Informal interviews — coffee chats, exploratory calls, or quick 15‑minute catch-ups — are one of the best ways to surface “hidden” roles that never make it to job boards. When I worked as a recruiter and now when I coach clients, I see the same pattern: hiring managers often hire from referrals and internal networks before advertising. If you can secure a friendly, low‑pressure conversation with someone inside a target team, two things happen: you learn about unadvertised opportunities and you become a human referral rather than an anonymous CV.
Why informal interviews work (and why you should treat them seriously)
An informal interview isn’t casual in expectation — it’s casual in format. It’s short, conversational and primarily information‑gathering. Use it to build rapport, demonstrate curiosity, and show how your skills align with problems the team faces. Hiring teams value people who take the initiative to learn about the business and who can articulate a clear fit. A good informal chat can lead directly to an internal recommendation or a heads up about a role about to open.
Who to reach out to and how to find them
Start by mapping the team or function you care about. Useful sources:
When you can, aim for someone one or two levels below the hiring manager (a senior IC, team lead or hiring peer) — they’re most likely to know about immediate workload and hiring plans and are usually more willing to take a quick chat than very senior staff.
How to ask without sounding transactional
The key is to be concise, respectful of time, and specific about why you’re reaching out. Don’t open with “do you have any jobs?” — that’s a turnoff. Instead, frame your message as a request for insight or advice about the team’s work, recent projects, or the best way to position yourself for roles in that area.
Below are six outreach messages that I’ve tested with clients and used myself. They’re short, tailored for LinkedIn or email, and focused on getting a reply. Adapt the details to your situation; always insert a line that shows you’ve done a little research on that person or team.
Six outreach messages that get replies
Template A — The mutual interest opener
Hi [Name], I noticed we both [attended X / worked at Y / share Z interest]. I’m exploring product roles focused on [specific area, e.g. customer onboarding] and I was impressed by the work your team did on [project or article]. Could I ask 15 minutes about how your team approaches [specific challenge]? I’d really value a practical perspective. Thanks — [Your name]
Template B — The recent news approach
Hi [Name], congrats on [recent company milestone / team award / product launch]. I read the coverage and was curious about the team’s next priorities. I’m transitioning into [field] and would appreciate 10–15 minutes to ask a couple of quick questions about skills that matter there. Would you be open to a brief call next week? — [Your name]
Template C — The alumni or shared group angle
Hi [Name], we’re both alumni of [University / programme] — always nice to connect. I’m currently exploring roles in [function] and noticed you’ve built a strong track record at [Company]. If you have 15 minutes, I’d love to ask about your path and what’s worked when you hired/mentored people into your team. I can be flexible on timing. Best, [Your name]
Template D — The problem‑focused message
Hi [Name], I’ve been following how [Company] is tackling [specific problem — e.g. scaling support for X]. I work on similar issues at [current/previous employer] and have a few ideas I’d love to run past someone inside the company. Would you be open to a quick chat? I’m not asking about jobs — just hoping for insight. Thanks, [Your name]
Template E — The direct but short ask
Hi [Name], I’ll keep this brief — I’m [role/experience], interested in [team/function] at [Company], and I’d value 10 minutes of your time to learn about hiring priorities and how people succeed there. Do you have availability next week for a short call? Many thanks, [Your name]
Template F — The warm follow‑in after a touchpoint
Hi [Name], thanks for connecting earlier. I enjoyed your [post/comment] about [topic]. If you’re open, I’d love 15 minutes to ask about the team’s priorities and whether there’s a recommended way to apply that gets noticed internally. I’d be grateful for any tips. — [Your name]
Timing, subject lines and follow‑up strategy
Subject lines: shorter is better. Use something like:
When you send the message, aim for mid‑week and mid‑morning — Tuesday to Thursday around 10–11am often gets better open rates. If you don’t hear back after five working days, send one polite follow up. Example follow up:
Hi [Name], just checking in on my note below — still happy to work around your schedule if you have 10–15 minutes. Thanks again, [Your name]
If there’s still no response after a second follow up, move on. Persistence is useful; pestering is not. Keep a simple tracker (spreadsheet or Trello) with who you contacted, date, reply status, and any notes from conversations.
What to do in the call
Plan but don’t script. A tight 10–15 minute plan works best:
Always close by asking if it’s okay to follow up and to keep them informed of your progress. This keeps the rapport open without pressuring them for a referral in the moment.
How to convert a chat into a referral
If the person expresses positive interest, make it easy for them to help you. Offer a one‑line blurb they can copy into an internal message and send a tailored CV with a two‑sentence note highlighting the one or two strengths that match the role. For example:
“Hi [Hiring Manager], I had a quick chat with [Your name] — they have strong experience in [X] and a proven track record delivering [Y]. I think they’d be worth a short conversation.”
Provide the blurb and CV in your follow up email and thank them for their time. People are much likelier to refer if you reduce the friction.
Metrics to track and what ‘success’ looks like
Informal outreach is a numbers game but quality matters. Track:
A realistic conversion rate is: 20–30% reply, 40–60% of replies book a chat, and 10–30% of chats lead to a next step (intro, referral, or application encouragement). If you’re not getting replies, refine your first line to be more personalised. If chats are happening but not converting, tighten your interview pitch and the closing ask.
These informal interviews aren’t a silver bullet, but they are one of the most effective ways to turn passive interest into active opportunity. Treat each conversation as a chance to learn and to become a known quantity inside a hiring network; that’s how hidden roles surface.
