The following is a presentation of TFNN, the Tiger Technician Hour with your host, Hazel Chapman. Call now. Call free at 1-877-927-6648. Good morning everyone. What you're looking at right here is the, this is the Tiger Nation's Hour on this Wednesday, the third of April. We're looking at the E-mini having a big spike. We're doing the single leg up in the 10 minute chart. Something's going on. I wasn't sure what it was, but that was at 10 o'clock. Nice, very nice move up. And one of the things that I consider to be really important here and what I said to subscribers from opening call, why we haven't been aggressively short, we did miss a fantastic short yesterday because of my newsletter didn't go out like I thought it did and my email was down. You can get all the messages saying, hey, where's the newsletter? Anyway, that's just the way things go. But this is really fascinating to me. Let me go through this once again. I know it sounds like, oh my God, are you going to say that again? Yes, because this is my indicator of last resort. Remember the one that says, all the other technicals might fail, but as long as 914 is positive, don't get too aggressive about shorting or changing the position that you have from long to short or whatever it is. In this particular case, I'm just thinking maybe I won't have the unbalanced volume because that's very, and one of the reasons why I make a big deal about how you use indicators is that each indicator has its own special and unique priorities, positives and negatives. So have a look at this. Since the Dow crossed positive back on the 3rd of November, that green line, no matter how many times the market has pulled back, that green line has remained, this is the 9-prim moving average over the 14, unbelievable. Every one of those dips, the market didn't, although the Dow pulled back, that green line stayed green and didn't turn pink. And even, yeah, we were so close, and even today we're still so close. And, yeah, we haven't, this is the first time in a while that you've got the direction of the green line being moving average going together down with the black, and yet there's this big move up. Now it's up 94 cents. Have a look at this, S&P. S&P right now is trading up $13,000 to $52,000, $18,000. From the moment it crossed about November 7th or 9th of last year, it's being green. It's not even gotten closer once it got close to turning negative. This is the S&P daily. So it's still positive. Look at the, let me go to the QQQ. QQQ is up 29 cents at 441.37. It is so close to turning negative. It was like that before, and it hasn't done it. So it got saved by whatever the news was at 10 o'clock this morning. However, that doesn't mean to say that there's a guarantee that we are going to turn down just yet. Everything about the look, everything about it visually, not mathematically, but visually says, hmm, we are really close to that QQQ NDX100 trading vehicle turning negative, but it hasn't yet. IWM Russell 2000. This one has occasionally since the low of October the 27th, the Russell 2000, went positive in the 9-period moving average about the 7th of November. And then periodically we've gone sideways, turned negative pink, gone green, then pink, then green. Not for very long was it pink. And now it's on its way to turning down, but getting another big test of whether it's going to turn pink. I think it's going to turn pink by next week, but we haven't got that yet. Let's look at the SMHs. The semiconductor is now up 19 cents at 225.20. That 9-period moving average is holding really nicely. The price hasn't even gone over the last few days, gone underneath the black 40-period moving average, holding well. This is going to be a video, has pulled back quite a bit more, but it's still up $1.90 at $8.96. Let's look at Avagio. That's Broadcom. Took Avagio, AVGO. They still keep the same mnemonic. Here we go. Look, pink and then it turned green and now it's still green. Oh, I have to tell you this is so, so fascinating. Okay. Now, enough with that. Let's just get out of there. Let's go to something. Oh, shouldn't have done that, huh? I want to go back. I wanted to see gold. Now, look what happened with gold. Gold turned positive back in March. I think it was the first or third of March. No, the 28th of February turned positive green and now it's sharply higher, sharply higher. It's a little extended at $2.297, up 15 cents. But that doesn't mean to say it needs to do anything. Even to get gold to go negative with that nine-period moving average crossing under the 14 to go pink. Oh, you'd have to see gold trading. Can't just slide there, but it has to trade under $21.50. It's at $21.97, $22.97 right now. Don't forget Tom's got his special going on right now. And that's, you know, this is perfect timing. So here we go. Oh, there it is. Thank you, flesh and the dead. Breaking. More years macro data release. ISM non-manufacturing PMI March 51.4 versus 52.8. Oh, estimated previously was 52.6. So it is weaker than the estimate and weaker than the actual of last month. These things keep getting changed. ISM non-manufacturing prices 53.4. What was the difference? ISM non-manufacturing. Oh, as of, yeah. So that is 50.4 versus 58.4. So, okay. What's that doing to bonds? So now let's look at this, the TLT. The TLT is trading down 63 cents at 91.42 below the 9201 load of February. It's in leg C to the downside. The 9-period moving average has, well, we've got to wait until Friday's closed at 4 o'clock. But right now it's turned pink. That's a negative sign with a negative red candle. And that monthly charge just says higher highs, higher lows, making your generation. You keep taking out the left side low. Let's see if the actual low of right here of October of 2023 of 82.4. 82.42 is taken out. Oh, it's right there. 82.42. At this point, let's go one step at a time. The next level is 90. So if it closes under 90, that's a problem. Okay. Now, what did I want you to do? I want you to do this. Oh, I had a question. So, actually, a number of questions. But this one I thought was fascinating because I've been talking about it for a while. And I just lost my earphone. Let me just get that back in there. Hi, my little, can you look at UEC for a long stock held up yesterday during the sell-off? And there are a few catalysts. The big tech providers are starting to consider small nuclear reactors to power UEC's uranium energy corporation. I'll get to it in a moment. And consider small nuclear reactors to power the data centers for AI and other workloads. UEC has an AMOU with TeraPower. I don't know what an AMOU is, but it looks pretty capitalized here. AMOU with TeraPower. Full nuclear stock, ALCC. The Diamondback Energy is considering using to power the shale drawing. Yes, Jason. Hey, I'll be looking at this in a moment. But you know what? It's really much higher than that. I'll be back. Puzzle, chap, the technicians are. Visit the front page of TFNN.com, TFNN Educating Investors. In the world of trading, only a few names stand out like Larry Pesavento, a pros pro with over 50 years of experience. Larry has seen it all. A former Chicago mercantile exchange member, Larry has authored 10 books and trained over 1,000 traders with his unmatched expertise. Introducing Fibonacci 24-7, Larry Pesavento's daily trading service that turns the complexity of markets into opportunities. 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For a limited time, you can save 35% off the monthly price for as long as you subscribe. 35% savings will be applied to the current monthly price, and it will stay with your subscription forever. With gold pushing all-time high, as gold equities trading higher, and inflation still raging, this is a great time to try my newsletter, the Gold Report. First-time subscribers get a 30-day money-back guarantee, so you have nothing to risk. Just enter promo code 22yearsatcheckout, and you'll see that 35% savings applied to your subscription price, and this deal will stay with your subscription for as long as you subscribe. Don't forget, just enter promo code 22yearsatcheckout. There's no cash or added costs when you join our Community of Traders. Sign up today and become a part of this educational community of traders. Just visit the front page of TFNN.com. Toll-free at 1-877-927-6648. Internationally at<PHONE_NUMBER>. Hi folks, we're back. We're looking at the Dow up 88, big spurts to the upside, and they kind of gives it back. We'll see what's happening here. The estimate is up 50. Now let's get to this. So UEC's Uranium Energy Core, we're long, excuse me, we are long from August of last year, 364, we're taking little bits off. I wanted to get back in and I said, this could be the surprise. And I spoke about it yesterday. Dana asked me about Uranium Core. No, it was a Tiger YouTube, I believe. So this is what we're looking at. UEC is up 40 cents, 7.62. I've been wanting to add to our position, we're taking a little bit off. I wanted to add a nice little bit to it. And I said today to subscribers, we want to add, but I wanted a little dip. At that point it was only up a few cents pre-market. So I thought, oh, a little dip and then we'll get in. Because it's an add-on. I didn't