You’re the boss of your search; congrats!

You’ve just found out that you need to look for a new opportunity, and it’s been forever (perhaps never) that you’ve had to actively search on your own for a new gig. Perhaps your career to date has grown through personal referrals, your network and/or recruiters presenting new roles to you direct. It’s time to dip your toes into a pool of other opportunities to see what’s out there.

Now is when you decide to get active in your search! You might notify your network, check out some job boards, and get excited when you see there are actually a lot of jobs out there.  You update your LinkedIn, your resume, and start applying to the top 5 jobs that look interesting.  Then you wait… nothing comes of it.  Did they receive your application?  Did your carefully written resume end up buried beneath other applicants that are not qualified? You quickly realize you need to take control to get noticed, but how?

I’m going to offer some advice from an in-house recruiter perspective (from my days as Director, Talent Acquisition of Conversant)
Here’s a few things to do, and a few things not to do when looking to get your resume, your brand and your knack on top of the ‘applicant stack’.

Your Elevator Pitch:

  • View yourself as if you are a product, identify your unique features and benefits, and package those into an Elevator Pitch.
  • Your Elevator Pitch is your 30 second pitch about what makes you unique. Practice this with friends and family, ask them for feedback.
  • Your Elevator pitch needs to resonate across email, social media, phone calls and in-person deliveries. Make sure your elevator pitch can be applied across various communication methods.

Your Pitch for Your Network’s Use:
Create a quick summary to share with your contacts. Asking your network to ‘keep an eye out for a sales gig’ with you in mind is not likely to get you anywhere. Instead, send your network an email with a blurb about you to use for making intros and suggesting your candidacy to others. Be clear about positions you are interested in exploring; and keep it positive. I.e.:

After X years of driving new business, launching new products, and scaling the West Coast sales team for X Company; I’ve decided to start searching for a new role. This is a bittersweet decision taken with careful evaluation – my experience to date has sharpened my leadership capabilities, enabled me to build top-performing sales teams across the companies I’ve worked at, and further enriched my passion for next gen technologies that deliver brand solutions.

I’m excited to look at the sea of opportunities and secure a new gig! If you could keep your eyes and ears peeled for me, I would greatly appreciate it. Should you come across an opportunity that aligns with my interests and skill sets, please let me know or feel free to introduce me directly. Here is a drafted blurb on my expertise (and resume attached) to make potential introductions easy for you:

Joe has a degree in Economics from UCLA, he moved to New York shortly after graduation to work as a Sales Planner for a programmatic company and has been in technology sales ever since. 7 years of individual contributor roles and 3 years of player/coach roles with 110% min. quota attainment consistently – he thrives in fast-paced environments selling to agencies and clients direct. Most solutions sold to date are in custom content, native advertising, and cross-platform brand engagement. Joe manages full sales cycle, has aligned sales and marketing efforts for three companies to date, delivering 30% increase in leads generated. Above all, Joe is a man of integrity and drive. He is open to player/coach or individual contributor positions; so long as the solution has clear differentiators and offers brand solutions.

Here’s a few of his noteworthy accomplishments:
List 3-5 quick statements

Here is his contact info:
LinkedIn | Email | Phone

Thanks in advance for your support as my career evolves.

Your Target Company List:
Next, identify what type of company you want to work for next. Do you like the structure and hierarchy of an established company? Do you prefer the nimble, ever changing atmosphere of a start-up? By start-up, do you want a stable Series B with $10M raised or a bootstrap start-up where equity will likely be a big piece of your compensation package? Do you want to stay in the same industry, or venture out? Perhaps you will choose more than one path…but create a couple paths to go down. When the world is your oyster, it’s easy to get lost.

Prepare a target employer list in an organized fashion. For example, see our Activity Tracker as a template to start with. Prepare an initial 25-50 target companies that fit the fill for your career goals. (We suggest you start with target companies rather than posted jobs. Not all jobs are posted so this way, you will be able to connect with immediate opportunities, and perhaps some opportunities that are not visible to others). Research your target companies by leveraging your Linkedin contacts, Quora, trade publications, Glassdoor, Indeed, and others. Look at the open positions, and check your network. If you have an ‘in’ through a connection, leverage that v. applying blindly.

Applying on Employer Career Sites/Posted Jobs:
Applying to open roles without a contact can be like throwing your resume into a void. Ensure you tailor your elevator pitch to express why their company, this role, and why you are qualified. Showcase that you have handpicked their company and the opportunity. Most target company contacts will not take the time to read cover letters, and few candidates tailor lengthy cover letter/resume outreaches. So, be brief and be poignant with your statements – what do they care about, what about you as an individual do you need to highlight? Showcase that and nothing else.  Reaching out to the same Contact: how many times is enough? A rule of thumb is three times. Urgency is important! Wait 2 business days and tap again until you get a thumbs up or down.

Employee Referral Programs:
Leverage your contacts/employee referral rewards for companies that have open posted roles. If you know someone at your target company, then it is in your best interest to have your employee contact introduce you. Most companies offer an employee referral program (it can range from $500 to $5,000) that rewards employees for talent hired. You will find that your candidacy is moved to the top as a result of having an internal advocate. Share your written elevator pitch and your resume directly with your contact prior to applying. Give your contact 2 business days, and if they do not present you to HR or the right contact tap them again. If after 3 business days they have not presented you, apply on the company career site directly.

Leveraging External Recruiters:
Recruiters can provide great insights into the market, as well as potentially have an opportunity that will be a good fit for you. Ask your network which recruiter they recommend. It is worth mentioning that recruiters are paid by companies to fill positions. Role placement or not, you might leverage their expertise for more than their openings (what’s market value, which companies are hiring, which companies are struggling, etc.)

Automation: Use it to your advantage.
Email alerts: Leverage Google alerts for companies of interest to stay current on their latest happenings; it will ensure your outreach attempts are timely & relevant. Setup job alerts for LinkedIn job postings & Indeed job openings, etc. …that way you will receive updates about your target companies and target opportunities. You can also leverage these email alerts to reconnect or follow-up with your target companies. Your second email to the corporate recruiter might read: I noticed your company in the news and thought of your firm (link) with a statement showing you read the article. Looking forward to next steps, or updates.

Be Persistent, Not Pesky.
When you follow-up, do not be apologetic; i.e.: “Sorry to bother you but have you assessed my candidacy yet?” No, No, No. Instead be confident, poised and respectful: i.e.: “I look forward to your feedback on my candidacy – as a professional actively in market, with a high interest in this position, your response is greatly appreciated.”

Also, know when to call it. Time is the enemy, if it takes too long between the initial outreach and updates, and you have tried to reach out 3 times, then it is time to move on. Ask for constructive feedback on why you are not a fit for the role, so that you can learn. Not all recruiters will offer candid feedback, but they appreciate candidates that want to improve.

If you are wondering how to get on top of our stack and want to chat live, just email or

Next step…prepare for the interview you landed!