"Why Should We Hire You?" – How to Answer When You Have Non-Traditional Experience

How to Answer "Why Should We Hire You?" (Especially If You're the Underdog)

Let’s be honest: "Why should we hire you?" is the interview question that makes everyone sweat. It feels arrogant to brag, awkward to sell yourself, and terrifying if you don't have the "perfect" traditional background on your resume.

If you’re a career changer, a bootcamp grad, an international student on an F-1 visa, or just someone who feels like an underdog in the job market, this question hits harder. You might be thinking, "Why should they hire me? I don't have the 5 years of experience listed in the job description."

Here’s the reality: The most qualified candidate on paper doesn't always get the job. The candidate who tells the best story does.

At Wonsulting, our mission is turning underdogs into winners. We’ve helped thousands of people land offers at companies like Google, Meta, and Goldman Sachs—often without traditional backgrounds or Ivy League degrees. We know that your "non-traditional" path isn't a weakness; it's your secret weapon. You just need to know how to use it.

This guide will break down exactly how to answer "Why should we hire you?" with confidence, proving that your unique experience is exactly what the company needs.

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Decoding the Question: What They’re Actually Asking

When a hiring manager asks, "Why should we hire you?", they aren't asking for a summary of your resume. They’ve already read it. They aren't asking you to recite a list of adjectives like "hardworking" or "passionate."

They are asking three specific questions in code:

1. Can you do the job and deliver results? (Competence)
2. Will you fit in with the team and culture? (Culture Add)
3. Are you a risky hire, or a high-ROI investment? (Risk vs. Reward)

For underdogs, especially those of you navigating career pivots or visa sponsorships, the "risk" factor is what you need to address head-on. Hiring managers are risk-averse. They are afraid of hiring someone who takes six months to ramp up or leaves after a year.

Your goal is to bridge the gap between their problem and your solution. You need to stop thinking about this as "Why do I deserve this job?" and start thinking about it as "How will I make this hiring manager's life easier?"

If you can connect your past experiences (even the non-traditional ones) to their future goals, you win. It’s not about having the most experience; it’s about having the right impact.

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The "Underdog" Advantage: Reframing Non-Traditional Experience

If you are coming from a non-traditional background, whether you're a teacher moving into tech, a self-taught developer, or an international student, you might feel like you're starting at a disadvantage. You’re not. You just have a different set of data points to prove your value.

Here is how to reframe your "lack of experience" into a competitive advantage:

• The Career Pivot-er: You aren't "starting over." You are "translating skills." If you were a teacher, you didn't just "teach." You managed stakeholders (parents), analyzed data (grading/performance), and presented complex information to diverse audiences (students). Those are the exact skills needed for Customer Success or Project Management.
• The Bootcamp Grad: You aren't "inexperienced." You are "agile and current." While traditional candidates might be stuck in old ways of working, you have just spent months learning the absolute latest technologies and methodologies. You are built for speed and adaptability.
• The F-1 Visa Student: You aren't a "visa liability." You are "resilient and globally minded." You have navigated complex immigration systems, adapted to a new culture, and likely speak multiple languages. You bring a level of grit and global perspective that local candidates often lack.

The key is to stop apologizing for what you don't have and start highlighting the unique perspective you do bring. Companies thrive on diversity of thought. Your non-traditional path is proof that you can solve problems differently than the candidate who has followed a straight, predictable line.

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The 3-Step Formula for the Perfect Answer

You don't need a script; you need a structure. A rambling answer is a red flag. A structured answer shows you communicate clearly. That's a crucial soft skill for any role.

Use this three-part formula to build your response:

1. The Hook (Your Unique Value Proposition)

Start with a strong statement that summarizes who you are and what unique angle you bring. This shouldn't be generic. Instead of saying, "I'm a hard worker," say, "I bring a unique combination of data analysis skills from my finance background and creative problem-solving from my design bootcamp."

2. The Proof (The XYZ Formula)

This is where you drop the receipts. You need to back up your claim with evidence. We love using the XYZ Formula (a method trusted by Google recruiters): "Accomplished [X] as measured by [Y], by doing [Z]."

Even if you don't have direct industry experience, use this to quantify your past wins.

• Bad: "I'm good at sales."
• Good: "In my previous role as a retail manager, I increased store revenue by 20% (X) year-over-year (Y) by implementing a new customer engagement strategy (Z)."

3. The Close (The Company Connection)

Tie it all back to them. Why this company? Mention a specific project, mission, or value of theirs that aligns with your skills. This proves you’ve done your homework and aren't just applying to 50 random jobs.

