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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!
aaron-makelky_1_03-26-2026_124036:
Welcome to another episode
of Future Proof Used Podcast.
Go f yourself.
I am your co-host, Aaron Makelky,
joined by John Lovig and Dan Yu.
How's it going today, guys?
john-lovig_1_03-26-2026_144040: Hello.
dan-yu--danoyu_1_03-26-2026_144037:
Good to see you.
john-lovig_1_03-26-2026_144040: It's
70 degrees in New York, so pretty good.
aaron-makelky_1_03-26-2026_124036: Yeah.
Our topic for today's episode
is are some of the lies you're
being told about your career?
We have five lies, five pieces of
bad advice that we'll discuss and
what the real antidote to those
problems are and why you shouldn't
follow this commonly given advice.
Dan, let's start with you.
Bad piece of career advice, number
one, you can do it on your own.
is that bad advice and what should
job seekers or career-minded
professionals be doing instead?
dan-yu--danoyu_1_03-26-2026_144037:
Well, as the saying goes right to,
uh, to raise a child, you, you,
you, you need a village, right?
But I think for your career,
you also need a village.
Um, you, it's really important
to have, uh, your network.
You know, kind of have your back,
you know, just, not just today,
but you know, whenever, whenever
you might actually need it.
So I think it's really important to make
sure that you cultivate and, and farm
all of your relationships regularly.
aaron-makelky_1_03-26-2026_124036: Yeah.
John, do you have any examples in your
dan-yu--danoyu_1_03-26-2026_144037: Okay.
aaron-makelky_1_03-26-2026_124036:
personal career or the thousands of
people you've helped where someone
was not open to their network
or their village, so to speak?
john-lovig_1_03-26-2026_144040:
Yeah, I think, um.
It's not necessarily not open to
their network, but not thinking
about their network as a viable
source for career advancement.
I, I coach a lot of people around this.
Um, of my coachees just didn't think about
networking in general and particularly,
you know, staying in touch with their
network and, and or growing their network.
come to find out that, you
know, especially this, this
individual's in a career pivot.
They're finding some really fruitful
conversations by building, engaging
and, and continuously conversing
with their network that help shape
how they go about their job search.
you know, from my personal career, I
always say I either got my job from a
recruiter or someone in my network, and
the recruiter was in my network too.
So, you know, I've had one
job that I applied for that
I've gotten into my entire.
You know, 16, 17 years of doing this, um,
it really is sometimes about who you know.
aaron-makelky_1_03-26-2026_124036: Yeah.
And the big one
dan-yu--danoyu_1_03-26-2026_144037: Um.
aaron-makelky_1_03-26-2026_124036:
one I hear is people are afraid to
ask for help 'cause they'll be judged
or it looks desperate or, I don't
really know how to ask for help.
john-lovig_1_03-26-2026_144040: What
aaron-makelky_1_03-26-2026_124036:
when you talk,
john-lovig_1_03-26-2026_144040: no.
aaron-makelky_1_03-26-2026_124036:
yeah, what if they ignore me?
And then you realize when you've done
it, we've all done this personally
and had friends who've done it,
they're shocked and sometimes
overwhelmed at the outreach and the
help and the support that they get.
And way I think of it is they can't help
you if they don't know that you need help.
So if they ignore you,
fine, that's their choice.
But there are a lot of people who
want to help and you just have to
be willing to send the message or
make the phone call to let 'em know.
dan-yu--danoyu_1_03-26-2026_144037: Yeah,
I, I met somebody a few years ago where,
um, you know, I was trying to pitch them
on coaching services and, uh, I said,
you know, the best way to do it is to
network and meet people you don't know.
Because if you meet somebody you
don't know, you'll guaranteed
learn something from them.
And they gave a lot of pushback.
They said, well, you know, I'm only really
concerned about spending time with people
I know and my friends and my family.
And I thought, well, I.
That's a very narrow, you know, narrow
target and I hope that they can help you.
So anyway, they didn't take the
adv, they didn't take, uh, me up on
coaching services, which is fine.
And uh, you know, I
hope they're doing okay.
aaron-makelky_1_03-26-2026_124036:
Yeah, that's basically just letting
geography decide your network, which in
the era of the internet and telephones,
that's, that seems ridiculous.
