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Pivot vs. Path: Guidance from Business Leaders for the Recently Laid Off

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Pivot vs. Path: Guidance from Business Leaders for the Recently Laid Off

In the disorienting aftermath of a layoff—when urgency screams “apply now!” and fear whispers “settle for anything”—a quieter, wiser path often emerges: the deliberate pause that separates reaction from reinvention. 

What if this unwanted break isn’t just survival time, but a rare chance to interrogate what truly energizes you, what industries still hold promise, and which skills remain timeless? 

On HRSpotlight, accomplished founders, physicians, recruiters, coaches, and executives offer grounded, battle-tested guidance for that uncertain crossroads. 

They urge starting with honest reflection—dissecting the layoff’s cause, auditing past joys and drains, mapping transferable strengths, and testing small experiments—before committing to a frantic job hunt or hasty pivot. 

From spotting unmet needs in your field (like Dr. Seth Crapp did in pediatric radiology) to reframing the moment as purposeful redesign, these voices emphasize intention over impulse, clarity over speed, and alignment over reaction. 

Their insights remind us: the strongest comeback begins not with a resume blast, but with self-honesty and strategic breathing room.

Read on!

Laura Nguyen
Author, Career Break Compass

When you’re laid off, the instinct is to move fast: to update the résumé, apply, fix it. But first, give yourself permission to play.

Do something that brings you joy and resets your nervous system: take a long walk, cook a meal from scratch, or call a friend who makes you laugh.

Small joys restore energy before big decisions.

Then, pause and reflect. Journal what you loved and loathed about your last role. Notice where you felt proud, and where you felt small. This reflection rebuilds confidence and direction.

Next, plan. Update your résumé with impact metrics, take an online course, to learn new skills, and list the people in your network you’d like to reconnect with.

Finally, pursue with intention. Reach out to those contacts, set weekly goals for job exploration, and track your progress.

A layoff isn’t an ending. It’s a turning point toward clarity, confidence, and choice.

Play First, Reflect, Then Pursue Intentionally

Lily Shanks
CRC, My Internal Weather

As someone with personal and coaching experience around abrupt (and major) career shifts, what seems like a job “loss” could be a massive opportunity and gift to clarify and thrive in your career going forward.

Resist any fears – financial or otherwise – urging you to grab the first offer or impulsively change careers. Instead, capitalize on this time to reflect and invest attention in your future.

Consider:
– Assess what you liked and disliked about your recent job, and possibly previous jobs. What would you have changed?
– Write about your dream job/career. Imagine the most enjoyable, fulfilling scenario!
– Avoid job tunnel-vision. Yes, careers matter. So do health, relationships, hobbies, and more! How does your non-work life inform your future?

Finally, whether you plan to change careers, continue in the same field, or can’t decide, take one action to explore options aligned with your desired path.

Dream Job Vision Guides Next Move

Kim Wibbs
Lighting & Design Consultant, Residence Supply

Layoffs can feel like a hard stop, but they often mark the beginning of your most intentional chapter.

Before pivoting, take stock of what energized you most in your previous role — not just the tasks, but the impact you enjoyed making.

Sometimes the right move isn’t a full career change, but a reframed version of what you already do best.

I always recommend exploring your next step through small experiments: freelance projects, certifications, or even informational interviews.

These let you test new waters without burning bridges.

Whether you pivot or stay your course, choose a direction that aligns with your evolving strengths, not your past title.

Small Experiments Test Pivot or Stay

Dr. Seth Crapp
Founder & CEO, Specialty Focused Radiology

I got laid off during the pandemic when radiology volumes crashed by 40-50% nationwide and practices were cutting doctors across specialties.

I had just launched South Florida Radiology—terrible timing. I had to choose: find stable employment or keep building my company during the worst possible market conditions.

I stayed because I could see a specific problem nobody was solving: pediatric hospitals and community facilities had zero access to pediatric radiologists after-hours and on weekends.

Kids were waiting 12-18 hours for reads or getting misdiagnosed by general radiologists unfamiliar with pediatric imaging.

That gap was real, urgent, and I had the exact credentials to fill it.

Here’s my test: can you point to a concrete problem you’ve already solved that still needs solving at scale? Not “I’m good at marketing” but “I reduced ER wait times by 6 hours for pediatric imaging reads.”

If you’ve got receipts like that, double down even when it’s scary. If you’re reaching for vague skills, explore the pivot.

One move that saved me: I called 8-10 hospital administrators during the valley and asked what kept them up at night.

Four said “we’re sending pediatric cases to general roads and getting callbacks.

” That confirmation—that my solution matched their actual pain—gave me the conviction to ride it out.

We’re now covering 50+ hospital partnerships because I stuck with the problem I could uniquely solve.

Solve Real Problems, Double Down Boldly

Kathy Bremer
Managing Partner, Boardwalk Consulting

When someone’s been laid off, the instinct is to act fast—update the résumé, polish the LinkedIn profile, and start applying.

But before you do, take a breath and look inward. The real question isn’t what’s next?—it’s what’s right for me now?

Start by asking: What do I love doing? What drains me? What am I good at—and what truly energizes me?

You are a unique mix of strengths, experiences, and values. That combination is your competitive advantage.

As an executive recruiter and someone who’s navigated 5 career transitions, I’ve seen again and again that purpose drives clarity.

Your purpose evolves over time, and when you align your next move with your purpose—what you’re meant to do in this season of your life—you not only find work faster, you find work that fits and fulfills you.

Align Next Step with Evolving Purpose

Daniel Reynolds
Marketing Director, Dynamo LED Displays

Start with demand and strengths.

Map your wins and transferable skills to roles hiring now.

In our AV/LED world, candidates who show measurable outcomes and fluency with workflows like CMS, content ops, or Novastar/Brompton control land fast.

If your lane has momentum, stay the course while you test a pivot on the side.

Run a 30-day sprint. 5 informational chats a week, a targeted portfolio, and one small paid project to validate fit.

Add quick credentials if useful, e.g., CTS, GA4, or HubSpot.
Decide by evidence, not fear.

Track interviews, offers, and learning pace.

30-Day Sprint Validates Career Choices

Elia Guidorzi
Marketing Director, Techni Waterjet

Start with a one-page impact inventory: projects and measurable wins.

Example: cut scrap 18% and lifted uptime 7% by fixing abrasive feed.

If your results are process-agnostic (CNC, CAM, lean), a pivot to applications, automation, or technical sales are low risk.

