July 20, 2023 • 48 mins
Ever considered a career in Salesforce after serving in the military? What if I told you that transitioning from a military career to a Salesforce professional isn't as daunting as it seems? Join us in this episode as we chat with Phillip Anderson and Dave Nava, two veterans who've walked this path successfully. They share insights from their journey and the resources they found invaluable.
Have you ever wondered how to stand out in a slowing job market? Phillip, Dave, and the panel share some of their strategies for breaking into the Salesforce ecosystem. They discuss alternative ways of gaining work experience such as volunteering and earning super badges. Staying active within the community and building a diverse skill set is another strategy they emphasize.
As we wrap up, we focus on the resources available to veterans, transitioning service members, and military spouses in the Salesforce ecosystem. From Salesforce Military to VetForce and Salesforce Trailhead Military Programs, we've got you covered. We also discuss the unique advantages of the Mentor Connect platform. Our heartfelt gratitude goes out to every veteran for their service and sacrifice. Tune in to start or further your journey in Salesforce with us – you are not alone!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Announcer (00:02):
And now the number one audio program that helps you
to hire, get hired and soarhigher in the Salesforce
ecosystem.
It's the Salesforce career showwith Josh Matthews and Vanessa
Grant.
Josh Matthews (00:21):
Hey everybody, welcome to part two of our
military show, which isdedicated to communicating and
listening to and learning fromPhyllis Anderson, former Air
Force, and Dave Nava, goldenHoodie recipient, former pilot
for the Navy, and in thissegment we're going to be
(00:42):
talking a little bit more aboutthe current state of the economy
how to identify opportunitiesand help yourself stand out as a
top candidate in a market wherehiring has slowed down.
So definitely stick around.
I'm going to do a quick littleintroduction of myself.
My name is Josh Matthews.
I run the Salesforcerecruitercom, aka Salesforce
(01:04):
staffing.
I've been in the industry forcoming on almost five years
right now, and my wonderfulco-host, vanessa Grant.
Let's hear an intro.
Vanessa Grant (01:14):
Hey everybody.
I'm Vanessa Grant.
I'm an associate principalconsultant at a Salesforce
partner and also a part-timeclick coach and a part-time
helping Josh host the Salesforcecareer show person.
Josh Matthews (01:28):
You are a helping Josh host the career show, the
Salesforce show person.
Maybe I said that wrong, Idon't know.
We've got a couple of wonderfulguests with us on this program
Phyllis Anderson.
Let's hear a quick intro.
Philip Anderson (01:41):
Philip Anderson here, Air Force veteran of 13
years in special warfare andspecial operations.
Currently now I'm a GPSconsultant at Deloitte.
Josh Matthews (01:54):
Thanks, phyllis David Scott now.
Dave Nava (01:56):
Hey everybody, dave Nautic here lead solution and
generate Salesforce.
20 year Navy veteran andcurrently helping customers
within the DoD and beyond.
Explore the power of Salesforcesolutions.
Josh Matthews (02:08):
All right, great to have you guys here.
So in this episode we are goingto open up the floor to
questions.
So if you're listening to theshow live on a mobile phone, all
you have to do is go ahead andraise your hand.
And, by the way, we've got somewonderful folks up here,
including Larry Lee.
We've got Jason Zygwitz, peterGanza I see some familiar faces
(02:30):
with.
Vanessa.
Thomas is one of our mostdedicated listeners.
Thank you for being here.
Jesse Twazan, who's been acritical and important part of
the Salesforce recruiter.
She's worked with me for Idon't even know.
It's like three and a halfyears or something like that.
It's a long time, relativelylong time.
(02:50):
Thanks everybody for being heretoday.
Vanessa, someone's got aquestion, but they are listening
on.
If they're listening on abrowser and not on their mobile,
how can they ask a question?
Or maybe they're just shy andthey want to ask a question.
How can they ask your question?
Vanessa Grant (03:06):
Absolutely.
Feel free to send me a DM onTwitter, rl Vanessa Grant or on
LinkedIn real Vanessa Grant.
I have both of my inboxes openand ready.
Josh Matthews (03:18):
Fantastic, and if you weren't just joining us and
you have not yet listened tothe last episode, you'll
definitely want to check thatout, because Dave and Phillip
give incredible insight onmaking it.
They tell their own personalstories of transitioning from
the military into the Salesforceecosystem with some wonderful
(03:39):
advice, and what I'd like to doto start this episode out is
have Vanessa share with us someof the critical resources that
are out there.
These are groups, organizations, training academies what have
you that can help you make thetransition a little bit easier
(03:59):
from military to Salesforceprofessional.
So I'll pass the torch to youhere, vanessa.
Vanessa Grant (04:07):
And absolutely, dave Phil.
You guys would know theseorganizations better than I, so
how about I start talking aboutthem and then you guys can add
your experience or whatever tipsyou have as far as how to get
the most out of leveraging theresources that these
organizations have?
(04:27):
The first one I've got is isMarivis, so I know I've spoken
at the Marivis summit.
Marivis has a few differentpaths to go on as far as cohorts
, so that they train admins,platform at Builders, so so help
(04:48):
prepare you for thosecertifications.
It says that it's a two to fiveweeks of self paced virtual
training, approximately five to10 hours per week, followed by
one week of intensive traininglocated online or in the host
city looks like they're inAustin or Seattle, but they also
have virtual and then finishingwith one to two weeks of
(05:09):
virtual certification exampreparation.
What's been your experiencewith Marivis, guys?
Philip Anderson (05:16):
So I went through Marivis to get my
Salesforce admin and when Ifirst started Trailhead I it was
so complex, there was so manytrails and I was that dog just
chasing squirrels.
I didn't know what I wanted todo.
(05:38):
I didn't know where to beginand Marivis gave me that focused
path on what I needed to do tobe a Salesforce admin.
I went through their platformapp builder same thing.
I didn't even know where Ineeded to go and then they just
they zeroed it in on theabsolute, on how to pass those
(06:02):
tests.
So that's what Marivis reallyoffers is that path, those
trails for you.
Dave Nava (06:11):
And I had a similar experience.
So 2018, I leveraged Marivis toearn my admin cert as well as
platform app builder, just likePhil.
And for those that aren't aware, when you go through Trailhead
Military and you get yourvouchers for the courses, you
can cash those vouchers in, soto speak, with Marivis.
We'll accept them and then youcan attend their cohort for a
(06:34):
variety of different courses,and it's taught by Salesforce
professionals, so you're gettingexpert advice.
You usually have a one dayfollow up as well, prior to the
exam.
But what a lot of folks may notrealize, who aren't familiar
with Marivis, is more than justeducational resources.
It's also community, and if youknow anything about the
Salesforce ecosystem, communityis huge here.
It's how we ensure that we'resuccessful by participating in
(06:57):
community events, by giving backto the community, and Marivis
has its own micro communitywithin the Trailblazer community
of allies as well as militaryTrailblazers that all support
each other.
So when you become an alum, youget access to that community,
and I, of course, still talk toall the Marivets that I went
through with and as well as newMarivets and just an awesome
resource.
Vanessa Grant (07:18):
Awesome.
Thank you, guys.
And of course, I have to bringup the military Trailblazer
office hours.
I know I did speak at one whenJade was hosting, but I think
now they just have the two theone that's hosted by you, david,
which is more focused on careerand branding, and then one
(07:40):
that's more focused onSalesforce technology that's
hosted by Bill Kieler.
Dave Nava (07:47):
So there's actually four.
Okay, We've become a family ofmilitary Trailblazer office
hours providers.
Every other Monday, I thinkit's let's see.
Second and fourth is off therecord chatter, which they do a
variety of different sessions Ilike to call it Salesforce
potpourri and they have avariety of different topics and
(08:07):
it's very informal off the cuffbut really interesting and fun.
Trailhead Tuesdays are now runby Jade, For Tuesday she does a
different Trailhead basedengagement sessions.
Sometimes it's working on abadge, Sometimes she's just
talking about Trailhead topics.
I do first and third Wednesdaysof the month on professional
development, and then Bill, theoriginal the OG, does Fridays
(08:31):
noon Eastern technical sessions.
He'll invite some guests onoccasionally.
For the most part, what he'lldo is you bring your problems to
Bill, either declarative orprogrammatic, and he'll show you
how to solve them within thatsession.
If it's code based, he'llusually give you the code as
well, and so it's really reallygreat resource.
Regardless of what your yourtechnical needs are, there's a
(08:52):
office hour session to help.
Vanessa Grant (08:54):
Yeah, what I also love about those office hours
that they're available toanybody.
Just anybody can join, whetheryou are military or not.
Of course there is a militaryfocus and it's a great way to
meet folks that are kind of onthat same path.
But I've also found them justuseful as a non military spouse
(09:15):
or veteran just to skill up oreven learn about career stuff.
And now you post them all onyour YouTube channel, which is
another great resource for folkstransitioning.
Dave Nava (09:27):
Yeah, everyone's welcome to join.
You don't have to have amilitary affiliation, and we do
have 180 videos on the Wednesdaysession office hours YouTube
channel.
And then Bill has his ownchannel as well, I think it's.
If you search for resource hero, you'll find it, and he's got
his technical sessions on therealso.
Josh Matthews (09:48):
And I'll tell you , guys, I think we're going to
make a point of adding on someadditional resources to expand
exchange.
And if this is your first timehearing about the expand
exchange, it is a directory thatwas curated by mostly Vanessa
and a little bit me.
It's hosted on my website, thesalesforcerecreatercom,
including David's office hours,so you can go there and just
(10:10):
click military and you'll find anumber of different resources.
We'll make sure that we getsome additional ones up there
before this gets launched on ourpodcast, but be sure to go to
expandexchangecom and then justclick military and then, of
course, explore all of the otheravenues, whether it's YouTubers
(10:31):
, podcasters, chat rooms, slackchannels, things like that too.
