Podcasts about brie reynolds

The email subject line for a job inquiry is a prime piece of real estate. It's often what will either drive a hiring manager to open an email and review your resume, or ignore it. As a job seeker, you need to do everything possible to make your email stand apart. So, think about what you want to convey to a hiring professional, and write your way to a new career with a powerful job inquiry email subject line!“Most of the time, we recommend the subject line contains your name and other vital pieces of info like the job title or requisition number,” says Brie Reynolds, manager of the Career Coaching Program at FlexJobs. “Depending on your situation, though, you may want to include other details to really make your email stand out.”Read the full article here: https://www.flexjobs.com/blog/post/5-go-email-subject-lines-job-seekers/FlexJobs | Find A Better Way To Work at www.flexjobs.comFlexJobs is a subscription service for job seekers. With an A+ rating from the Better Business Bureau, the monthly subscription costs allow us to fully vet and verify all of the jobs on our site—ensuring that customers have a safe and positive job searching experience to find work-from-home jobs.

On the latest episode of the Proteus Leader Show, Erika speaks with career development expert Brie Reynolds about how leaders are creating hybrid workplaces that work for this new world.

Brie Reynolds from FlexJobs chats about remote work best practices--from hiring to onboarding--how remote work has evolved over the past 14 years, and what skills are needed to thrive in remote jobs.

Sign up for our newsletter: bit.ly/THT-Newsletter Chris sits down to talk remote jobs with Brie Reynolds, Career Development Manager at FlexJobs. Show Notes: https://www.tinyhometours.com/post/how-to-find-your-perfect-remote-job

This week, FlexJobs' Brie Reynolds joins Jennifer to talk about a Bizarro world where 42 percent of the labor force now work from home full-time. As we all learn what we like and don't like about flexible work, most of us still want to keep at least some aspect of it going forward. Want to learn how? Check out Flexjobs' job board as well as its new series of flexible work webinars. And on Oct. 20, make sure to share your flexible work life with #NationalFlexDay! Learn more about your ad choices. Visit megaphone.fm/adchoices

The animated 1998 film Mulan remains one of Disney's all time greatest hits. Fans greeted Disney's announcement of a live-action reboot starring an all Asian cast with great excitement. But COVID-19 forced the film from the big screen to Disney streaming, and the film's recent debut sparked controversy both here and in China. At a time when Asian Americans are being attacked publicly — and being erroneously blamed for the coronavirus — 2020 has been fertile ground for significant growth in Asian themed feature films and TV programs, with independent films helmed by Asian directors and Asian actors in lead roles. What is the power of this expansion of representation? And does it especially matter in this moment? Guests: Elena Creef, professor of Women's and Gender Studies at Wellesley College. She specializes in Asian American visual history in photography, film and popular culture. Jenny Korn, fellow and the founding coordinator of the Race and Media Working Group at the Berkman Klein Center for Internet and Society at Harvard University. Later in the show: The Pew Research Center documented the sharp increase in out-of-work Americans from 6.2 million unemployed in February to 20.5 million in May. For those looking to find new work, what's the best way to navigate a job search during a pandemic? Meanwhile, the class of 2020 has produced two million new college grads with bachelor's degrees entering one of the worst job markets in decades. And for those currently employed — and working remotely from home — how can we succeed in this out of office workspace with new Zoom office etiquette? Guests: Karen Cardozo is an assistant vice president of Northeastern University's Employer Engagement and Career Design. Brie Reynolds is a career development manager and career coach at FlexJobs, a site for telecommuting and flexible job listings.  Show Credits: We're on the web at wgbh.org/news/undertheradarwithcalliecrossley and available for download wherever you get your podcasts. Under the Radar with Callie Crossley is a production of WGBH, produced by Hannah Uebele and engineered by Dave Goodman. Rebecca Tauber is our intern. Our theme music is FISH AND CHIPS by #weare2saxys', Grace Kelly and Leo P.

