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Fabric and craft retailer Joann Inc. is officially shutting down all of its stores following a turbulent bankruptcy process. The company filed for Chapter 11 bankruptcy protection in January for the second time in less than a year, initially saying it would keep its stores open while restructuring its debt. However, just weeks after the filing, Joann reversed course and announced it would close 500 of its roughly 800 locations, as Fast Company reported. The closure of those stores was just the beginning. As part of the ongoing bankruptcy proceedings, Joann held an auction on February 21 to sell off its assets. A limited liability company called GA Joann Retail Partnership, which is a subsidiary of “asset disposition” company GA Group, emerged as the winning bidder, and will now oversee the complete liquidation of Joanns remaining operations. The move is still subject to court approval. What happens next for Joann? A final sale hearing has been scheduled for February 26 in the United States Bankruptcy Court for the District of Delaware. This hearing will formally approve the asset sale, paving the way for the complete wind-down of Joanns operations across the country. Despite the imminent closures, Joann has assured customers that it will offer substantial discounts during its going-out-of-business sales. These sales will begin immediately at all locations, allowing customers to purchase the remaining inventory at discounted prices. Joanns website and mobile app will also remain operational, enabling online shoppers to make their final purchases before the company ceases all operations entirely. The end of an era for the crafting community The collapse of the national retail chain marks an end to what was once a dominant force in the fabric and crafting world. Joann had been a go-to retailer for crafters, quilters, and sewing enthusiasts for decades. Its decline underscores the ongoing struggles faced by traditional brick-and-mortar retailers amid rising competition from online stores and shifting consumer habits. Joanns closing is expected to have lasting effects on crafters, as the retailers stores were not only places to shop but also hubs for classes, events, and a sense of community.
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E-Commerce
HIRING: Park ranger. SEEKING: Nuclear submarine engineer. WANTED: Sled dog musher.If they seem unlikely postings, they probably are. But a laid-off federal worker can dream.Axed from jobs not easily found outside government, thousands of federal workers caught in President Donald Trump’s cost-cutting efforts now face a difficult search for work.“If you’re doing, say, vegetation sampling and prescribed fire as your main work, there aren’t many jobs,” says Eric Anderson, 48, of Chicago, who was fired Feb. 14 from his job as a biological science technician at Indiana Dunes National Park.All the years of work Anderson put inthe master’s degree, the urban forestry classes, the wildfire deploymentsseemed to disappear in a single email dismissing him.He’s hoping there’s a chance he’s called back, but if he isn’t, he’s not sure what he’ll do next. He was so consumed with his firing that he broke a molar from grinding his teeth. But he knows he’s caught in something larger than himself, as the new administration unfurls its chaotic cost-cutting agenda.“This is someone coming in and tossing a hand grenade and seeing what will happen,” he says.The federal job cuts are the work of the Department of Government Efficiency, headed by billionaire Elon Musk, who has been tearing through agencies looking for suspected waste. No official tally of firings has been released, but the list stretches into the thousands and to nearly every part of the country. More than 80% of the federal government’s 2.4-million-person civilian workforce is based outside of the Washington area.Cathy Nguyen, 51, of Honolulu, was laid off last month from her job at USAID, where she helped manage the PEPFAR program, which combats HIV/AIDS.Her firing not only brought the turmoil of finding new health insurance, halting saving for retirement and her kids’ college education, and trimming spending for things like the family subscription to Disney Plusit also has forced her to reconsider her career goals.PEPFAR is a landmark effort that stretches across dozens of countries and is credited with saving some 26 million lives. Nothing rivals it. So where does a former PEPFAR worker go?“It’s requiring me to rethink how I want to spend my professional life,” Nguyen says.As specialized as Nguyen’s work has been, Mitch Flanigan may have her beat.Flanigan, 40, was assigned to the sled dog kennels at Denali National Park and Preserve in Alaska until he was fired Feb. 14. It never brought a huge paycheck, but where else could he get to work as a dog musher against such a breathtaking panorama?He has appealed his firing with the U.S. Merit Systems Protection Board.