How to Stand Out in Job Applications

I talked with Tim Paradis at Business Insider about how people can stand out even in a tough job market, and his piece has great data and ideas. You can read the full article here: https://lnkd.in/gBiNXMyc We talked about our recent Chief of Staff search at Rising Team, and what helped the top candidates move forward. My top tips: 1) Send something that stands out: This was the main point of the article—for the jobs I've hired for, the people who send something extra, beyond what is required, always stand out. It could be a video, slides, a prototype, anything that shows you care enough to put in extra effort. It should be specific to the company, not just about you, to show that you did your research and understand the specific role and the company. This is a strategy very few people use and can work for anyone, even without connections or without the exact experience of doing the role before. 2) Be thoughtful about how you use AI: We all know that AI can help us write faster, and often better and more clearly than we do on our own. It can also help people apply rapidly to many jobs. The challenge is that it can also make us all sound the same. In fact ~100 of the 800 applicants for this role started their responses to our questions with the same 2 sentences. If you want to use AI, make sure to start with a more creative prompt (not just the direct question that was asked) and do significant editing to make it sound like you. 3) Network: It's still a good idea to use the tried and true strategy of leveraging connections. If you have relationships at the company, reach out to try to get an interview, an introduction, or a recommendation. Even if you don't have a direct relationship, it's worth looking at your 2nd degree connections to see if you know someone who can introduce you or put in a good word. While networking has always been a helpful strategy, it's harder now that so many people are applying to each job, and many people are using this strategy. The good news is that the other strategies above work for people who don't have any connections. One more tip, that I didn't mention in the article—practice your resilience. Job hunting in a tough market is a lot like fundraising (which I've also done a lot of). You will likely get a lot of nos before you get a yes. As long as you can bounce back and keep at it, I believe the right fit is out there for everyone. #hiring #interviewing #jobsearch

🤔 Not "Fully Qualified"? Apply Anyway! Here's How to Stand Out. If you’ve ever looked at a job posting and thought, I don’t meet every qualification, so I shouldn’t apply, think again. Companies don’t always hire based on a perfect checklist—often, they choose candidates who bring the right mindset, potential, and transferable skills. 🚀 Take the SpaceX engineer who landed his role amidst hundreds of applicants despite not meeting all the listed qualifications. While he lacked experience with a specific propulsion system, he demonstrated an exceptional ability to solve complex engineering challenges and a relentless drive to learn. SpaceX saw his problem-solving mindset as more valuable than checking every box, and they knew he would quickly acquire the missing technical skills on the job. So, how do you reflect your potential in your résumé to get past the ATS (Applicant Tracking System) and into the hands of a human? 📌 1. Focus on Transferable Skills Don’t have experience with that software? Highlight a similar one you’ve mastered. If the job requires Excel but you’ve used a wide variety of other similar software, showcase your ability to utilize spreadsheets for specific activities such as data organization, tracking, and visualization. Recruiters value adaptability over exact software matches. 📌 2. Address Experience Gaps Strategically If a role asks for 7+ years of experience and you have 5, don’t disqualify yourself. Show how your results in those 5 years outweigh what most achieve in 7. Use impact-driven bullet points that highlight measurable achievements and how they will add value to the role. 📌 3. Optimize for ATS & Human Eyes Mirror the job description’s keywords—especially in your Skills and Experience sections—but do so honestly. If you’re familiar with Excel but are not an expert, list it as Effective user of a variety of spreadsheet software including X, Y, Z and a familiarity with Excel rather than omitting it entirely. 📌 4. Show Your Learning Mindset If a technical requirement is missing from your background, show that you're actively learning it. Adding “Currently learning XYZ through Coursera/Udemy/Certifications” in your Professional Development section proves initiative. Always be growing in your field of interest to increase your employment value. 📌 5. Use a Powerful Cover Letter If you’re missing a requirement but bring something even more valuable, explain why you’re the right fit anyway. Highlight examples of times you’ve quickly picked up new skills and delivered results. Perhaps relate your need to think and make decisions quickly when playing professional level sports, or during crisis situation that resulted in success. 📢 Bottom Line: Many companies prioritize proven potential over perfection. If you believe you can bring value, apply anyway—but tailor your résumé strategically to get past the filters. Have you ever landed a job where you weren’t a “perfect” match? Share your story! 👇

