How long will your job search take?

The other day, I was chatting with a client in tech, let's call him Jamie, who was looking to find out just how long his job search might take - a question I hear all the time.

Over the course of my 16+ year career, I’ve worked with over 1,000 professionals across tech, sales, engineering you name it.

I’ve discovered that the time it takes someone to find a job is heavily influenced by these factors:

1. What kind of role are you after? Are we talking full-time or something more flexible like contingent work?

2. Are you aiming for a big title change? How much does your target job differ from your last role?

3. Shifting industries? Is it similar to where you're coming from, or are you diving into new waters?

4. The growth phase of the company you're eyeing. Are they in expansion mode, and how developed is their hiring process?

5. Your own drive. How proactive are you in networking and pushing the boundaries of your job hunt?

#1 The type of role (contract vs. full time)

In today's tough market, companies tend to rely more on contract workers. They help keep the lights on without weighing on the financials too heavily.

It’s worth noting that contract positions are usually funded from operating budgets, while full-time roles impact COGS and affect product margins directly.

Just a bit of inside baseball: In a crunched funding environment, expanding the contract workforce can be a strategic move for companies looking to manage costs and maintain profit margins—after all, these roles don't include the same benefits or require the extensive management that full-time positions do.

Speed up your job search by opening yourself up to contracting and consulting roles.

If you’re keen on FTE jobs, you might face a longer search period.

PS: In case you missed my last post, I wrote about seven situations when choosing a contract over a full time employment role makes more sense.

#2 The scope of your role (i.e., your responsibilities)

Because job titles can mean different things (i.e., take a director at a big tech firm like Microsoft —it might be the same as a VP at a startup), focus on what you’ll actually be doing - your scope of work.

And on that topic, anytime you want to either add or subtract from your scope in the next role, you’re adding time to your job search. For example, you currently run a team of engineers, but you’re looking for jobs where you’re managing the engineering strategy of the org - a step up.

Same goes for when you’re looking for jobs with less scope - you’re adding friction to the job search.

Speed up your job search: Play to your strengths and stay in your lane.

Slow it down: Thinking about stretching your wings? Example: Taking on more than you've handled before—or stepping down without a solid reason.

Slow it down even more: Planning a complete career pivot.

Let's dive a bit deeper

Aiming for Higher Jobs?
Pitching yourself for a role with more responsibility, like leaping from managing a small team to a large one, can make employers pause. They wonder if you can handle it. If this is you, maybe make the leap within your current company before moving to another one.

Scaling Back Your Responsibilities?
Downshifting isn't uncommon, especially among tech folks who swing between hands-on and managerial roles. But if you're looking to downsize your responsibilities, have a clear, convincing reason ready. Change can be good, but make it make sense.

Pivoting Entirely?
Switching to a completely new area? It's tough even when times are good, and tougher when they're not. If you're contemplating this, consider up skilling or maybe a sideways move within your current place first to build some credibility.

In every case, change is about as tricky as it is exciting. Whether you’re expanding your scope or refining it, be ready to articulate why and how you’re the best fit—even if it’s not the easiest path forward.

#3: Company Stage

Let's be real, some companies’ hiring processes feel like molasses.

But is it always the company's fault?

Turns out, the speed of hiring is closely tied to the company's stage.

To make this a bit easier to understand, I spoke to a bunch of experienced tech folks to get the inside scoop. Here's what I uncovered:

3 Things That Affect How Fast Companies Hire

1) Growth Posture: What's Their Game Plan?

• Fastest: Think rocketships! These companies are past finding their market (Series B) and into the crazy growth phase (Series C and beyond). Cash is flowing, the goal is expansion, and hiring happens fast. Of course, if the team's tiny, you might still run into delays, but usually, they're all about bringing folks onboard.

• Slowest: Early, early-stage (seed round to Series A) and the mega tech giants get bogged down. Small companies are still figuring everything out, while huge corporations have tons of red tape to cut through.

• Wild Card: Companies about to go public (pre-IPO) are unpredictable. Some keep hiring like crazy, others freeze up to get their numbers looking good.

2) Number of Employees (in your area): How Big's the Team?

• Fastest: A well-established crew in the function you're eyeing (like, 10+ people) is your best bet. They know how to interview, they're set up for volume.

• Slower: Tiny or brand-new teams take longer. They might be figuring out exactly what they want while you're interviewing.

• Slowest: You're the first they're hiring for the role? Buckle up, because that takes time – they've got to figure out their whole approach!

3) Process Maturity: Streamlined or a Total Mess?

• Fastest: A clear, predictable process means you know what's next, and things move along.

• Slowest: Beware the 'Frankenprocess'! A ton of random steps, confusing hoops to jump through – this kind of mess makes things crawl.

• Wild Card: No process is a bit of a gamble. They might move lightning-fast, or they could still be figuring the whole thing out.

Remember, you have some power here too!

A strong understanding of the company's stage can help you set realistic expectations and tailor your approach. Ask smart questions during the interview about their growth plans, the team you'll be joining, and their hiring process. This shows you're not just another resume in the pile, but someone who gets how the game is played.

#4: Your Inner Fire

Okay, let's get real for a minute. All this talk about companies and processes? That's only half the battle. The other half is YOU and how hard you're willing to hustle.

Think of it like this: The job market is a giant party. Some folks are chilling on the couch, waiting for a job to magically land in their lap.

Others are working the room, making connections, and creating their own opportunities. Guess who's going home with a job offer?

Now, don't get me wrong, job hunting can be a black hole sometimes. Rejection sucks, and it's easy to lose steam.

But the people who land those gigs, they're the ones with that relentless spark.

Here's what they do differently:

They Network: They're not afraid to put themselves out there. LinkedIn messages, informational interviews, reaching out to old colleagues or school alumni – it may feel awkward at first, but that's how you expand the possibilities way beyond those job boards.

They’re Proactive: Don't see jobs posted that fit your dream role? Skip the waiting and start pitching yourself directly to those companies. Show them how you solve problems and bring the A-game – initiative gets noticed.

They’re Lifelong Learners: The job market changes constantly. Stay ahead of the curve by always leveling up your skills. It's not just about looking good on paper, it's about staying sharp and adaptable.

The bottom line: Your drive and determination matter just as much as any external factors. This doesn't mean burning yourself out, but it does mean taking ownership of your search. Don't just hope for a job, go out there and make it happen.

PS: Check out this post from a couple weeks ago on networking.