Recruiting In Yoga Pants

Dressing up is for suckers

Category: advice (Page 1 of 4)

All About Resumes

November 3, 2025 /

Leonardo Da Vinci is credited with inventing the resume. As the story goes he sent a letter detailing his skills to the Duke of Milan in 1482, in hopes of securing patronage. It seems that the Duke was in the market for… someone, to do a thing? And our man Da Vinci thought he had the skills.

Here’s what you may not know – Da Vinci focused his letter on his expertise in MILITARY ENGINEERING.

Not art. Not inventions. Not painting the freaking Mona Lisa.

“Hi, Duke of Milan. Here’s why you should hire me to build weapons” (more or less – read the letter yourself HERE. Fascinating history)

500+ years later, the resume hasn’t changed as much as you might think.

Your resume has a single purpose. Secure an interview. That’s it. Now that we’ve cleared that up, how do we do that?

There are a few ways to approach this. Some folks want to have their entire life history on a resume, and that’s not necessarily a bad place to start. Having a primary (or master) resume can help you draft application appropriate resumes in the future. Check out my video on primary resumes here – Why You NEED A Primary Resume! (And how to use AI to create one)

Alrighty! I’ve dumped everything I’ve ever done into my primary resume. It’s 47 pages. WHAT NOW?

Now we get clarity. I get that clarity can mean different things to different people – let’s start with career clarity. Your primary resume SHOULD help inform the things you’re good at. We should also consider what we enjoy doing, and finally – what we can get paid to do. Not sure? Check out my video on this topic – The Venn diagram EVERY job seeker needs to know! Ok. Now we know what jobs we should go after.

FOUND A JOB! I really want to apply to it and put my best foot forward. But how? Understanding how to READ a job description comes in real handy here. Not sure what to focus on? Check out this video – How to read a job description like a recruiter. Of course not all job descriptions are as clear as we’d like. All we can do is focus on what we as job seekers can control. The information we put on that resume and ultimately the application is fully up to us.

BUT THE ATS! Stop. Just stop. I can’t keep talking about this y’all. Regardless of what you heard, there are no foolproof hacks. There is no magic formula or algorithm. In spite of what features may or may not be implemented, whether or not you resume gets looked at is solely at the discretion of the responsible recruiter. You can read my cautionary tale about this on LinkedIn HERE. If you want to learn more about how ATSs actually work (irrelevant but if you’re curious, I got you!) check out this playlist – What does the ATS do anyway?

Alrighty – we’re now finding the roles we like, tweaking our resume to fit the job description, and ready to hit “submit”. One last thing – do NOT get caught up in the mythology that you just need enough keyword matches or secret prompts. These “hacks” cause way more harm than good. Even over reliance on AI to write your resume can be hurtful. If you’re doing it, how many other candidates do you think are following the same guidance? Not really “standing out” if everyone is using the same info.

Your resume should reflect YOUR unique skills and accomplishments. At the same time, they need to scratch the hiring manager’s itch. How do you do that? Check out How to read a resume like a hiring manager.

Once you’ve hit submit? Let it go. You’ll hear back or you won’t. You’ll get an interview or you won’t. These things are impossible to predict. Focus on what you can control, and shut out the noise. Pro-tip: if you ARE getting responses? IT’S NOT YOUR RESUME. Only take this guidance if your applications and networking efforts are not landing invitations to learn more about you.

I have an entire 25 video playlist ALL ABOUT RESUMES. Just one of the many playlists and tons of free content available to everyone, all the time, no strings attached. If you find this valuable, share! Send it to a struggling friend. Feedback? Shoot me a note! amy@recruitinginyogapants.com. Happy to answer questions or create future videos/posts based on what ails you.

Want to hire someone to do all this? You certainly can! For me, it’s up there with hiring a landscaper, or housekeeper, or chef. Can I mow my own yard? Yep. Cook and clean? Sure. Am I an EXPERT in any of this? Not hardly. My own efforts are usually “good enough”. But if you find that your efforts are NOT getting the results you need, AND you have the funds to invest, no shame in paid help. Check out my list of coaches and resume writers HERE.

Now back to our friend Leonardo, the OG renaissance man. Even HE knew he needed to tell the hiring manager Ludovico Sforza what Sforza wanted to hear. Still true today.

Finally, please laugh with me at this ridiculous AI generated image of “me” (allegedly) reviewing resumes. Lord have mercy and pass the botox.

Maybe It’s All Made Up

March 16, 2024 /

I know as well as most of you that there’s not shortage of clout chasers on social media.

