As a technical recruiter who has interviewed and hired hundreds of software engineers, I've seen firsthand what sets some candidates apart during their job search process.

1. Have an active GitHub repository.

2. Network at Meetup groups.

3. Tie your actions to top or bottom-line impact.

This article provides actionable tips to help you land your next technical role, whether at a startup or a Fortune 500 company. They come straight from my playbook of recommendations for job seekers aiming to gain attention from recruiters and hiring managers alike.

1: Have an Active GitHub Repository

Recruiters and hiring managers will often prioritize applicants with an active repo. An active and robust GitHub profile is a coding portfolio demonstrating your technical competence. An active GitHub repo demonstrates coding proficiency, highlights communication habits, reveals a passion for software engineering, and portrays up-to-date skills. Even if the company doesn't ask for your GitHub info, I recommend including it near the top of your resume.

How to Stand Out on GitHub

Here are my top tips for leveraging GitHub to showcase your best coding self to recruiters and hiring managers:

• Add README files - Well-written READMEs do more than explain what the code does. They give context about motivations, thought process, and challenges overcome during development. Treat your READMEs like a storytelling opportunity.

As Jess Jacobs, an engineering hiring manager at a PropTech startup, said to me, “A good README would tell me that someone is a good documenter and communicator. They are someone who realizes the importance, especially in remote work, of leaving a paper trail so that others can find their way rather than losing time to the dreaded 24-hour gap between ‘how do I do this?’ from someone in Poland to someone in the Philippines and then the response time.”

• Include a variety of project types - Among your different repositories, incorporate individual assignments, group projects, tutorials, experiments, open source, and freelance work if applicable. Diversity in your GitHub portfolio highlights versatility.

• Comment on code extensively - Code that lacks comments and documentation is difficult for others to parse. Comment thoroughly so reviewers can readily grasp your thought process. Show that documenting code comes second nature.

• Keep projects updated - Upgrade code occasionally rather than leave repositories stagnant. Maintenance displays long-term commitment and allows you to demonstrate new skills acquired over time. 

• Fix bugs/issues - Issue tracking and bug fixes exhibit responsiveness and accountability valued by managers overseeing teams. These actions prove you take code quality seriously.

2: Network at Meetup Groups

Beyond building your technical cred on GitHub, networking with the local tech community can boost your visibility and hiring potential.

Here's why actively participating in the local tech scene makes a big difference in landing roles:

Gain Insider Company Intel

Meetups provide inside information about tech businesses rarely advertised publicly. Chat with employees about upcoming projects or cool perks. Use gatherings to research target companies and stand out during interviews by demonstrating your knowledge. 

Build New Relationships

Mingle at tech events to expand your professional network, boosting job prospects now or later. Today's casual conversation is tomorrow's critical referral, so approach each interaction as a relationship-building opportunity, even if no immediate roles come from it.

Enhance Soft Skills 

Technical meetups let you interface with peers beyond just coding. Exercise communication, collaboration, and critical thinking as you debate new languages, frameworks, and architectures. These are "soft skill" muscles appreciated by managers at tech companies.  

Uncover Hidden Job Openings

Companies frequently leverage networks to source candidates before publicly posting roles. Schmooze at a Meetup where you admire the culture and tech stack for a chance at unadvertised openings. Even if they aren't hiring, they may point you to sister companies that are. 

How to Work the Room at Tech Events

Avoid just blending into the crowd at Meetups and tech gatherings. Make genuine connections to unlock opportunities:

• Sit with strangers - Skip sitting beside familiar faces. Say hello to those you don't know yet. Step out of your comfort zone.

• Offer help - Most people attend networking events to find people who can help them. Do the opposite. Ask the people you meet what brings them to the event. Then, if you can help, offer to! And if you can’t help but know someone who can, offer to make an introduction.

• Bring business cards or your Linktree - Collect contact info from fellow attendees you click with. Email those individuals to follow up post-event while the conversations remain fresh.

• Craft an intro pitch - Prepare a 30-second overview of your background to break the ice fast with strangers. Include tech stack familiarity, passion for coding, and type of position sought—end by asking about them.

