March 22, 2025 • 60 mins
Kimber and Kim share powerful job search resources designed specifically for veterans and military spouses, with a focus on remote opportunities and verified job listings. They present platforms containing millions of legitimate job postings, training resources, and networking opportunities tailored to the unique needs of the military community.
• VertForce connects military spouses and veterans with remote job opportunities through their boutique sourcing firm
• CBS Health is actively recruiting for clinical backgrounds with remote positions and hosting an upcoming event
• Tax boot camp opportunity through Intuit offers a path to becoming an enrolled agent earning $75-110k annually
• National Labor Exchange provides access to 3 million verified job listings from federal agencies, 1,100+ employers, and local career centers
• Platform allows filtering by MOS, veteran-friendly employers, and specific companies without requiring account creation
• Free Coursera account offers 12,000 courses and 27 certificate programs including Google, IBM, and Meta certifications
• Hilton Honors program provides hotel stays for veterans with confirmed job interviews
Sign up at jobsvertforceus to explore remote opportunities, create an account on the National Labor Exchange, and visit career centers for personalized veteran employment services.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:23):
veterans and spouses, and record me in progress right
now, and then we'll kick it off.
All right, okay?
Speaker 2 (00:32):
Okay, I appreciate it All right.
First, on up to bat, you canburn her awesome services and so
spotlights all yours.
Speaker 3 (00:43):
Hello, hello, happy Saturday everybody.
It's nice to see you and someof you see you again.
My husband got called into work.
We're still active duty as well, if some of you are.
So thanks, I have a little onehere and she says hi.
Speaker 1 (01:02):
Hi little Kimber.
Speaker 3 (01:06):
She's getting to watch a show that she's really
not supposed to, so that I cantalk to you.
My name is Kimber, active dutyspouse.
I've been building jobs andresources for military spouses
specifically for the past sevenyears, but we also serve
veterans and Jay is a closefriend and we like to kind of
(01:27):
think of or I like to think ofour organizations as like
brother and sister organizations.
So at VertForce, which is whereI would love for you all to go
create an account this is wherewe have I'm trying to put this
into the ah okay, meeting noteshere You're welcome to create an
account here.
(01:48):
This is where we advertiseopenings that we are currently
sourcing.
We are a boutique sourcing firm, so we get new jobs every week,
but they're very dialed in andthey're very specific.
We emphasize partnerships withemployers that are looking for
people who want to work remotely, so this could be for you, this
(02:09):
could be for your spouse.
We work with veteran spousesand active duty spouses.
Right now, as in March, we havea lot of really good
opportunities for people who arereturning to the workforce, a
lot of entry-level opportunitiesthat will open you up to full,
lengthy careers.
We also have one position rightnow that's paying over six
(02:32):
figures, I think, 110 plus inTampa, florida.
For the right person.
You must have a special forcesbackground and a top secret
clearance to qualify for that.
But if that sounds like youspecial forces, top secret
clearance and you're interestedin working in Tampa, let me know
.
I would love to screen you forthe role.
(02:55):
I do want to get to know all ofyou because I am a recruiter, so
a lot of what I do is buildingconnections, building
relationships, so I would loveto invite you to come and
introduce yourself to me onLinkedIn.
This is a post much like theAct Now post.
I hope that at some point weall talk about sharing who you
(03:15):
are and your background.
On the Act Now post, we'redoing something similar in our
sphere of influence.
When you comment on this,everybody who is friends with me
and I've 10,000 plus people whoare there and a lot are looking
for candidates will see you.
So I want you to go give meyour best elevator pitch in my
social Saturday post, and thenwhat I would love for you to do
(03:38):
on top of that is send me a DMwith your resume, tell me a
little bit about what you'relooking for.
I will definitely respond and Iwill definitely review your
resume.
If I've got something for youor I know somebody who could use
you, I will point you in theirdirection.
Okay, so thank you all so much.
That's three, and then I'm goingto talk about some jobs, but
(03:59):
that's three active steps.
Please go make an account withus so that you can see what
we're currently recruiting forand you can keep an eye on
things as they pop through weekto week.
Please go drop your bestelevator pitch digital elevator
pitch in my social Saturday andplease send me a DM on LinkedIn
with your resume.
(04:19):
That will help me get to knowyou and help you get to know me.
Now, what I do want to talkabout are the opportunities that
are actively open.
So if this is for you, awesome.
If it's not for you, but youknow someone who it could be a
fit for, share the love you know, tell them about us.
We would love to meet them.
You can introduce us.
Here she comes.
(04:40):
Hang on, you need help.
The first one that I have comingup is next week we're doing a
recruiting event with CBS Health.
So at CBS Health, we'recurrently looking for anyone
with a clinical background.
Honey, honey, go sit down.
We're currently looking foranyone who has clinical
experience you could have, youknow, done med work in the
(05:02):
service or you could be tryingto transition into that or who
has interest in working for CBSHealth Aetna in a remote
capacity to attend our event.
So if you want to attend thatevent, it's next Thursday at 1
pm.
It's going to be amazing.
You're going to learn about theculture at CBS.
(05:24):
You're going to learn about theopen requisitions that they
have.
They currently are sourcingseveral remote RNs, but they're
also opening up to non-clinicaland, if you think about it, cbs
is typically within a five mileradius of every military base,
so it's a really strong fit forthe military community.
To find out how to attend that,just go to jobsvertforceus,
(05:49):
which was the first link that Idropped, and after you sign in,
click events and you'll see iton our event menu and you can
RSVP from there.
Last week we did kick off asimilar circumstance which was
helping military spouses,military spouse veterans and
veterans get hired in remotepositions at Intuit Intuit, just
(06:14):
you know, a PSA for all of you.
A lot of people try to go getbookkeeping and accounting
positions at Intuit, but they'renot hiring in that area.
Right now, the best opportunityis tax.
So what we are doing is a90-day tax boot camp.
It's guided by my employees andlast quarter we had 50
(06:34):
graduates and 20 were hiredwithin the first 90 days post
boot camp.
This is fully remote, it issuper entry level and it's
seasonal.
But the point of offering thisto you now is if you see
yourself in a career that'sconsistently remote, something
where you never have to go tothe office, this is a very good
(06:55):
starting point because theypromote from within and they
give you the training that youneed to scale up.
So after this entry levelposition is an intermediate
position and after theintermediate position is what we
call the enrolled agent, theywill actually pay for your
course to become an enrolledagent.
It's the equivalent of acertified public accountant, but
(07:16):
it is like a federal levelcertification and license and
with that role you're going tomake between 75 to 110,000 a
year, between $75,000 to$110,000 a year.
So again, this is how I get youin the door is getting you boot
camp, trained and you know inlearning how to do taxes, and
then we progress you from thereto try to scale up to becoming a
(07:38):
certified federal enrolledagent with the IRS.
So, yeah, that's available toyou.
If you want to, um, learn aboutthat, you can message me on
LinkedIn and I'll send you thereplay, um, or you could go
check out our YouTube channel.
It's on the replay there too.
But, um, I can certainly helpyou.
It is not too late to RSVP.
(07:59):
Not, I'm sorry.
It's not too late to registerfor bootcamp.
It is just kicking off.
So we're just at the verybeginning.
Bootcamp requires 40 hours ofyour time 40 hours of your time.
Then you graduate and you areeligible to apply with no prior
experience.
So I'm seeing some peopledropping clinical stuff in the
(08:23):
chat.
I would really love to talkwith you, so please reach out to
me, dara.
Next thing is we have a lot ofreally great opportunities with
Travelers, insurance that are indifferent organizations within
their companies.
So if you'd like for us todirect you or refer you there as
a potential candidate, eitherfor IT or for anything else,
please let me know.
(08:43):
And I am actively looking for afew internal hires, my internal
hires.
I'm looking for IT.
I'm looking for entry-level IT,part-time, remote, dynamic
personality.
So this is around $19, $20 anhour.
It's great if you'retransitioning or looking for
(09:04):
something to kind of break intothis specific space at a slow
pace.
It's about probably 25 to 30hours a week.
I will tell you, it willquickly grow, you will quickly
be at full time, you willquickly be getting pay increases
.
This is a huge opportunity to bewith a growing company, either
(09:25):
long term or until you are readyto make your next step.
And then we're also sourcingfor an IT project coordinator.
This is for someone who alreadyhas some IT experience, some
work experience in IT.
It pays up to $32 an hour rightnow and it is going to be a
contract to hire.
So that's coming in as acontractor, as a 1099 contractor
(09:48):
, for about 30 or 60 days, um,and then moving to full-time I'm
sorry, moving to a full-timeteam member.
It is likely going to be closeto 35 hours a week, as is All
right.
Um, we're also doing a inter,like a, a I want to call it an
(10:09):
internship program.
We are taking on individualswho want to learn how to work
remotely and how to um conductgrowth marketing.
We're doing a 12 week program.
So if anyone's interested inthat, that's very much just a
couple of hours a week, goingthrough some basic skills and
exercise to help you developthose.
We have some medical managementroles at $21 to $23 an hour on
(10:34):
our board right now, and I thinkthat's about all I will cover
with you.
So to recap in a nutshell CVSis next week.
We invite you to join us.
You can RSVP by going to ourjob board, jobsvertforceus,
clicking on events, and then youwill see the CVS health event
(11:00):
scheduled for March 27th.
Same thing there with theTurboTax boot camp.
If you want to do a career,pivot and explore that you are
welcome to, and our Tampaposition, which is a six figure
(11:30):
executive role for someone witha special forces background, and
that's it.
Speaker 2 (11:36):
I'll talk to you guys on LinkedIn.
Thank you, Thank you, kimberly.
So real quick, if you guys anyof you guys get jobs, please hit
us back.
Let us know.
We would love to know you knowyour guys' journey and status.
Let us know.
We would love to know you knowyour guys's journey and status.
Like I said, it's we are acommunity of sharing and we want
people to know that there'sopportunities and hope out there
.
Um, one thing I got for you,kimber, and this reason I jumped
on uh, so that program that youhave 12 weeks.
(11:59):
Um, I would like to talk to youabout that because there might
be a way to make it paid.
And so, and for those who don'tknow, hoh has a program that
they will pay you for 12 weeks.
It just has to be related toyou learning a skillset or a job
(12:20):
opportunity, and so we have-Are you talking about
Skillbridge?
Speaker 3 (12:24):
No, no, no, no.
Speaker 2 (12:24):
This is like a.
It's a fellowship program, it'sa paid program.
The thing is they don't do thetraining, they only provide the
funding.
So if your program is approvedfor, you know, learning remote
roles for 12 weeks, it could bepaid for by HOH and they can now
get a career for it.
There we go, shout out to Lisathere you go.
Speaker 3 (12:46):
Love that.
Thank you.
Speaker 2 (12:47):
Absolutely.
Speaker 3 (12:48):
Thank you.
Speaker 2 (12:49):
Yeah, that's what we do.
We don't gatekeep.
We share information.
We try to help each otherbecause you know it's going to
help you guys at the end.
Speaker 3 (12:56):
Awesome, thank you.
Speaker 2 (12:57):
Absolutely All right.
Thank you, kimber.
Kimber's awesome.
Make sure you keep her in theloop and make sure you tag or
connect with her on linkedin soyou can grow out your your
network as well.
There's a lot of opportunitiesout there and, like I said, we
just want to help people win andwe want to be part of that
journey.
Um, and just know, like I said,from our standpoint, this is
(13:18):
not something that you know.
Act now.
Education makes money off ofanything.
We bring opportunities to you,um, with no strings attached.
It's just.
We just want to be able to helpthe community.
So, the next person that wehave on deck I'm really excited
about this because I'm going toshow you where to find 3 million
jobs, and Kim is an awesome,awesome partner.
(13:42):
She actually was part of withus to our first hiring fair that
we did in Vegasgas and she cameout to support kim.
Are you on the line?
I am there you go, okay awesomeI'm here let me get you up here,
all right.
So, kim, thank you for joining.
(14:06):
This is a pleasure to have you.
And, yeah, if you could talk alittle bit about, you know,
national Labor Exchange, alittle bit about yourself and
how we support people.
Speaker 4 (14:17):
Thank you for having me, Jay.
Am I going to be able to sharemy screen?
Speaker 2 (14:20):
Yes, you can, absolutely, Anwar, you can grab
that.
Speaker 1 (14:25):
Go ahead.
Speaker 2 (14:26):
You have it.
Speaker 4 (14:33):
You can share your screen, okay.
So, and y'all listen, don'tlaugh at me, because I'm I'm a
team's girl, I don't do zoomlike this, so where, where am I
going to be able to do that?
Speaker 2 (14:40):
so at the bottom of your screen there should be a
button right next to the handraised that says share.
