HJF Handout Total PDF

Hidden Jobs Finder System
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Hidden Jobs Finder Handout
Introduction
Ditch the online job search
Hiring managers are looking for good candidates. And good candidates are looking for great
jobs. So why is the job search so hard? It’s because of the system.
Here’s how the usual job search works: the company posts a job online, candidates find it and
apply, and then Human Resource departments sift through the applications and present the best
to the hiring manager for interviewing. It sounds simple enough, but there are serious flaws in
the system—mostly affecting you, the candidate. Why doesn’t it work?
1. Because it’s online, THOUSANDS of candidates see and apply for every job posting—
so the odds are already stacked against you.
2. Human Resource departments, (maybe in self defense), have implemented computer

programs designed to scan applications and resumes and pick out the ones with the
keywords they’re looking for. There’s a couple of problems with that:
a. Each job description at each company is written by a different person who uses
different keywords. Only the resumes with the exact, letter-perfect wording the
company is looking for will make it through. How are you supposed to know
which ones you need to have in your resume to get noticed?
b. IF your resume gets past the computer

system, it still has to get past the Human
Resource gatekeeper before it gets in
front of the decision maker: the hiring
manager. So, as few as 5 out of a
thousand applications will end up on the
hiring manager’s desk, and the rest end
up in a resume black hole. Those aren’t
good odds for you, either.

The end result is, fantastic candidates can (and do) send out 50-100 resumes or online
applications, and don’t even get a “Dear John” letter that thanks them for applying.
Do you know what the definition of “crazy” is? Doing the same thing over and over again and
expecting a different result.
So don’t be crazy. Stop applying online. It’s never going to get you the results you want.
I’m going to show you how to do something different.
I’m going to show you how to take charge of your job search. You can learn how to make
the internet your job search’s best friend. This is going to be your breakthrough. It’s
going to change the dynamics of your job search, and it will change your life.
How?
I’ve been in sales, management, recruiting, and career coaching for over 15 years. I’ve spent the
last few of those years teaching jobseekers just like you how to land the job. One of the most
effective methods I teach is how to utilize LinkedIn.
Why LinkedIn?
LinkedIn is absolutely the greatest business networking tool available today. It has over 70
MILLION members. And these potential networking connections are not all job seekers. Many
are high-level executives who know how to use the power of the internet to grow their businesses
and their own professional networks. In fact, 50% of LinkedIn users are business decision-
makers for their companies. This is where you’re going to find the opportunity you’ve been
waiting for.
LinkedIn is built on the idea of making connections. When you join, you connect with people
you know, and then you can be introduced to people they know. The networking possibilities,
after you branch out from your initial relationships, grow exponentially. They’re staggering,
when you get into it. For example: If you have 100 people in your first-level connections—the
people you know personally—and they each have 100 people in their networks, then you have
access through them to 10,000 people (in just their immediate networks)…but most people have
more than 100 contacts. See what I mean?
What’s even better: LinkedIn is free. It’s a free service that will allow you to have access to
group members, as well as the professionals in your first-, second-, and third-level networks.
LinkedIn is the place to be for job seekers.

Using the method I’m about to teach you, you can use LinkedIn to turn your job hunt into
a targeted numbers game. You’re going to be able to find the “hidden” jobs you’ve always
heard about, and finally be in the right place at the right time. I’ve been teaching this method to
my career coaching clients (at $250 an hour) for several years now, and they have all seen
tremendous success. Even if they’d been in the job search for months without success, they
turned it around quickly. Follow these ten steps, and you will be amazed at the results you’ll get.
This system is built on a proven process, developed though years of marketing and psychology
research, and perfected through experience. By using a combination of statistical probability,
marketing techniques, and psychologically-based communication strategy, you’ll find the
success you’re looking for.
So: Skip HR. Bypass the route everyone else is taking. Get directly in front of the hiring
manager, and communicate to them in a way that’s going to get you the opportunity of
your life.
CAUTION: To implement this strategy effectively and make it really successful for you, you
MUST have a solid, well-done, professional LinkedIn profile. It’s the foundation to making this
method work. Spend as much time and effort on it as you would your resume, and then some.
Include complete information, a professional photo, and a compelling summary of your skills
and talents. If you’re not positive that you have a fantastic profile, consider using our LinkedIn
Profile Tutorial. It will walk you through every step to creating a job-winning profile.
Secret # 1: The Backdoor to LinkedIn

Groups
Groups are the best-kept secret on LinkedIn.
How’s that? Everybody knows about groups. But not everybody knows that joining the right
groups are the key to getting in front of the people you need to access in your job search.
Groups consist of people within LinkedIn who have a common purpose, industry, or interest.
When you join LinkedIn, you’ll be joining the groups who relate to what you’re doing. You can
join groups based on purpose, themes, career commonalities, alumni associations, or parts of the
country. LinkedIn provides an easy way to find groups through the Group Directory.
To find a group, you search the group directory by whatever keywords are important to you. The
search you’ll do depends on the function, industry, specialty, and location for

Function Industry Specialty Location
Accounting Medical Six Sigma United States
Finance Surgical Lean Dallas
Sales Health Care Miller Heimann Canada
Operations Medical Device Dale Carnegie California
Marketing Laboratory Reimbursement SouthEast
IT Hospital Pricing Chicago
Customer Service Diagnostics CRM New York
Technical Support Life Science Oracle MidWest
Programming Pharmaceuticals SAAS London
Planning Electronic Medical Java Sydney
Groups exist for all career areas. If you’re in food products, you’ll search for food-related terms.
Automotive, aerospace, manufacturing, technology, hotel management—you get the idea. There
are keywords that relate to each industry, and you should know the ones for yours. They will
help you find the right groups.
No matter which industry you’re in, be sure to also join and search groups based on college
alumni or region-specific groups. For example, there are groups for almost every major
university, for many of the Fortune 100 companies (employees or ex-employees), charitable
organizations, political organizations, and on and on…..
And, membership numbers are important. You want the groups that are the most relevant,
with the most members. A group with less than 1000 members may not be as valuable to you,
unless they happen to be a very specialized, select group you need to be associated with. A small
group isn’t going to be a statistically big enough source for you.
You can only join 50 groups, so be selective. (And you can only join 10 groups at a time—
check to see if you’ve been approved before you join more.) So it could take a few days to get
into the 50 groups that you choose. And you will have to check into LinkedIn at least once a day
to work on this.

NOTE: You don’t have to stay in a group. Let’s say that there is a really small group of only 100
folks, but they are very targeted in terms of your area of interest. You can join this group. Do the
Hidden Jobs Finder system and then jump out of this group and join another.
So you really have access to many more than 50 groups. But at any one time is all you can access
is only 50 groups.
How to join a group
How do you join? When you find a group you’re interested in, you can just click on “join the
group.” See here:
Then you can customize your level of involvement. You don’t have to put the group on your
profile, but you might want a weekly digest of group activity. You definitely want to check the
box that allows members of the group to send you messages.

If for some reason you aren’t accepted into a group, you can send the group manager a message
and ask him to reconsider. You can tell him why you think you should be a member of the
group, or you can even tell him how you’re trying to transition into that area, and you’d like to
be able to connect with those people. It will probably work.
Remember that you can only be in 50 groups, and you need all of them. So if one group is slow
to accept you (maybe they haven’t accepted you after a week), withdraw your request and join
another one. Since you’re playing a numbers game here, you need access to as many people as
possible.
Once you’ve joined the right groups, you’re ready to find the hiring managers you need.
How to search for managers:
Since you’re going to find your hiring managers through the groups, the first step is to search the
groups. I’m going to show you how to find them, and then I’ll show you how to communicate to
them in a way that gets you the job. I’ve taught this method to candidates in many different
career areas, and it always works.

