• The difference between book smarts and experience on Labor Day

    Cartoonist Hugh MacLeod nailed it with this cartoon:

    (For more of Hugh’s clever work, visit his site here.)

    There is a world of difference in the workplace between knowing facts, and knowing how those facts fit together. Even more important is knowing what to do about it.

    Hugh’s cartoon is a good reminder of your goal in the interview process.

    You see, anybody with book smarts can come into an interview and repeat the information they’ve found online about the company, the industry, and the job.

    Your goal, especially for those of you further along in your career, is to share and explain how you can make the connections between those bits of information. Particularly if your interviewer is not as experienced in your domain, it’s up to you to show that those little lines between the dots exist, that they’re important, and that you have a certain level of mastery of them.

    So it’s not simply:
    “I implemented an incentive plan.”
    “I cut headcount.”
    “I implemented Agile development.”
    or “I launched our TV advertising campaign.”

    But rather, it’s… “Based on my past experience, I knew that we…”

    “Shouldn’t implement just an incentive plan, but had to divide the sales team along industry lines in order to hit our goals.”

    “Shouldn’t just cut headcount, but that we should remove 2 classes of managerial oversight which were actually impeding our ability to hear directly from the field.”

    “Shouldn’t just switch from Waterfall to Agile, but that it was important that we bring the Customer Care teams into each Agile Team.”

    “Shouldn’t just launch a national TV advertising campaign, but that we should overweight on shows targeting the 44 – 64 demographic on Mondays and Tuesdays, because I’d learned from research that would have the biggest bang for our buck.”

    You see, it’s not just sharing the information, but sharing how you made the connections between the bits of information, that allow the interviewer to understand your capabilities.

    And that gets you the job.

  • Love your work. Got time to tell me more?

    With 80,000 recruiters now using TheLadders for hiring, it’s always a good time to share even more about your success in the workplace.

    If you haven’t updated in the last 6 months, update your career accomplishments and resume with us now.

    You see, recruiters and employers love what we share with them about your background, but they’d always like to know a little bit more.

    It’s a lazy August Monday. Take this opportunity to give yourself a little career insurance and update your resume and work history with us now. It’s super easy and you’ll be glad you did this for yourself.

  • The best employers and recruiters in the country for you

    Each quarter, our CEO Alex Douzet publishes our list of the best employers and recruiters in the country. These represent the savviest, most supportive and most successful hiring professionals in the USA, and we are pleased to have them be part of the extended TheLadders family.

    With great pleasure, acclaim, and gratitude, may I present this selection from our most recent “Top Recruitment Professionals in America” list, for Summer 2014:

    Top Corporate Recruitment Professionals
    Scott Davis Scott Davis
    Talent Acquisition Partner at Weyerhaeuser Company
    Maintenance Planner – Sweet Home, OR
    Reliability Engineer – Lebanon, OR
    Unit Materials Management Leader – Dierks, AR

    Kristyn Grasing Kristyn Grasing
    Staffing Consultant at Quest Diagnostics
    Physician Account Executive – Fremont, CA
    Sales Representative – ExamOne – Birmingham, AL
    Technical Product Manager – Health & Wellness – Lenexa, KS

    Heather James Heather James
    Corporate Recruiter at Accruent
    Account Executive – Minneapolis, MN
    Account Executive – Denver, CO
    Software Engineering Manager – Austin, TX

    Julie Beltman Julie Beltman
    HR Partner at Check Point Software Technologies, Inc.
    Regional Sales Desk Manager – San Carlos, CA
    Commercial Account Manager – Denver, CO
    Sr. Product Marketing Manager – San Carlos, CA

    Mohammed Waji Mohammed Waji
    Senior Technical Recruiter at CORE Education & Technologies Ltd.
    Business Analyst – Jacksonville, FL
    Business Analyst – San Antonio, TX
    ETL Oracle Database Developer – New York, NY

    Maureen Massetti Maureen Massetti
    Sr. Recruiter at Wolters Kluwer
    Software Engineer – Hartford, CT
    Director of Internal Controls – New York, NY
    Product Manager – Marketing – New York, NY

    Pamisetty  Rajesh Pamisetty Rajesh
    Talent Acquisition Specialist at KMM Technologies
    SAS Analytical Modeler – New Hyde Park, NY
    SQL Server Developer – Charlotte, NC
    Salesforce Developer – Chantilly, VA