Guest:career development manager and coach Brie Reynolds from Flex Jobs https://www.flexjobs.com/ an online resource for finding online jobs. How does flex jobs differ from other job posting websites?Benefits on working from homeHow to be successful working from homeResources for parent returning to work after taking time off to care for a child Facts on Flex Jobs dot com: Colorado is the State With the Highest Remote Worker Population (7.9%) with Boulder having the highest (14.9%). Mississippi is the State With the Lowest Remote Worker Population (2.2%) with Jackson, MS having the lowest remote worker population (1.5%).The average remote worker earns a higher median salary than an in-office worker. And the average person can save at least $4,600 annually by working remotely.About equal percentages of men and women work remotely.Our financial experts also talked about proposed coronavirus benefits. See acast.com/privacy for privacy and opt-out information.

In today’s episode Emilie chats with Brie Reynolds, a career coach and FlexJob’s Career Development Manager, on practical strategies you need to know to stand out in the flood of remote job applications in this new virtual world. Related Links: Learn more about remote jobs at Flexjobs.com Download our FREE resource: The Ultimate Job Search Guide for the Modern Woman Join HIRED: Bossed Up's Job Search Accelerator  Schedule a career coaching session with Emilie here How a Bridge Job Can Assist Your Career Shift [WEBINAR] Is Working Remotely Effective? Gallup Research Says Yes How to Nail a Virtual Interview Join the Bossed Up Courage Community Got a career conundrum you want me to cover on the podcast? Call and leave me a voicemail NOW at 910-668-BOSS(2677).

Brie Weiler Reynolds is a writer, career coach and Human Resources professional who helps people overcome their roadblocks to discover career happiness. She is the Career Development Manager at FlexJobs, the award-winning site for remote, flexible, and freelance job listings. She is also a certified resume writer with 15 years of experience working with both job seekers and employers. Today, Brie offers career, hiring, and work-life balance advice through the FlexJobs Blog and to media outlets like Fast Company, Forbes, and NBC News. Today on the show we talk all about remote jobs: Where to find legitimate, work-from-home and remote jobs How to land a remote job What to do if you apply for jobs and never hear back  The biggest mistakes people make when applying for remote jobs  The top skills that flexible work employers are looking for How to organize your resume to align with job search algorithms Why you always need a cover letter when applying for remote jobs and what to put in it How to approach companies to work for them even if they don’t have any remote positions available What to do if you don’t have ANY remote work experience or skills Why you're probably not too young or old to get a remote job In the lightning round, we find out Brie's: Favorite job search tools Remote work and communication apps Ideal home office set up Work-from-home morning routine And her tips on working from home with kids and a dog! Special thanks to members of our Facebook group who contributed questions for this interview (Mindy, Marie, Delphine, Sacred, David, and Sacred)! You can join the conversation at www.facebook.com/groups/digitalnomadsuccess Connect with Brie: Twitter: https://twitter.com/briewreynolds FlexJobs Blog: https://www.flexjobs.com/blog/ Episode Resources: Free Remote Jobs Guide: http://www.travelingwithkristin.com FlexJobs Portal https://www.flexjobs.com/ Remote Co https://remote.co/ Running Remote Conference https://runningremote.com/ Jobscan https://www.jobscan.co/ ........................................................................................................ Support the Podcast: NEW: Become a Patron and access exclusive content Shop for your travel and remote work accessories in my Amazon Store Connect With Me on Socials:  Follow on Instagram Subscribe to Badass Digital Nomads Podcast Check Out DIGITAL NOMAD TV on YouTube Subscribe to Traveling with Kristin on YouTube  Join the Badass Digital Nomads Facebook Group

