I'm about to start my master's degree in Finance & Investments in continental Europe. It feels like there's a lot of opportunity to learn and earn in the US, where analyst salaries in big cities often trump $100K. Is there any chance for a European starter to get into the American finance field, or is it impossible to compete with US degrees?

I have been looking into hospitalist jobs lately. I am looking to go to Washington or Oregon. I wanted to see if anyone can chime into the compensation package for this:
12-14 patient census. 300k base. 30k sign on. 20k relocation. 50-100k student loan forgiveness. No RVUs. There is some quality measure scheme that adds up to a total of maximum 30k a year (but includes experience). It is a "salary" based role.
Thoughts?

Job Title: Financial AdvisoSales Associate
Hanover Capital Group is seeking ambitious and hard-working individuals to join their elite team of financing specialists in New York City's Financial District as a Financial AdvisoSales Associate. Our firm offers a wide range of financial products and services, including quick solutions and long-term financing, to meet the diverse needs of our clients. We are looking to fill our newest office as soon as possible, with training provided for both financing veterans and fresh faces alike. The company offers an unparalleled opportunity to work with and learn from experienced funding advisors.
Job Description:
At Hanover Capital, you will be responsible for providing lending solutions to small and medium-sized businesses. Our firm offers a wide range of financial products and services, including quick solutions and long-term financing, to meet the diverse needs of our clients.
Hanover Capital encourages interested applicants to apply, regardless of their background or experience level. The role involves pitching and selling Hanover's diverse range of financing tools for small businesses, and the ideal candidate should be able to commute to New York City's financial district. Applicants with experience in sales or related fields, familiarity with CRM platforms, and negotiation skills will be preferred. However, we also welcome individuals who are quick learners, outgoing, and personable. Our firm will provide training on our process, so previous experience in the industry is not required. The company is seeking coachable individuals who have strong time management and communication skills, creativity, and the ability to work around sudden setbacks.
Job Responsibilities:
In this role, you will be responsible for cold-calling business owners, pitching our products and services, learning about their business needs, and identifying how we can best fund and help them grow their business. The ideal candidate will champion and support their teammates' success and the goals of the firm while fostering a culture of diversity and inclusion. You exhibit unwavering integrity that points toward doing right by clients at every opportunity. Insights, interpersonal skills, and meticulous planning allow you to support and guide your customers. As a Financial AdvisoSales Associate at Hanover Capital, you will rely on your leadership and relationship-building skills to build a book of business and deliver personalized investment solutions to your clients. We are seeking individuals who embody a client-first mentality, exercise good judgment, tact, and diplomacy when interacting with clients, executives, and other levels of management.
Compensation: This full-time role is a 1099 independent contractor position, with a commission-based salary ranging from $60,000 to $150,000 per year.
If you're looking for a rewarding career in sales and finance, this is the perfect opportunity for you to join a dynamic team and make a real difference in the business community. Our client's success is our top priority, and we expect all members of our team to prioritize their needs and act in their best interest. Please send your resume for consideration, and we look forward to hearing from you!
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(If interested in the job please email your resume to: [[email protected]](mailto:[email protected]))
https://www.hanovercapitalgroup.com/

TLDR:
Federal Contractor - Information Security Specialist - Security Clearance - $75,000
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Firstly I'm on here everyday reviewing resumes and taking different advice offered out thank you guys for the advices. Secondly, my only advice to you all is to keep learning and keep applying!!!
Background: Graduating May 2023 with B.S IT - Security +, AZ104, SC200, AZ400, CCNA, CySA in that order - 3 YOE(1 YOE paid jobs)
I'll post my resume for more details in case anyone needs some visuals on resumes, I think it looks good and I recommend using this template. If I was to brag I'd say it doesn't miss. ( I used ChatGPT to create my bullet points)
Resume: https://imgur.com/a/DOAWdfC
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Carrer Ladder:
Started my career part time IT Support for my brothers company ($0/hr, just wanted experience)
Second job as a Computer Technician was at my university, this was basically a help desk role. Troubleshooting and password resets. Got bored of this very quickly and decided to start getting my certifications. I got alot of my Azure certs while working here because of the all the downtime I had and we used Azure. (Pay was $10/hr 25 hrs per week - student position so it was understandable and i didn't mind)
Third job as Information Security Analyst, I was able to get into a networking class that the CISO at my school was teaching and on the first day of class, I talked with him, told him I'm wanting my CCNA, already have Security+. Let him know I'm pursuing a career in cybersecurity and he offered me a position. I soaked everything up here, got to work with Nessus, Intune, EDR, and other different types of tools. Before I accepted this job I had an offer from Dell Technologies to work helpdesk/customer service for $45k salary but I choose to go with this because it would give me the necessary skills to not go back to helpdesk after I graduate. (Pay was $12.50/hr 25hrs per week student position so again it was understandable and i didn't mind)
***I started applying to positions March 1st kinda just spammed everything SOC, InfoSec, Security Analyst etc.... Built my resume, optimized and optimized it again, certifications, projects etc.........
Now for the position I was just offered!!
I got a call from a federal contractor program manager, said she saw my application and wanted to talk to me about the job, she told me about the position and then asked me what I thought. I said yeah it sounds like something I’m interested in(I had no clue what position she was talking about) she then says if you want to move forward I can offer you the job. (In my mind I’m like this has to be a scam, she didn’t even ask me what I do currently or any technical questions) I say yeah I’d like to move forward, we talk about compensation she offers $62000 salary, and I accept immediately. Before getting off the phone I ask her could she email me the job posting because I simply had no clue what job this is.

