An unsolicited application is sent to a company that has not advertised a vacancy. You take the initiative and argue that they should hire you. It requires more research and is a bigger bet than responding to a posting — but can open doors that would otherwise stay closed. Approx. 30–40% of jobs are filled without being advertised publicly.
Application help
Unsolicited Application – How to Write the Right One
Step-by-step guide to the unsolicited application. Find the right contact person, write an opening that captures attention, and follow up correctly. With examples and AI help.
Step-by-step guide
- 1
Choose the right companies — research is everything
An unsolicited application requires more preparation than responding to a posting. Start by identifying 5–10 companies where you can genuinely see yourself working. Research them thoroughly: what do they do, who are their customers, are they growing, do they have current projects or challenges? Check LinkedIn to see if many people were hired recently — that can indicate growth and openness to new applicants. The better you know the company, the more convincingly you can argue they need you.
- 2
Find the right contact person — avoid "To HR department"
An unsolicited application sent to an anonymous inbox disappears. Find the person who can actually hire you — typically a department manager or professional lead, not HR. LinkedIn is your best tool. Search for the company name combined with your relevant job title. If your network can introduce you, even better. Write directly to the person: "Dear [name]" is significantly stronger than "To whom it may concern".
- 3
Open with a concrete observation about the company
The first two lines decide whether your application is read further. Avoid: "I am writing to ask whether you have a need for..." That is weak. Instead write something that shows you have done your homework: "Your launch of [product/service] in Q1 shows you are moving into [area] — that is exactly where my experience with [skill] is strongest." A specific observation signals you are serious, not mass-mailing.
- 4
Argue for a concrete need — not just your strengths
The classic mistake in an unsolicited application is focusing too much on yourself. The employer thinks: "What do we get out of it?" Always connect your skills to a problem or opportunity the company has. Example: "Your jobs on LinkedIn show you are seeking growth in the Swedish market. I have 3 years from [company] doing exactly that — and have built partnerships with 12 Swedish distributors." Concrete + relevant = hard to ignore.
- 5
Keep it short — max 3 paragraphs
An unsolicited application should never be more than half to one full page. The recipient did not ask for it — respect their time. Structure: 1) Opening with a specific observation. 2) What you can contribute (2–3 concrete examples). 3) Clear call to action. Attach your CV but do not repeat it in the text. Avoid clichés like "I am very motivated" and "I am looking for new challenges" — show it with examples instead.
- 6
Follow up — once, after 7–10 days
Many unsolicited applications are overlooked not from disinterest, but because everyday life takes over. A single polite follow-up after a week significantly increases response rates. Write briefly: "I sent you an application on [date] and wanted to ask if you had a chance to look at it. I am very interested in a conversation." Do not follow up more than once — twice is too much and seems pushy.
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Frequently asked questions
A motivated application responds to a specific job posting and argues that you match the described requirements. An unsolicited application is sent without a posting — you must identify a need and justify it yourself. The unsolicited one requires more company-specific research but can give access to hidden roles.
Yes, always. Your application is a personal letter showing motivation and fit — the CV documents your background. Make sure the CV is up to date and relevant for the type of role you are seeking at the company. Send both as PDF.
When you genuinely want to work at a specific company and they do not have active roles that match. Or if you know a company is growing and will likely hire soon. It is also effective in niche markets where many jobs are never advertised publicly — e.g. consulting, technology, and specialist roles.