# A reason, not just a result
Source: https://docs.gorodeo.app/a-reason
Every match comes with the context you need to decide — what the job involves, the company, the people, the pay and progression.
## Every match comes with its reasoning
A job title and a logo tell you almost nothing. Most tools hand you a list and leave you to do the digging — opening tabs, hunting for salary, trying to work out what the role actually is behind the buzzwords.
Rodeo gives you the reasoning up front. Every role your agent surfaces comes with a clear read on why it's worth your time, and the information you need to make the call yourself.
## What you'll see on each role
The day-to-day behind the job title, in plain English — not the copied-and-pasted spec.
Who they are, what they do, and what it's likely to be like to work there.
Context on the team and the people you'd be working with, so it's not a total unknown.
Honest signal on what it pays and where it could lead, so there are no nasty surprises.
## Decide before you spend an evening applying
The whole point is to save you from pouring hours into applications that were never right. Read the reasoning, glance at the detail, and you'll know in seconds whether a role is worth pursuing — or worth skipping.
Get roles that come with the full picture, not just a job title.
# Application Tracker
Source: https://docs.gorodeo.app/application-tracker
## Every application in one place
Job searching turns into a mess of spreadsheets, bookmarks and half-remembered deadlines fast. The tracker keeps the whole thing in one place, so you always know where you stand.
## What it does
Like a role your agent found? Save it to your tracker in a tap and keep it moving.
Found something on another site? Paste the link and it lives alongside everything else — one place for the lot.
Saved, applied, interviewing, offer — know the status of every application at a glance.
See what needs your attention so nothing slips through the cracks or misses a deadline.
## Your agent's in the loop
Because your applications and your agent live in the same place, it can actually help — prepping your CV for a role you've saved, reminding you about the one you keep putting off, or getting you ready for an interview that's coming up.
Keep every application in one place, with your agent helping you move each one forward.
# At university
Source: https://docs.gorodeo.app/at-university
## "Should I be doing this, or should I drop out?"
You're in your course and something's not clicking. You're not sure if you're bored, burnt out, on the wrong course, or if uni just isn't the right move for you right now. The stakes of getting it wrong feel huge.
### How Rodeo helps
Your agent helps you think it through honestly — what you'd be walking toward, not just what you'd be walking away from. It'll map out what staying looks like, what leaving looks like, and what concrete alternatives exist so you can make the call with the full picture.
***
## "I need an internship that'll actually lead somewhere."
First or second year, and you're starting to clock that the people who land good grad roles usually have something on their CV before final year. But the big-name internships feel gate-kept and the small ones are hard to find.
### How Rodeo helps
Your agent finds internships that fit your degree, your interests, and the direction you're pointing toward — not just the ones everyone on LinkedIn is already applying to. It'll help you tailor each application and flag earlier-stage companies where the work is real and the responsibility is higher.
***
## "Final year's coming and I have no idea what's next."
You're on track to finish your degree and the "so what are you going to do?" questions have started. You don't have an answer and the grad schemes all seem to want one.
### How Rodeo helps
Your agent works through it with you — what your degree actually sets you up for, what you've enjoyed, what you haven't, and what kinds of roles match the life you want. You come out with a shortlist of directions and a plan for the next six months, not a panic.
***
## "How do I stand out when I don't have much to show yet?"
You've got decent grades and some part-time work but not the internships, societies, and "leadership experience" that every application seems to expect.
### How Rodeo helps
Your agent helps you reframe what you've actually done — retail, hospitality, tutoring, side projects, looking after siblings — into the skills employers actually care about. Then it points you at short, high-leverage things you can do *now* to strengthen your profile before application season.
# Beyond dumb matching
Source: https://docs.gorodeo.app/beyond-dumb-matching
Rodeo reads every posting and reasons about fit, the way you would — not keyword-matching, actual thinking.
## Keyword matching is why your feed is full of rubbish.
Most job boards match on words. Your CV says "marketing", the posting says "marketing", so it's shown to you — along with a thousand other people and a pile of roles that aren't remotely right. That's dumb matching, and it's exhausting.
Rodeo doesn't do that.
## It reads the job, then thinks about you
Your agent goes through postings the way you would if you had infinite time and patience. It actually reads each one — the responsibilities, the seniority, the team, what they're really asking for — and reasons about it against everything it knows about you.
* **Your skills** — what you can genuinely do, not just what's listed on your CV
* **Your experience** — where you've been and what it set you up for
* **Your ambitions** — where you told it you want to go next
The result is a shortlist of jobs that move your career forward, drawn from hundreds of thousands of verified, live roles — with the noise, the fakes and the near-misses stripped out.
## Quality over quantity
The point isn't to show you the most jobs. It's to show you the right ones. A short list you'll actually apply to beats an endless feed you'll scroll past every time.
Tell your agent what you're after and let it do the reading.
# CV Tailoring
Source: https://docs.gorodeo.app/cv-tailoring
## A CV built for the job in front of you
The same CV rarely works for every role. Tailoring each one properly is the advice everyone gives and nobody has time for. Your agent does it with you.
Because it already knows your background from your onboarding call and everything since, it can shape your CV for each specific application — pulling the right experience forward, matching the language of the role, and cutting what doesn't earn its place.
## Honest by default
Here's the important bit: Rodeo won't make things up. If it doesn't know something that would strengthen your application, it asks you rather than inventing it. Every word on your CV is still true, and still yours.
It highlights what matters for this role and quietly parks what doesn't.
It mirrors what the posting is actually asking for, without keyword-stuffing.
Missing detail? It asks you a quick question instead of filling the gap with fiction.
You see every change and stay in control. Nothing goes out that you haven't signed off.
## Faster, and better
Tailoring a CV by hand for every application is why so many people give up and spray the same generic one everywhere. Let your agent do the heavy lifting and you'll send stronger applications in a fraction of the time.
Put your best, honest self forward for every role.
# FAQs
Source: https://docs.gorodeo.app/faqs
We are a small team of experienced builders based in London with a mission to make life easier for job seekers. We are backed by leading angels and VCs who share our vision of a fairer, more efficient jobs market.\
\
If you would like to learn more or get in touch, you can find us on LinkedIn [here](https://www.linkedin.com/company/gorodeo).
Rodeo is a suite of tools to help you:
* Plan your career (figure out where you want to go and how to get there)
* Find real, live job opportunities (updated regularly)
* Nail your applications (CV, cover letters, interview prep)
Rodeo is modular, so you can use only what you need depending on your situation. We are constantly shipping improvements. If you have feedback or ideas, contact us at [hello@gorodeo.app](mailto:hello@gorodeo.app).
The job market is changing fast. Job titles, hiring processes, and even the best advice can look totally different from one year to the next. At the same time, AI is reshaping how people apply and how companies hire. We built Rodeo to help workers navigate this shifting landscape with practical, up-to-date support, and to make the market for work fairer, more transparent, and more efficient.
[Read more](/introduction/why-we-built-rodeo)
1. **Tell us about you**: upload your CV, review our suggested career paths and chat to our AI recruiter about your needs and preferences.
2. **Build your profile**: we create a profile of your skills, experience, ambitions, and constraints (for example remote or hybrid needs, industries, salary range). You can review and edit this at any time.
3. **Explore options**: we suggest relevant roles and potential pathways that fit your profile.
4. **Apply with confidence**: we help you create tailored, authentic applications and prepare for interviews.
[Read more](/introduction/how-rodeo-works)
Rodeo is built to help anyone who is working or looking for a job in the UK, whether you are actively searching right now or planning your next move. We are focussed on the UK only for now as this allows us to specialise in a deep understanding of the jobs market.
Yes. We use AI to help:
* Analyse and summarise your CV and experience
* Identify potential career paths and roles you may be a fit for
* Engage with you via our AI powered agent
* Draft and improve application materials (CV bullets, cover letters, interview answers)
You stay in control. You can edit everything, and we will not share your information with an employer without your explicit consent.
We source hundreds of thousands of jobs directly from company pages. We check job postings and update them daily to try to ensure that only genuine, live jobs from real companies are included.
No. Rodeo helps you get organised, prepare strong applications, and apply with confidence. There are some tools out there that will promise to apply on your behalf - we do not think this is good for you or the jobs market. Automated applications are often poor quality and easy to identify.
Rodeo is free for candidates. We believe finding a job is hard enough without paying for basic tools.
We are building Rodeo so it works for candidates first, and we will always be transparent about how we operate. We are currently focussed on reaching scale. In the future we may monetise the product by charging businesses for verified applications.
We take data security seriously. Your personal data is stored securely and only shared with companies if you explicitly consent. You can update or delete your information at any time.
# Graduating
Source: https://docs.gorodeo.app/graduating
## "I've applied to everything and heard nothing back."
You did the rounds — the big grad schemes, the assessment centres, the video interviews — and came out the other end empty-handed. The obvious paths are closed and it's starting to feel personal.
### How Rodeo helps
Your agent looks beyond the well-trodden grad scheme route and finds the roles, early-stage companies, and alternative entry points that fit you. It also helps you work out what's going wrong in applications and interviews, and rebuild from there.
***
## "I got the offer but I don't know if I should take it."
Something came through. On paper it looks fine. But you're not sure if it's the right move, if the pay is fair, or if holding out for something better is smart or stupid.
### How Rodeo helps
Your agent helps you think it through — what the role actually is, how it compares to the market, what it sets you up for next, and what you'd be trading off. It won't make the call for you, but it'll make sure you're making it with the full picture.
# Hiring with Rodeo
Source: https://docs.gorodeo.app/hiring-with-Rodeo
Pre-screened candidates who've told us they want your role. No agency fee, no job ad, no CV pile.
You're probably here from an email about a candidate. This page is the full picture: who we are, where that person came from, and what happens if you reply.
## The short version
Rodeo is a personal career agent for jobseekers. Candidates have a proper conversation with it about what they actually want — the role, the place, the money, the direction — and Rodeo, their agent, goes and finds them work. Sometimes that means applying to advertised jobs. Sometimes it means approaching a company directly, which is why you heard from us.
When we email you, it's because one specific person on Rodeo matches a role you're hiring for. We send their profile without their name on it. If they look right, you reply, and we introduce you.
**No fee. No contract. No job ad to write.**
Reply to the email you received, or write to [**hello@gorodeo.app**](mailto:hello@gorodeo.app) and a human being will come back to you.
## Why the profile is anonymous
Three reasons, and none of them are gimmicks.
**Most of our candidates are being discreet.** Plenty are in a job, or on a placement, or haven't told anyone they're looking. Sending their name to a stranger before they've agreed to it would be a betrayal of the thing they came to us for.
**You judge the work, not the name.** No name, no photo, no university at the top of the page. Just what they can do and what they want.
**It keeps us honest.** We can't pad a list with names scraped off LinkedIn, because there are no names. Every profile is somebody who has spoken to Rodeo and asked us to approach employers on their behalf.
## What you actually see
Before you reply, the profile gives you:
* The role they're targeting, and why
* Skills and experience, with specifics rather than adjectives
* Location, and whether they'll commute or relocate
* Salary expectation
* Availability and notice period
* What they want out of their next job
When you tell us you'd like to speak to them, we confirm with the candidate and send you their name, CV and contact details. From that point it's a normal hiring process — your interviews, your decision, your offer.
## How it works
Around ten minutes, by voice or chat. Not a form. Rodeo asks what they've done, what they're good at, what they'll take and what they won't.
Role, level, location, salary floor, hard constraints. If a candidate says they won't move to Manchester, they don't get matched to Manchester.
We look at what you're recruiting for and check it against the brief properly — not on job title alone.
One short, simple email.
Within one working day. Interview them however you normally would.
## What it costs
**Nothing.**
We're early, we're building out the employer side of Rodeo, and the thing we need most right now is hiring teams who'll engage with real candidates. So: no placement fee, no per-candidate charge, no card details, no minimum commitment.
The only thing we ask for in return is feedback. Was the profile right? What was off? Would you take another? That's what makes the next match better.
Free means free. If we ever introduce pricing, it won't apply retrospectively to anyone we've already introduced you to.
## How this compares
| | Recruitment agency | Job board | Rodeo |
| ------------------------ | ------------------------------------------------------------------ | --------------------------------- | ------------------------------------ |
| **Cost** | Typically 15–25% of first-year salary | Per-ad, plus more to stay visible | Free |
| **Who you hear about** | Whoever's on their books or who replied to a cold Linkedin message | Whoever finds your ad | People matched to your specific role |
| **Volume** | A shortlist you didn't shape | Hundreds (!) of applications | One at a time |
| **Candidate Engagement** | Variable | Variable | They opt in before we email you |
## Common questions
No. Nobody here is on commission and we don't take a cut of anyone's salary. Rodeo works for the candidate — they're the ones who asked us to get in touch with you. You benefit because the person on the other end genuinely wants the job.
They come to us directly, mainly through word of mouth and Google. We don't buy CV databases and we don't scrape.
Every candidate has a full conversation with Rodeo before a profile exists, and we check what's on their CV against what they've told us. We only send a profile when the match against your role is real.
To be straight with you: we don't do reference checks or right-to-work verification. That's still your process, same as any other hire.
Yes, explicitly. Rodeo only approaches an employer when the candidate has asked it to. Nothing goes out without them opting in, and they can pull their profile at any time.
Tell us and we'll stop. Or give us the roles you expect to open in the next few months and we'll come back when we have someone good, rather than when we happen to email.
Yes, and it's the fastest way to get value out of this. Send us what you're hiring for — title, location, salary, must-haves — and we'll match against it.
We use them to contact you about candidates. We don't sell them, we don't publish a list of employers, and one email telling us to stop is enough.
Introductions go out within one working day of you saying yes.
Not yet, but we're considering building it. If you're interested in this, email [hello@gorodeo.app](mailto:hello@gorodeo.app)
## Get in touch
Reply to the email that brought you here, or write to [hello@gorodeo.app](mailto:hello@gorodeo.app).
Useful things to include:
* The roles you're hiring for now
* Location and salary range
* Anything that's a hard no
One working day to a reply. Free to try, and nothing to cancel if it isn't for you.
# Interview Preparation
Source: https://docs.gorodeo.app/interview-preparation
## Coming soon
We're building interview prep into your agent — practice for the questions you'll actually get, research on the company and the people you'll meet, and a calm plan for the day itself.
It's not live just yet, but it's on the way.
In the meantime, our guides have you covered:
Game-day guidance to help you smash it.
Prepare your answers to the questions that come up again and again.
Practical ways to steady yourself before the big day.
40+ examples and how to nail your response.
# How it works
Source: https://docs.gorodeo.app/introduction/how-it-works
Rodeo is your very own career agent, truly personalised to who you are and what you want. It's purpose built to help you make sense of the job market, understand your options and then help you achieve whatever goal you are chasing.
Here's how it works, start to finish.
## The short version
Upload your CV, then jump on a 10–15 minute call — more like chatting to a supportive mentor than filling out a form.
Your call becomes a personal brief that captures what you're good at, what you actually want, and what you're ruling out. You own it, you can edit it, and you can share it.
Your agent matches your brief against live roles and surfaces the ones that genuinely fit. No spray-and-pray listings, no "entry-level, 5 years experience required."
As new roles are posted and as you learn more about what you want, your matches get sharper. Rodeo nudges you when something worth your time shows up.
## Step 1 — The onboarding call
The call is the heart of Rodeo. It's the thing a form can't do.
When you sign up, you'll upload your CV and then book in a voice call with our AI. The call takes about 5-10 minutes, and you can do it from your phone, walking around your kitchen, in your pyjamas — however you think best. Your CV gives the AI a head start on your background, so the conversation can skip the basics and get to the stuff that actually matters.
The AI isn't reading from a checklist. It's trying to understand you: what you've done, what you liked and didn't like about it, what you're curious about, what's non-negotiable, what's genuinely off the table. It'll push gently on vague answers and back off when you want to move on.
You don't need to prepare. Most people do their best thinking out loud, and that's exactly what the call is for.
### Why voice, not a form?
Typing makes you edit yourself. Talking surfaces the stuff you didn't know you knew.
"What do you want to do?" is a terrible multiple-choice question. It's a conversation.
15 minutes of talking gives us more to work with than 45 minutes of dropdowns.
Most people finish the call saying it was genuinely useful — like a free session with a career coach.
## Step 2 — Your career brief
After the call, Rodeo turns the conversation into a **career brief** — a short, readable document that captures who you are professionally.
Your brief includes things like:
* The kinds of roles you're a fit for (and why)
* Your strengths, in language you'd actually use about yourself
* What you're looking for in a job — culture, pace, autonomy, pay, location
* What you're explicitly ruling out
* Open questions you're still figuring out
The brief is yours. You can read it, edit it, and share it — with a friend, a parent, a mentor, anyone you want feedback from. A lot of people tell us the brief alone is worth showing up for.
It's also the thing that powers every match we send you. Which brings us to the next step.
## Step 3 — How matching works
This is where most job sites fall over. Keyword search on a CV means you see every role that happens to mention "Python" or "marketing," whether or not it's right for you.
Rodeo does something different.
Every role on Rodeo is analysed by the same AI that interviewed you — so it understands what the job is actually asking for, beyond the buzzwords.
Not just skills. We look at seniority, working style, sector fit, compensation expectations, and the things you've told us you don't want.
You don't get 200 results. You get a short list of roles that make sense, with a clear explanation of why each one matched.
If a role looks like a great fit on paper but clashes with something in your brief — say, it's fully in-office when you told us remote is a hard requirement — we won't surface it. We'd rather show you fewer, better matches.
## Step 4 — What happens over time
Rodeo isn't a one-shot thing. The longer you use it, the better it gets.
* **New roles come in daily.** When something matches your brief, we'll email you — not a digest of 40 jobs, just the ones worth your attention.
* **Your brief evolves.** You can update it anytime. Changed your mind about location? Figured out you hate sales? Edit the brief, and your matches adjust.
* **You can book another call.** Life moves. If you've had a big shift — finished a degree, quit a job, picked up a new skill — you can redo onboarding and start fresh.
## Frequently asked
Yes — you'll upload your CV as part of signing up. It gives the AI context on your background so the onboarding call can skip the basics and focus on what you actually want. Don't stress about it being polished; we're reading it for signal, not judging the formatting.
You do. Employers only see your brief if you apply to a role, and you can see exactly what gets shared before you hit send.
Yes. Rodeo is free for job seekers. We make our money from employers when a hire works out.
Especially yes. Rodeo is built for people who don't have a career playbook. The onboarding call is designed to help you figure it out, not just match you against things you already know you want.
Early-career roles across a wide range of sectors — startups, creative industries, professional services, skilled trades, apprenticeships. If you're between 18 and 30 and looking for something real, you'll find roles worth your time.
About 10 minutes for the call, plus a few minutes to read and edit your brief. You can be matched to roles the same day.
## Ready to start?
Upload your CV, then 15 minutes on the phone. You'll leave with a career brief worth keeping, whether you use Rodeo after or not.
# Quickstart
Source: https://docs.gorodeo.app/introduction/how-rodeo-works
Get started in less than a minute.
Rodeo flips job searching on its head. No more staring at empty search boxes or scrolling through irrelevant listings.
It learns what you actually want from your career, identifies the role you should be chasing, then finds it for you, all while keeping you in the loop every step of the way.
## Follow these steps to get started
The more information you give Rodeo, the better the help you will get.
Head to the Home tab and upload your CV or just drop it into the chat.
This is the foundation of how Rodeo works. Rather than asking you to fill out endless fields, Rodeo reads your CV and extracts your experience, skills, and background automatically. It uses this information to build your profile and, later, to match you with relevant opportunities.
A few things worth noting:
* You can update or refine your profile at any point. The goal here is simply to give Rodeo a solid starting point.
* Use the most recent version you have, even if it's not fully polished.
With your background in place, the next step is to tell Rodeo where you want to go.
You'll be asked to select the career paths or ambitions that interest you. That might mean continuing on your current trajectory, exploring a different direction entirely, or keeping a few options open while you weigh things up.
This matters because Rodeo uses your career ambitions to shape the opportunities it shows to you, so what you see is aligned with where you actually want to head, not just where you've already been.
Ask question
It's worth being honest with yourself at this stage. Choose the paths that genuinely interest you rather than defaulting to the obvious. You can revisit and adjust these at any time.
Now it's time to get specific. You've got the big picture - your background and your career ambitions. This step narrows that down into a practical, focused search.
Chat to Rodeo to set your preferences for things like location, remote or on-site working, salary expectations, company size, and industry. The more precise you are, the more relevant your matches will be. We recommend the voice call for this stage as it's a lot quicker and easier to say what's on your mind rather than hitting the keyboard.
Think of it this way: Steps 1 and 2 tell Rodeo what you can do and what you want to do. Step 3 tells it what works for your life right now. Together, they give Rodeo everything it needs to find roles that genuinely fit.
## What Happens Next
That's the setup done. Three steps, a few minutes of your time, and Rodeo now has a clear picture of what you're looking for.
From here, Rodeo works in the background by surfacing relevant roles, keeping you informed when strong matches come up, and refining its understanding of your preferences as you go. No endless scrolling through listings that don't apply. No starting from scratch every time you search.
Your job search is set up. Rodeo takes it from here.
# Welcome to Rodeo
Source: https://docs.gorodeo.app/introduction/welcome-to-rodeo
Rodeo is an intelligent, personalised career guide helping you take control of your career.
![Header]()
## Your career will shape your life. Choose wisely.
Your happiness. The people you spend time with. The holidays you take. Where you live. The house you come home to.
Your career shapes all of it but working out your options and choosing a direction is hard, particularly if you're right at the beginning of your journey.
## The world is changing faster than ever. Finding the right job has never been harder.
AI is transforming the jobs market . The number of applications is exploding and many look suspiciously similar. The flood of applications has forced companies to shut down job postings in days rather than weeks and automate their initial screening process entirely. Job titles are inconsistent and confusing. Employers are looking for new skills but this is often poorly understood. Traditional roles are becoming obsolete and new ones are being created. Traditional job boards are stuck in the past and littered with fake job postings.
We are building Rodeo to tackle these problems.
## Rodeo is an intelligent, personalised career guide helping you take control.
Use Rodeo to explore your career options, find roles that truly suit you and present your best self through the application process.
Whether you are just curious and exploring your options or looking to start work right away, Rodeo listens to you and learns what you want before helping you navigate a path through your next job and beyond.
Rodeo reviews your CV and listens to what you want from your career. You can ask for guidance and judgement-free advice to help with difficult decisions. Once you know what you want Rodeo sees what's out there and sends you jobs to help you move forward. And it's completely free.
### Explore potential career paths
Deciding what job to do is one of the biggest, most impactful decisions you make in life. Yet many of us still end up limited to a small range based on what and who we know.
