Hi! Just want to share something I've said a couple times recently: don't rule yourself out before the person screening you rules you out.

What do I mean? Recruiters are looking at hundreds of resumes for positions and they are looking for any possible reason to rule you out as a candidate so they can work towards a manageable stack of resumes from qualified candidates.

At the resume review point in the game, they are just screening you to make sure you are a somewhat reasonable fit for the position, meet the basic qualifications, aren't a weirdo, etc.

Some things you can do that cast doubt:

1. Put language like "Aspiring CSM" or "break into tech" or a bunch of buzzwords like "SaaS | Health Tech | Customer Success" on your resume or LinkedIn. A recruiter will see that and may immediately assume you don't have CS experience/might not bother taking the time to confirm this.
2. Place your therapy creds in prominent spaces (LinkedIn title, summary, education at the top of the resume, identifying as a therapist ONLY in your professional statement). Same deal - the first question is, "why is this therapist applying for this job? it must be a mistake?" and the person will not bother figuring it out.
3. Participate in activities on LinkedIn that indicate that you don't know what you are talking about or are new to CS. It's okay that you don't know what you're talking about btw, but you should think about how your activity positions you as a CSM to people who don't know you and most importantly, how it creates value and demonstrates how you think.

Overall: it's totally cool that you don't have direct experience and eventually you will find a company that values you for what you do offer as therapists. But you have to think about how to position yourself as a suitable candidate in order to make it far enough in the interview process to demonstrate your value.

This is an example of being strategic if you are ever curious about what people mean when they say they want candidates who are strategic thinkers. Think about: who your audience is, their priorities, what they value, and how you can appeal to those things to get them to do what you need them to do. In this case, your audience is a recruiter. Later in the interview process your audience will change. This style of thinking will carry you far into your career in CS because eventually your audience will be buyers.