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Hi and welcome back, brave human!
How is life so far?!
I went home Mexico, got my visa stamped, ate insanely good food, danced to The Killers, and officially completed my first 90 days at Databricks.
Not going to lie, the engineering bar is HIGH and I'm constantly challenging myself. Does this mean I'm maturing?? lol lol
Anyway, I got a wonderful email asking how to optimize LinkedIn for opportunities and I thought: this is too good not to share with all of you. So here we go.
Let me tell you something most people get wrong about LinkedIn.
They set up their profile, connect with a few people they already know, and then wonder why nothing happens
I was there too. I had a LinkedIn account for years before I actually understood what it could do for me. Once I started being intentional about who I was connecting with and what I was posting, things changed. started getting inbound messages from companies I actually wanted to work for. And now I use LinkedIn as an active layer of my career strategy, not a passive résumé dump.
Today I'm going to show you exactly how to do that.
First, understand what LinkedIn actually is
LinkedIn is not a job board. It's a relationship-building platform that happens to have jobs attached to it. The people who win on LinkedIn treat it like a long game — they build relationships before they need them.
Step 2: Build your target list
Before you add a single person, you need a list. Think about:
5–10 companies you'd love to work for
2–3 roles you're targeting
Your dream team type
Write this down. Seriously. This is your compass. Every connection you make from here should map back to this list.
Pro tip: Don't just pick the big names. Mid-size companies (500–5,000 employees) often have faster hiring cycles, more access to decision-makers, and way less competition from other candidates.
Step 3: Add the right people, in the right order
Here's the order that actually works:
Engineers and ICs at your target companies Search "[Company Name] Software Engineer" or "[Company Name] ML Engineer." These people are your future colleagues. Connect with them first — no pitch, just a genuine note about being interested in their work or the company.
Recruiters on the talent team Search "[Company Name] Recruiter" or "[Company Name] Technical Recruiter." These are the people who literally put you in front of hiring managers. You want to be in their network before a job even opens up.
Hiring managers and engineering leads Search "[Company Name] Engineering Manager" or "[Company Name] Director of Engineering." These are the people who make the final call. It's a longer game, but being in their network matters.
Alumni from your school or previous companies Use the Alumni tool on LinkedIn (go to your school's page → Alumni tab). Filter by company. This is your warmest possible introduction — shared experience opens doors fast.
What content do you want to see?
Step 4: Send a connection note that doesn't feel cringe
Most people either send no note at all (missed opportunity) or send a "Hi, I'd love to connect and explore opportunities" message that screams desperation. Here's what actually works:
For an engineer: "Hey [Name], I've been following [Company]'s work on [specific thing their blog, a product launch, a talk they gave] and found it really interesting. I'm a [your role] working on [brief context]. Would you be open to a quick async chat about what the eng culture is like there?"
For a recruiter: "Hi [Name], I came across the [specific role title] opening on [Company]'s careers page and I'm very interested — I have [X years] of experience in [specific skill]. Are you the right person to talk to about this, or could you point me to who is?"
For a hiring manager: "Hi [Name], I've been following [Company]'s work on [specific thing] and I'm actively exploring [role type] roles. I noticed you lead that team — are you involved in hiring for it, or is there someone better for me to connect with?"
The key difference: you've done the homework — you know the role, you know the team, and you're just asking for the right door. If they're not the right person, you now have a warm referral instead of a cold application.
The numbers game (and why volume matters)
Aim to add 10–15 new targeted connections per week. That's it. In 3 months, you'll have 120–180 new people in your network who are directly connected to the companies and roles you want. Some of them will refer you. Some will DM you. Some will just notice your posts and remember your name at the right moment.
That's how LinkedIn actually works!!!
Your action items this week
Write down your target list — 5–10 companies, 2–3 role titles, done.
Find 10 people to connect with — mix of engineers, recruiters, and one hiring manager per company.
Send personalized notes to each — use the templates above. Customize with something specific to them.
HERE IS TO YOU HACKING YOUR WEEK!!!!!!!
Denisse