But
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
aaron-makelky_1_03-26-2026_124036:
think we all know doing it on your own
is obviously you're gonna have to do
some of the work, but it's definitely
bad advice and not a mindset you should
have if you want to have a fruitful.
Career number two.
John, let's go with you because
you're probably the most AI pilled.
That's the term I hear a lot
with my colleagues, but AI
native, you use AI the most.
this idea that is the
solution to your career?
Like it'll help you find the
job or get the interview.
Why is that bad advice?
john-lovig_1_03-26-2026_144040: because
it's, it's built on the premise that.
Typically you just need to
keep applying to more places
in order to get a job, right?
It's the idea that quantity is the
most important aspect, whereas I, I
would fundamentally disagree with that.
I think it's quality.
Um.
You know, we, we've
talked about this before.
AI is is great, but at the end of
the day, it is a tool to enhance
what you're already doing right now.
People are using it to write their
resumes entirely, write their cover
letters entirely, and then apply out
to as many jobs as they possibly can
without rec recognizing any signal.
And, uh, because of that, we now have
AI on the employer side grading AI
written resumes in order to get rid
of as many candidates that aren't
the right person so that we can have
the top selection of people, right?
HR teams are overwhelmed.
are overwhelmed.
It's not the right approach, right?
Um, networking, meeting
somebody within a business.
The, the challenge here and, and I think.
know, we sort of talked, we talk about
this all the time too, is people see it
as a challenge when they're going to get
a new job to network because they start
when they're going to get a new job.
They're not doing it as a
function of their everyday life.
And so of course it's daunting
go try and meet new people.
anytime, you know,
you're looking for work.
If you're always meeting those people
in your discipline and you're always
conversing about what you do and what
you're best in the world at, and they're
doing the same thing when the time comes,
they'll know if there's something for you.
They'll help point you
in the right direction.
They'll, they'll, they'll say, oh,
my, my former colleague at this
company, uh, might be able to help
you When now you're in desperation V.
you're like, Hey Aaron, I
saw we do the same thing.
Let's connect.
And then, hey, you got a job for me.
Well, who are you?
I don't know you.
Right?
aaron-makelky_1_03-26-2026_124036: Yep.
john-lovig_1_03-26-2026_144040: it's
doesn't work in some people's minds
is 'cause they're not doing it right.
aaron-makelky_1_03-26-2026_124036: Yeah.
Dan, what's the worst?
Application of this advice.
As somebody who's seen lots of resumes and
coached people through who bought into the
idea that AI is the solution, what's an
ugly example of that coming to fruition?
dan-yu--danoyu_1_03-26-2026_144037:
John's, John's mentioned, you know, the
writing of the resumes, writing the cover
letters using Ag agentic AI to spam out
thousands and thousands of applications.
Uh, another example of using AI in
a bad way would be actually using
it in your interview as a listener
and then feeding you the answer, so
then you're just reading the answer,
you know, that's next to the camera.
And.
You know, I, John and I have, you
know, been in the recruiting game
for quite a while, and we can very
quickly tell when you are reading an
answer, maybe you wrote it beforehand.
Either way you're reading an answer,
maybe the AI's feeding you no matter what.
It's just inauthentic.
We could spot it a mile away.
And, uh, so
john-lovig_1_03-26-2026_144040: and
I experienced this recently, both of
dan-yu--danoyu_1_03-26-2026_144037:
we did.
john-lovig_1_03-26-2026_144040:
and it'd be, it'd be like
this, oh, hang on one sec.
So one time
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
john-lovig_1_03-26-2026_144040: a
project that I was really proud of
and what I had done was, and you are.
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
john-lovig_1_03-26-2026_144040: uh, for
dan-yu--danoyu_1_03-26-2026_144037:
so obvious.
john-lovig_1_03-26-2026_144040: listening
and not seeing the person that I'm
referencing, took a sip of water to, to
literally wait for the AI to write the
prompt and then tilted his head off camera
to, to read it in a very robotic voice.
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
And, and so, you know, we, we could
see that and, you know, the, um,
this goes back to, you know, the
first piece of bad advice, right?
