So you're a great recruiter.....now what?

Ok, so by now you've already read my post about what it takes to be a great recruiter right?  Well, if not check it here....

Anyway, you've done all this cool stuff and you're an amazing recruiter.  You can fill any job, your peers love you and clients sing your praises.  Awesome right?  Well....kind of, I mean, yeah of course it always feels good to be awesome.  See Barney Stinson video resume:

Seriously, this is all great.  But how do you take this awesomeness and become sought after in the industry...someone who doesn't LOOK for jobs, because jobs look for you?  Here are a few thoughts about building your recruiting brand:

Build a huge network - It wouldn't be a Jeff Moore blog without a networking tip right?  Honestly, for us recruiters we're only as good at our network.  Most of us have networks of engineers, or sales people but slack off terribly when it comes to networking with other recruiters.  Why?  Honestly, I don't know but it's crazy.  Build a network of other great recruiters and you'll never be looking for a job again.

Speak out - A great way to build your brand is to speak at events.  Now you don't need to speak at ERE or Talent Connect(although those are great), tons of local groups or job fairs are always looking for recruiters to speak about hiring, resumes, etc etc.  I'm a big fan of the "unconference" like #Tru events which are a little more casual but give you great exposure (I'm speaking here in a few weeks).  Additionally, I'd be willing to bet your school would love to have their rockstar alumni back to talk about all things hiring.  The more you do it, the better you'll get and next thing you know you'll be leading a track at ERE.

Get social - Recruiters are social people but I'm always amazed at how few of us tweet or blog.  There is really no better way to build your brand than to share you're awesome experience with other recruiters looking to learn.  You don't have to have a million followers to make an impact, start small by following a bunch of folks and engage......you'll be social before you know it.

A few recommendations on people to follow can be found here and here

Amp up the LinkedIn profile- This one is pretty obvious but let's just be honest.  Recruiters are all over LinkedIn trying to find top talent.....does your LinkedIn profile represent your awesomeness? It better.  Take time to add content and recommendations to really show off your skills.

Hope this helps, building your personal brand is tough...but do it right and you'll be mad you didn't do it sooner.

Happy hunting this week!

London Calling - Networking thoughts from my trip to London

Ok, sorry for the lack of content lately…just getting back from a week in London meeting my team there.  It was a great trip, tons of fun in an amazing city but more importantly it got me thinking about the importance of networking.  I know I talk about networking a lot in this blog but really I can’t talk about it enough.  Networking will change your personal and professional life like you never imagined.  You’ll have to wait for the “Jeff Moore – The life and times of a recruiting knucklehead” book for personal stories about networking but here are a few thoughts/lessons that really hit home during this trip.

1) Find like-minded people, and ENGAGE with them – A few years ago I went to an event called truBoston which was a recruiting event in town.  There I met a bunch of folks via Bill Boorman (@BillBoorman) like Mark Babbitt (@YouTernMark), Johnny Campbell (@socialtalent) and Mike Vangel (@MikeVangel).  What was great then and is still great today is that those folks are engaged and really pushing the envelope in my field.  We met at an event, engaged and I’m still learning from them today.  Kick ass.

2) Networking takes time and effort – Prior to about 2008, honestly, I HATED networking and didn’t really find most other recruiting folks to be that interesting.  Seriously, I was pretty sure I knew my shit and didn’t need to network to get better.  Um wrong.  You may remember that September when the world fell apart, well for me, everything changed.  TONS of my colleagues and friends were laid off a looking for work…..I was fortunate to have a great job but people came to ME for help….and my network sucked.  Long story short, I realized it was time to buck up and get out there.  Without a great network I was just another recruiter and eventually would find myself needing to network.  Hence this blog, my tweets, the hundreds of networking coffees and phone calls since.

3) Pay it Forward - The best kind of networking is when you help someone accomplish their goals....NOT just a one way street for your own advancement.  So, pay it forward.  That’s right, help people out and then w/ a little luck and karma when you need help....your network will be there for you.

4) In person matters - This might seem like common sense, but meeting people in person matters.  There is nothing quite like having a conversation face to face.  I spent a little time last week with some old Google colleagues, nothing better than having a beer and catching up on things.  It’s hard today in the global world we live but finding time to meet people in person will pay for itself in spades.  