want to add on at a higher price. And then of course the average just was messy. Well, we missed that. And one of the reasons is I've been talking about this. Remember I just spent a moment talking about that nine period, nine 14. This is one of the most unbelievable indicators I've ever come across. Tactical tools. Of course, I don't know if I would use it correctly, but when I use it correctly, it's fabulous. Now, what I had spoken about months ago, I said, as far as I'm concerned, UEC, let me just for the moment, go to our uranium. That's the, oh, did I just type it into the den? All right, I'll be back here. There we go. Let me go to URNM, uranium. Okay, this is Sprott, uranium minus ETF uranium. It's at a peak C in the monthly chart. And I said, I believe that we're going to go to a leg D, probably into the 60s. If I'm correct about the whole action of 2024, that there will be higher highs to come, and that we might want to add to it, and this could be the surprise of the year where no one's really talking about, even now no one's really talking about uranium, except Jason just sent this to me and a couple of other people, because look, the nine period moving average in the weekly was so close to turning down. Now, this is one of the reasons why I practice and I trade the E-minis over and over and over, because I'm trying to practice these particular moves so that it becomes almost a second nature of identifying them and hopefully using them and hopefully getting in at the right time. It doesn't happen with everything, but this is what I like to look at. When the price goes underneath, sharply underneath the 40 period moving average, especially for a period of time, and yet the nine period moving average uses to go pink, it holds. It means the next time that the price goes above that level, it's like a spring-loaded move. It doesn't say, oh, it's going to be all the way quickly to the, it does often, but it doesn't say it has to go to the previous high, this case up in the 59s. No, it says this is a very good action. That's all it says. You've still got a very weak MACD, you've still got a very weak stochastic, you've still got a very weak on-balance volume in the weekly chart. In the daily chart, things are improving. So this is now uranium. So you went right, and here's another technique that I say, let it just sit there. You don't have to use it until you need it. What is it? It is the 200-period exponential moving average, another unbelievable tool that just sits there. You don't have to use it until, when it held that I said, that is good action.  I had an opportunity to look at uranium and say, hey, even uranium, but this wasn't acting anywhere close to as well as the UEC was. But I wanted this as a kind of a benchmark off-road. This is the uranium minus ETF. It has the conglomerate in uranium. So that's very positive. So this is a leg C. My next target is to see it go in leg C. It should go to a D because it's in a buy signal to buy mode. The stochastics at 89% on-balance volume is lagging a little bit. And now look at this. This candle right here, the candle of the 8th of February. Everyone's talking about all these different things. What's happened in the metals area, and now I have to include uranium, is that there's just been a very quiet market that's moved up, and the suddenness of the moves to the spring-loaded moves to the upside. It doesn't catch anyone by surprise because most people are not even looking. But when they finally do look, you'll see that uranium is being spoken about, but maybe it's at a new all-time high, at least a new yearly high, over 60. At this point, it's at 54. My target is if it holds, if it can close any day above 55, 60. When I just point in a quarter above here, on that candle of the 8th of February, which has a high of 57, round number high, that would be the next target. And if it doesn't, it's great because it still has to go to a D in a buy mode. All right, the other question came in. So Jason, I was about to email you back late last night, and then I thought, I will do it in the morning.  And I personally would have waited to see it open at 7.25, which is a little bit higher than yesterday's close. That to me would have just been for a new position, it would have been a little risky for an old position, since we already have it. That probably is something I should have taken, but I didn't. So now it's up very sharp, 41 cents at 7.63. I like it very much. What was the other A-C-L-L? A-L-C-C, I think. A-L-C-C, there. Yeah, A-L-C-C. So look at this. Alt-C, Acquisition Corporation, symbol it's A-L-C-C. It is unchanged right now, 1260. Look at this move up. Now, this one, I was going to answer you and say, this is much too risky. This is a leg, G slash A. A is fantastic, but it looks like I'm going to have to figure out if there's an alternative count here. But this looks to me like it needs to pull back a little bit. I would say if you're not in it and you're looking to get in, since you've done your homework, I think it's a 12.59. If you can get it in the next few days, between 12.25 and 12, I put in about a 50 cent stop just because I always need to have a stop there. But if you're looking at a longer term, leg D in the weekly, leg D in the monthly, should be pulling back. But if you are, if this is a first time move, then I just start a little nibble at that particular point. So, UEC, you kind of missed the move now. I have to look at a longer term. I have to say to you, well, it's got the U-shaped pattern. This is in the Chapman methodology. One of the techniques we use. You've got this here. You've got, if I did it right to that low and use symmetry, bar symmetry, I'd say within the next couple of weeks, let's just do that. I would actually use it a little sooner, but I'm going to use it right to the low, right there. And that says within two weeks, I believe, let me just double-check. No, it's not. It's in April the week of the 24th. It goes almost to the third week of April. That says there's a real good chance. Oh, and I've even got a Chapman wave inside, wedge, target, repellent line right from there to there. Oh, there it is. And it's hitting it right now. Okay. So I'm quite satisfied with what I've drawn in. Now I have to interpret it. So I'm saying that this particular low right here, trough B, right here, this is trough A, and this is trough B. At 607... No, no, no. I thought 607, is it? Oh, yeah. I think it is. 607 on the 14th of March, that's the low that I'm using as the fulcrum, the midpoint, the plumb line for the number of bars on the left and the number of bars on the right. I'll be right back. If you spend any time online researching trading techniques on how to begin your trading journey, you've no doubt come across many folks who push forex trading as a way to make big money quickly. Unfortunately, there are equally as many stories of these so-called forex professionals just looking to make a quick buck off aspiring traders without actually teaching the ins and outs of the forex market. This is what sets Teddy Keckstatt's the Tiger Forex Report off the riff-raff. Every Monday, former Chicago mercantile exchange member and author Teddy Keckstatt releases his Tiger Forex Report newsletter where he dives into the complex world of forex and takes time to actually teach you his methods that have made him so successful in the fast-paced and rewarding world of forex trading. 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Tune in live to Tiger TV and transform your trading journey because when you know better, you invest better. Join us and experience the difference today. TFNN Educating Investors. This portion of the Tiger Technicians Hour is brought to you by Directions Daily Leveraged and Inverse ETFs.  Visit Direction.com. Investing in the funds involves significant risk and should only be utilized by investors who understand the impact of leverage and actively monitor their portfolio. They are not designed to track the underlying index or security for more than a day. Before investing, carefully consider a fund's investment objective, risk, charges and expenses contained in the prospectus available at Direction.com. Read carefully. Distributor, Foreside Fund Services, LLC. Hi, folks. So as it says right now, we're hitting resistance right here on the weekly chart, chat wave inside wedge, targeting. All of these techniques are discussed and gone through a really great detail in my webinars.  