April 15, 2025 • 21 mins
- Plant Now, Win Later: Use a simple strategy to build job opportunities, inspired by "plant a tree today."
- Smart LinkedIn Outreach: Craft thoughtful messages to leaders, positioning yourself as a solution, not a job seeker.
- Multiple Irons in Fire: Connect with many companies for opportunities now and years ahead.
- Solution Method: Reach leaders above you with value-driven messages to build trust early.
- Track Connections: Manage outreach and follow-ups to stay visible without being pushy.
- Fast or Future Results: Get quick wins or set up for bigger roles over time.
https://moveupcareers.com/strategycall
https://podcasts.apple.com/us/podcast/the-job-interview-experience/id1538223546
https://moveupcareers.com/survey
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Matthew (00:03):
There's an old proverb.
I am sure you've heard it.
The best time to plant a tree is20 years ago.
The second best time to plant atree is today.
Today we are going to talk abouta technique to get a better job,
and this is that best time to dothings as.
(00:26):
20 years ago, or maybe 20 monthsago, or maybe 20 days ago.
And second, best time is today.
However, unlike a tree, this canwork within two hours, that's
not why we're going to implementthis.
We are going to do this to getfurther in your career, to get a
bigger, better job to promoteyourself.
This is not for your currentcompany.
This technique only applies to adifferent job somewhere else.
(00:50):
To do that, the best way.
To move forward is to have a lotof irons in the fire.
If you are obsessed with gettinga job at Apple, good for you.
I actually think that's cool.
However, I wouldn't put all ofmy chips on.
The number nine F forever, Maybeevery once in a while it will
(01:12):
hit, but it can be a lot of painand a lot of waiting and a lot
of lost opportunity in themeantime.
What we're going to talk aboutis a way to get ironed in the
fire for today, next month, nextyear, five years and 10 years
down the road.
This can work really quick.
I've seen it work very fast.
However.
(01:32):
Like I said, that's not reallythe idea here.
That just might be some goodluck or incredibly good timing.
What won't work is not usingthis.
Now you can listen to this andsay, Hey, that's really cool.
That's for people withinitiative or that's for
somebody else.
If you don't do this, I highlydoubt anyone will ever reach out
(01:53):
to you and do the opposite.
Today we're talking aboutstrategic long-term approach by
making just a couple very smalloutreaches on LinkedIn.
Not the spammy kind, not thedesperate kind.
The desperate kind, Hey, I needa job.
I'm unemployed, I got laid off.
Help me those really don't workwell.
The thoughtful, value drivenapproach that weaves in my
(02:15):
solution method builds newrelationships before you need
them.
Whether you are a directoraiming to break into a VP role
or simply laying the foundationfor your next big opportunity,
this strategy will help youposition yourself as a solution,
not a job seeker.
(02:36):
I know the strategy worksbecause I've coached people on
doing it, and it's insane whereit can get you.
If you don't target a company'sprobably not gonna target you.
Imagine going into a sandwichshop and really craving a Reen
sandwich, but you just walk inand you say, I want something to
eat, and there are 20 things onthe menu.
First off, they're probablygonna keep asking you questions,
(02:58):
and it's not likely that if youjust say you want a sandwich,
that you're gonna get the reen.
If you go in there and you say,Hey I'm here for your Reuben,
please, your chances of gettinga Reuben are a hundred percent.
That applies to this methodbecause if you don't go ask for
what you want, if you don't knowwhat you want, it's really
difficult to get it.
Before we get into the how to dothis, let's talk about the why.
(03:20):
Reaching out to recruiters,which is part of this, I think
it's even better to reach out toleaders, hiring managers before
you're on the job.
Hunt gives you leverage.
You are showing up as curious,capable and connected, not needy
or reactive you I'm going tohelp you position this and I'm
going to give you a templatethat you can use to send so that
(03:41):
you are doing your best work.
your skills are.
very best they've ever been.
And you can give even more to acompany like theirs.
You want to do your best workthere because your skills better
align with what they need andwhat they're not getting.
It's about building professionalequity in the form of
relationships, visibility andtrust.
And the reason this is so goodto do when you're not on the job
(04:04):
search You don't have thatdesperation, that need for
something new to urgentlyhappen.
first off, figure out who youwanna reach out to.
If you throw darts at the wallon this one, you're gonna hit
everything.
You wanna identify.
Leaders in roles, one step aboveyours or two steps above yours
at companies you admire that youwanna work for.
