Chapter 7: For Each Company, Find 3 Key Contacts

“You’ll need to research and record names, roles, and relevant info. These should be decision-makers or insiders worth building rapport with.”

The map is built — now it’s time to navigate.

You’ve defined your direction (Chapters 1–3), built your plan (Chapter 4), and identified the 25 companies that align with your compass (Chapter 6).

Chapter 7 turns that strategic clarity into human connection — transforming companies into people, and opportunity into conversation.

Why This Matters

Opportunity flows through people, not postings

According to LinkedIn and SHRM, more than 70 percent of roles are filled through referrals or internal introductions.

That means the real job market isn’t public — it’s relational.

Each connection you form expands your access to hidden opportunities and contextual insight. Social scientists call this network activation — the process of converting dormant relationships into living ones that carry information, trust, and momentum.

The science behind connection

Research on the Strength of Weak Ties (Granovetter, 1973) found that acquaintances, not close friends, are most likely to surface new opportunities.

Why? Because they live in different networks — they have access to circles you can’t see.

Add to that reciprocity (Cialdini) — the principle that genuine curiosity and small gestures of value foster goodwill — and social proof, the psychological shortcut people use to gauge trust.

Together, these concepts explain why thoughtful, authentic outreach consistently outperforms mass messaging.

When you build relationships with purpose, you’re not “networking.” You’re creating trust at scale.

How to Do It Well

1. Start with intention

Before you reach out, clarify why you want to connect. This isn’t about extracting favors — it’s about learning, context, and alignment. Lead with curiosity, not need.

2. Return to your 25 companies list

For each organization, aim to identify at least three people who form a relational triangle — each providing a unique vantage point inside the company.

Triangle Networking — Decision-Maker, Influencer, Insider

Decision-Maker – someone who owns or directs hiring decisions (e.g., manager, director, VP).
Influencer – a respected voice whose opinion shapes those decisions (e.g., cross-functional leader, thought partner, recruiter).
Insider – a peer-level employee who offers cultural insight, informal feedback, quiet advocacy, or an internal referral track.

These three perspectives give you a 360° view: how decisions are made, who makes them, and what it’s really like to work there.

3. Research and record intentionally

Use LinkedIn, company websites, conference bios, and industry forums to identify names, titles, and relevance.

Capture the following in one living document or CRM:

Name / Role / Department
Connection path (shared school, interest, or mutual contact)
Notes on recent activity or content
Ideas for genuine engagement

Think of this as your Relationship Radar — not a contact list, but a context map.

4. Engage before you ask

Interaction precedes introduction. Engage with their posts, share an article they’d value, or comment thoughtfully on something they’ve written.

When you do reach out, reference what drew you in — not what you want out.

5. Keep light but consistent touchpoints

Relationships compound through rhythm, not pressure. A thoughtful follow-up every few weeks keeps you top of mind without feeling transactional.

Vignette: Jordan Forges Relationships

Jordan, a product strategist in transition, had always relied on job boards — dozens of applications, almost no responses.

When she started focusing her time on key contacts, everything changed.

Jordan applied the Triangle Networking model: Decision-Maker, Influencer, Insider. One Insider mentioned an unposted project expansion, which led to an informal conversation with an Influencer — and eventually a warm introduction to the Decision-Maker.

“It wasn’t just about who I knew,” Jordan said. “It was about how I got to know them.”

That single connection turned months of static searching into a real dialogue about fit and timing.

Best Practices

Lead with curiosity. People respond to genuine interest, not polished scripts.
Build triangles, not tunnels. One contact rarely creates opportunity; three perspectives create context.
Track your touchpoints. Consistency beats intensity — log every interaction.
Add value early. A relevant article, introduction, or note of appreciation builds reciprocity.
Let trust grow naturally. Authenticity compounds faster than urgency.

Common Mistakes to Avoid

Contacting only Decision-Makers. You’ll miss cultural cues and hidden advocates.
Skipping research. Generic outreach erodes credibility.
Pushing too soon. Relationship before request — always.
Failing to document. Context fades; systems keep momentum.
Ignoring weak ties. Acquaintances often open the doors closest friends can’t.

