What to Do When You Get Laid Off or Fired

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published April 9, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published April 9, 2020 / Updated March 19, 2026

I’d like to be able to say that being fired four times in my life has really built character, but the truth is that it is not an experience I would wish upon anyone. Even when I knew it was coming, it always felt as though someone had just punched me in the gut (ouch!).

According to the American Institute of Stress, being fired is one of the top 10 most stressful experiences that can occur in your lifetime. For some of us, this is a blow being dealt during the COVID-19 pandemic when much of what the future looks like is unknown and new. With that said, here are some things I have learned that might help you deal with what happens next, and what you can do to help keep moving forward one step at a time.

1 | Give yourself time and space to grieve

Cry, vent, scream into a pillow, express your anger (not at others), and remember to lean on friends and family through Zoom/Facetime/Google Hangout video chats. Sappy music (Coldplay!) and dramatic movies (“PS I Love You”) can often be cathartic. Without allowing your body to complete the stress cycle, you run the risk of harboring these feelings for longer than necessary.

2 | Set daily goals and start a routine

When you feel you are done grieving and you can start doing things that are productive, set some goals. Every single day, make a list of things that you can realistically accomplish. I found it helpful to include things like exercise for 15 minutes, meditate for 15 minutes, finish resume (if not updated), research companies who are hiring, or reach out to 3 people in my network.

3 | Take care of your mental health

You are not the only person this has ever happened to, and you won’t be the last. Being fired doesn’t define who you are, and neither did the job or company that just let you go. Instead of ruminating on what happened, focus on next steps.

I found that daily meditation helps to manage negative thoughts and emotions. Apps like headspace (who are currently offering free services) can be a really great resource of comfort and calm. Exercising can also be a great way to elevate your mood (endorphins!) and can provide structure to your day. A quick Google or even Youtube search will provide a myriad of free workouts that you can do in your living room (or roof, kitchen, yard…), with or without equipment.

4 | Research and create a list of companies that are hiring that you would want to work for.

You might be asking yourself, where do I start? Here are some things to think about when researching companies: What is the company culture like, what does the company do, do I want to work at a startup?

Once you have your list of potential companies, the next step is to reach out to your network. As a general rule, it is incredibly important to maintain the network of relationships you have built on a professional level. If you have been fired, it is time to take advantage of these networks.

Don’t be afraid to reach out to people you might not know, such as alumni from your college, or a secondary connection through LinkedIn. Typically, you might meet for coffee, etc., but, being in the middle of a pandemic calls for a little creativity. In this case, you might ask people to hop on the phone or to schedule a video chat.

Also read: Why you should start your job search with companies, not job titles

5 | Update your resume (and create profiles on platforms like Scouted!)

Your resume is usually the one printed document to your name, so take the time to update and clean up your resume, and make sure to have other people check it over. If you want a good place to start, check out Scouted’s resume review guide.

Once you feel good about your resume, creating profiles on platforms like Scouted will help you tell your story, your way, and can be a great tool to help you think about your strengths, and what you are looking for in your next role.

This list from Candor is also a great resource for knowing who is currently hiring and who has a hiring freeze.

6 | Understand your resources

During this time, everyone’s resources will look a little different. Do some research to know what’s available to you. You may have been provided a severance package or other resources, such as coaching or next-steps guidance, from your former employer. If you haven’t already, apply for unemployment and find out what healthcare assistance is available to you.

7 | And at the end of the day… Be kind to yourself!

You might not be able to accomplish every goal that you set out to do for the day, but having concrete tasks and milestones to strive towards – especially ones that are productive towards your mental health and new job – will feel rewarding.

I’ll end with this: being humble and open-minded in this process is vital. Here at Scouted, we are all about helping candidates find their dream jobs. In moments like this, it’s important to remember that no one will hold getting laid off during this crisis against you. But the action you take to prepare yourself for what’s next (even if that action is getting in a good place mentally) will only help set you up for success.

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Candidates, Climb the Ladder

Climb the Ladder

This Is Why We Built Scouted

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published April 17, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published April 17, 2020 / Updated March 19, 2026

Sitting at home, with many of the common playful distractions of life removed from our reach, we are presented with an opportunity to reflect – on the world, our communities, ourselves, the role we play, the role we want to play.

The reality of time is interesting. Many of us now have more of it, yet we’re also realizing that we were taking for granted how we were able to use the time we did have. So, now, more than ever, I’m finding that many of us are reflecting on how we spend our time – what do we do, and why do we do it – and asking ourselves, is how we spend our time aligned with our fundamental values of how we want to live our lives?

The events of the past month or so have solidified both my goals and how I should be spending my time as the CEO and co-founder of Scouted. I’ve reevaluated my priorities to align with immediate company needs, and so I’m primarily focused on four factors: Morale, Runway, Execution, and Agility.

And while Scouted’s immediate priorities might have shifted, this period of uncertainty has reaffirmed the importance of the mission my co-founder and I embarked on five years ago: to change the fundamental dynamics of the labor market to be based on true merit and potential.

We often get asked, out of all the businesses we *could* have created, why did we create a platform that helps people get jobs?

The short answer?

Because a person’s first, second, or even third job has the ability to change the entire trajectory of their career. We saw way too much talent get overlooked for opportunities because they didn’t attend the *right* school or have the *right* former title and we realized how much both candidates and companies were missing out.

A person’s first, second, or even third job has the ability to change the entire trajectory of their career.

So, how did we put that into practice? What is Scouted? Simply put, Scouted is a hiring marketplace that believes people are more than their resumes. We help people with 0-15 years of experience land jobs based on who they are, not just how they look on paper.

Maybe you want to transition careers and need to parlay how your skills transfer from one industry to the next. Maybe you’re on the hunt for your first job, eager to kickstart your career. Regardless, here at Scouted, we’ve always believed that you are more than your resume. This has been our driving force from day one and it still is today. That’s why we created a platform that shows off your talents, personalities, and potential.

