Networking With Alumni Groups

Build connections when you don’t need them, so they’re there when you do. Networking is a long‑term investment. You never know what can happen tomorrow, whether it’s a new opportunity, an unexpected challenge, or a career pivot. By cultivating relationships early, you turn strangers into allies and potential into possibility. My pro‑tip? Develop your personal value proposition. 
- List your top 3–5 strengths and concrete examples of how you’ve helped others 
- Turn each into an “I help…” statement (for example, “I help marketing teams drive engagement through data‑driven storytelling”) 
- Use these statements to guide every outreach, ensuring you’re always offering value, not just asking for favors Then start from what you know. 1. Choose 5–10 people from your alumni network, former classmates, or close colleagues 2. Send a genuine note, share an article they might find helpful, congratulate them on a recent win, or simply ask how you can support them 3. No agenda. Just curiosity and a willingness to help Next, venture into the unknown. 1. Identify people at companies you admire or in roles you aspire to 2. Do your homework: reference a recent project, article, or speaking engagement 3. Reach out with a clear, value‑first message: “I enjoyed your piece on X; as someone looking to Y, I’d love to learn how you approached Z.” And keep the momentum going. 
- Schedule quarterly reminders to check in, share insights, celebrate milestones, or ask a thoughtful question 
- Track key dates (promotions, product launches, anniversaries) so your messages feel timely Your network matters. When you need advice, an introduction, or anything really, you’ll already have authentic connections. And at the end of the day, already built connections where you can leverage the relationships > dry unknowns ‘Hey, I need help’ messages. #StephSynergy

Your corporate alumnus is one of the easiest paths to net new meetings, but it's not who you worked with before, it's who you work with now. Here are two strategies - one for ICs, and one for corporate teams: IC: Set two searches in LinkedIn Sales Navigator: First: Current company: type in your co name and hit the "exclude" button Past company: your company Work flows: add in your account lists or CRM-integrated territory Seniority Level: Director+ RESULT: a repository of people who used to work for your company, who still have allegiance to them (most likely) and who are senior enough to help you with internal intros. Second: Just save that above search. That's it. Every time someone leaves your company and goes to your territory, you'll be notified. Then, go pounce with a killer Show Me You Know Me email or connection request OR just ask people you both know for an intro to up the odds they'll reply. Corporate: Create an alumni program. Any time a senior leader, top performer, 10+ year veteran, or hell, anyone with a few years of tenure leaves, offer them a referral agreement as part of their package. We do it with influencers, why don't we do it with alumni? If they opt in, you can lead route them to the correct seller/team upon their announcement of their new role, again, all with a simple Sales Navigator license, and presuming they don't go to a competitor. 😉 Even better, you can create a dashboard and have an SLA around outreach so you can measure the effectiveness of this program. Your leaders can manage to these metrics, too, just like they do for inbound leads. **************************************************************** As I said in yesterday's post, a lot of what's broken in our prospecting motion doesn't take millions of dollars in tech and consulting - it comes down to a few smarter ideas, to some better messaging, and to showing up to discovery calls like humans that want to solve, not to sell. #samsales #saas #SMYKM #linkedintips

Our client pivoted from Sales to Data Analytics. They did it with no formal data experience. Here are 6 strategies they used to make it happen: Context: When our client reached out, they were stuck. They had spent months applying to data analyst roles with no success, despite completing a data analytics course. They had even received a verbal offer that was later rescinded. Frustration was building, and they were considering a return to account management. We teamed up with them, and things started to change: 1. They Clarified Their Target Role Before working with us, their approach was to just apply to any and every data analytics role that popped up. We helped shift that mindset to focus more of our energy on a smaller set of highly-aligned companies. They used this clarity to create a “Match Score” for each opportunity—filtering out roles that didn’t align with their ideal job. 2. They Optimized Their LinkedIn For What Employers Wanted To See Before joining, they weren’t getting any outreach for roles on LinkedIn. We revamped their LinkedIn headline and profile to include keywords specific to the Data Analytics space as well as projects that illustrated their capabilities. Then the inbound messages began to roll in. 3. They Shifted Their Time From Online Apps To Networking Instead of just applying online, they reached out to alumni from an analytics bootcamp they attended. They specifically focused on people who had successfully transitioned into data roles. One alum gave them insider insights into the hiring process at a target company and even suggested key skills to emphasize their application. 4. They Built A Consistent Outreach System They started sending 5 personalized LinkedIn messages per day to data professionals. They focused on asking for advice, then taking action on it and using it to open the door for a follow-up. This helped build rapport and trust, which led to multiple referrals and interviews. 5. They Went Deep On Interview Prep They knew that other candidates would likely have more “traditional” experience to lean on, so they went deep on interview prep. For technical interviews, they built a portfolio project analyzing Airbnb data to showcase SQL and visualization skills. For behavioral interviews, they prepared answer examples that tied directly into the company’s biggest needs and goals. 6. They Stayed Persistent & Flexible Originally, the recruiter who reached out was asking about a business analyst role. After pitching their SQL and Python skills, our client convinced the recruiter to get them in the door for a data analytics position. Then they used their networking to gain insider info on goals and challenges which they pitched in their interview. That approach secured the offer.

