This is the full plan I'd follow if I had to get hired before 31 December: quality applications, real networking, follow-ups timed for recruiters and hiring managers, and the startup roles most people never find. Every script, table and checklist is below. Bookmark it, then start with one message today.
Why the next 8 weeks are your window
You have 49 days until 31 December. That's enough time to land a job, or at least to walk into January with offers and final rounds already in progress, if you start this week and keep going while everyone else stops.
Most people tell themselves: "I'll restart my job search in January." Translated, that means: "I'll join the biggest traffic jam of the year."
Hiring doesn't die at year-end. Here's what's actually happening behind the scenes:
Teams spend the budget they have left before year-end, or they lose that headcount.
Smart HR teams sign offers in November and December so new hires can start in January.
Projects that kick off in the new year need people now, not after three more months of interviews.
And here's what other jobseekers are doing: pausing applications, going quiet on networking, and "starting fresh next year." So you get fewer CVs competing with yours, shorter interview queues, and recruiters with slightly lighter calendars.
I've seen this work up close. I applied to 656 jobs in a single month and came out with 15 final-round interviews and 5 offers. And my Revolut offer came after a December rejection that I refused to treat as the end. Job searching is a system you can learn. This guide is that system, squeezed into the time you have left.
Your rule for the rest of the year: while everyone else slows down, you quietly speed up.
The whole guide runs on three engines: quality applications, real networking, and follow-ups timed for each person (recruiters, hiring managers and people already in your dream role). On top of that, there's one edge most people never use: finding the roles before the crowd does.
One honest note before we start. This guide isn't magic. You won't send one application and wake up to five offers under the tree. But if you stay active while others check out, make your profile clear, network like a human and follow up properly, you'll be in a stronger position on 1 January than almost everyone you're competing with.
Step 0: decide what you're hunting (30 minutes, today)
If you're "open to anything", your CV and LinkedIn will read like nothing in particular. You can't win a game when you don't know which one you're playing.
Write this down as your Year-End Target and pin it where you'll see it every day:
| Decision | Your answer |
|---|---|
| Role titles (2 to 3 max) | e.g. Business Analyst, RevOps Analyst |
| Location | City, region or remote, plus time zone |
| Industry | e.g. SaaS, fintech, healthcare |
| Level | Entry, junior, mid or senior |
| Salary range | Researched, realistic, the number you'd accept |
| Work permission (international students) | One calm line, e.g. "PSW till Aug 2027; need Skilled Worker after" |
Then build a target list of 30 companies: a mix of dream, stretch and realistic. Not 200. Thirty you'd actually say yes to.
Know where you're standing: the Hiring Pyramid
Recruiters fill roles from the top of this pyramid down:
Internal candidates (people already working there)
The hiring manager's own network
Internal referrals
Cold applications
Around 80% of jobseekers live at the bottom, applying cold and waiting. Everything in this guide is about climbing from level 4 to levels 2 and 3 before 31 December. A referral or a warm intro beats a perfect cold application almost every time.
Fix your assets in week 1 (then stop tinkering)
When there's less noise, more signal gets through. If a recruiter opens your profile in December and it's messy, that's a lost interview. Give yourself one week to get the CV, LinkedIn and proof into shape, and then put the energy into outreach.
Your CV: a laser, not a Wikipedia page
The 6-second test: if a stranger skimmed your CV for 6 seconds, would they know what you do, what you're good at and why they should care? If not, fix that first.
☐ One page (two max if you have 10+ years of experience)
☐ The top third says "I am a [ROLE] who has done [RELEVANT THINGS]"
☐ Every bullet follows Action Verb + Scope + Quantified Result. Weak: "Responsible for recruitment." Strong: "Closed 35+ roles in 6 months across tech and retail, cutting time-to-fill by 22%."
☐ 3 to 5 achievements with real numbers (money, %, time saved, volume)
☐ Keywords mirrored from real job descriptions. If the JD says "stakeholder management", use that exact phrase
☐ Clean formatting: no graphics, text boxes, columns or photo. Max 3 colours
☐ Photo, date of birth and nationality removed
☐ Baseline skills (Word, PowerPoint) removed. Show hard skills and tools
☐ Gaps explained in one calm line (study, caregiving, sabbatical, a project)
☐ The plain-text paste test: copy your CV into Notepad. If the order scrambles or bullets vanish, the ATS sees the same mess
Then build a master CV and tailor it per application. Never send the same CV twice. The Transferable Skills System helps if you're switching fields: list every skill, write one Action + Result story for it, and score your confidence from 0 to 10. The low scores tell you where you need stronger proof.
🎥 Watch: Full resume review on YouTube
📖 Read next: Stop rewriting your resume every time you apply
LinkedIn settings: make sure recruiters can actually reach you
☐ Open to Work on, set to Recruiters only (skip the green banner)
☐ Job preferences: your 2 to 3 titles, 2 to 3 locations, job types, start date
☐ Settings → Data privacy → Who can reach you: InMail ON and "Allow recruiters to contact you" ON
☐ Email added in Contact info, profile set to Public
☐ Location set to the city you want to be hired in, plus "open to relocate" if true
☐ Custom URL: linkedin.com/in/your-name
☐ If you're employed: turn off "Share profile updates with your network" before you edit
🎥 Watch: LinkedIn settings on YouTube
LinkedIn profile: turn yourself into a search result
Recruiters use LinkedIn like a search engine. If the words from the job you want aren't on your profile, you don't exist to them.
Headline: Role | Niche | Tools | one quantified win. Example: "Data Analyst | Retail | SQL, Python, Power BI | cut returns 12%". Never "Seeking opportunities".
About: who you help, three number wins, the roles and locations you're targeting, a one-line work-permission note if relevant, and a call to action ("See Featured for my portfolio"). The first two lines matter most.
Experience: 3 to 5 bullets per role that match your CV exactly. Mismatched dates or titles quietly kill candidacies.
Featured: pin 2 to 4 pieces of proof, best one first.
Skills: 15 to 25 that match target JDs, top 3 pinned, ask 5 people for endorsements.
Banner: show your world (a dashboard, a product, a line like "I turn data into decisions"). The banner prompt in the AI section builds one for you.
Recommendations: two recent, specific ones beat ten generic ones. Write one for someone else first.
If you test, try two headlines across two weeks and keep the one that brings more profile views.