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Sample Answers for Every "Underdog" Scenario

Let’s look at how this formula works in real life for different types of candidates.

Scenario A: The Career Pivot-er (e.g., Teacher to Customer Success)

The Fear: "They'll think I'm just a teacher and don't understand the corporate world."

The Answer: "You should hire me because over five years in education, I developed a unique ability to de-escalate high-stress situations and translate complex concepts for users—skills I honed over five years in education.

In my last role, I managed communication for over 150 diverse stakeholders and improved student performance metrics by 15% through personalized data tracking plans. I know your company prides itself on 'customer obsession,' and I bring the patience and strategic communication style necessary to turn frustrated users into loyal advocates, just as I did with parents and administrators."

Why it works: It translates "teaching" into "stakeholder management" and "data tracking," directly addressing the needs of a Customer Success role.

Scenario B: The Bootcamp Grad / Self-Taught Professional

The Fear: "I don't have a Computer Science degree, so I'm not a 'real' engineer."

The Answer: "You should hire me because I am incredibly adaptable and can learn new tech stacks faster than most. While I don't have a traditional CS degree, my background in logistics taught me how to optimize inefficient systems.

During my recent bootcamp, I built a full-stack inventory application that cut data entry time by 40% for a local non-profit. I know your engineering team values shipping code quickly and iterating based on feedback. My non-traditional background means I don't just write code; I look at how that code solves actual business problems, which aligns perfectly with your product-led growth strategy."

Why it works: It admits the non-traditional background but frames it as a business advantage (solving real problems) rather than a technical deficit.

Scenario C: The F-1 Visa / International Student

The Fear: "They won't hire me because of the sponsorship requirement."

The Answer: "You should hire me because I bring a global perspective and a level of grit that you won't find in other candidates. Navigating my Master's program in a new country while maintaining a 3.9 GPA required immense adaptability and resourcefulness.

Specifically, I led a cross-functional team project that analyzed market entry strategies for emerging economies, which directly relates to your company's expansion plans in APAC. I am ready to hit the ground running and deliver immediate ROI to help your team navigate these new markets effectively."

Why it works: It subtly addresses the "grit" required for international students and ties the candidate's background directly to the company's expansion goals, making the visa sponsorship seem like a worthwhile investment for the specific expertise gained.

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Common Mistakes to Avoid (Real Talk)

Even with a good background, you can tank the interview if you fall into these traps. Here is what to avoid:

• The "Me, Me, Me" Trap: Don't focus solely on how this job helps you. "I want this job because I need money" or "I want to learn" are honest but ineffective answers. Always pivot back to what you can do for them.
• The Generic Fluff: Avoid buzzwords like "hard worker," "perfectionist," or "people person" unless you have a specific story to back them up. Anyone can say they work hard. Show, don't just tell.
• The Apology Tour: Never apologize for your background. Don't say, "I know I don't have much experience, but..." Start with strength. "My background in hospitality gives me a unique advantage in..."
• The "I'll Do Anything" Desperation: Being flexible is good; being desperate is not. If you say you'll take any role just to get your foot in the door, you look unfocused. Hiring managers want specialists, even at the entry level.

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How to Practice Without Freaking Out

Knowing the answer is one thing; saying it out loud to a hiring manager is another. The only way to bridge that gap is practice. But staring at a mirror can feel awkward and unhelpful.

You need feedback. This is where technology is your friend. Tools like InterviewAI can simulate real interviews, asking you role-specific questions and giving you feedback on your content and delivery. It’s like a mock interview with a recruiter who doesn't judge you.

Actionable Practice Steps:

• Record Yourself: It’s painful to watch, but recording your answer on your phone will show you if you’re rambling or using too many filler words ("um," "like").
• The Bullet Point Method: Don't memorize a script word-for-word. You will sound like a robot. Instead, memorize your three bullet points (Hook, Proof, Close). This allows you to speak naturally while staying structured.
• Mock Interviews: Grab a friend, or better yet, a mentor who understands your industry, and have them grill you. If you’re really serious, our coaching services at Wonsulting include mock interviews where we help you refine your story until it’s bulletproof.

The question "Why should we hire you?" isn't a trap, it's your biggest opportunity. It is the moment in the interview where you get to control the narrative.

For the underdogs, the career changers, and the international students, this is your moment to shine. Your non-traditional path proves you have grit, adaptability, and a unique perspective that cookie-cutter candidates simply don't have.

Don't hide your story. Structure it. Use the formula, practice your delivery, and walk into that interview knowing that you aren't asking for a favor—you're offering a solution. You’ve got the skills; now go prove it.