How Group Nine Media Stays On Top

40 Powerful Action Words to Make Your Resume Stand Out

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

3 min read • Originally published February 8, 2018 / Updated March 19, 2026

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

3 min read • Originally published February 8, 2018 / Updated March 19, 2026

Chances are, if you’re reading this, you already know the competition is fierce when it comes to the job market. But did you know that, on average, corporate job postings receive around 250 resumes? You may also have heard that you have about 7 seconds to make an impression. That’s right. 7 seconds. So what’s going to make a hiring manager care about your resume and set it aside in the “possibility” pile instead of the trash can?

Well, there’s lots of resume advice out there. Some good, some dated, and some bad. But a key concept has always been that you will need to stand out. Not in a weird way like by putting an awkward headshot on the front of your resume, but more like a, “Hey, this person actually seems to be good at this” kind of way. So how do you get that kind of reaction from a hiring manager within 7 seconds?

We’re here to tell you that whether you have 10 minutes of job experience or 10 years, the thing that can make all the difference on your resume is the words.

You might be thinking, “Well, duh, I wasn’t going to hand the manager a picture book.”

Sure. Everyone uses words on their resume. But, trust me, if your hiring manager sees “Attention to detail” one more time, they might consider a career change themselves. Two mistakes that so many resume writers make are: 1. Pointing out even the most basic of skills that literally any company would want an employee to have (i.e., attention to detail) and 2. Copying and pasting their past job descriptions under the “experience” section of their resume.

What employers really want to know is what you can do. What can you do for their company?

See that word there? That word, “do”? “Do” is a verb. Some synonyms for “do” include “undertake,” “execute,” “perform,” “accomplish,” and “achieve.”

These are the things a hiring manager really wants to know. What did you accomplish at your old job? What were some projects that you undertook? Did you launch any new ventures at your former company? Did you help to achieve any goals? Whatever these things might look like for you and your past job experience, these are the things your future boss will want you to carry over to their company. Copying and pasting old job descriptions really doesn’t say much about how you can actually make a difference in your job.

While you don’t have to copy and paste these words and force them into your resume, take a hard look at your resume and ask yourself if it really tells a hiring manager what you can do for them. And if you feel inclined to some word inspiration to help spruce up your resume, take a look at the list we curated below and feel free to glitter your resume with words that will show a hiring manager that you’re a game-changer. You don’t just show up and do a job; you show up and make a difference.

Powerful Action Words to Use in Your Resume

Grew/Grow
Manage
Oversee
Train
Complete
Organize
Analyze
Develop
Revitalize
Push
Strengthen
Build
Team
Which (a great word to transition what you did into what it meant for your company: “I managed a team which led to growth in this department”)
Convert
Collect
Increase
Led/Lead
Accomplish
Cultivate
Evaluate
Expedite
Guide
Interact
Join
Launch
Measure
Market
Operate
Plan
Prevent
Promote
Reach
Recruit
Refocus
Restructure
Suggest
Succeed
Track

Have some words to add to our list? Leave your favorite action words in the comments below and share with a recovering copy-and-paster!

Topics:

Do Hiring Managers Check Your Social Media? (Yes, and Here’s What They’re Looking For)

Over half of hiring managers have found a reason not to hire someone based on their social profiles. Here's how to make sure yours works in your favor.

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

5 min read • Originally published June 13, 2018 / Updated March 19, 2026

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

5 min read • Originally published June 13, 2018 / Updated March 19, 2026

The short answer? Yes. But you might be more interested in the long answer: Why do they check? What are they looking for? And what turns them off?

Here’s what you should know about keeping your social profiles job-search-ready, what hiring managers are actually doing on there, and what might help you stand out from the pack.

Why do hiring managers check your social media?

Hiring managers may check your social media for a number of reasons. They may want to get a feel for your personality and whether you’d be a good fit for their company (in fact, 51% said this was their primary reason for checking a candidate’s social media). If you’re applying for a sales job where you’ll have to meet lots of new people, they may be interested in seeing how you interact with strangers. If you’re hoping to land a job that requires a lot of writing, they may want to see that you have good communication skills, even when it’s not “important.” And, according to this study, “44% of hiring managers want to see if a candidate is creative.”

