What to Evaluate Beyond a Resume

I hired someone with a medical background to run my law firm's operations. Everyone thought I was crazy. 5 years later, she's my COO. She was looking for a career change away from healthcare. No legal experience. No paralegal certification. No law firm background whatsoever. But I saw something beyond the resume. We're both analytical, but in complementary ways. I see the big picture — the overall strategy and direction. She excels at finding the critical pieces within that picture and systematically assembling them into working systems. While I race forward with ideas, she slows me down with the right questions: "How will this actually work in practice?" "What systems need to be in place first?" "Have we considered all the implications?" In the early days, she handled paralegal work and basic legal operations. But her true value emerged as she developed systems that transformed how we function. Her medical background gave her skills that traditional legal hires rarely possess: - Meticulous attention to detail - Process-oriented thinking - Crisis management under pressure - Patient-centered (now client-centered) focus What started as an unconventional hire became the backbone of our firm's growth. Sometimes the most valuable team members aren't the ones with the "right" experience on paper — they're the ones with transferable skills and perspectives that complement your weaknesses. The best hiring decisions often lie beyond the conventional resume checklist.

I spent 4 years evaluating PM candidates at Google. Here are the 9 Top Candidate Signals recruiters and hiring managers look out for (save this): 𝟭/ 𝗧𝗵𝗲 𝗜𝗻𝘀𝘁𝗮𝗻𝘁 𝗜𝗺𝗽𝗮𝗰𝘁 𝗧𝗲𝘀𝘁 The first 10 seconds matter most. We scan for measurable influence. Here's the structure we look for: • Revenue driven ($X) • Users impacted (Y million) • Efficiency gained (Z%) 𝟮/ 𝗧𝗵𝗲 𝗖𝗿𝗲𝗱𝗶𝗯𝗶𝗹𝗶𝘁𝘆 𝗦𝗰𝗮𝗻 Most candidates list responsibilities. Top candidates show ownership levels. We look for: Line 1: Scale of impact + recognized brands Line 2: Scope of ownership 𝟯/ 𝗧𝗵𝗲 𝟱𝟬-𝟯𝟬-𝟮𝟬 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻 Here's what we actually assess: • 50% strategic thinking • 30% measurable results • 20% situation complexity This is why some "less experienced" PMs get L6/L7 offers. 4/ The Translation Matrix We don't just get PMs from "traditional" tech backgrounds. We like hiring founders and folks with entrepreneurial experience. But this means hiring managers need to read between the lines of their experience. When reviewing founders & consultants: • Products → Business outcomes • Team leadership → Revenue influence • Technical depth → User impact As a PM on the other side of the hiring table, make sure you translate your business experience to PM terms. 𝟱/ 𝗧𝗵𝗲 𝗩𝗲𝗿𝗶𝗳𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗙𝗿𝗮𝗺𝗲𝘄𝗼𝗿𝗸 We look for metrics in layers: • Top: Company-wide impact • Middle: Team outcomes • Bottom: Individual contribution This shows us the true scope of an individual's impact. 𝟲/ 𝗧𝗵𝗲 𝗗𝗲𝗰𝗶𝘀𝗶𝗼𝗻 𝗟𝗲𝗻𝘀 We don't just read what happened. We look for why you made each choice. In my experience, this is what separates L5s from L6s in my experience. 𝟳/ 𝗧𝗵𝗲 𝟯-𝗦𝗰𝗮𝗻 𝗖𝗵𝗲𝗰𝗸 Once a resume lands on my desk, here's how I scan it: • First scan: Bold numbers only • Second scan: Context • Third scan: Everything else This is why formatting matters. 𝟴/ 𝗧𝗵𝗲 𝗥𝗲𝗰𝗲𝗻𝗰𝘆 𝗥𝗮𝘁𝗶𝗼 Here's how hiring managers actually review experience: • 80% weight on last 2 years • 15% on year 3 • 5% on everything prior The conclusion: Put most recent experiences with your best impact metrics up top. 𝟵/ 𝗧𝗵𝗲 𝗦𝘁𝗮𝗸𝗲𝗵𝗼𝗹𝗱𝗲𝗿 𝗜𝗺𝗽𝗮𝗰𝘁 𝗠𝗮𝗽 We look for: • Problem scale • Initiative ownership • Cross-functional leadership • Business transformation    But if you had to force me to pick the most underrated signal? Focus on 𝗧𝗵𝗲 𝟱𝟬-𝟯𝟬-𝟮𝟬 𝗘𝘃𝗮𝗹𝘂𝗮𝘁𝗶𝗼𝗻. This is because most candidates focus 80% on results. But at senior levels, we hire for thinking patterns. --- Want to make sure you're exhibiting these top performer signals in your application and interviews? Apply to the Product Career Accelerator (spots limited) – link in comments.

