Being overqualified is one of the muddiest concerns among job seekers. It means different things to different people and the strategies to address the screenout factor will vary based on your goals. 

1. You want more. The position is too low-level and your capabilities far extend the expectations for the role. You would feel underutilized and frustrated to limit yourself to the existing scope. 

   
   

   WHAT TO DO — Target a higher-level role. Reframe your resume and LinkedIn profile for IMPACT, not years. Time served is not a strong selling point. Instead, craft your resume to highlight measurable impact. Include metrics when possible, but also mention game changers like building a function, introducing new programs, coming up with new potential use cases for a product, and more (even if you don’t have metrics yet).

   
   

   Network your way into a conversation by adding value for internal decision makers or someone who can refer you. Build excitement behind your candidacy by uncovering issues or potential for impact through your research and by asking follow-up questions. 

   
   

   Use a one-pager and / or pitch deck to showcase what you COULD do for the hiring organization. Build a case for them to bring you in at a higher level based on your ideas and ability to deliver. 

2. You are legitimately overqualified for the role you really want — a lower-level role. You need more balance. You’ve held higher-level roles, but have decided you thrive with less stress and lower stakes. You may have discovered your career sweet spot and want to pursue that over the most ambitious post you could land.

   
   

   WHAT TO DO — Craft your resume and LinkedIn profile to speak to the level you are targeting. That might mean scaling back from global to national or mentioning only million-dollar deals as opposed to billion-dollar deals if that better aligns with what you’re looking for next. 

   
   

   Adjust your keywords on the resume and Skills on LinkedIn, removing phrases that set the bar higher than your target. For example, you might want to remove corporate governance and board communications if you are targeting a director-level role. 

   
   

   Share why you want your target role. Hiring authorities do not want to insult candidates, so they will be hesitant to offer a role lower than one you have held previously. As such, it is crucial to reassure hiring authorities that you know exactly where you thrive and would relish the opportunity to do what you love. It should be a positive, professional reason, such as “I really want a hand in developing the product again,” “I most enjoy interacting with the client,” or “I’m so looking forward to digging into the code. I’ve missed it!”  

3. The "overqualified" label can sometimes be used as thinly veiled age discrimination. This occurs less frequently than people think, but it does happen. 

   
   

   WHAT TO DO — If you suspect you are being discriminated against based on your age, the most constructive manner to address this is by offsetting the concerns BEHIND age discrimination in your resume, LinkedIn profile, and interviews. 

   
   

   Often, questions around these concerns are considered unethical or even illegal, if phrased poorly, so most interviewers don’t ask and screen out instead. As such, you must proactively understand and offset potential concerns. 

   
   

   For example, a hiring authority may be concerned about older candidates behaving in a condescending manner towards junior colleagues. To offset this concern, you might mention mentoring in your most recent role and / or list a mentoring group under your professional organizations. 

   
   

   Another common concern is stagnancy. To offset this concern, list more recent professional development, memberships, and tech skills to show that your capabilities have evolved and you will continue to keep up with ever-changing requirements. 

   
   

   Additionally, update the language and branding in your resume and LinkedIn profile to reflect modern best practices. A stellar candidate can deflate their perceived value by submitting an outdated resume or leading decision makers to a LinkedIn profile that does not reflect current understanding of the platform and its use cases. 

You can overcome the “overqualified” label. You simply need to recognize where this is coming from and then position yourself based on your background and goals moving forward.