Networking For Account Managers

Most people try to network. But they do it with the wrong people. Here are the 4 types of contacts you should prioritize (and how to find them): 1. Reactive vs. Proactive Networking Most people are reactive networkers. They go to meetups and events and hope to find the right people. The people who win jobs are proactive networkers who are selective about who they engage with. 2. Understanding Org Charts The first step in proactive networking is understanding org charts. The easiest way to do this is to go to ChatGPT and ask: "Please share the organizational job title hierarchy for a [Company] in [Industry]." Ex: Please share the organizational hierarchy for an eCommerce startup in the wellness industry. 3. Contacts You Should Prioritize Once you know the hierarchy, there are four types of contacts you should prioritize: - The Hiring Manager - The Skip-Level Manager - Peers (With The Same Title) - Colleagues In Supporting Roles Let’s break down each of these in more detail... Priority #1: The Hiring Manager This is the person making the final decision, so they're going to carry the most weight in the search. You may not be able to identify the exact hiring manager every time, so aim to have 2-3 people who fit the bill on your list. They’ll have the job title of the role right above the one you’re targeting. Priority #2: The Skip-Level Manager This is the hiring manager's manager. Depending on the culture, they can have a lot of influence over the hire. Either way, if the hiring manager's boss tells them to look at a candidate, they're going to get looked at. They’re likely going to be two titles above your role. Priority #3: Peers (With The Same Title) These are colleagues who would be working alongside you on the same team. They’re operating in the same role so they’ll likely be a part of the interview process. They’ll also have great insights into the team’s biggest goals, challenges, and initiatives. Priority #4: Colleagues In Supporting Roles These are people who work on other teams that support your function. They likely have relationships with the hiring team so a referral from them can carry some weight! They’ll also be able to give you high-level insights into goals, challenges, etc. 4. How To Find Them - Head over to LinkedIn - Run a search for one of the job titles you found above, then set the initial filter to "People" - Use the "Company" filter to add your target company - Add any other relevant filters (location, etc.) Boom! Now you've got a list of people with the job title that aligns with the type of company you're looking for. Rinse and repeat for each job title.

I've closed more deals from photographing a table plan than from any pitch. Teach me how to get great at networking, and a table plan is exactly where I would start. The people who are good at networking aren't necessarily the smoothest talkers in the room. They simply did the work before they arrived and are more interested in you than in sounding interesting themselves. Most of the value isn't created at the event at all. It's created before and after it. 1. Before I commit to anything, I ask for the guest list. Who's going, where do they work, and whether it’s worth my time. If I can't get a list, I think hard about whether to go at all. Your time doesn't come back, so make the room earn it. I'm not there to collect fifty business cards. I'm there for a few conversations that do actually lead somewhere. 2. Then I sort the boring stuff, because the boring stuff is what trips people up. A business card, even now, with a QR code I've checked actually works. One broken link can quietly cost you a deal. A phone with enough battery to swap details all evening. And the right clothes for the room. Knowing the dress code does more than make you comfortable. It makes you look like you belong, and people walk towards those who look like they belong. 3. In the room, I keep one rule: The conversation goes both ways. A short, confident introduction is enough to break the ice. After that, I'm asking questions to learn, not perform.  There's good research showing that asking someone for advice makes you look more capable, not less, especially on a hard problem. People remember being asked. The intern you're chatting to today could be running their own company in five years. 4. Now the table plan: If I can’t get the guest list, I photograph any list of names there and name badges before people arrive. By the end of the night, I've got a record of everyone I didn't reach. I did exactly that at The Times CEO Summit recently. I followed up with the people I'd missed, asked for a coffee, and some of those chats are now future projects. Do it within 48 hours, while the event is still fresh in their mind. 5. The part most people get wrong is treating networking as transactional. The relationships that have mattered most to me were built authentically. I worked out what I could offer first, then led with that, whether it was an introduction, some hard-won experience, or a door I could open. Know what you bring and give it without keeping score. None of this is a rigid set of rules. It's about preparation, and genuinely curious about people. Get those two things right, and networking starts feeling like the best part of the job. What's the best networking advice you've ever been given? I'd like to hear it. For more founder questions and answers, join my newsletter: https://lnkd.in/ergDQtiK

