The Data Never Lies!

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Where are we finding jobs these days?!

I did a series of posts on job boards but I know links are even better so as a thank you for subscribing to my newsletter, I’ve shared links to all the mentioned job boards and communities.

You can check out the videos here:

Job Boards and Communities for folks from Underrepresented Groups

Job Boards and Communities for remote work

Finding Lazy Girl Jobs features a new job board I just learned about focused on 4-day work weeks!

And we’ll get to the job boards/communities in just a minute…but first…

Just a reminder that we’re still in the giveaway period - last week, y’all made over 200 referrals!! I’ll be giving you your choice of a $50 Amazon or Target Gift Card OR a Timbuk2 backpack filled with some fun office goodies!

You’ll receive 1 entry for every referral you make between August 23rd and September 26th. The winner will be announced in the issue that goes out on September 27th!!

All other rewards are still active as well so your referrals still count towards earning resume reviews, coaching calls, and more! (Shout-out to Elise L. who made 10 referrals and got a free LinkedIn profile review this week!)

And here are those links!

Remote Source: Subscribe to their newsletter here, and make sure to check out their job board (250k remote jobs posted last I checked!)

Flex Jobs: Features remote jobs, and their key feature is that they hand-screen each job which theoretically means they are all legit/truly remote!

Power to Fly: Features a mix of jobs with a big focus on supporting talent from URGs.

Jobspresso: Remote jobs in a variety of corporate and tech settings.

Cord: Cord is ONLY for those who have worked in tech in the last 4 years, but if that’s you, this is a great way to access tech jobs and you get direct access to message with recruiters!

Tech Ladies: Tech ladies is for female-identifying jobeekers looking for roles in tech. They offer not just a job board, but community support, networking with companies, etc.

Lesbians Who Tech: Holds an annual summit and other events, and shares jobs specifically for LGBTQ women and allies.

4×8: For those looking for a 4 day work week!

Elpha: Elpha is another space for female-identifying talent to network, access job opportunities, and other supports.

Out in Tech: Job boards and community for LGBTQ people in tech.

Mentra: Supports neurodiverse jobseekers with navigating the work place and finding jobs.

Latinas in Tech: Specifically supports Latina jobseekers with job boards, networking, and events.

Use Massive: Lots of options for jobs with tech start-ups. Most of this site is behind a paywall but the link I just shared gives you free access to some parts. If you want to try the paid content, you can use the code Bonnie2 for a 10% discount.

Rat Race Rebellion: Cool name, and lots of work from home opportunities - heavy on temp/part-time jobs.

Next Play: Holds nextworking events for Black and Latine jobseekers, lots of local chapters for local networking!

Otta: Job board for jobs in tech - very global, lots of international options, and way better UI than Indeed/LinkedIn.

What’s the data telling us about the market?

Data never lies (though people can certainly use data to paint a dishonest picture of things).

So this week, I dug into some data on remote roles…and I’ll be honest, I was surprised.

You all may remember last year, the number being floated around was that 13% of roles posted on LinkedIn were remote, and 52% of applications submitted were for those remote roles.

Today, that percent of remote roles is down to 4.6% - just 240k remote roles. And I would venture to guess that half of applications are still being submitted for those roles.

The odds for landing a job increase exponentially when you apply locally - I share examples using the actual talent pools found in LinkedIn Recruiter in the post above too.

Applying locally, you may have something like a 2:1 ratio - 2 open to work people for every 1 local vacancy. The accounting example I used in the post linked above was more like 1.5 people for every role - some fields might be 2-3/role.

But when you go remote, you could be looking at hundreds, or even thousands per role. That same accounting example? Once we look at remote roles, we’re looking at 209 potential candidates for every vacancy.

Bottom Line: I’m not saying don’t target remote work, or that you won’t be able to land a remote position. But I’m suggesting that:

1. You’re going to be in for a much longer and more competitive process.

2. You’re going to need to be highly qualified for the role - and that’s in terns of the hard skills needed for the role - not just transferable skills.

3. You may need to get flexible on other things - perhaps you’re not going to get a huge raise, or you’ll have to take a step back in title. But this flexibility can unlock more opportunities.

