How To Get A New Job #002 - What Not To Do In Your Job Search (And What To Do Instead)

Part 1: What Not To Do In Your Job Search (And What To Do Instead)

Part 2: Q&A (the 10-second rule, quitting your job after only a short while, how to stay in touch with recruiters, and more)

Part 3: In Conclusion

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Part 1: What Not To Do In Your Job Search (And What To Do Instead)

You might’ve noticed a lot of conflicting job search advice out there.

Some of that is inevitable; there’s no exact science to getting a job. And some of it, unfortunately, is dangerous - because the advice is coming from people who have no idea how the hiring process works.

Some of these people have hundreds of thousands of followers and the misinformation they spread goes viral and it ends up hurting a lot of people.

A lot of you.

No wonder you feel frustrated with getting a new job. It can be hard enough as it is, let alone when you have to try and sort out who’s giving legit advice and who isn’t.

If you’re unsure about someone - and even if you’re sure - check their LinkedIn. Have they actually worked in recruitment for a while? Or at least as a hiring manager? And if so, has it been for more than 5 minutes?

And remember, testimonials and screenshots can be faked. I won’t name names but one ‘company’ that gives a ton of job search advice sent out a ‘salesy’ email with a testimonial at the bottom. I tried to find this person on LinkedIn - and on the internet in general - and I couldn’t.

It was like they didn’t exist.

Anyway, the below post is my effort to combat some of the conflicting misinformation out there. There are 10 different points and I’ve somehow written about 2 million words, so feel free to scroll to the ones that interest you.

• 1) Do not believe that 75% of applicants are screened out by Applicant Tracking Systems (ATS)

• 2) Do not paste the job description onto your CV or resume in small, white text

• 3) Do not post a fake job here on LinkedIn so that you can see the applicants and then copy their CV or resume keywords and experience onto your own

• 4) Do not ask “Do you have any hesitations about hiring me?”

• 5) Do not message every recruiter you can find with your CV or resume and ask them what roles they have available at their company

• 6) Do not say “I need to make sure I can pay my mortgage and bills, as well as keep up with the cost of living crisis” when negotiating salary

• 7) Do not call it ‘ghosting’ when you reach out to someone you don’t know and don’t get a reply

• 8) Do not send AI-written cover letters and ‘networking’ messages without editing and personalising them

• 9) Do not think you can just message hiring managers and get an interview without applying to the role

• 10) Do not share your current salary

1) Do not believe that 75% of applicants are screened out by Applicant Tracking Systems (ATSs)

This is beyond ludicrous and all it does is unnecessarily put fear into the heart of jobseekers. ‘Why would someone do that?’ I hear you exclaim. Well, they usually have a product to sell about ‘beating the ATS.’ How convenient.

I’ve used a number of ATSs and none of them have ever ‘screened out’ or ‘auto-rejected’ any CV or resume. Neither have any of my colleagues. I’m also in a group chat with a whole bunch of recruiters and not one of them has ever had any CV or resume screened out or auto-rejected by any ATS.

A person is reading your CV or resume. Period.

The only time your CV or resume might not get read is if, for example, you apply while there are 2 or 3 great candidates having final-stage interviews. Or if there are 250 applications and there were more than enough strong candidates in the first 100.

I’m not saying that’s right or I agree with it, but it could happen. (Maybe AI can help us with this one day. Who knows.)

What to do instead:

Believe that an actual person is reading your CV or resume.

*audible gasps from the audience*

You don’t need to “beat” the ATS. That’s not anything. But can you use keywords from the job description to help the recruiter or hiring manager say ‘yes’ more easily to your application?

Yes. You can. Please do that.

2) Do not paste the job description onto your CV or resume in small, white text

As discussed, there doesn’t seem to be any ATS that auto-rejects CVs or resumes, which is the only reason this advice would be given. So, there’s no logic to doing this.

Also, let’s say you do paste the job description onto your CV or resume in small, white text. What if a recruiter or hiring manager does CTRL + F to find if you have a particular skill and they see that you’ve done this?

Not a great look. You might even get blacklisted.

What to do instead:

The same as above. If there are particular keywords in the job description that you have skills or experience with, just add those keywords to the skills and experiences sections on your CV or resume.

It could all be so simple, couldn’t it?

3) Do not post a fake job on LinkedIn so that you can see the applicants and then copy their CV or resume keywords and experience onto your own

I don’t need to cover this, right?