Rodeo helps you figure out your skills, experience and ambitions, consider all the potential options open to you and map out a concrete plan of action with clear next steps to get to where you want to be in the future.
### Find the perfect job
Once you have a clear idea of what you want to do, the next step is to start finding the right opportunities. This can be harder than it sounds - job titles are often inconsistent or unclear; job boards are often full of fake postings; and after just a couple of days employers are often so inundated with applications that it can be hard to stand out.
Rodeo can help you by sourcing roles that match your experience, skills and ambitions directly from a databased of hundreds of thousands of verified, live jobs
### Get the offer
Gone are the days when dropping off your CV and Cover Letter were all it took. Today application processes are likely to involve multiple rounds of reviews, assessments and interviews, many of which might involve AI rather than people. To have a chance of getting through the gauntlet you need to understand how the application process works. AI can also be a useful tool in helping you present yourself but it needs to be done responsibly.
Rodeo can help preparing your CV and Cover Letter, researching the company and key people, tracking all of your applications and preparing for interviews.
# Why we built Rodeo
Source: https://docs.gorodeo.app/introduction/why-we-built-rodeo
AI has broken the jobs market. Rodeo is trying to fix it.
**Jobseekers** are firing off hundred of applications. Few [even get a response, let alone an interview](https://standout-cv.com/stats/job-interview-statistics). Inevitably many jobs turn out to be fake and the applicant’s data is shared with [scammers and spammers](https://www.indeed.com/career-advice/finding-a-job/how-to-know-if-a-job-is-a-scam).
**Employers** meanwhile are inundated with applications. Many are from [bots or people in entirely different countries](https://www.forbes.com/sites/jackkelly/2025/04/11/fake-job-seekers-are-exploiting-ai-to-scam-job-hunters-and-businesses/). [Wading through this](https://tribepad.com/article/recruitment-insights-applications-per-job-up-286-yoy-uk-job-market/) to find real, qualified, motivated applicants has become slow and arduous.
In short, the market is failing in its primary purpose of connecting real people to real jobs. Both sides have a lack of trust and both sides are drowning in noise.
## How did we get here?
To understand what is happening we need to look back a few years and understand how the economics work.
In 2004 I applied for my first job, a Saturday shelf stacker at the local Co-op. I completed a paper application form, dropped it off in person, and was given a short interview by the manager straight away.
By the time I was applying for banking internships in 2008 applications were thankfully online. Each one required a CV, Cover Letter and responses to several written questions. The first one took the best part of a day, each additional one several hours.
Back then applying for jobs took time and as a result it was an indication of commitment. Companies knew that applicants were serious and therefore took them seriously. Applicants knew their applicantion would be given proper consideration so were prepared to put the time in. It worked.
Fast forward a few years and two jobs boards were dominating the UK market: Linkedin and Indeed. Both platforms allowed companies to post jobs, usually for free, and then charged them to promote their listing.
The metric for success was the number of applicants. Initially this made sense - if each applicant has a 1/10 chance of being a good fit, 10 applicants means a 65% probability of success and 50 applicants means a 99.5% chance. The jobs boards therefore worked hard to remove any friction: applications felt more like an onboarding flow, designed to maximise conversion and minimise clicks. 1 click apply was born.
Unsurprisingly if you make it easier to apply for jobs, people will apply to more jobs and give less thought to each one. They will spray and pray.
The result was an explosion in the number of applications. Users on Linkedin and Indeed could submit dozens of applications in a few minutes, and they did. Even if the applicant didn’t fit all the requirements or wasn’t in the right area or was only half-heartedly looking why not apply with a single click and see what happens?
Once some applicants started doing this it became harder for others to get noticed. Soon most applicants were submitting far more applications.
This posed a problem for employers: how could they sift through hundreds of applicants to find the ones that actually were actually qualified and serious? Doing so manually involved hours of laborious, repetitive work.
Laborious, repetitive work is what AI likes best. It is no surprise therefore that HR departments, inundated with hundreds of applications, turned to AI tools to do the heavy lifting.
Automated reviewing tools, often integrated in Applicant Tracking Systems (ATS), reviewed applications and matched them against the requirements (increasingly also written with the help of AI).
Applicants started noticing this and responding accordingly. If your application is going to be read not by a human but by AI, then it changes how you approach the task.
At the end of my CV I used to mention my interests, including running ultramarathons. More than once this led to lengthy discussions with similarly inclined interviewers to the point where I’m pretty sure it helped me get the job. With an AI reviewing I would have been better-off adding a string of keywords instead.
Who best to advise applicants on how to tailor their applications for AI review? You guessed it, AI. With the release of ChatGPT in 2023 jobseekers started asking AI to edit or even write their CVs, Cover Letters and other applications for them. Soon there were a whole range of free and paid tools for tailoring applications to specific jobs.
Once AI could draft my application, it was a small step to ask it to find the jobs and hit submit as well. Enter zero-click apply. In the last month one such tool has applied for hundreds of jobs for me without my lifting a finger (well, actually it’s applied for John Smith).
Applications per job have unsurprisingly gone through the roof. The chances of getting an interview has diministed further. Any jobseeker not using AI is probably only able to submit a few applications each day which will likely get drowned out in the noise.
And companies? If their metric for success is the number of applicants per job then happy days. Unfortunately however that 1/10 chance of an applicant being a good fit isn’t fixed. Many jobseekers barely know what they are applying for. A 1/1000 chance now seems more probable. Find that 1, even with AI, is a long and painful process.
No one can afford not to use AI but the net impact of AI on both sides of the market has been to make the experience worse for everyone.
# What is the solution?
## The first step is to rebuild trust
**Jobseekers** need to be able to know that jobs are real and it is worth their time to submit a real application
**Employers** need to be able to identify who the real, motivated and qualified applicants are so they can invest time and energy in assessing them.
We are building a new job board where all companies and all applicants must be verified. This is in everyone’s interest (except for the spammers and scammers of course).
## Quality not quantity
Job hunting is hard and can be demoralising. Submitting an application feels productive. But there is a danger that jobseekers fall into the same trap as employers of thinking that volume of applications is the benchmark for success.
Fewer serious job applications rather than hundreds of half-hearted ones would be good for both job seekers and employers.
## AI can play a valuable role but it should be a co-pilot not an agent
There are aspects of job hunting where AI can play a valuable role - searching jobs boards for suitable roles, preparing documents for submission, tracking application, reminding people to send follow-up emails, preparing for interviews. But this should be an assistant to, rather than a replacement for, the applicant.
## AI has broken the jobs market. Rodeo is trying to fix it.
[Get in touch](mailto:hello@gorodeo.app) to tell us more about your experience and give us feedback or ideas about how we can help.
# Leaving school
Source: https://docs.gorodeo.app/leaving-school
## "Uni, apprenticeship, or something else?"
Everyone's telling you something different. Your teachers are pushing UCAS, your parents have opinions, and the people who actually chose apprenticeships or gap years aren't the ones giving the careers talks.
### How Rodeo helps
Your agent starts with a conversation about what you actually want — how you like to learn, what you'd enjoy doing day-to-day, what your financial situation looks like. From that, it lays out the routes that genuinely fit you (with the trade-offs honestly named) rather than defaulting to "go to uni."
***
## "I want an apprenticeship but I don't know which ones I'd have a shot at."
You've decided you'd rather learn on the job than rack up debt. But apprenticeship listings are scattered across dozens of sites, the applications are fiddly, and you're not sure which ones are realistic.
### How Rodeo helps
Your agent surfaces live apprenticeship openings that fit your profile, explains why each one is worth going for, and helps you tailor your application and prep for the interview when you find one you want.
***
## "I'm not going to uni and I don't know what that looks like."
You've ruled out the university route — cost, not sure what you'd study, or it just isn't for you — and now you're staring at the alternative without much of a map.
### How Rodeo helps
Your agent builds you a plan that treats "not uni" as a real path, not a fallback. That means apprenticeships, entry-level roles at companies that train, trade routes, self-employment options — matched to what you're actually into and what you're good at.
# Onboarding call
Source: https://docs.gorodeo.app/onboarding-call
## Talk for five minutes. Skip the forms.
Most career tools open with a wall of dropdowns and a CV upload, then guess who you are from your keywords. Rodeo does the opposite. It starts with a proper conversation.
Tell your agent what you're good at, what you actually care about, and what you want next. That's it. By the end of the call it understands you well enough to start finding real matches, not just anything with the right buzzwords.
Hop on a quick call with your agent, or chat if you'd rather type. Under five minutes.
What you've done, what you're into, what you'd never do again, and any dealbreakers on pay, location or hours.
The moment you hang up, your agent starts searching, reading and matching. No waiting around.
## What it'll ask about
Nothing scary, and nothing you need to prepare for. Expect the sort of questions a genuinely helpful friend would ask:
* What you're doing now and how you got here
* The stuff you're good at, and the stuff you'd happily never touch again
* What "a good job" actually means to you — money, people, learning, flexibility
* Where you are and how far you'll travel or whether you want remote
* Anything on your mind about the search so far
## You don't need it all figured out
Plenty of people arrive with no clear plan, and that's completely fine. The call is just as useful for working out what you want as it is for acting on it. Come as you are.
Have the conversation, and let your agent take it from there.
# Overview to Guides
Source: https://docs.gorodeo.app/overview
Browse our guides to help you find and get the job you want.
# Search
Tools, tricks and strategies for turning job applications into interviews.
Help with changing jobs in 2026.
# Apply
A step-by-step guide to building your master CV and tailoring it for a specific job.
Learn how to write a base template that you can quickly tweak for every job.
# Interview
Game day guidance to help you smash the interview.
Use these templates to help prepare your answers for your upcoming interview.
Practical guidance that will ease your nerves come game day.
40+ example questions and how to nail your response.
Best practices including templates that will help you get job offers.
# Negotiate
Best practices to ensure you avoid any pitfalls.
A step-by-step guide to help you maximise your pay in a new job.
Strategies for success.
# Recently graduated
Source: https://docs.gorodeo.app/recently-graduated
## "I graduated and I'm stuck — working retail / living at home / nothing sticking."
You finished your degree months or years ago. You've had jobs but nothing that feels like *the* thing. The gap between where you are and where you thought you'd be keeps growing, and LinkedIn makes it worse.
### How Rodeo helps
Your agent starts fresh — not from your degree, but from who you are now, what you've actually done, and what you want the next year to look like. It builds a realistic plan to get you onto a path that's going somewhere, and stays with you as you work through it. No judgement about the gap, no pretending you're still a fresh grad — just the next real step.
# How to ask for a pay rise
Source: https://docs.gorodeo.app/resources/How-to-ask-for-a-pay-rise
Strategies for success.
If you want a pay rise, you’ve got to prove:
* You're doing more work than your employer realises
And / or
* Your work is worth more than what you’re getting paid.
If neither is true, you need to ask your manager what would have to happen for you to get a raise.
We will be going through strategies on how to approach each scenario.
### **Arguments for an increase in salary**
The more reasons you can include in your request, the more leverage you will have to get what you want.
Here is a list of reasons why you deserve a raise:
**Consistent performance**
You have consistently met or exceeded performance expectations and deliverables over a long period of time (6-12 months).
You’ve received positive feedback from colleagues, managers, or clients due to the great work that you do.
**Increased workload**
*“Gone above and beyond, consistently.”*
You’ve taken on extra duties beyond your initial job scope. Your workload has increased significantly, either due to company growth or downsizing in other areas.
You’ve shown consistent adaptability and flexibility, such as taking on different shifts, working overtime, or adapting to new company technologies.
**Increased living costs**
Due to inflation and the rising cost of living, a raise is needed to maintain your current standard of living.
**Professional development**
You’ve acquired new skills or qualifications since your last salary review - and your employer is directly benefitting.
You’ve invested time and resources in professional development, attending workshops, or earning certifications.
You possess a unique skill or talent that's hard to find or replace in the market.
**Comparative salary**
Your pay is below the market rate for your role, skills, or location.
**Company's financial health**
The company has been performing well financially, and employees should be rewarded for their part in that success.
**Impact / cost savings**
You’ve made a notable positive impact, such as bringing in substantial revenue, saving costs, or innovating processes.
You’ve introduced measures or strategies that have resulted in significant cost savings for the company. In many scenarios, giving you a slice of the enormous pie you baked is warranted.
**Reduced turnover costs**
Hiring is expensive. Investing in current employees is cheaper than hiring and training new ones. If you have made changes to employee training or helped retain employees in any way, you have saved your company thousands.
**Leadership**
You’ve effectively mentored or led a team, improving overall productivity or morale.
**Special projects / proactivity**
You’ve successfully managed and executed special projects.
You’ve shown initiative in solving problems, suggested and implemented improvements, or launched new projects that helped the company make money, save money, or a combination of both.
**Specialised knowledge and expertise**
When you’re just so goddamn good at your job and know that the company would go up in flames if you ever left, then you’ve got leverage to ask for a raise.
This specialised knowledge comes in many different forms, such as having exceptional relationships with key clients, being able to solve hard problems fast, and knowing things that would be very difficult for anyone to try pick up and learn. You’re the single point of failure.
**Contractual obligations**
Some contracts or agreements might stipulate periodic pay reviews or raises based on certain conditions being met.
**Take stock**
Examine the above list and pinpoint what matches your experience. The more reasons you can use from the list, the better your chances at getting the raise. I will be providing you with sample scripts to use as a guide, but it will be on you to blend together all of the reasons you deserve to be paid more.
### **When to ask for a raise**
* Find out how raises work at your company. Talk to HR, your manager, and your colleagues. Gather information from as many sources as possible.
* Open up the conversation with, *“I want to learn more about how the company’s salary structure works.”*
* Read through your employment contract and company handbook. For example, at larger companies you may be restricted to getting a raise at yearly performance reviews.
* Where there is less structure, for example at a startup, it may be more advantageous to ask for a raise after a big accomplishment or a key project is wrapped up.
### **What your pitch should include**
**A reference to your good work**
When going for the ask, highlight your achievements, your notable work, additional tasks undertaken, projects you’ve contributed to, and where possible, quantify the value you’ve added to your employer.
For example:
*“I do X, Y and Z which frees up \[your manager / team / supervisor] to focus on more challenging projects.”*
*"In the past year, I've led projects that have directly contributed to an additional \[Number]k in revenue and received positive feedback from both clients and teammates. Here’s a copy of all \[hand physical proof].”*
**Your future plans**
In your pitch, reference any upcoming initiatives, projects, or strategies, showcasing your dedication and plans for continued value addition.
*“My recent certification in \[Skill/area] has positioned us to tap into new markets, and I've got plans to further streamline our processes in the upcoming quarter.”*
**Evidence that you’re underpaid**
This could include:
* **Agency insights:** information from agency recruiters about industry averages and offers.
* Peer feedback: conversations with peers in similar roles or industries.
* **Online data:** salary averages and ranges from platforms like [Payscale.com](https://payscale.com/) or [Salary.com.](https://salary.com/)
* Job listings: salary ranges from recent, relevant job postings in your field.
* Comparative value: benefits and perks at rival firms are more lucrative, showing a discrepancy between your current package and the market.
**Your ask**
Don’t just say you want a raise. Clearly state the exact amount you want.
**Flexibility**
While this is an ask, it’s worth being open to engage in dialogue. Sometimes your employer might entice you with benefits or perks to sweeten the deal if a raise is not an option right now.
### **Going for the ask**
Your case is going to be supported by:
1. References to your good work.
2. References to your plans for the future.
3. Evidence that you’re underpaid (this might not always be possible).
4. A request for a specific amount of an increase in salary.
Here's how you can phrase these **4 elements** in a discussion with your manager:
Some of this information will be repeated in later scenarios to illustrate how you can incorporate each element into the discussion.
**(1) References to your good work**
\_“I'd like to have a chat about my role at the company and my salary package. Over the past \[time period, e.g., "year"], in addition to my regular duties, I've taken on \[specific additional duties, e.g., "managing the new team," "overseeing the XYZ project," "implementing new software to streamline processes," etc.]. \_
*I've also been involved in \[Specific Project or Task], which, as you might recall, led to \[Specific Result or Benefit, e.g., "a 20% increase in customer engagement"].”*
(2) \_References to your plans for the future \_
*“Looking ahead, I have several initiatives planned which I’m excited for. I'm aiming to \[specific future goals, e.g., "introduce a new analytics system that could further enhance our marketing strategies," "lead a cross-departmental project that is projected to improve operational efficiency by 20%," or "expand our client base into emerging markets, which has the potential to grow our revenues significantly"].”*
**(3) Evidence that you’re underpaid (this might not always be possible)**
*“I've gathered insights from \[Reference conversations you had with peers, people who hire for your position, recruiters, etc.] at companies like \[Rival company name] and \[Another Rival company name]. It seems that the average salary for someone with similar responsibilities to mine is \[mention a specific salary or range]."*
*Furthermore, job listings at \[Rival company 1] and \[Rival company 2] support these findings, as do the average rates from industry benchmark salary reports on \[Website Names].*
**(4) A request for a specific amount of an increase in salary**
*“Given the impact I’ve had on our company's recent success and with the market research I've conducted, I believe a salary increase of \[Number]% would be both fair and in line with industry standards.”*
### **Handling rebuttals**
If your manager says *“Sorry, it’s not in the budget”*, counter by reiterating your commitment to the company and referencing the fair market rate:
*“As I said, I’m enjoying the projects I’m working on and I’m excited about what’s ahead with \[Reference an important objective you're working towards], but we need to make an adjustment so there is a fair number for both of us here, one that recognises both my commitment and the market rate for my role and skill set."*
If it doesn't go anywhere, **it may be worth exploring benefits or perks:**
*"If we can't move on my base salary, I’d like to know what are the areas that are negotiable? Would you consider offering \[Insert benefits] to make up the difference?"*
### **Scenario 1: Getting a raise due to inflation**
If you haven't received a raise in the past 12 months, you have effectively taken a pay cut.
The average global cost of living just keeps on rising.
It’s worth Googling *“How much has inflation increased in \[Your country] in \[Current year]”* and seeing what you can find.
Once you figure out the inflation rate, explore these two options:
**Option 1**
If you’ve been with your employer for **12 months or more**, check the date of your last pay raise.
If you haven't been given one in the past year, it’s time to ask for a raise in line with the cost of living.
**Option 2**
If you've been **employed for less than a year or you received a raise recently**, mark your calendar for your **one-year anniversary.**
If by that time you haven't seen a salary increase, then you’ll be knocking on your manager’s door.
I also suggest reviewing your employment contract and employee handbook to understand the procedures around annual pay raises.
**Once you’ve done your homework, set up a meeting with your manager and go for the ask:**
*“It's been a year since my last salary review and with the rising cost of living, and the \[Number]% inflation increase in \[Country], I wanted to ask for a pay raise to keep up with the inflation rate.”*
**Reference your good work and reiterate your commitment to the company:**
*“I've been proud of the progress and accomplishments I've achieved over this past year, which included \[Insert any notable accomplishments] and I genuinely enjoy contributing to our team's success. I believe that a salary adjustment of \[Number]% would be a fair reflection of the value I bring to the team and the increased cost of living.”*
***If your employer says “It’s not in the budget”, reference your employment contract (if applicable):***
*“As per the terms of my employment contract, it's mentioned that my salary would be reviewed annually. Considering that a year has now passed since our last review, I believe it's the appropriate time to discuss this matter.”*
If they can’t budge on your salary, it might be worth asking about benefits or perks that would sweeten the deal for you. A few extra days of annual leave/PTO might do the trick.
Of course, if your employer is not willing to play ball, you can always jump ship in order to get paid fairly.
### **Scenario 2: Asking for a raise after you've added value**
*“I appreciate you taking the time to meet with me today. I wanted to discuss my current salary, given some of the contributions I've been making to the team and the company.*
\_Over the past \[Number] months/years], I've been involved in \[Specific Project or Task], which, as you might recall, led to \[Specific Result or Benefit, e.g., "a 20% increase in customer engagement"]. \_
*Additionally, I've taken on duties such as \[Additional Duty 1] and \[Additional Duty 2], which have not only broadened my skill set but have also benefited our department by \[Specific Result or Benefit, e.g., "streamlining our workflow and reducing processing time by 15%"].*
*I've done some market research, and it appears that the industry standard for someone in my position with the responsibilities I've taken on is around \[Market Average Salary]. Considering my contributions and the value I bring to our team, I believe a salary adjustment to \[Desired Salary] would be fair and in line with the market.*
*I genuinely enjoy working here and being a part of the exciting projects we have. I'm committed to continuing to bring value and drive results for our team. I hope we can find a number that reflects both the industry standard and the value I've been adding.”*
**If your request is rejected, see if any benefits could be offered to make up the difference:**
*“It's essential for me to know that my contributions are recognised and that I'm being paid fairly for the value I bring. Is there a middle ground we can find or perhaps other benefits or perks we could discuss?”*
### **Scenario 3: The company announced juicy profits**
Strike when the iron is hot. If your company is performing well, go in for the kill and ask for a raise. Employees should be rewarded for their part in the success. In many cases, giving you a slice of the enormous pie you helped bake is warranted.
