How to Outsource Your Job Search

How to Outsource Your Job Search

March 24, 2016 Effective Networking

The toughest part of a job hunt for many clients is figuring out who are the right contacts for them to approach each week.

It takes time to prioritize the best people to approach.

It takes creativity to think about how to start conversations.

It takes insight to figure out who is willing to help versus who will ignore your requests.

It also takes discipline to pursue, organize a chat/meeting, and follow up throughout a long job hunt.

Side note: my clients typically are vying to earn multiple six figures hence an average job hunt can exceed four months.

So let me share what I did for a business professional in this position through my job leads concierge program to give you a sense of how I can help you expedite your search through this unique offering.

Case Study

Meet Nicholas.

The ask


Nicholas (name and a few details were changed) listed his top ten ideal employers. He was concerned that some of his targets listed jobs online and some did not. He approached me to help him identify the best contacts to approach to tap into the hidden job market. Nicholas was also concerned about finding companies that were committed to hiring high-potential employees who lacked professional experience yet more than made up for this void through determination, intellect, and experiences in a tangential sector.

So here is what I did for Nicholas

Step 1

He gave me a list of ten companies.

However, while reviewing their websites, mission statements, and a sample of their current employees I deciphered which ones accepted high-potential employers versus those that really preferred to hire professionals with direct experiences.

Step 2

I focused on this sub-set of companies to go and find the best professionals who Nicholas should engage.

My goal was to find ten people within my top five companies for Nicholas to pursue.

Some of the qualities that framed my research included:

  • Whether the professionals held the roles that Nicholas desired and if they’ve been in the role for more than one year because if the latter was the case then this precise person might want to move up or out

  • If these professionals were active LinkedIn writers or frequent volunteers then this could mean (just cues, not definitive at all times) that these folks would be more generous with their time than the average business contact

  • Did the contact have a similar educational background as Nicholas – for example, did they study a science as an undergrad and business as a grad — this common background with Nicholas would mean that this contact could be more empathetic to Nicholas’ search

  • Was this an HR person who was openly soliciting job candidates or from Nicholas’ hometown? Side note: Nick was new to town

  • Whether this person is within Nicholas’ network and able to prepare Nicholas for an interview

  • Does this contact have a unique viewpoint into the organization such as a career development professional – my assumption here is that this trainer would know who is moving up or moving out across the organization?

Step 3

Once I identified a set of ten contacts based on these ideas above then I shared with Nicholas not only their LinkedIn profiles but also why I selected each person, how he could approach each person, and I provided him with a list of tailored networking questions to consider as well as my hugely popular eBook of networking scripts to help him cut the time that is usually spent on drafting introductory emails.

The immediate outcome


Nicholas reached out to all ten contacts within a two-day period and secured four phone conversations with the right contacts within the right companies for him immediately.

The challenge now is for Nicholas to cultivate these relationships into job interviews and this is where Nicholas is focusing his efforts today. He is no longer concerned about whom he should engage at this point of his job search – he is squeezing the value out of the ten folks I selected for him to engage.

If you rather strategically automate your job hunt then spend countless hours figuring out your best contacts into your target companies then here is your best option on a silver platter. I encourage you to stop spinning your wheels when it comes to maximizing your network or expanding it – I can do that for you.  Instead, you’ll be better served if you focus on qualifying your value proposition and executing on a well-orchestrated job search campaign.  How does that sound?


About the author

Melissa Llarena: is the CEO and career coach behind Career Outcomes Matter. Her craft is coaching top executives on how to dissect and deliver the perfect job interview. Her client base includes US-based as well as international business leaders with 15-plus years of experience who are undeniably really good at what they do yet simply want a strategic partner who can quickly fully understand their tangible and intangible contributions to effectively scale up their interviewing skills for the toughest interviews. Click to gain instant access to her 20-page interview preparation kit to gain an edge then schedule a phone call to see how she’d leverage her most powerful insights based on your unique situation -- all in time for your next interview.