How to Get a Job in 2025: A Step-by-Step Playbook That Actually Works

Here is how to get a job in 2025: be strategic. Every move should have intent, with a clear purpose behind each step. The process is simple but demands focus: define five target roles, build an ATS-friendly, impact-driven one-page resume, “pre-apply” by starting conversations at your target companies, submit focused applications, then prepare thoroughly and follow up.

Corporate job postings often receive 200 to 250+ applicants, so building connections before a job even goes live gives you a strong advantage. This approach, known as “pre-applying,” consistently outperforms mass application tactics.

Let’s dive in, shall we?

The biggest job search mistake is skipping this step. Many professionals start updating their resumes without knowing what roles they truly want. Before you send a single application, take 30 minutes to plan with purpose. This clarity will save hours later and help platforms like TieTalent match you with the right opportunities faster.

Pick 5 roles and 20 target companies

Begin by writing down five specific roles that fit your skills and goals. Use real job titles that hiring teams search for, such as “Backend Developer,” “UX Designer,” or “IT Project Coordinator.” Then shortlist 20 companies that regularly hire for those positions.

You can research these using LinkedIn, industry job boards, or TieTalent’s matching platform, which automatically connects tech and digital professionals with opportunities looking for their exact skill sets.

Keep your list organized in a simple tracker with columns for company name, location, contact status, and job type. Treat it as your personal command center for the search.

Research industry and role requirements

Once your list is ready, review job descriptions from your target companies. Identify recurring tools, certifications, and skills. Note what’s required, what’s “nice to have,” and where your experience fits.

If you see skill gaps, plan quick learning sprints, such as an online course, short project, or certification, to close them.

Your resume is often the first filter you face, and in 2025, that filter is almost always an Applicant Tracking System (ATS). These systems scan, parse, and rank resumes before a human recruiter even looks at them. A clear format and the right keywords can determine whether you move forward or get filtered out.

One-page template & keyword tuning

Keep your resume to one page, focused and easy to scan. Use standard fonts like Arial or Calibri, size 11 or 12, and maintain consistent spacing. Begin with your contact details and a short, role-specific summary that highlights your strengths.

Next, review each job posting carefully. Identify 5–10 recurring skills or terms the employer emphasizes, such as “React,” “Agile delivery,” or “data visualization.” Integrate those keywords naturally into your experience and skills sections.

Quantification checklist

Replace vague statements with measurable achievements. Recruiters want proof of impact, not job descriptions. For instance:

• Increased customer retention by 25% through improved onboarding.
• Automated reporting processes, saving 10 hours per week.
• Supported migration to cloud infrastructure with zero downtime.

This type of evidence makes your profile more memorable and credible.

What to avoid (tables, graphics, headers)

ATS systems struggle with complex layouts. Avoid inserting information into tables, columns, or graphic elements. Do not use headers or footers for important details like job titles or contact info, as these sections may not be read by the software.

Save your resume as a plain, searchable PDF or Word file. Keep the filename simple and professional (e.g., firstname_lastname_resume_2025.pdf).

For a full breakdown of what works and what doesn’t, read Making Your Resume ATS-Friendly in 2025: What You Need to Know — a detailed guide published by TieTalent that explains modern resume formatting, keyword strategy, and optimization tips.

Networking isn’t optional anymore; it never really has been. It’s the shortcut that gets your application noticed. The strongest candidates don’t wait for job posts to go live. They build relationships first, then apply once they already have a connection inside the company. This proactive approach, often called “pre-applying,” dramatically improves interview rates compared to cold submissions.

Informational interviews (scripts)

Start by reaching out to people who work in your target companies or roles. You’re not asking for a job, you’re asking for insight.

Hi [Name], I came across your profile while researching [Company]. I’m exploring opportunities in [field/role] and would love to hear what you enjoy most about working there. Would you be open to a 15-minute chat?

Prepare three to four questions, such as:

• What skills are most valued at your company?
• How did you get started in your current role?
• What advice would you give to someone aiming to join your team?

How to ask for referrals

After establishing rapport, you can ask naturally about open roles or referrals. Example:

Thanks again for sharing your insights, it’s been really helpful. I noticed [Company] is hiring for a [Role]. Would you recommend I apply through the portal, or is there someone internally I should connect with?

