“But I Don’t Have the Right Title”: How to Talk About Your Experience So It Works for You
Your Title Doesn’t Tell the Whole Story—You Do
A theme that’s surfaced in recent coaching sessions:
➡️ “I want this Director role, but my last title was Senior Manager.”
➡️ “I know I can do this VP job, but I’ve never held that exact title.”
➡️ “I’m worried they won’t see me as qualified because of my level on paper.”
If you’ve thought any version of this—good news:
Your title doesn’t define your potential.
But the way you talk about your experience absolutely does.
Why Titles Don’t (and Shouldn’t) Matter as Much as You Think
Hiring managers in today’s market know:
- Titles vary hugely across companies
- Some organizations give “stretch” titles—others are extremely conservative
- The person who can solve their problems isn’t always the one with the most senior-sounding title
But if YOU lead with apology or hesitation about your title, you plant doubt.
The Biggest Mistake Candidates Make? Over-Explaining or Over-Justifying
I often hear:
❌ “I know I don’t have that title, but I’ve done similar work…”
❌ “I haven’t officially led a team that size, but…”
❌ “I was more junior on paper, but I really contributed at a senior level…”
The subtext?
"I’m not sure if I belong here."
When you send that energy, hiring managers start second-guessing too.
How to Talk About Your Experience So It Lands
Here’s the shift:
Stop trying to match the job title.
Start speaking to the job requirements and challenges.
1️⃣ Focus on Scope and Impact, Not Level
Instead of:
"I was a Senior Manager, but..."
Say:
"In my last role, I led cross-functional initiatives that touched [business area, budget, team size], driving [key results]. That’s where I see alignment with what you need here."
You’re showing what you did—not what your badge said.
2️⃣ Highlight Transferable Leadership Behaviors
Many candidates undervalue the leadership they’ve already demonstrated—just because it wasn’t in title.
Instead of apologizing, focus on:
- The scale of decisions you made
- How you influenced without authority
- How you coached and developed peers
- How you built buy-in across the org
That’s leadership—whether or not it said “Director” on your LinkedIn.
3️⃣ Show Them You’re Ready for What’s Next
You don’t have to be the “safe” choice—you want to be the right choice.
Try:
"What excites me about this role is the chance to bring my skills in [specific areas] to help [target result]. Based on where I’ve been building momentum, this is exactly the next step I’m ready for."
That’s clarity. And confidence.
Your Job: Close the Gap in Their Minds Before They Have to Ask
Hiring managers are asking:
"Can this person do this job now—not six months from now?"
When you show up with:
✅ Scope
✅ Impact
✅ Readiness
You close the gap—before it derails the process.
Remember: They’re Hiring for Problems, Not Pedigree
At the end of the day, companies are hiring someone to:
- Solve specific business challenges
- Drive key outcomes
- Fit and strengthen the team dynamic
Your title won’t do that. Your experience will—if you tell the right story.
Your Action Step: Reframe Your Title Story
Ask yourself:
➡️ Where am I letting my title (or lack of one) lead the conversation?
➡️ Where can I speak to impact, leadership, and readiness instead?
Practice one new way to frame it this week—whether on LinkedIn, in an intro, or in an interview.
Want Help Shaping the Story That Gets You Hired?
If your title doesn’t match where you’re headed, I can help. We’ll build the narrative that helps decision-makers see you as the obvious fit—title or not.
