The job market has undergone a fundamental transformation. In 2026, 65% of employers have adopted skills-based hiring practices, up from just 37% in 2022. What does this mean for you? Degrees still matter, but they are no longer the gatekeepers they once were.
The numbers tell a dramatic story. GPA screening has dropped from 73% to 42% of employers over the past four years. Google, Apple, IBM, Delta Air Lines, Bank of America, and hundreds of other major companies have removed degree requirements from most job postings. LinkedIn reports that job listings emphasizing skills over credentials increased by 140% between 2023 and 2025.
This is not a temporary trend. It is a structural shift in how companies evaluate talent. And it changes everything about how you should prepare for your job search.
Whether you have a four-year degree, a bootcamp certificate, or entirely self-taught skills, this guide covers exactly what you need to know about skills-based hiring in 2026: why it is happening, what it means for your applications and interviews, and how to position yourself to thrive in this new reality.
In This Article
01
What Is Skills-Based Hiring and Why Is It Taking Over?
Skills-based hiring is a recruitment approach that evaluates candidates primarily on demonstrated abilities rather than educational credentials, job titles, or years of experience. Instead of asking 'Where did you go to school?' employers ask 'What can you do?'
This shift has been accelerating for years, but 2026 marks a tipping point. Several forces are driving it simultaneously.
The Talent Shortage Factor
The global talent shortage is the primary catalyst. According to ManpowerGroup, 77% of employers worldwide reported difficulty filling positions in 2025. When companies cannot find enough candidates with traditional credentials, they expand their search criteria. Skills-based hiring opens the talent pool dramatically. By removing the degree requirement from a single role, employers typically see a 35% increase in qualified applicants.
The math is straightforward: only 37% of working-age adults in the US hold a bachelor's degree. By insisting on degrees for roles that do not genuinely require them, companies were excluding nearly two-thirds of potential talent before even looking at their abilities.
- +77% of employers globally reported talent shortages in 2025, the highest in 17 years
- +Removing degree requirements increases the applicant pool by an average of 35%
- +Only 37% of working-age adults in the US hold a bachelor's degree
- +Skills-based hiring helps employers access 'hidden workers' who have the skills but not the credentials
The Credentialing Gap
Employers have realised that degrees are an imperfect proxy for job performance. A Harvard Business School study found that degree requirements were poor predictors of actual on-the-job success in the majority of roles examined. Meanwhile, the cost of a four-year degree has increased by over 1,200% since 1980, creating a credentialing barrier that excludes many talented individuals.
The rise of alternative learning pathways has also weakened the degree monopoly. Coding bootcamps, professional certifications from Google and IBM, micro-credentials from platforms like Coursera and edX, and self-directed learning through open-source projects have all proven that skills can be acquired outside traditional institutions.
- +Harvard Business School research found degree requirements are poor predictors of job performance for most roles
- +The cost of a US four-year degree has risen over 1,200% since 1980
- +Alternative credentials like bootcamps and professional certificates have proven effective talent pipelines
- +Companies that switched to skills-based hiring reported 24% higher employee retention
The AI Acceleration
Artificial intelligence has made skills-based hiring both more urgent and more practical. On the urgency side, AI is reshaping job requirements so rapidly that a degree earned five years ago may not cover the skills needed today. On the practical side, AI-powered assessment tools now allow employers to evaluate skills directly through simulations, coding challenges, and work sample tests at scale.
The World Economic Forum estimates that 44% of workers' core skills will be disrupted by 2027. In this environment, what you learned matters less than what you can do right now and how quickly you can learn what comes next.
THE FUNDAMENTAL SHIFT
Think of this change like professional sports. No team drafts a player based solely on which university they attended. They evaluate performance, watch game film, run combine drills, and test specific abilities. Skills-based hiring applies the same logic to every profession. Your performance is your credential.
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02
Major Companies That Have Dropped Degree Requirements
The skills-based hiring movement is not being driven by small startups. It is being led by the world's largest and most respected companies. Understanding which companies have made this shift and why can help you target your job search strategically.
Technology Sector
Google was among the first major tech companies to remove degree requirements, with former SVP of People Operations Laszlo Bock stating that GPAs and test scores were 'worthless as hiring criteria.' In 2024, Google reported that 15% of new hires on some teams did not hold a four-year degree.