4) Do not ask “Do you have any hesitations about hiring me?”

I see this advice given a lot and it’s almost always from people who have either never worked in recruitment or as a hiring manager. It’s often framed as “the ONE question that got me hired!” I’ve even seen one creator say, “I really don’t think I would’ve gotten the job if it hadn’t asked this question.”

Maybe they mean well and genuinely believe that, but this is bad advice and most likely untrue. There’s no way that you weren’t going to get the job, then you asked this question, then the hiring manager changed their mind and decided to offer you the role.

No way.

If you asked this question and got the job, it doesn’t mean this question got you the job. For all you know, the feedback might’ve been, “Yeah, they asked this one weird question at the end, but they did well throughout the interview process so I think we should make them an offer.” Correlation is not causation and all that jazz.

There’s little point in asking this because you probably won’t get a straight answer. The interviewer might say they need to reflect on the interview before making any decisions, or that they need to talk to the rest of the hiring team, or they might just say “not right now” to get rid of the awkwardness.

And what if they say yes and it’s something you can’t fix? What if they say you have great experience but didn’t demonstrate the values the company is looking for? If you can talk your way out of that one, well, you might want to consider a career in sales.

Also, why exactly would you want the interviewer to think about the hesitations they have in hiring you?

Finally, here’s some feedback I’ve had from hiring managers when they’ve been asked this question:

“It was weird.”

“It threw me off.”

“It put me off a little bit.”

“I didn’t know what to say.”

“It was a bit aggressive.”

What to do instead:

If you really want to ask something similar to this, you can ask the following:

“Is there anything about my skills or experience that I could clarify for you?”

It’s a much better question than the hesitations question, but still, asking this is unlikely to be a dealbreaker either way. If you want to leave the interview on a good note rather than having the interviewer think about what hesitations they have in hiring you, one of the best things you can do is ask questions based on the interview you just had.

“You mentioned [x]. Could you tell me a bit more about that, please?”

Actually listening and being engaged during the interview and then asking questions based on what you’ve heard will go a long way in getting the interviewer to start trusting you, respecting you, and wanting to hire you.

Don’t ask if they have any hesitations about hiring you. Show them that they don’t need to hesitate.

5) Do not message every recruiter you can find with your CV or resume and ask them what roles they have available at their company

You might be desperate for work and you might not know what else to do other than ‘spray and pray.’ You might think if you send enough messages, enough DMs, you’ll break through.

And you know what? You might be right. As you know, there’s no exact science to all of this.

However.

With the market the way it is right now, recruiters are getting hundreds (and even thousands) of messages a week. And seeing as a recruiter’s job is to find people for their jobs rather than find jobs for people, a generic, self-centered, homework-giving message is very unlikely to work.

(I’m not saying you’re self-centered. I’m sure you’re lovely. I’m saying that’s how it comes across.)

In 2021 and 2022, this type of message might’ve worked. Finding candidates was much harder and us recruiters might’ve been much more susceptible to this kind of outreach, even if it did kind of suck.

But now, in 2023? Things are different.

It’s also an effective way to feel burned out. You might be messaging hundreds of recruiters a week and receiving one or two replies. I can’t imagine that feels good and it probably pushes you closer and closer to wanting to give up. Not ideal when you’re searching for and need a job.

What to do instead:

If you’re going to message a recruiter, be specific, keep it short, and don’t give them - a stranger on the internet whom you’ve never met - homework.

Here’s an example of a message I received that you could take inspiration from:

“Hi Matt! I’ve been following your page for a bit and definitely don’t want to come across as bugging you, but I’m quite excited about this role and am hoping to get in contact with someone. Would you happen to be a recruiter sourcing for this role : [link to role].

If not, would you be willing to connect me with someone? I appreciate you taking the time to read my message. Enjoy the rest of your day!”

Is this still a bit self-centered? Yes. Did they give me a small bit of homework? Yes. But all I had to do was look up who was recruiting for the role and that took maybe 30 seconds. Much quicker than doing a full CV or resume review or looking through every role the company has open and seeing if this random stranger would be a good fit for any of them.

I told this person who the recruiter was. This person and the recruiter connected and had a chat.

Mission foot-in-the-door? Complete.

