Since my first job out of college, I& #39;ve managed people and led a team in some capacity.

But this round of hiring feels different. Here& #39;s what I& #39;ve learned. https://abs.twimg.com/emoji/v2/... draggable="false" alt="👇" title="Rückhand Zeigefinger nach unten" aria-label="Emoji: Rückhand Zeigefinger nach unten">

– It& #39;s very obvious from the initial application if a candidate is qualified or potentially qualified.

– Thank you notes after interviews are nice, but not a deal-breaker. I& #39;ve moved candidates to the next round before they even have the chance to send a thank you email.

– The majority of candidates copy and paste a cover letter template and replace a few words. Either make it 100% your own or don& #39;t send one at all.

– One reason hiring is so hard is that ppl apply for jobs w/o really looking at the JD. Just because it says "marketing" doesn& #39;t mean you& #39;re a match.

And if you& #39;re a FE-Dev applying for a content role, share why you& #39;re looking to make a change. If that& #39;s even the case. https://abs.twimg.com/emoji/v2/... draggable="false" alt="🙃" title="Auf den Kopf gestelltes Gesicht" aria-label="Emoji: Auf den Kopf gestelltes Gesicht">

– You can check all of the boxes in the first interview and still not be "the one." Everything matters. How you speak, how you smile or don& #39;t, how stiff or open you are, showing humility in answering a Q vs making something up. Being REAL is more important to me than poise.

– Lastly, I& #39;ve had some really great questions asked of me at the end. Some faves:

"What& #39;s your favorite and least favorite part of working here?"
"How does your team handle failure and mistakes?"
"What do colleagues who get promoted and perform really well all have in common?"