Podcasts about ofccp

In this installment of our Workplace Strategies Watercooler 2025 podcast series, shareholders Lauren Hicks (Indianapolis/Atlanta), Chris Near (Columbia), and Jay Patton (Birmingham), provide updates about the Office of Federal Contract Compliance Programs (OFCCP) under the new administration, as well as recent matters of interest to federal contractors. Jay offers listeners an update on the shortened EEO-1 filing cycle, along with anticipated changes for reporting on non-binary employees, as well as a reminder about continuing obligations for protected veterans and individuals with disabilities. Lauren provides insights on changes to OFCCP's headcount and structure, the agency's possible enforcement initiatives, and certification issues under Executive Order (EO) 14173. Chris offers a brief mention of the new EO 14281's aim to deprioritize disparate impact, along with a reminder to contractors about the unwinding of EO 11246 obligations pursuant to EO 14173.

The Labor Department is making major cuts to a watchdog office that ensures federal contractors aren't discriminating against their employees. The Office of Federal Contract Compliance Programs laid off about 90% of its staff last week, leaving only about 50 employees nationwide. OFCCP was created in 1965 to protect American workers from race and gender discrimination by federal contractors. Employees who got RIF notices will separate from the agency on June 6.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

https://dstribute.io/ofccp-compliance-job-posting Tired of dealing with complicated and time-consuming OFCCP job posting tasks? Dstribute.io takes the stress out of compliance by automating the whole process—so you can focus on finding the right candidates instead of worrying about posting rules. Here's how it works. dstribute.io Job Distribution Software City: San Marcos Address: 251 N City Dr Website: https://dstribute.io Phone: +1 760 664 5003 Email: hello@dstribte.io

This week, we highlight new guidance from the Equal Employment Opportunity Commission (EEOC) and Department of Justice (DOJ) on diversity, equity, and inclusion (DEI)-related discrimination. We also examine the Acting EEOC Chair's letters to 20 law firms regarding their DEI practices, as well as the Office of Federal Contract Compliance Programs (OFCCP) Director's orders to retroactively investigate affirmative action plans. EEOC and DOJ Warn DEI Policies Could Violate Title VII  The EEOC and the DOJ jointly released guidance on discrimination in DEI policies at work, warning that these policies could violate Title VII of the Civil Rights Act of 1964. Although the guidance does not define DEI, it provides clarity on the EEOC's focus moving forward. Acting EEOC Chair Targets Law Firms Acting Chair Andrea Lucas sent letters to 20 law firms warning that their employment policies intended to boost DEI may be illegal.  OFCCP Plans Retroactive DEI Enforcement A leaked internal email obtained by The Wall Street Journal reveals that newly appointed OFCCP Director Catherine Eschbach has ordered a review of affirmative action plans submitted by federal contractors during the prior administration. These reviews will be used to help determine whether a federal contractor should be investigated for discriminatory DEI practices. - Visit our site for this week's Other Highlights and links: https://www.ebglaw.com/eltw384 Subscribe to #WorkforceWednesday: https://www.ebglaw.com/subscribe/ Visit http://www.EmploymentLawThisWeek.com This podcast is presented by Epstein Becker & Green, P.C. All rights are reserved. This audio recording includes information about legal issues and legal developments. Such materials are for informational purposes only and may not reflect the most current legal developments. These informational materials are not intended, and should not be taken, as legal advice on any particular set of facts or circumstances, and these materials are not a substitute for the advice of competent counsel. The content reflects the personal views and opinions of the participants. No attorney-client relationship has been created by this audio recording. This audio recording may be considered attorney advertising in some jurisdictions under the applicable law and ethical rules. The determination of the need for legal services and the choice of a lawyer are extremely important decisions and should not be based solely upon advertisements or self-proclaimed expertise. No representation is made that the quality of the legal services to be performed is greater than the quality of legal services performed by other lawyers.

Biden-era guidance on responsible AI use has recently been removed from public-facing websites of certain federal agencies including the EEOC, OFCCP and DOL. However, that does not mean companies are not absolved from legal responsibilities when utilizing AI in support of business operations.  Chapters 00:00 Introduction to AI in the Workplace 01:05 Deregulation of AI: A New Era 02:41 Impact of Presidential Administration on AI Policies 04:31 Changes in Federal Guidance on AI 07:12 State-Level Regulations and Compliance Challenges 10:08 The Balance Between Innovation and Regulation 12:06 Understanding Legal Risks in AI Usage 14:52 The Importance of Governance and Policy in AI 18:09 Conclusion and Future Considerations

https://www.axios.com/2025/02/26/trump-gaza-ai-video-israel-hamas-war https://www.reuters.com/legal/straight-womans-reverse-discrimination-case-goes-us-supreme-court-2025-02-26/ https://www.washingtonpost.com/politics/2025/02/25/ohio-discrimination-marlean-ames-supreme-court/ https://www.foxnews.com/politics/scotus-hear-straight-womans-discrimination-case-could-reshape-employment-law https://www.thefp.com/p/christopher-caldwell-dei-trump-executive-order Christopher Caldwell writes: Now Trump has done what Reagan would not. His repeal came via three executive orders, two issued on Inauguration Day. The first overturned dozens of Biden decrees, including the “Advancing Racial Equity” executive order signed in the first hours of his presidency in 2021. The second ended all initiatives, offices, contracts, and employees connected to DEI, which Trump referred to as “illegal and immoral discrimination programs.” The decisive blow came the following day. In an order called “Ending Illegal Discrimination and Restoring Merit-Based Opportunity,” Trump repealed a variety of executive orders, including 11246, and explicitly barred the OFCCP from enforcing affirmative action. And his Office of Personnel Management followed through on the previous day's business, ordering that all DEI federal employees be sent home, all DEI federal contracts be terminated, and all efforts to pursue federal DEI programs under another name be rooted out. RIP affirmative action. But that is only part of the story. A curious element of Trump's third executive order is its invocation of the president's “solemn duty” to enforce “longstanding Federal civil-rights laws,” mentioning the Civil Rights Act of 1964. This is not a concession. It's a threat. While the Civil Rights Act mentioned “affirmative action” it attached no specific meaning to the term, and the law was resolutely color-blind. Affirmative action programs, with their differing treatment of races, are in tension with it. DEI programs, many of which scapegoat white people, are even more so. It is Trump's assertion that DEI programs “violate the text and spirit of our longstanding Federal civil-rights laws.” Trump is doing more than reforming the public sector. He is signaling to the private sector that certain kinds of programs are liable to prosecution, even asking each federal agency to name up to nine large private-sector organizations that might be engaged in discrimination. Join this channel to get access to perks: https://www.youtube.com/channel/UCEYmda1KQTjrhLBeWutKuGA/join https://odysee.com/@LukeFordLive, https://rumble.com/lukeford, https://dlive.tv/lukefordlivestreams Superchat: https://entropystream.live/app/lukefordlive Bitchute: https://www.bitchute.com/channel/lukeford/ Soundcloud MP3s: https://soundcloud.com/luke-ford-666431593 Code of Conduct: https://lukeford.net/blog/?p=125692 http://lukeford.net Email me: lukeisback@gmail.com or DM me on Twitter.com/lukeford, Best videos: https://lukeford.net/blog/?p=143746 Support the show | https://www.streamlabs.com/lukeford, https://patreon.com/lukeford, https://PayPal.Me/lukeisback Facebook: http://facebook.com/lukecford Book an online Alexander Technique lesson with Luke: https://alexander90210.com Feel free to clip my videos. It's nice when you link back to the original.

In this podcast, shareholders Scott Kelly (Birmingham) and Lauren Hicks (Indianapolis/Atlanta) provide an update on the current status of the Office of Federal Contract Compliance Programs (OFCCP), which has been in flux since President Trump's inauguration. Lauren and Scott discuss the uncertainty that federal contractors have faced since the new administration issued Executive Order (EO) 14173, Ending Illegal Discrimination and Restoring Merit-Based Opportunity, which immediately revoked EO 11246 and gave federal contractors and subcontractors 90 days to comply. In addition, they address voluntary compliance options and the considerations for unwinding compliance with EO 11246 (for example, regarding job postings, career websites, self-identification, clauses with vendors and subcontractors, etc.). Lauren and Scott also highlight that the obligations under Section 503 and Vietnam Era Veterans' Readjustment Assistance Act (VEVRAA) remain in effect, meaning the annual affirmative action requirements under both programs are still applicable.

