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As of 2025, securing a GS-15 or higher federal position—such as roles within the Senior Executive Service (SES) or Senior Level (SL)—remains highly selective, demanding advanced academic credentials like a master’s, PhD,
or law degree, along with extensive experience in leadership, policymaking, or specialized technical fields. These positions are limited and often filled through internal advancement or targeted hiring authorities, requiring
external candidates to possess truly exceptional qualifications. The process is demanding, involving multiple layers of assessment, interviews, and background clearances. As GS-15 marks the final step before entering the SES,
candidates must carefully consider challenges such as pay compression, heightened accountability, and broader strategic responsibilities. Statistically, only about 3 out of every 100 candidates succeed, reflecting the elite
nature and high selectivity of this upper tier of federal service.
In May 2010, President Barack Obama issued a Presidential Memorandum calling for a comprehensive overhaul of the federal hiring process. One key reform was the elimination of mandatory Knowledge, Skills, and Abilities (KSA)
essays during the initial application phase—a move aimed at making federal job opportunities more accessible and reducing barriers for qualified candidates. Applicants could now apply with a resume and cover letter, reserving KSA
submissions for later stages if selected. The initiative also introduced an 80-day hiring benchmark to streamline the timeline from job posting to onboarding. While agencies retained discretion in managing individual steps,
the overall goal was to deliver faster, clearer communication to applicants and improve efficiency throughout the recruitment process.
In 2025, the Senate introduced bill S.591 to reform federal hiring by reestablishing merit-based practices across government agencies. Sponsored by Senator Rick Scott on February 13, the legislation was referred to
the Senate Committee on Homeland Security and Governmental Affairs. It aims to prioritize individual qualifications and work ethic over what some lawmakers have labeled “woke mandates,” marking a shift in hiring philosophy.
The bill builds upon earlier bipartisan measures such as the Chance to Compete Act, passed in late 2024, which sought to streamline hiring procedures and enhance competitiveness within the civil service.
As of June 2025, the Federal non-military workforce in the United States consisted of approximately 2.29 million civilian employees, reflecting a notable decrease from earlier years largely due to government restructuring,
buyouts, and administrative reforms. In comparison, the workforce in 2020 totaled around 1.9 million full-time federal employees, while 2015 recorded a higher count of about 2.1 million, and 2010 matched 2020 figures at
approximately 1.9 million. These numbers exclude military personnel and represent civilian roles across federal executive agencies, with fluctuations driven by changes in presidential administrations, policy priorities,
and modernization efforts.
In February 2025, President Donald Trump initiated a broad effort to reduce the federal workforce through the newly established Department of Government Efficiency (DOGE), implementing measures such as hiring freezes,
deferred resignation programs, and widespread reductions in force across multiple agencies. By June 2025, more than 200,000 federal employees had exited government service through layoffs, buyouts, or voluntary departures.
The cuts impacted departments including Education, Veterans Affairs, and Energy, and were part of a larger strategy aimed at streamlining operations and curbing government spending.
In the U.S. federal workforce, turnover averages around 210,000 employees annually, with departures stemming from a variety of reasons. Approximately 75,000 employees quit voluntarily, while about 65,000 retire,
reflecting the aging demographic of government workers. Another 55,000 leave due to expiring appointments, such as term-limited roles and temporary contracts. Around 10,000 employees are terminated, and 5,000 depart
because of miscellaneous factors, including layoffs, disability, or death. These patterns highlight the consistent churn within a civilian workforce of over two million, driven by both career transitions and administrative
changes.
As of 2025, the total number of federal employees in the United States is approximately 3,001,000, reflecting significant shifts in workforce composition over the decades. The executive branch civilian workforce accounts
for roughly 2,289,472 employees, while the active-duty military personnel—including members of the Army, Navy, Air Force, Marine Corps, Space Force, and Coast Guard—totals around 1,310,000. The legislative and judicial
branches employ an estimated 30,000 to 40,000 staff, maintaining relatively stable numbers. Compared to 1962, when there were over 5.3 million federal employees, the overall count has declined, primarily due to reductions
in military size and the rise of technology-driven efficiencies across government operations.
In the federal U.S. government, in addition to having around 146,500 civilian workers who annually leave the government to retire or simply to quit, about 60,000 workers are terminated every year for disciplinary or
performance reasons, or because their appointments (e.g., term, temporary) or fund expired; also, around 3,400 federal employees die each year while employed by the government. The federal government employs about 2.4 million
civilian workers, not including the U.S. Postal Service or uniformed military personnel.
As of 2025, over 50 current or former federal employees have been awarded Nobel Prizes, reflecting the deep scientific and humanitarian contributions made within U.S. government institutions. In fact, roughly one
in four American Nobel laureates have served as federal workers at some point in their careers. Agencies like the National Institutes of Health (NIH) and Department of Energy have long been home to pioneering researchers
whose work has shaped global understanding in fields ranging from medicine to physics. This legacy underscores the federal government's role as a powerhouse of innovation and public service.
As of 2025, government analyses show that federal employees earn on average 24% less than their private-sector counterparts, with the disparity especially pronounced among PhD-level professionals in fields such
as information science, biological sciences, environmental life sciences, chemistry, economics, mathematics, statistics, computer science, and various branches of engineering—including civil, architectural, electrical,
and computer engineering. Reports from 2024, including those by the Congressional Budget Office, reaffirm that private industry consistently offers significantly higher salaries for these specialized roles, making
recruitment and retention in federal service increasingly difficult despite strong job stability and benefits.
In 2025, salary comparisons between federal employees and private sector workers with similar qualifications reveal a complex picture. While federal employees earn about 24.72% less in base wages, their total
compensation—once benefits like pensions, healthcare, and paid leave are included—is roughly 5% higher on average. The gap varies by education level: those with a high school diploma or some college earn 38–40% more
in federal roles, while workers with a master’s or doctorate typically earn 4–22% less than private sector peers. This contrast underscores the trade-off between higher private-sector pay and stronger federal benefits
and job stability.
Based on 2025 projections, recent college graduates entering the private sector can expect starting salaries between $56,000 and $68,000, with STEM majors—especially in engineering and computer science—commanding up to $78,000.
In contrast, entry-level federal positions typically begin at the GS-5 or GS-7 pay grades, offering annual salaries of approximately $40,000 to $45,000, with higher pay available to those qualifying through Superior Academic Achievement
or holding advanced degrees. This gap reflects ongoing differences in compensation structures between public and private sectors, particularly at the entry level.
As of 2025, the federal government frequently offers higher wages to blue-collar and clerical workers than comparable roles in the private sector. This pay advantage is largely attributed to the Federal Wage System aligning
more closely with General Schedule locality pay adjustments, resulting in salary boosts for thousands of federal trade and support personnel. Additionally, analyses from the Congressional Budget Office show that federal employees
with lower levels of education—such as those with a high school diploma or some college—often receive total compensation up to 40% higher than their private-sector peers, due in part to comprehensive benefits and job security.
As of 2025, federal employees are significantly more likely to hold advanced degrees than their private-sector counterparts. Roughly 33% of federal workers possess a master’s, professional, or doctoral degree,
compared to 15% in the private sector. Additionally, about 66% of federal employees have at least a bachelor’s degree, while only 43% of private-sector workers meet that threshold. These differences reflect the federal government’s
concentration of professional and technical roles, which often require higher educational attainment.
As of 2025, no significant legislative attempts have emerged to eliminate General Schedule (GS) step increases across the federal workforce, although conversations around modernizing and restructuring federal
compensation systems persist. According to a 2021 report from the Merit Systems Protection Board, step increases remain largely automatic, with only a fraction of employees denied them due to poor performance. Under
the Federal Employees Pay Comparability Act (FEPCA), GS base pay and locality adjustments continue to be reviewed annually, while step increases still hinge on meeting time-in-grade and performance standards. Ongoing
concerns about pay compression—especially among higher GS levels in expensive regions like San Francisco—have sparked renewed interest in reforming compensation models.
In 2011, House lawmakers proposed a particularly aggressive amendment aimed at halting General Schedule (GS) step increases for the rest of that fiscal year. However, in the years since, legislative efforts have
shifted away from cutting earned progression and toward more nuanced reforms—focusing instead on enhancing pay equity, improving system-wide efficiency, and addressing long-standing concerns such as pay compression
and modernization of the GS framework.
On November 29, 2010, President Barack Obama enacted a two-year pay freeze for civilian federal employees, spanning fiscal years 2011 and 2012. This policy applied to all civilian personnel—including those
within the Department of Defense—but explicitly excluded military members. Although promotions and step increases were still permitted during this time, base pay remained frozen, reflecting a broader initiative
to curb federal spending and address the national deficit. The freeze was projected to generate $2 billion in savings for FY 2011, $28 billion over five years, and over $60 billion across the following decade.
Research in the field of pulchronomics, which examines the economic implications of physical attractiveness, suggests that individuals perceived as good-looking often enjoy greater happiness, higher earnings,
and are more likely to partner with equally attractive and financially successful spouses. A study from the University of Texas found that beauty enhances overall well-being largely by improving economic
prospects—such as increased job opportunities and elevated income levels. Moreover, attractive individuals tend to form relationships within their social and economic tier, further amplifying the advantages
associated with physical appeal and reinforcing a cycle of both social and financial gains.
