Networking for Career Growth

This morning I ran a loop in Cambridge that put me in reflective mood... How do you shape your career? It's a question I've been asked a lot, even more since announcing I would step down from Google. Some asking were just starting out in the world of work, like my wonderful sons and their friends. Some were colleagues wondering about promotion, moving geography or function. Sometimes it was people established in leadership roles asking - what next? Through nearly 40 years of working life, I’ve had hundreds of similar conversations. Many helped me reach my own recent decision. Here's what I learned, and passed on. The same, simple ideas seemed universally helpful: 1 - If you do one thing only: ask for help. From people a step or two ahead of you, maybe they’re in a role you covet, or do things in a way you admire. Be bold. Almost everyone remembers being where you are, most of them are kind enough to help. Don't ask for a job, ask for advice; how they see you; is there anyone they know who could help. A chat yields perspective; many lead you to someone new and to opportunities. People are generous and even if they’re too busy to talk, they won't be offended by you asking. Ideally have coffee* in person. In my experience this is the most effective approach BY FAR. It's how I landed at Google, how I got involved as a Trustee at more than one charity and as a Non Exec Director for a public company. And it's how I decided to take a jump into my ‘gap year’ so belatedly… 2 - Make time to do this. Every week. If you are already in a role you won’t have the time. Because you aren't prioritising yourself. So make growing your career a project, like you do for other important initiatives. Project Matt. Or Karina. Or Molly. Block 2-3 hours a week out. Use the time to find and contact people, to have those chats, and follow up. I'm serious. Not everyone you mail will respond, not everyone who responds has time, not everyone who chats will change your life. But the more you put in the more you will get out. Sometimes I suggest to people who are struggling to prioritise themselves to email me a brief weekly progress report on Project Them, like they would with an important work project - accountability helps. Don't drop the ball. This is an important work project! 3 - Of course, do the other things. Apply for roles, talk to recruiters, go to events. Read helpful books (I’ll share a few that helped me soon). Today's job market often requires lengthy, bespoke online applications. They may be for roles that are fictional placeholders, or will be filled by internal candidates. You learn nothing from the process and make no human contact. So don't only do step 3, you might luck out but you won’t learn and grow anything like as much in the process. I would like to thank so many people, too numerous to mention, for the coffee* chats, walk, talks and notes that helped me develop and grow over the years. *Other beverages are available.

Behind every opportunity is a relationship, and behind every relationship is a conversation. Networking is about building real connections that last and have the potential to help you find your next opportunity. Data shared by the University of Maryland’s Department of Economics indicates you won’t find 70% of available jobs on any site that posts open positions. Those positions are usually found on a company’s internal network, often by referral. In other words, relationships can make the difference between finding a job or not. That’s no surprise to me. Throughout my journey, from engineer to investor, relationships have been a constant driver of growth. Mentors, colleagues and peers have not only opened doors, but also challenged my thinking, sharpened my skills and inspired my vision. Here’s what I have learned: - Be curious: Ask questions that show you care about people’s stories. - Be intentional: Connect with purpose, not just for your own gain. - Be consistent: Follow up, follow through and add value where you can. Networking isn’t a one-time event. It requires maintaining ongoing relationships rooted in trust and genuine interest in other people’s lives. Whether you’re just starting out on your professional journey or deep into your field, relationships are what power careers.