Yesterday I reviewed around 600 applications. 600. Here’s the truth: when the volume is that high, small details make a big difference. If you want to stand out, here’s what actually catches a recruiter’s eye in the middle of a sea of resumes: 🔹 Tell me what the company does. You worked at "X Corp"? Cool — but I don’t know every company on Earth. A single line like “SaaS company focused on AI-powered logistics” helps me immediately understand the context of your role. 🔹 Stick to the classic format. There’s a reason the traditional resume layout still dominates. Don’t get “creative” with colors, shapes, or 3-column designs. I’m not hiring a graphic designer (unless I am). Keep it simple, clean, and scannable. 🔹 Give me numbers. “Improved efficiency” sounds fine, but “Reduced processing time by 28%” gives me a reason to believe you’re effective. Quantifiables always beat adjectives. 🔹 Tailor your resume to the job. Generic resumes get generic results. A brief, targeted summary at the top — aligned to the role — sets the tone. 🔹 Make your LinkedIn match. If your resume catches my eye, your profile is the next stop. Make sure it’s updated, aligned, and includes a headline that reflects what you actually do. Most of all? 🔸 Help me help you. The clearer your story, the easier it is to advocate for you. And that’s all most recruiters really want — a reason to move you forward.

I can't tell you the last time I looked at a resume in over 12 years of hiring, and I've hired many people. It's not even a nonstarter. I don't even think about it. I know others will disagree with me, but I don't find any value in the PDF version of your LinkedIn page. I'll just go to LinkedIn. But don't despair; there are many ways to garner attention, be introduced, or stand out. 1. Follow-up notes - it's incredible how often I do not receive a follow-up message after a conversation. It's so easy to do. Here's my opinion on the best follow-up message setup: (1) Thank the person for their time. (2) Bullet point a couple of things you learned from the conversation (3) Ask a question to re-engage. Send the follow-up within an hour of the interview. Send a note to each participant if it's a group meeting or panel. IMPORTANT: If you don't get a response after your first note, could you send a couple more? People are busy, and the inbox is even busier. 2. Use video - I always appreciate it when an applicant uses Loom or another video provider to send an introduction or thank you video. It's a rare occurrence that surprises me due to its ease of use. 3. Please research the role and be sure you are a fit. Are you framing your qualifications to match what the hiring managers are looking for? Ensure you fully understand what you are applying for. 4. Research the team and understand the company. Who are your hiring manager's peers? Who else would you want to meet? If you are interviewing with the CMO, contact the CRO or VP of Sales and try to schedule a meeting. It doesn't hurt to ask. There is no excuse not to research with tools like LinkedIn available to you. 5. Get an introduction before applying - Once you research and meet a couple of people from the company, ask for an introduction. I can count on both hands how often I've received an introduction from a team member for a role I am hiring for. Even better, if you are a referral from a trusted peer, you go to the top of the list, no matter what. 6. Prepare with questions—Spend an inordinate amount of time listing out questions you want to ask the interviewer. Discuss the role expectations, but don't forget to ask questions specifically about them, such as "Why did you choose to work here?" etc. Hiring great people isn’t about resumes but connections, preparation, and effort. Don’t rely on the same old playbook if you want to stand out. Get creative, do the work, and show why you’re the best fit for the role. The good news? Most people won’t do these things. That’s your edge.

