By Melissa Tepperman, Director, Capital Formation & Investment Support
When working with a recruiter, you already have an experienced advocate in your corner — someone who understands your background, goals, and target markets. But while your recruiter is doing targeted outreach and managing opportunities on your behalf, there are additional steps you can take to amplify those efforts and strengthen your overall job search strategy.
Networking can look different for everyone. Sometimes it happens organically, while other times it’s a tool you can use strategically. Too often, people jump straight into cold outreach or send dozens of LinkedIn messages, hoping for a response. The truth is, effective networking works best when it’s intentional, and it usually starts with the people who already know your work.
At Landing Point, we’ve seen candidates gain tremendous momentum when they approach networking with intention. Here are some strategies you can layer on top of your recruiter’s efforts to help you connect with the right people, make a lasting impression, and keep your search moving forward.
In-Person Networking Tips
In-person networking can take many forms, from formal industry events and professional conferences to casual meetups or coffees with peers. These moments allow you to build relationships that your recruiter can later help you reinforce or re-engage.
Start with your warm circle.
Begin with people who already know your work. Former managers, trusted peers, or colleagues who can vouch for your skills are often the most effective sources of introduction. Let them know you’re working with a recruiter, and that you appreciate any insights or connections they can share to complement your search.
Treat each conversation as intel gathering, not an audition.
Approach networking as an opportunity to learn. Ask thoughtful questions about how firms hire, what skill sets are in demand, and how teams are structured. This information not only helps shape your discussions with potential employers but also allows your recruiters to refine their outreach strategy with you.
Have three sharp stories ready.
Prepare a few concise, authentic stories that highlight your impact, problem-solving abilities, and leadership style. These examples make it easy for both your contacts and your recruiter to represent your background effectively across different conversations.
Close the loop fast.
If someone introduces you to a new contact or takes a meeting, follow up promptly — and keep your recruiter informed so they can help nurture that relationship down the line. Consistent communication builds momentum and strengthens your network.
Virtual Networking Tips
While your recruiter is reaching out to hiring managers and talent decision-makers, virtual networking allows you to expand your reach in parallel. LinkedIn and email outreach can be powerful tools, but success depends on clarity and quality over quantity.
Make your ask ridiculously clear.
Be specific in your outreach. Instead of “Would love to connect,” explain that you’re exploring new opportunities in a certain field or function and are working with a recruiter to identify the right fit. Clear communication makes it easier for others to help and reinforces that you’re approaching your search strategically.
Keep your outreach short and specific.
A concise, well-crafted message stands out more than a long summary. Provide just enough context for your contact to understand what you’re looking for. Your recruiter can help you refine this messaging if you’re unsure what to say.
Space out your outreach.
Pacing matters. Aim for a steady but manageable cadence: for example, five high-quality LinkedIn messages per week. This lets you stay consistent without burning out or losing track of conversations, and your recruiter can provide guidance on prioritizing targets.
Use conversations to refine your narrative.
Pay attention to what aspects of your background resonate most with your audience. Share those insights with your recruiter so they can adjust how they position you to prospective employers.
Don’t chase every lead.
Not every introduction or opportunity will align with your goals. Focus on quality fits, and let your recruiter know which types of roles or cultures appeal most. This helps them narrow their search on your behalf.
Keep your LinkedIn profile tight.
A clean, focused LinkedIn profile supports both your self-directed networking and your recruiter’s outreach. Use a clear headline, articulate your value in the summary, and include two to three concise impact bullets per role.
Working with a recruiter gives you a strong foundation, someone who advocates for you, strategizes with you, and guides you through the process. But layered on top of that, intentional networking puts more opportunities within reach and reinforces your professional brand.
At Landing Point, we believe every detail matters, and that includes how you show up in conversations, both online and off. Think of networking as a partnership between you and your recruiter: working together, building relationships first, and moving with urgency and purpose to find the right fit.
About Melissa Tepperman
Melissa Tepperman is a Director at Landing Point, where she focuses on senior-level searches across business development, fundraising, and investor relations within alternative asset management. She partners with private equity firms, credit platforms, BDCs, and hedge funds to build out capital formation and investment support teams, with a particular emphasis on revenue-generating and client-facing leadership roles across the Tri-State area, Boston, and California.
Melissa began her career in Investor Relations, working at GCM Grosvenor and Brookfield before transitioning into recruiting. She brings experience on both the agency side within financial services and in-house on the buy side at Citadel, giving her a well-rounded perspective on how investment firms structure and scale their fundraising and investor coverage functions.
Drawing on her background in leading asset managers, Melissa provides clients with informed insight into market dynamics, compensation trends, and the evolving demands of capital formation teams. A graduate of Indiana University’s Kelley School of Business with a degree in Finance, Melissa is passionate about travel, fitness, music, and exploring new restaurants with family and friends.