How to Land 10x More Data Analyst Interviews with AI

Let's see. I'm gonna open up both LinkedIn and YouTube Live. Folks were excited about this. All right. Let's see. Let's see if y'all can hear me. Definitely let us know if y'all can hear. Say y'all, you know, you can hear us or something. All right, all right, we are officially up and running on both LinkedIn and YouTube. All right, hola. All right, all right. Hola, YouTube.

Hola, Kedisha, how are you?

I'm good. Where's everyone? Where's everyone watching from?

Hola, Pedro, how are you today?

Oh man, it's, uh, it's Thursday.

All right, perfect. We can be heard loud and clear. Everyone post in the chat where y'all watching from. We got DC in the house. Where else do we got in the house? Where's everyone watching from? David's in the house. Roderick's in the house. San Diego. Hey, okay, that's close.

Hey,

it's like Arlington, Massachusetts is in the house. All right. Nigeria is in the house. New Hampshire is in the house. All right. It's, uh, all right. Looks like the LinkedIn folks are all right.

Oh, I see Wisconsin in the house. Hello, Wisconsin.

Yeah, that's an interesting first. That's an interesting city.

Sure is.

Jacksonville, Florida's in the house. Ontario, California's in the house. Okay, I wonder what part of California that's

in. The Inland Empire.

Okay, Ghana's in the house. All right, worldwide. All right, let's bring this in. Wait till we get to 5 after, then we'll get started. All right, hope y'all Hope y'all got some, you know, notes. Make sure y'all got something to take notes with. We're definitely gonna be dropping some gems today.

Oh yeah.

One more minute, then we'll definitely get going. All right. And, uh, David says, am I— aren't you the one who has gone from delivering pizzas to insights? Give us a strategy to get hired. Um, I'll do my best. Yeah, well, yeah, we'll do— I will do my best. And today we will focus on how you can use, uh, AI to help you with that, which was not available when I was doing it. Okay, Ontario is 40 miles east of Los Angeles. Okay. All right. All right, y'all. We're ready to go. Listen, y'all's listen. The dream team is back. Okay. Y'all's favorite tech recruiters and career coaches are back. Listen, for those who most people may know me, but listen, Pedro and Emily, y'all. For those who may be seeing y'all for the first time, let folks know who you are, what you do, and how you help people.

Awesome. Pedro, you're the veteran, you go first.

So Pedro Zambrano, like it says on the screen. Right now I work as a senior technical recruiter for a firm out in Knoxville, Tennessee. Prior to that, I did a good amount of time in the Marine Corps. So spent a lot of time in the Marines. You know, traveled around, do a lot of recruiting. So when it comes to helping people, educating them, doing evaluations, not a stranger to that. How I help people now, well, I'll tell you this. If you're the type of person that wants someone to be just bottom line up front with you and just give you the straight scoop on where you sit with a job opportunity, that's not going to be biased, but more so just still going to take care of your feelings, but more so want to take care of your career and give you exactly what you need so that you can be successful with the job opportunity, with interviewing, with actually, you know, putting yourself on the market so that you can be strong. That's what I do every day. I don't just do it for career changers and anybody in tech. I also do it for veterans. So my time and my hours are— they never stop. They're like Las Vegas. They're always on. No quit. But yeah, happy to be here.

Awesome. And my name is Emily. I'm originally from Wisconsin. I don't know. It's been quite the journey, but I think the crux of it is that I spent a little bit of time working as a tech recruiter for Wayfair, mainly hired for business intelligence and other analytical roles. And I have a deep love for data. So after, you know, working closely together with the data team over at Wayfair, I decided to go into data myself. And I've learned, you know, some of the tools of the trade, a little bit of SQL, a little bit of Tableau, after which I just decided that I need to implement that in my, in my career coaching. So right now I mainly focus on supporting job seekers who are looking to land their next role in tech. And I use a lot of data and tools, including some AI tools that we're going to talk about today in order to get the job done. So your success is my success, guys. Let's get going.

Absolutely. I mean, y'all, these are— we're dropping the gems here that, you know, you don't really see on LinkedIn and whatever. You know, folks like to gatekeep, and we just don't gatekeep. We're Team Unveil, okay? We are Team Unveil. All right, so one thing I wanted to say is, like, I remember what it was, maybe 2023 No, 2022-ish maybe. I don't remember. I just remember when AI just started really flooding the market in terms of AI resume builders, AI auto-applies. I knew from at that point, I was like, everyone was really excited. I was like, no, this is gonna actually— I see like a double-edged sword. I feel like it's going to really, uh, flood the market or flood the numbers of like lower quality applications for job postings. So for example, if, you know, I could easily use an AI tool or AI site to, you know, make me a resume to, um, you know, fit directly for an astrophysicist, you know, that, that's just the possibility. I know nothing about it, but I could still do it and, you know, apply, and those numbers will just be inflated. I feel like that's just making it harder for everybody. But I've learned over time, it seems like some folks are able to utilize AI to their advantage. You know, I'm still, um, team good old networking, but, uh, it seems like folks in the market have really learned how to use AI to their advantage and to, like, um, as their competitive advantage. Um, and it seems like most people aren't really known to the, to the secret sauce. So it seems like, you know, Emily and Pedro, do definitely are really way ahead on the AI game, especially on both sides of the field, recruiting and applications for career changers. So y'all tell me, how do you feel like AI has been probably provided advantages, especially maybe Pedro, on the recruiting side in terms of assessing candidates? Because it's like, well, if 100 people look the same, You have to use some sort of way to kind of filter down to the right candidate.

