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Here’s a breakdown of where most people get ruled out, in a few seconds -LinkedIn Usually the very first thing HMs look at when given a referral, or when searching for talent on their own. How do candidates present and package themselves to the world? LinkedIn helps give a good idea of their interests, and many HMs will look for common connections that could be used as a reference. On average, I’ll eliminate 1-2% of applications here. It’s pretty rare. -Resume This is where I’ll spend the bulk of my time, and where I’m assuming you’ve put your best, and most up-to-date effort. I’ll check your qualifications, and understand what you’re passionate about (motivation is big)...

Trap questions sound safe, but can often lead candidates into giving potentially negative info. Below are some common examples of “trap” questions, and how to navigate them 👇 Can you explain a career gap? Always be honest, but don't dwell on a negative if it’s there. Answer with minimally sufficient info, move on. Avoid diving into work conflicts, bad managers, and anything that paints you as difficult. Long-term plans at the company? HM's want to understand how long you'll stay. Instead of saying you want to promote in 2 years, or move to another group once you're in, focus your answer on adding value at a greater and greater scale...

I hired a candidate who gave an awesome, yet simple, answer to the "tell me about yourself" question. To help others, I've distilled it into a template. Take a look: "My name is ________, and I'm a life-long learner, passionate about using new, and innovative technology to positively impact the lives of others. I'm a strong researcher who loves data analytics and failing fast. Over the last ______ years I've been growing, and honing my skills as a ________ manager and people leader; with experience building and releasing ______ different public-facing _______; now with over ______ users worldwide...

A great boss can do more for your career than a degree or certification ever could. One piece of career advice you’ll always hear me say, is to seek out incredible managers and leaders, and try to work for them as long as possible. What do these “great managers” look like? Here are a few things to look for: 1 - Is this leader someone you’d like to be like one day? 2 - Does this leader give you opportunities to learn, and grow your skills? 3 - Does this leader challenge you do more, and think bigger? 4 - Does this leader understand your potential, and actively advocate for you? There are...

"Well, wait," you say, "I want to be successful. What can I possibly be doing wrong?" These 3 forms of self-sabotage are common. 1. Not working on your mindset. Your brain is hardware. Your belief system is software. Nothing is true, only the things you believe in are true for you. The reality you believe in is the reality you live in. And that is also the reality you create. And at any given point in time, you can do better. 2. Relying on others. Take 100% responsibility for your results. No one is interested in your career more than you. Not your friends, not your family, and certainly not people who met you talk to on LinkedIn...