What to Do When No One on Your Team Knows How to Screen for Niche Tech Roles
Interview Tips
Why Great People Get Laid Off — And How to Bounce Back Without Losing Confidence
Why Great People Get Laid Off — And How to ...
You Don’t Hire Resumes. You Hire Habits, Judgment, and Grit.
You Don’t Hire Resumes. You Hire Habits, Judgment, and Grit.
Even the most experienced senior and executive-level technical professionals are feeling it.
The market is slower. Budgets are tighter. Hiring cycles are longer.
Here’s what no one tells you about job hunting in this kind of climate — and how you can navigate it effectively.
What No One Tells Senior Tech Leaders About Job Hunting ...
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
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 ...
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 ...
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
Interviews are more than just a test of technical expertise—they’re an assessment of character. One of the most ethically challenging moments in any interview arises when an interviewer probes for confidential information about a current or former employer. For senior technical leaders, who often have access to sensitive data on architecture, security strategies, intellectual property, and business-critical initiatives, handling this situation with professionalism and integrity is essential.