Podcasts about we work remotely

【怖い】経緯を読んだらガチの国際クライムサスペンスだった→フリーのエンジニアを狙ったサイバー攻撃が増加中 「海外サイト(WeWorkRemotely)で良さげな案件を探していて、出会ったクライアントとビデオ通話した後「早 […]

Episode 564: Shaan Puri (https://twitter.com/ShaanVP) and Sam Parr (https://twitter.com/theSamParr) talk to Jason Fried about his 6-Week Sprint playbook, how he's planning for the end of subscription revenue, and what it's like to have Jeff Bezos as an investor.  Want to see Sam and Shaan's smiling faces? Head to the MFM YouTube Channel and subscribe - http://tinyurl.com/5n7ftsy5 — Show Notes: (0:00) Intro (2:30) Long term planning is a fantasy (8:30) The 6-Week Sprint Playbook (14:00) Does Jason regret selling We Work Remotely? (16:00) Cash flow king (21:00) Taking money from Jeff Bezos (29:30) Who does Jason admire? (33:00) Non-recurring revenue is back (37:00) The Founder Letter Launch strategy (45:30) Campfire v. Slack (50:40) Pile on the wackier stuff early (in life and business) (53:30) Taking financial risks that don't put you at risk (57:00) Where does Jason spend his profits? — Links: • Jason on Twitter - https://twitter.com/jasonfried • Rework - https://tinyurl.com/38mfc66n • 37Signals - https://37signals.com/ • Basecamp - https://basecamp.com/ • We Work Remotely - https://weworkremotely.com/ • Once - http://once.com/ — Check Out Sam's Stuff: • Hampton - https://www.joinhampton.com/ • Ideation Bootcamp - https://www.ideationbootcamp.co/ • Copy That - https://copythat.com • Hampton Wealth Survey - https://joinhampton.com/wealth — Check Out Shaan's Stuff: Need to hire? You should use the same service Shaan uses to hire developers, designers, & Virtual Assistants → it's called Shepherd (tell ‘em Shaan sent you): https://bit.ly/SupportShepherd Past guests on My First Million include Rob Dyrdek, Hasan Minhaj, Balaji Srinivasan, Jake Paul, Dr. Andrew Huberman, Gary Vee, Lance Armstrong, Sophia Amoruso, Ariel Helwani, Ramit Sethi, Stanley Druckenmiller, Peter Diamandis, Dharmesh Shah, Brian Halligan, Marc Lore, Jason Calacanis, Andrew Wilkinson, Julian Shapiro, Kat Cole, Codie Sanchez, Nader Al-Naji, Steph Smith, Trung Phan, Nick Huber, Anthony Pompliano, Ben Askren, Ramon Van Meer, Brianne Kimmel, Andrew Gazdecki, Scott Belsky, Moiz Ali, Dan Held, Elaine Zelby, Michael Saylor, Ryan Begelman, Jack Butcher, Reed Duchscher, Tai Lopez, Harley Finkelstein, Alexa von Tobel, Noah Kagan, Nick Bare, Greg Isenberg, James Altucher, Randy Hetrick and more. — Other episodes you might enjoy: • #224 Rob Dyrdek - How Tracking Every Second of His Life Took Rob Drydek from 0 to $405M in Exits • #209 Gary Vaynerchuk - Why NFTS Are the Future • #178 Balaji Srinivasan - Balaji on How to Fix the Media, Cloud Cities & Crypto • #169 - How One Man Started 5, Billion Dollar Companies, Dan Gilbert's Empire, & Talking With Warren Buffett • ​​​​#218 - Why You Should Take a Think Week Like Bill Gates • Dave Portnoy vs The World, Extreme Body Monitoring, The Future of Apparel Retail, "How Much is Anthony Pompliano Worth?", and More • How Mr Beast Got 100M Views in Less Than 4 Days, The $25M Chrome Extension, and More

If you are planning to job search this year, there are some important things to know – especially if you haven't been in the job market for a while. I want to focus on 5 things I think are important for you to understand about the current job market and hiring process.  Of course, the job market can vary widely depending on your field and industry; the hiring process can vary as well. Having said that, I tried to focus on some virtually universal truths.  1.    Remote Work TrendsThe availability of remote and/or hybrid work arrangements varies widely by field and industry, but what I want to talk about here is the WAY jobs are being posted.  Prior to Covid, you might find a few jobs that indicated “remote” or “hybrid,” but the absence of this language meant you could expect the job to be in person.  Post-Covid, companies are much more explicit in the type of job they are offering. They typically lay out the parameters of a job they list as “hybrid.” “Remote” jobs may have a geographic location they want you to live in, even though you don't have to go to the office.  Another aspect of remote work is the proliferation of sites specifically targeted to remote work. In addition to mainstream sites that you can search on using the filter “remote” or “virtual,” here are a few specifically for remote work: Growmotely  We Work Remotely  FlexJobs  Remote.cohttps://ratracerebellion.com/https://www.wahjobqueen.com/ One thing I want to caution you about is the possibility of a company deciding to change the location requirement AFTER you've been hired. It's a good idea to ask about the possibility that a remote or hybrid job might be redesignated as in-person in the future.  They probably won't tell you straight out – they may not even know – but look for evasiveness. I've had clients who had to look for a new position for this reason.   2.    Personal Branding Especially if you haven't been in the job market for a while, you will probably be surprised at the importance of personal branding.  Here's the way this works: Think of your favorite coffee shop or retailer…whatever you frequent. What do they stand for? Why do you go there and not somewhere else? What do they offer you that no one else can?  Prospective employers want to know the same thing about you: What you stand for, why they should hire you and not someone else, what you can do for them that no one else can.  You want an employer to have an immediate, visceral reaction to your resume – they either immediately know you aren't the right candidate for them, or they immediately want to pick up the phone and schedule an interview with you.  Without that reaction, you languish in the “maybe” pile, sure to be eliminated somewhere along the way – or offered a below-market salary.  Back to product branding. You can buy no-name athletic shoes at Walmart, or you can buy Nikes. You'll pay significantly more for the Nikes – and you want an employer to pay significantly more to get YOU.  Without personal branding, you are like a generic product – an alternative for an employer who doesn't want to pay as much.  I spend an entire hour with my resume clients to tease out their personal brand, which is not only helpful for their resume, cover letter, and LinkedIn profile but also as they network their way to their next great job.   3.    Tailor, Tailor TailorOne of the biggest missteps I see job applicants making is submitting umpteen applications every day, yet not taking the time to customize their resume and cover letter for each position.  Focus on quality over quantity – otherwise, you'll wear yourself out AND you're setting yourself up for failure.  I talked about the specifics of how to tailor your resume and cover letter in episode 287: http://exclusivecareercoaching.com/posts/2023-09-06-287-how-to-tailor-your-resume-and-other-materials-for-a-specific-position Here's the bottom line: Your resume needs to include the skills, competencies, and qualifications listed in the job description – to the degree you possess those things. Otherwise, your resume won't score high enough in the ATS to make it through to the human at the other end.   4.    LinkedIn Isn't OptionalI've done so many episodes on LinkedIn – you can find all of them by going to my website at www.exclusivecareercoaching.com and clicking on the Podcast tab. There, you'll see a tile for LinkedIn with all the episodes I've done on that topic.  Here's the part many people don't think about – having a strong LI profile isn't just for YOUR networking efforts, but also for OTHERS to find you. Specifically, recruiters and others with job opportunities.  What I see over and over with people I consult with is their LinkedIn profile is missing critical information to make it easier for recruiters to find them. Having a complete Skills section, a Headline that includes your target job title, and achievements in your Experience section are just some of the areas many people under-leverage.  It's no longer enough just to HAVE a LI profile, you now need to have a robust LI profile coupled with an active presence through networking, engaging with others' content, posting your content, and sharing others' content.    5.    Expect Technology in the Interview Process. Increasingly, companies are using AI to conduct initial interviews. Many companies are only bringing the final 2-3 candidates to their campus – especially if the job is remote.  I talked about how employers are using AI in the job interview process and how you can prepare in episode #281:http://exclusivecareercoaching.com/posts/2023-07-26-281-how-employers-are-using-ai-in-job-interviews-and-how-to-prepare-for-an-ai-interview The bottom line here is two-fold: 1) Be prepared for remote interviews – make sure you have adequate technology and that your background is not distracting or off-brand; 2) Remote interviews DO NOT mean you can relax your appearance or preparation.   If you are a high-achieving professional with the goal of landing in the C-suite, the Highly Promotable coaching program may be just the ticket! This 1:1 program is targeted to strategically leverage one of your strengths to become a signature strength — and move the needle on one of your developmental areas so it becomes a strength.  This is a mid-four-figure investment in your professional future! If this sounds like just what you need, schedule a complimentary introductory call to determine if you are a fit for Highly Promotable:  https://calendly.com/lesaedwards/highly-promotable-introductory-call

Join the cohosts of the RV Entrepreneur podcast for a special Ask Us Anything episode. On today's show, the cohosts will share some behind-the-scenes details on what they're currently working on, as well as answer listener questions including:  Where do you find jobs from the road? What hardware and software do you need to run a business from the road? Which campsites have the most reliable, business-class WiFi? There were many tools and tech tips offered on this week's episode. Here is a list of the ones we shared: Jim's Business: @LiveWorkDream - https://liveworkdream.com @Tripawds - https://tripawds.com  Books:  Income Anywhere! The Ultimate Guide for How to Full-time RV & Support Your Nomadic Lifestyle Be More Dog: Learning to Live in the Now Rose's Business: Reset Your Journey- https://resetyourjourney.com/ Full-time RV Coaching- https://resetyourjourney.com/fulltime-rv-coaching/ Kimberly's Business: Roadpreneur: Roadpreneur.com Cruisin' + Campfires: Cruisinandcampfires.com New Book Release, Discovering Something Greater: https://www.amazon.com/Discovering-Something-Greater-Purpose-Fulfillment/dp/1736284703/ Workamping; Workamper Newshttps://workamper.com Workampers Faceboook Grouphttps://www.facebook.com/groups/weloveworkamping  Remote Job Boards: linkedIn https://www.linkedin.com/jobs/  Coolworks https://www.coolworks.com/  We Work Remotely https://weworkremotely.com/ Growmotely https://www.growmotely.com/  Remote.co https://remote.co/  RVer Specific AGS Publicationshttps://www.agspub.com/ HipCamp (Photography)https://www.hipcamp.com/en-US/about#careers Talent Marketplaces Fiverr https://www.fiverr.com/  Upwork https://www.upwork.com/  Guru https://www.guru.com/ Freelancer https://www.freelancer.com/  Gig work Amazon Flex  https://flex.amazon.com/  Task Rabbit https://www.taskrabbit.com/become-a-tasker  Handy: https://www.handy.com/  Shipt  https://www.shipt.com/  RVshare  https://rvshare.com/list-your-rv  RV Ezy  https://www.rvezy.com/owner  MLM & Profit Sharing  MLM Watch https://quackwatch.org/mlm/  MLM Scam Watch  https://www.mlmscamwatch.com/ Technology: Go Roam Tech https://www.goroam.tech/  Campgrounds: The Campers Hub, Montrose, CO https://thecampershub.com/ ~~~~~~~~~~~~~~~~~~~~~ THE RV ENTREPRENEUR https://therventrepreneur.com ~~~~~~~~~~~~~~~~~~~~~ Join the RVE community on Facebook! https://www.facebook.com/groups/therventrepreneurcommunity  Connect with RVE on all your favorite socialshttps://therventrepreneur.com/connect Got questions or comments for our hosts? Leave us a voice message! https://therventrepreneur.com/voicemail (NOTE: Audio submitted may be published on the podcast unless specifically requested otherwise.) Got a great story or tips to share with RVE Listeners? Complete our Guest Intake Form: https://therventrepreneur.com/guestform ~~~~~~~~~~~~~~~~~~~~~ The RV Entrepreneur is presented by RV Life – Tools that Make Camping Simple https://rvlife.com You May Also Like: The RV Life Podcast https://podcast.rvlife.com/ ~~~~~~~~~~~~~~~~~~~~~ --- Send in a voice message: https://podcasters.spotify.com/pod/show/rve/message

Since Covid, the number of people working from home – or wanting to work from home – has multiplied exponentially. Today, I want to offer resources and strategies to help you land a WFH job. I'm not going to go into how to determine which types of WFH jobs you should apply for – I've covered that in other episodes. For today's episode, I'm going to assume you know your Motivated Skills and how you want to apply those skills in a WFH job. A note here: your desire to WFH shouldn't be the primary consideration as to which jobs you pursue. You still have to enjoy the work and exercise your Zones of Genius. I'm also not going to go into the steps everyone should be taking to look for any kind of job, such as customizing your resume and networking. Again – covered in other episodes. Also – buyer beware. There are WFH scams out there, so check with the Better Business Bureau and other sites to ensure the validity of the job.  FiltersThere are a number of legitimate remote job sites, which I will be sharing in this episode. Another consideration is using filters on “mainstream” sites like LinkedIn and Indeed. Try “remote,” “work from home,” “telecommute,” and “virtual” to narrow down the jobs you see. Also consider that some companies may offer WFH jobs on their website but not on sites like LinkedIn, so be sure to check.  Read the job description – and interpret itSome jobs will clearly state the in-person, virtual, or hybrid nature of the job, with specifics such as WFH Fridays or “must be in office 2-3 days per week.” When the parameters are specifically laid out in the job description, I would take that as fact. That is not to say that the “must be in office 2-3 days per week” couldn't be negotiated down to just 2 days, or that which days you are in office can't be negotiated – I mean that a job that clearly states “must be in office M-F” isn't likely to be flexible about a hybrid or WFH setup. What about those jobs that aren't clear in their description? Post-Covid, I would take that as POSSIBLY a sign that there is some flexibility. My thought is this: I don't want to remove myself from consideration for a job I am really interested in and very qualified for just because I want WFH capabilities, so I'm going to go through the process and see what happens. An employer who does have some flexibility is more likely to exercise that flexibility once they've gotten to know you, your qualifications, and the value you will bring to their organization. When do you bring this up? I might try to suss this out sooner rather than later. Perhaps they directly ask you what type of work setting you are looking for – in this situation, I would be honest but vague. I might try responding with a question like “What do you see as viable options for this role?” This likely won't be solidified, however, until after a bona fide job offer has been made, so before you sign on the dotted line make sure you understand what's in the offer and ask for any concessions you want so the offer can be amended. Understand that the only time you can negotiate is between the time a bona fide job offer has been made and you have accepted that offer. Before this, it is hypothetical, and afterward, they aren't likely to improve on what you have already accepted. Be wary of language that speaks to the temporary nature of the hybrid or WFH condition. I recently had a client who had to quit her job because the WFH situation became in-office and she lived some two hours away and couldn't relocate.  Websites for WFH FlexJobs is one of the top boards to find remote, part-time or flex jobs. They have opportunities across 50+ categories.Growmotely features long-term remote jobs with conscious companies. You can create a candidate profile and start searching for remote roles right away.We Work Remotely highlights remote jobs across all types of fields, including tech to customer service, sales, and marketing. Remote.co – in addition to the job listings, this site has resources for how to work from home, such as managing your home office or managing a remote team. https://ratracerebellion.com/ - this site seems to be more geared towards people who want to pick up hourly or temporary/seasonal work, but check it out anyway. https://www.wahjobqueen.com/ - this one is a grassroots site that was recommended to me by a client. Another one I've heard several clients talk about is The Mom Project, but there is a lot online about this being a scam. They supposedly feature roles with vetted, family-friendly companies and include remote positions – but beware.In addition, there are sites where you can filter your job search using the terms I previously mentioned, such as “remote,” “virtual,” “work from home,” or “telecommute.”  LinkedIn Indeed.comGlassdoor.comZiprecruiter.comUsajobs.govMonster.comSimplyhired.comCareerbuilder.comSnagajob.comRoberthalf.com  DIY vs. DFY DIY: If you are doing a remote job search solo, the biggest piece of advice I can give you is one I already mentioned in this episode – the fact that a job is remote should NOT be your primary consideration. You still need job satisfaction, the opportunity to use your Zones of Genius and expand your skills, a sense of connection with other team members, and working for a company whose product or service you believe in and can support. DON'T mistakenly think that working from home will solve all your problems – you still need to carefully vet the company and the job opportunity.  DFY: As I have said approximately 1,000 times on this podcast, your job search shouldn't rely solely on job boards. I've gone so far as to say that job boards don't don't constitute a job search – you need a targeted, proactive strategy that, depending on your level of seniority, is somewhere between 25% and 100% networking-based. If you want help planning and executing a targeted, proactive job search with multiple prongs, specific daily action steps, and a plan to evaluate and make mid-course corrections, then let's schedule a consult so I can learn more about what you're currently doing in your job search and how I can support you. Here's the link to my calendar for a consult: https://calendly.com/lesaedwards/zoom-meetings2

Wondering what you can do to make extra income online or work remotely? Kristin shares 5 of the top ways to become a location-independent digital nomad with examples of each.    Start your new website today with Hostinger! Get 10% off using the code, TRAVELINGWITHKRISTIN at https://www.hostinger.com/travelingwithkristin   More Resources:  Digital Nomads For Dummies Book Freelancing Course Digital Nomad Visa Database   Watch the video: https://youtu.be/bNjaiEMhExg   Related Podcasts:  Ep 146: How To Become A Digital Nomad (For Dummies) Ep 089: How To Become A Digital Nomad This Year Ep 066: My Top 10 Online Income Streams Ep 067: Remote Work Burnout Ep 062: How To Make Money Online Fast with Freelancing Ep 008: Becoming a Digital Nomad in Your 50s with Palle Bo   Top Remote Jobs Sites:

A Quick Info Session to Brighten Your Day For Tuesday 3/28/23

A conversation, with a “Minimalist Digital Nomad”. This is the first, in a series, called “Conversations”. Even though, the Characters, and Story, are fictitious, the “Conversations” are based on fact, and meant to provide not only entertainment, but knowledge, motivation and encouragement. Links to information: Videos: Wok With Tak YouTube Channel: https://www.youtube.com/@wokwithtak How To Choose Backpacking Packs pm the REI YouTube Channel: https://youtu.be/LI1va-97f4w 4 Years in 1 Bag on the Travel Go Explore YouTube Channel: https://youtu.be/kPFONrJhuUE HOW TO PACK ULTRALIGHT: I show you what's inside my bag as a Minimalist Digital Nomad on the Benji Around the World YouTube Channel: https://youtu.be/sjDzVIO64pg Bulk Email: https://www.mailjet.com https://www.youtube.com/@mailjet Books: “Cooking the One Burner Way”, by Buck Tilton: https://amzn.to/3XmJ742 Cookware: GEERTOP Stainless Steel Frying Pan 10 Inches: https://amzn.to/3GU6ife Cooks Standard Stainless Steel Multi-Ply Clad Wok, 13" with High Dome lid: https://amzn.to/3ZO0kVN Cuisinart 726-38H Chef's Classic Stainless 14-Inch Stir-Fry Pan with Glass Cover: https://amzn.to/3QXmFMI Sunrise One Piece Seamless Design Stainless Steel Wok Spatula: https://amzn.to/3HgtRQB Instant Pot Duo 6 Quart Electric Pressure Cooker: https://amzn.to/3WrPWjm Wonderchef Nigella Stainless Manual Non-Electric Steel Pressure Cooker, 1.5, 2 or & liters: https://amzn.to/3J1LPYo https://youtu.be/k9UlMZ_1Ku4 Places: Peter's Dive Resort located in Southern Leyte, Philippines https://www.petersdiveresortph.com/ Hotels, on the Island of Paros, in Greece: https://santorinidave.com/best-places-paros Santa Marta, Columbia, South America: https://en.wikipedia.org/wiki/Santa_Marta Cartagena. Columbia, South America: https://en.wikipedia.org/wiki/Cartagena,_Colombia Courses: Spanish Lessons. Free and Paid Courses” https://spanishforyourjob.com/ Live Abroad Now Anywhere. Course how to work remotely, online, from anywhere in the world: https://liveabroadnow.com/ Remote Jobs: https://WeWorkRemotely.com https://Remote-Europe.com https://FlexJobs.com website: https://oportuno.org DISCLAIMER: To help support our channel to keep producing content, this video or podcast, and description, might affiliate links. If you use a coupon code and/or click on a product link, I'll get a small commission with no additional cost to you.

The transition from a full-time job to a digital nomad or location-independent work can be extremely exciting. But as with any lifestyle change, you'll need to plan and make some adjustments to avoid unnecessary stress and overwhelm. You'll need to be flexible about where and how you work. Not having unrealistic expectations can save you some frustration. You have a perfect opportunity to reduce your overall expenses by analyzing the cost of living in different countries and moving to a place with lower costs.Ali Pruitt of Fully Remote with Ali joins Andrew Jernigan and Allen Koski in this week's episode of The New Nomad. They talked about the importance of work-life balance in the digital nomad lifestyle and the challenges one may encounter in living the life that is coveted by many. They also discussed health, natural medicine, and its benefits. You are most likely choosing to be a digital nomad because you love many aspects of this lifestyle, including freedom and flexibility. So, don't let the challenges overwhelm you.[5:25] The freedom that digital nomads enjoy[12:01] Medicine for the body and for the soul[16:26] The secrets of destressing[20:55] Traveling creates an open mind[23:09] The digital nomad lifestyle is all about balance[31:56] Simplify lifeGUEST BIO:Ali Pruitt is a seasoned digital nomad, she has over 10 years of process and workflow improvement experience and she's the woman behind Fully Remote with Ali. She's been featured in We Work Remotely, the Association of Virtual Assistants, and The Creative Startup Academy. Ali is passionate about helping others transition into remote work, so they can fully embrace the remote lifestyle in the way that works best for them. LINKS:Website: https://www.alipruitt.com/LinkedIn: https://www.linkedin.com/in/ali-pruitt/Facebook: https://www.facebook.com/fullyremotewithali/Youtube: https://www.youtube.com/c/fullyremotewithaliInstagram: https://www.instagram.com/lifeofalipruitt/Instagram: https://www.instagram.com/insurednomads/TikTok: https://www.tiktok.com/@insurednomadsYouTube: https://www.youtube.com/channel/UC0nVZ-b1GGWpR3BBdFPrnDALinkedIn: https://www.linkedin.com/company/insurednomads/Facebook: https://www.facebook.com/insurednomadsPinterest: https://www.pinterest.com/InsuredNomadsOfficial/Twitter: https://twitter.com/insurednomadswww.insurednomads.com

Hey Hey, So happy you are here! Hi, I am Sophie Riley, and I am your host! In this episode, we are going to talk about how to get clients in the next 24 hours!Full Disclosure … none of these work if you don't take action! When we start a new business or decide to see if we can make money online we tend to look and see what successful people are doing. The thing is, you can to go back and see how they startedTo make your business work, you have to make sure you think short term and long term. The more you build your audience, your email list and nail your automations, the less you have to get out there and sell one on one, sell in the DMs and so on! So while I dive into ways you can get your next client in 24 hours, I want you to keep in mind that starting that email list is key for a long-lasting business! Let's start with ways you can make money right now if you already have a business.First off let's have a quick chat about pricing if you want to make money right now! Let's go ...As promised during the Podcast,  make money right now by Using Freelance Job Boards. 1. Upwork 2. Webflow Experts 3. Designhill 4. Toptal 5. LinkedIn + Linkedin Profinder 6. We Work Remotely 7. Behance 8. SimplyHired 9. Dribble 10. Fiverr 11. Peopleperhour 12. Guru13. Freelancer14. AngelList 15. DesignCrowd 1 6. 99designs 17. Working Not Working18. YunoJuno 19. Authentic Jobs 20. TaskRabbit 21. Indeed (select the Part-Time, remote options) Goodies for you

"The Remote Show" is brought to you by WeWorkRemotely.comNola Simon's Links:LinkedInTwitter

Remote work is the new normal - a phrase almost everyone in the business world has said at some point in the last 18 months. Some believe that the dust will settle, and the trend will die out. Others believe that a remote-first world is the future of work.Studies show that employees are increasingly demanding that this trend sticks. According to We Work Remotely, 40-55% of people said they would quit their job if remote work options were not made permanent for at least half the week. 35% even said they would be willing to take a pay cut for it.Aside from the pandemic, technology, tools, and companies like Deel are making it easier than ever to hire remotely and manage remote workers. Deel is a global payroll platform that simplifies the complexities of hiring people in different countries. With a remote-first world looking like it's here to stay, there's no better time for a solution like Deel. As a rapidly rising star in the fintech world, Deel recently managed to raise $156 million in 2021 and was valued at $1.25 billion. Dan Westgarth, Chief Operating Officer, joined Disruption Talks to discuss remote work and how Deel has grown in a remote-first working world. Dan previously joined Disruption Talks to explain how a global payroll system works.Hosted by Filip Sobiecki.