If you have niche depth (5-axis waterjet, taper compensation, pierce strategies), double down with OEMs or integrators where that skill earns a premium.

Bridge fast with targeted certs and proof: OSHA 30, PLC basics, and CAM refreshers.

Build a simple portfolio with brief case studies and nesting reports. Ask your supplier network for leads.

Either path works if you can show gains in uptime, accuracy, and cost.

Impact Inventory Shapes Low-Risk Pivot

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

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The Layoff Crossroads: Should You Pivot or Stick to Your Path?

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The Layoff Crossroads: Should You Pivot or Stick to Your Path?

Getting laid off feels like the floor just disappeared, yet every founder, CEO, and industry veteran we spoke to has the same quiet confession: some of their greatest chapters began the day they were shown the door.

The question isn’t “Should I stay or should I go?”—it’s “What evidence do I actually have that my best work is behind me in this field… or still ahead of me somewhere else?”

We asked nine battle-tested leaders who have started companies, switched industries, survived recessions, and turned side hustles into empires one simple thing: If someone they cared about was laid off tomorrow and genuinely unsure whether to double down or leap, what would they say over coffee?

Their answers are raw, specific, and surprisingly consistent: stop treating it as a binary choice between loyalty and betrayal. Treat it as a forced skills audit with the best timing you’ll ever get.

Read on!

Mike Erickson
Founder & CEO, AFMS

I’ve been in the logistics industry for over three decades, starting as a District Manager at Airborne Express before founding AFMS in 1992.

I’ve seen thousands of supply chain professionals steer career transitions, and here’s what actually matters from what I’ve observed.

The biggest mistake I see is treating this as an either/or decision when it should be a skills audit.

When I started AFMS, I wasn’t abandoning logistics–I was taking my carrier relationship knowledge and applying it differently.

We just helped a client save $2.3M annually by auditing their freight invoices, work that required the same attention to detail I used managing districts, just redirected.

Ask yourself: what specific skill made you valuable in your last role, not just your job title.

Right now in 2025, supply chains are in chaos–87% of shippers expect volume increases but 59% lack demand forecasting insight according to recent data I’ve seen.

That’s not a problem for your old industry or a new one, that’s an opportunity gap.

I watch companies spend 22% of operating budgets on logistics while leaving money on the table through poor carrier negotiations.
If you can solve expensive problems, the industry label matters less than you think.

One practical test: spend two weeks talking to people in adjacent roles to what you did.

I’ve found the best pivots happen when someone finds their core skill (analyzing data, managing vendor relationships, optimizing processes) is desperately needed somewhere unexpected.

A former client’s supply chain analyst just moved into healthcare procurement–same negotiation principles, different products, 40% salary bump.

Skills Don’t Expire, Labels Do

Seth Capp
Division Chief Pediatric Imaging, Specialty Focused Radiology

I faced this exact decision during the pandemic when radiology volume dropped 40-50% nationwide and doctors were getting laid off across all specialties.

I had just launched my company and had to choose: shut it down for stable employment, or push through the uncertainty.

I stuck with my path, but I transformed how I executed it. The pandemic proved telemedicine worked in radiology–something many doubted before.

Instead of just trying to survive the volume drop, I launched Pediatric Teleradiology Partners to fill coverage gaps that became critical when facilities couldn’t staff properly.

The crisis revealed the real need.

Here’s what actually matters: can you see a specific gap or problem in your current industry that you’re positioned to solve differently?

I didn’t leave radiology–I changed how radiology gets delivered. That’s less risky than starting completely over, but still lets you build something new.

The Goldman Sachs 10KSB program taught me that pivoting within your domain beats jumping ship entirely.

You already understand the pain points, the players, and the economics.

Use a disruption as a reason to rebuild better, not abandon what you know.

Crisis Revealed the Real Need

Rudy Mosketti
Founder, Rudy’s Smokehouse

I’ve been exactly where you are.

After 40 years in the restaurant industry, I got laid off and had to decide whether to keep chasing the same roles or finally take the leap I’d been thinking about.

In 2005, I opened Rudy’s Smokehouse instead of looking for another restaurant job.

Here’s what made the difference: I didn’t pivot to something completely new–I took everything I knew about restaurants and applied it my own way.

The skills were the same, but now I controlled the direction.

That meant I could build in things like our Tuesday charity program, which no corporate restaurant would’ve let me do.

My honest advice? If you’re burned out on your industry, pivot.

If you’re just burned out on your employer, stay in your lane but change the environment.

I wasn’t tired of restaurants–I was tired of not having control over how I served people.

Twenty years later, I’m still here greeting guests at the door because I picked the right problem to solve.

The market will tell you fast if you made the right call. We became one of Central Ohio’s top BBQ spots because I stuck with what I knew but did it on my own terms.

Burned Out on Bosses, Not BBQ

Travis Bloomfield
Managing Partner & CEO, Provisio Partners

I’ve made this exact call twice–once leaving the Air Force to enter consulting, then again co-founding Provisio in 2017.

Here’s what nobody tells you: the decision isn’t really about the industry or role. It’s about whether you can clearly articulate what problem you’re solving by making the move.

When I left military air traffic control, I didn’t just “go into tech consulting.” I saw organizations struggling with operational chaos that my Air Force systems-thinking could fix.

At Provisio, we didn’t just start another consulting firm–we identified that human services nonprofits had zero Salesforce partners who actually understood their world. That specificity mattered more than any industry credential.

The layoff gives you one advantage most people don’t have: permission to be honest about what wasn’t working.

Before you decide to pivot or stay, write down the actual daily tasks that energized you versus drained you in your last role.

When we work with nonprofits going through funding freezes, the ones who survive aren’t the ones with the most resources–they’re the ones who know exactly which activities drive their mission forward and which are just organizational theater.

Test your hypothesis before you commit.

One of our clients at CASL was collecting data on dozens of programs but had no idea which ones actually moved the needle.

Once we built dashboards showing their chef training graduates earned $16.25/hour versus $14.20 in other programs, they knew where to double down.

Do the same with your career–find a way to validate your pivot direction through a project, freelance work, or even structured conversations with people already doing it.

Solve a Problem, Not a Title

Brian Nguyen
Managing Partner, Universal Law Group

I actually made this exact pivot myself. I started at USC as a pre-med student with a clear path ahead, but quickly realized I had a weak stomach for blood and struggled with chemistry.

Instead of forcing myself down the wrong path, I switched to law–and it completely changed my trajectory.

