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Authentic, Authoritative, Unapologetic ServiceNow commentary by Cory "CJ" Wesley and Robert "The Duke" Fedoruk
Duke: All right.
Very special episode today, huh, Corey?
CJ: Oh dude, duke, this
is an amazing episode.
, I'd say probably one of our
all time special episodes,
Duke: Yeah.
Have we got a deal for you?
CJ: so Duke, today we have with us.
Stephanie Fairbanks.
Stephanie, welcome to the show.
This is special for me because you're one
of the first people that I, , met in the
ServiceNow ecosystem outside of Robert.
And we have obviously been friends
ever since, which is, I don't know,
we probably won't say how many years.
Lot of years.
A whole lot of years.
Stephie: first of all, thank you guys so
much for taking the time to speak with
me today and, bring me on the podcast.
I'm really excited.
and yes, Corey Eye, candy Mandalay
Bay, probably about 10 or 11 years
ago, I think was when we first met.
, And, Robert and I actually, we
met even prior to that, probably
about 12 or 13 years ago.
So, , really excited to be
speaking with you guys today.
Thank you.
Duke: So a lot of people are like,
who's this Stephanie character?,
But if you know, you know, right.
Corey and Stephanie has been one of
those behind the scenes unsung heroes
who literally had the whole team up
on her back for the first few years of
ServiceNow in North America anyway, back
when there was like, literally nobody
knew how to do it and everybody needed
a ServiceNow resource, and those who
knew, either got found by Stephanie or
went to Stephanie, to get work or to get
people who could actually do the job.
So not many people know the
name, but hopefully that'll
change after this podcast.
CJ: Yeah, that's the goal, to give
you , the kudos you so deserve Steph,
because you have, Accelerated, so many
careers and you have enabled so many
implementations, And personally, I think
it's unfair, , that you are an unsung
hero and you should be one that, folks
are writing lots and lots of hymns about.
Stephie: Well, thank you.
Duke: So I was gonna ask you your own
words, if you could, tell the world what
is it that you do in the ServiceNow space?
Stephie: The short answer is I connect
top talent with clients and projects.
The long answer is I'm maintaining grow
relationships with both my clients and
ServiceNow professionals, and I'm always
looking for a way to connect people in my.
A pretty large ServiceNow network.
working hard to build trust, getting
to know people, knowing what they're
looking for in their next role, knowing
what my clients are looking for in a
candidate, and bringing everyone together.
That's really what I do.
It's like, hosting a big party every day.
CJ: Nice.
I like, I like that metaphor.
A big party.
I don't recall there ever
being any drinks though.
So, um.
Stephie: maybe we can work on that.
We'll see.
Duke: A lot of people might say,
oh, that sounds like recruiting,
but she's so good at it.
It is like a separate category.
it's not recruiting 'cause she
just, she's way too good at it.
And it goes beyond just
plugging resources into gaps.
Like I've seen Stephanie thread the
needle so many times where massive
implementation, hyper rare skillset,
just all these weird conditions and
terms and just, it always worked.
Stephie: I think my, secret
sauce is, , I have a rule that
I'm always recruiting, right?
I'm always looking for great talent, and.
Fortunately, I have a really good
memory and that's really helped me
in this career because people that
I met years ago, if I maintain that
relationship, sometimes it takes time.
But to find that role that works,
understanding their skillset , and
where they thrive within the ServiceNow
platform, has just allowed me to,
be successful , in this career.
And, I'm grateful for that.
And yeah, I mean, I think that's truly
the secret sauce is always be recruiting.
Never stop building your, talent pipeline.
and develop that relationship with people.
It's, a human touch where
you understand who they are,
and what they're looking for.
And, and you take that
time, you know, I know.
So many, professionals , in the ServiceNow
industry, , and their, kids' names
and, their spouse's names, it's that
special touch and it's that human touch
that I think often gets forgotten,
, when you're in a, recruiting role.
