Recruiter Networking For Jobs

Here's how I kept a healthy network of recruiters and hiring managers I used to struggle to keep in touch with recruiters throughout job searches. Especially after rejections. But I had a recruiter that used to reach out to me every time it was my birthday or a holiday. She was awesome. She still is. We're friends over a decade later.  I kept her contact information in a text file. That's when it hit me: what if I kept track of everyone that contacted me throughout my job search? What if I reached out to them the way that recruiter reached out to me? I made a spreadsheet with recruiters from agencies and recruiters at companies. I added hiring managers too. I had a call list I can use any time I needed work. Because of that I could always talk to a human before submitting a single application—it led to interviews too. Plus, I could get insights to prepare for each interview—like commonly asked questions. Lesson: If you're starting or continuing your job search, keep a record of all the recruiters and hiring managers you talk to. Application: Here are some details you can keep track of: name, company, title, email, phone, LinkedIn, position applied to, and so on. A tool like Careerflow lets you create a database of contacts and attach 'em to job reqs you save. Their chrome extension makes life easy. -- #techjobs #jobseekers

Most recruiters speak to 7–10 candidates a day. Sometimes for the same role. That means, how you tell your story really matters. I've seen incredible professionals lose momentum in interviews, not because they weren’t good enough, but because they took so long to get to the point. Or gave a résumé walkthrough instead of a story. The best interviews? They’re structured. Concise. Authentic. They leave you with clarity and curiosity. Too many candidates: – Take more than 10-15 minutes just to introduce themselves – List company names like a CV, without insight or impact – Share zero energy, reflection or self-awareness – Miss the chance to tailor their story to the role or org – Assume the recruiter will connect the dots for them Here are my 2 bits: 1. Your intro should take no more than 3–4 minutes 2. Start with your why, not just your what 3. Anchor around impact and inflection points 4. Always connect your journey to the role you want Practice like it’s a pitch. Because in many ways, it is.

Our client landed a senior Marketing role with a $30,000+ raise. It took them 18 weeks. Here are 6 strategies they used to make it happen: Context: Our client had spent months applying to marketing roles without much traction. Their applications went unanswered and interviews weren’t turning into offers. The biggest challenge? Competing against candidates with direct Ed Tech experience while theirs was from another industry. We teamed up and helped them build a strategy to position themselves effectively and connect with the right people: 1. They Narrowed Their Scope Instead of applying to everything, they built a targeted list of companies by: - Outlining must-haves (growth potential, team structure, leadership style) - Using LinkedIn and industry reports to identify companies that fit - Prioritizing companies hiring for roles aligned with their skill set This gave them a focused approach rather than a scattered job search. 2. They Focused On Networking Over Apps Rather than relying on job boards, they prioritized connecting with decision-makers by: - Using LinkedIn to connect with hiring managers and peers in Ed Tech - Leveraging college alumni networks for warm introductions - Reaching out with specific, value-driven messages rather than generic requests 3. They Tracked Their Process They tracked their applications and networking messages: - They created a spreadsheet to track applications, networking efforts, and interview progress - They analyzed which outreach methods led to interviews - They refined their resume and messaging based on response rates By using real data, they quickly identified what was working and doubled down on it. 4. They Prepared Intentionally Their networking efforts led to a referral and an interview. Rather than “winging it,” with their interview prep, they: - Completed mock interviews with their coach to identify weak spots - Refined their answers based on real-time feedback - Rehearsed high-impact stories until they felt natural 5. Treated Their Interview Like A Marketing Pitch Instead of just summarizing their experience, they structured their responses to sell their value: - They used a “challenge-action-result” framework for every answer - They tied their past experience directly to the company’s needs - This ensured they stood out as a clear problem-solver, not just another candidate. 6. They Used A Value Validation Project (VVP) Instead of just telling the company what they could do, they showed them with a targeted project: - They analyzed the company’s existing marketing funnel - They built a retention strategy to increase student re-engagement - They presented a data-backed plan showing how similar strategies had driven growth in their past roles That helped set them apart and win the offer.