Here’s what I learned: your current skills transfer more than you think.

When I left the DA’s office in 2007 to join a labor and employment firm, then later moved into personal injury and criminal defense, each transition built on what I’d already learned.

My prosecution experience now helps me maximize settlements for injury clients because I understand how the other side thinks.

My advice is to evaluate whether you’re running from something or toward something. I wasn’t running from medicine–I was moving toward work that actually fit my strengths.

If you’re genuinely drawn to a new industry, that pull matters more than the comfort of familiarity.

But if you’re just frustrated with one bad situation, consider whether a different role in your current field might be the better move.

The market rewards specialized expertise, but it also values people who can connect different disciplines.

My pre-med background gives our case managers an edge when evaluating medical claims that pure legal training wouldn’t provide.

Whatever you choose, find ways to make your diverse experience an asset rather than treating it like starting over.

Run Toward Fit, Not From Fear

Jeff Bogue
President, Momentum Ministry Partners

I’ve led Grace Church through major transitions over 30+ years, including our “30 campuses in 30 years” vision that required constant pivots. When we expanded from one location to eight campuses across three states, I had to personally wrestle with whether to keep doing what worked or completely reimagine our approach.

Here’s what I learned: the question isn’t “which path is safer”–it’s “where can I create the most Kingdom impact right now?”

When I became President of Momentum Ministry Partners in 2020, I had nearly two decades as a pastor and board member there, but stepping into the CEO role during a pandemic was terrifying.

I brought my pastoral leadership experience into organizational leadership, and that “mismatched” background became our strength.

We launched new initiatives like Momentum Marketplace specifically because I understood both church leadership and marketplace challenges from living in that tension myself.

My practical advice: look at your layoff as a forced margin to ask better questions. I tell our ministry leaders at Grace College Akron–don’t just ask “what job can I get?”

Ask “what problems do I see that I’m uniquely positioned to solve?”

Your current industry knowledge plus fresh outside perspective from a new field might be exactly what someone needs.

I’ve built a 150+ person staff by hiring people who brought unexpected combinations of experience.

One concrete step: spend this week writing down every problem you noticed in your old role that annoyed you.

Then research which industries desperately need someone who understands those exact problems.

When we expanded Grace Church, our biggest hires weren’t church professionals–they were business people who saw operational gaps we couldn’t even name.

Your layoff might be God clearing the deck so you can see opportunities you were too busy to notice.

Layoff Is Forced Margin for Clarity

Dan Keiser
Principal Architect, Keiser Design Group

I’ve been through economic downturns and career uncertainty myself–I graduated in 1993 during a recession and couldn’t return to my hometown like I’d planned.

My advice: don’t make the decision based on fear or pressure.

Take two weeks to really think about what’s been eating at you before the layoff happened.

When I was bouncing between three different firms early in my career, I wasn’t just job-hopping–I was intentionally building diverse experience.

I went from a 3-person firm to an 8-person firm to a 25-person firm, each teaching me something different.

That “wandering” became the foundation for starting KDG in 1995.

Sometimes what looks like a setback is actually positioning you for something better.

Here’s what I’d do: make a list of the projects or moments in your career when you felt most alive.

For me, it was those personal architecture projects I was doing on the side while working full-time–I had about 10 per year going while at Sullivan Bruck.

That itch told me everything I needed to know. If your list points back to your current field, stay the course. If it points somewhere else, you’ve got your answer.

One practical move: while you’re deciding, find a way to teach or mentor in your field.

I stumbled into teaching at Gahanna Lincoln High School in 1999 through a random newspaper ad, and it became the bridge that let me build KDG on the side.

Teaching clarifies what you actually know and love about your work, and it keeps you connected to your industry without the pressure of a full-time role.

Side Projects Whisper the Truth

Mina Daryoushfar
CEO & President, Rug Source

I came to the US as an immigrant in 2000 with nothing but my parents’ support and started in the rug business in 2002–zero connections, zero industry background.

Eight years later in 2010, I left that job security to open Rug Source.

That terrifying leap taught me something: your “wrong” timing might be the market’s perfect timing.

Here’s what nobody tells you about pivoting–your old industry knowledge doesn’t disappear, it becomes your edge somewhere unexpected.

When I started Rug Source, I wasn’t just selling rugs online like everyone else. I spent years learning how rugs are actually made, the craftsmanship behind hand-knotted pieces, which let me write product descriptions and answer customer questions in ways big-box stores couldn’t match.

That specific knowledge became our differentiation and why customers email us saying they “absolutely rely on getting excellent rugs at good prices” from us specifically.

My practical move: spend two weeks talking to people who frustrate easily with products in your old industry.

I mean actually call them, don’t just survey.

When someone got a rug delivered that didn’t match their expectations, I didn’t just process a return–I learned exactly what information was missing from our site.

Those conversations revealed that people needed guidance on rug sizes for specific rooms, which became our most-visited content and drives sales daily.

One thing I wish I’d known earlier–being laid off removes the guilt of exploring.

I spent evenings doing kickboxing and powerlifting at my gym while building Rug Source, and that physical separation from “work mode” let my brain make connections I’d have missed sitting at a desk.

Use this forced break to try one thing weekly that your old job schedule never allowed.

The pattern you notice might be your next business.

Old Knowledge, New Battlefield

Joshua McAfee
CEO & Founder, McAfee Institute

I’ve built careers from scratch in law enforcement, corporate security at Amazon, and now run a global certification company–so I’ve been on both sides of this decision multiple times.

The answer isn’t about the path itself, it’s about whether you’ve actually hit your ceiling or just hit a bad company.

Here’s what I do when someone asks me this: Look at the last five job postings in your field that excited you.

If you read them and think “I could crush that role but this company held me back,” stay in your lane.

When I left law enforcement for Amazon, I wasn’t leaving investigations–I was taking investigative thinking into a space that desperately needed it and would pay for it.

The real test is skill transferability versus starting over.

I see this constantly with our students–military investigators transitioning to corporate roles aren’t pivoting, they’re repositioning the same core skills.

One of our certified investigators went from local PD to a $140K fraud analyst role at a Fortune 500 in eight months.

Same investigative foundation, different application, way better compensation.

The only time I tell people to completely pivot is when their industry is dying or they’re physically burned out from the work itself.

Otherwise, you’re probably one strategic move away from the career you want–not a total rebuild.

Most people quit their industry two years before they would’ve broken through.

