[How To] Find a Job Without Applying Online in 2025
- Alex Khamis
- 6 days ago
- 41 min read
I’ve spent years helping folks find jobs, and one thing I keep seeing is people relying only on online applications and then getting ghosted.
As I’m sure you’re already aware, applying online can feel like chucking your resume into a black hole (a career blog even called it “where resumes go to die” ).
The good news is you don’t have to only apply online. In fact, tons of jobs get filled through other means – some say 70%+ of openings are never even posted publicly.
So let’s talk about practical ways to land a job without hitting that “Apply” button on a job board. These are a mix of tried-and-true methods and a few creative strategies, all in a casual playbook style (This is coming from my experience cofounder of a resume writing agency, writing resumes for the last six years).
Why bother with these methods? Well, because they often work better than the blind online application route.
You might get a faster response, less competition, or even create a role for yourself. Let’s dive in.
1. Tap Your Personal Network (Friends, Family, Alumni, etc.)
Your personal and professional network is probably being under-utilized. This means letting people you already know (friends, former coworkers, alumni from school, even your neighbors or Uncle Bob’s golfing buddy) know you’re job hunting.
A lot of opportunities never go public because they get filled by someone who had an inside connection.
LinkedIn once said more than 50% of professionals hired had a connection at the company! The idea is to use those connections you already have to get leads or referrals.
How to do it (step-by-step)
Make a list of contacts: Think of everyone you know who might have insight or connections in your industry or the industry you want to join. This includes old classmates, ex-bosses, mentors, friends in similar fields, or relatives. Don’t be shy – most people like helping if they can.
Reach out casually: Send a message or call them. It can be as simple as, “Hey, I’m on the job hunt in [field/role]. Do you have any advice or know anyone at [Target Company] I could talk to?” Keep it light and not like you’re begging for a job. You’re mostly asking for info or a foot in the door.
Mention your value: Briefly let them know what you’re looking for and what you’re good at. For example, “I’ve been doing X for 5 years and looking to apply that at a company like Y.” This helps them think of where you might fit.
Ask for referrals or introductions: If it feels appropriate, ask if they know of any openings or could introduce you to someone in the field. Sometimes just “If you hear of anything, let me know!” is enough. Other times, if they work at a company you love, you can ask, “Would you mind referring me if you hear about a role in your team?”
Follow up and say thanks: People get busy, so if you don’t hear back in a week or two, a follow-up is fine. And if someone does give you advice or a lead, thank them and keep them posted on the outcome. It’s just good karma and keeps them willing to help more.
Why it works
This is the classic “it’s who you know” strategy. Many jobs are filled via word-of-mouth. From my experience, hiring managers trust people they know or get recommended by someone they trust.
It shortcuts the huge pile of anonymous resumes. Also, referrals tend to get you in the door faster—your resume might jump straight to an interview.
One study found that referred candidates are four times more likely to get hired than those who apply cold!
Companies love referrals because those hires often stay longer and fit the culture better. So, by tapping your network, you’re essentially beating the online crowd with a warm intro.
Example (networking pays off):
I had a client who was struggling to get responses from online apps. We identified that one of her old college classmates worked at a company she loved.
She sent him a casual LinkedIn message to catch up and mentioned her job search. He ended up referring her to an opening on his team – she got an interview in a couple week, skipping the initial resume screen entirely.
She told me the hiring manager said her application got pulled from the stack because of that internal referral.
Tools to help
LinkedIn: Perfect for finding alumni or former colleagues at companies. Search your target company and see if anyone in your network (1st or 2nd degree) works there.
Alumni networks: If you have groups from college or industry meetups, drop a friendly note that you’re looking for opportunities. Sometimes a casual post, “Anyone know of openings in [field]?” can surface leads.
AI: If writing reach-outs makes you nervous, use ChatGPT to help.
Insight
Networking can feel awkward at first, but remember most people have been in your shoes and are happy to help if they can.
Just be respectful of their time and don’t pressure anyone. Even if someone doesn’t know of a job, they might give you great advice or connect you to someone else.
It’s like planting seeds – not every seed grows immediately, but over time this is how a huge chunk of people land jobs (some stats say 85% of jobs come from networking!).
So this method is way more effective in general than clicking “submit resume” 100 times on job sites.
2. Expand Your Network at Industry Events and Communities
This is about meeting new people in your field – basically networking beyond the folks you already know. Think industry conferences, professional association meetings, meetups, workshops, even online communities and forums related to your career.
The idea is to get out there (in-person or virtually) and make connections in a natural way. Many hires come from chance meetings and conversations at these kinds of events, part of that “hidden job market” we talk about.
How to do it
Find relevant events or groups: Look up meetups, conferences, or networking events in your area (or webinars/virtual meetups). For example, if you’re a software developer, check out local tech meetups or hackathons; if you’re in marketing, look for advertising clubs or events. Platforms like Meetup.com, Eventbrite, or LinkedIn Events are great for this.
Join professional associations or clubs: Almost every field has an association (like a Marketing Association, an Engineers Society, etc.). They often host mixers or have local chapters that meet regularly. Joining as a member can connect you with seasoned professionals.
Prepare a quick intro: You don’t need a fancy pitch, but be ready to introduce yourself in a sentence or two – e.g., “Hi, I’m Sam. I work in healthcare admin, but I’m exploring opportunities in hospital management.” This lets people know your context. Also, have some questions or topics in mind so you can start conversations (like recent industry news or something about the event).
Engage in conversations (even if it’s awkward): Yes, networking can be nerve-wracking, especially if you’re not super extroverted. But remember, everyone is there to mingle. Start by saying hello to someone who looks friendly or is standing alone. Ask what brought them to the event or what they thought of the speaker. It’s as simple as just talking. You’re not immediately asking for a job – you’re building relationships.
Mention you’re exploring opportunities (subtly): If it fits naturally, let people know you’re looking. Something like, “I’m actually in between jobs and looking to move into UX design. It’s great to meet others in this space.” This opens the door for them to possibly say, “Oh, my company was hiring a designer – I can connect you.”
Exchange contact info: Have business cards if that’s normal for your field, or just connect on LinkedIn on the spot using the app. Make sure you get their name for follow-up.