Why do you search groups?
 The group members are self-selected to be in the career area you’re looking for—that’s
why they’re in the group, right? They either work in it, used to work in it, or have some
relevant connection to it. So that’s where you need to be.
 Searching within the groups (as opposed to searching only your connections), is going to
lead you to vast numbers of folks you wouldn’t otherwise be able to access. If you’re in
50 groups with 1000 people each, you’re looking at 20,000 people. In reality, it’s going
to be much more because many groups have thousands or tens of thousands of members.
You could easily have access to 100,000+ people.
 Here’s how it works: Go to “search people,” area up in the right hand corner of the
LinkedIn page. Use/Click the “advanced search” button, and search within the groups
you’re already a part of.
 You really need to search based on 3 parameters: location, title (current only), and
relationship (Always check off Group Members here – this way you can message them
at no charge.)
You can’t choose to search “Groups” without premium membership. The relationship
search does this for you and is included in the basic LinkedIn package that is free.

Look for managers who are currently in the field you’re interested in, and indicate that in your
search. You don’t want someone who used to be in it, because they can’t hire you.
Why is it so great to go straight to the hiring manager? The hiring manager isn’t as numb to
the language you’re going to use when you contact him, and he’s much more motivated to fill an
open position on his team than the HR people are—since he’s the one who suffers if it doesn’t
get filled. The hiring manager is also the one who can see how transferable skills can make the
right person successful—where HR is only looking for the “right” skills on paper.
Searching by area
Begin by searching for management in your geographical area, within 100 miles (although we
won’t stop there). You can choose the location by changing the Location drop down box to:
located in or near: And then adding the zip code you are interested in (you can look up zip codes
there as well). The higher up the chain you go, the more you can expand the territory. In the
meantime, a manager in your area is going to be very motivated to fill a position with someone
who’s also in that area—it’s faster, simpler, there are no relocation costs, etc.

(So you’re thinking: “If that’s the case, why can’t I get hired?” It’s because of the HR system.
The manager probably hasn’t even seen your resume. When you send it to the online program
that’s filtered through HR, it gets lost in the shuffle. )
What if you want to relocate? Then you start your search in the geographical area you want to
be in. But make sure in your communications that you say that you want to relocate to that area,
and you’re willing to do that at your own expense.
Certain types of jobs can be managed in different locations. Maybe your job is field based or a
tele-commuting role. You can search many of the larger cities throughout the US.
For sales folks, I think you need to search 5 of the largest cities closest to you. For example, if I
were seeking a sales role in Dallas, I would look at managers in Dallas, Houston, St. Louis,
Atlanta and Denver. And if I thought my manager would have national responsibilities, I might
look nationwide.
Searching by title
Find the person you’re going to report to. What’s the title of the person you’d report to if you
had the job? Of course, you want to find lots of people with that title.

Example: someone who wants a sales role would search for terms like:
 sales manager
 district sales manager (you might also try DM or DSM)
 regional sales manager (or RSM or Regional Manager)
 national sales manager
 manager of corporate accounts
 zone director
 director of sales
 vice president of sales
This works across all industries: if you’re in accounting, you’d search titles in accounting
management; if you’re in manufacturing, you’d search there. Whatever industry you’re in, there
are terms commonly used for management positions. A great place to start with this is to
remember the titles of the people who manage you now or in your last role.
Here’s something else: when in doubt, go up the chain. If you’re not quite sure if you’d be
reporting to a particular level/title, search one level up. Somewhere, you’re going to be sure that
somehow you’d fall under that person—contact them. Even at that level (especially at that
level), those people are looking for and would be very interested in talking to someone who’s
going to communicate with them the way I’m going to show you. You’re going to be a hot
prospect, and someone they are very motivated to meet.
Have no fear. The worst thing that can happen is that they won’t respond. And if they don’t
respond, they’re not of interest to you, anyway. Most people are held back from great things
because of fear. This is one of those times when you might fear…rejection. Don’t do it. If they
hit the delete button, you’re not even going to be in the room. Don’t worry about it. Remember,
this is a numbers game. Some won’t respond, but more importantly, some will.

Sample Search
Let’s walk through a typical search that a sales rep would do (in this case, it’s a medical sales
rep): First, Suzy searches for the sales managers she needs by title.
In our example, searching by district managers, we’ve got 9 district managers. Now remember,
Suzy’s only in 20 groups. If you’re in 50 (the number I recommend) you’re going to get
something like 2 ½ times that number—something like 22 or 23 district managers.
Now, if we change the search and search “regional managers” in the Dallas area with only 20
groups, we come up with 19 regional sales managers (again, with 50 groups, you’d have
something like 45-50 regional sales managers in the Dallas area).
When you search national sales managers, remember that the sales manager could be based out
of not only your state, but any adjoining state.
You can focus your search and narrow it down a little more by career area, but I think that most
people do a poor job of indicating their career area when they set up their profiles, so I don’t
actually do this. But if you choose to do this, here’s how: On the right, in the industry box, you
can choose which particular industries you’re interested in by clicking on the boxes. You might
still come up with managers who aren’t actually in that industry (I call those lurkers—they’re
just looking around), but you’ll mostly find a great list of the people relevant to you.
In our case, we can choose biotechnology, medical device, medical practice, mental health,
pharmaceuticals, nanotechnology, and more for our search. Again, you choose the industry
that’s relevant for your search, because this works across all industries.
When we search those industry areas, we get 19 regional sales managers in the Dallas/Ft. Worth
area, out of membership in 20 groups. That’s a lot of people within a relatively small
geographical area, from a resource of only 20 groups.
Now—let’s search “national sales managers.” A national sales manager, even if they’re based in
Dallas, could have responsibilities throughout the United States. There are only 4 here in Dallas,
but if we change the geographical area we’re searching to “anywhere”—because national sales
managers are responsible for big areas of the country—see what we get: There are 244 national
sales managers in this specific industry area. That’s the good stuff.
Let’s look at “VP of Sales.” There are 1267 VPs of sales in our search for the medical industry,
anywhere in the country. When we sharpen up the industries, choosing biotechnology, hospital
and healthcare, medical devices, and medical practice—just those 4 industries, which is narrower
than I would normally make it, there are 431 VPs of sales.

These are the people who are making the hiring decisions and filling the jobs. These are the
people who can say “yes” to you. These are the people who can actually do something with your
information when you send it. These are the people who can pick up the phone and chat with
you, and send your information along to the person you’d be reporting to. These are the people
who can make things happen for you.
To recap: Create a great profile, get in the right groups, and find your managers. Do your
search by zip code and/or title. Start locally, unless you’re actively looking to relocate.
NOTE: You’ll notice that you can’t check off the “groups” box. That’s not possible unless you have a
premium membership. It is not necessary to pay for a premium membership to be successful with
this system. Instead, click on the “relationship” box in your search and choose group members—it
will get you the exact same results.