• After reviewing the job posting, I called my sister who works cybersecurity in the government and she tells me; Yeah some federal contractors don’t do interviews really, they just like whatever. And then she tells me to call back the Program Manager and negotiate the salary.
• I’m scared at first but I eventually call and ask is there anyway she could get to 70k-80k. (We for the pay to be $75,000 salary)
• ****Advice here is don’t be scared to negotiate the worst they can say is this is the highest we can go……or pull the offer. Do not lowball yourself, know your worth!! I have ended interviews because the salary was 55k and they didn’t want to negotiate.

Started my security clearance process, got approved for interim clearance in about 2weeks and have my start date!
I plan on working here for about 1yr and moving on with my security clearance. I saw somewhere u/sold_myfortune said DOD is gonna be looking Cloud Security Engineers and thats the route I'm taking. He gives out great advice btw so shout out to him
I am also still interviewing at other companies, I declined an offer for 62k on Monday and just actually wrapped up an interview today asking for 85k-95k so keep on applying!!!!!!! Apply for lower level jobs just to get comfortable with interviewing, ask questions always!!

The average salary for a full-time trader can vary significantly depending on a variety of factors, such as the type of trading they are engaged in, the firm they work for, their level of experience, and the location of the job.
In general, according to various sources, the average salary for a full-time trader in the United States is around $100,000 to $150,000 per year. However, this can range widely, with some traders earning less than $50,000 per year and others earning over $500,000 per year.
It's important to note that many traders also earn additional compensation in the form of bonuses and commissions based on their performance, which can significantly increase their overall earnings. Additionally, traders at large financial institutions or hedge funds tend to earn higher salaries than those working at smaller firms or as independent traders.
Overall, while the average salary for a full-time trader can vary widely depending on a number of factors, it is generally a well-paying profession with the potential for significant earnings.

TLDR: 3 of the 5 people in my department quit, my employer will not compensate me and the other remaining employee for taking on the extra work for several months (and more to come), and my new boss said despite taking on the extra work I actually don't deserve my salary.
My department at the time I was hired exactly a year ago was staffed with 5 employees, with the boss being C Suite. Csuite had a lead. One month after the other, after the other, three members of my team left. One took another position in the company, one took another job, and one quit outright after only two weeks of covering for Csuite.
The lead who quit last said the juice wasn't worth the squeeze, and their departure pissed off our CEO, who then dismissed all the candidates we had interviewed to re-staff our department. He said he wanted to hire a new CSuite before hiring anyone else. This left all of the workload on me, the lowest level in the department (without a degree, but with a heavy amount of college education and even more work experience), and the other employee in the department who did a very specialized role and who was not trained on our day to day tasks or how to complete them. The first departure was four months ago. The last was a month and a half ago.
CEO hired an outside company to temporarily stand in for CSuite. We have now hired permanent CSuite, who has been working here for two weeks. We have not hired anyone to help cover the lower level work. New CSuite is different towards us every day. Their approach to handling common problems is x one day, and -xyzabc2017 the next. New CSuite talks to Adjunct Employee and I like we are children, saying we are "doing so much!" And that we are "amazing!" And that they can't wait to watch us grow.
Adjunct Employee and I have not been rewarded at all for covering the entire department. No bonus, no raise, no title change, no gift card, nothing. The burnout is killing us both. I am now medically fatigued and on three medications to offset the exhaustion, and AE is on benzodiazapenes and cries daily over the stress.
Yesterday, I was talking through email with new CSuite about my frustration related to a task I am covering. I was saying that the task in particular was causing other departments to attack me and my work (my work is correct, save human error here and there; other departments are sweating because the task is making them look bad because I began notifying them whenever I had to make a change to their work. I do this not to be corrective, but to let them know that their finished work has been changed so they can update clients accordingly), and that despite her rule to not hire anyone else for another 60-90 days, I was tired and didn't want to continue working on it without being compensated or have my title altered to match the skill level of the work. Honestly, before new CSuite arrived, we all assumed they would take this task on given the nature of it. CSuite hasn't sat with either me or Adjunct Employee to see any of our work yet. They do not know the department's processes yet, nor all of the tasks we are covering.
In the email, new CSuite responded that they hadn't been with the company long enough to evaluate my performance, and they asked for a reasonable amount of time to do so. No problem. The conversation continued, and it eventually got to a point where new CSuite alleged that I was not fulfilling all of the responsibilities on a job listing for my role (I applied for another department, and HR pulled my resume for this position). I showed them the task list I was given when I started, and told them that I was covering the work assigned to me, as well as the things I took over from the departed employees. New CSuite then said that it wasn't my fault that old CSuite didn't lower my pay when they lowered my responsibilities by giving me the task list when hired.
Fuck my job.
Edited to add: The task I mentioned is the end of the previous business day and the beginning of the new business day. If I don't do this task, I can't do my actual assigned first task, and operations cannot start. My assigned first tasks prepares information for a daily company-wide meeting first thing in the morning. Skipping entirely isn't really possible

Background
I am a highly-educated Dutch professional with a strong academic background (almost finished my second master's degree) and several years of experience working at well-respected companies. My main interests lie in the fields of machine learning and process optimization. While I am a very ambitious individual, I also struggle with anxiety. However, this has not hindered me from achieving academic and professional success.
Question:
I am currently exploring the Early Career Program: Data Analyst and Business Intelligence at ASML and I have a few questions:

1. If you are familiar with this program, could you please share your thoughts and experience about it?
2. I am particularly interested in learning opportunities provided by the program. Could you shed some light on this?
3. Do you have any idea about the salary range for this position (or similar)?
4. Given my background, do you think I would be a good fit for ASML?
5. Could you perhaps provide some information about ASML's neurodivergent group Atypical and how it helps employees?

