95% of job applicants never hear back.
Their applications get buried in portals that nobody checks, screened by algorithms that nobody trusts, and forgotten by teams that already have someone in mind.
There is a better way. Contacting hiring managers directly changes everything, if you know how to do it right.
This article was originally recorded as a video. You can watch the full episode on YouTube if you prefer.
Why does reaching out to hiring managers directly work better than applying online?
Because when you rely on job portals, you are one of a hundred. When you reach out directly, you are in a category of one.
I spoke to a guy called John recently who had applied for over 40 roles. Great CV, solid experience. He had not heard a single thing back.
He said, "I just feel invisible."
That is incredibly common when you rely on portals. Your application often disappears into the void.
Most people never reach out because they worry it will seem pushy. But here is the truth: decision-makers want to hear from proactive people. It signals confidence, initiative, and leadership.
I have seen it countless times. A candidate sends one thoughtful message to a hiring manager, and suddenly they are on the radar for roles that were never even advertised.
The goal is not to ask for a job. It is to start a conversation.
Who should you actually contact at a company?
The person one level above the role you want.
They are the ones who feel the pain of an open spot on their team. They are the ones who will fight to hire someone who makes their life easier.
A client once told me he had messaged 25 people at one company, mostly HR reps and recruiters, and got zero replies. The problem was not his CV. It was his targeting.
He was talking to people who manage processes, not people who have the pain from an unfilled role.
Here is who to target by industry:
- Manufacturing roles: VP of Manufacturing, Director of Operations, or Head of Continuous Improvement.
- Technical IT roles: Director of Product, VP of Engineering, or Head of Customer Success.
- Finance and Accounting: Partner, Engagement Director, or Head of Department.
Find them on LinkedIn. Go to the company page, click the People tab, and filter by department or job title. Look for "Director of...", "Head of...", or "VP of..."
That is who you message.
What should you say in your first message to a hiring manager?
Your message needs to sound like value, not a request.
You are not asking for a job. You are starting a professional conversation.
Every message should do three things: show relevance, share credibility, and invite connection (not commitment).
- Personalise the opener. Show you have done your homework on them or their company.
- Provide context in one sentence. Who you are and what you do.
- Anchor your value. What problem you have solved that is similar to what they need.
- Soft call-to-action. "Would love to connect" or "Happy to share insights."
"Hi [Name], I saw your post about improving time-to-market in your product releases. Great insights. I have led several go-to-market launches in enterprise SaaS, and your focus on scalability really resonated. Would love to connect and swap notes."
Keep it conversational, not corporate. Avoid long introductions about yourself. Focus on them.
Your first goal is not to get an interview. It is to get on their radar.
When and how should you follow up without being annoying?
Wait five to seven business days. Follow up once, then again a few weeks later if relevant. Three thoughtful touches are plenty.
I coached a senior project manager who sent a brilliant first message to a VP. A week passed with no reply. He almost gave up.
But instead of saying "just checking in," he followed up by sharing a short article about digital adoption trends and said, "Thought this might resonate, given your focus on operational efficiency."
The VP replied the next day. Two weeks later, he was in an interview.
Busy decision-makers do not ignore you because you are not qualified. They forget.
Your follow-up is not a reminder that you exist. It is a reminder that you add value.
"Hi [Name], just wanted to follow up on my earlier note. I came across a great piece on [topic] and thought it might align with the challenges you mentioned. Would be great to connect sometime."
Keep it light, personal, and valuable. Never guilt-driven.
How do you stay on a hiring manager's radar long-term?
By building micro-familiarity.
When the right opportunity appears, your name should already feel familiar to the person making the decision.
A senior engineer reached out to a VP about a new automation initiative. The VP did not reply. But the engineer did not stop there.
Every couple of weeks, he would comment on their company posts, share industry articles with short insights, and occasionally message something relevant.
Three months later, the same VP messaged him back: "We are opening a new role. Are you still open to a conversation?"
That is what happens when you play the long game.
- Follow the company and key leaders on LinkedIn. Leave thoughtful comments, not "Great post!"
- Post short insights from your own experience. It does not have to be viral, just relevant.
- Be consistent but human. Once a week or when there is real relevance.
- After two to three weeks, circle back: "I have enjoyed following your updates. Would love to stay connected."
You are no longer a stranger. You are a familiar, credible professional who has been showing up.
What mistakes kill your chances of getting a reply?
- Messaging the wrong people. HR manages processes. The hiring manager feels the pain.
- Sending your CV as the first message. Lead with value, not attachments.
- Writing a desperate job plea. "I am looking for any opportunity" makes you sound unfocused.
- Following up with "just checking in." Every follow-up should add value.
- Giving up after one message. Busy people forget. Three thoughtful touches is the right cadence.
The bottom line
Stop applying through job portals and start messaging the person one level above the role you want. A single thoughtful message to the right decision-maker puts you in a category of one.
What is your next step?
If you want to see how your CV holds up before you start reaching out, try the free Six Figure CV tool. Upload your CV and get an instant score with specific fixes, built from 9,000+ executive interviews.
And if you are ready to work directly with me to land your next six-figure role, check out how we can work together.