    Christine Foglio Christine Foglio
    Sourcing Strategist at QVC Inc.
    Director Industrial Engineering – West Chester, PA
    Senior Compensation Analyst – West Chester, PA
    Senior Manager Product Management – West Chester, PA

    Ria Baker Ria Baker
    Sales Operations Manager at PGXL Laboratories
    Regional Account Manager – Bridgeport, CT
    Regional Account Manager – Philadelphia, PA
    Regional Account Manager – Providence, RI

    Lindsay Maanavi Lindsay Maanavi
    Senior Technical Recruiter at Saggezza
    Business Development Manager – User Experience – Chicago, IL
    Business Development Manager – User Experience – Santa Clara, CA
    Scrum Master – Bolingbrook, IL

    Bob McIntire Bob McIntire
    Senior Strategic Recruiter at Ricoh
    Services Executive Sales Manager – Fort Lauderdale, FL
    Services Executive Sales Manager – Jacksonville, FL
    Services Executive Sales Manager – Atlanta, GA

    Elaine  Finegan Elaine Finegan
    Helene at Classic Westchester
    Matter Management Analyst – White Plains, NY
    Advertising Operations Specialist – White Plains, NY
    Director of Product Development – Stamford, CT

    Steve Navarro Steve Navarro
    Lead Recruiter at 8×8, Inc.
    Marketing Communications and Events Manager – San Jose, CA
    Marketing Automation Administrator – San Jose, CA
    Sr. Operations Support Engineer – San Jose, CA

    Dan Krupansky Dan Krupansky
    Recruiter at PrimePay
    Outside Sales Account Executive – Cleveland, OH
    Outside Sales Account Executive – Trenton, NJ
    Outside Sales Account Executive – San Ramon, CA

    Glenn Garrett Glenn Garrett
    Sr Technical Recruiter at Griffin Solutions Group LLC
    Manager of Consolidations – Pleasanton, CA
    Sr. Auditor – Pleasanton, CA
    Plant Electrical Engineer – Spring Hill, KS

    Chelsey Canavan Chelsey Canavan
    Marketing and Sales Manager at Treeline Inc
    Inside Sales Representative – Boston, MA
    Software Sales Representative – Billerica, MA
    Senior Sales Executive – Reston, VA

    Debbie Harding Debbie Harding
    Contract Recruiter at Crossmark
    Executive Assistant – CMO – Addison, TX
    Human Resources Manager – Addison, TX
    Key Account Director – Seattle, WA

    Top Executive Recruiters
    Jack  Trudeau Jack Trudeau
    Head of Phaidon Consulting Services USA at Selby Jennings
    .NET / C# Front Office Fixed – Income / Derivatives Developer – New York City, NY
    Head of North American RFP Team – New York City, NY
    Senior Financial Analyst – San Antonio, TX

    Wayne Cozad Wayne Cozad
    CEO at Cube Management
    Director of Regional Sales – Buffalo, NY
    Marketing Manager – Whittier, CA
    Marketing Manager – Pasadena, CA

    Next Step Systems Next Step Systems
    President at Next Step Systems
    Technical Support Engineer / Server Support – Minneapolis, MN
    Senior Network Engineer – Chicago, IL
    Trade Support Engineer – Chicago, IL

    Anjela Mangrum Anjela Mangrum
    Owner at Mangrum Career Solutions, LLC
    Technical Sales Representative – Angola, IN
    Sales Engineer – Cloverdale, CA
    CNC Programmer – Plymouth, IN

    Linda Gaul Linda Gaul
    Operations Manager at Clover Business Solutions
    Full-Stack Software Engineer – Needham, MA
    Senior Windows Security Analyst – New York, NY
    Enterprise Technology Security Architect – New York City, NY

    David Molnar David Molnar
    President at National Register–USA
    National / Global Accounts Sales Manager – IT, Cloud, Telecomm – Hickory, NC
    National / Global Accounts Sales Manager – IT, Cloud, Telecomm – Edison, NJ
    National / Global Accounts Sales Manager – IT, Cloud, Telecomm – Alpharetta, GA

    Zachary Straub Zachary Straub
    Recruiter at CNI Consulting, Inc.
    Vice President, Sales – Houston, TX
    Annuity Specialist – New York City, NY
    Relationship Manager – Dallas, TX

