It’s the kind of job you’ve been eyeing for months. You finally muster the confidence to apply. The role lights you up. You know you could do it—you just haven’t technically done it… yet.
Then comes the interview. You’re sitting across from a hiring manager (or more likely, on Zoom), heart thumping a little louder than usual. And the elephant in the room is clear: your background doesn’t “match” the job description. Not neatly, anyway.
So, what do you do?
You tell a better story. One that’s rooted in truth, experience, curiosity, and capability—not just job titles. Because career pivots don’t happen after you land the role—they begin the moment you start showing up like someone who belongs in the room. And yes, even when you don’t have direct experience, you can absolutely still be the right person for the job.
Let’s talk about how.
Reframe What “Relevant Experience” Actually Means
A lot of job descriptions are wish lists, not checklists. Hiring managers may list ideal qualifications, but what they really want is someone who can learn fast, adapt well, and solve problems they care about. And good news: those skills aren’t confined to one industry or job title.
In fact, research by Harvard Business Review found that 60% of employers say soft skills like adaptability, collaboration, and initiative are more important than technical skills when evaluating candidates. Why? Because technical skills can be taught. Curiosity and resourcefulness? That’s harder to coach.
So instead of trying to make your past roles fit into a mold they weren’t built for, focus on what’s transferable. You’ve led people. Solved messy problems. Communicated clearly. Built trust. Hit deadlines. Learned on the fly. That is experience.
You just need to connect the dots—confidently, clearly, and in your own words.
Don’t Apologize—Translate
There’s a big difference between acknowledging a career pivot and apologizing for it.
Avoid language that puts you on defense (“I know I don’t have the right background, but…”) and shift into translation mode instead. This means proactively showing how your previous experience maps onto the role in front of you.
Let’s say you worked in hospitality but are applying for a project management role in tech. Instead of downplaying your background, try this:
"In hospitality, every shift is a project—managing a team, tracking timelines, solving high-pressure problems, and ensuring client satisfaction. That fast-paced environment taught me how to prioritize, adapt, and lead under pressure, which directly translates into project coordination."
You're not changing your story—you’re reframing it.
This builds confidence and shows that you understand what the role demands, even if you haven’t held the title before.
Know Your Assets: Transferable Skills Are Your Goldmine
If you’re changing careers, your experience may not look like everyone else’s—but that doesn’t mean it doesn’t matter. It just means you have to name your strengths with more intention.
Some of the most valuable transferable skills include:
- Communication (written and verbal)
- Problem-solving
- Team collaboration
- Client or stakeholder management
- Time management
- Leadership
- Emotional intelligence
The key is matching your skills to the language of the role. If the job requires “stakeholder management,” and you’ve worked with customers, clients, or internal teams, that’s your in.
Pro tip: comb through the job description and highlight the key verbs. Then look at your past work and ask, “Where have I done something like this before?” It doesn’t have to be in the same context to count.
Instead of trying to fit your experience into someone else’s story, learn to narrate your own. The way you talk about your past shapes the way others believe in your future.
Practice Confidence, Not Perfection
Interviewing during a career shift is vulnerable. You’re navigating the unknown, selling yourself in a space you haven’t officially been in yet, and that can shake even the most seasoned professionals.
But here's something powerful: you don’t have to be the perfect candidate—you just have to be the one who understands the role, shows potential, and demonstrates commitment.
So, yes, practice. Know the company. Learn the role. Prepare thoughtful questions. But also practice confidence. That doesn’t mean pretending you know everything. It means showing up with clarity about what you bring—and humility about what you’re excited to learn.
Confidence isn’t loud. It’s the calm, steady belief that you’re capable of figuring it out.
Rehearse Your Pivot Story (Yes, Like a Script)
When you’re shifting careers, you’ll likely be asked some version of: “Why are you making this move?”
This question isn’t a trap—it’s an invitation to connect the dots. And you’ll feel more confident answering it if you prepare ahead of time.
Here’s a framework to guide your answer:
- Start with the throughline – What’s been consistent in your career (e.g., people-first roles, love of solving complex problems, desire to build things)?
- Explain the shift – What drew you to this new path? What sparked the pivot?
