If you’ve wondered where to find nonclinical physician jobs in the world of pharma, biotech, or medical device – you’re in the right place.
Today’s podcast is the Q&A follow-up to a webinar about how to find nonclinical careers for doctors.
In this episode of The Career Rx we’ll discuss:
- An overview of resumes vs CVs and how to get results
- Compensation and career growth that come with industry
- What you really need for success, and how to manage rejection
More than 700 of your peers attended my recent webinar Where and How to Look for Pharmaceutical Jobs for Physicians. We discussed more than ten highly practical and very actionable strategies. But there were also tons of questions about nonclinical resumes, successful application secrets, compensation expectations, and much more.
As many of you may already know, all of these questions are answered in detail in Industry Insider (it’s more than 8 hours of content, after all) – but, this is the short version, to get you started..
In this Episode:
[00:30] How to find nonclinical jobs in your specialty
[3:46] Is specialty, travel, or any specific skill a true dealbreaker?
[6:35] How do you make a nonclinical resume that gets results?
[12:30] What exactly to say to new contacts and companies – do you ask for a job?
[15:58] How much does pharma pay doctors? Will you have to take a pay cut?
[19:40] Do you need an MBA or a certification to get a nonclinical doctor job? How much clinical or research experience do you need?
[23:10] Getting companies to come to you, rather than you applying endlessly
[26:00] Immediate rejection, what it means (and doesn’t mean), and what to do about it
Links and Resources:
Industry Insider – 12 hours of CME, learn exactly how to land a rewarding nonclinical career without a new degree, connections on the inside, prior experience, or a pay cut
There’s an ‘on-demand’ version of the webinar you can watch here: https://my.demio.com/ref/Qf8CM0NyQGLrQjjM
LISTEN TO THIS EPISODE:
SUBSCRIBE TO THE CAREER RX PODCAST:
Get every episode on your preferred player…
Thanks for joining me on this episode of The Career Rx!
More for you:
The Speaking Rx 12 hours of CME, learn the business of professional public speaking to establish yourself as a thought leader you are, and get paid for your speaking expertise
The Branding Rx – 18 hours of CME, mastering digital strategies for advancing your career, building your business, and growing your professional brand
TRANSCRIPT: Episode 116 – Answering Listener Questions
Hey, all, today I’m doing a different kind of podcast. I’m going to be answering questions that came in from a webinar that I did recently, that was on the topic of where and how to find physician jobs in industry, regardless of your specialty, regardless of where you live.
Because, you know, I’ve heard this all the time, people saying things like, I never see job postings for, you know, and then fill in the blank, whatever my specialty is. And I can relate. I’m an anesthesiologist, and I very, very rarely ever see job postings, specifically asking for an anesthesiologist.
And yet most of the roles that I have held within industry have not been for anesthesiologists, as a lot of my listeners know, in one case, they were looking for a pulmonologist and in another case, for an infectious disease expert. And so this is not a requirement.
And people have also asked, you know, about where they live. And now, I think the whole world of remote work in pharma and medical device, which already existed before COVID, really exploded, I mean, got huge and COVID, especially for people who, you know, were not in manufacturing and didn’t need to physically be there.
Literally, everybody worked from home, and did very, very little travel for years. And so all of these companies know that we can be successful in that model. And some of them do, though, want more people back in the office. So there were remote roles before COVID, there have been an increase in the acceptance and the understanding of remote or at least hybrid roles.
And while there’s a little bit of a shift towards these, you know, some FaceTime going back into the office for people who are our office based, this is still extraordinarily variable, by company and by function and by role, and in many cases is up for negotiation. But the main thing I think to keep in mind is that it’s very often not necessary to live near the headquarters office of a company in order to work there.
The other thing to keep in mind is just like your clinical job, if you found an amazing job that had all of the right things for you in terms of your personal fulfillment, the kind of work that you want to do your compensation, et cetera, et cetera, et cetera, you may well relocate.
So you know, it’s the same as if you wanted to work in a different clinical type of job, right? People often move for jobs. So while that’s not necessary, it is something to keep in mind. And then the other piece is most of these big companies are international. So they’ve got offices, yes, in the United States, but also in many other countries.
So you know, when you think about it, if they’re employing people, in many countries, and in multiple cities throughout the United States, then there’s probably an opportunity. I mean, that’s why it’s so easy to accommodate hybrid and remote types of roles, doesn’t mean that you’re never traveling.