I can't tell you the last time I looked at a resume in over 12 years of hiring, and I've hired many people. It's not even a nonstarter. I don't even think about it. I know others will disagree with me, but I don't find any value in the PDF version of your LinkedIn page. I'll just go to LinkedIn. But don't despair; there are many ways to garner attention, be introduced, or stand out. 1. Follow-up notes - it's incredible how often I do not receive a follow-up message after a conversation. It's so easy to do. Here's my opinion on the best follow-up message setup: (1) Thank the person for their time. (2) Bullet point a couple of things you learned from the conversation (3) Ask a question to re-engage. Send the follow-up within an hour of the interview. Send a note to each participant if it's a group meeting or panel. IMPORTANT: If you don't get a response after your first note, could you send a couple more? People are busy, and the inbox is even busier. 2. Use video - I always appreciate it when an applicant uses Loom or another video provider to send an introduction or thank you video. It's a rare occurrence that surprises me due to its ease of use. 3. Please research the role and be sure you are a fit. Are you framing your qualifications to match what the hiring managers are looking for? Ensure you fully understand what you are applying for. 4. Research the team and understand the company. Who are your hiring manager's peers? Who else would you want to meet? If you are interviewing with the CMO, contact the CRO or VP of Sales and try to schedule a meeting. It doesn't hurt to ask. There is no excuse not to research with tools like LinkedIn available to you. 5. Get an introduction before applying - Once you research and meet a couple of people from the company, ask for an introduction. I can count on both hands how often I've received an introduction from a team member for a role I am hiring for. Even better, if you are a referral from a trusted peer, you go to the top of the list, no matter what. 6. Prepare with questions—Spend an inordinate amount of time listing out questions you want to ask the interviewer. Discuss the role expectations, but don't forget to ask questions specifically about them, such as "Why did you choose to work here?" etc. Hiring great people isn’t about resumes but connections, preparation, and effort. Don’t rely on the same old playbook if you want to stand out. Get creative, do the work, and show why you’re the best fit for the role. The good news? Most people won’t do these things. That’s your edge.

Don't reach out cold until you have spoken and reconnected with all these people first and have asked for AIR + explained exactly what you are looking for. 🎈 Advice - career advice, job search advice, career pivot advice 🎈 Information - What's going on in the company, industry? What trends are they seeing? 🎈 Recommendations - Who do they recommend you speak with to learn more? What professional associations or groups do they recommend? Where do they go or what do they read to stay current? 🎯 Contact ALL these People So They Know What You Are Looking For 1. People You Used To Work With Your past work colleagues have seen you perform in the job and know your strengths and work ethic. These people make an excellent source of information to find out what changes are going on in the business and industry. You want to let them know you are looking for a new opportunity. 2. Friends, Family, Neighbors People you know are most likely to want to help you if they can. Your friends have a vast network of contacts you don’t know about. 3. Past Managers Assuming you and your previous manager or supervisor got along, it’s a good idea to reach out to them. Your past boss may know of upcoming opportunities at your old company 4. Target Company Employees Talking with people who work inside a company you're interested in allows you to learn what it is really like to work there. Plus they can provide advice and/or insight on the best way to apply. 5. Alumni/Classmates Don’t forget to tap into classmates, professors, and alumni as another potential pool of people to network with. Use LinkedIn's Alumni tool plus your school’s Advancement or Alumni office database. 6. Customers/Clients The people you’ve served already know you and are familiar with your work. Lean on them as a source of information about what’s going on. Your customers and clients have a feel of the work landscape and future needs. This information will help you position your most important skills and experience. 7. Vendors/Suppliers Similar to your clients and customers, these people know what it’s like to do business with you. They also have a finger on the pulse of what’s happening in your industry because they are still servicing businesses. 8. Service Providers (Doctors, accountants, hairdresser, etc.) Don’t overlook the business relationships you have with professionals who provide you with services. These people have their own vast network of contacts. 9. Fellow Volunteers If you volunteer, you’ve likely established relationships with other volunteers and people within the organization. These people have seen you give your time and effort.