It’s important to note that Scouted services both sides of the marketplace: We also help companies screen and sort talent based on abilities and potential, on top of skills and experience, because building out the right team is fundamental to your company’s future relevance and success. That’s why we’re determined to bring employers a more strategic, efficient, and data-driven approach to hiring talent.

What energizes us at Scouted is the knowledge that every day we get to connect individuals to fulfilling careers that allow them to thrive. I constantly feel grateful that I get to work in an industry with the opportunity to not only drive impact at the macro level but also one where we get to make a real difference at the micro level. .

And so now, more than ever, I’m determined to keep Scouted relevant and thriving. The world needs a place that not only helps people find meaningful work but supports them throughout that process. Scouted is here to ensure you are seen for who you are, not just how you look on paper.

And, what I’ve realized is that, while these foundational values will never change, the way they manifest in the world, the way we achieve our vision, might. And that’s not only OK — that’s actually critical. The ability to adapt to changing circumstances in order to deliver value in new and different ways is how we collectively innovate and support each other.

The ability to adapt to changing circumstances in order to deliver value in new and different ways is how we collectively innovate and support each other.

At Scouted, we will continue to charge ahead to level the playing field – we will continue to build a meritocratic talent ecosystem to unlock human potential. And, for now, we’re doing our part through job placement by connecting candidates and companies with aligned values. But, that’s just our first step. We’re constantly thinking about the infrastructure, resources, and expertise we have on hand and how we can deploy these assets in different ways to help an even broader spectrum of people and companies.

For now, we’re focused on how we can help you, in any way we can.

Topics:

Candidates, Climb the Ladder

Climb the Ladder

Practical First Steps to Take After You’ve Been Laid Off

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published May 1, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published May 1, 2020 / Updated March 19, 2026

A couple of weeks ago we wrote about emotionally recovering from being laid off. It’s a big blow and one that came unexpectedly to millions of Americans over the past few weeks. At the end of that blog, we said,

In moments like this, it’s important to remember that no one will hold getting laid off during this crisis against you. But the action you take to prepare yourself for what’s next (even if that action is getting in a good place mentally) will only help set you up for success.

Today, we’re here to talk about the actions you can take to prepare yourself for what’s next.

First things first, it’s essential to have a clear understanding of what getting laid off looks like and what you should expect to receive from your company.

Your last paycheck

Your last paycheck at a company will often be a physical paycheck, so make sure you know where yours is going and that you receive it. Take a careful look at the deductions on your paycheck. Pre-tax deductible items like health benefits will be more on your final paycheck if it’s delivered before the end of the month.

Employers are not allowed to withhold paychecks, even if you’re still holding onto company property; but, if you are, you may see deductions for unreturned items in your paycheck.

Severance pay

While employers are not legally required to provide severance pay, this may be something your company decides to provide. So make sure you are aware of their severance pay policy. The length of severance pay can vary based on how long you worked at your company.

Severance can also be negotiable, especially based on your position at the company (more senior roles will likely have pre-negotiated severance terms), negotiations don’t have to be completely based on a paycheck number. You can also ask for Healthcare insurance continuation, right to your own creative work, or better equity terms.

Handling equity after being laid off

If you were laid off from a startup, one of the reasons you likely signed on was The chance to receive equity and share in the company’s success. So what happens to the equity after you’ve been let go?

First, it’s important to understand what kind of equity you have, is it restricted stock or stock options? Restricted shares and stock options are both forms of equity compensation, but each comes with some conditions.

“Restricted shares are awarded outright, and their owner has the same rights and privileges as any shareholder. They may receive dividends and vote at the annual meeting, for example. However, the shares may be vested, and the company may reserve the right to buy back unvested shares if the employee leaves the company.

Stock options are the right to buy a certain number of shares at a certain price in the future. The employee will get a windfall if and when the company’s stock price exceeds that price.Stock options, like restricted shares, are often vested.” [Investopedia]

If you are given stock options, make sure you know the timeframe in which they’re available as it will be limited, typically about 90 days.

Applying for unemployment benefits

Whether or not you feel you need unemployment benefits, it is a good idea to apply. You also need proof of your application in order to receive state healthcare benefits. This website is where you can apply for unemployment benefits. You’ll likely be able to see a payment from unemployment benefits within two weeks from applying, and every two weeks after that.

What may be important to note is that if you are offered a job, or invited back to a job (if you were furloughed), you are no longer eligible to receive unemployment benefits. “Further, furloughed workers who receive back pay for their time away from work will typically have to pay back any unemployment benefits they collected.” [The Street]

What happens to your benefits?

While most company “perks” will often end on your last day, other benefits can be extended. Any savings you have in a 401k account can be rolled over into a new account with a new employer or kept the same account, although there may be fees for this.

COBRA is a health insurance program that allows eligible employees and their dependents the continued benefits of health insurance coverage when an employee loses their job or experiences a reduction of work hours. [Investopedia] It allows you to stay on your employer’s health insurance plan, although you will have to pay $500 or upwards of $1,000 a month, particularly for families.

Looking for your next job after being laid off

Again, it’s important to know that no one will hold being laid off against you. Yesterday, we asked Scouted’s co-founder, Jax how candidates should approach their job search during COVID-19. This is her response:

“The first thing I always ask people is, ‘Do you know what’s important to you in a job? Have you laid out your top 5-10 factors and ranked them?’ You can’t get what you want without knowing what you want.

So, first, take the time to think through what is important to you in your next job – be it industry, company type, brand recognition, position, job responsibilities, manager, culture, compensation, location, etc. – take the time to also think through your risk tolerance and your desired future career path. Prioritize your list so you have a clear framework to guide your search.”

Besides this, it’s important to do your research and understand what industries and companies are actively hiring. While some companies are, of course, laying employees off, some companies have frozen hiring, some have drastically slowed hiring, and some have increased hiring due to the demand in their industry. Do your research on who’s hiring before spending the time filling out an online application. Our next point might be able to help with this.

Career coaching

This is a time where we’re all trying to figure out, “Ok – what just happened?” It’s a time where we’re taking a moment to reflect on what’s going on around the world, to hold it together mentally and emotionally. But it’s also a time for preparing for next steps.