- Connect the dots – How do your current skills and past experience support the new direction?
For example:
"Across my career, I’ve always gravitated toward roles where I help people navigate change—whether through customer service or team leadership. Over time, I realized I wanted to apply those strengths in a more strategic, systems-oriented role, which led me to project management. I’ve been building those skills intentionally through self-study and freelance work, and I’m excited to bring my people-focused mindset into this next chapter."
No rambling. No defensiveness. Just clarity, context, and curiosity.
Do Your Homework—Then Add Something Extra
When you’re not the traditional candidate, your preparation becomes your superpower.
This doesn’t mean memorizing facts about the company—it means showing that you’ve taken the time to understand the role, the team, and the broader mission. Read recent press. Look at the company’s values. Research the team on LinkedIn. Learn the tools they use.
Then, if possible, offer something they didn’t ask for: a short case study, a thought-out proposal, or a few tailored ideas.
Why? Because it signals initiative. It shows that even without direct experience, you’re already thinking like someone on the team.
According to Glassdoor, the average corporate job attracts 250 resumes—and only 4–6 candidates are interviewed. Going above and beyond isn’t extra. It’s often what tips the scales.
Don’t Let Imposter Syndrome Run the Interview
Imposter syndrome tends to show up the loudest when you’re stretching into new territory. It’ll try to convince you you’re “lucky” to be there. That they’ll find out you’re not legit. That your background is a problem instead of an asset.
But here’s the truth: if you got the interview, you’re already in the conversation. You’re already being considered. The job of the interview isn’t to deserve your spot—it’s to make a case for how you can contribute.
So when that inner critic gets loud, come back to this:
No one is born “qualified.” Everyone has a first step into a new field. Yours is just happening now—and that doesn’t make it any less valid.
You’re not faking it. You’re becoming it. And that’s brave.
Prepare Real Examples—Even If They’re Not from the “Right” Industry
One of the best ways to stand out in an interview is to answer questions with stories. “Tell me about a time when…” is your cue to show that you’re not just saying you’re qualified—you’re proving it.
Don’t get hung up on the industry. Focus on the impact.
If you improved a process, led a team, hit a tough goal, managed competing priorities, or solved a messy conflict—that’s gold. Those are the things that make you valuable, no matter what your job title was.
Use the STAR method (Situation, Task, Action, Result) to structure your stories clearly. Highlight what you did, not just what the team achieved.
A good story is memorable. And when you’re new to a field, being memorable is half the battle.
Ask Thoughtful Questions That Show You Belong
The end of the interview isn’t just polite wrap-up time. It’s a final chance to show how you think and what matters to you.
This is where you can flip the script a bit. Instead of defaulting to “What’s the team culture like?”, ask:
- “What does success look like in the first 90 days for this role?”
- “What do you think makes someone thrive on this team?”
- “What challenges is the team currently navigating that this role will help solve?”
These kinds of questions position you as someone who’s not just looking for a job—but for a way to contribute meaningfully.
And that’s the kind of energy hiring managers remember.
Fresh Takeaways
- Translate, don’t apologize. Your experience might not be traditional, but it’s valuable—connect the dots for them.
- Own the pivot with a clear story. Practice your narrative so you speak with clarity, not hesitation.
- Preparation becomes your superpower. Know the role, the company, and the ways you can contribute—even before you’re hired.
- Don’t minimize your wins. Use stories that show your impact, even if they’re from another field.
- Interview with curiosity, not just competence. Show you’re here to grow, contribute, and build—not just “fit.”
The Job Isn't Just for the 'Perfect' Candidate—It's for the Right One
Career changes are brave. They require clarity, resilience, and a willingness to be seen in a space you’re still growing into. And in many ways, that makes you a uniquely powerful candidate—not despite your background, but because of it.
So if you’re walking into interviews thinking, “I don’t check all the boxes,” remember this: neither do most people who get hired. What matters more is how you show up—clear, prepared, and confident in what you bring.
Because at the end of the day, companies aren’t hiring résumés. They’re hiring people. And people with curiosity, drive, and the ability to learn? Those are the ones who make the biggest impact—no matter what their last job title was.
You’re not behind. You’re just beginning something new. And yes—you can still get the job.
