Get Hired Now!

When was the last time you had to look for a job and thought, “I wish someone would just tell me how to do this right”? That’s the question Ian Siegel, cofounder and CEO of ZipRecruiter, wants to answer in Get Hired Now!. His bold claim is that most of us — roughly 95% — are terrible at searching for work. But, he insists, it’s not our fault. Society never taught us how. In his view, the entire structure of job-seeking was built for a pre-digital world, and most of the traditional wisdom we still follow — networking tips from the ’80s, overly designed resumes, polite waiting after applying — is dangerously outdated.

Siegel argues that modern job hunting requires understanding how technology, psychology, and bias interact. In a world where robots parse resumes and algorithms rank candidates, getting hired is less about experience alone and more about strategy — knowing how applicant tracking systems work, how hiring managers think, and how cognitive bias can be turned from a liability into your advantage. You don't need months of prep or a coach, he promises. With the right mindset and a few precise tactics, you can master the process in a single day.

A Broken System — and How It Got This Way

Siegel begins by confessing that even he, before founding ZipRecruiter, hated recruiting. At early-stage start-ups with no HR teams, he spent hours posting the same jobs on multiple boards — Monster, CareerBuilder, Craigslist — and wading through stacks of printed resumes. That frustration led to a $200 million technological evolution: a digital hiring platform where one click could post across all job boards. Yet as the tool improved hiring for employers, job seekers still floundered. They were sending hundreds of applications without responses, dressing wrong for interviews, and applying to mismatched roles. Clearly, the issue wasn’t access — it was knowledge.

Siegel’s central insight was that fixing job search meant addressing psychology. Why did candidates self-disqualify? Why did recruiters rely on gut impressions? Why did timing — like applying within two days — matter as much as experience? These questions revealed a job search landscape dominated by instinct and bias rather than logic. So he built ZipRecruiter around “the wisdom of the crowd,” using data to teach algorithms what successful matches looked like — not just based on keywords, but based on real hiring outcomes.

It’s Not You — It’s the Robots

In today’s hiring reality, over 75% of resumes are never seen by a human. Instead, applicant tracking systems (ATS) scan and extract data. Siegel contends that the single biggest mistake applicants make is writing resumes for people, not for machines. His advice? Strip them down. Use plain templates, generic job titles that match listings, and keywords reflecting measurable outcomes (“Managed a team of 25,” “Improved margins 10%”). The robot wants clarity and numbers, not personality. Yet this data-driven approach also reveals a paradox: you have to sound human enough to intrigue recruiters but simple enough for bots to read correctly. This balancing act, Siegel says, is the new art of self-presentation.

Technology Meets Psychology

Beyond data, Siegel believes job search success depends on psychology — understanding bias, timing, and human emotion. Everyone involved in hiring, from applicant to interviewer, is biased. They judge in milliseconds based on names, clothes, and confidence cues. Instead of fighting bias, Siegel teaches you to leverage it: dress for competence, smile during interviews, and learn conversational frameworks that engage empathy. Meanwhile, job search algorithms reward speed, so applying early and responding quickly are as critical as credentials. He calls this “making bias work for you” — you’re not gaming the system; you’re learning its rules.

The New Rules of Getting Hired

Siegel divides the book into three parts: Get Prepared, Find the Right Job, and Go Get That Job. The first teaches how to confront bias and build a resume that passes the robot test. The second refines your online presence, networking, and job-hunting tactics. And the third covers mastery — acing interviews, negotiating offers, and quitting gracefully. The tone throughout is direct, conversational, and practical — explaining everything from why cologne can ruin an interview to why smiling changes brain chemistry. Like Cal Newport’s So Good They Can’t Ignore You or Richard Bolles’s classic What Color Is Your Parachute?, Siegel bridges the motivational and the mechanical: you’ll learn not just what matters, but exactly how to do it.