But I wanted to get that just out of the way that there’s really no limitation based upon where you live, or what specialty you have, in general, for the opportunity for you to change your career.
Now for a specific job, right, if you have your heart set on a single job posting that you have found, now that one job may not be available to you, if they want someone in person and you want to be remote, or they want someone in a certain specialty, and that’s like their number one criteria, and it’s not your specialty, you may not be able to get that one.
And I do have another podcast, I think where we’ve talked about things that are deal breakers, like sometimes for a specific job, but definitely not for the broader concept of can you transition your career into medical device, biotech, Pharma?
I mean, the answer is absolutely yes. Regardless of specialty, where you live and so forth, it may be a role to varying degrees, depending upon a specific job. So that was question number one, I guess I just launched right in. That’s the answer to one of the questions that came in.
And now I’m just going to go down and, and respond to not every single question that came in, but to a lot of the questions that came that are the same or have the same theme. And so I’ve sort of consolidated them together. So if you’re on the webinar, this might sound familiar to you like why that was my question.
But it may have also been the question of, of many other people. I’m not giving away I don’t think anything in doing so. And even if you weren’t on the webinar, then you may still have the same questions.
The disclaimer that I have to give and I said it right up front in the webinar in the email about the webinar. And I’ll say it again, right now. These are very big questions, y’all are asking these and I get asked them all the time, by the way in email, and DMS and stuff from social media, there’s no way to answer these questions that way.
Like the kind of question that is thorough enough to really give you the information to be extremely actionable, literally cannot be answered in a DM or in a, you know, a quick email, or, or, frankly, on this podcast episode. So I’m gonna give you kind of the Cliff’s Notes version. And so bear with me, because I’m going to tell you, where you can find more information on these questions.
A lot of times the answer is going to be it’s in my course, Industry Insider. Why? Because I obviously created the course because everyone has the same questions. And it’s like, more than eight hours, I think it may be more than 10 hours of content.
Now, it just keeps growing. It’s also the reason I have the podcast, of course, everybody has the same questions. And the answers are not short. And they require you to like to listen to a lot of stuff digested, take some actions, you know, do some work, do some practice.
I mean, there’s not a magic silver bullet here. So bear with me when I give you the short answer, and then also tell you where we dive into it more? Or if I haven’t, and then maybe I’ll make it a topic of something new. All right. I already addressed the question about your specialty and about geography.
Okay, here’s a really broad one. What is the difference between a CV and an industry resume? I do have multiple podcast episodes on this. I even have some Facebook videos on it, if you want to go to my page, it is an entire module within Industry Insider. The difference between a CV and an industry resume is at its core, is that a CV is a laundry list of every single thing that you’ve ever done.
And it’s in the format that your institution wants it. And that’s what they use for promotion, tenure. And that kind of review. An industry resume is a marketing document, it does not need to contain every single thing that you’ve ever done. And in fact, that’s not helpful.
What you want to do is to highlight the skills and the capabilities of the experiences, right the things that you have done, and that you have achieved, that are most relevant to the specific job you want. And so that’s the core difference.
Creating it is obviously a much bigger project, right? Because you have to decide, well, what are the skills? What are the experiences? What are the capabilities that matter to the companies and you need to first of all understand the companies and the kind of jobs that you want, before you know the answer to that.
And then you need to look back at yourself and say, Well, what have I done, and then you need to translate it, because remember that most of the time, people who are reading your resume are not.
Many of them are not physicians, and definitely they haven’t worked side by side with you for the number of years that you’ve worked. So the things that you think are really relevant, might well be relevant, but they may not sound relevant on paper, if you don’t write it in the correct way, where it really connects the dots and translates what you’ve done in the language of the job that you are seeking. So that’s the core difference.
Okay. And actually, that’s questions one and two, because the second question that I was going to answer is how do you make an industry resume that gets results, you make an industry resume that gets results by doing exactly what I just said, first, you understand the kind of job that you want.
And if you’re pursuing more than one kind, that’s fine. So for example, in pharma, many people look at medical affairs and clinical development, and Pharmacovigilance. And those are three very, very different things.
They care about different sets of skills. And you may have skills that are applicable to all of them. But you may want to have three different resumes that really focus on the specific kinds of skills for those specific kinds of jobs.
And then even more so when you find a job posting. And this is the part that people don’t want to do, because it’s the part that’s work. And like toplevel or, you know, the people who get the jobs, for the most part are the people who do the work. Yes, some people get lucky. But I mean, if you’re listening to this, you’re probably not one of those people or you haven’t been that person yet.