You Didn’t Hit a Ceiling, Just a Bad Company

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Winning Attributes: Elements That Make for a Perfect Candidate

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Winning Attributes: Elements That Make for a Perfect Candidate

Nailing interviews separates top talent from the rest, with 71% of employers citing preparation as decisive per LinkedIn 2025. 

This HR Spotlight article compiles three standout tips from business leaders and HR professionals across industries. 

Experts emphasize authenticity over polish, mission alignment over generic answers, and self-awareness paired with impact stories to catch attention. 

They highlight quantifiable achievements, thoughtful questions, and cultural fit signals that boost hire rates 40%. 

From financial acumen to strategic curiosity, these insights reveal what truly impresses in 2025’s competitive market, turning interviews from gatekeeping to opportunity showcases.

Read on!

TJ Hughes
Consultant, Red Clover

Be Authentic: Present yourself in a polished and professional manner, but do so in a way that genuinely reflects who you are. 

Demonstrate Your Ability to Serve the Customer: While HR knowledge is important, success as an HR consultant hinges on your ability to serve the client. 

That means consistently delivering excellent service and offering honest, critical feedback—even when it’s not what they want to hear. 

Our role is to support their people while helping them manage risk effectively. 

Be Open-Minded and Willing to Learn: Consulting exposes you to businesses of all sizes, across various industries, with different stakeholders—each bringing unique styles, challenges, and priorities. 

The ability to adapt quickly, shift gears, and embrace learning opportunities is a vital trait you can demonstrate in an interview.

Authenticity Wins HR Consulting Hearts

Lydia Lightfoot
Technical Recruiting Team Lead, Carex Consulting Group

Be Curious, Not Just Prepared – Of course you should know the company and the role, but what really stands out is genuine curiosity. Bring thoughtful questions that show you’re already envisioning yourself in the work.

Own Your Story – Confidence doesn’t mean perfection. Be real about your path—what you’ve learned, how you’ve grown, and what excites you next. A clear, authentic narrative makes you memorable.

Follow Through with Intention – A thoughtful thank-you note goes a long way. Mention something specific from the conversation that stuck with you—whether it was a shared value, a project you’re excited about, or just a great moment of connection. It shows you were fully present and that you care about the opportunity.

Curiosity Sparks Hiring Manager Magic

Elena Pascullo
Director of Marketing, Westside Nannies

Our first tip is that preparation MATTERS. Know the job description inside and out. Be prepared to speak specifically to your relevant experience.

Our second tip is to present the most polished version of yourself. Think clean, professional attire with a well-groomed appearance.

The domestic staffing industry, though professional, can feel innately intimate. Presenting as the professional you are not only shows respect for the family and job at hand, but also that you are familiar with what becoming a professional member of a household truly means.

Our third tip is to be mindful of the energy you’re bringing to the table. Is the way you present in an interview reflective of the type of person a family would like in their home?

Candidates who are calm, warm, and grounded are always in high demand. Skills matter, but your demeanor is just as important in building trust with high-profile families.

Polished Warmth Seals Nanny Deals

Jon Hill
Chairman & CEO, The Energists

Demonstrate your current industry trends and relevant technological advancements:- Like many industries, the energy sector has been evolving rapidly in recent years, and the skills and knowledge required for roles 10 or even 5 years ago may no longer be as relevant.

Show that you are equipped to navigate the landscape of the present and can adapt to changes in the future by showcasing your knowledge of current trends, best practices, and technologies.

Quantify your accomplishments and impact:- When a candidate can show the measurable outcome of their past work, I am much more likely to sit up and take notice than if they just give me a laundry list of skills. Bring notes to the interview so you can cite specific cost savings, production increases, uptime improvements, or other tangible indicators of your performance.

Ask strategic and insightful questions:-When the candidate asks meaningful, thoughtful questions, this shows me they’ve thought critically about the role and why they’d be an ideal fit for it.

This is particularly important in leadership roles, but can help you to stand out in interviews at any level.

If a candidate does all three of these things in an interview, it makes me feel very confident sending them along to a client as a strong fit for their role.

Quantify Impact, Steal the Show

Emily van Eyssen
Founder, Remote Recruitment

In a hiring landscape where hybrid and remote interviews are now the norm, the candidates who stand out tend to show three things: they’re prepared, present and proactive.

Doing your research properly – understanding the company’s values, tone and current challenges – can really set the tone. It shows you’ve put in the effort and that you’re already thinking about how you’d fit in.

How you show up on screen matters too. That means dressing like you would for an in-person meeting, checking your tech setup, and making sure you’re in a quiet, well-lit space.

The strongest candidates also come with a proactive mindset. They ask thoughtful questions, talk confidently about what they’ve delivered, and make it clear how they’d contribute from day one.

And while it might sound small, a warm tone and steady eye contact – yes, even through a webcam – can help you leave a lasting impression.

Remote Pros Shine with Prep Power

Dror Liwer
Co Founder, Coro

First and foremost: Do your research and come prepared – know the company and learn about the interviewer.

Show them that you are serious, that you read articles they published/were mentioned in, share their point of view (or argue against it!) as they expressed it on social media, etc. Make the connection real by turning the interview into a meaningful conversation.

Prepare good questions. A huge turnoff is when at the end of the interview I ask the candidate if they have any questions, and they shrug and say not really.

Seriously? You have no questions about the job, the company, the culture, my leadership style? Do you really care so little about the company you think about joining?

Think about the first impression – are you communicating seriousness?

If the interview is on zoom – pay attention to the background, and wear a top that shows you took the interview seriously.

If in person – be on time, dress appropriately for the job, use a firm hand shake and look the interviewer in the eyes when speaking.

I know this sounds so basic, but I am always shocked at the percentage of candidates that forget the basics.

Research Deep, Connect Real

Nicole Martins Ferreira
Product Marketing Manager, AI Resume Builder

There are things to keep in mind in an interview.

First, acknowledge every person in the call or room. Don’t choose to connect with one person and ice out another.

Also, smile a lot as it helps you connect with people positively.

The last thing to remember is to relax your shoulders and make the conversation casual instead of formal; it’ll allow you to connect better with your hiring managers.

Smile Big, Relax Shoulders, Win

Rachel Tuma
Director, HR & Payroll Services, CESA 6

Confidence, a firm handshake and discussing your qualifications with confidence always makes a great impression.

Practice answering interview questions before so you feel prepared, it will show.

Avoid commonly used self descriptions i.e. I am a fast learner, I am efficient, I am a good listener.

Instead provide examples of your skills and how those skills can benefit the organization.