Final Thought

Behind every company are people — each with their own story, influence, and circle of trust.

Mapping these connections turns a faceless organization into a community you can actually reach.

Triangle Networking is how you build that map: Decision-Makers who decide, Influencers who shape, and Insiders who inform.

It’s not just research — it’s relational strategy.

And as we’ll explore next, identifying the right people is only half the equation.

In Chapter 8, we’ll learn how to articulate the right message — turning connection into conversation.

References

Granovetter, M. (1973). The Strength of Weak Ties. American Journal of Sociology. https://doi.org/10.1086/225469
Cialdini, R. (2009). Influence: Science and Practice. HarperCollins.
LinkedIn Data (2023). Referrals and Network Connections Drive More Than 70% of Hires. https://business.linkedin.com/talent-solutions
SHRM (2022). Employee Referrals Remain Top Source of Quality Hires. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition
Harvard Business Review (2021). The Hidden Power of Social Capital. https://hbr.org/2021/01/the-hidden-power-of-social-capital

Original Post on LinkedIn. October 9th, 2025

~ Nicholas Brandenburg (Founder, Higher Impact People)

"Find Key Contacts" — Higher Impact People — Career Transition Guide

Chapter 7: For Each Company, Find 3 Key Contacts

“You’ll need to research and record names, roles, and relevant info. These should be decision-makers or insiders worth building rapport with.”

The map is built — now it’s time to navigate.

You’ve defined your direction (Chapters 1–3), built your plan (Chapter 4), and identified the 25 companies that align with your compass (Chapter 6).

Chapter 7 turns that strategic clarity into human connection — transforming companies into people, and opportunity into conversation.

Why This Matters

Opportunity flows through people, not postings

According to LinkedIn and SHRM, more than 70 percent of roles are filled through referrals or internal introductions.

That means the real job market isn’t public — it’s relational.

Each connection you form expands your access to hidden opportunities and contextual insight. Social scientists call this network activation — the process of converting dormant relationships into living ones that carry information, trust, and momentum.

The science behind connection

Research on the Strength of Weak Ties (Granovetter, 1973) found that acquaintances, not close friends, are most likely to surface new opportunities.

Why? Because they live in different networks — they have access to circles you can’t see.

Add to that reciprocity (Cialdini) — the principle that genuine curiosity and small gestures of value foster goodwill — and social proof, the psychological shortcut people use to gauge trust.

Together, these concepts explain why thoughtful, authentic outreach consistently outperforms mass messaging.

When you build relationships with purpose, you’re not “networking.” You’re creating trust at scale.

How to Do It Well

1. Start with intention

Before you reach out, clarify why you want to connect. This isn’t about extracting favors — it’s about learning, context, and alignment. Lead with curiosity, not need.

2. Return to your 25 companies list

For each organization, aim to identify at least three people who form a relational triangle — each providing a unique vantage point inside the company.

Triangle Networking — Decision-Maker, Influencer, Insider

Decision-Maker – someone who owns or directs hiring decisions (e.g., manager, director, VP).
Influencer – a respected voice whose opinion shapes those decisions (e.g., cross-functional leader, thought partner, recruiter).
Insider – a peer-level employee who offers cultural insight, informal feedback, quiet advocacy, or an internal referral track.

These three perspectives give you a 360° view: how decisions are made, who makes them, and what it’s really like to work there.

3. Research and record intentionally

Use LinkedIn, company websites, conference bios, and industry forums to identify names, titles, and relevance.

Capture the following in one living document or CRM:

Name / Role / Department
Connection path (shared school, interest, or mutual contact)
Notes on recent activity or content
Ideas for genuine engagement

Think of this as your Relationship Radar — not a contact list, but a context map.

4. Engage before you ask

Interaction precedes introduction. Engage with their posts, share an article they’d value, or comment thoughtfully on something they’ve written.

When you do reach out, reference what drew you in — not what you want out.

