Prática de Shadowing: Crush Your Next Job Interview in English - Aprenda a falar inglês com vídeo

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Hey, what's up?

Stephanie, the English coach here from EnglishFullTime .com.

Today, I have my brother

Eric with me.

We are going to do a conversation in English at normal, regular, everyday speed for you to practice your listening skills.

And we're also going to talk about something really interesting because he recently conducted some interviews with some guys from India.

And as soon as he started telling me this story a while back, I was like, wait, save this.

I want you to share it on my YouTube channel.

So he actually hasn't even told me the full story yet.

So anyways, we're not going to slow down, try to keep up.

This is full immersion.

Okay.

So with that said, go ahead and introduce yourself.

Hi, everyone.

I'm Eric.

I am a IT and cybersecurity specialist.

So I help companies get their internal IT and cybersecurity operations up to speed.

Wow, you shortened to that.

I did.

We don't need to elaborate further.

We practiced and he actually had this really long detailed, like my eyes were glazing over.

And I was like, I think we lost everybody.

Let's try again.

It's like, you did good, Eric.

You did good.

IT and cybersecurity is what I do.

You want to know more?

That's another conversation, I suppose.

Yeah, he's smart.

There we go.

Enough said.

No, okay.

So let's back up a little bit let's talk about your job, your position right now, because I remember when you first got into this,

you were like a guy who was doing tickets.

Yeah, I was a SOC analyst, a Security Operations Center analyst.

So, you know, like a complaint would come in, right?

A complaint, sometimes a complaint.

We call them tickets.

Yeah, well, every ticket you told me about was like a complaint.

Oh, because those were the interesting story ones, but most of what I did was very rudimentary.

Okay, so like customer support?

It was specifically security.

So most of the tickets we were getting were either people submitting, hey, I think this email is suspicious.

Can you look into it for me?

Or it was one of our tools sending it like, hey, this alert triggered and you might want to look into,

you know, X, Y, and Z on the network.

And we would conduct our investigations and documentation.

Okay, so before you were a lowly ticket boy.

I think the name of the position was like IT security professional level one.

Okay.

Lowly ticket boy.

Okay.

What I mean is entry level.

What I'm trying to do is make a comparison.

You're not there anymore.

Yeah, I understand.

Okay.

So now you are a CISO something or other.

A chief information security officer, which means that I'm in charge of the entire security program at the companies that I work for.

Yeah.

So now you have people under you and those are the ticket boys.

I'm just kidding.

I should stop calling them that.

I'm just kidding.

Okay.

I'm just kidding.

Okay.

So now you have other people.

Maybe I should make this a little more professional.

What do you think?

It's fine with me.

I'll have you know that I have girls on my team too.

Okay.

No, I know.

I know.

Okay.

So anyways, anyways.

So now you have people working under you.

You have a whole team.

You are actually doing the security for multiple companies.

So recently you did some interviews and now tell me about that because you came to me and you're like,

oh my gosh, Steph, you will not believe this.

Like these people were using AI.

Their interviews were terrible.

So what happened?

Yes.

It got to a point where one person is not enough to build a cybersecurity program at a company.

You get to a company large enough.

For small companies, you can do it with one person, but once you're at like 300 or 400,

500 people, you need a team to be doing this.

You either need to get a team outside or you need to build an in -house team.

So I got the approval and the budget to build an in -house team.

And so then I set out looking for what I needed.

So I needed somebody for compliance.

I needed a security operations lead.

I needed a couple of people to do the IT operations because we do both IT and security operations on my team.

And so after I got the approval in the budget, I needed to design the interviews, first of all, for what I was looking for,

design the job descriptions, the interview format, and then go out and conduct the interviews.

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So I wrote the job descriptions based on our company's needs.

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So for compliance, we needed somebody that could lead us through different compliance certifications like SOC 2, ISO 27001.

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Those are just security frameworks that are used for compliance benchmarks for companies when they want to be compliant.

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So basically, whoever applied for the job needed to have knowledge of those things and be able to do those things.

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Right.

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But I wasn't just looking for knowledge of those things because knowledge of the specific frameworks,

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as those are called, you could learn it in a couple of weeks.

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And so I knew this going into the interviews.

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And this is my own personal philosophy on work, is that the technicals can actually be learned relatively quickly any particular tool or coding language,

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once you know how to code, right?

