A job search has the same structure as a sales pipeline: leads come in, you qualify them, you reach out, you follow up, and you close. Most candidates skip straight to the last stage by sending a resume into a portal, which is the equivalent of cold pitching with no brand, list, or follow-up.
The job-hunt funnel
Example math for a focused list of 800 hiring managers. Your conversion rates will vary by role, market, and proof.
Treat interviews as your leads and offers as your closed deals. A funnel can be measured and improved; a pile of applications cannot.
Think like a salesperson
Track every step in a simple sheet: profile views, connection requests sent, accepted, replied, and interviews booked. Fix the weakest stage first, not the one you like working on. If you can see where the funnel leaks, you know exactly what to fix.
Make your profile do the selling
Outreach sends people to your profile, so a weak profile wastes every message you send.
Post short videos covering wins, failures, and lessons. Honest failures build more trust than a highlight reel. Your goal is simple: when a hiring manager checks your profile, they see proof, not just claims.
Optimise your profile with our free tool →Find the right hiring managers
Applying through a portal puts you in a crowd. Prospecting puts you in front of the person who owns the hire. Target the hiring manager or team lead, a senior person in your function, or someone whose team is growing.
- Search your target job title plus the company on LinkedIn.
- Filter by company, location, and role level.
- Check who posts about hiring or team growth.
- Save 20 to 30 names with their role, why they fit, and one recent post or company update.
A short, researched list beats a long, random one.
Send a connection request that earns an acceptance
Pick one strategy and keep the note short, specific, and free of a resume or job ask.
The goal of the request is acceptance, not an offer. Reference something real and specific, and write comfortably under LinkedIn's current connection-note limit.
Show, don't just tell
After they accept, record a 60 to 90 second Loom video with your face on screen.
- 1Hook (0–10 sec): greet them and mention the company or a specific project.
- 2Insight (10–40 sec): show one observation about their business, team, or product.
- 3Value (40–70 sec): explain how you would add value, with one real example.
- 4Ask (70–90 sec): suggest a short call and make it easy to say yes.
If there is no response, send a voice note under 45 seconds three to five days later, then a short final nudge a few days after that. Every touch should add something new; never send “just checking in.”
Scale it carefully
For a small, specific list of 20 to 30 people, do it manually for the highest personalization. If you need more reach, LinkedIn automation can handle sending and sequencing while you personalize the inputs.
Automation scales the process, but it does not fix a weak profile or weak message. Personalize every message, keep volume modest, and check LinkedIn's current rules before using automation.
Close the interview like a sales call
Getting the interview is the lead. The interview is where you close.
- ✓Discovery first: ask about the team's goals and biggest challenges before talking about yourself.
- ✓Match your proof to their pain: use examples that map to what they told you.
- ✓Handle objections calmly: address concerns about experience or fit with evidence.
- ✓Close clearly: ask about next steps and the timeline.
- ✓Follow up within 24 hours: summarize how you can solve their key problem.
Interviews are won by the candidate who understands the problem best, not the one who talks the most.
Track and improve every week
Review these numbers each week, then change one thing at the weakest stage: the connection note, Loom hook, profile banner, or interview close.
Run the funnel this week.
- Day 1: update your banner, headline, and Featured section.
- Day 2: build a list of 20 hiring managers.
- Day 3: send your first 10 connection requests.
- Day 4–5: record and send Loom videos to everyone who accepts.
- Day 6: send voice notes to anyone who has not replied.
- Day 7: review your numbers and fix the weakest stage.
Momentum in a job search comes from running the process, not waiting for the perfect profile.
Made by Tejas Jhaveri. Follow @tejas_jhaveri on Instagram for more playbooks like this.