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Description
Edelbrock Water Pump High Performance Ford 1965-76 FE V8 Engines Standard Length Satin FinishWater Pump Ford FE 352 428 1965 76 Ideal To Prevent Overheating In Street Rods And Street Machines, As Well As In Tow Rigs And Motorhomes. Using State Of The Art Racing Technology, Edelbrock Has Designed These "Super Cooling" Water Pumps To Provide Maximum Flow, Maximum Pressure And Equal Distribution To Both Sides Of The Block Within 1%. Available For Most Popular Applications, These High Performance Pumps Flow In Only One Direction For Optimum
Water Pump Ford FE 352-428 1965-76 Ideal To Prevent Overheating In Street Rods And Street Machines, As Well As In Tow Rigs And Motorhomes. Using State-Of-The-Art Racing Technology, Edelbrock Has Designed These "Super Cooling" Water Pumps To Provide Maximum Flow, Maximum Pressure And Equal Distribution To Both Sides Of The Block Within 1%. Available For Most Popular Applications, These High Performance Pumps Flow In Only One Direction For Optimum Efficiency. The Casting's Computer-Designed Internal Passages And Precision Powdered Metal Impeller Produce The Maximum Flow Rate Possible.
- Only Flows In One Direction For Optimum Efficiency
This Part Fits:
| Year | Make | Model | Submodel |
|---|---|---|---|
| 1965-1972 | Ford | Country Sedan | Base |
| 1965-1969 | Ford | Country Squire | Base |
| 1965-1966,1968-1970 | Ford | Custom | Base |
| 1965-1966,1968-1970 | Ford | Custom 500 | Base |
| 1965-1967 | Ford | F-100 | Base |
| 1965-1967 | Ford | F-250 | Base |
| 1966-1967 | Ford | F-350 | Base |
| 1968-1969 | Ford | Fairlane | 500 |
| 1968-1969 | Ford | Fairlane | Base |
| 1965-1966 | Ford | Galaxie | Base |
| 1965-1966,1968-1969 | Ford | Galaxie 500 | Base |
| 1965-1966,1968-1969 | Ford | Galaxie 500 | XL |
| 1965-1966,1968-1969 | Ford | LTD | Base |
| 1968-1970 | Ford | Mustang | Base |
| 1969-1970 | Ford | Mustang | Boss 429 |
| 1970 | Ford | Mustang | Grande |
| 1970 | Ford | Mustang | Mach 1 |
| 1968-1970 | Ford | Mustang | Shelby GT-500 |
| 1968 | Ford | Mustang | Shelby GT-500KR |
| 1965-1966,1968-1970 | Ford | Ranch Wagon | Base |
| 1970 | Ford | Ranch Wagon | Police Cruiser |
| 1968-1969 | Ford | Ranchero | 500 |
| 1968-1969 | Ford | Ranchero | Base |
| 1968-1969 | Ford | Ranchero | GT |
| 1966-1967 | Ford | Thunderbird | Base |
| 1968-1969 | Ford | Torino | Base |
| 1969 | Ford | Torino | Cobra |
| 1968-1969 | Ford | Torino | GT |
| 1969 | Ford | Torino | Squire |
| 1966-1968 | Mercury | Colony Park | Base |
| 1966-1968 | Mercury | Commuter | Base |
| 1968-1970 | Mercury | Cougar | Base |
| 1969-1970 | Mercury | Cougar | Cobra Jet |
| 1968-1970 | Mercury | Cougar | XR-7 |
| 1967-1969 | Mercury | Marquis | Base |
| 1969 | Mercury | Marquis | Brougham |
| 1966-1968 | Mercury | Montclair | Base |
| 1969 | Mercury | Montego | Base |
| 1969 | Mercury | Montego | MX |
| 1966-1970 | Mercury | Monterey | Base |
| 1969-1970 | Mercury | Monterey | Custom |
| 1966-1967 | Mercury | Monterey | S-55 |
| 1966-1968 | Mercury | Park Lane | Base |
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4.8 ★★★★★
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Product Reviews
★★★★★ 5
Great for recruiters & business owners
Format: Kindle
This is long but it I am so grateful and want to give my recent triumph with the help of this book....I currently own a medical spa. Our biggest challenge is hiring hard working, honest people, passionate about the business. Statistically we are average with the number of good hires but that is not a good thing when statistics say only 51% last more than 12 mos. Especially for lower level jobs being less. Many people just want a paycheck or want free services and could care less about helping customers and learning about aesthetics or medicine. Within the first few chapters I had already found ways of asking questions in interviews that when applied were astounding in getting the right response.
