If you’ve ever waited for a perfect job posting to appear, only to find hundreds of people applying for the same role you’re not alone.
But the truth is, the best career opportunities often come from your network.
In this post (and video), I’ll show you how to target your dream companies before roles open — so when they do, you’re already the person they think of first.
Why Targeting Companies Without Vacancies Works
Most job seekers wait for roles to be posted, then scramble to apply.
But the smart ones? They build visibility months before positions exist.
When hiring managers finally get approval to fill a role, their first question isn’t “Who’s applied?” it’s “Do I already know someone who could do this job?”
If you’ve been on their radar, engaging with their content and asking thoughtful questions, that “someone” is you.
I’ve seen clients use this exact approach to land roles effortlessly. One client spent four months connecting with people at a small tech startup that had no vacancies. When the company secured new funding and expanded, she was the first person the CEO thought of and she skipped the entire application process.
Who This Strategy Is For
This method works best when you can afford to play the long game. It’s perfect if:
- You’re currently employed and not desperate to move.
- You know which companies genuinely excite you.
- You can commit 3–6 months to building relationships.
If you want any job, this probably isn’t the strategy for you.
But if you want the right job — this is how you get it.
Step 1: Do Deep Research
This is where most people fall short.
Reading a company’s “About Us” page isn’t enough.
Start by gathering insights using AI tools.
Copy their LinkedIn company description, recent news, or press releases into ChatGPT (or another tool) and ask:
- What’s happening at this company right now?
- What are their growth challenges?
- Which markets are they expanding into?
You’ll start to see patterns in their direction and priorities.
Then:
- Set up Google Alerts for the company name and key executives.
- Check recent hires on LinkedIn, what roles, backgrounds, and skills are being added?
- Research leaders in your target area, not just the CEO, but department heads and senior managers.
The goal is to understand their business deeply enough to ask intelligent, forward-thinking questions later.
Step 2: Identify the Right People
Don’t just target HR — they’re busy and overwhelmed.
Instead, find 8–10 people across three categories:
- Peers – people doing the role you want (they can share day-to-day insights).
- Hiring managers – directors, VPs, or team leads who make decisions.
- Champions – long-term employees or connectors who are active and helpful online.
Plan to connect with 2–3 people per month, not all at once.
You’re playing the long game, it’s about relationships, not reach.
Step 3: Build Familiarity Before Connecting
Here’s where most people go wrong: they try to connect immediately.
Instead:
- Follow the company page and key people.
- Engage thoughtfully with their posts.
- Ask smart, relevant questions about the trends they discuss.
Your goal is to become a familiar name in their comments section.
After two or three weeks of genuine engagement, then send a connection request.
You might write something like:
“Hey Sarah, I’ve been following your insights on product development and really appreciate your perspective. I’d love to connect.”
By that point, it feels natural, because you’re not a stranger anymore.
Step 4: Build Real Conversations
When they accept your request, don’t pitch them.
This is long-term relationship-building, not “instant job search.”
Keep the conversation focused on their work and the industry. Ask questions like:
- “What trends are you seeing in [industry] right now?”
- “How is your company approaching [specific challenge]?”
Because you’ve done the research, you’ll sound informed, not generic.
After a few messages, it’s natural to suggest a quick call.
You could say:
“I’ve really enjoyed our conversations and learning more about [industry/company]. Would you be open to a short 20-minute chat to exchange insights offline?”
Make it about mutual learning, not job hunting.
During the call:
- Spend 80% of the time asking about them and their company.
- Use the final 20% to briefly share your experience in a way that connects to their challenges.
End with something like:
“Everything you’ve shared reinforces why this is exactly the kind of organization I’d love to contribute to one day.”
No pressure. Just connection.
Step 5: Play the Long Game
Over a few months, you’ll build a small network of real relationships within your target companies.
So when a role finally opens, and it will, multiple people already know who you are.
You’re not one of 200 anonymous applicants.
You’re the person they were hoping would apply.
Common Mistakes to Avoid
- Being impatient — this isn’t a quick-win strategy. If you need a job tomorrow, focus on shorter-term tactics.
- Being generic — go deeper than surface-level research. Show genuine interest in their business.
- Being passive — engagement alone isn’t enough. Turn comments into conversations.
Your Next Step
Choose one company that genuinely excites you.
This week:
- Do deep research using AI and Google Alerts.
- Map out 8–10 people you’d like to connect with.
- Plan your first few engagements.
Because the best opportunities aren’t advertised.
They’re built through connection.