I can’t assume that everything folks say on there is true. Especially when it flies directly in the face of common sense and compliance.

EVEN MORE ESPECIALLY when I know the players involved and can say with one million percent confidence 𝒕𝒉𝒂𝒕 𝒅𝒊𝒅𝒏’𝒕 𝒉𝒂𝒑𝒑𝒆𝒏.

I have to work on letting go of things I can’t control and stay out of discussions that are not beneficial to me or my audience.

What I WILL continue to focus on is elevating my profession to the best of my abilities, working with my leaders to create fair and equitable job postings followed by a compliant hiring process, and make the best damn offers I can to folks who trust us with their careers.

The rest of the dopamine circus can three ring without me.

Before we go… let’s talk about my silly little tweet pictured above.

Here’s the problem – it’s widely reported that women apply to roles they meet ALL OR MOST of the qualifications for, and men will apply when only meeting some. I’ve even some statistics say women apply when they meet 100% of the requirements (logical) and men apply when they only meet 60%.

I know in MY world as a serious and sane recruiter who understands the definition of the word “required” – this simply means that men are going to get rejected more often. Too many times though folks interpret this to mean that women should ALSO shoot those long shots. Too many times what ACTUALLY happens is those well qualified women get passed over for someone’s frat bro or the CEO’s nephew.

If you’re a recruiter or hiring leader serious about increasing representation of under represented employees, let’s chat. Getting serious about what is ACTUALLY required and staying true to a fair and compliant process will get you there. Otherwise you’re at MAJOR risk of “going with your gut” – which doesn’t always work out for the very people you claim to care about. 🤷‍♀️

RECRUITER OUTREACH! Hey Recruiters! How’s YOUR Messaging?

May 26, 2023 /

Ok I’ll admit it. I’m guilting of SENDING this tired old message: 

“I came across your profile and was very impressed with your background! I’d love to talk to you about opportunities!”

Ugh. How embarrassing.

Here’s the thing recruiters. When we’re initiating contact, we have a responsibility for making the message worth responding to. Of course not all messages deserve (or will get) a response, and that’s ok! But we still need to at least put some effort in. 

The biggest challenge for many recruiters is balancing PERSONALIZATION with VOLUME. This is hard! I get it’s not always possible to spend tons of time on every single individual message. However, candidates don’t care about your volume problems. They care about getting messages meant for them that are worth replying to.

Instead of preaching at you about this, I’m going to tell you exactly how I do it.

Campaigns!

I actually do like automation when done correctly. I have a CRM that I can create “campaigns” in, meaning I can select candidates and start an email drip campaign. I can just set it and forget it, until I get a response – which then turns into a personalized recruiting process. I do it like this:

Start with a specific role

I don’t randomly reach out to people for coffee chats or just to hop on a call. I have stuff to do – most importantly, fill these damn reqs! If you’re getting an email from me, it’s because I think you might be a good fit for one of my open positions. By having a clear target, I can also share important stuff like compensation, location, and what makes the role cool (check out my pal Nic’s excellent post on this topic!)

So I have my list of folks I think might be good, and I will do small batches – maybe 10 at a time – so I can tweak the email to personalize a bit (who wants the same generic email EVERYBODY got? Boring!!) My first email goes something like this:

“Hi (prospect),

Amy from (Company), reaching out for the nefarious purposes of stealing you from your current job and convincing you to come do (cool stuff) here! I checked out your (resume, profile, blog, whatever) and thought there might be a fit based on (specific thing).

I don’t want to assume you’d be open to a change, but in case my timing is right, here’s a link to the role and (something cool, compensation, etc). You can learn more about (company, team, project) here (include link, articles, whatever).

Most importantly, I’d love to learn more about what kind of work lights you up, in case I have other positions now or in the future that might be worth talking about.  

You can reach me any time at (contact info) or feel free to book something directly at (calendar link). I look forward to connecting with you!

Me“

My goal here is to give enough information to actually act on, but also keep it short enough with a clear call to action that prospects can respond quickly if they want.

2nd Outreach

Ok maybe that wasn’t exciting enough for you. Or you missed it. Or just didn’t want to respond. Some candidates have actually told me they purposely wait for a 2nd or even 3rd email to make sure the recruiter is serious!! WHO KNEW?? So if the first email doesn’t get a response, number 2 goes something like this:

“Hi (prospect),

Hey there, following up on my email last week. I’d love to chat with you about a position I’m recruiting for – here’s the info (add job posting link, data included in first email) I sent – I’d love your feedback on it even if my timing is off!