No, absolutely. The AI has brought speed to the evaluation process. So one of the— something we say is TKD, time kills deals. So the more time you spend on a person or the more time you actually go through having to evaluate so many resumes, you're killing the opportunity to find a great candidate who can make their way to a conversation with a hiring manager. With the speed portion, something that I know I leverage and I'm sure others do, they probably just don't tell you all. You can drop a job description into an AI platform and then you can begin to put resumes that professionals have submitted for the role. And then you can have that model go ahead and rank for you those resumes as far as competitiveness and marketability for the role based on how they're able to meet the requirements. So I really— it's, it's taken a lot of learning for me to do this because I'm more of the touch-feel process. I want to see a resume, lay them out in front of me, take a highlighter, do a red pen, develop my questions, and I still do that. But when it comes for speed, and the moment we post a job on a, on a job board, or it goes on to LinkedIn and the Easy Apply, within about an hour you're going to get over 100 resumes. And so the speed to be able to go through that— you do have the professionals who submit their resume, and some of them are just not meeting the mark. You know, they're just— their hopes and dreams, the Make-A-Wish Foundation, and I get it. But when it comes to evaluating and then prioritizing them I leverage it so that it can give me the speed of seeing who are the top candidates based on their resume. And like you said, AI has been around for the past few years. Still not everyone is utilizing it in their job search or when it comes to recruiting. There's people fighting tooth and nail to get away from it because they're afraid of what it can do. If you use the tool the right way, it brings speed into the process and what would normally have taken hours in the past can now just take a matter of minutes. So I leverage it for the speed of being able to go through resumes that were— are going to hit the mark, that closely resemble what a job description is looking for. You know, people believe that, hey, there's an ATS system that they just scan your resumes through and then eventually it doesn't make it to a person. Companies use that, but then it gets to somebody just like me, and then I'm the one actually looking through your resume trying to see, okay, How well do you meet the market? Are you connecting the dots to be able to show solutions on your resume that resonate with what the job needs?

We got a question I think, uh, maybe you see in your— more so like, is that legit though? Is uploading a resume to AI and it automatically applies for you, how do employers view that? And I also feel like that's also providing, or, you know, associated with the high numbers, like the 100 people after an hour. Most of those folks aren't qualified.

No, they're not. And Emily, you can speak on this too, but for me, when you can upload your resume into an AI platform, and the best thing that I can encourage people to do is that when you do that, you may not recognize how well formatted or unformatted your resume is. And so it's a An AI tool can then help you fix the formatting on your resume. That's the first piece. The second is to see if you have duplicated words inside your resume because you're the one looking at it. You know, you, you may have missed something when you're going through to do your little quality control of it. Now, for it to automatically apply for you, I mean, I have not tested that portion, so I can't speak on that. And to be honest with you, if I was using something to automatically apply for a job for me I would stop right there. I'd actually want to read the job description to see how well does my resume connect to what that job description is asking for. So in that case, if you're— if somebody's doing like the automatic apply through an AI model, I can't speak on it. I haven't used it. And in my opinion, and for me, I would not use it because I'd really want to read through it to see how well I market myself on that document that I'm going to send to that actual, uh, organization. Now employer-wise, you would think that there's a lot of people who are utilizing AI tools to enhance their resumes or to make sure that they're formatted correctly, but they're not. If I had to put a percentage on it and ballpark it, about close to 70% of professionals do not use any AI products to be able to help enhance their resumes. Most of them are still paying people to build a resume for them And to be honest with you, you should be the one building your resume. The AI model can help you build your resume. Um, so as an employer or somebody doing the recruiting piece, I don't look at it negatively. If anything, I think you're one-upping a lot of others who are not utilizing it. Um, and it also shows that you're not afraid. But it's really kind of hard to tell. I'm not asking this model to be like, tell me if this person built this using ChatGPT, tell me if this person uses used Copilot to build their resume. I'm not asking that. To be honest with you, I don't have time for that. That's not why I'm using it. I'm using it for the speed process of finding out who I can prioritize to make the first phone call to in the beginning of the process of sourcing so that way I can connect with the best person.

I have 2 different points around this topic. Number 1, I stopped recruiting before AI was a thing. So we're talking like 2019, everything, you know, there was an ATS system, but everything was still very manual. So, you know, when I was sitting there in my little recruiter chair at the Wayfair headquarters, and, you know, I would get like 100 applications for the same job, I knew that people were customizing their resumes. I knew that they were writing them basically by hand 'cause there just weren't tools out there on the market. And, you know, at some point I think people are a little bit salty because, you know, I think what Kedeisha said initially was absolutely on the dot. It is a double-edged sword because what have we gained? We've gained efficiency, like Pedro's talking about how he's gained efficiency in the screening process. And I as a candidate or a candidate advocate have also gained efficiency because, you know, I have the same kind of tools available to me to be able to customize a resume as, you know, a Pedro— Pedro has to be able to evaluate a resume. And people are out there using them. Not everyone is doing it, but people are out there using it. So I think, I think it's important to know that like this is the world that we live in now. Just, just, you know, to the same point as like if you're wanting to work in tech, you need to be on LinkedIn. If you're not on LinkedIn, you're simply not in tech. I think this is a question that we had on our last live that we did. So basically, you know, it's just this is the kind of ecosystem that we are living in right now and that we need to kind of survive in. So definitely it's going to be used against you more or less. And I don't mean that in a negative sense, but it's going to be used to screen your resumes at some point. Not every— not all companies are doing that right now. There are a lot of recruiters out there who still say, I do everything 100% manually. But honestly, like, I see where Pedro is coming from and that gain of efficiency is really important. So to give you an example, when I was a recruiter in 2019 at Wayfair, we had this painstaking process where we would go to different universities around the country And we would hold like recruiting events. And I would get like 300, or our team would get like 300 resumes for, you know, the same internship. And then it's like, well, there's not gonna be one person evaluating 300 resumes, right? So what I did at that point was like, you know what, we need a way to be able to standardize the evaluation process. So I, as an individual contributor in this team, didn't evaluate every single resume. But we created a system to be able to evaluate resumes fairly. So for example, language skills, you know, who has SQL on there, who's got Excel, you know, etc., etc., etc., all the way down the line. And then we found— we tested it. So basically I built out this little evaluation tool in Excel. We all added our scores into the sheet and then we manually went through all of the resumes that we had received. And we found that the ranking that we found with our evaluation tool was actually the same type of generally like more or less the same ranking that we would have achieved without it. And it was just a huge efficiency gain. So I think, you know, AI tools are just like the next level of that. So you're still like, you know, Pedro's still looking at your resume, but if he's receiving 500 resumes for the same role, like he doesn't have time to comb through every single one with a fine-tooth comb. You know, he's going to look at maybe the top— I don't know how many— what capacity do you have to interview for a role? Are you interviewing the top 10? Are you looking at the top 30 to make sure that you know, that you're encompassing the top 10 in that ranking. And then maybe the bottom 70, unfortunately, you won't see.

