If you’re looking for a sales role, here’s the truth: the people who get hired fastest are constantly on offense. They don’t rely on “Easy Apply.” They run their job search the same way they run outbound.
Intentional. Targeted. Relevance-driven.
Here’s the playbook. Do this properly and you’ll create your own opportunities instead of hoping someone opens a door for you.
Disclaimer before going any further: the biggest tension on the market is on new business roles. If you're more of an "existing biz" type or gal or guy, that's ok. But this playbook might not necessarily be the right fit for you.
1. Build a list of ~50 companies
Keep it tight.
Don’t pick random sectors.
Choose companies as close as possible to the industry you’ve sold into recently. You want to show clear overlap between what you’ve already done and what they need right now.
Open Excel. Make a simple table:
- Company name
- Industry
- ICP
- Product notes
- Why you’re a fit
This is your job-search pipeline. Your TAM.
2. Find the 2–3 people who can actually hire you
Founders. Owners. VP Sales. CRO. Head of Sales.
Tools like Apollo make this ridiculously easy. Just grab a free trial and go crazy. Grab their names, emails, and LinkedIns. Add them to your sheet.
Now you have:
- Companies you want
- Decision-makers inside them
- Contact info
Already puts you ahead of 90% of candidates.
3. Reach out like a salesperson, not a job seeker
Most candidates send soft, generic messages.
Don’t be that person.
Your outreach should feel like a tight outbound sequence:
- Short
- Relevant
- Clear value
- Zero fluff
Tell them exactly why you chose their company:
“You target the same ICP I’ve been selling into.”
“I’ve been working with the same personas your team goes after.”
“I’ve followed your product, you’re clearly entering a growth chapter. Allow me to spread the word”
This instantly signals: you did the work.
4. Tell them you can prospect and close
Founders love hearing this because it removes their biggest fear:
“What if this hire can’t produce pipeline?”
Say it plainly.
Own it.
Back it up.
When they feel low risk, they respond.
5. Show that you understand their world
Mention their market.
Mention the pain points.
Mention the personas.
Mention the GTM motion.
Make it obvious this isn’t a mass-send.
You picked them with intention.
6. Attach your TrackRec profile
This is where you separate yourself.
Instead of “trust me, I’m good,” you give them proof:
- Verified deals
- ICP alignment
- ACV
- Sales cycles
- Outbound vs inbound
- Industries
- Motion
- Territories
Your TrackRec profile does the heavy lifting for you.
Founders see it and lean in.
VP Sales see it and make room on their calendar.
Everyone wants to talk to someone who can actually produce revenue.
7. Position yourself like a partner
Your tone should be:
“I know your market. I know your personas. I’ve closed similar deals. Here’s direct proof. If you’re planning to grow, let’s talk.”
Not:
“Please consider me.”
The first creates leverage.
The second puts you in the pile with everyone else.
Final point
Most people wait.
Top performers build momentum by going directly to the people who can say yes.
When you do this properly:
- You stop hoping someone notices you
- You make it impossible not to
- And you generate interviews faster than any job board ever could