How to Increase Job Referrals

By now, you already know: the best roles are rarely filled through job boards. They’re filled through relationships. Over the years, I’ve refined a method I call the “Strategic Access Framework.” Here’s how it works: 1️⃣ Identify the right people inside your target company Don’t just think about recruiters. Instead, ask: Who has insights about the team, culture, and challenges I want to be part of? These are the leaders and decision-makers worth building a connection with. 2️⃣ Initiate a conversation to learn, not to pitch Set up meetings with genuine curiosity. Ask about the company’s direction, leadership priorities, and what success looks like in their roles. When you focus on learning, you naturally leave a stronger impression. 3️⃣ Position yourself for a referral Referrals don’t happen by accident. They come from thoughtful conversations. By asking the right questions and sharing relevant experiences, you’ll naturally open the door for them to connect you to the right opportunity. 4️⃣ Nurture the relationship long-term A single meeting isn’t the end. It’s the beginning. Stay in touch, share insights, and keep the dialogue going. That way, when opportunities arise (and they will), your name is already top of mind. I’ve seen professionals land interviews and offers within weeks by applying this approach. The key is to stop relying on online applications and start investing in the relationships that drive hiring decisions.

Want more referrals? Stop asking for a job. Start asking for this instead. 👇 The Problem: Most people approach company outreach all wrong. They hunt down the hiring manager, send a cold message, and immediately ask if there are any open roles. The result? Ghosted. 👻 Why? Because it places an immediate burden on the other person. They don't know you, and they don't have time to vet you. 💡 The Solution: Shift from asking for a job to asking for advice. People love to give advice. It's flattering. It’s low-pressure. And it’s the fastest way to build a real human connection. Here is the exact formula I use to turn a cold outreach into a warm referral opportunity: 1️⃣ Target Your "Future Peers." Don't just aim for leadership. Connect with people already doing the job you want or the level above it. They are less guarded and can give you the real scoop on the team culture. Titles to target: If you want to be a Senior Manager, target current Senior Managers or Directors. 2️⃣ The "Advice over Job" Outreach. Initiate the conversation with curiosity, not a request. Try this: “I’ve been following [Company’s] work in [specific area], and as someone leading similar initiatives, I’d love to ask 1 or 2 questions about how your team approaches [specific challenge].” 3️⃣ Use the "Closing Trial Statement" for the Referral. Once you've established great rapport and the conversation is winding down, make the referral their idea. The Magic Script: “This has been incredibly helpful. Based on what you’ve shared about the team’s goals, I’m even more confident that my background in [Result A] and [Result B] would be a strong fit. If I find a specific opening that aligns with this, would you be open to me sending my resume your way to ensure it reaches the right desk?” Because you’ve built a connection and trust, most people will say yes. This is how you turn a simple informational chat into a genuine opportunity. ➡️ Have you tried the "advice first" approach in your networking? Let me know what worked (or what didn't!) in the comments.

