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FutureProof You is a team comprised of: Career Pivot Expert Dan Yu, Recruiting Master John Lovig, and AI Consultant Aaron Makelky. Listeners will hear discussions of job trends, career advice, and actionable tips for making sure their careers are future proof!
EP 18 Seasons of Hiring
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[00:00:00] aaron_1_08-13-2025_102828: Welcome to another episode of Future-Proof Used Podcast. Go f yourself. I am Aaron Makelky. I'm join joined by my co-host Dan Yu and John Lo, both recruiters and career experts. Our topic today is one that I actually brought because I didn't understand, and in conversation with my co-host, some interesting insights, and that is what does the hiring season [00:00:30] look like on the calendar at the time of recording, we're right in the middle of August, 2025. And we're discussing how, uh, the hiring pace and just the engagement from hiring and even job seekers is different right now. And we thought, man, that would be a great topic to kind of lay out across the calendar year, what does the hiring season look like? So let's start with the right now season. John, in your [00:01:00] experience as a recruiter, what are some things that change here, kind of end of the summer, leading into the fall?
[00:01:07] john-lovig_1_08-13-2025_122829: Yeah, and it's, it's pretty. Uh, apparent. Uh, I think a lot of people will, will see this as somewhat intuitive to a degree, but it's the last chance for people to go on vacation. A lot of people choose this time period because it coincides with right before school. Um, if it's more of a staycation, it's more likely nicer, warmer weather where you live, like here in New York. This is a [00:01:30] perfect time to, to go to the beach, um, because it's hot and it's nice to be out on a beach at a, a beach house. So you tend see a lot of those vacations happening this time of year. It's also a lot of people will take time off to, to bring their kids to college. Um, or kids are coming out of camp season and so they're home and, and people are busy, so people are distracted.
[00:01:51] john-lovig_1_08-13-2025_122829: We've got a few more weeks before almost everyone's back to school, including Aaron. And so a lot, a lot of, uh, hiring [00:02:00] activities kind of slow down at this standpoint. You know, candidates are harder to schedule, clients are harder to schedule. Decisions take probably two weeks longer than we would normally expect. So, you know, if you're out there in the market and you're not hearing back from a company and you're used to hearing back. It's probably 'cause they're away.
[00:02:17] aaron_1_08-13-2025_102828: Which Dan translate that for the average job seeker, what does that mean in terms of what they should change with their approach or what they should be doing? If things are kind of slow and people are half on vacation? [00:02:30]
[00:02:30] dan-yu_1_08-13-2025_122828: Well, sometimes networking, you know, is also stunted. Right? During this time, are there a lot of social events? Usually people are spending time with their families. Um, I think that, uh, people should still look for. Opportunities to apply, but, uh, you know, obviously we, we are the, um, team that, uh, really pushes networking as the best way to find a job.
[00:02:56] dan-yu_1_08-13-2025_122828: But if you do see, uh, jobs that are out [00:03:00] there and they seem active, you know, with a lot of applicants, and there's a recruiter on the other side of maybe the, uh, LinkedIn Easy apply that's actually, uh, looking at profiles, then that's a, a pretty good indicator that maybe you should apply for that job. Now we always say that you should apply.
[00:03:20] dan-yu_1_08-13-2025_122828: If you're going to easy apply, you should also apply on the corporate website. Because in that way, you're searchable for future searches. Maybe it's not this job. [00:03:30] Maybe it's the next one. You get into their applicant tracking system. Uh, you may have heard the acronym a TS, but uh, you know, that's, uh, a good way to, uh, continue to be in front.
[00:03:42] dan-yu_1_08-13-2025_122828: Um, and also what you could do now is lay the groundwork so that when people do come back from their summer season, that you can start really networking in front of them come September.
[00:03:56] aaron_1_08-13-2025_102828: Yeah. So John, tell us how are we gonna know when this season is [00:04:00] ending and we're into whatever the next phase is. What are the, the signs besides the calendar changing?
[00:04:05] john-lovig_1_08-13-2025_122829: Yeah, I think you'll start to see more jobs getting posted. Um, in general you'll see more LinkedIn activity in general. Um, you know, most people who actually post on LinkedIn don't necessarily use schedulers or. Or schedule their posts like some of us do.
