You’re staring at a blank screen, wondering how to tell a company you want to work for them even though they haven't actually posted a job. It’s awkward. You don't want to sound desperate, but you also don't want to be ignored. Most people overthink this. They write these massive, four-paragraph manifestos that recruiters honestly just delete after three seconds.
The secret? A short simple letter of interest is actually more effective than a formal cover letter.
Think about it from the perspective of a hiring manager. They are busy. They have 400 emails, half of which are spam or internal fires they need to put out. When they see a giant wall of text from someone they don't know, their brain registers it as "work." But a quick, punchy note? That’s just a conversation.
The psychology of the "soft ask"
A letter of interest (also called a cold contact or an inquiry letter) isn't a job application. That's a huge distinction people miss. Since there isn't a specific role you're applying for, you aren't trying to prove you meet "Requirement A" and "Requirement B." Instead, you are selling your potential and your specific interest in that specific brand.
According to data from CareerBuilder, nearly 70% of employers say they’ve hired someone even when they didn't have a job opening at that exact moment. They call it the "hidden job market." It's real. Companies are always looking for talent; they just aren't always looking for the paperwork involved in a public posting.
Why brevity wins every single time
Length is your enemy here. If you can't explain why you're a fit in under 150 words, you probably don't know why you're a fit yet.
You’ve got to be surgical. Mention a recent win the company had. Maybe they just landed a new Series B funding round, or maybe you saw their lead designer speak at a conference. Mentioning these things proves you aren't just copy-pasting the same email to fifty different offices. It shows you’re paying attention.
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How to actually structure a short simple letter of interest
Forget the "To Whom It May Concern" nonsense. That died in 1995. If you can't find a name on LinkedIn or the company "About Us" page, you aren't trying hard enough. Find the person who would be your boss. If you're a writer, find the Creative Director. If you're a dev, find the VP of Engineering.
Start with a hook that isn't about you. "I’ve been following [Company Name]’s move into the sustainable packaging space, and I was particularly impressed by your latest partnership with [Partner Name]."
See that? You’re making it about them first.
Then, pivot to yourself. Quickly. "I’m a Project Manager with six years of experience in eco-friendly logistics, and I’d love to bring that expertise to your team."
Finish with a low-pressure call to action. Don't ask for an interview. Ask for a "brief chat" or to "keep my resume on file for when things scale up." It’s a lower barrier to entry. They are much more likely to say yes to a 10-minute Zoom call than a formal hour-long interview process.
Real-world example: The "curiosity" approach
Let’s look at a hypothetical (but very realistic) scenario. Imagine you want to work for a mid-sized tech firm called "NexusStream."
Subject: Question regarding NexusStream’s UX direction
Hi Sarah,
I’ve been using NexusStream’s latest beta, and the way you’ve handled the user onboarding flow is honestly some of the best work I’ve seen in the SaaS space lately.
I’m a UX Designer currently at [Current Company], where I recently helped increase our retention by 15% through similar friction-reduction strategies. I’m a huge fan of what you’re building and wanted to reach out to see if you’re planning on expanding the design team this quarter.
Even if the timing isn't right, I’d love to send over my portfolio just so I’m on your radar.
Best,
[Your Name]
This works because it's human. It doesn't sound like a robot wrote it. It’s a short simple letter of interest that respects the reader's time while proving the sender's value.
The mistake of the "Resume Dump"
Whatever you do, don't just attach a PDF and say "Here is my resume, let me know if you have jobs." That is the digital equivalent of throwing a brick through someone's window with a note attached. It’s aggressive and lazy.
You need to provide context. The resume is the evidence, but the letter is the argument. If the argument is weak, no one is going to look at the evidence.
Nuance and the "Why Now?" factor
Timing is everything. If a company just laid off 10% of its staff, sending a letter of interest is tone-deaf. Check the news. Check their LinkedIn "Life" tab. If they are posting about their holiday party or a new office opening, that’s a green light.
Also, consider the platform. A letter of interest doesn't always have to be an email. A well-crafted LinkedIn message can sometimes be even better because your profile—your "living resume"—is right there for them to click on. It removes one more step for the recruiter.
Limitations of this strategy
It won't work every time. Obviously.
Some companies, especially massive conglomerates like Google or Amazon, have very strict "apply through the portal" rules. Sending a cold email to a VP at a Fortune 500 company might just get you a canned response from an automated filter. This strategy works best for startups, boutique agencies, and mid-market firms where the people reading the emails actually have the power to create a role if they find the right person.
The "follow-up" is where the magic happens
Most people send one email, get no response, and assume the company hates them.
In reality, the person probably just saw the email while they were in line at Starbucks, thought "Oh, cool," and then forgot about it by the time they got their latte.
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Wait seven days. Then, send a polite, one-sentence follow-up. "Hi [Name], just wanted to bubble this up to the top of your inbox in case it got buried. Hope you're having a great week!"
Often, that second email is the one that gets the reply. It shows persistence without being annoying. It’s a fine line, but if you stay professional, you’re usually safe.
Actionable steps to take right now
If you’re ready to send your own short simple letter of interest, follow this workflow to ensure you don't waste your time or theirs:
- Identify 5 "Dream" Companies: Don't go for 50. Go for 5 that you actually care about.
- Find the Decision Maker: Use LinkedIn. Look for the "Head of [Department]" or "Director of [Department]."
- Find a Specific Hook: Look at their recent LinkedIn posts, news articles, or even their personal Twitter/X if they use it for business. Find one thing they did recently that you genuinely liked.
- Draft Your Pitch: Keep it under 150 words. Focus on how you can solve a problem for them, not just how they can give you a paycheck.
- Proofread for Tone: Read it out loud. If it sounds like a corporate textbook, rewrite it. It should sound like you’re talking to a colleague you respect.
- Hit Send and Set a Reminder: Put a note in your calendar to follow up in exactly one week if you haven't heard back.
The hidden job market is built on relationships and timing. By keeping your outreach short and simple, you lower the "cost" of someone interacting with you. You aren't asking for a marriage proposal; you're just asking for a quick hello. That's how careers are built in the modern era. Stop writing novels and start writing notes.
Focus on the value you bring, be brief, and remain persistent. The right person will eventually notice. This isn't about luck—it's about positioning yourself so that when an opportunity does arise, you're the first person they think of.
Everything you need to land that next role is likely already in your head; you just need to condense it into a format that a busy person will actually read. Start with one email today. See what happens. The worst they can do is not respond, and you’re already in that position anyway. There is zero downside.