Apple followed, with Tim Cook publicly stating that 'about half' of Apple's US employment in recent years consisted of people without four-year degrees. IBM removed degree requirements from more than 50% of its US job postings and created its own apprenticeship programs. Tesla, Meta, and Netflix have similarly shifted to skills-based evaluation for many roles.
- +Google: Removed degree requirements; 15% of some team hires have no four-year degree
- +Apple: CEO Tim Cook confirmed roughly half of recent US hires lack four-year degrees
- +IBM: Dropped degree requirements from 50%+ of US job postings
- +Tesla: Elon Musk has stated that 'a degree is not required' across many Tesla positions
- +Meta: Shifted to skills assessments and practical evaluations for engineering roles
Beyond Tech: Finance, Healthcare, and Government
The shift extends far beyond Silicon Valley. Bank of America dropped degree requirements for many entry-level positions. Accenture, which employs over 700,000 people globally, reduced degree requirements and invested heavily in apprenticeship programs. Delta Air Lines, Walmart, and General Motors have all joined the movement.
Government is following as well. In 2025, the US federal government launched initiatives to prioritise skills and competencies in federal hiring. Several US states, including Maryland, Pennsylvania, and Utah, eliminated degree requirements for the majority of state government positions. The UK Civil Service has been moving toward competency-based hiring for years.
- +Bank of America: Removed degree requirements from many entry-level banking roles
- +Accenture: Reduced degree requirements across 700,000+ employee organisation
- +US Federal Government: Launched skills-first hiring initiatives in 2025
- +Maryland, Pennsylvania, Utah: Eliminated degree requirements for most state government jobs
- +Walmart: Dropped degree requirements for corporate roles and expanded skills training programs
What This Means for Your Job Search
The fact that these companies have dropped degree requirements does not mean credentials are worthless. It means you have more pathways into these organisations than ever before. If you have a degree, you still benefit. If you do not, doors that were previously closed are now open.
The key insight is this: whether or not a degree is required, you will still need to demonstrate skills. The bar has not been lowered. It has been moved. Companies are not hiring less qualified people. They are measuring qualification differently.
REAL EXAMPLE: NO-DEGREE HIRE AT A MAJOR TECH COMPANY
A candidate with no college degree applied for a data analyst role at a Fortune 100 tech company that had recently dropped its degree requirement. Instead of a diploma, she presented: - A portfolio of three data analysis projects using Python and SQL, hosted on GitHub - A Google Data Analytics Professional Certificate - Two years of freelance analytics work with measurable client outcomes - A strong performance on the company's take-home data challenge She was hired over candidates with master's degrees because her practical skills, portfolio evidence, and assessment performance demonstrated exactly what the role required. The hiring manager later noted that her freelance experience had given her better client communication skills than many traditionally credentialed candidates.
03
How to Showcase Your Skills Without Traditional Credentials
In a skills-based hiring landscape, your ability to demonstrate what you can do matters more than paper qualifications. This requires a shift in how you present yourself throughout the application process.
Build a Skills-Based Resume
Traditional resumes lead with education and job titles. A skills-based resume leads with capabilities and evidence. Structure your resume to front-load what you can do, not where you have been.
Start with a skills summary that lists your core competencies with brief evidence for each. Then organise your experience by skill category rather than chronological job history. For each skill, provide specific accomplishments with quantified results.
For example, instead of listing 'Marketing Coordinator at Company X, 2023-2025,' lead with 'Digital Marketing: Managed paid campaigns with combined monthly budget of $50,000, achieving 22% reduction in cost per acquisition across Google and Meta platforms.'
- +Lead with a skills summary section listing your top 5-8 competencies
- +Under each skill, provide specific evidence with quantified results
- +Include links to portfolios, projects, certifications, or work samples
- +Use industry-standard skill terminology that matches job descriptions
- +Remove or minimise the education section if your skills evidence is stronger
Create a Portfolio of Evidence
A portfolio is the single most powerful tool in skills-based hiring. It transforms abstract claims into concrete evidence. The format depends on your field, but the principle is universal: show your work.
For technical roles, this might be a GitHub profile with well-documented projects, a personal website showcasing your work, or contributions to open-source projects. For non-technical roles, consider case studies of problems you solved, writing samples, presentation decks, campaign results, or process improvements you designed.
