Weekly US jobless claims are steady at 226,000, but continuing claims have risen to nearly 2 million, the highest since 2021 (Reuters). While the job market has not collapsed, employers hold the advantage, and the way candidates need to compete has changed.
Remote jobs, once seen as a golden opportunity, now allow employers to lower pay for roles that were once tied to high-cost regions. Many remote positions are also highly replaceable. If a manager cannot easily measure the difference between two workers in the same role, the person in the seat can quickly be swapped out for someone else with similar skills.
Remote work expands your competition far beyond your local market (Expel). Even in cybersecurity, one of the fastest growing fields (BLS), employers are pulling from a larger candidate pool. There are 3.5 million unfilled cybersecurity jobs (Fox Business), yet 26 percent of open positions require highly specific technical skills (CyberSeek). In today’s employer-friendly market, many mid-level professionals are stepping into roles that used to be a starting point for newcomers, creating even more competition.
Targeting employers that are local or within a reasonable commuting distance can give you a strategic edge in a competitive market. Remote work has widened the talent pool, meaning you are often competing against candidates from across the country or even globally. In some sectors, such as government, return to office policies are already in effect, and even when a role is labeled as hybrid, employers may quietly prefer candidates who can be on site regularly. For organizations, the ability to have someone in the room, whether for collaboration, urgent problem solving, or sensitive discussions, still carries weight. In an employer driven market, the need for an on site hire can reduce their candidate pool and often requires aligning compensation to the realities of the local market.
If you live within reach of the organization, make that advantage clear in your application and interviews. Emphasize your availability for in person collaboration, and show that you value the relationship building and trust that come from face to face interaction. Once you are on site, use the opportunity to strengthen your network within the company by engaging in informal conversations, offering to help on cross functional projects, and being present at team gatherings. These interactions help you demonstrate value beyond your job description, position you for promotions or high visibility assignments, and make you the colleague decision makers think of first when new opportunities arise. In a crowded job market, showing up in person can be the quiet differentiator that keeps you top of mind when it matters most.
The added competition for positions means that breaking into the field requires a sharper edge. If you want to stand out, you need targeted expertise. This may translate into knowing how to configure Palo Alto firewalls, rolling out Zero Trust architectures, integrating AI into business operations (including AI-based security tools), or demonstrating established skills in cloud and DevSecOps. With many cybersecurity positions not directly contributing to profit in for-profit organizations, employers want to know how you can make a measurable difference starting on day one.
Soft or power skills still matter. While they may not be the first thing listed in the job description, companies value candidates who combine technical know-how with communication, teamwork, and problem-solving. The standout candidates are those who bring both sets of skills and can deliver them at a level and cost that fits the employer’s expectations.
Before you ever speak to a human being, your application often has to make it past automated tracking systems and artificial intelligence tools that scan for keywords and assess fit. These tools are designed to quickly filter candidates based on the organization’s priorities, from the skills they need to the salary range they are prepared to offer. This means your resume is more than a record of your experience. It is your ticket through the first gate. The goal is not just to list what you have done but to present your capabilities in a way that connects with what the employer is truly looking for.
A job description is more than a checklist. It is a roadmap to the employer’s priorities. Look closely at the language, the recurring themes, and the skills that are emphasized. Then, go further. Think about the challenges the role is meant to solve and show that you are not only capable of meeting the minimum requirements but are the person they want on their team. This is about positioning yourself as the solution, not just a candidate. When your application reflects both your technical strengths and your understanding of the organization’s deeper needs, you move from simply being in the pile to being at the top of it.
It is natural, but often incorrect, to assume that an interview is simply a checkpoint to confirm your resume or validate your technical skills. While employers do want to verify that you have the capabilities and experience you have claimed, they are also assessing whether they can trust you with important tasks, rely on your judgment, and feel confident working alongside you week after week. Interviews are as much about personal fit and trust as they are about technical competence.
Success in an interview is not just about providing the right technical answers. It is about how you deliver them, the clarity and relevance of the details you share, and your ability to convey more signal than noise. For example, instead of giving a lengthy rundown of every firewall platform you have touched, focus on one where you solved a specific business problem, describe the challenge, and explain the measurable result. If asked about teamwork, avoid generic statements and instead describe a concrete situation where your collaboration directly impacted project success. Your presence counts, and the way you carry yourself through your tone, body language, and professionalism can leave a lasting impression that positions you as the clear choice.
Here are some recommendations that I have for my mentees:
Find out if MentorCruise is a good fit for you – fast, free, and no pressure.
Tell us about your goals
See how mentorship compares to other options
Preview your first month
