The Basics of Compensation

This is why we built scouted

Sitting at home, with many of the common playful distractions of life removed from our reach, we are presented with an opportunity to reflect – on the world, our communities, ourselves, the role we play, the role we want to play.

The reality of time is interesting. Many of us now have more of it, yet we’re also realizing that we were taking for granted how we were able to use the time we did have. So, now, more than ever, I’m finding that many of us are reflecting on how we spend our time – what do we do, and why do we do it – and asking ourselves, is how we spend our time aligned with our fundamental values of how we want to live our lives?

The events of the past month or so have solidified both my goals and how I should be spending my time as the CEO and co-founder of Scouted. I’ve reevaluated my priorities to align with immediate company needs, and so I’m primarily focused on four factors: Morale, Runway, Execution, and Agility.

And while Scouted’s immediate priorities might have shifted, this period of uncertainty has reaffirmed the importance of the mission my co-founder and I embarked on five years ago: to change the fundamental dynamics of the labor market to be based on true merit and potential.

We often get asked, out of all the businesses we *could* have created, why did we create a platform that helps people get jobs?

The short answer?

Because a person’s first, second, or even third job has the ability to change the entire trajectory of their career. We saw way too much talent get overlooked for opportunities because they didn’t attend the *right* school or have the *right* former title and we realized how much both candidates and companies were missing out.

A person’s first, second, or even third job has the ability to change the entire trajectory of their career.

So, how did we put that into practice? What is Scouted? Simply put, Scouted is a hiring marketplace that believes people are more than their resumes. We help people with 0-15 years of experience land jobs based on who they are, not just how they look on paper.

Maybe you want to transition careers and need to parlay how your skills transfer from one industry to the next. Maybe you’re on the hunt for your first job, eager to kickstart your career. Regardless, here at Scouted, we’ve always believed that you are more than your resume. This has been our driving force from day one and it still is today. That’s why we created a platform that shows off your talents, personalities, and potential.

It’s important to note that Scouted services both sides of the marketplace: We also help companies screen and sort talent based on abilities and potential, on top of skills and experience, because building out the right team is fundamental to your company’s future relevance and success. That’s why we’re determined to bring employers a more strategic, efficient, and data-driven approach to hiring talent.

What energizes us at Scouted is the knowledge that every day we get to connect individuals to fulfilling careers that allow them to thrive. I constantly feel grateful that I get to work in an industry with the opportunity to not only drive impact at the macro level but also one where we get to make a real difference at the micro level. .

And so now, more than ever, I’m determined to keep Scouted relevant and thriving. The world needs a place that not only helps people find meaningful work but supports them throughout that process. Scouted is here to ensure you are seen for who you are, not just how you look on paper.

And, what I’ve realized is that, while these foundational values will never change, the way they manifest in the world, the way we achieve our vision, might. And that’s not only OK — that’s actually critical. The ability to adapt to changing circumstances in order to deliver value in new and different ways is how we collectively innovate and support each other.

The ability to adapt to changing circumstances in order to deliver value in new and different ways is how we collectively innovate and support each other.

At Scouted, we will continue to charge ahead to level the playing field – we will continue to build a meritocratic talent ecosystem to unlock human potential. And, for now, we’re doing our part through job placement by connecting candidates and companies with aligned values. But, that’s just our first step. We’re constantly thinking about the infrastructure, resources, and expertise we have on hand and how we can deploy these assets in different ways to help an even broader spectrum of people and companies.

For now, we’re focused on how we can help you, in any way we can.

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What to do when you get laid off or fired

I’d like to be able to say that being fired four times in my life has really built character, but the truth is that it is not an experience I would wish upon anyone. Even when I knew it was coming, it always felt as though someone had just punched me in the gut (ouch!).

According to the American Institute of Stress, being fired is one of the top 10 most stressful experiences that can occur in your lifetime. For some of us, this is a blow being dealt during the COVID-19 pandemic when much of what the future looks like is unknown and new. With that said, here are some things I have learned that might help you deal with what happens next, and what you can do to help keep moving forward one step at a time.

1 | Give yourself time and space to grieve

Cry, vent, scream into a pillow, express your anger (not at others), and remember to lean on friends and family through Zoom/Facetime/Google Hangout video chats. Sappy music (Coldplay!) and dramatic movies (“PS I Love You”) can often be cathartic. Without allowing your body to complete the stress cycle, you run the risk of harboring these feelings for longer than necessary.

2 | Set daily goals and start a routine

When you feel you are done grieving and you can start doing things that are productive, set some goals. Every single day, make a list of things that you can realistically accomplish. I found it helpful to include things like exercise for 15 minutes, meditate for 15 minutes, finish resume (if not updated), research companies who are hiring, or reach out to 3 people in my network.

3 | Take care of your mental health

You are not the only person this has ever happened to, and you won’t be the last. Being fired doesn’t define who you are, and neither did the job or company that just let you go. Instead of ruminating on what happened, focus on next steps.