I’ve looked at 100+ resumes and interviewed dozens of candidates over the last 3 months. Meeting candidates is one of my favorite parts of what I do. Yet so many people show up for an interview without having prepared to stand out and be relevant to the opportunity. So I want to share my process, in the hopes that it helps those going through interviews right now. And share what candidates who stand out do. First, before every interview I do a few things. I know candidates are taking their time to apply and then show up for several interviews. Interviews are a two-way street, and as a hiring manager I do my part too. Here are a few ways hiring managers can prepare, with a social media lens as that’s what I hire: 1. Read the resume, cover note if there’s one. 2. Visit their LinkedIn profile, posts and conversations. And the rest of their social footprint. 3. Explore the social media feeds of their current/past companies. 4. Experience their past company cultures on social media. 5. Research accomplishments and accolades highlighted in the resume. Now it’s your turn. Want to stand out and get the offer? Here are six things I look for: 1. Learn about the company you’re interviewing with so you can integrate relevant points for the role into the conversation. Example, if you’re applying for a social media role, look at the company’s social channels and come prepared to demonstrate your skills, highlight something that resonates, ask questions, etc. 2. Slow down, it’s not about answering questions the fastest. It’s about demonstrating that you’re a direct fit for the role through your answers. If you’ve not done it before that’s ok. Show your interviewer that you’re prepared to do it. 3. Share why you want this role at this company. Shared values? Connection to colleague culture? Speak to how it connects into your career goals, etc. 4. Lead with your skills and how they equip you to deliver results and impact for what the job description outlines. You may not have direct experience but skills are transferable, put that front and center. 5. Demonstrate that you understand the strategy behind your work, IE the ‘why.’ By doing this you show how your goals align to your team’s goals which align to your company’s goals. It speaks to your growth mindset, and that separates you from the pack. 6. Focus your resume to emphasize your skills and relevant experiences in relation to the job accountabilities. No relevant experience? That’s ok, lead with headlines that put your transferable skills front and center. Applying for job opportunities and the interview process can be can be stressful and intimidating. But when you get that interview it’s your time to shine! What tip can you add to help candidates land their next career experience? Please share in comments. #career #futureofwork #interviewtips #jobsearch

I am wrapping up our hiring process for our first two sales roles at Lawfully. We had over 700 applicants apply—standing out isn’t easy. For these roles I was the recruiter, hiring manager, and executive sponsor. Here’s my advice on how to stand out: Getting Through to the First Stage— 1. Reach out directly to the recruiter, hiring manager, or executive sponsor I gave priority to candidates who reached out personally. Some sent LinkedIn DMs, while others crafted thoughtful cold emails. Two memorable examples: one email had the subject line “Matt, I’m skiing my way into your inbox,” and another featured a personalized video introducing herself and addressing common interview questions. Make sure your outreach is thoughtful, creative, and mindful of people’s time. Done right, it sets you apart Done poorly, it can backfire. 2. Make your Linkedin look professional Many applicants had unprofessional profile photos, large employment gaps, or short stints at companies. While you shouldn’t judge a book by its cover, with 700 applicants to review, these things can quickly lead to being passed over. You control your LinkedIn narrative and the professional story it tells. Demonstrate to recruiters that you can commit and follow through. 3. Use the right professional jargon. For this SDR role, candidates with SDR experience were fast-tracked to interviews. Ensure your job titles and descriptions align with industry standards to avoid being missed. Make it clear what you do, especially if your role mirrors the position you’re applying for. Getting Through the Interview Stage— 1. Research the company before your interview. Out of 60 people I interviewed, only one could identify our competitors, and few provided detailed responses about our products and services. One candidate couldn’t name a single thing about Lawfully, while another was clearly reading straight off our homepage. Take the time to learn about the company. It shows genuine interest and sets you apart. 2. Answer all the questions. I evaluated candidates on several criteria, including experience, passion, coach-ability, and their ability to learn. To gauge learning, I asked their favorite books—professional or otherwise. If someone admitted they didn’t read, it was a quick signal to move on. 3. Answer positively and tie it back to the role and your strengths. Strike the right balance between positivity and authenticity. Candidates who dwelled on negative experiences sent a clear sign they weren’t the right fit. 4. Align your answers with company & hiring manager goals When candidates nailed this, they were an automatic pass. One standout example was a candidate who asked about our goals right at the start of the interview. Throughout the conversation, he consistently explained how he would help us reach our milestone. I’ve got 20 more tips to share—including what it takes to crush the final round. Drop a comment, and I’ll send them your way!