So you have to do the work and that means that not only do you have the right resume for the right type of job, but also that you personalize it specifically for the actual job posting. A lot of times these are little tweaks in terms of emphasizing a certain skill over another or maybe even replacing words with a different synonym.
We get into this very much in industry insider, it’s, it is really, really important. because you will get filtered out within seconds, first by a computer that doesn’t know you at all. And if the words aren’t right out you go, and second by a human resources person who is not a physician.
And again, if the words don’t appear right to that person of what they know, they’re, the hiring manager that they’re working for is looking for, then out, you go, like, you’re never even going to make it to the desk of the decision maker.
And when you make it to the desk of the decision maker, there’s still many more hurdles to go through. Right, you still have to stand out among the applications on those pile, and then you have to do really well in an interview. So the be all end all. I mean, you cannot just make a resume and just start wildly submitting it that is really unlikely to get results.
It’s not impossible, I suppose. But that’s the outlier, I wouldn’t recommend it as a strategy. Okay, the next question that people have asked, because the webinar was all about how to find the companies and the people, right, so how to find the jobs within your specialty?
How do we find them, and I gave at least 11 strategies on how to do that in that webinar. But so people who are leaving the webinar, then therefore have a big list or spreadsheet of all these different places that actually are places they may have not thought of before that hire physicians just like them to do the kind of work that they want to do.
So then the question is, great. So you’ve got this list? How do you reach out to the companies or to the people? And then the follow up question to that is like, what do you say? So again, this is also an entire hour plus long module in Industry Insider, the approach for how to reach out to these folks what to say, in order to hopefully get them to be interested in speaking to you because not everybody will because they’re busy.
And then what to say once you have them on the phone. And a follow on question that someone literally wrote is, what do I say? Do I just tell them that I’m interested in a job with that company?
I mean, almost always, the answer to that is no, we’re not calling up these people to say I’m interested in a job in your company. For the most part, what you are trying to do is establish relationships. This is basic networking, establishing relationships, getting to know them a little bit, getting them to know you a little bit.
So that the next step or possibly the third step, is then to say, hey, I’m interested in a job in this kind of industry, will you talk to me about it, or to if there is a job that’s live that they’re looking for right now, to be able then to express your interest in that job, and maybe they can help you but nobody wants. I mean, when a person does not know you, they have really no vested interest in wanting to help you get a job.
When it takes away from their own job, I mean, they have a day job, right, they have a job, I’m not talking about recruiters here that’s separate. Their job is of course, to work with you to fill roles within the company.
So they do want to get you a job, or they want to get jobs filled anyway. But for all of the other people that you’re trying to kind of leverage and build relationships and network with, many of them are very, very interested in helping you.
But what they’re not interested in doing is having you reach out cold and say, hey, I’m interested in a job in your company, can you recommend me or put my resume forward because they don’t know you, they don’t know anything about you, they don’t know if you’re going to look like a strong candidate or not.
And when they put your resume forward, it seems like it’s coming kind of with an endorsement from them. So I’m not saying nobody will do this for you. But it is very, very likely to be effective. To have somebody you know that doesn’t know you and may not feel comfortable, really advocating on your behalf.
And also it’s much, much more effective if they do know you a little bit and they and they like you and think you’re a strong candidate, because then they can say to whoever’s the hiring manager, Hey, be on the lookout for the application from so and so they’re you know, they’re they be new to industry, they may be a non traditional candidate, but they have this strength, that strength, the other strength, and I think they would really be great, right?
You want someone to be able to advocate for you. So, again, an entire module with an industry insider of how do you get these people to get back to you in the first place? So you can have these conversations. And when you’re having the conversations, what you say because it is not, hey, I want a job.
But then eventually, when you do want a job, how do you help those people? How do you leverage the people that you have met? In order for them to feel not only comfortable but effective in wanting to help you? Okay.
All right, what kind of jobs are available for your specialty? I’m going to skip that because this one actually came in. You know, I guess I’d asked an opening question in the webinar.
You know, what are you most hoping to hear today and this basically was one of the top ones that came in right away, which I guess is not surprising, because that was the title of the webinar that said I was going to show people what kinds of jobs are available regardless of their specialty.