I found that daily meditation helps to manage negative thoughts and emotions. Apps like headspace (who are currently offering free services) can be a really great resource of comfort and calm. Exercising can also be a great way to elevate your mood (endorphins!) and can provide structure to your day. A quick Google or even Youtube search will provide a myriad of free workouts that you can do in your living room (or roof, kitchen, yard…), with or without equipment.

4 | Research and create a list of companies that are hiring that you would want to work for.

You might be asking yourself, where do I start? Here are some things to think about when researching companies: What is the company culture like, what does the company do, do I want to work at a startup?

Once you have your list of potential companies, the next step is to reach out to your network. As a general rule, it is incredibly important to maintain the network of relationships you have built on a professional level. If you have been fired, it is time to take advantage of these networks.

Don’t be afraid to reach out to people you might not know, such as alumni from your college, or a secondary connection through LinkedIn. Typically, you might meet for coffee, etc., but, being in the middle of a pandemic calls for a little creativity. In this case, you might ask people to hop on the phone or to schedule a video chat.

Also read: Why you should start your job search with companies, not job titles

5 | Update your resume (and create profiles on platforms like Scouted!)

Your resume is usually the one printed document to your name, so take the time to update and clean up your resume, and make sure to have other people check it over. If you want a good place to start, check out Scouted’s resume review guide.

Once you feel good about your resume, creating profiles on platforms like Scouted will help you tell your story, your way, and can be a great tool to help you think about your strengths, and what you are looking for in your next role.

This list from Candor is also a great resource for knowing who is currently hiring and who has a hiring freeze.

6 | Understand your resources

During this time, everyone’s resources will look a little different. Do some research to know what’s available to you. You may have been provided a severance package or other resources, such as coaching or next-steps guidance, from your former employer. If you haven’t already, apply for unemployment and find out what healthcare assistance is available to you.

7 | And at the end of the day… Be kind to yourself!

You might not be able to accomplish every goal that you set out to do for the day, but having concrete tasks and milestones to strive towards – especially ones that are productive towards your mental health and new job – will feel rewarding.

I’ll end with this: being humble and open-minded in this process is vital. Here at Scouted, we are all about helping candidates find their dream jobs. In moments like this, it’s important to remember that no one will hold getting laid off during this crisis against you. But the action you take to prepare yourself for what’s next (even if that action is getting in a good place mentally) will only help set you up for success.

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How to Reschedule a Job Interview

You filled out the application, had a short and sweet phone screening conversation, and you recently just scheduled your interview. Congrats!

Until…

Your heart skips a beat realizing you can’t make your interview date. What’s the manager going to think? Is this going to kill your chance at getting the job? Should you do everything in your power to try to keep your original interview time and date or should you reschedule?

We’ve got answers to all your rescheduling needs and more below. Just keep calm and…

Don’t freak out

First of all, it’s important to understand that hiring managers are people too. They also have the capacity to understand that things happen. Of course, you want to do your best to keep your first appointment, but should something come up, rescheduling your interview date doesn’t need to be the reason for a mental break down. Keep calm and head to your computer.

Reschedule as soon as you can!

Once you realize you’ll need to reschedule, it’s important to connect with the right people and let them know as soon as possible. The sooner you’re able to reschedule your interview, the more prepared and on top of things you’ll seem. Even if you *think* that something might come up that day (you’re still waiting to hear back from your childcare or waiting to reschedule something else), it might be in your best interest to reschedule to a date when you know you’ll be able to make it on time. The alternative is waiting too long and then having to give late notice when rescheduling which might make you look unreliable.

Call first

As far as modes of communication go, calling the hiring manager will be the most direct way to let them know that you can’t make your appointment and reschedule the next one. It’ll also be much more personal when you explain your reason for not being able to make it. When you call, you may or may not directly speak with the person who’ll be emailing you. If not, just be sure to get the name of the person you spoke with and the date you called just in case your message doesn’t get relayed.

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Give a great reason

While you have a right to your privacy, a hiring manager also has a right to wonder if rescheduling your interview is a fluke or a red flag. That being the case, it might be in your best interest to briefly and truthfully explain the situation. Like we said, hiring managers are real people and chances are, they’ll understand. Just be sure that your reason is actually good enough for a reschedule. Illness, car trouble, and scheduling conflicts happen. But if you realized Nordstrom is having a sale the same day as your interview, you might have to settle for swinging by later.

Apologize

There’s a thought going around that apologizing automatically puts you in the wrong and is therefore better left unsaid. We like to think that if an interviewer is nice enough to schedule a time to interview you and then possible reschedule that time, an apology is simply polite. Even if you had no control over the circumstances of your reschedule, all the more polite you’ll seem for apologizing.

Suggest an alternate date (the sooner the better)

Wile you’ll want to be flexible and keep this open-ended, suggesting a couple reschedule dates for the near future will help to turn the focus back to your interest in the position. The sooner you can get in and get to know your interviewer the better. Don’t reschedule your interview for two weeks after the original date or you’ll run the risk of being forgotten or replaced by someone who interviewed sooner. Before you call or email to reschedule, try picking two or three times (preferably the same time of day as your original interview) that are open in your schedule and present them to your interviewer.

