How to Showcase Your Tech Stack
When we think of hiring for tech roles, we often focus on hard skills: programming languages, frameworks, cloud environments, architecture. But another layer that deserves attention, how candidates present their skills beyond the traditional CV.
Listing technologies is no longer enough. Companies want to see how you bring those skills to life through projects, creativity, and the way you tell your professional story.
What Does “Showcasing Your Tech Stack” Really Mean and Why Should Tech Teams Care?
Showcasing your tech stack isn’t just about saying “React, AWS, TypeScript, Docker” but about demonstrating your thinking, your craftsmanship, your problem-solving, and the real value you create.
And that often becomes the deciding factor during hiring.
Here’s why presenting your skills beyond a job description is a competitive advantage:
- Your CV Lists Technologies - Your Portfolio Shows What You Can Do With Them
Even the most detailed CV can’t capture the full picture of your capabilities.
A portfolio, however, is your digital workshop, the place where your ideas, solutions, and style become visible.
A strong portfolio allows you to:
- Show real project outcomes
- Present your architectural thinking, workflows, and reasoning
- Highlight side projects that reflect curiosity and initiative
- Demonstrate creativity in UI, design choices, or modular code
- Make your work tangible
A clean GitHub profile, technical blog, or personal website often speaks more than multiple interview rounds.
- Personal Projects Reveal Your Problem-Solving Approach
Candidates who showcase personal or collaborative projects often stand out because they:
- Make their thinking transparent
- Show how they structure tasks and build solutions
- Demonstrate their ability to combine tools and technologies
- Reveal their learning habits and experimentation
A short case study (“How I optimized API response time,” “How I built a real-time dashboard,” “How I designed a scalable integration”) can reveal insights that no bullet point in a CV could ever capture.
- Creativity Matters: How You Present Your Work Reduces Guesswork
Tech professionals who put creativity into how they present themselves are usally stronger communicators.
They know how to:
- Explain complex concepts in clear terms
- Write good documentation and structured README files
- Create clarity rather than confusion
This is a part of being an effective engineer. It improves collaboration across teams and builds confidence in your work.
- A Modern Portfolio Shows Adaptability
In a world where new tools, frameworks, and standards emerge constantly, your portfolio is proof of your adaptability.
Professionals who maintain an active GitHub, write short technical articles, document experiments with new tools or join open-source or hackathons tend to be curious and growth-oriented. That is essential.
- Leaders Don’t Just Code, They Communicate
Future tech leads and senior engineers don’t stand out only because of technical mastery.
They stand out because they can share their knowledge clearly and guide others.
They can:
- Talk through architectural decisions
- Present solutions to diverse stakeholders
- Mentor junior developers
- Produce documentation others can rely on
Leadership in tech starts with clarity and the ability to explain your work, all of which you build by showcasing your skills publicly.
So… Should Candidates Start Building Portfolios and Highlighting Project Work?
Absolutely, and not just for designers or front-end developers.
A strong, modern tech portfolio can include: a well-organized GitHub with clear documentation, case studies of solved problems, a personal website or Notion hub, video walkthroughs of APIs, dashboards, or architectures, simple demos or test environments and many others.
These elements show how you think, not just what you know. And that’s exactly what companies want to see today.
At ImpacT Hire, Your Stack Is More Than Skills
At ImpacT Hire, we look for candidates who bring the “full package”, technical knowledge, curiosity, and the ability to express their work meaningfully.
A strong portfolio isn’t a decorative extra; it’s a signal of maturity, drive, and long-term potential.
Tech skills get you noticed.
Showing your work gets you hired.
The Power of Becoming a T-Shaped Professional
When we think about career development, we often focus on becoming “experts”, mastering a specific technology, tool, or domain. But in today’s constantly changing job market, being an expert is no longer enough. The professionals who stand out most are those who combine depth of expertise with breadth of understanding, known as T-shaped professionals.
What Does It Mean to Be T-Shaped?
Imagine the letter T.
- The vertical line represents your deep expertise, the area where you’ve invested the most time and effort.
- The horizontal line stands for your broad knowledge and transferable skills that connect you with other areas, people, and processes.
