By Jeff Altman, The Big Game Hunter
EP 3045 Ronnie and Bobby discuss 3 specific methods for finding unlisted job opportunities in 2025.
Hey everyone, welcome back to the Deep Dive. We know you come here to cut through all the noise and get to the good stuff, and today we’re tackling a topic that’s a huge pain point for so many people, especially right now, and that is how to find a truly amazing job in this crazy year of 2025. Especially without getting totally lost in the endless scroll of those online job boards, right? Yeah, exactly.
So we’ve been digging into some super practical strategies, fresh strategies for uncovering those hidden job opportunities, the ones that don’t even make it to the job boards. And honestly, these can often be the best fit roles because they’re not out there for the whole world to see, right? They’re more targeted. Exactly, less competition too, and we’ve really synthesized what we think are the absolute most effective, really up-to-the-minute approaches for you.
Yeah, our goal today is to give you a bunch of really actionable insights, like things you can literally use today to step up your job search game. We want to move you beyond just sort of reacting to whatever pops up on Indeed to really having a proactive plan for discovering those roles that don’t even get publicly advertised. So let’s talk about the traditional approach, which I think we’re all probably pretty familiar with.
You find a job board, you start blasting out your resume, you’re just hitting that easy apply button. It feels like you’re doing something, right? Like you’re being productive. I totally get that.
But that spray and pray method, it’s what I call it anyway, it can actually backfire. Really? How so? Well, you might be spreading your efforts too thin. You end up spending a ton of time on roles that really aren’t aligned with what you want or where your talents really lie.
And without a focused approach, it becomes super hard to track your progress and follow up effectively. So I guess what you’re saying is it’s not just about quantity, it’s about quality. Exactly.
It’s like, imagine trying to find a specific book in a massive library by just like randomly pulling titles off the shelves. You’re going to waste so much time. That’s a great analogy.
So if randomly applying isn’t the way to go, then what’s a more strategic alternative? What should we be doing instead? So instead of casting a wide net, what I’m seeing works so much better is starting with a targeted list of say 10 to 20 companies, or even more if your industry is really big. Think of these as your dream companies, the ones that you really vibe with, where their mission and culture feel aligned with what you’re looking for. Okay.
Yeah. I see where you’re going with this, focusing on the companies where you could really see yourself thriving. Exactly.
Consider their industry, their size, their values. But how do we even begin to identify these dream companies? Yeah. They’re not exactly putting out billboards saying, hey, we’ve got amazing unlisted opportunities over here.
Well, not billboards, but they are leaving clues. You can absolutely use those job boards LinkedIn, Indeed, Glassdoor to your advantage, but use them strategically. Monitor their recent job postings, even if those specific roles aren’t a perfect match for you with this exact moment.
But it gives you insight into what they’re up to. So a kind of read between the lines. Exactly.
Also look for company news, press releases, pay attention to those employee reviews. All of that gives you some valuable intel on what’s actually happening within the organization, and it helps you refine that target list. And I guess it shows that you’re doing your homework too, right? Exactly.
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It demonstrates genuine interest, which is huge. Okay. So let’s say we’ve done our research, we’ve got our list of target companies.
What’s next? Do we just send them like a generic, hey, I want a job message? No, no, no, no. You got to be way more strategic than that. The next critical move is to pinpoint the actual people within those companies who are making hiring decisions, the ones who are most relevant to the roles you’re interested in.
So like hiring managers in specific departments, HR folks, recruiters, maybe even leaders whose work you really admire. Precisely. LinkedIn, again, is your best friend for this type of targeted research.
I spend way too much time on LinkedIn, so that’s good news. It’s all about using it effectively. And this brings us to one of the biggest hurdles for people, I think, which is, okay, we’ve got our target companies, we’ve got some names.
Now, how do we actually reach out to these people in a way that gets their attention? Yeah. That’s the part that can feel really daunting. Right.
And this is where personalized outreach becomes super key. Please, please, please ditch those generic AI-sounding messages. It’s so obvious when someone hasn’t taken the time to actually look into what you’re doing.
I can only imagine how many of those people get. Tons, tons. So even if you use AI to help you brainstorm, you really have to make it your own.