I would really appreciate any insights or advice that you can provide. Thank you in advance for your help!

The salary for the same position and skillset can vary between Facebook and Google, as both companies have their own compensation structures and policies. However, both companies are known for offering competitive salaries and benefits to their employees.
According to data from Glassdoor, the average base salary for a software engineer at Facebook in the United States is $129,671 per year, while the average base salary for a software engineer at Google is $142,114 per year. These figures are based on self-reported salary data from current and former employees on Glassdoor and may not represent the actual salary offered to every individual in the same position.
It's worth noting that both companies also offer additional forms of compensation, such as stock options, bonuses, and other benefits that can increase the total compensation package for employees. The specific compensation offered to an individual can also depend on factors such as their level of experience, education, and other qualifications.

So, the salary is way lower and I feel kinda slighted but I digress. The annual compensation is obviously higher with better benefits. However, I'm more concerned about the basic salary. Napaka-baba from my expectations. How did you negotiate your JO?
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So, the salary is way lower and I feel kinda slighted but I digress. The annual compensation is obviously higher with better benefits. However, I'm more concerned about the basic salary. Napaka-baba from my expectations. How did you negotiate your JO?

A graduated amidst the pandemic in 2020 with no experience aside from being a research assistant for two summers. It was hard to find a job. It took me about a year but I got a job in market research as a research analyst. Surprisingly I was quite good at it. The salary was sort of low but I was remote full time. However, due to circumstances outside of work, I had to leave. Plus, I do have to admit that working remotely eventually felt more like a drain than a treat and that my job never felt truly as challenging as another job could be.
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Now that I am job searching again, I am looking into mechanical engineering roles. Honestly, I did not have a good time at engineering school. I mainly went into engineering because my parents wanted me to and because of the flexibility of jobs that I can be up for now (I didn't really know what I wanted to do). I've never been good with my hands but I'm good with computers and problem solving. When we had to do more hands on stuff in school I felt so out of place. If money was no issue, I would be a writeartist. I developed a passion for art and storytelling in college and I wrote a few books while in college, but nothing that was actually monetarily advisable. I still work on that stuff, but it's harder when you're doing full time STEM stuff as well. I think working in STEM could be helpful for the writing/art stuff so that I can be more familiar with the working world, different types of work etc.
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In the past few weeks, I have had a few phone interviews with engineering jobs that I didn't really have any interest in. I've just been throwing applications out there. There's so many jobs and industries its hard to focus in on just one. I've always been interested in renewable energy/climate and took some courses in that. Working with cars could be cool but I struggled with Vehicle Dynamics in college. AI seems like a good field to work for. I'm reading the biography of the founder of Pixar and he had a similar background to me (wanted to be an artist, but went into STEM, ending up bringing the gap basically by developing computer animation). After undergrad he went onto to work in research labs but for that I would need to go back to school and I really don't want to do that. Elsewhere, I've always been intrigued by jobs sort of adjacent to engineering (say patent examiner, technical writer, or "analyst" roles, etc.) but I feel like if I do another one of those I probably won't ever work as an engineer, and engineers very well make more money than those adjacent roles.
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Any feedback?

FL, USA - Hey everyone!
I’ve been an HR Generalist for about 6 years and took a role about a year ago as an HR Specialist with my main focus being compensation, pay equity, job descriptions, job audits, etc. Essentially I’m a compensation analyst.
My boss recently approached me saying there was about $600 in the budget for continuing education/training. I was considering the ERI CAC, but wanted to see if there were any other paid trainings/courses you have taken that you’ve found to be particularly helpful. I am in the public sector btw so anything specific to that would be great. TIA!

Follow-up Responses [POST EDIT]

Follow-up 1: Just for the record, since a lot of people here seem to think I'm just broke and lazy. I'm in my mid-20s, have a low six figure net worth and a low six-figure salary. Regardless of this, I'm still able to analyze macroeconomic and population-level trends and be honest about them.
Follow-up 2: DISCLAIMER — the purpose of my post was not simply to say that socioeconomic trends were the sole cause of the current dating scene today. I made this post, because I didn't see many other people bringing up the socioeconomic trends today.