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And now everyone codes with AI, but you know, back in the day when we used to code in languages by hand.

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Two years ago.

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In the stone ages, basically.

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Translating from one language to another language was not that difficult.

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Not that much of it.

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So once you learn one language, going from one language to another language, similar to learning languages the way that you do,

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you know, once you know Spanish, Yeah.

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Any language in the Spanish family, the romance languages like Italian, French.

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Yeah.

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Learning your first language or not your first, but your second language, I would say, is the hardest.

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And then after that, you're like, oh, now I know how to learn languages and it gets easier.

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Yeah, exactly.

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So we have the same sort of thing in in IT.

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So I had to design these interviews in such a way that captured not just the technicals, but judgment.

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And that's kind of a tricky thing to do.

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Like, how do you interview someone to see what judgment calls they would make and what decisions they would make, their problem -solving abilities?

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Exactly.

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Yeah.

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So in what I do, nothing is scripted, much like this interview.

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So wait, say that again.

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Nothing I do is scripted.

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On the interviews? In my job.

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So every day, it's a different set of challenges and problems that arise that,

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like, I don't have playbooks for everything that comes across my desk.

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And I have to be able to react on the fly

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and make judgment calls on very nuanced decisions where I have incomplete information.

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And there's also sometimes there's personalities to navigate as well.

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And so I have to, with incomplete information and using my own judgment and experience, make calls.

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Sometimes these calls affect the whole company, you know, the way that we have to make these decisions.

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And it's important that when I make those calls, I have the right framework.

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I'm deciding for the right framework.

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So, when I'm conducting these interviews,

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I'm also looking for somebody that can also think with incomplete information and work through like,

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hey, what do I know?

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What do I not know?

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How can I find out what I don't know?

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What missing pieces do I need to put in place before I can make a decision

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and have that decision be effective and I can defend that position?

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Yeah, and without needing you for every last thing.

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And without needing me for every last thing.

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That's important as well.

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I'm trying to be able to delegate to these people.

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These are not just entry -level positions.

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These are leaders.

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These are like deputies

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that I need on my team to be able to take

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care of certain aspects of the security program without my direct oversight on everything that they're doing.

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Yeah.

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So I designed the interviews using AI and using these as prompts

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and the focus and the core philosophy of the interview was demonstrated competence

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and critical decision -making and technical understanding as a secondary.

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So kind of taking it for granted, here's what it would look like in practicality.

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So for example, for the compliance interview, I would just assume they were familiar with the frameworks,

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but I don't want them to talk about what are the elements of the framework.

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I want them to tell me what did you do when you needed to implement this framework?

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And then there was an engineer that was giving you a hard time.

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That was kind of the question that I asked, because that just assumes that they know what the framework is,

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but I want to see what it looked like in action.

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And I was also aware at this time, I know that people were using AI in interviews,

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and I wanted to construct my interview in such a way to catch cheaters.

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So this was actually intentional on my part.

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All of the questions were framed that you needed to respond with a personal narrative.

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I was asking the person, what did you do in this situation?

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Or what would you do in this hypothetical situation?

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Tell me how you implemented this, right?

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All of the questions were - So, I mean, to me, like that actually seems like very,

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like every interview should be framed like this because it's not a test.

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It's not like in high school or college when they're just testing, do you know this information?

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The test is you have this information, you've had this information how did you work with it?

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How did you implement it?

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How did you problem solve with it?

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Because that speaks to your actual ability.

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And when we're on the job, it's not just about knowing something.

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It's about how do you use that information to get a job done and get it done well.

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You would be surprised at some of the interviews that I've gone through.

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Wait, like other people interviewing you?

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Other people interviewing me.

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Not interviews that I conducted, yeah.

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I've interviewed for a lot of positions and some very large organizations as well,

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where the interviews were asking me a question a technical question right

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that was a simple google search away like

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if i wanted to i could have had another screen just googled the answer and reported directly the answer.

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And like, my philosophy on interviews is a little bit different than that.

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Yeah.

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Right.

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I don't want to ask you something that you can just Google and you will get the right answer.

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Right.

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Anyone can do that.

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And that's not demonstrated competence.

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That's demonstrating, you know, how to use Google and anyone can do that these days.