Most of us know how to approach a traditional job search. But how does this process differ in a remote environment? How do you do well in a remote job interview? And what jobs can actually be done remotely (spoiler alert: more than you think)?Kevin from We Work Remotely draws lessons from his own career as well as from his experience in leading the largest remote work community and provides advice on finding a job remotely, making a good impression in a remote job interview and how the remote job market of the future could look like. 

Ali helps remote workers be productive and create more work-life balance so they can enjoy the full benefits of working remotely. In this episode we talk about creating boundaries at work, how to stay productive on the road, what newbies get wrong about remote work and common misconceptions, overcoming loneliness, managing work from home, and creating routine, workflow, and habits that support a balanced lifestyle. This episode will be your ultimate inspiration to go from career burnout to finding work-life balance. ABOUT ALI Ali Pruitt is a seasoned digital nomad, she has over 10 years of process and workflow improvement experience and she's the woman behind Fully Remote with Ali. She's been featured in We Work Remotely, Association of Virtual Assistants, and The Creative Startup Academy. Ali is passionate about helping others transition into remote work, so they can fully embrace the remote lifestyle in the way that works best for them. She believes when you're able to #getsh!t done and unplug from work, you have more time to focus on what's important – you! CONNECT WITH ALI → Connect with Ali on LinkedIn: https://www.linkedin.com/in/ali-pruitt/ → Connect with Ali on Instagram: https://www.instagram.com/fullyremotewithali/ → Visit her website: www.fullyremotewithali.com GET THE FREE OFFER → Download the FREE Remote Career Playbook here: https://bit.ly/RemoteCareerPlaybook CONNECT WITH KATE → Ready to land a remote job so you can create more freedom and flexibility? Get on the waitlist for The Remote Career Accelerator: https://bit.ly/RCAwaitlist → Follow Remote Career Coach, Kate Smith on Instagram @theremotenomad https://www.instagram.com/theremotenomad/ Read the transcript here: https://bit.ly/TRNPodcastAliPTranscript

In this episode I cover motivation as part of #MotivationMonday that I do on our Facebook live at the Hocking College a Computer Science Facebook page. Motivation can come in different forms and in different ways that inspire you and connect with you. In this episode I go over motivation to volunteer a different events and organizations. This was inspired by conferences coming back to being in person and my volunteering at the Women in Analytics conference this week. I also had a couple other inspirations through We Work Remotely‘s career fair and their interview interview with Automattic. Also why you should be motivated to attend a Hocking College starting this fall. If you have any questions please let me know and be sure to follow a Hocking College Computer Science Facebook page and subscribe to this podcast. https://www.facebook.com/HockingCollegeComputerScience/ and https://youtu.be/mOilFPvFc2E

Anna Shcherbyna is the CEO of Remotivate. And, leveraging her decade of experience in Business Operations and International Recruitment, Anna's recruitment agency helps online businesses hire remote staff worldwide. They handle all the due diligence relating to candidate communication, arranging interviews, discussing salary expectations, and conducting reference checks. Today, she joins us to talk about how to find and attract your agency's dream team. She shares why some job search platforms are better than people may think, why it's better to invite candidates to apply for your agency, and why you should never hire for the fire. 3 Golden Nuggets Create a process. After going through profiles in some of the job search platforms (our guest recommends a few good ones) instead of going straight to interviewing the candidates, try to have a process in place. Identify 5 requirements for success in the position. You can incorporate that into a questionnaire, a skill test. This weeds out candidates who don't care enough. Finally, ask them to create a video. This will answer so much, from their motivations to what do they say in the video and how they say it. Be in control of the narrative. Something that can really help you be in control of the type of candidates that will go through your hiring process and subsequent interviews is to not just post and wait for candidates to apply. Instead, after searching through some profiles, you can invite some candidates to apply for the position. This way, you'll have much more control over the type of candidate you'll be interviewing and filter out the ones who maybe have the wrong motivations or are just not good quality candidates. Don't hire for the fire. Take the time to truly understand the position you're hiring for. Try to have a clear idea of what success looks like in that position. What kind of background are you looking for? What level of experience would you prefer candidates to have? This will help filter candidates and speed up the process. Anna's advice is “don't hire for the fire, hire for the long term.” Subscribe Apple | Spotify | iHeart Radio | Stitcher | Radio FM Jason: [00:00:00] What's up everybody? Jason Swenk here and I have another amazing episode for you where we talk about re, remote recruitment. If I can actually get that out, I don't know why that's so hard. But we're going to talk about how to find the right senior-level managers and hiring them remotely, as well as how can we evaluate and make sure that the right one. So, it's a really good episode. Let's go ahead and get into it. Hey Anna, welcome to the show. Anna: [00:00:32] Thanks so much for having me, Jason. It's a pleasure to be here. Jason: [00:00:36] Yeah, I'm excited. I almost wasn't able to say remote recruitment. I don't know why it's such a tongue twister this morning for me. But for the people that don't know who you are, tell us who you are and what do you do? Anna: [00:00:48] Yeah, absolutely. So my name's Anna Shcherbyna. I'm actually originally from Ukraine and I help online businesses all over the world, help them hire remote staff internationally. Uh, it's been an incredible journey and the experience to work with companies that have all kinds of needs. And I believe, as you mentioned, we do focus on managerial and leadership positions, but we've always get some fun roles and fund requirements. So it's kind of the, uh, the new age of headhunting, so to speak, uh, at times that's what it really comes down to. Jason: [00:01:17] Awesome. Well, let's go ahead and dive into it. Let's talk about where can we find these people, right? So, you know, we're, I'm an agency owner. I'm looking to get some more help, so I don't have to make all the decisions. I need, like I already, I'm maxed out at managing these people. I want to build my team up. I think a lot of times people just default to going to LinkedIn or Craigslist or wherever. So what is your recommendation for people listening of how can they find some of these amazing talents? Anna: [00:01:46] Yeah, absolutely. I do think that a lot of people, when they're transitioning, especially into hiring remote staff, that's where the challenge comes in because they still go back to the old websites. As you mentioned, LinkedIn is very popular Craigslist, things like that. And it just doesn't work for remote stuff. You want people who know what they're doing and really have the right skills and abilities and understanding of the remote space. They're not going to be there. I mean, you can find amazing people on LinkedIn, don't get me wrong, but in terms of what we love to do, Upwork is actually one that surprises everyone. I'll say this because a lot of the times people assume that Upwork is for projects, just for projects for short term. But actually if someone's new to the platform, they haven't really realized how it works properly, and so you can find some incredible people who are just looking for that opportunity. And a lot of them are looking for more consistency. So Upwork is an amazing one. Um, AngelList has been incredible for us. We've loved that. And also with AngelList, you kind of upgrade, there is an upgrade on there where you're able to get access to their database, which is awesome. And then be able to go out and invite candidates. We use Indeed, it's actually been a lot better for remote hiring as well. Most recently, they've really done a lot of growth in that sense. So Indeed has been quite good. I'd say those are our top three, though we're, we're constantly experimenting. So right now we're trying out Dynamite Jobs, we're trying out We Work Remotely. And I just say like, it's really good to experiment. I've heard great. Like We Work Remotely is one that I've heard, works wonders, but not for all positions. Those three that I mentioned is just, those have worked the best for us for the type of positions, like the managerial leadership type positions that we're normally hiring for. Jason: [00:03:25] So I thought AngelLists was really more for, and maybe they've, they've changed it. Or was it Angie's list? Or am I thinking of the right? The same one. Anna: [00:03:36] You definitely are. The same angel.co like I think before it was very much for startups like tech world, all of that. You have the right idea in mind. They definitely have evolved to now where you can find professionals of all kinds. They're very remote-focused because, again, a lot of companies are going remote. And so it's definitely an amazing, amazing website for finding great candidates. Jason: [00:04:00] So let's say we go on Upwork because, you know, I've, I've found really good designers on Upwork and, and stuff like that or people actually doing the work. But if we're looking like I know a lot of people listening in, they're thinking, well, I need a manager. I don't need someone to actually do the work. So like, how do I post something on Upwork going I need a Director of Ops or a Manager of Operations to come in. So do I post something like that on Upwork? Because usually, it's like, hey, I need this for what I understand. Like, I need someone to do, you know, this landing page or this logo or whatever it is. Anna: [00:04:33] Yeah. I mean, here's the thing, again, Upwork has incredible potential because it's all about the mindset. When you go to LinkedIn, you're trying to get people away from potentially those that already have jobs, whereas upward people are going on there already with the mindset of, hey, I need a job. And as I mentioned, a lot of them, they are getting in there and they don't really know how to break through, they don't want to deal with the hassle of all these different clients. And so something we do and something I always recommend is, it's all about how you filter. So filter for the ones that don't have a lot of success on Upwork, which is counterintuitive because most people are looking for the ones that have earned the most, have the best reputation… But those people are already successful, why would they go from client work back to full time? It's, you know, they're making a ton of money, they've made it on the platform. It doesn't make sense for them. So we'll go ahead and post those types of high-level positions, head of ops and all of that. But the ones that are going to be inviting are usually the candidates who have limited experience on the platform. They are hungry for an opportunity and they are much more likely to take on that opportunity. Jason: [00:05:36] Oh, that's clever. That's clever. And so let's say we're hiring a director of ops. What would you post on Upwork to in order to attract them to click on? Anna: [00:05:47] So, okay. Two things here I want to say. So first of all, in the job description. I'd say definitely make it very personable. We get a lot of feedback that the more personable a job description is the better candidates react to it. But I want to say that the trick that we have found really works isn't about just posting and waiting for candidates to apply. We actually go out and invite candidates because then we take control of the narrative. Who's applying the type of candidates, the quality, and also a lot of candidates are not checking every single day what's, you know, what's live. And so you're actually missing out on a ton of opportunity. So if you go out and that's why I love, we love AngelList network, you can actually invite those candidates to apply and get so much better results rather than waiting around and getting candidates who maybe have the wrong motivations or just not good quality candidates, because they're just, they're applying because they need a job and they're just clicking on everything. Whereas when you're inviting, there's, you know, there's a quality control there. So sometimes we even put a job post as private and so people won't be able to actually apply unless we invite them. Jason: [00:06:50] Oh, I like that. And so when you go into the search on Upwork or AngelList, is there other than, are you new? And like, you know, it's actually a really good point of like, I don't have much experience on the platform. They're new. What else are you looking for? Anna: [00:07:07] Uh, requirements. It always comes down to the requirements. And I'll be very honest, I think a lot of business owners don't take the time to truly understand who they need and what will make those people successful. When you have a clear understanding of what success looks like, like, okay, I'm going to need someone who has at least three years of experience in operations. They have, um, a background in recruitment, they have experience with running a SAS business or being an operation specialist in SAS, and you, if you're looking through applicants and applications, you'll be able to see those things. So figuring out your requirements of what success looks like, and then really searching for those among the applications is going to make a huge difference. Jason: [00:07:46] Yeah. I mean, I think a lot of us, and I've done this in the past, or I might be doing this right now. Who knows? I probably am. Thank you for beating me up because there, there's a lot of us that we probably go, we just need a marketing associate. But we really haven't thought about what… we just want them just a marketing associate. We'll just put them in, but really hasn't identified what success looks like for that marketing associate and like, what do they have to have? I think that's really very crucial that a lot of people actually skip over. All right. So, so now that we've come up with the requirements, like, as we've done our homework, so you don't yell at us, we don't want you to yell at us. And then we've gotten creative by using Upwork and AngelList and Indeed, and we're starting to invite people to apply, which I, I've never thought about. Like, that's brilliant. So, when people start applying, is there any special thing that I always try to bury something in the middle. Like, hey, you got to do this weird thing or put this to the subject titles, see if they actually read it. Is there anything that you do like that? Or how do you evaluate to make sure that they're not just padding their resume? Anna: [00:08:58] Absolutely. Absolutely. So I always say create a process. And again, start at the beginning, right? Because let's say you identify your top five kind of things for success, right? Your top five requirements for success. You can then translate that to, like, for example, for us, we do a questionnaire, a skill test, a video, you know, you can put steps in place that test for those initial requirements. And that's going to be so important to really identifying, not only do they have what it takes to be a great team member or a part of your team and really solve your problem, but it's going to be able to also identify their motivations. So being able to see that they're going to jump through quite a few hoops before even having an interview. And a lot of people don't want to do that. They're like, yeah, thanks, I'm interested in this role, yeah, when can we chat? And we're like, well, right after you go through our process. Apply here. And that actually filters through a lot of people who don't really care too much. I would say I'm not the biggest fan of adding like those little trick questions in job descriptions. Because people who are looking for jobs, they're not as consistent in reading the job description, I would say. So definitely having the, the steps is a lot more of a thorough process to see, not only do they qualify, but they are really interested in the position and they're going through and following through on the different steps. Jason: [00:10:16] So walk us through the steps that you would take someone. Anna: [00:10:18] Yeah, absolutely. So the, what we do is we have a questionnaire. So for example, let's say you need five years of experience in Facebook, running Facebook ads. So we'll ask: How many years of experience do you have in Facebook ads? What's the budget that you have handled per month? Uh, we'll ask about what types of businesses have you done Facebook ads for? And there'll be like a dropdown or check the boxes of which industries you've done. So we we'll add the requirements in the questionnaire, because that way, even if they didn't read it, which sometimes happens, we'll be able to filter through that. Because candidates say, hey, I actually don't have this. Or I only have three years of experience. So the questionnaire and yeah, like the questionnaire really helps assess that. Now we have a small skill test that we've created that tests for the hard and soft skills. We have done this internally and we've created what works for us. But I talk about this all the time. Like I do a webinar now and again, and I talk about how there's so many tests out there, like personality tests, hard skill tasks, like let's say you even need to test somebody's abilities with Facebook ads. There's so many different tests out there. Do a bit of research, find what works for you and incorporate that in the process. So having some sort of questionnaire looking into there, the requirements, if they meet them, having some sort of soft and hard skill test. It doesn't have to be crazy long. Just a few questions here and there to understand and better filter those candidates. Then we have a video, which again, we're asking a few questions. We're asking for a two minute video, super easy and straightforward. But again, we're looking at, can they follow directions? Right? Can they actually respond at like, what are they saying? How are they saying it? What what's the attitude that we're getting? Is this something that they just put together, walking your dog on the street. Which actually happens like we've either had like a girl in a farm. She's walking around in her, like near her farm. She's showing the farm. She's like, hey, this is where I am. Absolutely not. But walking the dogs, driving in the car to work, I mean, we've got some crazy videos. Oh, a guy eating sushi. I think that was one of my favorites. He's like, I'm going to wing this. So I just ordered some sushi, but it helps stand the mindset of candidates, how they work, like who they are as human beings, and really understand if that's going to be a culture fit. And it just says so much, their video say so much. And so, that really helps us understand. And it not only does it kind of test for their personalities and interests and things like that. We're also looking at their English abilities. So we're seeing, I mean, we're hiring internationally and so we don't want to waste time having an interview. If we don't like it, they might be great at writing but then when it comes to speaking, they might not be able to, don't have the abilities. So that video really ticks a lot of boxes and a candidate usually doesn't always, like they don't really anticipate it, I would say, in terms of what's really being expected. But that's what we're looking out for, great communication skills and interest for the position, honest responses, a great environment. And then we'll do the interviews and move into that phase. First interviews, client interviews, and then towards the end, we'll do reference checks. So it's quite a thorough process and it helps really collect all the information you need for a successful hire. Jason: [00:13:27] Yeah, that's crazy about the videos. You know, we, we ask for that as well. And I remember there was this one guy that we got a video I was getting so dizzy because he's walking around his pool, like holding this and I'm like, h my God, and the shaking like, oh, stop. Anna: [00:13:46] Yeah. Make it stop. Stop. Absolutely. Jason: [00:13:50] That's funny. Well, this has all been great, Anna, is there anything that I didn't ask you that you think would help out the audience with their remote recruitment? Anna: [00:14:00] Yeah, absolutely. Twister tongue twister of the day. I would just say that start from the very beginning and put the time to truly understand research the position you're looking to hire for. Don't hire for just a fire like that. And we do all have fires. I have fires. We all have fires in the business that we need to take care of, but don't hire for the fire. Okay. That's not, I got a rhyme in there. Don't hire for the fire, hire for the long term. Jason: [00:14:25] It was like a Billy Joel. A Billy Joel song. Anna: [00:14:28] Yeah. So definitely take the time to understand who you're hiring for, what are the requirements, and what will they do once they have, you know, taken care of that fire. What's that long-term plan? And when you have that, everything becomes so clear. So start from the beginning and best of your time from the very start to have a successful hire at the end. Jason: [00:14:49] I love it. What's a website people can go and check you out? Anna: [00:14:52] Absolutely. So it's, letsremotivate.com. Jason: [00:14:56] Awesome. Well, thanks so much for coming on the show. And if you guys enjoyed this episode, I want you guys to do something. Take a screenshot, go on Instagram and tag us and say, hey, I liked the show. And then we'll give you a shout back. Also, if you guys want to be around other agency owners, we have an amazing Facebook community. It's free. It's totally free. Just go to jasonswenk.com/insiders and request access into it. We asked a couple of questions just to make sure you're an agency owner, and you have a team. That's the requirement in order to get into there so you can ask the relevant questions and protect the community. So go to jasonswenk.com/insiders and you'll go to that page. And until next time I have a Swenk day.

Tristan Layfield dives into how we can secure remote work if we aren't looking to return to the office. According to FlexJobs there was a 76% increase in fully remote job positions in 2020 over 2019 - though you may have some competition, the roles are out there! Be sure to listen to the full tip if you're uncomfortable returning to the office. Check out FlexJobs, JustRemote, & WeWorkRemotely. https://bit.ly/3fHeUba https://bit.ly/3yHbSMZ https://bit.ly/3fmN2Ky Have a topic suggestion? You can find our submission form here: http://bit.ly/tapintristan Check out Tristan's website to learn more about him or to book a free consultation. http://bit.ly/31HFzND Connect with Tristan on LinkedIn, IG, FB, and Twitter. Links in order: http://bit.ly/2G7d6HK http://bit.ly/2XDcp3z http://bit.ly/2JEbg1R http://bit.ly/2JCmKTz

Full Episodes with:Tyler SellhornPeep LajaChris HerdLaurel FarrerKate Lister

Links to Corey Haines' internet things:Corey is the Founder of Swipe FilesCorey's podcasts are Everything is Marketing and Default AliveFollow Corey on Social Media as well:Twitter (@coreyhainesco)LinkedInPersonal Website

Many of you know Matt Mullenweg, but what you may not know is that Wordpress (the open source blogging platform that he co-founded in 2003) now powers over 40% of the internet. You read that correctly -- 40% of the entire internet.  After briefly reviewing the arc of Matt's entrepreneurial journey, we discuss how remote work evolved with Wordpress, as well as his brief stint with a designated office space. Wordpress is one of the largest and most successful remote companies in the world, so digging into the beginnings of Wordpress and scaling was a particularly unique insight. One of the insights was the importance of a balanced work, and top down encouragement to lead healthy and balanced lifestyles. For example -- giving back and supporting your community is something Automatticians are encouraged to do. We also discuss at some length Open Source vs proprietary software, what this means for the future of the internet and freedom of speech and expression in an internet dominated society. That could likely have been its own. Hopefully it will be!This discussion was particularly interesting because of Matt's success and notoriety as influence on the internet, but I was struck by how kind and thoughtful Matt was. The team at Automattic are aiming to democratize the internet, and they practice what they preach!Matt's advice to Entrepreneurs: “you have to be very comfortable being misunderstood for a long time. And that long time could sometimes be a decade.”To look for openings at Automattic, see the positions on We Work Remotely, or go to they page for all of the live positions: https://automattic.com/work-with-us/

“When you’re first starting a fund, you're going to spend your first five years, realistically, actively raising money from LPs—and that is your primary role. It is not interfacing with founders and helping entrepreneurs; that's a small piece. I think it's important that people realize: if you just want to work with entrepreneurs all day, join an existing fund.” – Andrew Dumont Andrew Dumont (@andrewdumont) is the CEO of Meteor and WeWorkRemotely and the Founder of Curious Capital. He was previously the CMO of Bitly and an Entrepreneur in Residence at Betaworks. He’s spent his career building and growing companies like Moz, Seesmic (acquired by Hootsuite), Stride (acquired by Copper), and Tatango. He’s also an advisor at Techstars and Startup Weekend, and he writes for Inc. Magazine. Andrew was named one of Forbes’ 30 Innovators Under 30 in Marketing and was appointed an entrepreneurial delegate by the United Nations. In this episode, Andrew and Daniel discuss the pros and cons of venture capital, why some startups make it while others fail, and how investors can best serve founders. Show notes with links, quotes, and a transcript of the episode: https://www.danielscrivner.com/notes/andrew-dumont-outliers-show-notes  Chapters in this interview: 00:00:07 – Andrew’s start in the world of venture capital 00:06:38 – Why venture capital isn’t the best option for all startups 00:12:48 – Andrew’s work with Betaworks 00:18:41 – The truth about choosing companies to invest in 00:21:51 – Why companies succeed 00:24:52 – Andrew’s work with Tiny Capital 00:35:17 – Making an acquisition grow 00:40:19 – Getting started with investing  00:43:46 – The realities of managing a fund 00:50:44 – How investors can best help founders 00:56:05 – Why getting reps as investor is exciting   Sign up here for Outliers Weekly, our weekly Sunday newsletter that highlights our podcasts, business and investing concepts, and the best of what we read that week.  Follow Daniel on Twitter: https://twitter.com/DanielScrivner If you loved this episode, please share a quick review on Apple Podcasts. Learn more about your ad choices. Visit megaphone.fm/adchoices