When a CEO publicly invites ex‑employees to return, it’s not nostalgia — it’s a strategic power move. Not every call to your ex is discouraged. Deepinder Goyal’s open invitation to Zomato alumni wasn’t a “viral moment” — it was an honest, humble, and business‑driven pitch to rehire boomerang talent. Alumni hiring has always been one of the most effective ways to bring back proven performers — people who have lived, survived, and thrived in the company’s culture. Yet surprisingly few organizations invest meaningfully in engaging their alumni network. What stood out in Deepinder’s note was the transparency. He openly acknowledged past challenges, admitted where things weren’t perfect, and still confidently laid out why Zomato is a compelling place to return to. This wasn’t an HR exercise. It was a business imperative — a CEO making a sincere call to those who helped build the company in its early years. As someone who boomeranged back to Capgemini after 3+ years, I can vouch for the power of a strong alumni program. Capgemini never disconnected — I still remember joining an alumni call where then‑CEO Ashwin Yardi shared business updates, and I even won the brand quiz. That level of continued engagement matters. Of course, companies need fresh talent, new perspectives, and diverse thinking. But the balance should never tilt too far in one direction. Success often comes from the blend of people who know how to navigate the internal system and those who can challenge it. Because talent attraction is far more than employer branding or a recruitment marketing campaign. It’s about authentic messaging that answers the “Why”. #Alumni #EmployerBranding #RecruitmentMarketing #Hiring

My Relationship-Building Guide (Networking – if we must call it that) After 20+ years in finance, tech, healthcare, and games, I’ve never cold applied to a job. Not once. I'm giving you all my secrets for nothing because I want you to succeed. Every role I’ve ever had came from relationship building. Not from privilege. Not from inherited connections - I had none from my family. Well before any follower count or regular content creation (didn't do that at all until 4-5 years ago). Just consistent effort to connect with people I genuinely respected. This isn’t a cheat code. It’s not fast. It’s not always comfortable. But it is learnable. Important context: I deeply respect concerns around equal access, neurodiversity, comfort zones, and systemic bias. I’m naturally shy too. This isn’t dismissive – it’s practical for the world we’re in. Here are 30 relationship-building principles that shaped my career: 1. Start with alumni networks (school, bootcamps, online courses). Low barrier, real common ground. 2. Be visible online and in person. Familiarity builds trust. 3. Ask: “Is there anyone else I should talk to?” It multiplies your network. 4. Don’t lead with desperation. Lead with curiosity + steadiness. 5. Job talk starts at conversation 3 (minimum). Build trust first. 6. Only build relationships you actually want. No pretending. 7. Always have 5 mentees. Helping keeps you grounded and useful. 8. Always have 5 mentors. Growth never stops. 9. Maintain 10 meaningful conversations. Not 200 weak ties. 10. Say yes to events, then figure it out. 11. Find access (scholarships, discounts, partners). Ask. Research. 12. The “I’m in town” BD trick works. Confirm meeting, then book travel. 13. Celebrate others authentically. Show real appreciation with specifics. 14. Relationships often resurface years later. Be kind always. 15. Think in one-year arcs. Plant seeds. 16. Ask for conversations, not favors. 17. Some of the best convos are about nonsense. Be a person. 18. Never ask what you can Google. Respect time. 19. Map orgs like a business developer. Do homework. 20. Avoid tunnel vision. Great relationships come from unexpected places. 21. Curate your circle. Let go of what drains you. 22. Your performance is your best networking. Reputation travels. 23. Treat people like you're their friend, not their fan. 24. Leave people wanting more. Warm + concise wins. 25. Track outreach (I keep a simple CRM). Helps you be intentional. 26. Keep notes on key people (kids, pets, interests) because you care. 27. Think before you speak. Two minutes changes everything. 28. Be a 5x giver. Lead with generosity. 29. Be authentic and quirky. Realness is memorable. 30. Put good into the world. Giving creates trust that compounds. Here is the long-form of this guide in article form, if you want to learn more: https://lnkd.in/emKD4c93

