Presented by Women Who Code Portland Speaker: Katie McIntyre Topic: Career Series Workshop: 5 Steps to High-Paying Job Offers You Deserve!
If you are happy, humble, and hungry to solve problems and provide value, Career Sprout can help you! Get ready to skyrocket your career with this practical workshop following Career Sprout's 5-step Career Strategy Session for sustainable career growth. https://www.careersprout.com/video
In this workshop you'll learn the exact 5 step strategy that 575+ students have used to land dream jobs with companies they admire. So you no longer have to play the apply-and-wait game, waste countless hours applying to jobs, get ghosted by recruiters, or fail to land competitive job offers.
Katie McIntyre is a Forbes Coaches Council member who has been involved in more than $50 million in online coaching sales. Through her work with Career Sprout, Katie works with professionals who want to transition into a meaningful career with a company they admire. On average, Career Sprout students land high paying job offers within 63 days and increase their salaries by $37k.
Career Sprout teaches people how to build meaningful careers that align with their values and life goals. Its mission is to help over 1 million people learn the 5-step strategy to land high-paying jobs that align with their values and aspirations. https://www.careersprout.com/
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Throughout this whole workshop, we are covering the five steps to landing high paying job offers. Now, the other disclaimer I want to make is these steps only work when you do them in sequential order. And step number one is the one that that most people skip. And it is hands down the most important. So I don't want you to panic when you look at the clock and you see that we're spending a lot of time on it well worth it, hands down, the most important part. And if you do that right, everything else becomes exponentially easier. So with that said, as I'm going through, a lot of the things are going to sound extremely simple, extremely easy, sometimes even like, elementary, and your brain is going to hear it and say, okay, yeah, I get it. Give me, like, the shiny stuff. Point of showing you a couple of stories throughout this is to tell you, focus on the simple things that we're going to go through, and you will have massive results. So I'm going to talk to a couple of people, and it's one of my favorites where she was able to use these five steps to transition to a completely new industry. She was a mechanical engineer. She transitioned into finance, which is pretty much two opposite sides of the spectrum, went from $97 to $184,000. Her base salary, even just with that, was $130. And Kashali is another great one, where, again, completely new industry. She went from healthcare, she transitioned into tech and had a $45,000 salary paybumps. But again, because she went through these steps that you guys are going to learn today, really important part here is that she had people actively reaching out to her, as well as her actively reaching out to the right individuals to make those things happen. So those are kind of like my disclaimers here for your brain so that you can take more of this information in and kind of accept it as fact and then go implement it, is my goal by the end of today that you'll be able to go and implement these steps and really make some big changes here. So a big thing here is if you have hiring managers and recruiters, if they're not reaching out to you, or if they're not responding to you when you send messages or applications, then you are likely using an old, outdated method. Now that typically looks like putting together a resume. Making sure it's one page. Applying to hundreds of jobs. Telling everybody. You know. That you're back on the market. Pretty much reaching out to everybody you don't know. Every hiring manager and recruiter on LinkedIn. Letting them know about a job posting you saw. Telling them why you're such a great fit for that job. And essentially begging anybody you can to get on a call with you. Now, if you're here today, hopefully you have a hunch that there is a slightly better way of doing things. So if you're watching this likely in a job right now, or you are out of a job, or you're doing something you love, but you know you're meant for something more, whether that means a higher title, leadership opportunities, better pay raise, working for the right industry, if you're a career pivoter or thinking about being a career pivoter, really working for a company that you admire. Now, in the last three years, as Kalin mentioned, we've helped over 500 folks. Our coaches over the last ten years have helped thousands of folks. A really key thing here is not just landing a high paying job, but landing a high paying job with the company that you actually admired, doing something that you actually love. And as I mentioned, kind of in that intro here, there is the proven strategy that allows you to do this. And this all came from not my own experience, but our founder, who started with ten back to back, dead end jobs right after college, actually started selling Yellow Pages. He jumped around all over the world for about six years and then really started looking at what successful people were doing and realized it was more of a science than just luck or chance that people were getting these jobs. So once he figured out that science, he became one of the youngest executives of a publicly traded company. He made over $300,000 in his base salary, seven figures in his total comp. And even more exciting than that is he took that strategy. And now our students, as Kayla mentioned, are growing by $37,000 in 63 days on average. Far cooler than that is, as I mentioned, they're doing something they love, really building a meaningful career. And what that means is that when you have a meaningful career, it's not just about getting the next job, about setting yourself up for future success so you don't have to worry about recession or whatever is going on in the economy. You know, you always have a position where you can add value. So once you're in that position, you love what you're doing. This is kind of your litmus test to check whether or not you're in the right spot. You love what you're doing because you're playing to your strengths. You're happier, you're less stressed each day, making really good money. You don't have to worry about normal problems. You get to just focus on doing the work that you are meant to do. That means you'll produce great results. And because you produce great results, you'll get more opportunities. And then because of those opportunities, each time you take advantage of them, you will continue to grow and then get new opportunities. It's like an awesome flywheel or feedback loop there. And it's very simple five step strategy. Once you see it, it eliminates all of the confusion that you've ever felt. All the stuff that comes from applying to all these jobs, wasting time with recruiters who you can either tell they don't care about you, or even worse, in my opinion, they act like they care and then completely ghost you after an interview or before an interview. Because when you finally get those, you get really excited. It's the first one that you got, or it's one of few that you've got. And you get super tense. You say all the wrong things and then you don't make it past the first round. Or again, possibly even worse than that, you make it past the first, 2nd, 3rd, 7th round sometimes. And then you don't get the job and you don't really know why. And that's really the key that we want to focus on today. When you don't know that why, you just repeat a broken process over and over again until you actually land a job offer. And then because you have no other options, you're