“I still kind of want to fight for the job that I lost,” he says. “I’m not really making much money, it’s just fun and it’s a unique thing to be a part of.”A November report from the Federal Salary Council, which advises on government pay, found that federal salaries were one-fourth lower than those in the private sector.A Congressional Budget Office report released last year found pay disparities depended on workers’ education. Federal workers with a high school diploma or less outearned their private-sector counterparts with 17% higher wages, the CBO found. That edge disappeared among better-educated workers. Workers with bachelor’s degrees had wages 10% lower than the private sector and those with professional degrees or doctorates earned 29% less. Federal benefits were vastly better than the private sector for the lowest-educated workers, the CBO found, and about even for the highest-educated workers.Many laid off from federal positions were drawn by stability, benefits, and, more than anything, the opportunity to do work they might not be able to do anywhere else. Now, everyone from diplomats to public health workers are flooding the job market looking for suitable positions.Gracie Lynne, a 32-year-old fellow at the Consumer Financial Protection Bureau, who lives in Eugene, Oregon, took a pay cut when she started her job four years ago.Her parents lost their home during the Great Recession, which led to their divorce, years of financial angst, and Lynne’s own interest in financial regulation. She found herself following the nascent CFPB’s rulemaking and poring over 1,000-page bills on bank regulations. She wrote her master’s thesis on the bureau. She couldn’t pass up the job.“This is a once-in-a-lifetime opportunity,” she told herself.Plus, she thought, the benefits would come in handy when her and her husband decided to start a family. Now, six months pregnant, she finds herself jobless and scrambling to get insured.She isn’t sure where she’ll land, or if she’ll find many employers rushing to hire someone about to become a mother. But she feels more committed than ever to the work she did.“I feel even more compelled to stay in the public sector after this experience,” she says, noting the good work protecting consumers she was every day, “to stay in the fight.”Luke Tobin, a 24-year-old forestry technician who worked for the U.S. Forest Service in Idaho’s Nez Perce National Forest, who was fired from his job February 14, finds the accusations of waste by Musk and others laughable. He sees extreme understaffing and threadbare budgets.He earned about $19 an hour and was furloughed for about half of the year but still relished a job that had him backpacking in remote areas for days at a time.Scrambling to find a replacement job, he’s put in dozens of applications. He has pursued openings on tree farms, at tree-trimming companies and at nurseries, but so far, has only heard back from two employers on two minimum-wage jobs: one as an Amazon delivery person and the other as a line cook at a fried chicken restaurant.“I need a job,” he says, “any job.” Associated Press writer Mark Thiessen in Anchorage, Alaska, contributed to this report. Matt Sedensky can be reached at msedensky@ap.org and https://x.com/sedensky. Matt Sedensky, AP National Writer
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E-Commerce
If you’ve ever felt frustrated by job listings that seem too good to be true or lead nowhere at all, you’re not alone. The truth is, the job market is full of fake postings and ghost jobs that can waste your time or even put you at risk. To help you navigate this confusing landscape, nine experienced experts have shared their advice on red flags to watch out for, so you can differentiate between legitimate opportunities and scams designed to exploit job seekers. Look for salary transparency In my experience, the biggest red flag has nothing to do with the job description or the company website. The real issue shows up when a listing has zero mention of salaryor worse, it dodges the topic altogether. If a job post says something vague like “competitive pay” or “salary dependent on experience” without giving even a basic range, I immediately question whether the company is serious about hiring. A real position has a budget. If a company cannot commit to a number, it probably is not committed to filling the role anytime soon. I have seen roles stay open for six-plus months because companies “want to see what talent is out there” without offering a concrete salary. That being said, the real test happens during the first conversation. If an employer dances around pay or refuses to give a range even when asked, something is off. Avoiding salary discussions leads to drawn-out hiring cycles, wasted interviews, and applicants walking away after weeks of back and forth. Personally, if a company will not disclose a number after the second conversation, I consider that a dead end. The best job listings give at least a range$65K to $75K, $20 to $25/hour, or even “starting at $80K.” Anything is better than a mystery. Patrick Beltran, marketing director, Ardoz Digital Identify unusual application methods From what I’ve seen, one key indicator that job seekers can use to identify fake or ghost job