diff --git a/_includes/navigation.html b/_includes/navigation.html
index b3f4833..edbf6cd 100644
--- a/_includes/navigation.html
+++ b/_includes/navigation.html
@@ -11,6 +11,7 @@
     <li class="uppercase"><a href="/connect">Connect</a></li>
     <li class="uppercase"><a href="/volunteer">Volunteer</a></li>
     <li class="uppercase"><a href="/faqs">FAQs</a></li>
+    <li class="uppercase"><a href="/ngs">New Grad Services</a></li>
     <li class="uppercase"><a href="https://turing.edu/donate">Donate</a></li>
   </ul>
 </nav>
diff --git a/index.html b/index.html
index 9431c62..4a39f10 100644
--- a/index.html
+++ b/index.html
@@ -17,6 +17,7 @@ <h2>Alumni Engagement Hub</h2>
   <a class="btn btn-dark" href="/connect">Events & Resources</a>
   <a class="btn btn-dark" href="/volunteer">Volunteer Opportunities</a>
   <a class="btn btn-dark" href="/faqs">FAQs</a>
+  <a class="btn btn-dark" href="/ngs">New Grad Services</a>
 </section>
 
 <footer>
diff --git a/ngs/30_day_reset.md b/ngs/30_day_reset.md
new file mode 100644
index 0000000..10eb0da
--- /dev/null
+++ b/ngs/30_day_reset.md
@@ -0,0 +1,49 @@
+---
+layout: page
+title: Week 4
+subheading: Are You Getting Worried? Don’t Be
+---
+
+
+### Goals for session:
+* Reassurance as we hit the 30 day post-graduation mark
+* Injection of motivation and momentum
+* Next level search strategies
+
+### Session flow:
+* Stand up - current status of search (wins only)
+* Reviewing the data (time to hire, length of interview process)
+* Real talk about the job search
+    * It sucks
+    * There’s only so much of it you can control (but the parts you do control are vital)
+        * Chart out spheres of influence/locus of control
+* You can do it memes
+
+### Turn & Talk
+* What’s been the biggest hurdle so far?
+
+### What should I be doing?
+* Applying
+* Coding
+* Meetups
+* Coffee Meetings
+* Research
+* [How to Stay Positive When Your Job Search is Dragging You Down](https://www.themuse.com/advice/how-to-stay-positive-when-your-job-search-is-dragging-you-down)
+
+
+### What else can I do?
+* Blog posts - [Turing Medium](https://medium.com/turingschool/learning-new-languages-8ad5e5ed264d)
+* Update your Read Me
+    * [Exemplar Example #1](https://github.com/OphDub/espeak2)
+    * [Exemplar Example #2](https://github.com/patrickmc21/fullSend)
+* Keep Committing
+* Open Source Projects
+    * Code for Denver
+* Help students
+* Mentorship
+* Hanging out on campus
+
+### Work Time
+ * Incorporate new items into your schedule.
+ * Create to-do list and goals for the week
+ * Check in with CD team
diff --git a/ngs/accountability_group_DTR.md b/ngs/accountability_group_DTR.md
new file mode 100644
index 0000000..d3a5711
--- /dev/null
+++ b/ngs/accountability_group_DTR.md
@@ -0,0 +1,51 @@
+---
+layout: page
+title: Accountability Group DTR
+---
+
+### Directions
+Use this template to create your DTR with your job seeker accountability groups. Copy/past the template into a gist for your group to send to your Career Dev team adviser.