COVID-19 has affected lives around the world. But we also know that this situation is normal. Those who have been laid off will find jobs again. And in the meantime, Coached by Scouted is a service that we’ve made available and, especially, affordable for those needing to navigate this new terrain, because we don’t want anyone to have to do it alone.

Our Scouts can help job seekers know where to look for jobs, help with resume optimization, interview prep, salary negotiations, and even beyond. If you’re interested in talking to a Scout, click here!
If you have any questions about how to handle being laid off, leave them in the comments below, and look for our weekly “Ask Jax” segment on Instagram where Scouted’s Co-founder, Jax Loeb answers your job-search questions!

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Candidates, Climb the Ladder

Climb the Ladder

Strategies and Resources for Effective Virtual Networking

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

8 min read • Originally published May 8, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

8 min read • Originally published May 8, 2020 / Updated March 19, 2026

When my co-founder and I founded Scouted five years ago, all we had was an idea. Without the support of our network, our company would not have grown into what it is today. While we were fortunate to have access to high-quality networks when we started this journey (from school, from work), I think it’s important to share how much effort I still consistently put into expanding and diversifying my network. It’s something I actively work at every day. No matter what stage of life you’re at – whether you are graduating college and looking for your first job, deciding to switch careers for the first time in a decade, or getting your own company off the ground – building, managing and leveraging your network is going to be a key part of your success. Because, no matter who you are, we all need a little help from our friends.

Even though the idea of networking over coffee might feel like “the good ol’ days”, social distancing doesn’t mean you have to stop growing your professional network. In fact, with so much disruption to the way people are working and reevaluating work, it’s more important than ever to find ways to connect online, but that doesn’t mean it still isn’t confusing.

Here are a few practical tips for navigating the world of virtual networking.

Just Ask

Sometimes it’s the obvious things that are the most useful. But, when it comes to networking – be it virtual or not – often the hardest part, yes most critical part, is making The Ask.

While it might seem awkward, or even counter intuitive to engage in remote networking during this time, we are finding that, in many cases, people are more open to forging new connections than they were before. Not only are people eager for social interaction, but there’s an ethos of kindness, community and support that people are embracing right now.

It’s tough to make the ask, but here are a few specific points to keep top of mind:

You have nothing to lose from asking for help. The worst thing that can happen is that people say no (which puts you exactly in the same place you were before).
Give people the benefit of the doubt. You will likely be surprised how open and willing others are to help you out, if they can.

But be specific

When asking people for help or for their time, be specific. The simpler and more specific your ask, the easier it is for someone to execute on it. And, equally important, make sure that you are not asking them to do something you could do yourself.

For instance, if you are looking for introductions to potential customers for your business, don’t just ask someone, “can you please introduce me to people in your network”. That requires them to do the hard work of thinking through their network and figuring out who might be valuable to you. Do ask, however, for specific introductions to specific people. And make sure to provide a blurb about what you do for the other person to share so they don’t have to do the extra work of crafting the message themselves. It goes without saying, but never forget to circle back to whoever made the intro to thank them and let them know how your conversation went.

I can’t stress enough the value of being specific when reaching out to someone for help, especially if it’s a cold reachout. Just last week, our leadership team was discussing how Scouted could benefit from advice on how to sell our new career coaching product to enterprises. Our CTO decided to reach out to senior salespeople on LinkedIn to see if anyone was open to chatting. We ended up having multiple very helpful conversations with one seasoned executive, who was one of the early people at Paypal. During our conversation, he commented that he gets a million LinkedIn requests and does not respond to most of them. So, of course, we asked him – why did you respond to ours? He said, ‘Because it was specific. I like helping people and your ask was clear and relevant’.”

Keep communication lines open

Once you’ve made the ask, and forged the connection, don’t let all that hard work go to waste. Keep it touch! You don’t need to have something especially poignant or meaningful to say, or even a significant update to share. Keep it simple, keep it short. The important thing is to stay in touch with some consistency (but not aggressively), so that when the time comes that you need another ask, you can do so easily, in a non-transactional manner.

And if you want to take these touch bases a step further, make them a regular commitment! See if your closest circle of colleagues and mentors wants to hold a bi-weekly virtual lunch or happy hour, where you can collaborate, commiserate, and navigate challenges together. If those regular check-ins become a touchstone for you all, you might just have the makings of a mastermind group, an increasingly popular form of peer-to-peer mentoring. As each member of the group is thinking about how they can help everyone else, the effect is exponentially greater than what is possible in one-to-one networking.

One of the biggest difficulties people face with professional networking (whether virtual or IRL) is that we get in our heads about it. There’s no single platform or tool or strategy you have to follow to get results. There’s no silver bullet. But, with consistent attention and regular nurturing, and, over time, the strength and reach of your network will grow.

Strengthen your existing network

Now is the perfect time to go through your contacts list and check in with former coworkers, friends from college, distant cousins you once met at that awkward family reunion (or, maybe not). Everyone’s working life is changing in one way or another, and the more connected you are, the more likely you are to hear about a new opportunity.

Remember, networking is symbiotic. When you are thinking through how to build your network, don’t just focus on what you can get out of this interaction today, or even how it might progress in the future, but be sure to focus on what value you can provide to others as well. Don’t just wait until you need help to reach out to others. Proactively and consistently offer to do favors for someone else, if you can. It’s one of the best ways to genuinely and organically strengthen your network.

Ask yourself:

Can I make a mutually beneficial introduction between two people in my network?
Can I offer helpful feedback on the work my contacts are telling me about?
Can I use my social platform to spread the word about the people in my network?

Attend online events

As in-person networking events move online, it can be easy to get overwhelmed by the sheer number of free events you could potentially join on Eventbrite or Meetup.

Get specific: While it’s worth checking out the online lists aggregating virtual events, as it can expose you to a plethora of interesting options, you probably aren’t going to get a lot out of an event for “job seekers” that’s open to the entire global public. Look for events specifically for the industry or role you’re interested in. If you’re keeping your options open, you might benefit from focusing on events that are only open to professionals in your local area.