 Kate is a career coach and founder of The Remote Nomad. She has been profiled in a number of large publications for her expertise in all things remote work, and she helps clients around the world find remote jobs and excel in their careers.In light of the current environment, we wanted to create a more interactive show where we talked about finding a remote job and answered questions from our listeners directly.You'll notice that the audio sounds a bit different. Like many out there, we've had to adapt and were unable to use the studio setting for our recording  session. Hopefully this session was helpful for listeners out there! I know I learned a lot from Kate and we hope you did too. Please check out the Remote Nomad  from more information on Kate and to purchase one of her courses. She also has a free ebook for our listeners, find that here. More to come in this format! We'd love to hear your thoughts on how we can improve the show and be as helpful as possible. Send us an email at podcast@weworkremotely.com -- we'd love to hear from you!Transcript:Matt Hollingsworth (00:00:07):Hello, everyone. My name is Matt Hollingsworth and welcome to another episode of The Remote Show where we discuss everything to do with remote work with the people who know it best. Thanks so much for listening. The Remote Show is brought to you by We Work Remotely, the largest community of remote workers in the world. With over 220,000 unique users per month, We Work Remotely is the most effective way to hire.Matt Hollingsworth (00:00:25):Welcome, everybody. We're going to get started here in a few seconds. I'm just going to allow people to get into the room here. So just as a quick introduction, again, we're going to give this a few seconds here for people to come on board. Participants are already climbing, which is awesome to see. Hopefully, that number keeps going up. So I'm going to kick this off. So this is technically part of The Remote Show Podcast. So welcome everybody to Remote Show Live. This is the first time we've ever actually done this. Hopefully, this is valuable. Again, we're new to this structure so we're figuring this out as we go. There's some chats in there as well. That's awesome.Matt Hollingsworth (00:01:14):I'm going to do a quick introduction to my guest today, Kate Smith. Some of you have probably seen Kate before or know of Kate already. She is a remote coach. She's the founder of The Remote Nomad. She's been on a number of high profile, different publications. She's been on CNN and Glassdoor. Kate, you can fill me in if I've missed any of those. But she's very prominent, a very knowledgeable person in the remote workspace so really happy to have her on. Kate, welcome to the podcast.Kate Smith (00:01:47):Thank you for having me. I'm excited to be here today and just share a bunch of knowledge and information from what I know and from my experience and what's been working with my clients with everybody today.Matt Hollingsworth (00:01:58):Yeah. We're super excited about this and we're happy to have you on. I just wanted to start by talking a little bit about the context that we're doing this. I think, it's important for us all to recognize that this is a pretty unique time for everybody. I know that in a lot of circumstances, this is a very uncertain time, I know people have maybe lost their jobs or looking for work in a different space. I think we have all been there before in that level of uncertainty. I just wanted to start by saying that and I think we are all in this together. This is the reason why we're doing this, is to help people that are looking for work. That is the reason we're doing this. Again, we're happy that you all are here to share that with us.Matt Hollingsworth (00:02:50):Kate, I think, well, actually, before we get into the questions here. Because we don't necessarily know the stages of everybody's remote work experience where people are at generally speaking with their remote work, their journey and if they are, for example, if they just lost their job, for example, or looking from a standing start how to get a remote job. If they're already remote workers and potentially looking for a career change in a space that's still remote and just a career change in general, the latterly up, whatever stage of their own works, that journey they're in. We would like to know that just because it will give us a sense of how to be the most helpful we can possibly be here. This is the goal.Matt Hollingsworth (00:03:35):Obviously, this is a free webinar that we're doing to help people find work and we want to be as helpful as we possibly can. So if you could put that in the ... Actually what I'm going to do here ... This is so cool, the chat. I'm going to put that in the polling here a couple of questions, and hopefully we can get a sense of where people are out with it and be as helpful as we can. I'm going to launch this poll. Again, this is the first time I've ever done this, so bear with me if this doesn't go well here. So I'm going to just launch this.Kate Smith (00:04:04):So if you guys can just let us know if you have lost your job due to COVID, if you're looking for remote work, just kind of what your situation is, so that we can have a better idea and make sure that we tailor the discussion today to where you guys are at.Matt Hollingsworth (00:04:22):All right. I've just put that poll out. It looks like the vast majority of you are looking for remote work. Now, that makes sense. I'll just change up the question here, because I think that's a pretty obvious one. So if anybody's interested, everybody ... Pretty much everybody here is looking for remote work. I don't know what everybody else is doing here. If you're not looking for a remote job, if you're just looking to ...Kate Smith (00:04:45):Kill some time during quarantine.Matt Hollingsworth (00:04:48):... kill some time in which we're also ... Hopefully, we can help with that as well. So I'm going to end this one and I'm actually going to put up this next one here as well. Okay, when we're going to ... So we appreciate putting in the chat there what your experiences. We'll kind of scroll through, hopefully, we can kind of pick these things up as we go. But anything you want to put in there is helpful. I'm going to put out a different poll here as well. Okay. The next poll here. Go ahead, Kate.Kate Smith (00:05:18):Could you do one and see if anybody has recently lost their job. I think I'd be curious to see if anyone's been impacted in that capacity.Matt Hollingsworth (00:05:26):Okay, great. The poll is out there now. The first poll that I [inaudible 00:05:31]. This next poll has, "Have you worked remotely before?" In the chat, if you could just say if you're looking for or if you just lost your job, that will be helpful. All right. It looks like here, "Have you worked remotely before?" The answer is 65% of you have worked remotely before and 36% haven't. So that's a pretty ... That's kind of what I was expecting. To a large extent, I think that's a good place to start.Matt Hollingsworth (00:06:08):Well, why don't we start this off with actually with just the, "You haven't worked remotely before." And this is going to be, the way that we're going to do this folks is we're just going to, I'm going to ask questions to Kate and then I might be able to add some value to part of the question or I might able to chime in as well. But my job here is to really pick the brain of Kate, hopefully, add something a little bit valuable myself.Matt Hollingsworth (00:06:30):So Kate, in the context of somebody who potentially has just lost their job and they haven't worked remotely before, maybe they have worked in the tech space, maybe they haven't. I'm sure it's a pretty intimidating thing to go into this. Not even knowing where to start. What would be step one for somebody out there that is feeling that they really don't know where to start with this, they maybe are looking for a career change and they just are feeling overwhelmed. What's step one, do you think?Kate Smith (00:07:02):I just wanted to share with everybody that I've been there. So my personal journey of working remotely, I've been working remotely now for over five years now, I had a corporate job in advertising. It was my dream job at the time. You know, as time went on, a couple years in corporate, I realized, this isn't for me, I like to travel too much. Two weeks vacation is not going to cut it. I didn't like staying at a cubicle all day. I started saving up to quit my job and I actually ended up getting laid off. So for those of you that have been laid off, that is actually what kick started my journey.Kate Smith (00:07:35):I remember at the time, I was working with a life coach and she's like, "How are you feeling? You know, you've just been laid off." I'm like, "I'm so excited. There's so much ... I can do what I want to do now." At that time, I didn't even know remote work was a thing and ironically enough, I was working remotely right after university for a few months. I had this job that I was doing at university, doing it from a distance. But anyways, what I just want to share with you guys is that you can look at this in two ways, like "Can I ..." Is it fine if I swear sometimes when I get into things? Slips out of it?Matt Hollingsworth (00:08:07):Sure. I think we're okay.Kate Smith (00:08:08):Okay. You can look at it two ways, you can kind of look at it as this, "Woe is me," and fall into this victim mode and just kind of feel defeated for the whole thing. Or you can see it as an opportunity and possibility and potential. For me, I mean, obviously, I learned the hard way how to land a remote job and I did land a remote job and I had that job for a few years, working remotely, traveling the world before I started my own business. But I just want to let you guys know for those of you that have been laid off that, yes, it sucks. Yes, times may be tough, but you get to choose what you create and how you come out of this.Kate Smith (00:08:48):I know it's tough because when I went remote, I put all of my savings down to join a program and book a one way ticket to Prague. I think it was like $5,000 at the time, five or $6,000. Even at that time, I was hoping to land a remote job. Didn't really know what I was doing. I even brought on my carry-on, [inaudible 00:09:11] on my carry-on to the Prague, I brought a bag of food because I really ... Money was tight. I was like, "Okay, I got one month to figure this out. Get a remote job." I'm not really sure how I'm going to feed myself so just in case, I'm going to bring some food. And it worked out.Kate Smith (00:09:26):But I just want to let you guys know that with the right process, with the right strategy and knowing where to look and how to find these opportunities, it's there. It may be challenging, it may be tough, it really comes down to what are you willing to do to make it a reality. For me, I was willing to do pretty much anything within reason. And that led to my journey. So if anything, I just want to convey to everybody that just because this situation sucks right now, doesn't mean the opportunities aren't there. Even when we look at the space in the industry, a lot of people are wondering, "Are there remote jobs out there? Are people even hiring."Kate Smith (00:10:07):A big thing that I predict that we'll see in the next year or two is that a lot of companies have now been forced to operate remotely and they're going to start to realize, "Shit. This is a more efficient, effective, better model to business. It saves us a shit ton of money. We don't have to pay for all this overhead." And a lot of companies now that aren't even remote are going to start shifting to that model, which is a beautiful blessing in this whole scenario. The founder of Twitter even mentioned recently that he's going to shift his whole company to a remote model. That's just the start. There are so many companies that are going to make that transition. So there's just so much opportunity and possibility here for everybody. I just want to leave you with that.Matt Hollingsworth (00:10:53):Yeah. Totally. It's a great message. I think it's also important to know. I'm going to kind of answer my own question and I apologize, I do that sometimes with these kinds of things. I think it's also important for people to know, too, if you're looking to go remote and you're looking to ... If you're feeling like you're at a standing start, essentially, and you're having to take the first step through becoming a remote worker, oftentimes, you actually ... Whatever field you're in, whatever skills you have, that might be already a part of a remote job. People don't associate necessarily ... If you're in the financial sector, for example, if you're in accounting or if you're even in the medical field, if you're, whatever, all that kind of stuff is actually now and I think will continue to be, to your point, will continue to be the case where you'll be able to ...Matt Hollingsworth (00:11:43):There are remote jobs related ... Maybe not exactly what you're doing, but it's related to the skills you have. So it's going to be easy for you to then transition to find that remote job. I do want to mention that, too, as an important thing to note. It doesn't necessarily mean you have to start from scratch. That might be the way you want to do it. For those folks, we'll get into that as well but you don't necessary ... It doesn't need to be the case and there might be an option that's more relevant to whatever you're doing now.Kate Smith (00:12:08):Yeah. Just to add on to that, a lot of people have this assumption that what they do can't be remote. Like you said, Matthew, it's the complete ... It's just not true. For example, I used to be a project manager and oftentimes people think, "Well, I can't work remotely as a project manager, I have to meet with clients." Well, there's [inaudible 00:12:28] assume, remote companies have these ways to navigate that. There are over 50 different spaces and industries that operate remotely. They just do their business in a different way, you can do the same job, it's just done in a slightly different way. And sort of what you were saying and leading into what you're saying as well is that you can often take the transferable skills that you have and find a remote role. Even if it's not the exact role, you can pull on those transferable skills to fit into that ideal remote role.Matt Hollingsworth (00:13:02):Yeah, yeah. For sure. Also like I said, I think, so for somebody that is looking to start from scratch essentially, it's time for a complete career change. Maybe the wave of job losses we've been seeing has led them to rethink their careers. I mean, kudos to you if you're in that position, I think it's a brave thing to do. It takes a lot of courage to go out and try something new and get into a field that you're normally experienced in. So question to you would be, Kate, how do you start to think about the things you might be good at? How is it just based off of interest, generally speaking, like is the kind of throwing darts at a dartboard, how would you go about starting to look for things that might be interesting for you in a remote context?Kate Smith (00:13:53):I think it's first identifying what are my skills and what transferable skills do I have? The way I explain remote work to a lot of people, and it's a bit tricky, is because everyone thinks, "What kind of job can I get as a remote worker?" That would be like me asking people, "What kind of job can I get in the corporate nine to five environment?" It's like holy shit, there's a lot. And it's the same with the remote working world. Those opportunities are there. You know, Matthew, you guys have We Work Remotely. There's a lot of sites out there that post remote only job depending on the industry and role. So what I would do is look at, "Okay, what are those transferable skills? What are my current skills? What kind of role do I want to apply that to?"Kate Smith (00:14:40):Maybe not so relative to what you're saying right now, but when I started my journey and I had no idea what I was doing, I started doing a bunch of random stuff to explore what I wanted to do. You know, I was researching, "Okay. Should I become a nutritionist? What does that look like?" I stumbled across the program Remote Year and that's when I was introduced to remote work and I thought, "Okay, I can just do what I'm doing but do that remote." I think it's starting at looking at your transferable skills, looking at currently what you're doing and there is a chance that you can just do the same job remotely.Kate Smith (00:15:17):I think a big thing as well that a lot of people underestimate a lot is building your network, tapping into your current network, building that network, building that network. So if you look at it, I saw in the chat here, someone was saying, "You know, for every job that's posted, there's so many candidates. So how am I to stand out?" The reality is, is you've been working your network and growing and nurturing your network over time, you're going to have that ability to find and uncover opportunities and stand out among everyone else.Kate Smith (00:15:49):Referrals are a great way to stand out among ... Referrals have a higher hiring rate than other people. Their whole journey is faster. I think they get their journey to getting hired is like four to five times faster than most people. So another big thing is start building that network, LinkedIn. There's so many ways to connect with people in the virtual world. So start tapping into that growing and nurturing your existing network.Matt Hollingsworth (00:16:17):The networking piece is really important. For myself, I always assumed or I thought to myself, "You're not really a networking person." I think for people that have that as their starting point, it's really difficult to see themselves in a position of, "Okay, I'm just going to reach out to this person, I'm going to ask them a question. I'm going to maybe see what they do and see if it's interesting to me." It's a good segue, actually, to talk about networking. For somebody that isn't really their thing, doesn't come naturally to them, what's a way to approach networking and maybe reaching out to people that doesn't come across as spammy or annoying. Is there ways or process you have or thoughts you have to that?Kate Smith (00:16:57):I think biggest thing when it comes to networking is your mindset and how you perceive it. A lot of people will think of networking as, "I want a job and I'm going to try to connect with this person to get a job." That's not what networking is and that's not what it should be for. Networking is a long term strategy and the way that I approach it is I want to simply meet, I'm curious to meet similar like-minded people. And that's it. Have a conversation, be a value to them. Don't just be like a leech or a suck. People don't like that, to be spammy.Kate Smith (00:17:33):But just start a conversation. Just how you would connect with people like, "Hey, you seem really interesting." "Wow, I saw that you're doing that. That's really cool." Or you know, "I've been following your content on LinkedIn. I love that you said this." Even just as much as insightful comments on ... Follow someone on LinkedIn, leave insightful comments on their posts like, "I read your recent article on LinkedIn. I really liked this and that." They're just like, "Hey, I care." I also just want to mention here, too, that LinkedIn is a huge networking opportunity. I think people underestimate the opportunity.Kate Smith (00:18:08):I have a client that I'm working with recently and he started doing that approach, leaving insightful comments, following people, connecting with people. And he had the CEO of Wired respond to him, and he's like, "Holy shit, how did that even happen?" And it's because you have Instagram, Facebook. We have a lot of saturated places online but LinkedIn isn't and it's a huge opportunity. It's set up for professional networking so there's a huge opportunity to connect with people. But again, I think the biggest thing to consider is simply look at it as connecting with interesting like-minded people, get curious about people, "Hey, what you're doing seems really cool," and ask them questions. And don't approach it with this mindset and mentality of like, "I want a job. How can I use you to get this job?"Matt Hollingsworth (00:18:55):Yeah. Totally. I would also like to mention too, LinkedIn is a great obviously resource. I think Twitter is another one as well where it's super important. Again, for people that don't see themselves in that niche of, "I'm going to use social media to my benefit. I'm going to grow my network." One thing that I've found to be helpful and I've seen successful in the past is just, like you said, leaving insightful comments, asking questions to people, follow people that you think are interesting. Because oftentimes, that in itself is enough to justify following them in the first place.Matt Hollingsworth (00:19:27):Then also just comment on their tweets, try to engage with them in some way. That might not be the direct reason why you get a job but at least ... Because it's such an exponential thing, people will see your name, maybe a friend of theirs or whatever will see your name because you were on Twitter and you interacted with them in some way. As well as LinkedIn, I think Twitter is really an important thing to keep in mind.Kate Smith (00:19:55):Another thing just to add to that as well that a lot of people need to realize is that it's the 21st century. Everything is online. And if you want to stand out among the competition and give yourself an edge, so to say, building that personal brand is really important. It can be as simple as, as you read articles in your industry and space, to share it on LinkedIn and write your thoughts or comments, "I just read this article, here's a few takeaways I had. I think it's really interesting." As you continue to post, people are going to start noticing and seeing your name. It's like that omnipresence.Kate Smith (00:20:30):Another little trick, too, is Google yourself. So many people don't Google themselves. It's like when you're applying to these jobs, the recruiters will Google you. It's just a natural thing. You're Googling the company, you're learning about them, they're going to do the same to you. So I encourage you all, just as you're going on these social platforms and as these recruiters are going to be creeping you online, clean up your social profiles. If you're on Twitter, if you're on LinkedIn, make sure it's professional and clean and something that you would want an employer to see. Google yourself. If you have Facebook, if it's very personal, just tighten up those security settings and just recognize that as things are online, networking goes online, it's part of building this personal brand, so to say, to give yourself an edge.Matt Hollingsworth (00:21:21):Yeah, yeah. Totally. So I'm actually going to just take a step back quickly and just talk about this. I forgot to mention this at the start. So apologies, it's my fault. We're going to do this conversation back and forth for a little bit longer here in probably about 20 or so minutes more, and hopefully this is helpful. Please do keep commenting in the chat to let us know if we're on the right track or not. I would like to mention though, too, we're going to do a Q&A session afterwards. At the end, at about 25 minutes or so, we're going to open up to a Q&A.Matt Hollingsworth (00:21:50):If you do want to, leave us a question and that we'll get to and we're going to scan through them when that time comes. Please do leave that in the Q&A section right now or until the end of the thing here so we can get to that question when we can. Just want to mention that quickly. A few things, actually that I've seen here in the chat so far and I think we were going to touch on this piece of it anyways, is just like ... You maybe have some skills, maybe you do meet the qualifications of a job posting that you see online, something's interesting to you. You go on and you apply and all of a sudden you're within one of 500 people that have applied for that position.Matt Hollingsworth (00:22:30):Which is a pretty common thing, I think, you know, especially with the junior to mid-level positions, oftentimes, companies that you want to work for will get a lot of people that also want to work for them. Is it the cover letter, is it the resume, is it the structure of it, is there easy nos that you can avoid being that person that people just disregard completely because you didn't do something, didn't do X, Y, or Z? So let's just focus a little bit more on the resume cover letter piece. Kate, if you have any thoughts on that.Kate Smith (00:22:59):I feel this is a loaded question and there's so much I could say on this. But if we're going to talk specific to cover letters and resumes, you could be the most talented person, most skilled person in the world. If you don't know how to showcase your skills or connect with the right opportunities in the right way, it doesn't matter. So there is a bit of a skill and an art to understanding how to find opportunities and how to present yourself a value to a company. What I'll just share, which will hopefully be a value of everybody today, and you can take this option today to improve your resume to help you stand out, there are probably ...Kate Smith (00:23:38):I'll give you three things, three main things that people usually fail or fall short on their resume. Number one is a lot of people will just focus on their job duties. Like, "I did this, I answered phones, I filed whatever it may be." Instead, you want to make sure you're focusing on your stats, impacts, and achievements. For example, by implementing a new system or process that you implemented, you made whatever process 30% more efficient, something like that. So focusing on those stats, achievements, and impacts, and a lot of people don't do that.Kate Smith (00:24:14):The second thing to recognize is that when you're applying to remote jobs, I would say 90 to 95% of those companies are using an applicant tracking system. So an ATS system, I'm not sure if you guys are familiar with that. What it means is that your resume is going to go through a machine before it even gets to a person. It is super important that you tailor your resume based on the job description. An easy way to do this is go through the job description, pull the keywords from that job description and make sure that you put that into your resume and that it's tailored. Be a little cautious if you have an overly graphic designed resume, because sometimes that doesn't go so friendly through the ATS system.Kate Smith (00:24:56):What was the third thing? Making sure you tailor your resume with those keywords, making sure that you focus on those stats and achievements. I can't quite remember what the third one was. But a lot of people, what they'll do is they're going to focus on quantity over quality. They're just trying to pump out these resumes. Be very careful where if there's a job description and it says, "We want you to, in addition, create a five minute video about yourself." Don't skip out on that. If you skip out on that, you're going to be an automatic no.Kate Smith (00:25:29):Honestly, just give it your all. Give every application 100%. So many people will just try to pump out the resumes and do quantity over quality, but quality will far outweigh quantity every time. Remember, if you're tapping into that personal network as well, that's giving you an additional edge when you're applying to these jobs. Does that help answer your question? Is there anything else that I missed or that you want to add in terms of that?Matt Hollingsworth (00:25:52):Yeah. I think that's a good, those are really good points. I think the really important piece that I've seen, because I've seen a few, we've seen few resumes come through and it is clear which ones have spent the time to really understand the job that they're applying for. Which you would be surprised or maybe you wouldn't be surprised to know that a lot of the jobs that, or lot of the job applications we see, clearly, you don't know the company, you don't know what the role is or maybe you saw it and you thought that it was ... We said it's the spray approach of just like hoping something sticks.Kate Smith (00:26:30):Okay. Another story, just on that note. A lot of people in their cover letter, they'll write something like, "I see that you operate remotely and I'm super excited. I want to work remotely because I want to travel and have that flexibility." Do not ever, I tell my clients, "Don't ever, ever say you want to work for a remote company because they're remote. Don't even mention it." It's a thing that you know but you don't talk about. To remote employers, that says, "You don't care about us, you just want to work remote." Then similar to what you were saying, Matt, just because there's 1,000 applicants applying to a job doesn't mean they're 1,000 good qualified applicants. A lot of those could just be shit resumes. So keep that in mind as well and don't let that hold you back from applying.Matt Hollingsworth (00:27:15):Yeah. And it doesn't need to be ... The other side of this, too, which is I spend way too much in one specific one, because you think that this is the job for you, this is the company for you. I think it's really easy to go down that rabbit hole, too. And then now often when you don't ... And this will lead into this next question here, but when you don't receive a positive response or any response really from the company, that can be really dejecting because you've spent so much time on this one resume and this application and all sudden that's a no go.Matt Hollingsworth (00:27:45):So there's a happy medium there and I think it's a really hard thing to really pinpoint. But just acknowledge that spend the time to know the company, know the rule, show that you care and then apply and then move on. Don't put all of your eggs in one basket emotionally, because that's quite easy to do. Then I've had that experience as well. Just try to focus on ... As well, try to focus on the companies that you want to apply for. I think, this potentially is something that not everybody has the luxury to do in some cases.Matt Hollingsworth (00:28:17):So if you're looking for a job and you're maybe not as qualified or this is new for you, then maybe you do have to take that all out approach. Let's face it, we all need jobs and that can be the reality for some folks, but I think it shows that you know, if you read a resume and a cover letter that is specific to the company, you can show within your cover letter that you care about the company, that goes a long way. That might not get you the job, but between five candidates, if you're equally qualified as the other people, that will get you a job over those other folks that didn't do that.Kate Smith (00:28:50):Yeah. And just to add to that, sometimes your passion about a company and what they're doing can go a lot further than your specific skills. Because you can't teach someone to be passionate and excited about a company, but you can teach them skills. So keep that in mind, too.Matt Hollingsworth (00:29:05):Yeah, yeah. Totally. So this is my next question, if you have a job that you really, really want and it's something that you think you'd be really good for, how do you go about applying for that job in a way that that shows initiative, that goes the extra mile, that makes sure that you are the head of the fact in terms of being visible but isn't annoying. Because everybody's had that, I think ... Well, maybe not everybody, but I've seen that happen before where it goes too overboard and you're just wanting to get ahead of the person or get in front of people. It just comes off as spammy a little bit. Is there anything that you have thought about it just to show that you care and then maybe that's it. Do you see what I mean? What I mean is there anything there that you would suggest?Kate Smith (00:29:49):I mean, one way that can help ... Well, first of all, follow up with companies after you apply, about a week after, I would say. But make sure the job posting has been closed down. If it says explicitly don't follow up, then don't. Otherwise, it's okay, just send a quick follow up. A good way for a company to get a sense and feeling about who you are without having any pressure to it is setting up informational interviews, which is simply connecting with people at different companies saying like, "Hey, your company sounds really cool. I'd love to learn more about what it's like to work there. Do you mind ..." In that conversation, you can get insights and they would learn more about you and they can give you specific feedback like what do people ... What does your company look for in candidates? What could I do to present myself as stronger?Kate Smith (00:30:40):And when somebody is giving you that feedback and advice, they're going to have a vested interest in seeing you succeed. It's just a psychological thing. They're like, "Okay, I gave you advice on how to succeed, now I want you to succeed." So that's something to keep in mind, too. Just keep in mind, this whole journey and process is a lot of learning. Don't just keep doing the same thing over and over when you're applying to jobs and expect. You know, just say you're applying to all these jobs all this all the time and you're not getting any results, try out different things.Kate Smith (00:31:12):Maybe you find, "Okay, these type of jobs, I'm not hearing back. These type of jobs, when I follow up, I'm hearing back from them." So try out different strategies and approaches and really look at it with some curiosity and learning. Don't just keep doing the same thing forever. Always try out different things, "Okay, maybe I do this to stand out or that to stand out." Maybe not super relative to remote work, but I remember when I was applying for my internship to study at university, I was meeting with the CEO of the company, and I had to drive four hours from university to the company, met with him and I just casually mentioned it, because he had talked about, you know, small talk.Kate Smith (00:31:50):I was like, "You know, it's middle of exams. I just had to drive down or whatever." He's like, "You drove four hours to have this 30-minute conversation, only to drive back in the middle of exams?" And I was like, "Well, yeah." And I didn't think anything of it. I was like, "I want the job. Of course, I would." So there's going to be even opportunities like that that may come up where you can just show that you care. Like don't reschedule an interview, do whatever you can to be on that call and make sure you have good internet, make sure your background's quiet, show that you care. I think showing that you care can go so far.Matt Hollingsworth (00:32:23):Yeah. Totally. There's some interesting case studies or things that I've heard. Actually, this is sort of how I got my job in first place, as well. So I'll share a little bit about that. One thing that I found to be really effective and even if you don't get the job, I think people that are hiring really appreciate this way of going about it. In some cases, I've seen ...Matt Hollingsworth (00:32:48):Let's say, for example, if you're a designer or if you are a programmer or you're something that you can build something online, what I've seen people do is they'll reach out to a company and say, "Hey, there's this part of your site online that I think I thought could do some redesign. I'm a designer, this is my background. I know that you're busy and this is just something that I wanted to do in my spare time. Here you go. I've redesigned your ..." in sketch or whatever, "I've redesigned this part of your website or this part of your business. Let me know what you think. This is yours. That's totally fine if you don't even use it, but I thought you might appreciate it."Matt Hollingsworth (00:33:27):That combination of, I know for myself, would go ... Even if I don't hire the person, even if there's no job opening available, that kind of initiative goes a long way. A second part of that segment, which is like, "What skills do you want to get to be able to do that kind of thing?" If you're starting from scratch, obviously, that's a different question you need to ask yourself, but if you have a skill and you want to showcase that, there are ways to showcase it. That's a really interesting way of going about it. They're like, "Hey, this is what I wanted to do for you, let me know what you think."Matt Hollingsworth (00:34:04):My story that I wanted to share with myself was, when I first got ... There was no actual opening for the company that I started working for and that I actually ended up with where I am now. But the owner of the company, I went and had coffee with him just out of the blue, just kind of a random connection, and I didn't know anything about them. We chatted and I got to learn about what he was doing and his company and what we he was promoting as well. And I was like, "That's really cool." Again, I'd been working in banking, hated it a lot, and I wanted to get out and do something different and want to get something in tech, hopefully.Matt Hollingsworth (00:34:42):I said to him, and not everybody is in a position to do this, but I told them that I would work for free, "If you could find anything that I could be helpful in doing, I could do that for free for three months. And if after the three months, you don't think that it's valuable, you're not getting anything out of it, then for sure, I'll go a different direction. I'll try something else. And if not, we'll have to talk about that in three months' time. But if I could be helpful to you in that three months, then let's do that." That's how I got the job. And here I am. It was three years later and here we are. And again, not everybody can do that but it's something to think about.Kate Smith (00:35:20):I would challenge that. I would say everybody can. If you're working 40 hours a week, you still have a lot of time outside of that. It's just whether you're going to be lazy, whether you want it bad enough, and a lot of people like, "It's a lot of work. I don't want to do it." When the going gets tough, people are like, "I want to go remote. I have to do work? Maybe I won't. Maybe we'll just stay in nine to five." Just adding to your story, Matt, and I wish I had ... I have the screenshot, I wish I had it to share with everybody. But I had a client before and her approach was emailing employer saying, "Hey, are you hiring? I could just do stuff. Whatever you want me to do. I know you're remote."Kate Smith (00:35:57):Then we switched her strategy and similar to you, creating that value added piece. She was applying to this travel company and she created ... She did a research, saw that they wanted to run excursions or whatnot in Florida. So she created an itinerary for a Florida trip, knowing that that's something they have upcoming, she mimicked the itinerary style. And the email response was just like, "Wow, tell me more about yourself." She didn't even have to ask, they were like, "Tell me more about yourself. This is incredible." She could easily demonstrate that she did the research, that she cared, that she put in the effort. And so doing things like that, just what you shared it's similar to your situation, people will create jobs for you even though there isn't one available when you do things like that.Matt Hollingsworth (00:36:44):Yeah, totally. Totally. I think a piece of that is doing some research as to which company that you want to work for. Finding either the person or company. Sometimes it's just an individual and you can find a way working for them specifically. But doing your research, figuring out companies that align with what you believe in, what you want to see happen, and whether that's ... In any sector, there's always some company that's going to align with what you want to do and shares the same values. That's an interesting piece.Matt Hollingsworth (00:37:15):We have some resources on our site that just show top remote companies specifically. That might be a good place to look, these are folks that we know to be very successful in hiring remote workers, have a lot of experience in it. But there's companies all over the place that are really great companies led by really interesting people. So that's something to think about as well.Kate Smith (00:37:35):That's actually how I started my search. I didn't know anything about remote work when I started and I saw this big list of remote companies and I went through one by one, "Okay. What kind of job openings do they have and do I fit with any of them?" Another side note as well as you're applying, get feedback from employers, you know, "How could I be a stronger candidate?" I remember going through my journey myself, I was so close to getting this one opportunity as a project manager but I didn't get it. And so I asked the hiring manager, the person that interviewed me, I was like, "Hey, how can I improve for next time? How can I build up my skills to be stronger?"Kate Smith (00:38:10):And she was like, "Here's this e-book that takes you through a whole style of project management. If you read this and become more comfortable in this approach, you would be a stronger candidate." So can you imagine the power of me reading that book, they have an opportunity come up in the future and I'm like, "Hey, I took your advice. I read that book, I see you have an opening." They'll be like, "Holy shit, you actually took my advice." So ask for feedback. You can't read their minds of why they didn't hire you so if you can get feedback, that helps as well.Matt Hollingsworth (00:38:40):Yeah, yeah. Totally. So shifting gears a little bit, because I think we're going to come up on the end of the regular session here. I wanted to touch on this because I think it's important. Again, there's a lot of remote workers out there now looking for work, the space has become more competitive, things are really hard and totally don't want to diminish that component of what we're talking about here. I think that it's easy for people that have jobs to not really understand or know the experience that are without work right now. So I wanted to just say that.Matt Hollingsworth (00:39:17):I think, for some people, finding a remote job and applying for jobs just in general, whether it's remote or not remote is really hard, and often it's even anxiety provoking. So do you have any advice for people that just feel so overwhelmed that they don't even know where to start and then they just don't start at all? Is that something that you're finding or is that ... Do you have any thoughts on that?Kate Smith (00:39:46):There's probably [inaudible 00:39:47] they have fear. I actually get [inaudible 00:39:53] I don't know if I was ... Can you hear me okay?Matt Hollingsworth (00:39:58):Yeah, you're coming up just a little bit, but I can still hear you. Yeah. Sorry, folks. Okay, so it looks like your video is frozen there. I think well, Kate is just going to come back in here shortly. While we wait for Kate, and let me know if you guys can still hear me on the right hand chat. If anybody can let me know. Okay, great. So I'm actually going to start by answering a few questions here, Kate. Can you hear me now?Kate Smith (00:40:38):I'm back. Sorry.Matt Hollingsworth (00:40:42):Yeah, sorry. So I think you cut out just by when you were started talking about the anxiety piece of the puzzle here and try to get around that.Kate Smith (00:40:49):Yeah, I think it really comes down to just getting started and just doing it, and I think you have to have expectations that for every, say, 10 jobs you're going to apply to, you're not going to hear back from nine. Like that's just part of the process. Be okay with it. It doesn't mean you suck at all. It just means the right opportunity is out there for you. It's just you just have to find it and you just have to get there. But just be relentless and don't give up. Like I remember through my journey, I faced it, I faced so much resistance. And all the signs were going against me, so much so that once I landed in Prague, my laptop actually died. And I obviously did not have the money at the time. And I remember just like crying in the grocery store being like, "That's it. I have to go back to Canada. This isn't working."Kate Smith (00:41:36):And then I made a decision there. And I was like, "No, I'm not, I don't care. I'm going to do anything to make this happen." I ended up putting it on a credit card, the computer, because I needed that to work remotely. In that moment, I didn't realize it at the time, was the most defining moment because had I gone back to Canada, this may not be my life right now. Having traveled the world, worked remotely for five years, that was the critical moment. And a lot of you are probably in that moment. You have a choice. And that's the biggest thing to recognize is that there is the choice. The choice is there. And it's as simple as just take it one step at a time. Okay, find a job that you are interested in, send out that cover letter, send out that resume.Kate Smith (00:42:20):As long as you're learning as you go, and trying to learn as you go, okay, what's working? What doesn't seem to be working? What industries or spaces am I hearing back from? What industries or spaces am I not hearing back from? And recognize that it's okay if a company doesn't get back to you, that's just part of the process and it should be expected. As long as you never give up, it's a matter of when it's going to happen, not if. This isn't a situation of if you will get a remote job. It's a situation of when, and how that happens is determined by your dedication and your willingness to make that happen.Matt Hollingsworth (00:42:54):Yeah. Yeah, I know, I totally agree. I think the key piece that I want to reiterate to, if people out there are interested just the idea that doing the same thing over and over again for the same kinds of positions and not hearing anything is a sign that something needs to change, right? So, and again, like it can be discouraging, especially when it comes to months and months into the process and you're just like doing the same thing. You're kind of cut and paste, cut and paste, that kind of thing. That means that you need to change things up and try something new and be creative.Matt Hollingsworth (00:43:28):Get creative with it, try the things we're talking about. Try to get in touch with somebody that's part of the company, ask them questions, learn about the company. This is a kind of unique example of this. I was listening to a podcast with Jason Fried of Basecamp, and he was saying that when they hired their head of marketing position, there's obviously so many people that are wanting to get involved with this company and apply for this position. One person who actually didn't end up getting the job, but it ended up giving getting her like 30 or 40 pages above everybody else, just relative to where she was, was she put out ...Matt Hollingsworth (00:44:04):She bought a LinkedIn ad and targeted Jason and while the poll ... Everybody that works at Basecamp, but Jason ended up seeing it and said, it said, it had her face and it said, "Basecamp, hire me." And it linked out to an online profile, which I just thought was so cool. And he appreciated obviously, didn't end up giving her the job, but like that, you know, I think that would have been the difference had she had the qualifications. It's just such a cool, unique thing to do, I think.Kate Smith (00:44:31):And just to add to that, as well, in terms of what to do, what I do find that people will do sometimes is they take this false action towards landing a remote job. And what that means is that they'll spend all this time researching, listening to podcasts, watching videos, reading blogs, and they feel like they're making progress because they're consuming all this content, but they're not actually doing anything to move the needle forward. They're not putting out those resumes. They're not putting out those cover letters. So I would caution everybody how you're using your time and take action that will move the needle forward. I think that's a big thing.Kate Smith (00:45:06):Another thing I noticed is that a lot of people will say, "Okay, I want to go remote. So I'm going to sign up for this course or that course to become a developer," for example, right? And at the end of the day, again, it's about do you know how to present your value? Do you know the skill and art of how to land a job? You can go take that course, but it's still going to come back to the fact of okay, great. Now I need to go and put myself out there. Just because the job is more in demand, I mean, it doesn't really matter. If you know that skill of how to stand out and have that edge, that will always serve you more. And of course, I'm always for leveling up, learning more, but I also find that a lot of people will use that as a sort of distraction tactic to the task at hand. So be mindful of that as well.Matt Hollingsworth (00:45:54):Yeah, yeah. That's putting yourself out there I think is the key to making something happen and just taking one step at a time, but sending out those resumes and doing it and getting yourself out there. So, okay, I was hoping that we could ... If you had anything else to add, we're just in this format here just let me know. We're going to send everybody to the links of where to find you. Obviously, after the fact, we have the Q&A before we wrap up, so was there anything else that we missed? Anything else that you think is important in this format?Kate Smith (00:46:24):I mean, there's a lot to say, and it's really a loaded question. That's how I got into what I'm doing now with the remote career coaching. I used to jump on calls with people for free for an hour and try to explain the whole process of how they can land a remote job, and there's a lot to it. And so that's why I do the remote career coaching now. I think that we've covered a lot of bases just to get people started. If there is anybody out here that wants that support and wants to like fast track that you guys can find me on Instagram, all that stuff, just at The Remote Nomad.Kate Smith (00:46:59):I have the ebook that I've just created, the designer's finishing it up. Matthew and Justin are going to send that out to you guys. And this ebook takes you through the step-by-step process of all the things that you would need to go from where you are now to landing a job and just ... It makes it a little more manageable having like a system in place instead of trying to like grasp at different ideas and whatnot. So if you guys are interested, afterwards you can download that ebook, too, and it will take you through the process just to kind of give you that starting point in your journey.Matt Hollingsworth (00:47:30):Okay, great. Yeah, we'll make sure we send that out. And I think it's important for people to have action items that they can take and really apply anything that's a practical way of getting started. Okay, so we're going to just the Q&A here. And what I'm going to do here is I'm just going to scroll through the questions and I'm going to answer the ones or we're going to answer the ones that are live or we think are most interesting. The first one here, we're going to answer this one live. So Jamie here asked, "For those of you who are transitioning industries functioned, or even both, would you consider taking a step back or down to get the remote position?" So I'll leave that one to you, Kate, to start.Kate Smith (00:48:11):Oh, okay. Is the question if people are making that transition into remote work and they don't quite have the skills? Or should people be willing to take a step down?Matt Hollingsworth (00:48:25):Yeah. So just transitioning industries or function. So essentially, you're going back into the drawing board again. And yeah, what would you do?Kate Smith (00:48:33):Yeah. I mean, that's up to you guys if you're willing to do that. Is that necessary? Not exactly. I think people may do that as an easy way to get a remote job, but you can certainly get a job and a career at the same level that you're at. Again, it comes down to understanding how to present yourself and have the edge when you're applying to opportunities. It may open the doors. I mean, personally for me, I would be willing to do that. When I went remote, I was like, "I will do anything. This is like my dream," I was so clear on that. So if it meant, okay, I have to take a step down to get started, for me personally, I would do that.Kate Smith (00:49:13):When I made the transition, however, I was making the same salary and everything that I made in my corporate job. I did make a career transition from project management to online marketing. So a lot of people, some people may assume, okay, I have to take a step down, or I have to demote myself or get paid less. That's not the case. You just have to find the right opportunities, connect with the right people, and present yourself in the right way so that you have those opportunities that are ... This is to continue your career, like these are professional real jobs. You can grow your career in the remote worlds. These aren't just like these random jobs.Kate Smith (00:49:54):Those scammy jobs are out there and you don't want those ones. You want the ones that can grow your career, where you can grow and flourish. So that would be a personal choice. It's not necessary. But again, if I'm looking back at my journey, that's something that I definitely would have done. I've done free work for people. Do I think free work is fair? Absolutely, not. I did a free internship for three months. I think it's like a [inaudible 00:50:21] and I think people should always get paid. I'm really big that my clients get paid their value and their worth. You want to feel valued. You want to feel that as an employee, it's important. So yeah, I think it's a personal choice.Matt Hollingsworth (00:50:34):Yeah. Yeah, I think it's a good point that you bring up, right. It doesn't just because you take a remote job, it's not necessarily that you are settling for something other than like a professional career. The professional careers out there, of course, we have lots of them on our site, and they're on other sites as well. But these folks are at the top of their field, and in a lot of case just happens to be that there are remote workers. So it's a good thing to keep in mind. Okay, so we're going to move forward. Paul here asks, I'm gonna answer this one live here. He asks, "I'm not used to working remotely. Any tips how to get mentally ready for work, to work from home, and make it feel like a work environment?"Kate Smith (00:51:16):Yeah, actually, this is a great point. I just want to mention to everybody that this whole work from home, a lot of people are now working from home for the first time in their lives. And I just want to reiterate and clarify that working remotely is not the same as working from home. Working from home, you're in your home, you're in your space. Even this, working from home, was an adjustment for me. It is like, "What is happening, I'm trapped in my house." Usually working remotely for me means, "Okay, if I want to go to Bali next week, I can go to Bali next week." "Oh, it's 12:00 PM, I want to switch things up. I'm going to go to this cafe and I'm going to work from there."Kate Smith (00:51:53):And you've got to choose these inspiring environments that make you more productive and effective as an employee. You'll become way more productive, by the way. So before I answer this question, I just want to reiterate the fact that working from home is different. This has been an adjustment for me having to work in my space. The biggest thing I would say in terms of working remotely, there's two main things. One, just always be on top of communication with your team. Communicate with them. "Hey, I'm starting the day today. Here's what I'm working on." "Hey, just wrapped up. Here's what I finished up." Keep in touch with your team. You'll be surprised how much communication happens with remote teams. So being good at communicating with your team is really important.Kate Smith (00:52:38):The other thing is you really need to set boundaries in terms of time management. When I first started working, it's like this. It's like this most beautiful and challenging thing at the same time because I remember my boss was like, "I don't care when you work. Just get it done." I was like, "Well, shit, should I like go to the beach for the day first? And then like work at night?" I remember being in Thailand, I was like, "Well, maybe I should spend the days at the beach." And I was like, "I don't know." And then I was just always kind of working because I didn't really know or have a schedule. So I would strongly encourage you stick to a schedule and routine.Kate Smith (00:53:12):Eventually, I found that, okay, I'm going to start work between 9:00 and 10:00. I'm going to take a break during the day. And then I'm going to make sure I'm offline by 6:00 PM. So set those boundaries, otherwise, it will feel like you're always working and never working at the same time and feeling like you should work. And it can change. Do what works for you. If you're a night person, work at night. Who cares, right? Don't feel like, "Oh, I've got to work in the morning because society says work in the morning." Just do what works best for you and what makes you the best employee.Matt Hollingsworth (00:53:45):Yeah, yeah, totally. And your company that you work for will likely have especially if they're new to remote work they'll luckily have something in place in terms of the expectation there. And if they don't, then they put a lot of trust in you to make sure that you're doing things effectively and you're making sure that you're doing your work. I would add on to that, too, like so what Kate, what you've been doing is definitely one of the options for remote workers and that sort of remote, the nomad lifestyle and being able to shift around a lot and go to different places and stuff.Matt Hollingsworth (00:54:21):But also, just keep in mind, too, that there are ... It's okay to not be okay with that. Like it's okay and like just like you said do what's best for you. If you need some structure, if you need to ... Even if you need to work nine to five and you're in an office-like setting, if you set yourself up at home in office-like setting and you need that, any of that kind of structure then that's totally okay, too. It's not like you need to go out and feel like you should go travel the world if you are a remote worker, right? It doesn't work for everybody and it's okay to not have that.Matt Hollingsworth (00:54:51):And so you know, I think just to your point, Kate, for myself, I, as well, Need a lot of structure. I need to have a ... I'm a very routine-oriented person and I have to have a specific part of my day that is structured for different things. And so that's really important. I think being an effective remote worker is really about knowing yourself very well. And knowing how you work and knowing what situations you work best, and so that's hard. It's definitely hard to know, to figure that out right off the bat. But the nice thing is, is that there's times where you can trial and error that if you're not feeling.Matt Hollingsworth (00:55:31):If you're feeling [inaudible 00:55:32] that at home, obviously, situation is different. So pandemic remote work is not remote work, in general. So just keep that in mind, too. These are different circumstances and everybody's feeling pretty isolated. But when things do turn back to normal, if you are working remotely, I would make sure to just emphasize going out and doing it even if you're introverted going to Coronavirus-working space, go to a coffee shop, be in front of people, around people, and that'll help.Kate Smith (00:55:55):And just adding to that, be patient with yourself as you figure it out. I remember I thought, "Okay, maybe I'll go to the gym in the morning, and then I'll start work for the day." And I remember that doing that made me feel really overwhelmed like I was behind on the work day when I got started. So instead of freaking out about it all day, I just thought, "Okay, cool. This isn't working for me. Tomorrow, I'm going to try something different." So just try the different things and be patient with yourself as you're learning.Matt Hollingsworth (00:56:19):Yeah, totally. Okay, so that was maybe the longer ... I think we covered a few other questions in there as well. So hopefully, Paul, that answered your question and maybe answered a few other ones here as well. So we have time for a couple more questions here as well. So there's a few actually questions and I'm going to try to kill two birds with one stone here with just the topic of ATS in general. So there's a few questions in here that are related to standing out when it comes to applying through an ATS. Which is a really tough thing to do, and I think it's also important to know if you are applying through an ATS in general, right, so right off the bat, I'm going to kind of answer my own question here as well.Matt Hollingsworth (00:56:59):So, general tips to set out when applying through an ATS, I would say know that you're applying through ATS in the first place, which it can be hard to know. But oftentimes the major ATS companies will have what's called a sub domain in the URL. And that will be either an example that was like Greenhouse [inaudible 00:57:16], for example, the company that you're hiring for leavers, another one, things like that. They're usually pretty structured, and they're usually pretty foreign based and that sort of thing. So I would say know if you are applying through ATS is the first step. And Kate, I'll leave you to the other section of this. I took the easy part. Sorry about that. So how would you set yourself apart from when a company is specifically applying for an ATS? Is it kosher to go ahead and go to somebody else that works in the company like LinkedIn, reach out there? Like what would be the suggestion?Kate Smith (00:57:49):Yeah. I would say understand that yes, with an ATS, you're writing for a robot, in a sense, and you want the keywords. But you're also writing for a human. It's going to go through the machine first, then it goes to a human. So you want to write it in a compelling way. So keep that in mind. In terms of yeah, again, like if you've already had these informational interviews with people at that company just to say like, "Hey, the company seems so cool. I just want to learn more about it. Can you tell me more?" Like those are all simple ways. It depends on the company and their process. Some companies are like, "Do not follow up with us. This is our process, follow it."Kate Smith (00:58:30):Some companies are more open, right, like creating an ad on LinkedIn. That's a very creative approach. Right? So I think yeah, it's really going to depend on the company. And another thing as well is that with these referrals, like to get a referral into a company is huge. I'm just going to touch on this really quickly. There's so much power in growing your network in this remote workspace. So for example, when I was trying to go remote years back, I was connecting with people in the nine to five environment. And they had these traditional jobs. Not surprisingly, all I could find were traditional jobs.Kate Smith (00:59:10):When I booked my one way flight to Prague, I was working at a coworking space. Coworking spaces are full of remote workers. Those people when their boss needs to hire someone, they're going to say, "Hey, we need someone to do this. Do you know of anyone?" And that remote worker will be like, "Oh, yeah, I know this person or that person." So and that being said, sometimes, and often referrals don't have to be from a specific person at that company. So it could be like somebody who knows somebody. For example, when I landed my job, I was at a coworking space, full of remote workers. My friends invited me for lunch and they're like, "Oh, yeah, these locals going to come with us." It's like cool.Kate Smith (00:59:47):We're having a conversation. I mentioned that I do online marketing. He's like, "Oh, my friend is looking for somebody to do online marketing." And of course, it was a remote opportunity because everyone in a coworking space works remotely. And so through that referral through somebody that he didn't even know me, we just connected over lunch one time, I got my remote opportunities. So I think it's huge to tap into that network and that space as well.Matt Hollingsworth (01:00:13):Yeah, yeah, totally. Yeah, the ATS one is a hard one. I think you do have to know the company pretty well. I think there are cases where people will, let's say for example, if they have

