The Recruiter’s Perspective

From my experience, many candidates underestimate the intricacies of the recruitment process.

Typically, the first person to review your application isn't the hiring manager, but rather an HR professional or recruiter. This is especially true for high-demand tech positions, where numerous candidates apply for a single role. The recruiter’s primary role is to filter out the majority of applicants who don't fit the criteria, thus saving the hiring manager's time.

If you're making a career shift, your profile might resemble those of the 80% of candidates who often get overlooked. While you may excel in the role, it can be a tall order for a recruiter to discern your potential based solely on your resume.

Recruiters may not have firsthand experience in the positions they are hiring for, making it difficult for them to identify transferable skills. In larger organizations, recruiters might specialize in certain job families, but in other cases, they could be responsible for a wide array of roles.

Imagine a tech company with a single recruiter, Ben, managing the hiring for a Technical Product Manager. If Ben is overwhelmed with applications and has limited time, he may not give your resume the attention it deserves, especially if he has numerous candidates with similar job titles already lined up.

Your objective is to minimize the risk associated with your application.

Crafting Your Application

Your resume must be remarkably relevant so that when Ben reviews it, he feels compelled to say yes without second-guessing. Even if your current role differs from the one you're applying for, you can still highlight relevant experiences.

Avoid appearing as a high-risk candidate. You can elaborate on how your unconventional background makes you unique to the hiring manager later. But first, you must impress Ben, who is likely fatigued from reviewing countless resumes.

Tailoring Your Approach

One common pitfall candidates face when seeking a career change is applying indiscriminately to various positions. While this might seem like a time-saver, it often leads to missed opportunities.

Recruiting and onboarding new hires is costly. Hiring managers want reassurance that their investment in training will not be wasted. Convince them that you are genuinely interested in the role and that you would thrive in it—through your cover letter, career narrative, and relevant projects.

For instance, a candidate might say, “I am transitioning from Analytics to Product Management because I found collaborating on a Data Product deeply rewarding. I thrive in team settings and enjoy stakeholder engagement, which I learned is vital for this role.”

Identifying Clear Motivations

What if you're open to various roles within tech? That’s fine! Just ensure that you can articulate your motivation to each hiring manager to demonstrate your commitment.

Strategizing Your Next Move

As you aim for your desired position, you may encounter stiff competition from candidates already holding similar titles. If you're aspiring to a Product role in a major tech firm while currently working in a different industry, consider targeting start-ups that align with your background.

One of my mentees, a physician aiming for a role in analytics, successfully focused on healthcare-related companies, leveraging her unique experience to stand out.

Sometimes, taking a lateral move or even a step back is necessary to make progress in a new field. For instance, I relocated to Switzerland for my first analytics role, and when shifting to Product Management, I had to accept a lower salary initially.

I often ask my mentees, “What are you willing or not willing to do to achieve this career goal?” This question aims to broaden their perspectives without judgment.