Follow up after the event: This step is key. Shoot a quick message or email to people you talked to: “Great meeting you at the X event! Let’s keep in touch.” If you had a really good convo with someone, maybe suggest a coffee chat or ask a bit more about what you discussed. This follow-up cements the connection beyond the one event.
Why it works
By getting involved in professional communities, you increase your luck surface area – basically, more people know you and know you’re looking, so more chances that someone knows of a job for you.
Also, you gain insight about your industry and make genuine connections. From an employer’s perspective, if they meet you at an event and like you, they might encourage you to apply or even create a role for you.
Plus, when a job opens up, people often remember “Oh I met this great person at the conference, let me reach out to them” before they ever post the job publicly.
Career coaches often cite that a majority of jobs (some stats say 70-80%) get filled through networking and never hit the job boards, and these events are where that networking magic can happen.
It’s definitely more effective than just sending resumes into the void because here you’re a real human face and story, not just another resume in a pile.
Example:
A friend of mine went to a local ECO Canada environmental science meetup even though she felt shy about it.
They had a casual roundtable, and she mentioned she was learning data analysis and looking for a job in that area.
After the meetup, one of the guys she spoke with introduced her via email to a manager at his company who was looking to hire a junior data analyst (a job that wasn’t posted yet!).
That intro turned into an informal interview and then a formal offer. If she hadn’t gone to that meetup, she’d have never have known about the job.
It really highlighted how just showing up can lead to opportunities out of thin air.
Tools to help
Meetup & Eventbrite: Great for finding local gatherings by interest/profession. Search keywords related to your field.
LinkedIn Groups: Join groups in your industry or alumni groups. Sometimes they host networking threads or events.
Slack/Discord communities: Many industries have Slack or Discord servers (for example, tech, design, writers, etc. have unofficial communities). Being active there can connect you with folks who might know of jobs.
Fishbowl or Bumble Bizz: These are like networking apps (sort of like LinkedIn meets dating app style). You create a profile and can swipe to meet other professionals near you. It can be a way to set up one-on-one networking chats if big events aren’t your thing.
Insight
Remember that networking is a two-way street. Don’t just think “what can I get?” – also think about what you can offer.
Maybe you have info, advice, or a connection that could help them too. That attitude makes people more inclined to help you.
And even if an event doesn’t lead to a job immediately, you’re practicing social skills and learning more about your industry, which helps in the long run.
Compared to online applying, where you might just get an auto-rejection email, going to events puts you in a position to get real-time feedback, advice, and maybe a shortcut to an interview.
3. Get an Employee Referral from the Inside
An employee referral is when someone already working at a company recommends you for a job there.
This is slightly different from general networking because here the goal is to have that person submit your resume internally or put in a good word so the hiring team pulls your application from the stack.
Many companies even have formal referral programs (sometimes employees get a bonus if they refer someone who gets hired).
This method often starts with networking (you have to connect with an insider), but it’s worth calling out on its own because of how powerful referrals are.
How to do it
Identify target companies: First, list out companies you’d love to work for. Then for each, use LinkedIn or your own contacts to see if you know anyone who works there. Even a friend-of-a-friend or a former classmate counts.
Connect with an insider: If you do find someone (let’s call them your “inside contact”), reach out to them. If it’s someone you already know well, just let them know you’re interested in their company and ask if they know of any suitable roles. If it’s someone you don’t know personally yet (like an alum who works there but you never met), approach it like an informational chat. For example, send a message like, “Hi, I saw you’re at Company X. I’m interested in [field] roles there. Would you be open to a quick chat? I’d love to hear about your experience at X.” Build a bit of rapport instead of instantly blurting “Can you refer me?”.
Express your interest (and qualifications): Once you have a dialogue, let them know you are interested in opportunities at the company and why you’d be a good fit. People will refer you only if they feel you’re competent because it reflects on them too. So you might say, “I’ve been doing A, B, C for a few years and I’m really passionate about what Company X is doing in this space. If you hear about any openings in [specific team or role], I’d love to be considered.”
Ask for the referral: If the conversation goes well, politely ask if they’d be comfortable referring you or at least passing your resume to the hiring manager. Something like, “Do you think it would make sense for you to refer me for [the role]?” or “Would it be okay if I listed you as a referral in my application?” Many times, they’ll even suggest it themselves if they think you’re a fit.
Make it easy for them: Send over your resume and a short bullet list of your relevant accomplishments they can mention. The easier you make it, the more likely they’ll actually go and refer you in the company system or email their boss about you.
Follow the process: Sometimes the company might still ask you to apply through the website, but maybe with a referral code or the employee’s name. Do that promptly. The key difference is now your application is tagged as a referral, which usually gets priority.
Thank your contact: Regardless of outcome, thank the person who referred you. Keep them posted if you get an interview or offer – they’ll be happy to hear, and it maintains a good relationship (you might become colleagues soon!).
Why it works
Referral hires are like hiring with a seal of approval. Recruiters and hiring managers like them because someone in the company is vouching for you. It often means you’ll at least get an interview to prove yourself.
Statistically, referrals have a much higher success rate than cold applications. For example, referred candidates tend to advance further and faster – one stat showed referred candidates are four times more likely to be hired than non-referrals who just applied online.
Also, referred employees often stay longer at companies, so companies actively encourage referrals.
It’s basically a shortcut past the initial filters and huge competition. Instead of your resume sitting in a pile of 300, it might be one of 5 that a hiring manager actually looks at closely because it came from Bob in Engineering who said “Hey, I think Jill could be great here.”
Some companies even fill a large chunk of roles through referrals internally before ever considering outside applicants. So you’re dramatically upping your odds versus the blind apply.
Example:
One of my former clients wanted a job at Google (dream company!). She didn’t personally know anyone there, but she saw on LinkedIn that a former coworker from years ago had joined Google.
She reconnected with that person – sent a friendly note congratulating him on the Google role and caught up over a call.
During the chat, she mentioned she’d love to work there too and asked about any openings. He ended up referring her through Google’s internal system for a role that fit her skills.
She got an interview call from a recruiter a short while later. The recruiter actually mentioned that they fast-tracked her application because she were referred by an employee.
It still took multiple interviews to get the offer (Google’s process is intense), but that referral got her foot in the door when her online applications before had gotten no response at all.
Tools to help
LinkedIn (again!): Use the search bar with filters. Search for the company name, then filter by “People” and maybe add filters like past schools (to find alumni) or past companies (to find people you’ve worked with who are now there). Also, many companies have the option “Show alumni who work at [Company]”.
