Recruiter Networking For Jobs

I managed a 70 person recruiting team, hired thousands of engineers, and was told that the facebook recruiting team had an internal blog breaking down my outbound approach bc so many engineers had shared it internally... These are my outbound sourcing maxims. 1. get good at email - use the prospect's personal email (NEVER INMAIL!!!!) - subject line must be about THEM (but not basic "go trojans!") - declare your intent ("I think you fit for our team") - 90% of message should be about THEM - people like to be liked - list why you are impressed by them - humor helps most of the time - DO NOT TALK ABOUT YOURSELF - DO NOT LINK JOB DESCRIPTIONS - SERIOUSLY STOP WTF - ... sell the conversation, not the job Two main takeaways here. One, approaching someone and telling them that you are amazing "gives the ick." This is as true in recruiting as it is in dating. Two - don't force existential consideration early. If you give lots details about the opportunity, people will find every reason to find that it's not a fit. Also, you're coming on too hard. 2. you need to contact WAY more people than you think - good response rate = >20% - good interested response rate = >10% - only a fraction of those who take a call will actually be a fit - == >50 outreaches per day for most roles ... seriously, LOTS OF OUTBOUND, and it's gotta be good. I used to not even check my email until I'd sent 50 outbounds every day. Each outbound had to meet my conditions above. 3. people are most honest at the outset - take advantage - more time in process == candidate is more likely to WANT the job - people who WANT something are more covetous of it - and people who want something might not be entirely open ... the stakes are low on the first call - so candidates are more likely to be open about their needs - so you should do everything you can to get them NOW. 4. STOP TALKING!!! ("god made you with two ears...") - people love to talk about themselves (if it feels safe!) - 30 minute call? Candidate should be talking for 27 of them - ask good questions, think "Hot Ones" quality - goal: figure out what they care about - ... then spend 3 minutes delivering a supremely tailored pitch Bad recruiters pitch at the outset, with no idea what the candidate cares about. Great recruiters find the buttons, then push them. 5. move as fast as possible once you have the right one - people want to feel wanted... - time is typically interpreted as disinterest (even if that's not accurate) - so, move fast as you possibly can, give clarity about next steps, etc ------------------------------------------ The succinct version... - Write great emails - Write a lot of emails - Ask deep questions early - Listen before speaking - And don't dilly dally when you have the one Easy to write. Hard to do. But this is 100% my blue print.

3 Contacts With The Best Chance To Get You Hired (& 2 Easy Ways To Find Them): Networking for your job search? Some contacts are going to be more valuable than others. Here are the ones we've seen the most success with when it comes to our clients: 1. Start By Understanding The Org Chart Most corporate structures operate with a similar org chart:  - Chief [Department] Officer  - VP, [Department]  - Director, [Department]  - Manager, [Department]  - Individual Contributors These can vary by industry and the titles can change though, so use LinkedIn to look up employees and get a feel for the org chart (you can compare each employee’s experience to their title). 2. The Hiring Manager Is Your Top Priority The hiring manager for the role is going to be the person with the most influence over your ability to get hired. You usually won’t know who that is with certainty though. So go ahead and find 2-3 people whose job title aligns with the level above the role you’re applying for. (E.g. applying for a Manager position? Look for a Director in the same dept.) 3. Peers Are The Next Best Option Peers are people who work at the company and hold the same title as the job you’re targeting (preferably in the same org). For example, if you’re targeting a Senior Director of Marketing role? You want to look for other Directors and Senior Directors. These people will likely be part of the interview process and have the hiring manager’s ear. 4. Colleagues On Supporting Teams The next tier of influence are colleagues who work on supporting or adjacent teams. For example, if the role is a Enterprise Sales Executive role, you could look at:  - Sales Executives on other teams  - Colleagues in roles who support sales  - Etc. These people likely have relationships with the people on the hiring team. 5. How Many People Should You Find Per Company? If you’re doing this right, you should be tracking your job search efforts and using that data to tell you how many contacts you need. But if you’re not, our default recommendation is around 10-15 contacts per company. That means that, even with a 10% success rate around referrals, you’ll still land one. 6. How Do You Find These Contacts? The first method uses LinkedIn’s people search: 1. Head to LinkedIn 2. Run a search for the job title of the tier of contact you’re targeting 3. Use the “Company” filters to filter for your target company Boom! There’s a list of all the people in that role. 7. How Do You Find These Contacts? The second method is uses LinkedIn’s post search: 1. Run a search for the job title on LinkedIn 2. Filter for “Posts” 3. Under “More Filters” use the “Author’s Company” filter and add your target company 4. Now you’ll see any posts about hiring for the job title you want - their authors are probably good people to connect with