So that's a real quick, short,easy way to identify some
additional resources.
And thanks for bringing thoseup there, vanessa.
I'd like to make sure that justbecause we're going to run out
of time here in just a littlebit.
So I want to make sure thatwe're addressing what, for many,
(10:53):
is the elephant in the room,and that is what the hell's
going on with hiring andrecruiting, and there are way
more available candidates nowthan there were in the past.
That does not necessarily meanthat there are that many more
top professional candidates.
Most of the people who are inthe top 10% are still working.
(11:13):
That's not always true.
So from a comment standpoint, Idon't want anyone to be
offended, because good people,highly successful, engaging,
competent professionals, can getlaid off and it can have
nothing to do with what's goingon with them.
It can have everything to dowith the economy or the way that
their organization has been run.
(11:34):
But the majority of topperformers are still going to be
actively working, activelyengaged or soon to be hired.
Right.
But given that there are wayfewer opportunities being
advertised and marketed now than, say, even three months ago but
(11:56):
I'll go back six, seven monthsago and really a year because it
started to slow down aroundlast fall the world did not see
the hiring season.
The hiring season is generallyFebruary, march, april, may,
sometimes June a little bit, andwith a kick, another uptick a
little bit before the holidays.
In the fall it just didn'treally happen.
It used to be 3,000 newpostings every single day of the
(12:21):
week on LinkedIn.
That's not the case now by amassive margin, by at least a
60% or 70% reduction in ad spendor postings for jobs.
So that means that there'sfewer jobs for more people, and
that means it's going to be morecompetitive.
(12:42):
So, with that in mind, I'd liketo hear from both Phil and Dave
a little bit about what theywould recommend given the
current economic situation orhiring situation.
What are some of the best tipsor recommendations you can give
to those Either A trying tobreak in or B trying to level up
(13:04):
to a different role in adifferent company right now, and
either of you can start on this?
Dave Nava (13:10):
I'm happy to start.
A couple of things come to mindbecause, you're correct,
there's been a reduction inforce across salesforce jobs and
then there's been a reductionin new jobs being offered.
Having said that, thesalesforce ecosystem obviously
is not going anywhere.
These things happen in cyclesand we're still experiencing,
(13:31):
relatively speaking, tremendousgrowth.
It's just less growth thanwe've seen in previous years,
but now more than ever and I'vebrought this up a couple of
times community is everything.
So I often tell people you needthree things to break into any
ecosystem, salesforce orotherwise you need education and
training, you need workexperience and you need to have
a personal brand.
(13:52):
Salesforce handles theeducation and training piece for
you right.
With Trailhead, withcertification, it's all kind of
mapped out.
You just have to figure outwhat you want to do and then the
map is there on the website.
You've got tons of certs.
Work experience is morechallenging and I think this
directly answers your question.
You have to show workexperience without necessarily
(14:12):
having the opportunity to getwork experience, which is the
chicken or the egg kind of thing.
How do you do that?
And that's where we get intowhat I call alternative work
experience, and that's superbadges are one great way to get
there, taking that knowledge andtransforming it into solutions,
and then that's a demonstrableskill that you have on your
Treblazerme profile.
Other ways are to create anexperience cloud site and have
(14:36):
your professional portfolio onthere, showing that you can
build on the experience cloudplatform.
Sign up for free developer organd build apps.
All these things are ways togenerate alternative work
experience.
Volunteering sometimes gets abad rap these days, but I still
think that it's a great way, aslong as you put certain
(14:56):
guardrails in place, to getexperience working in the
ecosystem.
And so all these things comefrom learning about
opportunities out there in theecosystem, which comes from
being present in the community,whether that's online meetings
like this, where you're meetingwith folks, you're talking,
you're chatting, whether it'sin-person events, whether
(15:18):
they're dream events Treble isyour DX, dreamforce, so on and
so forth you have to be activein the community If you expect
to meet the folks you need tomeet and learn about the
opportunities you need to learnabout in order to generate leads
to get employed.
Then I'll say one more thing,and then I'll pause here,
(15:38):
because I want to hear what Philhas to say as well.
It's not necessarily fair, andthis is just my opinion.
This is Salesforce according toDave Nava.
You're welcome to disagree, butI think you have to be
multi-skilled.
These days, like a while back,it was enough to have your admin
(15:59):
cert and maybe you've built afew apps.
These days, because employersare having to do more with less,
they want to see more skillsets.
That's where you see these.
We're looking for an admin whohas Apex and all these other
things.
You have to have diverse andwider skill bases.
If you can get into things likeOmni, studio, crma, maybe you
(16:24):
have a project managementcertification.
You can dust off and show thatyour skill in other areas, that
will add additional value andthen you're not just a single
threat Like I can configure no,I can configure.
I can write a bit of code, Ican project manager, project.
I can do all these things.
That'll help you as well.
Josh Matthews (16:40):
Great points, vanessa shares.
Often, once someone's got acouple of certs under their belt
, to really consider pursuing aScrum Master cert as well, it
doesn't always have to be toyour point, david, and your PMP
which, by the way, I don't knowif anyone else on this show
right now is a PMP but it's notthe easiest path in the world.
(17:01):
You guys got to get 2000 hoursof documented work under your
belt.
It's complex.
It makes the admin cert looklike take and maybe I'm speaking
at a turn here, but that's beenmy experience with all of the
PMs that I've placed over thelast 20 plus years.
Great points, thanks, dave.
Phil, I'm curious if you've gotsome thoughts on this.
Philip Anderson (17:25):
Yeah, I can't agree more with David.
If you were having troublefinding a job, one of the things
to think outside the box withSalesforce is a CRM platform and
so much more.
They also have Tableau.
Look for jobs that are usingand need those SMEs in a CRM
(17:50):
platform.
It doesn't necessarily have tobe Salesforce, it could be
ServesNow, it could be somethingelse.
Or, if you're with Tableau, itdoesn't have to necessarily be
Tableau, it could be MicrosoftPower BI, because you've shown
the ability to learn a newtechnology and that could be
(18:13):
something a recruiter is lookingfor.
Then, on top of that, one,you're getting employment.
Two, you're gaining anotherskill that's going to be
valuable.
It's going to be able to widenyour resume and broaden your
network.
That goes into.
My next point is keep networking.
(18:36):
If you're having troublefinding a job or because of the
hiring freeze or the hiringslowdown, keep networking and
stay on those individuals'radars, because it's not going
to last forever.
Every once in a while, check inwith them hey, is there
anything opening up?
Do you have any idea when thishiring slowdown or freeze is
(19:00):
going to be lifted?
Like I said, stay on theirradar.
Let them know that you're stillinterested in that company or
that firm.
Yeah, that's all I got for thatissue.
Josh Matthews (19:16):
Critical points, phil, truly Right.
Look, two things come to mind.
One is people can work reallyhard to build up a network.
All you have to do to destroy anetwork is just leave it alone
for long enough.
If you're not active in thecommunity today's point earlier
(19:36):
you're going to be in trouble.
You've got to.
All relationships require somelevel of maintenance and,
consequently, some level ofinterest and some level of
contribution.
We can't just always be askingpeople you got something for me,
you got something for me, yougot something for me?
I get about 12 or 15 emails aday from third party these third
(20:00):
party visa companies, benchsales companies every day.
It's like stop asking what Ican do for you, what are you
going to do for me, becauseotherwise the interest will wane
very quickly, very, veryquickly.
We have Navy veteran JonathanForster with a hand raised, so
come on board, jonathan.
Jonathan Forester (20:20):
Hey everyone.
Yes, jonathan Forster,salesforce consultant at
Deloitte.
Hey Dave, hey, jason, been awhile.
Hey, good to be here.
I just wanted to add that oneof the things that helped me
when I was trying to find myfirst job and get that
experience is I went to Upworkand it's a freelance site and
(20:42):
they post a lot of Salesforcejobs and it runs the gamut of
developer to doing data loads,and so the trick that I did is I
would take some of those jobsbut then I would put it under in
my resume.
I put under as that I was afreelance consultant and this
was the experience I had, andall the experience was from
(21:06):
those Upwork jobs.
And then I had things to talkabout in job interviews and
companies would say, oh, he'sdone some Salesforce work, just
a suggestion and thought.
Josh Matthews (21:17):
Thanks, jonathan.
I'd like to bring Dave to thestage again on this, because I
think this was a question thatwas asked in your show in your
office hours earlier withSalesforce bed, and I think you
had a point of view, unless I'mconfusing myself here.
Dave Nava (21:33):
Yeah, refresh me one more time on the question of
apologies.
Josh Matthews (21:37):
It was when someone's brand new should they
go get?
Oh, I am confusing the question.
I think the question was shouldI go volunteer for free, right,
and can I, you know, can I like?
So if you're brand new andyou're putting yourself out on
Upwork, I'm kind of likeJonathan, like you know, go
ahead and unmute.
But I'm kind of curious aboutthis, right, because if you're
(21:57):
putting yourself out there onUpwork, it's like, hey, I'm the
professional and I do this,right, was it a struggle to like
did people when they hired you,did they have?
Did they know that you werebrand new to this type of work?
Jonathan Forester (22:10):
Yeah, I mean I was, I mean I've always been
an upfront and honest person.
But what I would tell them islook, I have my admin cert,
these are the things that I cando, that I'm familiar with, and
then I also have resources tohelp me get the job done.
You know, and you know, thatseemed to convince them.
Obviously, everyone's mile youknow, mileage may vary, but I
(22:33):
found that, like when I took onthe simple jobs first, like data
loads or creating some pagelayouts.
You know that's something youdon't need experience with.
You know, if you have youradmin cert, then you know how to
.
You know, do that stuff.
And so then, as those smalljobs accumulated and then it
expanded my reach as far as whatI could do, and you know, after
(22:58):
six months of doing that, I gotlike my first contract job, you
know, working for thisconsulting group that dealt with
nonprofits, and so it justsnowballed from there.