Building the Premise

Economics Explained: https://www.youtube.com/watch?v=PkJlTKUaF3Q
I think a lot of people here generically call out the boomers, but many may not be truly informed on the absolute severity and impact the boomer generation has had in regards to various socioeconomic predicaments for younger generations.
It’s a long story of exploitation, hedonism, greed, and incompetency.
Where should we begin? How about when the boomers were becoming college age. Not many boomers (relative to Gen Xers and Millennials) graduated college — only about a quarter (25%), relative to about a third of Gen Xers, and 40% of Millenials. So surely their life styles must have been troubled in a very competitive job market and unable to find barely sufficient compensating jobs to pay for living expenses as someone without an education in today’s world, right? Not even close.
While Millenials will have to go over a decade of saving in order to just afford a down payment on a starter home (likely built over half a century ago), what was it like for the boomers? Well, let’s think about Boomer Bob. Boomer Bob wasn’t academically inclined. Boomer Bob, with an IQ 75 who barely passed grade school, was able to perform a job that afforded him a new house, new car, wife, and 2.5+ kids all in his early to mid-20s.
Let’s go back to college for a second, because that’s another important point. You know how Boomers like to act like they’re champions of capitalism and completely shunned socialism? Well yeah, that’s actually bullshit. They went full circle as a generation, voting in for socialist policies that gave tuition subsidies, when college was already 150%+ cheaper (yes, even when accounting for inflation) in that day and age. Then as they grew older, what did they do? They said fuck spending on educational expenses and how socialism is evil. The irony in this all? Boomers are literally the primary beneficiaries of the largest socialist program in the US today — primarily through Medicare and Social Security. Anytime a boomer talks to you about how socialism is bad, ask them if they’ve rescinded receiving benefits for SS and Medicare — if not, they’re a hypocrite.
There’s another caveat to this too. Boomers were not expected to go to college — perhaps only so for more upper class/upper middle class families. Competition to get into top colleges and college in general was far significantly lower. This trend is continuing today. Just look up a decent ranking university’s Class of 1999 accepted student profile. There’s a very high chance they wouldn’t have been accepted in the mid-2010s given the increased push for college degrees to be a necessity, which has driven up academic competition to the stratosphere.
Why is this relevant? Because guess which generation pushed for the notion that everyone needs to go to college that’s caused constant increased pressure in competition in academia (as well as higher educational costs)? Yep, it was the boomers.
Not only did they push for the notion, they are actively enforcing it despite the fact it wasn’t a requirement for their generation to do as such. How? Well, guess who runs the head of HR departments at basically all companies around you? Does the phrase ‘Bachelors required; Masters Preferred’ sound familiar? Well yep, that came from the boomers top-down enforcement. It doesn’t matter if the job is something you could have literally done with the intellect and work capacity you had as an 8th grader — YOU NEED a degree to do an entry level position that is not relevant to anything you learned in college.
Furthermore, let’s look at housing. We see boomers constantly talk about how Millenials and Gen Z are just lazy and that’s why they can’t afford a house. The reality? In 1980, the median price of houses was $65,000 — the median income at the time was $24,720.
Per 2021, it’s 430k (almost 7x as much) for the median price of house and $55,477 for the median income.
https://united-states.reaproject.org/analysis/comparative-trends-analysis/per_capita_personal_income/tools/0/0/
Speaking of saving, you know how boomers love to say they were so good at saving and are frugal? Well yeah, that’s another lie. The reality is they were horrible with managing finances and had a spend, spend, spend attitude towards everything. In fact, this is the very reason why a bunch of boomers who should have been retired by now haven’t. Despite living through a time of tremendous market and economic growth, they failed to even follow the most basic investing/saving principles for retirement — which if they had, they would have had a splendid, luxurious retirement to say the least.
There’s another caveat to this. With boomers not retiring, this causes a log jam in career progression and stagnates the career growth of everyone below them. This is part of the reason why many people have struggled with career and wage stagnation over the past 10-15 years.
There’s another aspect to this all too — one that goes beyond the socioeconomic implications, but even the cultural/spiritual zeitgeist of the nation and its values. What do I mean by this? It was the boomer generation that was the catalyst that catapulted the hyper-individualism we see today. The boomer generation pushed rugged individualism and hedonistic consumerism and materialism over community and family.
Perhaps the most selfish and catastrophic thing the boomers have done to society is there complete manipulation of the housing market, making it seen as a private asset to be traded on an open market, rather than a first-world essential necessity of shelter that should be accessible and affordable. You ever notice how boomers always go on and on about how they bought their first house out of high school, and that millenials and Gen Z can’t afford one because they are just lazy? Well yeah, that’s also something directly caused by the boomers. The boomers overwhelmingly have voted for restrictive, dubious zoning laws that have created artificial housing shortages that drive up the price of their housing in which they purchased for 200-400% less when they bought the house.
Another related caveat to this is boomers never really had to worry about homelessness to the degree younger people do nowadays. How so? Well due to high socioeconomic mobility and low housing/renting costs in their day, it didn’t really matter if you got laid off or fired. I remember reading a Redditor talk about his parents getting by simply being waiters/waitresses. So let’s say you had a fairly decent job and got laid off, you’re actually not shit out of luck, because income inequality/Gini coefficient variance was not nearly as high back then — so in reality, you really just needed to get another job to supplement the lost income. Why is this relevant? Well, in today’s world, if you’re a highly educated working professional, but something happens in your respective industry that causes it have a downturn — well, now you’re a bit shit out of luck, because you won’t be able to easily find another job in order to replace lost income, and circle back to the point of unaffordable housing and cost of living (doubly so if you live in a high cost of living city where many of these professionals reside).
And just think about it, we sacrificed what was seemingly a record-breaking economy for what? Effectively who were basically in retirement and are producing nothing for society.
Even for boomers who aren't complete out of touch, like NYU Professor Scott Galloway — it’s so easy for him to just tell Zoomers to just ‘do better’ and practically give the 'pull yourself up by your bootstraps' advice. Meanwhile, he probably wouldn’t have even gotten accepted into UCLA for the accepted class of 2000, nor would he be able to land a role at a top investment banking financial institution with a 2.7 GPA from UCLA — yet he did in his age, which just goes to show you how truly out of touch he is with the level of inter-individual and aggregate of academic and professional competition there is nowadays relative to his generation.
Just a little though experiment, political polarization is at its absolute highest in modern history of the United States, yet what is the is one thing that both non-boomer conservatives and non-boomer liberals can agree upon?
It’s that the boomers overall have had a catastrophic impact on the future generations of this country.

Why is this relevant to this subreddit?