coming from that place of frustration and scarcity. Then you end up accepting that job and the cycle repeats itself over and over again and you essentially accept the job only to start looking for another job a couple of months later. And so when you think about your own career, look at how many times this has happened. And again, not your fault. But it happened to Garb ten times before he became one of the youngest executives of a publicly traded company. Happened to me four times before. I was making over $300,000 by the time I was 24. And up until this point, is not your fault. There's a lot of misinformation out of there. There's a lot of unnecessary complexity up until now, not your fault. From today forward, my goal is to make it your fault if you do not follow this, because you will have the simplest right strategy to get you these results, to get you high paying job offers. Now, the most important thing that we share with folks is that your job search does not start with your resume. Your job search or your resume is sometimes not even necessary. It all starts with knowing your end goal. We always start there to become really granular with what that goal is so that we can reverse engineer the path to get you to that end goal. So I'm going to start with an analogy here. To walk through this is going to be step one. Let's say you are in California right now and you have a friend who says, hey, I need you to get to New York. Here's the thing. You can't use a map, no GPS. You just have to drive there. Should be relatively easy because you know if you just drive east, you'll eventually get to New York and you're right. But ask yourself, would you be taking the fastest rate? Probably not. Probably going to be inefficient, probably going to hit detours, probably going to hit traffic. Probably going to make some stops that you shouldn't have made, but you will eventually get to New York. Now. Where? In New York. Who knows, maybe Buffalo, maybe some bad part of some city, you don't really know. But the goal was to get to New York. So technically you got there. Now what if that same person said to you, hey, I want you to drive from La to the Eminem store in Manhattan and you can use your phone. Well then all you have to do is plug it in Eminem store in Manhattan into ways and you will get the fastest possible route, what turns to make, what routes to go, more importantly, what route you need to avoid. Now think about how that relates to your career and look at how many detours have you taken, how many companies have you worked for? You're very possibly in one right now that didn't really serve you as an individual, you as a person. How many times have you been stuck? Are they not getting opportunities, not getting promoted, not getting paid, raises? Whatever the case may be, most people will feel those things and they say, I just got to get to New York and then they end up in New York and they're still not happy because New York is far too broad. So what we really need to know is what is your M and M store? Now this is where the strategy comes in. That is always step one, getting that career clarity on where it is you want to go. We call it your M and M store. Once you know what this is, we know exactly what to put on your resume. We know how to articulate your strengths, your value and the impact that you can make so that the company knows that you are the solution to their problems. Very important part of that and you will actually have recruiters and hiring managers reaching out to you even when you are switching into a brand new career. So getting tactical, here step one, defining your Eminem story. You want to start by defining what we call your career nirvana. This is going to be your ideal title, the ideal company, the atmosphere, all of that stuff, your ideal pay, the responsibilities you want to have, the perks you want to have. Everything getting really crystal clear on that goal. An important note here is that your career nirvana, your M and M store, this is not going to be, hey, how do I have work life balance so that I'm working as little as possible and living my life as much as possible. The goal here is to not have them completely separate all of the time. That's usually an indicator that you don't actually of what you're doing or you're not doing what you're meant to be doing. The goal here is to have your career support your lifestyle, support your what we call your work life harmony, where your mission and purpose as a human is being supported by the career that you're doing. And when you get that right, it becomes a flow of things. And I could do a whole 60 Minutes presentation just on that. So I won't go too far in depth there. But I really just want to drive home the point here that I want you to consider your lifestyle, not just your professional life, your holistic lifestyle, your values, whether you want to be a leader or an individual contributor, what you want your career progression to look like, the culture of the company that you want to be with. Get really granular with these things. And then from that point forward, once you have that image of what it is you're aiming for, every single decision that you make, you get to ask yourself, is what I'm pursuing moving the needle closer to my end goal or away from my end goal, or set another way? This is the best version of you. Is the decision that I'm making me a better version moving me toward that best version of myself, or is it making me a lesser version? Is it moving me away from that best version of myself? And once you've got that path, it becomes very easy for you to identify the path to get there. I should say once you have that endpoint, then we can plug it into the GPS and get that path to get there, reverse engineer that path back. So the tactical step there, if you want to go once you've identified what you think your goal is, go research a few dozen people who have achieved that career in nirvana and look at the path that got them there. So, great example if you want to be a chief product officer of a publicly traded company one day. Awesome. Neil is one of the best out there. He got paid over $100 million simply to not go to Twitter. Pretty decent at his job, you can assume there. And so what you can do is go look up people like Neil, other chief product officers of publicly traded companies, and look at their LinkedIn profile, look at the path that got them there. A lot of them will start off as an analyst of some sort or essentially high end customer support and work their way up the ladder. Now, this is, again, for a chief product officer. They will typically follow along this path in some form or fashion. Some of them start as engineers. There's different ways of getting there. Kashali, as we mentioned in the beginning, she actually was a consultant in healthcare, and then she was able to hop right here into the senior product management role and work her way up from there. Now, you may not want to be a CPO. You may want to end up as a senior product manager. There is no right or wrong answer here. This is where you get to decide what the best version of you is. And you can make awesome money even at every level of each rung. It's when you can figure out how you can go to the right company to leverage your strength, to provide your value, that you will really get those massive salary bumps there. So let's say again, maybe you want to be a Senior Product Manager, maybe you want to be a Chief Product Officer. Once you know what it is you're aiming for, then you pick the next rung on the ladder. You identify the next rung that is going to be your entry point into this career path if you're not already on it. If you are already on it, then you get to look at, okay, what's the next rung that I can get to here? Maybe it's going to be an