But it definitely helped me getthat going and also gave me
some confidence too that youknow I knew more than just doing
(23:20):
trailheads.
You know I can actually do thisstuff.
Josh Matthews (23:25):
The confidence is really critical, right?
Because if you can't, you'renot gonna talk about things that
you're not confident about,like everybody knows that, right
?
You're not gonna get me onstage talking about biochem.
Like I don't know anythingabout biochemistry and I never
will, like it's just how it is.
I have zero confidence in this.
(23:46):
I'm not gonna talk about it,right?
But when you're brand new andyou've got just enough of a leg
up, but you can start, like yousaid and I think this is a great
point, jonathan is, start doingthe small things that you can
do, right, and grow from thereand again to your point, make
sure that you've got.
I think it's really importantto always have a mentor, someone
you can reach out to.
(24:07):
We do have a specific podcastepisode dedicated towards the
mentor-mentee relationship andwhere you can find that.
So all you have to do,regardless of the platform
you're on, whether it's Spotify,apple, google or what have you
definitely check out thatepisode that is run by Vanessa,
(24:27):
because she does a great job ofhelping to enlighten people how
to obtain a mentor and how tosucceed in that type of a
relationship.
Now there's something that Daveand Phil you guys were both
basically talking aboutcross-training a little bit ago.
Right, like getting differenttypes of certs or super badges
and expanding your knowledge.
(24:48):
And I just have this shortmemory.
I have this small memory of thecoach for Ohio State football
team when they were crushing itevery single year and he said
and at the time I was on theboard of directors for the youth
football league that my kid wasin and we were losing players
(25:09):
like crazy.
We were losing them becauseathletics and school really
started to switch about 10 yearsago to one sport a year.
Right, because they're allthese clubs.
You'd have someone playingbaseball, you'd just play
baseball all year long and by13,.
They need Tommy John surgery.
Right, because their arms arejust blown.
But what he said is that out of52 players on the team, only
(25:33):
two of them were football, onlyplayers in school.
Everyone else was a multi-sportperson and it's exactly what
both you, dave, and you, phil,were talking about is like do a
variety of different things.
It's only going to enhance allof the, the main sport that you
do, in this case Salesforce,right?
(25:54):
So just for whatever reason, Ithought I'd share that.
Now I do want to bring ourfriend and regular contributor,
jason Psychowitz, up onto thestage for just a moment here,
because, jason, welcome to theshow.
Maybe give a quick intro aboutwho you are, just a short one,
and then I think we'd all liketo do some celebration with you.
(26:17):
So what's going on in yourworld, man?
Jason Zeikowitz (26:21):
Oh, thank you Josh.
Yeah, here Jason Psychowitz,currently a technical trainer at
Salesforce and social partner,and actually I was thinking
about I was going to chime inwhen, jonathan, you were
bringing up your advice andsaying, gave me a hello as well,
they are good to see you hereagain.
My friend and I wanted to.
It reminded me about how I metJonathan.
(26:44):
So I met Jonathan by attendingSalesforce Saturdays when they
were virtual.
But that's another opportunityto be able to network and upwork
being able to work SalesforceSaturdays to just a great space.
Meeting in person, meetingvirtually they both have their
(27:04):
own unique flavor.
Virtually you can be able tomeet a lot more people, but in
person the original you get moreof the actual Salesforce
Saturday path, which is just anopen space to work on trail head
, to work on projects, andthat's a great way to get
(27:26):
exposed to what other people areworking on, to be able to share
what you're working on.
And now this goes into also thementorship thing.
It's being able to find amentor, but also being able to
step up to mentor and I'd saythat, like, no matter where you
are in your journey, even if youjust like you got one badge, if
you could find someone you canexplain that to.
It's going to boost yourconfidence.
(27:48):
It's going to boost yourcomprehension.
So it's a great way to learn isto teach, and so, just however
started you are you just got a.
You know, you just foundTrailhead great.
Tell someone about it.
Josh Matthews (28:03):
I love it, buddy, I love it.
Hey, I'm kind of curious, likeyou know with you.
Jason.
You've been because you've donesome things and you've put
together some information thathelp people understand the
different trails and thedifferent careers.
Go ahead and share where theycan find that document that
you've put together.
On the expand exchange, itsounds like you've been coached
(28:28):
or something.
Jason Zeikowitz (28:31):
Well, it's a great collection to be able to
find out and so many moreresources.
And so I built a website fromExperience Cloud, just like
David here saying, you know,build a portfolio.
So this is an Experience Cloudwebsite that I built that it
explains the Salesforceecosystem and really just any
(28:53):
career ecosystem, how to be ableto find your way around it.
It came out of my experience ofexplaining Salesforce careers
to community, college and highschool students, so like at that
age, being able to explore acareer for people transitioning
from the military when you'rethinking you know what
profession should I do?
So this website just it mapsout how to map things out, how
(29:21):
to explore understanding what isSalesforce, where is Salesforce
and who's in Salesforce?
Think of the nouns, no, yournouns.
So the people, places andthings, the people, all the
different positions, and it'sgood to not just like focus on
one but understand the ecosystemof positions, of the sales
engineer, of the recruiter, ofthe BA, who's a bad ass.
(29:43):
You know.
Also all those differentpositions that you know create
the culture together forSalesforce to get implemented.
Then understand the places.
So where is Salesforce done?
That puts into context.
Then, finally, I say understandSalesforce.
Last you know, because nowyou're understanding the context
, you're understanding thecontacts, and so that's that
(30:07):
Salesforce career navigatorfound on the expanded change.
Vanessa Grant (30:10):
All right, thanks , buddy.
Can I throw something in here?
So at least with a lot of thetransitioning folks in the
military, I see a lot of themend up kind of leaning towards
project management, which wereally don't have any
certifications in the Salesforceecosystem specifically for them
.
But there are a lot of projectmanagers that work on Salesforce
(30:33):
projects.
I don't think that I would workon a consulting engagement
without one.
At this point, I would love tohear from the folks on the panel
what resources you recommend,since Salesforce is a little bit
lacking in this regard as faras directing folks to project
management careers.
Philip Anderson (30:52):
Yeah, I think learning, agile learning, being
a scrum master, that's gonnahelp you out a lot.
The business analyst cert was agreat one.
It kind of goes over a littlebit of that and anything you can
(31:12):
do to you know.
You know those certs, thosetechnology certs where you're
learning how to not that you'rebeing a project manager or a
product manager anything alongthose lines are gonna be.
You know, that's what I wouldbe looking to do, unless what
(31:35):
I'd be looking for.
Dave Nava (31:40):
Yeah, I would.
I would agree with that and Iwould say leverage your previous
experience, whether you were aproject manager or not, to look
for projects that you managedunder some other guys.
Right, no matter what you'redoing, especially if you're
coming from the military, you'remanaging projects or you're
managing programs or both so youcan create these work
experience bullets on yourresume, on your LinkedIn, that
(32:01):
reflect that.
You just have to use the properlanguage and portray it as such
.
And then you go out and you geta you know, a certified scrum
master, maybe a Lean Six Sigmayellow belt to go with it, and
very quickly you can show thatyou have the technical expertise
, the work experience to be ableto manage projects.
And then I would say you know,obviously, go talk to some
(32:25):
project managers, test drivethat career field, see if it's a
good fit for you, see if itmakes sense, see if you wanna do
it and if so, then you'll havebuilt some folks within project
management background into yournetwork to be able to leverage
to look for opportunities.
Josh Matthews (32:43):
I love it.
I love it.
Look, guys, when it's tough outthere, you just got to be
tougher.
Okay, there's no way around it.
But you can't.
You can't quit.
Okay, Like even in the boontimes, people who are brand new
to the ecosystem, two years ago,which was like the fricking
heyday of everything, this postCOVID mad rush for talent, right
(33:07):
is what happened.
Because of all the pent updemand from the hitting pause on
COVID, things were alreadygoing great for the last five or
10 years, but once COVID had Imean man, things just came to a
screeching halt.
But they came.
But then they did a quick.
They did a quick start on ittoo, right, like everyone hit
the gas all at once Not longafter and started to realize
(33:29):
like, okay, like most of us aregoing to survive this thing, so
let's go.
But I think that what we'reexperiencing right now
economically is simply going tobe a slower region.
It's going to be a slowerreturn to what has felt like
normal.
It might not ever even returnto that same state of what we've
normalized from a hiringstandpoint in the ecosystem.
(33:50):
It might.
You know, the one thing that'sguaranteed is that whatever's
happening today isn't, isn'tgoing to be the experience down
the road, right?
No, no bear market lastsforever, and neither does any
bull market.
We've talked about this in pastepisodes.
But the thing that you cancontrol is just what you can
control.
So you can control the qualityof your resume.
(34:12):
You can control your dailyactivities, those behaviors and,
if you're from the military,those behaviors of getting up
early and knocking out theimportant things first, just
like Dave shared going andreaching out to 15 people on
LinkedIn every single day, Ithink some of it like how many
people you can invite a week.
Some of those rules havechanged from when David started,
(34:32):
but you want to maximize thatas much as you can.
If it means spending 30 bucks amonth on LinkedIn so you can
send out more in males or moreinvites, it's probably $360 a
year worth spending, right?
So consider making smallinvestments like that.
Grow your network and thenmaintain that network.
That's absolutely critical.
(34:53):
And then be working.
I can't say this enough, right?
Whether you're pumping gas or abarista or like whatever it is
that you're doing, and I alwaysseem to go to those two jobs.
I don't know why, butregardless, just be working,
don't be unemployed.
Go do something and there's noloss of dignity based on the job
(35:16):
that you've got.
Do you understand?
My grow has proven this.
On dirty jobs, do whatever ittakes to put the food on the
table and stay active and staybusy.
And when you're a workingindividual, when you have a job,
when you're applying your tradeor any trade, that means that
you're contributing Right,you're providing value for
someone somewhere and that'ssomething to be proud of.