This Day in Legal History: Cuba Suspended from OASOn January 22, 1962, the Organization of American States (OAS) took the historic step of suspending Cuba from its membership. This decision followed the Cuban Revolution, which saw Fidel Castro's government align itself with communist ideologies and the Soviet Union, marking a stark departure from the democratic and anti-communist principles upheld by the OAS. The suspension, supported by 14 member states against six dissenting votes, highlighted Cold War tensions and the fear of communist influence spreading across the Americas. It marked the first time the OAS had taken such a measure against a member nation, emphasizing the geopolitical divide between the United States and Soviet-aligned nations.The resolution to suspend Cuba was rooted in Article 8 of the OAS Charter, which mandated respect for representative democracy as a condition of membership. Cuba's embrace of communism and its growing ties with the USSR, particularly during events like the Bay of Pigs invasion and the Cuban Missile Crisis, deepened the rift with its neighbors. The suspension effectively isolated Cuba from multilateral political cooperation within the Americas but did little to curtail its growing influence among leftist movements globally.Efforts to reintegrate Cuba into the OAS came decades later. On June 3, 2009, the OAS voted to lift the suspension, acknowledging changing political landscapes and calls for normalization. However, Cuba immediately rejected the offer, citing its disinterest in rejoining the organization. The Cuban government viewed the OAS as a tool of U.S. hegemony and incompatible with its principles. The 1962 suspension remains a critical moment in the history of inter-American relations, illustrating the enduring complexities of ideology and diplomacy during the Cold War.Twenty-two Democratic-led states, the District of Columbia, and San Francisco filed lawsuits challenging President Donald Trump's executive order eliminating birthright citizenship for children born in the U.S. to parents who are neither U.S. citizens nor lawful permanent residents. The lawsuits, filed in federal courts in Boston, Seattle, and Maryland, argue that the order violates the Citizenship Clause of the 14th Amendment, which guarantees citizenship to all individuals born in the United States and subject to its jurisdiction.The lawsuits emphasize the constitutional foundation of birthright citizenship, citing the U.S. Supreme Court's landmark decision in United States v. Wong Kim Ark (1898), which upheld citizenship rights for children born on U.S. soil to non-citizen parents. Plaintiffs assert that Trump's order represents an unconstitutional overreach of presidential authority and an attempt to bypass established constitutional and legal principles.If implemented, the order would leave over 150,000 children born annually without citizenship, rendering them stateless and depriving them of rights such as voting, working lawfully, and accessing federal benefits like Medicaid. States also face increased financial and administrative burdens, including the loss of federal funding for healthcare and education programs that are tied to citizenship status.Among the plaintiffs are civil rights groups, immigrant advocacy organizations, and an expectant mother with temporary protected status. The lawsuits seek declaratory and injunctive relief, aiming to prevent the enforcement of what they call a flagrantly unconstitutional policy. Early hearings on temporary restraining orders are scheduled in some jurisdictions, marking this as one of the first major legal battles of Trump's administration​.22 Democratic-led states sue over Trump's birthright citizenship order | ReutersPresident Donald Trump's executive order delaying enforcement of a bipartisan law banning TikTok has plunged the platform into legal uncertainty. The law, passed with overwhelming support in Congress and signed by President Joe Biden, required TikTok's Chinese parent company, ByteDance, to divest the platform by January 19. It also imposed heavy penalties—$5,000 per user—on service providers like Apple and Google for noncompliance.Trump's order pauses enforcement for 75 days and directs the Justice Department to assure service providers that they won't face liability during this period. However, legal experts argue the order offers limited assurance. Executive orders cannot override duly enacted laws, and courts generally do not view such directives as binding. Moreover, the president retains the authority to alter the order or enforce the law selectively, adding to the uncertainty.This action marks a rare instance of a president attempting to circumvent a law passed by both houses of Congress and upheld by the Supreme Court. Legal analysts note that while Congress could sue to enforce the law, courts might dismiss such a case as a political question or national security issue. Meanwhile, service providers are exposed to billions in potential penalties and shareholder lawsuits if they defy the law based on Trump's directive.Despite the pause, TikTok remains unavailable on major U.S. app stores, reflecting the precarious legal and financial risks for service providers caught between compliance with federal law and Trump's temporary reprieve. This legal limbo underscores tensions between the executive branch, Congress, and the tech industry over the regulation of foreign-owned platforms.Trump executive order leaves TikTok in legal limbo, for now | ReutersPresident Donald Trump issued an executive order revoking the authority of the Department of Labor's Office of Federal Contract Compliance Programs (OFCCP) to enforce diversity, equity, and inclusion (DEI) initiatives among federal contractors. The OFCCP, which oversees compliance with anti-discrimination laws for companies receiving federal funds, had required contractors to develop affirmative action programs and address workforce disparities based on gender, race, and other protected characteristics.Trump's order mandates the OFCCP immediately stop promoting affirmative action or workforce diversity measures. It also requires contractors to certify within 90 days that they are not implementing DEI programs deemed discriminatory under federal civil rights law. Additionally, the order redefines DEI initiatives as a potential form of illegal discrimination and encourages private companies to abandon such programs.The president's actions rescinded Executive Order 11246, a landmark 1965 order that established the OFCCP's affirmative action enforcement framework. Trump also repealed EO 13672, which protected federal contractor employees from discrimination based on sexual orientation and gender identity—protections that were later recognized by the U.S. Supreme Court under Title VII.This move is part of Trump's broader rollback of DEI policies, including prior executive orders eliminating diversity programs in federal agencies and restricting the legal definition of gender. Critics argue these changes undermine civil rights protections, while supporters claim they prevent reverse discrimination. The order creates significant uncertainty for federal contractors navigating compliance and DEI program implementation.Trump Guts Contractor Watchdog's Anti-Discrimination Power (1)In my column for Bloomberg this week, a discussion of religious exemptions for unemployment taxes.The U.S. Supreme Court is poised to address a pivotal question of tax policy and religious exemptions in a case involving Catholic Charities Bureau (CCB). The organization, affiliated with the Catholic Church, argues it should be exempt from paying unemployment taxes because of its religious connection, despite providing social services that are fundamentally secular, such as job placement for individuals with disabilities and daily living assistance. This case raises concerns about fairness in the nonprofit sector. Granting CCB a tax exemption would create an uneven playing field, where secular organizations performing identical services face higher tax burdens. Such an outcome risks distorting the marketplace of charitable organizations and undermines the principle of equal obligations for entities engaging in similar work. The implications extend far beyond this case. A ruling in favor of CCB could incentivize other religiously affiliated organizations to seek similar exemptions, potentially leading to widespread abuse of the tax system. Hospitals, schools, and social service agencies with religious ties might claim exemptions for services indistinguishable from those provided by secular counterparts, further eroding tax equity and integrity.The core of the issue lies in the distinction between genuinely religious activities and secular services provided under religious affiliation. Exempting organizations like CCB shifts the financial burden of public goods, such as unemployment insurance, onto other employers, including secular nonprofits, weakening their ability to serve the public effectively. Additionally, it blurs the boundary between secular and religious activities, making tax exemptions a potential tool for avoidance rather than a recognition of genuine religious exercise.This case also highlights the challenge of determining what qualifies for a religious exemption. While proponents argue that no organization should have to prove its religiosity, some oversight is necessary to prevent abuse and maintain fairness. Without such standards, exemptions could devolve into unchecked privileges for organizations with tenuous religious affiliations.Ultimately, the Court must balance respecting religious liberty with upholding public responsibilities. Preserving the Wisconsin Supreme Court's ruling against CCB would protect the integrity of the tax system, ensure fairness among nonprofits, and maintain a clear distinction between secular and religious activities while reinforcing the shared obligations of all public-serving entities.Supreme Court Must Ensure All Charities Get Fair Treatment This is a public episode. If you'd like to discuss this with other subscribers or get access to bonus episodes, visit www.minimumcomp.com/subscribe

As more of President Trump's personnel and policies are revealed, David, Nita, and Burt survey the changes that face the workplace agencies. Don't miss this incisive and probing interchange designed to explore the future of DEI, of the OFCCP and the Executive Order, of the EEOC and the Pregnancy Regs, of the NLRB, now anticipating a Republican majority.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

Federal civil rights enforcement in the employment area is handled by the Equal Employment Opportunity Commission (EEOC,) the Office of Federal Contract Compliance Programs (OFCCP,) and the Department of Justice (DOJ.) This webinar will explore efforts to coordinate enforcement by the three agencies and look at ways to avoid duplication of efforts to streamline and […]

Federal civil rights enforcement in the employment area is handled by the Equal Employment Opportunity Commission (EEOC,) the Office of Federal Contract Compliance Programs (OFCCP,) and the Department of Justice (DOJ.) This webinar will explore efforts to coordinate enforcement by the three agencies and look at ways to avoid duplication of efforts to streamline and strengthen civil rights and equal employment opportunity enforcement in the United States. It will also look at recent efforts by the federal government to increase the presence of DEIA (diversity, equity, inclusion, and accessibility) programs in the federal sector and the public response to these developments.Featuring:Jon Greenbaum, Founder, Justice Legal Strategies PLLCProf. George R. La Noue, Professor Emeritus of Political Science and Professor Emeritus of Public Policy, University of Maryland Baltimore CountyCraig E. Leen, Partner, K&L Gates; Former Director, OFCCPHon. Jenny R. Yang, Adjunct Professor of Law, New York University School of Law; Former Director, OFCCP; Former Chair, EEOC(Moderator) Robert J. Gaglione, Arbitrator, American Arbitration Association; Former Deputy Director, OFCCP

Recruitment software development company Dstribute can automate all your job posting. Stay compliant with the OFCCP and find your dream hires too! More details at https://dstribute.io/ofccp-compliance-job-posting/ dstribute.io Job Distribution Software City: San Marcos Address: 251 N City Dr Website: https://dstribute.io Phone: +1 760 664 5003 Email: hello@dstribte.io

This week's episode covers initial thoughts on what contractors can expect from the Trump administration, an interim rule to clarify that an offeror's failure to maintain SAM registration during the period between proposal submission and contract award does not render the offeror ineligible for award, an OFCCP notice giving contractors the opportunity to object to release of Type 2 EEO-1 reports, and a proposed rule that would expand the application of the “Rule of Two” to require federal agencies to give preference to small businesses on multiple‑award contract task and delivery orders, and is hosted by Peter Eyre and Yuan Zhou. Crowell & Moring's "Fastest 5 Minutes" is a biweekly podcast that provides a brief summary of significant government contracts legal and regulatory developments that no government contracts lawyer or executive should be without.

For federal contractors, a major component of OFCCP compliance hinges on recordkeeping as proof of their processes and efforts in the event of an audit. Fortunately, your applicant tracking system (ATS) can be a great tool for keeping you on track. In this episode, we sit down with Momolu Cooper, OutSolve's Director of Operations and Team Lead, to discuss what exactly the recordkeeping requirements are under OFCCP regulation, the key components of an effective ATS for ensuring OFCCP compliance, common mistakes employers make in applicant tracking that can lead to non-compliance, and strategies companies can implement to ensure they're retaining records properly and securely.

INDIANAPOLIS—-DirectEmployers Association, the leading provider of OFCCP compliance solutions, today announced the acquisition of EqualityMagazines.com and its network of diversity-focused job boards, including BlackPerspective.com, Hispanic-Today.com, VeteransEnterprise.com, and WIB-I.com. https://hrtechfeed.com/directemployers-acquires-multiple-diversity-job-boards/ SAN FRANCISCO — SmartRecruiters, a leader in enterprise talent acquisition software, today announced the appointment of Rebecca Carr, an established product leader and HR technology executive, as the company's new Chief Executive Officer. Rebecca also joins the company's Board of Directors. https://hrtechfeed.com/smartrecruiters-has-a-new-ceo/ Tilt, a platform for leave management solutions, has announced the successful completion of its $15 million Series B funding round. This round was led by Bramalea Partners, with additional participation from HearstLab and continued support from Firework Ventures, Origin Ventures, and Techstars. https://hrtechfeed.com/tilt-secures-series-b-funding-to-expand-hr-technology-footprint/ Lattice, the leading people management software company, today announced that its highly anticipated Human Resources Information System (HRIS) will officially launch on October 8th. The full functionality of Lattice HRIS will be showcased at Lattice's annual conference, Lattiverse. https://hrtechfeed.com/lattice-to-release-hris-october-8th/ CHICAGO– Professional Diversity Network, Inc. (NASDAQ: IPDN) a leader in developing and operating online and in-person networks that offer access to networking, training, educational, and employment opportunities for diverse individuals, is pleased to announce the rebranding of its job board operations to TalentAlly. TalentAlly LLC will now operate as a standalone subsidiary of Professional Diversity Network, Inc. https://hrtechfeed.com/professional-diversity-network-rebrands-job-board-operation-as-talentally/  

In this episode of our TECHPLACE™ Talk podcast series, Jenn Betts, who is co-chair of the firm's Technology Practice Group, is joined by Scott Kelly and Lauren Hicks to discuss the Office of Federal Contract Compliance Programs (OFCCP) first detailed guidance on federal contractors' use of artificial intelligence (AI) and automated systems. Scott (chair of Ogletree's OFCCP Compliance, Government Contracting, and Reporting Practice Group) and Lauren review employer obligations, potential risks that arise with AI, and practice pointers. The speakers note that non-federal contractor employers may find the OFCCP guidance helpful when developing best practices.

In 2023, the OFCCP demonstrated renewed vigor in audits, recovering $17.3 million from federal contractors for alleged hiring and compensation discrimination. It also was a year of churn, challenge, and change.

Contractors — especially those with campus-like settings — should be prepared to provide a lot more information to support their affirmative action compliance efforts. Stacey Bastone and Alyssa Calabrese, attorneys with Jackson Lewis' Affirmative Action, OFCCP, and Government Contract Compliance practice, discuss how recent updates to the OFCCP supply-and-service scheduling letter will affect compliance evaluations in 2024.