If your job search is just sending CVs into the void… this is why you are struggling to get interviews. After 25 years in recruitment, I can tell you this with certainty. Job boards are the most crowded, competitive way to apply. If that is your only strategy, you are blending in with hundreds of other applicants. Here is how to stand out: 1. Find the hiring manager: Message them directly on LinkedIn. Introduce yourself and explain why you are a strong fit. 2. Connect with people in that department: Comment on their posts, ask questions, and build a quick rapport before mentioning your application. 3. Use your peer network: Look for mutual connections. If someone you know works there, ask them to put in a good word. 4. Get your CV pushed forward: When a current employee hands your CV directly to a hiring manager, it jumps to the top of the pile. 5. Be proactive: Do not wait for someone to “get back to you.” Politely follow up until you have an answer. I have worked with thousands of candidates in competitive job markets and seen first-hand that the ones who get interviews the fastest are rarely the ones who only apply on job boards. They are the ones who make sure the hiring manager knows exactly who they are before the interview invite/application is sent.

This is what I do if I had to apply for a Product Manager job like this one. 3 things I do to stand out in my applications 👇 The most important thing about your job applications is that your resume and LinkedIn are not for you. It is to help recruiters and hiring managers see that you have the experience and skills they need. 🔵 Relevant accomplishments on your resume >> Anything else Every job description has "Required" qualifications. This is EXACTLY what hiring managers are looking for and you should prioritize writing accomplishments related to, ideally, every single one of them. Adding keywords in a skills section is not enough. Saying that you have skills in "Leadership", or "Roadmap" without context is meaningless. Instead, use the X-Y-Z formula: "Accomplished [X], as Measured by [Y] by doing [Z]" to show that I have the experience they need. For example: "Increased the usage of [feature] by n%, by leading a team of engineers and designers to develop, A/B test, and launch a new user onboarding flow." In a single sentence, I mix multiple concepts and PM keywords that I find in the job description: → Launching → Leadership → A/B testing → Developing a feature → Working cross-functionally The more tailored your resume to the job description, the higher your chances of getting a call for an interview. 🟠 Required Qualifications >> Preferred Qualifications >> Everything else Have you applied to a job that has REQUIRED 2+ years of experience in PM but you don't have any and wonder why you didn't get a call for an interview? Yes, not meeting the required/basic qualifications may be a strong reason to not get an interview. When you tailor your resume to a job description, make sure that you are prioritizing in this order: 1 → Basic / Required qualifications 2 → Preferred qualifications 3 → Responsibilities 4 → Anything else Showing that you have the required qualifications in the form of accomplishments on your resume should be your top priority! 🟢 Tailoring for every job can be exhausting, here's a different approach Tailoring your resume is not easy and can quickly become overwhelming. I divide my experience into types of PM jobs for which I can be a good fit. For example, I may want a marketplace 0 to 1 job... but I don't have that experience so it'll be hard to tailor my resume to that. So, I focus on my strengths: → AI/ML for either consumer or Enterprise → Consumer Growth → B2B Platforms (a bit of a stretch) Instead of tailoring my resume to every job I apply for, I create one resume for AI&ML, a second one for Consumer Growth, and a third one for B2B Platform. 🚀 Networking, networking, networking Needless to say, I don't rely only on applying for a job. I spend as much time networking with recruiters and hiring managers on LinkedIn. I focus on a key message: → Why am I reaching out → Which job did I apply to → Why am I a good fit --- 🚀 Need help with your PM resume or interview? Check out my comment below!

