Resume and Cover Letter Strategies

You applied to 100+ jobs but no interviews? Here's what's actually happening. Your experience is valuable. You're just invisible. Let me explain why, and how to fix it. When you apply online, your resume goes into a database called an ATS (Applicant Tracking System). Think of it like a massive filing cabinet. Now here's the key: Some recruiters don't read every resume. They search. Just like you search Google, they search their database: "Python AND data analysis" "SAFe AND agile transformation" "Tableau AND dashboard" If your resume doesn't have their exact search terms, you’re making it harder to get discovered. You're not rejected. You're just not found. But here's the secret: The job description often tells you EXACTLY what keywords they'll search for. It's like having the answer key. Example from a real job posting: If they say "Experience with Snowflake required"... → They'll search "Snowflake" → Make sure you write "Built data warehouse in Snowflake…" Not "cloud database" or "modern data platform." Use their exact words: Snowflake. I've mapped out 80 keywords that get candidates noticed in 2025: Top searches happening right now: • Python, TensorFlow, LangChain (AI roles) • Kubernetes, Terraform, Docker (tech leadership) • Power BI, Tableau, SQL (data leadership) • SAFe, Agile, DevOps (transformation roles) Your action plan: 1. Read the job description carefully 2. Circle every tool, platform, or methodology mentioned 3. Add those EXACT terms to your resume (if you have that experience) 4. Use them naturally in your accomplishments Example: Instead of: "Led team through digital modernization" You say: "Led SAFe agile transformation using ServiceNow and Jira, reducing delivery time by 40%" You have the experience. Now make it searchable. Your next role isn't rejecting you. It just hasn't found you yet. You’ve got this! 💡 Save this cheat sheet of 80 searchable keywords ♻️ Share to help someone in your network Follow me for more insider recruiting insights

Over the last few years, I’ve switched jobs, given many interviews, and spent hundreds of hours optimizing my resume and profile. During this journey, I made plenty of mistakes that cost me time and opportunities. So today, I want to share these genuine mistakes—and more importantly, how you can avoid them: Applying Randomly & Everywhere: In the early stages, I thought applying to as many jobs as possible was the key. Big mistake! Quality always beats quantity. Lesson: Tailor each application to the job role. Research the company and make sure your resume aligns with their requirements. Ignoring LinkedIn & Online Presence: Initially, my LinkedIn profile was incomplete and poorly optimized. I underestimated the power of LinkedIn visibility. Lesson: Your online presence matters. A complete, active LinkedIn profile attracts opportunities you’d never find by traditional methods alone. Sending Generic Cold Messages: I used to send cold messages like "Hi, can you refer me?" which rarely received replies. Lesson: Craft a concise, clear message. Always include the specific role, job link/ID, your resume, and a short summary of your skills. Poor Resume Formatting: My resume had too many graphics, complicated formatting, and lacked the right keywords. This reduced my ATS compatibility. Lesson: Keep your resume simple, structured, and ATS-friendly. Use clear headings, bullet points, and keywords from the job description. Not Preparing for the "Tell Me About Yourself" Question: I used to treat this question lightly and gave long, vague answers. The interviewer would lose interest quickly. Lesson: Prepare a structured 1-minute summary focusing on your experience, skills, and how you match the job you're interviewing for. Underestimating the Job Description: I didn't closely analyze the job description and often missed key details required by employers. Lesson: Job descriptions are gold. Analyze them carefully and reflect their highlighted skills and requirements in your application and interviews. Overlooking Company Research: During interviews, I would have limited knowledge about the company's products or mission. This made my answers generic. Lesson: Always research the company’s recent activities, products, and news. It helps you answer questions meaningfully and shows genuine interest. Getting Demotivated by Rejections: Early rejections made me question my capabilities, negatively impacting future interviews. Lesson: Every rejection is a lesson. Ask for feedback, reflect, and improve. Rejection means redirection—not the end of the road. Negotiation Mistakes: I used to accept offers quickly without proper negotiation due to the fear of losing the offer. Lesson: Negotiate politely but confidently. Companies expect this. Always understand your market worth, and clearly communicate your value. Have you made similar mistakes or learned something valuable from your own job search? Share your experiences in the comments—let's help each other grow!