So that’s in the webinar, I’m not going to cover it in this podcast. So for those of you who attended, I sure hope you felt your question was answered later in the body of the webinar. And if you did not, please go back and listen to the replay again, because that’s exactly what we covered. I’m gonna give you more than 10 ways to find the kinds of jobs available for your specialty.
Okay, next question, what kind of money can you expect to make in industry? This one, I think I’ve covered a handful of times in different ways we do cover again, we cover it in Industry Insider, not only in terms of what kind of money you can expect to make, but also what kind of financial compensation structure they have so that you know how to negotiate a job offer because it’s very, very different from clinical medicine, where you basically have a salary, or where you have compensation that’s tied to, you know, the the number of patients that you see your procedures that you do, I mean, this is just extremely different.
But in general, you know, what kind of money can you expect to make in industry, if you’re taking an entry level physician job, in a major pharmaceutical or medical device company, you can expect to have compensation, I think that is roughly around the 300 mark.
Now, some will make much more. I mean, I do know people who their very first job was closer to the 450 mark. And I know people who have taken jobs that are either smaller companies or at CROs or other things that are sort of pharma adjacent right there, they’re relevant, but it’s not a big pharma company in and of itself are big medical device company.
And their compensation is sort of like more like mid to hundreds. And, of course, this always changes, right, the market changes, inflation changes. And it varies, it varies by the company, and it varies by the exact job that you’re taking. But generally speaking, this is a broad generalization of entry level. Why is this important?
Because I know that when you look on Glassdoor, or LinkedIn or whatever else, that says something like the average salary is, you know, like $89,000. I mean, I don’t know where those numbers are coming from. But those are, they have absolutely no resemblance to the reality of what physicians are making in these industry jobs.
So you will not be homeless, you will likely be able to pay your bills, you know, if you are in primary care, you will likely make more money right off the bat. If you’re in a you know, a specialty that’s very procedurally oriented, surgically oriented, you may take a little bit of a hit on pay initially.
But the other thing to remember is that it’s entry level, right? So you’re going from what is probably the top I mean, after you finish residency, and you go out there and you start working as an attending, within a few short years, you’re sort of at the top of your salary, you know, some people have the kind of job where you could work more to make more etc.
But like, you know, your earnings are, you’re not on some kind of a ladder, where you move up rungs, where you have substantial changes in your compensation.
But when you move into industry in that entry level, that is the very bottom, and there’s a lot of room for advancement, a lot of room for advancement, and so many people then will proceed to make considerably more than that into the high six figures and some into the sevens. Now, obviously, not everybody is going to make that.
So I’m not trying to make a guarantee that you’re going to have a seven figure job. But in just about every company that there is, there is at least one physician, if not multiple, that is making seven figures there.
So I’m just describing for you a trajectory, right? When we talk about how much am I going to make only you know what your financial needs are, there is a big difference.
And again, we covered this in Industry Insider too, in terms of cash flow versus how much of your compensation is literally money in a paycheck versus how much of it is money in a paycheck. But that is an annual bonus versus how much of it is stock or stock options, etc. So there’s a lot of differences in the way in which you are compensated.
And some of it does have a cash flow impact for that first year. But in any case, what we talk about will cover that. I think for me anyway, what I think of as the bottom line is, you’re going to make a lot more than you think. And you may well be even or make more than what you’re making today. And you definitely have the potential to earn considerably more than that if this is the right career for you, and you excel at it and you move up.
Okay, moving on. I’ve got a lot of people who are saying I have 10 years, I’ve got 20 years, I’ve got all of this clinical experience or I have this other degree of MBA, I have an MPH I have this certification, I have that certification. So I’m grouping these all together of people who have boatloads of years of clinical experience as well as all kinds of other degrees and certifications.
And they’re all saying, “Why is it so hard? This has not made a difference.” Yes, I know, we talked about this in industry insider as well, you know, the number of clinical years of experience, they’re not hiring you to take care of patients.
So again, depending upon the job, I mean, some jobs definitely want you to have had some clinical experience in the specialty and then that’s important to them.
Some of them just want you to have had clinical experience in some specialty, because the transferable skills of the kind of medical thinking and so forth, is important.
But for the most part, the number of I mean, they hire people out of medical school who have no clinical experience besides like third and fourth year, they hire people out of residency, mid residency, or end residency who have pretty limited, I guess, I mean, I still view that as valuable clinical experience, but they haven’t been an attending, right?