Company Career Page (Employee Section): Some career pages actually highlight their referral program or even let external people indicate if they know an employee. Check if there’s a “referred by employee” option in the application – if you have someone willing, put their name.
Email/LinkedIn templates for referrals: Websites like Indeed or The Muse have sample messages for asking for referrals if you’re not sure how to word it. But personalize it; mention any common connection or why you admire that company.
Alumni networks: If you went to college or even high school, see if they have an alumni mentorship or networking platform. Universities often have directories – you might find someone at your target company who is an alum, and reaching out with “Fellow [University] alum here…” can warm them up.
Insight
Don’t be discouraged if you don’t know anyone at a particular company right now. You can build those connections (via networking or even cold outreach which we’ll cover next).
Also, be genuine – only ask for referrals at places you’re truly interested in and qualified for. People can tell if you’re just using them.
On the flip side, people love to refer great candidates because it helps their company and often there’s a referral bonus. So it can be win-win.
Compared to applying online with no connections, having an employee refer you can dramatically cut the time to get an interview (sometimes it happens within days if the need is urgent).
It’s one of the fastest ways to go from applicant to interview in many cases.
4. Contact Hiring Managers Directly (Cold Outreach)
This is the classic “cold email” or cold message approach – reaching out to someone who could hire you (like a hiring manager, team lead, or even a department head) without any prior introduction.
You’re essentially skipping the formal application and saying “Hey, I’d love to work with you, here’s why I’d be awesome.”
It can be a bit gutsy, but when done right, it can make you stand out. This includes cold emails, LinkedIn messages, or even mailing a letter in some cases.
The key is it’s unsolicited and not in response to a posted job – you’re creating your own opportunity or getting in early.
How to do it
Find the right person to contact: If there’s a specific company you want, figure out who would likely be your boss or the decision-maker for hiring. For example, if you’re a software engineer, maybe it’s the Engineering Manager or CTO; if you’re a marketing specialist, maybe the Marketing Director. LinkedIn is your friend here – search for people at the company with relevant titles. If a job was posted, sometimes the posting lists who you’d report to or who posted it (which might be the recruiter or manager).
Get their contact info: Often you can message them on LinkedIn (even a free account can sometimes, or just send a connection request with a note). But email can be more effective. To find emails, tools like Hunter.io or Skrapp can guess company email formats. Sometimes people list their email on their personal website or Twitter bio. Another trick: try common formats like firstname.lastname@company.com. There’s also the old-fashioned method of calling the company and asking for that person’s email (it still works from time to time—especially if the company is smallish).
Craft a short, personalized message: This is super important. Don’t send a generic wall of text. You want a brief email or message that says who you are, why you’re reaching out, and what value you bring. For example:
Subject: Quick question about [Team or Project] at [Company]
Hi [Name], I hope you don’t mind me reaching out. I’m a [Your Role] with [X years] experience in [field]. I’ve been following [Company]’s work (especially the [specific project or news – show you did homework]) and I love what you’re doing. I’m currently exploring new opportunities, and I wanted to express my interest in [Company]. I specialize in [couple skills or achievements relevant to them]. For example, at my last job I [tangible result or project]. I see potential to bring this expertise to your team. If there’s a need for someone who can [solve a particular problem or add specific value], I’d be excited to chat. Either way, thanks for reading, and keep up the great work with [something they did]. Best, [Your Name]
Something along those lines – personalized, appreciative, and value-focused. It should never read like a spam blast.
Mention something specific about their company or team to show this isn’t copy-paste. Keep it fairly short (a few short paragraphs at most).
Optionally, attach a resume or portfolio: You can attach your resume to a cold email or include a link to your LinkedIn/portfolio. Some people prefer to first get a response then send a resume. It’s up to you – if your resume is strong and relevant, attaching it can be fine. If you do attach, mention it (e.g., “I’ve attached my resume in case that’s useful”).
Send and be patient (but follow up): If you don’t hear back in about a week, send a follow-up note. Sometimes people open an email and forget. Just reply to the same thread with something like, “Hi [Name], just following up in case my previous email got buried. I’m really interested in [Company] and would love to chat if you have a few minutes.” Keep it friendly. Don’t send more than one or two follow-ups.
Be prepared if they respond: This can lead to an informal phone call or even being fast-tracked to an interview. Be ready to talk about why you want to join and what you offer (basically like a mini-interview). Sometimes they might say, “We don’t have openings now, but let’s stay in touch,” which is still a win – you made a contact for the future.
Why it works
Not many people bother to do this, so you can really stand out as the person who took initiative. It shows huge proactiveness and genuine interest.
Imagine you’re a manager and you get an email from someone who has done their homework and is interested in your work – for a lot of people that can be flattering!
Even if they’re not hiring right that second, they might keep you in mind or even forward your info to HR for an upcoming role.
I’ve seen hidden roles get created for someone who impresses a team. Also, you bypass the competition.
You’re not competing with 500 applicants on an Indeed posting; you’re essentially in a category of one in that moment.
Sure, not every cold email gets a reply – far from it. But it can have a surprisingly decent response rate if personalized.
Even a 5-10% response rate is talked about for cold emails , which is actually not bad considering applying online might yield 0 responses out of 100+ apps sometimes.
And those responses you do get are usually from people interested enough to talk.
From a numbers perspective, think of it like this: If you send 20 well-researched cold emails, maybe a few reply (say 2-4).
Of those, maybe 1 turns into an interview opportunity. That’s 1 interview you wouldn’t have gotten by just submitting a resume into an ATS.
And sometimes the hit rate is even better if you have in-demand skills. It’s a bit of a hustle, but it can drastically cut the time waiting around.
Instead of waiting for HR to maybe find your resume, you’re knocking on the manager’s door directly (figuratively).
Example:
There’s a pretty famous example in career circles about a guy who really wanted to work in advertising.
He bought a $6 Google ad targeted at the director of an ad agency (so when that director Googled himself, he’d see the ad saying essentially “Hey [Name], hire me!”).
That clever cold approach landed him an interview and eventually a job offer . Now, you don’t have to buy Google ads to cold-contact someone – a well-written email usually does the trick – but it shows how reaching out directly can bypass the usual process.