listings is unusual application methods or interview processes. Being able to identify these uncommon practices can serve as red flags, potentially saving candidates time and protecting them from scams. Be cautious of job postings that ask you to apply through non-standard channels. Legit companies typically use official company portals or professional job platforms for applications (for example, LinkedIn, Indeed, Glassdoor, etc). Red flags for application methods include: Requests to apply via personal email addresses (like @gmail.com, @yahoo.com, etc.) Applications through messaging apps or social media platforms Unusual file upload requirements Real companies generally follow standard interview protocols. Be on the lookout for: Interviews conducted entirely via text messaging Unusually short interviews Sudden interview invitations without prior application Requests to download specific messaging apps like Telegram for interviews Some additional warning signs during the interviews could be: Immediate job offers without thorough vetting Overly agreeable interviewers who quickly present offers that sound too good to be true By being vigilant about these unusual practices, job seekers can better protect themselves from potential scams and focus their efforts on real job opportunities. Remember, most reputable companies will conduct initial interactions through professional channels and use standard video conferencing tools for remote interviews. Lisa Frank, marketing specialist, AM Industrial Group Beware of pressure to act quickly One big red flag I’ve noticed with fake or ghost job listings is when there’s an intense sense of urgency. If a recruiter tells you to apply or accept an offer immediately, without giving you time to think or ask questions, that’s a major warning sign. Legitimate companies understand that making career decisions takes time, and they don’t push candidates into rushed commitments. This urgency is often a tactic to catch people off guard, leaving them less time to notice inconsistencies or research the company. For example, I’ve seen postings where they say, “You must confirm today, or the offer will be gone!” That’s just not how real hiring works. When you feel pressured like this, take a step back and ask yourself why they’re in such a hurry. A trustworthy employer will respect your need to evaluate the opportunity and respond on your timeline, not theirs. Always prioritize your due diligence, even if it means walking away. Ani Ghazaryan, head of content marketing, neptune.ai Watch for overpromising job listings A major red flag that job seekers often overlook is job listings that overpromise but under define. If a role boasts unlimited income potential, vague benefits, or rapid career growth but lacks concrete details about daily responsibilities, team structure, or performance expectations, that’s a strong indicator that the listing may be misleading or even nonexistent. Remember that in hiring, clarity is key, legitimate employers know exactly what they need and can articulate it. If a job sounds too good to be true without clear accountability, it likely is. From my experience, a well-structured job posting reflects an organization’s professionalism and operational maturity. Companies with real hiring needs define their expectations, required skills, and key performance indicators clearly. When those elements are missing, it suggests either disorganization or, worse, a bait-and-switch scenario where the role doesn’t truly exist, or the reality of the job is far from what’s being advertised. Another critical factor is the lack of transparency about success metrics and internal structure. If a company cannot outline who the role reports to, how performance is evaluated, or what the first 90 days will entail, it signals potential instability. This could mean unclear leadership, shifting priorities, or a lack of long-term investment in employees. To vet these listings, job seekers should scrutinize the details. Does the job posting explain how success is measured? Is there a clear reporting structure? Are the responsibilities specific, or is it all broad promises? If the listing reads more like a promotional pitch than a structured opportunity, it’s worth questioning whether the job is real, or whether it’s just a tactic to build a talent pipeline without immediate intent to hire. Stephen Greet, CEO and cofounder, BeamJobs Check for clear points of contact Usually, a real job listing includes a clear point of contact. If a posting only provides a generic company email or a web form with no mention of a hiring manager, that is a major concern. A genuine employer will always make it cear who is in charge of recruitment. When there is no name, no department, and no way to confirm who is reviewing applications, there is a good chance the job does not exist. Many applicants send in résumés, receive an automated response, and never hear anything again. This becomes even more obvious during the hiring process. If you get an interview but cannot figure out who is making the hiring decision, that is a red flag. Companies that post