Posts Tagged ‘Resume Tips’

Republican Jobs recommends ‘My Perfect Resume’ to quickly create, change or fix a resume to solve most of these issues. Learn more at our affiliate link here. 

Republican Jobs was started to help as many political operatives on the right as possible, regardless of which side of the Republican Party they’re on. I’ve personally reviewed more than 25,000 resumes in my political recruitment career, and probably even more than that. I’ve had the pleasure of placing thousands of operatives into various careers and campaigns. However, the resume mistakes I’ve seen have always remained consistent, so I felt it was time to get it in writing to help our applicants! 

Here are the 14 most common mistakes I’ve encountered, why they matter, and how to fix them. While none of these are major and are not hard to correct, these small improvements will make every recruiter, headhunter, and hiring manager thank you, leading to better job success. I hope that these tips will assist applicants in enabling us to better support them in their endeavors, or ‘help us help you’!

Part 1: The Basics (For Any Industry)

1. Understand What a Resume Is Supposed To Do: The average employer views a resume for 5-7 seconds. That is how long you have to make sure they have an interest in interviewing you further or not. It is a one-page snapshot. While submitting two pages is fine for some circumstances, some employers don’t even view the second page or rip it off in some extreme cases. Make it clear, concise, and readable. It should be clear and visible. 

2. You Don’t Need a Thousand Bullet Points: Especially in politics, you’re going to have a thousand different things you did on a job. If your title is accurate, we will have a basic understanding. Leave it short and sweet. There is nothing worse than a resume with a thousand bullet points under each job title, making them unreadable. Highlight the most important RELEVANT experience to the job you are applying for first, or at the very least, the most important things you did in the role in general. Most recruiters do not have the capacity with the amount we read each day to go past bullet point 2. You’re more likely to get passed over. 

3. Newest Experience First: I see this a lot with talent in the 3-6 year range. They list their oldest experience first. There have been times where I thought their oldest job was their newest job and incorrectly thought the applicant was entry-level. Again, we see thousands of resumes, always list your newest experience first.

4. Make Your Resume a .PDF: In the age of mobile phones, many hiring managers may view your application on their phone. If it is in a .doc or .docx, it may not open or be hard to read. Any program they use can make it a PDF. A few additional tips: Don’t just scan in your resume as a .PDF, this should be a text scannable .PDF as many firms use ATS/CRMs to track your application (more on this later). You never know if someone could falsely alter your resume, sending a resume protects you!

5. You Don’t Need an Executive Summary: This isn’t the 80’s where there were physical resumes being mailed in, etc., and it was unclear where it came from. You don’t need an executive summary. Save the space to highlight your other skills. You only have one page!

6. Make Sure Your Resume Is ATS/CRM Compliant: Especially when you’re working with placement firms such as Republican Jobs, Big Fish, or job boards such as GOP Jobs and Conservative Jobs, they manage applicants via ATS/CRM systems. Recruiters may have thousands of applicants we work with or are searching through, if your resume is not ATS/CRM compliant, we may miss some of your skill sets or miss key words on your resume in a search, meaning you’re missing out on jobs! If your resume is formatted and standardized correctly, if you’re unsure, you can upload your resume to websites like myperfectresume.com. All their formats are ATS/CRM compliant. I still have applicants that aren’t, and if I have to ask you to fix it, I’ve probably moved on to other people I can more immediately help. Don’t make a recruiter’s job harder, we only have a limited amount of time in a day to help as many people as possible. If it takes two-three days to hear back, we may have already been focused on another search or found someone else to refer to a client – unfortunately in politics, roles move fast. This brings us to our next point:

7. Don’t Reinvent the Wheel: I see amazing creative talent trying to reinvent or redesign their resume to look eye-catching. The reality is these resumes are rarely ATS/CRM compliant and hard to keep on file. Have a basic resume, your education and contact information at the top, your jobs in the middle, and your skills at the bottom or on the side.

8. Avoid Sending an “Indeed” Resume: Indeed has their own version of their resume many applicants use. These are seen as low-quality to many employers. Indeed’s one-click apply means anyone can apply, including extremely underqualified or unqualified applicants. Many recruiters use Indeed as a last resort in their recruitment process due to high spam rates, and seeing an Indeed style resume may associate you with that pool. (That’s not to say applying on Indeed with a GOOD resume won’t HELP you stand out of the crowd, as it certainly will!).