(35:39):
Okay, so this is just a word ofcaution, which is don't give up,
don't just sit around notworking.
You know, spending 20, 25 hoursa week on resumes and
networking and things like thatGo work, go get, make some money
.
Like, do something, solveproblems for somebody.
I think it's so critical, andnot only is it critical for that
(36:01):
communication, thosecommunications that you're going
to have with the hiringmanagers, it's critical to your
own self-esteem.
Now, I don't know about you, butI've had some real shitty jobs
in my life.
I don't know how many jobs I'vehad well over 30.
Okay, and some of them wereterrible, and I can tell you,
the very worst one was I spent aweek working for Stanley
(36:23):
Steamer cleaning carpets and dida two hour drive out to the
middle of nowhere in Oregon tovacuum out four or five dogs
worth of urine out of a carpetin the double wide, and I
literally wanted to jump out ofthe van on the way home.
It was just so disgusting Icouldn't believe.
Like what have I?
(36:43):
Where have I gone?
What did I do to get here, youknow?
But it doesn't matter, likethere's no shame in work, any
kind of work.
Just do the work and that willhelp maintain your confidence
and it takes some of the burdenoff of your shoulders a little
bit.
From a tempo standpoint, ifthere's one thing that I think
(37:05):
people, there's some consistentfailure for people who are
trying to break into theecosystem, where they fail, is
this they simply give up.
It's just like math studentswith math problems.
Right, if you stick with theproblem long enough, you'll
probably figure it out.
But if you get bored anddistracted or frustrated, and
then you've got a lot ofquitting you, you're never going
(37:25):
to solve the problem.
Well, getting a new job orbreaking into a new career,
that's a problem and it's one tobe solved, and it's not
necessarily one to be solvedquickly.
As David said, you've got tostart that hunt a couple years
early.
You've got to start laying someof that runway down so you can
take off Right.
(37:46):
So get that runway laid downearly and then don't quit just
because it's hard.
Of course it's hard.
If it wasn't hard everyonewould do this shit, but not
everybody does.
There are barriers to entry.
Dave Nava (37:58):
You know, and I think , to sum it up, you know, josh,
really what you're saying is youcan also control your level of
motivation and how hungry youare, so be hungry.
Josh Matthews (38:10):
Exactly.
Thank you, dave, perfect, yeah,be hungry, don't settle, keep
going, you can do it.
Vanessa Grant (38:18):
So this might be a good segue into.
I did get a question from ouraudience for our guests today,
so I have somebody that wrotethat with the Hiring Our Heroes
program which is fantastic theychanged the eligibility to only
transitioning veterans andspouses, so veterans who have
(38:39):
served for years prior cannotuse the program.
So a question that would begreat for other fellow veterans
is what are some of the otherresources you can use to get
experience if you're notutilizing this program?
Dave Nava (38:52):
I'll offer one resource, and so you know
Salesforce.
I'll offer a couple of.
Salesforce routinely has manydifferent internship programs,
so they're always expanding andI know Trailhead leadership is
working on developing morethrough the coach program.
But keep your eye on theTrailhead website.
You know the Pathfinder programis one of those resources that
opens up periodically in thosemajor metropolitan areas like
(39:15):
San Francisco and the Annapolisand others that offer, you know,
partnerships with industrypartners to serve in a capacity
as a consultant.
So that's one one asset.
Another one, and a big one, notso much from the work experience
but for building your network.
And you know I don't thinkwe've talked about it yet as a
veteran, which is, if you're notaware, it's a free online
(39:37):
platform to pair mentors withmentees.
Anybody can be a mentor, youdon't have to be a military and
the mentees are all, of course,a military community members.
So I would say, get on there,and they've partnered with
Salesforce military to provideSalesforce professionals to that
program.
So get on there and startconnecting with folks and you
can schedule one on one, 30minute focused conversations
(39:58):
with Salesforce professionals todive into whatever aspects of
the ecosystem that you'reinterested in.
And have you know, have thoseconversations early and often.
I did it for about a year and ahalf and had 70 mentees and
helped one of you to find roles,so that's another great
resource.
Vanessa Grant (40:16):
So you did mention Salesforce military and
actually just for me curiousbecause I'm trying to kind of
decipher the different resourcesthat are out there what is the
difference between Salesforcemilitary and vet force?
Dave Nava (40:32):
Yeah, so that force is what the program was called
way back when they wereproviding certification and
course vouchers, and they wentthrough a rebranding a couple of
years ago.
So now that force is Salesforceis internal ERG or employee
resource group.
It's available for employeesand it's employee led and
(40:55):
focused.
Where you have the resourcesfor all trailblazers is through
Salesforce military.
Salesforce military is aspecial department of Salesforce
focused with a focus staff thatfocuses on providing
educational opportunities andwork experience resources for
veteran spouses andtransitioning service members.
They run the trailhead militaryprogram, which is where you go
(41:19):
and you create a profile, youpick a path and you earn cert
course vouchers and certvouchers.
And I'll just say one more thingand I forgot another great,
another great opportunity to getwork experience through the
Salesforce hiring alliance.
The hiring alliance is aspecial resource available on
the Salesforce military websitethrough the trailhead military
(41:40):
program, where they havepartnered with over 500
different employers to provideguaranteed first round
interviews for anyone thatcompletes their first
certification, such as admin ordeveloper.
And so you get your first certby taking one of the paths.
As soon as you get that cert,you then have a foot in the door
at anyone or all of these 500companies to apply for that
first time interview.
Obviously, there's noobligation to hire, but you do
(42:01):
get your foot in the door andit's a tremendous opportunity to
meet different employers.
And again, if you're hungry, ifyou're motivated, if you're
diversifying your skill sets,you're going to do fairly well
there.
Philip Anderson (42:14):
Yeah, and I know a program that Deloitte has
is the military spouseinitiative or MSI for military
spouses.
That is a good resource to use.
You know, Google it, look it upand I know that they are going
to start having an.
(42:37):
I believe they're going tostart having an in person like
internship, so that's.
That's another resource anyonecould use.
Josh Matthews (42:52):
Thank you, gentlemen, for being here on
this show today.
We're going to wrap it up here.
I do want to do a big thank you, not just to the two of you,
because you've both beenextremely enlightening for our
audience and for me personally,but I want to thank every
veteran out there.
Every active duty I did myfather my father was
(43:12):
non-military, but he spent yearsin Kabul and Kandahar in Iraq
as well, and was protected fromtripping bombs, walking into
bombs, and I think that'shappened more than once.
So you know, you've kept my dadalive and you've kept the free
(43:33):
world going.
So thank you each of you foryour contributions and,
ultimately, for your sacrificeand for the unique and special
emotions that you have had to gothrough for serving in the
military, particularly in thefield.
It is a sacrifice and it's onethat's appreciated.
(43:56):
So thank you to Phil Andersonand to Dave Nava.
Where can we go to eitherconnect with you on LinkedIn or
to find out more informationabout some of the resources and
insights that you share?
Philip Anderson (44:15):
Oh Phil go first, yeah, yeah, go on
LinkedIn and under this podcastpost.
You know, connect with me.
I have no problem connectingwith anyone.
If anyone has any questionsabout resume writing and having
that Rosetta stone for militaryto civilian, you know reach out
(44:38):
to me.
I'll help you out.
If you guys need to, you know,help with your personal brand,
Same thing Just direct messageme.
I'm open and kind of on adifferent note, if there's any
veterans out there that aregoing through some like some
tough times and they just needsomeone to talk to, please DM me
(45:00):
.
I will give you my personalnumber.
You know, speaking from apersonal experience, be having a
year to talk to save my life.
So I just want to extend thatoffer to any veteran.
Any, if you know a veteranthat's having that, just have
them reach out to me and I wouldlove to talk to them.
Dave Nava (45:24):
That's awesome, phil.
Thank you.
I appreciate that you can lookfor me on LinkedIn.
I'm fairly fairly prevalent onthere, david Scott.
Now I just do a search.
I'm happy to connect with you.
Send me a quick message.
You're always, always, alwayswelcome to join office hours
first and third Wednesday themonth.
In order to register, just do aLinkedIn search for military
(45:45):
trailblazer office hours.
We've got our LinkedIn companypage and you can click the
register button to sign up forany one of the four different
sessions, or all of them,depending on what you're looking
for.
Again, happy to have chats withyou, dme, on LinkedIn, if you
have questions, and we cancontinue the conversation.
Josh Matthews (46:02):
Thank you, dave.
Thank you, phil.
By the way, we did just releasethis morning our latest podcast
, which was part two of oursession with Mark Baker.
Mark Baker is a delivery leadfor MuleSoft and Salesforce and
it's a great session.
Vanessa highlights some of herexperiences doing a Euro tour of
(46:25):
conferences and talks aboutsome of her personal
interactions and experiencesovercoming stage fright and a
few other things we also haveFred Kedena joins in.
Fred had a relationship withMark over at Silverline back in
the day in the FinServe business.
He pipes up.
Jason pipes up as well.
(46:47):
Thank you everybody forsubscribing, for listening and
for participating in the show.
I think it's been awesome.
I love this episode.
It's been a really, really,really enjoyable one and has
done, I think, hopefully, amassive amount of good for
anybody who's listening to this,giving them great tips, some
(47:07):
good perspectives, an idea ofwhat they can expect to
transition into the ecosystemand some really just vision
about what they can predict sothat they can overcome some of
the obstacles that they'relikely to face, whether it's
moving into Salesforce, movinginto tech or just any civilian
role.
Thank you everybody.
Vanessa, any closing words?
Vanessa Grant (47:30):
No, just thank you everybody.
This has been a really greatsession.
Josh Matthews (47:34):
Okay, guys, we'll be back in two weeks with
another live show.
We can expect this episode thatwe've been engaging in to be
released probably the day beforethat.
So about two weeks till thisepisode is released, and the
episode that we recorded rightbefore this one should be
released no later than nextWednesday.