    Robert Hawthorne Robert Hawthorne
    President at Hawthorne Executive Search
    VP Sales – Charlotte, NC
    VP Sales – Dallas, TX
    VP Sales – Atlanta, GA

    Jonathan Sack Jonathan Sack
    Managing Director at Aspire Careers
    Sr Global Solutions Engineer Team Lead – San Francisco, CA
    Sr Global Solutions Engineer Team Lead – San Jose, CA
    Sr Global Solutions Engineer Team Lead – Richmond, CA

    Ashish Jain Ashish Jain
    Principal at Global Recruiting Partners LLC
    Process Automation and Control (PAC) Engineer – New Orleans, LA
    Controls Engineer – Rodeo Refinery – Rodeo, CA
    Product Development Director – Oklahoma City, OK

    Congratulations to them all! For the full list of 200 Corporate Recruitment Professionals and 200 Executive Recruiters, click here. click here.
    Good luck to you in your search this week.
  • I can tell you when the recruiter has read your resume

    Like any hunt, your job hunt needs good tools for a good outcome.

    And if you find yourself feeling like you’re wandering aimlessly across a bleak and vast horizon of endless tundra… then, yep, you’re in the middle of a modern job hunt, and you don’t have the right tools. It can feel hopeless.

    We’d like to help.

    So we’ve built something special for you.

    Our new feature — the Track page — helps you land your next job by keeping you informed of everything going on in your job search.

    Importantly, this means keeping you informed not just about what you’ve done, but what the recruiter has done with your resume.

    Has she downloaded it? Has he forwarded it to a co-worker? Has he opened and saved your application?

    All this information, along with the usual stuff about when and where you applied, is on our new Track Page.

    Here are a few ways TheLadders’ Tracking will improve your job hunt:

    Your applications escape the “black hole.” Only TheLadders provides insight into your application after you hit apply. We’re removing that feeling that you sent your resume into outer space and will never hear back from anyone. You’re able to see whether a recruiter viewed your application, downloaded your resume, shared it with a colleague, or saved your profile. You’ll also know the last time the recruiter was logged into TheLadders.

    We’ll keep you organized and on top of your jobs. You’ll see the jobs you’ve saved, liked on the mobile app, or applied to – all in one place. This way you’ll know how best to follow up.

    A dashboard for your favorite opportunities. The latest information will be available so you’ll never apply to a job that’s already been filled or expired. You’ll also see updated competitive info about the job.

    Prune your job list. When a position is filled or you decide you’re no longer interested, archive it in a list of previously flagged positions.

    As ever, we’re making your search easier and less painful, which we’ll all hope makes it shorter and more successful.

    Good luck in your hunt this week — here’s to landing your dream…

  • Employers hiring for August 2014

    We have almost eighty thousand employers looking for new employees on TheLadders, and we could use your help.

    If you, or your friends or colleagues, could fit the bill for one of the below-listed jobs, please let us know by clicking through and applying.

    Steve Kohn Steve Kohn
    President at Affinity Executive Search
    HIL Development Engineer – MI
    Automotive Hardware Engineer – MI
    Control Systems Development Engineer – MI

    Joseph Anthony Vaccariello Joseph Anthony Vaccariello
    Owner & Recruiter at Genesis
    Engineering Manager (Large Scale Wet Chemistry) – micro – UT
    Lead IC Design – Post-Silicon Production – San Jose, CA
    Lead IC Design Engineer – San Jose, CA

    Wayne Cozad Wayne Cozad
    CEO at Cube Management
    Design Services Lead – Furniture – Los Angeles, CA
    CEO Non-Profit Rehabilitation Services – Fort Wayne, IN
    Trade Relations Manager – Pharma – IN

    Frank Merritt Frank Merritt
    CRMS, CITC, Senior Recruiter at Harvard Risk Management Corporation
    Professional Benefits Sales Consultant – BRIDGEPORT, CT
    Professional Benefits Sales Consultant – CT
    Professional Benefits Sales Consultant – CT

    Kyle Mosley Kyle Mosley
    Branch Manager at Aries Group, Inc.
    Certification Engineer ( Aerospace ) – TX
    Supply Chain and Production Planning Manager – NH
    Principal Electronics Engineer – Boston, MA

    Martin Appelson Martin Appelson
    Partner at Bradford Group Consulting and Staffing
    Business Development Healthcare Director – Chicago, IL
    Business Development Healthcare Director – Detroit, MI
    Business Development Healthcare Director – Cleveland, OH