Follow up with a thank you note and confirmation

As a follow up to a phone call, an email the CCs relevant parties is also a great idea. You’ll want to confirm your new appointment time and also thank them for rescheduling with you. This will help to ensure that everyone is on the same page and there are no surprises the day you show up for your interview.

Here’s an example of how that follow up email could read:

“Hello!

I wanted to follow up after the phone call I had earlier with [NAME OF PERSON YOU SPOKE WITH]. Per our conversation, I will, unfortunately, be unable to make our scheduled interview due to [UNFORTUNATE CIRCUMSTANCES]. I am available to meet on [OTHER DATE] or [OTHER DATE] or we can discuss another date that works better for you.

Again, please accept my apology for having to reschedule and I look forward to meeting with you soon,

[YOUR NAME]”

If you happen to be writing an email asking to reschedule for the first time (instead of calling) here’s how that email could look:

“Dear [HIRING MANAGER],

I’m writing to let you know that I will, unfortunately, not be able to keep our appointment to interview next Thursday, the nineteenth. Due to an unexpected [BRIEFLY EXPLAIN WHY YOU HAVE TO RESCHEDULE] I will not be available during that time.

Instead, would you be available to meet Monday, the twenty-third or Tuesday, the twenty-fourth? Let me know if either of those dates work or if you would prefer another date and time.

Please accept my apology for having to reschedule and I look forward to meeting with you soon,

[YOUR NAME]”

Definitely, stick to your second interview

While no one wants to have to reschedule their job interview, it happens. That being said. Don’t reschedule your rescheduled interview. What may have been interpreted as a red flag is now a red flare gun and the chance of making a hiring manager think you’re unreliable is just too great. Once you reschedule, don’t reschedule again. Just don’t.

Ever rescheduled your interview before? Did you email or call? Do you think it changed the dynamic of the interview? Leave your responses below and share with a friend who’s dog ate their resume.

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Practical first steps after youve been laid off

A couple of weeks ago we wrote about emotionally recovering from being laid off. It’s a big blow and one that came unexpectedly to millions of Americans over the past few weeks. At the end of that blog, we said,

In moments like this, it’s important to remember that no one will hold getting laid off during this crisis against you. But the action you take to prepare yourself for what’s next (even if that action is getting in a good place mentally) will only help set you up for success.

Today, we’re here to talk about the actions you can take to prepare yourself for what’s next.

First things first, it’s essential to have a clear understanding of what getting laid off looks like and what you should expect to receive from your company.

Your last paycheck

Your last paycheck at a company will often be a physical paycheck, so make sure you know where yours is going and that you receive it. Take a careful look at the deductions on your paycheck. Pre-tax deductible items like health benefits will be more on your final paycheck if it’s delivered before the end of the month.

Employers are not allowed to withhold paychecks, even if you’re still holding onto company property; but, if you are, you may see deductions for unreturned items in your paycheck.

Severance pay

While employers are not legally required to provide severance pay, this may be something your company decides to provide. So make sure you are aware of their severance pay policy. The length of severance pay can vary based on how long you worked at your company.

Severance can also be negotiable, especially based on your position at the company (more senior roles will likely have pre-negotiated severance terms), negotiations don’t have to be completely based on a paycheck number. You can also ask for Healthcare insurance continuation, right to your own creative work, or better equity terms.

Handling equity after being laid off

If you were laid off from a startup, one of the reasons you likely signed on was The chance to receive equity and share in the company’s success. So what happens to the equity after you’ve been let go?

First, it’s important to understand what kind of equity you have, is it restricted stock or stock options? Restricted shares and stock options are both forms of equity compensation, but each comes with some conditions.

“Restricted shares are awarded outright, and their owner has the same rights and privileges as any shareholder. They may receive dividends and vote at the annual meeting, for example. However, the shares may be vested, and the company may reserve the right to buy back unvested shares if the employee leaves the company.

Stock options are the right to buy a certain number of shares at a certain price in the future. The employee will get a windfall if and when the company’s stock price exceeds that price.Stock options, like restricted shares, are often vested.” [Investopedia]

If you are given stock options, make sure you know the timeframe in which they’re available as it will be limited, typically about 90 days.

Applying for unemployment benefits

Whether or not you feel you need unemployment benefits, it is a good idea to apply. You also need proof of your application in order to receive state healthcare benefits. This website is where you can apply for unemployment benefits. You’ll likely be able to see a payment from unemployment benefits within two weeks from applying, and every two weeks after that.

What may be important to note is that if you are offered a job, or invited back to a job (if you were furloughed), you are no longer eligible to receive unemployment benefits. “Further, furloughed workers who receive back pay for their time away from work will typically have to pay back any unemployment benefits they collected.” [The Street]

What happens to your benefits?

While most company “perks” will often end on your last day, other benefits can be extended. Any savings you have in a 401k account can be rolled over into a new account with a new employer or kept the same account, although there may be fees for this.