Proof of work: show, don't claim
Even a simple one-page Notion portfolio separates you from everyone who only says "I'm passionate about X". Include 2 to 3 mini projects laid out as Problem → Action → Result (with a number) → Tools → screenshot, your CV link and, if you're brave, a 30-second video on how you'd help a team.
No internship or experience? Build it now. Help a local business with a free website or marketing audit, analyse a public dataset, redesign an app screen, or run a 30-day content campaign. One real piece of work done in November is worth more than a certificate you'll finish in March.
No experience yet? Stack your skills and make your own proof
Skill stacking: Core skill (expert level) + 2 to 3 complementary skills (proficient) + transferable skills (competent) = a profile nobody else has. A frontend developer who adds SEO and performance work becomes a growth engineer. A data analyst who adds marketing and psychology becomes a marketing analyst. Split your learning time roughly 50% core, 30% complementary, 20% transferable.
🎥 No certifications yet? Watch: the certifications to do on YouTube
Role-specific quick wins you can still finish before Christmas:
Tech: build a small tool that solves a real problem, contribute fixes to 3 open-source projects, then write it up.
Business or marketing: run a micro-campaign on a $50 budget, or audit 10 local businesses' online presence and fix one for free.
Data: analyse a public dataset (housing, jobs, local market), find 3 surprising insights and publish a dashboard.
Design: redesign a local business brand or a popular app screen, with research from 10 real users, then write a full case study.
Offer free work to a local business:
Subject: Local [City] [student / professional] offering free [service] Hi [Name], I'm building my portfolio in [skill]. I noticed [specific observation about their business]. I'd love to offer [specific value] for free, in exchange for the experience and a portfolio piece. Could we chat for 15 minutes this week? [Your name]
Ask for a mentor, not a job:
Hi [Name], I've followed your work in [area], especially [specific example]. I'm building my career in [field] without a traditional internship, focusing on [your approach]. Would you consider a 20-minute monthly check-in where I share progress and ask for your input on 1 to 2 specific challenges? Happy to help with [something you can offer] in return.
Post what you build with a simple formula: "Today I [action]. I learned [insight]. Here's how you can use it: [tip]." Add a screenshot or a snippet.
The 8-week sprint: 9 November to 31 December
Week 6 is the one that matters most. It's the last full hiring week before most teams break, so everything before it is about getting real conversations going early enough to close.
| Week | Dates | Phase | Focus | What you do |
|---|---|---|---|---|
| 1 | 9 to 15 Nov | Set up | Fix your assets | Target, 30 companies, CV, LinkedIn, tracker, warm reconnects |
| 2 | 16 to 22 Nov | Go wide | Go wide | 25 applications, 10 goldmine companies, 30 outreaches, alerts set |
| 3 | 23 to 29 Nov | Go wide | Network hard, build your interview kit | 3 to 5 coffee chats, side doors, Master Interview Document |
| 4 | 30 Nov to 6 Dec | Convert | Interview mode | Referral asks, mock interviews, daily system still running |
| 5 | 7 to 13 Dec | Convert | Push for decisions | Year-end planning angle, 24-hour thank-yous, ask for timelines |
| 6 | 14 to 20 Dec | Convert | Close before the break | Chase decisions, negotiate offers, push January start dates |
| 7 | 21 to 27 Dec | Holidays | Light touch, heavy prep | Finish portfolio piece and 90-day plan, review the sprint |
| 8 | 28 to 31 Dec | Holidays | Queue January | Schedule check-ins for 5 January, refresh your target list |
If you're starting late, don't skip week 1. Compress it into two days, then join the plan wherever the calendar says you are.
The daily system (90 minutes a day, Monday to Friday)
Small daily actions beat one motivated Sunday marathon. If you're not working right now, double the blocks. If you are, protect these 90 minutes like a meeting with your future boss.
| Block | Time | What you do |
|---|---|---|
| Source | 15 min | Check fresh postings (last 24 to 72 hours) plus one goldmine source (YC, Hacker News, a VC board or an ATS search), add 10 to 15 names to your tracker |
| Apply | 30 min | 5 tailored applications, each paired with a message to the hiring manager or a team member |
| Outreach | 25 min | 6 new personalised messages across your three lanes (see Networking) |
| Follow up | 10 min | 2 follow-ups on earlier messages or applications |
| Show up | 10 min | 1 thoughtful comment on a recruiter's or hiring manager's post, or 1 small profile fix |
Friday adds 20 minutes for a pipeline review: count outreaches, replies, chats, referrals and interviews, then decide what to change next week.
Weekly targets
25 tailored applications (5 a day), sent within 72 hours of posting
30 new outreach messages and 10 follow-ups
3 to 5 coffee chats booked, and 10 new goldmine companies on your target list
2 to 3 referral asks
1 LinkedIn post that shows your work (a mini case study, a build-in-public update, a tip)
A word on volume. I sent 656 applications in a month, so I'm not against volume. But 10 sharp applications with a message to a real person beat 100 copy-pastes. Volume plus quality is the move. Volume alone just burns you out.
The numbers that tell you what to fix
| Signal | Healthy range | If it's low, fix this |
|---|---|---|
| Interviews per 100 applications | 2 or more | Your CV: tighter target, more numbers, better keywords |
| Outreach reply rate | 10 to 20% | Your message: more specific "why you, why now", one clear proof point |
| Chats that turn into a referral | 25 to 40% | Your ask: follow up 2 to 3 days after a good chat, name the exact role |
| Profile views per week | Rising week on week | Your headline and activity: more comments, more keywords |
Expect around 80% of cold messages to go unanswered. That's calendars, not you. You control three things: volume, specificity and follow-through.
Find goldmine opportunities (where the crowd isn't looking)
The best roles often never make it to the top of LinkedIn. Startups post on their own careers pages, in community threads and through their investors. Fewer people apply, and you can usually reach the founder or hiring manager directly. That's a goldmine.
