It’s the New Year! And what does that mean? Fireworks, champagne and New Year’s Resolutions. It turns out fully 63% of people’s New Year’s resolutions are about jobs: negotiating that promotion, quitting that job you’ve always hated, or getting that new job you’ve always wanted.

But, as we all know, getting a job is hard. Clearly, there are jobs out there. And clearly, some people are getting those jobs. In fact, although people have a ~2% interview rate for online job applications on average, some TalentWorks subscribers have a 40%+ interview rate!


We call these folks our “A-List Talent.” What’s so special about them? What’s their secret? And is there anything you can learn from them?

We analyzed 4,000+ job applications and job applicants from the past few months and, using some fancy math and a bit of elbow grease, identified 13 key factors out of 100+ possible factors that drove up our A-List Talent’s interview rates. So, without further ado, let’s get to it: What can you learn from our A-List Talent’s super-high hireability to (finally) get that job you deserve in 2018?

Factors you can’t control

#3: Go back to school. [+22% BOOST]


Having a 2nd degree boosts your chances of getting an interview by +21.9%.

Why is this something you can’t (easily) control? I don’t know about you, but not everyone can put their life on hold, spend four years and tens of thousands of dollars of school in the hopes of getting a better job… four years from now.

Job Search Tip: Except in rare scenarios, you should not go back to school for a 2nd degree just to improve your job prospects. When you factor in opportunity cost, you usually come out behind — it’s just not worth it.

#2: Be older. (Or younger.) [+25% BOOST]


Age matters. A lot, sadly. Your chances of getting a job at age 20 are pretty bad. At 30, they’re OK. At 40, they’re getting bad again. It might be illegal, but age discrimination is very real.

The best age to get a job is between 28 and 35. During this time, you get a +25.1% hireability boost over everyone else. Up to age 28, your hireability is increasing by +9% every year. After age 35, your hireability drops by 8% every year.

But, here’s the rub: this is inferred age. Hiring managers (subconsciously) guess your age based on your graduation date, how much experience you have, etc. If you don’t show your graduation date, they can’t tell how old you are. If you only have your most recent 2-3 jobs listed, they can’t tell that you started working in the 1980s.

Resume Tip: Don’t list your graduation date if you’re older than 35. If hiring managers can’t guess your age, they can’t discriminate against you based on it.

#1: Be a woman. [+48% BOOST]


Resumes with obviously female names had a +48.3% higher chance of getting an interview. For example:


This effect was initially very surprising to us, but when you think it about it, it’s really not. Dozens of studies show that women often don’t get what they deserve (basically) because they don’t ask for it. This shows that, when women do ask for what they deserve, they’re often recognized for it.

In the past several months, women across the country have become more vocal about their rights, from standing up to sexual harassment to supporting each other in the workplace. Between the clear (data-proven) benefits of hiring women, that women are outperforming men in school, and the fact that most recruiters are women (who want to support other women), it makes 100% sense why women might be getting a boost when they apply for jobs.

Job Search Tip: To all the women out there who might question themselves, undervalue their contributions, or wonder if they truly deserve it, push through the discomfort and demand what you deserve (the job, the raise, the promotion). You miss 100% of the shots you don’t take but, at least with job applications, when you do take that shot, you’ll get a +48.3% boost over the competition.

Factors you can control

#10: Play buzzword bingo. [+29% BOOST]


Buzzwords, keywords, acronyms, industry jargon — call them what you want, but they serve a purpose. Beyond the usual reasons, they help you get past automated screening tools used by many big companies. But if you go overboard, the actual hiring manager might think you’re a tool (even if the robots don’t notice).

Resume Tip: Name-drop a buzzword every 3-6 sentences. Folks who dropped an occasional buzzword saw a +29.3% boost over others.

#9: Demonstrate results with numbers. [+40% BOOST]


I’ve personally hired 100+ people over my career and, during that time, I’ve probably personally reviewed 10,000+ resumes. Even if a resume passes your sniff test, the hardest thing is separating what’s real vs. what’s pink, fluffy, sugar-y cotton-candy-coated horsecrap. Quantifying how you made an impact with numbers goes a long way towards helping hiring managers tell them apart fast.

