This document discusses strategies for using technology effectively during career transitions. It provides advice from Michaelene George of First Transitions, who has over 25 years of experience in career coaching. She notes that technology is a useful tool for research, but should be used alongside in-person networking and personalized coaching. First Transitions teaches participants to use tools like CareerShift and LinkedIn to research organizations and contacts, but emphasizes avoiding getting distracted by excessive online activity. The key is striking a balance between technology and high-touch human interaction during a job search.

1. FIRST1TRANSITIONSFIRST1STRATEGIESFIRST1TRANSITIONSFIRST1STRATE
While a terrific tool, CareerShift is best when used
in conjunction with other applications. We teach
participants how to effectively employ complementary
tools. For example, using LinkedIn or Hoover’s to learn
more about organizations and contacts identified in
CareerShift.
Q: What is the secret to success when it comes to
using technology as a part of a career transition?
A: It is important to strike the right balance between
high tech and high touch. Technology is just one piece
of the mosaic. If a candidate is too focused on using
technology, they could fall into a situation where they
are busy but not productive. Pouring hours into online
searches, posting and re-posting resumes, trolling
discussion forums, and posting repetitive updates
creates an illusion of progress. In reality, it is an activity
trap that might only serve to prolong a search. Career
transitions with interpersonal interaction as the star and
technology as best supporting actor are most likely
to win the next role. The secret to success is knowing
when to log-off the network so you have more time to
network in person!
To partner with a career coach or explore a more
holistic productive approach to career transition
services for your organization, contact a First Transitions
office near you or visit our website:
www.firsttransitions.com
QUALITY: Take time to do things right the first
time.
SERVICE: Render intelligent, timely and
considerate service to all.
CONCERN FOR PEOPLE: Treat clients,
program participants and employees
with honesty, trust, fairness and respect.
COMMUNICATIONS: Communicate with
our clients, program participants and
employees in ways which will assure mutual
understanding.
CONSISTENCY: Insure that our behavior
each and every day supports our values,
goals, and standards.
SIMPLICITY: Conduct our business in an
easily understood manner.
REALISM: Acknowledge that our success
will come through intelligence, hard work,
patience and experience.
RECOGNITION: That our clients and
participants trust us with the most highly
confidential information they have.
RESPONSIBILITY: Encourage individual
responsibility and decision making.
FLEXIBILITY: Recognize the necessity to be
open to change for the mutual benefit of
our clients, program participants and our
organization.
RESPECT FOR TRADITION: Understand what
created past successes.
INTEGRITY: Consistently practice the utmost
modesty and integrity in serving our clients,
our participants and ourselves.
COMMITMENT: Take the plunge - there is
truth in the theory that there is “strength
in numbers.”
And finally, never sacrifice these precepts
for the short term.
OUR SERVICES WHAT WE STAND FOR
Our day-to-day activities, our dealings
with each other and our relationships with
customers/clients must be governed by a
passionate and unwavering commitment to
a set of values, which are:
4
w w w . f i r s t t r a n s i t i o n s . c o mIRST1TRANSITIONSFIRST1STRATEGIESFIRST1TRANSITIONSFIRST1STRATEGIESFIRST TRANSITIONSN E W S & I N S I G H T S
1211 W. 22nd Street • Suite 1006 • Oak Brook, IL 60523
(630) 571-3311 • Fax (630) 571-5714 • www.firsttransitions.com
Executives
Senior Managers
Directors
Managers/Supervisors
Exempt and Nonexempt
Group Workshops
Executive coaching
Career Assessment
Organizational career
development programs
Succession planning
Retention strategies
Leadership programs
360o
performance appraisals
Selection process design
Onboarding program design
e-Coaching
Pre Retirement Education
Programs
FIRST TRANSITIONS News & Insights
Editor: Nicole DeFalco
Art Director: Tricia Keener Blaha
CAREER TRANSITION
PROGRAMS FOR:
OUR LOCATIONS
Volume 17 - Issue 2
Michaelene George has over 25 years of experience in professional
development with expertise in linking employees’ personal career
needs to organizational objectives. In addition to coaching First
Transitions clients individually, Michaelene leads workshops on job
search tools. In this interview, she shares best practices on the use of
technology as part of a career transition.
Q: What role does technology play during a career transition?
