How can you blame them? The article references one woman, Lydia Crim, who reports that she spent “hours on an application for an executive assistant job in April” only to get a job rejection email “about two minutes after hitting submit.” Other interviewees report that even when they land an interview with a real human being, the relief is short-lived; rejections are sent as automated emails instead of personal phone calls.

In reading the article this past week, I couldn’t help but recall a similar one the New York Times published back in March of 2025—about almost the same topic, but amongst Generation X job seekers. In that article, which focused on mid-to-late career creative and media professionals, the author touches on themes almost identical to this Gen Z report. Both articles document two very different generations that find themselves experiencing the same fundamental crisis: the breakdown of the modern career pathway, accelerated by algorithmic gatekeeping.

In both cases, Gen Z and Gen X are confronted with three major conundrums:

• Algorithmic squeeze: Applications are filtered out by automated ATS screeners while generative AI has affected creative industries. Whether you’re starting your career out or attempting a pivot, the squeeze is very real.

• A feeling of invisibility: The NY Times describes how Gen Z is experiencing auto-rejection while Gen X is experiencing ageism and corporate obsolescence.

• A broken contract: Both generations followed the career playbook—higher education, portfolios, internships—only to find that their efforts aren’t paying off.

So what do we do? The optimist in me argues that if the modern career pathway is fundamentally broken—or at least the pathway that’s been taught for decades—it’s time to start teaching a new approach. Does cold applying to a job work anymore? Let’s take a look at a few facts.

First, Jobvite’s annual report shows that the success rate (landing an actual job offer) for a cold application sits between 0.1% and 2%, with only 2% to 3% of cold applicants even receiving an invitation to interview. By comparison, you have a higher chance of running into someone you know while traveling in another country—truly! It’s a function of small-world network theory. Wild, right?

Second, there’s the “hidden job market” issue. Years ago, when I was doing research on social capital for my dissertation, I read a fascinating study from LinkedIn discussing how half of jobs don’t even get posted publicly—and that happening to know the hiring manager or recruiter is one of the only ways to have awareness of those unlisted roles.

Now, let’s go back to the posted roles. One of my idols, sociologist Mark Granovetter, ran a landmark 1973 labor study that demonstrated that over 50% of professional and technical jobs are secured through social contacts. He refers to those contacts as “weak ties,” a topic I’ll visit from time to time in this Substack.

These days, it feels like more and more of the job market is hidden. And so, if you are reading this because you are looking for a role, work with aspiring GenZ employees, or are trying to simply make sense of a more automated world, here is the fundamental truth to anchor on.

Your network is no longer a career supplement—it is the strategy.

Next week, we’ll review three tangible ways to activate weak ties without feeling like a transactional networker. Until then, enjoy hearing Mariah Carey’s “All I Want for Christmas Is You” at every single turn! (Weren’t we just carving pumpkins a few days ago?)

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll drop a few new Office Hours slots—it’s first come, first serve, so the quicker you open up this newsletter, the higher chance you have to grab time!

Grab one of this week’s slots here—and if they are taken, never fear. I’ll open up new ones on a weekly basis. Small caveat: you may have to tolerate my cheesy jokes in our 1:1.

The Human in the Loop Jobs Board

Let’s get you hired. If you fancy a Tech-for-Good job, this place is for you. And recruiters or hiring managers—I tend to post a lot of edu/social impact jobs, but if you have something you’re hiring for, send it my way.

This week’s tidbits, all posted/reposted within the last week (get that resume in):

1. Google.org is looking for a Global Cybersecurity Manager, Hybrid / Multiple US Locations (Priority review for applications submitted by Friday, November 6!) - APPLY HERE

2. NewSchools Venture Fund is looking for an Associate Partner, Innovative Public Schools, US Remote (Up to 25% travel; priority review by Nov 6) - APPLY HERE

3. NewSchools Venture Fund is looking for a Manager, Budget and Reporting, Finance, US Remote (Up to 10% travel; priority review by Nov 6) - APPLY HERE

4. NewSchools Venture Fund is looking for a Data Analyst, Operations, US Remote - APPLY HERE

5. Ford Foundation is looking for a Program Director, Gender Equality (International), Hybrid / New York, NY or Global Offices (up to 50% travel) - APPLY HERE

6. San Francisco Unified School District (SFUSD) is looking for an HR School Partner (Manager II, 0992), On-site / San Francisco, CA - APPLY HERE

7. Feeding America is looking for a Manager, Learning Integration, Hybrid / Chicago, IL (Includes 30-day “work anywhere” program) - APPLY HERE

8. Khan Academy is looking for a Senior Search & AI Discoverability Engineer, Remote / Mountain View, CA - APPLY HERE

9. Google just published a ton of MBA internships for the summer - check them out here!

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ

Let me take you back to May 2025, when I was eight months pregnant. I possessed a distinct disinterest in taking maternity photos, likely because pregnancy was such a rollercoaster of physical and emotional changes. But after perusing the internet one night while housing Cheetos and antacid tablets, I came across a trend of people taking pictures at JC Penney in full 80s and 90s regalia. We’re talking high-waisted mom jeans, white turtleneck sweaters, and some colorfully heavy accessories.

