Do You Want a Job Created Just For You?

Rethinking the Traditional Job Hunt

For many job seekers, the journey begins with a search engine, a stack of classifieds, and a steady stream of resume submissions. It’s a method that has worked for decades, but the reality today is far from that old-fashioned path. If you’re following the crowd and sending applications to every opening that appears on a job board, you’re simply filling the same well‑tapped pool of candidates that employers have been pulling from for years. The result? A crowded marketplace where talent often feels like a commodity, and the odds of standing out shrink with each new application.

When you scan the headlines of every industry - technology, finance, healthcare, marketing - you’ll notice a recurring theme: the shortage of skilled workers. Companies are struggling to find employees who fit their needs, and hiring managers are increasingly under pressure to act quickly. In this environment, the conventional approach of submitting a résumé to an online posting becomes less effective. The sheer volume of applicants dilutes any single candidate’s impact, and hiring decisions are made faster than ever. In fact, many positions are filled within days of being advertised, leaving latecomers at a disadvantage.

Beyond the numbers, there is a more subtle, but equally important, factor at play: the human element. The hiring process has always involved personal judgment, and yet the modern, digital-first approach reduces interactions to a handful of automated screening tools and generic application forms. Employers receive hundreds of identical résumé templates, each missing a human voice and a clear sense of initiative. The result is a system that rewards speed over substance, and often favors candidates who can navigate the technicalities of online applications rather than those who can truly bring value to a company.

Enter the concept of a “private job market.” Rather than vying for open positions, you become an active participant in the hiring conversation. By reaching out directly to the decision makers at a company - whether through a targeted letter or an in‑person meeting - you position yourself as a proactive, resourceful candidate who can create opportunities rather than chase them. This strategy flips the script on the traditional job hunt, giving you a chance to showcase your unique fit for an organization’s needs before a vacancy even appears.

The shift isn’t just about standing out; it’s about redefining how talent and opportunity intersect. Instead of competing for a spot on a long list, you aim to make yourself the only candidate a company needs. This approach can dramatically increase your chances of landing a role that aligns with your skills and aspirations, all while keeping your application process short, focused, and tailored to the specific organization you’re targeting.

To illustrate how this method works in practice, we turned to Stuart Lichtman, a seasoned executive who has built three companies, authored fourteen books, and consulted for Fortune 500 firms. Lichtman’s experience offers concrete evidence that a direct, personalized outreach can open doors that traditional job boards never would. Below, we walk through the key steps of crafting a compelling approach letter, the evidence that backs its effectiveness, and how it can be applied even when the job market is sluggish.

Crafting a Persuasive Approach Letter

At the heart of the private job market strategy lies a concise, handwritten letter that you send directly to the person in charge of hiring. This isn’t a résumé or a cover letter; it’s a pitch that asks for a meeting. Think of it as a personal invitation rather than a formal application. The power of this tactic stems from its focus on initiative, clarity, and personalization - three elements that most employers crave.

Before you pick up the pen, you need to understand your target company inside and out. Start by researching its recent news releases, product launches, and strategic goals. Look for gaps or opportunities where your skill set could add value. A deep understanding of the company’s challenges shows you’ve done your homework and signals that you’re not just sending a generic note. If possible, gather anecdotal insights by speaking with current or former employees. Their perspectives can uncover hidden priorities or upcoming projects that the public doesn’t yet know about.

With that knowledge in hand, draft a letter that follows a simple structure: 1) a brief introduction that explains who you are and why you’re writing; 2) a statement of what attracted you to the company; 3) a concise summary of your key skills and accomplishments that directly address the company’s needs; and 4) a clear request for a short meeting to discuss how you could contribute. Keep the tone conversational but professional, and avoid overly technical jargon unless it’s relevant to the role you’re envisioning. The goal is to create a narrative that feels genuine and tailored, not a generic sales pitch.

When you write the letter, keep it to a single page, ideally one column, one font size, and a clear, readable format. The physicality of a paper letter matters. Unlike email, a hard‑copy item can’t be deleted or buried in a spam folder. It lands on the decision maker’s desk or in their mailbox, a tangible reminder of your intent. A handwritten signature or a personalized closing can add a human touch that automated emails lack.

Once your letter is ready, select an appropriate mailing address. If you’re targeting a specific executive - say, the CEO of a company you admire - use their direct office address. If you’re unsure who the right contact is, a general “Hiring Manager” address may suffice, but a more personalized approach tends to yield better results. Mail the letter on good quality paper, and consider using a method that confirms receipt, such as certified mail.