We want short, tailored messages that make it clear you’ve actually done your research. Can you give us an example, like a template we can start with? Absolutely. Try something like this.
Hey, so-and-so, I came across your profile while I was researching company name, and I was really impressed by detail about company or their work. Be specific. Then you could say something like, with my background and your relevant experience, I’d love to connect and learn more about your team’s work in this specific field.
Keep it focused. And then you can end with a clear, low-pressure call to action. Something like, would you be open to a quick chat? I’d really appreciate any insights you can share.
I like that. It’s friendly, it’s not demanding, and it shows you’ve actually taken the time to see what they’re all about. And gives them an easy way to say yes, right? A quick chat, not a big commitment.
Now, what are some of the common pitfalls people fall into when they’re crafting these messages? Yeah, I think people get really nervous and maybe overthink it sometimes. I see this all the time. A big one is they make it all about themselves, all about their job search.
Instead of showing genuine interest in the company or what the other person is doing, another trap is being too vague. If your message could be sent to literally anyone, it’s not going to stand out. You want to make it clear why you’re reaching out to that specific person.
Exactly. And speaking of standing out, one thing that’s really important to remember with LinkedIn is that you’ve got limited characters for those initial connection requests, right? Yeah, that’s true. So that message template we just went over, that might be a bit long to squeeze into that little connection request box.
Yeah, you might need to shorten it up. Yeah. You know, just focus on a very concise reason for wanting to connect.
But I honestly recommend connecting first without that personalized note if you have to, and then immediately following up with a more detailed message once you’re connected. Okay. So we’ve sent out these well-crafted, personalized messages.
Now, what happens if we don’t hear back right away? What if we don’t hear back at all? Should we just give up? No, no, not at all. Strategic follow-up is huge. People are busy.
They might not see your message. You know, so don’t assume that no response means no interest. A good rule of thumb is to wait five to seven days and then send a polite follow-up.
Keep it brief. You could say something like, Hi, so-and-so, I came across this relevant article or industry event and I thought of you. Also, just wanted to follow up on my last message.
Would love to connect when you have a moment. Oh, I like that. So you’re not just bugging them.
You’re actually adding value, you know, showing you’re staying informed, thinking of their interests. Exactly. And then if you still don’t hear back after that second follow-up, you can try a different communication channel if you have their email, for example.
But at some point, you have to know when to shift your focus. Yeah, you don’t want to be like a stalker. No, no, no.
It’s about being persistent, but also respectful. Okay, so we’re being proactive with our outreach. Now let’s talk about our own online presence.
It feels like in this day and age, LinkedIn is like the central hub for all things professional networking. How do we make sure our profile is actually working for us, you know, attracting the right kind of attention? LinkedIn is absolutely essential, and there’s a ton of info out there on optimizing your profile, like you can find really detailed checklists online. But today, let’s zero in on two key areas, your professional headline and your about summary.
Okay, so starting with the headline, that’s that short line of text that appears right under your name. Why is that so important? It’s your first impression, basically. It shows up in search results, connection requests, everywhere.
So it needs to be clear, concise, keyword-rich, really tailored to what recruiters and hiring managers are looking for. So definitely no generic headlines or like saying, actively seeking work. No, please no.
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Those are so overused. So how do you write a headline that grabs attention? We have a few methods you can try. The first one’s pretty straightforward.
Your desired job title, followed by some specific hard skills that are relevant to your industry. For example, Director of Public Relations and Marketing, PIPE, Campaign Management, Email Marketing, SEO, CRO. Okay, clear, to the point.
What’s the next method? The second one builds on that by adding a value proposition. So something like, Director of Public Relations and Marketing, PIPE, Streamlining Operations for Efficient Project Delivery. You’re not just saying what you do, but the unique benefit you bring.
So showing the impact you can make. What about the third method? The third one focuses on a results-oriented achievement statement. For example, Director of Public Relations and Marketing, PIPE, Developed PR Strategy, resulting in 30% increase in media coverage.
Oh, I like that. That’s really eye-catching. It highlights what you’ve actually accomplished.