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You know, we have a very tech savvy workforce.

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So for me, it was important.

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It's not just the ability to just go and find information.

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But how do you apply that information in very real scenarios that you will find yourself in on the job?

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Yeah.

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So tell me about like, how were you able to detect that some people were using AI

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and they weren't really speaking from their own experience or they didn't have deep answers?

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How did you detect that?

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It was actually really easy.

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And I was surprised at how how effective this was

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because all of the questions were constructed as answer from personal narrative well first of all

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there's the eyes the eyes let me tell you about the eyes okay

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when you when you're doing a video interview kind of kind of like this and

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you see somebody's eyes going over the top and going like a typewriter

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They're just ding, ding.

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You can see that they are reading the answer, first of all.

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That was my first visual cue.

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A dead giveaway.

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Like, I understand if they're not making eye contact because the camera is at a weird place and laptop's right.

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But this was a visual.

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I could see their eyes moving in a reading pattern across the top.

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And it was so obvious to me and distracting in the interview.

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Because you're trying to connect.

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You need eye contact.

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You're trying to connect.

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I was trying to make eye contact to look at them

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and get a feel for what they were like as a person.

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And I was, you know, the eyes were avoiding me the whole time.

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They were just reading.

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Eric's over there like.

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Yeah, I was trying to make eye contact.

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I could not do it.

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And then I figured out, oh, they're reading.

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And the other dead giveaway was everybody knows how AI answers these things.

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I have a thing now where I can tell almost what AI is being used when I see posts on LinkedIn, right?

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Every other post these days is just a straight clod output or a chat GPT output.

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And I can tell the difference between the AIs because I use them on the regular.

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So I know when there's just raw output being spat out by a prompt versus genuine human thought going into it.

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It's called AI Slop.

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And yes, it is a dead giveaway that you didn't do your own thinking.

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You had AI do your thinking for you.

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And people lose respect when they see that because it's just like, no, we want to hear your thoughts.

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So just a tip here, what I do if I ever need AI for help with anything is I'll write my own idea

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and then I'll check it with AI and be like, hey, don't take out my voice.

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Make sure my voice stays intact.

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I want this to sound like me, not like polished ai yeah we're like m dashes

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that are all over the place

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and i had to tell my ai at one point

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i'm like nobody writes with m dashes what are you doing like do you see this out in the wild

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so you can add skills to your ai to have it check i think there's one called like humanizer

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or something like that and that can check your you know your output

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and stuff like that but it is true we're in a new era everyone is using ai

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and now for my viewers and subscribers it's like oh ai is great

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because now finally i can present my english as being correct

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and clear but the thing that everyone needs to be aware of is

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that not only will it be correct and clear

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but it will erase your voice like before you even finish developing your voice in english it's already erasing it

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so just be really careful of that

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and don't allow it to erase your voice especially

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because what sounds good and clear to you to us sounds like oh my gosh that's ai like that is totally AI.

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Did they even think that through or did they just have a prompt think for them?

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And you don't want that reputation of being somebody that doesn't do their own thinking because, well, I mean, I hope you don't.

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I don't.

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I mean, you also have to think like, what is an interview, right?

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Exactly.

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An interview is I am the person who needs a job filled

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and there's a specific skill set and ability to make certain decisions.

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And in the interview, I need to be able to evaluate that you are capable of filling this role for me, right?

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Anybody can go and read a prompt from AI.

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But like when you are in that hot seat, when you are in that position,

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especially leadership positions, when you're in that position and you need to make a judgment call,

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I have to be able to see that you can be trusted with that judgment call.

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And this notwithstanding, the fact

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that somebody is using AI in a deceptive manner in an interview is already a red flag for judgment calls

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because it demonstrates a lack of integrity.

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And so that already, like when I saw that, I was like, ooh, like.

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If you're going to not be honest with me about who you are, because that's really what using AI to replace your voice is,

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is you're not answering those questions.

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The AI is answering those questions.

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And when you're doing so in a deceptive manner,

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so in an interview where somebody is asking you a question and you're answering from the AI, that's deception.

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And that doesn't bode well for the interview.

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Yeah.

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And I think for me personally, if I were to do any kind of interview with anything,

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I honestly think AI would slow me down because my brain, my brain thinks faster than AI.