I sent 100+ cold emails to VCs and got 1 response. Then I flipped my approach and secured 50+ meetings that led to our $790k pre-seed. Here's what I learned the hard way: Founders send cold emails to VCs because they OVERESTIMATE what they’re building and UNDERESTIMATE the power of their networks. - Overestimating what you're building looks like "There's nothing in the market like my product, so investors will definitely reply to my email." Newsflash: that’s not enough. - Underestimating your network means ignoring people you already know with VC connections. Cold emailing doesn’t work. I sent 100 emails and got one response (a polite ‘no’). What works is using your network to get warm introductions to VCs. Not just any "connectors" - I'm talking about people who genuinely know you and can vouch for your work. Two reasons this changes everything: 1. When someone they trust introduces you, investors pay attention. 2. People who know you are genuinely happy to help. They want to see you win, so give them an opportunity to do so. Start with your actual network: - Former colleagues who've moved to startups - Alumni from your school working in tech - Friends who've raised capital before The key is they need to know both you AND the investor well enough to make a credible introduction. A weak connection making a lukewarm intro is worse than no intro at all. Here’s the template that I used to request warm intros for Chezie: SUBJECT: Quick question about [VC Partner name] BODY: Hi [Connector's first name], I noticed your connection to [VC Partner/Firm] and wanted to reach out. I'm building [Company] ([one-line description with traction point]). We're raising our [round] and I believe [VC Partner] would be a great fit because [specific reason tied to their investment thesis/portfolio]. Would you be open to making an introduction? I can send over a forwardable email to make it easy. Thanks for considering, Toby - - - This approach completely changed my fundraising trajectory. Instead of sending cold emails into the void, I was having real conversations with investors who came in with context and interest. Those 50+ meetings I mentioned came from about 30 people in my network who believed in me enough to make introductions. The hardest part is setting aside your pride and actually asking for help. Stop wasting time on cold emails that won't get read. Start with the relationships you've already built. What's been your experience? Have warm intros opened doors that cold outreach couldn't? I’ll go first by sharing my stats in the comments 👇🏾

Why You're Not Getting Responses on LinkedIn – And How to Fix It If you're not getting replies to your LinkedIn messages, it's time to look at your approach. Simply asking for a referral without doing some groundwork won’t get you far. Referrals are a two-way street, and you need to put in the effort before asking for help. Key Takeaways: 1. Be clear and specific about the role and why you're a good fit. 2. Make it easy for the recipient to help you (attach your CV, give context). 3. Keep it polite, concise, and respectful of their time. Remember: Referrals are most effective when you’ve done the legwork first. Show the value you can bring to the role, and your request will stand out. Here are two approaches you can use to make your request stand out: 1. Professional and Direct Subject: Referral Request for [Role Name] – [Job ID: [Job ID]] Hi [Recipient's Name], I hope you’re doing well. I’m reaching out to inquire if you’d be willing to refer me for the [Role Name] position at [Company Name] (Job ID: [Job ID]). Based on my background in [mention relevant skills/experience], I believe I can add value to the team, especially with my expertise in [specific area]. I’ve attached my CV for your review. I would greatly appreciate your support in helping me with the next steps of the application process. Thank you so much for considering my request. Please let me know if you need any additional information. Best regards, [Your Name] 2. Friendly and Engaging Subject: Referral Request for [Role Name] – [Job ID: [Job ID]] Hi [Recipient's Name], I hope you're doing well! I came across the [Role Name] opening at [Company Name] (Job ID: [Job ID]) and was excited to see it matches my skills in [mention relevant skills/experience]. I’m confident my background in [specific area of expertise or past role] would make me a strong addition to the team. I’ve attached my CV for your reference, and I’d be so grateful if you could refer me for this position or share any insights on the application process. Thanks a lot for your time and consideration! Best, [Your Name]

I spoke with several prominent 'Super Angels' & Angel Investors in the last months, asking about their investment preferences, how they got started, etc. The result: 12 new Fundraising Playbooks within an Angel investor Map 👼 🛠️ How to use: 1. Identify which one of the main 3 categories does your target Angel Investor fall into (Corporate? Entrepreneur? Other?) 2. Narrow down to assign them to one of the 12 sub-categories. Sometimes, an investor can be more than one. 3. Tailor your outreach specifically to the description of their sub-category (e.g., HNWIs often take on NED roles which means you can say, "...there is also scope for discussing a NED position alongside the raise, for the right strategic-fit.") 4. Pay attention to what networks the different categories could introduce you to (e.g. Ex-Traders, Ex-Investment Bankers are likely to have lots of contacts in the M&A space, useful for exploring your Exit options). 5. Read through all the Sub-Categories to find your (i) IIT - Ideal Investor Target and (ii) MAIT -Most Accessible Investor Target. 6. To the IITs, select 3-4 and launch ultra-targeted outreach, utilizing both Warm and Cold outreach methods. 7. To the MAITs, select 8-9 and launch semi-templated outreach, this can typically be Cold outreach only. #fundraisingplaybooks #capitalraising #angelinvestors