A good example was when I was interviewing a woman whom I felt had amazing qualifications for my Front Desk Manager’s position. She had owned her own pet salon for over 17 years but sold it and went to work for Pet Smart. I thought that seemed a little strange so asked her why? She naturally had a response that she wanted to move to Texas, originally being from Wisconsin which was horribly cold and owning a business was just too stressful. I wanted to know more as this didn’t seem like the mentality of a successful business owner so I asked her what kind of paycheck she wrote herself each year. Her response was “my gross income last year was $80k, which I am so proud of.” 1) She did not answer the question. 2) “which I am proud of.” Is used to further convince me she was making good money.” Luckily as a business owner I know it probably takes at least $80.K just to run a business. But this was not enough for me to disqualify her and author Russell Targ says just 1 red flag is not enough, so after a few more positive type questions I asked another. ‘Tell me about a time you didn’t get along with a co-worker’. I’m paraphrasing because she gave an overly long explanation of events which in-and of itself is a red flag but within the overly verbose statement She stated “they get annoyed with me” but didn’t tell me what “they” get annoyed with. When I asked what ‘they get annoyed with’ she minimized a situation where she had the flu 4 days and the next day she went to an already committed dentist appointment to get her tooth pulled and was in too much pain so again had to call in sick. I was a bit suspicious at this point as to why her boss would be annoyed with this if she was such a great employee since both those explanations seemed reasonable. So I later in the interview snuck in an “assumptive question” about her being late to which she confessed several additional times having been late but of course had plausible excuses. I was even more suspicious at this point about her integrity as an employee so asked the question a different way, ‘tell me a time you had a challenging client’ to which she told me another very verbose story about “a client who brought in a badly matted dog and when after shaving it had lots of bruising etc. the lady gave a terrible rating.” I tried not to sound judgmental so I commiserated with her on that as a business owner how awful that must have felt. We exchanged some giggles and at this point I felt she really was ready to open up to me. I then asked her to ‘describe a bad day at work’ where she gave another story with many excuses why where she had ripped a dog’s ear by accident, the police and media was called accusing her of animal abuse, she was taken to court and her name was smeared in this small town which was hard to recover from.😳 Now I am a bit alarmed but the old me is wanting to believe her that it wasn’t her fault so Finally, I wrapped up after many other positive exchanges I asked ‘if I were to call her employer what derogatory things might they say about her’ to which she replied “they don’t like the way I do things which of course with further questioning her reply was to minimize all of their complaints.” Now, here is where I used to get tripped up. I usually have a phone interview that lasts about an hour or more before setting up face-to-face interview and that is how this one was. I as usual wanting to believe the best in everybody was mostly paying attention to the many positive and outstanding things she had to say and want to believe her excuses so immediately set up a face-to-face interview. But this time I did something differently after hanging up with her. I paid really close attention to the “cluster” of suspicious things she mentioned and by then it hit me like a ton of bricks. In every bad hire I have ever made they had answers like this woman where they minimized, evaded the questions, or had great excuses. Now while we all have great excuses from time to time the book says to pay attention to multiples. Needless to say I politely cancelled the interview. After reading this book the signs were as clear as day.
I am happy to say I am now able to cut my phone interviews down to just 20-30 minutes even shorter when I see these “cluster” as the hook puts it.
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Reviewed in the United States on February 9, 2019
★★★★★ 3
I spy with my little eye...
I give this book a three star for laying out the information on the how to of lie detection.
Now, is this a fool proof system? No as you won't find one. But it sure does give the tools needed to start detecting lies that surrounds us daily.
In the few days that I have read it, I started recognizing some of these patterns within myself and others and at times I call it out, and at times I chuckle realizing what is happening.
I enjoyed the tales in the books and how the authors have used the methods themselves in various scenarios.
What I was hoping more of is more stories and practical implication of it in every day lives. But over all, good book.
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Reviewed in the United States on September 16, 2012
★★★★★ 4
Interesting read that dispels body language myths
Format: Kindle
I wasn't sure what to expect with this book. I purchased it on a lark after spying it (see what I did there?) in a list Amazon presented me with books I might be interested in reading. I'm always interested in all kinds of aspects of communication from storytelling to persuasion techniques to negotiation tactics, and I'd seen similar titles on the topics of lying and truth evaluation in the past.
I decided to buy this title because of the intelligence agency background of the authors, and they described their method of detecting deception as a relatively simple and straightforward one. They weren't lying (see what I did there?).
The book provides clear, real-world examples of subjects who've been less than truthful when questioned about a variety of topics, and for me, those examples went a long way toward crystallizing the specific points being made about the methodology the authors have developed.
As the book points out, there's no such thing as a lie detector, and I doubt most who read this will ever become as adept at deception detecting as the authors are, but the book does provide interesting insights into human nature and how people can give themselves away when they aren't being truthful. I'd say the book is full of solid concepts to keep in mind as you go about your daily life interacting with other people in all kinds of different situations where truth is critical.
You won't become a human lie detector, and you won't be able to observe someone's body language and determine whether or not someone is being truthful (despite what some TV pundits claim they can do – they can't). Just keep the book's methodology in mind and be mindful when you see some of the behaviors discussed.
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Reviewed in the United States on September 20, 2018
★★★★★ 5
99% @ 20 micron for the Pentastar V6!
Size: (Pack of 1)
Really nice quality filter, and a good replacement for the Fram TG11665 that's now become more expensive & harder to find. 99% efficiency @ 20 micron. Pleat spacing was smooth & even with no excess glue; made in South Korea.
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Reviewed in the United States on May 2, 2026
★★★★★ 5
Perfect fit for 2019 Jeep 3.2L engine
Size: (Pack of 1)
No way to really know how a filter is doing without a close examination AFTER it is used, but then the amount of debris trapped by a filter depends on how much debris is generated by the engine. But this filter looks to be quality constriction and is rated to 15,000 miles using synthetic oil. The brand is well known and has been in business for many decades, trusted by many.
WAS THIS REVIEW HELPFUL?YesReportShare
Reviewed in the United States on March 17, 2026
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