Last week in my client's 1:1 I shared the networking advice worth €399. Today I share it here for free. Because if I hear again: "Networking is unbearable" "I don't have time" "I don't know where to start" ... I will start blocking people who look for excuses instead of answers. Dont wanna network? Cool. Stay junior forever then. Because from ALL the hires I've ever made, the best ones came through someone who knew someone. If you're a senior designer who "doesn't have time to network"? You are not serious in making the cut in 2025. If you are, but dont know where and how to start, this post will literally change your career trajectory. 1. START WITH YOUR WARM NETWORK Follow exactly these steps: LinkedIn → My Network → Connections → Search → All Filters → Past Companies Choose the ones where you worked. Example for me: N26, Miro. Result: 10+ pages of first-degree connections. These people: → Shared projects with you → Know your work quality → Can introduce you to others → Actually answer your messages But no. You want to cold message CEOs or recruiters instead. 🙄 2. TARGET YOUR DESIRED NETWORK Pick 5 dream companies. Go to their LinkedIn pages → People → Filter by location + role. Example: Berlin + Product Designer Now you have a list of people who: ✅ Work where you want to work ✅ Do what you want to do ✅ Live where you live Revolutionary, right? 3. USE THE "GIVE, GIVE, GIVE, ASK" FRAMEWORK Stop asking for favors immediately. Instead: → Comment on their posts with actual insights → Share relevant articles → Ask SHORT, meaningful questions Make yourself visible BEFORE you need something. 4. THE 15-MINUTE RULE Someone recently sent me a 45-minute meeting link. FORTY. FIVE. MINUTES. Before they even shared what they need. Are you insane? Nobody owes you 45 minutes of their life. Start with 15. Respect people's time. Maybe they'll offer more. If not - make these 15 minutes count. ITS a lot actually if you use this time well. 5. WHAT TO ACTUALLY WRITE ✅ Get their name right (yes, this needs to be said) ✅ "How are you?" - basic politeness opens doors ✅ Skip the autobiography - talk about THEM ✅ Explain WHY them specifically ✅ Clear call to action at the end Not: "I'd love to pick your brain" But: "I'm curious about your transition from IC to management at X - would you be open to a brief chat?" HERE'S THE THING: You don't need to network with 10 people weekly. One meaningful conversation every two weeks? That's 2 new connections monthly. 24 per year. Each knows 10 relevant people. Do the math. And honestly? Those networking conversations might be the most stimulating part of your entire week. I know for me they are. So when you say "I don't have time"... You're really saying "I don't prioritize my career" And that's fine. Just don't complain when your peers get the roles you wanted.

Want to unlock career secrets and get advice straight from the insiders? 🔑 Stop guessing and start asking! One of the most powerful (and underused) networking tools is the Informational Interview. This isn't a sneaky job hunt trick! It's a brief, 15-20 minute chat focused on learning from someone's experience – their career path, industry insights, or company culture. Think of it as a career exploration coffee chat, often virtual! But how do you ask without sounding awkward or demanding? Use this simple email/message prompt to craft the perfect request: 👇 Prompt: -------------------- Help me write an email asking for an informational interview. To: [Person's Name] ([Person's Job Title] at [Company Name]) From: [Your Name] ([Your relevant status, e.g., Student, Job Seeker in X field]) How I found them: [e.g., LinkedIn, mutual connection, saw them speak] Goal: Learn more about their experience in [Their field/company/role]. Ask for: A brief 15-20 minute virtual chat. Keep the email polite and respectful of their time. -------------------- This structure shows you've done your research, clarifies your intent, and makes it easy for them to say YES. Start building meaningful connections and gaining invaluable knowledge! Found this prompt useful for your networking toolkit? Hit the like button 👍 or reshare it 🔄 so others can benefit too!