For example, a software developer’s vertical skill might be backend development, while the horizontal layer could include communication, team collaboration, business analysis, and a basic understanding of UX or product management.
T-shaped professionals are valued because they can go deep when needed, but also collaborate across disciplines, translating complex ideas into shared understanding, something every modern company needs.
Why It Matters
In a world where technology, business, and people are increasingly interconnected, having only one area of depth can limit you. Employers are looking for candidates who not only “do their part” but also understand how their part fits into the bigger picture.
Being T-shaped helps you:
- Work effectively in cross-functional teams.
- Communicate with non-technical stakeholders.
- Adapt faster to new tools, projects, and challenges.
- Become more visible and valuable to your organization.
Common Growth Gaps
The “deep-only” trap
Many professionals focus entirely on technical depth, thinking expertise alone will guarantee growth. While strong specialization is essential, ignoring horizontal skills can create barriers to collaboration and leadership.
The “wide-but-shallow” trap
Others chase variety without building true expertise. They know “a bit of everything” but can’t stand out in any particular field. This lack of depth makes it difficult to build credibility or solve complex problems.
How to Develop Your T-Shape
- Identify your vertical.
Ask yourself: What do I want to be known for? This is your core, your technical or domain specialty. - Broaden your horizontal skills.
Add complementary abilities that make you more adaptable and collaborative. Examples include:- Soft skills – communication, empathy, leadership.
- Analytical thinking – basic business analysis or data literacy.
- Agile and project management fundamentals.
- Understanding of UX, product, or marketing principles.
- Learn from other disciplines.
Join cross-team meetings, shadow colleagues in different roles, or follow podcasts outside your field. - Practice knowledge translation.
The ability to explain your work in clear, non-technical terms is one of the strongest indicators of professional maturity. - Seek feedback and mentorship.
Ask peers what skills would make you more effective in joint projects, they’ll often point you toward the next horizontal area to strengthen.
A Healthier Way to Grow
The most successful professionals don’t chase titles or trends.
Your depth gives you strength, and your breadth gives you flexibility.
Becoming T-shaped is not about doing everything. It’s about connecting what you do best with the people, processes, and perspectives that make work meaningful. That’s what turns strong specialists into strategic collaborators, and long-term career winners.
The Pros and Cons of the Freelance Culture in Bulgaria
Recently, freelance culture has become one of the fastest-growing trends in the labor market, and Bulgaria is no exception. Nowadays, more professionals are choosing independent work models, seeking flexibility, better work-life balance, and opportunities beyond the traditional office setup. However, like any trend, freelancing comes with both advantages and drawbacks that are worth understanding, especially in the context of the Bulgarian and regional job markets.
The Pros of Freelancing
- Flexibility and Autonomy
Freelancers have the freedom to choose their projects, clients, and working hours. This flexibility allows professionals to balance personal and professional life more effectively, something increasingly valued in today’s world.
- Access to Global Opportunities
Digitalization has erased geographical boundaries. Bulgarian freelancers can now work with international clients, gain exposure to markets, and earn competitive rates compared to the local job market.
- Skill Diversification and Growth
Freelancing often requires professionals to wear many hats, from project management to marketing and communication. This develops skill sets and encourages learning, which can later become a strong competitive advantage.
- Potential for Higher Income
With the right expertise, self-discipline, and network, freelancing can be more financially rewarding than traditional employment, especially when working with clients from higher-paying economies.
The Cons of Freelancing
- Income Instability
Unlike a full-time job, freelancing rarely guarantees a steady paycheck. Work may come in waves, some months may be very busy, while others can be quiet. Financial planning becomes crucial.
- Lack of Social and Employment Benefits
Freelancers must handle their own taxes, health insurance, and retirement contributions, expenses usually covered by employers. This can be challenging, particularly for those new to independent work.
- Isolation and Limited Networking
Working remotely and independently can lead to social isolation. Without regular interaction with colleagues, freelancers may miss out on team dynamics, mentorship, and professional networking opportunities.
- Administrative Burden
In Bulgaria, navigating legal and tax requirements for freelancers can be complex. Setting up a freelance business, managing invoices, and ensuring compliance with local regulations require time and attention.