(47:55):
You can find it at theSalesforce career show.
What is it?
Ford slash, buzzsproutcom, Idon't even know.
Go onto your favorite platformand type in Salesforce career
show and we will come up, followus and indulge.
Okay, guys, happy fifth of July, happy Independence Day for
(48:17):
everybody from yesterday.
Thanks again to Dave, phil andJonathan for piping up here
today.
It's been a real treat.
I wish you guys all the bestsuccess in the coming weeks.
Bye for now.
And now the number one audio program that helps you
to hire, get hired and soarhigher in the Salesforce
ecosystem.
It's the Salesforce career showwith Josh Matthews and Vanessa
Grant.
Josh Matthews (00:21):
Hey everybody, welcome to part two of our
military show, which isdedicated to communicating and
listening to and learning fromPhyllis Anderson, former Air
Force, and Dave Nava, goldenHoodie recipient, former pilot
for the Navy, and in thissegment we're going to be
(00:42):
talking a little bit more aboutthe current state of the economy
how to identify opportunitiesand help yourself stand out as a
top candidate in a market wherehiring has slowed down.
So definitely stick around.
I'm going to do a quick littleintroduction of myself.
My name is Josh Matthews.
I run the Salesforcerecruitercom, aka Salesforce
(01:04):
staffing.
I've been in the industry forcoming on almost five years
right now, and my wonderfulco-host, vanessa Grant.
Let's hear an intro.
Vanessa Grant (01:14):
Hey everybody.
I'm Vanessa Grant.
I'm an associate principalconsultant at a Salesforce
partner and also a part-timeclick coach and a part-time
helping Josh host the Salesforcecareer show person.
Josh Matthews (01:28):
You are a helping Josh host the career show, the
Salesforce show person.
Maybe I said that wrong, Idon't know.
We've got a couple of wonderfulguests with us on this program
Phyllis Anderson.
Let's hear a quick intro.
Philip Anderson (01:41):
Philip Anderson here, Air Force veteran of 13
years in special warfare andspecial operations.
Currently now I'm a GPSconsultant at Deloitte.
Josh Matthews (01:54):
Thanks, phyllis David Scott now.
Dave Nava (01:56):
Hey everybody, dave Nautic here lead solution and
generate Salesforce.
20 year Navy veteran andcurrently helping customers
within the DoD and beyond.
Explore the power of Salesforcesolutions.
Josh Matthews (02:08):
All right, great to have you guys here.
So in this episode we are goingto open up the floor to
questions.
So if you're listening to theshow live on a mobile phone, all
you have to do is go ahead andraise your hand.
And, by the way, we've got somewonderful folks up here,
including Larry Lee.
We've got Jason Zygwitz, peterGanza I see some familiar faces
(02:30):
with.
Vanessa.
Thomas is one of our mostdedicated listeners.
Thank you for being here.
Jesse Twazan, who's been acritical and important part of
the Salesforce recruiter.
She's worked with me for Idon't even know.
It's like three and a halfyears or something like that.
It's a long time, relativelylong time.
(02:50):
Thanks everybody for being heretoday.
Vanessa, someone's got aquestion, but they are listening
on.
If they're listening on abrowser and not on their mobile,
how can they ask a question?
Or maybe they're just shy andthey want to ask a question.
How can they ask your question?
Vanessa Grant (03:06):
Absolutely.
Feel free to send me a DM onTwitter, rl Vanessa Grant or on
LinkedIn real Vanessa Grant.
I have both of my inboxes openand ready.
Josh Matthews (03:18):
Fantastic, and if you weren't just joining us and
you have not yet listened tothe last episode, you'll
definitely want to check thatout, because Dave and Phillip
give incredible insight onmaking it.
They tell their own personalstories of transitioning from
the military into the Salesforceecosystem with some wonderful
(03:39):
advice, and what I'd like to doto start this episode out is
have Vanessa share with us someof the critical resources that
are out there.
These are groups, organizations, training academies what have
you that can help you make thetransition a little bit easier
(03:59):
from military to Salesforceprofessional.
So I'll pass the torch to youhere, vanessa.
Vanessa Grant (04:07):
And absolutely, dave Phil.
You guys would know theseorganizations better than I, so
how about I start talking aboutthem and then you guys can add
your experience or whatever tipsyou have as far as how to get
the most out of leveraging theresources that these
organizations have?
(04:27):
The first one I've got is isMarivis, so I know I've spoken
at the Marivis summit.
Marivis has a few differentpaths to go on as far as cohorts
, so that they train admins,platform at Builders, so so help
(04:48):
prepare you for thosecertifications.
It says that it's a two to fiveweeks of self paced virtual
training, approximately five to10 hours per week, followed by
one week of intensive traininglocated online or in the host
city looks like they're inAustin or Seattle, but they also
have virtual and then finishingwith one to two weeks of
(05:09):
virtual certification exampreparation.
What's been your experiencewith Marivis, guys?
Philip Anderson (05:16):
So I went through Marivis to get my
Salesforce admin and when Ifirst started Trailhead I it was
so complex, there was so manytrails and I was that dog just
chasing squirrels.
I didn't know what I wanted todo.
(05:38):
I didn't know where to beginand Marivis gave me that focused
path on what I needed to do tobe a Salesforce admin.
I went through their platformapp builder same thing.
I didn't even know where Ineeded to go and then they just
they zeroed it in on theabsolute, on how to pass those
(06:02):
tests.
So that's what Marivis reallyoffers is that path, those
trails for you.
Dave Nava (06:11):
And I had a similar experience.
So 2018, I leveraged Marivis toearn my admin cert as well as
platform app builder, just likePhil.
And for those that aren't aware, when you go through Trailhead
Military and you get yourvouchers for the courses, you
can cash those vouchers in, soto speak, with Marivis.
We'll accept them and then youcan attend their cohort for a
(06:34):
variety of different courses,and it's taught by Salesforce
professionals, so you're gettingexpert advice.
You usually have a one dayfollow up as well, prior to the
exam.
But what a lot of folks may notrealize, who aren't familiar
with Marivis, is more than justeducational resources.
It's also community, and if youknow anything about the
Salesforce ecosystem, communityis huge here.
It's how we ensure that we'resuccessful by participating in
(06:57):
community events, by giving backto the community, and Marivis
has its own micro communitywithin the Trailblazer community
of allies as well as militaryTrailblazers that all support
each other.
So when you become an alum, youget access to that community,
and I, of course, still talk toall the Marivets that I went
through with and as well as newMarivets and just an awesome
resource.
Vanessa Grant (07:18):
Awesome.
Thank you, guys.
And of course, I have to bringup the military Trailblazer
office hours.
I know I did speak at one whenJade was hosting, but I think
now they just have the two theone that's hosted by you, david,
which is more focused on careerand branding, and then one
(07:40):
that's more focused onSalesforce technology that's
hosted by Bill Kieler.
Dave Nava (07:47):
So there's actually four.
Okay, We've become a family ofmilitary Trailblazer office
hours providers.
Every other Monday, I thinkit's let's see.
Second and fourth is off therecord chatter, which they do a
variety of different sessions Ilike to call it Salesforce
potpourri and they have avariety of different topics and
(08:07):
it's very informal off the cuffbut really interesting and fun.
Trailhead Tuesdays are now runby Jade, For Tuesday she does a
different Trailhead basedengagement sessions.
Sometimes it's working on abadge, Sometimes she's just
talking about Trailhead topics.
I do first and third Wednesdaysof the month on professional
development, and then Bill, theoriginal the OG, does Fridays
(08:31):
noon Eastern technical sessions.
He'll invite some guests onoccasionally.
For the most part, what he'lldo is you bring your problems to
Bill, either declarative orprogrammatic, and he'll show you
how to solve them within thatsession.
If it's code based, he'llusually give you the code as
well, and so it's really reallygreat resource.
Regardless of what your yourtechnical needs are, there's a
(08:52):
office hour session to help.
Vanessa Grant (08:54):
Yeah, what I also love about those office hours
that they're available toanybody.
Just anybody can join, whetheryou are military or not.
Of course there is a militaryfocus and it's a great way to
meet folks that are kind of onthat same path.
But I've also found them justuseful as a non military spouse
(09:15):
or veteran just to skill up oreven learn about career stuff.
And now you post them all onyour YouTube channel, which is
another great resource for folkstransitioning.
Dave Nava (09:27):
Yeah, everyone's welcome to join.
You don't have to have amilitary affiliation, and we do
have 180 videos on the Wednesdaysession office hours YouTube
channel.
And then Bill has his ownchannel as well, I think it's.
If you search for resource hero, you'll find it, and he's got
his technical sessions on therealso.
Josh Matthews (09:48):
And I'll tell you , guys, I think we're going to
make a point of adding on someadditional resources to expand
exchange.
And if this is your first timehearing about the expand
exchange, it is a directory thatwas curated by mostly Vanessa
and a little bit me.
It's hosted on my website, thesalesforcerecreatercom,
including David's office hours,so you can go there and just
(10:10):
click military and you'll find anumber of different resources.
We'll make sure that we getsome additional ones up there
before this gets launched on ourpodcast, but be sure to go to
expandexchangecom and then justclick military and then, of
course, explore all of the otheravenues, whether it's YouTubers
(10:31):
, podcasters, chat rooms, slackchannels, things like that too.
So that's a real quick, short,easy way to identify some
additional resources.
And thanks for bringing thoseup there, vanessa.
I'd like to make sure that justbecause we're going to run out
of time here in just a littlebit.
So I want to make sure thatwe're addressing what, for many,
(10:53):
is the elephant in the room,and that is what the hell's
going on with hiring andrecruiting, and there are way
more available candidates nowthan there were in the past.
That does not necessarily meanthat there are that many more
top professional candidates.
Most of the people who are inthe top 10% are still working.
(11:13):
That's not always true.
