When I’m not screening resumes or prepping candidates for interviews, I’m often somewhere in the wings of a black box theatre, waiting for my cue.
Turns out, the difference between the hiring world and the stage isn’t all that dramatic.
Here’s what the last three years of balancing audition scripts and CVs have taught me: recruitment and theatre are both about finding the right fit for the role—and knowing how to spot brilliance when it walks in the room.
🎬 First Impressions? They’re Everything.
In theatre, an audition starts the moment you walk into the room. Before a single line is spoken, casting directors notice posture, energy, presence.
Sound familiar?
In interviews, the same rules apply. Candidates often think it’s about “what” they say—but I’m also watching how they enter, how they sit, how they listen.
Confidence isn’t loud. It’s intentional.
So whether it’s an aspiring Hamlet or a future Trade Marketing Lead— we can usually tell in 60 seconds if they’re carrying the kind of energy that will light up a room… or fizzle under pressure.
🧐 It’s Not Just What’s Said—It’s What’s Not
Body language, hesitation, the glance when I mention pressure—these are the cues that don’t show up on a CV.
It’s not about catching people out. It’s about understanding what they don’t know they’re telling you.
A great audition and a great interview both depend on self-awareness—and honesty.
📖 Rehearsal Matters (But Overacting is Obvious)
Some candidates come overprepared. Like someone who’s memorized lines but hasn’t understood the character.
I once interviewed someone who had all the keywords—“transformational leader,” “cross-functional synergy,” the works.
But the answers? Flat. Overproduced. All frosting, no cake.
In theatre, directors can spot when someone’s reciting a role rather than inhabiting it. Same for hiring managers. We know when someone’s trying to “sound right” instead of being real.
My advice? Prepare your story. But don’t perform it. Be someone we want to work with, not someone you think we want to hear.
Final Act
Casting and recruiting both come down to one thing:
Who fits—not just the role, but the rhythm.
We don’t always pick the loudest voice or the biggest CV.
We pick the person who shows up ready, tuned in, and aligned with the tone of the team.
Whether it’s stage left or office floor, that’s who gets the callback.