People are hired all the time, who are international medical graduates who may have had clinical experience outside the United States, or maybe have not, and either way, don’t have any within the US. So your amount of clinical experience is not really I mean, that’s not what they’re actually looking for.
So it’s not the selling point that you may think, it is that the selling point that you have, is within that experience, the transferable skills that you have no doubt accumulated within that time. But it’s not the clinical experience. So the problem is you don’t know how to describe what you know how to do in a language that matters to the company.
And similarly, these other degrees and certifications that you may have, also it doesn’t make a difference, because that’s not what they’re hiring you to do. So even if you have an MBA, I mean, that’s all that you don’t need for these kinds of jobs. You know, you really don’t, it’s not, it’s not a requirement.
And there’s a technique that I that I teach in where you go into some of these company websites and job boards, and you find not, not the open positions, but the positions that are filled by the people who are currently working there in the kinds of roles in which you might want to be working either immediately or eventually, depending upon whether it’s entry level or not.
And you will see that almost none of them have these kinds of additional degrees or certifications, because it’s not actually the selling point that matters. Now there are things about having obtained them, that might be a selling point that matters.
But again, it’s a matter of figuring out how to pull it out? What does matter? How do I understand what matters, and then pull out what matters from what I have?
It’s not like a CV where you can just rattle off your credentials, and people are like, ooh, ah, no, it’s just not like that. It’s not like that at all. Okay, next question. tips for creating a LinkedIn profile that will get results. This is very similar to the question about, “How do you make a resume that will get results?”
And so I’m going to, I’m going to mostly leave it at that other than to say, as you know, if you’re listening to this podcast, I do have multiple episodes about LinkedIn.
And we do talk about it, again, an entire module, like a whole hour plus, on how to do this in industry insider, I think it’s really, really important. So I’m just going to linger on LinkedIn for a second. Because unlike, I mean, you can get information on a lot of websites, Glassdoor on the company websites, and so forth.
But LinkedIn is a place where people come to see you. So this is where you can kind of reverse engineer and you can catch the attention of recruiters and you can catch the attention of the companies that you’re interested in. And I have some very specific strategies for how to go about doing that.
But guess what, once you’ve caught their attention, and they come on over to your LinkedIn profile, if they don’t see something that is compelling, they will leave immediately. So you know, you’ve you’ve it’s important that your LinkedIn profile contains the right information, just like your resume that speaks the language of the industry and of the job that you’re interested in. So that it’s a really clear, winning connection for someone who is not an expert.
And I say all the time only you know, you write you’re the best person at telling your professional story. You’re the one who knows what you know how to do. Nobody else knows that. And especially someone who does not know you doesn’t work with you and doesn’t even work in medicine.
The things that you think are sort of self evident like this, this says a lot about my leadership, or this says a lot about my reputation within the community, or this says a lot about my speaking ability or what are the things that you think are obvious or not obvious in the way that you’re writing them on your CV.
And so we have to do it a different way in the resume. You have to do it a different way in your LinkedIn profile. And if you do that, then you can go about attracting people on LinkedIn and they will come and find you which is a great way to get a job right?
When they come to you, when they come to you, they’ve got to see something that is interesting, because if what they see is either a bare bones nothing, or a profile that looks like I’m a clinical Doctor Who does clinical work, that’s not who they’re looking to hire. So they’re going to leave. Okay.
The final question that I’m going to address right here is an because I do have actually, I think, a full, at least one, maybe two podcast episodes on this topic as well. I’m applying online, but I’m getting rejected, like, essentially right away, within hours, or within 24 hours, like some very, very, very short period of time, you know, I’m not getting interviews, I’m not getting meaningful feedback. And does this mean I’m not qualified, and I should give up?
Absolutely not what this means is you’re getting screened out by a computer. That’s what it means. It means literally, nobody is looking at your resume at all. And the words that they are looking for, to be in your resume aren’t in it.
And so that, you know, they have some kind of timed automated rejection, that is rejecting you automatically, without giving you any actual real consideration. And it probably isn’t giving you any feedback either.
And it just says something generic, like, you know, we appreciate your interest at this time, we’ve decided to pursue other candidates who more closely match our requirements. And you know, good luck to you. And then they often will invite you to keep applying right?
If you’re because you know, they don’t want to be off putting. And if you do have strong talent, they want you in the company. But again, this is a computer. So it does not mean you’re not qualified.