+
+### Template
+
+Group Members:
+
+Schedule for weekly meetings and regular Stand Ups (must have 1 weekly meeting and at least 2 Stand Ups a week):
+*Be prepared to come up with 2-3 different times in case groups overlap so that your adviser can meet with all groups.*
+
+#### Technical Section
+* What do we want to work on together for technical practice? Suggestions: group code challenges/project work/code reviews
+* How we will hold each other accountable to this technical work:
+
+#### Strengths & Supports
+* Group member strengths for supporting each other in the job search (what can we each help our group with?):
+
+* What does everyone need in terms of self-care and support:
+  * Systems, people, activities for physical health support:
+  * How we will hold each other accountable to using these supports:
+
+#### Meeting Structure
+* Group meeting structures (what will we work on/discuss during group meetings?):
+*Suggestions: Finding jobs/companies, working on cover letters, finding company contacts, creating messages, finding contact info, etc.*
+
+* How we will hold each other accountable to following through on action steps:
+
+* How we will communicate if someone needs to miss a meeting:
+
+* Stand Up discussions (what specific questions will we use in our Stand Ups twice a week?):
+  * Stand Up #1:
+  * Stand Up #2:
+
+#### Agenda for meeting #1 *(this should happen during the intermission week after graduation)*:
+* Create a calendar. Each group member should create a schedule for when they will be doing the following activities each day:
+  * Coding/technical work
+  * Company research
+  * Outreach emails/respond to emails
+  * Coffee meetings/phone calls
+  * Meetups
+  * Applications (cover letters, resume)
+  * Wellness activities and other life stuff
+  * Group meetings and stand ups
+* Meeting topics:
+* Action steps for each group member:
+* Additional agenda items:
diff --git a/ngs/ats_async.md b/ngs/ats_async.md
new file mode 100644
index 0000000..28a9d7c
--- /dev/null
+++ b/ngs/ats_async.md
@@ -0,0 +1,8 @@
+---
+layout: page
+title: ATS Refresh
+---
+
+## Overview
+
+
diff --git a/ngs/beyond_mod5.md b/ngs/beyond_mod5.md
new file mode 100644
index 0000000..8685536
--- /dev/null
+++ b/ngs/beyond_mod5.md
@@ -0,0 +1,34 @@
+---
+layout: page
+title: Week 5
+subheading: Beyond Module 5
+---
+
+### Goals for session:
+* Give seekers a plan of action for the next 30-60 days
+* Honest assessment of seeker status
+* Reiteration of best practices/pitfalls
+
+### Session flow:
+* Stand up - current status of search
+* Whole room chat - what have been the most successful things in the search so far
+
+### Groups Time
+Divide up into groups based on current lead health
+   * No leads
+   * Some leads/interviews
+   * Interviews, etc.
+* Create new 30 day plan based on group status
+   * What worked about your previous plan?
+   * What didn’t?
+   * Where were your hurdles in the last 6 weeks - how to combat them
+
+### Work Time
+* Continue working on 30 day plan
+* Create to do list and goals for the week
+* Check in with CD team
+
+### Close Out (in #module-5)
+* Share 1 thing you’re excited to start working on based on this session
+* Share a time you’d like to sit down with other job seekers and work together
+* Say something to encourage your fellow seekers
diff --git a/ngs/cover_letter_workshop.md b/ngs/cover_letter_workshop.md
new file mode 100644
index 0000000..df2cd8c
--- /dev/null
+++ b/ngs/cover_letter_workshop.md
@@ -0,0 +1,88 @@
+---
+layout: page
+title: Cover Letter Workshop
+---
+
+Pre-work: Participants should come to this session with a job posting to apply to or a cover letter they've been working on.
+
+[Slides for this Session](https://docs.google.com/presentation/d/1gr5kqncOEohAaWbbPQ1Oq4AMBH60JKKiWZtQU3qBk5U/edit?usp=sharing)
+
+### Session Structure
+
+Timeline: 2 hours
+
+* Objectives/Opening Discussion (6 mins)
+* Reviewing Cover Letters (15 mins)
+* We Do (20 mins)
+* Workshop: You Do (20 mins)
+* Round of feedback (40 mins)
+* Revision time/Send in the applications (10 mins)
+* Debrief/Q & A (5-10 mins)
+
+### Opening & Objectives
+In this session, participants will be able to:
+
+* Understand what should (and should not) go in a cover letter
+* Practice writing cover letters
+* Give and receive feedback on cover letters
+* Implement changes and new learnings into a cover letter draft in order to submit it
+
+### Do's & Don't's of a Cover Letter
+**Opening questions:** Why do we write cover letters? What is the purpose? What should it include?
