Latest / Career Skills with Fexingo: Hard Skills, Soft Skills, and Future-Proofing Your Career / How Work Samples Outrank Job Interviews
Transcript
- Lucas: So Luna, I was reading through some hiring manager threads the other day, and there's this one story that stuck with me. A product manager applied for a role at a mid-sized tech company, and instead of just sending a resume and a cover letter, she redesigned a feature of their actual app and wrote up a two-page proposal. No one asked her to do it. Luna: Wait, she just did it on her own? That's bold. I mean, that's a lot of unpaid work. Lucas: It is. And there's definitely a debate about whether that's a good idea. But in her case, it worked. She got the job. The hiring manager said the sample told them more in twenty minutes than three interviews had. Luna: That's a powerful testimonial. But I wonder, is that the exception or the rule? Lucas: That's what we're going to unpack today. Because work samples are becoming more common, especially in fields like design, marketing, and product. But the rules around them are still fuzzy. And when they're done well, they can outshine a resume entirely. Luna: So what exactly counts as a work sample? I feel like it's more than just sharing a portfolio. Lucas: Right, a portfolio shows what you've done for other employers. A work sample is a demonstration of what you can do for this specific employer, right now. It's like a simulation of the actual job. For a copywriter, it might be a headline for their next campaign. For a data analyst, it could be a one-page dashboard using their public data. Luna: So it's tailored. That makes sense. It's not just 'here's everything I've ever made.' Lucas: Exactly. And that's what makes it so powerful. It shows you understand their business, their customers, their problems. It's not just about the skill, it's about the context. Luna: I can see why a hiring manager would love that. You're basically doing a trial run of the job. But what about the risk of free labor? Some companies might just take the work and not hire you. Lucas: That's a real concern, and we should be honest about that. There are stories of companies using candidate challenges to get free work, especially in design. So the key is to make your sample a demonstration, not a deliverable. You're showing your thinking, your approach, your taste — not handing over a finished asset that they could just use. Luna: So it's more about the process than the output. That's a good distinction. But what about the time investment? That two-page proposal probably took her a whole weekend. Lucas: It did. And that's a real cost. So you have to be strategic. You don't do this for every job. You do it for the roles that really matter to you, where you think you have a genuine edge. And you keep it small — a focused sample, not a full project. Luna: That makes sense. It's like a calculated bet. You're investing in your candidacy because you believe in the fit. Lucas: And sometimes that bet pays off in unexpected ways. I remember a friend who was applying for a marketing role at a consumer brand. He put together a quick mock campaign for their new product line, just a few slides. Didn't get the job, but the hiring manager passed his name to another company that was looking for exactly that kind of thinking. Luna: So even if you don't land the role, it can open other doors. That's a nice side effect. Lucas: Exactly. The sample becomes a talking point. It's a conversation starter. And in a world where hiring managers spend seconds on a resume, a good work sample can stop the scroll. Luna: Speaking of stopping the scroll, if you're enjoying these career deep dives, a couple of dollars a month is genuinely what keeps these going. We keep the show ad-free and independent thanks to listeners like you. If you've gotten something out of our episodes, consider supporting us at buy me a coffee dot com slash fexingo. Every little bit makes a real difference. Lucas: Yeah, it really does. And we appreciate every one of you who chips in. Now, back to work samples. There's a nuance I want to get into — when a sample can actually backfire. Luna: Okay, I'm curious. What's the downside? Lucas: If your sample is off-brand or just wrong, it can hurt more than help. Imagine applying to a conservative financial firm and sending a sample with slang and emojis. That shows a lack of judgment, which is a key skill for any job. Luna: So it's not just about skill, it's about fit. That makes sense. But how do you know what the company wants if they don't tell you? Lucas: You do your research. Look at their website, their tone of voice, their recent projects. The sample should feel like it could have come from their own team. That's the goal. Luna: That's a smart approach. So, let's talk about industries where this works best. I'm guessing it's more common in creative and tech roles? Lucas: Definitely. In design, it's almost the norm. In software engineering, a lot of companies now use take-home challenges instead of whiteboard interviews. But it's spreading. I've seen work samples in sales, where people draft a pitch for a potential client, or in operations, where they map out a new workflow. Luna: It seems like any role where you can produce a tangible output could benefit from a sample. But what about roles that are more abstract, like leadership or strategy? Lucas: That's trickier. You can't really demonstrate leadership in a two-page document. But you could share a case study of how you led a project, or a memo outlining your strategic thinking on a current challenge they're facing. It's more about showing your thought process. Luna: So it's adaptable. That's good to know. I'm also thinking about the risk of bias. If you have a demanding job or family responsibilities, you might not have a weekend to spend on a sample. That could disadvantage some candidates. Lucas: That's a valid concern, and it's one that hiring managers should be aware of. A work sample shouldn't be a barrier to entry. It should be an opportunity, not a requirement. But in practice, it can add to the workload of an already stressful job search. So you have to pick your moments. Luna: That's a balanced view. So, for someone who's listening and thinking about trying this, what's the first step? Lucas: Start small. Pick one company you're really excited about. Spend an hour or two researching their biggest pain point. Then create a focused, one-page sample that addresses it. It doesn't have to be perfect. It just has to show that you took the time to understand them. Luna: I like that. It's a low-risk way to test the waters. And even if you don't send it, the exercise itself is valuable because it forces you to think from the employer's perspective. Lucas: Absolutely. And that's a skill that transfers to interviews, networking, even your current job. You're building a habit of asking 'what does this person actually need?' instead of 'what do I want to say?' Luna: That's a great way to frame it. So, bottom line: work samples are a powerful way to stand out, but they're not a silver bullet. They require judgment and effort, and they come with risks. Lucas: Exactly. They're a tool, not a trick. Use them strategically, and they can shift the conversation from 'can you do the job?' to 'how would you do it?' And that's a much more interesting conversation to be in. Luna: I think that's the takeaway. It's not about doing the most work — it's about doing the right work. Lucas: Well said. And if you've tried a work sample in your own job search, we'd love to hear how it went. Drop us a note — your story might just inspire someone else's next career move.