![]() You can look for what are called "returnships" - these are paid "internal" bootcamps to help returning caregivers polish up their skills. But that is the exception rather than the rule - most candidates bomb the functional phone screen with the hiring team. They prepared for two weeks for the interviews on skills that were rusty, and had taken a bootcamp in the last 18 months. I recently did hire someone that had been a SAH parent. If someone is going to send me a resume showing they have updated skills, that is going to potentially include nano-degrees, updated portfolio/github URLs, a bootcamp, a self-driven project like an app, relevant volunteer work, etc. In tech, I am generally hiring software engineers, or other technical titles. As a recruiter, I am happy to put qualified candidates in front of hiring managers. New software programs, new processes, possibly even new laws/compliance requirements. ![]() If you are out of the workforce more than 12-18+ months, then the likelihood that your industry has changed is relatively high (DEFINITELY highlight continuing credentialing credits on your resume/LI profile during this time). The SINGLE biggest reason why it is so difficult for stay at home caregivers to return to the workplace is the deterioration of functional career skills. We cannot legally ask for embellishment other than what is listed on your resume. Just stick to "personal sabbatical" with your dates out of the workforce, and leave it at that. They are not clever, they don't show initiative. "Domestic Engineer" or "Project Manager" or "CFO/CEO" or other misleading titles - they don't work, to be perfectly blunt and honest. Trying to "hide" or "upsell" your caregiver status generally backfires.
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