Patrick Garrity 👾🛹💙’s Post

The only cert on my resume is Sec+. I have no degree. I code and learn in my free time. And I spend all of my time in my head thinking about how to solve hard problems at scale. Thinking about ideas and concepts more than people and events. It’s a powerful skill - practice it. But most importantly, my first year on LinkedIn, I… 👉 Started following hundreds of my industry’s thought leaders. 👉 Analyzed and engaged with their ideas. 👉 Reached out to them and asked for video calls. 👉 Developed (not found) mentors and peer leaders. 👉 Treated people with respect but as equals, no matter their status. 👉 Wrote content about my own research and ideas. 👉 Used all 100 of my connection requests per week, many weeks. 👉 Invested in my office space to stand out on calls! An office background is the new “wearing nice shoes” in my opinion. And have fun with it. When I pulled the trigger on asking for jobs, I had more interested parties than I knew what to do with. I… 👏 didn’t send my resume to HR, but leaders directly. The magical back door of LinkedIn. 👏 was being interviewed directly by multiple CEOs. 👏 got to learn from skilled leaders in over 12 interviews across the two companies. 👏 which both made me offers for the salary I asked for. (I asked high) 👏 for fully remote work. 👏 without using my security clearance. 👏 and for three job roles I hand selected, which I had no official experience in (but many self-started projects). And by building up all the people, processes, ideas, products, and services I engage with, I’ll make sure the leaders and mentors who’ve invested in me see multiple orders of magnitude returns on their investments. But to be capable of that, I had to spend the past decade investing in myself. Not through certs or degrees, but through free online resources and endless curiosity + initiative. YouTube. Stack Exchange. GitHub. Google Scholar. To name a few. But remember to put people first. And surround yourself with the best of them. Give, don’t take. The best people will always give back. Take the initiative to learn from and engage with them. Thanks to all of you who’ve inspired, advised, supported, and engaged with me over the past year+. Especially: ⭐️ Walter Haydock - who mentored me in the ways of risk and business. ⭐️ Ron Sharon - who took the time from his busy life to have a 1:1 call with me and gave great guidance. ⭐️ Chris Hughes - always shared inspiring and helpful wisdom + engages frequently. ⭐️ Jason Rebholz - I’ve learned so much from our engagements. ⭐️ Jonathan Rau - Always has me smirking at his infamous “sh-tposts” that never fail to enlighten about data ops. ⭐️ Jason Firch, MBA - Has introduced me to some awesome people and helped me share. ⭐️ Jonathan Loop MBA, CISSP ⭐️ Patrick Garrity 👾🛹💙 ⭐️ Ambuj Kumar ⭐️ Sumedh B. ⭐️ Leo Meyerovich ⭐️ Harlan Carvey ⭐️ Fernando Tomlinson, MSIT, MBA, CISSP (Ran out of characters - see comment!)

🚨Should I list dates next to my education on my resume? 🤔 This is a question that often comes up when people ask me for resume advice. The concern is that dates next to educational degrees convey how old you are, which can lead to age discrimination. And let’s be honest here—age discrimination unfortunately occurs in the workplace, mostly with young and the elderly. It’s a serious problem. 😔 I faced this issue early in my career and I know of many other cases too. While people have various opinions in answering the question at hand, I recommend that you list the dates for the following reasons: 1️⃣ It shows you are being honest and open early in the professional relationship. Organizations value honesty and integrity. 2️⃣ If you get called for an interview, the hiring team will see your relative age anyway. 3️⃣ For many jobs, employers run a background check on your education. Dates will be needed to verify. 4️⃣ Many applicant tracking systems require dates to be inputted for education. 5️⃣ If you list dates and the hiring team disqualifies you from an interview because you are “too young” or “too old,” do you really want to work for that organization? It’s better to be honest up front and let the cards in the hiring process unfold. If an organization is dishonest, unethical, or has a culture that discriminates against applicants or employees, you won’t want to work there anyway. It’s your resume and your decision. But in my opinion, it’s always best to be honest and open up front and list your education dates as you’ll increase your chances of joining an organization with a healthy work culture. 👍 Did I miss any considerations regarding listing dates with education? Do you have any experiences—good or bad—regarding potential age discrimination in the workplace? I would love to hear your ideas and experiences in the comments! _________________ 🔔 Ring the bell to follow me on LinkedIn for topics on #projectmanagement, #programmanagement, #pmo, #businesstransformation, #career, and #leadership. #projectmanager #programmanager #businessanalysis #businessanalyst #projectmanagementprofessional #careertips #leadershipskills #leadershipcoaching #resumetips #agediscrimination

For years, most people assumed that Tech companies and their employees were untouchable. The last couple years proved that wrong. ANYONE’S job can be at risk at any time. Don’t wait until it’s too late to start networking, practicing your interviewing skills, and updating your resume. —————————————————————— 📚 Looking for free, skills-based training from professionals across the globe? Type “education” in the comments. 👥 Want free coaching from Tech employees across the nation to help you land at a big Tech company? Type “coaching” in the comments. 🤝 Aspiring to your next big role and need free guidance on interview prep and promotions? Type “guide” in the comments.

