Career Resources & Insights

Tips, suggestions, and best practices from 8+ years of technical recruiting experience

1Resume Screening Tips

What recruiters and hiring managers look for when screening resumes — and how to make yours stand out.

•Tailor for the role: Mirror keywords from the job description. ATS systems and recruiters scan for relevance.
•Lead with impact: Use action verbs and quantify achievements (e.g., "Reduced deployment time by 40%").
•Keep it scannable: Clear headings, bullet points, and a 1–2 page length. Recruiters spend 6–10 seconds on an initial screen.
•Include a summary: A 2–3 line professional summary at the top can quickly align your experience with the role.
•No typos: Errors suggest poor attention to detail. Proofread and ask someone else to review.

How to prepare for technical and behavioural interviews so you present your best self.

•Research the company: Understand their products, culture, and recent news. It shows genuine interest.
•Prepare STAR examples: Situation, Task, Action, Result. Have 3–5 stories that demonstrate leadership, problem-solving, and collaboration.
•Know your resume: Be ready to explain every project, gap, and career move. Consistency builds trust.
•Ask thoughtful questions: "What does success look like in this role in the first 6 months?" shows you're thinking long-term.
•Test your tech: For video calls, check camera, mic, and internet. Join 5 minutes early to avoid last-minute glitches.

•Keep your LinkedIn updated: Recruiters actively search. A complete profile with skills and a clear headline increases visibility.
•Build in public: Blog, GitHub, or open-source contributions showcase your work and mindset beyond the resume.
•Network before you need it: Stay in touch with recruiters and former colleagues. Relationships open doors when you're ready to move.
•Know your worth: Research salary ranges for your level and location. Come prepared for compensation conversations.
•Follow up: A brief thank-you email after an interview reinforces your interest and professionalism.

•Write clear job descriptions: Define must-haves vs. nice-to-haves. Vague postings attract mismatched candidates.
•Move quickly: Top talent gets multiple offers. A slow process costs you strong candidates.
•Structure interviews: Use scorecards and consistent questions to reduce bias and compare candidates fairly.
•Sell your team and company: Candidates are evaluating you too. Share what makes the role and culture compelling.
•Give feedback: When possible, share constructive feedback with runners-up. It builds your employer brand.

✗"Cover letters still matter for every role." Most recruiters skim or skip. If it's optional, polish your resume and LinkedIn instead.
✗"You need to match 100% of the JD." 60–70% of must-haves + growth mindset = apply. "Perfect" candidates are rare.
✗"Recruiters only care about filling roles." Bad placements burn relationships. Good recruiters care about fit.
✗"Never negotiate — it might cost you the offer." Reasonable, professional negotiation is expected. If you don't ask, you won't know.

• We really do look at your LinkedIn. An empty or outdated profile is a missed signal.
• "Quick learner" on a senior resume gets skipped. Show what you've already learned.
• A thank-you note after an interview actually helps. Short is fine.
• Recruiters aren't gatekeepers — we get paid when you get hired. We want you to succeed.
• If you need to withdraw, just say so. Ghosting burns bridges you might need later.

• A 6-week process loses great candidates. Speed matters more than extra rounds.
• "Rockstar" and "ninja" in the JD = we both know the role is unclear.
• Salary in the posting isn't optional anymore. It filters and builds trust.
• The "perfect" candidate might be overqualified or a flight risk. Fit > checklist.
• Rejecting without feedback is a lost chance to build your employer brand.

I share tips, myths, hot takes, and job postings on LinkedIn and Instagram. No corporate speak — just what works from 8+ years in the trenches.