"Where do you see yourself in 5 years?" "What is your weakness?" These generic questions are killing your hiring process because you're getting the same responses that 20 other hiring managers have heard. Be different. At Supersourcing, we don't want to hear cookie-cutter responses. We want to understand the real person behind the CV, their values, their mindset, and how they show up. Building teams for over 11 years has taught me that every hire matters. So we've designed a variety of questions on many topics. But here are 5 questions my team and I use to assess what counts: → Tell me about a time you took full ownership of a project. What went wrong, and how did you fix it? This works because it shows me if they take ownership of both problems and solutions, or just blame others and avoid responsibility. → Explain a complicated idea you had to communicate to a non-expert. How did you make it simple? It's all about clarity. This helps us gauge if they can keep communication simple and effective, or if they overcomplicate things and throw around jargon. → What's the last skill you learned on your own? How did you go about it? I'm always looking for a learning mindset, a hunger to grow. This question reveals if they take initiative and apply what they learn, or stay passive and resist change. → Tell me about a time you disagreed with a colleague. How did you handle it? Culture fit is everything for us. We need to know if they can disagree without disrespect, collaborate when things get tough, and respect diverse viewpoints. → Why do you want to work with us? This tells us if they understand our work, believe in our mission, and seek to contribute, or are just looking for a paycheck. These questions go beyond the surface and show us how someone thinks, reacts, and fits within our team. What's your go-to question that reveals the real person behind the resume?

Executive resumes are judged quickly and through a very specific lens. What’s on the page either builds immediate confidence or leaves too much open to interpretation. That final review, before you send your executive resume off, carries more weight than most people expect. It should move beyond formatting and confirm that the narrative will hold up under scrutiny. At the executive level, resumes are evaluated through a focused lens: risk, relevance, and readiness. Even strong backgrounds can miss the mark here. The experience may be there, but if the positioning isn’t doing its job, the reader is left to interpret, and that rarely works in your favour. Stepping back to ask a few targeted questions before sending a resume shifts the focus from listing responsibilities to presenting leadership in a way decision-makers can assess quickly and with confidence. Use the following questions to evaluate your resume and ensure it reflects the level you are targeting, not just the roles you have held. Double-check that your details are specific and not generic. ⏬ Save this list for your next revision.