Designing Benefits for Global Teams IntroThis is your HR News Flash for Monday, January 7, 2019. Your weekly briefing on talent management and the world of work from the HR Certification Institute.News ItemAs companies start a new year, the tight global job market means stepping up efforts to attract top talent. Senior executives are thinking strategically about designing benefits that appeal to a global workforce. Brie Reynolds, senior career specialist at Flexjobs, says that a competitive benefits program can help a company stand out. She says that “with a global team, executives need to take into consideration the different values, customs, and cultures of their employees to create benefits that work.” Benefit managers also need to think about employee mobility. Cross-border hiring, economic migration, and the increasing global competition for talent are all changing the benefits landscape. One way to tackle these challenges? Make sure you hire a diverse global team, Reynolds says. But “you can also include focus groups, surveys, and workers acting as consultants to help evolve the benefits area.” Understanding the unique needs of a workforce spread across the globe can be challenging. Tim Cinalli is vice president of global payroll and benefits for Western Union. He suggests working with business leaders and HR partners in each country to understand the market and provide the benefits that employees value. Getting buy-in from local business leaders and HR teams on new benefits or changes is key, he says. But thinking through the logistics of global benefits is critical too. “It’s important to have a robust governance process,” says Cinalli. How can companies be sure that the benefits provided at a local level align with their goals and philosophy? Corporate committee approval on plan implementations or changes helps ensure that programs are not being implemented locally without oversight, he says. OutroWell, that’s your HR News Flash for Monday, January 7, 2019 from HRCI. Thanks for listening, and check back next Monday morning for the workplace news you need. HRCI prepares HR leaders for the digital age. Learn more at HRCI.org.

In this episode of “Director Download,” Justin, Beth, Joelle, and special guest Jim White delve into the myths and realities of teleworking, and discuss how offering opportunities for employees to work from home can both inspire more productivity and invite new challenges. Plus, the group hears from career specialist Brie Reynolds who emphasizes the need for constant communication to build a successful relationship with teleworkers, and explains how investing in the right technology can make your whole team—wherever they are—feel closer together. Questioning whether you should be offering your employees remote opportunities, or looking for ways to make the case for working from home to your manager? Tune in to this episode for guidance on how to approach the subject of teleworking from both perspectives.

Brie Reynolds, a Senior Career Specialist at FlexJobs, helps people find the jobs that will best accommodate their chronic condition life challenges. FlexJobs is the leading online service for professionals seeking remote, flexible schedule, part-time, and freelance jobs. Imagine not having to take time off of work for your doctor’s appointment, or not having to call in sick when your not feeling well. That’s what flexible jobs are all about! Flexjobs offers ancillary services as well as jobs boards for job seekers. There’s 1-on-1 coaching, help with resumes, webinars with featured companies, and a blog with tips and tricks to help you get the job you want and need. **SPECIAL OFFER** Use the code FUMS when subscribing to a membership at FlexJobs to get 30% off of any subscription level! In this episode we discuss: How FlexJobs works The positions offered with benefits and without benefits. Advice for chronically ill folks on how to handle sharing their condition with potential employers. Perks of having a part-time and freelance job. Being realistic about what you really need. The process of subscribing and becoming a member at FlexJobs. The 50 Current Most Surprising Flexible Jobs Why you should pick Flexjobs. Resources mentioned in this episode (clickable links): FlexJobs Website Where to find Brie Reynolds: Brie Reynolds LinkedIn Twitter **Today’s episode is brought to you by: Patients Getting Paid – a new course being developed by FUMS – to help patients find legitimate work from home opportunities and paid patient advocacy gigs. There are all kinds of companies looking for the kind of knowledge you have in living with your disease. You’ve got the disease, you’ve got the knowledge – you should get paid. Sign up now for more information at PatientsGettingPaid. **Don’t forget to join us on the FUMS Facebook Page and on Twitter at FUMS. Have an idea for a topic or someone to interview? Perhaps YOU?? Send me an email at Kathy@FUMSnow.com. And remember to speak to this stupid disease as it deserves: tell it FUMS every day!!