6) Do not say “I need to make sure I can pay my mortgage and bills, as well as keep up with the cost of living crisis” when negotiating salary

On the surface, this might seem like a reasonable thing to say. Of course you need to pay your mortgage and bills, and of course you need to be able to keep up with the cost of living crisis. That’s fair, isn’t it?

Yes.

However.

Imagine if you were buying a car. You put in an offer and the salesperson says, “Can you make the offer a bit higher? If you do, I’ll hit my target and get my bonus. Then I’ll be able to pay my mortgage and bills, as well as book that all-inclusive holiday for me and my partner.”

Would that inspire you to offer more money?

I think not.

What about if they said, “Thanks for the offer. Tell you what, if you stick to the original price, I’ll throw in a free deluxe service and even give you a voucher for the Italian restaurant down the road - we have a special partnership with them. How does that sound?”

Much more interesting, right?

Because instead of talking about themselves and what they want, they talked about you and what you want. And you’re much more receptive to that, aren’t you?

What to do instead:

You have to do the same as our fictional car salesman. You have to talk about what the company wants, what the company needs.

Reiterate your value, your experience, your skills - and, crucially, how all of those will help the hiring manager and the company. And if the salary comes in very low, then you might need to talk about the research you’ve done on current market rates. (A very low salary compared to the market rate might also be a red flag, so be careful.)

You might be thinking, “I shouldn’t have to do all this. I shouldn’t have to negotiate. Why can’t they just offer me what I want, what I asked for?”

And I get it. Really, I do. But whether you should or shouldn’t doesn’t really matter. If you go into your job search thinking about what you should do and what you shouldn’t have to do, you’ll burn out pretty quick.

Maybe one day you’ll be in a position to change or disrupt recruitment. Right now, you’re probably not. So until then, there are things you’re going to have to accept about looking for a job. Not accepting them is futile, exhausting, and will only hurt your job search.

Anyway.

The good news is that plenty of companies will offer you what you’ve asked for. Some will even offer you more. It does seem like we’re moving forward when it comes to salary.

Still, if nothing else, being able to negotiate is a great skill to have. You might as well practice it when you have the opportunity.

7) Do not call it ‘ghosting’ when you reach out to someone you don’t know and don’t get a reply

I know it sucks when you reach out to a recruiter or hiring manager and don't get a reply. You take the time and put in the effort to send them a message and then… crickets.

The thing is, unless you’re actually in process for a role of theirs, you’re not entitled to a reply. Sure, you might like one, and you might’ve written a great message, but there’s no requirement for them to get back to you. To them, you’re just a stranger on the internet, and being on LinkedIn all day long replying to messages isn’t their day job.

Ghosting is when you’ve actually had an interview with the recruiter or hiring manager or any other interviewer and then you don’t hear anything. Ghosting is not sending a message to someone you don’t know and not receiving a reply. That’s just… something that happened. That’s it.

There are ways you can write better messages so that recruiters and hiring managers want to reply to you - but still, there are no guarantees.

Also, maybe they missed the message. Maybe they read it, loved it, and went to reply but something came up and forgot. Maybe they replied in their head and not in reality. Who knows. Don’t take it personally, because it isn’t.

What to do instead:

Prioritise your current network over trying to connect with new people. You are so much more likely to get replies from people you already know. Plus, they’ll already be more inclined to help you out and even vouch for you.

If you’re going to connect with new people, let me remind you to keep it short, be specific, and don't give them any homework.

And don’t expect a reply. I know it can be hard to hear that. Hopefully you get one, but expecting one is likely to disappoint.

Some examples:

“Hi [name]. Loved your post about [x] and especially bit about [x]. Looking forward to seeing more of your posts!”

“Hi [name]. Just applied for the [x] role. Are you recruiting for that, by any chance? If not, do you know who is? Would love to hear from you but no rush to reply.”

Again, they might not reply. Give it a week and follow up in a friendly way. Not just, “Hi. Following up here.” Maybe something like, “Hey [name]! Just a friendly follow-up about the below. No rush to reply, hope you’re having a great day.”

Still, they might not reply. Ever. But you know what? There are 900 million people on LinkedIn.

Move onto the next.

8) Do not send AI-written cover letters and ‘networking’ messages without editing and personalising them

For most of us recruiters, it’s pretty easy to tell when someone has asked ChatGPT or Bard to ‘write a networking message’ or ‘write a cover letter.’ They’re not even close to specific, they use a ton of buzzwords, and something just feels a little bit ‘off’ about them.