Part 2: Making the Perfect Political Resume

Here are some of the mistakes I see with industry-specific issues:

1. Not Including Political Experience in The First Place: Some may laugh reading this… but yes, we see this all the time. In someone’s first few years in politics, their campaign work may be seasonal. However, and for some reason when I mention this to applicants they act like I blew their mind, you can have a POLITICAL resume and a NON-POLITICAL resume. Send your political resume to political employers, and a non-political to non-political employers. You’re SUPPOSED to have multiple versions of your resumes tailored to a job. If we have to guess, we’re going to assume you don’t have any. 

2. Not Listing Your Last Campaign: I still have applicants in 2024 who haven’t updated their campaigns since 2022 or sometimes even 2020. I’m not supposed to guess which campaign they worked on. If you moved up from an organizer since then, and all I have is your organizer experience, why would you be on the short list for a campaign manager, for example.

3. Not Listing the Campaign or Firm Under the Job: We see this a lot with canvassers or entry-level talent. They’ve worked on 5-6 campaign deployments and can’t list the campaign or remember the name. The worst thing a seasoned campaign veteran can tell a recruiter is ‘I can’t remember who I worked for’, and it still happens weekly (there’s always one!). First off, it shows me you weren’t passionate enough about the campaign, two if you can’t list it because you’re under NDA (NDAs are only until the job ends) at least list which consulting firm you were working under. List it, again if you’re applying for roles outside of the industry make sure you have a POLITICAL resume with detail on it.

4. Inflating Campaign Titles, We Always Know: When an entry-level applicant tells me they were a ‘campaign strategist’ when they were a canvasser, it’s ALWAYS obvious. I’m not sure what’s more offensive, the fact that an applicant did this, or the fact they think we’re that stupid. The worst offense I ever had was in 2017 when an applicant said he was the ‘Assistant to the Legislative Assistant’. This glorified intern lasted three days on a campaign due to ego. He was lucky he was hired against my better judgment. There are office jokes to be made here. Don’t falsify titles, I know politics and campaigns can have ambiguous titles, but don’t overinflate them. We know, and we usually know who you worked for enough to find out on the off chance we were to fall for something that ridiculous.

5. Not Listing All Your Volunteer Experience and Political Involvement: I have passed on many applicants to later find that they in fact had volunteer experience they didn’t list. Political volunteer experience is absolutely experience. If I had two digital directors, and one had three years of digital ad experience plus political volunteer experience, and the other had four years of digital experience, I’m going with the three-year applicant. At least they probably spoke to a voter to know that messaging is a little more nuanced and that the average voter isn’t found in a social media echo chamber. But I digress that topic for a future blog.

6. Putting Your Face on Your Resume: College students, I don’t know who told you in the career counseling department that this was a good idea, but it comes off tacky.

Final Points:

The most important part of this is that we take you as seriously as you take your resume. If you aren’t serious about your resume and application, why should we be serious about your performance? While we don’t expect with the hundreds of applications an applicant may submit to make a tailored resume to every job, we do expect one that is industry-specific, and to put some effort. If you can’t take your resume seriously, would you take our client’s job seriously?

Republican Jobs loves helping applicants proof their resumes and providing feedback. We hope this helps applicants find success and happy hunting!

Of course, if you’re on the market you can apply at www.RepublicanJobs.gop/apply and find current openings at www.RepublicanJobs.gop/opportunities.

Every day, we receive questions from applicants wondering why Republican Jobs places such a strong emphasis on discrete and confidential job postings. With almost 2,500 successful placements in just two years, we’ve seen firsthand how this approach benefits both our employers and applicants.

Our commitment to confidentiality provides critical protection for our candidates, offering several key advantages.

How Confidential Postings Help Applicants:

