WHEN PEOPLE TELL YOU: “YOU WILL NEVER GET THAT JOB”

Job search networking can feel… brutal.

You finally get someone to respond. You set up a conversation. You prepare your questions. And then you hear things like:

• “Companies here don’t sponsor visas.”
• “We don’t hire from your industry.”
• “You don’t have the right background.”
• “You are either too senior… or not senior enough.”

Many job seekers walk away from these conversations feeling defeated. But here’s something I tell my clients all the time:

Feedback is a gift. But not every gift needs to be used.

Some feedback is valuable. Some feedback is generic advice people give without really thinking. And the difference between a frustrating networking call and a breakthrough insight often comes down to one thing:

Your questions.

Because when someone gives you an objection, you have two choices. You can accept it at face value. Or you can get curious. 

Objection #1: “Companies won’t sponsor work visas.”

Instead of shutting down, ask:

“If a company were open to sponsoring someone, what qualities or experience would make that candidate compelling enough?”

Now the conversation changes. You move from “this won’t work” to “what would make it work.” 

One of my clients used this exact approach and discovered the specific skills companies were willing to sponsor for. A few months later, she landed a finance controllership role with visa sponsorship. 

Objection #2: “We never hire from your industry.”

Before accepting that advice, do your homework. Look at LinkedIn profiles in that company or team. If you notice people who switched industries, ask:

“I noticed a few people here moved from X industry. What made their profiles compelling enough to make that transition?”

Now you are not arguing. You are showing preparation and curiosity. And that instantly changes how people see you.

Objection #3: “You don’t have the right background.”

This usually happens when you are pivoting functions or expanding scope. Instead of defending yourself, ask:

“What kind of experience would someone need to build to be considered for this role in the future?”

You walk away with real market intelligence. And often, the person you are speaking with starts thinking more deeply about how your profile could actually fit. 

Objection #4: “You’re too senior… or not senior enough.”

Both objections happen frequently. The key is reframing the conversation. If you are considered too senior:

“How can I position my experience so companies see the value I can bring in mentoring and building teams?”

If you are considered too junior:

“What would help hiring managers feel confident about someone stepping into a bigger role?”

Again, curiosity opens doors that defensiveness closes. Here’s the deeper truth about networking conversations. People rarely change their minds because you tell them they are wrong. But they often rethink their assumptions when you ask good questions.

That’s why I always remind job seekers:

Your answers don't impress people nearly as much as your questions do.

Be curious. Be thoughtful. And challenge assumptions without attacking the person.

That’s how advocates are created.

Cheering you on,

Shub (Your Career Growth Partner)