That you think you can do it on
your own, and you think that you can
hack your way to a job, however, and
there's a, there's a ton of people
out there that sell this, right?
They sell it, you know, with
their content or, you know,
their, their coaching services.
But ultimately you need.
To interact with humans.
And so to think you can hack your way
to, to a job, I think is, um, it's kind
of obtuse frankly, that you think that
your use of free chat, GPT or even paid
chat, GPT or an AI engine is gonna make
you any different than all of the other
applicants also using the same engines.
aaron-makelky_1_03-26-2026_124036: Yep.
And if you're doing that in 2026, you
guys know this very well, but you're
a year to two years behind when that
might have been a novel thing when.
Not everyone was doing it.
My addendum to this AI is definitely
not the solution to all your problems,
but I think one of the reasons why this
is bad advice is how people apply it.
And John's example is what
comes to mind for most people.
writes things for me, it sends things
out for me that is not helpful.
That's a waste of time.
Dan calls it the opium of action.
Look, I checked off a
hundred applications today.
If I just have a 1%.
conversion rate.
I'll get one a day if I just spam more.
Here's a suggestion that
I have for job seekers.
We teach, and I think this was Dan who
first taught me, but John does it as well.
Use some sort of a database to
keep track of the applications
you have open, where they're at.
What version of the resume you wrote.
Did you get a callback, the status?
That's something that you can use AI for
that isn't gonna make your cover letter
sound like the free version of chat, GPT,
or just help you spam so you can find ways
to have AI help you in the job search.
But doing the writing and the
content for you is the last
way you should be applying it.
If you're looking for a way.
help me build an Excel sheet or a database
to track these and keep the status.
Because one of the mistakes people
make when they're spamming is they
apply to the same job five times.
Well, pretty sure that's
a red flag to recruiters.
Like this
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
aaron-makelky_1_03-26-2026_124036: can't
even keep track of where they apply.
They're just spamming stuff.
Bottom of the pile.
dan-yu--danoyu_1_03-26-2026_144037:
Yeah, so John actually was the one
who, uh, taught me that, uh, you use
a, an email kind of, you know, service,
uh, or even, uh, a, uh, marketing
automation platform like HubSpot, right?
You'll get, you know, uh, a
pretty robust way of sending out.
Emails, tracking, read receipts,
and it's also a content management
system so you can keep all of your
versions of your resume in one place.
aaron-makelky_1_03-26-2026_124036: Yep.
Let's move on to bad
career advice number three.
Dan, why is it bad advice when
people say, oh, short stints on
your resume are a red flag, or,
you'll never get hired if you have.
10 years that last less than x.
dan-yu--danoyu_1_03-26-2026_144037:
In this, in this age of innovation
and, um, and technology advancement,
uh, things are moving pretty quick
and, uh, this, you never know
when you join a company if their.
Um, if they're actually not on the growth,
maybe they're actually kind of on the flat
part and maybe potentially declining, or
maybe it's a macro thing that happens,
uh, companies will, um, will lay off
people very quickly sometimes, you know,
so sometimes it's last in first out life.
O and so, you know, if you have a, if
you have a couple short stints, just
understand what the story is right?
And talk to it.
And, uh, sometimes even put it.
On your LinkedIn profile, you answer
the question before it's even asked
in an interview so that you're gonna
talk about what you're really good at
in the interview rather than having
to spend time answering questions.
Oh, why were you only, why were
you here for only nine months?
Why were you only here for six months?
You could say, maybe
it was a contract gig.
Maybe there was, um.
The goalposts removed and
that's, you know, that's okay.
Maybe there was just a general layoff,
but if you say that in your LinkedIn
profile and may, maybe you need it
in your resume too, but if you say
it in your LinkedIn profile, you're
going to answer the questions so that
you don't have to answer it later.
aaron-makelky_1_03-26-2026_124036: Yeah.
John, what are some ways that.
People can explain that away.
it's something like, I
just got a better offer.
I was just ready for a change.
That's probably not how you'd frame
it on a LinkedIn resume, but what
are ways you see as a recruiter that
diffused that bomb ahead of time?
john-lovig_1_03-26-2026_144040: Yeah.
