After recently landing a new job, I wanted to share my perspective on the hiring journey.  Finding a new job and the next step in your career in 2025 isn’t just about your resume or your LinkedIn profile.  It’s about relationships, resilience, and being authentic. Interviewing isn’t just answering questions.  It’s about showing confidence, being curious, and making a connection.  And negotiating your contract doesn’t mean you always take the first offer.

These are the lessons I wish I had known when I started in my career.

Part 1: The Job Search

Looking for a job is rarely a smooth or linear journey. But if you approach it as an opportunity to expand your network, refine your story, and clarify your goals, it becomes something much more valuable than just a means to an end.  For me, the process can been incredibly energizing, as it can be an opportunity to reconnect with my network, rediscover my passion, and recalibrate against the market.

Over the years, I picked up a few core lessons that helped me navigate a competitive job market and land meaningful conversations. I want to share them here, not as a blueprint, but as a conversation starter for anyone actively exploring their next move.

And sometimes, a single conversation can be the start of something transformative.

1. Talk to Everyone. Then Ask Who Else You Should Talk To.

The single most valuable resource during any job search? People and conversations. Quick coffee chats, intro calls, and long-overdue catch-ups.

It might feel uncomfortable at first to “network,” especially when you’re in a moment of transition. But what I’ve learned is that most people are willing to help. Sometimes that help comes in the form of advice.  Other times, it’s a connection.  And occasionally, it’s a direct line to an opportunity.

A simple rule I adopted: at the end of every conversation, ask, “Is there anyone else you think I should talk to?”  That one question turned a handful of calls into a full web of new leads.

Quick Stat: According to a LinkedIn study, up to 85% of jobs are filled through networking. That stat might feel inflated until you start experiencing it for yourself.

2. Apply Broadly

In my career I have applied to a wide range of roles.  Some I was precisely qualified for, some I thought I might be a stretch, and a few where I was clearly overqualified.  At first, I hesitated. Was I wasting time? Would applying to a stretch role make me look foolish?

Eventually, I remembered the job description is rarely the full story.  It’s often an idealized wishlist of qualities, but rarely does the “perfect candidate” actually exist.  I’ve seen this both as a hiring manager and as a candidate.  And sometimes, when you’re overqualified, you bring something to the table that the hiring team didn’t even know they needed.  Either way, you get on the radar.

Quick Stat: Glassdoor research shows that the average job posting receives 250 applications—but only about 5 candidates are interviewed. That means visibility and differentiation matter just as much as raw alignment on paper.

3. Tailor Your Resume

Your resume is your foot in the door.  But the door often doesn’t open unless it’s clear you belong there.

Early on, I had a generic RevOps resume that I thought covered all my bases. I quickly learned that a better approach is to tailor it—not from scratch each time, but enough to reflect what the specific company is looking for. Use their language. Mirror the tone. Highlight your relevant skills, experiences, and accomplishments for that exact role.

Especially important for international job seekers: ensure your resume aligns with local formatting standards. In the U.S., for example, a one-page, punchy resume is often preferred. In parts of Europe, two pages may be fine, and more detailed career context is expected.

4. Cover Letters Still Matter

I’ve come to appreciate the cover letter not as a formality, but as a real opportunity to differentiate myself.  Similar to the resume, you should tailor it to the company and the role, but this doesn’t mean you have to start from scratch each time.

This is your space to say: “I recognize your need, and here’s why I can help solve your pain.” It’s where you show genuine interest in the company’s mission, connect your background to the role’s requirements, and share something about yourself that doesn’t fit on a resume. Even when it’s not required, I try to include one and it can be an important differentiator.

Quick Stat: A ResumeLab study found that 83% of hiring decision-makers said a great cover letter can boost a candidate’s chances, even if their resume isn’t a perfect match.

5. Follow the Trail Inside the Company

Whenever possible, don’t just submit an application and wait. Look for a way in. Whether that’s reaching out to a recruiter, a potential teammate, or the hiring manager directly, making a human connection can increase your visibility tenfold.

