Content Creation

Getting past the need-enough-experience-to-get-a-job-but-need-a-job-to-get-experience conundrum

Jeremy Chevallier
November 2020

Ever been confused by entry-level job listings that require years of experience? You’re not alone. It makes no logical sense—after all, how else can you get experience in {sales} than by getting a job in {sales}, right?


To understand why we’re asking ourselves about getting experience, we have to first understand what experience represents.

Most companies ask for experience because they equate experience to “ability to create value for the company.” Experience is a signal that you’re probably not a bad bet. However, you & I know that these two things are not synonymous. There are tons of people out there who have years of professional experience, yet are incapable of producing results.

On the other hand, there are also people who lack “official work experience,” yet can create enormous value for anyone who takes a chance on you. They’re learning {marketing} out loud, all on their own, from industry experts like Dave Gerhardt—and they’re eager to prove themselves.

Here’s how a good CEO thinks about that:

Experience isn’t the only determining factor in the hiring process. I’d rather have someone like Hunter who’s hungry to learn, isn’t afraid to ask questions, and absorbs knowledge like a sponge, over a know-it-all who thinks they’ve arrived.

Nick Black, Founder & CEO @ GoodUnited on LinkedIn after hiring Crasher Hunter Casillas

This type of thinking is still rare.

Most companies still don’t realize that “years of experience” isn’t a good enough signal for who to hire. It’s up to you to show them.

Use Crash pitches to blow away the CEO or department head (these are the decision makers, not a recruiter) and make them completely forget to ask about your “lack” of experience. In fact, they won’t even ask for a resume anymore. You’ve short-cut the entire system by expressing genuine interest, personality, and initiative.

Ready to get a “yes”?

Pick a company that excites you from this list: and pitch them on offering you the internship or job you want! In your pitch, be sure to hit the following points:

1. State exactly how you want to help them.

Clearly describe the nature of the work you want to be doing for the company.

“I noticed that you’re not using a chatbot to capture leads on your website. I’d love to implement this for you!”

“I Created a Chatbot For You”—How Gregory Williamson Won an Entry-Level Sales Role

If you’re not what roles you’d like, you can take our career path quiz and go through Level 1 (picking a career path) of our paid Job Hunting 101 course.

2. Prove your ability to do the work, with 1-2 sample projects.

Real-world projects leave no doubt as to your ability to do the work you’re proposing. They also show incredible initiative—the fact that you’re willing to prove yourself with free work up-front puts you in the top 0.01% of candidates.

On the other hand, saying “I got a marketing degree with a 3.5 GPA” doesn’t indicate anything except that you’re no worse than everyone else with a 3.5 GPA and a Bachelors.

“I went and started a free trial of Intercom and created an entire Q&A branch, built out a script for them, and put it all into my Intercom account. Then I recorded a short video explaining what I’d done for them.”

“I Created a Chatbot For You”—How Gregory Williamson Won an Entry-Level Sales Role

If you’re not sure where to start, read through this:

3. Address the CEO/department head by name, sent via email.

Good leaders love direct, clear communication from people who take initiative.

Your career will be built on the relationships you form and maintain starting now. By establishing a direct relationship with key decision makers, you’re gaining the “inside track” for current and future job openings. Even if they hand off communications to a recruiter, you’re still being referred to that recruiter by their boss.

End your pitch (and email) with a question that is easy to say “yes” (or “no”) to:

Would you be open to a 15-minute phone call next week to speak further?

This is easy to respond to because it’s a simple yes or no, and it’s not this week, which is probably already slammed for them.

Author’s note: all of this still works without four active job offers. 😉

4. Follow up every couple of days until you hear back.

Even the strongest pitches don’t always get responses the first time. Business leaders are busy—they didn’t plan to talk to you that day!

In my experience, simple follow ups like this get more than 90% response rates:

“Hey Austin! Any interest in my proposal? I really admire Morning Brew and believe I can truly add value to your team.”

Nothing more complex than that.

It’s time to pitch.

If this all sounds great but you’re not sure where to start, you’ll love our paid Job Hunting 101 course. If you’re itching to get started, you’ve probably already created a free Crash account and started filling out your profile pitch or a targeted company pitch.

If you want, send your published pitch link to team [at] to get our personal feedback before sending it off to its final recipient.

Onward & upward!