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Like the amount of time, you know, and I trust my own words more and the way I can articulate thoughts.

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I trust my own voice

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and my own way of expressing way more than I would trust AI to express things for me.

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Like, no, thank you.

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Whenever I have AI do a project for me, like I'm constantly having to correct it.

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I'm constantly having to be like, no, it's not like that, or stop saying like that.

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And some people just take that raw output, and they go, okay, this is it.

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And it's like, oof, no, you know,

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so what I would encourage everyone to do is get to a level where you can trust your voice and express yourself.

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Because at the end of the day, the person interviewing you, first of all,

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they want you to be the one they don't want to interview 20 people, it's exhausting to have to interview so many people.

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So they can get the right person on the first interview, like that's amazing.

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So they want you to be that person.

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And I know that sometimes, especially if English is not your native language, you can feel like, oh, but like, I'm not good enough or whatever.

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But I feel like having an accent or messing up your grammar or whatever it is, mispronouncing a few words is okay,

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if you can still demonstrate that that raw knowledge and experience is there.

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Wouldn't you agree?

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Like, oh, absolutely.

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Yeah, like we can work through an accent, we can work through mispronunciations or grammar.

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But what we can't work through is you don't even have the experience or the understanding.

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And the problem is, what if you do have the experience and the understanding,

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but you're selling yourself short by using AI and making it look like you don't know what you're talking about?

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Because you're just reading an answer rather than saying like, well, I went through this and this is what happened.

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And that was the key, was the answering was in the third person really no what

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because the ai answers as an ai it doesn't answer as a

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so you would it can't answer with a personal narrative

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because the ai doesn't have any personal narrative so how would

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that how would that work give me an example oh

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so again that same question like tell me

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when you needed a control to be implemented and there was an engineer

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or a business leader that was giving you a hard time how did you work through

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that relationship and so the answer comes through When there is a disagreement between an engineer and the compliance professional,

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it is important that everybody's voices are heard.

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Leadership should be involved.

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Right.

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Like so vanilla.

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Oh, my gosh.

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It's a vanilla answer.

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It's like it's the right answer, but it's not you're not telling me a story about something that happened to you.

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Yeah.

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And everybody should have a story like that.

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That's not a hard story.

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If you've done the job.

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Yeah.

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That's not a hard story to come up with.

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Oh, let me tell you one time, you know, this and

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and the thing too is with on the interview

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you're able to build rapport yeah you can tell stories you can talk about it's fun some of the drama

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that happened in your last and like why it drove you crazy

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and how what you had to navigate you're showing

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that you're human yeah and it's so weird a lot of people i think

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when they think of interviews they go into this like box where they're like i have to wear a tie

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and i have to speak a certain way and

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and they become less and less human

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and it's like okay the more human you are actually the more

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you can connect with people in an interview the better chance you have of getting a second interview

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or getting the job

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because at the end of the day people are working with people we're not working with robots

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and even doing the job yeah

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and even doing the job working with people is one of the things we're looking for

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so that because the interview is step one

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if you get hired they have to work with you every day

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and it's true that's what happens yeah like

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so you have to present who you really are and telling stories

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and sharing personal experience is an excellent way to connect

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so it's actually really sad that people are basically losing opportunities

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because they're using ai and the ironic thing is they think they're doing the right thing

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or the best thing yeah and it's like no

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and yeah to to be fair not everybody conducts interviews this way this was something

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that i developed because of my own philosophy on this

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and my own bad experiences with the interviews where i was asked really technical questions

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that like could have been googled

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and i was like what what are we doing yeah like why it had no points to me to do

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that like anybody can do that but you're you're absolutely right

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that the we're working with people and

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so starting on step one in the interview process demonstrating

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that you are a relatable person is something

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that i was actively looking for

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and i wanted to see actually in fact the people that did well in the interviews they

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We didn't have necessarily perfect answers to the questions what they

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had were real answers to the questions like not ai

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i actually what they they would tell me i actually went through something like this

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and i had this one guy

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that was really difficult to work with i had a control

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that was really difficult to implement

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and i just had to you know i involved leadership we had multiple meetings

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and to try to understand his point of view so

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that we work together i'm like that's a great story

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because that's something that happens everywhere where you have to work with other people

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and negotiate with them in order to get something done.

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And it's messy.

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The way that it happens is messy.