We recently announced/shared (something cool), you can read about that here (include link or articles, depending on what you’re sharing)

If you’re open to hearing more, would love to connect live! You can reach me at (contact info) or book time whenever is convenient at (calendar link).

Thanks,

Me“

My goal here is to simply send a friendly reminder with an extra tidbit that may help convince someone to talk to me – or at least tell me no thanks. I’ll accept closure!

3rd & Final Outreach

Ok this is where I lose some recruiters. I am personally not interested in harassing people. I will send 3 emails, and if I get nothing back, I can take a hint. I have other prospects to move on to and I am not interested in wasting my time nor do I want to bug a prospect! It goes a little something like this:

Hey (prospect),

Just closing the loop with you. We’re still looking to hire for (role), but totally understand if my timing is off or the role just isn’t right for you at this stage of your career. If anything changes on your end please get in touch! If you know anyone in your network who might be interested in hearing about the role, please feel free to forward my info and I’m happy to share more!

Thanks for letting me invade your inbox – happy to connect in the future if you’re open.

Me”

I have a roughly 80% response rate to the 3rd email. That’s damn good for cold recruiter outreach.

I know some folks may think this is boring, or too focused on the role, but here’s my thought process. I’m trying to RECRUIT someone. They know it, I know it, why would I pretend this is anything but an attempt to get them in process with my company? Secondly, these are TEMPLATES – I fully expect anyone who wants to try this method to spice up their messages. My ACTUAL messages are a little funnier and include some cool stuff not shared here – give yourself permission to get creative!

Check out this week’s video HERE

RECRUITER OUTREACH! How Candidates Can Respond (without losing your mind)

May 19, 2023 /

We’ve all seen this tired old message:

“I came across your profile and was very impressed with your background! I’d love to talk to you about opportunities!”

Honestly y’all I catch MYSELF typing that some days and I immediately send myself to time out to think about what I’ve done.

Terrible. Terrible opener and I hate myself for sometimes starting with it.

Alrighty now that we have THAT covered, let’s get real. Some messages are going to be GREAT. Highly targeted, full of useful insights, and a clear call to action. Others, not so much – and it’s hard for job seekers to know which ones deserve a response!

Pro tip – not every message deserves a response.

The key takeaway here is deciding how much emotional energy you’re willing to invest in this conversation. Make no mistake job seekers – even subconsciously you’re investing! Taking the time to read the message. Considering your response. Picturing yourself interviewing. How life changing the role could be if you get an offer…. you know the feeling.

I want you to give yourself permission to NOT attend every conversation you’re invited to. Well intentioned recruiters may try to convince you that you should take EVERY call (especially THEIRS!) in the name of networking. To that, I say hell no. Protect your time, space, and energy. You’re going to need it for the REAL opportunities coming your way!

If the message gives you the necessary info (job description, compensation, location, etc) AND you’re interested, it’s perfectly ok to say so! If there’s not enough detail or you’re simply unsure how to respond? Here’s some templates you can use as a starting point to continuing the conversation.

Interested / open to work

Ideally, the message includes a clear call to action. It’s ok to simply acknowledge that and follow whatever guidance has been provided. If the message is not that clear, try something like this:

“Hi (Recruiter),

Thanks so much for reaching out! I am excited to learn more about (company) and (role). As an experienced (title), I’m actively searching for a role where I can (work you love). I’m open to (locations, titles, any relevant role related insights) with a target compensation of ($X).

I’m available for a call/interviews (availability). I look forward to connecting with you!

You“

Not interested but could be convinced

“Hi (Recruiter),

Thanks for reaching out. I’m not actively looking, but open to hearing about opportunities that may be significantly better than what I’m doing today. I’m currently a (title) where I (overview of work). I would be open to roles were I can (dream scope) in (location, hybrid, remote). In order to seriously consider a change, I would be looking for at least $X in total compensation.

If you have roles that align, I’d be happy to schedule a chat to learn more. Please send over more information about (job description, company, compensation) and I’ll get back to you right away.

Thanks,

You“

These templates are meant to be edited to reflect our own personal voice, wishlists, and expectations. It is critical that you understand your own job search boundaries. Many job seekers fall into the “all do anything!” trap and the reality is that can cause more harm than good. If you don’t have a target, how can you know where to aim? Take the time to really think about what you’re good at, where you could exchange that labor for money, and what that compensation needs to be to make sense for you. Don’t be afraid to take control of the conversation! You deserve nothing less.