The key is documentation. Every project in your portfolio should include: the problem you were solving, your approach, the specific skills you applied, and the measurable outcome. This mirrors exactly what interviewers want to hear in skills-based interviews.
- +Document 3-5 substantial projects that demonstrate your core skills
- +For each project, include the problem, your approach, skills used, and measurable results
- +Make your portfolio easily accessible with a personal website or public repository
- +Keep projects current and relevant to the roles you are targeting
- +Include collaborative projects that demonstrate teamwork alongside technical skills
Leverage Alternative Credentials Strategically
Not all alternative credentials carry equal weight. Be strategic about which ones you pursue and how you present them.
Industry-recognised certifications from established providers carry significant value. Google Career Certificates, AWS certifications, Salesforce credentials, PMP certification, and CompTIA certifications are all widely respected by employers. These demonstrate not just knowledge but commitment to professional development.
Micro-credentials and course certificates from platforms like Coursera, edX, and LinkedIn Learning carry moderate value. They are most effective when combined with practical evidence that you have applied the learning. A certificate alone is a signal. A certificate plus a portfolio project that applies the concepts is proof.
- +Prioritise industry-recognised certifications that hiring managers specifically look for
- +Pair every credential with a practical project that demonstrates applied learning
- +List certifications prominently on LinkedIn, where 67% of recruiters search for candidates
- +Keep credentials current through renewals and continuing education
- +Research which certifications appear most frequently in job postings for your target roles
THE EVIDENCE HIERARCHY
In skills-based hiring, evidence is weighted roughly in this order: (1) Demonstrated work output and portfolio projects, (2) Performance on skills assessments and work sample tests, (3) Industry certifications and formal credentials, (4) References who can speak to specific skills, (5) Self-reported skills on resumes. Focus your energy on the top of this hierarchy.
04
Skills Assessments and Practical Tests in Interviews
As companies move to skills-based hiring, interview processes are changing dramatically. Expect more practical evaluations and fewer theoretical questions. A 2025 TestGorilla survey found that 81% of employers now use some form of skills assessment in their hiring process, up from 56% in 2022.
Common Types of Skills Assessments
Skills assessments come in many forms, and understanding what to expect helps you prepare effectively.
Work sample tests ask you to complete a task similar to what you would do on the job. A marketing candidate might be asked to write a campaign brief. A developer might complete a coding challenge. A project manager might be asked to create a project plan from a brief.
Cognitive ability tests measure problem-solving, critical thinking, and learning agility. These are less about what you know and more about how quickly you can process new information and apply logic.
Situational judgement tests present realistic workplace scenarios and ask you to choose the best course of action. These assess decision-making, interpersonal skills, and professional judgement.
Technical skills tests evaluate domain-specific knowledge through practical exercises. These can range from coding challenges on platforms like HackerRank to financial modelling exercises to data analysis tasks.
- +Work sample tests: Complete a realistic job task (most predictive of actual performance)
- +Cognitive ability tests: Problem-solving and logical reasoning assessments
- +Situational judgement tests: Choose best actions in workplace scenarios
- +Technical skills tests: Domain-specific exercises like coding challenges or data analysis
- +Soft skills assessments: Structured interviews and role-play exercises evaluating communication, leadership, and teamwork
How to Prepare for Skills Assessments
The best preparation for skills assessments is consistent practice and real-world application. You cannot cram for a work sample test the way you might cram for a knowledge-based exam.
For technical assessments, practice regularly on platforms relevant to your field. Developers should use LeetCode, HackerRank, or CodeSignal. Data analysts should practice with real datasets on Kaggle. Marketers should stay current with platform tools and build sample campaigns.
For situational and behavioural assessments, review the company's values and the role's core competencies. Most situational judgement tests are designed around the organisation's competency framework. Understanding what they value helps you identify the 'best' response among options.
For work sample tests, focus on process as much as output. Evaluators often care as much about how you approach the problem as the final result. Document your thinking, explain your trade-offs, and show your methodology.
- +Practice regularly on platforms relevant to your field rather than cramming before assessments
- +For work sample tests, document your process and reasoning, not just the output
- +Research the company's competency framework to understand what their assessments are measuring
- +Time yourself during practice to build speed without sacrificing quality
- +After each practice assessment, review what went well and what you would improve
The Rise of AI-Proctored Assessments
An increasing number of companies use AI-powered tools to administer and evaluate skills assessments. These platforms can analyse your coding style, evaluate your problem-solving approach, assess your communication skills in video responses, and even measure how you handle pressure through response timing.