I, I, you, you kind of already thought
in my mind of what was triggering
for me to talk about, uh, first and
foremost, if you're insecure about
the reason it's going to come through.
All the time when, when you're
starting to talk to somebody
about, oh, how come you left this?
Uh, they either get like, uh, or
they get super defensive about it.
things happen, right?
There's not the same kind of, you can't
trust that you're gonna be in a job for.
30 years and retire these days.
So, know, if it's a layoff, just say it.
Hey, unfortunately it was a layoff.
As you can, you can see it in public news.
It's not an issue.
Um, don't make the mistake.
Like I had someone who said, laid
off from Twitter during Elon Musk's
takeover, and it was a year before.
Right?
dan-yu--danoyu_1_03-26-2026_144037: Oof.
john-lovig_1_03-26-2026_144040:
so obviously you're lying.
dan-yu--danoyu_1_03-26-2026_144037: Oof.
john-lovig_1_03-26-2026_144040:
I think part of it is realizing
what's in your control.
If it was for more money.
Uh, I've taken a job that
was after eight months.
was, I had left a job where I was
a manager, moved to a job where
I was an individual contributor.
It, granted, part of it was
necessity, part of it wasn't.
Part of it was, this seems
like an interesting job, but
then someone presented me
with a job that I just couldn.
Pass up the opportunity.
It was something to build something
and to do something that I hadn't
had an opportunity to do before
and I wanted to challenge myself.
If someone's gonna knock me out of the
interview process for trying to challenge
myself and become a better employee, then
they're not the right company for me.
aaron-makelky_1_03-26-2026_124036:
How would
dan-yu--danoyu_1_03-26-2026_144037:
John, I might have,
aaron-makelky_1_03-26-2026_124036: frame
dan-yu--danoyu_1_03-26-2026_144037: uh.
aaron-makelky_1_03-26-2026_124036:
on your resume?
What would you say offered.
Exciting new opportunity at X firm?
Like what?
What's the wording that
would come through?
john-lovig_1_03-26-2026_144040: head
headhunted for a new opportunity
and then you could clarify.
That one's not gonna be great on a resume.
You know, beyond that.
dan-yu--danoyu_1_03-26-2026_144037:
so j John, I, I might have you beat,
I was at a job for five weeks and
two days and I left, uh, where it
was an individual contributor job.
And, uh.
I got a, I got a real great
opportunity to, uh, rebuild a team,
you know, and, and, and build out
a whole, uh, whole business line.
So that was, uh, that was a lot of fun.
So I, I had to take that job five weeks.
john-lovig_1_03-26-2026_144040: you
have me beat where you don't have to
put that five week job on your resume.
I would probably wanna
put my eight months one.
dan-yu--danoyu_1_03-26-2026_144037:
That's true.
That's true.
I did not, I do not have it on
my LinkedIn profile or my resume.
So.
aaron-makelky_1_03-26-2026_124036:
Which, okay, great.
Great.
Follow up to this bad advice.
How short would you say is okay to
leave a gap versus a five week role?
I know there's no exact empirical answer.
dan-yu--danoyu_1_03-26-2026_144037:
Yeah, it really depends.
But I mean, you, you know, PE people
leave for bereavement too, right?
So you can talk about bereavement
or a career break, or you know,
you went to go learn something
or you just had a sabbatical.
You can talk about it on
your LinkedIn profile.
It's a dropdown when you're, when you're.
john-lovig_1_03-26-2026_144040: maybe.
dan-yu--danoyu_1_03-26-2026_144037:
That's it.
Right.
So, you know, you can have it be a, um,
you know, something that's very open and
honest and transparent on your profile.
john-lovig_1_03-26-2026_144040:
Ironically, I had one person today, I
was looking at a profile where someone
had a like six month stint and the body
of his six month stint was longer than
somewhere he spent like six years at.
Don't do that.
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
Yep.
aaron-makelky_1_03-26-2026_124036:
Okay, uh, let's go with bad
career advice number four.
if I'm good at my job.
I don't need to worry about LinkedIn.
Why is this bad advice and what
should someone who is competent at
their job be using LinkedIn for?
john-lovig_1_03-26-2026_144040: Yeah,
I, I think first and foremost, I talk
to plenty of people all the time who
were really good at their jobs and
didn't touch LinkedIn, and then they
had to because they no longer had their
job that they were really good at.
