I Filled a Job You Didn’t Know You Had

OK, so you’re a hiring manager, and you’ve just arrived at the office, grabbed your coffee, and opened up your email inbox. There — in boldfaced lettering — the subject line of my email screams


And you’re thinking … great. Another spam from some job seeker. But you open it anyway.

And that’s how my story at Beyond.com began.

Ten years and two weeks ago, a new position was created at Beyond.com, which was invented and filled by yours truly. The primary tool used to accomplish this?  It wasn’t a resume or cover letter.

It was a Job Proposal Memo … a brainstorm I had. A document which helped solidify my candidacy and created a new position at a young, growing company.

Here’s the gist.

The Job Proposal Memo is a summary of what a candidate will accomplish in the first 30-60-90 days in a given role at a company. It is similar to a cover letter, but focused more on what you can and will accomplish in this role. I began it with a summary of my plans and goals for the job after the first 30th, 60th, and 90th day of employment. I articulated at each stage how I was going to accomplish these plans and goals. And, my final paragraph summarized my desire to meet and discuss the position and answer any questions that my prospective employer might have about the memo. I had already done a ton of research on the company, and I knew it might have a need for my skills, but it just hadn’t posted the actual job. Clairvoyant? Maybe a little.

It turned out that my Memo was extremely well received and helped the CEO visualize the role and how I was the perfect fit. The Memo demonstrated that I was thinking not about me, but how I can use my skills and experience to impact and achieve company objectives. More often than not, taking a proactive and creative approach will gain the ear, respect, and admiration of company decision makers. Not to toot my own horn, but I’ve been with the company over 10 years, and have countless examples of successful contributions during my tenure here. All for a job that didn’t exist (on paper, anyway) when I got it.

So, as a recruiter or hiring manager, are you only staying “in the box” when thinking about candidates? How would you have reacted if this been you? Would you have simply hit that DELETE key and moved on? Was it just dumb luck on my part, or sheer brilliance?

Seriously, though, I did nothing more than bridge the communications gap. You know, that gap that exists when a candidate is qualified to do a job, but you just don’t see it because they did a poor job communicating that they could do it?

Article Continues Below

Maybe part of the problem is how they’re communicating. In a lot of ways, the resume has become a “necessary evil” within the hiring process. There have been volumes written by HR professionals about how to improve and enhance the resume  Many hiring managers and recruitment professionals have come to realize its significant shortcomings — and perhaps fatal flaws — as a tool for hiring and projecting superior performance. After all, a resume gives you a rear-view mirror look at the candidate’s performance and accomplishments, but it doesn’t tell you what they can do for you now and in the future.

The traditional resume probably isn’t going away anytime soon, and maybe you don’t want a bunch of job seekers filling your inbox with a bunch of JOB PROPOSAL MEMO emails. But think of new ways to challenge your candidates so that they can reduce or eliminate that communications gap problem. To help increase effectiveness and efficiency of the hiring process, could you ask job seekers to prepare a Job Proposal Memo with their resume, or after the initial phone screen? This could provide crucial insight into how candidates think about the position and company, while enabling hiring managers to gauge which prospective employees will most impact and affect the business goals.

What about asking a couple of questions in the job description, like “What do you plan to accomplish in the first 30, 60, and 90 days in this role?” and “How do you plan to achieve those goals?” The job seekers who take the time to answer these questions when they apply will quickly give the recruiter an idea of who is and isn’t likely to succeed at the company. Maybe those who don’t deserve the DELETE key.

About the Author

Adam Berkowitz is a traffic manager at Beyond.com, and is responsible for developing programs and campaigns to generate new jobseeker membership and engagement for Beyond.com. He also creates, manages, and optimizes traffic partners and vendor deals for a Beyond.com, The Career Network. 

He is a dedicated father, active member of his synagogue, an avid fantasy footballer and golfer, and enjoys helping people learn how to network and enhance their job seeking skills.

  • Megan Stanish

    Adam – I’m very impressed by your chutzpah (technical term), by your process, by the perspective you had on how to articulate your value to Beyond and how this relates to how recruiters and companies can help job seekers articulate their own value. Just brilliant. Thank you so much for sharing this.
    ~ Megan

  • Adam Berkowitz

    Megan – Thank very much for your comment. Hoping to inspire others to have chutzpah on both sides of the hiring process.


  • Debbie McAdams

    30-60-90 day plan is almost a shoe in when interviewing for a job. You just have to be very well versed about the company. I have created several and they have always been very well received.

  • Adam Berkowitz

    Debbie – Appreciate the comment. Yes, but you’d be shocked at how many people don’t make those extra steps.
    – Adam

  • Keith Halperin

    @ Adam: I think this is a very good tactic for “non-cookie cutter” job seekers those whose backgrounds and interests aren’t what we normally deal with.


  • http://www.postjobfree.com Dennis Gorelik


    Do you still keep that “JOB PROPOSAL MEMO”?

    If yes – could you please share it with us?

  • Adam Berkowitz

    Dennis – I will look for it. Not sure it made with me after 10+ years. Glad to hear from you.


  • http://www.viletinternational.com Jacque Vilet

    This is a GREAT post! You’re so right. A “job seeker” needs to focus on what s/he can actually do for the company — not just skills, experience. There is a quote — I forget who from:

    “It’s about what you can DO, not what you HAVE.”

  • http://www.viletinternational.com Jacque Vilet

    Me again. 2 things.
    1) If you find that “memo” please send me a copy.
    2) You ought to put this post on TLNT.com

  • Keith Halperin

    1-Page Proposals, Meet Jobs

    The 1-Page
    Job Proposal Tool

    (Might be the same. -kh)

  • Robye Nothnagel

    Nice job. I like the idea of asking candidates to do a bit of work to sell themselves. I ask my candidates to fill out a bio with a few questions – Why do you want the job at “Client” and provide a summary of why you are a good fit for the job. Their response is a good indicator of how bad they want the job. Some respond quickly with awesome ideas and others take forever with weak responses. I may change to the 30-60-90 day idea.