You’re putting in the hours – Zooms, Coffees, Handshakes – and yet your calendar is full of meetings that have gone nowhere. Weeks pass with no interviews and a growing sense that your effort isn’t getting results.
The issue isn’t that you’re not networking enough; it’s that your strategy needs adjusting. These three fixes will ensure you land more interviews while optimizing valuable job search time.
Meet Only with the Right People
Not every contact deserves a meeting. You’ll see a far better return on your time by reserving meetings for people where the face-to-face connection genuinely moves the needle. Prioritize:
Hiring decision makers: The people one or two levels above your target role—the ones you’d actually work for—get top priority. Right behind them: HR leaders/internal recruiters and search firms who control access to opportunities.
The well-connected: If you don’t already have a close relationship with someone who can introduce you to hiring leaders, a high-quality meeting can motivate that person to open doors. Warm introductions are a tried-and-true path to interviews.
The candid advisor: Some people are worth meeting because they’ll give you honest feedback—on how you’re presenting yourself, whether your value proposition resonates, or whether you’re targeting the right roles and organizations.
For everyone else, simply email them about your search, or request an introduction when you see they’re connected to someone you want to meet on LinkedIn. And don’t overlook your “weak ties.” Research has shown that these peripheral contacts are often more helpful in landing interviews than your strong ones. Play the numbers game to win.
Make Every Informational Meeting Count
A rule of thumb: the goal of any informational meeting is to walk away with another meeting that (if it’s not the interview itself) gets you closer to an interview. To hit that bar, run through this checklist:
Is your job target clear? Too many executives hedge, positioning themselves broadly because they don’t want to miss anything. The result is the opposite of what they intend. When your message is watered-down for any one target, your contacts struggle to advocate for you. They can’t picture where you’d fit on an org chart. Plus, you’re effectively asking them to do the hard work of translating your background into specific opportunities. That’s your job, not theirs.
Are you delivering a compelling one-minute pitch? A well-crafted networking pitch can transform a polite courtesy meeting into a real conversation.
Here’s what that looks like in practice. One of my clients landed a meeting with the CEO of a mid-sized company through a mutual connection. Within seconds, it was obvious: the CEO was going through the motions as a favor, and only half-paying attention. So my client said, “Why don’t I take a minute to share my background, and then I’d welcome a conversation.” She launched into her pitch. As she was speaking, the CEO started making more eye contact, leaning forward with increasing interest. When she finished, the CEO said, “Wow—you’re the real deal,” and began asking her questions, then launched into a discussion about the company’s challenges. This conversation led to an interview.
Are you acting like a detective? Curiosity is your most powerful tool. Ask probing questions. Dig into their organization’s challenges. Look for problems you can solve. And do your homework beforehand—review their LinkedIn connections, read up on recent company news, and come prepared with informed questions.
Are you ready to pivot if the door is closed? Sometimes a great conversation ends with, “You’re impressive—too bad we didn’t talk six months ago when we needed someone like you.” When that happens, shift the conversation to your broader search. One of the most effective moves: share a one-page job search marketing plan. Say something like, “I understand your company isn’t an option right now. Given that, I’d welcome your perspective on my larger search. I just emailed you my marketing plan—what do you think?“
The plan should make it easy for them to help. Include your target role, the types of organizations you’re pursuing, your core value proposition, and a list of target companies if you think they may recognize the names. That last element is surprisingly powerful: seeing actual company names jogs people’s memories about who they know.
Are you following up? If someone does you a favor, send a thank-you note that reminds them what they offered: “Thanks again for offering to introduce me to Sarah at Acme.” If they express genuine interest in you for their organization, send something stronger—what I call an “Impact Email” designed to reinforce your value and influence their decision-making.
Keep in Touch to Get Interviews
Landing meetings is only half the game. The other half—the part too many jobseekers neglect—is staying in contact. Your goal should be to stay top of mind, so that if they come across an opportunity, they think of you.
During a search, touch base with key contacts at least once every six weeks. No need to think too hard about an excuse for reaching out again. A short, simple “Hello and Update” email works. Or, share an article they’d find interesting, “additional thoughts” since your last meeting, or congratulations on a milestone.
The bottom line: meet only the “right” people, make every conversation count, and follow up. If you prioritize quality over quantity while optimizing your valuable time, interviews will start to happen.