5) Keep it going - Last point but perhaps the most important.  Once you get yourself networking and building relationships it’s important to keep it going.  Keep meeting new people, expand existing relationships and push the envelope.  You’re never done networking....ever.

Ok, that’s it for now.  I’ll try to get another post out later this week.  Good luck with things this week!

My thoughts on “The 2-Hour Job Search” by Steve Dalton

I don’t know Steve (@Dalton_Steve) but if I’m ever down by Duke University I’m going to look him up because this book rocks.  So good.  Honestly, this is probably the best book I’ve read for someone who’s looking for a new job.  I’d definitely recommend this to anyone looking for a job.  With that, here are a few of my thoughts on the book:

The Resume Black Hole -  On page 3, Steve talks about a student named Becca who’s been applying for tons of jobs....with no luck.  I talk about this a lot and this paragraph stresses the point.  Applying online is inefficient and unlikely to result in a new job.  You have to do it...but don’t get your hopes up in amazing results.

LinkedIn Start-up - There is a great, quick start-up guide to getting your LinkedIn profile working for you on page 14.  This page is really all you need to get up and running.  Great stuff and as loyal readers know....LinkedIn is critical to your job search.

The LAMP Methodology - The real meat of the book is the LAMP methodology that Steve recommends.  It’s FANTASTIC.  Very similar to some of the advice I give but broken down into a very easy to understand format.  I won’t go into a massive amount of detail (buy the book!) but this is exactly the kind of thing job seekers need to be doing in order to successfully find a job...and a great job at that.

The 99.9% - Great statistic on page 16, there are 27.5 million businesses in the US, only .1% of them have over 500 employees.  Think about that for just a minute.  99.9% of businesses in the US have less than 500 people.........that means, for every big company you know is hiring there are literally hundreds of companies you’ve never heard of hiring too......wow!

Quick Start Guide - The last few pages of the book are literally a quick start guide on how to get the LAMP method working for you.  It’s great.  If you are looking for a job, this is exactly what you need.  Check it out.

Ok, that’s it.  This is a great book...not good, GREAT.  I’m going to recommend this book to anyone I know who’s looking for a job.  Great stuff, and Steve if you ever read this and are in Boston...coffee is on me.

Good luck out there this week everyone, enjoy the summer....it won’t last forever.

Job Tip of the Week - Have a plan

I realized that it's been a while since I've done a "Tip of the Week"....talk about a slacker.  Thankfully, I've got one this week.  I hope it helps.

One of the most important things you can do during your job search or career really....is have plan.  Now, I'm not talking about having your life scripted out so you much that you feel like the Truman Show but you've got direction.  During an active job search this especially important so you can not only keep making progress but keep motivation.

Wonder what a "plan" would look like?  Here's an idea:

- Submit 3 resumes a week online
- Contact 1 (or 2) former colleagues or classmates a week for networking
- Contact 1 person OUTSIDE of your network a week for networking
- Attend 1 networking event a week (month?) to meet additional people
- Meet with 1 recruiter a month to develop a network of people looking at roles for you
- Find a mentor who can help advise you on your search

Now, this is pretty aggressive but  if you think about it....this is what, eight hours of work?  If you're looking for a job or between jobs eight hours is nothing.  Get it done.

Good luck out there!

Tell me who are you!

Alright, another blog topic that came in as a special request...this one from my buddy Greg Marsh (@gmarsh17) for those of you looking for some interesting tweets.....so, here we go...oh and if you don’t know the musical reference in the title....it’s “The Who”...

As you know, I’m a huge proponent of networking.  I saw a statistic the other day that said seven of every ten jobs filled are filled via networking.  So, if you’re not networking you’re not REALLY looking for a job.  As such, you should be talking to as many people as you can and really learn about as many roles as you can.

Now picture this, you’re out there networking....and you forget to REALLY introduce yourself to the person you’re contacting.  Didn’t tell them why you should talk.  Didn’t tell them what you do.  Didn’t do anything.  #networkingfail

Here are a few tips on how to let the person know “who” you are so you’ll be a bit more effective with your networking:

Include your resume - um, amazing advice I know....but you’d be surprised how many people forget this.  Job search 101 people...send a resume when you’re networking for a job.

Reference your LinkedIn profile - By now your have your LinkedIn profile looking good right?  So why not just put a link at the end of your email as part of your signature.  Name, phone number and LinkedIn profile.......short, sweet and professional.

