How to find job openings that aren't advertised on traditional platforms.

Find job openings that aren't advertised. It's still the biggest shortcut in the job market — and, at the same time, the secret that almost no one really talks about.

Most people remain hostage to platforms that only show what's left after companies have already tried to resolve the problem internally.

Meanwhile, the truly interesting positions circulate in hallway conversations, WhatsApp messages, and glances exchanged at events.

Those who realize this early on stop fighting over crumbs and start playing on the right board.

Continue reading and find out more!

Summary of Topics Covered

1. Why do so many job openings never reach public platforms?
2. Networking as a Key to Find Job Openings That Aren't Advertised
3. LinkedIn: Practical Strategies for Hidden Opportunities
4. Direct Contact with Companies: When and How to Do It
5. Events, Groups, and Alumni: Places Where Job Opportunities Arise
6. Frequently Asked Questions

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Why do so many job openings never reach public platforms?

Posting an open position is, in practice, admitting that the company has failed to resolve the problem with those already on the job.

This costs internal reputation, screening time, and often money spent on headhunters or paid advertising.

That's why so many organizations prefer to start with their inner circle: someone they trust makes the recommendation, the manager already knows their background, and the risk is reduced.

There's also the secrecy factor. A leadership change, a new strategic project, a delicate restructuring—all of these things leak if announced openly.

I've seen cases where the position was created specifically to accommodate someone the company wanted to bring in discreetly, and the job posting only appeared after the person was already hired.

Recent research indicates that somewhere between 65% and 80% of hiring processes occur through non-public channels.

The number varies depending on the sector and hierarchical level, but the pattern is clear: the more senior or strategic the position, the less likely it is to appear on LinkedIn Jobs or Indeed.

Ignoring this fact is like fishing only on the beach and complaining that you don't catch anything big.

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Networking as a Key to Find Job Openings That Aren't Advertised

True networking has nothing to do with exchanging stickers or blatantly asking for a job.

It's about cultivating relationships where people feel comfortable talking about what's really happening—before it becomes an official announcement.

It's almost like having informants inside the castle: they see the activity before the doors open to the public.

And the most curious thing is that most of these conversations begin with genuine questions, not direct requests.

Consider Pedro, a data analyst who, after a layoff, stopped sending out resumes and started sending short audio messages to former colleagues: “Hey, I noticed your field is growing quite a bit.

"How's the atmosphere in there?".

One of these audio messages reached someone who had just heard from the manager: "We need someone strong in SQL and DBT, but we haven't opened the position yet.".

Two weeks later, Pedro was at the interview table—without ever having seen the advertisement.

Ana experienced something similar. She attended a monthly growth marketing meetup.

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In one edition, during a coffee break, she casually commented to a colleague: "I'm missing more experimental projects, like crazy growth loops.".

Her colleague replied immediately: "Look, we're putting that together right away, but HR hasn't approved the announcement yet." Ana was nominated the next day.

The job posting was never published.

LinkedIn: Practical Strategies for Hidden Opportunities

LinkedIn is not just an online resume; it's an intentions radar.

Managers and recruiters post things like "growing the product team, if you like X send me a DM" or "who works with Y and is open to talking?".

These publications are invaluable because they signal real demand before the bureaucracy gets in the way.

Commenting with a helpful observation on these posts—without being flattering—will put you on their radar.

Even better: publish your own content that shows how you think about the issues in the field.

Those who read and identify with your work tend to remember you when a job opportunity arises.

An underutilized setting: making "Open to opportunities" visible only to recruiters while simultaneously closely monitoring target companies.

When someone posts about inner growth, send a short and specific message.

Don't ask for a job; show genuine curiosity about what the company is doing.

Quick overview of what typically generates the most return on LinkedIn:

Action	Expected return	Realistic pace
Comment on strategic posts	High organic visibility	4–6 times per week
Personalized messages	Response rate 15–30%	4–8 per month
Post your own content	Attract inbound traffic (people seek you out).	1–2 per week
Keep "Open to..." discreet	Recruiters will find you.	Always connected

Direct Contact with Companies: When and How to Do It

Sending an email to HR or a manager who doesn't have an open position might seem risky, but that's exactly what differentiates average candidates from those who end up being hired ahead of the competition.

The trick is to never write "I'm looking for a job".

Write: “I read about the launch of product X and noticed that you are addressing problem Y in a way I've never seen before in the market.

I've been working on this quite a bit and I'd like to have a quick chat about how I see the space evolving.

This approach demonstrates that you have studied the company, understand the challenges, and want to contribute—not just earn a salary.

Managers respond to this much more than to generic resumes.

It doesn't always turn into an immediate interview.

But it becomes a name in their memory. When the need arises, guess who they think of first?

Events, Groups, and Alumni: Places Where Job Opportunities Arise

Events — whether in-person or virtual — remain the environment where the best conversations happen.

Five minutes of honest conversation are worth more than fifty cold applications. People let their guard down and tell what's really going on.

Closed WhatsApp, Telegram, Discord, or Slack groups of former colleagues, bootcamps, and technical communities are another goldmine.

Someone always comments: "My team urgently needs a senior DevOps engineer." Those who are paying attention pick up on these cues.

Alumni networks (university, short courses, accelerated programs) have a special significance: there is a natural sense of identification.

People want to help those who come from the same place.

If the best opportunities circulate among those who already know each other, why are you still waiting for the "Apply" button?

Frequently Asked Questions

Question	Direct and realistic answer.
How long does it take to see results?	2 to 6 months with consistency; sometimes weeks when the connection is hot.
Do I need a giant network?	No. 40–80 active and well-nurtured contacts beat 5,000 lukewarm connections.
Does cold messaging really work?	Yes — as long as it's short (4-6 lines), specific, and focused on the value you deliver.
What if I don't have experience in big tech?	Start with SMEs, startups, and former colleagues. Networking is built from the bottom up.
Is it worth paying for a networking course?	Almost never. The learning that matters comes from trying, failing, and adjusting in practice.

Want to go deeper?
→ How to use LinkedIn to access the hidden market.
→ The hidden job market explained.
→ Job openings that never appear on LinkedIn.