If you're a top performer stuck under a deadbeat manager, how are you able to signal to new companies that you're a top performer?
I read posts here all the time about how hard it is to hire. How do top performers distinguish themselves as they go out for new jobs? When did this become easy?
> How do top performers distinguish themselves as they go out for new jobs?
During an interview process, and by using your network. Top performers aren't usually slinging applications through LinkedIn in my limited experience
> When did this become easy? It isn't, they're referred to as top performers for a reason. It's easier for folks who excel in their fields, and that holds true across domains.
The secret is that top performers are hired by word of mouth, they don't go through the usual processes.
As others here are saying you know the right people. Which is probably a pretty unsatisfactory answer and seems very unfair for those who don't.
I don't know where I fit on the scale but I'm confident I'm in the top 50%. I got only one job (an early one in my career) through the "normal" way of sending lots of applications for public postings. Every other job has come through my network or a targeted recruiting process.
In most cases, someone you worked with before who liked working with you suggests to their employer or someone in their professional network they hire you. Could be an old classmate, coworker, open source collaborator, even someone you know through a hobby.
Some percentage of top performers report to deadbeat managers, so in an environment doing mandatory layoffs, they'll know that it doesn't matter how much they knock it out of the park, their manager will screw them. So of course they'll leave.