Recruiter Networking For Jobs

Stop (only) applying for jobs. I'm serious. While everyone will help, here is what actually works: ✅ Spend that time building relationships with people at companies you want to work for. Here's the math no one talks about: 100 applications = 2-3 callbacks (if you're lucky) 10 genuine connections = 5-7 opportunities How do I know? Hiring and getting hired are very similar. So far, all my hires were referrals and introductions. All my clients came through the same. I've placed hundreds of designers. The ones who got hired fastest? They weren't the ones with the most applications. They were the ones who: → DMed designers at target companies about their work (I've hired people who did this at Miro) → Commented thoughtfully on posts from hiring managers → Asked for 15-minute coffee chats, not job talk at first → Built relationships BEFORE they needed them (that's the actual gold here) Real example from last week: The designer spent 3 months engaging with the design lead's content. When a role opened up? She got a DM: "We have something perfect for you." Never even posted publicly. Meanwhile, 847 other designers are fighting over the LinkedIn posting 👹 But here's the part no one teaches you — WHO to reach out to: ✓ Someone I aspire to get to know ✓ Someone's career I aspire to have ✓ Someone who works where I'd like to work ✓ Someone who may be going through similar challenges ✓ Someone I will have lots to talk about And here's how I prioritize companies and roles: First, I map out my network: → Find all my previous colleagues — where do they work now? → Find all open roles — what's relevant and what sounds like the best fit? → What can I see about those environments from JDs and career websites? This gives me a targeted list of: ✨ Companies where I already have warm connections ✨ Roles that actually match my skills ✨ Environments I'd thrive in (not just survive) Smart networking > no applications > successful hires. Every. Single. Time. The best jobs aren't advertised. They go to people already in the conversation. So stop being application #248. Start being the person they think of first. Your time is better spent building one real connection than sending 20 applications into the black hole. Trust me on this one. 💬 How did you get your last role: application or connection? Tell me and let's do some market research together ⬇️

You’ve heard of a post-interview thank you note. Now get ready for the post-rejection thank you note! I see WAY too many job seekers viewing rejection as the end of the line. They cut ties with everyone at the company. These are people you spent 30-60+ minutes connecting with! They know your value, they know what you offer. They can be some of the best leads for new roles if you let them. So instead of letting rejection be the end of the line… Send a Post-Rejection Thank You note! Here's how to write one in 4 parts: 1. Thank them for taking the time to consider you 2. Wish them a ton of success with the hire they made 3. Mentioned specific things that you loved about the company, team, and speaking with them! 4. Ask if it'd be ok for you to stay in touch For example: "Hi Jamie, Thanks so much for taking the time to chat with me last week! I heard the team made a hire, I'm super excited for you all and I'm wishing you a ton of success with [Initiative]. I really enjoyed interviewing at [Company], and I especially enjoyed our chat about the future of blockchain in the health tech space. If you're up for it, I'd love to stay in touch! Either way, have an awesome rest of the week." Now set a calendar invite to follow up with these people once / month. Aim to add value with your touch points. I promise they'll lead you to more opportunities.