[00:04:22] aaron_1_08-13-2025_102828: They should.
[00:04:23] john-lovig_1_08-13-2025_122829: they should, of course we all should. But, um, you'll, you'll likely see more of that activity [00:04:30] as well.
[00:04:30] john-lovig_1_08-13-2025_122829: Um, yeah, I always, uh, it sort of goes back to that one thing. I mean, we were even talking about this pre-show. I. I look for job market health by every week, looking at how many recruiter postings are live in the US and if I see the number go up, then I, I have a good feeling if I see the number go down, I am more concerned.
[00:04:50] john-lovig_1_08-13-2025_122829: Uh, usually like this past year, it's been hovering in the, upper fours lower fives. Um, so 5,000 [00:05:00] that is in the us so that's usually a good indicator if you see that number going up. hiring's gonna happen and it's gonna also happen at that company, um, that is posting those recruiter jobs.
[00:05:12] aaron_1_08-13-2025_102828: And Dan, when would we expect the next season to be ushered in? Once people are back to work and this whole vacation mode is done? When? When would that happen? In a typical calendar year.
[00:05:24] dan-yu_1_08-13-2025_122828: Uh, obviously go heading into Q4, right? So you'll start seeing some stuff [00:05:30] in September. Um, so next month, uh, because companies will realize, and hiring manager will realize well, um, I have to, you know, get these, uh, seats filled. Um, because of budgets, um, budgets are usually set, if it's a, if it's a December, fiscal year, budgets are set in June and July, and, uh, that's for the following year.
[00:05:57] dan-yu_1_08-13-2025_122828: But in that calendar year, they still have to sit, [00:06:00] think of, think through themselves. Wow, if I don't use, you know, this time to go hire somebody, I may lose that budget next year. So there's definitely a dynamic of, uh, and I've been a, been a part of that, you know, as a hiring manager, um, you know, you want to use it or lose it.
[00:06:17] dan-yu_1_08-13-2025_122828: And so going into, uh, end of September, going into Q4, um, you know, there's definitely going to be, uh, a move from companies that, you know, wanna hit their goals. They want to, they [00:06:30] wanna really make sure that they're hitting in all centers, maybe going into the following year. Uh, you will see some slowdown around Thanksgiving, of course, so Thanksgiving week, maybe, um, uh, maybe the week after sometimes.
[00:06:44] dan-yu_1_08-13-2025_122828: But, uh, you'll also see a slowdown in the last two weeks of the year.
[00:06:48] aaron_1_08-13-2025_102828: So what are some good strategies for the job seeker in this instead of summer? We're not quite into Q4. When things pick up and you're to make a change or find a new role, what are some [00:07:00] things that they should
[00:07:00] dan-yu_1_08-13-2025_122828: I.
[00:07:01] aaron_1_08-13-2025_102828: doing? I.
[00:07:01] aaron_1_08-13-2025_102828: know John, you mentioned. Content. How could they weave that into their strategy as they're looking to make a career pivot?
[00:07:08] john-lovig_1_08-13-2025_122829: Yeah. So first of all, there's a couple things. One, content may not be noticed now, but again, as we talk about all the time, the algorithm will push the content when it serves the algo. So even content you create during a dead zone is still gonna be served up to people when they're engaged, not when. You've posted it.
[00:07:29] aaron_1_08-13-2025_102828: I.
[00:07:29] john-lovig_1_08-13-2025_122829: [00:07:30] Um, so that's, that's a good reason to always to post as if people are online. think seeing those, um, seeing the people that are posting jobs now with those folks because you're probably the first one in the door now because, you know, applicants are on vacation too. Um, and I think also just preparing for. Your approach in the fall? 'cause the fall is. I would say [00:08:00] probably as, as an agency side recruiter, it's where I make the most of my money. and so, uh, and it's every, almost every month in the fall, including September is usually really solid. Um, and if, you know, if a month isn't, then the, the month after is extra solid.