3: Tie Your Actions to Top or Bottom Line Impact 

As a technical recruiter, I see experienced developers, engineers, architects, and leaders undersell themselves on resumes by only listing job responsibilities and technical skills. To impress me and other tech recruiters, take it a step further by quantifying how your coding contributions impacted business success.

Anyone can claim they "improved system efficiency" or "increased customer retention." Back up statements with numbers demonstrating tangible effects on either top-line revenue growth or bottom-line cost savings. 

Including metrics and measuring impact sets a technical resume apart because it focuses on what value you offer a company. While a long list of skills and technologies wows on a superficial level, what counts is how those skills generate results.

Here are examples of incorporating impressive metrics when describing achievements:

• Turbocharged app downloads by 43% in 6 months by creating a new referral algorithm.
• Slashed third-party data expenses by 41% with an API replacement.
• Cut server costs by 35% over 2 years by implementing a new caching model.

Final Thoughts

Landing rewarding technical roles relies on much more than your coding and engineering aptitude. Leverage these insider tips from my recruiting playbook to stand out:

• GitHub Activity - Showcases skills, habits, and passion through working code. Updates display commitment. 

• Local Events - Build connections and uncover unposted jobs. Boost visibility through grassroots networking. 

• Business Impact - Quantifying programming achievements in dollars earned/saved conveys actual value delivered.

My last advice is to keep a growth mindset rather than become complacent in your job search, even if you land a great job tomorrow. Successful technical candidates refine their expertise, expand their professional circles, measure their impact, and tailor their resumes. Stick with this continuous self-improvement approach throughout your career and track your impact to set yourself up for success in future job searches.

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Ivy Blossom is a Talent Acquisition Consultant and Professional Resume Writer known for her expertise in sourcing top-tier candidates, facilitating inclusive hiring processes, and writing resumes that take job seekers from overlooked to unforgettable. Whether you're looking for a top-notch talent acquisition strategy or a new job, Ivy can help you achieve your goals. Visit ivyblossomrecruits.com to get started!

You scrutinize job descriptions with a fine-toothed comb. Tailor your resume to each opening with surgical precision. Prepare for interviews by predicting every possible question they could lob in your direction.

But are you asking as many probing questions about the company? Hiring teams put candidates through the wringer, assessing technical skills, culture fit, and superpowers that suggest you—and only you—could thrive in this new role. Amongst all the grilling about your past and hypotheticals about how you would handle future scenarios, the interview also presents a golden yet often wasted opportunity for you to put the company under the microscope right back.

With some strategizing, you can steer conversations toward illuminating the company’s character and how much they prioritize the employee experience.

1. What is one thing that’s key to being successful here that somebody from outside the company wouldn’t know?

The “unwritten rules” lens invites insider information about the realities behind the roles. Listen closely for transparency about work norms that depart from standardized job descriptions. Perhaps collaboration and consensus are valued here far more than taking bold initiative solo. Maybe managing up for executive face time marks a fast track more than racking up independent contributions does. Any work environment also has its landmines—does this one penalize rule-breaking creativity or over-commitment to process and perfectionism? This question can help unveil the truth.

2. What's your favorite thing about the company culture here, and if you could change one thing about the culture, what would it be?

Few will resist being a sunshine peddler and sharing rosy viewpoints about their employer first, but listen for how substantive the answers sound. Are they just corporate catchphrases handed down from HR? The second half of this two-parter question presses for unvarnished perspectives about existing company culture deficiencies. Pay attention if the interviewer entirely glosses over the critique part or avoids specifics—a yellow flag that something is amiss. No company is perfect, so it’s essential to work in an environment where people can be honest about where there is room for improvement.

3. What is one characteristic of people who have succeeded here and one characteristic of people who have failed?

Labeling success and failure archetypes can cut through corporate propaganda about having it all—work-life balance, advancement opportunity, diversity, autonomy, etc. Listen between the lines as interviewers describe what the organization rewards, tolerates, and punishes. Do star players tend to be bold lone rangers or collaborative team allies? Are poor performers described as deficient in skills or just simply “not fitting the mold” intangibly? Does change-averse consistency garner more rewards than bringing unconventional ideas? Note what behavioral norms nurture growth versus obstacles that unwittingly stonewall it and decide if that’s an environment in which you will thrive.