So there are plenty of reasons why a hiring manager might want to check a candidate’s social media. However, according to a study done by CareerBuilder, over 50% of hiring managers who checked a candidate’s social media found a reason not to hire them. Yikes!

Top reasons hiring managers were turned off by a candidate’s social media:

Candidate posted provocative or inappropriate photographs, videos, or information: 39 percent
Candidate posted information about them drinking or using drugs: 38 percent
Candidate had discriminatory comments related to race, gender, religion: 32 percent
Candidate bad-mouthed their previous company or fellow employee: 30 percent
Candidate lied about qualifications: 27 percent
Candidate had poor communication skills: 27 percent
Candidate was linked to criminal behavior: 26 percent
Candidate shared confidential information from previous employers: 23 percent
Candidate’s screen name was unprofessional: 22 percent
Candidate lied about an absence: 17 percent
Candidate posted too frequently: 17 percent

That list might be intimidating, but don’t let it convince you to archive your social media accounts during your job hunt. In fact, “fifty-seven percent of employers are less likely to call someone in for an interview if they can’t find a job candidate online” and “25 percent expect candidates to have an online presence.”

So yeah, by all means, keep your social media accounts up. But if you’re still nervous about making a good impression, here are some tips for using it to your advantage.

Use social media to your advantage

Be a good person

Of course, you’ll always want to be yourself (after all, they may be checking your social media to get a glimpse of your personality). But while you’re out there being yourself, always remember to be professional. Yes, you can do both. If you leave a comment, say something intelligent. If someone criticizes you or something you love, take the high road. Your employer will expect you to be human, just try to be the best kind.

That being said, don’t feel like you have to keep your profile set to “public”. Simply seeing that you’re active online might be enough for a potential employer to extend an interview, and many understand the reasons for keeping a profile set to “private.”

Post about things that have to do with your career

Sharing about things relevant to your work will show that you’re passionate about what you do (who wouldn’t want an employee like that?) and that you’re hungry for knowledge and love to keep up with industry news and trends. Don’t only show off your own work. Share things that interest you or are helpful to others within your industry as well.

Don’t be afraid to show off a little

Do you have your own blog, or do you share in-depth projects that you’ve worked on? Those could be a great way to impress your next employer. This could even give you the edge over others interviewing for the same position, because your potential employer has already seen your work before you even came in to interview.

Connect like you’re the social butterfly you wish you were

Afraid of networking events? So are a lot of people. Why not try connecting with influential people online first? Less scary, a lot easier. If your potential employer sees that you’re connected to influential people or are a member of groups related to your industry, it can help validate your credibility and experience.

But, is it legal?

Here is where it gets tricky. There’s nothing that says a potential employer can’t look you up on social media in their own time. What they can’t do is ask for your username and password, ask for unrestricted viewership of your profile, require you to add them as a friend, or ask you to promote their product or service.

However, even though it’s not illegal for a hiring manager to check a candidate’s social media, there are reasons they might want to hold back. “The primary risk is uncovering information that an employer has no need to know, such as medical information or an employee’s (or applicant’s) inclusion in a protected class. Finding this type of info presents a risk because employer knowledge of such information can lead to claims of discrimination.”

For example, if a candidate announces her pregnancy on social media and a hiring manager chooses not to hire her, she could claim that the hiring manager discriminated because he or she found out she was pregnant. The same goes in cases of religion, race, sexual orientation, and so on. So when it comes to social media, it may be in the company’s best interest to refrain from using services that block information that could lead to bias or discrimination.

Topics:

How to Choose Job References (Yes, You Can Use Coworkers)

Who to ask, how to prep them, and why your references matter more than you think.

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

5 min read • Originally published June 22, 2018 / Updated March 19, 2026

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

5 min read • Originally published June 22, 2018 / Updated March 19, 2026

Last updated: January 2026

References can make or break your job prospects. Even if you had a great interview, a single comment from one of your references could cause a hiring manager to second-guess you—or give them the confidence they need to extend an offer. Choose your references wisely.

Why References Can Make or Break a Job Offer

Imagine you’re a nervous interviewer. Your resume says all the right things, but you came across as awkward during your conversation with the hiring manager. They considered moving on, but decided to call your references first.