The key to performing well in AI-proctored assessments is the same as in human-evaluated ones: demonstrate genuine skill. AI tools are specifically designed to detect shortcuts, plagiarism, and coached responses. Your best strategy is authentic preparation and honest performance.
One practical tip: many AI assessment platforms allow practice rounds. Always take advantage of these. They familiarise you with the interface, reduce test anxiety, and help you calibrate your timing.
TYPICAL SKILLS-BASED INTERVIEW PROCESS IN 2026
Here is what a typical skills-based hiring pipeline looks like at a mid-to-large company in 2026: Stage 1 - Application: Resume reviewed for skills keywords and evidence of capabilities. No degree filter applied. Stage 2 - Skills Screening: Online assessment testing role-specific skills. Takes 45-90 minutes. Scored automatically. Stage 3 - Work Sample: Take-home assignment or live exercise simulating actual job tasks. Evaluated on process and output. Stage 4 - Structured Interview: Competency-based questions focused on demonstrated skills. Uses standardised scoring rubric. Stage 5 - Team Fit: Conversation with potential teammates. Less about credentials, more about collaboration style and communication. Total time from application to offer: typically 2-4 weeks. The entire process is designed to evaluate what you can do, not where you went to school.
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05
How to Build and Demonstrate In-Demand Skills
Knowing that skills matter more than credentials is only useful if you have a strategy for building and demonstrating the right skills. Here is a practical framework for doing both.
The Build-Apply-Document Framework
Effective skill building follows a three-step cycle: Build the skill through structured learning, Apply it in a real or realistic context, and Document the results as evidence.
Most people stop at step one. They complete a course and add it to their LinkedIn profile. But a course certificate without application is like a driving theory test without road experience. Employers hiring for skills want to see that you have used them, not just studied them.
For every skill you build, immediately find a way to apply it. This could be a personal project, a freelance engagement, a volunteer opportunity, a contribution to an open-source project, or even a well-documented case study based on publicly available data. Then document the outcome with specific metrics and add it to your portfolio.
- +BUILD: Choose one focused learning resource and complete it thoroughly rather than starting five courses
- +APPLY: Within one week of learning, start a project that uses the skill in a realistic context
- +DOCUMENT: Record your process, decisions, and quantified outcomes for your portfolio
- +REPEAT: Add complexity with each cycle to deepen the skill and create stronger evidence
- +SHARE: Publish your work publicly where employers and recruiters can find it
Learning Pathways That Employers Value
Not all learning sources carry equal weight with employers. Here is how they generally rank in credibility:
Tier 1 - Highest credibility: Apprenticeships, industry certifications from major providers (AWS, Google, Salesforce, PMP), open-source contributions with measurable impact, and freelance or contract work with documented outcomes.
Tier 2 - Strong credibility: Intensive bootcamps (12+ weeks), substantial personal projects with real users, professional development programs, and peer-reviewed contributions to your field.
Tier 3 - Supporting credibility: Online course certificates (Coursera, edX, Udemy), hackathon participation, volunteer technical work, and blog posts or articles demonstrating expertise.
The most effective approach combines tiers. A Google Career Certificate (Tier 1) paired with a personal project that applies the concepts (Tier 2) and a blog post explaining your approach (Tier 3) creates a compelling evidence stack.
- +Tier 1 credentials demonstrate professional-grade skill application
- +Tier 2 evidence shows initiative and the ability to apply skills independently
- +Tier 3 materials support your narrative and demonstrate communication ability
- +Combine credentials across tiers for maximum impact on applications
- +Prioritise depth over breadth: master a few skills rather than dabbling in many
Building Skills Through Real Work
The fastest way to build demonstrable skills is through real work. This does not always require a full-time job. Freelancing platforms like Upwork, Toptal, and Fiverr allow you to take on projects that build your skill set while creating a documented track record.
Volunteering your skills to nonprofits and community organisations is another powerful pathway. Platforms like Catchafire, Code for America, and VolunteerMatch connect skilled individuals with organisations that need their help. The work is real, the impact is measurable, and the experience is directly relevant.