The last episode for 2023 focuses on the Fall 2023 Federal Regulatory Agenda, published December 6th, that provides the latest insights into the Biden Administration's plans for new regulations in 2024.  Join David, Burt and Nita as they unravel the numerous new regulations that impact employers being developed by the federal agencies governing the workplace, including DOL's Wage and Hour Division, OSHA, OFCCP, and federal contractors, prevailing wages and benefits, EEOC, and the nontraditional workplace agencies, including the FTC and SEC.Contact Fortney & Scott: Tweet us at @fortneyscott Follow us on LinkedIn Email us at info@fortneyscott.com Thank you for listening! https://www.fortneyscott.com/

With the Office of Federal Contract Compliance Programs (OFCCP) increasing the number of construction contractors it audits, construction employers should monitor OFCCP's regulatory requirements for construction contractors, the new Mega Project Program, and OFCCP's June 2023 audit list.

This week's episode covers a final DOL rule relating to OFCCP's pre-enforcement resolution procedures, regulatory updates on sustainable procurement and CMMC, and a bid protest decision regarding unfair competitive advantage, and is hosted by Peter Eyre and Yuan Zhou. Crowell & Moring's "Fastest 5 Minutes" is a biweekly podcast that provides a brief summary of significant government contracts legal and regulatory developments that no government contracts lawyer or executive should be without.

Have you ever wondered how the world of tech recruitment navigates the complex waters of compliance and unbiased hiring? Join us as we unravel the intricacies of hiring practices in tech companies with our guest, Kristin Fife, a seasoned tech recruiter with over two decades of experience under her belt. Gain insights into the magic behind the scenes of decision-making for talent acquisition in today's market and the future of hiring practices.In this exciting episode we're breaking down topics around:Understanding OFCCP compliance in hiring & government contractsBreaking down compliance with Applicant Tracking Systems (ATS) and job descriptionsCurrent hiring and job-seeking challengesUtilizing AI in Resumes & Hiring PracticesBest practices for making the most out of your job searchFollow along as we go behind the scenes to talk about all the ins and outs of the hiring process. We'll peel back the curtain to demystify the rumors around ATS, the application process, how resumes are evaluated, and all things job-search related.Connect with Kristen:LinkedIn: https://www.linkedin.com/in/kmfife/Blog: http://employeeze.com/blog/Website: https://about.me/kmfifeConnect with Dave: LinkedIn: https://www.linkedin.com/in/davidfano About Teal:Teal is an all-in-one job search platform that provides job seekers with an integrated AI Resume Builder, Job Application Tracker, Contact Management, and many more tools to run an effective job search. Over 200,000+ people have trusted Teal to land their next job. Install their Chrome extension and learn more about their Job Tracker, AI Resume Builder, and LinkedIn Optimization tools at www.tealhq.com. Follow Teal on social media: LinkedIn: https://www.linkedin.com/company/tealhqTikTok: https://www.tiktok.com/@teal_hqYouTube: https://www.youtube.com/@teal_hqInstagram: https://www.instagram.com/teal_hq/

In this podcast, Lauren Hicks and Chris Near discuss updates to the Voluntary Self-Identification of Disability Form, which federal contractors and subcontractors must implement by July 25, 2023. Lauren and Chris, who are both members of the firm's OFCCP Compliance, Government Contracting, and Reporting Practice Group, examine the threshold requirements for completing the form, review the changes to the form made by the Office of Federal Contract Compliance Programs (OFCCP), and provide practical tips for implementation and document retention.

This spring, the Office of Federal Contract Compliance Programs (OFCCP) published its final order rescinding the Trump-era Religious Exemption Rule for federal contractors. This recession, which went into effect on March 31, 2023, has made it easier for religiously affiliated federal contractors and subcontractors to make employment decisions based on religion.Listen in to learn more about how this recession affects covered contractors. In this episode, we will also discuss the recent departure of the OFCCP's director and what that could mean for the agency.

This week's episode covers the proposed Secure Software Self-Attestation Common Form issued by CISA, OFCCP's issuance of a modified version of its initial proposed revisions to the Scheduling Letter and Itemized Listing, and a Civilian Board of Contract Appeals decision about jurisdiction and timeliness, and is hosted by Peter Eyre and Yuan Zhou. Crowell & Moring's "Fastest 5 Minutes" is a biweekly podcast that provides a brief summary of significant government contracts legal and regulatory developments that no government contracts lawyer or executive should be without.

In this eye-opening episode of "The Vivek Show," host Vivek Ramaswamy is joined by political scientist and writer Richard Hanania. They delve deep into the origins, history, and consequences of affirmative action in America. By examining the political motivations behind these policies, Richard and Vivek discuss how affirmative action has shaped institutions, influenced the education system, and affected the current cultural climate. Through their thought-provoking conversation, they explore the challenges in addressing affirmative action and its impact on meritocracy, race, and society.Richard Hanania is a Research Fellow at the Saltzman Institute of War and Peace Studies at Columbia University. Richard's academic interests include nuclear policy, American grand strategy, political psychology, the politics of the Middle East, and international law. He also uses statistical modeling and text analysis in order to investigate the behavior of international organizations. Among other journals, his work has appeared in International Studies Quarterly and the Journal of Cold War Studies.Time-codes:00:12 - Introduction and connecting through mutual friend, Chris.00:45 - Richard's role in Vivek's first TV appearance.01:06 - The thoughtful criticism that sparked their friendship.03:17 - Richard's journey from academia to writing.05:25 - The courage to change one's mind in political discourse.09:50 - Decline of traditional values and rise of mental health issues.11:13 - Impact of social media and negative ideas on mental health.12:45 - Affirmative action in America and Republican candidates.17:05 - Nixon's strategy and expansion of racial quotas.17:32 - Nixon's labor department extends quotas.19:33 - Goals and timetables under Nixon.20:03 - Nixon's manipulation of the political landscape.21:00 - Shift in civil rights movement rhetoric.23:50 - Tower Amendment in the Civil Rights Act.25:14 - Gail Harriot's perspective on disparate impact.25:58 - Disparate impact as the "skeleton key of the left."27:15 - Disparate impact in civil rights law.32:29 - The OFCCP's impact on corporate America.34:15 - Texas Governor Greg Abbott's memo.36:05 - Columbia University's transformation.39:52 - Education polarization in the US.40:33 - Threats to liberty in society.42:10 - Rescinding and replacing Executive Order 11246.52:50 - Supreme Court decision on affirmative action.56:09 - New wave of anti-black racism.   

On this episode of ClearedCast, we invite Jessica Reynolds back on the line, one of our recruiters that you can find on ClearanceJobs.com, and we discuss one of those government acronyms, OFCCP compliance. The Office of Federal Contract Compliance Programs is a part of the US Department of Labor, and this program is responsible for ensuring that employers that are doing business with the federal government comply with the laws and regulations that require non-discrimination. There are a ton of boxes to check with OFCCP if you are a defense contractor, and a lot of policy to keep in mind as a recruiter or an HR professional. Tune in to this episode to learn more about what it means for cleared recruiters, HR teams, and candidates in the national security job search. Hosted on Acast. See acast.com/privacy for more information.

The Office of Federal Contract Compliance Programs (OFCCP) reports to the Secretary of Labor and is tasked with overseeing federal contractors and subcontractors ensuring they adhere to nondiscrimination laws and regulations. OFCCP's priorities and budget tend to vary greatly between presidential administrations. The Biden Administration has announced a number of reforms since 2020 including a focus on parental leave policies, intersectional discrimination, affirmative action, and more. How have these reforms fared? And what does the future hold? Craig Leen, OFCCP Director under President Trump, and Shirley Wilcher, OFCCP Deputy Assistant Secretary under President Clinton, will join us to discuss these questions and more.Featuring:--Craig E. Leen, Partner, K&L Gates and Former Director, OFCCP, U.S. Department of Labor--Shirley J. Wilcher, Executive Director, American Association for Access Equity and Diversity (AAAED) and Former Deputy Assistant Secretary, OFCCP, U.S. Department of Labor--[Moderator] Robert J. Gaglione, Arbitrator, American Arbitration Association and Former Deputy Director, OFCCP, U.S. Department of Labor

After months of quiet, government agencies are gearing up for budgetary and policy changes affecting EEO, DEI, and OFCCP efforts. Tune in to this episode as Candee Chambers and employment law expert John C. Fox share their HR guide for 2023, outlining everything federal contractors need to be mindful of in the coming year.

Roselle Rogers is an accomplished HR executive with 30+ years of practical application. She joined Circa in 2006 and has been instrumental in the company's growth from a local job board provider to its OFCCP compliance and diversity products launch. Roselle leads Circa's diversity, equity, and inclusion strategy, thought leadership, and the company's OFCCP compliance and community partner relations.

In this podcast, Lauren Hicks and Chris Near give an overview of the regulatory poster requirements imposed by the Office of Federal Contract Compliance Programs (OFCCP) on federal contractors. The speakers review noteworthy posters, how OFCCP will ensure they are posted during audits, digital accessibility, and best practices for regulatory compliance. Specifically, the speakers address the Equal Employment Opportunity Commission's (EEOC) new “Know Your Rights” poster that replaced the prior “EEO is the Law” poster and supplement. The presentation covers additional compliance obligations including the pay transparency nondiscrimination poster, as well as wage and hour posting requirements imposed under the Fair Labor Standards Act (FLSA) that are applicable to federal contractors, the “Notification of Employee Rights Under Federal Labor Laws” poster, and the Uniformed Services Employment and Reemployment Rights Act (USERRA) poster. The speakers also provide best practices to successfully navigating poster compliance in an OFCCP compliance review.

In this podcast, we discuss the cases before the Supreme Court of the United States, involving affirmative action or race-conscious admissions in higher education. Lauren Hicks of Ogletree Deakins' Affirmative Action and OFCCP Compliance Practice Group and Jim Plunkett, Washington D.C. shareholder and author of our weekly Beltway Buzz newsletter, summarize the recent oral arguments and the implications the decisions might have on employers. Lauren and Jim discuss the federal contractor affirmative action obligations under Executive Order 11246 and how those obligations contrast with affirmative action in the educational context. The podcast concludes with discussion of how the decisions in the college admissions cases might impact employment practices in diversity and inclusion or federal contractor OFCCP compliance.

The DC Insider podcast returns with a lively discussion of the latest developments involving the EEOC and Artificial Intelligence.  Join David, Nita, and Burt as they review the EEOC at a critical point—with tensions among the Commissioners, nominees pending required for the Democrats to have a majority, and hearings on new strategic enforcement priorities. Meanwhile, AI developments are accelerating, with the EEOC's HIRE initiative, the pending report on AI by The Institute for Workplace Equality, and the latest on the NYC and DC local laws regulating employers' use of AI.

In this podcast, Scott Kelly, Morgan Epperson, and Chris Near of Ogletree Deakins' Affirmative Action and OFCCP Compliance Practice Group discuss the increased attention the Office of Federal Contract Compliance Programs (OFCCP) has on the construction industry. After several years when OFCCP admittedly did not engage in significant construction enforcement work, prioritizing compliance audits of construction contractors has emerged as a top area of focus. The speakers discuss this change and share their insights on the compliance obligations where the agency has placed particular emphasis during their audits.