Check out this week’s video HERE

Should Recruiters Read Every Resume? Part 1 – What Job Seekers Should Know

May 5, 2023 /

Ok so I may have made a strongly worded post about recruiters reviewing every resume.

Some of y’all were not pleased 😆

SO – I decided to tackle this topic once and for all! SHOULD recruiters read every resume? Eh…. maybe a skim. Brief review. But at the very least…

FAIR CONSIDERATION.

Now what does “fair consideration” look like? Honestly it can be different based on so many factors. What kinds of tools the recruiter has access to. Volume of roles and applications. Workload. Business needs. So. Many. Variables.

Next week we’ll tackle some of these in Part 2 focused on recruiters, but for this week, let’s talk about what job seekers should know.

Anecdotal data from years in the industry and talking to MANY recruiters has taught me that the number of “qualified” applicants is much smaller than the number of ACTUAL applicants. Most sources report somewhere between 10-25% on average are candidates that we can actually move forward with. One. In. Ten. At best? Maybe one in FOUR. Now you may ask yourself “gee if the odds are that bad, why bother looking at all??” Here’s why:

Several years ago I was working on a highly specialized role. This person was going to stand up a body of work that had literally never been done in this org before. The industry was one that had a high number of contractors, and so finding folks who would even consider full time (vs consulting) was already a challenge. Throw in a few other non-negotiables involving government contracts and I had myself a purple squirrel hunt.

At the time, I had an employee who was in charge of reviewing the resumes. Every week I would ask for a pipeline status, and every week it was “I’m searching – here’s a list of prospects” When asked about direct applicants, I was told there weren’t any good ones, and we’d never find someone who directly applied. After a painful offer decline and a few other near misses, I decided to check for myself.

Y’all. Why did I open my ATS to find 279 unveiwed applicants??

So I did what any annoyed recruiting leader would do. I poured myself a drink, turned on some reality TV, and got to work after hours. It took me about 2 hours, but I reviewed them all. Every single one. Yes, there were lots of immediate no’s. But there were also 10 highly qualified and INTERESTED applicants. That’s right – approximately 3% of the resumes I reviewed were worth forwarding to the hiring manager.

The HM decided to interview the top 5 (further scrutiny based on Preferred Qualifications) and we did final rounds with 4 of them. Thankfully we hired one of those applicants.

A stellar hire I would have completely missed had I not done my damn job and reviewed folks who had clearly indicated their interest in our role.

THAT is just one example of why I don’t sleep on applicants. Ever. Too much gold to be mined in that ATS y’all!

So what does this mean for job seekers? Two big things:

Let go of what you cannot confirm

You have no way of knowing how many applicants actually applied. Furthermore, you can’t know how many of those are even qualified. So don’t let high “applicant” counts on LinkedIn scare you away. That’s not even accurate data – let alone the smaller percentage of folks who can even be considered!

You ALSO have no way of knowing how the recruiter on the other end does their job. Do they rely on knockout questions? Do they trust their ranking system, or do they do a keyword search? Unless a recruiter tells you specifically this or that is how they operate? Don’t assume.

Let go of what you cannot control

There may be 100 other well qualified applicants. Can you do anything about it? The recruiter might suck at their job and leave your application to the whims of a shitty boolean string. Can you fix it? Nope. So why sweat it?

What you CAN control, is the information you put in front of the hiring team. Ideally your resume leave no doubt that you meet the qualifications and then some. If you run into clear “yes/no” required questions, there’s a very good possibility those are knockout questions – saying “no” may be a one way ticket to rejectionville. It MIGHT make sense to spend that precious job search energy on roles you’re fully qualified for.

You can ALSO engage with recruiters at your favorite companies on LinkedIn and other forms of social media. Unsure of how Company A does this or that? ASK SOMEONE! Don’t take bullshit “guidance” from cotton candy career coaches – go straight to the source and get the truth.

Not every recruiter has the bandwidth to reply to every message, but reading up on their careers pages, talking to friends/colleagues who work at those companies and following the hiring authorities on social media will get you a lot further than stressing over what you can’t confirm – or control.

Check out this week’s video HERE

Should You Research Your Interviewers?

April 14, 2023 /

Like most answers in recruiting, “it depends”. This may be very important in smaller companies. In larger companies, they may have whole policies around not sharing interviewer names SPECIFICALLY so you don’t get caught up researching the people you’re meeting with.

My number one recommendation is to check with your recruiter on what’s expected and/or BENEFICIAL for you to study up on before you interview.