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The idea absolutely tickled me, and I thought, “This is exactly the kind of ridiculous vibe I could justify for maternity photos.” So, I turned to my husband, the angel that he is, and said “I have an idea—you’ll just have to trust me.”

By the end of the month, we had a collection of beauties that continue to both tickle and haunt us to this day.

And then, a few months ago, after speaking with some graphic design friends about whether AI will replace the role of artists and photographers, I found myself sitting at my computer, reviewing the shots from that fateful date at JC Penney. As I reminisced, I found myself recalling some of the highlights of the day, which included:

• The look on the photographer’s face when we walked in, followed by his exclamation of “Yes—I’ve been waiting for a day like this for years.”

• The constant giggling while the three of us brainstormed mind-bendingly ridiculous poses.

• My husband’s back-and-forth as to whether he should wear horn-rimmed glasses or his retro, shield-style performance sunglasses (that he actually owns, might I add).

Partially in response to the “Will AI replace humans?” conversation and partially because of my own desire to inject a lil’ joy and humor into everyday life, I took to LinkedIn to share the photos.

Within a few days, the post hit 49,000+ impressions, 116 comments, and 851 likes.

I have never had a post go viral quite like this—and I’ve been pondering why it did. Of course, the pictures are completely absurd and gave folks a laugh, as well as pangs of nostalgia. But what’s more interesting is this: we could have created almost the exact same photos with AI, perhaps using a prompt like, “Here’s a photo of the mom and dad-to-be; don them in the finest jazzercise uniforms.” It would’ve been cheaper, a heck of a lot easier on my back, and much quicker to accomplish.

But I don’t think it would’ve achieved the same virality. In fact, behavioral psychology explains exactly why.

While it may sound a bit cheesy, there’s evidence that folks base their quality assessment of something on perceived effort.

Back in 2004, Kruger et al published an article about this very topic—calling it the “effort heuristic.” Essentially, if viewers think an image took 10 seconds to create with a generative AI app, the emotional payoff for the viewer is cheapened. According to the “effort heuristic” concept, when viewers look at your photos, they unconsciously register the physical effort and cost—and it causes them to put lesser or higher value on the quality of the work. In this case, it was an eight-month-pregnant woman curating the perfect turtlenecks and mom jeans, hauling herself to an old-school department store, and actively collaborating with a complete stranger to create photographic gold. The viewer’s mind rewards the effort, not just the outcome.

Then, there is costly signaling theory, a concept dreamt up by biologist Amotz Zahavi. The theory argues that something is only perceived as trustworthy and meaningful if the producer of it has to deal with some intense physical or mental effort. For example, hauling your pregnant body into fluorescent lighting, leaning into total self-deprecation, enduring the stares—that is a “costly” act. That physical investment and vulnerability signals authenticity in a way AI-generated images never can.

More and more research emerges every day as to whether “we prefer human-created compared to AI-created artwork,” and as I read more and more of it, the JC Penney photos dance in my mind. Artificial intelligence has a time and a place—but when is human friction worth more than efficiency?

And how, my friend, are you going to explore your own effort heuristic this week?

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll drop a few new Office Hours slots—it’s first come, first serve, so the quicker you open up this newsletter, the higher chance you have to grab time!

Grab one of this week’s slots here—and if they are taken, never fear. I’ll open up new ones on a weekly basis. Small caveat: you may have to tolerate my cheesy jokes in our 1:1.

Share Human in the Loop

The Human in the Loop Jobs Board

Let’s get you hired. If you fancy a Tech-for-Good job, this place is for you. And recruiters or hiring managers—I tend to post a lot of edu/social impact jobs, but if you have something you’re hiring for, send it my way.