A: A career is not a finite project. It is a work in process. In all stages of
this process, from searching for a job to seeking a promotion or planning
for a major shift in work focus, technology is a tool for doing research vital to
sound decision-making. Technology is also used to share and collaborate
on materials such as resumes, cover letters and samples of work. More and
more, companies are incorporating technology into the interview process.
For example, conducting interviews via Skype or recording candidates’
answers to interview questions that are later reviewed and scored
comparatively.
Q: How does First Transitions help participants leverage technology?
A: First Transitions’ coaches not only teach participants how to use
technology as part of a successful search but also keep them from getting
distracted by it! Without someone there to encourage and even push a little,
people tend to stay in their comfort-zones. Online activity makes them feel
like they are productive, when in reality, they may be treading water.
We take a holistic approach; combining technology with personalized
coaching and accountability, active consistent networking, strong follow up,
and a positive support system.
CareerShift, a job-search portal and online tool for researching
organizations and open positions, is made available to our participants. This
robust resource can be used as a contact management system for the job
search campaign. We show participants how to load and organize their
files, set up searches for organizations meeting specified criteria, identify
key contacts in those organizations and then launch email or direct mail
campaigns to represent themselves in a targeted manner, and track their
interactions. They are able to link to organizations’ career pages to complete
applications and save their answers in CareerShift for later use.
THE MARRIAGE OF HIGH TECH
AND HIGH TOUCH
FIRST TRANSITIONSN E W S & I N S I G H T S
First Transitions, Inc. has been a
provider of career-transition
services since 1981. We have
completed consulting assignments
for more than 500 organizations
in 45 states. Our uniqueness has
been in the caring, nurturing
appoach we have taken in
assisting individuals in attaining life
goals, personal or professional.
WHERE TO FIND US:
1211 West 22nd St., Suite 1006
Oak Brook, IL 60523
630-571-3311
630-571-5714 (fax)
10 S. Riverside Plaza, Suite 875
Chicago, IL 60606
312-541-0294
33 Wood Ave. South, Suite 600
Iselin, NJ 08830
800-358-1112
2151 Michelson, Suite 232
Irvine, CA 92612
949-551-4377
Terraces Center
400 Perimenter Center Terrace, NE
Suite 900
Atlanta, GA 30346
770-891-7866
200 S. Executive Drive, Suite 101
Brookfield, WI 53005
800-358-1112
8888 Keystone Crossing
Suite 1300
Indianapolis, IN 46240
800-358-1112
Our Web site address:
www.firsttransitions.com
E-mail us at:
admin@firsttransitions.com

2. DEAR FRIENDS AND COLLEAGUES:
Do you have one of these in your life? The woman who thinks nothing
of talking to you for hours about her problems yet never takes your
advice. How about the guy who boldly asks to use your box seats and
free parking passes but won’t lend you his lawn mower? What about the
young man who wanted the informational interview but failed to follow
up? Oh, and my favorite…the lady who never has time to connect until
she loses her job – then wants you to write her a recommendation and
connect her to your contacts on LinkedIn?
Adam Grant, author of the book Give and Take, calls these individuals
“takers.” When they interact with others it is to get as much as possible
from them while contributing the least in return. At the other end of the
spectrum, the “givers” are the contributor in their interactions. Being a
“pure giver” has its pros and cons. In the middle, are the “matchers.”
These are people who try to strike a balance between giving and taking.
They are very concerned with an even score. If they help you, they
expect you to help them in return.
According to Grant, many erroneously believe the “matchers” to be
most successful because they are more generous than the “takers” but
able to protect their own interests more than the “givers.” Interestingly, the
“givers” are both the most and least successful. The highest numbers of
“givers” appear at the top and bottom of most success metrics. Seeing
them dominate the numbers at the high-end of the success spectrum
is pretty self-evident. Putting others first has its rewards. There is a return
on the trust and influence earned through selflessness. However, the
down-side is “givers” can leave themselves vulnerable to exploitation by
“takers.” That’s why they are just as likely to be found at the low end of
success.
What intrigued me the most about Grant’s findings was the insight into
the fakers. Probably worse than the “pure taker” is the person who thinks
they are more of a “giver” than they really are. These “takers” parade
around in “giver” costumes trick or treating for resources, limelight, and
air time without as much as a thank you in return. Sadly, these individuals
squander untold numbers of opportunities for meaningful connection,
growth, and accomplishment.
Think of a time when you first landed in a new role. What did you
do when you got the job?