Americans have lowered their energy consumption significantly in recent years, largely because of an increase in working from home. Remote work creates more environmentally sustainable workplaces by reducing congestion, lowering fuel consumption, minimizing construction, lessening pollution emissions, reducing the strain on transportation systems, and improving air quality. According to findings from FlexJobs and Global Workplace Analytics' State of Telecommuting Report, the collective environmental and community impact from the current telecommuting population of 3.9 million telecommuters in the U.S. saves $1.5 billion a year. Today we will talk with Senior Career Specialist, Brie Reynolds, about the environmental impact of remote work in the U.S.

Americans have lowered their energy consumption significantly in recent years, largely because of an increase in working from home. Remote work creates more environmentally sustainable workplaces by reducing congestion, lowering fuel consumption, minimizing construction, lessening pollution emissions, reducing the strain on transportation systems, and improving air quality. According to findings from FlexJobs and Global Workplace Analytics' State of Telecommuting Report, the collective environmental and community impact from the current telecommuting population of 3.9 million telecommuters in the U.S. saves $1.5 billion a year. Today we will talk with Senior Career Specialist, Brie Reynolds, about the environmental impact of remote work in the U.S.

When it comes to taking control of your finances, many of us are seeking out new opportunities to make money. Flexible careers offer creative ways to make money on your terms. Thanks to technology, more and more companies are open to remote workers, telecommuting, or a hybrid between remote and in-office time. Now more than ever before, you can choose a career opportunity to fit your lifestyle so that you can finally have career happiness.    Here to help us better understand all of the flexible working opportunities available is Brie Reynolds. Brie represents FlexJobs.com, a website and job resource that curates all of the available flexible working opportunities from across the globe. You will be surprised to find that remote work opportunities are not just for transcription or customer service! You’ll find listings like “Remote Neurosurgeon” and “Hybrid Business Administration” among their wealth of listings.  Today, Brie will explain Flex Job’s process, and why their site is unique. Flex Jobs truly has the job seeker in mind, so if you are looking for a bit more freedom in your schedule, this is the cite for you!      Flexible working is so much more than working from home. It also means that, if the employer is open, that you can work literally anywhere in the world. Financial freedom might look a lot like choosing your own schedule and work environment, and I think that is pretty great. Brie is on a mission to help you discover career happiness, and that is precisely what ProfitBoss Radio is all about!    What you will learn in this episode: The most misunderstood aspects of flexible working.  There are surprising opportunities out there for you.  Usually, flexible working is a hybrid situation.  How to begin finding flexible jobs in your field.  The difference between telecommuting, working remotely, and a hybrid situation.  Discover the careers that seem to be growing the most when it comes to flexibility.  You open up your business for a wider variety of candidates when you hire remotely.  The downsides of working remotely.  Are flex working opportunities going away?  People are measurably happier when they get control over their time.  How to stand out in an online application.  Learn how to spot the scam jobs.  Compensation is usually the same for these flexible job opportunities.  Why Flex Jobs is different than other job sites.  Flex Jobs is all about the job seeker.    Resources from the Show  Flex Jobs  https://www.flexjobs.com/  