So I didn't make this post here to bash on the boomers specifically, but I think it serves as a good analysis to build a premise behind a very overlooked cause of the modern dating on this subreddit — the socioeconomic component.
The reality is, that is greatly overlooked on this subreddit, is many of the dating, marriage, and fertility trends is caused by the maladaptive socioeconomic conditions that are in place for young adults today, and most signs point to the policies and paradigms the boomers set in place as the central cause of this.
When we look at conditions specific to dating more closely, we see that dating is more expensive than ever. It's Now 40% More Expensive to Be Single and Dating Than It Was a Decade Ago.
When young adults cannot afford to move out of their parent's houses without taking a severe economic or financial risks, this plays a huge role in lack of available mates or just being able to date in general. This may even serve as an explanatory factor as to why we are seeing an upward trend in more age-gap relationships as of the last few years.
It's important to note these trends were definitely in place even before COVID, though the hyperinflation (and for those of you who don't think we've experienced hyperinflation — don't hold your breath) we have been experiencing definitely accelerated these trends. For example, in 2018, the plurality of 26 year olds were living with a parent over a spouse or a roommate — and here are general trends over the past 15+ years showing a clear trend that more and more people are moving back to their parent's place (or aren't moving out to begin with).
The harsh reality is that unless there are some policies put in place to actually benefit the 20-45 year old demographic (i.e. the primary working age demographic) — nothing of substance will improve for the vast majority of the younger generations until the boomers perish (in which most of said younger generation will be quite old). I truly don't even blame the young adults of today for dropping out. We've heard time and time again about how the male labor force participation rate has dropped substantially over the last decade or so, but what they're not telling you is so has the female labor force participation rate. Even for young professionals who are able to make a decent income and build some level of wealth, it's still very difficult for them to afford a down payment on a house, let alone have kids at a reproductively-optimal age. Despite all of the antinatalist/childfree rhetoric growing in popularity on the internet, it's still fundamentally stands that of the general population, the ideal amount of kids to have far exceeds the amount of kids people are having, and this disparity will continue to grow.
And for those of you who don't think it matters, entertain this. What exactly is the point in slaving away working 40-50 hours a week to make your boomer boss rich so that you can then give 50 percent or more of your take-home pay to your boomer landlord? There is little upward mobility and growth, and this is very understandably demoralizing — I can't in good faith even blame people for dropping out of the labor force when the incentives are so low.
I'm in between changing jobs right now, and these last several weeks I've had off have, quite frankly, been amazing. Almost all symptoms of anxiety or depression have vanished, I don't feel the 'need' to go and reach for the bong, and my mood is overall far better than when it was before I quit.
Finally, with the advent of AI and Machine Learning on the near horizon, it is imminent that we will only see a greater level of income and socioeconomic inequality in the coming future.

Hello sa mga nars diri. Naa lang unta koy pangutana about nursing diri sa Cebu. Student nurse pa diay ko, hopefully mo graduate nako inig 2024 nya God willing maka pasar ko sa board exams inig November 2024 para ma licensed nurse nako. Ako unta pangutana, okay ra ba ang compensation ninyo? I know di jud dako ang sweldo, pero do you mind sharing your salaries sa private hospitals? Premed jud unta nako ni ang nursing pero murag di na nako makaya pa mag medschool, mao nursing ako gikuha kay lage daw nindot siya nga fallback basta maka abroad.

“Beauty is not something you buy; instead, beauty is what lies within.” – Byron Pulsifer. Beauty cannot be bought with the help of any money it is present in all human beings and we need to bring it out. To be beautiful is to show the world our best inner selves. There have been times when applying foundation, a little lipstick, and kohl was all that was needed to finish applying makeup. But today, cosmetics have no restrictions. The increased awareness of the relationship between physical attractiveness and personal intelligence is another major factor affecting the use of cosmetics in the global market. Currently, men use cosmetics more frequently in their daily lives than women, which contributes to the growth of the demand for cosmetics on the international market. Being beautiful has no bar, it has become unisex now. And there is no wrong with it, looking good and making someone look beautiful has become a job that allows working officially and a person can make more money from it.