A. Celebrated with close friends and family
B. Didn’t make a big deal about it just in case it didn’t work out
C. I can’t remember, I had to hit the ground running and had no
time to think
D. Updated my LinkedIn profile and got busy working
In the excitement of landing a job and starting with a new
organization, it is easy to miss a crucial part of the search process
– the follow-up afterwards. Getting that job took team work.
Friends, family, colleagues, and coaches read your resume, gave
you referrals, made introductions, listened to you whine, made you
smile through tears, cheered you on, practiced interviews with you,
and took a genuine interest in your success. The best way to show your
appreciation for their support is to tell them how the story ended. Let
them see the impact they had and the results you achieved together.
Closing out a career transition involves two steps. First, launch a
communication campaign both wide-reaching yet deeply personal.
Everyone involved with you during your search, including every search
firm and recruiter you worked with or spoke to, should receive notice of
your new role, what you are most excited about in this role, updated
contact information, and your
gratitude for their participation
in the process. For those who
contributed the most, add a layer
of informal heartfelt appreciation.
For example, send your friend who
introduced you to your new boss
a carefully selected book with a
handwritten note from you on the
inside flap.
The second step is to set aside time to be a resource to
others. Be mindful about this. When you needed people, they
were there. They sacrificed other activities to make room for
you. Return the favor. Be an active networker. Share posts and
like people’s articles on LinkedIn. Make introductions, write
recommendations, listen to an unemployed friend whine,
crack a joke to make a crying colleague smile. Use your
experience and empathy to help others.
Contact our office near you or visit our website,
www.firsttransitions.com, to discuss strategies for productive
positive career transitions.
Goodness Gracious! Congratulations You Got the Job! Now What?
4 TIPS: NETWORKING LIFE HACKS
We are always looking for ways to do things faster and better. That is why we love “life hacks.” Use these tips to get more comfortable with
and be more productive at networking:
Plan ahead. The hardest part of networking is conversing with strangers. Think of a few thought-provoking but unobtrusive questions
you can ask after “So, do you work in the area?” Have them in your back pocket for when the preliminary chit-chat begins to fade
and the awkward silence starts to creep in.
Have a goal. Do some research ahead of time to learn about the event and the attendees. Think about how you can make a
contribution while you are there. For example, instead of just planning to gather a certain number of business cards, set a goal to
determine how you can help at least one person. What about a goal to walk out with two meetings for coffee already scheduled?
Learn about others. Take a genuine interest in the people you meet. Ask questions. Listen. Attend to the details. If you need to,
pause after a particularly good conversation to take a few notes. Think about how you might help each person. What connections
or introductions can you make? What information can you share with them as a follow up?
1
3
2FOOD FOR THOUGHT
2 3
S T R A T E G I E S F O R O R G A N I Z A T I O N A L A N D I N D I V I D U A L S U C C E S S
FIRST1TRANSITIONSFIRST1STRATEGIESFIRST1TRANSITIONSFIRST1STRATEGIESFIRST TRANSITIONSN E W S & I N S I G H T S
“Opportunity texted me, tweeted me, linked to me, friended me,
blogged me and spammed me. I was expecting it to knock!” 4
Follow up. If you were not able to schedule follow up discussions during the event, send notes or make calls afterward with
suggestions for specific next steps. This is the time to prove your sincerity and integrity. Mention details from your conversation that
indicate you were listening carefully. Share meaningful articles or offer to make beneficial introductions. Networking is more than
adding contacts to your database. It is about building relationships.
Here are a few things we can all do to end the
masquerade and let real depth of character come
through.
• When sharing good news, positive progress, and
accomplishments, use “we” and “us” to recognize
team work.
• When acknowledging mistakes, apologizing, and
delivering bad news, use “I” to take ownership and
signal integrity.
• Stay in touch with people on a consistent basis.
• Ask more than tell.
• Listen more. Speak less.
• Mail (not email, real mail – you know, with a stamp)
thoughtful handwritten notes.
• Say “thank you” a lot and mean it.
• Take notice of and show gratitude for the little things.
• Be purposeful about making productive connections.
• Be an introducer.
• Generously pour into others who are appreciative.
• Let our actions signal to others we are a worthy
investment of their time and effort.
• Show our appreciation to those who pour into us.
Let’s all be gracious. Gracious is free and what we get
in return is priceless.
