What Companies Really Look For… and Why Your “Open to Work” Banner Might Be Hurting You

Let me give you the real game for a second.

If you’re job hunting in tech right now, you need to understand something important. Companies and recruiters aren’t just scanning your resume. They’re reading the signals you’re giving off.

And like it or not, some of y’all are sending the wrong ones.

Here’s what hiring managers actually screen for, whether they say it out loud or not:

1. Stability

Two roles under a year back-to-back is a red flag. You don’t have to like that truth, but companies see short stints as high risk.

2. Pedigree matters

Strong schools and strong logos (FAANG, high-growth startups, well-known tech brands) still hold weight. It’s not fair, but it’s real.

3. Startup readiness

A ton of candidates say they want a startup role, but have zero track record working in fast, ambiguous environments. Companies want proof, not vibes.

4. Technical rigor

For engineers, clients want real CS fundamentals. Bootcamp + 1 year experience is not enough for most roles unless the company specifically says so.

5. Thoughtful career progression

Managers want to see ownership, promotions, increasing scope. Not constant lateral moves that look like panic jumps.

Now let’s talk about that banner.

The “Open to Work” Banner

Candidates get emotional about this one. But here’s the honest truth:

The green banner can make you look weaker than you really are.

Not because being open to work is bad, but because markets judge signals. The banner reads like:“I’m not getting inbound opportunities on my own, so I’m broadcasting it to the world.”

Top candidates rarely use it, and the industry knows it.

If you’re a strong engineer, designer, PM, data person, whatever – you don’t need it.Your profile, experience, and activity will get you inbound.

So if you’re serious about leveling up your opportunities:

Take the banner down. Clean up your profile. Make your resume airtight. Show the best of your experience without signaling desperation.

And most importantly:

Apply strategically. Present yourself like a top-tier candidate even if you’re still finding your footing. That’s how you get recruiters and founders to take you seriously.

If you want help positioning yourself so you actually get interviews, comment “help” or send me a message.

I’d rather you move like a high-value candidate than a hidden gem nobody sees.

Let’s get you hired.