What Hiring Managers Wish You Knew: Straight Talk from a Recruiter
If you’ve ever left an interview replaying every answer in your head, you’re not alone. Many candidates assume the outcome hinges on a perfect response or a single mistake. According to Joshua Lieberman, Senior Manager of Talent Acquisition at Spectrum, hiring decisions are usually based on something much bigger.
In his role, Josh supports leadership hiring across several major areas of the business, including Spectrum Stores, Field Sales and Call Centers, Spectrum Business, Community Solutions and Field Operations. That broad view gives him a front-row seat to what hiring teams consistently look for in strong candidates, regardless of function or business unit.
For recruiters, choosing the right candidate isn’t just about one moment. It’s about the overall pattern and clues picked up on during the interview that help hiring teams decide if someone truly fits the job. Once you understand what recruiters are looking for, the hiring process becomes much less daunting.
Preparation Is Important
“Knowing the company isn’t what sets you apart. It’s what gets you in the door,” says Josh. Strong candidates go further. Understanding the company’s direction and staying current on recent news allows candidates to explain exactly how the role they’re interested in contributes to larger business goals. This sends a powerful message to your recruiter: you aren’t just looking for any job—you’re invested in this job.
Don't forget to prepare for your interviewer as well. Josh suggests researching who you’ll be meeting with to understand their background; this allows you to tailor the conversation and build a genuine connection.
Proactive Outreach Is Key
Recruiters aren’t just scanning resumes for keywords. They want to see a clear, credible connection between your experience and the role. If your background strongly matches the position, personalized outreach to a recruiter can help reinforce that fit. According to Josh, local recruiters may be especially helpful when trying to make a personal connection in a crowded applicant pool, and proactive outreach often beats a standard cover letter.
If you apply to a position on LinkedIn where the recruiter or hiring manager is listed, reach out to introduce yourself. “It shows you’re seriously interested if you send a quick note to the hiring manager like, "Hi, I just applied for your open position. The role sounds incredibly exciting, and I’d love to connect." How you communicate also matters. Recruiters respond well to candidates who can confidently explain why they’re a fit and ask thoughtful questions. Self-awareness and enthusiasm can go a long way.
Tell Your Story With Impact
Interviews aren’t only about what you’ve done; they’re also about how well you communicate it. One common mistake is leaning too heavily on “we” instead of “I.” Hiring managers want to understand your individual contribution, not just the team’s outcome.
Josh notes that many people miss the most important part of the STAR method: the outcome. Without the result, even a strong example can fall flat. What did you do? What changed because of your work? What value did you create? Answering those questions makes your experience more memorable. The strongest candidates clearly explain the situation, the actions they personally took and the result.
Balance Confidence With Humility
First impressions matter, and confidence helps. But there’s a fine line between being proud of your accomplishments and sounding arrogant. You’re not trying to prove you’re the only person who can do the job; you’re showing that you’re a strong choice. Striking the right balance means being confident in the value you bring while remaining grounded. It shows you’re not only a high performer, but also someone who can work well with others.
This same balance applies when discussing your weaknesses. According to Josh, you should steer clear of tired clichés. Instead, focus on “nice-to-have” skills that aren’t central to the role. “The strongest candidates use a question about weakness as an opportunity to show self-awareness, explaining exactly how they plan to learn, adapt and improve in that space. In today’s market, a growth mindset matters just as much as your past experience,” shares Josh.
The Smallest Step That Is Most Often Overlooked
After the interview ends, most candidates move on and wait. But one of the clearest differentiators is also one of the simplest: the follow-up. “A very small number of candidates follow up with a ‘thank you’ after their interviews,” Josh shares. A thoughtful thank you note to the recruiter and hiring manager does more than show appreciation. It reinforces your interest, shows initiative and leaves a lasting impression.
What It All Comes Down To
From the outside, the hiring process can feel like a black box. From the inside, it’s often more consistent than it seems. Candidates move forward when they show up prepared, prove their alignment and communicate their impact—all while balancing confidence and humility. Or, as Josh puts it, “Candidates stand out when they make it easy for someone to say yes.”
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If you’re interested in learning more about current Spectrum leadership opportunities or getting insights directly from a recruiter, connect with Josh on LinkedIn.
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