I ask candidates to show, not tell. Saying “I improved sales” is fine — showing the exact change, method and timeframe is what makes hiring managers sit up. Over the years I’ve coached people to move from “good CV” to “must-interview” by building what I call a six-week evidence pack: a compact, verifiable portfolio of recent, role-relevant achievements and proof that sits alongside your CV and application. Here’s how I build one, week-by-week, so you can use it for applications, final-stage interviews or to follow up after a great first phone screen.
What an evidence pack is — and why six weeks
An evidence pack is a structured set of documents and links that demonstrate your impact with concrete metrics, artefacts and short narratives. I pick six weeks because it’s long enough to generate visible output and short enough to be realistic while you’re jobhunting. A recent, compact timeline (last six weeks) feels current and credible to hiring managers — they want to know you’re producing results now, not five years ago.
What to include
Keep the pack tightly focused on the role you’re applying for. Typical components are:
- One-page evidence summary — snapshot of 4–6 achievements with metrics and one-line context.
- Short case studies (2–3) — 250–400 words each, showing situation, action, result and evidence link or screenshot.
- Artefacts — slide, report excerpt, email templates, before/after screenshots, dashboard views, code snippet or project plan.
- Testimonials or references — short quotes from managers/clients (with permission) or anonymised feedback.
- Skills checklist — mapping of job requirements to your evidence (quick tick-box style).
- Context note — brief paragraph on methodology, constraints and any caveats (e.g. data anonymised).
Week-by-week plan
This is the routine I use with clients. Do it in order and treat it like project work — set calendar time and share early drafts with someone you trust.
| Week | Focus | Output |
|---|---|---|
| Week 1 | Audit & prioritise | List of potential evidence, target job requirements |
| Week 2 | Gather raw materials | Screenshots, reports, emails, metrics |
| Week 3 | Write one-page summary + one case study | Draft summary and case study 1 |
| Week 4 | Create artefacts & visuals | Slides, charts, cleaned screenshots |
| Week 5 | Write remaining case studies & skills map | Case study 2–3 and skills checklist |
| Week 6 | Polish, permissions, deliverable format | Pack in PDF and shareable link; short cover email |
Week 1 — audit and prioritise
I start by aligning evidence to the job advert: highlight the key selection criteria and jot down which of your recent tasks match. Prioritise evidence that echoes the top three priorities in the role. If the job asks for "improving customer retention", your evidence should show the last six weeks where you contributed to retention-related metrics.
- Collect job adverts for similar roles and extract repeated phrases (e.g. “stakeholder management”, “data-driven decision-making”).
- Create a simple spreadsheet with columns: activity, metric, date, artefact location, relevance (high/medium/low).
Week 2 — gather raw materials
This is where most people stumble because evidence lives in many places — Slack, Google Drive, CRM, email threads. Be methodical. Export reports, save screenshots, ask for consent to use client quotes. If anything is sensitive, anonymise it and add a context note.
- Export CSVs or screenshots for key metrics (e.g. conversion rates, time-to-hire, NPS changes).
- Save copies of deliverables (slide decks, campaign emails, product specs).
- Ask former managers/clients for short consented quotes — a single sentence is enough.
Week 3 — write the one-page summary and first case study
Your one-page summary is the front door. I write it last in many packs, but I draft it now so the rest of the work follows the same messaging. Use bullets and metrics. Case studies should follow a S-T-A-R-like structure but shorter: Situation, Task, Action (what you did), Result (with numbers), Proof (link/image).
Example one-line result: “Reduced recruitment time for a service desk role from 28 to 14 days by redesigning screening questions — 50% faster hires, shown in ATS report (see screenshot).”
Week 4 — create visuals and tidy artefacts
Hiring managers are busy. Visuals make impact obvious. Turn raw data into a small chart, use before/after screenshots and label everything. I use Canva or PowerPoint for quick mock-ups and export high-quality PNGs. For data charts, Google Sheets or Excel exports are fine — make axes and labels readable.
- Keep visuals simple and annotated (what changed and why it matters).
- Include a small caption under each image in the pack.
Week 5 — write remaining case studies and skills map
By now you have the building blocks. Finish case studies focusing on different competencies. Then create a quick skills-to-job map: list the top requirements and tick which piece of evidence proves each one. This removes guesswork for the hiring manager and is especially useful for panel interviews.
Week 6 — polish, permissions and format
Turn the pack into two deliverables: a single-page PDF summary (for easy scanning) and a supporting folder with case studies and artefacts (PDFs images or a private Google Drive link). Draft a short cover email or message tailored to the role. Keep the tone confident and helpful — offer to walk the hiring manager through one case study in a 10-minute call.
How to share the pack
Share it when it will add value: as part of a second-stage application, in a follow-up after a phone interview, or attached to a message when you’ve been asked for “examples of work”. Use a concise subject line and include a 2–3 line summary in the email. Example: “Quick evidence pack showing recent work on customer retention — highlights: 15% uplift in repeat buyers (6 weeks).”
Practical tips and common pitfalls
- Don’t overshare: redact confidential information and state why it’s anonymised.
- Keep it role-relevant: remove anything that doesn’t map to the job’s top priorities.
- Be honest: if results were team efforts, say so and explain your individual contribution.
- Format for speed: hiring managers scan. One-page summary first, detailed folder second.
- Use links wisely: prefer PDF snapshots for longevity; Google links can break without permissions.
I’ve used this framework to help graduates, switchers and mid-career professionals land interviews at public sector departments, tech companies and consultancies. The confidence a tight, evidence-backed pack gives you in interviews is worth the six-week investment — and it’s reusable: tweak specifics and send it again for the next role.