Secret #2 - The Missing Opportunity: The Objective Statement
When you seek out hiring managers to contact them, chances are they’ll look you up on
LinkedIn. You want to make sure they like what they see on your profile. (Also, if you’ve done
your profile correctly, you’ve got a good chance of being searched out yourself…which is a
fantastic way to land a job.) Here’s an example of a good profile page:
One of the most important aspects of your page is your summary. Use your summary to tell
readers what you’re looking for. Most people don’t do that well. If a recruiter is searching for
candidates, they’ll try to find it—but if they don’t, they often give up. Tell people what you
want—like an objective statement.
The key is to state it like an elevator pitch or a mission statement rather than a “I’d like to
work for an innovative company with growth potential” statement.
Why is it so important to have a good objective statement in your summary?
 An objective statement tells me why I should keep reading about you.

It’s advertising, basically. It’s the teaser that will draw the reader in to wanting to learn more.
What are a few of your key qualities that will make you a good fit for the job you’re looking
for? Be careful that you don’t make this too generic (read: boring).
 An objective statement makes it easier for me to figure out who you are and what you
want.
Don’t be vague. Think of your resume objective as a personal branding statement. It’s not only
saying what you want, but it’s also indicating what problems you can solve and how you can
bring value to an organization. Hiring managers want to know what you can do for them.
This summary area should be short, to the point, focused on what you have done and how to get
in touch with you!
Examples:
P Club sales candidate seeks opportunity in (what industry)
Six Sigma trained line manager seeks …..
Marketing manager (with 3 successful product launches) seeks new challenge in (maybe this is
industry or maybe location)….
The key is make it interesting and relevant to the solution that the hiring manager seeks. And
make it short.
You might consider adding your contact email address here in the Summary area. It is always a
good idea to show people how to contact you in the event that they find your profile interesting.
You want to make it super easy for them.
Don’t worry. A well-crafted, tailored objective statement won’t stop you from being considered
for other jobs. If your objective statement has led the hiring manager to read the rest of your
resume to see what you can do (and what you have done), he’s going to think about you for other
jobs you might be a good fit for because that’s what’s in the best interests of his company and his
network. If he has a chance to do a favor for someone else in his network and build up goodwill,
he’s going to do that.
But what if you need to keep your job search confidential? You won’t want to advertise that
you’re looking for an opportunity, and that’s where Secret #3 can help you.

Secret #3 - Secret Job Searching: How to Keep Your Job Search a
Secret From Your Boss
The very best time to look for a new job is while you still have your old one–but what if that
means you need to keep it on the down low? Keeping your job search confidential can seem
impossible, but it isn’t.
This LinkedIn strategy I’m teaching you is a great way to job search in secret. Because it relies
on communicating through emails rather than LinkedIn messages, it’s entirely possible to contact
and communicate with hiring managers without it being a matter of public record.
So what do you have to do?
Above all else, you must have a polished LinkedIn

profile. The better you look on LinkedIn, the more
likely it becomes that you’re contacted by recruiters or
hiring managers (the easiest way to land a job of all).
But be a little more careful of what you write in your summary. You can’t put “seeking a
sales opportunity” if you’re trying to keep it quiet.
Think in terms of encapsulating your product (you). Concentrate on highlighting your skills and
accomplishments while making connections and participating in relevant groups. Essentially,
you’re putting your best foot forward while growing your network.
What if your employer wants to know why you have such a shined up LinkedIn profile? Don’t
let him put you on the spot.
 You can say (especially if you’re in sales or marketing) that you see yourself as the face
of the company, and customers seek you out on LinkedIn—so they should be able to find
you.
 You can say that you’ve learned that it’s a good way to keep tabs on your competition. (It
is.)
 You can also say that you’re trying to learn about the latest social media tools to be
current on the trends. These days, everyone’s on LinkedIn.
There are over 70 million professionals on LinkedIn, and they’re not all looking for jobs. It’s not
going to be unusual for you to jump in, too.
Even when employees aren’t looking for new jobs, employers become suspicious when they see online
activity.
If your manager should approach you about your LinkedIn profile, you should just say that a friend of
yours (that would be me) told you how much LinkedIn had helped them in their job.
That there were really great groups that had relevant conversations about your industry or tasks. And
that you have already enjoyed your professional interaction there.
Then ask them if they have a LinkedIn profile. And go from there.
But remember, you don’t have to show which groups you are a member of on your profile.
And no one can see the messages that you send via LinkedIn other than the proposed target of the
message.
And no one is going to tell your manager. They have other things to do, so don’t worry about that.

Secret #4 - The Job Search Time Saver: Saved Searches
Here’s a real time-saving tip for you: Once you’ve searched the terms that are important to
you in your job search, LinkedIn allows you to save those searches—up to 3 different
searches. Just click “save this search” at the top of the page.
Bonus Tip: Under “save this search,” you’ll find the search name of the search you’re saving,
and under that, a “Send by Email” indicator. If you select “weekly,” LinkedIn will send you
the names of all the new managers who have come into the system in that past week. So,
anyone new who fits your search requirements will pop up in your email every week. You won’t
miss anyone new that you might want to hit with your message.
So, Suzy might want to save 3 searches by geographical area: one for the Dallas zip code, one
for the Houston zip code, and one for the Austin zip code. And then she can tool around within
the zip codes to find the different titles. You can customize this however you want.
The saved search function does more for you than save 3 searches.

It allows you to go back to that saved search and just change one parameter to look at a totally
different population.
For example:
Let’s say I am a sales representative in Ohio. I might run a search looking at 3 parameters:
Within 100 miles of Cleveland zip code
Title: sales manager
Relationship: group members
Now, if I save this as OH Sales Managers. Then I will receive weekly/daily updates and can send
a message to all of those that are joining LinkedIn or the groups recently.
Maybe after I sent my original messages to Ohio Sales Managers.
And now I can just change the zip codes to search for Chicago, Pittsburgh, St. Louis and Detroit
management populations.
Or I can change the title to: VP of Sales and see what I find there.
You see? You can manipulate these searchs until you find a large population of the RIGHT target
hiring managers for you to message.
Never has there been an opportunity to search and message hiring managers in one place
before.
This is the incredible power of this tool.

Secret #5 - The Killer Opening Letter
Now that you’ve identified your list of hiring managers to contact, the next step is to actually
contact them. Send each one a message.
Message them from the list that you found when you searched. Below is an example of the
results of one of Suzy’s searches. Do you see where it says: “Send message” in the top right hand
corner of his profile box? This is the place to click to send your custom letter. I will show you
further down what the message box looks like.

Here is the message box:
There are a couple of pitfalls you need to be aware of when sending these messages.
As a recruiter, I’ve received many messages from candidates, and most of them start off with
“Sorry to take up your time.” Why are they apologizing? Don’t do that. It starts you off in a
position of inferiority and gives the manager the power in the relationship. You don’t want that.
Then they make it worse and say, “Hey, Mr. Manager, Take a look at my profile/resume and see
if I’m someone who would be a good fit for one of your opportunities.” Well, guess what? Now
you’ve just asked him to do something for you. It requires him to go and do something, to think
and make a decision, and give you a response. Psychologically, that doesn’t work. He’s going
to delete your message. He doesn’t know you, and doesn’t have time for you. He’s stressed, and
got his own stuff to deal with.
So not only did you begin with an apology (which makes you inferior already), you’ve left it too
open-ended and are requiring him to do something that takes some effort. You’re not going to
get a response out of that. You’re just going to get a “delete.”

