If you want the truth about a company, talk to former employees. The person with the real intel left a couple of months ago, and nobody is calling them.
Quick answer: To learn what a company is really like, talk to former employees who left in the last few months. They have no reason to stay guarded and they know why the role is open. Send a short message that asks about their new job or search first, then ask for a 15-minute chat about the function.
Most job seekers chase the hiring manager. They send the connection request, like three posts, and wait. Meanwhile, the intel that actually changes your decision sits with someone who already walked out the door.
Why should you talk to former employees instead of current ones?
Current employees are guarded because they still work there. They aren’t going to tell a stranger why the role is really open or what the team is actually like, and that’s reasonable.
Someone who just left has no such filter. They know the politics, they know why the seat is empty, and they know what the last person in that job wished they’d asked before taking it. Also, they’re free to tell you.
This matters most in the hidden job market, where roles get filled through people long before a posting goes live. A recent departure sits right at the source of that information.
How do you find a recent departure?
Every company has them. The Bureau of Labor Statistics tracks quits every month in its JOLTS survey, so your target employer almost certainly lost someone this quarter. Here’s how to find them:
- Search LinkedIn for people and filter by past company, using your target employer.
- Add a keyword for the function you’d join, such as “product” or “engineering.”
- Look for profiles where the role at that company ended in the last few months.
- Check for a “new role” announcement, which tells you they’re open to chatting.
- Rank the list. Start with whoever held the seat you’re targeting, then their direct teammates.
What do you say to a former employee?
Don’t pitch. Lead with them, and keep the ask small. Here’s the whole message:
“Sorry to see you left [Company] – how’s your [search/new gig] going? Side note: would you be open to a quick chat about [function] there?”
It works for two reasons. First, you start by asking about their situation, so the message feels human instead of transactional. Second, the ask is low-stakes, which makes a yes easy.
If you freeze at the idea of reaching out, read LinkedIn networking without the pitch for the broader approach.
What should you ask once they say yes?
Keep the call to 15 minutes and bring a short list. These five questions pull out what no job post will tell you:
- Why is the role open right now?
- What did the last person in that seat wish they’d asked before they took it?
- Who actually makes decisions on this team, and how?
- What separates the people who get promoted from the people who stall?
- If you were starting there again, what would you do differently in the first 90 days?
Then weigh what you hear. One person’s story is one data point, so talk to two or three before you draw conclusions. For a wider checklist, see how to evaluate company culture before you accept an offer.
Is it awkward to message someone who just left?
Less awkward than it feels. Networking-anxious candidates skip this move because talking to the person who left seems backwards. In fact, it’s the better play. A former employee has nothing to protect and no manager to please.
The person has nothing to protect, and they probably remember standing where you’re standing. That’s why I coach clients to start here before they message anyone still on the team.
When the chat goes well, ask if they know anyone still on the team who’d be open to a conversation. That’s an introduction, and it carries more weight than a cold referral request. Here’s the difference between a referral and an introduction, and why it matters.
FAQ
Is it okay to message someone who was laid off or fired?
Yes. Lead with their situation and keep the tone light. Don’t ask why they left in your first message, because they’ll tell you when they’re ready.
How soon after someone leaves should you reach out?
Within a few weeks to a few months. Their memory of the team is fresh, and anyone job hunting has a reason to value a conversation with someone in their field.
What if they don’t reply?
Send one short follow-up after a week. If you still hear nothing, move on to the next person on your list.
Should you ask a former employee for a referral?
Not on the first call. Ask for intel first. Once you’ve built some trust, ask for an introduction to someone still there.
What to do next
If you want to know what a slow search is costing you, run the job search cost assessment. It takes ninety seconds and gives you a monthly dollar figure.
If outreach is the part you want to get better at, read Bob’s 8 laws of job search networking next.
If you’d rather have someone walk through your search and tell you exactly what to change first, book a free strategy call.