In this podcast, Lauren Hicks, Leigh Nason, and Scott Kelly discuss Directive 2022-01, which the Office of Federal Contract Compliance Programs (OFCCP) revised and renamed on August 18, 2022. The speakers cover how the new directive, which amends the agency's guidance suggesting that federal contractors must perform annual pay equity audits to comply with affirmative action programming (AAP) regulatory requirements, walks back language regarding the documentation required to demonstrate compliance with compensation analysis obligations. The speakers also discuss how the revised guidance imposes new burdens for contractors and offer insights into the reasons fueling the agency's changes regarding conducting compensation analyses and evaluations.

This week's episode covers an interim rule requiring that certain entities disclose their use of workforce and facilities in China, an update on the contractor vaccine mandate, a notice from OFCCP regarding a FOIA request for contractors' EEO-1 Reports, and an OFCCP Directive intended to clarify its earlier guidance addressing federal contractors' obligation to evaluate compensation systems as part of their affirmative action programming, and is hosted by Peter Eyre and Yuan Zhou. Crowell & Moring's "Fastest 5 Minutes" is a biweekly podcast that provides a brief summary of significant government contracts legal and regulatory developments that no government contracts lawyer or executive should be without.

For this special Labor Day episode of the DC Insider - Employer Update Podcast, David sits down with highly regarded DC Insider and labor relations expert Roger King to discuss the current state of labor generally and the Biden Administration's push to support unions specifically.  King, currently the Senior Labor and Employment Counsel for HR Policy Association, is a nationally known author and speaker on employment matters, having represented employers before administrative agencies and state and federal courts and testifying before both Senate and House Labor Committees. HR Policy is an employer association that connects, informs, and empowers its nearly 400 CHRO members.

OFCCP received a FOIA request for 5-years of EEO-1 Reports. Federal contractors must object to the request by Sept. 19 or the data will be released. Join David, Nita, and Burt as they review the latest judicial interpretations of FOIA and the ways contractors can preserve their data from being disclosed.

Over the last few years, OFCCP has initiated fewer audits than ever before, but each audit has become alarmingly more complex. So how can you ensure you remain in compliance without letting the agency take advantage of your rights? Listen in as OFCCP compliance experts John Fox and Candee Chambers discuss the latest trends in audits and what OFCCP can and can't request, how to know when outside counsel is needed, as well as tips and tricks to help ensure a positive outcome from various types of audits you may be required to undergo.

In this podcast, Scott Kelly and Lauren Hicks of Ogletree Deakins' Affirmative Action and OFCCP Compliance Practice Group discuss the Freedom of Information Act (FOIA) request that the Office of Federal Contract Compliance Programs (OFCCP) received seeking the disclosure of data from EEO-1 reports. The broad request asks for the agency to disclose Type 2 Consolidated information filed by federal contractors between 2016 through 2020. Scott and Lauren cover the scope of the request, published guidance from OFCCP, and considerations when evaluating whether to submit objections to the release of the information by the September 19, 2022, deadline.

This week's episode covers OFCCP's new proposed Directive regarding Functional Affirmative Action Programs, DOJ's settlement with a contractor to resolve alleged violations of the False Claims Act and Anti-Kickback Act, the latest on the government's authority to dismiss a relator's qui tam action pursuant under the False Claims Act, and the proposed legislation entitled “Stop Price Gouging the Military Act,” and is hosted by Peter Eyre and Yuan Zhou. Crowell & Moring's "Fastest 5 Minutes" is a biweekly podcast that provides a brief summary of significant government contracts legal and regulatory developments that no government contracts lawyer or executive should be without.

With a divided and often resistant Congress, many expected the Federal agencies to aggressively implement the Biden Administration's agenda.  However, the results to date are mixed.  David, Burt, and Nita review the latest from the NLRB, EEOC, OFCCP, Wage and Hour, the new DOJ criminal investigation of employment practices, and the implementation of the USMCA international labor penalties by USTR and DOL.  The DC Insiders discuss the latest on nominations and rulemaking hurdles, and what to expect from the agencies in the coming months.

In this podcast, Scott Kelly, co-chair of Ogletree Deakins' Affirmative Action and OFCCP Compliance Practice Group, sits down with Hera Arsen, the firm's director of content at Workplace Strategies, Ogletree Deakins' national labor and employment law seminar for human resources professionals and in-house counsel, to discuss recent directives and regulatory initiatives from the Office of Federal Contract Compliance Programs (OFCCP). Scott examines the practical and legal implications of the changes in OFCCP's position on covered contractors' affirmative action plan obligations and the agency's approach toward compliance reviews, sharing strategic considerations for contractors addressing these heightened demands. He also addresses the increased interagency coordination between OFCCP and the U.S. Equal Employment Opportunity Commission, providing insight into the potential compliance challenges that might come next for contractors.

In this podcast, recorded live from Ogletree Deakins' 2022 Workplace Strategies seminar, Leigh Nason and Lauren Hicks discuss certain initiatives launched by the Office of Federal Contract Compliance Programs (OFCCP) that impose new burdens on federal government contractors and subcontractors to meet their Affirmative Action Program (AAP) obligations. Specifically, Leigh and Lauren examine the nuances of the new Contractor Portal certification process and OFCCP's directive on pay equity audits, and share key takeaways as to compliance requirements.

The first oversight hearing of the Biden Administration's EEOC and OFCCP was held by the House Subcommittee on Civil Rights and Human Services.  FortneyScott attorney Savanna Shuntich attended the hearing and reports on the most significant developments. Then, based on the issues raised during the hearing, David, Burt, and Nita discuss what to expect from EEOC once (if) the third Democratic Commissioner is confirmed and the impact on both the EEOC and OFCCP if the Republicans win the House in the upcoming midterm elections. 

OFCCP in the past several weeks has finally revised its compliance procedure in the way we expected of the Biden Administration.  Our last episode discussed the agency's new directive on compliance.  This week, David, Nita, and FS Attorney Liz Bradley discuss OFCCP's other new initiatives: opening the Contractor Portal for certification, the directive on compliance evaluations, and revising predetermination notice/notice of violation rules.

This week's episode covers the Cyber Incident Reporting for Critical Infrastructure Act, the proposed Federal Contracting for Peace and Security Act, the proposed Preventing Organizational Conflicts of Interest in Federal Acquisition Act, developments concerning the GSA Economic Price Adjustment contract clauses, NIST publications, and OFCCP guidance on evaluating federal contractors' compliance with pay equity audit obligations, and is hosted by Peter Eyre and Yuan Zhou. Crowell & Moring's "Fastest 5 Minutes" is a biweekly podcast that provides a brief summary of significant government contracts legal and regulatory developments that no government contracts lawyer or executive should be without.

David, Nita, and Burt focused on the Biden Administration's pay equity initiatives rolled out on Equal Pay Day (March 15th).  The requirements of OFCCP's new compensation directive and its possible impact on contractors' certification was the primary discussion.  In addition, the three also reviewed EEOC Chair Burrows' outline of the agency's achievements regarding pay discrimination over the past 5 years. 

As focus turns from a stalled Congress, DC Insiders David, Nita, and Burt examine how the workplace enforcement agencies -- Wage & Hour, NLRB, OFCCP, and EEOC -- are coordinating their efforts to achieve the Biden pro-worker agenda. The panel will discuss the growing alliance between the NLRB and Wage & Hour on joint employer and independent contractor regulations, as well as the MOU on joint investigations; the increased cooperation between EEOC and OFCCP on the HIRE initiative; and the Administration-wide initiative to address retaliation in the workplace. Also reviewed is the OFCCP's Verification Portal, scheduled to open on February 1, and contractors' compliance responsibilities.