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@nigelwrite PRESENTS: I AM WRITE (Episode 44) | COVID CARING SERIES PART 3 - GIVE ME THE BABY AND KEEP THE LABOR THIS EPISODE | Acknowledging the VALUE of having the proper focus on delivering the DESIRED RESULT for your clients and customers and avoiding the tedious explanations Google Trends Explore how Google data can be used to tell stories. featured. Coronavirus Search Trends. COVID-19 has now spread to a number of countries BuzzSumo Find the content that performs best. Use our content insights to generate ideas, create high-performing content, monitor your performance, and identify influencers. Cruchbase is the leading destination for company insights from early-stage startups to the Fortune 1000. Get insights into your competition TechCrunch Reporting on the business of technology, startups, venture capital funding, and Silicon Valley. Candor.co ** LIVE Who's freezing hiring from coronavirus. Find out how much you're worth and how to ask for more — the right way. UpWork.com connects businesses of all sizes to freelancers, independent professionals, and agencies for all their hiring needs WeWorkRemotely Find the most qualified people in the most unexpected places: Hire remote! We Work Remotely is the best place to find and list remote jobs that aren't restricted Freelancer.com Hire expert freelancers for any job, online. Millions of small businesses use Freelancer to turn their ideas into reality. Go.Within ** WITHIN is monitoring the effects of COVID-19 on eCommerce. Using data from a sampling of clients, we are tracking year-over-year trends in eCommerce revenue, ad spend, and conversion rate relative to the pre-COVID benchmark period ** Attribution to Neil Patel and Eric Sui of MARKETING SCHOOL for these contributions. If what you hear

@nigelwrite PRESENTS: I AM WRITE (Episode 42) | COVID CARING SERIES PART 1 - LESS "BMS" MORE VALUE THIS EPISODE | The Importance of considering your customer target audience beyond "BMS" (Buy My Sh*t) and FOCUSING ON VALUE Google Trends Explore how Google data can be used to tell stories. featured. Coronavirus Search Trends. COVID-19 has now spread to a number of countries BuzzSumo Find the content that performs best. Use our content insights to generate ideas, create high-performing content, monitor your performance, and identify influencers. Cruchbase is the leading destination for company insights from early-stage startups to the Fortune 1000. Get insights into your competition TechCrunch Reporting on the business of technology, startups, venture capital funding, and Silicon Valley. Candor.co ** LIVE Who's freezing hiring from coronavirus. Find out how much you're worth and how to ask for more — the right way. UpWork.com connects businesses of all sizes to freelancers, independent professionals, and agencies for all their hiring needs WeWorkRemotely Find the most qualified people in the most unexpected places: Hire remote! We Work Remotely is the best place to find and list remote jobs that aren't restricted Freelancer.com Hire expert freelancers for any job, online. Millions of small businesses use Freelancer to turn their ideas into reality. Go.Within ** WITHIN is monitoring the effects of COVID-19 on eCommerce. Using data from a sampling of clients, we are tracking year-over-year trends in eCommerce revenue, ad spend, and conversion rate relative to the pre-COVID benchmark period ** Attribution to Neil Patel and Eric Sui of MARKETING SCHOOL for these contributions. If what you hear

