Hi there, it’s Jill!

Today, let’s talk about something that puzzles many of us during a job search: the hidden bias in the hiring process, which can feel like a roadblock, making it difficult to switch lanes and try something different.

Having navigated four career transitions in the past seven years, I’ve learned practical ways to address these biases during networking and interviews, so you can show up prepared, confident, and increase your chances of landing your next role.

Let’s dive in.

You might have encountered hidden bias if you’ve ever faced:

📌Lack of interest:
People don’t understand your background and aren’t curious enough to learn, dismissing you before you can showcase your fit.

📌Being labeled:
Within five minutes of a chat, people assume that because you’ve excelled in “A,” you can’t possibly do “B,” closing the door prematurely.

📌Beyond your control:
You’re excited about a role, but it goes to someone less qualified who happens to have a prior connection with the hiring manager.

These situations can feel deeply frustrating and unfair. You’re left wondering:

“How can I prove myself if I’m not even given a chance?”

Here’s the key:

✨The moments that define your success often happen before the formal interview.

Especially if you’re switching roles within the same company, 99% of the preparation is done ahead of time. By the time you submit your application, you’ve already laid the groundwork that moves you halfway toward your goal.

The solution? Let’s keep reading.

Here are five actionable strategies that have worked for me and many I’ve coached:

It’s not your job to educate people who aren’t open to seeing your value. If you’ve clearly articulated your strengths and experiences and someone still doesn’t buy it, let it go.

Focus instead on finding those who see your potential and are willing to give you a chance. This may mean networking with many people to find your champions, but it is time well spent.

If you speak to 10 people and only 2 express genuine interest, don’t be discouraged. Instead, proactively stay in touch with them.

✅ Schedule a follow-up coffee chat in 2–3 months.
✅ Share updates on your latest projects or new skills you’re developing.
✅ Ask thoughtful questions about their team’s evolving priorities.

Over time, they’ll see your commitment and readiness, and when an opportunity arises, you’ll already be top of mind.

If your target hiring manager is a Director, consider also connecting with their manager (often a VP) to understand the team’s broader goals and challenges.

Hiring decisions often involve multiple leaders, and building familiarity at different levels can help you stand out. It also shows initiative and a genuine interest in understanding the team’s vision.

Don’t underestimate the power of your existing network. If you’re moving internally, having your current manager or a respected leader introduce you to the hiring team can open doors.

It signals trust in your abilities and almost guarantees a warm coffee chat with the new team.

After you’ve gathered insights through networking, reflect deeply on what unique value you can bring to the team:

✅ What skills or experiences do you have that align with their current priorities?
✅ How can you frame your background to show readiness for this new challenge?
✅ What examples can you share to demonstrate adaptability and impact?

Your goal is to give the hiring team every reason to say “yes.” Show them how your skills translate and how you’re prepared to step into the role confidently.

Navigating hidden bias in your job search can feel discouraging, but it doesn’t have to define your journey.

By focusing on what you can control — your preparation, your network, your narrative — you reclaim agency in the process.

The right role comes when readiness meets opportunity.

— Jill

Founder of Anchor Growth Newsletter