How to find the right person to contact at a company

You've found a company you're passionate about, but you don't know anyone who works there. The question holding you back isn't what to write – but who to send it to. Guessing wrong can feel like burning a chance, but the truth is that the right person can be found with a little research and a methodical approach.

The hidden job market isn't about luck. It's about reaching a person with the mandate to hire – or at least the mandate to pass your case along. Here are the strategies that help you identify the right recipient, even when you lack all contacts.

Start by understanding the company's structure

Before you contact anyone, you need to know how the company is organized. A small company with ten employees likely has a founder or CEO who makes all decisions. A larger company often has an HR department, department heads, and team leaders – and the right person depends on the role you're seeking.

Go to the company's website and look for pages like 'About Us', 'Team', or 'Employees'. Also look at job ads they've published before – they often indicate which title is responsible for recruitment within an area. If you're seeking a marketing role, look for a marketing manager or communications manager. If you're seeking a technical role, look for a CTO or tech lead.

• Check the company's website – especially 'About Us' and 'Team'.

• Read previous job ads to see who the contact person is.

• Use LinkedIn to search by company name and department.

Use LinkedIn – but think beyond the title

LinkedIn is your best friend when you lack an internal contact. Search for the company name and filter by location and department. But don't stop at the first hit – look at people with titles like 'manager', 'head', or 'leader' within the area you want to work in. Sometimes the right person isn't the one with the highest title, but the one leading a team where your skills fit.

If you find a person with a title that seems right, check their profile to see if they're active. Do they write posts? Have they recently changed jobs? An active person is often more receptive to a well-formulated request than someone who rarely logs in.

Call and ask – it's not dangerous

If you can't find the right person online, pick up the phone. Call the company switchboard and ask directly: 'I'd like to send a spontaneous application to you – who is the right person to talk to within [area]?' Most switchboard operators are used to that question and are happy to help.

If you already have a name but aren't sure it's correct, ask to be connected. Introduce yourself briefly and ask if the person has a few minutes to talk. Even if you don't get through right away, you can ask for their email address – then you have a direct channel that's harder to ignore.

Use industry-specific sources and networks

Sometimes the right person isn't on LinkedIn or the company's website. Then you can turn to other sources: industry organizations, trade unions, events, or industry press. Look for articles where company employees speak – names and roles are often mentioned. You can also check the company's social media, where managers sometimes tag each other in posts.

Another way is to ask your own network. Write a post on LinkedIn: 'I'm looking for a contact at [company] within [area]. Does anyone have a contact?' You'll be surprised how often someone has a colleague, friend, or former classmate who can help you.

Once you have the name – act quickly and professionally

Once you've identified the right person, send your spontaneous application within a couple of days. Don't wait too long – the information can become outdated, and the person may forget they were recommended. In the email, mention how you got their name, for example 'I saw your presentation at the industry meeting' or 'I got your contact via the company switchboard'. That shows you've done your research.

Be specific about why you're contacting them – not just the company. Connect your skills to their department and any projects they're running. Keep the tone professional but warm, and end with a clear question about whether they have time for a short conversation. And when you follow up, do it once – not five times. A friendly email after a week is enough. After that, you leave the ball in their court and move on to other opportunities.

Finding the right person is often the hardest part of a spontaneous application – but it's also the part you can influence the most. With a little curiosity and persistence, you'll get surprisingly far. And once you have the name in front of you, you've already gotten past the biggest barrier. Good luck – you've got this!