So from a comment standpoint, Idon't want anyone to be
offended, because good people,highly successful, engaging,
competent professionals, can getlaid off and it can have
nothing to do with what's goingon with them.
It can have everything to dowith the economy or the way that
their organization has been run.
(11:34):
But the majority of topperformers are still going to be
actively working, activelyengaged or soon to be hired.
Right.
But given that there are wayfewer opportunities being
advertised and marketed now than, say, even three months ago but
(11:56):
I'll go back six, seven monthsago and really a year because it
started to slow down aroundlast fall the world did not see
the hiring season.
The hiring season is generallyFebruary, march, april, may,
sometimes June a little bit, andwith a kick, another uptick a
little bit before the holidays.
In the fall it just didn'treally happen.
It used to be 3,000 newpostings every single day of the
(12:21):
week on LinkedIn.
That's not the case now by amassive margin, by at least a
60% or 70% reduction in ad spendor postings for jobs.
So that means that there'sfewer jobs for more people, and
that means it's going to be morecompetitive.
(12:42):
So, with that in mind, I'd liketo hear from both Phil and Dave
a little bit about what theywould recommend given the
current economic situation orhiring situation.
What are some of the best tipsor recommendations you can give
to those Either A trying tobreak in or B trying to level up
(13:04):
to a different role in adifferent company right now, and
either of you can start on this?
Dave Nava (13:10):
I'm happy to start.
A couple of things come to mindbecause, you're correct,
there's been a reduction inforce across salesforce jobs and
then there's been a reductionin new jobs being offered.
Having said that, thesalesforce ecosystem obviously
is not going anywhere.
These things happen in cyclesand we're still experiencing,
(13:31):
relatively speaking, tremendousgrowth.
It's just less growth thanwe've seen in previous years,
but now more than ever and I'vebrought this up a couple of
times community is everything.
So I often tell people you needthree things to break into any
ecosystem, salesforce orotherwise you need education and
training, you need workexperience and you need to have
a personal brand.
(13:52):
Salesforce handles theeducation and training piece for
you right.
With Trailhead, withcertification, it's all kind of
mapped out.
You just have to figure outwhat you want to do and then the
map is there on the website.
You've got tons of certs.
Work experience is morechallenging and I think this
directly answers your question.
You have to show workexperience without necessarily
(14:12):
having the opportunity to getwork experience, which is the
chicken or the egg kind of thing.
How do you do that?
And that's where we get intowhat I call alternative work
experience, and that's superbadges are one great way to get
there, taking that knowledge andtransforming it into solutions,
and then that's a demonstrableskill that you have on your
Treblazerme profile.
Other ways are to create anexperience cloud site and have
(14:36):
your professional portfolio onthere, showing that you can
build on the experience cloudplatform.
Sign up for free developer organd build apps.
All these things are ways togenerate alternative work
experience.
Volunteering sometimes gets abad rap these days, but I still
think that it's a great way, aslong as you put certain
(14:56):
guardrails in place, to getexperience working in the
ecosystem.
And so all these things comefrom learning about
opportunities out there in theecosystem, which comes from
being present in the community,whether that's online meetings
like this, where you're meetingwith folks, you're talking,
you're chatting, whether it'sin-person events, whether
(15:18):
they're dream events Treble isyour DX, dreamforce, so on and
so forth you have to be activein the community If you expect
to meet the folks you need tomeet and learn about the
opportunities you need to learnabout in order to generate leads
to get employed.
Then I'll say one more thing,and then I'll pause here,
(15:38):
because I want to hear what Philhas to say as well.
It's not necessarily fair, andthis is just my opinion.
This is Salesforce according toDave Nava.
You're welcome to disagree, butI think you have to be
multi-skilled.
These days, like a while back,it was enough to have your admin
(15:59):
cert and maybe you've built afew apps.
These days, because employersare having to do more with less,
they want to see more skillsets.
That's where you see these.
We're looking for an admin whohas Apex and all these other
things.
You have to have diverse andwider skill bases.
If you can get into things likeOmni, studio, crma, maybe you
(16:24):
have a project managementcertification.
You can dust off and show thatyour skill in other areas, that
will add additional value andthen you're not just a single
threat Like I can configure no,I can configure.
I can write a bit of code, Ican project manager, project.
I can do all these things.
That'll help you as well.
Josh Matthews (16:40):
Great points, vanessa shares.
Often, once someone's got acouple of certs under their belt
, to really consider pursuing aScrum Master cert as well, it
doesn't always have to be toyour point, david, and your PMP
which, by the way, I don't knowif anyone else on this show
right now is a PMP but it's notthe easiest path in the world.
(17:01):
You guys got to get 2000 hoursof documented work under your
belt.
It's complex.
It makes the admin cert looklike take and maybe I'm speaking
at a turn here, but that's beenmy experience with all of the
PMs that I've placed over thelast 20 plus years.
Great points, thanks, dave.
Phil, I'm curious if you've gotsome thoughts on this.
Philip Anderson (17:25):
Yeah, I can't agree more with David.
If you were having troublefinding a job, one of the things
to think outside the box withSalesforce is a CRM platform and
so much more.
They also have Tableau.
Look for jobs that are usingand need those SMEs in a CRM
(17:50):
platform.
It doesn't necessarily have tobe Salesforce, it could be
ServesNow, it could be somethingelse.
Or, if you're with Tableau, itdoesn't have to necessarily be
Tableau, it could be MicrosoftPower BI, because you've shown
the ability to learn a newtechnology and that could be
(18:13):
something a recruiter is lookingfor.
Then, on top of that, one,you're getting employment.
Two, you're gaining anotherskill that's going to be
valuable.
It's going to be able to widenyour resume and broaden your
network.
That goes into.
My next point is keep networking.
(18:36):
If you're having troublefinding a job or because of the
hiring freeze or the hiringslowdown, keep networking and
stay on those individuals'radars, because it's not going
to last forever.
Every once in a while, check inwith them hey, is there
anything opening up?
Do you have any idea when thishiring slowdown or freeze is
(19:00):
going to be lifted?
Like I said, stay on theirradar.
Let them know that you're stillinterested in that company or
that firm.
Yeah, that's all I got for thatissue.
Josh Matthews (19:16):
Critical points, phil, truly Right.
Look, two things come to mind.
One is people can work reallyhard to build up a network.
All you have to do to destroy anetwork is just leave it alone
for long enough.
If you're not active in thecommunity today's point earlier
(19:36):
you're going to be in trouble.
You've got to.
All relationships require somelevel of maintenance and,
consequently, some level ofinterest and some level of
contribution.
We can't just always be askingpeople you got something for me,
you got something for me, yougot something for me?
I get about 12 or 15 emails aday from third party these third
(20:00):
party visa companies, benchsales companies every day.
It's like stop asking what Ican do for you, what are you
going to do for me, becauseotherwise the interest will wane
very quickly, very, veryquickly.
We have Navy veteran JonathanForster with a hand raised, so
come on board, jonathan.
Jonathan Forester (20:20):
Hey everyone.
Yes, jonathan Forster,salesforce consultant at
Deloitte.
Hey Dave, hey, jason, been awhile.
Hey, good to be here.
I just wanted to add that oneof the things that helped me
when I was trying to find myfirst job and get that
experience is I went to Upworkand it's a freelance site and
(20:42):
they post a lot of Salesforcejobs and it runs the gamut of
developer to doing data loads,and so the trick that I did is I
would take some of those jobsbut then I would put it under in
my resume.
I put under as that I was afreelance consultant and this
was the experience I had, andall the experience was from
(21:06):
those Upwork jobs.
And then I had things to talkabout in job interviews and
companies would say, oh, he'sdone some Salesforce work, just
a suggestion and thought.
Josh Matthews (21:17):
Thanks, jonathan.
I'd like to bring Dave to thestage again on this, because I
think this was a question thatwas asked in your show in your
office hours earlier withSalesforce bed, and I think you
had a point of view, unless I'mconfusing myself here.
Dave Nava (21:33):
Yeah, refresh me one more time on the question of
apologies.
Josh Matthews (21:37):
It was when someone's brand new should they
go get?
Oh, I am confusing the question.
I think the question was shouldI go volunteer for free, right,
and can I, you know, can I like?
So if you're brand new andyou're putting yourself out on
Upwork, I'm kind of likeJonathan, like you know, go
ahead and unmute.
But I'm kind of curious aboutthis, right, because if you're
(21:57):
putting yourself out there onUpwork, it's like, hey, I'm the
professional and I do this,right, was it a struggle to like
did people when they hired you,did they have?
Did they know that you werebrand new to this type of work?
Jonathan Forester (22:10):
Yeah, I mean I was, I mean I've always been
an upfront and honest person.
But what I would tell them islook, I have my admin cert,
these are the things that I cando, that I'm familiar with, and
then I also have resources tohelp me get the job done.
You know, and you know, thatseemed to convince them.
Obviously, everyone's mile youknow, mileage may vary, but I
(22:33):
found that, like when I took onthe simple jobs first, like data
loads or creating some pagelayouts.
You know that's something youdon't need experience with.
You know, if you have youradmin cert, then you know how to
.
You know, do that stuff.
And so then, as those smalljobs accumulated and then it
expanded my reach as far as whatI could do, and you know, after
(22:58):
six months of doing that, I gotlike my first contract job, you
know, working for thisconsulting group that dealt with
nonprofits, and so it justsnowballed from there.
But it definitely helped me getthat going and also gave me
some confidence too that youknow I knew more than just doing
(23:20):
trailheads.
You know I can actually do thisstuff.
Josh Matthews (23:25):
The confidence is really critical, right?
Because if you can't, you'renot gonna talk about things that
you're not confident about,like everybody knows that, right
?
You're not gonna get me onstage talking about biochem.
Like I don't know anythingabout biochemistry and I never
will, like it's just how it is.
I have zero confidence in this.
(23:46):
I'm not gonna talk about it,right?