Contributing to open-source projects is particularly valuable for technical roles. It demonstrates collaboration, code quality, and the ability to work within established systems. Many hiring managers specifically look for open-source contributions as evidence of genuine technical skill.
- +Freelance 2-3 small projects to build a documented track record with client testimonials
- +Volunteer your skills through platforms like Catchafire or Code for America for portfolio-worthy projects
- +Contribute to open-source projects to demonstrate collaboration and technical competence
- +Offer pro bono work to small businesses in exchange for detailed case studies and references
- +Join online communities where you can collaborate on projects and build your professional network
THE 70-20-10 RULE FOR SKILL BUILDING
Research suggests that effective skill development follows a 70-20-10 pattern: 70% of learning comes from hands-on experience and challenging assignments, 20% from feedback and mentorship, and 10% from formal education and training. Most people invert this ratio, spending most of their time on courses and very little on application. Flip it. Spend 70% of your skill-building time doing real work.
06
The Most In-Demand Skills for 2026
Understanding which skills employers are actively seeking helps you prioritise your development efforts. Based on data from LinkedIn, the World Economic Forum, and employer surveys, here are the skills commanding the highest demand and premium in 2026.
Technical Skills in Highest Demand
Artificial intelligence and machine learning skills top every demand list. This does not mean everyone needs to become an AI researcher. Employers need people who can apply AI tools practically: prompt engineering, AI integration, workflow automation with AI, and data analysis using AI-assisted tools.
Cloud computing and cybersecurity remain in critical shortage. AWS, Azure, and Google Cloud certifications are among the most sought-after credentials. Cybersecurity roles are projected to have 3.5 million unfilled positions globally in 2026.
Data literacy has become a baseline expectation across nearly every role. The ability to read, interpret, and communicate data insights is no longer limited to data-specific positions. Marketing, operations, HR, finance, and even creative roles increasingly require data competence.
- +AI and Machine Learning application: Prompt engineering, AI workflow integration, and AI-assisted analysis
- +Cloud Computing: AWS, Azure, and Google Cloud platform skills with relevant certifications
- +Cybersecurity: Network security, threat detection, compliance, and incident response
- +Data Analysis and Visualisation: SQL, Python, Tableau, Power BI, and statistical literacy
- +Software Development: Full-stack development, DevOps practices, and API integration
Human Skills That AI Cannot Replace
As AI automates routine cognitive tasks, uniquely human skills are becoming more valuable, not less. The World Economic Forum's 2025 Future of Jobs Report identified the following as the most important skills for the next five years:
Analytical thinking and creative thinking top the list. These are the skills that allow humans to frame problems correctly, generate novel solutions, and make judgements in ambiguous situations where data alone is insufficient.
Leadership and social influence are increasingly critical as organisations become more distributed and cross-functional. The ability to align people, manage conflict, and drive collective action is a skill that scales with seniority and commands significant compensation premiums.
Resilience, flexibility, and agility reflect the reality that change is constant. Employers want people who can absorb disruption, adapt quickly, and maintain performance through uncertainty. These skills are assessed through behavioural interview questions and are difficult to fake.
- +Analytical thinking: Ability to break down complex problems and identify root causes
- +Creative thinking: Generating novel solutions and approaches in ambiguous situations
- +Leadership and social influence: Aligning teams, managing conflict, driving collective action
- +Resilience and agility: Maintaining effectiveness through change and uncertainty
- +Curiosity and lifelong learning: Proactively developing new skills and staying current
- +Empathy and active listening: Understanding stakeholder needs and building trust
Hybrid Skills That Command Premium Compensation
The most valuable skill profiles in 2026 combine technical and human capabilities. These hybrid skill sets are rare and therefore command premium compensation.
Technical professionals who can communicate effectively with non-technical stakeholders are in extraordinary demand. A data scientist who can present insights to executives in business language is worth significantly more than one who can only communicate in statistical terminology.
Similarly, business professionals with genuine technical literacy are highly sought after. A marketing manager who understands data pipelines and can collaborate effectively with engineering teams creates more value than one who treats technology as a black box.
The pattern is clear: depth in one domain plus competence in an adjacent domain creates a skill profile that is both rare and valuable. This is sometimes called a 'T-shaped' skill profile: deep expertise in one area with broad competence across related areas.
