What Hiring Managers Really Want to See
(And proof from real clients who used this to get hired)
Stop sending resumes into the void. Here's what hiring managers actually look for and proof from four clients who used this to get hired.
You can have the right resume template, a polished LinkedIn profile, and a stack of applications. If you're not showing hiring managers what they actually care about, you'll keep getting overlooked.
What hiring managers look for
Clarity of value — the problem you solve and who benefits.
Proof in action — outcomes and examples, not responsibilities.
Steady presence — leadership that makes teams feel steadier around you.
Fit beyond skills — communication, collaboration, and values alignment.
Here's what works instead
In my coaching, we use the 3P Method™:
Position — make your edge obvious.
Proof — back it up with results.
Path — connect your story to where the company is going.
Client proof (how this plays out in real life)
Career Transitions
Melissa — industry transition, doubled salary Position: revenue enablement leader who builds capability at scale. Proof: training and development work reframed as a direct solution to tech-company needs. Path: a clear case for impact in a new industry. Result: landed a role in tech and doubled her salary. "Laurie helped me see how my experience translated, not start over."
Brandon — entrepreneur to Solutions Engineer Position: 18-year agency owner who solves revenue problems with product and story. Proof: portfolio of client outcomes reframed as SE impact. Path: clear transition plan into a high-growth pre-sales team. Result: secured a Solutions Engineer role, making a successful pivot from business owner to employee.
Internal Advancement
Anne-Marie — skip-level promotion to VP Position: enterprise SE leader who drives outcomes through influence. Proof: negotiation narrative that highlighted scope expansion and measurable wins. Path: vision for the org's next chapter and how to lead it. Result: skip-level promotion to VP.. "A masterclass in self-advocacy and executive influence."
David — created a new Distinguished Solutions Engineer role Position: deep technical expert with strategic customer impact. Proof: stories that showed influence at scale without a people-manager title. Path: proposal for an IC path that amplified business value and leadership. Result: a new role created, larger platform, and an authentic path that fit his strengths.
Different stories. Same pattern. When your Position, Proof, and Path are clear, the decision gets easy for a hiring manager. These wins happened within 3-6 months of working together.
The traps I see all the time
Bullet points that read like a job description, not a track record.
Interview answers that list responsibilities instead of telling outcome stories.
Profiles written for peers instead of decision makers.
Downplaying soft skills that actually drive hiring decisions.
What to show on your resume and in interviews
Outcome math — choose 3–5 results that prove the business problem you solve.
Story beats — Position your role, Proof through specific outcomes, Path to how it connects to their business needs.
Translation layer — write your wins in the language of the target role and industry.
Presence cues — steady tone, direct answers, one headline per answer, one ask at the end.
Quick checklist you can use today
Can I state my edge in one sentence that a VP would repeat after the call?
Do I have three proof stories that show impact, not effort?
Does my profile speak to decision makers and the problems they own?
Have I rehearsed my stories out loud so I sound conversational, not scripted?
If you're in a transition
You don't need more options. You need more clarity. Name your value, show your proof, connect it to their future.
That's what hiring managers really want to see.
Ready to get clear on your Position, Proof, and Path? Join the waitlist for Stand Out Advantage™ to be first in line when doors open. Sign-up Here
