I hear it all the time: “Do you really ask for cover letters? Isn’t that old-fashioned?” Maybe it is, but here’s the thing—cover letters still matter, especially depending on the role.
For most job seekers today, platforms make it easy to hit “submit” and move on. A resume alone doesn’t tell me—or my clients—whether a candidate is genuinely interested, or just caught the application fever. That’s where a cover letter comes in.
When I read cover letters, I look for a few key things:
Did they get names right—the organization, the hiring manager, the title?
Did they actually understand why the job is interesting to them?
Did they take the time to write something thoughtful, rather than cutting and pasting a generic letter?
And here’s where it really matters: executive search and senior leadership roles. These hires are different. My clients aren’t just filling a seat—they’re looking for leaders who will shape strategy, culture, and the future of the organization. A resume shows experience, but a cover letter shows judgment, insight, and genuine interest.
For executive-level roles, a strong cover letter answers questions like:
Do they understand the organization’s mission and challenges?
Why this role, at this organization, at this time?
Do they show attention to detail and care in how they communicate?
We see a lot of generic letters—sometimes even AI-generated. And yes, AI can make it quick to draft a letter, but if it’s sloppy or inaccurate, it sends a clear signal. The candidates who make it far in searches—whether general or executive-level—are almost always those who invest the time to write something real.
So is the cover letter antiquated? For some, maybe. But for roles where the stakes are high—or the competition is fierce—it’s often the thing that separates a candidate who just applied from a candidate who truly stands out. And honestly, if a hiring manager asks for one, why would you say no?