In this episode, Pilar talks about the importance of thinking holistically about introducing “remote” into an organisation: how will it change a company’s culture? How will it challenge people’s identities? Visit www.virtualnotdistant.com  It’s the summer, and things have slowed down, which I really appreciate. London is quieter, the internet is quieter, which means I have more time to think and to write. But I’ll tell you about the writing a little bit later. Today’s episode: well, I’d like to dedicate it to people in organisations who are in charge of implementing remote working (or some other way of working that involves working away from the company’s premises) or indeed, if you are championing this kind of work in your organisation. Last year, the Work Foundation predicted that 2017, this year, would be the tipping point for 50% of the UK’s population to go “mobile”. And indeed, it’s really felt like that this year. (To hear more on the Working Anywhere report, have a listen to episode 72.) More organisations – both in the public and private sectors – are introducing “agile working” which means different things to different people, but which always integrates some sort of remote work. So there is a lot of potential for individuals to organise their lives around their work, for getting rid of unhelpful processes and work habits that we’re used to in the collocated space that get in the way of people doing great work, of concentrating on the work that needs to be done, rather than worrying about whether people look like they’re working at their desks, all those things that we talk about on this podcast… At the same time, I worry that this change is being introduced without understanding the profound change that it will have on people’s lives and ways of working… In some cases, the change is happening because organisations want to retain their employees by giving them more autonomy and flexibility, but in some cases, it’s being introduced to reduce the real estate bill, and for some employees, it might not be a welcome change. So, I thought I’d have a reflective episode on all of this: whatever the reason for the change, it’s worth remembering that remote work is not just supported by giving people laptops, it needs a lot more support… So I think the first thing to consider is that introducing remote work should give employees more flexibility around where, when and how they do their work. It’s a shame to enable remote working and then restrict this freedom. And this involves seeing whether there are more options beyond 1) working at the same desk every day and 2) working from home. It’s worth remembering that people working from home, especially if it’s for the first time, might need help and practical support. Some will love it, they will be happy to check emails on their sofa and work on the kitchen table. Others might have a dedicated room they can use as an office. But some people might just not have the space, or they might have conflicting schedules at home which means that they long to get out of the house to have some time to themselves. If the ability to do this by going to work is removed, we might be taking away something valuable to them. So, if your reason for introducing remote work is reducing office space, then make sure your people have the necessary alternative spaces where they can get their work done. If, on the other hand, you are introducing remote work to give your people flexibility, make sure that no-one feels like they are expected to start working away from the office – just because they can, doesn’t mean they should. We really need to remember that not everyone wants to work from home, that not everyone CAN work from home. However, some people might be able to use alternatives, like coworking spaces, or maybe there are spaces within your organisations’ building where they feel most inspired, or where they just feel more connected to the work. There might be ways of rearranging the space you already have to create different types of spaces to accommodate more people (rather than the one fixed desk per person); there might be ways of partnering with other organisations to offer your employees spaces that are more convenient for them – think broad, think beyond fixed desk space or home, there might be more alternatives… (I talk more about this in episode 131, Office Optional) Sometimes having people work away from the office – away from their desks – is met with resistance from managers, from colleagues, and I think this is often because we’ve lost our connection with the work; its nature; its purpose. It might be necessary to stop and reflect on what is the work we do? What do I do at work? Why do I need to work with others? I can’t give you an answer to any of this because it will be really specific to your work and situation. It could be that what you do at work is answer questions from visitors to your website. That type of work can be done from anywhere where you are comfortable at a computer. But you might feel like you need to be with others, for troubleshooting, for moral support, because the work itself is actually quite monotonous, or unrewarding, and being with your colleagues is what keeps you engaged. How will you make sure those people in the organisation who need that social contact continue to get it? At an organisational level, you need to have an idea of the kind of work people do and whether it’s location-specific or schedule-specific; that will help us decide whether the work can indeed be done from anywhere and how. In addition to this, you need to understand the environment you want to offer your people, and make sure that introducing some kind of remote set up is not going to remove what you most value. But in order to do that, you need to be able to break down the experience your people have at work and what they need to be happy at work; not just how much more productive they’re going to be because they’re not going to have interruptions when working separately from others – if that’s the case. Sometimes transitioning to a remote setup, or even just a more Office Optional approach can seem like turning everything upside down, but it could well be that in looking at our work, we realise that we’re already using technology in a number of ways and that we might need to preserve many of the ways in which we currently work. And then we might also see that the work we do actually can take a lot of flexibility regarding when and where, and even how we do it, even though at first it looked like there was only ONE way of doing the work, the way in which we’d been carrying it out until now. But finding this out will take time and some thinking. It could well be that “going remote” starts to throw up questions about how the whole organisation is working. This is where the whole discussion around introducing remote work in an organisation can start to get quite broad. There might have been an emphasis on team members sitting together, on different functions being located on different floors, increasing the separation between different parts of the organisation and maybe even, without realising it, nurturing a culture of