How to Get More Interviews with Fewer Meetings
April 8, 2026 by Robert Hellmann • Getting Interviews
You’re putting in the hours – Zooms, Coffees, Handshakes – and yet your calendar is full of meetings that have gone nowhere. Weeks pass with no interviews and a growing sense that your effort isn’t getting results.
The issue isn’t that you’re not networking enough; it’s that your strategy needs adjusting. These three fixes will ensure you land more interviews while optimizing valuable job search time.
Meet Only with the Right People
Not every contact deserves a meeting. You’ll see a far better return on your time by reserving meetings for people where the face-to-face connection genuinely moves the needle. Prioritize:
Hiring decision makers: The people one or two levels above your target role—the ones you’d actually work for—get top priority. Right behind them: HR leaders/internal recruiters and search firms who control access to opportunities.
The well-connected: If you don’t already have a close relationship with someone who can introduce you to hiring leaders, a high-quality meeting can motivate that person to open doors. Warm introductions are a tried-and-true path to interviews.
The candid advisor: Some people are worth meeting because they’ll give you honest feedback—on how you’re presenting yourself, whether your value proposition resonates, or whether you’re targeting the right roles and organizations.
For everyone else, simply email them about your search, or request an introduction when you see they’re connected to someone you want to meet on LinkedIn. And don’t overlook your “weak ties.” Research has shown that these peripheral contacts are often more helpful in landing interviews than your strong ones. Play the numbers game to win.
Make Every Informational Meeting Count
A rule of thumb: the goal of any informational meeting is to walk away with another meeting that (if it’s not the interview itself) gets you closer to an interview. To hit that bar, run through this checklist:
Is your job target clear? Too many executives hedge, positioning themselves broadly because they don’t want to miss anything. The result is the opposite of what they intend. When your message is watered-down for any one target, your contacts struggle to advocate for you. They can’t picture where you’d fit on an org chart. Plus, you’re effectively asking them to do the hard work of translating your background into specific opportunities. That’s your job, not theirs.
Are you delivering a compelling one-minute pitch? A well-crafted networking pitch can transform a polite courtesy meeting into a real conversation.
Here’s what that looks like in practice. One of my clients landed a meeting with the CEO of a mid-sized company through a mutual connection. Within seconds, it was obvious: the CEO was going through the motions as a favor, and only half-paying attention. So my client said, “Why don’t I take a minute to share my background, and then I’d welcome a conversation.” She launched into her pitch. As she was speaking, the CEO started making more eye contact, leaning forward with increasing interest. When she finished, the CEO said, “Wow—you’re the real deal,” and began asking her questions, then launched into a discussion about the company’s challenges. This conversation led to an interview.
Are you acting like a detective? Curiosity is your most powerful tool. Ask probing questions. Dig into their organization’s challenges. Look for problems you can solve. And do your homework beforehand—review their LinkedIn connections, read up on recent company news, and come prepared with informed questions.
Are you ready to pivot if the door is closed? Sometimes a great conversation ends with, “You’re impressive—too bad we didn’t talk six months ago when we needed someone like you.” When that happens, shift the conversation to your broader search. One of the most effective moves: share a one-page job search marketing plan. Say something like, “I understand your company isn’t an option right now. Given that, I’d welcome your perspective on my larger search. I just emailed you my marketing plan—what do you think?“
The plan should make it easy for them to help. Include your target role, the types of organizations you’re pursuing, your core value proposition, and a list of target companies if you think they may recognize the names. That last element is surprisingly powerful: seeing actual company names jogs people’s memories about who they know.
Are you following up? If someone does you a favor, send a thank-you note that reminds them what they offered: “Thanks again for offering to introduce me to Sarah at Acme.” If they express genuine interest in you for their organization, send something stronger—what I call an “Impact Email” designed to reinforce your value and influence their decision-making.
Keep in Touch to Get Interviews
Landing meetings is only half the game. The other half—the part too many jobseekers neglect—is staying in contact. Your goal should be to stay top of mind, so that if they come across an opportunity, they think of you.
During a search, touch base with key contacts at least once every six weeks. No need to think too hard about an excuse for reaching out again. A short, simple “Hello and Update” email works. Or, share an article they’d find interesting, “additional thoughts” since your last meeting, or congratulations on a milestone.
The bottom line: meet only the “right” people, make every conversation count, and follow up. If you prioritize quality over quantity while optimizing your valuable time, interviews will start to happen.