Whether she's interviewing candidates, coaching hiring managers, or helping professionals navigate career changes, Hannah Causey approaches recruiting with one guiding principle: Lead with empathy. She believes it's important to remember that, while interviews may be routine for recruiters, they're often rare — and high-stakes — moments for the people sitting across from them.
“While interviewing and offering conversations are part of my everyday job as a recruiter, they are not everyday experiences for most candidates,” she tells The Muse. “Candidates may only interview a few times throughout their career, so that perspective has helped me lead with empathy, patience, and transparency throughout the hiring process.”
As a recruiter at PNC, Causey has seen firsthand what helps candidates stand out and what makes good recruiters great strategic partners. Beyond technical skills, she looks for strong communication, curiosity, adaptability, and a positive attitude — qualities that can have a lasting impact on both individual careers and company culture.
Throughout her own career, Causey has also embraced another lesson that continues to shape her leadership: "Feedback is a gift, but how you unwrap and use it is entirely up to you." That mindset has reinforced her belief that growth comes from being open to learning, advocating for yourself, and saying yes to opportunities that stretch you.
We spoke with Hannah about what recruiters really want to see in candidates, the biggest misconceptions about applicant tracking systems and recruiter outreach, and the advice she'd give those looking to take the next step in their careers. Here’s what she had to say.
When you’re interviewing candidates in your industry, what are the top three qualities you look for?
Although I recruit for a variety of roles across different lines of business, the three qualities I consistently look for in candidates are strong communication skills, an appetite to drive change, and a positive attitude.
Communication is foundational to success in almost any role. I look for candidates who can clearly articulate their experiences, build relationships, and tailor their communication to different audiences.
I also value candidates who have an appetite to drive change. Businesses at PNC are constantly evolving, and the individuals who stand out are those who embrace new ideas, challenge the status quo in a constructive way, and look for opportunities to improve processes, experiences, or results. I enjoy hearing examples of how a candidate has led change, adapted to it, or helped others through it.
Lastly, a positive attitude can make a tremendous difference. Every role comes with challenges, and I find that candidates who approach situations with optimism, resilience, and a solution-oriented mindset are often the ones who thrive. Technical skills can be taught, but a positive attitude, the willingness to learn, and the ability to bring good energy to a team are qualities that can have a lasting impact on both culture and performance.
I am proud of the culture PNC has created and want to bring candidates to the organization that align with the company’s vision.
What are your go-to interview questions for all candidates?
One of my favorite questions, even though it may seem simple, is: “Why are you interested in this role?” I find it incredibly valuable because the answer tells me far more than whether a candidate read the job description. It helps me understand what is motivating their job search and how best to tailor our conversation.
Each candidate approaches their career journey with unique goals, motivations, and expectations. Some are looking for growth opportunities because they feel they have plateaued in their current role. Others may be seeking greater leadership responsibilities, a stronger company culture, more challenging work, better work-life balance, or the chance to develop new skills. Understanding those drivers allows me to frame my conversations around the aspects of the role and PNC that are most meaningful to them.
The question also helps me assess how thoughtful and intentional a candidate has been about their career decisions. Candidates who can clearly articulate what they are looking for and why often have a stronger understanding of their long-term goals. On the other hand, when someone struggles to answer, it can sometimes indicate they haven't fully reflected on what they want in their next opportunity, which creates an opportunity for a deeper discussion.
Ultimately, I use the response to guide my approach throughout the candidate process. It helps me determine what resonates with the candidate, identify potential concerns early, and evaluate whether there is genuine alignment between the candidate's goals and what the role and organization can offer. It's a simple question, but it consistently provides some of the most valuable insights during an interview.
What’s your advice for getting through automated application systems (ATS)?
In my opinion, one of the biggest misconceptions about ATS systems is that candidates need to "beat" them. Ultimately, an ATS is just another tool in a recruiter's toolbox that helps organize applications and search for relevant skills and experience. While an ATS helps manage applicant flow, candidate evaluation remains a highly personalized process. Recruiters review resumes carefully. So my biggest piece of advice is to make it easy for both the system and the recruiter to understand your background.
Start by tailoring your resume to the role you're applying for. Review the job description and incorporate relevant skills, keywords, and experiences that genuinely align with your background. Beyond that, keep your resume clear and easy to read. A clean format with standard section headings helps ensure your information is accurately captured and quickly understood.
Most importantly, focus on impact rather than just responsibilities. Instead of simply listing what you did, highlight accomplishments, measurable results, and contributions you've made. At the end of the day, recruiters and hiring managers aren't just looking for someone who has performed a job before. They're looking for someone who can demonstrate the value they'll bring to the role.
Do you recommend reaching out to recruiters or employees at PNC before applying? What’s the best approach?