Hate pitching yourself on LinkedIn? Use the “10:3:1” LinkedIn outreach system a method that builds warm connections, without feeling awkward or salesy. Last week, I spoke to six tech professionals. All job hunting. None with a system. Step 1: Search strategically • Use the search bar. Type roles you want next: “Engineering Manager”, “Product Designer”, “Tech Lead” • Click “People” • Filter by location (e.g. Sydney, Melbourne) • Filter by industry (e.g. Information Technology, Startups) • Add “Current Company” filter if you’ve got a shortlist Step 2: Choose 10 profiles daily (or weekly) Scan for: • Shared backgrounds (bootcamps, unis, career switches) • Work at companies you admire • Mutuals in common Save these to a doc or spreadsheet. Step 3: Personalise the connection note Don’t skip this, people remember those who take the time. 📍 Template: Referencing a post “Hey [Name], just read your post on [topic]super relevant as I’m exploring [similar role or space]. Would love to connect.” 📍 Template: Mutual context “Hey [Name], noticed we both worked in [X] or follow [Y]. Always keen to connect with folks solving interesting problems.” 📍 Template: Direct but friendly “Hey [Name], saw your profile while exploring [industry/role]. I’m currently in transition and learning from others doing solid work. Thought I’d say hi.” Step 4: Engage with 3 of their posts • Leave thoughtful comments (not just likes) • Highlight a takeaway or ask a follow-up • If they haven’t posted, check what they engage with Step 5: Nurture 1 relationship per week • Follow up with a question about their role, team, or journey • Offer something of value (a resource, intro, or perspective) • Ask if they’d be open to a quick virtual coffee Why this works: → You build visibility without spamming → You stand out with relevance → You learn directly from people doing the work Start small. 5 reach-outs per week is plenty. No automation. No sales pitch. Just real conversations. In tech, trust opens doors faster than resumes. If this helped, follow me (Eli Gündüz) for practical tactics that actually move your job search forward.

Even with a vast network, only 7-8% of people on LinkedIn secure better opportunities, while over 90% struggle to switch jobs. To succeed on LinkedIn and get job opportunities, follow these step-by-step guidelines: 1. Define Your Goals: - Before diving into networking, outline your career objectives and desired job roles. - Consider factors like industry, role, and company culture that align with your aspirations. - Identify successful professionals in your desired fields to serve as role models and potential connections.  2. Initiate Connections:   A. Utilize LinkedIn:  - Leverage LinkedIn to connect with professionals in your industry. - Personalize connection requests by highlighting shared interests or mutual connections. - Keep your messages genuine and concise.  B. Attend Events:  - Participate in industry conferences, workshops, and networking gatherings. - Engage in meaningful conversations and exchange contact information. - Follow up with new connections after the event.  C. Conduct Informational Interviews:  - Request informational interviews with professionals whose careers you admire. - Prepare insightful questions and seek advice rather than job opportunities. - Focus on building relationships rather than direct job inquiries.  3. Maintain Regular Follow-Ups:  - Send concise follow-up emails after meeting new connections, expressing gratitude and referencing specific conversation points. - Stay in touch with your network by sharing updates and showing genuine interest in their professional endeavors.  4. Expand Your Network:  - Don’t limit your network to your immediate industry; connect with individuals from diverse backgrounds. - Engage in online forums, webinars, and social media discussions relevant to your field. - Offer valuable insights and connect with like-minded professionals. Additionally, keep in mind: - Focus on quality connections over quantity. - Give back to your network and offer support when possible. - Keep your LinkedIn profile updated and share relevant content to maintain your online presence. Remember, networking goes beyond mere connections; it’s about nurturing genuine relationships. Dedicate time and effort, and your network will prove invaluable in your job search and beyond. #Linkedin #Jobsearchtips #networking