But when you're brand new andyou've got just enough of a leg
up, but you can start, like yousaid and I think this is a great
point, jonathan is, start doingthe small things that you can
do, right, and grow from thereand again to your point, make
sure that you've got.
I think it's really importantto always have a mentor, someone
you can reach out to.
(24:07):
We do have a specific podcastepisode dedicated towards the
mentor-mentee relationship andwhere you can find that.
So all you have to do,regardless of the platform
you're on, whether it's Spotify,apple, google or what have you
definitely check out thatepisode that is run by Vanessa,
(24:27):
because she does a great job ofhelping to enlighten people how
to obtain a mentor and how tosucceed in that type of a
relationship.
Now there's something that Daveand Phil you guys were both
basically talking aboutcross-training a little bit ago.
Right, like getting differenttypes of certs or super badges
and expanding your knowledge.
(24:48):
And I just have this shortmemory.
I have this small memory of thecoach for Ohio State football
team when they were crushing itevery single year and he said
and at the time I was on theboard of directors for the youth
football league that my kid wasin and we were losing players
(25:09):
like crazy.
We were losing them becauseathletics and school really
started to switch about 10 yearsago to one sport a year.
Right, because they're allthese clubs.
You'd have someone playingbaseball, you'd just play
baseball all year long and by13,.
They need Tommy John surgery.
Right, because their arms arejust blown.
But what he said is that out of52 players on the team, only
(25:33):
two of them were football, onlyplayers in school.
Everyone else was a multi-sportperson and it's exactly what
both you, dave, and you, phil,were talking about is like do a
variety of different things.
It's only going to enhance allof the, the main sport that you
do, in this case Salesforce,right?
(25:54):
So just for whatever reason, Ithought I'd share that.
Now I do want to bring ourfriend and regular contributor,
jason Psychowitz, up onto thestage for just a moment here,
because, jason, welcome to theshow.
Maybe give a quick intro aboutwho you are, just a short one,
and then I think we'd all liketo do some celebration with you.
(26:17):
So what's going on in yourworld, man?
Jason Zeikowitz (26:21):
Oh, thank you Josh.
Yeah, here Jason Psychowitz,currently a technical trainer at
Salesforce and social partner,and actually I was thinking
about I was going to chime inwhen, jonathan, you were
bringing up your advice andsaying, gave me a hello as well,
they are good to see you hereagain.
My friend and I wanted to.
It reminded me about how I metJonathan.
(26:44):
So I met Jonathan by attendingSalesforce Saturdays when they
were virtual.
But that's another opportunityto be able to network and upwork
being able to work SalesforceSaturdays to just a great space.
Meeting in person, meetingvirtually they both have their
(27:04):
own unique flavor.
Virtually you can be able tomeet a lot more people, but in
person the original you get moreof the actual Salesforce
Saturday path, which is just anopen space to work on trail head
, to work on projects, andthat's a great way to get
(27:26):
exposed to what other people areworking on, to be able to share
what you're working on.
And now this goes into also thementorship thing.
It's being able to find amentor, but also being able to
step up to mentor and I'd saythat, like, no matter where you
are in your journey, even if youjust like you got one badge, if
you could find someone you canexplain that to.
It's going to boost yourconfidence.
(27:48):
It's going to boost yourcomprehension.
So it's a great way to learn isto teach, and so, just however
started you are you just got a.
You know, you just foundTrailhead great.
Tell someone about it.
Josh Matthews (28:03):
I love it, buddy, I love it.
Hey, I'm kind of curious, likeyou know with you.
Jason.
You've been because you've donesome things and you've put
together some information thathelp people understand the
different trails and thedifferent careers.
Go ahead and share where theycan find that document that
you've put together.
On the expand exchange, itsounds like you've been coached
(28:28):
or something.
Jason Zeikowitz (28:31):
Well, it's a great collection to be able to
find out and so many moreresources.
And so I built a website fromExperience Cloud, just like
David here saying, you know,build a portfolio.
So this is an Experience Cloudwebsite that I built that it
explains the Salesforceecosystem and really just any
(28:53):
career ecosystem, how to be ableto find your way around it.
It came out of my experience ofexplaining Salesforce careers
to community, college and highschool students, so like at that
age, being able to explore acareer for people transitioning
from the military when you'rethinking you know what
profession should I do?
So this website just it mapsout how to map things out, how
(29:21):
to explore understanding what isSalesforce, where is Salesforce
and who's in Salesforce?
Think of the nouns, no, yournouns.
So the people, places andthings, the people, all the
different positions, and it'sgood to not just like focus on
one but understand the ecosystemof positions, of the sales
engineer, of the recruiter, ofthe BA, who's a bad ass.
(29:43):
You know.
Also all those differentpositions that you know create
the culture together forSalesforce to get implemented.
Then understand the places.
So where is Salesforce done?
That puts into context.
Then, finally, I say understandSalesforce.
Last you know, because nowyou're understanding the context
, you're understanding thecontacts, and so that's that
(30:07):
Salesforce career navigatorfound on the expanded change.
Vanessa Grant (30:10):
All right, thanks , buddy.
Can I throw something in here?
So at least with a lot of thetransitioning folks in the
military, I see a lot of themend up kind of leaning towards
project management, which wereally don't have any
certifications in the Salesforceecosystem specifically for them
.
But there are a lot of projectmanagers that work on Salesforce
(30:33):
projects.
I don't think that I would workon a consulting engagement
without one.
At this point, I would love tohear from the folks on the panel
what resources you recommend,since Salesforce is a little bit
lacking in this regard as faras directing folks to project
management careers.
Philip Anderson (30:52):
Yeah, I think learning, agile learning, being
a scrum master, that's gonnahelp you out a lot.
The business analyst cert was agreat one.
It kind of goes over a littlebit of that and anything you can
(31:12):
do to you know.
You know those certs, thosetechnology certs where you're
learning how to not that you'rebeing a project manager or a
product manager anything alongthose lines are gonna be.
You know, that's what I wouldbe looking to do, unless what
(31:35):
I'd be looking for.
Dave Nava (31:40):
Yeah, I would.
I would agree with that and Iwould say leverage your previous
experience, whether you were aproject manager or not, to look
for projects that you managedunder some other guys.
Right, no matter what you'redoing, especially if you're
coming from the military, you'remanaging projects or you're
managing programs or both so youcan create these work
experience bullets on yourresume, on your LinkedIn, that
(32:01):
reflect that.
You just have to use the properlanguage and portray it as such
.
And then you go out and you geta you know, a certified scrum
master, maybe a Lean Six Sigmayellow belt to go with it, and
very quickly you can show thatyou have the technical expertise
, the work experience to be ableto manage projects.
And then I would say you know,obviously, go talk to some
(32:25):
project managers, test drivethat career field, see if it's a
good fit for you, see if itmakes sense, see if you wanna do
it and if so, then you'll havebuilt some folks within project
management background into yournetwork to be able to leverage
to look for opportunities.
Josh Matthews (32:43):
I love it.
I love it.
Look, guys, when it's tough outthere, you just got to be
tougher.
Okay, there's no way around it.
But you can't.
You can't quit.
Okay, Like even in the boontimes, people who are brand new
to the ecosystem, two years ago,which was like the fricking
heyday of everything, this postCOVID mad rush for talent, right
(33:07):
is what happened.
Because of all the pent updemand from the hitting pause on
COVID, things were alreadygoing great for the last five or
10 years, but once COVID had Imean man, things just came to a
screeching halt.
But they came.
But then they did a quick.
They did a quick start on ittoo, right, like everyone hit
the gas all at once Not longafter and started to realize
(33:29):
like, okay, like most of us aregoing to survive this thing, so
let's go.
But I think that what we'reexperiencing right now
economically is simply going tobe a slower region.
It's going to be a slowerreturn to what has felt like
normal.
It might not ever even returnto that same state of what we've
normalized from a hiringstandpoint in the ecosystem.
(33:50):
It might.
You know, the one thing that'sguaranteed is that whatever's
happening today isn't, isn'tgoing to be the experience down
the road, right?
No, no bear market lastsforever, and neither does any
bull market.
We've talked about this in pastepisodes.
But the thing that you cancontrol is just what you can
control.
So you can control the qualityof your resume.
(34:12):
You can control your dailyactivities, those behaviors and,
if you're from the military,those behaviors of getting up
early and knocking out theimportant things first, just
like Dave shared going andreaching out to 15 people on
LinkedIn every single day, Ithink some of it like how many
people you can invite a week.
Some of those rules havechanged from when David started,
(34:32):
but you want to maximize thatas much as you can.
If it means spending 30 bucks amonth on LinkedIn so you can
send out more in males or moreinvites, it's probably $360 a
year worth spending, right?
So consider making smallinvestments like that.
Grow your network and thenmaintain that network.
That's absolutely critical.
(34:53):
And then be working.
I can't say this enough, right?
Whether you're pumping gas or abarista or like whatever it is
that you're doing, and I alwaysseem to go to those two jobs.
I don't know why, butregardless, just be working,
don't be unemployed.
Go do something and there's noloss of dignity based on the job
(35:16):
that you've got.
Do you understand?
My grow has proven this.
On dirty jobs, do whatever ittakes to put the food on the
table and stay active and staybusy.
And when you're a workingindividual, when you have a job,
when you're applying your tradeor any trade, that means that
you're contributing Right,you're providing value for
someone somewhere and that'ssomething to be proud of.
(35:39):
Okay, so this is just a word ofcaution, which is don't give up,
don't just sit around notworking.
You know, spending 20, 25 hoursa week on resumes and
networking and things like thatGo work, go get, make some money
.
Like, do something, solveproblems for somebody.
I think it's so critical, andnot only is it critical for that
(36:01):
communication, thosecommunications that you're going
to have with the hiringmanagers, it's critical to your
own self-esteem.
Now, I don't know about you, butI've had some real shitty jobs
in my life.