associate product manager. You're starting at the beginning. Maybe you can jump right to Product Manager. Maybe like a shawl, you can jump right to the senior role. Once you know what that next role is, you're going to research 15 to 20 job descriptions that match that role. So whatever that next step is for you. And you're going to identify the keywords, the skills, the tools, everything that's repeated across those multiple job descriptions that you're looking for, you want to also look at. Not just the keywords, all of that. And we'll walk through the actual exercise itself, but you want to get a really good idea of what the salary looks like along that career path as well. So one of my favorite tools is built in for doing this. Just built in.com where there's salary.com glassware. There's a ton of different resources out there that you know the salary ranges of what to expect along the way as well. It's a very important part of this research that we'll talk about far more at the end. So a good hack here to doing this research. Just pretend you're a hiring manager and look up Product Manager job description template. And when you do something like this will pull up. LinkedIn has a whole library of them that you can search where you will find and you can use this as your starting point. Here is a typical product manager. Let's say your next step is Product Manager. Here's a typical Product Manager template of what to expect. These are going to be the skills, the keywords, the qualifications, the experience that they're looking for. And you're going to build a list of these things. Write out everything that is repeated across the different job descriptions that you look at, using that template as your starting point to see what is important for that role. Now for a Product Manager role, this is actually a real list. For a Product manager, these are the common things that they will be looking for that you need to make sure that you have a skill set or that your skill set, you have transferable skills that can align with this. So how we find those skills is looking at what we call your star experience. Now, we didn't make this up. It's very famous interview format where somebody asks you a question, you respond in the star format where it's essentially an experience that you have that you're proud of, where you can articulate the situation, the task, the action, the result for whatever it is they're asking about. So what we're going to do is we're going to take this list that you make from doing your research, going and studying the different job descriptions, or I should say same job description across different companies. And then you're going to list out all of your transferable skills. Now you will have tangible skills where they may be looking for something like guiding cross functional teams. So you will also be looking for intangible things. Now, almost every company is looking for somebody who is happy, humble, hungry. That is something that you can almost always count on. But beyond just those three things, each individual company, you want to pay attention to their culture, intangibles. They're going to be looking for things like ruthless, honesty, self aware, maybe coachable, confident, empathetic, innovative. Every company is going to have its own set of values or own set of intangible skills that they are looking for somebody to demonstrate. So once you have your list of the important keyword skills, qualifications and experience across the board, then you start your brainstorming of, okay, what experience do I have that relates to this? So let's say guiding cross functional teams was one of the things that a product manager needed to have for this company. Also think about a time where you can explain or show that you are able to guide cross functional teams. So this is one of our students actual situations that they use where he said one of our clients we recently signed on, had no prior history with us, asked us to deliver several large scale app development requests that needed to be delivered in less than four weeks. Now this particular project had three distinct deliverables which they had already committed to their own clients. Knowing that this was due in a short amount of time, I scheduled an all hands on deck meeting with cross functional teams to outline the importance of this project and the future business that it could potentially bring us. After getting buy in from each team, I gathered thorough requirements from the client and created clear and concise specs for each of the teams involved on this project. Now the result of that, not only were we able to deliver all three projects on time, but we delivered them two days before their product release, giving them enough time to review the work and make some minor changes. The success of this project ultimately led to our client viewing us as a trusted partner rather than just a vendor, thus resulting in over $750,000 of additional project work. Now, once you've got something like this right. And I remember if we go back to this list, sometimes people get nervous because they're like, dang, I don't have 30 different experiences or this is going to take a lot of time. When you take the time to go through and list these things and really think about it, typically it's pretty cool. You only need about six of these examples and that is usually enough to fill out an entire wish list of what companies are looking for in a product manager role or any role. And so for this one specific example, you could use this as an example for when you are a confident leader. You can use it for showing that you can guide multidisciplinary development teams, how you're able to drive the product and business planning process across cross functional parts of the team. There are so many different ways that you can use this to connect it to the list. Think of it as like the Santa wish list of what the company is looking for for this role. Now this is all again step one of getting really clear on where it is you're going and your next role and how you are in good position to step into that role. That exercise in and of itself typically will take people anywhere from an hour to 4 hours to do sometimes much longer than that. If you are somebody who is very meticulous, very thorough, doing that makes every other part of the job search process exponentially easier, exponentially quicker. This is kind of our secret sauce of how we're able to get people results so quickly is because we'll spend a few hours with them doing this exercise hands down the biggest game changer. So once you have that clarity on where it is you're going and the clarity on how you're the perfect fit for this next role, that flows into building the perfect resume LinkedIn profile. And what we mean by perfect is you'll know it's perfect, not because a resume writer tells you it's perfect. It's perfect when you have recruiters and hiring managers actively reaching out to you with the role that you want. Then step three is getting in front of the right people. Step four is mastering the interview. And then step five is intelligently negotiating a competitive offer. I also like to call this logically negotiating competitive offer. And that's why part of step one is making sure you do that research on the different salaries at the different levels so that you're prepared. I'm sure everybody in here has interviewed before. Typically very early on in the process they ask you, hey, what are your salary expectations? You don't want to wait until you're all the way along the line to have a very cool, complex answer for that. We're going to dive in. We went fairly in depth here on the step one on how to find that, how to find your next role, starting with the end in mind working your way back and then showing how your skills are transferable to set yourself into, I should say, to be a good match for that next role for a company who's hired. So then step 295 percent of your resume is going to come from this exercise in your LinkedIn profile, which is just copy and paste of your resume. 