Every reference had glowing feedback: you were reliable, learned quickly, and worked well with the team. After hearing this, the hiring manager reconsidered and called you back for a second interview—which you nailed because you were less nervous the second time around.

This scenario plays out more often than you’d think. Strong references can rescue a mediocre interview, while weak ones can sink an otherwise strong candidacy.

Can You Use a Coworker as a Reference?

Yes, you can absolutely use a coworker as a job reference. In fact, coworkers can make excellent references because they have a realistic view of how you perform day-to-day work.

According to Harvard Business Review, when providing feedback, “Managers tend to emphasize task-related behaviors (e.g., meeting deadlines, working independently) while coworkers emphasize interpersonal behaviors (e.g., friendly, compassionate, listening). This isn’t necessarily surprising, as coworkers may have more opportunities to observe interpersonal behaviors of their peers in the workplace as compared to managers.”

Coworkers don’t carry the formal authority of a manager, which can actually work in your favor—their perspective feels more authentic and peer-level to hiring managers.

Who to Ask: You Have More Options Than You Think

Your three job references don’t need to be your last three bosses. You might have good reasons for not including a current or former manager: maybe you don’t want them to know you’re job searching, maybe you had a difficult experience, or maybe you simply need more variety.

Here are other people you can ask:

Other Managers in Your Workplace

If you’ve been at your company for more than a few months, you’ve likely worked with other managers or “higher-ups” who can speak to your abilities.

Direct Reports (People Who’ve Worked Under You)

If you’re applying for a leadership role, having someone who reported to you can be valuable. They can speak to your management style, communication skills, and your support for your team.

Coworkers and Peers

As noted above, coworkers offer a ground-level view of your work ethic, collaboration skills, and how you handle day-to-day challenges.

Past Clients

Lex Brown II of Task & Purpose notes, “Listing a client as a reference can provide a potential employer with testimony of your deliverables. Whatever outcomes result from your productivity (i.e., software code, website designs, photographs, sales revenue, manufactured products, project management, etc.), clients are probably the most reputable voice for feedback.”

Volunteer Supervisors

A volunteer supervisor can speak to your intrinsic motivation and ability to work hard, even without external pressure.

Professors or Academic Advisors

Especially useful for recent graduates, professors can speak to your intellectual curiosity, work quality, and ability to meet deadlines.

Know What Your References Will Say

One key factor in choosing references is knowing what they’ll actually say about you. Don’t assume that just because you only butted heads a few times with a previous manager that they won’t mention it.

Only choose references you’ve had a genuinely positive experience with and who you’re confident will speak highly of you. It’s perfectly acceptable to ask directly: “Can I count on you for a positive reference?”

How to Prep Your References

Before listing someone as a reference, always confirm they’re willing to be contacted. Once you have their permission, prep them so they can give relevant, helpful responses.

Tell Them About the Job

Make sure your references understand the role you’re pursuing and why you’re a strong fit. Explain what you’d be doing and how your past experience translates to the new position.

Share the Job Requirements

Even if you don’t meet every requirement, share the job description with your references. They may identify transferable skills you hadn’t considered.

Mention Key Talking Points

If there were recurring themes in your interview—analytical thinking, leadership potential, attention to detail—mention these to your references so they can reinforce those points.

Include a Variety of References

To give hiring managers a well-rounded picture of your background, include references from different areas of your professional life:

A former manager shows you can work within organizational structures
A coworker demonstrates that you collaborate well with peers
A client proves you deliver results
A volunteer supervisor shows passion beyond your paycheck

Avoid personal references (friends or family) unless you’re brand new to the workforce and genuinely cannot find three professional references. If you must include a personal or character reference, choose someone who has known you for an extended period and can speak meaningfully to your work ethic and character.

Looking for your next opportunity? Browse jobs on Mediabistro.

FAQs About Job References

Can you use a coworker as a job reference?

Yes, coworkers make excellent references. They can speak to your day-to-day work habits, collaboration skills, and interpersonal behaviors that managers may not observe as closely.

How many references should you have?

Most employers ask for three professional references. However, it’s wise to have four or five prepared so you can tailor your list to each opportunity.

Should you use your current boss as a reference?