What a goldmine looks like: the company raised money in the last 6 to 12 months, it's hiring for your function (or one next to it), it's small enough that founders and team leads still hire directly, and the decision-maker is reachable.
| Source | Where | Why it's gold | How to work it |
|---|---|---|---|
| YC company directory | ycombinator.com/companies | Filter by "is hiring", industry, region and the newest batches. A new batch just raised and is hiring its first people | Open the company page, note the founders, then go straight to their LinkedIn |
| YC job board | ycombinator.com/jobs | Over 7,000 roles at YC startups when I last checked, in engineering, design, recruiting and more | Filter by role and location, then apply on the company's own page |
| Work at a Startup | workatastartup.com | You fill out one application and YC founders browse it and contact you. Roles cover engineering, design, product, recruiting and operations | Write your profile like a pitch: one line on who you help, three number wins |
| Hacker News "Who is hiring?" | news.ycombinator.com | A thread goes up on the first weekday of each month. Posters must be personally hiring, so you often get a founder's or engineering lead's email | Read the 1 December thread on day one. Email the poster, say you found them on HN, and name one project that fits |
| Hacker News "Who wants to be hired?" | Same day, separate thread | You post your own location, remote preference, skills and CV, and companies come to you | Post the same day the thread goes up, while it's fresh |
| VC portfolio job boards | e.g. a16z, Sequoia, Accel, Greylock, Lightspeed, First Round, GV, Techstars | Investors list roles across their portfolio, and many never appear on LinkedIn. Every company there is funded | Pick the investors who back your industry and region, and join their talent networks |
| Fresh funding news | Crunchbase News, TechCrunch, LinkedIn posts | New money usually means a hiring wave in the next few months | Search LinkedIn Posts, past week: ("Series A" OR "seed round" OR "raised") AND "[industry]". Then use the "company just raised" script |
| Company ATS boards | Google search | Startups post on Ashby, Greenhouse and Lever first. Syndication to the big boards comes later, or never | site:jobs.ashbyhq.com "[role]" · site:job-boards.greenhouse.io "[role]" · site:jobs.lever.co "[role]". In Google, set Tools → Past week |
| Startup boards | Wellfound, Built In, Remote OK | Wellfound is free for candidates and tags companies that were recently funded. Built In covers city startup scenes. Remote OK covers remote-first teams | Set alerts for your 2 to 3 titles and check them during your morning Source block |
The 20-minute goldmine play
Once you've found a company, don't just apply and wait.
Read their careers page, their latest funding or launch news, and the founder's or hiring manager's last 3 posts.
Pick the right human. Small team: the founder. Growing team: the head of your function. A recruiter only if one is named on the posting.
Apply on the company's own page, not through an aggregator, and say where you found them.
The same day, send the founder or hiring manager a short email or DM: one result with a number, one specific observation about their product or launch, and one small ask. Add a Loom for your top 5.
Log it in your tracker with the follow-up dates from the follow-up section.
Aim to add 10 goldmine companies to your target list every week. Far fewer people reach out to these teams, so a sharp message stands out.
Apply smart: early, focused, and never alone
A big share of shortlists get built from the first wave of applicants. By the time a role has 400 applicants, your odds have dropped. You're not worse, but attention is finite. So speed beats a perfect CV sent on day nine.
The four rules
Apply within 24 to 72 hours of a posting going live. Set LinkedIn and career-page alerts for your 30 target companies.
Target roles you match 70 to 90%. Below 70% is a long shot. Above 90% can get you screened out as overqualified.
Tailor every one, even slightly: the headline on your CV, the summary line and the top 2 to 3 bullets.
Never apply alone. Every application gets a human touchpoint (next section).
What a quality application actually is (15 minutes each)
Hiring doesn't reward effort. It rewards signals. A quality application makes it easy for a recruiter to say yes in 10 to 15 seconds. Here's the routine for every role you care about:
Write your positioning line once, then adapt it per role: "I help [type of company] [solve X problem] using [skills and tools]." Example: "I help startups scale their outreach by building automation in HubSpot and lifting conversion through targeted messaging." This goes at the top of your CV and opens every message.
Mirror the JD. Paste it next to your CV and use its exact phrases where they're true. Move your most relevant 2 to 3 bullets to the top.
Answer the "so what" in every bullet: Action Verb + Scope + Quantified Result + the skill it proves.
Write your first-problem paragraph in your tracker: "If I got this job, the first problem I'd help solve is ___ because ___." It feeds your outreach message, your cover note and your interview.
Make yourself easy to hire: clear titles, clean dates, a one-line explanation for any gap, a salary range that fits the market, and a clear notice period or start date.
Attach a human touchpoint before you close the tab (see Networking and Follow-ups).
The 3-slide pitch (for your top 10 roles)
For the roles you really want, build a 3-slide pitch in Gamma and attach it to your outreach or thank-you email:
Slide 1: the core challenge this role exists to solve.
Slide 2: proof you've solved something like it before, with results.
Slide 3: why you want this role at this company, and your first 90 days in three lines.
It takes about 30 minutes, and almost nobody does it.
The five signals that make a hire feel safe
Hiring is risk reduction. Before you send, ask where your CV, LinkedIn and behaviour prove each of these, rather than just claim it:
Reliability: you do what you say. You reply within 24 hours and follow instructions exactly (formats, links, documents).
Clarity: a stranger gets what you do in 6 seconds.
Impact: you change outcomes, with numbers to show it.
Communication: your messages are short, structured and proofread.
Low risk: no unexplained gaps, no mismatches between CV and LinkedIn, and an honest fit.
Easy Apply makes you 1 in 1,000. Here's how to fix that
Apply through Easy Apply or the portal.
Find the hiring team on the job posting, or search the company's people for the team lead.
Send a short message: the role, one result with a number, why it fits their goal, two exact times for a call.
Check LinkedIn → Jobs → My Jobs → Applied. "Resume downloaded" or "Application viewed" means someone is looking. Message them within 1 to 2 days (scripts in the Script bank).
Find roles before everyone else: Boolean search
Recruiters filter millions of profiles with five operators. You can use the same ones on LinkedIn, the Jobs tab and Google. Type the operators in capitals and use straight quotes.
| Operator | What it does | Example |
|---|---|---|
| " " | Locks an exact phrase | "product manager" |
| AND | Both terms, narrows | "data" AND "remote" |
| OR | Either term, widens | "manager" OR "lead" |
| NOT | Excludes noise | "analyst" NOT "intern" |
| ( ) | Groups terms | ("seo" OR "ppc") AND "remote" |
Searches worth saving for the year-end push:
Urgent roles: ("hiring urgently" OR "immediate start" OR "start in January") AND "[your role]"
Companies hiring now (search Posts): "we are hiring" AND ("[skill]" OR "[skill]") AND ("remote" OR "hybrid")
Teams growing fast: ("hiring surge" OR "expanding team" OR "new office") AND "[industry]"
Several titles at once: ("product manager" OR "program manager" OR "project manager") AND "[city]"
The decision-maker, not the posting: ("head of marketing" OR "VP marketing") AND "[company]"
Profiles through Google: site:linkedin.com/in "[title]" AND "[city]"
Visa-friendly (international students): ("visa sponsorship" OR "Skilled Worker" OR "H-1B") AND "[role]"
Start broad, then add AND and NOT to refine. Save the search so new matches come to you.
