The average hit rate from applications → interview is 3%. For every 100 resumes you submit, on average, 3 of them should get back to you for a screening.
My client is hitting at 17% since we got to work 6 weeks ago. Let’s dive into the work 👇🏼
What does going “deep” on a role mean?
Too often were playing for repetitions in the job search. I’ve even been on the phone recently with people paying services to pump out 250 applications or creating a bot to submit them. Unfortunately, these folks reported no meaningful results.
So, they’ve spent time and money, and they haven’t made a human connection. This is when we start to see burnout creep in on the search.
To prevent folks from wasting time, money, or their brain power. This is what I’m asking of the folks I’m working with:
STEP 1) Check the Freshness (0–72 Hours)
Only go after roles posted within the last 72 hours. Fresh = higher visibility, less competition, faster traction.
I enjoy how this site is focused on time.
STEP 2) Can You Get a Referral in 48 Hours?
Ask: “Can I get a warm referral in the next 48 hours?”
Yes → Reach out. If not in 48 hours, apply and send a message.
No → Apply immediately.
STEP 3) Identify the Humans Behind the Role
Who’s close to this role? Recruiter, hiring manager, adjacent team member? Someone owns this problem. Find one real person to send a solution or start a conversation with
STEP 4) Pick the Bullet That Lights You Up
Choose one JD bullet you can solve, have solved, or instantly see a solution for. That becomes your anchor. You will talk about this in a comment, email, or quick proposal you put together (idea).
STEP 5) Move the Bullet Toward a Human
“How can I get this idea in front of someone without being weird or desperate?”. The goal is to put your name in front of the team once again, outside of the applications process.
Options: a thoughtful message, a smart question, a small insight, or a comment on the post that shows your thinking. Don’t be afraid to be bold - my client decided to tag the manager of the role after doing research!
Simple. Landed my client a phone screen.
Questions to monitor your focus on the above…
What is the solution I bring to the table that few do in my industry?
Where could I be wild? Where could I be remembered by a hiring team?
What do I need to eliminate from my schedule so that I can focus?
#PrescribedByDx
I promised you raw thoughts. If you are struggling to send the message, email, apply for the job, or make a wild proposal on a solution you bring to the table.
Just do it. In 20 years, no one will remember, except for the one time it counted. And even then, they might not remember.
These are the folks I’m working with, if you know someone - shoot me an email!
Senior Backend Engineer (Global Hiring Required)
Social Media Manager / Digital Communications Director
Healthcare Program Manager / Project Management
Technical Program Manager (TPM) / Data Scientist
VP of Operations/COO (Clean Energy)
Executive Architect / Program Manager (Tech)
Before you leave…
If working with a coach isn’t in the budget right now, don’t beat yourself up. Just send me a message. I’ve been opening spots in my Skool community so people can access all the modules and join the weekly office hours. There are only about 15 active members in there, so the support ends up feeling like 1:1 or 2:1 coaching anyway.
Won’t be this way forever, take it while you can.
Want 1:1 support?
Dominic
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Need more career insights? Highly recommend Sarah and her team!
