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On Today’s Launch
On Today’s Menu, I’m talking about….
Is your resume reaching recruiters?
What to do if you’re suddenly let go
Worst interview question of the week
For Premium Subscribers, we’re tackling…
How to progress from an individual contributor into management in the tech industry
Is it worth following up after applying?
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Issues you may have missed:
Is your resume reaching recruiters?
I came across this question today and wanted to write about it in this week’s issue.
First, know that understanding if your resume actually reaches recruiters is one of the most frustrating parts of job hunting.
While there's no foolproof way to track your resume's journey, here are some effective strategies to increase visibility and confirmation:
First, follow up. Send a brief LinkedIn message to the recruiter or hiring manager 3-5 business days after applying. This not only confirms receipt but also demonstrates initiative. Keep it simple: "Hi [Name], I recently applied for [position] and wanted to confirm my application was received."
Second, customize your file naming. Instead of "resume.pdf", use "FirstName_LastName_Position_Date.pdf". This makes it easier to track internally and shows attention to detail.
When applying through company portals, take screenshots of confirmation pages and save confirmation emails. Create a simple spreadsheet to log:
Company name
Position
Date applied
Application ID/reference number
Follow-up dates
Response received
While link tracking tools might seem clever, they often get stripped by ATS systems or could raise red flags. Instead, focus on building direct connections:
Attend company recruiting events
Engage with company posts on LinkedIn
Connect with current employees
Reach out to alumni at target companies
Remember: The best way to ensure your resume gets seen is to combine online applications with networking. A referral from an existing employee typically gets priority review and often comes with application status updates.
Most importantly, keep applying. Don't get too focused on tracking individual applications.
Maintain momentum by continuously putting yourself out there while following these best practices.
What to do when you’re suddenly let go
Situations like this can happen to anyone and should tell you that in Corporate America, everyone and anyone is expendable.
That’s why it’s important to always be prepared.
First, take a deep breath.
Being suddenly terminated is incredibly stressful, but you need to focus on immediate practical steps before anything else.
Immediate Actions
Document everything about your termination while it's fresh - date, time, who was present, what was said
Request a written termination letter if not provided
Ask about your final paycheck, unused PTO payout, and benefits coverage
Don't sign any documents immediately without reviewing them carefully
File for unemployment benefits as soon as possible - don't wait
Financial Steps
Review your emergency fund situation
List all upcoming bills and prioritize them
Contact creditors if needed to discuss payment arrangements
Check your healthcare options (COBRA will be offered, but marketplace insurance might be cheaper)
Resist the urge to use credit cards for basic expenses if possible
Mental Health Support
Reach out to trusted friends or family members
Consider speaking with a mental health professional
Look into employment assistance programs if still eligible
Join support groups for tech professionals in transition
Maintain a routine to keep structure in your days
Next Career Steps
Update your LinkedIn profile and resume
Reach out to your professional network
Consider contracting or freelance work for immediate income
Document your achievements from your previous role while fresh in mind
Connect with recruiters specializing in tech placements
Legal Considerations
Review your employment contract and termination documents
Understand your rights regarding final compensation
Consider consulting an employment lawyer if you believe the termination was retaliatory
Keep all communication professional and documented
Remember: Many successful professionals have faced sudden termination.
This is a setback, not a definition of your worth or capabilities. Focus on your immediate wellbeing first, then tackle the job search with a clear head.
Worst Interview Question of the Week
The question:
Would you rather fight one horse-sized duck or 100 duck-sized horses?
Let me check with my therapist first. She's still processing the last interview question.
…
Now I’m curious…
Would you rather fight one horse-sized duck or 100 duck-sized horses? |
Last week, I asked, “If you had to disappear at your workplace for a day, where would you go?”
It was a three-way tie between:
The meeting room that’s always “reserved” but empty
The one department floor no one visits anymore
The quiet corner of the building’s secondary cafe
Did you enjoy this week's issue? |
About Me - James Cooper
I’m James, Cofounder of a bespoke resume writing agency and have been in the career services space for 13 years. Before that, I was a recruiter for AECOM.
I’ve helped thousands of job seekers, from industries like software engineering, IT, sales, marketing, manufacturing, and more generate job opportunities through well-written resumes that translate unique backgrounds into coherent narratives.
If you’re struggling with your resume for whatever reason, reach out - I just might be able to help!
If you’re more of a DIY person, check out our resume builder – it’ll take you through the resume writing process, one step at a time.
In this week’s premium section, I’m giving you some tips on how to move into a leadership role if you’re in a tech field (i.e., software, IT etc), and I’m tackling the question of whether you should follow up with a recruiter after applying to a job.
How to move up into leadership in the tech sector
Want to know the biggest mistake I see talented tech professionals make when trying to move into management?
They think being an amazing individual contributor is enough to land a leadership role.
I get it.
You've crushed it in your current role, solved complex problems, and earned the respect of your peers.
Now you're eyeing that next step up the ladder - maybe from a senior engineer to team lead, or from a system admin to IT manager.
But here's the truth: the skills that got you here aren't the ones that will get you there.