It's a green button arrow up uparrow okay, y'all see, just ask
for help.
Speaker 4 (14:52):
That's all we gotta do.
That's what we're here for,right?
Okay, can y'all see me?
Can you see my screen?
Speaker 2 (15:00):
um, yeah, so you have to click on.
Yeah, it looks like you'reshowing your bank documents.
Uh, for your, just just jokingjust joking.
Speaker 1 (15:11):
You're showing the right thing you're showing the
right thing.
Speaker 2 (15:15):
We see uh the the website perfect, okay.
Speaker 4 (15:19):
So before I get into this, I heard I got some
shipmates on this call somewhere.
So if you are a navy veteran um, active duty navy show yourself
.
Please put something in thechat.
I just want to be able toconnect with you.
I'm a 10 year Navy veteran,been out for so many years Y'all
won't even share the number butI've been a civilian many more
(15:40):
years than I was in the Navy and, like many of y'all, have
transitioned, pivoted here andthere.
It's wild and crazy out here,but, unlike you all, you have
much more resources than I had,with Jay and wonderful people
(16:00):
like Kimber and organizationslike mine that I'm going to
share with you here in a fewminutes so that you don't have
to experience the same pitfallsthat I experienced and Kimber
shout out to you.
I love seeing another chicknamed Kim, something or another
in this space, but, jay, thankyou for having me.
So I'm going to show you aresource that I feel like you
(16:22):
need to bookmark and you need tobe checking frequently.
Okay, so the organization that Iwork for is called National, is
called Direct EmployersAssociation.
We are an association ofemployers Started back in 2001.
And our CEO, our first CEO, wasBill Warren the late Bill
(16:46):
Warren and many of you knowMonstercom Well.
He was the former CEO ofMonstercom.
So at one point in time heswitched over.
He had a different vision forhow things should happen in this
space.
He got together with 13employers and started our
organization, and now that'sblown up to almost 1,100
(17:07):
employers in our association.
So these are employers that byand large have a national
footprint.
They are Fortune 500, fortune2000 companies.
95% of them are federalcontractors.
But we help them in my team witha lot of different things
because we're in the partnershipside.
So we try to identifyorganizations that are helping
(17:32):
job seekers get prepared so wecan help connect them with our
employers.
That's one of the reasons Jayand I are partnering, because we
share some of the same effort.
But another thing that we do iswe partner with an organization
called the National Associationof State Workforce Agencies, or
NASWA.
(17:52):
Between our two organizationswe created this platform that
I'm going to show you.
So, like I said, between thetwo of us, we have a 10 year
partnership Between the two ofus.
We created and we maintain thisplatform.
It's the only platform of itskind, it's the only labor
(18:14):
exchange of its kind and, as Jaysaid, there's like 3 million
jobs in here on any given day.
Okay, and the jobs can betrusted.
Jay, did you want to saysomething?
Speaker 2 (18:26):
Yeah, I did, I did.
I want to say one thing Forthose who are not tracking with
NASWA right, naswa is an awesomeorganization that they're
partnered with.
But for those who are lookingfor, you know, if you're
transitioning or your militaryspouse looking for a job
opportunity, they're the onesthat provide the free hotel stay
at Hilton.
They have the Hilton program,which gives you 100,000 points
(18:47):
which allows you to set up asfor interviews is for you know a
job.
When you're going to do yourinterviews or you're going to to
speak to a potential employer,they will set you up so that you
can get a hundred thousandpoints so you can stay there at
no cost.
The only thing you have toworry about is your travel to
and from, but they'll pay forthe hotel.
(19:08):
They'll cover the hotel costs.
So just something to keep inmind.
I could talk about later onoffline, if you guys want, but
yeah.
Speaker 4 (19:15):
Yep, and that is called the Hilton Honors Program
, and not every state has apartnership with NASWA to be
able to do that.
So you have to check with yourstate, check with your state.
But what they bring to therelationship is that they have
relationships with all thestates all the states jobs for
veteran state grant programs.
(19:37):
So it doesn't matter what statey'all are in or territory Y'all
can be in Puerto Rico, usVirgin Islands it applies to you
.
You have a local career centerthere where you can go and get
assistance at no cost to you,and NASWA partners very close
with them and provides advocacy,so on and so forth.
(19:57):
So to our partnership theybring that relationship and my
organization brings a tech side.
So any given day there's 3million jobs in here and there's
only three ways that jobs canget into this platform because
we really want to maintain theintegrity of it and make sure
that they are legit jobs, nobogus jobs, no scam jobs,
(20:20):
because y'all know you go tosome of these sites and a job
has been on there for six monthsopen, right.
You don't know if they'reharvesting information.
You don't know if months open,right, you don't know if they're
harvesting information.
You don't know the job is legit.
You don't you know anythingabout that job, but because we
know where these jobs are comingfrom, we have confidence in
these jobs.
So the only way that jobs canget in here is by three
(20:42):
different, three different ways.
All of the different federalbranches, their jobs are in here
.
Okay, so you can.
You can find it.
Of course it's going to forwardyou back to that, you know the
usagov to complete anapplication, but you'll be able
to look at those jobs throughhere.
All of our 1100 employers, allof their jobs will be in here
(21:08):
and all of the local jobs thatevery American job center holds
locally in their job bank.
Those jobs get fed back up tothis platform for national
exposure.
Speaker 2 (21:20):
So I'm going to show you which you won't see on other
platforms.
You won't see this on other.
That's the key thing.
You won't see this on Indeed orLinkedIn.
Some of these jobs are not onthere.
Speaker 4 (21:29):
Yep, and it's refreshed every day.
There's a kill and fill every24 hours, so you're not going to
see stale jobs on here thathave just been sitting here.
But I want to show you how easyit is for you to use.
You don't have to create apassword, log on, give a little
bit of blood, you ain't got todo all that stuff right, Super
(21:55):
easy.
So I'm going to show you.
Before we do that, I want toshow you the interactive map.
I know that many of you arecasting your net wide.
You may be looking for jobs inyour home of record.
You may be looking for jobs ina previous state that you were
stationed.
You may be looking at you knowwere stationed.
You may be looking at you knowthe big three, you know
veteran-friendly states.
We always hear Texas, Florida.
(22:17):
You can easily do that throughthis interactive map because you
can click on it and you'regoing to get veteran resources.
Okay, so you'll get stuff forthe JVSU program, so on and so
forth.
Just by doing that.
Hold on this bar, See how thisone I don't like Zoom, Okay,
(22:38):
Just by doing that.
But to search a job, I'm goingto show you how easy it is.
Let's say you want to be anadministrative assistant, you
put in administrative assistant,Then you put in your city and
(22:58):
I'm here in Florida, and thenyou hit filter and just those
clicks, without me creatingaccount, logging on, doing
anything crazy.
I get a whole list of jobsright in Miami that fit that job
description or job title rather.
But also I can come over hereand I can filter by MOS.
(23:24):
I can filter by alternatetitles, because maybe it's not
called an administrativeassistant, Maybe it's an AP
specialist or something similar.
I can filter by city and state.
(23:45):
I can filter by Higher VetMedallion Award recipients.
So the Higher Vet MedallionAward is the only federal award
of its kind that employers canreceive if they meet certain
criteria, which deems them to beveteran-friendly.
So that's a really good way toknow that you're going to an
(24:07):
organization that's going tosupport veterans.
So you can filter that way andyou also can filter by company.
So maybe you know out of thisnumber here, maybe I've long
wanted to work for Deloitte.
Then I know I can just click onDeloitte and it narrows my
(24:29):
search down to 54 opportunities.
Now it gave me this list ofoptions because of what I
initially did, but you can comein here and click around
differently and you'll getdifferent options.
(24:50):
You'll get let me see I'mmissing the L in skill bridge.
(25:15):
Huh, what'd you say, jay?
Speaker 2 (25:19):
You're missing the L in skill bridge.
Speaker 4 (25:21):
Oh, that's why.
Okay, thanks, okay.
So if you put Skillbridge there, you'll find the different
opportunities all across the US.
So play around with it.
You can't do any wrong.
Like I said, you don't have tocreate an account or do anything
crazy.
It's very user friendly.
(25:43):
Remember I talked a little bitabout the HireVet Medallion
Award Program.
Remember I talked a little bitabout the HireVet Medallion
Award Program.
There's a link right here whereyou can click into this and you
can download a list of all theemployers that have received the
award, so that maybe you canfocus your employment search on
just those employers.
(26:03):
No surprise here Many of themare in the DC DMV area because a
lot of them are federalcontractors, so a lot of them
are kind of focused here.
But you can click into yourstate and find those employers
that meet that criteria.
But that's pretty much it.
(26:24):
We also have a virtual platform, which is a microsite.
It's very similar to the pageyou just saw, which was the
Veterans NLX.
You can see it looks verysimilar.
The only difference here isyou're not going to see some of
the filter options that you didwith the Veteran one, such as
(26:46):
filtering by MOS, and all of thejobs here are remote or virtual
, so that's specifically whatyou're looking for.
This is the URL that you'regoing to want to search through,
and that is it.
Any questions?
Speaker 2 (27:07):
Yeah, feel free to come off mute.
If you guys have any questions,let us know Is this information
helpful.
Speaker 3 (27:13):
Was that virtual one at a different URL?
Speaker 4 (27:17):
Yes, I'll drop it in the chat.
Okay, yeah, let me see, I'lldrop both of them in the chat.
Speaker 2 (27:28):
Awesome, I do want to say one thing before we get
into the Q&A, just so you guyshave a better understanding of
some of the resources here,right?
So with Kim, right, and so,working with Kim to kind of make
sure that we get theinformation out to you, we
(27:49):
wanted to be able to provide youopportunities.
That's why we have Kimberonline, that's why we have Kim.
Like any resource that we canput forward your way, we want to
be able to share that, right,and so this is our career
compass website.
That's our platform, right, andthen, like, you have your job
tracker and stuff in here andyou'll see a lot more details
about what it is that we have inhere.
So, like, oh, let me skip this.
(28:10):
It's actually going to gothrough the whole process of
trying to get me to addsomething because I don't have
anything in here, but skip, all,right, so you could put your
your applied jobs interviewing,offering rejecting like this
will help you keep you know totabs on what you're doing.
You build your resume.
You build your resume specificto jobs, right, so you can find
(28:30):
it on linkedin or indeed, or youknow, kimber site.
Put it in here and it'll writeyour resume with ai to that role
and it'll help you understandwhat the differential between,
the differentiator between whatyou have and the skill sets that
you need for the job.
You can also use this for yourcontacts right to be able to
build out the contacts.
Enough about that.
There's a lot more stuff thatI'll cover down on this, but if
(28:50):
you come here into jobs right,once you guys look at this
number, once it loads, it'staking some three million jobs.
We took Kim's platform thatplatform and put all those jobs
on here, and so now you canapply to any one of these jobs
(29:12):
and have your resume written toany one of these jobs and have a
better likelihood of findingopportunities right Now.
You can't tell us this is asmuch as we could do.
You can't tell us there's not areason for you to be successful
in this aspect.
Right, and that's also in theclue like, whatever you want to
type in here, it's allsearchable.
We work with the team to makesure on the back end that when
(29:33):
you search for a job, dependingon location and what it is that
you're looking for, it's thereThree million jobs.
Right, have at it, feel free.
The other aspect that we havein here is all the resources
that we share, and so not onlydo you have that now, you have a
platform with a bunch ofresources that you can utilize.
(29:55):
So if you're trying to getcertifications and things like
that, you want to be able toknock out free opportunities,
it's in here.
But let's say, for some reasonthis job board doesn't work for
you, or the opportunities inhere don't work for you.
If you come down to where itsays job boards, that
information is in here, right,these are all the other job
boards out there that dosomething similar.
So to include three million,you have now this.
(30:15):
And then if you're looking forvirtual, obviously you have vert
force and you have um neighborlabor exchange right, so you
have national labor exchange.
So you have two choices tochoose from and like to be able
to help you.
So make sure that if you havethe skills required, you have
the background, you're trying toreally make things happen for
you.
You touch base with theseorganizations because they are
here to help you, specificallyto change your career, to change
(30:37):
your trajectory, to providefood for your family, and that's
the reason why, like, weoperate the way we do, because
we want you to be able to takeadvantage of that.
Overseas jobs there's some fromsome for overseas.
We gotta add more to there.
But whatever it is that you'relooking for, all these different
resources, over a thousanddifferent resources in here.
But, like I said you thisplatform.
When we tell people to get onthis platform, make sure you
(30:59):
take advantage of it, becauseeverything is is curated so that
you can be successful.
And so if someone hit me up andsay I need a job and they're
not on this platform, guess what?
