Updating the hiring manager bar

I’ve had some really good feedback on hiring-manager-bar, and I wanted to spend more time on the examples behind it. The original idea still holds: if you’re using a portfolio to find a job, the person reviewing it should be able to understand what you made, what you were responsible for, and why your decisions mattered. I wrote about that in The hiring manager is your user. Where I wanted to go further was how the skill applies that judgement to different kinds of work. A brand designer might show how a system helped other people produce a campaign. Somebody applying for their first management role might have useful coaching and facilitation experience before they’ve ever had direct reports. An experiment can demonstrate good judgement whilst leaving production experience unproven. Those differences matter, because otherwise it’s easy to ask everyone for the same case study, the same metrics, and the same process diagram. So I’ve expanded the training examples and evaluation data,…