunt of them. Unemployment can be tough, and these days it can be difficult to navigate the job pool. So what do you do next?

Here are some tools to take back control when you suddenly find yourself in the position of having to find a new opportunity.

Timing is Everything.

Looking for a job can be a full time job. Adjusting your resume, finding openings and applying, interviewing, and networking – it can be exhausting. Being jobless and out of school with priorities, you may feel the need to fix the situation quickly, dedicating endless hours to landing a job.

The flip side to this is that unemployment brings a suddenly free schedule. You can look for jobs any time of the day. That also means plenty of opportunities to sleep in and catch up on your favorite shows, right?

Well, sort of. 

Though reclaiming time to decompress, recuperate, catch-up, and recalibrate is an extremely important part of the unemployment process, it’s equally important to keep some semblance of a routine. Wake up, eat breakfast,  leverage connections, job search, and then create a time to clock out. Your day may be two hours or eight, but try to keep to a schedule! That includes workouts, cooking meals, and spending time with family and friends.

And don’t forget to take weekends. Then on Monday, set an alarm and start again. It also helps to create space while dedicating yourself to the work of finding a job separate from your daily life. Check out our tips on keeping boundaries while working from home. 

Your search can also be dependent on the state of the economy. At some moments there may be a deluge of roles from you to choose from, which may allow you to be more selective. At others, the market may be tighter and you’ll have to more closely determine what you’re looking to get out of an experience and what you’re willing to sacrifice.  

Think of Alternatives.

It’s possible that there aren’t any available job openings for your level of experience, or preferred industry.  In that case, consider alternative routes you can take.

• Volunteer

You may find that many entry-level positions still require years of experience. That can be frustrating. You’ve spent time, money, and energy for your degree or gaining skills relevant to the role but it still may not be enough. If your situation allows it, find a part time volunteer role. It can help you gain experience and provide meaningful connections with people who may be able to help you find a job. Also, even if you don’t meet the required years of experience, it still doesn’t hurt to throw your hat in the ring!

• Tap into your Network

Sometimes the people we already know can be the best resource in finding our next step. Talk to friends, family, professional connections and former colleagues about what you’re looking to do in your career and how you’re trying to get there. Leveraging your connections can help get you connected to others in your industry that can determine how you should be positioning yourself. They may also be able to  put you in touch with someone as a mentor, advocate, or reference.

• Fellowships

There are organizations that provide volunteer or service opportunities. Some provide training and work with companies. 

We, Venture For America, offer a two-year Fellowship for recent college graduates up to three years post graduation. Many others, like the William Randolph Hearst Endowed Fellowship for Minority Students, Urban Leaders Fellowship, or Future Leaders in Action (FLIA) Fellowship provide the chance to accumulate valuable experiences and skills that help propel you toward additional career opportunities. 

While not all fellowships are paid and many can have very lengthy application processes that may not align with your envisioned timeline for reentering the workforce, it’s important to find one that fits your current needs as well as your overall goals for the future. Some are shorter, like the Greenlining Leadership Academy Summer Associate Program that lasts 10 weeks, and some are longer. If you have the time, it can be worth it, but if you don’t that’s okay, too.

• Work Part Time Jobs

It may not be what you dreamed of doing, but the reality is that bills need to be paid. Find some part-time work to get the money flowing. And if you can, try to find a part time job in an area or industry you like. If you like books and want to work in publishing, working as a sales associate for a bookstore will provide you with some relevant experience and has the potential to help you form the connections you need.

• Challenge Yourself

Take some time to learn some new skills. There are plenty of free resources (and certifications) online that can help you gain an edge when applying for a job. 

Check out places like Udemy, which offers a variety of courses and certifications in business, digital marketing, IT and software, coding and so much more. They also regularly offer discount codes that bring costs down as low as $10 per course. Learn the ins and outs of the Google Suite with their free Skillshop, or dive into their Google Analytics Academy to better understand data. 

In addition to adding news skills, this also shows employers that you weren’t idle while you were unemployed.

Don’t Give Up!

Though it can be demoralizing and stressful, unemployment doesn’t have to derail your professional aspirations. It doesn’t define you, and it is temporary. Put in the time and effort and you’ll be working a job soon. Just don’t forget to take breaks and most importantly, take care of yourself!

Today’s workforce is not only balancing the COVID-19 pandemic and other enduring societal issues, but also toxic workplace culture that can have long-lasting effects on both the employee and the organizations they’re employed by. One in five workers have left their job because of a toxic workplace, costing employers $223 billion in turnover costs over the last five years, according to The Society of Human Resources Management  (SHRM). During COVID-19, just 32% of employees report feeling satisfied with their current job, down from 57% pre-pandemic, according to a survey completed by Maltec Group on behalf of SHRM. 

A toxic environment can be attributed to a single factor or a compilation of multiple factors, including isolation, poor workspace atmosphere, and unrealistic workload expectations. The collection of these factors can all stem from one common factor: substandard leadership. The result may lead to lowered morale and productivity, culminating in increased levels of employee disengagement and overall decline in mental and physical health. Employees tend to fall sick more often and experience employee burnout, a serious result of the physiological stress your body experiences after extended mental and physical symptoms of fatigue. 

