https://x.com/run_maotui/status/2104504457673511409?s=20
You didn’t get it.OfferMaybe not because another man is better than you.
I’ve been a product manager for 10 years, and I’ve interviewed hundreds of candidates.Recruitment has never been a fair test.
There are two words for finding a job:Match.
It’s time, time, team, position, and the puzzle you need.
So I don’t want to write another one.AIEight full-scale interviews with product managers”.
I want to take you back to the full job search process from the interviewer’s perspective:
How do you write your resumes to be seen? How do you get into the real people? Sit at the table, what are the interviewers trying to judge?
01CV: Let yourself be seen first
Before you write the resume, think clearly:
What exactly are you looking for?AIProduct manager position?
Same thing.AIProduct manager, some do.AgentSome are the knowledge base, others are the platform. Job names are similar, people need different ones, customizing curricula vitae for the target positions is important.
The curriculum vitae is not a personal biography. It has only one mandate:
Let someone who doesn’t know you, judge in a very short time — this person isn’t worth talking about.
1.1Your resume. Probably never seen it.
Many people thought that recruiters would take all their CVs seriously and pick the best, but that was often not the case.
We used to have the interns search the CV library with recruitment rights. Search the keywords, look at the batch, find out what’s right, then give it to the head of the operation.
I graduated from the first big factory and was “drawn” from the CV library, without even a written test and a crowding process.
What if nobody found me?HCWhat happened a few days ago? The result may be different.
Some would find it unfair, but the goal of recruitment was not to rank all candidates, but to:
Find someone right away.
You can’t control when you’re seen, but you can do this:
Once you’re seen, you can quickly see why you deserve to continue talking.
1.2The resume answers only one question: Why you?
I read my resume, I’ll see a few things first:
What have you been doing lately?
What’s the core of the experience?
It’s not about the job I’m hiring.
Shoot!AIProduct manager, most valuable.AIThe project should be put forward. The compressed ones that were already insignificant seven or eight years ago, the deleted ones.
There is also a very important principle:
Every word on the curriculum vitae is by default asked by the interviewer.
You write.RAGI can ask.RAGYou writeAgentI can keep chasing.Agent。
You wrote, “The core indicator is up.”30%” then ready to explain30% How, why, why, what exactly is your contribution?
So don’t make it look like you understand.AI♪ Put it on ♪LLM、RAG、Agent、MCP、Multi-AgentAll stacked in.
You don’t know what you’re talking about. You don’t write.
At the same time, the real value of the project experience is:
The question is what – what you did with the key judgement – and what the result was.
The interviewer’s really gonna ask questions about all three things.
1.3 AIAfter the screening,
There’s another interesting thing I’ve been feeling lately.
I used to write resumes mostly for people, but with…AIStarted participating in CV classification, summing up and job matching, and will there be a “CV”GEO”？
A curriculum vitae, which is both quick to read and accurate to the machine, deserves to be studied separately at a later stage.
But whether it’s a sifting, or…AIThere is one principle that should not change:
Don’t let anyone guess why you’re fit.
The core competencies are written, the most relevant experiences are written forward and the project values speak human language.
As to how to get this profile to the person in charge, it’s the next level.
02Pass: appear at the right time
The resume is done. The next move is to vote.
The delivery is by no means a complete system-by-system transfer of the resume, but a fate arrangement.
The same curriculum vitae, which is delivered to the recruiter through different channels, has a completely different effect.
2.1Don’t be.JD- Get out of here.
A lot of people see it.JDI’ll take it as a subject.
Five years of experience, I’ve done it.AIYes.ToBExperience in industry and, ideally, commercialization.
Six of them satisfy only four, and start to wonder: Am I not qualified enough?
It’s not really necessary. A lot.JDThe candidates were not as precise as they thought.
Some of them were made from the old template. Some of them were.HRHelp with the addition. Sometimes the head of operations says a few core requirements, and then he gets a job on the website, and it’s a whole bunch of things. We even had interns write it.JD。
So don’t take every word as a hard threshold.
What’s the core of this job? Is there any way I can handle it?
If core competencies are largely matched, vote.
Don’t lose yourself before the recruiters do.
2.2If you can push, you can throw it in another ocean.
If I gave the delivery channel a priority, I’d probably be in this line:
Push > Headhunting > Normal Intro Push > Recruit Web Sites for Seadrops
The best way to do that is to find the person directly connected to this job.
