How to start a career in early 30's?
I am one of many that hasn't really had a strong direction in life and doesn't know how to get on course. I've seen a lot of general advice but was hoping to get some guidance a bit more specific to my situation.
The good news: I am employed. I work in the restaurant industry (back of house) and have a side job doing gig economy remote work with flexible hours. The pay for both jobs is very low but I am not on the street and have modest savings, so I'm not in any immediate danger. I have a degree in linguistics from a University of California school. I have a family that is reasonably wealthy and generally supportive, though they live a couple states away since I opted to leave my home state to reduce my cost of living. I am physically fit and am able to work 50-60 hours a week without too many problems with health or motivation. I do not use drugs or alcohol and have never had difficulty abstaining. I am book smart with an above average IQ, though I would not describe myself as street smart.
The bad news: I am underperforming at my current job due to being a poor fit (white boy in primarily hispanic kitchen) and have no opportunity for advancement there. I have not succeeded in even one job interview since returning to the US due to covid in 2020. I got my current job through a former friend who I am no longer on speaking terms with due to my failure to perform up to his recommendation. I got my 2nd job through an automated application process that involved a competence exam. I have no friends in my city and only a few online friends that are all holdovers from my school/university days. My social network has been thoroughly eroded by several years spent overseas followed by a long period of depression during/after the pandemic, during which I was isolated and unemployed. I have never held a position relevant to my degree and have no long-term interest in my current field. I have no life, no idea what I'm doing and no particular reason to live other than obligation to family and inertia. I know that something must be deeply wrong since I am performing tasks in my current position that undocumented immigrants turn up their noses at just to secure hours.
What I am looking for is some way to get on a path where I can build on incremental success. I would like to not only find a better job but a job in a field where I can move up. I have no hard skills and little professional experience but I do have a reasonable inventory of soft skills. For instance, I am educated and conversationally fluent in Mandarin Chinese, though I am rusty and not formally skilled enough to fill any client-facing role or technical role requiring the language (I have worked in a Chinese speaking workplace before with minimal issues communicating with coworkers). I have some proficiency in Spanish as well owing to my time in the kitchen. I have rudimentary coding skills with experience in Python, C++ and Javascript which is sufficient for simple scripting tasks. I have a unique background and unique perspectives on a wide variety of issues. I feel I have a lot to offer but there haven't been a lot of takers.
So far, my main strategy has been to apply to entry level positions in fields that aren't too degree dependent but still have opportunities for advancement like supply chain, sales, etc. It hasn't been working. I get ghosted on over 95% of my applications and rude treatment from recruiters in the remaining cases, with only 1 actual interview to show for my previous 6 months of looking (wherein the interviewer walked out of the room after talking to me for 30 seconds). Is there another approach I should be trying? I've considered studying for certifications since I'm good at that sort of thing but I'm not quite sure what to go for and have heard most employers don't really look at certs anyway. To be honest, I don't really know exactly what it is I'm doing so wrong and would appreciate any advice steering me in the right direction.
Jobadvisor
It is clear you are a capable person in a "stagnation trap." Your profile—a University of California linguistics degree, Mandarin fluency, and basic coding—is actually quite high-value, but it is currently buried under a resume that likely looks like a "random walk."
The 95% ghosting rate and the 30-second interview suggest that your current approach is triggering "red flags" for recruiters: they likely see someone overqualified for entry-level labor but lacking a clear "narrative" for corporate roles.
Here is a strategy to pivot by leveraging your specific "unfair advantages" to get on a path of incremental success.
1. The High-Clarity Career Targets
Stop applying to general "supply chain" or "sales" roles where you are competing against thousands of 22-year-olds. Instead, target niches where Linguistics + Mandarin + Basic Coding make you a "unicorn."
Localization Specialist / Project Coordinator: Companies like Google, Netflix, or gaming studios need people to manage the translation and cultural adaptation of software. Your linguistics degree + Mandarin + Python (for automating file tasks) is the exact "stack" for this.