A common pain point students struggle with? Networking outreach They know they should be reaching out to professors, alumni, industry professionals, etc. But don't know what to say in their outreach. Here's a battle-tested approach the students I work with use when drafting their message: → Prep • Research the person on LinkedIn, Google, etc. • Identify common ground between you two • Think about why you are connecting → Structure [1] Intro + common ground [2] Purpose for outreach [3] Call to action (CTA) → CTA • Clear, reasonable ask • Make it a request, not a demand • If you ask for a meeting, provide availability* (*Unless you do so in a LI connection note where space is limited.) — Let's imagine you're looking for an informational interview with an alum who is in your target field. Common ground = Your university Purpose = To learn about their role / field CTA = Request for an informational interview Email is typically your best bet because the average person checks their inbox several times a day. However, LinkedIn can be another effective avenue. (Example templates for both email and LI connection note are in the carousel.) If you have a mutual connection, it can be beneficial to namedrop them in your email. A simple sentence like “Professor Jackson recommended that I reach out to you regarding [topic].” will do. — Does this approach guarantee a response? No. Is this the only way to go about this? No. But it's an approach that has helped many of my students initiate meaningful conversations and relationships. Your outreach is the first impression you give, so it's worth paying attention to. — PS. If connecting via LI, always check if the person has an "Open Profile" (simply click on "Message"). If they do, you can send them a DM without connecting, even if you don't have Premium.

"I hate networking." I hear this all the time. And I get it. The idea of walking up to strangers at events, making small talk, and asking for favors feels forced and uncomfortable. But here's the truth: networking doesn't have to feel like networking. Here's how to build genuine connections without being awkward: Start with warm connections. Don't cold message strangers on LinkedIn. Start with: → Former colleagues → Alumni from your school → Mutual contacts who can introduce you → People you've worked with before These conversations are easier because there's already a foundation. Lead with offering value, not asking for favors. Don't start with: "Can you help me find a job?" Start with: "I saw your post about [topic] and thought you might find this article interesting." Or: "Congratulations on your new role! I'd love to hear how it's going." Give first. Ask later. Use LinkedIn to build relationships before asking for anything. Don't send a connection request and immediately ask for something. Instead: → Engage with their posts (thoughtful comments, not just "Great post!") → Share their content when it's relevant → Send a message just to catch up, no agenda Build the relationship over time. When you do reach out, make it easy for them. Don't say: "Can I pick your brain?" Say: "I'd love to hear about your experience at [Company]. Would you be open to a 20-minute coffee chat? I'm happy to work around your schedule." Be specific about what you're asking for and respect their time. Schedule "informational coffee chats" instead of calling it networking. Reframe it in your mind. You're not networking. You're: → Learning from someone's experience → Having a conversation about your industry → Building a relationship with someone interesting Take the pressure off yourself. Follow up and stay in touch; don't just reach out when you need something. After the conversation: → Send a thank you note within 24 hours → Share an article or resource they might find useful → Check in every few months (congratulate them on wins, share updates) Stay on their radar in a genuine way. The best networking doesn't feel transactional. It feels like building real relationships with people you respect. And those relationships? They're the ones that actually lead to opportunities. Save this post so you're ready to network without the awkwardness.

