Your Hiring Manager Is Scared

Hey 👋,

Let me tell you something that almost no one talks about during the job hunt…

Your hiring manager?
They’re scared.

Not “hide-under-the-desk” scared. But scared in the way people get when their judgment is on the line.
And that fear drives hiring decisions more than any job description ever will.

I’ve hired hundreds of people across roles in the past decade, and let me tell you—those decisions are rarely 100% rational.
They're messy. They're biased. They're made under pressure.

Here’s what’s really going on behind the scenes when someone decides to hire (or not hire) you:

1. "We need someone… like yesterday"
Urgency is real. When a team is understaffed, the first decent candidate often gets the job.
Doesn’t mean they're the best. Just means they showed up early.

That’s why applying early matters.
And it’s exactly why I built Best PM Jobs — a job board that gives you early access to PM roles in top tech companies before they’re bombarded with applicants.

2. "What if they flop?"
This one’s big.

Hiring someone who underperforms doesn't just hurt the team—it makes the hiring manager look bad. Their judgment is on trial.

So, what do they do?
They get everyone involved. They push the resume around. They wait for a magical consensus.
And the job stays open for months.

In these cases, credentials become currency.
Ivy League degree? FAANG stamp? You move up the stack. Even if someone else has better skills, the risk is lower with “brand name” hires.

3. "Will this person screw up my team vibe?"
Sometimes, a manager is more worried about harmony than hustle.
They’ve got a tight-knit team. One wrong hire and the culture goes off the rails.

So they optimize for agreeability.
They pick the collaborative, flexible candidate over the brilliant-but-blunt one.
Hard skills? Can be taught.
Team drama? Way more expensive.

4. "Are they gonna bounce in 6 months?"
Hiring takes time. Training takes more time.

So if you’ve been job-hopping a lot, it’s a red flag.

Sometimes, hiring managers compromise on skills when hiring someone they think will stick around.
Loyalty > Talent (in the short term).

So, what does this mean for you?

Know that most rejections aren’t really about you.

You didn’t bomb.
You’re not unskilled.
You’re not “not good enough.”

Most candidates doubt themselves way more than they need to.

There are so many factors outside your control:

• Budget shifts

• A last-minute internal hire

• A “must-have” credential that was never listed in the JD

• A hiring manager who’s just scared to make the call

And yet—most candidates take rejection personally.
Don’t.

You can’t control everything.
But you can control the few things that matter most.

When you’re applying for a role, don’t just ask: “Do I have the skills?”
Ask: “What does this hiring manager care for?”

Is it urgency? Be early.
Is it risk? De-risk yourself with social proof or testimonials.
Is it team fit? Show you’re collaborative.
Is it retention? Highlight your loyalty.

Just like you do user research as a PM… you’ve gotta do hiring manager research.

Know their fears. Address them.
You’ll stand out more than any resume bullet ever could.

Catch you next time,

P.S. If you want early access to PM jobs (before they go live on the big boards), check out Best PM Jobs. It gives you a real edge.

If you have any questions, reply to this email and I will be happy to help.

Wishing you a week filled with positive updates for your job.

I will see you next week.

All the Best

Aditi