Sometimes this meant a quick message via LinkedIn. Other times it meant checking to see if someone in my network had a connection inside the company and could provide an intro. Even if it didn’t lead to an immediate interview, it often gave me insight into the company culture, team dynamics, or hiring timeline.

6. Recruiters are Key

Recruiters can be gatekeepers, but they can also be guides. I have connected with many during my career, and even when they didn’t have a role for me, they often shared helpful market insights: which companies were actively hiring, which industries were heating up, and what types of profiles were in demand.  Fortunately RevOps profiles are very much in demand, which was motivating.

Think of good recruiters not just as matchmakers, but as trend-spotters. The best ones are willing to share that knowledge if you’re willing to ask the right questions.

Part 2: The Interview Process

Interviews are hard to showcase your best self within 30-60 minutes.  After plenty of interviews over my career, I’ve come to realize that success isn’t just about having the right answers. It’s about showing who you are, how you think, and what you care about.  Preparation, curiosity, humility, and thoughtful follow-ups are how you show up as your full self and not just a polished version of your resume.

The more I treated each interview as a chance to learn, rather than a test to pass, the better I performed and the better I felt afterward.

1. Be Prepared

One of the best pieces of advice I can give is to not just rehearse answers but instead build a library of stories.

Before each interview cycle, I took time to jot down the most likely questions: technical questions about my experience, behavioral questions (“Tell me about a time…”), and questions about the company or industry. Then I wrote out bullet-point answers that we used as reference points. What was the challenge? What action did I take? What was the result?  Often times its about showing success, but its also okay to show failures and what you learned from them.

This prep helped me speak naturally in the moment, without scrambling to remember key details or lessons. Instead of reciting, I could adapt. The result? My answers were more conversational, less robotic and more authentic.

Quick Stat: According to a LinkedIn Talent Trends report, 63% of hiring managers say soft skills like communication and adaptability are more important than hard skills in interviews. Preparation frees up your mind to showcase those soft skills when it matters.

2. Be Curious

Interviews are a two-way street. But it’s easy to forget that when you’re nervous and focused on making a good impression. What helped me shift my mindset was remembering that I was also evaluating them: the company, the manager, the culture, and the values.

So I made it a habit to ask questions not just at the end, but when opportunities naturally arose. If the interviewer referenced a product launch or a strategic pivot, I’d ask how that impacted the team. If they mentioned growth goals, I’d follow up with a question about headcount or leadership priorities.

Then, when the “Do you have any questions for us?” moment arrived, I always had a few thoughtful ones ready. Some of my go-to’s:

• What does success in this role look like in the first 3-6 months?
• How does this team collaborate across functions?
• What’s one thing you’d change about the way your company operates?

🎯 A Harvard Business Review article found that candidates who ask insightful questions during interviews are rated as more competent and engaged than those who don’t.

3. Be Humble

This one’s nuanced. You want to project confidence but not arrogance. You want to own your achievements but also acknowledge your learning curve.

I found that the best interviews were the ones where I shared not just what went well, but also where I stumbled and what I learned from it. There’s power in vulnerability. It shows growth, self-awareness, and the kind of leadership that embraces change.

In one interview, I shared a story about a decision I made that didn’t pan out. I walked through how I handled it, what I’d do differently now, and how it shaped my approach moving forward.

📊 Research from the University of Melbourne found that hiring managers respond more positively to candidates who show “calibrated confidence”—acknowledging mistakes while demonstrating learning.

4. Follow Up

After every interview, I sent a thank you note via email. Short, personal, and specific. I’d reference something we discussed, express appreciation for their time, and try to share something useful.

In one case, I sent an article I’d written on a topic we touched on. In another, I followed up with a LinkedIn post by a mutual connection that echoed something we’d talked about. It wasn’t about selling myself but instead the goal was to continue the conversation.

Small gestures matter. In a competitive process, being memorable and thoughtful can set you apart more than one extra bullet point on your resume.

Quick Stat: CareerBuilder reports that 22% of hiring managers are less likely to hire a candidate who doesn’t send a thank-you note yet only 57% of candidates actually send one.

5. Don’t Get Discouraged

This might be the hardest lesson. You can feel amazing after an interview and never hear back. Or you can walk away thinking you tanked it, only to get a second-round invite the next day. There’s often very little correlation between how we feel about our performance and what the hiring team perceived.

