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| Cindy Tan, a managing director at Meta, says that getting a degree is just "table stakes" when it comes to excelling in your career. Cindy Tan |
Forget the Ivy League credentials Meta’s Cindy Tan believes that what really sets top job candidates apart today isn’t the school they graduated from, but their hunger to keep learning.
For years, a college degree was seen as the golden ticket to a prestigious job in tech. But according to Cindy Tan, Managing Director at Meta, the real differentiator in today’s hiring landscape isn’t formal education it’s micro-credentials, curiosity, and a proactive approach to learning.
“The traditional setup of education, where you get a degree, is table stakes,” Tan told Truth Sider in a recent interview. “The real opportunity is in micro-programs.”
Degrees Are Just the Beginning
Tan, 47, has been leading Meta’s client operations across the Asia-Pacific region since 2021. Before joining Meta, she held executive roles at TripAdvisor and BBC News, and she’s also the author of the career guide Own Your MAGIC.
Despite her deep roots in high-level corporate roles, Tan challenges the traditional emphasis on diplomas and degrees.
“I’m not saying that we should all not do our degrees anymore,” she clarified. “But I think there’s more to it whether that’s your social experiences or being more entrepreneurial.”
Tan emphasizes that degrees are now a baseline, not a standout. In an evolving tech ecosystem, where innovation moves faster than most academic curriculums, what matters more is how a person stays up to date and how willing they are to adapt.
Micro-Learning for Macro Impact
One of the most powerful ways to stay relevant, Tan says, is through micro-credentials short, skills-based courses often offered through platforms like Coursera, edX, and LinkedIn Learning.
She points to her own experience taking a generative AI course through a Singapore government program, even though she works at Meta a company at the forefront of artificial intelligence.
“There is still so much I could learn,” she said. “The only way to learn is to practice and experience that for yourself.”
To illustrate, Tan compared learning AI to her lockdown-era baking journey.
“I can look at YouTube videos, read the recipes but you’re not going to learn as fast unless you actually practice it,” she explained.
That hands-on mentality has informed how she applies AI in both her professional and personal life.
At work, she uses AI to summarize long videos and conduct research more efficiently. At home, her daughters experiment with AI to tutor themselves or create comics, while she uses it to plan travel itineraries such as a recent two-week U.S. trip where she prompted a chatbot to map out the whole journey from the East to the West Coast.
Demonstrating Curiosity Is the New Must-Have Skill
What Tan values most in a candidate isn’t their diploma it’s whether they actively seek out learning opportunities. She believes that micro-learning shows a mindset of growth, and that self-directed learners are more likely to succeed in high-pressure, fast-moving work environments like Meta.
“Continuing to pick up new skills even after college demonstrates your curiosity, inquisitiveness, and passion for learning,” she said.
And she’s not alone in that thinking.
Accenture CEO Shares a Similar Outlook
Julie Sweet, CEO of consulting giant Accenture, echoed Tan’s philosophy in a January episode of the In Good Company podcast. She revealed that during interviews, she always asks candidates one question:
“What have you learned in the last six months?”
It’s not about the subject matter, Sweet said it’s about whether someone can show that they’re engaged and willing to grow. Even learning to bake a cake counts.
“If they can’t answer that question, then we know they’re not a learner,” Sweet concluded.
Hiring in the AI Era: It’s Not About Pedigree It’s About Agility
In today’s workplace, where AI, automation, and digital transformation are disrupting nearly every industry, static knowledge is no longer enough. Skills must be constantly refreshed, and hiring managers are adapting their expectations.
Cindy Tan’s approach reflects a broader trend in the tech world: a shift away from rigid qualifications toward agility, adaptability, and hands-on skill acquisition. What matters now is not where you studied, but whether you’re continually evolving with the world around you.
A degree might open the door but it won’t get you the job, and it certainly won’t keep you competitive. The best candidates in 2025 and beyond will be those who keep asking questions, try new things, and pursue knowledge independently.
If you're job hunting or just want to stay ahead, consider this your signal to enroll in that AI course, experiment with new tools, or revisit a forgotten skill. In Tan’s view, those are the exact moves that will set you apart and land you the next big opportunity.
