Evaluating Candidate Marketability In 2025

When the first thing you share is “I’m looking for fully remote roles,” I already know - you’re not fully keyed in to today’s job market conditions. Here’s the reality of job searching in the second half of 2025: Supply (talented applicants) is high. Employers are seeing 200–400 applicants per role, from entry to C-suite. This is a buyer (employer) market. 👉🏾 Standing out requires relationships and personal branding, and both require clarity of what you're targeting and how you're the best fit to do the job. Risk aversion is high. Uncertainty (tariffs, regulation, global shifts) makes companies cautious. 👉🏾 They want proven talent, “try before buy” arrangements, and extended interview cycles to feel certain. Time-to-hire is longer. More hoops, more work samples, more rounds. 👉🏾 Driving yourself crazy to be “perfect” won’t speed things up. Even great candidates are getting put on pause. None of these macro factors is your fault, but they need to shape how you play the game. So how do you play this game? 👉🏾 Shift your search narrative from self-focused asks (“here’s what I'm looking for”) to company-focused positioning (“here’s the problems I solve / impact I create”). 👉🏾 Get laser-focused on 1–2 roles and a shortlist of target companies. Breadth dilutes your story; focus builds momentum. 👉🏾 Lead with relationships. People hire people they trust. Build relationships that can refer you to an interview or vouch for you when you're in the process. 👉🏾 Anticipate a longer timeline. Do more than just job search - find ways to stay sharp with passion projects, volunteering, or consulting. Don’t start your next role with dusty skills. The market is harder right now, but not impossible. The candidates who win combine clarity, relationships, and resilience (because yea, it’s a sludge fest in these streets). If you landed a new role recently, reach back and share some wisdom. 🫱🏾🫲🏼 What’s a shift you made that helped you stand out?

Sending out 100 applications won’t get you hired. (Here’s what actually works in 2025) 1. What’s Changed (Adapt or Get Left Behind) ↳ AI filters most resumes before humans see them. ↳ Networking now outweighs applications. ↳ Your online presence matters more than ever. ↳ Job hopping is no longer a career killer. 2. What Used to Work (But Fails Now) ↳ Applying to as many jobs as possible. ↳ Depending only on job boards. ↳ Using a generic resume for every role. ↳ Waiting for recruiters to reach out. 3. How to Beat AI Resume Filters (Tailor Your Application) ↳ Use the exact keywords from the job description. ↳ Customize your resume for each role. ↳ Keep formatting simple for easy scanning. ↳ Highlight measurable results, not just responsibilities. 4. Networking is the Fastest Way to Get Hired (Stop Applying Blindly) ↳ Over 80% of jobs come from referrals. ↳ Engage on LinkedIn instead of just scrolling. ↳ Attend both online and in-person industry events. ↳ Give value before asking for help. 5. Your Online Presence is Your New Resume (Control Your Narrative) ↳ Your LinkedIn activity impacts recruiter decisions. ↳ Share industry insights to position yourself as an expert. ↳ Showcase your skills through posts and projects. ↳ Employers will Google you—make sure they find value. 6. How to Stand Out in a Crowded Market (Differentiate Yourself) ↳ Target specific companies instead of mass applying. ↳ Stay visible—comment, post, and engage with decision-makers. ↳ Follow up after interviews to reinforce interest. ↳ Prove how you solve problems, not just complete tasks. 7. Is Job Hopping Still a Red Flag? (Know the Rules) ↳ Short tenures are more acceptable now. ↳ Switching roles for growth is a smart move. ↳ Be prepared to explain career transitions. ↳ Some industries still value stability—research before moving. 8. What Still Works in 2025 (Stick to These Basics) ↳ Clear, tailored resumes that highlight impact. ↳ Strong storytelling during interviews. ↳ Consistent and intentional networking. ↳ Confidence in communicating your value. The job market is evolving—are you keeping up? The strategies that worked five years ago won’t work today. Save this now and follow for more job search insights! What’s been your biggest job search challenge? Drop it in the comments. Follow Prashha Dutra for more.