So I actually, when, um, and I think this, Kadeesha and I, we had talked about this months back when people were, were saying, how do I beat the easy apply on LinkedIn? And LinkedIn, honestly, just a job, a job board is, it's all about exposure. It's about an organization gaining exposure when they post a job. That's it. Most of the jobs, a high percentage of them, close to 80%, are referral-driven. So the people who are getting hired are the ones that are being referred to the organization. That's not a negative thing. That's— there's just a smaller percentage for you should you apply that your resume makes it to somebody that's actually going to do the phone call. Okay, now I'm usually calling everybody, but the screening questions that are either A, not answered, or answered and have the wrong responses are what's going to help separate the resumes that do not receive the phone call. So work authorization, the requirements for the years of experience when it comes to SQL, uh, any, any of the other platforms or tools that are going to be utilized for a position, um, I mean, you name it. Those screening questions take a portion away. The work authorization, they take a portion away. So we may start out with 100 in the first hour But by the time you start peeling them back, you're probably going to have like 40 that are left. After that, out of those 40, just skimming through them, well, I'll begin to see which ones are formatted, like look like a modern format, and some that are looking like a paragraph of you trying to tell me the story from when you were 6. Check this out. If you're doing that, that means you're not up to date on how to do your resume, or you just didn't take the time to try to do, you know, enhance it. You gotta get with the times. Not gonna spend 5, 10 minutes on 40 resumes. Do the math on that. That's all day. I'm not gonna do that. So I will go to the ones that look great formatted. I'll key in on certain items. I'll put 'em into the AI model on ChatGPT. And then at that point, I'll have a ranking system and then I will make 20 phone calls and I'll call those 20 professionals. And so that, that, that, funnel starts large and it works its way small as we go through the screening, the questions, you know, just everything that I've mentioned. And then by the time I get to the point where I'm going to make the phone calls, I'm calling 20 professionals. And then through the questioning of speaking to those professionals, um, if I don't find the right, say, 10 people that this organization is looking to interview once we submit them, and then they're gonna, they're gonna mark that down to like 7 Well, then I'll continue to go back to the other 20 that I didn't call, and I'll look at their resumes, and I'll take some more time. And granted, the average hiring time right now for somebody in tech, if we, if we put a timeline on it, it's about— it's over 30 days. 30 days from the time a job is posted till we find the right professional. You do the rounds of interviews, and then that person actually gets an interview, makes it from one round to the second round, and maybe an on-site visit. they didn't get an offer letter. It's 30 days, so about a month. So in that portion, there's a battle rhythm of going throughout the month and the week of working the job, receiving the resumes, and then calling those as need be. But I'm trying to get the fastest way I can to the first 20 so I can make sure I'm calling the best ones that are out there.

Awesome. Yeah, so I think, I think that really speaks to, you know, there's still a human touch in this. It's not like Unless you're really like, you're, you don't have a visa to work in this country. I think like that's the only time then people really get like auto-rejected. Otherwise I feel like you're still in the system and yeah, theoretically ranked. But you know, if you've got a guy, I think like recruiters and I feel like I was like this as a recruiter. I feel like, you know, we really want to do people justice and, you know, we've all been in a job search and we want to make sure that everybody's seen. And at the same time, like, we have our KPIs too. So, you know, I've got my manager breathing down my neck. Is that role filled? Is that role filled? Do I have interviews in the pipeline? You know, so as much as I think recruiters need to have empathy for job seekers, job seekers, please also try and have a little bit of empathy for recruiters as well, because they're just doing a job and they're kind of like, you know, battling with the same kind of the AI landscape that you guys are at the same time. So, you know, that, that is, you know, kind of the one side of it. And then the other side is that there are, you know, to use a little bit of AI lingo right now, there are agents out there that you can use to just have go out and spray your resume across different positions on the internet. I'm not even going to name them because I have worked with clients who have used them and I do not recommend it. You know, rule number one. So, I mean, I've seen this starting like 2 years ago when I started doing career coaching. You know, there are things where you'll just put in your resume and it'll like literally spray your resume across the continental United States. And I would say that this is not a good approach for 2 reasons. Number one, sometimes the job matching isn't very good. So it'll— I don't know, I had a person in sales and they— his resume kept getting sent out for like physical therapy jobs. I have no idea why. So that wasn't very good. Maybe it's improved in the meantime. But number 2, you have zero level of customization towards these these jobs that you're applying for. So, you know, I feel like overall there are 3 different strategies that you can take when it comes to resume customization. Number one is having one resume that you send to everyone. And I feel like, you know, in the days of old, I feel like we all did this. Like, this is the resume we sent it out. And then there were very few resumes going out to recruiters. So the probability that you would get a callback from that resume was much higher than it is today. Because people are using the AI tools and they are, they are adding a certain level of customization. So please do yourself a favor and do the same. Level 2 is like a base resume. So if you're only applying for data analytics roles, you can have a data analyst resume. So overall, there are generally going to be tools that are required for data analysts. We're talking about SQL, we're talking about Tableau, Power BI, Python, Excel, etc., etc. Maybe, yeah, I don't know, maybe a little R if you're getting fancy. So it's going to be really important for you to have these keywords on your job description or on your resume. Sorry. And if you have like the main part of your resume customized to this role type, which I like to call bucket, then you could do a low level of customization each time where the professional summary is the only thing that you customize to this particular job description. So that's kind of like the middle of the road. And then, you know, the full customization method where you have a custom GPT setup that is really well informed about your background, what it is that you want, and just has, you know, I love that we're a data audience here. It is just loaded with your data. So everything that you can give it about your career, about your personal interests, not all your personal interests, keep it professional, but any connections that you've had to particular industries, Everything that you can give it in the backend will help it give you fantastic customized results on the frontend, which is also something else that we can talk about. So, you know, people are a little bit salty, I think, nowadays that all these tools are out there. Honestly, they are out there regardless of whether we want them or not. So please be using them to your advantage.

Yeah, I think that's definitely going to segue into how people can utilize or best utilize these AI tools. I personally feel like most on the market aren't very good either. Every time I get some or I see a new list, I share them to my community. I say, hey, y'all, can y'all check it out? They're like, yeah, this isn't that great, blah, blah, blah. So, and there's so many, and honestly, many are just not very good. And I feel, as we can see, people really don't understand how empowering now ChatGPT really is, especially when you understand how to customize, you know, customize it with your own information. Um, that would be actually more effective than these tools and platforms that, you know, charge you money. And one thing that I realized too is like sometimes when you see people like use ChatGPT, when they use ChatGPT, you see them using the free version. So if you're using the free version every time you use ChatGPT, you're missing out on so much. Like you don't even know You don't even know ChatGPT yet. You don't even know what it really is yet. It's— I don't know, I don't know how to explain it, but it's like, it's just like, it's just like a small, small bite. That's not— that, that's not it. That's, that's not— that's really not it. So I know, you know, there's all sorts of subscriptions, but there are just certain subscriptions that I feel like we all should definitely invest in. Definitely one of the AI platforms, whether it's ChatGPT, if you want to use Claude, whatever it is, or Perplexity, definitely at least one. And I say Canva, but I think that's definitely something that you should definitely want to invest in, one of those AI ones. So when we say use ChatGPT and edit your resumes, et cetera, if you're using the free version, you're missing out. you haven't seen it yet. And I've seen we got some questions here about— actually one question. It goes into just how people— because when we say, we can say all these things, but people, they still have no idea where to start. Hey, I've heard of people using AI to get emails from hiring managers at the company they're applying to. To reach out. Is that something, is that something, Emily, you recommend to your clients?