Deal with isolation.

Organizational leadership is essential in determining the pulse of an organization. Bias or favoritism from leadership to specific employees can undermine employee morale. Lack of accountability and avoiding conflict leaves room for issues to escalate and leads to mistrust among employees. Blatant bias or favoritism in a workplace that clearly results in inequities should be reported to the human resources department or the proper company representative. Though bias or favoritism may not always be intentional, it can create an environment where employees feel undervalued. This is even more essential for newer, more entry-level team members. They may be entering work environments where they don’t have the same social capital as more senior staff so it’s important that they’re able to have experiences where they feel they belong.  

An improvement to leadership style by implementing regular communications that strive for ongoing contact with employees can help improve the sense of value they bring to the organization. Leadership can create team relationship opportunities and take active efforts to engage with their employees to break down silos and deter employee isolation. Praise and recognition should also always come from the top down regularly. The same thinking applies for developmental feedback. Find creative ways to show appreciation to employees whether in team meeting settings, platforms via Slack, or in company-wide actions like rewarding time off. As new employees, and non-managers, we can reciprocate opportunities for engagement and recognition with our colleagues from day one, by being open and communicative.

As employees continue to navigate work-from-home, isolation is one of the most common concerns amongst remote employees. Furthermore, lack of in-person communication can cause misinterpretation in tone and ambiguity. Employers should set internal communication guidelines and properly train employees to be aware of tone setting and proper utilization of communication platforms. A recent survey of 2,000 Americans working from home found that employees miss face-to-face meetings (39%), office celebrations (35%), and after-work events (34%). 

A staggering four percent of new hires found the onboarding process efficient. Another survey by OnePoll on behalf of Volley found 63% felt less engaged with their team, as the average employee felt disconnected by August 2020. For those organizations that are capable, a hybrid work-from-home model may be the most effective way to balance social isolation needs. A focus on better communication as well as collaboration efforts can build camaraderie and minimize isolation. For new and entry-level employees this is especially true in the early days of starting a new job. Recognizing how other employees interact with new hires on their first day can set the tone for their communication style, and how they deal with intraoffice isolations. Employers could encourage voluntary, virtual non-work activities like coffee chats and lunches, and after-hour socializing or team building events that are beyond regular work-related interactions, especially for entry-level employees.

Recognize good and bad workplace atmospheres.

Among the worst leadership skills that set a poor workplace atmosphere, micromanagement and absence of  leadership communication skills sit at the top. Strong communication is critical to effectively set goals, vision, and strategy. Lack thereof, creates misalignment and disconnection that deter from achieving the set goals. Clear, open communication avoids confusion, provides purpose, creates accountability, and fosters a transparent company culture. To help combat poor communication, set comprehensive goals that are accessible to all employees for full accountability. Regular check-ins with managers where employees and managers can set forth current and upcoming action items help avoid confusion by aligning on clear expectations. For those new to the workforce, this is paramount. They should feel encouraged to approach their managers and leadership on the same type of expectations they have as a subordinate. Unclear employee expectations creates opportunity for disengagement and diminishes creativity and motivation from their work.

Micromanagement tops the list according to a survey conducted by Trinity Solutions that discovered 79%of participants had experienced micromanagement, and 69% considered changing jobs because of it. In today’s virtual world, many employees are still working remotely, so having leadership that is hyper-aware of employees whereabouts and activity can result in employee frustration, stress, and hinder productivity. Mutual trust and open communication through effective workflow tools, instead of micromanagement can reinforce trust and autonomy. Various project management tools like Asana, Airtable, Google Tasks, and Basecamp are available to help monitor work progress and status updates.

Manage unrealistic workload expectations.

Employees are feeling overworked and overwhelmed due to labor shortages and unrealistic workload expectations. One way to offer support to employees is to prioritize the tasks and projects they are responsible for. Work with staff to arrange tasks by level of importance from priority to non-priority task items. 

It is the responsibility of the employer to pay attention to their work-life balance as that can help reinforce the company culture of caring. Offering flexible leave policies to every remote worker to fulfill their personal needs can show appreciation in recognizing their sacrifices and hard work; this can further help in reinforcing their work-life balance and maintain mutual trust. Employers should promote employees utilizing snooze and schedule send features in a time when employees already feel always “on.” Doing so can allow employees to not have to check their work communications and feel the after-hours pressure to respond. This is even truer for new and entry-level employees who may feel the need to be ever-present and available, just to show that they are eager and willing to give 110%. Reminding teams that they can take space and utilize these tools that promote work-life balance can teach newer employees how to be efficient without being overworked.

Remember, communication is key!

When it comes to adjusting the culture of an organization, it’s critical for employers to create a space where employees can speak up. According to SHRM, one in four employees don’t feel confident in addressing their concerns at work. The wellbeing and happiness of employees are essential to maintaining a healthy work environment. In the best interest of employees and employers, employers must be able to recognize a toxic work environment and be willing to make changes. 

