Lately, a few people have reached out because they’re pursuing new roles…sometimes out of company, out of industry, out of functional expertise. Some of the things they’ve done which worked for them include:

1. They stepped back and really thought about why they wanted to leave…but more importantly, what they wanted their future work to be. Thinking you want to leave is a signal….it acts as an indicator that something might not be right….whether it’s boredom (things become rote) or frustration (annual cuts every year). They learned as much as they could by leveraging internal resources and connections.

2. Draw the connections between what you do now and what you want to do in the future. No one really wants to take a chance on someone who’s totally new, so it’s your job to de-risk that decision for them. Think about what you uniquely bring to the table: even though you’re not from the industry, some things are universal: defining client needs, problem solving, implementing change programs, developing metrics. Look for those things which will also apply in your new job and develop your pitch. Some things you think of as BAU might be innovative at the new company.

3. Anchor your connections with examples: successes and failures show you understand and can overcome the challenges. Successes should make the interviewer think “I want that to happen here”, and failures should show that you understand it’s not easy and your experience is valuable…you won’t be making the same mistake at the new firm.

4. Be passionate. There are often many candidates seeking the same position…not to mention an internal candidate who will seem like the safest option. They want to know you’re all in.

5. Be prepared to address compensation. Different companies and industries pay their people very differently….it’s smart to understand ahead of time from insiders so that you know what you want the offer to be.