Archive for May, 2025

With graduation season upon us, we’re seeing an influx of resumes from recent grads hoping to break into politics. It’s one of my favorite times of year because I love seeing new talent raise their hand. But if you’re a new grad eyeing your first job in politics, here’s a reality check—and some advice. Please note this is regarding non-canvassing or field organizer roles on a campaign, which are easy to find, but seasonal. 

The Hidden Challenge of Entry-Level Roles

Most people assume entry-level means “easier to get.” In reality, it’s the opposite.

Because the qualifications are lighter, there’s a much larger talent pool. A senior-level role—like a Political Data Director—might only draw interest from 5 to 10 qualified people nationwide. But that entry-level staff assistant role? You could be up against hundreds, if not thousands.

The competition is fierce. So how do you stand out?

What Gen Z Needs to Know

Some things in politics have changed, but the basics haven’t. If you haven’t yet interned, volunteered on a campaign, joined your campus political group, or plugged into your local county or state party—start now.

Seriously. There’s always something to do. Political parties are under-resourced and constantly recruiting volunteers, especially at the local level. Waiting for the “perfect” paid job to pop up is a mistake. The people getting hired are often the ones who showed up before the job existed.

What Employers (and Headhunters) Look For

As a headhunter, I’ll be honest: a college resume rarely tells us whether you’re actually motivated. But when I see internships, campaign work, club leadership, or volunteer experience? That person moves to the top 10% of my list.

It’s not just about checking boxes—it’s about showing that you care enough to show up.

Your degree and GPA are nice, but they’re not what gets you hired. I’ll take someone from a community college who spent four years organizing and showing hustle over someone from an Ivy League school who never left the classroom.

Final Thoughts

Politics is competitive at every level—but especially at the start. The good news? The path to standing out is clear. Get involved. Show initiative. Build your network. And don’t wait for someone to hand you a job—go earn it by showing up before you’re asked.

Want more real talk?

Join us for our June 11th panel:
🎯 Behind the Scenes with Political Headhunters
🕛 12–1 PM EST | Hosted by Republican Jobs

Register here:

https://lnkd.in/gJhwQZXr

Let’s get you in the door.

Gen Z, You Can (and Should) Counter a Job Offer—Here’s Why

Every year around graduation season, we see the same trend: bright, talented Gen Z job applicants landing interviews, getting offers for jobs they actually want… and then walking away from those offers over something small—like $5,000 or a slightly inconvenient start date.

Why?

Because no one told you it’s okay to counter.

So let’s clear the air.

If you get a job offer that’s close to what you want, don’t reject it outright—try to negotiate.

We’ve had multiple Gen Z candidates in the past week alone reject great offers without ever countering. When we followed up, we heard things like:

“I turned it down because the salary was a little lower than I hoped… I didn’t know I could ask for more.”

That’s fixable. In fact, in most of those cases, we got them back to the table just by coaching them through a respectful, reasonable counteroffer.

Let’s Be Honest: Countering Is Expected

My clients might hate me for saying this, but here’s the truth:

Countering a job offer is part of the process. If you’ve made it to the offer stage, the company already wants you. Asking for $5–7K more on a $70–80K offer is normal. Even $10K isn’t outrageous under six figures.

The odds that they pull the offer entirely? Basically 0.01%.

Worst case? They say no.
Best case? They say yes—or meet you halfway.

Either way, you’ve lost nothing by advocating for yourself.

What If You Have Another Offer?

Even better. If Company B is offering more money but you vibe more with Company A’s mission or culture, ask A to match or get closer. That’s called (pardon the millennialsplaining) leverage—and you have it.

The key is timing:

The sooner you counter, the more likely they’ll say yes—before they move on to other candidates or try to wrap the hire.

Pro Tip: Talk to Your Headhunter

If you’re working with a recruiter or headhunter (like us at Republican Jobs), don’t go dark and reject the offer out of nowhere. Call us. Text us. We’re literally here to help you navigate this and avoid leaving money or opportunity on the table.

We know how to make the ask without burning bridges.

One Caveat: Campaign Roles

This advice mostly applies to permanent roles with companies or organizations. Campaign jobs tend to have tighter budgets and shorter timelines—so negotiations might be more limited. That said, even in campaign roles, a polite counter is rarely offensive. The worst that happens? They say no.

TL;DR:

✅ If the offer is close, counter—don’t walk.
✅ You won’t blow up your chances by asking for $5–10K more.
✅ Use your headhunter—they’re on your side.
✅ The sooner you counter, the more leverage you have.
✅ Campaign budgets may be firm, but it’s still okay to ask.

You’ve got this, Gen Z.

— A millennial at Republican Jobs who’s rooting for you (and tired of cleaning up your negotiation messes)