Is ''Growth'' Just a Buzzword in Interviews?
How to align ambition with action when discussing growth during your interview process?
‘‘… and what are you looking for next?’’ - the recruiter asked
‘‘I am looking for growth!’’ it was the response.
Every day, I connect with up to 10 candidates via Zoom, and there’s one phrase I hear over and over: "I’m looking for growth."
GREAT! But here’s the kicker: What does that even mean? I might assume you want to be a manager in a year or so, but you’re probably referring to professional growth, personal growth—or something else entirely?
Don’t use this generic mantra to sound ambitious in your interviews.
If there’s one thing people seem to universally want, it’s growth. But when I ask what growth means to them, suddenly, it’s: "Oh… hmmm… to lead a team?"
Let’s break it down.
The ‘‘Personal Growth’’ side of Growth
You’ve heard this one: "I want to learn new things, work with a larger team, and improve my existing skills."
Personal growth is rarely linear—it comes with bumps along the way.
In this sense, growth is about leveling up, and honestly, it looks more like a roller coaster than a perfectly straight line.
To understand what personal growth means to you, make a list of the things you’d like to learn over the next year and bring that list with you to an interview.
For example, if you’re a Demand Generation Marketing Manager who excels at email marketing and campaigns but has never worked with direct mail or paid media—that’s your growth to-do list!
The ‘‘Professional Growth’’ side of Growth
Who doesn’t want to work hard for that sweet promotion? (…maybe some). BUT in every job, it seems to revolve around the “move up the ranks” hustle culture.
Professional growth can be summed up by a few key factors:
Are you mastering your current role?
Are you learning new skills?
Are you positioning yourself as the SME (Subject Matter Expert) in an industry or vertical?
I talk to people every day who say they want professional growth, but what they’re actually seeking is to be seen, appreciated, and applauded for their work. Yep, people change jobs for that!
They want to take on more responsibilities and, of course, get paid more for it. But here’s the secret sauce: you need a roadmap.
So, when you’re in interviews, don’t jump straight to the general statement, “I am looking for growth.” Instead, say:
“I am looking for a role where I can take on more responsibilities, learn from subject matter experts in marketing, and expand my knowledge so I can better support the team.”
The ‘‘Growth for Growth’s Sake’’ side of Growth
Listen, when you’re looking for advice on how to answer interview questions, you’re often taught to respond to “Why do you want to work here?” with “I’m looking for growth” because it might make you seem ambitious and eager to learn.
Don’t get me wrong—that’s okay. However, refine your delivery.
Be honest with yourself: Do you want growth to make a bigger impact? Do you want growth because you had a bad day at work, didn’t feel appreciated, and think you can find that elsewhere? (Psst... this is when people rage-apply to jobs and are shocked when they’re invited to an interview.)
Or is it just the idea of new beginnings that excites you? A new company, a new team—a feeling that might fade within a year or even sooner?
Look to growth for the right reasons; otherwise, you might do a disservice to yourself.
The ‘‘2- Year Plan’’ Side of Growth
Ah, plot twist! This isn’t just for the planners and the organized ones. You know, the ones who journal and write down everything.
But a 2-year plan doesn’t have to be rigid. Take the time to check in with yourself quarterly (yep, treat it like a quarterly business meeting). Don’t overthink it, though.
Ask yourself:
Where am I now?
Where do I want to be?
What’s the work I have to do to get there?
Who can help me get there?
Where can I start?
How often will I check in with myself?
What does growth mean to you?
Ask yourself the real question: What do I want to grow in? Make a plan—it doesn’t just happen, it’s planned so you can guide yourself in the right direction.
And if you’re unsure, feel free to reach out. I talk to over 10 people a day about growth, and I don’t mind helping the 11th. Maybe I can help you find a solid answer.
Growth - Questions for Managers
If you are interviewing a candidate and they say they are looking for growth, don’t assume they will be coming after your job. Ask them what growth means to them, how long they want to take to get there, and what you can bring to the table to support them.
Remember that not everyone will want to lead teams or be managers. Some are perfectly happy in an IC (Individual Contributor) role, and that’s perfectly FINE.