Link to your blog or personal site - Lots of people have personal websites or online portfolio.  Adding a link to reference your work and show a glimpse of your skills is a great way to make the introduction for networking.

Attach an article - If you’d done a few publications or articles you can send them along with a note explaining your background/expertise and use that to open the door.  Publications give you credibility and the best way to network is to establish your credibility and start talking.

Ok, so there you go...when networking or speaking with someone about a job....introduce yourself.  Establish “why” the person should speak with you and do your best to find a great role.

Good luck out there!

How to navigate a job fair

Ok, so this post is via special request....it is awesome to have ideas coming in from people so if you have one...let me know.

The idea of going to a job fair can be pretty intimidating.  Honestly, they are like huge speed dating events for people and companies looking for work.  Scary stuff. You know me, I'm a believer that your job search should be about 90% networking and 10% applying online...however, a job fair can be an important tool in your search.  With that, here are a few tips on how to be successful:

Don’t be “that guy” - What does that mean you ask?  Well, “that guy” is the dude in a 3 piece suit, the guy who looks like he just rolled out of bed and also the dude who kinda smells like peppermint schnapps.  Don’t be that guy.  Show up dressed professionally (not in a suit unless you are TOLD to wear one), well rested and ready to speak with people.

Have a plan - So, these things can be huge right?  I’ve seen job fairs with over 200 companies....if you have no plan, you have no hope. Figure out your “must” companies and be sure to stop by their booths.  Have another list of “yeah, maybe” companies that you want to hit but if you miss a few you’ll survive.  Finally, have a list of “no way” companies so yo know that you don’t want to stop by and be sucked in by their cool schwag.

Elevator pitch - You absolutely, positively need to have your little pitch down.  What you want to do is walk up to the booth, and boom, drop your elevator pitch on people to explain clearly and succinctly what you are looking for in a role.  Show up with a rambling answer and the recruiters in the booth will immediately tune you out, they have 100 other people to talk to and you just horrified them.

Follow up - It’s unlikely that you will just get a job or an interview on the spot at a job fair...so, your follow up is critical to your success.  Get the card of the person you spoke with and if you haven’t heard back from them in a few days...send an email to follow up and express your interest in the role.

That’s about it, the speed dating reference is actually a good one. You’re looking for work and the companies at this event are looking for workers...so you need to be networking and building relationships with people.  Keep at it, and eventually you’ll score a new job.

Good luck!

Oh yeah, we'll keep your resume on file....

Ok, so by now most of my readers realize this is my personal blog and not that of my employer.  Right?  Ok, got it?  Because this post is absolutely positively 100% Jeff here...nothing more.

With that shameless C-Y-A...I will now discuss the famous (infamous?) “We’ll keep your resume on file” line you hear from many recruiters.  A lot of people assume that means it’s off to the trash...not entirely true.  It’s actually pretty complicated so I’ll address the potential outcomes for you when a recruiter tells you that they’ll keep you on file.

1) They actually do and they call you - I’ve done this SEVERAL times.  Meet a candidate and for some reason the timing is off so we have to pass....for now.  I’ll usually tell the person “I’m not just saying this, we’ll call you back.  I might not be for two years but we’ll call back”.  So, obviously this is the best outcome and it does happen.

2)  They like you but don’t know where you fit - Again, this happens all the time to recruiters and they are keeping the door open for you.  Now they might not be thinking their current company or even an unnamed future company but they want to keep in touch.  Take it for what it is, and hope for the best.

3) They have a really good ATS - Some companies have awesome Applicant Tracking Software...as such, they have great databases of candidates and when they say “we’ll keep you on file”  they mean it.  A new job opens up and the FIRST thing the recruiter does is search the database and call people.  Don’t I always tell you to apply online?  This is why.

4)  They don’t know what else to say - Another common one.  Lots of recruiters hate conflict and don’t want to hurt anyone’s feelings.  So, rather than just giving you the straight dope and telling you it’s not a fit they come up w/ some lame excuse that ends with keeping you on file.  It sucks, but it happens.

There you go, next time a recruiter tells you they’ll keep you on file ask if you can connect on LinkedIn.  That way you can build a connection beyond the resume, network a bit and maybe if you are lucky move from #4 to getting #1.......

