Career Decision Risks

Your employment offer letter is not your employment agreement. What is verbally told to you in the interview process can change. Before you resign from your old employer, get EVERYTHING in writing. Make sure there are no surprises. That you have a chance to review anything you will be expected to sign before you resign from your old job. I have heard the following story several times recently. So, beware. I spoke to a rep named Mike, who was very angry. He was bait and switched during the interview process. He was verbally told about the comp plan, quota, and accelerators. He was offered the job through an employment letter. It included his base salary, title, start date, benefits, and a few other basic pieces of information. Mike signed the letter and resigned from his old employer. After joining his new company a few weeks later things were different. He was given an employment agreement and compensation plan to sign. The comp plan was very different than what was discussed. The quota was considerably higher, the accelerators were lower. Mike estimated that his earnings would be $60k less than expected. The plan also called for commissions to be paid on collections and quarterly, something Mike had never experienced in his sales career. The plan also said that commissions would not be paid upon departure. That he was not eligible for earned commissions if not employed. The employment agreement had overly restrictive clauses. The non-compete, non-solicit and non-disparage were vague and one-sided. Mike feels stuck. He does not want to work there anymore. He is worried that the non-compete could limit his employment. He is worried that the short stay on his resume will harm him as well. Mike learned a big lesson the hard way. He wants me to share his story to help you to avoid it happening to you. Never resign until everything is in writing and finalized. Leave nothing open to interpretation or gaslighting. Don't let them make you feel guilty for getting everything in writing. If they do, they likely never intended to honor it in the first place.

𝐓𝐡𝐞 𝐃𝐚𝐫𝐤 𝐒𝐢𝐝𝐞 𝐨𝐟 𝐂𝐲𝐛𝐞𝐫𝐬𝐞𝐜𝐮𝐫𝐢𝐭𝐲 𝐍𝐨𝐛𝐨𝐝𝐲 𝐓𝐚𝐥𝐤𝐬 𝐀𝐛𝐨𝐮𝐭 Everyone loves the “hacker” title, everyone loves the glory stories. But nobody talks about the lonely, dark, and frustrating side of this field 1. 𝐓𝐡𝐞 𝐌𝐨𝐫𝐞 𝐘𝐨𝐮 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞, 𝐌𝐨𝐫𝐞 𝐁𝐨𝐫𝐢𝐧𝐠 𝐲𝐨𝐮𝐫 𝐫𝐨𝐮𝐭𝐢𝐧𝐞 𝐛𝐞𝐜𝐨𝐦𝐞 When you’re starting out, every new task feels exciting. But as you grow in this field, you need to practice your skills more, work on more labs and that process can start to burn you out. You might find yourself solving the same lab multiple times to sharpen your skills, repeating the same process over and over, until it eventually starts to feel exhausting. 2. 𝐀𝐥𝐦𝐨𝐬𝐭 𝐧𝐨 𝐒𝐥𝐞𝐞𝐩 CTFs, lab challenges… once you get into it, time disappears. You start in the evening, and next thing you know, it’s 3 AM. I’ve spent 8–9 hours straight glued to the screen without realizing it. 3. 𝐃𝐞𝐦𝐨𝐭𝐢𝐯𝐚𝐭𝐢𝐨𝐧 𝐇𝐢𝐭𝐬 𝐇𝐚𝐫𝐝 Today Kali Linux is stable, but back in 2016–17, one small issue like in sources.list, network manager, or GPU/Wi-Fi driver) could indeed break your setup and ruin your entire day. Those days we didn’t have ChatGPT it was hours of Googling, watching YouTube tutorials, digging through Reddit threads… and sometimes, after all that, you’d still end up reinstalling the OS from scratch. 4. 𝐒𝐨𝐜𝐢𝐚𝐥 𝐋𝐢𝐟𝐞? 𝐀𝐥𝐦𝐨𝐬𝐭 𝐆𝐨𝐧𝐞 I’ve never been a big fan of social gatherings, but once you’re deep in cybersecurity, it gets worse. Long, unpredictable hours eat away at your social life. 5. 𝐍𝐨 𝐌𝐨𝐧𝐞𝐲 𝐟𝐨𝐫 𝐇𝐚𝐫𝐝𝐰𝐚𝐫𝐞 When I started, I had a Lenovo Ideapad 100 15IBY (Pentium N3540/4GB/500GB/Windows 10). It felt like trying to run World War II on a typewriter. I ran Kali in dual boot on it. Wi-Fi adapters were expensive, and things like Raspberry Pis, RTL-SDR dongles all out of reach for a beginner’s budget. Cybersecurity is amazing, yes. But behind the glam, there’s a side that only those who’ve lived it truly understand. This post isn’t to scare beginners but to give a reality check about this field. If you really want to grow in it, you’ll go through all these phases at some point in your journey. So be prepared if you don’t feel like doing it, just keep going, because that’s part of the process. By the way, about the thumbnail this was taken while I was solving a CTF in the midnight, around 2–3 AM. My Osmo Pocket 3 was on, so I thought, “Why not take a selfie and use it for the thumbnail?”