Make sure you actually get to network: The early days of sheltering-in-place led many industry conferences and networking events to reboot online as a pretty uninspiring smorgasbord of webinars, livestreams, and prerecorded keynotes. Now people (and a few interesting startups) are starting to figure out how to virtually replicate the experience of face-to-face networking at conferences, using algorithms to pair people with similar interests in short speed-dating-like video calls. Make sure any online events you attend give you the opportunity to actually introduce yourself to interesting people.

Tap into your (existing) social media

The last big step you can take to improve your virtual networking is something you’re probably already doing dozens of times a day: getting on social media. LinkedIn allows users to host and join groups based around specific industries, roles, or interests; Facebook Groups is another strong option, though you’ll want to make sure your profile is ready for the professional world first.

You should also look beyond the major social platforms. Check out this new social professional network that has started piloting curated, virtual events. Or, take Slack for instance. Most people are familiar with Slack as a tool for workplace collaboration, but did you know that it hosts thousands of communities specifically designed for professional networking? Some channels have an application process, others are paid channels, but most are easy to access and provide valuable opportunities for connection.

Just keep in mind basic etiquette when joining these communities. Especially if you’re joining a well-established community, likely with some tightly-knit, preexisting relationships, you’ll want to respect the boundaries and know not to ask for favors right off the bat. Take the time to get to know people, support them, and contribute to the community.

And lastly, consider seeking out career coaching

Figuring out how to best activate and manage your network can feel overwhelming. Speaking to and working with an expert who can come in at a bird’s eye view and help connect the dots can be a productive and beneficial exercise.

While there are numerous coaches and programs out there that can help you with network management, we highly recommend checking out Coached by Scouted, an affordable and personalized approach to career coaching.

At the end of the day, much of networking is figuring out different ways to ask for help. And, it can feel awkward to ask for help. Maybe you don’t want to be vulnerable. Maybe you feel embarrassed that you need help. Maybe you don’t want to come off as transactional or greedy. Well, it’s time to get over it. Everyone needs help and, perhaps even more importantly, people like helping others. I am constantly surprised by how willing people are to go out of their way to provide assistance. Now, this doesn’t mean you should go around taking advantage of others’ generosity, but it definitely means you should absolve yourself of all feelings of guilt, shame, or embarrassment that might have caused you to procrastinate making the ask. Once you put yourself out there, you are likely to be pleasantly surprised by what comes back in return.

Topics:

Candidates, Climb the Ladder

Climb the Ladder

How to Write a Modern Cover Letter That Gets You Noticed

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published May 29, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published May 29, 2020 / Updated March 19, 2026

When it comes to getting an interview, you really have 3 tools at your disposal: your resume, your network, and what I like to call, the “modern cover letter.”

We’ve written several blogs around how to craft your resume to increase your chances of ending up in the “yes” pile, and just the other week, I wrote a blog about how to virtually network during these uncertain times. Over the past few weeks, we’ve seen an uptick in questions about how to make sure your resume gets looked at once you’ve applied, or how to write a great cover letter/job outreach email to help contextualize and frame your resume. So, we want to share some practical tips with you today on how to write a cover letter or outreach email.

To keep it simple, cover Letters are a tool to share your story beyond your resume and to help you stand out in a sea of applications.

For us at Scouted, we could really do without the cover-letter; it often leans wordy, generic, and is not that helpful in practice. That said, when you think about the matter holistically, any time you are reaching out to a contact for a warm intro for a job, or even applying to a new position, it’s still important to stand out. And that is what we consider the modern cover letter.”

The way I like to think about cover letters, and in particular the modern cover letter, is similar to how sales professionals think of a cold email. Your letter should be specific to the role/company and enticing to the reader.

Here are my main tips for executing a strong cover letter or outreach email:

Start with how you found out about the opportunity (e.i. “I read XYZ Newsletter and saw your posting…”), especially if it demonstrates that you are active in their industry/networks.
If you do know anyone in common/if you have common ground with the organization, it’s helpful to include that in your note, too.
Be genuine and specific. If someone else could easily put their name at the bottom of your email/letter, then it’s probably not specific enough to you, your experiences, and your passions and it is likely too generic.
People like to be flattered and they want to know that you did your homework. So, be sure to mention something about the company/role that really excites you – something that ideally the average person might not know. You could also write about the mission of the company and how/why that connects with you on a personal level.
Connect your experience to the opportunity at hand (but no more than 2 sentences)
And, if it is an email (and it usually is) – try to make the email subject specific and compelling so they open it.

Once you’ve written a draft, step away for a few hours and then come back and read it to yourself, and ask, “If I got this email from someone I didn’t know, would I be intrigued and want to learn more?”; “What about this note is either memorable or unique?”.

Getting a second opinion from a family member or friend is a great way to double check if your note seems generic or compelling. And, of course, here at Scouted, we are here to help and happy to work with you to craft a compelling cover letter to ensure you stand out.

Example modern cover letter / cold email outreach for interest in a job:

Subject: Interest in xyz Data Science role from a former student of yours

Hi Name,
I hope you and your family are well during this crazy time! You may not recall but I was in your Technology Entrepreneurship class during the Fall quarter of 2015 at XYZ, it was my favorite class and inspired me to declare MS&E as my major. I think you also know my former boss XYZ from XYZ, I interned for him my sophomore year summer at Sweep and he has been a mentor to me since. Small world!
I came across the Data Science role at XYZ on Linkedin and am incredibly excited about the position. Not only do I think consumer (particularly social) tech is a promising space especially given the current pandemic, I’m particularly impressed by XYZ’s use of Data Science to aid in making investment decisions and helping its portfolio companies and its founder friendliness.
For the past two years I’ve been engaged as a Big Data Specialist with XYZ, helping to improve client operations through high-level strategy and big data analytics (Python, SQL, etc.). In addition to working at XYZ, I also interned at XYZ my junior year summer, diving deep into venture capital.
As I’m considering my next career move, I’m eager to apply my data science skills honed through my undergrad education / consulting experience within a Technology investing role. I’d love to discuss the opportunity with you and catch up at a convenient time. I’ve attached my resume below.
Thank you in advance!
Best regards,

Topics:

Candidates, Climb the Ladder

Climb the Ladder

How to Talk About Why You’re Leaving Your Old Company

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published June 12, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published June 12, 2020 / Updated March 19, 2026

First of all…

Why do employers ask, “Why did you leave your last job?”