I mean, that's definitely a strategy that you can pursue. Um, I think that there are always some things to consider when we're doing this. So number one, the higher up in the company the person is that you're contacting, the more emails that they get. Um, so if you're like emailing, cold emailing a VP at a large company, it's quite unlikely that they're going to respond to you. Um, if it's a smaller company, like a startup, absolutely go find their You know, they're trying to create an environment in which everyone can succeed because I know that if I have that chat with you today, two years down the road, you might remember that and I might want something from you. So there are definitely people that do that. However, like these higher level executives, a lot of times they just don't have the time for it. So if it is a larger company and you know you're going for the hiring manager, you might also consider just looking for somebody who has the job that you want. Like who's a person who is already data analyst at the company? I always tell people. Like have a look and see who has something in common with you. I think that we went over this the last time about the 3 C's, you know, commonality, compliment, and chat. See who, see who has something in common with you. Call out, you know, something that you find interesting about their profile and ask them very briefly for a 20-minute chat. Ask it and make it actionable and easy to say yes to. I think that type of resume has, has a higher response rate than, you know, going like I

also highly recommend to not even use AI for that stuff. I mean, just as like a business owner, the type of obviously automated ChatGPT-ish emails that I get from folks who like maybe scrape my email and want to sell me something is awful.

Yeah.

Just like all these, most of these AOTs are just awful. You might as well just Do it yourself.

Yeah. And like, honestly, when it comes to those direct messages, personalization is the name of the game. Like, if I see something and I think it's, it's just a bot, ignore, next.

Oh yeah, 100%.

All right, so let's get into— again, I think what most people— like I said, I think most people have no idea that they can actually customize GPT. And I feel like it's time to—

Yeah.

Remove, remove the curtain and, and really unveil one of the secret sauces when it comes down to AI. Once you guys learn how to just spend that $20 a month or whatever and customize your GPT, you're not going to need a bunch of these tools. You're going to realize, hold on, this is all that it is? Come on. So let's, let's get into that. Um,

let me see. Does it— did that work yet? Share my screen. Are

you trying to share your screen? Uh, I don't see anything. I don't see anything pop up on the bottom.

Oh. All right, can you see it?

Oh, that's a good one. I see people— yeah, let me add this to the stage. Say this really— I see people that don't review what ChatGPT provides and only copy and paste. Yeah, that's a big no-no. All right, that's a big no-no. ChatGPT will lead you astray.

Okay,

we'll lead you astray.

All right, so everybody can see the screen. Oh, there it is. Cool. Okay, so for everybody who's on here who's wondering like, oh, how do I build my own GPT? I hear too many people talk about this, right? So right here on Claude, this is one of the ways that you can— it's probably too easy that once you see this, you can be like, I don't even believe that people do this. And that's all it takes. So if you're watching the screen, I mean, that's that little sentence I wrote in. It's pretty simple. And if you can see what's happening right now, this is already building and developing what I'm going to copy paste to build a personalized GPT in the $20 a month ChatGPT version subscription. You can run through here on Claude. I can personalize it, help me fill out the template. I mean, if you're following along on there, you see 2 sides of the screen and it's giving me every single thing on what to do, what instructions to follow so that I can build my personalized GPT. It's, it's really not, not that tough, right? Well, I'll run through this gambit here on Claude to help build my personalized GPT. Then I come to ChatGPT, and right here where it says GPTs, click on that and, uh, create. So up in this area right here, we see this little button, that's the create section for you to create your own GPT. You could come in here in the create section, and then what will happen is everything that you want to tailor and do on your own— and granted, if you have never done one before, I encourage you to— you can play with it yourself, but if you really want to hone it in to be strong, then you're going to want to do a little bit of homework on how to do that, okay? But the process of doing it is not— it's not very challenging. I would copy, drag that model, bring it in here, put it in this preview side right here where this cursor is moving through, and run a test phase on the GPT. Now, when you're building your GPT, you can build it to where it's either personalized to you and you can share it, but there's certain levels of information that you put on there if you're creating one, um, that cannot be shared to the store which prevents others from using it if there's certain rules and regulations that you're not abiding by. And you won't really know until you try to build the GPT yourself. But go through Create, come here, and if you look to my left right here where my cursor is going, in the past when I started first on LinkedIn, um, and I wanted to grow and engage, I just wanted to mess around and try to build GPTs that I could utilize for myself to Let's just be honest, connecting and networking on LinkedIn sometimes can be the weirdest thing. Um, it can be so tough because really we make it tough. So I wanted speed. I wanted speed to be able to work through, cast a web as fast as I could and as wide as I could for professionals on LinkedIn. So I created these GPTs here about posting a repost for people when they get a job. If you see people when they repost themselves to LinkedIn and they're like, open a network, and it gives all these little things about them. For a while, I was going through and taking that repost and personalizing it for them instead of just saying repost, right? Sharing it. And it's just— it was a simple thing. If anything, what that did for me is that created the ability to open a conversation with that professional who I shared it for and then establish a new connection and build a new relationship because other people were not doing that. I went through and did one for a connection message. It's, oh my goodness, what do I tell this person? I don't know them from— I don't know them, I've never talked to them before, I don't even know what they do. This is where AI comes in and you can leverage it to be able to help you craft those messages and then you got to take it yourself and personalize it on your own. But lo and behold, right, these are just a couple that I did. Even this right here, listen, most organizations, they do not have a job description built. They are utilizing job descriptions that are 2 and 3 years old. Well, sometimes all I get are notes from a meeting, and then from those notes from the meeting and maybe some past hires that they've had, I utilize those things to be able to craft a new job description that can meet the requirements and expectations for what they're needing now in 2025, not what was needed when they hired this person 4 or 5 years ago. So this is just an example, right? Claude, too simple for me to go on there and tell it to help me build my GPT. ChatGPT, go to the create section from GPTs, it can help me create it. I can test it on my own. Run through it, refine it as best as possible. Like I said, if you don't know how to do it, connect with somebody who does, and that way they can help walk you through it and then filter it down to where it's very specific to you. And right here, if you see this— I don't want to open it because there's people's names in there, and you can see their names here on the side, so I don't need to open it up for you— but I'm not just blowing smoke up anybody's keister, okay? Like, I literally do this every day. I'm probably— I feel like me, Kedisha, and Emily, we're some of the, the biggest candidate advocates around. I don't need to keep this from anybody because if I'm doing it, others are doing it. When I do it though, if I see somebody who's not making the cut, I'm like, dude, your resume is just— it's a little outdated, man. If I send this version, we've had a great conversation. If I send this version To the hiring manager, they're gonna have more questions than answers. So what's your what's your take? Are you against us jumping on a on a call right now and visually walking through how to enhance your resume? Let's audit it together and see if this is exactly what you want to share with that hiring manager. I will cut and paste it to a Word doc. You refine it on your own, and then you send it back to me. And then when you bless it and give it to Hominis Dominus. That's the one we're going to send to the hiring manager because that's the one that can articulate you the best way to this person for this job opportunity. So hopefully get you an interview so that you can then turn your magic on in the conversation. It's not very challenging, like it's pretty simple when you utilize it, but this is only available when you do the $20 a month version. If you go through the free version of ChatGPT, you could probably do a few things, but you can't leverage it to the point to where the amount of data and information that it'll pour out will be utilized when you're trying to leverage the platform.