Every weekend I go through all these different techniques and different positions that we have, et cetera. And I did a webinar a couple of weeks ago and that was pertinent to the first couple of months of 2024 of this second quarter. So, yes, I like this very much. So in your case, Jason, I'm going to suggest, even though it's just a really big move right now, that you get your foot in the door with UEC. So at 761, you can wait for a little bit of a pullback since the target is 834, which is about another, was about 80 cents, about 10%. I would not risk too much on the downside. I only start, your position now has to be smaller than what it would have been if I did email your back last night and you'd got into it. So that's there. I do like it. I think it's on its way. Now, the key sort of thing is 692 is the black 14-period exponential moving average support level. Between 7, let's call it 710 and 690. That's kind of, that's a really important support because of today's action. Otherwise, I would have said closer to 650, now I'm raising that. That's very important. That's your support level. So far, it looks very good. And so that UEC. The question about, what was it again? ALCC, which is I'll see, Acquisition Core, trading unchanged right now, 12.61. That's a little different. If you aren't in it, now you might be in it the way you spoke. It sounds like you might already be in. If you're in it, I'm just going to say do nothing right now. If you want to add, give me a yell if you see it, start to go under 12.20. And that's where I'd be looking at it. And as it stands right now, to start a position now, it would be fantastic. All the technicals are good in the, in the daily, not quite so much in the week. He says it's kind of gotten ahead of his technicals there, as well as in the monthly, all of them in Ds.  I don't, I don't feel responsible enough that I want to take that responsibility to say to you at 12.60, even if it goes to 13.50 right now. But I would say to you, if you're, if you like it a lot and you'd like to get a feel for how it's going to participate from here with this little breakout in uranium to the upside. If you want to just nibble, that's something completely different. That's a different strategy. Okay. Next question came in. What about AA? You had mentioned it in your newsletter and it was doing well. And you said, this is the reason why you think that there's still residual strength in the market. Yeah. We missed this one as well. I had all the indications, everything I put it in. I said, I like it. And it had a great day yesterday. I wouldn't have got it today because I would have wanted to pull back. Alcoa at 36.77, up $1.30 gone right to, I'm calling this an A for now, but I now have no choice but to call it an E slash A in the weekly chart, meaning it looks like a brand new fresh start. That this low that was made in the 25s back on the end of February, beginning of March, really is the start of a new move to the upside. The weekly charts really improved. It's in a leg B. I like it. And this is just telling me that I don't want to be aggressively short. I think I've been talking about this as a rotational correction in the dating, which might impact the weekly. I just don't know yet. And the action so far, if I had the Dow, the last, not today, but up until now, the last two, three sessions where the S and P yesterday, there was equilibrium. They're both down very sharply. But if it happened on Friday and then Monday and then Tuesday and then today, you got this little bit of a bounce and the balance failed and you close at the low of the day, I'd say that's very bearish action. Now I want to increase the size of shorts. So I'm not doing that. We did enter right as I'm speaking. We've entered another short position with a very tight stop. We'll see what happens there. In the meantime, Alcoa is a good sign, but look, Pave, where I believe Alcoa should be part of Pave. There it is. Pave is a symbol. Yeah. So as far as Alcoa is concerned, what do you do right now? See, Pave is having a nice move up and it hasn't, I've made a doji candle with a PEE. Didn't it hit 14 exactly? No. It was just under 39. 97, 39. 93 on the 28th of March and 39. 94. The next day. So there's almost like a two bar, two bar reversal. So that only works. F, in fact, Pave, the global ex-U.S. infrastructure and development ETF actually starts to close under 38.70 and right now it's 39.53. All right. So Alcoa, the question is, what do I do with Alcoa? If you're not in it, looking out longer term, I believe that Alcoa at 36 right now is a 48 to $52 stock. Okay. In 2024. But it all depends because the 30 support level, the 36.76 right now, 30 support level is really important if over a period of two weeks, it closes under 30 twice in those two weeks. I mean, if for two weeks it closes under 30. That's kind of says, stalling motion, it's going to take a while. But at this level, it's really good. So I'd have to wait for a pullback and then if you enter options, I'd look at an option. I'm trying to see if there's a pullback towards 33 or 32. And I look at the 35 call option and I go out all the way to July, something like that. But right now I'm just saying, I can't recommend you buying it other than just tiptoeing in just like we were looking at UEC. Yeah. Just tiptoe in at 36.81 to get a sense of what's going on. And even this one, I'd have a two point stop. But if it does pullback to the 36.82, if Alcoa pulls back to 35, so two points would take to 34.82. No, I'd have to make it a 34. 34 level would be a stop even on just a little nibble here. But if it pulls back to 35.20 and the general market has stopped going down, it actually goes sideways. This thing could have another big spring to the upside to get to the 38. So that's kind of the way I'd be looking at it. Just put your foot in the door right now, but that's not really your position. It's just to get a feel for it. Next question came in, if I can see it here. Let's see, question was FCX. Yeah, this is those copper stocks. So TGB is to sake of mines. This is one that we often get, haven't had for ages. And it's doing fantastic. It's up five since today at 238. It's got a beautiful, look how it's walking in the ninth period, moving average, leg deep in the weekly chart, just a straight line up, the XC in the monthly. So to sake of mines, really good getting on balance volume is getting a little overboard to the stochastic, said 92%. That's fantastic. Look at this. The rental strength is great. This is really doing well. So for those of you who do have it and some of you do, congratulations. It's doing fabulously. And FCX is broken up really nicely from that consolidation that you had in the 45, turning it 2888 right now, up 49 cents, up to a high of 4965. Good action. I'll be right back. Hi, folks. This is Tom O'Brien. It's the 22nd anniversary of the Gold Report. Can you believe it? We've taken 22 trips around the sun together and we have many more to come. This year alone, the Gold Report has returned over 50%. And I want you to come along for the ride. I provide in-depth analysis of the gold market as a whole in addition to providing outlooks on individual mining equities. For a limited time, you can save 35% off the monthly price for as long as you subscribe. 35% savings will be applied to the current monthly price and it will stay with your subscription forever. With gold pushing all-time highs, gold equities trading higher and inflation still raging, this is a great time to try my newsletter, the Gold Report. First-time subscribers get a 30-day money-back guarantee so you have nothing to risk. Just enter promo code 22-years-at-checkout and you'll see that 35% savings applied to your subscription price and this deal will stay with your subscription for as long as you subscribe. Don't forget, just enter promo code 22-years-at-checkout. The stock market is a delicate, interconnecting web of commodities, and trader psychology. When one string of the web is pulled, it has a ripple effect across the broader market. This is where opportunity lies. But how are you to gather all of this information into one cohesive model when you're already spending your energy looking for any possible trade opportunities? Luckily, you don't have to worry about that. As Tom O'Brien has brought all important market news to you and one single newsletter, Market Insights. Market Insights provides a daily overview of what's happening in the indexes, bonds, gold, and more. 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Investing in the funds involves significant risk and should only be utilized by investors who understand the impact of leverage and actively monitor their portfolio. They are not designed to track the underlying index or security for more than a day. Before investing, carefully consider a fund's investment objective, risk, charges, and expenses contained in the prospectus available at Direction.com. Read carefully. Distributor, Foreside Fund Services, LLC. American and TSX under the symbol VGZ. Yes, so in the stand, sorry, in the Tiger YouTube, there was a... Rochelle said, URA, ETSI continues up. Yeah, actually, and EKS also posted URA. Yeah, so URA is the Global X Uranium ETF. Also, very good instrument. Let's just see, global, URUNM. Keep your eye on the right side chart. That is the monthly chart. Whoa, UNM. Unum. Oh, may... Unum isn't... That's insurance, isn't it? Unum. That was a mistake. That is fantastic. Look at that chart. Beautiful. It's 64. Not 54. And let me just put that in. UNM54. All right. URA. URA. Yeah, URA is the Global X Uranium ETF. So keep your eye on that, and URNM, one on the right. Yeah, that's interesting. This isn't a peak... Oh, I know why. Because you had the parallel highs. Oh, isn't that interesting? We've even got that in the market, where certain sectors are 58, 55. Yeah, so I could have made that phantom peak right there in D. I'm still calling it a C. So URA is probably... That's already at a D. So this will go to a C. Oh, it's quite a little bit different chart on the inside there. Oh, that's fascinating. All right. So this is a little different. It's a little more mature in the chapter of notation. And it... Oh, there it is. It made a peak C of 3160. This is Global X Uranium ETF. URA is a symbol. It's a high back in November of 2021. And 3160. And that was a peak C. And then underneath it, it had a peak A. Peak A, peak A, peak B. Peak C. And then you had to type this in. And I made it bigger because I missed it before. And I sent it myself. Oh, I made it with terrible mistake because I should have made it nice and bold. I didn't see it. But right there, it says, that says, wave overlapping wave and chapter wave cup and ladle. I love the cup and ladle because what it does, it goes way past peak C to a D and then comes back and does some testing. That's exactly what this has done. So this is acting well. It's very much the same chart pattern. So they see in the data, the target will be the 3032... 