Referrals carry weight, referred candidates are 4–5 times more likely to land interviews. On

Pipeline tracker

Keep track of contacts, conversations, and follow-ups using a simple spreadsheet. Include company, contact name, date, and next step. Consistency is key, reconnect every few weeks with a short update or relevant article.

Applying for every open position rarely works. Recruiters and hiring algorithms are overwhelmed. The smarter approach is to apply selectively and strategically, focus on roles that truly fit your background and goals.

Prioritize companies with multiple openings

Growing companies with several open roles usually make faster hiring decisions. If one position closes, another may open quickly.

Hiring events & niche boards

Attend virtual and in-person career events, especially for tech and digital talent. Job-matching platforms like TieTalent host curated introductions between professionals and companies seeking specific skill sets, reducing application time and improving visibility.

Government and federal paths

Public job programs can provide structure and stability for students, veterans, or those reskilling. In the EU and Switzerland, several initiatives support tech apprenticeships and digital upskilling. U.S. applicants can explore USAJOBS for official hiring paths.

Preparation determines who stands out. In 2025, recruiters expect concise, story-driven answers supported by real results.

STAR story bank

Use the STAR method (Situation, Task, Action, Result) to structure responses. Prepare five short examples highlighting teamwork, problem-solving, and adaptability.

Example:

• Situation: Product delivery was too slow.
• Task: Improve testing turnaround.
• Action: Introduced automated QA scripts and trained the team.
• Result: Delivery improved by 35% within two months.

Research checklist

Before interviews, research:

• The company’s mission and projects.
• The hiring manager’s background.
• Industry updates and recent news.
• Core company values.

End every interview by asking one relevant question about their future goals, it shows engagement.

Thank-you follow-ups

Send a thank-you message within 24 hours:

Hi [Name], thank you for the opportunity to speak today. I enjoyed learning more about [Company] and the [Role]. I’m excited about the possibility of contributing to your team.

A small effort that leaves a strong impression.

Experience matters less than initiative. Employers hire for learning ability, motivation, and growing skill sets.

Skill sprints (projects and certifications)

Short-term certifications or projects prove momentum. Example: complete a Google Data Analytics course, build a small web app, or volunteer for a marketing campaign. TieTalent can display your new credentials directly to hiring teams.

Internships and volunteer roles

Volunteer, freelance, or internship work all build credibility. Many companies on TieTalent hire for entry-level roles designed for motivated learners.

Framing transferable skills

Reframe past experience. Focus on what overlaps with your target role: communication, organization, problem-solving.

I managed data tracking and process improvement projects that mirror analytical tasks in data roles.

Organize your search with systems that save time and track progress.

Resume checklist

• [ ] One page, clean layout, no graphics or tables.
• [ ] Keywords matched to job description.
• [ ] Quantified achievements.
• [ ] Updated contact info.
• [ ] Relevant skills section.

Read Making Your Resume ATS-Friendly in 2025 for deeper optimization tips.

Outreach scripts

Networking intro:

Hi [Name], I came across your work at [Company]. I’m exploring opportunities in [field] and would love to hear about your experience there. Could we schedule a quick chat?

Referral request:

Hi [Name], thanks for your insights last week. I noticed [Company] is hiring for a [Role]. Would you suggest applying through the portal, or connecting internally first?

Tracker spreadsheet

Track each contact and stage (research, applied, interview, follow-up). Platforms like TieTalent integrate similar tracking tools directly into your candidate dashboard.

Interview cheat sheet

List company facts, your top three STAR stories, and two questions to ask the interviewer. Send a thank-you note within 24 hours after each conversation.

Success in 2025 depends on structure and momentum. A disciplined two-week plan sets a strong foundation.

Week 1 – Build the foundation

• Define 5 target roles and 20 companies.
• Research job requirements.
• Create or update your ATS-friendly resume.
• Set up your tracker and refresh LinkedIn.

Week 2 – Take action

• Connect with 5 professionals for informational chats.
• Apply to 3–5 well-matched roles.
• Prepare STAR stories and interview notes.
• Send follow-ups and adjust next week’s goals.

Looking for a job that matches your aspirations and skills? Join TieTalent today. Our platform matches IT and Digital Marketing professionals with companies that value what you bring to the table, including those seeking talents who know how to navigate modern hiring processes effectively.