Changes within the workplace can help tremendously shift the toxic culture and boost employee morale and productivity. Organizations should strive for more transparency to help offset any employee mistrust or miscommunication, but they should also know that a toxic workplace culture can’t be fixed overnight. Building a viable work culture takes extensive effort and constant hard work. Employers must take the time to actively listen and commit to creating trust and a sense of belonging to better serve their employees.

Just like anything, you want to make a good impression when you start a new job. This impression can make a lasting impact on how people view you in the months and years to come.

Andrew Albert, Venture For America Community Director for New Orleans, shared the following wisdom and  recommendations that can prove to be useful during your first six weeks and even beyond.

Understand Expectations

Understand what is expected of you in your role. If you need to ask questions, do so. People will often cut you slack during your first 30-90 days as they understand you’re learning the company culture, how your role operates, and, overall, how to get oriented.

Understanding expectations can give you insight into your performance and what you should be doing on a daily basis. Expectations for the job role can also provide you a roadmap to success in your role. You’ll understand what tasks, projects, or skills you will be tackling during your tenure, and you can get a head start on learning what you need to do to succeed.

Separate Personal and Professional

You may be in love with your job and everything involved with it, but do understand the separation between your work life with coworkers and your personal life. Work friends may only be your friends at work. If you’re able to separate the two, it will enable you to grow as an individual.

Get to the Root of the Problem Before Proposing a Solution

Start documenting everything – all the problems that you see externally and internally. These are not meant to be immediately actionable for you. Instead, the process helps you gain a better understanding of the company and industry and allows you to frame your questions in a more meaningful way.

Ask Questions

It’s great to ask questions when you have them, especially when you are new to the job. It’s better to ask than to assume and make a mistake.

The flip side to this is – do your research first. If it isn’t an organizational question, then do a quick internet search on your question. It will either help refine your question or give you the answer you are looking for.

Strive for Inbox Zero

Another practice that may prove useful is to read all your emails, so that by the end of the day, you have zero unread emails. This can go for Slack or Team messages as well. This doesn’t mean you need to reply or complete the task in every email pertaining to you, but it’s good to know the contents, respond to some with at least a “I’ll get to work on it,” and know what your workload looks like with the contents the emails bring.

Build Your Personal B.O.D

While not something you would do during your first few weeks at a new job, building a personal Board of Directors (B.O.D.) should be something you start thinking about. Your personal Board of Directors are people who you can rely on to keep you grounded and give you advice.

Your personal Board of Directors can include family, friends, mentors, and others you trust to keep you being you.

There are many things to do and learn when you start a new job. And those early moments can play a key role in your success at the company. Oftentimes, it can be a struggle to find a rhythm , but you should be confident and realize that you’re right where we need to be. Because if the team wasn’t certain you could meet the mark – you wouldn’t have gotten the job. So just take a deep breath and lean on your knowledge and a can-do attitude.

Many college seniors, by pressure of family or society, seek financial success and ostentatious prestige during their job searches. Gilded opportunities in finance, consulting, and technology promise to catapult them into a bankable career. Others pursue medicine or law, professionalized careers that offer social status, a semblance of stability, and, in the case of the former, a brush with saving lives. Another set are the ones who don’t fall into either of those buckets. 

These are the ones who want to strike it out on their own and make an impact, however defined. We are desperate for these aspiring change makers in a world plagued by climate change, inequalities, and social injustices. Yet, college seniors who prioritize impact above all else may miss out on the most important aspects of work: the experience of the job and what transferable skills they can gain. 

Don’t Miss Out on the Other Important Parts of Work

Many undergraduates who want to do something impactful with their degree aspire to use educational privilege to create an impact. They may not have the clearest vision of that impact, but they know they want their professional output to matter beyond just a financial bottom line. Even though we actively encourage our current and prospective community members to make an impact with their careers, it should not be the sole determinant of work satisfaction. Work is more than just a title, role, and, crucially, the mission an organization works toward. It’s also about the day-to-day experience of work itself.

Over the past few years, the Recruitment Team at Venture For America encountered hundreds of seniors and recent undergraduates intent on creating an impact with their careers. Many of those who become Fellows want to work at a mission-driven company or, for the more socially entrepreneurial-motivated Fellows, a product or service they can really get behind. At times, the desire to make an impact obscures the parts of work that matter day-to-day. That is, the mundane things like the coworkers one collaborates with, one’s manager, and the unique culture within a team. Of course, we want Fellows to find work at mission-driven organizations that have strong core values and offer professional growth. However, finding a job that fits all of these often proves challenging. 

Check the Data

At VFA, we have data on the Fellows who end up transitioning from their original jobs. In the past few years, about 17% of Fellows experienced a voluntary or involuntary job change over the course of their two-year experience. Our Fellows aren’t out of the ordinary when it comes to job transitions within their two year experience with us. According to the U.S. Bureau of Labor Statistics, in January 2020, the median job tenure for people between the ages of 20 and 24 was 1.3 years.

