When you’re changing career, the question isn’t simply “Where are the jobs?”…
It’s “Which path will get me in front of the right hiring manager, in the right way, at the right time?”
In our job search webinars, we often describe the process as a map with two main routes: the open job market (advertised roles with defined processes) and the hidden job market (roles filled through networks, referrals, and internal moves before they ever reach a job board).
Both can work beautifully. Both can also frustrate you at times.
Understanding which to use – and when – is the key to saving time, energy, and confidence.
Think of the open market as a motorway: structured, clearly signposted, and full of other travellers heading in the same direction.
The hidden market, on the other hand, is more like a network of local roads – less predictable, sometimes slower, but rich with shortcuts and opportunities you’d never see from the main road.
Most career changers will need to use both routes at some point. The secret is learning which one fits your current stage and goal.
What the open market really asks of you
The open market is the system most of us know best. It’s visible, formal, and built on fairness.
Vacancies are advertised, criteria are listed, and you apply through structured channels such as job boards, recruitment agencies, or corporate websites.
You write your CV, craft your personal statement, submit your application, and wait to hear back.
If you meet the essential criteria and present your experience in a way that’s clear and relevant, you’re in with a chance.
But if your background doesn’t quite match the requirements, or if you’ve changed direction recently, it can be a tough route.
Automated systems often screen applications before a human sees them, meaning your CV may never reach the decision maker.
That’s not about you personally – it’s just how the process works.
The strengths of the open route
The open market offers clarity. You know exactly what’s required, when the deadline is, and what to expect next.
There’s equality of opportunity: anyone who meets the criteria can apply.
And for career changers who already have transferable experience in demand, it can be the most straightforward way to secure a new role.
It’s also the route where you can track your progress objectively.
You’ll see how many applications you’ve made, how many have converted to interviews, and where your bottlenecks might be. That evidence helps you improve.
The drawbacks to recognise
However, competition is fierce. For many advertised roles, recruiters receive hundreds of applications.
That means even strong candidates get filtered out early.
The process can feel impersonal, and success often hinges on how well you can “translate” your story into the employer’s language.
If your strengths show more clearly in conversation than on paper – or if you’re making a significant shift – this route may feel discouraging.
But it’s still useful to keep one foot on the motorway: it helps you practise tailoring your CV, refine your narrative, and stay current with industry trends.
Why the hidden job market matters
Now let’s step off the motorway and explore the smaller, less visible roads: the hidden job market.
This term simply means any opportunity that’s filled without being publicly advertised.
That might sound exclusive, but it’s often just practical.
Employers like to reduce risk and cost. If they already know someone who can do the job – or if they get a trusted referral – they’ll usually follow that lead first.
Hidden hiring happens everywhere.
A manager promotes an internal colleague. A contractor finishes a short project and is offered a permanent role. A former employee returns after a few years away. A friend of a team member comes highly recommended and gets a call before an advert is written.
None of this is underhanded – it’s just how organisations manage uncertainty.
For career changers, the hidden market can be far more forgiving.
Instead of being judged solely on keywords or sector experience, you’re judged on credibility, enthusiasm, and potential fit. It’s your chance to show what you can offer through human connection rather than digital filtering.
How to access the hidden job market
Many people shy away from networking because they think it means selling themselves.
It doesn’t.
It means being genuinely curious, showing interest in the work others do, and finding shared ground.
The goal isn’t to ask for a job – it’s to build trust and visibility so that when opportunities arise, people think of you.
Start by identifying 5 to 10 organisations that align with your values and interests.
Follow them on LinkedIn, read their updates, and notice what challenges or developments they’re talking about.
Who leads the teams you’d like to join?
Who already works there in roles similar to the one you want?
Reach out with small, thoughtful messages – something as simple as commenting on a post or sharing an insight can spark a conversation.
If you have mutual connections, ask for introductions.
If not, go direct but keep it warm and professional.
Mention what caught your attention, express genuine interest, and ask a short question about the work. Over time, these small touchpoints compound into relationships.
That’s how the hidden market works: slowly, quietly, but powerfully.
Combining the two routes
The most effective job seekers usually balance both strategies. You might spend 40% of your time on open-market applications that truly fit your skills and 60% cultivating relationships that could lead to unadvertised opportunities.
The mix can shift depending on what’s working.
A simple way to test your balance is to look at outcomes. If you’re getting interviews but not offers, the issue might be with performance or fit.
If you’re not getting interviews at all, you may need to strengthen your CV or shift toward the hidden market to build credibility before applying again.
Managing common red flags
Everyone carries something they fear will hold them back – career breaks, job changes, overseas qualifications, or seniority that seems overqualified.
The open market tends to amplify those concerns.
The hidden market lets you explain them naturally in conversation and show, rather than tell, how you add value.
When you meet someone through your network, they see you in context. They understand your motivation, your attitude, and your ability to learn.
That’s often enough to offset whatever the CV might not perfectly match. It’s about reducing perceived risk for the employer – and relationships do that better than any bullet point ever could.
There isn’t a single “right” way to job hunt. There’s only the route that aligns with your current strengths and goals. Use the open market when your skills and experience fit advertised criteria. Lean into the hidden market when you need people to see your potential before they can see your CV. Keep both channels open, keep your strategy flexible, and keep learning from what works.