Warmest Regards,
Russ Jones
Contact our office near you or visit our website,
www.firsttransitions.com, to partner with people who “get”
gracious and will give your exiting employees the support
and resources they need for a positive career transition.
FOUR TIPS FOUR TIPS FOUR TIPS FOUR TIPS FOUR TIPS FOU

3. DEAR FRIENDS AND COLLEAGUES:
Do you have one of these in your life? The woman who thinks nothing
of talking to you for hours about her problems yet never takes your
advice. How about the guy who boldly asks to use your box seats and
free parking passes but won’t lend you his lawn mower? What about the
young man who wanted the informational interview but failed to follow
up? Oh, and my favorite…the lady who never has time to connect until
she loses her job – then wants you to write her a recommendation and
connect her to your contacts on LinkedIn?
Adam Grant, author of the book Give and Take, calls these individuals
“takers.” When they interact with others it is to get as much as possible
from them while contributing the least in return. At the other end of the
spectrum, the “givers” are the contributor in their interactions. Being a
“pure giver” has its pros and cons. In the middle, are the “matchers.”
These are people who try to strike a balance between giving and taking.
They are very concerned with an even score. If they help you, they
expect you to help them in return.
According to Grant, many erroneously believe the “matchers” to be
most successful because they are more generous than the “takers” but
able to protect their own interests more than the “givers.” Interestingly, the
“givers” are both the most and least successful. The highest numbers of
“givers” appear at the top and bottom of most success metrics. Seeing
them dominate the numbers at the high-end of the success spectrum
is pretty self-evident. Putting others first has its rewards. There is a return
on the trust and influence earned through selflessness. However, the
down-side is “givers” can leave themselves vulnerable to exploitation by
“takers.” That’s why they are just as likely to be found at the low end of
success.
What intrigued me the most about Grant’s findings was the insight into
the fakers. Probably worse than the “pure taker” is the person who thinks
they are more of a “giver” than they really are. These “takers” parade
around in “giver” costumes trick or treating for resources, limelight, and
air time without as much as a thank you in return. Sadly, these individuals
squander untold numbers of opportunities for meaningful connection,
growth, and accomplishment.
Think of a time when you first landed in a new role. What did you
do when you got the job?
A. Celebrated with close friends and family
B. Didn’t make a big deal about it just in case it didn’t work out
C. I can’t remember, I had to hit the ground running and had no
time to think
D. Updated my LinkedIn profile and got busy working
In the excitement of landing a job and starting with a new
organization, it is easy to miss a crucial part of the search process
– the follow-up afterwards. Getting that job took team work.
Friends, family, colleagues, and coaches read your resume, gave
you referrals, made introductions, listened to you whine, made you
smile through tears, cheered you on, practiced interviews with you,
and took a genuine interest in your success. The best way to show your
appreciation for their support is to tell them how the story ended. Let
them see the impact they had and the results you achieved together.
Closing out a career transition involves two steps. First, launch a
communication campaign both wide-reaching yet deeply personal.
Everyone involved with you during your search, including every search
firm and recruiter you worked with or spoke to, should receive notice of
your new role, what you are most excited about in this role, updated
contact information, and your
gratitude for their participation
in the process. For those who
contributed the most, add a layer
of informal heartfelt appreciation.
For example, send your friend who
introduced you to your new boss
a carefully selected book with a
handwritten note from you on the
inside flap.
The second step is to set aside time to be a resource to
others. Be mindful about this. When you needed people, they
were there. They sacrificed other activities to make room for
you. Return the favor. Be an active networker. Share posts and
like people’s articles on LinkedIn. Make introductions, write
recommendations, listen to an unemployed friend whine,
crack a joke to make a crying colleague smile. Use your
experience and empathy to help others.
Contact our office near you or visit our website,
www.firsttransitions.com, to discuss strategies for productive
positive career transitions.
Goodness Gracious! Congratulations You Got the Job! Now What?
4 TIPS: NETWORKING LIFE HACKS
We are always looking for ways to do things faster and better. That is why we love “life hacks.” Use these tips to get more comfortable with
and be more productive at networking:
Plan ahead. The hardest part of networking is conversing with strangers. Think of a few thought-provoking but unobtrusive questions
you can ask after “So, do you work in the area?” Have them in your back pocket for when the preliminary chit-chat begins to fade
and the awkward silence starts to creep in.
