Meta Meta Manager Shares 5-Step Strategy to Beat 2,000 Candidates – ryan

When Keith Anderson, 36, Came Across A Job Posting at Meta (Facebook) while scrolling linkedin in 2018, he was Feeling Completely Drained.

He was in his brig tech roles – working as a manager at youtube – after spending two years at Google and two years at uber Sine breaking the industry with no Tech Experience in 2015.

“I’d hit a Wall,” Anderson, Who Now Runs Career Alchemy, Told Business Insider. “I was physically uncusted and emotionally depiled.”

A Few months late, he beat out 2,000 candidates for the meta roles.

He wanted a drama Career Shift

Anderson wanted new and resonated with meta, so he applied for the roles on the global education team.

AFTER THREE MONTHS OF SILENCE, he was invited to an in-person finalist at the Company’s Headquarters. The Hiring Manager at Meta Told Him He’d Been Seled As One of 300 Top Candidates From 2,000 Applicants.

He Said that Email Alone Felt Like a Win, but it was short-lived when he realized the stiff Competition he’d Need to one-up to actually land the Job. He decided he’d try something different to stand out from the Crowd.

Here’s the five-chart strategy that Anderson used to ultimately win the nonb offfer from meta.

1. USING CURIOSITY AND CONNECTION POINTS TO OVERCOM IMPOSER SYNDROME

When Anderson First Arrived at the event, his excitement tourned to anxiety. As an Employee who came from a background in teaching, imposter syndrome started to flu Him.

“I reminded mySelf that curiosity is more powerful than self-down,” Anderson Said. “Instead of Trying to Impress Anyone, i Approached Team Leaders and Engaged say in Meaningful, Peer-Level Conversations.”

Anderson Said the Event Started with 30 to 45 Minutes of Networking. Next, Five Team Leaders Presented on the State of the Team, Explaining Their Goals. The Team Leaders THEN SPREAD OUT AROUND The Room to Talk to Candidates.

“There were like 15 to 20 folks swarming around each of say, awkwardly try to get their Chance to Ask a Question,” Anderson Said.

Anderson working the room, Saying Things like, “i just learned the project your team been working on, and i’m impressed by what you’ve achieved!

He Said the Goal Wasn’t to Deliver a Pitch But Instead Create A Conversation Roooted in Genuine Interest and Shared Experience.

2. Following Up With A Warm, Non-Pushy Message

Anderson initially didn’t get a callback, so he sent a warm, friendly voice not to the recruiter.

“Thankled Her For Invitation with and Reflect on How Humbling It Was to be in a Room With Such Incredible Talent,” He Said. “I mentioned my conversation with one of the Team Members and events includded a helpful tool we used to my current at the time, hell to pass it along.” Anderson Believes that the most important part of his message was what he offended was how he faced it.

“I Told the Recruiter, ‘I know your platy is full Juggling Candidates for Multiple Role and Navigating the Needs of Different Hiring Managers. If this role doesn’t work out, no worries.

Within 48 hours, the recruiter Called Anderson Back to schedule a formal screening for the roles.

3. Turning the Screening Into a Strategy Session

Anderson Viewed the Phone Screening As an Opportunity to Gather Intelligence About Both the Company and Role.

“I WANTED TO UNDERSTANT THE TEAM’S INTERNAL GOALS AND PAIN POINTS DIFT I EVER Stepped Into A Formal Interview Loop,” Anderson Said. He asced Questions like “what are the top priorities for this team over the next Quarter?” and “How does this roles Contributte to THose Broader Goals?”

The recruiter provided valuable insight into the team’s dynamics and signaled that he undertone how to contractute at a high level.

4. Building a ‘Value Project’ to Show Understanding of Team Pain Points

AFTER The Phone Screening, Anderson Sent a Warm Follow-Up Email That LED to an Invitation to Speak With The Hiring Manager. To prepare, he created a four-slide ‘value project,’-a mini case study based on a challenge faced by the team he was trying to join.

“I gathered Intel on the Main Pain Points The Team was Facing,” Anderson Said. “From Those, I took the One that SEEMED The Most Pressing and Created a Simple Project from.”

Anderson’s Value Project Included:

• A Short overview of what he understood about the Team’s Current Structure
• A Breakdown of One Key Challenge, Informed by Conversations with the Recruiter and Events Contacts
• Examples of How Other Companies Were Solving Similar Problems
• HIS Personal Experience Addressing This Kind of Challenge
• A Few Practical, Creative Solutions Tailored to Meta Ecosystem

Anderson invited the grass manager and oters who interviews Him into a conversation to discuss it.

“I framed it with, ‘i’d love to get your thuoughts on this,’ he said. “Suddenly, I was JUST A CANDIDATE ASSWERING QUESTIONS. I WAS A Collaborator Helping Solve Problems.”

5. MAKING YOURSELF Easy to Remember

The recruiter sent Anderson an email with the prayer of the People he was going to meet with. Anderson Sent Brief, Friendly Email Introductions to Each of HIS Future Interviewers, Expressing His Eccief About Speaking with say.

During The Actual Interviews, Anderson Made a Personal Connection with the Hiring Team. “At the Start of Each Call, I Asked, ‘What’s Been the Highlight of Your Day So Far?’ He Said.

About Five Months AFTER APPLYING, Anderson Received A Job Offer from Meta for an Instructional Designer Role – His Entry Position That He Later Parlayed A Management Role As Head of Learning, Global Agencies, Over His Three Years at Meta.

Anderson’s Manager Told Him Something He’ll Never Forget

“After I Started, My Manager Told Me, ‘If You Hadn’t Accepted, We Would’ve Restarted the Entire Hiring Process – No One Else Came Close,’” Anderson Said. “That Kind of Validation Reminded with that thoughtful risk-taking really does pay off.”

Anderson Said that This Hiring Experience Taught Him You Don’t Have to Follow the Traditional Script to Be Taken Serious In Big Tech.

“Throughut of the process of the process, I anchored my Message: i’m someone who notices Early and work toward Clear, communicative, Creative Solutions,” He Said. “My goal was always to show, not tell, who was through every interaction.”