[00:08:16] john-lovig_1_08-13-2025_122829: So, um, it's a good time for you as a candidate to build those relationships with recruiters that you've been working with. reach out to people, you know, especially when you look at the holiday season, for instance. So many good [00:08:30] natural opportunities to network. There's the holiday parties at companies, but then there's also all these networking groups will have their, know, holiday happy hour, their, whatever the case may be.
[00:08:41] john-lovig_1_08-13-2025_122829: This is a great time to get in front of people and, and really have a natural way of talking to people about what do you see for the next year, or how's the end of your year going? that's what I would say is, is plot out the rest of your year.
[00:08:55] aaron_1_08-13-2025_102828: Yeah, and I think Dan would chime in here with, it's probably the best [00:09:00] time of year.
[00:09:00] aaron_1_08-13-2025_102828: to update your profile and set the stage with how you're presenting yourself or your content. And you had a recent win with, uh, a future proof you client Dan, who of came to you with a certain letter grade on their profile.
[00:09:16] aaron_1_08-13-2025_102828: And after some, some coaching and some lessons and some of the tips that we teach here at Future Proof View. Started having success. What was that process like for that anonymous person to go from? My profile [00:09:30] wasn't ready. I didn't have content to, all of a sudden I'm in front of people and being offered roles.
[00:09:35] dan-yu_1_08-13-2025_122828: So, uh, it was really interesting meeting this, meeting this person, and they, they were,
[00:09:41] john-lovig_1_08-13-2025_122829: they were
[00:09:42] dan-yu_1_08-13-2025_122828: um, definitely very engaging and outgoing, you know, and, uh, really easy to talk to. So they obviously had the ability to communicate, but their profile. Uh, was the typical placeholder style profile really minimalist? [00:10:00] It had, uh, you know, for the experience it only had, uh, the job title, company name and tenure, and the city, and that's it.
[00:10:10] john-lovig_1_08-13-2025_122829: it.
[00:10:10] dan-yu_1_08-13-2025_122828: They had a couple of facts about themselves in the, about section. They didn't have a a banner photo. Their title was still the previous title and company name at company name from the com from the firm that they had left. And so it was, you know, it was really easy to [00:10:30] to, you know, show them what good looks like and you know, what is an effective way.
[00:10:37] dan-yu_1_08-13-2025_122828: To optimize your profile so that it can be found. And, uh, they started, they started with me, uh, June 7th and, uh, they got an offer August 7th, and they said it was a direct result of being more out there. You know, being present in your profile. And also they, they started posting, they had never really [00:11:00] posted, ever.
[00:11:00] dan-yu_1_08-13-2025_122828: And so they started posting a little bit and, uh, it helped them get found. And then they, they got an offer two months to the day after we, after we started our session. So, you know, that, that might be a little extreme, you know, considering it was the summer. But I think, you know, you make your own luck. You know, chance favors the prepared mind, you know, type of mindset.
[00:11:21] dan-yu_1_08-13-2025_122828: And so, um, it was great to see it very satisfying for, you know, for all of us, you know, here at Futureproof View, to see that kind of a success [00:11:30] story.
[00:11:32] aaron_1_08-13-2025_102828: Yeah. And, and besides, 'cause some of you listeners might think, well, I do have a good profile picture. I post somewhat regularly. You know, my headline is optimized to a degree. But what about your coworker or your cousin or your neighbor who doesn't? And one of the things that you. Kind of responsibility for is you gotta help that person out.
[00:11:53] aaron_1_08-13-2025_102828: And an example that I had, I was at a conference and a speaker put their profile in the app where you could register. [00:12:00] I used a Dan U conference commando strategy. went and followed all of the presenters before the conference, dmd them. Hey, I'm so excited for your talk about whatever their thing was. Which by the way, when I walked in the conference, some guy I had never met was like, Hey Aaron, what's up? And I did a double take, like, does he think I'm my, my twin? 'cause that happens a lot. And then I remember I was like, oh, I followed him on social media and messaged him and he like recognized my face in person. [00:12:30] And I bet I was the only one at the conference that did that. Um, another one on the flip side, I went on their LinkedIn. No picture. No banner. It just had their role. Zero connections. Like it was an empty profile. the tragedy was, guess who gave the best presentation at the whole conference? The person with the zero. Profile. It's not even an F. Like if you turn that in school, you just get it sent back and say, Johnny, you didn't even [00:13:00] try resubmit. Yeah, they gave, they gave the best, one of the best presentations I've ever seen at a conference, and definitely the best one at that conference. And they had essentially a blank profile
[00:13:13] dan-yu_1_08-13-2025_122828: Yeah. You know, and, and, and the subliminal thing is right, that you know that if you have the zero connections or you have a minimalist profile that barely has anything, you know, what is that telling the audience, you know, that happens to find you, [00:13:30] you know, oh, well this person, you know, I guess they, they don't really care about their career.
