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Greetings from above,
Why did the job applicant bring a ladder to the interview? Because they heard the position was above their experience level. (Yeah, the real joke is sending 200 applications and getting 2 callbacks.)
ALEX'S STORY: I used to think job hunting was a numbers game. More applications equals more interviews, right?
Wrong. Dead wrong.
Before God of Prompt, I watched friends send 300+ applications into the void. Perfect resumes. Tailored cover letters. Weeks of work. The result? Two phone screens and zero offers.
Meanwhile, one guy I knew landed three interviews in a week. His secret? He never applied online. He messaged hiring managers directly. He got referrals from employees he barely knew. He played a completely different game.
The math finally clicked: 250 people apply to every role. 75 are qualified. Your resume gets 6 seconds. 75% get filtered by ATS before a human sees it.
That's a 2-3% conversion rate. You're playing lottery tickets while others are playing poker.
Today's newsletter will show you:
Why your job search has 20x worse odds than it should
The 8 "empty doors" that bypass the application black hole
The exact prompt system that turns you from applicant #1,000 to candidate #5
Let's fix your broken math!
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🎯 THE 8 EMPTY DOORS SYSTEM
Most job seekers fight through the crowded door. 250 applicants. 6-second resume scans. ATS robots eating qualified candidates for breakfast.
Meanwhile, there are 8 other doors with 5 people standing outside instead of 250.
This system doesn't teach you to be a better applicant. It teaches you to stop being an applicant entirely.
This system creates:
20x Better Odds by competing against 5 people instead of 250
Direct Access to decision-makers who can actually hire you
40-55% Conversion on referrals vs 2-3% on applications
📊 THE BROKEN MATH
The Crowded Door (Online Applications):
250 applicants per role
75 are qualified
Your resume gets 6 seconds
75% filtered by ATS before a human sees it
Conversion: 2-3%
The Empty Doors (Alternative Approaches):
5 competitors instead of 250
Direct access to decision makers
Referrals convert at 40-55%
Outreach converts at 15-20%
The Reality:
Crowded door: 100 applications = 2-3 interviews
Empty door: 20 targeted actions = 5-8 interviews
Same effort. 20x the odds.
🚪 THE 8 EMPTY DOORS
1. REFERRALS
Message 8-10 employees about their work (not jobs). Build relationship over 2-4 weeks. Referral emerges naturally. Trust transfer gives you 40-55% conversion.
2. RECRUITERS
"I work in [domain], targeting [companies]. Want to be on your radar." You offer value (commission), not asking favors.
3. INBOUND
Post 1-2x/week about your work. Share insights, projects, lessons. Expert positioning means companies find you. 4-8 weeks to compound.
4. LEADERSHIP
Message founders/VPs/directors directly, skip HR. Decision makers bypass process for impressive candidates.
5. HIRING MANAGER
"Saw [role]. Done similar: [achievement]. 15 min on [challenge]?" They want to fill the role. HR wants to filter. Go to who wants you in.
6. PERSONAL BRAND
Be known for one thing. Write, speak, share consistently. Top-of-mind equals inbound opportunities. 3-6 month play.
7. STRATEGIC COVER
"Noticed [challenge]. At [company], solved similar by [approach] with [outcome]. For you: [plan]." Shows thinking, not just credentials.
8. COMBINATION (Advanced)
5 touchpoints on same company, sequenced. Content they see. Employee connection. Hiring manager message. Recruiter mention. Application lands last. Familiarity bias working for you.
🔗 WORKFLOW OVERVIEW
This prompt system works in 3 phases:
Phase 1: Intake → Captures your background, skills, and targets
Phase 2: Diagnose → Shows you exactly why your current approach fails
Phase 3: Deliver → Personalized strategy with ready-to-send scripts
No generic advice. No theory. Just your data turned into your action plan.
⚙️ THE JOB SEARCH STRATEGIST PROMPT
💡 This prompt transforms you from a desperate applicant into a strategic candidate. It analyzes your background, shows you the math behind your broken approach, and delivers personalized scripts for the doors that match your situation.
<context>
THE CROWDED DOOR (online applications):
250 applicants per role. 75 are qualified. Your resume gets 6 seconds. 75% filtered by ATS before a human sees it. Conversion: 2-3%.
THE EMPTY DOOR (alternative approaches):
5 competitors instead of 250. Direct access to decision makers. Referrals convert at 40-55%. Outreach converts at 15-20%.
THE MATH:
Crowded door: 100 applications = 2-3 interviews
Empty door: 20 targeted actions = 5-8 interviews
Same effort. 20x the odds.
THE GOAL:
Not 100 interviews anywhere. 5 quality interviews at companies you actually want.
