FutureProof You

EP 14 Job Market Updates April 2025
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[00:00:00] dan-yu_2_04-30-2025_125340: All right everybody. Thank you so much for joining us. This is another episode of Future Proof Used Podcast f yourself. Today we're gonna talk about the news and, uh, some of the things that are happening in the news, and we think it's important to review them.

[00:00:15] dan-yu_2_04-30-2025_125340: Just quickly. Today is April 30th. In the news, the, uh, news about the GDP. So the economy shrank by 0.3% in the first quarter. It's the first [00:00:30] negative reading since 2022. And, uh, we, we can argue all we want about what, uh, what caused this, but this is the state we're in. This is, uh, what we're, we're faced with.

[00:00:44] dan-yu_2_04-30-2025_125340: Not just consumer spending, but how companies are leading. Uh, or maybe they're just following. Right. And so, John, I'll, you know, I'll, I'll put it to you. I mean, you know, what do you think some of the implications are for this shrinking GDP, especially so [00:01:00] soon into a new presidency?

[00:01:03] john-lovig_2_04-30-2025_125340: I mean, again, we, we are living in very uncertain times for people. You know, I speak to a lot of people every day trying to find something new and, um, this doesn't help. I think consumer confidence, it doesn't help people with confidence in the job market. Um, you know, someone messaged me the other day who I've been. Who I've known for years. He's like, I think this is another 2009 for white collar workers. [00:01:30] And I'm having a hard time saying, no, you're wrong, because it does kind of feel like that. Um, but it's, it's very unusual for people because you have that contrast with seeing a lot of movement with their networks, uh, at the exact same time. So, yeah, it'll be interesting to see how this plays out and if there's, if it's gonna change kind of the tariff policies at all

[00:01:54] dan-yu_2_04-30-2025_125340: Well, we've already seen, we've already seen, uh, consumer spending. Right. You know, consumer spending's gone, [00:02:00] um, gone at a slower pace. Right? Uh, uh, I think it's, it climbed 1.8%, which was the weakest pace since, uh, almost two years ago. So that's, um, that's gonna be an indication and kind of on the back end of that Amazon, you know, they're, they're starting to, uh, change their pricings.

[00:02:19] dan-yu_2_04-30-2025_125340: Strategy so that the consumer doesn't get hit as much. But what does that do? That also, that creates smaller margins for the small suppliers, the people that, and the, [00:02:30] the companies that are selling on Amazon. We've also seen, uh, UPS. UPS, they're gonna start laying off tens of thousands of people. Um, just because people aren't buying as much.

[00:02:41] dan-yu_2_04-30-2025_125340: Right. So if we see that, you know, what does that mean for the, uh, the American economy, uh, corporations that are trying to sell more product, um. I mean, just today, the s and p is already down, uh, uh, over 1.5%. Nasdaq is down [00:03:00] 2%. Um, the Dow is, it's down 1.1 0.6%. Um, and of course, you know, that means flight to quality, right?

[00:03:07] dan-yu_2_04-30-2025_125340: So flight to quality means people are gonna buy bonds, and so they're gonna, they're gonna go, um. Uh, uh, they're gonna go towards bonds or they're gonna go to, uh, currencies or, uh, Bitcoin. Right. Any of the, any of the cryptos. Um, so, and now, uh, payrolls also came out, right? John? Is that right?

[00:03:28] john-lovig_2_04-30-2025_125340: Yeah. Uh, they are [00:03:30] not hitting, uh, what was it? It was, yeah, private payrolls are missing expectations, so they only rose by 62,000 instead of 120,000.

[00:03:40] dan-yu_2_04-30-2025_125340: Right. And so, uh, that means that companies aren't hiring as fast as we might have expected for this, for this past month, right? And so

[00:03:50] john-lovig_2_04-30-2025_125340: Oh, I mean, we've been seeing that for this

[00:03:52] dan-yu_2_04-30-2025_125340: for this quarter, right?

