WCT #102: Stop Chasing Job Postings. Start Pitching Using These 6 Key Steps.
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In today’s job market, most professionals still fall into the trap of waiting for jobs to be advertised. They scroll the job boards. They click “Easy Apply”. They upload a resume and hope someone responds. If you’re doing that, you are competing with hundreds or thousands. You’re looking for roles that others have already decided to fill. And you are playing a numbers game. You deserve better than that. You need to change things up and adopt a strategy in which you target companies, show how you add value, and pitch yourself. In effect, you are creating the opportunity rather than chasing it.
If you are ready to step out of the reactive queue and into a proactive stance, this article lays out exactly how to do so. Whether you’re seeking a full-time role or even an internship, the method is the same. Let’s walk through six key steps to flip the script.
1. Define how you add value.
Too many job seekers default to “what roles am I qualified for?” instead of “what value can I bring to an organization?” Start by reflecting deeply on your strengths, your achievements, the problems you’ve solved, and the outcomes you’ve driven. Ask: In past roles, what did I fix, improve, accelerate, or stop? Then frame that as a value proposition: I bring X capacity or Y skill, which results in outcome Z. That will become your key pitch when you approach companies. When you have that clarity, you are no longer just an applicant with a resume. You are a solution-oriented professional. And companies pay problem-solvers.
2. Select high-momentum companies to target.
Next, shift from role-seeking mode to company-targeting mode. Identify firms that are in a position to hire: those with recent funding, strong profitability, product growth, expanding into new geographies, or innovating in their market. Also consider geography: are these places you want to live in, or will you work remotely? Are they aligned with your values and lifestyle? By narrowing to companies with an upward trajectory, you increase the odds that your outreach will land on ears ready to listen. You also avoid firms that are frozen or in the midst of internal chaos. Your goal is to find a company that can say “yes” when you show how you can help them move forward.
3. Uncover the decision-makers and their needs.
Once you have your target companies, it’s time to perform the reconnaissance. Who are the people in that company who influence hiring or budget decisions? What are the lines of business, functions or product groups where they could use help? What pain points do they have? Perhaps operational friction, stalling revenue growth, new market entry, team scalability, or technology enhancement. You need to put on the “consultant’s hat.” Connect with those people, ask questions, and listen intently. Gather intelligence not just on job titles, but on their priorities and problems. When you know the need, you can frame yourself as the answer.
4. Craft your pitch as a consultant, then convert to an employee narrative.
Now that you know the need, you craft your narrative: “Here is the challenge I heard. Here is how I have solved similar challenges. Here is how I can deliver X outcome for you.” That is a consultant-style pitch. Then translate that to an employee story: “As your team member, I will embed, integrate, deliver, and scale.” Whether the company hires you as a consultant or full-time employee is semantics. The underlying value you deliver is the same. By operating in this way, you are not asking “Do you have a job?” but stating “Here is what I will do for you.” That flips the dynamic from applying to proposing.
5. Why this beats responding to job postings.
When you wait for a job posting, you are entering a crowded field, responding to a requirement that is often generic, described by HR, and loaded with keywords. You may be one of hundreds. You are playing by someone else’s rules. By contrast, when you approach a company proactively, even one that hasn’t posted anything, you are operating outside that queue. You are presenting a unique value proposition that fits their needs. You avoid head-to-head competition with large applicant pools. You create the role or have them recognize that the role already exists in practice. This is how senior professionals and smart early-career professionals get hired, while others endlessly apply.
6. Execute with persistence and follow-through.
The best outreach isn’t a one-shot email. It is a sustained conversation. Once you’ve crafted your pitch, reach out to decision-makers, follow up, offer value, share insights, and ask to meet informally or virtually. Show proof: case studies, outcomes, and relevant stories. Keep the conversation alive. If they respond, listen deeply. If they don’t, refine your message, pivot target companies, and refresh your value proposition. Maintain momentum. The companies that are ready will respond to someone who shows initiative, clarity, and persistence. Whether you’re doing this for full-time employment or internships, the discipline is identical: target + value + outreach + follow-through.
The Bottom Line
You are not bound to the advertised job market. You have the power to identify companies where you can add meaningful value, to engage directly with the right people, to pitch the role you should fill, and to do so on your terms. When you adopt this mindset, you move from being a jobseeker to being a candidate who brings strategic value. That shift alone separates you from the masses.
I help people land amazing jobs fast and manage their career journeys through coaching and advising. I also transform resumes and LinkedIn profiles to attract more interviews and offers. Learn more about my career coaching and contact me or request a free 15-minute Career Solutions Call.