Tools to help
Hunter.io / RocketReach: These services let you find or verify email addresses for people at a company. They’re often free for a limited number of searches. Super useful if you can’t guess the email format.
LinkedIn Premium (if you have it): It gives some InMail credits which you can use to message people you aren’t connected to. But honestly, a connection request with a note can work similarly and is free.
Email tracking tools: Tools like Mailtrack or YesWare can tell you if your email was opened. This can be a confidence booster (or at least you know it didn’t go to spam). But don’t obsess – if it was opened and no reply, just follow up once politely.
Cold email templates and scripts: Websites like Cultivated Culture (Austin Belcak’s site) have templates for cold emails specifically for job hunting. They’re a good starting point to see structure, but always tweak to make it sound like you.
Grammarly: Use something to proofread your message. You want no typos, especially in the name or company. A polished but friendly message is key.
Insight
Cold outreach is essentially applying without being invited, so you’ll need to accept that some people will ignore you.
That’s okay. You only need a few to respond. It’s not about spamming every CEO out there; it’s about targeting a few roles/companies you really want and showing genuine enthusiasm.
In many cases, this can actually speed up the hiring process if you hit at the right time. I’ve seen people go from cold email to offer in a couple of weeks – because it skipped the multi-month generic hiring pipeline.
Compare that to tossing your resume into an online portal and checking your email 10 times a day hoping for a response (which might never come).
Taking initiative can feel scary, but it often yields better and quicker results than passively waiting.
Worst case, they ignore it – which is no worse than not getting a response from an online app. Best case, you impress a future boss and get on the fast track.
5. Work with Recruiters or Staffing Agencies
There are professionals out there whose entire job is to match people with job openings – these are recruiters and headhunters.
Some work internally at companies (internal recruiters), and others work for agencies or as independents (external recruiters) and fill roles for various companies.
The idea here is to get on their radar so they bring opportunities to you. It’s almost like having a job-search agent.
Importantly, using recruiters doesn’t involve you applying online; they often pitch you to employers directly if they think you’re a fit.
How to do it
Find recruiters who specialize in your field: Not all recruiters are the same. Many specialize by industry or job function. For example, there are recruiters focused on tech, on finance, on healthcare, etc. Use LinkedIn to search for “recruiter [Your Industry]” or “[Your Role] recruiter”. You can also look up staffing firms (like Robert Half for finance/office roles, TEKsystems for IT, Creative Circle for design/marketing, etc. – there’s a lot of them). See who the recruiters are in your area or who post often about filling jobs in your field.
Reach out and introduce yourself: Send a brief message or email to say you’re looking and give them a quick summary of your background. Example: “*Hi, I came across your profile and see you recruit in the biotech space. I’m a project manager with 5 years in biotech, and I’m exploring new opportunities in [City]. I’d love to connect and see if you know of any roles that might be a fit.*” Recruiters are usually very open to connecting because you’re basically potential “inventory” for them to place.
Share your resume and clarify what you want: If the recruiter responds showing interest, they’ll likely ask for your resume and about what you’re looking for (types of roles, salary range, location, etc.). Be honest and specific about your targets if you can. They can serve you better if they know exactly what you want (e.g., “I’m looking for senior accountant roles in the Chicago area, ideally in manufacturing or tech industries.”).
Be ready for a screening call: Many recruiters will set up a quick call to get to know you. Treat this professionally – it’s like a mini-interview, because if they like you, they’ll put you forward to their clients. They might ask about your past experience, what you’re looking for, and gauge your communication skills. Impressing a recruiter is important; they’ll only recommend candidates they feel confident about.
Let them do the match-making: Once the recruiter has your info, they will look for openings that fit. This might take time, so it’s not like you sit back and do nothing else (do other methods concurrently!). But when something comes up, they might send your resume to the employer or set up an interview. Sometimes they’ll float your resume to several companies at once to see who bites.
Stay in touch: If you don’t hear from them in a while, it’s okay to check in every couple of weeks just to remind them you’re available. Good recruiters won’t forget you, but they might have a lot of candidates, so a friendly nudge helps. Also update them if your status changes (like if you got an offer or you learned a new skill/certification).
Work with multiple recruiters (within reason): You’re not obligated to stick to one agency or person. It’s fine to talk to a few recruiters from different agencies. Just be organized – you don’t want confusion if two different recruiters submit you to the same company (that can be a no-no). If you suspect that might happen, be transparent and choose one to represent you for that company. But casting a wider net with a few recruiters can increase your chances because each one might know of different jobs.
Why it works
Recruiters often have the inside scoop on jobs that are not publicly advertised. Especially true for higher-level positions or roles that need to be filled quickly.
Companies pay these recruiters to find good candidates, so when a recruiter submits you, you automatically have an “in” – the company knows this person was pre-vetted to some degree.
It’s like having someone vouch for you, similar to a referral but professional. Also, recruiters can sometimes speed up the hiring process: they arrange interviews faster since that’s their job (I’ve seen cases where an external recruiter got a candidate in front of a hiring manager in days, whereas the normal application route would have taken weeks).
There’s data suggesting a huge portion of the workforce is passive (they’re not actively applying, but open to offers) – one stat says 73% of potential candidates are passive job seekers.
Recruiters focus on those passive folks, meaning they reach people who aren’t flooding job boards. By working with a recruiter, you tap into that hidden market of jobs that are filled by “Hey, do you know anyone who fits this role? Yes, I have someone!”
Also, for you, it’s free (never pay a recruiter – the hiring company pays them). They benefit when you get hired, so their incentives align with yours.
A good recruiter will also prep you for interviews and help negotiate salary since they want the deal to go through.
In comparison to applying online, where you often feel like you’re doing all the work and waiting, with a recruiter you have a partner in your search who is actively pitching you around.
It can dramatically cut down the time to find leads, since they are doing that legwork.
Example:
I had a friend who was laid off and spent two months applying online with little luck. She then got in touch with a specialized IT recruiter at a staffing firm.
That recruiter had connections to several companies hiring for her skillset. Within a couple of weeks, she had interviews at three different companies lined up – all set up by the recruiter.
One of those interviews turned into an offer. The interesting part is, two of those three jobs were never posted online; they were positions the companies directly gave to the recruiting firm to fill.