Here’s a template script to help you along:
*“Following the recent announcement of the company's impressive profits, I wanted to discuss my salary.”*
**Reference your good work and talk about your future plans**
\_“Over the past \[time period, e.g., "year"], in addition to my regular duties, I've taken on \[specific additional duties, e.g., "managing the new team," "overseeing the XYZ project," "implementing new software to streamline processes," etc.]. \_
\_I've been directly involved in \[specific project/task/initiative] which led to \[specific outcome/result, e.g., "a 15% increase in sales" or "reducing overhead costs by 10%"]. \_
*Looking ahead, I have several initiatives planned. I'm aiming to \[specific future goals, e.g., "introduce a new analytics system that could further enhance our marketing strategies," "lead a cross-departmental project that is projected to improve operational efficiency by 20%," or "expand our client base into emerging markets, which has the potential to grow our revenues significantly"].*
**If possible, provide evidence that proves you are being underpaid**
*“I’ve also been researching industry salary rates. I found that positions with my level of responsibility and impact typically earn around \[Number]% more than my current rate.*
*“I've gathered insights from \[Reference conversations you had with peers, people who hire for your position, recruiters, etc.] at companies like \[Rival company name] and \[Another Rival company name]. It seems that the average salary for someone with similar responsibilities to mine is \[mention a specific salary or range]."*
*Furthermore, job listings at \[Rival company 1] and \[Rival company 2] support these findings, as do the average rates on industry benchmark salary reports from \[Website Names].*
**Go for the ask**
*“Given the impact I’ve had on our company's recent success and with the market research I've conducted, I believe a salary increase of \[Number]% would be both fair and in line with industry standards.”*
### **Customer service example**
*“Over the past year, in addition to my regular duties, I've taken on the challenge of managing a newly formed team of customer service representatives and overseeing the rollout of our enhanced CRM software.*
*I've been directly involved in the revamp of our customer feedback system, which led to a noticeable 20% improvement in our customer satisfaction scores and a 15% reduction in the average call wait time.*
*Looking ahead, I have several initiatives planned. I'm aiming to implement an advanced customer service chatbot system to answer frequent queries, which could free up our representatives to handle more complex issues. This move is projected to improve our operational efficiency by 25%. Furthermore, I'm spearheading a cross-training programme, allowing our team to handle inquiries across multiple product lines, potentially improving our up-sell and cross-sell rates by 10%.*
*I’ve also been researching industry salary rates. I found that for customer service management positions with my level of responsibility and breadth of oversight, salaries are typically around 15% higher than my current rate.*
*I've gained insights from discussions with peers at recent customer service seminars and from recruiters who've approached me on platforms like LinkedIn. They've consistently mentioned companies like \[Rival Company] and \[Rival Company], offering competitive pay for roles similar to mine. Furthermore, job listings at \[Rival Company] and \[Rival Company] support these findings, as do the average rates on Salary.com for customer service management roles.*
*Given the enhancements I’ve brought to our customer service department, combined with the market research I've conducted, I believe a salary increase of 15% would be both fair and in line with industry standards.”*
**Customer service example (short version)**\
\
“*In light of our company's recent financial success, I'd like to discuss my salary.*
*Over the past year, I managed a new team, oversaw the CRM software rollout, and revamped our feedback system, resulting in a 20% rise in customer satisfaction and a 15% reduction in call wait times.*
*I've plans for implementing a chatbot system to improve efficiency by 25% and a cross-training programme to enhance our up-sell rates by 10%.*
*My industry research suggests customer service management roles like mine typically earn about 15% more. This is corroborated by peers, recruiters, and salary benchmarks from leading retailers, as well as data from Salary.com.*
*Considering my contributions and the market rate, I propose a 15% salary adjustment to align with industry standards.”*
### **Software engineer example**
*“Over the past year, in addition to my regular coding and debugging responsibilities, I've taken on the role of leading the frontend team and implementing a Continuous Integration/Continuous Deployment (CI/CD) pipeline to streamline our development process.*
*I've been directly involved in the development of our new user interface for the \[Product Name] platform, which led to a 30% increase in user engagement and a 20% reduction in page load times.*
*Looking ahead, I have several initiatives planned. I'm aiming to introduce a new machine learning model to optimise our application's recommendation engine, potentially improving user retention by 25%. Additionally, I plan to spearhead a project that integrates cutting-edge security protocols, ensuring our application's resilience against the latest cybersecurity threats.*
*I’ve also been researching industry salary rates. I found that positions with my level of responsibility and impact, particularly for software engineers with expertise in AI and machine learning, typically earn around 20% more than my current rate.*
*I've gathered insights from discussions with peers at recent tech conferences and from recruiters who've reached out to me on platforms like LinkedIn. They've pointed to companies like Oracle and IBM offering competitive pay packages for roles similar to mine. Furthermore, job listings at Salesforce and Adobe support these findings, as do the average rates on Payscale.com.*
*Given the impact I’ve had on our company's recent success, especially with the launch of our new AI-driven product suite, and with the market research I've conducted, I believe a salary increase of 20% would be both fair and in line with industry standards.”*
### **Plan B: Asking for a raise without evidence that you’re underpaid**
**Reference your good work and future plans using the templates above, and then go for the ask:**
\_“Over the past \[time period, e.g., "year"], in addition to my regular duties, I've taken on \[specific additional duties, e.g., "managing the new team," "overseeing the XYZ project," "implementing new software to streamline processes," etc.]. \_
\_I've been directly involved in \[specific project/task/initiative] which led to \[specific outcome/result, e.g., "a 15% increase in sales" or "reducing overhead costs by 10%"]. \_
*Looking ahead, I have several initiatives planned. I'm aiming to \[specific future goals, e.g., "introduce a new analytics system that could further enhance our marketing strategies," "lead a cross-departmental project that is projected to improve operational efficiency by 20%," or "expand our client base into emerging markets, which has the potential to grow our revenues significantly"].*
*Since the results I’ve achieved over the past \[Number] months have contributed to the company’s financial success, I’d like an increase in my salary to reflect the value I've been adding. I believe an increase of \[Number]% would be fair.”*
It may also be worth negotiating benefits if an increase in base salary is not possible:
*“I'm also open to discussing other forms of pay or benefits that might be more feasible.”*
**Scenario 4: You’ve taken on additional duties**
If you have taken on duties that fall outside of your original responsibilities, start documenting the evidence so you have leverage to ask your manager for additional pay.
Here’s how to begin:
**Review your employment contract and job description**
Locate your employment contract and read through your job description and employee handbook to understand your original duties and responsibilities.
**Make a list of your original duties and responsibilities**
Based on your contract, create a list of your original duties and responsibilities for reference.
**Document the extra duties you have taken on**
Make a separate list of all the additional duties you have taken on that fall outside of your original scope of responsibility. Include the dates when you started them, as well as any positive outcomes or accomplishments resulting from your extra efforts.
**Monitor your workload and performance**
Keep track of your workload and ensure that your performance in your original duties and responsibilities is not negatively affected by taking on extra tasks.
**Have a conversation with your manager**
Schedule a meeting with your manager to discuss the additional duties you've been handling.
**Discuss the possibility of a raise or promotion**
If you've been consistently taking on extra responsibilities and delivering strong results, use your accomplishments as evidence when asking for a raise or discussing the possibility of a promotion.
**Set expectations and boundaries**
Work with your manager to set expectations and boundaries regarding your role and additional responsibilities.
Use the one on one with your manager as an opportunity to explore potential support, resources, or delegation options to help you balance your workload and maintain high performance in your primary role. This will help ensure that you're not overburdened and can maintain a healthy work-life balance.
Now let’s put it all together.
Here’s a script you can use as a guide to **discuss the extra work you’ve taken on and how it might justify a raise:**
**Introduction**
*“Hi \[Name], I'd like to talk about my current role and the additional duties I've taken on recently.”*
**Detail the additional work**
*“I appreciate the opportunities I've had to expand my responsibilities and contribute to our team's success. Over the past \[number of months], I've taken on tasks such as \[list extra duties you've been handling], which have gone beyond my original job description. Here’s an overview of my current duties \[hand over the printed document of your original and additional duties]. I've really enjoyed the challenge and feel that I've been able to make a positive impact.”*
**Highlight any milestones or notable accomplishments**
*“During this time, I've also made sure to maintain my performance in my primary role. I've been able to achieve \[mention specific accomplishments or milestones] while taking on these extra duties.*
*Given my increased contributions and the value I've been bringing to the team, I'd like to discuss the possibility of a raise to better reflect my current responsibilities and the market value for someone in a similar position.”*
**Confirm you’re being underpaid**
*“I've done some research on the current market rates. I analysed a few industry benchmark salary reports, spoke to my peers in \[Company Name] who do similar work to mine, and reviewed job listings over at \[Rival Company Name]. It seems that the average salary for someone with similar responsibilities is \[mention a specific salary or range]. I believe that a raise to \[proposed new salary] would be more in line with the market value and a fair reflection of my current role and contributions.”*
If your manager immediately responds with a no, or *“it’s just not in the budget”*, just throw the ball back to them.
**Option 1**
*“As I said, I’m enjoying the projects I’m working on and I’m excited about what’s ahead with \[Reference an important objective you're working towards], but we need to make an adjustment so there is a fair number for both of us here that recognises both my commitment and the market rate for my role and skills."*
**Option 2**
*“As I said, I’m really excited to \[discuss how you will continue to bring value to the team and help them achieve important objectives + why you want to continue working at the company], is there any way we can make up the difference?”*
(If they say no, continue reading as I’ll be **discussing additional strategies** to help you explore alternative options).
What tends to happen is that your manager will likely need time to review your request before making a decision.
After your meeting, get everything in writing by summarising the meeting in an email.
Work from this email template:
Subject: Recap of Our Meeting About Extra Responsibilities
*Hi \[Name],*
*I wanted to send a quick email summarising our meeting on \[date of the meeting] regarding the additional responsibilities I've taken on and how they might justify a raise.*
*During our conversation, we discussed:*
1. *The extra duties I've been handling that go beyond my original job description, as outlined in my two lists of responsibilities (attached to this email for your reference).*
2. *The positive impact these additional tasks have had on the team and our projects.*
3. *The potential for a salary increase to acknowledge my increased workload and contributions to the team.*
*You mentioned that you would \[manager's response or next steps, such as talking to HR or reviewing the budget].*
*If there's anything I've missed or if you have any further thoughts or updates, please feel free to let me know.*
*Thanks again for taking the time to talk about this, and I can't wait to hear what comes next.*
*\[Your Name]*
**No response**
If your manager hasn't responded to your request for a raise after discussing the extra duties you've taken on, follow these steps:
**Wait for an appropriate amount of time**
Give your manager some time to process your request and consult with HR or upper management.
Typically, waiting for 1-2 weeks is a reasonable amount of time before following up.
**Send a gentle reminder email**
If your manager hasn't responded within the expected time frame, send them an email to remind them of your conversation and request an update.
**Subject:** Follow-up on our conversation about a raise
*Hi \[Name],*
*I just wanted to touch base about our chat on \[date of the meeting] when we talked about my request for a raise, given the extra duties I've been handling lately. I know you might've needed some time to go over it with HR and others in management.*
*I was wondering if there's been any progress or updates you could share with me. I'm really keen on keeping up the good work for our team, and fair pay would help me stay motivated and committed.*
*If there's any more information you need or anything I can do to help move things along, just let me know.*
*Thanks for looking into this, and I'm looking forward to hearing back from you.*
**Schedule a follow-up meeting**
If your manager responds positively to your email, use the opportunity to schedule a follow-up meeting to discuss the next steps or any decisions that have been made regarding your raise request.
**Be persistent but respectful**
If your manager still hasn't responded or the process seems to be stalling, continue to follow up at appropriate intervals (e.g., every two weeks). Don't hesitate to express your concerns and reiterate the value you bring to the team.
**Consider alternative options**
If your manager is unresponsive or unwilling to discuss your raise request, explore other avenues within your organisation, such as talking to HR or seeking guidance from a mentor or senior colleague.
### **Rejection**
If your manager rejects your proposal due to budget constraints, it might be worth considering pay in the form of benefits.
**Here’s a script you can work from:**
*Hi \[Name],*
*Since a salary raise isn't an option right now, I was hoping we could explore some specific non-monetary ways to recognise the extra work I've been doing for the team.*
*Considering the additional responsibilities I've taken on, I'd like to directly request a couple of things that I believe would be fair and help me stay motivated:*
1. *5 additional days of annual leave.*
2. *A paid training course: I'd love the opportunity to participate in a training course that focuses on advanced project management techniques. Here’s a link to a 2-day course starting next month: \[Insert link]. This would not only improve my skills but also allow me to take on more complex projects and do \[explain how the course will develop your skill set and exactly how that will benefit your employer], which would benefit both the team and the company as a whole.*
3. *I'd also like to suggest revisiting the topic of a salary increase in \[3-6 months], too, just to see if things have changed with the budget. Can we make that happen?*
\_These are the main things I had in mind, and I believe they'd be a fair solution for both of us. \_
*Let me know what you think.*
**Delegating the workload**
Alternatively, if there’s no possibility of a fair agreement in relation to the extra work you’ve taken on, request that the duties be delegated elsewhere.
Here’s an email template you can work from:
*Hi \[Name],*
*I wanted to talk to you about the extra work I've been taking on lately. As you know, I've been handling quite a few additional responsibilities, and we've been trying to figure out a way to balance things out, given the current budget constraints.*
*I was thinking if we can't find a fair solution for handling the extra work, I want to suggest that we delegate some of the duties to other team members. This way, I can focus on my core responsibilities and make sure I'm able to perform at my best.*
*I'm more than happy to help train or transition these tasks to other team members, so the handover is as smooth as possible. I think this could be a good solution to ensure that we're all contributing to the team's success without overextending ourselves.*
*What do you think?*
**Denied**
If they are unwilling to play ball, I would strongly consider dusting off your CV and seeing what you can get at another company.
You're in an open relationship. Play the field.
**If you do get another offer and your current employer matches it**, it’s worth sitting down with your manager to discuss the reasons why you looked elsewhere in the first place. Try to resolve these issues before accepting the counter. If things are left unaddressed, you may find yourself wanting to get out in a few months.
Alternatively, consider finding out what needs to happen in order for you to get the money you want.
Put it to your manager:*“How can we come to an agreement that meets both of our needs?"*
Agree on a timeline and get everything in writing.
**Scenario 5: Picked up someone else's work after they left**
*“I've been handling Sandra’s tasks since she left. And to be honest, I felt a bit pressured to take on the extra workload, but I get that we needed to keep things moving.*
\_So, I did some digging to see what people in similar roles with this kind of workload are earning, just to make sure I'm in the right ballpark. I looked at industry reports, job postings, and even consulted with a couple of professional contacts in similar roles. \_
*What I found is that people with my experience, handling the duties I've taken on, are typically making around \[Number]% to \[Number]% more than what I'm earning now.*
*I wanted to bring this up with you and see if we could chat about adjusting my pay to match the extra work I've taken on.”*
If the company cannot offer you a pay adjustment, follow the above guidelines on asking for benefits and delegating the workload.
**Scenario 6: Asking for a raise while working in retail**
*“I've been reflecting on my time here over the past 12 months, and I want to discuss my pay.*
*I've truly enjoyed coming in every day working alongside you, John, Mary, and the rest of our team. Taking on the responsibilities of merchandising and managing employee training has been a rewarding experience. I believe we've built a great team together, and I'm proud of the extra duties I've been able to take on.*
*With these additional responsibilities and my consistent performance, I believe a salary adjustment is in order. I'd like to request a raise to \[Number] an hour. This figure is in line with what supervisors in our field are earning, as I was able to gather this salary data from job listings at \[Rival Company 1], as well as chatting with a couple of recruiters who contacted me on LinkedIn.*
*I'm committed to helping this store continue to succeed, and I want to keep delivering the best service to our customers. But I believe it's essential for us to find a fair number that reflects my contributions.”*
**If your request is refused, use this as a guide to follow up:**
“*I have to admit that I find this decision disappointing. I genuinely believe I've earned a raise based on my contributions and the additional responsibilities I've taken on.*
*I want to reiterate that I genuinely want this store to continue doing well. I'm committed to helping you and the team, and I will continue to deliver the very best service to our customers. But I also believe in fairness and recognising the hard work that goes into making our store successful.*
*I hope we can find a way to make an adjustment that is fair for both of us.”*
### **Reminders**
* If you’re offered a raise, find out how much you come away with**after tax.**
* Can never be said too often: Make sure you get everything in writing.
* If your contract is restructured, go through it with a fine tooth comb before signing anything. **Take nobody at their word.**
* If you are unable to get an increase in salary, I recommend discussing a plan for how you can receive a pay rise in the near future.
* Alternatively, start checking the market for other opportunities. Job-hopping is typically the quickest way to get a pay increase. If you're looking for jobs in the UK, [**go here.**](https://gorodeo.app/jobs/)
If you need help negotiating your salary **before starting a new job**, check out our step-by-step guide [here](https://explore.gorodeo.app/resources/how-to-negotiate-your-salary-before-starting-a-new-job).
Discover your next career move, match with jobs that truly fit, and nail every application.
# How to manage job offers
Source: https://docs.gorodeo.app/resources/How-to-manage-job-offers
Best practices to ensure you avoid any pitfalls.
## What to do when you receive a job offer
When the offer arrives, either by phone or by email, **request it in writing**. It’s not an offer until it’s in writing.
Don’t verbally accept until you have read through the offer letter thoroughly. This is to ensure that any issues or questions you may have can be addressed before you put pen to paper.
If there is something you’re uncertain of or if there is a sticky point preventing you from accepting, call the recruiter to discuss. Tell them what you need to know before signing the contract. This may involve carving out time to speak with your future manager to ask questions about the job.
Find out the deadline for a decision. Accepting a job is a big decision. Ask for a few days to review the offer and discuss everything with your family. You may get blinded by your excitement as soon as the offer comes in. It’s always best to let your emotions cool off so you can think clearly.
If you have other interviews you want to finish up, let the recruiter know. Specify the time you'll need to wrap things up and inquire if they can accommodate your timeline. Be reasonable though, as nobody is going to wait weeks for a decision.
Don't feel pressured into accepting the offer on the spot. Never be bullied into a decision. Feel no guilt about letting recruiters down.
## Considerations
If you receive multiple job offers it’s worth considering the following:
### What is your impression of the manager?
One of the main reasons people quit their jobs is because of their manager. Really think about the person/people you’re going to be working with.
### Career opportunities
Are there opportunities to grow within the role and achieve your career objectives?
### Location
Consider the length of the commute you’ll take. There are 255 working days in a year. Those hours rack up. If you spend 2 hours per day travelling, that’s 510 hours over a year. Not only is this a massive time commitment, but it will also cost you thousands in transport costs.
### Salary package
How happy are you with the package being offered?
### Purpose
* Do your mission and purpose align with the company’s?
* Do you agree with what they do and how they do it?
* Do you like the company’s product or service? Would you use it yourself?
If you have multiple offers and can’t decide, one method of forcing a decision is to ask someone you trust to make the decision for you. Your gut will tell you if it’s right or wrong.
## Leveraging job offers
### Let’s say you interviewed with two companies; Company A and Company B.
Company A is your first choice. While waiting for their offer, Company B offers you a job.
In this scenario, email Company A to speed up the hiring process:
Hi \[Hiring Manager’s Name],
How are things? I’m following up on my application for the \[Job Title] position.
I received a job offer from another company and the hiring team has requested a decision by \[Insert Date].
\[Company A] is my employer of choice. The opportunity to join your team is one I don’t want to pass up. Based on our discussions throughout the interview process, I am very confident I can come in and bring the \[Department Name] department to \[Main Objective].
Now I understand you’re going through your process, but I’m in limbo at the moment, so I wanted to know by what date the hiring decision will be made?
Looking forward to hearing about the next steps \[Hiring Manager’s Name].
Regards,
\[Your Name]
Their response will reveal exactly where you stand while speeding everything up.
### Staying at the same job
You may be considering telling your current employer that you have received another job offer with the goal of getting a pay increase instead of leaving.
Depending on your situation, sometimes it is worth exploring what your current employer can offer you before leaving.
If you have been sent a job offer in writing, consider sitting down with your current manager and having an open chat.
Here’s how it might go:
> *“Hi \[Manager’s name], I want to state that I’m really grateful for the opportunities you've given me, but I want to take on more responsibility and expand my role.*
>
> *Based on that, I am being approached by companies that are offering me more scope, specifically; \[Mention what you want in your role].*
>
> *Is there anything you can offer that would give me the opportunity to take on more responsibility?”*
This will give your manager the opportunity to expand your role.
If this is an option, you will then need to ask what compensation you will receive as a result of the increased responsibility.
## Accepting job offers
First, read your employment contract carefully before signing. Ask a trusted friend or family member to read through it too. If something feels off, ask about it.
Get any doubts you have out in the open before accepting the offer. This may save you from starting a new job search in 30 days’ time.
Never rely on promises made to you in an interview. Rely on what’s written in the contract.
Negotiate time off before accepting the offer. For example, if you have a holiday booked in advance, discuss this immediately after receiving a job offer.
## References
If a hiring company asks for a reference from your current manager, it may jeopardise your current job. And in the unlikely event that the job offer falls through, you're in a pickle.
You've got to protect yourself at all times. So if you're asked to provide a reference from your current employer, offer alternatives, like a trusted colleague or someone who has recently left your workplace. Go as high up as possible: manager, supervisor, team leader, etc.
Use this script as a guide if you have any concerns about references:
> *"As I'm currently employed at \[Current Company Name], I am hesitant about providing a reference from my current employer. I'm concerned that it might jeopardise my position there, especially in the unlikely event that the offer doesn't go through.*
>
> *Could we consider alternatives for this part of the process? I can provide references from \[offer alternatives instead of your line manager - ex-manager who recently left, team leader, supervisor, etc.] who can speak to my abilities and work ethic.”*
Of course, if you have a strong relationship with your current manager, you may have no issues. But when it comes to your livelihood, minimise risks where possible.
If you had issues at a previous company, get a reference from someone who has left the company or a colleague you got along well with. Go as high up the ladder as possible; ex-managers, supervisors, team leaders.
In some cases, companies will call your past/current employer to confirm your employment dates and job title without digging into your experience. This is to avoid any potential legal disputes.
## Rejecting offers
Remember, it’s a small world. The hiring manager you’re rejecting could be the key to future job opportunities. Offer as much value to them as possible.
Thank them for the opportunity.
Be open and honest about why you’re rejecting the job offer.
This is valuable feedback for the hiring manager that will help them going forward. Tell them why they don’t fit.
Offer feedback on their hiring process. If you think something could be improved, provide them with constructive feedback.
If possible, provide a recommendation for someone they could hire.
## Resigning from your job
Leave a great legacy. It will serve you for the remainder of your career. Give as much notice as possible.
Set up a face-to-face meeting and let your manager know you’ve accepted another job offer.
Thank them for the opportunity.
Explain why you have decided to accept the job offer.
Provide feedback: If you feel there are areas that would improve company operations, let your manager know. Providing constructive criticism will benefit your employer and will be appreciated.
Keep it professional, non-emotional, and avoid bad-mouthing. Offer solutions for how your manager could make improvements.
See if you can negotiate an earlier exit.
Go in with a plan
You want to make the transition process as seamless as possible.
Assist with finding your replacement:
* Offer the names of people who could replace you.
* Help with the recruitment process: write up the job specification and offer to assist with job interviews. You know the job better than anyone. You know what your replacement needs to be good at.
* Offer to train in your replacement (if possible).
* Provide a thorough handover. Who and what does your manager need to know about? (Key relationships with clients, etc.)
Thank the people who helped you along the way.
I am describing a utopian world above. It won't always be this smooth.
Subject line: Resignation date: 01/01/2026
Hi \[Name],
I'm writing to confirm my resignation from my role as \[Job Title].
As per the notice period terms within my contract, my final day will be \[Date].
Over the next \[Notice Period] I will provide a comprehensive handover while supporting you and the \[Department Name] in any way I can.
I want to thank you for the opportunity and I wish you nothing but success in the future.
Sincerely,
\[Your Name]
What if they ask you to stay?
You may get a counter-offer. It’s always worth your consideration. You’ve probably heard the narrative about people who accept a counter-offer and end up leaving within the next 6 months. This is true in many cases, but so is the opposite. You need to carefully analyse your own situation independently and figure out if it’s worth staying or not.