Where to look beyond LinkedIn
Indeed, Glassdoor, FlexJobs (remote), your university careers portal (recruiters trust it more) and company career pages directly. Also search by skill, not just title: "HubSpot", "React" or "SQL" surfaces roles that a title search misses.
If you use Claude with the Apify connector, it can pull a ranked list of last week's postings that fit your background every morning. The prompt is in the AI section.
Network like it's your part-time job
You're asking for advice and perspective, not a job. Short, specific, human. The referral comes later, once there's a relationship to ask from.
🎥 Watch: Networking strategy on YouTube
📖 Read next: How to network on LinkedIn (and actually get replies)
Start warm, this week
Before you message a single stranger, message the people who already know you: ex-managers, old colleagues, university friends, alumni, anyone you spoke to once and never followed up with. Year-end is a natural reason to reconnect ("hope you're surviving Q4"). Warm contacts reply far more often than cold ones.
Then work your three lanes
Near peers: same title as your target, 1 to 3 years ahead. Highest empathy, highest reply odds.
Hiring managers: team leads and heads of your function at target companies.
Recent jumpers: people who just made the exact move you want. Search posts for "joined" + the company to find them.
Bonus pools: alumni (your university's LinkedIn page → Alumni → filter by company and title), meetup speakers, people who wrote posts you liked.
Four shortcuts most people never use
DM for Referral: search LinkedIn for "DM for referral", filter to Posts, Past week. These people are offering referrals. Read their instructions, comment, then DM them with the role, one result and your CV.
The Groups loophole: join 2 to 3 groups your target recruiters are in. Group members can message each other without connecting or Premium.
LinkedIn Events: attendees can message each other too. Join webinars hosted by companies you want.
Your own data: download your LinkedIn data export and ask Claude who you already know at each target company (prompt in the AI section).
The message structure that gets replies
Intro in one line, one specific thing you noticed about them (a post, a launch, a career move), then a small ask: 15 minutes, advice only, with your Calendly link or two exact times and a time zone. Never open with "Dear Sir/Madam". Never open with "Can I pick your brain?".
Before every message, spend 5 minutes on their profile: role, tenure, latest post, one thing in common (school, city, tools). That's what makes a message feel written for them.
Running a 20-minute coffee chat
Minutes 0 to 3: warm open and context. Why them, what you noticed.
Minutes 3 to 13: three questions. Let them be the hero of their story.
Minutes 13 to 17: offer something back (an insight, an article, an intro).
Minutes 17 to 20: thank them and make one small ask: "Who's one person you'd suggest I learn from next?"
Good questions to pick from: What does great look like on your team in the first 90 days? What surprised you most moving from X to Y? If you were me, which two skills would you sharpen this month? What's one mistake new hires make?
Within 2 hours, send a thank-you with 2 things you learned and 1 action you're taking. Log it and set a 30-day check-in reminder.
Stay visible between messages
One DM won't change your life. Consistency will. Networking is like dating: you wouldn't propose in the first message.
Comment before you message. Follow the hiring managers, recruiters and dream-role people on your list. For 1 to 2 weeks, leave a 1 to 2 sentence comment on their posts that adds a real view or asks a genuine question. When your DM lands, they already know your name.
Give before you ask. Send a short teardown of a public feature, an article with a 2-line takeaway, a congrats on a launch or promotion, or an intro to someone useful. Small gifts build relationships that transactions never will.
Post once a week. Pick 2 to 3 content pillars (your expertise, your industry, your journey) and rotate a mini case study, a build-in-public update or a tips list. Recruiters check your activity before they reply.
Go where people gather. LinkedIn Events, meetups, university speaker series and industry conferences (volunteer for free entry). Research 3 attendees beforehand, then connect within 24 hours with a note about something they said.
Be normal in the DMs. Be curious, not desperate. People love talking about their own path, so let them.
The worst time to network is right after you've been laid off. The second-worst is January. The best is this week.
When to ask for the referral
Wait 2 to 3 days after a good chat. Then send one message that names the exact role, says why you fit in one line, and attaches your CV and the job link. Make it easy to say yes, and easy to say no.
Follow up at the right time, with the right person
Most people give up after one message. The offers go to people who follow up at the right moment, with something useful each time. Recruiters, hiring managers and people in your dream role each need a different rhythm.
| Moment | Recruiter | Hiring manager | Someone in your dream role |
|---|---|---|---|
| Before you need anything | Connect with a short note on your niche and target roles | 1 to 2 weeks of thoughtful comments on their posts | Comment on a post or congratulate them on a recent move |
| You apply | DM within 24 to 72 hours: role, Req ID, one result | Same-day message with your first-problem line and two call times | Ask how the team works. Don't ask for a referral yet |
| "Resume downloaded" or "Application viewed" | Message within 1 to 2 days with two exact times | Same: within 1 to 2 days, referencing the role | Not applicable |
| No reply | One email 5 to 7 business days after applying, then move on | Day 3: add one idea. Day 7: voice note. Day 12: graceful close | Day 3, Day 7 (voice note), Day 12 (close) |
| After a call or coffee chat | Thank-you the same day, and ask what each interview stage tests | Thank-you within 24 hours, with your 3-slide pitch or one-pager | Thank-you within 2 hours. Referral ask 2 to 3 days later. Check in after 30 days |
| After an interview | Thank-you to every interviewer within 24 hours (ideally 4) | Same, plus one new idea or resource | Tell your referrer how it went, and thank them |
| Silence after the stated timeline | One polite nudge: "Still very interested. Anything else I can provide?" | After 1 week, share a relevant insight. After 2 weeks, a final note | Ask them, without pressure, if they've heard anything internally |
| Rejected | Reply the same day: thanks, one line of feedback, keep me in your pipeline | Same, plus a LinkedIn connection | Thank them anyway and keep the relationship warm |
| Christmas week | No cold outreach. Warm "happy holidays" notes only | Same | Same |
| 5 January | Check in on every open process | Check in on every open process | A new-year note with one update on your progress |
The rules that make follow-ups work
Every follow-up adds something: a proof point, an idea, a resource, an update. Never "just checking in".
Send Tuesday to Thursday, 10am to 4pm in their time zone. Skip weekends unless they post on weekends.