🎯 𝐖𝐡𝐚𝐭 𝐢𝐟 𝐲𝐨𝐮𝐫 𝐫𝐞𝐬𝐮𝐦𝐞 𝐢𝐬 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐞𝐧𝐨𝐮𝐠𝐡? You polished it, added the right keywords, and tailored it for the job — but still… silence. Here’s the reality: 𝐓𝐫𝐚𝐝𝐢𝐭𝐢𝐨𝐧𝐚𝐥 𝐫𝐞𝐬𝐮𝐦𝐞𝐬 𝐚𝐫𝐞 𝐧𝐨 𝐥𝐨𝐧𝐠𝐞𝐫 𝐭𝐡𝐞 𝐨𝐧𝐥𝐲 (𝐨𝐫 𝐛𝐞𝐬𝐭) way for employers to assess talent. They’re still valuable, but let’s be honest — they don’t tell the full story. 🚀 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭’𝐬 𝐜𝐡𝐚𝐧𝐠𝐢𝐧𝐠 𝐢𝐧 𝐭𝐡𝐞 𝐡𝐢𝐫𝐢𝐧𝐠 𝐥𝐚𝐧𝐝𝐬𝐜𝐚𝐩𝐞: 🎥 𝐕𝐢𝐝𝐞𝐨 𝐑𝐞𝐬𝐮𝐦𝐞𝐬 & 𝐀𝐬𝐲𝐧𝐜𝐡𝐫𝐨𝐧𝐨𝐮𝐬 𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰𝐬 ↗️ More candidates are sending videos — showing personality, confidence, and communication skills that bullet points just can’t capture. ↗️ Employers are responding with async interviews to save time and widen their candidate pool. 🌐 𝐎𝐧𝐥𝐢𝐧𝐞 𝐏𝐫𝐞𝐬𝐞𝐧𝐜𝐞 𝐢𝐬 𝐘𝐨𝐮𝐫 𝐑𝐞𝐚𝐥-𝐓𝐢𝐦𝐞 𝐑𝐞𝐬𝐮𝐦𝐞 ↗️ Your LinkedIn profile, personal website, social content, and even your comments on industry threads — it all builds a narrative around your expertise and authenticity. 💡 𝐃𝐞𝐦𝐨𝐧𝐬𝐭𝐫𝐚𝐭𝐢𝐨𝐧 𝐎𝐯𝐞𝐫 𝐃𝐞𝐜𝐥𝐚𝐫𝐚𝐭𝐢𝐨𝐧 ↗️Hiring managers want to see what you can do. That’s why portfolios, GitHub repos, blogs, case studies, and thought leadership are gaining more weight. 💬 And here’s the shift: ↪️Employers aren’t just reading resumes. ↪️They’re researching you — and what they find online influences who they call back. 🔍 𝐑𝐞𝐬𝐮𝐦𝐞𝐬 𝐚𝐫𝐞 𝐬𝐭𝐢𝐥𝐥 𝐯𝐢𝐭𝐚𝐥 — 𝐛𝐮𝐭 𝐭𝐡𝐞𝐲’𝐫𝐞 𝐣𝐮𝐬𝐭 𝐨𝐧𝐞 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐭𝐡𝐞 𝐜𝐫𝐞𝐝𝐢𝐛𝐢𝐥𝐢𝐭𝐲 𝐩𝐮𝐳𝐳𝐥𝐞. 👉 As hiring professionals, what other tools, platforms, or signals do you rely on to assess a candidate’s credibility? 👇 Let’s share ideas — and help job seekers evolve with the times. #FutureOfWork #HiringTrends #RecruitmentInnovation #PersonalBranding #TalentAcquisition

How to Navigate AI-Optimized Resumes: Balancing Technology with Human Judgment in Hiring 🛠️ In the era of AI-generated resumes, hiring managers face several unique challenges that require them to adapt their evaluation processes. One of these challenges includes over-polished resumes which can make it harder for them to differentiate between genuinely qualified candidates and those whose resumes are simply optimized for algorithms. It is no surprise that candidates are turning to AI-powered resume tools: it increases their chances of catching the attention of employers. For example, if a job posting emphasizes "data analysis" and "team leadership," the AI might suggest adding these keywords to the resume if relevant to the candidate's experience. This optimization aims to improve the chances of a resume passing the initial automated screening and impressing human reviewers. 👉 While this technology helps candidates present themselves effectively, it also means employers must look beyond the polished surface to assess authenticity and find the best candidate for the role. So, how can companies effectively evaluate candidates with AI-optimized resumes? Here are a few strategies to consider: 1️⃣ Focus on Behavioral Interviews Behavioral interviews help reveal how candidates apply their skills and experience in real situations. To uncover their problem-solving abilities, for example, ask questions like, “Can you share a time when you faced a major challenge at work and how you resolved it?” 2️⃣ Skill-Based Assessments Practical assessments ensure candidates can indeed perform the tasks required for the role. For example, you might ask a developer to complete a coding exercise or a marketing professional to draft a quick campaign strategy. 3️⃣ Check for Authenticity in the Resume Use the interview to verify the claims on a candidate’s resume. Ask, ”You mentioned leading a successful project on your resume—can you walk us through your approach and the outcomes?” to ensure their achievements are authentic. 4️⃣Most Importantly! Remember that Human Judgement is Vital While AI may help you streamline resume screening, you must apply a human lens to evaluate nuances. For instance, after a screening tool identifies top candidates, ask them questions like, "What attracted you to this role and how do you see yourself contributing?" By implementing these strategies, your hiring process becomes thorough and equitable, allowing you to evaluate candidates beyond superficial qualifications and identify the most suitable individuals to enhance your team’s success. #FutureOfHiring #AIInRecruitment #HumanCenteredHiring #SkillBasedHiring #EquitableRecruitment __________________ 👋 Hi! I am Luiza Dreasher, DEI+ Strategist and Facilitator. I help leaders create workplaces where all individuals feel valued and want to stay. Would you like more DEI+ insights? 🔔 Ring the bell on my profile and follow me.