+
+Discuss the answers to these questions for 5 minutes
+
+#### Keep these things in mind:
+
+* Keep your cover letters to 1 page. 2-3 paragraphs is standard.
+* Here are some suggested ways to structure the letter:
+  * Paragraph #1: Introduce yourself -- *briefly.*
+      * Explain why you are applying for the position and include some research into the company
+      * Give a brief version of your professional story; why does this company and this position specifically fit into your next step in your career?
+      * Consider including a **hook** to connect to the reader and give a sense of your personality
+      * If you have any connection at the company, mention them here
+  * Paragraph #2: Highlight your skills specific to the job posting
+      * This is *not* a rehashing of your resume. Rather, what do you want the reader to notice about your resume? What extra detail can you provide here?
+      * Go more in-depth about a certain project or discuss an example of how you've done similar work to what the company is looking for
+  * Paragraph #3: Connect the first two paragraphs by talking about how you are the best fit to build *value* for the company
+      * This letter is about helping the company see how you uniquely will help them meet their goals. Paint that picture for them. Emphasize how you will not only flourish in this role but you also have the drive and ability to keep growing professionally, take on more responsibility, and benefit the company in ways beyond the initial position for which you're applying.
+      * How can you apply your background and skills to make great experiences for the company's users/customers? What can you leave them with that will make them want to contact you?
+      * Include information about your availability for interviews and/or references if applicable
+
+That being said, this template is more like an outline to keep in mind when structuring your thoughts. **The most important thing is that the cover letter has your unique voice and does not come across like a generic copy.** Furthermore, the cover letter should be a good balance between assertively selling yourself and keeping the company and its goals at the forefront.
+
+### We Do
+As a whole group, we'll find a job posting and write a cover letter together. We'll discuss:
+
+* What do we notice in the job description that stands out to us?
+* What can we pull out to discuss in the cover letter?
+* What research should we do?
+* How can we use our professional story here?
+
+Facilitator: Go around the group and ask multiple students what they would focus on in terms of their professional stories and projects that they've worked on for this particular position.
+
+If there's time, look at another posting and repeat.
+
+#### Optional: Review a participant's cover letter as Whole Group
+If participants have brought cover letters with them, ask for one of them to read theirs aloud to the group and/or display it for the group to discuss using these questions:
+
+* Do we know what position is being applied for?
+* What do we know about this person as an individual? As a programmer?
+* How do we know they’re qualified for this position?
+* What connections have they made to the company?
+
+### Workshop Time
+Participants write a cover letter for the job posting that they brought with them to the session or continue refining a cover letter they've brought.  
+
+### Round of Feedback
+Each participant will get 5 minutes to spend on their cover letter to get feedback from the group. Feedback should be **specific, actionable, and kind** and include both **appreciation and coaching.**
+
+For larger groups, participants can be broken up into multiple smaller groups, with a max of 8 people per group.
+
+### Revision Time
+Use the next 10 minutes to revise your cover letter according to feedback you received and then send in your application.
+
+### Closing
+Debrief as a whole group:
+
+* What are you taking away from today's session?
diff --git a/ngs/index.md b/ngs/index.md
new file mode 100644
index 0000000..5f102a2
--- /dev/null
+++ b/ngs/index.md
@@ -0,0 +1,56 @@
+---
+layout: page
+title: New Graduate Services
+subheading: Job Seeker Support for Alumni in First Job Search
+---
+
+Graduating from Turing is a huge accomplishment! However, your Turing journey isn't complete until you secure your first technical job, and the Career Development team is here to continue to support you!
+
+## Calendar
+The New Graduate Services Events Calendar provides information for upcoming group check-ins, guest speakers, and any additional events for job seekers. If you have questions or need further information, please feel free to contact members of the Career Dev team.
