One networking method you should start using in 2025 – informational interviews

Previous launches you may have missed…

• How to right-align dates on your resume for a professional look

• Lying on a resume: What recruiters think

• Reading between the lines – positive signs after a job interview

One networking method you should start using in 2025 – informational interviews

2025 is just a couple days away and while you enjoy the rest of the holiday festivities, consider that you’ll shortly be back in the thick of it soon (if you’re unemployed or planning a job search).

So what are you going to do?

If you’ve already been searching this past year, are you going to stick with the same old strategy?

If you’re open to trying something new, I’ve got something for you: enter informational interviews.

You’ve probably heard of them before, but what do you know about them?

Well today, I’m going to break it down and tell you why it’s a tool you should employ in 2025, if you’re not already doing so.

First, what’s an informational interview?

Think of it as a casual coffee chat where you're the interviewer, not the interviewee.

It's a 15-30 minute conversation where you're asking questions about someone's career journey, their role, or their company – with zero pressure about job opportunities.

Yeah, you read that right – we're explicitly not asking for a job here.

That might sound counterintuitive when you're in job search mode, but trust me, there's a method to the madness.

The goal isn't to land a position right away; it's to build genuine relationships that could open doors down the line.

• Think about it like dating – you wouldn't propose marriage on the first date, would you?

The beauty of informational interviews is that they flip the traditional power dynamic.

Instead of being the nervous candidate trying to prove yourself, you're the curious professional seeking insights.

And here's something most people don't realize: professionals generally love talking about their experiences.

I mean, when was the last time someone genuinely asked you about your career journey?

It's flattering, and it taps into our natural desire to help others.

Why They're a Game-Changer in 2025

Let me tell you something that might surprise you: in a job market flooded with AI and automated applications, human connection matters more than ever.

And that's exactly where informational interviews shine.

While everyone else is mass-applying to jobs online, hoping their resume makes it through the ATS, you're building real relationships with real people.

Think about it – when was the last time you got insider knowledge about a company from their career page?

Here's what makes informational interviews different in today's landscape: they give you access to the unwritten rules.

You know, the stuff that never makes it into job descriptions or company websites.

Like how the team really feels about their new VP of Engineering.

Or which projects are actually priorities for the upcoming year.

Or even better – which roles might be opening up before they hit the job boards.

• These conversations give you cultural insights you can't get anywhere else

• You learn about challenges the company is facing (hello, interview talking points!)

• You get a sense of what success really looks like in your target role

• You understand the day-to-day reality, not just the glossy job description

• You build advocates who might think of you when opportunities arise

But here's the real kicker: you're not just getting information – you're getting context.

Anyone can read about a company's values on their website.

But hearing how those values play out in daily decisions? That's gold.

And in 2025's competitive job market, that kind of insider knowledge is what separates the candidates who get callbacks from those who don't.

I've seen this work firsthand.

A friend of mine landed her dream job at a tech startup not because she was the most qualified on paper, but because she had spent six months building relationships through informational interviews.

When a position opened up, three different people recommended her to the hiring manager.

That's the power of playing the long game.

The Real Kicker - Why Most People Do Them Wrong

I've got to be honest with you – about 90% of people completely mess up informational interviews.

And I get it, because the biggest mistake is also the most tempting one.

They treat these conversations like undercover job interviews.

You know what I mean – they show up with their rehearsed elevator pitch, ready to subtly (or not so subtly) pivot the conversation toward job opportunities.

Here's a real story that illustrates this perfectly: A senior manager I know regularly does informational interviews.

Last month, she met with someone who spent the first 20 minutes talking about their qualifications and ended with "So, are you hiring?"

Spoiler alert: That's not how you do it.

• The conversation should be focused on them, not you

• Save your resume for when they actually ask for it

• Don't try to squeeze in your accomplishments at every turn

• Avoid turning it into a sales pitch for yourself

• Keep your questions genuine and curiosity-driven

Let me tell you what actually works.

I had a mentee who approached these conversations differently.

She spent 25 minutes asking thoughtful questions about her contact's career journey, the industry's challenges, and what they wished they'd known earlier.

Only in the last 5 minutes did the conversation naturally turn to her background – because the other person asked.

The result? Her contact proactively offered to introduce her to two other professionals in the field.

Why? Because she made the conversation about learning, not about landing a job.

Think about it like this: would you rather help someone who's genuinely interested in your experience, or someone who's obviously just trying to get something from you?

That's the difference between doing informational interviews right and wrong.

Here's Your Practical Game Plan

Look, I'm not going to give you some vague advice about "networking." Instead, let me break down exactly how to make informational interviews work for you.

First up: finding the right people to talk to.

Don't just reach out to hiring managers or recruiters – that's what everyone does.