@nigelwrite PRESENTS: I AM WRITE (Episode 43) | COVID CARING SERIES PART 2 - LESS HUNCH MORE HARD DATA THIS EPISODE | The Importance of placing VALUE on HARD DATA (Asking the right questions and acknowledging the answers based on feedback) OVER assuming and having a HUNCH! Google Trends Explore how Google data can be used to tell stories. featured. Coronavirus Search Trends. COVID-19 has now spread to a number of countries BuzzSumo Find the content that performs best. Use our content insights to generate ideas, create high-performing content, monitor your performance, and identify influencers. Cruchbase is the leading destination for company insights from early-stage startups to the Fortune 1000. Get insights into your competition TechCrunch Reporting on the business of technology, startups, venture capital funding, and Silicon Valley. Candor.co ** LIVE Who's freezing hiring from coronavirus. Find out how much you're worth and how to ask for more — the right way. UpWork.com connects businesses of all sizes to freelancers, independent professionals, and agencies for all their hiring needs WeWorkRemotely Find the most qualified people in the most unexpected places: Hire remote! We Work Remotely is the best place to find and list remote jobs that aren't restricted Freelancer.com Hire expert freelancers for any job, online. Millions of small businesses use Freelancer to turn their ideas into reality. Go.Within ** WITHIN is monitoring the effects of COVID-19 on eCommerce. Using data from a sampling of clients, we are tracking year-over-year trends in eCommerce revenue, ad spend, and conversion rate relative to the pre-COVID benchmark period ** Attribution to Neil Patel and Eric Sui of MARKETING SCHOOL for these contributions. If what you hear

@nigelwrite PRESENTS: I AM WRITE (Episode 41) | COVID CARING SERIES INTRO - Rapid Fire Friday Corona Care Package THIS EPISODE | 3 PART SERIES PROVIDING VALUE ASAP (INTRO) - Practical and actionable advice to combat the effects of shelter in place pandemic panic. FOCUS ON VALUE (Stop selling so much) EXAMINE HARD DATA (Avoid the hunches) DELIVER THE RESULT (Save the explanations) Google Trends Explore how Google data can be used to tell stories. featured. Coronavirus Search Trends. COVID-19 has now spread to a number of countries BuzzSumo Find the content that performs best. Use our content insights to generate ideas, create high-performing content, monitor your performance, and identify influencers. Cruchbase is the leading destination for company insights from early-stage startups to the Fortune 1000. Get insights into your competition TechCrunch Reporting on the business of technology, startups, venture capital funding, and Silicon Valley. Candor.co ** LIVE Who's freezing hiring from coronavirus. Find out how much you're worth and how to ask for more — the right way. UpWork.com connects businesses of all sizes to freelancers, independent professionals, and agencies for all their hiring needs WeWorkRemotely Find the most qualified people in the most unexpected places: Hire remote! We Work Remotely is the best place to find and list remote jobs that aren't restricted Freelancer.com Hire expert freelancers for any job, online. Millions of small businesses use Freelancer to turn their ideas into reality. Go.Within ** WITHIN is monitoring the effects of COVID-19 on eCommerce. Using data from a sampling of clients, we are tracking year-over-year trends in eCommerce revenue, ad spend, and conversion rate relative to the pre-COVID benchmark period ** Attribution to Neil Patel and Eric Sui of MARKETING SCHOOL for these contributions. If what you hear

Where do I go to find remote work that is truly global? How is the lock down affecting some of the most traditionally overworked office workers in the world? And some more freebies and offers, because we love a good freebie. Check out these job boards that specialise in remote jobs: https://gowfh.com/ https://remoters.net/jobs/ https://weworkremotely.com/ https://dynamitejobs.co/ The Japanese Salaryman is one of the most over worked office workers in world, how are they dealing with the new need to work from home? https://www.theguardian.com/world/2020/apr/03/commuted-sentence-covid-19-spares-the-japanese-salaryman-from-ritual-exhaustion We love free tools, especially nowadays. Here's a spreadsheet with a whole load of offers for business and personal life: https://docs.google.com/spreadsheets/d/1ns0sB1Qd1gzEdE6RoF4Ww6cOO6hOnBA67o5f4lDbBuc/edit#gid=0 What are you experiences with working from home? Let us know! And if you have questions or ideas for us, send us an email! wfh@lowerstreet.co Did you like this podcast? We'd really appreciate it if you could share it with one other remote worker you think would enjoy it

We follow up on the Apple Store, the deadline for App updates, Apple's COVID-19 app, Warren's open sourced tools, Zoom updates their app, the MacBook Pro 16, Amazon Prime Video adds InApp purchasing and the Apple Card extends the payment deferral. We chat about Supporting Pointer Interactions on iPadOS. Apple Acquires Weather App Dark Sky. Apple’s iOS 14 may turn iCloud Keychain into a true 1Password and LastPass competitor. Picks: 8D Audio, LIVE who’s hiring or freezing, WeWorkRemotely, Spot the Swifty, more Keyboard Tricks, iOS Conf SG 2020 videos and Apple docs Diffs. Special Guest: Mike Vinakmens.

We are going to be talking about my story and what I've been doing since I learned my contract was unexpectedly ending early. First 24 hours: Got news Within 1 hour, on a team call to make the announcement Processed Cried Wine and pizza with a friend HTGAWM Downloaded job search apps on my phone Updated resume Created UpWork profile LinkedIn - turned on 'open to new opportunities' Wine and chill Weekend: Relax Process Research job openings Research UpWork Set up job alerts Monday: Work Network Ask people if they know of any opportunities Email the team I support to let them know Started transitioning work to the new person Told friends Applied to roles Starting rowing Tuesday: Told more friends Applications UpWork proposals Website recommendations Phone apps Posted podcast to LinkedIn Wednesday: Asked LinkedIn network if they had any leads We Work Remotely website Applications Rest of the week: Applying To support the show: Paypal: paypal.me/stephdennis13 Anchor: https://anchor.fm/careertalk For show notes go to: http://stephdennis13.com/category/careertalk/ To work together: listentocareertalk.com For the Google Survey: https://goo.gl/forms/PToleX38QgQ4EPaz1 To connect: Instagram: @stephdennis13 @careertalkpodcast Facebook: www.facebook.com/stephdennis13 We are written, produced, hosted and edited by Stephanie Dennis You’re awesome!! Go be your amazing self today!!! --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/careertalk/message

Lots of marketers talk about the importance of backlinks, but few have solid processes for earning them at scale. This week on The Inbound Success Podcast, Liam Martin digs into the details of the backlinking process he's been using to 10X organic traffic to his business websites, including Time Doctor and Staff.com.   If you're serious about SEO and understand the importance of backlinks, this episode is for you. Liam gets into a lot of specifics about how he hires his team of researchers and linkers, what they're paid, how they're incentivized to get links, and how he tracks performance. He also shares the copywriting formula he uses to convince other sites to link to his.  So many actionable takeaways that anyone can use to build their own backlinking strategy! Highlights from my conversation with Liam include: At the time Liam started building his backlinking strategy, he'd been blogging for three or four years and had a domain ranking of around 60. Today, his sites have a domain ranking of 80, which is a significant improvement and an impressive ranking in its own right. They had been focusing on on-page SEO for quite some time and realized that if they were going to get serious, they'd need to do more off-page SEO.  Liam rebuilt his entire team to be able to focus on off-page SEO and today, he has a sales team focused specifically on getting links.  Liam is the CMO and has two people (an Editor and SEO Manager) who report to him. Under them, there are writers, researchers and linkers. Once they identify keywords they want to target, their researchers try to find the content that current ranks at the top of the search engine results pages for that keyword, and identify the email addresses and names of the authors of that content. They will not carry out a backlinking campaign unless they have at least 500 emails. Once the emails are identified, they are sent to the team of linkers, who are the people that conduct the outreach to the authors that they would like backlinks from.  His team has a 15 to 20% conversion rate on the emails they send out. To incentive his team, Liam developed a compensation system that rewards linkers based on the domain authority of the links they get. He has found that listicles and statistical articles get the most backlinks. Because his team is remote and located all over the world, Liam spends time each quarter auditing some of the emails they are sending out to make sure they are on-brand.  In the two years that Liam and his team have been executing this strategy, they've gone from getting just a few links a month to getting hundreds of links a month, all while improving domain authority and organic traffic considerably. Resources from this episode: Check out the Time Doctor and Running Remote websites Subscribe to the Running Remote YouTube Channel Connect with Liam on LinkedIn Follow Liam on Twitter Join the Running Remote Community Group Follow Liam on Instagram Get in touch with Liam at liam@timedoctor.com or liam@runningremote.com  Listen to the podcast to get the step-by-step backlinking strategy that Liam Martin and his team use to build domain authority and grow organic traffic. Transcript Kathleen Booth (Host): Welcome back to the Inbound Success Podcast. My name is Kathleen Booth, and I'm your host. This week, my guest is Liam Martin, who's the co-founder and CMO of Time Doctor, Running Remote Conference, and Staff.com. Welcome, Liam. Liam Martin (Guest): Thanks for having me. Liam and Kathleen recording this episode together . Kathleen: I am excited to talk to you because I got an email from somebody who said that you had increased your organic traffic from 12,000 to 120,000 in under two years, which is a big jump. When I hear things like that, my first thought is "I want to talk to this guy and find out how he did it." About Liam Martin Kathleen: Before we jump into that, though, I want to hear a little bit more about you and your journey, and how you wound up where you are today, and talk to me about what these various companies and events are all about. Liam: Sure. Well, first of all, before we get into that, I didn't do it. Other people did it, which is actually the only way that you can do this, which we can talk about later on. So, human being, more specifically, human being on Planet Earth, more specifically in Canada, I am a co-founder of, as you said, Time Doctor, Staff.com and Running Remote, and those all kind of tie into a singular concept, which is we really want to empower people to be able to work wherever they want, whenever they want. So, we personally have a hundred remote employees in 32 different countries all over the world, and we believe that working remotely makes people happier. It reduces global suck on Planet Earth, and that's really why we do everything that we're currently doing with Time Doctor, Staff and Running Remote. Kathleen: I have to just say before you go on to the next thing, I so wholeheartedly endorse that because I have been working remotely for the last two years at a company where 60% of the team is remote, and I manage a team of eight people, and I think five of us are remote. It has not been detrimental at all to our effectiveness. So, 100% agree. Liam: It will even get better once everyone goes remote. There is a, what in the industry we call a double silo effect, or founder magic problem, which is if you have a physical office, and then you have remote employees, a lot of those remote employees feel disempowered to be able to make the same decisions as the local employees, because they're closer to the decision maker. That's actually really problematic, which is why I'm in one of my crash pads right now. We used to have eight. Now we have two because they were just so ineffective for us in terms of having office space. Even when there's four to five people in this office, and we're going to do a meeting, we all do meetings on our own Zoom accounts. So, we all meet separately to be able to make sure that everyone has the perception that we are all separate, because those remote employees will definitely feel left out if everyone's kind of around me, who is the decision maker. It creates significant long-term problems in terms of your business. Kathleen: I love that, because it puts everybody on an even playing field, and as somebody who has been remote, I can speak to that, the power of that, absolutely. It makes a huge difference. Liam: But we're here to talk about SEO. Right? Kathleen: Yes. Liam's SEO strategy Liam: So, basically, the entire SEO content strategy came from our belief that you can effectively build a content team with remote workers, and they can be as effective, if not more effective than an in-house team. So, we had basically been kind of playing around with blogging for maybe three to four years, and we had built up to maybe a DR, I'd say 60 sites, and for everyone that maybe people don't know, DR is domain rank on Ahrefs and SEO Moz. You'll be able to- Kathleen: 60 is really good. Liam: Yeah. 60 is pretty good. I think we're an 80 now, so we definitely moved up a few pegs, and it's all exponential. So, a 60 to a 70 is 10 times harder than a 50 to a 60, as an example. So, we had built that site up to about a 60, and then we realized, well, we need to get really serious about this. One of the things that we weren't paying attention to fundamentally was our off-page. So, we were doing a whole bunch of on-page. We knew how to optimize for that, and again, for anyone that is not really knowing what the heck I'm talking about, on-page is basically where you change the on-page factors of a website, and off-page is where you bring in new backlinks to a particular web page. So, we had basically rebuilt the entire team off of that premise. So, we built a sales team, which instead of getting deals, they would get links. We implemented a technology stack behind that. So, fundamentally, the way the team is structured right now is I am still the CMO, so I review two individually that directly report to me, which is the content editor and the SEO manager. The content editor has a team of about 20 writers that we all have on contract. Me, the SEO manager, and the content editor, we meet every quarter to be able to define all of the different keywords for the next quarter. We identify those keywords through Ahrefs. That's what we use to be able to do all of our SEO research. Then those particular keywords are sent out to the writers. We pre-vetted all those writers, so we know exactly what kind of quality of work they can produce. Those articles come back to the SEO manager. Then the SEO manager has his team, which is we have linkers and researchers. So, usually we'll have one researcher to every two linkers. The researcher will identify... Let's say I'm trying to rank for online collaboration tools, which we're number one for, which is about a $36 click. We also identify very clearly when we're trying to figure out our quarterly numbers or our quarterly keywords, what are we looking for. So, we may not be looking for the end traffic number. So, if we really wanted to, we could probably get a million clicks coming to the website per month, but they'd be really non-valuable clicks for us. So, online collaboration tools is a $36 click, which is very expensive, and I think it has about 2,000 searches a month. That one keyword probably does $60,000 to $70,000 worth of traffic value to the website per month. We identify that keyword. We get our researcher to basically go in and identify who are the top people in the SERPs, and then who are those top people in the SERPs that other people are linking to. We do not proceed on a keyword unless we have about 500 emails that are contextual, that are all set up. The email then goes to the linkers. So, the researcher basically researched the data, and then the linker is kind of the closer. They'll go out and say, "Hey, I need to... Hi, Kathleen. This is Liam from Time Doctor. Really excited about chatting with you today. I saw this article about X, Y, Z, about online collaboration tools. I saw that you linked to it in this context. I think I have a better link that I can redirect to you, or I would love it if you linked to my website as well, to this web page as well. However, we've looked through your site, and we've identified that you're really trying to rank for Starbucks coffee cups," as an example. "It looks like you're ninth for that, and we just happen to have an article about Starbucks coffee cups, and we put you in it. Here's the link that we gave you." Then that is really the big jump that we basically had, which was I get about 40 to 50 of these a week, of people that are just doing cold outreach emails. Fundamentally, the success rate on those, because we used to be doing those, were about 2% to 3%. Now we get about 15% to 20% success rate, because what we've done is we're actually giving out a link. So, we're telling them, "Listen. We've given you a link. Here's the context of that link, and more importantly, I'm going to make this super easy for you. We'd love to be able to be in this article. Here's the paragraph that we've already pre-written for you. So, if you want to just cut and paste and throw that in, you can absolutely do it. If not, you can write something else." Those definitely work for what I would define as the DR 50-plus range, because there's two different categorizations of the way that we do outreach. So, if someone has a domain rank of above 50, it's probably a multi-email exchange, so basically, those linkers need to act like salespeople. So, they need to be able to communicate very clearly through email. The average exchange for us is seven email exchanges before we actually end up working on a partnership. So, it's pretty intense, but it definitely works. As I said, it's a 15% to 20%, basically, conversion rate. Kathleen: Wow. All right. I have so many questions for you. This is really interesting to me, and to back up, backlinks is a topic that I think is fascinating as a marketer. I've been in this business for a long time on the agency side. I've worked with some really savvy marketers, and it has been very surprising to me how many of them give little to no credence or effort to backlinking strategies. They either discount- Liam: I mean, they're in trouble then. Kathleen: I know, I know. They discount the value of backlinks altogether, or they understand conceptually that they're valuable, but they don't put any effort into it. They just sort of wait for backlinks to happen organically. In some cases that happens, depending upon the type of content you create, but in other cases it doesn't. It's always been interesting to me because when you read online about backlinking, there's a ton of content about why it's important. There's not a ton of content about how to actually go about doing it well. So, this is why I'm really interested to dig into this. Liam: The other part that's really important that's connected to this is you can run these campaigns, but at least in my experience, I see the majority of them fail. So, if you go to an agency, a DR 50 link is going to cost you about $500, generally, $300 to $500. Our cost is, I believe last month it was $36 per DR 50-plus link, so a significant cost reduction, and that's just, basically, I know that agencies are running these links, and they're acquiring them for $36, but then they're selling them on for $300 to $500. So, it's actually very profitable to be able to do this type of work, but you're right. There's isn't that much value inside of it because I think a lot of people try and fail. How Liam holds his team accountable for backlinks Liam: So, what we did, which was different, is we didn't just implement these processes. We also made everyone accountable to these processes. It was very difficult to be able to get the right measure in place because, as an example, let's just say I said, "Well, I need to find out how many backlinks you're going to get. I'm going to measure your success by how many backlinks you get." If you're a linker, what you're going to do is you're going to approach a whole bunch of DR 10 sites, because those are really easy to be able to get backlinks on. We just got a backlink last week from Salesforce. It's a DR 89 site. It's very, very powerful as a backlink. It's probably worth a thousand DR 10s, as an example. So, how am I supposed to reward someone for working on a month-and-a-half to be able to build a really, to be able to link to a DR 89 when instead you could probably, in that same amount of time, get 10 DR 10 backlinks? Well, what we implemented was cumulative domain authority. So, in essence, what happens is at the end of the month, we count up not how many backlinks you got, we look at that measure as well, but then we also measure the amount of DR you got inside of all of those links. So, if you got a backlink from Salesforce, which was 89, you'd get 89 points, and then if you got a regular website that was a DR 11, you'd get 11 points. So, 89 plus 11, that's now your new score. You got 100 points, and let's keep going on through the week and the month. Then we just pay that out based off commission. So, literally, the top linker for that month gets a cash bonus, which they're always fighting for. What type of content is most likely to get backlinks? Kathleen: I bet. So, I want to back up for a second. You start, you identify the keywords that you want to rank for. You're creating all this content. Are there any particular types of content that you find perform better in terms of other people being willing to link to them? Liam: Yes. So, as an example, Time Doctor is a time tracking tool. It's pretty boring. No one really wants to link to time tracking blog posts, so it's very... We also have another category, which is our golden list. So, we usually have a floating list of five pages that if someone owes us a favor, we'll ask them to link to that. So, it might be something super boring, like maybe one of our integration pages, and we want to rank number one for Asana time tracking. That would be an example. No one really wants to link to the Asana time tracking page, so we would throw that up there. But outside of that, listicles, those are the ones that end up converting better than anything else, and they're very easy to be able to get links for if you're doing direct outreach. Outside of that, however, there are the statistical articles, which are basically just link juice. So, we do a lot of articles, like we tracked 10 million work hours, and here's what we found, that type of stuff. You don't even really need to do link building for that, primarily because, number one, they're going to acquire links on their own, and number two, it's very difficult to be able to optimize them for a particular keyword that we would end up seeing as a purchaser's keyword, as a buying keyword, which is a little bit unfortunate. But you can write those types of articles to basically raise your general domain rank, but you're not necessarily going to rank for anything in particular. So, you might write 10 of those, as an example, and maybe your domain rank will go from 80 to 82, whereas if you had written 10 very focused keywords for conversion, you might get an extra 50 customers a month, but your domain rank is not going to go up. Kathleen: Yeah. That makes sense. It's interesting you talk about kind of data-packed articles, because in my experience, the type of content that we've seen perform really well from an organic backlinking perspective is infographics, and that tends to be because they have a lot of data behind them, and they're easy to share, and people like to pop them into other articles and things like that, but yeah. Building a backlinking team Kathleen: So, you create this content, and then you have this team of people. You mentioned having researchers and linkers. Can you talk a little bit more about how you found those people, and what kind of a profile are you looking for? Liam: Sure. So, for anyone that kind of wants context on this, I would suggest you read From Impossible to Inevitable... Aaron Ross is the author. From Predictable to Inevitable. Darn, can't remember the name of it. Kathleen: One of those two. Liam: Just Google Aaron Ross, and read his book. He was the guy that took basically Salesforce to a hundred million a year, and his model was to divide... His big kind of aha moment was dividing a sales rep from a lead generator. So, that was a big, huge sort of moment in sales, which was people that talked to other human beings should generally not be doing the research to be able to find those leads, and by dividing those two tasks, he was able to significantly improve the productivity of his team. I'm just implementing the same thing for SEO. So, we have a researcher that literally goes out and identifies not just, as I said before, let's say the top 20 on SERP results for a particular keyword, but we'll use a tool like Ahrefs to go into those SERPs or into those links, and we'll see who linked to those people, and that's where we amass our list. We do not proceed with running a campaign unless we have a minimum of 500 emails to work with. Kathleen: So, let me pause you for a second. Let's just, for argument's sake, say your keyword is remote work. I'm just going to make this up. So, you have this keyword, remote work. You've created content, and then you say to your researcher, "Go do your thing," and they take the words remote work, and they're looking at who is already ranking for that keyword phrase. Is that accurate? Liam: Yeah. So, I'm just going to use the direct example that you just sent me right now. Kathleen: Awesome. Liam: So, the first article, or the first URL for remote work is We Work Remotely, who's actually... We know these guys. They're good friends of ours. They have a DR 74 site, and they have about $250,000 of monthly traffic value. So, they have to their main page 1,200 referring domains. Kathleen: And you're seeing this all in Ahrefs, correct? Liam: Mm-hmm (affirmative). So, all I would do is I would then grab that list, I would identify everyone that has actually linked to that base domain from that list, and then I would load it into another tool that we have called BuzzStream. BuzzStream is basically the tool that we use for outreach. So, we load everyone into that, and then it gives you the context of all of the conversations that have occurred. So, once we load those new 1,200 people into BuzzStream, we might identify that we've already actually spoken to about 273 of those people, and here's the context of one of those linkers that interacted with them. So, I can also give you context, which is, "Hey, Kathleen. This is Liam. I know that you spoke to John a couple months ago about link X, Y, Z, but I would love to talk to you about link A, B, C," so that people have that context, and they know, "Oh, okay. I'm actually being listened to," and that just allows us to be able to automate the process a lot faster and easier. So, once that's actually all loaded in, then we'll usually have some templates that we've already worked from, but usually inside of those templates there's customization that goes into every single link that goes out. We do not let a non-customized email go out for anyone that's below a DR 50. We've just found there's kind of... That's the line that we've drawn, which is there are people that get these emails all the time, like me, and there are people that don't. Usually, the ones that don't are pretty easy to be able to knock off, and the ones that are a lot more difficult, you need to have context, and you need to be able to float above everyone else, because think of... I'm that person. In my inbox today, there were probably about... I think I saw about a dozen of these types of cold outreach emails, and none of them really work because they're asking for something, and they're not giving me anything in exchange. Kathleen: Yeah, I'm that person, too. I get a lot of those emails, which is part of the reason I was excited to talk to you, because I'm like, I want to talk to somebody for whom this is actually working, because I know most of the ones I get, it doesn't work. But to back up for a second, you get the list from Ahrefs of domains that are linking to, in this case, We Work Remotely, and you're putting... Am I correct that you're putting those referring domains into BuzzStream? Liam: So, what we'll do is we'll find out who is the author that actually linked to that particular article. Kathleen: Oh, okay. Liam: So, did it come from a blog post, or did it come from a base domain? Wherever the link came from, we try to hunt down who the author was, because we want to talk to a human being, and then we redirect that back over. So, that takes a while. That's why you need researchers to be able to do that. I would probably say a good researcher can knock out something... Let's say we're just going to take all that data and crunch it into BuzzStream. Out of those thousand people, BuzzStream will probably only figure out about half, and then the other 50% will go through them and will throw out people that are DR 10, as an example, because it's just fundamentally not worth our time. We'll pay very special attention to everyone that's a DR 50 and above, and we'll do two to five minutes of research per person, and we'll just identify who they are, what we think their email address is, and then we'll do that outreach. Kathleen: So, talk to me a little bit more about how you find these researchers, and what kind of experience or background or profile are you looking for? Liam: Sure. So, we generally find these guys all over Planet Earth. Our researchers don't necessarily need to be good in the English language. They need to be good at doing research, so a lot of attention to detail, data entry people, data work, those are the people that we really look for. Fundamentally, we're looking for people that are excited about the grind, because it's a grind. I'm not going to tell you anything different. If you go to any sales floor, you'll have closers and you'll have SDRs. Right? SDRs are the people that are basically developing the lead for the closer, for the actual salesperson, and they're doing the research on that. Those people grind out every single day. Usually, they'll do that for a year or two, and then they get upgraded to being a closer. So, we do the same thing inside of the company. Everyone has a passion for SEO, and that's actually another big just basic requirement, is a lot of people will come in and kind of say, "Well, I know how to do SEO, and I ranked this local," I don't know, "this local coffee shop for coffee in Timbuktu," or something like that, and they come in a little bit cocky, but then within a week or two, we just realize very quickly that they're somebody that should be a researcher, and not necessarily a linker as of yet. So, they'll spend about three to six months... Generally, some people, if we're trying to develop them as a linker, we'll usually have them be a researcher for the first three months, just so that we can see that they can do the grind, because if they can't, they're generally not going to stick around that long even as a linker. Then some people love to stay there for... We've had people that have worked with us for years as linkers. They love the job. Kathleen: If somebody's listening, and they're like, "I want to do this," how much should they expect to pay for a researcher? Is this an hourly job or... Liam: So, it really depends. We pay a base, and then we add a commission structure to the amount of researched individuals that end up actually converting, not converting, but that are actually legitimate. So, we'll do this research, and then someone will say, "Hey, it's definitely Kathleen, and this is Kathleen's email address," and it will end up bouncing, so that counts against their rate. So, generally for us, our researchers are all above 95%. I believe no one starts to get into commissions until they're above 97%, but that's generally the way that we run it. Those people would be anywhere from, I would say, 500 to 1,000 US per month per linker, and those guys are generally going to be found in the Philippines. You're going to be able to find some in Indonesia, maybe some in Bangladesh. However, in my opinion, you're going to pay a little bit more for people in the Philippines, but they are way more effective than people in those other countries in Southeast Asia. Kathleen: So interesting. Thank you for sharing all that detail. That's really helpful. Okay. So, we've talked about the researchers and what they do. So, they identify the opportunities, they find the email addresses, and then they turn that over to the linker. Correct? Liam: The linker, yeah. Kathleen: Got it. Liam: So, the linker the is very different from a researcher. They must have a very solid grasp of the English language because they can't just send a template. They have to be able to edit those things and communicate in the way that our target market, our target demographic, would actually communicate, which are generally people in Western countries. So, they would not say something like, "Hello, ma'am, Kathleen." They would say, "Hey, Kathleen. What's up? This is Liam from Time Doctor. Saw this article, thought it was really cool. Listen. You made a huge mistake. You didn't link to my article. No problem. I can totally solve that for you. Here's a paragraph of exactly how to link to me, and by the way, we saw inside of your site that you really want to link to Starbucks cups, and we know that we can totally figure that out for you. We already set up that link to be able to send out. Hope you're having a great day. Would love to be able to chat with you about the link," as an example. That would be the way that you would communicate, and that's going to get a much higher response rate than the over-formalized communication that generally you'll find with individuals from Southeast Asia in particular, and to a degree, sometimes in Eastern Europe. So, that team is actually a lot more distributed. We have some people in Southeast Asia. We have some people in Eastern Europe. We have some people in California. We actually have just implemented a much more serious team in Lagos, in Nigeria, for any of you that maybe have gotten this email a couple years ago or 10 years ago. You know, the Nigerian prince emails? Kathleen: Yeah. Yeah. Liam: So, that doesn't work anymore, but these guys are email ninjas. They're absolutely amazing operators at figuring out how to be able to get a response from someone and communicating clearly. So, they're amazing, and a lot of them kind of want to go legit. So, they will work for a company like ours instead. Kathleen: Interesting. Yeah. I mean, a lot of those guys did get people to respond to those Nigerian prince emails, so- Liam: Generally, it would be a .004% response rate, but that response rate would end up being something- Kathleen: Paying for the whole thing. Liam: Exactly. So, that's something that... Even with these direct emails outreach programs, they still do work, but they only have a conversion rate of about 2%. You want a convert rate of 15% to 20%. We found that we're a lot more cost-effective. I've spoken to some agencies, and they probably work out a link to about a hundred dollars per person, and it's because they just don't take the time to be able to build context. The other added advantage to building context is you don't just get one link from that person. You may get five or six over two years, because you have that personal context, and I've got all that context in BuzzStream, so I can bring it up whenever I want, and Kathleen remembers this interaction that we had seven months ago, as an example. How to conduct backlink research Kathleen: So, you talked about when you do this outreach to... Let's say I'm your recipient, and you do this outreach to me, and you say, "I know that you're trying to get found for terms like Starbucks cups." Who is doing that research, how are they doing it, and how are they identifying that that's the goal of the recipient? Liam: So, I would slot your domain directly into Ahrefs, and I would identify what are the top links that you're trying to work for, and there's two categories. There's kind of like a top three. So, usually people that rank first to third, you're not really going to be able to change their lives in any significant way in terms of that particular keyword. It's usually quite competitive, or it's a branded term. The ones that we really like to go after are the seven-to-10 space. So, those are the keywords that they're probably working on, and maybe they actually only launched that article three months ago or six months ago, and they're trying to work on it, and we can see they're trying to work on it, because let's say there's five or six referring domains into it, and we'll say, "Yeah. We'll just put a link in there. We'll just link from our site to your site." They understand the value of a DR 80 link, which is actually quite funny because a lot of the times we get outreach from, let's say, a DR 65-plus website, and my first response is, "I'm interested, but I'd love a link back." The smart ones say, "Of course," and the stupid ones say, "Well, I don't have the authority to be able to do that." Well, just for anyone that's listening, do that, because that's going to convince me... You're talking to an SEO person, and I'm not going to link to a DR 60 if I'm a DR 80, if I'm not getting anything back. Right? So, that's really something that I just don't understand that's not happening in the industry, because for us, we're very happy to be able to give out those links. We see that as kind of just... We do it before we ask for anything back. In that introductory email, "By the way, here's a DR 80 link. Really happy to see if we could work in a deeper way," and if they don't want to work with us, that link stands. Asking for backlinks Kathleen: Yeah, yeah. So, there's that element of reciprocity. Okay. So, they have this data, they know what they're trying to link for. You've talked about how these emails are crafted. I'm curious. You talked about sometimes it's seven emails back-and-forth. What's happening in those seven emails? Because it seems like the way you're putting these emails together, it's fairly straightforward. You've laid out all the context. You've given them the paragraph of text. I mean, at that point, it would seem to me, as somebody who gets these emails all the time, that they either say, "Okay. Yeah, I'm going to drop it in. Here it is," or, "No." So, what happens in that back-and-forth? Liam: So, there's a couple main kind of categories of things that happen. One of the things that happen, particular on really powerful sites, is, "Hey, Kathleen. Not a problem. Links are $500 a pop, and here's the context." Then we have to go back saying, "Listen. We don't pay for links. We're just looking to be able to have you link to our website, and we've already linked to your website. Here's our stats." So, we literally pull in, "Here's our Ahrefs data. We'd love to be able to see if we could work on a deeper partnership together." That's one major category. Kathleen: Got it. Liam: Another one is no one really has the authority to be able to make that decision. So, sometimes we actually contact someone who is, let's say, a blogger that's maybe done piecework for that blog, and they say, "I don't care because I wrote that article six months ago, and thanks for reaching out, but I don't really care." Well, then we have to say, "Well, do you know who's in charge right now? Could you let me know?" Then we're going to get access to that person. Then we, in essence, send the same email. Then the other ones end up actually just turning into larger partnerships. So, we'll actually say, "Well, maybe we shouldn't just work on this link exchange. Maybe we should also do a webinar together, or maybe we should do something else together." So, all of the linkers have full authority to be able to build at least the framework for those partnerships, and then it gets approved by me. Keeping the team on-brand Kathleen: Okay. So, this is super interesting. You have all these people distributed all over the world, and you're giving them, really, a lot of leeway in terms of the way they communicate with these other domain owners or authors or bloggers, et cetera. My first question is, do you ever worry that the way that they communicate or the things they say are going to kind of go outside of your typical brand voice or have some kind of negative ramification on your company or your brand? Liam: Absolutely. So, we do spot-check auditing on all of the emails that are going out, and we're really fast and responsive to... We have a lot of linkers on the team. I think we have dozens on the team altogether at this point. So, a friend of mine said, "Well, do you know who this person is?" I said, "No, I don't know who that person... It doesn't ring a bell to me." "Oh. Well, they just emailed me from Time Doctor saying they want a link." So, we need to be mindful about that, and he actually said, "This is probably one of the best cold email outreaches I've ever gotten," which was great for us, but I need to be able to be mindful of that context to make sure that there aren't negative implications on the brand. So, the way that we do that is audit the process. So, I'll even do randomized auditing of just... I'll look at every quarter maybe 10 emails from each linker, and that doesn't take me more than a minute or two to kind of float through, and then our SEO manager also makes sure that all of this stuff is being monitored properly. We're also really looking at... So, we're always trying new things, new titles, new copy templates, and we share that information amongst ourselves. So, in that process, a lot of this... We had an article just recently, or an ad just recently that went out that got really good attention. It got a really fantastic click-through rate, but it also got a lot of hate. So, we have to understand what's the difference between trying to get someone's attention and trying to get someone's attention and then hating it. We need to be able to draw that line. Tracking backlink performance Kathleen: Interesting. Yeah. I mean, that was going to be my next question, was how do you keep track of it all, but it sounds like you've got processes in place, you have a team in place. Liam: Yeah. We do the quarterly audit. We make sure that our SEO manager is managing all those linkers very quickly and efficiently, and then we're always exchanging information. We literally do a weekly meeting about what's all the new split tests that we've tried. So, every linker is also responsible for implementing a test every week, I believe, inside of their copy. So, they're basically always optimizing their outreach, and then we come back, and we do some more learnings. We also make sure that everyone's reading all the industry news for SEO and all that kind of stuff, so that if there are some interesting new insights, we can implement those as well. The impact of backlinks on SEO and traffic Kathleen: Interesting. So, I'm fascinated by this whole process, but I want to shift gears for a second and talk about results. You've touched on this a little bit in terms of response rates and things, but let's just go back and recap now. So, this is a process you've been doing for how long? Liam: We've been doing it for about two years. I think if anyone actually wants to jump into Moz or Ahrefs, you'll pretty much see the exact point in which we started doing it because we were going from getting, I don't know, maybe a couple hundred links a month to getting, or sorry, getting a couple dozens links a month to getting a couple hundred links a month. So, we literally just- Kathleen: Can you send me a screenshot of that? Because I would love to put that in my show notes. Liam: Yeah, sure. No problem. Kathleen: That would be awesome. So, you've been doing that for that amount of time. Talk me through, again, your response rates, what this has done to traffic, how the links have grown. Liam: Yeah. So, the bigger thing that we've really seen is general increase in domain authority. That's been the thing that's allowed us to... So, as an example, if we talk about remote work on Time Doctor, Google's generally going to give us the benefit of the doubt. So, they're automatically going to say, "These guys blog about this stuff all the time. They really are a trusted source in that particular niche, so we're going to give it more traffic than we would a DR 10 site that's never written about remote work or outsourcing ever before," and that's really the huge advantage, is a lot of this stuff is quite disingenuous when I discuss it because we're currently at the point in which the snowball effect has really taken hold, so Google already really trusts us. If you're a brand new person with absolutely no links whatsoever, I'm going to tell you, this is going to take about six months before you really start to see dividends, but however, I would say, and this is a bold claim, but I would say over a 10-year period, so if you plan on owning a business for more than 10 years, SEO is the absolute best cost-per-dollar advertising method known to mankind. It is better than, in my opinion, viral traffic, because those are spikes, whereas this is continuous long-term traffic that is going to be so cost-effective, it is probably 60% of our overall funnel, and we spend as much money as we possibly can on Facebook ads and everything else, and we just constantly come back to SEO because it's just such a return on investment. Kathleen: Yeah. That makes a lot of sense, and I would agree with that. That's one of the things at IMPACT that we're really fortunate... We have a tremendous amount of organic traffic, and it has saved us a lot of money in not needing to advertise. Liam: I almost see it as it's an investment that produces dividends, whereas a Facebook ad, as an example, is you're going to get conversions now, and those are going to be great. You're going to get a conversion this month. Those numbers will probably work, right? You put in a hundred bucks, and maybe you make 110 bucks. But with SEO, you're going to put in a hundred bucks this month, and maybe you're going to get a dollar back this month, but then next month you're going to get two, and then four, and then eight, and then 16, and if you continuously put in that hundred dollars every single month, you're going to start to create fantastic dividends. Kathleen: Yeah. I always talk about it as the difference between renting a house and buying a house. When you rent your house, you stop paying rent, you get evicted, and you got no value. Liam: Yeah. Well, you're renting the traffic. Kathleen's two questions Kathleen: Yeah, exactly. So, fascinating. All right. Well, so interesting. I could talk to you about this forever, and I love the amount of detail we've been able to go into, but we're going to run out of time. So, two questions that I always ask all of my guests, the first is... We talk a ton about inbound marketing on this podcast. Is there a particular company or individual that you think is really doing inbound well right now? Liam: Yeah. I thought about that quite a bit, and my original response was HubSpot, just because their SEO game is so strong, and they blog about everything. If you throw them into a tool like Ahrefs or Moz, which is generally how I see websites today, they will blog about kitchen utensils, as an example. They just want traffic with a big capital T. So, I've recognized that has been really interesting. The other website that I would talk about, which is relatively new, and it's not really a website, but it's more like an app, is Wish.com. So, I don't know if you've ever encountered that e-commerce site before, but they've, in essence, built an app that's gamified e-commerce. So, think of it almost like an Amazon, but it's a video game. So, it's Amazon, but it's a video game, and what they're doing is they're doing a lot of SEO traffic to be able to bring in a free lead, and then they are doing a lot of retargeting into the game again. So, they'll say, "Hey, webcams are 95% off today only," and it's a Facebook ad, and when you click on it, you're brought into the Wish app. So, it's a very interesting process, and they've, in essence, taken the architecture and the mechanics of the video game world for mobile games, and they've moved that into an e-commerce platform. When I look at their numbers and how much money they're spending, it boggles the mind. I think that they are doing the same thing that Amazon did back in the early 2000s where Amazon bought... I mean, they were the number one customer for Google, I believe, Google Search, for eight or nine years. They did that because they knew there was such a massive arbitrage opportunity to be able to shift all of that traffic off of Google, which honestly should've built their own e-commerce platform, and they're moving it into Amazon, and now they've built one of the largest companies on Planet Earth. So, I would check out Wish.com, even just install the app, and then just see how they interact with you, because I think it's genius. Kathleen: So interesting. I can't wait to check that one out. Second question, the thing I hear from most marketers is that the world of digital marketing is just changing so quickly, it's really hard to keep up. There's so much information coming at you. How do you personally stay up-to-date and make sure that you're still kind of on the cutting edge? Liam: I hire experts in every domain who think about this stuff morning, noon and night, and I pay them a ridiculous amount of money to talk to me for about an hour or two a month. Kathleen: I like it. Liam: So, I have one client, I have an SEO consultant, and I pay this person $2,000 a month, and we have a one-hour conversation a month. Kathleen: Oh, my god. Can I get a job doing that for you for one hour? Liam: This guy is the guy that does- Kathleen: That's a great deal. Liam: ... industrial-level SEO. He's built sites that you would definitely know of. He's managed teams of hundreds of SEOs in single shops, and he's someone who's very passionate about this particular subject. So, for me, I can then take the context, and I usually have myself, my SEO manager, and my content editor on that call, and then he looks at what we've done over the last month, what the goals are for the next month and in the next quarter and in the next year. He's also able to make course corrections that we are not mindful of. So, as an example, let's say our yearly goal is we want to get 10,000 referring domains. Let's throw that out into the air. I think we've got about 5,000 active referring domains, and we have 11,000 historical referring domains right now. So, we want to do 10,000 active referring domains within the next year. Well, what do you need to actually get to that target? Then we identify what we need to do to get to that target. Okay. Then at the end of the day, he'll boil it down to, "Well, you're currently doing 10 blog posts a month. You need to ratchet up to 68 blog posts a month if you want to hit that particular target." So, what's the architecture that we need to be able to implement to be able to hit that target? That's the kind of stuff that I am somewhat not very mindful of, and I should actually be a lot more. As the CMO, I should really be directing the ship in that type of direction, but these consultants that have done it before, they're the ones that I really go to for that type of expertise. Kathleen: Yeah, makes sense. Liam: Yeah. How to connect with Liam Kathleen: Well, this has been fascinating. I have learned so much. If somebody is listening, and they have a question, they want to learn more about you, the work you're doing, or they want to check out some of the companies that you're involved with, what's the best way for them to do that? Liam: You want to check out Time Doctor, go to timedoctor.com. If you want to talk with me, this is another kind of side idea that I have, which is I think that YouTube is actually probably going to be the next place for SEO, so I'm doing some experimentation on YouTube. So, if you go to youtube.com/runningremote, you'll be able to find me, and you'll be able to find a whole bunch of videos. All of our stuff from our Running Remote Conference is free, and we just post everything up there, so you can consume as much as you want from it. But if you put in a comment, I will interact with you within the hour. So, that's the source that I really want to kind of put all of my eggs into because I believe that YouTube is Google 10 years ago, and there's a massive opportunity right now. It's the second-largest search engine in the world, and people actually, instead of just getting a blog post and someone looking at it for 35 seconds, even if they're looking at my stupid face for 35 seconds, it gives you more context, and it allows you to know, hey, this is who I am. You might want to buy some stuff from me in the future. Kathleen: I feel like next year I'm going to have to reach out to you again, and we'll do another interview on the results of your YouTube experiment. Liam: For sure. Kathleen: Awesome. Well, thank you for all of that. I will put all those links in the show notes, so if you're interested in reaching out to Liam, check out the show notes, and you should be able to get in touch with him there, or check out Time Doctor. You know what to do next... Kathleen: If you're listening, and you've learned something new, you liked what you heard, please leave the podcast a five-star review on Apple Podcasts. That is how we get found by new listeners, and if you know somebody who's doing kick-ass inbound marketing work, please tweet me @WorkMommyWork, because I would love to interview them. Thanks so much. That's it for this week. Thank you, Liam. Liam: Thanks for having me.