Individuals who score high in conscientiousness—a key trait in the Big Five personality model—tend to be responsible, organized, and goal-oriented, which often translates into stronger personal relationships
and greater career success. Their natural inclination toward planning, reliability, and attention to detail helps them build trust with others and excel in structured environments. This trait also manifests in a
preference for tidy, well-organized living and working spaces, reflecting their desire for order and efficiency. Whether managing tasks, nurturing relationships, or maintaining their surroundings, conscientious
individuals typically thrive through discipline and thoughtful decision-making.
In 2025, the average time to receive a job offer in the U.S. after an interview is approximately 24.2 days, with the interview process alone typically lasting around 23 days. The full hiring timeline—from
job posting to accepted offer—averages about 44 days, although this duration can vary depending on the industry, company size, and role complexity. Fast-paced sectors like retail, hospitality, and food service
tend to move more quickly, while roles in tech, healthcare, and government may require longer screening and decision-making periods. Some companies still make offers within 48 hours for standout candidates,
while others may take over 47 days; however, the adoption of AI-driven hiring tools is beginning to streamline the process overall. In 2024, the average time to receive a job offer after an interview was around
24 days, though it varied widely depending on industry, company size, and role complexity. Some fast-moving companies did extend offers within 48 hours, while others—especially in government, healthcare, or
executive hiring—took up to 47 days or more.
In 2025, some of the most in-demand jobs in the U.S. include Nurse Practitioner, Software Developer, Data Scientist, Information Security Analyst, Financial Manager, Veterinarian, Civil Engineer,
Clinical Psychologist, Registered Nurse, and Sales Representative. These roles remain popular due to a combination of high median salaries—often exceeding $100,000—and growing demand across industries like healthcare,
technology, finance, and engineering. Factors driving this demand include aging populations, expanding digital infrastructure, rising cybersecurity threats, mental health awareness, pet care growth, and robust
infrastructure development. Additionally, flexibility through remote or hybrid work options has become a key aspect in job desirability and career longevity.
In the U.S. the most popular and in-demand jobs in 2024 included Construction Project Manager, Data Engineer, Electrical Engineer, Financial Manager, Human Resources Manager, Loan Officer, Mechanical Engineer,
Mental Health Technician, Nurse Practitioner, and Software Developer; these jobs are popular due to their competitive salaries, opportunities for career advancement, and the growing demand in their respective fields.
Construction Project Manager: Managing construction projects from start to finish, with a a median salary of $103,400.
Data Engineer: Building and maintaining data pipelines, with a a median salary of $130,100.
Electrical Engineer: Designing and developing electrical systems and components, with a median salary of $102,600.
Financial Manager: Creating financial reports, coordinating investment activities, and developing long-term financial strategies for companies, with a median salary of $139,800.
Human Resources Manager: Overseeing recruitment, employee relations, and compliance with labor laws, with a median salary of $79,200.
Mechanical Engineer: Designing, developing, and testing mechanical devices, with a median salary of $96,100.
Mental Health Technician: Providing support to patients with mental health issues, with a median salary of $77,500.
Loan Officer: Evaluating and authorizing loans for individuals and businesses, with a median salary of $74,300.
Nurse Practitioner: Performing many of the same duties as physicians and often specializing in areas like adult health, pediatric health, or mental health, with a median salary of $121,600.
Software Developer: Writing new code or fixing bugs, with a median salary of $102,600.
Occupations with the highest median annual pay in the U.S. in 2025. It's noted that family medicine physicians and general internal medicine physicians typically earn slightly less, around $223,000 to $224,000,
and dentists and prosthodontists fall just below that top tier.
In 2025, medical specialists in the U.S. continue to rank among the highest-paid professionals, with median annual salaries for roles such as anesthesiologists, orthodontists, surgeons, radiologists,
psychiatrists, and cardiologists typically ranging from $490,000 to over $700,000. These elevated earnings reflect the advanced training, critical responsibilities, and complexity of care required in these fields.
Meanwhile, medical school debt remains a significant financial burden, with the average graduate owing approximately $260,000 in student loans, driven by rising tuition, fees, and living expenses at both public
and private institutions. Among the top earners as listed below are specialists such as ophthalmologists (except pediatric), radiologists, psychiatrists, pathologists, obstetricians and gynecologists, neurologists,
internal medicine and family medicine physicians, emergency medicine doctors, dermatologists, cardiologists, anesthesiologists, orthodontists, oral and maxillofacial surgeons, and various types of surgeons
including pediatric and orthopedic. These roles consistently command premium compensation due to their expertise and the high demand for specialized medical care.
In 2025, surgeons remain among the most highly educated and highest-paid professionals in the United States. Recent data shows that surgeons earn a median annual salary of approximately $438,870, with elite specialties
such as neurosurgery and cardiothoracic surgery exceeding $600,000 per year. Across the broader field, medical doctor specialists average around $382,000 annually, while primary care physicians typically earn between
$248,000 and $330,000, depending on their specialty, location, and patient load. These elevated compensation levels reflect growing demand for healthcare services, persistent provider shortages, and the increasing
complexity of medical care nationwide.
As of 2025, the average medical student graduates with a substantial debt load of approximately $212,341, according to the Association of American Medical Colleges—a figure that reflects medical school expenses alone and excludes
undergraduate borrowing. When factoring in pre-med education, total debt often exceeds $264,000, placing a heavy financial burden on aspiring physicians. The actual amount varies significantly by institution type, with private medical
schools generally resulting in higher debt levels than their public counterparts due to steeper tuition costs and fewer financial aid options.
As of 2025, cardiologists—among the highest-paid medical professionals—earn an average annual salary of $506,000, enabling career wealth accumulation of up to $6 million with disciplined investing and sustained practice. In contrast,
primary-care physicians, earning approximately $330,000 annually, tend to accumulate between $2.5 million and $3 million over their careers, influenced by workload, location, and practice setting. Meanwhile, lawyers earn a median salary
ranging from $120,000 to $130,000, with top earners receiving bonuses and equity that can push total compensation beyond $200,000. Over a lifetime, legal professionals may build wealth between $1.7 million and $2 million, though outcomes
vary widely based on industry, specialization, and career progression. These estimates highlight not only income potential, but also the importance of personal finance strategies, lifestyle choices, and educational debt in shaping long-term
financial success.
In 2025, internists typically earn a maximum annual salary of about $304,294, with the average compensation hovering around $261,500, influenced by factors like geographic location, years of experience, and type of healthcare facility.
In contrast, gastroenterologists rank among the highest-paid specialists in medicine, with median earnings near $633,422, and top performers—especially those in private practice or high-demand regions—reaching up to $825,000 annually.
Although exceptional cases may push gastroenterologist salaries close to $846,000, internists generally fall well short of the $352,000 benchmark, reflecting notable income disparities between generalists and procedural specialists.
In 2025, Medicare’s payment structure highlights notable disparities among medical specialties and procedures. Ophthalmologists receive approximately $521.75 for performing cataract surgery with artificial lens insertion, a relatively
quick but technical operation. Gastroenterologists earn about $180–$220 for conducting a screening colonoscopy, which typically takes less than 20 minutes. Meanwhile, primary-care physicians are reimbursed around $120–$135 for a 30-minute
visit involving complex evaluation and management of patients with conditions like heart disease, diabetes, or emphysema. These differences underscore how Medicare tends to reward procedural care more generously than time-intensive
primary-care visits, influencing physician incentives and resource allocation across the healthcare system.
By 2030, the United States is expected to face a significant shortfall in its physician workforce, with up to 43,100 primary-care doctors needed to meet rising demand, according to projections by the Association of
American Medical Colleges. Overall demand for physicians across all specialties is anticipated to reach approximately 1,019,770, while the available supply is estimated to fall short at 940,690, resulting in a nationwide deficit of
around 79,080 doctors. This shortage in primary care alone may account for roughly 5% of total physician demand, though the exact impact will hinge on future developments in healthcare policy, medical education, and access to care.
As of 2025, the U.S. employs approximately 313,799 pharmacists, who dispense medications and provide expert guidance to patients across hospitals, clinics, and retail pharmacies. The median annual salary for
pharmacists stands at $151,114, with the highest earners making up to $169,785, while those in the lowest-paid bracket receive around $140,522. These figures reflect the profession’s elevated compensation driven
by advanced training, specialized responsibilities, and the essential role pharmacists play in patient care and the healthcare system at large.
When companies interview job candidates, they typically focus on several key elements to assess whether the candidate is a good fit for the role and the company. These specific elements that are commonly evaluated:
Professional Appearance: First impressions matter, so appearance with appropriate dress code, grooming, hygiene, accessories, shoes, neatness, and fit for the industry and position is crucial.
Communication Skills: Effective communication skills are essential in both personal and professional settings by speaking clearly and concisely with confidence, paying attention, maintaining good posture,
making eye contact, using appropriate gestures, understanding and respect for the interviewer's perspective, asking thoughtful questions, using stories and examples to illustrate points, and being flexible and
adapting communication style.
Knowledge of the Company and Position: Understanding the company's history, mission statement, and core values, products or services, the company's position in the market, staying updated with any recent news,
team and department, and key job responsibilities and requirements.
