Tech leaders keep talking about 'spikes.' Here's how to find yours.
Leaders from HubSpot, Meta, Ramp, and more have said they look for candidates with specific strengths. Some call them "spikes."
HubSpot, Meta, and Ramp executives have promoted the idea of hiring "spiky" candidates, rather than those with well-rounded skill sets. The term "spike" refers to a candidate's exceptional proficiency in a specific area, regardless of whether it relates to job requirements. This shift in hiring strategy has gained traction as the job market becomes more competitive and artificial intelligence impacts job roles.
Career coaches suggest that applicants identify their own "spike" by analyzing performance reviews, manager feedback, and specific examples of exceptional work. Recognizable spikes can include technical expertise, sales performance, or entrepreneurial ownership. While some may identify their spike early in their careers, others may need to search for it.
The concept of a "spike" has been around since 2005, when VC Richard Koch wrote about the importance of having a "20% spike." Tech leaders such as Mark Zuckerberg, Tobi Lütke, and Brian Armstrong believe in hiring candidates who excel in one area, even if it's not directly related to the job.
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