80, what is that? 30 to 60 level, the high of the first of February. Whoops. 30 to 60, the first of February. And it's a 31, 16. And that can take you to next week or maybe a little bit longer. But it's moving very... Oh, it could be shorter. I don't know. But it's moving towards that level. Okay, next question came in with it. I go, did that, did that, did that, did that. Didn't show you the difference between gold. Gold right now is up 21 at 23. It just does not give in. It's just fantastic action. I need to show you that silver is lagging always when gold goes higher. Then silver just zooms by and gold looks around and says, hey, wait, wait for me. And when they both go up there, that's when they have a bit of a breather. So silver's catching up beautifully. It's up $1.03 at 26.96, up 3.96%. Taken out decisively. It doesn't matter where it closes on Friday. Right now it's taken out decisively. The weekly inside track repellent zone. It's going towards the highs of the week of the 5th of May of 2023, which is at 27.54. And the next one is the week of the 14th of April of 27.54. How can they both be? 27.54 and 20. 7.54, 27.6. Okay. Yeah. To the highs of April of last year, a year ago, right? A year again since that time has been down to 21. And now it's back again. Very nice. And now the weekly chart finally is improving. Now I can take this resistance line and I can move it up here to say there you are. We're about to break the monthly resistance and that's important. Wow. That is interesting. Okay. Silver's playing catch up and is doing it in a beautiful way. This is an E slash B. Daily charting that cup formation just broke right out. Very nice action. I needed to go to Freeport-McMaren. Yes, Freeport-McMaren is a leg C in the month, in the weekly chart, leg C in the monthly chart. Then there'll be an overlapping wave maybe at that peak C that was made at all time. I think it's, I don't know if it's at all time high. Let me just open it up. No. Once upon a time, Freeport-McMaren was up in the May of 2008. He was at the 61-43 level. Had a little bit of a tumble. Went down so 63 down to say $5.66. That's a 90% something. Moved down. Then it goes peak A, peak B, peak C, peak D. Goes to D under the previous high at 59-66. January of 2011. And since then it's just been down, down, down, down, down, down. So they made this dreaded H arch formation. Peak A, peak B, peak C, peak D. Double top right there. This is January of the week of the 31st. January of 2018. Retest, the load that was made on the 29th, January of 2016, 345. Can you believe it goes from the 60s to 3,045 cents? Freeport-McMaren. Then it goes to 475. 475 is above the 345. And it starts to brand. So this is actually ABCD. Then it brand you A, B. And it goes to a C. And now under it it's got, this is your starting point. So that's another A. That's another B. That's another A. That's another A. This is now a C. And there could be an overlapping wave. That says you should go above. If it does it in the next C, this is an overlapping wave. So that'll be very positive. Yeah. That just says 51, let's say 52s would be the target. Is it 49, 14 right now? You could go higher than that. Then it pulls back and it would still be in a positive vein. So Freeport-McMaren, as long as it holds key support in the next three weeks without taking out 44 to 42 support, this is really positive. Okay. Oh, question came in here. Could I look at, nice to see you. Oh, E-T-H-E. Oh, I haven't even done that today. E-T-H-E. This is the Ethereum trading down from the high that was made at peak F just under 36 and 3580s, I think it was. 3567, 3567, that's a peak F. And then it makes this like a pyramid formation, pulls back sharply. Oops, I didn't type the F. Here comes the F, there it is. There we are. So it pulls back sharply. It's down to the 2463 level. Now, I remember we were looking at, I said there's a big difference between some of these. Coin. Let me show you coin. So coin is, coin is a coin-based global ink, makes a leg D in the monthly, a peak F, maybe it's a peak F in the weekly chart, peak D in the daily and pulling back. But I said I see that good coin could have some kind of a digestive phase right here as it fights the cuff and the arch formation. It's in the arch formation. It is up 505 to that. And I'll talk about it when I return. 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From the moment the market opens until the closing bell sounds, Tiger TV has eight different shows with expert hosts to help you make the right moves with your money. Watch online at TFNN.com on TFNN's YouTube channel and become the investor you were born to be, TFNN. Educating investors. Don't forget, you can listen to TFNN live on your mobile device 24 hours per day. Go to TFNN.com and hit Watch Tiger TV. That's TFNN.com and hit Watch Tiger TV. Hi folks, it's Bitcoin. Bitcoin, this is the... Here we go, GBTC, which is the Bitcoin Investment Trust, has pulled back. It's got the sideways rectangle formation, making it arch. So if it trades underneath... It's at $59.39 right now. If it trades under $55.00 in the next... Monday or Tuesday of next week, if it hits... So it's $59.00. That's a big, big deal. But it has to say, oh, well, first of all, if it closes under $57.00, I'm anticipating that it will test the low that was made on the 20th of March of $55.35. But in the meantime, it could bounce to the $60.50 area, but I'm suspecting it's digesting huge gains. Okay, so with that said, before I hand you over to Steve Rosen, all the great programming here at TFNN, let me just say, the Dow is up $102.00, the S&P is up $20.00. This is a nice rebound. And one of the reasons why I said to subscribers, we've got to anticipate some kind of a rebound and how the 914s are going to be parlayed over the next few days. It's going to be really important. So with that said, I think what we're looking at is... And I'll go to the Dow right now. INDU, the Dow is trading. It went to the 9-period exponential, sorry, 14-period moving average. The black 14-period moving average high today is 39.305, trading right now is 39,272. If it closes today less than plus 50, that's going to say probably going to have a week Thursday. If it closes over 110, it says you can have a little bit more of a bounce, but I wouldn't be surprised if by late Thursday until Friday we start to pull back. That's the way I'm looking at it at this particular point. Dow starts fortunately because we're under the radar, we're looking at positions that are kind of not quite directly market related are doing very nicely, at least quite a few of them. In the meantime, I'm going to say to you, check out my opening call, my daily newsletter. Have a wonderful day. See you tomorrow. Stay tuned for Steve and all the great programming coming up.