Pedro, you got a shout out. Pedro's advice on making GPTs is game-changing. I'm going to learn more advanced AI strategies for sure. Okay, okay. All right, all right.

Awesome. Do you want to have some more?

Yep.

Awesome. So let's see if I can share my screen now. And Pedro, I'm so glad that you, um, that you showed how that works, uh, because I'm actually not able, uh, okay, share screen, 2 monitors. Okay, I'm actually not able to share the process of how that works because I do have a lot of GPTs, custom GPTs for my clients. But what I can show you is after you reach the stage where Pedro got you to, so you click on the GPTs and then you create a new one. This is what your screen is going to look like. So, you know, you know, going a little bit high level, like the reason that I like ChatGPT in the, like in the resume writing process. So we're just like talking about resume writing right now. As opposed to like tools that are out there on the market is that with a custom GPT, you're able to load a lot of data into it. And this is what the advantage is over other tools out there. So if you have another tool that you're using, you feed it your resume, you know, you might be a little bit confused about what's going in this resume to start off with. So, you know, the data that you put in— Data Community, I love you guys— so the data that you put in might not align with your objective. So, you know, when I'm using ChatGPT, I can feed it data upon data upon data, piles and piles of data, and then I can give it the objective later, and then it can align me. So this is a very, very helpful tool to be able to do that. So what we're seeing here basically is on the left side, what, like, for the purpose of this conversation, I'll just call the backend, and then the preview on the right, so I'll call the frontend. And all you do basically, I'm in the configure. So you can start out here in the chat window because it's super, super easy to do from, from, from this perspective. And you can just say, hey, today I'd like to make a custom GPT to give you a lot of information about me as an employee and my work history so that you can help me create customized resumes and cover letters for my job search. Of course, there are a lot more things that it can do with your data. It can definitely help you write customized networking messages. It can also help you write, you know, update your LinkedIn profile. It can even help you prepare for an interview. So once you put all of your data into the backend, you use it to send out good resumes. You get that interview. You can literally just sit there and chat with it and you can tell it, hey, I want you to act as this hiring manager because maybe you know specifically who it is who's going to be, who's going to be interviewing you. What kind of questions do you think they'll ask me in the interview process? And a question that I like to ask it is what gaps do you see between my experience and the job description and kind of challenge me on those gaps so that I can work through that before I actually get into the interview process. So super, super powerful tool here. And what I would like to say is, you know, you start out just, you know, where if you have time, I would definitely 100% recommend doing a prompt engineering class if you have the ability to do so. I saw Maggie in here. I know that, that we're both involved in a prompt engineering Group right now. So thanks for joining us today, Maggie. But it'll definitely help you 10x, 20x, 100x your game when it comes to like getting this stuff set up right. So I'm going to tell it, okay, look, this is all the stuff I'm going to give you. I'm going to then here, if I click down on the plus button, I can add photos and files. You know, literally you can give it files, you can give it videos if you want, if you've got like— so I'm working with a person right now who ran his own company for 30 years and he's looking for a new role. So not only does he have a great resume, he has so much material about his— Hi, Maggie. About his company. So what was his brand strategy? You know, what kind of clients did he work with? What kind of initiatives did he take in the workplace? So I have all of that built into a GPT for him. And when, when I support him with his applications, you know, it's able to pick out very specifically from his strategy documents, including like PDFs that are not, you know, that aren't formatted in resume format. You know, things that'll be helpful towards very specific types of jobs, even like for different industries and stuff. So you could be uploading audio files, you can upload videos of yourself talking about your work, and it can use that. Yeah, to create resumes for you. You never would think so, but absolutely can. So do all that stuff over here. Add the photos, add the resume. You know, if you can copy and paste everything that you've got in your LinkedIn profile, even if it's not optimized yet, you can use this after you've gotten to this point to optimize it. And you can always be going back to refine. So that's in the create section. This is where you're just having that conversation and uploading stuff. But you can also do it a different way. You can go to the configure, the configure page where you can add stuff a little bit more directly if you don't want to have that conversational flow. So what is the GPT called? My Job Search Compass. A description, like this is going to help me find a new job. It can literally be as basic as that. Instructions. So then this is where we're going to tell it what it should be doing for us. Conversation starters. So if I add conversation starters in here, help me create a customized resume. Next one, help me prepare for an interview. And then when I have all these separate conversation starters, I can also give it a little bit more context in the chat window, in the create window, and I could say, okay, when, um, so when I'm having you create a customized resume, I can even upload a resume template. So this is what I do in my custom GPTs. I have a resume template and it also knows the parameters around like how long different things need to be because of like how it would fit into this certain template. So I tell it in the backend, so create a resume that has, you know, component A, B, C, D, E, and F, and make sure that when you create bullet points, you create them in the XYZ format, you know, as espoused by Google, for example. Make sure it's between 100 and 130 characters, for example, so it's not going out to 3 lines. You can really get that specific. You don't need to though. So for my purposes, I find that I'm doing this a lot. So I, if I'm using the same template, it's really, it's really helpful for me to be able to give it that those parameters. But you can also, you know, once it starts generating for you, you can open the resume that it's generated in the canvas, and you can edit it right inside the canvas. So there are like a ton, ton of different things that you can do with it. But I think the main message from me to you today is data community, use your data, put tons of data in here, and you will get golden nuggets out. That is the difference between using ChatGPT and getting something that is highly customized as opposed to using a generic tool that is out there on the market right now that doesn't have a lot of your own data. And you will be able— I mean, it will create something for you, but you will have to edit it heavily. I think someone had mentioned in the comments that it makes up a lot of stuff. That is absolutely right. If it doesn't have information about you, it'll just start making stuff up. And we try to avoid that and mitigate that by front-loading it with data here.

