Get noticed in your job hunt: How to use LinkedIn post-application

Applying for a job can feel like tossing your resume into a void, especially with so many candidates vying for the same position. Take Google as an example— they receive millions of applicants every year, and their acceptance rate is about 0.2%.

You’ll need to do more than just apply to increase your chances of standing out. Finding a person who can advance your application forward in the process, or point you to the right person, are all possibilities that increase your chances of at least hearing back.

The best case scenario is having a solid referral for the position. But, if you are cold applying, there's still ways you can stand out. Here's one way to make a connection if you can't find a referral.

The difference reaching out can make

When you apply to any company (especially in this job market), your resume can easily get lost among hundreds or even thousands of others. Networking on LinkedIn helps cut through that noise. Messaging the right person can increase your chances of getting your application noticed, and reaching out directly might fast-track your application or provide useful insights that improve your chances of landing an interview.

Who to reach out to 

Here are some people to consider contacting after applying:

​​​​Recruiters

• Pros:
  • They’re actively hunting for talent and frequently check LinkedIn, making them easier to connect with.
  • Their goals align with yours—they want to get you an interview and offer.
  • Often have visibility into multiple open roles across various teams, giving you broader exposure.
• Cons:
  • They manage a high volume of candidates, so it can be tough to stand out in their inboxes.
  • May not have a deep understanding of the specific team dynamics or role details you're aiming for.

Engineering managers

• Pros:
  • They're deeply involved with their teams and can quickly assess if you’d be a good fit.
  • As decision-makers in the hiring process, they have significant influence over who moves forward.
• Cons:
  • Their focus is often narrow, so they might only be aware of roles within their immediate team.
  • Balancing multiple priorities, they might not be as responsive to cold outreach.

Leadership

• Pros:
  • Leaders have high visibility and internal influence—if they’re interested, they can open doors quickly.
  • Many are eager to spot and cultivate potential, especially in fast-growing companies.
  • At smaller startups (under 50 employees), they’re more likely to be hands-on and receptive to outreach.
• Cons:
  • It’s tougher to catch their attention without a strong personal connection or a standout message.
  • In larger organizations, they might be more focused on big-picture strategy, making them less accessible.

1st-degree connections who are current employees

• Pros:
  • Referrals from current employees often carry significant weight, potentially guaranteeing a recruiter screen.
  • A referral adds a layer of trust, making interviewers more inclined to view you positively from the start.
• Cons:
  • The impact of a referral can vary based on your connection’s seniority or reputation within the company.
  • Not all companies value referrals equally, so it might not always fast-track your application.

1st-degree connections who were former employees

• Pros:
  • They can offer inside knowledge on the company's structure, culture, and which teams are the best fit.
  • Can guide you toward approachable leaders or roles where your skill set will be most appreciated.
• Cons:
  • Their insights might be outdated if they left some time ago.
  • While they can offer advice, they no longer have direct influence over hiring decisions.

How to find the right person on LinkedIn

Here’s a step-by-step guide to finding someone to reach out to:

1. Go to the LinkedIn search tool: LinkedIn Search
2. Use filters to narrow down your search:
   • Choose “1st” or “2nd” degree connections.
   • Add location (if applicable to the role).
   • In the keywords section, specify the company name and search for titles like "Recruiter" or "Engineer."
3. Look for mutual connections, similar backgrounds, or people with shared experiences (e.g., someone who went to the same school or worked at a similar company).

Once you’ve identified someone, use a product like Hunter.io to find their email address. Don’t be afraid to email them directly—it’s an extra step many candidates skip and you’re more likely to stand out in their inbox. 

Install a tool like Boomerang for Gmail to see if your email gets opened and receive follow-up reminders to send a follow-up. 

What to write in your message

Keep your message short and to the point—three concise paragraphs at most.

Skip the generic statements about your passions or interests. They don't set you apart from the crowd.

• For example, avoid lines like: “I’m passionate about the transportation industry and want to work on machine learning problems in a company with great work-life balance.” These are too broad and don't show what makes you stand out.

Instead, highlight specific facts, achievements, or skills that make you a strong candidate.

Always end with a clear request or offer to connect.

Here’s an example of a LinkedIn message to a recruiter:

Hello [Recruiter Name],

I’m a software engineer who just applied for the [role] at [Company]. I have X years experience and a degree in Mathematics. I am also an incredible ukulele player.

Take a minute to check out my LinkedIn profile or this recent library repository I published on GitHub, which has already reached 40 favorites and ten forks in the three months it’s been published. Let me know if you’d like a demo! I’d be really interested to see if my skill set could contribute to the amazing work that [Company] is doing in the [industry] space.

Give me a call anytime at (511) 511-5110.

Best,

[Name]

For an engineering manager:

Hello [Eng Manager],

I’m an SF-based, fullstack web developer who wants to interview for a position on your team at [Company].

Last year, I graduated with a degree in English and simultaneously decided it was not the language I wanted to specialize in. I joined a bootcamp and attended a competitive Fellowship at Formation to become fluent in JavaScript. I am proficient in React and Node.js day-to-day and have a reputation for pixel-perfection front-end development and an unflappable desire to write unit tests.

[Name]

Follow-Up Strategy

Don’t be discouraged if you don’t hear back right away. It’s common to follow up after a few days. There’s no hard rule on how many times to follow up, but many avoid it out of fear of being a bother or feeling ignored.

 Here are a few tips to keep in mind:

1. Remember, you’re offering a valuable skill set. If the person knew about you, they could meet their hiring goals faster. By following up, you show confidence.
2. Wait 2-3 business days between follow-ups.
3. Set a personal rule, like following up three times before moving on, to make the process more structured and less emotional.
4. Keep track of your outreach on a job board, calendar, or spreadsheet. Tools like Boomerang for Gmail can help you schedule follow-up reminders and track if your emails have been opened.
5. Adjust your messaging—experiment with different levels of personalization and brevity to see what works best.

As a rule, keep follow-up messages shorter than the original and just as friendly. Avoid sounding frustrated if you haven’t heard back, and when possible, frame your message as an offer rather than just a request.

Get holistic help with your job hunt

We've been able to help our Fellows land life-changing roles. Formation’s Mentors come from some of the best tech companies in the world, and the personalized career coaching and supportive community make for a great support system. 

If you’re having trouble navigating your job search on your own, apply here and get unconditional support from a team of engineering mentors, technical recruiters, career coaches, and more.