How to Run a Focused Job Search

Struggling with the job search? Stop submitting dozens of online apps and crossing your fingers. Try this instead: Start by setting aside 2-3 days. Use that time to research the heck out of companies in your target industry. Learn about their products, customers, finances, people, and culture. You’ll cross a lot of places off your list — that’s a good thing! Work to narrow down the list until you have 15 companies you really love. Now focus 100% of your time and energy on those companies. Invest time creating highly personalized resumes and cover letters, then apply. Begin building relationships with potential referrals. Start with people you know — can anyone in your circle introduce you? Then message decision makers (hiring managers, potential peers) directly. Finally, think about how you can go above and beyond to show how much you want to work there. Can you share potential solutions to a challenge? Can you help identify a new opportunity? Can you perform a competitive analysis? Can you gather feedback on a new initiative? Package that up in a deck and lead with it (I call these Value Validation Projects). Moral of the story? Stop going 100 miles wide and one mile deep. Instead, choose a small set of companies you’re genuinely excited about and invest 100% in them.

To all the job seekers diligently searching for a new job right now, I see you. I want to share my family's story, which includes a relevant strategy for today's job search that could help. My husband lost his job during the pandemic. At the time, layoffs and job searches were at a peak, similar to today's market. With a concentrated effort, my husband landed a new role in just 2 months. He did it without applying for hundreds of jobs or relying solely on job boards. In fact, he applied for just 3 jobs. He also convinced an organization in another province to hire him remotely (when the role was not originally a remote position). Here's how he did it: ✔️ Nailed down a clear and defined job target. He resisted the temptation to cast a wide net and focused on what he was good at and what he wanted to do. ✔️ Built a tailored and results-rich resume for his job target (yes, of course, I helped, but I also taught him how to own the customization process). ✔️ Created a job search plan with a daily schedule – and executed it. This included time for job search activities, plus personal and family time. The schedule kept him focused and moving forward, but not burning out. ✔️ Conducted lots of research and searched out decision-makers, mainly here on LinkedIn (we also ensured his profile was fully optimized). ✔️ Identified a well-suited opportunity that was not in our city, so he dug into the organization, found a person in his network who worked there, and reached out to that person. ✔️ Developed an internal champion for himself inside the target company. This person vouched for him, gave him inside intel, and helped him shine during the hiring process. ✔️ Ensured that his resume was given directly to the hiring manager (care of the internal contact) in addition to applying for the role online. ✔️ Prepared diligently for multiple interviews, including a well-thought-out pitch on how he could manage the role remotely (remember, this was at the start of the pandemic and not as popular as it is today). ✔️ Secured the offer! Job seekers today can benefit from a similar strategy, remembering to lean on your network. Relationships matter a lot during a job search! Tell everyone you know what you need and what you are good at. Seek out decision-makers. Foster your network. People hire people. #jobsearch #layoffs #laidoff

You don’t need more applications. You need better ones. If your job search strategy is “apply to everything and hope something sticks”... it’s time to pivot. In today’s market, the candidates getting interviews aren’t sending 100s of resumes. They’re sending 10 targeted ones - and making them count. Here’s how to shift from volume to precision: ✅ 1. Target with intent Build a list of 30–40 companies that align with your strengths, values, and career goals. Look for: - Roles that match 80–90% of your skills - Companies whose mission resonates with you - Places where you can add unique value based on your background ✅ 2. Research before you reach out You don’t need to read every blog post - but do enough homework to show you actually care. Check the company’s website, recent LinkedIn updates, or product announcements. Then tailor your message: “I saw your team recently launched [X] — I’ve worked on similar projects in [Y], and I’d love to contribute to [Z].” Small effort. Big impact. ✅ 3. Write your resume for the reader Each resume should speak directly to the job description. Use their language. Match their needs. Generic = ignored. Aligned = noticed. ✅ 4. Warm up the connection Before you apply, connect with someone on the team. Engage with their posts Send a thoughtful, short message Ask for insight — not a job This increases your odds of getting a response and a referral. ✅ 5. Treat applications like a pitch Use every touchpoint - cover letter, message, interview - to sell your value. Tie your experience directly to their needs. Be clear, confident, and specific. 🎯 More isn’t better. Better is better. 10 thoughtful applications can outperform 100 generic ones — every single time. If you’re ready to stop spinning your wheels and start landing interviews, follow me for daily job search strategies that actually work.