Yeah, every time I've used it to, to build off a resume, or especially the resume with submitting bullets, or, you know, how a person exceeds or meets the expectations or brings the solutions necessary for a particular role when I'm doing a submission to a hiring manager, um, I even have to think, validate where you found this in the resume, validate where you brought this from the notes that I entered into, uh, into this thread, and then, you know, regurgitate it back to me, put it on the screen so I can make sure that it's accurate enough. So when I send this information, I'm not putting material that my candidate is going to be asked a question about that does not relate to their skills or their experience, and it's just something you You input yourself because you felt like it would make it more impactful with the statement. So yes, you, you 100%— I agree with Emily, you got to go through and you have to audit everything it spits out because it's grabbing data from throughout the masses to try to give you exactly what you want. So is it 100% perfect? It's like 99.8%. So that little 0.02, That's, that's just your personal touch you put on there. And it is still a learning model. It's going to continue to learn for as much data as you put into it. Um, but it, it, the speed that it provides to be able to, to give you information or to help you, like, I mean, if I had to craft a resume for another role for a professional that I met today, and it's a, it's a, it's a different title and for a different company, And that hiring manager reaches out to us this evening and says they want to try to get people before the weekend. I don't want to have to tell this person, you need to go freaking— you need to go hire somebody to try to go look at your resume to try to figure it out. Go take, you know, the rest of the evening to try to tailor your resume over to this job description. No. Hey, check this out. Let's jump on a call real quick. Here's the job description. You're looking at it. Okay. I think this is what we need to do with your resume. That's just my recommendation. If you're against it, It's all you. However, I want you to take a look at it and you let me know what you want to do, and then let's go from there. And in the speed to be able to do that, I can literally do it in a 15-minute phone call by a few hours in the evening. And now I have the ability to then deliver a high-quality resume that is not anything different, just a couple of words that are shifted in another gear for that professional to another hiring manager. And it's not an all-nighter or a week or a couple-day process. It can happen almost instantaneously. The leverage of speed that happens when you use these models, in my opinion, is game-changing.

Yeah, I think efficiency is key and at the same time, this is not a copy-paste situation. Whatever it gives you, you are always reviewing that. Actually, Pedro, you said like 98% accuracy. I think that was very generous. Honestly, it depends on how well you prep it. If you give it nothing in the beginning, I mean, it's going to be closer to 30%, honestly. And if you give it some— if like if you give it amazing data to start out with, then you can get closer to that 98%.

92.

Okay. I think we're going to have to agree to disagree on that. But in order— oh, and this is actually a point I missed. So in order to kind of like, you know, mitigate those gaps, one thing that I like to work on with my clients is creating what I like to call a situation catalog. So, you know, when you're creating your resume, usually that's at the beginning of the application process. A lot of people do that and they start with themselves and they you know, they, you know, they put down on paper what they have. But I would really encourage you to maybe consider starting with the interview process. So right now, when it comes to interviewing, behavioral interview questions are all the rage. So I train very heavily, like on the Amazon interview process. And it is all— and you can find all this information on their website. So they're going to ask you a lot of situational interview questions. You know, tell me about a time when you did X, Y, and Z. And then you'll have to go and respond to those questions in a very structured format. So what you could do is go and even ask ChatGPT, can you please create 10 behavioral interview questions that would be good for me going into this type of role? And then once you have that list of 10 questions, you can literally dictate the answers into a Google Doc on your phone. It doesn't even have to formatted well, because one thing that GPTs are really good at is creating structure from chaos. So if you give it a ton of like unstructured data, it can parse that really well and give you like golden nuggets out. So spend like half an hour, go through those interview questions, you know, try and still, you know, do the same types of things that you would actually do in the interview situation. So in addition to having like, you know, that STAR format, which is situation, You describe the situation, task, action, and result. Um, also try and get some metrics in there because, you know, one thing that we're really lacking sometimes in our resumes is metrics. You know, what were our KPIs? What did we hit? Um, what was the bottom— what was the impact? Like, how did I impact the bottom line of my company? And then, um, the other— so that's STAR I. And then there's another strategy, STAR L, which is what you learned. So I took this, uh, this is the situation, the task, action, result, and this is what I learned from that situation. Um, so all of those things, like having that in the backend, you know, you'll get quite decent results. I, I'm still not sure 98% because we have to be like pretty, pretty efficient at like getting our data in there and knowing what it is. But I think over time, if you keep refining it, yes, you can achieve very high levels.

91. Next

topic.

But essentially, like, for those who have said, yeah, put stuff in ChatGPT and it's giving me nonsense, it's just made stuff up, these past 25 or so minutes is exactly what you should do to really mitigate that stuff. Like, your GPT should be personalized to you. If you've been using, like, say, if you've been using the free version, you've not had a subscription, you have no clue of the power of GPT or Claude or any of these tools. Oh, what— remember what you talked about, Emily, before we came on? Is AI going to replace analysts or whatever?

What do you think, Kedisha?

Nope, not at all. But I'm telling you, those who are— I know it's kind of probably overused at this point. Yeah, there's folks who know how to use AI smartly or intelligently, not just the first people who use AI. People who know how to use AI intelligently, because obviously, like, I've seen a lot of people use AI and they don't really use it that well. So, um, no, but if anyone has had any, you know, thoughts of like, oh my gosh, is AI gonna replace— because I've seen people say like, you know, I don't want to learn Tableau and stuff like that because it's going to get replaced or whatever. I'm like, what are you talking about? And these are from people who don't even have a job yet. So I know that, you know, No, I mean, well, you know, the hype stuff like that just, just really makes people think of just nonsensical stuff. Not that it's their fault, but it's like the AI hype is just, it's just ridiculous. And, and some folks really think that, oh, I don't want to be a data analyst because that's just, that's going to get replaced in like a couple years, man. There are some jokers saying that like 3 years ago. So don't believe that. Don't believe that nonsense.

