1. View the phone screen as proof of how you can make things easier to understand. One thing we consistently focus on as a company is finding candidates with the ability to explain high-level technical concepts to someone who's not a technical recruiter without altering the core concept. If you're unable to articulate your documentation process or how you manage conflicting engineering feedback in a ten-minute phone screen, it will be an indicator of potential struggles in a collaboration-related position. 2. Besides your tool expertise, candidates who show true curiosity for their technical environment and a passion for the end-user experience are always highly regarded. Many of the exceptional technical writers we have worked with go above, and beyond, waiting on transfers; they're very proactive about exploring the product or codebase in order to identify where the user may experience friction. A premier technical writer (the first consumer) identifies gaps between the logic of a response system prior to documenting. 3. The biggest issue with writing samples is a lack of context for the audience. If the recruiter does not know the level of technical knowledge of the reader, the sample is meaningless. When reviewing your writing sample, there is no shortage of polished prose that lacks adequate structural logic (e.g., missing prerequisites and disregarding "troubleshooting" edge cases). The sample is proof of your ability to guide users through an entire task (rather than simply describing a feature). When hiring a technical writer, we are essentially searching to find the perfect bridge between the intent of engineers and successfully implementing software for end-users. Poor documentation can sabotage even the best technical implementation, so it is a high-pressure role. We recognize that writers often find themselves caught between busy engineers and unrealistic timelines, and we seek the resilience required to manage that situation.
My name is Nick Mikhalenkov and I am the Search Engine Optimization (SEO) Manager at Nine Peaks Media. I am not a recruiter but I have hired technical and SEO writers for my B2B and SaaS Clients. I can provide some insight into what I see from a hiring perspective. When I conduct phone screens and look at the candidate's ability to articulate a process in addition to an end product, I notice that the candidates are successful. Technical writers can articulate the research process, how they validate their sources, and how to adjust their tone depending on whether they are writing for engineers or executives. This type of structured thinking and ability to articulate under a minimal amount of pressure are the things hiring teams are paying close attention to during phone screens. Top candidates are also distinguished by the depth of their research and their external awareness. When we look at their writing examples, we look for evidence of depth of knowledge of the subject, well-structured formatting, and logical flow of information. Statistics from research surveys show that over 70% of hiring managers rank consistency of clarity and structure higher than creativity for a technical writer. The number one error I see made by applicants to hiring managers is the submission of generic blog articles instead of true technical documents. Submitting a sample of a product walkthrough or an Application Programming Interface (API) guide and a knowledge base article that targets the employer's industry will significantly increase the applicant's chances of securing an interview.
1. Tips for acing a phone screen The biggest thing I tell aspiring technical writers is this: treat the phone screen like a clarity test, not a personality test. Recruiters are listening for how you think and how you explain complex ideas simply. When I've placed technical writers, the candidates who stand out can break down a technical concept in plain English without rambling. Prepare a tight two-minute story about a documentation project you owned, the problem you solved, and the measurable impact. Also, research the product enough to ask one smart question about users or workflows. Curiosity signals competence. 2. What recruiters and hiring managers look for in top candidates At the top of the list is structured thinking. Great technical writers don't just write well, they organize chaos. Hiring managers look for candidates who can show how they turned scattered SME input into clean, usable documentation. We also see strong demand for people who understand tools and processes, like version control, content management systems, and working inside agile teams. The best candidates position themselves as cross-functional partners, not just wordsmiths. They make engineers' lives easier. 3. Common mistakes applicants make when submitting writing samples The most common mistake is sending writing that looks polished but lacks context. A 10-page PDF means nothing if I don't understand the audience, constraints, or problem it solved. Another big one is over-editing to the point where it feels academic instead of practical. Technical writing is about usability, not showing off vocabulary. The candidates who win usually include a short paragraph before the sample explaining the goal, the audience, and their specific role in creating it. That framing alone can separate you from 90 percent of applicants.
1. Tips for acing a phone screen The candidates who do well can explain a complex topic simply without dumbing it down. I'll ask them to walk me through a recent project and the ones who struggle are either too technical or too vague. Best answer I got was someone explaining how they documented an API by first describing who uses it and why, then the technical details. Showed they think about audience first. 2. What recruiters and hiring managers look for in top candidates for technical writing roles Curiosity about the product. Top candidates ask questions about the tech stack, the users, and what problems the documentation solves. Weaker candidates focus only on writing skills or tool experience. We can teach tools, we can't teach someone to care about understanding what they're documenting. 3. Common mistakes applicants make when submitting writing samples Submitting samples without context. I get 20-page PDFs with no explanation of who it was for, what problem it solved, or what their role was. Also, sending only one type of sample. If you've only got API docs, I don't know if you can write user guides or release notes. Show range.