Insider Secrets to the Unspoken Hiring Process

Have you tapped your network today, this week, this month as you’re wondering about the hiring process for that fantastic position you want?

• Well, it might not be real.

• Yes, that one.

• That made your heart skip.

• You wrote a custom cover letter for.

• You haven’t heard back.

We’re witnessing a fascinating disconnect in today’s hiring landscape: a system under pressure where both sides are struggling to connect.

It’s time to understand the unspoken realities and build a better approach, with a future where authentic relationships matter more than automated systems.

Navigating Today’s Job Market

“We’re definitely hiring, all the time,” says the company that just told shareholders they’re cutting costs by 15%.

Surprisingly or in this case not, the same VP who announced a hiring slowdown in Tuesday’s all-hands still needs to approve new job postings on Wednesday.

Why?

Because “strategic recruiting never stops,” a nod to the ongoing importance of pipeline-building even when budgets freeze.

Notice they said recruiting, not hiring.

That Senior Director role you applied for? It may exist on the org chart but be caught in approval cycles or leadership changes, leaving both candidates and recruiters in limbo.

Pipeline Reqs: What They Are and Why They Exist

Last Tuesday, I spoke with a recruiter who shared an interesting story:

“Half my reqs (requirements or requisitions or positions) are what we call ‘pre-approved but not yet funded.’ We’re allowed to post them, screen candidates, even do interviews… but we’re running on hope and hypotheticals. It’s frustrating for everyone.”

These roles exist in a strange twilight, neither fake nor real. The needs are legitimate, but the funding isn’t lined up yet.

Recruiters are tasked with building pipelines, slates of people who they could hire if and when funding comes through.

But the thing is that in most organizations, these reqs will never actually get filled because they are not designed for that. The are designed to be nets to catch potential great hires.

I mean, let’s be honest: it’s a step toward in the right direction toward hiring. But to actually hire someone, a new position with funding will have to be created .

Now by my count, that is two positions that are posted that will not be filled with external candidates, no external job seekers. Great people will apply and pray for an interview.

But we know where this story goes. That’s 2x the wasted hope.

Positions that are posted that are not filled. Sound familiar?

You’re not imagining things. You’re just stuck in the freeze-frame moment of a broken system.

What Smart Candidates Are Doing Differently

Let me tell you about Alex.

After 67 applications and zero responses, he changed tactics. Before applying, he messaged someone he met online at a webinar:

“Hey, I saw this role posted. Are they actively interviewing candidates right now?”

What he really wanted to say:

“I don’t normally do this, but can you do me a solid? Tell me this position is real, please?! My head’s going to explode without any interviews!”

The reply came that same day:

“Between us, that role’s been open for nine months. The team lead left and hasn’t been replaced. But I can introduce you to someone who is hiring.”

Whew! That five-minute message saved hours of time in frustration, and got him in front of someone hiring for real.

“Hiring Context” Is Everything

This is the part where you think like a journalist. You’re writing the story of your work life, so dig in. Before applying to a position, make sure you know the answer to this question:

Why are they hiring now?

• Did they just raise a round of funding?

• Launch a new product?

• Recovering from layoffs?

• Reorganizing a business unit?

If the context makes sense go for it. Maybe the person who helped you learn the context could help get you a interview.

This little trick will save you time and heartbreak.

And in this market, it’s important to keep as much heart as you can in the tank, so to speak and important not to fall in love with a role just yet.

The Unspoken Reality of the ATS

Another interesting fact: Most of the the big tech giants do business with the government.

Well, that’s not the interesting part but please it’s coming.

Before an offer can be made, the position must be posted publicly for a certain amount of time according to government policy.

Even if someone is “wired” for the role, meaning the req has someone for the role already.

But you don’t know when a posting is wired now, do you?

But when that req gets posted, it’s then a mad dash to apply and not uncommon for 100 or more applicants in the first hour.

And then within a few days, that req becomes another ghost and disappears.

So that ATS or Applicant Tracking System often exists just as a system of record, to route hires, while the real sourcing and recruiting runs in parallel behind the scenes.

The resume you submitted? It might be still be sitting untouched in that system.

This isn’t negligence. It’s human. People trust people they know first.

But it doesn’t really help you or the folks who applied to it, now does it?

Real People Land Real Roles

Sophia, a longtime contact from my advertising days, just landed a role that was never posted.

She messaged a former Chief Marketing Officer she knew:

“I noticed your Q1 earnings mentioned expansion into Asia Pacific. I’ve launched three brands in that region. Are you building a team?”

They were.

Right place, right time. And yes, the hidden job market is real. Hard to see, even harder to stay inside, but very much alive.

Here’s how to navigate it:

• Pick your target orgs.

• Study their business needs.

• Show up with insight, not requests.

• Stay top of mind.

Sophia wasn’t looking for a favor. She was offering a solution.

The Relationship Market

Recently I heard 73% of senior hires last quarter came from existing relationships. The process is faster, and the results are better.

This is the direction smart recruiters are heading. Toward curated relationships.

By the time a job hits the public board, insiders have often already had their shot.

A Better Path for Everyone

If companies are hiring from networks, then build your network.

“Target people, not career pages.”

Reach out to those who feel the pain your experience will solve. With a resume AND a conversation.

Hiring leaders: be transparent. A “we’re in exploration” heads-up goes a long way toward respectful time use.

Offer a Solution. Don’t Ask for a Job.

When people connect directly, everyone wins.

Organizations meet talent who understand the mission. Recruiters spend less time sorting and more time matching. Candidates build relationships instead of playing keyword bingo.

Yes, your resume matters. But the best results are paired with connection, relevance, timing, and trust.

This people-centered approach always has been and will be the future.

Because AI can filter. But it can’t feel.

And when the process gets noisy, human connection cuts through.

Final Thought

Finding the right role is real work. Some of the hardest work most professionals ever do.

Why?

Because you only do it once or twice a decade. It’s unfamiliar. High stakes. And you rarely get enough reps to get good at it.

I’m Ken Persel, and I connect game changers.

I’m a professional job hunter. I help you get hired.

I’m an executive headhunter. I help you hire.

Thanks for reading.

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