If you receive a counter-offer after handing in your notice, tell your manager the reasons why you decided to look elsewhere. Try to resolve these issues before accepting the counter. Otherwise, you'll be back on Indeed in a couple of months’ time.
## Leaving a job early
If you accept a job offer only to receive a better offer a week later, you have to do what’s best for you. That is the nature of the game. Always take the best offer.
Do not hesitate, the same way an employer wouldn't hesitate to let you go in hard times.
You will typically be obligated to work a 2-week notice period. Remain professional. Be upfront and honest with your new employer, explain why you are taking the better offer, and follow as many of the steps as you possibly can, which are outlined above in the resigning from your job section.
Discover your next career move, match with jobs that truly fit, and nail every application.
# Answer templates for the most common interview questions
Source: https://docs.gorodeo.app/resources/answer-templates-for-the-most-common-interview-questions
Use these templates to help prepare your answers for your upcoming interview.
# Background & Motivation
I’ve been working as a \[Job Title] in the \[Sector] industry for \[Number] years, primarily helping \[Mention the specific teams, departments, or companies, e.g., sales teams, startups, etc.] to \[Achieve objectives related to the job description, e.g., increase sales, streamline processes, etc.].
During this time I’ve had success in \[Insert a couple of achievements] and have developed my skills in \[Relevant soft/hard skills, processes, technologies, methodologies], which has allowed me to \[Describe what these skills have allowed you to accomplish in your career – what good has come out of the work that you do due to these skills?].
Currently, in my role as \[Job Title] at \[Company Name], I am responsible for \[Detail your main responsibilities that match the job’s requirements] which involves \[Brief description of what’s involved].
\[I really thrive in this kind of work / I really enjoy this type of work] – especially \[Detail key requirement of the job] – and I am looking to take on more challenges in this area, so when I saw the \[Job Title] opening, it seemed like a natural fit for my skills and career goals, so I was keen to come in and have a chat with you.
**Start of Career:**
I began my career at \[Name of First Company], a \[describe the company briefly, e.g., 'startup focused on renewable energy solutions'].
There, I was involved in \[describe what you did, e.g., 'developing innovative marketing strategies to enter new markets'], and we successfully \[Mention any notable achievement or briefly discuss what good came from the work you did].
This experience was crucial because it allowed me to develop my \[mention key skills related to the job], which has been foundational in my career.
**Middle of Career:**
After gaining experience in \[Area], I moved to \[Name of Second Company], where I stepped into a role as \[Your Job Title, e.g., 'Senior Product Manager'].
In this capacity, I led \[describe a significant project or responsibility, e.g., 'the development and launch of a flagship product that diversified the company’s portfolio'], which contributed to \[Mention any notable achievement or briefly discuss what good came from the work you did].
The challenge here taught me \[mention a lesson, e.g., 'how to manage cross-functional teams under tight deadlines'], which helped develop my leadership and project management skills.
**Most Recent Experience:**
Most recently, I served as \[Your Latest Job Title] at \[Name of Latest Company], a \[describe the company, e.g., 'global leader in consumer electronics'].
I was responsible for \[describe your responsibilities, e.g., 'overseeing the integration of AI technologies into our product line'], which involved \[further details, e.g., 'coordinating with engineering teams and external technology partners'] and I was able to \[Mention any notable achievement or briefly discuss what good came from the work you did].
This position deepened my understanding of \[mention a lesson, e.g., 'advanced technological applications in real-world products'], preparing me to handle even more complex challenges.
**Conclusion (Apply Experience to the Job):**
Now, I'm eager to apply my experience in \[mention your area of expertise, e.g., 'technology management and innovation'] to a role where I can further develop professionally while contributing to a high-functioning team, which is why I am here today.
Of course, the role itself seems like a good match. One of the most important aspects of the job, from what I understand, will be \[X and Y], which are my areas of expertise, having spent the past \[number] years managing these very challenges successfully.”
Also, I’m currently interviewing with other companies for a \[Job Title] that gives me the opportunity to do \[X]. I have yet to see it mentioned within other roles I have been viewing, so this role with \[Company Name] really stood out to me. Considering all of this, I wanted to set up a conversation and learn more about your exact requirements.
#### Alternative example answer:
After reviewing the job description, it seems like my core skills in \[Mention your key skills relevant to the job, e.g., relationship building, business development, etc.] are what you put first in terms of your needs. Not only that, but I genuinely enjoy those areas most in my work.
Also, I am currently applying and interviewing for positions in \[Job Type] but I have yet to come across an organisation that would give me the opportunity to do \[X]. This really stood out to me. So that’s why I applied for the role. I thought it made sense to have a conversation and learn more about what your needs are.
**Part 1: Demonstrate you can solve their problems**
You've mentioned the need for someone who can come in and do \[Describe the duty, objective, or problem to be solved].
This is something I’ve been able to do at \[Name of past company or companies], where I \[provide a concise example of how you managed duties, achieved relevant objectives, or solved problems].
**Part 2 (Optional): Detail what you will actually do once in the job - sell them the future they desire**
If I were to start this role tomorrow, I know there are areas I could come in and deliver some quick wins for your team, specifically in \_\_\_\_\_\_\_ and \_\_\_\_\_\_, where I could \[Discuss a Proposal/Solution/Improvement], which would give the \[Department Name] a quick return on their investment.\_
**Part 3: Demonstrate you’re a culture fit**
\_As well as that, having learned about \[specific detail about the company's culture, values, or how their team operates], this is the type of \[workplace/environment where I've consistently performed at my best / got most job satisfaction from / that aligns perfectly with my work style] because \[provide a specific reason why this environment suits you]. \_
"I’m looking forward to continuing our conversation and learning more about the \[Department] team and what makes \[Company Name] a great place to work.
**Part 1: Overview of your job**
In my current role as \[Job title] at \[Current company], I'm primarily responsible for \[Detail your main responsibilities that match the job’s requirements] which involves \[Brief Description of what’s involved], requiring a deep understanding of \[mention any specific technologies, processes, or methodologies used].
**Part 2: Discuss success and skills you’ve developed**
Since joining \[Current company], I've been able to \[Reference specific goals/outcomes].
This experience has also developed my \[Relevant skills for the target job] skills, which have helped \[Current company] to \[Describe what the skill has allowed to happen or what good has come out of the work you do].
My goal over the next five years is to continue advancing in the field of \[Type of work you do]. Right now, I’m enjoying \[Detail what you like about the job you’re interviewing for] and I want to continue developing my skills in \[Specific areas related to the job, e.g., project management, software development].
I aim is to not only excel in my day-to-day tasks but also to prepare for future opportunities where I can take on more challenges, such as \[Describe the type of work you’d like to expand into, e.g., lead projects in ‘cybersecurity’, or take on more strategic responsibilities in ‘product development’], with the goal of helping \[Specific teams or departments, for example, 'marketing teams' or '’product development teams] to \[Mention any known company goals or projects you've learned about, e.g., 'expand into new markets, achieve sustainability targets, streamline global supply chain operations, leverage AI to achieve X, implement TA strategies to attract the best talent, develop scalable customer service platforms’].
I am open to the different opportunities that might arise as I pursue this path. If the fit is good for both of us, I will, of course, be hopeful that we can progress together over the next five years.
One of the best methods for avoiding anything negative is to take an angle of **curiosity. State thatyou’re happy where you are** , but you came across the job by chance and wanted to learn more.
**Answer template:**
I wasn't actively looking to leave my current position as everything is going quite well at the moment.
But I came across the job opening when \[Mention how you found the job e.g., ‘it popped up on my LinkedIn feed’, ‘someone in my network passed it on’, ‘I came across an article about the company on \[Topic] and I ended up browsing your careers page’].
I saw that the \[Job Title] role is focused on \[Mention something that attracted you to the role - a specific task or responsibility, e.g., ‘advanced analytics’, ‘leading a design team’] which caught my attention.
I want more hands-on experience with \[Mention projects or responsibilities, e.g., large-scale X projects or leading Y initiatives] - something my current role lacks. It’s also an area I have significant experience in from my past roles, including \[Reference when you did similar work and include any relevant achievements].
Given this alignment, I decided to apply, learn more about the opportunity, and figure out if it would be a good fit for my next career move.
You can hint at difficult conditions without directly stating, \_"This was a horrible place to work." \_
By explaining that you had legitimate reasons to seek new opportunities, you demonstrate proactive career management, which reflects positively on you. This approach helps interviewers understand the context of your departure without you speaking negatively about your current or former employer.
For example, if your previous company experienced frequent layoffs, constant restructuring, or high turnover among senior staff, you can mention these facts as indicators of instability that led you to look for a more stable environment.
Other indicators of instability include delayed salaries, reduced benefits, significant projects being shelved, sudden resizing or downsizing, the loss of major contracts, rumours of mergers or acquisitions, or ongoing regulatory challenges.
In all cases, stick to the facts and avoid emotional language to maintain a professional tone while clearly communicating the reasons behind your decision to leave.
**Answer template:**
In my previous role at \[Company] I was performing well. I \[Discuss any notable achievements or good work related to the job you’re interviewing for].
However, the company faced several challenges that cast doubt on my long-term stability there.
For instance, we experienced \[choose one or more indicators of instability from the guide above, e.g., frequent layoffs, high turnover among senior staff, big projects being shelved, rumours of mergers or acquisitions].
These signs of instability prompted me to consider my future and look for a more stable work environment. That’s one of the reasons why I was particularly drawn to \[Company Name] because of its \[Mention positive aspects such as strong industry standing, commitment to employee growth, or stable financial performance].
I want to work at a place where I can develop and grow long-term, and \[Company Name] seems like the right environment for that. And considering my experience in \[Solving problems related to the job], it made sense to come in and have a chat.
I joined the \[Department] department with a headcount of \[Number] employees. After my first month, \[Number] employees left and I was given all of their work. The situation became completely untenable so I decided to leave.
My original manager left their position after I had just joined the company, and the work environment completely changed after that. It wasn't one where I felt I could grow and utilise my skill set, particularly because I was brought in to do \[Project or tasks related to the job you’re interviewing for] but ended up working on unrelated projects, including Y, and Z, so that’s why I decided to explore new opportunities.
The job \[I left / I’m leaving] wasn't what I expected. I thought I'd be working on \[Project or tasks related to the job you’re interviewing for], but ended up working on unrelated projects, including \[Unrelated task 1] and \[Unrelated task 2]. This work was supposed to be temporary, but it became a permanent part of the job. So I decided to look for a role that was a better fit for my long-term goals and aligned with my skillset.
That’s why I was delighted to come and speak with you today, because of the work your team is doing on \[Mention Specific Projects or Responsibilities]. At \[Past Company] I worked on a similar project, where I did \[Mention related tasks] and achieved \[Relevant achievements] so I’m confident I can come in and make an impact here from day one.
After joining the company, I quickly learned that the values the organisation instilled were not aligned with my own. My expectations going into the job did not match up with the reality inside the organisation. In hindsight, I know I should have done my due diligence on the organisation before joining them. I rushed to get in the door. I learned that research is crucial before committing to any job.
**Answer template 1**
I had reached the limits of what I was able to learn at \[Previous Employer]. I felt I was stagnating, and after a couple of projects were shelved and talks about increasing my scope went nowhere, I began to feel way too comfortable in the job. I wanted to work on projects that excite me, that push me.
That’s why I applied for this job because I'll get to work on \[Mention projects or responsibilities, e.g., large-scale X projects or leading Y initiatives], which my current role doesn't offer. I also have significant experience in this area from my past roles, including \[Reference when you did similar work and include any relevant achievements].
Given this alignment, I decided to apply, learn more about the opportunity, and figure out if it would be a good fit for my next career move.
**Answer template 2**
I have been at my current job for \[Number] years now and I have learned so much working with some really high-level \[Job titles].
I found my feet right away and was given a number of additional responsibilities outside of my initial job scope, which included \[Include relevant duties].
With that being said, I feel like I need some new challenges as a number of big-picture projects have been shelved, and that doesn't seem to be changing anytime soon.
This has led me to explore new opportunities, which is why I am particularly interested in the \[Job Title] position, particularly because it offers the opportunity to \[Mention specific aspects of the job that excite you - a specific task or responsibility].
I want more hands-on experience with \[Mention projects or responsibilities, e.g., large-scale X projects or leading Y initiatives] - something my current role lacks. It’s also an area I have significant experience in from my past roles, including \[Reference when you did similar work and include any relevant achievements].
Given this alignment, I decided to apply, learn more about the opportunity, and figure out if it would be a good fit for my next career move.
**Answer template 3**
\_I had been with \[Company Name] for \[Number] years and worked my way up quickly to a \[Job Title] position. \_
\_I was given ample opportunities to grow, which was fantastic. However, as of late, I feel like I need a new and exciting challenge. At the start of the year, the directors stated that my department would be shifting focus from \[Tasks or projects related to the job] to \[Unrelated tasks or projects], which was really disappointing as \[Tasks or projects related to the job] is where I made the biggest impact. \_
So, when I saw your organisation was hiring for the \[Job Title] role with a focus on \[Tasks or projects related to the job], I didn't think twice about applying.
After exploring a different career path for a while, I realised that my passion lies within the \[Industry name] sector. I’ve missed the challenges and the environment that the \[Industry name] industry offers, such as \[Mention something you enjoyed - the type of clients you worked with, the collaborative culture, the impact of the work on the community, working with specific technologies, etc.].
I had a lot of success within this sector, including \[Mention specific roles, projects, and what you achieved]. During this time, I also developed a deep understanding of \[Mention relevant skills or knowledge specific to the industry].
The opportunity to return to this field excites me, and the \[Job Title] role with your company seems like a great opportunity to reengage with the \[Industry name] sector and contribute meaningfully once again.
In my last role at \[Company Name], I had the opportunity to explore new responsibilities beyond my standard duties. I found myself increasingly involved in \[specific area or project], where I contributed to \[Highlight specific achievements or outcomes]. This experience ignited a passion in me for \[New industry or role], and I began seeking ways to shift my career focus in this direction.
\_I discussed my career aspirations with my team and management to explore any potential opportunities within the company. Plans were made, but they kept getting put on the back burner. \_
It eventually came to fruition that this type of opportunity was non-existent within \[Company Name]. I was also aware that the business was heading into the busy season. I didn't feel it was fair for me to make myself available and then leave my position the moment I found a new job. So I made the decision to leave before that happened.
#### How to structure your answer
* Being between jobs is completely normal, so do not feel unsure of yourself. There is opportunity in every situation, even in unemployment.
* If you've been unemployed for a few months, prepare to demonstrate during the interview that you've used your time off productively to learn a new skill, volunteer or build new professional relationships.
* If you left your job due to a personal matter, there is no need to give every detail. Keep your response short and reiterate that the issue is now resolved.
* Regardless of your circumstances, finish your answer by explaining why the job you’re applying for is the perfect opportunity for your return to the workforce.
**Note:** If you’re currently unemployed, do your best to remain proactive. Explore working in voluntary positions or starting a course to develop your skills. The objective here is to demonstrate to a future employer that you’re making the most of your time out of work.
#### Answer template: Took time out to reassess
After several years in \[Previous Industry/Job], I decided to step back and reassess. I was lucky to have the support and resources to take this break and figure out my next long-term career move.
During this period, I've been actively engaging in \[Activities like courses, workshops, networking events] to continue developing my skills in \[Areas related to the job] and better prepare myself for opportunities in \[Area of work].
\_I’ve been keeping my options open, speaking with a few companies and recruiters, particularly looking for a position that would give me the opportunity to work on \[Area relevant to the job]. It’s also an area I have significant experience in from my past roles, including \[Reference when you did similar work and include any relevant achievements]. So when I saw I’d have the opportunity to do that here, it made sense to come in today and learn more about this role. \_
### Answer template: Contract ended
I was employed in a contract role at \[Previous Company Name], where I worked as a \[Job Title] focused on \[Brief Description of Job Duties or Projects]. This contract recently came to an end as it was a temporary project, which we successfully completed \[mention achievements such as 'ahead of schedule', 'under budget', 'exceeding our targets to achieve XYZ'].
Since then, I have been searching for a new opportunity where I can bring my experience in \[Specific Skills or Areas of Expertise]. During this time, I've kept busy by \[Actions Taken Post-Contract like updating skills through workshops, courses, attending seminars, or networking].
I’ve been keeping my options open, speaking with a few companies and recruiters, particularly looking for a position that would give me the opportunity to work on \[Area relevant to the job]. It’s also an area I have significant experience in from my past roles, including \[Reference when you did similar work and include any relevant achievements].
So, when I saw your organisation was hiring for the \[Job Title] role with a focus on \[Tasks or projects related to the job], I didn't think twice about applying.
# Role Fit
Based on the job description and my research into your company's recent projects, I understand that the role of \[Job Title] not only involves the core duties like \[main duties of the job], but also places a heavy emphasis on \[other duties/skills that may not be explicitly mentioned, but you know are important].
I anticipate that I would be working closely with \[mention teams or departments and/or vendors/suppliers] to achieve \[main objective of the job], which is something I've had considerable experience within my previous roles, particularly at \[Company Name], where I \[Discuss achieving a similar objective].
Additionally, I've read on \[source of your company insight, e.g., CEO's latest interview or recent press release] that \[Company Name] is pushing towards \[mention any new initiatives, objectives, market expansions, or strategic changes].
My background in \[related experience or skill] not only fits the traditional expectations of a \[Job Title] but also sets me up to contribute to \[new initiatives, objectives, market expansions, or strategic changes].
For example, during my time at \[previous employer or relevant project], I \[describe an achievement or initiative] so I’m confident I can help \[Company Name] bring these goals to fruition.
I’d describe my work style as \[choose one: 'collaborative', 'results-oriented, 'independent’, 'adaptive'], which has consistently helped me achieve high levels of productivity and meet organisational goals. I thrive in environments where I can \[example action, e.g., 'collaborate closely with team members to innovate and problem-solve', 'take ownership of projects and drive them from conception to completion'].
I place a strong emphasis on \[mention a key work trait, e.g., 'clear communication', 'meticulous organisation', ' time management'], ensuring that I \[describe an outcome related to the trait, e.g., 'keep all stakeholders informed and aligned', 'maintain an orderly workflow that accommodates all my responsibilities', 'meet deadlines without compromising on quality'].
Additionally, I am \[describe another aspect of your work style, e.g., 'committed to continuous learning', 'a proactive problem-solver', 'dedicated to maintaining a positive team environment'], which drives me to \[related action, e.g., 'stay updated on the latest industry trends and technologies', 'anticipate potential issues and develop solutions proactively', 'support and motivate my colleagues through challenging projects'].
####
One of my key strengths is \[Insert your strength, e.g., 'my ability to solve complex technical problems'].
This has been particularly valuable when \[Provide a situation relevant to the job where this strength is crucial, e.g., 'navigating complex software upgrades under tight deadlines', 'overcoming unexpected technical challenges during product development', ‘developing contingency plans for high-risk projects’].
For instance, while working at \[Company Name], I was faced with \[Describe a specific challenge where you demonstrated your strength, e.g., 'an unexpected compatibility issue that risked project timelines', 'a major bug that threatened to delay our product launch', ‘leading an emergency response effort to mitigate potential data losses due to a server crash’].
In response, I took the lead on \[Detail the actions you took that highlight your strength, e.g., 'analysing the issue, developing workaround strategies, and collaborating with IT and leadership teams to refine them'].
Thanks to these efforts, I \[Describe the positive outcome, e.g., 'not only met the original deadline but also established a more robust contingency plan while enhancing system stability, which prevented potential data loss and preserved user trust'].
In the role of \[Job Title], handling \[Specific challenge you mentioned above] is crucial, especially given your company’s focus on \[Specific company goal or project]. So with my track record in this area, I am confident I can manage these challenges right from the get-go.
Choose a real weakness that you've recognised and addressed that**does not undermine your ability to perform the job's key responsibilities.** In fact, you have already resolved the issues relating to the weakness, you’re just explaining the steps you took to overcome them.
For example, if you were applying for a project manager role, **you wouldn't** mention your struggles with organising tasks or managing timelines. Highlighting difficulties in these areas would be detrimental in a role that requires strong project coordination and deadline management.
Discuss any tools, online courses, training sessions, or new routines you've adopted that have contributed to your improvement.
In your answer, instead of using the word “weakness”, replace it with “challenged” or “struggled”.
Avoid terms such as “I’m a perfectionist” or “I work too hard”. These are the most cliché answers of all time and do not help establish trust with the interviewer.
**Answer format:**
* Mention the weakness
* Describe the solution
* Highlight the positive outcome
**Here’s a sample answer relating to impatience:**
Previously, I noticed that I sometimes became impatient, especially during complex group projects or with slower-paced tasks like \[Include specific task].
To manage this, I changed my morning routine to better prepare myself for the day ahead. Instead of waking up, banging down a coffee and jumping straight on my desk, I started doing a 30 minute walk before work. I leave my phone at home so I’m not distracted, and I can actually just relax and let my mind wander without distractions.
I found that when I arrive at my desk, I'm far more composed and patient. It’s helped me engage more thoughtfully with my colleagues. I've become far more understanding and considerate of the different perspectives and challenges that my team faces.
**Here’s a sample answer relating to public speaking:**
I've always found public speaking challenging. In my last role, I was required to present at town hall meetings every couple of months, and I’d be a nervous wreck before and during the entire process.
\_To improve, I adopted several strategies. I started practicing more intensively in the days leading up to my presentations. I did mock presentations in my living room instead of just relying on my notes on stage. I also recorded a practice session and noticed I was constantly using filler words like 'uh' and 'eh.' I mean in every sentence. \_
I did a bit of research on public speaking and the main tip I found was on learning to pause, take a breath, and gather my thoughts before speaking. This helped clear up my speech. I realised that not every moment needs to be filled with sound.
I also came to accept that I was going to be nervous, and that's just part of speaking in public. Embracing this reality rather than fighting it helped reduce my anxiety.
While it's still not my favourite thing to do, I am now much better equipped when I’ve got to present in public.
####
Discover your next career move, match with jobs that truly fit, and nail every application.
# How to figure out what job you want
Source: https://docs.gorodeo.app/resources/how-to-figure-out-what-job-you-want
Help with changing jobs in 2026.
Before you fire off your CV, you need to get clear on what you want – so you avoid jobs that drain you and focus on ones that match with what you’re good at, your interests, work style, lifestyle, and the kind of environment and people that energise you.
When you do that, you’ll know what to look for, what to ignore and how to position your CV when the right job shows up.
So how do you get that kind of clarity?
If your current or past job made you miserable, figure out what work actually energises you – the stuff you’re naturally good at – so you can move away from what burns you out.
* **What you're good at:** Think of all the things you like about your job - what parts of your job come easy to you? When were you most productive in your career? And what was the work environment that facilitated this? What do people ask for your help or advice on?