1. Access to Exclusive Opportunities Not Posted Elsewhere: Discrete postings often involve exclusive job opportunities that are not publicly advertised. Candidates have access to a hidden job market where the roles may offer better alignment with their career goals, higher compensation, or more strategic positions within reputable organizations. This gives applicants a competitive edge over those only applying through public channels.
2. Discretion and Sensitivity for Candidates: In the tightly-knit political industry, maintaining confidentiality is crucial for professionals exploring new opportunities while still employed. At Republican Jobs, we are committed to safeguarding the privacy of our candidates. We understand that many political operatives are actively seeking their next career move while balancing their current roles and professional reputations. Unlike public job boards where resumes might accidentally end up in the wrong hands or even be seen by current employers, our discrete approach ensures that candidates’ searches remain private. Approximately 70% of our headhunting and non-seasonal campaign placements come from individuals who are currently employed and confidentially looking for their next step. While we do not actively “poach” talent, we work closely with candidates who have proactively reached out to us, signaling their readiness for a new opportunity. This approach provides a secure environment for candidates to explore new roles without risking their current positions.
3. Reduced Risk of Professional Fallout: Confidential job postings help applicants avoid the professional risks associated with openly searching for a new job. In the political world, where networks are small and interconnected, being seen as “on the market” can lead to unintended consequences, such as strained relationships with current employers or colleagues. Discrete postings protect candidates from these risks, allowing them to explore opportunities without jeopardizing their current standing.
4. Increased Transparency in Feedback: Does discretion lead to more transparency? Absolutely! Because the employer’s identity remains confidential, and in some cases, we can provide more candid feedback to candidates on why they were not selected. This openness helps candidates understand their application’s strengths and areas for improvement without the risk of the feedback being traced back to the employer.
5. Customized Career Guidance and Support: With confidential postings, recruiters can offer more personalized guidance and support throughout the application process. Since candidates are not publicly vying for the same roles, recruiters can focus on understanding individual strengths, career paths, and preferences, providing tailored advice and strategies to enhance the candidate’s profile and chances of securing the role.
6. More Honest Conversations with Recruiters: When job postings are confidential, candidates can have more open and honest discussions with recruiters about their current roles, career aspirations, and concerns. This transparency helps recruiters better understand what candidates are truly looking for, leading to more tailored job matches and a smoother hiring process.

How Confidential Postings Help Employers:

1. Access to Hidden Talent: Many talented individuals in the political arena are privately seeking new opportunities but avoid public job boards due to concerns about their current employers discovering their search. Discrete postings allow these candidates to confidentially explore roles that align with their skills and interests. At Republican Jobs, we specialize in connecting these high-quality candidates to opportunities without compromising their privacy.
2. Genuine Interest and Fit: By keeping job details confidential, we attract applicants who are genuinely interested in the role itself, not just the organization’s name or prestige. This approach helps filter out those who apply indiscriminately to any political job listing and ensures that candidates have a real passion for the position. We consistently find that this results in a better match between the employer’s needs and the candidate’s qualifications.
3. Protecting Strategic Interests: Publicly posting specific roles can inadvertently reveal an organization’s strategic plans or upcoming initiatives. By keeping job postings anonymous, we help protect our clients’ strategic interests and maintain confidentiality around their hiring intentions.
4. Shielding Clients in a Sensitive Environment: In the politically charged environment, public job listings can draw unwanted attention from competitors, hostile actors, or individuals acting in bad faith. By keeping postings private, we protect our clients from potential harassment, and unwarranted solicitations. This helps keep the recruitment process focused on finding the best talent without unnecessary external pressures.
5. Minimizing Inappropriate Applications: Our discrete posting strategy also helps protect clients from a flood of inappropriate or irrelevant applications, including those from individuals who may become aggressive or hostile upon rejection. Many applicants may not meet the qualifications but apply out of passion or personal interest, often leading to confrontational responses if not selected. By maintaining anonymity, we reduce the likelihood of these situations, ensuring a smoother hiring process for our clients.
6. Maintaining Control Over the Hiring Narrative: For employers, discrete job postings allow them to control the narrative around their hiring needs. In politics, where public perception and media scrutiny are constant, keeping job postings confidential helps organizations manage how and when information about their staffing changes or expansions becomes public – especially in this industry where standard and routine hiring can be seen as a political news story. This controlled approach prevents speculation or rumors that could arise from public knowledge of a new hire or vacancy, allowing the employer to maintain a stable and focused public image.

At Republican Jobs, we pride ourselves on helping qualified candidates find rewarding careers in the political sphere. Our mission is to assist individuals in breaking into the industry and advancing their careers. To date, we have received tens of thousands of applications, interviewed nearly 15,000 candidates, and are close to achieving 2,500 successful placements.

In a recent video, Anna Papalia—whom we highly recommend following for her insightful content on non-political hiring markets (we are in no way affiliated and she does not work in political staffing)—highlighted some key challenges faced by job seekers. While her focus is not political and she is not affiliated with our company, the dynamics she described are relevant to our sector as well.