She would not have known about them at all if not for that recruiter. And it all happened faster than her previous approach, where she was just waiting on online applications (one of which finally emailed her back months later, well after she’d accepted a new job).
Tools to help
LinkedIn: Use it to find recruiters. Many recruiters post content like “I’m hiring for X role” – engaging with those posts can get their attention. Also, some recruiters will find you if your profile is rich in keywords for your field. Make sure your LinkedIn is up to date and shows you’re open to work.
Job boards (in a different way): This sounds counterintuitive, but if you post your resume on job board databases (like Indeed, CareerBuilder, etc.), recruiters often search those databases for candidates. Just be cautious if you’re currently employed and don’t want your employer to see your resume out there.
Recruiting agencies websites: Many have a “Submit your resume” feature where you can drop your resume and they’ll reach out if they have something. Examples: Kelly Services, Adecco, Michael Page, Aerotek – depending on your industry.
Networking with recruiters: Recruiters also attend networking events or job fairs. If there’s a job fair, sometimes it’s staffed by recruiting agencies – that’s a chance to meet one in person.
Professional Associations: Some fields have recruiter directories via associations. For example, financial analysts have CFA societies where recruiters sponsor events, etc.
Insights
Not every recruiter will be amazing. Some might ghost you or push you toward jobs that aren’t a great fit (remember, they are salespeople in a sense). But a lot of them truly want to make a good match for both candidate and employer.
It’s okay to be selective and to politely decline opportunities that don’t fit. Also, keep in mind confidentiality – if you’re job searching on the down-low, tell the recruiter that so they don’t accidentally out you to your current employer.
In the grand scheme, recruiters fill a significant chunk of roles in many industries. They are especially useful for mid-level positions and above, or specialized roles.
Using a recruiter can save you time because they do the hunting for you, and they often have direct lines to hiring managers (skipping HR gatekeepers).
It’s not necessarily “either/or” with applying online – you can do both – but many people land jobs from recruiter contacts even before their application on the company site is ever submitted formally. It’s a parallel path that increases your chances.
6. Build a Personal Brand (Get Noticed Instead of Applying)
This strategy is more of a “let the jobs come to you” approach. Building your personal brand means establishing an online presence and reputation in your field so that recruiters or potential employers find you or already know about you.
It can include things like a strong LinkedIn profile, posting content about your industry, a personal website/portfolio, participating in discussions online, etc.
It’s a more indirect way to land a job, but it’s powerful. Think of it as planting seeds that can lead to opportunities without you actively applying – like being headhunted because someone saw a blog post you wrote or a project you shared.
How to do it
Polish your LinkedIn profile: This is non-negotiable these days. Make sure your LinkedIn is up to date, with a good headline (not just “Seeking opportunities” but something about your skills like “Digital Marketer | Helping brands grow through social media”). Write a concise About section that shows a bit of personality and highlights your accomplishments. Use a professional-looking photo. Basically, make it reflective of “this person knows their stuff.” Also, toggle on that “Open to Work” setting (you can make it visible only to recruiters if you want).
Share and create content: Start posting occasionally on LinkedIn about your field. It could be sharing an interesting article with your thoughts, or even better, writing your own short post or article: e.g., “3 trends I’m noticing in [Your Industry]” or “Lessons I learned from a project I did.” Don’t overthink it – you’re not trying to be an influencer, just showing you’re engaged and knowledgeable. If LinkedIn isn’t your thing, you could write on a personal blog or Medium.com, or share code on GitHub if you’re a developer, designs on Dribbble if you’re a designer, etc. The point is to have public evidence of your expertise and passion.
Engage in communities: Beyond posting your own stuff, comment on others’ posts and answer questions in forums (for instance, participating in relevant subreddits, Stack Overflow for programmers, industry-specific Facebook Groups, etc.). Consistently helpful or insightful engagement can get you noticed. I know people who got job leads because someone saw their answer on a forum and was impressed.
Build a portfolio or personal website (if applicable): For many fields, especially creative or technical, having a site where you showcase your projects is key. It’s like a living resume. Even if you’re in a field that’s not “portfolio obvious,” you can still have a personal site with a bio, a blog, or case studies of things you’ve worked on. It shows initiative and gives you a place to direct people. Plus, having your own domain email (like yourname.com) can look professional.
Network on social media (low-key): Follow companies and leaders in your industry on LinkedIn and Twitter. Occasionally interact (like, share, reply thoughtfully). This can lead to them noticing you. I’ve seen folks essentially network by regularly engaging with a CEO’s posts, and later that turned into a job conversation because the CEO recognized their name and appreciated their comments.
Use personal branding tools: If you’re not sure how you come across online, there are tools to analyze your LinkedIn or help write a better bio. But a simple way is to Google yourself and see what comes up. Ensure your public profiles are something you’d want an employer to see. Clean up any old stuff that might not reflect well (you can keep personal social media private).
Be consistent (but it doesn’t have to be a full-time job): Consistency might mean posting or engaging a couple times a week. You want to gradually build a presence. Over time, recruiters might start reaching out to you because of what you share. There’s a stat that professionals active on LinkedIn get 5 times more recruiter outreach on average . Even if those are generic recruiter messages, some could be legit opportunities. The more you’re “out there,” the more you increase chances someone thinks of you for a role.
Why it works
We live in a digital age where employers will look you up. By actively curating your professional presence, you control the narrative they see.
Instead of just a static resume, they might see a great post you wrote or your portfolio of projects, which can impress them before you even speak.
Also, recruiters heavily use LinkedIn to source candidates proactively. They search by keywords for people who fit the job they’re trying to fill.
If your profile is well-optimized and active, you rank higher in their search results. Think of it as SEO for yourself.
A LinkedIn survey found a large chunk of people credited a conversation on LinkedIn for leading to a job opportunity, which shows being active there can directly result in offers.
Personal branding also gives you credibility. If a hiring manager sees you have a blog with thoughtful articles or you gave a talk at a conference (which you would definitely mention on LinkedIn), they may approach you instead of you approaching them.
It flips the dynamic: you’re not one of hundreds applying to them; they reach out to you because you stood out in the field.
It can significantly cut down the job hunt time when it works, because instead of going through rounds of applications, you might get a call like “Hey, we’ve seen your posts about UX design and we have a role that we think you’d be perfect for – interested in talking?”
That’s a much warmer start than a cold application.
