Proof of Work: Why Portfolios Matter More than Resumes

The shift from resumes to portfolios is happening now. Are you ready?

You spent hours perfecting your resume. You tailored it to the job description, even used AI to optimize your fit for the role. You filled in the application form, hit 'submit'—and then… nothing.

If this sounds familiar, you're not alone. The average corporate job posting gets 350+ applications. Only 6-7 candidates get interviewed. And 75% of resumes never make it past the ATS. It feels like your resume disappears into outer space the second you hit that button. Here's the truth: It might be your resume. It might be your timing. But mostly? The entire system isn't working the way it used to.

What's Actually Happening (And Why Your Resume Isn't Enough Anymore)

When you apply, your resume lands in an ATS (Applicant Tracking System). The ATS ranks / scores your fit for the role based on the job description and your resume. This is why optimizing resumes with AI has gotten so popular. What people don't realize, even if your resume gets a perfect ATS score, you're still competing with hundreds of other "perfect" resumes. We've all gotten smart. We're all using the same AI tools, the same keywords, the same optimization tricks. We are all trying to increase our chances of eyes on our resume. Resumes are starting to look identical. The ATS can't tell you apart anymore. And neither can the hiring manager.

Same challenge - New nuances - Skills are needed - AI helps us optimize our resume but doesn’t help a hiring team identify the right candidate.

The problem remains the same - Finding great talent. Resumes are starting to look identical. The ATS can't tell you apart anymore. And neither can the hiring manager.

Here's the irony: You'd think a candidate-flooded market would make hiring easier for companies. It doesn't.

Hiring managers are still facing the same challenge they've always had, finding people who can deliver results and adapt to new technologies. Now they're drowning in resumes with no clear way to tell who has the skills, & the capacity to learn for what comes next.

The result? Hiring managers get stuck in "window shopping mode."

They're evaluating. Comparing. But struggling to choose.

Candidates are getting smarter using AI for interview prep, practicing behavioral questions. They are turning up polished and practiced. However, the evaluation methods, scorecards, & interview processes aren’t evolving at the same pace or helping the interview teams determine who has the skills they need.

The landscape has fundamentally shifted.

AI fluency, adaptability, the capacity to learn and execute quickly are difficult to assess in a traditional interview. You can't tell if someone can actually use AI effectively or pivot fast just by asking them about it. Not every company has evolved the interview process at the same pace as candidates have evolved their job search strategy. They're still trying to evaluate 2025 talent with 2019 tools.

Hiring managers know what they need—talent who can deliver results and adapt quickly

Hiring managers know what they need—talent who can deliver results and adapt quickly. But interviews alone can't show them that

That's why the shift is happening toward portfolios, skills assessments, and proof of work. Old evaluation tools in a new job market aren't setting anyone up for success.

The Real Shift: From Resumes to Proof of Work

The shift from a resume to a portfolio is a move from a summary document to a detailed showcase. Evidence of knowledge, skills & accomplishments.

Companies are seeking tangible proof of a candidate's skills and impact as automation and AI make one-dimensional skills less valuable. Portfolios provide a more comprehensive view of your impact and your point of view on the role or industry. This is where you can build a personal brand and control the narrative of what you know, have done & can do without the restrictions of a two-page resume.

Resume vs. Portfolio: Understanding the Difference

The Difference:

A resume tells them what you’ve done & for whom. A portfolio shows them what you know, your unique POV & can do for them.

Resume approach: “Increased customer retention by 30% through strategic initiatives”

Portfolio approach: A case study showing:

·       The Problem: Customer churn was at 25%, costing the company $2M annually

·       What You Did: Implemented a 3-phase retention strategy using predictive analytics and personalized outreach

·       The Process: Screenshots of the dashboard you built, the segmentation model you created, the email sequences you designed

·       The Results: Churn dropped to 17.5% in 6 months, saving $1.4M. Customer lifetime value increased 40%

·       The Proof: Charts, before/after metrics, testimonial from your VP

Your Narrative: Your portfolio gives you the space to showcase your thoughts and insights on the industry or role in a way usually only seen once you are in the role.