After the letter is sent, be prepared to follow up. A polite phone call or email a week later can prompt a response and demonstrate your enthusiasm. Keep the follow‑up brief and respectful; the aim is to reaffirm your interest and confirm a meeting rather than to demand a position. Once you secure a meeting, your approach letter has served its purpose: it’s earned you a seat at the table where hiring decisions are made.

Remember, the core value of this letter is initiative. By reaching out directly, you signal that you’re proactive, resourceful, and eager to create a role that benefits both you and the organization. Those qualities are highly prized by leaders who are always looking for the next star employee.

Real Results from a Proven Strategy

Strategy is only as good as its outcomes. That’s why we asked Stuart Lichtman to share concrete data from his experience as a company president and talent recruiter. Over his thirty‑plus year career, Lichtman has received more than forty letters from candidates seeking meetings, and he has sat down with nearly all of them. The statistics speak for themselves.

From those forty letters, Lichtman hired approximately twenty‑six candidates. In many cases, he created the position on the spot, tailoring the role to match the candidate’s strengths and the company’s immediate needs. The remaining candidates were either referred to partners or positioned for future opportunities. The key takeaway? The approach letter not only increased the number of interviews but also expanded the pool of talent Lichtman could draw from, effectively expanding his talent acquisition network.

Consider the ripple effect of this strategy. When a hiring manager receives a well‑crafted letter, they’re presented with a pre‑qualified candidate who already understands the company’s context. This reduces the time and resources spent on the early stages of recruiting, allowing the hiring team to focus on final interviews and negotiations. For the candidate, it’s a shortcut that bypasses the long, opaque application pipelines common to most organizations.

It’s easy to dismiss the approach letter as a gimmick, especially if you’re used to the grind of résumé submissions. However, the data from Lichtman’s experience underscores a larger truth: personalized outreach can dramatically increase both the quality and quantity of candidate interactions. A single well‑written letter can open doors that would otherwise remain closed, creating a talent pipeline that benefits both parties.

Beyond the numbers, there’s also the qualitative advantage. Candidates who send approach letters tend to be more engaged, better prepared, and more knowledgeable about the company’s mission. When they show up to a meeting, they’re often ready to discuss specific ideas and solutions, turning the interview into a collaborative conversation rather than a one‑sided evaluation. This shift in dynamic often results in quicker hiring decisions and stronger employer‑employee alignment.

In essence, the approach letter isn’t just a communication tool; it’s a strategic lever that can tilt the balance in your favor. By focusing on a direct, personal connection, you set yourself apart from the thousands of applicants who rely solely on automated application systems. The evidence from Lichtman’s tenure demonstrates that this tactic is not only feasible but also highly effective.

Adapting the Tactic in Any Market Condition

Job markets fluctuate, but the need for skilled talent remains constant. In times of economic downturn, many employers feel a greater urgency to hire the right people quickly. The same market forces that make traditional job applications challenging - tight budgets, high turnover, increased competition - also create an environment where a proactive outreach strategy can thrive.

When companies are facing uncertainty, they often look for candidates who can help them navigate change. A well‑crafted approach letter that addresses how you can add immediate value can resonate more strongly than a generic résumé. The letter allows you to highlight relevant experience - such as crisis management, cost‑saving initiatives, or innovative solutions - that aligns directly with the company’s current priorities.

Moreover, a personalized letter reduces the friction that often delays hiring decisions during slow periods. Hiring managers may be inundated with emails and paperwork, but a handwritten note stands out, prompting them to consider your request more seriously. Because the letter showcases initiative, it signals to employers that you’re someone who will take ownership and drive results, traits that are especially valuable when budgets and resources are constrained.

For candidates, this means the approach letter becomes an even more powerful tool when the job market is difficult. It offers a clear pathway to securing an interview - an opportunity that might otherwise be hard to obtain. Even if a company has no current openings, your letter can plant a seed for future opportunities, creating a long‑term relationship with decision makers who may think of you when a role opens.

It’s also worth noting that many industries have become more receptive to non‑traditional hiring methods. With the rise of remote work, freelance projects, and gig‑based roles, employers are increasingly open to exploring creative solutions. By presenting a tailored pitch, you can position yourself as a flexible resource who can adapt to evolving business models.

Ultimately, the approach letter remains a versatile, low‑cost strategy that adapts well to any economic climate. Whether you’re entering a hot market or navigating a slowdown, the core principles - research, personalization, and initiative - continue to deliver results. The success stories from executives like Stuart Lichtman prove that when you take the time to write a thoughtful letter, you’re not just asking for a meeting; you’re making a case for a partnership that can benefit both parties.