I haven’t personally worked for a company where researching your interviewer ultimately made a difference. Sure it’s helpful to know some basics about the person you’re meeting with – more importantly, what areas or role related competencies will they cover with you? But knowing if you both like chocolate pudding? Eh… not so much.

Why? CONFIRMATION BIAS.

Let’s say you and the interviewer went to the same college. Interesting! You could certainly discuss your team’s football record, or your true feelings about your alma mater’s mascot. Do these things have ANYTHING to do with your ability to do the job? Nope.

As for me, I’d rather a level playing field where I’m judge on my ability to perform in the role based on my skills and background and NOT on the fact that we’re both Geminis who drive Jettas.

Ok maybe that’s a little hyperbole… but hopefully you get where I’m going with this.

IF you are going to research your interviewers, make sure you’re focusing on role related content and as much insight as you can get about the actual interview process.

Have you researched your interviewers before? How did it go? Let us know in the comments!

Check out this week’s video HERE

What Does Your Social Media Content Say About You?

April 7, 2023 /

This might sting a little.

Now I say this as someone who is pretty darn transparent on social media… I’m far from the example anyone should be following! That said – I am a recruiter, and I read profiles for a living (along with some other stuff 😉 ) So what is an active job seeker to do? Now this is not your profile – we have another video about that you can check out HERE. We’re talking about posts, comments, and engagement.

Get ready for some very loving truth bombs…

Truth Bomb #1 – Your posts are incredibly vague

You’ve seen them – “don’t ignore my post!” or “I need a job!” Well, yes. I believe those things are true. Unfortunately a lot of those posts don’t say much else. They often lack context or a clear call to action – so what’s a reader to do? Unfortunately a lot of readers will make comments like “you got this!” or the dreaded “commenting for reach!” but seriously…. does that actually get you anywhere?

Truth Bomb #2 – your post is about YOU, not how you solve THEIR problem

This one sucks. I want you to think about this though – there’s a difference between “I need” and “I can do”. One is self-serving, the other is value adding to the audience. The reality is a stranger on the internet doesn’t care if you’re about to be homeless. YOU care, hence your content asking for help. The readers of your content? Not so much. They have their own wishes/needs/agenda, and if you speak to that, you’re way ahead of your competition. Instead of “I need a job” try “I am excited to land my next role where I can provide X by doing Y” or something to that effect.

Truth Bomb #3 – you need a talent shaped box

Another tough one – so many folks are hesitant to get too specific. If I post about how great of a recruiter I am, and that I’m really good at sourcing engineers, no one will consider me for a marketing gig! Well… that may be true… but are you QUALIFIED for a marketing gig? It’s absolutely ok to consider a career change – and your content should speak to that. The reality is the more targeted and specific your pitch is, the more likely it’ll get noticed by the right people!

The goal is to create a mental picture of how you can solve someone’s problem. Companies hire people to DO things. Buy, sell, build, consult, influence, direct, manager, manufacture… you name it. Show you can do that thing, and watch your engagement go up.

Check out the video HERE.

How To Prep for a Coaching Call!

March 31, 2023 /

Even professionals can benefit from professional help.

It can be hard to admit we don’t have all the answers, but that’s why mentors and coaches exist! For job seekers, there are plenty of options when it comes to coaching. There are tons of coaches providing paid services (you can check out my recommended list here) and lots of recruiters who provide the occasional session (paid or free).

So how do you PREPARE for this session?

First of all, know your goal. You won’t have it all figured out (that’s why you need a coach!) but you should at least have a goal in mind. What do you want to learn during this session? Is there a specific issue you need help with? It could be anything from “I don’t know what I don’t know and need direction” to “I’ve done a lot of introspection and I need help with this specific thing“. For most of us, it’s probably somewhere in-between. It’s perfectly ok to not know EXACTLY what you need, but at least think about what you want to get out of the call.

Set expectations! The coach may help drive this as well – for a first introductory call, it may be pure discovery. The coach needs to get to know you a bit and understand your situation before proposing solutions. Other times, you’re able to quickly dig into problem areas and brainstorm potential fixes.

Some questions worth exploring during your coaching session:

  • Is my perception of my situation ACCURATE?
  • Is there NEW information that may help me?
  • Do I need to COURSE CORRECT my current strategy?

Finally, give yourself permission to drive the conversation. A great coach will help you come up with solutions on your own – not hand you a one size fits all playbook. Everyone’s situation is unique! Take the time you need to think through what is best FOR YOU.

For more information, check out the video HERE.