4. I’m even more excited now than when I applied. Is there anything I’ve said or haven’t said that makes you think I am not a great fit for the role?

Ending with this powerful question accomplishes several objectives. It reiterates your enthusiasm for the role and the company, suggesting a genuine interest and a positive attitude towards future challenges. It also opens a direct line of communication about potential concerns or misalignments, giving you a chance to clarify or address them head-on.

This proactive question can help dispel doubts and build a foundation of transparency and trust from the very beginning. It shows that you are committed to ensuring a mutual fit, which is essential for personal fulfillment and professional success.

Final Thoughts

Asking these questions of the hiring team demonstrates a strategic, thoughtful approach to your career. It shows that you're not just looking for any job but are seeking a role where you can truly excel and contribute to a shared vision. The answers will provide insights into the company's culture, values, and expectations, helping you decide whether this is the right place for you to grow and succeed.

Remember, the right fit goes beyond the job description and compensation package; it's about aligning with a company culture that fosters your growth, values your contributions, and resonates with your professional mission.

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Ivy Blossom is a Talent Acquisition Consultant and Professional Resume Writer known for her expertise in sourcing top-tier candidates, facilitating inclusive hiring processes, and writing resumes that take job seekers from overlooked to unforgettable. Whether you're looking for a top-notch talent acquisition strategy or a new job, Ivy can help you achieve your goals. Visit ivyblossomrecruits.com to get started!

This year, we launched our How to Land a Job at... video series which has been a MASSIVE SUCCESS! It features interviews with Talent Acquisition / HR professionals from each company where they provide insider tips on how to land a job at their company. 

We published 39 videos this year! That's a ton of content, so we decided to compile all the videos in one spot and segment them by their industry. There are a ton of great companies to explore and learn about their hiring process and company culture! And, obviously... most of these companies are hiring!

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Healthcare Companies:
 

 

Security Companies:
 

 

Consumer Companies:
 

 

FinTech Companies:
 

 

Software/Other:
 

Our Lead(H)er series shares the stories of women leaders at some of the fastest-growing companies in the tech industry.

Here is a recap featuring the 18 inspirational stories from 2023 with a short segment from each profile. You'll learn everything from the challenges, successes, and surprises of their careers, lots of useful advice, and more!

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Caitlin Moore, SVP of Strategic Accounts at Cohere Health.

"Making connections across the industry you’re interested in is critical. My path to my current role at Cohere involved a huge number of networking conversations and exploring a lot of different opportunities. Talking to people is immensely helpful in understanding what’s out there and what you want to do. In my case, each of the previous roles I held helped me learn more about what I want and need to be happy and successful in a role. Networking conversations with others really helped refine this further."

Check out the full Article   View cohere health's company page

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Phoebe Smith, Delivery Director at Attensi

"Remember that you own your career - you are in the driving seat. My key piece of advice would be to take the time to understand yourself, your strengths and focuses, and align those to what’s needed for where you want to be. Then, push yourself on the goals that you’re avoiding! The scariest goals really are the most satisfying to achieve, and they are what will push you towards the next step in your career. I recommend working with others on these – peers, managers, mentors - both to hold yourself to account and, importantly, for their advice and support."

Check out the full Article   View attensi's COMPANY PAGE

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Carrie Moser, SVP & General Counsel at Lakeside Software

"It’s ok to end up somewhere else. There’s no single path. There’s no secret recipe. Allow yourself to be surprised. Permit yourself some mistakes. Nobody learns much from the wins."

Check out the full Article   View lakeside's COMPANY PAGE

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Jaclyn Balben, SVP, Operations at Bamboo Health

"My team. I am proud and humbled to be able to lead and be a part of the Operations team at Bamboo Health. We have amazing individuals who are passionate about what they do, push for excellence, and care deeply about our mission. I take great pride in the opportunity to help others reach their full potential and dedicate significant time and effort to building our culture and supporting my team."

Check out the full Article   View bamboo health's COMPANY PAGE

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Jessica Haas, VP of CX at Appcues.