A career in cybersecurity is NOT for everyone...Before you throw stones at me, please read the full caption... The context of this video is not about if you must have a degree or not It's not about if you must have a computer science degree or not It's not even about if people without a background in technology can thrive here It's the other key, IMHO undebatable factors of success, we don't frequently tell you about. Here's a list of just 3 of them... 1. A career in #cybersecurity is NOT for you if you don't enjoy solving problems everyday... Most roles in cybersecurity are not just about tools and technology—it’s about critical thinking, anticipating threats and mitigating risks. If you're not curious or don’t enjoy solving complex problems, you may struggle to thrive here. Some of the problems you will encounter will be caused by people. You must be able to navigate this as well (and somehow enjoy doing so). 2. A career in #cybersecurity is NOT for you if constant change and learning doesn't excite you... Cybersecurity is one of the most dynamic fields in tech. Threats evolve daily, requiring constant learning and adaptation. I appreciate that not everyone enjoys or can sustain the pressure of learning new technologies, emerging threats, and adapting to rapidly changing environments —cybersecurity requires relentless learning and professional development. For those who prefer a stable knowledge base or are resistant to change, this constant upskilling might feel overwhelming. The next point is not something we are proud of, but its a reality we are trying to change.... 3. A career in #cybersecurity is NOT for you if you cannot self regulate to handle high levels of stress and responsibility. Cybersecurity professionals often shoulder immense responsibility. A single oversight can lead to breaches that compromise sensitive data, cost millions of dollars, or damage reputations. The pressure to protect systems while responding to incidents in near real time can lead to burnout for people not suited to high-stakes environments. Bottom line of this post is that, cybersecurity is a critical and rewarding field, but it’s NOT for everyone. It demands a mix of curiosity, resilience, adaptability, and a willingness to handle pressure and complexity. It is my hope that recognizing these realities will not scare you but help reset your expectations to be more realistic if you are currently considering this career. I also hope this post contributes to ensuring you’re entering the industry for the right reasons. #careers #informationsecurity #technology

“Maternity leave”... what people see vs what people don’t. I spoke to a candidate yesterday who is looking for jobs during her maternity leave. Yes, she received the dreaded layoff email when she was in midst of one month child checkup visit. She hadn't slept for 3 days straight. She could not tell me if it was because of the baby or the layoff. In the U.S., FMLA (Family and Medical Leave Act) offers eligible employees 12 weeks of unpaid job-protected leave. The Pregnancy Discrimination Act prohibits discrimination based on pregnancy or childbirth. ✅ Sounds reassuring, right? But here’s the nuance no one tells you: If your company is restructuring or downsizing, being on maternity leave doesn’t automatically shield you. You can be included in a layoff, if the employer can prove it would’ve happened regardless of your leave. And lately, that line feels blurrier than ever. In 2025 alone: 📉 Google faced a lawsuit claiming employees on or returning from parental leave were disproportionately impacted in layoffs. 📉 Barnard College was accused of firing a pregnant employee to avoid paying maternity benefits. 📉 Law firm DLA Piper was ordered to face a lawsuit over alleged pregnancy bias. Each case different, but the message similar: women still shoulder uncertainty when they should be focused on healing, bonding, and adjusting. Maternity leave isn’t a break; it’s a balancing act between love, loss of identity, hormones, and career anxiety. 💔 What people don’t see? - The emotional toll of wondering if your role will still exist when you return. - The guilt of feeling “replaceable.” - The courage it takes to start again. Let’s change that narrative. If you lead teams: review your policies, audit your layoff data, and ensure fairness. If you’re on leave or planning for it: know your rights, document your communications, and ask the hard questions early. Empathy and equity shouldn’t vanish when the out-of-office turns on. I’d love to hear from you: Have you (or someone you know) faced job uncertainty during maternity or parental leave? What can companies do better beyond compliance to truly support parents? Visual: By my friend, Si Conroy. ♻️ Repost to spread the message. Thanks!