Resume Tip: Every 3 sentences, use at least 1 number to demonstrate your (concrete) impact. Folks who did that saw gain a +40.2% boost over their competition.

#8: Apply on Mondays. Don’t apply on Fridays. [+46% BOOST]


Enough said.

(Why are there so few applications on Fridays or Saturdays? ApplicationAssistant automatically optimizes dozens of variables for you, including when it applies for a job on your behalf.)

Job Search Tip: Apply on Mondays (+46.0% hireability boost). Don’t apply on Fridays or Saturdays.

#7: Don’t be a “Team Player.” [+51% BOOST]

This one’s a little counter-intuitive, so hold on.


Everyone talks about how important teamwork is. And how our whole economy is becoming about sharing. And collaboration. Lots of it. It’s very cute.

When it comes to actually hiring someone though, the most collaborative candidates get penalized by -50.8% by hiring managers. If that doesn’t make sense, consider these

  1. Owned, analyzed and delivered on-time financial reports for business sub-unit A to management team on monthly basis.
  2. Collaborated with full analyst team to create monthly financial reports for management team.
  3. Assisted management team by creating monthly financial reports as a supporting member of the analysis team.

Who would you hire? (Or call for an interview?) In the 2nd and 3rd case, I have no idea what work you did (vs. free-loading off your team). Finally, many collaborative words also have passive, subordinate, weasel-word undertones.

Resume Tip: Don’t mention more than once or twice that you’re a “team player,” “results-driven collaborator,” “supporting member”, etc. This is associated with a +50.8% hireability boost over the competition.

#6: Take charge with leadership words. [+51% BOOST]


The converse of avoiding weasel words is also true. Adding strong, active, leadership-oriented words also helps you. Some of the words we detected as strong, active words:


What I want you to get from that: You don’t have to be the CEO of your company to be a leader, and leadership doesn’t always mean managing people or huge budgets. Even if you’re just an intern somewhere, you can still demonstrate leadership traits by proactively communicating with co-workers. And your future bosses want to know that!

Resume Tip: Incorporate 1-2 leadership-oriented words every 5 sentences. Job applicants who used strong, active, leadership-words saw a +50.9% boost over the competition.

#5: Don’t use personal pronouns. [+55% BOOST]


People who used even one personal pronoun in their employment section (not the objective or professional summary section) had a -54.7% lower chance of getting an interview callback.

Resume Tip: Don’t use personal pronouns in your employment section. Ever.

#4: Include a Key Skills section. [+59% BOOST]


You can’t name-drop enough skills, buzzwords and acronyms to get to the optimal number of skills without one.

Resume Tip: For most [*] people, you should add 15-20 skills, buzzwords, acronyms, etc. to your resume. This is associated with a +58.8% boost in hireability on average.

[*] There’s actually a really interesting effect going on here. There’s a clear, second sub-population of special folks for whom 30-40 skills, buzzwords, acronyms, etc. is the right number. More on that later.

#3: Apply in the first 4 days. [+65% BOOST]

We’ve already talked about being first-in-line for a job.

Resume Tip: Applying early gets you a +64.7% boost over your competition on average. (Although it can make up to an 8x difference for a single job application, most people aren’t applying at the worst possible time.)

#2: Apply between 6am and 10am. [+89% BOOST]

We’ve already talked about this too.

Resume Tip: Applying between 6am and 10am gives you an +89.1% boost over your competition. (As above, your competition isn’t applying at the worst possible time so you don’t get the full 5x boost every time.)

And, finally, the #1 most important factor you can control?

#1: Start your sentences with (distinct) action verbs. [+140% BOOST]


If you did anything worthy at a company, you’ll have done something. If you start the sentence describing what you did with an action verb, you’re off to a strong start. And if you describe the different things that you did at that company with different action verbs, you’ll have finished strong.