Why It Matters Now

In an age of automation, Siegel’s message is urgent. Every part of life — from typing emails to watching Netflix — is filtered through algorithms, yet job search technology hasn’t evolved meaningfully since 1999. He wants to rescue people from an outdated process that wastes time and crushes confidence. In his vision, recruiting becomes a mutual matchmaking system where data meets humanity. Job seekers learn to act like strategists — timing applications like sales pitches, designing resumes as digital code, and presenting themselves to trigger the best instincts of human bias. And ultimately, he promises something radical: not just getting hired, but enjoying the process. “By the end of this book,” he writes, “you’re going to enjoy searching for work.” That’s not just hope; it’s a reprogrammed way of thinking about opportunity itself.

Siegel opens the first chapter with an uncomfortable truth: every human, including you and every hiring manager you’ll ever meet, is biased. We stereotype instantly — by race, gender, clothing, even email providers. He quotes a study showing that judgments based on facial expressions happen within 100 milliseconds. Yet instead of condemning bias outright, Siegel argues that your job isn’t to fight it but to use it wisely. Once you understand how bias works, you can package yourself to trigger the right impulses and neutralize the wrong ones.

You’re Judged Before You Even Speak

Imagine two resumes: one lists “Stanford University,” the other “Community College.” One shows “Google,” the other “Yahoo.” Which feels more impressive? That flash of preference, Siegel explains, is bias at work. You do it, too. From company names to email domains, everything from “@gmail” to “@aol” sparks subconscious judgments. Employers are not immune; they fall prey to the same pattern. Once you grasp this, you can tailor details that subtly tip the scales.

Turning Bias Into Leverage

Siegel urges you to embrace what he calls “bias hacking” — the strategic use of bias cues to increase hireability. If people unconsciously perceive tallness or symmetry as leadership signals, dress and posture can amplify that effect. When you smile and mirror confidence, you are literally hacking their brains to like you more. Likewise, resume details that evoke competence (quantified achievements, familiar brands, clean formatting) trigger trust before anyone reads the content.

Make Bias Work for You

Rather than pretending the world is fair, Siegel says, operate as if it’s not. If an employer’s unconscious mind rewards professionalism, use clothing, tone, and preparation to feed that instinct. This doesn’t mean manipulation. It means empathy — understanding how humans decide and helping them decide better. Where other experts (like Malcolm Gladwell in Blink) argue that instinct is unreliable, Siegel reframes it: instinct governs hiring, so successful applicants must learn to speak that language fluently.

Seen this way, bias ceases to be an obstacle. It becomes a toolkit — a set of mental shortcuts you can predict and guide. Whether through attire, resume wording, or emotional tone, you can subtly “hack brains,” as Siegel puts it, by appealing to their innate judgments rather than resisting them.

According to Siegel, the biggest resume mistake today is assuming a human will read it. With over 75% filtered by algorithms, your resume’s first audience is mechanical. Applicant Tracking Systems (ATS) skim structure and keywords, so creativity backfires. Siegel’s mantra is simple: write like a caveman. Keep sentences blunt, remove fancy design elements, and feed the robots numbers they understand.

Embrace Minimalism

Forget pretty templates or colorful charts. Robots read top-to-bottom, left-to-right, recognizing only standard fonts and basic formatting. Columns, logos, or tables break the code. The best layout? What Siegel calls “the world’s most boring resume.” He even recommends searching for templates labeled “Minimalist ATS-Friendly.” They’re not just dull — they’re the gold standard for getting past the automated gatekeepers.

Say What You Did, Then Prove It

Siegel replaces vague corporate speak with tangible action. “Managed team of 25,” “Cut costs by 10%,” “Served one million customers.” Numbers are your best friends. He calls this the “one million anything” rule: adding “million” to even modest achievements broadcasts scale and seriousness. Humans may underrate small wins, but robots and recruiters alike perk up at quantifiable results.

Own Your Story Gaps

If your career includes pauses — parenting, illness, or even incarceration — Siegel insists you present them openly. Don’t hide what’s true; reframe it. A stay-at-home parent can highlight management and multitasking skills (“Changed 6,729 diapers. Reduced crying by 63%”). Even gaps of personal discovery can become proof of growth. In his world, honesty signals maturity and control — two qualities both robots and humans respect.