The beauty industry has had a total makeover within a few years. People were not so known for makeup products but now a variety of new products and styles have come out. The way you dress, behave, and carry yourself are all important components of personal beauty, as are characteristics that are difficult or impossible to change, such as social standing and income, race, and physical characteristics like height and shape. But when we first meet someone, we focus on their face. We are incredibly skilled at distinguishing between faces that launch a thousand ships and those that don't. The brain performs a variety of tasks, including detecting beauty.
The pandemic drastically altered the future of hiring in the beauty sector, but now that salons are reopening in many nations, customers are visiting the stores once more, and beautician recruitment agencies are resurfacing with a fury. This is good news for anyone searching for employment in the sector. The beauty industry has now generated employment and is now open for both men and women to work. Skilled Beauticians are required in different international brands. The beautician recruitment agencies are now recruiting the most efficient candidates for different national and international brands.
The beautician recruitment agencies are of great help. They help place the candidates nationally and internationally. The beauty industry is a bit new to the market career options are widening nowadays and beautician recruitment agencies are a boon for candidates as they have tied up with the best international clients. The recruitment will help get placed in your dream brands.
Many companies are in search of skilled and experienced candidates but finding such candidates is tough not and quite tiring. Joining hands with the leading beautician recruitment agencies is an advantage, and this would help you save time and energy.
The beautician recruitment agencies have a huge database and recruit for the various post like Personal Stylist, Makeup Artist, Fashion Show Stylist, Editorial/Advertising Stylist, EducatoPlatform Artist, Artistic Director, Cosmetic Counter, Hair, Makeup, and Skin Specialty Retailers, Nail Technician, Henna Designer, Spa Esthetician/ManageOwner, Eyelash and Brow Specialist, Medical Esthetician, Hair Removal Specialist, Beauty BloggeInfluencer. The recruitment firms recruit skilled and semi-skilled persons from the country like India, Bangladesh, Nepal, Sri Lanka, Kenya, Uganda, and the Philippines.
The covid- 19, pandemic has hit this industry very badly. Every beauty shop from national to international brands was closed. Now after the pandemic, the beauty industry has added more colors to its feathers. The beautician recruitment agencies are the most appropriate persons to rely on. The top beautician recruitment agencies provide you with highly qualified workers who may decide who you choose. Businesses may find qualified candidates more quickly by collaborating with leading beautician recruiting services. The task of filling the vacant post is quite important and cautious. The recruiters for beauticians thoroughly evaluate a candidate's technical aptitude before moving on to the next phase of the interview. They deploy the following methods to find new personnel. Recruiters evaluate prospects using the following standards: The finest beautician recruitment firm first screens applicants based on the technical skills listed in their applications. After reviewing them using their evaluation critter, beautician recruiters plan the interview. During the interview process, the managers working with their client's business evaluate the candidate for the next stage and technical round. The package's compensation is another essential element. The chosen applicant is contacted by the beautician recruiters to discuss the salary package offered by their client company after the interview. They assist the applicant in haggling over the remuneration package and additional benefits that have been offered.
Candidates have a great chance to stay in touch with beautician recruitment agencies because these consultancies help people find work in Middle Eastern, Far Eastern, and European countries. You can create a connection between the client and the candidate with the aid of the top beautician recruiting companies. The issues with candidate selection are almost entirely resolved. Housing, visa processing, initial training, deployment, and other tasks are handled by recruiting agencies.
The best candidates and workers are chosen by recruiting companies for your company. The recruitment agency also supports applicants in starting their careers in the main sectors of the beauty industry. Therefore, working with beautician recruitment agencies could be highly advantageous. They serve as a dependable middleman between potential employees and client businesses, providing them access to top-notch beautician recruitment firms to achieve their objectives.

