How we find the hiring manager behind any job posting

You’re never going to only submit job applications after reading this.

The moment we reveal to our prospects that we reach out to hiring managers on their behalf, the first words out of their mouth are, “How do you even find the right people to reach out to?”

This alone is the “secret sauce” that is a big part of why about 9 in 100 of our applications become an interview, against a market average of 3 in 100.

The most elementary way we do so is by checking the job posting. Our problem gets solved then and there half the time. But for the postings that don’t have a recruiter listed, there is some level of OSINT required. In small startups, there might be only 1 or 2 people responsible for hiring, but at a large company, there could be dozens of Directors and VPs with similar titles. Most people give up at this point, submit the application, and hope the ATS gods smile upon them.

I am revealing a 7-step method to find and reach out to the exact person who gets you interviews.

Here's the 7-step process we use for every role we apply to and every interview we land:

Step 1: Read the job description like you're solving a puzzle

Look for clues instead of just reading the requirements like a checklist.

Which department owns the role? Who does the person partner with? Does it say "reports to"? Does it mention a specific initiative, product, or business unit?

Those details usually narrow the search from hundreds of leaders to a handful.

Step 2: Figure out how big the company is

This matters because company size changes reporting structures.

At a startup, a Head of Engineering might personally hire Engineering Managers.

At a Fortune 500 company, that same manager could report into a Director, who reports into a Senior Director, who reports into a VP. If you don't account for that, you'll end up messaging someone who has nothing to do with the role.

Understanding the hierarchy saves a surprising amount of time.

Step 3: Search LinkedIn using the department, not just the title

If the role is in Cloud Operations, search for leaders responsible for Cloud Operations.

If it's Product Management for Credit Cards, look for leaders who specifically own Credit Card products.

People often search for generic titles like "VP Engineering." That gives you dozens of irrelevant profiles. Searching around the function usually gets you much closer.

Step 4: Validate your guess before reaching out

Once you've found someone who looks right, check what they've been posting.

• Have they shared the opening recently?
• Are they talking about growing the team?
• Does their profile describe the exact business area mentioned in the job description?

I like confirming from two or three different signals before assuming I've found the right person.

Step 5: Search beyond the job posting

Sometimes the hiring manager isn't mentioned anywhere in the listing.

Search LinkedIn posts for the company name and the job title.

It's surprisingly common to find a Director or VP announcing that they're hiring, even though their name never appears on the application page.

We've found plenty of hiring managers this way simply because they advertised the opening on LinkedIn.

Step 6: Find a verified email

Once you're confident you've found the right person, look for a verified work email using a tool like Apollo or RocketReach.

Most candidates stop at LinkedIn messages. Naturally, email usually has far less competition, and following up is much easier if you don't hear back the first time.

Step 7: Reach out with something that proves you did your homework

You are not going to ask for a job.

It's to show that you understand what they're trying to build and why your background is relevant.

Hiring managers receive plenty of generic messages. The ones that mention their team, product, or initiative almost always feel different because they sound like they came from someone who actually read the job description.

If it helps you get your application in front of the person who actually owns the hiring decision instead of becoming application number 2,847 in an ATS, that's time well spent.

That's exactly why we spend so much effort finding hiring managers before we send a single outreach message.

If you’ve been applying but not landing interviews, we can mechanize the whole process for you AND, once our market audit shows there are enough roles that fit you, guarantee the results.

Heck of a deal eh? Book a call with us to get started.