Your cover letter is dead...

Ok, I’ve spoken a lot about resumes lately and so I wanted to quickly hit on the whole idea of a “cover letter’.  Here is a fact, the cover letter as it’s commonly known is dead.  D-E-A-D.  Do you know why?  Because no one, and I mean no one sends paper resumes anymore.  If you do, they probably end up in the trash.  It’s true, sorry.

So, if the cover letter is dead in it’s traditional form what are you supposed to do?  Here are a few ideas.

Send an email - um, duh.....email is the new snail mail (well, it’s not that new) but send an email that would kind of look like a cover letter of old.  You’ll obviously want to be less formal, and word to the wise----craft an email that shows up is only as big as the “preview pane” so recruiters like me can quickly review it and not have to scroll through a ton of text.

Send a resume - You know, apply online.......if you need more than that, nevermind....

Network for a job - This is my favorite and one of the most important.  The BEST way to get a job...networking.  So, do some networking and meet people by leveraging your LinkedIn profile so that you don’t NEED a cover letter.  All you need to do is have a few informational or informal chats about the role...follow up with a resume later....interview.....take the job.

That’s it for now, I should have another post later in the week.  Special thanks to David Rosenthal for the topic...Thanks!!

Jeff

Lessons from the Scott Thompson story

Usually I avoid talking too much about “current events” in recruiting but I think I’ll start doing more blogs that give my views on such things.  So, here we go...first try.

By now you should all know the story of Scott Thompson, the former CEO of Yahoo who resigned because of a discrepancy on his resume.  If not, you can read about it here.  Crazy story, but honestly I think there are a lot of lessons for anyone either looking for a job or involved in hiring.  In no particular order:

Don’t lie on your resume - OBVIOUSLY!!!  Come on man, don’t like on your resume!!!  This is like being a decent human 101.  And while I’m at it...lying about the kind of degree you have?  Really?  I mean, come on people this stuff isn’t hard....

Blaming the recruiter is for jerks - Apparently Thompson blamed the recruiting agency who placed him for the discrepancy...please!  This whole part of the story makes me sick.  Seriously, this kind of thing gives recruiters a bad name and it shouldn’t.  If you get busted doing something shady, suck it up and admit it.

Background checks matter - I’m pretty horrified that neither Yahoo nor Heidrick & Struggles did a background check to confirm degrees on Thompson.  Frankly, what was Ebay doing too?  Now, some of my Exec Search friends might chime in with a “finding a CEO is different” response but I’m sorry...if you’re going to do a background check on a $35K a year entry level hire you’d better be doing it for C-level hires too.

Know your candidates - If you’re a recruiter out there reading this, you have to know your candidates.  Spend the time to check references from when they were in school and get to know them.  Companies are going to pay you big bucks for the service, do them right and take the time to know your candidates.

Admit it - Thompson was outed by AllthingsD.com and then proptly went all Watergate and tried to blame everyone involved....rather than take the blame.  The moral as always here, the coverup is frequently worse than the crime.  When busted, suck it up and admit you were wrong.  People love a comeback and are likely to forgive you.  No one like a lying jerk who digs a deeper hole.

That’s it, sitting here I feel like this could be a REALLY long blog so I’ll cut it short.  Now, I don’t know all the facts (clearly) but from what I’ve read (see the link to the WSJ story) we can all learn a ton from this story about recruiting, HR, a job search and working with an external agency.

Early thoughts on "Google+" for recruiting and networking

Ok, so we all know that Google+ is the hottest thing in social media right now.  Everyone have an account already?? (I have a few if you need one)  

I’ve been playing with it for a while now and I have to admit, as a recruiting tool there is a lot of potential here.  To me, the problem with social recruit is and continues to be that it’s very hard to draw the line between the “personal you” and the “professional you”.  

Anyone who’s friends with me on Facebook has to put up with all kinds of posts about my family, concerts and political rambling......oh, and the occasional recruiting insight too.  So what I’d done is drawn the lines myself....Twittter is for work (mostly), Facebook is for fun and my professional Facebook page has about 4 followers....um, yeah, not a big winner there. Then, of course there is LinkedIn.....social for sure but definitely more professional.  My issue with LinkedIn, it’s hard to organize.  If you’ve got 500+ connections it’s really hard to organize them and going back in time to 2005 to add notes on my connections is not happening.  

