Stand Out in Tech: Skills and Traits That Impress Hiring Managers – Insight from an Industry Expert, Director of Software Engineering

Wondering what hiring managers look for, from junior engineers to principal engineers?? This edition covers key traits and skills that stand out at every level. From teamwork and problem-solving to leadership and technical expertise, these tips will help you shine in your next job search.

What Hiring Managers Look For: Insights for Job Seekers

• Positive Attitude: Hiring managers value candidates who may not know everything but have the determination to find solutions. This adaptability can be a game-changer in fast-paced environments.
• Team Player: Demonstrating how you’ve effectively collaborated with others in the past shows your ability to work well in teams, which is critical for almost any role.
• Cultural Fit: It’s not just about skills; it’s about aligning with the company’s mission, values, and culture. Managers seek candidates who blend seamlessly into their organization’s work culture.
• Team Fit: Each team has its own dynamics, and hiring managers want to ensure that candidates complement the existing team’s strengths and needs.
• Storytelling Ability: How well can you articulate your experiences and thought process? The ability to clearly and confidently explain your past work and insights is a key differentiator.
• Engagement: Asking thoughtful questions about the role, team, and company shows genuine interest. It signals that you’re not just looking for a job but a place where you can contribute meaningfully.
• Business Understanding: A strong grasp of the company’s business domain and market demonstrates not just technical knowledge but also a deeper connection to the company’s goals.
• Clarification Skills: Asking clarifying questions and reiterating questions to ensure you’ve understood them well can avoid miscommunication and shows attention to detail.
• Preparedness: Doing your homework about the company, its values, and its products before the interview demonstrates your commitment and enthusiasm for the role.

Beyond the Basics: Key Behavioral Traits

• Adaptability: The ability to adjust to new situations and challenges quickly is highly valued. Being able to drive clarity in ambiguity is a huge bonus.
• Leadership and Initiative: Even if you’re not applying for a leadership role, demonstrating your ability to take initiative and lead projects shows you’re proactive and growth-minded.
• Continuous Learning: Hiring managers seek candidates with a passion for personal and professional growth. Showing that you’re eager to learn signals long-term potential.
• Work-Life Balance: Insights about hobbies and activities outside of work can give hiring managers a better sense of how well you’ll fit with the team.
• Drive for Results: Share examples where you contributed to tangible business outcomes—hiring managers love candidates who can make an impact.
• Inclusiveness: Respect for diverse perspectives and the ability to create inclusive environments are increasingly important qualities in today’s workplace.

Technical Skills

For technical roles, the evaluation will vary based on experience level:

Entry-Level (Junior Engineer/Developer)

• Basic Coding & Problem Solving: Solve simple algorithms using basic data structures (arrays, lists, etc.).
• Language Familiarity: Comfort with at least one modern programming language.
• Version Control: Basic knowledge of Git for collaborative development.
• Eagerness to Learn: A positive attitude towards learning and growing.

Mid-Level (Experienced Engineer/Developer)

• Advanced Coding: Solve more complex problems and optimize code.
• Full-Stack Development: Work across the stack.
• Testing Practices: Write unit tests and ensure code quality.
• DevOps Awareness: Familiarity with CI/CD and cloud platforms like AWS, Azure.
• API Design: Knowledge of building and integrating RESTful APIs.

Senior-Level (Senior Engineer/Tech Lead)

• System Design: Design scalable, reliable systems.
• Leadership & Ownership: Lead projects, mentor team members, and take responsibility for delivery.
• Optimization: Diagnose and improve application performance.
• Security & Best Practices: Implement secure coding and use design patterns effectively.
• Cross-Functional Collaboration: Work closely with product, design, and DevOps teams.

Lead-Level (Principal Engineer/Engineering Manager)

• Technical Strategy: Set the technical direction and align it with business goals.
• Architectural Oversight: Design large-scale systems and evaluate new technologies.
• Team Leadership: Mentor and guide the engineering team while driving innovation.
• Stakeholder Communication: Translate technical challenges into business impacts for non-technical stakeholders.

No matter if you are just starting out or leading a team, understanding what hiring managers value can help you land your next role. Keep growing your skills, stay adaptable, and you will be ready for the next big opportunity.