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.

In the current risk-averse market, companies prioritize candidates who can deliver immediate value. They seek individuals with a proven track record of solving the specific problem they're facing (e.g., launching a PLG motion), rather than betting on someone with only transferable skills.

Many skilled professionals are overlooked for promotions or new roles not because their work is subpar, but because they fail to articulate a compelling narrative around their accomplishments. How you frame your impact in interviews and promotion documents is as crucial as the impact itself.

Short tenures at multiple companies are not inherently negative to hiring managers. What matters is the candidate's ability to articulate a clear narrative explaining each move. A story that demonstrates intentional skill acquisition (e.g., moving to gain product marketing experience) is more compelling than the tenure itself.

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.

Instead of focusing on ATS optimization, a resume should be a narrative that answers: 1) Where do you work? 2) What's the product? 3) Why were you hired (to solve a problem or realize an opportunity)? and 4) What did you achieve? This framework provides the context hiring managers actually need.

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.

Your personal brand should transcend your current job title. Identify recurring themes in your career and articulate them as core "I am" statements (e.g., "I love to build things from the ground up"). These statements should be true for you across different companies and roles, forming an authentic and enduring brand.

The vast majority of a recruiter's attention is focused on the top 25% of the first page. Job seekers should treat the top three-line summary as the entire resume, packing it with their most impactful qualifications, recognizable company names, and quantified results.