Only if they know you’re job searching. If you haven’t told your current employer you’re looking, use former managers, coworkers, or other professional contacts instead.

What if you don’t have three professional references?

Consider professors, volunteer supervisors, clients, or mentors. If you’re very new to the workforce, a character reference from someone who knows you well (other than family) can work as a last resort.

Should you tell references before listing them?

Always. Contact your references before sharing their information with employers, confirm they’re willing to speak on your behalf, and prep them on the role you’re applying for.

Can a bad reference cost you a job?

Yes. A lukewarm or negative reference can cause a hiring manager to reconsider, even after a strong interview. Only list references you’re confident will speak positively about you.

Topics:

How To Pitch: Narratively

This clickbait-free zone offers a gateway to stories of ordinary people who have extraordinary lives

Dana Robinson is a freelance health, beauty, and culture writer with 20 years of experience creating content for publications including Shape, WeightWatchers, Wine Enthusiast, AARP, and Southwest: The Magazine. She holds a master's degree in mass communication from California State University-Northridge.

3 min read • Originally published July 23, 2018 / Updated March 19, 2026

3 min read • Originally published July 23, 2018 / Updated March 19, 2026

Monthly visitors: 500,000

Background: Narratively’s dedication to in-depth journalism is arguably the perfect antithesis to a world full of memes, clickbait, and listicles. It launched in 2012 and prides itself on looking beyond the news headlines and focusing instead on ordinary people with extraordinary stories. “We like to focus on stories that might have slipped through the cracks…stories from anywhere in the world…that really show what it means to be human,” says Brendan Spiegel, editorial director and co-founder. “We want the story to be an experience for the reader to dive into.”

Narratively has a diverse readership, but the largest segment of its visitors is ages 25-35. When the site launched, those readers were treated to articles that mostly hovered around the 5,000-word point. But editors are now focusing more on stories in the 2,000-word range and occasionally running long-form features.

What to pitch: Narratively is very freelance driven, and once per month, editors send out a call for pitches that focus on a particular theme or topic. You can sign up here to get on that email list. But if freelancers have an idea that will fit into any of Narratively’s current sections they should feel free to pitch at any time.

Pitches for the Secret Lives section should lift the veil on surprising and secretive jobs, pursuits and lives. Renegades articles focus on rebels who are doing things their own way—and changing the world while they’re at it. Super Subcultures introduces readers to people who build their lives around weird and wonderful obsessions. Hidden History stories reveal the forgotten and untold stories that shape who and where we are today. And Memoir articles are crafted personal stories that rise above the flood of confessional “it happened to me” first-person writing—this is the place to pitch truly unique stories that only you can tell.

Spiegel reveals that readers should be intrigued by the subject of the article (e.g. Secret Life of an Autistic Stripper, They Meet Up in Motels Across America…to Trade Old Beer Cans) but the reporting and writing should showcase how special the person or group really is. Word count for all sections is about 2,000.

What not to pitch: Every section is open to freelancers.

What publicists should pitch—and when: Narratively does run excerpts from non-fiction book writers. Publicists who feel that they have their hands on a story that hasn’t been told should feel free to reach out. No product pitches, please. Lead time is 2-3 months.

Recent freelance stories pitched and published: A freelancer pitched Inspired by Black Lives Matter, This Masked Man Patrols Under the Cover of Darkness. Editors knew it was a winner because the story goes behind the scenes with an ordinary person who is doing something truly extraordinary—showing the reader not just what his colorful pursuit is like, but why he does it and what drives him, says Spiegel. A freelancer also pitched Meet the Super-Serious Sasquatch Chasers of America’s Premier Bigfoot Conference. The article hooked editors because the story focuses on real people and why they find this pastime so fulfilling.

Etiquette: All submissions should be sent via Narratively’s Submittable page. In your pitch be sure to mention who your main characters are in the story and describe the exciting scenes that readers will be taken to.

Percentage of freelance content published: 90 percent

Percentage of freelance pitches accepted: 10 percent

Lead time: 2-3 months

Pay rate: $300 first-person; $400 reported pieces

Payment schedule: 45 days after publication

Kill fee: 25 percent

Rights purchased: Sixty-day exclusive, then rights are shared with the writer

Contact info:
Narratively
30 John St.
Brooklyn, NY 11201
Narrative.ly
Twitter│Facebook
Email format: FirstName@narrative.ly

Direct all pitches:
via Submittable

EDITOR’S NOTE: Though we’ve updated this article recently, the speed at which things move in media means things may have already changed since then. Please email us if you notice any outdated info.