- +Data + Communication: Ability to translate complex analysis into business insights
- +Technical + Leadership: Engineering or development skills combined with team management
- +Domain Expertise + AI Literacy: Deep industry knowledge combined with practical AI application
- +Design + Strategy: Creative skills combined with business acumen and user research
- +Operations + Technology: Process optimisation skills combined with automation and tooling expertise
SKILL DEMAND DATA: BY THE NUMBERS
Here are the key statistics that should inform your skill-building priorities in 2026: - AI-related job postings increased 280% between 2023 and 2025 (LinkedIn Economic Graph) - 92% of employers say soft skills matter as much or more than technical skills (SHRM) - Workers with hybrid skill sets earn 20-40% more than single-domain specialists (Burning Glass Technologies) - The half-life of a technical skill is now approximately 2.5 years, meaning continuous learning is essential - Employers spend an average of 6.3 seconds on initial resume review, making clear skills presentation critical - 67% of hiring managers have hired someone without the listed degree requirement when skills were demonstrated (Indeed) - Companies using skills-based hiring report 24% higher retention and 36% faster time-to-productivity
08
Your 30-Day Skills-Based Hiring Action Plan
Theory is useful. Action is essential. Here is a concrete 30-day plan to position yourself for success in the skills-based hiring landscape of 2026.
- 01DAYS 1-3: AUDIT YOUR SKILLS - List every skill you possess. For each skill, note your evidence: projects, certifications, work outcomes. Identify gaps between your skills and those listed in your target job descriptions.
- 02DAYS 4-7: BUILD YOUR EVIDENCE PORTFOLIO - Select your 3-5 strongest skills and document them with specific projects, metrics, and outcomes. Create or update your portfolio website or online profile. Ensure each skill has at least one substantial piece of evidence.
- 03DAYS 8-14: FILL CRITICAL GAPS - Identify the 1-2 most important skills you lack for your target roles. Begin a focused learning pathway: enroll in a certification program, start a relevant project, or find a volunteer opportunity that builds the skill.
- 04DAYS 15-20: REVAMP YOUR RESUME AND PROFILES - Restructure your resume to lead with skills and evidence rather than job titles and education. Update your LinkedIn profile with skills keywords, project descriptions, and credential links. Request skills endorsements from colleagues and collaborators.
- 05DAYS 21-25: PRACTICE ASSESSMENTS - Complete practice skills assessments on platforms relevant to your field. Do at least 3-5 mock interviews focusing on skills demonstration using the STAR method. Record yourself and review for clarity, specificity, and evidence quality.
- 06DAYS 26-30: LAUNCH YOUR SEARCH - Target companies that have adopted skills-based hiring. Tailor each application to highlight the specific skills listed in the job description. Follow up with hiring managers by referencing specific skills and evidence from your portfolio.
THE COMPOUND EFFECT
Skills-based hiring rewards consistent investment. Every project you complete, every assessment you practice, and every skill you document compounds over time. The candidate who has been building their skills portfolio for six months will always outperform the one who started last week. Start today, even if you start small.
The Skills Economy Is Here
Skills-based hiring is not a future prediction. It is the current reality. With 65% of employers already prioritising skills over credentials and major companies from Google to the US federal government removing degree barriers, the message is clear: what you can do matters more than where you learned to do it.
This is fundamentally good news for job seekers. It means your path to a great career is no longer gated by a single credential. It means the time you spend building real skills and creating evidence of those skills is directly rewarded. It means that continuous learners, builders, and doers have an unprecedented advantage.
But it also means you need to adapt. A diploma alone is no longer enough. Neither is a resume full of job titles. You need demonstrable skills, documented evidence, and the ability to perform under assessment conditions.
Here is your summary checklist:
1. Understand that skills-based hiring evaluates what you can do, not where you learned it
2. Build a portfolio of evidence that demonstrates your core skills with measurable outcomes
3. Pursue strategic credentials that employers in your target field recognise and value
4. Prepare specifically for skills assessments, work sample tests, and structured interviews
5. Invest in both technical and human skills, as hybrid profiles command the highest premium
6. Practice interview performance regularly, because skills-based interviews assess doing, not just knowing
The job market of 2026 rewards people who can prove their value through action. That is exactly what skills-based hiring is designed to discover. If you have the skills, you now have more ways than ever to demonstrate them.
Go build your evidence. The opportunities are waiting.
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