This week’s tidbits, all posted/reposted within the last week (get that resume in):

1. The KIPP Foundation is looking for an Executive Director Fellow, New York, NY (Hybrid) - https://www.tealhq.com/job/executive-director-fellow_7ea1a4d09510855c834d43bf9b050f4fe6638

2. NewSchools Venture Fund is looking for an Investment Associate / Venture Lead, Fully Remote (approx. 25% travel) - https://newschools.bamboohr.com/careers/40

3. CodeSquad is looking for an AI & Web Development Teaching Fellow, Remote / Hybrid – CodeSquad Careers

4. Teach For America is looking for a Director, Career Development Programs – Partnerships, United States (Fully Remote) – https://teachforamerica.wd1.myworkdayjobs.com/en-US/TFA_Careers/details/Director--Career-Development-Programs---Partnerships_REQ-202610-3673

5. American Montessori Society (via On-Ramps) is looking for a Senior Director of Membership, Fully Remote (Select US States) – https://www.on-ramps.com/jobs/3809

6. Inner Spark is looking for a Director of Development, Los Angeles, CA (Hybrid / Travel across local ecosystems) - https://www.tealhq.com/job/director-of-development_7ea1a912ae116ea7d5d80339cb51f45358e52

7. Stand Together is looking for an Education Operations & Partnerships Lead, Arlington, VA / Hybrid (or Remote options available) - https://jobs.lever.co/standtogether/bb05a867-d44f-4708-9900-3fb283d0c8f2

8. Digital Promise is looking for a Director, Edtech R&D, Fully Remote (US) – https://digitalpromise.org/about/careers/

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ

His government-issued name is Brett Emmons, but when I first heard about him, a friend of mine told me: “I don’t know his real name. I just know he goes by Silver Foxxx.”

Yes, with three X’s.

Like his moniker, Foxxx has a very cool job. If you’ve ever been to the Coachella or Stagecoach music festivals, you’ve stood inside his handiwork. As a Production Manager for festival company Goldenvoice, he leads the teams that build the towers, haul the gear, and erect the stages graced by the likes of Beyoncé, Prince, and Sabrina Carpenter. He coordinates across audio, lighting, and heavy rigging, manages hundreds of stagehands—and commands a six-figure salary.

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Foxxx wasn’t always running point for rockstars—years ago, he found himself homeless. But throughout our conversation, I came to understand a very clear, yet simple truth: any moment can become an opportunity for developing your social capital.

Kicked out of his home at sixteen over friction with his parents, Foxxx learned to survive on the streets of Arizona and Texas, hitchhiking and picking up temporary labor. Eventually, he found steady work building freeway pylons. But when the company owner died suddenly on the job, the business folded overnight. Foxxx was left stranded—no income, no family safety net, no roof over his head.

(pictured above) Silver Foxxx at the Coachella Festival Grounds

“In the early 2000s, I was homeless, living out of a car,” he recalls. “I was just trying to make it in life.”

He had hit rock bottom, but he possessed an uncommon asset: he could talk to anyone, anywhere, at any time. Since he was six years old—wandering off in grocery aisles to help delivery drivers unload ice cream trucks—Foxxx had an innate drive to connect.

In the mid-2000s, that instinct changed everything.

While scrounging for food in a grocery store, Foxxx struck up a casual conversation with a stranger. That man ran a regional labor firm and mentioned he needed forklift operators. Foxxx had never operated heavy machinery, but he said he was ready, reliable, and willing to learn.

Impressed by Foxxx’s openness and candor—and willingness to strike up a conversation at any time—the man offered him a shot.

That single grocery-store connection proved to be the ultimate “weak tie” (a relationship with folks that are usually relatively limited in nature, but can be crucial to improving our lives, as the New York Times wrote in 2020). Learning to operate a forklift led to staging gigs by 2010, which eventually placed Foxxx on the grounds of the Empire Polo Club in Indio. There, his work ethic and calm situational awareness caught the attention of Goldenvoice executives. By 2015, younger crew members noticed his prematurely silver hair and crowned him “Silver Foxxx,” a minted backstage legend.

Yet his trajectory isn’t just about how one happenstance connection can lead to success—it’s a blueprint for what sociologists call a benevolent broker.

Traditional network brokers often sit between two disconnected worlds and hoard access for leverage. You’ve probably met someone like that before. They don’t love introducing you to people or sharing their networks.

A benevolent broker does the exact opposite: they bridge structural divides specifically to transfer access, share resources, and help others cross over. Benevolent brokers are some of my most favorite people—you probably know a few!

Foxxx acts as that bridge between two worlds: raw, entry-level stagehands looking for an in, and massive entertainment producers desperate for dependable, vetted crew. His phone holds nearly two thousand contacts, and his door is permanently open. He routinely plucks hungry Gen-Z workers off general calls, mentors them, and connects them directly with permanent employers. Having lived on the street, he deliberately makes room for those society writes off.

And he never treats his guidance as transactional. “I would go out of my way doing things, and I never expected anything in return,” he told me. “Because I felt like this is what we’re supposed to do in life.”