[00:03:53] john-lovig_2_04-30-2025_125340: companies are moving so slow in comparison to a year ago, year and a half ago. [00:04:00] thing I find interesting, right, we we're talking about the GDP and, and kind of, um, what we're seeing out there in the market. Um. Simultaneously you have a, a scenario that's been happening.

[00:04:13] john-lovig_2_04-30-2025_125340: You look at what's been going on with Nintendo, right? They've,

[00:04:18] dan-yu_2_04-30-2025_125340: Right.

[00:04:18] john-lovig_2_04-30-2025_125340: their next, they're pre-ordering their next model of their switch product, which I. People have been complaining about because it's gone up in price up to like $450 instead of [00:04:30] 300. Um, and the games are going up to like 80, $90 a piece, and yet pre-orders sold out within seconds.

[00:04:38] john-lovig_2_04-30-2025_125340: GameStops website

[00:04:40] dan-yu_2_04-30-2025_125340: Wow.

[00:04:40] john-lovig_2_04-30-2025_125340: entirely. The only people who had success pre-ordering from them, I think were people who went to stores to

[00:04:46] dan-yu_2_04-30-2025_125340: Oh.

[00:04:47] john-lovig_2_04-30-2025_125340: Nintendo hasn't even done their own pre-order yet. They, theirs is on the eighth, I believe, which I'm signed up for. Uh, but, um, it's, it's really fascinating because it's here you have a high end product [00:05:00] considered kind of, you know, a non necessity that's going higher and yet you see somewhere like Starbucks is struggling to hit their numbers, which is also, you know, people. I guess maybe millennials finally stopped having lattes 'cause they were tired of hearing boomers tell 'em that that was the reason they weren't buying

[00:05:21] dan-yu_2_04-30-2025_125340: Yeah. You know, it is all, it's all the lattes and all the avocado toasts, right.

[00:05:26] john-lovig_2_04-30-2025_125340: the avocado toast, right.

[00:05:27] dan-yu_2_04-30-2025_125340: Yeah. That's, uh,

[00:05:29] aaron-makelky_2_04-30-2025_105340: Well, so how [00:05:30] about on the hiring front, since you guys are in the recruiting space and you've placed people at AI training jobs and AI firms? news that I was focused on was a couple weeks ago, we had the Shopify CEO message leak, and then he like came

[00:05:46] dan-yu_2_04-30-2025_125340: Mm-hmm.

[00:05:47] aaron-makelky_2_04-30-2025_105340: owned up to it and said, we're gonna be an AI first company.

[00:05:49] aaron-makelky_2_04-30-2025_105340: And basically before you ask for. Higher headcount in your department. You have to justify why AI can't do that. Duolingo, CEO sent an email out that [00:06:00] said basically the same exact thing, we're gonna get rid of contractors and use AI to replace 'em. I don't wanna replace my people, but I wanna automate some of the tedious tasks.

[00:06:09] aaron-makelky_2_04-30-2025_105340: Do you think some of the sluggishness in the hiring numbers is because companies are waiting to see, can AI supplement or enhance rather than headcount? Or do you think that's just a coincidence with. The GDP and everything else going on.

[00:06:24] john-lovig_2_04-30-2025_125340: No, it, it's been a trend over the past e ever since chat, GPT [00:06:30] the forefront of, of people's minds. Companies have been think trying to figure out how they can use something like that Do menial tasks and you know, Buzzfeed was one of the first, they slashed a ton of writers because look what's Chet's GP, GPT.

[00:06:47] john-lovig_2_04-30-2025_125340: Really good at taking existing information out there and creating a

[00:06:50] dan-yu_2_04-30-2025_125340: Yeah. Right. Uh, uh, sports Illustrated too, they, they admitted that they were using a lot of, uh, AI just to write, you know, all of their articles, right. And, you know, [00:07:00] cover covering the news, right? And so what are they doing? They're just, you know, piggybacking off of other news sources and then rewriting things, you know, and so, to your point, Aaron, um, the, the, the AI first mentality, um, we've seen this.