It may be the immediate head of department, the hiring officer or a member of the team.
You can start a circle of friends, or you can go to the heart.LinkedInIt’s better if it’s just alumni, a country or someone who knows each other.
Do everything possible to find someone who would like to send your resume directly to the person in charge.
I started my job with alumni in the pulse. I made a personal contact and I went out to dinner.
Before entering the interview process, I had learned all about what the department was doing, why it was hiring, what the team was probably doing.
When I went to the interview, I was not blind:
I know why they recruited and why they went.
That is what has been said — and it is from the perspective of the recruiter.
Headhunting, second place.
The value of head hunting is not just a resume for you.
He often knows some information that he does not see on the recruitment website:
Is this job in a hurry? What’s the budget? This one.HCIs it new, or is it left behind?
This information will help you to judge whether this job is worth it and whether you match it.
The inner code, it’s not as amazing as it could be.
Many people are particularly adamant with the introverting, feeling that the CV will get some sort of “special addition” as long as it is introverted.
At least in my recruitment experience, it’s not always the case.
An important purpose of the in-house mechanism is to encourage employees to bring more professionals into the company pool; if candidates are successful in their final job, an incentive is given to the referee.
2.3You’re always more anxious than you think.
From the viewpoint of the business team, many recruitments are really urgent.
People may have gone and the work was piled up there;HCIt’s hard to get approved, and the leadership wants you to come to work tomorrow.
That is why the time of arrival is itself a very realistic variable.
Two candidates have similar competencies, one week and one month before they arrive.
The former may be chosen, and the business cannot wait a month, or even more realistic:
A month later, this one.HCNot even if it’s still there.
2.4Why would a builder get a product?Offer？
We used to come to the architectural background when our team hired a product manager.
We were just doing meta-cosm-related products, and the team needed someone who knew three dimensions of space, modeled and was able to communicate with suppliers.
And instead of being an architect, he became an advantage.
That’s why I said before that job search is not just an answer to the question, “I’m good enough?” An equally important question is:
You haven’t appeared in the right place at the right time.
And then it’s finally the most familiar part of the interview.
03Interview: From the first sentence, you’re being judged.
After the interview, I suggest you forget the so-called “standard answers”.
The idea is: if I were an interviewer, why ask? What is he trying to confirm?
When you start thinking like that, the interview is no longer an isolated issue, but a process that is constantly crafted by the interviewer as “you”.
3.1Five minutes ahead: the first impression is really important.
The interview was really “foreseeing.”
The eye is not handsome here, but mainly:
This man is not comfortable with talking. It’s unclear. Am I particularly tired of having meetings with this man and moving the project forward?
These judgements have often begun to develop in the last few minutes.
Some people were so nervous that they would end up saying, “I’m actually a talker.”
But I’m sorry, the interviewer can’t spend a week with you and judge who you really are.
And for product managers, the impending expression itself is part of the job.
The day the project went wrong, the leader asked you to report to the general manager, you talked so much, you fucked up, you got a head of the leader.
Interview tensions are understandable, and impending expressions can be trained by participating more in interviews.
I’ll introduce myself. Stop reading resumes.
Many people started with:
“Hello, interviewer. My name is…XXX, graduated fromXXXSchool, today’s job is to recruitAIProduct manager positions.”
I’ve got all this on my screen, and I’m in the same mood as Brother Gariko: “I’m super-bitch, say something else.”
And don’t you ever think that the interviewer’s been working on your resume half an hour ahead of schedule.
I look down at your projects when you start introducing yourself.
The real role of self-profiling is:Help the interviewer quickly establish a framework for understanding you.
You used to do what mostly.
What’s your core advantage?
I should focus today on what you’ve been through.
Just say three things.
The interview itself can be practiced, first stress, second tension, and, after the tenth session, many questions you have heard and answered numerous times, naturally, are not.
When I look for a job, I start to set myself a goal:
Allow yourself to fail ten times in the interview.
After each meeting, only a few questions were recorded that had not been answered by the person themselves, and the next one was closed; it was no matter what failed, and it was not necessary to continue the next.
3.2Project Deep Dig: Did you really do it?
When I’m done with the presentation, I usually start talking about the project. One thing the interviewer has to confirm is really simple:
Did you do this thing?
I’ll keep going down:
Why did you do that? Who put it up? Why did you choose this option? What did you decide about it yourself? What would happen if you changed the programme?
