Houston Back on Track的动态

Here's how I navigated landing a new role in a different city when my partner got promoted: 1. Leveraged my existing network on ALL platforms. 2. Started joining ACTIVE facebook groups in the city we were relocating to. 3. Post in every group with the same template. "Hook, Skills, How the person would benefit from hiring you." 4. Create a leads list based off who engaged with the post. (Likes, Comments, Shares, anything) 5. Investigate each person, have a list of notes. 6. Outreach "Hi Name, I saw you worked at [Company] hiring for [Position]. Please review my portfolio and let's discuss how I could bring [insert value] to this role/business. 7. Appointment set, and work leads. Believe it or not, people want to help people. The more people who SEE you trying the easier it is to get introduced to people and get out from behind the application wall. Have a tight portfolio, regardless of the position. Good luck out their guys!

Just don't let your only contribution to our industry, via LinkedIn, be pictures of other people's sub-par work. That's what Facebook is for... -- It gets the likes and the comments, but then people are on your page because you shit posted on some poor person's work who probably wasn't even taught to do it right. Try writing on a trend or an application... or maybe read an article and share an interesting thought on it. Push the industry with intellect and use controversy to make people better, not put work down. Sure sometimes it's crazy, even comical, and you can't quite make out why someone thought like that or how untrained some technicians can be, but odds are the last screw you turned was a light bulb. While I'll preach #bethebettertech some of ya'll forcing me to start to employ #bethebettersecurityprofessional ... and that hashtag is just obnoxious. Be better. Have grace. Add to the industry, don't take away from a tech. ?

Have you ever been told you need more "executive presence"? I was told this at American Express. It didn't stop Google from hiring me, and offering me 37% more money. I was told this at Google. Then I switched teams and got promoted to an L7. I was told this at Andela. Then I got hired as a Director at Facebook. I was told this at Facebook. Then I became Director and got paid more at Tableau. I was told this at Salesforce. Then I founded Kadima Careers where I help people shun the say and earn the pay. When was the last time you were told you lacked executive presence? Was it clear to you what that meant and what you were expected to do about this so-called deficiency?

How a Random Stranger on Facebook Changed My Career Forever Discover how a chance encounter with a stranger on Facebook led to life-changing work opportunities. Learn why accepting friend requests can bring unexpected benefits and career growth. #FacebookNetworking #CareerOpportunities #FriendRequests #BuildingConnections #UnexpectedBenefits #NetworkingSuccess #CareerGrowth #SuccessStories #SocialMediaConnections #DigitalNetworking

Facebook memories reminded me I write this on this day 9 years ago. 2015. "For once in my life I actually know what I want to do with my career vs falling randomly into stuff like normal. I ain't CTO material, but a VP of Engineering seems like it would suit me perfectly. An interesting article for about the difference. It had never twigged properly in my head until an interview I went to a few weeks ago. " Then a few links off to what a VP of Engineering is (which have disappeared from the Internet). Which I often sum up in one sentence, "Help everyone in Engineering be successful". Which includes all the fun and challenges around people, culture, inclusion, delivery, cash flow, partnering with everyone else in the company. It took me 3.5 years to get there from my baby steps of being an engineering manager. And somehow I skipped that step of being a Director, by joining a hyper growth company (which at the time, I don't think any of us realised how fast we'd grow and scale). Still rather thankful for Sam Barton and Martin Warner for taking a chance with me, and letting me build an Engineering department. I keep on learning every day, now having done that role at 3 companies for the past 6 years, learning something new every day. Writing code was easy - creating an environment where folk are included, learn and get the chance for their craft to shine is tricky. And I keep making mistakes, learning and tweaking. Less now that I'm further on that journey. I moved into management very late in my career. A lot of that being as I hadn't seen examples of folk who looked or dressed like me, doing what I do. And I still don't compromise on that (Granted Fin did tell me off for having a "corporate" picture on the MindPsy website). In a lot of interviews, I know we don't match. I can never bring it in me to say what the interview wants to hear, instead of what they need to hear. I know the moustache throws folk off, these days the brown skin not so much. I never want to work for a place where you're judged by what you look like or who you are, versus what you do. I hadn't been given that opportunity and mentorship to see this is my fit for a long time in my career. I had a very long period of my career where I never had 1-2-1's with a manager. And then bit by bit it's happened. Still a few career mistakes, still decisions that I would do very differently now. And one thing I'm very joyous of, and got reminded of that from a few Engineering Managers I work with. I don't withhold knowledge or learnings from folk. I share everything I've learnt, stolen from others, discovered or stumbled across. I do like coaching and growing more leaders in the world. My therapist reminded me last week - everything I do in life is around people - the various teens I've acquired into my home, the various bits of volunteering I do - and also the one job that pays my bills (or my expensive whisky and cigar habit).