Topics:

How to Pitch Shift Magazine: A Guide for Freelance Writers

Pitches that bridge the gap between technology and transportation are just right for this brand new publication

3 min read • Originally published August 29, 2018 / Updated March 19, 2026

3 min read • Originally published August 29, 2018 / Updated March 19, 2026

Circulation: Currently comes to subscribers of Automotive News, which has a circulation of 60,000

Frequency: 5x/year

Background: Shift debuted this year as an offshoot of Automotive News, the B-to-B publication that covers the automotive industry. And as the name implies, Shift is still covering that traditional market segment, but with a modern twist. “[We cover] everything that’s happening with self-driving cars…mobility services, like Uber and Lyft,…bike sharing…electric scooters…and urban planning,” says Sharon Carty, editor. The publication is targeted toward industry executives, but is attempting to bridge the gap between the world of traditional automakers/suppliers and the world of Silicon Valley start-ups.

A typical reader might be somebody who is attempting to obtain grant money, launch a start-up app or someone who is in the traditional auto industry and is struggling with planning for the upcoming changes to the industry, says Carty.

Other publications, like Wired and TechCrunch, do touch on these topics, but Shift separates itself from the pack by speaking directly to a B-to-B audience.

What to pitch: Editors are very open to receiving pitches from new writers, and one of the best places to aim your darts is the FOB news section. There are five or six write-ups in every issue that focus on the automotive world. Word count: 100-150 ea.

The Six Questions With… section is an excellent place to pitch if you have an “in” with an automotive executive who’s willing to answer a few questions about the world of transportation and mobility. Word count: 250-300.

The Last Mile section focuses on new technologies and trends, while the Culture Shift section discusses how new technology modes appear in media and entertainment (e.g., Is that car hacking technique from the latest Fast and the Furious movie really possible?). Word count for both sections: 300-400.

What not to pitch: Editors have no objection to assigning feature articles to freelancers, but they would rather start them off on smaller assignments.

What publicists should pitch–and when: Editors aren’t interested in receiving any product pitches, but if you have a client who might be worthy of a profile, then feel free to send a pitch. Lead time is 6-8 weeks.

Percentage of freelance-written content: 25-50%

Percentage of freelance pitches accepted: 20%

Recent freelance stories pitched and published: A freelance writer pitched Closed for Testing, which focuses on Israel’s recent policies that allow companies to test self-driving cars on public roads. A freelancer also pitched a story about how automakers have learned to be more open with their business partners.

Online opportunities: The online segment of the publication is staffed with beat reporters, therefore freelancers are a lot less likely to see their pitches make it through the online gate. And the editors already have the big topics covered (Tesla, Uber, Lyft, etc…), so focus your pitches more toward interesting takes on industry news.

Etiquette: Editors are looking for pitches that grab their attention. And please avoid sending pitches that are too dense. Keep them short.

Lead time: 6-8 weeks

Pay rate: .75-1.25/word

Payment schedule: Invoice on acceptance

Kill fee: 75%

Rights purchased: All rights

Contact info:
Shift
1155 Gratiot Ave.
Detroit, MI 48207

Automotivenews.com/shift

Direct all pitches to: Editor Leslie J. Allen : LALLEN at CRAIN dot COM

*Shift editors will soon begin sending out email topic lists to freelancers. These lists will give writers an opportunity to pitch stories that editors are specifically interested in at any given time. So, if you’d like to be added to the list, please email Leslie K. Allen.

Topics:

Go Freelance, How to Pitch

How To Pitch: Good Housekeeping

Female-focused, dramatic real-life stories with cross-generational appeal are your ticket to a byline in this venerated women's mag

By Addie Morfoot

@kamorfoot

Addie Morfoot is a journalist and writer with over 21 years of experience contributing to The New York Times, Variety, the Wall Street Journal, and Crain's New York Business. She holds an MFA in creative writing from the New School and covers film, television, real estate, and entertainment.

