I have been interviewing candidates for 15 years. I have conducted hundreds of interviews, built and scaled teams, and watched the hiring landscape shift along the way. For several months now, I have been on the other side of the table as a candidate.
In just the past few years, the rapid adoption of AI and Automation in recruitment has fundamentally changed the industry. We have entered a "24/7" search cycle where the pressure to be constantly "on" is exhausting. It is easy to feel like you have to be "perfect" just to be noticed, but after seeing both sides, I have realized that perfection isn't actually what a healthy team is looking for. They are looking for adaptability, trustworthiness, dependability and ownership.
1. The Value of Adaptability over "The Perfect Match" 🧩
In my years of hiring, I have rarely seen a "round peg for a round hole." The truth is, even if a candidate is a 100% static match on day one, the project will pivot, the stack will evolve, or the team will scale.
As a hiring manager, I didn't just look for someone who met every checkbox; I looked for adaptability. I looked for the person who showed they could handle the unknown "next" problem, not just the current one.
Staying True to Your Experience
In a difficult market, the temptation to "optimize" your resume to match a job description is high. However, there is a risk to over-extending:
- The Technical Screen: If you claim mastery over a skill you haven't used, the technical interview becomes a source of unnecessary stress.
- Your Professional Brand: Recruiters and systems do track application history. If you apply for roles that are far outside your core expertise, it can actually make it harder for your relevant applications to get the attention they deserve later on.
Focus on being the candidate who can learn and bridge gaps. That self-awareness is a sign of seniority that hiring managers truly value.
2. A Peer-to-Peer Approach 🚪
The advice to "reach out to managers" can feel hollow when you are met with silence. Having been that manager, I know the reality of an inbox that is simply impossible to manage.
Instead of a cold pitch, I’ve found more success by reaching out to potential peers and offer thoughtful questions. It’s a way to reclaim some agency in the process:
"Hey [Name], I am interested in the [Role] on your team. I am curious, is the team currently focused more on [Tech A] or [Tech B] for your upcoming roadmap? I am trying to see if my background in [Your Specialty] is a good fit for where the team is headed."
This is professional discovery. It is about finding a place where you will be valued, rather than just "getting a job."
3. Managing Your Energy 📊
After several months in this cycle, I have realized the 24/7 grind isn't sustainable. We have to treat our search like a roadmap, prioritizing where our energy will actually have an impact. You should tap help from your support group.
- High Impact: Roles where you have a truthful, defensible match. These deserve your "deep work" and personalized outreach.
- Low Impact: Mass applying to roles where the requirements don't align with your skills. This often feels like "doing something," but it usually just leads to more fatigue.
- Referrals & Connections: A vouch for your ability to adapt beats resume optimization every time. Note: Be respectful of referral fatigue. Even close contacts are often overwhelmed with requests right now; a little empathy for their position goes a long way.
Final Thoughts from the Trenches
The search process can feel like it is designed to strip away your confidence. But remember: The truth eventually comes out in the IDE. You are a developer with a set of skills that a team needs. You don't need to "game" a system to prove your value.
- Prioritize Honesty: If you can't defend a skill yet, don't feel pressured to claim it. Your integrity is your strongest asset.
- Highlight Adaptability: Your ability to navigate change is what makes you a senior professional.
- Protect Your Peace: Burnout doesn't just feel bad; it affects how you show up in interviews. A rested, confident candidate, even one who doesn't check every single box is always more compelling than an exhausted one.
I’ve been on both sides of this table. To those currently in the search: how are you protecting your time and self-respect while navigating this 24/7 market?
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