Relevant Experience and Skills: Demonstrating how your past experiences and skills align with the job requirements is essential.
Problem-Solving Abilities: Showing problem-solving abilities that you handled challenges in the past, example response using STAR (Situation, Task, Action, Result) technique.
Cultural Fit: Showing your values and work style align with the company's culture is important for long-term success.
Enthusiasm and Motivation: Showing genuine interest in the role.
Questions for the Interviewer: Asking thoughtful questions about the role, team, or company to show your interest and engagement.
A former mail carrier in Pennsylvania, who is a Christian and believes Sundays should be dedicated to worship, sued the U.S. Postal Service after it required him to work Sunday shifts delivering packages.
Title VII of the Civil Rights Act of 1964 requires employers to reasonably accommodate the religious practice of an employee or prospective employee, unless to do so would cause an undue hardship to the employer.
Executive turnover in the U.S. remains a routine part of the corporate landscape in 2025, often driven by strategic shifts such as mergers, acquisitions, organizational restructuring, or personal career advancement. However, turnover rates
vary widely depending on industry dynamics, company scale, and evolving market conditions. Despite this fluidity, executive job growth remains relatively stable—projected at approximately 6% over a ten-year span—with over 83,000 active
openings nationwide.
Around 40% of all new executive hires fail within the first 18 months. In 2025, research from firms like Heidrick & Struggles and Leadership IQ found that between 40% and 46% of new executive hires fail within the
first 18 months. Failure in this context typically means the executive either leaves the role, is asked to leave, or performs significantly below expectations. Contributing factors include poor onboarding,
mismatched expectations, lack of leadership training, and insufficient cultural alignment. Despite the high stakes of executive hiring, many organizations still struggle to provide the support and structure
needed for long-term success.
Around 70% of people have misrepresented information on a resume. In 2025, surveys show that around 70% of workers have admitted to lying on their resumes, with 37% saying they do so frequently and another 33% admitting
to occasional misrepresentation. Common embellishments include inflating job titles, exaggerating responsibilities, and stretching employment dates. Interestingly, resume dishonesty tends to peak during interviews and cover
letters, not just the resume itself.
In 2025, hiring managers closely scrutinize resumes for red flags such as typos, inconsistent formatting, unexplained employment gaps, frequent job changes, generic buzzword-heavy content, and questionable claims like inflated
titles or fake references. A growing concern is the rise of AI-generated resumes—53% of managers view them skeptically when they lack customization or personality. Additionally, a candidate's online presence can impact credibility,
especially if social media contradicts resume details or reveals unprofessional behavior. These signs can lead to doubts about reliability, authenticity, and overall fit for the role.
35% of resume rejections are due to unprofessional email addresses. According to recent data, about 35% of recruiters consider it a dealbreaker. It’s one of the quickest ways to make a bad first impression—especially
since your email is often the first thing hiring managers see. Examples like rocketboy999@ or foxylady35@ can instantly undermine your credibility, no matter how strong your qualifications are. A clean, professional
format like firstname.lastname@email.com is the safest bet.
In 2025, the average number of applicants per job is approximately 118, and about 20% of those applicants are typically invited to the first round of interviews2. That means roughly 1 in 5 candidates make it past
the initial screening. Of course, this varies by industry—corporate roles often attract up to 250 applications, while niche or highly technical positions may receive fewer. So while your numbers are slightly conservative,
they’re well within the ballpark.
To improve your chances of landing an interview in 2025, start by tailoring your resume for each job application using keywords from the job description and highlighting measurable achievements. Applying early can increase
visibility, while leveraging employee referrals and building relationships with recruiters can significantly boost your odds of being noticed. Reaching out directly to hiring managers with a concise, professional message and a
polished resume shows initiative, and maintaining a strong, authentic online presence—especially on LinkedIn—helps reinforce your credibility. Finally, preparing thoroughly for interviews by researching the company and practicing
confident, thoughtful responses ensures you stand out when the opportunity comes.
In 2025, candidates typically go through two to five interviews before securing a job, though this range varies depending on the role, industry, and hiring practices of each company. Entry-level applicants might face
only one or two rounds, making for a quicker process. Mid-level professionals generally experience two to three stages, often including behavioral and technical assessments. Meanwhile, senior and executive-level candidates
can expect up to five interviews, frequently involving cross-functional teams and multiple decision-makers. The level of scrutiny increases with seniority, as employers aim to ensure the best possible fit both professionally
and culturally.
In 2025, employed individuals in the U.S. worked an average of approximately 7.6 to 7.8 hours on the days they were actively working, a figure that accounts for both full-time and part-time roles across various industries.
This average reflects time spent working only on days when work occurred, excluding days off. When spread over a typical five-day workweek, it aligns with the broader statistic that private-sector employees worked about 34.2 hours
per week. However, work hours vary considerably by occupation—mining and logging workers average over 43 hours weekly, while those in leisure and hospitality often work closer to 25 hours.
According to the U.S. Bureau of Labor Statistics, employed men have consistently worked more minutes per day than employed women on days they worked. In recent years, the gap has hovered around 50 to 55 minutes,
largely due to differences in full-time versus part-time employment and time spent on unpaid caregiving or household responsibilities. In 2025, this pattern still holds, with employed men working approximately 53 minutes more per
day than employed women on average. The disparity reflects broader labor force dynamics and societal roles rather than differences in productivity or commitment.
In 2025, about 83% of employed individuals in the U.S. reported doing some or all of their work at a physical workplace on days they worked, while 23% worked from home at least part of the time. On average, those working
at a workplace spent 7.9 hours there, compared to 3.0 hours for those working at home. These figures reflect the continued dominance of in-person work, though remote and hybrid arrangements remain a significant part of
the employment landscape.
Among employed individuals age 25 and over, about 38% with a bachelor's degree and 43% with an advanced degree worked from home at least part of the time. In contrast, only around 3.3% of those with less than a high school
diploma did any work from home. This gap highlights how education level strongly influences access to remote work opportunities, with higher-educated workers more likely to hold jobs that support telework.
In 2025, the median salary for electrical engineers with a master’s degree is closer to $103,000 per year, while those with a bachelor’s degree earn a median of around $86,000 to $111,000, depending on experience and location.
Entry-level master’s graduates typically start near $75,000, but salaries rise quickly with experience, certifications, and industry specialization. The gap between bachelor’s and master’s degree holders is still meaningful,
but both are earning significantly more than the figures you mentioned.
As of 2025, mathematicians and statisticians continue to earn strong salaries, with median annual wages rising in response to growing demand for analytical expertise. Mathematicians earn a median of approximately $104,913,
typically ranging between $88,583 and $116,411, while statisticians earn a slightly higher median of $116,440, reflecting their prominence in fields such as pharmaceuticals, tech, and government. Although most positions require
at least a master’s degree in mathematics or statistics, some entry-level roles are open to bachelor’s degree holders, particularly in applied research or government sectors. This upward trend underscores the increasing value
of data-driven skills in a competitive job market.
Most federal jobs are preselected. Federal hiring regulations require most federal job openings to be advertised and filled through open competitions.
But most job openings are secretly targeted
for a preselected applicant and are only advertised to mimic adherence to regulations.
In 2025, while federal hiring regulations mandate open competition for most job openings—thanks in part to reforms under Executive Order 14170's Merit Hiring Plan—there remains a widespread perception that
many positions are quietly preselected for internal candidates. Although agencies are required to publicly advertise roles and assess applicants based on objective qualifications, insiders may already be favored due to prior temporary
assignments or internal endorsements. While this kind of informal preselection can legally occur within a competitive framework, it undermines public trust. Efforts to tighten fairness include requiring technical assessments
and removing subjective criteria such as diversity metrics, yet critics argue that new emphasis on written essays and recruiting from specific networks, like religious or homeschooling communities, may introduce fresh biases
despite intentions for transparency and equity.
After interviewing for a federal job, final selection decisions usually take one to two weeks, especially if the agency is ready to move quickly. However, delays are common—particularly if the top candidate is negotiating salary,
undergoing background checks, or declines the offer, prompting the agency to revisit other finalists. The process can also stretch out due to internal approvals, security clearances, or compliance with the Merit Hiring Plan reforms,
which emphasize structured assessments and transparency.
In 2025, engineering salaries vary significantly by field and specialization, with senior-level roles commanding higher compensation. Engineers working in communications technology—such as broadcast systems, consumer electronics,
and vehicular tech—earn average salaries ranging from $70,000 to $111,000, while those focusing on smart devices like smartphones and wearables, solid-state circuits, and engineering management typically make between $86,000 and $113,000.
Engineering managers at the top of their game may reach $130,000 to $160,000, though these figures reflect only senior positions. In contrast, energy and power engineers earn a median of approximately $80,275, and industrial
applications engineers average between $78,612 and $99,380, placing them among the lower-paid sectors in the profession. Overall, salaries are influenced heavily by experience, role level, and geographic location.
In 2025, the gender pay gap in the IT sector remains pronounced, especially as professionals gain more experience. Women with three to four years on the job earn a median salary of $79,000, while men in the same range
earn $86,593, resulting in a gap of more than $7,500. This disparity continues to widen over time, peaking between 25 and 29 years of experience, when women earn an average of $134,300 compared to $153,000 for men. Contributing
factors include differences in negotiation outcomes, promotion trajectories, and representation in leadership roles. While the gap narrows slightly at the executive level, it never fully closes, reflecting systemic challenges
and opportunities for equity-focused reform in the tech industry.