Have a goal. Do some research ahead of time to learn about the event and the attendees. Think about how you can make a
contribution while you are there. For example, instead of just planning to gather a certain number of business cards, set a goal to
determine how you can help at least one person. What about a goal to walk out with two meetings for coffee already scheduled?
Learn about others. Take a genuine interest in the people you meet. Ask questions. Listen. Attend to the details. If you need to,
pause after a particularly good conversation to take a few notes. Think about how you might help each person. What connections
or introductions can you make? What information can you share with them as a follow up?
1
3
2FOOD FOR THOUGHT
2 3
S T R A T E G I E S F O R O R G A N I Z A T I O N A L A N D I N D I V I D U A L S U C C E S S
FIRST1TRANSITIONSFIRST1STRATEGIESFIRST1TRANSITIONSFIRST1STRATEGIESFIRST TRANSITIONSN E W S & I N S I G H T S
“Opportunity texted me, tweeted me, linked to me, friended me,
blogged me and spammed me. I was expecting it to knock!” 4
Follow up. If you were not able to schedule follow up discussions during the event, send notes or make calls afterward with
suggestions for specific next steps. This is the time to prove your sincerity and integrity. Mention details from your conversation that
indicate you were listening carefully. Share meaningful articles or offer to make beneficial introductions. Networking is more than
adding contacts to your database. It is about building relationships.
Here are a few things we can all do to end the
masquerade and let real depth of character come
through.
• When sharing good news, positive progress, and
accomplishments, use “we” and “us” to recognize
team work.
• When acknowledging mistakes, apologizing, and
delivering bad news, use “I” to take ownership and
signal integrity.
• Stay in touch with people on a consistent basis.
• Ask more than tell.
• Listen more. Speak less.
• Mail (not email, real mail – you know, with a stamp)
thoughtful handwritten notes.
• Say “thank you” a lot and mean it.
• Take notice of and show gratitude for the little things.
• Be purposeful about making productive connections.
• Be an introducer.
• Generously pour into others who are appreciative.
• Let our actions signal to others we are a worthy
investment of their time and effort.
• Show our appreciation to those who pour into us.
Let’s all be gracious. Gracious is free and what we get
in return is priceless.
Warmest Regards,
Russ Jones
Contact our office near you or visit our website,
www.firsttransitions.com, to partner with people who “get”
gracious and will give your exiting employees the support
and resources they need for a positive career transition.
FOUR TIPS FOUR TIPS FOUR TIPS FOUR TIPS FOUR TIPS FOU

4. FIRST1TRANSITIONSFIRST1STRATEGIESFIRST1TRANSITIONSFIRST1STRATE
While a terrific tool, CareerShift is best when used
in conjunction with other applications. We teach
participants how to effectively employ complementary
tools. For example, using LinkedIn or Hoover’s to learn
more about organizations and contacts identified in
CareerShift.
Q: What is the secret to success when it comes to
using technology as a part of a career transition?
A: It is important to strike the right balance between
high tech and high touch. Technology is just one piece
of the mosaic. If a candidate is too focused on using
technology, they could fall into a situation where they
are busy but not productive. Pouring hours into online
searches, posting and re-posting resumes, trolling
discussion forums, and posting repetitive updates
creates an illusion of progress. In reality, it is an activity
trap that might only serve to prolong a search. Career
transitions with interpersonal interaction as the star and
technology as best supporting actor are most likely
to win the next role. The secret to success is knowing
when to log-off the network so you have more time to
network in person!
To partner with a career coach or explore a more
holistic productive approach to career transition
services for your organization, contact a First Transitions
office near you or visit our website:
www.firsttransitions.com
QUALITY: Take time to do things right the first
time.
SERVICE: Render intelligent, timely and
considerate service to all.
CONCERN FOR PEOPLE: Treat clients,
program participants and employees
with honesty, trust, fairness and respect.
COMMUNICATIONS: Communicate with
our clients, program participants and
employees in ways which will assure mutual
understanding.
CONSISTENCY: Insure that our behavior
each and every day supports our values,
goals, and standards.
SIMPLICITY: Conduct our business in an
easily understood manner.
REALISM: Acknowledge that our success
will come through intelligence, hard work,
patience and experience.
RECOGNITION: That our clients and
participants trust us with the most highly
confidential information they have.
RESPONSIBILITY: Encourage individual
responsibility and decision making.
FLEXIBILITY: Recognize the necessity to be
open to change for the mutual benefit of
our clients, program participants and our
organization.