In the U.S., you can grab coffee with a CEO in two weeks. In Europe, it might take two years to get that meeting. I ’ve spent years building relationships across both U.S. and European markets, and if there’s one thing I’ve learned, it’s this: networking looks completely different depending on where you are. The way people connect, build trust, and create opportunities is shaped by culture-and if you don’t adapt your approach, you’ll hit walls fast. So, if you're an executive expanding globally, a leader hiring across regions, or a professional trying to break into a new market-this post is for you. The U.S.: Fast, Open, and High-Volume Americans love to network. Connections are made quickly, introductions flow freely, and saying "let's grab coffee" isn’t just polite—it’s expected. - Cold outreach is normal—you can message a top executive on LinkedIn, and they just might say yes. - Speed matters. Business moves fast, so meetings, interviews, and hiring decisions happen quickly. But here’s the catch: Just because you had a great chat doesn’t mean you’ve built a deep relationship. Trust takes follow-ups, consistency, and results. I’ve seen European executives struggle with this—mistaking initial enthusiasm for long-term commitment. In the U.S., networking is about momentum—you have to keep showing up, adding value, and staying top of mind. In Europe, networking is a long game. If you don’t have an introduction, it’s much harder to get in the door. - Warm introductions matter. Cold outreach? Much tougher. Senior leaders prefer to meet through trusted referrals—someone who can vouch for you. - Fewer, deeper relationships. Once trust is built, it’s strong and lasting—but it takes time to get there. - Decisions take longer. Whether it’s hiring, partnerships, or leadership moves, things don’t happen overnight—expect a longer courtship period. I’ve seen U.S. executives enter the European market and get frustrated fast—wondering why it’s taking months (or years!) to break into leadership circles. But that’s how the market works. The key to winning in Europe? Patience, credibility, and long-term thinking. So, What Does This Mean for Global Leaders? If you’re an American executive expanding into Europe… 📌 Be patient. One meeting won’t seal the deal—you have to earn trust over time. 📌 Get introductions. A warm referral is worth more than 100 cold emails. 📌 Don’t push too hard. European business culture favors depth over speed—respect the process. If you’re a European leader entering the U.S. market… 📌 Don’t wait for permission—reach out. People expect direct outreach and initiative. 📌 Follow up fast. If you’re slow to respond, the opportunity moves on without you. 📌 Be ready to show value quickly. Americans won’t wait months to see if you’re a fit. Networking isn’t just about who you know—it’s about how you build relationships. #Networking #Leadership #ExecutiveSearch #CareerGrowth #GlobalBusiness #US #Europe

💡 If I were graduating today, I wouldn’t spend hours on job boards. Thousands of candidates apply every day, and most resumes get lost in the noise. Instead, I’d follow a proactive approach that actually works: 1️⃣ Track startups that just raised funding Check out venture capital firm pages on LinkedIn or their websites. Startups that recently secured funding are growing fast—and they need talent. 2️⃣ Find the founders and founding team They know exactly what their company needs, making them the ideal people to pitch. 3️⃣ Send a thoughtful, personalized message Introduce yourself, but more importantly, show that you’ve done your homework. Mention 1–2 things you genuinely admire about their product, mission, or recent achievements. 4️⃣ Show the ROI of hiring you Instead of sending a resume, explain how your skills can solve their immediate challenges or accelerate growth. Your outreach should say: “Here’s how I can add value,” not “Hire me.” Fun fact: one month before I graduated, I didn’t have a job. I got tired of applying through traditional channels, so I messaged every founder I knew, explained how I could help them grow, and landed my first Product Manager contract without a single job board application. 🔥 Opportunities don’t always come through the standard path. Sometimes, you have to create them yourself.

My candidate landed a ₹15 LPA offer at a top MNC without even applying. No resume drop. No job portal. How? ✅ She unlocked the hidden job market that most candidates never see. So, how did she do it? Not with luck. But with a strategy anyone can use: 1. She built her brand before she needed a job. She shared her wins, projects, and insights on LinkedIn consistently. Example: Every Friday, she posted a carousel breaking down a real-life analytics problem she solved at work, tagging teammates and sharing key takeaways. This made her visible as a problem-solver in her field. 2. She reached out to industry peers, not just HR. No generic “Hi, can you refer me?” Instead, she started real conversations about trends, challenges, and solutions in her field. Example: She messaged a data scientist at her dream company, commenting on a recent paper he’d published: 👇 “Hi Raj, I loved your article on predictive analytics in retail. I’ve been working on similar models for FMCG clients and would love to exchange notes!” This led to a meaningful chat, not a cold request. 3. She gave before she asked. She offered feedback on others’ work, shared resources, and celebrated others’ milestones. Example: She congratulated connections on promotions, shared helpful webinars in group chats, and offered to review a peer’s resume before asking for any help herself. 4. She followed up, politely and persistently. After every conversation, she sent a thank-you note: 👇 “Thanks for your insights, Priya! I’ve already started applying your advice. Hope we can catch up again soon.” She stayed top of mind, not just top of the inbox. You don’t need a massive network. You need genuine connections, a clear story, and the courage to show up before you need help. If you’re still waiting for the “perfect” job post to appear, you’re already late. The best opportunities are shared in DMs, whispered in meetings, and offered to those who are already visible. Start building your presence, your relationships, and your reputation today. #jobsearch #jobopportunities #jobinterview #careergrowth