"Have an open mind and be open to trying and doing as many things as you can. Whether you like something or not, you’ll gain life experiences and learn about yourself.  Bonus! Find a mentor that will challenge you; they are so necessary and so wonderful!"

Check out the full Article   View appcues' COMPANY PAGE

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Shannon Fitzpatrick, VP of Product at Nayya

"Culture is critical: if you are curious, try to find a workplace where you will be surrounded by other curious people. If you are ambitious, you’ll be happier at a company that attracts motivated people who set a high bar for themselves (and you). Pick the people you want to work with and for, versus the job description.

You can never have enough feedback, from your champions, and from the people you find it hardest to work with. Great coaches are hard to find, so if you get lucky enough to work with one, keep in touch, even if one of you moves on to another company."

Check out the full Article   View nayya's COMPANY PAGE

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Hayley Islas-Wolf, Regional Vice President at Liaison International

"It takes time to learn and master something.  Be humble, don’t be afraid to make mistakes, but learn from them.  I think the best piece of advice is make the mistake and then never do it again.  That is what will set you apart from the rest and enhance your career trajectory.  Also, the other piece of advice I would have is that so much for my early career I was looking for the greener grass.  Ultimately, what I learned is the grass was never greener at a company or institution, but what was important was have a good manager, a caring work environment and a place that at the end of the day is doing something you believe in."

Check out the full Article   View liaison international's COMPANY PAGE

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Stephanie White, Senior VP Customer Success at Duck Creek Technologies.

"Never sacrifice what you believe in to achieve success.  You won’t be happy if you are not true to who you are."

Check out the full Article   View duck creek's COMPANY PAGE

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Debi Dowling, SVP Business Operations and COS to CEO at Onapsis

"Never give up, always say ‘Yes’ to that additional task or project, put yourself out there - there are a LOT of people you will come across in your career that are making it up as they go! Stay strong, ask questions and be curious!"

Check out the full Article   View onapsis' COMPANY PAGE

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Monika Ochocki, Director of Customer Care at SmartBear.

"Never forget the hobby or hobbies you had before having to study and get a job. Having a great work-life balance helps you excel at work and helps you to stay motivated to keep working hard without the fear of burning out or feeling like you no longer have time for yourself. After working at a very fast-paced startup, I learned that work will always be there in the morning. Everything keeps moving and spinning if you take a week off, but time spent doing what you love and spending time with those you love won’t always be there."

Check out the full Article   View smartbear's COMPANY PAGE

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Shannon Rose, VP Omni-Channel Retailing at Rue Gilt Groupe.

"Be curious at all times, absorb as much as you can and take advantage of every leader you are exposed to."

Check out the full Article   View rue gilt groupe's COMPANY PAGE

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Annalisa Cooper, SVP, Customer Success at Wellframe.

"Find your passion and stick with it.  Be brave and bold, but also kind.  Don’t underestimate the power of collaboration and humility."

Check out the full Article   View wellframe's COMPANY PAGE

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Ali Mapes, VP of Customer Success at Ordergroove

"Speak up and raise your hand! When in meetings, especially with leadership, don’t be afraid to use your voice. Be confident that you have a unique perspective or idea that should be shared with the group. You don’t have to be the smartest or loudest person in the room, but sharing your voice is powerful. After you share meaningful insights on a regular basis, people will seek you out."

Check out the full Article   View ordergroove's COMPANY PAGE

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Olivia Salas, Sr. Director, Global Ops & SI Partnerships at Bullhorn.

"Never underestimate the importance of having a mentor(s) in your life. There will be many times in your career where you will need someone on your side to confide in, provide guidance, and challenge your thinking. Make sure that you are actively looking for and nurturing these relationships. I cannot tell you how much I have learned from the mentors in my life and how each of them have helped shape who I am today."

Check out the full Article   View bullhorn's COMPANY PAGE

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Michele Doyle, VP, Enterprise Data and Analytics at Advisor360°

"Find your people. There are folks out there who share the same excitement in your area of focus. You can learn a lot from them, and they make good mentors. 

Try new things. Take risks to try new things even if you think you can’t do them. You do not have to be defined by specific aspects of your role."

