The concept of a “spike” is again drawing attention in big tech hiring, Business Insider reported on Aug. 4. A spike refers to a candidate with an unusually strong advantage in a specific area, rather than a balanced candidate who is good across many fields. Recruiters and technology leaders often mention the term on podcasts and social media. Shopify’s Tobi Lutke (토비 뤼트케) and Coinbase’s Brian Armstrong (브라이언 암스트롱) were also reported to have agreed on the importance of such pointed strengths.

The concept itself is not entirely new. Venture investor and author Richard Koch (리처드 코크) has talked about a “20 percent spike” since 2005. It has resurfaced as the job market has become tougher and AI has blurred job boundaries, increasing the need for applicants to differentiate themselves. What many candidates need now is not being well-rounded but a strength that stands out at a glance.

Meta CEO Mark Zuckerberg (마크 저커버그) said in 2024, “I want people who are really good at one thing.” In this context, a spike can be a skill used directly at work, such as coding, writing documents or sales, but it is not necessarily limited to job skills. Zuckerberg explained that he values the experience of digging deeply into any field and reaching an exceptional level. Eric Glyman (에릭 글리먼), co-CEO of Ramp, also cited cases of hiring developers who created Minecraft-related side businesses as children, and said he rated highly their persistence and exceptional drive in a specific area.

The core of spike hiring is not choosing someone without weaknesses but finding talent with clear strengths. Andreessen Horowitz co-founder Ben Horowitz (벤 호로위츠) pointed out as early as 2010 that trying to hire someone without weaknesses ends up selecting a well-rounded and good person. Brian Halligan (브라이언 핼리건), who led HubSpot, said he used to select the candidate with the highest average score, meaning someone with fewer weaknesses, but later improved hiring success rates by choosing more spiky talent.

This trend is also affecting interview methods. Sierra, an AI company co-founded by OpenAI chairman Bret Taylor (브렛 테일러), emphasized an approach that more clearly identifies a candidate’s strengths and gaps, rather than simply seeking a candidate without weaknesses, through an AI-native interview guide.

So how can an individual find their spike? Career coach Kyle Elliott (카일 엘리엇) advised, “Look at performance reviews and feedback from your manager.” He added that mini 360-degree feedback, asking close colleagues or acquaintances for specific examples, can also help. Strengths identified this way should be included as real examples in resumes and interview answers.

Recruiter Margaret Buj (마거릿 부지) cited technical expertise, outstanding sales performance and an owner mindset like a founder’s as examples of spikes. She warned against mistaking simple preferences for expertise. She also stressed that people should avoid listing only common adjectives such as strategic, collaborative, analytical and results-oriented. A spike is not something to claim in words, but to show with figures, examples and outcomes.