Well, I think, Google+ has a change to be that recruiting tool we’ve all be looking for and will take social recruiting to the next level.....here’s how:

Circles - Ok, by now we have a million names for the people we associate with via social media (friends, followers, connections, etc etc) but Circles are a little different.  Basically Google+ allows you to decide VERY easily who goes into what Circles and also allows folks to be in multiple Circles.....all of them only visible to you.  How do you use this as a recruiter or job seeker?  Easy.  Create circles and target your content.  Here’s an example:

Jeff recruits engineers, has a bunch of friends from college and also does a lot of networking with other recruiters (some of them former college buddies).  So, I’ve created Circles for “Software Engineers”, “Coworkers”, “Recruiting Folks”, “College Buddies” and “Family”.  Some of my content goes to all of those folks, some of it is VERY targeted and some of it crosses multiple genres allowing ME to control who sees what and make sure I’m making efficient use of my social network and not just spamming away to people who only care about my open roles

The key here is quickly and efficiently use Google+ to split you network into easy to use Circles and maximize your impact.  If you are a recruiter, setting up Circles for each of your candidate types and tailoring your content to those folks is an absolute no-brainer and something the other social networking tools don’t do as well as Googe+

Takeout - This honestly is so cool.  Takeout allows you to take your data out of not only Google+ but any Google product.  You can learn more here but the reason this is so cool is that the data is yours and it comes in portable open formats that you can import that data to other services as you please.  My favorite thing?  You can download any content you’ve pushed through your Google+ account.  Not to mention, quick and easy downloading of all your contacts from Google+ in easy to use vCard format organized the same way you organize them via Circles.....without jumping through hoops. Also, shout out to the Google team in Chicago on this....rock on guys!

Sourcing via +1 - This one isn’t a reality yet...but give it time.  +1 (more info here) basically allows your social circle to recommend links and push relevant content into your search results.  Um, give this time but for recruiters this could be the holy grail.  Imagine you have 1000 folks in your Circles...organized well so you are pushing them fresh and exciting content.  Now, imagine these folks using +1 to recommend articles and other content related to whatever field they work in.  Still with me?  Ok good...because when you search the web for the latest news in your field...voila.....some of the people you are connected to happen to be recommending all kinds of content related to your search.  As a recruiter, these folks are great networking contacts or even potential candidates because they are looking at the same content you are!  Now, again, this is NOT happening right now but give Google+ and the idea of being able to “+1” content and you can imagine a world of much more robust and targeted recruiting.

Just a few quick thoughts, obviously more to come but If you are using Google+ and have a few more tips please share them here, I’ve seen a few other blogs on this so it’s exciting to watch as everyone takes a different look at this new and exciting too.  That’s it for this week, until next time good luck and happy hunting

Are your references "professional"?

What do your professional references say about you? Ever think about it? You should because no matter how good your interview went, if your references don't say good things about you....you're not getting that new job you want. Seems kinda harsh doesn't it? But it's true, a bad reference can single handedly sink an otherwise great opportunity.

Ironically, most people pay little to no attention to their references. I hear things like "I haven't talked to him in ages.", "I didn't really work that closely with her.", "I'm just his friend" but my favorite is the "one word answers" - yep, no, yes, maybe, absolutely. Joking aside, if you aren't taking the time to really cultivate and inform your professional references you are putting yourself at a disadvantage in any job search. Someone who takes their job search seriously has educated, informed, prepared and PREDICTABLE references. I recall a candidate interaction a long time ago where the recruiter asked a reference "Would you hire so and so again?". Simple stuff, nothing major, should be a straight forward response and it was just that...."I wouldn't hire that guy to stock shelves". End of interview, no hire, thanks for playing. If your references say they wouldn't hire you again, it's pretty bad but when they go out of their way to torpedo your application it's apocalyptic.

Without further adieu, a few quick tips on how to give the best professional references:

1) Give people who you know, trust and who will absolutely, positively say nice things about you - I know, right, who WOULDN'T do that? You'd be surprised. I'm not even going to talk about this anymore, do your homework, call your references so when they talk to potential a employer they don't throw you under the bus.