Change the format to stand out: text, then a voice note, then a Loom or a one-pager.
Three follow-ups with no reply means move on, gracefully. Stop the moment someone says no.
Email sequences go slower than LinkedIn: keep at least a week between emails in the same thread.
Log every touch in your tracker with the next date, so you never double-message or forget someone.
If they reply at any point, drop the sequence and have a real conversation.
Use the side doors
The front door is crowded and partly broken. Some postings were never real. AI reads most applications before a human does, and half the applicants used AI to write theirs, so everyone sounds the same. None of that says anything about how good you are. So use a side door to reach the real humans who decide.
Side door 1: send a Loom (under 90 seconds)
A short video of your face and screen turns you from one more name into a real person who already gets what they need. Send it as cold outreach, right before an interview, or right after one.
Install Loom (loom.com) and record camera and screen together.
Build a clean one-page pitch in Gamma (gamma.app) first, then walk through it while you talk.
Drop the link into your email or LinkedIn message. Loom tells you the moment they press play.
Side door 2: pick up the phone
Almost no candidate cold calls, which is exactly why it works. Find the hiring manager on LinkedIn, get their direct line or email from Apollo (get.apollo.io/jabezivanj) or Lusha, write three bullet points so you don't freeze, then stand up, smile and keep it under a minute. Warm up on one or two easier calls first. If you hit voicemail, say you'll send a short video, then send the Loom straight after.
Side door 3: follow up in every format
LinkedIn gives you text, voice notes, video, images and documents. Use the lot, spaced out over 10 days: a connection note on day 1, a useful idea on day 3, a voice note on day 7, and a one-page 90-day plan built in Gamma on day 10.
Side door 4: the cold email sequence (compressed for year-end)
When there's no posting, create the conversation. Find 10 recruiters or hiring managers in your field and city (with Apollo, or Claude with the Vibe Prospecting connector), then run this sequence. The full playbook spreads it over 40 days. For the year-end push, compress it so it finishes before the holidays:
| Send | Subject line | Job it does | |
|---|---|---|---|
| Day 1 | The opening move | Not applying. Just reaching out. | One sharp observation about their team, one line on you, a tiny ask (async questions or a voice note) |
| Day 4 | The proof point | One thing I forgot to mention | One result with a number. Don't re-introduce yourself |
| Day 10 | The insight drop | Something I thought your team might find useful | Give before you ask: a trend or idea for their team |
| Day 17 | The referral pivot | Would you point me in the right direction? | "If not you, who?" Easy to forward |
| Day 24 | The clean close | Closing the loop, and genuinely wishing you well | Leave the door open, with one memorable human line |
Under 120 words each. If they reply at any point, drop the sequence and have a real conversation. Never more than one email per thread per week.
Interviews: stay ready so you don't have to get ready
Year-end interviews move fast, because teams want roles closed before the break. Build your interview kit in week 3, before the invites arrive, and you'll never have to cram.
Preparation beats talent. When Revolut invited me back, I asked the recruiter what each stage would test. They sent prep guides for every round. Most candidates never ask.
The three asks (send these the moment you're invited)
Hi [Name], thank you! To prepare properly: (1) Who will I be meeting? Could you share their names and titles? (2) May I have the full internal job description? (3) What type of interview is it: screening, hiring manager, technical, case, panel or presentation? Thanks, [Your Name]
Then research the people. Their role, recent posts, past companies, what they care about. Write one tailored question for each of them.
Build your Master Interview Document
One doc you reuse and update for every company. Draft it yourself first, then use AI only at the very end to polish.
Your "How are you?" opener. Not "Good, thanks." Try: "Honestly, a bit nervous but really excited. I've been looking forward to this because [specific reason]." There's no such thing as an informal call. Every conversation is an audition.
Tell me about yourself: past (30 seconds) → present with a number (60 seconds) → future and why this role (30 seconds). Two minutes max.
Why this company: one recent move they made, one value with evidence, and how each connects to your experience.
Why this role: map 3 to 4 JD requirements to your stories.
Where do you see yourself in 5 years: skills and impact, not titles.
10 STAR stories: Situation, Task, Action (50% of the answer), Result (with a number). Add one line of Lesson at the end. Cover leadership, problem-solving, teamwork, pressure, conflict, innovation, customer focus, adaptability, communication and results.
5 RCAR stories for failure questions: Result, Challenge, Action, Reflection.
2 STAR stories per company value. Values aren't vague: prove each one with a story.
Your 30-60-90 day plan: days 0 to 30 learn the people, process and metrics; days 31 to 60 ship one visible win; days 61 to 90 scale what works and tie it to business numbers.
Your closing statement and 5 to 7 questions to ask.
Practise out loud. Record yourself, time each answer to under 2 minutes, watch it back. For skills tests, simulate them 5 times under a timer before the real thing.
What they're really judging
By the interview stage, your CV has already done its job. Now hiring teams look for four signals:
Role readiness: can you do the job without hand-holding?
Judgment under ambiguity: can you think clearly when the path isn't defined?
Stakeholder fit: will people trust you and enjoy working with you?
Execution: will you deliver outcomes, not just ideas?
Final rounds aren't a formality. They're a risk audit. Your job is to show you already understand what the work involves.
Talk like the hire, not the candidate
| Instead of | Say |
|---|---|
| "I have experience with..." | "I looked at your public numbers and see an opportunity to..." |
| "I was responsible for..." | "I moved [metric] from X to Y by..." |
| "I think I can..." | "In the first 60 days, I'd measure success by..." |
Aim for the interview type
HR screen: energy, clarity, your story. Nail your opener, your motivation and your salary range.
Hiring manager: depth and impact. Metrics, ownership, how you think in systems.
Technical or skills test: correct first, then fast, then elegant. Talk through your trade-offs out loud.
Panel: share the airtime, use people's names, and park questions you'll come back to.
Case or presentation: structure, stated assumptions, a clear recommendation and its risks.
Nerves: before you start, do box breathing (4 counts in, 4 hold, 4 out, 4 hold) three times. Sit tall and slow your pace by about 10%. A sip of water is a pause nobody will question.
Read them back: green and red flags
Green: clear success metrics, documented processes, a respectful process, consistent answers from different interviewers.
Yellow: vague scope, everything "urgent", "we're like a family".
Red: disrespect, chaos sold as "freedom", nobody can define success, answers on pay or title that keep changing.
Questions that test your judgment
"Tell me about a time you disagreed with your manager." Show you raised it privately, came with data and a middle-ground solution, then committed to the decision.