COBRA is a health insurance program that allows eligible employees and their dependents the continued benefits of health insurance coverage when an employee loses their job or experiences a reduction of work hours. [Investopedia] It allows you to stay on your employer’s health insurance plan, although you will have to pay $500 or upwards of $1,000 a month, particularly for families.

Looking for your next job after being laid off

Again, it’s important to know that no one will hold being laid off against you. Yesterday, we asked Scouted’s co-founder, Jax how candidates should approach their job search during COVID-19. This is her response:

“The first thing I always ask people is, ‘Do you know what’s important to you in a job? Have you laid out your top 5-10 factors and ranked them?’ You can’t get what you want without knowing what you want.

So, first, take the time to think through what is important to you in your next job – be it industry, company type, brand recognition, position, job responsibilities, manager, culture, compensation, location, etc. – take the time to also think through your risk tolerance and your desired future career path. Prioritize your list so you have a clear framework to guide your search.”

Besides this, it’s important to do your research and understand what industries and companies are actively hiring. While some companies are, of course, laying employees off, some companies have frozen hiring, some have drastically slowed hiring, and some have increased hiring due to the demand in their industry. Do your research on who’s hiring before spending the time filling out an online application. Our next point might be able to help with this.

Career coaching

This is a time where we’re all trying to figure out, “Ok – what just happened?” It’s a time where we’re taking a moment to reflect on what’s going on around the world, to hold it together mentally and emotionally. But it’s also a time for preparing for next steps.

COVID-19 has affected lives around the world. But we also know that this situation is normal. Those who have been laid off will find jobs again. And in the meantime, Coached by Scouted is a service that we’ve made available and, especially, affordable for those needing to navigate this new terrain, because we don’t want anyone to have to do it alone.

Our Scouts can help job seekers know where to look for jobs, help with resume optimization, interview prep, salary negotiations, and even beyond. If you’re interested in talking to a Scout, click here!
If you have any questions about how to handle being laid off, leave them in the comments below, and look for our weekly “Ask Jax” segment on Instagram where Scouted’s Co-founder, Jax Loeb answers your job-search questions!

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Strategies and resources for virtual networking

When my co-founder and I founded Scouted five years ago, all we had was an idea. Without the support of our network, our company would not have grown into what it is today. While we were fortunate to have access to high-quality networks when we started this journey (from school, from work), I think it’s important to share how much effort I still consistently put into expanding and diversifying my network. It’s something I actively work at every day. No matter what stage of life you’re at – whether you are graduating college and looking for your first job, deciding to switch careers for the first time in a decade, or getting your own company off the ground – building, managing and leveraging your network is going to be a key part of your success. Because, no matter who you are, we all need a little help from our friends.

Even though the idea of networking over coffee might feel like “the good ol’ days”, social distancing doesn’t mean you have to stop growing your professional network. In fact, with so much disruption to the way people are working and reevaluating work, it’s more important than ever to find ways to connect online, but that doesn’t mean it still isn’t confusing.

Here are a few practical tips for navigating the world of virtual networking.

Just Ask

Sometimes it’s the obvious things that are the most useful. But, when it comes to networking – be it virtual or not – often the hardest part, yes most critical part, is making The Ask.

While it might seem awkward, or even counter intuitive to engage in remote networking during this time, we are finding that, in many cases, people are more open to forging new connections than they were before. Not only are people eager for social interaction, but there’s an ethos of kindness, community and support that people are embracing right now.

It’s tough to make the ask, but here are a few specific points to keep top of mind:

You have nothing to lose from asking for help. The worst thing that can happen is that people say no (which puts you exactly in the same place you were before).
Give people the benefit of the doubt. You will likely be surprised how open and willing others are to help you out, if they can.

But be specific

When asking people for help or for their time, be specific. The simpler and more specific your ask, the easier it is for someone to execute on it. And, equally important, make sure that you are not asking them to do something you could do yourself.

For instance, if you are looking for introductions to potential customers for your business, don’t just ask someone, “can you please introduce me to people in your network”. That requires them to do the hard work of thinking through their network and figuring out who might be valuable to you. Do ask, however, for specific introductions to specific people. And make sure to provide a blurb about what you do for the other person to share so they don’t have to do the extra work of crafting the message themselves. It goes without saying, but never forget to circle back to whoever made the intro to thank them and let them know how your conversation went.

I can’t stress enough the value of being specific when reaching out to someone for help, especially if it’s a cold reachout. Just last week, our leadership team was discussing how Scouted could benefit from advice on how to sell our new career coaching product to enterprises. Our CTO decided to reach out to senior salespeople on LinkedIn to see if anyone was open to chatting. We ended up having multiple very helpful conversations with one seasoned executive, who was one of the early people at Paypal. During our conversation, he commented that he gets a million LinkedIn requests and does not respond to most of them. So, of course, we asked him – why did you respond to ours? He said, ‘Because it was specific. I like helping people and your ask was clear and relevant’.”