I do think there’s a place for using AI in your cover letters (although cover letters aren’t a necessity). You can ask ChatGPT or Bard to ‘write a cover letter based on the below job description’ and it’ll spit out a few paragraphs.

However.

They only know the information you put in; they don’t know you. So to have any chance at all of getting a favourable reply, you’re going to have to edit.

For example, this is a sentence that came out after I asked ChatGPT to write a cover letter based on a job description I found:

“As a highly motivated and collaboration-oriented individual, I have successfully led and mentored game design teams, fostering a culture of innovation and excellence. Throughout my career, I have demonstrated a strong understanding of UX principles and their application in game design. I pride myself on being a resourceful guide, readily sharing my knowledge and expertise with colleagues to elevate the overall quality of the team's work.”

Is there anything specific to you and your experience in there? Not really. It’s vague and could apply to thousands of people.

Here’s one from Bard:

“I am confident that I have the skills and experience necessary to be successful in this role. I am a passionate gamer and game designer, and I am always looking for new challenges. I am also a team player and I am confident that I can work effectively with others to create innovative and engaging games.”

Same thing. Plus, it’s self-centered. I am confident, I am always looking for new challenges, etc. What exactly about that message would make a hiring manager or recruiter go, “Wow, we need to interview this person”?

You have the skills and experience necessary to be successful in the role? So do hundreds of other people. You’re a team player? That’s the bare minimum. You need to show more.

What to do instead:

Edit any AI-generated cover letter. Please.

Make them specific to you. Add your results, your achievements. And be wary that you’re not just writing all about you; the above examples are quite self-centered. Instead, make sure you’re writing all about what you can do for the company. Don’t be afraid to write, “In the job description, it says I need [x]. In my last role, I did [x].” Make it easy for whoever is reading your cover letter to say yes to you.

Again, it’s important to keep in mind that cover letters are rarely necessary. They can certainly help when you’re changing industry or role, but other than that you probably don’t need one.

With the networking messages, just write them yourself. If you’re keeping them short and specific, they shouldn’t take you long. Plus, writing a message in a way that makes someone want to respond is another great skill to have. Practice it.

9) Do not think you can just message hiring managers and get an interview without applying to the role

I’m not saying this is impossible. But there are some ‘career coaches’ out there whose entire business seems to be based on this premise.

Maybe this was more likely to work in 2021 and 2022 when there were far more jobs than candidates. Now the tables have turned (shout out Michael Scott), I don’t see this being as effective.

And look, I sort of hate to say this, but if you’ve got a really ‘impressive’ LinkedIn - not only is your profile filled out, but you’ve worked at big, successful, famous companies like Google, Apple, Meta, Amazon, etc - then it’s probably more likely to work. Plenty of recruiters and hiring managers out there are biased towards thinking candidates who have this kind of background are ‘better’ than candidates who don’t.

This, of course, is not necessarily true.

Plus, even if you do message the hiring manager and even if they do pass your details to the recruiter, the recruiter will likely ask you to apply for the role anyway so your details are in their ATS.

What to do instead:

Apply for the role. (Thanks for the insight, Matt.)

That doesn’t mean you can’t then send a message to the hiring manager to let them know you’ve applied. You might as well cover all bases.

If you’ve applied but the hiring manager doesn’t see your message, maybe the recruiter sees your application and forwards it to the hiring manager anyway. If you don’t apply and only message the hiring manager, this won’t happen and you’ll potentially miss out.

I highly recommend messaging the hiring manager or recruiter, in this market and any market. Just make sure you’ve applied first.

10) Do not share your current salary

Why? Because your current salary is irrelevant to your new role and it might give companies a chance to lowball you.

Let’s say you’re making 50k but going for a role that should be paying 75k. If they want to offer you the role, they should be offering you 75k. If you’ve told them you’re on 50k, they might offer you 60k. That sucks and it shouldn’t happen, but it might happen.

A lot of companies now have salary bandings that - in theory - should prevent this from happening. Still, you don’t want to take the risk.

What to do instead:

Share what salary you’re looking for.

To do this, you’ll need to do your research. There are plenty of websites online where you can find salary banding information for almost all roles.