CJ: Stephanie, I think
that's, Spot on, right?
there are recruiters who are like, Hey,
I got a, gig, and are you interested?
And then, you have a conversation with
them and it fits or it doesn't fit,
and they move on to the next person.
And you know, two months later
they reach out to you again and
they're like, Hey, I got a gig.
You know, are you interested?
And the thing that they send you is
so either above or below your level
that you can tell that they have no
idea who you are, even though they.
Not in your area of expertise.
Right?
Like.
Yeah, right.
Like
Duke: You know, you know what just grinds
my gears too, is the ones that just put
you on the list, They'll get a, gig that
they need to fill, and you're just another
name on the list that got the same email.
CJ: exactly
Duke: Like, I, I never got an
email from Stephanie, ever.
It was more like, it was like a text.
It was an instant message.
That's personal touch.
That's the human touch right there.
CJ: That is, that's a good point.
And now that I think about it, I've
never gotten an email from Steph it's
always like a text or , a reach out,
phone call, something like that.
And, that point about building
relationships, , I don't wanna lose
track, of that because I do think that's
what separates you, Stephanie, from a
lot of the other recruiters that I've
worked with over the course of my career.
Is that you do know my kids, right?
Like you do know, you know my wife's name.
You do know like the type of work
that I like to do, the type that
I don't like to do, to do the type
that I will grudgingly accept, right?
The stuff that's completely
off limits, you know, it's.
Stephie: Yeah, I,
CJ: and you know that stuff because we've
had those conversations and you know, the
types of projects that I, the dynamic of
the project that I like to work on, the
dynamic that I will actively avoid the,
scale of the project that I want, and, you
know, all of those things that I think.
Makes the project ultimately successful
are things that you know, and that you've
asked about and that you catalog and, and
that you keep those things, at the top of
your head because you're not recruiting,
you're building those relationships.
Right.
And I don't know that there
is a, term for it, right?
Because I know If you, if we were
talking about sales, there are sales
in this business development, I
think what you do aligns itself with
business development from a recruiting
perspective more than it would from
sales, Because you focus a lot more on
building the relationship, but it's a
deeper strategic aspect of it, right?
, And I just, don't see that
from very many people.
Duke: I think she plays the long game,
once it came out my mouth, it is just
as clear as day now that over all these
years, she's never interrupted me with
something that was clearly not the fit.
So she's got this job to fill and she's
just like, she knows it's, I don't
know, CMDB or something like that.
She's like, well, I'm just not
gonna call Robert on it 'cause I
know Robert's not gonna to do that.
Right.
So she never just like send it across
anyway and see what happens because, you
Stephie: Well, and I think the key
there right is, I believe that the
two of you could do anything on
ServiceNow, but I know that you don't
want to do anything on ServiceNow.
And I think that,
I think that oftentimes, recruiters,
always just wanna, throw.
I mean, you, you guys are
some of the best, right?
You wanna throw the best
people at your clients.
But if it's not a role that you
guys would want or want to take, I
think that's important to recognize.
And, nobody wants to do a job
that they, don't want to do.
, So why try a,
square peg in a circular hole, or
I think I probably got that wrong,
but you guys get what I'm saying.
It's, you don't wanna try to make
something fit that's not gonna fit.
And it's, more than just saying, the
resume says they have this experience.
It's understanding who you guys
are and what you're looking
for in your opportunities , and
what work you'll take next.
And, I just think that's an
important thing , that often
gets forgotten and, recruiting.
Yes.
It's, a fast-paced environment.
but there's more to it than just saying,
this resume says you'll do the work
and you can, so let's just do that.
It, there's a finesse to it and, I think
that often gets forgotten, and overlooked.
CJ: So Stephanie, let's, quantify
that for folks, In terms of
how valuable what you do is.
I've been working with you about 11 years.
And you have been constantly
putting me on project.
Projects for , the entire
length of that time.