Instead, begin strong.
Instead of saying, “I’m looking for a position,” or worse, “Can you help me?” say this (in the
case of a medical sales rep):
Subject Line: “Strong B2B Sales Rep Transitioning Into Medical Sales”
I am a proven successful salesperson. I am very good at developing relationships and have

been successful at every endeavor that I’ve undertaken. I am transitioning into the medical,
health care, or surgical arena.
Would you share your email address with me so I can send you my information? That way, if
you know someone who is looking for someone who can sell like me, you could share my
information with them.
Thank you in advance for your assistance,
Your Name
See the difference? This is psychological. I’m NOT saying
o “I’m thinking of transitioning”
o “I’m trying to transition”
o “I’m looking to transition”
o “Can you help me?”
I’m saying I am going to transition, and you need to decide whether I’m going to transition
with you or not. This language is VERY important.
And the language of the body of the message is very important. You can change the terminology
for your position or industry, but it’s important that you keep the wording of this message. Don’t
customize it, add a lot more to it, or change it in any way.

You want to point out your success, and then ask for the one thing you want—the one
conversion you want: “give me your email so I can send you my information.” This makes it
EASY for him to respond. You’re not asking for anything beyond his email address, which he
gives out all the time. You’re not trying to foist the resume on him right now, so there’s no
pressure for him to read it or do anything that takes effort.
And then you say, “Thank you in advance for your assistance,” which assumes that he will do
what you want, and makes him feel obligated to respond to you.
This makes life easy for the manager. All he has to do is click “reply,” type in his email address,
and click “send.”
This language is different from what you’re probably used to using. It’s aggressive, it asks for
one thing that’s easy for the hiring manager to give, and it’s simple.
But pay attention to the wording, because it’s exactly how you need to structure your
message. It’s proven to be successful. I’ve measured the success rate of my clients who use
this message, and they get an average response rate of 12% -15%.
Most of my clients email this message to 100-200 hiring managers, and they get 24-30 responses
out of 200 people—which means they get an email address.
Out of that 200 people, 2%-3% (or 4-6 managers out of the 200) will have live opportunities.
What does that mean? Jobs. Open jobs they are dying to fill.
Just through the power of statistics, you’re going to catch some of those hiring managers at just
the right time—maybe they’ve just had someone resign, or they’ve just gotten approval to fill a
new position, or they’ve gone through a stack of resumes and haven’t found the right person, or
something. So right at that moment, they’ve received this message, and they’ve responded.
Combining this kind of targeted communication with the statistical advantages of your search
will get real results!

Opening Letter Examples:
Here are several examples of initial contact emails that you can use, but it’s important to
remember that if one doesn’t exactly fit what you do, you can easily change it by adjusting the
details. (It’s just like buying a house: the most important issues are location, structural
soundness, and layout. Don’t let the wrong paint color get in the way of your goal.) But
whatever you do, don’t change the basic structure or the language. (Just like in a house, it’s a lot
of hassle and you won’t get a great return on your investment!)
The critical elements to your email are:
 the strong subject line
 powerful language describing your strengths or successes and your plans
 request an email address (don’t ask for anything else)
 thank them in advance
You’ll notice that the samples all have these critical elements in common, even though the
details of the career or industry are different. They all radiate confidence and don’t require the
person receiving it to go to much trouble for you (yet).
Example #1
Subject Line: Proven sales leader in Houston seeks new opportunity
Text:
I am an experienced and driven (your industry or niche) sales rep in the Houston (your area)
area calling on (your call point).
I am a skilled at interdepartmental relations, and have consistently met or exceeded sales goals
in all the positions held:
* 2010 Nationally-ranked Top 10 as of Q1.

* 2009 Nationally-ranked 28 out of 400 making 150% of quota.
* 200X Top United Health Care retention award payout in the region.
* 200X Nationally-ranked 75 out of 400 making 128% of quota.
* 200X Rookie of the Year.
May I have
Example #2 your email address, so I can share my information with you?
Thank you for your time and consideration.
Your name
Example #2
Subject Line: Strong Medical Sales Executive Transitioning Back into Medical Sales
Text:
I am a proven medical sales (or your industry) executive adept at building customer
relationships and new product launches. I have been successful at every endeavor that I have
undertaken. I am returning to the medical, pharmaceutical or medical equipment sales arenas.
Would you kindly share your email address with me so I could forward you my information?
Then, if you are aware of a colleague looking for someone with my medical sales abilities and
contacts, you could share my information with them.
Thank you in advance for your assistance and have a great day.
Best regards,
Your name
Example #3
Subject Line: Strong Operations Executive Seeking Position in __________
I am a proven __________ manager with a strong track record. I am very good at streamlining
processes and establishing sound procedures that lead to financial growth. I am seeking an
opportunity in ______________.
Would you share your email address with me so I can send you my information? That way, if you
run across someone who is looking for a proven professional like me, you could share my
Your name

Example #4
Subject Line: Strong Service Professional Seeking a New Opportunity in ________
Text:
I am a proven, successful service professional in the ________ area. I can do the service job
or manage those who service the equipment. I have always delivered better service and
faster turnaround times with reduced costs. I am currently seeking a new opportunity within
the _________ field.
Would you share your email address with me so I could send you my information? That way,
if you know someone who is looking for an excellent customer service provider like me, you
could share my information with them.
Your name
Example #5
Subject Line: Experienced Manufacturing Engineer Looking for Greater Opportunity in

Southern California
Text:
I am an experienced engineer with a proven track record in multiple methods of production.

My projects have always been on-time and on-budget. Do you know someone who would like
to add a strong engineer with excellent communication skills to their team?
May I have your email address, so I can send you my information?
Thanks in advance for your consideration.
Sincerely,
Your name
More suggestions for strong subject lines:
 Saleforce.com Savvy Sales Manager Seeks .....
 Six Sigma Guru Seeks....
 Sales Manager (XYZ industry) Seeks.....
 XYZ Software Expert Seeks....
 Lab Research Assistant Seeks...
 Biology degree and sales savvy college grad seeks....
 XYZ degree with ABC experience looking for....
 Product Launch Specialist looking for....
 Oracle database specialist.....
 Laboratory Reimbursement guru....
 Clinical nursing specialist....
 Surgical tech transitioning into sales
 Retail store manager seeks regional position....
 President's Club XXX looking for ....
 4-time P Club winner seeks....
 #1 rep out of 450 nationwide wants new challenge....
 I sold X to Costco, can I help you with this?
 I sold Y to Target, would you like me to help you?
 Managed the ABC program for X from $1M to $10M
Do you see the commonalities here? These subject lines highlight something special about each
candidate: database specialist, Six Sigma guru, XYZ degree, etc. They are announcements of
where you’re going, not requests for help.

It’s very important that you use strong, powerful language in both your subject lines and in your
texts. Here’s what I mean:
Strong Words Weak Words
I will I hope
I can I think
I promise I believe
Now Probably
No question I would (or could)
Without reservation Maybe
(When you think about it, the job search is a little like dating. Would you be interested in a
relationship with someone who’s confident and knows where they’re going, or in someone who’s
timid and needs your help? Enough said.)