One trick that helped me get job at Walmart 3 months before graduation- NETWORKING! 👉I reached out to approximately 3,500-4,000 people on LinkedIn since December 2023. 👉About 300-400 individuals responded. 👉I engaged in calls or email conversations with 150-200 people through platforms like Topmate.io, Zoom, LinkedIn calls, phone calls, email, and ADPList.org. 👉There were days when I had continuous calls booked from 5pm to 11pm, one after another 👉These conversations helped me get my resume reviewed, receive feedback on my approach, and learn to articulate my work more effectively. How I achieved such a high response rate: 1. I started by reaching out to my 1st-degree connections. 2. Then, I contacted people from my past companies who are currently working in the US. 3. Next, I connected with people who graduated from my college. 4. Finally, I expanded to 2nd-3rd connections (it's easier to get a response when you have a common connection). Pro tip: Always try to find a common thread with the person you're reaching out to – it significantly increases your chances of getting a response While most interactions were one-time occurrences, many evolved into weekly connections. The best part about networking is gaining friends within your domain who not only help you grow but also understand your journey and hustle. This win goes to everyone who responded and agreed to spare their time for a call. However, special special mention to: Aditya Khandelwal who became both a mentor and such a great friend. He guided me throughout the process, took mock interviews, provided honest feedback, and helped me improve my approach. Also listened to all my rants the entire time 🙈 Salvatore V. Vicarisi Jr. who so generously helped me navigate the stressful process. Consistently boosted my morale, checked in before and after every interview, and always ended call with refreshing, positive pep talks. Had the loudest cheer when I got the job🥹 There were so many people i just connected once sharing roles and providing me referrals left right and center , grateful for you all❤️ Building genuine connections made all the difference for me. Don't hesitate to reach out and learn from others in your field!

Leveraging Industry Experience for Career Advancement: My Top Strategies As a professional with over 30 years in the auditing field, I've learned that leveraging industry experience is key to career advancement. Here are my top strategies: Networking with Purpose: Building a strong network within your industry can open doors to new opportunities. Attend industry events, join professional groups, and actively engage with peers on platforms like LinkedIn. Continuous Learning: Stay abreast of industry trends and changes. This could be through formal education, workshops, or self-study. Being knowledgeable positions you as an expert in your field. Sharing Knowledge: Don’t just accumulate knowledge; share it. Write articles, give talks, or mentor others. This not only reinforces your own learning but also establishes your reputation as a thought leader. Embracing Change: In today’s dynamic business environment, being adaptable is crucial. Embrace new technologies and methodologies to stay relevant. Setting Clear Goals: Know what you want to achieve in your career and set specific, measurable goals. This helps in focusing your efforts and tracking progress. In my journey to help elevate PKF-CAP to a top-ranking firm in Singapore, I've applied these strategies consistently. Networking has opened new business avenues, while continuous learning has ensured our services stay top-notch. By sharing my knowledge, I've built a strong personal brand that complements our firm’s growth. Question for the Community: What strategies have you employed to leverage your industry experience for career advancement? Share your insights.

Stop Applying and Waiting—Use the 2-Step Method Instead It’s not enough to apply for a job and hope for the best. And mass-applying—whether manually or with an AI tool—won’t get you hired faster. Instead, use the 2-Step Method to stand out and gain an advantage. 🔹 Find a job → Find a contact 🔹 Find a contact → Find a job By taking this approach, you’ll not only differentiate yourself from other applicants but also gain the support of an insider who can help your resume get noticed. Step 1: Apply Strategically This part is straightforward. ✔ Find a job online. ✔ Tailor your resume to highlight your most relevant qualifications. ✔ Write a thoughtful cover letter that explains why you want to work at the company—this means doing real research beyond just knowing their name. Step 2: Find an Insider This is the step most job seekers skip—but it’s the game-changer. Find someone who currently works (or previously worked) at the company and reach out. Yes, it takes effort, but securing an internal advocate, ally or informant dramatically increases your chances of getting noticed. This is called an employee referral, and it’s one of the most powerful ways to land an interview. 💎 Reversing the 2-Step: Start with People, Then Find the Job 💎 If you have a list of target companies, begin by identifying people you know who work there. Reach out and reconnect—even if there’s no job opening at the moment. Why? ✔ They may know about a job before it’s posted. ✔ They could refer you when something opens up. ✔ They might introduce you to someone hiring elsewhere. Not everyone will respond, and not every lead will pan out—but what if just one does? That’s all it takes. Use LinkedIn to Find Insider Connections LinkedIn is the best tool for this. 📌 Visit a company’s LinkedIn page and see who works there. 📌 Check your connections—first-degree contacts are ideal, but second-degree can be valuable too. 📌 Use your college/university alumni network to find former classmates at your target companies. AI can’t replace human-to-human connection. And while this takes effort, the hard work can pay off. Try the 2-Step Method for a few weeks and see how it changes your job search.