I'm going to tell them Get onthe platform so that you can do
that.
All right, please feel free toask Kim a question.
No questions Corey.
(31:29):
No questions Anthony.
No questions Dar questions.
Anthony.
No questions.
Darrell.
You look like you got aquestion.
You got the thinking come on,darrell.
Speaker 8 (31:37):
Hey Kim, how you doing?
I'll jump in hi.
Jennifer.
Okay, how you doing?
Kim, sorry, whoever that was, Ibeat you to it.
Yeah, so I'm just kind ofnavigating through the different
states here and I noticed thatyou know you had used Texas as
your like preliminary examplehere.
But so I'm just kind ofnavigating through the different
states here and I noticed thatyou know you had used Texas as
your like preliminary examplehere.
But so I'm in California and soI'm looking at California here
and so, like each state kind ofhas a different protocol for how
(32:01):
these jobs are listed.
Is that, I'm assuming, becausethere's some kind of state
requirement or statute in thatregard?
Speaker 4 (32:11):
requirement or statute in that regard.
States do have different lawson how jobs need to be presented
if they need to disclose salaryand so on and so forth.
But other than that, the waythe jobs are presented should be
very similar.
Okay, because I'm looking.
Speaker 8 (32:21):
If I go to the under California, nothing's actually
listed under your organization,the National Labor, but it's
actually under CalJobs.
So I just want to make surethat there's not some additional
category that would include thejobs listed under y'all.
Speaker 4 (32:38):
Gotcha.
Speaker 8 (32:39):
All of your CalJobs.
Speaker 4 (32:40):
Good question, actually.
So you went through theinteractive map, correct?
Okay?
So you remember I said NASWApartners with all the different
JVSG programs in all of thestates.
Caljobs that would be one ofthose programs.
So those are centers that youcan go to and you can get
(33:00):
assistance from other veterans.
My background is in that.
Matter of fact, that's where Iworked before I came over here,
where I worked before I cameover here.
So at every American Job Centerand this is for all y'all on
here, we call them American JobCenters or you could Google
Career Center they have aprogram there where they hire
veterans to provide services toother veterans at no cost
(33:25):
employment services.
So you can go there.
You can get resume writing,resume workshops, mock
interviewing, all that jazz.
But they also have somebodythere called a local veteran
employment representative.
Their whole job is to provideadvocacy and job development for
veterans.
So as long as you qualify as aveteran, you know you have the
(33:49):
right discharge and you've had180 days served.
Unless that's changed, you're aveteran in their eyes.
They will advocate for you,shop your resume around and do
job developing and, like I said,just go to your nearest one.
So that's where CalJobs comes in.
All of them have their own jobbank, right, so you can register
(34:15):
for their job bank and searchfor jobs.
But you have to create anaccount, you have to register.
Yeah, yeah, yeah, yeah.
But I'll tell you all of theirjobs, because of the partnership
with us, those jobspredominantly come from the
National Labor Exchange.
Those jobs predominantly comefrom the national labor exchange
.
That's where they come from.
But they also can bring inlocal jobs.
You know they have localrelationships with employers and
(34:37):
they'll put in their own jobs,but predominantly the jobs at
any of your american job centersin their job bank are coming
from the national labor exchange.
They filter down into eachstate's job bank.
So it just depends on how you.
If you want to go at solo, ifyou want to search for jobs in
the NLX, you can do that.
(34:58):
If you want more relationshipand assistance from other
veterans to help with thoseother things, I would say go to
your local American Job Centerand get that and you can do all
things.
You can look through the NLX,you can go to your American Job
Center.
You have a lot of options.
Speaker 8 (35:19):
Awesome.
Thank you, Kim.
Speaker 2 (35:21):
And then one other thing with that right.
So the sites that Kim showed usis the one that's related to
the veterans.
They have an overall website um, like shares, real fast, uh, at
the nlx, right.
And so if you come in here youtype in cali, uh, let's do san
francisco, right.
(35:42):
Wherever you are, it doesn'tmatter, but you know the jobs
will be listed here and thosejobs are direct apply, right.
And so they have threedifferent sites the virtual one,
the one for veterans and but,like, hold on, actually let me
go back so you can see wherewhat this looks like on the main
site.
So, on the main site, if youcome down here, veterans,
virtual, right in state, and sothis is all the information.
(36:04):
They have events on here aswell, so that you can track on
that.
So everything is availablethere.
But, like I said, if you werelooking for something specific
and you just type in Cali here,based off of what you're looking
for, it's going to come up, andso it'll like sort of cyber
engineering analysts.
If I'm interested in that,apply now.
That's going to take medirectly to Deloitte and then
I'm in there like swimwear,right.
(36:25):
So that's it cool, all right.
Any other questions for kim.
I mean daryl, I know, daryl,daryl was trying to find the
unmute button, but uh, go ahead.
Daryl, what questions you hadsomeone else speaking.
My connection is not so good I'msorry, I didn't hear any of
(36:48):
that.
Speaker 6 (36:48):
Hello, can you hear me?
Speaker 2 (36:49):
Yeah, I can hear you.
Speaker 6 (36:50):
This is Brooke.
I have a question.
Speaker 2 (36:52):
Yeah, brooke, can you give me a second?
Yeah, darryl got beat to thepunch twice.
Look, we don't want him to havea third time, so we're going to
let him jump on and then we'regoing to hit you up, brooke.
Speaker 5 (37:03):
Thank you for that, but look, let her, let her go
ahead.
My question was more about thelinks, the actual links.
I need all of those links thatKim has put out Okay.
Speaker 2 (37:15):
Okay.
Speaker 8 (37:15):
Okay, yeah, what's your other link?
Hey, Darrell, it's in the chat.
Speaker 4 (37:18):
All right, you have to scroll up a little bit, but
both of them, the virtual oneand the veteran one, is in the
chat.
Speaker 5 (37:24):
Okay, I got those.
The one Jay was talking aboutwhen you said the three million
jobs or whatever like that.
What was that link?
Speaker 2 (37:30):
oh, that, that is we're gonna cover down on that
in a little while yeah, we'regonna cover down on that.
So all you guys are going to getan account to that, and so
that's just another tool, right?
And then the reason why that isis because I don't want you to
be submitting your resume justoff the off the cuff, right.
I want you to have some, someability to kind of really tailor
(37:51):
your resume to the job, andthat's what's going to allow you
to do so.
Cool, all right, brooke, allyours.
Center stage spotlight Action,action.
I set you up perfectly, brooke,and you just left me hanging.
Look, see, here we go.
Is your mute on or off?
(38:15):
All right, we'll come back toBrooke when she gets her stuff
put together.
Anyone else have a question?
Richard, you look like you gota question.
Richard's like I'm not sure ifyou're talking.
You're talking to me, yeah.
Speaker 7 (38:33):
Well, I dropped a question in the chat asking
about experience in lieu of abachelor's degree.
I know it's a lot of resumesput a requirement of a
bachelor's degree, but some ofus have leveraged experience
over our careers or half careersthat we've gone through and
like to know more about how toleverage that and be able to say
, hey, I've got experience.
Speaker 2 (38:51):
Take a look at me.
So I mean some organizations,like I said, between, but some
organizations, depending on therole, the reason why the degree
requirement is there is becausewhen they're working with their
partners, let's say for adefensive contractor, for a
sense, they're trying to getpicked up for a contract, right,
and so they're going to say wehave, you know, five people with
(39:13):
our PhD, 25 people with mastersand this type of individuals
and this much experience.
Right, experience is definitelya big part to that and the
degree is a big part to that.
But depending on what theorganization, who their clients
are, that's always going to vary.
I'm not going to say, like, canyou land a job without degree?
Absolutely, a thousand percent.
You just got to understand whatyou're getting into in those
(39:34):
arenas, right, being able totalk to your experience and
being able to articulate thevalue you bring is perfectly
fine.
A degree is an added benefit,right, but depending on what
company you're applying for.
So when you're identifying, youknow the culture fit of a
company, the mission, the valuesand then what you're trying to
bring to the table.
If you can articulate yourskill sets in a way that helps
(39:59):
them understand that you'rehelping them solve their
problems, because that's whatjobs are, right Jobs are.
We need a person to do thisthing to solve a problem for our
clients right.
And so if you can articulatethat, you know I know people who
will lean on experience morethan anything.
Right, and sometimes experienceis not.
I mean, sometimes degrees arenot anything like, they don't
even really get you in the door.
You need a certification, right.
(40:20):
So certification sometimes andcertain industries are looked at
more favorably than just thedegree aspect.
And so just understanding whatindustry you're interested in
and how to navigate that canhelp you, and then identifying
what company and culture fitthat's out there and then being
able to, you know, jump on thoseopportunities, but don't feel
like not having a degree putsyou at the bottom of the barrel
(40:42):
for looks right.
That's not necessarily true inall sense of the term, but just
understanding what you'regetting into and what you're
getting into and what you'reapplying for and things that.
Now, if you're like trying tobecome like a mechanical
engineer, the first thingthey're going to look at is like
your degree right, that's anaspect right.
But if you're becoming like acybersecurity expert or you know
(41:03):
a cloud computing, you knowdegrees are not even up to date
when it comes to some of thisnewer technology and innovation.
So hopefully that answers yourquestion.
Speaker 7 (41:12):
That's exactly what I was asking.
I had learned a lot ofdevelopment and IT stuff early
in the IT development world asit was still developing itself
and there was no degrees to behad at that time, so I was
working in the industry tryingto get more information about it
, find myself in a pivot whereI'm trying to pivot my career,
and so I've led myself up tothis point with just learning as
(41:33):
I've been going.
Speaker 2 (41:34):
Okay, so I would say your cert game for sure it would
need to be up.
If you're in the IT field, likethat is by far, they will look
at certs more than degrees.
If you have your CSSP, theydon't care what degree you got.
You got your CSSP right and sojust understand, like that, that
line of effort and then also,like I said, when we do the
second portion, I'll show youall the search that you can get
(41:55):
that you don't have to pay anymoney for um.
That can open these doors foryou.
Speaker 7 (41:59):
So that's why I'm here.
That's.
That's the kind of the paththat I was going down as I saw
the search that we're offering.
Speaker 1 (42:03):
Of course, yeah, yeah , richard, also I just, all of
us have different experiencesand everybody has, you know,
different knowledge.
Right, but understand also alot of people here nowadays,
unfortunately or fortunatelyeverybody wants to work for the
things.
All right For Microsoft and AWSand Amazons of the world, all
(42:27):
right.
Smaller companies or, you know,might be more eminent I mean
Kimber and everybody else mighthave more information or
experience, but this is just forme, okay.
For example, just to your case,for example, you know, I was at
AWS for a while and I had aMarine vet that I was friends
(42:47):
with and that guy a marine vetthat I was friends with, and
that guy, he was one of thoselittle child nerds you know
about programming and thingslike that.
I saw him do code on discord,you know would have, would hold
sessions from time to time, allright, and I tried to refer him
for a job at AWS.
(43:08):
He got denied because the guydidn't have a bachelor's degree.
He could run circles aroundthem and just fulfill that job
and he did like two or threemore times and they're like no,
sorry, you don't have abachelor's degree, that's a
requirement.
So he went to a smaller company, you know, and he's now
programming video games withthem and they're working for
(43:31):
electronic arts assubcontractors, for example,
okay Depends, okay Miles mightvary, and all of that stuff,
absolutely.
There's just one example thatcomes to mind.
Speaker 7 (43:44):
No, and I've experienced that also.
I know that working for smallercompanies has more opportunity.
Speaker 2 (43:48):
Absolutely All right.
Did anyone have any otherquestions?
We can kick right into theother.
Speaker 6 (43:59):
I said go ahead.
Okay, go ahead, I'm traveling.
So that's why I had someproblems with my connection
earlier.
I cannot tell you how much Ihave to thank the other veterans
that recommended that I jump onthis Saturday call.
So I'm like, oh my gosh, I'mheaded to my part-time job, I'm
gonna jump on anyway.
So I have two, well, three.
(44:22):
I already messaged on herLinkedIn while I was listening.
But what I'm very interestedand very excited about is your
certification.
But the specific question doyou pronounce your name J or J?
Speaker 2 (44:38):
I get that a lot.
Speaker 6 (44:39):
J, is it J?
Speaker 2 (44:40):
It's J.
Speaker 6 (44:41):
J.
Okay, I wanna make sure, right,I don't wanna mispronounce your
name, j.
The question I have is aboutthe certification.
If you're not, because rightnow I'm currently I want to get
my AI certification.
But the big question once Ilisten to where we can go to,
(45:01):
once you finish talking at 2o'clock today what type of are
there?
Is a role to internship viablefor us who have already been in
the business and want to getinto the ai field?
