In today’s job market, navigating the job search takes more than polishing a résumé and clicking “apply.” Technology has transformed the hiring process—sometimes for the better, but often at the cost of the human touch that candidates and companies both need.
It’s not that HR or Talent Acquisition professionals don’t want to connect. They’re simply buried with applications. Applicant tracking systems, automated filters, and the sheer volume of applications make it nearly impossible for them to give every candidate thoughtful consideration. Many clients come to us after posting roles because they’re overwhelmed by the number—and unpredictability—of incoming résumés.
So, if HR teams are stretched too thin, how do you stand out?
You take a more targeted proactive approach.
Introducing the Five-for-Five Strategy
This is the method I recommend to candidates who want to rise above the noise and get in front of actual decision-makers.
1. Focus on five employers at a time.
Choose companies thoughtfully—places where you genuinely want to work— not just any company with an open role.
2. Identify five key stakeholders within each employer.
Think hiring managers, department leaders, peers, or executives—anyone connected to the function you want to join.
3. Reach out strategically, similar to a business development process.
This can include:
- Sending a LinkedIn connection request
Use LinkedIn to find mutual connections who can introduce you - Follow up with a personalized message
- Call their office or mobile
- Email a targeted, relevant note
The key is to be thoughtful—never spammy—and to show genuine interest in the organization.
Create Real Human Engagement
Once you’ve made contact, aim for a small low-pressure interaction:
- A 15-minute Zoom
- A quick coffee
- A short conversation about the marketplace
- A chance to share insights or simply connect as professionals
The goal is to build real relationships that help you rise above the standard application pool.
What If the First Round Doesn’t Work?
Move on to the next five employers.
If you repeat the Five-for-Five process with 30 companies—reaching out to five stakeholders at each—you’ll stay extremely busy but in the right way directly engaging with the people who influence hiring decisions.
This proactive strategy helps you bypass the limitations of tech-driven applications, create genuine visibility, and build meaningful connections with leaders who matter.