So don’t don’t internalize it, don’t take it personally, it definitely does not mean you should give up, that breaks my heart like No, no, no, no, no, what it means is, you’re not prepared, right? You’re You’re essentially and I mean this in a supportive way, you are essentially wasting your time, by applying to a bunch of jobs without having done the groundwork that’s required for your resume to be successful.
Not only do you not have somebody to give it to who will advocate on your behalf, therefore sort of avoiding having to apply in the automated portal. So I mean, that’s, that’s the ideal situation, right?
And you can, you can create that out of thin air, you today who don’t have that at all can absolutely make that I’ve helped so many people make that this is not a hard thing to do, it requires a little bit of effort, not a hard thing to do.
But so not only do you not have anybody who is advocating for you on the inside, even just a little bit, but you also just literally don’t even have the documents that can get past the computer. So it’s a waste of time.
And, you know, and that’s why when people say, Oh, well, you know, the secret to getting a job is you just have to apply to as many jobs as possible.
You know, the sentiment there, yeah, I get that, like, you’ve got to kind of keep at it, if you’re not having success, you can’t give up, keep on going, it will work out eventually. I mean, I do think that that’s true.
But it is going to work out a lot faster, you know much more quickly. If you have the right strategies in place, and you have the right documentation and the right language and the right network and all that stuff that you can literally build out of thin air, you don’t have it today, you don’t need any of it today, I can help you to make it we make it an Industry Insider. If you are getting those kinds of rejections, that’s the problem. That’s the problem.
And so you’re wasting your time. And I would recommend that you stop just applying wildly everywhere and start getting your stuff in shape is much more likely to be successful, and then go back to applying everywhere, right? And I’m not saying you don’t need to apply to a lot of places, you may well have to some people get a lot luckier than that. And sometimes the luckier are just the better match.
Sometimes they’re just much, much more prepared. But just wildly applying is a waste of time, if what you’re getting are these sort of auto rejections that happen really quickly. The other flip side to this is if you are getting some interviews, but you’re just not getting the job. I mean, that’s actually great news.
First of all, you’re getting some practice at interviewing. Second of all, it means that your resume is not terrible. Like maybe we can make it better.
But it’s at least getting past some of these computers and then human screeners to the desk of the hiring manager who’s taking an interest in you. We’ve got to do something about how you’re showing up in the interview. What are you saying or not saying that is making it not work out.
Now again, for any given job, it may well be that there’s literally like one thing that they need that you don’t have, even though you have a lot of other amazing things. And for them, the priority is the one thing and you don’t have that thing.
And so that job’s not going to work out. So that could be true for job A and a different thing could be true for job B. If you’ve applied to like, if you had a dozen interviews and you’re not getting the job, we got to work on how you’re showing up in the interview.
There is, again, I’m talking about an Industry Insider for its own standalone module. Absolutely. And as I’ve mentioned to people before, I really do almost no one-on-one coaching, because I don’t have the time. Because for this webinar in question, more than 700 people signed up, and I had 500 seats in the platform software.
And more people showed up, I mean, people didn’t, weren’t able to get in, because and I did not expect that at all more people signed up, and I even had space for and this is a paid program, right? So I picked what I thought was a pretty generous number of seats.
Anyway, I don’t have time to do the one on one coaching with you to tell you the exact same stuff that’s in the course, once you’ve taken it. If then you have a specific question like, Hey, I’ve taken this, I’ve applied this, I’ve done this, and then this specific thing is happening to me, then we can have a conversation.
And I’m more than happy to do coaching for my graduates who have like specific situations. So I’m there to help you. It’s not like you’re totally on your own. And that’s it. The course is on demand. Yes, it will be you know, it’s information. But it’s not just to be watched, it’s to be watched and then implemented in this, there’s stuff to do, it gives you 12 hours of ama category one CME credits.
So I mean, not only is it really legit information, but it’s credited for 12 CME credits, the real kind, not that you know, the kinds of count, very, very solid course, almost all of your questions are going to be addressed in there.
Many, many, many of my students have jobs, just from the course sometimes before they’re even done with the course. I’m not trying to make a mean, you know, I’m not saying that’s the average, right? People take the course. And three days later, they have a job. But that’s not that’s not what I’m saying.
But my course gets people results, it gets them in an absolute framework that they know what to do with. And if you take the course and you still have questions, and there’s something really specific that you’re struggling with, then then I’ll make exceptions, because that really cuts down a lot of the number of people who want and need coaching. And of course, the course is a lot more economical than coaching.