 Ep. 39:  Choosing What Your Next Job Is (Live Coaching) Lindsay  00:00I'm Lindsay Mustain, and this is the career design podcast made for driven ambitious square pegs and round holes type professionals who see things differently and challenge the status quo. We obliterate obstacles and unlock hidden pathways to overcome and succeed where others have not stagnation feels like death. And we are unwilling to compromise our integrity and settle for being average in any way. We are the backbone of any successful business and those who overlook our potential are doomed to a slow demise. We do work that truly matters aligns with our purpose, and in turn, we make our lasting mark on the world. We are the dreamers, doers, legends and visionaries who are called to make our most meaningful contribution and love what we do.  Lindsay  00:42So I'm going to introduce you today because some of you have been along for the ride, some of you haven't. And this is the first of my broadcast this particular livestream series. I think I'm going to see some apologize in advance. Because I'm a human, I'm, oh, it might go rough here. But but but Abby, Abby, why don't you just give me like the quick one minute spiel of how we got to this place today where we're at and why I'm sharing your story, publicly and widely? Abby  01:12Sure. Yeah, let's I should probably have this down by now. Lindsay  01:17There might be a reason why I'm making you do that. And I want to thank you for tuning in. from Facebook. Hi. Abby  01:24Hi, guys. I was so happy you're all here with us? Um, yeah, be active in the comments. We love to see what you're saying and thinking as we're going Oh, please. That's awesome. Thanks for coming. So my my one minute spiel. So I, like many of you had a career change happen during the pandemic, there was, I worked in the same field for 16 years working corporate beauty retail. And, you know, with COVID-19, a lot of layoffs happen. And there was a reorganization eliminated my position, and I was faced with the decision of what, like, what do I do now. And I decided to go back to school during that time and train myself for a new skill in UX design, and took a boot camp and graduated in June. And I see some of my boot camp friends in the chat. So congratulations, you guys. We did it. As I went through this boot camp, and coming out of it, and looking, you know, for a new job and being on the hunt. And in this market. It I heard all these stories of how difficult it was. And I just didn't believe for myself that it was going to be the same thing. Because I've I feel like I've always been very fortunate. And so when I went into it, and I haven't gotten much of a response, and I've been putting in all this effort, I just became really frustrated and was asked to reflect on like, what, what is my journey so far? So I kind of wrote this very honest piece about what my my job hunt journey has been like. And so if you haven't read it, there's a link to it on my LinkedIn. But it's also on medium. If you're on medium. My name is Abby Mueller 411. Check it out. And yeah, it got some traction on LinkedIn. And that's how Lindsay and I got connected. She read the the piece, and it resonated with her. And it is just really in alignment with what she does, which is career design. So we hooked up and decided that other people needed to hear about what was going on. And this might be beneficial for others who are in the same boat as me looking for a job in 2021. In a new career, possibly even and yeah, just kind of hoping, like I said, to break the code last time of how to how to get past this stagnant place that we're in. Lindsay  03:39Yeah, absolutely. So there's some pain and we've been so I asked Abby, if she'd be willing to do this, like bear her soul publicly and do this in front of everyone. So first off huge, huge props to that because I said like, do you mind if I give you a publicly and walk you through the intentional career design process? I had somebody who recently started me, they're like, Oh, my, the person I was interviewed a whole bunch of job coaches, and they were so focused on what's the next title? What's the next company and I'm like, you missed the whole point of what we're trying to do here, which is get into doing work that truly matters that fills our soul that lets us actually do work that we feel energized and excited about. It's not about a job title. It's not about a particular company. It's all about what I want to do with my life. And now I wanted a lot of times people here they want to take control of their career trajectory. They want to find something that's really meaningful. The next thing is okay, now I want to work for an employer that models the values that I have. And then last actually like to be paid really well for what I do because I I'm worth it. And so that's what I teach. I'm not teaching you how to get a better job. There are a million people out there there's a reason why I'm the best in the world at what I do and I am willing to say it, I have 1000s of testimonials. I mean there is people who pop on here all the time to talk to you about what the results are working with me so and obviously that I don't ever have these people I Even though they're coming, they just come and show up. And so what what I'm going to do is walk Abby through this process. And so last week, we did. Well, she said last week, technically it was this week it was earlier this week. That was the most important thing about this is getting in the right headspace. Because if you believe that you were a victim here, if you believe that you don't have control of your circumstances, if you're doing things that limit, your, you know, energetic vibration really, honestly, is what I'm going for. If we raise that and you believe that you're capable, that you understand your worth, and that you believe that you can do this, then the rest becomes an act of of true courage and faith and walking through the process of the strategy. But if I neglect your mindset, which is what most job coaches do, then you're going to fall through the floor, and you're going to get paused on this process. And it's just it's not, you know, how emotional it can be. I asked you to do some work this week, and I want you to be really honest here. You struggled with it, right? Abby  05:53Oh, yeah. I was doing ghost cruising right along. And then it was like, like, for this job, I go, where I'm like, I throw?  Lindsay  06:03Well, there's a lot of structure and what I do, mostly because it allows people this pathway, it's not been just a few time, you know, a few people, it's 15,000 people. So I 50,000 people that I've worked with them four years and my business, but before that I'd hire 10,000 people I looked at over a million resumes, I wrote the book. And now that we've had, you know, millions of views of my content, that I know what I'm doing. So the process is pretty systemized, so that we walk through it. And what I'm doing is I want to Abby, this and she is coming. I think one thing she said this week that might resonate with people, she said, I have exactly zero years of experience. And I'm looking for how the heck I even position myself here. And of which I said, What did I say? Abby  06:48Oh, I actually have a lot of relevant experience. Yeah, I've been doing this all along. Lindsay  06:53Yes. So one of the reframes, the most powerful reframing here is that she's actually well qualified to do this work. She's done it a lot. She hasn't done it, necessarily in the same modality as this. But just like my experience in recruiting and HR delivered this process, I didn't actually teach job coaching most of my career, but what I did is I walk people through the job process. And so that's easy for a lot of people to understand that we get into the mindset here a little bit, where we think we're not qualified, or we don't know how to express what we want to do. So if you've ever struggled with this question, what do I want to be when I grow up, you're in the right place, because that Peter Pan thing that we have, or that you don't want to grow up, I want you know, you can have fun at work, you can love what you do, and you can get paid well to do it at a company that actually will treat you like you matter. So that's what we're going to go through today. So we're this module that we're going through right now is called career clarity. So I'm going to tell you that I talked about the traits of high performer earlier this week, and I'm going to I just want to say here a little bit higher. LC, Catherine, Sasheen. I always mess up her name Cuzhana, I feel like I always mess it up. So tell me how to say that Asoko totally my setup to just know that I'm doing this with love. And I'm excited to see you hear me does hear Shivani is here and William, he just lost his job. So if you, William, you're in the right place. In fact, I'm going to ask you to do me a favor, because I've extended the bootcamp. You guys have been telling me how amazing this is. And I'm so glad because when I built this, it was so powerful. And hey, Hunter, so if you would type this in somebody, especially on LinkedIn, if you're on Facebook as well, I would like you to do Oh, it's Ruby. She says clarity is number one. I don't know why it doesn't aggregate inside of here. Oh, William. Okay. Sorry. It does aggregate here. I don't know why can't see. So Ruby. But Ruby is also saying clarity is number one. And Alex says thank you for sharing. Abby Lindsay's amazing a true genius provides incredible clarity. She's changed my life. So I wishes that she's and I know Abby and I are friends on Facebook. So this is coming between my Facebook my actual business page and LinkedIn. Thank you stream yard for that. So okay, all right. Blue otter is here, Mike Wallace, and Jody is here and hunter says hi. So if you'll do this for me type dream job hacker comm slash boot camp all one word. I'll tag it on this video. And then people can go in and opt in because what I'm trying to do is get you to clarity and clarity is actually the very first thing I cover. In boot camp, believe it or not, I go straight to that mindset is most important, believe it or not, which is what goes inside of potential career design. But inside of this process, clarity is really important. So let me just tell you about why clarity matters. When we are, I'm gonna tell you a story of Alice in Wonderland, which is one of my favorite stories, in particular, the Disney movie and Alice in Wonderland, and she's going down the path and she's never been there before, right? So she comes to a fork in the road. And she's like, where do I go and the Cheshire Cat appears in the tree? And he says, or she says, Well, I don't know where I'm going with road to take. And he said, well, where would you like to go? And she said, Well, I have no idea. I've never been here before. And he said, Well, then all roads will lead you there. So without any direction, you will end up exactly where you set out for which is nowhere So this is the main strategy of why people don't have momentum in their job search, his main challenge is that they have not picked a destination. So I'm going to give you a revolutionary idea. Just pick something, just pick something, it does not matter if it is if you turn, we went north, it turned out you need to go south, you can course correct, but staying still and delete. delaying the inevitable first step is the biggest problem. And lots of people do this, because they don't have this answer. They're like, and this is not, I want you to know, Abby decided intentionally that she wanted to do something different. She wanted to take some actions into that. A lot of times people be like, Oh, I should probably get my MBA cuz then I'll be more well qualified. Folks, you'll still end up back here dealing with this same crap. I try not to swear because LinkedIn gets mad about it. They'll still deal with the same crap no matter what. So I have people come back with like three degrees. And they're like, Well, I'm not any more qualified. I have somebody who's like, they're just they've generated billions of dollars in revenue in their job, billions of dollars. No, I'm not sure I'm qualified. I have somebody who has, you know, had their their JD, they're an attorney, they also went to MIT and they still don't know what they want to do. So I'm going to tell you doesn't matter. If you have been, you know, in the world, and you've 16 years now. And then you have to start and you go back to school, or you go to MIT or you go get three master's degrees, you're still going to end up with this same crap between your ears. And so the big thing is, pick a destination and work towards that we course correct on the way okay, that analysis paralysis, yes. Okay, so I'm gonna put that up here, analysis paralysis, and it's a trait of a high performer, by the way, when we want perfection. And so we want to not take the wrong step. And this is gonna say, this is the failing that I had, I went to school for 10 years, not because I was a bad student, but because if I couldn't get a b plus or greater, and I couldn't get I couldn't get the most out of it. I withdraw. So I have a series of Ws on my transcript, because I didn't want to not be perfect. All right, perfect, does not get you jobs. Alright, so we need to just pick and so you might be and like, Abby, we're gonna go through her stuff right now. How was it going through this process? Because did I have you pick like a destination? First off what happened in the process? Abby  12:07No. And actually, I'm, like, so grateful that I, I found you that and you have the same kind of mindset, because for me, like I can do, I've been kind of a chameleon of sorts, like I just adapt to whatever environment I'm in. And I can find something to like about anything that I'm doing. It's really for me more about the culture that I'm in and like doing, like being around people who are passionate and excited about what they're doing. And, you know, being part of a team that that is doing something meaningful, and less about, like, Oh, well, I enter information into spreadsheets, or I don't even know, like, whatever it's gonna be, um, you know, it's less about the work itself and more about the environment for me, and that's what makes it so hard to search for a job because like, how do you read that in a job description? But yeah, it was for me, it was like, Okay, well, this is what I know what I want. I know, it makes me feel good, but makes me happy. But yeah, when you have to, I don't know, describe yourself in that place. It's really tough. So. So yeah, I think there was a lot of like, I guess I never really thought about that moments when I'm going through this career clarity curriculum, and just, just really breaking it down is tough for me, because I don't, I tend not to stop and think about myself, I guess I just want to like, go for the goal. I got this goal in mind, I'm going to get this goal. And like, that's what I'm going to do. And I don't stop to think about, you know, like, just check in with yourself. Is this actually still what you're wanting? Is it what you're going for? Yeah, and I don't know, I guess I, it's been interesting for me to just slow down and like, really focus. That's tough. Lindsay  13:49And it is I say, and I don't know, I can't remember I say I say there's a lot of Lindsay'isms along the way, but we have to slow down to go fast. So we go slow to go fast. And so we're trying to increase velocity, but we need to choose if we can go with full gung ho. But if we go in the wrong direction, we're just right. And I get that because I am asking you to slow down and I asked you things like, what do you enjoy? What have you done? And people are like, I don't know when I was like, okay, so if you don't know, then what's the likelihood Lindsay recruiter hire 10,000 people is going to know. Okay, and so I'm going to give you an example of how quickly it goes wrong. I want to tell you about the story about the most qualified person I ever really dealt with. And he said, Lindsay, I cannot get an interview. And thanks so much, Randy. He's been following me for this long so and Mohit Hi, it's great to see you. Um, he said, Lindsay, I