Or should we get ourcertification and just
immediately interviewing andbypass for um to bypass the
(45:26):
internship phase?
Because it looks like a lot oftimes when I'm looking at
internships they are looking forpeople in college or associated
with a college and not somebodywho's purely getting
certification.
So that's part one of myquestion.
I have another question for youas a follow-up.
Speaker 2 (45:43):
Okay, yeah.
So I would say there's a coupleof different aspects.
Right, internships,apprenticeships right, and it's
like obviously you're networkingand connecting into
opportunities.
Those are all crucial aspects.
For me.
It's whatever gets you into thedoor.
Right, you can work on allthree of those opportunities.
Right, they're all jobapplications, essentially right.
(46:06):
Internships is just anopportunity to get connected
with the people at a companythat you want to get connected
with.
But do know that you arecompeting against a lot of
people depending on what it isright.
They also have oh man, onesecond, they also have
apprenticeships, right, whichguarantees you a salary and then
gets you trained up.
And then the way thatapprenticeships works is you'll
(46:29):
have someone mentor you throughyour apprenticeship.
So let's say the apprenticeshipis six months.
I'm doing it in AI development.
I have a mentor that's in acompany that he's watching or
she's watching over me, kind ofgiving me the left and right
limits.
As soon as I graduate theprogram successfully, you have
to graduate the programsuccessfully.
You're getting paid the wholetime.
You may get paid like $18 anhour, $15 an hour, something,
(46:50):
minimum raise, right.
But as soon as I graduate theprogram successfully, I now get
the same amount as supposed toget the same amount as the
person that was looking over mein that management role like not
management role, but the personthat's supposed to be like my
mentor in the organization andso you get a pay bump as soon as
you graduate that program andnow you're working full time
(47:13):
with a clear understanding ofwhether or not you like this
opportunity, what's out therefor you and then how that aligns
so that those are greatopportunities, and when we do
the talk at two, I will show youexactly where to find them,
because they're not only justfor, like industry folks, right,
it's just like, yeah, there's abig appeal to get students into
(47:33):
that, but they understandveterans and military spouse put
in work.
Right, I will have no shot atthe veterans but I will hire 20
military spouses in a heartbeatto get something done because
they just know how to do it.
It's just like you could throwa lot at them and I have.
They get something done becausethey just know how to do it.
Like, it's just like there's,there's not.
(47:56):
You could throw a lot at them,Like, and I have, like they get
it done, Understanding the typeof background and the things
that we bring to the table andthat added value, right.
Sometimes it's just a difficultpart of being able to talk
about ourselves because we don'tdo that well, Communicating how
effective we can be because wedon't do that well, and showing
how we can add value to thatorganization and also understand
what value we get from thatorganization, because it's a
(48:16):
two-way road.
But to go to answer your firstquestion did you get that or it
looks like I lost it?
I don't know.
Brooke, can you hear me or no?
Speaker 6 (48:28):
Yeah, thank you.
Yeah, I got that.
That's good.
So I'll be listening at tooltalk and my other question for
you is this Hilton honors, Icannot tell you.
I'm so shocked because so manytimes I have needed to have a
resource like that and neverever had heard about it ever
(48:51):
before before today.
So is that more so you can, ifyou have a job interview set up?
What is that process and howlong does it take?
Because usually, if somebodywants you to like when I used to
fly and go to job interviewsand things like that you really
have a short turnaround periodto get everything set up.
(49:12):
Do you know what that processis?
Is that something that you needto set up ahead of time, or is
it a quick turnaround?
Speaker 2 (49:19):
Yeah, we actually did this.
For what was it like 200, 300people?
We did a hiring fair.
Speaker 6 (49:27):
I see my camera froze .
No, we're tracking.
We did a hiring fair.
Yeah, we did a hiring fair inVegas.
I see my camera froze.
Speaker 2 (49:29):
No, we're tracking, we still got you.
But we actually did a hiringfair in Vegas and we had people
fly out and then get their hotelpaid for because we had
opportunities for jobs there fornationwide, and so that was our
first hiring fair that we did.
Now, yes, the question is, itdoes depend on the state.
Each state does it differently.
(49:49):
To give you an example if youare in Georgia, unfortunately
Georgia doesn't have a programand so they don't have a
coordinator, but that doesn'tmean you're not eligible.
You would have to actually gothrough the headquarters, which
is oh my God, what's her nameand what you know name oh my God
, what's her name and what youknow name Lori Adams, lori Adams
.
Yeah, yeah, you have to gothrough Lori Adams and she could
(50:12):
do one offs Right.
So if Georgia is not the statebut here's the thing If you are
a Georgia residence but you'retrying to move to another state,
that state may do it Right, butif you're trying to move from
that state to Georgia, thatstate may also do that aspect
right, and so you just have tosee, and Lori Adams will be able
to give a good point of contactto tell you.
But each state is different.
(50:33):
There's a list of states thatsupport the program.
Some states have really strictrequirements, some states don't.
To give you an example,maryland has some pretty
stringent requirements on whatyou can do and then, depending
on if you're a military spouse,there's like even more stringent
requirements on it.
So you just have to be able tofigure out for your state who
(50:53):
was the point of contact,because the names are listed
there and their contact numberis listed there and then getting
that process set, but thefastest I've ever seen.
The turnaround time for thathas been two weeks, and so, from
you putting in the opportunityto sending the information,
filling out this form that theyasked you to fill out, you send
that back.
Once it gets approved two weeksyou're good to go.
Speaker 4 (51:15):
Jay, a little bit about that, because you know I
meet with Lori every week.
Speaker 2 (51:18):
Oh yeah, go ahead, Kim, For a meeting.
I know what I'm doing.
Go ahead, Kim.
No, no, you're good, You'regood.
Speaker 4 (51:24):
I just wanted to make sure that they knew that the
eligibility had changed a littlebit.
So no longer can you go to aconference and get the hotel
paid for.
You have to have an interview.
You have to have an establishedinterview.
So in order to be eligible,just make sure you know what the
criteria is.
But shoot all your shots.
(51:44):
You know, let somebody tell you.
You know.
Sometimes you slip on through.
So I say, try what you can try.
Speaker 2 (51:52):
And truth be told.
Speaker 3 (51:55):
Some of those conferences will get you
interviews.
Speaker 4 (51:57):
Yeah, and that's exactly right, especially at MIG
.
I mean, it was a wonderful, myson got hired through MIG, my
son came with me and got hiredat.
Speaker 3 (52:06):
MIG.
A lot of people do I mean youcould probably check jay goes to
all of them.
You could interview with jaywhile you're there, hey I got my
sweatshirt too, jay absolutely,but black ops yeah, just
remember.
Speaker 1 (52:19):
Just remember, you know the, the hilton honors for
everybody.
It's just eight.
It takes like a hundredthousand points, which gives you
about three or four days, butit's lifetime award.
It's not like anytime you wantto go to a conference, hey,
let's.
Let's call naswa and get myhundred thousand dollar points
for hilton.
Speaker 2 (52:40):
Okay, it's a lifetime and then tell them, tell them
the real deal.
It depends right?
So if you're going to a job, itdepends on a hotel too alabama
you know you may get, you know,1500 points.
15 000 points may be good, butif you're in like la and it's
like 70, 75 or however much like, understand like they, it
(53:02):
doesn't change the range.
You only get 100 000 points.
Speaker 1 (53:05):
So you need to choose a hotel that has less points a
hundred thousand points mightget you five minutes in a hotel
in la and get you two months inalabama.
Okay, depends on where you wantto go, and it might get you,
like, just walk in the door inhawaii right now okay, if you're
trying to enjoy jay's lavishnavy lifestyle.
(53:28):
It might get you just to walkin the door and look at the
beach if you go into conferencein hawaii yeah, uh, and then for
for everyone else.
Speaker 2 (53:37):
Like that policy change was because of act now.
So, unfortunately, yeah, we, wewere the the cause behind that
because, like, we flooded themwith 300, 400 candidates and it
was like, look, you guys can'tjust be doing conferences.
It wasn't a conference, butnonetheless, uh, we, we move, we
move together when it comes tothings like that.
(53:58):
So we look out for you as bestas possible.
We want to make sure that we,we, we don't like leave you
holding a bill and then you haveopportunities, but with.
With that being said, I want totransition into the second part
of this, which is just focus onthe resources and giving you the
information that you guys needso we can get you on your way.
But I'm going to cover down ongiving you the Coursera
(54:19):
information.
So, understand, coursera is apartnership with VTS.
We are bringing our Courseraprogram back online, but we're
doing it a little bitdifferently.
So we're just going to takesome time to do that and
understand, like we got like athousand things in the fire and
so we work with our partners alot to kind of leverage it.
So the first thing I'm going toshare with you is the Coursera
(54:41):
link so that everyone can applyto that, and I'll talk a little
bit about what that looks like.
So if you're not familiar withCoursera, here's the thing Don't
sign up if you're not ready.
Just put that out there.
But what it is is it's anopportunity for you to do some
upward scaling with no cost,right, and so it doesn't cost
(55:03):
you any money.
It's a one-year account and itgives you the ability to knock
out some certifications relatedto different fields and, like I
said, at no cost to you.
If you guys look up Courseraonline, you'll see that it costs
I don't know $400 a year orsomething like that, and then I
can't copy and paste it in here,all right, so I just shared the
(55:24):
link there.
Anibal is going to follow up andmake it look pretty and reshare
that.
But if you sign up for there,it takes about a week to two
weeks to get your account butyou get access to 12,000 courses
, 27 certificates, and all at nocost.
(55:45):
So Google IT support, googleproject management, google
cybersecurity, ibm cybersecurity, data center data not data
center data analytics they havesome Salesforce on there as well
.
They have meta for UX, ui andthen for, like the healthcare
folks, there are healthcarecourses that are provided by
colleges.
That's on there as well thatyou can take advantage of.
And all this stuff is good toadd to your resume.
(56:07):
Right, you may not be enrolledin school, but it looks good to
show that you're doing something.
Now you don't want to list2,000 courses on your resume
because ain't nobody got timefor that, but what you do want
to list is things that arepertinent to the role that
you're applying for.
So if you're applying for aproject manager role, take the
(56:27):
PMP I mean take the projectmanager Google course and add
that to your your, yourcredentials listing.
But understand that you knowthe PMP is very different from
the Google project management,and so being able to talk about
that is really important as well, because they may ask you a
question related to that.
(56:51):
Pmp is a gold standard, just soyou know.
Um, and then we're currentlyoffering, of course, right now
we have, I think, like 45 peoplewho we're helping them get
their pmp through um.
Act now education, um.
So that's one thing.
Um, so you have that link.
All right, let me go over whatelse.
We got, like covers.
Let me cover down with somestuff.
Do some house cleaning here.
Sorry, one second.
I definitely need like thelittle three screen thing.
(57:14):
Uh, I don't like going fromlike my computer to just one
little tiny laptop.
All right, here we go, I'mgonna breeze through these so
you can uh get all the goodness.
All right, understand, we're acommunity organization.
We focus on resources out there.
You know there's over 40,000different resources out there.
We try to vet them and we bringyou the ones that are trusted
(57:39):
Right, so we won't ever put youin a situation to where it is a
little shaky.
If it is, we will definitelysend a follow up message and say
, hey, acna has no involvementwith this.
Now, I know a lot of people havebeen putting in links.
Hey, you know, tag me or youknow, here's my information.
I haven't seen that work foranybody in the years of me doing
(58:00):
this.
One person may click on yourprofile, but in terms of
networking, that's not ashelpful, because then what are
they going to connect you withabout?
Right, they connect with you.
You're not going to use that,so this is what we did.
Instead, here's a link that wewant you to use.
It's going to be on LinkedInand essentially, just put your
information.
Tell us a little about yourself.
You can say your militarystatus, your goals, your areas
(58:20):
of interest, and then find someother people who have similar
interests and connect with them.
Everyone on this link iswilling to connect with each
other.
If we connect, we should beconnecting on the platform we're
trying to connect with.
The reason we tell you to dothis is because this allows you
to, especially if someone findsa job and opportunity or
someone's looking at stuff.
It expands your network.
I'm connected to a lot ofpeople, so definitely like add
(58:41):
me to your network, because whenI post stuff or when I come
across jobs, I'm always comingacross jobs.
I'm always coming acrossopportunities, stuff, or when I
come across jobs.
I'm always coming across jobs.
I'm always coming acrossopportunities.
You just never know.
Like last week, we gave away150 data center certifications
from CompTIA.
Comptia was like hey, jay, wegot these certifications, we
just need people to take thetest.
(59:01):
Do you got anybody that can dobeta testing?
Speaker 8 (59:03):
I was like absolutely .
