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Everyone knows the CV still matters. It is usually the first thing people think about when they start job hunting.
But in 2026, a solid CV is table stakes, not a differentiator.
AI has made it easier than ever to apply for roles at scale. At the same time, hiring teams are drowning in applications. Earlier this year, a CTO told us they received over 1,000 applications for a single role. That is no longer unusual.
In a market like this, doing only what is expected is not enough. Standing out requires intention, creativity, and a shift in mindset. You are not just applying for a job. You are making a case for how you make someone else’s life easier.
Here are some of the most effective ways we see candidates stand out right now.
Most applications focus on why the candidate wants the role. The strongest ones focus on how the candidate creates value.
One powerful approach is to create a short video or voice note introducing yourself. Not a repeat of your CV, but a clear value pitch.
Do the research. Understand the company, the market they operate in, and the challenges they are likely facing. Then answer one simple question. Where are the gaps, and how could you help fill them?
Hiring managers are busy. If you can clearly articulate how you make their job easier, you immediately move into a different category of applicant.
Portfolios used to be reserved for designers and creatives. That is no longer the case.
In 2026, portfolios are becoming relevant across sales, marketing, product, operations, customer success, and leadership roles.
A portfolio does not need to be flashy. It can be a simple document or Notion page that outlines five situations where you delivered real impact. Use the STAR method to explain the situation, your actions, and the outcome. Focus on problems your future employer is likely facing.
This shifts the conversation from what you have done to how you think and how you solve problems.
If you know a company is hiring for growth, expansion, or transformation, show them how you have approached similar challenges before.
This might be a short outline of how you supported international expansion, entered a new market, improved a process, or scaled a team. You are not giving away free consulting. You are showing strategic thinking and relevance.
Few candidates do this. Those who do are remembered.
Roles now stay open for days, not weeks. Waiting for a job post puts you at a disadvantage.
Start earlier. Follow the company. Connect with people who work there. Comment thoughtfully on their posts. Engage with content that matters to them.
When your name shows up multiple times in someone’s notifications, you stop being a stranger. That familiarity matters more than many people realise.
You are not just a CV anymore. You are a person with a point of view.
LinkedIn is not just a job board. It is a visibility tool. Posting consistently helps people understand how you think, what you care about, and how you show up professionally.
Your posts do not need to be groundbreaking. Share lessons you have learned, patterns you are noticing, articles that made you think, or reflections on work you have done.
Your presence does not have to be purely professional either. Sharing parts of your life outside work makes you human. Books you are reading, events you attend, time with family, interests that matter to you. These things build connection and trust.
LinkedIn runs on engagement. The more you interact with others, the more visible you become. Work with the algorithm, not against it.
Social proof matters more than ever.
If you have worked with managers, colleagues, clients, or partners in the past, ask for recommendations. LinkedIn recommendations, written testimonials, or even short email feedback can all be used.
You can also reference them anonymously in posts or applications. Hiring managers trust what others say about you more than what you say about yourself.
In a crowded market, standing out is not about being louder. It is about being clearer.
Clear on what you want. Clear on the value you bring. Clear on how you communicate it. And visible enough that people remember you when timing aligns.
The candidates who succeed in 2026 are not just applying. They are positioning.
If you want support refining your CV, building a portfolio, strengthening your LinkedIn presence, or shaping a job search strategy that actually works in EdTech, RecruitHer offers tailored audits and longer support packages. You do not have to navigate this market alone.
1 A focused one hour CV and LinkedIn audit
2 Job Search Accelerator Package