competitiveness. This might have been deliberate, or actually, it might have been a practical decision that had unforeseen consequences. Now that we understand that tools, processes and environment can affect workplace culture, we can’t overlook that introducing “remote” can have positive and negative consequences. Going remote could mean that you think about how to enable connections between everyone in the company, regardless of function; knowing that collaborating across functions can lead to innovation, and that to get things done in a company it often helps to know people outside of your team. Instead of thinking how you can enable people “bumping into each other” in the corridors and breakout areas, think about how you can enable this through technology. As people get used to using technology for every day communication and to enable collaboration, why not incite people to broaden their network, beyond their team members? On the other hand, remote can lead to isolation and even more separation between different parts of the organisation, as communication can become more segmented because exchanging a few words around the coffee machine, or in the queue to get your food becomes quite difficult. Unless you plan for it, informal exchanges between people not working directly with each other can become less frequent. This is something we need to think about: how will the company work as a whole, rather than just how will people work in virtual teams? If you want people’s networks to strengthen within your organisation, you need to plan for that. So, on the point of reducing silos, I’ve been talking for a while here now- it might be a good point at which to introduce a new voice.   Those of you who have been listening to this podcast for a while might remember that a few episodes ago, in episode 127, Brie Reynolds joined me to talk about career progression in remote work and her own work in FlexJobs. I preparation for the interview, I downloaded the 2017 State of Telecommuting in the US Employee Workforce. As a result of doing that, I then got an email through inviting me to request an invitation to the TRaD works Forum. With a lineup of speakers from Dell, Gallup and Harvard Business Review, I thought it would be interesting to have someone tell you a little bit more about the event – one, in case you are interested in attending, it’s an in-person, in the flesh event taking place in Washington DC at the end of September and two, I always like to share events I come across about the world of work. So here’s Mike Gutman, Director of Marketing from Flexjobs telling you a bit about the company, and a bit about the event.   Well, thank you Mike for adding a different voice to this solo episode. And the url for that event is trad.works and of course, check out flexjobs.com or their sister site remote.co I think that the focus that the event has on making remote “scalable” and something that is seen as an organisation-wide programme reinforces what I was saying earlier, so that’s another reason why I wanted to include the segment here. So, back to introducing remote in an organisation, I’ve mentioned understanding the type of work we’re doing and its flexibility, as well as understanding the Culture of the organisation and the effect that can have on how remote is implemented, as well as the other way around of course. And it will also work the other way round: Going remote will have an effect on culture, whether we like it or not. If the transition is planned and deliberate, we can strengthen those aspects of the current culture that are helpful; but if we leave it to chance, we could well end up with a culture of people disappearing at home behind their computers or, at the other end, we could end up with a culture of people constantly checking up on others. In addition to culture, there is the question of individual identity. Just something like not coming into the office every day to be with colleagues can challenge someone’s identity. For example, if you are someone who prides themselves in being the person others turn to when they need cheering up and you think that your optimism and ability to help others to see things in a positive light is the main thing you bring to your team, you might have trouble adopting to a new way of working when you spend a lot less time in person together, and where connecting with others takes that little bit more effort. Or, if you are a manager who sees themselves as approachable, and enjoys having “lightning coaching chats” in the corridor with people and always being available when people spontaneously ask if you’ve got five minutes, it might take a while to take the more deliberate approach to these conversations that is necessary in the remote space. And in the beginning, it can feel that the essence of what makes you special and valuable, that approachability, is being overlooked or even undervalued. These are all subtle consequences of starting to work in a more location-independent way, and they are usually overlooked… Some people, some teams, even some companies will be able to adapt to a location- independent, even schedule-independent way of working quite quickly. But in other places, we might actually be asking people and teams to change how they see themselves, not just how they work. And that is hard and takes time. So to wrap up this short episode of the 21st Century Work Life podcast, I suppose what I’m advocating for here is a deeper approach to changing the way in which we work when going remote or mobile.., that goes beyond training people in the new technology and making sure they have the right equipment and set up. Although maybe I still need to highlight the importance of doing all that too – I run the danger of taking for granted that that will indeed be the very first step… So let’s remember that we also need to provide the right equipment, some way of people to assess whether they are being productive in the new set up, whether they’re adapting ok, how work is affecting other parts of their lives, etc. Then keeping an eye out on culture, work satisfaction etc, especially if you have introduced new tools, as these might well change the dynamics and quality of how people communicate and collaborate… This is not something that will take a month or two to implement, it’s something that is worth introducing slowly, monitoring, evaluating, adapting, because the short-term effects might be different to the long-term effects. It’s a change programme, so as well as looking after the tech, you’ll need to look after the people… I’m probably preaching to the converted, but I just hear more and more stories of managers, specifically managers, being told that people can now work from home, without providing them with the support necessary to make the change successfully. We’ve developed strong habits around how we do the work, about what working feels like and looks like; while some people can adapt incredibly well, for some people, it challenges the core of how they see themselves as professionals and how they view the world of work. To sign up as a Beta reader for Online Meetings that Rock, click here: http://bit.ly/betameeting