(04:25):
These might be local to you thatmakes this even more impactful
and more practical.
Or companies that maybe they'reremote or you know a lot about,
right?
Your target companies, youprobably have target vacation
spots.
You know, You don't want to goto Antarctica, you know that you
really like Florida or Nashvilleor Paris, Figure out where you
(04:46):
want to go.
Leaders one step, two stepsahead of you.
You can reach out to recruitersat those companies who
consistently hire in yourfunction, but I would recommend
if you're going to reach out forsomeone with a title better than
recruiter.
Perhaps a director of talentacquisition.
I've been one at a coupledifferent companies, maybe a
(05:07):
hiring manager, maybe a VP oftalent.
Recruiters typically are onlyworking a couple recs, so the
chances of you hitting, when Isay recs, a couple open
positions.
So you might have a big company,they might only hire.
Accountants, and you might wantto be in sales, Or you might
wanna be a software developer.
(05:27):
So the chance of there beingcrossover and them even knowing
the right people to connect youwith is lower.
That's why I say someone alittle bit higher, like a
director of talent acquisition.
I don't think a HR director, HRprofessional is gonna do much
for you here.
That's just not their venue.
Then people whose contentresonates with you.
(05:48):
So if you see someone from acompany you like that they
happen to post a lot, a greatway to do this, is to compliment
what they say, what they writeabout, and then weave that into
a way to introduce yourself inhow you can help their company.
My first choice, and this ismore personal, my take.
Is reach out again.
Find out who the hiring manageris.
(06:10):
Basically, if you applied forthis job, the person you would
report to your boss, reach outto who your boss will be.
Look for commonalities.
The same city Alma mattershared.
Connections, similarbackgrounds, something that
gives you a slightly warm entrypoint, but you don't have to
have one, in my opinion.
If it gets too goofy, I actuallythink they're embarrassing.
Spend some time following theiractivities.
(06:33):
Obviously look very closelythrough their profile.
What are they posting about?
What are they like?
What have they done?
What companies have they beenat?
This fuels some of thepersonalization of your outreach
and makes you stand out from thecopy and paste crowd.
You're going to reach out askingfor a job.
And this is where the solutionmethod comes in mind.
(06:55):
You're not pitching yourself Assomeone who needs help
immediately or needs a job,you're presenting yourself as
someone who can solve a problemfor them to do a higher quality
work than they're currentlygetting.
Not that you're gonna say thatthey get bad work, but someone
who can offer even more someoneworth knowing.
So here's how to structure theoutreach message.
(07:15):
There's a ton of different waysto do this, so I'll just go
through a couple.
I will say.
Hey, Ben I came across yourprofile because I was looking at
Apple and really appreciate yourperspective on something
specific.
You said your work at thiscompany aligns with my
experience in leading orinnovating or developing your
(07:38):
area of expertise.
I'm always looking to learn fromleaders who are solving bigger
challenges, and your work reallystood out to me.
I'd love to connect and followyour insights as I continue to
grow in my own leadershipjourney.
That's one version and I thinkthe coffee is still kicking in,
so we'll do another one.
Let's say, hi, Angela Matthewhere.
(08:01):
I was looking at the apple.
LinkedIn page for a couplereasons, and notice your
profile, and I couldn't help butreach out.
I am an X, Y, Z leader.
My work has been recognized forinnovating or saving or driving
sales in this area.
However, my best skills andfocus in my career and expertise
(08:25):
is in x, y, Z area.
I know that is a specific andurgent need for Apple, and I
actually have developed twodifferent strategies that I
believe can help you overcomechallenge one or challenge two.
If this resonates with you or ifthis is a priority for you, or
(08:46):
you could say, if my timing'sgood, this is something I'd love
to connect on.
Maybe a virtual coffee or a timeto chat.
Would love to connect and sharemore.
Sincerely, Matthew or BestMatthew, I like to just say,
looking forward to it, Matthew,not looking forward.
Look, I say I type lookingforward, but my tone, my vibe is
(09:08):
looking forward to it.
Just like I'd say to a friend,you could ask a question, the
false sneak.
The version I gave is myfavorite by a false sneaky
question could be, Hey Alex,Matthew, here I am gonna x, y, Z
at x, Y, Z company.
(09:31):
My focus in my career and whereI am allocating my time and
growth is in a, b, C area, whichaligns with what you're doing at
Apple.
Specifically aligned with whatyou're doing at Apple is I am
targeting roles like ones thatyou manage.
