Forge Search’s Post

I’ve interviewed well over 1,000 people And here’s the truth: Most job descriptions are more wishlist than reality. They throw in every tool, skill, and experience they might want. But the truth? These lists aren’t about what you must have. They’re about what might be useful. So if you’re holding back because you don’t check every box, stop. Apply anyway. No one meets every requirement. And most hiring managers know that. What they really want is someone who can: → Adapt easily → Learn quickly → Show up with a good attitude Don’t let a job description stop you. Show up. Be real. Let them see what you bring. Do you agree? ♻️ More people need to see this, share it with your network!

As a recruiter for many years, it’s honestly sad to see how often job descriptions include requirements that aren’t even reflected in the day-to-day responsibilities of the role. Because of that, so many great candidates get overlooked and labeled “Not qualified.” But here’s the truth training is a gift. It’s an investment that builds stronger, more loyal employees. You can teach skills, but you can’t teach drive, work ethic, or passion. Companies that value growth over perfection don’t just hire talent they develop it. Let’s stop writing job descriptions like wish lists and start creating opportunities that bring out people’s potential. Have you ever been turned down for a job because of “requirements” that didn’t even apply once you started working?

One of the most common questions that I have been asked in all my years of recruiting is "How can I make sure my resume stands out?" This piece answers that question. Tell your own story clearly and concisely. #recruiting #careers #jobs #cyperusgroup #jobsearch #sucess #resumes

65% of PMs spend 100+ hours simply applying for jobs. That’s crazy, and that time can be better spent. I want to help you get more interviews and save time on your job search. In today’s newsletter, I covered what matters most (and least) in the CV. I also announced an upcoming workshop where folks will learn and apply tested techniques that have helped 100s of Product Managers go from 0% callbacks to as high as 30% conversion. The newsletter covers the highlights of the strategy. The workshop will go hands on with a limited group of PMs ready to accelerate their job search. Check for the 🔗s in 💬s I’ve got even more in store for you as I continue my journey to help grow the careers of Product Managers around the world.

💭 A Thought About Experience and Opportunity Sometimes we come across job postings where we truly see ourselves in the role our skills, our drive, our values all align perfectly. Yet, the application goes unseen, or no interview call ever comes. It’s easy to feel discouraged, but here’s what I’ve learned: experience isn’t only what’s written on a résumé, it’s also what we carry within us. The lessons from challenges, the adaptability we’ve built, the passion we bring to every task these are also forms of experience that don’t always fit neatly into job descriptions. So even when the door doesn’t open right away, keep preparing, keep showing up, and keep believing in your own potential. The right opportunity will recognize your value not just your years of experience, but your readiness to grow and contribute. 🌱 #Motivation #CareerGrowth #JobSearch #Experience #LinkedInThoughts

Your degree or certifications might land you an interview, but what really gets you hired are the things no classroom teaches. How you handle pressure. How you adapt when the unexpected happens. How you connect with people. If you’ve ever downplayed these skills, stop. Employers are watching for them—even if they don’t write them in the job posting. Highlight them in your stories, not just your resume. Sometimes it’s not about what you know—it’s about how you show up.

Every week you spend writing job descriptions, posting ads, and scheduling interviews? That’s another week of delayed projects. In IT, time = money. Especially with supply chain and logistics. That’s why staff augmentation is such a game-changer: Skip the job boards. Skip the 4-interview marathons. Get talent that’s been vetted and is ready to contribute immediately. Hiring doesn’t have to be slow. Projects don’t have to wait. When speed and precision matter, staff augmentation gets you there. #supplychain #logisticsbudget #jobapplication #hiringprocess #interviewprocess

Recently dusting off the old CV and a thought crossed my mind, would you consider consulting predecessors — and keeping future successors in mind — to align role descriptions and objectives, so people with the same title at the same company present consistent responsibilities? Not just for your current role, but for previous positions as well. ✍️🔁 This inconsistency can affect handovers, role clarity and institutional memory as much as external perception. Collaborating on a concise, factual role‑level description helps preserve continuity. 📄🤝 My take: start with the job posting you applied to as a baseline; confirm what the role actually included with predecessors when possible, then add the outcomes you personally delivered. Be explicit about what you achieved, and leave a clear foundation your successor can build on if they wish. 💡 So my questions would be: 1) Would you stick closely to the original job description, or adapt it to reflect your specific contributions and context? 2) Would you consider consulting your predecessors? 3) If you were approached, would you be willing to lend a helping hand to someone who reaches out for guidance on aligning their job description? 🤔

“If you don’t meet 100% of the job requirements, don’t bother applying.” 🚫 False. And here’s why: I’ve seen countless candidates skip roles they were perfectly capable of growing into—just because they didn’t check every box. Meanwhile, hiring managers often say: 👉 “We’re open to someone who’s coachable.” 👉 “We’d rather train the right attitude than settle for the wrong experience.” Here’s what to do instead: ✅ Apply if you meet ~70% of the requirements. ✅ Use your cover letter or intro message to show how you learn fast, adapt, and add value. ✅ Highlight transferable skills—especially if you’re pivoting industries. The truth? Most job descriptions are wish lists, not checklists. Don’t self-reject. Let the recruiter decide. Have you ever landed a role you weren’t “fully qualified” for? Drop a 💬 below—I’d love to hear your story.

A job description isn’t paperwork - it’s the moment we decide what we need: the outcomes, the minimum bar, and where we’re willing to bend. Again and again, in conversations about “the ideal profile,” we end up back at the JD to unlock the answer. When the JD is clear - outreach is cleaner, interviews are faster, and decisions hold up under pressure. It’s not a form; it’s the alignment tool the whole process rests on.