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By Root 621 0

Your playing small doesn’t serve the world. We were born to make manifest the glory of God that is within us. It’s not just in some of us; it’s in everyone. And as we let our own light shine, we unconsciously give other people permission to do the same. As we are liberated from our own fear, our presence automatically liberates others.

—MARIANNE WILLIAMSON

You are on the frontlines of a war—the war for talent. The first 100 days at your new posting will determine your success. Hold nothing back. Give your new employer all of you. Then . . . keep a watchful eye on your horizon.

Success in the global economy requires speed, innovation, and, most importantly people—bold, passionate, unique individuals who bring the right skills and attitude to a situation at the right time. People like you.

Praill and Zander landed 18 interviews, got 11 call backs, and received 7 job offers from choice companies . . . NEVER HAVING READ A NEWSPAPER, SURFED A JOB BOARD, GONE TO A NETWORKING EVENT, OR SPENT A PENNY ON CAREER COUNSELORS . . . and the offers just keep on coming! Once you set yourself up to be found on the Web, opportunities will come to you.

Today, Allan and Darryl have both been headhunted a number of times. As true guerrillas they understand better than anyone how to position and market their skills, to search the world, cold-call prospects, get their attention, raise their proposition above the background noise, and to keep at it tenaciously for however long it takes—be it weeks or months—and be intelligent enough to present their skill set in creative new lights until the persuasion works.

Keep Jay and I informed—E-mail your guerrilla stories to me at dperry@perrymartel.com and let me know if we can share your success with other guerrillas.

Remember, in a dog-eat-dog economy the guerrilla is king!

Bonuses

Free Resources only for Readers of this Book (Over $250 Value) . . .

To help you get hired even faster using this book, there is a collection of

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waiting for you at

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Appendix 1

Call Logs

Appendix 2

eXtremeTMMakeover Resume Samples

Appendix 3

Compensation Checklist

Often a new employer cannot place a new employee and dependents on medical insurance for a given period of time ranging from 30 days or longer. In such cases,you may be eligible for Consolidated Omnibus Budget Reconciliation Act (COBRA). Although you are no longer at the last employer, you may be eligible to receive continuation of the same coverage at a group rate, except that the premiums come out of your pocket. So, it still is a heavy monthly expense.You may be able to have your new employer “bridge” the cost under COBRA. In other words, pay your premium until you can be placed on their policy. To learn more about COBRA, visit www.cobrainsurance.com.

** Tuition forgiveness-depending on the shortage of a particular skill set (healthcare professionals, high-level security clearances, and high-demand management and executive people are three examples). It’s negotiable at all levels. Skill set shortage really drives the deal; what’s hot today may not be tomorrow.

Valuing the Deal

Valuing the deal is as simple as seeing how the new offer compares to the old. Add up the two columns and see how you’re doing. The value is in the total amount from the first five sections. The section on “severance” is career insurance and shouldn’t be factored into the package. While in some cases your salary may only have gone up say,10%, the value of your benefits may have soared by 50% to 100% or more. At the end of the day it’s as much about purchasing power as it is about how