There is a change happening in modern employees' work culture and possibility this will happen for the upcoming new generation of talents in the IT industry. ??? ??It's not merely about punching the clock and collecting a paycheck anymore; it's also about being part of a good company with a good culture and good impact practices. The work culture that Google and Facebook started in the early days is slowly getting old and dying off. ???And this shift in mindset isn't just a fad; it's a fundamental change in how we perceive work and its role in our lives. With a significant proportion of the new generation looking to join impactful businesses and organizations that champion sustainability, social responsibility, and inclusive work cultures, the demand for purpose-driven opportunities is on the rise. ?? ??And with Zien, we want to be in front of that change and seize the opportunity to be the right guide. It is time to stop certain practices across businesses on how they treat people and the surroundings in which they operate in the name of just growth. Something we truly believe in. ??Currently, we are working on developing new updates and technical features to enhance the functionality, user-friendliness, and navigability of Zien. We are open to listing any job vacancies related to the Tech or Sales domain, provided the organization posting the listing is committed to doing good for the people or the environment. That is the only criterion for businesses to list their job openings. DM me if you want to have a chat?? #FutureOfWork #PurposeDrivenCareers #impact

I got rejected from Facebook twice. Three years later, Meta recruiters reached out to me and I got hired. What changed? I had spent the three years in between at Uber. When I came to the US, I had only German work experience. Many recruiters didn’t know what to make of it and I got rejected without an interview. Once I added Uber to my LinkedIn profile, I started getting tons of inbound messages from recruiters, including from companies that rejected me before. It’s not actually about what I learned at Uber; I started getting these types of messages right after I joined, at which point I hadn’t done anything at Uber yet. ????’?? ?????????? ?????? ?????????? ???? ????????????????. Like it or not, most recruiters and hiring managers are looking for short cuts and are targeting people from companies they know (and assume have a high hiring bar). Until this changes, I think it’s worth trying to get a “brand name” on your resume early on. It doesn’t even have to be the exact same role you want to do after; but in my experience, it will make things ???????? easier afterwards. A lot of people are giving advice that you should just ignore pedigree when choosing jobs, but in my view, that's not reflecting the practical reality and mostly coming from people who don't have to worry about these things anymore. Once you have at least one recognizable brand name on your resume, you can ignore pedigree completely going forward if you want and go all in on an obscure startup. But you’ll always have that “safety net” on your resume to fall back on.

Ever felt as though you don’t belong in a role? That you don’t have enough skills, knowledge or experience to do what is being asked of you? And that you’re going to be ‘found out’? In this short training I provide some tips on how to deal with imposter syndrome. You can access it in my Career Transformation Hub. It’s a free facebook group for senior corporates, who are at a career crossroads, to access resources and feel supported. https://bit.ly/4avUflH

Working smarter not harder... It is no surprise that the market has been very up and down recently and as recruiters we sometimes struggle to find talent, or when we do find talent they are quickly snapped up by permanent roles, other job opportunities moving quicker or simply offered more money! Last night as one of my candidates dropped out of an interview last minute I thought "how can I get more candidates for this role" so it got me thinking, who is going to be wanting a short term contract and looking for work immediately that I can get promptly and fast... Facebook! I joined groups on Facebook with people who were looking for roles within the local area and this morning I have 3 candidates who are available immediately and can interview today and tomorrow. Sometimes as recruiters we have to think outside of the box and discover new ways of being pro-active to remain competitive within the industry! Today I challenge you all to work smarter and think of creative ways of being able to do your job outside of the normal realms! #smartworking #adepto #recruiters #creative

#Google is looking for passionate individuals to help keep #YouTube safe! I'm excited to share that there are currently open roles in our teams at #YouTube #TrustAndSafety, especially in #Hyderabad. YouTube Trust and Safety teams play a crucial role in ensuring that YouTube remains a positive and safe space for everyone. We work tirelessly to develop and implement policies to combat harmful content, review and address user reports, utilize cutting-edge technology to identify and remove harmful content at scale. If you're passionate about online safety, protecting user experience, preventing fraud and combating harmful content, I encourage you to explore these open roles. Relevant Search Strings: "YouTube Trust and Safety" | "Scaled Abuse Analytics" Feel free to reach out to me with any questions or if you'd like a referral! #Google #YouTube #TrustAndSafety #ScaledAbuse #OnlineSafety #CareerOpportunities #Analytics #DataScience #BusinessAnalytics #EngineeringAnalytics