I know this because I recently worked with a seasoned IT professional who made this exact transition.
His story will show how to think about career progression in tech.
Let me explain why most people get this wrong, and more importantly, what actually works.
The surprising part? It has almost nothing to do with technical expertise
After 13+ years helping tech professionals level up their careers, I've noticed a pattern.
Most companies don't promote their best technical people into management roles. They promote the ones who've already started thinking and acting like managers - even before they have the title.
Think about it: when was the last time you saw the most technically brilliant person on your team get that management promotion?
I’ll bet it’s not often.
Instead, it usually goes to someone who might be technically solid (but not necessarily the best), yet shows something else: the ability to see beyond the technical problems to the business and people challenges.
I'm not saying technical skills don't matter. They absolutely do. But they're just your entry ticket to the game - not what helps you win it.
The real differentiator is your ability to shift from being a problem solver to a problem preventer.
And that requires a completely different mindset.
Let me break down the three key shifts I've seen successful tech leaders make before they ever got the promotion.
First, they started documenting everything. Not just code or configurations, but their decision-making process. Why? Because leadership isn't about having all the answers - it's about creating repeatable frameworks for decisions.
Second, they became opportunity spotters. Instead of waiting for tasks, they started identifying gaps in processes, team capabilities, or business needs. They didn't just fix problems; they prevented them from happening in the first place.
Third - and this is crucial - they began building their influence horizontally before trying to move up vertically. They collaborated across teams, understood other departments' challenges, and built relationships outside their technical bubble.
Here's what most people miss: management roles aren't given, they're earned long before the promotion.
The trick is proving you can handle the role before you have it.
Let me share a real story that perfectly illustrates this (with details changed for privacy).
One of my clients was a system administrator who'd spent years mastering VMware, handling complex infrastructure, and being the go-to person for technical problems. Sound familiar?
But after interviewing him, I realized that he’d been doing leadership stuff all along, just without the title.
From project managing IT initiatives from end to end, to influencing which technologies the company adopted, to mentoring other members of his team.
And instead of just fixing problems, he started tracking patterns. He noticed junior admins kept hitting the same roadblocks. Rather than just solving their issues, he created troubleshooting guides and started informal lunch-and-learn sessions.
He didn't wait for permission. He saw a gap and filled it.
Then he took it further: when attending business meetings, he learned to translate technical challenges into business impacts. When he talked about upgrades, he focused on ROI instead of only on specs.
He became the obvious choice when a management position opened up.
Not because he was the best technician (though he was great), but because he was already doing the job.
So how can you make this same transition? Here's your practical roadmap:
Starting tomorrow, shift your focus from "doing" to "enabling."
Document your problem-solving process.
Create guides.
Build templates.
Your goal is to make yourself unnecessarily good at your current role. And look for informal leadership opportunities.
Volunteer to onboard new team members.
Offer to lead the next post-mortem meeting.
Create process documentation before anyone asks for it.
Most importantly, start speaking the language of business impact. Instead of "I deployed a new automation script," try "I reduced manual workload time by 40%."
The key isn't to stop being technical - it's to add new dimensions to your technical expertise.
Remember: The best leaders don't climb over others to reach the top. They bring people up with them.
Here's your challenge for this week:
Pick one recurring technical problem your team faces. Instead of just solving it, document your solution process in a way that helps others solve it too.
Then share what you learn. Not just the solution, but the thought process behind it.
That's how you start building your leadership toolkit - one small action at a time.
And if you want more insights like this, there are two ways to stay connected:
Follow me on LinkedIn where I share daily career growth tactics
Forward this newsletter to someone who might find it valuable
Remember: The best time to prepare for leadership isn't when the position opens up - it's right now, in your current role.
See you next week,
James
P.S. Have you made the transition from technical expert to leader? I'd love to hear your story. Just hit reply and let me know what worked for you.
Is it worth following up after you apply for a job?
Here's what everyone gets wrong about following up after job applications - they think it's about showing enthusiasm.
It's not. It's about probability and positioning.
I've analyzed thousands of job applications as a recruiter, and here's what the data actually shows: following up can increase your probability of getting hired by 10X (according to a study done by recruiting firm Lever in 2023), but only if you do it right.
Let's break down when following up actually makes sense:
Internal referrals tend to get the highest response rates to follow-ups
Direct applications through company portals get moderate response rates
Job board applications typically see lower response rates
Recruiter postings vary significantly based on the relationship and timing
The trick isn't whether to follow up - it's how and when.
Most people send generic "checking on my application" emails that get ignored faster than terms and conditions. Instead, try adding value in your follow-up.
Share an interesting article relevant to the company's challenges. Mention a specific project they're working on. Show you've done your homework.
But here's the caveat: if you're applying to 50+ jobs a week (which, let's be honest, many of us are), don't kill yourself trying to follow up on every single one.
Focus your follow-up energy on your top 10-15% of applications - the ones where you're a strong match and genuinely excited about the role.
Remember: Following up won't turn a bad application into a good one. But it can turn a good application into a noticed one.
And in this job market, sometimes getting noticed is half the battle.