Keep communication lines open

Once you’ve made the ask, and forged the connection, don’t let all that hard work go to waste. Keep it touch! You don’t need to have something especially poignant or meaningful to say, or even a significant update to share. Keep it simple, keep it short. The important thing is to stay in touch with some consistency (but not aggressively), so that when the time comes that you need another ask, you can do so easily, in a non-transactional manner.

And if you want to take these touch bases a step further, make them a regular commitment! See if your closest circle of colleagues and mentors wants to hold a bi-weekly virtual lunch or happy hour, where you can collaborate, commiserate, and navigate challenges together. If those regular check-ins become a touchstone for you all, you might just have the makings of a mastermind group, an increasingly popular form of peer-to-peer mentoring. As each member of the group is thinking about how they can help everyone else, the effect is exponentially greater than what is possible in one-to-one networking.

One of the biggest difficulties people face with professional networking (whether virtual or IRL) is that we get in our heads about it. There’s no single platform or tool or strategy you have to follow to get results. There’s no silver bullet. But, with consistent attention and regular nurturing, and, over time, the strength and reach of your network will grow.

Strengthen your existing network

Now is the perfect time to go through your contacts list and check in with former coworkers, friends from college, distant cousins you once met at that awkward family reunion (or, maybe not). Everyone’s working life is changing in one way or another, and the more connected you are, the more likely you are to hear about a new opportunity.

Remember, networking is symbiotic. When you are thinking through how to build your network, don’t just focus on what you can get out of this interaction today, or even how it might progress in the future, but be sure to focus on what value you can provide to others as well. Don’t just wait until you need help to reach out to others. Proactively and consistently offer to do favors for someone else, if you can. It’s one of the best ways to genuinely and organically strengthen your network.

Ask yourself:

Can I make a mutually beneficial introduction between two people in my network?
Can I offer helpful feedback on the work my contacts are telling me about?
Can I use my social platform to spread the word about the people in my network?

Attend online events

As in-person networking events move online, it can be easy to get overwhelmed by the sheer number of free events you could potentially join on Eventbrite or Meetup.

Get specific: While it’s worth checking out the online lists aggregating virtual events, as it can expose you to a plethora of interesting options, you probably aren’t going to get a lot out of an event for “job seekers” that’s open to the entire global public. Look for events specifically for the industry or role you’re interested in. If you’re keeping your options open, you might benefit from focusing on events that are only open to professionals in your local area.

Make sure you actually get to network: The early days of sheltering-in-place led many industry conferences and networking events to reboot online as a pretty uninspiring smorgasbord of webinars, livestreams, and prerecorded keynotes. Now people (and a few interesting startups) are starting to figure out how to virtually replicate the experience of face-to-face networking at conferences, using algorithms to pair people with similar interests in short speed-dating-like video calls. Make sure any online events you attend give you the opportunity to actually introduce yourself to interesting people.

Tap into your (existing) social media

The last big step you can take to improve your virtual networking is something you’re probably already doing dozens of times a day: getting on social media. LinkedIn allows users to host and join groups based around specific industries, roles, or interests; Facebook Groups is another strong option, though you’ll want to make sure your profile is ready for the professional world first.

You should also look beyond the major social platforms. Check out this new social professional network that has started piloting curated, virtual events. Or, take Slack for instance. Most people are familiar with Slack as a tool for workplace collaboration, but did you know that it hosts thousands of communities specifically designed for professional networking? Some channels have an application process, others are paid channels, but most are easy to access and provide valuable opportunities for connection.

Just keep in mind basic etiquette when joining these communities. Especially if you’re joining a well-established community, likely with some tightly-knit, preexisting relationships, you’ll want to respect the boundaries and know not to ask for favors right off the bat. Take the time to get to know people, support them, and contribute to the community.

And lastly, consider seeking out career coaching

Figuring out how to best activate and manage your network can feel overwhelming. Speaking to and working with an expert who can come in at a bird’s eye view and help connect the dots can be a productive and beneficial exercise.

While there are numerous coaches and programs out there that can help you with network management, we highly recommend checking out Coached by Scouted, an affordable and personalized approach to career coaching.

At the end of the day, much of networking is figuring out different ways to ask for help. And, it can feel awkward to ask for help. Maybe you don’t want to be vulnerable. Maybe you feel embarrassed that you need help. Maybe you don’t want to come off as transactional or greedy. Well, it’s time to get over it. Everyone needs help and, perhaps even more importantly, people like helping others. I am constantly surprised by how willing people are to go out of their way to provide assistance. Now, this doesn’t mean you should go around taking advantage of others’ generosity, but it definitely means you should absolve yourself of all feelings of guilt, shame, or embarrassment that might have caused you to procrastinate making the ask. Once you put yourself out there, you are likely to be pleasantly surprised by what comes back in return.

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How to use a thank you note to fix an imperfect interview

Sometimes you leave an interview knowing that you nailed it. And sometimes, you leave the room thinking–I blew it.

Perhaps your train was delayed and you arrived at the office later than expected. Maybe there was a technical issue during that presentation you gave to the hiring committee. Or maybe one of the interviewers asked a question and your mind simply went blank.

