If you look on LinkedIn right now, every single cybersecurity job has hundreds of applicants.

If you look on LinkedIn right now, every single cybersecurity job has hundreds of applicants. And if you've actually applied to these roles, what happens, right? You just get ghosted. And the problem is in your CV, certifications, or your experience, right? It's standing in a queue with 400 other people, and the recruiter never even gets down to your application. So, in this video, I'm gonna show you three ways to skip that queue entirely. These aren't just gonna be generic tips you hear everywhere, right? I'm not gonna tell you to network more or to tailor your resume. The exact tactics my students have used to land interviews at places like Accenture, IBM, PwC, and it actually stands out from the competition. Okay, first up, we have tactic one. Jobs don't go live on LinkedIn first, right? They go live on the company's own system or Greenhouse, Workday, Lever, and these come out days earlier than they go on LinkedIn. So, what you want to do is go to Google and search this right here, site:greenhouse.io "SOC analyst", and then filter by the past 24 hours. What you're now seeing is jobs with two applicants instead of like 400. And if you do this every morning for around 10 minutes, you'll apply on day one instead of being at the bottom of the queue. Okay, tactic number two. Every post usually exists because someone's leaving the company, right? And when people leave, they post something like "excited to announce my new role." And that post essentially means the old seat is empty, and the job isn't even posted yet. So, what you want to search is something like "excited to announce security analyst" and then the target role. And you'll filter the posts by this week, and you'll message the person who left the company. And you can send an example message like, "Congrats on your new role, I'm looking for exactly what you moved on from. Do you know if they are backfilling?" And half the time they hand you over the hiring manager's name or referral, and you're essentially going after a job with zero applicants. Okay, the final tactic. This is a bit more effort, but it gets you the results that many people aren't willing to do this. Basically, the job description tells you the exact problem they're hiring to solve, right? So, what you're gonna want to do is build a piece around it. For example, a Fintech risk role, you can build a one-page vendor assessment for a fictional Fintech. Send it to the hiring manager, and instead of telling them, "I can do this," you can literally show a sample of it and send them over the link. And if you have a bunch of projects or solutions built out, you can send this out to different hiring managers and tailor it towards their specific role that they're hiring for. So, yeah, I hope that was insightful, and these aren't really the usual tactics you hear online, but it's really gonna help you stand out. And if you want more tactics like these or videos like this, then be sure to leave a follow.