𝗪𝗵𝗲𝗻 𝗜 𝘄𝗮𝘀 𝗵𝗶𝗿𝗲𝗱 𝗮𝘁 𝗮 𝗙𝗼𝗿𝘁𝘂𝗻𝗲 500, 𝗜 𝗴𝗼𝘁 10-20 𝗿𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗿𝗲𝗾𝘂𝗲𝘀𝘁𝘀 𝗽𝗲𝗿 𝗺𝗼𝗻𝘁𝗵 𝗯𝘂𝘁 𝗼𝗻𝗹𝘆 𝘀𝘂𝗯𝗺𝗶𝘁𝘁𝗲𝗱 1-2 As a former hiring manager and corporate worker, I've submitted countless referrals. I always want to help—after all, if I know someone's capable, I'd love them as a colleague. But here's a reality check: out of 10-20 referral requests I receive monthly, I typically only submit 1-2. Why? Time is limited, and the easier you make my job, the more likely I'll submit your referral.  Here's what works: 𝗣𝗮𝘆 𝗔𝘁𝘁𝗲𝗻𝘁𝗶𝗼𝗻 𝘁𝗼 𝗗𝗲𝘁𝗮𝗶𝗹𝘀 Include EVERYTHING your referrer needs: • Full name, phone, email, and LinkedIn URL • Job ID, job link, and desired location (especially when multiple positions exist) • Resume filename that includes: YourName_JobTitle_Location Example: "RubyYuen_SeniorProductManager_Seattle.pdf" When details are missing, I have to chase you for information—that's when referrals often fall through. 𝗪𝗿𝗶𝘁𝗲 𝘁𝗵𝗲 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗕𝗹𝘂𝗿𝗯 𝗙𝗢𝗥 𝗠𝗲 Every company requires a paragraph explaining why you deserve the referral. Make this ZERO work for your referrer by providing it pre-written. Structure your blurb like this: • How we know each other: "I met [Your Name] through the Trust & Safety Professional Network 3 years ago." • Why you're a good fit to the team: "[Your Name] has 5 years of Program Management experience in Trust & Safety at Company Z, launching moderation programs. They've handled 10,000+ daily transactions across marketplace and social platforms with a deep understanding of T&S operations." Write it in first person so I can copy-paste with minimal editing: "I recommend [Your Name] because they bring X years of experience in Y and demonstrated excellence in Z..." 𝗧𝗵𝗲 𝗕𝗼𝘁𝘁𝗼𝗺 𝗟𝗶𝗻𝗲: Make your referral request a 2-minute task for your referrer, not a 20-minute project.  The more work you create for them, the less likely they'll complete it. Remember: Your referrer wants to help you. Make it easy for them to say yes.

📢 𝗗𝗲𝗮𝗿 𝗚𝗿𝗮𝗱𝘀: 𝗬𝗼𝘂𝗿 𝗥𝗲𝗳𝗲𝗿𝗿𝗮𝗹 𝗥𝗲𝗾𝘂𝗲𝘀𝘁 𝗶𝘀 𝗠𝗶𝘀𝘀𝗶𝗻𝗴 𝗧𝗵𝗶𝘀 𝗢𝗻𝗲 𝗖𝗿𝘂𝗰𝗶𝗮𝗹 𝗦𝘁𝗲𝗽 We've all heard the cliche: "80% of success is showing up." Here's how that actually looks in the real world of referral requests: Since posting about Meta's new AI-assisted coding interviews, I've received hundreds of connection requests and DMs from talented graduating students. I'm genuinely rooting for all of you! However, over 90% of those messages followed the exact same format: 1️⃣ Hi [My Name] - Thanks for the interview insights.  2️⃣ I'm graduating soon/looking for a job in X field. 3️⃣ Could you refer me/match me with a role at Meta? 4️⃣ [My Resume] - some cases even missing that While I appreciate the volume, this approach puts the burden of job-matching, research, and resume review entirely on the referrer. That's a huge lift for someone who already has a full-time job. One candidate, however, sent a message that stood out immediately:  • They had already reviewed the Meta Careers page  • They specifically referenced 3 open roles (Role A, B, and C) they were a direct fit for  • They highlighted 1-2 specific projects/skills from their resume that aligned directly with the job description I prioritized their application immediately and submitted their referral the same day. The next time you reach out to a potential referrer or hiring manager, assume 100 other people are reaching out too. 💡 How to Position Yourself for a Referral: ✅ 𝗗𝗼 𝗬𝗼𝘂𝗿 𝗛𝗼𝗺𝗲𝘄𝗼𝗿𝗸 - Visit the company careers page and find at least two open roles that genuinely interest you ✅ 𝗕𝗲 𝗦𝗽𝗲𝗰𝗶𝗳𝗶𝗰 - Don't say "Software Engineer," say "E5 Software Engineer, Instagram Feed Ranking (REQ #1234567)" ✅ 𝗔𝗹𝗶𝗴𝗻 𝘁𝗵𝗲 𝗗𝗼𝘁𝘀 - Explicitly connect your skills to the JD. Example: "My capstone project on high-volume data streams directly aligns with the 'Data Pipeline' experience requested in Role A." ✅ 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗘𝗮𝘀𝘆 - Provide a bulleted list of 1-3 roles with their unique ID/link, and your resume ready-to-go When you show you've invested the time to understand the openings, you demonstrate professionalism, motivation, and respect for the referrer's time. You turn a request into a collaboration. Know someone looking? Repost this and help them stand out. ♻️ #careers #jobsearch #networking #hiring #referrals #careeradvice