Speaker 2 (59:04):
I post that out right , but that's not on a Saturday,
that was on like a Monday, andso just know that there's great
things to connect with people.
Use LinkedIn for what it'sintended for connecting with
people, so make sure you guysget that information OK good.
One other thing If you areinterested in going to school
and not paying for your tuitionand having some other
(59:26):
organization pay for it, foryour tuition and having some
other organization pay for it,scholarship for America is
offering to pay for it, as longas it's related to education,
counseling, social work orschool psychology, and the way
that this works is Hold on Onesecond, where's the button up
(59:52):
here
veterans and spouses, and record me in progress right
now, and then we'll kick it off.
All right, okay?
Speaker 2 (00:32):
Okay, I appreciate it All right.
First, on up to bat, you canburn her awesome services and so
spotlights all yours.
Speaker 3 (00:43):
Hello, hello, happy Saturday everybody.
It's nice to see you and someof you see you again.
My husband got called into work.
We're still active duty as well, if some of you are.
So thanks, I have a little onehere and she says hi.
Speaker 1 (01:02):
Hi little Kimber.
Speaker 3 (01:06):
She's getting to watch a show that she's really
not supposed to, so that I cantalk to you.
My name is Kimber, active dutyspouse.
I've been building jobs andresources for military spouses
specifically for the past sevenyears, but we also serve
veterans and Jay is a closefriend and we like to kind of
(01:27):
think of or I like to think ofour organizations as like
brother and sister organizations.
So at VertForce, which is whereI would love for you all to go
create an account this is wherewe have I'm trying to put this
into the ah okay, meeting noteshere You're welcome to create an
account here.
(01:48):
This is where we advertiseopenings that we are currently
sourcing.
We are a boutique sourcing firm, so we get new jobs every week,
but they're very dialed in andthey're very specific.
We emphasize partnerships withemployers that are looking for
people who want to work remotely, so this could be for you, this
(02:09):
could be for your spouse.
We work with veteran spousesand active duty spouses.
Right now, as in March, we havea lot of really good
opportunities for people who arereturning to the workforce, a
lot of entry-level opportunitiesthat will open you up to full,
lengthy careers.
We also have one position rightnow that's paying over six
(02:32):
figures, I think, 110 plus inTampa, florida.
For the right person.
You must have a special forcesbackground and a top secret
clearance to qualify for that.
But if that sounds like youspecial forces, top secret
clearance and you're interestedin working in Tampa, let me know
.
I would love to screen you forthe role.
(02:55):
I do want to get to know all ofyou because I am a recruiter, so
a lot of what I do is buildingconnections, building
relationships, so I would loveto invite you to come and
introduce yourself to me onLinkedIn.
This is a post much like theAct Now post.
I hope that at some point weall talk about sharing who you
(03:15):
are and your background.
On the Act Now post, we'redoing something similar in our
sphere of influence.
When you comment on this,everybody who is friends with me
and I've 10,000 plus people whoare there and a lot are looking
for candidates will see you.
So I want you to go give meyour best elevator pitch in my
social Saturday post, and thenwhat I would love for you to do
(03:38):
on top of that is send me a DMwith your resume, tell me a
little bit about what you'relooking for.
I will definitely respond and Iwill definitely review your
resume.
If I've got something for youor I know somebody who could use
you, I will point you in theirdirection.
Okay, so thank you all so much.
That's three, and then I'm goingto talk about some jobs, but
(03:59):
that's three active steps.
Please go make an account withus so that you can see what
we're currently recruiting forand you can keep an eye on
things as they pop through weekto week.
Please go drop your bestelevator pitch digital elevator
pitch in my social Saturday andplease send me a DM on LinkedIn
with your resume.
(04:19):
That will help me get to knowyou and help you get to know me.
Now, what I do want to talkabout are the opportunities that
are actively open.
So if this is for you, awesome.
If it's not for you, but youknow someone who it could be a
fit for, share the love you know, tell them about us.
We would love to meet them.
You can introduce us.
Here she comes.
(04:40):
Hang on, you need help.
The first one that I have comingup is next week we're doing a
recruiting event with CBS Health.
So at CBS Health, we'recurrently looking for anyone
with a clinical background.
Honey, honey, go sit down.
We're currently looking foranyone who has clinical
experience you could have, youknow, done med work in the
(05:02):
service or you could be tryingto transition into that or who
has interest in working for CBSHealth Aetna in a remote
capacity to attend our event.
So if you want to attend thatevent, it's next Thursday at 1
pm.
It's going to be amazing.
You're going to learn about theculture at CBS.
(05:24):
You're going to learn about theopen requisitions that they
have.
They currently are sourcingseveral remote RNs, but they're
also opening up to non-clinicaland, if you think about it, cbs
is typically within a five mileradius of every military base,
so it's a really strong fit forthe military community.
To find out how to attend that,just go to jobsvertforceus,
(05:49):
which was the first link that Idropped, and after you sign in,
click events and you'll see iton our event menu and you can
RSVP from there.
Last week we did kick off asimilar circumstance which was
helping military spouses,military spouse veterans and
veterans get hired in remotepositions at Intuit Intuit, just
(06:14):
you know, a PSA for all of you.
A lot of people try to go getbookkeeping and accounting
positions at Intuit, but they'renot hiring in that area.
Right now, the best opportunityis tax.
So what we are doing is a90-day tax boot camp.
It's guided by my employees andlast quarter we had 50
(06:34):
graduates and 20 were hiredwithin the first 90 days post
boot camp.
This is fully remote, it issuper entry level and it's
seasonal.
But the point of offering thisto you now is if you see
yourself in a career that'sconsistently remote, something
where you never have to go tothe office, this is a very good
(06:55):
starting point because theypromote from within and they
give you the training that youneed to scale up.
So after this entry levelposition is an intermediate
position and after theintermediate position is what we
call the enrolled agent, theywill actually pay for your
course to become an enrolledagent.
It's the equivalent of acertified public accountant, but
(07:16):
it is like a federal levelcertification and license and
with that role you're going tomake between 75 to 110,000 a
year, between $75,000 to$110,000 a year.
So again, this is how I get youin the door is getting you boot
camp, trained and you know inlearning how to do taxes, and
then we progress you from thereto try to scale up to becoming a
(07:38):
certified federal enrolledagent with the IRS.
So, yeah, that's available toyou.
If you want to, um, learn aboutthat, you can message me on
LinkedIn and I'll send you thereplay, um, or you could go
check out our YouTube channel.
It's on the replay there too.
But, um, I can certainly helpyou.
It is not too late to RSVP.
(07:59):
Not, I'm sorry.
It's not too late to registerfor bootcamp.
It is just kicking off.
So we're just at the verybeginning.
Bootcamp requires 40 hours ofyour time 40 hours of your time.
Then you graduate and you areeligible to apply with no prior
experience.
So I'm seeing some peopledropping clinical stuff in the
(08:23):
chat.
I would really love to talkwith you, so please reach out to
me, dara.
Next thing is we have a lot ofreally great opportunities with
Travelers, insurance that are indifferent organizations within
their companies.
So if you'd like for us todirect you or refer you there as
a potential candidate, eitherfor IT or for anything else,
please let me know.
(08:43):
And I am actively looking for afew internal hires, my internal
hires.
I'm looking for IT.
I'm looking for entry-level IT,part-time, remote, dynamic
personality.
So this is around $19, $20 anhour.
It's great if you'retransitioning or looking for
(09:04):
something to kind of break intothis specific space at a slow
pace.
It's about probably 25 to 30hours a week.
I will tell you, it willquickly grow, you will quickly
be at full time, you willquickly be getting pay increases
.
This is a huge opportunity to bewith a growing company, either
(09:25):
long term or until you are readyto make your next step.
And then we're also sourcingfor an IT project coordinator.
This is for someone who alreadyhas some IT experience, some
work experience in IT.
It pays up to $32 an hour rightnow and it is going to be a
contract to hire.
So that's coming in as acontractor, as a 1099 contractor
(09:48):
, for about 30 or 60 days, um,and then moving to full-time I'm
sorry, moving to a full-timeteam member.
It is likely going to be closeto 35 hours a week, as is All
right.
Um, we're also doing a inter,like a, a I want to call it an
(10:09):
internship program.
We are taking on individualswho want to learn how to work
remotely and how to um conductgrowth marketing.
We're doing a 12 week program.
So if anyone's interested inthat, that's very much just a
couple of hours a week, goingthrough some basic skills and
exercise to help you developthose.
We have some medical managementroles at $21 to $23 an hour on
(10:34):
our board right now, and I thinkthat's about all I will cover
with you.
So to recap in a nutshell CVSis next week.
We invite you to join us.
You can RSVP by going to ourjob board, jobsvertforceus,
clicking on events, and then youwill see the CVS health event
(11:00):
scheduled for March 27th.
Same thing there with theTurboTax boot camp.
If you want to do a career,pivot and explore that you are
welcome to, and our Tampaposition, which is a six figure
(11:30):
executive role for someone witha special forces background, and
that's it.
Speaker 2 (11:36):
I'll talk to you guys on LinkedIn.
Thank you, Thank you, kimberly.
So real quick, if you guys anyof you guys get jobs, please hit
us back.
Let us know.
We would love to know you knowyour guys' journey and status.
Let us know.
We would love to know you knowyour guys's journey and status.
Like I said, it's we are acommunity of sharing and we want
people to know that there'sopportunities and hope out there
.
Um, one thing I got for you,kimber, and this reason I jumped
on uh, so that program that youhave 12 weeks.
(11:59):
Um, I would like to talk to youabout that because there might
be a way to make it paid.
And so, and for those who don'tknow, hoh has a program that
they will pay you for 12 weeks.
It just has to be related toyou learning a skillset or a job
(12:20):
opportunity, and so we have-Are you talking about
Skillbridge?
Speaker 3 (12:24):
No, no, no, no.
Speaker 2 (12:24):
This is like a.
It's a fellowship program, it'sa paid program.
The thing is they don't do thetraining, they only provide the
funding.
So if your program is approvedfor, you know, learning remote
roles for 12 weeks, it could bepaid for by HOH and they can now
get a career for it.
There we go, shout out to Lisathere you go.
Speaker 3 (12:46):
Love that.
Thank you.
Speaker 2 (12:47):
Absolutely.
Speaker 3 (12:48):
Thank you.
Speaker 2 (12:49):
Yeah, that's what we do.
We don't gatekeep.
We share information.
We try to help each otherbecause you know it's going to
help you guys at the end.
Speaker 3 (12:56):
Awesome, thank you.
Speaker 2 (12:57):
Absolutely All right.
Thank you, kimber.
Kimber's awesome.
Make sure you keep her in theloop and make sure you tag or
connect with her on linkedin soyou can grow out your your
network as well.
There's a lot of opportunitiesout there and, like I said, we
just want to help people win andwe want to be part of that
journey.
Um, and just know, like I said,from our standpoint, this is
(13:18):
not something that you know.
Act now.
Education makes money off ofanything.
We bring opportunities to you,um, with no strings attached.
It's just.
We just want to be able to helpthe community.
So, the next person that wehave on deck I'm really excited
about this because I'm going toshow you where to find 3 million
jobs, and Kim is an awesome,awesome partner.
(13:42):
She actually was part of withus to our first hiring fair that
we did in Vegasgas and she cameout to support kim.
Are you on the line?
I am there you go, okay awesomeI'm here let me get you up here,
all right.
So, kim, thank you for joining.
(14:06):
This is a pleasure to have you.
And, yeah, if you could talk alittle bit about, you know,
national Labor Exchange, alittle bit about yourself and
how we support people.
Speaker 4 (14:17):
Thank you for having me, Jay.
Am I going to be able to sharemy screen?
Speaker 2 (14:20):
Yes, you can, absolutely, Anwar, you can grab
that.
Speaker 1 (14:25):
Go ahead.
Speaker 2 (14:26):
You have it.
Speaker 4 (14:33):
You can share your screen, okay.
So, and y'all listen, don'tlaugh at me, because I'm I'm a
team's girl, I don't do zoomlike this, so where, where am I
going to be able to do that?
Speaker 2 (14:40):
so at the bottom of your screen there should be a
button right next to the handraised that says share.
It's a green button arrow up uparrow okay, y'all see, just ask
for help.
Speaker 4 (14:52):
That's all we gotta do.
That's what we're here for,right?
Okay, can y'all see me?
Can you see my screen?
Speaker 2 (15:00):
um, yeah, so you have to click on.
Yeah, it looks like you'reshowing your bank documents.
Uh, for your, just just jokingjust joking.
Speaker 1 (15:11):
You're showing the right thing you're showing the
right thing.
Speaker 2 (15:15):
We see uh the the website perfect, okay.