* **What you dislike:** Then look at the flip side - remind yourself of all the parts of your job that stress you out the most. When do you feel the most drained or exhausted? What kind of work do you want to do less of?
Things that come easy to you are hell for others because we’re all wired differently. We all have certain strengths. Identify yours and double down. That way, you can aim for roles where your natural abilities are seen as assets. You want to mould a job around who you are, rather than moulding yourself to a job.
Once you’ve reflected on what you like and don’t like, start exploring roles that fit your skills and interests.
**Career tests:**
* Complete the [Holland Code Career Test](https://openpsychometrics.org/tests/RIASEC/). It’s free, takes a few minutes to complete, and provides you with a list of jobs that match up with your interests, along with a full breakdown of what each job entails.
* Other tests to give you ideas are the [Myers-Briggs Career Test](https://www.truity.com/test/type-finder-careers) and the [O\*NET Interest Profiler.](https://onetinterestprofiler.org/)
**Use ChatGPT to brainstorm:**
* **Prompt:** I’m good at \[list strengths] and enjoy \[list interests]. Suggest roles or industries where these are valuable and include examples of daily tasks.
* **Example:** I enjoy organising schedules and working independently. Can you suggest roles that don’t require client-facing responsibilities?
**Finding jobs you enjoy:**
* Go to a job site and in the search bar, type in the parts of your job you enjoy (e.g. presenting, training, analysing data, mentoring). This helps you discover roles that use the skills and tasks you already like doing.
**Research further on career guidance websites:**
UK Government website for careers information, advice and guidance.
Provide research and support to help talented people tackle the world’s most pressing problems.
This could be salary, industry, commute, working pattern (remote/hybrid), company values or the type of work you refuse to do again.
For me, I was a CV writer and it destroyed my spirit – so I made a promise to myself that I can never go back.
**Work environment, industry and company type**
* Do you prefer remote, hybrid, or on-site work? How far are you willing to commute?
* Are you drawn to public service and work-life balance or the private sector with higher pay potential?
* What industries genuinely interest you or align with your values?
* Which companies do you admire for their mission, ethics or products?
* Visit their careers page and check their culture, flexibility and benefits (many offer flexitime, compressed weeks, or family-friendly policies). Check their vacancies page, read through the job specs, and while you’re here – set up alerts and/or sign up to their talent pool.
**Salary & benefits**
* What’s your target salary and your walk-away number (the lowest you’d accept)? Aiming for a 10–15% increase over your current pay is a good starting point. To find the fair market pay rate:
* Review job listings for your target job title.
* Review salary calculator websites or Google\_“UK \[Your Target Industry] salary guide”.\_
* Don’t forget to weigh up the benefits that matter to you; pension, healthcare, maternity leave, holidays, etc.
**Long-term goals**
* You have a magic wand and 5 years from now, you could have whatever you want. What would it be? Money you’d be earning, job title, personal goals achieved. Now work backwards: What kind of job or career path will move you toward that future?
So start mapping all of this out. Once you’re clear on what you want, you can start applying with intent. That gives you the best chance of landing a role that suits you, your life and your future goals.
Discover your next career move, match with jobs that truly fit, and nail every application.
# How to handle interview nerves
Source: https://docs.gorodeo.app/resources/how-to-handle-interview-nerves
Practical guidance that will ease your nerves come game day.
## Handling interview nerves
### Nerves are normal
Being nervous isn't a bad thing. It doesn't mean you’re incapable. It’s just an indication that something matters to you. Nervous people get hired all of the time.
### Reframe the interview process
I know you need the job, but understand that to present the best version of yourself in the interview, you need to be okay with not getting the job. You’ll get in your own way if you’re held hostage by the outcome.
This paradox will bring out your most authentic self in the interview and lead you to opportunities that are actually aligned with who you are and what you want.
### Remove the fear
Feeling a bit nervous is a good thing. Problems start to arise if you are at the point of throwing up or having the shakes. So if you are at a breaking point, think about it like this: at its root, nervousness exists because you have created consequences. This is the source of your fear.
### If there are no consequences, fear does not exist.
Think about the consequence you have created in your mind:
> “If I mess up, I won’t get the job.”
The fact that you got called for the interview means you will get called for other interviews.
Even in your ‘perceived’ worst-case scenario, where you can’t answer a single interview question, it doesn't matter. Because you can just line up another interview. There are so many jobs out there. Employers are in desperate need of people like you.
Messing up a question here and there happens. It’s normal. But the entire opportunity doesn't rely on any one answer. You can recover. Nervous, imperfect candidates get hired all of the time. Ask for a moment to think if you need it. Ask for clarification. Pause before you answer.
> *'And now that you don't have to be perfect, you can be good.'* — John Steinbeck
### Slow it down
Speak at 0.75% speed. You may be excited. Nervous. We tend to talk very fast in those states. Slow it down. Speaking slower shows you’re in control. That you are confident.
### You’re not a robot
We can get so concerned about only saying the right thing that we end up becoming robotic.
A genuine connection with the hiring manager can only be created by showing you are human.
So don’t be worried about admitting your shortcomings or mistakes. We’ve all gone through it. What’s more important is to talk about how these valuable lessons will help you do the job you’re applying for.
If you trip up on an answer, acknowledge it. Show you are self-aware. Trying to pretend it didn't happen shows a lack of self-awareness. Then simply ask can you start again.
### Expect awkward moments
Interviews are just like a first date. So expect awkwardness. Many interviewers will be introverted. Many will not be trained to interview. They might be just as nervous as you. If things feel tense at the start, it’s perfectly normal. Just roll with it. You’ll find your groove.
### Trust yourself
Yes, you need a job, but your goal in the interview is to learn more about the role and determine if YOU want it.
### Go into the interview with your eyes wide open.
Remember that the company is the one with the problem. That’s why they called you.
They want to hire you; they don’t want to catch you out. They need you.
They already believe you can do the job based on what they read on your CV. You’re just going in there to have a conversation about how you can help solve their problems.
### Reps reps reps
The more interviews you do, the less nerves you’ll have. So keep lining up interviews. Say yes to as many as you reasonably can, even ones you’re only half interested in – just for practice. The goal is to get comfortable in that environment. The more reps you get in, the more “normal” the interview will feel.
While you’re waiting for your first interview, recreate the interview environment by doing a mock interview. You’ll feel much more comfortable on game day if you’ve already done a realistic run-through. Ask a friend or family member to sit in and play interviewer if possible.
It's also helpful to record yourself and watch it back. You’ll spot things you can tighten up (rambling, filler words, lack of eye contact, etc.).
### How to handle a question about an area you don’t have experience in
First of all, don't lie or get defensive. Look at the areas where you lack experience and plan how to address those areas.
Talk about how you would do it.
Talk about your willingness to learn.
Talk about the steps you are taking to fill the gaps.
Explain that you don't have exact experience, but make a comparison to something in your background that is similar or something that will help you overcome the lack of experience, and express your interest in learning the skill.
Show the interviewer evidence of accomplishments that demonstrate how you will be able to learn the new task or skill.
To really drive home your answer, you can also explain:
* Why you’re looking to step up and why you’re ready (e.g., you’re an ambitious professional who is seeking growth).
* How you are working on filling the skills gap. Point out any courses or professional training you've undertaken to ease your transition into the role. The more you invest in your own development, the more likely employers are to invest in you.
Turn everything into a positive. You get to dictate the narrative.
Example Answer
Q: “Do you have experience using XYZ software?”
Response:
Mention that you don’t have direct experience, but you have similar experience:
*“I don’t have direct experience using XYZ Software, but I have learned to use quite a few programmes in my current role. For example, last year my department switched from using Excel to ABC Software to optimise the sales process.”*
Provide evidence of how you can quickly learn new things:
*“I didn't have any experience with ABC Software, so I was required to study training manuals. I quickly picked up the ins and outs of the system and began training my colleagues on some obscure features that ABC Software recently rolled out, including \[Feature that does things the hiring company wants]. I've heard excellent reviews about XYZ Software, and I'm genuinely eager to learn its ins and outs. I'm confident that I can quickly become proficient with it.”*
Apply this interview answer framework to any aspect of a job that you don’t have experience in.
#### What to do if you don’t know the answer to a question
Don’t panic and start rambling. Slow down. Remember, it's not unusual to find yourself struggling to answer a couple of questions.
Don’t be afraid to take a moment to think. Employers don’t expect immediate answers.
There is no harm in pausing and stating, *“I’m not sure, allow me to think for a moment. I want to make sure I address your question accurately.*
To buy yourself time, you can throw the question back at them. Ask a clarifying question:
*“Would you like me to run through a leadership or team scenario?”*
Always have water with you. If you anticipate a difficult question, pick up that glass and take a slow and calculated sip.
Work through the question: By thinking out loud, you are showing the interviewer how you can break down challenges in real-time. Even if your answer is not 100%, you are showing off your problem-solving skills.
If you are really stuck, just respond with *“I am drawing a complete blank right now. I don’t know.”* You can then email the interviewer after the fact with an answer. It takes courage to admit you don’t have an answer. No hiring manager will take issue with you.nResponding with *“I don’t have an answer for you on that at the moment”* is far better than waffling or trying to BS your way through an answer.
If you feel uncertain after delivering your answer, ask the interviewer if you addressed their question appropriately.
If at any point you feel overwhelmed, take a bathroom break to gather yourself. A few deep breaths in a quiet space can bring you back to baseline.
Discover your next career move, match with jobs that truly fit, and nail every application.
# How to negotiate your salary before starting a new job
Source: https://docs.gorodeo.app/resources/how-to-negotiate-your-salary-before-starting-a-new-job
A step-by-step guide to help you maximise your take-home pay in a new job.
Here is a step-by-step guide on how to negotiate your salary before starting a new job.
## Salary research
In order to maximise your take-home pay package, you need to know what companies are paying for someone with your level of experience and the job you’re targeting.
The more data points you have relating to salary market rates, the stronger your negotiating position will be.
Salary for the same job title varies by company size, industry, and location. To ensure your data is accurate, focus your research on one particular job title at firms of similar size, industry, and location. [Use this spreadsheet](https://docs.google.com/spreadsheets/d/1V7Ar2nzoL_ydafHRE2eb_4u1pqKcBfS3hejshhdP45o/edit?usp=sharing) to help you keep track of the average salary ranges.
## How to find out the average market pay rate
### Review job boards and company career websites
Review **job listings** on popular job boards to see what companies in your industry are paying. Focus on roles in your target industry that match your level of responsibility.
Review **government and public sector job listings** too, as they are usually required by law to publish salary ranges.
### Recruiters and hiring companies
Start talking to people who are hiring for your target role. Track down recruiters on LinkedIn, Google, and start applying to jobs online.
As you begin interviewing with other companies, you will start to learn what they are paying.
I will be diving deeper into this later on, but if the salary is not listed on the job advertisement, bring it up in the first conversation.
“Just to make sure we are in the same ballpark, can you tell me what the salary range is for the role?"
In my experience, the best recruiters are transparent and don’t play games when it comes to discussing salary.
### Talk to people in the same job or industry as you
Talking about salary with your coworkers is taboo for a number of reasons. We can get trapped into believing that our entire self-worth is tied to numbers on a pay cheque.
Many of us were raised to believe that money matters should be kept private. You may have concerns about being judged. Office politics could be at play. You may think you'll be labelled a troublemaker. Or you're just a private person. I get it all. It can be a touchy subject.
But openly discussing your salary with coworkers is one of the most effective ways to find out the fair market rate, and you’ll quickly learn if you're being underpaid.
You're not breaking the law either. Unless your contract includes a confidentiality agreement around your salary (which you should double check), legally, there's nothing preventing you from openly discussing your salary with coworkers.
### How do you bring it up?
You don't have to outright ask how much a colleague is earning. You can be cute about it.
Simply get the ball rolling and say something along the lines of:
"I did a bit of research on the market rates for our roles. Turns out we should be earning around \[Number]. I'm thinking about asking to be brought up to \[Number]. What do you reckon, do you think that's fair?"
And just see how the conversation plays out.
Of course, if you're close with your coworker, you may feel more comfortable telling them how much you're earning. They may return the favour and reveal their own salary. And these conversations can be very fruitful.
### Talk to your peers
If you don't feel comfortable talking to your colleagues, see if you know anyone in your industry working at other companies in a similar job. This could be ex-colleagues, ex-managers, 1st connections on LinkedIn, or anyone you know on a first name basis.
Again, keep the conversation light:
*"I'm thinking about applying for new jobs. I'm looking for a salary package in the range of \[Number] and \[Number]. What do you think about that, does it sound reasonable?"*
They may give you an indication of what the market rate is, or if they're a kind soul, they'll spill the beans and tell you what they're on.
Sometimes the old *"I'll show you mine if you show me yours"* can get people to reveal their cards, especially if you know them well enough.
### Salary calculator websites
Online salary calculators are not completely accurate because the data is self-reported by individuals.
However, they do provide a broad idea of what you can expect to be paid.
I don’t recommend taking data from these websites at face value. Glassdoor can be highly inaccurate. A couple of exceptions, though, are [Payscale.com](http://Payscale.com) and [Salary.com](http://Salary.com), which offer a more comprehensive reporting structure compared to others. However, the data is largely based in the US.
If you’re working in tech, [Levels.fyi](http://Levels.fyi) is also worth looking at to gather a baseline.
It can also be useful to research companies that publish salary reports in your home country. It’s worth Googling \_‘salary data’ \_+ your target industry and seeing what you can find.
### Save your evidence
Compile all your research findings and establish the average lower and upper salary ranges for roles you're interested in. This gathered information will prove invaluable during negotiations, as using evidence-based arguments can significantly aid your negotiation strategy.
## Define your target salary package
Once you have a good idea of the average market rate and the benefits you'd like, identify your target salary range.
For example, if the average salary range for the jobs you're interested in falls between 50k and 65k, **and you meet all of the requirements on the job description**, **and have managed each of the duties listed**, you should expect to be paid at the top end of that range (65k).
**The negotiation begins from the very first conversation.**
Personally, I would never leave the first interview without talking about the salary package on offer and outlining my expectations.
I continually hear horror stories from people who were dragged through 4, 5 and 6 rounds of interviews, only to find out the salary package was way off at the very end of the process. Hours upon hours of valuable time wasted. This can all be avoided by stating your expectations from the very first conversation.
### “What are your salary expectations?”
You're in the first interview. Towards the end of the conversation you ask the recruiter what the budget is for the role (because they failed to provide a range within the job description).
*“Just to make sure we are in the same ballpark, can you tell me what the salary range is for the role?"*
It's not uncommon for the interviewer to throw the ball back at you and ask for your salary expectations.
In this instance, there are a couple of approaches to take.
There's no harm in delaying your answer **if you are unsure about what the role fully entails.**
You can simply reply with:
*“Before I can give an accurate salary range, I’d like to know more about the role and what’s fully involved.”*
From there, ask the questions **that you want answers to.**
It’s best practice to provide a range upfront when asked about your salary expectations. I don't recommend being evasive and responding to this question with *"market rate"* or *"I want to be paid fairly"*.
I know you’re worried about being lowballed, but once you’ve done your research, it helps reduce the chances that will happen.
Avoiding the question around salary doesn't show confidence. You want to demonstrate to the recruiter that you know your value, you know where you're going, you’re educated on the market, you’re transparent, and you’re not here to waste anyone’s time. This signals to the recruiter that you’re a serious operator, and you will be perceived as more valuable.
When you’re asked this question, it’s best to give a range. Be sure that the **lower range is a number you’d happily accept,** because recruiters tend to lock onto the lower figure.
If you're **unsure of the fair market rate**, a simple solution is to just add an extra **20–30% on top of your current salary.**
## The importance of asking follow-up questions
Once you provide a range, ask follow-up questions. You want to know the package they offer inside and out. By asking in-depth questions around pay, it also shows your competence, which again, feeds into building your candidacy.
The more information you have around pay, the less likely it is that you'll be lowballed.
### What questions to ask?
**1. Find out how your salary expectations compare with the range of the role**
Every interview is an opportunity for you to gather data about what companies are paying for someone with your level of experience and skill. Understanding how your salary expectations compare ensures you're aligned with the industry average and prevents undervaluation.
**2. Ask what criteria or experience level would warrant being paid at the top of their range**
Knowing the criteria for the top of the salary range**lets you highlight your most relevant experience** , which increases your chances of being paid the upper range.
#### Now let’s put it all together. Here’s how the conversation might go:
**Recruiter:** *“So, what are your salary expectations?”*
(1) You: *“I'm considering opportunities in the range of \[Number] and \[Number]. I’m open to negotiation and incentivisation based on the performance and growth of the company. How does that range compare with the budget for this role - what is your budget for this position?”*
Recruiter: *"Your range falls within our budget for this position. The salary package is between 50k and 60k.”*
**(2) You:** *"Can you help me understand what kind of experience or performance would justify being on the higher end of that range?"*
Recruiter: “*For the top range, we’re seeking a manager who's proven to achieve \[Company-related goals], with experience running process improvement initiatives for global fintech organisations.”*
*(Immediately jot this information down in your notepad)*
**You:** *"I appreciate your transparency. Thank you."*
## Asking for more money after giving your initial expectations
The range you provide in the first interview is not a binding contract. Don’t worry about lowballing yourself when you give up your initial salary expectations. In the early stages, your expectations are only an estimate.
You reserve the right to increase that amount as you discuss the role further.**You can always ask for more money** if you find out the demands of the job**exceed your initial expectations.**
However, I recommend taking this step As early as possible in the process. Delaying your request until the final hour can leave you with less room to negotiate.
*“I gave a range of \[Number] in our last conversation, but after learning the role involves X and Y, I’d be expecting a total salary package of \[Number]. I’m bringing it up now to make sure we’re all aligned before progressing any further.”*
## Asked about your current salary
I really hate to say this as I believe it to be a disgraceful practice by companies, but refusing to divulge your current salary might affect your application negatively in some scenarios. Not all, but some. You may be seen as ‘difficult 'by a hiring employer. Keep in mind though, it’s impossible to please every employer you encounter during your job search. Some may see you as evasive, while others may not care in the slightest.
Regardless of what you decide to do, the one way to avoid being lowballed is by doing a deep dive on the market rate so you know what is acceptable and what is not.
If you decide to share your salary, be sure to mention your expectations. **Here’s a good line to use as a guide:**
*“I’m currently being paid \[Number], but from my research the market rate is \[Number] so I am only considering offers at this level or above.”*
Again, if you're **unsure of the fair market rate**, consider adding an extra **20–30% on top of your current salary.**
It’s worth mentioning that agency recruiters get paid when you get hired, so if they can’t get a competitive offer from their clients (the hiring company), they won’t make any commission. They may be more motivated to get you paid fairly versus an in-house recruitment team at a smaller business.
If you don’t feel comfortable sharing, here are a couple of lines you can consider hitting them with:
*“I've spoken to a few recruiters and peers in the industry, and I'm in the early stages of interviewing with a few companies in our sector, and the market rate for an \[Job Title] is falling between 70k and 80k. I'm actually being underpaid right now, so for my next role, I am only considering offers at this level or above.”*
Or
*“I’m not comfortable sharing that information and would prefer to discuss my salary expectations, which is between \[Number] and \[Number].”*
When delivering your answer, it’s important to keep the right tone. Your knee-jerk reaction might be to say *“mind your business you nosey ^\$%£.”* You don’t want to come across as adversarial. Calm. Cool. Collected. Understanding. I know there are lots of horror stories out there, but contrary to popular belief, many recruiters have good intentions and are looking to get you paid fairly, so it’s helpful to keep things kosher and not lose your head.
## Can’t get the salary
If a recruiter won’t give up the salary, consider moving on. Of course, if you’re in a pickle you may have to just stick it out until the offer comes, but as mentioned, the risk here is that you waste your time.
If you suspect you’re going to be lowballed, hit them with something along the lines of:
*“I don’t think I can move forward since the salary package is a major factor in deciding my next move."*
There are plenty of employers out there that respect your time, value transparency, and pay their people fairly.
## Counter-offering
As you move further through the process and the job offer comes in, you may need to counter-offer.
### Here's an approach you can take:
Base your counter-offer on the specific objectives the hiring manager wants you to come in and achieve.
Early in the interview process, gather this information by asking:
*"What are you hoping is achieved in this role within the first 12 months?"*
Or
*"What would success look like in the role a year from now?"*
The interviewer will detail some big goals that will either generate revenue, save revenue, or a combination of both.
After they spill the beans, gather more information by following up with this question:
*"What are the biggest challenges getting in the way of achieving these objectives?"*
This line of questioning forces the interviewer to lay out the biggest problems they're facing and the goals they want the new hire to accomplish.
With a complete understanding of what the hiring manager wants, you can tailor your pitch accordingly.
### The structure of your counter-offer:
1. Refer to the company’s desired goals and/or problems.
2. Provide evidence of your ability to achieve said goals and/or solve their problems.
3. Reference your plans for the future, and if possible, detail how the company will benefit financially (through an increase in revenue, a reduction in costs, or a combination of both).
4. Go for the ask, and if possible, reference evidence that their offer is below market rate.
## Counter-offer negotiation pitch (V1)
### (1) Refer to the company’s desired goals and/or problems
*"As you mentioned earlier, my main objective in this role will be to \[Specific Company Goal, e.g., 'expand into the European market' or 'achieve a 20% growth rate this year'].”*
### (2) Provide evidence of your ability to achieve said goals and/or solve their problems
*"This goal is something I am very confident I can not only reach but exceed, given my track record while working at \[Past Company], where, under similar circumstances, I \[Specific Achievement, e.g., 'led the team in a successful market penetration in Asia'].”*
### (3) Reference your plans for the future, and if possible, detail how the company will benefit financially (through an increase in revenue, a reduction in costs, or a combination of both).
*"Looking ahead, I've already put together a plan to help us \[Reach specific company goals / Achieve specific initiatives, e.g., 'streamline our supply chain operations' or 'optimise our digital marketing strategy']. Based on my projections, this could result in \[Financial benefit or increase in metrics] for the company."*
### (4) Go for the ask, and if possible, reference evidence that their offer is below market rate
*"Bearing all that in mind, along with the market salary research I presented in our earlier discussions, your salary offer of 48k is a solid number that we can work from. How can we bring the total salary package to 55k?”*
Part 3 of this counter-offer strategy involves going the extra mile in advance, which you may not have time for. However, focusing on **Parts 1, 2, and 4** will still give you a strong foundation for negotiation.