1:1 coffee chats are the best way to network ☕ Here's how I turned them into interviews at companies like Microsoft, LinkedIn, and Amazon. My 9-step formula for virtual & in person coffee chats: (I did this with acquaintances, old coworkers, and complete strangers at my target companies to get job referrals)  1/ Watch the Clock Before you start the conversation, thank the other person for their time and confirm how much time they have. Don't be the person who goes over the allotted meeting time by assuming. 2/ Nail Your Intro This is your elevator pitch that should include these 3 things: - Brief background on who you are - Why you wanted to meet with them - Your goals 3/ Ask Great Questions Come prepared with questions. Some ideas: - their background/role - challenges they overcame - specifics about their company, culture, product, etc. 4/ Show You're Worth It When you talk about your experience, tie it back to how it relates to the role/team you're interested in at that person's company. Does the role require managing multiple clients? Great! Weave in how you've done something similar. 5/ Ask for Feedback It's ok to ask for feedback and if the other person thinks you're a fit for certain roles or the company. If they think there's a skills gap, ask for their advice on how to bridge it. 6/ Ask for Intros "Is there anyone else at your org or outside the org that would be helpful to talk to?” The best opportunities can come from this ask. The other person might intro you to 1-3 other people in their network. 7/ Offer to Help Them Don't just ask how you can help. Ask them what their goals are for the year. Then use that information to see how you can help. 8/ Winding Down At the end of the call, thank them for their time. Then ask if it's ok to keep them updated so you have a reason to reach out in the future. Don’t forget to send a thank you note after the call. 9/ The Follow Up If they gave you any advice (resume tips, resources to look into), do it and follow up to let them know you did it. This is the best way to keep the conversation going beyond the first call and establish trust. Important: Use this as a guide, not a script. Not all your 1:1 coffee chats will happen this way but having structure is helpful. Don't expect to land a referral on the first meeting either. It may take several interactions before someone is comfortable enough to do that. Give this strategy a try and level up your networking game! --- Reshare ♻ to help someone’s job hunt. And follow me for more posts like this.

𝐓𝐡𝐞 𝐕𝐚𝐥𝐮𝐞 𝐨𝐟 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐢𝐧 𝐑𝐞𝐜𝐫𝐮𝐢𝐭𝐦𝐞𝐧𝐭 Recruitment is known as a fast paced industry, but there’s one part of our role as recruiters that can’t be rushed; building relationships. In my experience, creating long-term relationships with our clients, candidates, and colleagues is invaluable. Not only does this approach lead to better hiring decisions, but it also shapes careers, fuels business growth, and creates networks of trust that last for years. Here’s why long-term relationships should be the foundation of any great recruitment strategy: 𝟏. 𝐓𝐫𝐮𝐬𝐭 𝐢𝐬 𝐄𝐚𝐫𝐧𝐞𝐝 𝐎𝐯𝐞𝐫 𝐓𝐢𝐦𝐞  The best partnerships – whether with clients or candidates – aren’t built in a single conversation. They develop over time, through consistency, honesty, and delivering results. When businesses work with recruiters they trust, they gain a true partner, not just a service provider. The same applies to candidates. Many of the strongest hires come from professionals we’ve known for years and placed more than once. 𝟐. 𝐀 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐓𝐨𝐝𝐚𝐲 𝐂𝐨𝐮𝐥𝐝 𝐁𝐞 𝐚 𝐂𝐥𝐢𝐞𝐧𝐭 𝐓𝐨𝐦𝐨𝐫𝐫𝐨𝐰 One of the most rewarding aspects of long-term relationship-building is seeing how careers evolve. Many candidates we’ve placed early in their careers have gone on to become hiring managers or senior leaders, and when they need to build their own teams, they often return to the recruiters they trust. A single placement can turn into a lifelong professional partnership. 𝟑. 𝐒𝐭𝐫𝐨𝐧𝐠𝐞𝐫 𝐂𝐥𝐢𝐞𝐧𝐭 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐋𝐞𝐚𝐝 𝐭𝐨 𝐁𝐞𝐭𝐭𝐞𝐫 𝐇𝐢𝐫𝐢𝐧𝐠 𝐃𝐞𝐜𝐢𝐬𝐢𝐨𝐧𝐬  Understanding a company’s culture, leadership style, and long-term growth strategy takes time. The deeper that understanding, the better the hires. Clients who treat recruiters as strategic partners rather than short-term vendors see the biggest return on investment – not just in speed to hire, but in quality and retention. 𝟒. 𝐂𝐚𝐧𝐝𝐢𝐝𝐚𝐭𝐞 𝐄𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞 𝐌𝐚𝐭𝐭𝐞𝐫𝐬  In today’s job market, candidates expect a personal, transparent process – one where they feel valued beyond a single application. A recruiter who stays in touch, offers advice, and provides genuine career guidance builds relationships that last. And when candidates have a great experience, they refer others, expanding the recruiter’s network even further. 𝟓. 𝐋𝐨𝐧𝐠-𝐓𝐞𝐫𝐦 𝐑𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬 𝐒𝐭𝐫𝐞𝐧𝐠𝐭𝐡𝐞𝐧 𝐘𝐨𝐮𝐫 𝐑𝐞𝐩𝐮𝐭𝐚𝐭𝐢𝐨𝐧  The recruitment industry is built on trust and reputation. The most successful recruiters are the ones known for honest, long-standing relationships that create value for both businesses and professionals over time. At the end of the day, recruitment is about people, not transactions. The strongest partnerships aren’t measured in placements but rather in careers built, businesses grown, and trust earned.