It happens.

Even if your interview didn’t go exactly the way you hoped, it’s still possible to leave a positive final impression before the hiring manager makes their decision. You’ve probably heard by now that it’s important to send a thank you note after your interview–but did you know that this note is also the perfect opportunity to make amends if the interview went awry?

Here’s a few first steps you can take to perfect the post-interview thank you note.

Reiterate your interest

No matter how well or poorly you did in your interview, it’s essential to show your continued interest in the company and the position. The benefit of an in-person interview is that you now have a lot more information about your potential boss, the company culture, and some of the biggest pain points that you would be tasked with solving. You should tailor your thank you note so that it is specific to what you now know about the company and the role.

For example, if one of the most important goals for a marketing job is to increase the company’s Facebook and Instagram audience, you might mention in your email that you are especially excited about the prospect of reenvisioning the social media strategy. This is a way to show that you were listening during the conversation and that your background is a good match for the role.

Acknowledge any missteps

It’s easy to hyperfocus on mistakes. Instead of focusing your email on mistakes you made during your interview it’s better to briefly acknowledge them and then move on to highlight positive aspects of your conversation.

For example, job candidates are likely to view tardiness as a dealbreaker. Interview etiquette typically calls for being about 10-15 minutes early. But sometimes, events outside of your control–a car accident, a medical emergency, or significant delays on public transit–might make you late for an interview. Should that happen, it’s always best to call the hiring manager in advance to let them know of the situation. And in your follow up note, you can apologize again for the unexpected situation (accident, etc.) and thank them for their understanding

Another possible misstep that could warrant an explanation is if there was a technical issue with any supplementary materials, such as a presentation or a portfolio, that you brought to the interview. If the file format was incompatible with the hiring manager’s computer, or they preferred a different format that you were unaware of, it’s worth sharing a new file in your thank you note.

Elaborate on a previous conversation point

A thank you note is also a great opportunity to redeem yourself from those curveball questions that were asked during the interview. If you were asked a strategy question that was specific to the company and you didn’t have a clear answer right away, you can include a sentence in your thank you note that shows you gave it some more thought. Consider starting off that sentence with a phrase like, “After speaking with the rest of the team, I’ve given more thought to your question about…”.

In addition, you can use the thank you note to provide more specific information about a particular question or topic. If you were asked a metrics-related question but didn’t know an answer offhand, you can do the necessary research after the interview is over and include that in your follow-up.

Stay positive

Even though an imperfect interview can be a blow to your confidence, try to maintain a positive tone throughout your thank you email. Avoid words like “I forgot” or “I didn’t” and instead use language such as, “I’d like to add” or “I am excited to share.” Framing is critical, and the tone you use can position you as a confident professional rather than a pessimist.

And remember – send your thank you note within 24 hours after the interview (sooner is better).

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Write modern cover letter example

When it comes to getting an interview, you really have 3 tools at your disposal: your resume, your network, and what I like to call, the “modern cover letter.”

We’ve written several blogs around how to craft your resume to increase your chances of ending up in the “yes” pile, and just the other week, I wrote a blog about how to virtually network during these uncertain times. Over the past few weeks, we’ve seen an uptick in questions about how to make sure your resume gets looked at once you’ve applied, or how to write a great cover letter/job outreach email to help contextualize and frame your resume. So, we want to share some practical tips with you today on how to write a cover letter or outreach email.

To keep it simple, cover Letters are a tool to share your story beyond your resume and to help you stand out in a sea of applications.

For us at Scouted, we could really do without the cover-letter; it often leans wordy, generic, and is not that helpful in practice. That said, when you think about the matter holistically, any time you are reaching out to a contact for a warm intro for a job, or even applying to a new position, it’s still important to stand out. And that is what we consider the modern cover letter.”

The way I like to think about cover letters, and in particular the modern cover letter, is similar to how sales professionals think of a cold email. Your letter should be specific to the role/company and enticing to the reader.

Here are my main tips for executing a strong cover letter or outreach email:

Start with how you found out about the opportunity (e.i. “I read XYZ Newsletter and saw your posting…”), especially if it demonstrates that you are active in their industry/networks.
If you do know anyone in common/if you have common ground with the organization, it’s helpful to include that in your note, too.
Be genuine and specific. If someone else could easily put their name at the bottom of your email/letter, then it’s probably not specific enough to you, your experiences, and your passions and it is likely too generic.
People like to be flattered and they want to know that you did your homework. So, be sure to mention something about the company/role that really excites you – something that ideally the average person might not know. You could also write about the mission of the company and how/why that connects with you on a personal level.
Connect your experience to the opportunity at hand (but no more than 2 sentences)
And, if it is an email (and it usually is) – try to make the email subject specific and compelling so they open it.

Once you’ve written a draft, step away for a few hours and then come back and read it to yourself, and ask, “If I got this email from someone I didn’t know, would I be intrigued and want to learn more?”; “What about this note is either memorable or unique?”.