## Counter-offer negotiation pitch (V2)
Here's an alternative counter-offer pitch worth trying:
*“As I said, I’m really excited at the prospect of joining your team because \[Discuss how you will bring value to the team and achieve their biggest objectives + why you want to work at the company]. Bearing all that in mind, along with the market salary research I presented earlier, is there any way we can make up the difference?”*
### Leverage other job offers
If you have received another offer, **let the recruiter know.** It shows you’re in demand, plus recruiters want this information as it helps them keep their offers competitive. It can also speed up the process for you because if they match the competing offer, it will mark the end of your job search.
### Give them an ultimatum
*“I’ve been offered \[Number] by another company, but you are my top choice. If you can match it, I’ll sign right now.”*
If applicable, **mention what benefits you’re being offered** by competing companies:
*“As well as a base salary of \[Number], they’re also offering to support my relocation to \[City] with a sign-on bonus of \[Number]. If you can match their package, I’ll sign right now.”*
Being transparent and detailing the specifics of your competing offers will give recruiters ammunition to negotiate on your behalf with the hiring manager.
Don’t lie here, otherwise you risk losing the job if they call your bluff and tell you to take the competing offer.
Remember that if you have received one job offer, you have done everything right. You have proven that you're capable of conducting a successful job search. So if you get one, you will get others.
## Negotiating through email
In many cases, salary negotiations will take place after the interview. I recommend moving the negotiations to email because it creates a paper trail.
Verbal promises don't always hold up. It's essential that you get everything in writing in case any disputes arise down the line.
Negotiating through email also allows both parties to consider all options and takes the pressure off of making an immediate decision.
### Email negotiation template:
*Hi \[Hiring Manager],*
*Thank you for offering me the \[Job Title] role. I’m excited to join the \[Department Name] department at \[Company Name].*
*In relation to the salary package, your offer of \[Number] is a solid number that we can work from, but I would like to discuss the proposed package.*
*Considering my track record in helping \[Companies/Teams] achieve \[Relevant Target], which I'm confident I can replicate within the \[Department Team] in a focused \[Number]-day timeframe, and based on the market salary rates I've gathered from industry peers and recruiters, I believe an adjustment to within the \[Number - Number] range would be more reflective of the value I can bring to your team.*
*\[Company Name] is my employer of choice. I have been a long-time admirer of the work you and your team are doing, and I’m excited to come in and bring the \[Department Name] department to \[Main Objective].*
*I feel we are nearly there. If we can get the range towards my target of \[Number - Number], I will be happy to accept this offer.*
*Warm regards,*
*\[Your Name]*
## Should you negotiate?
It depends.
If the company meets or exceeds your original asking price, there are potential risks to asking for more. The worst-case scenario here is that the company might withdraw the job offer, especially if they have other candidates who are willing to accept the salary package.
You need a reason to negotiate. The recruiter is usually taking your request and bringing it to the hiring manager to see what can be done. So give them ammunition.
Root your argument in logic. Maybe you have competing offers or you’re sacrificing a juicy performance bonus by leaving your current role.
Your best bet is to **lay out your salary expectations from the very first conversation**; that way both parties will be closely aligned by the time the offer comes.
## Handling a counter-offer from your current employer
If you receive a counter-offer after handing in your notice, tell your manager the reasons why you decided to look elsewhere. Try to resolve these issues before deciding to accept the counter. Otherwise you'll be back on the hunt in a couple of months’ time.
## References
If a hiring company asks for a reference from your current manager, it may jeopardise your current job. And in the unlikely event that the job offer falls through, you're in a pickle.
You've got to protect yourself at all times. So if you're asked to provide a reference from your current employer, offer alternatives, like a trusted colleague or someone who has recently left your workplace. Go as high up as possible: manager, supervisor, team leader, etc.
Use this script as a guide if you have any concerns about references:
*"As I'm currently employed at \[Current Company Name], I am hesitant about providing a reference from my current employer. I'm concerned that it might jeopardise my position there, especially in the unlikely event that the offer doesn't go through.*
*Could we consider alternatives for this part of the process? I can provide references from \[offer alternatives instead of your line manager—ex-manager who recently left, team leader, supervisor, etc.] who can speak to my abilities and work ethic.”*
Of course, if you have a strong relationship with your current manager you may have no issues. But when it comes to your livelihood, minimise risks where possible.
## Reminders
* Have a 'walk-away' number. Enter the salary discussion knowing the absolute minimum you are willing to accept. You don't have to accept any offer.
* **Practice negotiating with your friends or family.** You will be far more comfortable when it comes to game day. Set up roleplays that involve the hiring manager objecting to your counter-offer. How will you respond if they say \_"It’s just not in the budget"? \_
* To make sure the juice is worth the squeeze, find out how much your base salary will be **after tax.**
* If the salary offer is too low, respond with grace. You don’t want to make it a war, nobody will win.
* Ask for what you want. Step into the discomfort. This is your life. The sooner you start asking for what you want, the sooner you'll get it. If you don't ask, **the answer will always be no.**
### Trust nobody
* I know I'm super pessimistic when it comes to job offers and companies in general, but it's only because of the horror stories I continually come across due to the nature of my work.
* Never rely on promises made to you in an interview. **Rely on what’s written in the contract.**
* Don’t hand in your notice until you have **countersigned the offer letter and received written confirmation of acceptance** from your new employer.
* Keep applying for jobs and lining up interviews **until you start the new job.**
Good luck getting the money you deserve. If you need help negotiating your salary in your current role, [here](/resources/How-to-ask-for-a-pay-rise) is a step-by-step guide on how to ask for a pay raise.
Discover your next career move, match with jobs that truly fit, and nail every application.
# How to write your cover letter
Source: https://docs.gorodeo.app/resources/how-to-write-your-cover-letter
Learn how to write a base template that you can quickly tweak for every job.
Just like in the CV guide, we’re now going to create your base cover letter that’s targeted for one job type.
I know it can feel like a drag, but writing a cover letter becomes quick and painless when you’ve got a solid template you can quickly tweak for each role, and that’s what you’ll get in this guide.
### Why you should write a cover letter
Having a cover letter will help you throughout the entire job search process.
* Many application portals still require one, so for certain jobs you won’t have a choice.
* It’s multipurpose – you can reuse it for follow-ups, email applications and LinkedIn DMs to hiring managers.
* It can increase your chances of getting an interview, as plenty of hiring managers still say they love a good cover letter and favour candidates who made the effort.
* Writing one forces you to get clear on what you bring to the table and why you’re applying to a particular company, which helps you prepare for interviews.
### What to include
In the template provided below, you’ll just need to fill in the placeholders. But before you do, there’s a few things to keep in mind.
In terms of the format and layout, aim for 4 short, sharp paragraphs. Big walls of text are less likely to be read and are more likely to be assumed as AI-generated drivel.
What to include in each paragraph:
### Paragraph 1 – Clearly state the job title you’re applying for
Recruiters are usually juggling multiple roles, so make it easy for them to know exactly which role you’re applying to.
### Paragraph 2 – Connect your experience to the role
Review the job description and identify the single most important thing the company wants you to do. This is usually in the job overview/summary or the first few requirements.
Once you’ve found it, explain how you do this really well and back it up with evidence – include a specific example or achievement that shows you’ve done it successfully before. The goal of this paragraph is to clearly prove you can do the core part of the job.
### Paragraph 3 – Explain your “why”
We all work for money, but from the hiring company’s perspective, they want to make the least risky hire. If a candidate is genuinely interested in working for them, they will be perceived as less of a flight risk.
That is why it helps to include a genuine reason why you want to work for the company.
So, how do you find a genuine reason aside from a pay cheque? Look at their website, press releases and social media to see if anything resonates with you. Then pick one or two things and mention them in your cover letter.
Some examples:
* You use their product and want to help make it better.
* You’re excited about a new strategy, market or initiative they’ve announced.
* You know someone who’s worked there and they spoke highly of the culture.
* You like the work they do for the local community.
Whatever you choose, keep it specific and avoid the cliché line “I’ve always admired your company.”
The template below includes three angles to help you find your “why.”
Paragraph 4 – Closing and call to action
Use this final paragraph to briefly reaffirm your fit, mention that you look forward to the next steps, and include your name, email and phone number so they can easily contact you.
That’s the lot. Once you have written your cover letter for one job, the heavy lifting is done. For each new application, all you need to do is make a few minor tweaks and update the “why this company” section.
### Cover letter template
Access the formatted cover letter template in Google Docs [here](https://docs.google.com/document/d/1FyWlA3YEs8hsqeJOAVJdn6FhzELJIFha/edit?usp=sharing\&ouid=100368641689638836505\&rtpof=true\&sd=true) or you can copy the text below.
To use this template:
* Edit in Google Docs: Click File > Make a copy.
* Edit in Word: Click File > Download > Microsoft Word.
\[Date]
\[Hiring manager’s name]
\[Hiring manager’s job title]
\[Company name]
\[Address]
\[Hiring manager’s email]
Re: \[Name of job title you are applying for]
Dear Mr/Mrs. \[Hiring manager’s surname],
I am writing to apply for the \[Job Title] position at \[Company Name].
As a \[Enter your current job title - related to the job you’re applying to] with \[Number of years experience you have in the role] years of experience in \[List the most important things you do in your job - match them with the job requirements], I am confident that my skills make me a strong candidate to fulfil \[Company Name] \[Name of the department you are applying to]’s needs.
My most recent role was at \[Mention the company you worked] where I\[Include an achievement from your work experience that's related to the job description] .
I was thrilled to see an opportunity to join your team for several reasons. Firstly, the role would allow me to continue pursuing my passion.\[Reference what the role will allow you to do - something you enjoy doing] . Secondly, I personally identify with\[Company Name]’s core values. I share the belief that \[Mention a value or values that you share with the company - and explain why the value is important to you]. Last but not least, I’d be delighted to contribute to an organisation that’s leading the charge on \[Mention what charitable/sustainable/social initiatives the company is working on or have done in the past].
I feel that my broad experience in \[Name the industry you have experience in] combined with my ability to \[Reference the most important responsibility of the job here - that you can do], would make a valuable contribution to your company.
\[If applying by email or direct message include the line: I have attached my CV for your consideration.]. Thank you for your time in reviewing my application.
I look forward to hearing from you at your earliest convenience.
Sincerely,
\[Your Name]
\[Your Email]
\[Your Phone Number]
\[Your LinkedIn URL]
Discover your next career move, match with jobs that truly fit, and nail every application.
# How to write your CV
Source: https://docs.gorodeo.app/resources/how-to-write-your-cv
A step-by-step guide to building your master CV and tailoring it for a specific job.
We’re going to build your master CV together and tailor it for your target job.
First, grab our free CV template [here](https://docs.google.com/document/d/1S0Uni-eLPkXhtNYBoNBAKF16sJf7LpIW/edit?usp=sharing\&ouid=100368641689638836505\&rtpof=true\&sd=true) – it’s already formatted perfectly for hiring systems, and I’ll walk you through exactly how to fill it in.
To edit this template:
* **Google Docs:** Click File > Make a copy.
* **Word:** Click File > Download > Microsoft Word.
### **1. Fill in your contact information**
First, fill in your contact information using the placeholders in the CV template.
Here are some guidelines to keep in mind:
Avoid including your birth year in your email address. Check your spam daily.
Include the country code if you’re applying for international roles. Set up and test your voicemail.
Living close to a workplace gives you an advantage. If your commute to the workplace is an hour or less, include your town and city. For longer commutes, just include city and country.
Include a link to your profile – and hyperlink the word “LinkedIn”.
Add your website or portfolio link – and hyperlink the label.
**Reduce bias**: do not include your age, marital status, religion, salary expectations, place of birth or sexual orientation.
### **2. Find a job description for the role you want**
Next, you need to figure out what employers are looking for so you can position yourself as the right fit.
Applying with a generic CV is a waste of time. Your CV is not a summary of everything you've ever done. It’s a summary of how you can do the specific job you’re applying for. You have to spell that out for the recruiter – they won’t assume what you've done.
To do this, find a well-written job spec for your target position. Take note of the role overview, the responsibilities, and anything labelled “required”, “requirements”, “must have” or “qualifications”.
Your CV needs to clearly show that your experience covers these areas.
If you see a lot of variation across different job specs, merge the common requirements into one ‘mega’ job description and save it in a doc. This is what you’ll use to position yourself as the solution for the hiring company.
### **3. Writing your professional experience**
Now that you’ve a good understanding of what employers are looking for, it’s time to tailor your CV for the job. We’re going to start by writing the professional experience section of your CV.
Under the ‘Professional Experience’ heading in the CV template, start with your most recent job and work backwards. Fill in your job title, company name, location and employment dates.
If you worked at a smaller or lesser-known company, add a brief company description to help the recruiter connect your experience to the job.
Now it’s time to add your relevant work experience.
Your goal is to prove you can do the job – so start from the top of the job description and go through each requirement one by one.
Take the first requirement and write a bullet point that shows you’ve done that exact thing – either by listing a task you were responsible for or a result you achieved. Rinse and repeat this process for each requirement in the job spec.
For the structure of your bullet points, explain what you did, how you did it and what good came out of your work – think about what your work achieved or what your work enabled/facilitated/allowed to happen.
When possible, quantify your experience. Adding numbers demonstrates the scale of your work and validates your impact.
Each bullet point should highlight a different aspect of your job rather than repeating the same skill or responsibility.
How many bullet points should you include? As many as needed to show you meet the key job requirements.
Arrange your duties and achievements in the same order as they appear in the job description. For example, if the job description lists a forklift licence first, get your forklift licence front and centre on your CV.
This ensures that you only include relevant experience – experience that the hiring manager actually cares about. This gives you the best chance of landing interviews.
If you spot gaps between your background and the job description, bridge them by mentioning your similar experience and achievements, along with transferable skills. Focus on examples that prove you can handle those tasks, even if your experience doesn’t match the job description word-for-word.
For example:
* If you’ve no experience with specific software, mention a similar one you’ve mastered and describe how you used it to improve things.
* If you haven’t led a team, highlight times you trained, coached or took ownership of tasks or projects.
* If you lack experience in a specific process, show where you’ve applied the same underlying skill and back it up with evidence of a positive result.
The goal is to connect the dots for the recruiter. Show that while your experience may look different on paper, you already use the same skills in practice.
If you’re currently employed, think about how you can start filling gaps where you are. Review the job spec for your target role and see if you can take on any duties that you don't currently do. Other ways you can fill experience gaps are by joining/volunteering for projects, introducing new processes/ideas, shadowing a colleague in another department or moving internally.
### **4. Professional summary**
Now let’s write your professional summary. This is the short paragraph that sits at the top of your CV. It should qualify you *in* for the role at a glance.
Use it to tick off the must-haves from the job description. Try to mirror the job overview/summary.
To help with writing your professional summary, use this template as a guide:
\[Job Title] with **\[number]**+ years of experience in **\[key skill / requirement 1 from the job description]**, **\[key skill / requirement 2 from the job description]**, and **\[key skill / requirement 3 from the job description]** across the **\[industries/sectors you've worked in].**
**What to keep in mind:**
* Include your job title and years of experience **only** if they closely match the job requirements. If your current title doesn’t align with the target role, use a broader term like “\[Industry] professional” (e.g., “Sales professional”).
* If you have less experience than required (e.g., they seek 10+ years and you have 7), avoid specifying years. Instead, say “experienced in \[field]” and focus on the relevant problems you solve.
**Optional: adding career highlights & achievements**
You can also add a second bullet in your professional summary that highlights an achievement that proves you can do the job. Use this template as a guide:
Track record of **\[summarise a key achievement, responsibility, or skill relevant to the job description]**, resulting in \[mention a high-level outcome or impact, such as improvements, targets met or contributions to company goals].
### **5. Education, certifications & training**
Complete these sections using the placeholders provided in the CV template.
Reorder this section as needed – e.g., for graduate roles, place Education above Professional Experience.
To reduce potential bias, omit dates for education or certifications older than 15 years.
### **6. Technical skills and key skills**
These two sections help recruiters quickly see that you have the technical ability and core expertise needed for the role.
Technical skills: List all relevant tools, systems, technologies and software you’ve worked with that are specific to your target role.
Key skills: List your main hard skills. Avoid soft skills like “communication” or “team player”. Instead, focus on skills that prove you can do the job – e.g., supply chain management, inventory checks, copywriting, budgeting, project planning. Aim for 5–10 relevant hard skills that match the key skills included in the job description.
### **7. Optional sections**
Hobbies & interests, awards and volunteer work are all completely optional. If you choose to include them, keep each to one line at the end of your CV and use the placeholders provided in the CV template.
### **8. Final edits**
**Removing empty outcomes and AI slop**
When using AI tools to write your CV, they tend to end bullet points with generic phrases that state the obvious, such as *“ensuring \[generic statement relevant to previous sentence].”* While sometimes helpful, these phrases are often redundant. Aim to replace vague outcomes with specific results.
AI also has a habit of including empty bullet points, such as \_"Assisted in meetings as required" or "Fulfilled additional responsibilities as required." \_These bullet points take up valuable space without saying anything. The recruiter already knows you do these things.
Avoid using cliché terms like “hard worker”, “results-driven”, etc. They don’t add any value to your CV.
## Formatting
Run through this checklist to make sure the information on your CV is formatted consistently throughout the document:
* Make sure spacing and paragraph breaks are consistent throughout your CV.
* Remove any extra spaces between words.
* Ensure the text size, font colour and font style are consistent throughout the document.
* Check each sentence for proper punctuation, particularly full stops at the end of each bullet point.
* Capitalise product names, client names and software tools. Google them to double-check you have spelt each correctly. For example, people commonly spell Salesforce as SalesForce.
* Keep verb tenses consistent throughout bullet points. It's best practice to go with past tense, e.g., managed, led, etc.
* Avoid long paragraphs. Use concise bullet points that are easy to read (2 sentences max).
* Include the months of employment at each job you held. If you don’t, it looks like you’re hiding something.
* Avoid unnecessary headings like \_‘Personal Profile’ \_as they take up valuable real estate or *‘References available upon request’* – it can be assumed you have references ready to go.
* Unless it’s a cultural norm, don’t include a photo.
### Proofreading
Take time to check for typos and grammatical errors – some recruiters will reject you over a minor mistake. Convert your CV to PDF and reread it carefully. Changing the format helps you spot mistakes you might otherwise miss. Also, try reading it backward to catch errors your eyes might skip.
### Grammar checking tools
Copy your CV into a spell-checking website to identify potential grammar issues. [QuillBot](https://quillbot.com/grammar-check) is a good one. Keep in mind that not every word that's highlighted will be an error. These spell-checking tools aren’t perfect, so use your own judgement.
### Microsoft Word
After you have tidied up any grammatical mistakes, if possible, copy your CV into Microsoft Word. Word will pick up on minor mistakes that spell-checking sites tend to miss, like proper capitalisation for product names and software applications.
### How many pages?
Aim for two pages. Doing so adds useful constraints that keep your CV tight and relevant. That said, use as many pages as you need to prove you’re qualified. If you have 15+ years’ experience, that might be 3 pages.
One thing to keep in mind: recruiters are quickly scanning your CV at the application stage, meaning most of their attention is going to go on page one – so make sure your most relevant experience appears there. To prevent key experience from being overlooked on pages 2 or 3, use your Professional Summary at the top of your CV as a ‘Career Highlights’ section to showcase your biggest wins upfront.
### **File format: PDF or Word Doc?**
When submitting your CV, use a PDF format unless the employer specifically requests a Word Doc. PDFs preserve formatting across all devices, while Word Docs can appear messy when opened on certain mobile devices.
Discover your next career move, match with jobs that truly fit, and nail every application.
# Questions to ask at the end of an interview
Source: https://docs.gorodeo.app/resources/questions-to-ask-at-the-end-of-an-interview
40+ example questions and how to nail your response.
At the end of the interview, you'll generally have time to ask the hiring team questions.
I recommend having 3 - 4 questions prepared.
## What questions should you ask?
The most important questions to ask are the ones you want answers for. If something came up during the conversation that gave you pause or you're unsure about, now is the time to ask about it.
Ask questions that come up naturally too. During the conversation, if something sparks your curiosity, write it down in your notepad and save it for the end of the interview. It's also a good look to ask questions that show you are paying attention. You can do this by referencing parts of the conversation in your questions.
## Identifying potential red flags
Remember that you are interviewing the company just as much as they are interviewing you. If you had a run of bad luck with past employers, you don't want history to repeat itself.
What questions could you have asked your previous employer that would have identified the issues you experienced? Questions around the company culture and management styles are good places to start. You'll find examples for both below.
## Positioning yourself as the right fit for the job
One of the best questions to ask during the interview is one that will tell you exactly what the employer wants.
Find this information out early in the interview process and work it into your interview answers.
You also want the interviewer to clarify what they want. Job descriptions can be vague and are commonly copied and pasted from other sources.
There are two questions you can ask to find out what the hiring manager wants.
Ideally, ask this question as early in the interview process as possible:
> “If you could fast forward a year from today, what would need to happen for you to consider this hiring decision a success?”
OR
> “What are you hoping is achieved in this role over the next 12 months?”
Once they tell you what results they want from the new hire, ask:
> “And what would be the biggest challenges to getting these results?”
Now you know what their objectives are and the biggest obstacles in the job. You now have a blueprint for answering every question they put forward.
Ask this line of questioning in every interview round - as different people will have different ideas about what success looks like.
## Humble-brag questions
Your questions can be used to demonstrate your ability and experience. Here are some examples:
> “I've had a lot of success in the past utilising my experience in \[X]. What are the chances I'll be able to use some of those skills here?”
Let's say you have knowledge of a specific tool or piece of software that you know will add value to the hiring manager. You could ask a question along the lines of:
> “I've had lots of success using \[System/Software] to generate inbound leads and data-driven insights at \[Company Name]. It allowed me to \[Detail Achievement]. What are the chances I'll get to use it here?”
## Other good questions to ask
### Questions about the job
Understanding why the job is available gives you insights into the company's current state. Are they scaling rapidly after receiving investment? Or are they filling a vacancy because someone quit?
Their response will give you a taste of what every day will be like. It's also a red flag if the manager doesn't know what you'll actually be doing
Know with whom you will be spending 40 hours per week of your life with
Let them know you're an eager beaver that wants to hit the ground running. It conveys that you're proactive and keen on delivering results from the get-go.
Their response may let you know how easy or hard the role will be and the type of pressure you may face
Gives you a roadmap for success
This question will identify what value your role will bring to the company, which you can use as a negotiation chip when the job offer comes. It will also identify if your team will be the first to be laid off if the company ever falls on hard times
### Questions that give you insight about your potential new manager
One of the main reasons people resign is because of their manager. Pay special attention to your potential future manager during the interview process as they'll have enormous influence over your well-being and future success.
People can be exceptional liars, so it's not always easy to identify a poor manager. Pay special attention to every interaction you have with them.
Some of the questions below will give you insights into what type of person the hiring manager is. Asking genuine questions will help force a genuine response.