Example:
I’ll use a real-world example of a client I worked with: She’s a content marketer.
We revamped her LinkedIn to highlight some cool campaigns she ran, and she started posting weekly about marketing tips and her take on ads she saw.
After a couple of months, a marketing director from a company she hadn’t even applied to messaged her on LinkedIn saying he loved one of her posts about storytelling, and that his team was looking for someone with her skills.
That connection led to an interview, which led to a job. She basically attracted the job by showing up online.
I’ve seen similar things with developers who contribute to open-source projects – a company took notice of their contributions on GitHub and recruited them.
Even if it’s not that dramatic, having a strong personal brand can tip the scales.
Tools to help
LinkedIn Analytics: When you post on LinkedIn, you can see who’s viewing your profile or engaging. It gives a sense of what content resonates. Not exactly a tool for branding, but useful feedback.
Medium or WordPress: If you want to write but don’t want the hassle of making a full website, Medium is a great platform to publish articles, and WordPress (or Wix, Squarespace) can help you build a simple personal site with minimal coding.
Canva: If you want to create visuals (say an infographic resume or graphics for your posts), Canva is user-friendly for non-designers.
GitHub/Dribbble/Behance: For tech or creative folks – use these portfolio platforms. HR and recruiters often browse them to find talent. For example, designers have been contacted because their work on Dribbble caught someone’s eye.
Google Alerts/Mention: Set up alerts for your name (to monitor your online presence) and for industry keywords (to have stuff to talk about in your posts).
Insight
Building a brand is a longer-term play. It’s not likely to yield a job offer this week. But starting now means in a month or two, you might see traction.
Also, it’s extremely useful for your career growth beyond just the next job. It can lead to you being seen as a go-to person in your niche.
Many people get into a position where job offers come to them regularly because they’ve built up that reputation.
Think of it as networking at scale – instead of one-on-one, you’re kind of networking with anyone who reads your content.
And practically speaking, data shows a lot of hires happen through LinkedIn and personal connections .
So having a presence there makes you part of those conversations. It sure beats firing off resumes and hearing nothing, right?
At least here you might have recruiters sliding into your DMs with opportunities.
Even if you still have to apply formally later, you often start with an advantage because they sought you out.
7. Volunteer or Freelance to Get a “Foot in the Door”
This method is about getting involved with an organization or company in a capacity other than a full-time employee, and then turning that into a job.
There are a few ways to do it: volunteering (for nonprofits, events, or even at a company if they have open-source projects or community programs), freelancing/contract work, or internships (even mid-career internships or returnships count).
The idea is you showcase your skills on a smaller scale first, make connections, and if they like your work, you’ll be top of mind when a paid position opens – or they might create one for you.
How to do it
Identify places to volunteer or freelance: If you’re open to nonprofits, look at charities or organizations in your field that could use help. For example, a marketing professional might volunteer to do social media for a local charity. Or an aspiring game developer might contribute to an open-source game project. For freelancing, consider companies you’d love to work for and see if they hire contractors or need project-based help (sometimes smaller companies can’t commit to full-time but need freelancers). Websites like Upwork or Fiverr have freelance gigs, but you can also directly approach companies with a proposal for a short project.
Offer your skills: Reach out to the organization or hiring manager (some overlap with cold email here, but with the angle of offering help). If it’s volunteering, you could say, “I really admire [Org]’s mission. I’d love to offer my [skill] to help with [specific project].” If it’s freelance, “I noticed you might need help with X. I’m a freelance [role] and could assist on a project basis.” Essentially, you’re getting your foot in the door by being useful.
Do an amazing job: This should go without saying, but if you do get the volunteer gig or a short contract, treat it like a real job. Be reliable, professional, and impress them. The goal is for people there to say, “Wow, we could really use someone like you full-time.” Even if it’s unpaid volunteer work, it’s a chance to build your reputation and network with people who could hire you or refer you.
Integrate with the team: If you’re volunteering at events or freelancing for a company, take opportunities to mingle with employees. Join team meetings if invited, chat and build relationships. Let them see you as part of the team culturally. This human connection is what leads to them wanting to bring you on permanently.
Make your intentions known (subtly): You don’t have to hide that you’re looking for a job. In fact, sometimes letting a supervisor or key person know, “I am looking for full-time roles in this field, so I’m really eager to gain experience and prove myself,” can plant the seed that you’d be open to joining if they have space. In a volunteer scenario, once you’ve proven your value, you might ask if they’ve considered creating a role for what you’re doing. In a freelance scenario, you can mention you’d consider a full-time offer if they ever have that need.
Leverage the experience elsewhere if needed: Even if that specific place doesn’t hire you, the experience and connections you got can be leveraged. The people you worked with can refer you to other jobs, or the projects you completed can strengthen your resume/portfolio. For instance, “volunteering as an event coordinator for XYZ Fundraiser” or “contracted for 3 months to do SEO at Startup ABC” – those are valuable additions that count as experience and can lead to recommendations.
Why it works
It’s often easier to get a “in” through volunteering or short contracts because there’s less risk for the organization – they get to see your work before committing to a hire.
Once you’re “inside,” even in a non-employee capacity, you can hear about internal openings before the public does.
Also, you demonstrate your skills in a real-world setting, which is way more convincing than a resume claim.
I’ve seen many cases where internships or volunteer roles turn into job offers – companies realize bringing someone on board who’s already trained and proven is a smart move.
For example, a National Association of Colleges and Employers (NACE) study noted about 50-70% of internships convert to full-time jobs on average , and while volunteering isn’t an internship, a similar principle can apply: if you prove yourself, they’ll want to keep you.
Freelancing can be a sneaky backdoor too – I know companies that use freelancers as a way to test out if they could use that role permanently.
If you show you can add value and integrate well, they might offer to bring you on full-time.
Even if they don’t, you now have an employer to vouch for you when you apply elsewhere (“Contracting for XYZ Co.” looks legit on your resume and you’ll have a reference).
Compared to applying online, where you’re one of many, volunteering or freelancing means you’re showing up in person (or in work product) and essentially auditioning on the job.
It’s harder for them to ignore you if you’re right there doing good work.
Timing wise, it can accelerate things – you might volunteer at an event this week and meet the director who wants to interview you for a role next week.
Meanwhile, an online application could take months to go through HR. So this is a more proactive, immersive approach.
