100 applicants for a job on linkedin … and still couldn’t find a fit.
Last week, I spoke to a client who had over 100 applicants for a job on linkedin … and still couldn’t find a fit.
To me this isn’t a surprise.
In 2025, the problem isn’t volume of applicants.
It’s how companies look for top tier talent.
Result?
100+ CVs
5–10% are even remotely relevant
(and for digital roles? sometimes not even that).
Interviews turn into mutual frustration. (you’re thinking “wrong fit,” they’re thinking “wrong job post,” and both sides are questioning life choices 😅)
Cool companies I know do it differently:
- They often share content that attracts the right talent.
- They activate warm networks: alumni, referrals, former freelancers.
- They go outbound with a real strategy (not with “Hi, I came across your profile 💔)
- And if needed they partner with people who actually know the market (hi 👋)
This isn’t luck. These companies have a good process.
It’s knowing where the good people hide, and how to reach them before your competitors do.
Struggling to fill a critical role?
I’ll help you, for less than it costs to review 100 irrelevant applications 😜