    Tania Pena Tania Pena
    Managing Partner – The HealthCare Initaitive at The HealthCare Initiative
    Vice President of Quality – TX
    Director of Behavioral Health – TX

    Lance  Coachman Lance Coachman
    Recruiter at EXI,inc
    Head of Computational Life Science – NC
    Sr. Product Marketing Manager – San Jose, CA
    Strategic Sourcing Manager – CT

    Mario Fidanzi Mario Fidanzi
    CEO at MedTeam Staffing
    Hospital Controller – Houston, TX
    Clinical Systems Analyst – Lab Pathnet Analyst – Fort Lauderdale, FL
    Laboratory Supervisor – Houston, TX

    Chris Wellington Chris Wellington
    President at The Wellington Group
    Principle Scientist – CA
    Sr Material Scientist – Glass – CA
    Director of Product Development, R&D – NC

    Have a great week in your search!

    I’m rooting for you,

  • When you look in the mirror, I smile

    Let’s face it, the professional job search is a heck of lot longer, more tedious, and more frustrating than any of us can bear.

    Between ducking out for lunch-time interviews and cranking through networking calls, your job search is hectic enough to get you frazzled, hassled, and more than just a bit “down in the dumps.”

    Banging out another four phone calls after an exhausting day in the office — while it could be just the jackpot you’ve been waiting for — is still awfully tough to get excited about.

    And the negative thoughts or bad mood that a rough day can generate have a way of creeping into your voice. You might not even realize it, but you may come across sounding tired or crabby or exhausted, and that undercuts the whole purpose of making the calls to begin with.

    So here’s my bit of job hunting success advice to make your calls sound great:

    Buy a mirror.

    Now, I know that sounds like a small thing, and probably a funny thing, but a mirror can help wipe away the negative feelings you might unconsciously be transmitting over the airwaves.

    Buy a mirror, and keep it by the phone. Just before you make your networking and interviewing calls, take a good long look in the mirror.

    And what do we do when we look in the mirror?

    We smile.

    So before your calls, take a minute to have a nice, big, warm, fun smile with yourself.

    Think of summer days, or your first kiss, or the birth of your first child, and enjoy watching how big and wide a smile you have.

    And the amazing thing, which scientific research has actually backed up, is that our facial expressions can really change our emotions.

    So you’ll find that even after a bad news day, grinning a grin — a big old grin — for 5 minutes can actually make you feel better. I’ve tried it myself over the years, and it’s really true.

    Those positive feelings help your spirits, help you sound great on the phone, and help you get your next job that much quicker.

    So that’s my simple advice for this week, folks: mirror = smile = good attitude = positive impression. I hope you find it as useful as I have!

    Enjoy and have a great week!

  • Age discrimination is mindset discrimination

    One of the things I was most surprised by when I got into the jobs business over a decade ago was the prevalence and practice of age discrimination in hiring right here in the USA.

    Oh, sure… we’re not like some overseas markets where job ads explicitly demand youth, or a particular gender, or beauty(!), in the applicant, but there it is…

    The blank look on your interviewer’s face when you talk about growing up in the 60s or 70s. The skepticism with which your Snap-twit-facebook-whats-gram-app skills are regarded. The cultural references that pass silently like two Teslas in the night…

    Well, at least the younger generation seems to get your reference to “Gunga-galunga” and giggle.

    Most of the time.

    All of it adds up to a pernicious undercutting of your ability to get hired and get ahead. We have to admit the ugly truth that age discrimination exists — there’s no doubt about it.

    And there’s no silver bullet for those facing it. If you’re in the job market and over the age of 52, you will almost certainly face stereotypes and negative attitudes regarding your desirability because of your age. And in some cities, in some markets, that negative environment impacts candidates as young as 40 years of age.

    While there’s nothing you can do to stop it, I have, over the years, observed which candidates and applicants have succeeded despite their age and which have failed because of it.

    If I had to summarize, I’d say it appears to me that age discrimination is mindset discrimination first and foremost. And you’ll need to review how you are presenting your mindset — your attitude — to your future employer.