+
+<iframe src="https://calendar.google.com/calendar/embed?src=casimircreative.com_1ljkgo2l95s8f2p1jpi6shq678%40group.calendar.google.com&ctz=America%2FDenver&amp;mode=week" style="border: 0" width="800" height="600" frameborder="0" scrolling="no"></iframe>
+
+### Job Search Coaching: What you can expect from us
+
+Career development and job search support is included in Turing tuition, but beyond that, we do not fulfill our mission without supporting every graduate to find a fulfilling technical job. This means that we will not only provide you with ongoing customized support but we will also refer you to positions that are aligned with your interests and skills. 
+
+### You'll work with Lex Stewart (@lex on Slack), the Career Specialist overseeing New Graduate Services. 
+
+## Job Seeker Expectations: What we expect from you
+We are going to provide as much support as you need, but this is a partnership with every job seeker -- you are expected to participate in this mentorship until you secure your first technical job.
+
+What does this mean? 
+* Attend small group meetings and/or setting up 1:1 coaching session with your Career Specialist
+* Respond to messages from your Career Specialist in a timely manner
+* Engage with feedback from your Career Specialist and other job seekers
+* Complete surveys and deliverables established in the New Graduate Services Slack Channel, small group, or larger group sessions
+* Follow up on agreed upon action steps with your Career Specialist
+* Communicate any challenges or other circumstances that are affecting your job search
+
+It's important for us to know what's going on with you in regards to your job search, and regular communication will be key. We can't help you if we don't hear from you! 
+
+## Group Coaching: What it looks like
+Each week, you'll have the opportunity to participate in a variety of group activities. The most up-to-date information will be posted in the #module-5 channel on Slack, but here are some potential topics of discussion:
+
+* Networking strategies
+* Resume or cover letter review workshops
+* Interview strategies
+* Dealing with rejection
+* Time management & scheduling
+* Group working sessions to build accountability
+
+## Resources to Help You with Your Job Search
+
+### Sending out a bunch of applications but not hearing anything back? 
+[Check out these Applicant Tracking System Tips!](https://www.jobscan.co/applicant-tracking-systems) and get insights on your resume by scanning it through [Jobscan.co](jobscan.co)
+
+### Having trouble refining your cover letter? 
+Refer to these Turing Professional Development Resources on cover letters [here](https://careerdev.turing.edu/resources/cover_letter_resources)
+
+### Receive an offer? 
+Message Lex (@lex) and Allison Reu Singer (@allison_reu_singer) on Slack to let them know! The Turing Career Dev Team is happy to help you navigate the offer and negotiations process. 
+You can also check out [these resources on negotiations](https://careerdev.turing.edu/resources/negotiations)
+
+## You can schedule one-on-one coaching sessions with the New Graduate Services Career Specialist, Lex Stewart (@lex on Slack), using the link in their Slack bio.
+
diff --git a/ngs/mentoring_doesnt_exist.md b/ngs/mentoring_doesnt_exist.md
new file mode 100644
index 0000000..3d5cd61
--- /dev/null
+++ b/ngs/mentoring_doesnt_exist.md
@@ -0,0 +1,70 @@
+---
+title: Mentoring Doesn't Exist
+layout: page
+---
+
+Today let's explore the topic of growth over your first six months in your job.
+
+## The Interview
+
+* They're scared of you, you're scared of them
+* Mitigating risk
+* Trigger words/phrases: mentoring, pairing, work/life balance, leave, TDD
+* Care about those topics, but try to avoid being first
+* If you "need" things they don't have you're poking their insecurities
+* Ask questions about growth like:
+  * How do developers on the team get better at their job?
+  * How do technical people learn to be good managers?
+  * Why did the last three developers leave the team?
+
+### Quick Practice
+
+* Look back at your last two cover letters. Did they possible trigger any insecurities of the employer?
+* Write down three additional questions you could ask to learn about a company's culture of growth/learning
+
+## The First Month
+
+* You're not yet that valuable
+* You don't *deserve* anything
+* You want to break the stereotypes
+* "Mentoring" is a nice idea and almost impossible in practice
+* Be *smart* about asking questions:
+  * Please don't ever say "it doesn't work"
+  * 1) What were you trying to do?