Example:
An old colleague of mine (from my days in environmental science) wanted to transition into the environmental sector but had no direct experience in it.
She started volunteering on weekends with an environmental nonprofit, doing basic admin work. Over a few months, she got to know the staff.
When a grant came through and the nonprofit had funding to hire a coordinator, she was the first person they thought of – she basically wrote her own job description from the volunteer work she was doing.
They hired her part-time, which later grew into a full-time role. All of that happened without a formal application process; she never “applied” – she simply was there doing the work and made herself indispensable.
Another instance: a graphic designer I know took on a short freelance project for a startup to redesign some webpages.
He did well, and the team liked working with him so much that when they had an opening for an in-house designer, they offered it to him.
He bypassed the whole search because he’d effectively already been interviewed on the job.
Tools to help
Volunteer match sites: Websites like VolunteerMatch.org or Idealist.org list volunteer opportunities (especially if you want something relevant to your skills).
Local community boards: Check if your city or community has a board for volunteering or gig work. Sometimes even posting “I’m willing to volunteer doing X” in a community Facebook group can lead to something.
Freelance platforms: Upwork, Freelancer, Fiverr can get you short gigs. Just be selective – target gigs that could connect you with companies you respect or that give you relevant experience. Also, LinkedIn has a “Services” feature where you can hang a shingle as a freelancer.
Open Source Projects (for tech): If you’re in software, contributing to open source on GitHub not only hones your skills but also gets you in a community of developers (and recruiters often scout GitHub).
Temp agencies: For some fields, temp agencies can place you in short-term roles at companies, which sometimes become permanent. It’s like try-before-hire for both sides. This is common in admin, HR, marketing, etc.
Insight
This approach requires a bit of humility and patience. You might be doing work without the immediate reward of salary (in the case of volunteering) or job security (in the case of short contracts).
But it can pay off big time if it leads to a job you really want. It also fills gaps on your resume – you can say you were consulting or volunteering, which looks better than a long period of unemployment.
One caution: don’t let a company exploit you indefinitely as “free labor.” If you’ve been volunteering for a long time and there’s no hint of a job, have an honest conversation or know when to move on and leverage the experience elsewhere.
The goal is to convert to paid employment, not volunteer forever.
In comparison to online job applications, this strategy is less straightforward (it’s not a simple one-click apply, it’s a process), but it builds real relationships and results.
While others are sending resumes into the ether, you’re building a track record and network that can naturally lead to a job.
It’s a bit like dating before marriage – you and the company get to try things out and then formalize the relationship if it’s a fit.
Many of my clients who try this end up with offers or at least excellent references that boost their online applications elsewhere.
So it’s absolutely a viable path, especially if you’re changing fields or trying to get into a tight market.
8. Try Creative and Uncommon Approaches to Stand Out
This is the fun bucket of unconventional strategies – the ones that make people say “Wow, I never would’ve thought of that!”
These can range from sending a “pain letter” (a letter directly to a hiring manager outlining how you can solve a specific problem in their business), all the way to wild stunts like personal marketing campaigns, videos, or portfolios tailored extremely to one company.
The goal here is to differentiate yourself from the sea of applicants by doing something different that grabs attention, demonstrates creativity, or shows extra effort.
It’s not for every situation, but when used wisely, it can land you opportunities that normal methods wouldn’t.
How to do it
Identify where a creative approach is appropriate: These methods work best for companies that value innovation or in industries like marketing, design, tech startups – places that appreciate something a bit out-of-the-box. Also, smaller companies or startups might be more receptive than super formal corporations (although even big companies have been swayed by a bold approach if it goes viral or really impresses).
Research the company’s pain points or culture: If you’re going the route of a “pain letter” or tailored project, really dig into what the company might need. For example, find a problem they’re facing (from news, their blog, or industry talk). Or if you’re going creative resume route, research their branding and culture to incorporate that flavor. The key is personalization – your creative tactic should not be generic; it should scream “I did this specifically for your company.”
Some creative tactics to consider:
The “Pain” Letter / Value Proposition: Write a short proposal or analysis addressing a challenge the company has. E.g., “I noticed your app’s user reviews often mention difficulty in navigation. I sketched out a few ideas to improve UX that could increase retention.” You basically show you can solve a problem before you’re even hired. Mail or email this to the hiring manager. This shows initiative and that you think like a consultant.
Project or Portfolio Targeted to Company: Create a sample work product for them. If you’re a marketer, maybe mock up a mini campaign for their product. If you’re an analyst, perhaps analyze some data of theirs (if public) and present insights. If you’re a developer, maybe code a small feature or fix a bug you found in their software and share it. It’s speculative work, yes, but it’s impressive because you’re giving them a taste of what you can do.
Video Introduction or Resume: Record a short, personable video introducing yourself and what you bring to the table. It can either supplement your resume or be a quirky way to apply. Some folks have sent iPads with a video loaded (if you have the means – pricey, but that happened!). Or simpler, a YouTube unlisted link you send in an email saying “I made a 2-min video for you to get to know me beyond paper.”
Interactive/Creative Resume: Design your resume to mirror the company’s branding or platform. There was a famous example of a designer who created a resume that looked like an Amazon product page for himself. Another made his resume into a LEGO set illustration because he was applying to LEGO. These things can go viral on LinkedIn too, which doesn’t hurt.
Social Media Campaign: I’ve seen people start a Twitter campaign with a hashtag like #HireJaneDoe where they tweet about their job hunt journey and tag the companies they admire (with clever, respectful content, not desperation). Or even running a targeted LinkedIn ad about yourself that only people at your target company see (a bit advanced, but possible).
Buy a billboard or ad space (extreme): As mentioned earlier, one guy literally bought a billboard saying “Hire me!” near a company’s office and got flooded with interviews . Others have done silly things like send a cake with their resume printed on it. These are high risk/high reward (and maybe high cost) – use with caution and only if it fits your personality and the company culture.
Execute professionally (even if it’s quirky): If you do something unconventional, make sure it’s still well-executed. A sloppy video or half-baked “project” could backfire. Also, be respectful – for example, if you send a “pain letter,” don’t presume their team is dumb for not solving the problem yet; frame it as you being excited to help solve it. If you mimic their website or branding, do it in a tasteful way that shows homage, not mocking them.
