# Car Job Search Strategy

> Design a job-search strategy — targeting, pipeline, outreach, and tracking — run like a repeatable funnel.

- Skill: `matrixx0070/car-job-search-strategy` (Agent Skill)
- Install (CLI): `npx skillmds@latest add matrixx0070/car-job-search-strategy`
- Raw SKILL.md: https://api.skillmd.com/api/skills/matrixx0070/car-job-search-strategy/raw
- Safety review: pending (external: skill-scanner PASS, skillspector PASS)
- Works with: Claude Code, Claude.ai, OpenAI Codex
- Category: DevOps & Infra
- Author: Matrixx0070 (https://skillmd.com/u/matrixx0070)
- Updated: 2026-09-08
- Page: https://skillmd.com/skills/matrixx0070/car-job-search-strategy

---


## When to use

Reach for this when you're job-hunting and want a system instead of scattered applications — defining who to target, building a pipeline, running outreach, and tracking everything to conversion. Use after car-career-plan (target set) and alongside car-resume, car-linkedin, and car-interview-prep, which supply the assets each stage needs.

**Not for:** the employer side. Building the *hiring* funnel and moving candidates through stages is hr-recruiting-pipeline — the mirror image. This skill runs *your* search as the candidate.

## Method

1. **Define your target** — role, level, industry, company size, location/remote, and comp floor. Decision point: too broad wastes effort; if unclear, run car-career-plan first.
2. **Build the target list** — 30-50 companies/roles that fit, tiered A (dream, tailor hard) / B (strong fit) / C (volume). This is your pipeline top.
3. **Choose channels by yield** — referrals convert far better than cold applications, so weight outreach and network over job-board spray. Decision point: for A-tier, always find a warm intro before applying cold.
4. **Run outreach** — for each target find a connection or relevant person; send a short, specific message (who you are, why them, one ask). Track sends and follow up once after 5-7 days.
5. **Tailor and apply** — for A/B, tailor resume + letter (car-resume, car-cover-letter); for C, apply lean. Never mass-send one generic resume.
6. **Track the funnel** — a tracker with stage, date, contact, next action. Review weekly; if a stage has low conversion, fix that stage (more outreach, better resume, more interview reps).

## Example

Target: mid-level PM, B2B SaaS, remote, $140K+ floor. List: 40 companies tiered 8 A / 18 B / 14 C. Week 1: 12 outreach messages via warm connections, 8 tailored A/B applications. Tracker shows 40 applications → 6 screens → 2 onsites → 1 offer over six weeks. Low screen-to-onsite rate flags interview prep as the stage to fix — so you double down on car-interview-prep.

## Pitfalls

- Spraying one generic resume at 200 postings — high volume, near-zero conversion, and burnout.
- Ignoring referrals and applying only cold, when warm intros convert several times better.
- No tracker, so you forget follow-ups, double-apply, and can't see which stage is leaking.
- Treating rejection as feedback-free; diagnose the failing stage and adjust the system.

## Output format

```
Target: role | level | industry | size | location/remote | comp floor
Target list: company | tier (A/B/C) | role | warm connection?
Outreach template: who you are | why them | one specific ask
Weekly cadence: # outreach | # tailored apps | # follow-ups
Tracker columns: company | role | stage | date | contact | next action | notes
Funnel review: stage conversion rates → weakest stage → fix
```