Dear Leaders: I have been lucky enough to screen 100s, probably 1000s of CVs for many roles, including Managers and Staff+ engineers. There's one thing I've noticed, which is more present in junior roles but also for senior roles I see a missed opportunity, let me explain: The experience section of a junior profile usually looks like: - a list of projects - the technical aspects of those projects - something about ways of working and engineering practises adopted - when the team is mentioned is mainly "team size" and that is international or distributed (...a bit like to say "I'm able to work with N people and remotely and in English.") For leadership roles, in senior profile I see the classic shift: - still the usual list of projects and tech details - a list of problem solved or driven business outcomes But more rarely I see one interesting thing: Only a few talk about the people they are able to work with together with the project or problem they are able to work on. As an example: Someone talks about their colleague PM / Head of Product and their tactical and strategic collaboration. Someone talks about the Principal Engineer of their area and the frequent catch up with them Someone mention that in a previous company they have worked for 2 years in the same small squad with a person that now is in FAANG or to some cool company Interesting. The attributes of the people you have worked with are relevant like the projects and problems you have worked on. This aspect is present also during the interview process, when a Staff+ engineer, or a Manager is interviewing the candidate their brain is also continuously scanning how easy would be for themselves to work with this candidate or for this candidate to work with one or the other team member, let's call it bias in some case but it works like this, so: "be able to work with" is key like "be able to work on". It's a good idea to add those info when relevant directly in the CVs, it just increases chances of being selected for the process. In Tech at Treatwell on average in the last 12 months we've had 500-1000 applicants for each opened role, and I guess there are similar numbers in many companies. #tech #leadership #career #careeradvice ------ I write with passion about Tech & Leadership, and I write only when I think my content can be useful to someone. To help me to reach more people just put a Like 👍 or Follow me on LinkedIn 🙂

Incorporating continuing education and professional development on your resume is a great way to demonstrate your commitment to learning, staying current in your field, and enhancing your skillset. Here's how to effectively showcase these experiences: 1. Create a Dedicated Section: Include a section specifically for "Professional Development" or "Continuing Education" near the bottom of your resume, following your work experience and education sections. 2. List Relevant Courses and Workshops: Highlight courses, workshops, certifications, seminars, and conferences that are directly relevant to your career goals and the job you're applying for. Include the name of the program, the institution or organization, and the date of completion. 3. Include Recognized Certifications: If you've earned industry-recognized certifications, such as PMP, AWS, or Google Analytics, prominently feature them in this section. Certifications add value and credibility to your resume. 4. Highlight Skill Enhancement: For each professional development activity, briefly describe the skills or knowledge you gained. Focus on how these new skills make you a more valuable candidate for the position.  #resumewriting #resumewriters #resumewritingservices #resumebuilder #jobsearch, #career #jobopportunities #ITJobs, #Cybersecurity or #TechTrends #leadership, #training, #success #content, #marketing, #socialmedia #resumewriting #resumewriters #resumewritingservices #resumebuilder #jobsearch, #career #jobopportunities #ITJobs, #Cybersecurity or #TechTrends #leadership, #training, #success #content, #marketing, #socialmedia #resumetips #resumewriter #resumeservices #resumebuilding #resumetemplate #resumemakeover #resumeexpert#resume keywords #resume tips  #resume examples #resume builder   #resume template  #resume cover letter #resume objective #resume skills

When I see high-performing leaders post that they can’t understand what they’re doing wrong in their job search and simultaneously say they’ve: ▶️ Applied for 1500+ roles. ▶️ Obtained a (insert type) degree or cert. ▶️ Amassed (X) years of experience in an industry. I cringe. None of this proves you’re successful or makes you a sought-after leadership candidate. The self-led leaders I coach who landed higher-level roles paying $15-50K more didn’t spin their wheels with no traction before tapping into their resources for support. Instead, they partnered with me to: 1️⃣ Optimize and streamline their resumes (and LinkedIn profiles) to show value-add versus solely relying on their years of experience. 2️⃣ Design a laser-focused career marketing strategy that included researching their target companies, networking with influential contacts, and only applying for right-fit roles. 3️⃣ Build their confidence so they could show up authentically in interviews and effectively communicate how they’ve led with intention, inspired change, and mobilized their teams. To get Step 1 out of the way, I’m having a 2-day Resume Revamp group workshop on tomorrow and Thursday evening from 6-8 pm CST. I’m teaching 10 promotion-ready leaders to create interview-winning resumes so they can start marketing themselves and applying for new opportunities within days. You should come. Just bring your laptop/PC. I’ll spot you the rest. Registration is $147. Link in the comments. #ResumeWorkshop #WriteStepResumes