Yeah. And they're still delivering pizza today, aren't they?

Yeah, they're the ones still delivering pizzas.

They are. But let me tell you, so I am very close friends with a senior executive AI transmission OG boss. And something that I've heard very consistently from him is not that, like, your job isn't going to be taken over by AI. But it's going to be taken over by people who know how to use AI. So if you're not doing it right now, you are on the out, my friend. Keep up with it. Keep riding the wave.

Oh, yeah.

Oh, yeah.

Oh, man. What was I going to say? Yeah, so definitely equip yourself with AI. Know how to use it intelligently. Oh, there was a quick question. Um, uh, quickly, 2-column resumes versus 1 column. You know, the 2-column resumes, some folks are— let me see if I can go back. Oh, oh wait, actually, well, maybe I saw 2. Um, oh, hold on, sorry, a more important question has just populated this. Oh, a more important question.

Okay,

what is that adorable animal in the pet? Listen, this—that is Machiato. He's extremely attached to me, so everywhere I go, he is there. So he is like always with me. That is Machiato. He is. Who are you? Oh, you are like I think nine months now. There's another void too. I have two black cats. She is. She's, uh, 13 now. I don't know, they say like boy cats are more attached, you know, the female cats, uh, she ignores me like 90% of the day unless there's food involved. But that is Macchiato. He's usually always here. Um, yeah, that is— that's— I'm sorry, I had— that's— that was the priority question.

Another great question from Maggie.

Um, yeah, I don't see— he's a self-care icon taking that nap. Listen, that's all he does.

Very important during the job search, guys.

Don't you have 2?

I do have 2. I told you the other one ignores me most of the day.

Oh,

I don't know what she's doing. Um, okay, I think that's it. Oh, hold on, we gotta, we gotta finish off. Okay, y'all, what, what do y'all wanna— what, what's— what topic do y'all wanna, you know, hear about next, right? What is it? Uh, what do y'all wanna hear? What, what's— listen, you guys got like— this is like office hours. Like, what do you want to know? You know, what should we talk about the next time? There's a slight delay, so I'm gonna wait. Post, post the topics in the chat. Yeah, so we can look over, but we want, we want to give the people what you want, but we gotta know what you want first. So

should we name some possible topics?

Maggie wants to talk about—

Maggie, what do you want to know? Don't say cats.

Crickets. Okay, Maggie.

Should I list some possible topics? Yeah, that would help jog people a little bit. I mean, the main topics that people come to me with, I mean, I think maybe for this crowd, it's pretty clear that they want to go into data analytics. So, oh man, how do I make a good resume? I don't know if you guys have already covered that without me. What needs to go into that could be a topic. How to rock the interview. Uh, what needs to go into LinkedIn on my LinkedIn account? Like, so these are all like kind of like aligning yourself with, um, with the job search. Um, oh man, how to do like salary negotiation.

Maggie says, could we discuss— yep, I see it. I hate LinkedIn.

Yeah,

there's a lot we could do. Okay. Yeah, David's not gonna let me live. All right. David keeps saying, don't forget my 2-page versus 1-page. Okay. Oh, it was 2-pagers, not 2-column. Okay. Yeah. 2-pagers, 1-page resume.

You wanna go first?

You go first.

You always do this. Okay,

I was talking too much. It's your turn.

Um, I have submitted resumes that are 4 pages. So when, in my opinion, depending upon what the role is, if the role is, uh, I mean, if we're talking about a a junior level data analyst, okay, early in the game, early in your career. If you have a 4-page resume as a junior data analyst, like a, you know, just you're starting out, then yeah, that's not a good idea for you because ain't no way you have all of that on there unless you're just trying to use it, utilize it as a master resume. Now the higher the responsibility of the position you're applying for It might require for you to explain more of your experience and the impact you've delivered throughout your career. And in those notions, when it's more than 2 pages, I have delivered those types of resumes to your— to hiring managers, and those candidates have been interviewed. So I don't, I don't think there's a— maybe there's a right and wrong answer, and I'm not getting, getting it out, but in my opinion The 1 or 2 pager is dependent on the role and the amount of responsibility necessary for the position. But if you got a lot of experience and you want to put that experience on there, um, I hope you're sending it in for a senior level role. Because if it's for one that's a, that's a junior level role and you got a 4 pager, um, yeah, that, that is not going to turn into a hiring manager. No. Oh, 2 pages for somebody who's, you know, barely starting out? Sure. I can dig that because you have your professional summary, you have core competencies, you might have some skills or some other things on there, and then you have your work experience. You may have projects you've completed and then your education at the bottom. That could usually take up 2 pages. Sure. Um, but that's me. What about you, Emily? What do you think?

Yeah, I think, I think that's fair. Um, you know, everybody has their own, their own kind of standards, so all hiring managers are different. And a lot of time— at times, like, hiring managers haven't, you know, gone through like a hiring manager education program, so they actually don't know what constitutes necessarily a good versus less good resume. Um, I think, you know, typically industry standard talking, like tech industry, is like 1 to 2 pages max. And I think if I were like— if I were working with, uh, which I'm doing, so when I work with, with senior level professionals, I really do try to get them to whittle it down 2 pages, even if they've got 20, 30 years of experience, because, um, I really want to be aligning. So what is it? What does this company want in particular? And let's just pick that out, basically cherry-picking information. And I, as a hiring manager, will assume that you haven't, you haven't fit your entire, um, life's work onto these 2 pages, and that's just kind of, you know, meat and potatoes for going into the interview. So I, I know that this is really very much like a curated glance at your work history. And when it comes to, you know, recruiters getting like— so I was like a corporate recruiter and, you know, Pedro, you're from an agency perspective. But, you know, I have like 10 seconds looking at that. So was I ever looking— was I looking at page 2? Maybe if I was scrolling down to see like the skills list. So I know that's probably on page 2. If you're on page 3, honestly, if you are applying for a BI role at Wayfair, next. Because entry-level BI data analyst role, I need to know, do you know these tools? Are you a people person? Can you communicate? And that's basically it. If you're giving me your life story or 100 million irrelevant things, you know, last week we— or last week or last time we chatted, we talked about giving them The Coke, right? So if it ain't the Coke, next, I'm going to the next restaurant.

