Get A Job At A Company is a key focus of this guide. Target company has no openings? Here are proven approaches.
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Build relationships before the opening
The most effective strategy for getting into a company that is not hiring is to build genuine relationships there before a role opens. When a role opens, you want to already be known as someone worth talking to.
Express interest directly and professionally
Reaching out to someone in a target role to express genuine interest in working there is unusual enough to be noticed when done well. Keep it specific and professional, not needy.
Check back consistently
A company that is not hiring today will be hiring in three to six months. Setting a reminder to check back regularly and staying in touch with contacts at the company puts you at the front of the line when things change. For more on this, see our guide on find a job without using job boards.
Consider a consulting or contract entry
Some companies are more open to bringing someone in on a contract or consulting basis before converting to permanent. This is an especially viable path when the hiring budget is frozen but the need for the work is real.
Read next
- How to Balance a Job Search with a Full-Time Job
- How to Stay Motivated During a Long Job Search
- How to Use Networking to Find a Job
Frequently Asked Questions
How long does a recruiter spend looking at a resume?
Recruiters typically spend 6-10 seconds on an initial scan. They look for job title relevance, company names, and whether the most recent role is at the right level for the position.
What do recruiters look for first on a resume?
Most recruiters look first at your most recent job title and company, then check dates for gaps or progression, then assess whether the experience level matches what they need.
Should I include a summary at the top of my resume?
Yes, for experienced candidates. A 2-3 sentence summary that speaks directly to your target role helps recruiters understand your value instantly.
How many bullet points should each job have?
3-5 bullets for recent roles, 1-2 for older ones. Each bullet should describe an accomplishment or outcome, not just a task or responsibility.
The visible job market, meaning the postings on LinkedIn and Indeed that everyone can see, represents only about a third of available opportunities at any given time. The other two-thirds exist in conversations that happen before a role is posted, often because a manager told their network they are planning to hire, or because a company is considering creating a new position. Getting access to that hidden market requires a proactive outreach strategy, not just application tracking.
A common mistake I see job seekers make is treating their search like a numbers game. Sending 50 generic applications a week feels productive, but the conversion rate is often less than one percent. Sending ten targeted, customized applications to roles where you have a genuine connection, a referral, or a specific point of differentiation will almost always generate more interviews and better outcomes. For more on this, see our guide on research a company before a job interview.
Tracking your applications in a spreadsheet is not optional, it is essential. Document the company, role, date applied, and contact name for every application. Follow up on every application where you have a specific contact. Set a calendar reminder to check in seven to ten days after applying. Candidates who follow up thoughtfully get callbacks at a significantly higher rate than those who apply and wait.
Your LinkedIn profile does as much work as your resume during a job search. Recruiters who receive your application will almost always look you up before deciding whether to reach out. A LinkedIn headline that reflects your target role, a summary that reads like the opening of a great cover letter, and endorsements from credible colleagues all increase the likelihood that a recruiter’s interest converts into a call. For more on this, see our guide on use a job offer to negotiate a raise at your current job.
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