Say what? In short, say this:

Developed a world-positive, high-impact student loan product that didn’t screw over people after 100+ customer interviews.

Not this:

After 100+ customer interviews, the world-positive, high-impact student loan product was developed by me.

Resume Tip: Describe your job achievements with different action verbs. This one resume tip is is associated with +139.6% boost in getting more interviews.

(Why so few people in the baseline? Our ResumeOptimizer will automatically scan your resume and suggest places where you should use action verbs.)

P.S. A (small) corollary —

Getting a job you deserve is hard, yes. But, it’s not as hard as you think. And I can prove that.

Many folks think to get a better job they have to fundamentally change as a person, gain new skills, learn new habits, network for weeks, etc. And, sure, all of that helps.

But, look again at the #1 most effective tip: it’s about changing the words on your resume for a +139.6% boost. (And not even all of the words — it’s literally about changing the first word of each job achievement.)

On the other hand, look at what a second degree buys you: a +21.9% boost. It’ll cost you tens of thousands of dollars and years of effort, but you’ll get 6.4x more impact for something that’ll take you a few minutes.

Why am I spending precious sentences trying to prove this to you for a blog post that’s already pretty long? Because it’s January 6th. And you probably haven’t made good on your New Year’s Resolutions yet. We know two things:

  1. Every week you procrastinate your New Year’s resolution means you have a 24% lower chance of succeeding at it.
  2. The #1 most-important step to completing a task is to start it. (No, seriously. These folks have studied it.)

So, don’t procrastinate. Don’t put it off. It’s not some crazy, big life improvement project to (finally) get that job you deserve. Instead, it’s about making sure you apply at the right time, changing a few words, or adding a few numbers. Go get that job you deserve today! You can do it!

(We can help.)


So, to summarize: Go back to school. Be a woman. Be older. (Or younger.) Sorry, bad joke. Play buzzword bingo. Demonstrate results with numbers. Apply on Mondays. (Don’t apply on Fridays.) Don’t be a team player. Take charge with leadership words. Don’t use personal pronouns. Include a Key Skills section. Apply in the first 4 days. Apply between 6am and 10am. Start your sentences with (distinct) action verbs. (Phew! Trying saying that five times fast.)

Easy peasy. You got this, right? Great. Now do that for every job you have to apply to and we’ll pretty much guarantee that you get the job you deserve.

Or, you can sign up for TalentWorkswe’ll just take care of it all for you! (No, seriously. [*]) Let us help you keep your New Year’s Resolution.

[*] For most things, we can just automatically take care of it for you. For instance:

  • Our AI-driven ApplicationAssistant automatically optimizes the day of week, time of day & delay of your application so you don’t have to worry about keeping track of 100+ applications.
  • Our ResumeOptimizer will instantly scan your resume for all of the potential issues above in addition to dozens of others.

And our A-List Talent? Sure, some of them might be in especially high-demand fields but, more often than not, they’re people who’ve put in a few minutes to optimize their resume for their job search. You should too!


Underlying Dataset

We took a random sample of 4,068 jobs, applicants and outcomes from recent activity on TalentWorks. For each case, we parsed their resumes with our ResumeParser, and annotated various applicant traits including gender, ethnicity, age, etc., and whether they had followed each of 70+ optimizations from our ResumeOptimizer.


Using partial least squares decomposition against interview rate, we then identified 16 principal components from the above dataset. Finally, we hand-selected a subset of the top factors in the first two principal components as the final 13 key factors.


We regressed the impact and estimated standard error of each factor across its domain using a composite Matern kernel. The results above are plotted with Bokeh on python.

Why Are We Doing This?

With ApplicationAssistant right now, we can boost the average job-seeker’s hireability by ~5x. But, what makes ApplicationAssistant work has been an internal company secret until now. We’re fundamentally a mission-driven company and we believe we can help more people by sharing our learnings. So, that’s exactly what we’re going to do.

