Have you ever been frustrated by your job search? Tech is notorious for its competitiveness and having candidates jump through hoops — and in the end, the hiring manager may not even fill the role. That’s why it is important to have a system like the Overemployed’s Job Search 2.0, so you can be less stressed and predictably land job offers. That’s why I leverage We-Connect, a B2B automation tool that allows me to connect with hiring managers and job posters on Linkedin at scale, building out my pipeline of jobs to convert from interviews to offers.
What you can learn from tech sales and apply to your job search
I recently learned from a hiring manager that he had over 1,000 applicants for a program management position! That’s some daunting ass odds, like getting into Stanford or winning the lottery. Yes, it’s a numbers game. But the truth is some of us are better at selling ourselves than others. That’s why early on I decided to control what I can control, which is refining and creating a repeatable playbook to get job offers quickly. Remember, I’m already working two jobs.
Here’s a sneak peek:
1. Set up an automated tracking system, similar to a CRM like Salesforce
Let me just tell you upfront that manual data entry and emailing tracking won’t do, not if you want to systematically track your batting average at each stage. Remember, because you’re after two remote jobs, your applications and interviews will at least minimally be 2x of your normal volume.
2. Divide and conquer qualifying outbound vs. inbound leads
Like sales, the outbound vs. inbound sales muscles are quite different. It’s the human psychology on who called who first. If you’re not a hot commodity, chances are you’ll do more outbound efforts, like getting referrals and applying. By the way, referrals have never worked for me, not unless you know the hiring manager personally. The single most effective and statistically proven method for me has been generating inbound or group-hunting on a target company or a specific job.
3. Automate your discovery call with the recruiter
Throughout this whole job search process, the other side already has an advantage with a dedicated SDR (sales development representative). You should have one helping you out too!
4. Fine-tune your POV (proof of value) with the hiring manager
This is likely the most critical stage for most people. I call it boss shopping time. You either click and pass the bar, or you don’t. Come prepared to show your value but also be prepared to flip the table and be the interviewer at the end.
5. Decline any case studies or presentations
Some of you may feel incline to do the case if you’re trying to break into tech. But I don’t bother with these because it’s a waste of my time and it’s probably a wrong target company. Remember, I currently am working two jobs. I ain’t got time to play games. Plus, as you get more experienced, you’ll learn these exercises are just another filter being applied by the other side. Ask to skip and play the next round if they truly want you.
6. Filter which opportunities are worth closing
While tempting, don’t take every single final round or you’ll die. By this point, you should have a good feel if the target company, job, and boss is right for the two remote job hustle. Only go for those with the right expectations.
7. Having fun while being a closer
Since I already have two jobs, I’m typically quite relaxed at the final stage. In fact, I treat it as an industry intelligence collection and set myself up for applying at competitors if the final rounds don’t pan out with an offer in hand.
After a couple of phone screens, a case study, and a half-day of “onsite” with five 1-on-1 interviews, you’re spent. It is time you can’t get back to play with your kids or have a walk with your dog. And it’s an incredibly high bar to hit to be the 1 out of 1000 that get the job. The more targeted and refined your hunt, the higher your chance of success. And make it a team sport!