With LinkedIn being one of the top platforms for professional networking and job searching, it’s common for job seekers to wonder if it’s acceptable to directly message hiring managers and recruiters. The answer isn’t straightforward and depends on various factors. Generally, messaging hiring managers you don’t know on LinkedIn simply to ask about job opportunities is not ideal. However, more targeted, personalized outreach can be appropriate if done carefully and strategically.
Consider your existing connection to the hiring manager
If you have an existing relationship with the hiring manager – perhaps you’ve met them at a conference, worked together previously, or have a shared connection who introduced you – it may be perfectly acceptable to message them. Just make sure your message is professional and relevant to re-establishing your connection. Simply messaging hiring managers cold, without any prior relationship, is less likely to get a positive response.
Target hiring managers strategically
Make sure the hiring managers you’re targeting align with your skills, experience and career goals. View their profiles to see what roles they hire for and where your background might be a fit. When reaching out, customize your message to indicate why you’re interested in opportunities at their company specifically. Blanket messaging every hiring manager you can find is unlikely to garner results.
Time your outreach appropriately
Try to learn the hiring plans and cycles of the company you’re targeting to ensure you’re reaching out at the right time. There’s no use messaging a hiring manager weeks or months before they have new openings to fill. Pay attention to new projects at the company that may require additional staff. Identify when they’re likely to be ramping up hiring efforts.
Craft a personalized, professional message
Your message needs to be tailored not only to the specific hiring manager, but also the company and role(s) you’re interested in. Demonstrate your knowledge of and enthusiasm for the company. Explain how your background makes you an excellent fit for current or future openings. Focus on what you can contribute, not what they can do for you. Avoid generic messages that could be copied and pasted to anyone.
Make your message easy to act on
After your personalized introduction and pitch, make it easy for the hiring manager to follow up if there’s interest. For example, you might include in your message: “I’d love to learn more about any openings on your team for which you think I might be a fit. If you have a few minutes in the next couple weeks for a quick phone call, please let me know and I’m happy to schedule time.” Provide enough details to make the next step clear and convenient.
Follow up strategically
If you don’t hear back within 1-2 weeks, consider a brief, polite follow up expressing continued interest. But don’t badger the hiring manager with constant messages if they don’t respond. Take the hint and move on if your outreach goes continually unanswered after a few tries.
Consider alternatives to direct messages
Messaging may not always be the best initial outreach strategy. Consider commenting on the hiring manager’s posts to start engaging without being overly aggressive. Look for openings to build connections through shared groups and communities. Use LinkedIn’s alumni and Teammates features to uncover shared connections who could facilitate a warm introduction. Leverage your existing network to connect with the hiring manager through channels other than a cold direct message.
Be selective
Limit your outreach to a carefully curated list of target companies and hiring managers aligned with your goals. Spreading yourself too thin by blanketing every possible connection with generic messages won’t support a focused, strategic job search effort.
Put your best foot forward
Make sure your LinkedIn profile is up-to-date and reflective of your most relevant experience and skills before reaching out. Hiring managers are likely to check out your profile, so give them plenty of information to establish your credibility and fit.
Be patient and persistent
In most cases, you won’t get an immediate response and job offer from direct outreach. Look at messaging as a way to start a conversation that may eventually lead to an opportunity when timing aligns. Follow up periodically with new information, insights and interest in the company. But be careful not to cross the line into appearing overly pushy and aggressive.
Focus on contribution, not just opportunity
Demonstrate your interest in contributing value to the hiring manager’s team and company, not just landing a job. Talk about how your skills, experience and interests align with their needs and challenges. Help them understand how you can impact their organization for the better.
Consider other job search strategies too
Messaging hiring managers on LinkedIn can be part of an effective job search, but it shouldn’t be your only strategy. Broaden your search through networking, job boards, recruitment agencies and applying directly to posted openings as well. A multi-faceted approach is often most successful.
Ensure your entire LinkedIn presence is job search ready
In addition to your profile, make sure your activity throughout LinkedIn supports your job search. Be thoughtful about your posts, comments and likes. Join strategic groups and communities. Follow target companies to stay aware of news and changes. The hiring manager may look at far more than just your message itself.
Summary
The world of job searching and recruiting has changed, and directly reaching out to prospective employers via LinkedIn can be an effective tactic when done properly. Take the time to craft personalized, strategic messages demonstrating your fit and the value you can add. But also balance your messaging outreach with other job search best practices. With the right approach, connecting with hiring managers on LinkedIn may lead your next new career opportunity.