🚀 Don’t wait for job postings to apply! 🚀 Many of the best job opportunities are never posted on LinkedIn—they’re filled through internal networks and referrals. So how can you position yourself to hear about these roles before they’re advertised? Here’s how to build a network of allies at your target companies and get ahead of the competition: 1️⃣ Identify Key Players Start by researching people at your target companies who work in roles or departments you’re interested in. These could be managers, team leads, or even peers who could eventually refer you. 👉 Example: If you’re targeting a marketing role at a tech company, find key people on LinkedIn by searching for titles like “Marketing Manager,” “Head of Digital Strategy,” or “VP of Marketing” at that company. 2️⃣ Engage with Their Content Regularly Before reaching out, engage with their posts on LinkedIn. Like, comment, or share their updates with meaningful insights. This helps you get on their radar in a non-intrusive way and shows that you’re genuinely interested in their work. 👉 Example: “Great post, [Name]! Your thoughts on data-driven marketing really resonate with me. I’ve been working on similar projects and would love to hear more about your approach.” This kind of engagement opens the door for future conversations. 3️⃣ Reach Out for an Informational Interview Once you’ve built some familiarity, send a personalized message requesting a short chat. This isn’t about asking for a job—it's about learning more about their experience and the company culture. 👉 Example: “Hi [Name], I’ve been following [Company] for a while, and your work in [specific area] caught my attention. I’d love to hear more about your journey and what it’s like working at [Company]. Would you have 15 minutes for a quick virtual coffee?” Building relationships through these conversations will keep you top of mind when new roles open up. 4️⃣ Stay Connected and Add Value Keep in touch with the people in your network by sharing relevant articles, offering your help, or simply sending an occasional check-in message. This keeps your connection warm and maintains the relationship. 👉 Example: “Hi [Name], I recently came across an article on [industry trend] and thought you might find it interesting based on our previous conversation. Hope all is well!” By adding value to the relationship, you’ll increase the chances of being referred or hearing about opportunities before they’re posted. 💡 Final Tip: Remember, networking is about relationships, not just job leads. By investing in connections with key people at your target companies, you’ll be positioned to hear about hidden opportunities and make a lasting impression before the job even hits the market. Have you ever landed a job through networking? Share your story below! 💬👇 #Networking #JobSearch #HiddenOpportunities #LinkedInTips #CareerGrowth #Referrals

How to build relationships with industry leaders, hiring managers & recruiters (without being annoying) A while back, I wanted to connect with a well-known tech leader. I could’ve sent a cold DM, but I knew it’d get ignored. Instead, I played the long game. I showed up in their comments, shared their insights, and even referenced their work in my posts. Months later, they followed me back—and now we chat regularly. Here’s what worked (and how you can use it to connect with industry leaders, hiring managers, recruiters, and peers 👇): 1. Engage before you approach → Comment on their posts thoughtfully (not just “great post!”) → Share their insights with your own perspective → Show up consistently—one comment won’t cut it 2. Be valuable, not needy → Instead of asking for advice, offer something useful → If they run a newsletter or community, help promote it → Answer questions in their comment section—show you’re engaged 3. Move from fan to peer (or candidate to colleague) → Start sharing content in the same space → Reference their work and add your own spin → Tag them when relevant, not just for attention 4. Play the long game → Relationships aren’t built overnight—be patient → Keep adding value without expecting immediate returns → Over time, they’ll notice you—and that’s when real connections happen This isn’t just for big names. It works with recruiters, hiring managers, and industry peers too. Most people spam DMs and wonder why they get ignored. The smart ones? They show up, engage, and become part of the conversation. - LinkedIn can open doors you didn’t even know existed—but most people never use it to its full potential. Don’t be like most people. Start showing up, engaging, and building real relationships today. Your next opportunity could be one conversation away.

"We passed because we don't know you well enough🥲." This is what a founder heard ........after 6 months of pitching, 22 meetings, and countless sleepless nights. The truth about venture funding that nobody tells you: VCs rarely invest in strangers - no matter how good your pitch deck is. I've spent 7 plus years analyzing successful fundraises and the pattern is clear. The founders who secure funding don't just have good ideas - they've mastered strategic relationship building. Here's the reality: • 78% of successful first-time raises came through warm intros • The average founder-investor relationship started 8+ months before funding • The most effective founders focused on 10-15 targeted relationships, not 50+ cold outreaches. The 3-step framework I've used to help founders secure meetings with target investors: 👉Map the network • Identify 2nd-degree connections to your target VCs • Look for former portfolio founders, not associates • Focus on people who've had successful exits 👉 Create reciprocal value • Share industry insights VCs can't access elsewhere • Connect them with potential portfolio companies • Become a resource before you become an investment 👉. Build relationships before you need them • Start 6-12 months before your fundraising timeline • Establish consistent touchpoints (quarterly updates work well) • Be specific about milestones and progress I recently guided a SaaS founder who implemented this exact approach - within 3 months, she had direct relationships with 7 of her 10 target investors. When she eventually raised her seed round, 5 of those VCs participated. The most valuable intros aren't found at networking events. They're hiding in your existing network. What's your biggest challenge when connecting with investors? #startups #investors #linkedin #funding #pitches #relationships