There are many reasons why a hiring manager is almost guaranteed to ask you this during your next job interview. First, they might want to tell whether or not you’re likely to hop from one job to the next. In their book, is the reason you’re choosing to leave valid? They may also (and rightly so) want to know if you left voluntarily, “asked” to leave, or fired. And then besides your reason for why you left, they may also want to get a feel for how you left. The way an employee leaves a job can tell a lot about who they are when they don’t care what people think of them anymore. Ever hear a good storming out story? Entertaining, sure. Not so great for interviews, though.

Make sure your resume reads like a story

Edit: We can imaging that many who are reading this blog recently have been affected by layoffs due to the COVID-19 pandemic. We wanted to add that if that’s the case for you, it’s perfectly acceptable to add a note to your resume and/or cover letter stating that this is your situation. This will give hiring managers an easily understood explanation for why you’re no longer at your previous company and currently looking for employment.

No matter what, you’re going to want to make sure your resume makes sense to your future employer. Where did you start out and where are you going? For each piece of work experience added to your resume, you’ll want the hiring manager to be able to see how you grew from each position to the next. No matter what job you had, list the traits and skills you were able to develop at each job and how they progressed from one to another. If you do this way, you’ll be able to help your employer see how you’ll grow during your time at their company as well.

Having your resume read like a story is going to be especially important if you’re deciding to make a career change. If you’ve had several internships or jobs that coincide with the one you’re applying for, then it would make sense to a recruiter or hiring manager why you’re applying. But if you’re looking to make a career change or get your foot in the door of a new career, you’re going to want to identify the skills you’ve learned from your past jobs and highlight those as they would apply for your nest job.

For example, if you’re looking to get into a job in marketing, be sure to highlight past things that could relate to marketing like taking over your old companies social media channels here and there or writing a blog post. If the title of your past jobs doesn’t directly fall in line with the job you’re applying to, make sure your experience does.

Also read: How to Use a Side Hustle to Get the Experience You Need for Your Dream Job

Don’t point blame on your coworkers

One piece of advice we usually give our Scouted candidates is that saying things like, “My boss was a jerk” or, “My coworkers were toxic” really doesn’t leave the impression one might hope it would. Instead of setting yourself apart from said toxic coworkers, what your interviewer will see is someone who is unable to take responsibility for things that happen and who likes to shift blame to others. Being a boss themselves, they may understand what it’s like to be seen as a “jerk” by employees who don’t necessarily have a leadership mentality. Regardless, if you’re talking down about your last boss now, they could very well be worried that it won’t be long before they’re the next punching bag. Even if you didn’t like your last boss, if asked about them, try to think of their positive qualities that you can share. Jules from ToughNickel says, that a great way to address the question, “Who was your best boss and who was the worst?” is to say something along the lines of, “I’ve learned from each boss I’ve had,” and then share at least one positive or teachable trait you took away from your experience with them.

Don’t say you got bored

Although the negatives to this response may not seem obvious at first, there are several negative implications that will make you want to steer clear from this response. Bridget from our candidate team points out that saying, “I got bored” implies that you’re not really sure what you want in a job. Did you take the job just to get a job or do you have a clear path of career growth in mind. If the latter, then the reason for you leaving your previous job should probably sound something like, “I feel as though I’ve learned and grown as much as I can in my position at ______ and it’s time to take the next step in my career.”

Saying you were bored could also imply that you didn’t feel motivated or compelled to apply yourself to your work and became caught up in daily routine. Remember, just like your resume should always tell a story of growth, so should your interview. Be sure to let your interviewer know that your decision to leave your past job was purposeful and had good reasoning behind it.

If you’re worried about an employment gap in your resume, give this blog post a read to learn how to best explain it to your hiring manager: How to Explain an Employment Gap (and what to do when you’re in one)

Be sure your values are clear

If you don’t clearly express why you felt the need to leave your last company, your hiring manager might be left to make assumptions. Always make it a priority to show that you’re a fan of the company you’re interviewing for and also what you value in your career. Do you value working with a team and for a cause you can stand behind? Do you value honesty and transparency? Let your interviewer know that you value these things and it may help them be more sympathetic to your reasons for leaving.

A good idea is also to research the values that the company has noted about itself. As a principle, try to only apply to companies you can truly see yourself taking pride in and whose values align with your own. That way you won’t need to fudge that you love what the company stands for in your interview.

We hope you found this post helpful! In the comments below, tell us if this is your least favorite interview question and, if not, what is? How have you answered this question in the past?

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Allie Fleder’s Story: The People Make the Workplace

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published June 30, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

4 min read • Originally published June 30, 2020 / Updated March 19, 2026

Allie Fleder is the COO and a founding team member of SimplyWise. She previously founded and ran Sherpa, a British luggage delivery platform that was acquired in 2019. Allie began her career at the Americas Society/Council of the Americas, where she served as the chief of staff to the president. She is a founding member and former Executive Director of the Young Professionals of the Americas network, a board member and former Chair of EUROUT, Europe’s largest LGBT+ business conference, and serves on the Digital Corps leadership committee of Out in Tech. Allie is a graduate of Columbia College and received her MBA from London Business School, where she was a 50thAnniversary Scholar.

Allie generously shared with us the pivotal moments that shaped her professional journey, and how deciding to be out in the workplace has impacted her career. The following is a lightly edited and thoughtfully condensed transcript of Allie’s story.

—

I grew up being told not to mix “sex and work”, and by extension, not to bring up one’s sexuality at work. Because to talk about your sexuality was to bring sex into the office.