You and Robert have been working together
for longer than that and you've been,
placing him on projects , like how
many of us do you have that you've
just been working with for years and
years and years and just been getting
jobs over and over and over again?
Stephie: you know, I don't have an exact
number, to say right now, but I can say
that I have a really strong, solid group
of, independent contractors, that, I've
worked with for, gosh, my entire career.
I don't know.
I don't even, I wouldn't even
know a number to pull out to, to
CJ: So that many.
Stephie: there's meant study.
Yes.
Yes.
And each one of you is specialized, right?
each one of you has a specific, part
of, ServiceNow that you prefer the
product line that you prefer to work
in, and ones that are okay and you
like them, but they're not your fave.
And then there's ones that,
you don't wanna touch at all.
And, and that's okay.
And that's what I think recruiters
forget that it's okay that, somebody
doesn't want to work on a specific
part because it allows them to
build their skillset elsewhere
and where they really wanna focus.
, So yeah, there's quite a few,
CJ: And, and, and the reason I
think that's important, is because
obviously if we've been working
together for a decade or more, right?
the projects that, , we've been working
together on we're successful, right?
And, to your point, about putting,
a square peg in a round hole, if
you are placing people in, places
where they are not a good fit.
Then the overall outcome of that,
, transaction is gonna be poor, right?
But the fact that you take so much
time and build so many relationships
and understanding, you influence the
outcome of the project, By building those
relationships with the folks that you're
going to put on them, way ahead of time.
Stephie: Yeah, I mean Robert said
that, it's the long game, right?
And I think.
In recruiting, it's always how fast can
I make something happen right now today?
, But playing that long game and, realizing
that well, I may not have the right role
today, doesn't mean that I won't have
it that afternoon or the next day or
the day after, because you never know
when these things are gonna spin up.
I remember there, there have been
so many times where I've, , been.
lucky enough to, , pull
a rabbit out of a hat.
For instance, I had a, a specific role.
Corey you may remember this, years ago.
, I had a client call me on a Friday
afternoon and they needed somebody on
Monday morning on site in California,
San Francisco, I believe it was.
and it was for an ex obscure at the time.
product line, within ServiceNow.
I mean, this was, gosh,
probably nine years ago.
so I'm not remembering all the details,
but I had spoken to somebody who had
that exact skillset who was available
for that travel a month prior.
And, uh, the client reached out, said,
Stephanie, what can you do for me?
I said, Ooh.
I got one, I know someone,
let's see if he's available.
And I made a quick phone
call, made it all happen.
Worked through the weekend to get all
of the travel set up and ready to go.
And Monday morning PST time zone there
he was standing ready to walk into
the building and That's the value in
building that kind of talent pipeline.
Is knowing and being able to remember
what everyone's looking for and what their
skillset is and where they, specialize.
you can turn it around that fast.
if you're always keeping your
talent pipeline fresh and
excited and new and informed.
which is another really big thing
that I always, , work hard to,
that I strive to do for all of
my, , candidates, is to keep them
informed and well, and my clients too.
You gotta keep them informed, but
often we go through some ghosting and
that, that you've seen that happen.
, And I work very hard to ensure
that that doesn't occur.
because, because why?
Why would you?
Right.
Duke: Well, especially when you're
playing the long game, right?
That's part and parcel of it.
Um.
Stephie: Mm-hmm.
Duke: this wasn't on script at all,
but I'm wondering ' we see you from
the, resources getting connected to
work perspective and so it's, easier
for us to see your secret sauce there.
But I'm wondering , is there a
secret sauce that you have on
the other side of that equation?
The organizations that you've helped
pull talent into and get jobs done,
is there some magic that you do there
that you feel other people don't?
Stephie: well, I think it's taking
the time to understand the need, , in
its entirety, anyone can come to me
and say, Stephanie, I'm looking for
somebody who's, , specialized in ITSM.
Well, I got a million because
almost everyone is at this point.