This data suggests that some recent graduates and job seekers may be focusing on priorities that are counterproductive to their goals. Sure, sometimes life’s best lessons are learned experientially and the hard way, but it’s probably better to avoid those troubles altogether if we can. Rather than solely focus on impact, new graduates may find fewer headaches if they also envision what type of experience they want to have at work. Below are the types of questions we encourage Fellows to ask themselves to ensure it stays top of mind:

• What sort of work environment have I flourished in? Which ones stifled me?
• What experiences and skills do I need? Do I need them in a specific industry?
• What are examples of when someone managed me well? Poorly?
• What values matter to me in any group setting I’m in?
• What can I contribute to a team? What do I hope a team will contribute to me?

Find Alignment

None of this is to say that job seekers should not pursue the fields that are much needed in our society, rather, they should not let the field be the only factor at play. The data show that individuals in the early stages of their careers may avoid a lot of anguish if they pay attention to the experience of work itself. (This is also an ongoing call for startups to create safe, inclusive, and healthy cultures.) If they can align their own work culture and environment needs with those of a company, they’ll stand a better chance to learn the early-career skills needed to make a bigger impact. After all, for many graduating today, the first job will be one of many in a long, shifting career. It will literally pay to be flexible and develop skills needed to adapt to the 21st century work environments.

Now that we’re well into working from home, some of us may find ourselves working more as compared to when we went into the office everyday. The physical act of actually leaving the office, paired with the commute home, created the separation needed to feel like our workdays were ending and our personal time was beginning. With nothing to break up our work-to-home life flow, it feels like we’re taking less time for ourselves, even though our work environments may be more comfortable than they’ve ever been. (Shout out to jogging suits). In this edition of Office Hours, we share a few tips that will help you break up work and personal time — whether it’s just finding a way to end the day, taking a staycation, or even actually getting away.

Set timers and alarms.

A lot of us would never get out of bed without the extra push of an alarm. Work has a way of consuming us often to the point where we lose track of time. Setting timers and alarms for our tasks and breaks while at home can help us feel more productive with small goals to work toward. And for those who place their alarm across the room to ensure they get out of bed, you can do the same to make sure you get off your couch and stretch in order to continue your day.

In addition to the occasional stretch and keeping tasks on track, alarms are important indicators that help us reclaim time. They can signal when it’s time to eat lunch, give mom that call back you’ve been promising, or send along the email about the missing online order that was on your mind. If only for a split second, alarms and timers help arrest our attention to give us a moment of reprieve from the grind of a work day.

Schedule or block off time.

Whenever an important meeting comes up we schedule the time to give it our undivided attention. We add vacations and out of the office reminders to our calendars so our coworkers know we’re unavailable. So why wouldn’t you do the same for important tasks or errands that need to be completed while working from home?

Much like setting alarms, calendar blocks provide clear parameters around your availability. If it’s on your calendar, it’ll make your colleague think twice before scheduling that meeting or give you much needed time to complete work when you’re on a tight deadline. You could even schedule a fake commute to help you create boundaries. Doing this is also good practice in creating intentional habits about how our time is used or shared with others.

Turn off notifications.

Technology is a wonderful thing, especially during these unprecedented times! We’ve been able to stay connected like never before, but that also means we’re a little too available sometimes. However, we can use that same technology to unplug. Dig into your settings on your apps to set timers for your notifications. Set up parameters for your email with away messages. Let technology help you disconnect and block out things that take away from personal time.

Set yourself as “away” on Slack, hold off on answering emails after hours, put your phone on do not disturb — use all the tools (and technology) at your disposal to help you step away. Urgent requests are just that, but if it doesn’t need immediate attention you can get to that notification in the morning. This is also an exercise in restraint. Many of us have the urge of clearing notifications, but if we don’t check those instincts, it makes creating clear boundaries more difficult — especially with our work devices in arms reach around the clock.

Create an off-time itinerary.

While we don’t recommend planning out every minute of every day (unless that’s helpful to you, no judgement here), it can be beneficial to create an itinerary for your personal time. Maybe you want to catch up on a favorite show, exercise, or take a much needed nap. Allowing yourself to physically write out the activities you want to partake in in your off-time will give you something to look forward to.

It also gives you the chance to continue to foster your interests that extend beyond work. With many of us working remotely, taking time to ourselves can, oddly enough, help us grow relationships with our coworkers. Whether it’s talking about the most recent episode of The Walking Dead, another virtual award show, or a new dish you tried to make, sharing our personal interests can help us connect with colleagues on a deeper level. And as we strive to create boundaries around how we spend time on work, this can play a huge part in using relationship building to alleviate that.

Communicate with your boss and team.

Lastly, we need to make sure that we communicate. Communication is key when it comes to establishing boundaries between work time and personal time. We get that things can come up last-minute and sometimes those have to be dealt with immediately, but don’t be afraid to ask “can this wait until tomorrow?” Having open communication with your team and supervisors can help you establish your work-from-home boundaries in order to respect each other’s time. If you lead a team, you want team members to feel empowered to make decisions when you’re unavailable, and it’s also a helpful exercise in time management. So don’t be afraid to let your team and superiors know what your time boundaries are, and that you respect theirs as well.

