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 they grow. Update a bullet in the resume tool, and the interview prep, the job matches, the dashboards and their 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 them 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 they open their resume, the platform asks them about each bullet. What was their role? What changed because of their work? What was the measurable result? When they open practice interview, the platform pulls a question from a bullet they just edited. When they sign up for a skill-building course, the platform asks them why that skill and what role they are preparing for. The platform waits for them.
Value: Every piece of their profile reflects their real experience. They can defend every bullet, every interview answer, every skill they claim.
Step 2
They type their answer to the resume question, the platform organizes their words into a stronger bullet. They record their answer to the practice interview question, the platform scores it using a framework called STAR (Situation, Task, Action, Result). They pick a skill course, the platform adds it to their learning plan. They approve everything before it lands anywhere.
Value: They own every word, every answer, every skill on their profile. They wrote it themselves.
Step 3
The bullet they just sharpened generates their next practice interview question. The skill course they just registered for re-ranks their job match list. Their advisor walks into the next meeting with a one-page summary of every resume edit, every practice interview, and every course they have signed up for.
Value: They do not repeat themselves across the five tools. Their advisor is already up to speed before every meeting.
Coaching in the flow
FYJ does not ask the student to leave their 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. They are using AI well, every time they use 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 their 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 their work. What was their role. What changed because of them. What the measurable result was. They answer in their own words. The platform turns their answers into a stronger resume bullet that they approve. That bullet feeds their next mock interview, updates their job matches, and shows up in their advisor's pre-meeting brief. The AI does not write the bullet until it understands more from them. They own 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.