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Missed out on Ring and Nest? Don’t let RYSE slip away!

Ring 一 Acquired by Amazon for $1.2B

Nest 一 Acquired by Google for $3.2B

If you missed out on these spectacular early investments in the Smart Home space, here’s your chance to grab hold of the next one.

RYSE is a tech firm poised to dominate the Smart Shades market (growing at an astonishing 55% annually), and their public offering of shares priced at just $1.50 has opened. 

They have generated over 20X growth in share price for early shareholders, with significant upside remaining as they just launched in over 100 Best Buy stores.

Retail distribution was the main driver behind the acquisitions of both Ring and Nest, and their exclusive deal with Best Buy puts them in pole position to dominate this burgeoning industry.

Secure your stake before the offer closes.

In 2024, your job search is a sales job.

 What do I mean by this?

This isn’t 2020-2022. Gone are the days of Recruiters flooding your inbox and just cold applying to roles online.

We’re in a brutal employer’s market, where you’ll need to go on offense to help win the job you want.

 Now if you’re a jacked up candidate and you’re still getting solid traction, then no need to continue on reading this article. Doesn’t make sense to try to fix what isn’t broken.

But if you’re out their struggling to gain traction in your job search, then this is for you.

Chances are, all you’re doing is looking up jobs on Dice, Monster, and LinkedIn and spam applying to any job that you think fits.

But you’re not getting any traction for a reason, so let’s fix that.

The Reverse MPC Method

 Agency Recruiters & Headhunters have a method to make placements called “MPC”, which stands for “Most Placeable Candidate”.

 Long story short, we take a great candidate and proactively market them to hiring managers in our niche.

 So if I find a strong Data Engineer, I’ll market them to Hiring Managers & Directors who hire this skillset, and ask if they want to talk to them. If they like the candidate enough & don’t have anyone in play, they’ll get back to me and set up a call, which leads to an interview, which leads to an offer. This is a time-tested approach to agency recruiting that has spanned decades.

 They have an opening, we have a candidate, so it initiates the conversation and gives us immediate credibility to the client to answer us since we have someone who’s a great fit for their role.

So if it works for us, why not try doing it yourself as well?

Here’s a basic blueprint on how to do it for yourself.

 Let’s dive in 👇:

 For this example, let’s pretend you’re a Data Engineer (I’ll be using DE for short). And HM will stand for both Hiring Manager and Prospect.

 1: Develop a shortlist of target companies

First, we’ll want to develop a realistic list of target companies for yourself. I hate to break it to you, but most people reading this will not be breaking into Netflix at a $500k TC package.

 You can start out with 3 companies this way you’re not overwhelmed. This may not sound like a lot, but we’re going to want to tailor this approach this way you can personalize every message.

 You’ll have more success doing this with companies that probably don’t have the best and brightest applying to their roles.

 Recruiters like me specifically target companies you haven’t heard of or with smaller TA/HR orgs/processes when doing this approach because they need all the recruiting support they can get.

 So I’d recommend starting small to get your feet wet.

 2: Contact job posters directly

 From there, we’ll want to first look at their open jobs.

In an ideal world, they have the job poster listed directly. You’d see this on their website or on linkedin if it’s posted over there.

 From there, you apply to the role directly on their website (regardless if you found it on linkedin or not). Take that Job ID (or the URL) and contact the job poster directly.

If you cannot find their email, then download a tool called appollo.io. This is a free chrome extension that allows you to scrape emails on LinkedIn.

 From there, send them a brief note that includes:

· Who you are

· The Role/ID/URL you applied to

· Why you’re a fit

· A copy of your resume with your phone, email, linkedin, github/portfolio

 3: Proactively market yourself

 Let’s pretend you don’t see any DE jobs posted on their website or linkedin, but you really want to work at this company.

 So let’s go onto their company page on LinkedIn.

 From there, select “people”. From there, click the search bar in the middle of the page. We’ll want to play with this a little bit and try to find people in our niche. We can try titles like

- Director of Data Engineering

- IT Director

- Data Engineer

- Etc

 You might have to play around and look at people’s individual’s profiles to make sure you’re not overlooking people who use generic titles or don’t fill out their profiles the right way.

 If you can’t find anyone, just try to get to the closest possible match, maybe 2-3 contacts.

 Then you can use a similar/brief message to contacting the job poster:

- Who you are

- Why you want to work at the company

- Why you’re a fit for the company

- Your resume & contact details

 You’ll need to do some research on the specific company. Check out their socials and recent news/event page on their website. If they’re a public company, you can look up their most recent earnings statements as well.

 The key here is that you don’t want to spam every person who calls themselves a hiring manager or director, we need to be targeted. Because what we want to prevent is you reaching out to one person. You’re not a fit for them, but they forward you to someone else. But you also reached out to that person, and now they’re thinking “what the hell is wrong with this guy” and that you’re just spam botting everyone in the company. Not a good look.

 Disclosure

 Just like everything else in life, this is not guaranteed to work.

 But as I like to say, it can definitely “raise the batting average”.

 The more you get proactive, the more you raise your batting average. The higher your average, the more likely you get on base. The more you get on base, the more likely you’re going to score, and hell, maybe you even come out the gates and hit a dinger.

 Don’t sleep on this method. Recruiters have made literally millions over time, built their book of businesses and literally even center their entire biz in some cases using this method.

So if it can work for us, it can work for you.

….

If you’re looking for some help on how to MPC yourself, let’s book a call here

If you’re a hiring manager looking for my recruiting support, let’s book a call here