In this episode, Pilar talks to Brie Reynolds, Senior Career Specialist at Flexjobs, about taking control of your career when working remotely. www.virtualnotdistant.com Flexjobs has been around now for ten years, enabling people to find telecommuting jobs and other flexible jobs. Brie works there as Senior Career Specialist.  Brie's job is to help people find those jobs and she does so in a variety of ways, including organising webinars where representative from companies looking for new employees can interact directly with job seekers. Can you imagine the cost of doing that in the collocated space? In this episode,  Brie shares how she built a team of writers at FlexJobs How and why she moved from full time to part time https://www.linkedin.com/pulse/how-leaning-out-actually-helped-me-lean-learning-from-brie-reynolds Why she created a course for people who are recovering from a layoff.  https://www.linkedin.com/learning/recovering-from-a-layoff/ She talks about career progression in remote work. And we hear her response to an article by Jack Welch. https://www.linkedin.com/pulse/working-remote-kill-your-career-jack-welch Connect with Brie on Twitter And be check out the great resources for working remotely on Flexjobs.com And Remote.co

Brie Reynolds is the Senior Career Specialist at FlexJobs providing practical information about flexible work.

Brie Reynolds is Marc’s expert guest in this episode. Brie is the Senior Career Specialist at FlexJobs, the award-winning site for remote work, flexible schedule and freelance job listings. She helps people empower themselves to find jobs that fit their lives by providing practical information, resources, and insights into flexible jobs and the future of work. With a background in human resources and career advising, Brie has 12 years’ experience working with jobseekers and employers, and she offers career hiring and work/life balance advice through the FlexJobs blog, media outlets like Fast Company, Forbes, and NBC News. Marc and Brie start the discussion with an overview of the origins of FlexJobs, the growth flexible opportunities, how Brie got involved, and the types of work FlexJobs features on its site. They talk about the four measures of flexibility of a job, the types of companies offering flexibility, the types of jobs offered, and the reasons a person might seek flexibility in employment. Brie offers tips for preparing to apply for a job with flexibility, and how to make yourself stand out as a solid contributor. Listen in to learn about the trend of flexibility in employment, and how you may obtain a flexible position. Key Takeaways: [3:08] Brie describes herself, and her passion for ‘job stuff.’ [3:42] FlexJobs is a job search service, with a few key differences, specializing in telecommuting and flexible jobs for professionals. All of them have some flexibility, and many of them are for remote work. This is FlexJobs’ 10th year! [4:24] In 2006, Sara, the CEO and Founder, was laid off late in her pregnancy. She had founded a job search company in college, and also had held high-level positions. Looking for work, she wanted the flexibility to work from home. Flexible jobs were rare. She knew there must be others in her position. After giving birth, she founded FlexJobs. [6:03] Brie is the Senior Career Specialist, and helps people learn about the flexible jobs market. She writes articles, hosts webinars, and has press and media interviews to spread the word, so job seekers can prepare themselves to find a job with flexibility. [7:37] The world of flexible or remote work has changed dramatically, and a lot of that is due to technology. Marc is in Austin, and Brie is in Boston, and they are recording this podcast over free software. Marc is recording it on software that cost him $19.00. [8:03] Brie started looking for flexible work about eight years ago, when her husband got on a rotational career track. Brie had worked as a college career advisor. Her first flexible job was as a customer service job working from home. She loved working from home, but not customer service. Someone from the company put