The “Right” Way to Reject A Candidate??

March 17, 2023 /

Y’all. Why are recruiters the way they are??

Alrighty let’s dig in – a recent LinkedIn post had my head spinning. It said (I’m paraphrasing a bit here) that recruiters should ALWAYS reject candidates over email and NEVER by phone or video call.

ALWAYS.

NEVER.

The two most dangerous words in recruiting.

But let’s get back to this idea around rejecting candidates. First of all, we have to acknowledge the very real rule that many companies have – CALL. That’s right. The last several employers I’ve personally worked for had a rule that if someone had gone through a full interview round, they got a CALL with the news (good or bad).

Now unfortunately many of those companies also have no feedback rules… so that call can be a little awkward in spite of our best intentions. Here’s how I do it:

Interview Prep
During this conversation, I let my candidates know two things: 1. I’m not able to provide specific feedback and 2. I will pre-schedule our outcome call if possible OR send them a link to schedule a call once we have a decision. If I’m able to kick off my candidate’s interview day (probably 70-80% of the time) I use those few minutes to schedule our follow up conversation. If I don’t do a kick off, I send an email include my calendar link so candidates can self schedule. It looks like this:

Hi CANDIDATE, thanks so much for taking the time to interview with us! I have an update for you. Here’s a link to my calendar (hyperlinked 15 min time slot) – feel free to schedule whatever works best for you. Otherwise, feel free to text me directly at (number) whenever you’re free for a chat.

I really want my candidates to feel empowered to tell me what works for them, and particularly WHEN works for them – no one should get a “surprise” call especially if it’s’ bad news.

The Call
This is more or less the “script” I follow when having this conversation. It should be an organic, free flowing conversation and candidates should feel comfortable asking questions or sharing any feedback / thoughts they may have about the process or anything else!

Hey Candidate, unfortunately we didn’t get the outcome we had hoped for. While we won’t be moving to an offer on this role, we definitely saw strengths in (positive areas).
(If true/appropriate) We didn’t see enough (strength / scope) in X, but would love to keep in touch for (future role, different role/level).

Obviously every recruiter needs to pick the language, style and verbiage that works best for them AND follows their company policy. This is also a good time to share if there’s a cooling off period, or if/when a candidate should follow up for future opportunities.

Great – so what’s a job seeker to do?

Clarify timing! It’s perfectly acceptable to ask the recruiter WHEN you can expect an answer. If the recruiter doesn’t offer to schedule something, request it yourself! Get confirmation on when you’ll hear back, or confirm yourself when you’ll be following up.

For more thoughts on this, check out the video HERE.

Resume & Job Search Advice – Who Do You Trust?

March 10, 2023 /

This can be tricky.

I’ll be the first to admit that it can be very difficult to know who to believe. A common complaint from job seekers is there is no single “right” way to do… well… any of this.

Let’s take resumes for example. This recruiter said 1 page only. That recruiter says PDF only. And another random recruiter is picky about font size.

Sigh. I’m exhausted just thinking about it.

Here’s the thing though – there is no universal standard to MOST of this. I’d like to think we can all agree that clean, concise, and clear accomplishments are key. So what’s a job seeker to do?

Relevant Advice

Let’s face it – not all advice on the internet is meant for you. And that’s ok! Even in my recruiting world, I’m pivoting from engineering to high volume production hiring. The advice I give MY candidates will shift greatly – because it’s a very different skill set with a different set of expectations, resume guidance, and interview best practices. Make sure you’re asking questions (and following the guidance of) people who actually KNOW what you’re trying to learn – and can help you get there.

Trusted Sources

Before you take advice from ANYONE, you should vet them! If we’re talking resume advice, recruiters are often a great source for feedback because they are ultimately your audience. Don’t you want to know what the person responsible for reading your resume wants to see? Career coaches and resume writers can also be great – but are they familiar with your particular industry, seniority, and skill set? Like recruiters, coaches and writers can be generalists too – but are they knowledgable about the companies and industries you want to work in? Do they have the trust of recruiters and hiring leaders? Are they trusted or even recommended by recruiters (check out my list here).

Ultimately, you have the responsibility and opportunity to decide what’s best for you. YES, there’s lot of advice out there – and lots of self-proclaimed experts that have perfected the manipulation game and only want to get their hands on your hard earned money. Some services (if it’s affordable for you) can be worth every penny. Sometimes you just need to focus on QUALITY advice, and stop trying to listen to everyone.

For more on this topic, watch this week’s video HERE.

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