Psst…There’s a Hidden Market for Six-Figure Jobs. Here’s How to Get In.
想找六位数薪酬的工作？进“地下”招聘市场吧
Callum Borchers
卡勒姆·博彻斯
Almost every day, someone who is quietly hunting for a key hire calls Diane Hessan to ask the same question: Whom do you recommend?
几乎每天，都会有正私下招聘关键员工的人给戴安·赫森（Diane Hessan）打电话，而且他们总会询问同一个问题：你推荐谁？
Ms. Hessan, a former consulting group CEO who sits on the boards of Panera Bread, Eastern Bank and Tufts University, is one of the best-connected business figures in Boston – and something like a password keeper at a speakeasy for six-figure job seekers.
赫森曾是一家咨询公司的首席执行官，目前在连锁餐厅Panera Bread、东方银行（Eastern Bank）以及塔夫茨大学（Tufts University）担任董事。她是波士顿人脉最广的商界人物之一，就好比一家地下酒吧的密码管理员，而这家酒吧是专为六位数薪资的求职者所开设。
All cities have such people, and being on their radars can open hidden doors.
所有城市都有像她这样的人，出现在他们的视线范围内，就有机会打开隐蔽的大门。
“There’s a whole back channel of conversations going on about jobs that are available,” says Ms. Hessan, adding that many of the calls she fields come from private-equity firms seeking leaders for portfolio companies.
“关于空缺职位的招聘问题，有很多对话都不是摆在台面上的。”赫森说，她接到的很多电话都是私募股权投资公司打来的，他们想为投资组合里的公司物色管理者。
Far from the public job boards of Indeed, LinkedIn and Monster lies another set of career opportunities – often lucrative ones – that are never posted. The volume of such openings is hard to measure; those who hire and who’ve been hired out of sight say the quality of the positions is more notable than the quantity.
在招聘网站Indeed、Monster和领英（LinkedIn）上的公开招聘板块之外，还有一批从未公开的求职机会，而且通常待遇优厚。很难去估计这类岗位的数量；通过该渠道招到员工或是找到工作的人说，比起这些职位的数量，它们的质量更值得关注。
Some are management roles that are currently occupied by people whom senior leaders want to push out, but not before discreetly finding replacements.
其中一些是管理岗位，虽然暂不空缺，但高层领导对目前的就任者并不满意，想要他们走人，只不过在此之前，他们会以一种不引人注意的方式来寻找继任者。
Other unlisted positions may be at venture-backed startups or relate to new corporate initiatives that, for competitive reasons, companies don’t want to advertise in view of rivals.
其他未公开发布的招聘岗位或许来自风投支持的初创企业，或是企业新项目涉及的职位，出于竞争方面的原因，企业不想打广告让对手看到。
Executives have long relied on their professional networks and headhunters to fill these stealth roles, though the hiring game is trending toward openness. New York City this week began requiring employers to include salary ranges in job postings, and some states are poised to do the same or already have done so. Yet businesses that don’t want to tip their hands (or show employees what’s offered to newcomers) can simply do more recruiting in private channels.
长期以来，高管人员一直依赖自己的职业关系网和猎头来填补这些隐秘的职位，但眼下，招聘行业的游戏规则正变得愈加开放。纽约市在11月开始要求雇主在招聘信息中注明薪资范畴，除此之外，一些州也准备效仿，或是已开始推行这种做法。然而，那些不愿透露信息（或是不想让员工知晓新人待遇）的企业可以将更多招聘转移到非公开渠道进行。
A common loophole in pay transparency laws is that companies don’t have to post every job and don’t have to reveal the projected compensation for those unposted positions, says Stephanie Merabet, a labor attorney at Holland & Knight.
Holland & Knigh律所的劳工律师斯蒂芬妮·梅拉贝特（Stephanie Merabet）说，薪酬透明法案的一个常见漏洞在于，企业不必把每个招聘岗位都公之于众，对于那些未公开发布的职位，也不必披露它们的预期薪酬。
It is too early to know how many businesses will skirt disclosure by keeping more openings off job boards, but some likely will, says Tae-Youn Park, who researches pay transparency as an associate professor of human resource studies at Cornell University.
康奈尔大学（Cornell University）人力资源研究副教授、从事薪酬透明问题研究的Tae-Youn Park指出，现在还不清楚有多少企业会通过加大私下招聘力度的方式来绕开薪酬披露规定，但有些企业可能会这么做。
That means you might not learn of an exciting role until someone else gets it, unless you’re the one who comes to mind when a company wants to hire on the sly.
这意味着，你或许无从得知一个令人兴奋的职位，直到这个机会落入别人手中，除非当企业想要秘密招聘时，他们心中想到的人选就是你。
“You want to be on the call list of somebody who’s working to fill a job that would fit you,” says Matt Massucci, chief executive of the recruiting firm Hirewell. “The only way you do that is to stay top of mind.”
“如果有人正在招聘一个很适合你的职位，你会希望自己出现在此人的电话联系清单中。”招聘公司Hirewell的首席执行官马特·马苏奇（Matt Massucci）说，“要做到这一点，唯一的办法是要让他们招聘这个职位时，首先想到的就是你。”
Mr. Massucci suggests devoting at least 30 minutes a week to networking, and advises a targeted approach. Make a point to introduce yourself to people who work at companies that interest you. Connect with recruiters in your field, even when you’re not actively looking for a new job. Go to conferences. Speak on panels (yes, the ones that feel like unpaid, extra work). Freshen up that headshot.