And guess what the hardest thing
for them to do is their LinkedIn.
Uh, but beyond that.
They also lack the social proof
of being, I hate using the term,
but a thought leader LinkedIn.
The opportunity to engage with
their professional ecosystem on
a platform that's recognized as
kind of the universal platform
for connecting with professionals.
So if you're not using it on a
regular basis, this is the same
as going back to our networking.
Posting content on LinkedIn isn't
necessarily networking from a one-to-one,
let's chat perspective, but it is a
way for you to stay in front of your
own network and to be top of mind
when things do potentially come up.
And so regularly engaging with
that, keeping your LinkedIn
up to date, um, you know.
Me commenting on other people's things.
That's a way of continually, you
know, interacting with your network
in a way that maybe, maybe it
feels more transactional to you
than a conversation, it can be.
When I see someone, like a post of
mine that I haven't talked to in years,
I'm like, oh, that's interesting.
We do notice it sometimes.
And when you do, you're kind of like,
oh, I wonder what that person's up to.
And if it's someone who I wanna.
I'll reach out and say, Hey,
thanks for liking my post.
It's been a while.
How's everything?
You never know.
aaron-makelky_1_03-26-2026_124036: Yeah.
Dan, what's your advice to
somebody who thinks they don't
need to worry about their profile?
'cause.
I'm competent.
I'm skilled at a marketer,
a designer, a salesperson.
It'll just take care of itself.
I don't need LinkedIn.
dan-yu--danoyu_1_03-26-2026_144037: The
only person that really will remember
who you know, uh, if you were co
competent in your job or not, is you.
Really that's, that, that's
what it boils down to.
Um, if, if your manager leaves,
they will have a slight, you
know, remembrance of you.
Um, it's really important to make sure
that you update your LinkedIn profile, you
know, um, if you get a new title updated.
If you get new
responsibilities, list them out.
Key responsibilities.
If you've, uh, accomplished something
really cool, you know, that you increased,
uh, sales or you reduced costs, you,
you, you, there was a delta between,
uh, x and y as, as one of your metrics,
put that under your key accomplishments.
I think that's a great way to, um, to
make sure that everybody knows that,
hey, you're not just sitting around.
You are actually getting things done.
And so every bit of content that you
produce on LinkedIn, not just on your
experience, but onto your, um, your feed,
uh, even recommendations that you write,
if you write recommendations for, uh,
to, uh, to help somebody out, um, I, I
always say be as generous as possible.
Keep writing recommendations.
Um, it's all part of content,
you know, that Oh, wow.
You know, Aaron wrote me.
A recommendation that's pretty,
pretty magnanimous and generous of
of him, your audience will see, wow.
Aaron wrote a recommendation.
Wow.
That was pretty generous of him.
Right?
And so being that person that that's
a little bit bigger than just the
person that does the job, I think is
important to creating, maintaining
and sustaining a personal brand.
aaron-makelky_1_03-26-2026_124036: Yeah.
john-lovig_1_03-26-2026_144040: The, the
other thing I would add in real quick is.
In the past couple years, I talked
to a lot of people who never used to
have to worry about their LinkedIn
when they wanted to find a new job.
They were used to getting the calls and
the emails from recruiters on a regular
basis, the market shifted all of a sudden
that wasn't good enough for them anymore.
And it took them a lot more work to
get their LinkedIn up to par than it
would for someone who's been keeping
it up to date the entire time.
dan-yu--danoyu_1_03-26-2026_144037:
Yeah, one, one thing that pe, one
thing that people can do is download
your performance appraisals.
Pretty simple, right?
Download your performance appraisals, take
notes you know of, of the things you do.
Keep a journal and then save it to save
it to your, you know, your G drive.
And that way you know, you can
reference it back pretty quickly
as you're continuing to build
out your LinkedIn profile.
aaron-makelky_1_03-26-2026_124036:
Two reasons why this is bad advice.
In my book, one, I've seen so
many people who are laid off or
let go and their skillset, their
competency was not the problem.
How can you then tell me your
competency will get you the next job?
