Helping tech recruiters vet client requirements and job candidates for technical roles by blending 20+ years of Engineering & Recruiting experience.
Another peek at my course...
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Howdy, I started a waitlist for my course yesterday (are you on it?). As you might know by now, the course isn't just about testing or test automation. I mean, it is going to cover those things, obviously. But it's also covering:
You won't see me bragging about how long the course is. I'm actually trying to keep it as short as I can. Jam-packed with valuable material designed to give you some quick wins in a few key areas. For example, you'll learn how to write an attention-grabbing insight post and get your draft reviewed by yours truly: I'm no expert, after writing on social media for more than a year, I've learned what writing performs well and what writing doesn't. I'll gladly help you skip the part where nobody's looking at your content. It's not about luck. It's about quality. Oh, and what's this little app here? Oh yeah, I made an app earlier this year. Never finished it. But now I'm gonna finish it. For the course. You're going to test it as part of the Exploratory Testing module. I'll even leave a few bugs in there for you to find. I'm sure you'll find some I don't anticipate, though. I've been getting amazing feedback from my beta testers about the course content. I've got a laundry list of fixes and features to implement before launch. I'll be busy til mid-November at this rate: If you're still on the fence, let me know in a reply what you'd want to learn. I was on a call yesterday with someone I've chatted with on LinkedIn for a bit, and he told me it's about time we have a course where the instructor actually shows up to help. That's why I made this. When I was starting my journey in QA, I would've paid a lot of money to work with an instructor who could guide me through the rough patches. Thankfully I'm not charging an arm and a leg for this thing. It'll be a little more expensive than a high-end Udemy course when it launches ($50). But the higher tier will come with more access. Anyways, happy Wednesday. Hope you're as excited as I am. Cheers, Steven |
The Better Vetter Letter
Helping tech recruiters vet client requirements and job candidates for technical roles by blending 20+ years of Engineering & Recruiting experience.
Reader, On Monday we covered who to contact and when. You did the work, found the right recruiter and team. Now what? Let’s talk about the message itself. I read a lot of outreach. And I'll be direct: most of it sounds the same. Not because the people sending it are bad candidates, but because they're following an outdated professional template that signals "I didn't really think about this." I’m guilty of it myself. I have looked back and read outreach for sales activity I’ve done and...
Reader, The generic "apply and pray" approach doesn't do anything. It sends you straight to the bottom of a pile that a recruiter may never actually touch. As someone who works in technical recruiting, I want to pull back the curtain a bit. Because the people who actually hear back are playing the game smarter. And it all starts with who to contact. Step 1: Find the Right Recruiter What you want is a recruiter who is actively working in your space, ideally the one listed directly on the job...
Reader, Part 2: Decide Fast, Apply Smart. So you've read the posting.You've done your self-assessment. Now comes the part that most people get wrong: They either spend three hours crafting the perfect application for a role they were never going to get without trying other channels, or they do nothing at all because it feels overwhelming and just submit the sample resume “as-is”. Here's the rule I give every candidate I work with: If you're going to apply, don't spend more than 10 to 15...