5% of it is going to come from the specific quantifiable accomplishments that you have. So essentially 95% of your resume is going to be those keywords, the important keyword skills, qualifications, you are going to just put those into your resume. And then below this you're going to have your quantifiable results of what was accomplished by you handling these things. Now, if you have more than five years of experience, you can have it in this format right here where it's like a paragraph and then bullet points below with the accomplishments. If you're less than five years, typically you're better off just keeping it all in bullet point form. You usually don't have as much. But you can see here, the way they talked about what they did was they essentially took this list and they put it in here. They made it so that they are going to show up. The purpose for doing this is that recruiters and hiring managers are searching for keywords. They've got the job description so they will look, search for keywords to see people who show up with those keywords in their resume on their LinkedIn profile. So you want to have as many of those keywords as possible in your resume, in your LinkedIn profile. That's how you show up on their radar. That's how you get them actively reaching out to you on a regular basis, even when you have a job. And again, when you get this right, that's how you know it's not somebody tells you it's good. You have people actively reaching out to you with job opportunities that match the role that you are aiming for. That is the only litmus test that you need. So once you have that, step number three is getting in front of the right people. So getting in front of the right people. These are the executives, the hiring managers, the peers who work at the companies that you want to work for. So when you're going through that step and you're writing out your career nirvana, you will have a list of companies or you will have the descriptions, the characteristics of the companies that you want to work with, have a list of the companies that match. That very important. And then these people, the executives, the hiring managers, the peers, they will know how to extract value from you because they can see the value on your resume and they can hear the confidence that comes from you. When you have that clarity on your path, when you know where it is you want to grow to. And so a really good hack here. This is actually maybe my favorite hack of the entire presentation here is sending messages to executive C level executives sometimes is terrifying for people. It was terrifying for me the first time I heard about it. And I sent this message out. I sent it out to about half a dozen C level executives from Fortune 500 companies, and I said, hey, first name, you are exactly where I want to be 20 years from now. Is there any advice that you wish you knew 20 years ago? I sent this out to, again, about a little over half a dozen of them, and all but one of them responded to me. And they gave me some of the best advice that I've ever had that I've ever gotten. I keep it all in a Google Doc. I would trade my entire co college education to keep that Google Doc, and not only just because of the advice, but also because of how it changed my life. From that moment forward, I looked at people differently. I saw people as very willing to extend, reach back, extend a hand, help me. And it also changed how I looked and helped other people who were behind me. And it changed my perspective of the world. And that's something that if I could only leave you with one nugget, it's that people, as a general rule, do like helping you. You just have to make it easy for them to help you. And that's where a lot of people get tripped up as they make it very hard for somebody to help them because they don't know what they actually want. And that's why we spend so much time in that first step. We want to get really crystal clear on what you actually want, and then the world comes together and helps you get that thing. So perfect example. This was somebody who reached out to a CFO, and that CFO essentially reached out to the hiring manager and said, hey, pay special attention to this guy. Now, I don't know if you guys have ever been in charge of hiring somebody before, but if you have your boss say, hey, I know you're doing all these interviews, I know we've been trying to fill this role. Pay special attention to this person. You're going to pay special attention to that person. That person is very likely going to get the job. And again, this person is a cold outreach. They didn't know this person before they reached out to them. This is not about who you know. It's about building your network of people who you know. Doesn't matter who you know today. It matters what you do to know more people. And when you have those conversations with the right people, it will naturally lead to interviews. And very important for you to know, a lot of people waste so much time on their resume. Your resume is never going to get you the job. It is. The words and the confidence that you have in your interview that will make or break you along the way. So mastering that interview, when you do this pre work properly, you will have people reaching out to you if you do your resume and LinkedIn profile. So you don't have to come from a place of scarcity, so you don't have to be nervous and you can just have really great conversations. Now, in these conversations, it's very important for you to demonstrate your value. And as you're going in and again, you have already practiced for these interviews. You already have your answers to a lot of interview questions because you did that star method and you know, hey, this is exactly what they're looking for. And you've got your half a dozen or so star examples of how you can respond to questions like you did a lot of that pre work already. And so what you want to do, you've already practiced this. You already have your examples that you can really clearly, quickly, in a compelling manner, articulate your experience. You want to know what's actually important to your interviewer, especially if you're a career pivoter and you may be going up against other candidates who have more experience than you. They are speaking with you for a reason. They liked something on your resume. They liked something on your LinkedIn profile. They liked something that someone had to say about you. They're speaking with you for a reason. It is your job to be prepared with your responses and find out at the beginning what they were interested in about you. So we've essentially forced all of our students to start with this, start their interview, or start any exploratory call with some version of this where it's thank you so much for taking the time to speak with me today. I'm really excited to learn more about this company as well as this position and discuss how I may or may not be able to add value. But before we get started, I'm really curious to know, what was it about my resume or background that made you decide to speak with me today? Now, this is going to give you the answers to the test. Essentially, they are telling you exactly what you should be focused on as you are responding to questions, they are telling you exactly what problems they have that they are hiring you to solve and why they are interested in you solving those problems. Very important to ask this question to start off any conversation. And then likewise, at the end of your interview, you always end with the same question. Again, be very