@jaquelinearagonn: it’s lwk fun..

jackie

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Thursday 11 June 2026 23:23:07 GMT

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🌲._WEXXY_.✝️ :

yall js be sitting in yalls room to much😭

2026-06-11 23:28:41

2990

Asm4ii :

I WANNA GO SCHOOL ITS SO BORING 😴

2026-08-01 14:19:05

5

Iluvmm2 :

But summer almost over time for 4th grade

2026-07-06 09:55:06

1

idk :

I was abt to repost

2026-07-16 18:38:23

176

❀𝑆𝓪𝓻𝓲𝓪𝓱❀ :

just got into summer break today

2026-06-12 19:41:20

284

mimi :

I don't wanna go back

2026-07-04 03:22:36

337

⋆𝄞༉𝓢𝓽𝓪𝓬𝓮𝔂 .ᐟ ★ :

haven’t even started it yet

2026-07-19 18:42:33

21

⊱𝘋𝘦𝘱𝘺⊰ :

nope I'm chilling by the sea

2026-07-04 10:26:32

24

alyaa :

I’m dancing 😭

2026-07-27 05:29:03

20

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ga tega banget liat ai 🥲🥹#filmpaketsantet #paketsantet #dikiriminpaketsantet #fikinaki_official #yasaminjasem #fadlyfsl #fadlyfaisal #fakesituation⚠️ #fakebodyy⚠️ #sayangkakak #fyp

ga tega banget liat ai 🥲🥹#filmpaketsantet #paketsantet #dikiriminpaketsantet #fikinaki_official #yasaminjasem #fadlyfsl #fadlyfaisal #fakesituation⚠️ #fakebodyy⚠️ #sayangkakak #fyp

Te ne sei andato troppo presto vita mia avevi una vita davanti ancora non ci credo che non ci sei più persone come te non né esisteranno più #antoniovive👼🏻💔 mi manchi già

Te ne sei andato troppo presto vita mia avevi una vita davanti ancora non ci credo che non ci sei più persone come te non né esisteranno più #antoniovive👼🏻💔 mi manchi già

Ask questions that make them prove it. Just like the hiring manager is looking for evidence from you. You’re looking for evidence too. Questions I would ask: 1. “Why is the position open?” Growth? Added headcount? Promotion? Career change? All can be healthy reasons. Repeated turnover or a vague answer? Dig deeper. 2. “Looking at your department, how many people have been on the team longer than two years?” Don’t ask if they have high turnover. Ask for something measurable. 3. “What is the average tenure of the company’s executive leadership team?” Look for stability at the top. 4. “What is the average tenure of the management team within this department?” Now look at stability within the department. 5. “What does success look like in this role on your team?” Are expectations clear and realistic? 6. “What hasn’t worked in the past in this role?” Listen for ownership. Is every former employee the problem? 7. “How would you describe your management style?” Follow up: “Can you give me an example of what that looks like day-to-day?” Make them substantiate it. 8. “How do you typically give feedback when someone on your team isn’t meeting expectations?” How do they handle accountability, communication, and performance? 9. “When someone on your team makes a mistake, how do you typically handle it?” Pay attention to how they answer. 10. “Tell me about the last person you promoted on your team. What did they do to earn that promotion?” Don’t ask if advancement happens. Look for evidence that it does. 11. “What would your current team say is the most challenging part about working for you?” A self-aware leader should be able to answer this. 12. “What tends to create the most pressure or stress for your team?” Listen for chronic understaffing, unrealistic expectations, constant fire drills, or consistently long hours. You’re looking for patterns. One answer may not tell you much. Several answers pointing in the same direction will. #job #interview #careeradvice #interviewtips #hiring

Ask questions that make them prove it. Just like the hiring manager is looking for evidence from you. You’re looking for evidence too. Questions I would ask: 1. “Why is the position open?” Growth? Added headcount? Promotion? Career change? All can be healthy reasons. Repeated turnover or a vague answer? Dig deeper. 2. “Looking at your department, how many people have been on the team longer than two years?” Don’t ask if they have high turnover. Ask for something measurable. 3. “What is the average tenure of the company’s executive leadership team?” Look for stability at the top. 4. “What is the average tenure of the management team within this department?” Now look at stability within the department. 5. “What does success look like in this role on your team?” Are expectations clear and realistic? 6. “What hasn’t worked in the past in this role?” Listen for ownership. Is every former employee the problem? 7. “How would you describe your management style?” Follow up: “Can you give me an example of what that looks like day-to-day?” Make them substantiate it. 8. “How do you typically give feedback when someone on your team isn’t meeting expectations?” How do they handle accountability, communication, and performance? 9. “When someone on your team makes a mistake, how do you typically handle it?” Pay attention to how they answer. 10. “Tell me about the last person you promoted on your team. What did they do to earn that promotion?” Don’t ask if advancement happens. Look for evidence that it does. 11. “What would your current team say is the most challenging part about working for you?” A self-aware leader should be able to answer this. 12. “What tends to create the most pressure or stress for your team?” Listen for chronic understaffing, unrealistic expectations, constant fire drills, or consistently long hours. You’re looking for patterns. One answer may not tell you much. Several answers pointing in the same direction will. #job #interview #careeradvice #interviewtips #hiring

勝ったのに困惑 #荒野再会祭 #荒野行動 #ヒカキンボイス

勝ったのに困惑 #荒野再会祭 #荒野行動 #ヒカキンボイス

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