[00:07:16] dan-yu_2_04-30-2025_125340: Coming for, gotta be over a year and a half now. Right? When we first started talking and we started thinking about how can we help people, you know, with our school, you know, future proof you, um, and how can we [00:07:30] help people with their pivots, right? Maybe it's not just, uh, an AI first mentality at the corporate level.

[00:07:36] dan-yu_2_04-30-2025_125340: Maybe it's something more simple like a return to office right? Mandate, you know, or even just, um. Uh, going from, you know, two days in the office to four days in the office, right? That is, uh, for anybody with a small child that's gonna be, uh, a game changer in how they operate on a daily basis. It's going to increase their, [00:08:00] their daily, monthly costs of how they run their family.

[00:08:04] dan-yu_2_04-30-2025_125340: And so I think this is really spurring on a lot of volatility in the, uh, the labor markets. I think we are, you, John and I, you know, being recruiters, we see a lot of talent that's willing to look at other things. Um, so, you know, with so much supply in the marketplace, I think it's, um, it's gonna drive prices down actually on [00:08:30] salaries.

[00:08:31] john-lovig_2_04-30-2025_125340: Yeah.

[00:08:33] aaron-makelky_2_04-30-2025_105340: Yeah, so my question,

[00:08:34] john-lovig_2_04-30-2025_125340: to do that.

[00:08:35] dan-yu_2_04-30-2025_125340: Yeah.

[00:08:35] aaron-makelky_2_04-30-2025_105340: my question then, John, is all of that being said, really matters, especially for our audience is, okay, so what's that mean for me as somebody who's. Looking to pivot

[00:08:45] dan-yu_2_04-30-2025_125340: Mm-hmm.

[00:08:46] aaron-makelky_2_04-30-2025_105340: laid off or is trying to find a new role? Like what? What does all of this mean? Can you distill that down for that listener?

[00:08:53] john-lovig_2_04-30-2025_125340: it's gonna change the way people have to find a

[00:08:55] dan-yu_2_04-30-2025_125340: Mm-hmm.

[00:08:55] john-lovig_2_04-30-2025_125340: Um, you know, again, whenever there's an overabundance [00:09:00] of people out on the market, you have to get a lot scrappier as a candidate than, um, just simply applying, uh, for a job. I think it means that the average time it's gonna take you to get to something is, is, uh, gonna be a lot longer.

[00:09:16] dan-yu_2_04-30-2025_125340: Great.

[00:09:17] john-lovig_2_04-30-2025_125340: Um. chances that you're gonna be a full-time employee versus a contractor are getting smaller. I think a lot more companies want flexible workforces if they're not gonna use ai. [00:09:30] you know, all those things happen when we see, when, when we have recessions, when it's not always that hiring slows down so bad that, that people, it's, you know, terrible.

[00:09:42] john-lovig_2_04-30-2025_125340: It's also just, it changes the dynamic of. Uh, you know, the candidate experience overall. Um, so yeah, I think that's, that's one thing I think people just need to start thinking about what's coming next, right? And, and continue to stay on top of trends because, you know, as we say all the time, [00:10:00] uh, what, what is it?

[00:10:01] john-lovig_2_04-30-2025_125340: 80% of, uh, jobs in 2030 won't have existed

[00:10:05] dan-yu_2_04-30-2025_125340: Yeah.

[00:10:06] john-lovig_2_04-30-2025_125340: Is

[00:10:06] dan-yu_2_04-30-2025_125340: Yeah. That's the, that's the number. It's, uh, I think it was over 80, 80%. Um, so many of those jobs.

[00:10:12] john-lovig_2_04-30-2025_125340: like that's a high number. I think that might be a little wrong.

[00:10:17] dan-yu_2_04-30-2025_125340: But I, I, I, I do think that the.