The best predictor of scientific impact isn't gender, seniority, methodology, or geography, it is the informal network of colleagues and mentors who provide guidance and feedback. We are often ignore the most important source of success. Informal support networks are the unsung heroes in science. Joining a great community of supportive and collaborative colleagues might therefore be one of the most important keys to success. This is based on a new paper analyzing the scientific impact of 86,000 scholars. The authors found that informal connections (ie the people who you thank in acknowledgement sections) are more important that your coauthors in predicting publication productivity and impact. https://lnkd.in/eFXqZnYP

Hiring in Saudi: What You Really Need to Know The recruitment market in Saudi is moving. We’ve even secured our own license to keep up with the demand. But if you're looking to hire or work in Saudi, there are a few realities that you need to know upfront. I will cut the fluff and dive in. Saudiization is Non-Negotiable: Companies have quotas to hit for hiring Saudi nationals, so if you're recruiting, building a solid Saudi talent strategy is a must. Local Knowledge is Gold: Candidates who already know the Saudi market are in high demand. If you understand the Saudi business landscape, you've got a leg up. Visa Process Isn’t Quick for Expats: If you're an expat looking to work in Saudi, be prepared, visas take time and paperwork, especially for certain nationalities. Hiring Takes Time: This year we have seen that Saudi hiring cycles are longer than anywhere else in MENA or APAC. We’ve got vancancies open since August that are still in process. Strict Degree Requirements for Expats: Options are limited without a degree, it's nearly impossible to get in without one. Visa Limitations by Nationality: Some nationalities face more restrictions. Always check with your recruiter to avoid surprises. Know the Local Culture: Saudi’s work culture is formal and hierarchical. Respect for the local protocol goes a long way. Unique Working Hours: With weekends on Friday and Saturday, plus adjustments for religious observances and Ramadan, flexibility is key. Relocation Isn't Simple: If you’re moving with family, visas, schooling, and housing can be complex to sort out. It needs careful planning. Realistic Compensation Expectations: Many expats expect high packages, but companies aren't always paying top dollar. Do your research. Sector-Specific Hurdles: Certain industries have stricter hiring rules—healthcare, finance, and energy are tightly regulated, so sector knowledge and a degree aligned to what you do is vital. Retention Challenges: Retaining Saudi talent is hard, Saudis are in demand, and competition for skilled Saudi nationals is fierce. If you want to keep top Saudi talent, you’ll need to go beyond just competitive pay. Clear career paths, meaningful roles, and a culture that genuinely values local talent are essential to making them feel invested in your company for the long term. Saudi Arabia holds big opportunities, but it’s no walk in the park. Knowing the realities upfront can help you avoid the pitfalls and make the most of this dynamic market. Adapt, and the rewards can be well worth it. MCG Talent * Photo is of Maraya - AlUla, Saudi Arabia

I made it to VP at Amazon because of the people I partnered with. The same is true for building my part-time business that made $950k last year. Create the partnerships that will let you leap forward - here’s how: 1) Understand Productive Partnerships Here are some examples of the partnerships that propelled my career: a) I partnered with my first boss out of college. I taught her technology, she taught me leadership and drove my first two promotions (lead engineer, then manager). b) At Amazon, my first lead engineer and I worked together for 8 years. I went from Senior Manager to Director to VP while he went from SDE to Senior SDE to Manager to Senior Manager to Director - FOUR PROMOTIONS. c) My COO, Jason Yoong, reached out to me and initiated our partnership by volunteering to build my Substack newsletter. Someone has to take the first step, and he did. d) Most recently, I formed the “Career Growth Collective,” where I invited LinkedIn voices Omar Halabieh, Steve Huynh, and Rajdeep Saha to work with me to amplify our messages across platforms and groups to help more people. Each person in this partnership brings different strengths. Steve and Raj are senior individual contributors with strong YouTube presences. They bring the “Principal” level perspective. Omar is based in Dubai and is actively leading a big team. He also cranks out amazing graphics every day. The different strengths that each person brings leads me to part 2. 2) The Partnership Recipe: i) Build trust with your potential partner Be honest, be friendly, be helpful! ii) Figure out a win-win partnership With my first boss, she needed a technical advisor and I needed management sponsorship. Years later, my first lead engineer did for me what I had done for her. He provided the technical expertise while I sponsored his growth With Raj, Steve, and Omar, we all want to find new readers who will get value from our work. Tip: Take the first step. Invest in the other person without a guarantee of repayment. This will kickstart the partnership, whereas waiting for the other person to make the first move will not. iii) You don’t need perfection I proposed the Career Growth Collective idea to 4 people. 3 accepted and we are thriving together. The main message I want to share with all of this is that you do not need to “go it alone” in your career. What you do need to do is risk that a few people will not return your investment in them when you try to establish partnerships. That is OK. Learn, move on, find others who will. The value of the successful partnerships will greatly outweigh the time and effort put into the ones that didn’t pan out. Who have you partnered with? Praise or thank them in a comment! Who would you like to partner with? Send them this post with a note saying it inspired you to work more closely with them. Steve, Omar, and Raj have shared their own ideas on partnership today. Follow them and read their ideas.