I wrote my first resume with AI... It landed me 0 interviews. Then I rewrote it using this template and I landed 5 interviews every month! The problem with AI written resumes is that everyone is doing them. So while the resume sounds great, it actually blends in with everyone else's. Here are the 5 best ways I've found to stand out: 1️⃣ TARGET TITLE Write the title of the job you're applying to (use their exact verbiage) at the top of your resume. 💡This let's the recruiter know, "hey, I made this resume just for you." 2️⃣ RESUME SUMMARY Everyone writes a boring paragraph here. Instead, I went with a short, punchy sentence and constantly got compliments from recruiters on it. 💡Here's the formula I recommend: Target title + skill #1 + skill #2 + impressive accomplishment + fun fact 3️⃣ HIGHLIGHTED SKILLS This was a game changer. Use a "combinational" resume format where you create a highlighted skills section at the top. 💡Use the skills that are most relevant to the job here (this also makes tailoring your resume super fast) 4️⃣ COMPANY DESCRIPTIONS I learned this one directly from a recruiter. Recruiters hate having to look up what each company does to see if its relevant. 💡Make it easy on them. Add a RELEVANT description below each company. 5️⃣ BALANCED BULLET POINTS Keep your resume concise! There are a few ways to do this. Here are two options: 💡4-3-1 rule (best for entry level) ↳ 4 bullet points per job ↳ 3 jobs per resume ↳ 1 line per bullet point 💡4-4-2 rule (for 15+ years experience) ↳ 4 bullet points per job ↳ 4 jobs per resume ↳ 2 lines per bullet point Doing these changes landed me 3x more interviews than any AI "hack" I've come across. Remember, in this market it's not about being the "best" it's about standing out from the rest. You're already qualified, you just need someone to see it! __________ P.S. If you like this "combinational resume" template I'm happy to share it just give my profile a follow and I'll share the template as soon as it's ready. _ #resume #hiring

The job market’s tough, and GRC professionals—current or aspiring—are feeling the heat. The old “experience required” wall keeps getting taller. Here’s one solution: build a portfolio. -Instead of only listing frameworks on your resume, show how you’d actually audit a cloud environment. -Don’t just claim to be “risk-aware”; document a real scenario where you automated threat identification and mitigation. -Give recruiters (and future teammates) tangible proof of your technical and analytical chops. Portfolios aren’t just for designers or developers anymore. In GRC, they can be the difference between blending in and breaking through. I’m putting together some bite-sized labs to help GRC pros showcase these skills. I’ve already built an automated access review tool, a Security Hub AI-powered SOC2/NIST analyzer, and a few others. Contributions are always welcome. Stay tuned for tips on using these to level up your GRC portfolio! #GRC

A job seeker came to me frustrated: “Tanya, I’ve sent over 100 applications and barely heard back.” I reviewed their strategy, and the problem was clear: They were mass-applying with a generic resume. Here’s what we changed: 🚀 Quality over Quantity: We focused on 10 well-matched applications per week instead of 30 random ones. 🚀 Tailored Each Resume: Instead of using one resume for all, we matched skills to each job description. 🚀 Added a LinkedIn Strategy: Networking & engaging with recruiters got them noticed. 🚀 Followed Up: A simple follow-up email after applying increased responses. Within a month, they landed 3 interviews. It’s not about how many applications you send; it’s about how strategic you are. Are you making these mistakes in your job search? Let’s fix them!