"Tell me about delivering results with almost no guidance." Explain how you talked to people, looked at the data, picked the highest-impact cause, tested a small fix, then show the result.
"What would you do if you realised halfway through that the approach was wrong?" Flag it fast, pause, adjust, and say what the pivot delivered. Protecting a bad decision wastes everyone's time.
"What's something you believe about this industry that most people disagree with?" Have one considered opinion ready, backed by something you've seen. It separates thinkers from followers.
The questions that throw people off
"Why did you leave?" Short, calm, forward-looking. Restructuring: "My role was affected, and it pushed me to get clear on what I want next. I've used the time to sharpen [skill]."
"Tell me about a time you failed." A real failure, full ownership, the fix, the safeguard you still use.
"What would your last boss say about you?" One real strength, one real weakness, and the system you use to manage it.
"Why should we pick you over others?" "I can't speak to the other candidates, but here's how I operate", then one story where you spotted a problem, owned it and moved a number.
"Is there anything about this role that concerns you?" Name one honest, low-risk question (like processes catching up with growth) and say it's something you enjoy fixing.
"What's your salary expectation?" (too early): "I'd love to understand the scope first so we can align on value. Happy to talk numbers once I know the role better."
You don't know the answer: "I haven't solved that exact case. Here's how I'd approach it, step by step."
Questions to ask them (pick 5, ask some mid-interview)
"What does success look like in this role at 90 days and at 6 months?"
"What does your top performer in this role do differently?"
"What's the biggest challenge the team faces right now, and how would this role help?"
"I saw you recently [initiative]. How does this role contribute to it?"
"What made you join, and what's kept you here?"
Always: "What are the next steps and the timeline?"
Skip anything you could have found on their website, and don't open with salary or holidays.
Close with authority
"Before we wrap up, this conversation has made me even more excited about the role. What we discussed about [topic] fits exactly what I want to do next, and I'm confident I could [specific value]. Is there anything in my background you'd like me to clarify?"
That last question surfaces any doubt while you're still in the room to fix it.
The 24-hour thank-you
Send a personalised email to every interviewer within 24 hours, ideally within 4. Mention one specific thing you discussed, connect your experience to it, and keep it to 3 or 4 short paragraphs. If you can, attach a short impact presentation or one-pager. Then debrief on paper: what worked, what to fix, and what they seemed to care about most.
Offers, leverage and rejection
"Do you have other offers?"
They're checking whether you're in demand, how serious you are and how fast they need to move. Don't say "No, you're the only one" (it kills your leverage), "Yes, loads" (it sounds like a bluff) or list your whole pipeline. Be honest and keep the focus on fit:
No offers yet: "I'm early in a few conversations and being selective. I'm focused on roles where I can make an impact, and this one really stands out."
Several conversations: "I'm talking with a couple of teams where there's mutual interest, but this role fits my direction best. What's your ideal timeline?"
One offer in hand: "I'm evaluating one strong offer, but I'm very interested in this role because of [X]. Could you share where you are in your process?"
Never invent an offer. Recruiters talk, and credibility travels further than one bluff.
Salary and negotiation
Research your range before the first call, using LinkedIn Salary, Glassdoor, Payscale, Indeed and Levels. A number aligned to the market keeps you from being screened out. When the offer arrives:
Thank them and say you're excited. Don't accept or reject on the spot.
Ask for the full package in writing: base, bonus, equity, benefits, start date.
Decide what matters most to you (base, title, remote days, start date, learning budget).
Counter once, with your research and your value, and stay warm. The relationship continues after you sign.
Know your walk-away number before the conversation, not during it.
At year-end, the start date is often your easiest lever. A January start is exactly what most teams want, so use it.
The negotiation prompt in the AI section turns your offer into scripts and counter-proposals.
When the answer is no
One December, Revolut rejected me. Most people would have deleted that email. I replied with gratitude, asked for one line of feedback, asked to stay in their pipeline and kept engaging with their content. Months later they came back with a re-scoped role, and I got the offer.
Use this reply every time:
Hi [Name], thank you for considering me and for the time you and the team spent on the [Role] process. I'm disappointed, but I'm genuinely impressed by [1 to 2 specific things about the company or team]. Could you share one thing that would have made me an easy yes? A single sentence is perfect, and I'll use it to get better. I'm still excited about [Company]'s mission, so please keep me in your pipeline for [target teams]. I'd love to stay connected on LinkedIn. Best, [Your Name]
Rejection isn't the end. It's a detour. Stay classy, because doors reopen.
Use the holiday weeks (don't switch off)
December has a different energy. Use it.
Use the year-end planning angle. You can literally say: "I know you're probably planning for January. I'd love to be on your radar as you think about [ROLE] hires." It shows you understand their world and you're thinking ahead.
Be human. "Hope Q4 isn't too brutal on your side" or "Hope you're getting some time off this month" lands better than anything formal. It's the holidays.
Send messages during their workday, and avoid weekends unless they post then.
Keep your interview kit warm. Calls can land on 22 December. Stay ready.
Stay professional online. Rant about the job market on LinkedIn and employers will see it when they check your profile.
Christmas week to New Year: light touch, heavy prep
Send fewer cold messages this week. Instead:
Finish your portfolio piece and your 90-day plan one-pager.
Run the Friday review on the whole sprint: what got replies, what stalled.
Write your January check-ins now and schedule them for 5 January.
The January check-in (for every open process)
Subject: Checking in on the [ROLE] process Hi [Name], hope you had a restful break and a good start to the year. I wanted to check in on the [ROLE] position we discussed in [month]. I'm still very interested and would love to hear about any updates or next steps. Either way, I really appreciated our conversation. Best, [Your Name]
While the "New Year, new me" crowd is updating their CVs, you'll already be in final rounds.
Script bank (copy, personalise, send)
Every template is a starting point, not a script. Fill every bracket with something real. A message with the wrong name or company gets you blocked instantly.
Warm reconnect (old colleague, alumni, ex-manager)
Hey [Name], hope you're doing well and surviving year-end. I'm exploring new [ROLE] opportunities for early next year and thought of you because of your work at [Company]. If you're open to it, I'd love a quick 15 to 20 minute chat this month or early January, mainly to get your view on the market and where I should be looking. No pressure at all if things are hectic.
Recruiter in your niche
Hey [Name], I'm a [ROLE] with [X years] in [domain], mainly using [tools] to [result]. I know December is often a planning month for new-year hiring, so I wanted to introduce myself in case roles come up that fit. Happy to send a short summary of my experience and target roles if that helps.