But, Understanding kind of the
intricacies of a project and asking
the right questions when you're talking
with your, clients and understanding
what their needs are, for that
specific role, I think is important.
And I think that because this
industry is so fast-paced and it
has such a quick turnover that some
of those details get lost, right.
And part of what I do is I'm
never afraid to ask questions.
I'm not very technical.
There is a lot, I don't know.
, I know people well.
and I think that it's important to
never be afraid to ask questions, , no
matter how silly they may sound.
And I think that's something
that does get lost.
I would say that that's my, Secret
sauce when working with clients
and is understanding the projects,
never being afraid to ask the
questions, to ensure that I'm
aligning them with the right talent.
CJ: it's funny, just going back to
that, that one story you shared earlier
about the guy in California, I do
remember that, and I do remember,
like, I didn't think that was possible.
And so it was crazy
when you pulled it off,
Stephie: Yeah, I mean
it's, a proud achievement.
CJ: Yeah.
No, just that, that was
just simply amazing.
but one of, the things you just
said about asking questions, right?
I think that translates
across both aisles, right?
Like asking questions to your client,
make sure you understand the project
so that when you talk to, the, , folks
that you might place there, right?
You can, one, give them the information
they need to make an intelligent decision.
but then you also ask a lot of
questions from us too, right?
So that you un you can
completely understand.
Like how that match is going to work out.
You know, I just think it's, one
of the things that people don't do
when they're building transactional
relationships versus long-term ones.
Stephie: absolutely.
And I think that's a good way to put it.
A transactional relationship
versus a long-term relationship.
And, I really value the relationships
I've been able to build with.
ServiceNow talent.
and Corey, you had mentioned
like, we're friends, right?
I ask about your family,
I care about your family.
And, and Robert, like I know I've
known you for a million years.
We had pizza at an old building
across the street from the Sears
Tower, a million moons ago.
And, you know, knowing, knowing
Duke: Why I gotta be the one
that's a million years old.
Stephie: hey.
Duke: Don't get me wrong, I feel it.
I definitely feel.
Stephie: You know, and I think
that's something that's also so cool.
It's 2012 is when I, joined
with, my previous employer.
And, I knew nothing of
the ServiceNow ecosystem.
I knew nothing about recruiting.
I knew nothing about ServiceNow.
And, I had to, learn it
all from the ground up.
It was all self-taught,
because I wanted it.
And, being fortunate enough to cross paths
with you, Robert, and you, Corey, early on
in my career has given me the ability to
grow and learn from you guys, the experts.
Right?
, And it's helped me in my career so
much because if I don't know something.
I know I can, I can call Corey
and ask a stupid question.
He might laugh at me, but he is gonna
give me a really good answer and
explain it to me in its entirety, which
that's how I know I found somebody.
Great.
If they can make me
understand, , ServiceNow from
a technical perspective, I.
You're great, you're a great consultant
because I don't always understand
the technical side of things.
, But back to 2012, right?
We kind of all grew up together, We
all were finding our way in this new
landscape, of ServiceNow and, learning
about the ecosystem and I mean, I remember
some of the early days and , how small
the knowledges were, or all of the
user groups were, they were so small.
and it was just, such a cool
thing to be a part of, and to
learn together and grow together.
it's just been, an experience
that I never anticipated, , when
I started this career in 2012.
Duke: I don't think any of
us really understood, I was
working with tools of this type.
For a long time, but they
were very constrained to it.
So nobody really knew what was behind
the corner of bringing those workflows
to the rest of the organization and
how explosively that would grow.
But I'm wondering now, now that we've
each played our own long game, some of
us better than others, for what you do?
Do you find it easier now or harder now?
Stephie: the answer to that's
like totally double-sided, right?
Because I have a vast network,
because I have such trusted
relationships, within the ecosystem.
that makes my job easier in one aspect.