Still, Foxxx knows that social capital is a two-way street. He will open the door, but the other person has to walk through it. He doesn’t chase down passive bystanders or coddle those waiting with their hands in their pockets. As he often reminds new crew members: “Closed mouths don’t get fed.”

In a live-event industry driven by high stress and tight turnarounds, Foxxx built an enduring career by openly sharing his rolodex with aspiring talent. And as AI tools increasingly streamline our daily administrative workflows, they free us up to focus on the things technology cannot replicate: intuition, empathy, and authentic mentorship.

Algorithms can improve logistics, but it takes a human being to recognize raw determination in a young stagehand and offer to help their career. Foxxx isn’t just managing festival stages; he’s doing the irreplaceable work of being a catalyst for human potential, and serving as an example for us all.

How have you been the human catalyst or benevolent broker for someone this year?

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll drop a few new Office Hours slots—it’s first come, first serve, so the quicker you open up this newsletter, the higher chance you have to grab time!

Grab one of this week’s slots here—and if they are taken, never fear. I’ll open up new ones on a weekly basis. Small caveat: you may have to tolerate my cheesy jokes in our 1:1.

Share Human in the Loop

The Human in the Loop Jobs Board

Let’s get you hired. If you fancy a Tech-for-Good job, this place is for you. And recruiters or hiring managers—I tend to post a lot of edu/social impact jobs, but if you have something you’re hiring for, send it my way.

This week’s tidbits, all posted/reposted within the last week (get that resume in):

1. OpenAI is looking for an Education Content Marketing Lead, San Francisco, CA (Hybrid / In-Office) - https://openai.com/careers/education-content-marketing-lead-san-francisco/

2. The David and Lucile Packard Foundation is looking for a Special Initiatives Program Officer, Los Altos, CA (Hybrid; minimum 20–30% travel) - https://www.npag.com/packard-sipo

3. The David and Lucile Packard Foundation is also looking for a Children and Family Program Officer, Los Altos, CA (Hybrid; ~30% travel) - https://www.npag.com/packard-cfpo

4. Anthropic is looking for a Research & Education Sales Lead, Beneficial Deployments, San Francisco, CA or New York, NY (Hybrid; 25% in-office) - https://job-boards.greenhouse.io/anthropic/jobs/5415930008?gh_src=LinkedIn

5. Google is looking for a Senior Learning Designer (Fixed-Term Contract), Mountain View, CA / Multiple US Locations - https://www.google.com/about/careers/applications/jobs/results/119292389746451142-senior-learning-designer/

6. Duolingo is looking for a Manager, Strategy and Business Operations, Pittsburgh, PA or New York, NY (Hybrid) - https://careers.duolingo.com/jobs/8489240002

7. Pearson is looking for a Manager, Partnership Management, Sacramento, CA / Hybrid - https://pearson.jobs/sacramento-ca/manager-partnership-management/BF6ACC108DE947E89B87503F17E6BB81

8. Khan TED Academy is looking for a Chief Technology Office, Location Hybrid/Princeton, NJ - https://etscareers.pereless.com/index.cfm?fuseaction=83080.viewjobdetail&CID=83080&JID=370707#/jobDescription/370707/

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ

Cue the shudders and wincing.

For many of us, “networking” can be a bit of a dirty word, especially if we consider ourselves introverted. When you hear it, you may think of those happy hours where folks approach each other, glance at your nametag, and size up whether you are worth talking to in a matter of seconds. Just three weeks ago, I had a gentleman at a professional happy hour say directly to my face, “So, why should I spend five minutes talking to you over anyone else in this room?” (My response? I responded, “No thanks, I’m good” and walked away.)

As someone who studies developing social capital (those relationships and resources that can make or break one’s success), I’ve always wanted to discuss best practices for networking with one particular expert—Dorie Clark.

Dorie is an expert on personal branding and career strategizing, but I know her from her Wall Street Journal bestselling books like Stand Out Networking and The Long Game.

Last week, I got the chance to catch-up with her—and she gave me some great advice.

As it turns out, Dorie doesn’t like traditional networking mixers either (validation!). In fact, most networking events are what Dorie described to me as an embarrassing “dereliction of duty,” where organizers herd strangers into a loud bar and expect magic to happen.

So, what should we do? Are introverts merely lost causes amongst a sea of “just network” LinkedIn postings?

1. Stop Waiting for Serendipity—Create “Radical Agency” Yourself

When Dorie finished graduate school and landed an internship at the Massachusetts State House, she looked around her three-person office and realized none of her colleagues would become her weekend brunch buddies.

“I think a lot of people are waiting for something to happen or waiting to make a friend, waiting for a connection... but it is very rare when there is an accident like that,” she recalls from her 20s. “I think you need to be incredibly aggressive about creating the conditions in which you build a social network.”

