Most people think hiring is about keywords and clean timelines.

 

But in 2025, especially in tech and renewables, that’s not enough.

 

At Interface, we don’t use AI to screen candidates.

 

We don’t rely on filters to make decisions.

 

Every placement starts with a person, not an algorithm.

 

Because the best hires are often the ones others overlook.

 

And we’ve built our process to make sure they don’t stay overlooked.

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What we look for (and how to show it)

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We don’t scan for keywords. We look for substance.

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We connect your experience to what clients actually need, not just what looks neat on paper.

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What’s happening right now

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Here’s what we’re seeing in live pipelines:

 

• Skills-first is growing, but you have to connect those skills to outcomes and be prepared to talk about WHERE you have used them and HOW  Hiring managers are getting savvy to candidates just dumping a list of skills on their resume without the backup to prove they really have them.

• Structured interviews are up, but real fit still wins.

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How to actually stand out

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Some quick, practical advice from the real hiring front:

 

• Be honest — but intentional. Shape your pivots. Own the “why.”

• Make your CV easy to read. No fluff, no flash. Just signal.

• Don’t disappear after applying. A follow-up message shows intent.

• Think like a hiring manager. What would you look for in someone like you?

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Why our process works

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We use tech to stay efficient: scheduling, admin, the basics.

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But every candidate conversation, every shortlist, every recommendation, that’s human.

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That’s where fit is found.

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We’ve placed people who weren’t shortlisted elsewhere.

We’ve seen gaps become strengths.

And we’ve helped hiring managers rethink what “qualified” really means.

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Looking for a role that makes sense, not just matches a checklist?

We’d love to talk.