Getting a second opinion from a family member or friend is a great way to double check if your note seems generic or compelling. And, of course, here at Scouted, we are here to help and happy to work with you to craft a compelling cover letter to ensure you stand out.

Example modern cover letter / cold email outreach for interest in a job:

Subject: Interest in xyz Data Science role from a former student of yours

Hi Name,
I hope you and your family are well during this crazy time! You may not recall but I was in your Technology Entrepreneurship class during the Fall quarter of 2015 at XYZ, it was my favorite class and inspired me to declare MS&E as my major. I think you also know my former boss XYZ from XYZ, I interned for him my sophomore year summer at Sweep and he has been a mentor to me since. Small world!
I came across the Data Science role at XYZ on Linkedin and am incredibly excited about the position. Not only do I think consumer (particularly social) tech is a promising space especially given the current pandemic, I’m particularly impressed by XYZ’s use of Data Science to aid in making investment decisions and helping its portfolio companies and its founder friendliness.
For the past two years I’ve been engaged as a Big Data Specialist with XYZ, helping to improve client operations through high-level strategy and big data analytics (Python, SQL, etc.). In addition to working at XYZ, I also interned at XYZ my junior year summer, diving deep into venture capital.
As I’m considering my next career move, I’m eager to apply my data science skills honed through my undergrad education / consulting experience within a Technology investing role. I’d love to discuss the opportunity with you and catch up at a convenient time. I’ve attached my resume below.
Thank you in advance!
Best regards,

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Talk youre leaving old company

First of all…

Why do employers ask, “Why did you leave your last job?”

There are many reasons why a hiring manager is almost guaranteed to ask you this during your next job interview. First, they might want to tell whether or not you’re likely to hop from one job to the next. In their book, is the reason you’re choosing to leave valid? They may also (and rightly so) want to know if you left voluntarily, “asked” to leave, or fired. And then besides your reason for why you left, they may also want to get a feel for how you left. The way an employee leaves a job can tell a lot about who they are when they don’t care what people think of them anymore. Ever hear a good storming out story? Entertaining, sure. Not so great for interviews, though.

Make sure your resume reads like a story

Edit: We can imaging that many who are reading this blog recently have been affected by layoffs due to the COVID-19 pandemic. We wanted to add that if that’s the case for you, it’s perfectly acceptable to add a note to your resume and/or cover letter stating that this is your situation. This will give hiring managers an easily understood explanation for why you’re no longer at your previous company and currently looking for employment.

No matter what, you’re going to want to make sure your resume makes sense to your future employer. Where did you start out and where are you going? For each piece of work experience added to your resume, you’ll want the hiring manager to be able to see how you grew from each position to the next. No matter what job you had, list the traits and skills you were able to develop at each job and how they progressed from one to another. If you do this way, you’ll be able to help your employer see how you’ll grow during your time at their company as well.

Having your resume read like a story is going to be especially important if you’re deciding to make a career change. If you’ve had several internships or jobs that coincide with the one you’re applying for, then it would make sense to a recruiter or hiring manager why you’re applying. But if you’re looking to make a career change or get your foot in the door of a new career, you’re going to want to identify the skills you’ve learned from your past jobs and highlight those as they would apply for your nest job.

For example, if you’re looking to get into a job in marketing, be sure to highlight past things that could relate to marketing like taking over your old companies social media channels here and there or writing a blog post. If the title of your past jobs doesn’t directly fall in line with the job you’re applying to, make sure your experience does.

Also read: How to Use a Side Hustle to Get the Experience You Need for Your Dream Job

Don’t point blame on your coworkers

One piece of advice we usually give our Scouted candidates is that saying things like, “My boss was a jerk” or, “My coworkers were toxic” really doesn’t leave the impression one might hope it would. Instead of setting yourself apart from said toxic coworkers, what your interviewer will see is someone who is unable to take responsibility for things that happen and who likes to shift blame to others. Being a boss themselves, they may understand what it’s like to be seen as a “jerk” by employees who don’t necessarily have a leadership mentality. Regardless, if you’re talking down about your last boss now, they could very well be worried that it won’t be long before they’re the next punching bag. Even if you didn’t like your last boss, if asked about them, try to think of their positive qualities that you can share. Jules from ToughNickel says, that a great way to address the question, “Who was your best boss and who was the worst?” is to say something along the lines of, “I’ve learned from each boss I’ve had,” and then share at least one positive or teachable trait you took away from your experience with them.

Don’t say you got bored

Although the negatives to this response may not seem obvious at first, there are several negative implications that will make you want to steer clear from this response. Bridget from our candidate team points out that saying, “I got bored” implies that you’re not really sure what you want in a job. Did you take the job just to get a job or do you have a clear path of career growth in mind. If the latter, then the reason for you leaving your previous job should probably sound something like, “I feel as though I’ve learned and grown as much as I can in my position at ______ and it’s time to take the next step in my career.”