Starting a new job always comes with a mixture of feelings. On one hand, you’re excited! You nailed that interview process, accepted a good offer, and you’re looking forward to whatever the new company and title will bring. On the other, you’re the new kid! You’ve only met your new manager and a handful of your future team members throughout the interview process. You told them what you can do and now you have to show and prove. All of this can drum up tons of internal questions. Will you really knock those projects out of the park? Will the team get your jokes? Will your new coworkers really like you? Will you like them?

With companies building remote teams, this angst can be magnified if you’re starting your job while working from home. No office to go into can mean no first day lunch to get to know your new team. No coworkers sitting close by to ask simple questions, and fewer opportunities to strike up casual conversations and build relationships. If your interview process was fully virtual — just phone and video interviews — that can just drive up the first day jitters even more.

While fully remote work may be new to a lot of companies, many startups have long worked this way. We’ve both remotely onboarded new members of Team VFA and coached our Fellows through a similar process. Starting a new job remotely can pose its own unique challenges but it can still be done successfully. Follow these tips to make sure you start the new job on the right foot, even if you’re not stepping foot in an office.

Ask about your onboarding.

You went through all the interviews, you impressed the team, and you got the offer. But once you accept, immediately turn your thoughts to how you can be successful in the role. After you’ve agreed upon your start date, ask your new manager or team about what you should expect from your onboarding. This will give you a better sense how your new team is thinking about bringing you into the fold.

If you get the sense that there is no planned or structured onboarding, give some thought to it yourself. Ask your new manager if you can set up intro meetings with the key teams and people you’ll be working with.

Double up on status meetings.

Startups move quickly and often your manager will have a full workload of projects of their own. In fact, it may have been that heavy workload that convinced the team that they needed to hire someone new in the first place. Every additional employee is a pretty big added expense for a growing company so startups don’t typically hire unless they really need the help.

All of this means that your manager may not have the bandwidth to spend a ton of time with you. We typically advise new hires to schedule at least a weekly standing meeting with their direct manager to discuss the status of their current projects, feedback on their work, and any other topics that may arise. If you and your manager won’t be sitting in the same office, or even the same state, you’ll need more regular touchpoints at the outset to make sure that you’re on the right path.

Right when you start, set up at least two weekly meetings to go over your work with your manager. You may even want to have a short daily check-in to make sure you’re on the right path with your work. It may sound like a lot, but when we say short, we mean no more than 15 minutes. This kind of regular touchpoint will help you and your manager build rapport and will make sure that you’re delivering the kind of work that is expected.

Be proactive about relationship building.

One thing that’s lost when working fully remotely are organic opportunities to get to know the other members of your team. There’s no office pantry or water cooler where you can chat about your latest binge-worthy TV obsession. You can’t tag along with coworkers going out to grab lunch from the local deli.

However, you can be proactive about recreating these kinds of opportunities, albeit virtually. Depending on the size of the company, set a goal to virtually meet as many of your coworkers as you can during your first few months. Send a calendar invite for a virtual coffee with the only goal of getting to know the people you’ll be working with better. If you’re joining a team of less than 50 people, you should aim to connect with each of them within your first 90 days. Don’t worry if you can’t get time on every person’s calendar, but the fact that you tried will serve you well in the future by showing that you made the effort to connect despite the physical distance between you.

Show some personality.

In the early days at a new company, you definitely want to make sure that you are projecting an impression of yourself as a competent, diligent professional. You also want to make sure that your new team gets a chance to know the real you too. Don’t be afraid to let your personality shine through in your interactions, even if they’re only digital.

If your team has Slack channels that aren’t work related, chime in. Tell them about the great new series you found on streaming or the YouTube channel you can’t get enough of. Leading a meeting? Feel free to start with a quick ice breaker to help you get to know your new team better and for them to get to know you.

No matter what the circumstance, starting a new job can feel daunting. Remember, if you got the job in the first place, it’s because your new team believed you were qualified and could be successful. Even if you’re starting your job remotely, find comfort and encouragement in realizing that you’re exactly where you need to be.

If you scored a job interview during the pandemic (or any major economic event), congratulations! Many companies have put hiring processes on hold. The fact that you’re still making progress is no small feat; you should be proud of yourself.

As you prepare for your interview, you’ll find that many companies are still working remotely which might mean an adjustment to the traditional approach to interviewing. Most of the standard interview advice still applies, though, with some slight modifications.

If you haven’t already, start with our Guide on Nailing Every Interview Question, Every Time. That’ll get you prepared to show the hiring manager why you’re a good fit for the job. This guide will walk you through how to approach an interview in the midst of these uncertain economic times.

Test your tech.

Chances are, if you land a job interview during this time, it’ll likely be a video or phone interview. Make sure your devices are ready. Download whatever software you’ll be using in advance. Make sure you can get it running on your device and that you know where all the controls and settings are.