Instead, target people in roles you want to have in 2-3 years.

Why? Because they're close enough to your target position to give relevant advice, but not so senior that they're swamped with requests.

Here's how to actually find them:

• Start with your alumni network (seriously, it's underrated)

• Look for second-degree connections on LinkedIn

• Follow company hashtags on LinkedIn to find active employees

• Join relevant professional Slack communities

• Check who's speaking at industry meetups or conferences

Now, let's talk about that initial outreach message.

Here's a template that's worked time and time again:

"Hi [Name], I noticed you've been at [Company] for [X] years in [Role]. I'm really interested in learning more about [specific aspect of their work/industry]. Would you be open to a 15-minute quick chat? I'd love to learn about your career journey and get your perspective on [specific topic]."

Short, specific, and low-commitment – that's the key.

For the actual conversation, here are the questions that get real insights:

• "What's the most surprising thing about working in this industry?"

• "What skills do you think will be most valuable in this field over the next few years?"

• "What's a common misconception about your role?"

• "If you were starting over in this field today, what would you do differently?"

And don't forget the follow-up strategy.

Send a thank-you note within 24 hours highlighting something specific you learned.

Then, and this is crucial, keep them updated every few months with relevant insights or articles they might find interesting.

Pro Tips That Nobody Talks About

Let me share something I've learned from watching hundreds of these conversations play out.

There's a whole meta-game to informational interviews that most career advice completely misses.

First up: timing is everything.

Don't try to schedule these conversations on Monday mornings or Friday afternoons – you're just asking for a reschedule.

Tuesday through Thursday, between 10 AM and 4 PM, is your sweet spot.

And here's something counterintuitive: December and July are actually great months for reaching out.

Why? Because while everyone else thinks "oh, people are too busy with holidays/vacation," workloads are often lighter and people are more reflective about their careers.

Now, let's talk about standing out.

• Do your homework, but don't be creepy about it

• Read their last 2-3 LinkedIn posts, not their entire life story

• Reference something specific but recent in your outreach

• Show you've thought about their industry, not just their company

• Come prepared with insights to share, not just questions to ask

The "give-to-get" principle is your secret weapon here.

Even if you're junior, you probably have valuable perspectives to share.

Maybe it's insight about a new tool you're using, or trends you're seeing in your current role.

Here's the thing most people miss: these conversations are actually two-way streets.

I had a client who shared his experience with a new project management tool during an informational interview.

Two months later, that same contact reached out to him for advice when their team was considering the tool.

Guess who was top of mind when a position opened up?

And here's my favorite hidden trick: end every conversation with "What can I do to be helpful to you?"

Nine times out of ten, they'll say "nothing right now."

But that tenth time? That's where the magic happens.

Action Steps for 2025

Alright, let's cut through the fluff and get to exactly what you need to do starting January 1st.

Because here's the truth: all the strategy in the world means nothing without action.

And I'm not talking about some vague "network more" goal that you'll forget by February.

Here's your concrete game plan for the next 12 months.

First, set a realistic target: two informational interviews per month.

That's it.

Not too overwhelming, right?

• Week 1: Identify 5 potential contacts

• Week 2: Send out 3 connection requests with personalized notes

• Week 3: Follow up and schedule conversations

• Week 4: Have your conversations and send thank-you notes

Here's how to measure if it's working:

Don't focus on job offers – that's not the point.

Instead, track these metrics:

• Number of meaningful follow-up conversations

• Quality introductions received

• Industry insights you've gained

• Your growing understanding of target companies

• Relationship depth (from stranger to acquaintance to advocate)

Start small: Pick one company you're interested in.

Find three people there in roles similar to what you want.

Reach out to one person this week.

That's your first step.

And here's the most important part: keep a simple spreadsheet.

Track who you talked to, key insights from each conversation, and follow-up dates.

Because here's what nobody tells you – the real value often comes 3-6 months after the initial conversation.

Remember: This isn't about immediate gratification.

It's about building a network that will support your career for years to come.

The best time to start was last year.

The second best time? January 1st, 2025.

What are you waiting for?

For a lot of job seekers, this is what 2024 felt like

Question from the community

My take:

Yes, you can submit different resumes for multiple positions at the same company. IMO, it's actually a good strategy to tailor your applications specifically for each role.

However, there's a caveat here. HR mgmt systems typically track all your applications, so consistency in your core qualifications and work history is important.

From a recruiter's POV, it's perfectly fine to emphasize different skills and experiences for different roles. Just ensure you're not creating completely different narratives about your background.

Pro tip: When applying to multiple positions, it's generally good practice to mention in your cover letter (if you include one) that you're also interested in the other role. This demonstrates transparency and could potentially open more doors.

That’s a wrap folks. See you all in the new year! 🎉