cannot seem to even get an interview with your company. And I am a former top gun commander, which I didn't know is an actual thing. So I'm on your resume, Commander. Yeah, exactly. All right. Talk on commander for Harvard alumnus, former White House aide to two presidents and I can't Don't get a callback. All right. And I was like, well I feel really intimidated by that list of qualifications. But the bottom line question What did he do? Abby  15:14Do you know? Lindsay  15:16I'll tell you what I had to go dig into it and let me tell you I nobody bothered to talk to him because he couldn't articulate this to anybody and just know it plagues every single person. So I'm trying to deal with multimillion dollar CEOs transformative leaders I deal with executives I deal with thought leaders I deal with people along this way so being able to tell your narrative is not easy at all at all it is my secret power. I am been dubbed the Oracle genius I can tell you what you are at your highest level if you do this work with me and how you show up but he had no idea how to articulate that and so if you cannot ultimately use that I'm the horse here if you cannot lead your horse to water you can't get him to drink but if you can't even give them the path of who you are they will have no idea how to understand it so if it's struggle for you no chance will the person across from the table here so the first thing my people struggle this they don't have a narrative about who it is. So this idea is called a pre frame and the pre frame is the example of how people will view you and you know this it's the headline if you put it on you'll have it on your LinkedIn you'll have it on your your resume when you write a research paper your introduction statement it's really really powerful here okay Katherine says I have so resonate with this at this very moment Yes, so let's target. Abby  16:30Its just like  one or two things you know, when you're trying to sum up the all of your experience into like, a few sentences. Lindsay  16:38It's hard Yeah. The value proposition which is the most difficult thing you do and the most powerful thing you do inside of this I teach you guys how to write this by the way inside of dream job hack. It is the most nobody teaches us so I'm gonna give you access for free please go to dream.hack.com slash bootcamp okay. So what he ended up doing was he did supply chain but it was more powerful that what he actually did was last mile transportation so for anybody who has heard that terminology, it is the sexiest thing right now inside of the transportation industry if you've seen the blue prime now vans that entire business did not exist at that time that's been a creation of Amazon to create the answer for last mile transportation which is the last mile between where the package reaches the hub and gets to your home now when we use vendors we would overwhelm the system and so we needed to create our own solution which is why you know drones will be a thing of the future but we created that and these are businesses now that people run to deliver this I mean this whole thing so that was the sexy hook the thing that people were like oh this is I lead the horse in the water but what was not attractive is being a former top gun commander, Harvard alumnus, and White House aide to two presidents because they didn't tell me jack diddly about what it is that you do. So what you have to do is have the most powerful message the most powerful narrative and pre frame that is easily digestible by your target audience aka me recruiter looked at million resumes wrote the best selling book if you don't have that you lost okay so if you're wondering what the hell is going wrong, you missed this step okay. And I say that with love Let me help you it's right here well hold on we got it right here go get it I will teach you how to do this stuff okay. Now writing it is a whole other issue Mike's is conveying who you are and what you bring to the table in their hiring manager language ensuring is ensuring you're capturing what they need Yes, what they need, how are you the answer to the problem? People don't hire because it's like you know, it's a really great day in sunny out, I think I should go hire somebody, they, they hire because they have a need, and they have a problem. We're going to talk about all of these things. I can teach you everything about what I've done is reverse engineer how we hire the most elusive talent on the planet. How do you position yourself as such, the first thing starts with pre frame, okay, so we have a headline that goes on your profile and goes on your on your resume. And that's what we call a superpower trifecta. And so the superpower trifecta is the summary of the three skills at the highest level of who you are. The reason why we do this is we're trying to create a trifecta is three things. We're looking to create a triangle Okay, here's why a triangle is if you are and I'll give you my example. So for me, I'm a human resource person who specializes in talent acquisition. Now how special am I? I'm not not yet. Special whatsoever, right? I am here with millions of other people. I'm so generic. There's nothing that's particularly remarkable at least I've got some sort of specific like, like, thing I'm not just here's my list of qualifications at least told you what I have. But I'm not particularly different. This is the commodity market space. If you don't know what I'm talking about head into my profile, you can go back and catch our last live where I talked about being a commodity and being like sugar, granulated sugar on the shelf when you want to be the premium brand. So we don't want to do that. We want to position ourselves such so we're looking to triangulate when we try to find somebody who's lost in the woods when we do we triangulate their position. Same thing goes with your we're trying to triangulate Your job, genius in essence, so I need another skill. So the third skill I introduced into this was personal branding. And if I took that a little bit further, I could be talent acquisition. And I could be lean hiring systems and personal branding. And that would mean that I would be a candidate experience expert, okay. So what I'm looking for is some zone of what it is that you do, and it needs to incorporate where you want to be. So I can also, child qualified people can add a lot of different skills on this trifecta. So what we pick is what gives us energy. What makes us excited and motivated, don't choose crap that you don't like. So I can easily seven and somebody asked about this the other day, they're like OFCCP compliance, I'd also rather rip out my eyeball than do that job. So don't pick crap that you're well qualified for, that does not give you energy, choose things that you really enjoy. But what we're looking for is at the highest level, how do you show up and make it so that somebody is able to understand what you do not so the goal of your headline is on your profile? Okay. So from there, what did we what you found this work, and I know you've got something on your so tell me what you ended up doing. And you brought it out even further, you built out your entire LinkedIn, tell me what your superpower trifecta ended up being? Abby  21:09Well, going into this new career fields, I tried to direct it in that way. So I first said, and I mean, this is probably going to get edited probably like 100 times, I imagine because you know, we're getting stronger as we go, right. But the first level was user experience designer, product designer, which is kind of just the title, overarching title. Raymond, Oh, my God. And then content designer, content writer, which is getting a little more specific into the things that I really love to do, which is, you know, I love to be a product storyteller. So Oh, that's the first time I've heard that. Yeah. So for me, the really exciting thing is, you know, I can I can, I'm just gonna do a little brag, I can take a lot of really complex information and like psychology, and data and everything, and just consolidate it into a really beautiful story, which is compelling, and you want to read about it, you want to use it, you want to try it. So I create products that tell a story, and it engages and connects with people. And it makes me really excited. Anytime I can do that. And I get people excited about what I did for them. And it's something that they needed. It's like light bulb goes off. And it was like, I never know I needed this. And this is amazing. Like, it's so rewarding for me. So yeah, I love to take something cold, like a digital product and turn it into something really warm and inviting, like a story. So Lindsay  22:32I love this. Okay, and so, and that is to say, we started with something completely different yesterday, even right? clarity happens through action. I said that in the last session, clarity happens through action. So I'm going to make you do this. And I'm going to be like, Is that enough? Is that powerful? Does it does it answer a problem? This is the first time where I and I feel so I don't know what Abby's geniuses because she has articulated and to be able to digest it. And so now we're getting clearer, and I'm like, That's powerful. That's powerful. And so what I'm looking for is What is it? What is it that you do and now we're going to get into a little bit deeper here. We're just getting a baseline. But if you had gone and said, Well, I was an because I think he used to say I'm an office manager, right? Yep. Yeah. I know that story sound difference. That's how I was like, I looked at her and I was like, she has so much more. She has so much more power than that. Yeah. And now look at it like do you feel tell me I just the difference of that just from yesterday to today? Do you see the difference?  Abby  23:33I do. And I was I just needed I just need to get in front of someone because I know that if I can. Okay. Lindsay  23:44We tend to do this in a vacuum and then we ask people who actually have never hired anybody, or are our good friends. Abby  23:52Um, so yeah, office manager kind of a boring title right? If I'm gonna be honest, and there was a reason that I took it and I've been very strategic about the positions that I took in this one. I've always liked the company that I worked for I kind of went through several different departments because I was trying to understand how the corporate structure worked. Like how does they're all How do all the players work together and they didn't really understand it. And so I would go from team to team to team and I would learn and then move on to the next one. So for this one, I interacted with every department in the corporate structure and it gave me really amazing exposure to different teams their functionality, expanded my network and like for me, as I've gone along in my career, I tried to take on like bigger and bigger problems every time because as I felt more capable, like I just get really excited like if I can if I can take on something that is just terrifyingly large and like nail it. Oh yeah, that's so good. So um, I love that like I wanted something that was like completely out of my wheelhouse and it would force me to, you know, up my communication levels and up my exposure in the company. People are gonna know who I am because I have to make all these teams really happy in the space that they work in. And that's why I did it. And I did that. And it was great. And now I'm doing something totally, like different in designing that. But I'm in I'm designing digital products now. But I understand how the structure works. And I understand the needs of business. And I can speak to a lot of different groups of people, because I've interacted with a lot of groups of different people, and I understand different needs at different levels of the organization. And so for me, like that experience is so valuable, not only just in retail, but I'm just understanding people and people's needs, really fuels, my passion to create products that are going to help enhance our lives and make things easier, better, faster, right? We don't want to struggle, we want things that are tools that are going to help us do what we love. Lindsay  25:50Okay, so and I'm going to, I'm going to repeat back to what you said to me on Wednesday at 3:50pm. Where I mean, I want you to see it, because that's right, we have people going there's another skill, Abby is a genius. Yes, she is. How do I solve a problem? And here's the thing is that administrative professionals that they tend to get so dang, like, that's not there's a hardest job in the world of hire, by the way, like, have the jobs in the entire world. That is the hardest job. Because there's so much magic that goes inside of that. But we tend to like oh, that's not a really valuable player. It's not in the way you describe it like that, when she talks about it in this way. This is a powerful move. Okay, so she said, I have zero years of experience and no proof of results, because I'm not held a single job doing this kind of work. Now you tell me, that story has evolved. And now Do you believe what you're selling? Abby  26:42I yes. I mean, I know that I know that I can do this job. But I haven't done the job yet. I've only done it in school in theory and practice, right?  Lindsay  26:50Well, no, but you have done a job that is a...you haven't done a job description yet. And that's where things you don't like the whole point of this is people will actually create jobs for you. And they will give you the opportunity to be a product designer and storyteller that creates massive, you know, buy in and conversion and adoption for their customers. That's really what you're ultimately doing. And so when I tell that story, does that make sense of what you're actually doing? Okay, now I'm telling you about something that I would hire for because I've solved the pain. This is a little more advanced stuff. So right now I'm just trying to get you and we don't have to be close to the answer right now we just have to have something to shoot for. Because again, I just need a direction. It can be north, it can be south, but we need something because clarity comes through action. Okay, so that was the first thing. Now I'm saying, Okay, how do we back this up, okay. And so the next thing, what we're doing is creating a value proposition, and I'm gonna describe what the three parts of value proposition is. And if you would like access Hello, right here, just go down to dreamjobhack.com slash Bootcamp, and I will teach you this unit is totally free, okay? All right. So there are three parts your value proposition, when you're a business, a value proposition is about what your end result happens for your customer, your customer, your client, what's the end result of working with your business now I went back and mindset was all about, you're in the business of meeting, you're gonna have to articulate this, you're gonna have to sell the product, which is you, you have to sell your business. So what I'm looking for is three things. The first one is the I am statement, and this is the declaration to the universe that I am this thing. Not hopefully somebody picks me and they can see my worth. And maybe they'll give me a shot, you can say I am this thing that gets these kinds of results for this kind of company. So that's what we're really doing. And that's to make it so that Lindsay recruiter understands what the heck it is that you do. And I don't go okay Harvard alumnus, the former top gun commander and you give me this laundry list of tactical bs that does not increase the bottom line is just a list of job descriptions skills. No, we hire strategy at the highest level we're looking for what's the impact how you become the solution to the pain. And when you become the solution to pain people will do whatever it takes them banging down your door to get the result of hiring you because they know what you can articulate what you can do through that story. So the first thing is I am this. Second is and these are really this is I call it this and it's just stuff. Awesome Thing number one. Awesome Thing number two, okay, you can say I am the world's leading expert in intentional career design. I've