On long car trips, my kids and I play this game that we made up called "Ad Agency." We take turns throwing out a company name (like Liquid IV or Chick-fil-A) and then have to quickly brainstorm and perform a commercial for the brand. Let’s be real—Ad Age isn’t exactly knocking on our door, and I’m pretty sure WPP and Omnicom aren’t losing sleep over my 7- and 10-year-olds swooping in to steal their clients. But I’ll tell you this-- my kids have an almost unbelievably good grasp of copywriting best practices. They intuitively understand the #1 rule... Pain sells. Problem/Pain-Agitate-Solution (PAS) is one of the best ways to connect with your target audience. If you start with the solution, you might not motivate your audience to take action. ---- You can use the PAS formula to write better cover letters. Most people start their cover letter with something generic like: Dear Hiring Manager, I am excited to apply for the [Position] role at [Company]. With [Number of years] years of experience in [Industry/Field], I believe I have the skills and expertise needed to excel in this role. Throughout my career, I have demonstrated my ability to [Key Skill or Achievement]. In my most recent position at [Current or Previous Company.... YAWN. You know what would make this cover letter more exciting to read? If it actually focused on the reader! What if your cover letter started with a HOOK? The pain point. Something like: D𝘦𝘢𝘳 [𝘕𝘈𝘔𝘌], Problem/Pain: Managing a team of 1,000 global enterprise sales professionals comes with one consistent challenge: maintaining strong, personal connections with every individual. In large organizations, it’s all too easy for employees to feel like just another number. Agitate: When relationships are weak, performance suffers. A lack of engagement can lead to missed targets, low morale, and turnover—& in sales, those cracks can quickly impact the bottom line. Solution: But what if the leader had a proven strategy to keep employees motivated, connected, and high-performing, no matter the team size? That’s where I come in. As a seasoned global enterprise sales leader,..... The above intro is the hook for a pretend global enterprise sales leader with a team of 1,000. One of the "challenges" when you lead a large team is that it's hard to manage employee relationships. She started her cover letter off by talking about this PAIN. The rest of the cover letter can talk about HOW you solve the pain & achievements/success related to your solutions. The Pain-Agitate-Solution (PAS) formula can make your cover letter more compelling by grabbing attention. First, highlight the employer's pain point, intensify it to create urgency, then offer yourself as the solution. This method shows you understand their challenges and have the skills to solve them. Have you considered using PAS to write a better cover letter? #coverletter

In my twelve years of experience, I’ve reviewed 500+ CVs. Here’s what I learnt: The days of the traditional CVs are gone. Why? Let’s look at the basic function of a CV. A hiring manager has a job requirement for a talented individual. On the other side of the equation, a job candidate has the right skillset our hiring manager needs. They are both looking for each other, and a traditional one-pager CV was the only introduction between the two. A great hire and a great job both depended on a thin slice of A4 paper filled with Font 12 Times New Roman lettering. But times and requirements have changed. Hiring managers’ needs have evolved: 1. Increased focus on skills and competencies 2. Emphasis on diversity and inclusion 3. Shorter hiring cycles Candidates’ needs have also evolved: 1. Greater career mobility 2. Focus on personal branding 3. Demand for personalized career experiences To match the new-age hiring managers’ needs to the new age candidates’ needs, CVs must be more dynamic and interactive. Here are some exciting advancements shaking up the CV scene: 1. Digital CVs and Portfolios: Web-based CVs offer interactive elements like embedded videos, infographics, and links to online projects. This allows candidates to showcase their work dynamically and capture the attention of hiring managers. 2. Skills-Based Resumes: These focus on demonstrably relevant skills rather than just chronological experience. This is particularly helpful for career changers or those with non-linear career paths. 3. Personalized Video CVs: Short, impactful video introductions allow candidates to stand out and leave a lasting impression. This format is ideal for creative fields but can be adapted across various industries. 4. Socially Driven CVs: Platforms like LinkedIn seamlessly integrate with job boards, allowing candidates to build their online presence and connect with potential employers. Personal Branding is the new omnipresent CV. 5. Gamified Assessments: Interactive online assessments are replacing traditional CVs in some industries, allowing employers to evaluate specific skills and competencies more effectively. So today, the hiring manager and the candidate in our example have many more ways to contact each other, to their mutual benefit. CVs have evolved from singular bottlenecks to a distributed network of connections. As the hiring process has evolved, so has the CV. #careercoaching #resumewriting #cvwriting