Now is when undergraduates are highly focused on securing and finalizing their summer internship plans. Firms (including KKR) get inundated with emails and LinkedIn messages to network on investment banking, private equity, infrastructure, credit, and consulting. Here are the 𝐭𝐡𝐫𝐞𝐞 things that I have found 𝑴𝑶𝑺𝑻 effective that undergrads can do to successfully network: 1. 𝐃𝐎 𝐘𝐎𝐔𝐑 𝐇𝐎𝐌𝐄𝐖𝐎𝐑𝐊: It sounds obvious, but I find so few undergrads actually do homework before reaching out. Research the firm, the role, and the person. Most successful candidates not only did the pre-work, but referenced their prep work which made it more likely to get a response and help build a rapport.  2. 𝐅𝐈𝐍𝐃 𝐀 𝐖𝐀𝐑𝐌 𝐋𝐄𝐀𝐃 (“Six Degrees of Kevin Bacon?”): You would be surprised that with a just little effort, you can find a warm introduction to a key decision-maker. You are 100x more likely to get a response when you find and leverage a connection. How to do this? Use LinkedIn, ask a professor, talk to a recent alumni graduate who can introduce you to his/her boss, etc. Take the extra step. It makes a difference. 3. 𝐅𝐎𝐋𝐋𝐎𝐖-𝐔𝐏: If you are able to make a connection, follow up on it! I am always surprised when I take time to speak with an undergrad and they don’t follow up. And if your email or call goes unanswered, don’t give up. Think about another angle and try again. You would be surprised at how a little persistence gets attention. Good luck in the recruiting process! Stay energized and optimistic! #Networking #Recruiting #Internships #PrivateEquity #CareerGrowth

Don't Message a Recruiter Like This 🚫 "Hi, I hope you’re doing well! I’m interested in the role you posted: Software Engineer. Based on my experience as Software Engineer, I believe I could be a good fit. Are you open to a quick chat to discuss the position? I’d love to learn more about it. I look forward to hearing from you." 👇 Do This Instead ✅ " Hi [Name], I hope you're doing well. I recently came across the [Job Title] opening at [Company Name] and was impressed by [specific aspect of the company or role]. With [X years of experience] in [Your Field], passion for [relevant industry or skill] and [your skills that matches job requirements], I believe I could contribute to [specific team or project]. I would love to connect and discuss how my background aligns with the needs of the team. Thank you for your time, and I look forward to the possibility of working together!" 🔑 Why The Second Approach Works: ✅ Personalization: Addressing the recruiter by name and mentioning something specific about the company shows that you’ve done your research and are genuinely interested. ✅ Value Proposition: Highlighting your experience and how it aligns with the role demonstrates your suitability and adds value to your pitch. ✅ Professional Courtesy: Acknowledging their time and expressing eagerness to connect makes your message respectful and engaging. Your approach to recruiters can make a lasting first impression—make it count! 💼 #JobSearch #CareerTips #LinkedIn #JobSeekingTips #FirstImpression #BeProfessional #YourNextRole #GetHired #GetInterviews

