Jeff Gillis is the co-founder and Chief Technical Officer of The Interview Guys, the career-advice site he and Mike Simpson launched in 2013. Over the last 13 years, Jeff has been the strategic mind behind how the site connects with job seekers, helping reach more than 100 million people worldwide through content, tools, and product development.
His background is in IT and digital strategy, which shapes how he approaches the modern job search: ATS systems, resume optimization, the mechanics of how recruiters and platforms actually filter candidates, and the tactics that work when applying through online portals. Jeff has published more than 50 in-depth career resources including case studies, comprehensive guides, and video courses, and his work has appeared in INC, MSN, and ZDNet.
Articles credited to Jeff on The Interview Guys are reviewed and edited by him personally, with a focus on resume strategy, job-search tactics, and how to actually get past the digital gatekeepers most candidates struggle with.
Here’s a number that should reorganize how your company thinks about training budgets: employees adopt skills systems 3 to 5x faster when they watch their manager actively use the system instead of just endorsing it. That figure comes from Fuel50’s platform implementation data, and it quietly torches most of what corporate learning teams are doing…
People who negotiate their salary walk away with an average of 18.8% more than people who accept the first number, according to a synthesis of every major salary negotiation study from 2024 and 2025. That’s not a rounding error. That’s a different apartment, a different retirement account, a different life. But here’s the part almost…
Here’s an evening that too many of you know by heart. You find the posting. It’s almost suspiciously right for you: the title fits, the requirements read like your resume, even the location works. So you do it properly, the way we’ve always taught you to. You tailor the resume. You write a real cover…
Here’s the gap this specialization actually fixes. You’re a capable leader, maybe a director or a VP, and everyone suddenly expects you to have a point of view on generative AI. But you’ve never had the language to sponsor an AI initiative, question a vendor, or push back on hype without sounding out of your…
You walked out of that interview convinced you bombed it. You replayed the one question you fumbled the whole drive home. Here’s the twist: the interviewer probably liked you more than you think they did. That’s not a pep talk, it’s a documented cognitive bias called the liking gap, first mapped in a 2018 Psychological…
Maya did everything the script told her to. Good grades, the right major, two internships, a diploma that was supposed to function like an insurance policy against exactly this kind of moment. Eighteen months after walking the stage, she’s answering support tickets in a job that never once asked to see the degree she’s still…
Here’s the uncomfortable math on offer letters. Roughly 55% of American workers accept the first salary number without a word, even though 73% of them call salary the single most important part of the deal. That gap is where your money goes to die. And the fix isn’t some aggressive counteroffer, it’s a quieter move…
Here’s a gap I see all the time with entry-level security candidates: they can talk about threats and frameworks, but the second a hiring manager asks them to write a Python script that parses a log file, they freeze. That’s the exact hole this course is built to fill. It’s Automate Cybersecurity Tasks with Python,…
Here’s a number worth sitting with: 53% of organizations say the critical skills in their industry become obsolete within three years or less. And 15% put that window at under a year, according to Fuel50’s 2026 research across 800-plus HR leaders. For decades, keeping your skills current was mostly your employer’s job. They hired you,…
Here is what runs through a hiring manager’s head when a strategy or transformation role opens up in 2026: “I need someone who can lead AI work without freezing the second a data scientist starts talking.” That person is weirdly hard to find. Plenty of leaders can manage people, and plenty of engineers can build…