⚠️ BEFORE YOU SIGN THAT OFFER LETTER - READ THIS! Excitement can make anyone rush to say “I accept!” But that few-page offer letter could determine your freedom, side hustle, money, and future job options. Many employees don’t realize they signed away their rights until it’s too late. Here are 5 key clauses you must read carefully before signing any job offer 1. Intellectual Property Clause “Anything you create belongs to us.” This sounds simple until it’s not. Some companies claim ownership of everything you create, even on weekends or your personal laptop. Example: A designer creates brand templates for her side business. Her employer later claims it’s their property. Tip: Ensure it applies only to things created during work hours, using company tools, and for company projects. 2. Non-Compete Clause “You can’t work for a competitor after leaving.” This can be a career trap. Some firms ban you from working in the same industry for up to 2 years, even if that’s your field of expertise. Example: An ex-marketer from an FMCG brand gets a better offer elsewhere, but can’t take it because of a restrictive clause. Tip: Look at the scope, duration, and industry. A fair non-compete shouldn’t last more than 6 months. 3. Confidentiality (NDA) Clause “You must not disclose company information.” Standard but know your limits. It’s meant to protect business data, not silence you from speaking about your experience or exposing wrongdoing. Example: An employee reports harassment and is told, “You’re breaching your NDA.” That’s misuse. Tip: Ensure it clearly defines what counts as “confidential.” It shouldn’t override your legal or ethical rights. 4. Termination Clause “We can terminate your employment with/without notice.” This determines how and when you can be let go and what you’ll be paid. Example: A staff member was terminated immediately “without cause" and received no severance or notice pay. Tip: The clause should apply both ways (for you and the employer). Check the notice period or compensation terms. 5. Probation Period Clause “During probation, either party may terminate without notice.” That’s the line most people skip. Probation can last 3-6 months, but some companies quietly extend it indefinitely. Example: A friend stayed “on probation” for 10 months; no confirmation, no benefits, no raise. Tip: Confirm when probation ends, and what changes after confirmation (benefits, pay, rights). Your excitement shouldn’t cost you your freedom. Before you sign... read, understand, ask questions, and seek advice. You deserve clarity as much as you deserve the job. Have you ever discovered a surprising clause after signing an offer letter? Share your experience, others could learn from it. #CareerTips #JobSeekers #HRInsights #Workplace #Contracts #CareerAdvice #EmploymentLaw #NigeriaJobs #JobSearch #ProfessionalGrowth #HRBecca

Silent Red Flags in a Contract Not all contract risks are obvious. Some don’t wave big red flags they sit there quietly, sipping coffee, waiting to ruin your day when it’s too late. Here are a few sneaky ones to watch out for: 1. Termination Notice that has a trap ex: “Either party may terminate by giving a 90-day prior written notice by registered post.” This sounds fine until the other party refuses to accept mail, leaving you stuck. Flexibility in notice delivery methods (emails, RPAD, etc.) helps avoid this. 2. Auto-Renewal that feels like some subscription you forgot to cancel ex: A contract that auto-renews unless terminated 60 days before expiry. Missed the deadline? Congratulations, you just bought another term of commitment. Always check renewal terms and negotiate flexibility. 3. ‘Reasonable Efforts’ without a guiding light ex: “The service provider shall take all reasonable steps to ensure 99.5% website up-time.” Reasonable to whom? The client? The universe? Always define obligations with measurable standards. 4. Confidentiality that lasts forever ex: “The receiving party shall never disclose or use the confidential information.” Never is a long time, longer than some companies exist. A well-drafted clause should account for practical realities (disclosures required by law, etc.). 5. One-sided dispute resolution ex: “All disputes shall be resolved by arbitration, and the Party A shall appoint the arbitrator.” Agreeing to this means you’re going to their turf every time. Always ensure jurisdiction and dispute resolution are neutral. 6. Hidden costs in referenced documents ex: The main contract looks great, but a linked “Standard Terms & Conditions” document quietly adds extra fees, penalties, and other nightmares. Always review referenced docs. for no surprises. 7. ‘Best efforts’ vs. ‘Commercially reasonable efforts (CRE)’ ex: “The contractor shall use its best efforts to complete the project on time.” Best efforts could mean working 24/7 with unlimited resources. CRE = practical, business-minded execution. Choose wisely. 8. Non-Compete clauses that overreach ex: “The employee shall not engage in a competing business at any time in the future.” is a legal life sentence. Restrictions ought to be reasonable in scope, and duration. 9. Force Majeure that helps one side ex: “In case of an unforeseeable event, Party A is excused from obligations.” And Party B? Well… good luck. Force majeure should work both ways. 10. Silent Assignment clauses ex: You sign a contract with a trusted vendor, only to realize they’ve assigned their obligations to an unknown entity. Avoid unpleasant surprise, and require written consent before assignment. A little ambiguity is unavoidable. But when vagueness creates risk, or gives one party too much control, that’s when alarms should go off. #ContractReview #InHouseCounsel