helped over 15,000 people now do this in the last four years across 121 countries and six continents. That's awesome thing number one, by the way. Average result for was working with me means in nine weeks, somebody is going to graduate with $52,000 more in salary and 2.1 job offers. I can get you more in the course of nine weeks and your MBA program will cost you or make you in the first two years. Alright, that's hard to find. Now I've said that I have I have said who I am and they and the first thing people do is like Okay, cool. Prove it. Yeah, that's what I awesome thing. Number one. This is called social proof. Awesome Thing number two social proof. Okay, so if you can't articulate what it is that you do, and the result that you have Then you have nothing okay um okay so what let's go to what we had before he or not maybe beforehand because we did this work and what I do is I have you when you work inside my programs I actually spent four years developing this tool to make it Mad Libs style where I'm like input this Abby  30:18so easy just plug in yes Lindsay  30:20there's a word choose a word here's another word and put a number put a level of experience and then give me the experience here and then work on awesome thing number one work on awesome The Thing number two and even without Abby She didn't even see that there was the link for that which I'm so glad she's here because she is using literally she can say now and I'm giving you permission to say you've consulted with a seven figure business and creating a new digital product to crease adoption and success rate for her clients love it and this is let me just tell you what that was is one frickin hyperlink for the most critical thing inside of this entire module but it's not something that I caught or my designers caught she caught it okay it's Abby  31:03something I exactly so she is Lindsay  31:06somebody is going to be so lucky when he comes on board and does this and I if I was gonna be honest she could do this inside of all of my entrepreneur community and start a business right now doing this work she's qualified to do that she doesn't know she's qualified to do that and that's okay thank you by the end of this she's gonna be like I'm such a badass at this point like she I'm starting Abby  31:25there I'm like here I just need to get like here yeah the only Lindsay  31:30me believing enough reason a belief into you so that you do it okay. Randy said recap value proposition I am social proof results yes times do so awesome thing number one and two yes fears equal fellow peers or fellow humans Oh I'm so glad you said that my peers are I will tell you that little story at the end because there's some there's some really big painful stories along this way. Um Okay, so let's go into your value proposition and I want you to go like that's not start from the very beginning Let's start from where you're at today. And now we have your you've told me your story let's talk about what it is and then I'm gonna see how we can make it better okay intensity and you've already gotten the feedback once which identity two or three rounds and sometimes didn't work with me good but most the time you start out with I'm not qualified I don't know how to do this I don't know what I want to be okay Josh and that's why I will actually probably be opening dream job hack this Oh, I think it's gonna be this month so just sign up that way you get in the boot camp and you'll know when I'm going to open the enrollment for that and you can work with me like this is this dream job hack is and it's a program where you can work on your own there's other options to work with me but start there because I want you to get a taste of what I am I'm not for everybody. I'm not for everybody like I'm gonna believe in you and I'm going to love on you like love if you can't tell but there's right here love my highest value. It's a really strange thing in the HR world to say I'm going to love on somebody which is why I don't do that crap anymore. I think it's a love on people I think it's a train like he was doing and to see them as souls or families or heartbeats all those things that I'll tell you a little bit more about why I do what I do at the very end so thank you but to start with that start with the because this is a free resource and attends in those five days people transform their mindset and they understand what's holding them back Okay, so let's go to your value proposition so let's go with the I am statement and there were some things missing last time like the level of professional me years of experience so what do you got and this is where this is the most stressful thing somebody doesn't mean in fact he's willing to publicly is the biggest endorsement I can give of how brave she is. Abby  33:29Do you want me to read the original? Yeah. But okay, the I am statement and you know, we'll see because like, again, I'm glad that I get to soundboard this off of you because it's like I think it makes sense but doesn't make sense to you as somebody who's wrapping my head like Totally, yeah. Cool. So I guess I can I guess I'll read the original one if you want.Okay, go ahead. Let's do the original and then tell me what I said about it to actually afterwards. Yep. Looking at the email right now which is I guess I only went through awesome thing number one I didn't give you an awesome thing number two, so Lindsay  34:05Well, let's Okay, so we're gonna start with anything else time I had the, the least effective example that I can say with somebody came back and said, I'm a team player. And I was like, well, that does nothing and team player actually dings your hire ability by 51%. I didn't just make that up. That's actually a statistical study. So we'll talk about this next week, by the way, next Friday, we're going to talk about we're going to do her resume so she actually looks like what she really is, which is amazing. Okay, good. Abby  34:31Okay, um, alright, so I wrote I am a passionate and Creative Problem Solver who transforms challenges into life enhancing tools for businesses and their customers looking for a more meaningful and rewarding digital experience? That was my statement. Um, apparently there's some detail missing so we're gonna and my my awesome thing number one was I worked with the operational and growth and development teams in a fortune 500 company to introduce and implement a stream Instructure for their 100 annual new store expansion projects contributing to a reduction in scope of 75% in just a few years taking the process from a month long project to only five days saving the company millions of dollars year over year.  Lindsay  35:14So and what did I say on this so when we don't have the true structure because she didn't have the access to the generator so the true structure of the value proposition which is we want to say I am this level of experience well I am and it's just because you guys want to love to throw in adjectives adjective an adjective kind of level of experience with this many more than this many years of experience in doing the downstream effect of what you actually do. Awesome Thing number one awesome thing number two, so I added like here's we're gonna add a little more how many years do we have here? What's the actual impact Okay, and the second thing I came back and I would read Dd you have it in front of you because I there's a lot in there that I said yeah, so Abby  35:55On the first sentence, right I'm a passionate and Creative Problem Solver you switch that over and said maybe we do like design an operational professional since I am now a designer but I was an operations professional before so like kind of combining those things and not saying problem solver is a general term so who transforms challenges and you said like what Yeah, describing what that might be and then into life enhancing tools again like what for me I know what that is, um, you know, and then for businesses and their customers looking for a more meaningful and rewarding digital experience and then you said how do you do this both now and before So again, just adding a little more detail to that because I know what that means but that is a lot of like nice words and doesn't maybe mean anything to anyone else without example.  Lindsay  36:42And you're a storyteller so Abby has a little bit of she has a more strategic vision it's the the thing that drives me crazy is when people come in they're like I'm an admin the immediate bias is that that's not a super value out of job and I was like that's a big fat lie by the way and shout out to our all our admins I'm gonna shout to my own Becky North she's our Director of awesome and she started as my VA I would not be able to run this business without her so they have incredible power if you give them the opportunity. So why I was asking is like what you've actually done is an intersection of operations design and actually really lean processes what she really does she hasn't gotten to that point yet so I'm throwing some stuff out Abby  37:20You know, what's funny is that I couldn't get a job that I wanted because I hadn't gone through six sigma and I was like, but I'm doing everything that they train you to do. Lindsay  37:29And that's the thing is like again you don't need the the buy in you just have to be able to tell the most effective story because I've heard a million stories of people getting jobs from having a drink at a bar or on an airplane and we've hired that person before who's qualified internally because they had a better story and so the story is actually what we're doing what I'm actually teaching you now I haven't told you this Abby is I'm teaching you to believe that you are this thing and be able to articulate it because the thing is not going to be the resume of the LinkedIn it's gonna be the conversation who you are as a person that they're going to buy at the level what we're trying to do okay so when we're trying to hire somebody, I do look at their qualifications but I'm looking at it to just immediately cement the belief have already have from the conversation so everything we do from here port forward is the most important thing Oh yes, the most important language to learn is to speak math and I would say results quantitative results we can talk about that next week speaking it learning it and writing it is tough yeah we were taught to be you know, really fluffy and a lot of things and I mean like what I use I make you feel really good and so you believe enough in order to get your most highest purpose on earth? No, I teach you how to get your dream job with 2.1 job offers $52,000 more in just nine weeks which one matters there is your there is a difference both things are true one will actually get the people to tune in and one won't so that's the most yeah So Mike very very good point. Okay, so Abby, let's go a little bit deeper into it what is where are you at now? So tell me about let's go through what your example is today because this is what I want you to walk away with is this value proposition about 85% firmed up Abby  39:05So I started on the if statement and I don't know if it's better the same but Lindsay  39:10I'll keep going. I mean, you're what you're talking about notice you've gotten clarity just in this conversation?  Yep. And that you know, I'm like so excited to hear you say that it's not about my resume or about applications because like it's like soul sucking I can't I'm so happy that that's not what it's about frankly, like that just a huge relief to me. So I think and you know, I believe in myself most of the time, but I don't know how to articulate it well, which is kind of funny considering I'm a writer. Um, I just can't do that to myself. So yeah, I'm really happy.  Now you can Abby  39:47But I need a little push pointers and I will take it the rest of the way. Okay, so Well, I guess do you want me to go through the awesome thing number one Lindsay  39:58Start with the I'm statement nd what I'm doing is I want to make sure that this makes sense for the trifecta the idea of who we are pre framing ourselves as. Abby  40:07Okay, so how do we instill a little little struggling with this, but we'll see what it comes out of. So I changed it to I'm a passionate and creative design and operational professional who transforms the barriers that prevent us from success into life enhancing digital solutions for businesses and their customers who want an intuitive and effortless, effortless way to accomplish their goals. Lindsay  40:26Okay, so there are some really powerful things and there's some what I call, and just No, I, I absolutely adore you, but I call them America answers. And that's where he goes, what is it that I want my platform to be at? I'm like, World Peace makes me think congeniality, world peace, and so Okay, so I am, I want to hear in there with this many years of experience. So let's go ahead and say over 15 years of experience, and I know that goes from zero to 15. But I'm going to point out what Raymond said, this is so powerful in your mind that I went from making 1350 an hour to six figures over a conversation at lunch. personal connection is so important. In fact, it is the game changer when I teach because if you're going to rely on the old, broken jalopy system of apply and pray, it doesn't work. So how we get we have to get out of that commodity market space and learn to market ourselves as an acid and solution to pain. And what is the Alex said solution to the pain is so powerful? That's right, because if somebody says like, I have invested $150,000, in my own personal development in the last six, four years, not even six years, four years, and let me just tell you, nobody goes around like I am buying into what somebody believe what they can do not based on the list of qualifications on a piece of a document, it's going to be the relationship that really changes that. And so what I'm trying to get you to do is see the value in the relationship is actually the differentiator. So if we play, or we start to value, just like you want to be valued as a human and as a soul, as long as you can articulate that to another human soul who has more influence and authority than you do. That's how we get to those next levels. Okay. Abby  41:56Got it. Hunter. I'm really glad you asked this question. And I hope that we get to it later because I struggle with this as well. Lindsay  42:02And I think it might be actually something we follow up. So Hunter, I hope you tune in next week, because this is going to be something this I'm going to tell you it's not like I'm gonna teach you one thing it's gonna be done. This is going to be a thing that you do for the rest of your life is going to be up leveling your mindset about the impact you make, but you're right, because most times especially, we are the or we have the belief that my team did it. But if you're part of a team, you're part of the result. Okay, so you got to stand in your highest power at the highest level. Okay, go ahead. Abby  42:27Yeah. I mean, I haven't gotten we've gotten that much further only started the awesome thing number one this morning. I like I told you yesterday, I kind of got my day kind of got hijacked. So I didn't get as much work into it as I could. Lindsay  42:39Don't worry, you don't have to you whatever you've done again, you show up exactly as you are we just move forward. So don't worry. Abby  42:44So yeah, just the the first part of the sentence where I said, I worked with the operational growth and development teams, you asked how many people which I was sitting there, I'm like, how many people was that? You know, like I had never quantified that. So I counted up what I thought it might be. And it's probably honestly higher than that. But I think it was about 50. A group over a group of 50 plus cross functional partners is what I did.  