Several points I also want add: 1) Just, Wow. I am impressed at the amount of good advice here - HN'ers really do go all out to help. 2) Problem - too much ad

Several points I also want add: 1) Just, Wow. I am impressed at the amount of good advice here - HN'ers really do go all out to help. 2) Problem - too much advice is hard to sift through. To a carpenter, you will need a better hammer or to charge less; to a painter, the finish isn't smooth. Choose carefully; I doubt feelings will be hurt. 3) Finally - remember this is all an odds game. Your resume has to arrive, and subsequent interview has to complete all in concert with a need. JD's (job descriptions) are supposed to improve these odds. But often JD's are only up for an HR requirement or other reasons. Some examples are: - An H1B requirement - Already have an applicant they want but they have to justify something - Internal fill - Tire kicking (happens in security roles - teams take their time filling these) - Comparison people for the hiring process (they have a bead on one applicant, but they have to include 2 other applicants in on-site interviews for balance) - Position is terminated before hire due to lack of funding/budget - Situational changes (role is fluid and changing - you applied but the role itself was adjusted afterward) These are just some of the reasons. Don't give up!