What is going on guys welcome back to the channel critical overload here soon We talk about Halloween ends in this video here again today So David Gordon Green had revealed three movies that he revisited before pinning Halloween ends with his other co-writers, I'm assuming because he's not the only one who wrote this movie Those movies that he listed and this was again from the Empire magazine issue He said the movies he revisited were Christine, which we learned about He's also described this movie as a coming-of-age story and he asked John Carpenter It was a little too much like Christine So we know about that already the other movie he mentioned was butcher Baker Nightmare maker. I believe that was the name of it and then the most interesting one on the list after that was my bodyguard He again revealed this in the Empire magazine issue and also further stated that these movies affected him a lot or effect They have he said they affected me a lot as a kid and what I took emotionally from them I'm trying to translate that into a new form Yeah, so the reason the my bodyguard stands out the most is because it's about an individual named Clifford Who gets bullied at their new school and decides to get aid from an overgrown misfit who strikes fear into the students and teachers at The school I'm assuming are on campus So in looking at the details for the other two on that list as well One would assume that the idea or the assumptions about what's gonna happen with court Cunningham and the copycat killer Has now all but been confirmed because of course it won't be confirmed until For a lot of us it won't be confirmed until we see the movie But this of course started by piecing together stuff from the teaser people come into the conclusion that those hands are not Michael's Hands noticing rings on fingers that Michael of course would never wear a ring on Plot the plot log line and then now this from this David Gordon Green interview where he mentioned the movie My bodyguard being one of the things he revisited and when looking at what my bodyguard is about That seems to suggest that a lot of what people are assuming will happen and whatever rumors are out there Are gonna end up being true when it relates to Corey Cunningham's angle in this movie now again Execution is everything and we'll see if we get exactly what most of us are expecting a film carried by a boy named Corey who develops a bond with Michael Myers and After being accused of killing a young boy He for whatever reason is the new Haddonfield Target starts getting bullied and then him and Michael take out the revenge on those people Michael in this case of course would be the bodyguard, I guess but the problem with this time jump idea so far is that as of now Until I see the movie it feels like Lori Stroll's significance is being tossed aside Now sure again, you can say she's the reason some of us will all go out and watch the movie But how many are expecting her to carry the film and how many of course don't care one way or another and they're just going for Michael Myers Anyway, so we started off in that 2018 movie with Lori who has been haunted by those events in the 78 original She's lost her daughter to the system She spent her life preparing for Michael's return to get her Ruin relationships, and she's the woman who cried wolf in Haddonfield essentially So she has a lot of very interesting material to work with but Michael Myers never goes after her during that night And later in the night that same night after he returns She also further learns that Michael was never after her which definitely had to do something to her mentality While also raising the question for many many fans As the question would be well, why is she still here? Here's the thing Halloween kills effectively gave you a reason and it's a very profound reason that they could have built into For Halloween ends, and I'm sure that's the direction. They were going to go with That reason for why Lori is still here is Karen While while in kills that dialogue might have eradicated or brought down her role in 2018 The reasoning behind what they could have done with ends was planted in kills and they're seemingly not doing that So far from what I I have seen and what details are coming out. They're not doing it. They are not doing that Kills gave you Karen the death of Karen the daughter She spent her life trying to protect from the boogeyman ended up dying at his very hand Now sure you could say well Lori might have some guilt because if she never trained Karen like that in her childhood Then maybe Karen wouldn't have thought she could out smart Michael which got her killed for her efforts But still what had been established is that even if Michael isn't after Lori now Lord definitely has a good reason to go after Michael So I'm certain again that ends was going to be set in the same night before this new idea was born I just find that Lori's character is being downgraded to the backseat in the worst way possible if Corey Cunningham Actually obtains Michael's mask and then Michael tracks him down to Lori's it's just another coincidence for why these two have a Final confrontation because you could argue they don't even have a conflict anymore Because Lori isn't after him and ends and he isn't after her in ends Perhaps it wouldn't have or perhaps what would have been better is if they let Michael Let's say rediscover a picture of Lori from the reporters in that 2018 movie before you killed them and let that obsession He had in 78 just be reignited. She doesn't have to be his sister or anything But at least there's something to work with because the coincidental battles that they're having that's not enough And a lot of people would argue that it's unrealistic and I wouldn't even blame you if you chose to argue that So they had a central conflict that ends could have built on from the ending of kills And it just seems like it isn't doing that based on what we've learned so far. And again, it just feels like the level of Importance Lori has is being completely Ignored in favor of this new narrative, but yet you still kept Lori in the movie The the the problem I'm seeing here with this is that again Halloween ends more than likely should have gone down the rabbit hole of Giving Lori the center stage one last time because of the fact that in kills in 2018 kills basically seemed like her Her resting point and then she was supposed to pick it back up with ends You gave her a narrative to go off of and motivation to go after Michael Yes, she just learned that Michael isn't after her but she now has more than enough reason to go after him So that same trauma and stuff that she's now learned she kind of wasted 40 years of her life on That's fine But Michael has now given her a reason to put an end to it once and for all We could have had a narrative and a film focused on her hunting Michael going out back into the night with Allison and Seeing her process all of this She had a very compelling narrative that could have been established going into Halloween ends to kind of carry off into that same night and see her process that and See her get revenge for her daughter see her come to grips with everything She's wasted the past 40 years on and using that as motivation for why she ultimately of course needs to put An end to Michael Mars, but we're not getting that we're getting Corey Cunningham Which is why in a lot of ways until I see the movie I feel that they're doing a disservice to Laurie Strode But let me know just think about all this down in the comments section below if you have an array Of course, make sure you subscribe turn on post location and there is a video in the description I'll have links on my social media accounts on Facebook Twitter and Instagram You can message me there Of course limiters any movies news or reviews you let me discover or you would like me to cover in the future And with all that in mind guys, I will see you in the next video


and welcome. So glad to have each and every one of you back with us today for another episode of the non-profit show. Today we're going to talk about how you can attract great non-profit staff and Dana Skirlock is here with us director of recruitment with staffing boutique to talk to us about this topic and it's it's one that is timely and it is so very needed Dana. We of course want to remind our viewers and our listeners who we are.  We get to take roles in that so Julia serves as a CEO of the American Non-profit Academy. I'm Jarrett Ransom non-profit nerd CEO of the Raven Group and honored to be alongside Julia each and every day as the co-host of the non-profit show. We wouldn't be able to do this if it weren't for our amazing presenting sponsors including staffing boutique which Dana is with staffing boutique. I also want to give a shout out to our other partners which include Bloomerang, American Non-profit Academy, fundraising academy at National University, non-profit nerd, your part-time controller and non-profit thought leader. Thank you thank you thank you to all of these amazing companies that lean into all of us our missions our communities to help strengthen what we're here to do. So thank you for all of that and if you missed any of our episodes you know where to find us.  