WEBVTT 00:00:00.000 --> 00:00:01.082 Estimated Runtime: ~10 minutes 00:00:01.182 --> 00:00:02.264 Tone: Encouraging, tactical — demystifying a process that intimidates most 00:00:02.364 --> 00:00:03.447 people 00:00:03.547 --> 00:00:04.629 If I could give you one superpower for your job search, it would be this: the 00:00:04.729 --> 00:00:05.812 ability to have genuine conversations with people who are where you want to be. 00:00:05.912 --> 00:00:06.994 People who can tell you what it's really like, what they wish they knew, who 00:00:07.094 --> 00:00:08.177 else you should talk to, and — when the time is right — who can advocate for you 00:00:08.277 --> 00:00:09.359 from the inside. 00:00:09.459 --> 00:00:10.542 That superpower exists. It's called the informational interview. And most people 00:00:10.642 --> 00:00:11.724 either don't do them, or do them badly. Today, I'm going to show you exactly how 00:00:11.824 --> 00:00:12.907 to do them well. 00:00:13.007 --> 00:00:14.089 The biggest barrier isn't conducting the interview — it's getting someone to say 00:00:14.189 --> 00:00:15.272 yes. Let me show you what works. 00:00:15.372 --> 00:00:16.454 First, your outreach message needs three things: it needs to be short, it needs 00:00:16.554 --> 00:00:17.637 to be specific, and it needs to be flattering without being sycophantic. 00:00:17.737 --> 00:00:18.819 Short means five sentences or fewer. Nobody reads long messages from strangers. 00:00:18.919 --> 00:00:20.002 Specific means you tell them exactly why you're reaching out to THEM, not just 00:00:20.102 --> 00:00:21.184 anyone. You read their article. You noticed they transitioned from your field to 00:00:21.284 --> 00:00:22.367 your target field. You admire their career path. Something real. 00:00:22.467 --> 00:00:23.549 And flattering means you express genuine respect for their work without being 00:00:23.649 --> 00:00:24.732 over-the-top. "I've been following your writing on supply chain innovation and 00:00:24.832 --> 00:00:25.914 your recent piece on automation really resonated" works. "You're amazing and I'd 00:00:26.014 --> 00:00:27.097 love to pick your brain" doesn't. 00:00:27.197 --> 00:00:28.279 Then, ask for fifteen minutes. Not thirty. Not an hour. Fifteen. The lower the 00:00:28.379 --> 00:00:29.462 commitment, the higher the response rate. And specify that you're happy to do a 00:00:29.562 --> 00:00:30.644 phone call, video chat, or even just exchange a few messages — whatever's 00:00:30.744 --> 00:00:31.827 easiest for them. 00:00:31.927 --> 00:00:33.009 Your response rate should be thirty percent or higher with good outreach. If 00:00:33.109 --> 00:00:34.192 it's lower, your messages are too long, too vague, or too self-serving. Fix the 00:00:34.292 --> 00:00:35.374 message, not the volume. 00:00:35.474 --> 00:00:36.557 You've got the meeting. Now what? Start with gratitude. Thank them for their 00:00:36.657 --> 00:00:37.739 time specifically. Then do a quick version of your thirty-second pitch — just 00:00:37.839 --> 00:00:38.922 enough context for them to understand who you are and why you're interested in 00:00:39.022 --> 00:00:40.104 their perspective. 00:00:40.204 --> 00:00:41.287 Then shift into your questions. You should have eight to ten prepared, but you 00:00:41.387 --> 00:00:42.469 won't get through all of them. Pick the five to seven most relevant ones, and be 00:00:42.569 --> 00:00:43.652 ready to follow interesting threads when they emerge. The best informational 00:00:43.752 --> 00:00:44.834 interviews feel like conversations, not interrogations. 00:00:44.934 --> 00:00:46.017 Here are the questions that consistently generate the most valuable responses. 00:00:46.117 --> 00:00:47.199 "What do you wish you knew before starting this role?" gives you insider 00:00:47.299 --> 00:00:48.381 intelligence. "What's the biggest challenge your team is facing?" tells you 00:00:48.481 --> 00:00:49.564 where you might provide value. "What skills separate good performers from great 00:00:49.664 --> 00:00:50.746 ones in this area?" helps you position yourself. "How is this function 00:00:50.846 --> 00:00:51.929 evolving?" shows industry awareness. 00:00:52.029 --> 00:00:53.111 And then, the Golden Question — the one you must ask every single time: "Who 00:00:53.211 --> 00:00:54.294 else should I be talking to?" This single question transforms one conversation 00:00:54.394 --> 00:00:55.476 into two or three new ones. And when you reach out to those people, you now have 00:00:55.576 --> 00:00:56.659 an introduction: "Sarah Chen suggested I reach out to you. 00:00:56.759 --> 00:00:57.841 Watch the clock. If you asked for fifteen minutes, wrap up at fifteen minutes. 00:00:57.941 --> 00:00:59.024 Respecting someone's time builds trust. If they want to keep talking, great — 00:00:59.124 --> 00:01:00.206 but let that be their choice. 00:01:00.306 --> 00:01:01.389 Within twenty-four hours, send a thank-you message. Not a generic "thanks for 00:01:01.489 --> 00:01:02.571 your time." A specific one: "Thank you for the insight about the shift toward 00:01:02.671 --> 00:01:03.754 automation in your department — I'm going to look into the certification you 00:01:03.854 --> 00:01:04.936 mentioned. 00:01:05.036 --> 00:01:06.119 Connect on LinkedIn if you haven't already. If they recommended a book, article, 00:01:06.219 --> 00:01:07.301 or person, follow through and tell them you did. "I read that HBR article you 00:01:07.401 --> 00:01:08.484 mentioned — particularly the section on distributed teams. Really changed how 00:01:08.584 --> 00:01:09.666 I'm thinking about my next role. 00:01:09.766 --> 00:01:10.849 This follow-up turns a single conversation into an ongoing relationship. And 00:01:10.949 --> 00:01:12.031 relationships — not applications — are how most people find their best 00:01:12.131 --> 00:01:13.214 opportunities. 00:01:13.314 --> 00:01:14.396 The informational interview is your unfair advantage. Most job seekers apply 00:01:14.496 --> 00:01:15.579 online and hope. Informational interviewers build relationships, gather 00:01:15.679 --> 00:01:16.761 intelligence, and position themselves before the job is ever posted. Start with 00:01:16.861 --> 00:01:17.944 three outreach messages this week. Next lesson, we'll build your personal Board 00:01:18.044 --> 00:01:19.126 of Advisors — a small group of people who accelerate your career over the long 00:01:19.226 --> 00:01:20.309 term.