I'm wondering if you would mindsharing what your priorities are
(09:52):
in employees and people who aredriven to make a huge impact and
set a new standard forinnovation at Apple.
If you're free in the next threeto four weeks for a virtual
coffee, here are a couple daysI'm available.
Would love to meet, you don'thave to say virtual coffee, just
(10:12):
say if you're available to meetvirtually.
I have a couple of things I'dlike to share with you, I think
would benefit your departmentand give you some maybe exposure
and leverage to areas outside ofwhat you're working on, but I
believe are in the pipeline foryou or becoming more important
in the industry.
Hope we can connect soon.
Sincerely or looking forward toit, whatever, Matthew.
(10:34):
So what you wanna do, and youcan write, if you're a good
writer, write this yourself.
What the message does is itshows curiosity, acknowledges
their expertise.
You wanna hint at yourstrengths, your solution that
you have, something that youhave that's interesting to them,
and don't make any demandsbesides maybe asking for a time
to meet.
Depending on if you wanna be lowpressure or high pressure.
(10:55):
If you're super shy, maybe youdon't ask for time to meet.
Maybe just leave it open-ended.
Give them some reason to want torespond, and that is the entire.
Foundation of my solutionmethod, right?
Don't be an applicant, be asolution.
Don't be someone who says, Hey,I need a job.
I want a job.
Say, Hey, I'm someone who has asolution to your problem.
(11:16):
I understand what you do, whatyour company, what this
department, what this rule doeswell enough that I've, I have
some mastery of this and I havea way to do this in a better,
more efficient, faster, slower,save more, make more whatever
way.
So that's one connection.
You want to send some version ofthat and it should change based
(11:39):
off the company to a bunch ofdifferent contacts?
You can.
What you don't wanna do is be asalesperson.
I know you don't wanna do that.
You don't wanna send 10 of thesea day every day.
So I would maybe do 10 of themevery six months.
Imagine if you started doingthis 10 years ago.
(11:59):
That would be hundreds ofoutreaches like that.
Do you think that one of themmight bite, especially if you
have something to offer them, aninsight or a new tool, a way to
do things.
Think about your job.
What if there's something thatyou are trying to problem solve
on right now or figure out asolution to, and someone reached
out and said, Hey, I think thata lot of people in our industry
are struggling with this A, B, Cthing.
(12:21):
I have a way to do this.
It's actually cheaper and fasterand whatever else.
Or it could be, I understandthis emerging market, I
understand this culture and thisnew country.
You're trying to get marketshare because I grew up there,
or whatever it is.
I'd love to share more aboutthat.
Think if you sent 200 of theseover the last decade, you think
(12:43):
you'd be further, you're notdesperate.
You're friendly.
Neighborly, helpful.
no pressure.
You should not ask for a job.
You should not talk about tryingto move up in your career or
move forward or get a betterjob.
(13:03):
And when you leave some type ofhook, they should wanna respond.
So I would keep track of this ina spreadsheet.
Again, this is like an hour ortwo of your life every year,
max.
You could get a response rightaway.
You see why, especially if themessage is good, it might take a
couple months.
Might take a couple years, andthen what you're doing when you
send this message, I should havesaid this from the start.
(13:26):
You are sending this note alongwith a connection request.
Sorry everybody, I really hopeyou've made it this far because
that's the most important part.
So you are sending them aconnection request, and with
that connection request, asyou've seen, you can usually
send a note.
The note has to be short.
That's why you want to getreally zeroed in on this.
Get the message across the rightway.
(13:47):
I will quickly look up themessage limit here.
I guess I have to find astranger on LinkedIn anyway, the
message limit's probably ahundred, couple hundred
characters, so it's gotta beshort.
If it was long, they're notgonna read it anyway.
So you are now connected withthese people, and if you spend
time on LinkedIn, I want you tonow start when they post
(14:10):
something like it.
Maybe they change jobs, maybethey.
Our crazy LinkedIn posters andthey post constantly, whatever
it is, engage with them.
You could follow up with themafter six months and just figure
out a way to check in.
If they connect with you, you'renot connected.
I'd just say, Hey, how'severything going to Apple?
Are you working on this newthing that we're working on
(14:34):
here?
Is this a challenge for you, hasbeen here?
I.
figured out something new to dohere with the new Apple AI or
whatever.
they'll engage with you if theylike what you do, if you can
help them.