🎯 Don’t just prep for interviews. Map the decision-makers - and tailor your message for each one. This is where strong candidates become the clear choice. Because here’s the truth: Most people prep for the questions. Top performers prep for the audience. 👇 Here’s how: 👤 1. The Recruiter What they care about: → Are you qualified on paper and in person? → Are you aligned with salary and expectations? What to highlight: ✅ Relevant titles, skills, company types ✅ Clear communication and professionalism ✅ No red flags, good culture fit 💬 Example: “I’ve worked in similar fast-paced environments and understand the expectations around stakeholder management and delivery speed.” 👤 2. The Hiring Manager What they care about: → Can you solve their problems? → Will you make their life easier? What to highlight: ✅ Business results tied to your function ✅ Thought process behind decisions ✅ Experience with similar challenges 💬 Example: “When I joined X, we were struggling with [similar pain point]. I led [strategy] which resulted in [outcome] - and freed up my manager to focus on strategic work.” 👤 3. Cross-Functional Peers (Product, Ops, Finance) What they care about: → Will you collaborate well? → Do you understand their world? What to highlight: ✅ Communication style ✅ Experience working across silos ✅ Empathy and clarity 💬 Example: “I partnered closely with Finance to redesign our forecasting model - that alignment helped us prioritize more accurately and cut wasted spend by 18%.” 👤 4. Senior Leadership (VPs, C-level) What they care about: → Do you think like a leader? → Can you represent us externally and internally? What to highlight: ✅ Strategic thinking ✅ Business acumen ✅ Executive presence 💬 Example: “When our team hit a ceiling with user growth, I reframed the goal - shifting from acquisition to retention - and drove a cross-functional initiative that lifted net retention by 12 points.” 🧭 The mindset shift: - Don't prep the same way for every round. - Prep with stakeholder influence in mind. They’re not just evaluating your answers. They’re deciding: Can I see this person leading here, with us? 💬 Which type of stakeholder do you find most challenging to connect with in interviews? Follow me for more advanced job search strategies that help experienced professionals stand out - not burn out.

Sick of being ghosted after a job interview? Whenever I was interviewing, I applied this psychology principle that got me feedback from the recruiter 99% of the time: The principle of consistency and commitment (See Influence by Dr. Robert Cialdini). This principle means that people have a psychological need to act in line with their commitments (commitments are statements they have agreed to or actions they have taken before). For example, Stanford researchers persuaded 76% of homeowners to put a huge, ugly billboard reading "Drive Carefully" on their front lawn. The homeowners agreed to do so because 2 weeks earlier, they had put a tiny "Be a Safe Driver" sign on the window of their car. That's how they had committed (with a small action) to driving safety. ➡️ If you want the recruiter and hiring manager to come back to you after the job interview, try this: 1. Make them commit to providing feedback by asking this question: How would you describe the feedback culture in your team? Their answer to this question is the commitment they're making toward you. (Hopefully, it's not "we just ghost each other all the time.") 2. Follow up after the interview and highlight the things that resonated most with you, one of them being the feedback culture. Most people will want to stick to their commitment and get back to you. And if they don't, you'll know you're not missing out on anything by not working together with them.  #hiringandpromotion #LinkedinNewsEurope

Job Boards vs. Networking — What’s Actually Working in 2025?   If you're still only applying on job boards and hoping for the best, you might be missing out.   Here’s the reality:   Job Boards: ✔️ Quick access to roles ✔️ Best for entry-level & volume hiring ❌ Crowded — 300+ applicants per role ❌ ATS filters before your resume even gets read   Networking: ✔️ More personal, more targeted ✔️ Referrals = higher interview chances ✔️ Gets you noticed before a job is even posted ❌ Slower — but far more strategic   In 2025, smart job seekers are combining both — but leaning heavily on relationship-building to cut through the noise.   Here’s how:   1️⃣ Use job boards to identify roles & target companies 2️⃣ Look up employees, recruiters, or alumni on LinkedIn 3️⃣ Reach out using a short, genuine message (like this one)   📩 Sample Message Template:   Hi [Name], I came across your profile while exploring opportunities at [Company Name]. I admire your journey and would love to learn more about your experience. I'm currently [mention your field or interest briefly], and any advice you have would be truly appreciated. Thanks in advance — wishing you continued success!   4️⃣ Engage with their content or drop a thoughtful comment 5️⃣ Follow up — respectfully, not aggressively   Remember: Employers hire people, not just resumes.   More conversations = more opportunities.   Struggling to land interviews?   Fill out the Google Form in the first comment — and I’ll send you my FREE Resume Checklist (just for this week) to help you fix the most common mistakes I see every day.   What’s worked best for you — job boards, networking, or both?   Let’s hear your experience 👇 #JobSearch2025 #NetworkingWorks #CareerAdvice #ResumeTips #HiddenJobMarket #OpenToWork #ReferralPower #ATSResume #JobHunting #LinkedInTips