By David Santamaría Legarda

This is the first post in a two-part series dealing with outside-the-box Job Searching. The posts are based on our Job Searching in Uncertain Times: Smart Strategies for Success (for Non-Academic Jobs) webinar, which you can access here.

The job market is becoming increasingly competitive. While traditional approaches like applying to online postings remain important, they often yield low returns, with only 5-20% of jobs secured in that way. Let that sink in. Many job seekers spend most of their time on the method that yields the fewest results.

Why is this? Because by the time a job is posted, it’s often too late: the team has already been gathering referrals from their connections and have reached out to their networks. Public posting may just be an HR formality.

In fact, there might not be a public posting at all. The “hidden job market” consists of roles filled by internal promotions, direct referrals, or by an organization creating a position for a specific, high-value individual.

In this post, we’ll explore creative, outside-the-box strategies that can help you stand out by (1) finding roles before they’re posted, (2) making yourself visible to people who are actually hiring, and (3) proving your value early.

Network Strategically 

Strategic networking targets relationship-building and information gathering that can reveal unadvertised opportunities. Take some time to review your LinkedIn connections (and yes, this means really reviewing them, not just scrolling). Look specifically for:

• Recent job changes in your network (these often signal expansion or open positions in the new organization, but also, when someone moves, their old job may be available)
• Multiple connections at the same organization
• People who’ve moved into leadership roles with hiring authority
• Alumni from your program working in your target field. Utilize the Alumni Tool: Visit the GC’s LinkedIn page and click the “Alumni” tab to find graduates working at your target organizations; these shared educational connections can be particularly willing to help

When you spot interesting connections, don’t be shy about reaching out. A simple message like “I noticed you joined [Organization]—congratulations! I’ve been following their work in [specific area] and would love to learn more about your experience there” can open doors.

Remember that informational interviews remain one of the most powerful networking strategies. When approached correctly—as opportunities for learning rather than job requests—they can provide industry insights and expand your professional network over time.

Creating Your Own Project 

One of the most effective ways to distinguish yourself is by creating a small, unsolicited project that shows a target organization how you can solve one of their problems or help them seize an opportunity. This strategy comes from Austin Belcak from Cultivated Culture; for more information on the approach as well as examples of actual success stories, you can consult this article by him.

These projects demonstrate initiative and value upfront, especially for non-traditional candidates. Think about it: A cover letter tells them you have “strong analytical skills.” A project shows them by providing a 3-slide presentation analyzing a gap in their market and proposing a solution. This immediately changes your relationship from “applicant” to “potential colleague.” Here’s a step-by-step guide to creating one:

1. Identify Your Target: Pick one organization and one specific team you want to impress.
2. Find a Tangible Problem/Opportunity: This is the research phase. Put on your dissertation-writing hat. You can consult Austin Belcak’s article mentioned above for tips on how to find a good topic for your project depending on the organization you target.
3. Create the project: Keep it simple! Do not spend weeks on this. Your goal is to be concise and impactful. This isn’t another thesis chapter. A short slide presentation, one-page memo, or 3-minute video should be enough.
4. Find the Right Person: Who owns this problem? It’s not the recruiter. It’s the “Director of UX” (for the website problem) or the “Head of Marketing” (for the competitor gap).
5. Share Strategically: Email it to the relevant person framing it as: “Based on my research into [Organization]’s growth in [area], here’s a quick analysis with ideas to boost [metric]. I’d love your thoughts.”

You can also create these projects during the interview stage or after an informational interview. Indeed, in such a case a project could work even better. Think of framing it as a follow-up: by offering it after an informational interview or after applying — it becomes “here’s something extra,” not “hire me out of nowhere.”

Some project suggestions: 

• Humanities: A 3-slide presentation analyzing a museum’s current exhibit’s social media and proposing a 5-post content series (complete with sample text) to engage in a new demographic.
• Social Science: A 1-page memo analyzing the survey data in a non-profit’s latest public report and identifying three “hidden” findings or other areas to explore they didn’t highlight.
• STEM: A 2-slide summary of a new competitor’s recent publication and its potential implications for a target biotech firm’s R&D pipeline.

Creating Your Own Opportunities 

For roles at smaller organizations or in emerging fields, sometimes the most effective approach is proposing a position that doesn’t yet exist. This strategy works particularly well when you’ve identified an unmet need or opportunity through your research.

The process typically involves:

1. Identifying an organizational need through research and conversations.
2. Developing a proposal outlining how your skills could address this need.
3. Suggesting a trial period through a project-based or contract arrangement.
4. Demonstrating your value with the goal of transitioning to a permanent role.

For more details on pitching yourself to an organization, you can consult this article from Yale School of Management. You can also read this article by Kazim Ladimeji on Recruiter.com on how to create your own job.

Continue reading the second part of this series. 

Not sure where to start? That’s what we’re here for. Our office offers one-on-one career advice to help you brainstorm VVP ideas, identify hiring signals, or just update your resume. You can schedule an appointment with us any time!