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And so when I ask these questions, I'm not expecting like a, the word that comes to mind is sterile, right?

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It's like a doctor's office.

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Everything is absolutely clean and devoid of microscopic life bacteria.

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Devoid of life, right?

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Which is interesting because that's what a lot of people think they need to achieve in an interview.

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And it's like, actually, no, you don't have to be perfect.

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You have to be human and you have to show that you have experience and that you know what you're talking about.

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And life is messy.

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Relationships can be messy.

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Work environments can be messy.

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And we have to navigate that.

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And everybody knows.

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And so when you also have to think when you're doing an interview, you're interviewing someone higher up, they have very likely been in your position,

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so they know exactly what it's like.

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And so by talking about your real experiences, they're going to be like, yep, been there, done that.

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I can relate.

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Yeah, I know what it's like, you know, so.

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When we were lovely ticket boys.

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Ticket girls and boys.

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Ticket girls and boys.

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Okay, so I think you told me, speaking of ticket girls, I think you told me there was a woman actually

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that did very well in the interview yes

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so talk to us about her what did she do she answered everything with personal narrative

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and again the answers weren't polished necessarily but she also asked clarifying questions

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and this was this was like as soon as she asked a couple of clarifying questions

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i was like like this is what you're looking for in these jobs

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because when you ask somebody a question and they immediately jump to an answer they're like, oh, I know, do this.

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You're almost always wrong.

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Because the questions that we deal with in security and IT, it's not a single variable that you're solving for.

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It is sometimes 10, 20 different variables in play at once.

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And if you jump to an answer without solving for all those variables, you're going to get the wrong answer.

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So somebody who asks clarifying questions

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And it's like, hey, when you say this, is this already in place?

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Do we have this tool available to us?

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Is this document or policy already enforced or does it yet need to be created?

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She was asking questions like this was my compliance interview.

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And I knew exactly what she was asking these questions.

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But these are exactly the questions you need to ask before you answer the question.

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And then when she would answer the question, she would answer the question correctly based on the frameworks

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that were assumed

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and also with the correct logical decision making after establishing

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we have this in place we don't have this in place

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we have this in place we have we don't have this in place

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she was able to order what needed to happen first what needed to happen next

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and it was just like a dream come true in the interview

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that somebody who thinks that's that's what you want as a leader is you want somebody

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that can get a problem and solve it themselves.

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Yeah.

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So this is called critical thinking.

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And actually asking clarifying questions is a hallmark of somebody who is a critical thinker.

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And when we're not critical thinking, right, we're not doing that, or we should be, it's like you get a question

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and you just answer it without thinking about other possible solutions and what could possibly affect this.

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And I think one of the problems is that people think that there's this expectation that to show intelligence,

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you have to be able to answer immediately.

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And that's actually not a hallmark of intelligence a hallmark of

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intelligence is well hang on hold on let's back up let's analyze

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this from this angle let's talk about this well what

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if this other thing were to happen that is critical thinking

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so you're analyzing all the different possibilities

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and what things are going to affect other things

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and this is how we have to think right

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and this is what leadership is going to be looking for they are looking for critical thinkers so

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when you're in an interview it is not bad to ask questions in fact

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it's as he just said it's really good

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and i also want to confirm because I have a friend

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and mentor who is a CTO what does

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that stand for chief technology officer okay yeah

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so he's a CTO he's been a CTO for I don't know how many decades

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and he said the same thing because he also conducts interviews

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and sometimes we talk and he rants about oh the interviews

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and what hell like why don't people know how to do this

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and that's one of the things he's like when I ask a question Thank you.

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ask me a question.

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Let's talk about it.

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Let's dive into it.

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Let's solve it together.

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I'm trying to see how you think.

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I'm not just testing what you know.

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Because on the job, you're going to have problems and you're going to have to solve them together.

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And you're going to have to talk about possible solutions.

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You're going to have to dissect things.

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You have to think critically.

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And so the perfect place to show your critical thinking skills is in the interview.

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So show up with questions to ask them.

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Clarify when they say something and you're not sure.

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Don't just invent something to try to appear intelligent.

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Your intelligence will show through by how you talk about the situation.

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All right.

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Couldn't have said it better myself.

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That's absolutely true.

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Everything you said.

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Yeah.