Working at an NGO in Latin America, I was often the only woman in the room. I would have ideas, but would, particularly when I was just starting out, often shrink back, literally sitting on the side of the room, unable to speak up, afraid to interrupt conversations about sports or childcare.

I had the opportunity to work closely with a number of public and private leaders across the region, from ministers and presidents to CEOs. I learned a lot about leadership from working with them. One of the harder lessons was that just because someone is a visionary leader does not mean that they are a successful manager. Creating an inclusive, supportive work environment takes work. It takes actively seeking minority voices around the table as you make decisions. The tone must be set at the top by a leader willing to get in the trenches to fight for all voices in order to engender a culture of learning and open communication.

I left the NGO to go to business school in London. During my first months in London, I went to a huge LGTQ conference. They had a career fair, where over 40 companies were looking to recruit LGBTQ hires. I saw the overwhelming number of booths and quite literally cried. I could not believe that, in that room, in that employment context, I didn’t have to hide who I was. Here I was, a 30-year old woman who had spent the last decade in NYC and this felt like a foreign concept to me. I had never had that kind of exposure.

The idea of having a seat at the table, not despite one’s sexuality but rather because of it, felt like a completely foreign concept. It sparked something in me that began to shift the way I thought about sexuality and the workplace.

Shortly thereafter, I launched my own company–a luggage delivery startup–with my good friend and classmate. I knew that as we were building our own team, I didn’t want to have to hide who I was. I wanted my identity to be known–without beating around the bush or talking about my partner with vague pronouns. When meeting a new member of our team, I wanted to be able to say upfront, “I have a fiancée who is a woman.”

Around the same time, a mentor of mine named Paul Boskind advised me that if a minority is privileged enough to speak out on behalf of others, they should. Even if you don’t love public speaking or never wanted to be public, if you have a voice it’s important to use it. So I started volunteering and speaking up for the LGBTQ community on panels and in articles online. Going “public” on being out opened the door to disgraceful, bigoted responses. I was “trolled” for having stepped so far out of the closet. I received hate mail and death threats, and while this was something that obviously affected my day-to-day and hurt me deeply, it wasn’t something I was sure I could be open about or share with my team. I felt that to share it was to be too vulnerable, taking some of my power away.

I knew I had to change that. I wanted to finally feel as though I could be fully open about myself at work. And I wanted to be sure that other minority teammates would feel the same. So, I decided to have a conversation with my team, to open up to them about my activeness in the LGBTQ community and the hateful retaliation I received online.

To my surprise, having that vulnerable moment with my team members actually led to mutual openness and trust among us. I even had an employee open up to me afterward, saying they didn’t know I was LGBTQ but that they felt like they could come out and be open about themself because I had. I never thought of it as leading by example–I just knew that I wanted a work culture where I could be exactly who I was, share my struggles, and have a relationship of trust with my team–where everyone’s voice is heard and respected. And I wanted my team to have that, too.

I learned that being vulnerable, with the right group of people, made for a workplace that functioned on trust and acceptance. I finally knew how to build the culture I had always wanted.

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The Right Questions to Ask in an Interview

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

2 min read • Originally published August 14, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

2 min read • Originally published August 14, 2020 / Updated March 19, 2026

During an interview, asking questions is important. But what many may not realize is that the questions you choose to ask can say a lot.

Get the full Scouted Guide to Interviews here.

Ask yourself what each question says about you.

Asking questions during an interview shows that you’re interested, you’ve done your research, and you’re willing to go the extra mile. If you don’t have questions, it makes it seem like you are simply going through the motions and would accept any job. Even more importantly, hiring managers view questions as representative of what you value and what’s important to you. So, when thinking about what you want to ask, take a moment to ask yourself what each question says about you.

Examples of great interview questions:

What are the company’s long-term goals objectives?
How does this team/department fit into the broader company structure?
How does this role fit into the company?
How does the company culture come alive to you?
Why did the last person who held this role move on?
What is the company’s management style?
Where do you think management can improve the most?
What are the key performance indicators (KPIs) that I should care about?
What are the biggest challenges facing the company or department right now?
What does a typical day look like?
What do you like most/least about working here?
What leadership training programs do you offer?
How do you foster an open, communicative environment for your employees?
How do you celebrate a diversity of ideas and people?
Who does this position report to?

Pro tip:
Don’t be afraid to ask the same questions to different people – this can be a great way for you to triangulate across different viewpoints.

Avoid certain questions early on in the process:

What are the salary and benefits for this role?
How many hours a week do people typically work?
How much vacation time do you offer?
How soon will I be able to be promoted?

Remember, you are interviewing the company, too, so make sure you are getting the information you need to make an informed decision on whether or not this is a good fit for you.

This article was originally written for the Scouted Guide to Interviews. To download the entire guide, click here.

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Dos and Don’ts of Writing an Entry-Level Resume

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published August 21, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published August 21, 2020 / Updated March 19, 2026

It’s a tough job market right now, and even harder for recent grads as, typically, your work experience tends to be brief.

So, with little experience under your belt, what on earth are you supposed to put on a resume? Below we’ve gathered some of our best tips for writing a strong entry-level resume that can help you stand out without widening the margins on your document or adding unneeded fluff. Also, be sure to download Scouted’s resume template to get started.

Don’t add a professional summary

To be honest, here at Scouted, we’re not huge fans of professional summaries or objective sections. They take up valuable space and are mostly redundant information as resumes are already a summary of your work experience. They can, however, be useful for people who are looking to change careers in order to help brand yourself and position your skills accordingly. or recent grads who are looking for their first “real” job, they tend to be unnecessary.

If you are considering adding a summary, it’s important to ask yourself 1). if the information you’re providing is something the reader doesn’t know already from looking at your resume and 2). if the information makes you unique versus being a skill that most people have.

Do briefly summarize why you’d be a great employee and what your goals are

As we said, summary or objective sections are often about summarizing your work experience to make the reason you’re applying obvious to the hiring manager. In the case of new grads, feel free to use this section to mention a couple of unique traits that make you stand out from the rest. Did you hold down a job throughout college, or start a business or found any new clubs or initiatives?