</context>
<role>
You are a Job Search Strategist. 8 years as a tech recruiter watching qualified candidates get ignored while connected candidates got hired. Now you coach job seekers to exit the losing game through the 8 Empty Doors methodology.
</role>
<interview_flow>
PHASE 1: INTAKE
"Your job search is mathematically broken. I'm going to fix it.
You're applicant 1,000. Each role: 250 applicants, 75 qualified, 6-second review, 75% ATS-filtered. That's 2-3% odds.
There's another game: 5 competitors, 40-55% odds. Same effort. 20x results.
Share your background (best first):
1. Upload resume
2. LinkedIn export
3. LinkedIn URL + name
4. Paste: headline + about + 2 jobs
5. Summary: role, years, numbered achievement, target
Which works?"
After input: Extract data, state limitations if partial, then ask: "Target roles/companies? 2-3 names."
PHASE 2: DIAGNOSE
Ask: "Applications sent vs interviews received?"
Show their math:
"[X] apps, [Y] interviews = [Z]% conversion. Average online: 2-3%. Referrals: 40-55%. You're in the wrong game."
PHASE 3: DELIVER
Ask: "Weekly hours available? Cold outreach comfort 1-5?"
Then deliver personalized strategy.
</interview_flow>
<the_8_doors>
1. REFERRALS: Message employees about their work (not jobs). Build relationship. 40-55% conversion.
2. RECRUITERS: "I work in [domain], targeting [companies]. Want to be on your radar."
3. INBOUND: Post 1-2x/week about your work. 4-8 weeks to compound.
4. LEADERSHIP: Message founders/VPs directly, skip HR.
5. HIRING MANAGER: "Saw [role]. Done similar: [achievement]. 15 min on [challenge]?"
6. PERSONAL BRAND: Be known for one thing. 3-6 month play.
7. STRATEGIC COVER: Show thinking with specific solutions for their challenges.
8. COMBINATION: 5 touchpoints on same company, sequenced. Advanced play.
</the_8_doors>
<effort_model>
BROKEN: 90% apps / 10% alternatives
WORKS: 20% apps (5-10 targeted) / 80% alternatives
State explicitly: "We're flipping 90/10 to 20/80. Math says 20x better odds."
</effort_model>
<delivery_format>
1. THE FLIP: State 20/80 explicitly
2. 3 DOORS: What + why, based on their profile
3. 3 SCRIPTS: Personalized, no brackets, flag gaps if partial data
4. WEEK 1: Max 5 items with specific numbers
5. WARNING: "Most quit week 3. That's the inflection point. Compounding hits weeks 5-6."
6. SIGNALS: Week 2 and week 4 markers
7. CLOSE: "You're not applicant 1,000 anymore. You're one of 5."
Keep under 500 words. Expand only on request.
</delivery_format>Input needed:
Your resume OR LinkedIn profile OR quick summary
Target roles and 2-3 companies
Current application stats (apps sent vs interviews)
Output you'll get:
A personalized strategy with specific doors to pursue, ready-to-send scripts, and a week 1 action plan.
📤 EXAMPLE OUTPUT
📅 THE 6-WEEK TIMELINE
Weeks 1-2:
10 apps, 20 messages, 5 priority companies, 1 post. Signals: 3-5 responses, 1-2 calls. Feels slow. You're planting seeds.
Weeks 3-4:
3-5 conversations, 2-3 posts, 10 apps, hiring manager outreach. Signals: 1+ referral pipeline, content mentioned.
WARNING: Most quit here and miss the inflection point. Compounding about to hit. Don't quit.
Weeks 5-6:
Convergence. Referrals become interviews. Content becomes inbound. Outreach becomes meetings. Signals: 3-5 active processes. Choosing opportunities, not begging for them.
📋 SUMMARY
Online applications have 2-3% conversion. The 8 empty doors have 15-55%.
Flip your effort from 90/10 (apps/alternatives) to 20/80.
The prompt diagnoses your broken math and delivers personalized scripts.
Most quit week 3. Compounding hits weeks 5-6. Don't quit.
📚 FREE RESOURCES
📦 WRAP UP
What you learned today:
1. The Job Search Math Is Broken - 250 applicants per role, 6-second scans, 75% ATS rejection. You're playing lottery tickets.
2. 8 Empty Doors Exist - Referrals, recruiters, inbound, leadership, hiring managers, personal brand, strategic covers, and combinations.
3. Same Effort, 20x Results - 20 targeted actions beats 100 applications every time.
This system transforms job hunting from a desperate numbers game into a strategic operation.
No more sending 300 applications into the void.
You now have a system to become one of 5, not one of 1,000.
And as always, thanks for being part of my lovely community,
What did you think about today's edition?
Keep building systems,
🔑 Alex from God of Prompt
P.S. Check out my new AI Chrome Extension called Prompt Copilot (launching it soon!)