Recruitment isn’t just about ticking boxes. It’s about identifying #leaders who can make a real difference. Some large organizations today include external interviewers on their recruitment panels to bring a fresh perspective to the candidate selection process. Why? Because #recruitment is no longer just about filling a vacancy. It’s about ensuring the right fit for the role, the team, and the organization's vision. Last year, I had the privilege of being an external interviewer for a #leadership role at a large organization. One candidate caught my attention, not for his technical expertise, which was excellent, but for their humility in admitting where he needed growth. When I asked how he would handle a scenario outside his expertise, he responded, “I’d start by learning from the best in the room and leaning on the team’s strengths.” That one response reflected the kind of leadership every organization needs; collaborative, self-aware, and willing to grow. The panel hadn’t initially considered the candidate, but after a discussion, we unanimously agreed he was the best fit for the role. 2 weeks ago, I was invited back as a panelist for another round of #interviews at the same organization. During the session, I heard how this individual had not only excelled in his role but had also transformed his team’s performance and morale. Hearing that kind of progress was immensely rewarding and reaffirmed the importance of spotting potential beyond the #résumé. This experience highlights how an unbiased, external perspective can help uncover qualities that might otherwise be overlooked. What are your thoughts on external interviewers? Have you experienced this in your career journey? Talent Corporation Malaysia Berhad (TalentCorp)

I’ve sat on both sides of the hiring table—first as a Director reviewing Staff-level resumes, and now as a coach helping engineers land those roles. Here’s what makes me pick a resume: ✅ Starts with the business problem, not just the technical task. ✅ Explains the trade-offs: Why was one solution chosen over another? What did you optimize for? What did you give up? ✅ Shows influence beyond direct reports. ✅ Demonstrates readiness for the next level, not just success in the current one. Here’s what I skim past: ❌ Metrics with no context (“Improved performance by 40%”… compared to what?) ❌ A list of technologies with no story. ❌ “Led” or “drove” without evidence. ❌ Ten years of experience that reads like the same year repeated ten times. The metric is the receipt. The trade-off is the evidence of judgment. Most people aren’t underqualified. They’re under-translated.

I thought my Amazon interview was going to be about my resume. I prepared every metric, every achievement, every STAR story. “My qualifications will get me the job,” I thought. But the real questions were different: → “Tell me about a time you influenced without authority.” → “What did you learn from a failure?” → “How do you handle ambiguity?” That’s when it hit me: the resume gets you in the door. The real test is how you think, lead, and solve problems. Interviewers aren’t just evaluating your past work. They’re asking: Can I see this person leading through challenges in the future? What matters most: → How you communicate → How you adapt to change → How you show leadership without the title That Amazon interview changed how I coach clients today. We don’t just polish resumes. We prepare them to show up with confidence, clarity, and strategy. Because your worth goes far beyond the resume. 💡 When you prep for your next interview, ask yourself: Am I only rehearsing my past — or am I showing the leader they want for the future?

The best people I’ve hired didn’t have the best CV's and frankly, I’m sick of people glorifying resumes. In fact, some of the most impressive people I’ve worked with had the simplest resumes. The obsession with credentials and polished CV's is one of the biggest recruitment lies out there. We’ve all heard it: “If it’s not on the CV, it’s not worth considering.” But that mindset is a barrier to finding truly great talent. CVs highlight competence, but they don’t show the hunger, resilience, or character that drive extraordinary performance. I’ll give you my own example. I have a Diploma in Hotel Management, yet I spent 25 years in retail, 15 of which were spent as the CEO of Bestseller India. Yes, you heard that right. No direct connection whatsoever. It’s precisely because someone looked beyond my resume that I was given a shot. This wasn’t my lucky break,  it was a conscious decision to ignore the paper and focus on the person. You’re blind if you rely solely on CV's. You can have a candidate with all the degrees, awards, and titles, but if they don’t align with your team’s values, vision, or culture, they will fail. Skills can be taught and we all know that now. Let’s stop idolizing resumes. If you want a team to perform under pressure and are invested in your vision, look beyond the paper. Hire the person, not the list of accomplishments. Because in the end, the best hires don’t need a glorified CV to prove they’re worth the bet. #leadership #hiring #teamwork #culture