[00:10:18] john-lovig_2_04-30-2025_125340: but the

[00:10:19] dan-yu_2_04-30-2025_125340: Uh,

[00:10:19] john-lovig_2_04-30-2025_125340: of our jobs will be

[00:10:20] dan-yu_2_04-30-2025_125340: the nature of the jobs. Absolutely. I mean, ju just even at Google, right? You know, not only did they ha they talk about the return to office, right, to at least four days a [00:10:30] week, but, uh, they, uh, they're moving the goalposts on how people can be compensated, you know, especially with their bonuses, right?

[00:10:38] dan-yu_2_04-30-2025_125340: And so, uh, that's definitely going to, you know, cause some, uh, some disruption, you know, there as well.

[00:10:46] john-lovig_2_04-30-2025_125340: Yeah.

[00:10:46] aaron-makelky_2_04-30-2025_105340: An empirical example of the new job. I saw the listing for a vibe coder posted on a job board, not a software engineer. Not a developer. coder. I am pretty sure [00:11:00] until 2025 there was never a job in human history posted vibe coder. So somebody's gonna have it. Are, are you guys familiar with vibe coating?

[00:11:09] john-lovig_2_04-30-2025_125340: No.

[00:11:11] aaron-makelky_2_04-30-2025_105340: it's basically AI powered developing, where you're using lovable bolt, windsurf,

[00:11:16] dan-yu_2_04-30-2025_125340: wow.

[00:11:17] aaron-makelky_2_04-30-2025_105340: AI augmented development tool where you say, I want a mobile app that does this. Here's a screenshot of what I want it to look like. Here's the feature set. Uh, I guess I haven't been super transparent [00:11:30] with you guys that I've been kind of vibe coding on the weekends and trying to figure out some stuff, but my wife will come in the office and it's pretty funny.

[00:11:38] aaron-makelky_2_04-30-2025_105340: Now she'll be like, are you vibing right now? And it doesn't mean the soundtrack is. Hidden differently. It means like I'm trying to build a web app, but I don't, I've never written code in my life until the last, I don't know, week or two. so you use an AI tool and it's like, this is what I want it to look like.

[00:11:56] aaron-makelky_2_04-30-2025_105340: And it writes the code. Okay, this is the, the structure of the [00:12:00] pages I want, and it writes the code. And anyways, there was a company that was specifically hiring. coders to like quickly develop, uh, a beta version of apps and websites. And then I assume their true developers would go in and fine tune and, know, like, polish up the code.

[00:12:18] aaron-makelky_2_04-30-2025_105340: But there's a kid in computer science right now who's learning how to code and get a degree, and by the time he's out, there's already vibe coder jobs being posted. That's, that's what I wanna speak to John's. [00:12:30] I, I like your skepticism of the 80%. The honest answer is nobody knows. Right.

[00:12:34] dan-yu_2_04-30-2025_125340: Right.

[00:12:35] aaron-makelky_2_04-30-2025_105340: Go back five years and, and see if it's correct in 2030.

[00:12:40] aaron-makelky_2_04-30-2025_105340: But it, there are, it's happening. It's just a matter of to what degree and how many,

[00:12:44] john-lovig_2_04-30-2025_125340: the question is what? All right, so when we think about it, what jobs are the ones that are gonna be replaced? Right. Um, and how does, how does this shift change existing jobs? So, [00:13:00] for instance, a lot of recruiting software is starting to implement, AI extensively. And you know, one of the things I think is gonna happen is I think the candidate experience is actually gonna get better because of ai. Because I think AI in the long run. We be able to pre-qualify candidates and start an engagement with them earlier than they're used to. [00:13:30] The part that I think, you know, finding candidates that will probably take longer for AI to learn unless it's something more simplistic. Um, but it'll still be able to do it at some point.

[00:13:42] john-lovig_2_04-30-2025_125340: 'cause recruiters are now being hired by recruiting tech companies to prompt. Uh, you know, to, to help large language models learn how to do what they're doing.

