Taking Back Control of Your Job Search
Why the Job Search Feels Broken—and How to Fix It
A lifetime ago, I was a teacher and a college advisor, helping juniors and seniors navigate the stressful process of choosing a school. Recently, I’ve found myself returning to one of the strategies from those days as a useful metaphor for clients struggling to reenter the workforce. Searching for a job, much like selecting a college, is fraught with pressure—full of high-stakes decisions that can feel defining, and missteps that may take time to recover from. Of course, the stakes are even higher now; adults don’t usually have the fallback of moving back into mom’s basement if things don’t work out. Still, the strategy holds up. Back then, we encouraged students to organize their options into three buckets—safety, target, and reach schools. Today, in the job market, the same approach applies: focus on roles that are achievable, ones that are within reach, and those that are truly aspirational.
I believe something is fundamentally broken with the way we look for jobs today. Instead of opening doors, technology has created new barriers—electronic gatekeepers that often prevent strong, qualified candidates from ever moving past the first screening. In fact, Workday is even facing a potential class action lawsuit, with claims that its algorithms discriminate based on age, race, and disability. Add in recruitment firms, platforms like LinkedIn or Indeed, company career boards, and applicant tracking systems that rely on keywords most people don’t even know to use, and the process starts to feel like a maze with no clear exit.
On top of that, AI now writes résumés, job descriptions, and cover letters on both sides of the process, making it harder than ever to stand out. The result for many job seekers is a draining cycle of rejection and ghosting—without ever having the chance to speak to a real human being who might recognize their skills and potential.
As a coach, I remind people: it’s not you, it’s the system. And once you see the system for what it is, you can learn how to navigate it with intention, strategy, and a little less self-blame.
Let’s return to strategy and the three-bucket system—organizing jobs into achievable, reachable, and aspirational. Categorizing opportunities this way allows you to approach your search more deliberately, with greater self-awareness and a stronger sense of control. Once you’ve created your buckets, break them down further by geography, company, sector, pay scale, and benefits—a pros and cons assessment that grounds your choices in reality. From there, rank each bucket so you have a clear list of the most attractive opportunities.
With your targets defined, you’re ready to start applying. But before you dive in, here are some practical tips to help you move past ATS filters, recruiters, and other gatekeepers—and connect directly with decision makers:
Tailor Your Résumé for Each Role
Use the exact language and keywords from the job description.
Mirror job titles, skills, and responsibilities where they match your experience.
Avoid overloading with jargon—focus on clarity and alignment.
Optimize for ATS-Friendly Formatting
Stick to simple, clean layouts (no tables, text boxes, or graphics).
Use standard fonts and clear section headings (e.g., “Experience,” “Skills”).
Save as a Word document or PDF, depending on the employer’s preference.
Leverage Keywords Strategically
Identify 8–12 key phrases from the posting (skills, tools, certifications).
Weave them naturally into your résumé and cover letter.
Include both acronyms and spelled-out terms (e.g., “SEO” and “Search Engine Optimization”).
Network Your Way Around the System
Reach out to current employees at the company through LinkedIn or alumni networks.
Request short informational calls to learn more (don’t lead with “Can you get me a job?”).
Referrals dramatically increase your chances of being seen by a decision maker.
Engage Recruiters, But Don’t Rely on Them
Be polite, concise, and responsive with recruiters.
Recognize they work for the company, not for you—your best interest may not always be theirs.
Keep control of your search by pursuing direct connections at the same time.
Go Beyond LinkedIn Applications
If you see a role online, apply through the system and email a decision maker directly.
Hiring managers, team leads, or department heads are often listed on company websites or LinkedIn.
Make Your Cover Letter Work for You
Use it to highlight cultural fit and unique strengths that don’t appear in a résumé.
Keep it short, story-driven, and tailored to the role.
Demonstrate Value Publicly
Share insights, case studies, or thought leadership posts on LinkedIn.
Comment meaningfully on industry conversations.
Visibility builds credibility before you even apply.
Prepare a “Human-Friendly” Version of Your Résumé
Once you’ve cleared the ATS, decision makers will be reading.
This version can be more visually appealing, with stronger storytelling and impact.
Follow Up Thoughtfully
If you don’t hear back, send a polite follow-up email after 7–10 days.
Express genuine enthusiasm and a willingness to contribute.
Persistence (without pestering) keeps you top of mind.
While the system may be stacked with obstacles, it’s not unbeatable. By organizing your opportunities thoughtfully, tailoring your applications, and finding ways to connect directly with decision makers, you can cut through the noise and make yourself seen. The job search will never be without its challenges, but with strategy and perseverance, you can move from feeling stuck on the outside to taking your place at the table. With focus, persistence, and self-awareness, you give yourself the best chance not just to land a role, but to land the right role.