Yeah.

Yeah.

I got Coke in my fridge just for that.

Keep it concise, guys.

Okay, last thing, because I knew I saw the 2-column thing, 2-column resume thing. Okay, here it was. It's like, I've seen various job seekers say they've gotten better success with a traditional resume format. As opposed with 2 columns splitting the page. They've suggested it may be due to ATS. Is that something you can speak to?

So I, I feel like I can speak to that. So like the one-column 2-pager versus the 2 columns on the one page, like, you know, your name and stuff over here and then your bullets on the other side. So, um, in addition to actual, uh, career coaching, I have done some reverse recruiting, which means that I take the, the, um, I take the profile of a person and I create the resume for them, and I go out there into the world and actually apply for the jobs like I am them on the internet. And so that means I've had a lot of interactions with different ETS systems, and I find that overall you will get a 99% success rate with one-column resumes. You will get a slightly lower success rate with 2-column resumes if they're one page, if they're labeled well. But what you will always get a low success rate with, much lower success rate with every single time, is resumes that include graphics and resumes that you build in Canva. Honestly, they look pretty, but honestly, like right now, we got to get it through the bots. You know, Pedro is going to toss that into his, his tool, his scanner. And if the scanner thing doesn't know what's going on there, next. You know,

just kidding, just kidding.

Keep it clean, guys. I mean, I recommend the one column. If you're doing a one-pager with 2 columns, if the columns are labeled well, that should also do the job.

I agree with you. Save the real nice colorful ones for, uh, for, uh, for a presentation. Yeah, presentation. Yeah.

All right. So some of you guys had some very specific questions about like technical stuff. What should data analysts know? Portfolios? Definitely check out my— I've done previous lives about that and I have YouTube videos on that stuff. Please check out my YouTube channel. I got some good stuff that's like 7 minutes. I got a whole 60-minute roadmap for career changers to become a data analyst. Highly, highly, highly, highly, highly suggest you watch that stuff. Um, but all those, all those questions can be answered. I even have a free, uh, portfolio, you know, live session where you— I teach you how to even create one. So all that stuff can be in there. Uh, but we have some good ideas for our— for the, um, the next, uh, live. Um, it looks like folks really like AI stuff. You know, they want to, they want to know how to use AI to, uh, post, um, and all that stuff. And, you know, we might need to do a part 2 of the resume roast, looks like, because we got a lot of resume questions. We might need to do a part 2. Yeah, we're going to do a part 2.

Yeah.

All right, Maggie says she wants to learn how to do LinkedIn with AI.

Is that— do we want to do that next time? Do we want to show folks how to make posts, good posts with LinkedIn?

Yeah, sure. Yeah, you can do that. Um, I love the— who's this one? The portfolios. Any more tools besides these 2? Like, there's a lot of stuff in there, but

yeah,

I agree with you. There's, there's a lot to, to cover and to go over. Like, this is just a This is barely like a glimpse of what these, these programs can do. Um,

yeah,

just a glimpse. Oh, okay. I

don't know, maybe, maybe getting a little bit more in the weeds with some specific, uh, specific purposes. I don't know, for your GPT, honestly, like the other, the other tools that are out there, like, it just— I don't feel like I want to promote them right now because I don't think I don't think they give you a lot of— I don't like— they don't give you a lot of efficiency.

So to make my LinkedIn more automated, that would be awesome.

LinkedIn with AI. Okay, is this what— is this it?

All right, I guess. All right, all right. LinkedIn, how to use AI to supercharge your LinkedIn, I guess, or how to use AI to, I guess, land more interviews. Okay, well, good. We'll do AI next time. LinkedIn and AI. All

right, AI for the win.

LinkedIn plus AI. Um, okay, alrighty. Um, all right, so before we go, uh, y'all, so if folks want to, you know, get to get to know more of you guys, how can they get in touch?

Oh right, do you have those QRs, by the way?

Oh yeah, hold on, hold on.

Um, so I am mostly on LinkedIn, so if you guys are, um, You know, if you're wanting to work with a career coach who can help you with strategy, process alignment, Maggie, I'm sorry, you're hilarious, and accountability, then you know hit me up. Let's have a chat and see if there's something that we can do. If if we can work together on that. Otherwise, I am hosting Interview Tuesday. So if you find that you are in a situation where you're starting to have some interviews. Every Tuesday I hold a group session, um, where anybody can come and join, literally from any background, and we just go through like the basic, um, the basic principles of, of interviewing and, uh, give you some strategies for how to structure answers for different types of questions.

I want to attend it.

I know you said that last time. I haven't seen you in my group.

I've been slipping. I'm sorry.

So here's my QR. Um, I think this is a link to my, uh, my chat page. Otherwise, feel free to find me on LinkedIn. I am connected on, um, on the, the live session, the LinkedIn Live thingy. Just click on me. Also, I think I'm the only person in the world with this name, so if you search for me, you should be able to find me. Send me a connection request. I'm happy to be in touch.

Oh wow, this thing's still going. Hey, connect with me on LinkedIn too, but I got something very funny Emily, oh my goodness. Somebody sent me an email to my, to my work email. I thought it was you. And I was like, they said, this is how for the tech recruiter, do you know, it was like some, it was a nice email. It was pretty cute, right? I thought it was you. And I was like, hey, you had me at hello. I've been getting email blasted from this person who's Emily, but not Emily, you.

Oh, that's weird. There are a lot of us out there.

I didn't, uh, I didn't pay attention to the last name. Sorry about that.

Okay, no worries.

That's my fault. But, um, yeah, look, if you wanna, you wanna laugh and good conversation, and Maggie, if you want some, you want some game and some gems on, uh, the LinkedIn, we can connect. But you're gonna have to wait till the next call so that everybody can get the same juice at the same time. So, um, yeah, connect with me on LinkedIn. And, uh, I'm probably the worst because I'm an advocate. I want everybody to win. So Everything that we can do to help you, Joe, I will do it. Um, just don't tell nobody else, okay? Because then they'll be like, what the hell, he's trying to help you do that? Crazy. But thank you all for being here. Uh, Kedisha, so glad that you put these things together. And Emily, every time I talk to you, I just want to go have a Coke because I might have to have one after.

Yeah, thank you so much, Kedisha, and Pedro too.

Yep, we will leave with this: LinkedIn is giving MySpace top 8.

It feels icky to me.

All right, hope y'all have a great day. We'll see y'all next time.

Bye guys, thanks.

Bye.