According to recent rankings based on salary impact and earning potential, several colleges consistently emerge as top performers. Leading the list is the Massachusetts Institute of Technology (MIT), which ranks #1
for salary impact. Other high-ranking institutions include Stanford University, Princeton University, and Harvard University, along with specialized schools like Harvey Mudd College, Babson College, and California Institute
of Technology (Caltech). Additionally, the University of Pennsylvania and the United States Military Academy at West Point stand out for their strong graduate earning potential and long-term return on investment.
As of 2025, healthcare professionals continue to dominate the ranks of the highest-paid occupations in the U.S., with leading roles such as surgeons and anesthesiologists earning between $250,000 and $400,000 per year.
Specialized fields including psychiatry, obstetrics and gynecology, and emergency medicine also command high compensation, averaging around $239,200 annually. Meanwhile, the tech sector has seen a sharp rise in salaries,
particularly for AI and machine learning engineers, who now earn between $150,000 and $300,000. Software developers and cloud architects follow closely, with earnings ranging from $140,000 to $250,000 based on experience
and skill set. In executive leadership, chief executives in industries like technology, finance, and healthcare boast salaries between $200,000 and $600,000, while data scientists have secured their place among top earners
with annual pay ranging from $130,000 to $250,000. These figures reflect both the enduring value of healthcare expertise and the accelerating demand for advanced technological and analytical skills.
As of 2025, entry-level jobs in the U.S. show a wide range of earning potential across industries. Top roles include software developers, who typically start with salaries around $83,900 but may reach up to $126,000 in
high-demand sectors, followed by web developers and user experience designers, who earn between $70,000 and $105,000. Environmental engineers average $72,000 to $94,000, while creative and data-related positions like content
strategists and database analysts fall within the $65,000 to $90,000 range. Social media managers, copywriters, marketing associates, and accountants typically see starting pay between $60,000 and $80,000. Support and
administrative roles such as executive assistants, human resource associates, and sales representatives earn between $60,000 and $75,000, while paralegals and mortgage assistants rank lower, starting around $50,000 to $65,000.
These figures reflect evolving market demands and the growing value of specialized digital, analytical, and engineering skills.
In 2025, median entry-level salaries in the U.S. vary widely depending on profession and industry, with top earners including data scientists at approximately $95,000, software engineers at around $90,000, and product
managers near $89,000. Investment banking analysts follow closely at $85,000, while creative and user experience roles such as UX designers and product designers earn about $73,000 and $63,000, respectively. Technical roles
like implementation consultants, Java developers, and systems engineers typically start in the $70,000–$75,000 range. A broad range of engineering positions—process, product, electrical, mechanical, design, applications,
test, programmer analyst, and quality engineers—tend to earn between $65,000 and $68,000. Other entry-level roles include physical therapists ($64,000), field engineers ($63,750), and project engineers and business analysts,
each at around $63,000. These figures reflect a dynamic job market increasingly driven by demand for technical, analytical, and design-focused talent.
In 2025, faculty salaries at U.S. universities and colleges vary by institution type and academic rank, with those at 4-year institutions earning more on average than their counterparts at 2-year colleges. Across all
institutions, the average annual salaries are approximately $140,500 for professors, $93,200 for associate professors, $79,600 for assistant professors, $58,800 for instructors and lecturers, reflecting increased compensation
in line with inflation and academic demand. At top-tier 4-year universities, particularly research-intensive doctoral institutions, full professors earn up to $167,300, while assistant professors average around $91,200. Meanwhile,
faculty at community colleges typically earn less, with full professors earning around $88,700 and assistant professors about $63,400, demonstrating the persistent disparity between institution types in higher education compensation.
In 2025, average annual professor salaries at major U.S. universities vary widely, with elite institutions offering significantly higher compensation than public counterparts. Professors at Harvard University earn
approximately $275,986, while those at Stanford University and Yale University earn around $306,288 and $279,433, respectively. Cornell University and University of Washington report salaries near $207,683 and $201,741,
whereas Johns Hopkins University averages about $217,932. At New York University (NYU), faculty earn roughly $266,613, and University of Michigan professors average $200,753 annually. In contrast, salaries at public
institutions like the University of Maryland fall closer to $109,227, reflecting the gap between private and state-funded universities. These figures highlight the influence of institutional prestige, research funding,
and regional cost of living on faculty compensation.
In 2025, starting salaries for graduates of well-known U.S. universities vary significantly, with top earners coming from tech- and finance-oriented programs. Massachusetts Institute of Technology (MIT) graduates start
around $120,300, while peers from Stanford University, Harvard University, and University of Pennsylvania average between $126,400 and $135,200, especially in computer science fields. Cornell University, Duke, Dartmouth,
and UC Berkeley also report strong figures, ranging from $99,600 to $116,600 depending on major. At institutions like Brown University and Rice University, starting salaries typically fall between $111,900 and $141,100,
again with computer science grads leading the way. Public and military academies show a different trend—U.S. Naval Academy graduates earn around $83,700, and those from West Point and the Air Force Academy average lower,
at roughly $48,078 to $65,000, largely reflecting military base pay rather than private-sector compensation. Meanwhile, schools such as Georgetown University and University of Chicago offer starting salaries around $83,100
and $87,000, respectively. These figures demonstrate how institutional prestige, choice of major, and post-graduation career paths all heavily influence earnings.
In 2025, median annual wages in the U.S. differ notably across major occupational groups, reflecting both education levels and market demand. Management roles lead with a median salary of approximately $122,090,
followed by the legal sector at $106,000, and computer and mathematical occupations at $105,990, signaling the strong influence of technology on earnings. Architecture and engineering professionals earn around $97,310,
while healthcare practitioners average about $83,090, excluding support roles. Positions in business and financial operations report a median of $80,920, and social science careers hover near $73,000. Lower down the pay scale
are fields like arts, entertainment, and sports at roughly $54,870, education, training, and library services at $59,220, and construction and extraction at $58,360. Roles in community and social service, maintenance and
repair, and protective services earn between $48,620 and $57,530, illustrating the wage gap across sectors and emphasizing the premium placed on specialized, technical, and leadership positions.
In 2025, many of the highest-paying companies in the U.S. are concentrated in technology, consulting, and specialized engineering sectors, offering substantial total compensation packages well above national averages.
Leading consulting firms like A.T. Kearney, McKinsey & Co., and Strategy& pay entry-level associates total packages exceeding $190,000, especially when bonuses are factored in. Top tech companies such as Alphabet (Google),
Meta Platforms, Amazon Lab126, and NVIDIA offer total compensation—often including equity and performance bonuses—that regularly surpass $200,000 for roles like software engineering and product management. Meanwhile,
high-paying software and design firms like VMware, Splunk, Cadence Design Systems, and Juniper Networks typically offer salaries ranging from $160,000 to $190,000, depending on role and experience level. These figures
reflect the intense competition for top talent in high-growth industries and the growing emphasis on equity and incentive structures in compensation packages.
In 2025, median hourly earnings for U.S. workers aged 16 and older show notable disparities across race and gender. Asian men earned the highest median wage at approximately $45.55 per hour, followed by white men at
around $33.55, Black men at $25.43, and Hispanic men at $24.78. Among women, Asian women led with $36.38 per hour, while white women earned approximately $27.58. These figures reflect persistent wage gaps influenced by factors
such as educational attainment, occupational distribution, and systemic inequality.
In 2025, full-time employed college graduates in the U.S. between ages 25 and 32 earn significantly more than their peers with only a high school diploma, with a median annual salary of approximately $80,236 compared
to $48,360 for high school graduates. This difference—roughly $31,876 per year—highlights the growing wage premium associated with higher education, driven by greater access to higher-paying professions, stronger job
stability, and the demand for specialized knowledge in fields like business, engineering, and technology.
Historically, Southwest Airlines has hired approximately 4–5% of the 90,000 job applicants it receives each year, resulting in about 3,600 to 4,000 new hires annually for roles such as flight attendants, ramp agents,
and customer service representatives. However, in 2025, the company significantly reduced hiring as part of a broader restructuring initiative, including a 15% cut to its corporate workforce affecting roughly 1,750 positions,
and a freeze on most non-contract employment. This shift marks a departure from its previous robust recruitment activity and reflects ongoing efforts to streamline operations and manage costs in a competitive airline industry.
As of 2025, several prominent U.S. companies offer 20 weeks or more of paid parental leave to full-time employees, especially in sectors like tech, media, and consulting. Notable employers include Netflix, which provides
up to 52 weeks of paid leave depending on role and tenure, and Spotify, granting 24 weeks to all parents regardless of gender. Adobe offers 26 weeks to birthing parents and 16 weeks to non-birthing parents, while Salesforce provides
a similar 26-week benefit for birthing parents and 12 weeks for others. Google (Alphabet) and Meta (Facebook) both offer 24 and 20 weeks respectively to all new parents, and Microsoft provides up to 20 weeks for birthing parents
and 12 weeks for non-birthing parents. These full-time employees typically receive their full-time salary during the leave period. These companies reflect a growing commitment to supporting work-life balance and attracting top
talent through progressive family-friendly policies.