Once they connect, don'timmediately follow up asking for
favors like, Hey, I'm glad weconnected.
Glad you responded.
What I really want is to makeway more money.
Hire me.
Don't do that.
Engage with your content.
(14:54):
Congratulate them on promotions,company milestones.
Check in a couple months later,a couple weeks later, if you're
in a little bit more of a rush.
Saw your article on this topic.
Gave me a lot to think about,especially this key point.
Thanks for sharing it.
Make sure that you read thearticle.
Obviously over time you havebuilt some familiarity.
With your potential future boss,familiarity breeds that
(15:17):
opportunity and the time isright.
You can reach out again now as aknown name, and if you get in a
spot where you need a job.
You've been connected for awhile and you've been warm with
them.
It doesn't seem like youconnected at first because you
want a job, but just so happensthat now maybe you need one.
You could have a more direct askwith an informational
conversation or insights intowhat you're good at.
(15:39):
You could say, Hey, I've been atx, y, Z company for a while now.
A couple things have changedsince we first connected.
If there's an opportunity now orin the future at Apple that
aligns with.
My ability or if you have a needfor someone who can solve this
problem, that's what I do and Ican, I am reaching out'cause I
know I can make a bigger impactat Apple because of these tools
(16:00):
that you have, you want to trackthis.
It's easy to lose track of whoyou've connected with, when you
connect with them, or even whythey might also change jobs.
And so you might need toremember where they were
originally.
So I would create a simplespreadsheet name.
Their company, their title,date, connected.
Last message.
Next follow up.
(16:21):
You could use a CRM table.
I like notion it's super easy,or a Trello board, The reason I
like doing these in chunks isinstead of having to remember to
follow up with these people andhave a note for each one like
you would with the CRM, if youdo, 10 in a day, two days in a
row, then you can just put acalendar reminder in six months
from now.
follow up with LinkedInconnections.
(16:43):
One quick note, you have a limiton how many people you can
connect with, and send notes toper day on LinkedIn.
I think it's 20 or a hundred,something like that.
So I would cap it at 15 a day.
You can look up how many it istotal.
I'm gonna lose my train ofthought if I look it up while
I'm talking.
Keep track of that.
Put that reminder in.
For six months.
(17:03):
You could do six months and ayear.
Remember, this is a long gameand with a long game, you don't
want to turn into a short gameby rushing.
the more people you contact likethat 15 and 15, that's 30 in two
days, and then you do that everysix months.
So then that's 60 a year.
(17:23):
That way.
You don't have to put a bunch ofpressure on one person.
Hey, did you see my message?
Hey, did you read my message?
Hey, do you have any open jobs?
you have to reach out to so manypeople to get someone to
respond.
Some people are gonna be snobbyand not respond.
Some people don't look at theirLinkedIn, so they won't ever see
your message.
Some people don't have anythingto help you with.
Some people are shy, some peopledon't like connecting.
Some people will wanna help you,but forget.
(17:43):
So that's why you do that.
15 and 15, whatever.
So first off, do your research.
Find your 15 target companies.
Maybe it's 10 target companieswith a couple people at each
company.
Once you go to LinkedIn, youshould know how to find that
company and then search fortheir job title or similar job
titles.
The smaller the company, therisk gets way easier.
(18:04):
That's why local makes it alittle bit easier too.
Send thoughtful, non-pushymessages.
Use the solution method.
Bring something to theconversation, a way that you can
help nurture the relationshipover time.
Engage, be appreciative.
You can continue to offer value.
Talk to them as if they are apeer, A peer, not a boss, not
(18:26):
someone you're afraid of, notsomeone whose time is way more
valuable than yours, and they'rescary and all that.
Networking isn't just for jobhunting.
I don't even like the wordnetworking for this.
This is career building.
If you show up with genuineinterest, offer insight, offer a
solution and stay visible, youwill build a network that will
(18:48):
work for you when the timecomes.
The best part you'll already beseen as someone who belongs at
the next level, someone who'snot trying to claw their way in.
Just keep in mind there's abunch of really nice people out
there that will help you, butthey're not thinking about you.
When a job opens, these hiringmanagers expect the recruiters
to do this work.
This is almost better to do whena job at this company that this
(19:11):
person knows about isn't open,because then they won't think
that you're replying justbecause of that job.
People who get far play the longgame.
I've seen it.
I teach it.
It works.
Yes.
If you are in a rush, you canalso do this.
I would not do this.