But when I'm searching for new talent,
It's gotten harder because, , truth
be told, there's scammy candidates
out there that, try to pull one
over on recruiters all the time.
I've fallen victim to it.
I don't know many recruiters that
have not, and trying to find.
your way through that, is hard.
, It's somebody pretending to know, more
than they actually do on the platform.
Or, your original conversation maybe with
somebody who's, an expert on ServiceNow
and then you're, sequential calls with
that person and their experience changes
and they may not answer questions
correctly, or something you spoke about
previously doesn't line up and,, I
would say that that makes it harder.
but being that we're all remote for quite
a few years recently, I think everyone's
gotten more comfortable to be on camera.
And If you're not gonna show your
face on camera, we're not doing this.
It's so important, I've gotta see you.
I've gotta know you're a real person.,
Even if you forgot to brush your
teeth that morning, I gotta see you.
, Because , I need to know that I
am presenting somebody who's real
and tangible and is who they say
they are and can accomplish what
I need them to with my clients.
CJ: that is so true.
I've heard so many stories
about folks, , who.
I've gotten hired for a gig and, either
don't show up or more importantly, more
specifically, or more, hilariously,
one person did the interview,
another person showed up for the gig.
Stephie: I
Duke: How did that even happen?
Stephie: It's so wild.
Duke: There's just, oh, man,
CJ: Yeah.
Duke: the, the, the, the nerve.
The nerve.
I don't understand how people
can live with themselves.
It's so cringey.
It's so cringey
and.
CJ: Dude, I was LinkedIn friends with
one of those people, like connected on
LinkedIn with a person who I thought
was real until, that person got hired
at, , one of my clients at the time
and was supposed to show up and they
had three, four days, they were like.
I'm not sure this is the same person
that we interview with, they don't
seem to be recalling any of the
conversations that we had previously.
And, you know, I asked for the name
and I went and looked on LinkedIn to
see if I can figure, figure it out.
And lo and behold, I'm
connected with the person.
I'm like, how is, what is.
Stephie: It, it's totally bamboozled.
it happens.
It's unfortunate when it does.
I know I do my due diligence to ensure
it doesn't happen, but man, sometimes
they can get real good at hiding it.
Right?
And, it's crazy that it happens.
but it does.
And so I would say that side of
things makes my job harder now.
but being that I have a vast network of
trusted people, that makes it easier.
So it's a two sided answer.
Duke: Yeah.
You don't have to trust
in strangers much anymore.
Do you like
Stephie: No.
Duke: Yeah.
I wonder if we could take this
a slightly different direction.
Corey and I just came off of two
episodes on networking and we're
getting a lot of positive feedback
and I thought maybe, you might have.
Some interesting advice on somebody
who's new to the ecosystem and how
they might network coming from where
you came from where, you know, at the
beginning everybody was a beginner and
we all just learned to dealt with it.
And over the years you've,
dealing with experts and newbies
and all the stuff in between.
Stephie: Networking is crucial to what
I do, both with clients and candidates.
. And I'm a people person, so I've, it comes
naturally to me, I like talking to people.
I like understanding who they
are, and what drives them,
what their motivations are.
I think that, LinkedIn is a
great tool, to be able to network
in a business environment.
. Well, sometimes business environment,
sometimes not so much anymore, but, um,
it's a, it's, it's, it's, allows you to
network, in a way that is not in person.
But there's nothing that is going to,
ever take away that in-person networking.
I think, meeting with people,
attending networking events as
cheesy as they can be, It's crucial.
And, , for somebody who's starting
out new, , I would say never
hesitate to reach out to somebody.
more often than not,
people are willing to help.
, They want to see others succeed.
, You will rarely get a
door slammed in your face.
People are gonna say, yeah, come on in.
Let's see what we can do.
what are you looking for?
, So I would say that, , never be afraid.
To reach out to somebody who you think
would not wanna talk to you, because
odds are they will and they want to.