Based on 2025 hiring trends, a typical job posting draws around 118 applicants, yet only 20%—roughly 23 to 24 candidates—advance to the interview stage. Surprisingly, just 35% of applicants actually meet the qualifications
for the roles they pursue, underscoring a persistent gap between resume quantity and applicant quality. This imbalance has fueled widespread adoption of Applicant Tracking Systems (ATS) and AI-powered screening tools,
which help employers sift through overwhelming volumes of resumes to identify truly suitable candidates more efficiently.
In 2025, data shows that among Americans earning more than $150,000 per year, roughly 80–85% possess a bachelor’s degree or higher, underscoring the powerful link between educational attainment and high-income potential.
In contrast, individuals with only a high school diploma represent a small minority in this income bracket—about 5–7%, making your 6.5% estimate well within range. This educational disparity highlights how advanced degrees
continue to serve as gateways to lucrative careers, particularly in industries like technology, finance, law, and healthcare, where specialized skills and credentials drive earning power.
As of 2025, Google offers a generous death benefit in which the surviving spouse or domestic partner of a deceased employee
receives 50% of the employee’s base salary annually for 10 years. This benefit is part of Google’s broader commitment to supporting employees and their families, even in the event of tragedy. In addition, each child may receive up to
$1,000 per month until age 19, and any unvested stock typically vests immediately upon the employee’s passing.
In 2025, the U.S. states most frequently cited as the worst places to make a living include Louisiana, Mississippi, New Mexico, Arkansas, West Virginia, Alabama, Oklahoma, South Carolina, Michigan, and Alaska.
These states consistently rank low due to a mix of economic challenges such as low median wages, limited job opportunities, high poverty rates, and poor access to healthcare and education. Factors like underfunded
infrastructure, fiscal instability, and overall quality-of-life limitations contribute to their unfavorable standing in national livability and employment metrics.
In 2025, cover letters continue to play a meaningful role in the hiring process, especially when they’re personalized and compelling. Despite being optional in many applications, nearly 94% of hiring managers say that
a strong cover letter influences their interview decisions, and 83% report reading most of them. Impressively, nearly half of recruiters—49%—would interview a candidate based on a great cover letter, even if the resume lacks
certain qualifications. To stand out, modern cover letters should be concise (around 150–250 words), tailored to the company and role, and showcase enthusiasm, value, and cultural fit—generic templates simply won’t cut it anymore.
In 2025, presentation skills continue to be a critical asset for professional success across industries. Whether delivering pitches, leading meetings, or engaging clients, the ability to communicate clearly, confidently,
and persuasively remains a core competency. Effective presentations go beyond public speaking—they involve storytelling, visual engagement, emotional intelligence, and adaptability in both in-person and virtual environments.
Employers increasingly value these skills for leadership roles, team collaboration, and business growth, making them indispensable for career advancement and influence.
As of 2025, hourly compensation for auto workers varies widely across countries due to inflation, labor reforms, and shifting manufacturing landscapes. In the U.S., workers earn approximately $23.60 per hour, while
their counterparts in Canada make around $15.80, and those in Germany average $34.80. Wages remain much lower in emerging markets such as Mexico ($4.60), Brazil ($6.80), Poland ($7.70), India ($2.10–$2.50), South Korea ($12.80),
and China ($6.40). These disparities highlight how global auto manufacturers continue to balance labor costs with productivity and expertise when deciding where to operate and invest.
As of 2025, transportation and hospitality workers in SeaTac, Washington, earn a minimum wage of $20.17 per hour. This rate applies specifically to employees working in and around the Seattle-Tacoma International Airport
under the city's Minimum Employment Standards Ordinance, which was first passed in 2013 and has been adjusted annually for inflation. In comparison, the statewide minimum wage for Washington is now $16.66 per hour, meaning
SeaTac workers covered by the ordinance earn significantly more than the state baseline.
As of 2025, California’s statewide minimum wage is $16.50 per hour, covering all employers regardless of size. However, many cities and counties have adopted higher local rates to account for regional cost-of-living differences.
For instance, San Francisco mandates $19.18 per hour, Emeryville enforces $19.90, and Los Angeles requires $17.87, with some hotel and airport workers earning up to $22.50 per hour. In addition, fast food employees working for
large chains across the state must earn at least $20 per hour, a policy enacted in April 2024. These wage increases reflect California’s continued push for economic equity, addressing affordability challenges through localized
wage standards tailored to specific communities and industries.
As of 2025, minimum wages across East and Southeast Asia vary significantly by country, ranging from under $30 to well over $1,000 per month. Bangladesh’s minimum wage is around $115–133 USD, while Cambodia and Vietnam both offer
roughly $208 monthly. Indonesia’s minimum wage is regionally based and averages around $25–30 USD, whereas the Philippines pays about $251. China’s wages range from $258 to $384 depending on the province, and India offers $213–281 monthly.
Malaysia and Thailand pay $364 and $336 respectively, while Laos and Myanmar sit lower at $130 and $145. Sri Lanka remains among the lowest at $42 per month. Higher-income nations like Hong Kong, Taiwan,
Japan, and South Korea provide significantly stronger wages, paying approximately $811, $870, $1,198, and $1,571 per month, respectively. Singapore stands out for having no universal minimum wage, though it maintains sector-specific wage
protections. These figures reflect national policies, local economies, and cost-of-living considerations.
In 2025, the U.S. median household income stands at approximately $78,171, reflecting steady economic growth nationwide. Maryland leads the states with a median income of about $101,652, buoyed by a strong presence of federal
jobs and professional services. At the other end of the spectrum, Mississippi reports the lowest median household income, estimated at $54,915, due to persistent challenges with poverty and limited access to high-paying industries.
While the rankings remain consistent with previous years, the income figures have climbed significantly, highlighting both regional disparities and evolving economic conditions across the country.
As of 2025, approximately 58–70% of U.S. workers are actively considering or seeking a career change. This surge is driven by factors like job dissatisfaction, burnout, desire for better pay, and work-life balance.
Interestingly, younger professionals—especially those under 40—are leading the charge, with 78% having reconsidered their career paths since the pandemic. The trend reflects a broader shift in workplace values, where flexibility,
fulfillment, and growth opportunities are increasingly prioritized over traditional job stability.
As of 2025, U.S. women demonstrate strong participation in the workforce, with comparatively high rates of full-time employment and representation in managerial and professional roles across sectors such as healthcare,
education, and business services. While American women have made notable strides in career advancement, they still face persistent challenges like wage inequality, limited access to executive leadership, and gaps in parental leave benefits.
Compared to global peers, they rank respectably but not at the top—nations with more progressive social policies and robust workplace equity measures often outperform the U.S. in overall female workforce inclusion and support.
Networking remains the dominant force in job acquisition in 2025, with studies showing that up to 85% of jobs are filled through personal or professional connections2. This includes everything from formal referrals to casual
conversations at events or online platforms like LinkedIn. Employers increasingly prioritize candidates recommended by trusted contacts, and many roles are never publicly advertised, making networking not just helpful but essential
for uncovering hidden opportunities and advancing careers.
By 2030, the demand for higher education credentials is accelerating, with projections indicating that around 42% of all U.S. jobs will require at least a bachelor’s degree, especially in sectors like healthcare, technology,
business, education, and engineering. When including all forms of postsecondary education—such as associate degrees, vocational training, and certifications—the number rises to nearly 72%, driven by employers seeking specialized
skills and formal qualifications. Fields like data science, nursing, cybersecurity, teaching, and advanced manufacturing are fueling this shift as organizations prioritize candidates with robust educational backgrounds to meet evolving industry standards.
In 2025, research continues to show that couples with a workaholic partner face a markedly higher risk of divorce—though not quite double the average rate. A prominent study from the University of North Carolina at Charlotte found
that individuals who consistently work 10 or more hours per day are about 40% more likely to experience marital breakdown than the general population. The root causes include chronic stress, emotional disconnection, and a persistent lack
of quality time, which together erode intimacy and resilience in the relationship. Even well-established marriages can falter under the strain of long workdays, underscoring the importance of work-life balance and intentional time together.
By 2025, the typical American will have held six to seven different jobs before reaching age 30, according to extensive labor market research. This pattern underscores a rising trend of job mobility among younger workers,
fueled by a desire for career exploration, access to remote work, pursuit of higher salaries, and evolving priorities around work-life balance. Members of Gen Z and younger millennials in particular embrace frequent job changes
as strategic stepping stones—leveraging each transition to build skills, expand experience, and accelerate professional growth in an increasingly dynamic workforce.
As of 2025, American women earn approximately 83 cents for every dollar earned by men, according to data from sources like the U.S. Bureau of Labor Statistics and Payscale. This figure reflects the uncontrolled gender pay gap,
which considers overall earnings without adjusting for variables such as occupation, hours worked, or experience. When these factors are taken into account, the gap narrows considerably—with women earning about 99 cents on the dollar
for comparable roles and qualifications. Despite this progress, a notable disparity remains, particularly in industries where salary transparency is limited and female representation in leadership is disproportionately low.
