How to find hiring managers

Why finding the hiring manager changes everything

When you apply through a job board, your application enters a queue. It may be reviewed by a recruiter, pre-screened by an ATS, or never seen at all. The decision-maker — the person who actually determines whether you get an interview — is usually several steps removed from the application portal.

When you reach the hiring manager directly, you bypass the queue. You're in their inbox. You're a person, not a file. And you're doing it before most applicants have even found the job posting.

Who is "the hiring manager"?

The hiring manager is the person who will directly manage the role being filled — not HR, not the recruiter, not the CEO (unless it's a tiny company). For an engineering role, it's likely an engineering manager or director. For a marketing role, it's likely a marketing manager, VP, or head of marketing.

There's also a broader circle of relevant people worth knowing:

• The hiring manager — direct decision-maker
• The team's skip-level — their manager, who may also influence the hire
• A peer on the team — someone at your level who can give you a referral or put your name forward
• The internal recruiter — part of the talent team, knows what's coming before it's posted

In practice, any of these people can be your entry point. The hiring manager is the highest-leverage contact; a peer who likes you can often be a more accessible starting point.

5 methods to find hiring managers

Method 1: LinkedIn (free search)

Search for people at your target company with titles that suggest they manage the function you'd report into. If you're applying for a product marketing role, search "head of product marketing [company name]" or "[company] PMM manager." Look at their teams, see who they're connected to, and identify who's most senior in that function.

Tip: Check "People also viewed" when you find a close match — it often surfaces peers and managers in the same org.

Method 2: The job posting itself

Job postings often include clues: the reporting structure ("reports to the Director of Engineering"), the team size ("joining a team of 6"), or even a specific hiring manager name in the description. Cross-reference these details with LinkedIn to identify the exact person.

Method 3: Company org charts

Tools like The Org, LinkedIn's organizational view, and some intelligence platforms publish org charts for public companies. For startups, their team page often makes the structure clear. Look for who sits at the top of the relevant function and work down to the manager level.

Method 4: Warm introductions

Your best path is always a warm intro. Before searching cold, check: do you know anyone who works at the company? Did you go to the same school as someone there? Are any former colleagues now at that company? A two-hop LinkedIn connection who can make an introduction is worth ten cold emails to the hiring manager.

Method 5: Event and community presence

Hiring managers speak at industry conferences, post in communities, and host webinars. Follow people at your target companies on LinkedIn. When someone at a target company publishes something relevant to your field, engaging thoughtfully is a low-friction way to get on their radar before you ever send a message.

Finding their contact information

Once you know who you want to reach, you need a way to contact them. In order of reliability:

1. LinkedIn message — Always available; lower friction than email but more noise. Best for a warm or semi-warm connection.
2. Work email (guessed) — Most companies follow a pattern: firstname@company.com, firstname.lastname@company.com, or f.lastname@company.com. Check the company's website for any email addresses to confirm the format, then apply it to your contact. Verify with an email verification tool before sending.
3. Email found via tool — Contact data platforms index work emails from public sources. Treat any found email as "inferred" until verified, and be transparent if you're using one.
4. Personal email via mutual connection — If you get a warm intro, the introducer may share a direct email. This is the warmest possible contact.

Important: Be honest about how you found someone's contact information. "I found your email via [tool] and hope this is okay to send" is received far better than pretending you had a pre-existing connection you don't have.

What to do once you find them

Don't lead with "I saw you're hiring." Lead with something real: a shared connection, something they've built that you genuinely admire, a specific problem you've solved that's relevant to what their team is working on.

Your first message should start a conversation, not ask for a job. A good opener might be asking for 15 minutes to learn about their team's priorities, or sharing a perspective on something you've seen in their public work. Make it about them, not about your resume.

Read the full guide on what to say: Recruiter outreach guide →

FAQ

Is it appropriate to contact a hiring manager directly?

Yes, if done respectfully. A brief, relevant, personalized message is generally well received — most hiring managers appreciate candidates who show initiative. What's not appropriate: repeated messages, generic form letters, or anything that feels like mass outreach.

What if I can't find the hiring manager?

Start with someone adjacent: a peer on the team, or the internal recruiter. A warm conversation with anyone at the company increases your visibility and often leads to an informal referral.

Should I still apply through the portal if I contact them directly?

Generally yes. Many companies require a formal application even for candidates they want. Mention in your message that you've applied (or plan to) — it shows you've done the work and aren't relying solely on the direct contact.