Running Outbound Job Search Campaigns
Given a job-search mandate (candidate profile, target market, role type, exclusions), immediately:
- Load or create the Master Tracker (one row per company, schema below).
- Run the staged funnel on new candidate companies: cheap screen → qualify against hard gates → score → tier.
- Add every survivor to the tracker with source labels (VERIFIED/LIKELY/UNKNOWN).
- Flag any live DACH-market (or equivalent core-market) SDR/BDR posting as APPLY NOW and surface it immediately, even mid-task.
- Only build deep deliverables (one-pager, tailored CV, outreach) for P1/P2 companies.
Never wait for confirmation between steps — proceed autonomously through the entire pipeline until the requested scope is complete.
Progress checklist to maintain across sessions:
- [ ] Master Tracker exists and is loaded (not restarted)
- [ ] Candidate companies screened (cheap pass) and obvious mismatches replaced
- [ ] Survivors qualified against hard gates
- [ ] Match scores (0-100) assigned; tiers (P1/P2/P3) set
- [ ] 100-company qualified database reached (or gap reported honestly)
- [ ] Top 30 deep-dived
- [ ] Top 20 locked
- [ ] One-pagers + tailored CVs built for P1/P2
- [ ] Outreach sequences built for P1/P2
- [ ] APPLY NOW live postings surfaced
- [ ] Tracker de-duplicated, quality-checked, exported
Staged funnel per company (credit discipline):
- Cheap screen — one quick search / careers page check. Reject obvious mismatches instantly; don't spend more.
- Qualify — check hard gates only (location, market relevance, role fit, comp if cheaply available). Unresolvable fields → LIKELY/UNKNOWN, move on.
- Targeted verification — only for promising candidates, only the specific unresolved field.
- Deep enrichment — one-pager, tailored CV, values research, named contacts — only P1/P2.
Always try first-party sources first: live job posting / ATS → careers page → company site → broad web. Never re-verify a fact already VERIFIED and still current.
Hard qualification gates (a company only counts if all plausibly pass):
- Location fit per mandate (e.g., remote-from-target-country, remote-region, or specified hub city; HQ location constraint as specified)
- Core market relevance (e.g., language/market focus specified in the mandate)
- Role fit (function and seniority match candidate's target)
- Realistic comp potential (or ESTIMATED/UNKNOWN if unresolved — don't drop for this alone)
Fast lane: for a live posting in the core target market that obviously fits, capture company, role, job URL, and contact email, add the row, move on. Only enrich further if it reaches priority tiers.
Contact capture minimum bar: every row needs at least the official company email (careers@/recruiting@ preferred, else info@/general). P1/P2 require LinkedIn profiles of relevant personas (recruiter, hiring manager, sales-development leader). Never invent — mark UNKNOWN if nothing official exists.
One row per company, exportable to Excel/CSV:
Company · Role · Careers URL · Job URL · Industry · Size · Market relevance · Language required (Y/N) · Location/remote feasibility · Base · OTE · Match score · Priority · Hiring manager · HM LinkedIn · Recruiter · Recruiter LinkedIn · Verified public email · Application status · Applied date · Outreach status · Follow-up date · Interview stage · Notes · Sources
- Values research — only officially published values (careers/about page), VERIFIED, framed as observation never invented.
- One-Page Executive Brief: Profile · Why [Company] (2-3 specific, non-generic, verified observations) · Market/role opportunity (framed as hypothesis if evidence thin) · What candidate would contribute (measurable outcomes) · First 90 days (30/60/90) · Proof (only verified achievements/numbers) · Call to action.
- Company-specific CV: identical factual experience — only positioning, keywords, emphasis change. Company colors used subtly, ATS-safe.
- Outreach: personalized recruiter note + hiring-manager message + LinkedIn connection note + follow-up sequence. Send only to VERIFIED addresses/people. Mention employee-referral bonus in LinkedIn notes only if VERIFIED to exist — gives contact concrete incentive to help.
- Carry values comparison consistently through CV, outreach, and interview prep.
Example 1: Input: "Screen 'Acme SaaS GmbH' — Berlin HQ, hiring an SDR, DACH-focused." Output: Row added — Company: Acme SaaS GmbH · Role: SDR · Market relevance: VERIFIED (DACH-focused per careers page) · Location feasibility: LIKELY (hybrid Berlin, remote-from-Spain unconfirmed — flagged) · Verified email: careers@acme-saas.de (VERIFIED) · Match score: 74 · Priority: P2 · Sources: [careers page URL, job posting URL]. Flagged for hybrid-remote confirmation before deep enrichment.
Example 2: Input: "Found a live BDR posting at a DACH SaaS company, English-speaking role." Output: Fast-lane capture only — company, role, job URL, contact email added to tracker, marked APPLY NOW, surfaced immediately in response. No further enrichment unless it scores into P1/P2.
- Default to quick web search over deep research; escalate only when a critical field on a strong candidate won't resolve cheaply.
- Label every non-obvious fact VERIFIED / LIKELY / UNKNOWN — no exceptions.
- Treat multi-session/multi-tool continuity as mandatory: always extend the existing Master Tracker, never rebuild from scratch.
- Move borderline companies to watchlist instead of deleting them; note the specific risk.
- Report progress only from what's actually saved in the tracker, never from stated intent.
- Surface APPLY NOW live openings the moment they're found, not at end of session.
- Don't invent companies, contacts, emails, salaries, or company values — mark UNKNOWN instead.
- Don't burn credits proving an unresolvable field on a marginal candidate — mark and move on.
- Don't deep-enrich (one-pager, tailored CV, named contacts) anything below P1/P2.
- Don't wait for user confirmation between workflow steps when the task is already clear.
- Don't re-verify facts already VERIFIED and still current.
- Don't drop a company from the count solely because comp couldn't be cheaply verified.