'cause it wasn't the reason.
of the people I've seen lost the role.
It was reorg acquisition, new leader.
Your manager who hired you left
and the new person didn't like you.
It wasn't that you
weren't good at your job.
So it's silly to think that
the antidote is different than
the thing that caused the ill.
The other reason is how many
people have we all talked to?
Go.
It's so hard to post and do things
on LinkedIn 'cause now I'm unemployed
and looking, what do I talk about?
What do I do?
can still make that
work, but we all agree.
It's easier when you have a role and it's
easier when you're actually not looking.
It's the same thing as say
you wanted to get in shape.
It's always easier to stay in shape than
wait until you're really sick and at the
doctor and doing terrible to say like, now
all of a sudden I'm gonna reinvent myself.
It would've been easier to, to
change your diet and exercise
a little bit along the way.
And do yourself a favor.
Make it easy.
Start posting when you're not
thinking of what to talk about,
what results, what appraisal you
could pull from, like Dan said, and.
It's, especially if you're new
to LinkedIn, it's way easier
to start when you have a role.
john-lovig_1_03-26-2026_144040:
It is the same thing too.
Like it, even though you're not
looking, to recruiters sometimes.
Can make a huge difference
because in the head space of
someone who's already successful.
You're seeing results.
You could talk about current projects
with them, and then maybe that maybe you
won't entertain any of the jobs, or you'll
be very selective what they're working
with, when you go back to them later on.
Again, you've established a
connection with them and they
have a memory of you, and they
will go, oh, that person was good.
Let's pick up the conversation
where we left off and see if I
could get them an opportunity.
Um, recruiters tend to prefer
to work with people who are just
as communicative as they are.
I if, if I'm working with someone
who's a closed box or difficult to
schedule, chances are I'm not gonna.
You know, work with you because if
I can't even get a one-on-one with
you, you're gonna embarrass me in
front of my client because you're
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
john-lovig_1_03-26-2026_144040:
every interview.
You're not gonna show up and for
what, because you think you're great.
Yeah.
Great.
And hireable are two different things too.
aaron-makelky_1_03-26-2026_124036: Yeah,
which is a bridge into bad career advice.
Number five.
I'm happy where I am.
I don't need to worry about my
career, whether that's LinkedIn
talking to recruiters, polishing up
my job skills, looking for openings.
Dan, why is that bad advice to think?
If you're happy where you are, you don't
need to worry about your future career.
dan-yu--danoyu_1_03-26-2026_144037:
Well, I think we've really espoused
the benefits of networking.
You know, not just on this call,
but many of our other podcasts,
you know, that, um, you networking
is the best way to find a job.
I mean, it's not even close.
Um, you know, the, the efficacy
around networking, you know,
it's, um, you know, getting a warm
introduction right from, so just how
the, how the sausage is made, right?
You're getting a warm introduction
into a company, let's say, you
know, however you network in, you
know, so that means you're gonna get
out of the big pile of applicants
into these short pile of maybes.
That's, that's the most
important thing that you can
think of when you're networking.
You wanna get out of the
big pile of applicants.
And we've heard all, we've all
heard the stories, thousands
of applicants for each job.
And it's because, largely because
people are using these ag agent
ais to spam out applications.
But if you can get out of that
dynamic and get into the short pile.
You know, and internal, internal
employees are also incentivized
to potentially bring in talent.
Say, Hey, you know, if you bring
in somebody we'll pay you, you
know, a couple thousand dollars.
And so, you know, there's
that kind of nudge that, um.
That helps.
And you also get good color from
internal, uh, internal employees.
Oh, yeah.
You know, it.
Maybe you're looking for something
in accounting, but you speak
to somebody in operations.
Oh yeah.
You know, the manager's name is Bob.
Right.
And Bob actually reports to the CFO.
You know, Jane and Jane is this
type of personality and this
is what they're looking for.
Right?
That color you cannot beat.
You can only get it.
From networking and being open to work and
continuing to have conversations, that's
the only way you get those opportunities.
john-lovig_1_03-26-2026_144040: It's,
it's also when you look at the way
HR and, and internal recruitment
talks about the discipline, typically
there's a, a, a much bigger obsession
with source of talent, right?