You applied to 100+ jobs but no interviews? Here's what's actually happening. Your experience is valuable. You're just invisible. Let me explain why, and how to fix it. When you apply online, your resume goes into a database called an ATS (Applicant Tracking System). Think of it like a massive filing cabinet. Now here's the key: Some recruiters don't read every resume. They search. Just like you search Google, they search their database: "Python AND data analysis" "SAFe AND agile transformation" "Tableau AND dashboard" If your resume doesn't have their exact search terms, you’re making it harder to get discovered. You're not rejected. You're just not found. But here's the secret: The job description often tells you EXACTLY what keywords they'll search for. It's like having the answer key. Example from a real job posting: If they say "Experience with Snowflake required"... → They'll search "Snowflake" → Make sure you write "Built data warehouse in Snowflake…" Not "cloud database" or "modern data platform." Use their exact words: Snowflake. I've mapped out 80 keywords that get candidates noticed in 2025: Top searches happening right now: • Python, TensorFlow, LangChain (AI roles) • Kubernetes, Terraform, Docker (tech leadership) • Power BI, Tableau, SQL (data leadership) • SAFe, Agile, DevOps (transformation roles) Your action plan: 1. Read the job description carefully 2. Circle every tool, platform, or methodology mentioned 3. Add those EXACT terms to your resume (if you have that experience) 4. Use them naturally in your accomplishments Example: Instead of: "Led team through digital modernization" You say: "Led SAFe agile transformation using ServiceNow and Jira, reducing delivery time by 40%" You have the experience. Now make it searchable. Your next role isn't rejecting you. It just hasn't found you yet. You’ve got this! 💡 Save this cheat sheet of 80 searchable keywords ♻️ Share to help someone in your network Follow me for more insider recruiting insights

If you’re job hunting in 2025, here are 3 things to pay extra attention to on your LinkedIn profile: ❌ Visa status: If you need sponsorship, you might be flagged or filtered out automatically. ❌ Career breaks: Gaps longer than 6 months might hide your profile in certain systems. ❌ Frequent job changes: Switching roles 2 or more times in under 3 years can lead to a lower ranking in recruiter tools. One of my clients ,  a senior TPM at a big tech company ,  recently told me that recruiters are now using those extra filters to rule out candidates. That really got my attention, so I did a little research myself. Here’s what I found: → TalentMine launched a Chrome extension back in February. Right now, over 12,000 recruiters are using it. The tool automatically flags candidates who are likely on an H‑1B visa. That means even if your profile is strong, the system might move it down the list just because of your visa status. → Lever, a popular recruiting platform, quietly added a new feature in April. It lets recruiters hide resumes that show a career break longer than 6 months. They say it helps them sort through applications 23% faster. → Greenhouse-RiskLens, a hiring tool, launched in May. It automatically lowers the ranking of applicants who’ve switched jobs 2 or more times in less than 3 years. Hiring teams say this saved them about 17% of recruiter time. I’ll be honest, I couldn’t stop thinking about these numbers: ✄ A March 2025 survey by SHRM showed that 61% of US tech recruiters said they filter out candidates who need visa support whenever they can ✄ 38% said they also avoid candidates with long gaps in their work history ✄ The Equal Employment Opportunity Commission has opened 11 new investigations this year into hiring algorithms that might be biased. For comparison in 2022 they had - 0. ✄ But at the same time 27% of people working in AI are immigrants and the US is expected to be short 1.2 million tech workers by 2026 according to BLS and Gartner. For many of my clients, especially women who’ve relocated, taken breaks, changed careers or left jobs during hard times, these filters create real challenges. They make it way too easy to ignore great candidates before even looking at them. If any of these apply to you, it’s not your fault, but it is important to know what you’re up against.