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- Weekly Newsletter Vol. 89
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Weekly Newsletter Vol. 89 - May 14, 2025
Generating your Lead Story…
How to Land a Sales Interview in 72 Hours
Let’s face it, online applications rarely get results. If you're in sales, you already know how crowded the market is right now. Hundreds of qualified candidates are applying for the same role. But here's the truth: the best opportunities don’t go to the most qualified candidates, they go to the most strategic ones.
Today, I’m giving you the exact strategy I’d use if I were a job seeker trying to land a sales interview with a company like Adobe and I had just 24 hours to make it happen.
This approach doesn’t require recruiters, job boards, or cold applications. It’s a method based on directed outreach, warm introductions, and relevance. And it works.
Here’s how to do it—step by step.
1. Start With Who You Know
Before reaching out to strangers, audit your current LinkedIn network. Do you have any 1st-degree connections working at your target company? For example, if you’re targeting a Sales Enablement role at Adobe, look up who in your network works there now or recently did. Reach out to them for insights or a referral.
Why it matters: Internal referrals increase your chances of landing an interview by over 4x.
2. Read What the Company is Talking About
Search for Adobe’s most recent earnings call and sustainability report. Use keywords related to your role “sales growth,” “enterprise pipeline,” or “digital experience.” These documents will help you understand the company’s current priorities so you can tailor your outreach and positioning.
Example: If Adobe just announced plans to expand its digital sales channel, your background in digital-first outbound strategy is suddenly a lot more relevant.
If you have access to LinkedIn Sales Navigator, this is your moment. Filter by:
Function (e.g., Sales, Marketing, Enablement)
Title (e.g., VP of Sales, Revenue Enablement Manager)
Tenure (e.g., “Less than 1 year in role”)
New hires are often building teams or looking to make an impact and they’re more likely to respond.
4. Narrow It Down to Your Dream 3–5
Identify 3–5 people who:
Would be on your team
Would be your future boss
Could influence your hiring
Prioritize 2nd-degree connections. Then look for mutual contacts who can make an introduction.
5. Craft a Meaningful Introduction Request
Write a short, clear message to your mutual connection. Example:
“Hi [Name], I saw you're connected to [Hiring Manager] at Adobe. I’ve been following Adobe’s move into X, and I’d love to explore how my 6+ years in B2B SaaS sales could support their team. Would you feel comfortable introducing me?”
6. Be Transparent in Your Cold Outreach
For those without a mutual connection, go direct. Be clear, confident, and brief.
“Hi [Hiring Manager], I’ve followed Adobe’s momentum in the SMB market and was excited to see the team is expanding. In my last role, I grew ARR by $2.4M in under 12 months selling to a similar customer profile. I’d love to share ideas—are you open to a quick chat?”
7. Make It Human
Most candidates hide behind text. You’re in sales, you should stand out.
Send a voice note or short video message. It adds tone, energy, and makes you memorable. You’ll immediately separate yourself from the 200+ candidates using templated InMails.
8. Engage with Their Content—Strategically
If your target has posted on LinkedIn recently, comment thoughtfully. Don’t drop emojis or vague praise. Add perspective. Ask questions. Be someone they want to talk to—before you hit send on your DM.
9. Create Content That Speaks to Them
The next day, publish a LinkedIn post aligned with their challenges. For example:
“77% of B2B buyers consult LinkedIn content before reaching out to sales. Here’s how I helped a Series B startup create a content-driven sales funnel that resulted in $1M+ pipeline in 90 days.”
This positions you as a peer—not just a job seeker.
10. Do It Again Tomorrow
This process takes 90–120 minutes a day. If you commit to it for one week, you’ll generate more real conversations than applying to 100 jobs ever will.
The best salespeople don't wait for the RFP, they create the conversation. The same goes for job seekers.
If you're in sales and looking for your next big move, don't rely on luck. Build a system, leverage your brand, and be bold enough to show your value before you're asked.
You can’t make this stuff up
(*Disclaimer: these are real experiences provided by RME's community of job seekers and hiring managers)
“As of last month, I had been laid off for three months so I decided to stop cold applying and try a different outreach strategy instead. I targeted three companies I loved, dug into their earnings calls, and crafted custom messages to send to the respective Hiring Managers. Within 48 hours, I landed two intro calls and by the end of the week, I had my first interview. Three weeks later, I signed an offer!”
-Sarah, Charlotte, North Carolina
Have an interview experience or job application story to share?
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Learn more about RME
With over 13 years of industry experience and expertise, Matthew Wohl founded Recruitment Made Easy in order to provide transparency to the recruitment process, and to be the voice that "says what you're thinking" when job seekers & hiring managers are not at liberty to do so.
RME's mission is to help people grow their careers by providing a raw, relatable, and resourceful perspective on the recruitment process. We strive to create a community that will help bring change to the recruitment industry for the better.
Each week we deliver stories from everyday job seekers & hiring managers, hiring tips & our take on trending topics, recommendations for outside the office, and discounts to our favourite resources to help grow your career