This is your time to showcase your superpowers and how the employer can benefit.

Ditch Clichés, Unleash Superpowers

Monique Farmer
Founder & CEO, Avant Solutions

Connect the Dots. It’s not enough to list achievements. I want to hear how your work moved the needle. Did your campaign drive engagement?

Did your strategy shift public perception? Walk me through the why and the impact—not just the what.

Mirror the Mission. Show me you’ve done your homework.

The most memorable candidates find a way to weave our mission and values into their answers.

When you can speak to how your purpose aligns with our work, I know you’re not just looking for a job—you’re looking for this job.

Lead With Self-Awareness. Confidence is great, but what I’m really listening for is insight.

Candidates who are honest about their growth edges—who can say, “Here’s where I’m strong, and here’s where I’m still learning”—earn my respect every time.

Mirror Mission, Own Growth Edges

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Discover the latest HR Tips and trends with our weekly newsletters!

Pivot or Persevere? Leaders on Your Next Move After a Layoff

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Pivot or Persevere? Leaders on Your Next Move After a Layoff

Layoffs force tough choices: pivot industries or refine current paths? 

This HR Spotlight article compiles guidance from business leaders and HR professionals for the recently unemployed. 

Experts advise testing both routes via 90-day experiments, auditing transferable skills, and prioritizing passion over safety. 

They share stories of monetizing networks, repackaging expertise, and using value audits to avoid regretful jumps. 

By documenting energizing moments, seeking adjacent roles, and validating demand through conversations, professionals uncover clarity amid uncertainty. 

In 2025’s volatile market, these strategies transform disruption into deliberate reinvention, boosting fulfillment and income without blind leaps.

Read on!

Tim Johnson
CEO, BIZROK

I’ve been laid off before and made the mistake of thinking it was purely a financial problem when it was actually a direction problem.

I left my registered investment advisor role not because of money, but because I felt completely unfulfilled helping small business owners with traditional financial planning. That misalignment was costing me more than any paycheck could fix.

Here’s what changed everything: I stopped asking “which path pays better” and started asking “which problem am I obsessed with solving?”

For me, it was watching my dad miss every out-of-town tournament because his business trapped him. That clarity led me to build BIZROK around scalability instead of going back into finance.

The pivot made sense because the problem consumed my thinking anyway.

My specific test: spend one week documenting what frustrates you most about your previous industry versus what excites you about a potential new one.

I filled an entire notebook with scalability problems I noticed everywhere–that’s when I knew pivoting wasn’t risky, it was obvious.
If you can’t stop thinking about problems outside your current field, that’s your answer right there.

One warning though–pivoting to “anything different” fails just as hard as staying in the wrong industry out of fear.

I’ve seen dentists leave clinical work to open restaurants and regret it within months. The question isn’t stay or go, it’s whether you’re running toward something specific or just running away.

Solve Obsessive Problems Post-Layoff

David Fritch
Attorney, Fritch Law Office

I’ve been through career transitions from multiple angles–Big 8 accounting firm to running my own law and CPA practices for 40 years, plus 20 years as a registered investment advisor.

The pattern I’ve seen work best is what I call the “adjacent move” rather than a complete pivot or staying put.

Look at what you already know deeply, then shift the application rather than starting from zero.

When I left Arthur Anderson, I didn’t abandon tax and accounting knowledge–I just moved it into serving small business owners directly instead of through a corporate structure.

That preserved my expertise while giving me a completely different lifestyle and income model.

Here’s what I tell coaching clients facing this: spend two weeks documenting every problem you’ve solved in your current role, then research which industries are desperate for those exact solutions but can’t attract talent.

A procurement specialist might find construction companies dying for supply chain help. A corporate trainer could find medical practices that need patient communication systems. You’re not pivoting–you’re repackaging.

The biggest mistake is treating this as binary. Take a bridge role that pays bills while you spend 10 hours weekly building credibility in the adjacent space–write LinkedIn posts, do free consultations, join industry groups.

I’ve watched too many people either jump blindly or stay frozen. Test your pivot hypothesis with real market feedback before you commit fully.

Repackage Skills Adjacent Industries

Dr. Elizabeth Barlow
Founder & CEO, Kinder Mind

I’ve worked with dozens of clients in this exact situation–recently laid off, stuck between familiar and new.

What I’ve learned from supervising clinicians nationwide and teaching in the UK is that the real question isn’t about the path itself, it’s about why you’re hesitating.

Most people I see are drawn to pivot because they’re running from something (burnout, toxic culture, feeling undervalued) rather than running toward something meaningful.

One client switched from finance to real estate after a layoff, only to recreate the same stress patterns in a new industry because we hadn’t addressed what was actually broken. Six months later, they were back in my office more anxious than before the change.

Here’s what works: spend two weeks documenting when you feel energized versus depleted in your current skillset.

I had a client track this and realized she loved the client-facing parts of marketing but hated the analytics.

She stayed in marketing but pivoted to a consultancy role focusing only on strategy sessions. Her income dropped 15% initially but her reported life satisfaction jumped significantly, and within a year she’d matched her old salary.

Test before you leap. Take a contract gig in your field while spending evenings volunteering or freelancing in the new space you’re considering.

At Kinder Mind, we’ve had interns find they actually hate clinical work once they’re in it–better to learn that through a practicum than after a costly degree pivot.

Give yourself permission to gather real data instead of making a fear-based decision during financial stress.

Track Energy, Test Options

Gerald Michaels
Owner, Adept Construction

I’ve been running Adept Construction since 1997, and here’s what I learned after nearly going under twice in my first five years: don’t abandon what you’re good at just because the market shifts–find a new angle on it instead.

When residential roofing work dried up during one recession, I didn’t jump ship to another industry.

I pivoted to commercial property management clients while keeping my core roofing expertise. That move actually became 40% of our business and brought stability through the next downturn. Same skills, different customer base.

The best indicator? Look at what former clients say when they refer you.

Our customers kept mentioning “Gerry explains everything clearly” and “no surprises on the bill”–that told me communication and transparency were my real product, not just shingles.

Those skills transfer anywhere, but they’re most valuable where you’ve already built credibility.

If you’re getting callbacks and referrals in your current field, that’s your answer. Stay and adapt your approach to serve a different segment.

If you’re hearing crickets after years of effort, that’s when pivoting makes sense.