Speaker 4 (15:19):
So before I get into this, I heard I got some
shipmates on this call somewhere.
So if you are a navy veteran um, active duty navy show yourself
.
Please put something in thechat.
I just want to be able toconnect with you.
I'm a 10 year Navy veteran,been out for so many years Y'all
won't even share the number butI've been a civilian many more
(15:40):
years than I was in the Navy and, like many of y'all, have
transitioned, pivoted here andthere.
It's wild and crazy out here,but, unlike you all, you have
much more resources than I had,with Jay and wonderful people
(16:00):
like Kimber and organizationslike mine that I'm going to
share with you here in a fewminutes so that you don't have
to experience the same pitfallsthat I experienced and Kimber
shout out to you.
I love seeing another chicknamed Kim, something or another
in this space, but, jay, thankyou for having me.
So I'm going to show you aresource that I feel like you
(16:22):
need to bookmark and you need tobe checking frequently.
Okay, so the organization that Iwork for is called National, is
called Direct EmployersAssociation.
We are an association ofemployers Started back in 2001.
And our CEO, our first CEO, wasBill Warren the late Bill
(16:46):
Warren and many of you knowMonstercom Well.
He was the former CEO ofMonstercom.
So at one point in time heswitched over.
He had a different vision forhow things should happen in this
space.
He got together with 13employers and started our
organization, and now that'sblown up to almost 1,100
(17:07):
employers in our association.
So these are employers that byand large have a national
footprint.
They are Fortune 500, fortune2000 companies.
95% of them are federalcontractors.
But we help them in my team witha lot of different things
because we're in the partnershipside.
So we try to identifyorganizations that are helping
(17:32):
job seekers get prepared so wecan help connect them with our
employers.
That's one of the reasons Jayand I are partnering, because we
share some of the same effort.
But another thing that we do iswe partner with an organization
called the National Associationof State Workforce Agencies, or
NASWA.
(17:52):
Between our two organizationswe created this platform that
I'm going to show you.
So, like I said, between thetwo of us, we have a 10 year
partnership Between the two ofus.
We created and we maintain thisplatform.
It's the only platform of itskind, it's the only labor
(18:14):
exchange of its kind and, as Jaysaid, there's like 3 million
jobs in here on any given day.
Okay, and the jobs can betrusted.
Jay, did you want to saysomething?
Speaker 2 (18:26):
Yeah, I did, I did.
I want to say one thing Forthose who are not tracking with
NASWA right, naswa is an awesomeorganization that they're
partnered with.
But for those who are lookingfor, you know, if you're
transitioning or your militaryspouse looking for a job
opportunity, they're the onesthat provide the free hotel stay
at Hilton.
They have the Hilton program,which gives you 100,000 points
(18:47):
which allows you to set up asfor interviews is for you know a
job.
When you're going to do yourinterviews or you're going to to
speak to a potential employer,they will set you up so that you
can get a hundred thousandpoints so you can stay there at
no cost.
The only thing you have toworry about is your travel to
and from, but they'll pay forthe hotel.
(19:08):
They'll cover the hotel costs.
So just something to keep inmind.
I could talk about later onoffline, if you guys want, but
yeah.
Speaker 4 (19:15):
Yep, and that is called the Hilton Honors Program
, and not every state has apartnership with NASWA to be
able to do that.
So you have to check with yourstate, check with your state.
But what they bring to therelationship is that they have
relationships with all thestates all the states jobs for
veteran state grant programs.
(19:37):
So it doesn't matter what statey'all are in or territory Y'all
can be in Puerto Rico, usVirgin Islands it applies to you
.
You have a local career centerthere where you can go and get
assistance at no cost to you,and NASWA partners very close
with them and provides advocacy,so on and so forth.
(19:57):
So to our partnership theybring that relationship and my
organization brings a tech side.
So any given day there's 3million jobs in here and there's
only three ways that jobs canget into this platform because
we really want to maintain theintegrity of it and make sure
that they are legit jobs, nobogus jobs, no scam jobs,
(20:20):
because y'all know you go tosome of these sites and a job
has been on there for six monthsopen, right.
You don't know if they'reharvesting information.
You don't know if months open,right, you don't know if they're
harvesting information.
You don't know the job is legit.
You don't you know anythingabout that job, but because we
know where these jobs are comingfrom, we have confidence in
these jobs.
So the only way that jobs canget in here is by three
(20:42):
different, three different ways.
All of the different federalbranches, their jobs are in here
.
Okay, so you can.
You can find it.
Of course it's going to forwardyou back to that, you know the
usagov to complete anapplication, but you'll be able
to look at those jobs throughhere.
All of our 1100 employers, allof their jobs will be in here
(21:08):
and all of the local jobs thatevery American job center holds
locally in their job bank.
Those jobs get fed back up tothis platform for national
exposure.
Speaker 2 (21:20):
So I'm going to show you which you won't see on other
platforms.
You won't see this on other.
That's the key thing.
You won't see this on Indeed orLinkedIn.
Some of these jobs are not onthere.
Speaker 4 (21:29):
Yep, and it's refreshed every day.
There's a kill and fill every24 hours, so you're not going to
see stale jobs on here thathave just been sitting here.
But I want to show you how easyit is for you to use.
You don't have to create apassword, log on, give a little
bit of blood, you ain't got todo all that stuff right, Super
(21:55):
easy.
So I'm going to show you.
Before we do that, I want toshow you the interactive map.
I know that many of you arecasting your net wide.
You may be looking for jobs inyour home of record.
You may be looking for jobs ina previous state that you were
stationed.
You may be looking at you knowwere stationed.
You may be looking at you knowthe big three, you know
veteran-friendly states.
We always hear Texas, Florida.
(22:17):
You can easily do that throughthis interactive map because you
can click on it and you'regoing to get veteran resources.
Okay, so you'll get stuff forthe JVSU program, so on and so
forth.
Just by doing that.
Hold on this bar, See how thisone I don't like Zoom, Okay,
(22:38):
Just by doing that.
But to search a job, I'm goingto show you how easy it is.
Let's say you want to be anadministrative assistant, you
put in administrative assistant,Then you put in your city and
(22:58):
I'm here in Florida, and thenyou hit filter and just those
clicks, without me creatingaccount, logging on, doing
anything crazy.
I get a whole list of jobsright in Miami that fit that job
description or job title rather.
But also I can come over hereand I can filter by MOS.
(23:24):
I can filter by alternatetitles, because maybe it's not
called an administrativeassistant, Maybe it's an AP
specialist or something similar.
I can filter by city and state.
(23:45):
I can filter by Higher VetMedallion Award recipients.
So the Higher Vet MedallionAward is the only federal award
of its kind that employers canreceive if they meet certain
criteria, which deems them to beveteran-friendly.
So that's a really good way toknow that you're going to an
(24:07):
organization that's going tosupport veterans.
So you can filter that way andyou also can filter by company.
So maybe you know out of thisnumber here, maybe I've long
wanted to work for Deloitte.
Then I know I can just click onDeloitte and it narrows my
(24:29):
search down to 54 opportunities.
Now it gave me this list ofoptions because of what I
initially did, but you can comein here and click around
differently and you'll getdifferent options.
(24:50):
You'll get let me see I'mmissing the L in skill bridge.
(25:15):
Huh, what'd you say, jay?
Speaker 2 (25:19):
You're missing the L in skill bridge.
Speaker 4 (25:21):
Oh, that's why.
Okay, thanks, okay.
So if you put Skillbridge there, you'll find the different
opportunities all across the US.
So play around with it.
You can't do any wrong.
Like I said, you don't have tocreate an account or do anything
crazy.
It's very user friendly.
(25:43):
Remember I talked a little bitabout the HireVet Medallion
Award Program.
Remember I talked a little bitabout the HireVet Medallion
Award Program.
There's a link right here whereyou can click into this and you
can download a list of all theemployers that have received the
award, so that maybe you canfocus your employment search on
just those employers.
(26:03):
No surprise here Many of themare in the DC DMV area because a
lot of them are federalcontractors, so a lot of them
are kind of focused here.
But you can click into yourstate and find those employers
that meet that criteria.
But that's pretty much it.
(26:24):
We also have a virtual platform, which is a microsite.
It's very similar to the pageyou just saw, which was the
Veterans NLX.
You can see it looks verysimilar.
The only difference here isyou're not going to see some of
the filter options that you didwith the Veteran one, such as
(26:46):
filtering by MOS, and all of thejobs here are remote or virtual
, so that's specifically whatyou're looking for.
This is the URL that you'regoing to want to search through,
and that is it.
Any questions?
Speaker 2 (27:07):
Yeah, feel free to come off mute.
If you guys have any questions,let us know Is this information
helpful.
Speaker 3 (27:13):
Was that virtual one at a different URL?
Speaker 4 (27:17):
Yes, I'll drop it in the chat.
Okay, yeah, let me see, I'lldrop both of them in the chat.
Speaker 2 (27:28):
Awesome, I do want to say one thing before we get
into the Q&A, just so you guyshave a better understanding of
some of the resources here,right?
So with Kim, right, and so,working with Kim to kind of make
sure that we get theinformation out to you, we
(27:49):
wanted to be able to provide youopportunities.
That's why we have Kimberonline, that's why we have Kim.
Like any resource that we canput forward your way, we want to
be able to share that, right,and so this is our career
compass website.
That's our platform, right, andthen, like, you have your job
tracker and stuff in here andyou'll see a lot more details
about what it is that we have inhere.
So, like, oh, let me skip this.
(28:10):
It's actually going to gothrough the whole process of
trying to get me to addsomething because I don't have
anything in here, but skip, all,right, so you could put your
your applied jobs interviewing,offering rejecting like this
will help you keep you know totabs on what you're doing.
You build your resume.
You build your resume specificto jobs, right, so you can find
(28:30):
it on linkedin or indeed, or youknow, kimber site.
Put it in here and it'll writeyour resume with ai to that role
and it'll help you understandwhat the differential between,
the differentiator between whatyou have and the skill sets that
you need for the job.
You can also use this for yourcontacts right to be able to
build out the contacts.
Enough about that.
There's a lot more stuff thatI'll cover down on this, but if
(28:50):
you come here into jobs right,once you guys look at this
number, once it loads, it'staking some three million jobs.
We took Kim's platform thatplatform and put all those jobs
on here, and so now you canapply to any one of these jobs
(29:12):
and have your resume written toany one of these jobs and have a
better likelihood of findingopportunities right Now.
You can't tell us this is asmuch as we could do.
You can't tell us there's not areason for you to be successful
in this aspect.
Right, and that's also in theclue like, whatever you want to
type in here, it's allsearchable.
We work with the team to makesure on the back end that when
(29:33):
you search for a job, dependingon location and what it is that
you're looking for, it's thereThree million jobs.
Right, have at it, feel free.
The other aspect that we havein here is all the resources
that we share, and so not onlydo you have that now, you have a
platform with a bunch ofresources that you can utilize.
(29:55):
So if you're trying to getcertifications and things like
that, you want to be able toknock out free opportunities,
it's in here.
But let's say, for some reasonthis job board doesn't work for
you, or the opportunities inhere don't work for you.
If you come down to where itsays job boards, that
information is in here, right,these are all the other job
boards out there that dosomething similar.
So to include three million,you have now this.
(30:15):
And then if you're looking forvirtual, obviously you have vert
force and you have um neighborlabor exchange right, so you
have national labor exchange.
So you have two choices tochoose from and like to be able
to help you.
So make sure that if you havethe skills required, you have
the background, you're trying toreally make things happen for
you.
You touch base with theseorganizations because they are
here to help you, specificallyto change your career, to change
(30:37):
your trajectory, to providefood for your family, and that's
the reason why, like, weoperate the way we do, because
we want you to be able to takeadvantage of that.
Overseas jobs there's some fromsome for overseas.
We gotta add more to there.
But whatever it is that you'relooking for, all these different
resources, over a thousanddifferent resources in here.
But, like I said you thisplatform.
When we tell people to get onthis platform, make sure you
(30:59):
take advantage of it, becauseeverything is is curated so that
you can be successful.
And so if someone hit me up andsay I need a job and they're
not on this platform, guess what?
I'm going to tell them Get onthe platform so that you can do
that.
All right, please feel free toask Kim a question.
No questions Corey.
(31:29):
No questions Anthony.
No questions Dar questions.
Anthony.
No questions.
Darrell.
You look like you got aquestion.
You got the thinking come on,darrell.
Speaker 8 (31:37):
Hey Kim, how you doing?
I'll jump in hi.
Jennifer.
Okay, how you doing?
Kim, sorry, whoever that was, Ibeat you to it.
Yeah, so I'm just kind ofnavigating through the different
states here and I noticed thatyou know you had used Texas as
your like preliminary examplehere.
