Many early-stage startups prioritize product development and sales. For generalists wanting to break into this environment, the challenge is how to position their diverse skills. Unlike specialized roles, where titles like "software engineer" or "salesperson" clearly define responsibilities, generalists often struggle to articulate their value. The author suggests that instead of overthinking titles or how to frame their skills for resumes, candidates should focus on demonstrating their ability to contribute. The "show not tell" approach is key. Most candidates submit standard applications, relying solely on resumes. A more proactive strategy involves reaching out directly to founders or hiring managers with personalized messages. Instead of expressing vague interest, candidates should highlight specific ways they can add value. Founders are often pressed for time and prefer candidates who can identify problems and propose solutions before being hired. This strategy not only enhances the candidate's visibility but also helps clarify what type of work they enjoy. To put this into practice, the article offers concrete examples. For instance, if applying to a company like Meter, which is hiring for various operations roles, candidates should research the company's needs and send a tailored report with actionable insights on how they can contribute. In another example involving a new startup called Meridian, candidates might analyze the user experience of their product and suggest improvements, then present this to the founder. This level of initiative not only differentiates candidates but also helps them better understand their own career interests.