    Every hiring manager is asking herself, every HR person is asking himself, these questions about you and every other candidate they’re interviewing…

    Will this candidate:

    • Be able to excel in this role
    • Be able to learn and adjust as the role evolves
    • Be able to master the tools and technologies involved today and tomorrow
    • Get along well with others on the team
    • Take direction and feedback

    And it’s important for you to realize that youth is the symptom, not the cause, of age discrimination.

    What I mean by that is that hiring managers are hiring for open-mindedness, flexibility, and a sociability with others. On average, there’s a perception on the part of hiring managers, whether right or wrong, that those attributes are more frequently found in the young, as opposed to the experienced.

    And it’s worthwhile to review why these attributes have so much value in the business world today.

    As the world changes, businesses change even more rapidly. Companies sometimes need to jump on new trends before they pan out, or hedge their bets, or make sure they’re well-prepared for most contingencies. And that means there’s always plenty of “new” to keep up with.

    So a workforce that is flexible, open-minded and interested in learning is far better than a workforce that is determined to keep doing it the old way.

    “The old way works fine” might be OK for you around the home, but in business, it has proven to be an enormous destroyer of value. Take a look at the hard times that old famous companies have fallen upon. Heck, even some of the newer tech companies that were darlings within the last decade have had difficulties mastering new environments.

    So expecting your future employer to be pleased with an “old ways are tried and true” mindset won’t serve you well in your job search.

    So it is not necessarily youth itself that companies are hiring for, rather, it is those attributes that have proven effective in today’s business environment.

    The cause of age discrimination is the perception around older professionals’ adaptability, curiosity, and team spirit; youth is merely a symptom.

    Since you can’t change your age, your goal is to address the underlying root causes of age discrimination — your goal is not to appear or act age-inappropriate — it is to present yourself, effectively, as a constructive, resourceful, “coachable”, team player.

    When confronting misperceptions in your job search, it is always better to “show” than to “tell”:

    • Describe situations in which you adapted new technologies to the problem at hand. It is helpful if these examples aren’t from the seventies, but rather represent transitions that your interviewer herself went through.
    • Recount how you were able to help younger (and older) staffers get to a solution that was stumping all. Detail the challenges you faced and what tactics you used to overcome them.
    • Relate your experiences with receiving and using feedback constructively. Discuss how you used the situation to update your behavior and outlook. Share the process you went through to find where you could perform better and the steps you took to achieve an improvement. Ideally, quantify that improvement.
    • Illustrate with specific stories your interest in, and passion for, the work that you do. Why does it drive you? What excites you about your work? Your younger competition does this out of habit — because they can’t talk about decades of success in the business — so you need to make sure you put yourself on a fair footing.

    As you can see, the important thing is that rather than telling the hiring manager that you’re open-minded, curious, flexible, adaptable to new circumstances, and sociable enough for the role, show him that you are.

    And a final word to remake the point about youth being a symptom and not a cause of age discrimination.

    On occasion, one finds older candidates that mistake having an open mindset with mimicking a twenty-year-old’s mindset.

    There is a difference.

    Arriving at a job interview replete with the names of the latest bands, dropping age-inappropriate lingo into your answers, and wearing clothes that reveal too much about your desperation by trying too hard, all have the opposite effect of what you’d hope for.

    Interactions like these reconfirm your interviewer’s fears that you’ll be obtuse, unsavvy, and a management challenge on the job.

    No, your best tactics are to communicate, verbally and nonverbally, that you are adept at keeping up with the times, and, even more importantly, interested in doing so. And the best way for you to do that is to show them precisely those behaviors and traits for which they are interviewing.

  • A favor to ask

    Last week, I took you on a tour of TheLadders’ headquarters in New York City.

    So each year, after taking you on a little tour of our office, I ask a favor in return:

    Would you mind sending us a video — a Vine or an Instagram — for our wall displays here at TheLadders headquarters?

    You see, we work all day on the internet, which means we don’t get to see you, our customers, in person every day. And with the long hours, heartfelt dedication and total commitment to seeing you land your next gig, it makes an enormous difference to us when we can put a face, and a smile, with the name.

    So I’d like to ask you to do me the favor of sending along a short video, or Vine, or Instagram video of yourself to videos@theladders.com

    Each year, about 10,000 subscribers like you send us their “hello”, and they now grace our walls, hallways and conference rooms. Our favorites have included the Marine in Iraq on a camel, the sportsman with a turkey, the subscriber who crossed the Alps on a bicycle in an eight-stage road race, and the loads and loads of “family shots” we get — at holidays, on vacations, or just hanging out. Understanding that we are responsible for helping you and your family really hits home with the team here at TheLadders.

