What is the Hiring Manager Thinking?

I know the hiring process seems like a black box, but hiring managers are actually predictable. Here’s a breakdown of what’s going through their mind at each stage:

1. Are you a good fit on paper? Often managers want to see certain schools and training at specific places. Almost all want to see relevant experience, e.g., in the practice area at hand or something similar, and a track record with clients.
2. Why are you interested? After making sure your resume covers the basics, the hiring manager will want to know your motivation. Will you want to stay, or will you outgrow the role quickly? Top candidates, whose resume looks good and the opening makes sense given their job history, will proceed to a screening call (e.g., with Talent Acquisition, or via Zoom with the hiring manager).
3. Are you a good cultural fit? After passing the screening round, hiring managers may have you come in to see if clients would want to go TO you or AROUND you. (That’s why you have panels of cross-functional team members interviewing at this stage.) Hiring managers will also be asking themselves what you are like working long hours together or trapped on a plane next to you. (And you can ask yourself the same question about them!)
4. Can you assess risk appropriately and provide options clearly/in a way that will be heard? Even if you are good on paper (#1), are not deemed a flight risk (#2), and respected by the team (#3), can you also add value right away, or do you need training or coaching? If so, how much? (Ideally not much!)
5. What’s your reputation? Because an in-house hire is a long-term commitment, hiring managers will want to talk to folks who can vouch for you. Be prepared for lawyers to back channel you even if you haven’t given them consent.