But so I'm just kind ofnavigating through the different
states here and I noticed thatyou know you had used Texas as
your like preliminary examplehere.
But so I'm in California and soI'm looking at California here
and so, like each state kind ofhas a different protocol for how
(32:01):
these jobs are listed.
Is that, I'm assuming, becausethere's some kind of state
requirement or statute in thatregard?
Speaker 4 (32:11):
requirement or statute in that regard.
States do have different lawson how jobs need to be presented
if they need to disclose salaryand so on and so forth.
But other than that, the waythe jobs are presented should be
very similar.
Okay, because I'm looking.
Speaker 8 (32:21):
If I go to the under California, nothing's actually
listed under your organization,the National Labor, but it's
actually under CalJobs.
So I just want to make surethat there's not some additional
category that would include thejobs listed under y'all.
Speaker 4 (32:38):
Gotcha.
Speaker 8 (32:39):
All of your CalJobs.
Speaker 4 (32:40):
Good question, actually.
So you went through theinteractive map, correct?
Okay?
So you remember I said NASWApartners with all the different
JVSG programs in all of thestates.
Caljobs that would be one ofthose programs.
So those are centers that youcan go to and you can get
(33:00):
assistance from other veterans.
My background is in that.
Matter of fact, that's where Iworked before I came over here,
where I worked before I cameover here.
So at every American Job Centerand this is for all y'all on
here, we call them American JobCenters or you could Google
Career Center they have aprogram there where they hire
veterans to provide services toother veterans at no cost
(33:25):
employment services.
So you can go there.
You can get resume writing,resume workshops, mock
interviewing, all that jazz.
But they also have somebodythere called a local veteran
employment representative.
Their whole job is to provideadvocacy and job development for
veterans.
So as long as you qualify as aveteran, you know you have the
(33:49):
right discharge and you've had180 days served.
Unless that's changed, you're aveteran in their eyes.
They will advocate for you,shop your resume around and do
job developing and, like I said,just go to your nearest one.
So that's where CalJobs comes in.
All of them have their own jobbank, right, so you can register
(34:15):
for their job bank and searchfor jobs.
But you have to create anaccount, you have to register.
Yeah, yeah, yeah, yeah.
But I'll tell you all of theirjobs, because of the partnership
with us, those jobspredominantly come from the
National Labor Exchange.
Those jobs predominantly comefrom the national labor exchange
.
That's where they come from.
But they also can bring inlocal jobs.
You know they have localrelationships with employers and
(34:37):
they'll put in their own jobs,but predominantly the jobs at
any of your american job centersin their job bank are coming
from the national labor exchange.
They filter down into eachstate's job bank.
So it just depends on how you.
If you want to go at solo, ifyou want to search for jobs in
the NLX, you can do that.
(34:58):
If you want more relationshipand assistance from other
veterans to help with thoseother things, I would say go to
your local American Job Centerand get that and you can do all
things.
You can look through the NLX,you can go to your American Job
Center.
You have a lot of options.
Speaker 8 (35:19):
Awesome.
Thank you, Kim.
Speaker 2 (35:21):
And then one other thing with that right.
So the sites that Kim showed usis the one that's related to
the veterans.
They have an overall website um, like shares, real fast, uh, at
the nlx, right.
And so if you come in here youtype in cali, uh, let's do san
francisco, right.
(35:42):
Wherever you are, it doesn'tmatter, but you know the jobs
will be listed here and thosejobs are direct apply, right.
And so they have threedifferent sites the virtual one,
the one for veterans and but,like, hold on, actually let me
go back so you can see wherewhat this looks like on the main
site.
So, on the main site, if youcome down here, veterans,
virtual, right in state, and sothis is all the information.
(36:04):
They have events on here aswell, so that you can track on
that.
So everything is availablethere.
But, like I said, if you werelooking for something specific
and you just type in Cali here,based off of what you're looking
for, it's going to come up, andso it'll like sort of cyber
engineering analysts.
If I'm interested in that,apply now.
That's going to take medirectly to Deloitte and then
I'm in there like swimwear,right.
(36:25):
So that's it cool, all right.
Any other questions for kim.
I mean daryl, I know, daryl,daryl was trying to find the
unmute button, but uh, go ahead.
Daryl, what questions you hadsomeone else speaking.
My connection is not so good I'msorry, I didn't hear any of
(36:48):
that.
Speaker 6 (36:48):
Hello, can you hear me?
Speaker 2 (36:49):
Yeah, I can hear you.
Speaker 6 (36:50):
This is Brooke.
I have a question.
Speaker 2 (36:52):
Yeah, brooke, can you give me a second?
Yeah, darryl got beat to thepunch twice.
Look, we don't want him to havea third time, so we're going to
let him jump on and then we'regoing to hit you up, brooke.
Speaker 5 (37:03):
Thank you for that, but look, let her, let her go
ahead.
My question was more about thelinks, the actual links.
I need all of those links thatKim has put out Okay.
Speaker 2 (37:15):
Okay.
Speaker 8 (37:15):
Okay, yeah, what's your other link?
Hey, Darrell, it's in the chat.
Speaker 4 (37:18):
All right, you have to scroll up a little bit, but
both of them, the virtual oneand the veteran one, is in the
chat.
Speaker 5 (37:24):
Okay, I got those.
The one Jay was talking aboutwhen you said the three million
jobs or whatever like that.
What was that link?
Speaker 2 (37:30):
oh, that, that is we're gonna cover down on that
in a little while yeah, we'regonna cover down on that.
So all you guys are going to getan account to that, and so
that's just another tool, right?
And then the reason why that isis because I don't want you to
be submitting your resume justoff the off the cuff, right.
I want you to have some, someability to kind of really tailor
(37:51):
your resume to the job, andthat's what's going to allow you
to do so.
Cool, all right, brooke, allyours.
Center stage spotlight Action,action.
I set you up perfectly, brooke,and you just left me hanging.
Look, see, here we go.
Is your mute on or off?
(38:15):
All right, we'll come back toBrooke when she gets her stuff
put together.
Anyone else have a question?
Richard, you look like you gota question.
Richard's like I'm not sure ifyou're talking.
You're talking to me, yeah.
Speaker 7 (38:33):
Well, I dropped a question in the chat asking
about experience in lieu of abachelor's degree.
I know it's a lot of resumesput a requirement of a
bachelor's degree, but some ofus have leveraged experience
over our careers or half careersthat we've gone through and
like to know more about how toleverage that and be able to say
, hey, I've got experience.
Speaker 2 (38:51):
Take a look at me.
So I mean some organizations,like I said, between, but some
organizations, depending on therole, the reason why the degree
requirement is there is becausewhen they're working with their
partners, let's say for adefensive contractor, for a
sense, they're trying to getpicked up for a contract, right,
and so they're going to say wehave, you know, five people with
(39:13):
our PhD, 25 people with mastersand this type of individuals
and this much experience.
Right, experience is definitelya big part to that and the
degree is a big part to that.
But depending on what theorganization, who their clients
are, that's always going to vary.
I'm not going to say, like, canyou land a job without degree?
Absolutely, a thousand percent.
You just got to understand whatyou're getting into in those
(39:34):
arenas, right, being able totalk to your experience and
being able to articulate thevalue you bring is perfectly
fine.
A degree is an added benefit,right, but depending on what
company you're applying for.
So when you're identifying, youknow the culture fit of a
company, the mission, the valuesand then what you're trying to
bring to the table.
If you can articulate yourskill sets in a way that helps
(39:59):
them understand that you'rehelping them solve their
problems, because that's whatjobs are, right Jobs are.
We need a person to do thisthing to solve a problem for our
clients right.
And so if you can articulatethat, you know I know people who
will lean on experience morethan anything.
Right, and sometimes experienceis not.
I mean, sometimes degrees arenot anything like, they don't
even really get you in the door.
You need a certification, right.
(40:20):
So certification sometimes andcertain industries are looked at
more favorably than just thedegree aspect.
And so just understanding whatindustry you're interested in
and how to navigate that canhelp you, and then identifying
what company and culture fitthat's out there and then being
able to, you know, jump on thoseopportunities, but don't feel
like not having a degree putsyou at the bottom of the barrel
(40:42):
for looks right.
That's not necessarily true inall sense of the term, but just
understanding what you'regetting into and what you're
getting into and what you'reapplying for and things that.
Now, if you're like trying tobecome like a mechanical
engineer, the first thingthey're going to look at is like
your degree right, that's anaspect right.
But if you're becoming like acybersecurity expert or you know
(41:03):
a cloud computing, you knowdegrees are not even up to date
when it comes to some of thisnewer technology and innovation.
So hopefully that answers yourquestion.
Speaker 7 (41:12):
That's exactly what I was asking.
I had learned a lot ofdevelopment and IT stuff early
in the IT development world asit was still developing itself
and there was no degrees to behad at that time, so I was
working in the industry tryingto get more information about it
, find myself in a pivot whereI'm trying to pivot my career,
and so I've led myself up tothis point with just learning as
(41:33):
I've been going.
Speaker 2 (41:34):
Okay, so I would say your cert game for sure it would
need to be up.
If you're in the IT field, likethat is by far, they will look
at certs more than degrees.
If you have your CSSP, theydon't care what degree you got.
You got your CSSP right and sojust understand, like that, that
line of effort and then also,like I said, when we do the
second portion, I'll show youall the search that you can get
(41:55):
that you don't have to pay anymoney for um.
That can open these doors foryou.
Speaker 7 (41:59):
So that's why I'm here.
That's.
That's the kind of the paththat I was going down as I saw
the search that we're offering.
Speaker 1 (42:03):
Of course, yeah, yeah , richard, also I just, all of
us have different experiencesand everybody has, you know,
different knowledge.
Right, but understand also alot of people here nowadays,
unfortunately or fortunatelyeverybody wants to work for the
things.
All right For Microsoft and AWSand Amazons of the world, all
(42:27):
right.
Smaller companies or, you know,might be more eminent I mean
Kimber and everybody else mighthave more information or
experience, but this is just forme, okay.
For example, just to your case,for example, you know, I was at
AWS for a while and I had aMarine vet that I was friends
(42:47):
with and that guy a marine vetthat I was friends with, and
that guy, he was one of thoselittle child nerds you know
about programming and thingslike that.
I saw him do code on discord,you know would have, would hold
sessions from time to time, allright, and I tried to refer him
for a job at AWS.
(43:08):
He got denied because the guydidn't have a bachelor's degree.
He could run circles aroundthem and just fulfill that job
and he did like two or threemore times and they're like no,
sorry, you don't have abachelor's degree, that's a
requirement.
So he went to a smaller company, you know, and he's now
programming video games withthem and they're working for
(43:31):
electronic arts assubcontractors, for example,
okay Depends, okay Miles mightvary, and all of that stuff,
absolutely.
There's just one example thatcomes to mind.
Speaker 7 (43:44):
No, and I've experienced that also.
I know that working for smallercompanies has more opportunity.
Speaker 2 (43:48):
Absolutely All right.
Did anyone have any otherquestions?
We can kick right into theother.
Speaker 6 (43:59):
I said go ahead.
Okay, go ahead, I'm traveling.
So that's why I had someproblems with my connection
earlier.
I cannot tell you how much Ihave to thank the other veterans
that recommended that I jump onthis Saturday call.
So I'm like, oh my gosh, I'mheaded to my part-time job, I'm
gonna jump on anyway.
So I have two, well, three.
(44:22):
I already messaged on herLinkedIn while I was listening.
But what I'm very interestedand very excited about is your
certification.
But the specific question doyou pronounce your name J or J?
Speaker 2 (44:38):
I get that a lot.
Speaker 6 (44:39):
J, is it J?
Speaker 2 (44:40):
It's J.
Speaker 6 (44:41):
J.
Okay, I wanna make sure, right,I don't wanna mispronounce your
name, j.
The question I have is aboutthe certification.
If you're not, because rightnow I'm currently I want to get
my AI certification.
But the big question once Ilisten to where we can go to,
(45:01):
once you finish talking at 2o'clock today what type of are
there?
Is a role to internship viablefor us who have already been in
the business and want to getinto the ai field?
Or should we get ourcertification and just
immediately interviewing andbypass for um to bypass the
(45:26):
internship phase?
Because it looks like a lot oftimes when I'm looking at
internships they are looking forpeople in college or associated
with a college and not somebodywho's purely getting
certification.
So that's part one of myquestion.
I have another question for youas a follow-up.
Speaker 2 (45:43):
Okay, yeah.
So I would say there's a coupleof different aspects.
Right, internships,apprenticeships right, and it's
like obviously you're networkingand connecting into
opportunities.
Those are all crucial aspects.
For me.
