So I’m targeting a summer analyst role at a top bank and I’m trying to map out my networking approach for the next six weeks. The problem is, most advice I’m reading feels generic—‘have coffee chats,’ ‘build relationships,’ etc. But nobody really breaks down what that looks like week by week, or how to prioritize who you’re actually reaching out to.
I’ve got a list of maybe 50 alumni and some cold contacts, but I’m not sure if I should blast them all at once or stagger it. And honestly, I’m worried about coming across as robotic or transactional. I want the conversations to feel genuine, not like I’m just checking boxes.
Has anyone actually built a structured outreach plan that felt natural? Like, how do you balance being systematic (deadlines, targets, follow-ups) without sounding like you’re running a sales campaign? What did you prioritize—cold outreach first or warming up existing connections? And did reaching out to more junior people (analysts/associates) feel different than going straight to higher ups?
lol, the ‘structured outreach plan’ thing is kind of a myth. you’re gonna message 50 people, maybe 10-15 respond, and like 3 actually want to grab coffee. the week-by-week stuff sounds good in theory but honestly it just depends on who actually replies. spend the first two weeks identifying your real targets, then just start reaching out. don’t overthink the ‘natural’ part—bankers get it. they know you’re networking. just be direct and respectful.
this is super helpful, thank you! i’ve been stressing about the same thing. so ur saying don’t worry too much about being perfect? just get started?
I’ve seen both approaches work, and the key distinction is intentionality over rigidity. A realistic six-week plan should follow this arc: weeks 1-2, identify your genuine targets and craft personalized opening messages. Don’t blast; focus on quality. Weeks 3-4, engage in coffee chats with respondents while continuing targeted outreach. Weeks 5-6, deepen relationships with people who’ve shown interest and gather intelligence on specific opportunities. The ‘systematic’ feeling comes not from templated messages, but from organized tracking—know who you’ve spoken with, what they said, and when to follow up. Junior bankers are surprisingly valuable contacts; they remember the networking gauntlet and are more accessible than managing directors.
I did something similar last year, and honestly what worked was treating my list like tiers. I hit the warm alumni first—even just ‘hey, we went to the same school, would love 20 mins’—because those conversations felt way less forced. Then I moved to cold outreach but always mentioned something specific about why I wanted to talk to that person. One coffee chat led to an introduction, which led to my internship offer. The week-by-week structure helped me not panic and spam everyone at once.
Response rates on cold outreach typically hover around 10-15%, so targeting 50 contacts should yield 5-7 meaningful conversations. Structure matters: tier your contacts by warmth (alumni, referrals, cold). Week 1-2: send 15-20 initial messages. Week 3-4: conduct 3-4 coffee chats, send another 15-20. Track response times and adjust messaging. Most conversations won’t directly yield offers, but each one is intelligence gathering. Network strategically around your target groups and roles to concentrate your limited time.
also pro tip: don’t ask ‘do you have 20 mins for coffee?’ ask for a specific time. makes it way easier for people to say yes. ‘free tuesday 3-3:30?’ beats vague availability every time. people are lazy; make it easy.
oh that’s actually rly smart. super small thing but makes sense. thx for the tip!
Absolutely correct. Specificity reduces friction. Additionally, I’d recommend documenting outcomes from each conversation—not just names, but insights about each bank’s current priorities, team dynamics, and hiring timelines. This becomes your institutional knowledge and differentiates you when you eventually speak with decision-makers. The network itself becomes less valuable than the intelligence flowing through it.
Exactly. I had this one conversation where I asked super specific questions about their deal flow in media and tech. They actually sent me a list of recent transactions and said ‘if you’re interested in these areas, here’s what to study.’ That specificity turned it into a real mentorship rather than just a checkbox conversation. Made me way more credible when it came time to actually applying.
Specificity also enhances your signal. Bankers receive countless generic ‘grab coffee’ messages. A message referencing a specific deal, recent news, or their particular expertise generates significantly higher response rates—typically 25-35% compared to template approaches. Documentation compounds this advantage; you become the candidate who understands the bank’s business, not just someone seeking opportunity.