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Okay, cool.

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I feel like we could talk forever about this, but we all already gave some good insight here and we talked really fast.

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So that's good.

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This is this is a regular speed conversation did it feel fast to you at all

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i think this is our normal talk this is our normal talk yeah

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we both had a lot a little bit of coffee earlier

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so you know there's a little bit of that going on yeah

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so what we need to know from you guys in the comments one did you still understand me

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because i get a lot of comments on my videos saying like why do i understand you

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so well and i don't understand other people

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so i want to know do you still understand me

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when i speak at this rate

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and what do you think of eric he's cool huh do you want him to come back for more conversations.

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Let us know.

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Tell us something you learned in the comments.

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What else?

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Don't use AI in your interviews.

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Don't use AI.

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Okay.

488

Please.

489

Like the video.

490

If you learned something, subscribe to the channel.

491

What else would we say?

492

You're in good hands.

493

She's great.

494

Oh, thank you.

495

Thank you.

496

You know what I will say?

497

I will say that when I hear you speak, and I've known this about you, I do have a way of speaking that is,

498

I would say, simpler compared to you.

499

So I don't know, I'd have to analyze it more.

500

I'm not sure if it's your sentence structure.

501

You tend to use more higher level words than I do.

502

I use a lot of technical jargon.

503

Well, technical jargon related to your work, but also when you're not even talking about your work, you're just expressing yourself in general.

504

Like, I just noticed this about you.

505

You tend to use more like higher level words, you know, there's probably a word for that.

506

And I'm just saying higher level, but I'm sure there's a better word.

507

But like, this is something also about my speech.

508

I think I just like communicating at this level because I feel like it comes naturally to me.

509

I'm not as smart as he is.

510

I'm just kidding.

511

It has nothing to do with intelligence.

512

It's a learned behavior because I speak to engineers and business leaders all day, every day.

513

And there's just certain things that we talk about and certain language that we use that vernacular just becomes normal.

514

But I will say you used to be like this even when you were in high school, even when you were in college.

515

I like big words.

516

Yeah, so it could just be that.

517

It could just be like you like big words and you like using them.

518

I like big words and I cannot lie.

519

Let us know in the comments if you know what he's referencing.

520

Anyways, yeah, so this is Eric.

521

He's awesome.

522

And thank you for watching our video.

523

Bye, everyone.

524

Bye.

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Vocabulário e dicas de fala para esta lição

Esta aula de conversação usa o vídeo “Crush Your Next Job Interview in English”. Este vídeo tem 524 frases e 5398 palavras para praticar shadowing. A fala dura 28:27. O falante fala rápido, cerca de 190 palavras por minuto, então espere sons ligados e reduzidos. 87% das palavras estão entre as 3.000 mais comuns do inglês, por isso o vocabulário é fácil de acompanhar.

Vocabulário principal deste vídeo

15 palavras do vídeo que vale a pena aprender, com pronúncia e significado:

Palavra	Pronúncia	Significado
framework substantivo	/ˈfɹeɪm.wɜːk/	esqueleto, estrutura
solve verbo	/sɒlv/	resolver, solucionar
judgment substantivo	/ˈd͡ʒʌd͡ʒ.mənt/	juízo, julgamento
compliance substantivo	/kəmˈplaɪ.əns/	cumprimento
demonstrate verbo	/ˈdɛm.ənˌstɹeɪt/	demonstrar
output substantivo	/ˈaʊtpʊt/	produção
narrative substantivo	/ˈnæɹ.ə.tɪv/	narrativa
implement verbo	/ˈɪmpləmənt/	implementar
messy adjetivo	/ˈmɛsi/	desorganizado, bagunçado
clarify verbo	/ˈklæɹ.ɪ.faɪ/	clarificar
connect verbo	/kəˈnɛkt/	conectar
complaint substantivo	/kəmˈpleɪnt/	queixa, reclamação
prompt verbo	/pɹɑmpt/	incitar, impelir
variable adjetivo	[ˈvæɹ.i.ə.bl̩]	variável
gosh	/ɡɑːʃ/	meu Deus, nossa!