Recruiting is all about timing. The best recruiters are constantly getting to know great talent and realize that the folks they speak to today may not get hired for months or even years 😮 ‎ In the early days of Gem‎, we talked to hundreds of people & had regular touchpoints over the span of 1+ year to hire our first 10 engineers. It took several years before some folks were finally ready. People aren’t always open to new opportunities. Maybe you catch someone at the perfect time, but not usually. That’s why getting to know someone and then staying top of mind for when they start to look is so important. This is true in so many professions… sales, marketing, real estate, but especially in recruiting. The relationships you build grow & compound over time and become your competitive advantage.

Most companies think the more recruiters they engage, the better their chances of finding the right hire. Not true. I’ve seen firsthand how committed relationships between recruiters and clients lead to better results. Working with fewer clients, but with more dedication, has transformed our approach. When 70% of our work became retained, the quality of hires skyrocketed, and our team’s energy soared. It’s proof that commitment drives success - for both the recruiter and the business. If you’re a recruiter, be confident that less can indeed be more. Fewer clients, more commitment, better returns. If you’re hiring, think about the quality of hire you need. How can your recruiters deliver top talent when juggling countless roles with little commitment? We don’t need to settle for the broken no-win no-fee recruitment model that works for very few.

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.

Is networking still the fastest way to land your dream job? Applying for role after role can feel like shouting into an empty universe. Up to 80% of jobs are filled through networking. If you’re not building connections, you’re missing out on hidden opportunities. Why networking works ✅ Jobs aren’t always advertised – The best roles get filled before they even hit job boards. ✅ People hire people – A warm introduction beats a cold resume. ✅ You skip the competition – Instead of being one of 500 applicants, you’re a direct referral. How to network without feeling awkward 🔹 Think conversations, not favours – Ask for insights, not a job. 🔹 Start with who you know – Friends, former colleagues, mentors. 🔹 Use LinkedIn strategically – Engage in discussions, send genuine connection requests. 🔹 Attend industry events – In-person or virtual, be visible. 🔹 Give before you take – Share insights, job leads, and support others. How a coach can help you master your networking 💡 Craft a strong introduction – So you stand out authentically from the crowd. 💡 Refine your LinkedIn strategy – Be seen by key decision makers. 💡 Identify hidden job opportunities – Leverage your network the right way. 💡 Hold you accountable – No more “I’ll do it later.” 🚀 Your dream job could just be a conversation away. Who can you reach out to this week? Need a networking strategy? Let’s chat! DM me to get started. 💬✨ #Networking #CareerGrowth #WomenInBusiness #DreamJob #CareerCoaching