If you’re doing a video interview, make sure you have a quiet place where you can have a professional conversation. Open up the camera on your phone or device and check to see what’s visible in the background. If the background behind you isn’t projecting the professional, polished image you’re going for, consider finding another location, hanging a simple cover, or uploading a simpler background photo if the app and device you’re using will allow for that. Don’t go too far with the uploaded backgrounds, just a simple plain color or even an image of a window or simple room will do – now is not the time for beach views or memes. Some of the same rules apply if the interview is by phone too. Try to make sure you’re in a quiet environment that won’t be distracting to you or the interviewer. Lastly, make sure your phone or computer is fully charged before you start.

Prepare for plan b. 

Call it Murphy’s Office Law – even if everything ran smoothly during your test run, if the tech can fail, it will. If you downloaded Zoom, made sure it worked, and picked out the perfect place at home to project professionalism, the video call may still lag or be choppy. Make sure you have one backup device that you can use, even if that’s just switching from video to a regular phone call. 
Your best bet, if you run into any tech problems, is to roll with the punches and continue the conversation as quickly as you can on another device. Recruiters should be understanding and accommodating to issues that arise. Many people have had to move their entire lives to a digital space overnight, so don’t beat yourself up if things don’t go perfectly.

Get “there” early.

If you were going for an in-person interview, you would aim to arrive at the company’s offices a few minutes early. You should do the same for a video interview. Log on to the video conference or dial in to the conference call line at least five minutes before your scheduled interview time. This gives you a buffer in case you run into any tech problems and a chance to quickly switch over before you lose too much time. 

Get dressed.

We’ve seen all the jokes and memes. We know that after weeks at home, working and studying remotely, getting dressed hasn’t been anyone’s top priority (we love our sweats too!). But for a job interview, make it yours. Put on real clothes – top and bottom. You may think only waist up is necessary, but better to play it safe and get fully dressed just in case you have to stand up or grab something during the call.

Make sure you’re fully dressed and ready to be seen when you log onto the video chat. There have been folks caught undressed and unaware when they thought they were just testing their camera. And even if the interview is by phone, it still may be worth getting dressed just to put yourself in the right state of mind.

Focus on your flexibility.

Recessions and large scale global events, like a pandemic, often make companies change directions. Many times in ways that they cannot always anticipate. Projects that were important a month ago may be put on the backburner indefinitely. This is doubly true in startups, especially early stage companies that are still searching for their product-market fit. To be able to change directions quickly, they’ll need team members who are incredibly flexible.

While you’re answering questions and talking about your qualifications, you’ll also want to signal that you’re the kind of team member who is adaptable and can roll with whatever the day brings. If you worked on a project that encountered a lot of challenges, make sure you mention it and how you’ve learned to handle unexpected obstacles. When you’re explaining why you’re interested in the role, acknowledge that you know things might change and you’d be happy to work at the company in any capacity. Practice saying something like “my analytical skills would serve me well on your data team but I know things are constantly evolving. I’m so inspired by what you’re building here, I’d be thrilled to lend my talents to the team in any capacity.”

Ask about employee safety.

You’ll spend most of the interview answering questions about yourself – what you’ve done in the past and how that prepared you to handle responsibilities of the role. But at the end, you’ll probably get some time to ask your interviewer questions. You should be ready with questions about the role, the company, and that person’s experience there. If you need some suggestions, we have a list of sample questions here.

You can also ask some important questions about how the company approaches employee safety, especially in light of the current pandemic. It’ll help you understand how leadership approaches employee safety and shed more light on what it might be like to work there. Ask questions like “in what ways was your team well-prepared to work through the current pandemic and what new policies or procedures have you implemented in light of the current situation?” or “what has the current situation taught you about leading through a difficult time?”

Preparing for a job interview now isn’t too different than it’s always been. You just need to make sure you’re prepared and ready to let your experience shine through digitally, even if you can’t meet your potential future team in person just yet.  

We won’t sugarcoat this for you. If you’re a recent grad just starting out, finding a job is going to be tough right now. The economy is down and there’s a lot of uncertainty about when things may turn around. Many companies are focusing on reserving cash and paying the team they have.

But there are still open jobs out there. Many companies are still hiring — either to replace folks in critical roles that previously left or to grow the teams that will help them grow the business. It’s still possible to find a job right now. Job seekers will have to be more nimble and persistent in finding them, especially ones who are entering the market with more potential than proven experience.

Follow these tips to get yourself ready to find the right job, even when times are tough.

Be prepared.

We often start our job search advice with “do your research.” And for good reason — nothing turns a hiring manager or executive off more than a job seeker who is unprepared and unaware of widely available information.

When looking for a job in a crisis, being prepared is even more important because there are more qualified candidates than there are available jobs. You’ll have to be willing to go the extra mile to stand out. Being prepared is an easy way to do that.

Before you submit an application, make sure you’ve done the necessary leg work. Start with the company and understand their products, their competitors and their team. Read the company blog, follow their leaders on social media, do a news search to read their press coverage. The goal is to know as much as you reasonably can about the company.

