This content originally appeared on DEV Community and was authored by Brandon
Hiring managers operate under load. They scan for the smallest number of signals that predict whether you’ll remove friction instead of adding it. Everything else is noise.
Rebuild your materials around that reality.
Strip your portfolio to three projects maximum. For each one, document the constraint, the intervention, and the delta. No narratives. No tooling inventories. State the bottleneck, state the modification, state the measurable outcome. This re-frames you from “someone who built features” to “someone who resolves blockers.”
Expose your reasoning process. Most candidates describe tasks; the ones who get hired describe tradeoffs. Show how you selected one approach while discarding alternatives. Show what you optimized for. Show what you intentionally ignored. This proves decision-making under scarcity, which is the actual job.
Remove ambiguous claims. Replace “improved performance” with the exact metric. Replace “worked on APIs” with the exact failure point you corrected. Ambiguity signals inexperience. Specificity signals operational maturity.
Consolidate everything into a single through-line: you compress time-to-output. That’s the trait that stands out in a stack of interchangeable resumes.
This content originally appeared on DEV Community and was authored by Brandon
Brandon | Sciencx (2025-11-24T23:03:00+00:00) Devs Who Get Hired First Do One Thing Differently. Retrieved from https://www.scien.cx/2025/11/24/devs-who-get-hired-first-do-one-thing-differently/
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