5. Keep light but consistent touchpoints

Relationships compound through rhythm, not pressure. A thoughtful follow-up every few weeks keeps you top of mind without feeling transactional.

Vignette: Jordan Forges Relationships

Jordan, a product strategist in transition, had always relied on job boards — dozens of applications, almost no responses.

When she started focusing her time on key contacts, everything changed.

Jordan applied the Triangle Networking model: Decision-Maker, Influencer, Insider. One Insider mentioned an unposted project expansion, which led to an informal conversation with an Influencer — and eventually a warm introduction to the Decision-Maker.

“It wasn’t just about who I knew,” Jordan said. “It was about how I got to know them.”

That single connection turned months of static searching into a real dialogue about fit and timing.

Best Practices

Lead with curiosity. People respond to genuine interest, not polished scripts.
Build triangles, not tunnels. One contact rarely creates opportunity; three perspectives create context.
Track your touchpoints. Consistency beats intensity — log every interaction.
Add value early. A relevant article, introduction, or note of appreciation builds reciprocity.
Let trust grow naturally. Authenticity compounds faster than urgency.

Common Mistakes to Avoid

Contacting only Decision-Makers. You’ll miss cultural cues and hidden advocates.
Skipping research. Generic outreach erodes credibility.
Pushing too soon. Relationship before request — always.
Failing to document. Context fades; systems keep momentum.
Ignoring weak ties. Acquaintances often open the doors closest friends can’t.

Final Thought

Behind every company are people — each with their own story, influence, and circle of trust.

Mapping these connections turns a faceless organization into a community you can actually reach.

Triangle Networking is how you build that map: Decision-Makers who decide, Influencers who shape, and Insiders who inform.

It’s not just research — it’s relational strategy.

And as we’ll explore next, identifying the right people is only half the equation.

In Chapter 8, we’ll learn how to articulate the right message — turning connection into conversation.

References

Granovetter, M. (1973). The Strength of Weak Ties. American Journal of Sociology. https://doi.org/10.1086/225469
Cialdini, R. (2009). Influence: Science and Practice. HarperCollins.
LinkedIn Data (2023). Referrals and Network Connections Drive More Than 70% of Hires. https://business.linkedin.com/talent-solutions
SHRM (2022). Employee Referrals Remain Top Source of Quality Hires. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition
Harvard Business Review (2021). The Hidden Power of Social Capital. https://hbr.org/2021/01/the-hidden-power-of-social-capital

Original Post on LinkedIn. October 9th, 2025

~ Nicholas Brandenburg (Founder, Higher Impact People)

"Find Key Contacts" — Higher Impact People — Career Transition Guide

Chapter 7: For Each Company, Find 3 Key Contacts

“You’ll need to research and record names, roles, and relevant info. These should be decision-makers or insiders worth building rapport with.”

The map is built — now it’s time to navigate.

You’ve defined your direction (Chapters 1–3), built your plan (Chapter 4), and identified the 25 companies that align with your compass (Chapter 6).

Chapter 7 turns that strategic clarity into human connection — transforming companies into people, and opportunity into conversation.

Why This Matters

Opportunity flows through people, not postings

According to LinkedIn and SHRM, more than 70 percent of roles are filled through referrals or internal introductions.

That means the real job market isn’t public — it’s relational.

Each connection you form expands your access to hidden opportunities and contextual insight. Social scientists call this network activation — the process of converting dormant relationships into living ones that carry information, trust, and momentum.

The science behind connection

Research on the Strength of Weak Ties (Granovetter, 1973) found that acquaintances, not close friends, are most likely to surface new opportunities.

Why? Because they live in different networks — they have access to circles you can’t see.

Add to that reciprocity (Cialdini) — the principle that genuine curiosity and small gestures of value foster goodwill — and social proof, the psychological shortcut people use to gauge trust.

Together, these concepts explain why thoughtful, authentic outreach consistently outperforms mass messaging.

When you build relationships with purpose, you’re not “networking.” You’re creating trust at scale.