So, Dorie took it upon herself to create her own space—a monthly book club. It felt manageable—she invited a few acquaintances, and then asked them to bring friends. And for the following eight years, that book club became the foundational anchor of her social life.

2. Design for the “Introvert Universal Standard”

Most networking events are not designed for introverts—which is, in Dorie’s opinion, incredibly unfortunate.

“If you are an introvert, or just somebody who is sensitive to introverts, and you design an introvert-friendly event, it will be great,” she explains. “It will be fine for extroverts. They will like it. But the introverts will as well.”

She describes this as an example of universal design. If you create an everyday object—like a can opener—so that a senior citizen with limited strength can use it, you end up making a better product for everyone.

And what works best for introverts? Shifting the focus to smaller, high-control environments—think a small dinner party, a virtual coffee hour that hosts ten or fewer people, or an asynchronous voice-note thread on Voxer. No more of those 100+ bar happy hours.

3. Remove the Awkwardness with Some Key Design Principles

Lastly, there are some basic tactics Dorie likes to employ that reduction any social friction typical of large-scale, intimidating networking events:

• Ditch the tiny nametags: Inspired by Renaissance Weekend, Dorie describes her affinity for massive, chest-sized badges with first names printed in 72-point font. “It is ginormous, and that is amazing, because it means that across the room, everybody can see your name!” she laughs. And to make the nametag even more useful, Dorie recommends including QR codes linking directly to one’s LinkedIn (an idea she got from Amy Nelson, who runs another conference focused on newsletter creators).

• Send out context in advance: “I like to let people know in advance who’s coming, so that they can, you know, look them up and research them if they want. We created a WhatsApp group so that they could connect even before the event.”

What other recommendations do you have? Share below!

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll open a handful of free 1-on-1 Office Hours slots. It’s strictly first-come, first-served—so the quicker you open this email, the better your shot.

👉 [Grab one of this week’s slots here] (If they’re booked up, don’t worry—a fresh batch drops next week. Fair warning: you will have to tolerate a cheesy joke or two).

The Human in the Loop Jobs Board

Let’s get you hired. If you’re hunting for a high-impact role across Tech-for-Good, AI, or EdTech, this space is for you:

This week’s tidbits, all posted/reposted within the last week (get that resume in):

1. Bloomy (and founder Alex Southmayd!) is looking for a Chief Technology Officer, San Francisco, CA (In-Person) - https://www.ycombinator.com/companies/bloomy/jobs/P5qe6yZ-chief-technology-officer

2. NAF is looking for a Product Manager, Academy Products, Remote (US) - https://www.idealist.org/en/nonprofit-job/13323ee69b7e4113891b99e807ed3deb-product-manager-academy-products-remote-naf-new-york

3. The News Literacy Project is looking for a Senior Manager of Education Design, Remote (US) - https://www.idealist.org/en/nonprofit-job/e6ea8c77a6624f02a19f1f5016213f31-senior-manager-of-education-design-the-news-literacy-project-washington

4. Amazon Web Services (AWS) is looking for a Senior Program Manager, AWS re/Start, Skilling & Social Impact (SSI), Seattle, WA (Hybrid/On-site) - https://www.amazon.jobs/en/jobs/10505136/senior-program-manager-aws-re-start-skilling-social-impact-ssi

5. Schoolhouse.world is looking for a Software Engineer, Remote (US) - https://jobs.ashbyhq.com/schoolhouse-world/8fa65be0-80e0-4491-8111-1baaeab2ee87

6. Constructive Dialogue Institute (CDI) is looking for a Senior Manager, Qualitative Evaluation and Insights, Remote (US) - https://techjobsforgood.com/jobs/36786

7. Google (and the fabulous Morgan Weisman) is looking for a Brand Marketing Manager, Educator Social, New York, NY or San Francisco, CA (Hybrid) - https://www.google.com/about/careers/applications/jobs/results/100602601187222214-brand-marketing-manager/

8. Khan Academy (and founder Sal Khan!) is looking for a Staff Software Engineer, Backend Infrastructure & Architecture, Remote (US) - https://job-boards.greenhouse.io/khanacademy/jobs/8224828

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ

You know exactly what I’m talking about. You roll up to a class or a sales call, and you’re bombarded with slide after slide with heavy text—all while the presenter is commentating. Or maybe you’ve been asked to create a presentation for a job interview. You want to get everything across to the hiring manager… in 15 minutes, with a large slide deck and talking points.

Is the listener supposed to read the slides? Listen to the presenter? Try to do both? What about the notes section of the slides?

Oftentimes, presentations like that are incredibly overwhelming.