And while all three can be really effective, I think the second method, the one combining your skills and that value proposition, is often a really strong choice. Okay, so we’ve got our headlines sorted. Now what about that, about summary? That’s that longer section underneath the headline, right? How do we make that section really stand out? Think of it as your professional story, your elevator pitch.
Start with at least two paragraphs. The first one should really convey your passion for what you do, what drives you in your career, your dedication to your industry, and your main areas of expertise. So you’re establishing that why and your core strengths right off the bat.
Exactly. And then in the second paragraph, you can dig into your years of experience, your track record of tackling those industry challenges. And honestly, this is a great place to sprinkle in something a little bit more personal to make yourself memorable.
That makes sense. People want to connect with a human, not just a resume, right? Exactly. And after those intro paragraphs, add a section in all caps that says Career Highlights, and list maybe three or four bullet points that showcase your most impressive, results-driven achievements.
Whenever you can, use numbers and data to back up your claims. Quantify, quantify, quantify, right. Always.
Then do another all-caps section called Expertise, and just list your key skills and strengths. Think of these as keywords. Really important for searchability.
And lastly, don’t neglect that skills section at the bottom. Add at least five relevant skills and get those endorsed by your connections. So it’s like a multi-layered approach, you know, telling your story, highlighting those concrete achievements, and then really strategically using those keywords.
Exactly. Now, we’ve talked a lot about reaching out to new people, but what about tapping into the network you already have? Yeah, I always hear so much about employer referrals, how valuable those can be. They are.
And here’s a stat that’s going to blow your mind. Around 80% of job offers come from networking, not from those online applications. 80%? That’s huge.
It is. And there are a few reasons for that. First, there’s a lot of trust involved.
Companies tend to trust their own employees’ judgment. And second, referred candidates are often a better cultural fit, and they tend to stay at the company longer. Makes sense.
So who should we be thinking about in our network? Think broad. Past colleagues, people you went to school with, connections on LinkedIn, even those weaker connections, the ones you’re not super close to, sometimes those can open unexpected doors. And of course, industry events, both online and in person, are fantastic for expanding your network.
Okay, so let’s say we’ve identified someone in our network who actually works at one of those dream companies we talked about. How do we approach them about a potential referral without feeling like we’re imposing? Be respectful of their time and make it easy for them to help. You could say something like, Hi, Connections name.
I hope you’re doing well. I wanted to reach out because I saw an exciting opportunity for a job title at Company Name. Acknowledge their connection.
Give it your experience at Company Name. I was hoping you might have some insights into the role or the team. And if you feel comfortable, I’d be so grateful for a referral or even an introduction to someone on the hiring team.
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So you’re being very specific about what you’re looking for. Exactly. To make it easy on you, you can add, I’ve attached my resume and a quick overview of why I think I’d be a great fit.
Then just end with a casual invitation to connect. Either way, I’d love to catch up and hear what you’ve been up to. Let me know if you’re open to a chat sometime this week.
That feels so much more approachable than just straight up asking for a referral. And notice how you’re offering to provide all the info they need so they don’t have to scramble. Okay.
So to recap, what have we covered today? We’ve talked about moving away from that broad application approach to focusing on specific companies that really excite us. We’ve talked about strategic networking, crafting those personalized messages and doing those thoughtful follow-ups. We talked about optimizing your LinkedIn profile, focusing on that all important headline in that about summary.
And of course, we talked about the power of those employee referrals. So to everyone listening, are you feeling empowered to take action? Good, because your next step should be to choose at least one of these strategies and actually put it into practice today. Yeah.
Don’t just let this information sit there. Maybe it’s identifying those three target companies. Maybe it’s rewriting your LinkedIn headline using one of those methods we talked about.
Or maybe it’s reaching out to a former colleague just for an informational chat. Even just a small step can lead to big results. And that brings us to our final thought for you to ponder.
Consider all those amazing hidden job opportunities out there that could be absolutely perfect for you, for your skills, for your aspirations. What is one tiny concrete action that you can take right now, today, to start uncovering those gems? And maybe revisit the resources you’ve been using with these fresh perspectives in mind. You might be surprised by what you discover.
Happy hunting, everyone. Until next time.
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ABOUT JEFF ALTMAN, THE BIG GAME HUNTER
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