How to Find Hiring Managers on LinkedIn: Complete Guide

While recruiters screen candidates, hiring managers make the final decisions. Connecting directly with hiring managers can bypass the resume black hole and get your application noticed. According to The Muse, candidates who reach hiring managers directly are 3x more likely to get interviews than those who only apply through job portals.

Key Takeaways

• Check "Meet the Hiring Team": Job postings often reveal the hiring manager directly
• Use Boolean search: Search "[Job Title] Manager" OR "Head of [Department]" + company name
• Research company structure: Hiring managers rarely have "Hiring Manager" in their title
• Engage before connecting: Comment on their posts to warm up the connection
• Set realistic expectations: Only about 40% of outreach messages receive responses

Why Contact Hiring Managers Directly?

While finding recruiters on LinkedIn is valuable, connecting directly with hiring managers offers unique advantages. According to Empire Resume, reaching out to hiring managers offers several advantages:

1. Bypass the ATS: Your message goes directly to decision-makers
2. Stand out from applicants: Most candidates never contact hiring managers
3. Get insider information: Learn what the role really requires
4. Demonstrate initiative: Shows proactive, motivated behavior
5. Build relationships: Even if timing isn't right, you're now on their radar

6 Methods to Find Hiring Managers on LinkedIn

Method 1: Check "Meet the Hiring Team" Section

According to Bardeen.ai, LinkedIn job postings often reveal the hiring team directly.

Step-by-step:

1. Search for the job you're interested in on LinkedIn
2. Click on the job posting
3. Look for the "Meet the hiring team" section near the top
4. Click on the hiring manager's profile
5. Note: Not all postings include this feature

If you have LinkedIn Premium, you can message the hiring manager directly. Otherwise, send a personalized connection request.

Method 2: Search the Company's People Tab

According to FasterGig, the company's People tab is a goldmine for finding decision-makers.

Step-by-step:

1. Navigate to the target company's LinkedIn page
2. Click on the "People" tab
3. In the search box, type relevant titles:
   • "Engineering Manager" (for engineering roles)
   • "Director of Marketing" (for marketing roles)
   • "Head of Sales" (for sales roles)
4. Filter by location if the company has multiple offices
5. Look for managers of the department you're targeting

Pro tip: Hiring managers rarely have "Hiring Manager" as their title. Search for the title that would logically manage the role you want.

Method 3: Use Boolean Search

According to JobCompass, Boolean search helps you find exactly who you're looking for.

Step-by-step:

1. Go to LinkedIn's search bar
2. Use Boolean operators to build your query
3. Click "People" to filter results
4. Add company name to narrow results

Boolean search examples:

• ("Engineering Manager" OR "Director of Engineering") AND "Google"
• ("Head of Marketing" OR "VP Marketing") AND "Startup" AND "San Francisco"
• "Product Manager" AND "Stripe" NOT "Associate"

Method 4: Search for "Hiring" Posts

According to LinkedIn's own tips, many hiring managers announce openings directly on their feeds.

Step-by-step:

1. In LinkedIn search, type "hiring [job title]" (e.g., "hiring software engineer")
2. Filter results by "Posts"
3. Use "Author Company" filter to narrow to specific companies
4. Look for posts where managers say "I'm hiring" or "My team is growing"
5. These are warm opportunities—the hiring manager is actively looking

Why this works: Managers who post about hiring want applications and are more likely to respond to direct messages.

Method 5: Use the Company Life Tab

According to LinkedIn Premium Tips, the Life tab reveals key team members.

Step-by-step:

1. Go to the company's LinkedIn page
2. Click on the "Life" tab
3. Look for the "Trending Employee Content" section
4. Active posters are often team leads and managers
5. Check their profiles to identify potential hiring managers

Method 6: Reverse-Engineer from Team Members

Step-by-step:

1. Find someone who currently holds the role you want
2. Look at their profile—who do they report to?
3. Check their endorsements and recommendations
4. Look for patterns in team structure
5. The person they report to is likely the hiring manager

How to Identify the Right Hiring Manager

Hiring managers don't always have obvious titles. Use this guide:

Role You Want	Likely Hiring Manager Title
Software Engineer	Engineering Manager, Tech Lead, Director of Engineering
Product Manager	Director of Product, VP Product, Head of Product
Marketing Specialist	Marketing Manager, Head of Marketing, CMO
Sales Representative	Sales Manager, Director of Sales, VP Sales
Designer	Design Manager, Creative Director, Head of Design
Data Analyst	Analytics Manager, Head of Data, Director of Analytics

How to Reach Out to Hiring Managers

According to LinkedIn's Diego Granados, the approach matters as much as finding them.