The Bulgarian Context
Freelancing in Bulgaria is growing fast, particularly in IT, digital marketing, design, and translation services. The country’s relatively low cost of living, good internet infrastructure, and increasing number of co-working spaces make it an attractive base for freelancers, both local and foreign.
However, the local market still faces challenges such as inconsistent client payment practices, limited awareness of freelancers’ professional value, and a lack of legal frameworks tailored to the gig economy.
Freelancing offers undeniable advantages for professionals seeking independence and flexibility, but not without its challenges. For companies and recruiters, understanding the dynamics of this growing workforce is essential. Many freelancers bring valuable expertise and adaptability that can benefit organizations through project-based collaborations or hybrid work models.
The First 90 Days: The Secret Code to Successful Adaptation
Starting a new job is exciting, but it can also feel overwhelming. New faces, new systems, new expectations. In fact, research shows that the first three months are often the most decisive period for a person’s long-term success and sense of belonging in a company. Get this transition right, and you set the stage for growth. Struggle here, and the road ahead may feel much bumpier.
So, what makes the first 90 days such a “secret code” for success?
Why the First 90 Days Matter
The initial months aren’t just about learning your tasks. They’re about reading the culture, understanding the unwritten rules, and finding your place in the team. This phase creates the foundation for trust, confidence, and performance.
Think of it as entering a new ecosystem: before you try to change anything, you need to observe how it functions. Small steps taken here can shape your reputation, relationships and growth for years ahead.
Key Strategies for a Smooth Adaptation
- Observe the Unspoken Rules
Every company has its “invisible handbook.” Who gets copied on emails? How are meetings run? Which tools does the team rely on most? Paying attention to these details will help you adapt faster without stepping on toes.
- Aim for Small Wins
Don’t try to solve everything at once. Instead, focus on small, achievable victories that show your competence and reliability. Completing a project on time or offering a helpful idea can build trust quickly.
- Build Relationships
Your technical skills got you the job, but it’s your relationships that will help you really do great. Take time to connect with teammates, join informal conversations, and observe how they approach their work. By doing so, you’ll not only gain deeper understanding of the role but also build the kind of support network that makes challenges easier to handle.
- Don’t Rush to Change the Environment
It’s tempting to want to prove yourself by suggesting big changes right away. But first, understand why things are the way they are. Listen, learn, and then, when the timing is right, contribute your ideas for improvement.
For Candidates:
The first 90 days aren’t about perfection. They’re about positioning yourself as someone who is willing to learn, who respects the culture, and who can add value. By focusing on observation, small wins, and authentic connections, you’ll lower your stress and build the kind of confidence that lasts.
For Employers:
Companies also play a key role. A structured onboarding process, regular check-ins, and open communication make a world of difference. Helping new hires understand not just what to do, but also how things get done here, sets them up for success and increases retention.
Belonging Starts Early
The truth is simple: careers don’t just succeed on skills alone, they flourish when people feel they belong. And belonging starts early. The first 90 days are more than just a trial period, they’re the blueprint for everything that comes after.
Understanding and Avoiding Culture Mismatch
One of the biggest, but often overlooked, factors in career success isn’t the job title, or salary, or responsibilities. It’s the culture fit. A position may look perfect on paper - you’re fulfilling the requirements, there are great benefits, but if the company’s culture doesn’t align with your values and working style, the result is very often frustration, or even burnout, that we discussed in one of our previous articles.
What is a Actually a Culture Mismatch?
A culture mismatch happens when an employee’s values and communication style don’t align with those of the organization. For example:
- A creative professional joins a company with rigid hierarchies and strict rules.
- A team-oriented person finds themselves in a culture that prizes individual competition.
- Someone who values work-life balance ends up in a company where long hours are quietly expected.
In these cases, the problem isn’t competence or skill, but the environment not being the right fit for the person.
Why It Matters?
Culture mismatch doesn’t just impact employees, it also costs companies. Studies show that poor culture fit leads to higher turnover and reduced engagement. When employees feel out of sync with the company’s values, motivation quickly fades, no matter how good the role looks from the outside.
For employees, culture mismatch can feel like constantly swimming upstream - super exhausting and frustrating.
