Jessica

After 20+ years in tech recruiting, I’ve seen even the most accomplished engineering leaders get overlooked. Not because they lacked experience — but because their resume failed to position that experience strategically. If you're a senior technical leader stepping back into the job market, your resume might be working against you. Here are 3 mistakes I see constantly — even at the executive level:

3 Resume Mistakes Even Senior Tech Leaders Make

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If you’ve ever made it to the final stages of an interview only to hear, “I’m concerned you don’t have as much experience in [specific area] as we’d like,” you know the pit in your stomach that can follow. This is a pivotal moment. The hiring manager likely sees a lot of potential in you—but they’ve zeroed in on one area of hesitation. How you respond can make or break the opportunity.

“You Don’t Have as Much Experience in X…” — How ...

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Hiring the right technical talent is critical to building strong teams, driving innovation, and ensuring long-term success. But making the wrong hire can be costly—not just in terms of salary but also in team morale, project timelines, and overall productivity. That’s why recognizing red flags during the interview process is essential for hiring managers and technical leaders. Here are some key warning signs to watch for when interviewing candidates for technical roles:

Tech Hiring Red Flags: What Leaders Should Watch for in ...

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If you’re in the running for a high level technical role, especially one in leadership, you’re likely to encounter this deceptively tricky question: What changes would you make if you came on board?” At first glance, this seems like a perfect opportunity to showcase your expertise, share your vision, and demonstrate how you can make an impact. But be careful—this question can be a trap.

How to Answer: “What Changes Would You Make If You ...

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In today’s competitive job market, companies face increasing pressure to fill open positions quickly. Whether it’s to meet project deadlines, sustain growth, or reduce workload burdens on existing teams, the demand for speed in hiring has never been higher. However, rushing the hiring process can lead to costly mistakes—bad hires, high turnover, and cultural mismatches. So, how can hiring teams create a streamlined process without sacrificing quality?

Speed vs. Quality in Hiring: Finding the Right Balance

 in Company Culture / Leadership / News & Resources by
Interviews for senior technical roles often include behavioral questions designed to assess how you handle challenges, stress, and interpersonal conflicts. One question that can trip up even the most experienced professionals is: “What makes you angry?” At first glance, this question might seem like a trap. You don’t want to come across as a hothead who loses control under pressure, nor do you want to seem passive or indifferent to problems that require strong leadership. Instead, your response should reflect both your personality and the leadership culture of the company you’re interviewing with. This is where your homework on the company’s culture can make a difference. Are they known for a collaborative, highly analytical environment? Do they have a fast-paced, high-accountability culture? Your answer should align with how the company approaches problem-solving and team dynamics.

How to Answer: “What Makes You Angry?” in an Interview

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In today’s evolving job market, technical skills have become the currency of career growth. While demand for tech talent fluctuates with industry trends and economic shifts, some specialized skills continue to command top dollar. Companies are willing to pay a premium for professionals who bring expertise in areas that drive innovation, security, and efficiency. If you’re a hiring manager looking to attract top talent—or a technical professional wondering where to invest your time and learning—these are the high-value skills defining the 2025 job market.

The Most In-Demand Technical Skills Commanding Premium Salaries in 2025

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