Secret #6 – Get in front of 100 managers in less than 2 hours
How is it possible to get in front of 100-200 managers in less than 2 hours? By working the
system.
Once you set up your LinkedIn profile, join groups that relate to your career area (or the one you
want to be in), and search for the names of hiring managers in that area, you’re all set to send
them a message.
What’s the key to making this work?
Send each manager you contact the same message.
Here’s where a lot of clients get caught up in and cost themselves a lot of time: You should be
able to copy and paste your message and contact 100 hiring managers in less than 2 hours.
What will stop you from being successful is if you start looking at their profiles. If you start
daydreaming about what it would be like to work for them, or start thinking about whether
they’re the right company or do you know someone there, or –and this is the biggest one—
maybe you should tailor your message. No, no, no.
This method is a statistical approach to job hunting. You’re turning the job hunt (at this point,
anyway) into a numbers game. You have to hit the numbers in order to have the kind of success
I’m telling you you’re going to have. If you don’t do that, then you haven’t taken advantage of
this system and what I’m showing you here.
LinkedIn has recently implemented major changes that restrict a jobseeker’s ability to access
hiring managers with this system, but today we are handing you the key that unlocks it.
In the past, searching for the names of hiring managers was a pretty straightforward matter:
Search by title, save the search, paste your message in and click the very useful “Send Message”
button on the bottom corner of the hiring manager’s profile box.
Now there’s a more complicated trick to it, but the good news is, you are one of a very few
people who now knows what it is. Take advantage of it quickly.
You start your search just like before, with an advanced “people” search. First, search by title.
Whatever job you’re in, target your search by using whatever title would qualify as your boss or
your boss’s boss. (For example, if you’re in sales, you’ll search for a Sales Manager, Director of
Sales, etc.) Then, add in the geographic location you’re searching in.
Here’s where it starts to twist:

Under “Relationship,” check the box that says “Group Members.” If you have a basic (free)
account, you are allowed to message group members only, not anyone you want.
When you’ve clicked all the boxes and entered your search, you’ll get a list of profiles. Where
there used to be a “send message” link on the right-hand side, now there’s a “Send InMail.”
Since you are extremely restricted in the number of InMails you can send, you don’t want to use
that option.
Here are two ways to work around this restriction to reach the hundreds of hiring managers you
need:
(1)
For each person on your list, find something about that person to remember: their name, or some
keyword you can remember that’s searchable.
Write that down. Then click on the “1 shared group” in the lower part of the person’s
information box.
Then click on one of the groups that you share with that person.
Once you are on the Group page, click on the “Members” tab.
Then type the person’s name or other memorable information (company, name, title) into the
search box on the left side of the page.
Search “Members” for that person’s name, or search by keyword. When the list of profiles
comes up there, you’ll find the “Send Message” button on each one. That’s where you need to
be!!
(2)
Start out with the “Groups” tab. Select one of “Your Groups” and then do a search for the title
that you’re looking for, within a group you belong to.
Once you are on the Group page, click on the “Members” tab. Then you can use the search box
on the left side of the page to search within that group.
Your search should result in a list of names that will have a “send message” link that shows up
as you scroll over them.
These are small extra steps you need to take to get to where you need to be—at the “Send
Message” link. You still copy and paste your message to each hiring manager, just like before.

Tips:
Have your subject line and message somewhere on your desktop in an open document like a
word document.
Don’t spend time looking at their profiles. You can go through and look at the profiles of the
managers that respond to you in great depth. But not now.
This is a statistical exercise. If you only message 50 or 60 managers, you aren’t going to have the
number of opportunities that you need in order to successfully land a job.
Troubleshooting:
 If it’s important that you limit your results by location, you’ll have to identify managers
in that location and then search for them by name to get to the “Send Message” link.
 If you can’t see the “send message” on a hiring manager who is of particular interest to
you, use our Google exercises to find his email address and message him directly.
 If your search is too large – like 1000 managers, maybe you need to narrow it with the
industry settings or with some other parameter such as location. Just be careful that you
don’t lose the “send message” function.
 If you don’t see enough of one type of manager titles that you are looking for, go up the
hiring chain and use the title of your manager’s manager.
 If you can’t remember who you have messaged, you can see sent messages on the
INBOX tab.
 If you message the same person twice, forget about it. Don’t sweat it. If they bring it up,
just say that you have experienced duplicate messages—maybe there’s a bug with
LinkedIn? Or you can say that you were so eager to speak with them that you hit the send
button 2 times!
Think of this in terms of fun—like opening a package. Never before have you been able to target
and approach this many managers! Enjoy it.
Send more messages than you planned on. What is more important than finding the right
manager and the right job?

Secret #7 - The subject line that keeps your emails from the trash
When you have contacted your 100 (or so) hiring managers, you will get an average response
rate of about 12%-15%. When they respond to you with the email address you’ve asked for,
you’re going to contact them directly by sending them an email. The subject line of your email
must say exactly this:
Follow up to our LinkedIn conversation
Now, you didn’t have a conversation on LinkedIn. You sent him a message, and he sent you his
email address. But there is no one who can fail to click on an email that says “follow up to
our conversation.” They just can’t do it.
In your message, you’re going to say (in our example) “Hey, John—I’m an experienced sales
person looking for an opportunity in the Dallas area.” Or maybe you want to relocate. You’ll
say, “Hey John—I’m an experienced sales person willing to relocate myself on my own, with no
relocation expense, in order to transition into the __________ arena.”
Then you’ll say,
“If you know someone who’s looking for __________________ (fill this in with descriptors that
address yourself and what you can do—tailor it for your own use), please forward my
information to them, or let me know about the opportunity, and I’ll follow up on my own. Thank
you for your time in advance. If there’s anything I can be of assistance to you for in the future,
do not hesitate to contact me.
Sincerely,
Your Name.”
This language is important, and it’s the other reason you’re paying me for this information
(besides the statistical strategy of utilizing LinkedIn). I have spent many hours and
thousands of dollars figuring out how to get people to respond to a message. They will
respond to this one.

Here are some additional examples:
Subject: Follow up to our LinkedIn conversation:
I am an experienced salesperson and a relationship-building expert. I am ready to

begin a new endeavor in the medical, surgical, or healthcare arenas. I have strong
current relationships with physicians and their staff in the North Dallas area that can
be leveraged as customers or referrals in my next venture.
If you, or someone you know, are looking for an enthusiastic salesperson, please
contact me directly or feel free to forward my information along. You can also let me
know about the opportunity and I will follow up.
Thank you for your time in advance. If there is any way that I can be of assistance to
you in the future, do not hesitate to contact me.
Sincerely,
Your name
Or,
Subject Line: Follow up to our LinkedIn conversation:
I'm an experienced __________, willing to relocate on my own (with no relocation

funds) in order to transition into the _________ field (or area).
If you know someone who is looking for a _________ professional with a track
record of success, please forward my information along to them. Or you can let me
know about the opportunity and I will follow up.
Thank you for your time in advance. If there is any way that I can be of assistance to
you in the future, do not hesitate to contact me.
Sincerely,
Your name

These emails also have structural basics in common:
 The subject line must ALWAYS be, “Follow up to our LinkedIn conversation.”
 You will include a bit more expanded version of your strengths (but not a lot—keep it
short and sweet if you want it to be read).
 You leave the option for them to forward your information, or let you know of any
opportunities.
 You thank them for their time.
What’s different from the initial contact?
 Your resume is attached.
 You’ve sent this directly to their personal email inbox. It gets you a higher level of
attention.
When you send this message with your resume attached, they will look at it. Will they all
respond at that point? No. And that’s where the next piece of magic in this system comes in:
you have to touch them multiple times. And that leads us to Secret #8.