Most recruiting outreach dies in the inbox. The culprit is NOT your subject line or your company pitch. It's the missing “Why now?” One crisp, timely reason beats generic every time. Teams using personalized messages in Gem see 73% engagement. Ben Horowitz (a16z) says "Hire for strength, not lack of weakness." Same applies to sourcing: be specific about why THIS person fits NOW. We've tested this across 100s of sequences. Here are 3 lessons that changed how we think about recruiting: 1. Recruiters Master Timing (Not Pitching) Most recruiters sell opportunities. Elite recruiters solve timing problems. The difference? You're not convincing someone your company is great (hopefully that’s obvious). You're reaching them at a moment when your role solves their current problem. Before: "We're an exciting company doing innovative work. Interested in chatting?" After: "You just led Acme's security rollout; we're halfway through ours and need someone who can finish it before Q1 close." The first pitches your company. The second diagnoses their moment. Broadcasting vs. precision. 2. The Formula That Proves You Did The Work Why now: [recent trigger] → [specific fit/impact] because [team/company moment]. Engineer: "You just shipped user permissions at Acme; we're building the same thing and need someone who's solved this before." AE: "Your last two wins were multi-stakeholder, 6-fig expansions; our renewals playbook needs that exact muscle this quarter." PM: "Your open-source release hit 2K stars last month; our product is at early launch stage and needs a PM with that instinct." Designer: "Your redesign increased conversions 40%; we're rebuilding our checkout flow and need someone who's driven results." The structure ties THEIR recent win to YOUR current need. 3. When There's No External Trigger (Create The Why Now) No recent launch? No role change? Match their rare skill to your company's inflection point. You've led 3 marketplace launches; we're at the build-vs-buy decision for ours and need someone who's seen both sides." Or: "You're one of 50 people who've scaled support from 10 to 100 agents; we're at that exact inflection point." The trigger isn't always their moment. Sometimes it's YOUR company's moment that creates urgency. Their specific experience + your immediate need = timing. Test it. Track reply rates in Gem's analytics. —— Recruiters who explain “why me?” get replies. Recruiters who pitch generic “opportunities” get ignored. When you reach candidates at the right time… You unlock conversations that FEEL inevitable. P.S. Before you send any message today, add one “why now” sentence. Stop selling. Start timing. P.S.S. h/t Josh Lowman for the graphic inspo!

Prepare for every job interview by recognizing that your personal brand is as crucial as your resume. Your personal brand is essentially the distinctive narrative you wish to convey about yourself in a professional setting, defining who you are, your strengths, and what sets you apart. Here's a guide to cultivating a robust personal brand during interviews: 1. Self-Exploration: Before branding yourself, delve into self-reflection. Identify your strengths, values, and passions that distinguish you. 2. Spotlight Your Strengths: Showcase your unique strengths, be it problem-solving, leadership, or creativity. Align these strengths with the job requirements. 3. Consistent Online Presence: Ensure your online presence on platforms like LinkedIn aligns with your personal brand. Update profiles with professional content and a suitable photo. 4. Emphasize Achievements: Highlight your accomplishments in your resume and interviews. Provide specific examples that demonstrate positive outcomes and quantify achievements when possible. 5. Dress for Success: Your appearance contributes to your brand. Dress appropriately, erring on the side of slightly overdressed. 6. Be Authentic: Let your personal brand reflect your true self. Authenticity is key; don't attempt to be someone you're not. 7. Communicate Effectively: During interviews, communicate with clarity and confidence. Non-verbal cues like eye contact and a firm handshake are just as vital as verbal communication. 8. Gratitude Post-Interview: After the interview, send a thank-you note reinforcing your personal brand. Express ongoing interest in the role and your eagerness to contribute to the company's success. Remember, building a personal brand is an ongoing endeavor, not limited to interviews but integral to your entire career. Consistency in your brand presentation makes you memorable, relatable, and appealing to potential employers.

