17/08/2026
Things I’d actually do:
1. Find 30 companies, not 30 jobs.
I’d go to LinkedIn and Google and build a list of companies currently hiring for roles I want.
Why? Because one company can have multiple openings, and now I’m following the company, not just one vacancy.
2. Search LinkedIn for the actual recruiter.
If I find a job I want, I’d search:
“Company name” + Recruiter
“Company name” + Talent Acquisition
“Company name” + HR Manager
Then I’d engage with their content and send a personalised message.
3. Search for employees who already have the job I want.
This is one people don’t talk about enough.
If I want to become a People Operations Specialist, I’d search LinkedIn for people with that exact title.
Then I’d look at:
* Where they work
* What skills they have
* How they describe their experience
* What companies they previously worked for
That gives me a list of companies to target AND skills to position myself around.
4. Use LinkedIn’s “People” search, not just Jobs.
Search:
Recruiter + “Fintech”
Talent Acquisition + “Remote”
HR Manager + “Lagos”
Now I’m building a list of people, not vacancies.
5. Find jobs posted in the last 24 to 72 hours.
I’d prioritise fresh vacancies instead of spending hours applying to jobs that have been sitting online for three weeks.
6. Find the job on the company’s website before applying.
If I see a vacancy on LinkedIn, I’d check whether it’s also on the company’s career page.
If it is, I’d apply directly there too.
7. Turn my CV into evidence, not responsibilities.
Instead of:
“Responsible for recruitment.”
I’d show what I actually achieved:
“Managed end-to-end recruitment across X roles, reducing time-to-hire by X%.”
Your CV needs to answer: “Why should I interview this person?”