One hiring manager once told me, “We’re not just looking for the best answer, but we’re looking for the best fit for our current needs.” Sometimes you don’t get the role not because you weren’t good, but because they went in a different direction. Factors outside your control like timing, internal politics, or a last-minute budget freeze can all shape the outcome.

So I learned to hope for the best, prepare for the worst, and move on quickly. The next opportunity might be the one that actually fits.

Part 3: The Offer & Negotiation

You’ve made it to the offer stage. Congratulations. That’s a big milestone, and one you should feel proud of. But here’s the reality: this is where the stakes get real.

After all the time and effort—networking, prepping, interviewing—this part can feel like a formality. But accepting an offer is more than a “yes” or “no” decision. It’s about ensuring alignment: compensation, responsibilities, and expectations. And it’s also about standing up for your value.  Ask questions, advocate for yourself, and make sure you walk into the role with clarity, confidence, and commitment.

1. Don’t [Always] Take the First Offer

Most companies expect you to negotiate. It’s part of the process. A 2022 Fidelity study found that 85% of Americans who negotiated received at least some of what they asked for, yet only 40% of candidates actually tried.

Even if it’s just a small bump in base salary, an extra week of vacation, or a remote work arrangement—ask. The key is to be polite, professional, and well-informed. Come with evidence: market data, other offers you’re considering, or benchmarks from peers in similar roles. If you were the top candidate, a reasonable counteroffer won’t send them running—it shows you know your worth.

2. Look Beyond the Base Salary

Too often, people zero in on the base pay and miss the broader picture. Total compensation includes bonuses (signing or annual), equity or stock options, retirement contributions, healthcare benefits, wellness stipends, and more.

For example:

• A €5,000 difference in base salary might be offset by a generous pension contribution or annual bonus.
• A job offering remote flexibility or extra vacation time could be worth more to your quality of life than a minor pay bump.

Think about what matters to you—financially, practically, and emotionally—and weigh the offer accordingly.

3. If It Doesn’t Feel Right, You Can Say No

This one’s tough. You went through a long process, you like the team, and the work seems exciting. But if the offer is too low, or the terms aren’t aligned with your expectations, sometimes the best move is to walk away.

This doesn’t mean being overly rigid. It means knowing your boundaries. If you feel undervalued at the start, chances are that feeling will linger. A lowball offer could be a red flag—or simply a mismatch. Either way, you owe it to yourself to keep looking if it’s not right.

4. Read the Contract Carefully

It’s tempting to skip to the salary line and sign, especially when you’re excited. But read the entire contract. And read it more than once.

Pay attention to:

• Probation period: How long is it? What are the terms for termination during this time?
• Notice period: If either party wants to part ways, how much time is required?
• Non-compete clauses: Are there any limits on where you can work after this job?
• Confidentiality or IP clauses: What are you agreeing not to share or claim?
• Severance terms (if included): What happens if you’re let go?

If something feels unclear, ask for clarification or legal review. It’s not being difficult—it’s being smart.

Final Thoughts

The job search is rarely short, and it’s almost never painless. But if you approach it as an opportunity to expand your network, refine your story, and clarify your goals, it becomes something much more valuable than just a means to an end.  For me, it was a reminder that careers aren’t built on algorithms or application portals.  They are built on relationships, storytelling, and persistence. And sometimes, a single conversation can be the start of something transformative.

Interviewing is an imperfect science, for both sides. But the more I treated each one as a chance to learn, rather than a test to pass, the better I performed and the better I felt afterward.  Preparation, curiosity, humility, and thoughtful follow-up are not hacks. They’re habits. And over time, they help you show up as your full self and not just a polished version of your resume.

The offer stage is the point where optimism meets pragmatism. You’re picturing your future with this team, but you also need to be sure that the terms reflect your value and align with your needs. That’s not selfish, it’s responsible.  Negotiating an offer isn’t just about money. It’s about setting the tone for how you expect to be treated and respected from day one. Ask questions, advocate for yourself, and make sure you walk into the role with clarity, confidence, and commitment.