fake openings often go through the motions of interviews, wasting time without ever planning to hire. Asking directly who is leading recruitment and when a final decision will be made can provide answers. If those details stay vague or keep changing, there is little reason to believe the job is real. To avoid getting caught up in this cycle, always check if the hiring manager is listed on the company’s website or LinkedIn. If there is no sign of anyone connected to the job, that is a signal to be careful. When reaching out, ask for direct contact with the person making the decision. If a company is serious about hiring, they will be upfront. If they are not, you will save yourself the trouble of chasing something that was never real to begin with. Lucas Botzen, talent acquisition specialist and founder, Rivermate Research companys online presence Most companies tech savvy enough to utilize online resources for hiring are also likely to have some kind of online presence. It’s not just about a random job posting floating around. You should be able to find them onlinelike, do they have social media? A blog they actually update? Check out places like LinkedIn or Glassdoor. See what employees are saying or if the company posts anything there. If you can’t find anything recent about them, no updates, or they basically don’t exist online at all, that’s a huge warning sign. These “ghost jobs” often come from companies that are only names on paper (or on a job board), not actual, real businesses. Or sometimes, it’s agencies using fake jobs to collect résumés or contact info. Basically, if a company’s legit, there will be some online buzz about themmore than just one lonely job post. If the job listing doesn’t match up with what you find online, it’s likely a fake. Sha’ Cannon, fractional chief operating officer, Sha’ Cannon Business Solutions Avoid requests for excessive personal information A company that asks for excessive personal information is a big red flag. Legitimate employers do not typically request sensitive details (bank account info, social security number, passport details) in the early stages of the hiring process. If the application requires unusual personal data upfront, it’s likely not legitimate, and applicants should stay away. Any requirement to pay a “training fee” or invest in equipment for a job almost always signals a scam. Trust your gut. Jacquelyn Lloyd, CEO and HR consultant, Jacquelyn Lloyd Consulting Check posting duration One key indicator job seekers can use to discern whether a job is fake or a ghost job is how long it has been posted past its closing date. Job seekers often apply to hundreds of jobs to land one. The numbers game is not just wasting time. It’s also increasing their personal information exposure to scammers as it’s likely that several companies are fake or ghost jobs out of the hundred in a month. In fake and ghost jobs, your personal information is vulnerable to scams or marketers for profit. If it’s a fake job, its legitimacy can often be questioned depending on where it’s posted, who posted it, and how fast the posting disappears. On LinkedIn, fake jobs disappear quickly. The key to discerning the validity is if the company posting is an actual company. Mostly, phony job postings are from fake companies. Job seekers should Google the company and check the website to confirm whether the posting is active. You can also contact the company directly via email or phone to ensure the company is still hiring. You can also search LinkedIn for the recruiter to see if they’ve posted the position. If you confirm that the job posting is real, the company may have hired the candidate but kept the posting past its closing date. Companies use this strategy to fill their pipeline with future candidates. Some companies post their hiring process flow on their website and give applicants options on how the company can use their application or resume information. Options may include information that could only be used for posted positions, the company’s newsletter, or future positions. With the increased use of AI for job postings, there are blurred lines between what’s fake and what’s just a ghost job. While this allows many fake job creations or ghost jobs to save companies money by collecting data, job seekers must research companies deeply to avoid scams and save time applying for jobs. Mark Anthony Dyson, founder, The Voice of Job Seekers Assess job listing quality A key indicator to look out for is the quality of the job listing itself. Often, fake or “ghost” job postings may contain numerous spelling and grammatical errors, overly generic job descriptions, or unrealistic promises such as extremely high pay for minimal experience or effort. Legitimate job postings are usually well-written and provide a clear, realistic description of the role, responsibilities, and qualifications required. If a job ad seems too good to be true or poorly put together, it could very well be a red flag signaling a fake job listing. Gary Edwards, director, Voceer
Category:
E-Commerce
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