It's whatever gets you into thedoor.
Right, you can work on allthree of those opportunities.
Right, they're all jobapplications, essentially right.
(46:06):
Internships is just anopportunity to get connected
with the people at a companythat you want to get connected
with.
But do know that you arecompeting against a lot of
people depending on what it isright.
They also have oh man, onesecond, they also have
apprenticeships, right, whichguarantees you a salary and then
gets you trained up.
And then the way thatapprenticeships works is you'll
(46:29):
have someone mentor you throughyour apprenticeship.
So let's say the apprenticeshipis six months.
I'm doing it in AI development.
I have a mentor that's in acompany that he's watching or
she's watching over me, kind ofgiving me the left and right
limits.
As soon as I graduate theprogram successfully, you have
to graduate the programsuccessfully.
You're getting paid the wholetime.
You may get paid like $18 anhour, $15 an hour, something,
(46:50):
minimum raise, right.
But as soon as I graduate theprogram successfully, I now get
the same amount as supposed toget the same amount as the
person that was looking over mein that management role like not
management role, but the personthat's supposed to be like my
mentor in the organization andso you get a pay bump as soon as
you graduate that program andnow you're working full time
(47:13):
with a clear understanding ofwhether or not you like this
opportunity, what's out therefor you and then how that aligns
so that those are greatopportunities, and when we do
the talk at two, I will show youexactly where to find them,
because they're not only justfor, like industry folks, right,
it's just like, yeah, there's abig appeal to get students into
(47:33):
that, but they understandveterans and military spouse put
in work.
Right, I will have no shot atthe veterans but I will hire 20
military spouses in a heartbeatto get something done because
they just know how to do it.
It's just like you could throwa lot at them and I have.
They get something done becausethey just know how to do it.
Like, it's just like there's,there's not.
(47:56):
You could throw a lot at them,Like, and I have, like they get
it done, Understanding the typeof background and the things
that we bring to the table andthat added value, right.
Sometimes it's just a difficultpart of being able to talk
about ourselves because we don'tdo that well, Communicating how
effective we can be because wedon't do that well, and showing
how we can add value to thatorganization and also understand
what value we get from thatorganization, because it's a
(48:16):
two-way road.
But to go to answer your firstquestion did you get that or it
looks like I lost it?
I don't know.
Brooke, can you hear me or no?
Speaker 6 (48:28):
Yeah, thank you.
Yeah, I got that.
That's good.
So I'll be listening at tooltalk and my other question for
you is this Hilton honors, Icannot tell you.
I'm so shocked because so manytimes I have needed to have a
resource like that and neverever had heard about it ever
(48:51):
before before today.
So is that more so you can, ifyou have a job interview set up?
What is that process and howlong does it take?
Because usually, if somebodywants you to like when I used to
fly and go to job interviewsand things like that you really
have a short turnaround periodto get everything set up.
(49:12):
Do you know what that processis?
Is that something that you needto set up ahead of time, or is
it a quick turnaround?
Speaker 2 (49:19):
Yeah, we actually did this.
For what was it like 200, 300people?
We did a hiring fair.
Speaker 6 (49:27):
I see my camera froze .
No, we're tracking.
We did a hiring fair.
Yeah, we did a hiring fair inVegas.
I see my camera froze.
Speaker 2 (49:29):
No, we're tracking, we still got you.
But we actually did a hiringfair in Vegas and we had people
fly out and then get their hotelpaid for because we had
opportunities for jobs there fornationwide, and so that was our
first hiring fair that we did.
Now, yes, the question is, itdoes depend on the state.
Each state does it differently.
(49:49):
To give you an example if youare in Georgia, unfortunately
Georgia doesn't have a programand so they don't have a
coordinator, but that doesn'tmean you're not eligible.
You would have to actually gothrough the headquarters, which
is oh my God, what's her nameand what you know name oh my God
, what's her name and what youknow name Lori Adams, lori Adams
.
Yeah, yeah, you have to gothrough Lori Adams and she could
(50:12):
do one offs Right.
So if Georgia is not the statebut here's the thing If you are
a Georgia residence but you'retrying to move to another state,
that state may do it Right, butif you're trying to move from
that state to Georgia, thatstate may also do that aspect
right, and so you just have tosee, and Lori Adams will be able
to give a good point of contactto tell you.
But each state is different.
(50:33):
There's a list of states thatsupport the program.
Some states have really strictrequirements, some states don't.
To give you an example,maryland has some pretty
stringent requirements on whatyou can do and then, depending
on if you're a military spouse,there's like even more stringent
requirements on it.
So you just have to be able tofigure out for your state who
(50:53):
was the point of contact,because the names are listed
there and their contact numberis listed there and then getting
that process set, but thefastest I've ever seen.
The turnaround time for thathas been two weeks, and so, from
you putting in the opportunityto sending the information,
filling out this form that theyasked you to fill out, you send
that back.
Once it gets approved two weeksyou're good to go.
Speaker 4 (51:15):
Jay, a little bit about that, because you know I
meet with Lori every week.
Speaker 2 (51:18):
Oh yeah, go ahead, Kim, For a meeting.
I know what I'm doing.
Go ahead, Kim.
No, no, you're good, You'regood.
Speaker 4 (51:24):
I just wanted to make sure that they knew that the
eligibility had changed a littlebit.
So no longer can you go to aconference and get the hotel
paid for.
You have to have an interview.
You have to have an establishedinterview.
So in order to be eligible,just make sure you know what the
criteria is.
But shoot all your shots.
(51:44):
You know, let somebody tell you.
You know.
Sometimes you slip on through.
So I say, try what you can try.
Speaker 2 (51:52):
And truth be told.
Speaker 3 (51:55):
Some of those conferences will get you
interviews.
Speaker 4 (51:57):
Yeah, and that's exactly right, especially at MIG
.
I mean, it was a wonderful, myson got hired through MIG, my
son came with me and got hiredat.
Speaker 3 (52:06):
MIG.
A lot of people do I mean youcould probably check jay goes to
all of them.
You could interview with jaywhile you're there, hey I got my
sweatshirt too, jay absolutely,but black ops yeah, just
remember.
Speaker 1 (52:19):
Just remember, you know the, the hilton honors for
everybody.
It's just eight.
It takes like a hundredthousand points, which gives you
about three or four days, butit's lifetime award.
It's not like anytime you wantto go to a conference, hey,
let's.
Let's call naswa and get myhundred thousand dollar points
for hilton.
Speaker 2 (52:40):
Okay, it's a lifetime and then tell them, tell them
the real deal.
It depends right?
So if you're going to a job, itdepends on a hotel too alabama
you know you may get, you know,1500 points.
15 000 points may be good, butif you're in like la and it's
like 70, 75 or however much like, understand like they, it
(53:02):
doesn't change the range.
You only get 100 000 points.
Speaker 1 (53:05):
So you need to choose a hotel that has less points a
hundred thousand points mightget you five minutes in a hotel
in la and get you two months inalabama.
Okay, depends on where you wantto go, and it might get you,
like, just walk in the door inhawaii right now okay, if you're
trying to enjoy jay's lavishnavy lifestyle.
(53:28):
It might get you just to walkin the door and look at the
beach if you go into conferencein hawaii yeah, uh, and then for
for everyone else.
Speaker 2 (53:37):
Like that policy change was because of act now.
So, unfortunately, yeah, we, wewere the the cause behind that
because, like, we flooded themwith 300, 400 candidates and it
was like, look, you guys can'tjust be doing conferences.
It wasn't a conference, butnonetheless, uh, we, we move, we
move together when it comes tothings like that.
(53:58):
So we look out for you as bestas possible.
We want to make sure that we,we, we don't like leave you
holding a bill and then you haveopportunities, but with.
With that being said, I want totransition into the second part
of this, which is just focus onthe resources and giving you the
information that you guys needso we can get you on your way.
But I'm going to cover down ongiving you the Coursera
(54:19):
information.
So, understand, coursera is apartnership with VTS.
We are bringing our Courseraprogram back online, but we're
doing it a little bitdifferently.
So we're just going to takesome time to do that and
understand, like we got like athousand things in the fire and
so we work with our partners alot to kind of leverage it.
So the first thing I'm going toshare with you is the Coursera
(54:41):
link so that everyone can applyto that, and I'll talk a little
bit about what that looks like.
So if you're not familiar withCoursera, here's the thing Don't
sign up if you're not ready.
Just put that out there.
But what it is is it's anopportunity for you to do some
upward scaling with no cost,right, and so it doesn't cost
(55:03):
you any money.
It's a one-year account and itgives you the ability to knock
out some certifications relatedto different fields and, like I
said, at no cost to you.
If you guys look up Courseraonline, you'll see that it costs
I don't know $400 a year orsomething like that, and then I
can't copy and paste it in here,all right, so I just shared the
(55:24):
link there.
Anibal is going to follow up andmake it look pretty and reshare
that.
But if you sign up for there,it takes about a week to two
weeks to get your account butyou get access to 12,000 courses
, 27 certificates, and all at nocost.
(55:45):
So Google IT support, googleproject management, google
cybersecurity, ibm cybersecurity, data center data not data
center data analytics they havesome Salesforce on there as well
.
They have meta for UX, ui andthen for, like the healthcare
folks, there are healthcarecourses that are provided by
colleges.
That's on there as well thatyou can take advantage of.
And all this stuff is good toadd to your resume.
(56:07):
Right, you may not be enrolledin school, but it looks good to
show that you're doing something.
Now you don't want to list2,000 courses on your resume
because ain't nobody got timefor that, but what you do want
to list is things that arepertinent to the role that
you're applying for.
So if you're applying for aproject manager role, take the
(56:27):
PMP I mean take the projectmanager Google course and add
that to your your, yourcredentials listing.
But understand that you knowthe PMP is very different from
the Google project management,and so being able to talk about
that is really important as well, because they may ask you a
question related to that.
(56:51):
Pmp is a gold standard, just soyou know.
Um, and then we're currentlyoffering, of course, right now
we have, I think, like 45 peoplewho we're helping them get
their pmp through um.
Act now education, um.
So that's one thing.
Um, so you have that link.
All right, let me go over whatelse.
We got, like covers.
Let me cover down with somestuff.
Do some house cleaning here.
Sorry, one second.
I definitely need like thelittle three screen thing.
(57:14):
Uh, I don't like going fromlike my computer to just one
little tiny laptop.
All right, here we go, I'mgonna breeze through these so
you can uh get all the goodness.
All right, understand, we're acommunity organization.
We focus on resources out there.
You know there's over 40,000different resources out there.
We try to vet them and we bringyou the ones that are trusted
(57:39):
Right, so we won't ever put youin a situation to where it is a
little shaky.
If it is, we will definitelysend a follow up message and say
, hey, acna has no involvementwith this.
Now, I know a lot of people havebeen putting in links.
Hey, you know, tag me or youknow, here's my information.
I haven't seen that work foranybody in the years of me doing
(58:00):
this.
One person may click on yourprofile, but in terms of
networking, that's not ashelpful, because then what are
they going to connect you withabout?
Right, they connect with you.
You're not going to use that,so this is what we did.
Instead, here's a link that wewant you to use.
It's going to be on LinkedInand essentially, just put your
information.
Tell us a little about yourself.
You can say your militarystatus, your goals, your areas
(58:20):
of interest, and then find someother people who have similar
interests and connect with them.
Everyone on this link iswilling to connect with each
other.
If we connect, we should beconnecting on the platform we're
trying to connect with.
The reason we tell you to dothis is because this allows you
to, especially if someone findsa job and opportunity or
someone's looking at stuff.
It expands your network.
I'm connected to a lot ofpeople, so definitely like add
(58:41):
me to your network, because whenI post stuff or when I come
across jobs, I'm always comingacross jobs.
I'm always coming acrossopportunities, stuff, or when I
come across jobs.
I'm always coming across jobs.
I'm always coming acrossopportunities.
You just never know.
Like last week, we gave away150 data center certifications
from CompTIA.
Comptia was like hey, jay, wegot these certifications, we
just need people to take thetest.
(59:01):
Do you got anybody that can dobeta testing?
Speaker 8 (59:03):
I was like absolutely .
Speaker 2 (59:04):
I post that out right , but that's not on a Saturday,
that was on like a Monday, andso just know that there's great
things to connect with people.
Use LinkedIn for what it'sintended for connecting with
people, so make sure you guysget that information OK good.
One other thing If you areinterested in going to school
and not paying for your tuitionand having some other
(59:26):
organization pay for it, foryour tuition and having some
other organization pay for it,scholarship for America is
offering to pay for it, as longas it's related to education,
counseling, social work orschool psychology, and the way
that this works is Hold on Onesecond, where's the button up
(59:52):
here
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