You know I've gotten more into them as the years have gone by. I like sort of the like mystery thriller podcast as well as anything industry related you know anything you know recruitment based or HR obviously it's going to be of interest to me but no I think it's a great way to engage with people and it's a fun way to blend the audio and the visual so it's awesome. Yeah I love it and there's a lot of those crime murder mysteries or whatever that I know a lot of people are into but speaking of industry related tell us a little bit Dana about your role as director recruitment at staffing boutique and then of course a little bit about staffing boutique. Absolutely so I'm the director of recruitment at staffing boutique I have been with the firm for about six years but I've been in recruitment in general for almost 13 14 years so Katie and I have worked together for a long time Katie being the CEO of staffing boutique we are a smaller niche staffing firm in the New York City area our main office is in Tribeca but our client base is all over the tri-state area so even as far as you know upstate New York Connecticut New Jersey and of course the five boroughs our focus is on the nonprofit sector exclusively so you know New York City has a high concentration of nonprofits as you head out from the five boroughs obviously that number decreases just because it's just kind of the nature of it we're more congested here and there's just more headquarters of organizations here so the most jobs are here in New York but you'd be surprised there's tons of you know organizations that have their 501c3 status that are outside of New York as well and so we have a really broad client base we do everything from education to social services arts organizations even colleges and universities are technically nonprofits so they fall under our purview as well but we provide full service staffing we've got four staff members we all you know partner with the organizations to identify candidates out in the job market that match what the client is looking for and that could be a temporary job something that's on a consultant basis all the way up through full-time permanent work so whether you're you know an organization that's looking to hire or if you are a candidate that's looking for a new job you know we can provide resources for you so much and I and I have to say staffing fatigue is very active on LinkedIn so make sure you follow Dana and Katie as you mentioned there we have a lot to cover in a short amount of time and this is really about you know like how do we attract that rock star team so let's start off Dana we're not going to start off easy I mean this is like a doozy how can we better realize and understand the wage market and how can we be prepared to go higher yes this is an ongoing issue I think having spoken with people that are in the nonprofit field as well as outside of nonprofit this is something that's been coming up a lot post pandemic the job market and culture has just shifted and a lot of workers are looking for better conditions higher pay they're you know switching into new career paths and so it's just kind of left a lot of industries with a lot of holes that they're trying to fill and I think the question for nonprofits is how do you attract people into a field that is notoriously lower paid than the corporate field that's sort of the mantra that you always hear from candidates or from people in college that are majoring in certain things that they know they're going to go into the nonprofit route is that the idea is like you know going into working for a nonprofit that your pay is going to be less in the corporate world now do we think that that is necessarily a fair paradigm that's something that we have to kind of reconsider and a lot of workers are reconsidering I think the main issue and the thing that I want to help nonprofits with is making sure that they are attracting and retaining top talent so that their missions are being worked on by the best and the brightest that are out there in the industry that are passionate about what they do in order to do that what we found over the past let's say year year and a half since the pandemic hit and people have been back you know working again is that you really do sort of get what you pay for like if you have a position that has been the same salary for the past five years meanwhile inflation and cost of living has grown you're probably not going to attract the same kind of talent than if you're willing to go higher now that may mean going to the board and asking for a higher budget for your department that may mean a complete overhaul and assessment of the organization if you're in sort of like the C-suite leadership reevaluating salaries bringing salaries in line with one another like if you have directors of different departments that are similar size that they're being paid different amounts you know those are the types of issues of equity that a lot of candidates are also looking for organizations to have addressed in bottom out so it's really not I hate to speak about it as like a it's a one you know position thing where it's just like well you have this one job let's think about paying that person more it's really a holistic approach to the entire organization and saying are we paying people our staff members a rate that is commensurate with their skillset their years of experience their years of tenure with this organization and is it a rate that is going to incentivize somebody to stay with us for the long term because obviously turnover causes a lot of um and this is true whether it's a nonprofit or not but turnover causes uh you know a lot of issues in terms of being able to streamline your processes and move forward with your mission and move forward with the organization because you're constantly playing catch up with filling jobs um so I would definitely say that if you have a if you're a hiring manager you run a department or if you're working for an organization and you're trying to fill a position and it's been open several times you've had people come in and you know be in the job for six months and leave and you've had to hire somebody again that those could be the red flags that you're looking for that the position may be just under market in terms of the salary and you know the goal is to retain staff so even if you're paying a little bit more on the onset to hire someone but they stay with you for several years or more that's something that is going to save you money in the long term so again I'm looking sort of at the holistic you know not sort of like the the band-aid over the wound you know open wound kind of thing um well it's good to know we might have to consider going higher and what that looks like and then talk to us about the employee benefits and perks how might we leverage this when it comes to that entire compensation you know package yeah you're absolutely right that there is another component to compensation so we think of compensation as just you know the the hourly rate that you're getting or the annual salary that you're getting and that actually in some cases can be true but in oftentimes candidates are looking for an entire package that supports them as a human being so for example the healthcare package that they're provided um the you know work-life balance that they're looking for does your offer include you know opportunities for remote work um you know do you have unlimited pto these are some of the things that I hear candidates every day asking and inquiring me about certain positions like does this job include xyz and you know we have to go back to the client and kind of say have you thought about these these perks is it something that's already included I was speaking to a candidate the or a client I should say the other day in organization that one of their benefits is that they're somehow with their health insurance they actually cover IVF like in vitro virtualization 100 which is you know a 30 to 40 thousand dollar endeavor so they were saying if you're of like you know childbearing age if you're you know in a family unit where that is something that you may need that could be a huge perk um and so and I've not heard of that I had not either and I was like you know what that's a really good selling point to a lot of candidates that might be looking for something like that or and didn't even know that that existed so I think that that organization has done a great job thinking outside the box you know um and and I think other organizations can take a note from that because a lot of people for the right person obviously IVF is down a catchall for everyone but like that might be something that's going to encourage someone to come on board and stay for a long period of time so I think we have to get creative about some of the the overall perks that we're providing now obviously people remote work people are looking for in spades that's sort of the number one perk that I'm hearing um but there are others beyond just remote work you know whether it's like vacation time summer fridays if you have some sort of amended schedule during slower times of the year um you know holidays that the organization is closed that get extended on to the staff members um you know the healthcare packages reimbursement for commuting that lots there's lots of things that we can think of that will help sweeten the deal to help retain and and attract people maybe not even from the nonprofit sector if you're trying to get somebody that it has corporate skills that would help your organization you know really we're going to have to leverage them in a way that is going to make it competitive with the corporate sector and that's very difficult for some nonprofits to do so I think the for nonprofits I think it's about getting creative with those benefits getting creative and you touched on this just briefly but how we can best offer that flexibility and you're right it comes up in spade which is why we have here remote working options but when I think of flexibility I too Dana think of like the holistic approach really there's so much more to flexibility it could be you know cop time it could be flex schedule there could be so many so many different offerings but if you're hearing this from the candidates I'm curious right like how we can best address this from the nonprofit side talk to us about offering flexible remote working options I think that we're at a stage now where every candidate unless the position is front