When men have children, they are rewarded for it with higher titles and higher salaries. When women have children, they are penalized for it with lower salaries and lack of career progression. There are a variety of factors at play: - women are generally the ones taking parental leave which can cost them months or years of progress in their careers - women take on the greater burden of responsibilities for childcare, transportation, school events, etc. - this is all exacerbated by the rising cost of childcare meaning that some families may decide that it just makes more sense for someone (usually mom!) to step back from work. Whether it's intentional or subconscious, employers can hold this against their female employees. "Maria just got married, she'll probably start a family soon and we can't handle a parental leave, let's hire Marcus instead." "It's great that your son made the travel soccer league, Trisha! I know when my son did travel league a few years ago, it was practically a full-time job for my wife. I hope you're not going to need too many days off for all those games!" "Antoine sold $1.2M last year while Janine was only at $900k. I know she was out 4 months for parental leave but he still sold more. Let's promote Antoine." This dynamic isn't going to get better any time soon: childcare costs are rising, schools are seeing shortages that are impacting transportation - these are all responsibilities that can fall on parents (and disproportionately, moms). There are things employers can do: 1. Rethink those strict RTO mandates - remote work or flexibility around start times can give families more flexibility and make it easier for them to accommodate curve balls in their schedules. 2. Check for biases in your thinking - if you find yourself making assumptions about what someone's commitments may look like based on anything other than the evidence they've shared, that's a bias. 3. Offer parent-friendly benefits - backup care, childcare partnerships, lifestyle budgets that can offset childcare expenses, and childcare FSAs are all ways to make your workplace more parent-friendly. 4. Conduct analyses on compensation and promotion rates to see if there are gaps between moms and others. The reality is that we don't have any viable solutions in the short-term to address the cost of childcare or the shortages in our schools, and budget cuts to our schools will only make this worse. So I hope workplaces will recognize this inequity and consider ways they can make their workplaces not just more parent-friendly, but more mom-friendly.

Do not let your friends get to this point ↴ Rock bottom. In a profession like recruiting (external), many of us, including myself, have reached this point multiple times. The pressure is palatable, especially for high-pressure solo practitioners where our success determines if we feed our families. 👉 Let's break down the concerns ↴ 1. Burnout   → Unrealistic targets and the "always-on" nature of the job add to this stress and mental, physical, and emotional exhaustion. 2. Rejection Fatigue → The "No's" add up: Constantly dealing with candidates' & clients' rejections or disappointments can create feelings of inadequacy or failure. 3. Pressure for Performance → Intense Metrics-driven environments can result in overwhelming stress to meet KPIs. Economic factors, such as layoffs or hiring freezes, add further stress. 4. Emotional Toll of Candidate Support → Supporting them through brutal rejections or coaching them to improve can be draining. 5. Isolation in Remote Work → For some, the shift to remote recruitment has reduced in-office camaraderie, increased feelings of isolation & impacted mental well-being. 👉 What to look out for in our industry colleagues, friends and family↴ 1. Decreased Productivity Missed deadlines, lower placements, or poor performance relative to prior output. 2. Physical Symptoms → Fatigue, headaches, disrupted sleep, or drastic weight/appetite changes. 3. Changes in Attitude or Behavior → Irritability, reduced communication, or withdrawal from team interactions. 4. Reduced Job Satisfaction → Expressing dissatisfaction or lack of fulfillment in the role. (not standard sarcasm)🙄 5. Impaired Decision-Making → Difficulty managing priorities or making clear, strategic choices. 👉 Strategies to Address Mental Health in Recruitment ↴ 1. Normalize Mental Health Conversations → Provide a culture where discussing stress or seeking help is welcomed and not stigmatized. 2. Reasonable Targets and Metrics  → Ensure KPIs are ambitious but achievable to reduce unnecessary pressure. 3. Flexible Work Arrangements → Encourage work-life harmony through remote work flexibility or mental health days. 4. Mental Health Resources Offer access to counseling, therapy, or stress management programs. 5. Peer Support Networks → Build spaces where recruiters can share experiences & coping strategies. 6. Training Managers to Spot Signs → Equip leaders to recognize when team members need support & how to provide it effectively. Recruitment is a team sport & we must look out for each other as humans. Keep an eye on your friends who do this solo and check in on them. It's like a REAL check-in. Together, we can make a difference! 👉 And before you write some snarky comment about job seekers or other professions, YES, these tips can apply to all. But right now, I am focusing on my industry to spread the word and make a difference. Thank you!  