[00:13:51] aaron-makelky_2_04-30-2025_105340: Mm-hmm.

[00:13:52] john-lovig_2_04-30-2025_125340: the, those outside cases, like I always find technology has a harder time with product designers [00:14:00] than they do accountants because it's less, it's, you know, it's, uh, a very subjective in comparison. But, um, where will recruiting shift? Well, relationships will still be important. But how will in-house recruiters keep their jobs? I think they have to start to go up the food chain and think more holistically about how talent moves throughout their organization. Not just getting them in the door, but also about mapping talent, [00:14:30] um, across the organization and being, being able to help, uh, strategize how to move people throughout. So that's an example of something that sounds like it's gonna be displaced, but I think is gonna shift dramatically.

[00:14:45] dan-yu_2_04-30-2025_125340: Well, I, I, I mean, uh, you say you think that the, that the candidate experience is gonna get better with ai, that's great, but like, don't we, uh, uh, don't we believe in. [00:15:00] That relationships and networking and meeting people is still gonna be the best way to find a job.

[00:15:05] john-lovig_2_04-30-2025_125340: yeah, of, of course, of course. But I do think, think AI will. Will make, I think AI will enable candidates who tend to get missed in the process, be able to be surfaced more easily if they've

[00:15:22] dan-yu_2_04-30-2025_125340: Okay? Okay.

[00:15:24] john-lovig_2_04-30-2025_125340: Um, I think it'll also be, I think you'll see a lot more use [00:15:30] of applicant tracking systems internally to find talent that oh, have already applied to a job if AI is involved, because

[00:15:38] dan-yu_2_04-30-2025_125340: That, that I agree with. Yep.

[00:15:39] john-lovig_2_04-30-2025_125340: You can start from, you don't have to start, start every search from scratch. You can start with your pool of, of talent that you've had and create campaigns. We're seeing some of this already in the software. Um, there's a few platforms that do it somewhat well. Um, being one of them that actually has really good search functionality [00:16:00] AI functionality.

[00:16:01] dan-yu_2_04-30-2025_125340: Great. Good. Good.

[00:16:03] aaron-makelky_2_04-30-2025_105340: What about this? What, what does that do to the importance or the value of a cover letter and a resume?

[00:16:09] john-lovig_2_04-30-2025_125340: Uh, interesting. Um, a cover letter might actually be read if AI is involved, whereas it probably isn't when it's humans.

[00:16:19] dan-yu_2_04-30-2025_125340: It takes too long, right?

[00:16:20] aaron-makelky_2_04-30-2025_105340: think that might actually make it more important to have like a well-crafted, specific keyword

[00:16:27] john-lovig_2_04-30-2025_125340: It might, it might. [00:16:30] Um, we'll have to see again, I think it's always gonna come down to relationships. You know, I don't think applying it, it'll change the nature of applying. Hopefully what it will do is stop people who, who apply to things they have no business applying for

[00:16:45] aaron-makelky_2_04-30-2025_105340: Yeah, it'll filter that out more easily.

[00:16:48] dan-yu_2_04-30-2025_125340: Yep.

[00:16:49] john-lovig_2_04-30-2025_125340: Yeah. Because that's, that's the challenge is those systems can automatically do that for someone. You know, uh, you know, right now [00:17:00] we, Dan and I saw this when we were working on that on a contract, the applicant tracking system had knockout questions. You know, are you based in of these states?

[00:17:10] john-lovig_2_04-30-2025_125340: No. And then you look, and they're based in one of those states. They just lie. And you don't, or they made a mistake. I've seen people make a mistake the opposite way accidentally knocked themselves

[00:17:20] dan-yu_2_04-30-2025_125340: Yeah, that's

[00:17:22] john-lovig_2_04-30-2025_125340: so like, you know, AI could evaluate that more easily in the future. And [00:17:30] that way when a person does get involved, they'll have more details.