Ultimately, Siegel reminds you that a resume’s goal isn’t to win the job. It’s to win the chance to be interviewed. Once your document passes the robots and reaches a person, spelling, grammar, and authentic stories do the rest. That’s when the caveman writes — and the human wins.

Networking may sound like a corporate buzzword, but Siegel treats it as your unfair advantage. Between 60% and 85% of jobs are filled through connections, not applications. Yet most people network the wrong way — awkwardly asking for favors instead of relationships. Siegel’s rule: don’t network for a job; network for a relationship. Because warm introductions, not cold resumes, make hiring human again.

The Strength of Weak Ties

Drawing from sociologist Mark Granovetter’s landmark study, Siegel highlights that strangers are often more useful than friends. Weak ties connect you to new circles, opportunities, and industries your inner circle can’t reach. He encourages adding everyone — from your plumber to a former classmate — on LinkedIn. Every connection increases your chances of becoming a “known individual,” which recruiters inherently favor.

Social Media as a Networking Engine

Social platforms like LinkedIn and Twitter amplify networking exponentially. But the key is engagement. Don’t lurk — like posts, comment positively, share enthusiasm. Just spending ten minutes on social media raises oxytocin, your “trust hormone,” by 13%. Siegel says this makes people more likely to help you. If you want others to introduce you into their company networks, start by showing genuine curiosity and energy online.

Conversations That Build Connection

When meeting new people, Siegel flips the typical script. Replace “What do you do?” with “What do you love doing?” or “What’s at the top of your bucket list?” These questions invite deeper conversations, not transactions. He calls it “medium talk.” By tapping into enthusiasm rather than credentials, you turn acquaintances into advocates — the very people who’ll help you get hired later.

For Siegel, a network isn’t a list of contacts; it’s a living ecosystem. Every like, message, and shared passion compounds over time until opportunity feels effortless. In that sense, networking isn’t unfair — it’s human nature strategically used.

One of Siegel’s most practical revelations is that speed beats experience. The earlier you apply, the more you tilt statistical odds in your favor. Citing ZipRecruiter data, he explains that half of all hires come from candidates applying within the first week, and a quarter within the first two days. Recruiters’s attention spans are short. Strike first, and your resume sits at the top of the pile when excitement is highest.

Don’t Wait — Automate

Siegel urges using job sites that alert you instantly when new openings appear. The dream scenario? Your application lands in the inbox seconds after the posting goes live. He calls this “beating the robots at their own game.” Modern algorithms can even show match percentages to guide which opportunities deserve immediate attention. Treat these numbers as your GPS through the hiring jungle.

Apply Broadly, Strategically

Don’t self-disqualify over ambitious job descriptions. Most listings, Siegel says, are “wish lists,” not requirements. If you meet 40% of the qualifications, apply. Employers exaggerate criteria hoping to attract top-tier talent, but often hire confident learners. Meanwhile, prioritize postings where you know someone at the company — referrals convert better than blind applications and can leapfrog you past robotic screening entirely.

Quality Beats Quantity

Siegel doesn’t advocate spray-and-pray applications. Instead, he urges targeting jobs with higher salary ranges, companies whose products you love, or short commutes that support long-term happiness. Practical factors like distance matter — a study he cites found commuters with over 45-minute drives were 40% more likely to divorce. Better to choose roles that fit your life than pursue those that fit your ego.

The takeaway is simple: time is power. Apply fast, apply smart, and let software help you stay ahead. In a competitive market, every minute counts.

Siegel reframes interviews not as interrogations but as performances. Within twenty seconds, interviewers decide whether you’re hireable. In video calls, that window shrinks to one second. The challenge is psychological: use nonverbal cues and narrative techniques to turn those seconds into trust. His formula distills years of behavioral research into actionable moves — smile, eye contact, firm handshake, name usage, and what he calls the “magical first sentence.”

The Magical First Sentence

The moment an interviewer greets you, say their name and express excitement: “Sarah, I’m so excited to be here because…” followed by something specific about the company or product. This works for any opening question. Using their name triggers a brain-level attention spike, enthusiasm triggers reciprocal liking, and specificity proves preparation. It’s science-based charisma in twelve words.