Secret #8 - The most important differentiator: the 5-7 time touch
There’s a specific technique in this system that’s going to make your job search strategy very
effective and successful: After you’ve targeted hiring mangers in your industry that are receptive
to your information, you are going to make contact with them (“touch” them) 5-7 times.
The 5-7 time touch is critical to your success. There’s marketing research to support this, and
I’ve experienced it in my own business. When you send out an email to people or they have a
certain product exposure (and in this case, you’re the product), 16% of them will respond to the
first message.
85%-90% of job seekers stop right there. That’s a fatal mistake. Because, 34% will respond
after the third or fourth message, and another 34% will respond after the fifth or sixth message.
So, you need to be committed to at least 5 messages.
Think about advertising and marketing. Do you buy a product when you’ve only seen the ad
once? Whether you know it or not, you’ve seen an ad multiple times before you’re finally
comfortable with the purchase. This is part of the key to your success here. You’re the product
in this transaction, and you’re looking for someone to purchase your services, i.e., hire you.
That’s more likely to happen if they feel like they “know” you.
The other part is persistence. Persistence pays off. This hiring manager is going to recognize
your drive, determination, and persistence. The key is to not give him the same information
every time you contact him. You’re not going to say the same thing every time you make
contact.
To organize yourself, develop an Excel spreadsheet (I’ll have an example for you in the
download section). You’ll have their name, title, the company they work for, their address, and
the date you sent them your resume.
After that, every 7-10 days, you’re going to contact them again.
 The first touch is the message I just gave you: “Follow up to our LinkedIn conversation,”
where you send them your information for the first time.
 The second message: “Hey, don’t forget to forward my resume along to someone if you
know they could use x, y, and z.” (Of course, this would be customized to your skill
sets.) And attach your resume again.
 The third message: “Is there someone that you recommend I should call?”
 Message #4: “Hey, I’ve revised my resume…” Hint: You don’t actually have to do it.

 Message #5: “I’ve just done a ride-along with Stryker (or some other relevant activity)
and here’s what I’ve learned. If that’s of value to you, let me know.”
 Message #6: Make an audio file of yourself, or scan your brag book and send it.
There’s a number of ways, all of which you can tailor to your personality and situation, that you
can send these messages. The important thing is that you approach them on a weekly basis so
that they don’t forget about you and so that you “interrupt their conversation.”
That’s what marketing experts will tell you: You have to hit them at the right time.
Here’s how this works: Say I’m a national sales manager, and I come home on Friday and my
husband’s mad at me because I did some incredibly stupid thing before I left, and he won’t speak
to me. I go into my office, see your email, and hit “delete” because I’m in a bad mood. Does
that make you a bad candidate? No. Does that make me a bad manager? No. That’s just how
humans are.
But, when you send it next week, I might open it because I’m in a better mood.
Or maybe, when you send it the following week, I’ve just gotten a resignation from my guy in
Dallas. That makes me much more interested in what you have to say at that point. You’ve
interrupted my conversation and the problems that I have, with your product, which is you, your
skills and your talents. You’re providing a solution to my problem.
That’s why the multiple touches approach is so effective. Statistically, you have very low odds
if you only send one message. You increase your odds every time you touch that manager in a
professional way.
Also, every manager will note that this is systematic, it’s methodical, and that you are not going
to stop just because you didn’t get an answer back, which indicates persistence—which is
valuable no matter what job you’re in. (That’s how they will see it—you’re not “bothering”
them…it’s just an email.)
One more time, here’s the breakdown of the percentage of people who buy according to
product exposure :
16% buy after 1-2 messages

16% buy after 7+ messages (after they’ve taken some time to think about it)
This means that the largest percentage of your market will buy after receiving 3-6
messages.
Remember: They’re buying you. You’re the product in this transaction. You have to run
your marketing campaign well. Of course, I am not suggesting that the manager will “buy”
you after a few messages. But he will “buy” the idea of speaking with you further if there is
any opportunity at all. Part of the beauty of the multiple touches is to provide time for
other opportunities or changes to occur that make a manager go from uninterested to very
interested rapidly. And you will be in his Inbox to meet that interest. Because you will
reach out to him/her multiple times over a 5 to 6 week timeframe.
This means that sending your information to a hiring manager only once is missing the majority
of the opportunities to “reach” him.

Secret #9 - How to close the deal
You saw in Secret #8 just how important it is to contact the hiring manager every 7-10 days, at
least 5-7 times. Every contact opportunity increases your odds of success.
I gave you some ideas for what to say in each of those contacts, and now we’re going to go
through those in more detail. It’s also critical that you say something different each time you
contact the hiring managers. That way, you’re just giving him additional information, rather
than being a pest. What you give him must be interesting, and contribute to your goal of selling
yourself as a candidate.
Here are some ideas for what to email the hiring manager:
Creative Contact Ideas include audio clips, weblinks, ride along results, certificates for
some workshop, class, letters of recommendation, video, picture, digital bragbook, picture,
the list goes on. Below are some expanded ideas about this.
 Audio clip
Do you have a great elevator speech—aka a commercial-sized pitch that explains who you are,
what you do, and what you offer? Send it. Tell the manager why you’re interested in his
company, and what you and your skills can bring to the table. How can hiring you benefit the
company’s goals?
An audio clip personalizes you to the hiring manager and your voice projects the enthusiasm and
energy you offer. The key here? Keep it short and sweet.
 Link
Is there a link to some example of your work online? Or to something else you’ve done? If it
helps to sell you as a candidate for this job, send it. Do you a Powerpoint presentation online that
you could share the link? Or did you author a paper that is online? Maybe a book?
 Ride-Along Results
A ride-along (if you’re in sales or some other customer-oriented field) or job shadowing (if
you’re in another area) are great ways to highlight your go-getter attitude and show the hiring

manager you’re serious about transitioning into the field. It gives you more “experience” than
the next candidate. By mentioning this in one of your follow-up emails, it also conveys to the
hiring manager that you’re moving into this field with or without him, and pushes him a little
further into thinking he might want to get on board with a candidate who’s got so much initiative
and determination to succeed.
 Digital Brag Book
A brag book is an organized collection of your successes. Most people use a binder and fill it
with performance statistics (you made/saved the company $___), performance reviews, rewards
letters, emails from happy supervisors or customers that say what a good job you did, brochures
you created…you get the idea.
Scan a few of the best examples from your brag book and send it to the hiring manager.
 Letter of Recommendation
A recommendation delivered by phone call is always better than a recommendation delivered by

letter…BUT, a really well-written letter can carry some weight at this point. People like
recommendations, on everything from new restaurants to doctors to new employees. (In fact
that’s one of the reasons LinkedIn is so powerful—it allows recommendations.) So, having a
letter extolling your virtues from a past supervisor or some other high-level someone you’ve
worked with can be a great thing for you to send to the hiring manager in one of your emails.
Make sure the letter speaks to your skills and talents as they apply to this job.
 Video
This could be one that you shoot with your webcam. Where you explain exactly how you were
able to…(fill in the blank with the excellent work that you did previously that got you promoted,
a raise, a letter from the President of the company). Or maybe it is a video that you did in a
previous job or meeting or other organization that demonstrates your skillsets that will be of
interest to the hiring manager.
Picture
Do you have a picture of you at President’s club or at the home office of your former employer
doing something interesting? Could you get a picture of you with a specific piece of equipment
or apparatus that would show your experience, knowledge and provide credibility to your
candidacy?