[00:17:35] john-lovig_2_04-30-2025_125340: You know, the same thing you mentioned, AI agents, are. Applicant tracking systems will start to integrate those into the process and they'll do a preliminary screen before a human gets involved at all.

[00:17:50] dan-yu_2_04-30-2025_125340: Well, that's, uh, um, that is, uh, a future that doesn't seem so outlandish. Um,

[00:17:59] john-lovig_2_04-30-2025_125340: It doesn't, and the [00:18:00] the thing about it, most people are afraid of that, but when you really think

[00:18:04] aaron-makelky_2_04-30-2025_105340: Okay.

[00:18:04] john-lovig_2_04-30-2025_125340: it, guess what's gonna be less biased?

[00:18:06] dan-yu_2_04-30-2025_125340: right. I.

[00:18:08] john-lovig_2_04-30-2025_125340: The computer.

[00:18:09] aaron-makelky_2_04-30-2025_105340: Yeah.

[00:18:10] dan-yu_2_04-30-2025_125340: Yeah. The, the, the computer will, uh, will not judge on the way you look. Right. And it may not even judge, uh, your, uh, speech patterns or your accent. Right,

[00:18:25] john-lovig_2_04-30-2025_125340: unless, unless it's a biased,

[00:18:27] dan-yu_2_04-30-2025_125340: right.

[00:18:28] john-lovig_2_04-30-2025_125340: you know,

[00:18:28] dan-yu_2_04-30-2025_125340: That's right.

[00:18:29] aaron-makelky_2_04-30-2025_105340: [00:18:30] But that,

[00:18:30] john-lovig_2_04-30-2025_125340: sure that it's not a bias model

[00:18:32] aaron-makelky_2_04-30-2025_105340: that's why the expert is gonna get paid to train it and stay in the loop and ensure that that's being followed and there's not. Uh, hallucinations or context being lost. That's the thing is like some recruiter already has that skill and they're probably gonna get paid by some company to build a product that uses what they know in an AI first format instead of a human first. And that's, that's every industry right now. If, if you don't know how to [00:19:00] do it, someone else is in, they're training an AI model.

[00:19:02] john-lovig_2_04-30-2025_125340: And trust me, like that, that contract that we were working with, the AI placements, they are moving more and more into coding languages now. So they're hiring people who can code to train these models. Um, and so you know that that's one place that's gonna be disrupted a lot because hands-on coding is gonna not be as important as an understanding.

[00:19:29] aaron-makelky_2_04-30-2025_105340: [00:19:30] Yep. Vibe code. code at first, and you can have a working app on the app store within two hours. I've seen so many examples of that. You, I've, I built a website from scratch and I had never opened a terminal. I, I didn't understand HTML or CSS or JavaScript and I can build a website with animated hero sections and all this stuff.

[00:19:53] aaron-makelky_2_04-30-2025_105340: Um, that doesn't make me an expert, but. I think the kind of jobs that are getting replaced are the entry level [00:20:00] contractor, administrative assistant data entry, because tools can do those better, faster, and cheaper.

[00:20:06] john-lovig_2_04-30-2025_125340: Mm-hmm.

[00:20:07] aaron-makelky_2_04-30-2025_105340: the concern that I have is, so what happens to the people on those career paths where the entry level jobs aren't gonna be open 10, 15 years from now?

[00:20:17] aaron-makelky_2_04-30-2025_105340: Who's gonna be senior or intermediate level?

[00:20:21] john-lovig_2_04-30-2025_125340: Yeah.

[00:20:22] aaron-makelky_2_04-30-2025_105340: I don't know the answer to that, but that's what I think a lot of people are afraid of, that it causes this cascade effect and we can't see second and [00:20:30] third order effects of that.

[00:20:32] dan-yu_2_04-30-2025_125340: Yeah.

[00:20:32] john-lovig_2_04-30-2025_125340: Yeah, it's, it's, uh, definitely, uh, to think about for sure.

