The best way to get noticed by hiring managers is to demonstrate your expertise in a real-world setting, like a webinar or a public project. This acts as a powerful, unsolicited interview, proving your value and legitimacy before a formal process even begins.
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When hiring, top firms like McKinsey value a candidate's ability to articulate a deliberate, logical problem-solving process as much as their past successes. Having a structured method shows you can reliably tackle novel challenges, whereas simply pointing to past wins might suggest luck or context-specific success.
Instead of just sending a resume, prove your value upfront by delivering something tangible and useful. This could be a report on a website bug, an analysis of API documentation, or a suggested performance improvement. This 'helping' act immediately shifts the dynamic from applicant to proactive contributor.
Sending a resume is now an outdated and ineffective way to get noticed by AI startups. The proven strategy is to demonstrate high agency by building a relevant prototype or feature improvement and emailing it directly to the founders. This approach has led to key hires at companies like Suno and Micro One.
A consistent, high-quality newsletter in a specific niche acts as a living resume and portfolio. This strategy allows you to demonstrate expertise and attract inbound career opportunities from target companies. It's a proactive way to 'work backwards' from a desired role by proving your value publicly before you even apply.
To get hired in a competitive market, stop spamming resumes. Instead, consistently create and publish content on platforms like LinkedIn that showcases your expertise, knowledge, and passion for your craft. This demonstrates value and attracts opportunities, making you a magnet for recruiters rather than just another applicant.
Exceptional individuals often publish their thoughts online. By reading their content, you can assess their thinking, expertise, and confluence of ideas, making a traditional interview redundant. This allows you to move decisively when you find a match, as when the speaker hired his Opendoor cofounder on the spot.
A Prof G Media research lead secured her first role after attending a software engineering career fair, not to get a job, but to practice her elevator pitch without pressure. This low-stakes environment unexpectedly led to a valuable referral and a job offer.
A common hiring mistake is prioritizing a conversational 'vibe check' over assessing actual skills. A much better approach is to give candidates a project that simulates the job's core responsibilities, providing a direct and clean signal of their capabilities.
If you hate your job or are unemployed, transform your LinkedIn into a content platform. Post daily videos sharing insights and observations about your industry. This demonstrates active expertise and attracts opportunities from hiring managers who see your value, rather than just reading a static resume.
For high-level leadership roles, skip hypothetical case studies. Instead, present candidates with your company's actual, current problems. The worst-case scenario is free, high-quality consulting. The best case is finding someone who can not only devise a solution but also implement it, making the interview process far more valuable.
