How to find and connect with the right people in your job search
Ultimate Job Search Guide · Part 6.1
Inside every company are managers, peers, and connectors who influence who gets hired and how opportunities spread. If you only focus on the company name, you’ll miss the real entry points.
In Chapter 4.3, you built your Target Company List — a set of places where you’d love to work. That list is a great start. But companies don’t make decisions. People do.
This chapter shows you how to build a people map for each company — a practical way to see who matters, how to connect with them, and where to put your energy. Done well, it keeps your search focused and helps you build opportunities step by step.
Why lists don’t help you that much
Many job seekers keep long lists of LinkedIn contacts or people they’ve met. But a big list of names is passive. It doesn’t tell you who to focus on or what to do next.
A map is different:
| Lists | Maps |
|-------|------|
| Dozens or hundreds of names | 15–20 carefully chosen per group |
| Static and forgotten | Updated as you learn and grow |
| No sense of priority | Clear next steps |
| Feels busy but empty | Builds direction and momentum |
👉 Think of it this way: a list is storage. A map is guidance.
The three groups in a people map
Every strong people map includes three groups. Each gives you a different way into the company:
| Group | Who they are | Why they're relevant |
|---|---|---|
| Hiring doors | Managers, team leads, founders, recruiters | They open roles and make hiring decisions. Often your fastest entry point. |
| Peers | People already doing the job you want | They give you an inside view and can recommend you directly. |
| Connectors | People who bring circles together: alumni, community leaders, former colleagues | They introduce, invite, and spread opportunities. |
👉 Don’t underestimate recruiters. A good recruiter can flag your profile, prepare you for interviews, and advocate for you internally. And, they work with or and different companies, but still keep their favorite candidates in mind.
How many people to include
Aim for 15–20 names per group over time. That’s enough to give you options without becoming overwhelming. If you’re just starting, 3–5 per group is fine — you can expand as you go.
And about LinkedIn: connecting widely is not “wrong.” Having a broad network often helps in unexpected ways. But for job search, more personal connections matter most. The people you actually talk to and build trust with are the ones most likely to open real doors.
How to build your people map
- Pick one company from your Target Company List.
Example: Spotify, Klarna, or a growing healthtech startup. - Add names in each group. Aim for 15–20 across hiring doors, peers, and connectors.
- Add context. Next to each name, write why this person matters — shared role, something they posted, mutual contact, or simply curiosity.
- Keep it alive. Update weekly: add new names, remove irrelevant ones, and mark who you’ve engaged with.
Example maps
Analyst interested in fintech
| Group | Name | Why they matter |
|---|---|---|
| Hiring Door | Data Science Manager at Klarna | Leads the team hiring analysts |
| Hiring Door | Recruiter at Wise | Screens for data hires, posts roles |
| Peer | SQL Developer at Tink | Blogs about data pipelines |
| Peer | Junior Analyst at Revolut | Shares learnings from first year |
| Connector | Ex-Klarna analyst, now at startup | Runs local fintech meetup |
| Connector | University alum at Stripe | Active in alumni LinkedIn group |
Marketing specialist targeting consumer fintech
| Group | Name | Why they matter |
|---|---|---|
| Hiring Door | Growth Marketing Lead | Decides on campaign hires |
| Hiring Door | TA Partner for marketing | Posts new openings |
| Peer | Content Marketer | Runs fintech blog |
| Peer | Lifecycle Marketer | Spoke at SaaS marketing webinar |
| Connector | Slack community organizer | Runs “Fintech Marketers” channel |
| Connector | Former colleague | Recently moved into fintech |
Where to create your maps
Don’t over-engineer. Use whatever helps you see things clearly:
| Tool | Best for | Why it works |
|---|---|---|
| Google Sheets | Anyone | Simple, shareable, one tab per company. |
| Notion | Structure lovers | Clean pages with notes, links, tags. |
| Trello / Kanban | Visual thinkers | Drag names between cold → warm → engaged. |
| Notebook | Low-tech | Pen and paper works if you keep it consistent. |
| HiCareer (coming soon) | Job seekers who want everything in one place | A new tool to structure your contacts, link them to companies, and connect directly to job search features. |
👉 The important part is to update regularly. The tool itself is less important than keeping your map alive.
How to start connecting
This is where your map turns into action. Connecting isn’t about spamming requests — it’s about building real touchpoints.
Some ways to get started:
- React first. Like or comment on posts from people in your map. Be genuine, not generic.
- Add value. Share an article, event, or resource connected to their work.
- Send short, personal notes. Example: “I liked your article on X — curious how you approached Y.”
- Meet in small groups. Invite 2–3 peers or connectors to a breakfast or online chat. It’s less pressure and builds stronger ties.
- Ask simple questions. “How did you end up in your current role?” is often enough to start a conversation.
👉 The key is rhythm. One or two actions a week is enough. Over time, this builds trust and keeps you top of mind without feeling forced.
What to avoid
- Too many names, no action. Focus on people you can actually engage with.
- Only chasing senior titles. Peers and recruiters often open doors faster.
- Reaching out only when you need something. Build connection before you need it.
- Forcing it. If someone doesn’t reply or drains your energy, move on.
Exercises
- Pick one company. From your Target Company List (Chapter 4.3), choose one company. Build a map with names in each group.
- Choose your tool. Google Sheet, Notion, Trello, notebook, or soon HiCareer’s map tool.
- Add context lines. Write one short reason why each person matters.
- Take your first step. Interact with one person this week: comment, thank, or invite.
Q&A: people maps in practice
Q: Should I connect with people I don’t know on LinkedIn?
A: Yes, if they’re relevant to your career path. Always add a short note when connecting. The broader your network, the more opportunities appear — but in job search, focus your energy on genuine conversations.
Q: Who should I reach out to first — managers, peers, or recruiters?
A: Start with peers and recruiters. They’re usually more responsive and closer to the hiring process. Once you’ve built context and trust, move up to managers.
Q: How do I avoid being pushy when reaching out?
A: Lead with curiosity, not requests. Instead of “Can you help me get a job?” try “I’d love to hear how your team approaches X.” Once trust is built, opportunities come naturally.
Q: How do I know if my map is too big?
A: If you can’t realistically interact with people on your map at least once every few weeks, it’s too big. A focused 30–60 people across groups is usually more effective than hundreds of passive names.
Q: What if someone doesn’t reply?
A: Don’t take it personally. People are busy. Move on and focus on others in your map. Often, another person will open the same door in a different way.
Q: How do I keep my people map alive over time?
A: Review once a week: add new names, remove irrelevant ones, and mark who you’ve interacted with. A living map isn’t a static document — it’s a rhythm. 30 minutes weekly is enough to keep momentum.
What to do now
Your Target Company List gave you the where. Your people map gives you the who.
By keeping your maps short, structured, and updated, you’ll always know where to put your effort. Start small: one company, one map, one interaction this week.
Over time, these maps become one of your strongest job search tools — not just for finding roles, but for building a network that makes your whole career more meaningful.
Previous: 5.6 How to use recommendations and references in your job search
Next: 6.2 Outreach for job search – how to write messages that get replies