, Yeah, I think that's, that's really it.
And like always be yourself.
, Just be yourself.
Don't put on, , a show.
Building relationships is being
transparent to who you are, and,
projecting that out to other people.
And I think that's also something
that helps, is transparency, honesty,
building relationships, being yourself,
and never hesitate, to reach out.
Duke: Okay, I got a
quick follow up on that.
Let's say I'm new or new-ish to the space.
Maybe it's my first taste of freelancing.
, And you are obviously
seeing and talking to.
scads of candidates.
How do I jump off the
page to somebody like you?
Like what about my resume or
my first opening letter or my
first conversation, amplifies my
success with you, the recruiter.
Stephie: great question.
I think.
a resume that is concise.
a page and a half, two pages max is
so important because reading, I'm
reading so many daily, so keep it
simple, ?. You don't need everything
you've ever done put into your resume.
You've got to leave something
to the conversation.
being open to conversation, being,
communicative, answering questions with
more than, one word or one sentence.
Elaborating, explaining
yourself who you are, the work
you've done, what excites you.
that's what gets me.
, Be yourself.
Be a real person, be a human.
don't, answer the questions robotically.
I wanna know who you are.
what makes you excited about ServiceNow?
Why you decided to join ServiceNow.
where you see your career
going, what drives you.
Those are so, such important questions
when getting to know a candidate.
, So I would say.
Keep your resume simple.
Leave something to the imagination
and something to be discussed.
, And then, elaborate.
don't keep your answers when
you're in a conversation.
Simple.
I wanna know it all in those moments.
I.
CJ: those are really, really good tips.
and as you were talking, Steph, I didn't
think about how many of those did I
actively, deploy, just subconsciously.
Just, keep my resume simple.
, I'm pretty bad at that, but I've gotten
better at working with you and so now
I have, a number of different resumes,
that, you know, are catered towards
whatever the client might be looking for.
'cause I do have a vast amount of
experience and it all won't fit.
Anything short of ebook.
but then nobody wants to read
that, they care if, I can do what
they need me to do and if I have
relevant experience for that.
And then personality, I, I am who I am
and I've never had success in disguising
my personality when I ever tried to do it.
And so now it's a lot more like I show
up and you either like me or you don't.
? And if you don't like me, then at least
now we both know that and we can move on.
And if you do great, least now
that we have a, common point
because I like me too, and.
And you know, and you go from there.
But I think there are far too many people
who think, just talking with a recruiter
means that they have to put on this mask.
Right.
And, and that they have to disguise
who they are and that they don't
have to, and that things, um, yeah.
And
Duke: Well, they have to stress
about knowing everything, right?
CJ: Yeah.
Yeah.
Duke: it's, it's, it's a big tool
now, and so every year the tool
survives And thrives and expands
the idea that you could know.
It all just becomes , even more absurd.
Stephie: Right.
And I think that that's a, a really
important point too, that you're making.
There is no one that's gonna know it all.
Maybe to some degree They might
understand, but there's nobody
that's gonna know ServiceNow.
It's in, in its entirety anymore.
It's important to, , to be able to admit.
When there's something that you're, it's
not your strongest, and that's okay.
, I'm not expecting anyone to know
it all because I certainly don't.
And being able to admit
that, is so strong.
It's something that really stands out.
Eh, that's not my strongest point.
Right.
Not the best there.
That's okay.
We'll find something
that you are the best in.
Right.
Duke: even the Apex certification in
the environment, CMAs and CTAs, right?
Like if you look at the prerequisites
for them, they don't even have
to have half of the CIS certs,
CJ: Right,
Duke: you know what I mean?
And they're the ones getting the,
like the master architect thing.
It's too big an ecosystem, so , yeah,
you're gonna get stung up on a question or
two, another note on that brevity thing.
Even if Stephanie wanted you to
be the one, she hasn't got this
position filled and it's 4 38 and
she's got three more resumes to go.