More so than the agency side, even
though we collect that information.
But 99% of the time it's LinkedIn for us.
Um, number one, source of talent.
Both in terms of speed to higher
dan-yu--danoyu_1_03-26-2026_144037:
Mm-hmm.
john-lovig_1_03-26-2026_144040: of higher
measures is always internal referrals.
So if that's the number one
source and the best source,
most companies invest in that.
That's why they pay referral bonuses.
And so if you know that that's
a number one source, how do you
become the person someone refers?
And it shouldn't be when the
job's open, it should be.
They should.
It shouldn't be you asking them to
refer you into the job it should be.
You should get to the point where
they're reaching out to you and
saying, Hey, you'd be perfect for this.
dan-yu--danoyu_1_03-26-2026_144037:
Yeah, and that also brings up the
hidden job market too, right, John?
Because hey, you know, we're thinking
about launching this new division
and having these new roles and.
You know, you've been, you've been such
a, you know, a thoughtful contact and,
you know, thanks for keeping in touch.
You know why, you know, why
don't you, uh, think about it?
Right?
That,
john-lovig_1_03-26-2026_144040: it's also
the hidden job market is, is gonna become.
More and more prevalent because a lot of
talent leaders right now, uh, particularly
when I see thought leaders in the space,
they're talking about not posting jobs
anymore because it's not worth the effort.
dan-yu--danoyu_1_03-26-2026_144037: hmm.
john-lovig_1_03-26-2026_144040: So,
you know, we, we've gotten to the point
where too many people apply to jobs that
aren't even remotely qualified for them.
And then even the ones that are qualified,
maybe they're only remotely qualified for,
and companies aren't looking for that.
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
It's, it's,
john-lovig_1_03-26-2026_144040:
just not open the job and have
someone like myself go find you,
dan-yu--danoyu_1_03-26-2026_144037:
mm-hmm.
john-lovig_1_03-26-2026_144040:
which is why your
dan-yu--danoyu_1_03-26-2026_144037: Yep.
john-lovig_1_03-26-2026_144040:
to be up to date.
dan-yu--danoyu_1_03-26-2026_144037: Yeah.
And ultimately you have
to make it easy for.
The recruiter like John or myself
to find you gotta make it easy.
So have a have a robust LinkedIn profile.
Really talk about all the things
you can bring, not just your
skills, but your experiences, and
make it easy for us to find you.
aaron-makelky_1_03-26-2026_124036: And
if you're one of those people who looks
at your LinkedIn profile, and it's
been, I think we had a, a person who
worked with us eight or 10 years since
their last post, it's very daunting.
Or maybe you've never posted, or my
personal favorite, you only repost the
company that you work ATS content, and
that's what your whole post history is.
The LinkedIn quickstart guide is in the
Descript and that's the best on-ramp.
How do how I become a LinkedIn
regular and update my profile,
write my about me, and start coming
up with ideas of what to post.
But, uh, these five lies.
Yeah.
The LinkedIn Quickstart Guide is the
antidote to a lot of 'em, because
it on your own is not the answer.
AI is not the solution
to all your problems.
In fact, for most people it's
the root of your problem.
'cause you think scaling
and spamming more will.
Fix the problem.
It won't.
It's gonna make it worse.
The idea of short stints being a
red flag, keep your profile updated,
and like Dan said, be proactive
about labeling or communicating
that so you don't have to answer it.
If you're good at your job,
that's not gonna save you.
You're gonna have to network yourself
and put your ideas out there.
Because being good at your job is
probably not the reason you're gonna
be looking for work the next round.
And if you are happy where you are, you
should be thinking about the next thing
so that people like Dan and John can find
you or internal people you used to work
with, have you top of mind to make, uh,
a referral internally for a future role.
So, Dan, John, appreciate you guys
your expertise in the recruiting
space, especially now that there's
a lot of bad advice out there.
For our career minded listeners
and career oriented people, you
can follow our LinkedIn page.
We also have a website, which is linked
below, and there's live classes coming
up every other week on Thursdays.
There's also recordings of
those if there's not a live
one that fits your schedule.
that out on future proof Y u.com.
Dan, John, I'm Aaron.
Thank you for joining us.
We will catch you in the next episode.