Saying you were bored could also imply that you didn’t feel motivated or compelled to apply yourself to your work and became caught up in daily routine. Remember, just like your resume should always tell a story of growth, so should your interview. Be sure to let your interviewer know that your decision to leave your past job was purposeful and had good reasoning behind it.

If you’re worried about an employment gap in your resume, give this blog post a read to learn how to best explain it to your hiring manager: How to Explain an Employment Gap (and what to do when you’re in one)

Be sure your values are clear

If you don’t clearly express why you felt the need to leave your last company, your hiring manager might be left to make assumptions. Always make it a priority to show that you’re a fan of the company you’re interviewing for and also what you value in your career. Do you value working with a team and for a cause you can stand behind? Do you value honesty and transparency? Let your interviewer know that you value these things and it may help them be more sympathetic to your reasons for leaving.

A good idea is also to research the values that the company has noted about itself. As a principle, try to only apply to companies you can truly see yourself taking pride in and whose values align with your own. That way you won’t need to fudge that you love what the company stands for in your interview.

We hope you found this post helpful! In the comments below, tell us if this is your least favorite interview question and, if not, what is? How have you answered this question in the past?

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Allie fleders story people make workplace

Allie Fleder is the COO and a founding team member of SimplyWise. She previously founded and ran Sherpa, a British luggage delivery platform that was acquired in 2019. Allie began her career at the Americas Society/Council of the Americas, where she served as the chief of staff to the president. She is a founding member and former Executive Director of the Young Professionals of the Americas network, a board member and former Chair of EUROUT, Europe’s largest LGBT+ business conference, and serves on the Digital Corps leadership committee of Out in Tech. Allie is a graduate of Columbia College and received her MBA from London Business School, where she was a 50thAnniversary Scholar.

Allie generously shared with us the pivotal moments that shaped her professional journey, and how deciding to be out in the workplace has impacted her career. The following is a lightly edited and thoughtfully condensed transcript of Allie’s story.

—

I grew up being told not to mix “sex and work”, and by extension, not to bring up one’s sexuality at work. Because to talk about your sexuality was to bring sex into the office.

Working at an NGO in Latin America, I was often the only woman in the room. I would have ideas, but would, particularly when I was just starting out, often shrink back, literally sitting on the side of the room, unable to speak up, afraid to interrupt conversations about sports or childcare.

I had the opportunity to work closely with a number of public and private leaders across the region, from ministers and presidents to CEOs. I learned a lot about leadership from working with them. One of the harder lessons was that just because someone is a visionary leader does not mean that they are a successful manager. Creating an inclusive, supportive work environment takes work. It takes actively seeking minority voices around the table as you make decisions. The tone must be set at the top by a leader willing to get in the trenches to fight for all voices in order to engender a culture of learning and open communication.

I left the NGO to go to business school in London. During my first months in London, I went to a huge LGTQ conference. They had a career fair, where over 40 companies were looking to recruit LGBTQ hires. I saw the overwhelming number of booths and quite literally cried. I could not believe that, in that room, in that employment context, I didn’t have to hide who I was. Here I was, a 30-year old woman who had spent the last decade in NYC and this felt like a foreign concept to me. I had never had that kind of exposure.

The idea of having a seat at the table, not despite one’s sexuality but rather because of it, felt like a completely foreign concept. It sparked something in me that began to shift the way I thought about sexuality and the workplace.

Shortly thereafter, I launched my own company–a luggage delivery startup–with my good friend and classmate. I knew that as we were building our own team, I didn’t want to have to hide who I was. I wanted my identity to be known–without beating around the bush or talking about my partner with vague pronouns. When meeting a new member of our team, I wanted to be able to say upfront, “I have a fiancée who is a woman.”

Around the same time, a mentor of mine named Paul Boskind advised me that if a minority is privileged enough to speak out on behalf of others, they should. Even if you don’t love public speaking or never wanted to be public, if you have a voice it’s important to use it. So I started volunteering and speaking up for the LGBTQ community on panels and in articles online. Going “public” on being out opened the door to disgraceful, bigoted responses. I was “trolled” for having stepped so far out of the closet. I received hate mail and death threats, and while this was something that obviously affected my day-to-day and hurt me deeply, it wasn’t something I was sure I could be open about or share with my team. I felt that to share it was to be too vulnerable, taking some of my power away.

I knew I had to change that. I wanted to finally feel as though I could be fully open about myself at work. And I wanted to be sure that other minority teammates would feel the same. So, I decided to have a conversation with my team, to open up to them about my activeness in the LGBTQ community and the hateful retaliation I received online.

To my surprise, having that vulnerable moment with my team members actually led to mutual openness and trust among us. I even had an employee open up to me afterward, saying they didn’t know I was LGBTQ but that they felt like they could come out and be open about themself because I had. I never thought of it as leading by example–I just knew that I wanted a work culture where I could be exactly who I was, share my struggles, and have a relationship of trust with my team–where everyone’s voice is heard and respected. And I wanted my team to have that, too.

I learned that being vulnerable, with the right group of people, made for a workplace that functioned on trust and acceptance. I finally knew how to build the culture I had always wanted.

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