Too often I see companies focused on the candidate experience for referrals without paying attention to the employee experience. Story time… I joined Dropbox in 2010 when it was a small startup of just 25 people. For the next few years, we were flying high…  - We reached unicorn status with a staggering $4B valuation.  - We were tripling our company-size every year.  - Our revenue and active users were growing even faster.  - And we were doing everything we could just to keep up. We had a super strong referrals program and it was always our biggest source of candidates. In 2014/2015, we started to hit some serious hiring bottlenecks… the culprit? Referrals had started to taper off. I teamed up with our Head of Recruiting Operations to figure out why. The first thing we did was gather a ton of feedback from coworkers as to why they were making fewer referrals. We uncovered a breakdown in communication.  - Many Dropboxers had experiences where they would refer a candidate and their friend would never hear back from the recruiter on the job.    - In other cases, a referred candidate would enter process, but the referrer would never hear the outcome (e.g., if their friend was rejected).  → Across the board, communication issues led to a deterioration of trust, so employees were less likely to refer their friends. We were brainstorming what to do, and one recruiter suggested… what if we added SLAs? Both for getting back to candidates AND for referrers. Here’s what happened:  1. Candidate Experience improved — because referrals were guaranteed to get a touchpoint from recruiters every 1-3 business days (depending on where they were in process).    2. Employee Experience improved — we added an SLA where referrers would hear back from a recruiter within Y days of submitting a referral about whether they were a good fit, and within Z days of that candidate being dispositioned (e.g., hired, rejected, dropping out, etc.).    3. More referrals — as we started to rebuild trust through better SLAs and communication, we started to build trust in the hiring process, and our Dropboxers were more likely to make referrals. These days, whenever I talk to customers and hear that they’re tracking referral SLAs, I smile inside… because it takes me back 2015 when me and my Head of Rec Ops were in the trenches learning the importance of referral SLAs first-hand. Are referrals becoming a smaller and smaller source of hire for your team? Consider digging in to see why fewer referrals are happening and whether adding an SLA would help. And let me know if posts like this are helpful. Happy to spend more time going down memory lane to things we did at Dropbox before starting Gem :)

Are you doing what matters the most FIRST? Most of the conversations I’ve been having lately aren’t about doing more in a job search. Instead, they are about sharpening what actually matters FIRST. I was catching up with one of my earliest clients from 7 years ago. Since then, they’ve built a strong portfolio of consulting work, expanded their experience, and have a lot more to bring to the market. They’re doing many of the right things. Having conversations. Reaching out. Asking for referrals. But we came back to two fundamentals that tend to drift over time: --First, getting crystal clear on your unique value proposition. Not a general summary or a list of roles. Rather, a clear articulation of how you help a business move the needle, grounded in what you’ve actually done. --Second, being precise in how you engage your network. WHY? Because your network cannot help you if you are not clear. Full stop. At the senior and executive level, lack of clarity doesn’t just slow things down. It delays outcomes in a very real way. And I have talked with people firsthand who carry deep shame when they can’t break through with people who have worked with them and already know what they can do. If you’re asking for referrals, tighten the ask: • Be specific about the types of companies you are targeting. Industry, size, business model, or transformation stage. Give people something concrete to react to. • Anchor your ask in value. Instead of “I’m exploring roles,” connect your background to a business problem. “I’ve been leading X and Y, and I’m looking to apply that in companies navigating Z.” ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ ⬆️ If you leave THIS to chance, they WILL NOT guess. • Ask for direction, not just introductions. “Who would you speak to if you were in my position?” often leads to better outcomes than a generic referral request. • Make it easy to act. Name the function, level, or type of leader you want to meet. The clearer you are, the more likely someone is to connect the dots quickly. • Close the loop. When someone helps, follow up with what happened. This builds momentum and keeps people engaged in your search. You must be clear about your UVP from the outset, as it is the foundation upon which you are building the rest of your job search strategy. I have seen this time and again. If you skip that order, you end up having a lot of activity that doesn’t translate into traction. If you want a deeper look at the frameworks behind this, I’m happy to share the intro to my book, Qualified Isn't Enough. Send me a DM. 📩 The people who accelerate understand all these moving parts and execute accordingly. #careers #jobs #CareerVelocity Recommended Reading: ⭐ Your Elevator Pitch Might Be Costing You Job Opportunities ⭐ Forbes Coaches Council https://lnkd.in/gsn-jC8N