Near peer or recent jumper
Hi [Name], saw your move from [X] to [Company]. That's exactly the path I'm aiming for. Would you be open to 15 minutes to swap notes? Here's my link if easier: [Calendly]. Either way, congrats on the jump.
Hiring manager or team lead
Hi [Name], I've been following [Company], especially [specific project or post]. I'm a [ROLE] who [result with a number] using [tools]. I'd love 10 to 15 minutes to understand what success looks like on your team in the first 90 days. Happy to share a one-pager if useful.
Employee at a target company (no referral ask yet)
Hi [Name], I'm considering applying for [Role] on your team and loved [specific thing about their work]. Would you be open to sharing what the work looks like day to day? I'm not asking for a referral, just trying to understand the team. Appreciate it either way.
The referral ask (2 to 3 days after a good chat)
Thanks again for our chat about [Company]. I've spotted an opening for [Role] that fits my experience in [skill]. Would you feel comfortable referring me? Here's the link [Job URL] and my CV [attached]. Happy to send a quick line on why I'm excited about it too. Totally fine if not.
Replying to a "DM for referral" post
Hi [Name], thank you for offering referrals, it's generous. I'm interested in [Role] at [Company]. I have [X years] in [domain] and recently [result with a number]. If you're open to referring me, my CV is attached. Thanks so much.
After you apply (24 to 72 hours later)
Hi [Name], I applied for [Role] (Req [ID]). At [Past Company], I [result: e.g. built a $2M pipeline / cut onboarding from 6 weeks to 3]. That's the same area [Company] is focused on. Would you be open to a short call, Thursday 2pm or Friday 10am [time zone]?
When your CV is downloaded or your application is viewed
Hi [Name], LinkedIn tells me my application caught your eye, which made my day. I'd love to talk about how my experience in [skill or result] maps to [Role]. Could we have a quick chat on [date and time]?
Mini cover note
Hi [Name or Team], I'm applying for the [ROLE] position. In my last role at [Company], I [impact aligned to the JD, e.g. reduced reporting time by 40% using Power BI and SQL]. You're looking for someone who can [key responsibility from the ad], and that's exactly the kind of problem I enjoy solving. I'd love to discuss how I can contribute to [team or project].
Loom script (under 90 seconds)
Hey [Name], I'm [Your Name]. I saw [Company] is hiring for [Role], and I wanted to put a face to my application instead of being one more CV in your inbox. I noticed [one specific thing: a launch, a post, a problem the team is solving]. In my last role I [one concrete result with a number], and I think I can do the same for [specific thing on their team]. If that's interesting, I'd love 15 minutes this week. Would Thursday or Friday suit you?
Cold call (under a minute)
Hi [Name], this is [Your Name], do you have 30 seconds? I applied for the [Role] and didn't want to just sit in the system, so I'm reaching out directly. I've spent [X years] doing [thing], and recently [one result]. I'd love to learn what you're looking for and see if I'm a fit. Could we set up a quick call this week?
Voicemail: "Hi [Name], this is [Your Name] about the [Role]. I'll send a short video to your LinkedIn so you can see who I am. Hope to chat soon."
Thank-you after a coffee chat
Appreciate the time, [Name]. Two things I'm acting on: [A] and [B]. If there's one person you'd suggest I learn from next, I'd be grateful for the name. I'll keep you posted on how it goes.
Thank-you after an interview (within 24 hours)
Subject: Thank you, [Your Name], [Role] interview Dear [Name], thank you for speaking with me today about the [Role] position at [Company]. I especially enjoyed discussing [specific topic], and it reinforced my excitement about [specific contribution]. Our conversation about [another detail] gave me a clear picture of [team or goal], and I'm confident my experience with [skill] would let me [specific value]. I'm very interested in moving forward. Thank you again for your time. Best regards, [Your Name]
Polite nudge after the stated timeline
Hi [Name], I'm still very interested in the [Role] and wanted to check whether there's anything else I can provide. Looking forward to hearing about next steps.
Email to a founder you found on YC, Hacker News or a VC board
Subject: [Role] at [Company], found you on [HN / YC / a16z board] Hi [Name], I saw your post about hiring a [role]. I've been using/reading about [product or launch], and [one specific observation]. In my last role I [result with a number] using [tools], which looks close to what you need for [their challenge]. I've applied on your careers page. Happy to send a 90-second Loom or jump on a 15-minute call this week, whichever is easier. [Your Name], [LinkedIn]
The company just raised
Hi [Name], congrats on the [round]! I've helped teams at [Past Company] grow after funding, for example by [impact: e.g. hiring 20 SDRs / automating the CRM / adding $1.5M of pipeline]. [Company] looks set for a similar push, and my skills fit it. Would a short call on Friday morning or Monday at 2pm work? I'd love to share how I could add value from day one.
The company is hiring big
Hi [Name], I noticed [Company] is hiring across [team]. At [Past Company], I scaled [team or process] and got [result]. That fits your push for [goal]. Could we chat on Wednesday at 3pm or Friday at 11am? I'd like to walk you through a 30-60-90 day plan.
Alumni
Hi [Name], I saw you're a fellow [University] alum. At [Past Company], I [result]. That connects with [Company]'s focus on [goal]. Would you be open to a short call on Thursday at 12pm or Friday at 10am? It'd be great to connect as alumni.
Mutual contact
Subject: [Mutual Contact] suggested I reach out Hi [Name], [Contact] suggested we connect. At [Past Company], I [result]. I know [Company] is focused on [initiative], and I'd love to hear how your team approaches it. Could we talk on Wednesday at 2pm or Friday at 9am?
A recruiter engaged with your post
Hi [Name], thanks for engaging with my post on [topic]. I've worked on exactly that at [Past Company], where I [result]. I'm exploring [ROLE] roles for early next year. Would a short call on Tuesday at 3pm or Wednesday at 10am work?
Every script that proposes a call gives two exact times plus your time zone. It makes saying yes take one second.
Let AI do the boring parts
Most of a job search is repetitive grunt work, so let a machine do it while you focus on the conversations that get you hired. One rule: AI is your assistant, not your replacement. Write your own stories first, use AI to sharpen them at the very end, and never send anything word for word. Recruiters can spot generic AI text, and it erases the one thing they can't get elsewhere: you. (Here's how to make Claude write like a human.)
The formula behind every good prompt: Role + Context + Specific request + Constraints + Format.
