Understanding the Value of A, B, and C Opportunities in Your Job Search

In the job market, opportunities can often be categorized into three main types: A, B, and C. Understanding the breakdown of these opportunities can help you navigate your job search more effectively and focus your efforts where they matter most.

The Breakdown:

• “A” Opportunities: 20%
• “B” Opportunities: 30%
• “C” Opportunities: 50%

Defining A, B, and C Opportunities

The classification of these opportunities is subjective and can vary based on your personal goals and values. You'll intuitively recognize an opportunity's category when you see it.

“C” Opportunities (50% of the Market)

Half of the opportunities you come across are likely to fall into the “C” category. These roles are typically not worth your time or effort. They may offer little in terms of career advancement or satisfaction. You might be happier mowing lawns for $20 a yard than accepting a “C” opportunity. These roles often don't require much effort in terms of resume or LinkedIn profile optimization—if you can spell 'resume,' you're in. However, the likelihood of being content in such a position six months down the line is minimal.

“B” Opportunities (30% of the Market)

Around 30% of the opportunities fall into the “B” category. These roles can be hit or miss. About half of these positions will match their initial promise, providing a decent fit and job satisfaction. However, the other half may turn out to be less than ideal, leading you to seek another move within a few months.

“A” Opportunities (20% of the Market)

The remaining 20% are the coveted “A” opportunities. These are the roles that align perfectly with your career goals and values. When you do your homework and follow your intuition, you’ll recognize these opportunities as ideal fits. However, because these roles are so desirable, they are highly competitive. The companies offering these positions are picky—they can afford to be. The candidates vying for these roles are often just as, if not more, qualified than you.

Inside Look at “A” Opportunities

Having spent 23 years recruiting for “A” opportunities, I can offer some insights into the internal workings of these companies. When a top-tier role is posted, it’s not uncommon for hundreds of resumes to pour in. An internal team sifts through these applications to narrow down the pool to about 15 to 25 resumes. From this shortlist, the hiring authority will choose 4-6 candidates to interview. This process doesn’t even account for the 1-3 candidates they might have already identified before posting the role.

The Importance of a Strong Resume

Given that “A” opportunities are inherently fewer (only 20% of the market), your resume must stand out. It needs to clearly demonstrate your value and relevance to the specific role you’re targeting. Unlike with “C” or even “B” opportunities, the quality of your resume and LinkedIn profile is crucial.?

The Network Myth

Many job seekers believe that having an internal connection at a company will guarantee an interview. While a connection might get your resume introduced, it doesn't ensure success. The executive hiring team, who may not know you personally, will still critically evaluate your resume. If it doesn’t articulate your value effectively, your chances of being invited for an interview are slim.

Be Prepared

If you’re serious about pursuing “A” and “B+” opportunities, be prepared to put in the effort. Your resume needs to not only highlight your career achievements but also align specifically with the core requirements of the role you’re after. This effort can make the difference between landing your dream job and settling for something less.

1-on-1 Coaching?

If you're in pursuit of your "A" opportunity but having trouble landing it, let's connect and discuss how I can help. Email me at [email protected] for more information or schedule an exploratory call: https://calendly.com/kenpbr/20mincall