Advice for women in their 20s and 30s Nurturing relationships, social capital, and professional visibility will increase your chances of getting career-advancing referrals. Referrals are one of the most powerful drivers of professional success. Whether you’re seeking a new job, landing a client, or securing an investment, having the right people mention your name in the right rooms can open doors that hard work alone may not. But how do you ensure that others advocate for you when you’re not in the room? Here are four key ways to increase your chances of getting referrals. 1. Cultivate Authentic Relationships Referrals are built on trust, not transactions. The most valuable referrals come from individuals who genuinely believe in your skills, work ethic, and character. Instead of networking with a "What can I get?" mindset, focus on fostering meaningful relationships. Offer support, share insights, and show genuine interest in others' success. Tip: Schedule regular check-ins with mentors, colleagues, and peers. A simple "How can I support you?" message can deepen connections and make them more likely to think of you when opportunities arise. 2. Build a Reputation for Excellence People refer individuals whose work they trust. If you consistently deliver high-quality results, demonstrate leadership, and solve problems effectively, you increase the likelihood of being recommended. A strong professional reputation makes it easy for others to vouch for you without hesitation. Tip: Identify your unique strengths and communicate them clearly in meetings, presentations, and online platforms. Make it easy for others to articulate what you’re known for. 3. Stay Top of Mind Even the most well-intentioned contacts won’t refer you if they forget about you. Visibility matters. Engaging on professional platforms, sharing industry insights, and participating in relevant conversations ensure that when an opportunity arises, your name is the first one that comes to mind. Tip: Post valuable content on LinkedIn, attend industry events, and contribute to professional discussions. The more you show up, the more likely you are to be remembered. 4. Give First, Receive Later One of the most effective ways to receive referrals is to give them. When you connect people to opportunities, resources, or potential collaborators, you position yourself as a valuable member of your network. Reciprocity is a powerful force in professional relationships. Tip: Actively look for ways to recommend, introduce, or endorse others. By being a connector, you increase the chances that others will return the favor. By cultivating strong relationships, maintaining a reputation for excellence, staying visible, and giving generously, you can ensure that when your name comes up in a room full of decision-makers, it’s attached to an opportunity. What advice do you have for women in their 20s and 30s ? Let me know in the comments ⬇️

🛑 Entry level applicants: Stop Asking Strangers for a Job Referral. Do this better thing instead (read on) Explanation: A common, counterproductive tactic we’re seeing in our DMs. Many candidates are sending messages like this to random people on our team: "I came across the [Role] and I feel it’s a great fit for my background. I’d really appreciate it if you could refer me for the position :)" If you are doing this, please stop. It's often bad advice that wastes your time and ours. ⏰ The Reality of Referral Program Integrity 🛡️ At dltHub (and most professional companies), an employee referral is a serious action backed by professional trust, often tied to a financial bonus. 💰 A True Referral Means: An employee is vouching for you—putting their reputation on the line because they have worked with you and believe you will excel. ⭐ The Problem: When you ask a stranger to refer you, you are asking them to falsely attest that they know you. This undermines the integrity of our internal programs and can be viewed as asking the employee to participate in a form of minor internal fraud. We advise our team against hiring candidates who employ this tactic. The solution: 🚀 Smart Outreach Strategy If you want to impress a Hiring Manager, put the effort into showing you care about the company, not just about getting an interview. The Golden Rule: Talk about their needs, not your own. 🎯 Instead of: "I need a job, can you refer me?" (Self-Focused) Try: "I noticed dltHub is scaling/hiring. I see a potential challenge in [specific operational area], and my experience [X] could help solve it immediately." (Company-Focused) The Best Way to Stand Out: 1. Apply Directly through the official careers page (this is mandatory). 2. After Applying, send a short, targeted message to the Hiring Manager or team lead. Show them you researched the company's challenges and know exactly how you can add value from Day 1. We look forward to seeing the applications from candidates who have truly done their homework!