Lindsay  43:05So this is where we're going to take that we're going to say if it's do you believe so? 49? Yeah, sure. So over 49, 49 and the reason why is we never lie, because one that energy when we lie, or we tell fibs that comes back to bite you and they'll get you terminated. So what I'm looking for you is the only really knows your result. Because let me just tell you, you struggle to do that. Nobody is going to be able to figure you out this information. So we don't lie because it's bad karma. And second, we'll start with the lowest. So when I say like I've hired 10,343, it's actually like 12,000. But I think a very specific number, because it's more powerful. So just pick one fricking number, okay, Abby  43:40it's totally closer. Like, it could be like a few 100 people like I don't I just don't anyway,  Lindsay  43:46If you go through this every and we're gonna go through so your resume, you're like, it turns out to be even more than that. Yeah, probably is when you think about all the work you've done beforehand. That that is probably higher than that. So don't worry, we're just looking to have one baseline, and then we can up level and upgrade as we go. Okay. Abby  44:03So I haven't gone through the like how much revenue, this is where I'm at right now I'm trying to determine because you wrote, you know, when I added design, so I collaborated with a group of over 49 cross functional partners on the operational growth and development teams in a fortune 500 company to design launch and implement a streamlined structure for their 100 annual new store expansion projects. And here you wrote, how many revenue how much revenue would this? Would these stores contribute to the top line revenue? And how many people would be impacted? I'm working on it. Lindsay  44:37Let me see if I know, how many store are there, at this company.  Abby  44:42Currently about 1200. Okay. What's that? 100 every year? Lindsay  44:49Okay, so 100 every year and how many years? Did you do that? Abby  44:54Five years, four years. Yeah. Kind of four years like... Lindsay  45:00But this is where like it was just this is we want to be so accurate on this. So just remember we're going to talk about it. Okay? So if we talk about Abby  45:14I know, open a store at the time, it's more now but I know it was it was about a million dollars at the time that I was doing it per store Lindsay  45:23There are billions of dollars. So we took the number of stores, this is how we could come up with a number by the way, that's the most accurate we can predict. In 2021. We they made $6.1 billion. Yep, now divide that by 1200. And we'll just say the average for those 100 stores is times 100. Okay, that's one year's worth. Now, do you see how we can easily quantify millions of dollars of impact by the way, I know that you're not going to be that but these stores contributed that and you're part of the team. The whole point, by the way is to cement your authority that what you do makes an impact. We'll talk about how you do that as we go deeper in here, but what we're trying to do is establish your authority. So you don't start with zero experience. Okay? In 2020, it was 7.39 in 2019 is 6.7. Okay, so and you can bring this down. Abby, if that feels like that doesn't feel like I am being really fair. Go ahead and do your own math. But what I'm trying to tell you is that it's millions of dollars. I know that Okay, so I'm always looking for people to make least six figures to millions of dollars impact in that first statement. I'm looking for number of team members, I'm looking at this, and it doesn't matter that you weren't exactly leader. And if you were you say like I helped lead a team that did this, okay, there's a structure between was used i right now, we don't put that in the resume, right. But there's truth of people who use AI and personal pronouns, where they actually use it as an individual. They're higher performers and people who are like, Well, my team did that. And so yes, the reason why we do some of these things. That's a tough switch for me. Programming everything. Abby  46:53I love that we could have like, I love the the collaboration as well, I like I know that I'm a top performer myself, but I also love being able to work with others and, and do something together because they think it's more powerful than what we can accomplish on our own. So I want to give credit there as well. But yeah, I understand right here.  Lindsay  47:09right now, we're not trying to employ the rest of your team, we're just trying to employ you. Okay, so I want you to take a stab at getting a little bit deeper here. And I want you to pick a specific number. If it's like if it's, I'd like you to choose three digits if it's more than 100 team members, like 101. So 11 of us know, I mean, like you said, Oh 100 store. Abby  47:27Oh, yeah, I work with Oh, God. Um, I mean, we were hiring, how many people at each store 40 to 60 have a staff of 40 to 60 people at each store. And I would run that project each time. So yeah, and I mean, millions of dollars of revenue, and possibly like, how many jobs did we create as well? Lindsay  47:48Okay, so and then what you're telling me is you're creating the lean process, or however it is that you want to tell me about that. So now that you say that you believe that what you do matters and that you have already been qualified to do it. And now you're presenting yourself as instead of zero experience and zero qualifications? Yeah, that is the most massive change I've seen, okay. It doesn't matter. You know, the person who's created $3 billion in annual revenue for tech 500, or top tech five company. They still struggle with this question. So it doesn't matter where you're at this, this has been changed. Okay, so that's the first thing. Now I want you to take that same idea and I want you to come up with the awesome thing number two, and this is where we're going to refine this inside of the resume. But do you see the transformation of where you were just two days ago to reprogram and so I'm always telling you to see what's at the highest level so when I tell you people I've hired 10,000 people, what I didn't tell you is that a bunch of those people actually hire the fulfillment centers, which hire two to 5000 people and six we open 30 some of those stores every day so I could go higher so I chose a number that felt more like I'm not responsible for 100,000 hires and say that I said I hired 10,000 people so choose the thing you should have read both is that because I'm I am Red Bull or do something in human form. Yeah, I'm like what is it because I don't give you wings. Why? Tell me about that. Okay, so this is the up level the whole point here. So what you have to do and again, I cannot break this down enough for you right here. So go into dream job hackathon slash boot camp, I will teach you how to do this and you are not going to be automatic. So I want you to abandon that you are going to be automatic, you are going to suck if I'm really honest, okay? And does not matter. I made the chief branding Officer of a very, very big company, nearly cry doing this. And so it is hard to stand your own truth. It's a we tend to the people who let me just give you this feedback. imposters don't have imposter syndrome. I love this. A trait of a high performer is to be feel like an imposter and it's to have been a part of a team and to not take full credit. And this is where I say it's okay to do that. It is really what you do. It's okay to brag. Little it's okay to flex a little. And as long as we don't have noticed I never say like, go ahead and lie. I never say that I say how do we do this at the highest level, if we take that frame than the rest of this woman and make it so simple that somebody cuz it's not the resume again, we've just highlighted you at the highest level we make we obliterate the objections, they have have zero experience and zero qualifications. That is the only change I am trying to make here. So I want you to be at the highest level and believe that you can do this at the true level of who you are. Abby, I'm not telling you anything that you haven't just repeated back to me, I just regurgitate it in a way that makes better sense. Okay. Abby  50:32Yep. And honestly, like, this is, like I told you, I kind of like was cruising through the first part of it. And then it just, like, started to slow down. And I was I was like, oh, man, this is getting. And at this point, I was just like, and you know, and so like, I'm glad that we're having this conversation. And other people get to hear it too. Because for me, and I told you this already, but like lesson learned, I didn't ask for the figures that I should have asked for when I you know, like, how I was at a level that I could have had access to it, but I didn't. It wasn't necessarily like, you know, head of the department, you know, wasn't the VP like with all of the facts and figures for for the company. But like I could have asked and said like, What impact did this have year over year, but I don't have that. And some of the things I'm so frustrated that I lost because when I got laid off, like I was cut off within minutes. Like, I think it was like five minutes and I had no access to anything. So like all of my work, gone like and I didn't have any like kills me know, cuz I'm like, Oh, I know. I know we did something awesome. But I don't know what Lindsay  51:37I'll talk to you about how do you always create a contingency plan but when we get to the place of career power, which is on the success path. Success path says that I have unlimited opportunities coming to me I'm doing it without applying. I'm having ongoing conversations, I've negotiated my salary. The other thing that is the checklist says I have also updated my resume accordingly. So that I am prepared for the next job, the moment the opportunity comes because I'm never gonna be in a place where I am not the person who's in control of my career destiny, that my goal is I have the worst business plan ever. I hope you never need to be again, Abby, I hope you never ever mean me again. Now I'll be here when you do. But I hope you don't I just hope you send me a whole bunch of your friends. Because what I want to do is this is the rest of your life. I'm teaching how to like I used to teach people I used to actually do this work for them. And what I did is I didn't teach people how to fish. I gave them the answer and then they didn't do anything with it. So I had to reprogram and that's why the results became more powerful. So just like I've walked the same path of up leveling what I do, same thing goes for you okay. Okay, so, Abby, how do you feel? I'm gonna tell you about what next steps and then I'm going to ask questions. So what we're doing here is, I'm going to give you the to do, I want you to go back. So bring it back. And if you can get that to me Tuesday since the holiday. Also, by the way, I don't ever want you job searching. So eight days a week, I don't know where the hell this came up is not your full time job to look for a job. Do what I do with you two hours a day, Monday through Friday, if you want to rocket launch what you have, that's the most that I want somebody doing no work. If you ever heard of the preta principle 80% of your results come from 20% of efforts that's only two hours a day and Monday through Friday and then you take off weekends and holidays. Because what matters is not your job but your family. We say that again. It's not your job it's your family now I'm trying to get you to do work that actually fills your soul so it's just as rewarding for you to be there at the during the day to at night and that transition your life feels completely holistically you up level and every every range. That's really what I teach people how to do it. I love it had somebody even this year, and he spent a whole month in Hawaii working virtually for his company was everything simply because we don't have ties to a company loyalty is a really powerful thing that keeps us small. You might know that a little bit here because they'll let you go the moment it doesn't serve them. And you always have to be taking control of your career. So I'm not saying loyalty is a bad thing. I would be brokenhearted. If you believe my company. They do regularly because I teach them how to uplevel their careers. No surprise, they get recruited away. And you and I think that I'm so proud and they send me their people and they actually most likely will actually work with me part time still, because they still want to be a part of this mission. So it's a whole other frame of what I do I preach I practice what I preach, I show you what I am do this Abby  54:17for like company leaders because I swear, like as a as a manager of people like I feel the same way and I feel like it's so rare. You know, so like, like bless you for what you do. Because like I was always so excited when someone on my team could get promoted, or you know, move on or do something that they were really excited about like that, to me is like the biggest success that I could have as a brag and so many times I felt like I was betraying my manager when I took another opportunity like it felt like a breakup and it's so difficult to have those conversations sometimes I'm like why is this so backwards? So I just Lindsay  54:57somebody leadership capability is how much their team up levels. That's true. If we see somebody move forward, I'm in there, I actually I probably will go into this at some point. But I, I do teach company leaders how to do this. In particular, I have a really big vision around destroying traditional human resources. And how do we start to invest in people and see them as true human beings. There's a reason why we've treated people so small. And as just cogs in machines. There's a reason why employees are leaving and why they're so massively unhappy. There's the three reframes, I'll teach you about that, actually, because I think it'll be really powerful. But I am consulting with business on this, because what I want to do is, we've stopped we've worked so hard to protect companies from their own people that we never even allow them to be part of a true part of a team. And so yeah, they of course, they don't have any loyalty. I have somebody right now, I just talked to you. And they're like, they're like, Oh, yeah, they like changed how we did our work, and how, what we can wear and like, they're cross training us. And I said, and you're telling me it's too late, right? And they're like, yeah, it's too late and half is already left. And so there is a way to fix this. But people have missed, they missed the forest from trees. So we'll go through that. Okay. So what I want you to do is that piece, all I immediately come back with is the the trifecta, or the trifecta solidified, and your value proposition will continue to up level and you'll get clarity, you'll continue to change it. Okay, we're going into this next week is your resume, this is going to be the part where I do not care how good your resume is, the whole purpose of it is to be that you believe that you are awesome, not the person across the table. Because if you believe you're awesome, I told you the point is, the resume just solidifies the decision we make within seconds. That's it within seconds. And so if you can do that, in less than 10 seconds, you can make yourself appear as the right qualified candidate. And the rest of the conversation is decided through the interview. And through the interview, we're going to hack that too. Okay. So don't worry about the resume piece. So I'm going to ask you a couple things here. So what? Why does this matter? Okay, so no more fluff in this America answers world peace. Or if your job, your resume looks like it's a would be perfect to hire that person who replaced you, then you have missed the point, what we're not looking for is a list of tasks, we're looking for a list of impacts, we're talking about impact in scope. So we're going to optimize for a few things one format, so in six seconds, can I tell what you actually do? And makes sense? The second is content. Okay, do I show impact and scope? Okay, so what I'm looking for is am I solution to the problem? And then last, we're optimizing it in both how we view it and what will match inside of the box for so the hiring manager says yes, the recruiter says, Yes, the system says yes, we're going to optimize for all those. That's what we're doing. And the whole point here is if you do this at the highest level, guys, you do not use your resume. People graduate from my programs all