What If Job Interviews Felt Like Conversations?
Rethinking how we evaluate talent in a world of non-linear careers
Sometimes, the best job interviews don’t feel like interviews at all.
They feel like honest conversations. Shared excitement over a professional topic - like Service design or what it really takes to create a great user experience. There’s curiosity, creative back-and-forth, and often, a moment where you think:
“I could build something with this person.”
And even if the job doesn’t work out, the conversation stays with you. That feeling of being seen, heard, and valued... it lingers.
So What’s the Problem?
We’ve built a recruiting process that makes it difficult to reach that stage/level of conversation.
It’s a system that tries to match people using keyword filters, algorithmic scans, and rigid timelines. It claims to value qualities like adaptability and curiosity, but doesn’t really create space to see those things.
For someone returning after a career break or walking a non-linear path, it’s even harder. We end up reshaping our resumes to mirror job descriptions, hoping the wording is just right to get past the filter… just for the chance to be in the room.
That’s the part that needs to change.
Careers Aren’t Linear Anymore
Most of us won’t stay in one job for 20+ years. We pivot. We grow. We return.
Some of us pause to raise children, start businesses, explore new industries, or re-skill. And all of those experiences sharpen the very traits that hiring managers say they want:
Resilience
Adaptability
Systems thinking
Empathy
Vision
So why is the hiring process still optimized for sameness?
What If We Flipped the Process?
Instead of filtering out candidates based on resume gaps, what if we started by inviting a real conversation?
Instead of making candidates decode vague job descriptions, what if hiring managers shared the real problems they’re trying to solve and invited fresh thinking?
Instead of seeing career breaks as liabilities, what if we saw them as signals of transformation?
That’s also why networking matters. Today, there are many platforms to meet other professionals and learn from them. From mentorship on ADP List to serendipitous conversations with someone like Boardy Boardman, I’ve found that being open to connection makes a difference.
My motto for the year (and likely beyond) has been: Don't say no! Either to a connection, a conversation, or a lead. You never know what might come out of it.
And just the other day, I commented on a post by an acquaintance on LinkedIn. The post discussed the current landscape for design leaders and the challenges they encounter. The conversation shifted toward systemic change, and one of the key conclusions that emerged was that referrals are prioritized over resumes. I get the logic: referred candidates often get more attention. But that can be a barrier for people who’ve been out of the workforce for a while. If we want real inclusion, we need systems that support those re-entering so they’re not stuck outside the circle of referrals, just trying to get a foot in the door.
Here’s What I Believe
I don’t have all the answers. But I do believe we need to create hiring systems that invite more humanity, not less. Especially for those of us with career gaps, career pivots, or careers shaped by caregiving.
The best ideas don’t always come from the most polished profiles.
Sometimes, they come from the person who’s had to reimagine everything and is still here, still curious, and still ready to build.
Thanks for reading. If you're navigating a return to work or rethinking your own hiring process, I’d love to hear from you.
What’s been your most memorable interview, and what made it feel different?