I’ve had plenty of candidates who clearly haven’t done this. They tell me what salary they’re looking for and don't realise they’re lowballing themselves. Now, yes, it’s nice when I get to say that we’d be offering them much more than they’re asking for, but as I said, not all companies are like this. You can’t count on that happening.

If you get asked what salary you’re on, it’s potentially a red flag. It might not be, but be careful. If someone shared their current salary with me - I never ask but sometimes people tell me - it wouldn’t bother me at all. But with some companies, they’ll take it as a chance to lowball you.

It does seem like we’re moving away from this, thankfully. More and more companies have salary bandings they must adhere to. Still, there’s never any reason to share your current salary. So don’t. Only share what salary you’re looking for.

(A company might need evidence of the annual bonus you receive or equity you have if they want to offer you and part of the offer is buying you out of that bonus or equity. It’s okay to share this.)

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Part 2: Q&A (the 10-second rule, quitting your job after only a short while, how to stay in touch with recruiters, and more)

1. "Are there good practices to Resumes/CVs that will help to stand out with the 10 seconds rule?"

In general, you need to find the balance between having relevant, results-driven content on your CV or resume and having enough white space so that the ‘readability’ of the CV or resume isn’t compromised.

A wall of text can be off-putting to recruiters and hiring managers. I’m not saying that it should be; I’m saying that it can be.

Also, I know 10 seconds seems short. Most good recruiters will be able to tell if you’re a fit for the role or not very quickly. Make it easy for them to see you are a fit.

(I also think a well-written ‘Summary’ at the top of your CV or resume can do wonders for you. If you can summarise your experience and skills in a few lines in a way that’s relevant to the role, a recruiter might not even need to read the rest of your CV. This isn’t a dealbreaker, though, and I’d only do it if you’re confident you can write very well.)

2. “Recently, I quit my job. I was only 2 months in but I couldn’t bring myself to go to work. So I gave my notice and left, 2 months after I joined. How do I explain this to future recruiters?”

With some recruiters, you can be honest. You can say it wasn’t what you were told it was going to be or that the company structure changed unexpectedly just after you arrived, and, though not ideal, it’s left you in a position of having to look for a new role.

I personally wouldn’t hold this against a candidate, and I know a lot of good recruiters who have that same view.

Some recruiters and hiring managers, no matter how you explain it, aren’t going to like your answer - if they even put you through to an interview in the first place. I know that might feel disappointing or frustrating to hear, but I'd consider it a dodged bullet if I were you.

What I wouldn’t do is blame your former manager or say that the company was ‘toxic’. Even if those things are true, it doesn’t necessarily come across in the way you think it will. The interviewer might think you aren’t taking accountability, or they might think that the same thing will happen in this new role.

Another thing you could do is just leave it off your CV or resume. 2 months isn’t that long; you could just say you’ve been job searching. I’m not saying I recommend doing this; I’m simply saying you could do this.

Finally, this happens a lot more than you think. Trust me, you’re not alone.

3. “I’d love to learn more about keeping open communications with recruiters after an interview. Having interviewed with Blizzard in the past, I’d totally like to learn how to keep in contact with my past recruiters”

First, I love this question. Keeping in touch with recruiters and hiring managers and anyone you’ve interviewed with is an underrated and little-used job search tactic. I’ve hired a few people recently who’d kept in touch with me for months, so I know how effective it can be.

Let’s keep this as simple as possible. If there’s someone you want to keep in touch with, set a recurring calendar reminder for every 3 months to reach out.

That’s it.

As for what to say when you reach out, that depends on where your relationship is at.

Maybe it’s just a casual, ‘Hey, been a while! What’s new with you?’

Maybe it’s, ‘Hey [name]! I know you mentioned there might be a role available in a few months, is that still the case? Either way, I’d love to hear from you.’

Maybe it’s, ‘Hey [name]! Saw you posted about [x] recently. Thanks for sharing that. How are things with you? No rush to reply but would love to hear from you.’

In general, I’d still suggest keeping it short. People are busy and stressed; make it easy for them to want to reply.

(I’m going to answer 5 questions again, rather than 3. It’s your fault for asking such good questions.)

4. Let’s say I pivoted from retail banking and customer service to HR. Now, I want to pivot into compliance and data. With minimum skills, mostly due to working with those departments and creating reports or working on small projects, how would I add this into my resume with quantifiable statements? I’ve noticed that some jobs list my skills as requirements but also list others that I haven’t had exposure to, or I’ve learned the skill through courses or outside projects. I have a hard time translating that to my resume.

