Is it weird or inappropriate to message someone I don't know on LinkedIn?

Not in a professional context, as long as the message is relevant and respectful. LinkedIn exists specifically for professional networking and outreach. Hiring managers receive these messages regularly. A concise, non-pushy message about a role you've already applied for is completely normal. What feels weird to you usually reads as normal to them.

Should I mention the specific job posting or keep it vague?

Mention the specific role. Vague messages ('I'd love to work at your company sometime') don't give the hiring manager anything to act on. A message tied to a specific role with a specific application on file is easy to act on: they can pull up your application and flag it.

What if the hiring manager views my profile but doesn't respond?

A profile view after your message is a good sign. They read your message, looked you up, and didn't immediately dismiss you. Give it a few more days before following up. If they view your profile again but still don't respond, send one short follow-up message. Two messages total is the limit.

How to Message a Hiring Manager on LinkedIn

Sending a short, specific message to the hiring manager on the same day you apply is one of the most effective things you can do to stand out. The message doesn't need to be long or impressive. It just needs to be human and relevant.

Why Does Messaging Hiring Managers Directly Actually Work?

Most applications go into an ATS queue and wait. A direct LinkedIn message lands in front of a real person the same day you send it, before your resume has even been reviewed. If it's a good message, the hiring manager is now actively looking for your application rather than stumbling across it.

It also signals something about you as a candidate. Taking the time to find the right person and write a targeted note suggests initiative, genuine interest, and the kind of communication skills most job descriptions ask for but rarely get to test.

How Do I Find the Right Person to Message?

You're looking for the person most likely to be making or influencing the hiring decision. That's usually one of these:

The hiring manager for the role. Search LinkedIn for the company name plus the job title of whoever would be your direct manager. If you're applying for a marketing coordinator role, search for "Marketing Manager" or "Head of Marketing" at that company.
A recruiter or talent acquisition person at the company. Search for "Recruiter," "Talent Acquisition," or "People Operations" at the company. They're often the first human to review applications and a direct message can get your name flagged early.
The team lead or department head. For smaller companies or senior roles, the person making the decision may be a VP or Director. Search by department and seniority.

On LinkedIn, search the company name and filter by "People." Add a job title keyword to narrow it down. At most companies, you'll be able to identify the right person within a few minutes.

If the company is small and the hiring manager has a public email address (sometimes listed on their LinkedIn profile or company website), an email can work just as well as a LinkedIn message.

What Do I Actually Say?

Keep it to three or four sentences. The message should do three things: establish why you're reaching out, show you know something specific about the role or company, and make a low-pressure ask.

Here are templates for the most common situations. Customize them before you send. A message that reads like a template gets ignored.

When you've just applied for a specific role:

Hi [Name], I just applied for the [Job Title] role and wanted to reach out directly. I've been following [Company] for a while, particularly [specific thing: a recent product launch, a piece of content they published, a company initiative]. My background in [relevant experience] is a strong fit for what you're describing, and I'd welcome a brief conversation if you have time. Thanks for considering my application.

When there's no open role but you want to get on their radar:

Hi [Name], I'm a [job title/background] with experience in [specific relevant area] and I've been keeping an eye on [Company] for a while. I don't see a current opening that fits, but I'd love to connect in case something comes up. Happy to share my background if it's useful.

When someone referred you:

Hi [Name], [Referrer's name] suggested I reach out to you. I applied for the [Job Title] role and [Referrer] thought my background in [area] might be relevant to what your team is working on. Would you have 15 minutes to connect?

A few things to avoid: don't attach your resume to the message (they can find it if they want it), don't open with "I hope this message finds you well," and don't list your qualifications at length. The message is a handshake, not a pitch.

When Should I Send the Message?

The same day you apply, ideally within a few hours. You want the message to arrive while the hiring manager still has the role top of mind, and before your application is buried under a week's worth of other submissions.

Timing within the day matters a little too. Messages sent during business hours, particularly mid-morning (9–11am) in the hiring manager's time zone, tend to get seen faster than those sent late at night or over the weekend. That said, a message sent at 9pm Thursday beats one sent at 10am the following Monday.

If you're applying to a role that was posted several days ago, still send the message. It's less optimal but not pointless. A direct outreach can revive interest in an application that hasn't been reviewed yet.

What If I Don't Have LinkedIn Premium and Can't Message People I'm Not Connected To?

You have a few options.

Send a connection request first with a brief note in the connection message. LinkedIn allows up to 300 characters in a connection request. Use them: "Hi [Name], I just applied for the [Role] at [Company] and wanted to connect directly. I have a background in [X] and think there could be a strong fit." If they accept, follow up with the fuller message.

Look for their email address. Check the company website's team page or the hiring manager's LinkedIn profile (some people list contact info directly). A concise, well-written email to a professional address is just as effective as a LinkedIn message.

Check if they're active on other platforms. Some hiring managers post on Twitter/X or have a professional blog with contact info. A short, relevant message there can work too.

What If They Don't Respond?

One follow-up is fine, sent about a week after the first message. Keep it short: "Hi [Name], just following up on my note from last week. Still very interested in the [Role] and happy to connect if you have time." After that, move on. Two messages is the limit. Anything more starts to feel like pressure.

A non-response doesn't always mean disinterest. Hiring managers are busy, LinkedIn notifications get buried, and timing plays a role. Some people have reported hearing back weeks after sending a message they assumed had been ignored. But chasing beyond two attempts isn't worth the effort or the risk of leaving a bad impression.

If your outreach leads to an interview, send a thank-you email the same day. Taylor Resume's Thank You Email tool makes it straightforward to write one that's specific and worth reading, not a generic "thanks for your time."

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