Ever wonder what gets a candidate noticed in a (virtual) pile of over 500 applications? Right now, I’m actively hiring across multiple marketing and social media roles. And let me tell you—the volume of applications is intense! But there are a few standout moves that separate the “maybe” pile from the “we should talk to them ASAP” pile. Here's a behind-the-scenes look at what actually helps candidates get noticed and move forward from a recruiter mindset: ✅ 1. Apply early. Any way you can stay on top of a Company's career page - do it. Set alerts on LinkedIn or the Career Site to be first of the bunch. ✅ 2. Don't just stand in line. Submit your application? Great, but FOLLOW UP! Reach out to the recruiter, HR or hiring manager to give them a heads up that you are interested and add in a personal touch about your value. (Tip: If you have LinkedIn Premium you will be shared the hiring team details so might be worth the upgrade). ✅ 3. Show your work. For roles especially in marketing, creative or social media, a resume alone is not always going to stand out. A hiring team wants to see more of your capabilities. -- The applicants that add a portfolio, brief deck of their work, or a Notion (a quick website can help you display your impact and achievements) have a better chance of moving ahead. ✅ 4. Referrals matter. You don't need to know everyone. But knowing someone, who might know someone - that is the power in connection. I've received numerous emails from employees, distant connections, or past coworkers, because they saw I was hiring and wanted to pass along a connection. ✅ 5. Highlight impact > experience Resumes are changing. I am seeing more storytelling, more achievements, and moments that matter vs. only focusing on keywords and job responsibilities. There's a different. What gets you noticed isn't just what you did, but focusing on what you are capable of through transferable experience is a game-changer. ✅6. Personalize your resume. Applicants who create one standard resume and send it to hundreds of jobs, then wonder why they haven't heard back - you're missing the mark. This is because you have an "open to anything" approach. To get hired, you need to niche down and personalize your approach. ✅7. Don't hold back. Follow up, again. Do not overthink this step. It is simple, if you really want a job, follow up as a reminder of your interest. You have nothing to lose. Sometimes the hiring team just needs a nudge and reminder that you are interested. 🎥  8. BONUS Tip: This is rare, but catches my attention every single time. Make a quick Loom video. If you don't know Loom - get to know it. This video application allows you to create quick videos and send it via email or message. In 30 seconds you can easily stand out - showcasing your communication, knowledge, energy and interest. ✅ Need more job search tips? Keep following my content for more ways to stand out in this job market!

Many open jobs are getting 1,000s of applications now. It’s rough out there! And getting your resume to stand out is super difficult. I should know — I've reviewed 25,000+. Put these 8 rare things on your resume to be in the top 1% of candidates: 👇 1/ You were recruited by former coworkers to another job. A sign they think you’re a badass. They know you from real work experience… which is better than any interview. 2/ Show what you made happen. Define each role with a narrative like this: • Challenge: “We had NPS of 0.” • Activity: “I built a cust sat team and deployed best practices.” • Results: “NPS went to 80.” 3/ Say clearly what you want. Many resumes say, “OBJECTIVE: Any job.” That’s too vague. And looks lazy. Great candidates say what they want. 4/ Up and to the right. Your career grows with greater impact at each step. You’re taking on more. Asking for new challenges. And building on successes. When faced with adversity/bad bosses/etc., you’ve made changes. And kept grinding. 5/ Known & trusted referral. This is a tough one. It ONLY works if these two things are true: • The referring party has worked with you AND… • The hiring manager knows they are a badass. Otherwise, some rando calling on your behalf is not as helpful as they say. 6/ You were promoted. Did you get promoted at your company? Quickly? Did it happen multiple times? A good sign you’re making things happen on the job. 7/ You avoid basic mistakes. Too many people are winners – but blow it by screwing up the basics. Don’t: • Multi-page resumes • Education listed at the top (unless you’re a fresh grad) • Too many words • Omit contact information • Misspellings/grammar errors 8/ It all makes sense. You did appropriate tours of duty (not jumping around too quickly). You left jobs for good reasons. You looked for win-wins with bosses/you/employers. It all lines up to show you move mountains. Finally: Not every resume can or will have these things. These are uncommon for a reason. And factors like privilege, situation, and luck contribute to you having any at all. But if you can include them or plan your career for them, they will set you apart. tl;dr: Include these 8 things in your resume (if you can) to stand out: 1. Recruited by former coworkers 2. Resume shows impact 3. Say what you want 4. Up and to the right 5. Trusted Referral 6. Promoted Internally 7. Avoid common mistakes 8. It makes sense What do you think? Reply below.