+  * 2) What were you expecting to happen?
+  * 3) What happened instead?
+  * 4) What have you attempted/read to find a solution?
+* Time is your friend -- if you use it well
+* Timeshifting: Boomerang, revising commits, etc
+* Build impressions + results in equal weight
+* Be the first follower
+* First in, but with caution
+
+### Quick Practice
+
+* Joey, get a calendar for god's sake.
+* You should get in the habit of tracking and critiquing how your time is spent. Signup *now* for a time-tracking tool [like Harvest](https://www.getharvest.com/)
+* What routines are you following *now*? This is your *discipline*. Break out your calendar and timebox the rest of this week and all of next week. When will you wake up? Exercise? Do outreach? Technical practice? It's ok to change the plan later, but having no plan is a shit plan.
+
+## Six Month Arc
+
+* No one will build a plan for you
+* *IF YOU DON'T MAKE A PLAN YOU WON'T GET FAR*
+* Start at the end
+* Map backwards to the starting point
+* Share it with your supervisor, invite them to participate
+* Share it with your peers and invite them to join
+* Build a portfolio of progress
+  * Individual Work/Learning
+  * Team Work/Learning
+  * Professional Skills
+  * Feedback & Community
+* The power of anecdotal records
+* Tracking progress forces *you* to confront your own growth
+* The best way to attack imposter syndrome, lack of confidence, etc
+* Your records are your leverage for future negotiating
+
+### Quick Practice
+
+* Look back at your Mod1 portfolio at Turing. Remember that young whippersnapper all full of energy and vigor? What does that portfolio tell you about what's possible in a few weeks of high effort?
+* Tomorrow the offer arrives for your dream job. You start on the first of next month, hooray! Where will you be six months later. What specific skills will you be better at? What will you understand or be able to do? What will you have achieved?
diff --git a/ngs/outreach_networking_refresh.md b/ngs/outreach_networking_refresh.md
new file mode 100644
index 0000000..ce79230
--- /dev/null
+++ b/ngs/outreach_networking_refresh.md
@@ -0,0 +1,110 @@
+---
+layout: page
+title: Outreach & Networking Refresh
+---
+
+### Outline/Agenda
+
+[Slides for the session](https://docs.google.com/presentation/d/1bugC5TuVdfjJhGtpNGEIN9I1wrHxZ3xbyhfBSF-9uQU/edit?usp=sharing)
+
+Timing: 2 hours
+
+* Opening Discussion: 15 mins
+* Review & Complete New Strategy & Demo: 40 mins
+* What's Next - Coffee Meetings: 20 mins
+* Work Time & Conferencing: 30 mins
+* Closing Discussion/Next Steps: 10 mins
+
+#### Objectives
+* Understand the purpose of outreach within your job search
+* Identify what’s not working in your outreach strategy
+* Develop a new outreach strategy using Do’s and Don’ts from alumni experiences
+
+### Opening
+**Whole Group Questions:**
+* What is your biggest obstacle when it comes to outreach and networking?
+* What is your current approach?
+* What's worked for you and what hasn't?
+
+The above could also start as a Turn & Talk followed by a whole group share-out depending on how many people attend.
+
+### Review & Template Building/Sharing
+Facilitator: On the board, draw a 2x2 table with these boxes:
+
+* Why
+* Who
+* What
+* Action Steps
+
+Based on the above discussion, this review might vary, but here are some basic talking points:
+
+#### Why Do Outreach?
+* Where does outreach fit into your application process?
+  * Research
+    * Incorporate into your cover letter and interviews
+  * Connecting with a person
+    * Building relationships
+    * Exchanging information (mutual benefits)
+    * Expanding both of your networks
+  * **Action step:** Share where you are in an application stage and what role outreach could play in that application
+
+#### Who Do You Contact?
+
+* Research your company and find a contact
+  * Who is the best contact?
+  * Does Turing have any alumni already there?
+* Research that specific person
+  * How? What resources are there to do this research?
+* Find contact info
+  * How?
