I tell all my clients to stop using job posting sites because the amount of ghost jobs is becomming unmanageable-like trying to swim through molasses. Instead, I encourage my clients to get crystal clear about where they thrive in their work and where their interests lie. Then, we start researching companies either in their hometown or who hire remote. From there, we build a strategy for talking with people either connected to us and/or to the company so that the hidden jobs that maybe haven't made it to a hiring platform start to surface. One of my favorite stories to share is how my sister once contacted the CEO of a competitive New York company via email and provided a full mock interview demonstrating her experience and value to the company. She was hired at a local position within the week. We don't have to wait for employers to tell us they're hiring, and the best kind of job is the one that was created just for you.
One client was frustrated after applying to nearly 500 jobs on Indeed and receiving only four interviews, none of which resulted in an offer. After she asked me to review her resume, I found nothing fundamentally wrong with it—but nothing stood out either, which likely caused her to blend in with the triple-digit flow of equally qualified applicants. I suggested that she identify the type of work she was best at—sales—and laser-focus on building LinkedIn relationships with employees in that field. Rather than framing it as an attempt to "beat the system," she genuinely engaged with their posts, which also expanded the reach of their content. Eventually, she landed a job—and her resume had nothing to do with it.
One of the most unconventional but effective strategies I recommend is to do all the right preparation, and then pause. It sounds counterintuitive in a world where the default advice is "apply everywhere," but patience can be a real advantage. That preparation means laying the groundwork upfront: updating your LinkedIn profile so it reflects your personal brand, refreshing your resume, expanding your network, and engaging thoughtfully online. Think of LinkedIn as your brand page. Showcase not just titles, but results, problem-solving, and how you approach challenges. With that foundation in place, there's no need to cold-message every recruiter or send out dozens of applications. Sometimes it's even smarter to take a short-term role while you wait for the right long-term opportunity, rather than rushing into the wrong one. When you do this, the dynamic shifts. Opportunities begin to find you. Recruiters and hiring managers can quickly see who you are, what you can do, and why you'd be a strong fit without you coming across as desperate or unfocused. It's a lot like dating: when you chase too hard, people can sense it. The best matches often happen when you've positioned yourself well, put in the work upfront, and then given the right opportunity space to come to you.
I recommend that candidates actually DO WORK for the company they're applying to, without prompting. For example, if you're applying to an engineering role, write some code for them (maybe a new feature demo or a small improvement on an existing feature), and include it as part of your application. If you're applying for an email marketing role, sign up for their email list, audit their current campaigns, and create a few new email flows or designs. It might not feel good to do work for "free" for a company, but I guarantee that your application will stick out vs all the others. (Plus, don't spend a huge amount of time - cap your application project at just a few hours, just enough to get them interested and impressed!)
A person in recovery is facing a huge challenge when it comes to finding a job. They have a gap in their resume, and they're often ashamed of their past. Traditional job search advice tells them to hide it, to make up a story. But that's a recipe for a job that isn't a good fit and a person who can't be their authentic self. The most unconventional job search strategy I've ever recommended is to be vulnerable and honest about their past. We worked with a client to frame their recovery not as a weakness, but as a source of strength. We helped them tell their story in a way that showed resilience, honesty, and a new sense of purpose. We told them that the right employer wouldn't see their past as a problem; they would see it as a strength. This approach completely differed from traditional advice, which is all about projecting an image of perfection. The remarkable results were that our client got a job that was a perfect match for their new, authentic self. They didn't have to hide who they were. The employer saw their honesty as a sign of integrity and strength. My advice is simple: the most effective way to find a job is to be a person of authenticity and vulnerability. The most powerful thing you can do is to be honest about who you are. The right employer will see that as a strength, not a weakness.
I've found that asking candidates to submit a short video or voice memo instead of a traditional resume produces remarkable results in our hiring process. This approach gives us immediate insight into a candidate's communication style, personality, and genuine interest in the position, which traditional resumes often fail to convey. It also naturally filters out applicants who aren't truly invested in the role, as those who take the time to create thoughtful video submissions typically demonstrate stronger engagement. For job seekers looking to stand out, consider proactively offering something similar when applying, as it shows initiative and gives hiring managers a more complete picture of who you are beyond just credentials on paper.