Networking feels awkward because you’re doing it wrong. You don’t need to master small talk or attend every event. You need to be genuine. Here’s what actually works: 1/ Comment thoughtfully on posts before sending connection requests 2/ Share valuable resources with no strings attached 3/ Follow up after conversations (most people don’t) 4/ Ask questions and actually listen to answers 5/ Offer help before asking for favors 6/ Connect people who should know each other 7/ Show up consistently, not when you need something 8/Send voice notes or quick videos instead of formal emails 9/ Remember details about people’s lives and projects One genuine connection beats 100 superficial ones. Quality always wins over quantity.

In my early career, I thought networking was all about building as many connections as possible. But I quickly learned that effective networking isn't about the quantity of your connections—it's about the quality. Throughout my career, the connections that have truly made a difference weren’t the ones where I just asked for help—they were the ones where I made it easy for others to want to help me. If you want to make others genuinely want to help you, it’s crucial to move beyond simply asking for favors. Instead, focus on creating value and building relationships where both parties benefit. So, how can you do the same? Here are four tactical tips to help you network effectively: ✅ Do Your Homework Before reaching out, research the person or company you’re interested in. Understand their work, challenges, and how you can add value. For instance, instead of asking a connection for job leads, do your own research first. Identify specific roles and companies you’re targeting, and then ask if they can help with an introduction. This approach shows initiative and respect for their time. ✅ Be Specific in Your Ask Whether you’re asking for an introduction, advice, or a referral, be clear and concise about what you need. For example, instead of asking, “Do you know anyone hiring?” say, “I noticed [Company Name] is looking for a [Role]. Would you be open to introducing me to [Person]? I’m happy to send you my resume and a brief write-up you can pass along, too.” This shows that you’ve taken the initiative and makes it easier for your contact to say yes. ✅ Offer Mutual Value When requesting a meeting or advice, frame it as a two-way conversation. Instead of saying, “Can I pick your brain?” try something like, “I’d love to exchange ideas on [specific topic] and share some strategies that have worked for me.” This not only makes your request more compelling but also positions you as someone who brings value to the table. ✅ Follow Up with Gratitude After someone has helped you, don’t just say thank you and disappear. Keep them in the loop on how their help made an impact. Whether you got the job, secured the meeting, or just had a great conversation, let them know. This closes the loop and makes them more inclined to help you in the future. Your network is one of your greatest assets—nurture it well, and it will be there for you when you need it most. What’s one networking tip that’s helped you build stronger connections? *** 📧 Want more tips like these? Join Career Bites - free weekly bite-sized tips to supercharge your career in 3 minutes or less: lorraineklee.com/subscribe 📖 You can also get behind-the-scenes stories, updates, and special gifts for my upcoming book Unforgettable Presence: lorraineklee.com/book

A resume IS NOT required when you meet with people (aka network)! The thought of networking without a resume may sound crazy. But read on and you’ll never want to bring your resume to another networking meeting again. If you were already employed and asked to meet with someone, would they ask for your resume? No, they wouldn’t. So why do you feel you need a resume to have a conversation with someone? You do need to have a solid agenda and specific questions for the meeting, but not a resume! Networking should be about gathering and sharing mutually beneficial information. DO NOT start your conversation or email asking for a meeting by declaring you are job hunting. It’s not the main reason you want to meet. Remember, your purpose is to learn or catch up. YOU ARE MEETING TO ACQUIRE INFORMATION Believe it or not, some people network all the time, even while employed. Having conversations with people outside of your company enables you to stay up on industry trends and perhaps learn about some of the projects they are working on. This isn't a bait and switch. You aren't hiding your job search. I guarantee you, you will have the chance to explain your job hunt at some point during the conversation - just don't lead with it! NETWORKING = AIR Networking can rejuvenate how you feel about your job or your job search the same way oxygen reenergizes your body. AIR is an acronym that stands for 🎈 Advice (career advancement, job search, career-changing) 🎈 Information (company, industry trends, news) 🎈 Recommendations (associations to join, books to read, skills to develop, people to talk to) What questions do you want answered or what information will help you? Think about some of these: ◾ What are the biggest challenges you see in the [industry] right now? ◾ Have you tried implementing new processes or procedures recently? How did that work for you and your team? ◾ Why do you think … ◾ What are you seeing… WHAT INFORMATION CAN YOU SHARE? You have knowledge and experience and you’ve learned some lessons along the way. Listen for opportunities to interject your thoughts. Better yet, carefully plant questions that will give you the opportunity to share your ideas. Think about the other people you have met with along your networking journey and the stories they have shared with you. Will any of this information be helpful to the person you are meeting with? ⚙Be a conduit of information, a connector, an informed professional, and valuable. A resume is not required. JUST IN CASE Here’s my belief…If you are networking and people are asking you for your resume, you aren’t making the purpose of your meeting clear. To head off the request for a resume, be sure to include a link to your LinkedIn profile when you reach out to someone and request a meeting.