As someone who has designed and consumed slide decks in a number of contexts—as a teacher, as a member of the corporate space, as someone who loves encouraging folks to do PowerPoint activities at parties and bachelorettes (roasting my sister at her bachelorette was the pinnacle of my existence)—it frustrates me to no end.

I get up on this soapbox every year or so, but I’ll keep it bit-sized and short for this—and provide a piece of AI-friendly advice.

First off, we are still giving folks way too much cognitive load to deal with.

Each of our brains functions like a bucket—it can only hold so much, according to cognitive load theory. Teaching or commentating with text-based PowerPoint slides while also reading them aloud fills up that bucket in a way that produces a “redundancy effect.”

Duplicating information—like when you speak one thing, but have something else written on a slide—floods our ability to handle the information. Verbal redundancy, which arises from the concurrent presentation of text and verbatim speech,” increases the risk of overloading working memory capacity—and so oftentimes has a negative effect on your learning and understanding.

Researchers like John Sweller and Kimberly Leslie have argued that it would be easier for students to learn by closing their eyes and listening to the teacher.

So, lighten the load by eliminating text from slides or reducing it.

To support listeners, research suggests replacing text-heavy slides with visual imagery paired with spoken explanations. According to cognitive scientist Richard Mayer, combining auditory delivery with relevant graphics or diagrams significantly improves comprehension.

Now, I know that in many instances, it’s hard to drop all text—I see that quite frequently in the corporate setting. So, in those instances, stick with the following two recommendations:

• Deliver your presentation in an informal, conversational tone using pronouns like “I” and “you.” This is referred to as the “personalization principle.”

• Limit yourself to one word per slide, or use lightweight, visual slides for live meetings. All other content should go into the Slide Notes.

AI can help you do this—but only with the right prompt.

When we use an AI tool to improve a deck, writing “improve this slide” isn’t enough. So, to help you out, here is a prompt I frequently use:

• Act as an expert presentation designer. Redesign the following slide/content in a way that 1. eliminates text clutter, 2. introduces more imagery, 3. limits slide text to no more than 1–3 words (e.g., a single key metric, primary vocabulary term, or category label), and 4. Provide a spoken script for the presenter as well as the major points for folks to review after the presentation.

Look at what happened when I tried it on my own slide about the love of my life—Diet Coke.

The Original

The Basic “Improve This Slide” Ask (left) vs. MJ’s Prompt Redesign (right)

Which of these slides would give you less of a headache? Try it out—and let me know what you observe in the comments.

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll open a handful of free 1-on-1 Office Hours slots. It’s strictly first-come, first-served—so the quicker you open this email, the better your shot.

👉 [Grab one of this week’s slots here] (If they’re booked up, don’t worry—a fresh batch drops next week. Fair warning: you will have to tolerate a cheesy joke or two).

The Human in the Loop Jobs Board

Let’s get you hired. If you’re hunting for a high-impact role across Tech-for-Good, AI, or EdTech, this space is for you:

This week’s tidbits, all posted/reposted within the last week (get that resume in):

1. Code.org is looking for a Director of Global Strategy & Programs, Remote (Continental US) or Seattle, WA - https://job-boards.greenhouse.io/codeorg/jobs/4720234005

2. OpenAI is looking for a Product Manager, Youth, San Francisco, CA (Hybrid) - https://openai.com/careers/product-manager-youth-san-francisco

3. EdSource is looking for a Director of Development, Remote / California - https://edsource.org/about-edsource/jobs-at-edsource/director-of-development-2026

4. Google.org is looking for a Business Intelligence Analyst (Tech for Social Impact), San Francisco, CA (Hybrid) - https://www.google.com/about/careers/applications/jobs/results/102025697798562502-business-intelligence-analyst-googleorg-tech-for-social-impact?e=72477625

5. Omidyar Network is looking for a Principal, Programs and Policy (Tech & AI), San Francisco, CA / Washington, DC (Hybrid) - https://job-boards.greenhouse.io/omidyarnetwork/jobs/7958194?gh_src=dOMAfS

6. Khan Academy is looking for an Interim Associate Manager, Email Marketing & AI Optimization, Mountain View, CA / Remote (US & Canada) - https://job-boards.greenhouse.io/khanacademy/jobs/8226809

7. McGraw Hill is looking for a Lead Instructional Designer, Dual Literacy (ELA/SLA), Remote (US) - https://careers.mheducation.com/jobs/7198

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ

On an average week, I tend to get between 10-15 LinkedIn DMs from folks who want to chat—and I wish I could chat with all of them. But given time limitations and a lack of a connection point, most of those messages end up sitting unopened in the void. And these days, candidates can generate 500 AI-written outreach notes with a single prompt.

So, what should you do about it?

