Get Hired
How To Find A Champion Inside A Company Before You Even Apply
The most underutilized strategy in any job search is also one of the most effective. Before you submit a single application to a target company find a person already working there who can advocate for you from the inside.
In sales we call this person a champion. In a job search context a champion is someone inside a target company who knows you exist, thinks positively of you and is willing to put your name forward, pass your resume to a hiring manager or provide a warm introduction to a recruiter. Having a champion inside a company does not guarantee you the role. But research consistently shows that referred candidates are hired at significantly higher rates than those who apply cold.
Here is exactly how to find one.
Step 1 - Identify Your Target Companies
Before you can find a champion you need a clear list of companies you are actively pursuing. This is not every company posting a BDR role. It is a curated list of 15 to 20 organizations you genuinely want to work for and where your background gives you a credible story.
Once you have that list the champion finding process begins before you apply to any of them.
Step 2 - Search LinkedIn For The Right People
Open LinkedIn and search for people who currently work at your target company in roles adjacent to the one you are pursuing. BDRs, AEs, Sales Managers and recruiters are all valid targets. So are people who work in functions you have a genuine connection to from your previous experience.
You are looking for second degree connections first. These are people with whom you share a mutual connection, which gives you a warmer pathway to introduction. If there are no second degree connections, first degree connections within your broader network who might know someone at the target company are worth exploring. Cold outreach to third degree connections is also possible but requires more care and a more compelling opening message.
Step 3 - Send A Message That Actually Gets A Response
The outreach message is where most people fail. They send something generic that reads like a mass template and gets ignored because it looks like one.
A message that gets responses is specific, brief, genuine and asks for something small rather than something large. It does not ask for a job. It does not ask for a referral. It asks for a conversation, a perspective or a piece of advice.
Message Template
“Hey Sarah, I noticed we are both connected to James at Clio and I saw you are an AE at Company Name. I am exploring a transition into tech sales and your company is one I have been genuinely excited about for a while. Would you have 15 minutes sometime in the next couple of weeks to share what the team culture is like and what drew you there? Would really appreciate the perspective.”
That message is short, warm, specific and asks for something that costs the recipient very little. Most people are willing to spend 15 minutes talking about their job to someone who is genuinely interested. Some of them become champions. All of them give you information you can use.
Step 4 - Turn The Conversation Into Advocacy
After a positive conversation follow up with a brief thank you and mention that you are planning to apply for the BDR role. Ask if they would be comfortable passing your resume along or if there is someone specific on the recruiting team they would suggest you reach out to.
Most people who have had a positive 15 minute conversation with you and then receive this ask will say yes. That small favor can be the difference between your application getting a second look and it being lost in a pile of 300.
They are not putting their reputation on the line in a significant way. They are doing a small favor for someone they found pleasant and credible.
Build a champion network inside every target company.
The SalesBuddy Method covers outreach strategy in depth including templates for every scenario.
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