Data Labeling / AI Training (Linguistic Focus): With the AI boom, companies are desperate for "RLHF" (Reinforcement Learning from Human Feedback) specialists who understand syntax and semantics to train LLMs. Look for roles at Scale AI, Labelbox, or Appen.
Technical Writing (API/Software): Your "book smarts" and coding exposure allow you to explain complex systems. Technical writers in tech start at significantly higher pay than most entry-level corporate roles.
Implementation Specialist (SaaS): These roles involve helping new clients set up software. They value the "service" background (restaurants) combined with technical literacy (coding/degree).
2. Solve the "Resume/Interview" Barrier
If an interviewer walked out in 30 seconds, there is a mismatch between how you are presenting yourself and what they expect.
The Narrative: When they ask "Tell me about yourself," do not start with the pandemic or the kitchen. Start with: "I'm a UC-educated linguist with a background in Mandarin and Python. After spending time abroad and working in high-pressure operations (the kitchen), I'm looking to pivot my analytical skills into [Field]."
Own the Gap: You don't have to explain the depression. You were "researching linguistic trends abroad" or "managing high-volume hospitality operations while self-studying technical skills."
The Resume Format: Use a Hybrid Resume. List your technical and language skills at the very top. Group your "Restaurant" experience under a heading like "Operational Experience" to show you can work hard, but don't let it take up the bulk of the page.
3. Build "Hard Evidence" (The Certification Path)
Since you are "book smart," use that to bypass the "no experience" catch-22. Employers do look at certifications if they provide proof of a specific skill.
Project Management: Get the CAPM (Certified Associate in Project Management). It’s the entry-level version of the PMP and proves you can manage the "supply chain" or "ops" roles you’ve been eyeing.
Data Analytics: Complete the Google Data Analytics Professional Certificate. It uses Python and SQL, which you already have a head start on.
Mandarin: If you are rusty, take the HSK (Hanyu Shuiping Kaoshi) level 4 or 5. Having a standardized score on your resume removes the "I'm just conversational" doubt.
4. Immediate Tactical Shift
The "automated application" route is failing you because your resume doesn't fit the standard mold.
The "Supportive Family" Lever: You mentioned your family is wealthy/supportive. Do not let pride stop you from asking them—not for money, but for referrals. A warm introduction to a "Linguistics Lead" or a "Project Manager" at a company they know will bypass the 95% ghosting rate instantly.
The Mandarin Advantage: Look for Chinese-owned companies operating in the US (e.g., BYD, TikTok/ByteDance, Alibaba). They often struggle to find "Western-born" employees who actually understand Mandarin and have a US degree.
Everything I'm good at is crumbling
Hi all!
I'm (22F) fresh out of university with a Design degree. I got the degree with the intention of working on the creative visual aspects of advertisements, PSAs, apps, UI design, etc (all of which I did learn during my degree). Of course the issue I've found is that a Design degree is... kinda useless, which I knew but especially now in the age of AI where the entry level, low paying jobs for small businesses that would help build up a portfolio are going to the bots.
I've been trying to think of anything else I can set my sights on. I'm also very interested in marketing, but the market is so oversaturated (over 20% of people in that field in my country were laid off in the last year) and I have no marketing degree ha. Jobs there are also getting slimmer due to AI. Publishing, editing, copywriting are all much the same.
I'm just feeling very dejected and depressed about my prospects to find a job at all. I'm not an unintelligent person, but I am extremely poor at math, tech related things, anything to do with numbers.
Any advice? The idea of going back to working retail makes me physically nauseous.
Jobadvisor
It is completely normal to feel this way. You’ve graduated into one of the most transformative shifts in the creative economy in decades. The "entry-level crunch" is real: businesses that used to hire a junior designer for $20/hour to make social media posts now use Midjourney or Canva AI for free.