The Political Job Market: A Unique Landscape

The political job market presents its own set of challenges, marked by both a talent shortage and an influx of applicants. This creates a competitive environment, where even highly qualified candidates can find it difficult to secure positions. The situation becomes even more pronounced when it comes to remote roles, as these positions attract a larger pool of applicants.

For example, in a typical job posting we see, if 25 qualified candidates apply for one opening, the success rate is 4% (keep in mind, there are usually more that can apply who don’t meet the requirements). For remote positions, which often draw even more interest, the success rate can drop to 1% or less. As more people apply during peak seasons, these numbers can shrink further.

However, this doesn’t mean that opportunities are unattainable. At Republican Jobs, we are dedicated to enhancing the chances of our candidates by expanding our network of hiring entities and advocating for exceptional talent, all while adhering to our clients’ strict guidelines. Our placement rate stands at 17%, far exceeding the average in other industries, thanks to our focused approach and commitment to finding the right fit for both candidates and employers.

Tips for Breaking Into the Industry

For those new to politics, gaining experience through campaign work remains the most effective entry point. Especially during a major election year, campaign roles are more readily available and provide invaluable experience that can open doors to non-profit, legislative, and government positions in the future.

Tips for Working with a Recruiter from a Republican Jobs Perspective (Part 2)

Read Part 1 here.

• Help Us Help You – Don’t Make It Harder for a Recruiter to Refer You

Many times, I’ve seen someone fail to find success because it took them a week to get back to us, and the role was filled by then. If a recruiter has to hunt you down, they’re likely to move on. The same way you shouldn’t ‘put all your eggs in one basket’ in a job search, recruiters can’t put ‘all their eggs’ on one applicant. If someone doesn’t respond quickly to a recruiter, might they also ghost an employer or be slow to respond? A recruiter refers applicants based on the recruiter’s reputation, and someone who might embarrass them or annoy a client won’t be referred. 

A recruiter helps refer you, an applicant, to a role based on our reputation. Don’t embarrass us. If an applicant is acting unprofessional, we generally have to remove them from consideration, the same way an employer would if they were handling the first part of the search directly. 

Make sure to provide us with updated resumes, salary requirements, and timely answers to any questions we may need from you. Sometimes we need additional information clarified on behalf of a client—don’t make us wait, as other talent will respond more quickly. In political recruitment, sometimes someone less qualified will get the role simply because they can start faster. Time is the most valuable resource in this industry. Be responsive, if you can’t get to something sent in immediately, at least acknowledge receipt and give a timeline so the recruiter can help stall a search until they can get your information updated. 

Also, ensure your resume is ATS (Applicant Tracking System) compliant. Learn more here. I can’t tell you how many applicants I’ve had to give up on because they gave negative responses when offered advice on what was needed on their resume. “I don’t understand why this resume doesn’t work.” If you’re making it harder for a recruiter to help you, or if they have to spend too much time overexplaining with an applicant about what’s wrong with their resume, there are likely other red flags, and they’re going to move on. Generally, we see this issue more with overqualified talent.

tt (should) go without saying, no recruiter is under any obligation to work with aggressive or unprofessional talent, and they will not do so. How an applicant acts with a recruiter, is a sign of how they will act with their clients. Luckily at Republican Jobs, most of our applicants are awesome and excited, but as they say, ‘there’s always one’.

• What Do I Do If a Recruiter Does (or Doesn’t) Find Me Work?

If a recruiter finds you a successful placement, make sure to thank them and pay it forward! Recruiters build their businesses on referrals, so if you appreciate working with a recruiter, be sure to tell other great talent and companies about them! Republican Jobs is fortunate to receive daily referrals from references, and we always appreciate it!

What if you don’t get work? First and foremost, don’t burn bridges—especially in politics. Having personally interviewed tens of thousands and placed thousands throughout my recruitment career in politics, I can tell you that talent comes back around. One of my favorite success stories involves one of my first placements: a guy who was a touring drummer. I got him onto a campaign, and he did amazing work. Six years later, after founding Republican Jobs, I was able to place him as a VP of Digital at a national Republican consulting firm. On the same day I write this, a canvasser I interviewed five years ago, whom I initially didn’t place, has just been secured in a top statewide campaign position in his home state through Republican Jobs. 