Follow up appropriately: After your stunt or creative submission, follow up just like you would with a normal application. Ask politely if they saw it, and express your continued interest. The creativity gets you noticed, but you still need to move the process along and show you’re serious about wanting the role.
Have a fallback plan: Not every crazy idea will hit the mark. Be ready to continue with more traditional methods if needed. But even if a creative approach doesn’t directly get you hired, it can sometimes get you media attention or networking offers that lead somewhere. For example, that billboard guy got interviews at multiple places because news picked it up. So, at the very least, you might grow your network or get advice from people who noticed your bold effort.
Why it works
Companies receive tons of generic applications. Doing something different can make you memorable.
It shows passion, creativity, and effort – qualities that many employers love, especially in roles that require creativity or initiative.
It can bypass HR gates because if you get the attention of a hiring manager or the CEO via a creative angle, they might personally pull you in.
There’s a bit of psychology too: if you entertain or impress them, they might feel inclined to “return the favor” by granting an interview.
Also, showing a sample of your work (like a tailored project) is super powerful. It’s giving them a free preview of how you think and what you can do.
That can sometimes outweigh a lack of exact experience. I’ve seen folks with less experience beat out more seasoned candidates because they wowed the team with a custom project in the application process.
It essentially short-circuits the typical hiring timeline – you’ve done something in the application stage that most people only do in later interview stages (like presentations or case studies), so you move up faster.
Of course, these methods have a higher variance – when they work, they really work (you get the offer, or at least an interview plus a big impression), and when they don’t, you might hear crickets.
But given you’re probably also applying or networking in parallel, a creative attempt can be that extra lottery ticket with better-than-lottery odds.
Example:
There are many legendary examples:
I once heard of a candidate that sent a shoe with his resume to a company with a note “Just trying to get my foot in the door.” Cheesy? Yes. Memorable? Definitely. The hiring manager laughed and gave him an interview (and he got the job).
Another job seeker built an entire website mirroring AirBnB’s design but made it a resume about why they should hire her. It went viral. She didn’t get hired by AirBnB, but another company saw the buzz and hired her for her ingenuity.
I recall a marketing applicant who wasn’t getting responses, so she made a targeted Facebook ad that would show up in the feeds of employees at the company she wanted, saying she was open to work. The company noticed and brought her in.
And the earlier mentioned billboard example: a recent grad in the UK, Adam Pacitti, was so fed up after 250 applications that he paid for a billboard that said “Employ Adam” with his website. He got over 60 interviews and eventually a job from that bold move .
Tools to help
Design tools: If you’re making a creative resume or project, tools like Adobe Spark or Canva can help you create something visually appealing without hardcore design skills.
Video editing tools: Even just your smartphone camera and a simple editing app (iMovie, Adobe Rush, etc.) can produce a decent intro video. You don’t need it to be Oscar-worthy, just clear and genuine.
Web builders: For making a quick tailored website, you can use Wix or Carrd or even a WordPress template. There are resume website templates that mimic styles (like a faux Facebook profile or Google search results – people have used those cleverly).
Postal service or delivery: If you’re sending something physical like a letter, maybe opt for certified mail or tracking so you know it arrived. There are also services that will deliver fancy packages or cakes with messages (if you really want to go all out – just keep it appropriate).
Career coaches/communities for ideas: Sometimes brainstorming on forums (like the Ask a Manager blog or subreddits like r/jobsearchhacks) can spark unique ideas that worked for others. Just be sure to adapt and not copy directly, because originality is part of the point.
Insight
Creative approaches are a bit like seasoning – use the right amount in the right context. They can backfire if the company is extremely traditional (you don’t want to show up in a clown suit to a bank interview figuratively).
But for many modern companies, a little creativity is refreshing. Always keep professionalism in mind; you’re doing something uncommon, but it should still convey that you’re a capable professional, not just a prankster.
In the end, these uncommon strategies show boldness and commitment. You’re literally demonstrating how badly you want that job (or any job in that field) by putting in extra effort.
Employers know applying to jobs is tedious, so when someone goes beyond the usual, it stands out.
And even if you don’t land that exact job, you’ve built up a story you can tell and an artifact you can show in future applications (“Check out this project I did for Company X as an example of how I approach problems creatively.”).
It can be fun, it can get you noticed, and sometimes, it’s the shortcut to an offer that bypasses months of applying online with no results.
Wrap-Up
Those were a lot of strategies, I know!
The main takeaway is: finding a job is not just about submitting applications into online portals and praying.
In fact, that’s often the least effective way to land a great job. The more proactive, personal approaches – networking, referrals, direct contact, and creative hustles – tend to yield better results and often faster outcomes.
In my experience as a resume writer and coach, the clients who use a multi-pronged job search (including methods like the ones above) land jobs faster and with less frustration than those who only refresh job boards all day.
Of course, you can (and probably should) still apply to some roles online, especially if you find a perfect posting. But don’t stop there. Use these alternative approaches to double or triple your chances.
Also, mix and match these methods in a way that suits you. If one feels too far out of your comfort zone (like not everyone’s gonna buy a billboard or make a TikTok resume), you don’t have to do it.
There are plenty of other tactics listed that might fit your style. Even doing a few of these will set you apart from the average job seeker.
Final tip:
Keep track of what you’re doing. When you network or cold email, note who you talked to and follow up.
Treat your job search like a project. It might take some time, but you’ll build momentum. One coffee chat leads to a referral leads to an interview – and suddenly you’ve got an offer in hand, all without ever filling out that dreadful 10-page online application form that asks for your high school GPA.
Good luck out there! You got this. And if you have any questions or want more details on any of the above, feel free to ask in the comments – I’m here to help.
TL;DR
Don’t just apply online. Network your way in, ask for referrals, directly reach out to hiring managers, enlist recruiters, showcase yourself online, volunteer or freelance to prove your skills, and consider a creative stunt or two to stand out.
These methods can seriously boost your response rates and even make the job hunt faster (and more enjoyable) than the standard online grind.
As LinkedIn said, most jobs come through networking and hidden channels , so open those channels up. Your next job might just come from a conversation or a bold idea instead of a submit button. Go for it!
Author
Alex Khamis is a Certified Professional Resume Writer and Managing Partner at Final Draft Resumes.
He has over six years of experience helping job seekers create compelling career narratives on top of 12 years of business and technical communications experience in the engineering industry.
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