The most common job search instinct among Directors and VPs is also the one that keeps them searching the longest. When things slow down, they apply to more roles. It feels productive. It is the opposite of what works. The fastest searches I have seen were also the most focused. Here is what targeting actually looks like: 𝟭. 𝗗𝗲𝗳𝗶𝗻𝗲 𝘆𝗼𝘂𝗿 𝗰𝗿𝗶𝘁𝗲𝗿𝗶𝗮 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗼𝗽𝗲𝗻 𝗮 𝘀𝗶𝗻𝗴𝗹𝗲 𝗹𝗶𝘀𝘁𝗶𝗻𝗴 Define what makes a role right for you before you start scrolling. The kind of company, the scope, the environment, the direction. Without criteria, every opening looks like a possibility, and you spend your energy on roles that were never aligned to begin with. 𝟮. 𝗞𝗲𝗲𝗽 𝘆𝗼𝘂𝗿 𝘁𝗮𝗿𝗴𝗲𝘁 𝗹𝗶𝘀𝘁 𝘀𝗵𝗼𝗿𝘁 𝗮𝗻𝗱 𝗱𝗲𝗹𝗶𝗯𝗲𝗿𝗮𝘁𝗲 Identify ten to fifteen companies that genuinely fit your criteria. A focused list of aligned targets will always outperform a hundred applications sent on hope. In a senior search, depth beats volume every time. 𝟯. 𝗥𝗲𝘀𝗲𝗮𝗿𝗰𝗵 𝗲𝗮𝗰𝗵 𝗰𝗼𝗺𝗽𝗮𝗻𝘆 𝗯𝗲𝗳𝗼𝗿𝗲 𝘆𝗼𝘂 𝗿𝗲𝗮𝗰𝗵 𝗼𝘂𝘁 Understand where each company is going, what they are building, and what they are struggling with. The goal is to reach out as someone who already understands their world, not as one more applicant in the pile. 𝟰. 𝗥𝗲𝗮𝗰𝗵 𝗽𝗲𝗼𝗽𝗹𝗲, 𝗻𝗼𝘁 𝗽𝗼𝗿𝘁𝗮𝗹𝘀 The best senior roles are rarely won through an online application. Reach the people who make or influence the decision. A warm introduction or a specific, direct message will move you further than any portal ever will. 𝟱. 𝗧𝗿𝗲𝗮𝘁 𝘁𝗵𝗲 𝘀𝗲𝗮𝗿𝗰𝗵 𝗮𝘀 𝗮 𝗽𝗿𝗼𝗷𝗲𝗰𝘁, 𝗻𝗼𝘁 𝗮 𝘄𝗮𝗶𝘁𝗶𝗻𝗴 𝗴𝗮𝗺𝗲 Set weekly targets. Track every conversation. Follow up deliberately. A search without a system is just hoping the right thing finds you. The professionals who land fastest treat the search itself as a project they manage. A scattered search tells the market you will take anything. A targeted one tells the market exactly where you belong. The market does not reward volume. It rewards clarity. Save this post for when you start your next job search. And if you have been applying everywhere and hearing very little back, the problem is usually the list, not you. Send me a message and we will build a sharper one.

Laid off or decided it’s time for a new role? Stop. Don’t touch your CV yet. That’s where most people go wrong. They jump straight into applications… And end up stuck in the spray-and-pray loop. Here’s what I share with my clients to do in the first 2 weeks instead: Week 1: Reset & Refocus ▶︎ Get clear before getting busy. What are your 3 superpowers? What kind of work drains you vs. energizes you? ▶︎ Craft your “pivot pitch.” One short paragraph that explains what you do, what you’re great at, and what you’re targeting. Use this in DMs, intros, and networking convos. ▶︎ Update your LinkedIn. Your headline should say what you do, not just your old title. Highlight wins, not duties. ▶︎ Reconnect—don’t beg. Reach out to 5-10 people you trust. Ask for perspective, not a job. Week 2: Activate with Intention ▶︎ Build a target company list (15-20 max). Find places that excite you—not just ones hiring today. ▶︎ Network inside those companies. A 15-minute convo beats 50 cold applications. You better pay for the coffee, if it is in person 🙂 ▶︎ Start a simple job tracker. Keep it lean: Company, Contact, Stage, Next Step. ▶︎ Now revisit your CV, with purpose. Use insights from Week 1 to tailor it. Focus on value and results, not just responsibilities. We talk about this alot here (if you are new, make sure to follow me - Eli Gündüz) ▶︎ Soft launch on LinkedIn. A thoughtful post can surface hidden opportunities. ▶︎ Learn something small but useful. Interview training for technical rounds or cert, tool, even tactic, whatever gives you momentum. Your first 2 weeks = your foundation to stand out and make the right decisions rather than panic and get lost in the crowd. Be strategic. Be steady. You’ve got this. ▶︎ Save this playbook. You never know when you might need it. ▶︎ Share it with someone who’s starting over. ▶︎ Follow me for real job search tactics that work..