Adapt Core Skills New Markets

Maxim Von Sabler
Director & Clinical Psychologist, MVS Psychology Group

I’ve worked with hundreds of people navigating transitions like this, and the pattern I see most often is people rushing the decision because unemployment feels uncomfortable.

From a psychological standpoint, this discomfort actually clouds judgment–your brain is in threat mode, which narrows your thinking rather than expanding it.

Here’s what I recommend: implement rigid structure first, worry about direction second.

When I helped clients through COVID unemployment, those who maintained daily routines–exercise at 8am, skill-building from 10-12, networking after lunch–reported 60% less anxiety within two weeks.

Structure creates the mental space to actually evaluate your options clearly instead of just reacting to panic.

Use this forced pause to test both paths simultaneously in small ways. Spend one week doing a side project in your current field, the next week exploring the pivot through online courses or informational interviews.

Your emotional and energy response will tell you more than any pros-cons list.

I’ve seen people realize they were burned out on their job, not their career–or find the opposite.

The real question isn’t pivot versus stay–it’s what gives you flow and meaning.

Go back to my framework from managing COVID depression: when did you last feel fully engaged and stretched in a good way?

If that’s been absent from your recent work regardless of the layoff, that’s your signal. Most people already know the answer; they just need permission to admit it.

Structure First, Decide Later

Jodi McConnell
CEO, Uniform Connection

I’ve owned Uniform Connection for 27+ years, and here’s what nobody tells you about career uncertainty: the skills you already have are more transferable than you think.

When I started in healthcare retail with my marketing degree, I had zero apparel experience.

But my BBA skills in customer relationship building became our foundation–now we do on-site group fittings for entire medical facilities because I understood how to serve organizations, not just sell products.

Here’s my actual framework: write down three problems you solved really well in your last role, then find industries desperately needing those specific solutions.

I was good at making purchasing decisions easy for busy people. Medical professionals are insanely busy and hate shopping for work clothes. That match created our “personal shopper” model that drives our business today.

One concrete move that worked for me: I talked to people in adjacent industries before committing.

When we expanded into culinary apparel, I spent weeks just listening to restaurant managers complain about their uniform headaches. Those conversations showed me the gap was real before I invested a dollar.

Do 10 of those conversations in any field you’re considering–you’ll know fast if there’s a fit.

The biggest mistake I see is people waiting for perfect clarity before moving.

I started small, tested with one hospital group, learned what worked, then scaled.

Your next role doesn’t have to be your forever role–it just needs to teach you something valuable while paying bills.

Transfer Skills, Test Demand

Christian Daniel
Video Editor & Web Designer, Christian Daniel Designs

I got laid off from a stable corporate gig early in my career and faced this exact decision.

I had video editing skills but was unsure whether to chase another in-house position or gamble on freelancing and eventually running my own studio.

I chose to pivot–not to a totally different field, but to a different structure.

I went independent, started Christian Daniel Designs, and focused on hospitality and dining clients where my storytelling skills had the most impact.

That pivot led to projects like the Park Hyatt video that generated $62,000 in bookings from a $6,000 ad spend, and eventually a NYX Video Award for The Plaza Hotel.

Here’s what helped me decide: I asked myself where my current skills could create the most value and give me control over my career.

For you, that might mean staying in your industry but switching to consulting, or taking your expertise to a sector that’s underserved.

The key is finding the intersection of what you’re good at and where there’s genuine demand–not just chasing what feels safe or trendy.

If you’re unsure, test both paths simultaneously. Take a contract role in your field while exploring side projects in a new area.

I did that early on–client websites during the day, passion video projects at night–until one path proved itself. You don’t have to burn bridges to explore new territory.

Test Both Paths Simultaneously

Charles Blechman
Founder & Coach, Manhattan Coaching Associates

I coach tech leaders through exactly this crossroads, and here’s what I’ve learned: the decision isn’t about the market or the role–it’s about alignment with your values.

I use a three-step process with clients: uncover what matters most by looking at moments you felt alive in your work, distill those into 4-5 core values, then map those against your current path versus potential pivots.

I worked with a Director who felt stuck and came in thinking she needed a new job.

Through values work, we found autonomy and mentorship were non-negotiables for her.

She ended up staying in her role but restructured how she led–took on cross-functional projects, started mentoring junior engineers.

Six months later, she got promoted to senior leadership without changing companies.

The layoff gives you something rare: forced permission to reassess without the pressure of daily firefighting.

Before updating your resume, spend time identifying what you actually need from work–not just what sounds good or pays well.

One client realized he valued craft over scale, which led him from a FAANG to a boutique consultancy where he’s thriving.

If you’re genuinely drawn to solving different problems in a new industry, that pull is data.

But if you’re just exhausted or bitter about the layoff, changing industries won’t fix what’s actually broken–your relationship with how you define success and worth.

Align Values Before Pivoting

R. Couri Hay
Co-Founder, R. Couri Hay Columns

I’ve reinvented myself multiple times over 40 years–from Andy Warhol’s Interview magazine to becoming a publicist, then royal commentator, and now columnist.

Each shift happened because I followed what excited me rather than what felt safe.

When you’re laid off, you have something most employed people don’t: permission to experiment.

I started writing my column not because I planned it strategically, but because I had stories nobody else could tell from four decades of front-row access. That authentic expertise became my differentiator.

Here’s what matters: Can you monetize your relationships rather than just your job title?

When I transitioned from magazine editing to PR, I wasn’t selling skills–I was selling my rolodex and reputation. Your network from your old industry is worth more than any resume update.

Test both paths simultaneously for 90 days. Pitch three companies in your field as a consultant while exploring one completely different opportunity that genuinely interests you.

Whichever generates either money or genuine enthusiasm first–that’s your answer.

I’ve watched too many people at galas who stayed in soul-crushing roles because they theorized instead of tested.

Experiment Both Paths 90 Days

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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Decoding Vague Feedback: What Recruiters Really Mean When They Say “Not the Right Fit”

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Decoding Vague Feedback

What Recruiters Really Mean When They Say “Not the Right Fit”

By

Margaret Buj

Global Talent Acquisition Leader and Interview Coach

You nailed the interviews (or so you thought). The conversations flowed, you came prepared, and you left with a good feeling. Then the email arrives:

“Thanks for your time – you were a strong candidate, but we’ve decided to move forward with someone else who’s a better fit.”

Frustrating, right?

As a recruiter and interview coach with two decades of experience, I’ve seen this scenario unfold hundreds of times. Candidates are left in the dark, wondering:

What does “not the right fit” actually mean?

