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Resource Roundup!
LinkedIn shared their “top companies for career growth” list. Take it with a grain of salt since these are some of the biggest companies where it’s easy to stay and have your role evolve, but it’s helpful to consider what career trajectories can look like in these spaces!
I shared some examples of what it looks like to demonstrate AI fluency here. One of my team members also built this self-assessment - it’s focused more on sales but relevant to any professional!
Somewhat controversial but honest take on getting ahead at work from Laszlo Bock.
Resharing this list of startup/VC job boards!
My network is hiring!
Happy to help with intros!
Great opportunity for those looking to recruit in a startup!
Remote associate creative director role with Kanahoma
Remote project manager role!
Remote account manager role working with jewelry brands!!
Zoom is hiring a Fraud Analyst - great for someone with a data background.
Couple of Marketing Managers - NY-based here.
And a very cool founding sourcer role at Clay - this is a super hot company right now!
How is AI evolving the workplace?
The conversations I’m having with hiring managers are totally different today, than they were a year ago.
Here’s what I’ve noticed:
They’re placing a premium on AI fluent talent that delivers results.
HMs have said they’ll take someone with a track record of rebuilding systems from an AI-first perspective over functional expertise.AI can execute so employers want talent that thinks in systems.
This is a big shift I’ve noticed - since AI can handle the tactical stuff - drafting, summarizing, generating, coding - the real value add for humans is designing workflows, asking the right questions, and having a very high bar of excellence. Humans are now orchestrating AI, and those who have a strong vision for how to do this are in demand.Adaptability is increasingly a critical trait.
How we work has dramatically shifted in the last two years. And it might happen again in the next two. AI has increased the pace at which development and progress happens in ways that can be overwhelming. Those who have evidence of expanding their skillset, of making tough pivots, of being excited and embracing change will do well here, and it’s a trait that employers are looking for.Soft skills are actually becoming more important.
In the last few weeks, I’ve built and deployed multiple websites with complex workflows behind them - I can’t imagine having done that even a year ago. Beyond that, AI is the epitome of garbage in, garbage out. So that means soft skills like communication and judgement become even more important and are things hiring teams will be digging into, even for more technical roles that historically prioritized hard skills.
And I think a lot of this can be a competitive edge for folks who may be non-traditionally qualified but who spike in these other areas and can use AI to close the gap.
Go from AI overwhelmed to AI savvy professional
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🙋Answering Your Questions🙋
Each week, I’ll answer one (or more!) of your questions in this section. You can submit your questions here. |
My previous manager left, and my company will be posting the role soon. I am planning to apply. Our director told me that I am not the most competitive due to my lack of management experience. How can I overcome this?
What a great opportunity! I think this is a situation where you can absolutely overcome that challenge. As an internal candidate, you have a lot of insight that others don’t. A few tips:
Lean into what your unique advantages are: you know the stakeholders, company context, etc. You don’t need a ramp up period - all you need to do is learn the management side (and you probably have a lot of those skills already).
Reframe management experience: Maybe you have’t managed a team, but you have likely helped with onboarding, mentoring, managing projects. I would showcase what you learned and how they translate to management, and also the areas you need to grow. That self-awareness is hard to coach, and will reflect well.
Create a plan: Walk in with a 30-60-90 day plan for how you’ll ramp up. Show that you’re hungry, motivated, and ready to onboard yourself. Sometimes, leaders they are simply worried about their own capacity to onboard someone. So if you show that you can drive a lot of that yourself, they will be a lot more confident in you.
Build internal support: Whose opinions does the director care about? Make sure those people are advocates for you. You could schedule chats with cross-functional partners for example and ask for feedback. If people involved in the process see you as a great fit, they will voice that to your director.
I would ultimately be clear about your goals and what steps you’re taking to reach them. Advocate for yourself and focus on making an unassailable case that you’re the best candidate!
For more resources to support you in your search, check out my Linktree.
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