So I’m thinking of you in that regard, right? I mean, if you paid me to spend 12 hours and tell you everything that you could just watch on demand, I mean, that would drain your bank account.
The webinars, and the course does not, it’s really, really an increase. It’s a very modest price. So in any case, all of these questions are answered in detail in that course, a lot of them are answered at least a little bit on the podcast.
I don’t think that the podcast is as thorough and it’s certainly not in the stepwise fashion, right? Podcasts tend to jump all around this week. It’s one thing that we get something else, the course is very sequential. It’s very much like start here, apply this, then then take that and do the next thing. And it’s absolutely sequential. It’s like a blueprint. It’s a roadmap, it’s the way to get things done in a way that is stepwise and makes sense and teaches you how to do it much, much more so than the podcast. But the podcast has a huge amount of information I know.
So anyway, this is for you all who listened to the webinar. For those of you who did not listen to the webinar, or you didn’t register for the webinar, or you didn’t know about the webinar. I’m sorry to hear that.
And, you know, come check out Industry Insider, because everybody who’s in that course will also have all the information from the webinar, as well as all the other stuff that’s in there and you get lifetime access. It never goes away.
So if you’re like yeah, I don’t I’m not gonna have time to do this until three months from now. That’s fine. I mean, just go ahead and sign up. Don’t forget, because then you lose momentum, and then you never get around to it. And when you don’t get around to it, then you don’t get a career change.
So you go ahead and sign up, and I’m never gonna take it away from you. That anyway, that’s it. That’s what I, that’s what I promised to deliver, I’ll be sending this out specifically to people who attended the webinar, I’m just going to go ahead and also publish it, though on the regular podcast.
In case this is helpful to people, because it is sort of cliffnotes like, you know, rapid fire answers to questions that are on basically everybody’s mind. It’s not the complete answer, because I don’t have time to do that today.
But I have just spent a really pretty good amount of time, right, more than half an hour coming up. Maybe even closer to 40 minutes now, on this podcast, with answers to those questions, also letting you know that I have additional podcast episodes that touch on some of these things.
But really, most importantly, if you are serious, you know, take a moment to really reflect on the process you’ve been using. If it is not working for you, there is something that we can change about what you’re doing. And how to do that is in the course, almost everyone who takes the course when I get that and of course feedback.
In order for them to go get CME. I asked, you know, was there anything that kept you like that you have reservations about the course? And how do you feel about those things now, and everybody says the same thing, right?
I was afraid that I would spend money and not get value, I was afraid that it wouldn’t work for me, I was afraid that you know that it wouldn’t be specific enough to my situation. I have yet to have anybody, zero people ever.
And so if you’re doing this, don’t, don’t troll me and submit an evaluation just just for that at the end of the course.
But nobody ever has said that those fears came true. In fact, people have said, “this was an amazing deal, I could charge 500 times more than this, they would still be worthwhile.”
This is something that absolutely helped them not only to get a job, but to think about themselves in a totally different way, think about their career possibilities in a totally different way to be able to approach things from a place of confidence.
And you know, in taking charge rather than from a place of scarcity, and uncertainty and, and self doubt. And everyone has said they were able to apply it to their specialty, it was well worth their time and their money, and that they would absolutely recommend it to colleagues.
So those are the evaluations that I’ve got and being honest about them. Some of them are on my website, some of them are just sitting in my CME folder.
I make no guarantees, because it depends upon the work that you do. But man, I’m telling you, if you will do the work, you will get results. I am very, very confident of that. I know how this works.
And the more years that I’ve spent in industry, which is coming up on seven now, the more I know about how this works, because the more I myself have been involved in the hiring process because I hire people and I help other people hire people.
I know how it works, I can help you. If you want to do it, you can do it. If it’s not working out so far today. You’re just not doing it right. And that’s okay. Nobody’s taught you how to do it yet, but I will.
So come on over, check it out. It’s in the shownotes Industry Insider. Also be sure you’re on the email list so that when I do have free webinars like this, you get them but again, the content of the webinar if you missed it is going to be in Industry Insider as one of the bonus modules as well.
So I do that with all of the webinars so you won’t miss a thing. Okay, that’s it for today. I’ll see you guys next time. Bye for now.
Before you go, please leave me a review on Apple Podcasts, share and subscribe to this podcast. Your support makes all the difference and it truly helps this information reach someone who may really need it. Until next time, thanks for listening.