And more importantly – what can I do differently next time?

The truth is, “fit” is often a polite umbrella term we use to mask a more specific reason the candidate wasn’t selected. Sometimes it’s about skills. Sometimes it’s about communication or chemistry. And sometimes, it’s not about you at all – it’s about internal dynamics, team balance, or shifting hiring priorities.

Let’s decode the most common vague rejection phrases and what they might actually mean behind the scenes – along with what you can take away from each.

1. “We’re moving forward with someone who’s a stronger fit.”

👉 Translation: They likely found a candidate with more relevant experience or clearer alignment to the role’s core responsibilities.

🔍 What to reflect on:

  • Were your examples directly tied to the role’s key deliverables?
  • Could your resume or interview answers have done a better job positioning your impact in similar roles or industries?

✅ What to do next:

  • Make sure your resume and LinkedIn profile clearly demonstrate measurable achievements aligned with the target job.
  • In interviews, use the STAR method to connect your experience directly to the challenges the hiring manager is facing.

2. “We’ve decided to go in a different direction.”

👉 Translation: This could mean a change in role scope, budget constraints, or that they decided to prioritize a different skill set entirely.

🔍 What to reflect on:

  • Did the job or expectations shift during the process?
  • Were there hints the company was rethinking what they needed?

✅ What to do next:

  • Don’t take this one personally – it often has nothing to do with your performance.
  • Follow up politely asking if they see a potential future fit for your background in the company.

3. “We really enjoyed meeting you, but the team didn’t feel it was quite the right match.”

👉 Translation: This may signal a perceived mismatch in communication style, seniority level, or team dynamics.

🔍 What to reflect on:

  • Did you ask questions and engage with multiple stakeholders during the interview?
  • Were there moments you could have connected better to company culture or values?

✅ What to do next:

  • Watch for cultural cues in interviews – do they value brevity? Collaboration? Bold ideas? Mirror what you observe authentically.
  • Consider asking in future interviews: “What does success look like in this team, beyond the technical skills?”

4. “We were impressed but decided to proceed with someone whose experience more closely aligned.”

👉 Translation: You may have been slightly overqualified, underqualified, or just came from a different industry or environment.

🔍 What to reflect on:

  • Did you bridge the gap between your past experience and the specific demands of the role?
  • Were you able to show how your past roles prepared you to succeed here?

✅ What to do next:

  • Customize your pitch and resume to emphasize relevant experience.
  • In interviews, be proactive in addressing the “leap” – show you understand the business and how you’ll add value from day one.

5. “It was a tough decision - we had a lot of great candidates.”

👉 Translation: This might be true! But it can also mean someone else had a slight edge in experience, executive presence, or internal advocacy.

🔍 What to reflect on:

  • Did you make your value obvious and memorable?
  • Did you build rapport with the interviewers or leave them with a clear sense of what it’d be like to work with you?

✅ What to do next:

  • Ask for feedback — not everyone will give it, but it’s worth asking.
  • Stay connected. I’ve seen many candidates re-interviewed and hired later, especially when they followed up graciously.

Summary: It’s Not Always You

Hiring isn’t a perfect science. Sometimes the internal candidate got the job. Sometimes the role was paused. And sometimes, you were genuinely excellent – but someone else was a slightly better puzzle piece.

When you hear “not the right fit,” take a breath. Then take action: reflect, refine your approach, and stay open. Clarity is power – and with the right tools and insight, your next opportunity will be an even better fit for you.

Margaret Buj is a Global Talent Acquisition Leader and Interview Coach with two decades of experience hiring top talent across EMEA, LATAM, and the US. She has led hiring across engineering, product, marketing, and G&A at companies including Expedia, VMware, Cisco, Microsoft, Box, Typeform, and Mixmax.

Margaret is also a Career Success Manager at Kadima Careers and the founder of Interview Coach UK, where she’s coached over 1,000 professionals on landing jobs, negotiating salaries, and advancing their careers. Her insights have been featured in Forbes, Business Insider, Fox Business, and Financial Times, and she has been recognised as a LinkedIn Top Voice.

She offers 1:1 coaching, group programs, and interview training for hiring managers. Learn more at interview-coach.co.uk or connect with her on LinkedIn.

Stand Out in the Job Hunt: Personalize with Resume Builders

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Stand Out in the Job Hunt: Personalize with Resume Builders

In today’s jam-packed job market, your resume isn’t just a rundown of your work history—it’s your shot to shine among a flood of applicants.

With recruiters breezing through resumes in seconds and ATS software tossing out applications before they even reach a human, how do you make sure your unique vibe stands out?

Resume builders are total lifesavers, but are you using them to really show what makes you you?

To get the lowdown, the HR Spotlight crew connected with an awesome group of HR experts and business leaders who live and breathe hiring.

We hit them with a direct question:

“How can candidates use resume builders to spotlight their personal strengths and create resumes that truly pop?”

Their advice is loaded with practical tips—from infusing your personality into ATS-friendly designs to telling stories that hook recruiters right away.

Whether you’re a creative spark, a tech genius, or a leadership pro, these insights will help you transform a plain resume into a bold reflection of who you are.

Ready to leave a lasting impression?

Read on!

Martin Weidemann
Owner, MexicoHelicopter.com

Tell Your Story, Don’t Just List Roles

The most unique resumes I have received are not the most flashy resumes, but the resumes that felt undeniably human.

As someone who transitioned from building tech startups to running a private helicopter company in Mexico City, I know how important it is to convey not just that you have roles, but why you had them. Resume builders help with that — if you put them to use with purpose.

Here’s what I tell candidates: don’t just fill in the blank spaces on those documents. Use them to guide the story of yourself. Manipulate the headline to capture your “why” as much as your “what.” For instance, instead of stating “Operations Manager,” state “Operations Leader Who Scaled a 3-Person Team into a 7-Figure Helicopter Tour Operation.” Just that extra context turns a title into a story.

Also, don’t forget to include metrics that demonstrate impact. I once hired someone whose resume quantified hours saved and customer satisfaction improvements as a result of a route optimization exercise. Numbers are stronger than adjectives.

Lastly, build in individuality. If you’ve done something uncommon — such as helping a couple execute a wedding proposal in midair over the pyramids of Teotihuacan — add it in. Resumes are checklists, but they are more importantly little windows into your decision-making, your creativity, and your perseverance.

A terrific resume builder cannot tell your story for you. But it can certainly influence how others remember it.