Make It a Conversation

Great interviews feel like tennis matches, not lectures. Siegel’s rule: end every answer with a question. If they ask about your previous role, answer briefly, then ask, “Do you do team-building here?” or “How does your team stay connected?” This flips dialogue from evaluation to connection. The more they talk, the more invested they become in hiring you. As sales psychology shows, people root for what they help create.

Stories Win Hearts and Memories

Facts persuade; stories stick. Siegel cites studies showing narrative recall is 20 times stronger than factual recall. So replace bullet-point recitations with anecdotes — a small creative act that changed your office culture, a moment you solved chaos with humor. When you finish a story, pivot with “I learned that…” to showcase growth. This transforms ordinary experience into memorable proof of wisdom and adaptability.

In short, chemistry beats credentials. The best candidates aren’t just qualified — they make interviewers feel good. That emotional residue is what gets you hired.

Negotiation terrifies people, Siegel admits, yet not negotiating costs thousands over a career. He reveals a cognitive bias called the endowment effect — once you get an offer, you mentally treat it as yours and fear losing it. Employers share the same bias. That’s why polite counteroffers don’t risk rejection; they often trigger raise approval. The trick is to negotiate smart, not hard.

Step-by-Step Power Moves

First, celebrate. When offered a job, say how thrilled you are. This establishes positive momentum. Then, after reviewing the terms, make a counteroffer. Use one of three frames: (1) name-your-price (“If you can do $80,000, we have a deal”), (2) one-small-problem (“I’m eager to join, but childcare costs are higher than expected”), or (3) multiple-offers (“I’ve received other offers, but this role is my top choice”). Each formula redirects control elegantly to the employer while protecting rapport.

Anchor High, Stay Silent

Set your number above what you truly want. Anchoring shapes perception — when you state $95,000, even a $85,000 counter feels generous. Then stop talking. Silence is negotiation’s secret weapon. The pause after your ask is when decision-makers rationalize upward adjustments. As Siegel quips, “Everybody thinks the secret is saying the right thing at the right time. The real secret is saying nothing at the right time.”

Think Beyond Money

Salary matters, but so do perks: vacation days, flexible schedules, learning budgets, or even workspace changes. Identify priorities ahead of time to trade low-value items for high ones. If an employer can’t raise pay, they might offer benefits that improve your life equally. In this, Siegel echoes negotiation classics like Chris Voss’s Never Split the Difference — empathy and preparation always outperform aggression.

Negotiation isn’t conflict; it’s communication at its most strategic. Done right, it affirms mutual value — and makes both sides feel lucky to close the deal.

When it’s time to leave your current job, Siegel insists on professionalism. Quitting, though exciting, is an act of rejection; it strains relationships. Leaving badly can poison networks and reputations. His approach — drawn from management psychology and etiquette — ensures you exit with goodwill and credibility intact.

Respect the Chain of Command

Always tell your direct manager first. Skipping levels breeds resentment. Frame your departure positively: focus on why the new opportunity excites you, not why the current one disappoints. Offer two weeks’ notice and help with transition — write down duties, volunteer to train successors, or assist in hiring your replacement. This converts a goodbye into collaboration.

Stay Humble on the Way Out

Even if your new salary sparkles, don’t brag. Avoid comparing companies or boasting about raises. Instead, celebrate colleagues: “Working with you was one of my favorite parts of this job.” Gratitude disarms jealousy and leaves lasting goodwill. Siegel’s rule: no touchdown dances. Act like someone grateful, not victorious.

Handle Counteroffers Wisely

If your employer counters, pause before responding. Reflect overnight; decide if staying would truly make you happier. If you do accept, confirm all changes in writing and communicate clearly with the new company you’re declining. Ask for more than money — redesigned hours, better learning support, less toxicity. Even then, Siegel warns half of people who take counters leave within a year. The goal isn’t a raise; it’s alignment.

Leaving right is the ultimate career investment. People remember grace forever — and may open doors you haven’t yet thought to knock on.