Signs of a Possible Culture Mismatch
So how do you try to notice it early? Here are a few warning signs:
- Job descriptions that emphasize values you don’t share (e.g., “fast-paced, always-on” if you value balance).
- Interview interactions that feel uncomfortable - dismissive communication or unclear processes for example.
- Employee reviews that frequently mention stress, lack of support, or values you don’t align with.
If you’re a candidate, these are subtle cues that the culture may not click for you.
How to Avoid Culture Mismatch
For candidates, one of the best ways to avoid a culture mismatch is to ask the right questions during interviews. Try to dig deeper into how the team works together. Questions like “How does the team collaborate?” or “How does the company handle work-life balance?” can tell you a lot about the environment you’d be stepping into. Beyond the interview room, it’s worth doing your homework - to research the company’s online presence, check platforms like Glassdoor or Reddit, and, if possible, talk to current or former employees. Take time to reflect on your own values before that: do you prefer structured, rule-driven environments, or do you prefer flexibility and space?
For employers, the responsibility lies in being transparent. Job postings and interviews should reflect the company’s culture as it really is, not the version that sounds most attractive. Overselling a “flexible” environment that doesn’t truly exist will only result in frustration and turnover later on. A better approach is to lean into authenticity and make culture a visible part of the employee journey right from the start. Integrating the cultural values into onboarding, for example, sets clear expectations and helps new hires feel grounded from day one.
Finding the Right Fit
A career is also about belonging. The right culture creates an environment where employees can grow. The wrong one can make even the most talented people doubt their skills.
For job seekers: be brave enough to walk away if the culture doesn’t feel right. For companies: invest in defining and communicating your culture clearly. Because when culture clicks, everyone wins.
The Psychological Traps in Career Choices and How to Avoid Them
When we are choosing a job, we often believe our decisions are purely rational, comparing salaries, benefits, and job titles. But in reality, many of these career moves are influenced not by our personal goals and values, but by psychological traps that alter our judgment.
Common Psychological Traps in Career Choices
The Fear Trap
“I’ll take the first offer I get, what if nothing else comes?”
Fear of uncertainty pushes many people into accepting jobs that don’t truly fit their ambitions. This mindset often leads to short-lived roles, dissatisfaction, or the need to switch jobs again soon after.
The Social Expectation Trap
“I should take this role because it sounds prestigious.”
Family, friends, or societal norms can heavily influence career decisions. Instead of following their own aspirations, people sometimes chase titles or companies that look good on paper but don’t align with what actually makes them fulfilled.
The Illusion of Security Trap
“This company is big, so the job must be safe.”
Job seekers sometimes equate large, stable organizations with long-term security. But today’s economy shows that no role is immune to restructuring or change. Choosing a job purely for “safety” can mean giving up on opportunities that are a better personal or professional match.
How to Overcome These Traps
- Define your values and goals first. Before applying anywhere, ask: What do I really want to learn, contribute, and achieve?
- Separate your voice from others. Advice is valuable, but remember that your career is yours. Filter out what doesn’t match your personal aspirations.
- Reframe uncertainty. Instead of fearing it, see it as possibility. The right role may take time to find, but settling too quickly often costs more in the long run.
- Focus on growth, not just security. A role that challenges you and matches your values will always provide stronger “career security” than one chosen out of fear.
A Healthier Way to Choose
The best career decisions come not from external pressure or short-term fears, but from clarity about who you are and where you want to go. By recognizing these traps, you can step outside of them, and into a career path that feels not only strategic but truly fulfilling for you.
The HR - Candidate Relationship
In today’s IT industry, the role of an HR is not only to fill positions. It’s also about creating strong connections between companies and the people who will help them grow. At the heart of this process lies an important relationship: the one between HR professionals and candidates.
As HR partners, our role is to understand both sides, the needs of the company and the aspirations of the candidate, and then try to align them in a way that leads to mutual success.
Understanding the Candidate’s Journey
For candidates, especially in the IT sector, the recruitment process can feel overwhelming. They want to showcase their skills, but also find a company culture where they can thrive. Our job as HR professionals is to provide clarity:
• Guiding through the process - from application to interviews to final offer.