RESPECT FOR TRADITION: Understand what
created past successes.
INTEGRITY: Consistently practice the utmost
modesty and integrity in serving our clients,
our participants and ourselves.
COMMITMENT: Take the plunge - there is
truth in the theory that there is “strength
in numbers.”
And finally, never sacrifice these precepts
for the short term.
OUR SERVICES WHAT WE STAND FOR
Our day-to-day activities, our dealings
with each other and our relationships with
customers/clients must be governed by a
passionate and unwavering commitment to
a set of values, which are:
4
w w w . f i r s t t r a n s i t i o n s . c o mIRST1TRANSITIONSFIRST1STRATEGIESFIRST1TRANSITIONSFIRST1STRATEGIESFIRST TRANSITIONSN E W S & I N S I G H T S
1211 W. 22nd Street • Suite 1006 • Oak Brook, IL 60523
(630) 571-3311 • Fax (630) 571-5714 • www.firsttransitions.com
Executives
Senior Managers
Directors
Managers/Supervisors
Exempt and Nonexempt
Group Workshops
Executive coaching
Career Assessment
Organizational career
development programs
Succession planning
Retention strategies
Leadership programs
360o
performance appraisals
Selection process design
Onboarding program design
e-Coaching
Pre Retirement Education
Programs
FIRST TRANSITIONS News & Insights
Editor: Nicole DeFalco
Art Director: Tricia Keener Blaha
CAREER TRANSITION
PROGRAMS FOR:
OUR LOCATIONS
Volume 17 - Issue 2
Michaelene George has over 25 years of experience in professional
development with expertise in linking employees’ personal career
needs to organizational objectives. In addition to coaching First
Transitions clients individually, Michaelene leads workshops on job
search tools. In this interview, she shares best practices on the use of
technology as part of a career transition.
Q: What role does technology play during a career transition?
A: A career is not a finite project. It is a work in process. In all stages of
this process, from searching for a job to seeking a promotion or planning
for a major shift in work focus, technology is a tool for doing research vital to
sound decision-making. Technology is also used to share and collaborate
on materials such as resumes, cover letters and samples of work. More and
more, companies are incorporating technology into the interview process.
For example, conducting interviews via Skype or recording candidates’
answers to interview questions that are later reviewed and scored
comparatively.
Q: How does First Transitions help participants leverage technology?
A: First Transitions’ coaches not only teach participants how to use
technology as part of a successful search but also keep them from getting
distracted by it! Without someone there to encourage and even push a little,
people tend to stay in their comfort-zones. Online activity makes them feel
like they are productive, when in reality, they may be treading water.
We take a holistic approach; combining technology with personalized
coaching and accountability, active consistent networking, strong follow up,
and a positive support system.
CareerShift, a job-search portal and online tool for researching
organizations and open positions, is made available to our participants. This
robust resource can be used as a contact management system for the job
search campaign. We show participants how to load and organize their
files, set up searches for organizations meeting specified criteria, identify
key contacts in those organizations and then launch email or direct mail
campaigns to represent themselves in a targeted manner, and track their
interactions. They are able to link to organizations’ career pages to complete
applications and save their answers in CareerShift for later use.
THE MARRIAGE OF HIGH TECH
AND HIGH TOUCH
FIRST TRANSITIONSN E W S & I N S I G H T S
First Transitions, Inc. has been a
provider of career-transition
services since 1981. We have
completed consulting assignments
for more than 500 organizations
in 45 states. Our uniqueness has
been in the caring, nurturing
appoach we have taken in
assisting individuals in attaining life
goals, personal or professional.
WHERE TO FIND US:
1211 West 22nd St., Suite 1006
Oak Brook, IL 60523
630-571-3311
630-571-5714 (fax)
10 S. Riverside Plaza, Suite 875
Chicago, IL 60606
312-541-0294
33 Wood Ave. South, Suite 600
Iselin, NJ 08830
800-358-1112
2151 Michelson, Suite 232
Irvine, CA 92612
949-551-4377
Terraces Center
400 Perimenter Center Terrace, NE
Suite 900
Atlanta, GA 30346
770-891-7866
200 S. Executive Drive, Suite 101
Brookfield, WI 53005
800-358-1112
8888 Keystone Crossing
Suite 1300
Indianapolis, IN 46240
800-358-1112
Our Web site address:
www.firsttransitions.com
E-mail us at:
admin@firsttransitions.com