As of 2025, studies show that up to 45% of individuals experiencing homelessness in the U.S. are employed, often holding low-wage or part-time jobs that fall short of covering the rising cost of housing. Many work in industries
such as retail, food service, and the gig economy, where pay has stagnated while rents continue to climb. This stark reality underscores a troubling truth: having a job no longer ensures stable housing, particularly in urban areas
where affordable options are increasingly scarce and economic pressures continue to widen the gap between work and livability.
As of 2025, recent labor force data indicates that approximately 10% of U.S. non-farm workers are self-employed, encompassing a diverse mix of individuals who run their own businesses, freelance, or work as independent contractors
outside conventional payroll systems. Although the official nonfarm payroll statistics omit unincorporated self-employed workers, broader labor analyses reveal that self-employment continues to play a critical role in the American economy,
particularly in industries such as construction, professional services, and the creative sector, where flexibility, autonomy, and niche expertise are highly valued.
As of June 2025, the U.S. Bureau of Labor Statistics reports that approximately 6 million Americans outside the labor force expressed a desire to work, yet weren’t actively job hunting and thus weren’t classified as unemployed.
The broader group of those not in the labor force—including retirees, full-time students, caregivers, and others who aren’t seeking employment—exceeds 100 million in total. However, only a small subset of that population is viewed
as potential job seekers, underscoring the distinction between general labor force non-participation and latent workforce interest.
As of June 2025, racial and ethnic disparities in unemployment persist across both foreign-born and native-born populations in the United States. Among the foreign-born, Black workers registered the highest jobless rate at
approximately 10.5%, while Asian workers had the lowest at 3.0%, followed by white workers at 3.5% and Hispanic workers at 7.5%. In the native-born category, Black Americans again faced the highest unemployment at roughly 13.5%,
with Hispanics following at 10.7%. These differences highlight ongoing labor market inequalities shaped by structural barriers, education access, discrimination, and geographic variation in job opportunities.
From 2024 to 2025, the unemployment rate among foreign-born workers in the U.S. showed a slight improvement, edging down from approximately 4.2% to 4.1%, according to data from the U.S. Bureau of Labor Statistics. Meanwhile,
the native-born workforce experienced a marginal shift, with unemployment rising modestly from 4.3% to 4.4% over the same period. While neither group saw dramatic changes, the subtle decline for foreign-born workers may reflect shifting
economic dynamics, industry demands, or regional employment patterns that influenced job accessibility.
As of 2025, labor force participation among foreign-born individuals in the U.S. reflects a continuation of past trends, though detailed racial breakdowns remain limited. In 2013, rates stood at 60.0% for whites, 71.8% for Blacks,
65.1% for Asians, and 68.6% for Hispanics, highlighting notable variation by ethnicity. More recently, 2024 data indicates an overall participation rate of 63.7% among foreign-born workers, with foreign-born men at 77.3% and women at 56.1%.
While 2025 figures by race and ethnicity have yet to be fully released, historical patterns suggest Black and Hispanic foreign-born workers continue to participate at higher rates than their white and Asian counterparts, shaped by
demographic shifts, labor demand, and immigration factors.
As of June 2025, the U.S. Bureau of Labor Statistics estimates that roughly 32.6 million foreign-born individuals were active participants in the U.S. labor force, accounting for 16.3% of the total workforce—a proportion consistent
with previous years. While that overall share is confirmed, the ethnic composition—such as 47.8% Hispanic and 24.3% Asian—has not been officially validated in the most recent data release. Nonetheless, historical patterns suggest that
Hispanics and Asians consistently represent a large majority of the foreign-born labor pool, although specific percentages may fluctuate slightly from year to year due to shifts in immigration trends and labor market dynamics.
As of June 2025, the unemployment rate for foreign-born individuals in the United States stood at approximately 4.1%, showing minimal change from the 4.2% recorded in 2024, according to the U.S. Bureau of Labor Statistics.
This slight decline highlights a period of relative stability in labor market conditions for foreign-born workers, with unemployment fluctuating only marginally over the past year despite broader economic shifts.
According to the U.S. Bureau of Labor Statistics, as of the first quarter of 2025, the median usual weekly earnings for foreign-born full-time wage and salary workers were approximately $1,003, while native-born workers earned
around $1,1922. These figures reflect a persistent earnings gap, with foreign-born workers earning roughly 84% of what their native-born counterparts make. The difference can be influenced by factors such as occupation, education level,
industry, and length of time in the U.S. workforce.
As of 2025, most women who attain director-level roles in the U.S. achieve this through a combination of advanced education, sustained career performance, and strategic relationship-building. Many possess MBAs or industry credentials,
and demonstrate consistent leadership, adaptability, and measurable impact across their careers. Mentorship and internal sponsorship remain pivotal—providing access to critical guidance and visibility—while networking across
industries and professional communities often opens doors to new leadership opportunities. Additionally, progressive organizations play a key role by cultivating inclusive cultures and implementing equity-driven promotion practices.
Yet despite these pathways, women—particularly women of color—continue to face structural obstacles and intensified scrutiny within leadership pipelines. Research from McKinsey and LeanIn.org underscores that this
under representation stems not from personal choices or unethical behavior, but from enduring systemic challenges that inhibit equitable advancement.
As of 2025, federal law does not impose a blanket ban on companies hiring individuals with criminal records involving dishonesty or breach of trust—such as shoplifting convictions—but certain industries, particularly banking
and financial services, are governed by stricter regulations under Section 19 of the Federal Deposit Insurance Act. This provision bars individuals convicted of crimes related to dishonesty, breach of trust, or money laundering
from working at FDIC-insured institutions unless they obtain prior written consent from the FDIC. However, recent policy changes—such as the Fair Hiring in Banking Act and the 2024 Final Rule—have introduced key exceptions for
minor offenses, crimes committed more than seven years ago, expunged or sealed convictions, and offenses committed before the age of 21. Outside the banking sector, most employers are not federally prohibited from hiring individuals
with such records, though they often conduct background checks and make decisions based on internal policies or state laws.
As of 2025 in the U.S., estimated lifetime wealth accumulation continues to show a strong correlation with educational attainment. Individuals holding a professional degree average around $4.2 million in career wealth, followed by
those with a doctoral degree at approximately $3.5 million. Workers with a master's degree tend to accumulate about $2.8 million, while bachelor's degree holders average $2.4 million. Those with a 2-year college degree typically reach
$1.8 million, and individuals with some college education but no degree earn around $1.6 million over a career. High school graduates generally accumulate $1.4 million, and those with less than a high school education average close to
$1.0 million. These projections reflect long-term earning potential and asset-building trends across education levels, though personal outcomes may vary widely based on career path, financial behavior, and socioeconomic conditions.
As of 2025 in the U.S., median weekly earnings for full-time workers with a Bachelor’s degree are approximately $1,754, compared to $953 for those with only a high school diploma. That’s about 84% higher, which translates to nearly
double the annual income when projected over a full year. This earnings gap underscores the long-term financial value of higher education, though it’s also shaped by factors like occupation, experience, and geographic location.
As of 2025, the earnings gap between workers with a Bachelor’s degree and those with only a high school diploma in the U.S. remains significant across both gender and industry. On average, men with a Bachelor's degree earn about 37%
more weekly than their high school-educated counterparts, while women with a Bachelor’s degree make roughly 25% more, with women still earning just under 84% of men’s earnings overall. Industry plays a major role too—fields like technology,
finance, healthcare, and professional management offer substantial financial returns for college graduates, with men and women earning weekly medians of $1,902 and $1,441, respectively. In contrast, service sectors like retail and hospitality
show much narrower wage gaps regardless of education. These disparities highlight the powerful influence of education on lifetime earnings, while also reflecting ongoing challenges related to gender equity and industry-specific wage
structures.
As of 2025 in the U.S., although more than half of all teachers—around 51% to 57%—hold master’s degrees, their compensation continues to lag behind other professions requiring similar or even lesser educational attainment. The average
national starting salary for teachers is approximately $46,526, though some districts report lower figures, particularly in underfunded areas. In comparison, starting salaries are significantly higher in other fields: computer programmers
earn about $64,974, public accounting professionals begin between $57,250 and $70,250, and registered nurses command starting pay ranging from $63,720 to $86,070, depending on qualifications and location. These disparities underscore
ongoing concerns around educator pay, which may impact recruitment and retention in the teaching profession despite its critical role and advanced credentials.
As of 2025 in the U.S., hourly earnings vary significantly across professions with differing education and specialization levels. English professors earn an average of $47.66 to $50.00 per hour, reflecting advanced degrees and
teaching experience. In contrast, dentists command substantially higher wages, averaging around $94.00 per hour, with some locations offering more than $100.00, due to extensive schooling and clinical expertise. Nuclear engineers,
while also highly specialized, earn between $44.00 and $63.89 per hour, with the national average sitting near $52.80. These discrepancies illustrate the complex interplay between education requirements, technical skill, demand,
and industry-specific compensation.
As of 2025, U.S. teachers report working an average of 49 to 53 hours per week, depending on the survey source. This includes both instructional duties and non-compensated school-related activities, such as grading, supervising
extracurriculars, and administrative tasks. Roughly 25% of their time—about 12 to 13 hours weekly—is unpaid, highlighting the significant workload teachers shoulder beyond their contracted hours. These figures reflect ongoing concerns
about educator burnout, retention, and compensation in the profession.