[00:20:39] dan-yu_2_04-30-2025_125340: Well, it, it still, it still boils down to being a candidate that connects right with whoever the audience is, if it's the recruiter or if it's the hiring manager. Um, it's all about, uh, understanding and doing the research beforehand. Right and preparing your stories that align with what they're looking [00:21:00] for, which, uh, leads us to, uh, our classes next month.

[00:21:04] dan-yu_2_04-30-2025_125340: And, uh, we are reprising, our ace the interview class. John's favorite topic. Um, we will also have roast my profile. So, uh, that's an invitation, uh, a free, uh, kind of discussion where you come on and, uh, we will criticize nicely your profile and how can we, [00:21:30] uh, optimize it in just a few minutes. Um, yeah, in quotes, nicely.

[00:21:34] dan-yu_2_04-30-2025_125340: Uh, and then we're also, uh, uh, launching a community. So, uh, we're figuring out the logistics of that, but.

[00:21:43] john-lovig_2_04-30-2025_125340: Launched.

[00:21:44] dan-yu_2_04-30-2025_125340: Oh, it's launched. It's launched. So we're, we're, we're live, but, uh, we invite you to join our community. We invite you to show up and, uh, depending on the topic, it could be an a MA or it could be something specific.

[00:21:59] dan-yu_2_04-30-2025_125340: But [00:22:00] we'll definitely have a lot more information about that coming very, very soon. Um. So, uh, this has been, uh, future proof You, our podcast f yourself. Aaron, any final comments of, uh, what you're seeing, uh, these days?

[00:22:19] aaron-makelky_2_04-30-2025_105340: I had say, just to wrap it up for the job seeker, career pivot people out there, the human relationships and networking are becoming more

[00:22:28] dan-yu_2_04-30-2025_125340: I.

[00:22:29] aaron-makelky_2_04-30-2025_105340: every day. And. [00:22:30] The creating digital archives or portfolios or posts of your work are also becoming more valuable every day. And those are two things in tandem that I think all job seekers and career pivots should be working on, and something that I put a lot of time and effort into myself personally, based on what you guys have taught me

[00:22:51] john-lovig_2_04-30-2025_125340: It's like your career, SEO.

[00:22:53] dan-yu_2_04-30-2025_125340: Right,

[00:22:54] aaron-makelky_2_04-30-2025_105340: exactly, because those applicant tracking systems are going to start indexing social media [00:23:00] profiles, websites.

[00:23:01] dan-yu_2_04-30-2025_125340: They have to. Right?

[00:23:02] aaron-makelky_2_04-30-2025_105340: scrape data from those. That's what's gonna separate you. So you should be building that up, especially now when a lot of it's human and we don't know that that's an AI avatar that made the video or wrote the article necessarily.

[00:23:14] john-lovig_2_04-30-2025_125340: Yeah.

[00:23:15] dan-yu_2_04-30-2025_125340: Yeah. The deep fakes are getting more and more complex. Um, John, uh, any final words for us?

[00:23:23] john-lovig_2_04-30-2025_125340: Uh, no, I think, well, I guess so. Um, I would say, you know, you'll [00:23:30] constantly have to be thinking about what's new, what's coming up, what skills you can learn. And also, you know, one of the things that you're passionate about, Dan is like. Get that side hustle going

[00:23:40] dan-yu_2_04-30-2025_125340: Mm-hmm.

[00:23:41] john-lovig_2_04-30-2025_125340: yet, so that if something does disrupt your day job, you've got something to fall back on and you've built a new skill set that you can leverage.

[00:23:49] dan-yu_2_04-30-2025_125340: Absolutely. We all diversify our 4 0 1 ks and our retirement. Uh, we might as well diversify our earnings ability. So, uh, again, thank you so much for [00:24:00] joining another episode of F Yourself. My name is Dan u. Joined by my colleagues Aaron Makelky and John Lo. Uh, till next time, thank you so much.

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