𝗜𝘀 𝗬𝗼𝘂𝗿 𝗝𝗼𝗯 𝗦𝗲𝗮𝗿𝗰𝗵 𝗗𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗬𝗼𝘂𝗿 𝗧𝗶𝗺𝗲 𝗮𝗻𝗱 𝗘𝗻𝗲𝗿𝗴𝘆 𝘄𝗶𝘁𝗵 𝗟𝗶𝘁𝘁𝗹𝗲 𝘁𝗼 𝗦𝗵𝗼𝘄 𝗳𝗼𝗿 𝗜𝘁? The hidden cost of relying on traditional job applications is more significant than you might think. You're investing precious time and energy only to face: • Endless rejections from automated systems filtering out your resume. • Getting lost in a sea of applicants without ever hearing back. • Missing out on job opportunities that never even make it to job boards. 𝗢𝘃𝗲𝗿𝗮𝗹𝗹 𝗶𝗺𝗽𝗮𝗰𝘁: You're wasting valuable resources by putting all your hope in a broken process that isn't designed to work in your favor. There's a different way. It's not easy, but it's doable. Consider this: • 𝗕𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 with people in your target industry gets you closer to real opportunities. • 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 bypasses the resume pile. • Personal referrals dramatically increase your chances of landing interviews. It's not about perfecting your resume for ATS systems. It's about creating direct connections with decision-makers. A successful job search is built through consistent networking and personalized outreach. I've taught 100+ job seekers how to skip the application pile and get interviews through referrals. 𝗙𝗼𝗿 𝗲𝘅𝗮𝗺𝗽𝗹𝗲, 𝗼𝗻𝗲 𝗼𝗳 𝗺𝘆 𝗰𝗹𝗶𝗲𝗻𝘁𝘀 𝘄𝗮𝘀 𝘀𝘁𝘂𝗰𝗸 𝗶𝗻 𝘁𝗵𝗲 𝗲𝗻𝗱𝗹𝗲𝘀𝘀 𝗮𝗽𝗽𝗹𝗶𝗰𝗮𝘁𝗶𝗼𝗻 𝗹𝗼𝗼𝗽 𝗳𝗼𝗿 𝟴+ 𝗺𝗼𝗻𝘁𝗵𝘀. 𝗔𝗳𝘁𝗲𝗿 𝗳𝗼𝗰𝘂𝘀𝗶𝗻𝗴 𝗼𝗻 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝗶𝗻𝗴 𝗮𝗻𝗱 𝗯𝘂𝗶𝗹𝗱𝗶𝗻𝗴 𝗴𝗲𝗻𝘂𝗶𝗻𝗲 𝗰𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻𝘀, 𝘁𝗵𝗲𝘆 𝗹𝗮𝗻𝗱𝗲𝗱 𝗮𝗻 𝗶𝗻𝘁𝗲𝗿𝘃𝗶𝗲𝘄—𝗮𝗻𝗱 𝘂𝗹𝘁𝗶𝗺𝗮𝘁𝗲𝗹𝘆 𝗮 𝗷𝗼𝗯 𝗼𝗳𝗳𝗲𝗿—𝘄𝗶𝘁𝗵𝗶𝗻 𝟱 𝘄𝗲𝗲𝗸𝘀 𝗲𝗮𝗿𝗹𝗶𝗲𝗿 𝗶𝗻 𝟮𝟬𝟮𝟰. So, what's one step you're taking today to build your network instead of applying aimlessly? Share your strategies in the comments below!

Are you spending 99% of your job search on applications… and wondering why nothing moves? It’s time to flip the strategy. Here’s what most job seekers get wrong: They send out dozens of cold applications into the void, hoping something clicks. But the truth is, most great opportunities never even hit the job boards. So, what actually works? ✅ Reaching out to employees at target companies. ✅ Building relationships before roles open. ✅ Having coffee chats with industry peers. ✅ Creating value before asking for anything. ✅ Direct messages to hiring managers. ✅ Joining professional communities. ✅ Getting internal referrals. I’ve helped hundreds of professionals land their dream roles, and guess how they did it? Through personal outreach. Not job boards. Because that’s where the real opportunities emerge. Think about it: → Hiring managers want to reduce risk → Teams prefer candidates they already know → Decision-makers trust warm introductions → Companies value pre-vetted referrals I see this every day: Someone gets hired because they built a connection months before the role even opened. 💡 The takeaway? Fix HOW you approach your job search → Fix your success rate. P.S. For more updated strategies, insights, and networking techniques, Join my Career Spotlight Group. It’s where I share resources before they go public. 👉 Join here - https://lnkd.in/gB22r3_b #JobSearchTips #Networking