The Anti Resume
Nothing But Love
This is a love letter to hiring managers, recruiters, sourcers, headhunting firms, and, most importantly, all the job seekers out there relentlessly applying for opportunities. I want everyone reading this to rethink how we find great people and how we, as job seekers, present ourselves to those searching for the perfect fit for their teams.
This post is about a concept I’ve started putting into practice. My background isn’t conventional—short stints at small startups, no high school diploma, no college degree, and minimal formal training outside of work. Yet, I’ve managed to bootstrap my way to where I am today, thanks to the generosity of people who shared their time and knowledge to teach me new skills.
Unfortunately, the current job application process often overlooks people like me, especially at that critical first step. That’s part of the problem I hope to address here.
So, here we go—this post is for all of us to think differently about how we identify and showcase talent. It’s written by someone who’s switched jobs more times than I’d like to admit and has experienced this process many times from both sides of the table. Let’s challenge the norms and create a better way forward.
Apply, Apply, Apply
Day in and day out, I submit an endless array of applications. Most of these rely on a two-page document summarizing my 15 years of professional experience. This single document—my résumé—is the only thing standing between me and a human interaction. With all the technology we have, why are we still using résumés to identify talent at the earliest stage of the hiring process? Has anyone seriously questioned this? Or did we question it and just never resolve the issue?
Every time I restart my job search, the same thought pops into my head: What the actual f#u%k? Why are we still using this relic to get jobs? Sure, it probably works well for some—the ones with prestigious colleges, impressive companies, long tenures, and stellar extracurriculars. But for most of us, a résumé doesn’t really explain who we are as workers. So why do we keep clinging to this outdated format?
wHO ARE YOU REALLY?
Anyway, let me get to the point. My goal with this site—and this rant—is to advocate for breaking this résumé-first culture. People and brands are moving toward more authentic expression, stripping away filters and glossy perfection. What do I mean by this? Think about the résumé itself: it’s polished to perfection, filled with buzzwords and formatted to please both robots and scanners. But it’s utterly useless if you’re hiring for culture, not just skills (a separate rant, but I’ll likely revisit it).
We need to focus more on building personal brands and sharing what we uniquely bring to our communities. That way, the people who resonate with our content and identity can find us more easily. Some people excel at this, sharing their wins, lives, and stories openly. But most of us—including me—don’t do it enough.
Here’s what I’ve learned after five years at startups, interviewing people, and even structuring interview processes for smaller companies:
A résumé doesn’t explain who someone is or what they can do—it only shows what they’ve done.
Startups are tough environments, especially for PMs or founding PM teams. What works at a big company doesn’t always translate to a small, innovative one.
“Can’t teach an old dog new tricks.” If someone comes from large, traditional firms, I probe extra hard about their startup mindset.
Strong motivation and tenacity often get filtered out during the sourcing phase, especially if job descriptions demand high skill levels.
Interviews are about getting to know people. Culture fit often outweighs technical skills.
tHE ANTI-rESUME
So why am I explaining all this? Because I want to propose something new: the anti-résumé. What is it? It’s whatever you want it to be. The point is to share what isn’t on your résumé. What makes you tick? What do you love? Hate? What do you do when you aren’t working? Who are you, really?
This is about showing your personality, passions, and unique knowledge. What projects are you working on? Share those. I get it—social media is a cesspool. I don’t like using it either. That’s why I created this site. It’s open, ungated, and entirely mine. You can take any approach you want: a blog, a Reddit thread, even handwritten letters or local talks. The goal is to express your non-work self so people can really get to know you.
And remember, this is the anti-résumé. Don’t just talk about your work projects or things already listed on your résumé. Share something only you know. I know it’s scary, but I’m here to encourage you.
For example: Last week, I launched my professional pottery website. It was terrifying because it put my art out there for real. No one has bought anything yet, and yeah, it stings. But I’m learning to deal with rejection because it’s necessary for growth. If you’re curious, the site is here—check it out.
Adam Grant captures this beautifully in his book Hidden Potential. Here are a few excerpts that strongly support my perspective:
“personality is how you respond on a typical day, character is how you show up on a hard day.”
This one lives in my brain rent-free. I absolutely love it because I’m always seeking out the hard days—they’re what carve me into a better version of myself.
“This is the first form of courage: being brave enough to embrace discomfort and throw your learning style out the window.”
This ties directly to my earlier point about teaching an old dog new tricks. Where someone comes from doesn’t indicate their true skills or abilities—it only validates their pedigree (if that). The real challenge is uncovering how they learn and whether they can adapt and grow. Sometimes, the most skilled individuals resist change because they already see themselves as experts.
“Becoming a creature of discomfort can unlock hidden potential in many different types of learning. Summoning the nerve to face discomfort is a character skill—an especially important form of determination. It takes three kinds of courage: to abandon your tried-and-true methods, to put yourself in the ring before you feel ready, and to make more mistakes than others make attempts. The best way to accelerate growth is to embrace, seek, and amplify discomfort.”
Yes—100,000 times yes. When I see someone who has entered a new industry, switched careers, gone back to school, or built something they didn’t initially know how to build, I get excited to talk to them. These people are lifelong learners. They’re always exploring new ideas, embracing fresh perspectives, and finding innovative ways to approach challenges.
As a hiring manager, this mindset is something I deeply value, but it’s often hidden behind the limitations of a traditional résumé. These are the qualities that truly matter—and we need better ways to uncover them.
Conclusion
You might wonder, What does my pottery site have to do with who I am as a professional? Well, to an experienced artist, it might show that in just a year, I’ve managed to not only create tangible products with my own hands but also develop a distinct style and design that reflects my interests. Beyond that, I’ve connected with a community, building meaningful relationships along the way. These traits—creativity, perseverance, and the ability to foster connections—are qualities any company would find valuable, especially in someone who works with large teams.
Will people draw those conclusions from something like this? Maybe, maybe not—but who cares? The point is to live your life. When I’ve been unemployed or stuck in jobs I didn’t enjoy, I used to spend my time ruminating about it. Now, I focus on creating things I love instead, and it’s been so much healthier for me.
As always, I’m here to disrupt, share, express, support, and bring great vibes to everyone. Don’t be a stranger. I hope this inspires you to build your anti-résumé and personal brand. Let’s break the mold together.
