What recruitment taught me about job searching
And what I’d do differently now
After sitting on the recruiter side of hiring, I had a slightly uncomfortable realization.
I genuinely used to believe that if you prepared well enough, the process would move fairly.
But it doesn’t really work like that. It just moves… fast.
I’ve watched hiring managers skim profiles and decide who feels clear within minutes. I’ve seen strong candidates stall because they sounded uncertain for a moment. I’ve seen someone move forward simply because their experience made sense right away.
Hiring is less about who deserves it most and more about who feels easiest to move forward.
So if I had to start again tomorrow, I wouldn’t just try harder. I’d move differently.
And if you’re in it right now…just keep reading.
So here’s what I’d do differently
The first thing I would stop doing immediately is answering recruiter calls unprepared.
I used to think picking up instantly showed enthusiasm. Like, look at me, I’m responsive, I’m serious, I care.
Meanwhile you’ve applied to 37 roles that week alone and barely remember which one this was.
The slightly generic answers because you’re trying to piece it together in real time? The “sorry, could you remind me the role?”
Yes, that gets written down on your scorecard and passed on the hiring manager.
So now? If a recruiter calls unexpectedly, you can say something simple:
“Hi! I’m actually stepping into something. Could I call you back in 30 minutes?”
Then you open the job posting. Re-read the responsibilities and remind yourself what you liked about it. Check the company again and find one specific thing you can mention.
It’s the same conversation, but you’re not scrambling. Prepared is calm and calm moves you to the next round.
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The next thing I would stop doing is waiting for my CV to feel perfect.
I used to treat applications like assignments. I’d save the job, tweak wording for days, rewrite one bullet five times, overthink whether a sentence sounded impressive enough.
Meanwhile, shortlists were already forming.
Hiring moves quickly at the beginning. The first strong profiles set the tone. Once a few candidates feel solid, new ones aren’t always given the same attention.
So two extra days of polishing your CV? No, not anymore.
If I were doing this again, I would have two or three strong base CVs aligned to the roles I’m targeting. I wouldn’t go for one “universal” version. Just a couple of clean, clear and ready-to-send ones for roles I can actually see myself in.
Then I’d apply within 24 hours and let it go.
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Another thing I would stop doing is self-rejecting.
I’ve seen how often women read a job description like it’s a legal contract. Two years required means exactly two years. Five years means you better have five and a half. “Mandatory” suddenly feels like a warning sign.
Meanwhile, I’ve watched hiring managers toss those same requirements aside in seconds for someone who simply feels strong.
Job descriptions are more like wishlists. They’re written for ideal scenarios.
If a role asks for two years and you have six months of an internship, apply.
If it asks for five and you have three solid ones, apply.
Two of my most competitive offers came from processes I almost didn’t enter because I thought… “there’s no way I’m gonna be considered.”
You don’t get disqualified for trying. You disqualify yourself when you don’t apply at all.
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Another thing I would stop doing is over-explaining.
Especially when a recruiter asks, “Are you interviewing elsewhere?”
I used to share everything. Stages. Company names. Whether something had fallen through.
It felt honest, open and professional.
But when you’re inside the room, you realize that every piece of information adds context. Sometimes helpful and sometimes unnecessary.
So if you say you were in final stages somewhere and it didn’t work out, some interviewers will subconsciously wonder why. If you sound too available, urgency drops.
You don’t need to lie, but you just need to keep it simple.
“Yes, I’m exploring a few opportunities and being thoughtful about next steps.”
That’s enough. You are allowed to keep the rest private. Professional doesn’t mean exposed.
The more I’ve seen how quickly perceptions form, the more I understand that being specific builds trust, but oversharing doesn’t.
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Another thing I would always do is prepare better questions.
And I’d stop asking, “What’s the culture like?”
You’ll get the same answer almost everywhere. Collaborative, supportive, great people etc.
Instead, I’d check the interviewer’s LinkedIn before the interview. Look at their path and check for how long they’ve been in the role or industry.
Then I’d ask something specific.
“What made you join this team?”
“What’s surprised you most about working here?”
“What advice would you give someone stepping into this role/company?”
You can’t imagine how much information you get from those answers.
And it shows you’ve done your homework and you are genuinely interested.
Interviewers remember that.
Big sister note
Before I was on the recruitment side, I genuinely thought being prepared and qualified was the whole game, but that’s just part of it.
No one teaches you that hiring moves fast or that oversharing can quietly cost you leverage. Or that not asking questions can come across as disinterest.
You’re just told to try your best and stay positive, but no one talks about strategy.
Now you know.
If this brought something up for you, you can reply directly to this email or message me on Substack and tell me what you’re thinking. I read every one. ✨
And since you’ve made it all the way here… Next week, I’m going to offer a few free 1:1 calls to anyone who’s job searching right now. Just as a small way to give back. I’ll share the details with subscribers soon. 😌
If you’re not on the list yet, now might be a good time.