Now you want to keep everything civil; you don't want to make it a war. But if you hear something that doesn't feel right, ask follow-up questions.
The more you dive into their responses, the more difficult it is for them to keep their story straight (if they are being dishonest).
Are they engaged in the conversation? Are they listening to you intently? Do they have well-thought-out responses, or do they seem ill-prepared?
As they respond, observe closely. Watch their body language and listen to the tonality of their voice.
Are they fidgeting and scratching their head, or do they respond with zero emotion and cookie-cutter answers? If so, be wary. Or do they respond with enthusiasm and passion? If you can hear and feel the excitement in their voice, you may be onto a winner.
Good managers will light up and say wonderful things, it's a red flag if the manager focuses solely on hard work and commitment
This will show that they listen and care about feedback.
A good manager will take the opportunity to sell you all the perks of the job here: promotions, salary and opportunities to grow and develop as that person wants.
This is a good questions to try and understand if this is a meritocratic place to work where good ideas are valued no matter where they come from or not.
For you to succeed and progress in your career clear goals are critical. If the manager cannot articulate what success looks like, how can you expect to?
This is just useful to know what to expect and often is quite indicative of the way the company operates.
Candidates who show a willingness to learn and be mentored stand out in job interviews. To convey this, early in the interview, ask the hiring manager about their career progression within the company. Pay close attention to the aspects of their work they are particularly proud of.
Take note of their answer, and later in the interview or in the following rounds, mention it as a reason why you are interested in joining the company.
To wrap up this section, you can say something like this that shows you've listened and taken on board what was discussed:
### Personal questions
The best people to work for value transparency over everything. They're honest about the good and bad parts of the job. They'll open up to you, and this will help establish trust. People also like talking about themselves. So in your next interview, test the hiring manager's honesty by asking these kinds of questions:
* If you could snap your fingers and instantly fix one thing, what would it be?
* What is the most unexpected thing you have learned while working at this company?
* What opportunities has this job given you that you weren't able to get at your previous company?
* What is different about working here than anywhere else you have worked?
* What gets you out of bed in the morning?
* What motivates you to come to work every day?
* What made you decide to come to this company, and what do you enjoy most about the job?
* What is your most memorable experience at this company?
### Professional development questions
Helps identify if you can grow at the company
* What does the path to growth look like in this role and do you have any examples of people who have been promoted from within?
* I am always looking for opportunities to advance and develop my skills. Are there professional development opportunities in this role?
* How do employees earn promotions/raises?
### Culture / values questions
This will help identify if you'd be a good match for the culture at the company
* Who would not be a good fit at this company?
* How is work/life balance respected or encouraged?
* How does the company actively recognise and prevent employee burnout?
* I can see the company's culture is focused on \\\\. Where do you want the company culture to be over the next 3 years?
* I know \[Core values] are important here and they resonate with me too. Can you share how these values show up every day in your business and how they are used to make decisions?
* Can you give me an example of the company's values in action?
### Strategic questions
* I see there are a number of new entrants in the marketplace this year, particularly \[Company Name]. What are your thoughts on this? Do you see them as a threat?
* What is the biggest problem you're facing with your customers now, and how do you plan to resolve it?
* What significant changes has the company gone through over the past 5 years?
* I saw on the company's recent press release that there are plans to expand to North America. How is the company adapting its strategy to meet different regulatory environments?
Discover your next career move, match with jobs that truly fit, and nail every application.
# Reminders for your upcoming job interview
Source: https://docs.gorodeo.app/resources/reminders-for-your-upcoming-job-interview
Game day guidance to help you smash the interview.
## Get the basics right
### Dress code
The safest bet is to overdress rather than underdress. You can also mirror the company’s dress code – check their social media to get a feel for how people show up.
### Bring the essentials
Bring a few printed copies of your CV and any relevant certificates. Even if they’re not needed, it shows you're prepared. If relevant (e.g. design roles), bring physical examples of your work.
Bring a notepad and pen with you. It demonstrates to the interviewer that you’re a serious operator. During the interview you can take note of questions you’d like to ask or on anything that stands out to you.
### Arrive early
Arrive 10–15 minutes early. If you can, chat with the receptionist or security guard. Treat everyone well. You never know who’s connected to the hiring manager.
### Be confident
A firm handshake and good eye contact go a long way.
## Conversation starters / breaking the ice
At the start of the interview, initiate the conversation; don't wait for them to start the discussion. This will help break any tension.
“Hi \[Name], great to meet you. Thanks for taking the time. I’m excited to learn more about the role. How’s your week going?”
Break the ice by starting the discussion with something non-interview-related.
If you know anyone who worked at the company, use this information to start off the conversation:
*“I see John Delaney previously worked here. I worked with John at XYZ Company. How well do you know John?”*
Prior to the interview, research recent news or current trends related to the industry and ask the interviewer for their opinion.
*“Did you see the latest report on X? What did you make of it?”*
When they ask *“How are you doing?”* don’t just say fine; tell them.
\_“I’m doing well, thanks. I had a lovely big breakfast and walked the dog this morning.” \_
By divulging details about your day so far, chances are they have done something similar, which they may share with you. This is an easy way to connect with the interviewer right off the bat and gets the conversation flowing.
By researching your interviewer to find common ground, you can casually bring it up at the start of the conversation to build rapport.
You: *“I’m based out in Ballina, so I got out on the M7 early to avoid the madness.”*
Interviewer: *“No way I went to school in Ballina! How long are you living there?”*
## Final reminders
### Preparation
Write out each of your interview answers and practice delivering them out loud. Do this until you can relay each answer in your sleep.
Organise and save your interview research and answers into a Google Drive folder. After you land a job, you never know what other opportunities are waiting around the corner. Saving your prepared materials and answers will make interview prep in the future so much easier for you.
### Think of the bigger picture
Remember that you are coming in to either save the company money, generate the company money, or both. When preparing your answers, keep that in the back of your mind.
When delivering your answers, tie everything back to the job/company you’re applying to. For example, if you learned something, explain how that lesson can be applied to the job.
### Demonstrate clear thinking
Keep your answers clear and concise. Explaining things simply will help you stand out. The less you waffle, the more confident you appear.
Listen carefully to the interviewer's words to ensure you address their question appropriately. Once you’ve addressed the question, STOP.
Give specific examples in each answer you deliver. If you’re asked a question, in most cases you should never give one-word answers like yes or no.
### Storytelling
Tell stories. Talk about the drama. What happened when the going got tough and you pulled the rabbit outta’ the hat in the final hour? Everyone loves a good story. Stories help put the interviewer at ease. Don’t just list off tasks you completed. Tell stories about problems you solved.
Try linking your stories throughout the interview. It will make your answers more convincing and believable.
Use a different story for each question. Avoid repeating yourself in the same interview.
### Results and impact
Focus your answers on results. The more numbers, data, and achievements you mention in your answers, the more convincing you will be. Talk about how you continually made things better.
### Humble-brag
Bragging doesn't come naturally to a lot of us, but you need to set that aside for the interview. You need to sell yourself *in* there. Get comfortable talking about how your work makes things better. Get comfortable talking about your wins. Describe your wins with confidence. The interviewer won’t be able to guess what you’ve done. You need to spell it out for them.
Quantifying your experience will ease your discomfort. By using data and numbers when explaining your accomplishments, you’re just relaying facts. Facts that cannot be argued. Facts that validate your skills and experience.
### Don’t sell yourself short
Undermining yourself in a job interview means you’re casting doubt on your own abilities, and if you don’t believe in yourself, it’s going to be very difficult for the interviewer to believe in you too. Never downplay your experience.
Let's say you worked as part of a team on a project. You might use words like "Helped", "Assisted" or "Supported" to describe what you did. You might say you only had a small role.
But you’re downplaying your experience here. You’re underselling yourself. Remember that you control the narrative here, so focus on the parts that you led.
Now, you may think you didn't lead anything. But you did. Rather than taking a broader view – saying that you just supported the overall project – detail the parts, regardless of how big or small, that you owned. The things that you noticed were wrong and how you took the initiative to fix the problem.
Talk about what you implemented in the project. The parts that you took charge of. Focus on what your work allowed to happen within the overall project. This is how you sell yourself.
### Professionalism and attitude
Don’t bad-mouth or sound bitter about anything in the past. If something difficult arises from your past, discuss what the experience taught you and how you apply the lessons in your work. You’ve got a very limited time with the hiring team. Keep it positive. Criticising past employers can give the impression that you might have been the issue.
### Speak up
If you feel like you haven't said your piece, and this goes for every interview, then speak up at the end and sell yourself:
“I really enjoyed our conversation, but I’m very conscious that I never got a chance to discuss \_\_\_\_\_\_\_\_.”
Discover your next career move, match with jobs that truly fit, and nail every application.
# The ultimate job search guide
Source: https://docs.gorodeo.app/resources/the-ultimate-job-search-guide
Tools, tricks and strategies for turning job applications into interviews.
## How to search and apply for jobs
#### Set up your job board profiles
Start your job search by creating accounts on the major job boards (and any industry-specific ones), uploading your CV and completing your profile.
A detailed profile improves the quality of the job alerts you’ll receive and increases your visibility to recruiters searching for candidates on those sites.
#### Target the right jobs
Once your profiles are set up, focus your time and energy on finding roles where you have the best chance of getting interviews.
Prioritise jobs where you meet close to 100% of the requirements – especially ones you’ve already done in the same industry. The further you move away from that experience, the lower your odds.
#### Search job titles and keywords
The next step is to find those suitable jobs on job sites.
Start by typing your target title into the keyword search, plus close variations. For example, if you’re looking for a role in customer service, you might search for “Customer Service Agent”, “Customer Success Agent” and “Client Success”.
You can also search using skills or keywords related to tasks you’re good at or enjoy, e.g., “training”, “mentoring”, “event planning”, “process improvement”, “onboarding”, “curriculum development”.
#### Apply directly on the company website
When you find a role you like, first check the company’s careers page and, if it’s listed, apply there.
Applying on the company site helps you avoid scams and expired listings, and sends your CV straight into the company’s ATS (the database recruiters search first when new roles open), which can increase your chances of being considered for future roles too.
If you’re using Rodeo, you’re already covered here as all our listings come directly from company websites, so you know you’re applying to real jobs.
It won’t always be possible to apply directly on the company site, as some employers only accept applications on specific job boards, but go direct whenever you can.
It’s also worth targeting small businesses, especially local ones. You'll have less competition – since most job applications are going to a handful of large companies.
#### How to increase your odds
Applying early for a job increases your chances of being called for an interview. Candidates are generally interviewed on a first-come, first-served basis. As soon as the job goes live, the company is already scheduling interviews.
To be an early applicant:
* Filter by new jobs: Use the “Date Posted” filter on job boards to prioritise applying for the newest roles first. For example, on Rodeo, start with ‘Past 12 hours’, then work back through ‘Past 3 days’, ‘Past week’ and ‘Past 14 days’.
* Create job alerts: Set up alerts on each site for your target role (and variations of your job title) so new roles land in your inbox as soon as they’re posted. Turn on email notifications on your phone and check your spam folder daily.
* Register for candidate / talent pools: Stay on the radar of companies you’d genuinely like to work for, even when there’s nothing available right now. Make a list of those companies and visit their careers page. If there’s no suitable role, register for their candidate/talent pool. You’ll be added to their list and emailed when jobs go live.
* Set a schedule: Pick a realistic daily application target you can sustain. Even one fully tailored application per day is plenty if you can do it consistently. Dedicate a set time for browsing jobs, ideally once in the morning and once in the evening.
* Use a job tracker: As you browse through job sites, save roles to apply to later. On Rodeo, click ‘Save Job’ to add it to your tracker so you can keep all your jobs in one place, track your progress and store job descriptions — even after the listing has been taken down. This helps you stay organised, apply early and avoid losing track of jobs.
#### How to tailor your CV for each role
When you find a suitable job you want to apply for, I recommend tailoring your CV for the specific role. This gives you the best chance of landing the interview.
To do this, first you’ll need to save a master copy of your CV. Your master CV includes all of your accomplishments and responsibilities.
When you go to apply for a job, make a copy of your master CV (Click File, then select Make a copy) and tailor it using the 4-step process below.
Step 1: For each requirement listed in the job description, ensure your CV includes a duty/responsibility you’ve managed or an achievement that aligns with it.
Keep in mind that requirements listed first are typically the most important to the role. They are generally listed in order of priority. Employers usually prioritise the essential qualifications, followed by additional “nice-to-haves.” As you move further down the list of requirements, these requirements are often less critical for the role.
Have a look at the top half of the job requirements listed in the job description. Within your most recent role in your CV, show thatyou have direct experience in each of these core duties and responsibilities.
Pay special attention to terms like “must have,” “required,” “must possess”, or “basic qualifications”.
If the job requires specific credentials, such as a certificate, degree, licenses, a visa, or a security clearance, ensure these are clearly listed on your CV.
If you don’t meet 70%–80% of the total requirements, your chances of getting an interview are low. To give yourself the best chance,target roles where you meet close to 90% –100% of the requirements. Apply for jobs you previouslyheld at similar companies in the same industry with the same scope/goals. The further you stray away from your experience, the lower your odds.
Step 2: Arrange your experience on your CV to match the order of the requirements in the job description.
Step 3: Use wording similar to what’s in the job description to highlight your relevant skills and experiences.
Step 4: In each bullet point under your work experience, explain what you did, how you did it, and what good came out of it (what did you achieve, or what did your work facilitate/allow to happen).
Do this right once and you won’t have to keep tailoring your CV for each job you apply for. It will be just a matter of reordering your CV so your most relevant experience appears earlier, or you may have to remove some irrelevant experience.
It will also force you to only focus on the experience that recruiters care about, which will help you get job interviews.
So yes, I recommend tailoring your CV for every job you apply for, BUT the silver lining here is that you'll only have to do the majority of the tailoring once.
Because when you go to apply for another job, your CV will already be a good match for that role (assuming you’re applying for one particular job type), so the amount of editing will be very minimal.
There will be pain and resistance at the start. But as you review more job descriptions, you’ll get better at spotting patterns and understanding which experiences to highlight.
Taking this approach gives you the best chance of getting called for interviews.
If you’d like ChatGPT to help you tailor your CV, try the following prompts.
Remember to carefully review what ChatGPT provides to ensure accuracy and make any necessary adjustments.
Tailoring CV to Specific Job Prompt:
*I need help tailoring my CVto a specific job. Below is the job description, as well as my CV with relevant experience. Please assist me by following these guidelines:*
*Match Requirements: For each requirement in the job description, identify a duty or achievement on my CV that aligns with it. Where needed, rephrase my experience to highlight this connection.*
*Order of Experience: Identify the main requirements from the job description and arrange my CV to follow the same order, prioritising key qualifications at the top.*
*Use Clear, Relevant Language: Describe my experience in language similar to the job description while avoiding word-for-word copying.*
*Explain Each Bullet Point Clearly: For each bullet point, specify what I did, how I did it, and what positive outcome or achievement resulted from my work.*
*Job Description: \[Paste the job description here]*
*My CV: \[Paste your CV here]*
*Using this information, can you help rewrite my CV to highlight my fit for the job?*
Reordering Experience Prompt:
\_Please help me reorder my CV experience to match the priorities in this job description. Don’t change or rewrite the bullet points, just reorder them so that my most relevant experience appears first in each individual role I held, based on what the job description emphasises as key requirements. \_
*Here’s the job description:*
*\[Insert Job Description]*
*And here’s my CV experience:*
*\[Insert CV Experience]*
*I want the reordered experience to align closely with the job’s main responsibilities and skills.*
### 2. Following up on job applications
If you haven’t heard back from your application after 5–7 days, it can be worth following up once. If you’re using Rodeo, open your job tracker and check the dates on your saved jobs so you can see which applications to follow up on.
When following up, try to find the hiring team on LinkedIn or track down their email, and use the template below as a guide for reaching out (remember to attach your CV):
*Hi \[Name],*
*I recently applied for the \[Job Title]. I understand you’re running through your process at the moment, but do you know if there is any update on my application?*
*I have \[Number] years of experience helping \[Companies / Departments] do \[Objectives related to the job description], which seems relevant for the \[Job Title] position, and most recently \[Insert achievement].*
\_I have attached my CV for your reference. \_
*Thanks for your time.*
*\[Your name]*
*\[Your phone number]*
#### How to find the right person to follow up with (and their contact details)
When following up, ideally you want to reach someone in recruitment first, as they usually handle applications.
If you can’t find anyone in recruitment, look for the manager of your target department. For smaller companies, search for the owner/founder.
You have two options to track people down and reach out, either through LinkedIn or email.
To find them on LinkedIn:
* Go to LinkedIn and click in the search bar (on desktop), then hit Enter to open up the search filters.
* Click the People tab.
* Under Current company, enter the company name and hit Search.
* Look for people with titles like Recruiter, Recruitment, Talent Acquisition, HR, connect with them and drop a DM.
* If it’s a large company, refine your search by typing the job title (e.g. “recruiter”) into the search bar.
* If you can’t find anyone in recruitment, connect with and message the department head – e.g., for a marketing role, look for the Marketing Manager.
To find their email address:
* Look on the company website (staff directory / contact page) or use a free email finder tool like Hunter.io. If you can’t find the exact email address on Hunter.io, it will often show you the email format the company uses. From there, just enter your contact’s name and you’re away.
* If you know the recruiter, department head or hiring manager’s name, Google their name with the “@” symbol and the company name and see what shows up.
* If you know the person’s name, you can also take an educated guess using common email formats like:
* \[firstname]\[lastname]@\[companyname].com
* \[firstname].\[lastname]@\[companyname].com
* \[firstinitial]\[lastname]@\[companyname].com
* \[firstname]@\[companyname].com
### 3. How to ask for introductions / referrals
#### Contact people you know on a first-name basis
You can only get referred for a job if people know you need one. So tell them.
Start by listing people you know well:
* Family members, friends, ex-colleagues and managers, old classmates, teachers, lecturers.
* Run through your phone contacts and LinkedIn connections to see who can help you.
If possible, find out where each person works, visit their company’s careers page and see if they are hiring for any suitable roles. If they are, ask your contact if they can refer you for the job. Here’s a template you can use as a guide:
*Hi \[Name], I see that \[Company Name] is hiring for a \[Job Title] and I’m interested in applying as it’s a good fit. I’d love to get my info in front of the hiring manager. By any chance, could you make an introduction for me?*
If you can’t see any available opportunities, just let people know that you’re on the hunt. The main thing here is that you specify the types of jobs you’re looking for. Here is a message template to help you along:
*Hey \[First Name], I just wanted to let you know that I'm starting to look for a new job. If you hear of any \[Target Job Title] positions that might be a good fit for me, I'd really appreciate it if you could send them my way. Any leads or introductions would be super helpful. Thanks for keeping me in mind.*
#### Give your references a heads up
Another way to tap into your network is to let your old managers and coworkers know you’re going to need them as a reference. They may know someone hiring, or they might be hiring themselves.
Here is a message template you can use as a guide:
*Hi \[First Name], hope you're doing well. I wanted to give you a heads up – I'm starting to look for a new job in \[Your Field/Industry]. Would you mind if I listed you as a reference? Also, if you happen to hear of any openings for a \[Target Job Title], I’d be grateful if you could send them my way!*
#### Other people and companies to consider contacting
* Who did you interact with through work? Did you build relationships with any clients, suppliers, vendors, logistics partners or software providers? List them out, then look them up on LinkedIn or track down their email. Use one of the templates above (job listed vs. no job listed) to reach out and remind them how you know each other.
* What companies would value your insider knowledge?
* Think of current or previous employers’ biggest competitors.
* Which companies was your employer a customer of, where you understand their target audience? For example, if you worked in retail, a manufacturer that supplies your shop might value your retail experience and insights into customer behaviour.
If you know anyone personally at these companies, reach out via email or LinkedIn, mention how you’re connected and the insights you bring.
If you don’t know anyone at these companies, check their careers page for suitable roles. If you see one, be sure to reference your experience with the company and/or their target audience in your cover letter.
If they’re not hiring, consider reaching out cold. Track down the hiring manager and introduce yourself.
### 4. Working with industry-specific recruiters
Research the leading agencies in your field and set up a conversation with them. At the very least, you’ll start building new relationships while staying up-to-date on the job market.
Google around for specialty recruiters who hire in your field. For example, IT Recruitment Agency, Hospitality Recruitment Agency, etc.
Make sure the recruiter you’re contacting hires for roles within your industry. There are a million recruiters out there, not all of them can help you.
Be clear with them on why you’re reaching out to them. Give them something to action. Tell them you work in the industry they hire in, explain the types of roles you’re suitable for and ask if they can help you.
Get feedback from every recruiter you speak to, it’s free. Ask them:
* Is there anything they didn't understand about your CV?
* What parts of your CV did they like?
* Was there anything missing?
* Do they see any red flags?
### 5. Cold applying (applying to a company when no job is advertised)
The reason cold applying can work is because:
* You have no competition.
* The company could be preparing to recruit and you caught them at the right time.
* The company could be going through a growth stage and are always on the lookout for ambitious talent.
* It plants seeds for future opportunities, even if they pass on you this time. They may even direct you to a colleague or a different company that is hiring.
That said, most of your time should still go to active roles at companies that are hiring right now. Think of cold applications as a bonus strategy for companies where:
* You know the industry and customers, and
* You have a clear idea of how you can help.
As the old saying goes, if you don’t ask, you don’t get – but make sure the ask is targeted.
What to include in your cold outreach email:
* Specify the types of problems you help companies or departments solve and mention any relevant achievements that the company would care about.
* Demonstrate how you’ve researched the company and explain why you want to work there.
* Acknowledge that you didn’t see an open position on their website, but ask if there may be upcoming opportunities in the department, and clearly state the type of role you can do for them.
* Make sure your CV is attached and include a call to action.
Use this template as a guide to submit your cold application:
Subject heading: *Experienced \[Job Title] Seeking Opportunities at \[Company Name]*
Email body:
*Hi \[Recruiter / Department Manager’s First Name],*
*My name is \[Name] and I wanted to put myself forward for future opportunities within your \[Department Name] team as a \[Target job title]. Typically I help \[Companies / Departments] do \[Mention specific outcomes], and most recently achieved \[Insert achievement].*
\_I’m currently looking for my next career challenge, and after researching your recent projects with \[Reference what the company has/is working on] and seeing your future plans for the company \[Reference where they are planning/looking forward to - review press releases, recent news, check them on social media], I couldn’t help but reach out to you. By any chance, are you looking to take on a \[Your job title] for your team? \_
\_I was on your career’s site earlier and didn't come across any open positions in your \[Department Name] department. \_
*I have also attached my CV for your reference and would love to keep the conversation going, so if you’re free for a chat at some stage this week – it would be great to link up.*
*Thanks for your time. I’m available for a chat this week if you’re free. I look forward to hearing from you.*
*Warm regards,*
*\[Your full name]*
*\[Your phone number]*
*\[Your email address]*
### 6. How to job search while working full-time
Here are some practical steps to follow when you are trying to organise your job search while working a full-time job.