Trying to get them to feel sorryfor you or get them to make an
(19:34):
exception for you, talk to you,interview you, anything like
that.
Even if you're in a rush, playthis like it's the long game and
every once in a while.
Something amazing happens andyou are able to move forward,
get a connection, and solve aproblem for our company.
I hope you decide to play thelong game, and I'd love to hear
(19:56):
the results for you.
Thanks for listening.
We'll talk again soon.
There's an old proverb.
I am sure you've heard it.
The best time to plant a tree is20 years ago.
The second best time to plant atree is today.
Today we are going to talk abouta technique to get a better job,
and this is that best time to dothings as.
(00:26):
20 years ago, or maybe 20 monthsago, or maybe 20 days ago.
And second, best time is today.
However, unlike a tree, this canwork within two hours, that's
not why we're going to implementthis.
We are going to do this to getfurther in your career, to get a
bigger, better job to promoteyourself.
This is not for your currentcompany.
This technique only applies to adifferent job somewhere else.
(00:50):
To do that, the best way.
To move forward is to have a lotof irons in the fire.
If you are obsessed with gettinga job at Apple, good for you.
I actually think that's cool.
However, I wouldn't put all ofmy chips on.
The number nine F forever, Maybeevery once in a while it will
(01:12):
hit, but it can be a lot of painand a lot of waiting and a lot
of lost opportunity in themeantime.
What we're going to talk aboutis a way to get ironed in the
fire for today, next month, nextyear, five years and 10 years
down the road.
This can work really quick.
I've seen it work very fast.
However.
(01:32):
Like I said, that's not reallythe idea here.
That just might be some goodluck or incredibly good timing.
What won't work is not usingthis.
Now you can listen to this andsay, Hey, that's really cool.
That's for people withinitiative or that's for
somebody else.
If you don't do this, I highlydoubt anyone will ever reach out
(01:53):
to you and do the opposite.
Today we're talking aboutstrategic long-term approach by
making just a couple very smalloutreaches on LinkedIn.
Not the spammy kind, not thedesperate kind.
The desperate kind, Hey, I needa job.
I'm unemployed, I got laid off.
Help me those really don't workwell.
The thoughtful, value drivenapproach that weaves in my
(02:15):
solution method builds newrelationships before you need
them.
Whether you are a directoraiming to break into a VP role
or simply laying the foundationfor your next big opportunity,
this strategy will help youposition yourself as a solution,
not a job seeker.
(02:36):
I know the strategy worksbecause I've coached people on
doing it, and it's insane whereit can get you.
If you don't target a company'sprobably not gonna target you.
Imagine going into a sandwichshop and really craving a Reen
sandwich, but you just walk inand you say, I want something to
eat, and there are 20 things onthe menu.
First off, they're probablygonna keep asking you questions,
(02:58):
and it's not likely that if youjust say you want a sandwich,
that you're gonna get the reen.
If you go in there and you say,Hey I'm here for your Reuben,
please, your chances of gettinga Reuben are a hundred percent.
That applies to this methodbecause if you don't go ask for
what you want, if you don't knowwhat you want, it's really
difficult to get it.
Before we get into the how to dothis, let's talk about the why.
(03:20):
Reaching out to recruiters,which is part of this, I think
it's even better to reach out toleaders, hiring managers before
you're on the job.
Hunt gives you leverage.
You are showing up as curious,capable and connected, not needy
or reactive you I'm going tohelp you position this and I'm
going to give you a templatethat you can use to send so that
(03:41):
you are doing your best work.
your skills are.
very best they've ever been.
And you can give even more to acompany like theirs.
You want to do your best workthere because your skills better
align with what they need andwhat they're not getting.
It's about building professionalequity in the form of
relationships, visibility andtrust.
And the reason this is so goodto do when you're not on the job
(04:04):
search You don't have thatdesperation, that need for
something new to urgentlyhappen.
first off, figure out who youwanna reach out to.
If you throw darts at the wallon this one, you're gonna hit
everything.
You wanna identify.
Leaders in roles, one step aboveyours or two steps above yours
at companies you admire that youwanna work for.
(04:25):
These might be local to you thatmakes this even more impactful
and more practical.
Or companies that maybe they'reremote or you know a lot about,
right?
Your target companies, youprobably have target vacation
spots.
You know, You don't want to goto Antarctica, you know that you
really like Florida or Nashvilleor Paris, Figure out where you
(04:46):
want to go.
Leaders one step, two stepsahead of you.
