In this newsletter, I’ll share the exact process I’d follow to find a remote job today.

There are actually three distinct workflows, which I’ll break up over three newsletters:

• Part 1 – Quality applications, specific companies
• Part 2 – Volume applications, general companies
• Part 3 – One-off applications at opportunistic openings

The first workflow requires focusing on targeted companies and getting in high-quality applications that have the highest chance of success.

Success means:

• Reaching the right person
• Catching their attention
• Landing an interview

For many of us, our careers make up a large part of our identity.

Your career is a sequence of jobs you’ve held. Depending on where you are in your career trajectory, you’ll want to optimize for different qualities in your job search, for example:

• Brand
• Stage
• Role/title
• Business model
• Company culture
• Core competencies
• Leadership opportunities

The problem is most people are not focused enough.

Instead of being strategic, they’re happy to take any job that’ll have them.

The solution is a workflow so you can submit high-quality applications to target companies that fit your specific criteria.

Let’s jump in.

1/ Get specific with the 2-4-8 Framework

This is your opportunity to target your dream company and dream role.

How can you use your strengths?

What do you want to change from your last role?

Take the time to review where your career has been, and what you want to do next.

When you’re ready, follow the 2-4-8 Framework to narrow in on your search:

• 2 industries. What two industries are you interested in?
• 4 roles. What four roles will you apply for?
• 8 companies. What eight companies do you want to work for?

2/ Perform deep research

Do your homework on your eight companies:

• Read news articles and PRs
• Employee reviews on Glassdoor
• Listen to CEO interviews and podcasts
• Read the company mission to identify repeated phrases (e.g. data-driven, customer-centric, etc.)

Here’s what you need to define:

• Why are they a good fit for your next step?
• Why are your skills and experience a good fit for them?

The application process is about making a compelling case on both counts.

(Here’s a quick gut-check on your answers: are they unique to you? Or can anyone with a pulse parrot the same thing (e.g. “hard-working, create problem solver”.)

3/ Tap your network

OK, you’ve got your companies and you know everything about them.

Next, look these companies up on LinkedIn.

Here’s what you’re looking for:

• “X connections work here”
• “Y alumni work here”
• “Z company alumni work here”

Why?

Landing your dream remote job isn’t about a resume or cover letter.

(It does not matter how well you’ve keyword optimized, or how good your ChatGPT prompt is.)

You must connect with the key decision-maker for a role.

So use LinkedIn to find roads to the decision makers.

You should also tap friends, friends of friends, and any leads you may have.

What if you don’t have a strong network?

First, start building one now.

Yes, this takes time. Landing a dream remote job is a long game.

Second, we’ll look at how to overcome a weak network in part 2, high-volume applications.

4/ Build a database

Start tracking people working at those companies you can reach out to.

Use Google Sheets, Notion, or any other tool that works for you.

Record a row for each connection you have in the company. (This means you might have multiple rows for the same company.)

Include the name of the company, the name and job title of the relevant connections or alumni, and your notes on the company, position, or connection.

The goal: keep you organized and focused during this part of your job search.

This is going to be a powerful asset you build over time.

5/ Start your outreach

Make your message warm, personalized, and short.

Here’s the structure:

• Introduce yourself
• Explain how you found their profile
• Share a common connection or something you noticed about them
• Explain why you’re reaching out
• Make your ask

Here’s the structure in practice:

How many responses will you get?

Expect a 10% response rate (1 response for every 10 messages sent).

This is a skill. You’ll get better (today my response rate is around 40%).

6/ Informational interview

You have 3 goals in your informational interview, in this order:

• Demonstrate interest
• Demonstrate why you’re a fit
• Improve both of these by learning about their needs

How do you accomplish all of this in 15-30 minutes?

By asking great questions.

For example:

• How is the (function) organized?
• What makes someone successful at the company?
• Can you talk about how decisions get made at (company)? Both big and small?
• What are you trying to build in the future vs. what’s happening right now? What levers are you trying to pull?
• Any particular unique challenges with the (company)?

(What questions do tech leaders ask in interviews to stand out? Copy them here.)

7/ Land a referral

Employee referrals can account for 40% of hires (source).

But here’s the rub:

Do not directly ask for a referral.

People are intuitive creatures. They recognize transactional behavior when they see it.

If they liked you and think you’re a fit, they’ll offer.

If they don’t, it’s your job to build the relationship.

My rule of thumb:

Touch base every 4-6 weeks and add value.

Then, when a position opens up in the company you’d be perfect for, make your ask.

Here’s the structure:

• Link to the role
• Explain why you’re a good fit
• Ask if they’d be willing to refer you

Here’s an example:

Conclusion

That’s it – that’s how you create a high-quality application: by doing work to understand the company, and getting a referral.

This is 80% of the work, so invest the time here.

(And not the endless optimization hell that is tweaking your resume or cover letter.)

If I were looking for a remote job today, I’d spend my mornings (e.g. my best cognitive time) on this part of the job search, aka, the “long game.”

In part two, we’ll look at volume applications, aka the “short game.”