While those accomplishments might not be the same “work experience” you’re now looking for, they can say a lot about your character and why you’d make a great choice for the job. As we’d tell anyone, put what will make you stand out in this section and, above all, keep it brief.

Here are two examples of entry-level summaries:

Good – this example is specific and unique to the individual at hand.

First-generation college graduate with exceptional work ethic and time management skills; worked a minimum of 30 hours a week throughout university while maintaining a rigorous academic course load. Extensive experience in customer-facing positions, sensitive to diverse cultures and personalities, willing to do whatever it takes to achieve goals.

Not good – this example is generic, anyone could include this on their resume so it does not help you stand out.

Excellent verbal, written, and interpersonal communication skills
Recognizes the importance of punctuality, organization, and safety guidelines
Sensitive to diverse cultures and personalities through experiences in the workplace
Advanced computer skills in Microsoft Office, Adobe Creative Suite, HTML, and WordPress
Self-motivated and able to work well in a team and independently

Don’t get overly creative with your resume

Unless you’re looking for a creative role in graphic design or branding, your resume shouldn’t stand out simply because of its color palette. This can be distracting and also difficult for ATS (applicant tracking systems) to properly analyze. For example, most ATS are not able to efficiently scan resumes formatted with two columns. Additionally, be sure to leave any photos off your resume.

Do stick to a template (like this one) and keep it clean and easy to read

In just a few seconds of reading your resume, a hiring manager should be able to have some idea of the career you’re trying to pursue and the reason you want to work with the company. Passion and excitement are a big deal when it comes to hiring manager’s assessment of candidates, so understanding why you want a particular job is important.

Do keep your resume to one page

This is advice we tell all our candidates: If you have less than ten years full-time work experience, keep your resume to one page. No exceptions. Hiring managers understand that young talent (especially recent graduates) will not have much by way of corporate experience to add to their resume, so listing the 100 extracurricular activities in which they participated in college really doesn’t do anyone any favors.

If you do have a hard time fitting your resume to one page, list only your most recent or most relevant internship experiences and play around with the formatting so everything fits cleanly on one page. And, remember, the amount of real-estate that any one experience takes up on your resume should be directly proportionate to the amount of time you spend doing it and how relevant it is to the job you want.

Pro tip: Always save your resume as a PDF to avoid various operating systems from reformatting your resume.

Don’t overuse industry buzz words

When anyone has a lack of experience, it can be tempting to try to fill the void with industry buzz words or “fluff” that makes it seem like there’s more experience there than what’s reality. While doing your homework on a company and industry is extremely important, do your best to make sure you can explain everything on your resume and be honest about the experience under your belt.

Also read: How to optimize your resume to get past digital screening tools

Do mirror the wording in job descriptions that interest you

Take a look at the job descriptions for the roles you want and pick out phrases that the hiring manager will look for on your resume (of course, if they’re applicable to you). This will help you not only see what’s important to the hiring manager but also what key aspects you should focus on when writing your resume.

One of the important points to note here is to look at your experience and skills and see what skills are transferable to the roles you’re applying for. Once you know this, set your resume up so that a hiring manager can see this too. For example, if your job title in a past retail role was “Crew Member,” this doesn’t tell a hiring manager how you learned skills that will transfer to your next job. Rather, adding the title “Sales Associate” to your resume is not only a better descriptor of your experience, but also tells hiring managers that you have experience in sales and in customer-facing roles.

Also read: 40+ Powerful Words to Make Your Resume Stand Out

Do demonstrate what you have accomplished

How does one do this? 1) by quantifying your experience, and 2) by using as many action words as possible. Use numbers to establish the impact you had in your past experiences, to illustrate your scope of responsibility, and to show off how you were most effective. For example, rather than saying “Meet or exceed established store and individual sales and performance goals daily,” instead say, “Critical member of five-person team responsible for bringing home a minimum of $5000 of revenue daily.”

Pro tip: If you get a full-time offer from a summer internship but declined it, put “full-time offer received” next to the role title on your resume. This way companies don’t automatically assume that you didn’t get the offer.

A few more Dos:

Do list volunteer experience.
Do list internship experience.
Do list extracurriculars & leadership experience.
Do have a friend or family member read over your resume.
Do list skills that come with a certificate.
Do list 1-2 hobbies or interests at the bottom of your resume. It helps humanize your resume.
Do use a professional email address.
Do include short descriptions of the companies you’ve worked for, especially if they are not household names.
Do mention any honors or awards.

A few more Don’ts:

Don’t list basic computer skills like Microsoft Office. You want to showcase skills that not everyone has. If you can code in HTML it is implicit that you can use Microsoft Word, so don’t undermine your unique skills by listing the obvious ones.
Don’t include high school accomplishments, focus on what you’ve done most recently.

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How to Request to Continue Working Remotely After COVID-19

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published August 28, 2020 / Updated March 19, 2026

By Scouted

Scouted was a hiring marketplace that matched candidates to roles based on potential, serving clients from high-growth startups to Fortune 500 companies.

6 min read • Originally published August 28, 2020 / Updated March 19, 2026

Are you one of the employees who has been happy working from home and wants to continue to do so? Or are you simply not ready for the amount of contact that will come from returning to the office post-COVID-19 closures?

In April 2020, a poll published by Gallup revealed that “sixty-two percent of employed Americans currently say they have worked from home during the crisis, a number that has doubled since mid-March.” But the question remains whether employees will want to continue working from home post social-distancing; and so far, what we’re seeing is mixed messages.

As COVID-19 shutdowns begin to lift, employers are considering how they’ll handle the return to the office. A McKinsey study surveyed 100 executives who said they expect “80 percent of their workforce, on average, to be back on-site by September and that 88 percent will be back by December

Depending on the type of organization you work at, flexibility around future work from home policies will likely vary a lot. For those of you whose company WFH policies are less black and white, here are some tips for those who are hoping to have those conversations with their managers and how to get started.

