The Power of Internal Reputation

Why your internal network might be more valuable than your external one

Before we begin:

I’m running a promotion for all founding subscription members. You can either get one of two options for free:

1. Resume/LinkedIn Resume Review: this has been a very popular service so far and will likely make this a long term offering

2. A handful of questions answered via email. I don’t have the bandwidth to do calls at the moment, and quite a few folks have asked to do this vs a resume/linkedin review if they’re not actively looking for a job so figured to offer it to everyone else.

Remember, paid subs will also get:

• 2+ paid posts per week which will be a combo of:

  • Outlines of my accepted offers like this issue will be

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  • In depth lessons I’ve learned in recruiting that will break down from all angles for recruiters, job seekers, and hiring managers

Note: Once you upgrade to funding, either DM me directly on substack or email me at randomrecruiter3@gmail.com with a screenshot of your payment.

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In This Issue

• A story of how one great hire opened the door for another

• The compounding power of internal reputation

• How to build relationships at work from day one

• Red flags that quietly kill your internal credibility

• Why most people never leverage internal networks and how to fix that

• Playbooks for job seekers, recruiters, and hiring managers

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A Story Worth Paying Attention To

Earlier this year, we placed a senior software engineer at a major bank in Charlotte. Let’s call him Jerry.

Jerry wasn’t just a solid candidate. He was the kind of person who makes you sit up a little straighter during a screening call.

Top tier resume. Solid communicator. Zero ego.

He’d done backend. He’d done devops. He’d worked in regulated industries. Excellent references. One even said: “You want this guy in the foxhole with you.” Lol

But the manager he was interviewing with was no pushover.

4–5 interview rounds. Mandatory technical screening before a human conversation. References collected before any talk of offer.

High bar and high standards, even for this market.

But also a decisive buyer. He moves fast if he sees what he likes.

Jerry passed every round with ease.

We closed the deal quickly.

A few months later, Jerry reached out.

He had someone to refer.

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Enter: Chad

Let’s call him Chad.

Chad worked for Jerry at a prior company, a direct competitor to the bank where we placed him.

“I’d bring him on my team in a heartbeat,” Jerry told us.

Now normally, recruiter referrals from other candidates are hit or miss.

Sometimes they’re done out of obligation. Sometimes they’re friends who need a favor. Sometimes they’re hoping to cash in on a referral bonus.

But when a guy like Jerry makes a referral, people listen.

Because Jerry had already proven himself internally.

He wasn’t just someone they hired. He was someone they respected.

He delivered. Communicated. Collaborated.

He already had internal buy in.

So when Jerry said “you need to talk to Chad,” that carried weight.

The manager took the meeting.

Chad was in first round interviews within 48 hours.

By week two, he was deep into the process.

We’re still waiting to see if it ends in an offer, but the speed of engagement alone speaks volumes.

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This Happens When You Build Internal Credibility

There’s a massive lesson here, and it’s not about recruiting mechanics.

It’s this:

Your internal reputation is the most valuable leverage you have, especially in a tight market.

Here’s why: