To harness the transformative powers of artificial intelligence (AI) and gain a competitive edge in their respective industries, technology managers are looking to add professionals with unique mindsets and skillsets to their teams.

They are discovering that the path to change doesn’t require highly paid consultants or managerial titles but team members who can see things others miss, advocate for change and improve the way specific processes run, not just carry out duties and tasks.

Hiring managers screening candidates are looking for a deeper skillset: someone who can lead change and not just execute, confirmed Damien Howard, CEO and founder of staffing agency Grant Wagner, as well as a member of the Forbes Business Development Council.

If you possess transformational attributes or have a history of innovating and enabling change, the question is, how do you communicate those abilities to a hiring manager? Here are some things you’ll want to emphasize in order to position yourself as a transformational candidate during the hiring process.

Demonstrate Customer Focus

In today’s consumer-driven economy, demonstrating the ability to understand internal and external customers and put their needs at the center of every decision and deliverable is table stakes for being a change agent, noted Jen Swanson, CEO and principal advisor at Tuckpoint Advisory Group and expert on transformational hires.

To prove that you possess a customer-centric way of doing your job, provide detailed examples of the problems you’ve solved, who you solved them for, the actions you took, and the result.

Don’t worry about coming up with a “moonshot” solution, Swanson pointed out. Transformational people are curious. They see the connections between small, everyday problems that others don’t and tie them together to form some sort of solution.

Market Yourself as a Problem Solver

Promote yourself as a solver of business problems first and a tech professional second, advised William Arruda, CEO of Reach Personal Branding.

The goal of change agents is to make an impact on the company’s top and bottom lines which makes technology the “how to,” not the driver, he explained. Therefore, you need to provide proof that you can identify and resolve problems through the application of people, process and technology.

Be sure to highlight the steps you took to address the challenge (even if you failed) because it shows a bias not for not only recognizing the problem but doing something about it, Swanson added.

Emphasize Your Ability to Lead through Influence Not Authority

Transformational hires have a knack for bringing people together, building rapport, fostering collaboration and trust and creating support for change—all without having a managerial title.

For instance, if you’ve had the opportunity to lead through influence as part of a cross-functional team or when presenting ideas to stakeholders or suggesting new ways of working, these are the examples you want to highlight in your resume and during interviews.

“You don’t need to have climbed to the top of the mountain to make your point,” Swanson said. “You just need to demonstrate the ability to chart a path to the top that others can follow.”

Highlight Your Learning Agility

The ability to learn new things both from formal settings and experience is the key to driving innovation and growth. That’s why transformational professionals make an effort to keep themselves sharp.

To prove that you have the passion and ability to learn new things and apply them to new situations and problems, don’t just talk about what you’ve done but what you plan to do to stay ahead of changes in technology. This can include acquiring new skills and competencies.

Showcase Examples of Innovation, Adaptability and Resilience

Transformational professionals not only demonstrate the ability to think outside the box but to be resilient and adaptable in the face of failure without losing momentum. “Don’t be afraid to talk about failures when describing your work experience,” Howard said.

Describe your entire innovation process from evoking a fresh idea, to how you thought about it, how you garnered buy-in, overcame challenges or failures, adapted and executed. That approach will inevitably lead to a crucial discussion about culture and whether you are the right person for the job and the work environment.

Change is often influenced by executive support, along with the company’s culture and values, so it behooves both parties to assess and confirm the cultural fit before moving forward.

Link Communication, Curiosity and EQ

Curiosity is the essential catalyst for coming up with new ideas and solutions. How can you demonstrate curiosity during an interview?

Curious people are more likely to observe, wonder, listen intently and ask questions during an interview. However, producing an idea is only half the battle. To get others onboard, you need to pitch it in a persuasive, uncomplicated way, Arruda said.

Change is inevitable, yet it is often fraught with challenges and resistance. It takes excellent communication skills and emotional intelligence (EQ) to overcome resistance and move forward.

There has never been a better opportunity for technology pros to have a seat at the strategy table, Arruda said. Pitching yourself as a change agent in an effective and accurate way can tip the scales in your favor during the hiring process.