    Oh, and please be sure to include a little blurb — your name, hometown, your profession, and how you’re using TheLadders for your career — when you send your videos along to videos@theladders.com.

    We post your videos along our walls and in our conference rooms to give our people a daily look at the folks we are helping. You can imagine how powerful it is during meetings when our customer is right there in the room with us.

    Please note, we just use these videos here at our headquarters and would never use them in any other way without asking your permission.

    But if you’d like to post to your Twitter or Instagram, you can use the hashtag: #MeetTheLadders and see what everybody else is posting as well.

    So please send along your short little video. It would mean a lot to me and to the team, and we’ll “see” you soon!

    I’m rooting for you!

    p.s. Here are the links to Vine, Instagram and TheLadders apps on iOS and Android:
    Vine iOS Vine Android
    Instagram iOS Instagram Android
    TheLadders iOS TheLadders Android

  • Photos (and now videos!) of us

    Each year, I take you “behind the scenes” at TheLadders headquarters here in Manhattan so that you can have a peek at the people who are on your side in the job search.

    This year we’re going to try something new… Videos! So let’s get going!

    TheLadders Soho Office
    Our building in the famous SoHo District of Manhattan.
    TheLadders front door
    The front door of TheLadders building.

    Recruiter Relations Team
    Here’s our Recruiter Relations team… they help bring in the jobs!

    Michelle is our design leader and is responsible for making everything beautiful and easy-to-use for you.

    HR Team
    Ray & Katie hire and motivate folks at TLC on the HR team…

    Ilyssa in our Job Search Support Center is here to help you land your next great role in life…

    Marketing Team
    TheLadders’ marketing team says “hi!”

    Kat is one of my favorite people here at TheLadders and makes our mobile apps gorgeous and useful.

    TheLadders Team
    Here’s the whole TheLadders.com team!

    John helps make the core technologies at TheLaddders…

    And Tim listens to your feedback to create new products. As a matter of fact, he’s working and listening so diligently, that he’s forgotten to take down the Christmas Tree in the office.

    So that’s TheLadders office in New York City, folks!

    Next week, I’ll be asking you for a favor!

  • We Can Be Heroes

    It’s the week of the 4th of July, and every year I like to share these words from a great American with you:

    “It is not the critic who counts, not the man who points out how the strong man stumbled, or where the doer of deeds could have done better. The credit belongs to the man who is actually in the arena; whose face is marred by the dust and sweat and blood; who strives valiantly; who errs and comes short again and again; who knows the great enthusiasms, the great devotions and spends himself in a worthy cause; who at the best, knows in the end the triumph of high achievement, and who, at worst, if he fails, at least fails while daring greatly; so that his place shall never be with those cold and timid souls who know neither victory or defeat.”

    That’s Teddy Roosevelt speaking at the Sorbonne in 1910, but he could have just as easily been speaking to you.

    Readers, we all know those professional critics and perpetual naysayers who say: "It’s no use; it can’t be done. Don’t try. Give up. Why do you have to stand out? Just be smart and give up."

    They are an all-too-common, misfortunate fact of corporate life and they populate our hallways, snack rooms, and company cafeterias. They lurk there, with their drag-down message of gloom and doom in the hopes of ensnaring you in their misery.

    But it’s important for you to know: the naysayers are wrong, and you don’t have to buy into their message of "settle-for-little" and underachievement.

    Because you’ve been blessed with talent; because you’ve had the fortunate happenstance to be born in this great country (or emigrate! or visit!); because you are one of the leading professionals in this great land of ours, you have a higher purpose this Fourth of July holiday.

    I’m asking you this Fourth of July to reach deeper. To use the great talents you’ve been given; the skills and abilities and experience you’ve developed over the years; the guts and courage that are so much a part of you, to be even greater.

    I’m asking you to make a difference in your own life: to find that next great job that will make you even better; to stretch yourself farther than you knew was possible; to be that person you’ve always known you were capable of becoming.

    I’m asking you this Fourth of July to be a hero. Your own hero.

    And with that, I’d like to end this newsletter with a few lyrics from a talented Brit (hey, they took part in the 4th of July, too!)

    You know, I think this motley-eyed chanteuse is on to something…

    We can be heroes; and I’ll be rooting for you all.