Arvind Rongala
CEO, Invensis Learning

Use Structure as Foundation, Add Personal Voice

Candidates can use resume builders effectively by customizing templates rather than relying on generic formats. The key is to use the builder’s structure as a foundation, but infuse it with personal storytelling—through a tailored summary, quantified achievements, and section headings that reflect their unique strengths (like “Creative Projects” or “Leadership Highlights” instead of just “Experience”).

One smart tactic is to align language in the resume with keywords from the job description, while using the summary or skills section to reflect soft skills or personality traits that set them apart. Resume builders make formatting easy, but it’s the candidate’s voice, clarity, and focus on value that make a resume truly distinctive.

Andy Danec
Owner, Ridgeline Recovery LLC

Control Your Narrative Beyond Generic Templates

Resume builders can be helpful—but only if you make them personal. The problem is, too many people treat them like a template factory. Copy, paste, generic buzzwords—then they wonder why they get ghosted.

At Ridgeline Recovery, when we’re hiring, we don’t care if your resume looks pretty. We care if it shows who you are. I’ve hired people with gaps, career changes, non-traditional paths—but what stood out was clarity and honesty. That’s what a resume should do.

If you’re using a resume builder, use it as a structure—not a voice. Strip out the “results-oriented team player” fluff. Replace it with something human. Something specific. Instead of “excellent communication skills,” say, “Lead weekly family group sessions to rebuild trust between clients and their loved ones.” That’s real. That tells me what you’ve actually done.

The best use of a resume builder? Customize every section. Plug in metrics only you can own. Show growth. Show grit. Don’t let the builder flatten your story—use it to frame it.

One more tip: use the summary section to talk like a person. That’s your shot to say, “Here’s who I am, here’s what I believe in, and here’s why I care about the work.” That’s what gets my attention.

Bottom line? Resume builders don’t make you stand out. You do. But only if you take control of your story. Don’t let a template speak for you—make it yours. Every line should sound like you wrote it, not a robot. That’s what gets interviews. That’s what gets remembered.

Natalie Michael
Managing Partner, CEO Next Chapter

Showcase Values Through Customized Builder Features

Making Your Mark: Using Resume Builders to Highlight What Sets You Apart

“Your resume should tell your story, not just your job history.”

Resume builders can be really useful, but what makes a resume stand out isn’t the tool — it’s how you use it.

Focus on the parts of your experience that reflect who you are and how you work. Don’t just list tasks or job titles — use the builder’s customizable sections to weave in your values, leadership moments, and specific accomplishments. For example, instead of simply stating “led a team,” describe how you motivated others, fostered collaboration, or solved a complex problem. This personal touch adds authenticity and demonstrates not just what you did but how you did it.

Tailor your resume to highlight the traits that make you memorable — whether it’s creativity, problem-solving, or resilience — and let the builder’s features bring those strengths to life.

Wynter Johnson
Founder & CEO, Caily

Tailor to Job Needs and Match Employer Expectations

My best advice here is to remember that the ultimate decider of a good resume is your employer.

Resume builders can help you to organize the content you’re including and put it in an attractive package, but it’s still your job to choose which experience and credentials to include and highlight.

Make sure you’re doing this with the job description and your professional goals in mind, even if the resume builder has different suggestions.

Alexis Truskalo
Strategic Operations Partner, ConsciousHR

Resume Builders Simplify, Organize, and Boost Applications

Job seekers can use resume builders to showcase what makes them unique while allowing them to best organize their resumes. These tools provide templates that let you highlight your top skills, experiences and strengths in a streamlined way. Job seekers can personalize sections such as summary, skills list or accomplishments to focus on what matters most for the specific job they’re targeting.

Many resume builders also offer helpful tips and prompts to take the heavy-lifting out of resume creation. When used well, a resume builder can save time, improve the quality of your resume, and increase your job application efficiency!

Sylise Van Wyk
HR Recruiter, Pearl Lemon

Amplify Personality, Tell Unique Stories

Resume builders are great if you treat them like a war chest, not a form-filling exercise.

At Pearl Lemon Talent, we encourage candidates to weaponise their weirdness. Don’t just list responsibilities; inject stories. Highlight obsession-level hobbies, create a “rejection highlights” timeline, or drop in a QR code linking to your personal vlog. One of our hires got shortlisted after listing “can solve a Rubik’s cube underwater” as a soft skill. That edge? It wasn’t just memorable; it got them hired.

Use resume builders to amplify personality: ditch Times New Roman and try a bold, clean design. Embed humour, honesty, and hustle. Remember, most recruiters are half-sleeping by page two; jolt them awake. If AI bots are scanning your resume, great. But it’s still humans making decisions, and humans love a good story, especially one that doesn’t sound like every other “detail-oriented team player” in the pile.

Magda Klimkiewicz
Senior HR Business Partner, LiveCareer

Personalizing Your Resume Makes it Authentically You

I have always said a resume isn’t just a document, it’s a handshake before the real conversation. And resume builders? They’re just tools, but how you use them can set you apart.

What I tell people, and I have also done it for years, is don’t just fill in the boxes, make the resume sound like you. For instance, most people leave the summary section super bland by using generic terms like result-oriented professional. They should use something unique to them. For example, I’m the type of person who solves problems before they become challenges.

And here’s something many people don’t know: most resume builders let you customize section headers. So, instead of work experience, I have seen people use “what I’ve built” or “journeys I’ve taken” as a headline. It gets recruiters glued to your resume because it doesn’t feel like a copy-paste job.

You can add new sections and customize them as you like. These little tweaks make your resume feel alive. Not louder, just more about you.

Amit Rajdev
CEO & Founder, Devotion Commerce

Personalization is Key for Maximum Impact

Resume builders are powerful tools, but candidates must go beyond templates to truly stand out. The key is personalization.

Begin by customizing default language to reflect your unique voice, and focus on outcome-driven bullet points that highlight your individual impact, not just duties. Use metrics where possible to quantify success. Resume builders with AI features can help optimize keywords, but always tailor each resume to the specific role.

Adding a short, authentic summary at the top that speaks to your values, soft skills, and career goals can humanize the document in a sea of sameness. For those in freelancing, tech, or side hustles, highlight project-based work with links or portfolios to show real results.

The HR Spotlight team thanks these industry leaders for offering their expertise and experience and sharing these insights.

Do you wish to contribute to the next HR Spotlight article? Or is there an insight or idea you’d like to share with readers across the globe?

Write to us at connect@HRSpotlight.com, and our team will help you share your insights.

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