Hear About Roles Before They Hit the Job Board
By the time a role hits the public job board, an internal favorite often already exists. The honest fix is to be a known name inside the company before that happens, not a faster applicant after.
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A plain LinkedIn search buries the people who would actually help you.
It ranks by prominence, so the most-followed, most-messaged names sit on top. FindWarmIntros surfaces the coworkers who share your school or a past employer - the people most likely to reply - and hands you a ready-to-send intro.
✍️ Ready-to-send intro“Hi - we both studied at [your school]. I’d love to hear about your path to a company you are targeting before I apply…”
… plus everyone else in your network who can put in a good word.
See who can refer you in - pick your target company:
Why the posted job is already half-decided
Most roles live an internal life before they go public. A manager mentions a need in a staff meeting, someone gets asked 'know anyone good?', and names get floated. A public posting is often the company covering compliance or widening a search that already has a frontrunner.
This means the highest-leverage moment is before the posting, not after. If you are a name that comes up when the manager asks around, you are competing against zero other applicants. If you apply through the portal after launch, you are competing against three hundred and starting behind whoever was named internally.
How to get inside the loop early
You cannot force a company to tell you about an unposted role. You can make yourself the person who gets told. That happens through a few specific moves, done weeks before you are desperate.
- Reach out through what you share. Message people at the company you have a school, past employer, or team in common with. Shared context is why they reply, and it is the whole reason a stranger will spend 30 seconds thinking of you later.
- Ask about the work, not the opening. A first message that asks how their team is structured or what they are hiring toward gets a real answer. A first message that asks for a referral gets ignored, and it burns the contact.
- Say what you do in one line. Give them a clean, repeatable description of your skill so that when a need surfaces, they can say your name and what you are good at without effort.
- Follow the team, not the job page. Watch for signals a team is growing (a funding round, a new leader, a product launch) and reach out then, because that is when unposted headcount opens.
Finding the right person to start with
The catch is that this only works if you reach the right insider, someone close enough to the hiring team to actually hear about openings, and someone who shares enough with you to reply. Guessing from a company page wastes your best cold messages on people who cannot help.
This is the finding-and-ranking part that FindWarmIntros handles for you: give it a target company and it surfaces the real people there you share a school or past employer with, ranks them by how strong that overlap is, and drafts an opener that leads with the shared thing. You still build the relationship, but you start it with the right person instead of a stranger.