This is a slow burn that's heating up fast. The shift is happening right now and setting the tone for job search for 2026. Being ready for this shift by creating a portfolio, optimizing your LinkedIn (not just your bio, but frequent posting & engagement). This is where you set yourself apart and find the opportunities that will align with exactly what you are looking for. This beats the apply & hope for a call game any day of the week.

Don’t wait until you are actively job searching to build your portfolio. Start documenting your work right now. Build the practice of keeping your portfolio current.

Your portfolio doesn’t need to be fancy, just proof of what you can do.

Your portfolio isn't just a document you attach to applications. It's your primary networking tool.

Instead of leading with a resume that reads like a job description, you lead with proof of work that demonstrates value.

You're not just applying—you're positioning yourself strategically.

Research the companies that fit your skills, in or are within your preferred industry. Identify their challenges, find & engage with key leaders. Your portfolio is how you introduce yourself to an organization—positioning yourself as talent they need today or may need in the future.

Knowledge-based roles: Consultants, strategists, people leaders, project managers, marketers. You're not listing "managed a team of 10." You're showing a case study of how you built a high-performing team that delivered measurable results.

Show impact, not responsibilities: Resumes list what you were responsible for. Portfolios prove what you accomplished—case studies, before/after metrics, visual proof.

When targeting specific companies: Research their pain points (earnings calls, 10-Ks, LinkedIn posts, Glassdoor themes). Evaluate where your skills can address or solve these challenges. Taking the guesswork out of the interview & evaluation process.

The key: Your portfolio isn't a static document you upload to job boards. It's a living showcase of value you use to open doors, start conversations, and position yourself as the solution—not just another applicant.

What you need to build your portfolio

If you're currently employed, listen up. This is critical. The day you leave your job, planned or not, you lose access to everything. Performance reviews. Project documentation. Metrics you tracked. Goals you crushed. All of it. Gone. It’s harder to build a portfolio from memory when you're scrambling in a job search.

Start a "Career Wins" document today. Every time you complete a project, hit a milestone, or solve a problem, write it down:

• What was the challenge? What did you do? What was the result? (Use numbers when possible)

Keep it in your personal Google Drive, Notion, or a simple Word doc. Update it frequently.

Show, Don't Tell

How to create a portfolio:

Choose a format: Decide if you want a physical or digital portfolio, or a combination of both.

Gather your best work: Curate a collection of your strongest projects or accomplishments that demonstrate your skills and highlight your accomplishments. Or create a case-study that reflects your impact.

Add context: For each project, include information like the problem you solved, your role, the process you followed, and the measurable outcome.

Include other evidence: Add testimonials, certifications, or awards to further support your experience.

Tools to build your portfolio:

• A LinkedIn Featured section showcasing projects or your case studies

• A Notion Template (easy to send the link to potential hiring managers)

• A one-page Carrd site with work examples

• A Vercel Template with case studies and work examples

• A PDF portfolio you can email

Keep it current. Set a quarterly reminder: Review your LinkedIn bio, refresh what needs updating, look at your portfolio and add what you've accomplished. Is it a pain? Yes. But having a visually laid-out, current representation will strategically position you to find your next role that fits your skills and gets you into the heart of a conversation with a potential new employer.

Tip for active job seekers: If a hiring manager or company posted about needing certain skills or solving specific problems, sync your portfolio examples directly to those needs. Send it directly to the hiring manager or HR leader with a note explaining how your work maps to what they're looking for.

Stuck on what content is important to include?

Take a step back and research a company's actual challenges. A lot of people stop at surface-level research. Go deeper. This step will give you the info you need to have the conversations that set you apart.

Where to find real intel:

• Investor Relations pages: If they're public, read their latest earnings calls, quarterly reports, and investor presentations. Companies tell investors exactly what's keeping them up at night.

• 10-K and 10-Q filings: Search for "Risk Factors" sections. This is where they're legally required to disclose challenges, threats, and operational struggles.

• Earnings call transcripts: Listen to what executives are saying about priorities, pain points, and strategic initiatives. (Tip: Search "[Company Name] earnings call transcript" on Google)

• LinkedIn employee posts: What are people at the company talking about? What projects are they celebrating? What challenges are they venting about?

• Company blog and press releases: What initiatives are they launching? What problems are they trying to solve publicly?

