Do I really need to have a cover letter?

The reality of the job search today is that the cover letter often feels like an artifact—a piece of application correspondence many believe has faded into irrelevance, yet others insist remains essential for standing out. Navigating whether to invest time crafting this document or to skip it entirely and focus solely on the resume is a constant source of confusion for applicants. ^[3][9] There is no universal mandate; the answer exists in a grey area, heavily dependent on the specific role, the industry you are targeting, and perhaps most importantly, the person on the receiving end of your application. ^[4][8]

# Mixed Messages

The digital application process has introduced friction into the cover letter tradition. Some hiring managers and recruiters admit that if a cover letter is not explicitly requested, they might skip it, particularly when facing hundreds of submissions. ^[1] In high-volume scenarios, the initial screening process is often focused purely on keywords and mandatory fields, meaning an optional letter may never reach eyes ready to appreciate nuance. ^[1] When the application portal offers the option to upload a letter but doesn't require it, the applicant faces a calculation: is the time better spent perfecting the resume or developing a tailored narrative?. ^[8]

Recruiters on platforms like Reddit have pointed out that if the job posting clearly states not to include a cover letter, sending one might actually signal an inability to follow directions, which is an immediate detriment. ^[3] Conversely, some experienced hiring professionals view the optional letter as a genuine opportunity to demonstrate initiative, especially if the application process otherwise feels impersonal or highly automated. ^[9] This creates a paradox: providing something unsolicited can either be ignored or viewed as a positive differentiator. ^[8]

# Competitive Edge

Despite the skepticism surrounding optional submissions, there remain clear scenarios where skipping the cover letter is a significant tactical error. If you are applying for a highly specialized position, or if the applicant pool is exceptionally deep and competitive, the cover letter transforms from a formality into a necessary tool for narrative construction. ^[4] A resume excels at showing what you have done—the measurable achievements, dates, and job titles. The cover letter, however, is the only place in the application package where you can effectively answer why you are the right person for this specific role at this specific company. ^[5]

For instance, when pivoting careers, returning to the workforce after a break, or when your resume doesn't clearly explain a non-linear career path, the cover letter serves as the crucial explanatory bridge. ^[3] It allows you to address potential resume gaps or explain why a seemingly tangential past experience is, in fact, highly relevant to the job description’s needs. ^[3] In these situations, the letter isn't just a nice addition; it actively prevents misinterpretation of your professional history.

Consider the difference between applying for a standard administrative role versus a communications director position. For the latter, the ability to write clearly, persuasively, and engagingly—all demonstrated through a strong cover letter—is an intrinsic part of the job function itself. ^[4] If the role inherently demands strong written communication, failing to provide a sample of that skill might be interpreted as an omission of required competency. ^[4]

A practical filter you might apply centers on the perceived difficulty of the selection process. If a job listing appears extremely generic and the application system seems entirely automated, submitting a letter might indeed be a low-yield activity. However, if the role is senior, niche, or clearly requires cultural alignment—perhaps a mission-driven non-profit or a specific client-facing role—the effort spent tailoring the letter is almost always worth the return. ^[9]

What are the three main things needed in a cover letter?

# Reviewer Behavior

Understanding who reads the letters, and when, helps inform strategy. Recruiters often filter candidates based on keywords first. If the letter is not formatted to be easily scanned (i.e., if it’s one massive block of dense text), it risks being discarded quickly, regardless of its content. ^[1] If a recruiter is sifting through fifty applications in an hour, they are looking for quick confirmation of stated qualifications, not a literary essay. ^[1]

However, once a resume passes that initial high-speed screen, it moves to a hiring manager or a team member who is specifically looking for that narrative connection. This second reader is often where the cover letter earns its keep. ^[4] They want to see evidence that you understand their problems and have thought about how your experience solves them, rather than just listing accomplishments. ^[5] Many professionals note that they look for evidence of research into the company culture or recent projects, which confirms the applicant is genuinely interested in them, not just a job. ^[9]

For example, if a company has just launched a new product line, a compelling cover letter will reference that launch and explain how the applicant’s background in a related field directly supports that new initiative. A resume simply lists the past job; the letter provides the strategic context. ^[5] If the letter fails to provide this strategic context, it defaults to being filler, confirming the bias of those who skip it. ^[3]

# Strategic Inclusion

The most critical factor is quality over quantity. A poorly written, generic cover letter is actively worse than sending nothing at all because it signals carelessness or a lack of genuine interest. ^[3] If you are going to invest the time, the letter must be a concise, targeted argument, not a rehashing of your resume. ^[5]

To maximize the impact of a well-crafted letter, focus on tone alignment. If you are applying to a very formal, established financial institution, your letter should maintain a highly professional, structured cadence. If you are applying to a fast-moving, creative tech startup where the job description uses casual language and emojis, matching that energy—without sacrificing professionalism—shows immediate cultural awareness. ^[9] The tone of your letter acts as a subtle litmus test for cultural fit, something a standardized resume cannot convey. ^[4]

A useful mental exercise involves structuring your approach based on the "So What?" test. For every bullet point you might have placed in the letter, ask "So what does this mean for the hiring manager?" If the answer is vague, rephrase it to focus on the benefit you bring to their team. For instance, instead of writing, "I managed the budget for department X," try, "My experience restructuring the budget for department X, resulting in a 15% annual saving, aligns directly with your stated goal of increasing departmental efficiency this quarter". ^[5]

Ultimately, the decision to include one is an exercise in risk assessment and opportunity maximization. If the letter is optional, you are risking a few minutes of the reader's time for the chance to secure a significantly deeper impression. If the letter is strong, customized, and relevant, it serves as a powerful additive piece of evidence; if it is generic or poorly executed, it becomes a liability. ^[3][8] The modern answer to "Do I really need a cover letter?" is this: You need a cover letter only when the job is important enough to you that you are willing to do the necessary work to demonstrate why you are the specific solution they are looking for. ^[4]