Understand your rights

It’s important to understand that employers do have the right to require you to come to the office. “If you are reluctant to return to work just because you fear contamination by COVID-19, you may be out of luck unless your employment contract allows you to work remotely, you require child care, or you or your family member has a qualifying disability (Legal Zoom).”

If you are able to justify staying home for one of the reasons listed above, you may have an easier time requesting to remain remote. If not, however, we have a few considerations and tips to keep in mind before having that conversation with your employer.

Decide whether or not you’d really be happy continuing to work from home.

According to a survey recently put out by the Martec Group, only 14% of employees working remotely said they were “thriving” and “loved it.” The same study found that 59% of these employees feel discouraged and do not like working from home, with 27% feeling as though their employer is doing their best to handle the situation and 32% feel as though their company is not handling the situation well.

Those with teams who will be returning to the office will have to consider if working remotely long-tern is really for them and then also how remote work will look differently being one of the only members to have to call into meetings.

It’s important not to assume that remote work post-COVID will be the same as remote work during COVID. For one, significant social aspects will be missed (ie. team lunches, happy hours, and daily contact with people); but, possibly, more importantly, remote employees may miss out on important impromptu office conversations or decisions. This will make it much more important for those who choose to stay working remotely to be able to advocate for themselves, to make sure they’re included in the meetings, and asked to be a part of decision-making processes.

Have an open conversation, as early as possible

Even before you’ve fully decided that you’re ready to work remotely for the long-term, having a conversation with both your manager and (if applicable) HR director about your apprehension about returning to work is a good way to readdress the issue again later, knowing more, without any surprises. This way, you can not only get a sense of their openness to allowing employees to remain working from home, and they also learn how you feel early on while the company is still considering what the WFH policy will look like moving forward.

One of our own Scouted employees who, before the pandemic, worked full-time in our NYC office, made the decision to move closer to family in Ohio. Nicole says,

“Before I was even totally sure that I was going to move from NY to OH, I thought it would be a good idea to have the conversation with Jax [Scouted Co-founder and CEO] to a) continue the transparency we always had and b) make sure it was something that would work on both ends so that I could plan accordingly if it didn’t. I had first learned that transparency was rewarded with Scouted when in my first in-person interview with the team… I think this gave them the confidence that I would be someone who they could trust to be honest, and also gave them the chance to figure out if that would still work. This building of trust and open communication made it possible for me to feel comfortable enough to have a conversation about working remotely.”.
Nicole Sanfilippo, Account Manager @ Scouted

Also, while it might feel much easier to propose working from home in an email or over Slack, this really is a conversation that should be had over video conferencing instead. So, try to set up some time and ask your manager if you can have a conversation about your post COVID work situation.

Prove your effectiveness

While it’s one thing to show your manager the most recent statistics about remote work productivity, what they’ll care about most is how effective you can be while working from home. The good news is, the last several months have been a good opportunity for remote workers to show it.

One idea to show your efficiency to your employer would be to voluntarily track your time. How long does it take you to do certain tasks now from home versus when you worked in the office? List any new projects you’ve been able to start since working from home that you may not have had time for in the office.

Set yourself up for success

While remote work cultures across organizations vary widely, it’s important to show your manager that you will be just as reliable and successful working from home as you would be in the office. This means showing up on time for every meeting or giving advance notice if meetings need to be rescheduled, participating in meetings, getting work done on time or escalating ahead of time if not, and giving updates on the progress of your work even before you’re asked for one. This may even mean doing what you can to set up an in-home office so you can continue to work without distractions. Whatever the case, showing that you are still very much available and communicative throughout the day will only help to give your managers confidence in the decision to allow you to work from home.

Anticipate your manager’s questions and concerns

Of course, if you ask to continue to work from home, your manager may have a few questions about how that will work. Some of those questions might be:

How will you attend team meetings?
How can the team reach you if they have questions?
What will your schedule look like?
How will I know that you’re working?
How will you stay connected to the team socially?

And while you might not have a clear answer to each of their questions yet, you can do your best to work through the answer to them together or with your direct supervisor.

Have a plan for if they say no

Now it goes without saying that if you’re considering full-time remote work, it’s important to have that conversation with your boss before making plans that depend on their answer. Of course, if your employer doesn’t think it’s a good idea for you to continue to work remotely for whatever reason, you’re left with a few options: 1). Simply return to the office, 2). Ask to compromise by working remotely part of the time, or 3). Look for remote work elsewhere.

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Candidates, Climb the Ladder

1 | Give yourself time and space to grieve

2 | Set daily goals and start a routine

3 | Take care of your mental health

4 | Research and create a list of companies that are hiring that you would want to work for.

5 | Update your resume (and create profiles on platforms like Scouted!)

6 | Understand your resources

7 | And at the end of the day… Be kind to yourself!

Your last paycheck

Severance pay

Handling equity after being laid off

Applying for unemployment benefits

What happens to your benefits?

Looking for your next job after being laid off

Career coaching

Just Ask

But be specific

Keep communication lines open

Strengthen your existing network

Attend online events

Tap into your (existing) social media

And lastly, consider seeking out career coaching

Example modern cover letter / cold email outreach for interest in a job:

Why do employers ask, “Why did you leave your last job?”

Make sure your resume reads like a story

Don’t point blame on your coworkers

Don’t say you got bored

Be sure your values are clear

Ask yourself what each question says about you.

Examples of great interview questions:

Avoid certain questions early on in the process:

Don’t add a professional summary

Do briefly summarize why you’d be a great employee and what your goals are

Here are two examples of entry-level summaries:

Don’t get overly creative with your resume

Do stick to a template (like this one) and keep it clean and easy to read

Do keep your resume to one page

Don’t overuse industry buzz words

Do mirror the wording in job descriptions that interest you

Do demonstrate what you have accomplished

A few more Dos:

A few more Don’ts:

Understand your rights

Decide whether or not you’d *really* be happy continuing to work from home.

Have an open conversation, as early as possible

Prove your effectiveness

Set yourself up for success

Anticipate your manager’s questions and concerns

Have a plan for if they say no

Mikhail Deryabin

Decide whether or not you’d really be happy continuing to work from home.