Plan your job search
First, plan ahead. There is usually a 1-to-3 week lag between applying for a job and getting the interview. Use that to your advantage. Once you start applying, request a few days off for 2 - 3 weeks' time. Then, try to batch your interviews. If you can stack your interviews into those off-days, you save yourself the stress of sneaking out constantly.
LinkedIn
LinkedIn has a default setting to notify your connections when you make updates to your profile, so be sure to turn off "Notify network of changes" within your privacy settings before you update your profile. And ensure your "Open to Work" status is set to 'Recruiters Only', not the public green banner.
Scheduling interviews
When you do have to interview on a workday, be upfront with recruiters. Good companies respect that you are employed. Tell them clearly: 'I am available during my lunch break from 1 to 2, or immediately after work at 5:30.'
If you have a hybrid role, schedule interviews on your Work From Home days.
It’s also worth checking if the interview can be done remotely - especially in the early rounds.
Budget extra time
Interviews run over all the time. If you have a 30-minute call, block off 45. Because if you come sprinting back to your desk 20 minutes late, sweaty and flustered, you’re going to have some explaining to do.
Workplace best practices to follow
You need to make sure you aren't accidentally tipping anyone off at work. Here are the workplace best practices to stay under the radar:
* If you usually wear a hoodie, don't show up in a full suit on a Tuesday. It raises eyebrows. Change in the car if you have to.
* If you’re flat out checking your phone at work you may draw attention from Sharon, who’s the all-seeing eye of the office. Block off specific time to check your phone and reply to recruiters.
* Don’t use your work phone or computer for anything related to your job search.
* Don’t tell your coworkers you’re interviewing with other companies. Loose lips sink ships.
References
Regarding references, exclude your current manager. When you get a job offer, explain that your current employer isn't aware of your job search, and offer alternative references, such as an ex-manager who recently left or even your supervisor or team lead.
You have to protect your income at all times. It would be great if you could be transparent about your career goals, but in reality, the moment your manager finds out you’re looking elsewhere, your job is at risk.
That is why you should only hand in your notice once you have countersigned the offer letter and received written confirmation of acceptance.
Self-care
Lastly, take care of yourself. The stress of managing this double life can cause a drop in your job performance - so make sure to take care of yourself during your time off. Use your weekends to fully disconnect. Spend your downtime filling your cup with the things you love to do.
### 7. FAQs
Can I Apply for Multiple Jobs at the Same Company?
Absolutely you can. But there’s two things to keep in mind so you don’t look like you’re just spamming the company and hoping for the best.
First, the roles must make sense together. You can apply for a 'Customer Success Manager' role and an 'Account Manager' role because they require similar skills.
But if you apply for 'Head of Marketing' AND 'Junior Accountant,' you look confused. From the recruiters POV, you’re just praying and spraying to anything and everything. You won’t be considered as a serious candidate.
Secondly, if you’re applying for two different roles, don’t send the exact same CV and cover letter to both roles.
You need to connect the dots for each specific hiring manager.
To do this, tailor your CV to match each job description. We covered exactly how to do this in our previous 'CV Tailoring Guide' (Video 5 in the playlist). Go back and watch that to see how to use your 'Master CV' to quickly create two different versions of your CV in minutes.
In your cover letter, be transparent. First, explain exactly why you are a fit for the specific job. Then, simply acknowledge the other application so they know you are being intentional rather than spamming the company.
You can add a line that says: 'Given my background in \[Area], I have submitted an application for both \[Role A] and \[Role B], as I believe I could add significant value to either team.'
So, as long as the roles are relevant to your skills, and you can make a specific case for each position, don't be afraid to put your hat in the ring for multiple roles.
Why Was I Rejected Within Minutes of Applying?
If you receive an almost immediate rejection, it's likely due to one of two reasons. First, you may have failed to answer knockout questions correctly. For example, if the job application asks if you have a work visa for the UK and you answer "no," it will trigger an automatic rejection. Second, recruiters often review applications in real time. They can quickly assess whether you're a fit for the role.
Should I use Easy Apply on boards to submit applications?
If your CV is well-tailored to the role, then yes, Easy Apply can be a convenient option. However, if your CV isn’t personalised for the specific job, it's better to apply directly and take the time to tailor it first. A more personalised CV can make a stronger impression.
### 8. Final reminders
Before we wrap up, there are two things to keep in mind as you start your job search:
1. Always take the earliest interview date possible. The hiring company could stop the interview process early if they get too much interest. The goal is to be at the front of the queue.
2. Not hearing back from most job applications is unfortunately the norm. There are many factors outside of your control that influence hiring decisions that have nothing to do with you. Don’t be discouraged by rejection, it’s just part and parcel of landing a job. Keep going, you only need one yes.
### Start searching for jobs on Rodeo
It's time to put these strategies into action. Check out our [jobs board](https://gorodeo.app/jobs/) where we have over 70,000 open roles waiting for you.
Discover your next career move, match with jobs that truly fit, and nail every application.
# What to do after your job interview
Source: https://docs.gorodeo.app/resources/what-to-do-after-your-job-interview
Best practices including templates that will help you get job offers.
## Following up
It can be helpful to send a thank-you email within 24 hours after the interview. Will this influence the hiring decision? Not always. But your competition is likely going the extra mile.
Of course you will need the email address of the interviewer. If you don’t have it, ask for it or request a business card before leaving the interview.
### What to include in the thank-you email?
Thank the interviewer for their time and reconfirm your interest in the role.
Offer references if possible to back up case studies and to confirm what you said during the interview. Provide further evidence that you can solve their biggest problems by referring to your past experience.
If you feel you forgot to mention something important during the interview, include it in your thank you email. You don't want to correct everything you said; just address what you forgot if you feel it’s important.
If the interview went badly, there’s no harm in citing nervousness and addressing the points you wished you had discussed.
Hi \[Name of Interviewer],
Thank you for your time today. It was a real pleasure learning more about the team and the \[Job Title] position. I’m thrilled at the prospect of joining \[Company Name] to help \[Include the most important aspect of the role: For example; generating new business, managing a team].
\_After the interview, I had a think on what you said about \[Reference an ongoing issue/challenge that was mentioned by the interviewer]. During my previous role as \[Job Title] at \[Company Name], I \[Give details about how you managed a similar problem successfully in your previous role]. \_
As your new \[Job Title], I am confident my experience and skillset will allow me to achieve similar results at \[Company Name].
\_I look forward to hearing from you regarding the next steps in the hiring process. \_
If you need me to provide any additional information, feel free to reach out.
Kind regards,
\[Your Name]
### Waiting for results
If you haven't received a response from the company by the date they said they would get back to you, follow up with them one or two days later.
Ask for the decision timeline as you are currently interviewing elsewhere (shows you're in demand, making you more desirable, and can help speed up the process).
Hi \[Name],
I hope all is well.
I haven't heard from you in relation to the \[Job Title] position. I understand you’re in the middle of finalising your decision, but let me know what the timeline is looking like.
To maintain transparency, I'd like to inform you that I'm also in talks with a few other companies, but I’m reluctant to progress any further as my priority is landing the \[Job Title] role with your team so we can begin executing on \[Insert what you’ll be working on in the job].
Looking forward to hearing about the next steps \[Hiring Manager's Name].
In the meantime, I came across this \[Article / Podcast / Video] on \[Show/Publication], and it really ties into the discussion we had about \[Topic].
I have attached a summarised version of the \[Article / Podcast / Video] below with some of my observations.
Kind regards,
\[Your Name]
## Handling rejection
If you are rejected for a job:
The company said not now, not **never**. They just found someone who was a slightly better fit for the job.
I recommend keeping the door open. This may sound like wishful thinking, but if their number one choice decides to take another offer, you could be next in line. Every opportunity to keep engagement open with the hiring team should be taken.
Many companies will have a profile of you on their hiring system (ATS) with notes added. By remaining professional throughout the process, you give yourself the best chance to be considered for other roles in the future.
If you are rejected, thank them for the opportunity and try to obtain actionable feedback from the hiring manager.
A lot of feedback from hiring teams is unhelpful. What company is looking for may differ from others. If you are making it to the 2nd and 3rd round interviews, it’s likely you’re doing little wrong, and more likely that the person hired was just slightly more qualified than you. There’s usually only one position available and it’s a painstaking decision deciding which person gets it.
Instead of asking, *“Do you have any feedback for me?”* you could ask: *“Would you be able to give me something that I could work on for my next job interview? Any feedback would be greatly appreciated. Thanks.”*
Hi \[Hiring Manager’s Name],
Congratulations if you’ve already found the right candidate.
I enjoyed meeting with everyone on the team. It only reaffirmed my desire to be part of your company in the future. I hope we can keep in touch, so let me know if there's anything I can do moving forward to be considered for future opportunities.
As I’m continuing my job search, would you be able to give me something that I could work on for my next job interview? Any feedback would be greatly appreciated. Thanks.
Kind regards,
\[Your Name]
## Reminders
If you made it to the second or third round interview, you have likely risen above hundreds of other candidates. You are in the top 1%. If you make it to the final round, you’re in the top 0.2%.
On a different day, the hiring manager could have easily chosen you.
When you get to the later rounds of the interview process, it’s not that you lack the skills and experience. Sometimes the other candidate is just a *slightly* better fit. Perhaps they worked on a project recently that was highly relevant to the one the hiring company is about to launch. They might have a specific skill that the hiring manager wants to develop themselves. It could also be the case that the chosen candidate just connected more deeply on a personal level with the interviewer. Some hiring decisions are based on emotion and justified with logic.
Be proud of yourself. If you made it to the final round, you’re on track to get a job offer. This is a victory with plenty of lessons learned. **You will now be better equipped for your next job interview.**
## Mastering the interview process through self-analysis
By self-analysing each interview you attend, figuring out what went well, what could have gone better, and what changes you need to make for the next one, your interview performance will improve exponentially.
Of course, you can ask the interviewer for feedback, but much of it is usually generic and unhelpful. So you need to take matters into your own hands.
The best way to self-assess your performance is by recording the interview using an app on your phone and then playing it back afterwards.
If you don’t feel comfortable recording the interview, immediately after each interview, take out a notepad and run it back.
To guide your interview self-evaluation, consider asking yourself the following questions:
## What aspects of the interview went smoothly?
* Were there moments when you felt a strong connection with the interviewer?
* Were there specific answers or topics that seemed to resonate with the interviewer? When did they ask follow-up questions?
* Did the interviewer open up to you personally? If so, what was discussed that sparked it?
## Where did you falter?
* What questions caught you off guard?
* Did you find yourself rambling or losing focus at any point?
* Did the interview conclude shortly after a specific comment you made? If so, what did you say?
* What did you forget?
* Did you feel you didn't get a chance to mention something important?
## Were there any points of confusion?
* Were there moments where the interviewer looked puzzled or asked for clarification?
* Were there topics or answers that seemed to re-engage them if they had drifted off?
* Were your questions well-received, or did they seem to fall flat?
Based on all of the above, what specific changes can you identify for your next interview?
Discover your next career move, match with jobs that truly fit, and nail every application.
# The job market for lemons
Source: https://docs.gorodeo.app/the-job-market-for-lemons
In 1970 a young economist, George Akerlof, published a paper called 'The Market for Lemons'. Using the second-hand car market as an example, he showed how asymmetric information about quality can cause market collapse. Sellers know if their car is a 'lemon'; buyers do not. The price settles somewhere between the value of a lemon and a non-lemon. Non-lemon sellers then withdraw, and soon only lemons remain. Though simple, the principle won Akerlof a Nobel Prize in 2001. In this essay I want to use his work to explain how the job application market in 2026 has suffered its own version of this collapse.
## The job market as a matching problem
A job market is not like a traditional market. There is no price as such. Instead it is a system for matching applicants to jobs. An employer posts a vacancy and wants to find a candidate who is two things: qualified and serious. Qualified in that they have the right skills and, in some cases, formal credentials. Serious in that they are genuinely interested in the role.
Assessing qualifications has always been hard. Employers have built a battery of tests and interviews to do so, typically arranged as a funnel: cheaper assessments first, costlier ones like in-person interviews later. None are perfect and all incur cost.
Seriousness is different. If an employer is going to move an applicant through to the expensive later stages, they want to know the candidate actually wants the job. Anyone who has hired people knows the frustration of an exciting candidate who pulls out at the offer stage, or worse, accepts and then reneges before the start date. But historically this was not a widespread problem for a simple reason: applying for a job took time, and that time was effectively a cost that filtered out the unserious.
My first job application was for a Saturday shelf-stacking role at the local Co-Op. I completed a paper form and dropped it off in person. My next was an investment banking internship: an online application with a CV, cover letter, and several free-text questions. It took three or four hours per application. I applied for half a dozen and was serious about every one.
## What changed
Two things happened in sequence.
First, one-click apply. LinkedIn and other jobs boards allowed applicants to use their profiles to apply with a single click. Some were undoubtedly motivated by the Cost-per-Click’ model. Others saw applications as an onboarding flow and sought to maximise conversation. This reduced the cost of applying and unsurprisingly increased the number of applicants per role. Employers could infer less about an applicant's interest from the mere fact of applying. It made filtering harder, but it was manageable: employers could require cover letters or add other low-cost screening stages to signal seriousness.
Then came AI. Applicants could now tailor every application to the job description and generate professional cover letters at a click. Soon tools were built on top of LLMs to automate the entire process: zero-click apply with tailoring. Combined with a tough job market, the number of applications per role skyrocketed. Workday reported that the volume of applications on its platform grew nearly four times faster than vacancies in 2024. According to Greenhouse, the average number of applications per job has doubled since the release of ChatGPT.
## The collapse
Now picture an employer who posts a job and receives a thousand applications. Perhaps a hundred of those applicants are serious: they have researched the company, understood the role, created a bespoke CV, and written a thoughtful cover letter. More to the point, they actually want the job. The other nine hundred have used an AI tool to apply for this and hundreds of other jobs. They may not even know they have applied - several recruiters have reported calling up applicants who have no idea what they have applied for.
Why would people submit an application they are not serious about, even if it costs nothing? Because it is easier to apply for everything than to spend time reviewing postings and deciding which ones are interesting. It is not that the unserious applicant has zero interest, just that the probability of them being genuinely interested is a particular role very low: it’s option value.
The employer would happily spend real time reviewing the serious hundred: reading their CVs, considering their cover letters, providing feedback. But they cannot do that for a thousand. So they resort to blunter instruments: discarding half the pile, running an AI screening tool to surface the 'best' CVs, or falling back on nepotism and only interviewing people who already know someone at the company.
Serious applicants soon become aware of this. Scroll through any jobseeker subreddit and you will find a rich discourse about how companies actually review applications. The result is predictable: serious applicants are no longer prepared to spend hours on considered applications. They too resort to spray and pray, or give up entirely. Just as Gresham's Law tells us that bad money drives out good - because people hoard sound currency and spend debased currency - unserious applications have driven out the serious ones.
## A double-sided problem
You can take this further and describe it as a double-sided Akerlof problem. In the used car market there is one hidden variable: the seller knows whether the car is a lemon, but the buyer does not. In the job market there are two.
On the applicant side, seriousness is hidden. The employer cannot tell whether an applicant has spent an hour researching the company and crafting a thoughtful application, or whether an AI tool fired off a generic one while they slept. This is the direct analogue of Akerlof's lemon: the applicant knows, the employer does not.
But there is a second asymmetry running in the opposite direction. The employer knows how much effort they will invest in reviewing each application: whether it will get ten minutes of careful reading or ten seconds of automated screening. But the applicant does not. An applicant deciding whether to invest time in a serious application is making a bet on the quality of the review it will receive, with no way of knowing the odds.
Each side's hidden information poisons the other's incentives. If applicants suspect their carefully written cover letter will be discarded by an AI filter or buried under 999 others, they stop writing careful cover letters. If employers suspect that most applications are AI-generated spam, they stop reading them properly. Both responses are individually rational. The result is a equilibrium in which all applicants submit passive, untailored applications and all employers resort to cursory, arbitrary reviews. The serious applicant and the diligent employer both exist, but neither can find the other. Everyone loses.
## How does this get solved?
Akerlof's original paper identifies several mechanisms that can rescue a market from information collapse: independent quality assurance, brands that raise the cost of dishonesty, and licensing. These map well onto the problem of verifying qualifications, which is what certifications and credentials already do. Employers are rightly investing more here as AI-enhanced CVs become ever more creative. But seriousness is the harder problem, and the solutions on offer range from crude to transformative.
In the short term employers drowning in applications are reaching for a quick fix. We see three main sticking plasters being used: deliberate friction, nepotism and AI vs AI.
**Nepotism.** The quickest way to know an applicant is serious is if someone you trust tells you so. This is already the dominant mechanism in many professional industries: if someone at the company vouches for you, your application gets a proper look. A few startups are trying to productise this through referral networks and warm-introduction platforms. But as a primary matching mechanism it is obviously unfair, entrenching advantage among those who already have the right connections.
**Deliberate friction.** The antithesis of one-click apply. By making it harder to apply - requiring bespoke exercises, lengthy free-text responses, or even handwritten postal applications - employers can ensure that only serious candidates will persevere. A related approach is rationing: capping the number of applications each person can make, as UCAS does with university places or the American Economics Association does for academic economics jobs. These work, but they accept the basic architecture of the market and simply try to filter more effectively within it. They also penalise candidates who face genuine barriers to spending time on applications, such as those already working long hours or managing caring responsibilities. Employers might end up trading quality for seriousness.
**AI versus AI.** The instinct of many employers has been to fight fire with fire: deploy AI screening tools to detect AI-generated applications. This is already widespread, but it merely produces a cat-and-mouse arms race. Each side optimises against the other. Nobody wins, and the serious applicant who wrote their own cover letter may well be the collateral damage. It also opens up serious ethical and legal questions around automated decision making - watch this space.
These are all short-term patches. They treat the symptom - too many unserious applications - rather than the cause, which is that the basic architecture of the market is broken.
**Replacing the job post.** The more promising direction is to change the structure of the market itself. Rather than employers posting vacancies and waiting for a thousand applications to roll in, they go looking for the candidates they want. This is not new in principle - headhunters and executive recruiters have always worked this way - but AI makes it viable at a completely different scale and price point. If a company can describe what it needs and an AI agent can search a pool of candidate profiles to find credible matches, the entire application bottleneck disappears. The employer gets a shortlist of people who are plausibly qualified; the candidate gets approached about roles that are plausibly relevant. Both sides signal seriousness through specificity rather than effort.
This is the hypothesis behind Rodeo, the careers platform we are building: an AI agent that knows what a candidate can do and proactively matches them to opportunities, replacing the spray-and-pray application with something closer to a mutual introduction.
There is a second structural shift that may reinforce this. In some industries, AI is making it easier to disaggregate jobs into discrete tasks. Briefing workers, measuring output, and ensuring knowledge transfer are now tasks that can be at least partially automated. I have written [elsewhere](https://www.ft.com/content/96758e2a-bf0c-481d-a52e-ace1b384ec0a) about this potential gigification of the labour market. If work moves in this direction, the traditional job post becomes even less relevant.
How we match up people and work is a fundamental question of both our economy and society. How well we do it has implications for unemployment, productivity and ultimately, our happiness. AI, by accelerating the turnover of jobs, has made this even more pressing. But it has also triggered a genuine Akerlof-style failure in the jobs market. Both sides have rational incentives that, in aggregate, produce a worse outcome for everyone. The short-term fixes are knee-jerk reactions. The longer-term answer is not to keep filtering within a broken system but to replace the system's basic architecture: from applicants chasing job posts to platforms that do the matching for both sides. Until that shift happens, expect more lemons.
# What is Rodeo?
Source: https://docs.gorodeo.app/what-is-rodeo
![Header]()
## WTF is a career agent?
The job market is a mess. Applications are exploding, job boards are full of fake jobs, and most tools treat you like a CV to be filtered rather than a person with a plan.
Rodeo is built the other way round.
Rodeo is a free AI-powered career agent. You get a personal career agent that listens to your situation, understands what you're actually after, matches you to roles that fit, and coaches you through applications, all the way up to the offer.
Being AI powered, it's always available (on the website, but also on email and Whatsapp), never gets tired and is completely relentless in its only goal → to help you achieve your goals.
## What you get
It starts with a short conversation instead of endless forms. Talk for a few minutes and your agent will begin looking. From there it works in the background: finding roles, explaining why each one fits, and staying in touch wherever you are.
No sign-up form marathon, just a short call about what you're looking and your agent will get to work.
Reply to emails, send a message on Whatsapp or chat on the website - your agent is always available, wherever you are.
Rodeo goes way beyond just a search. It filters the list, just like you do, reading each posting and reasoning against your skills, experience and ambitions to find the jobs that actually move your career forward.
Every role comes with the information you need to understand if it's interesting or not. What the job really involves, the company, the people, the pay and progression.
All your applications in one place. Save the matches you like and copy in job links from other websites.
Rodeo uses everything it knows about you to nail your CV for each application. And if it doesn't know, it asks rather than making it up.
Coming soon...
## Free, and on your side
Rodeo works for you, never for employers. It's completely free, it won't spray your CV across the internet, and it won't apply to things on your behalf without you. You are in control. Your agent just makes the whole thing faster, clearer, and a lot less painful.
Talk to your agent for a few minutes and get matches that actually know what you care about.
# Your agent, everywhere
Source: https://docs.gorodeo.app/your-agent-everywhere
One agent, on the website, in your email, and on WhatsApp. Always available, wherever you are.
## One agent. Wherever you already are.
Your search doesn't only happen when you're sat at a laptop, so neither does your agent. It's the same agent across every channel — it remembers your last conversation and picks up right where you left off, whether you're on the website or messaging from the bus.
The full experience — your matches, your tracker, your CV, and a proper chat with your agent.
New matches land in your chat, and you can reply like you would to a mate. Ask about a role, get a nudge, or fire off a question any time.
Prefer email? Reply to your agent there and it handles the rest. No new habit to build.
## Always on, never pushy
Being AI-powered, your agent doesn't clock off, get tired, or forget what you told it last week. It's relentless about one thing only — helping you get where you want to go.
That doesn't mean spam. You choose how much you hear from it. It reaches out when there's something worth your attention, and stays quiet when there isn't.
## Pick up the thread anywhere
Start a conversation on WhatsApp on Monday, finish it on the website on Thursday, and your agent hasn't lost the plot. Everything you've said and every job you've looked at travels with you, so you never have to explain yourself twice.
Set up your agent once and talk to it wherever suits you.