her in touch with Sara. [10:04] This recommendation from her co-worker to apply to work for Sara at FlexJobs was the best networking experience she had ever had. This person had worked at Sara’s earlier job search firm, before she had sold it. Brie interviewed, and found herself writing part-time at home for FlexJobs, as one of nine employees at the time. [10:36] Brie loved it. It allowed her to offer career advice, and learn about this new way of working, to learn which companies were doing great at it, and what sorts of jobs were compatible with flexible work. The company moved around, and is now in Boston. In seven years she has gone from flexible, to full-time, and back to flexible part-time. [11:40] Marc used to run a help desk for IBM, supporting 500 engineers while he took away their drafting boards and put them on CAD/CAM screens. He also used to train world-wide technical support people. He knows talking to unhappy people all day can cause morale problems. Certain people can do it, and others can’t. [13:04] FlexJobs considers jobs that have flexibility in any of four areas: hours (part-time to full-time); schedule; telecommuting; and freelancing. They list jobs in 55 career fields; the type of work determines the type of flexibility. There are so many companies that offer flexible work, but not always to the same degree. [15:40] FlexJobs offers a mix of employee and freelance jobs on the site. The freelance assignments may last six weeks to six months or longer, rather than being quick tasks. [16:43] Marc now wants more control over when and where he does things, than over what he does. He wants to work less time doing what he likes to do. Brie sees that type of applicant, along with people who are looking to advance their careers and grow their responsibilities; also, people who want to take a step back for a while. [18:02] FlexJobs has C-level jobs, telecommuting VP positions, and Executive Directors, and jobs with no advancement, just flexibility, such as customer service and data entry. [18:32] Brie cites an example of a retiree who needed the flexibility to travel around the country in an RV. She found a behavioral coaching position for an insurance company, using her background in medicine. Others just want to transition to a different position or career, and take a flexible role as part of their pivot. [21:13] Some people just start a new career and start as freelance, or part time, and work their way up to a full-time position in their new field. [23:41] In applying for flexible work, consider if you have previous flexible experience. What skills did you use to focus? What software did you use to communicate with coworkers? Put these on your LinkedIn profile. Companies want you to be able to troubleshoot basic errors at home. Tout communications skills, and conferencing tools. [28:09] Former entrepreneurs looking to transition back to the corporate world, bring great skills with them. Flexible work and freelance work are similar environments. [31:08] Marc’s final words: To join the FlexJobs community, please click on the FlexJobs ad at the bottom of any of Marc’s CareerPivot blogposts. He is a proud affiliate of FlexJobs. Mentioned in This Episode: Careerpivot.com/episode-31 Repurpose Your Career: A Practical Guide for the Second Half of Life, by Marc Miller and Susan Lahey (Now available online) Contact Marc, and ask questions at: Careerpivot.com/contact-me Call Marc at 512-693-9132 and leave a message and email address. FlexJobs.com Twitter: @BrieWReynolds LinkedIn: Brie Reynolds LinkedIn: Sara Sutton Fell UpWork.com Please take a moment — go to iTunes, Stitcher, or Google Play. Give this podcast a review and subscribe! If you’re not sure how to leave a review, please go to CareerPivot.com/review, and read the detailed instructions there.  

Brie Reynolds works with FlexJobs, creators of Remote.co: a resource providing information and best practices on starting, training, and managing remote workers and teams. We discuss communication, relationships, and awesome culture building tips. For more stories, visit CollaborationSuperpowers.com.