Pause on spamming stranger inboxes. Instead, audit your address book and existing email contacts: your next breakthrough is buried in the dormant relationships you’ve already built.

Consider the story of Rob Magliaro and Edward Liriano.

Pictured: Edward on the left, Rob on the right.

I first met Rob through my work at Google, but back in 2021, he was an experienced school principal exploring a major pivot into the tech sector. His desire to switch fields reflects a broader reality across modern work. The U.S. Bureau of Labor Statistics reports that the average worker holds roughly 12 different jobs throughout their lifetime, frequently crossing industries. Yet making that leap mid-career—especially out of education into Big Tech—is very daunting.

Meanwhile, Edward Liriano was thriving at Google as a business data analyst. Growing up in the Bronx, Edward had navigated New York City public schools, graduated college with a degree in economics, and eventually landed at Google. Even after securing his role, Edward focused on expanding his skillset by taking courses through Grow with Google, a program offering free training and professional certificates designed to help learners break into high-growth fields.

Despite their seemingly distinct trajectories, their connection began more than fifteen years prior. Edward had been an eighth-grade student in Mr. Magliaro’s accelerated math class at the Bronx School for Law, Government, and Justice.

Edward’s memories of that classroom remain vivid—from Mr. Magliaro rolling across the linoleum on a skateboard to keep students engaged, to homework emails landing squarely in the middle of winter vacation.

“There are so many cringy emails I sent back then,” Edward laughed during our conversation. “And there was one email I found where you sent us homework over winter break—it was literally December 26. I remember thinking, ‘I’m on break! I’m trying to mute all notifications, not interact with anyone!’”

Rob’s reaction was pure sheepish humor: “Oh man, December 26? What on earth was I doing?”

After that school year, their paths separated. Edward completed high school and college before entering tech. Rob went on to found and lead his own school. But years after Edward sat through those winter break problem sets, a serendipitous LinkedIn message revived what sociologists call a “dormant tie.”

When Rob sought an exit from school administration and spotted an opening on the Grow with Google team, reaching out felt like an intimidating long shot. That specific department was responsible for the very data analytics coursework Edward had been taking. When Rob noticed his standout former eighth-grader working at the company, memories from the classroom rushed back.

“I distinctly remember teaching you, Edward,” Rob reflected. “I thought back then, ‘We have this teacher-student dynamic now, but I wouldn’t be surprised if our paths cross down the road.’ If you asked who stood out from my entire teaching career, Edward was right at the top—exceptionally sharp, driven, and simply a wonderful human being.”

Rob hesitated before pressing send on LinkedIn, anxious about crossing professional boundaries. But Edward didn’t deliberate for a second.

“I had such an incredible experience in Mr. Magliaro’s class, and the role sounded like an ideal fit,” Edward shared. “Even though we hadn’t talked much since I finished school, I followed his career and saw the school he built. Submitting an internal referral was an absolute no-brainer.”

Thanks to that referral, Rob landed the role.

The transaction didn’t happen through an automated cold outreach campaign or an AI-tailored resume blast. It happened because an eighth-grade math teacher treated an ambitious student with care, respect, and high expectations fifteen years earlier.

“It was a complete full-circle moment,” Rob said. “Edward was my student; now he’s my colleague.”

As hiring feeds drown in automated text, real breakthroughs will not happen in an overflowing inbox. They hinge on the enduring impressions we leave on the people we invest in. The seeds of genuine mentorship planted in a middle school classroom can bloom decades later in the most unexpected places—proving that the best professional network you can build isn’t an outreach bot, but simply treating people well.

Let’s think about your own network—who from your past connections might be worth reconnecting with?

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll open a handful of free 1-on-1 Office Hours slots. It’s strictly first-come, first-served—so the quicker you open this email, the better your shot.

👉 [Grab one of this week’s slots here] (If they’re booked up, don’t worry—a fresh batch drops next week. Fair warning: you will have to tolerate a cheesy joke or two).

The Human in the Loop Jobs Board

Let’s get you hired. If you’re hunting for a high-impact role across Tech-for-Good, AI, or EdTech, this space is for you:

This week’s tidbits:

1. Coefficient Giving is looking for an Associate Program Officer / Research Fellow (AI x Global Health & Wellbeing) (Remote / Global) — Ashby

2. Google.org (a couple of my colleagues!) is looking for a Global Cybersecurity Manager (Mountain View, CA / Multiple Locations / Hybrid) — Apply

3. FullScale Learning is looking for a Product Specialist (Remote - US) — Apply

4. Google is looking for a Community Development Manager, Strategic Partnership Office (Virginia, USA / Remote Eligible) — Apply

5. Committee for Children is looking for a Senior Product Manager, Edtech Innovation (Seattle, WA / Remote - US) — Breezy HR

6. Bezos Academy is looking for a Senior Software Product Manager (Seattle, WA / Hybrid) — Greenhouse

7. Cambium Learning Group is looking for a Senior Technical Product Manager, Learning Intelligence (Remote - US) — Apply

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ

Well, here’s the story. About two years ago, legions of family, friends and colleagues started losing their jobs to layoffs, corporate restructures, and downsizing. It was a brutal time. It still is.

