Turning ‘Unqualified’ Into an Offer

Have you ever been told you didn’t qualify for a job you knew you could do, but couldn’t quite prove it “on paper”? I have! Want to know how I landed a job offer anyway? Now, fair warning, this isn’t a shortcut, short story or some magic trick. It took creativity, tenacity, and a sprinkle of unconventional moves. So if you’re game (or just fancy a few tips), cool-cool, keep reading.

The Background

At the time, I was a senior manager in Professional Services, freshly back in the office post-COVID. My company’s Talent Development team had been hosting regular virtual workshops during the lockdown, and I had attended many. But while the sessions were engaging, what really stood out when I experienced them in person was how the team worked together. They often paired up, and it wasn’t just that they taught well—they had this genuine camaraderie. A mix of humor and respect, where banter met maturity, making workshops feel more like friends working together, not just coworkers doing a job. No matter who was in the rotation, they just seemed to vibe as partners. This resonated because these are qualities that align with my own organizational values—and ones I was definitely missing in my then-new organization.

The Question

Curiosity getting the best of me, after Day 2 of a people leaders workshop, I asked one of them if he’d meet with me to talk about the team. “Are you interested in joining us?” he asked. The question caught me off guard, I didn’t quite know yet, so I gave an honest, “I guess so?” And over the next few weeks, I met with a few more team members, getting a real sense of what they did and getting further compelled to join in.

Soon after, a new role opened up in the organization. To my surprise, two people on the team recommended me for it. When I met with who I thought was the hiring manager, she informed me that the role was moving up to report directly to the head of the organization. After a good chat, she offered to put in a word for me.

The Twist 

Alright, let me rewind for a sec because this is where it gets juicy. For the previous six and a half years, I was in Global Customer Services, with over a decade in Sales before that. The new opening was in Talent Development within HR, focusing on inclusion, diversity, and underrepresented talent. My titles had been things like Territory Manager, Cyber Transformation, Customer Success, Go-to-Market—you get it, not a whisper of ‘HR’ or ‘Diversity.’ So, how did I go from zero ‘direct’ experience to landing an offer? Well, things aren’t always as they seem. Stick with me as I break down the three key moves that made it happen, and my exact approach for each.

The Moves

Let’s get straight to it. Here’s the play-by-play, starting with the foundational one:

# 1: Learn, learn and learn

I gained a deep understanding of the industry, the department, what the team needed, why the role was critical, who it served, what impact it would have, and—often overlooked—what executive sponsorship existed (because having the bigwigs in your corner is clutch).

# 2: Wrote an epic cover letter (I mean EPIC!)

This wasn’t your run-of-the-mill cover letter, folks. What I crafted was more like the professional narrative of my life! I didn’t just cover what I’d done—I went into why I did it. I wanted them to know exactly what I was all about and what I would bring to the mix.

# 3: Did my homework; Didn’t come to play

Because I wasn’t the obvious fit on paper, I had to bring more than just the basics. I built a strategy to set myself apart and show them, in ways they wouldn’t expect, that I was exactly what they needed, just in a different package.

The Deets

Now that we’ve set the stage, let’s dive into the details. Here’s how I brought it all home.

Highlighted my lived experience 

As we’ve covered, the cards were stacked against me on the “paid experience” front. But as a woman of color raised in Silicon Valley, seasoned in tech and Christianity, inclusion, diversity, and underrepresentation weren’t just buzzwords—they were real issues I faced daily. While I wasn’t paid for this experience, I had loads of it. Best believe I emphasized that.

Spoke to their pain 

I didn’t just list skills; I gave real examples of how I’d support this team, champion the cause, and collaborate with internal stakeholders and global peers to equip them to crush their goals.

Connected the dots

I’m obsessed with interpersonal relationships, synergistic environments, and the Word of God. I’d completed change management, coaching, and communications courses, enrolled in business programs, and had been working with a Results Coach for almost a year then. I drew clear parallels between my background and development that tied specifically to the role’s responsibilities.

Bragged (unapologetically)

While men have a reputation for finding this easier than women, I didn’t hold back. I showcased the impact I’ve had—revenue growth, boosting product adoption, increasing lifetime value, and advocating for my team when I noticed unfair treatment. I needed them to see how I deliver outcomes that matter, both financially and ethically.

Personal, Professional Touch

I shared points that didn’t fit neatly on a resume but made me perfect for this job, like how my sociology and sales backgrounds help me bridge data-driven insights with human emotion to create more awareness and better alignment, for example.

Admired the Team

By highlighting their collaborative vibe, their value of customization, and their commitment to nurturing potential, I pointed out what in particular I respect and connect with.

Dug into the data

I researched and used stats that backed my case. Presented figures about people of color in the workplace, in upper management, in the Valley, and the industry, showing the huge discrepancies not just in tech but within our very company. Illustrating these numbers made it clear why my experience (and representation) matters.

Positioned my purpose

Finally, I shared why this role mattered to me. After all, my goal wasn’t just to hit targets; I aspired to change systems.

The Lesson

While it wasn’t a walk in the park, this is how I went from “not qualified” to an interview to an offer. The takeaway here, and something I hinted at earlier, is that things aren’t always as they seem. I might’ve looked like a total wildcard for a role so different from my past gigs, but with a mix of grit and imagination, and thanks to a few open-minded people, I proved I was more than capable. And if I can do it, you can too. So if you find yourself barking up a ‘you’re not wanted here’ tree, take a page from my playbook. Use these principles, adapt them to your style, and watch them work, work, work, like a Rihanna banger! 

And if you’re thinking, this is all great, but why should all the work fall on me? Good point—it shouldn’t! Stay tuned as I dive deeper into how lived experience can give organizations an edge and why it’s time for hiring practices to evolve and recognize that.

A note from Erin: If these ideas or perspectives resonate with you, I’d love for you to subscribe or share them with someone you care about. If you’re looking to make a change, or when the time feels right, I’m here to help. Check out my new “WORK WITH ME” page to explore how we can collaborate—or swing by my “CONTACT” page to say hello, ask a question, or start a conversation.