The best job search advice I can give you after 25+ years in HR. (and after hiring hundreds of people) Most people approach job searches backwards. They start with the job posting. But the strongest candidates start somewhere else. They start with clarity. I have spent more than two decades building People functions, scaling organizations, and hiring across multiple industries and stages of growth. I have reviewed thousands of resumes. And here is the truth most job seekers do not want to hear. Applying and waiting no longer works. If you want something different, you have to do something different. You have to stand out. The good news is there are many ways to do that. Start here. 1. Get crystal clear on what you want The more specific you are, the easier it is for people to help you. Think about: • Industry • Size of company • Role and scope • Culture and leadership style • Onsite, hybrid, or remote Clarity makes you memorable. When opportunities arise, people can connect the dots and make introductions. 2. Activate your community People want to help. But do not assume your community knows you are looking. Tell them. Share what you want and what you bring. Your next opportunity often comes from someone who knows someone. 3. Reach out to people already doing the role you want Search LinkedIn for people who hold the position you are targeting. Send a thoughtful message. Ask for a short virtual coffee. Share briefly what you are exploring and ask: • Who should I connect with? • Are there recruiters you recommend? • What advice would you give someone entering this role today? Those conversations are incredibly valuable. 4. Build relationships with recruiters Reach out to recruiters you already know. Let them know you are available. Then make new connections. Introduce yourself. Share your focus. Stay on their radar. 5. Engage with companies you care about Follow organizations you admire. Watch what they post. Comment thoughtfully. Engage with executives and potential hiring managers. You would be surprised how powerful this can be. When your resume eventually lands on their desk… your name might already be familiar. One more thing. Culture alignment matters. A job is not just about getting hired. It is about finding an environment where your values, expectations, and ways of working align with the organization. That is where people do their best work. After 25+ years in People leadership, one truth still holds: Great careers are built through relationships, reputation, and results. Not just resumes. People hire people. Does your community truly know you? If you are currently exploring opportunities, comment OPEN below. I will do what I can to amplify your profile and connect you with people in my community. Because none of us build meaningful careers alone.

I've done lots of Recruiter and HM interviews this past month. Here's the one thing Sr-level job seeker should know about this labor market ↓ It's incredibly competitive High competition means the margins between who gets interviews, and who doesn't, is very thin. Hiring teams want Sr candidates who are: - Proven - Low risk - Able to add value quickly They don't need to take a chance on someone who's done 60% of the role, or someone trying to 'stretch' into a new position. What does that mean for jobs seekers? Look for roles where you're highly competitive. Don't treat your search like an entry level numbers game. Do this 3-step process to niche down: Step 1: Define your work criteria Pull up your last 3 to 5 roles or major projects. What work energized you? What drained you? What delivered the biggest results? What are you known for when people recommend you? -Rank your priorities -Compensation floor -Flexibility -Team size -Growth stage -Industry stability This is your work filter. It tells you where to focus. Step 2: Map who offers this work Research 10 to 15 companies that match your filter. Look for companies hiring for the work you defined. Check if your background is common there by reviewing employee profiles on LinkedIn. Find adjacent industries that value your experience. Build a shortlist of 5 to 10 target companies. (ideally where you know people) Step 3: Identify your competitive roles For each target company, find 2 to 3 open roles where 70%+ of the job description matches work you have already done. The level should align with your years of experience and scope. You should be able to name 2 to 3 recent accomplishments that prove you can do this job. Proof is the key to niching. The outcome is a focused list of 10 to 15 specific roles at 5 to 10 companies where you are actually competitive. Now you've got a target! _ _ _ PS - What steps would you add to this list?

Applying to 200, 300, or 400+ jobs isn’t a strategy. It’s merely a stress, pressure response.   Hey, I get it. When you’re out of work, or desperate to leave where you are, volume feels productive.   Click. Submit. Repeat. It feels like momentum.   But let’s be honest. If you’ve applied to 200+ jobs and haven’t gained traction, the issue probably isn’t effort. It’s approach.   Here’s why mass-applying doesn’t work: ❌ You’re likely underqualified for some. ❌ Overqualified for others. ❌ Using the same résumé for all of them. ❌ Competing with hundreds of other “easy apply” clicks.   That’s not strategy. That’s closing your eyes, crossing your fingers, and hoping.   A smarter approach looks like this: ✔️ Target 10–15 roles a week that actually align with your experience. ✔️ Tailor your résumé to the language in the job description. ✔️ Reach out to the hiring manager or recruiter with a short, direct note. ✔️ Leverage your network before you ever hit “apply.”   Quality creates conversations. Volume creates burnout.   I’ve seen candidates apply to 300 jobs and get nowhere. And I’ve also seen candidates apply to 25 thoughtfully chosen roles and land multiple interviews.   Being selective isn’t lazy. It’s disciplined.   If your current method isn’t producing interviews, don’t double down on volume. Adjust the strategy.   Your time and energy are finite. Use them where they actually move the needle.   #JobSeekers #JobSearch #RecruiterTips #JobSearchStrategy