[00:13:34] dan-yu_1_08-13-2025_122828: That's the subliminal message. And it goes, especially for people like in marketing or in communications, right, or PR or whatever. If you don't have content and you're not in that, you know, kind of the media facing almost world, if you don't have any uh, uh content, you have a minimalist profile that's really saying, well, you know, I really don't care about the content that I actually generate, [00:14:00] you know, for my job.
[00:14:01] aaron_1_08-13-2025_102828: Yep. It's, to me, it's the absence of social proof. You go, there's not literally a single human on earth who looked at that and said, oh, I'll follow them. I was the first.
[00:14:13] john-lovig_1_08-13-2025_122829: Well, and, and here's the other interesting phenomenon, and I've been, talking to candidates lately, the, the shift in the comments that I've been hearing from people is, did it get this way? I never used to struggle before. I have to do [00:14:30] way more to get a job than I ever did before. And so even if this person who's the conference speaker is super talented and top of their class and everything. Not having that detail on their profile now could hurt them in the future. it's, it's something that we don't think about because if you're getting a job without that, those means, then it's, you're just, you're proving yourself. You don't need it until you do. [00:15:00] And then
[00:15:00] aaron_1_08-13-2025_102828: Yep.
[00:15:00] john-lovig_1_08-13-2025_122829: it's too late because you don't have the social media breadcrumbs to show your experience and you're starting from scratch when you could just be. Uh, using your profile to quote unquote read the news. I'm just giving you the news of me. And then when it's time to go, you've already got some pre networking in. so it's interesting phenomenon.
[00:15:23] dan-yu_1_08-13-2025_122828: Y you know, Erin, I I, I, I love your comment, you know, on, on social proof, right? And it's, [00:15:30] um, it can be a, a recommendation from a former colleague, but also giving recommendations out is a way to create social proof that you've worked with somebody in a successful. Situation in, and maybe that wasn't the best organization, but maybe it was a great situation that you had.
[00:15:49] dan-yu_1_08-13-2025_122828: So having uh, recommendations given out to your former colleagues or your present colleagues, I think is a great way to actually create social proof that you have full control over.[00:16:00]
[00:16:01] aaron_1_08-13-2025_102828: Yeah.
[00:16:02] aaron_1_08-13-2025_102828: And if you wanna make somebody's day, give them an unsolicited, um, recommendation on LinkedIn. I, I had a buddy who taught me this before I even knew Dan, and he's like, the next time you're bored, just go on there and give two or three people recommendations with no expectation of anything in
[00:16:18] dan-yu_1_08-13-2025_122828: Yeah.
[00:16:19] aaron_1_08-13-2025_102828: and you will get a dm like, oh man, thanks so much for that.
[00:16:22] aaron_1_08-13-2025_102828: You didn't have to do that. I really appreciate it. And the other thing I would offer to our listeners, if you are someone who is, you [00:16:30] have a tuned up profile, you're ready to get through the slow season and into quarter four, but you have a friend, a colleague, even a spouse, and it's awkward to say, your profile sucks, honey. You know, you need to make it more like mine to make that a little bit easier, just take the download link where we have the five tips. To, uh, spring clean your profile, I believe is what it's called. But we have the five tips and then there's an email for each one to kind of remind you, [00:17:00] here's your job today, your little 15 minute homework assignment to get your LinkedIn profile up to snuff so that you don't have to be the bad guy or gal.