After a few layers, whoever really did it, who just participated, basically heard it.
And then we’re going to go down to the next level and look at product judgment.
I don’t really care how many pages you’ve drawn, how many pages you’ve written.PRD。
I would like to know more: how did this come out? Why do you give priority to solving it? How can it prove effective when you get online?
The product manager also has a very important capacity:
In the absence of direct control, things are driven forward.
So I’m also very interested in asking: What about the consent to research and development? What about the conflict between the client and the boss? Did you miss the judgment?
Those who actually do complex projects cannot go on forever.
It is sometimes more persuasive to say where it is wrong and how it is adjusted than to say a perfect success story.
3.3 AIProduct Manager: YesAIMore than that.
Since the face is…AIProduct manager, technology is definitely not going anywhere.
You don’t ask the product manager to push like an algorithm engineer.AttentionFormula, but you have to know what you’re doing and why.
If we talk about the product formula, we end up with a big model here.
That’s not really called.AIProduct design.
More important than this knowledge:Did you?AIProduct judgement.
And for example, we give you a need: “We want to be a smart customer service.”
The first reaction of some people is:AgentKnowledge base, big models.
But a good product manager should ask first:
Why do you have to?AI– What is the original rule solution? What is the price of a wrong answer? Do you need a hand-drawn-up? Would the user want to wait two seconds? How much is the cost of a call?
AIThe most rare thing about product managers is knowing.AIThe power boundaries. Know when to use them.AIAnd how?AITurn into a built product.
3.4Curiosity. I can’t pretend.
Sometimes I talk to people at the interview and I ask them:
What new product have you been using lately?AIYou’re particularly impressed by the product. Why?
I’m even talking about something that’s totally irrelevant to my job. I’m just reading:
This man has no desire to explore the world.
Curiosity is a very important and hard-to-be ability of product managers.
AIIt may seem irrelevant, games, architecture, education, hardware, but the product manager often keeps connecting things that are not.
Real curiosity leaves traces.
It is also difficult to disguise these items for two days.
3.5Face the back and judge how much you want to come.
My leadership in Ali likes to use one word:
Be a sex man.
And when I am on a right-wing (to defend myself),PPTThe title reads:
I am not the one who is right now.
And I thought, “If there’s one more team this year,HCI’m sure this is my spot.
It’s really hard to disguise.
Of course, “want sex” is not about you kneeling down at the company, nor is it always about the interview saying, “Yours is my dream of all times.”
If you don’t show up yourself, you can easily ask yourself from the recruit side: why would I put it?OfferFor you?
So the last line, “What else do you want to ask me?”
And as part of the interview, if a person really wanted to come, he would naturally care: Why does this job take place now? What’s the biggest problem with the team? Who do I work with when I come in here?
If you were really prepared to give it here for the next few years, you should have been concerned about those issues.
3.6And finally, take it.OfferNot necessarily the most powerful.
After the interview, the final decision is often not to score the competencies of several candidates, but to record them first.
There are many real factors that will be involved.
For example, stability, assuming I hired a very common post-sales job, suddenly came up with a curriculum vitae that Qinghua graduated and had a very beautiful curriculum vitae.
You can vote, I might not dare.
For example, in team structures, there are already three product managers with a particularly technical capacity, and this time, there may be a greater need for someone who knows about clients and who knows about commercialization.
Last.OfferBefore, the combined judgement is that:
Can you do, or not, come, fit for this team, can you stay steady and be the puzzle you need most at this moment?
And finally: Don’t forget, you’re interviewing the company.
I’ve been asking you to think from the interviewer’s perspective, but remember:
The interviewer’s picking you, and you’re picking him.
Pay is of course important, as is the corporate platform, but you may be here for three or five years, eight hours, ten hours a day, even longer.
If a job is just a higher salary, but you do something you hate every day, and you suffer for a long time, is that really a good job?
Work should not take a man’s full time of soberness. There’s so much on our planet that you should stop and look at and think about it.— Russell on Happiness
Family, friends, children, books, music, mountain and even just a afternoon without doing anything are very valuable parts of your life.
If this interview fails, it may be just this time, and the puzzle that this team needs is not you.
And the other way around, one that everyone envys.OfferAnd not necessarily your puzzle.
Find a job that needs you, and that’s what you really want.
This is what really means by “passing customs successfully.”