Sponsors Thinkster.io React Native Radio - Devchat.tv Adventures in DevOps - Devchat.tv CacheFly Panel Joe Eames Brooke Avery Mike Dane Sam Julien Luis Hernandez Joined by special guest: Erik Hanchett Episode Summary In this episode of the Dev Ed podcast, the panelists talk to Erik Hanchett, a software developer focusing on Vue and Angular, author of Vue.js in Action and Ember.js Cookbook, educator and YouTuber. Erik starts the discussion by stating the benefits of working remotely and others join in with their inputs.They list several important advantages including work freedom, not having to commute, utilizing time well, privacy, less distractions, increased productivity and flexible schedules. They then discuss the downsides of it as well - less social interaction, no particular end time leading to long hours and difficulty in setting boundaries, feeling of being left out and managing different time zones. They also talk about techniques such as resorting to physical activity and proactive networking to combat these downsides. They then discuss the benefits and drawbacks of remote education. Learning from coworkers easily, productive interactions, collaboration and physical pair-programming could be some of the best parts of being on-site. On the other hand, being forced to solve problems independently and becoming self-reliant can prove to be beneficial when working remotely. They talk about how human contact is essential for learning and how classroom sessions are much more effective and increase retention of information. While speaking from the teachers' perspective, they point out that in case of classroom courses, teachers can customize the topics based on what students want, also, the decreased teacher-student ratio helps to build a good rapport between them leading to a better learning experience. They wrap up the episode by each sharing one tool/tip that has proven to be effective for remote work. Links Erik's Twitter Vue.js Fundamentals Program with Erik Picks Mike Dane: We Work Remotely Luis Hernandez: Visual Studio Live Share Sam Julien Zoom for Slack Erik Hanchett: Tuple Joe Eames: StackBlitz Brooke Avery: Loom

Sponsors Thinkster.io React Native Radio - Devchat.tv Adventures in DevOps - Devchat.tv CacheFly Panel Joe Eames Brooke Avery Mike Dane Sam Julien Luis Hernandez Joined by special guest: Erik Hanchett Episode Summary In this episode of the Dev Ed podcast, the panelists talk to Erik Hanchett, a software developer focusing on Vue and Angular, author of Vue.js in Action and Ember.js Cookbook, educator and YouTuber. Erik starts the discussion by stating the benefits of working remotely and others join in with their inputs.They list several important advantages including work freedom, not having to commute, utilizing time well, privacy, less distractions, increased productivity and flexible schedules. They then discuss the downsides of it as well - less social interaction, no particular end time leading to long hours and difficulty in setting boundaries, feeling of being left out and managing different time zones. They also talk about techniques such as resorting to physical activity and proactive networking to combat these downsides. They then discuss the benefits and drawbacks of remote education. Learning from coworkers easily, productive interactions, collaboration and physical pair-programming could be some of the best parts of being on-site. On the other hand, being forced to solve problems independently and becoming self-reliant can prove to be beneficial when working remotely. They talk about how human contact is essential for learning and how classroom sessions are much more effective and increase retention of information. While speaking from the teachers' perspective, they point out that in case of classroom courses, teachers can customize the topics based on what students want, also, the decreased teacher-student ratio helps to build a good rapport between them leading to a better learning experience. They wrap up the episode by each sharing one tool/tip that has proven to be effective for remote work. Links Erik's Twitter Vue.js Fundamentals Program with Erik Picks Mike Dane: We Work Remotely Luis Hernandez: Visual Studio Live Share Sam Julien Zoom for Slack Erik Hanchett: Tuple Joe Eames: StackBlitz Brooke Avery: Loom

Joanne is a Clojure/ClojureScript developer working at Pitch. She currently lives in Berlin, Germany, after living in Colorado for nearly eight years. In her spare time, she enjoys hiking, map-making, and thinking about mountains. Show Notes Pitch (https://pitch.com/) Ben Orenstein (https://www.parallelpassion.com/19) Katherine Wu (https://www.parallelpassion.com/11) Sebastian Gräßl (https://www.parallelpassion.com/23) Clojure (https://clojure.org/) We Work Remotely (https://weworkremotely.com/) Colorado Trail (https://en.wikipedia.org/wiki/Colorado_Trail) Continental Divide Trail (https://en.wikipedia.org/wiki/Continental_Divide_Trail) Blender (https://www.blender.org/) Topographic Maps in Blender (https://somethingaboutmaps.wordpress.com/2014/01/01/blender-tutorial/) QGIS (https://qgis.org/) Denver open data (https://www.denvergov.org/opendata) Denver Buildings (https://datacolorado.org/denver_buildings/) Nice Trails - Strava to 3D prints (https://www.nicetrails.com/) Paper Trails - Strava to posters (https://papertrails.io/) Loopie - Strava to art prints (http://www.loopieroute.com/) Morning Pages (https://juliacameronlive.com/basic-tools/morning-pages/) The Chris Gethard Show (https://www.youtube.com/channel/UCGAjzNRjJkGJCNHHYmevQWg) Recommendations Headspace (https://www.headspace.com/) The Ground Up Show (https://mattdavella.com/podcast) Lose Well (https://www.amazon.com/o/ASIN/0062691414/parpaspod-20) Joanne Cheng Twitter (https://twitter.com/joannecheng) Instagram (https://instagram.com/chengjoanne2) Personal Page (http://joannecheng.me/) Parallel Passion Patreon (https://www.patreon.com/parpaspod) Twitter (https://www.twitter.com/parpaspod) Instagram (https://www.instagram.com/parpaspod) Facebook (https://www.facebook.com/parpaspod) Credits Brandi Redd (https://unsplash.com/@brandi1) for the header photo Tina Tavčar (https://twitter.com/tinatavcar) for Parallel Passion logo Jan Jenko (https://twitter.com/JanJenko) for intro/outro music

Hoje falamos sobre quais hábitos devemos ter para que possamos ser ou nos tornar bons desenvolvedores. Se você quer ter bons hábitos vem com a gente nessa jornada. Fizemos esse episódio junto com uma live do instagram. Sigam a gente! 2DevsPodcast Twitter Rachid Youtube Rachid Instagram Thiago Youtube Thiago Instagram Se Inscrevam RSS (para nos acompanhar em qualquer aplicativo) ITunes (Apple) Spotify Casbox

On today's podcast, I'm excited to share with you my conversation with Cesar Abeid! Cesar is a Happiness Team Lead at Automattic - the folks behind Wordpress.com. It was fascinating learning about his processes and getting a sneak peek at the internal structure of Automattic. Something for everything in this one, as Cesar has a diverse background (podcast host, engineer, project management professional) and had insights and tips in many different areas. I found Automattic's hiring process particularly interesting, as it is not one that I've heard of before (spoiler: they don't actually talk to people they hire on a call until well into getting the job). Automattic is obviously doing something right, as they are one of the largest distributed teams around! Interested in a job at Automattic? You should be. Check out their hiring page: https://automattic.com/work-with-us/ Also check out Cesar's podcast Project Management for the Masses: https://pmforthemasses.com/