[00:17:09] aaron_1_08-13-2025_102828: Just send them the link and say, Hey, this was really helpful. I thought it might help you too. And then you don't have to say, your profile sucks, you should do this,
[00:17:18] dan-yu_1_08-13-2025_122828: That's a great, great tip.
[00:17:20] aaron_1_08-13-2025_102828: Yeah. Let's say going into to quarter four and things pick up, what does that mean for the job seeker? Let's say it's October of a typical year. [00:17:30] They took Dan's advice and got their profile up to date, cleaned up a relatively recent profile, picture a headline. They've been posting some content and then they're following John's tip.
[00:17:42] aaron_1_08-13-2025_102828: Uh, I see a company hired a recruiter two or three weeks ago, so I know doing recruiter math. They're gonna be hiring, you know, what, one or two dozen roles at least if they brought in an in-house recruiter.
[00:17:54] john-lovig_1_08-13-2025_122829: 30 to 40 for sure.
[00:17:56] aaron_1_08-13-2025_102828: Yeah. So a couple dozen, what, what changes in my [00:18:00] strategy then that time of calendar year as a job seeker, John?
[00:18:05] john-lovig_1_08-13-2025_122829: Uh, first of all, time kills all deals, as we say in the business. And so you see a new recruiter started a company, that's when you network with them. Oh, congrats on your new role. best of luck to you. That's it. send them a note, congrats. And then afterwards. Week two, week three. How's it going? You know, check in, see how they're doing, and then eventually just [00:18:30] sort of try and chat with them.
[00:18:31] john-lovig_1_08-13-2025_122829: Hey, I know you're new there, but I'd love to know if I could maybe have an informational interview. I see you are hiring for this type of skillset. What does company, your company actually look for in that? And they'll be happy because they get to be. to someone about their new company, uh, before they even really know about it, and you're in front of them proactively before most people are, um, with the exception of maybe some salespeople.
[00:18:57] john-lovig_1_08-13-2025_122829: So whenever I start a new role, salespeople attack me [00:19:00] like vultures. Um, so it can be challenging. That's why you want to do a soft kind of connect and a little bit of a. Almost like a sequence. Um, I would also say during that time of this time of year in the fall and, and, and in the holiday season, uh, politeful pestering is important.
[00:19:19] john-lovig_1_08-13-2025_122829: You need to follow up because it is a busier time for people who are hiring and it's, it's a busy time with also a social calendar. And here in [00:19:30] New York, for instance. The fall. Also, we have a, a very large Jewish population. We have a lot of Israeli businesses in New York. Some of, some of, uh, weeks of October are virtually shot for, for holidays, uh, for Jewish holidays.
[00:19:46] john-lovig_1_08-13-2025_122829: So it's not just, you know, the, the calendar of your holidays, there are. for every type of holiday and, and some even more dramatically, we would know those holidays, uh, at my agencies so [00:20:00] that we could prepare around that as well. Um, so, you know, be mindful of that. Politely pester. Be sure to follow up with the right person and continue to set expectations and ask for updates.
[00:20:12] john-lovig_1_08-13-2025_122829: You know, um, if someone says you can expect to hear back by Tuesday, Wednesday morning. Hey, just wondering if you have any updates I was expecting to hear back from yesterday. love to continue the process and while you're at it, be helpful and volunteer some interview times that you're available so that they can [00:20:30] quickly book you and you reduce friction.
[00:20:32] dan-yu_1_08-13-2025_122828: Uh, one thing that I think is, uh, really helpful for candidates to do is also be transparent with timing, you know, with other opportunities that you're working on. You know, Hey, I just wanna give you a heads up. Uh, I've got two other opportunities. I'm now into middle rounds. I'd like to be able to continue interviewing at your firm so that, uh, once the decision is made, you know, you know, we'll all be kind of on the same page.
[00:20:57] john-lovig_1_08-13-2025_122829: Yeah. It's a, it's a good way to also, it's [00:21:00] empowers people like Dan and myself to operate on your behalf and say, listen, this person has a clock, and the time's running out, if you're serious about them, uh. You gotta move faster. And for a lot of people, the fear of missing out, the fear of losing the opportunity is, is very high.