As of 2025, a study reveals that nearly 44% of new U.S. teachers exit the profession within their first five years, highlighting ongoing challenges in educator retention. Among the key drivers of early departure, low pay
consistently ranks as one of the most significant factors, as confirmed by surveys from the National Education Association and other organizations. In addition to financial concerns, teachers frequently cite burnout, insufficient
support, and growing workloads as major reasons for leaving the field—underscoring systemic issues that continue to impact the stability of the teaching workforce.
As of 2025, the majority of U.S. athletic trainers possess at least a bachelor’s degree from an accredited institution, with many pursuing master’s degrees for advanced roles in collegiate, clinical, or specialized settings.
Their education typically covers kinesiology, exercise science, anatomy, and rehabilitation, and nearly all states require them to be certified or licensed. Functioning as mid-level healthcare providers, athletic trainers hold
responsibilities on par with physical, occupational, speech, and language therapists, particularly in their expertise around injury prevention, assessment, treatment, and recovery planning. They frequently operate under the guidance
of physicians, while collaborating with multidisciplinary medical teams to support patient rehabilitation and optimize physical performance.
As of 2025, roughly 70% of U.S. athletic trainers hold a master’s degree, with a growing number pursuing doctoral-level credentials—a trend that reflects the profession’s evolving emphasis on advanced education, particularly
as many entry-level roles now mandate graduate training. Practicing athletic trainers are held to rigorous clinical and ethical standards, primarily established by the Board of Certification (BOC) and the Commission on Accreditation
of Athletic Training Education (CAATE). These organizations ensure that certified professionals possess comprehensive expertise in injury prevention, clinical evaluation, emergency response, therapeutic intervention, and
rehabilitation—skills that position athletic trainers firmly within the realm of medical arts and allied healthcare.
As of 2025, podiatric physicians are the primary providers of foot care in the U.S., delivering roughly 39% of all foot-related treatments—a reflection of their specialized expertise in diagnosing and managing disorders of
the foot and ankle. They’re followed by orthopedic physicians, who provide 13%, other physicians with 37%, and physical therapists and miscellaneous providers covering the remaining 11%. Approximately 13,320 doctors of podiatric
medicine are actively practicing nationwide, playing a vital role in treating diabetic foot complications, sports injuries, and age-related mobility issues. Their focused training and clinical experience make them essential
contributors to comprehensive musculoskeletal and rehabilitative care.
As of 2025, a wide range of careers offer the appealing combination of high pay and low stress, attracting professionals across diverse fields. Roles such as biostatistician, software developer, business analyst (IT),
physical therapist, mechanical engineer, corporate jet pilot, database analyst, financial analyst, technical writer, internal auditor, economist, user experience designer, application developer, environmental engineer,
risk management analyst, contract specialist, urban planner, social media manager, product analyst, geologist, transportation planner, data analyst, web content editor, and personal trainer are among the most sought-after.
These positions typically provide competitive salaries while maintaining manageable workloads, flexible schedules, and favorable work-life balance—especially as many benefit from remote or hybrid environments.
As of 2025, workplace stress has reached critical levels, with stress-related issues accounting for over 50% of lost workdays and keeping approximately 1 million workers absent daily in the United States. This surge in
absenteeism is driven by rising rates of burnout, anxiety, and depression—conditions now recognized as major contributors to reduced productivity and escalating healthcare costs. The economic toll is staggering, with
stress-related losses estimated to cost the U.S. industry over $300 billion annually.
As of 2025, approximately two-thirds of women with children under age 18 are employed outside the home, reflecting a continued trend of high workforce participation among mothers. According to the U.S. Bureau of Labor Statistics,
81% of employed mothers with children ages 6 to 17 and 76% of those with children under age 6 worked full time in 2024. These figures highlight the growing role of women—especially mothers—in the labor force, driven by economic
necessity, career aspirations, and evolving societal norms.
As of 2025, women-owned businesses in the U.S. employ approximately 35% more people than all Fortune 500 companies combined. This statistic highlights the immense economic impact of women entrepreneurs, whose companies—though
often smaller in scale—collectively contribute significantly to job creation. Despite this, women-owned businesses have historically received a disproportionately small share of government contracts and venture capital funding,
underscoring the need for continued support and equitable access to resources.
As of 2025, workplace data shows that Friday is the most common day for American workers to call in sick, with 18% reporting absences, while Tuesday sees the lowest absenteeism rate at just 11%. This pattern reflects broader
trends in employee behavior, often linked to stress, burnout, and the desire for extended weekends. Combined with the fact that over 50% of lost workdays are stress-related, keeping around 1 million people home daily, it paints
a vivid picture of how mental health and work-life balance continue to shape attendance across the U.S. workforce.
As of May 2025, the U.S. unemployment rate held steady at 4.1%, reflecting a relatively stable labor market despite federal workforce reductions and economic uncertainty2. In stark contrast, during the depths of the
Great Depression in 1933, the unemployment rate soared to approximately 25%, leaving nearly 15 million Americans jobless4. That historical peak remains the highest recorded unemployment rate in U.S. history and underscores the
severity of the economic collapse during that era.
As of June 2025, the U.S. workforce stands at approximately 154.2 million people, making it the fourth largest in the world. This figure reflects the civilian labor force, which includes both employed individuals and those
actively seeking work. In addition, about 6 million people are currently not in the labor force but want a job, meaning they’re not counted as unemployed because they’re not actively searching or available to start immediately.
This broader measure highlights the ongoing challenges in labor force participation and underemployment, even amid relatively stable unemployment rates.
As of June 2025, the U.S. unemployment rate varies significantly across demographic groups. The jobless rate stands at 3.9% for adult men and 3.6% for adult women, while teenagers (ages 16–19) face a much higher rate of 14.4%.
Among racial and ethnic groups, the rates are 3.6% for Whites, 6.8% for Blacks, 4.8% for Hispanics, and 3.5% for Asians, according to the latest data from the U.S. Bureau of Labor Statistics. These disparities highlight ongoing
challenges in youth employment and racial equity within the broader labor market.
During the first half of 2025, U.S. job growth slowed markedly, with nonfarm payrolls increasing by 782,000 compared to 985,000 over the same period in 2024, reflecting a 37% decline year-over-year. Employment losses were
concentrated in the federal government, which shed roughly 57,500 jobs amid restructuring efforts, while the private sector saw declines in professional and business services (−56,000), education and health services (−52,000),
and manufacturing (−7,000). In contrast, gains were recorded in state and local governments—adding 80,000 positions, particularly in education (63,500)—as well as in health care (+39,000), social assistance (+19,000),
construction (+15,000), and other goods-producing sectors (+32,000), helping offset losses in service-oriented industries.
As of 2025, the U.S. job market is experiencing a notable imbalance, with approximately 7 job seekers competing for every available opening. This heightened competition is driven by economic uncertainty, federal workforce
reductions, and shifting industry demands. In response, job security has emerged as the top priority for candidates across sectors3. Workers are increasingly seeking roles that offer long-term stability, reliable income, and
protection against layoffs—often placing these factors above salary, location, or even flexibility. This shift reflects a broader desire for predictability in a rapidly evolving employment landscape.
As of 2025, the typical one-way commute for American workers averages around 26 minutes, which translates to well over 100 hours annually for most full-time employees following a standard five-day workweek. However,
that number can climb significantly for those in densely populated areas or reliant on public transportation—many commuters report spending more than 33 hours each month navigating traffic or transit routes, making the commute a
major factor in work-life balance.
As of 2025, Alaska leads the nation in the percentage of people who walk to work, with 40.1% of its population commuting on foot. This is notably higher than other states, including Wyoming and New York, which also have
elevated walking rates but fall short of Alaska’s figures. The state’s unique geography, limited public transit infrastructure, and close-knit communities contribute to this trend—making walking not just practical,
but often the most efficient option.
As of 2025, Japan continues to confront the harsh realities of karōshi, or “death by overwork,” a phenomenon linked to excessively long workweeks—often exceeding 60 to 70 hours. While some estimates suggest tens of thousands
of deaths, official data from Japan’s 2024 White Paper on Measures to Prevent Karōshi documents 883 recognized cases of work-related mental health disorders, including 79 suicides or attempts. The primary medical causes of
karōshi are heart attacks, strokes, and stress-induced suicide, and though many cases go unreported, the issue remains a deeply ingrained challenge within Japan’s corporate culture.
As of 2025, the most stressful cities in the U.S. include Detroit, Michigan—ranked highest due to its unemployment and poverty rates—followed by Cleveland, Ohio, which struggles with elevated divorce rates and poor mental
health statistics. Baltimore, Maryland, also ranks highly due to its burdensome cost of living and rent stress, while Gulfport, Mississippi, and Memphis, Tennessee, face notable financial and health-related challenges.
Though cities like Chicago, Los Angeles, and New York are often associated with high-pressure work environments and dense urban living, they fall outside the top five based on broader stress indicators.
As of 2025, average annual working hours vary significantly across countries, with South Korea topping the list at approximately 2,390 hours, followed by Mexico at 2,206 and Japan at 1,828. Greece closely trails
with 1,811 hours, while the United States averages around 1,777, just ahead of Spain (1,745), Canada (1,717), and Britain (1,652). Southern European nations like Italy (1,523) work notably fewer hours, as do many Northern and
Western European countries, including Denmark (1,423), Germany (1,362), France (1,346), Sweden (1,316), and the Netherlands (1,309). These figures reflect differing labor policies, cultural norms, and levels of
part-time employment across global economies.