I don't know how many jobs I'vehad well over 30.
Okay, and some of them wereterrible, and I can tell you,
the very worst one was I spent aweek working for Stanley
(36:23):
Steamer cleaning carpets and dida two hour drive out to the
middle of nowhere in Oregon tovacuum out four or five dogs
worth of urine out of a carpetin the double wide, and I
literally wanted to jump out ofthe van on the way home.
It was just so disgusting Icouldn't believe.
Like what have I?
(36:43):
Where have I gone?
What did I do to get here, youknow?
But it doesn't matter, likethere's no shame in work, any
kind of work.
Just do the work and that willhelp maintain your confidence
and it takes some of the burdenoff of your shoulders a little
bit.
From a tempo standpoint, ifthere's one thing that I think
(37:05):
people, there's some consistentfailure for people who are
trying to break into theecosystem, where they fail, is
this they simply give up.
It's just like math studentswith math problems.
Right, if you stick with theproblem long enough, you'll
probably figure it out.
But if you get bored anddistracted or frustrated, and
then you've got a lot ofquitting you, you're never going
(37:25):
to solve the problem.
Well, getting a new job orbreaking into a new career,
that's a problem and it's one tobe solved, and it's not
necessarily one to be solvedquickly.
As David said, you've got tostart that hunt a couple years
early.
You've got to start laying someof that runway down so you can
take off Right.
(37:46):
So get that runway laid downearly and then don't quit just
because it's hard.
Of course it's hard.
If it wasn't hard everyonewould do this shit, but not
everybody does.
There are barriers to entry.
Dave Nava (37:58):
You know, and I think , to sum it up, you know, josh,
really what you're saying is youcan also control your level of
motivation and how hungry youare, so be hungry.
Josh Matthews (38:10):
Exactly.
Thank you, dave, perfect, yeah,be hungry, don't settle, keep
going, you can do it.
Vanessa Grant (38:18):
So this might be a good segue into.
I did get a question from ouraudience for our guests today,
so I have somebody that wrotethat with the Hiring Our Heroes
program which is fantastic theychanged the eligibility to only
transitioning veterans andspouses, so veterans who have
(38:39):
served for years prior cannotuse the program.
So a question that would begreat for other fellow veterans
is what are some of the otherresources you can use to get
experience if you're notutilizing this program?
Dave Nava (38:52):
I'll offer one resource, and so you know
Salesforce.
I'll offer a couple of.
Salesforce routinely has manydifferent internship programs,
so they're always expanding andI know Trailhead leadership is
working on developing morethrough the coach program.
But keep your eye on theTrailhead website.
You know the Pathfinder programis one of those resources that
opens up periodically in thosemajor metropolitan areas like
(39:15):
San Francisco and the Annapolisand others that offer, you know,
partnerships with industrypartners to serve in a capacity
as a consultant.
So that's one one asset.
Another one, and a big one, notso much from the work experience
but for building your network.
And you know I don't thinkwe've talked about it yet as a
veteran, which is, if you're notaware, it's a free online
(39:37):
platform to pair mentors withmentees.
Anybody can be a mentor, youdon't have to be a military and
the mentees are all, of course,a military community members.
So I would say, get on there,and they've partnered with
Salesforce military to provideSalesforce professionals to that
program.
So get on there and startconnecting with folks and you
can schedule one on one, 30minute focused conversations
(39:58):
with Salesforce professionals todive into whatever aspects of
the ecosystem that you'reinterested in.
And have you know, have thoseconversations early and often.
I did it for about a year and ahalf and had 70 mentees and
helped one of you to find roles,so that's another great
resource.
Vanessa Grant (40:16):
So you did mention Salesforce military and
actually just for me curiousbecause I'm trying to kind of
decipher the different resourcesthat are out there what is the
difference between Salesforcemilitary and vet force?
Dave Nava (40:32):
Yeah, so that force is what the program was called
way back when they wereproviding certification and
course vouchers, and they wentthrough a rebranding a couple of
years ago.
So now that force is Salesforceis internal ERG or employee
resource group.
It's available for employeesand it's employee led and
(40:55):
focused.
Where you have the resourcesfor all trailblazers is through
Salesforce military.
Salesforce military is aspecial department of Salesforce
focused with a focus staff thatfocuses on providing
educational opportunities andwork experience resources for
veteran spouses andtransitioning service members.
They run the trailhead militaryprogram, which is where you go
(41:19):
and you create a profile, youpick a path and you earn cert
course vouchers and certvouchers.
And I'll just say one more thingand I forgot another great,
another great opportunity to getwork experience through the
Salesforce hiring alliance.
The hiring alliance is aspecial resource available on
the Salesforce military websitethrough the trailhead military
(41:40):
program, where they havepartnered with over 500
different employers to provideguaranteed first round
interviews for anyone thatcompletes their first
certification, such as admin ordeveloper.
And so you get your first certby taking one of the paths.
As soon as you get that cert,you then have a foot in the door
at anyone or all of these 500companies to apply for that
first time interview.
Obviously, there's noobligation to hire, but you do
(42:01):
get your foot in the door andit's a tremendous opportunity to
meet different employers.
And again, if you're hungry, ifyou're motivated, if you're
diversifying your skill sets,you're going to do fairly well
there.
Philip Anderson (42:14):
Yeah, and I know a program that Deloitte has
is the military spouseinitiative or MSI for military
spouses.
That is a good resource to use.
You know, Google it, look it upand I know that they are going
to start having an.
(42:37):
I believe they're going tostart having an in person like
internship, so that's.
That's another resource anyonecould use.
Josh Matthews (42:52):
Thank you, gentlemen, for being here on
this show today.
We're going to wrap it up here.
I do want to do a big thank you, not just to the two of you,
because you've both beenextremely enlightening for our
audience and for me personally,but I want to thank every
veteran out there.
Every active duty I did myfather my father was
(43:12):
non-military, but he spent yearsin Kabul and Kandahar in Iraq
as well, and was protected fromtripping bombs, walking into
bombs, and I think that'shappened more than once.
So you know, you've kept my dadalive and you've kept the free
(43:33):
world going.
So thank you each of you foryour contributions and,
ultimately, for your sacrificeand for the unique and special
emotions that you have had to gothrough for serving in the
military, particularly in thefield.
It is a sacrifice and it's onethat's appreciated.
(43:56):
So thank you to Phil Andersonand to Dave Nava.
Where can we go to eitherconnect with you on LinkedIn or
to find out more informationabout some of the resources and
insights that you share?
Philip Anderson (44:15):
Oh Phil go first, yeah, yeah, go on
LinkedIn and under this podcastpost.
You know, connect with me.
I have no problem connectingwith anyone.
If anyone has any questionsabout resume writing and having
that Rosetta stone for militaryto civilian, you know reach out
(44:38):
to me.
I'll help you out.
If you guys need to, you know,help with your personal brand,
Same thing Just direct messageme.
I'm open and kind of on adifferent note, if there's any
veterans out there that aregoing through some like some
tough times and they just needsomeone to talk to, please DM me
(45:00):
.
I will give you my personalnumber.
You know, speaking from apersonal experience, be having a
year to talk to save my life.
So I just want to extend thatoffer to any veteran.
Any, if you know a veteranthat's having that, just have
them reach out to me and I wouldlove to talk to them.
Dave Nava (45:24):
That's awesome, phil.
Thank you.
I appreciate that you can lookfor me on LinkedIn.
I'm fairly fairly prevalent onthere, david Scott.
Now I just do a search.
I'm happy to connect with you.
Send me a quick message.
You're always, always, alwayswelcome to join office hours
first and third Wednesday themonth.
In order to register, just do aLinkedIn search for military
(45:45):
trailblazer office hours.
We've got our LinkedIn companypage and you can click the
register button to sign up forany one of the four different
sessions, or all of them,depending on what you're looking
for.
Again, happy to have chats withyou, dme, on LinkedIn, if you
have questions, and we cancontinue the conversation.
Josh Matthews (46:02):
Thank you, dave.
Thank you, phil.
By the way, we did just releasethis morning our latest podcast
, which was part two of oursession with Mark Baker.
Mark Baker is a delivery leadfor MuleSoft and Salesforce and
it's a great session.
Vanessa highlights some of herexperiences doing a Euro tour of
(46:25):
conferences and talks aboutsome of her personal
interactions and experiencesovercoming stage fright and a
few other things we also haveFred Kedena joins in.
Fred had a relationship withMark over at Silverline back in
the day in the FinServe business.
He pipes up.
Jason pipes up as well.
(46:47):
Thank you everybody forsubscribing, for listening and
for participating in the show.
I think it's been awesome.
I love this episode.
It's been a really, really,really enjoyable one and has
done, I think, hopefully, amassive amount of good for
anybody who's listening to this,giving them great tips, some
(47:07):
good perspectives, an idea ofwhat they can expect to
transition into the ecosystemand some really just vision
about what they can predict sothat they can overcome some of
the obstacles that they'relikely to face, whether it's
moving into Salesforce, movinginto tech or just any civilian
role.
Thank you everybody.
Vanessa, any closing words?
Vanessa Grant (47:30):
No, just thank you everybody.
This has been a really greatsession.
Josh Matthews (47:34):
Okay, guys, we'll be back in two weeks with
another live show.
We can expect this episode thatwe've been engaging in to be
released probably the day beforethat.
So about two weeks till thisepisode is released, and the
episode that we recorded rightbefore this one should be
released no later than nextWednesday.
(47:55):
You can find it at theSalesforce career show.
What is it?
Ford slash, buzzsproutcom, Idon't even know.
Go onto your favorite platformand type in Salesforce career
show and we will come up, followus and indulge.
Okay, guys, happy fifth of July, happy Independence Day for
(48:17):
everybody from yesterday.
Thanks again to Dave, phil andJonathan for piping up here
today.
It's been a real treat.
I wish you guys all the bestsuccess in the coming weeks.
Bye for now.
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