Panel Joe Eames Jesse Sanders Mike Dane Dani Sloan Brooke Avery Kent C. Dodds Joined by guest panelist: Alyssa Nicoll Episode Summary In this episode of the Dev Ed podcast, the panelists talk about the importance of staying up-to-date and learning continuously as a developer. They share their own experiences, and stress on the benefits of being a lifelong learner while finding a niche to build expertise in. They discuss the fact that companies should actively arrange learning resources for employees and give insight into ways for people to manage time in order to incorporate continuous education in their daily life, and handling stress in situations where answers/concepts are not known. Joe asks the panelists to what extent they tend to go while learning something, in cases where they know they aren’t getting paid for it, to which they answer that passion and enjoyment are the major influencing factors. They also discuss how to identify what exactly should be learnt in order to advance careers, how to learn things when there is no interest or passion at all, and indicators to detect when one is falling behind and needs to get on track. Finally, they each mention one learning experience where they felt vulnerable and one thing they would like to share with everyone. Links CodePen Kent C. Dodds website Picks Brooke Avery: Being in a Boot Camp Stance Socks Joe Eames: • Working with a really smart programmer • Things I Don’t Know as of 2018 – Dan Abramov Alyssa Nicoll: Answering questions Dev Jesse Sanders: Going to conferences NestJS Mike Dane: Doing CSS challenges We Work Remotely Kent C. Dodds: Working on his website React Hooks Dani Sloan: Reading academic journals Limiting notifications on communication channels such as Slack

Panel Joe Eames Jesse Sanders Mike Dane Dani Sloan Brooke Avery Kent C. Dodds Joined by guest panelist: Alyssa Nicoll Episode Summary In this episode of the Dev Ed podcast, the panelists talk about the importance of staying up-to-date and learning continuously as a developer. They share their own experiences, and stress on the benefits of being a lifelong learner while finding a niche to build expertise in. They discuss the fact that companies should actively arrange learning resources for employees and give insight into ways for people to manage time in order to incorporate continuous education in their daily life, and handling stress in situations where answers/concepts are not known. Joe asks the panelists to what extent they tend to go while learning something, in cases where they know they aren’t getting paid for it, to which they answer that passion and enjoyment are the major influencing factors. They also discuss how to identify what exactly should be learnt in order to advance careers, how to learn things when there is no interest or passion at all, and indicators to detect when one is falling behind and needs to get on track. Finally, they each mention one learning experience where they felt vulnerable and one thing they would like to share with everyone. Links CodePen Kent C. Dodds website Picks Brooke Avery: Being in a Boot Camp Stance Socks Joe Eames: • Working with a really smart programmer • Things I Don’t Know as of 2018 – Dan Abramov Alyssa Nicoll: Answering questions Dev Jesse Sanders: Going to conferences NestJS Mike Dane: Doing CSS challenges We Work Remotely Kent C. Dodds: Working on his website React Hooks Dani Sloan: Reading academic journals Limiting notifications on communication channels such as Slack

In episode #917, we discuss 7 ways to get cheap marketing labor. Tune in to hear where you can find quality, affordable workers. We have committed to throwing a FREE Marketing School Live Event in Los Angeles, once Marketing School reaches 1M downloads in a 30 day period. Take action: Rate, review, subscribe, and SHARE. Check the progress here! TIME-STAMPED SHOW NOTES: [00:27] Today's Topic: 7 Ways to Get Cheap Marketing Labor [00:35] 1: Upwork. [00:45] This is a way to find the best freelancers out there. The best ones are usually the freelancers who have made the most money. [01:10] 2: Check forums and communities on social media sites and blogs. [01:45] 3: Craigslist is another good resource. [02:02] You can find great writers and interns through this site. [02:22] 4: Sites like Moz have lists or tools to find digital marketing providers. [02:58] 5: Check college boards. [03:26] 6: Post a job listing on your podcast or blog site. You will be surprised. [03:57] 7: WeWorkRemotely is a place to post listings and find great freelance/remote workers. [04:19] That's it for today! [04:25] Go here to see how many downloads the show is getting. Also rate and review to help us meet our goal of 1 Million downloads per month. Hopefully, we'll see you at the live event in L.A.! Leave some feedback: What should we talk about next? Please let us know in the comments below. Did you enjoy this episode? If so, please leave a short review. Connect with us: NeilPatel.com Quick Sprout Growth Everywhere Single Grain Twitter @neilpatel Twitter @ericosiu

In episode #917, we discuss 7 ways to get cheap marketing labor. Tune in to hear where you can find quality, affordable workers. We have committed to throwing a FREE Marketing School Live Event in Los Angeles, once Marketing School reaches 1M downloads in a 30 day period. Take action: Rate, review, subscribe, and SHARE. Check the progress here! TIME-STAMPED SHOW NOTES: [00:27] Today’s Topic: 7 Ways to Get Cheap Marketing Labor [00:35] 1: Upwork. [00:45] This is a way to find the best freelancers out there. The best ones are usually the freelancers who have made the most money. [01:10] 2: Check forums and communities on social media sites and blogs. [01:45] 3: Craigslist is another good resource. [02:02] You can find great writers and interns through this site. [02:22] 4: Sites like Moz have lists or tools to find digital marketing providers. [02:58] 5: Check college boards. [03:26] 6: Post a job listing on your podcast or blog site. You will be surprised. [03:57] 7: WeWorkRemotely is a place to post listings and find great freelance/remote workers. [04:19] That’s it for today! [04:25] Go here to see how many downloads the show is getting. Also rate and review to help us meet our goal of 1 Million downloads per month. Hopefully, we’ll see you at the live event in L.A.! Leave some feedback: What should we talk about next? Please let us know in the comments below. Did you enjoy this episode? If so, please leave a short review. Connect with us: NeilPatel.com Quick Sprout Growth Everywhere Single Grain Twitter @neilpatel Twitter @ericosiu

A Bay Area native, Zack is a successful entrepreneur, wizard of all things growth, and currently the CEO of a company called Dribbble. While some of his peers are busy cranking 14-hour days in the city, Zack is working with a fully distributed team, which enables him to hang out with kids, enjoy life, and spend absolutely zero hours commuting.

[01.30] Tyra Background Before Joining Edgar [03.23]The Hiring Process Inside Meet Edgar [04.49] Employee Evaluation [06.52] Company Retreat/Bonding Team Session [07.26] Evergreen Content Features of Meet Edgar [08.29] Measuring Productivity within the Employee [11.02] The Company Transparency [12.24] The Characteristic of New Hired that Meet Edgar Looking For [13.55] Employee Churn Rate [15.51] The Vision of Meet Edgar in Five until Ten Years

Failures are just opportunities in disguise. In this episode of made you think, Neil and I revisit the previous books and topics discussed on the podcast. We delve into the most useful lessons that we’ve learned so far, and discuss how you, too, can apply these lessons in your own life. We also had some Irish Mushroom Coffee. We cover various topics from previous episodes, including: The most important lessons from the past twenty episodes Incorporating these lessons into your own life Breaking down the core concepts in each episode Becoming antifragile and resilient to failure Learning to focus solely on what's in your control Letting your intuition and unconscious mind guide you And much more. Please enjoy, and be sure to check out all of our episodes here. If you enjoyed this episode, be sure to check out a few of our most popular episodes: How to Think Like Elon Musk, A Crash Course In Bitcoin, Ethereum, and Cryptocurrency, and Turning Chaos to Your Advantage: Antifragile by Nassim Nicholas Taleb.   Be sure to join our mailing list to find out about what books are coming up, giveaways we're running, special events, and more.   Mentioned in the show: Four Sigmatic’s Mushroom Coffee [0:40] All of Nat’s Notes [13:47] Programming for Marketers [19:43] Square Cash [37:20] Venmo [37:23] Paypal [37:37] Kevin Rose’s Podcast [38:24] Amy Schumer Gives You a Look Into Your Soul article [52:05] What The Health [52:30] Wall-E [55:08] Blast radius of bombs site [1:12:50] Doomsday Planning for Less Crazy Folk article [1:13:29] Made You Think’s amazon affiliate link [1:14:55] The Cook and the Chef [1:25:13] SpaceX [1:27:13] Dos Toros [1:33:39] Growth Machine [1:35:12] Unlimited Brewing [1:35:31] We Work Remotely [1:36:45] Tucker Max’s CEO hiring article [1:39:56] Tim Ferriss and Ray Dalio podcast episode [1:41:00] Xerox [1:50:58] Four Sigmatic’s Cordyceps Elixir [2:06:25] Perfect Keto’s Exogenous Ketones [2:07:22] Books mentioned: Antifragile [2:28] (book episode) (Nat’s Notes) The Beer Bible [6:55] Letters from a Stoic [9:44] (book episode) (Nat’s Notes) Black Swan [13:25] (Nat’s Notes) Meditations [14:28] Mastery [15:40] (book episode) (Nat’s Notes) The 48 Laws of Power [18:53] (Nat’s Notes) The Art of Seduction [19:08] (Nat’s Notes) The 33 Strategies of War [19:11] The 50th Law [19:17] (Nat’s Notes) The Power of Myth [21:47] (book episode) (Nat’s Notes) The Sovereign Individual [21:51] (book episode) (Nat’s Notes) In Praise of Idleness [39:14] (book episode) (Nat’s Notes) Sapiens [40:16] (Nat’s Notes) Amusing Ourselves to Death [47:40] (book episode) (Nat’s Notes) Brave New World [54:52] Finite and Infinite Games [56:40] (book episode) (Nat’s Notes) The Way of Zen [1:01:48] (book episode) (Neil’s Notes) (Nat’s Notes) Emergency [1:08:24] (book episode) (Nat’s Notes) Godel Escher Bach [1:17:45] (book episode) (Nat’s Notes) The Goal [1:30:52] (book episode) (Nat’s Notes) Principles [1:37:28] (book episode) (Nat’s Notes) The Hero With a Thousand Faces [1:40:34] The Inner Game of Tennis [1:43:22] (book episode) (Nat’s Notes) The Psychology of Human Misjudgments [1:48:29] (book episode) Poor Charlie’s Almanack [1:48:42] Work Clean [1:56:07] (book episode) (Nat’s Notes) The Denial of Death [1:58:17] (book episode) (Nat’s Notes) Influence [2:01:08] (book episode) People mentioned: Nassim Nicholas Taleb [2:28] Lucius Annaeus Seneca [9:44] Marcus Aurelius [14:28] Epictetus [14:45] Robert Greene [15:40] Ryan Holiday [17:20] Paul Graham [18:03] Justin Mares [19:43] Rapper T.I. [23:56] Kevin Rose [38:24] Bertrand Russell [39:14] Taylor Pearson [43:20] Adil Majid [43:20] Neil Postman [47:40] James P. Carse [56:40] Alan Watts [1:01:48] The Wright Brothers [1:05:11] Neil Strauss [1:08:24] Alex Jones [1:09:07] Douglas R. Hofstadter [1:17:45] Tim Urban [1:25:13] Ray Dalio [1:37:28] Tucker Max [1:39:55] Tim Ferriss [1:41:00] Timothy Gallwey [1:43:22] Daniel Kahneman [1:44:00] Charlie Munger [1:48:29] Dan Charnas [1:56:07] Tiago Forte [1:57:40] Sigmund Freud [1:58:21] Robert Cialdini [2:01:08] 0:00 - Some information on this episode, a bit on the unique beverage being drunk throughout the discussion, and a bit on how this episode is formatted. 2:20 - Book one, Antifragile by Nassim Nicholas Taleb. How Nat and Neil have applied this book to their own lives and some discussion on a few lessons from the book. Becoming more antifragile and noticing the fragile. Second major lesson at 6:40 on the unnecessary information filter. “You want to look for opportunities where you have really high upside and really limited potential downside.” 9:45 - Book two, Letters from a Stoic by Seneca. How the book was written and some key takeaways from the book. Focusing on what’s in your control, forcing hardships on yourself, and a bit on the other stoic philosophers. 15:40 - Book three, Mastery by Robert Greene. A bit on the book being a must-read for college students, how the book is structured, Robert Greene’s other books, and how the book details important elements of mentor/mentee relationships. “If you want to get really good at something, Mastery is where you start.” 21:50 - Book four, The Power of Myth by Joseph Campbell. Discussion on the initiation rituals in the past, which were for boys to become men. Also, a bit on various systems which were passed down throughout time and their significance (e.g. praying for your sickness to go away, benefiting from the placebo effect). Discussion on praying for certain weather conditions back in the day, compared to manipulating it today and the fragility of that. 30:58 - Book five, The Sovereign Individual. Some information on the book, its predictions, a bit on cryptocurrency, and going off the grid. 39:14 - Book six, In Praise of Idleness by Bertrand Russell. Some information on the book, discussion on working and productivity, and some thoughts on spending time on leisure. “You don’t always have to be working, and you shouldn’t feel guilty for not working.” 42:52 - Episode seven, the cryptocurrency crash course episode. What was discussed in the episode and a bit on cryptocurrency in general. 47:40 - Book eight, Amusing Ourselves to Death by Neil Postman. Some information on the book and discussion on the negatives of the internet, media, and the news. Also, some discussion on the prevalence of false information in the media today. 56:40 - Book nine, Finite and Infinite Games by James P. Carse. The impact of this book on your perspective and work-life, describing finite vs infinite games, a bit on goals vs systems thinking, and discussing finite playing vs infinite playing. 1:01:48 - Book ten, The Way of Zen by Alan Watts. A bit on the book itself, discussion on meditation, some thoughts on knowledge that’s not defined by explicit rules, and doing things without having the need to explain why. 1:08:24 - Book eleven, Emergency by Neil Strauss. Discussing prepper communities, doomsday survival, and making sure that you’re prepared for bombings, shootings, and other tragic situations. Also, what to do in certain dangerous situations to improve your chances of survival. “Start better preparing for things that might actually happen.” 1:17:45 - Book twelve, Godel Escher Bach by Douglas R. Hofstadter. Some discussion on the wide range of topics found throughout the book and on the intellectual depth of the book. Also, a bit on the accurate predictions the book made and its ideas which are still relevant 50 years later. 1:25:13 - Episode thirteen, the Cook and the Chef article by Tim Urban. Breaking down how Elon Musk thinks. Thinking based on first principles and changing your perspective to force a new way of thinking. “What assumptions can I challenge that I haven’t challenged yet.” 1:30:52 - Book fourteen, The Goal by Eliyahu M. Goldratt. Some information on the book and how it’s broken down. Describing the theory of constraints and using this to improve your companies efficiency and for optimizing bottlenecks. Also, a bit of discussion on management and business in general. 1:37:28 - Book fifteen, Principles by Ray Dalio. How the book is formatted, breaking down each section, and a bit on some of the wisdom found in the book. Living by these principles and tracking the decisions that you make. “You can have almost anything you want, but you can’t have everything you want.” “Failures are just opportunities in disguise.” 1:43:22 - Book sixteen, The Inner Game of Tennis by Timothy Gallaway. Discussion on the concept of self-one (conscious, ego-based mind) and self-two (unconscious, automatic behavior mind) found in the books. Letting your intuition and your unconscious guide you, and some techniques for allowing this to happen easier. 1:48:29 - Book seventeen, The Psychology of Human Misjudgments by Charlie Munger. What the book was about, the twenty-five psychological failures and cognitive biases that we all fall into, and making better decisions. 1:56:07 - Book eighteen, Work Clean by Dan Charnas. Some information on the book, how you can benefit from it, the relationship between cleanliness and organization with improved productivity, and starting things so that they’re easier to pick up later. 1:58:17 - Book nineteen, The Denial of Death by Ernest Becker. How the book is written, a bit of discussion on Freud, and a bit on our own mortality. 2:01:08 - Book twenty, Influence by Robert Cialdini. A bit on how the book is structured, who could benefit the most from reading it, and some information on each of the chapters. 2:03:05 - Wrap-up, information on Nat’s book notes, the podcast episode, sponsors, and some last thoughts. If you enjoyed this episode, don’t forget to subscribe at https://madeyouthinkpodcast.com

“If you can get into a job that has a really small team where you can work closely with the founders, you learn at a much more accelerated rate than if you were working in a much larger company dealing with managers.” In this episode of Nat Chat, I’m joined by Vincent Nguyen. Early into his college career, he already knew that the traditional college path wasn’t for him. He started a blog on the side called Self Stairway and over the course of seven months, he began posting on publications, connecting with influencers, and eventually got the opportunity to take on an apprenticeship with the company Empire Flippers. He took the apprenticeship, dropped out of college, and moved to the Philippines. After six months of working with them, he was promoted to be their marketing director and after a while, he branched off to start his own company, Growth Ninja. He’s been doing that for over two years now and helps sites grow through Facebook advertising. Vincent’s a good example of the great opportunities that you can gain from getting an apprenticeship, as well as showing that you don’t necessarily need a degree to be successful. We cover a wide range of topics, including: The multiple opportunities that an apprenticeship or blog can present you Disregarding college and self-educating yourself Resources for others looking to easily get an apprenticeship Advice for others looking to get into entrepreneurial pursuits The parental concern towards those choosing to not go to college Vincent’s journey from being an apprentice to becoming a marketing director And much more. Please enjoy, and be sure to check out Vincent’s company Growth Ninja!  If you enjoyed this episode and our discussion on entrepreneurship and bypassing college, check out my episode with Zak Slayback, where we deep dive into both of those topics and much more. If you enjoyed the discussion on apprenticeships, check out my episode with Charlie Hoehn, as well as my episode with Cory Ames. Find Vincent online: Growth Ninja Self Stairway Mentioned in the show: Self Stairway [0:24] Empire Flippers [0:42] Tropical MBA [1:39] Entrepreneur On Fire [10:02] Marc and Angel’s site [10:11] Vincent’s video for Empire Flippers [10:44] Zapier [13:22] Dynamite Circle [28:04] Reddit [36:49] GetApprenticeship [37:34] Jobs.dynamitecircle.com [38:00] Sumo [38:14] We Work Remotely [38:30] Remote Ok [38:31] Tropical MBA podcast [40:45] (Vincent's first and second episodes on there) Books mentioned: The 4-Hour Workweek [39:50] (Nat’s Notes) People mentioned: John Lee Dumas [10:01] John Saddington [10:04] Neil Patel [10:07] Marc and Angel [10:11] Joshua Becker [10:14] Taylor Pearson [37:36] (Taylor’s Nat Chat episode) Tim Ferriss [39:34] Ramit Sethi [40:15] Derek Halpern [40:24] 1:30 - Introduction to Vincent, a bit on his first apprenticeship, becoming a marketing director for Empire Flippers, and then leaving to start his own company. 3:53 - Some of the internships Vincent was doing before he left for his apprenticeship at Empire Flippers. 6:20 - A bit on Vincent’s self-improvement blog Self Stairway and some of the things that he did there. 9:25 - Vincent detailing the video that he did which greatly helped him land the apprenticeship at Empire Flippers that eventually led to him starting his company Growth Ninja. 14:36 - Some more on Vincent’s apprenticeship with Empire Flippers, some info on the company being based in the Philippines, and what Empire Flippers does. 17:31 - Vincent’s transition from being an apprentice to becoming the marketing director of Empire Flippers and how he developed the skills for that role. 19:37 - Discussion on Vincent dropping out of college and some of the concern that his parents had. Also, some general discussion on the concern that most parents have with their kids going to college. 24:28 - What made Vincent not want to go to college and what peaked his interest in entrepreneurial pursuits. 26:19 - Some of the reasons that Vincent left Empire Flippers to start Growth Ninja. 28:38 - The beginning experiences that Vincent had with starting Growth Ninja. Also, what it was like for him leaving Empire Flippers to start his own company, and how he maintained a relationship with Empire Flippers afterward. 31:09 - What the business has been like for Vincent in the past two years. Also, some discussion on existential crises, finding out what you want to do in life, and some helpful perspectives on choosing something that you want to do. 34:46 - What made Vincent choose to keep his company local instead of remote. 36:05 - A bit on Vincent’s first apprentice and how he found her. 37:20 - Some really good resources for people wanting to find apprenticeship opportunities. 39:38 - Some of the books that had the largest impact on Vincent with entrepreneurial confidence. 41:40 - Some last thoughts and things that Vincent wished he had known earlier when getting started with his entrepreneurial pursuits. Some good advice for others interested in making better decisions and being more successful. 43:25 - Wrap-up, where you can learn more about Vincent, and where to find him online. If you enjoyed this episode, don’t forget to subscribe at https://nateliason.com/podcast Always be open to criticism and feedback. Don’t be so convinced that you’re right and don’t be so sure of yourself.

Suggest a show topic!   02:37 - On Remote Consulting 06:29 - Meeting with Remote Clients 10:43 - Communication Tools Skype Zoom 17:21 - Filesharing Dropbox Google Drive 22:39 - Commodification 28:27 - Language/Communication: Remote vs Local Asynchronous Communication 34:14 - Finding Remote Clients We Work Remotely Upwork 38:55 - Project Management Tools and Techniques Trello Pivotal Tracker Basecamp Asana ZenHub 44:44 - Whiteboard Solutions Highlight 48:05 - Which software tools can you expect customers to be familiar with/have installed? Slack Skype 50:35 - Common Miscommunication Pitfalls Picks Zoom (Philip) We Work Remotely (Philip) Desktastic (Philip) ZenHub (Reuven) The Confidence Game: Why We Fall for It . . . Every Time by Maria Konnikova (Reuven) Kindle (Reuven) Trumpcast (Reuven)

Suggest a show topic!   02:37 - On Remote Consulting 06:29 - Meeting with Remote Clients 10:43 - Communication Tools Skype Zoom 17:21 - Filesharing Dropbox Google Drive 22:39 - Commodification 28:27 - Language/Communication: Remote vs Local Asynchronous Communication 34:14 - Finding Remote Clients We Work Remotely Upwork 38:55 - Project Management Tools and Techniques Trello Pivotal Tracker Basecamp Asana ZenHub 44:44 - Whiteboard Solutions Highlight 48:05 - Which software tools can you expect customers to be familiar with/have installed? Slack Skype 50:35 - Common Miscommunication Pitfalls Picks Zoom (Philip) We Work Remotely (Philip) Desktastic (Philip) ZenHub (Reuven) The Confidence Game: Why We Fall for It . . . Every Time by Maria Konnikova (Reuven) Kindle (Reuven) Trumpcast (Reuven)

SPOILERS - We dive into discussions about our previous iOS projects and future prospects. We also discuss our opinions on Star Wars: The Force Awakens. We talk about the new CocoaPods editor for Mac. We follow up on Stock Options for developers. We discuss the multi-user support on iPad coming in iOS 9.3. We discuss Apple's decision to disband the iAd team. We follow up on iOS 9 install base at 75%. Jaime gets an Android phone.  Picks: The Swift Jobs Board. Episode 74 Show Notes: weWorkRemotely.com Apple in 2015: The Six Colors report card Cocoapods App for Mac Orta An Engineer’s guide to Stock Options iOS 9 Preview MDM - Mobile Device Management 1Password f.lux Apple Steps Back From Its iAd Advertising Business iOS 9 is Now Installed on 75% of Active iOS Devices Analytics for iOS MixPanel Report on iOS9 LG Optimus Zone™ 2 Android Dashboards Natasha the Robot Ash Furrow Dominic Gleeson Aftermath: Star Wars Daisy Ridley Episode 74 Picks: Swift Jobs board

