How to land that perfect job

Whether you’re breaking into a new field or leveling up in your current one, we will walk through a focused, repeatable process to land offers – not just interviews.

Get clear on “perfect” (and write it down)

Define your non-negotiables:

Work: problems you want to solve, skills you want to use/grow
People: team size, management style, values
Place: remote/hybrid/onsite, time zone, travel
Pay: target base, bonus/equity range, benefits that matter to you

Create a short “role thesis” (3–5 bullets you’ll optimize for). Example:

B2B SaaS | Product Manager | Growth or Onboarding
IC level, career ladder to Senior within 12–18 months
Remote-first company, Europe/UK time zones
Salary base + equity; learning budget; parental-friendly benefits

This thesis becomes your filter for everything that follows.

Build a laser-targeted company list (15–30)

Where to find them:

Your LinkedIn network, conference speakers, podcasts, top-performer lists
Industry news, “best places to work” lists, company newsletters
Competitors of companies you admire

Score each company (1–5) on mission fit, role availability, growth, values, and compensation potential. Prioritise outreach by score.

Craft a “show, don’t tell” CV + portfolio

The 5–15–5 rule:

Top 5 lines: sharp summary aligned to the role thesis
15 seconds: scannable impact bullets for each role
Final 5 seconds: proof (links, metrics, logos, awards)

Bullet formula (STAR-Lite):
S/T: context → A: what you did → R: measurable result

“Revamped onboarding emails (A) for new SMB customers (S/T), increasing Day-7 activation from 32% to 47% (R).”

Tailor fast: keep a master CV; duplicate and mirror the job’s verbs and nouns (skills, tools, outcomes) without keyword stuffing.

Portfolio tips (even if you’re not a designer):

Case studies = 1 page each: problem → approach → artifact → result → “what I’d improve next”
Include real evidence: dashboards, PRDs, SQL snippets, campaign plans, code samples, before/after screenshots

Make your LinkedIn do the heavy lifting

Headline: Role | Key outcome | Niche (e.g., “Product Manager | Activation & Onboarding | B2B SaaS”)
About: 4–6 lines, outcome-driven, with 3 proof bullets + contact info
Featured: link 2–4 best artefacts or posts
Skills & endorsements: ensure they align with target roles; reorder top 5
Activity: weekly mini-posts on problems you solve; comment thoughtfully on target companies/leaders

Network without being “that person”

Warm your network in 20 minutes/day:

Comment meaningfully on 3 posts from target companies/leaders.
Send 2 thank-you notes or quick updates to past colleagues.
Share 1 helpful resource related to your niche.

Short outreach scripts (customize lightly):

Employee insight

“Hi [Name], I’m exploring PM roles focused on onboarding. Loved your post about reducing time-to-value. If you have 10 minutes, I’d love to ask 2–3 questions about how your team measures activation. Either way, thanks for sharing your experience!”
Hiring manager

“Hi [Name], I noticed you’re hiring for a Growth PM. In my last role I increased Day-7 activation by 15 points. Happy to share a quick Loom walking through the experiment framework I used—would that be useful?”
Referrals

“Hi [Name], I’m applying for [Role] at [Company]. Given our work together on [Project/Result], would you feel comfortable referring me? Draft note attached to save you time.”

Attach a forward-able referral blurb (3–4 lines: who you are, 2 relevant wins, link).

Apply with precision (not volume)

For each posting:

Tailored CV (1 page if <10 yrs exp; 2 max otherwise)
50 – 100 word cover note in the application box highlighting 1–2 direct matches
Signal artifact: attach or link a relevant case study or 90-second Loom

Avoid these traps:

Spraying 50+ generic applications/week
Hiding career pivots—address them with a 1-paragraph “Career Story” in your About section or cover note
ATS myths – format cleanly; content and relevance win

Interview like a consultant, not a contestant

Behavioural

Use STAR and end with impact math.

“Reduced churn from 5.1% → 3.6% in 2 quarters, saving ~£420k ARR.”

Keep a success library (8–10 stories) covering: leadership, conflict, failure, speed, ambiguity, analytics, customer obsession, cross-functional wins.

Technical/Case

Clarify scope, state assumptions, think aloud (structured)
Prioritise trade-offs; propose a small experiment/MVP
Tie back to key business metrics (revenue, margin, retention, risk)

Questions to ask them

“What must the new hire have shipped or solved by Day 90?”
“Which metric would make you say ‘this hire changed our trajectory’?”

Close the loop: follow-ups that add value

Post-interview email (same day):

3 bullets: what you heard, how you’d approach it, one resource or mini-idea attached
Reiterate excitement + availability

If stalled:

“Sharing a brief teardown of your onboarding from a new user’s POV—3 low-lift ideas that could move activation by 3–5 points. Happy to discuss.”

Negotiate with data and grace

Anchor to impact: tie your ask to outcomes you’ll drive.
Ask for the whole package: base, bonus, equity, signing, WFH budget, development stipend, visa/relocation, title/level.
Use conditional language:

“If we can get base to £92k and a £5k sign-on, I’m ready to sign this week.”
Have a walk-away number (from your thesis) and stick to it.

Start before Day 1: your 30/60/90

30: map stakeholders, validate strategy, quick wins (1–2)
60: ship something meaningful; improve a key metric by a small, verifiable amount
90: present a roadmap and metrics story; propose next-quarter bets

Share a one-page plan during final stages – it signals confidence and clarity.

Final thought

The “perfect job” isn’t found by luck—it’s engineered through clarity, relevance, and proof. Keep your thesis tight, your evidence real, and your follow-ups valuable. Do this consistently and you’ll turn interviews into offers – then choose the offer that fits you.