However, the "death of design" is an exaggeration. What’s actually happening is a move from execution to strategy.
Since you have the degree and the talent, but hate math and tech-heavy roles, here is how you can pivot your "crumbling" skills into a resilient 2026 career path.
1. The "Human-Centric" Pivot: Service Design
If you are good at empathy and hate math, look into Service Design.
What it is: Instead of designing the "app button" (which AI can do), you design the entire experience of a customer. For example, how does a patient feel from the moment they book a doctor's appointment to the moment they leave?
Why it's safe: AI cannot "walk in a human's shoes" or understand the nuance of emotional frustration. It requires human observation, interviewing, and "mapping" out feelings—skills your design degree likely touched on.
2. Move from "Maker" to "Director" (The Hybrid Role)
The jobs haven't disappeared; they’ve just been upgraded. Instead of "Graphic Designer," search for roles like:
Generative AI Content Creator / Art Director: Companies need people who understand color theory, composition, and branding to guide the AI. A non-designer using AI makes generic "junk." A trained designer using AI produces high-end brand assets.
Brand Strategist: Marketing is saturated with "growth hackers" (math people), but it is starving for storytellers. Use your visual skills to explain why a brand matters.
3. Your "No Math/No Tech" Safe Havens
Since you want to avoid numbers, target industries where taste and physical presence are the primary currencies:
Environmental / Exhibition Design: Designing physical spaces (museums, pop-up shops, events). AI can’t easily navigate the physical constraints of a 3D room or the "vibe" of a live event.
Prop & Set Design: With the explosion of streaming content, the demand for physical sets and "real" visual assets is high.
Creative Account Management: If you are social, you can be the "translator" between the client and the creative team. You understand the "design speak," but your job is building relationships, not pushing pixels.
4. How to Beat the "Marketing Degree" Requirement
You don’t need a second degree. You need a "Proof of Results" portfolio.
Stop making "fake" ads for big brands. Everyone has a fake Nike ad in their portfolio.
Start a "Micro-Agency" for one month: Find a local non-profit or a friend’s small business. Rebrand them using a mix of your design skills and AI tools to show you are efficient.
The "Design + Writing" Combo: Since you were interested in publishing/copywriting, look at UX Writing. It’s the art of writing the text inside apps. It requires zero math but a deep understanding of how people think (Linguistics/Psychology).
A Concrete First Step
The "black hole" of online applications is where most designers lose their confidence.
Company making us share personal health goals in team meeting for wellness program participation?
So my company rolled out this new wellness program last month and to participate you have to attend a monthly "wellness check in" with your immediate team where everyone shares their health goals and progress.
I get that they want accountability or whatever but it feels weird to tell my coworkers about like my weight loss goals or mental health stuff in front of everyone including my manager. One of my teammates already shared really personal info about her therapy sessions and it made the whole room uncomfortable.
The program offers a 50 dollar monthly stipend which is nice but honestly I have some money saved aside so its not really about that for me, I just wanted to participate for the actual health benefits. But now im second guessing the whole thing because of how personal it gets.
Is this normal? Can they require us to share personal health information with our team to be part of the wellness program? I asked our HR person and she said its "voluntary" but if we dont participate we cant access any of the program benefits so that doesn't really feel voluntary to me.
Jobadvisor
That sounds incredibly awkward, and your gut instinct is right: while wellness programs are common, requiring employees to disclose personal health details in a group setting is a significant departure from standard professional norms.
It’s one thing to offer a gym stipend; it’s another to turn a team meeting into a group therapy or weight-loss session.
Is This Normal?
In short: No. While many companies have wellness programs, they are almost always structured to protect privacy. Usually, progress is tracked through a third-party app or a private portal where only a health coach or an automated system sees your data.
Requiring employees to "perform" their health journey in front of their manager and peers is highly unconventional and, as you've already seen, can lead to oversharing that creates a "cringe" environment or even legal liabilities for the company.