Check out the full Article   View advisor360's COMPANY PAGE

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Heather Bender, Chief People Officer at HealthEdge

"First, it’s good to have a directional plan, but remain open and say “yes” when new opportunities emerge - even if it makes you uncomfortable.  If we are uncomfortable, we are learning.  In today’s world, you will stay relevant by continuously learning and being adaptable.  Second, follow your gut when it comes to selecting companies that align with your values."

Check out the full Article   View healthedge's COMPANY PAGE

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Melissa Wainwright, Chief Operating Officer at Alloy Enterprises

"Take some risks and don’t stay in your comfort zone.  Some of my best experiences & stories come from when I didn’t take the safe road.  I definitely wouldn’t be where I am today if I had been afraid to fail or be uncomfortable."

Check out the full Article   View alloy enterprises' COMPANY PAGE

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Cara Munnis, VP of Product Management at Amwell

"Be a good listener and ask for clarification if something doesn’t resonate - no matter your level, there is almost always more to learn either about the subject itself or about the perceptions of those with whom you are working."

Check out the full Article   View amwell's COMPANY PAGE

It's here! Our 2023 Summer Reading List!!! For The VentureFizz Podcast, I always ask the guest for a book or podcast recommendation. Since I get so many great suggestions, we always like to pull together a reading list each summer.

These books span various genres from business to fiction and even history.

Check out the list below and tune into each guest's podcast episode to learn more!

VentureFizz Culture Content Certification

Let’s face it, the job search process is tedious and it takes a lot of work. 

Here’s a common scenario. You find a job listing that has lots of potential, but you’ve never heard of the company. 

Hmmm… well, like a lot of decisions in today’s world, you probably pause and spark up Google to do some research on the company before you apply, as you don’t want to waste time on a company that doesn’t have a great culture, mission, and opportunity for career growth. This brings you down a rabbit hole in terms of researching across multiple websites.

Wouldn’t it be great if there was a single website that combined companies, job listings, and all the research about what it’s like to work there from one place?

Wait... that already exists... and it's called VentureFizz!

We’ve built VentureFizz to demystify the job search process, by providing you with a single source for all things related to your job search.

Not only do we have the top job board in the industry, but we also have interviews with hundreds of tech company insiders from CEOs to hiring managers to help you discover companies and find out what their culture is really like or what they’re looking for in a candidate, or what to expect throughout the interview process.

And today, we are really excited to announce the launch of a new program called:

VentureFizz Culture Content Certification

This program is a way for companies to get recognized for being open and transparent about their culture by creating meaningful content by the employees who work there. The content is created with the goal of giving job seekers an inside look at their company, culture, and hiring process. 

 

In order for a company to achieve VentureFizz Culture Content Certified status, the company must complete the following:

This is a yearly certification because a lot can change at a company over the course of a year, so we want to ensure that the content and information is up to date.

How do you find VentureFizz Culture Content Certified companies? Well, for starters, you can find them further below on this page. We'll continue to add them to this list as companies achieve their certification status.

In addition, once a company qualifies, a badge will be placed on their VentureFizz company profile and jobs. Soon, you will also be able to filter companies and jobs based on this certification.

VentureFizz Content Certified Companies

     

     

      

   

We hope you find our new certification program helpful in your job search! If you have any feedback on this new program, please reach out to us here.

"What are your strengths? What are your weaknesses?..."

There are lots of standard interview questions that people use, but we thought it would helpful for job seekers to be prepared for interview questions that are more creative, unique, or insightful.

We asked talent acquisition professionals and others across the tech industry to share their favorite, go-to interview questions they use during interviews.  Here is what they shared:

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Kelly Finn

Director, Talent Acquisition at HealthEdge

"What frustrates you at work?"

This is my favorite question because it tells me a lot about how someone may or may not fit into our culture. For example, if someone tells me they are frustrated by bureaucracy, red tape, and a lack of innovation, I know they just might be a great fit for my company. If some is frustrated by a lack of process and having to “work in the gray”, that’s a non-starter for me.