[00:21:20] john-lovig_1_08-13-2025_122829: And what you have to think about is you, you want to know if it's gonna be a no. Why wait for that no to be much later [00:21:30] than if it's gonna be known no matter what. Get rid of the opportunity from your head. Focus on what you should be working on.
[00:21:38] dan-yu_1_08-13-2025_122828: Yeah.
[00:21:38] john-lovig_1_08-13-2025_122829: So don't ever be afraid of the no, because if it's gonna be no, it's gonna be, no, it doesn't, help you any to drag it out.
[00:21:46] dan-yu_1_08-13-2025_122828: Yeah. And we're, we're all, you know, we're all salespeople, right? You know, when we're, when we're interviewing for a job, we're selling a complex product and. We wanna make sure that, uh, the, the feedback is timely. [00:22:00] And so the, the technique for a lot of salespeople is you sell to the no. So you'd rather have a fast No.
[00:22:07] dan-yu_1_08-13-2025_122828: Than have anything drag out. So, uh, we're, we're not really selling to the yes, we're actually selling to the no. So that you can really tune into the opportunities that are maybe's.
[00:22:19] john-lovig_1_08-13-2025_122829: Yeah. Good
[00:22:20] aaron_1_08-13-2025_102828: Well, let.
[00:22:21] john-lovig_1_08-13-2025_122829: know how to take away opportunities from people in order to understand where they lie. And we do that with clients all the time. You know, this person's not gonna be here in [00:22:30] two weeks.
[00:22:30] aaron_1_08-13-2025_102828: Yeah, I, I was gonna say, so let's say I'm a job seeker who got that, no. Going into Q4 or maybe after spending the holidays with my family, I come back in January and go, man, I gotta look for a new role, or I gotta make a career change. And we're into the new. Quartile of the calendar besides people coming back from their holiday breaks in November, December. What's changing come December, Dan? [00:23:00] And how should a job seeker modify their approach?
[00:23:03] dan-yu_1_08-13-2025_122828: Well, I think, uh, depending on the company, you know, sometimes people have real visibility towards their bonus or even maybe getting paid towards the end of the year. Um, and then there's other industries that pay in Q1. Um, and so it kind of depends on the, uh, candidates that understand the, the bonus, bonus season.
[00:23:27] dan-yu_1_08-13-2025_122828: You gotta understand your bonus season. [00:23:30] Right, especially in your industry. And if you know that, then you actually know that when visibility towards your bonus, so before you get paid, um, when, when you get visibility, there will definitely start to be some movement, right? So candidates, all of a sudden there's gonna be a lot of candidates 'cause they know there's gonna be a few weeks to go through a hiring process, interview process.
[00:23:51] dan-yu_1_08-13-2025_122828: And then depending on the firm, when they actually pay out bonuses, usually it's a. A week after, you know, so that they wait for the check to [00:24:00] clear and then you'll see a bunch of exits. So, understanding a bonus season, um, and how that might affect the timing. 'cause timing is the thing that everybody forgets, and so understanding timing is tremendously important.
[00:24:19] aaron_1_08-13-2025_102828: Yeah, so John, let's say at the end of bonus season, my check clears and I'm one of those people looking for a role. would a job seeker expect to [00:24:30] see in Q2 of a typical calendar year?
[00:24:33] john-lovig_1_08-13-2025_122829: Yeah, well hiring, hiring in the beginning of the year, first of all sort of starts on a progression. it's very quiet in January, right? I know this is Q1 still, but it's very quiet in January. But things start to move. In a positive direction. We see a lot of like high level executive hires happen at the beginning of the year.
[00:24:52] john-lovig_1_08-13-2025_122829: If they didn't happen at the end of the year. about strategic shifts, new year, new company, new, new, vision. [00:25:00] Maybe not fully new vision, but vision for the year and anticipated outcomes. And so you start to see that hiring pickup by March and it continues through April and May. Um, it's usually pretty steady, nothing crazy, nothing slow.