5 min read • Originally published September 23, 2018 / Updated March 19, 2026

By Addie Morfoot

@kamorfoot

5 min read • Originally published September 23, 2018 / Updated March 19, 2026

Circulation: 4.3 million

Frequency: Monthly

Background: At over 130 years old, Good Housekeeping is an American institution. Readers are modern, vivacious and appreciate content that touches issues both big and seemingly small.

Good Housekeeping’s footprint—including the monthly magazine, GoodHouskeeping.com and international editions—is among one of the largest multi-platform brands in the world, connecting with over 40 million women each month.

Despite its traditional-sounding title, Good Housekeeping readers are women of all ages who are interested in all sorts of subjects. “We have readers who are in their late twenties and readers who are into their sixties,” says editor-at-large, Carla Levy. “But when you are looking at the bulk of our readership, the sweet spot for us is more akin to early-thirties into late-forties. We really aim to produce material that can cause interest across those age groups as much as possible, but we try to be general interest irrespective of age.”

To achieve that, editors create a mix of content that includes nutrition, fitness, home, beauty, style, celebrities, careers and/or topical issues, much of it ripe for freelancers.

What to pitch:

Levy says that the most promising section for freelancers is the magazine’s new Discover section. Levy explains that Discover is a mixture of real life and health content. “For Discover, I’m looking for heroes, first-person/as-told-to stories, lifestyle trends and awesome women who have cool, inspirational careers.” A recent example of an essay that ran in the section is Kim Brooks’ The Mistake I’m Not Sure I Made, about what happened when the author ran into a store and left her young son in a car for a few minutes.

“I am very much on the hunt for dramatic real life stories,” Levy says. “But this is not the [section] for a meditative essay. I’m looking more for an action essay. Someone to tell me a story about something that happened to them that was transformative.”

Levy sites Amy Paturel’s essay, The Neighbor I Barely Knew Saved My Son’s Life as a good example of a freelance writer whose words hit a nerve with readers.

Personal essays run between 1,000-1,200 words. Ideas for essays that come from established authors can be pitched. New writers are welcome to submit pieces on spec for consideration.

Feature stories are also open to freelancers. “I’m definitely looking for new writers and fresh feature ideas,” Levy says. She explains that she likes both traditional true-life dramas (like this one) and features that merge drama and some reporting, such as Peg Rosen’s I Was Afraid of Dying—But I Had to Save Them about a woman who was terrified of the water and saved a couple who were drowning in a riptide as two good examples of what she is looking for from freelancers.

Feature stories about topical issues, such as migrant workers aren’t off limits. “We can hit on political issues,” Levy explains. “But we are just doing it in more of a community, life space way.”

Features usually range between 1,500 to 2,000 words and include sidebars with resources.

Another potential area for freelancers to break in is the celebrity coverage of the magazine. But Levy warns that celebrity coverage is secured in-house, and then may be assigned out. Journos with considerable experience writing celebrity profiles are encouraged to email Levy with clips and a brief bio.

What not to pitch:

The biggest mistake aspiring GH contributors can make? Sending in generic ideas not tailored to Good Housekeeping’s audience. “I’ll get pitched profiles of men all of the time,” Levy says. “The guys sound great, but our readers want to read about women. They want to be inspired by women.” A good pitch should make editors envision the piece on the page, but don’t send an entire article before contacting an editor. “I’ll get fully completed and researched articles that are not an angle we would have ever taken and not the research we would be looking for,” Levy says. “I’d rather see a really well thought out pitch and then talk to the writer about it.”

Percentage freelance-written content: It’s a mix. “All of the bigger features I do are freelanced out,” Levy says. Most food, nutrition, beauty, fashion and home content is handled in-house.

Percentage freelance pitches accepted: 10-15%. Levy adds that, “regular contributors have a higher success rate because they know what I’m looking for.”

Recent freelance stories pitched and published: In addition to the examples cited above, check out Jonathan’s Small’s pitched piece A Drunk Driver Destroyed Jennifer Tracy’s Family. Now, She Wants to Save Him.

Etiquette: Send good clips that reflect your ability to take on the kind of story you’re proposing. Or send clips that reflect who you are as a writer. Be forewarned that it may take editors a few weeks to respond.