• Offering feedback - ensuring candidates feel informed, respected, and valued at every step.
• Understanding ambitions - listening to long-term career goals and ensuring the opportunity aligns.
This guidance builds trust, making candidates feel supported rather than just evaluated.
Representing the Company’s Vision
On the other side, companies are looking not only for technical expertise but also for individuals who fit their culture and values. HR professionals act as brand ambassadors, showing what makes each company unique. We try to help candidates see beyond the job description, usually by highlighting the growth opportunities, the team dynamics, and the bigger picture of where they could belong.
Building Partnerships, Not Transactions
The HR-candidate relationship is strongest when it’s built on partnership rather than transaction. By being transparent, empathetic, and proactive, we try to ensure that both companies and candidates walk away with a sense of confidence in their decision.
Why It Matters in IT Recruitment
The IT industry develops very quickly, and so do the expectations of the talent. Strong HR-candidate relationships lead to:
• Better cultural fit, resulting in longer retention.
• Higher candidate satisfaction, which makes the employer’s reputation grow.
• Smoother collaboration, since both sides feel heard and understood.
Our mission is simple: to make sure that companies find the expertise they need while candidates find the careers they deserve.
Digital Nomads: How Tech Workers Are Redefining Where Work Happens
The remote-first culture that exploded during the pandemic didn’t just change how we work. It transformed where we work. Out of this shift came the new wave of digital nomads: professionals who are no longer tied to an office, a city, or even a country.
But this isn’t just about working from a beach in Bali anymore. The movement is evolving, it’s becoming smarter, more structured, and better integrated into both professional and personal lives.
The Pros: Freedom and Creativity at Scale
For many tech professionals, the digital nomad lifestyle represents the ultimate freedom:
· Geographic flexibility - The ability to live and work anywhere, from Lisbon to Mexico City.
· Creative boost - New environments inspire fresh ideas and perspectives.
· Global collaboration - Teams are more international than ever, bridging time zones and cultures.
This flexibility has allowed companies to access talent worldwide while giving employees the lifestyle many once only dreamed of.
The Cons: Challenges Behind the Lifestyle
Of course, “work from anywhere” isn’t without its complications:
· Visa and tax complexity - Many countries still don’t have clear regulations for long-term remote workers.
· Loneliness and instability - Constant travel can disrupt routines and make it harder to form lasting relationships.
· Blurry boundaries - Without structure, work-life balance can quickly collapse.
The romanticized version of digital nomad life often hides the practical difficulties that come with it.
Practical Tips: Making It Sustainable
For this new wave of digital nomads to thrive, structure and support are key. Some best practices include:
· Remote hubs & co-living spaces - Offering community and stability while keeping flexibility.
· Community-building - Engaging with local and global networks reduces loneliness.
· Planning legal & financial matters - Researching visas, taxes, and insurance to avoid unpleasant surprises.
The difference between a “burnout nomad” and a “thriving nomad” often comes down to preparation.
The Future of Work: Anywhere, With Structure
The digital nomad movement isn’t going away, it’s just entering a more mature phase. Work from anywhere is no longer a wild experiment; it’s becoming a real, structured way of building careers and companies.
The future won’t be about choosing between the office or the beach. It will be about creating the conditions where talent can prosper, wherever it is.
Why Interviews in Bulgaria Are Getting Longer and Smarter in 2025
In recent years, Bulgaria's tech hiring landscape has transformed together with its interview processes. What once was a handful of rounds over a week or two now stretches across multiple stages, sometimes spanning several weeks. But this isn’t inefficiency, it’s more like evolution.
The Shift Toward Structured & Thorough Hiring
- The Rise of Multi-Stage Processes Bulgarian companies increasingly use multi-layered screening: resume filtering, phone/video screens, psychometric testing, panel interviews, and culture-fit stages. This shift reflects a desire to go beyond technical knowledge and assess values alignment and collaboration potential.
- AI and ATS Integration AI-powered tools now automate early candidate filtering, scheduling, and even initial evaluation. These tools add formal stages before human interaction, intentionally slowing pace to surface more qualified candidates.