Is This Legal?
The "voluntary" label is how HR departments navigate laws like the ADA (Americans with Disabilities Act) and HIPAA.
The "Voluntary" Loophole: Under the ADA, wellness programs that ask disability-related questions must be voluntary. A program is generally considered voluntary if the employer doesn't require participation and doesn't penalize employees who don't join.
The Incentive: Since they are offering a $50 stipend rather than threatening to fire you or raise your insurance premiums, they are likely legally "covered." However, "legal" doesn't mean "best practice."
Privacy Concerns: Once you share health info in a meeting, it isn't protected by HIPAA (which applies to healthcare providers and insurers). Your coworkers are not legally bound to keep your secrets.
How to Handle the Meetings
If you want the health benefits but hate the oversharing, here are three ways to participate without sacrificing your privacy:
| Strategy | How it Works | Example Script |
| The "Vague-Book" Approach | Use "corporate speak" to describe your goals without giving data. | "My goal this month is to improve my consistency with evening routines to ensure better sleep hygiene." |
| The Non-Body Goal | Pick a goal that is impossible to judge or get personal about. | "I'm focusing on drinking 80oz of water a day" or "I'm aiming for 10,000 steps." |
| The Boundary Setter | Participate in the "wellness" aspect but skip the "health" data. | "I'm focusing on work-life balance this month by making sure I take a full lunch break away from my desk." |
A Note on the "Vibe"
The fact that your teammate shared therapy details and made everyone uncomfortable is a sign that the program lacks psychological safety. When a manager is in the room, there is an inherent power imbalance. If you share a "mental health goal," you might worry—rightly or wrongly—that your manager will view you as "unstable" or "stressed" during your next performance review.
Next Steps
If the $50 isn't the motivator for you, you might consider "opting out" and doing your own wellness routine on your own terms. True health benefits come from the habits, not the stipend.
My small business made a huge mistake and hired a friend, preparing to fire him, need advice.
I run a very small business with my husband in OR. On average its just me, my husband, and 2 part time employees. When we were 1st opening, a long term (14 years) friend was helping us out occasionally. He came for FUN stuff, like checking out products or equipment , painting, decorating, etc. When we 1st opened we were overwhelmed by the response from our community and realized we needed help Stat. Our friend offered to help 2-3 days a week. We told him upfront it would only be temporary until we could hire someone else....it's been 2 years. Shortly after he started working for us he quit his other job because he "didn't like it". He's never applied for another one. The problem is he's not a good employee at all. If there is a rule he breaks it and then acts butt hurt if I have to hold him accountable to the same standards as other employees.
Examples from the last 3 months alone: 1)he had a screaming match with my husband infront of customers because my husband asked "did you just lock that door?" He accused my husband of making fun of him. It was so bad I hired an outside investigation to review the security footage 2) He took a 10 minute break and returned 50 minutes later smelling of pot even though he knew we were in a planned big rush. When asked he said he "got hung up", when pressed he says he picked up food and went home and watched football with friends 3)He wanted to sponsor an event at our place and then made a big fuss about us not helping him even though I had told him upfront I didn't have the bandwidth to help. When we did help him he asked for more responsibility and I said "you said you were overwhelmed" and he says "I'm not overwhelmed, you guys just weren't working fast enough", 4) he's constantly on his phone, even when customers are in front of him 5) he hates to clean and literally puts it off to the last second. I had to make a sheet reminding him what to clean. PREVIOUS ISSUES: 6)for a long time he told customers the HE was an owner, until I caught him and explained how horribly inappropriate that was. 7)we caught him giving product away for free to friends 8)he has his kids come in and let's them do manager level work (like handle cash surrogates) when we're not looking. 9)He got on my husband's computer one day when bored and went on several flash gaming/torrent sites and infected it with a virus. 10) I had him fill out an application and he wrote "drug dealer" under previous jobs and I had to have him fill it out again.
