Why I use informational interviews to unlock hidden roles
I’ve always treated informational interviews as more than a polite conversation. When done well, they’re a structured way to gather intelligence, demonstrate fit, and — crucially — create warm pathways to referrals for roles that aren’t publicly advertised. In my time recruiting and coaching candidates, I’ve seen too many people wait for job adverts when the best opportunities live in the networks of people who already work inside teams.
Informational interviews let you learn how teams operate, what hiring managers actually care about, and who influences recruitment decisions. They also give you a chance to show curiosity, relevant knowledge and cultural fit — all without the formal pressure of an application. That makes them ideal for creating a referral outcome for a hidden role.
How to target the right people (and avoid wasting time)
Not all informational interviews are equal. I prioritise outreach to people who can either (a) connect me to a hiring manager, (b) recommend a role, or (c) give practical intelligence that changes an application. Here’s how I shortlist targets:
Once I have a list, I research each contact for a few minutes: their role, how long they've been at the company, projects they've posted about, mutual connections. That preparation lets me write a personalised message and mention a specific reason for the chat.
Six targeted outreach messages you can adapt
Below are six short, purpose-driven templates I use. Each is tailored to a different target type. Use these as starting points, personalise with one specific detail, and keep the ask small (15–20 minutes).
Message 1 — Team member who posts about projects
Hi [Name], I enjoyed your post about [specific project/post]. I’m researching how [team/process/tool] is used at [Company] as I’m considering roles in this area. Would you have 15 minutes for a quick call so I can ask one or two practical questions about how your team works? I’d really value your perspective.
Message 2 — Alumni connection
Hi [Name], we both studied at [University] — I noticed you’ve moved into [team/role] at [Company]. I’m exploring similar roles and would love to learn about your experience of joining the team. Could I buy you 15 minutes for a quick chat? I’m particularly interested in how grads/entrants are onboarded there.
Message 3 — Former employee
Hi [Name], I saw you used to work at [Company] and now work at [Current Employer]. I’m researching [Company]’s culture/ways of working before applying, and I’d appreciate a short conversation about your experience and anything you think has changed since you left. Would 15 minutes work for you?
Message 4 — HR/Recruiter
Hi [Name], I’m exploring opportunities in [function] at [Company] and was recommended your profile. I’d value 15 minutes to understand how the team recruits and what success looks like in the first six months. Any insights would help me tailor my approach before applying.
Message 5 — Hiring manager’s direct report (best for referral)
Hi [Name], I’m impressed by the work your team’s done on [specific initiative]. I’m exploring roles that match my background in [skill/sector] and would love to ask a few questions about the team’s priorities. Could I have 15 minutes to learn more? If there’s someone better to speak to, I’d welcome an intro.
Message 6 — Cold contact with mutual connection
Hi [Name], [Mutual connection] suggested I reach out regarding opportunities in [team/function] at [Company]. I’d appreciate 15 minutes to understand the team’s hiring needs and what you look for in candidates. If it’s useful, I can share my background in advance.
What to do in the interview — turning intelligence into a referral
Once you secure the chat, treat it as a two-way conversation. Your goals are to learn, add value, and leave a clear next step that invites a referral.
In my experience, phrasing matters. I prefer: “Would you be willing to introduce me to the hiring manager or suggest who would be best to speak with?” over “Can you refer me?” The former is lower friction and easier to say yes to.
Follow-up messages that convert conversations into referrals
Timely, specific follow-ups are where many candidates lose momentum. After the interview, I send a thank-you message within 24 hours and include a single, actionable item.
Example follow-up script I use: “Thanks again, [Name]. I found your point about [specific item] really helpful — I’m going to [action]. If you’re comfortable, I’d really appreciate an intro to [Person] to discuss how my [skill/experience] might support the team. I can draft a short note to make it easy.”
Handling objections and barriers
Sometimes people won’t introduce you, or they’ll say they aren’t involved in hiring. That’s ok. Ask for an alternative: “Who else would you recommend?” or “Would you mind pointing me to the best person in the team?” Many times a single warm lead is all you need to get to the hiring manager.
If the company has a policy against referrals from non-managers, ask if they can share tips on the application process or the best time to apply. Even these insights improve your chances and show you’re proactive.
Measuring success and refining your approach
I track a few simple metrics: outreach replies, conversations held, introductions made, and interviews secured. If a message template isn’t getting replies after a week, I tweak the subject line or the first sentence to be more specific. If conversations don’t lead to introductions, I examine whether I’m asking for too much too soon or failing to demonstrate relevant value.
After several cycles, you’ll start to see patterns: which networks open doors, which questions elicit useful information, and which types of value-add lead to introductions. Use that feedback to focus your outreach where it produces results.
Informational interviews aren’t a magic bullet, but used strategically they become a consistent route to the hidden market. Keep conversations short, specific, and reciprocal. Offer value, make it easy to help you, and follow up promptly — those small habits create the warm introductions that land people in roles that never reach job boards.