Hi guys, I've been wondering for a while about a potential career change and will be looking to see what is out there for Civil Service roles in Nottingham.
My background is that I work for a finance company as an administrator for litigation complaints. I'm looking to try increase my salary (With hopes to try get on the housing ladder) so would be looking for roles 25k +. My question is there many options within the civil service for me out there.
I'm also learning in my spare time SQL and programming to gain transferable skills and look at being a data analyst.
Would welcome options and advice and potential routes for me in the Civil Service.

The following was sent to all major news outlets, the Premier and the Education Minister in February.
We are making this public to try and save the AEU.
The Truth About The AEU (SA Branch)
An Open Letter
A Conflict of Interest
In 2018, Paul Goulter conducted an independent review of the AEU and its' practices; the independent report was titled “stuck” (attached). The report was originally intended to be released to the membership so they would know where their fees go, however once the report mentioned a personal relationship, at the time between an elected official and a staff member, it was sealed off and declared for internal use only. This section of this letter concerns that relationship.
For a number of years, there has been a deeply concerning conflict of interest at the core of the AEU. It is well known amongst the staff, the executive, and former members of both aforementioned groups, that Andrew Gohl (AEUSA Branch president) and Leah York (AEUSA Branch Secretary) are in a sexual relationship, and have been for some years. This relationship is very concerning, considering that both of these individuals occupy the highest positions with in the AEU (SA Branch). There is no official record of this relationship, nor does it appear that anything has been done to negate, counter, or manage the conflict of interest that stems from the relationship. Many members of the AEUSA staff and executive have been threatened with legal action around ‘sexual harassment’ for questioning the nature of the relationship and the impact it has on the operation, efficacy, and ethical compass of the branch.
There is a general consensus amongst those who have worked for AEUSA in some capacity that many decisions around finance, staffing, and the general direction of the union, happen out of hours, out of sight, between the sheets, and a strategy is formed to best serve the relationship, by doing what it takes to keep them both at the top, and by keeping anyone who could be perceived as a threat far away from any real influence. It is sad to note that many feel they have no choice but to ignore this clear ethical breach to keep their jobs, and mental health safe. In any other union, this would have been shut down before it could have started. In any other union, there would be serious questions about a branch president and a branch secretary taking an international holiday together. In any ethical operation, this would have been declared when both were candidates for election to the roles they currently undertake. Any branch secretary acting ethically, would not have started a relationship with a staff member.
Currently the Registered Organisations Commission is investigating the corruption outlined above on no less than three reports.
A Mass Exodus
In the last 18 months, the AEUSA branch has lost a number of staff, with decades of industrial experience, many of whom were frustrated with the unions' impotence and inability to provide real action on real issues. Many AEU staff have moved on to other unions, some of which, could be described as a competing union. Those who have moved on have often done so, so that they can work to the best of their ability, without the constraints of incompetent leadership handcuffing their ability to best serve members.
Staff members have been unceremoniously moved on, and replaced by people with little, or at best questionable experience. The question has to be asked, why are competent staff leaving in droves? Why do some of those replacing them have no union or education experience? Some of the staff who have left, had vacancies that were not filled until 01/02/23, leaving thousands of members without an organiser to talk to, sometimes for multiple school terms.
Some staff members were bullied and harassed by both Andrew Gohl and Leah York to the point that they have sought workcover for mental health injuries, and there has been large sums of money used to buy the silence of the bullied.
A question about the mass loss of staff was asked at an executive meeting, to which Andrew Gohl gave an answer saying that he was not concerned with the loss of staff, and that this was all in line with the Goulter (stuck) report. This lack of concern shows the current branch president’s lack of understanding of the gravity of the current situation. For a small Organisation, this is a huge turnover, and members should be very concerned with who they are paying to represent them.
The Registered organisations commission is also investigating the workplace harassment and bullying outlined above, also on no less than 3 different reports.
Value for Money
The AEU pays some of it's employees well above the pay of the average member, and well above the wage of the average union organiser. Given the state of the union’s membership being in decline, some have questioned whether these pay rates are too high.
Andrew Gohl and Leah York are paid $190,198 annually. This is the same salary that principals get at some of South Australia's largest schools. Vice Presidents Matthew Cherry and Jan Murphy are paid $158,000 annually Organisers are paid between $125,233 and $133,456 annually. This is the same salary that principals get in some of South Australia's smallest schools.
Given that the budget is in an annual deficit of around $500k, some of these pay rates could be reduced to a more reasonable level of a tier 9 teacher ($108,441) or a B1 leader ($117,680) in order to stop the AEUSA branch from slipping into a financial deficit.
It is also worth noting that the AEU has participated in wage theft, and has on occasion, refused to pay out leave to former employees, or payed employees less for their work, despite taking on the same role as those paid more.
A Lack of Empathy
In the last 6 months, many members have resigned the AEU, citing financial hardship as the reason for cancelling their union membership. Many AEU staff made suggestions that fees could be lowered, or paused, or an amnesty for unpaid back fees could be used to help members, given the current economic conditions of high inflation, and rising interest rates. Staff were instead instructed to try to convince resigning members of the value of union membership, and that they should continue to pay their full rate, regardless of their personal financial difficulties. This instruction came from Andrew Gohl and Leah York, who are concerned that people are trying to cheat the system, and that members aren't really having the financial difficulties that they claim to be experiencing – this is very easy for someone on $190,198 a year to say.
Numbers in Freefall
Since 31/10/21, more than 2000 members have left the AEU. Branch president Andrew Gohl has said many times that this “keeps him up at night”. Despite all of his sleepless nights, he has yet to put forward a plan, strategy, or original idea, to try and retain or attract members to the AEU. Currently the AEU represents less than 38% of public education workers, giving the union very little power to sway or influence policy around their industry of concern.
Members have often asked “what does the AEU actually do for me?” and beyond the occasional professional development session, and the once-every-four-years enterprise bargaining campaign, the AEU doesn't have much to point to in terms of achievement. The organisers (or in this case former organisers) often spent most of their time dealing with single school based issues, with varying levels of success – but what if your school is doing fine and it's not an EB year, and the limited AEU PD doesn't have what you're looking for? What's there for you?
In the past AEUSA had organisers who had a focus area. The focus area organsiers were meant to represent a particular constituency to make sure that all members were properly represented. A former leaders focus organiser felt that the position existed to tick a box, and that it was there for image, not impact. The position of SSO focus organiser was scrapped, and converted to a general organiser position, ignoring the protests of the former SSO focus organiser. An Aborignal Education focus organiser was criticised for spending too much time on their focus area, and not with general membership.
What needs to happen?
A union should be run and staffed by people passionate to see change in the industry they represent, to better its outcome both in terms of workers rights and compensation, and in the industries product, in this case, educational outcomes. If Andrew Gohl and Leah York genuinely care about the state of public education in South Australia, they should resign their positions, and allow the union to undertake the significant reform that it so desperately needs.
If members care about their union, the union's behaviour and what the union represents, they should move motions at their sub-branches, or area meetings, calling for the Branch President and Branch Secretary to resign. They can also call the Greenhill Road office directly on 8172 6300 to ask them to resign!
If the Premier, Peter Malinauskas and Minister for Education and Skills, Blair Boyer care about public education workers having a union that properly represents them, they will step in and halt enterprise bargaining negotiations until an independent investigation has occurred, or until the current branch president and branch secretary step down. We are incredibly worried that public education in South Australia doesn't have a strong union to represent public education workers. We fear that this will lead to a steep decline in the conditions and outcomes within South Australia's Department for Education.
We are doing this to try and save the union that we love dearly.
Sincerely,
a group of concerned former and current AEU staff