Directors and VPs: Your network is expiring right now, and you do not know it. I see this every week with the senior professionals I work with. They have impressive titles, strong track records, and a LinkedIn connection count that looks healthy on paper. But the moment they need their network, they discover the truth. It was never a network. It was a contact list. Here is what separates the professionals who get called first for opportunities from the ones who are still waiting: 𝟭. 𝗔𝘂𝗱𝗶𝘁 𝘆𝗼𝘂𝗿 𝗻𝗲𝘁𝘄𝗼𝗿𝗸 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗱𝗼 𝗮𝗻𝘆𝘁𝗵𝗶𝗻𝗴 𝗲𝗹𝘀𝗲 Identify the ten people most relevant to where you want to go next. Then ask yourself one honest question: when did you last add value to any of them without needing something back? A contact list waits to be activated. A network grows whether you need it or not. 𝟮. 𝗟𝗲𝗮𝗱 𝘄𝗶𝘁𝗵 𝘃𝗮𝗹𝘂𝗲, 𝗻𝗼𝘁 𝗿𝗲𝗾𝘂𝗲𝘀𝘁𝘀 Before asking for anything, give something first. Share a relevant article, acknowledge a genuine win, or offer an introduction that benefits them. The senior professionals with the strongest networks are not the best askers. They are the most consistent givers. 𝟯. 𝗕𝘂𝗶𝗹𝗱 𝗿𝗲𝗹𝗮𝘁𝗶𝗼𝗻𝘀𝗵𝗶𝗽𝘀 𝗼𝗻𝗲 𝗹𝗲𝘃𝗲𝗹 𝗮𝗯𝗼𝘃𝗲 𝘆𝗼𝘂𝗿 𝘁𝗮𝗿𝗴𝗲𝘁 Most professionals network laterally. The ones who grow fastest network upwards. Identify five people who are already where you want to be in three years. One relationship at that level is worth more than fifty connections at your current one. 𝟰. 𝗠𝗮𝗸𝗲 𝘆𝗼𝘂𝗿 𝗼𝘂𝘁𝗿𝗲𝗮𝗰𝗵 𝘀𝗽𝗲𝗰𝗶𝗳𝗶𝗰, 𝗻𝗼𝘁 𝗴𝗲𝗻𝗲𝗿𝗶𝗰 Never send "I would love to connect and explore opportunities." It signals zero preparation and zero respect for their time. Reference something specific about their work, their company, or their recent activity. Specificity signals you did the work. Generality signals you did not do it. 𝟱. 𝗦𝘁𝗮𝘆 𝘃𝗶𝘀𝗶𝗯𝗹𝗲 𝗯𝗲𝘁𝘄𝗲𝗲𝗻 𝗰𝗼𝗻𝘃𝗲𝗿𝘀𝗮𝘁𝗶𝗼𝗻𝘀 Networking is not a series of one-off interactions. It is a presence you maintain over time without an agenda. Comment meaningfully, respond to updates, and check in without needing something. The professionals who get called first are not always the most qualified. They are simply the most present. A network is not built when you need it. It is built long before that moment arrives. And the professionals who understand this are never the ones caught starting from zero. Save this post if you are a Director or VP who knows your network needs attention. If you are ready to work on your positioning and your network intentionally, send me a message. I want to make sure it is the right fit before we start.