One unconventional job search strategy I've recommended is building visibility and credibility through targeted thought leadership, rather than relying solely on applications or networking. For example, candidates create insightful posts or articles on LinkedIn related to their field, comment thoughtfully on industry discussions, or share case studies of projects they've contributed to. This approach positions them as knowledgeable and proactive, attracting attention from recruiters and hiring managers organically. This strategy differs from traditional approaches by flipping the process: instead of chasing job postings, the candidate becomes discoverable through expertise and engagement. In one instance, a client applied this method consistently over several months and received multiple inbound interview requests for roles they hadn't initially considered. The result was not just a new position, but an opportunity that aligned more closely with their skills and long-term career goals, demonstrating the power of reputation-driven, content-focused job searching.
I advised my friend to stop sending cold applications by suggesting he should invite potential employers for coffee through the phrase "I'm not job hunting, just curious about your path." The change in approach from asking for jobs to showing interest in their career journey brought immediate results. She connected with five industry leaders during that month and received two job offers while eliminating the need to send any more resumes. The method creates new job opportunities which traditional job searches based on posted listings cannot access.
If you're seeking a new role, particularly in a competitive industry like tech, don't underestimate the power of warm introductions. You don't need to know someone deeply, or even personally, to benefit from them. You can reach out to fellow PTA parents, synagogue members, alumni, and more. Instead of simply asking for a referral, focus on developing a long-term relationship where you can both give and receive value. This might look like discussing best practices, sharing resources, or lending a listening ear.
You know, traditional job search strategies—sending out resumes, writing cover letters, and waiting—are a terrible way to find a job. You're just a number in a sea of other people. A great candidate gets lost, and a company misses out on a great hire. The most unconventional job search strategy I've ever recommended is to find a problem you can solve for a company and then pitch them the solution. This approach differs from traditional methods because it's proactive, not reactive. You're not waiting for a job to be posted; you're creating a job for yourself. I had a person come to me who didn't send a resume. They sent a simple, one-page document. The document was a breakdown of a small, but fixable, problem they saw on our website with our product descriptions. It then went on to show me how they would fix it. The impact this had was immediate. I didn't care about their resume. I cared about their mindset. This person wasn't just looking for a job; they were looking for a problem to solve. I hired them on the spot. Their small fix had a huge impact on our conversions. From an operations standpoint, their mindset was a perfect fit for our culture. My advice is that the best job search strategy isn't about looking for a job. It's about looking for a problem you can solve. Stop just sending a resume and start sending a solution. That's a job search strategy that will always get you a response.
One unconventional job search strategy I've recommended is creating value upfront instead of just sending out resumes. For example, I advised a colleague to pick a company she admired and put together a short case study with ideas on how they could improve their customer experience. She shared it directly with a hiring manager on LinkedIn, and it immediately set her apart because she demonstrated initiative and problem-solving skills. Unlike traditional approaches where candidates wait for a callback after applying, this method showed proof of value first-and it led to her landing an interview and eventually the role. - Cordon Lam, Director and Co-Founder, populisdigital.com
The client who experienced interview ghosting received an unorthodox recommendation from me to send Loom video messages instead of traditional thank-you emails. The client sent a 90-second Loom video with their genuine smile and casual appearance to create a memorable human connection with interviewers. The video made the candidate stand out from other applicants because it displayed their personality and confidence. The hiring manager shared the video with the CEO because they wanted to recruit more candidates who possessed this unique quality. The client secured employment at a superior position than his initial target role just one week after applying. Your authentic human presence will help you stand out from the competition because most people use generic LinkedIn filters and resume buzzwords.
One thing I always recommend for a job searcher is to build up your personal brand, whether that's through establishing a personal website, or simply using a social media platform like LinkedIn. Especially if you are trying to break into a more technical or skills-driven field, it can be helpful to have a website portfolio or a LinkedIn stocked with articles and content you've written, as a way to demonstrate your expertise and knowledge within the field.