You can reach out to recruitersat those companies who
consistently hire in yourfunction, but I would recommend
if you're going to reach out forsomeone with a title better than
recruiter.
Perhaps a director of talentacquisition.
I've been one at a coupledifferent companies, maybe a
(05:07):
hiring manager, maybe a VP oftalent.
Recruiters typically are onlyworking a couple recs, so the
chances of you hitting, when Isay recs, a couple open
positions.
So you might have a big company,they might only hire.
Accountants, and you might wantto be in sales, Or you might
wanna be a software developer.
(05:27):
So the chance of there beingcrossover and them even knowing
the right people to connect youwith is lower.
That's why I say someone alittle bit higher, like a
director of talent acquisition.
I don't think a HR director, HRprofessional is gonna do much
for you here.
That's just not their venue.
Then people whose contentresonates with you.
(05:48):
So if you see someone from acompany you like that they
happen to post a lot, a greatway to do this, is to compliment
what they say, what they writeabout, and then weave that into
a way to introduce yourself inhow you can help their company.
My first choice, and this ismore personal, my take.
Is reach out again.
Find out who the hiring manageris.
(06:10):
Basically, if you applied forthis job, the person you would
report to your boss, reach outto who your boss will be.
Look for commonalities.
The same city Alma mattershared.
Connections, similarbackgrounds, something that
gives you a slightly warm entrypoint, but you don't have to
have one, in my opinion.
If it gets too goofy, I actuallythink they're embarrassing.
Spend some time following theiractivities.
(06:33):
Obviously look very closelythrough their profile.
What are they posting about?
What are they like?
What have they done?
What companies have they beenat?
This fuels some of thepersonalization of your outreach
and makes you stand out from thecopy and paste crowd.
You're going to reach out askingfor a job.
And this is where the solutionmethod comes in mind.
(06:55):
You're not pitching yourself Assomeone who needs help
immediately or needs a job,you're presenting yourself as
someone who can solve a problemfor them to do a higher quality
work than they're currentlygetting.
Not that you're gonna say thatthey get bad work, but someone
who can offer even more someoneworth knowing.
So here's how to structure theoutreach message.
(07:15):
There's a ton of different waysto do this, so I'll just go
through a couple.
I will say.
Hey, Ben I came across yourprofile because I was looking at
Apple and really appreciate yourperspective on something
specific.
You said your work at thiscompany aligns with my
experience in leading orinnovating or developing your
(07:38):
area of expertise.
I'm always looking to learn fromleaders who are solving bigger
challenges, and your work reallystood out to me.
I'd love to connect and followyour insights as I continue to
grow in my own leadershipjourney.
That's one version and I thinkthe coffee is still kicking in,
so we'll do another one.
Let's say, hi, Angela Matthewhere.
(08:01):
I was looking at the apple.
LinkedIn page for a couplereasons, and notice your
profile, and I couldn't help butreach out.
I am an X, Y, Z leader.
My work has been recognized forinnovating or saving or driving
sales in this area.
However, my best skills andfocus in my career and expertise
(08:25):
is in x, y, Z area.
I know that is a specific andurgent need for Apple, and I
actually have developed twodifferent strategies that I
believe can help you overcomechallenge one or challenge two.
If this resonates with you or ifthis is a priority for you, or
(08:46):
you could say, if my timing'sgood, this is something I'd love
to connect on.
Maybe a virtual coffee or a timeto chat.
Would love to connect and sharemore.
Sincerely, Matthew or BestMatthew, I like to just say,
looking forward to it, Matthew,not looking forward.
Look, I say I type lookingforward, but my tone, my vibe is
(09:08):
looking forward to it.
Just like I'd say to a friend,you could ask a question, the
false sneak.
The version I gave is myfavorite by a false sneaky
question could be, Hey Alex,Matthew, here I am gonna x, y, Z
at x, Y, Z company.
(09:31):
My focus in my career and whereI am allocating my time and
growth is in a, b, C area, whichaligns with what you're doing at
Apple.
Specifically aligned with whatyou're doing at Apple is I am
targeting roles like ones thatyou manage.
I'm wondering if you would mindsharing what your priorities are
(09:52):
in employees and people who aredriven to make a huge impact and
set a new standard forinnovation at Apple.
If you're free in the next threeto four weeks for a virtual
coffee, here are a couple daysI'm available.
Would love to meet, you don'thave to say virtual coffee, just
(10:12):
say if you're available to meetvirtually.