Lead time: Four to five months

Pay rate: Competitive. Up to $2 a word

Payment schedule: On acceptance

Kill fee: 25 percent

Contact info:
Good Housekeeping
300 West 57th Street
New York, NY 10019
www.goodhousekeeping.com
Twitter handle: @goodhousemag | Facebook
Email format: FirstName.LastName@Hearst.com or FirstInitialLastName@Hearst.com

Direct pitches to:

Health Editor Zee Krstic: ZEE dot KRSTIC at HEARST dot COM

Parenting Editor Marisa LaScala: MARISA dot LASCALA at HEARST dot COM

Associate Lifestyle Editor Amanda Garrity: AGARRITY at HEARST dot COM

Editor in Chief, Editorial Director Jane Francisco: JANE dot FRANCISCO dot COM

Style Director Lori Bergamotto: LBERGAMOTTO at HEARST dot COM

Food Editor Catherine Lo: CLO at HEARST dot COM

Deputy Managing Editor Dana A. Levy: DALEVY at HEARST dot COM

Editor-at-large Carla Levy: CLEVY at HEARST dot COM

Topics:

Go Freelance, How to Pitch

How To Pitch: Writer’s Digest

This 99-year-old publication is looking for stories about the writer experience.

3 min read • Originally published January 22, 2019 / Updated March 19, 2026

3 min read • Originally published January 22, 2019 / Updated March 19, 2026

Circulation: 60,000
Frequency: 8x/year + 2 special issues
Special issues: Yearbook (December); Craft-Based Workbook (July)

Background: In an era where print publications have been folding left and right—crushed under the weight of too much competition or the Internet, Writer’s Digest is an industry staple that will be celebrating its 100^th anniversary next year.

The publication prides itself on keeping its readers (mostly novelists who are aspiring to get their first book published) abreast of industry trends and providing guidance and instruction from successful authors, says Jessica Zafarris, content director. And just about any successful author you can name from the last century has been featured in the publication—from H.G. Wells and Truman Capote to Maya Angelou and J.K. Rowling.

Most writing publications focus on one form or practice of writing, but Writer’s Digest provides content to just about anyone who wields a professional pen: non-fiction writers, short-story writers, poets, freelancers, screenwriters, and copy writers. “We’re here for anyone who wants to express themselves in writing or earn a living from it,” says Zafarris.

What to pitch: Editors often turn to fresh freelance voices to fill out WD’s feature well. And these are the best places to aim your darts:

Writer’s Digest Interview: This signature section is for any writer who can score an interview with a best-selling author who’s willing to talk about her work and success. Word count: print: 2000; online: 2500.

The Inkwell: This section focuses on unique aspects of the industry. Subjects have centered around investigative reporting and how to create the perfect query. Word count: 1000.

Five-Minute Memoir: This “creative piece that writers write about writing” is the perfect place to pitch stories about any unique aspect or experience of a writer’s life. Word count: 600.

What not to pitch: The Poetic Aside, Meet the Agent, and Conference Scene sections are handled by dedicated writers. Editors are also not interested in pitches that are too self promotional.

Online opportunities: This is the place for published authors to share what they’ve learned about the writing/publishing experience. Editors are also looking for stories about any interesting aspect of writing life. It can pertain to screenwriters, poets, freelancers, etc…at any stage of your career. Word count: 600-1000.

Percentage of freelance content: 75%
Percentage of freelance pitches accepted: Print: 20%; Online: 50%

What publicists should pitch: Editors want to hear from publicists who represent both new and established writers. Lead time: 4-5 months: (If you have a high-profile client: 6-8 months) *Note: Editors are looking to include writers who represent more diverse genres.

Recent freelance story pitched and published: Freelancers have penned articles that tackle genre-blending, 21st-century writing technology, and the changing face of crime fiction.

Etiquette: Pitches need to be “short, sweet and to the point,” says Zafarris. Please send links to clips (no attachments), and include a subhead if the pitch is for a longer, meatier piece. For online-only articles please include a brief summary of your proposed article or guest post, or attach a Word document containing a completed article, along with a headshot, bio and any applicable book cover images. Writer submission guidelines can be found here.