Local Talent Market Pressures
- High Competition for Niche Tech Roles As demand for AI, blockchain, and cybersecurity talent rises and supply remains concentrated in hubs like Sofia. Companies have become more selective. The scarcity of qualified candidates pushes firms to expand the evaluation process to avoid mishires.
- Balancing Cultural Fit and Technical Skills Bulgarian firms place increasing emphasis on emotional intelligence and culture fit, especially in smaller or fast-growing teams. This requires behavioral interviews and scenario-based assessments beyond standard tech screens.
Feedback from Candidates & Industry Trends
- Candidate Perspectives from Global Platforms While not specific to Bulgaria, developers across Europe echo trends in #cscareerquestionsEU and #recruitinghell: processes can stretch to two months, include excessive stages, and favor filters over adaptability. Some complain that complexity doesn’t improve decisions.
- Vendors and HR Thought Leaders Industry observers argue that companies, now more cautious with budgets and reputations, use lengthened processes to minimize risk. Panel-heavy, assignment-laden, multi-owner evaluative workflows have become the norm in mid-to-large-scale hiring.
What This Means for Employers and Candidates
For Employers:
· Design with intention, not complexity: more stages should equal better evaluation, not candidate deterrence.
· Communicate clearly about each stage and expected timelines.
· Offer value during longer processes, e.g. meaningful feedback or transparent timelines.
For Candidates:
· Prepare for layered rounds: from HR and culture-fit to tech tasks and leadership. Each stage will assess a different dimension.
· Ask about timelines in advance.
· Signal mindset: interest in team synergy and adaptability goes a long way beyond raw tech skill.
Hiring for Potential vs Experience: Which One Builds a Better Team?
When you look at a CV, what draws your eye first? Years of experience? Big brand names? Impressive titles?
These signals are comforting. Tangible. Easy to filter by. But when it comes to building resilient, high-performing tech teams, the debate between hiring for potential and hiring for experience is far from black and white.
In reality, the best teams are often made up of both, but knowing when to prioritize which can make all the difference.
The Case for Experience
Hiring someone with a proven track record can bring a sense of security. You know they’ve handled similar challenges before. You can point to past deliverables, systems built, bugs fixed, clients supported.
Experienced hires tend to:
· Ramp up faster
· Bring ready-made expertise
· Mentor junior colleagues
· Offer confidence in high-stakes moments
But here’s the reality: experience isn’t always equal to adaptability.
Someone who’s done the same job in the same way for years might resist new approaches or struggle in fast-changing environments like startups. And sometimes, experience can hide behind titles that don't reflect actual hands-on work.
The Case for Potential
Hiring for potential means looking beyond what’s already been done, and focusing on what could be possible. It’s betting on curiosity, learning ability, motivation, and emotional intelligence.
Candidates with high potential often:
· Learn quickly and ask thoughtful questions
· Bring fresh ideas and diverse perspectives
· Show strong self-awareness and hunger to grow
· Are more loyal if invested in early
Yes, they may need more training and support at the start, but the return on that investment can be long-term growth and a highly engaged team member.
When to Prioritize One Over the Other?
Choose experience when:
· You need someone to step in and deliver immediately
· The role is niche and hard to train for internally
· You’re scaling fast and need systems built yesterday
Choose potential when:
· You have strong mentorship or onboarding in place
· You’re hiring for long-term growth, not just current tasks
· Cultural fit, curiosity, and adaptability matter more than “10 years of X”
Building a Balanced Team
Think of your team like an ecosystem: Too many “seniors” and there’s no fresh energy. Too many “juniors” and you risk a lack of direction.
A balanced team includes:
· Experienced professionals to guide, stabilize, and lead
· High-potential newcomers who bring innovation, resilience, and energy
And as a recruiter or hiring manager, your job isn’t just to fill gaps. It’s to see the whole picture: where the team is now, and what it needs to evolve.
Let’s Redefine What Makes a “Great Hire”
Instead of asking, “Do they have X years of experience?” Ask:
· “Have they shown they can learn quickly?”
· “Are they aligned with our mission and working style?”
· “Will they still be growing here a year from now?”
Because while experience can get someone in the door, potential is what makes them stay.