Creative Commons

We’re not only sharing this but also sharing all of it under the Creative Commons Attribution-NonCommercial-ShareAlike license. In other words, as long as you follow a few license terms, this means you can:

  • Share: Copy, redistribute the material in any medium or format.
  • Adapt: Remix, transform, and build upon the material.

EDIT 2018-01-07 11am: Holy batman, viral post! In just 3 hours, we’ve been deluged by 100,000+ people wanting to learn more about the science behind the job search. Trying to get to everyone’s emails and comments ASAP.

EDIT 2018-01-07 2pm: We’re 6 hours and 250,000+ people in — wow! We’ll definitely be publishing a follow-up to this.

EDIT 2018-01-10: Since I simply couldn’t keep up with everyone’s comments, I wanted to address a few good technical questions that came up below and on Reddit:

  • We’re not trying to claim causation here. This was a 100% retrospective, correlation-based study. Although RCT-based studies are the gold standard and can establish correlation, they also require much more time and resources even after you know what to study. We’ll definitely be spending the time and money on teasing out causation in follow-up studies, but there’s still a lot of value in retrospective studies and we felt holding that back in a world where 51% of all 20-somethings are under-employed was just irresponsible.
  • We’re also not claiming that any one factor above fully explains the observed variance. In statistical terms, any single factor is independently a relatively weak predictor of your hireability [*]. However, when you account for multiple factors jointly, they are fairly strong predictor of hireability. Put another way, the coefficient of determination R^2 of the first two principal components described above is 0.719. For visualization simplicity above, we only graph one factor at a time.

[*] This makes sense, right? If you’re a Harvard MBA, we’re not claiming that applying on Fridays means you’re going to be forever unemployed.


  1. Very interesting research done here. I appreciate the effort put into the article.

    It’s a shame that age and gender discrimination is so prevalent. Recruiters should think twice before throwing away resumés from younger/older people and men. I’ve seen job posts that are so heavily geared toward women that it’s pointless to even apply to them.

  2. I’ve been doing a lot of this for years (especially every point in ageism section), so it’s good to get some numbers to back up my assumptions. This post is great. Thanks for doing it!

  3. I’d say you used a massive helping of elbow grease here:

    What does each point represent? Is it the rate per each candidate? Does a candidate that underwent applies to 30 jobs and got 3 interviews have the same weight as a candidate that applied to 5 and got 1?
    What do the blue bars in the graphs represent? Mean? Median? What is the light blue vs the darker blue? Are you taking some central tendency measure of the points, again possibly not accounting for weight?
    Some of these comparisons are blatantly lacking in sample. Take #1. There are 9 points for your baseline.
    These “model” fits are terrible. What does the blue line represent? What does the boundary around it represent? It’s clear your model fits are terrible. You can’t just jam a curve in between some points and call it a model. Look at variance of the points around the line. It’s practically screaming there’s no relationship of value. The line is virtually horizontal.

    When you put out an “analysis” like this you’re bound to lead many people astray with your faulty conclusions, but you did get the traffic bump you were looking for so kudos. For the love of god if you put out a part two at least have someone who knows something about statistics and modeling look it over.

  4. It’s a refreshing read. I’m using most of these approaches in my career transition; it’s fantastic to see data to support it. Thanks

  5. I think paying attention to” #1: Start your sentences with (distinct) action verbs.” can really help with “#5: Don’t use personal pronouns.”

    For instance, instead of saying “I developed a world-positive, high-impact student loan product…” you just simply drop the pronoun and assume they know you’re referring to yourself: “Developed a world-positive, high-impact student loan product…”

  6. This article is an excellent example of the saying “Correlation does not imply causality”.
    While I’m sure it is true that two degrees correlates with hireability, I see no evidence that one causes the other. More likely, people with traits such as being hard working and smart lead people to get two degrees and being hard working and smart also improve hireability.