"I used to struggle with cover letters until I discovered these simple tricks." As a Career Spotlight Coach, I've seen many clients face the same challenges with their cover letters. But don't worry, I'm here to help you turn that first crucial page of your job application into a compelling invitation to interview. Here's how to craft a cover letter that opens doors: ✅ Address the hiring manager by name and tailor your letter to reflect the company's culture and the job role. ✅ Begin with an engaging opener, highlight relevant achievements in the main section, and conclude with a call to action that suggests an interview. ✅ Stick to three paragraphs. Focus on your qualifications without veering off-topic. ✅ Show enthusiasm for the position and propose the next steps, like an interview, to keep the conversation going. 🟢 Avoid these common pitfalls: ➡️ Skip the generic "To whom it may concern." Research to find the hiring manager’s name. ➡️ Don’t rehash your resume. Instead, offer fresh insights into your capabilities. ➡️ Eliminate clichés. Use specific examples to demonstrate your skills and impact. Ensure your resume is as tailored and polished as your cover letter. Here are some tools to help you: 🔹 Canva for creative layouts: www.canva.com 🔹 Zety for professional advice and templates: www.zety.com 🔹 Resume Genius for industry-specific examples: www.resumegenius.com A well-written cover letter not only complements your resume but also enhances your chances of securing an interview. Dive into our guide and make a memorable first impression!

Are cover letters worth your time? 🤔 Recently, I had the pleasure of reviewing one of the best cover letters I've ever seen in my career. It not only made the application stand out from the pile but it made an instant positive impression. We reached out to the applicant on the same day, had the interview the following day and made them an offer in less then a week after receiving the application. Of course, the interview also went really well, we had an immediate click with the candidate (they could really walk the talk!) but the entire hiring team was already excited to meet with them. ✍️💥 What made the cover letter so great? 1. Perfectly customized to not just the role but the company. It provided clear reasons why the applicant thought that the company was the right fit for them (culture, values, business goals) and we could tell they had done their research. 2. It contained more than just text but actual highlight photos of the candidate's experience and journey so far. This is definitely not mandatory to do but it was a very effective attention-grabber. 3. It was written from the heart. It didn't contain any of the common buzzwords or application jargon. It spoke directly to us, the hiring team, in a direct and authentic way. 4. It vibrated with enthusiasm. We could tell immediately from the tone of voice that the applicant was really excited and curious to get to know us better. 5. It had no spelling errors. This may seem like a basic requirement but it does showcase a certain level of care and attention to detail that we obviously appreciated. Spending time on customizing your cover letter is a must-do in your application strategy. It can really make a difference by making your application truly memorable. What's your take on #coverletters? #hiring #careercoaching #interviewprep #jobapplication #careerstrategy

Do the world (and yourself) a favour 🙏🏼 Don’t apply for every job you see. Every time I post a data job, I see a few familiar names. And not in a good way. These are people who apply for everything - Junior roles. Head of roles. Marketing Analyst. Data Engineer. SQL-heavy. Strategy. CRM. Product. Doesn’t matter. Same names. Every. Single. Time. Look, I understand how tough the job market is. I’ve spoken to people who’ve applied to hundreds of roles. The pressure is real. The rejection hurts. And sometimes, it feels like casting a wide net is the only option. But the hard truth is that spray-and-pray doesn’t work in this market It’s not just ineffective. It actively damages your chances. Because to a recruiter or hiring manager, it reads as: - You didn’t read the job description. - You don’t understand what the role needs. - You’re hoping something sticks, not showing why you’re a fit. And that’s a red flag. You don’t need to be everywhere. You need to be relevant in the right places. That’s how you build trust. That’s how you stand out. That’s how you land interviews. So if you’re currently applying to 20+ roles a day - stop. Pause. Refocus. ↳ Apply to fewer roles. ↳ Tailor your CV every time. (I know, seems an incredible amount of work) ↳ Show the connection between your skills and what they need. ↳ Reach out with purpose on LinkedIn Quality > Quantity. Always. And if you’re not sure how to position yourself? Ask someone. Get feedback. You’re not alone. But please, do the world (and yourself) a favour: Don’t apply for every job you see. Apply for the ones where you belong. That’s how you get noticed. And that’s how you get hired. #Recruitment #JobSearch #JobSearchTips