The 5 conversations that lead to job offers
I recently helped someone land their next role, and it got me thinking about how it happened. When we first connected, I didn’t know them. They were introduced through a mutual contact, and we set up an info call. It was a great conversation, and they did an exceptional job staying in touch. So when I later heard about a fundraising role, they immediately came to mind. I made the recommendation, and they got the gig.
This reminded me of something we see over and over again with jobseekers: The people who land roles they really want aren’t just sending more applications. They’re building more relationships.
In a recent newsletter, I talked about the importance of networking in today’s job market. A lot of people think the hardest part of networking is reaching out and setting up meetings. But in my experience, it’s actually turning those meetings into real relationships. And every one of those relationships begins the same way:
With a conversation. That’s a critical step.
Below are five types of networking conversations I recommend having throughout your job search to build relationships that actually lead to opportunities.
A quick reality check on networking. If you’re serious about your job search right now, aim for 4–5 networking conversations per week. Not just one “when you have time.” You want to find consistent, weekly momentum.
And these don’t all need to be “perfect” conversations. They just need to happen, and ideally each one does at least one of three things:
Helps you refine your story
Expands your map of organizations and people
Creates a relationship that can surface opportunity later
Most job seekers default to one type of conversation, “Do you know of any job openings for me?” But it’s a good idea to diversify the kinds of conversations you’re having. Here are my top 5:
1. Peer-to-peer calls
Who this is: People at a similar career stage—former coworkers, friends in adjacent roles.
Goal: Learn what’s happening on the ground right now.
The Ask:“I’d love to hear how you’re thinking about your work right now and what your team is focused on. I’m also in the middle of a search. What orgs are doing really good work right now? Where do you think people are finding meaningful work?”
What you’re really doing: Mapping the current job landscape through others’ experience and perspectives.
2. Reconnections
Who this is: People you already share something with—school, grad program, past job.
Goal: Rebuild a relationship and reintroduce yourself in your current search.
The Ask: “I’ve been wicked impressed with the work you’ve been doing. I’d love to hear more about what you’ve been up to since we last connected!”
What you’re really doing: You’re turning dormant connections into active ones.
3. ‘foot-in-the-door’ convo
Who this is: People doing the work inside organizations you care about—even if they’re not hiring.
Goal: Understand culture, teams, and hidden opportunities.
The Ask: “I’m really interested in the work your org is doing. I’d love to learn more about what the priorities are at [organization], and what you’ve been working on. If you’re open to it, what’s your experience been working on the team? What’s the culture like at the org?”
What you’re really doing: Building relationships with your favorite organizations before a job is posted.
4. ‘Hiring landscape’ intel
Who this is: Recruiters, People & Culture leaders, hiring managers, or people with visibility across multiple orgs.
Goal: Understand where hiring is happening and what’s coming next.
The Ask: “I’m trying to get a sense of how hiring is shifting in the movement space right now. Where are you seeing growth or movement?”
What you’re really doing: Getting some transparency on the hiring landscape instead of guessing.
5. Referral building
Who this is: Someone connected to a role or organization you want to work in.
Goal: Turn a conversation into a warm lead.
The Ask: “I’m really interested in learning more about [open role or organization]. Do you have any sight on the role, or what the team is really looking for? ”
What you’re really doing: Turning a cold application into a warm introduction.
Find a weekly rhythm
My 'asks’ above may not be perfect, but the goal is to move beyond “what jobs should I apply for?” If you’re doing this well, your week might look like:
1 alumni reconnection
1 peer conversation
1 target organization conversation
1 hiring landscape conversation
1 referral-building conversation
That’s 5 conversations per week that each serve a different purpose. And over time, this helps you to apply to roles strategically, and start building a visible path into opportunity.
So, if you have one takeaway from reading this newsletter: Don’t aim for more applications this week. Aim for 4–5 unique conversations.
And if you found this helpful, I’d love to hear from you: What conversations are you starting this week—and which of the five feels most natural for you right now?
Executive Director @ PA Voice | Hybrid in Philly | $160K-$175K
Organizing Director, Black Workers United @ East Bay Alliance for a Sustainable Economy | Oakland, CA | $100K-$110K
Chief Development Officer @ Bend The Arc | Remote | $155K-$165K
Multiple Roles @ Name Withheld - Counter the Influence of Big AI | Remote | $92K-$168K
Chief Development Officer @ Roosevelt Institute | NYC or DC | $230K-$270K
Executive Director @ Summer Search | Boston | $180K
Executive Director @ THRIVE Downtown Attleboro | Remote in Attleboro, MA | $72K for 32hs/wk
VP of Finance and Administration @ Active Minds | Remote (DC Preferred) | $130.2K-$151.9K
VP of People & Culture @ Active Minds | Remote (DC Preferred) | $130.2K-$151.9K
That’s not all! We’re hiring for additional jobs and you can see all of them on the NRG website.
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Let’s move,
Naomi
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