2) Give a former manager - Again, I know, not rocket science. I'm always happy to hear how great a guy someone is, or how they play a mean guitar or how they can finish Halo without dying..........but, at the end of the day it doesn't matter. I want to talk to someone who can tell me what kind of an employee you'll be once you are hired. Former managers are critical to making sure any potential employer can get the info they need to hire you without reservation. If you don't have a former manager who'll say nice things, try someone else in a leadership role. You need someone besides your lunch buddies to say nice things about you, especially in a competitive job market like we have now.

3) Make sure your references are available and expecting the call - This one drives recruiters crazy. Nothing more frustrating than leaving voice mail after voice mail for a reference only to follow up with an email that bounces back "On vacation until September 2013". Good times! It's common courtesy for everyone involved and will help also make sure our references say nice things about you.

4) Have a few people recommend you on LinkedIn - Simple stuff, and frankly it doesn't matter if this is a former manager or not. With the rise of social networking, more and more companies are searching the web for potential hires. No better way to reinforce that you are a quality hire than to have a well groomed LinkedIn profile that has several people singing your praises.

5) Keep in touch with your references to make sure you have a big stable of people to use -This is the final tip, and probably the most important. You want to keep in touch with people who can serve as great professional references. Seriously, think about it. How many former managers can you give that would say nice things about you? The more you have, the better off you'll be long term. You don't need to talk to them every day, week or even every month however, you should be just touching base once every quarter or two, JUST in case you need them or, get this.....maybe they need you. That's right, your former boss may be looking for a job and need a "former direct report" to say nice things...next think you know you guys are colleagues again. So, trust me on this one, figure out who will give you a stellar reference and then maintain and build on that relationship.

That's it, nothing crazy, nothing complicated. Follow these simple tips and I can guarantee you'll have much more success converting those interviews into offers. Happy hunting and if you are reading this and like what you see please let me know. I'm new to blogging and still feel like I'm getting my groove.

Welcome to my blog and a few quick thoughts!

This is my first attempt a real blog to talk about recruiting, professional networking, how to search for a job and other random topics.  I'm open to any tips or recommendations on things I should discuss!  I hope you enjoy!

I'll start with a few tips on how to maximize your professional network, especially if you are in the middle of a job search!

1) Are you REALLY using LinkedIn?

Most people are NOT using these tools to their full potential.  If you are serious about building your network you should be actively connecting to college friends, former colleagues, that guy you met on your last flight home from Aruba and anyone else who you've met that might be a potential lead.  Just because someone doesn't work in your industry, doesn't mean they don't know people that might want to hire you.  Be proactive, make connections and search through your extended network...I think you'll be surprised how many great people just a connection or two away!

2)  Facebook is for kids

Um, no it's not...plenty of recruiters and managers are joining groups and working through their network to find future employees.  Join Alumni groups, interest groups and reach out to people work at places that interest you.  You've heard of Eric Barker right?  Great story of thinking outside of the box and using a tool like Facebook to enhance your search.  Full article on Eric is here - http://www.ere.net/2009/05/27/mba-grad-seeks-job-with-microsoft-posts-ad-on-facebook/

3)  Follow up with people, especially those who offer to help you network!

I tell almost every candidate I talk to to "keep in touch! If can help you out in the future, let me know." How many people actually follow up?  Very few.  When someone offers to become a networking contact for you, use them!  Connect to them on social networks, keep in touch with them and leverage their network too!  Recruiters and other serious networkers may not help you in your search today, but overtime may help you find your next great gig.....trust me on this one.

4)  Old-School Press the Flesh Networking is still extremely effective

People think because of the popularity of social networking,they don't need to attend industry events or alumni networking session anymore.....um, WRONG!  Technology will never replace the experience of a face to face chat or a shared laugh at a conference.  You really have to get out to these events, meet people and then incorporate them into your network.  Don't stand against the wall being shy either, everyone is there for a reason...NETWORKING.

5)  Keep an open mind

Talk to anyone who might have a job for you.  It doesn't matter what that job is, just get out there and talk to people.  If nothing else, you can use these conversations and interviews to fine tune your interviewing skills so when you do get an interview for the PERFECT job....you'll be ready to knock that interview out of the park!  A wise man once told me, "As long as you have options you'll be ok."  He's right, don't close doors before  you take the time to make sure it's not the right opportunity for you.

That's it for tonight, I'll try to post more this weekend.....if you like what you read - find me on Linkedin, Twitter, etc and get me into your network!

Jeff