Carrie Wagner, Cooley (No. 28)
Director of legal talent
“Know the firm and the office in which you are interviewing. Identify what draws you most to the firm and be prepared to talk about your interests with your interviewers. Request a copy of your schedule the day before the interview and research your interviewers by looking them up on the website or on LinkedIn.”
Claire Prager, The Cheesecake Factory (No. 98)
VP of talent selection
Claire Prager, VP of Talent Selection, The Cheesecake Factory (No. 98)Illustration by Aleksandar Savic
“The secret to getting hired into a restaurant position is knowing that we look for people who genuinely ooze hospitality and radiate positivity. What does that look like? For service positions, we want to see candidates with warm smiles and infectious energy who are also caring and compassionate. For kitchen roles we look for candidates who are passionate about making memorable food from scratch, want to learn and take on new challenges, and enjoy working with a fun team. In all positions, both in our restaurants and corporate support center, we look for those special people who aspire to achieve and inspire excellence in those around them.”
Nick Mailey, Intuit (No. 34)
VP of talent recruitment
“Focus on your craft. I enjoy meeting people who demonstrate how they are continuing to improve in their chosen field. This denotes passion and initiative for me. Musicians who make it into the orchestra spend hours each day practicing—we look for the same commitment. How are you continuing to sharpen your skills? Are you continuing to practice?”
Jennifer Anderson, Capital One (No. 88)
VP of talent acquisition
“We seek candidates with an entrepreneurial mindset who have the courage to challenge the status quo and help us reimagine money for our customers and inspire life. We know we have found a good candidate when we see a deep intellectual curiosity, a passion for our mission and to drive positive change, and an inclination to lead with heart and humanity.”
Kyle Ewing, Google (No. 1)
Director, Global Staffing Programs
Kyle Ewing, Director, Global Staffing Programs, Google (No. 1)Illustration by Aleksandar Savic
“We’re looking for people of all backgrounds and experiences who aren’t afraid to bring the hard questions and roll up their sleeves to build the answers. Here at Google we move at an incredibly fast pace—at Internet speed!—so we find that our most successful Googlers are those who can navigate ambiguity and are comfortable taking big risks toward innovation.”
Jessica Carleton, ARI (No. 24)
Campus and executive recruiter
“What really impresses me in a candidate is when they’ve done their research on ARI. We’re a unique industry with a special history, and it’s great when the applicant knows that coming into the conversation.”
Rod Adams, PwC (No. 53)
U.S. recruiting leader
Rod Adams, U.S. Recruiting Leader, Pwc (No. 53)Illustration by Aleksandar Savic
“One of the best ways to get our attention is to demonstrate that you’re thinking about how your skills and contributions enhance value or propel an organization forward toward its goals or vision. A good elevator pitch that incorporates these ideas, articulates your strengths, and highlights your leadership attributes—business acumen, building relationships, etc.—will give us insight into your personal brand, which is what we find most helpful when comparing candidates.”
Andrew Carges, GoDaddy (No. 95)
VP of talent
“It’s not about what a candidate wears to an interview or if they have all the right formula answers when we talk. It’s about understanding our mission to help people succeed online, working passionately and as a team. It’s about getting creative. It’s as much about the how as the what.”
Bob Grimes, NuStar Energy (No. 19)
VP of Human Resources
“Exhibit a personal commitment to giving back to the community through volunteerism and philanthropy. Demonstrate characteristics that are in line with our core values, including being respectful of others, demonstrating strong communication skills, taking pride in everything you do, and exhibiting a strong work ethic.”
See the full list of Fortune’s 100 Best Companies to Work For at fortune.com/bestcompanies, where you can also find job searching tips, career advice, and secrets from recruiters.
A version of this article appears in the March 15, 2016 issue of Fortune with the headline “Tips From Recruiters at the 100 Best Companies.”