All of these options show the hiring manager a little bit more of your personality and your
qualifications. You can certainly customize each option for yourself and tailor it to your field,
but the most important thing to keep in mind is to keep it professional and relevant to the job
that you want. Don’t fall into the “too much information” trap and tell him all about your
hobbies in an effort to make him like you. Keep your communication focused on selling
yourself as a candidate—and why hiring you will benefit his team and his company.

BONUS TIP - How to find job titles of the people you're looking for
LinkedIn is a tremendous resource for your job search. Not only do people have profiles on
LinkedIn, companies maintain LinkedIn pages. Company pages make it easy to research the
ones you’re interested in working for, and give you vital information for your 30/60/90-day plan
and your interview.
It also helps you with your LinkedIn search for hiring managers.
If you’re not sure of the titles you should be searching within the groups, go to the LinkedIn
pages of the companies you’re interested in. Check out the titles of people who would be your
immediate supervisors and a level or two higher. Now you have the search terms you need for
your industry.
Here is an example of the Company Page:

BONUS TIP – HJF Tracking Sheet
We have 2 additional downloads for you to help you keep track of what managers you have
messaged and when. One is the HJF Tracking sheet.xls and the other is a .xlsx spreadsheet.
Here is what they look like:
Date of 1st Date of 2nd Date of 3rd

Name Email Address Company Contact Contact Contact
Jack October 1,
Manager jack@company.com Company 200x
You only need 1 of these (just depends on your computer system). But I would enter the
information on every manager that shares their email address with you and start them on the
marketing schedule of receiving your weekly updates with evidence of you, your skills, your
experience, your education, your successes and your attitude.
You might consider looking at managers that you have spoken with in the past but did not make
it anywhere in their process and adding them to this marketing program.

The Hidden Jobs Finder Will Help You Land the Job You Want
The candidates that I coach were having a rough time in the job search, just like you probably
are. It had nothing to do with their qualifications, it said nothing about their worth as an
employee—it really didn’t even have anything to do with them. They just didn’t know how to
work the system.
This job search you’re in today is unlike any other you’ve ever experienced. And since you
probably don’t do it very often (and most people don’t), how could you possibly know how to do
it well?
That’s why you have this tool.
I am an expert at the job search, and I’ve taught you how to turn the job search into the numbers
game that it is, and I’ve shown you how to use the marketing and psychological strategies that
make it work. Use this system that I’ve shown you and increase the odds in your favor until it
falls into place for you. It’s worked for every candidate I’ve taught it to, and it will work for you
too.
Peggy McKee
Career Confidential, Inc.

Print this to keep track of your progress with the system.
Hidden Jobs Finder Checklist
 Establish a great profile on LinkedIn (use the profile tutorial)
 Join groups that make sense for your career goals (search the groups, join the relevant
ones)
 Search out the decision-makers (hiring managers) at great companies (use titles,
locations, and industry)
 Send a message with the strong subject line I taught you, and only ask for an email
address (only ask for what you need to market to the manager later)
 Email your responders with a “Follow up to our LinkedIn conversation” (subject lines are
super important)
 Spend the next few weeks on systematic, methodical follow up “email touches” (touch
every manager that shares email address with you weekly for 5 to 7 weeks)
 Reap the rewards of a statistical approach to the job search!
Good luck and happy job hunting.
Peggy

Appendix
Sample messages for your first LinkedIn message:
______________________________________________________________________________
Subject Line: “Strong B2B Sales Rep Transitioning Into Medical Sales”
I am a proven successful salesperson. I am very good at developing relationships and have been
successful at every endeavor that I’ve undertaken. I am transitioning into the medical, health
care, or surgical arena.
you know someone who is looking for someone who can sell like me, you could share my
Your Name
______________________________________________________________________________
Subject Line: Proven sales leader in Houston seeks new opportunity
Text:
I am an experienced and driven (your industry or niche) sales rep in the Houston (your area) area
calling on (your call point).
I am a skilled at interdepartmental relations, and have consistently met or exceeded sales goals in
all the positions held:
* 2010 Nationally-ranked Top 10 as of Q1.

* 2009 Nationally-ranked 28 out of 400 making 150% of quota.
* 200X Top United Health Care retention award payout in the region.
* 200X Nationally-ranked 75 out of 400 making 128% of quota.
* 200X Rookie of the Year.
May I have your email address, so I can share my information with you?
Thank you for your time and consideration.

Your name

Subject Line: Strong Medical Sales Executive Transitioning Back into Medical Sales
Text:
I am a proven medical sales (or your industry) executive adept at building customer relationships
and new product launches. I have been successful at every endeavor that I have undertaken. I
am returning to the medical, pharmaceutical or medical equipment sales arenas.
Would you kindly share your email address with me so I could forward you my information?
Then, if you are aware of a colleague looking for someone with my medical sales abilities and
contacts, you could share my information with them.
Thank you in advance for your assistance and have a great day.
Best regards,
Your name
Subject Line: Strong Operations Executive Seeking Position in __________
I am a proven __________ manager with a strong track record. I am very good at streamlining
processes and establishing sound procedures that lead to financial growth. I am seeking an
opportunity in ______________.
you run across someone who is looking for a proven professional like me, you could share my
Your name

Subject Line: Strong Service Professional Seeking a New Opportunity in ________
Text:
I am a proven, successful service professional in the ________ area. I can do the service job or
manage those who service the equipment. I have always delivered better service and faster
turnaround times with reduced costs. I am currently seeking a new opportunity within the
_________ field.
Would you share your email address with me so I could send you my information? That way, if
you know someone who is looking for an excellent customer service provider like me, you could
share my information with them.
Thank you in advance for your assistance.
Your name
Subject Line: Experienced Manufacturing Engineer Looking for Greater Opportunity in

Southern California
Text:
I am an experienced engineer with a proven track record in multiple methods of production. My

projects have always been on-time and on-budget. Do you know someone who would like to add
a strong engineer with excellent communication skills to their team?
May I have your email address, so I can send you my information?
Thanks in advance for your consideration.
Sincerely,
Your name
_____________________________________________________________________________________
More suggestions for strong subject lines:
 Saleforce.com Savvy Sales Manager Seeks .....

 Six Sigma Guru Seeks....
 Sales Manager (XYZ industry) Seeks.....
 XYZ Software Expert Seeks....
 Lab Research Assistant Seeks...
 Biology degree and sales savvy college grad seeks....
 XYZ degree with ABC experience looking for....
 Product Launch Specialist looking for....
 Oracle database specialist.....
 Laboratory Reimbursement guru....
 Clinical nursing specialist....
 Surgical tech transitioning into sales
 Retail store manager seeks regional position....
 President's Club XXX looking for ....
 4-time P Club winner seeks....
 #1 rep out of 450 nationwide wants new challenge....
 I sold X to Costco, can I help you with this?
 I sold Y to Target, would you like me to help you?
 Managed the ABC program for X from $1M to $10M
Do you see the commonalities here? These subject lines highlight something special about each
candidate: database specialist, Six Sigma guru, XYZ degree, etc. They are announcements of
where you’re going, not requests for help.
Powerful words for your subject lines and emails:

Use these: Not these:
I will I hope
I can I think
I promise I believe
Now Probably
No question I would (or could)
Without reservation Maybe

______________________________________________________________________________
Strategy for follow-up email messages:
Remember that the first message you send after they share their email with you has this
subject line:
This is very important.
The order of messaging goes like this:
1. Message through LinkedIn (ask for email).