David Scott

Talent Acquisition Manager at Post Acute Analytics

"When it comes to your current search, what factors are most important to you in your decision-making process?"

This open-ended question helps to identify candidate motivators and provides an opportunity to set expectations, align on candidate journey, and explore impact of the role on the business. 

Erin Russell

Human Resources Director at BondLink

"What do you need from your manager in order to be successful in this role?"

I love this question because it tells you about what type of management style works best for them (that fit is important!) and it also tells about the candidate's level of skill/experience in their position. Do they need micromanaging or do they need room to soar?

DarShayla Price

Sr. Manager, Talent Acquisition at WorkStep

"Why data / software engineering / sales / marketing? What made you jump in a career in this field?"

I really like to understand why a candidate is in the field that they are in. It is easy to ask why they are in the job market or what made them apply for the role that we have open, but what makes you want to continue a career in sales, marketing, or technology? What made you jump into the career path that you are in. It is in those questions that you find someone's true passion, their drive for what they do on a daily basis, and you can often hear the excitement (or lack thereof) to continue in this particular space. As a member of the TA team, I want to ensure that I am presenting candidates to my hiring managers that are going to log in each day excited to make a difference.

Mary Paris

Director of Talent Acquisition at PERSUIT

"Tell me about a professional mistake you've made in the past. What happened, and what did you learn from it?"

I like behavior-based questions, as they give the candidate an opportunity to highlight a specific example of the situation, how they navigated through it, and what the result/outcome was. Interviewing can sometimes be quite theoretical so I love questions that highlight real-life examples, and this question tests for self-awareness, a learning mindset, and vulnerability. Ever ask a candidate to describe their weaknesses and hear the typical answers? Try this one out instead!

Danielle Farina

Recruiter at Lakeside Software

“What’s motivating your job search and what are you hoping to do next?”

I love this question because it gets the candidate talking about themselves with a professional focus and opens up so many doors for the initial interview conversation! You learn so much from this question, from what is specifically motivating them, to whether what they’re looking for is a match for the company’s needs, to their communication style, to exactly how to sell a role so that they see just how strong a match there is between your opportunity and their interests. It also sheds light on the flip side – when what a candidate is seeking isn’t a fit for the company’s needs and that, of course, is a really important thing to know for both parties early on in the interview process.

Danielle Lareau

Talent Acquisition Partner at Cybereason

"What professional accomplishment are you most proud of?"

This is a great question to get an indication of project-based accomplishments, or more detailed stories around the candidate's work and what they are passionate about. It's a way to make people feel comfortable bragging a little bit, and helps to facilitate a natural conversation in the interview that steps away from what you can read on a resume - from their answer, you can ask many follow up questions to understand how they work with others, take initiative, etc.

Jeff Moore

VP of Talent Acquisition at Toast

I have two questions I like to use.

"Tell me about a time you took a risk and it failed. Looking back on it, what would you have done differently?"

I love that one because while everyone loves to talk about their successes during interviews, I really like to learn about when things go wrong and they need to pivot. I like to see how people learn from those moments.

"Imagine you've just been hired on a new Talent Acquisition team. It's your first week and the CEO has asked Talent Acquisition to build a presentation recommending a new location to hire in by the end of the week. The rest of the team is at max capacity, so you need to take this project on. What do you do?"

This one's specific for Talent Acquisition interviews. I have a million follow up questions/hints for this one, but this really shows me how people think.

Kathleen Mauriot

Talent Acquisition Manager at Aqua Security

"Tell me something about yourself that is not on your resume?"

It usually results in a candidate revealing something fun & interesting about themselves outside of their skills and work experience that normally they would not have shared. It shows their personality, makes them think quick on their feet, and provides insight into who they are outside of work, what interests them, and how they will fit into the team and company culture.

Kayla Steinhauser

People Operations Manager at Centaur Labs

"In what ways were you most underutilized in your last role/job?"

We love this question because it gives the candidate a chance to confidently share what they're good at, what they like doing, and what they want to be doing -- which is ultimately a huge factor in the decision process on both sides.

Katie Moriarty

Director, Talent Acquisition at SevenRooms

"What is most important to you in terms of company & role as you evaluate your next career move?"