[00:25:15] john-lovig_1_08-13-2025_122829: It's, it's just. A good steady stream of hiring, and I think this is where all the activity that you've been doing this point can pay off. It's steady. People are usually acclimated to the hiring cycle for the year. know, [00:25:30] it doesn't feel breakneck pace like it does in the fall, and so it's a good time to. get in front of the people that you'd already been talking to prior, and um, hopefully they'll have a job coming up. I'm not talking about people who currently hiring, get in front of them before they're hiring, get in front of them when. The job's not posted because every quarter is new hiring plans or extensions of the existing ones.
[00:25:58] john-lovig_1_08-13-2025_122829: And so [00:26:00] lay out every quarter what they wanna hire for. We know this because when we do quarterly check-ins with clients, they have new things that they're looking for and they'll tell you which month they want to hire in, and they usually stagger it so that they're staggering budget and headcount. So every month represents a new opportunity for something new. And if it's in the area that you specialize in. Then you have to network before that.
[00:26:24] aaron_1_08-13-2025_102828: Yeah, which is, it's encouraging to hear. 'cause sometimes you go, I want it to happen right now. But if you haven't [00:26:30] laid the groundwork, sent the connection request, built the relationship, uh, been top of mind with your content. I always think of this, you want the recruiter or hiring manager to think of you before there's even a role. And then when the one pops like, oh, I, I just had this happen. Um, for a colleague, it's like I know the perfect person for that and it's because they're top of mind. I see their profile all the time on LinkedIn people will think of you before there's even a role. Dan looking [00:27:00] big picture then at the calendar, it Sounds like.
[00:27:03] aaron_1_08-13-2025_102828: the quarter three that we're in right now, mid August, 2025 really about. Sharpening the sword and polishing up your profile and building relationships more than it is necessarily finding the role. But as we work through the. Full calendar, it's gonna pay off later. And one of those sayings that I've heard people say is, the work you do today doesn't always pay off [00:27:30] today. it might be quarter one or quarter two, somebody left 'cause they got a bonus, and then boom, you're the perfect spot to take that, uh, role in the future. is your parting message for the job seeker who is maybe frustrated in. Quarter three and things are slow and people not asking their message, what encouragement would you have to offer them looking at the hiring season as a full calendar year?
[00:27:54] dan-yu_1_08-13-2025_122828: Uh, well always be networking, number one, because you never know when things are gonna pay off, right? And [00:28:00] so the, the things that you do today to network, to create content and network at scale, um, you know, it could pay off maybe six. 12, even maybe two years from now. Because you've made those relationships, you've made those connections, you've, you've really taken the time to deepen, uh, a potential, uh, relationship even when there was nothing there.
[00:28:25] dan-yu_1_08-13-2025_122828: Um, so networking, networking, networking, um, is, [00:28:30] uh, is an evergreen. Kind of activity that you can do. Um, and we always recommend that, you know, you should network when you have a job as if you don't have a job. Right. So everyone should be networking all the time and working on your career and, um, and creating that persona, right, that per that personal brand that people will get to know you for and, you know, what are the things that most interest you.
[00:28:56] dan-yu_1_08-13-2025_122828: So everything you do today, it's [00:29:00] laying the groundwork. And now I do know some people who really try to focus on maybe like one thing and, uh, in their per, in their personal brand. And, you know, maybe diversifying, you know, over time your personal brand and right now is a good time to start and, you know, the, um, a, a anytime is a good time to start really.
[00:29:22] dan-yu_1_08-13-2025_122828: But you having that foundation as you progress and as you continue to produce more content and try to [00:29:30] reach out to more people and network, it will pay off.
[00:29:35] aaron_1_08-13-2025_102828: Yeah, absolutely. Well, thank you listeners for joining us for this episode of Future Proof Use podcast. Go F yourself, where we laid out the whole calendar year and the seasons of hiring across the months. I'm your host, Aaron Makelky Jo, joined by my co-host John Wig and Dan Yu. If you want more help with a career pivot, getting your profile up to date, learning the [00:30:00] ins and outs of interview skills and the hiring process, check out our website, future proof dash y u.com, or you can follow our company page, future Proof View on LinkedIn. Have a great one.
[00:30:14] john-lovig_1_08-13-2025_122829: Thanks everyone. See.