Hari Srinivasan: belief

Transcript context

…You were talking about how hiring is changing. I'm curious how PM hiring specifically is changing. A lot of people listening to this podcast are product managers. Is there anything unique you're noticing there? Maybe a couple stats that could be very helpful. If you're having a hard time finding a PM role, let's start with this, you're probably not alone. We publish it. You can go to Economic Graph data. This is all public. We publish this. But if you look at tech, it's down about 50% year-over-year. We look at hires over total population on LinkedIn. You can go to Economic Graphs and you can see how it compares trends industry. We don't look at the functional data as much, but the PM data seems to be trending just slightly even maybe below software engineers and data as well, which is maybe a comp for this. I know not everything is perfect industry to function cuts. It is a difficult place, but I'll give you a couple tips because I imagine that may be helpful for a couple of the listeners. It's certainly one of the larger inbounds of things I get. The first is, in those markets, you do want to make sure that the more you can do to form relationships and say that this is what you can do, which is always helpful. Now, I know that not everyone has relationships, but you can always try to develop those at different places and across LinkedIn as well. But that's one thing I would really, really start to look for. The second thing I would really do is we have launched the way now to come in and signal obviously that you are interested in a role. We have those open to work capabilities, but then each job has a set of skills that they're looking for under it, like we talked about in skills-first hiring. Against each skill, you can actually add different kinds of credentials. I would really encourage people to add work products if that's something that they're actually building. You can add different kinds of recommendations or other things they can associate with that skill. Those credentials against it I think are becoming much more interesting for people to say, "Oh, this is someone I'm actually looking for." And then the third thing I would really encourage PMs to start looking through is, this is probably more personal than anything in data, but every PM job is different. If you have experience in that industry and you're able to show that you have experience in that industry or some kind of understanding of it, I think that's a way to separate. I'd really start zoning in on roles where you might see if you don't have the functional experience, the industry experience. I think that would go a long way as how to help you differentiate from yes, what's probably more candidates, or more applications going into each role. When you say industry experience, what's an example of that?…

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