Love-the-Job Network Search
Find your next opportunity through people who genuinely love their work.
- Difficulty
- Easy
- Time to result
- ~weeks to results
- Steps
- 5
- Confidence
- 95%
Instead of beginning a career transition with job titles, Marcus began with people who appeared genuinely energized by their employers. Their enthusiasm acted as a filter for identifying unusual, values-aligned organizations. A friend's excitement led him to Infusionsoft, where the dream wall, employee coaching, and written core values showed him that the culture matched his own beliefs. The organization then recognized abilities that extended beyond the advertised partnership role and created room for him to speak internationally. The mechanism is simple: locate credible enthusiasm, investigate its source, test the company's values against your own, and use relationships to discover where your strengths could create value—even when the perfect role does not yet exist.
Origin
Marcus Murphy described using this approach when leaving Yelp and discovering Infusionsoft through a friend who enthusiastically discussed his workplace.
Core principles
- 01Enthusiasm reveals workplaces worth investigating.
- 02People provide richer signals than job descriptions.
- 03Values alignment can matter more than a predefined title.
- 04Relationships can uncover roles that conventional searches miss.
How to run it
- 1
Find credible enthusiasm
Look through your network for people who voluntarily speak with energy and pride about their work. Prioritize unsolicited enthusiasm over polished recruiting messages.
Pro tip Notice who acts like an evangelist for the company even when they are not trying to recruit you.
Watch out Do not mistake compensation boasting or employer branding for genuine satisfaction.
- 2
Explore the source
Ask what the person loves, how the company treats employees, and which practices make the workplace different. Listen for concrete evidence rather than general praise.
Pro tip Ask about unusual programs, leadership behaviors, and how the company handles employee ambitions.
Watch out One happy employee does not prove that every team has the same culture.
- 3
Test values alignment
Review the company's operating values and compare them with the principles you already hold. Look for evidence that those values affect real decisions.
Pro tip A strong signal is recognizing your own values in the company's language without needing to persuade yourself.
Watch out Do not adopt attractive values merely because you want the opportunity.
- 4
Invite role discovery
Discuss your strengths and let people inside the organization suggest where they might fit. Remain open to responsibilities that differ from your initial search.
Pro tip Demonstrate a valuable skill during the interview so the company can imagine broader uses for it.
Watch out Do not depend on a company inventing a role unless there is a clear business need.
- 5
Verify before moving
Use interviews and workplace observation to confirm that the enthusiasm and values are authentic. Evaluate whether the environment will enable your strengths and desired growth.
Pro tip Ask employees for examples of the company supporting goals that did not directly benefit the business.
Watch out A distinctive office or inspiring wall display is evidence only when behavior supports it.
In the wild
While preparing to leave Yelp, Marcus asked his network who had a job they loved. His friend Ryan enthusiastically described Infusionsoft's dream coach and employee culture, then suggested Marcus for a partnership role. During his visit, Marcus saw employee dreams and core values that matched his own. The company subsequently recognized his speaking ability and expanded the role to include international representation.
→ Marcus entered business development and partnerships at a values-aligned company that accelerated his speaking career.
Common mistakes
Searching by title alone
A title-first search can hide companies that would recognize and develop strengths beyond the advertised position.
Confusing perks with culture
An impressive office is not enough; confirm that leaders consistently act on the values they display.
Forcing borrowed values
If the company's principles only sound aspirational rather than personally true, the apparent fit may not endure.
Is it for you?
Best for
It is best for professionals who know they need a change but do not yet know which role or company to pursue.
Not ideal for
It is not ideal for applicants who must secure any available job immediately or who lack time to explore cultural fit.
From the transcript
“I started to look, but really what I did was I reach out to my network and I just said, Well, who's who has a…”
“Instead of looking for a role, you look for people who have a job they love.”
“work for companies you love and admire because they're going to find where you fit and they're going to enable you to go fast.”
From the episode
What Pursuing a Big Dream Really Looks Like with Marcus Murphy