I’m at a Big 3 consulting firm right now, but I want to move into corporate strategy at a specific tech company I’m really interested in. The problem is I don’t know anyone there, and I feel like corporate strategy hiring probably isn’t as transparent as banking recruiting is. I’ve tried LinkedIn a few times but the outreach feels clunky. How are people actually getting meetings with decision-makers without going through formal recruiting? Are there patterns to who’s hiring for strategy roles, or is it mostly about luck and timing? I’ve heard some people say they went to recruiting events or got warm introductions from mutual contacts, but I genuinely don’t have those yet. What’s the actual playbook for breaking through when you’re an outsider?
most corporate strategy hiring happens internally or through their consulting vendors. cold linkedin might work if you’re exceptional enough, but be realistic about the odds. your best move is getting referred by someone already inside, which means building actual relationships with people at that company, not just sending templates.
The most effective approach I’ve observed combines three elements: First, identify which consulting projects your firm has completed for that target company—ask those project managers for warm introductions to strategy leaders you met. Second, attend industry conferences where that company’s strategy leaders speak; ask intelligent questions and connect afterward. Third, research the company’s recent announcements or pivots and craft targeted outreach showing deep understanding of their strategic challenges. Quality over volume matters dramatically here. One thoughtful, specific email beats ten generic templates. Reference recent initiatives, demonstrate why you specifically understand their strategic landscape, and position yourself as someone who can contribute immediately rather than needing extensive onboarding.
omg same boat here! i’ve been cold outreaching to ppl on linkedin and honestly like 2-3% are replying but those convos r actually happening. just gotta be rly specific abt why u care abt that company
You’ve totally got this! Warm intros are golden, but genuine outreach works too. Show real interest and it’ll shine through!
I got into corporate strategy at my current place through a weird path—I met someone at a conference who mentored me for six months before an opening actually came up. We didn’t talk about the job until there was a real role. It taught me that relationship building and opportunity spotting are different things. I wasn’t networking “for a job”; I was just genuinely learning from someone I respected. When the role opened, they thought of me immediately because they actually knew my thinking.
Research shows corporate strategy hiring converts warm referrals at 35-40% rates versus cold outreach at 2-5%. Most roles fill before posting internally. Your best statistical window is 6-9 months after major company announcements, restructures, or new strategic initiatives, when budget opens for additional strategy headcount. Leverage your consulting firm’s alumni network—people who left for corporate strategy roles are your highest-probability connectors. LinkedIn informational interviews, when preceded by relevant research, generate 18-22% positive response rates within tech leadership.
I’d add one critical piece: during your informational conversations, don’t ask about job openings. Ask about their strategic challenges, how they think about problems, what skills they wish more people had. Then, after building genuine rapport, mention you’re exploring opportunities but only if the right problem space opened up. This flips the dynamic from “hire me” to “I’m someone worth knowing.” Many corporate strategy leaders will proactively flag openings to people they respect far before HR opens a requisition. You’re not networking for a job; you’re networking to become the person they think of when strategy problems emerge.
also pro tip: if ur firm has done work w that company, ask ur project managers if they can intro u. that warm handoff changes everything
The relationship approach is so much better anyway. You’ll connect with people who actually matter!
I also realized that showing up genuinely interested in their problems beats any networking homework. I read their earnings calls, their SEC filings, attended their investor days when public. When I finally talked to someone from their strategy team, they were shocked that I knew more about their competitive positioning than most of their own employees. That’s when things moved from polite conversation to actual interest.
Your outreach success depends on specificity and timing. Corporate strategy teams typically plan headcount by fiscal cycle—November to January for most tech companies. Target outreach 4-6 weeks before these cycles. Mention specific strategic moves the company made and tie them to capability gaps. Teams that successfully hired external consultants into strategy roles showed 40% higher retention when new hires could articulate the company’s strategic thesis on day one. Preparation matters more than warm intros alone.