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Ditch the "Spray and Pray": How the ‘10/10 Rule’ Can Help You Crack the Hidden Job Market
Submitting hundreds of generic job applications might feel productive, but according to career experts, it rarely moves the needle.
For young job seekers, breaking into the workforce is only getting harder. Between December 2025 and February, the average seasonally adjusted hiring rate for entry-level workers in the U.S. dropped 6% compared to the previous year, according to LinkedIn data.
To stand out in this competitive landscape, Beth Hendler-Grunt, founder of the career coaching firm Next Great Step, recommends a highly targeted strategy she calls the **10/10 rule**.
Instead of casting a wide net, start by identifying **10 companies** that genuinely interest you. Next, find **10 people** across those companies who are currently working in entry-level roles you aspire to, and reach out to them.
“A lot of students are intimidated to reach out to alumni or people they haven’t met,” Hendler-Grunt says. “But people are willing to help when you are focused, have a plan, and come in prepared.”
Here is how to execute the strategy and tap into the "hidden job market."
1. Make the Initial Connection
Start by tapping into your college’s alumni network or filtering for graduates on LinkedIn. When you send a connection request or email, avoid the cardinal sin of immediately asking for a job.
“It’s not just, ‘Hi, do you have a job for me?’” Hendler-Grunt warns. “That’s like asking to get married on the first date.”
Instead, open with a shared connection (like your alma mater), express genuine curiosity about their career path, briefly highlight your own skills, and ask for a brief, 15-minute conversation.
2. Ace the Informational Interview
When you get on the call, set a brief agenda. Thank them for their time, state your intention to learn about their journey, and then transition into sharing a bit about yourself.
Ask insightful questions that you couldn’t easily find via a quick internet search. Great prompts include:
* *How did you navigate your path to this specific role?*
* *What are the biggest challenges you face day-to-day?*
* *How is success measured in your position?*
When it’s your turn to speak, focus on **three core skills**. Back each skill up with a brief story or example that demonstrates your capability. Tailor your pitch to your audience; even if they aren't the hiring manager, they can offer invaluable advice on how to position those skills for the role.
3. Expand Your Network
Don't let the conversation end without a clear next step. As you wrap up, ask strategic closing questions:
* *Do you have any advice for someone trying to break into this specific industry?*
* *Are there any trade organizations or networking groups you recommend I join?*
* *Would you be open to staying in touch so I can occasionally share career updates?*
* *Is there anyone else in your network you think I should speak with?*
“One person connects you to the next, and all of a sudden, you have your own network,” Hendler-Grunt explains. This organic growth is the true essence of the hidden job market.
4. Supercharge Your Existing Applications
The 10/10 rule isn't just for finding unlisted jobs; it’s also a powerful tool for boosting applications you’ve already submitted.
If you’ve applied for a role on a job board, try to find an entry-level employee or an alum at that company. While they might not make the final hiring decision, they can often flag your resume to HR or submit an internal referral. When reaching out, mention your recent application, briefly highlight your core skills, and express your desire to learn about their experience at the company.
Similarly, messaging the hiring manager directly after applying can drastically increase your visibility. Reiterate your interest, summarize your core skills, and express your eagerness to discuss the position further.
The Bottom Line
When you are just starting your career, you likely don’t have a "rare or unique skill" yet. This means your resume will inevitably look a lot like everyone else's.
That is exactly why building human connections is your greatest competitive advantage. As Hendler-Grunt reminds job seekers: “People hire people—not a job board, not an ATS, not AI, even though it might feel that way. To get a job, you have to forge relationships with people.”