Including a "Professional Development" section on your resume can be a strategic way to showcase your commitment to continuous learning and growth. This section allows you to highlight relevant workshops, certifications, courses, and other activities that contribute to your professional development. Here's how you can effectively structure and present this section: 1. Section Heading: Clear Title: Use a clear and concise heading such as "Professional Development" to indicate the purpose of this section. Example: plaintext Copy code Professional Development 2. List Certifications and Training: Certifications: Include any relevant certifications you have obtained. This could be industry-specific certifications, software certifications, or any recognized credentials. Example: plaintext Copy code Professional Development: - Project Management Professional (PMP) - Google Analytics Certification - Certified ScrumMaster (CSM) 3. Highlight Workshops and Seminars: Workshops and Seminars: List any workshops, seminars, or conferences you have attended. Focus on those that are directly related to your field or the job you're applying for. Example: plaintext Copy code Professional Development: - Digital Marketing Strategies Workshop, [Organizing Institution] - Data Science Conference, [Event Name] 4. Online Courses and Training: Online Courses: Mention any online courses you have completed, especially those from reputable platforms. Highlight courses that are relevant to your career goals. Example:  #resumewriting #resumewriters #resumewritingservices #resumebuilder #jobsearch, #career #jobopportunities #ITJobs, #Cybersecurity or #TechTrends #leadership, #training, #success #content, #marketing, #socialmedia #resumewriting #resumewriters #resumewritingservices #resumebuilder #jobsearch, #career #jobopportunities #ITJobs, #Cybersecurity or #TechTrends #leadership, #training, #success #content, #marketing, #socialmedia #resumetips #resumewriter #resumeservices #resumebuilding #resumetemplate #resumemakeover #resumeexpert#resume keywords #resume tips  #resume examples #resume builder   #resume template  #resume cover letter #resume objective #resume skills

I know that politeness is a key attribute in hiring processes, but after a year of sometimes frustrating near misses, I want to talk about an issue I am seeing with current hiring practice, in hopes that folks can be more honest about their process. I have many conversations, seemingly positive, with hiring teams, and I appreciate their time and willingness to consider me, but, like most candidates, I'm still in the dark about their considerations. Many times, there is a form response when rejecting a candidate, usually along the lines of "We have to choose amongst many excellent applicants", and it is standard practice to append something like "If another opportunity arises, we will take another look at your application". But quite often what actually happens is these positions are relisted some time later. Those candidates who were told they simply didn't quite meet the level of their competitors don't get a second call; instead, we're left with the mystifying realization that we were most likely not screened out due to being second-amongst-equals, but rather the hiring team decided for some other reason that our qualifications did not meet their particular preferences for that position. And that is fine! But I would encourage the hiring folks I speak with to be more direct about the gap between applicants' credentials and the position for which they've applied. When I started in the tech business (over two decades ago now!), it was normal practice to call both before and after interviews to find out more about what companies needed, and to work on those specific areas. This is how you get a mature ecosystem of developers with relevant skills. It is not, as some folks would have you believe, the duty of training institutions to outfit every student with every imaginable skillset. Instead, it is the industry's responsibility to share at least enough information with those working in the area to allow those folks to undergo the professional development necessary to better fit the needs of industry. Not everyone is guilty of this to the same extent, but I'd ask anyone with hiring authority to at least consider the question: Are we relying solely or primarily on our job ads to communicate our needs? Or are we talking to the people who demonstrate an interest in our business and helping them develop into the resources we truly need?

There is a gaping hole in resources when it comes to practical career advice. Security is a very convoluted, extremely nuanced industry. That doesn't really know what direction it is going in. Everywhere you look, the same old advice pops up: “Get another certification" "Gain more experience in X, Y, Z.” But, nobody tells you 'how'. The practical stuff. That's exactly why I created, "The Security Leadership Guidebook" It is filled with topics like; →Building a CV. →Using LinkedIn. →Creating influence. →Preparing for interviews. And a whole lot more! (A lot more) I’ve poured a tone of my experience and insights into this guidebook. I wanted to give you something that has clear, actionable advice for success. It will be released at 9am on the 12th April. To get the guidebook half price, and sent straight to your inbox, you'll need to sign up to my newsletter → https://lnkd.in/ggV9AYEa I can't wait to share it with you!