马苏奇建议每周至少花30分钟去社交，而且要有针对性。对于在你感兴趣的公司工作的人，瞅准机会向他们自我介绍。即便当下你没有在积极地寻找新工作，依然要与你所在领域的招聘人员保持联系。此外，还要去参加会议，要在讨论中发言（没错，就是那些感觉像是没有报酬的额外工作）。还有，选一张有精气神的头像放在个人资料中。
Be visible to get a job that is not.
想要获得一份“藏得很深”的工作，就要让自己“显眼”才行。
Brian Pestana, a food industry executive, says he wasn’t interested at first when a Seattle-based recruiter asked to connect on LinkedIn this fall. He lives in Miami and wouldn’t consider relocating, so he didn’t think that networking with someone on the other side of the country would be worthwhile. But you never know, he figured.
食品行业高管布莱恩·佩斯塔纳（Brian Pestana）说，今年秋天，西雅图的一名招聘人员想同他在领英上联系时，起初他并不感兴趣。他住在迈阿密，又不考虑搬家，因此他觉得与美国另一端的人建立人脉没什么价值。但他又转念一想，以后的事儿谁知道呢。
He chatted and hit things off with the recruiter, who introduced him to Maria Elena Ibañez, chief executive of El Latino Foods in Doral, Fla., about a 15-mile drive from Miami.
于是，他和那名招聘人员聊了起来，而且越聊越投机，后者还把他引荐给了食品批发公司El Latino Foods在佛罗里达州多拉（Doral）的首席执行官玛利亚·埃琳娜·伊巴涅斯（Maria Elena Ibañez），这里距离迈阿密约15分钟车程。
Mr. Pestana joined El Latino in October as vice president of business development, a position that was never listed on any job board.
10月份时，佩斯塔纳加入了El Latino，担任商务拓展副总裁——这个职位从未出现在任何公开招聘广告中。
“Don’t dismiss a small opportunity because the one that seems far-fetched might be the one that works out,” he says.
“不要放过小小的机会，因为那些看似不相关的机会恰恰可能带给你成功。”他说。
Mark Goldberger started this week as head of enterprise sales at Ramp, a financial software startup in New York, after he and a recruiter initially discussed a different position with another company. He says the headhunter quickly identified him as a fit for the Ramp job, based on their previous conversations, which put him on the fast track for the job that was never posted.
马克·戈德伯格（Mark Goldberger）11月初在纽约金融软件初创企业Ramp履新，担任企业销售业务主管。起初，他曾与一名招聘人员讨论过另一家公司的不同职位。他说，根据他们之前的交流，这名猎头很快就确定他适合Ramp的那份工作，他也因而迅速拿到了这个从未出现在公众视野中的职位。
His early tasks include hiring more sales representatives for his team. One position has been posted publicly, an enterprise account executive with an estimated salary of $221,000 to $260,000, but Mr. Goldberger says it’s possible that he’ll hire multiple people from a single candidate pool, and he isn’t waiting for applications to roll in.
上任后，他的初期任务包括为他的团队招聘更多销售代表。此前曾有一个公开发布的职位——企业客户主管，预估薪资22.1万～26万美元，但戈德伯格说，他可能会从一个候选人人才库中招聘多名员工，而且他不会等待求职者主动上门。
“I’m reaching out within my network – the people that I know would be great because I’ve seen them do something similar – and I’m also going to be scouring LinkedIn,” he says.
“我正在主动联系自己的人脉圈——那些我知道会有上佳表现的人，因为我看过他们做过类似的事——同时，我也会在领英上搜寻一番。”他说。
Mr. Goldberger and other hiring managers and recruiters note that companies sometimes list positions as open when their minds are already made up, often to comply with internal policies or collective bargaining agreements that require public postings. The real hiring action, they say, often happens away from the job boards.
戈德伯格和其他招聘经理及招聘人员指出，有时候，企业列出空缺职位时，其实他们心里已经有了主意，之所以还要这样，通常是为了遵守相关内部政策或劳资协议，要按照规定在公开渠道发布职位信息。但他们说，真正的招聘往往发生在“公开招聘启事”之外的地方。
Shawn Cole, president of executive search firm Cowen Partners, says all of the roles his company fills are unlisted. His clients like to appear to have talent pipelines, and posting an open call for executive applicants can make a business look desperate or disorganized, he says.
高管猎头公司Cowen Partners的总裁肖恩·科尔（Shawn Cole）谈到，通过他的公司招到人的所有职位都没有公开发布。他说，他的客户们喜欢营造一种“不缺人才”的形象，而公开招聘高管人员会让企业看起来已是火烧眉毛或是管理无序的样子。
Mr. Cole says that to get in the running, it helps to build a rapport with a headhunter like him. Be direct – no vague requests to “pick your brain,” please – and don’t bother with an invitation to coffee or lunch.
科尔说，若想在求职过程中给自己争取机会，同他这样的猎头建立良好关系是有好处的。不妨直截了当——“向你请教下”这种含糊的话就不必了——也不必费工夫请他们一起喝咖啡或是共进午餐。
“Send an updated resume and say what you’re interested in,” he says. “Talk about compensation, location and specific career goals. Lunch and things like that? Sad to say, but no one has time for that stuff.”
“把最新的简历发过去，再说说你对哪些职位感兴趣。”他说，“谈谈对薪酬和工作地点的期望，以及具体的职业目标。共进午餐之类的事？抱歉，没有人有时间去弄那些。”