• Glassdoor and Blind: What are employees saying about internal challenges, leadership gaps, or operational issues?

What to look for:

• Repeated mentions of specific challenges (e.g., "scaling operations," "customer retention," "digital transformation")

• New initiatives or strategic pivots

• Leadership changes or restructuring

• Skills gaps or hiring priorities mentioned in earnings calls

• Problems they're investing money to solve

Step 2: Map your experience to their pain points

Now that you know what they're struggling with, ask yourself:

• Have I solved a similar problem before?

• Do I have skills or experience that directly address this challenge?

• Can I show proof of results in this area?

Pull examples from your portfolio that demonstrate you've tackled these exact issues.

Step 3: Tailor your portfolio to their problems

This is where your portfolio becomes a strategic weapon. If the company is struggling with customer churn, feature your case study on retention strategies.

If they're investing in AI transformation, showcase projects where you implemented AI tools or upskilled teams. If they're scaling operations, highlight your process optimization work. Make it impossible for them to miss the connection between what they need and what you've already done.

Here's How This Strategy Works in Practice:

Here is a real-world scenario to show you exactly how to apply this approach.

The Situation:

You're targeting a fintech company. You do your research and discover:

• Their 10-K mentions "customer onboarding friction" 3 times in the Risk Factors section

• In their latest earnings call transcript, the CEO says: "We're losing 35% of new users in the first week—this is our top priority for Q4"

• LinkedIn posts from their product team mention struggling with user activation and drop-off

Your Experience:

You recently completed a project where you reduced onboarding drop-off by 42% using AI-powered workflows and personalized user journeys. You have:

• Before/after metrics showing the improvement

• Screenshots of the workflow you designed

• A testimonial from your VP of Product

• Data showing customer lifetime value increased as a result

How to Position Yourself:

Creating relevant portfolio content.

How to Position Yourself:

1. Pull together a tailored portfolio piece: Create a case study specifically highlighting your onboarding optimization work. Include the problem, your approach, the measurable results, and visual proof.

2. Identify the right person: Find the VP of Product or Head of Growth on LinkedIn—the person who owns this pain point.

3. Reach out with insight, not an ask:

"Hi [Name], I saw in [Company]'s Q3 earnings call that onboarding friction is a top priority. I just tackled something similar at [Your Company]—we reduced first-week drop-off from 38% to 22% in 6 months using AI-powered personalization. I'd love to hear what you're seeing on your end and share what worked for us if it's helpful."

Attach your case study.

What Could Happen:

When you position yourself this way, you're not just another applicant. You're someone who:

• Understands their specific business challenge

• Has already solved this exact problem

• Brings proof of your capabilities

• Offers value before asking for anything

That's the power of strategic positioning.

You're not hoping your resume gets noticed. You're making the connection between what they need and what you've already proven you can deliver.

Step 4: Find the right people to connect with

Use LinkedIn to identify:

• Hiring managers in your target department

• People leaders who would oversee your role

• Employees working on the problems you've identified

• Alumni from your school or former colleagues who work there

Bonus points if you have shared connections who can make warm introductions.

Step 5: Reach out with insight, not an ask

Forget generic connection requests. Lead with value. This isn't networking. It's strategic positioning. This is how the best opportunities actually get filled—long before they're ever posted on a job board. Also, feels better to be coming from a place of solution verses please look at my resume in your outreach.

What This Means for You

I know this feels like a lot. The rules of job searching have changed, and it's frustrating to feel like you're doing everything "right" and still not getting results.

But here's the thing: this shift is actually working in your favor if you know how to navigate it.

For years, hiring was biased toward people who could write impressive-sounding resumes or who went to the "right" schools. But even the CEO of LinkedIn is now saying that degrees won't matter in the future of work—skills and proof of those skills will.

This is a fundamental shift in how career success is defined. Your college pedigree? Less relevant. Your ability to demonstrate what you can actually do? Everything.

Now, the playing field is shifting toward people who can demonstrate what they're capable of and communicate their value clearly.

The new hiring landscape rewards people who can show their work, not just describe it.

What's been your experience with job searching lately? Are you seeing this shift in your industry?

Drop a comment—I'd love to hear what you're seeing out there.