I have a couple of things I'dlike to share with you, I think
would benefit your departmentand give you some maybe exposure
and leverage to areas outside ofwhat you're working on, but I
believe are in the pipeline foryou or becoming more important
in the industry.
Hope we can connect soon.
Sincerely or looking forward toit, whatever, Matthew.
(10:34):
So what you wanna do, and youcan write, if you're a good
writer, write this yourself.
What the message does is itshows curiosity, acknowledges
their expertise.
You wanna hint at yourstrengths, your solution that
you have, something that youhave that's interesting to them,
and don't make any demandsbesides maybe asking for a time
to meet.
Depending on if you wanna be lowpressure or high pressure.
(10:55):
If you're super shy, maybe youdon't ask for time to meet.
Maybe just leave it open-ended.
Give them some reason to want torespond, and that is the entire.
Foundation of my solutionmethod, right?
Don't be an applicant, be asolution.
Don't be someone who says, Hey,I need a job.
I want a job.
Say, Hey, I'm someone who has asolution to your problem.
(11:16):
I understand what you do, whatyour company, what this
department, what this rule doeswell enough that I've, I have
some mastery of this and I havea way to do this in a better,
more efficient, faster, slower,save more, make more whatever
way.
So that's one connection.
You want to send some version ofthat and it should change based
(11:39):
off the company to a bunch ofdifferent contacts?
You can.
What you don't wanna do is be asalesperson.
I know you don't wanna do that.
You don't wanna send 10 of thesea day every day.
So I would maybe do 10 of themevery six months.
Imagine if you started doingthis 10 years ago.
(11:59):
That would be hundreds ofoutreaches like that.
Do you think that one of themmight bite, especially if you
have something to offer them, aninsight or a new tool, a way to
do things.
Think about your job.
What if there's something thatyou are trying to problem solve
on right now or figure out asolution to, and someone reached
out and said, Hey, I think thata lot of people in our industry
are struggling with this A, B, Cthing.
(12:21):
I have a way to do this.
It's actually cheaper and fasterand whatever else.
Or it could be, I understandthis emerging market, I
understand this culture and thisnew country.
You're trying to get marketshare because I grew up there,
or whatever it is.
I'd love to share more aboutthat.
Think if you sent 200 of theseover the last decade, you think
(12:43):
you'd be further, you're notdesperate.
You're friendly.
Neighborly, helpful.
no pressure.
You should not ask for a job.
You should not talk about tryingto move up in your career or
move forward or get a betterjob.
(13:03):
And when you leave some type ofhook, they should wanna respond.
So I would keep track of this ina spreadsheet.
Again, this is like an hour ortwo of your life every year,
max.
You could get a response rightaway.
You see why, especially if themessage is good, it might take a
couple months.
Might take a couple years, andthen what you're doing when you
send this message, I should havesaid this from the start.
(13:26):
You are sending this note alongwith a connection request.
Sorry everybody, I really hopeyou've made it this far because
that's the most important part.
So you are sending them aconnection request, and with
that connection request, asyou've seen, you can usually
send a note.
The note has to be short.
That's why you want to getreally zeroed in on this.
Get the message across the rightway.
(13:47):
I will quickly look up themessage limit here.
I guess I have to find astranger on LinkedIn anyway, the
message limit's probably ahundred, couple hundred
characters, so it's gotta beshort.
If it was long, they're notgonna read it anyway.
So you are now connected withthese people, and if you spend
time on LinkedIn, I want you tonow start when they post
(14:10):
something like it.
Maybe they change jobs, maybethey.
Our crazy LinkedIn posters andthey post constantly, whatever
it is, engage with them.
You could follow up with themafter six months and just figure
out a way to check in.
If they connect with you, you'renot connected.
I'd just say, Hey, how'severything going to Apple?
Are you working on this newthing that we're working on
(14:34):
here?
Is this a challenge for you, hasbeen here?
I.
figured out something new to dohere with the new Apple AI or
whatever.
they'll engage with you if theylike what you do, if you can
help them.
Once they connect, don'timmediately follow up asking for
favors like, Hey, I'm glad weconnected.
Glad you responded.
What I really want is to makeway more money.
Hire me.
Don't do that.
Engage with your content.
(14:54):
Congratulate them on promotions,company milestones.
Check in a couple months later,a couple weeks later, if you're
in a little bit more of a rush.
Saw your article on this topic.
Gave me a lot to think about,especially this key point.