Lead time: 4-5 months
Pay rate: $.30-.50/word; Online: $50-$200

Payment schedule: Payment within 60 days of article submission
Kill fee: 25%
Rights purchased: Negotiable

Contact info:
Writer’s Digest
F+W Media
10151 Carver Rd., Suite #300
Blue Ash, OH 45242

www.WritersDigest.com

Twitter | @writersdigest | Facebook

Send Submissions to:

WDSUBMISSIOINS at FWMEDIA dot COM

[EDITOR’S NOTE: Though we’ve updated this article recently, the speed at which things move in media means things may have already changed since then. Please email us if you notice any outdated info.]

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How to Respond to A Job Rejection Email

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 October 3, 2019 / Updated March 19, 2026

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 October 3, 2019 / Updated March 19, 2026

You wrote a stellar cover letter. You aced the phone interview. You visited the office and interviewed with the entire team. Then after a few days of silence, you receive an email from the hiring manager telling you they chose another candidate.

Well, that’s not what you wanted to hear.

Even though the outcome isn’t quite what you were looking for, there are still ways to maintain the connections you built during the interview process. With a little verbal dexterity, you can show gratitude for the opportunity to learn more about the company, reiterate your interest, and build a foundation for applying to jobs in the future. Here are a few words of wisdom to keep in mind for how to respond to a job rejection email.

Tips for How to Respond to a Job Rejection Email

Being rejected from a job is an emotional experience, especially if you really wanted to work for that employer. It might be tempting to respond with frustration, but it’s always better not to burn bridges. Instead, remember these three things:

Be courteous

You may not have been the final choice, but the employer wanted to get to know you in an interview and they had the courtesy to let you know that another person will fill the position. Feel free to acknowledge your disappointment in your response, but also be courteous and thank them for their time and consideration.

Be specific

You know that feeling you get when five minutes after submitting your resume to a job posting, you get an impersonal auto-response saying that you didn’t get the job? You’re better than that! In your response, mention something specific to the interview, such as the company’s upcoming goals for the year or the company culture. Show that you learned a lot about the company during the interview.

Be open to future possibilities

If you are still interested in working for the company in a different capacity, say so! Let the hiring manager know you would want to be considered for future positions.

Taken all together, what might this look like? Here is a great example email to use when responding to a job rejection.

Job Rejection Letter Sample

Dear [Hiring Manager’s Name],

Thank you for letting me know about your decision regarding the [Job Title] position. Even though my experience wasn’t quite the right fit, I enjoyed meeting with you and your team at [Company Name] and learning more about your goal of [Mention a goal from the interview].

Although I am disappointed that I will not be joining your team as [Job Title], I am still very interested in [Company Name]. I would love to be considered for future positions that you feel would be a better fit for me.

Thank you again for the opportunity to interview, and I wish your team all the best.

Best Regards,

[Your Name]

How to Respond to a Job Rejection Phone Call

Suppose the company sends a rejection with a phone call rather than an email. Responding via phone call can be harder because you won’t have the same amount of time to compose your response as you would in a written format. However, the same rules apply. Just remember three key items: thank them for their invitation to interview, express your continued interest in the company even if the position is no longer available, and ask for permission to stay in touch.

Want a more in-depth look at how that conversation might play out? Job search guru Liz Ryan offers a suggested script to follow with how to respond to a job rejection phone call.

Moving on

If you still want to keep this company on your radar, continue to follow their social media updates and PR announcements. If the hiring manager seemed open to it, ask to connect on LinkedIn. Or, you could do what this 1970s Harvard law grad did and establish an ongoing mail correspondence with a hiring manager who rejected him (okay, maybe don’t go that far). These aren’t a guarantee that you’ll get a job in the future, but you will keep the lines of communication open. In the meantime, there are many more companies out there that would love to interview (and hire) you.

Looking for more job search advice?

Subscribe to the Scouted.io newsletter for more tips and tricks for navigating the job search, application, and interview process.

Janine Perri is a freelance writer and marketing professional based in New York. She has experience writing about topics in business, marketing, technology, education, travel, and language services. She has also taught English in South Korea as the recipient of a Fulbright scholarship.

Looking for your next dream job? Check out open roles on Scouted here!

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