Absolutely. I think reaching out to recruiters or employees before applying can be a very effective strategy when it's done thoughtfully and with a clear purpose.
As recruiters, we genuinely enjoy connecting with candidates and discussing opportunities. However, with the volume of applicants and requisitions we manage, time is often limited. The candidates who stand out are typically the ones who approach networking with intention rather than simply sending a generic message to get their name in front of someone.
As a recruiter, what are three things about PNC you always highlight when speaking with candidates?
One of my favorite things to highlight to candidates is PNC's culture of developing and promoting internal talent. There is a saying at PNC: "Development is employee-owned, manager-guided, and company-enabled." I think that truly reflects the organization's commitment to helping employees grow their careers. Whether through formal development programs, stretch opportunities, or internal mobility, PNC invests in its people and creates an environment where employees can build long-term, meaningful careers.
I also talk a lot about the people and culture. Throughout my time at PNC, I've had the opportunity to work with leaders and teammates who are genuinely invested in each other's success. There is a strong sense of collaboration, and people are encouraged to bring their perspectives, ask questions, and contribute ideas. Candidates often want to know what it's really like to work somewhere, and I can honestly say that the supportive culture is one of the things that keeps people here.
Finally, I highlight the opportunity to make an impact. PNC is a large organization with the resources and stability of a leading financial institution, but employees still have the opportunity to influence change, improve processes, and help shape outcomes. Many candidates are looking for more than just their next job; they want a place where they can continue growing while making meaningful contributions, and I think PNC offers that balance very well.
What advice do you have for candidates looking to elevate their career in your industry or job type?
One thing I'd encourage candidates to think about is that financial services is much bigger than what people traditionally think of as "banking." While banking is certainly a core part of the industry, there are opportunities across technology, AI, analytics, digital banking, cybersecurity, operations, risk, marketing, HR, and more. It's an industry that continues to evolve, which creates a lot of career paths for people with different interests, backgrounds, and skill sets.
I also encourage people to be open to exploring different areas of the business. One of the things that's unique about financial services is the opportunity to build experience across multiple lines of business, which can broaden your perspective and create new growth opportunities throughout your career.
Finally, invest in relationships, embrace change, and never stop learning. The industry is changing quickly, and the professionals who stand out are the ones who continue to build both technical and human skills. Whether it's learning new technologies, understanding market trends, or strengthening your communication and influencing skills, a growth mindset goes a long way. In my experience, the combination of business acumen, strong relationships, adaptability, and continuous learning is what helps people build successful, long-term careers in financial services.
What specific advice would you give to job seekers who want to grow, advance, or step into leadership roles in your field?
My advice to job seekers looking to grow, advance, or step into leadership roles is to find a mentor, make your goals known, and don't be afraid to say "yes" to opportunities, even if they push you outside of your comfort zone. No matter where you are in your career, having someone who can provide guidance, share their experiences, and advocate for you can make a tremendous difference.
I also think it's important to be vocal about your career aspirations. Your manager and leaders can't support goals they don't know about. I've found that some of the most successful professionals are intentional about sharing what they're interested in, asking for stretch assignments, and seeking opportunities to build new skills and experiences.
Don't underestimate the value of advocating for yourself. We sometimes focus on putting our heads down and doing great work, assuming our contributions will speak for themselves. While strong performance is critical, it's equally important to communicate your accomplishments, share your impact, and participate in conversations about your development and future opportunities.
Finally, don't wait until you feel 100% ready before pursuing the next step. Growth often happens when we're challenged and a little uncomfortable. Many of the best opportunities in my career came from saying yes to something that felt just beyond my current experience level. Leadership isn't about having all the answers. It's about being willing to learn, adapt, build relationships, and help others succeed along the way. The confidence comes with experience, but sometimes you have to take the opportunity first and trust yourself to grow into it.
What tips do you have for someone considering a career change into a new role or industry? How can they make their skills stand out?
My biggest piece of advice is to focus on your transferable skills rather than your job title. I talk with a lot of candidates who assume they aren't qualified for a role because they haven't held that exact title before, but skills like relationship building, communication, problem solving, project management, and analytical thinking can translate across industries and functions.
If you're considering a career change, take the time to understand how your experience aligns with the role you're targeting and be prepared to tell that story. Don't just highlight responsibilities on your resume. Focus on accomplishments, impact, and the results you've delivered.
I also encourage candidates to be curious, ask thoughtful questions, and show a willingness to learn. When hiring managers see someone who can connect their past experience to future success and demonstrate genuine interest in the opportunity, it can go a long way. Finally, don't underestimate the value of networking. Some of the best career moves happen through conversations, relationships, and learning from others who have successfully made a similar transition.