grateful. Thank you so much for taking the time to meet with me and for providing more light on the position as well as telling me more about yourself. I'll come back to that in a second. Before we wrap up, I want to ask, is there anything about my experience or any of my answers that concerns you about my ability to perform this job at a high level or to move on to the next round of the interview process? If so, I'd love the opportunity to either clarify or confirm any of your hesitations. Now, why do we ask this? This is going to show, first of all, it gives you an opportunity, especially if, you know, you didn't answer something super well or if you were nervous about something. This gives you the opportunity to bring it up and get a second chance at it. It also gives you also shows or demonstrates to the interviewer a lot of intangible skills that you can't just say that you have. You can't tell somebody, hey, I'm coachable. Hey, I'm self aware. Hey, I have a high emotional intelligence. You can't just say that it doesn't mean anything. You have to demonstrate it. So this is your opportunity to demonstrate that you have those intangibles that they're looking for. And on top of that, it's going to give you a very clear indicator of what to expect moving forward. It's very rare for you to ask this question and then get ghosted, right? Obviously we only have 60 minutes, so we've got like a whole two hour presentation just on interviews alone. But these two part, the two book ends of the interview are so important to make sure that you are getting that feedback. So you know the why. We talked about that in the very beginning. If you don't know why you're not getting called back, if you don't know what you did wrong or what you did that wasn't appealing to them, you'll keep repeating it unknowingly. So this gives you the opportunity to know the why of why you did good and what to focus on in later rounds or why you weren't a fit and to see if there's anything that you need to alter. Just not being a fit doesn't necessarily mean you need to alter anything. It may not have been a good fit. And again, you want to remember that you are positioning yourself to the solution to the problem that the company is trying to solve by hiring in the first place. Very important that you have that consultative hat on or that doctor diagnosis hat on to uncover problems. You should be asking quite a few questions in the interview. It should not be you just doing all the talking and answering questions. You should be asking questions to really diagnose the situation at hand. And then when you do enough of that, you go through enough interviews. You will have multiple job offers coming in so that you have options to choose from, options to leverage in negotiations. And then, of course, one final step here intelligently, or I prefer logically negotiating a competitive offer. So when you do this process properly, obviously you know what to ask for because you researched it in the first step and then knowing how to ask for it. Positioning yourself as worth that before negotiations even start, by positioning yourself as a solution to their problem beforehand in the interviews. And then a big thing here is never getting stuck answering how much money you used to make. This is a great example. This happened earlier in 2022, this year, where we were very much still in a candidate driven market at that point, and candidate came in, they were probably frustrated. This is probably the only job offer they had. And this recruiter went viral for saying, hey, I just offered somebody 85,000. They asked for 85,000, they got $85,000, and the job had a budget of 130. So because that person didn't know that the job was worth 130, they ended up settling for $85,000. Now, you could argue that was crummy on the recruiter. You could argue the person should have done their homework. Whatever the case may be up until this point, there's probably a very good chance that you were highly underpaid. When you look at our average salary bumps of what we're able to get people that $37,000, that is just for their first job that they're looking for. Oftentimes it's just because they didn't know what they were worth or they didn't have the confidence to ask for what they were worth. There was imposter syndrome. Whatever the case may be, a good amount of what we do is just getting people past that, the mental blocks that come from it. They may logically know, yes, it's worth that, but they may be too afraid to ask for it. So it's just navigating like the mental hiccups that come along with that. Very important for you guys to know and really internalize this. What you make now has absolutely nothing to do with what you can earn in the future or even your next role in a couple of months from now. I am one of my favorite examples for this. I started as a contractor, a media buying contractor. I started to share the part of the story with Caitlin beforehand. By the time I was 24, I was a director making over $300,000. That is not something I did not come from this world. This is not something that I ever thought was possible. I thought I would be doing what I'm doing now. I thought I was going to be able to do in retirement or when I was 56 years old. And it was solely by knowing what was actually possible and I wasn't smart enough to figure it out. I had mentors who are super gracious enough to teach me these things. And of course, more important than me is our clients. Where Zach is one of my favorite examples. He was a band manager. Some people think that I have a typo here, and he was a brand manager. Now he was a band manager, and he went to General Assembly, took a coding course, and then came to our coaching program and he was able to negotiate equity in his first deal. And that equity got him to seven figures in under four years, less than four years of graduating his boot camp. Another example, this is somebody she went from communication strategist to a brand marketing manager. From eighty dollars to one hundred and seventy thousand dollars. Again, what you make now, very irrelevant if you have the skills, the transferable skills, and you know how to go through this job search process. Going through these steps properly, she was able to grow to 170 with her dream company. Another very important thing there. And then Cynthia, another one of my favorites, she was one of the, she left Healthcare. She was an It consultant for Healthcare, wanted to be a product manager. Made a jump from 115 to 140 and she set up her massive growth where she's at. Of course, along the way, this is a big thing. You're going to go through this process. Hopefully you took notes and you're going to go through these steps. The people that we just walked through obviously had experts guiding them along the way. So they knew what steps to take every day, what to do before they went into conversations, what to say, how to say it. Essentially all of the twists and turns, like the curveballs that come so that they can just focus on getting the job that they actually want. This is something that we just decided to do. We just tested this with a nonprofit partner of ours for 24 hours. I asked our coaches to open their calendars for what we call our career audit strategy sessions. Now, this is essentially walking through the entirety of step one, where for the next 24 hours, and please do not share this link, I know we'll send the replay out, but only for this community. Our coaches agreed to take 90% off of our career audit fee. So any of you that are in the process, in the next three to six months of considering a job transition, our goal is to make it as affordable as humanly possible for you to have a oneonone session with us. So instead of being $1,000, normally, we are opening the calendar. It will be $97. Again, this is going to be for 24 hours. Please do not share this link. Outside of the community, our coaches do not have that many open spots. I was thinking that this was going to be a small enough group with all of the schedule changes that we would be able to do this. But you can go to this link, just curseback.com 97 and our coaches will open up however much time you need. Typically, it's about 30 to 60 minutes to help you and go through that step one of the process, to really audit yourself, your career, and the different paths that are available to you. So with that, I wanted to leave plenty of time for questions here, I'll just stop sharing my screen and I can put that I'll drop that link into the chat for you guys if any of you would like to do it, and then I will go through it. Looks like we had a couple of questions. I've got some questions stashed for you, Katie. So thank you so much. I don't always, I should say, taking so many notes. So it was really great. Very engaging material and very valuable. Every piece was like, oh shoot, I really got to do that. Great point. So as far as questions, one of the main ones that kept coming up was, will there be a recording? And I said, yes, there will be the recording, like Katie reiterated. But then in terms of having access to the slides or a copy of the templates, do you have any materials that can be shared out as well? So we don't typically share our slides. I guess if there's something specific that somebody needed, I don't know if there's anything super helpful on the slides themselves other than I mean, I suppose we could we've just never happened in the past. Okay, I guess yes would be the answer to that. And then in terms of the how to hold on, I read this one wrong. How do you demonstrate yourself during the interview? Do you have any guidelines for interview preparation? What are they focusing on? And I don't know if that means the interviewer or the interviewee. And can it be personality, leadership, or experience? Yes. Great question. So when it comes to presenting yourself or demonstrating your skills in the interview, an important thing to keep in mind is that you never brag in your interview. You don't have to brag. All your bragging is done in the resume with quantifiable data. That's where all of your bragging is, in that data. So in the interview, it is your goal to make a connection with the interviewer. So when you're coming in, you ask that first question about what was really appealing to them, what interested them. That first question is the key to opening up what they care about. Then as you're going through so prepping, your prep should be practicing saying that that so it comes across very natural. It shouldn't come across like you're reading it. And then what they're focusing on is they're looking for whether or not you are the solution to their problems. So you can prep both asking them personal questions, company questions, leadership questions, all sorts of things. One of my favorite things to do is go look at who your interviewer is going to be and look at their LinkedIn profile. Go do a little bit of homework on it and see how long they've been at the company and see what they did before they were at that company. If they've been there for 20 years, you can say, hey, and weave this into your conversation so it happens naturally. Where I saw that you've been with Google for 20 years. Do you mind me asking, first of all, why did you choose Google and what's made you stay for so long, get interested in them and then again, if they've been there a really long time, another question you could ask is what's changed since you first got here? Or what do you see now? How are things different now than how they were when you first joined? Whatever the case may be, or if they are very new to the company, you can ask a question that's something along the lines of, hey, I noticed that you were at XYZ Company beforehand. Like, what made you move from T Mobile to Nike, whatever the case may be, and get really curious about them as a person, their stories, their opinions of the company, things like that. Let's see. Did a great job copy and pasting some of these things. And then it looks like I've got a couple of direct messages here from folks as well. Got you. I do prefer the group chat so that I can keep it in the parking lot. And I'll just say for my part, I do have all the ones that were public. So it's all you now, Katie. Go for it. Yeah. So let's see here. First of all, thank you for the kind words. I also have some questions in the if you don't find any, I did have some questions from the meet up page that I sure yeah, it looks. Like one here is just, okay, well, what if you don't know your career nirvana? There's a couple of different versions of that. If you're really not sure what you're supposed to be when you grow up, a really good exercise is to just have that childlike curiosity. Actually, even before the curiosity is making a list of, hey, here's all the things that I've loved that I've done professionally and personally, like the things that light you up when you think about them. And then right next to that, you can make a list of the things that are like, here are all the things that I've hated, and just spend some time looking at that list and notice the patterns of the things that you really love and the things that you really hate. And then you can even type into Google like, hey, what jobs allow me to do this, what jobs, never have to enter data or whatever the things are that you don't like. And once you come up with a couple of different career paths, then just have really childlike curiosity to go talk to people. And you can even use that message that I've sent to like, hey, you are where I want to be. You can send a variation of that where it's like, hey, I'm really struggling determining my next career moves. And you are in a position that I think I would like to be in. Do you mind if I ask you a couple of questions of what it's been like for you? And bonus tip if you know the types of companies that you want to work with, go to people within those companies, even if you don't know the career path yet. And then you'll make connections within those companies. And I'll add one really quick thing. I know we've got a couple of other questions from the Meetup page. Another really great exercise. I did not come up with this one. This one's from Charlie Munger. Very smart dude, warren Buffett's business partner. He talks about, like, looking at the inverse. Our brains are designed to find threats and bad things. Like, that is how we've stayed alive as a species for tens of thousands of years. And so our brains are very good at detecting threats and coming up with worst case scenarios. So if you write a list of if I wanted to live the worst life possible or I wanted to have the worst possible career, you could probably make a list really quickly of all of the things that you don't like or things that would make the worst career. And some of you may be in those right now. And then what you do once you have that list of the worst things ever, then right next to it, you just write the opposite of those things in marriage. What would you do if you wanted to destroy your marriage? What would you have to do? You probably have to lie to your spouse. Not cheap, but cheat on your spouse. Never take them out on dates. Never tell them how much you care. Only tell them about their bad things, whatever the case may be. And then, okay, well, what if you want to have the best marriage in the world? Well, then you shouldn't cheat on your spouse. You should take them out on dates. You should tell them about the good things. You know what I mean? Like, it's the opposite of all the things that are going to destroy. And so it's a really good hack for our brains to