Before You Message: Warm Up the Connection

1. Follow them first: See their content in your feed
2. Engage with their posts: Leave thoughtful comments (not just "Great post!")
3. Share their content: Add your own insights when sharing
4. Wait 1-2 weeks: Let them recognize your name

Connection Request Template

Keep it brief and relevant:

Hi [Name], I saw you lead the [Department] team at [Company]. I'm a [Your Role] with experience in [Relevant Skill], and I'm exploring opportunities in [specific area]. Would love to connect and learn more about your team's work.

Follow-Up Message Template

After they accept:

Thanks for connecting, [Name]! I noticed [Company] recently [something specific—launched a product, opened an office, etc.]. I have [X years] experience in [relevant area] and would love to learn more about how your team approaches [specific challenge]. Would you be open to a brief conversation?

What NOT to Do

• Don't ask for a job immediately: Build rapport first
• Don't send generic messages: Research shows personalization matters
• Don't attach your resume in the first message: It feels transactional
• Don't message multiple managers at the same company: Word gets around
• Don't follow up excessively: One follow-up after a week is enough

Setting Realistic Expectations

According to Steve Dalton, author of The 2-Hour Job Search and Career Director at Duke University's Fuqua School of Business:

"Only about 40% of your messages will receive responses. For every 10 hiring managers you message, only about four will reply. This is normal."

Response Rate Benchmarks

• Connection requests: 20-40% acceptance rate
• Initial messages: 10-20% response rate
• Follow-up messages: 5-10% additional responses
• Conversion to calls: 5-10% of responses

Don't get discouraged—this is a numbers game combined with quality outreach.

Optimizing Your Profile to Attract Hiring Managers

Before reaching out, ensure your profile is ready:

Profile Checklist

For a complete guide on optimizing your profile, see our LinkedIn Profile Optimization Guide.

Section	What Hiring Managers Look For
Headline	Clear job title + value proposition
Photo	Professional, friendly, recent
Banner	Industry-relevant or personal brand
About	Results and achievements, not just duties
Experience	Quantified accomplishments
Skills	Top skills relevant to target roles

Keywords Matter

Hiring managers search for candidates too. Include:

• Job titles you're targeting
• Key skills from job descriptions
• Industry-specific terminology
• Certifications and tools

When to Contact Hiring Managers

Best timing:

• After a job is posted (first 48-72 hours is ideal)
• When they post about hiring or team growth
• After engaging with their content for 1-2 weeks
• When you have a mutual connection who can introduce you

Avoid:

• Reaching out cold with no engagement history
• Messaging right after they've filled a role
• Weekend and holiday messages (lower response rates)

Frequently Asked Questions

How do I find the hiring manager for a specific job on LinkedIn?

Check the "Meet the hiring team" section on the job posting first. If not available, go to the company's People tab and search for managers in the relevant department. Use Boolean search like "Engineering Manager" AND "Company Name" to narrow results.

Should I message the hiring manager or recruiter first?

Both approaches can work. Hiring managers make final decisions but are busier. Recruiters are more responsive but have less decision-making power. A good strategy: connect with both, but personalize each message differently. See our guide on how to find recruiters on LinkedIn for recruiter-specific strategies.

What if I can't find the hiring manager on LinkedIn?

Try these alternatives: search the company's website team page, look at press releases or blog posts mentioning team leads, check who's speaking at industry events, or ask your network if they know someone at the company.

Is it appropriate to reach out to hiring managers directly?

Yes, when done professionally. Most hiring managers appreciate proactive candidates—it shows initiative. The key is to be respectful of their time, personalize your message, and provide value rather than just asking for something.

How many times should I follow up with a hiring manager?

One follow-up after 5-7 days is appropriate. If no response after the follow-up, move on. Repeated messages can hurt your reputation. Instead, continue engaging with their content and try again in a few months.

---

Ready to attract opportunities instead of chasing them? Start your free trial with ConnectSafely.ai and build the LinkedIn authority that makes hiring managers come to you.