If your job search feels scattered or overwhelming, it might not be your effort—it might be your system. A successful job search isn’t just about applying to everything. It’s about being strategic and consistent. Here’s how I help my clients create a plan that keeps them organized and less overwhelmed: ✅ Clarify your direction What kind of roles, industries, or environments are you targeting? ➡️ Define your focus so you’re not trying to be everything to everyone. ✅ Update your materials Make sure your resume, LinkedIn, and elevator pitch reflect where you’re headed—not just where you’ve been. ✅ Track your outreach Use a spreadsheet, Google Sheet, or a tool like TealHQ to stay on top of applications, networking, and follow-ups. ✅ Network strategically Reach out to people working at your target companies. ➡️ Most jobs are filled through connections—not job boards. ✅ Create a weekly schedule Treat your job search like a job. Block time on your calendar like you would for meetings or project work ✅ Set micro-goals Aim for: 🔹 5 new connections/week 🔹 2 tailored applications 🔹 1 interview prep or reflection session ✨A plan brings structure and confidence to a process that can often feel uncertain. 💬 What’s one job search habit that’s helped you stay on track—or one you're trying to build? 📩 And if I can support you in creating your job search plan, feel free to reach out—I’m here to help. #JobSearchStrategy #CareerClarity #CareerCoach #LinkedInTips  

Your job search needs structure, not hope   (Scattered effort kills real momentum) If you feel busy every week   yet interviews are not increasing,   the issue is not effort.   It is structure. Most job seekers operate reactively.   They scroll, apply, and hope something sticks.  Stop applying randomly.   Start running weekly sprints. WEEKLY JOB SEARCH SPRINT GUIDE  Run focused one-week cycles   with clear goals and daily execution. 1: Sunday → Plan With Precision  Set 1–3 measurable goals:   → Apply to 5 targeted roles   → Contact 10 relevant professionals   → Complete 2 mock interviews  Prepare your materials:   → Update your resume intentionally   → Draft flexible cover letter templates   → Refine your networking pitch   → Set up a tracking spreadsheet  Clarity reduces overwhelm immediately. 2: Monday → Research With Intent  → Identify 10 strong-fit job openings   → Study company culture and recent news   → Review key decision makers and teams   → Add each role to your tracker   → Prioritize by alignment and deadlines  Preparation increases interview probability. 3: Tuesday → Customize For Relevance  → Tailor your resume per role   → Adapt cover letters strategically   → Optimize keywords using JobScan or Teal   → Proofread everything before submitting  Relevance beats volume every time. 4: Wednesday → Submit With Discipline  → Send at least 5 quality applications   → Log company, role, and submission date   → Save final versions for reference   → Set follow-up reminders in 1–2 weeks  Tracking builds strategic awareness. 5: Thursday → Network With Purpose  → Message 10 meaningful LinkedIn connections   → Request informational conversations   → Ask for referrals where appropriate   → Follow up on previous discussions  Opportunities move through relationships. 6: Friday → Prepare And Reflect  Interview preparation:   → Practice structured STAR stories   → Research upcoming interview companies   → Rehearse common behavioral questions  Weekly review:   → What worked this week?   → What needs adjustment?   → What changes next sprint?  Refinement compounds weekly. 7: Saturday → Rest And Recharge  → Step away from job search tasks   → Spend time with family and friends   → Recharge your mental energy  Recovery protects long-term consistency. Make This System Work  → Block 1–2 focused hours daily   → Treat them as non-negotiable appointments   → Track applications, outreach, and responses   → Celebrate small measurable wins   → Stay accountable to someone  Job searching is not about intensity.   It is about structured repetition. Run the sprint.   Review the data.   Adjust next week. Momentum follows discipline. ♻️ Reshare if someone in your network is stuck in job search chaos.   Follow Tapan Borah for grounded career clarity. P.S. I work with experienced PMs who want to move into   $150K–$200K roles through strategy and positioning,   not blind applications.