Phrasal verbs que você vai ouvir

Palavra	Pronúncia	Significado
come up with verbo		pensar (em), alcançar
figure out verbo		descobrir, deduzir
find out verbo		descobrir
go ahead verbo	/ˌɡoʊ əˈhɛd/	vai em frente
go out verbo		sair
keep up verbo		manter
mess up verbo		desarrumar, bagunçar
set out verbo	/ˈsɛt‿aʊt/	dispor

Frases que vale a pena repetir

Frases curtas e completas do vídeo que você pode usar na conversa do dia a dia:

You want to know more?
Can you look into it for me?
What do I not know?
How can I find out what I don't know?
How did you implement it?

Gramática neste vídeo

As estruturas que o falante mais usa, com as palavras exatas do vídeo:

Estrutura	No vídeo
“Used to” used to + verbo — um hábito ou estado do passado que não é mais verdade	used to code · used to be
Voz passiva be + particípio passado — o foco está no que acontece, não em quem faz	are used · are called · be learned
Orações relativas who / which + oração — informação extra sobre uma pessoa ou coisa	guy who was · officer, which means · somebody that could
Present perfect have/has + particípio passado — uma ação passada que ainda importa agora	hasn't even told · you've had · I've gone

Pronúncia para ficar de olho

O falante usa 128 contrações e formas reduzidas, como you're, don't, I'm. Diga-as na forma curta, do jeito que você ouve.

Os sons de “th”: hypothetical /ˌhaɪpəˈθɛtɪkəl/, thinker /ˈθɪŋ.kɚ/, notwithstanding /ˌnɑtwɪθˈstændɪŋ/
Os sons de “sh” e “zh”: gosh /ɡɑːʃ/, polish /ˈpɑ.lɪʃ/, dash /ˈdæʃ/, reputation /ˌɹɛpjʊˈteɪʃən/, establish /ɪˈstæb.lɪʃ/
Palavras longas — acerte a sílaba tônica: necessarily /ˌnɛs.əˈsɛɹ.ə.li/, naturally /ˈnæt͡ʃ.(ə.)ɹə.li/, reputation /ˌɹɛpjʊˈteɪʃən/, intelligent /ɪnˈtɛlɪd͡ʒənt/, integrity /ɪnˈtɛɡɹəti/

Sons difíceis para falantes de português:

Consoante final — sem acrescentar um “i” depois: framework /ˈfɹeɪm.wɜːk/, judgment /ˈd͡ʒʌd͡ʒ.mənt/, demonstrate /ˈdɛm.ənˌstɹeɪt/, output /ˈaʊtpʊt/, implement /ˈɪmpləmənt/
/l/ final — a língua toca o céu da boca, não vira “u”: skill /skɪl/, angle /ˈæŋ.ɡəl/, logical /ˈlɑd͡ʒɪkəl/, intentional /ɪnˈtɛnʃənəl/, hypothetical /ˌhaɪpəˈθɛtɪkəl/
/h/ — um sopro suave, diferente do “r”: whoever /huˈɛvɚ/, hire /ˈhaɪɹ/, hypothetical /ˌhaɪpəˈθɛtɪkəl/, hallmark /ˈhɔlmɑɹk/

Como praticar com este vídeo

Ouça o vídeo inteiro uma vez sem falar e anote as palavras que você não conhece.
Comece na velocidade 0,75×, faça shadowing frase por frase e volte à velocidade normal quando ficar fácil.
Grave a sua voz e compare com o original, prestando atenção a palavras como framework, solve, judgment.

O que é a Técnica de Shadowing?

Shadowing é uma técnica de aprendizado de idiomas com base científica, originalmente desenvolvida para o treinamento de intérpretes profissionais. O método é simples, mas poderoso: você ouve áudio em inglês nativo e repete imediatamente em voz alta — como uma sombra seguindo o falante com 1-2 segundos de atraso. Pesquisas mostram melhora significativa na precisão da pronúncia, entonação, ritmo, sons conectados, compreensão auditiva e fluência na fala.

Técnica de shadowing: leia o guia completo passo a passo →

Prática de Shadowing: Crush Your Next Job Interview in English - Aprenda a falar inglês com vídeo

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Vocabulário e dicas de fala para esta lição

Vocabulário principal deste vídeo

Phrasal verbs que você vai ouvir

Frases que vale a pena repetir

Gramática neste vídeo

Pronúncia para ficar de olho

Como praticar com este vídeo

O que é a Técnica de Shadowing?