My doctoral dissertation topic was social capital, a fancy phrase describing “it’s not what you know, but who you know.” I’ve known for years now that if you don’t apply within those first few days of a job’s posting or know someone who can give you a referral on the inside, you are essentially screwed. So, in a fit of frustration, I started gathering roles and sending my networks the lists. “APPLY TO THIS TODAY” was the main message, along with “I KNOW THIS PERSON THERE.” And then, around mid-2026, I started fire-posting the special ones that caught my eye on LinkedIn (probably linked to my diehard caffeinated Diet Coke obsession).

And then, the community responded. I got asked by folks online and at conferences to keep posting about jobs. They were sending the postings to their friends and colleagues. It seemed to give folks optimism at a time when we have lots of questions as to the roles humans will play in an increasingly AI-driven world.

Simultaneously, I started to hear this phrase of “human-in-the-loop” all over the tech world. In tech speak, that refers to designing automated or AI systems so that a real person checks and guides. “Does that tool need a human in the loop?” I would hear it constantly in product meetings.

That phrase stuck with me.

Right now, life might feel automated and deeply isolating. We talk about keeping humans in the loop for machines, but we forgot to keep humans in the loop for each other. That’s what those frantic LinkedIn posts became: a real person cutting through the sludge to help another real person land on their feet.

It’s been a few years since I’ve written consistently. I used to be a journalist, but I stopped a few years ago because—well, life happens.

And so, amidst these circumstances, it’s time to get back to writing for the “human in the loop.”

—

Human in the Loop is a weekly publication dedicated to navigating the intersection of technology, workforce development, and social impact. We’ll demystify the unwritten rules of career growth, move past transactional networking, and examine how humans stay irreplaceable in an automated economy.

What you’ll get in your inbox every week:

• The Deep Dive: A compelling story, breakthrough research, or field report exploring how education, AI and workforce systems are shifting—and what it practically means for your career, life success, and social capital development.

• Early-Signal Job Drops: Curated, high-impact roles across social impact/philanthropy, edtech, and AI—surfaced before the automated floodgates open—because once a posting hits six days old, your chances plummet.

• Access to Office Hours and Other Tools: Exclusive priority links to book free 1-on-1 Office Hours with me, dropped once a week. Bring your career roadblocks, portfolio drafts, or transition strategy, and let’s talk through real solutions in real time. Plus, more tools to come!

And, because I’ve got a bit of a wicked sense of humor, I’ll throw in some chuckles here and there. Just to keep things interesting.

Expect sharp insights, limited corporate jargon, and just enough dry wit to keep the existential dread of automation at bay.

Here’s a little teaser for next week: Cold outreach is dead. When candidates can generate 500 AI-written cover letters with one prompt, inbound applications become noise. So, what should you do about it?

Office Hours: The Weekly Drop

Sometimes, it’s just better to talk to a human. Every week, I’ll open a handful of free 1-on-1 Office Hours slots. It’s strictly first-come, first-served—so the quicker you open this email, the better your shot.

👉 [Grab one of this week’s slots here] (If they’re booked up, don’t worry—a fresh batch drops next week. Fair warning: you will have to tolerate a cheesy joke or two).

The Human in the Loop Jobs Board

Let’s get you hired. If you’re hunting for a high-impact role across Tech-for-Good, AI, or EdTech, this space is for you:

This week’s tidbits:

1. Amazon is looking for a Learning Experience Designer (AI & Emerging Tech) (Seattle, WA / Hybrid) — Apply

2. Basis AI is looking for a Product Manager, AI Education (San Francisco, CA / New York, NY / Hybrid) — Apply

3. Andela is looking for a Head of Learning Solutions (AI & Reskilling) (Remote / Global) — Apply

4. Odyssey is looking for a Data Program Manager (AI & Multimodal) (San Francisco, CA / Hybrid) — Apply

5. Outschool is looking for a Product Manager (Personalization & Learning Discovery) (Remote - US/Canada) — Greenhouse

6. Faculty is looking for a Learning & Development Manager (AI Fellowship) (London / Hybrid) — Ashby

(Hiring managers & recruiters: If you have an active role in this space that deserves human eyes, send it my way.)

See you next week,

MJ