So prepare yourself for that, and leverage data like this to help you assess your search!

Speaking of data…

We’ve got some data on where we’re seeing the biggest shortages (check this out here), and wanna know the area where the growth in wages is outpacing inflation? Blue collar jobs!

And don’t forget - these industries need accountants and recruiters and sales people and software engineers too!

P.S. in other news, LinkedIn just shared an update on how payrolls are growing - which is slowly. We’re averaging 5.9% growth, and those switching jobs are seeing a 9.5% increase.

👀 Here’s some interesting stuff in my world! 👀

Remember when we talked about the September Surge a few weeks ago? Well with September right around the corner, here’s an article in Huff Po (featuring yours truly!)

Christine Converse is doing an amazing job of documenting her search and in doing so, showing some IRL skills in project management, leveraging data, evaluating what works and pivoting accordingly, etc. She recently landed an interview using a tip I shared with y’all recently. Please go check out her posts, she’s sharing some awesome insights and tips!!

🙋Answering Your Questions🙋

Each week, I’ll answer a few of your questions in this section. You can submit your questions here.

This is such a dilemma. I’m with you - do not speak negatively about former employers! Couple of things to consider:

1. There are multiple sides to every story and it’s hard for an interviewer to size up whether the company was the issue, or you were.
   Is it that they were micromanaged you, or that you were a low-performer that needed a lot of hand-holding?
   Were they overly demanding and harsh with feedback and expectations, or were you just difficult and unreceptive to feedback?
   So when you raise concerns, they may simply be left wondering if YOU were the problem.

2. How you communicate about past employers can also lead to assumptions about how you’ll communicate about this one. So if you vent or focus on negatives, then they may worry that you’ll do the same if things don’t go well in this role, and that can feel like a risk.

3. Finally, there’s a judgement piece. Because it’s fairly common knowledge that you don’t bash employers in interviews (just like you don’t randomly bash an ex with someone you just met!), an employer can be left wondering about your maturity and professional judgment.

An interview is showing a company what they can expect of you - and you want to show them that you’re a great employee, mature, tactful, etc.

And focusing on negatives from the past isn’t going to help you avoid similar situations in the future - no employer is going to come out and say “we’ve got a toxic environment and will only hire people who are OK with that!”

So I’d approach this by using nuanced language when communicating about negatives, and mostly orienting not on what went wrong in the past or what you DON’T want, but by defining what you DO want.

“I learned a lot in my time at X, but the culture wasn’t the best fit. I’m eager to join a team where there’s a real sense of camaraderie among the team members.”

“My manager and I had very different working styles, and I learned a lot from working under them - I’ve appreciated the opportunity to work with different personalities as it’s helped me understand where I thrive. I know I do best under managers who set a high bar and give team members autonomy to pursue those goals.”

This helps them see what you’re looking for, you’re tactfully hinting at potential disconnects but in ways that are professional and asset-based.

🛫 Community Connections 🛬

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The In-Flight Amenities 🍱

Each week, I share job openings within my network and a featured jobseeker that I hope we can all support in their job search.

Jobs you need to check out:
These are recently shared openings with a hiring manager, recruiter, or potential colleague tagged as someone you can network with alongside applying!
Zapier is hiring as always!
Remote Client Analytics role!
If you have experience working on clinical trials, this could be a good remote opportunity!
Several remote SDR openings at Drata!
Remote Product Designer roles here!
Systems Support Engineer opportunity here.
10 remote sales roles here!
A recruiter at MetroStar shared that they are hiring for several remote positions!
And as always, I share jobs regularly in my Talent Collective! (If you’d like to share jobs, we’d love to have you!)

Jobseekers you need to hire:

Beth Cormack is looking for a role in marketing, and this post is a great read on using content to support your search!

Stephen Fujimoto is looking for their next role and does a great job of highlighting what they’ve done and how they want to build on it!

Sarah Tanham is looking for roles in talent acquisition.

Chloe Sosa-Jarret recently transition from the classroom into their first non-teaching role, and was unfortunately laid off shortly after giving birth. Let’s send some support their way!

_{For more resources to support you in your search, check out my Linktree.}
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