facing or customer service-based or let's say teaching where you have to do it in person most candidates are looking for those options so I think the shift in the thinking just has to be that this is going to be a given it's not going to be something where we're waiting for the candidate to request it and then if we feel like the person is worth it based on their background we're going to maybe acquiesce and allow them to do it you're probably going to have to advertise the positions with this information and with these benefits up front so thinking about how to structure you know the organization with these types of flexibilities intact so whether that means that there's a permanent remote option where you're you know you have staff that are working two to three days even if it's one day a week you know whatever it is at home or that you're building in sort of like as needed ad hoc days for remote work so if you're telling candidates up front hey you know we're not sort of a micro management environment we want you to do your best work so if you feel like a week based on your workload is going to be served best by being at home for three out of those five days we want to accommodate that so maybe not even putting it in set and stone like that you're doing exactly the same days at home because things change seasons are different what busy seasons are for different organizations ebbs and flows so I also just think keeping that flexible makes sense too but just letting someone know up front hey this you know even in the advertising even in the original the initial phone interview or zoom interview with the person before you even move them to the you know further rounds it helps keep them engaged in the search because the other problem I think with hiring is that a lot of people with an ad on indeed or idealist or what have you you can get a lot of applicants getting the right applicant through the entire process and all the way to the offer stage and having them take the offer and start the job is where we have a lot of drop off with people so you know keeping them engaged from the get go letting them know up front that like we are an organization that has put the worker first that is interested in your work life balance um and really you know selling the job to the to the candidate so you know I've always said this to candidates and depending on the economic situation it doesn't probably always feel this way but an interview is a chance for the organization to interview a candidate to see if they're the right fit for them it's also a chance for the candidate to interview the organization and see if the organization is right fit for them and I think sometimes hiring managers we can forget about that and lose sight of that is that you know we're needing to sell the job to the candidate as much as they're selling their background to us in terms of like when we're in these interviews how we're positioning things how you you know what things you choose to highlight about a job and what things you don't you know I think that as hiring managers we could all do a stronger job of making sure that we're reminding candidates even from the get go with the hiring process what they can look forward to about taking this job and I think that can help keep candidates engaged throughout the recruitment process I would also say just you know the recruitment process in general the more you can truncate it the more likely it is you're able to retain people throughout that process and get the right person because I think what a lot of organizations end up doing is getting busy with other things or they just you know aren't ready to move forward and they post the job and then don't end up hiring the person and you know they lose people along the way because the process takes too long that's another reason why you can have the best benefits in the world and the you know great job description and stuff but if you don't move people through the process quickly enough they get scooped up to other things you know unemployment is low people are switching careers there's a lot of you know different types of opportunities out there there's you know all sorts of new industries cropping up with technology changing all the time so it's just a highly competitive time for to find strong staff and so I think part of offering flexibility within the job itself is coupled well with offering you know a streamlined process with the recruitment that's your best chance at retaining someone tightening that up is important and I'm curious if the personal development training comes up as well right is it important that not only we offer flexibility and remote working but should we also you know wave the flag for personal development training how are you seeing that show up in these conversations Dana yeah that's a great question um over the years one of the the major um things that I've heard from candidates when they are inquiring about a position is is there room for growth what do they do to help develop me you know those are sort of the intangibles that I'll hear a lot from from candidates about moving forward with the search so beyond the compensation we talked about like what is compensation is it just the salary is it the whole package part of compensation I would say is including opportunities for growth within the organization or growth as a as a worker like do you provide them with free classes at the foundation center or do you perhaps send them on to seminars or you know do you um as an organization do you maybe um provide the funding for them to go to fundraising day or you know things where they can network with colleagues and take classes and learn more about their field those are the sort of the intangibles that um a lot of candidates are looking for and may not you know in the midst of like a stressful interview process they may not think to ask in a moment but when I'm speaking to them um as sort of a neutral third party that's something that comes up a lot so thinking about again holistically as an organization how do we keep people engaged with our organization where can we find ways to engage with them for the long term and also helping them develop as as you know staff is only going to help your organization so I think it's it's a win-win situation to start instead of waiting for the workers again to come to them with this idea or waiting for a proactive worker to come with an idea or something that they want to attend although I do think that there's obviously a place for that and and you know any staff member that is going to think proactively like that is great but I also think the onus is on the organization to kind of have those things in mind and maybe that comes down to the director of each individual department to decide or maybe it's an organization wide thing that they provide these development opportunities but that's something that's super attractive to candidates and I think it's something that's fairly simple to implement because we all have colleagues that are within our you know chosen career paths we all have people that we know they're always what's great about especially the technological age with zoom we can have a seminar and a conference very easily so there's tons of opportunities you know used to be you had to go to you know women in developments luncheon not that you shouldn't do that in person now but like these few had to physically go into these places to meet with colleagues and and and hear about what's going on in the industry now we can do it virtually so there's really on a monthly basis you could have you know professional development session for your workers and I think that it just helps keep them engaged and interested it breaks up the monotony of the work that they're doing and again it makes people feel like you're investing as an organization in their development as a person and I think that's something that makes the difference when someone is thinking about whether they should stay or go with an organization and you're right there's so many that are convenient I've seen so many low cost are free access yes you know personal professional development training so I was curious how that's showing up let's talk about this commitment to consistent and fair feedback we don't have too much time and we have a viewer that's written in three questions so we're going to see if we can fit in but let's talk about consistent and fair feedback Dana what can you share with us yeah I mean I would say as a management style a lot of hiring managers may not have thought about or at least from what I'm hearing from candidates as they're coming out of organizations that they never really felt like they knew where they stood with the organization so that's a reason why you have people that might be you know entertaining other offers or you know you're not able to retain staff so having consistent feedback meaning like are you doing a yearly review are you doing a six month review is it consistently happening so that the the worker can always know that it's impending and know when it's going to happen it not be a surprise and it not be something that's inconsistent so that they know where they stand and know