Help students pass resume screening, shine in interviews and build AI fluency in their field.Between appointments. On their time.
What’s in the platform
The intelligence layer is one AI that sees every tool the student is working in. Each tool reads what the others are doing and learns from them as he grows. Update a bullet in the resume tool, and the interview prep, the job matches, the dashboards and his advisor’s brief all reflect it.
Adopt all of them. Or start with one. FYJ works alongside your existing stack — Handshake, 12Twenty, VMock, Big Interview, or whatever you have today.
FYJ is in active conversations with career-services teams at graduate and undergraduate institutions across the U.S.
“We are currently reviewing software that will bridge the gap between helping students honestly and appropriately craft their job search materials to highlight their skills, education, and experience in a way that will get them past the ATS, but also help hone their knowledge of their skills and professional brand in a way that they will be able to market themselves in person.”
Associate Director of Strategic Partnerships, undergraduate institution career center · May 2026.
Why career-services teams are looking
That is what career-services teams are telling us they need. FYJ does both, in the same workflow. The resume tool helps the student write a bullet that passes automated screening. The practice interview tool gets him ready to talk about that same bullet in the room.
How it works
Whether it's an updated resume bullet, a new practice interview question, or signing up for a skill-building course, every piece of the platform knows what the others are doing. The student's profile stays in sync across all tools. The dashboard centralizes everything for both the student and the advisor.
Step 1
When he opens his resume, the platform asks him about each bullet. What was his role? What changed because of his work? What was the measurable result? When he opens practice interview, the platform pulls a question from a bullet he just edited. When he signs up for a skill-building course, the platform asks him why that skill and what role he is preparing for. The platform waits for him.
Value: Every piece of his profile reflects his real experience. He can defend every bullet, every interview answer, every skill he claims.
Step 2
He types his answer to the resume question, the platform organizes his words into a stronger bullet. He records his answer to the practice interview question, the platform scores it using a framework called STAR (Situation, Task, Action, Result). He picks a skill course, the platform adds it to his learning plan. He approves everything before it lands anywhere.
Value: He owns every word, every answer, every skill on his profile. He wrote it himself.
Step 3
The bullet he just sharpened generates his next practice interview question. The skill course he just registered for re-ranks his job match list. His advisor walks into the next meeting with a one-page summary of every resume edit, every practice interview, and every course he has signed up for.
Value: He does not repeat himself across the five tools. His advisor is already up to speed before every meeting.
Coaching in the flow
FYJ does not ask the student to leave his workspace for a separate coaching session. The coach is inside the resume, inside the practice interview, inside the job search. Every interaction is a coaching moment.
“Integrate coaching into the flow of work rather than layering it on top.”
Recruiter at a national nonprofit · NACE Insights, May 2026.
What changes for your office
Every conversation, resume, and job match lives in one place your team can see end to end. Your advisors walk into every meeting already knowing the student. Your office becomes the place every student goes to first.
Employers say career services is important to their recruiting success.
NACE Research
Employers use AI in recruiting today.
NACE Student Survey 2025
Students who worked during school land jobs at 82%. Those who didn't, 41%.
ZipRecruiter, via WSJ Spring 2026
Students who intern with their employer stay retained at 75%+ after one year. More than half at five years. Without internship experience, one-year retention drops below 50%.
NACE 2026 Internship & Co-op Report. FYJ helps your students land that first internship.
“AI Competent: someone who uses multiple AI tools and has already created their own AI agent. They want someone who uses it as part of their everyday activities to get things done.”
Senior recruiter at a top global management consulting firm, defining what employers now mean by “AI Competent” · cited by a U.S. career-services center, May 2026.
What employers now expect
Recruiters are moving “AI Competent” from a nice-to-have to a hiring criterion. FYJ embeds AI inside every workflow the student already does: sharpening a resume bullet, scoring a practice interview answer, picking the next skill course. He is using AI well, every time he uses the platform.
Where the numbers come from
Federal wage and employment data, occupation-level.
U.S. Department of Labor skills database. 1,000+ occupations.
Recruiter survey data and career readiness research.
Career projections by major and region.
Additional sources cited inline on the methodology page.
73% of career centers implement the NACE Career Readiness Competencies (NACE Career Services Benchmarks 2024-25). FYJ's resume evaluation maps to the same eight competencies. Your office, your framework, our platform speaking the same language.
The gap students name out loud
Getting into the school is one thing. Getting the offer is another. FYJ is built for the part that comes after admission: the resume that passes ATS, the practice interview that builds muscle memory, the job match that knows his actual coursework, the advisor who walks into every meeting already up to speed.
“Top schools open doors, but they don’t walk you through them.”
Recent MBA graduate from a top business school, now at a global consulting firm · quoted in The Wall Street Journal, May 2026.
Questions buyers ask
The AI coach reads each bullet and prompts the student to sharpen it. What was the team size. What changed. What was the measurable result. Students answer the prompts in their own words. The platform never writes the bullet for them. Resumes pass automated screening (ATS), and the student can defend every line in person.
Mock questions are drawn from each student's own resume, not a generic question bank. When a student updates a bullet, the next mock question pulls from the new content. Scoring is grounded in the STAR method (Situation, Task, Action, Result) with real-time feedback on which parts of the answer need work.
Every match is skill-aligned to the student's coursework, projects, and experience. Salary data comes from the U.S. Bureau of Labor Statistics. Employer feeds pull from Handshake, LinkedIn, and school job boards. Alumni connections are filtered to people actually doing the role at the target firm.
The dashboard shows every student in the cohort, broken down by stage: exploring, applying, interviewing, offers, placed. Each advisor sees pre-meeting briefs already drafted — what changed since the last conversation, talking points, flagged concerns. The pipeline is aligned to NACE Career Services Benchmarks so directors can report up cleanly.
The platform asks the student questions about his work. What was his role. What changed because of him. What the measurable result was. He answers in his own words. The platform turns his answers into a stronger resume bullet that he approves. That bullet feeds his next mock interview, updates his job matches, and shows up in his advisor's pre-meeting brief. The AI does not write the bullet until it understands more from him. He owns it.
Coaching methods: the XYZ formula for resume bullets, the STAR method for interview answers, ATS-aware writing patterns, and recruiter scan techniques. Data sources: the U.S. Bureau of Labor Statistics (occupational wages), O*NET (skills taxonomy), NACE (employer surveys), and the Georgetown Center on Education and the Workforce (career projections). The full methodology is published at /career-services/approach. The platform is aligned to the 8 NACE Career Readiness Competencies.
The Springfield College Career Center recently warned about "paid platforms which help job candidates create materials… whether or not these individuals have the skills the employers are seeking." FYJ's posture is the opposite: the AI asks the student questions, then helps the student articulate what they actually did with more clarity. The resume gets past the screen because the student's real experience is well-framed. Not because the platform invented content.
Yes. Schools adopt the tools that fit their office. Some take all of them. Others start with one or two. FYJ works alongside Handshake, 12Twenty, VMock, Big Interview, and the other tools you may already have — you pick what extends your stack.
No procurement pitch. No pricing pressure. Just a live walkthrough, configured to your school.