Unser Gast Franziska Köppe hat sich mit Leib und Seele der Verbesserung des deutschen Arbeitsmarktes verschrieben. Mehr Information hier bei uns. Maloche in Freiheit, oh Knecht! Arbeit ist das halbe Leben heißt es. Und wir reden heute mit der Expertin für mehr Freude und Lebensqualität bei der Arbeit, Franziska Köppe (@madiko) von madiko. Sie begleitet uns auf einem Flug der die modernsten aller modernen Arbeitsformen als Zielstation auserkoren hat. Link zum Bild: Live bei der Arbeit Lieber Fluggast, wenn dir das Gehörte gefällt oder dir Sorgenfalten auf die edle Stirn fabriziert, dann haben wir etwas für dich: iTunes Bewertungen. Überbleibsel Heute im Schlepptaub haben wir zwei Apps, welche als Überbleibsel von den Profis an Bord gehandhabt werden. Affinity Designer Nanu, den gab’s doch noch nie auf “Der Ubercast”. Egal. Patrick hat nämlich sein erstes Feedback zu Affinity Designer gesammelt, nachdem er eine Logo-Testfahrt mit dem Programm unternommen hat. Bevor es jedoch an die hochdurchlauchte Kritik geht, schiebt er voran, das es zum Zeitpunkt der Sendung noch Version 1.1 ist, und da wohl in Zukunft noch “einiges mehr geht”. Butter bei die Fische. Der Export ins EPS Format lässt derzeit wohl noch zu wünschen übrig (ebenso SVG und PDF), auch in den Foren häufen sich beschwerden dazu, da Mr. Exportknopf zu oft die Vektoren als Raster raushaut. Im Umgang mit Blend Modes hat die App auch ihre Schwachstellen, aber diese teilt sie mit allen anderen Konkurrenten in dem Bereich. Einen vernünftigen Export inkl. Blend Modes bekommt wohl nur Xara Xtreme (Windows/Linux) hin, wie hier Forumsmitglied behehr mitteilt. Das Designen an sich ist super sympathisch. Patrick ist begeistert wie flüßig sich das Programm bedienen lässt. Der Export ist allerdings echt mau: Es gibt noch keine Möglichkeit mehr Dateiformate auf einmal zu exportieren (bis auf @2x). Die Jungs von Serif waren aber nicht faul, und so gibt es mittlerweile ein Update bei welchem auch parallel nach @3x exportiert werden kann. Wie Andreas anmerkt, ist Sketch ja nun schon länger auf dem Markt. Von daher nicht verwunderlich, dass die App gegenüber Affinity das ein oder andere Feature voraus hat. Schlauerweise haben die Bohemian Coding Jungs ja eine Plugin-Schnittstelle bereitgestellt. Die doch schon recht große Nutergemeinde hat dann auch wirklich schon sehr, sehr nützliche Plugins rausgebracht… gerade was die Exportmöglichkeiten angeht. Was eine enthusiastische Nutergemeinschaft alles für ein Produkt tun kann, wurde ja schon bei TextMate und Sublime Text bewiesen. Ein strategischer Schachzug, der nicht unterschätzt werden sollte, um Produkt ganz schnell vom Standard zum Sieger der Herzen zu katapultieren. Airmail 2.0 Patrick fragt sich, wie es bei unserem temporären Airmail Nutzer Andreas aussieht, nachdem nun Airmail 2 erschienen ist. Andreas hatte Airmail ursprünglich nur gezwungenermaßen als Apple Mail Ersatz in Kauf genommen, als die Yosemite Beta im das Mailleben schwer machte. Die Frage ist nun, hat er die Spendierhosen an und ist nun ein Luftpostler? Die erstaunliche Antwort: Er ist zu 100% konvertiert. Damit hätte Patrick nicht gerechnet. Andreas lobt die Sicherheitsplugins, welche direkt ohne das man viel einstellen muss funktionieren. Ein, zwei Regeln sind wohl verschwunden, aber ansonsten ist Andreas begeistert. Die Todo-Ordner, welche Airmail zum Leidtragen der Nutzerschaft automatisch anlegt, können natürlich immer noch in der App gelöscht werden. Für ältere Rechner ist nach Patrick Airmail momentan noch nicht wirklich zu 99,9% empfehlen, denn bei seinem alten 2008er Mac Pro jammert die CPU ganz schön, wenn Airmail tut was es tun soll (… natürlich relativ gesehen zu anderen Mail Clients). Randnotiz: Momentan ist Airmail 2.0 noch 50% reduziert (8,99 €) im Mac App Store. Überschallneuigkeiten Zu Flug #UC004 “Rotoren statt Rollatoren”” gibt es einen Nachtrag, denn Ikea hat nun auch einen höhenverstellbaren Schreibtisch im Angebot, den BEKANT (Ergonomie Sitz- & Stehschreibtisch), welcher auch prompt aus dem Online-Katalog verschwunden ist pünktlich zur Veröffentlichung dieser Folge. Entweder, weil der so gut wegging, oder weil das Ding 3 Schrauben zu wenig in der Verpackung hatte — wir wissen es nicht. Fest steht, der StandDesk hat nun Konkurrenz bekommen. BEKANT ist ab 529.- EUR zu haben und das ohne Wartezeit bis das Produkt in der EU ist. Giveaway Anbei gibt es noch die MindNode Gewinner. MindNode Pro für den Mac: Marvin Döring (marvindoering) - App.net Michael Bolz - Google+ Gaili Der Erste - Facebook MindNode für iOS: Karsten Busch - Google+ Norman Jaeckel (mcgrummel) - App.net Matthias Lehming - Facebook Herzlichen Glückwunsch, ihr werden in euerem Netzwerk von der Redaktion kontaktiert und erhaltet euren Preis. Moderne Arbeitswelten Franziska muss sich natürlich erst einmal vorstellen. Sie arbeiten seit fünf Jahren als Selbstständige und will die Lebens- und Arbeitsbedingungen auf dem deutschen Arbeitsmarkt verbessern. Ihr Leitmotiv ist “Lebens- und Arbeitswelten mit Zukunft”. Ursprünglich auf die Idee gekommen in diesem Bereich aktiv zu werden ist Franziska, da sie selbst im klassischen System als Arbeitskraft nicht zufrieden war. Nun setzt sie ihre Visionen bei madiko in die Tat um, egal ob in Unternehmen, bei Freiberuflern oder denen dazwischen. Sie sucht auch Arbeitsmodelle für Mamas oder Omas und übermittelt diesen neue Ideen, wenn das die Aufgabe ist. Zum Leidwesen von Patrick vergisst sie ganz zu beichten, ob sie eine echte Schwäbin ist. Hier noch alle wichtigen Links zu unserem heutigen Gast, Franziska Köppe: Webseite: www.madiko.de Email: ideen@madiko.com Soziale Netzwerke: Twitter, Google+, YouTube XING: Lebens- & Arbeitswelten mit Zukunft WertVerträge (Kooperation Franziska Köppe, madiko & Gebhard Borck): Sinnvoll Kooperieren für Wissensarbeiter – Betriebswirtschaft mit Menschen Was sind moderne Arbeitswelten? Um sich dem Thema einmal anzunähern fragt Sven, wie die “moderne Arbeitswelt” zu definieren ist und wie sie sich unterscheidet vom Althergebrachten und Altmodischen. Franziska und ihr Netzwerk haben das Motto: “Wir orientieren uns an Menschen”. Was das genau ausmacht, kann sich durch folgende Fragen genauer definieren lassen: Wichtig zu Wissen ist die Antwort auf die Frage: Was ist mein eigener Wert? Was macht mir Freude? Wo und wie möchte ich meine Talente einbringen ohne den Charakter an der Firmentür abzugeben? Kurz, ihr Ziel ist es die Lebensqualität der Menschen zu heben und trotzdem seinen Gehaltsscheck bekommen bzw. davon gut leben zu können. Ob das in die Richtung “ganzheitliches Leben” geht möchte Andreas gerne wissen, und Franziska bejaht die teilweise, denn es sei nur ein Aspekt des Ganzen. Danach fragt sie die Piloten, wie diese sich “moderne Arbeitswelten” vorstellen. Sven, der in einem bekannten US Großunternehmen arbeitet, welches jeder ordentliche Internetstalker schnell ermitteln kann, arbeitet dort mit ROWE, also “Results-Oriented-Work-Envionments” als Ziel. Es geht nicht um Stunden, Anwesenheit oder Arbeitszeiten — es geht nur um Ergebnisse. ROWE ist das entsprechende Konzept im “Corporate Speak”. Grundsätzlich ist sein Arbeitgeber aufgeschlossen gegenüber modernen Arbeitsmodellen, sei das Teilzeit zu arbeiten (z.B. 4 Tage/Woche), Jobsharing oder Rollenwechsel im Unternehmen, technologisch Unterstützung anzubieten. Genau das ist spiegelt auch seine Vorstellung von “modern” wieder. Wobei er sich sicher ist, dass dieses progressive Denken im eigenen Konzern nicht so einfach und frei zu übertragen ist auf die nächste Commerzbank und Sparkasse in Wanne-Eickel. Daran anknüpfen kann Andreas. Und zwar weil er halt im Gegensatz zu Sven ganz mutterseelenalleine als Freelancer tätig ist — ohne Großkonzern der die Moneten mit sanfter Gewalt in die zeitlerische Hosentasche bugsiert. Andreas ist also derjenige der sich fragt, wie er gerne arbeiten möchte. Für ihn hat sicher herauskristallisiert, dass das ortsunabhängiges Arbeiten für ihn selbst wichtig ist (so zum Beispiel direkt vor Ort beim Kunden ein Videoprojekt zu editieren). Er nimmt sich auch die Freiheit heraus viel auszuprobieren. In Punkto Freelancerei kann Patrick sich eine moderne Arbeitswelt ausmalen. Versucht er die vorgestellten Ideen von Franziska jedoch in die ihm bekannten Großkonzerne zu übertragen, klappt das nicht so ganz. Kurz, er hat Verständnissprobleme, wenn er versucht sich Franziskas Ansatz und Arbeitsweise dort vorzustellen. Das sagt er ihr dann auch. Patrick hat öfters mal in verschiedenen mittelständischen und Großbetrieben gastiert, zugeschaut, Praktika gemacht und an Events teilgenommen. Was ihm dabei am meisten aufgefallen ist, dass unabhängig vom Arbeitsklima, immer eine Zweiteilung in den Köpfen bleibt: Chef vs. Mitarbeiter. Natürlich sind die Firmen bestrebt und engagiert diese Kluft zu vermindern. Was sich jedoch im Gespräch mit den Angestellten herausstellte ist aus für Patrick verwunderlich: Viele Mitarbeiter wollen diese Kluft nicht aufheben. Einige haben zwar Motivationen was zu ändern, aber die meisten wollen vermdeiden dazu genötigt zu werden, Verantwortung zu übernehmen. Sie bevorzugen es einfach nur auschecken um 6 oder 8 Uhr. Egal welche Meinung nun vertreten war, eins Stand dabei immer fest: Der Chef bleibt immer der Chef. Teamseminare kennt Patrick wiederum von Ausflügen in den Jobs wo sein Vater tätig war. Er meint damit Coachings, wo erst Spaß zur Auflockerung in Form eines gemeinsamen Ausflugs oder Events ansteht. Danach wird konstruktiv und kritisch miteinander geredet, um so das Team zu stärken und sich auszusprechen ((während im Hintergrund der engagierte Seminarleiter psychologische Profile erstellt, vom Hasen, dem Hund, der Schildkröte, etc., welche dann mit dem Chef am Ende durchgesprochen werden. Management-Training)). Da er Zuordnungsschwierigkeiten hatte, mutmaßt er, dass Franziska eine ähnliche beratende Tätigkeit ausführt und an solchen Stellen einhakt. Doch sie verneint. Franziska sagt von sich selbst, dass sie keine klassische Beraterin ist. Sie arbeitet eher an “Nutzen”. Das heißt, wenn eine konkrete Problemstellung da ist, dann wird diese aktiv bearbeitet. Sie greift je nach Aspekt dann vor Ort oder direkt bei der Arbeit ein. “Erst die Arbeit, dann das Vergnügen”, kam in der umgedrehten Variante ja in Patricks Coaching-Beispiel vor. Auf jeden Fall steht für sie fest, dass dies im Wesentlichen überholt ist. Ihr Ziel ist es beides miteinander zu verbinden. Das wesentliche an modernen Arbeitswelten ist die Freiheit sich seine Abhängigkeiten selbst zu wählen, besonders auch das “Nein sagen” zu lernen, sich beispielsweise das Projekt rauszupicken, welches am erfolgsversprechensten ist und sich im eigenen Umfeld die passenden Mitarbeiter rauszusuchen. Sobald dieses Fundament vorhanden ist, wäre es egal, ob man alleine als Freiberufler oder im Konzern seine Arbeit verrichtet. Altes Denken, neue Ideen Franziska bemängelt, dass es heute schwer ist “wieder Mensch sein zu dürfen”, also inklusive aller Fehler. Noch immer steht oft ein strikter Projektplan im Wege. Viele Unternehmen haben vergessen wo ihre Stärken sind, was ihrer Meinung nach geschichtlich bedingt ist, denn eine strikte Hierarchie, die rein auf Statuskultur und Ellenbogen ausgelegt war, ist lange Zeit das erstrebenswerte gewesen. Ihr zu vermittelndes Ziel ist, den Erfolgsdruck loszulassen, Mensch zu sein, zu kollaborieren und dadurch automatisch per Selbstreflexion im Team organisiert(er) zu arbeiten. Franziska unterstützt das dann aktiv und setzt gegebenenfalls einen Rahmen. Das Großunternehmen Probleme haben neue Talente anzuwerben, kann Sven bestätigen. Besonders bei den Millenials. Heute ist ein attraktiver Arbeitgeber meist gefragter statt Chancen auf Toppositionen. Einen passenden Artikel zu Millienials (von Markus Besch verlinkt) hat Andreas parat: Wertedenken der Millenials. Andreas versteht es ebenfalls, dass Heute viele keine Lust auf Shopping in der Größordnung von Autokauf und Hauskauf haben. Patrick schiebt nach, dass die Generation Statussymbol wohl schon fast nicht mehr ist. Wo wir gerade schon wieder am verlinken sind, da ist Sven Fechner nicht weit. Dan Pinks “Drive — Was uns wirklich motiviert” ist sein Lese-Tipp. Andreas schiebt noch die Kurzfassung in Form eines YouTube Videos nach: Drive auf YouTube erklärt Buchrezension Dan Pink - Drive Als waschechte Dan Pink Groupies haben die Zwei sich gefunden und empfehlen auch noch den Rest, den wir hier nicht explizit verlinken können, weil sonst die Squarespace Server in die Knie gehen. Mit der “Generation Y” baut Franziska die nächste Querverbindung, denn viele Ideen seien im Wesentlichen nicht neu. Das Neue ist, dass diese Ideen heute erst zugelassen werden. Sich dies zu trauen, fordert auch Mut zur Eigeninitiiative. Im Austausch mit anderen kann man auch schon seine Arbeitsbedingungen verbessern. Sie gibt zu, dass ein Arbeitnehmer in einem Großkonzern nicht so schnell ans Ziel kommt wie ein flexibler Freelancer. Zum von Patrick angeführten “Chef vs. Mitarbeiter”-Denken, hat Franziska, das folgende Beispiel auf der Zunge: Der Chef will das seine Mitarbeiter mitdenken. Problem: Mitdenken bitte nur, wenn es im Sinne vom Chef ist. Mitarbeiter X gibt seine Ideen weiter, wird vor den Kopf gestoßen. Mitarbeiter X gibt irgendwann auf. Die Lösung nach Franziska sei, “wirklich zu delegieren” und Verantwortung in der Tat einmal komplett abzugeben. Wichtig ist in solchen Bescheiden, wer trifft welche Entscheidung wann. Sie schneidet dann verschiede Lösungsansätze an und greift danach noch Sven’s ROWE auf, denn auch sie arbeitet prinzipiell lösungsortiert. Was ist Coworking? Andreas ist ja seit 3-4 Jahren bei Coworking0711 und nennt dort einen Tisch mit rotem Punkt sein gemietetes Eigen. Deren Motto ist: Zusammen flexibel sind wir weniger allein Das ganze geht nur mit Kopf, Körper und Geist. Unser Co-Pilot verfolgte das Coworking in Stuttgart schon bevor es überhaupt dort angekommen mehr — noch blutiger als bleeding edge sozusagen. Für Leute die sich fragen, wie wäre es, wenn ich ein Büro hätte, ist Coworking eine mögliche Alternative zu den eigenen vier Wänden. Die Idee dahinter ist in Andreas’ Worten: Es gibt eine Büro. Man kann dann da einfach hingehen. Die Erfahrung ist, dass im Prinzip keiner was mit dem anderen zu tun hat, aber das man halt interagieren und kollaborieren kann, wenn man denn will. Die Vorteile für Andreas: Menschen. Egal ob sich das durch husten, schreien oder zu spät kommen äußert. Patrick unterstellt umgehend, dass Andreas seine eigenen Marotten aus Day One vorträgt und keine Negativbeispiele seiner Kollegen hier feil bietet. Menschen sind bei Andreas gut, um (a) Denkblockaden zu überbrücken beim gemeinsamen Plausch auf dem Balkon mit Kaffee und Kuchen. Und (b) zum kollaborieren, denn wenn ein Webentwickler, ein Designer und ein Programmierer in einem Raum sind, dann kann schon einmal ein gemeinsames Projekt vom Himmel fallen. Das die Grundidee des Coworkings ja den Fokus auf dem “CO” liegen hat, führt Sven noch einmal an — also eher der Netzwerk-Aspekt sei das Fantabulöse, statt der reine Nutzen in Form von “Arbeitsplatz gemietet √”. Die ursprüngliche Idee hinter “Coworking” wurde in Deutschland und Europa teilweise als “Mietarbeitsplatz” missverstanden. Die ursprüngliche Idee des “Coworking” ist: Ein Umfeld zu schaffen in dem sich Leute mit verschiednen Skills und Hintergründen kreativ inspirierend und unterstützen. Andreas findet auch schön, dass es bei ihm international zugeht und er Englisch lernen kann. Er betreibt beispielsweise gerne mit Amerikanern Konversation und erkundigt sich bei diesen nach Immobilien in Louisiana und den Ölpreisen in Texas. Franzosen, Spanier, Portugiesen seien ebenfalls von Zeit zu Zeit mit an Bord, was die internationale Kultur, welche Coworking innewohnt, widerspiegelt. Erste-Hilfe-Projekte gibt es auch bei 0711, so gibt es einen Akquise-Abend bei dem sich ausgetauscht wird über eigene Strategien. Die Romaninsel ist ein kurioseres Ding. Andreas sagt worum es geht: Es handelt sich um einen “Abend mit kreativen Leuten” die “statt projektorientierten Arbeiten” mal “ein Buch ‘um Nichts’ zusammen schreiben” und so “einen schönen Abend haben”. Wenn Svens Arbeitgeber das Stuttgarter Büro aufgeben würde und sagen würde, “Fechner, nehmen Sie das Budget, um faszinieren mich wie sonst auch immer!”, dann würde Sven sich wahrscheinlich auch in einen Coworking Space setzen. Die Redaktion mutmaßt, dass er dann nicht nichts schreibt in der Romaninsel, denn das geht beim Fechner nicht. Sven ist davon überzeugt, dass die Arbeit zwischen verschieden Leuten einen selbst positiv verändern kann und vor allem, dass sie inspirierend wirkt. Früher waren es Abteilungen die alle das Gleiche können und in eine Richtung geschickt wurden und heute ist die Zunkunft ein Team im neuen Sinne, sagt Franziska. Solch ein Team sollte unterschiedlich sein und jeder sollte seine eigene Richtung haben. Ihre Prognose greift Svens Ausführungen auf: Die Richtung geht weg vom festen Netzwerk bei Firmen, hin zur Flexibilität. Welche Rolle spielt Technologie? Die digitale Transformation in der Arbeitswelt manifestiert sich für Franziska vor allen in den sozialen Netzwerken. Heute ist es nicht mehr ungewöhnlich virtuelle Partner/Mitarbeiter zu haben. Der Technikboom muss jedoch nicht nur den Wissensarbeiter vorbehalten sein. Ihr Beispiel: Ein Kunde hat einen Online-Shop aufgebaut. Im zweiten Schritt hat er sich dann erst dazu entschlossen, noch ein Ladengeschäft zu eröffnen, um auch im echten Leben Präsenz zu zeigen. In diesem Beispei muss wegen dem Laden natürlich der Kompromiss wegen der freie Arbeitszeit eingegangen werden. Aber nach Franziska ist dies kein Problem, denn wenn das Team sich untereinander abspricht und zum Beispiel die Schichten frei wählt, löst sicht auch dieser Kompromis in Wohlgefallen auf. Kurz, auch im Handel, Schichtbetrieb oder der Produktion sind die neuen Arbeitswelten möglich. Sven merkt an, dass es in der Tat einen Unterschied gibt, ob nun eine Firma immateriale oder materielle Güter erzeugt. Aber er pflichtet Franziska bei und bestätigt, dass es auch da gute Ansätze gibt. Wie dem auch sei, dass wichtigste ist schon in trockenen Tüchern, und zwar, dass Sven sein voll ausgestattets Home-Office erstattet bekommt: HD-Videoconferenzing im Home-Office IP-Telefon (überall unter derselben Nummer erreichbar sein… “0190… und sechs mal die Zwei”) Box, Dropbox und Co. sind eine ganz andere Liga als früher mit Disketten und Zip-Laufwerken rumzurennen Dazu gibt’s von ihm noch eine Buchempfehlung: Remote: Office Not Required. Ein hervorragendes und kurzweiliges Buch (auch als Kindle, Taschen- oder Hörbuch verfügbar) der beiden Basecamp (née, 37Signals) Chefs Jason Fried und David Heinemeier Hansen zum Thema Remote Working. Bei Basecamp selbst arbeiten die meisten Mitarbeiter nicht in Chicago, sondern verteilt über den gesamten Globus. Parallel hat Basecamp die Jobbörse WeWorkRemotely ins Leben gerufen um Anbieter und Stellensuchende zusammenzuführen. … und die Aussage, dass es ein Mangel in Deutschland ist, dass man noch nicht nach ortsunabhängigen Arbeitsplätzen (gerade auch in Wanne-Eikel) suchen kann gibt’s von Sven noch entrüstet hinterhergeworfen. Franziska hat noch ein großes Sorgenkind, welches sie an dieser Stelle zur Welt bringen will, denn die Technik und diese zur Verfügung gestellt zu bekommen, dass ist das eine, aber “wie nutzen wir die Technik”, dass ist die kritische Frage, welche sie in den Raum wirft und dazu noch diese Stich- und Schlagworte hinterher: Vertrauen Fehlerkultur Anwesenheitspflichten Camping ist schön EnjoyWorkCamp (in Stuttgart) Eine Initiiative wo sich Unternehmen verbunden haben und an freien Geschäftsmodelle gemeinsam pfeilen. Das Camp ist “das Treffen zu dieser Initiiative”. Franziska erwähnt auf Andreas Wunsch hin auch das LifeWorkCamp (in Berlin), welches die gleichen Motive hat, nur auf persönlicher Ebene (≠ corporate) Ebene. Da Franziska diesen “Pick” im Auftrag von Andreas abgegeben hat kommt nun… Der Pick-Prasserei-Präsident Penibel wie Patrick ist, unterstellt er pikiert, dass es sich hier prinzipiell um eine privat abgesprochene Pick-Manipulation handelt. Denn Andreas packt ja oft im Plural zu und pickt a priori pikante, brisante Picks in Paaren. Trotz Protest beim Zeitler par tout kein Wandel. Er lässt nicht davon ab, multiple Picks zu picken. Ob man das plakative Verhalten pfiffig oder pietätslos findet, bleibt abhängig von der eigenen Persönlichkeit. Dreist. Doch was soll es, es bringt ja nichts ihn zu pisaken, den prompt preist der Nicht-Preuße parierender Weise den nächsten Brüller-Pick. Das ist Piloten-Protokoll beim Bayer. Preisverdächtig ist seine punktgenaue Platzierung des präferierten Produktes. Das ist positiv und toll. Naja, doch parallel gepickt bleibt parallel gepickt. Plus, so breitet sich das potenzierte Picken schnell aus. Dessen muss man sich bewusst sein. Schluss jetz!? Nein, denn pausiert man plausible, polizeiliche Hinweise und parkt seine Mahn-Parolen im Flugzeugparkhaus, dann plant man nicht voraus. Auch wenn es Plakerei ist sich den Platzhirsch auf dem Podest der Picks brüskiert zur Brust zu nehmen, Propeller probieren auch beim besten Willen nicht von alleine aufzuhören zu rotieren, wenn sie denn schon einmal in Fahrt sind wie eine Klofrau. Der Poet greift also zur Posaune und positioniert diese mit Pokergesicht probeweise vor dem Ohr des polariserenden Polarhundes, der Polier poliert poröse oder perfide Picks mit brachialer Gewalt heraus. Doch welche Präventionsmaßnahmen wird Patrick zu Praxis machen, um so das Potenzial für prächtige Picks im Programm zu bewahren, zu präparieren und zurück zu 1 zu führen? Bleibt wohl abzuwarten. Pause. In Kanada heißen Waldamseln auch nicht anders als in Wanne-Eickel. Die haben mittlerweile übrigens knapp 100.000 Einwohner. Daran können die auch nichts ändern. Außer der Papst marschiert mit den Katholiken ein und verbietet den Beischlaf. Unsere Picks Heute gibt’s eigentlich nur einen Pick: Wanne-Eickel. Vielleicht wenn’s hochkommt noch die Wurstbude dort. Da das euch aber zu wenig ist, gibt’s dann doch noch mehr: Sven: Hardgraft Phone Pack (ca. 335 €) Andreas: nPlayer (4,49 €) und Great Lash Clear Mascara Patrick: ExpanDrive ($49,95) Franziska: WertVerträge | Sinnvoll Kooperieren für Wissensarbeiter In Spenderlaune? Wir haben Flattr und PayPal am Start und würden uns freuen.

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