In this issue:

💡 Expert Insights: Resume red flags

🎈 Just for Fun: Place or pass?

⭐ Associate Spotlight: Corinna Mejia

📌 Featured Career Opportunities

🔗 Connect With Your Recruiter

💡 Expert Insights

When screening executive candidates, certain resume patterns consistently raise concerns. Whether you're crafting your own resume or evaluating talent, understanding these red flags helps both sides navigate the hiring process more effectively.

Red flag #1: Frequent job changes without progression. Multiple short-term positions raise questions, especially without upward trajectory. Lateral moves or backward steps signal a flight risk – someone using the role as a placeholder until something better comes along.

Best practices:

• Demonstrate intentional career development with a clear narrative connecting each role

• Show progression through increased responsibility or measurable impact, not just titles

• Explain lateral moves in your cover letter if they built critical skills

Red flag #2: Unexplained employment gaps. Significant periods between positions suggest prolonged job searches, which often indicate performance or interview challenges. Leaving them unaddressed forces hiring managers to make assumptions.

Best practices:

• Address gaps proactively in your LinkedIn summary or cover letter

• Frame them as deliberate transitions – pursuing certifications, managing family needs, or conducting a strategic search

• Include consulting or freelance work done during gaps

Red flag #3: Unprofessional formatting. Mismatched fonts, generic templates, or inconsistent formatting signal lack of attention to detail. Your resume should reflect the caliber of position you're seeking.

Best practices:

• Invest in industry-appropriate formatting that looks polished and professional

• Ensure consistency in date formats, bullet styles, headers, and spacing

• Keep it concise – one to two pages for most executive roles

Red flag #4: Out-of-geography applications. Candidates from outside the local market face skepticism about relocation commitment. Hiring managers typically exhaust local talent pools first.

Best practices:

• State relocation plans clearly in your cover letter

• Explain why this move makes sense for your career trajectory

• Mention local ties if you have them (family, previous residence, industry connections)

The bottom line: how to reduce doubt

For candidates: Eliminate concerns by presenting a clear, consistent career narrative.

For hiring managers: Use these patterns as conversation starters, not automatic disqualifiers. The best hires often have compelling stories behind seeming red flags.

Want to ensure your resume positions you for executive opportunities? Our team offers professional resume services tailored to the financial services industry. Contact us to learn more (or simply reply to this email).

🎈 Just for Fun

Place or pass: Would you hire this candidate?

A former Trust Operations Manager left your bank three years ago for a 20% pay increase at a competitor. Now they're back, asking to return to their old role (not a promotion). In the exit interview, they cited "limited growth opportunities," but now they say they "realized the grass isn't always greener" and miss your company culture.

Our take: Pass — with hesitation. The return itself isn't the red flag; people do reassess priorities. But applying for the same role they left raises questions about what's actually changed. A candid conversation is warranted: What specific growth do they see now that they didn't before? If they're genuinely returning for culture and mission (not because they're fleeing a bad situation), and you've since added development pathways, it could work. But tread carefully.

💡 Associate Spotlight

Corinna is known for partnering closely with hiring leaders as true stakeholders, using market intelligence and thoughtful consultation to guide hiring decisions that are efficient and human-centered. Her expertise includes leading and developing recruiters at all career stages, optimizing tools and sourcing highly specialized talent, including professionals requiring visa sponsorship, with a deep understanding of compliance and legal coordination. She is particularly passionate about inclusive recruiting practices that support organizational growth and retention.

Outside of work, Corinna loves to travel whenever possible, spend quality time with her family, and proudly embraces life as a devoted dog mom.

🔗 Connect With Your Recruiter