2. Message via email with resume attached (resume attached to all messages until you
know that they have reviewed it – make it easy for them to find).
3. Send second email message in ~ 1 week with “resume revised” – don’t worry, they
won’t check to see whether you really revised it.
4. Message 1 week later with one of the evidence pieces to demonstrate how great you
are and create the need for them to speak to you (see Secret # 9).
5. Message 1 week later with another piece of evidence.
Continue….
Remember that your goal is to reach out to the hiring manager at least 5 times over a 4 week
period. Why?
1. Opportunity for change within their team that will mean a job for you
2. Opportunity to impress manager with additional evidence
3. Opportunity to get manager’s attention (even if he/she deleted your message the first time
or second time)
4. Demonstrate communicate and persistence to potential hiring manager
5. Take advantage of the psychology of multiple touches as it pertains to selling (since you
are essentially marketing and selling yourself)
Sample messages for your follow-up emails:

______________________________________________________________________________
Subject: Follow up to our LinkedIn conversation:
I am an experienced salesperson and a relationship-building expert. I am ready to begin a new

endeavor in the medical, surgical, or healthcare arenas. I have strong current relationships with
physicians and their staff in the North Dallas area that can be leveraged as customers or referrals
in my next venture.
If you, or someone you know, are looking for an enthusiastic salesperson, please contact me
directly or feel free to forward my information along. You can also let me know about the
opportunity and I will follow up.
Thank you for your time in advance. If there is any way that I can be of assistance to you in the
future, do not hesitate to contact me.
Sincerely,
Your name
______________________________________________________________________________
Subject Line: Follow up to our LinkedIn conversation:
I'm an experienced __________, willing to relocate on my own (with no relocation funds) in

order to transition into the _________ field (or area).
If you know someone who is looking for a _________ professional with a track record of
success, please forward my information along to them. Or you can let me know about the
opportunity and I will follow up.

Sincerely,
Your name
I am a successful service professional in the ________ area ready to use my proven skills in
_______________.
I have attached a short audio clip of myself, outlining my record of always delivering better
service and faster turnaround times with reduced costs and how my skills can benefit the
company.
Sincerely,
Your name
I wanted to let you know that I revised my resume to include my recent ride-along experience. It
really helped me get a feel for the job, and I can clearly see how my skill sets of ___________,
_________, and ____________ would allow me bring a lot to the table in this area. The resume
is attached.
If you know of anyone looking for a __________ with this kind of initiative and drive, please
forward my information to them.
Thank you in advance for your assistance. As always, if I can be of assistance to you in any
way, please do not hesitate to contact me.
Sincerely,
Your name
______________________________________________________________________________

As you know, I am an experienced _______________ specialist moving to the ________ area,

and require no relocation costs.
Here’s a link to a short PowerPoint presentation that outlines a few successful projects I’ve done,
so you can really see what my skill sets of ______________ and ________________ bring to the
table.
(insert link here)
If you know of someone looking for a _________ specialist with a proven track record like this,
please forward my information along to them.
Thank you in advance for your time. If I can be of service to you in return, please let me know.
Sincerely,
Your name
I am a proven ________________ professional with _______________ experience looking for a

new opportunity.
I have attached a digital brag book that includes proof of my success, including evidence for how
I made my previous company $______. It also includes my excellent performance reviews, my
rewards letters, and a sampling of highly successful projects I completed on time and on budget.
This is just a small portion of my brag book. I would love to show you or someone you know
additional samples of my work and success. If you know of someone who would be interested,
please forward my information to them.
Sincerely,
Your name

I am a proven ________________ professional with _______________ experience looking for a

new opportunity.
I have attached two letters of recommendation from past supervisors that speak to my skills and
talents as they apply to _____________. If you know of someone who would be interested in a
candidate with strong recommendations like these, please forward my information to them.
Sincerely,
Your name
I am a successful professional in the ________ area ready to use my proven skills in

_______________.
I have attached a short video clip of myself, where I explain exactly how I was able to
______________, which got me my last promotion/raise/letter of appreciation from the President
of the company. It’s a strong example of how I used my unique skill sets to contribute to the
company’s growth.
If you know of anyone who is looking for an employee who can provide ____________, please
forward my information to them.
Sincerely,
Your name

I am a successful _________ in the ________ area ready to move on to a new opportunity.
I have attached a picture of myself with the latest ______________ I designed. It is a great
example of what I do and what my skill sets are that would benefit a company in the _______
field. If you know of anyone who is looking for an employee with this kind of experience,
please forward my information to them.
Sincerely,
Your name

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Hidden Jobs Finder System

Career Confidential, LLC – www.CareerConfidential.com Page 1

Ditch the online job search

2. Human Resource departments, (maybe in self defense), have implemented computer

b. IF your resume gets past the computer

Career Confidential, LLC – www.CareerConfidential.com Page 2

I’m going to show you how to do something different.

LinkedIn is the place to be for job seekers.

Secret # 1: The Backdoor to LinkedIn

Groups are the best-kept secret on LinkedIn.

Career Confidential, LLC – www.CareerConfidential.com Page 5

Accounting Medical Six Sigma United States

Finance Surgical Lean Dallas

Sales Health Care Miller Heimann Canada

Operations Medical Device Dale Carnegie California

Marketing Laboratory Reimbursement SouthEast

IT Hospital Pricing Chicago

Customer Service Diagnostics CRM New York

Technical Support Life Science Oracle MidWest

Programming Pharmaceuticals SAAS London

Planning Electronic Medical Java Sydney

Career Confidential, LLC – www.CareerConfidential.com Page 6

How to join a group

Career Confidential, LLC – www.CareerConfidential.com Page 7

How to search for managers:

Career Confidential, LLC – www.CareerConfidential.com Page 8

Career Confidential, LLC – www.CareerConfidential.com Page 9

Career Confidential, LLC – www.CareerConfidential.com Page 10

Career Confidential, LLC – www.CareerConfidential.com Page 11

 district sales manager (you might also try DM or DSM)

 regional sales manager (or RSM or Regional Manager)

 national sales manager

 manager of corporate accounts

 vice president of sales

Career Confidential, LLC – www.CareerConfidential.com Page 12

Career Confidential, LLC – www.CareerConfidential.com Page 13

Career Confidential, LLC – www.CareerConfidential.com Page 14

Why is it so important to have a good objective statement in your summary?

 An objective statement tells me why I should keep reading about you.

Career Confidential, LLC – www.CareerConfidential.com Page 15

P Club sales candidate seeks opportunity in (what industry)

Six Sigma trained line manager seeks …..

Career Confidential, LLC – www.CareerConfidential.com Page 16

So what do you have to do?

Above all else, you must have a polished LinkedIn

Career Confidential, LLC – www.CareerConfidential.com Page 18

Career Confidential, LLC – www.CareerConfidential.com Page 19

Within 100 miles of Cleveland zip code

Title: sales manager

Relationship: group members

Maybe after I sent my original messages to Ohio Sales Managers.

This is the incredible power of this tool.

Career Confidential, LLC – www.CareerConfidential.com Page 20

Career Confidential, LLC – www.CareerConfidential.com Page 21

Career Confidential, LLC – www.CareerConfidential.com Page 22

I am a proven successful salesperson. I am very good at developing relationships and have

Thank you in advance for your assistance,

See the difference? This is psychological. I’m NOT saying

o “I’m thinking of transitioning”

o “I’m trying to transition”

o “I’m looking to transition”

o “Can you help me?”