How to Do It Well

1. Start with intention

Before you reach out, clarify why you want to connect. This isn’t about extracting favors — it’s about learning, context, and alignment. Lead with curiosity, not need.

2. Return to your 25 companies list

For each organization, aim to identify at least three people who form a relational triangle — each providing a unique vantage point inside the company.

Triangle Networking — Decision-Maker, Influencer, Insider

Decision-Maker – someone who owns or directs hiring decisions (e.g., manager, director, VP).
Influencer – a respected voice whose opinion shapes those decisions (e.g., cross-functional leader, thought partner, recruiter).
Insider – a peer-level employee who offers cultural insight, informal feedback, quiet advocacy, or an internal referral track.

These three perspectives give you a 360° view: how decisions are made, who makes them, and what it’s really like to work there.

3. Research and record intentionally

Use LinkedIn, company websites, conference bios, and industry forums to identify names, titles, and relevance.

Capture the following in one living document or CRM:

Name / Role / Department
Connection path (shared school, interest, or mutual contact)
Notes on recent activity or content
Ideas for genuine engagement

Think of this as your Relationship Radar — not a contact list, but a context map.

4. Engage before you ask

Interaction precedes introduction. Engage with their posts, share an article they’d value, or comment thoughtfully on something they’ve written.

When you do reach out, reference what drew you in — not what you want out.

5. Keep light but consistent touchpoints

Relationships compound through rhythm, not pressure. A thoughtful follow-up every few weeks keeps you top of mind without feeling transactional.

Vignette: Jordan Forges Relationships

Jordan, a product strategist in transition, had always relied on job boards — dozens of applications, almost no responses.

When she started focusing her time on key contacts, everything changed.

Jordan applied the Triangle Networking model: Decision-Maker, Influencer, Insider. One Insider mentioned an unposted project expansion, which led to an informal conversation with an Influencer — and eventually a warm introduction to the Decision-Maker.

“It wasn’t just about who I knew,” Jordan said. “It was about how I got to know them.”

That single connection turned months of static searching into a real dialogue about fit and timing.

Best Practices

Lead with curiosity. People respond to genuine interest, not polished scripts.
Build triangles, not tunnels. One contact rarely creates opportunity; three perspectives create context.
Track your touchpoints. Consistency beats intensity — log every interaction.
Add value early. A relevant article, introduction, or note of appreciation builds reciprocity.
Let trust grow naturally. Authenticity compounds faster than urgency.

Common Mistakes to Avoid

Contacting only Decision-Makers. You’ll miss cultural cues and hidden advocates.
Skipping research. Generic outreach erodes credibility.
Pushing too soon. Relationship before request — always.
Failing to document. Context fades; systems keep momentum.
Ignoring weak ties. Acquaintances often open the doors closest friends can’t.

Final Thought

Behind every company are people — each with their own story, influence, and circle of trust.

Mapping these connections turns a faceless organization into a community you can actually reach.

Triangle Networking is how you build that map: Decision-Makers who decide, Influencers who shape, and Insiders who inform.

It’s not just research — it’s relational strategy.

And as we’ll explore next, identifying the right people is only half the equation.

In Chapter 8, we’ll learn how to articulate the right message — turning connection into conversation.

References

Granovetter, M. (1973). The Strength of Weak Ties. American Journal of Sociology. https://doi.org/10.1086/225469
Cialdini, R. (2009). Influence: Science and Practice. HarperCollins.
LinkedIn Data (2023). Referrals and Network Connections Drive More Than 70% of Hires. https://business.linkedin.com/talent-solutions
SHRM (2022). Employee Referrals Remain Top Source of Quality Hires. https://www.shrm.org/resourcesandtools/hr-topics/talent-acquisition
Harvard Business Review (2021). The Hidden Power of Social Capital. https://hbr.org/2021/01/the-hidden-power-of-social-capital

Original Post on LinkedIn. October 9th, 2025

~ Nicholas Brandenburg (Founder, Higher Impact People)

"Find Key Contacts" — Higher Impact People — Career Transition Guide