start with the bad. We're so good at finding those things and then just essentially the inverse or the opposite of those will lead you very close to what you should be doing to get what you actually want. Great. Awesome. And you said that there's a couple of added questions here in the meet up group. Yeah. So I don't know if this is getting too specific string from the five step plan, but this question kind of stood out was how do you try to work at the next level when you're being forced to stay at the lower level? That's a good question. So I would ask two things. One, who's forcing you? And then two, if there are my assumption would be that people within the company don't want you to internally grow. That is where you get to look at other companies, right? And there are so many companies out there, even in today's market, where there's hiring, freezes, layoffs, things that are happening, there are companies that are still growing extremely quickly, and there are companies who need talent. And so you have the opportunity at any point to go look for what your skills are worth on the marketplace and get out of that. So if people internally at your company, it's a company where the culture is very oppressive, likely my advice would be to get out of it if you do not want to be in that situation. And how you go about doing that, just same thing, walk through those five steps. Even folks who love their company oftentimes, they will still go through these steps every so often to see what their skills are worth out on the market and then use that to negotiate their promotion, right? It's very hard to negotiate if you have no lever to pull on, if you have no other options. It's a very scary thing to do. So go get options from other companies and then you can use that internally to say, hey, here's what my skills are worth. Right? Or here's what I have x number of job offers for this next role. I really love this company, I would love to stay with this company, but I am looking elsewhere because it doesn't seem like there's an internal growth path. And having those options, putting that work in is extremely valuable. And especially we had one of my favorite case studies that we had. He came to us right out of college and he's gone through three or four job progressions over the last five years. And when Covet happened, he got laid off, the company downsized. And because he had been consistently doing these five steps, specifically that proactive outreach, that's step three. And because he had his profile set up the right way, he always had recruiters and hiring managers reaching out to him. It took him 25 days after he was laid off from his job in the midst of the craziness of the pandemic. Took him 25 days to go from $125,000 salary as a product manager to a $276,000 salary. And plus with his added, that was just his base. His total comp was over seven figures with bonuses, stock options, all that stuff that he got, because they consistently did this. So you never have to feel like you're oppressed, but the reality is you have the ability to be in control and to change that and to go look elsewhere or to get new skills that will make you worth more at a different company to get to that, whatever. That next level is great. Something I've heard about a lot actually, is how to deal with the emotion that you feel when you get rejected and keeping up the momentum. You have a lot of confidence for your next interview. So one of the things that really helps with this is, again, a lot of people who feel rejection is hard, especially if it was with the company that you wanted. Be honest with that. But it makes it a heck of a lot easier when you do the interview process. Getting rejected, that's step four. If you've done steps one through three properly, you will have so many conversations going and so many interview opportunities that missing out on one, even if it's hard in the moment, is okay because you've got ten other interviews lined up or ten other companies that have reached out to you saying, hey, we'd like to talk, makes it a heck of a lot easier. Now, that said, a rejection does not mean, no, you are a bad person. That is not what rejection means. It solely means not right now. So actually, that example that I just shared, the company that hired him 25 days after he was laid off was a company that he had interviewed with that rejected him at that time because it wasn't the right fit in that moment. And so keeping that long term perspective also helps because just because it's a no right now doesn't mean it's a no forever. Keep in contact with those people, especially if they say, hey, I would love to stay in touch and talk about other roles. This just wasn't at the right role. Or we just found somebody who's better. They're not being polite when they say keep in touch, actually keep in touch with those people, actually follow up with those people. And very often there will be other opportunities that come from that. And so looking at rejection not as a no, it's never going to happen or there's anything wrong with you, it just wasn't the right time, wasn't the right place. Whatever the case may be, keep in touch and keep improving yourself. Sweet. We've got time for maybe two or three more. There's another one from the meet up page. How do you really feel like you're worth the pay? You know you want it, but how do you have that confidence to talk about getting what you paid, what you're worth? That's a great question. So I will say it depends on your personality. What kind of tips are best for you? One thing that really works well for me is just the logical side of it. When I can go and I've had conversations and I know what people are getting paid, I do the research online, I know what the scales are. That is super helpful. But I will very readily admit that even though I logically knew that there were people making whatever amount of money for whatever job, that was something that I very much struggled with. And it wasn't until I had so much opportunity in front of me that I was able to that jump that I talked about from 48 to over 3000, that happened because I was okay. I had options on the table. So a very important part of it to have that confidence, having those options on the table. And I went to somebody and just said, hey, I need to grow. This is no longer suiting me. Like, I've got options that I don't have to do as much work. I was very overworked, and I wasn't getting paid for it. I was like, I've got options where I don't have to do this much work, and I can get paid far more, and I really appreciate everything that is gone that you've given me, blah, blah, blah. And then they ended up, rather than paying me $48,000, they ended up paying me over $300,000 just to stay there with that company. And it was a part time role, so I could still as a director, but I was able to do it in a way where I could still consult for other companies. And so I ended up making far more than $300,000 from that. But just that one role, I was able to specifically solve the problems that they had, and they were willing to keep me at that price because I was solving very painful problems for them that would make them far more than that. So that's another thing, especially if you're, like, an analytical person, is looking at what the value is to the company and knowing that, okay, so long as I'm making them ten times what they're paying me, this is a no brainer for them to pay me this, to do whatever. So that, I think, is really helpful for the logical people. If you're a little bit less logical, you're a little bit more emotional, you can spend a little bit more time thinking or having conversations with people who, you know, who are along your career path and having conversations to see what people are making. If you're a little bit more of, like, a