+    * [Email Hunter](https://emailhunter.co/)
+    * [Find That Lead](https://findthatlead.com/)
+    * [Find That Email](https://findthat.email/)
+    * [MatterMark](https://mattermark.com/)
+    * [Skrapp.io](https://www.skrapp.io/)
+    * [Quickmail.io](https://quickmail.io/)
+    * GitHub
+    * Personal website
+  * LinkedIn messages vs. Email
+* **Action Step:** Do some initial research on your contact and find their contact information
+
+#### What Do You Say?
+* Prepare a message
+  * What should be included here?
+    * Introduction
+    * Purpose
+    * Specifics to the contact
+    * Call to Action
+* What should not be included here? (All from other alumni)
+  * Asking for a reference or job
+  * Unclear purpose
+  * Generic message/unclear specifics about them as a person
+  * Mentioning multiple people they’re reaching out to
+* **Action Step:** Craft a message to your contact
+
+#### Share Out
+Go around the room and have each participant share out:
+
+* Who their contact is
+* How they're contacting them
+* What they wrote in their message
+
+### Demo
+Using 1-2 job postings from the group, the group will work through these steps together to send a message to a cold contact.
+
+### You've Sent the Message: Now What?
+Coffee meetings:
+* Prepare your story
+* Prepare some questions
+  * Look at this question list
+  * What else would you add?
+* **Action Step:** Prepare 5 questions you could ask your contact  
+
+### Work Time & Conferencing
+Participants will work on their outreach messages and send them in real time.
+
+### Share Out/Feedback
+We'll have another round of sharing and feedback as needed.
+
+### Next Steps
+Takeaways: Each participant will share what they will focus on in their next steps with outreach.
diff --git a/ngs/practice_behavioral_interview_workshop.md b/ngs/practice_behavioral_interview_workshop.md
new file mode 100644
index 0000000..a085298
--- /dev/null
+++ b/ngs/practice_behavioral_interview_workshop.md
@@ -0,0 +1,86 @@
+---
+layout: page
+title: Practice Behavioral Interview Workshop
+---
+
+Emphasis on selling yourself -- anecdotes on alumni; focus on what you can bring to the company
+
+[Slides](https://docs.google.com/presentation/d/1OgKR2tBd3E-Sd6B1lpmJYr5Dx1LdFR_YzGQttKHZj64/edit?usp=sharing)
+
+### Objectives
+* Understand the use of the STAR method
+* Create an interview prep system
+* Practice answering common behavioral interview questions
+* Provide effective feedback for each other on responses
+* Put feedback into practice
+
+### Opening
+Today, we're going to talk about preparing for the behavioral interview, looking specifically at these common questions:
+
+* Tell me about yourself. Why do you want to be a software developer?
+* Describe a successful idea or project you worked on. What are some of the challenges you had to overcome? What made it a success?
+* Describe a time when you received feedback that you were surprised by. What did you do with that feedback?
+
+Participants take 10 minutes to prep their answers for these questions.
+
+### Review
+Let's go over some interview techniques that we [first discussed in Module Three's session](/module_three/interview_workshop). The STAR method is an effective way to break down an answer for most interview questions:
+
+* **Situation:** The interviewer wants you to present a recent challenge and situation in which you found yourself.
+* **Task:** What were you required to achieve? The interviewer will be looking to see what you were trying to achieve from the situation. Some performance development methods use “Target” rather than “Task”. Job interview candidates who describe a “Target” they set themselves instead of an externally imposed “Task” emphasize their own intrinsic motivation to perform and to develop their performance.
+* **Action:** What did you do? The interviewer will be looking for information on what you did, why you did it, and what the alternatives were.
+* **Results:** What was the outcome of your actions? What did you achieve through your actions and did you meet your objectives? What did you learn from this experience and have you used this learning since?
+
+Whole Group:
+* What can this look like in practice? Let's look at some examples:
+    * The 2nd and 3rd questions here are asking about specific situations that would have a specific goals/outcomes, so the STAR method would work well here
+    * What other examples would apply here?
+* How could you use STAR to help you prep for interviews?
