|
Reader, Yeah I know what I said. But so much has happened and I can't stay silent about it. I like to share as I build. This course is coming along nicely. Remember I told you I was quitting my newsletter to do this? You probably don't. It's fine. My plan was:
Turns out bullets 2 & 3 go well together. This is the first course of many. For each course, I'll build the project I ask you to build, as I build the course. I call it "Lesson-Driven Development" or "Project-Based Teaching". Not sure. Not married to a term yet. But you get it. I'm literally doing the thing and then teaching how to do it. One step at a time. I've got a lucky group of beta testers sitting in a Telegram channel giving me feedback on the course as I build it. They're so smart, I'm so grateful they're volunteering to help me make this course amazing. The best projects are group projects, as I hope I've drilled into your head by now. Not just for your QA Automation portfolio, but for anything in life. A few updates you should be aware of:
I probably missed a few things. But anything cool I've done since my last email can be found on my website. As for you, I'm happy to be writing to you again. I missed this. I don't think I'll ever stop loving how it feels to write these emails. I hope you'll join me for this next chapter. If not, it's been good. Cheers, Steven |
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 Not because the people sending it are bad candidates, but because they're following an outdated professional template that signals "I didn't really think about this."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...