He tells new employees "this job is a breeze". I thought maybe he was not being given enough responsibility and that's why he was checked out, so I tried assigning him various additional responsibilities like inventory Management, but he doesn't do them, or when he does he doodles on the sides and writes things like "genesis khans buttcheeks" under the 'to order' section.
It's like micromanaging a 13 year old.
Additionally he cant work during peak hours because he has his girlfriends kids on the weekends in shared custody.
I've talked to him. I've given him polite opportunities to leave. And now I'm just documenting documenting documenting. He's had 2 verbal warnings already in the last 2 months. Next is a written, and then termination. My question is: it's going to be ugly. No matter what I do it's going to be ugly but I can't have my business ruined because he can't take this job seriously. Any advice on how to reduce the blowback? I have an HR file on him. I have all the security footage downloaded. All the incident reports, etc. We have an employee handbook. I have him sign any new copies of the handbook and any updated expectation sheets.
Jobadvisor
This is a classic "founder’s trap"—hiring a friend out of necessity and watching the relationship disintegrate under the weight of entitlement.
Based on your description, this isn't just a "bad employee." This is a high-liability situation. He has already impersonated an owner, committed theft (giving away product), and created a hostile environment (the screaming match). Because he feels "equal" to you socially, he will likely view termination as a personal betrayal rather than a professional consequence.
Here is a strategy to minimize the blowback and protect your business in Oregon.
1. The Legal Reality in Oregon
Oregon is an at-will state, meaning you can fire an employee for any reason (or no reason) as long as it isn't discriminatory.
Final Paycheck Rule: In Oregon, if you fire someone, their final paycheck (including all earned wages and commissions) is due by the end of the next business day. Have this check ready and printed before you sit him down.
The "Drug Dealer" Application: Keep the original and the rewrite. This demonstrates a lack of professional conduct from day one.
2. The Termination Meeting (The "Clean Break")
Do not do this alone, and do not do it at a time when customers are present.
The Witness: Have your husband or a neutral third party present. Since he has already had a screaming match with your husband, it might be better if you lead the meeting while your husband stays in the background as a silent witness/observer.
Keep it Brief: Do not debate the "Genesis Khan's buttcheeks" or the pot-smoking. He will try to argue. Simply state: "We have decided to move in a different direction. Your employment is terminated effective immediately."
The Script: If he asks why, refer to the documentation: "We’ve had multiple conversations about expectations and conduct, and the requirements of the role aren't being met." Do not get sucked into a "but I'm your friend" argument. Respond with: "I value our history, but as a business owner, I have to make this decision for the health of the company."
3. Immediate Security Protocols
Because he knows your patterns and has accessed your computers/cash surrogates, you must act fast:
Digital Wipe: Change every password he might know (POS system, social media, email, Wi-Fi).
Physical Security: If he has a key, you must rekey the locks the same day. He has already demonstrated poor judgment with "friends" and "free product"; don't risk him coming in after hours.
IT Audit: Since he infected the computer before, have a pro check for any remaining malware or "backdoor" access.
4. Managing the "Friend" Blowback
This is the hardest part. He will likely vent to your mutual social circle.
The "High Road" Policy: Do not share his "incidents" (the pot, the doodles, the virus) with mutual friends. If people ask, say: "It was a difficult decision, but working together wasn't a good fit for our friendship or the business. We wish him the best." * The Paper Trail: Since you mentioned an outside investigation and security footage, keep those files in a secure off-site location (like a cloud drive). If he tries to sue or claim unemployment, you have "misconduct" documented, which can disqualify him from benefits in Oregon.
5. Final Checklist
| Task | Status |
| Final Check | Printed and ready (including all hours worked up to the minute). |
| Locks/Codes | Locksmith scheduled or codes ready to be changed. |
| Documentation | Printed copies of the "buttcheek" inventory and the investigation report. |
| Property | List of company property he needs to return (keys, shirts, etc.). |