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Let’s be honest: the hiring process has never been a level playing field.
I’ve been in the job market ecosystem for over two decades—first as a job seeker, then as a hiring manager, and now as the founder of a career platform. The truth I’ve observed is uncomfortable but important: hiring is inherently unfair.
Think about it. We’ve built elaborate systems that promise meritocracy but deliver something else entirely. Referrals fast-track some candidates while others never make it past the AI screener. Identical resumes with different names receive dramatically different response rates. And the nebulous concept of “culture fit” often translates to “reminds me of myself.”
When I started Lensa, I wanted to tackle these systemic problems head-on. But I quickly realized something important: awareness is the first step toward change. For job seekers navigating today’s market, understanding the unwritten rules gives you leverage that most candidates don’t have.
But here’s the good news: understanding this reality gives you an edge. Once you stop expecting fairness, you can start playing the game strategically. Here’s my take on how to make that happen.
In an ideal world? Sure. In reality? The position often goes to the candidate who navigates the system most effectively—not necessarily the most qualified person.
AI screening tools filter out qualified candidates based on keyword mismatches. Hiring managers make quick judgments early in interviews. And let’s not forget the “culture fit” evaluations that can mask unconscious bias. Research from Harvard Business School has documented how identical resumes with different names receive dramatically different response rates.
Job descriptions have become wish lists rather than realistic requirements. Companies ask for unicorns while being willing to hire horses with party hats.
Research shows that many successful candidates don’t meet all the listed requirements. Yet job seekers—particularly women—often self-select out if they don’t match the majority of criteria. A study by LinkedIn found that women typically apply to jobs only when they meet 100% of the criteria, while men apply when they meet about 60%.
Despite new laws requiring salary ranges in job postings, the ranges are often so broad they’re practically meaningless. A $50,000-$120,000 range tells you almost nothing about what you’ll actually be offered.
And once you’re in negotiations? Companies still base offers on your previous salary rather than your actual value—perpetuating historical underpayment, especially for women and minorities. Hopefully we’ll reach true pay transparency eventually (and we should continue to introduce reforms to strive for this) but for now you need to continue between the lines and look out for best interest.
Job application systems are increasingly automated. Our analysis at Lensa has shown how major companies use Applicant Tracking Systems to filter candidates. Learn to speak their language:
• Mirror keywords from the job description in your resume (ethically—don’t claim skills you don’t have)
• Use industry-standard job titles even if your current employer uses creative ones
• Include a “skills” section with relevant technical terms to increase your visibility
Many roles are never publicly advertised. According to research from the U.S. Bureau of Labor Statistics, a significant percentage of positions are filled through networking and referrals. Your network isn’t just helpful—it’s essential:
• Set up informational interviews with people at target companies
• Join industry Slack channels and Discord groups where hiring managers lurk
• Use LinkedIn strategically by engaging with content from companies you’re targeting
The company has all the power until you have options:
• Always pursue multiple opportunities simultaneously
• When asked about salary expectations, redirect: “Based on my research, similar roles at comparable companies pay between $X and $Y. Is that aligned with your range?”
• Get competing offers—even if you’re leaning toward one company—to strengthen your position
At Lensa, we’re working to create a more transparent and equitable job marketplace. But change takes time.
In the meantime, understanding the rules of the game—even when they’re unwritten and unfair—gives you the best chance to succeed.
Remember: You can’t game the system. What you can do is ensure that your true value isn’t overlooked because of flawed processes.
The job market may not be fair, but with the right approach, you can still win.