1. Fix your LinkedIn so recruiters find you
On your profile, click Resources → Save to PDF, upload it to Claude, then:
"Here's my LinkedIn profile saved as a PDF. Audit it against [ROLE] job descriptions at [TARGET COMPANIES]. Find the gaps in my Headline, About and Experience: missing keywords, weak framing and credentials I'm underplaying. Then rewrite my Headline and About, optimised for recruiter search. Give me 3 headline options and a final About section I can paste in."
2. Fresh jobs every morning (needs the Apify connector)
"Use the Apify MCP to scrape LinkedIn jobs for [ROLE] posted in the last 7 days at companies with 50 to 5,000 employees. Filter for roles matching my background in [DOMAIN]. Return a ranked table with company, role, location, salary, posting date and a fit score from 1 to 10 based on my resume. Flag the top 10 I should apply to today."
3. Tailor your CV to each job without keyword-stuffing
"Here's my resume and a job description. Act as an ATS parser first: extract every keyword, skill and requirement the system scans for. Then rewrite my resume bullets to mirror that language naturally while keeping my real accomplishments. Score the before and after match rate, and flag any keyword stuffing that would feel forced to a human reviewer."
4. Find who you already know at each target company
Go to LinkedIn → Settings → Data privacy → Get a copy of your data. Hand the export to Claude:
"Using my LinkedIn connections export, build a reusable skill that takes a target company and returns: (1) my first-degree contacts there, (2) second-degree paths with warm intro routes, (3) a personalised message per contact based on our shared history."
5. Find recruiter and hiring manager contacts (needs the Vibe Prospecting connector)
"Use Vibe Prospecting to get me 10 recruiter and hiring manager contacts actively hiring in [FIELD] for [jobs or internships] in [CITY, COUNTRY]. Give me a consolidated list with names, LinkedIn links and emails."
Be specific: "marketing roles in Bangalore" gets sharper results than "marketing".
6. Prep for an interview
"You are an interview coach in [INDUSTRY]. Help me answer this behavioural question using STAR: [QUESTION]. My situation: [CONTEXT]. Target role: [ROLE]. Company values: [VALUES]. Keep it to 2 minutes spoken, include my real metrics, and end by connecting the story to this role."
"You are a business research analyst. Give me a one-page brief on [COMPANY] for a [ROLE] interview: their main challenges, recent wins, competitors, cultural values from their own content, smart questions to ask, and how my skills in [EXPERTISE] could add value."
7. Negotiate your offer
"Act as a negotiation coach. I received an offer for [ROLE]: base [AMOUNT], plus [BONUS, EQUITY, BENEFITS]. My research shows [MARKET RANGE]. My priorities are [WHAT MATTERS]. They need an answer by [DATE]. Help me write my first response, three counter-proposals, scripts for pushback, and how to keep the relationship strong whatever the outcome."
8. Build your LinkedIn banner
My LinkedIn banner prompt does the heavy lifting here. Attach a reference banner, your photo and your exact text (or your resume), and it produces a finished 1584 × 396 image. Use only claims you can back up, and keep your name off it because LinkedIn already shows it.
Your toolkit
| Job | Tools |
|---|---|
| Build a portfolio or one-pager | Claude, Gamma, Lovable, Replit |
| Video outreach | Loom |
| Find emails and phone numbers | Apollo (get.apollo.io/jabezivanj), Lusha, Hunter.io, ContactOut, Kaspr |
| Check your CV's ATS match | Jobscan, Resumeworded, or prompt 3 above |
| Research companies and interviewers | Claude, Perplexity, Glassdoor, LinkedIn |
| Research salaries | LinkedIn Salary, Glassdoor, Payscale, Indeed, Levels |
| Get certified fast | Coursera, edX, Google Career Certificates, LinkedIn Learning, Anthropic Academy |
Most of these have free plans to get going.
Your tracker and the final checklist
The tracker (Notion, Sheets or a notebook, but track it)
One row per person or application. If you applied to 80 roles and can't remember any of them, something's gone wrong.
| Company | Role | Contact + lane | Date applied | First message | F/U 1 | F/U 2 | Status | Referral? | Next action + date |
|---|---|---|---|---|---|---|---|---|---|
| Example Ltd | Data Analyst | Priya, hiring manager | 10 Nov | 10 Nov | 13 Nov | 17 Nov | Interview | Yes | Prep STAR stories, 20 Nov |
Status options: Not applied, Applied, Chatting, Interview, Offer, Rejected (stay in touch).
Before you send any application
☐ Is it a role I match 70 to 90%, posted in the last 72 hours?
☐ Does my CV headline match the role title, with the JD's keywords in the top third?
☐ Does every bullet have an outcome and a number?
☐ Do my CV and LinkedIn tell the same story (dates, titles, numbers)?
☐ Is a human touchpoint lined up (hiring manager DM, referral, Loom)?
☐ Is a follow-up date set in my tracker?
Before every interview
☐ Interviewers' names and titles researched, one question written for each
☐ Full JD and interview type confirmed
☐ Tell me about yourself rehearsed out loud, under 2 minutes
☐ Top 5 STAR stories and 2 RCAR stories reviewed
☐ Company mission, values and last 30 days of news reviewed
☐ 5 questions to ask chosen
☐ Camera, mic and lighting tested; water, notebook and CV in front of me
☐ Thank-you email template ready to personalise
Mistakes that kill year-end momentum
Sleeping on December because "everyone's on holiday anyway"
Spray-and-pray applying with no human touchpoint
Sounding robotic or weirdly formal in the friendliest month of the year
Going quiet after an interview instead of sending the thank-you within 24 hours
Waiting until your CV is "perfect". Apply, get feedback, adjust, repeat
One last thing
Personal Branding is the New CV. Your LinkedIn, your story and your outreach are what get you in the room. The paper only gets you checked.
You don't need Premium. You don't need to match 100% of the JD. You don't need to wait for January. You need a target, a clear profile, 90 minutes a day and the guts to message real humans. Start with one message today.
If you want to book some time, need help, or want to go through any questions about my services, here is the link: meetings.hubspot.com/jabez-ivan-joshiraj.
You can also email hello@jabezivanj.com or visit www.jabezivanj.com.
Let's make December your unfair advantage.
If this helped, share it with one friend who's still job hunting, and follow along. I write these every week to make the job search feel less like a black box.
📲 Connect with me on Instagram @jabezivanj and follow for job search tips that actually work.