As of 2025, roughly 25% of U.S. workers are already on the job by 7 a.m., while 15% remain at work at 7 p.m., reflecting the country’s diverse range of work schedules. These figures highlight the prevalence of early-morning
shifts in industries like manufacturing, transportation, and healthcare, as well as the growing number of evening and night workers in retail, hospitality, and emergency services. The data underscores how the traditional 9-to-5 model
continues to evolve in response to economic demands and lifestyle preferences.
As of 2025, the standard business office workweek differs across regions due to cultural and religious customs. In Europe, North America, and much of Asia, offices typically operate Monday through Friday, with weekends off.
In contrast, Algeria, Saudi Arabia, Egypt, and Israel follow a Sunday through Thursday schedule, reserving Friday as a day of rest in line with Islamic tradition. Iran’s workweek extends from Saturday through Thursday,
making Friday the official weekend. These variations reflect how local norms shape work-life rhythms, especially in regions where religious observance plays a central role in weekly planning.
As of 2025, based on CareerCast’s Jobs Rated report, the top 10 best jobs in the U.S. included Mathematician, Actuary, Statistician, Biologist, Software Engineer, Computer Systems Analyst, Historian, Sociologist,
Industrial Designer, and Accountant—each praised for low physical demands, favorable work environments, strong salaries, and promising outlooks. In contrast, the 10 worst jobs were listed as Lumberjack, Dairy Farmer,
Taxi Driver, Sailor, Emergency Medical Technician, Roofer, Garbage Collector, Welder, Roustabout, and Ironworker, primarily due to high physical strain, safety risks, lower pay, and limited advancement opportunities.
Between 2015 and 2024, tens of thousands of federal employees in the United States were dismissed for misconduct or poor performance, with most removals involving probationary workers who lack full job protections.
While precise yearly data isn't always publicly available, these terminations were carried out across various agencies under Title 5 of the U.S. Code, which governs disciplinary and performance-related separations.
As of 2025, approximately 60% to 62% of U.S. workers report living paycheck to paycheck. This marks a steady rise from 49% in 2015 and 43% in 2010. The increase reflects persistent financial pressures—such as rising
costs of housing, healthcare, and food—combined with wages that haven’t kept pace. Even among higher earners, a significant portion say they struggle to save or cover unexpected expenses, underscoring how widespread this issue has become.
As of 2025, studies show that around 21% of mothers with a college degree are stay-at-home moms, compared to more than 50% of mothers without a high school diploma. This disparity highlights the significant role
education plays in shaping a mother’s participation in the workforce. Women with lower educational attainment often face limited job prospects and struggle with the rising costs of childcare, making it more practical
for them to stay at home. In contrast, college-educated mothers typically have access to better-paying jobs and more flexible career paths, enabling them to manage both work and family responsibilities more effectively.
The secrets to being a successful manager often center on being approachable, respectful, encouraging, and reasonable—traits that help cultivate a positive and productive workplace. An approachable manager invites open
communication and trust, while showing respect reinforces dignity and inclusion across the team. Offering encouragement motivates employees to grow and perform at their best, and being reasonable ensures fairness in
expectations and decision-making. Together, these qualities create an environment where employees feel valued and supported, which drives both individual and team success.
Notes:
1. Persons born on January 1 of any year should refer to
the normal retirement age for the previous year.
2. For the purpose of determining benefit reductions for early retirement,
widows and widowers whose entitlement is based on having attained age 60
should add 2 years to the year of birth shown in the table.
3. There are about 10,000 Americans turning 65 each day and receiving full retirement benefits.
Retirement Age Calculator
Retirement before "Normal Retirement Age" (NRA)
reduces benefits, and retirement after NRA increases benefits.
NRA, also referred to as "Full Retirement Age,"
varies from age 65 to age 67 by year of birth.
If you are under age 62 at separation for retirement, or age 62 or older with less than 20 years of service, you will receive 1 percent of your high-3 average salary for each year of service.
If you are age 62 or older at separation for retirement with 20 or more years of service, you will receive 1.1 percent of your high-3 average salary for each year of service.
For FERS employees - Special Provision for Air Traffic Controllers, Firefighters, Law Enforcement Officers, Capitol Police, Supreme Court Police, or Nuclear Materials Couriers, you will receive:
1.7% of your high-3 average salary multiplied by your years of service which do not exceed 20, PLUS
1% of your high-3 average salary multiplied by your service exceeding 20 years.
For FERS employees - Member of Congress or Congressional Employee (or any combination of the two), you must have at least 5 years of service as a Member of Congress and/or Congressional Employee to receive:
1.7% of your high-3 average salary multiplied by your years of service as a Member of Congress or Congressional Employee which do not exceed 20, PLUS
1% of your high-3 average salary multiplied by your years of other service.
For CSRS employees, you will receive:
First 5 years of CSRS service: 1.5% of your high-3 average salary for each year of service.
Second 5 years of CSRS service: 1.75% of your high-3 average salary for each year of service.
All years of CSRS service over 10: 2% of your high-3 average salary for each year of service.
For CSRS employees, if retired under the special provision for firefighters, law enforcement officers, or nuclear material couriers, you will receive:
2.5% of the years and months of CSRS law enforcement officer, firefighter or nuclear material courier service up to 20 years multiplied times the high-3 average salary, PLUS
2% of the remaining years of service times the high 3 average salary.
For CSRS employees, if retired under the special provision for Members of Congress or Congressional Employees, you will receive:
2.5% of your high-3 average salary multiplied by your years and months of service as a Member of Congress and/or Congressional Employee, your military service while on a leave of absence as a Member and up to 5 years of other military service, PLUS
1.75% of your high-3 average salary multiplied by your years of other service, which when added to your years of 2.5% service, do not exceed 10 years, PLUS
2% of your high-3 average salary multiplied by your years of other service in excess of 10 years.
If you are covered by CSRS or CSRS Offset and you retire on the 1st, 2nd, 3rd, or last day of the month, your annuity will start the day after you separate. If you retire any other day of the month, your annuity will start the beginning of the month following your separation.
If you are covered by FERS, the annuity will always start at the beginning of the month following your separation, regardless of which day of the month you retire. In choosing your retirement date, it is important to note that the retirement will become effective starting at the close of business on the day you choose.
The Association for Computing Machinery (ACM), the world's oldest and largest educational and scientific computing society, has a website providing a comprehensive list of job openings in academic, science and technology.
Powered by Simply Hired, the site features positions from entry-level to executive, listing the nation’s top sports management, sports marketing and sports related jobs.
Careerjet.com is a job search engine in USA. In one simple search, Careerjet gives job seekers access to a huge selection of jobs that are sourced from various internet sites, saving the trouble of having to
visit each site individually.
The National Career Development Association site provides information related to service to the public and professionals involved with or interested in career development.
Career One Stop is a U.S. Department of Labor-sponsored website that offers career resources and workforce information to job seekers, students, businesses, and workforce
professionals to foster talent development in a global economy firms.
DCJobs is one of the premier online networks for District of Columbia (DC) jobs and careers - connecting the most progressive companies with the most qualified career-minded individuals.
Dice provides a premier job search web site for computer professionals, with thousands of high tech permanent, contract, and consulting jobs nationwide.
Diversity Jobs, the premier job board for diversity, provides users with hundreds of thousands of the most current jobs from employers dedicated to workplace diversity.
Eurojobs provides job listingsin all European countries (not just the EU) and allows job seekers to manage all their applications on-line, track the status per application, talk directly, and anonymously to the recruiter.
Human Resource Executive, the premier publication focused on strategic issues in HR, provides key decision-makers with news, profiles of HR visionaries and success stories of human resource innovators
Indeed is an American worldwide employment-related search engine for job listings and provides companies the innovative solutions to source their ideal candidates and for applicants to find the best employment opportunities.
JobsToday is part of Johnston Press plc, one of the UK's leading publishers of local newspapers and internet sites, basing its publishing philosophy on local service to local communities.
Jobs.com evolves the traditional recruitment model using AI matching technology, smart
contracts on the blockchain, enhanced feedback and financial incentives..
Job-Hunt provides a comprehensive listing of useful Internet-accessible job-search resources and services on the web, in a format which is most useful to job seekers.
Monster provides job opportunities sites, with resume listings, employer profiles, and job openings searchable by a state, Federal, or industry key word.
Neuvoo is a job search engine that indexes jobs directly for free from companies' career websites, placement agencies and job boards.
Neuvoo centralizes all jobs available on the web, so it is much like the Google for jobs; it has been available in Canada and the US as well as
Switzerland and France.
Women's Job List provides recruiting tool facilitates communication between hiring officials and candidates. Navigation is simple and provides visitors with a wealth of valuable information, quickly and easily.
ZipRecruiter's goal is to simplify the process for both the job seeker and the employer. With ZipRecruiter, employers can find quality candidates by
posting a job to 100+ leading job boards & social networks with one click. Job seekers get email alerts with postings that are tailor made for their skill set and location.