I love asking it because it always tells me more about a candidate's motivations. By learning that, I can better highlight our company and opportunities for that candidate!

Jaclyn Jussif

VP of Talent Acquisition at Paperless Parts

"What do you think your past manager would say your strengths are? What would they say your growth areas are? Do you agree, and if not, why not?"

This question helps to assess a few areas: processing feedback, self-reflection, and managing up. So much of how we show up at work depends on our own ability to accept feedback, self-reflect, and act on that synthesized info. It's important to remember when assessing answers to this question that not all feedback needs to be accepted or acted on - rather you're looking for the person's ability to process the feedback, own their growth areas, and maintain a meaningful relationship with their manager. (Yes, this is from Who!)

Bill Desmarais

Vice President Of Engineering at Outcomes4Me

"Tell me about a time recently when you had to learn something new in order to get the job done. It could be purely technical, a process, or even just a framework for thinking about something (eg: REST, RACI)."

I love this question as it gets me to where a person is in their career, developmentally, without being a "quiz" or having a "right answer." In addition, there's almost always plenty of room to dig in on what the project architecture was, what new feature was being added, etc.

A good answer can often end up being a 20-minute conversation that establishes their background, how they approach their work, and often to what extent they have a "growth mindset."

Brian Duke

Talent Partner at Bamboo Health

"When is the last time that you learned something totally new? What do you want to learn next?"

Learning something new is a choice people can make at any stage in life. In childhood, the lust for knowledge is constant and necessary. As adults, we’re able to choose to learn something new and it takes energy and commitment. We may learn a new skill to advance our career, a new language before traveling internationally, or a new sport so that we can coach our kids in an activity we never participated in. Regardless of what we’ve last learned or look forward to learning next, being a life-long learner is a trait that allows new employees to thrive in their new environment.

Liz Wren

Director, Talent Acquisition - Tech & Product at Pluralsight

"What are you looking for in your next job that your current (or most recent) role doesn’t (or didn’t) offer?"

This is what I call role differential. With a single, outcome-focused question, I am hoping to glean:

Why a candidate is looking for a new role.

What is most important in their next role.

What detracted them from their current role.

And, bonus points if the candidate is able to weave in how Pluralsight factors in!

And, if more information is needed, a good ol’ follow-up question such as: How does this role meet those needs? Or how do you see Pluralsight providing that challenge in this new role?"

Liz Raymond

Head of Global Talent Acquisition at Nexthink

"What is the most important/critical feedback you have received from a manager or colleague? What did you do with this feedback?"

I like this question because it helps me understand a bit more about someone's level of self-awareness, perspective, and their ability to handle feedback. It also can bring out stories to learn how adaptable, flexible, and willing to do the work to grow and develop.

Tamra Cooper

Emerging Talent & Diversity Programs Specialist at Nexthink

"Have you ever had a project or task where you made a mistake or didn’t go as planned? How did you redeem / fix the situation?"

I think this question shows everyone’s human side, and that we all go through ups and downs on the job. It gives the candidate a time to shine and show how they resolved the situation and what they learned from it, and how they held themselves accountable. I think it shows how they cope with adversity, and how they work through challenges individually or as a team.

Jeff Chan

Director, Talent Acquisition at connectRN

"Would love to hear of a before and after."

This is a very open ended question but also gives me the opportunity to see which direction they go. The reason I like this is because it gives me the opportunity to see how they have influenced someone or a group of people, and what their approach was. Being in Talent Acquisition, our goal is to influence and guide hiring leaders and candidates and do what is best for the company.

Elizabeth Irvine

VP, Marketing at MarketMuse

"Tell me about a recent conflict with a colleague and the steps you took to resolve it."

I like situational questions like this because they give me an idea of how they approach tough situations, work/collaborate with colleagues, and identify lessons learned.

It's summertime, which means vacations and lazy days!

To help you build out your summer reading list, we've pulled together a bunch of books that have been suggested by some of the guests we've had on The VentureFizz Podcast this year.

You'll find lots of great books to help out with your business and books focused on personal improvement, plus some fiction! We've also included a link to each guest's podcast interview.