+* With what kinds of questions would STAR *not* be an effective framework?
+
+### Model
+Using these questions, facilitators model answering the questions effectively and break down the answers in a Q&A with students:
+
+* Tell me about yourself. Why do you want to be a software developer?
+* Describe a successful idea or project you worked on. What are some of the challenges you had to overcome? What made it a success?
+* Describe a time when you received feedback that you were surprised by. What did you do with that feedback?
+
+In the model, we'll discuss:
+
+* Why the interviewer has asked this question and what they might be looking for
+* What you want to emphasize in your answer
+* What you should stay away from in your answer
+
+Keep in mind that even seemingly "simple" questions can be derailed by an answer that isn't directly answering the question.
+
+Participants can also go back to their notes and make revisions to their initial prep notes.
+
+### Practice
+Participants get into pairs to practice these interview questions and answers with each other. Depending on attendance size, these can be small groups.
+
+If participants have extra time, they can pull more from the bank of interview questions listed here to continue practicing with each other:
+
+* What made you switch from your prior career into programming?
+* Describe to me the steps you would take to build out a product.
+* Tell me how you solve a problem.
+* Describe your background. How did you get to where you are now? What was your previous career field? What did you like about it? What didn’t you like about it? Why coding?
+* Describe your time at Turing. What worked for you? What didn’t work for you? What was the structure of the program?
+* Describe your teamwork experience in a coding environment. How big of a team did you work with?
+* A lot of this job will be full-stack. Your experience is largely ____ (Back End, Front End). How do you feel like you’d be able to contribute to the team with only that experience? How comfortable are you with getting uncomfortable with a new language?
+* Describe your coding experience and why you wish to continue?
+* What are you looking for in a company? Why would you want to work here?
+* Describe an example of how you have handled a stressful situation.
+* Have you ever had to switch gears in the middle of a project to get something fixed immediately? How did you react?
+* What is your 100% ideal role for your first web development job?
+* Tell me about a time you had a disagreement with a colleague and how you resolved it.
+* What project of yours are you most proud of and why?
+* Explain one of the most difficult code problems you’ve had to solve, either on your own authored code, or in contributing to someone else’s.
+* Describe a time when you received feedback that you were surprised by. What did you do with that feedback?
+* Describe a successful idea or project you worked on. What are some of the challenges you had to overcome? What made it a success?
+* Describe a project that failed, a project you had to give up on or a time you worked really hard on a project and it just didn’t pan out as expected. What happened? How did you make the decisions that you made?
+* What is your approach to working on a team?
+* What is an area of growth for you?
+* Describe your strengths. How have you seen these in practice as a developer?
+
+### Closing
+Recap STAR method, how students can prep for these interviews, and any remaining questions.
diff --git a/ngs/staying_focused.md b/ngs/staying_focused.md
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+---
+layout: page
+title: Week 1
+subheading: Staying Focused Now That You Don’t Live in the Basement
+---
+
+### Goals for session:
+
+* Transition to job-hunting life
+* Help seekers stay motivated in the early days
+* Re-explanation of Mod 5 curriculum and supports in place
+
+### Opening/Setting Expectations:
+* Stand up - current status of search
+* Sunshine is cool, but jobs are cooler
+    * What the data says about the importance of momentum
+    * What fellow professionals say:
+       * [7 Steps to Restart Your Job Search](https://www.careercast.com/career-news/7-steps-re-start-your-job-search-momentum)
+       * [10 Tips for Keeping Your Momentum and Spirits High During the Job Hunt](https://resources.onewire.com/job-seekers/10-tips-for-keeping-momentum-and-spirits-high-during-the-job-hunt/)
+       * [Tips for Maintaining Your Job Search Momentum and Stay Motivated in Your Job Search](https://www.aerotek.com/en/insights/tips-for-maintaining-job-search-momentum-stay-motivated-in-your-job-search)
+* How to fill the day
+    * Revisit a post-grad schedule
+    * Pomodoros and other tricks
+    * Coding is also part of job hunting
+    * Self-care is also part of job hunting
+    * Accountability systems
+
+#### Turn and Talk
+* 1 thing you can do everyday for self-care
+* 1 strategy you want to employ to stay focused
+* 1 new language/framework you are excited about
+
+### Mod 5 Reminders
+* Upcoming events
+* Recurring events
+* Scheduling 1:1
+
+### Work Time
+* Making adjustments to weekly schedule
+* Create to-do list and goals for the week
+* Check ins with CD team
+* #module-5 share out:
+   * 1 thing I feel good about
+   * 1 thing I could help others with
+   * 1 thing I need help with
diff --git a/ngs/your_job_is_not_advertised.md b/ngs/your_job_is_not_advertised.md
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+---
+title: Your Job Is Not Advertised
+layout: page
+---
+
+### Discipline, Hustle, and Skill
+
+In this session we'll work on HUSTLE -- the work it takes to find a potential employer, convince them you're worth the time to interview, and just maybe even hire.