Stop (only) applying for jobs. I'm serious. While everyone will help, here is what actually works: ✅ Spend that time building relationships with people at companies you want to work for. Here's the math no one talks about: 100 applications = 2-3 callbacks (if you're lucky) 10 genuine connections = 5-7 opportunities How do I know? Hiring and getting hired are very similar. So far, all my hires were referrals and introductions. All my clients came through the same. I've placed hundreds of designers. The ones who got hired fastest? They weren't the ones with the most applications. They were the ones who: → DMed designers at target companies about their work (I've hired people who did this at Miro) → Commented thoughtfully on posts from hiring managers → Asked for 15-minute coffee chats, not job talk at first → Built relationships BEFORE they needed them (that's the actual gold here) Real example from last week: The designer spent 3 months engaging with the design lead's content. When a role opened up? She got a DM: "We have something perfect for you." Never even posted publicly. Meanwhile, 847 other designers are fighting over the LinkedIn posting 👹 But here's the part no one teaches you — WHO to reach out to: ✓ Someone I aspire to get to know ✓ Someone's career I aspire to have ✓ Someone who works where I'd like to work ✓ Someone who may be going through similar challenges ✓ Someone I will have lots to talk about And here's how I prioritize companies and roles: First, I map out my network: → Find all my previous colleagues — where do they work now? → Find all open roles — what's relevant and what sounds like the best fit? → What can I see about those environments from JDs and career websites? This gives me a targeted list of: ✨ Companies where I already have warm connections ✨ Roles that actually match my skills ✨ Environments I'd thrive in (not just survive) Smart networking > no applications > successful hires. Every. Single. Time. The best jobs aren't advertised. They go to people already in the conversation. So stop being application #248. Start being the person they think of first. Your time is better spent building one real connection than sending 20 applications into the black hole. Trust me on this one. 💬 How did you get your last role: application or connection? Tell me and let's do some market research together ⬇️

Most people try to network. But they do it with the wrong people. Here are the 4 types of contacts you should prioritize (and how to find them): 1. Reactive vs. Proactive Networking Most people are reactive networkers. They go to meetups and events and hope to find the right people. The people who win jobs are proactive networkers who are selective about who they engage with. 2. Understanding Org Charts The first step in proactive networking is understanding org charts. The easiest way to do this is to go to ChatGPT and ask: "Please share the organizational job title hierarchy for a [Company] in [Industry]." Ex: Please share the organizational hierarchy for an eCommerce startup in the wellness industry. 3. Contacts You Should Prioritize Once you know the hierarchy, there are four types of contacts you should prioritize: - The Hiring Manager - The Skip-Level Manager - Peers (With The Same Title) - Colleagues In Supporting Roles Let’s break down each of these in more detail... Priority #1: The Hiring Manager This is the person making the final decision, so they're going to carry the most weight in the search. You may not be able to identify the exact hiring manager every time, so aim to have 2-3 people who fit the bill on your list. They’ll have the job title of the role right above the one you’re targeting. Priority #2: The Skip-Level Manager This is the hiring manager's manager. Depending on the culture, they can have a lot of influence over the hire. Either way, if the hiring manager's boss tells them to look at a candidate, they're going to get looked at. They’re likely going to be two titles above your role. Priority #3: Peers (With The Same Title) These are colleagues who would be working alongside you on the same team. They’re operating in the same role so they’ll likely be a part of the interview process. They’ll also have great insights into the team’s biggest goals, challenges, and initiatives. Priority #4: Colleagues In Supporting Roles These are people who work on other teams that support your function. They likely have relationships with the hiring team so a referral from them can carry some weight! They’ll also be able to give you high-level insights into goals, challenges, etc. 4. How To Find Them - Head over to LinkedIn - Run a search for one of the job titles you found above, then set the initial filter to "People" - Use the "Company" filter to add your target company - Add any other relevant filters (location, etc.) Boom! Now you've got a list of people with the job title that aligns with the type of company you're looking for. Rinse and repeat for each job title.