First - and I say this with love and compassion - you’re not entitled to change industries or roles.

I say this because people underestimate how difficult it can be. And in this current market - when there are more candidates than jobs - it’s more difficult than ever.

But it’s okay. Breathe. We’ll get through this.

When you’re changing industries and/or roles, you’re not always going to have quantifiable statements. That’s fine. If you don’t have any whatsoever, that’s going to make it harder, but you’ll no doubt have some. Even if they’re only somewhat related, the fact you’ve achieved anything at all in something similar should help you.

If you only have certain experience through an online course or outside project, you can still add that into your ‘Experience’ section. If you did the course or project while in your current role, just add that into your current role experience. It shouldn’t matter too much how you got the experience, only that you have it.

Also - obvious as it might be - make sure you’re going down every bullet point of the job descriptions you’re applying for and writing some responsibility or achievement for each one. Make sure it’s similar or has some relation. (You might want to consider doing this anyway but it’s even more important when it comes to changing industries and/or roles.)

Finally, talk to your network. If there’s anyone in the industry and role you’re going for, perfect. Ask for help. Ask them questions like:

• What do recruiters and hiring managers want to read on a CV?

• What do they want to hear in an interview?

• What will reassure them that, even though you’re changing industry and role, you’re a ‘safe pair of hands’?

You’re not entitled to a change of industry and role, but it’s 100% possible. My LinkedIn post about ‘all job search success is a lagging indicator’ applies here big time.

5. How do you deal with rejection when you receive feedback during or after an interview stating that you are "overqualified"? As someone new to the industry, country, and culture, it's already challenging for me to start a new life here and find a job. I'm ready to break into the industry I love in any possible role, and I can't emphasize enough how motivated I am to take any opportunity in the industry. I'm even willing to accept a lower salary or position to get my foot in the door and prove my dedication.

Again, I say this with love and compassion: being ‘overqualified’ isn’t necessarily a good thing.

For example, if a company says they're hiring for a manager-level position, that’s what they want. If they wanted to hire a director, they’d be hiring for a director. That’s how you have to look at this.

I’d also like to talk specifically about this part: “I'm ready to break into the industry I love in any possible role, and I can't emphasize enough how motivated I am to take any opportunity in the industry. I'm even willing to accept a lower salary or position to get my foot in the door and prove my dedication.”

If it’s coming across in interviews that you’re willing to work in any possible role or any opportunity, that’s not necessarily a good thing.

It’s admirable, in a way. You’re clearly passionate about this dream industry of yours and willing to do what it takes to get in there.

But.

There’s no way you’re qualified to do any role. That’s just not possible.

If you needed to visit the dentist and you were looking at two different websites, which one would you choose:

‘I fix your teeth so you can love your smile again’

‘I can do teeth, but I’m also a plumber and a mechanic and an electrician and a copywriter and a recruiter and a babysitter. Whatever you need, I can do it!’

An easy choice (I hope).

Choose roles based on your skills and experience - even if you’re breaking into a new industry. I know it can feel a bit scary (and almost counterintuitive), but the hiring manager doesn’t need someone who’s willing to do any possible role; they need someone who can do the role they’re hiring for.

It’s probably okay to drop a level (Senior Manager to Manager, Manager to Specialist, etc) but anything more than that might raise suspicions. If you’re dropping more than one level, it’s going to be hard to convince the interviewer that you’ll be happy in a role that’s way below what you’re used to. You probably won’t even make it to an interview, especially in this market.

Plus, there’s no need to drop that much. You’ve worked your way to a certain level. Give yourself credit and stand by what you’re worth.

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In Conclusion

Phew. That was a long one. (That’s what sh… never mind.)

What did you think? Did you read it all or skip through to the most relevant sections to you?

Either way, as long as you got just one useful thing from this newsletter, I’m happy. If you learned anything new, please hit reply and let me know.

Have a great week of job searching. You got this.

Cheers!

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PS Thanks for your feedback on the monthly live video and audio events. Seems like there’s an interest, so I’ll be setting that up soon. Probably in August. Stay tuned!

PPS Feel free to forward this newsletter onto someone who you think would benefit from it.

PPPS Or just tell someone in real life. I think that still happens.

PPPPS Okay, I’m done.