She is praying, that the next resume
is the last one she has to read, right?
you don't wanna have to go through,
you want to pick up the the last
resume and know this is the one,
and that's why you have to be brief.
Stephie: Yeah.
Being brief is important, right?
but I will be the first person to tell
you, there is nothing that matters
more than getting on a call with me.
Your resume is great.
It's a great jumping off point, but
our conversation and our communication
in a call, that's everything.
and I'm gonna get everything I need to
know out of that call your personality
where I think you'd be a great fit.
there's sometimes just, personality
conflicts on projects, right?
And that's okay.
I just need to know where you stand
and, get to know you a little bit.
So a resume is good, ? A
conversation is everything.
CJ: Steph, do you ever have a conversation
with someone who you think slash
know is technically proficient at the
opportunity that you're presenting, but
after you speak to them, think there's
no way in hell that you would be able
a good fit working with this client?
I.
Stephie: Yeah.
I mean, it, happens often.
, I talk to people and I'm
like, they could do the job.
Are they going to make an impact?
CJ: Yes.
Stephie: could do it, they could
complete it, but are they gonna make
the impact that I want them to, or
that I'm looking, or that they would
want to, or the client is looking for?
And, that's that
personality side of things.
That's, like I said, my resume's
great personality is everything.
There's of course the
technical meat is great.
But that personality gravy
on top, that's everything.
and working with people that
want to make an impact that
are motivated and ambitious.
I can't get that from a resume.
That's something that only
comes in a conversation.
I.
CJ: Yeah, I think that's important
to highlight, personality matters
and being yourself matters because
ultimately, it's in everyone's best
interest for the right client to
end up with the right on the right
project so that it can be successful.
And if you disguise who you are, , then
you might end up on a wrong project
for you, as the resource, right.
I could end up on a, a project that.
I don't want to be on because I let
you to, think that I was outgoing
and this is a sales engineer project
and I really don't like talking.
Stephie: Right, right.
Exactly.
I mean, it's, it's just important
to just really, be true to you.
CJ: Yeah.
Duke: All right, Stephanie.
So, apparently you are on
the market now, correct?
Stephie: I am on the market.
I am super excited for
my next opportunity.
I'm really looking forward
to,, seeing where I land.
Duke: so what's the
perfect position for you?
Stephie: the perfect position for me is
one where I get to work with clients.
and understand their needs
and work with candidates.
, I truly loved , my previous role
where I was, , connecting the two
and helping people achieve things.
Not just, the candidates achieving
their career goals, but also the
clients achieving their project goals.
And, , being a part of that
was just, magic for me.
And, I'm really passionate about
it and I'm really passionate about
bringing the right people to my
clients, , and making sure it all works,
it's my favorite part of my, my job.
So some, somewhere with that where I could
land a, it's with something like that.
, That's really what I'm looking for.
CJ: I'm honestly surprised
that you're on the market.
, I wish I was interested in growing
beyond being the, one man show that I
am because you'd already have an offer.
Stephie: Thanks.
Duke: me about it.
Okay folks, this has been Stephanie
Fairbanks on CJ and the Duke.
If you need somebody who can thread
that needle, get the right resource on
the right job every single time, Corey
and I wholeheartedly endorse Stephanie.
She's one of the best in the game,
and she's got a massive ready to
leverage network just waiting for you.
Her contact information is going
to be in the description below.
Everybody take a shot, act fast.
She's not gonna be on the market for long.
CJ: Absolutely.
Stephanie, it was great
having you on the show.
I can't believe we
haven't done this before.
maybe you were ducking us.
I don't know,
Stephie: That's laying low.
That's laying low.
CJ: but no, this was,
amazing and well overdue.
Thanks for coming on.
I.
Stephie: Yes.
Thank you so much, both of you.
, I can't express my appreciation
for each of you enough.
Thank you.
Duke: No problem.
We'll see you on the next one, everyone.