Remember, don’t take it personally. We want to help everyone we can, but we don’t create the jobs (although we do help open opportunities through networking!). However, no one is in a position to guarantee employment. We’ve interviewed 13,000 live applicants and have only had the pleasure of placing 2,300. While that may not sound like a lot, most recruiters rarely break 5%. 

• When a Recruiter May Not Be Able to Help You

Remember, we can only help with the jobs we currently have at the current moment. Sometimes, it’s a matter of timing. I can’t tell you how many people I wish I could have placed, but they found work a week before the perfect role opened—sometimes even on the same day a job became available!

Our talent is excited for openings,, but an opening isn’t always available when at the time of application or an applicant’s unemployment window. Jobs are often about timing.

We recommend applying to Republican Jobs even if you don’t see an opening, because we’ll be able to alert you quickly and refer you the same day when there is a job opening that is a good fit. If you’re waiting for the perfect fit, you’re not only missing out on private searches that we can’t advertise, but you might also miss them given how quickly they open and close. We can’t alert you if we don’t know who you are! 

The other reality is sometimes we or the client simply have someone more qualified. We have to give every qualified applicant the best objective referral we can, but understand that there are other talent in the pool we are also working with, and our clients are also receiving referrals from other sources (although they prioritize our referrals, obviously!).

Also, if you have unrealistic salary expectations or aren’t open to constructive criticism, we won’t be able to help. If you have one year of experience and are demanding $150,000 for a senior hill position (yes, we see this weekly), you may be unemployed for quite a while. While we appreciate the ambition, it’s best to leave the ego at home.

And one thing to remember… the best resume won’t get placed with an unprofessional attitude. 

• Working With a Recruiter on the Process for Best Success

Our best talent ensures they provide us with updated resumes, keeps us informed about how their interviews went, and communicate with our team respectfully. If it’s been a week and you haven’t received an update, that’s a good time to reach out. If you’re blowing us up daily, it’s often seen as aggressive. We wouldn’t want you doing the same to our clients. 

The best applicants I’m working with point out a role they saw on the website, and they’ll send me three to four reasons why they’re a good fit. They’ve clearly read the description and know how and why they’re qualified. This makes our ability to refer them easier on the off chance we do miss a good match. Good applicants know how to provide us with brief, but direct details about their work experience. 

And of course, never under any circumstance, circumvent a recruiter. We’re your partner in the job process, and it’s a two-way street.

Tips for Working with a Recruiter from a Republican Jobs Perspective (Part 1)

Every week at Republican Jobs, we work around the clock to help the best political talent find work as quickly as possible. We regularly collaborate with fast-moving talent and rapidly changing job markets, manage our clients’ evolving hiring needs, and spend every waking moment on the phone or responding to emails. While we love what we do, it often feels like we’re in the middle of the NY Stock Exchange most days.

While 95% of our interactions are positive, and we strive to help as many people as possible (with almost 2,300 placements and counting!), we, like any recruiter, can never place 100% of our talent. This sometimes leads to a few angrily worded emails from disappointed candidates. Consider a sports team holding tryouts where 100 athletes compete for one spot. Is the coach slighting the other 99 when only one makes the team? Of course not! 

• Understanding the Role of a Recruiter/Headhunter

While Republican Jobs is a private, mission-focused business dedicated to ensuring that Conservative and Republican organizations secure the best possible talent, it’s important to recognize that we are not the hiring managers; we do not directly hire or contract talent. Our role is to assist our clients—the hiring or contracting entities—in finding their ideal candidates. Many firms engage a recruiter or headhunter to lead their job search, which can expedite the process, ensure privacy, and provide access to talent who are discreetly seeking new opportunities without wanting their resumes circulated on job boards. They also trust our judgment and rely on our expertise to save time during interviews, thus saving precious time they rarely have. 

At the end of the day, Republican Jobs can advocate for talent, but we are ultimately bound by the requirements our clients set. Sometimes, a good fit involves more than just meeting job qualifications; it also includes meshing well with the company culture. Recruiters often experience the disappointment of being excited about a candidate only to find that the client is not interested. It breaks our hearts, but this is usually beyond our control. We can advocate, prepare an applicant, and swing a job search in an applicant’s favor, but we do not have the final say.

• Does a Recruiter Increase Your Odds of Placement?

At the end of the day, our clients have the final say on a job. But this raises an important question: ‘does a recruiter increase my odds of getting placed?’ If we’ve decided to make the referral, absolutely. Instead of being lost in a giant pool of resumes, you may only be in a pool of a dozen or less. It’s not a guaranteed home run, but compared to applying on a job board, your odds would be significantly lower. You’ve probably heard that many people who are placed come from a referral. It is said that 30-40% of hires are made through recommendations—and a headhunter is one of those recommendations!

