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The POWER of Cold Calling in the Interview Process Recently, @Jack Knight shared some eye-opening insights with me about standing out during job interviews—and it starts with a cold call. A Director of SDRs told me that, out of hundreds of interviews, only two candidates had the initiative to pick up the phone and call him directly. Guess which potential hires left a lasting impression? Here’s the key: Do your research. Find the number. Craft a personalized message. And make the call. In a sea of candidates, the boldness to cold call can set you apart instantly. Don’t wait for an invitation; take the initiative and make your mark.

One of the best pieces of advice I’ve ever received from @Jack Knight is this: “DO THE JOB TO GET THE JOB.” But what does that really mean? Here are three invaluable takeaways from Jack that have made a big impact on my approach: 1. Do Your Research: Go deep. Understand the role, the company, the leadership, and the culture. Get a sense of the policies, processes, and who’s involved at each stage of hiring. Knowing these elements sets you apart as someone who’s truly invested. 2. Build Connections Early: Reach out on LinkedIn and start building rapport with anyone you might meet in the interview process. Learn about each person’s background and role – this not only prepares you but also makes each interaction more genuine and engaging. 3. Set Clear Expectations at Every Step: Don’t let anything be ambiguous. Follow up after each conversation, clarify timelines, and outline your next steps. This shows you’re proactive, organized, and serious about the role. It’s all about proving you’re the right fit – before you even get the offer. Thanks again, Jack, for this game-changing approach!

@Jack Knight would you say that having a strong referral from a current employee of the company you are applying to gives you a huge advantage? If you don’t already know somebody within a top priority company, should it be standard practice to connect with a current employee and ask them if they would be willing to refer you? What are your thoughts and do you already have a course that speaks towards this in your playbook?

What are you doing to avoid getting stuck in the dreaded “interviewing purgatory”? How do you make sure you know if you passed the current interview stage and are genuinely being considered for the next phase? One strategy that has significantly helped me is using upfront contracts at every step of the interview process. This simple approach brings clarity and transparency to each interaction. For example, here’s a question I ask at the start of the interview: Variations of this question: 1. “Would it be alright if, at the end of this 45-minute interview, we take 3-5 minutes to let each other know whether or not we’re moving forward to the next stage?” 2. “Can we agree to spend the last few minutes being completely honest about our thoughts on moving to the next steps?” 3. “Would you be open to taking the last 3 minutes to decide if we’re giving this a ‘yes’ to move forward, or if it’s a ‘not right now,’ with an understanding of why?” This approach sets the tone for transparency, allowing both sides to feel comfortable providing on-the-spot feedback. It reduces that frustrating post-interview limbo of waiting and wondering if you’ll ever hear back. Plus, it saves you from those generic, impersonal rejection emails that lack genuine feedback.