Then, dig into their industry. How is the industry projected to fare during an economic downturn? Where does this company stand within its industry — are they a major player setting the tone for everyone else or a young, upstart trying to disrupt the status quo? What are the major trends that all companies in the space will have to adapt to? In this economic climate, every company is considering whether they’ll see a surge in new customers or a precipitous drop in demand. Make sure you understand how this company’s industry will be affected and how the company will weather the storm.

Be polished.

You’ve done your research, so now it’s time to show the company that you’ve gone that extra mile. Spend time poring over the posting for the job you’re applying for. Then, tailor your resume and cover letter specifically to the needs of the position and the company. Companies are not taking on the added expense of hiring someone new unless they have to, so having someone in the role must be important for the business. Read through the job description with a critical eye to figure out how this role fits into the overall success of the business. The hints will be there!

For example, if you’re applying for an Account Executive role, you may be required to work closely with current and prospective clients so relationship management and sales skills will be a must have. Keywords like “great communicator,” “go getter,” and “prioritizes goals” will tip you off to what success looks like in the role.

Take those keywords and use them to tailor your resume and cover letter just for this job. Are they looking for someone who can cold call prospects? Include the time you went door to door canvassing for a ballot initiative on your resume. Oh, they need someone who can meet ambitious goals too? Use your cover letter to tell the story of how you crushed your personal best on your club sports team. Make sure you actually use those same keywords in both your resume and cover letter. Some companies use automated systems to scan and reject applicants based on whether their resumes include certain words. Tilt the odds in your favor by including  language they’re using. 
Bonus: here’s a helpful guide on crafting and formatting your resume and cover letter.

Be flexible.

Finding a full-time job in the midst of economic uncertainty requires a lot of flexibility. When a company does decide to hire in this kind of economic environment, they have an extraordinary amount of leverage. They benefit from the increased demand for the smaller supply of jobs, especially quality ones. And if it’s a company building a cool product and offering decent pay, benefits, and a strong team culture, they have even more of an upper hand.

That means you, the job seeker, will have to be incredibly flexible to nab the job you want. You’ll need to be flexible on the exact kind of role, the salary, and even the location of the job. You may have had your heart set on working in project management, but now customer success might be the only thing available. Rather than being precise about what you want out of a job, broaden your focus to include jobs that can affirmatively answer these two questions — “will I learn useful skills here?” and “will I like working with these people?”

Again, it’s a tough market and there are more qualified candidates than there are jobs. Digging in your heels will mean you’re looking for work longer than if you’re flexible about what you’re willing to accept. Do some yoga stretches now and be prepared to bend for the job you want.

Be patient.

Recessions force companies to move more slowly than usual, and much more slowly than they’d like to. Founders and leaders of that company are keeping their eyes on the numbers every day. Where they previously were driven by growing sales, many will shift to trying to simply keep and service their current customers. They’re similarly keeping an eye on holding down expenses as tightly as they can. Even if their teams desperately need a new engineer or content marketer, they may delay making that hire as long as they can keep expenses down and conserve additional cash.

This means job seekers should plan to be in it for the long haul. Even if you’re charming the pants off of every recruiter and HR manager you speak to. Even if you’re willing to take any job to get your foot in the door. Even if you have an amazing skill set that’s in high demand.

Remember, each company is trying their best to maintain and take care of their current employees. Don’t take any slowness in the hiring process as an indicator of your ability or fit for the role.

Be a hustler.

If you, like most Americans, still need to make money while you’re on the hunt for the right full-time job, be prepared to hustle in the meantime.

While many companies won’t be able to hire people full-time, and provide all the benefits that come with being a full-time employee, they may still be willing to pay contractors for help. Think about what skills you have, what skills you’re looking to build, and see if you can contract or consult for a business that needs them. Really into social media? Reach out to some smaller businesses to see if they need help creating content or managing their online presences. Know how to code? See if that tech startup might need an extra set of hands.

You likely won’t be able to charge a lot at first because they may not have big budgets but that extra money could help you stay afloat while also building your resume.

Finding a job in a down economy is going to be tougher than normal. But it’s not impossible. Follow these tips and keep your head up. You’ll eventually find a role where you can learn, grow and start your career off on the right foot.

It’s an ugly truth: when women start their own companies they have a harder time raising money from investors compared to their male counterparts. In 2019, only 2.8% of venture capital investments went to all-female founded companies. For Black and Latinx female founders, this number is even lower. How low? Black female founders have received only .0006% of tech venture capital funding since 2009.

At Venture For America, we have the privilege of calling some of today’s leading women founders members of our community. They’re acutely aware of what it takes to run companies and of hurdles that come with raising money to help their companies grow and survive. We asked some of these female Fellow Founders to share their tips on what it takes to pitch. Their wisdom should serve as helpful inspiration to anyone starting a new business. But it also reminds us that making entrepreneurship accessible for all is far from over.

Now, about the money.

Get mentally prepared to pitch.