Consider this: for every one applicant we decide to interview, there might be ten resumes that we received but didn’t have time to interview or felt they weren’t qualified enough. A recruiter’s time is limited and valuable. Time spent speaking to one person means potentially not placing someone else. If we’re spending time interviewing and trying to place you, we obviously believe you’re potentially placeable, unless we’re proven otherwise. 

• I’m Overqualified and a Recruiter Won’t Refer Me? Why? Doesn’t That Make Me Perfect for the Job?

We get this question a lot: “I don’t understand, I’m overqualified. Why wouldn’t they hire me?” Consider the costs involved for a company to hire someone, especially in politics. In politics, most revenue for private firms, or mission success for nonprofits and legislative organizations, occurs within a very narrow window of time. If someone leaves in the middle of an election or legislative cycle, they cannot be easily replaced and goals won’t be met. As President Reagan once said, ‘personnel is policy.’ If someone is overqualified, they are often considered a flight risk, whether it’s the case or not. Imagine you’re qualified for a senior-level salary but take an entry-level job. If a senior-level position that fits your skill set opens up later, wouldn’t you be likely to leave that entry-level role? Additionally, there are too many stories of overqualified talent not taking a job seriously, compared to someone who is ready to work hard for their next step up. With rising costs and increasing regulations on employers, making the wrong hire is costly.

• Why You’re Being ‘Ghosted’—Are You Actually Being ‘Ghosted’?

There are many reasons you might not have heard back from a recruiter. If we spent all our time speaking with talent or responding to emails every time they got excited about a role that wasn’t a match, we’d have no time to open new roles, manage clients, or close jobs. The worst offenders who don’t receive a response are the ones who send an email ‘do you have any openings?’. If you don’t take the time to read the website, I’m going to spend my time helping someone who did. 

Some applicants are known to ‘spam apply’, and they are a recruiter’s worst nightmare. While we hate to tell someone no, it is part of our job. Some applicants do not read job requirements or think they are merely suggestions (with recruiters, they rarely are; at the very least, you need to meet 90% of them!). If you’re applying for every job without reading the job requirements, you’re not going to hear back. I can write another blog post about all the red flags on that one. 

While we love helping people advance in their careers, and we pride ourselves on doing so at Republican Jobs, we need to place you in a job for which you’re qualified at the present moment. While you’ll be a campaign manager someday, if you just graduated from college, you probably need to start in an Organizer role.

Some applicants like to ask for daily updates as if afraid we’re not keeping tabs on their search, or because they’re very excited about the role and wanting a quick update. Recruiters, driven not only by the goodness of our hearts and belief in the mission, also earn referral fees from hiring firms. If nothing else, we have a financial incentive to reach out to you as soon as possible with an update. If we didn’t, we wouldn’t be in business. Trust any recruiter, whose entire job is to successfully place people: if a client wants to interview you, we will not be shy of trying to get a hold of you as quickly as possible. We spend most of our day trying to move a referral forward into an interview. That’s the main part of our job – and we won’t ‘forget’ to do it. Firms that are hiring, tend to be understaffed, and sometimes will take an extra day or two, or even a week or two, to give an update which means a longer response than initially expected. You’re likely not being ‘ghosted’, but it is common for a search to take longer than we originally anticipated, even for a company that moves as fast as we do. 

• Is It the Recruiter’s Fault I Didn’t Find Work?

If a recruiter is taking the time to speak with you, it’s because we have an interest—which matters even more so given our finite resource of time.

Sometimes a job search does not work out, and it may take multiple referrals to find success. In politics, it’s not uncommon for us to make four to five referrals for an applicant to secure one to three interviews, and then hopefully one to two job offers. If you’re in a hard-to-hire location and you’re only looking for remote opportunities, it could take ten times as many referrals to find success, as you are competing against a lot of qualified talent as anyone in the US can apply which expands the talent pool significantly.

While we’re trying to find you work, you are free to apply on your own and do commit to your own job search. We don’t guarantee success, and sometimes there isn’t an opening that fits at the time you’re on the market. This leads us to our next point for Part 2 next week.

“Help Us Help You – Don’t Make It Harder for a Recruiter to Refer You”