Hey Dear,

Last week, we talked about the hidden job market - all those opportunities that never make it to job boards.

But there’s something even more interesting.

Sometimes, the role doesn’t just stay hidden.
It doesn’t even exist yet.

It’s created through a conversation.

That’s what I call co-designing a role.

WTF, you're talking about, Patryk?

Ok, let me explain.
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There are situations where you are talking with the company, but they aren't really looking for anyone.
Your profile seems like a potential fit for what they are doing, but it's one big question mark at this point.
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So, what I mean by co-designing:
Instead of squeezing yourself into a predefined box, you collaborate with the company to shape a role around your strengths and their needs.

You’re not saying, “Change your structure for me.”
You’re saying: “Here’s how I can create the most value for you. Does that align with where you’re heading?”

It’s not arrogance.
You’re just not waiting to be picked. You’re helping them make a smarter decision.

Step #1 - Mindset Shift

Most candidates think: “I have to fit into what they’re offering.”

But when we're talking about co-design, it's more like: “Let’s explore how what I do best can serve what they’re building.”

That subtle change changes everything.

Because it comes from a simple place:
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You’re not trying to impress.
You’re trying to solve a puzzle together.

You’re saying:

That’s the mindset of a partner, not a candidate.
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And oh boy, do managers love that.

Step #2 - Do the Prep Work

You can’t co-design a job on the fly.
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You need to walk into the conversation with a clear understanding of how your strengths align with what they’re building.

Start by doing three things:

1. Look at what the company is trying to achieve - their projects, direction, or pain points.
2. Get brutally honest about what you actually do best - the kind of work where you bring the most value.
3. Find the overlap between the two.

That overlap is where the real opportunity sits.
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It’s what turns the conversation from “Here’s what I want” into “Here’s where I can help you win.”

When you show that kind of preparation, you’re not a candidate anymore.
You’re already thinking like someone on the inside.
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#protip - If you can't find enough information about what they are trying to achieve and what their goals are, you need to control the conversation and let them speak first. So you ask questions about their challenges, plans for the next 6-12 months, how they are planning to grow, and what are the biggest, immediate problems they have right now. Because then you can tailor things to exactly what they are looking for, based on your experiences.
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Here's how you actually do it:

Step #3 - Lead the Conversation

When you talk use phrases that open doors, not close them.

For example:

or

or

Of course, you don't need to memorise those sentences, but it's about the structure.
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You first confirm and paraphrase what you heard to ensure you're all on the same page and understand them correctly. Immediate plus.
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Then, you connect this to your past by mentioning you've been doing this kind of (or similar) work.
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And finally, you also ask and offer to share examples of solutions for their current problems.
This is why it is vital to ensure you understand the challenges they are facing before discussing your own contributions and what you bring to the table.

The goal is to co-explore, not convince.

Step #4 - Avoid the Traps

Most common mistakes when talking about a job that doesn't exist

“I don’t know how to do that kind of work.” →
Of course, there might be parts of the job you haven't done. But don't focus on them. Because you did a great job steering the conversation and identifying their current needs, you can shift it to how your skills actually help in their situation:
“I can support that part, but my strength lies in X and here’s how that helps your goals.”

Talking about what you want. →
No one cares what you want, so talk about the value you bring.

Overexplaining →
Just go with one example. “Here’s how I’ve done it before. Could we explore something similar here?”

Step #5 - Follow up

This is so god damn simple, takes almost no effort, yet leaves one of the best impressions in the entire process.
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Most candidates stop after the interview.
But the best ones keep the conversation alive.

A good follow-up isn’t just “thanks for your time.”
It’s a continuation of the dialogue.
It's another chance to shape how they remember you and keep the momentum going.

• It shows you’re proactive, not passive.
• It reinforces the value you bring, right after the meeting.
• It helps you stay top of mind when decisions are made.

You can keep the tone collaborative and natural:

“Thank you for the great conversation. I really enjoyed exploring how my experience could support what your team is building.
I’d love to continue the discussion about how this role might evolve to include some of the areas we touched on. Let me know if it’d be helpful for me to share a short example of how I usually approach that kind of work.”

You’re not chasing. You’re iterating.
Just like a good designer does.

Co-designing a job isn’t about being pushy or exceptional.
It’s about clarity, curiosity, and collaboration.

Most people wait to be hired.
The best ones help create the conditions where hiring becomes obvious.

That's all from me today.
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Wish you all the best, Dear.