The Truth About The AEU (SA Branch)
An Open Letter
A Conflict of Interest
In 2018, Paul Goulter conducted an independent review of the AEU and its' practices; the independent report was titled “stuck” (attached). The report was originally intended to be released to the membership so they would know where their fees go, however once the report mentioned a personal relationship, at the time between an elected official and a staff member, it was sealed off and declared for internal use only. This section of this letter concerns that relationship.
For a number of years, there has been a deeply concerning conflict of interest at the core of the AEU. It is well known amongst the staff, the executive, and former members of both aforementioned groups, that Andrew Gohl (AEUSA Branch president) and Leah York (AEUSA Branch Secretary) are in a sexual relationship, and have been for some years. This relationship is very concerning, considering that both of these individuals occupy the highest positions with in the AEU (SA Branch). There is no official record of this relationship, nor does it appear that anything has been done to negate, counter, or manage the conflict of interest that stems from the relationship. Many members of the AEUSA staff and executive have been threatened with legal action around ‘sexual harassment’ for questioning the nature of the relationship and the impact it has on the operation, efficacy, and ethical compass of the branch.
There is a general consensus amongst those who have worked for AEUSA in some capacity that many decisions around finance, staffing, and the general direction of the union, happen out of hours, out of sight, between the sheets, and a strategy is formed to best serve the relationship, by doing what it takes to keep them both at the top, and by keeping anyone who could be perceived as a threat far away from any real influence. It is sad to note that many feel they have no choice but to ignore this clear ethical breach to keep their jobs, and mental health safe. In any other union, this would have been shut down before it could have started. In any other union, there would be serious questions about a branch president and a branch secretary taking an international holiday together. In any ethical operation, this would have been declared when both were candidates for election to the roles they currently undertake. Any branch secretary acting ethically, would not have started a relationship with a staff member.
Currently the Registered Organisations Commission is investigating the corruption outlined above on no less than three reports.
A Mass Exodus
In the last 18 months, the AEUSA branch has lost a number of staff, with decades of industrial experience, many of whom were frustrated with the unions' impotence and inability to provide real action on real issues. Many AEU staff have moved on to other unions, some of which, could be described as a competing union. Those who have moved on have often done so, so that they can work to the best of their ability, without the constraints of incompetent leadership handcuffing their ability to best serve members.
Staff members have been unceremoniously moved on, and replaced by people with little, or at best questionable experience. The question has to be asked, why are competent staff leaving in droves? Why do some of those replacing them have no union or education experience? Some of the staff who have left, had vacancies that were not filled until 01/02/23, leaving thousands of members without an organiser to talk to, sometimes for multiple school terms.
Some staff members were bullied and harassed by both Andrew Gohl and Leah York to the point that they have sought workcover for mental health injuries, and there has been large sums of money used to buy the silence of the bullied.
A question about the mass loss of staff was asked at an executive meeting, to which Andrew Gohl gave an answer saying that he was not concerned with the loss of staff, and that this was all in line with the Goulter (stuck) report. This lack of concern shows the current branch president’s lack of understanding of the gravity of the current situation. For a small Organisation, this is a huge turnover, and members should be very concerned with who they are paying to represent them.
The Registered organisations commission is also investigating the workplace harassment and bullying outlined above, also on no less than 3 different reports.
Value for Money
The AEU pays some of it's employees well above the pay of the average member, and well above the wage of the average union organiser. Given the state of the union’s membership being in decline, some have questioned whether these pay rates are too high.
Andrew Gohl and Leah York are paid $190,198 annually. This is the same salary that principals get at some of South Australia's largest schools. Vice Presidents Matthew Cherry and Jan Murphy are paid $158,000 annually Organisers are paid between $125,233 and $133,456 annually. This is the same salary that principals get in some of South Australia's smallest schools.
Given that the budget is in an annual deficit of around $500k, some of these pay rates could be reduced to a more reasonable level of a tier 9 teacher ($108,441) or a B1 leader ($117,680) in order to stop the AEUSA branch from slipping into a financial deficit.
It is also worth noting that the AEU has participated in wage theft, and has on occasion, refused to pay out leave to former employees, or payed employees less for their work, despite taking on the same role as those paid more.
A Lack of Empathy
In the last 6 months, many members have resigned the AEU, citing financial hardship as the reason for cancelling their union membership. Many AEU staff made suggestions that fees could be lowered, or paused, or an amnesty for unpaid back fees could be used to help members, given the current economic conditions of high inflation, and rising interest rates. Staff were instead instructed to try to convince resigning members of the value of union membership, and that they should continue to pay their full rate, regardless of their personal financial difficulties. This instruction came from Andrew Gohl and Leah York, who are concerned that people are trying to cheat the system, and that members aren't really having the financial difficulties that they claim to be experiencing – this is very easy for someone on $190,198 a year to say.
Numbers in Freefall
Since 31/10/21, more than 2000 members have left the AEU. Branch president Andrew Gohl has said many times that this “keeps him up at night”. Despite all of his sleepless nights, he has yet to put forward a plan, strategy, or original idea, to try and retain or attract members to the AEU. Currently the AEU represents less than 38% of public education workers, giving the union very little power to sway or influence policy around their industry of concern.
Members have often asked “what does the AEU actually do for me?” and beyond the occasional professional development session, and the once-every-four-years enterprise bargaining campaign, the AEU doesn't have much to point to in terms of achievement. The organisers (or in this case former organisers) often spent most of their time dealing with single school based issues, with varying levels of success – but what if your school is doing fine and it's not an EB year, and the limited AEU PD doesn't have what you're looking for? What's there for you?
In the past AEUSA had organisers who had a focus area. The focus area organsiers were meant to represent a particular constituency to make sure that all members were properly represented. A former leaders focus organiser felt that the position existed to tick a box, and that it was there for image, not impact. The position of SSO focus organiser was scrapped, and converted to a general organiser position, ignoring the protests of the former SSO focus organiser. An Aborignal Education focus organiser was criticised for spending too much time on their focus area, and not with general membership.
What needs to happen?
A union should be run and staffed by people passionate to see change in the industry they represent, to better its outcome both in terms of workers rights and compensation, and in the industries product, in this case, educational outcomes. If Andrew Gohl and Leah York genuinely care about the state of public education in South Australia, they should resign their positions, and allow the union to undertake the significant reform that it so desperately needs.
If members care about their union, the union's behaviour and what the union represents, they should move motions at their sub-branches, or area meetings, calling for the Branch President and Branch Secretary to resign. They can also call the Greenhill Road office directly on 8172 6300 to ask them to resign!
If the Premier, Peter Malinauskas and Minister for Education and Skills, Blair Boyer care about public education workers having a union that properly represents them, they will step in and halt enterprise bargaining negotiations until an independent investigation has occurred, or until the current branch president and branch secretary step down. We are incredibly worried that public education in South Australia doesn't have a strong union to represent public education workers. We fear that this will lead to a steep decline in the conditions and outcomes within South Australia's Department for Education.
We are doing this to try and save the union that we love dearly.
Sincerely,
a group of concerned former and current AEU staff