Agni CEO Astrid Schanz-Garbassi (2013, Providence) says “I am a huge fan of visualization. It’s quick, free, and consistently really powerful for me. On a day that I’m pitching, I might dedicate my meditation practice that morning to visualizing certain moments of the pitch: an impressed investor smiling and nodding, my co-founder delivering an insightful response to a question with conviction, a really great handshake with eye contact.” Astrid’s company makes foods to support specific life moments like postpartum recovery, period health, and menopause transitions. After several months of beta sales she closed a $2.5 million seed round in August 2019, led by Greycroft, to support an upcoming public launch. “Or I might just sit in the car with my eyes closed for 2 minutes before getting out envisioning this.”

Jamie Norwood (2015, Baltimore) and Cynthia Plotch (2015, Philadelphia) are the founders of Stix, a company that provides discreet health products for women. “We practice with each other before and go through any tough questions we’ve gotten in the past to prepare. Every pitch is an opportunity to improve and we tweak our pitch after every conversation. Our best pitches are the ones that turn into an open conversation and dialogue around the problem we’re solving, so we always strive for those types of investor meetings.”

Stay motivated in the face of a ‘no’.

In a lot of ways, it’s just as simple as remaining steadfast. When Jessica Alba launched the Honest Company, she heard ‘no’ more than 200 times and still went on to pull in more than $530 million in funding over seven rounds.

For Jamie and Cynthia, this was a bit tougher. “It’s demotivating and concerning to hear no after no, but it’s also the unfortunate reality of starting a company. One way to stay motivated is to connect with other founders in our community (the VFA network is great for this!). Everyone is going through the same thing, and it’s so nice to know we aren’t alone. Throughout this experience, we’ve learned that one of our strengths is asking for help. We call or text with our mentors daily and we don’t know how we’d do this without them.”

Astrid pointed to a Chinese idiom that roughly translates to “Old man lost his horse, how do you know if it’s a blessing or curse?” “The story is very evocative. Remembering that each ‘no’ may be a blessing, that that team clearly doesn’t understand our vision or connect with me and therefore would not be a good partner in helping us with what we want to accomplish, leaves me feeling at peace with every no and even more energized for the next meeting, where I may meet someone who does see my and my company’s potential.”

Learn to tackle questions that you may only be getting because you’re a woman/of your gender identity.

Founders are often placed in awkward situations. It could be as harmless as tripping over a word in an informal elevator pitch at a bar and range to being exposed to extremely offensive commentary from a potential investor. This includes getting probing questions that are only being asked because of their gender identity.

Astrid doesn’t deflect these kinds of questions, preferring to address them directly. “I answer them with as much clarity and conviction as possible and hope, as with any answer that I’m giving, that it provides an opportunity for the individual to get to know me, trust me, and feel confident in my leadership and intellectual abilities.”

For Jamie and Cynthia, this was another tough one, “especially because we make women’s health products and, unfortunately, most investors are men, so they don’t have firsthand experience with the problem we’re solving for. We do our best to answer respectfully answer their question and then point to data we’ve collected or insights we have from our customers. We know we’re building something great and we have traction to prove it, so we go back to that as much as possible.”

Remember, as Astrid said, ‘no’s’ can be a blessing in disguise. You want to be aligned with partners and investors who not only understand your vision, but who also believe in you as a founder. You’re not obligated to take funding from anyone who makes you uncomfortable so you always have the right to walk away, even if they respond to your pitch with an offer to invest.

Keep these things in mind when pitching.

For Jamie and Cynthia, it’s pretty simple — “Just be yourself. At the seed stage, investors are making a bet on the founders. Our most successful pitches have been ones where we connect with the investor on a deeper level and just have an honest, open conversation. Also, for more tactical advice, do your homework and look like you have it together. The ability to answer tough questions and seem unfazed is a tough but important skill.”

It’s a one sentence statement from Astrid: “Get multiple introductions from multiple people to the same investor group.” She also says “it will be an amazing and rewarding learning experience regardless of the outcome. Also: confidence in yourself is contagious — nurture that confidence!”

Even more, Jamie and Cynthia want you to be aware of the imposter syndrome as it’s “our worst enemy here. With a lot of practice and help from your community, anything is possible.”

Lastly, don’t be afraid to walk away.

Yelitsa Jean-Charles (2016, Cincinnati) is the founder of Healthy Roots Dolls, a toy company that creates storybooks and dolls to showcase diversity and empower young girls. She advises female founders to be mindful of whom they choose to accept money from. “I said no to $20,000 from an organization that slighted me and ended up receiving a six-figure investment and winning $125,000 a few months later. Not all money is good money.”

If the terms of the deal aren’t right for your business, don’t be afraid to politely decline. Again, if a potential investor makes you uncomfortable and isn’t someone you’d want to partner with, you can always walk away.

While everyone’s experience pitching investors will be different, these words of advice from our female Fellow Founders are good to heed. What lessons have you learned when pitching for your company and can you share this information with others? Also, what resources can you point new founders to that are in the throes of their first round? Every bit helps and will play a role in helping ensure that everyone who wants to become an entrepreneur one day can.