What if your job does not just make you tired... It makes you angry, guilty, poisoned, or dirty on the inside? What if your "leaders" make you feel ashamed? Like when you are told to lie to your customers, or “edit” the data as to not “stress” the public, overcharge the marginalized, or use inferior and unsafe materials in constructing a condo project? What if you and your team were betrayed - took on a major project on the promise of resources, only to have those resources diverted elsewhere, while you were still held responsible for the project? You might be experiencing a workplace moral injury. After I published my Fast Company article which defined it as "a trauma response to witnessing or participating in workplace behaviors that contradict one’s moral beliefs in high-stakes situations with the potential of physical, psychological, social, or economic harm to others," I received many questions. In this newsletter, I answer three of the most common – and please, keep those questions coming! #HumanResources #Wellbeing #MoralInjury #PsychologicalSafety #Burnout #Ethics https://lnkd.in/gHqMpPJ7

Are you struggling in an under-resourced #workplace? Inadequate staffing has been cited as one of the biggest stressors in today's business world. As employees struggle to manage the job responsibilities of 2 or 3 people, exhaustion happens first. Long working hours, with little to no downtime, leads to mental and physical fatigue. In the long term, it’s the pressure to continue to meet high expectations, even though the workload is unmanageable, that causes #burnout. At this stage, employees either collapse or quit. As employees we know working like this is harmful and not sustainable, but we keep going. The fears of: ❗️ disapproval and judgement  ❗️ missing out on a promotion  ❗️ being seen as weak, imperfect or a poor performer  ❗️ letting people down ❗️ being indispensable ❗️ conflict or confrontation ❗️ rejection or job loss make us soldier on. The hope of change fuels us to keep going. But eventually, even that won't save us from burning out. If you’re in an under-resourced environment and struggling with your workload, standing up for your physical, emotional and mental needs is crucial. Otherwise, burnout will ensue. Take charge of what you can: ✅ Reduce overwhelm by creating a list of most critical/time-sensitive tasks and focus on those first. Break down larger tasks into smaller, manageable mini-goals. ✅ Block time for specific tasks, including breaks - eliminate distractions, and learn how to say “no” to additional workload and people (you can also say “I can’t do it now but I can do it *state time* or “colleague” can help you…) ✅ Communicate challenges and ask for guidance, tools and techniques from managers, mentors, HR, colleagues ✅ Learn/model influencing, selling and negotiating skills to increase your chances of making your needs heard and getting the resources or support you need ✅ Clarify your boundaries, communicate them and stand by them ✅ Seek professional help to work on what's stopping you from setting boundaries e.g. people pleasing, fears of saying no, perfectionism, FOMO, fear of job loss ✅ Update CV, LinkedIn profile, nurture your network, upskill to create psychological safety that if you lost your job, you’d find another one Sometimes the under-resourced state is temporary - and it's doing the best you can with the resources you have until the storm blows over. But if this is ongoing or permanent, and your employer isn’t willing to give you what you need to perform at your best, you must ask yourself: 1) What are you really doing this for? And 2) Is it worth it? What other advice would you give to anyone working in an under-resourced environment right now? #workstress #overworked #mentalhealth