+
+## Why
+
+There's only about a 1 in 4 chance that the job you eventually take will have been posted.
+
+When you only read job listings, you're *passively* waiting for more/better ones to be posted. Putting in more time means little additional possibility unless you broaden/lower your expectations.
+
+If you can job hunt beyond listings, then you're *actively* searching. The more time you put in, the deeper you dig, the more possibilities you find.
+
+## How
+
+### Developer Job Listings
+
+* Job listings are still worth something
+* Junior jobs are heavily applied
+* Applying for "senior" jobs that match your niche
+* The "dummy"/"fishing" senior job posting
+* You're either hiring or you're dying
+
+#### Practice
+
+Pick a city/region other than Denver/Boulder (it can just be for practice!) or SF and:
+
+* Find a local "hip" news source similar to Westword or Built In Colorado
+* Find a set of awards that they've given in the last two years ("Company of the Year", "Best Places to Work")
+* Did you know that companies typically pay or self-advocate/nominate to win these?
+* Find at least five companies from these lists
+* Are they hiring developers? Are there clues that they have developers? Do they sponsor things? Do they have a technical blog? Open source? What technologies to do they use?
+
+### Stepping Out of the Mainstream
+
+* Ruby? JavaScript? You're more common than you used to be.
+* The necessary lie of `jobs@company.com`
+* Developer jobs come in lots of shapes and sizes
+* How is a job listing born?
+* Diving deeper than developer job listings
+* Consider the less-attractive technology/industry
+* The devs there have more options than you do
+* Any industry connection is a huge hook/differentiator
+
+#### Practice
+
+* What kind of job experience do you have? Brainstorm three domains where that experience could possibly be relevant. If you were a bartender, you might come up with "Point of Sale Systems", "Inventory/Fulfillment Processing", and "Customer Happiness/Success".
+* Can you find two place for each of your domains where your experience could be an asset?
+* Python, Java, and .NET are not hard to pick up. Can you find three companies who sound super interesting except that they use one of these languages?
+* If you had three days to learn one of these languages, what resources would you use? Actually find the links and record them.
+
+### Community Building
+
+* Developers are getting old...and in charge
+* Local > Global
+* Where is the community coming together?
+* Meetups & Conferences: who attends? who speaks? who sponsors?
+* Look for a gathering that has between 10 and 50 attendees -- these are community advocates
+* Track them on Twitter, GitHub/Email, don't bother with LinkedIn
+
+#### Practice
+
+* What's a topic that you're interested in, not necessarily expert in, that attracts people? Data visualization? OpenGov? A certain language or framework? Entrepreneurs? A certain demographic in tech?
+* Find a meetup in a place you're interested in that is focused on that niche
+* Find the events that have happened in the last three months
+* Who spoke?
+* Who sponsored?
+* Who RSVPed?
+* All of these are worth investigating and attempting to contact
+* Use our GitHub techniques to find two people that you'll *reach out to TODAY*
+
+### Closing
+
+* You've gotta sell when they're in the buying mood
+* Discipline keeps you ready to succeed
+* Hustle gets you connected to potential
+* Skill gets you a job