Join VentureFizz on March 23rd at 12pm ET for the next event in our Path series!

We will be showcasing the career path to President & COO with a 1:1 conversation with Kelly Merryman, President & COO at Aura.

Kelly leads Aura's product and go-to-market strategy, delivering on its mission to make the internet safer through simple, proactive digital safety for its customers. Prior to joining Aura, Kelly served as VP of Content Partnerships at YouTube. She led a team of 300 employees around the world, focused on YouTube's global partnership strategy and management of YouTube's largest partners across the Americas.

Beyond YouTube, Merryman previously served as Vice President of Content Acquisition for Netflix and as Executive Director of Digital Services and Distribution for Sony. She also spent time at Bain & Company and Audax Group. She has a bachelor's degree in Business Administration from The University of Texas and an MBA from Harvard Business School.

Aura is a leading provider of all-in-one, intelligent digital safety solutions for consumers. Last October, the company announced a $200M Series F round of funding at a $2.5B valuation.

During this event, we’ll discuss:

• Kelly's career trajectory
• Obstacles along the way and key “aha! moments”
• Advice to help you with your own career path
• Interactive Q&A with the audience

This is a conversation that you won’t want to miss!

Click here to register!

There’s a high likelihood you’ve experienced imposter syndrome at some point. It’s the feeling that you aren’t qualified for a job or a role you’re taking on, even when evidence says otherwise. The sense that others will see you as an imposter and questioning, “Who am I to be doing (fill in the blank)?”

Imposter Syndrome frequently creeps in when we’re rising into a new role at our company, or when we switch companies and step into a bigger role. You may even feel it interviewing for that next step up - say you’re coming from a Director role, applying for the VP position. Which is all to say, it happens most often when we’re in a growth position. Taking the leap with new responsibilities, a new title, or even a new industry. 

Growth requires change and a degree of uncertainty. Think about it. If we keep doing the same thing for years, we’re not going to improve too much, or learn many new skills. Growth requires taking a leap into the unknown. So yes, there’s likely a portion of the new role that we haven’t experienced before. And, the only way to learn it is to take the leap and immerse ourselves. 

The key to overcoming imposter syndrome is twofold. First, it’s maintaining the confidence that you bring so much to the table - not just your professional experience and skills, also, the personal attributes that make you, well, you. Those are a gift, they’re completely unique, and you’ve got to trust yourself. Believe in your worthiness - not necessarily that you have been there before, but that you have what it takes to own it and grow into the role. 

When I’m working with clients, depending on the lens they’re currently seeing themselves through, we’ll do some inventory of their experience, values, and traits, and maybe also some journaling too, to get to the root of what’s holding them back. It’s amazing what comes up and how working through some limiting beliefs helps them to realize their power that was hidden behind those (false) beliefs. 

The second key piece is about moving into new spaces with a curiosity and beginners mind that is often referenced in mindfulness practices. Being open to new experiences, and trusting ourselves to learn and be guided is key. Since imposter syndrome often stems from perfectionism, letting go of the notion that we have to be perfect or have all the answers. I like to remind clients to surround themselves with smart people, and to remember that people actually appreciate a leader that asks questions and empowers the people on their teams to make decisions. Showing a willingness to be open and learn is so valuable! And, it’s so much easier to work with this type of person than someone who feels they have to feign answers and solutions. 

Three things that work well to help you stop feeling like an imposter: 

1. Create a practice of writing “I am” statements each morning. Write down future traits and realities you want for yourself so you’re clear on who you want your future self to be. It’s powerful when repeated daily. Our thoughts become our reality. 

2. You can always go back to writing down a list of experiences, skills, awards, compliments, and traits about yourself that are positive. This also reinforces focus on the positive and helps unearth things about yourself you might have forgotten, and some that wouldn’t typically show up on your resume or LinkedIn profile. 

3. Practice daily meditation. The benefits are more than I can list here, and I mention this here primarily because being able to be still with ourselves helps us to see things clearly and create space between stimulus and response. 

Have questions about overcoming imposter syndrome or are curious about coaching? Feel free to send me an email christine (at) christinefiske.com or head over to my site and set up a free discovery session with me.