15 Ways to Become Irresistible to Employers ‣ Diverse Daily

By Jeff Altman, The Big Game Hunter

If you want to be chased instead of ignored, stop acting like an applicant and start operating like a business that solves specific problems.

1–5: Become a Clear, Obvious Solution

Pick a painful, expensive problem—and own it.
Vague candidates get ghosted. Decide what problem you solve (churn, low pipeline, messy ops, high turnover, weak onboarding) and build your entire professional story around that one thing.
Rewrite your profile as a sales page, not a bio.
Your headline and About should read like: “I help B2B SaaS companies cut onboarding time by 40%” or “I turn chaotic HR into compliant, people-first systems.” Make it instantly obvious why someone would pay you.
Design a “problem → action → proof” resume.
Every bullet should show the business problem, what you did, and the measurable result: “Missed SLAs by 25% → redesigned queue and playbooks → 94% on-time delivery within 6 months.” No fluff, no tasks, just business impact.
Build a 1-page impact portfolio, not a vanity website.
One link, one page: 3–7 short case studies that each show the problem, your approach, the result, and a screenshot or artifact. This is what hiring managers forward internally when they say, “We should talk to this person.”
Specialize your online presence to one lane.
If your profile looks like you could do 12 different jobs, you’ll be contacted for none of them. Commit: one core title, one industry (or two related ones), one level. Depth beats breadth for inbound interest.

6–10: Show How You Think, Not Just What You’ve Done

Ship one “thinking artifact” weekly.
Post something that proves your brain works at the level they need: a teardown of a company’s funnel, a rewritten job posting, a better onboarding flow, a risk checklist, a systems map. Smart people recognize smart work.
Reverse-engineer job descriptions into mini playbooks.
Take a posting you want and draft a 30–60–90 day outline that directly addresses their metrics and headaches. Keep it tight, one page. This becomes a powerful attachment or talking point when you reach out.
Turn your experience into named frameworks.
Instead of “I improved onboarding,” talk about your “3-Step Onboarding Compression Method” or “Weekly Revenue Health Review.” Naming your process signals that you think in systems, not random tasks.
Practice “live problem solving” in public.
Comment on leaders’ and hiring managers’ posts with real micro-solutions: “If I owned this, I’d test A/B on X, then watch Y metric for 2 weeks.” You’re auditioning in the open; decision-makers are always watching.
Write for decision-makers, not peers.
When you post or comment, speak to the VP/Founder/Director’s concerns: risk, cost, time, growth, compliance, brand. Translate your work into those levers. That’s when senior people start DM’ing you.

11–15: Lower the Risk and Friction to Saying “Yes”

Build a “proof file” you can drop instantly.
Have 3–5 ready-to-send assets: a before/after case study, a short loom explaining a dashboard, a rewritten process, a one-pager of testimonials, a short training outline. When someone shows interest, you respond with proof, not promises.
Pre-handle the top three objections to hiring you.
Career pivoter? Address it head-on: “Here’s how my sales background makes me dangerous in CS.” Gap? “Here’s what I built/learned during that time.” New field? “Here’s the specific work I’ve already done to close the gap.” You remove mental friction.
Treat every interaction like a working session.
When you get time with a hiring manager or leader, don’t just talk about your past. Use part of the call to clarify their current challenges and sketch options live. People hire the person who already feels like part of the team.
Engineer warm proximity to people who make decisions.
Engage consistently with 20–30 targeted leaders and hiring managers over time. Thoughtful comments, occasional DMs, sharing something useful that clearly helps them. You want to be familiar before they post the role.
Make your ask specific, time-bound, and easy to grant.
Instead of “Let me know if you hear of anything,” try: “If you post or hear of remote senior CS roles in B2B SaaS, would you be open to tagging me or sending it my way? I’ll keep it short and make this easy on you.” Specificity respects their time and increases action.

You become desirable when you look like a focused, low-risk, high-leverage solution to a real business problem—not another generic applicant hoping to be picked. Build everything around that, and employers start coming to you.

Do What Recruiters Do

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

People hire Jeff Altman, The Big Game Hunter to provide No BS job search coaching and career advice globally because he makes job search

and succeeding in your career easier.

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