where they are excelling for all they know they you know if you're not speaking to them and telling them what you like about the work that they're doing they have no idea and that's something that can be distressing as a as a staff member and I think is as managers we just forget about that because we just are getting bogged down with the day to day and sometimes people do need that like hand out you know white glove service where you're kind of bringing them in emotionally and talking to them about their longevity with the organization and what you you know feel like their strengths are and where they can improve and where you see them in the future it just makes people feel like they there's a strategy there's a there's a through line there's an end a finish line for you know what's going to happen next with their career and I think it kind of ties in with your professional development you know it's hard to do that if you don't even know going into these conferences or these seminars knowing what you need to work on you know so part of it is like assessing the person's work and then maybe suggesting professional development tools to assist them with that you know that's a great way to sort of dovetail them both together but that's again that's a that's an intangible that I hear a lot of candidates say that they're looking for is like I just was working for this place for three years I never really knew if I was doing well or not and you know I would have loved to have more consistent feedback from my from my supervisor again I think that that's it needs to be well thought out but I think that's a simple fix for most hiring managers yeah I think so and you're right I think they're all kind of intertwined with you know I've heard of the stay interviews the personal professional development all that's you know pretty pretty interesting okay let's see if we can get through some of these questions so I'm gonna see what we have here the first one is how can you initiate the issue of salary scale adjustments with a reluctant management you're in a tricky situation I'm sorry no in all in all seriousness I definitely feel for you and I you know I know that this is something that comes up a lot with candidates and I think you know they've done psychological studies and women have more trouble asking for what they're worth and for asking for raises and asking for salary ranges that they feel like may not be that the organization may not be it feel like it's appropriate and their male counterparts parts are comfortable moving forward and asking for those things I think number one we just have to get braver about it um and really you know sit down with the manager ask for feedback on your performance that's another reason why these you know um consistent feedback is very helpful because it helps people track you know should I be asking for a raise right now I don't even know if my manager is happy with my work you know so I think that's something to assess too is like where are you at with the organization the number of years of experience that you have with them what has been the feedback from your hiring manager or your direct supervisor over the years and if you haven't gotten that feedback maybe that's the way to approach the conversation is to start with that um but if you feel that your skills are being underpaid then we have to just get brave about it and speaking directly to our manager and and being very clear and not being afraid to be very clear you know the pandemic I think changed a lot of things I think that people are comfortable with and should be comfortable with direct conversations and reality um and we're dealing with huge amounts of inflation if you are not working at a wage that is livable for you you owe it to yourself and to your family to really you know push to move forward with that and that may mean an uncomfortable conversation but I think that it's it's it's warranted especially if you've evaluated all those other things that we've kind of talked about um but just having a conversation saying I'm looking for x amount in the next let's say six months I know you may not be able to change it now but really for me to continue with this organization I'd be looking to be paying you know this salary going forward and I can probably you know continue on with this for the next six months to a year but you know if it doesn't look like the organization is moving in that direction you know you're going to have to start looking elsewhere and it's a market where top talent you know if you've got skills and you've got good tenure and and and good experience in the field there are other organizations that are out there looking and you should be able to go out and look for those things um maybe asking your supervisor why are they reluctant about it say I you know I every time I've asked about this I sense some reluctance on your part can you tell me some of the factors that are causing that um you know maybe discussing like do you have a system in place for um you know regular raises it sounds like probably they don't which is why they've kind of got this conundrum so that's something else also to talk about when you're interviewing for jobs you know in the corporate world they have some of these structures in place where it's like you know you're getting x amount of a bonus at the end of the year you know that you have a guaranteed raise or at least like if you're performing at a certain level that they have a system in which you get a raise every year nonprofits by and large don't seem to have that and that I think something that's something on the you know organizations and that is part of consistent feedback and professional development that you know we as managers need to work on but you know as the candidate I think we can advocate for those you have to advocate for yourselves ultimately we do and I love that you called out you know women in particular where we I'm part of that group right we often do not advocate for that and I I have to say and brag a little bit because you know find a mentor I have coached so many women because I've been coached how to do it right like I've been coached how to advocate and negotiate and I say find a mentor find a coach um that can help you you know use the word brave I love that like just you know sometimes you have to tap into somebody else's bravery and courage and just just kind of channel that learn into you know lean into into that so um don't be afraid there's you know the worst they can say is no but yeah we can get past that objection too so you are fantastic Dana I know that we've got more questions that have come in I will send those to you so you have them and maybe we can address them and one of our Fridays ask an answer so I'm sorry we didn't get to all of them but Dana Scurlock we are so very fortunate to have you in our sector New York is so very fortunate to have you in their community director of recruitment at staffing boutique check them out check out Katie check out Dana and you said there's five staff there at staffing boutique we've got four now yeah they used to be the two of us for a while and over the past year we've we've added on to new staff members so we're very excited well congratulations on your growth at staffing boutique those of you listening it's staffing boutique.org is their web address and I highly recommend that you also follow them on LinkedIn they're very active Julie and I love seeing what you're up to and we of course are very honored to have your continued support as a presenting sponsor staffing boutique has truly been with us from the very beginning that was March of 2020 so thank you staffing boutique and thank you also to our other presenting sponsors that include the non-profit thought leader national university fundraising academy non-profit nerd your part-time controller american non-profit academy and Bloomerang we're so very honored to have your continued support day in day out so we can have these amazing conversations and Dana we could have talked for much longer I can learn so much from you this is not my main bailiwick and skill set so I really admire that it is yours and staffing boutique is here with that niche non-profit market so that's really important because it is really niched as you said to that non-profit sector so thank you you are very welcome it's our pleasure to support you and we just thank you for all you do in disseminating this information and giving people a platform because we're very passionate and committed to the non-profit sector so it's been great to see your growth as well yeah absolutely well we we do it together right we definitely do it together but for all of you that have joined us today thank you as you can tell Dana is full of so much wisdom and expertise we like to end every episode by first of all inviting you to come back tomorrow because it's not quite done we have two more episodes this week and a whole slew of shows coming up through the remainder of the calendar year and we're working on next year but what we like to remind you as we close every single non-profit show episode is to please stay well so you can continue to do well thank you Dana have a fantastic day