🧭 Career navigation: how to read job ads and not waste time

This guide is a quick way to stop ‘drowning’ in job ads and start targeting roles where you are really strong. Below is a step-by-step method for separating must-haves from nice-to-haves, understanding the language/format/location ‘between the lines,’ writing a short response, and asking questions that save weeks.

📝 Job posting reading method — must-haves vs. nice-to-haves and how to cut out the unnecessary

Step 1. The headline and the first five lines.

Look for three markers: role/level (e.g., ‘mid’), domain (fintech/media/energy) and language. If any of the three is a miss, close the tab.

Step 2. Must-haves.

These are the things you can't do without: role language (EN/NO), right to work (if explicitly stated), specific technologies/certificates (‘GWO’, “FSE”, ‘Azure Data Factory’), work rhythm (‘on-call/night’, ‘2/4 shift’), security/clearance. All of these are ‘red flags’. Do you match ≥80%? Move on. No? File it away.

Step 3. Nice-to-have.

‘Would be a plus’: related frameworks, visualisation tools, ‘cloud experience’, ‘norsk plus’. These points won't ruin your chances if you've got the core stuff covered.

Step 4. Evaluation using the 5–3–1 formula.

• 5 — direct hit (core + two ‘pluses’).
• 3 — core is there, one gap can be filled with a project in 1–2 weeks.
• 1 — nice announcement, but not your stack/language/format right now.
• Respond only to 5 and strong 3. The time savings are dramatic.

Step 5. Artifacts.

Compare ‘what I have’ against ‘what is requested in the response.’ Link 1–2 relevant cases (repo, demo, dashboard) — exactly as required.

Moving on to the second block: even perfect ‘technique’ won't save you if you miss the mark on language, format, or geography.

🌍 Language, location, format — how to understand reality for a foreigner based on markers

Language. Look for phrases like ‘working language: English’, "Arbeidsspråk: Engelsk‘, ’Norwegian is a plus‘, ’må beherske norsk skriftlig og muntlig‘. The first and second are green lights; the third is fine if everything else matches; the fourth is a stop signal at the start. Many boards allow you to filter by working language (look for ’Engelsk").

Location. The actual requirements for attendance are often hidden in the text: ‘2–3 office days’, ‘onsite at Fornebu/Lysaker’, ‘shift at the base (Dusavik/Tananger)’, ‘turnus 7/7’. For the ‘capital region,’ look for convenient hubs (Bjørvika/Nydalen/Lysaker), for the ‘city of seven hills,’ look for proximity to Bybanen, and for the ‘technology capital,’ look for campuses and AtB routes.

Format. Flexibility signals: ‘hybrid policy’, ‘core hours’, ‘remote in Norway’. If time zones (EU/US) are important, look for “overlap” and ‘core hours’. For shifts/offshore work — fixed rotations (2/4, 14/14), medical leave is not an ‘option’.

Quick reality check:

language ✅,

format is feasible ✅,

transport/travel arrangements can be sorted out ✅ — we respond.

If any of the three are not met, we save it to our bookmarks and do not click ‘Apply’ right away.

✉️ Responses and communication — a concise cover letter

The purpose of the letter is not to ‘repeat your CV’, but to link the job requirements to your impact. Keep it short, one page, specific to the role.

1. Two-line hook. ‘I'm responding to [role] — I've already solved a similar case: [one number/fact].’
2. Match on must-haves. 3–5 bullet points strictly according to the requirements of the ad (language/stack/format).
3. Impact and metrics. 1–2 results in numbers: uptime/conversion/deadlines; short links to cases.
4. Logistics/format. Availability by date, format (on-site/hybrid/remote), readiness for a test assignment.

Local highlights: respect for core hours, accuracy with calendars, short 15-minute calls offered at specific times; ‘we do our homework’ = we have read about the product/cluster/stack.

Mini-tip: write the letter in the language of the ad (EN/NO). If the text is in Norwegian, but ‘English-first’ is visible in the description, a response in English is acceptable — but show your motivation in Norwegian (courses/plan).

❓ Interview questions — culture, schedule flexibility, team language

About the role and product

• ‘What single metric determines the team's success this quarter?’
• ‘What will my first sprint/two weeks be spent on?’

About language and communication

• ‘What language are stand-ups/documentation/retros conducted in?’
• ‘Is there a plan for Norwegian for new employees (levels/pay/hours)?’

About format and time

• ‘How many office days are required? How are core hours organised?’
• ‘Are there on-call/standby shifts? How are they compensated?’

About culture/feedback

• ‘How do you make decisions: PRD/ADR/calls/async? What is the feedback cycle?’

Answers to these questions save weeks of ‘trying things out’ and give an honest picture of the rhythm.

🚫 Anti-mistakes — what slows us down

• Mass responses. 30 ‘templates’ are worse than 5 accurate hits.
• Unreadable CVs. Two pages, one font, clear structure: ‘contact → 3 cases → experience → stack.’
• Inconsistent cases. The link doesn't open, there is no README/demo, it's unclear ‘what exactly you did.’
• Ignoring language/format. Responding to norsk-only without a language plan; remote desire for a ‘3 days office’ role.
• Phantom requirements. Spending weeks on a rare framework instead of a strong portfolio.

✅ Mini checklist (quick route)

• Create a ‘portfolio card’: 3 cases → one impact figure each.
• Adopt the ‘5-3-1 rule’: respond only to 5 and the strongest 3.
• Set up filters by language/format/city on your boards.
• Write cover letters for specific must-haves, not ‘generic’ ones.
• Ask 4 key questions during the interview: success metrics, language of rituals, office days, on-call/compensation.

Legal disclaimer

This material is for informational purposes only and does not constitute legal or tax advice. Check work permit, status, and tax issues on official websites before applying.

Career navigation in the ‘land of fjords’ is easy when you have a system: quickly weed out mismatches, aim for the ‘top five,’ show impact with numbers, and ask the right questions. Put together a one-pager portfolio, create a priority table, be disciplined in your responses, and in a couple of weeks you will have a short list of interviews instead of a long list of ‘saved’ vacancies.