social butterfly, I'm very much like, I'd rather do all my research online and not have to talk to anybody about it. So there's a couple of different paths you can take there to really have that confidence. And then again, it comes from once you know that range, it comes from doing part of what we do with our students is, like, oftentimes they'll do their research, and we're like, no, we know from our data it's actually this, and we have to push them a little bit further. And it's that idea of, like, if you're not a little bit uncomfortable, you're probably lowballing yourself a little bit. All right, so want to try and answer one more lightning question? Sure. So this is one last one that I think is a good fit for this event. So it's about procrastinating and compromising. Okay. So maybe we can trade this one as how do you stick to maybe a schedule? Are there any tactics that have worked for people that maybe need something more of a routine when it comes. To the five step strategy. Yes. So I'll say two things. A strategic thing is doing it first thing in the morning. It's very hard at the end of the day when you're already exhausted. Like decision fatigue is a very real thing. It's very hard to get yourself to implement the things at night. If you can wake up and first thing in the morning you dedicate like 30 minutes every day to following the strategy, you will go exponentially further than somebody who typically, I will say, than somebody who can only do it at night because at night you're tired. If you have a family, like you're dealing with so many different things, that typically gets pushed off. And what you can do in 30 minutes in the morning takes like 3 hours at night to do. And so that's one of the best taxes. Just get it done first thing in the morning. Have a clear plan when you wake up in the morning. A good hack is put your phone on airplane mode while you sleep. Don't check it. You can't check anything until you have gotten up and done your job search activity for that day. That's a really good hack. And then you get like the whole dopamine rush when you check your phone afterwards. Another good hack. And this is what I live by for everything is what I call money back. And one of my mentors shared this with me years ago and it has yet to fail me where you pick an amount of money. So on average, as I mentioned, we're able to grow somebody's salary by about $37,000. So essentially every day that you are not doing your job search, it's probably costing you 30 grand a year plus give or take, probably more than that. And so your brain doesn't care. It can suffer a lot because that's something that it doesn't already happen. So a really good hack to light a fire under you is to write a check or give money to somebody you trust and whether it makes it an amount of money that will hurt you if you lose it. Some people it's $500, some people it is $50,000. Any amount of money that is going to be very painful for you to not have and write that check out. And if you do not do any day that you do not get your stuff done, you have to send that check or venmo somebody now that you don't like, that money can't go to somebody you like, can't go to charity. You have to give somebody that you do not like that money every single day that you do not do what you said you were going to do for whatever the project is. And really funny thing happens when you do that. You somehow find time to get your stuff done. And since I have implemented that, I've never had to pay it out. Every time I procrastinate a project, I do that. And there's not a single person that we've worked with that has actually ever had to pay it out because it is just enough to trigger into your brain, this is important, and I don't want to lose that money. You can't lie to yourself or just not send it out. That obviously doesn't work. So I always recommend giving it to somebody you trust and giving them permit. You have to show them proof that you did what you said you were going to do. And if you don't show them that proof, they get sent out automatically. A little harsh, but harsher when you're losing even think about it. There's the amount of money that a lot of people waste. There's people that have been following us for three years, like, man, I wish I came to three years ago. Even if you're just average for the first salary, like, you missed out on $90,000 by not doing this sooner. Opportunity. Yeah. And it's like, I'll end on this one thing. I know we're overtime already, but something that really lit a fire under me was when somebody asked, hey, what's the biggest expense in your life? And I was like, I don't know. I don't really have a lot of expenses. I was like, I guess taxes. I pay a lot of taxes. And they're like, yeah, a lot of people think it's their taxes or their house or college or whatever. It's not. The number one expense that you pay is your tax for not knowing how to make a million dollars. And I was like, what are you talking about? Well, there's people out there who are not as smart as you, who are making a million dollars, and you can pick whatever amount you want, and solely because you don't know how to do that every single day, every single year that you don't know how to do that, it is costing you that much money. I was like, Dang, from that point forward, I made, like, a promise to myself, whereas if I have a goal, especially a financial goal, but this works in every arena of your life. Every financial goal that I have, I go find somebody that has that already, and I get them to teach me. And until I max out of the lessons that they've given me, then I go find my next mentor. And that was one of the biggest trajectory changes in my life, was realizing that they were not as polite or kind. And they pretty much said I was paying a stupid tax. And I was like, well, that hurts my ego a little bit there. And that changed. Tough love. Yes. It was beyond tough love. They did not say it that kind either. That is something that, when you really look at it, our brains it's so funny because our brains need to lose something in order to feel that urgency to get past that procrastination. It's not enough to just have a goal. Once you have that, once you attain that thing, you will hold on to it so much tighter. Then you'll use so much more effort to hold on to it than you will to go get that thing. And so a lot of times that money bet is exactly what people need to just get past that procrastination. It's really just a habit. You do it for like a week and then it becomes easy. Some people are a little bit more than a week. It depends what your level of procrastination is, obviously. Yeah. Wow, this has been an action packed hour plus. Thank you so much, Katie. I don't know if it was you specifically that reached out, but I'm so glad that someone from Cruise Spot did. I'll post the meeting recording on the YouTube channel with a minute code and then the recording link will be on the need a page. I know I'm off camera, but I'm doing our classic women who code Portland snapping the speaker as a clap. Virtual snapping. Thank you so much for everything, Katie. Where can we find you online if we want to? Yeah, sure. LinkedIn is probably the easiest spot or the careerspress.com. And then if you guys have pulled my LinkedIn here, I'd say LinkedIn is probably where I am most active. And then any questions that you guys have myself and the other coaches, we check out this email [email protected] We're all in there checking things out. If you guys have specific career questions that you want answered or LinkedIn, just shoot me a message. Great. Thank you so much. It's getting late afternoon for you on the east coast, so have a great rest of your day evening and thank you everyone else for joining us. And stay tuned. Huko for more events like this. Bye. It's.