💼 Applying online isn’t enough anymore. 💼 In today’s competitive job market, most roles are posted on job boards, but that’s where the challenge begins. With hundreds of applicants for every position, relying solely on online applications can feel like shouting into the void. To stand out, you need to go beyond “Apply Now” and tap into hidden opportunities through networking and relationship-building. Here’s how: 1️⃣ Connect with Decision-Makers Find hiring managers or team leaders at your target companies and reach out directly. A thoughtful, personalized message can make you stand out from the crowd. 👉 Example Message: “Hi [Name], I admire the innovative work your team is doing in [specific area]. As a [your profession], I’m passionate about [related topic] and would love to learn more about how your team approaches [specific challenge]. Would you be open to a quick chat?” 2️⃣ Activate Your Inner Circle Your current network might already hold valuable connections to your dream job. Reach out to former colleagues, friends, or even alumni, and share your career goals clearly. 👉 Example: “Hi [Name], I’m currently exploring new opportunities in [industry/role]. I’m particularly interested in companies like [Company A, B, or C]. Do you happen to know anyone there or have advice on how to approach them?” 3️⃣ Engage Authentically on LinkedIn Recruiters and hiring managers notice profiles that engage thoughtfully. Comment on posts from leaders in your target companies to stay visible and position yourself as an insightful professional. 👉 Example Comment: “This perspective on [topic] is so interesting. I’ve faced similar challenges in [specific role] and would love to hear more about how your team tackles this!” 4️⃣ Seek Informational Interviews These conversations are a low-pressure way to learn about opportunities while showcasing your expertise. They often lead to referrals or insider knowledge about upcoming roles. 👉 Example Question to Ask: “What skills or qualities do you value most in your team members? What advice would you give someone looking to contribute to a company like yours?” 💡 Final Thought: The majority of jobs are posted online, but with so much competition, it’s not enough to just hit “apply.” By being proactive, building relationships, and engaging meaningfully, you’ll uncover opportunities that others miss—and get a step ahead in the race. What’s your favourite way to stand out in a competitive job market? Share your tips below! 💬👇 #JobSearch #NetworkingTips #CareerSuccess #HiddenJobMarket #ProfessionalConnections

If you've sent out 200 applications and heard back from none, I want to reframe what's happening. You're not the only one. It's not your imagination. The Federal Reserve Bank of New York found that the shift to remote work explains 64% of the rise in unemployment among young college graduates since the pandemic. Distributed teams make it harder to train and mentor someone who doesn't yet know the job, so companies quietly hire fewer of them. Also AI taking lots of entry-level jobs--that's real. The rungs near the bottom of the ladder are disappearing. Entry-level jobs are scarcer than they've been in years, and cold applications are close to worthless. But you can give yourself an unfair advantage. Start talking to people you know. Put yourself in the hiring manager's chair. You have one entry-level opening and 800 nearly identical resumes from people with no track record to differentiate them. So you do what any person facing an impossible sorting problem does: you look for a shortcut you trust. Referrals make up only about 6% of applications, but they account for 37% of hires. Referred candidates get interviewed at roughly 50% higher rates and hired at far higher rates than someone who applied cold, and they cut time-to-hire by nearly a month. That's not employers being lazy or cliquish. It's a rational response to a sorting problem with too many similar-looking applicants and not enough information to tell them apart. A referral is a piece of information a resume can't provide. A referral, at its core, is just a trusted person vouching for someone they've actually talked to. An alum from your school. Someone whose work you admire. A connection of a connection. Most people say yes to a short, specific, low-stakes conversation. Do that enough times, in a real field of interest, and eventually one of those conversations turns into someone who knows their name when a role opens — which is the exact mechanism behind that 37% number, just built from scratch instead of inherited. I know this is uncomfortable advice for a generation that, by your own admission, finds calling or messaging a stranger more stressful than almost anything else on the list. But that discomfort is precisely why it works as an advantage.The candidate willing to do the harder, more human thing stands out by default. Not necessarily because they're more talented. Because they're one of the few people an employer can actually place a name and a conversation to. If your stuck, don't just apply to more jobs. Do this now: make a list of 5 people doing work your curious about, and call them this weekend. Ask for a conversation. And if you're out sociaizing, ask your friends what they actually do at work, and if they like it. If you start talking more about work to people who know you, I guarantee you'll be closer to a job Monday than you would if you justsent out another 50 applications. And have a good weekend.