Skip the Job Board: Why Applying Direct Gets Better Results

Yesterday, we talked about when to apply—and why timing is often the difference between getting reviewed and getting filtered. Today, let's talk about where you apply, and why the front door isn't always the best entrance.

Here's a pattern I keep hearing from job seekers who are actually getting results: they're not just applying faster—they're applying differently.

The Problem with the Front Door

Job boards like Indeed, LinkedIn, and ZipRecruiter have become the default way people search for jobs. That's the problem—default means crowded.

When you click "Easy Apply" on LinkedIn, you're entering through the same door as everyone else. Your application joins a queue that might already have hundreds of people in it. And as we discussed in the previous post, most of those applications will never be reviewed by a human.

None of this means job boards are useless. They're excellent for discovering opportunities. But the discovery channel isn't always the best application channel.

The Hierarchy of Application Channels

Not all application methods are created equal. Here's a rough hierarchy from most competitive (hardest) to least competitive (best odds):

The pattern is clear: the more direct the path, the better your odds. Each step closer to the actual decision-maker removes layers of competition and filtering.

Strategy #1: Find the Same Job on the Company's Website

This is the simplest tactical upgrade you can make. When you find a job on Indeed or LinkedIn that interests you, don't apply there. Instead:

Why does this work? A few reasons:

Bonus: While you're on the company site, you can research them more thoroughly—recent news, culture, products, team. This makes your application materials stronger.

Strategy #2: Find the Hiring Manager

Job postings are often written by recruiters or HR. But the person who actually makes the hiring decision is usually a team lead or department manager. Finding and reaching out to them directly can be remarkably effective.

Once you find them, you have a few options:

Strategy #3: Look for Connections (Before You Apply)

You've probably heard "networking is important" a thousand times. But here's the specific, tactical version: before you apply anywhere, check if you know someone there.

Why does an internal connection matter so much?

Don't know anyone directly? Look at 2nd-degree connections. "Hey [mutual friend], I saw you're connected to someone at [Company]. Would you be comfortable introducing me?" is a perfectly reasonable ask.

Strategy #4: Use Job Boards for Discovery, Not Application

Here's a mental model shift that can change your approach:

The workflow becomes:

This takes more time per application. But you're not trying to apply to 100 jobs—you're trying to get interviews. Ten strategic applications will almost always outperform 100 spray-and-pray submissions.

A Note on "Ghost Jobs" and Stale Listings

One benefit of going direct: you're more likely to find out if a job is actually real and active.

Job boards are full of listings that aren't what they appear to be:

When you go to the company's actual careers page, you get a more accurate picture. If the job doesn't exist on their site, that's a red flag. If the listing shows a different posting date, you have better timing information. If you can't find it at all, you've potentially saved yourself from wasting time on a ghost.

Putting It All Together

Let's walk through what a strategic application process looks like:

How ReApply Fits Into This Strategy

Strategic applications require quality materials—fast. You can't spend 2 hours on each application when you're doing this level of research and outreach. But you also can't send generic materials when you've worked this hard to get in front of the right people.

The Bottom Line

The job market rewards people who break away from the herd. Everyone else is clicking "Easy Apply" and hoping for the best. You're going to find the side door—and walk right in.