Thanks for sharing it.
Make sure that you read thearticle.
Obviously over time you havebuilt some familiarity.
With your potential future boss,familiarity breeds that
(15:17):
opportunity and the time isright.
You can reach out again now as aknown name, and if you get in a
spot where you need a job.
You've been connected for awhile and you've been warm with
them.
It doesn't seem like youconnected at first because you
want a job, but just so happensthat now maybe you need one.
You could have a more direct askwith an informational
conversation or insights intowhat you're good at.
(15:39):
You could say, Hey, I've been atx, y, Z company for a while now.
A couple things have changedsince we first connected.
If there's an opportunity now orin the future at Apple that
aligns with.
My ability or if you have a needfor someone who can solve this
problem, that's what I do and Ican, I am reaching out'cause I
know I can make a bigger impactat Apple because of these tools
(16:00):
that you have, you want to trackthis.
It's easy to lose track of whoyou've connected with, when you
connect with them, or even whythey might also change jobs.
And so you might need toremember where they were
originally.
So I would create a simplespreadsheet name.
Their company, their title,date, connected.
Last message.
Next follow up.
(16:21):
You could use a CRM table.
I like notion it's super easy,or a Trello board, The reason I
like doing these in chunks isinstead of having to remember to
follow up with these people andhave a note for each one like
you would with the CRM, if youdo, 10 in a day, two days in a
row, then you can just put acalendar reminder in six months
from now.
follow up with LinkedInconnections.
(16:43):
One quick note, you have a limiton how many people you can
connect with, and send notes toper day on LinkedIn.
I think it's 20 or a hundred,something like that.
So I would cap it at 15 a day.
You can look up how many it istotal.
I'm gonna lose my train ofthought if I look it up while
I'm talking.
Keep track of that.
Put that reminder in.
For six months.
(17:03):
You could do six months and ayear.
Remember, this is a long gameand with a long game, you don't
want to turn into a short gameby rushing.
the more people you contact likethat 15 and 15, that's 30 in two
days, and then you do that everysix months.
So then that's 60 a year.
(17:23):
That way.
You don't have to put a bunch ofpressure on one person.
Hey, did you see my message?
Hey, did you read my message?
Hey, do you have any open jobs?
you have to reach out to so manypeople to get someone to
respond.
Some people are gonna be snobbyand not respond.
Some people don't look at theirLinkedIn, so they won't ever see
your message.
Some people don't have anythingto help you with.
Some people are shy, some peopledon't like connecting.
Some people will wanna help you,but forget.
(17:43):
So that's why you do that.
15 and 15, whatever.
So first off, do your research.
Find your 15 target companies.
Maybe it's 10 target companieswith a couple people at each
company.
Once you go to LinkedIn, youshould know how to find that
company and then search fortheir job title or similar job
titles.
The smaller the company, therisk gets way easier.
(18:04):
That's why local makes it alittle bit easier too.
Send thoughtful, non-pushymessages.
Use the solution method.
Bring something to theconversation, a way that you can
help nurture the relationshipover time.
Engage, be appreciative.
You can continue to offer value.
Talk to them as if they are apeer, A peer, not a boss, not
(18:26):
someone you're afraid of, notsomeone whose time is way more
valuable than yours, and they'rescary and all that.
Networking isn't just for jobhunting.
I don't even like the wordnetworking for this.
This is career building.
If you show up with genuineinterest, offer insight, offer a
solution and stay visible, youwill build a network that will
(18:48):
work for you when the timecomes.
The best part you'll already beseen as someone who belongs at
the next level, someone who'snot trying to claw their way in.
Just keep in mind there's abunch of really nice people out
there that will help you, butthey're not thinking about you.
When a job opens, these hiringmanagers expect the recruiters
to do this work.
This is almost better to do whena job at this company that this
(19:11):
person knows about isn't open,because then they won't think
that you're replying justbecause of that job.
People who get far play the longgame.
I've seen it.
I teach it.
It works.
Yes.
If you are in a rush, you canalso do this.
I would not do this.
Trying to get them to feel sorryfor you or get them to make an
(19:34):
exception for you, talk to you,interview you, anything like
that.
Even if you're in a rush, playthis like it's the long game and
every once in a while.
Something amazing happens andyou are able to move forward,
get a connection, and solve aproblem for our company.
I hope you decide to play thelong game, and I'd love to hear
(19:56):
the results for you.
Thanks for listening.
We'll talk again soon.
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