Flashback to 2016 (yes, we’re hopping on the latest TikTok trend).
You’re a recent graduate, resume freshly printed on heavy paper, power suit newly purchased from J.Crew. Avicii’s Levels hums in the background as you admire your ready-for-work reflection. We could go on... like the lingering trail of Hollister perfume.
The outfit was the interview: Structured blazer. Sensible heels. Statement necklace doing most of the personality heavy lifting. You didn’t just prepare for the role. You dressed for the idea of it.
This wasn’t about vanity. It was about survival.
Looking “professional” meant looking like everyone else who wanted the job just as badly. Appearance became shorthand for competence. You wore the uniform because that’s what you were told success looked like.
Cut back to today.
You’re reading this in sweatpants or workout clothes. Maybe mid-workday. Probably very employed.
Over the last few years, the hiring market has quietly but decisively relaxed. Remote work, burnout, and the collapse of performative hustle forced a long-overdue reality check. The blazer was never doing the work. Skills were. Communication was. Adaptability was. No amount of tailoring ever guaranteed performance.
So, does it matter what you wear to an interview anymore?
Short answer: Not in the way it used to.
Long answer: It still matters, but differently.
Across creative and marketing teams, hiring has shifted away from performative signals of competence and toward skills-based evaluation.
Hiring leaders today are less concerned with whether someone looks the part and far more interested in whether they can adapt, problem-solve, communicate clearly, and navigate change. Especially now, when teams are being asked to do more with less, adopt AI tools responsibly, and move faster without burning out.
These skills don’t show up in a blazer, a keyword-stuffed resume, or a perfectly curated LinkedIn profile. They show up in how candidates think on their feet, respond to ambiguity, and articulate what they bring to the table. And that shift is exactly why interview attire matters less than it once did: it’s no longer doing the heavy lifting.
Which brings us to the first real rule of modern interview dressing: context matters more than conformity.
There used to be a universal answer about interviews: business professional. Full stop.
That truth doesn’t hold anymore.
Today, startups, creative teams, tech companies, and even traditional corporate environments are prioritizing fit for the role and the culture over rigid dress codes. What’s appropriate depends on the work, the team, and the environment.
Everything about interviews is contextual now. If you’re a lawyer heading into court, yes, you’ll need that suit. But if you’re interviewing for a content marketing role at a law firm with offices up and down the East Coast, chances are you’ll have more freedom. The expectations aren’t one-size-fits-all anymore, and pretending they are only leads to unnecessary stress.
The shift is simple: dress intentionally, not traditionally.
For hiring managers, this shift is revealing. Candidates who understand your brand, your audience, and your constraints usually know how to show up. Overdressing or underdressing isn’t a moral failure. It’s a misread of context.
And when that intuition isn’t immediately clear, a little research goes a long way.
Before you overthink it, gather context:
For hiring managers, this moment matters too. Clear signals reduce friction and help candidates focus on the conversation, not second-guessing their outfit.
When expectations are transparent, interviews become more productive for everyone.
Here’s what most candidates underestimate.
Interviewers are rarely evaluating outfits piece by piece. They’re evaluating presence.
Can this person communicate clearly? Can they explain their work without hiding behind jargon? Can they listen, respond, and think in real time?
Preparation shows up in posture, clarity, and confidence. Not in owning the right jacket.
Yes, show the tattoo. No, don’t phone it in.
Even as interviews become more casual, effort remains non-negotiable. Especially in a market shaped by AI tools and compressed timelines, hiring managers need people who show up prepared and intentional, whether it’s in person or on Zoom.
What you wear matters only if it supports clarity and confidence.
If your outfit pulls attention away from your words, ideas, or presence, it’s doing too much.
“The key is to keep your outfit and accessory choices polished and purposeful so they don’t distract from your skills and credentials,” advises Forbes.
Simple, practical considerations still apply:
These aren’t about vanity but respect. Interviewers often draw a dotted line between attention to personal details and attention to work.
Homogeneity used to feel safe. Now it feels outdated.
Many hiring and marketing leaders are actively looking for people who don’t all look, dress, or present themselves the same way because individuality often signals perspective, creativity, and confidence. Especially in an era where AI is flattening voices and sameness is everywhere, realness stands out.
The goal isn’t to shock or perform. It’s to show that you know who you are and take pride in that.
Wear something that makes you feel confident. A button-up blouse or polo is rarely a bad choice, and for video interviews, it’s okay to loosen the tie. The goal isn’t perfection but ease. When you feel comfortable and prepared, that confidence comes through louder than any trend.
At the end of the day, the most valuable thing anyone brings into an interview isn’t an outfit. It’s judgment, experience, and the ability to show up as a real person. That’s why at Artisan Talent, we focus less on surface signals and more on real capability, context, and fit. Because hiring isn’t about finding someone who looks right on paper. It’s about partnering with people who can do the work and grow with it.