  7. Chakrabarti “It might be illegal, but age discrimination is very real.”
    Hey Chakrabarti , so is sex discrimination. Stop making excuses on why its OK to give interviews to applicants simply because they are female. Call it out for what it is DISCRIMINATION

    1. I agree, he didn’t even offer any advice on how those of us who are men can potentially counter this bias like he did with the age section. Is our money worth less because we’re men or does he just feel like he has to pay lip service to all the trends (and bias) that everyone else is following? I don’t believe the fact that women are outperforming men in college explains this, otherwise this would be covered in the discrepancy between having a college degree and not having one. This comes down purely to in-group gender bias.

      Fun fact: having higher than necessary educational requirements has been legally ruled as DISCRIMINATION since the 1970s. It doesn’t stop employers from doing this but even if men were inferior to women in the scholastic realm or less likely to attain a degree it still does not justify discrimination either morally or legally.

  8. Really Great piece of content here. I damn agreed the 8th one which is apply on Mondays which leads to +46.0% hireability boost. Awesome research.

  9. Does this statement make any sense to anyone?

    “This effect was initially very surprising to us, but when you think it about it, it’s really not. Dozens of studies show that women often don’t get what they deserve (basically) because they don’t ask for it. This shows that, when women do ask for what they deserve, they’re often recognized for it.”

  10. I had my resume on hand as I read this article and was mildly surprised to see how I was aligned with the tips espoused here. I must also say after eleven interviews with this resume, I was offered and accepted my # 1 choice!

  11. I have a question. What if the job was posted on Tuesday and you didn’t see it until Friday. Should you apply on Friday to get the 65% boost of applying within 4 days, or wait ’til Monday to get the 46% boost? A simple look at the numbers would seem to suggest the former, but I’m not sure whether it works that way. Comments?

    1. Easy, Thea! Don’t wait.

      There are other factors in play here beside the statistical AVERAGE effects quoted by Kushal. For example –

      (1) Depending on the employer’s organisation and current situation, they might decide to cut off applications at the end of the week and make a hiring decision more quickly than originally planned. So if you waited till Monday, you’d run the risk of doing 100% worse than if you applied on Friday.

      (2) Some organisations value keenness in applicants. Can’t think why!

      And if you were really keen, why would you let yourself NOT SEE the job posting for three days? 😉

  12. Funny thing about “being a woman” – or seeming to! You, Kushal, advocate NOT letting on how old you are if you’re already over the hill (well, the bump on the graph), instead just detailing your last few achievements and keeping the employer guessing. This avoids their ageist prejudices kicking in (often unconsciously, despite their knowing better). And also avoids any filters built into their screening software.

    Well, you can do the same thing if people don’t KNOW your sex or gender. A less common name doesn’t immediately give off a male or female vibe, unless it’s constructed according to common “male” or “female” patterns. In the West, your name – Kushal – would slip through most people’s sex-determining radar, as would mine – Yahya. And in some jurisdictions, I believe it’s not even legal to ask the applicant’s sex – and why should it be? So, if you can avoid doing so, don’t tell them!

    On a side note, including “Dana” in the list of women’s names seems odd. The first two “Dana”s I ever met were both men, which made the first female Dana quite a surprise!

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  14. It is claimed that, “Resumes with obviously female names had a +48.3% higher chance of getting an interview.” I looked for confirmation of this in the academic literature and found no evidence of this degree of gender bias. “Race and Gender Effects on Employer Interest in Job Applicants: New Evidence from a Resume
    Field Experiment” published in 2015 found little evidence of systematic employer preferences based on gender. See

  15. “Resumes with obviously female names had a +48.3% higher chance of getting an interview. For example:

    This shows that, when women do ask for what they deserve, they’re often recognized for it.”

    I don’t understand how you’ve decided that a higher interview chance means that Women get equality simply by asking for it… Just because they get an interview, doesn’t mean they get what is fair or that they even get hired, it’s just an interview.

    You’re most definitely overstepping what you know. It’s disgraceful to leap to fake conclusions like that, and part of the problem of why Women on average get paid less for the same work STILL. You can’t just say they get fair pay simply by demanding it when everyone knows they deserve it. If it was that simple, it wouldn’t be a problem to write about at all.

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